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Reference Book on Staff Matters

( Award staff ) (updated as on 31.03.2007)

CHANDIGARH LHO

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MESSAGE FROM THE DESK OF THE CHIEF GENERAL MANAGER The area of Human Resources Management has a critical importance in the banking industry. Hence the instructions issued in this area assume great importance in an organization like ours, having a large number of employees. It is vital that instructions issued in this area are properly codified from time to time and made available to the branches/offices to enable them to deal ith HR related matters meticulously and efficiently. !ith this ob"ective in mind HR department at #handigarh $H% has taken an initiative and assigned the "ob of collation and compilation of the instructions pertaining to & ard staff upto '( st March )**+ to ,tate -ank $earning #entre, .arnal. I am e/tremely happy to note that our ,tate -ank $earning #entre, .arnal has come up ith codification 0 updation of the instructions. This is our #ircle1s first effort in bringing up these consolidations. In this regard, I commend the untiring efforts put in by ,/,hri &vinash Tane"a, #hief Manager 2Training3, 4ita 5arkash, Manager 2Training3, 4.#. Manocha, Manager 2Training3, ,udhir &rora, Manager 2Training3, 6... &rora, Manager 2Training3, 7...5abbi 25ro"ect %fficer3 and ,h. #haran"eet ,ingh, #M2IR3 under the guidance of ,hri 8...4upta &4M2HR3 in presenting/compiling and updating of instructions. I am sure that this book ill be an invaluable aid to the operating staff in dealing ith a ard staff matters.

CHANDIGARH

(HEMANT CONTRACTOR) CHIEF GENERAL MANAGER

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CONTENTS AWARD STAFF
1. 2. RECRUITMENT GUIDELINES FOR PRE-RECRUITMENT FORMALITIES 3. PROBATION, CONFIRMATION, EXTENSION, RETIREMENT, RESIGNATION ETC. !. POLIC" FOR PROMOTIONAL A#ENUES$ CAREER PROGRESSION FOR WORKMEN STAFF (CAREER PATH) %. 6. CLERICAL STAFF& OUT-OF-CADRE PROMOTION SUBORDINATE STAFF& OUT-OF-CADRE PROMOTION (. HIGHER APPOINTMENTS WITHIN CADRE& CLERICAL AND SUBORDINATE STAFF 1!' ). OFFICIATING IN HIGHER CAPACIT" AND DEBARMENT POLIC" . 1'. 11. SALAR" SCALES ALLOWANCES HALTING ALLOWANCE, TRA#ELLING EXPENSES AND CON#E"ANCE EXPENSES 2'6 12. 13. BONUS HOURS OF WORK, STAGGERING OF WORKING 22) 1!% 1%2 1(3 136 111 12' 6 22 1

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HOURS AND O#ERTIME 1!. LEA#E RULES 2%( 1%. LEA#E FARE CONCESSION$ ENCASHMENT OF LEA#E 16. 1(. 1). MEDICAL AID AND EXPENSES UNIFORM AND LI#ERIES TERMS AND CONDITIONS OF SER#ICE OF PARTTIME EMPLO"EES * DOMESTIC SER#ANTS 366 1 . TEMPORAR" EMPLO"MENT AND ENGAGEMENT OF CONTRACT LABOUR 2'. WORKMEN STAFF& TRANSFER POLIC" AND REDEPLO"MENT OF STAFF 36 21. DUT" LIST OF #ARIOUS CATEGORIES OF AWARD, STAFF, +OB ROTATION AND RESTRICTI#E PRACTICES 22. INDUSTRIAL RELATIONS& CODE OF DISCIPLINE IN INDUSTR" AND RECOGNITION OF UNIONS 23. PROCEDURE FOR TAKING DISCIPLINAR" ACTION& AWARD STAFF 2!. SUNDR" STAFF MATTERS !)' 2%. GRI#ANCE REDRESSAL S"STEM (GRS) !)(

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2) 312 36'

36)

3)!

!'

!3%

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CONTENTS (DETAILED) 1 21)
1.1
(.(.( (.(.) (.(.' (.(.; (.(.= (.(.> (.(.+ (.(.?

AWARD STAFF RECRUITMENT
RECRUITMENT IN CLERICAL CADRE

(1-

9ligibility Minimum educational :ualifications &dditional :ualifications Rela/ation in educational :ualifications for ,#/,T, e/<servicemen and orthopaedically handicapped candidates &ge limit ,election procedure Recruitment in specialist cadre positions Recruitment formalities

1.2
(.).( (.).) (.).' (.).; (.).= (.).> (.).+

RECRUITMENT IN SUBORDINATE CADRE
5olicy for recruitment in subordinate cadre 7orms for sanction of messenger staff 9ligibility for recruitment in subordinate cadre Reservation of vacancies ,crutiny of list Intervie %ther formalities applicable to clerical cadre

1.3
(.'.( (.'.) (.'.' (.'.; (.'.= (.'.>

RECRUITMENT IN SUBORDINATE CADRE THROUGH EMPLO"MENT EXCHANGES
5rovisions of the act/rules ,ubmission of returns Right of access to records or documents Recruitment in subordinate cadre vis<a<vis employment e/change 7otification of vacancies for armed guards/ atchmen 7otification of results to sponsoring agencies

1.!
(.;.( (.;.) (.;.' (.;.; (.;.= (.;.>

RECRUITMENT OF SPORTSMEN EMPLO"EES
$ist of recognised games 9ligibility ,ports @ualification ,uitability and selection Intervie %bligations of the sportsmen employees appointed in the -ank on sports consideration

1.%
(.=.( (.=.) (.=.'

CONCESSIONS TO SCHEDULED CASTE $ SCHEDULED TRIBE$OBC CANDIDATES
5referential treatment #ommunity #ertificate 7otification of vacancies

1.6

CONCESSIONS TO PH"SICALL" HANDICAPPED CANDIDATES

3

(.>.( (.>.) (.>.'

8etails of handicaps 7otification of vacancies 8etails of concessions/rela/ations

1.(
(.+.( (.+.) (.+.' (.+.;

RECRUITMENT OF BLIND $ DEAF CANDIDATES
8eaf and dumb candidates -lind/partially blind candidates 7otification for &ppointment Rela/ations/concessions

1.)
(.?.( (.?.) (.?.' (.?.; (.?.= (.?.> (.?.+ (.?.?

APPOINTMENT OF EX-SER#ICEMEN
8efinition of e/<serviceman &ge 9ducational :ualifications Medical e/amination Reservation of vacancies Reservists &ppointment for the post of !atchman/&rmed 4uards 4eneral

1. 1.1'

APPOINTMENT OF E,-./01.123 RECRUITMENT OF FIREMAN-CUM-WATCHMAN AND PLUMBERS

2
2.1
).(.(

GUIDELINES (22-6))

FOR

PRE-APPOINTMENT

FORMALITIES

INTIMATION TO SELECTED CANDIDATES
Re:uests for e/tension in time for "oining

2.2
).).( ).).) ).).' ).).;.

MEDICAL FITNESS FOR NEW RECRUITS$PROMOTEES
5ersonal statement of the candidate &im of medical e/amination Role of the medical e/aminer ,tandards of fitness for ne recruits/ promotees

2.3
).'.( ).'.) ).'.' ).'.; ).'.= ).'.> ).'.+ ).'.?

#ERIFICATION OF CERTIFICATES$TESTIMONIALS APPOINTMENT OF A CANDIDATE

BEFORE

6erification of age/date of birth 6erification of certificates for educational :ualifications 6erification of character/antecedents 9/<serviceman A#andidateA < verification of discharge book of 9/<serviceman 8ependants of defence service personnel killed in action disturbed areas %rthopaedically handicapped candidates B submission of certificate for handicap #ommunity certificates in respect of scheduled caste/scheduled tribe/%-# candidates Repatriates/migrants

2.!

POSTING OF CLOSE RELATI#ES

4

2.% 2.6 2.(
).+.( ).+.)

COMBINED DESIGNATIONS COMMON DESIGNATIONS FOR CLERICAL AND CASH DEPARTMENT STAFF DECLARATIONS$UNDERTAKINGS CANDIDATES TO BE OBTAINED FROM THE

#andidates convicted for do ry offences $ist of letters/undertakings to be obtained from the candidates

2.)

APPOINTMENT ORDER ANNEXURES

).( ).) ).' ).; ).= ).> ).+ ).? ).G ).(*

I7TIM&TI%7 T% ,9$9#T98 #&78I8&T9, ,59#IM97 %C $9TT9R T% M98I#&$ 9D&MI79R C%R I897TICI#&TI%7 %C #&78I8&T9, 59R,%7&$ ,T&T9M97T %C TH9 #&78I8&T9/5R%M%T99 R95%RT %C TH9 M98I#&$ 9D&MI79R ,pecimen letter to referee ,pecimen letter from referee $9TT9R T% 5R9,97T/5R96I%E, 9M5$%F9R2,3 %C & #&78I8&T9 5R%C%RM& %C R95%RT CR%M R9C9R99 9M5$%F9R2,3 5R%C%RM& $9TT9R T% TH9 #%$$9#T%R/8ETF M&4I,TR&T9 C%R 69RICI#&TI%7 %C #H&R&#T9R

C%RM %C #9RTICI#&T9 T% -9 5R%8E#98 -F & #&78I8&T9 -9$%74I74 T% & ,#H98E$98 #&,T9 %R ,#H98E$98 #&,T9 #&78I8&T9 ).(* & C%RM %C #9RTICI#&T9 T% -9 5R%8E#98 -F & #&78I 8&T9 -9$%74I74 T% %TH9R -&#.!&R8 #$&, ).(( ).() ).(' ).(; ).(= ).(> ).(+ #9RTICI#&T9 %C 9$I4I-I$ITF I7 R9,59#T %C 59R,%7, %TH9R TH&7 I78I&7 #ITIH97, E789RT&.I74 C%R TR&7,C9R 5R%C%RM& %C 89T&I$, %C 9M5$%FM97T I7 %TH9R -R&7#H9,/%CCI#9, %C TH9 -&7. %5TI%7 C%R &6&I$I74 $9&69 C&R9 #%7#9,,I%7 C&#I$ITF &55$I#&-I$ITF %C 5R%6I,I%7, %C 5R9697TI%7 %C #%RRE5TI%7 &#T T% -&7. 9M5$%F99, 89T&I$, %C R9$&TI69, !%R.I74 I7 TH9 -&7. RE$9, %C #%78E#T

5

).(? ).(G ).)* ).)(

,T&T9M97T %C &,,9T, &78 $I&-I$ITI9, $9TT9R %C E789RT&.I74 8R&CT %C $9TT9R %C &55%I7TM97T M9M%R&78EM %C &55%I7TM97T

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3.1
'.(.(. '.(.) '.(.'

PROBATION, CONFIRMATION, EXTENSION, RETIREMENT, RESIGNATION ETC. (6 -11')
PROBATION$CONFIRMATION
#onfidential reports on employees on probation Termination during probation < legal decision Cormalities to be completed after confirmation

3.2 3.3
'.'.( '.'.) '.'.' '.'.; '.'.= '.'.> '.'.+

MAINTENANCE OF SER#ICE RECORDS CONFIDENTIAL REPORTS
5erformance &ppraisal Report Cormats and other guidelines for riting &ppraisal Report &uthority ,tructure for riting appraisal report &verage of marks #onversion of ratings in the confidential report prior to '(.*'.)*** #onfidential file #hange of -ranch incumbency

3.!
'.;.(

AGE OF SUPERANNUATION
&uthority ,tructure to 4rant e/tension service to & ard staff employee

3.%
'.=.( '.=.) '.=.' '.=.; '.=.=

RESIGNATION FROM SER#ICE
6oluntary retirement/Resignation hile on deputation $oans/concessional rates 5roviding copies of calculation sheets to Retiring employees 6oluntary cessation of employment To honour a retiring employee

3.6
'.>.( '.>.) '.>.' '.>.; '.>.= '.>.> '.>.+ '.>.? '.>.G '.>.(* '.>.(( '.>.()

EXIT OPTION SCHEME
%b"ective 5eriod of validity 9ligibility Ineligible employee 7otice 5eriod &pplication 9/<gratia Income Ta/ &cceptance/Re"ection of &pplication &uthority ,tructure 8ate of 9ffect Interpretation and clarification

6

'.>.('

%ther provisions

3.(
'.+.( '.+.) '.+.' '.+.; '.+.= '.+.> '.+.+ '.+.? '.+.G '.+.(* '.+.((

O4-02/135 G617-,13-8 9:0 P0:.-88135 A44,1.2/1:3 637-0 /;- S.;-<Receipt of &pplication 5rocessing of &pplication form 5rocedure for sanction Monitoring and Reporting #ommunication about &cceptance or Re"ection &ccounting 5rocedure Mode of 5ayment &ccounting for retention of =*I of 9/<gratia and other terminal benefits 8eduction of Income ta/ at source 5ayment of ,alary 0 allo ances 4eneral

ANNEXURES
'.( Monthly/;th monthly report on clerical cadre/subordinate cadre employee on probation '.)2&3 59RC%RM&7#9 &55R&I,&$ R95%RT '.)2-3 Cactors to be considered under various parameters '.'2&3 5erformance &ppraisal Report 2for sub staff3 '.'2-3 Cactors to be considered under various parameters '.; !orkman staff revie of efficiency '.= %ption letter to be obtained from the eligible members ho are eligible for &dmission to the 5ension fund. '.> &pplication for 9/it %ption '.+ &ckno ledgement '.? Cormat for various receipts '.G &pplication for payment of gratuity '.(* &pplication for payment of 5rovident Cund '.(( &pplication for payment of 5ension1 '.() &pplication for encashment of leave '.(' Cormats for scrutiny of &pplication by -ranchManager/Head of 8epartment '.(; #&$#E$&TI%7 ,H99T '.(= $9TT9R T% -9 &88R9,,98 T% TH9 &55$I#&7T E789R 9DIT %5TI%7 '.(> 9DIT %5TI%7 5R%4R9,, R95%RT %C R9#9I5T %C &55$I#&TI%7,

!.

S-//,-<-3/ =-/>--3 S/2/- B23? :9 I3712 237 A,, I3712 S/2/B23? :9 I3712 S/299 F-7-02/1:3 :3 P0:<:/1:32, A@-36-8$C20--0 P0:50-881:3 T-.;3:,:5A, R-7-4,:A<-3/$ T02389-0 :9 >:0?<-3 8/299 237 :/;-0 1886-8. (111-11 )

;.(& Memorandum of settlement dated ))nd July,)**'<career progression ;.(Memorandum of settlement dated ))nd July,)**'<Technology and Redeployment ;.) Memorandum of settlement dated )'rd %ctober,)**><#areer 5rogression ;.' Memorandum of settlement dated )'rd %ctober,)**>< Technology and Redeployment ;.; Memorandum of settlement dated )'rd %ctober,)**><9mposerment of staff

%
%.1.

CLERICAL STAFF - OUT-OF-CADRE PROMOTIONS 13%)
APPOINTMENT OF TRAINEE OFFICERS

(12'-

5.1.1 9/ecutive committee Report

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5romotion year 5.<I 8 . Hone of selection 5.1.1. PARAMETERS FOR PERFORMANCE APPRAISAL Cive parameters #onverted into marks &dverse remark #onfidential reports %.9 5.( =. 2C%RM<&3 5rocedure to implement of Reservation for .1.9R6I#9 RE$9.'.3 5.10. POLIC" FOR PROMOTION MANAGEMENT GRADE SCALE-I FROM CLERICAL TO +UNIOR 5.1.6.! MISCELLANEOUS INSTRUCTIONS ANNEXURES =& ==# =8 89#$&R&TI%7 %C CI89$ITF &78 .K .' =.election 5.15 5.2.8.1.'.2.2.I74 89#$&R&TI%7 T% -9 -%E78 -F %CCI#9R.5.5attern of ritten test for promotion from clerical staff to JM4.1.election #oncessions for 9/<servicemen Intervie 5rocess of selection Citness standard for promotion Medical 9/amination 4eneral 5attern of ritten test for Trainee %fficer Trainee officer<5ost 9valuation Test %.5rocess of . #oncession for 9/<servicemen 5.1.) =.14 5.2.1.Medical 9/amination 5.7.5 5.3. I %.1.7 5.2.1. 8ate of 9ligibility 5.2.2.9#R9#F $9TT9R %C E789RT&.1.10 5.1..6 5.5.Citness standard for promotion 5.Intervie 5. !ritten Test 5.2. 9ligibility criteria 5.2.'.'.8 5.1. 6acancies 5.16 5romotion year 6acancies 8ate of effect of 5romotion 8ate of 9ligibility 9ligibility criteria !ritten Test Hone of .3 =.12 5.2. 8ate of effect of 5romotions 5.9.2.11.1.4 5.T in promotions to JM4.1.2.13 5.2 5.12.2.13.2.#/.4eneral 5.1.14.2.2.11 5.15.4.2. #hannel 5.

ITI%7.A Merit #hannel 2clerk3 7ormal #hannel 2 #ashier3 .) %perational guidelines (.( 9ligibility +.TRE#TER9 C%R .'.'.1 >.(.(. PLANT ATTENDANTS +.59#I&$ &$$%!&7#9 #&RRFI74 5%.' &ETH%RITF .* P:. A.' OFFICIATING IN HIGHER CAPACIT" 4uidelines for officiating/acting in higher capacities 7orms for permitting officiating opportunities to employees.C.pecial 5ay for orkmen in .(.'.I%7 C%R M&I7T97&7#9 .) ?..1 ?.eeper<cum<cashiers '.ITI%7.) DEBARMENT POLIC" 5rocedure in cases here disciplinary proceedings are in progress 5rocedure in cases here punishment has been a arded 9 . .T&CC +. %perational 4uidelines (.1 CAREER PROGRESSION (1!'OF GUIDELINES FOR IN CADRE CAREER PROGRESSION STENOGRAPHERS AND RECORD KEEPER-CUM-CASHIERS (.6 6.'.9 #%69R98 -F &4R99M97T %7 #&R99R 5&TH +.(./1:38$ 5617-.).) >.( .2 ?.2 GUIDELINES FOR IN CADRE CAREER PROGRESSION OF DRI#ERS.) . O4-02/135 138/06.(.T.$S. %fficiating opportunities to employees appointed on same day ).).( >. I7 TH9 #$9RI#&$ #&8R9 +.).-I +. Record .-760.13-8 ( 1!!) (.(. %TH9R TH&7 TH%. ELECTRICIANS$SANITAR" FITTERS.).3 HIGHER APPOINTMENTS SUBORDINATE STAFF WITHIN CADRE CLERICAL AND +.3 G-3-02.( ?.1.( ?.'.&7#TI%7 %C 5%.2 6.tenographer ).eniority #hannel (136- 6. 4eneral ) OFFICIATING IN HIGHER CAPACIT" AND DEBARMENT POLIC" (1!% B 1%1) ).' PROMOTION POLIC" FOR SUBORDINATE STAFF 13 ) P0:<:/1:3 P0:.( 5%$I#F C%R &55%I7TM97T T% .(.#H9M9 C%R #&R99R 5R%4R9..

anction of increments for graduation after "oining -ankKs service 7on<release of increments to suspended employees Ineligibility of subordinate staff for additional increments for passing #&II.?.= G.((.' INCREMENTS 8ate of Increment .3 .) ADDITIONAL INCREMENTS FOR GRADUATION$CAIIB &dditional increments Modifications .) DEFINITION OF DPA"D FIXED PERSONAL PA" (FPP) PERSONAL ALLOWANCE personal pay payable to orkmen employees ho reached ma/imum #areer 5rogression .11 G.1 G.)**) .) G. G.*= .) FITMENT Citment in the modified scales of pay #ombined fitment chart .>.(..).' G.((.2 G.+.e/amination %ut<of<cadre promotion 2to "mgs i cadre3 reversion at re:uest/officiating opportunities S:<..6 G.% G.((.=.( G.2/1:38 SALAR" SCALES .=.( G.e/amination 7on<release of increments on the strength of result advice .).> ELIGIBLE EUALIFICATIONS SANCTIONING AUTHORIT" FOR ADDITIONAL INCREMENTS FOR GRADUATION$CAIIB SPECIAL PA" FOR GRADUATION AND PROFESSIONAL EUALIFICATION AFTER REACHING MAXIMUM OF SCALE OF PA" GENERAL INSTRUCTIONS FOR ADDITIONAL INCREMENTS ON ACCOUNT OF GRADUATION$PASSING CAIIB EXAMINATION 4raduation increments to ne entrants .( G.ubmission of #ompletion Memorandum for release of increments 10 .((.! .anctioning authority 5rocedure for sanction .>.((.e.' ?.cheme .20191.((.).*>.) .). 5unishment for unfair means at the II.C6-01-8 237 .( G.+.((.f *). .( G..) G.cales of pay effective from (.( G.( (1%2-1(2) SCALES OF PA" .>.1' .

(+.(>.' G. POSTPONEMENT OF INCREMENT ON EXTRAORDINAR" LEA#E ON LOSS OF PA" STAGNATION INCREMENTS Rate and fre:uency of stagnation increments 5ermanent part<time employees Release of fifth stagnation increment Revised instructions for stagnation increments ACCOUNT OF .' G.1) SPECIAL COMPENSATOR" PRO#ISIONS EMPLO"EES IN STATE BANK OF INDIA ANNEXURES FOR WORKMEN G.*).(>.(.((.(>. DIPLOMA IN ARCHITECTURE HOLDERS OF NATIONAL DIPLOMA IN COMMERCE$DIPLOMA IN COMMERCIAL ART AWARDED B" +.( G.:>23..('.(GG.' FITMENT OF PA" IN CLERICAL CADRE ON PROMOTION FROM SUBORDINATE CADRE Reckoning of special allo ance for fitment Citment formula 9mployees promoted bet een (.G.(.) G.((.(+.1 (*.13 G.1% .)**) Rates for calculating 8& .(.) (*.12 .( (*.G G.( G.(* Malpractices during #&II.ubordinate To #lerical #adre %n %r &fter *(<((< (GG) Citment #hart 1' 2'%) 1'.(>.1( G.+.( G..( G.f from (.((..('.((..f from (.e.16 G.' G.SCHOOL OF ARTS FORMULAE FOR PA" FIXATION FOR EX-SER#ICEMEN 4uidelines for pay fi/ation .pecial &llo ance &ttached To The 5ost To !hich 9/<servicemen appointed Inclusion of special pay 7on<e/emption of e/<serviceman for 5rofessional Ta/ .) G.('.1! .e.(*.' ALLOWANCES D-203-88 A.pecial #ompensatory 5rovisions Citment Cormula %n 5romotion Crom .) G.G) and '(.((.) G.? G. #ombined chart on account of ?th bipartite settlement .(DA) Rates for calculating 8& .((.(+.. .('.+ G.e/amination 5rofessional :ualification allo ance/Increments 4raduation ithout passing matriculation Recognised e/amination in Hindi not e:uivalent to graduation .)**= A@uarterA for calculating 8& (1(3- 11 .

(*.cheme 1'.( (*.' (*.>. 5ublication of final inde/ figures @uarterly average for calculating 8& 1'..1% 1'.% 1'.(..:>23.O991.(..>.('.>.! 1'.1! 1'.>.( (*.12/135 A.SUBORDINATE STAFF CIT" COMPENSATOR" ALLOWANCE (CCA) HOUSE RENT ALLOWANCE -asis for sanctioning House Rent &llo ance2HR&3 @uantum of House Rent &llo ance 9ntitlement Recovery of rent for housing accommodation provided by the -ank #areer 5rogression .(*.1) 1'.) 1'. (*.12 1'.)*.:>23.( 1'.('.1( 1'.13 (*.1' 1'.11 1'..) (*..2' (*.CLERICAL STAFF OFFICIATING ALLOWANCE .= A.16 1'.. 1'.( COMPENSATION ON TRANSFER SPECIAL COMPENSATOR" ALLOWANCE (SCA) EDUCATIONAL ALLOWANCE ALLOWANCE$MID-ACADEMIC "EAR TRANSFER GODOWN ALLOWANCE DEPUTATION ALLOWANCE PA"MENT OF OUT-OF-POCKET EXPENSES SPECIAL PA" Rates of special pay 12 .2 1'.3 1'..) WASHING ALLOWANCE WATER SCARCIT" ALLOWANCE HILL AND FUEL ALLOWANCE TRANSPORT ALLOWANCE C"CLE ALLOWANCE SPLIT DUT" ALLOWANCE PRO+ECT AREA COMPENSATOR" ALLOWANCE Rates for payment of 5ro"ect &rea #ompensatory &llo ance 5ro"ect &rea House Rent &llo ance 1'.1 1'.>.6 (*./135 A.

tate -ank of India on the date of signing the .)**' and are currently not in receipt of .(*.E-%R8I7&T9 .(.e.T&CC .1 ((. AND CON#E"ANCE EXPENSES (2'622() HALTING ALLOWANCE Rates of Halting &llo ance 8efinition < Aper dayA Journeys completed on the same day Residential training centre/outside agencies 7on<residential training centre !here residential accommodation is provided %pening of ne branches 11. (*.*+.pecial #ompensatory &llo ance 5ayable ith effect from *(.= ((.( OTHER ALLOWANCES PA"ABLE TO WORKMEN EMPLO"EES PRO#ISION OF #ARIOUS FACILITIES AND BENEFITS TO THE WORKMEN STAFF Cull time permanent clerical cadre employees B 5rovsion of 7e spaper 1'.(.(.tate -ank of India on the date of signing the .e.e.)**( to those employees ho are in the service of .= @E&7TEM %C .23 1'. on )).tate -ank of India on the date of signing the .21 1'.pecial 5ay for in cadre #areer 5rogression of &rmed 4uards.e.eeper cum< #ashiers @E&7TEM %C .ettlement i.tenographers and Record . 8rivers.> (*.T&CC .' (*.> ((.)**' and are currently not in receipt of ..tate -ank of India on the date of signing the . on )).(.(*.#& #lerical < .)**(or date of "oining hich ever is later to those employees ho are in the service of .ubordinate < .+ 13 .( ((. TRA#ELLING EXPENSES.)**' and are currently in receipt of .ettlement i..)**(or date of "oining hich ever is later to those employees ho are in the service of .) 4eneral instructions ith regard to special pay 1'.#& (*. on )).#.)*.*+..*+.(.)**( to those employees ho are in the service of .ubordinate < .(*.(.' ((.pecial #ompensatory &llo ance 5ayable ith effect from *(.(.) ((. &.)**' and are currently in receipt of . 9lectricians/ . on )).T.#& .pecial #ompensatory &llo ance 5ayable ith effect from *(.? 11 HALTING ALLOWANCE.22 (*.anitary Citters. ((.59#I&$ 5&F < .) (*.pecial #ompensatory &llo ance 5ayable ith effect from *(.+ (*.( (*./. 5lant &ttendants #lerical < .(*.)).#& .*+.ettlement i.59#I&$ 5&F < #$9RI#&$ .(*.ettlement i.2! SPECIAL AREA ALLOWANCE DISCOMFORT ALLOWANCE ANNEXURES (*.pecial 5ay for in cadre #areer 5rogression of .

)) ((.+ ((.).(( ((.= ((.).(? ((.).'.).2 ((.(> ((.)( ((.? ((.).( TRA#ELLING EXPENSES BILLS OF GODOWN KEEPERS STA" AT PLACE OF POSTING 14 .'.% ((.' REIMBURSEMENT OF CON#E"ANCE CHARGES #onveyance charges incurred during deputation #onveyance charges to agricultural assistants at intensive centres #onveyance allo ance to blind and orthopaedically handicapped employees 11.(.=.=.( ((.(G ((.).).).).'.) ((.). ((.(* ((.(( ((..'.> ((..).' ((. cartage and other Incidentals Transport of vehicle Reimbursement of e/penses in respect of family Transportation through Aout agencyA 9mployees transferred at re:uest Inter circle transfer Inspection department staff 7e recruits 8eceased employees < transportation of personal property and fare for the family Recall from leave Reimbursement of e/penses for travel on duty .3 ((.(' ((. DEPARTMENTAL ENEUIRIES 8efence representatives 8efence itnesses 9mployees under suspension 9mployees ac:uitted in legal proceedings 11.).( ((.).(.ubordinate staff Travel in a class lo er than entitlement Travel in a class higher than entitlement &ir Insurance Reservation charges Reimbursement of e/penses on road travel Recruitment of probationary officers #ivil defence ork 9mployees nominated to the -oard of financial institutions/companies 11.(+ ((.( ((.! ((.)' REIMBURSEMENT OF EXPENSES TRANSFER$TRA#EL ON DUT" ON PERMANENT Reimbursement of travelling e/penses < clerical staff Reimbursement of travelling e/penses < subordinate staff #ompensation on transfer 5orterage.).).).).)..=..). 11. SUBMISSION OF TRA#ELLING EXPENSES BILLS &dvance &gainst Traveling 9/penses &nd .) ((.). ((.).(= ((..) ((.(.' ((.(.(.(.G ((..) ((..() ((.. etc.((.(* ((.).G ((.).)* ((.'.( ((.? ((.ubmission %f -ills #ompliance of instructions for submission of travelling 9/penses bills Recovery of advance granted/penal rate of Interest due to non<submission of bills.6 11.() Halting allo ance during leave period 9mployees on permanent transfer &gricultural assistants 4eneral instructions ith regard to halting allo ance #ivil defence ork 11.

.% 12.inds of leave ranking for bonus 9/traordinary leave on loss of pay less than '* days 5ayment of pro<rata bonus to employees on e/traordinary leave on loss of pay 12.). MINIMUM FSER#ICEF ELIGIBILIT" FOR BONUS .. 12 12.9959R.9.(.( ().>.(.' ().>.) ().( ((.(.ervice eligibility for bonus 8efinition of number of orking days &bsence of employees to be included in calculating number of orking days 9/clusion of leave on loss of pay 12.( PA"MENT OF BONUS TO EMPLO"EES ON DEPUTATION 15 .).) (). BONUS SALAR" OR WAGE FOR THE PURPOSE OF BONUS #omponents of salary or age #eiling for amount of bonus payable ..3 12.( ((.' ().).?.( ()...) ((..1 ().?.' TEMPORAR" AND PART-TIME EMPLO"EES LEA#E AND PRO-RATA BONUS .2 ().(.alary or age in e/cess of Rs. &78 H&$TI74 &$$%!&7#9 %C 4%8%!7 .?.) ((.6 ()..' ENCASHMENT OF LEA#E EMPLO"EES WHO +OIN OR RETIRE DURING THE "EAR 9mployees "oining during the year 9mployees retiring during the year Release of bonus to employees ho cease to be in service 12.) (). REIMBURSEMENT OF TRA#ELLING EXPENSES REPRESENTATI#ES OF AWARD STAFF UNION$FEDERATION ANNEXURES TO ((.11.' +OINING TIME ON TRANSFER Transfer ithin the city Transfer out of centre Joining time to employees deputed to Inspection 8epartment 11..) ().( ().( ().). '=**/< for part of accounting year Minimum bonus payable (22)-2!1) 12.) 5R%C%RM& %C Travelling e/penses bill 2on account of deputation3 5R%C%RM& %C -I$$ %C TR&69$$I74 9D597.>.! ().

12.(.' ('. of .> ()..) EMPLO"EES DRAWING SALAR" OR WAGE IN EXCESS OF 3.= 16 .1' 12..H%!I74 5&RTI#E$&R.13 12.( -onus Recalculation &s 5er 9ighth -ipartite .(.) (). 12.().( ().= ().' ().ubsidiary Register to -onus Register 5R%C%RM& %C T9$94R&M T% -9 . ().. STAGGERING OF WORKING HOURS AND O#ERTIME (2!22%6) HOURS OF WORK &ctual hours of ork 5rovisions in respect of drivers attached to senior e/ecutives of the -ank 4odo n<keepers and godo n atchmen !atch and ard staff 8uty hours of maintenance staff 13..T&T9M97T .I%7.1 ('.( ('.M. %C -%7E.( F9&R (). %7 '(st M&R#H 5articulars 4enerally Re:uired by the $abour 9nforcement %fficers 5R%6I.(.P.( ().) PA"MENT OF BONUS TO EMPLO"EES UNDER SUSPENSION PA"MENT OF BONUS TO DISMISSED EMPLO"EES ACCOUNTING INSTRUCTIONS MAINTENANCE OF REGISTERS -onus Register 2Corm #3 Important instructions for maintenance of bonus register 12.(.' SUBMISSION OF RETURNS INSPECTIONS UNDER PA"MENT OF BONUS ACT 1 6% $abour 9nforcement %fficers . (G>= 13 HOURS OF WORK.12 ().(.) ().(). 12.1! (). ('.+ .ections )+ &78 )? %C The 5ayment of -onus &ct.) ('.97T T% controlling authority &.(.?.. 5&I8 C%R TH9 &##%E7TI74 C%RM 8 Corm # .(. ().(.ettlement RS.11 12.erious irregularities Important instructions for compliance ANNEXURES ().%''$.

ubmission of medical certificate 9mployees under suspension or against hom disciplinary action is contemplated 8efinition of ApayA #alendar year 17 .ubmission of leave application &pplication for e/tension of leave Refusal/postponement of leave Intimation to employees for grant of leave $eave not to be claimed as a matter of right 5refi/ing/suffi/ing of public holidays %verstay $apse of leave on cessation from service . STAGGERING AND SPLIT DUT" 7orms for staggering of orking hours 7eed for staggering of orking hours &dditional instructions for staggering of orking hours 9/tent of staggering permissible 4eneral instructions 13.= L63.. ('. ('.(+ LEA#E RULES G-3-02. (.-88 A//-3723. 5&I8 C%R TH9 M%7TH @E&RT9R$F R9TER7 %C %69RTIM9 &77E&$ %69RTIM9 R95%RT ..! ('.=.(.( ('.(( (..(...(.(= (....' ('.(* (...' ('.> (.(.0-518/-0 WEEKL" OFF.> O#ERTIME 9ligibility #alculation of overtime ages Recording of overtime ork Re:uisition of overtime .(> (.( (.% ('.. 138/06.anctioning authority #urtailing overtime < guidelines to be follo ed ANNEXURES ('..E55$9M97T&RF R9TER7 %C %69RTIM9 C%R TH9 F9&R 1! 2))) 1!..=...13.+ (.T&CC M%7TH$F . ('.(.(.2 13.1 (..=.(.? (.(.(..(.=.(.' ('.hortening of leave period #ommencement of leave period Return to place last stationed .= ('..(.. R-.(.( ('.=.T&T9M97T %C %69RTIM9 !&49.) ('.(.G (./1:38 (2%(- .M97 ..) ('...(.= T&-$9 C%R #&$#E$&TI%7 %C %69RTIM9 !&49.3 13...=.) ('..( ('..= (.) (.' (..(.. %C !%R.... (. C%R &$$ #&T94%RI9.

.( (.>..?. (..( (..(' (..>.e..?. (.( (.! 1!..( 1!.)*** $eave in combination ith any other leave Maternity leave during probation period Record of maternity leave Cormat for recording maternity leave $eave for adopting a child 1!.> MATERNIT" LEA#E Revised provisions .?..?..:01/A O=8-0@23.?..' (.= (.G (. (.(( (.1' PRO#ISION OF SPECIAL LEA#E FOR EX-SER#ICEMEN$DISABLED EX-SER#ICEMEN 18 .?.. (.?..-2@..G.=. EMPLO"EES ON PROBATION B LEA#E RULES EXTRAORDINAR" LEA#E ON LOSS OF PA" 4rant of e/traordinary leave on loss of pay 4rant of e/traordinary leave on loss of pay beyond '>* days #ircumstances for grant of e/traordinary leave on loss of pay #ompetent authority for grant of e/traordinary leave $eave not be counted for increment..G.?..(.-8 C2862.G.06..?.?.:9 .) (.>.= S23.() (.astry & ard ..?.% (.2 1!.-5.' (.= (..=..6 (.(* (.?.' (.G.> (... absence on e/traordinary leave on loss of pay 1!.) (.3 1!.G.= (.anction of leave Report to controlling authority Reckoning leave period for computation of service 4eneral Instructions relating to.( (. L-2@P01@1. )+.(.+ (. seniority etc../1:3135 26/.) (...>......> SICK LEA#E Rate for grant of sick leave 5ay for sick leave $imit for accumulation of unavailed casual leave Medical certificate #alculation of sick leave Citness certificate 1!.=.>.G.' (.(. 8eferment of increment $eave to be granted in combination ith other leave 7on<payment of salary and allo ances Record of leave on loss of pay Recourse to provisions of paragraph =))2i3 of .L-2@Ma/imum accumulation of privilege leave #redit of privilege leave &ccrual of privilege leave &ccounting procedure for privilege leave falling in t o calendar years 4eneral Instructions relating to privilege leave 1!.=.? (.) (..*'..) (.f..(? $eave rules for part time employees 1!....>.?.?..=.. (.

13 1!.((.(=.+ (.(*..> (..(...pecial leave to Empires/Referees In"uries sustained hile playing for the -ank &pplication for special leave 1!...(..1! (.) (.(G.) (.' (.1( 1!.(..) (.' (. (.1% (..((..(=.(. morcha..) U326/..pecial leave for civil defence ork 1!.= (.16 1!...11 (...(=.( (...pecial casual leave to "oin au/illary police organisation .G ABSENCE OF EMPLO"EES #urfe in residential areaL special leave !hen curfe is imposed for a part of the orking hours !here the -ranch/%ffice remains open &bsence on account of natural calamities or civil commotion or any other cause beyond the control of the -ank &bsence of employees due to bundh.= (.2' ABSENCE OF EMPLO"EE FOR PART OF THE DA" 19 .pecial casual leave for training in ..(=..> (.' &bsence for attending Republic 8ay parade etc.(=. John ambulance Rural service leave .(..(.12 1!..(*.+ (..(. (.(.> SPECIAL LEA#E TO SPORTSMEN EMPLO"EES @uantum of special leave for recognised games $ist of recognised games 7on<recognised games < grant of special leave .' (.(=..(*...pecial casual leaveL election ork .etc.(=...? (..pecial leave < Camily 5lanning ...((. (...t.HOLIDA"S FOR WATCH AND WARD STAFF DUT" LEA#E .( (.cheme %ffice<bearers of Enion/&ssociation @uarantine leave .( (.... strike.) (..((.(G.((.(=.DEPARTMENTAL ENEUIRIES SPECIAL LEA#E & CONCILIATION PROCEEDINGS $eave for representing another employee in conciliation proceedings 7o duty leave for conciliation proceedings 1!.= (.? (. organised by various political/religious and other parties unconnected ith banking industry &bsence of employees during strike/agitation etc.1) 1!.:018-7 A=8-3.( (.1 (.(..G P20/1. rail/rasta roko...142/1:3 13 <:63/213--0135 -G4-71/1:38 TIME OFF FOR PRACTICE SPECIAL LEA#E OF #ARIOUS KINDS -lood donation .(. &ppearing for test and intervie for promotion to clerical cadre &ppearing for test and intervie for appointment as probationary officer 5art<Time employees 1!.((. by 9/<servicemen 8isabled 9/<servicemen $eave to -ank guards for army training 1!..( (.(=.

(? (=.(.)' (=.) (=.= (.> 5R%C%RM& %C 7%TI#9 &-.(.M97 9M5$%F99..( (.OUTSTANDING PERFORMANCE IN #ARIOUS CULTURAL ACTI#ITIES ABSENTEE REGISTER ANNEXURES (.. (=.97#9 M9M% I7 #%7TI7E&TI%7 %C (. Mode of travel #onveyance charges #hildren belo =/() years of age Travel by helicopter Travel by o n car/scooter/motor cycle Travel by ta/i/hired car 8irect and circular routes .(.. partly by road/train/steamer etc.hort visits and central place 5lace of domicile Miscellaneous instructions 4rant of advance/submission of bills.' (.(' (=.)* (=.(.(+ (=.( (=.> (.)+ LEA#E FARE CONCESSION$ENCASHMENT OF LEA#E(2) 311) LEA#E FARE CONCESSION (LFC) 9ligibility &vailment during leave of any kind 5hysically handicapped employees Members of the KfamilyK in respect of hom the concession may be claimed #ommencement of "ourney by employee and family Travel to different places by employee and his family Camily not residing at the employeeKs place of ork Intervals at hich the facility may be availed #omputation of leave fare concession block 9ntitled class Reservation/berth charges #oncessional facilities e/tended by Indian &irlines/rail ays etc. 5art time employees $eave fare concession L husband/ ife employed in the -ank Travel by convenient route 20 .= (=. (=.(.(( (=.K #&.(.21 1!.(..98 &-.> (=..)> (=.T9R 1% 1%..() (=.(..) $9TT9R #&$$I74 C%R 9D5$&7&TI%7 5R%C%RM& C%R 4R&7T %C . !H% H&69 9DH&E.+ (=..97T99 R94I. etc.(.E&$ $9&69 CERTH9R $9TT9R I7 #%7TI7E&TI%7 %C (...1 (=.(.5%RT...(.(.(.59#I&$ $9&69 T% .? (.(..).+ (.(.(.(.? (=..)) (=.(> (=.(.(.T98 () 8&F. 5lace of destination accessible by road only. (.(. (=.(. M9M% C%R E7&ETH%RI.(.G (=.(.22 SPECIAL LEA#E FOR EMPLO"EES .G I7TIM&TI%7 T% 9M5$%F99.(.(* (=.) (.)( (=.(.( $9TT9R I7 #%7TI7E&TI%7 %C (.1!.' (=.(.(= (=.(.)= (=.(G (=.(.

'( 9ncashment of leave fare concession facility 1%.(( MEDICAL AID AND EXPENSES ELIGIBILIT" (312- 8efinition of family #hildren/family staying separately 9mployees under suspension 7e recruits 5art<time employees in subordinate cadre 9/<servicemen #eiling for reimbursement of medical e/penses &uthorised doctor Treatment of family members Treatment under ayurvedic/homoeopathic unani and naturopathy systems of medicine .I%7 5R%C%RM& %C $9&69 C&R9 #%7#9.(* (=.) (=.) (>.! RECORD OF LEA#E ENCASHMENT C200A :@-0 :9 LFC$L-2@.). (>.(.( (=.).(* (>.> (=.( (=.( (>.(.).).anctioning authority for passing $C#/HT# bills (=.2 (=.(.(.E3. %5TI%7 C%R &6&I$M97T %C $9&69 C&R9 #%7#9.3 16.= (=.' (>.(.(.28.= (>.)G 7oting in service record (=.(=...(.)? Touching of same place t ice (=. of days in a month for encashment of leave Reckoning of span for encashment block 5ayment of salary &mount of encashment not to be reckoned for bonus Journey by family alone If both husband and ife are employees of the -ank 5ayment of salary of unavailed privilege leave at the credit of a deceased employee Inclusion of amount of encashment for income ta/ purpose &uthority for sanction of leave encashment #eiling for e/emption of amount of leave encashment 1%.(.<-3/ ANNEXURES (=.G (>.1 (>..(.I%7 &55$I#&TI%7 C%R 4R&7T %C &86&7#9 C&R9 C%R $9&69 C&R9 #%7#9.).+ (>.? (=.' (=.(( (=.. (=.HM97T %C %R8I7&RF $9&69 16 3% ) 16.> (>.2 16.)..).(.(.(.! GENERAL INSTRUCTIONS IMPRO#ED MEDICAL FACILITIES HOSPITALISATION SCHEME 21 .' (=.) (=.3 1%.(.).G (=.ubmission of claims under yearly :uota 16..).I%7 -I$$ 5R%C%RM& C%R 97#&.+ (=.'* .).() ENCASHMENT OF PRI#ILEGE LEA#E 6arious aspects of leave encashment facility 9ligibility of permanent part<time employees 7o.(.(.).? (>.).

8 UNDER IMPRO#ED MEDICAL AID SCHEME SCRUTIN" OF BILLS AND REFERENCE TO DIAGNOSTIC CENTRES B" MEDICAL OFFICERS A.(G>+ 5rior permission from authorised doctor/&sstt.'..= (>.cheme 22 .+.100. 4en.9M97T %C M98I#&$ 9D597. -ills from persons not possessing degree from recognised university -ills of bone setters.) Modifications to the schedule of charges reimbursable clause G.' (>.&TI%7 ./1:3135 26/.. massagists etc..( (>.1' (>.' 2b3 of the -ipartite &greement of '(.+ (>.. .1@-0 ANNEXURES (>.% 16.+.8 Time limit for submitting claims .5IT&$I..(*.+.? (>.+.#H9M9 Improved Medical Cacilities Hospitalisation .:818 :9 .anction of bills 16.:.crutiny of bills . H%.12 16.2.:01/A AD#ANCE AGAINST MEDICAL BILLS .) S23.' 86=<1881:3.( (>. 8.(>.( (>.11 16.+.( (>. Manager before admission in hospital 16.anctioning authority Terms and conditions for sanction of advance 16.+.T9R R9IM-ER.( (>.9.1. =1.+. #ost of routine items sold across the counter #ost of food/food substitutes Ese of disposable syringes 5lastic surgery and grafting Treatment of alcoholic cirrhosis of liver Radial keratotomy2Myopia3 Medical treatment at 7epal 16.:.1! SUBMISSION OF FALSE CLAIMS A@:1723.2A 13 0-1<=608135 <-71.> (>.' (>.) (>.6 16.( (>..) (>.13 16..?.?.?.. 16.:9 7-..G COMPENSATION RECEI#ED OTHER AGENCIES FROM INSURANCE COMPANIES$ RECO#ER" OF INCOME TAX AT SOURCE G-3-02.) (>.+.+. M98I#&$ R94I.06/13A 237 42A<-3/ :9 =1..(*. (>.) (>.

6 (+..+ (>.).T&T9M97T %C IM5R%698 M98I#&$ &I8 .' (+.9M97T %C M98I#&$ 9D597.= (>.titching charges .>.#H9M9/.+2a3 (>. &##%E7T IM5R%698 M98I#&$ C&#I$ITI9.1 (+.(. $I.).I%7 %C M98I#&$ -I$$.ummer uniforms !inter uniforms Eniforms for female employees 1(.&TI%7 .> %59R&TI%7 #H&R49. W28.M97 C%R TR9&TM97T &-R%&8 &55$I#&TI%7 C%R R9IM-ER.= (+.upply of shoes to atch 0 ard and maintenance staff (36'-36%) 1(. @E&RT9R$F .% (+.( (+.) 1(.#H9M9 2C%R .( (+.) (+.3 -F 89-IT T% #H&R49. (>.( (+.3 1(. .> PROCUREMENT OF CLOTH AND STITCHING OF UNIFORMS 5urchase of cloth 5urchase from authorised dealers .? (>.=.&TI%7 .(.' C:. .>.! 1(.:60 :9 6319:0<8 ARRANGEMENTS FOR TIMEL" SUPPL" OF UNIFORMS T"PE AND COST OF CLOTH FOR UNIFORMS .9.' UNIFORM AND LI#ERIES ELIGIBILIT" * PERIODICIT" OF SUPPL" 9mployees eligible for uniform .#H9M9 R9IM-ER.( (+.( 1(.I7#ERR98 -F TH9 !%R.=.(.) ITEMS OF UNIFORM Messengers and menial staff !atch and ard staff 1(.#H9M9 %C R9IM-ER.>.9$C &78 C&MI$F M9M-9R..A :9 6319:0<8 W-20135 :9 6319:0<8 23 . E789R H%.5IT&$I.upply of uniforms to employees posted at hill stations .>.#H9M9 #H9#. (+.(>.9. 8I.135 :9 6319:0<8 R-.9RI%E.=.2 (+.>.E-MI.:07 :9 8644.upply of cloth to the tailors directly by the -ank Reasonableness of :uantity of cloth .T C%R .) (+.) (+.9M97T %C 9D597.anctioning authority 1(.5IT&$I.G 1( 1(.9M97T E789R H%.9.9&.>.

2 P.C9R R9895$%FM97T/TR&7.).28-8 :9 C:3@-081:3 18. 24 .( .) SER#ICE CONDITIONS OF DOMESTIC SER#ANTS 4eneral Hours of ork.C9R B %ET.ANNEXURES (+.1 2' 2'.' WORKMEN STAFF& TRANSFER AND REDEPLO"MENT OF STAFF (36 -3)3) WORKMEN STAFF& TRANSFER POLIC" 5rovisions of .(.I89 & #97TR9 2'.1 )*. eekly off and festival holidays 1 TEMPORAR" EMPLO"EES AND ABOLITION OF CONTRACT LABOUR (36) B 36)) TEMPORAR" EMPLO"EES 1 ..1.( REDEPLO"MENT-CUM-TRANSFER POLIC" FOR AWARD STAFF R9895$%FM97T <#EM< TR&7.).tatement sho ing particulars of e/penditure for supply of uniforms 1) TERMS AND CONDITIONS OF SER#ICE OF PART-TIME EMPLO"EES * DOMESTIC SER#ANTS (36636() 1.C9R !ITHI7 & #97TR9 )*.astry a ard for transfers Cive year transfer policy Transfer of office<bearers of circle employeesK union 2'.1 C:3@-0811:3 /: 96.3 Designatiions and duties on conversion 1).2 )*.( )*.).).1.2 (?.(.).( (?.) )*.3 BRINGING POLITICAL PRESSURE OR OTHER PRESSURE FOR TRANSFER 2'.1. TERMS AND CONDITIONS OF SER#ICE OF PART-TIME EMPLO"EES 1). R9895$%FM97T <#EM< TR&7. T1<1).! TRANSFERS UNDER THE SCHEME FOR CAREER PROGRESSION FOR WORKMEN STAFF.(. overtime.C9R $%#&$ R9895$%FM97T/TR&7.

.'.'.'. )(.alient features of the #ode 22.13.) 25 ..+ )(.'.' &55$I#&TI%7 C%R TR&7..:9 718..enior 8rivers/ .'.tenographers and .(* 21.C9R $ist of employees in orider of their stay at a branch/office $ist of employees in order of their stay at a #entre 21 DUT" LISTS OF #ARIOUS CATEGORIES OF AWARD STAFF..) )(.enior Head 8rivers 8uties of Head 9lectricians /..14.) )*.'.enior .? )(.13 13768/0A 5rovisions of the #ode .'.% 21.( )*..> )(.( )(.'..( )).pecial assistants 8uties of senior assistants 8uties of agricultural assistants 8uties of stenographers 8uties of . +OB ROTATION AND RESTRICTI#E PRACTICES (3)!-!')) DUT" LISTS OF #ARIOUS CATEGORIES OF STAFF PERFORMANCE OF DUTIES DUTIES.8/299 8uties of armed guards/ atchmen 8uties of s eepers/4eneral &ttendants 8uties of firemen 8uties of . FUNCTIONS AND RESPONSIBILITIES .= )(.G )(.ANNEXURES )*.(...' )(.6 21..eepers/#ashiers 8uties/ functions of control room operators 21.pecial .= D6/1-8 :9 S6=:07132/.1 21.( +OB ROTATION RESTRICTI#E PRACTICES DUT" RELIEF TO OFFICE BEARERS OF AWARD STAFF UNION 22 INDUSTRIAL RELATIONS .) )(.2 21.(..CODE OF DISCIPLINE IN INDUSTR" AND RECOGNITION OF UNIONS (!' -!3!) C:7.1 )).tenographers 8uties of Telephone %perators 8uties of clerical/cash department staff other than those receiving special allo ance Recordkeepers<cum<cashiers .'.enior Record keepers<cum<cashiers / Record .! )(.( )(.' )(.enior Head 9lectricians 21.3 )(.'. )(.

= Cailure to #ome to Enanimous ... 237 O/..:63.( 22.1/1-8 /: R-..8 )).'..?.( ))..P0:.C.-760F2.?.(.202..)..) )).' Implementation of the #ode of 8iscipline 22.olution )).-<$evels of "oint consultation #omposition of consultative committees 7ames of union/federation representatives Cre:uency of meetings ..' )).> R-.?.' #entral Industrial Relations #ouncil ))..).> 4eneral 22..).:5318-7 U31:3 R-40-8-3/2/1@.' Meetings )). 0-.' ))..A44-2023.1-7 M2//-08 5rovisions of Industrial 8isputes &ct for conciliation proceedings Cailure of conciliation proceedings Reference to the Industrial Tribunal 5ronouncement of & ard by the Tribunal Implementation of & ard 26 .! 13768/012.'.. 8ecisions )). T01=632.-0 A.2 ))..' Meetings )). )).?..))..'...L2=:60 C:<<1881:3-08.( %b"ectives )). )).( )).) ))..= ))....'.).) )).( )).'..G +:13/ C:386..B-9:0.+ )).( #onstitution )).'..3 )).).).'..'. L2=:60 C:60/8$ I3768/012..1.) References of 8isputes ))...'..'. )).'....ub"ects for discussion 5rocedure for holding of meetings Implementation Cailure to arrive at agreed conclusions Joint consultation machinery not in supersession of e/isting facilities 22.) Reference of disputes to the Industrial Relations #ouncil )).? )).:531/1:3 :9 U31:38 5olicy for recognition of union #riteria for recognition of unions Rival union Representation through registered unions %fficer members of the a ard staff union Meetings of unions 22.= G01-@23.' )).1.= Cailure to arrive at unanimous decision )). D1846/-8 .> )).).= )).'.?./-0 I3768/012.)./2/1:3 S.) Industrial Relations #ouncils at #ircle level )).% 22.'..'.6 22...( #onstitution )).).2/1:38 . 8ecision )).).) ))..).'.

3 23.(.> )'.).(.( EG2<132/1:3 :9 R-4.(.=.:.erving of charge sheet #ontents of charge sheet Important factors for drafting of charge sheet Indication of names of itnesses.(.22.) DISCIPLINAR".(.A>207 5roceedure for disciplinary action 8isciplinary action and procedure for orkmen staff Infringement of rules 5rovisions of .) )'..' )'.. )'.) )'.=.98 E7I%7 %7 7%TI#9 -%&R8 &ETH%RI.6 23.-08(-. APPELLATE AND APPOINTING AUTHORITIES Cunctions of disciplinary and appellate authorities K:uasi "udicialK .ubscriptions 23 23.#RI5TI%7 CR%M TH9 H&$C< F9&R$F .= )'.Issuance of charge sheet $anguage of charge sheet .ituations in hich employees can be suspended Time of effect of suspension order 5ayment of subsistence allo ance 8eductions from subsistence allo ance Refusal to accept suspension order 8eath of suspended employee .--/ A44:13/<-3/ :9 E3C610A O991.. $9TT9R C%R R9MITTI74 .( )'.uspension orders not to be put up to higher authorities for control 23.? C.. 23.=.A /: C..' )'..=..= )'.astry a ard 23..=. %C R9#%47I.205..+ )'..8.&$&RF &78 &$$%!&7#9. ANNEXURES )).% )'.( )'.=.astry and 8esai & ards disciplinary action for a ard staff Modifications in .5$&F %C 89T&I$..( )).=.' )'..1 )'.=..2 )'.) )'.205-8.) 27 .> PROCEDURE FOR TAKING DISCIPLINAR" ACTION AWARD STAFF (!3%-!( ) P0:@181:38 :9 /..' 8I.(.--/& P0-4202/1:3 237 S-0@1.) )). list of documents etc..tructure of disciplinary and appellate authority 23.= )'. IMPRO#EMENT IN WORKING IN BANKDS BRANCHES$OFFICES ETC.E-. )'.).( )'.&TI%7 C%R 898E#TI%7 %C E7I%7 .> )'.... Mention of charges as per provisions of a ards in the charge sheet #harge sheet should invariably be signed by 8isciplinary &uthority.( )'.! )'.+ APPOINTING AUTHORITIES STRUCTURE S684-381:3 . )'.

( )'.%..' )'.%.' )'.. etc.('.' EG2<132/1:3 :9 W1/3-88-8 R-4:0/ 237 F137135 :9 /.(*. )'.) )'. G-3-02.G.?. Maintenance of unbiased and impartial attitude by 9.9 9/<parte en:uiry 23.) )'.G.1% )'.Ks report and issuance of sho %rder of disciplinary authority Refusal for acceptance of order by #.+.?. Cor arding of report to 8isciplinary authority 23.9 cause notice 23. itnesses..) )'.().?.(*. )'.-88135 :9 E3C610A R-4:0/ =A /.9 at the proceedings 4rant of ad"ournment 5resence of other employees of the -ank as defence itnesses 5erusal of documents by #.( )'.( R15.('.+.:01/A .G.> )'.D18.13-8 &dmission of charges 28 .)'.) )'.-0 5reparation of report by 9.?.) )'./ :9 A44-2.93 5resence of #.13 )'.G H:. P0:76.(=. as agent of disciplinary authority 9. should be unconnected ith the incident 9./1:3 :9 D:.9 Holding of "oint en:uiry 6enue for the en:uiry 8efence through representative of registered union of the -ank 8ecision by presenting officer ith regard to production of evidence.14.G.1! 23.1' )'.%.? )'.(*.%.?.?.> )'.( )'.( )'..1320A A6/.G.9 8enial of charge by #..%. not binding on disciplinary authority 23..?.9 5o ers of 9.) )'.( )'. documents 23.+.('.-760.12 )'.+.( )'.' )'.G.E3C610A O991. )'.9 and his representative Record of en:uiry proceedings Reading of charges by 9.+.+ )'.9 for inspection of documents/taking notes 23. to re"ect production of irrelevant documents 5ermission to #. 5617-.crutiny of 9.%.%. E3C610A Intimation to charge<sheeted employee 2#.' P0:.(*.?.= )'.%.7135 :9 2 D-420/<-3/2.' )'.+ P0:. )'.E3C610A &ttendance of presenting officer &ttendance of #.2/ /. should not be changed after commencement of in:uiry 9.= )'.Ks role limited to ascertaining facts Report of 9.?.(). &cceptance of charge by #.) )'.%.= 9.11 23.%.6<-3/8 5roduction of evidence in the form of statements itnesses or documents 5rinciples of natural "ustice for utilisation of material against #.G.()..

1 23.13-8 9:0 D-2.(( %R89R T% IM5%.' G617-.H%! #&E.( )'.59#IM97 %C .H99T98 9M5$%F99 C%R .) )'.*.(?. E<4.9 5E7I. )'.-F E3/0A :9 A7@-08.2' 23.I%7 %C R95$F Instructions for #onducting 8epartmental 9n:uiries 7%TI#9 %C 97@EIRF .16 23.9 7%TI#9 )'.1) )'.E.' )'.(=.59#IM97 %C .H99T $9TT9R T% #H&R49 .? 2a3 .)'.1( 23.? Memorandum of settlement dated (*.> )'.G )'.2% 23.H%! #&E.( )'.(?.) Tendering of apology by delin:uent employee 23.135 >1/.59#IM97 %C R9#%R8I74 %C 5R%#998I74.:<<1/ 23 FO99-3.59#IM97 %C .R-<20?8 PRINCIPLES OF NATURAL +USTICE Importance of observance of principles of natural "ustice 4uidelines for observance of principles of natural "ustice #ompliance of standards of principles of natural "ustice 23.I74 TIM9 %C 97@EIRF 29 ..) )'.. %C 895&RTM97T&$ 97@EIRF .(* )'.+ )'.: .21 23.59#IM97 %C #H&R49<..22 23.HM97T 5R%C%RM& %C M9M%R&78EM T% 9M5$%F99 5R%C%RM& %C M9M%R&78EM T% 9M5$%F99 C%R &86I.:A--8 >.2! 23.9 7%TI#9 )'.E-MI.597.23 23.I%7 %R89R .26 RULES APPLICABLE FOR MISCONDUCT PRIOR TO PROMOTION AS OFFICER TRANSFER OF EMPLO"EES DURING PENDENC" OF DISCIPLINAR" PROCEEDINGS DISCIPLINAR" AUTHORIT"DS ROLE AND RE#IEW EMPLO"EES RELEASED UNDER PRO#ISIONS OF PROBATION OF OFFENDERS ACT RELIEF OF EMPLO"EES FOR ATTENDING DOMESTIC ENEUIRIES DEFENCE WITNESSES & TRA#ELLING EXPENSES SOLICITING INAM$BAKSHISH MAINTENANCE OF DISCIPLINAR" BOOK ANNEXURES )'.)**) .(?.= )'.

( 5R%C%RM& %C 7%TI#9 #&ETI%7I74 &4&I7..T9R 2! 2!.'. CI$$I74 E5 %C 6&#&7#I9.. C&I$ER9 %R R9CE..= 89-&RM97T ).).1 GRIE#ANCE REDRESSAL S"STEM (GRS) P0-2<=.'.> 4979R&$ 2!.T&CC #%769R..). .(.PERIODICAL CHECK-UP OF PH"SICAL FITNESS 2!. 9T#. )..1 ).9749R. R94I.I74 . )..).H%!I74 E7!I$$I7479.3 ).( 2!.I%7 %C ..H9.'.'.( 9$I4I-I$ITF #RIT9RI& ).).) PROCEDURE FOR ACCEPTANCE OF RESIGNATION CON#ERSION #$9RI#&$ #&8R9 .( )...T 794$9#T.2 2!. I7 7%RM&$ M&779R 2% ! 1) 25.#I5$I7&RF 5R%#998I74..)'..'.&$ T% 59RC%RM 7%RM&$ !%R.(' )'.(.).) N: W:0? N: P2A FACILITIES$ INCENTI#ES EXTENDED TO INSPECTION ASSISTANTS ON MOBILE DUT" ACCIDENTS WHILE ON DUT" REPRESENTATIONS B" MEMBERS OF STAFF ANNEXURES ).97T&TI69 7%TI#9 C%R &55%I7TM97T %C 8isciplinary/&559$$&T9 &ETH%RITI9..'.(.' !&IT$I.6 2!.! WATCH * WARD STAFF . ).7%!$9849 T9. &78 #H%!.% 2!.(. )..'.T98 5&79$. M9.T 2!.59#IM97 %C 8I. 89C97#9 R95R9.!9959R..'.). T% &##95T 5R%M%TI%7 R9CE.. &. C&RR&.) I7T9R6I9!.&$ %C 5R%M%TI%7 597&$TF T% 5%/T% C%R C&I$I74 I7 TH9 CE7#TI%7&$ .(. $9TT9R %C R9@E9. ). SUNDR" STAFF MATTERS RE#ERSION AT REEUEST AFTER PROMOTION (!)'-!)6) E789RT&.I8&R..T CR%M TH9 9M5$%F99 I7TIM&TI74 TH9 7&M9 %C HI.- (!)(- 30 .'.() )'. ).).

2/ 18 2 G01-@23. P013.-8 F:0>207-.14.1.2 25. G-3-02.-8 D184:82.10 A F2./ :9 L19G-3-02.-8 G617135 P013.N2/60.-8 A44-2.6 25.::?135 P:.2 GRIEVANCE REDRESSAL SYSTEM (GRS) 31 .14.5 25.8 25.4 25.7 25.9 25.3 25.( 5R%C%RM& C%R 4RI96&7#9 C%RM 25.A W.25.:9 G01-@23. ANNEXURES )=. :9 G01-@23.

. Cor &gricultural &ssistants L -achelorKs degree/ 8iploma in &griculture from a recognised university. etc.1.#/.p.p.().2/1:38 Cor Typist. from time to time. C62.191.1 E.econdary 9/amination 2(*N)3 of (*N)N' pattern/((th .$#/(*th standard e/amination of (*N)N' pattern or e:uivalent e/amination.)G.2/1:32. Typist<cum<#lerk.. 5unch %perators etc..tenographer3. b3 Cor 2. c3 7ote L 2i3 The candidates should possess the educational :ualification as on the date of application.3 a3 b3 A771/1:32.. 1.tenographer 5ost<II L The 8epartment may also notify additional posts such as Telephone %perators.m.m. broadly. 2#8%/5M/(. in case of Hindi Typists3.CHAPTER 1 RECRUITMENT 1. pass ith a minimum of >*I and =*I of marks in the aggregate ill be considered as e:uivalent to first and second division respectively. #ashier<cum<#lerk Typist. &gricultural &ssistants.2/1:38 Cor 5ost<I 8egree in any discipline from a recognised Eniversity or any e:uivalent :ualification recognised as such by the #entral 4overnmentM or 5ass in IInd 8ivision in Higher .1.)/&/#IR/=? 8t.1 RECRUITMENT IN CLERICAL CADRE &ll recruitments in the clerical cadre are conducted by a separat department B #entral Recruitment 0 5romotions 8epartment. C62.)**(3 5ost<I L &ssistants #ash/&ccounts/Typing.$#/(*th standard e/amination of (*N)N' pattern or e:uivalent e/amination. 2ii3 !here division is not a arded by the e/amining body. the follo ing ould constitute the eligibility norms in regard to the age and :ualifications. 1 .2 a3 M131<6< -76. 5unch #ard %perator 0 Telephone %perator L 5ass in Matriculation/.tandard 9/amination of ((N' pattern/Intermediate/5re<Eniversity or e:uivalent e/aminationM or Cirst 8ivision in Matriculation/.1/A The eligibility norms ill be advertised by the 8epartment at the time of each recruitment. 1. as a guideline.. .tenographer . Cor .151=1.191.# 2old pattern3/. Minimum typing speed of '* in 9nglish 2)= . Ho ever.1. 1.

2>* .2/1:38 9:0 SC$ST.Minimum short<hand speed of ?* .1. c3 i3 ii3 Cor 5unch #ard %perators #andidates should :ualify in I#$/I-M aptitude test..H before confirmation.# 2old pattern3/.244-7 .p.191.p.*** .T category3 2iv3 2v3 2 . Cor Telephone %perators 5roficiency in the operation of 5&-D/5-D Telephone -oard. C62.2.2/1:32.m.tenographers3.p..ervice 28epartmental3 9/aminations.-<-3 237 :0/.% 2a3 2b3 2i3 2ii3 2iii3 A5.H.eys depression per hourM ?*** . #andidates should have minimum punching speed of (*.no ledge of local language is desirable for all the above posts. divorced omen or omen "udicially separated from their husbands ho are not remarried by ' years upto '= years2general category3 upto .m.#/. of shorthand speed and )= .econdary 9/amination/(*N) of (*N)N' pattern/()th standard e/amination of ()N' pattern/Intermediate/5re<Eniversity or e:uivalent.. 7oteL .2G2/1:3 13 -76.2371..A .p. hich are recognised as e:uivalent to #ivil 9/aminations not belo the level of matriculation.1.ervices.5.#/.. and typing speed of '* .m.5. d3 1. -G-8-0@1.8.*** 5roductive .1<1/ -et een (? years to )? years on the eligibility date Rela/ation in upper age limit for . here suitable candidates are not available ith an undertaking to achieve speed of (*. 2O in addition to the actual period of service rendered in 8efence . 7oteL 9/<servicemen ho have passed the .8.:42-71.m.$#/(*th standard e/amination of (*N)N' pattern or e:uivalent e/amination or any division in Higher . 1. in Hindi typing for the post of Hindi .* years 2.! R-.T candidates 5hysically handicapped candidates Rela/ation by = years by (* years 9/<servicemen 2 ith a minimum by ' yearsO period of > months continuous service after attestation in the defence services and conforming to other conditions stipulated by the 4overnment.3 %-# category candidates !ido s. are also eligible to apply.237172/-8& Cor 5ost I 0 II 5ass in IInd division in Matriculation/..

ii3 9/perience Minimum (* years in armed forces preferably from .). the age rela/ation ill be available cumulatively.#/.ignal #ourse. format of the application and the pattern of the e/amination etc. b3 i3 C:3/0:./1:3 40:.270.2.-01.2. ill be given in the advertisement.) 9ducational @ualifications 0 9/perience 3 . e/amination centres.* TR respectively. the #entral Recruitment 0 5romotion 8epartment ill send the list of selected candidates to the $ocal Head %ffice.6 S-. &ge rela/ation as per other clerical cadre recruitments.hould also have a orking kno ledge of !indo type &ir #onditioners.1. ii3 c3 i3 &ge -et een (? and '= years. preferably should have pass three monthsK Regimental .pecial #ertificate or e:uivalant e/amination.hould be belo )? years. it is essential that the authority conducting pre<appointment formalities should also check all the eligibility norms before offering appointment to the selected candidates. !hile the #entral Recruitment 0 5romotion 8epartment ill check the eligibility of the candidates before sending the list of candidates to the $ocal Head %ffices for appointment. recruitment zones.18/ . &fter completion of the selection process..5$L(>G' 8T8. (>. The $ocal Head %ffice ill allot the candidates to the Modules for appointment at the branches under their control. yearsK e/perience in operation and maintenance of package units and centralised &.23/ O4-02/:0 (C. of this #hapter. 8etails of reservation of vacancies for various categories of candidates have been given in paragraph (.-7608etails regarding the method of applying. ii3 9/perience ' to .(GG? 1. This may be done by a reference to the details given in the bio<data form and the certificates produced by the candidates before appointment.*>.061/<-3/ 13 84-. #8%L5ML(. application fees to be remitted. .) 9ducational @ualifications 5ass in . R::< O4-02/:0 (C.ervice having carried out duties of Telephone 9/change %perator/!ireless %perator.-.-01.( a3 i3 R-.ignal #orps/Cire .4:81/1:38 A10 C:371/1:3135 P.18/ (C.#.7ote L i3 ii3 In case of a candidate ho is eligible for age rela/ation under more than one of the above categories.. 1.2..3 9ducational @ualification & pass in Matriculation or e:uivalent e/amination and a diploma course in air conditioning conducted by ITI is a precondition. iii3 &ge .$# or Indian &rmy .20<2.12.1.L. P. 5lants upto (* TR and .-01.

&ll the pre< appointment formalities must invariably be completed before issuing appointment letter to the selected candidates. (*. The candidate must be a registered pharmacist or a :ualified compounder ith a minimum of + years e/perience as a compounder in a recognised hospital/industrial organisation or under a general practitioner.A 9:0 0-. #andidate possessing -. #8%LIRL))=+ 8T8.ervicemen ill be as per 4overnment guidelines from time to time. Rela/ation in upper age limit to . 2b3 2c3 2d3 4 . after e/hausting redeployment possibilities.. ii3 &ge 7ot above '= years 2rela/ation in upper age limit may be considered in respect of more e/perienced/:ualified candidates3.-01. ) of this -ook.061/<-3/ 9:0<2. Minimum e/perience of one year as 5harmacist or #ompounder.#/. ii3 &ge -et een (? years and )? years.1. & minimum ' yearsK e/perience as 7urse in a recognised hospital or institution is essential.(GG? 1.2.T/5hysically Handicapped/9/<. d3 i3 N608.5ass in . #andidates ith degree in 5harmacy ill also be considered for appointment.) 9ducational @ualifications 0 9/perience .*+...061/<-3/ 13 86=:07132/.c. 1. the ratio of messenger staff to the strength of clerks and cashiers should be (L ?. &t small branches not more than one and at medium size branches not more than t o messengers should be appointed.270&ll appointments in the subordinate cadre ill need prior approval of the #hief 4eneral Manager.1 RECRUITMENT IN SUBORDINATE CADRE P:. &bility to give first<aid treatment independently for accidents is essential.1.) R-. The strength of subordinate staff could other ise be replenished at administrative offices to compensate for astages like retirement and deaths only.2 1.(C.1/1-8 8etails of the pre<appointment formalities are given in #hapter 7o. 27ursing3 28egree3 ill be preferred. He should be a Registered 5harmacist under 5harmacists &ct. sub"ect to provision of the minimum complement of subordinate staff re:uired.. 7ormally at branches.# or its e:uivalent e/amination and minimum 8iploma in 5harmacy from recognised university or -oard. etc.2.# pass or its e:uivalent e/amination and the candidate must possess a recognised 8iploma in 7ursing. The salient features of policy ith regard to recruitment in subordinate cadre are as underL 2a3 7o fresh recruitment should be made at administrative offices unless such recruitment becomes unavoidable for creation of additional Region/ 8epartments.

The messengers must be given e/haustive duties to ensure performance of a full dayKs ork.=.2. e/cept the Top 9/ecutives. #8%LIRL>*=) 8T8. #8%LIRL)?=' 8T8. hich are need based can be filled up by obtaining names of candidates satisfying the eligibility criteria from the 9mployment 9/change/8istrict . ii3 5 .2. 7oteL There may be instances here in order to secure appointment in the subordinate cadre. &s this act of the employee reflects adversely on his honesty and integrity no eightage should be given to such higher :ualifications at the time of promotion 2including in cadre promotion3 and as soon as such omissions/acts come to light. should be carefully assessed and provided and.(>= 8T8.ainik -oards. any period during hich he has served in a #ivil 8epartment of the 4overnment of India. #orporate #entre have advised that the ne norms are proposed to be evolved for creation of the positions of messengers only and the vacancies of s eepers. Ho ever. In this connection. #yclostyle Machine %perators. no recruitment in Messenger #adre ill be made. for appointment to a vacancy reserved for e/<servicemen.=. 2f3 2g3 1. shall be included. #8%LIRL..2709ducational :ualification L< Cor recruitment in the subordinate cadre the minimum educational :ualification ill be a pass in the 6IIIth standard ith proficiency in the regional language. Ho ever.(. henever such posts are created the concerned employees should be asked to perform messengerKs duties also henever they are free from their allotted ork. The need for special appointments in the messengerial cadre. no candidate ho has passed . cooks. &ge L Minimum (? years Ma/imum )> years.?. #8%LIRL'*=G 8T8.td. 2Cor this purpose.061/<-3/ 13 86=:07132/.2e3 &t administrative offices.(GG+.=. these should be promptly reported to the controlling authority.# or e:uivalent e/amination ill be considered for appointment in the subordinate cadre.2 N:0<8 9:0 823.(GG>. The availability of messengerial staff should be shared as bet een the head of the 8epartment and his department staff. gardeners and armed guards etc.151=1.'(. an e/<serviceman fulfilling the criteria for e/<servicemen as per 4overnment guidelines shall be e/empted from the prescribed educational :ualification.)(.3 The minimum :ualification for e/<servicemen in subordinate cadre ill be a pass in 6th .(GG>.3 i3 E./1:3 :9 <-88-35-0 8/299 The identification of messenger vacancies ith effect from (st &pril. a candidate may not state his educational :ualification correctly 2as it ould have rendered him unfit for employment in that cadre3 and may later on claim the advantage of higher :ualifications at the time of promotion to clerical cadre. (GG+. ill be made on the basis of ne norms to be finalised and till finalisation of fresh norms. & careful atch must be maintained at any restrictive practices sought to be employed by the subordinate staff hich go to reduce their output or emergence of fresh restrictive practices. the period of service hich an e/< serviceman has put in the &rmed Corces of the Enion. ith full details. etc.. for initiating appropriate disciplinary action against the employee.1/A 9:0 0-. no other functionary including Head of a 8epartment should be permitted to have an e/clusive messenger for himself.. and suitable steps taken to ensure that the e/isting complement of subordinate staff provided are optimally utilised.?.(GG+ 1. such as 8uftaries.

3. Their age should also be checked from the discharge certificate. Ho ever. 1.election #ommittee should record its observations in respect of each candidate in the intervie sheet. and production of a satisfactory letter of release from past/present employer in the case of recruitment in clerical cadre are e:ually applicable for appointment in subordinate cadre.6 I3/-0@1-> The eligible candidates ill be intervie ed by a . The main obligations imposed by the &ct areL 6 . 1. a complete bio<data and an application on the prescribed form should be obtained from the candidates. Therefore./8$R6.election #ommittee. 5lease also refer paragraph (.cheduled #aste/Tribe is nominated on the . 2and Rules (G>*3 hich came into force from (st May. 1.= 2b3 hereinabove.election #ommittee constituted by the Honal %ffice for this purpose.1-8 The reservation to disabled persons / e/<servicemen is a horizontal reservation against the vertical reservation for . it should be checked as to hether the candidates are domiciled/registered ith 9mployment 9/changes in the area covered by the concerned revenue district. It should also be ensured that an officer belonging to .# category ill be ad"usted against one of the vacancies of . should be carefully scrutinised to ensure that the candidates conform to the eligibility criteria. for the purpose of the &ct.2. (G>* is applicable to the -ank hich. &ll the eligible candidates ould then be advised to appear for a personal intervie .ainik -oard should invariably be re:uested for nominating its representative on the intervie panel for recruitment of atch and ard staff. The . ill be an establishment in the public sector falling under sub clause 2'3 of clause 2f3 of .?.( The instructions for medical e/amination.T candidates for recruitment in the subordinate cadre.2.(.e. verification of character and antecedents.Ts and %-#s. all the pre<appointment formalities detailed in #hapter ) of this Reference -ook must invariably be completed before appointment of selected candidates .) for ceiling on age rela/ations to e/<serviceman. 1.#/. The rela/ation in upper age limit ill be as indicated in para (.7oteL The revision of upper age limit to )? years is applicable for recruitment in the clerical cadre only.% S.1 i3 RECRUITMENT IN SUBORDINATE EMPLO"MENT EXCHANGES P0:@181:3 :9 A. it should be ensured that their discharge certificates are clear in all respects.18/ The list of candidates sponsored by the 9mployment 9/changes.06/13A :9 .! R-8-0@2/1:3 :9 @2.election #ommittee constituted to intervie . a disabled e/<servicemen person belonging to . iii3 Cor appointment of atchmen / armed guards applications ill be entertained only from e/< servicemen ho have been honorably discharged from armed services.- CADRE THROUGH The 9mployment 9/changes 2#ompulsory 7otification of 6acancies3 &ct (G=G. The date and the time of intervie ill be fi/ed under advice to the members of the . Intervie s for messengers and guards ill be held separately.2. The ad"ustment of these categories of persons appointed against posts reserved for them should be made in the post<based rosters for .23.ection ) of the &ct.Ts/%-#s in accordance ith the usual procedure i. !hile scrutinising the lists.#s/. The 8istrict .3 1. !hile intervie ing candidates for appointment as atch and ard staff.2. 1.#s/.# and so on. before the intervie .

a3 b3 ii3 a3 to notify a vacancy to the prescribed 9mployment 9/change before filling it. Rule . re:uired to be notified to the local 9mployment 9/change. to submit :uarterly and biennial returns in the prescribed forms to the local 9mployment 9/change. &ccordingly. shall be notified at least three eeks before the date on hich applicants ill be intervie ed or tested here intervie s or tests are to be held. if no intervie s or test are to be held.2(3 of &ct L &fter the commencement of this &ct in any . The relevant provisions in the &ct and Rules and the implications 7otification of vacancies L The relevant sections of the &ct and Rules read as under L .tate or Enion Territory in hich the establishment is situated. shall be notified at least one eek before the date on hich applicants ill be intervie ed or tested here intervie s or tests are to be held. The 4overnment of India have clarified that provisions of . Time limit for notification of vacancies L 2)3 2(3 6acancies. or the date on hich vacancies are intended to be filled.tate or area shall.)** or more occurring in establishments in respect of hich the #entral 4overnment is the appropriate 4overnment under the &ct. 5rocedure to be follo ed for 7otification of 6acancies L 6acancies for posts hich carry monthly emoluments of Rs.ection '2(3 of the &ct e/empting unskilled orkers from the scope of the &ct do not apply to establishments in the public sector. . namely L 6acancies carrying total monthly emoluments of Rs.ection . and 6acancies hich an employer may desire to be circulated to the 9mployment 9/changes outside the . shall be notified to the #entral 9mployment 9/change. 6acancies re:uired to be notified to the #entral 9mployment 9/change. if no intervie s or tests are to be held. L Rule = L 5rescribes the form and manner in hich the vacancies should be notified.2. notify that vacancy to such employment e/change as may be prescribed.3 of &ct L nothing in sub<section 2(3 and 2)3 shall be deemed to impose any obligation upon any employer to recruit any person through the employment e/change to fill any vacancy merely because that vacancy has been notified under any of those sub<sections. before filling up any vacancy in any employment in that establishment.taffK should be notified direct to the 9mployment 9/change.ection .tate or area thereof the employer in every establishment in public sector in the .)** or more in the category of K& ard . all vacancies including those in the subordinate cadre hich are to be 2)3 iii3 a3 b3 7 . Rule ' of Rules L thereof are given belo L 2(3 2a3 2b3 The follo ing vacancies. or the date on hich the vacancies are intended to be filled. 6acancies other than those specified in sub<rule 2(3 shall be notified to the local 9mployment 9/change concerned.

.e. namely '(st March. Returns on Corm II could be submitted hen called for by the 4overnment.. in the process of filling up such vacancies. Ho ever. 6acancies shall be notified in the manner detailed above only under specific instructions from the 5ersonnel 0 HR8 sections of the Honal %ffice e/cept in the case of temporary appointments.6<-3/8 & . d3 1.* daysK service in a block of () calendar months3 ill have preference over the candidates sponsored by the 8 . if any.3.2 S6=<1881:3 :9 0-/6038 & Rule > of the Rules reads as under L A&n employer shall furnish to the $ocal 9mployment 9/change :uarterly returns along ith additional information and biennial returns.A The 8irector of 9mployment 9/change in the .6.061/<-3/ 13 S6=:07132/.ection = and may enter at any reasonable time any premises here he believes such record or inspect records or documents or ask any :uestion necessary for obtaining any documents to inspect or take copies of relevant information re:uired under that section. '*th . '*th June. and '(st 8ecember. 7o notification of vacancies should therefore. The prescribed form of notification of vacancies to the 9mployment 9/changes and the periodical returns to be submitted are given as anne/ures./ :9 2.ection > of the &ct reads as under L A. c3 The percentage of vacancies reserved for scheduled castes/scheduled tribes and e/< servicemen/disabled 8efence .ervices 5ersonnel. to the local 9mployment 9/change in respect of non<supervising staff at the -ranch and sub offices. temporary employees ith ). -iennial returns shall be furnished ithin thirty days of the due date as notified in the official 4azette.235The -ankKs orking arrangement ith the 9mployment 9/changes in regard to recruitment in the subordinate cadre 2 hich envisages a ceiling of '*I of the candidates under the direct :uota3 stands cancelled and hence forth &$$ 6&#&7#I9.8/299 @18-2-@18 E<4. %-# category etc. or any person authorised by him in riting..A -ranches ill accordingly submit :uarterly returns in Corm I accompanied by statements on Corm .:078 :0 7:.ection.tate is the prescribed officer for the purpose of this .! i3 R-. the protected employees 2i.-88 /: 0-.3. be placed on the office notice boards and no direct application should be entertained.:A<-3/ EG. the applications submitted by the local 9mployment 9/changes may also be entertained along ith those received from the #entral 9mployment 9/change.3. 1. 1.uch %fficer of 4overnment as may be prescribed in this behalf.eptember. in the subordinate cadre.3 R15. irrespective of the duration and nature of vacancy ill have to be filled only through the medium of 9mployment 9/changes. should also be advised to the 9mployment 9/changes. @uarterly returns shall be furnished ithin thirty days of the due dates.filled by direct recruitment must be notified to the appropriate local 9mployment 9/change having "urisdiction over the place here the vacancy is to be filled. &lthough the vacancies by the preceding sub<paragraph need not be notified under the &ct to the local 9mployment 9/change it has been decided that. shall have access to any relevant record or document in the possession of any employer re:uired to furnish any information or returns under .

.cheduled #aste/. (GG? that all vacancies arising under #entral 4overnment offices/ establishments 2Including :uasi<4overnment institutions and statutory organisations3 irrespective of the nature and duration 2other than those filled through E5. Ministry of Cinance and the Ministry of $abour 28irectorate 4eneral. the names of such employees should be advised to the 9mployment 9/change to facilitate their sponsorship to the -ank for appointment in the subordinate cadre.*). . adding that names of other candidates may be sponsored only hen the e/perienced candidates are not available. &ccordingly. The .upreme #ourt.ervice #ommission/the . 4overnment of India and then consider the cases of all the candidates ho have applied. the Ministry of personnel. but also to be filled through the 9mployment 9/changes alone and other permissible sources of recruitment can be tapped only if the 9mployment 9/change concerned issues a A7on availability #ertificateA. directed as follo s L< AIt should be mandatory for the re:uisitioning authority/establishment to intimate the employment e/change and employment e/change should sponsor the names of the candidates to the re:uisitioning 8epartments for selection strictly according to seniority and reservation. 0 5ensions have advised vide their Memorandum 7o. It is only hen suitable candidates are not available from the 9mployment 9/changes that recruitment other than through the 9mployment 9/change may be resorted to after obtaining a non<availability certificate from the appropriate 9mployment 9/change. In case of reserved vacancies 2candidates for hich are in short supply3 it ould be open to the 9mployment 9/changes to approach the various organisations for sponsorship of candidates.rishna 8istrict.%. In addition to the above. the re:uisitioning authority/establishment may keeping in vie administrative/budgetary convenience. !henever vacancies are notified to the 9mployment 9/changes prior service in the -ank should be prescribed as one of the re:uirements for sponsoring candidates. are not only to be notified to. Malkapatnam. (. The . =**/< per month in #entral 5ublic . as per re:uisition. &ndhra 5radesh v/s.#&$9 >+>3. television and employment ne s bulletins and then consider the cases of all the candidates ho have applied. There can be no departure from this unless a different arrangement in this regard has been previously agreed to in consultation ith the 8epartment of 9conomic &ffairs. .A '.#3.imilar instructions are also in force re:uiring vacancies against posts carrying a basic salary of less than Rs.election #ommission3 to the 9mployment 9/change.-. sub"ect to occurrence of vacancies. 9mployment 0 Training3.cheduled Tribe &ssociations.upreme #ourt in the matter of 9/cise ..9mployment 9/changes in filling up the vacancies. These instructions should be strictly adhered to. In addition. 8irector 4eneral of Resettlement. In this connection. such recruitment notices should be displayed on the office notice boards also for ider publicity. inter alia. They ill be intervie ed separately and those found suitable ill be offered appointment. If the names of some temporary employees ho ere not earlier sponsored by the 9mployment 9/change but ere nevertheless registered ith them are available.7. Regimental #entres and other sources of manpo er has been discontinued. it is clarified that in addition to notifying the vacancies for the relevant categories 2e/cluding those filled through the Enion 5ublic . arrange for the publication of the recruitment notice for such categories in the A9mployment 7e sA published by the 5ublications 8ivision of the Ministry of Information and -roadcasting./)/G><9stt283 of (?th May. ii3 The practice of re:uisitioning names of suitable candidates from approved .ervicemen $eague. should call for the names by publication in the ne spapers having ider circulation and also display on their office notice boards or announce on radio. iii3 iv3 9 . 9/< . 5.taff . 6is esh ara Rao 0 %rs 2(GG> 2>3 .ector Endertakings to be filled only through 9mployment 9/changes ).uperintendent.cheme of 9mployment 9/change 5rocedure came under the "udicial scrutiny of the . the appropriate 8epartment or undertaking or establishment. !elfare -odies.

3./8 /: 84:38:0135 25-3.<23 The recruitment of armed guards/ atchmen ould.5$L)'G 8T8. it may not be necessary for them to get the notice published in 9mployment 7e s/Ro"gar .1 RECRUITMENT OF SPORTSMEN EMPLO"EES L18/ :9 R-.)G.6 N:/191.G.2/1:3 :9 0-86. i3 ii3 iii3 iv3 v3 -asketball #ricket Cootball Hockey 6olley ball and any other game as decided by the .ainik -oard and 9mployment 9/change. &ccordingly. It ill suffice if names are called from Hila . 1.(L#IRL?+ 8T8. &s recruitment of bank guards is confined only to the e/<servicemen. Instead they may get the notice published in a local ne spaper having ide circulation in the area of operation of the branches in hich the vacancies are to be filled up.1/A 9ducational @ualifications L %fficers L Minimum graduation in any discipline.portsmen proficient in the follo ing five games only are considered for recruitment in the -ank.!..ainik -oards/8irectorate 4eneral of Resettlement/9/<servicemen #ell of 8irectorate 4eneral of 9mployment and Training 27e 8elhi3 ould be the sources of manpo er for vacancies in the subordinate cadre reserved for e/<servicemen. It is.#.)***...from time to time.2#8%/50HR8<5M/??/)**=<*> dated )?/*'/)**>3 1.The 4overnment of India have since clarified that here banks make direct recruitment in subordinate cadre from among local candidates from the area of operation of the branch. The Hilla .$# ii3 #lerical #adre 10 .)+. #8%L5ML(.1-8 &s soon as the results of the recruitment tests are finalised.% N:/191. ho ever. 50HR8LIRL.:5318-7 G2<-8 . continue to be from out of the e/<servicemen candidates. This is besides intimation to local 9mployment 9/change and display of notice board of each of the branches concerned. (COMPENDIUM OF INSTRUCTIONS ISSUED B" SPORTS CONTROL BOARD) 1.)**( 1.! 1. ho ever.#/.amachar.23. the 9mployment 9/changes concerned should be promptly advised the names of the successful candidates from out of the list of candidates sponsored by them. L .1-8 9:0 G62078$W2/. not necessary that -ank1s team for these games must be built in each #ircle.ainik -oards/Ra"ya . advertising the vacancies in local ne spaper is not considered necessary.2 i3 E.2/1:3 :9 @2.!.. 9/ceptional cases here there is no 4raduation L to be taken up ith 4overnment.3. all vacancies reserved for e/<servicemen should be notified to these agencies and shall be filled only from the candidates sponsored by them.151=1.*'. The names of the selected candidates should also be communicated to them for information.

1/A 237 8-.3 a3 b3 c3 S4:0/8 E62.tate level event or the Eniversity in an Inter<Eniversity event ith distinction or if he as a member of the #ombined Eniversities team ith distinction. as per proforma in &ppendi/<I 4979R&$L The recruitment of sportspersons should be absolutely needbased. 7o rela/ation in this regard ill be made. L 6th . such appointments in %fficers cadre are finally approved #ommittee of the #entral -oard of the -ank.-. Cor recruitment in .ame as applicable to general candidates as per the age limits prescribed for various categories. by the 9/ecutive 1.ub<staff / #lerical . iii3 . the candidates should have represented the district in a . and their applications are approved by the 5resident.tandard pass ith ability to read and rite 1. #!#.! S61/2=1. or 8istrict in . Ho ever. the candidates must have represented the . provided that . The candidates so selected may be offered appointment in the -ank sub"ect to their completing the other formalities such as satisfactory reports from the references.ubordinate cadre.L i3 ii3 The #hief 4eneral Manager of the #ircle ill be the #ompetent &uthority to appoint sportspersons in either subordinate or clerical cadre and The 8y.tate ith distinction for at least = years in continuation.191.!. at the #orporate #entre and t o eminent sportspersons ill assess the need at the end of the financial year. medical e/amination and verification of antecedents.ubordinate #adre &ge L . &ETH%RITI9.Matriculation or e:uivalent. 1. Cor recruitment in clerical cadre./1:3 There is no e/amination. age etc.tate level event or should have participated in an &ll India . etc.tate in 7ational event.% I3/-0@1-> The candidates administratively cleared by the above &uthorities ill be intervie ed by the #hief 4eneral Manager.taff / %fficersL< -et een (? 0 )> years . &ll recommendations of the #ircle !elfare #ommittees for the purpose of recruitment should be submitted to 5resident. #orporate #entre. & sub<committee comprising of 4M 2HR8 0 #hange Management3. #!# after scrutiny by the #ircle !elfare #ommittee. one 4eneral Manager of the concerned #ircle and t o eminent sportspersons nominated by the .#-.!.2/1:3& Cor appointment as %fficer should have represented the country and on an &r"una & ard or represented the . 5rovided that the sportsperson being considered for appointment has applied for the vacancy sanctioned by the #orporate #entre keeping in vie the ceiling fi/ed by the 4overnment of India for such appointments in a year.!.chool event ith distinction. number of sportspersons 11 . Managing 8irector and #orporate 8evelopment %fficer ill be the #ompetent &uthority for such appointments in the %fficersK cadre.portspersons fulfil the eligibility criteria in respect of educational standards.

1. 1.84:0/84-08:3 -<4.2/1:3 :9 @2.cheduled Tribe so that their students can approach the 9mployment 9/changes to have their names sponsored. &part from this a certain number of the vacancies in each of the cadres are also reserved for these candidates as per the guidelines on Reservation 5olicy issued by the 4overnment of India from time to time.-0/191.% 1. but the -ank reserves the right to ithhold such permission. &ppointment of sportspersons is normally done at the Head @uarters at $H% to enable them to have practice sessions etc.%.:3817-02/1:3 The .tate/7ational/International events.%.2 C:<<631/A .B23? :3 84:0/8 .. and the re:uests for transfer else here shall not be entertained as long as they are active players.cheduled Tribe candidates in each recruitment zone should also be indicated. Refusal to play for -ankKs team or failure to obtain prior permission of the -ank to play else here ould tantamount to misconduct and shall attract disciplinary proceedings provided for in the relative service rules.!.cheduled #astes and Tribes applying for recruitment in the -ank are entitled to preferential treatment in the matter of age.:A--8 244:13/-7 13 /. please refer to #hapter ). 1.152/1:38 :9 /.23.cheduled #aste/.3 N:/191. performance in the ritten test and e/amination fee etc. 12 . e/ceptions to be made for outstanding sportspersons in other disciplines on merit.2/Cor format of the #ertificate of #aste #ertificates. the e/act number of vacancies reserved for the ... !hile recruitment of sportspersons shall be generally restricted to the =2five3 designated disciplines. &rrangements ill also be made for the notification of the reserved vacancies at the appropriate time to the 5re<e/amination Training #entre and/or the #oaching<cum<4uidance #entre for .%.portspersons recruited on sports consideration are obliged to play for the -ankKs team henever and herever necessary. he ill seek prior permission of the -ank hich ill not be normally refused. Ho ever. their verification etc. &pplications from those candidates ho are already orking in some other organization/bank. sportspersons from a particular discipline may be posted at other centres if practice / training facilities are available at such centres and the number of players at the centre "ustifies the measure.cheduled #aste/. of this Reference book. If a sportsman employee is re:uired to participate in .1-8 & !hile notifying vacancies to the 9mployment 9/changes.1 CONCESSIONS TO SCHEDULED CASTE $ SCHEDULED TRIBE$OBC CANDIDATES #andidates from the . &ll sportsmen recruited under these rules ill be re:uired to give a ritten undertaking to the -ank to the above effect at the time of their appointment in the -ank. educational :ualifications. ill not be considered unless the applications are routed through the respective 9mployer/ -ank.to be recruited for each of the recognised games ne/t year and the modalities of such recruitment. ii3 iii3 1.6 i3 O=.

In the case of clerical cadre recruitment the details ould be notified by the Recruitment -oard. certain concessions are accorded in the matter of recruitment of physically handicapped candidates in the -ank. 8elhi.pecial 9mployment 9/change for the handicapped instead of by the -ankKs Medical %fficer/&uthorised 8octor..2 1.e.6 1.6. hich are given belo .1. Hyderabad. Ho ever. $oss of leg2s3 provided the candidate can move ith artificial leg2s3 and/or crutches. provided the other eye is normal normal ith glasses. and as such the Cor appointment in the subordinate cadre. 6ocational rehabilitation centres are functioning at $udhiana. 8eafness and deaf<muteness are serious handicaps for concessions may not be e/tended to such candidates. Jabalpur.6. In terms of these instructions only candidates suffering from minor orthopaedic handicaps ill be considered for appointment in the -ank. please refer to the instructions contained in #hapter ) of this Reference -ook ith regard to Medical Citness of 7e Recruits/5romotees. 7oteL Cor further details. . of India. the concessions available to them. &hmedabad. $oss of an arm. operating in the area. The handicapped candidates ho approach the Rehabilitation #entres are medically e/amined by the . They evaluate the residual capacities of physically handicapped persons and recommend occupations most suited to their :ualifications.pecial 9mployment %ffices for the physically handicapped. the rela/ation in the standard of physical fitness referred to in 2ii3 and 2iii3 above ill not be available 2i. iii3 Medical fitness L The physically handicapped candidates selected for appointment in the -ank should be medically e/amined by the Medical -oard attached to the . #andidates ith any one of the follo ing physical handicaps may be considered fit for appointment in the clerical and cash department cadresL i3 ii3 iii3 $oss of sight in one eye. Mumbai. Cor . -angalore and Trivandrum. ability etc. may be mentioned in the re:uisition sent to the 9mployment 9/changes. ii3 ReservationL &s detailed in para (..olkata.3 i3 13 . If no such office e/ists in a particular area.248 TO PH"SICALL" HANDICAPPED &t the instance of the 4ovt. #hennai.1 CONCESSIONS CANDIDATES D-/21. orking in the -ank. The concessions e/tended to physically handicapped candidates are as under L &ge Epper age limit ill be rela/ed by (* years. in cases here the medical ill be a further 1. provided the candidate can rite and ithout glasses or is corrected to ork ith the other hand.).8 :9 .2371. .6. The evaluation done by the 6ocational Rehabilitation #entre about the suitability of candidates for a particular occupation may be taken as final. Regarding subordinate cadre.anpur.T candidates. the vacancies should be notified to the .#/.3 loss of arm2s3 or leg2s3 ill render a candidate unfit for appointment in the subordinate cadre. there rela/ation of five years and three years for %-# category candidates.pecial Medical -oard and they are not re:uired to be sub"ected to medical e/amination again at the time of employment.

uch candidates need not appear for the usual ob"ective /descriptive type tests administered in clerical recruitment.CDO$PM$1%$SPL$!%) 72/-7 16.(. as in the case of physically handicapped candidates.)**' ould be advertised in the ne spapers as usual. 7ormally. 1.2''3 The definition of deaf for this purpose ould be as given by the 4overnment of India i.*+.'(.A The deaf and dumb candidates may be e/tended the follo ing rela/ations/concessions in recruitment.237172/-8 The definition of blind for the purpose of considering them for recruitment as Telephone %perators ould be as given by 4overnment of India i. The other t o categories viz.. The blind are those ho suffer from either of the follo ing conditions L< Total absence of sight M 6isual acuity not e/ceeding >/>* or )*/)** 2snellen3 in the better eye ith correcting lensesM $imitation of field of vision subtending an angle of )* degree or orse. Ho ever..pecial 9mployment 9/change for the physically handicapped. the proportion of deaf and dumb candidates so recruited should not e/ceed =I to (*I of the cadre strength of 5unch #ard %perators. The appointment of blind candidates ill be made at offices here the type and :uantum of telephone operations are such that they can be easily handled by the blind candidate ithout causing any inconvenience to normal administrative ork.( RECRUITMENT OF BLIND $ DEAF CANDIDATES & he Recruitment -oard ill recruit only orthopaedically handicapped candidates in the clerical cadre. ing.1 i3 D-29 237 76<= .e.=? dated (>.137 .e/amination reports are unreasonably old. &8ML(.(G?( a3 b3 c3 7oteL 14 . . B. The deaf and dumb ould be recruited in -ankKs service. they have to :ualify in the aptitude test and skill tests for the position applied for.uch employees ould not be eligible for conversion to the clerical/cash impaired faculties ould interfere ith efficient discharge of duties thereat. Epper age limit is rela/able by ten years. They do not hear/understand sounds at all. The blind candidates may be appointed as Telephone %perators.2 (.237172/-8 . the candidates concerned should be asked to get themselves medically e/amined afresh by the Medical -oard of the . AThe deaf are those in hom the sense of hearing is non<functional for ordinary purpose of life. They ould also not be considered for promotions to higher cadres in the -ank.(. blind and deaf and dumb ill be recruited directly by the -ank. sub"ect to the follo ing stipulations L . indicating that deaf and dumb are also eligible to apply. by the Regional Recruitment -oards. as their ii3 a3 b3 c3 iii3 iv3 a3 b3 1. even ith amplified speech. These candidates are e/empted from payment of application fees. 1. The cases included in the category ill be those having hearing loss more than )* decibels in the better ear 2profound impairment3 or total loss of hearing in both ears.G+> 8T8.e. The vacancies of 5unch #ard %perators as per #8%/5M/(=/.5$/.'.

The applications for the blind candidates for the post of telephone operators may be obtained from 6ocational Rehabilitation #entre.2/1:3 9:0 244:13/<-3/ It ould not be necessary to advertise for the post in the ne spapers for applications from the blind candidates. &t the instance of the 4overnment of India. 2This fact should be ascertained from the &rmy 8ischarge #ertificate of the candidate3. 1.). 15 .ahayak . -order . disabled defence services personnel and dependants of defence services personnel killed in action.! R-. 4eneral Reserve 9ngineering Corce. of the fees charged from general category candidates.uch candidates need not appear for the usual ob"ective/descriptive type tests administered for clerical recruitment.eva and Territorial &rmy.e.2G2/1:38 $ . Ho ever. or has been transferred to the reserve pending such release.ecurity #orps.ervices 5ersonnel killed in action.1 APPOINTMENT OF EX-SER#ICEMEN #oncessions in the matter of appointment of 9/<servicemen.ashmir Militia.:3. the .(. or has to serve for not more than > months for completing the period of service re:uisite for becoming entitled to be released or transferred to the reserve as aforesaid.-881:38 The blind candidates ould be e/tended the follo ing rela/ations/concessions in recruitment L a3 . These candidates ill be charged application fees P (/. 1.ecurity Corce personnel are not to be treated as e/<servicemen. 8efence .ervice 5ersonnel and dependants of 8efence . for a continuous period of not less than > months after attestation and a3 b3 c3 ho has retired from such service after earning his pension L or has been released. b3 c3 d3 e3 i3 ii3 The blind candidates ould be recruited in -ankKs service sub"ect to the follo ing stipulationsL . as their visual They ould also not be considered for promotions to higher cadres in the -ank e/cept for some identified posts. &rmy or &ir Corce.1. The upper age limit is rela/able by ten years for the blind as in the case of deaf and dumb and physically handicapped candidates. Jammu and .3 N:/191. certain concessions are offered to e/<servicemen. disabled 8efence .pecial 9mployment 9/change for the handicapped persons and the organisations looking after the elfare of the blind. ing.) 1. 7avy.(. but e/cluding &ssam Rifles. (I of the vacancies are reserved for the blind/partially blind candidates. other ise than by ay of dismissal or discharge on account of misconduct or inefficiency.uch employees ould not be eligible for conversion to the clerical/cash handicap ould interfere ith the efficient discharge of duties thereat. including the &rmed Corces of the former Indian . they have to attain the minimum skill standards re:uired for efficient functioning as telephone operators. $ok . Cor the conduct of skill test the services of Recruitment -oard may be utilised. A&n e/<servicemanA means a person ho has served in any rank 2 hether combatant or non< combatant3 in the &rmed Corces of the Enion i.tates.

-G2<132/1:3 !hile the e/<servicemen and dependants of 8efence .# or e:uivalent e/amination in single sitting. 1.ub. i.taff other than .(G?+ 1. the ma/imum age limit ill be .ervices 5ersonnel.#/.& 8isabled 9/<serviceman means an e/<serviceman ho. hile serving in the &rmed Corces of the Enion as disabled in operations against the enemy or disturbed areas.3 E76.((. or II 8ivision in 5re<Eniversity #ourse. The concessions listed out belo ill be admissible only to those e/<servicemen ho have been honourably discharged from the &rmed Corces.ervices 5ersonnel killed in action.T candidates of this category3.ervices ill be acceptable to the -ank.ecurity /&rmed 4uard In the case of disabled defence services personnel. In the case of subordinate posts. 2The date of e/amination is not relevant for this purpose3. .G. 7oteL Cor the purpose of securing the benefit of reservation. in the case of disabled 8efence . 5&L#IRL(+= 8T8..1<1/ .2/1:38 !hile there ill be no rela/ation in the minimum educational :ualification in respect of e/< servicemen and disabled 8efence .= years =* years =* years a3 b3 c3 .! M-71.#/.=I marks in the aggregate in . . The concession ould be permitted upto the follo ing limits.ervices 5ersonnel killed in action ill be sub"ected to the normal medical e/amination.).). In the case of dependants of 8efence .2 A59/<servicemen are eligible for a concession in age to the e/tent of the services rendered by them in the defence services plus ' years. candidates from among disabled defence services personnel for the officersK cadre shall be re:uired to pass the usual medical test prescribed by the -ank for its officers.. the e/<servicemen should have already ac:uired. C62. 1. 16 .ecurity 4uard/&rmed 4uard #lerical #adre . & summary of the concessions no available are given belo .* years.2. the upper age limit ill be .e.191.2/1:32.= years 2in respect of members of . Ho ever. or III 8ivision in Intermediate. the minimum educational :ualification for appointment as #lerk/#ashier ill be rela/ed to II 8ivision Matriculation.). the minimum educational :ualifications ill be rela/ed for e/< servicemen and disabled defence services personnel provided the candidate has put in at least ' yearsK service 2including broken periods of service in different spells3 before his release from the army or before being rendered invalid.T the upper age limit ill be =* years3. C270U44-0 25.ervice 5ersonnel killed in action. age limit ill be rela/ed in the case of disabled defence service personnel only upto ' years 2 ? years in the case of . there ill be no medical e/amination and the fitness certificate issued by the 8emobilisation Medical -oard of the 8efence . the status of e/< serviceman as defined above and/or should be in a position to establish his ac:uired entitlement by documentary evidence from the competent authority that he ould be released/discharged from the &rmed Corces ithin the stipulated period of > months on completion of his assignment.ervices 5ersonnel in the matter of appointment of %fficers/#lerks/#ashiers. &s regards recruitment to the cadre of probationary officers. at the relevant time of submitting his application to the -ank. in respect of dependants of 8efence .

. (G+*3. his selection shall be counted against the reservation for . It is only hen the 8irectorate 4eneral of Resettlement are unable to nominate suitable persons that the vacancies may be treated as unreserved and may be filled in by other candidates.1-8 Reservation of vacancies for e/<servicemen including disabled e/<servicemen and dependants of e/<servicemen ill be as under L< Cor clerical #adre Cor . If sufficient number of disabled e/<servicemen are not available and the additional vacancies remain unfilled. ho maintain a list of e/<servicemen and ho may be in a position to nominate suitable candidates for the reserved vacancies. the additional vacancies ill be utilised first for the appointment of disabled e/<servicemen. of =*I of the vacancies in that category of posts to be filled in that year. the same ill be available to other e/<servicemen. e/<servicemen seconded to Reserve.).cheduled Tribe3 and for any other categories taken together falls short or is in e/cess.1. The e/<servicemen 17 .ervices 5ersonnel killed in action.23. 1.T.% a3 R-8-0@2/1:3 :9 @2.=I b3 The percentages of reservation so specified shall be increased or decreased in any one recruitment year to the e/tent to hich the total number of vacancies reserved for e/< servicemen.('/('/+*<9.( APPOINTMENT FOR THE POST OF WATCHMAN$ARMED GUARD The follo ing points should be kept in vie strategic post of atchman/armed guardL< hile recruiting personnel to the important and i3 &rmy .cheduled #aste and .). the minimum :ualifying service for the grant of the same being (= years taking their colour and reserve service together. the follo ing categories of applicants follo ing order L ill be given priority in the c3 d3 e3 v3 a3 b3 c3 8isabled 8efence . If an e/<serviceman belonging to a scheduled caste/scheduled/%-# category/tribe is selected. !herever o ing to non<availability of suitable candidates belonging to the category of e/< servicemen. %ther things being e:ual. should not be called upon to seek premature discharge from reserve service. if appointed in the -ank.).cheduled #aste and . a reference should be made to the 8irectorate 4eneral of Resettlement. Ministry of 8efence.2#3 dated )..6 R-8-0@18/8 & person ho has rendered a minimum service of three years 2in the defence services3 ith the colours may be seconded to a reserve.cheduled Tribe/%-# category and not for e/<servicemen.ervice L %nly those e/<servicemen recruited rather than those ho have completed their normal colour service should be ho have been discharged from service. it becomes necessary to dereserve a vacancy in the clerical/subordinate cadre reserved for persons of this category. In case of an increase in the reservation for the e/<servicemen. %ther e/<servicemen 1.ubordinate #adre ).=I (.cheduled #aste/. as the case may be. Reserve liability is essential to entitle such persons to &rmy 5ensions. &ccordingly..th July.cheduled Tribe 2including the carried for ard reservations for .ervice 5ersonnel upto ) members of each family of 8efence . 2Ministry of Home &ffairs Memorandum 7o.

do not leave the premises unguarded. #8%/50HR8<IR/==/)**. there by causing difficulties in 1. or &n 9lectricianKs #ertificate from ITI 2 here a pass in Matriculation is not a precondition for the #ertificate3. &ge 9ducational @ualification L .tate 5ublic !orks 8epartment.<*= dated (*/*)/*=3 Minimum re:uirement ill be 4oodK. verification of the character and antecedents of an e/<serviceman in respect of the period after the date of discharge shall also be got done from the 8istrict &uthorities of the places here the e/<serviceman had resided for more than an year after the date of his discharge from &rmy/7avy/&ir force.hould be a non<matriculate ith a minimum of ?th class pass and hold a second class !iremanKs #ertificate from . 18 .hape<one or &ye<oneA L Total rela/ation sub"ect to the condition that no physically handicapped e/<serviceman is eligible for appointment. sentry and The follo ing eligibility criteria have been stipulated for recruitment of guards. 1. of India has advised that here the Interval bet een the date of discharge from &rmy/7avy/&ir force and the date of redeployment in the #ivil post is more than an year. L A.) GENERAL 4ovt.). do not absent themselves from duty ithout prior notice making relief arrangements at the relevant hour. ii3 a3 b3 ell versed in handling fire arms. The 4ovt has clarified that it is not proper to discriminate amongst e/<servicemen belonging to the &rmy.tandards g3 9/perience / Rank 5osition in the &rmed 4uard iii3 • • • It should be ensured that the atchmen/guards do not drink li:uor in the -ank premises. c3 e3 f3 #haracter L Medical .tandards 5hysical .= years L pass in ?th standard 2class3 or its e:uivalent but the candidates should have not passed (*N ) e/ams or its e:uivalentA ## cir. 7avy and &ir force as they all receive periodic training in handling of eapons. 2i3 APPOINTMENT OF ELECTRICIAN 9ducational @ualifications .should preferably be from the fighting arms and security duties. The fitness of the candidates ill be "udged on the basis of a physical fitness test L Havaldar or belo in the &rmed Corces &rmy or e:uivalent rank in the 7avy or &ir Corce.

2b3 2i3 2ii3 2iii3 2iv3 19 . &ge 7ot more than )G years. scheduled tribes and %-# category candidates as per rules in force. &s per . 59RLIRL#IRL((= 8T8. 9/perience in Maintenance/%peration of HT/$T .alary. . maintenance of 8# and &# Motors upto (** H5 and their control systems. 7ote L &ge rela/ation ill be available to e/<servicemen and scheduled castes. 5lumbers @ualification L 5assed minimum ?th standard.(G?. 1. maintenance of pumpsets upto (** H5.T and by ' years for %-# category candidates. 5ersonnel ith five yearsK e/perience in fire fighting.2ii3 2iii3 &ge (? to '= years.hould be a non<matriculate ith a minimum of ?th class pass.1' 2a3 2i3 2ii3 2iii3 APPOINTMENT PLUMBERS Cireman<cum<!atchman OF FIREMAN-CUM-WATCHMAN AND 9ducational @ualifications . Rela/able by = years in case of .(+. .pecial &llo ance 9ligible for payment of special allo ance. 9/perience Minimum e/perience of = years as !ireman/$ineman. 2iv3 . &ge -et een (? and )> years.ub<station and thorough kno ledge in control irings and protective systems.ubordinate cadre. 9/perience Minimum )/' years in the respective trades .G. 9/perience #andidate should be an 9/<Cire -rigade/Home 4uard/#ivil 8efence/9/<servicemen.ervice #onditions etc.#.

Re:uest for e/tension of time for reporting for duty by . if a candidate belonging to .. The candidates should be issued a letter of introduction as per &nne/ure<). it should not be straighta ay presumed that he is not interested in "oining the -ank. 9mployees are also re:uired to undergo a medical e/amination hen they are promoted from subordinate to clerical cadre or from clerical to officers1 cadre.CHAPTER 2 GUIDELINES FOR PRE-APPOINTMENT FORMALITIES 2. To ensure that the offer of appointment has actually been received by him.#/.T/%-# does not report for duty ithin the stipulated time in response to the letter of appointment sent to him by the -ank. ho ever. & specimen of the letter to be addressed to the candidates is given at &nne/ure ).1 P-08:32. & copy of the guidelines for medical e/amination should be for arded to the Medical 9/aminer/&uthorised 8octor/#ivil . If.( 2.#/. the controlling authority should be advised to cancel his appointment. the fees incurred by the employees at the time of promotion may be paid by debit to #harges &ccount. arrangements should be made for medical e/amination of employees at the government hospitals. the candidate does not report for duty even after the given e/tension period.061/8$P0:<:/--8 #andidates selected for employment in any cadre of the -ank are re:uired to undergo a medical e/amination at the time of entering the -ankKs service. ii3 iii3 2. In case the -ankKs Medical %fficer/-ankKs &uthorised 8octor is not fully e:uipped to carry out the e/amination properly.2.237172/- 20 .1 R-C6-8/8 9:0 -G/-381:3 13 /1<. F1/3-88 9:0 N-> R-.2 i3 M-71. 8/2/-<-3/ :9 /.9:0 H:13135& . &ll re:uests from the . The fees for medical e/amination at the time of appointment in the -ank should be borne by the candidates.1 INTIMATION TO SELECTED CANDIDATES The candidates selected for appointment in the -ank are advised by the Honal %ffice/Module concerned to report for medical e/amination and for completion of necessary pre< appointment formalities.T/%-# candidates seeking e/tension of time to "oin duty ill be considered sympathetically and no such re:uest ill be re"ected by an officer at a level lo er than that of the 4eneral Manager.uch re:uests for e/tension in time for "oining should be dealt ith as under L a3 &ny re:uest from a candidate for e/tension in time to "oin duty at the -ranch or for a change in the place of posting is referred to the controlling authority for consideration. The candidates are also advised the appro/imate charges for medical e/amination.) to be produced to the Medical %fficer at the time of medical e/amination. Ho ever.1.#/. the post ill be offered to the ne/t candidate only after a second letter has been sent to such a candidate by registered post ackno ledgement due giving him at least (= days1 notice to "oin duty.2. The medical e/amination should be carried out by the -ankKs Medical %fficers/&uthorised 8octors.urgeon as and hen candidates/employees are referred to them for medical e/amination. b3 i3 ii3 2.. In case a candidate ho has been offered appointment in the -ank does not report for duty ithin the stipulated time.T/%-# candidates.

malignant hypertension. the Medical 9/aminer is unable to come to a final conclusion regarding the fitness or other ise of the candidate. a statement to that effect should be recorded in the report. =. a candidate must be in good mental and bodily health and free from any physical defect likely to interfere ith the efficient performance of his duties in the -ank.enior Medical %fficer at $ocal Head %ffice through the &sstt.& personal statement is re:uired to be filled in by the candidate in his o n hand riting 2&nne/ure ). the Medical 9/aminer should clearly state the reasons for arriving at this conclusion. If necessary. (. To be passed as fit for appointment.ugar <Casting <5. he may refer such cases to the -ankKs . The appointing authority should scrutinise the medical reports carefully before issuing the appointment letters to the candidates.'3 hich should be scrutinised by the medical e/aminer carefully to see that all the particulars are given and all the :uestions are ans ered properly. 9.2. -lood #.. he may obtain the opinion of a second specialist.pecialistKs opinion is a very important aspect in declaring the candidate fit/unfit for service.. despite a specialistKs opinion. 9ven then if the Medical 9/aminer finds any difficulty in coming to a conclusion about fitness or other ise of a candidate.2 A1< :9 <-71. . ' to > months.-.. diabetes. say. rheumatic heart. !hile declaring a candidate unfit for service. -lood . 2c3 2.5. Medical 9/aminers should take the opinion of specialists before finalising the report. congenital heart diseases. In the cases here.erum #reatinine HI6 test Erine and . +. They should al ays consider hether the candidate is fit for continuous service in the -ank for a long period. #ases such as kidney ailments. &ns ers and statements in the report should be clear and unambiguous. ). 2a3 2b3 The Medical 9/aminer should give due attention to the family history and personal history of the candidate The medical report must be ritten legibly. The report should be submitted in the format as per &nne/ure<).#. The candidates declared unfit by the 8octor should not be appointed in the -ank.erum #holesterol -lood urea/757 . '. The signature of candidate should be obtained by the Medical 9/aminer in his presence hich should be tallied ith the signature appearing in the letter of introduction attested by the Referring &uthority. ?. !herever considered necessary. . Hence Medical 9/aminer must give a thorough medical check<up. >. -G2<132/1:3 The Medical 9/aminer is e/pected to ensure that a candidate in his e/isting state of health ill be able to render uninterrupted service to the -ank.R. "uvenile/or other ise and HI6 positive cases should not be missed. the #ircle authorities may refer these cases to #orporate #entre for guidance in the matter. It may be clarified that in the final evaluation of the candidateKs health.. .tool 21 . In cases here the Medical 9/aminer considers that a minor disability dis:ualifying a candidate for -ankKs service can be cured by treatment 2surgical/medical3 ithin a reasonable period of time..2. 4eneral Manager 259R0HR83. The follo ing are the minimum re:uired tests.

M-71.061/8$40:<:/--8 M9&. Hence 4enito<Erinary Tract e/amination and investigations should be carried out by Medical 9/aminer.g. %f late. EG2<13-0 The Medical 9/amination Report is most important and the fundamental document in assessing the health of the candidate/promotee.ER9M97T %C H9I4HT. Malignant Hypertension and such cases hich damage the kidney in due course. In evaluation of such cases. etc. ould be dis:ualification for service. If hydrocele or hernia of minor or ma"or degree is present the candidate should be advised to undergo an operation and then should be referred for fresh e/amination. 2. vie or M/M D<ray in all cases should be insisted upon. should be detected if any.ochKs cases of early and mild nature hich had involved a small part of one of the lobes of the lung may be selected for fitness provided a check<up by T. In the matter of correlation of age. the presence of 4lycosuria ould necessitate 4lucose Tolerance #urve. the appointing authority shall get a complete description of the candidateKs state of health as ell as of any impairments discovered at the time of e/amination.F.specialists of -ankKs choice gives a clear report confirming no active . a3 S/237207 :9 91/3-88 9:0 3-> 0-. D<ray of #hest 5.3 R:. old healed . there have been many cases of kidney failures resulting in a transplant. Myopathies. 5yelo 7ephritis. hydrocele or hernia.2.F. If considerable albuminaria is present. not be done in isolation but ill have to be done ith reference to the general state of health of the candidates and as such lo er/higher eight or height or obesity as compared to those prescribed in the chart. Medical 9/aminers should. c3 #97TR&$ &78 59RI5H9R&$ 79R6%E.idney Tumours.ystem ith stress on testicles 2Males3.ochKs lesion or recent attack thereof and provided the lesion ere not bilateral and/or e/tensive. etc..G. ii3 #omplete check<up of 4enito Erinary . . Ho ever. 5eripheral 7europhathies should be a dis:ualification.T9M&TI# 9D&MI7&TI%7 9/amination of all systems is very essential so as to rule out organic ailments hich make a candidate unfit for service e.2. vie 2.2. b3 i3 . Insanity or 5sychiatric problems. the candidate should be re"ected after a thorough investigation. 7ephritis 5yeletes. &lso D<ray of the chest. If there be any disproportion ith regard to height. furnish a precise and ob"ective picture of the health of the candidate/promotee. 9/tensive investigation of such cases inclusive of Tomograph is essential.T. ho ever. Ho ever. Medical 9/aminers may refer to relevant standards.:9 /. through these reports. therefore. &ny abnormality of functional type should be carefully e/amined to ensure that it should not hinder uninterrupted service to the -ank. before declaring a candidate as unfit on these accounts an ErologistKs report clearly mentioning the reasons for dis:ualification is essential. e/tensive pulmonary tuberculosis. !9I4HT. kidney failure. necessary investigation and D< ray of the chest may be taken..!.&. The height< eight evaluation should. height and eight of candidates. lung abscess. 9T#. #H9. It is e/pected that. 5. malignant hypertension. need not be the sole reasons for dis<:ualifying a candidate. -lood #-# investigations for all candidates should be carried out and the reports carefully e/amined. severe diabetes. In urine.T9M %rganic complaints should be investigated. 22 . History of 9pilepsy. eight and chest girth. #ongenital . & routine urine test should be carried out.&.

d3 . i3 7o limit for minimum naked eye vision. nose. Cor belo )* years of age.7. vertigo. ho ever. iii3 CE78E$ 9D&MI7&TI%7 &ny pathological conditions in Cundi should be treated as dis:ualification.7.T&CC -elo the age of '= years >/G &bove '= years 7ear 6ision %fficers -elo the age of '= years >/> &bove '= years 7ear 6ision >/() >/G 7> >/G >/G 7= >/(? >/() The total amount of myopia should not e/ceed <?. a thorough opthalmic check<up and report from %pthalmic .T9M & thorough 9. should be regarded as a dis:ualification. %nset of cataract or glaucoma should be regarded a bar for fresh appointments as & ard . g3 %5TH&$MI# .T. s:uint. cataract or glaucoma should be operated before certifying the employee/officer fit for promotion. check<up including ear discharge.ph N #yl.T9M Malignant Hypertension is a case for re"ection.T. nasal discharge. deafness.taff and 5robationary %fficers. in the case of promotions of employees already orking in the -ank.@EI7T 23 . %TH9R TH&7 6I.I7 #%78ITI%7. perforation.T.T9M If any candidate is suspected to have any refractive error in either or both organic or progressive disease of any part of the eyes. The standard of near and distance vision ith or ithout glasses is as follo s L #$9RI#&$ . M9T&-%$I# &78 978%#RI7&$ . $eucoderma should not be a dis:ualification.urgeon for his opinion in case ailments of this nature are detected by the medical e/aminers.** for candidates above )* years of age. speech defects should be done in each case.7. a/es3 ii3 %#E$&R #%78ITI%7.. . iv3 . 8eafness or foul smelling or chronic discharge from the ear. be recorded.F. candidates should be referred to 9. . -ut normal eye vision should.** respectively 2Total means the algebric sum of . the corresponding limits ill be <>. In case there is a damage to the eye after operation.urgeon is essential. colour< blindness and night blindness or any other ocular condition/disease. Ho ever.E&$ &#EITF &ny organic disease or a progressive refractive error likely to lo er the visual acuity should be considered as a dis:ualification. the employee ill be dis:ualified after getting reports of t o senior opthalmic surgeons. nasal blocking.** and >. stammering of a severe nature.F. #ontrolled and absolutely mild diabetes ithout any complication may be considered fit for service. &ccurate assessment of the vision is obviously most important for candidates for -ankKs service in vie of the nature of their duties. Ho ever. e3 f3 9.F.** and total amount of hypermetropia should not e/ceed N>. $eprosy and e/tensive generalised allergic dermatitis is a bar for service.

F. &ny deformities or partial absence of e/tremities and/or pathological condition of the locomotor system should be referred to a suitable specialist for his e/pert opinion regarding the fitness of the candidateKs appointment in the -ank. vii3 viii3 h3 Refraction. ho ever. It is essential to carry out HI6 testing for ne entrants/fresh appointments. Therefore. please also refer to paragraph 2k3 belo . i3 HI6 5%. v3 vi3 The eye should be corrected to >/> ith glasses and not ith contact lenses. fundal e/amination and colour vision are a part of the normal medical e/amination by the specialists in all cases of visual defects. 24 . #andidates found positive on the basis of A9lisa TestA should be sub"ected to A!estern -lot TestA also for further confirmation as the A9lisa TestA has been found to be false in a fe cases. In this connection. In the recent years. The candidates found HI6 positive ill be further sub"ected to such medical e/amination as deemed necessary by the -ankKs Medical %fficer to ascertain the candidateKs ability to perform the normal "ob re:uirements and also..:uint should not be a bar provided the same is non<paralytic and it does not affect the visual acuity as per norms laid do n. %RTH%5&98I# . the 4overnment of India have advised that persons ho are other ise eligible for employment but tested positive for HI6 should be granted normal rights of employment as other members of the society and the HI6 status of the person should be kept confidential.ITI69 #&. if any. The HI6 status of such candidates ill.9. #%$%ER 6I. at the time of recruitment at any level in the -ank to avoid such cases becoming a liability to the -ank. there is considerable increase in the incidence of HI6 positive cases in our country. please refer paragraph k2i3 belo .I%7 Tests of colour vision are to be performed at the discretion of the Medical 9/aminer. hands and feet should be ell formed and developed and there should be free and perfect motion of all "oints. Cor one<eyed candidate. In this connection. drivers etc. The -ankKs Medical %fficer should give his certificate of fitness specifically on these t o points.T9M #andidateKs limbs. #olour blindness is not a bar to appointment e/cept in case of special categories of staff according to "ob re:uirements and nature of duties viz. The -ank ill offer employment to only such of the HI6 positive candidates ith ability to perform the normal "ob re:uirements and only if they are not likely to cause any risk or health hazard to others at ork place. These are e:ually applicable to promotions also. iii3 The -ankKs Medical %fficerKs certificate regarding the fitness of such candidates ill be final. Therefore it has become essential to detect HI6 positive cases. be maintained confidential. it has been decided to adopt the follo ing procedure ith regard to conduct of HI6 tests L i3 ii3 The e/isting provision of sub"ecting the ne recruits to HI6 test in addition to laid do n e/amination/tests should be continued as hitherto. absence of any risk or health hazard the candidate may pose to others at the orkplace.

I#&$$F H&78I#&5598 #&78I8&T9. Cor re<e/amination. -ut the ne recruits have to bear the entire e/penses incurred by them for medical e/amination.enior 5hysician/. Those ho have to seek help of heel chair or such appliances for moving should not be considered for appointment. %ther ise no re:uest for any appeal to the Medical -oard ill be considered. $oss of sight in one eye. the -ank is satisfied on the basis of the evidence produced before it of the possibility of an error of "udgement in the decision of the Medical 9/aminer it is open to the -ank to allo an appeal to a Medical -oard hich ill be constituted as and hen re:uired.. can be appointed in the clerical cadre only. The follo ing categories of candidates may be considered for appointment in clerical cadre but not as subordinate staff as per e/tant instructionsL $oss of one arm.enior #onsultant of standing in the speciality concerned here a candidate is declared unfit. provided the candidate can rite and ork ith other hand.pecial 9mployment 9/changes for physically handicapped persons or else. be submitted by the candidate ithin one month of the communication in hich the decision of the Medical 9/aminer is communicated to him/her. (GG=..9.enior Medical %fficer of the #ircleM #hief Medical %fficer or any .** 8.uch appeal should ho ever. This fee ill be refundable to those candidates ho are declared fit by the -oard hereas in the case of others it ill be forfeited. $oss of leg2s3. The Medical -oard ill consist of L 2i3 2ii3 2iii3 . .ince the enactment of the 5ersons !ith 8isabilities &ct. physical disability cannot be a bar to appointment or promotion. a fresh e/amination should be undertaken.The provisions regarding HI6 test appointments "3 C%R C9M&$9 #&78I8&T9. The choice of nomination on the Medical -oard ill be that of the -ank.urgeon of 4overnment/Municipal HospitalM . If ho ever. k3 i3 5HF. ii3 25 . The fees incurred by the employees for medical test at the time of promotion may be paid by the -ank by debit to #harges &ccount. %nly after three months of the delivery. l3 R9IM-ER. the candidate ill be re:uired to deposit an appeal fee of Rs. ould be applicable only to ne entrants/fresh 5regnancy is a bar for immediate appointment and the candidate should be declared temporarily unfit.9M97T %C M98I#&$ 9D597. 5hysically handicapped candidates should come through the Medical -oards attached to . m3 4979R&$ There ill be no right of appeal available to the candidates against the decision of the Medical 9/aminer. the Medical %fficer/-ankKs &uthorised 8octor should not e/amine them and should ask them to appear through the above Medical -oard. . provided the other eye has normal vision or is corrected to normal ith glasses ith ma/imum Myopia or hypermetropia N. provided the candidate can move ith artificial leg and/or crutches.** 8 or <. =*/<.

The appointment is made sub"ect to the fact that the %fficial confirms that the candidate has not come to the adverse notice and that he is suitable for employment in the -ankKs service.?.2/1:3 :9 .chool/#ollege in hich the candidate studied last.2/1:38 . 2. ii3 iii3 iv3 26 . at the time of conducting pre<recruitment formalities.#.2/-8 9:0 -76. The candidate is asked to complete an &ttestation Corm &nne/ure ).((3. ho ever.3 #-0191. Three testimonials ould also have been enclosed ith this bio<data.3.Report of the Medical -oard specialist panel or -oard. the candidate should be appointed only after these reports are received. a report is also obtained from the 8istrict Magistrate of the district/locality also. C62.:9 =10/.2 #-0191. these reports are not received before the common date fi/ed for appointment. If. These should be re<scrutinised by the -ranch Manager... & copy of the &ttestation Corm on completion by the candidate. %ne of the testimonials ould be from the Head Master/5rincipal of the . It should be indicated clearly in the appointment letter that confirmation of the candidate in the -ankKs service ill be sub"ect to a satisfactory report on his/her character and antecedents from the police authorities.-7-3/8 The follo ing procedure should be follo edL< i3 & candidate ho has :ualified in the ritten test and has been selected for intervie ould have already submitted his detailed bio<data 2on the form prescribed by the Recruitment -oard3.1 #ERIFICATION OF CERTIFICATES$TESTIMONIALS$ BEFORE APPOINTMENT OF A CANDIDATE #-0191.-0/191../-0$23/-. &s far as possible.2/1:32. 2. .3. if any. In case the police en:uiries are not completed before the candidate becomes due for confirmation. &s proof of age any one of the follo ing documents may be accepted. the employeeKs services ill be terminated in terms of paragraph =)) 2(3 of the & ard. as per &nne/ure ).2/1:3 :9 . Reports from t o referees already named by the candidate in his bio<data should be obtained as per &nne/ure ).G ould also need to be obtained.chool leaving #ertificate as the final proof of the age of the #andidate and as such no other document/affidavits are acceptable to the -ank. Reports from previous employer2s3.202. the candidate ill be confirmed in the -ankKs service sub"ect to a satisfactory report from the police authorities. 2. If ithin = years preceding the date of en:uiry the candidate has resided for more than a year in any other district or locality.# certificate 2for verification of the date of birth and the division obtained3. The -ank relies on the date of birth mentioned in the .3 2. i3 . certificate or Eniversity e/amination certificate should be verified..2/1:3 :9 25-$72/.(*. ill be final and ill not be sub"ect to revie by any other It should be clearly understood that the -ank reserves to itself absolute discretion to re"ect or accept any candidate after considering the report of the Medical -oard.191. the candidate may be appointed in the -ank sub"ect to satisfactory reports from the referees/past employers.chool $eaving #ertificate for appointments in subordinate cadre.+ 0 ). is sent by the -ranch Manager to the 8istrict Magistrate of the 8istrict or the locality in hich the candidate is permanently resident 2&nne/ure<). If the police report turns out to be adverse..3.

countersigned by the 8istrict Magistrate or obtain certificates in the forms prescribed by them. !e may accept caste certificate issued as social status certificate. the verification reveals that the candidateKs claim as false.tipendiary Magistrate3/.% D-4-3723/8 :9 7-9-3.24 The candidate should submit a certificate issued by the Medical -oard attached to the . his service may be terminated in accordance ith the relevant rules and other legal action may be initiated.237172/-8 The undernoted certificate2s3 should be produced by the candidates as sufficient proof in support of their claims of belonging to .-<23 .-7 .#/.ecretary to &dministrator/8evelopment %fficer 2$akshad ip Islands3.! EG-8-0@1. Revenue %fficer not belo the rank of Tehsildar. 2. &dministrator/. ii3 iii3 iv3 v3 b3 .-0/191. The 4overnment of India have advised that the ..86=<1881:3 :9 . here the candidate and/or his family ordinarily resides.237172/-8 .A .3.:42-71. If after appointment in any particular case. 8istrict Magistrate/&dditional 8istrict Magistrate/#ollector/ 8eputy #ommissioner/&dditional 8eputy #ommissioner / 8eputy #ollector/(st #lass .2.pecial 9mployment %ffices for 5hysically Handicapped stating the nature and e/tent of orthopaedical handicap.@-0191. Ho ever.8-0@1.2/1:3 :9 718.2/-8 13 0-84-./ :9 8. #hief 5residency Magistrate/&dditional #hief 5residency Magistrate/5residency Magistrate.-7 13 2.-7 /01=-$OBC .4-08:33-.2371.3.tipendiary Magistrate3/Taluka Magistrate/9/ecutive Magistrate/9/tra &ssistant #ommissioner 2not belo the rank of Ist class stipendiary magistrate3.( C:<<631/A .-76. the appointing authority should verify the caste status of a .9:0 . 2..205.2/.244-7 .() 0 ).-0/191.#/.chool $eaving #ertificate or -irth #ertificate giving the #aste or #ommunity of the candidate and place of residence may be accepted by the &ppointing &uthority as sufficient proof in support of a candidateKs claim as belonging to . 8ivisional Magistrate27ot belo the rank of (st #lass ..=::? 8ischarge -ook of the candidate should be perused in order to verify his claim for being considered as an e/<serviceman as also to ascertain his character and Medical #ategory.T candidate through the 8istrict Magistrate of the place.(..2371.6 O0/.()&3.tipendiary Magistrate/#ity Magistrate 27ot belo the rank of (st #lass . ?1.-76.3.. 2..2.28/-$ 8./1:3$ 718/60=-7 20-28 They should produce a certificate issued by a competent authority. 8eaf and 8umb and -lind do not come under the category of orthopaedically handicapped. Matriculation or .3..ub<8ivisional %fficer of the area here the candidate and/or his family resides.cheduled #aste/Tribe.237172/-8 .1 a3 i3 C:<<631/A C-0/191.3. stating full particulars of the e/<servicemen killed in action/disturbed areas and that the applicant is his dependant. c3 27 .chedule #aste/Tribe 2.T candidates need not be asked to produce caste certificates.2/#ertificate issued by one of the follo ing authorities on the lines of proforma given 2&nne/ure< ).ub.

Eganda. The recommendations should be comprehensive and indicate the reasons necessitating such appointment. 9ast &frican countries of .21<8 The primary responsibility to verify the factual position before issuing the community certificate to an individual is that of the authority empo ered to issue the certificate. in any particular case. immediately on selection.). & specimen of the format of eligibility certificate is furnished at &nne/ure ).cheduled Tribe. & clause to this effect should be incorporated in the appointment orders issued to the candidate belonging to . may verify the claim of a candidate through the 8istrict Magistrate of the place here the candidate or his family ordinarily resides. permanently settling in India. or likely to be appointed. Haire and 9thiopia and 6ietnam ith the intention of permanently settling in India. if made already !hether appointment is temporary. Mala i. the Enited Republic of Tanganyika or Hanzibar. unless there are definite redeeming circumstances. or ith the intention of a person of Indian origin ho has migrated from 5akistan.2 i3 #-0191.3.ervice and office in hich appointed. 8ate of appointment.2. if they consider it necessary for any reason. and hether he has intention of settling permanently in India. Ministry of Cinance. for a definite period or in a permanent capacity vii3 !hether character and antecedents have been verified and found satisfactory. i3 ii3 iii3 iv3 v3 vi3 viii3 28 . .(. ii3 2. date of migration to India.('.ri $anka.3. 8epartment of 9conomic &ffairs 2-anking 8ivision3. -urma. or a sub"ect of -hutan.2/1:3 :9 C.1 9ligibility certificate in respect of persons other than Indian citizens sub"ects of 7epal. -hutan and persons of Indian origin. & candidate belonging to any of these categories may be admitted to an e/amination or intervie for selection but may be given an offer of appointment only after he/she is issued an eligibility certificate by the 4overnment of India. -ut. apart from Indian citizens. the verification reveals that the candidateKs claim as false. In case of migrant.tate/Territory of hich he is a sub"ect or to hich he belongs or his nationality. (G>).enya.cheduled #aste/.) R-42/012/-8$M15023/8 Identity certificate from appropriate authorities such as 9mbassy of India/High #ommission for India/8istrict Magistrate of the area here the candidate is residing should be verified in respect of such candidates. or a Tibetan refugee ho came over to India before the (st January. If after appointment. In this connection. 2.3. a candidate belonging to any of the follo ing categories may be considered for appointment in the -ankL< a3 b3 c3 d3 a sub"ect of 7epal. his services may be terminated in accordance ith the service regulations. Hambia. the appointing authority. Cor this purpose. steps are to be taken to verify the character and antecedents of the selected candidate and recommendations should be submitted to 50HR8 8epartment through the respective #ontrolling &uthority for on ard transmission to #orporate #entre for obtention of issuance of eligibility certificate. the follo ing particulars should be advised hile making references for obtention of eligibility certificatesL< 7ame L CatherKs 7ame . 5ost/. The Ministry of Cinance have advised that as in the 4overnment.

+3 .% (. 2.***3 and semi<urban branches having regard to the special characteristics of these branches.(). & list sho ing the family members ho ould be deemed to fall ithin the category of Kclose relativesK is given belo . it should be ensured that the candidates have no close relatives orking at the branch. 8T8.3 . ii3 iii3 29 . The management shall be free to ork out the staffing pattern based on the needs of the organisation.! POSTING OF CLOSE RELATI#ES &s a matter of policy..onKs ife 8aughter CatherKs father CatherKs mother MotherKs father MotherKs mother 4rand . If any employee is transferred to a branch/office here a close relative is orking.().on 2including step son3 .=3 .isterKs husband HusbandKs father HusbandKs mother HusbandKs sister HusbandKs brother !ifeKs father !ifeKs mother !ifeKs brother !ifeKs sister CatherKs brother CatherKs sister MotherKs brother MotherKs sister -rotherKs son '*3 '(3 ')3 ''3 '.isterKs son . the matter should be reported to the controlling authority for necessary action.G3 =*3 =(3 =)3 ='3 =.3 ==3 =>3 =+3 =?3 -rotherKs daughter .3 )=3 )>3 )+3 )?3 )G3 Cather Mother 2including step mother3 . i3 COMBINED DESIGNATIONS Instructions relating to giving combined designation are as underL There is no restriction on combination of designations at rural branches 2a rural branch is an office situated at a centre ith a population of less than (*.ister 2including step sister3 . not more than three designations can be combined.'3 .3 =3 >3 +3 ?3 G3 (*3 ((3 ()3 ('3 (.. $ist of close relatives (3 )3 '3 . an undertaking should be obtained that he is not related to any member of the staff orking thereat.>3 .3 (=3 (>3 (+3 (?3 (G3 )*3 )(3 ))3 )'3 ).?3 .5&L#IRL(.(GG* 2.3 '=3 '>3 '+3 '?3 'G3 . &t semi<urban branches. The present position of combining not more than t o designations in the metropolitan and urban branches ill continue. close relatives should not be posted in the same branch or office. In the case of ne appointment.*3 .)3 .(3 .isterKs daughter CatherKs brotherKs daughter CatherKs brotherKs son CatherKs sisterKs daughter CatherKs sisterKs son MotherKs sisterKs son MotherKs sisterKs daughter MotherKs brotherKs son MotherKs brotherKs daughter CatherKs brotherKs ife CatherKs sisterKs husband MotherKs brotherKs ife MotherKs sisterKs husband !ife Husband !ifeKs sisterKs husband HusbandKs sisterKs husband HusbandKs brotherKs ife !ifeKs brotherKs ife HusbandKs brotherKs son HusbandKs brotherKs daughter HusbandKs sisterKs son HusbandKs sisterKs daughter !ifeKs sisterKs son !ifeKs brotherKs son !ifeKs sisterKs daughter !ifeKs brotherKs daughter -efore appointing a candidate/transferring an employee to a -ranch/%ffice.on 4rand daughter 8aughterKs husband -rother 2including step brother3 -rotherKs ife .

). it should be noted that the change in designation the allo ance payable to such employees. in case of orkmen employees recruited after (. >. if an allo ance is payable for either of the designations. In this connection. Head #ashier &ssistant Head #ashier #lerk/Typist #lerk #ashier #lerk<cum<#ashier/ #ashier<cum<#lerk #ashier<cum<clerk<typist Mill #hecking . ).(G+G '. Head #lerk #ashier<in<charge or 8y. 7o. ould have no effect on 30 .. 2.taff #hanged 8esignation Head &ssistant 2&ccounts3O Head &ssistant 2#ash3O 8y. +. in case here an employeeKs service cannot be effectively utilised in an allo ance carrying post.). entrustment of duties attracting special allo ance designation. it combined designation. Head &ssistant 2#ash3 &ssistant 2&ccounts 0 Typing3 &ssistant 2&ccounts3 &ssistant 2#ash3 &ssistant 2#ash 0 &ccounts3 &ssistant 2#ash.. '.r. &ccounts 0 #ash3 &ssistant 2-ill #ollection 0 #ash3 ?.eeper Record . &n employee. Record .'(. the restriction of designations shall not apply and they shall be re:uired to perform any duty of the cadre. &ccounts 0 Typing3 &ssistant 2Mill #hecking 0 &ccounts3 &ssistant 2Records 0 &ccounts3 &ssistant 2Records. Ho ever.eptember. =.9TT$9M97T 8T8. .(*. i3 ii3 iii3 It is clarified that here an employee has been appointed as A&ssistant2&ccounts/Typing3A. such posts ith combined designations need not be created. ith combined designations ill be entitled to the appropriate special allo ance. G.eeper<#um<cashier -ill collector (*. . even if his services are not utilised in the post carrying special allo ance. 9/isting 8esignation (. as per vacancies advised or appointment letters issued. ill be a ill not amount to granting an additional Curther.6 COMMON DESIGNATIONS DEPARTMENT STAFF FOR CLERICAL AND CASH ith effect #ommon designations as under have been given to employees in clerical cadre from (st . (GG= .(GG=.

) APPOINTMENT ORDER The candidates selected for appointment ill be given an appointment order 2&nne/ure ). The candidate should be appointed on si/ months probation. (G>( or under .!hile appointing employees in clerical cadre appropriate combined designations should be given to the ne ly recruited employees at the time of appointment.(.enior &ssistantA in terms of &greement on #areer 5ath 2.#/.(G3 Rules of #onductM2&nne/ure ).(>3 In addition to the abovementioned declarations/undertakings the undernoted papers should be kept in a separate file of the employeeL< 2a3 2b3 2c3 2d3 2e3 2f3 2g3 2h3 2i3 2"3 -io<data received from the controlling authorityM #opies of certificates regarding educational :ualificationsM 5roof of age2.2 2a3 2b3 2c3 2d3 2e3 2f3 2g3 2h3 2i3 2"3 2k3 2l3 2m3 5ersons convicted for do ry offences under the 8o ry 5rohibition &ct.)*3 8etails of previous service in the -ankM2&nne/ure ).ection '*.(G3 8eclaration regarding place of domicileM2&nne/ure ).(.(. 2b3 of the Indian 5enal #ode should be dis:ualified from being appointed in the -ank. $ist of the letters/undertakings to be obtained from the candidates are given hereunder Endertaking regarding transferM 2&nne/ure ).(G3 $etter regarding #riminal $a &mendment &ctM2&nne/ure ).chool $eaving #ertificate3M #aste certificate2in case of .)(3 .(=3 %ption for availing leave fare concessionM2&nne/ure ).T/%-# category candidates3M Report of the Medical 9/aminerM 5olice 6erification ReportM #haracter certificates and certificate2s3 from the past/present employer2s3M #opy of the letter of appointmentM 8uplicate copy of the Memorandum of &ppointmentM &ny other papers in respect of the appointment of the candidateM 2.3 8eclaration regarding Residential &ddressM 8eclaration stating that the employee is not an undischarged bankruptM2&nne/ure ). 31 .( DECLARATIONS$UNDERTAKINGS TO BE OBTAINED FROM THE CANDIDATES 9ach candidate shall furnish to the -ank the undernoted declarations/statements.(+3 $etter regarding close relativesM2&nne/ure ).(G3 $etter of undertakingM2&nne/ure ).))3 under advice to the controlling authority after obtaining medical fitness certificate from authorised doctor and all the undertakings and declarations listed in above paragraph and ensuring that he is not related to any member of the staff at the -ranch at hich he is proposed to be posted.ecrecyM2&nne/ure ).1 2. &ppropriate diary note should be taken to ensure prompt submission of the Reports on the ork and conduct of the employees as per details given in #hapter ' of this Reference -ook. 2.tatement of &ssets 0 $iabilitiesM2&nne/ure ).(?3 &ckno ledged copy of conduct rules duly signed by the candidateM 8eclaration of Cidelity and . O Termed as A.

... if any.... please ensure that all formalities including Medical e/amination are completed... ithout assigning any reason....... In the event of your being appointed in the -ank. Fou ill have to identify yourself to the satisfaction of the -ranch Manager........ ..tate -ank of India..T/%-# category. Ho ever. In this connection please note that the fees for medical e/amination hich ill be Rs... +..1 8ear ..... He is instructed to follo the matter if the '.. 5lease advise the -ranch Manager of the above -ranch names of t o referees ho should not be related to you and ho are in a position to submit independent reports on you.. 5lease produce this letter to the -ranch Manager for his scrutiny... e are pleased to inform that you are being considered for appointment in the -ankKs services as .... 5lease note that you ill not be paid any travelling allo ance/conveyance charges for "oining your place of posting and that your services may be terminated at any time during the period of probation........... therefore. at. 2appro/imately3 ill be borne by you...... >... R9#REITM97T I7 #$9RI#&$/. =...... 5lease note that in the event of any of the declaration/certificate being found false at a later date. ... 5lease note that certificate should be issued by an officer not belo the rank 9/ecutive Mamlatdar......... call on the -ranch Manager of above branch 2in original3 declarations on or before........ In case you belong to ....ANNEXURE 2..E-%R8I7&T9 #&8R9 !ith reference to your attendance at the intervie ..chool/#ollege last attended.....#/... ?. The reports from the referees ill be obtained directly by the -ank.... ith the follo ing certificates -irth #ertificate/......... &.TT......... 4979R&$ M&7&49R #opy for arded for information and necessary action to the -ranch Manager. before resigning from your present employment......... this offer of appointment shall be deemed to have been cancelled and in the event of your having "oined the service....ir/Madam. you ould not be considered for the appointment and no further correspondence ill be entertained in this regard......... you ould be re:uired to give a satisfactory $etter of Release from your past/present employer.... If you fail to report to the -ranch Manager before stipulated date.......... you ill render yourself liable for disciplinary action including removal from service.. ).chool $eaving #ertificate 2for verification of date of birth3 #ertificate regarding educational :ualification Military 8ischarge #ertificate 2in case appointment of e/<servicemen3 #haracter certificates either from t o 4azetted %fficers of 4overnment or one such officer and an officer of the -ank in addition to a certificate from the Head Master/5rincipal of the . . 32 .. Fours faithfully..... 2a3 2b3 2c3 2d3 5lease......-ranch... please produce a caste certificate as per enclosed proforma.... G..................

.........candidate does not report for duty on .... hich 33 ....... He should advise the date on the candidate reports at the -ranch........

........ . .. a specimen of hose signature is given belo for purpose of identification has been selected for appointment in the clerical/subordinate cadre of the -ank/ has been selected for promotion to clerical/officersK cadre.. M98I#&$ 9D&MI7&TI%7 ..pecimen signature of the #andidate/5romotee3 Fours faithfully #hief Manager2 59R 0 HR83 -ranch Manager #opy to ... therefore...... ).............. He/.. 8ear ................../........... !e enclose here ith for your information a copy of the guidelines to be follo ed hile e/amining the candidate......................... ................................................................ re:uired to be medically e/amined by you.........mt......../.......... The declaration form duly competed and signed by the candidate is also enclosed...he is..um...... ....................ANNEXURE 2................. 2.........2 8r....hri/....um QQQQQQQQQQQQQQQQQQQ.has been instructed to call on you ithin )/' days..................hri/...... .um.........hri/...... 34 ....ir/Madam../................mt.......... 5lease submit to us the medical report on him/her in the enclosed form in a separate cover marked A5rivate 0 #onfidentialA... Four fee for the medical e/amination ill be borne by the candidate......................................mt.

....................... History of &sthma.....................................................................................T&T9M97T %C TH9 #&78I8&T9/5R%M%T99 2T% -9 CI$$98 I7 -F TH9 #&78I8&T9/5R%M%T99 -9C%R9 5R9.... fainting spells........................3 ............................................. 4ive details L< C........................................................... 4ive detailsL < ...... History of -leeding Erinary Tract.......... 7eurasthenia.................. breathlessness on e/ertion. 35 ......................... &ppendicitis....................................................................... .. 7ervous -reakdo n.......................................................... 8etails to be givenL < ................ History of Cits.................................................................................... etc......... ...................................... %C I78I& 59R. s elling of legs/face......................................... cyanosis................................................................................................. ).... etc.............. 4astric or 8uodenal Internal 5iles........urname first3 #ategory of 5ost &ddress L ..........97TI74 TH9 C%RM T% TH9 M98I#&$ %CCI#9R3 (............ -reathlessness............................................ $ucoderma.......... >.............. etc.................................................%7&$ .......... History of palpitation.................... ............... .......................... ............................. L .................T&T9 -&7................... etc...................................... 6enereal 8isease etc................................................................. 5assing of stone or gravel in urine etc...................................................................pitting of blood.... rheumatic fever ith "oint pains..... L ........................................ ........................................................ ............. ..........................ANNEXURE 2................................... ........................................................................................................ 9............................................. &........................................... 5ainful Erination.................... ..................... Typhoid.............................................................................................................................................................................................. Cistula................ =... 7ame in full 2....... '...... History of $eprosy.................................................. Tuberculosis.................................................. L............. ................................................ 4ive detailsL < . 5leurisy................ L .......................... . 4ive details L< ..... ........... Jaundice....................... e/tensive generalised allergic dermatitis................................ 8...................ingle 5ersonal History History of -leeding from 4astro<Intestinal Tract.. pain in the chest........................... #..................... 4ive detailsL < ... ........... Elcers........................... 8ate of -irth Married/................................................ -......................................... 5aralysis.......

........................ Have you ever been tested for HI6R if so............................................. .................... ........... 5lace L ............................................... hat as the reportR .................................................................................................... .......................................................................................... .......... %varies or -reasts L L L L L L L L L L L Regular/-lood History +.................... J...................................................................... ........................................................................................................................................................................................................................................... ................................................................ I hereby declare that the above statements are correct to the best of my kno ledge and that any incorrect/suppressed information ill render me liable for termination of my services in the -ank............................................................................................................ ................................................................................................................................................................................................. 2c3 &ny evidence of pregnancy 2d3 History of disease of Eterus #ervi/....................................................... 36 ............................ Camily History Heart disease 0 Hypertension Tuberculosis ............................................................................................. .......................................................................... Is there any other item in your medical history hich you have not already mentionedR ............................................................................................. 8etails of serious illness/in"uries sustained by accident or other iseM 4ive details L< ........................................................................ H......... I...... ..................... 4................................................................................................................ .......................... ...............M.................................................... 2a3 2b3 2c3 2d3 2e3 ?....................idney 8isease #ancer &ny other serious ailments Cor female candidates only 2a3 Menstrual History 2b3 8ate of $............ ....................................................... .....5............................. 8ate L ................................................ 8etails of surgical operations undergone L .................................................................................................... Have you suffered from defects in hearing or eye sightR 4ive details L< ................................................................................ ..............

. the candidate ill be called upon to deposit a sum of Rs............ ...... 2........ of the possibility of an error of "udgment in the decision of the Medical 9/aminer it is open to the -ank to allo an appeal to a Medical -oard hich ill be constituted by the -ank.... If found medically fit by the -oard this deposit ould be refunded to the candidateM it ill other ise be forfeited..I4798 I7 MF 5R9.... be submitted by the candidate ithin one month of the date of communication in hich the decision of the Medical 9/aminer is advised to him/her. If ho ever.97#9 .ignature of the Medical 9/aminer 7%T9 L The candidates may please note that they ould have no right to appeal against the decision of the Medical 9/aminer.... If the setting up of the Medical -oard is decided by the -ank.... 37 ..........=*/< for the purpose................ignature/Thumb impression of the candidate/promotee3 ............................ the -ank is satisfied on the basis of the evidence produced before it.uch evidence should ho ever.. The report of the Medical -oard is final and ill not be sub"ect to revie by any other specialist panel or -oard. .............

...Q.... L ............. #&T94%RF %C TH9 5%... L 4ood ... L .. %bese ........ L ......... 2a3 ............ $...... '........ L Thin ..............! R95%RT %C TH9 M98I#&$ 9D&MI79R 7&M9 %C TH9 #&78I8&T9 L Q.......... 5oor ..... &/is &fter full inspiration L &fter full e/piration L L &ny obvious disease L L Fes/7o. !hether the vision is normal If not................... 7ear 6ision R.....9. Cair ......9.................trength of glasses .................................. is it capable of being corrected to >/> ith glass 2not ith contact lenses3 If the candidate as referred to an eye<surgeon hat are surgeonKs observations in respect of the follo ing L &ny disease 7ight blindness 8efect in colour vision Cield vision 6isual acuity Cundus e/amination &cuity of vision 8istant 6ision R...... &verage ............QQ......... 2b3 2i3 2ii3 2iii3 2iv3 2v3 2vi3 38 .... 7aked eyes !ith glasses ..I7 9F9............. L ..........ANNEXURE-2.....T L ..ph.......... #yl...... !hen .. 4eneral 8evelopment 7utrition -est eight &ny recent change in eight Temperature 4irth of chest 2a3 2b3 )...9... (.............

... Hernia ..... 79R6%E.. +.... .................. 4$&78........... 2b3 -lood 5ressure L .................................................................................................. 8iastolic ... ................QQQ...........................................T9M L ............ 5ulse Rate L ...............T9M L Indication of nervous mental disabilities ................. G................ #%78ITI%7..........5IR&TI%7 .. L Inspection....................................................... $............F. 2a3 #IR#E$&T%RF ................. 2b3 (*....................................................................................................................................................................... e/plain fully ............................idneys .................................................................................................................................................................................. $%#%<M%T%R ............................................................................................................................ L ... Hemorrhoids .......... .............. Tenderness Q. If yes..................$.......Q 39 ...................................... L ...... ....................................... Hypermetropia 2Manifest3 R.............. $eft 9ar ..................... ....................... %C T99TH R9............................T9M Heart L &ny organic lesionR L .............................. ((............... ..........................................F..... ......... ............................................................. ...................................................................... Tumors ............................T9M L &ny abnormality ...............................................ystolic ............................................................................ L Right 9ar .........................................9................................... Cistula .................................... 2a3 5alpable L $iver .................. 9&R....................... >...F....................................... 8oes physical e/amination reveal anything abnormal in the respiratory organsR ........QQ ......F......................................................pleen .......9.............. ?.................................... Hearing =............................... &bdomen L 4irth ...... Thyroid .............9.......................

........ugar .......... ...................Q.......................... Is there any thing in the health ofthe candidate likely to render him/her unfit for the efficient dischargeof his/her duties in the service for hich he/she is a candidateR The Medical 9/aminer shouldRecord the findings under one of the follo ing categories L 2a3 Cit 2b3 Enfit on account of In the case of a female candidate.........................................................................Q........................................................ ......................................................................... 40 ..................QQ........... ..................................................................... ....... 8ear ................................................................... 5hysical appearance..................... &lbumin .Q.................. 6aricoecele...................T9ML&ny evidence of Hydrocele.................................................................. 2f3 #ells ......... etc QQQQQQQQ..................... (>............ 2d3 ... Erine &nalysis L 2a3 2c3 2e3 ('......... (.......... 7%T9 L ANNEXURE 2..................4r.........ir/Madam..........p....................... if it is found that she is pregnant............................... (=.............................................................................................Q..................................................................Q....... 8esignation L ......hri/...... R95%RT %C TH9 -$%%8 9D&MI7&TI%7 L 2Including HI6 Testing3 ............% 5RI6&T9 0 #%7CI897T&$ ......... ...................... 5lace L ........ ...Q................................................... ...........Q............. ........................QQQ 2b3.... ..........E-%R8I7&T9 #&8R9 %C TH9 -&7................................../.......................... R95%RT %C D<R&F 9D&MI7&TI%7 %C #H9............ 497IT% ERI7&RF .... ................................. R9#REITM97T I7 #$9RI#&$/.....................................mt................................................................um........ she should be declared temporarily unfit........().F............ignature of the Medical 9/aminer 7ame L ..................T L ......... #aste .....Q... 8ate L .....

.......hri/.. be obliged if you ill kindly give us in confidence... in the -ank... )......mt. !e shall..... &n early reply ill be greatly appreciated...../...... ho has applied for appointment as a .... Fours faithfully.................... has given your name as a referee/previous/present employer........um . therefore........ your opinion on his/her character and antecedents on the lines of the enclosed proforma. -ranch Manager 41 .....................

... (............ Fear ......................... nature of relationship L &ny special traits L .......................6 7ame of the #andidate .................... )...................... '................... >.. Is the candidate kno n to youR Fes/7o If so..... hich ould render the candidate unsuitable for 42 ..... G........................... &pplied for the post of ............. ...................................................... I certify that the above information is correct to the best of my kno ledge and belief and that .... bears a good moral character...................... 7ame ...um .............. 2a3 2b3 ..hri/...... ......................................... ?...... =............tatus .. &ddress .. .........................../.......ANNEXURE 2...... kindly state the period.... 8ate . +...................ignature ..mt.................... Is the family of the candidate kno n to youR Has any member of the candidateKs family ever been arrested/kept under detention or convicted by a court of la R &re you a are of any circumstances appointment in a banking institutionR Is the candidate related to youR If yes. Months !hether to the best of your kno ledge and information the candidate has at any time taken active part in politics He as ever arrested/prosecuted/ kept under detection or convicted by a court of la ..................................... 5lace ........

....ignature ........................... ...3 (... >........................ .......97T 9M5$%F9R2..QQ........./5R9..... reasons for dismissal/discharge !hether there is anything that may render him unsuitable for service in the -ank.. 43 . =........ QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ....... 7ame of the candidate 5eriod for hich he as employed in your #ompany/Cirm/8epartment #onduct during the period of his service !hether the candidate is still in service or notR resignation R If not......................................( 5R%C%RM& %C R95%RT T% -9 %-T&I798 CR%M 5R96I%E.................... 7ame of the #ompany/firm/ 8epartment ................................. &ddress ................................ '...... Is the candidate related to you R 7ame 0 8esignation ..... ).........ANNEXURE 2.............QQQ QQQQQQQQQQQQQQQQQQQQQQQQQQQQQ.

treet/Road and To n3 7ame of the 8ist... 5resent address in full 2i... 7ame in full 2in block capital3 ithaliases if any. )....Thana and 8istrict... 6illage. If the fact that false information has been furnished or there has been suppression of any factual information in the attestation form comes to notice any time during the service of a person....treet /Road. the address in that country and the date of migration to Indian Enion.. if any 5resent postal address 2if dead.... $ane/. =. Head:uarters of the place mentioned in the preceding column. Residential address in full 2i.... $ane/ .$ane/. CatherKs name in full ith alias.. his services ould be liable to be terminated..months &ge at Matriculation +. &ppro/3 Curnishing of false information or suppression of any factual information in the attestation form ould be a dis:ualification and is likely to render the candidate unfit for appointment in the -ank.3 If originally a resident of country other than India. or House 7o.) 2a3 2b3 2c3 >..years.( 2a3 2b3 2c3 2d3 2e3 =... 6illage... or House 7o.e..e.. H.. 44 .. Thana and 8istrict.To.ANNEXURE 2.T&TI%7 C%RM 5H%T%4R&5H &ffi/ signed 5assport size 2= cm.........treet/Road and To n3.@.. give last address3 5ermanent Home address 5rofession If in service.. (.. Home address in full 2i.. 25lease indicate if you have added or dropped at any stageany part of your name or surname3...) &TT9.6illage.e...... here you have resided for more than one 5articulars of places 2 ith period of residence3 year at a time during the preceding five years... 2a3 2b3 ....... To n and name of the 8ist.. '.. or House 7o. give designation and official address HusbandKs name in full 5rofession 8esignation and office address 7ationality of 2a3 Cather 2a3 2b3 Mother 2b3 2c3 Husband/!ife 2c3 9/act date of birth and 5resent age L .. D + cm... Thana and 8ist. Crom ..

..tate to hich you belong Four religion &re you a member of a .. should be given............. ANNEXURE 2... or debarred/dis:ualified by the 5ublic . at any time.................... any active part in policticsR 89#$&R&TI%7 I certify. R94I...... firm or of ork institution ()..... Have you ever been arrested.. .. ...........tate in hich situated3 8ist....... 8istrict..... or kept under detention or bound do n/fined/convicted by a #ourt of $a for any offence.... . in any manner they decide to do so inclusive of police en:uiry into my antecedents...ignature of candidate . 8ear . full particulars of the case detention...chool/#ollege ith full address 8ate of 8ate of 9/amination Fear of entering leaving passed passing Reasons for leaving the "ob ((... 2a3 2b3 (*.. and ... give details 8esignation of post 5eriod Cull address of held or description Crom To office...... 7oK and if the ans er is yes.... %C 45 ...chools and #olleges since (= years of age 7ame of .. 9ducational :ualificationsL 5laces of education sho ing ...cheduled TribeR &ns er KFes..T9R98 5%.. ('... 7ame in -lock $etters 8ate ... that the foregoing information is correct and complete to the best of my kno ledge and belief..... 5lace ...... G........... sentence etc... conviction... I have/ ill have no ob"ection to -ank making en:uiries at any time 2immediately/in the near future3 regarding the statements made by me in the applications. 8o you take or have ever taken........T The #ollector/8istrict Magistrate. I am not a are of any circumstances hich might impair my fitness for employment in the -ank..cheduled #aste/. and .ervice #ommission from appearing at its e/amination selections or debarred from taking any e/amination or rusticated by authority/institutionR If ans er is KFes. 69RICI#&TI%7 %C #H&R&#T9R &78 &7T9#9897T.........?. If you have......... fine...... state the name thereof. 2a3 2b3 5lace of birth 28ist.........ir.. been employed.

..... &n attestation form submitted by the candidate is enclosed for your information and perusal................... '................./................ Fours faithfully........ .....mt............. -R&7#H M&7&49R 46 ......................./........um... Resident of .............EM.............................. &n early action is solicited...... ..hri/.......................... ).... re:uired for our consideration in connection ith his/her permanent appointment in -ankKs service........ !e shall be glad if you ill please arrange to furnish us the character and antecedents in respect of .......MT.................hri ............................... son/daughter of ....................HRI/..

ANNEXURE 2.1'
C%RM %C #9RTICI#&T9 T% -9 5R%8E#98 -F & #&78I8&T9 -9$%74I74 T% & ,#H98E$98 #&,T9 %R ,#H98E$98 TRI-9 I7 ,E55%RT %C HI, #$&IM C%RM %C #&,T9 #9RTICI#&T9 This is to certify that ,hri/,mt/.umO ...................................................................... son/daughter of ................................................................ of village/to nO .............. in 8istrict/8ivision ............................... of the ,tate/Enion TerritoryO ..................... belongs to the ........................... #aste/Tribe hich is recognised as a ,cheduled #aste/,cheduled Tribe underL The #onstitution 2,cheduled #astes3 %rder, (G=* The #onstitution 2,cheduled Tribes3 %rder, (G=* OThe #onstitution 2,cheduled #astes3 2Enion Territories3 %rder, (G=( OThe #onstitution 2,cheduled Tribes3 2Enion Territories3 %rder, (G=( 2as amended by the ,cheduled #astes and ,cheduled Tribes $ists SModificationT %rder (G=>, the -ombay Reorganisation &ct, (G>*, the 5un"ab Reorganisation &ct, (G>> the ,tate of Himachal 5radesh &ct, (G+* and the 7orth 9astern &reas SReorganisationT &ct, (G+( and ,cheduled Tribes %rder S&mendmentT &ct, (G+>3. O O O O O O O O O O O O O The #onstitution 2Jammu and .ashmir3 ,cheduled #astes %rder, (G=> The #onstitution 2Jammu 0 .ashmir3 ,cheduled Tribes %rder, (G?G. The #onstitution 2&ndaman and 7icobar Islands3 ,cheduled Tribes %rder, (G=G The #onstitution 28adra and 7agar Haveli3 ,cheduled #astes %rder, (G>) The #onstitution 28adara and 7agar Haveli3 ,cheduled Tribes %rder, (G>) The #onstitution 25ondicherry3 ,cheduled #astes %rder, (G>; The #onstitution 2,cheduled Tribes 2Ettar 5radesh3 %rder, (G>+ The #onstitution 24oa, 8aman and 8ui3 ,cheduled Tribes %rder, (G>? The #onstitution 24oa, 8aman and 8iu3 ,cheduled #astes %rder, (G>? The #onstitution 27agaland3 ,cheduled Tribe %rder, (G+* The #onstitution 2,ikkim3 ,cheduled #astes %rder, (G+? The #onstitution 2,ikkim3 ,cheduled Tribes %rder, (G+? 5lease :uote specific 5residential %rder. ho have migrated from

).I &pplication in the case of ,cheduled #astes/,cheduled Tribes persons one ,tate/Enion Territory L

This certificate is issued on the basis of the ,cheduled #aste/,cheduled Tribe certificate issued to ,hri/,hrimatiO.........................................father/mother of ,hri/,hrimati/.umariO................................. in 8istrict/8ivision............................... of the ,tate/Enion Territory........................., ho belongs to the.............................. #aste/tribeO, hich is recognised as a ,cheduled #aste/,cheduled TribeO in the ,tate/Enion TerritoryO..................................issued by the..............................2name of prescribed authority3 vide their 7o.............................. dated...........................Q.. '.I ,hri/,hrimati/.umariO.....................................and/or his/herO family ordinarily village/division of the ,tate/Enion Territory of ..................... ,ignature 8esignation 2!ith seal of officer3 5lace ....................... ,tate/Enion/Territory ................................. 8ate ........................... reside2s3 in

47

O 8elete the ords hich are not applicable. I 8elete the paragraph hich is not applicable. 00 To be signed by authorities empo ered to issue ,cheduled #aste/,cheduled Tribe certificates. 7%T9 L The term A%rdinarily reside2s3A used here Representation of the 5eople &ct, (G=*. ill have the same meaning as in ,ection )* of the

48

ANNEXURE 2.1' (A)
C%RM %C #9RTICI#&T9 T% -9 5R%8E#98 -F & #&78I8&T9 -9$%74I74 T% %TH9R -&#.!&R8 #$&,,9, S4.I 8ept of 5er 0 Trg.%.M 7o.'>*''/)?/G;<9stt 2Res3, dated *).*+.(G++T This is to certify that UUUUUUUUUUUUUUU, son of UUUUUUUUUUUU, of village UUUUUUUUUUUUUUU, 8istrict/8ivisionUUUUUUUUUUUUUUU in the UUUUUUUUUUUU stateUUUUUUUUUUUUU belongs to the UUUUUUUUUUUU community hich is recognised as a -ack ard #lass underL  4overnment of India, Ministry of !elfare, Resolution 7o. ()*((/>?/G'<-##2#3, dated the (*th ,eptember, (GG', published in the 4azette of India, 9/traordinary, 5art<I, ,ection<I, 7o. (?> dated the ('th ,eptember (GG', 4overnment of India, Ministry of !elfare, Resolution 7o, ()*((/G/G;<-##, dated the (Gth %ctober (GG;, published in 4azette of India, 9/traordinary, 5art<I, ,ection I, 7o. (>' dated the )*th %ctober (GG;. 4overnment of India, Ministry of !elfare, Resolution 7o, ()*((/+/G=<-##, dated the );th May (GG=, published in 4azette of India, 9/traordinary, 5art<I, ,ection I, 7o. ?? dated the )=th May (GG;. 4overnment of India, Ministry of !elfare, Resolution 7o, ()*((/;;/G><-##, dated the >th 8ecember (GG>, published in 4azette of India, 9/traordinary, 5art<I, ,ection I, 7o. )(* dated the ((th 8ecember (GG> ,hri UUUUUUUU and/or his family ordinarily reside2s3 in the UUUUUUU 8istrict/8ivision of the UUUUUUUUUU ,tate. This is also to certify that he/she does not belong to the persons/sections 2#reamy layer3 mentioned in #olumn ' of the ,chedule to the 4overnment of India, 8epartment of 5ersonnel and Training.%.M.7o.'>*()/))/G'<9stt.2,#T3, dated *?.*G.(GG'. 8istrict Magistrate 8eputy #ommissioner etc. 8ate L ,9&$ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU ,trike out hichever is not applicable. '??. 7.-.< 2a3 2b3 i3 The term K%rdinarilyK used here ill have the same meaning as in ,ection )* of the Representation of the 5eopleKs &ct (G=*. The authorities competent to issue caste certificates are indicated belo L 8istrict Magistrate / &dditional Magistrate /#ollector /8eputy #ommissioner / &dditional 8eputy #ommissioner/8eputy #ollector / Cirst #lass ,tipendiary Magistrate/,ub<8ivisional Magistrate/Taluka Magistrate /9/ecutive Magistrate/9/tra &ssistant #ommissioner 2not belo the rank of Cirst #lass ,tipendiary Magistrate3. #hief 5residency Magistrate Magistrate/&dditional #hief 5residency Magistrate/ 5residency ,!&MFK, R9,9R6&TI%7, 0 #%7#9,,I%7, I7 4%69R7M97T ,9R6I#9,.

ii3

49

iii3

Revenue officer not belo the rank of TehsildarM and ,ub<8ivisional %fficer of the area the candidate and/or his family resides.

here

50

ANNEXURE 2.11
4overnment %f India Ministry/8epartment L ........................................ file no. L ........................................ 7e 8elhi, the L ........................................

#9RTICI#&T9 %C 9$I4I-I$ITF In pursuance of 4overnment of India, 8epartment of 5ersonnel 0 &RKs Resolution 7o. (;*(;/'2,3/+>< 9stt. 2-3 dated (st March, (G++, the 5resident is pleased to direct that ................................................................................................................... .................................................................................................................................... ,on/daughter/ ife of ..............................................................................QQQQQ being a sub"ect/native of..........................................................................QQQQ...shall be eligible to hold any civil office in connection ith the affairs of the Enion. Ender ,ecretary to the 4ovt. of India

51

ANNEXURE 2.12
The -ranch Manager/#hief Manager/&sstt. 4eneral Manager ,tate -ank of India 8ear ,ir, I undertake to serve at....................................-ranch, my branch of initial appointment for a minimum period of t o years, unless the -ank decides to transfer me else here for administrative reasons. I shall not apply for a transfer to any other branch of the -ank for the first t o years of my service. 5$&#9 ................................. 8&T9 ................................... Fours faithfully, ................................ ,ignature

52

ANNEXURE 2.13
I have/have not orked at any of the offices/branches of ,tate -ank of India. The follo ing are the offices/branches ith period of employmentL 7ame of the -ranch 7ature of &ppointment Temporary or 5ermanent 5eriod for hich employed

,ignature of the #andidate ............................................ 7ame

,ignature of the !itness

53

ANNEXURE 2.1!
I hereby opt for availing $eave Care concession at an interval of t o/four years.

8ate L .......................... 5lace L .......................... .................................................. 7ame of the !itness

................................ ,ignature ...................................... ,ignature of !itness

54

ANNEXURE 2.1%
To, ,hri/,mt./.um...................... ,tate -ank of India .....................................-ranch 8ear ,ir/Madam, I have to inform you that in terms of the #riminal $a &mendment &ct, (G=?, the definition of the 5ublic ,ervants as given in ,ection )( of the Indian 5enal #ode has been e/tended to cover the employees of the statutory corporations. &ccordingly, all employees of the -ank come ithin the purvie of 5revention of #orruption &ct and any other criminal la s relating to public servants. Fours faithfully, ................................... -ranch Manager 8ate L .............................. ,ignature of candidate

55

ignature of employee 56 . The particulars of the employees at other offices of the -ank ho are related to me. = Fours faithfully. I am not related to any member of the staff presently serving at this -ranch.16 The -ranch Manager.r.tate -ank of India. ( ) ' . 7ame of the Relative -ranch/%ffice 5osted Relationship . 8ear . 7o. are as follo s L .ANNEXURE 2.ir. .

&n employee may not overdra his account ith the -ank.... hether against security or other ise ithout the authority of the $ocal Head %ffice of his #ircle. &n employee accepting from a constituent of the -ank a gift other than of fruit or flo ers ill unless the permission of the -ank has been previously obtained be liable to dismissal from service. . &ll employees must maintain the strictest secrecy regarding the -ankKs affairs and the affairs of its constituents.. 2v3 2vi3 2vii3 2viii3 engage in any other commercial business or pursuit either on his o n account or as agent for another or othersM 5rovided that nothing in the rules laid do n in this paragraph shall be deemed to prohibit an employee from making a bonafide investment of his o n funds in such securities as he may ish to buy. %C #%78E#T 2-esides signature herever provided..... -reach of this order ill be severely dealt ith..1( RE$9.. the applicantKs signature should invariably be obtained on each page3 &n employee of the -ank may notL 2a3 2i3 borro money from or in any ay place himself under a pecuniary obligation to a broker or money<lender or a sub<ordinate employee of the -ank or any firm or person having dealings ith the -ankM 2ii3 2iii3 2iv3 buy or sell stock/share/securities......... 2b3 &n employee guilty of infringing any of the provisions of the preceding paragraph himself liable to dismissal from the service. guarantee in his private capacity the pecuniary obligations of other person or agree to indemnify in such capacity another person from lossM act as agent for insurance company other ise than as agent for or on behalf of the -ankM be connected society... 9mployees at branches ho desire to appeal on any matter to an authority higher than their -ranch ill render 2d3 2e3 2f3 2g3 57 ...... 9mployees are forbidden to make personal representations to the 8irectors of the -ank or to the members of the $ocal -oard.. ith the formation or management of a "oint stock company or trust or I... government paper or any other securitiesM e/cept ith the permission of the #ompetent &uthority designated by the -ank.ANNEXURE 2..... of any description ithout funds to meet the full cost in the case of a purchase or scrip for delivery in the case of a saleM book debts at a race meetingM lend money in his private capacity to a constituent of the -ank or have personal dealings ith a constituent in the purchase or sale of bills of e/change. ..ignature 2c3 &n employee of the -ank may not take active part in politics or in any political demonstration nor may an employee accept office on a municipal council or other public body ithout the prior sanction of the -ank...

........tate -ank of India ithout the previous permission in riting from the -ank.... for the reasons given belo L ...............ignature 2I3 9mployees are forbidden from either accepting cash a ard or receiving complimentary and/or valedictory address in a public meeting ithout the previous sanction of the controlling authority..trike out hichever is not applicable.... I ill.......... II 2a3 I hereby declare that l am not an undischarged bankrupt.......... I am not related to any member of the staff presently serving at this branch or ...... faithfully..... &ccordingly........... .................... (G=? the definition of the term Kpublic servantsK as given in ....25lace3 in...ub<%ffice2s3 under its control.. I further declare that I ill not communicate or allo to be communicated to any person not legally entitled thereto any information relating to the affairs of the .. The particulars of the employees at other offices of the -ank..... %nly hen the -ranch Manager refuses or neglects to for ard an appeal may it be preferred to the $ocal Head %ffice direct........ These rules of conduct are in addition to the provisions of the 8esai & ard or any other a ard that may come into force and any instructions that may be laid do n by the -ank from time to time....... truly and to the best of my skill and ability perform the duties re:uired of me as 8irector......... I further declare that I have not at any time been ad"udicated insolvent or suspended payment or compounded ith my creditors.......... and any other criminal la relating to public servants....................... member of $ocal #ommittee...... OThe above is my place of birth/The above is not my place of birth. O.................. but has been declared as domicile. or been convicted by a criminal court of an offence involving moral turpitude.. ..... all employees of the bank come ithin the purvie of the 5revention of #orruption &ct. In terms of the #riminal $a &mendment &ct........... member or e/ecute and $ocal -oard... officer or other employee 2as the case may be3 of the .................... 2h3 2i3 &n employee desirous of applying for an appointment else here or for a post in a higher capacity in the -ank itself 2if permissible3 should for ard his application through the -ranch Manager of the -ranch................... ho are related to me are as follo s I am not serving any here at the time of "oining the -ankKs service. adviser... 7o employee shall open or maintain an account ith any bank or banker of any description other than the .................tate3 is my place of domicile...ection )( of the Indian 5enal #ode has been e/tended to cover the employees of statutory corporations.. ......... I agree to abide by these rules of conduct...... auditor....tate -ank or to the affairs "3 2k3 2m3 2b3 2c3 2d3 2e3 2f3 58 ... l undertake to serve at any office of the -ank in the Indian Republic. ..tate -ank held by me........28istrict and ...................... 7o employee shall bring or attempt to bring any political or other outside influence including that of individual directors of the bank or the members of the $ocal -oard to bear upon any superior authority to further his o n interest in the -ank....Manager must do so by addressing their $ocal Head %ffice through the -ranch Manager of their -ranch...tate -ank and hich properly relate to the office of position in the said .................

............... )**.....tate -ank......... ...................................ignature ......tate -ank and relating to the business of the ......tate -ank or to the business of any person having any dealing ith the .. 59 .....T&T9 -&7.............of any peson having any dealing ith the ...tate -ankM nor ill I allo any such person to inspect or to have access to my books or documents in the possession of the .... 2In -lock $etters3 ........ ............. 7ame..... %C I78I&.........

. Crom . including its specify amount... &M%E7T 2&. )=**/<3..ANNEXURE 2. letter 7o.ilver ornaments.. 7..... .. amounts and $oans... (..I74 60 . etc.. .. %C I78I& .... etc..........g... 7ame LQQQQQQQ. etc... & -%RR%!9R/4E&R&7T%R3 Rs. 4old/... &...... &78 $I&-I$ITI9.. -ranch name...... $I&-I$ITI9......1) 7ame of the #andidate L.... nature of present position etc..?=3 &ddress L...#s...ilver... 8eposits lenders 2specify names........ ..........tate -ank of India 2please .. crockery..1 $9TT9R %C E789RT&...... )=**/< #ertified that...%. 2In -lock $etters3 ANNEXURE 2. individually orth less than Rs........3 )..... to the best of my kno ledge and belief.... etc..9T..((. 5olicies...... interest payable and purpose for hich it as taken... valuation... purpose.. . $ands... 2#.. )=**/< and above ith description and lumpsum value of articles of daily use such as clothes......hops. and articles of Rs.T&T9M97T %C &.. motor cars/scooters/refrigerators/ 6#R/T6 sets.. House. 8ebentures. utensils..... other buildings. $I#... Movable properties/$i:uid &ssets Crom other -anks/Cinancial institutions/ 2a3 #ash and bank balance 2e/ceeding friends and relatives including money Rs.... 5&/#IR/(G> %C G..........T&T9 -&7... Immovable properties 2e..9T.. books..... 2b3 4old.....ignatureL QQQQQ.. &.. &M%E7T Rs. &rea of land... the information furnished above is true and complete... . %7....

............... ...................................................................... )..........Crom L .......................... ......... etc............ Curther......... 61 ...................................... ............ are correct and complete to the best of my kno ledge and belief.. &55%I7TM97T I7 #$9RI#&$/............. do hereby confirm that the information furnished by me in my application/attestation form/caste certificate/and other papers connected ith my appointment and submitted by me in respect of my age............ I.. affecting my appointment in the -ank..........ir...................... the -ank may deem fit and proper to a ard in the circumstances........... To L The -ranch Manager/#hief Manager/&sstt...... 4eneral Manager 2%ffice &dministration3 .............................. .............................. ...../o/8/o.......... educational :ualification. in case any concealment/falsification of material information or furnishing of a false declaration on my part comes to light subse:uently..... the -ank may treat it as a ma"or misconduct for the fraud so committed and I hereby undertake to accept unconditionally hatever punishment including dismissal from service....................... Fours faithfully....................................................................................tate -ank of India..E-%R8I7&T9 #&8R9 I7 TH9 -&7.... 27&M9 %C TH9 &55$I#&7T3 !itnesses L 2(3 .. 2)3 .......................... .......... 8ear ........... caste.....

2O&pplicable for .....-R&7#H 8ear ... is false. you should inform the -ank suitably...... e are pleased to inform you that you have been appointed as a .................... 2d3 The -ank ill be entitled to terminate your services during the period of probation on giving you one monthKs notice and ithout assigning any reasons for the termination............... ..... )......... .............ir/Madam......... the services ill be terminated forth ith ithout assigning any further reasons and ithout pre"udice to such further action as may be taken under the provisions of the Indian 5enal #ode for production of false certificate.. 2b3 Fou ill be on probation for a period of si/ months ith effect from the ....................... on the follo ing terms and conditions L 2a3 Fou ill be paid by usual allo ances..... hich please return to us duly signed by you in token of your having agreed to accept the terms and conditions herein above mentioned and those in the letter referred to above... Four confirmation ill be sub"ect to receipt of satisfactory report about your character and antecedents from the police authorities.............. 2f3 Fou ill be entitiled to the usual leave on pro<rata basis as per the provisions of the 8esai & ard as amended from time to time.......... & duplicate of this letter is enclosed.E98 -F TH9 -R&7#H M&7&49R .#/.... issued by the Regional Manager at ....ANNEXURE 2.........hri/.............. 2g3 In the event of change in your religion........ if your ork is not found to be :uite satisfactory during the said period... on probation...... .. as the case may be... ay of substantive salary. 2e3 %n confirmation you ill be entitled to dra salary and allo ances as applicable to you pursuant to the provisions of the 8esai & ard as amended from time to time.............um.....cheduled #aste or ........ ................... R9#REITM97T In continuation of offer of appointment 7o.. dated ../.......... 2c3 The -ank ill be entitled to e/tend the said period of probation by three months...... per mensum plus ..cheduled Tribe. The appointment is sub"ect to the final outcome of any !rit 5etition / other cases pending in the High #ourt / other courts in this regard......T&T9 -&7...................... %C I78I& .....ignature of the candidate 62 ........ ....2' 8R&CT %C $9TT9R %C &55%I7TM97T T% -9 I... 5lease note that absence from duty in e/cess thereof during the period of probation ill result in probation being correspondingly e/tended by the period of such absence automatically....T/%-# category candidates only3 Fours faithfully. I accept the above terms 0 conditions -R&7#H M&7&49R ... in the -ank ith effect from ... 8ate L .............mt.. a sum of Rs. 2h3 OThe appointment is provisional and is sub"ect to the castes/tribes certificates being verified through the proper channels and if the verification reveals that the claim to belong to ..................

63 .

(G... 8eclaration of fidelity secrecy obtained %ther declarations 0 . %n probation. '... Muslim/-uddist/.. 6erified/2letter 7o...21 M9M%R&78EM %C &55%I7TM97T (. (*.... .. obtained..ource of verification of date of birth 9ducational @ualifications &ppointed as 8ate of appointment -asic pay #ondition 5eriod of probation References2obtained3 L L L L L L L L L L L (. p. >.. obtained...... obtained... '...... G. (..dt. (?. . (>... !hether .cheduled #aste/ Tribe If yes....... ().. =. )*.....ikhs/ 7eobuddhist 64 .. 7ame 8esignation &ddress L L L L (..tatement of &ssets 0 $iabilities Identification mark &ntecedents ith police authorities. . Medical Report obtained and found fit. ?....... 5articulars of relative L L obtained 0 found fit......ANNEXURE 2. ((....sent to police department3 7ame 8esignation -ranch (+. )...m.... ).. ).. +.... Rs. (=. ('.. > months.. proper certificate thereof !hether belonging to L L L Fes/7o.. ... 7ame of the employee CatherKs 7ame 8ate of -irth of employee ....

....... Temporary service in the -ank...... -ranch 8ates )'.I47&TER9 %C TH9 9M5$%F99. 5art time............. 2obtained3 L Fes..... 9mployed in past If yes.............. -ranch Manager....... ...... &ll the formalities for recruitment have been complied ith............. ))..... L .. 2(3 2)3 )... -ranch 8ate L . )>....... 65 . &ll the particulars submitted by me are correct.. )=...................... employerKs release letter and 7o due certificate obtained.......minority communities )(.. 5lace of domicile 8eclaration of domicile &ppointment letter issued 2copy of the same to be attached3 L L L /#hristian 2please rite in the appropriate column3 Fes/7o L L obtained. Cull time......

66 .

the monthly reports ill continue to be submitted on the probationer.1.2 T-0<132/1:3 760135 40:=2/1:3 . EXIT POLIC" ETC. the 8y.1. In respect of the employees orking at the %ffice &dministration 8epartment. the -ranch Manager should advise hether the probationer is fit in every respect for confirmation or hether his services should be dispensed ith. CONFIRMATION. RETIREMENT. If it is decided to e/tend the probation period by three months.ince their conduct as 67 . 3.CHAPTER 3 PROBATION.-52. the -ranch Manager should point out to the probationer concerned his specific shortcomings and serve on him a notice in riting to the effect that his probation period ill be e/tended by three months from the date of e/piry of the si/th months of probation. the report should be submitted only once on completion of . it is necessary that hile submitting the fourth monthly report on a probationer. ''*) and ''*'/G= and #M )'G)/G>3 It has been reported that t o employees in clerical cadre ere suspected to be involved in an attempted fraud at one of the branches hile they ere on probation.1 3. In the event of e/tension of probation period.(3. the -ranch Manager should give opinion on his suitability or other ise for confirmation in the -ankKs service. section/departmental head under hom the employee is orking ill submit his recommendations for confirmation hich ill be approved by the &ssistant 4eneral Manager/#hief Manager 2%ffice &dm. a necessity to monitor the services of the employee so that it can ell in advance give a notice in riting to the employee in case it decides to e/tend his probation it is essential that the fourth monthly report is submitted giving opinion on the suitability or other ise of a probationer immediately on completion of fourth month of probation. 9mployees orking in Honal %ffice and $ocal Head %ffice.181:3 2#!5 7o. If the probationer is not considered suitable for confirmation.:A--8 :3 40:=2/1:3 The follo ing guidelines should be follo ed for submission of confidential reports on employees on probation. the -ranch Manager should state in the fourth monthly report hether in his opinion the probationerKs services may be terminated forth ith or hether the initial probationary period of si/ months be e/tended by a further period not e/ceeding three months. #opies of such reports should be kept at the branch for the purpose of record and reference. 3. In vie of the provisions in the 8esai & ard that a probationer is deemed to have been confirmed on the e/piry of the probation period unless his services have been dispensed ith on or before the e/piry of the period of probation.1. 7-.3 as the latter is the &ppointing &uthority. a3 The -ranch Manager should make suitable diary note to submit monthly reports on all probationers appointed in clerical cadre to the #ontrolling &uthority on Corm &8 (>=/ 2&nne/ure '. PROBATION$CONFIRMATION C:3917-3/12. 0-4:0/8 :3 -<4.3 or %fficer<in<#harge of the 8epartment/.ection ill put up recommendations to the &ssistant 4eneral Manager/#hief Manager 2%ffice &dministration3 for approval. !hile submitting the eighth monthly report. RESIGNATION.. b3 c3 d3 e3 7ote L &s the provisions of the a ard thro upon the -ank. Manager 2&dm. In respect of subordinate and menial staff.th month of probation. EXTENSION. .

8etails of refusal of an employee to accept promotion must be incorporated ithout fail. employeeKs name should be ii3 3. There is no substance in the rit petition.. 8ate of confirmation should be correctly recorded. 'G) and all the columns therein must invariably be entered under authentication. The undernoted aspects should be meticulously paid special attention L a3 b3 The source of information on the basis of hich the date of birth has been accepted and recorded should be accurately incorporated. a note must invariably be made in the service record. 8ate of Joining. The services of the petitioner ere terminated ithin the period of probation vide letter dated )?th January (GG) on the ground that his ork and conduct ere not found satisfactory by the -ank. 8ismissed. .tate -ank of India.3 i3 F:0<2. !henever an employee has been recommended for higher promotions. The only ground of challenge is that neither en:uiry as held before terminating the services of the petitioner nor any sho cause notice as issued.:3910<2/1:3 &pplication forms for admission to the -ankKs provident fund along ith letters of nomination shall invariably be for arded to the #ontrolling &uthority along ith the copy of letter advising confirmation of the employee.pecial care should be taken to enter the employeeKs category and place of domicile.%. In the ne/t update of the MI. 9ntries in respect of salary are made specifying the basis for the revised salary such as. & record is made in the service sheet of the various capacities in hich an employee has acted in higher capacities in in<cadre allo ance carrying positions as ell as out of cadre. if any.<58C2& ard .rinagar -ranch vide appointment letter dated +th &ugust (GG( on probation for a period of si/ months.-/-7 29/-0 . the appropriate authority took a vie that they ere not fit for confirmation in the -ankKs service and accordingly decided to terminate their services in terms of the appointment letter of the employees and para =)) 2i3 of the . 5osition regarding passing of Institute of -ankers 9/amination and other e/aminations such as -anking %riented 9/aminations in Hindi.2 MAINTENANCE OF SER#ICE RECORDS The service sheet of all the a ard staff employees other than those ho are engaged on a temporary basis at a -ranch/8ivision/8epartment is re:uired to be maintained on form #..1. on giving him one monthKs notice or one monthKs salary in lieu thereof. !hen the matter as agitated before the High #ourt of 8elhi. care must be taken for recording the particulars in the service record correctly.. The petitioner has not alleged any malafides against the respondent.taff3 the ne reported. #o< operation. the 8ivision -ench dismissed the appeal and passed an order as underL AThe petitioner as appointed #lerk<cum<#ashier in . It is ell settled that the services of a probationer can be terminated on account of unsatisfactory ork and conduct. &gainst the space Kother useful informationK. ithout assigning him any reason for the termination.astry & ard after paying one monthKs pay and allo ances in lieu of the notice period ithout conducting any departmental en:uiry.not found satisfactory. initiated against the employee should be furnished along ith details of punishment a arded. .:<4. particulars of disciplinary action. !hile making entries in the service sheet. annual increment. etc.A 3. period c3 d3 e3 f3 g3 68 . additional increments for graduation and for passing of associate e/amination of the Indian Institute of -ankers etc. &ccording to the appointment letter the -ank as entitled to terminate the services of the petitioner ithin the period of probation.1/1-8 /: =. 6arious &cademic :ualifications..

if any.'2-3. !henever am employee is transferred. Head of the 8epartment in case of administrative offices. i3 "3 3. The revised formats for riting of 5erformance &ppraisal Reports on clerical staff and subordinate staff are enclosed at &nne/ures '.2 2i3 2ii3 2a3 2b3 2iii3 2iv3 2v3 3.ettlement on 5romotional &venues/#areer 5rogression dated )) nd July )**'.ervice sheet and reports should be transferred to transferee branch/office similar to the procedure follo ed in respect of officers.imilarly.3 2a3 #ash 8epartment R-4:0/135 #ash %fficer.'2-3 should be printed on the reverse of the format of the report. details of training programmes attended should be correctly entered in the .heet. The custody of the report ill be as under L< -ranch Manager/Manager of 8ivision/Manager 2&ccounts3 in respect of branches. The guidelines for riting reports as contained in &nne/ures '.' 2&3 The guidelines for riting the reports under various parameters are given in &nne/ures '. The authority structure for riting and revie of the report ill be as underL R-@1-> -ranch Manager or &4M 2Region3 if report is ritten by the -ranch Manager. put in by the employee should be stated. . If no #ash %fficer is posted or the #ash %fficer is from clerical cadre. 3. the report ill be ritten by the -ranch Manager or Joint #ustodian. a reference to controlling office letter number and the reasons for transfer are entered in this column. h3 9ntries relating to option for availing $eave Care #oncession. &ccountant/ 8y.of debarment and rigour.)2-3 and '. &ll the entries in the service record must be individually authenticated.3. In the column K&ppointments and TransfersK temporary service. The other instructions in this regard are as under L< The shortcomings. should be pointed out after the report is revie ed by the competent authority.)2-3 and '.3 3. . Manager of 8ivision &ccountant or here &ccountant is not posted -ranch Manager 2b3 2i3 2ii3 &ccounts 8epartment 8ivisionalised branches 7on<divisionalised branches -ranch Manager/ Manager of 8ivision -ranch Manager or &4M 2Region3 as the case may be 69 . The e/ercise must be completed by '* th &pril each year and the confirmation should be sent to the controlling authority.ettlement dated ()th &pril (GGG has been revie ed in the light of feedback received from various sources as also to meet the re:uirement under promotion policy approved as per .3.3. details of $C# facility availed as also encashment of leave should invariably be mentioned. The particulars relating to intervie s for higher promotion not materialised are also to be entered.) 2&3 and '.1 CONFIDENTIAL REPORTS The system of riting 5erformance &ppraisal Report introduced after signing . if any.ervice .

3./(/'/G?<IR dated the ))nd May. it ill be necessary to revie the cases of orkmen nearing the age of =? years. (GG? bet een the bank and the &ll India . the cases of employees hose attendance/leave record etc.. Ho ever the settlement contains a provision enabling the -ank to retire a orkman at the age of =? years.6 C:3917-3/12. in case it is found that his efficiency is impaired.3.:9 =023. Therefore.( C.235.'3.6<=-3.(>. 0-4:0/ 401:0 /: 31.! A@-025. conduct.tate -ank of India. 13.:3917-3/12.7o. at the time of handing over charge. 3. by giving him t o monthsK notice in riting. 9very -ranch Manager/Head of 8epartment 2in administrative offices3 should arrange for diarising the date of revie in ii3 70 . 3. attendance.taff Cederation. 3.3.2c3 &dministrative %ffices %fficer in<charge of administration in the 8epartment ...% C:3@-081:3 :9 02/1358 13 /. leave a record of his observations on the ork of all employees.! i3 AGE OF SUPERANNUATION In terms of the notification C. Cor this purpose. . indicate signs of ill health may be referred to the -ankKs Medical -oard for a medical e/amination. the report ill be revie ed if an employee is a arded = or less marks by the Reporting &uthority.= . %ne of the determinants of efficiency. The intention is that such observations should be helpful to the ne incumbent ho has to submit the annual report in assessing the ork for a hole year.. punctuality. 2vii3 7o fractional marks should be a arded. leave discipline etc.&s a ne report ill be ritten every year.. The process of revie should start at least > months before the employee is due to attain the age of =? years. is the state of health/ physical fitness of the employee. the average of marks obtained in the report for ' years immediately preceding the year of promotion ill be reckoned in the promotion.)*** 3. issued by the 4overnment of India and the Memorandum of . so that he may be given the re:uired t o monthsK notice and retired in case his efficiency is found to be impaired. 91.ectional Head NOTE &In case of subordinate staff.2''' 9/cellent 4ood &verage -elo &verage 5oor !ork = . (GG?. ) ( #8%LIRL. including members of the supervising staff. it ill be necessary to keep them in a confidential file of each employee and the file retained in the custody of the officer ho holds the service book. besides other parameters like ork.5$L('* 8T8.ettlement dated the (=th .:9 <20?8 In order to even out any reporting biases etc.A &n outgoing -ranch Manager 2reporting official3 ho has been at a -ranch 2or office3 for more than si/ months since the date of the previous report ill..3.= . ho ill normally have to compile the annual reports. the age of superannuation of the orkmen staff ill be >* years. for the guidance of the ne incumbent.?. 3. ) ( #onduct = .eptember.

%. & $ist meant for those ho are freshly admitted to the 5ension Cund through 554 8epartment at $ocal Head %ffice in terms of the aforesaid amended rules and another list sho ing those since retired ho have been admitted to the 5ension Cunddue to above amendment should be sent to the #&%. the :uestion of sanction of retirement by any authority ould not arise. #alcutta and 554 8ept. ith interest at the rate earned by the . &lso. These amounts should be recovered and credited to the . at #entral %ffice. may no be given an option to become members of the . employees ho have completed a minimum of ten yearsK pensionable service at the time they attaine the age of =? years. may be given these pension benefits. necessary contributions from the date of the eligibility of all the e/isting and retired officers/employees may be made to the Cund by the -ank. If an employeeKs date of birth falls on the first day of a month.G' and ere not over .respect of each employee in his establishment at least > months before it is due. his retirement should be authorised by the respective #ontrolling &uthority not belo the rank of &sstt..((. !ith effect from *(. >* years.-I 9mployees 5ension Cund before sanctioning pension. =. The facts of the option may be recorded in the employeesK service sheets and the option letter is kept along ith other service papers of the employee. The employees. 4eneral Manager 2%ffice &dministration3 for $ocal Head %ffice staff. &ccordingly. iii3 & orkman employee ill retire from service on the afternoon of the last day of the month in hich he attains age of superannuation.-I 9mployees 5ension Cund from time to time. ho have retired on or after *(. Crom the (st 7ovember (GG'.G' from the -ankKs service and ere eligible to "oin the 5ension Cund in terms of the amended rules as aforesaid. instead of upto =? years. the upper age limit for admission to the 5ension Cund has been increased to . in lieu of the service gratuity to hich they ere entitled 2&nne/ure<'.? may be obtained and for arded to 554 8epartment at $ocal Head %ffice for submission to #&%. In the case an employee ho is not a member of either of the Cunds and hose retirement comes by mere efflu/ of time or ho ceases to be in service by operation of the rules of service by hich he is governed. &ccordingly.=3.e. ill be reckoned iv3 v3 vi3 vii3 & simple application for retirement should be obtained 2si/ months before retirement3 from an employee ho is due for retirement and should be for arded to the #ontrolling &uthority..((.((. 4eneral Manager/&sstt.. #alcutta. service for the purpose of pensionary benefits till the age of retirement. viii3 i/3 /3 71 . he ill retire from the service on the afternoon of the last day of the preceding month. take up the e/ercise sufficiently in advance and submit the report to his #ontrolling &uthority as per the proforma given at &nne/ure '.. In order to guard against such incidents. Their agreement to "oin the 5ension Cund on #.(GG'. if they surrender to the -ank. it is essential that an e/ercise is conducted at the beginning of each year to ensure that appropriate note is made to start the process of obtention of approval sanction for retirement and terminal benefits in respect of each employees retiring in the year and the employee is retired from the -ankKs service on the stipulated date. such of those employees ho ere in the -ankKs service on ( . In case an employee is allo ed to continue even beyond the month in hich he completes >* years of age. the concerned -ranch Manager/8epartmental Head ill be held liable for punitive action including recovery of salary and allo ances paid to the retired employee after his attaining >* years of age.? years of age. i.? years of age ith effect from (st 7ovember. if the retirement is intimated to the employee concerned by an appropriate authority in the -ank. shall be eligible for pension.-I 9mployeesK 5ension Cund. hen they ere other ise due for admission to the Cund. It ill be sufficient. !here an employee is entitled to pension. (GG'. the amounts of gratuity received by them on their retirement in e/cess of that payable under the 5ayment of 4ratuity &ct.

!.)>.:01/A S/06. daysK notice in riting to the manager. there is no provision in the & ards/.taff orking at #orporate #entre.G 8T8.ettlements to aive notice period. 4en. #ircle .(GG* the rank of T94.ervice for the purpose of calculation of pension of a orkman employee ill be calculated from the date of his admission to the Cund upto the date of his retirement.taff Training #entres. & ard staff at branches other than branches under the control of 8y. 6 . A6/. i3 ii3 The decision not to grant e/tension in service to an employee may be made by a functionary not belo the rank of T94. ii3 iii3 72 . Ho ever.% i3 RESIGNATION FROM SER#ICE In terms of para =)) of the . /ii3 3.astry a ard a permanent employee may leave the service of the -ank by giving one month notice in riting to the manager. Manager of the module &sstt.ervice Rules.taff orking at -ranches under the control of 8y. Respective &sstt. 5&L#IRL(. .tationery 8ept.4en. #ontribution to the 5rovident Cund ill also continue to be made until the employee finally retires. Enlike %fficers .taff orking at -ranches under the control of 4eneral Manager Cor a ard staff orking at Honal %ffices Cor a ard staff orking at $ocal Head %ffice Cor & ard . contributions to ards the pension fund in respect of each employee till the date of retirement ill continue to be made instead of ceasing at =? years of age. instead of upto =? years as before. If any employee leaves the service of the -ank ithout giving notice. The ne/t higher authority i. 5ension ill be calculated on the basis of the average monthly substantive salary dra n during last () months of service rene ed upto >* years.. 4eneral Manager/4eneral Manager Cor & ard . Respective -ranch Manager '. days in case of probationer3 pay and allo ances in lieu of notice. hen a member of the clerical staff is selected as a 5robationary %fficer in our -ank or our &ssociate -anks.Manager in charge of the -ranch 8y. & probationer desirous of leaving service shall give (.:>. an officer not belo against non<grant of e/tension in services.4enenral Manager 2%ffice &dministration3 %fficer in hierarchy not belo . Respective 8y./: A>207 S/299 -<4.1 (./i3 &s service for the purpose of pension ill be reckoned till the age of retirement./: 5023/ -G/-381:3 13 8-0@1.e./60. >.().Managers of Regions ). 4eneral Manager Cor & ard .. =.<I may consider appeal 3.. etc.:A--8 18 51@-3 =-. 4en. he is liable to pay the -ank one monthKs 2(. . the notice period of one month may be aived hile accepting the resignation of the employee as a clerk. 6II.M4..

(GG(.. &n employee ho seeks voluntary retirement 2before completion of '* years service or '* yearsK pensionable service or attaining =?/>* years of age. 6olume I6. 2b3 a specialist relevant to the disease/aliment. In e/ceptional circumstances here. ho ever.taff ho has completed )* yearsK pensionable service or )* years service 2if he is not a member of 5ension Cund3 may be permitted to retire from the -ankKs service sub"ect to his giving one monthKs notice in riting or pay in lieu thereof. such employees ho retired under .taff Matters. R2/-8 The facility of concessional rate of interest ill. he should be sub"ected to an e/amination by a Medical -oard consisting of 2a3 a #ivil .1.iv3 v3 i3 9mployees desirous of leaving the -ank should be asked to li:uidate the outstanding loan2s3 and advance2s3 2including Housing $oan3 prior to their leaving the services of the -ank. If the Medical -oard pronounces the employee to be permanently incapacitated he should be retired from the date of medical report provided no disciplinary action is pending/contemplated against him. age as on the date of retirement. 9mployees ho are on deputation ith the subsidiary/J6# at the time of applying for the post and are selected through open market selection/competition process. ii3 iii3 iv3 3. ould not be appointed in the -ank/our associates/subsidiaries or Joint 6enture #ompanies. The competent authority to approve voluntary retirement is 4eneral Manager.63/20A 0-/10-<-3/$0-81532/1:3 >. The 8eputy 4eneral Manager is the competent authority for accepting resignation from a ard staff employees. ill be permitted to take up the assignment ith such subsidiary/Joint 6enture #ompany. The Medical board should be asked to une:uivocally state hether or not the employee is permanently incapacitated and hence unfit to continue in service. dated ).1 i3 #:. The bio data of the employee should consist of his name. hichever occurs first3.-881:32. the procedure detailed in paragraph =. Incidentally. present designation.%..)*.:3 D-46/21:3 2#8%/5M/(. )nd 9dition be follo ed. total pensionable service. be continued in case of normal retirement or voluntary retirement on medical grounds. employee finds it difficult to ad"ust the outstandings on the date of retirement. #hapter =. bio data and medical report should be for arded to the concerned authority e/peditiously along ith recommendations in the matter. -efore allo ing the employee to retire prematurely/voluntarily it should be ensured that no disciplinary action is pending/contemplated against him. date of appointment in the -ank and designation at the time of initial appointment.-I6R. in respect of employees ho "oin the service before *(. Reference -ook of . In such a case. such re:uest for continuance of the loan may be considered by charging commercial rate of interest from the date of retirement. reasons for seeking retirement.2 i3 L:238$C:3. ii3 iii3 3.*(. If the employee is seeking voluntary retirement on health grounds before == years of age. In such cases.((/#IR/.%.<*G<*'3 9mployees ho submit their applications for voluntary retirement/resignation hile on deputation to a subsidiary/"oint venture company ill not be permitted to "oin the same company/subsidiary here he/she as orking before his/her resignation/voluntary retirement.'. 73 . & member of & ard . e/cept on medical grounds should be asked to li:uidate the outstandings in his housing loan account on the date of retirement. and 2c3 the -ankKs Medical %fficer at $ocal Head %ffice/Honal %ffice.urgeon. the employeeKs re:uest. hether any disciplinary action is pending/contemplated and 8etails of outstanding loans and advances and ho the employee ill li:uidate them. date of birth. ho ever.

63/20A C-882/1:3 :9 -<4. & copy of sanctioned 5ension calculation sheet should also be sent to him along ith the letter conveying the sanction of pension. it is essential that the employee concerned is given opportunity at each stage to report back for duties/e/plain his absence to the satisfaction of the bank.(GG* 3..(G?? 0 &8M/.. 8ated =. >.:41-8 :9 C2. '. if any. .%. The retiring employees may take up the matter ith 8eputy 4eneral Manager and #ircle 8evelopment %fficer. #:. !here the notice under this clause is sent to the employee by registered post ackno ledgement due at the last recorded address communicated in riting by the employee and ackno ledged by the bank.5$/=(G' 8ated )+.%. are noticed in the calculation sheets. =.=. 2#8%/50HR8<IR/)G/)**><*+dated *.6./*?/)**>3 3. the employee shall be given a further notice to report for ork ithin '* days of the notice failing hich the employee ill be deemed to have voluntarily vacated his employment on the e/piry of the said notice and advised accordingly by registered post.G. a further notice shall be given after '* days of such absence giving him '* days time to report.:A--8 . ). To stand the legal scrutiny. after reporting for duty in response to the first notice given after G* days of absence or ithin '* days period granted to him for reporting to ork on his submitting a satisfactory reply to the first notice.--/8 /: R-/10135 E<4.3 P0:@17135 . If he fails to report for ork or reports for ork in response to the notice but absents himself a third time from ork ithin a period of '* days ithout prior sanction.'6. he shall be permitted to report for thereafter ithin '* days from the date of e/piry of the aforesaid notice ithout pre"udice to the bank1s right to take any action under the la or rules/conditions of service. 74 . 5&/#IR/+. +. The notice shall be sent to him by registered post ith ackno ledgement due.:A<-3/ (P202 33 :9 :9 CDO&IR&SPL& 1 DATED '6.ii3 %ther loans and advances are also re:uired to be li:uidated at the time of cessation of service. In the event of the employee submitting a satisfactory reply. If the employee fails to report for ork ithin this '* days period. the management at any time thereafter may give a notice to the employee at his last kno n address as recorded ith the bank calling upon him to report for the ork ithin '* days of the date of the notice Enless the employee reports for the ork ithin '* days of the notice or gives an e/planation for his absence ithin the period of '* days satisfying the management inter< alia that he has not taken up another employment or avocation.! (. if the calculation sheets are not provided to them or hen discrepancies.anctioned copies of calculation sheets of 5rovident Cund and 4ratuity are to be provided to the retiring employee at the time of making payment of his terminal benefits. the same shall be deemed as good and proper service. his name shall be struck off from the rolls of the establishment after '* days of such absence under intimation to him by registered post deeming that he has voluntarily vacated his appointment &ny notice under this clause shall be in language understood by the employee concerned.2''%) !hen an employee absents himself from ork for a period of G* or more consecutive days ithout prior sanction from the competent authority or beyond the period of leave sanctioned originally including any e/tension thereof or hen there is satisfactory evidence that he has taken up employment in India or outside. then he shall be given a final notice to report for ork ithin '* days of this notice failing hich the employee ill be deemed to have voluntarily vacated his employment on the e/piry of the said notice and advised accordingly by registered post If an employee again absents himself for the second time ithin a period of '* days ithout submitting any application and obtaining sanction thereof.2/1:3 8.

uperannuation/6oluntary retirement/9/it option should be arranged.:A-(CC .2#8%/50HR8<IR/)>8&T98 )(/*+/)**=3 3. &ppreciation letters may be issued for the officials . the follo ing instructions are applicable to employees regardless of are retiring on superannuation or other ise L i3 ii3 hether they 4et <togethers at unit level in honour of employee at the time of Retirement on .uperannuation/6oluntary Retirement /9/it %ption.-//-0 N:.% T: H:3:60 2 0-/10135 -<4.%. L*D$CDO$62$ 3 72/-7 '6$12$2''6) & momento on -ankKs behalf ill be presented to staff members belonging to various cadres retiring on 864-023362/1:3 29/cluding 6oluntary Retirement or #ompulsory Retirement etc3 Ho ever. ho are leaving the bank on 75 .

C270. O=H-. 3.:A--8 The employee must have missed one or more promotional chances for promotion to ne/t higher cadre and/or he/she has become "unior to employees "oining the -ank in the same cadre ith or after him/her due to promotion of such employees to ne/t higher cadre or any other reason hich makes him/her frustrated or demotivated.1/A L F:0 C. N:/1. Rendered ineligible due to any provision mentioned else here in the scheme.:A--8 L 9mployees appointed on contract basis. if circumstances so arrant keeping in vie the interest of the -ank./1@.%.2. Minimum age on date of application < =* years. F:0 S6=:07132/. 9mployees against hom disciplinary proceedings are pending for gross misconduct. 5olice or 4overnment &gencies/other la enforcing agencies.E<4.6.L The ob"ective of the scheme is to provide an e/it route to the employees in orkmen category ho feel frustrated and de<motivated due to lack of career prospects or any other reason hich makes them frustrated or demotivated.ubordinate cadre employees ho do not possess the minimum :ualification for promotion to higher cadre and are ineligible for promotion or those ho possess the minimum :ualification but have missed one or more promotional chance for promotion to the clerical cadre and/or he/she has become "unior to employees "oining the -ank in the same cadre ith or after him/her due to promotion of such employee to higher cadre or any other reason hich makes them frustrated or demotivated. Minimum age on date of application < =* years. C270.6. The employee ill also be deemed to have missed a chance and superseded by his "uniors if he/she does not appear for the intervie or abstains himself/herself from participating in the promotion e/ercise or here he/she had given his/her refusal in riting for promotion or he/she submitted a medical certificate for the date of test/intervie for the promotion.:A--8 %nly those . 2i3 2ii3 3. after giving a minimum of three months notice.3. 2a3 2b3 I3-. 2ii3 B. This ill also include employees against hom action had been initiated by #-I.E<4.6 EXIT OPTION SCHEME 2#8%/50HR8<IR)?/)**><*+ dated '(/*?/)**> and #8%/IR/. 9mployees against hom disciplinary proceedings for fraudulent/malafide action are pending/ contemplated or ho are under suspension.eptember )**> and shall close on '(st March )**+.171/A & The scheme opened on (st . 2c3 3.151=.-<4. Cor this purpose a KchanceK shall mean that employee becomes eligible for promotion to the ne/t higher cadre and is not promoted and thereby gets superseded by his/her "uniors.!..6. 3.1. 2i3 E. #entral %ffice Human Resource #ommittee can revie and close the scheme prematurely.5$/'(( dated '*/(*/)**>3 3. P-01:7 :9 #2.2.6. hich are likely to result in his/her dismissal from service.4-01:7 76 . A.151=1.3.. Ho ever.6.-01.

2/1:3 &n employee desirous to e/ercise 9/it %ption shall apply on the prescribed format2&nne/. =. ARelevant dateA means the date on hich employee ceases to be in service of the -ank as a conse:uence of his re:uest under 9/it %ption.pecial 5ay N 5rofessional @ualification 5ay N Increment component of Ci/ed 5ersonal 5ay N 8earness &llo ance thereon. &n ackno ledgement 2&nne/.6.2/1:3 77 .cheme ill not be entitled to dispute the payments received under the . '.1.9:0 /. ill be paid ithin a period not e/ceeding ( month from ho are eligible for the same. A.7-76. I3.. 3. ill be decided by the -ank in keeping ith administrative e/igencies/ convenience and advised in riting to him/her.-4/23.alary ill includeL< -asic 5ay N .:<. the salary for computing e/<gratia ages dra n by the concerned employee.cheme on any ground hatsoever.-I 9mployees 5ension Cund Rules. He/she can ithdra the application for e/it option till the last date of his/her service in terms of approval of e/it option conveyed to him/her by the -ank.:A--D8 13.). './-7 2/ /.alary in lieu of shortfall in notice period ill not be accepted.. 2ii3 3. 2#8%/IR/. his/her date of relieving from service.. The retiring employees and/or their nominees or legal heirs shall have no right/claim/demands against -ank on any matter relating to the . 3..02/-. The amount of e/<gratia '*/(*/)**>3 ill be debited to $ocal Head %ffice. The 9mployees seeking retirement/release under 9/it %ption .-<4.5$/ '(( dated '*/(*/)**>3 %n acceptance of an employeeKs application by the -ank.. pension shall be payable to only those employees terms of . . . in Ho ever.+3 ill be given to the employee of having received his/ her application under 9/it %ption scheme by the -ranch Manager/Head of 8epartment.(. 3.:<. months in any case. notice period should not e/ceed . 9/<gratia and other terminal benefits the date of release from service. =.T2G >1.6.tagnation increment N .>3 during the period the scheme is kept open.ection '=88& S'+2i3T of the Income Ta/ &ct the payments to employees under 9/it %ption ould be an admissible deduction for the -ank.1.. . 2#8%/IR/./1:3 :9 A44.244.2<:63/ :9 EG-502/12 >1.A-20 237 I3. Ho ever. EG-502/12 L< -esides normal terminal dues.:<.T2G In terms of ..6.cheme or claim appointment in the -ank on compassionate ground or other ise.1.5$/ '(( dated ill be the pro<rata scale In case of part<time employees.2i3 &n employee opting for 9/it %ption ill have to give ' months notice.. T.-$R-H-.6.6. an employee e/ercising the 9/it %ption shall be eligible for e/gratia payment of salary for =*I of his/her remaining service up to the age of >* years as on the date of e/it 2complete months3 sub"ect to a ma/imum of '> months. 2i3 2ii3 A44.2=.277-7 /: /.

S23..cheme./1:3 :9 A44.1.:9 S..L O4-02/135 G617-. The employee opting for 9/it %ption >1. the decision of 8M8 0 #8% shall be final and binding on all the parties concerned. 3.:01/A S/06.1'. and closure of the 3. In such cases. 3:/ be eligible to become a member of Retired 9mployees Medical -enefit .cheme. Managing 8irector 0 #orporate 8evelopment %fficer is authorised to decide operating guidelines for the scheme.6. D2/.11. 4eneral Manager 0 #ircle 8evelopment %fficer of the #ircle for all branches/offices including #orporate #entre and its establishments. 3. !hile e/ercising discretion to accept/re"ect applications under 9/it %ption ./ &Retirement under the 9/it %ption shall become effective after approval of the #ompetent &uthority is communicated to the applicant or on after e/piry of notice period.2/1:3 &The authority for sanctioning/re"ecting applications received under K9/it %ptionK ill be 8y.:9 E99-. I3/-040-/2/1:3 237 C. the decision shall not be discriminatory among employees ho are similarly placed and the reasons therefor shall be recorded in riting.20191.13.6. He ill also be authorised to issue clarifications in regard to the scheme. hichever is later./1:3$R-H-. they can be permitted to retain the residential accommodation for a period not e/ceeding ) months from the date of their e/it. 3.&The #entral %ffice Human Resource #ommittee is authorised for revie scheme.12. =*I of the amount of e/<gratia.2/1:3 & In case of any doubt/disputes as to the interpretation of any of the terms and conditions of the .6. the amount of e/<gratia and other terminal benefits payable to the employee ill be appropriated to ards the outstanding loans / advances and only the balance amount ill be payable to the employee. 2ii3 2iii3 R-@1-> 237 C.2i3 2ii3 The -ank ill have the sole discretion as to the acceptance or re"ection of the re:uest for retirement under the e/it option scheme. 2i3 O/.-<.-0 40:@181:38 L In case of employees ho have been allotted residential accommodation. Repayment of housing loan beyond the date of release from service under e/it option shall be permitted. -ankKs contribution to the provident fund and the amount of leave encashment sub"ect to a ma/imum of Rs. 2ii3 2iii3 78 ./60.cheme. hose outstanding loans are higher than the total terminal dues payable to him/her and if the employee is not in a position to close the loan accounts himself from his/her o n resources then he/she ill not be considered under the 9/it %ption . &ll other outstanding loans / advances ill have to be repaid before effective date of retirement under the 9/it %ption failing hich.13-8 The 8y. 2i3 A6/. located in the geographical area of control of the #ircle.= lacs in aggregate ill be retained till the date of surrender of the residential accommodation provided by the -ank.6. 9mployee.cheme.:860.

Inasmuch as the 9/it %ption is aimed at improving the level of morale in the -ank.( 3. ho e/ercises the 9/it %ption ill not be eligible for re<employment in the -ank or its .ubsidiaries / &ssociates / Joint 6entures 2including offices outside India3. To ards this end. The -ank intends to control the outflo according to its re:uirements.2iv3 2v3 &n employee.+3 should be given to the employee by the -ranch Manager/Head of the 8epartment/ other official ho has been designated for this purpose. -ipartite .(. and not at right sizing. an employee as per provisions contained in & ards and -ipartite . anytime in future &s retirement/release of employees under 9/it %ption .2.ettlements. the -ank ill have the discretion to fill up the vacancies caused by retirements under the 9/it %ption. the -ank retains the discretion to limit the number of employees ho may be allo ed to retire under e/it option scheme in each cadre.> and Endertake preliminary scrutiny to see that applications are properly filled in and are complete in all respects. ii3 iii3 iv3 v3 3. 9/cept to the e/tent provided specifically in this scheme the provisions of service conditions for orkmen staff as contained in & ards. shall mean the period during hich an employee is/ as on duty or on leave of any kind authorised by the #ompetent &uthority. custom.ettlements and other instructions issued by the -ank from time to time ill continue to apply in all respects. convention. Immediately on receipt. amend or cancel any or all of the aforesaid clauses and to give effect thereto from any date it may deem fit. It shall not be cited as precedent. it shall not be negotiable and shall not be deemed or construed as a sub"ect matter of right or contract of service.cheme is optional. PROCESSING OF APPLICATION FORM &T -R&7#H/895&RTM97TUUUUUUUUU 79 .1. etc.cheme.cheme ill not be eligible for any salary in lieu of notice.cheme is optional.'. an ackno ledgement 2&nne/.cheme is independent of and ithout pre"udice to the rights of the -ank to retire/remove. i3 OPERATING GUIDELINES FOR PROCESSING APPLICATIONS UNDER THE SCHEME RECEIPT OF APPLICATION FORM 5lease peruse the 9/it %ption scheme and the application form 2&nne/ure '. Retirement/releasing employees under e/it<option scheme shall not deem to have come into effect unless the decision of the competent authority has been communicated in riting. and to terminate the scheme at any time. vi3 2vii3 2viii3 2i/3 2/3 2/i3 2/ii3 3. Release from service under 9/it %ption . &s retirement/leaving the -ankKs service under 9/it %ption . applications should be entered in a separate register maintained for the purpose. !rite the serial number at hich the application is entered at the top right hand corner along ith -ranch/8epartment stamp on both copies.erviceK for the purpose of 9/it %ption .(.. %n receipt of application. The term A. The -ank reserves the right to modify. usage or practice. the employees seeking retirement under the . The application form should be obtained in duplicate.

special attention to paragraphs containing eligibility/ineligibility criteria under 9/it %ption scheme should be given.e.crutinise the applications in the conte/t of the certificates to be recorded i. status of disciplinary action angle/action initiated by la enforcing agencies etc. 8y. containing serial number. Cor this purpose. i3 ii3 iii3 iv3 v3 PROCEDURE FOR SANCTION Record the receipt of applications. MONITORING * REPORTING 8uring the period the 9/it %ption is open. . The -ranch Manager/Head of 8epartment should note to advise L b3 80 . %n receipt of the advice of the designated authority. #onfirm that the employee is eligible for the 9/it %ption. Mumbai. 3. 4eneral Manager 0 #ircle 8evelopment %fficer should submit a report on monthly basis3 to the Industrial Relations 8epartment at the #orporate #entre. name and designation of the applicant on the day follo ing the day of receipt of application by courier/special messenger or any other arrangement hich is speedier. hich may be kept in service file of the applicant. 4eneral Manager 0 #ircle 8evelopment %fficer. the -ranch Manager/Head of 8epartment ho had originally received the application.(. 9ligibility/Ineligibility should be recorded on the form at appropriate place.e. 3.anctioning &uthority under the cover of a list.(. viii3 i/3 3. The application forms duly scrutinised should be for arded to the #ontrolling &uthority/ . 6erify the correctness of the particulars in all respects from service and other records.%. ill communicate the decision of the designated officer to the employee against ackno ledgement. Maintain separate record in respect of applications that do not satisfy the eligibility norms. 8y.3. the matter should be immediately taken up ith the controlling/sanctioning authority to ensure that the decision in respect of all applications received under the 9/it %ption is taken and the applicants are suitably advised.(. The report must reach #orporate #entre by =th of the follo ing month. In case of non<receipt of such advice. 5lease scrutinise the application form and service records thoroughly in the conte/t of the certificates to be furnished by the -ranch/8epartment. a3 COMMUNICATION ABOUT ACCEPTANCE OR RE+ECTION The office/department/unit hich has received the application.(=3. in duplicate. The format of the letter to be addressed to the employee in this connection is enclosed 2&nne/ure '.!. %ne copy of the application form is to be retained at branch/department here it is received. 5lease ensure that the applicant employee is not from the category of VineligiblesW. should ensure that they receive the communication as to the acceptance/re"ection in respect of all applications received and for arded by them ell ithin the notice period. &pplications of eligible employees should be approved by the designated authority i.i3 ii3 iii3 iv3 v3 vi3 vii3 5lease accord top priority for scrutiny ith speed. 6erify hether the employee is eligible for pension/leave encashment.

** lacs3 be ithheld. Income Ta/ is to deducted at applicable rate. The salary disbursing authority should ensure that all the loans and advances have been fully li:uidated by the employee. the Head of the 8epartment should endorse a copy of the communication addressed to employees mentioned at serial no. MODE OF PA"MENT The amount of ex gratia. 3. The payment should be effected ithin one month from the date of e/it from the -ank. 3.(. the Xsalary disbursing authority1 shall be the competent authority to compute.alary 8isbursing &uthority to enable the later to arrange for the payment of ex gratia. =2b32i3 above. including commuted value of pension. about the acceptance of their re:uest.=.alary 8isbursing &uthority are different. to the . 3.). action In case of administrative offices as the Head of the 8epartment and the . sanction and pay the amount of ex gratia under the 9/it %ption . the ineligible employees ith specific reason for the ineligibility. i.(. The e/tant instructions in regard to accounting of the payments to be made to the employees on account of retirement should be follo ed. &s the e/<gratia is to be paid ith reference to the salary for the month in hich the employee ill be relieved from the -ank under this . 81 .avings -ank account of the employee and a suitable receipt 2&nne/ure '.?3 be obtained. if opted &ll the above benefits ill be available only if the employee is other ise eligible under the service conditions/e/tant instructions as in the case of normal retirement. In case the amount of outstanding of loans/advances is more than the amount payable. 4ratuity and 5ension as applicable. 5rovident Cund. he/she should be advised of the same. the date of their relief from the duties. for a period of t o months after e/it from the service under the scheme has been acceded to. In case.(.cheme.(.e (**I of balance in case the employee has completed )* years of pensionable service and =*I of balance in case he/she has not completed )* years of pensionable service.6. ACCOUNTING FOR RETENTION OF %'I OF EX GRATIA AND OTHER TERMINAL BENEFIT In respect of the employees hose re:uest for retention of the physical facilities such as -ankKs flat/:uarter etc. ACCOUNTING PROCEDURE The employees permitted to be released under 9/it %ption are eligible for follo ing benefitsL < i3 ii3 Ex gratia amount 9ncashment of balance of privilege leave as per rule. iii3 4ratuity as per 4ratuity rules iv3 5rovident Cund as per 5C rules v3 5ension 2if minimum pensionable service of )* years is put in3. leave encashment. including the housing loan from 5ension is obtained from the amount of e/<gratia and/or other terminal benefits. leave encashment should be credited to the #urrent/. it must be ensured that the employee li:uidates the loans/advances from his o n resources. =*I of the amount of ex gratia and the -ankKs contribution to provident fund and the leave encashment in full 2sub"ect to a ma/imum of Rs. an application is re"ected due to disciplinary or any other contemplated/pending against the employee .2i3 ii3 c3 d3 the eligible employees ho are permitted to leave the -ank under 9/it %ption.cheme.

it comes to the notice of the -ank that any disciplinary action or any other action. 3.alary 3. PA"MENT OF SALAR" AND ALLOWANCES The employee ho has been permitted to leave the -ank under 9/it %ption and allo ances up to the date of his/her discharge from the -ank. before the relevant date i. The e/tant provisions areL Ex gratia L T8. The lien shall be cancelled hen the physical facility is surrendered by the employee to the -ank.11. herever applicable. 2ii3 82 . hich renders the employee ineligible under the scheme is arranted against the employee. &n employee ho is a member of . the -ank has a right to ithdra the acceptance advised earlier to the employee. ill dra . the employee should be advised on or before the relevant date that.***/< 5ayment of 4ratuity. his/her elfare fund account ill become irregular rendering him/her ineligible for any benefit under the scheme. at the applicable rate. If he/she fails to do so.(. 3. 2i3 GENERAL If.The amount should be retained as a term deposit at staff rate in the name of the employee for ) months and -ank1s lien marked on it. the acceptance stands ithdra n and the employee continues to be in the service of the -ank and that appropriate action ill be initiated/taken against him/her.(.(. DEDUCTION OF INCOME TAX AT SOURCE Income Ta/ at source should be deducted.**. . in vie of the contemplated disciplinary action/any other action pending/contemplated against the employee. 5rovident fund and commuted value of 5ension are in the nature of terminal benefits and hence.cheme and hose application for release from service under 9/it %ption scheme is accepted has to deposit elfare fund contribution till the date of his/her superannuation from his/her last salary. In such cases.e. the date of release under the 9/it %ption. $eave encashment L 9/empted from income ta/ for payments up to Rs '. are e/empted from income ta/.1'.-I 9mployeesK Mutual !elfare .

......E-%R8I7&T9 #&8R9 9M5$%F99 %7 5R%-&TI%7 C%R TH9 M%7TH %C ...............&T9 -&7................ =..... )..... '. 7ame 8ate of "oining the service 7ature of duties performed &bility #onduct 4eneral remarks L L L L L L ..........ignature ......1 M%7TH$F/ ... >. 8esignation ............ %C I78I& -ranch L 8ate L ...ANNEXURE-3.... . 83 ..th M%7TH$F R95%RT %7 #$9RI#&$/........................................................ 8epartment ......... (......................

hri/././%ff.:01/A R-@1->135 A6/.N: ( ) ' .ANNEXURE-3.3. peers.mt. if any 25lease enumerate3 4eneral Remarks 2 ith potential for shouldering higher responsibilities3 28escriptive3 O Reasons for variation to be stated. 84 . R-4:0/135 A6/. = P202<-/-08 (F2.2(A) PERFORMANCE APPRAISAL REPORT FOR CLERICAL CADRE AS ON 31ST MARCH 2' JJ 7ame in full .:3817-0-7 28 :3 0-@-08-) #onduct 2 -ehaviour ith customers.inceUUUUUUUUUUUUUUUU 28ate3 REPORT ON WORK AND CONDUCT (Marks a arded to be stated in relative dockets) S0.pecial #ontribution to ork / business.inceUUUUUUUUUUUUUUUUUUUUUUUU28ate3 2-r.UUUUUUUUUUUUUUUUUUUUUU 8ate of -irthUUUUUUUUUUUUUUUUUUUUUUU %nUUUUUUUUUUUUUUUUUUUUUUUUUU28ate3 . "uniors and seniors3 @uality of ork 2including comfort ith technology and adherence to time schedules3 Time discipline 2$eave / 5unctuality3 .C. Inde/ 7o..m/UUUUUUUUUUUUUUUUUUUUUUUUUUU 9ducational @ualificationUUUUUUUUUUUUUUUUUUU Joined the -ank asUUUUUUUUUUUUUUUUUUUUUUUU 5resent 8esignationUUUUUUUUUUUUUUUUUUUUUUU 5lace of 5ostingUUUUUUUUUUUUUUUUUUUUUUUUUU 5.:01/A K UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 27ame 0 8esignation of Reporting &uthority3 -ranch/%fficeUUUUUUUUUUUUUUUUUUUUUUUUU 8ateUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 27ame 0 8esignation of Revie ing &uthority3 -ranch / %fficeUUUUUUUUUUUUUUUUUUUUUUUUU 8ateUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 7ote L &dverse remarks should be advised in riting by the Revie ing &uthority and a copy should be attached to this report./:08 /: =.

no ledge of "ob/functional areas and accuracy. Enderstanding of rationale of ork procedures and likely dangers in case of non<compliance.ervice #ommittee meetings etc.upport to seniors.peed in ork and completion of tasks ithin time schedule. @E&$ITF %C !%R. OTHER INSTRUCTIONS& Marks are to be given out of a ma/imum of (* marks. including potential and suitability for shouldering higher responsibilities. compliance of reasonable orders of .. TIM9 8I.  Eprightness and straight<for ardness.  .  #ontribution in #ustomer Relations 5rogramme.  #ustomer orientation and concern for customers  .elf<discipline in day<to<day functioning. Enderstanding of and degree of comfort ith hich mechanisation /information technology related e:uipments/devices are used.59#I&$ #%7TRI-ETI%7 T% !%R.uperiors and behaviour.A33-G60. #ontribution in prevention/detection of frauds.#I5$I79 . deposit mobilisation/$oan and Recovery #amps/Marketing of other products of the -ank/#ross selling of the products of the &ssociates/#ommunity ./3( CLERICAL STAFF FACTORS TO BE CONSIDERED UNDER #ARIOUS PARAMETERS 2&3 CONDUCT  #ourtesy. 9fforts in propagating use of %fficial $anguage.incerity and integrity. 5unctuality in attending office and being available on his seat during orking hours.      (C)    (D)     .cheme/@uality #ircles particularly for improving customer service and smooth orkflo etc. eti:uette displayed in dealing ith customers. . &chievements in . &dherence to leave rules..  5ro"ection of -ank1s image  %verall discipline in ork.ports/$iterature/&rt/#ompetitions organised by the -ank. (B)    (E) (F) 85 . as also areas not specifically covered by any of the parameters enumerated above. &dherence and respect to systems and procedures.9 %C 5&R 2&/.I79. ) marks each. . #ustomer . including fre:uency of 5rivilege leave.  %n the basis of an overall assessment of the employee1s performance. 9ffective use of . 4979R&$ R9M&R.ervice. -usiness gro th and profitability &ssistance during &udit and &nnual closing.uggestion .2(B) R969R. peers and "uniors and gaining their respect./-E. #ontribution in the area of computerisation.3.taff .

:3817-0-7 28 :3 0-@-08-) #onduct 2-ehaviour ith customers./%ff./:08 /: =.:01/A R-@1->135 K A6/.inceUUUUUUUUUUUUUUUU 28ate3 REPORT ON WORK AND CONDUCT (Marks a arded to be stated in relative dockets) S0. UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 27ame 0 8esignation of Reporting &uthority3 -ranch / %fficeUUUUUUUUUUUUUUUUUUUUUUUUU 8ateUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 27ame 0 8esignation of Revie ing &uthority3 -ranch / %fficeUUUUUUUUUUUUUUUUUUUUUUUUU 8ateUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 7ote L &dverse remarks should be advised in riting by the Revie ing &uthority and a copy should be attached to this report.hri/.m/UUUUUUUUUUUUUUUUUUUUUUUUUUU 9ducational @ualificationUUUUUUUUUUUUUUUUUUU Joined the -ank asUUUUUUUUUUUUUUUUUUUUUUUU 5resent 8esignationUUUUUUUUUUUUUUUUUUUUUUU 5lace of 5ostingUUUUUUUUUUUUUUUUUUUUUUUUUU 5.inceUUUUUUUUUUUUUUUUUUUUUUUU28ate3 2-r.:01/A O The report ill be revie ed if an employee is a arded = or less marks by the Reporting &uthority.pecial #ontribution to ork / business. if any 25lease enumerate3 4eneral Remarks 2including employee1s desire to ac:uire kno ledge and skills3 28escriptive3 R-4:0/135 A6/./. = P202<-/-08 (F2.UUUUUUUUUUUUUUUUUUUUUU 8ate of -irthUUUUUUUUUUUUUUUUUUUUUUU %nUUUUUUUUUUUUUUUUUUUUUUUUUU28ate3 .3.C.ANNEXURE 3.. Inde/ 7o.3(A) PERFORMANCE APPRAISAL REPORT FOR SUBORDINATE STAFF AS ON 31ST MARCH 2' JJ 7ame in full .mt. 86 .N ( ) ' . officers and staff3 Responsibility to ards 8uty / !ork Time discipline 2$eave/5unctuality3 .

5ro"ection of -ank1s image %verall discipline in ork.peed in ork and completion of tasks ithin time schedule. -usiness gro th and profitability &ssistance during &udit and &nnual closing. as also areas not specifically covered by any of the parameters enumerated above./3) FACTORS TO BE CONSIDERED UNDER #ARIOUS PARAMETERS 2&3      (B)    (C)   (D)     (E)  CONDUCT #ourtesy. compliance of reasonable orders of .upport to seniors. %n the basis of an overall assessment of the employee1s performance including employeeKs desire to ac:uire kno ledge and skill. .! 87 . @E&$ITF %C !%R. . #ontribution in prevention/detection of frauds. . eti:uette displayed in dealing ith customers.A33-G60..9 %C 5&R 2&/.. #ontribution in deposit mobilisation/loan and recovery camps/marketing of other products of the -ank/community service 4979R&$ R9M&R.3(B) R969R.I79.59#I&$ #%7TRI-ETI%7 T% !%R. peers and gaining their respect. ) marks each.#I5$I79 5unctuality in attending office and being available during orking hours. OTHER INSTRUCTIONS &Marks are to be given out of a ma/imum of (* marks.incerity and integrity.uperiors and behaviour. .no ledge of "ob/functional areas.3. including fre:uency of 5rivilege leave. &dherence to leave rules. &dherence and respect to systems and procedures./-E. . 2C3 ANNEXURE-3. TIM9 8I.

specific reasons therefor should be given3. +.L 5lease give specific recommendations 2in case the employee is considered not suitable for continuing in service. 88 .WORKMEN STAFF RE#IEW OF EFFICIENC" & (.tate of the employeeKs health and 5articulars of ma"or ailment2s3. if any. 8ate L UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU -ranch Manager/Head of the 8eptt. the present position may be indicated 8. '. if any.T&T9 %C H9&$TH Crom . the nature of the misconduct and punishment inflicted may be furnished.. ). . -. .9R6I#9 R9#%R8 2Cor ' immediate preceding years3 !ork #onduct &dverse remarks. in the service record and hether these have been pointed out to the employee #. In respect of pending disciplinary proceedings. 4979R&$ Has any disciplinary action 2 hether involving vigilance angle or other ise3 been taken/initiated against the employee during the last ' yearsR If so. >. R9#%MM978&TI%7. he has suffered during the $ast ' years based on medical -ills/reports/leave applications 7ature of illness/ Reasons for leave UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU To UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU F9&R F9&R F9&R L L L L L L L L UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUU 9. =. -I%<8&T& 7ame 8esignation 8ate of birth &ppointed in the -ank as 8ate of &ppointment 8ate of admission to 5ension Cund 8ate on hich the employee &ttains =? years of &ge .

ignature of the #ontrolling &uthority 89 .I%7 %C TH9 #%M59T97T &ETH%RITF 5lace 8ate L L UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU .R9#%MM978&TI%7. %C TH9 #%7TR%$$I74 &ETH%RITF UUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 5lace 8ate L L UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU .ignature of the #ontrolling &uthority 89#I.

)) of (GG+<G?.I%7 -979CIT.tate -ank of India 9mployeesK 5ension Cund..ANNEXURE-3.% %5TI%7 $9TT9R T% -9 %-T&I798 CR%M TH9 9$I4I-$9 M9M-9R. 4eneral Manager 2%ffice &dministration3.trike out hichever is not applicable. dated (*.(GG+. . !H% &R9 9$I4I-$9 C%R &8MI.*>. UUUUUUUUUUUUUUUUUUUUUUUU 597.taff #ircular 7o.ignature3 UUUUUUUUUUUUUUUUUUUUUUUU 7ame L UUUUUUUUUUUUUUUUUUUUUUUU 2in block letters3 7ature of appointment UUUUUUUUUUUUUUUUUUUUUUUU O . !ith reference to Head %ffice .I%7 CE78 5lace L UUUUUUUUUU 8ate L UUUUUUUUUU -ranch Manager/&sst. I desire to e/ercise the option of Oi3 Oii3 #ontinuing in e/isting gratuity scheme 2a3 being admitted to membership of the . 2. 2b3 I agree to refund to the -ank any gratuity amount paid in e/cess of that payable under the&ct.I%7 T% TH9 597. The option given by me is irrevocable.tate -ank of India. 90 .

8esignation L =. !hether allotted -ankKs flat/:uarter. 8etails of loans/liabilities to -ank/ #ooperative . My service particulars are as follo sL (. I declare that 2i3 I have not availed of the benefit of any of the 6oluntary Retirement/ 9/it %ption in the past. 5rovident Cund balance as per latest statement dated UUUUUUUUL -ank1s contribution RsUUUUUUUUUUUUU Member1s contribution RsUUUUUUUUUUUUU (*. #adre L . before "oining the -ankM 91 . The -ranch Manager/Head of 8epartment. if so details thereofL ('.tate -ank of India. L '.#/.T/ %-# >.hri UUUUUUUUUUUUUUUUUU hereby apply under the 9/it %ption scheme and seek voluntary release from -ank1s service as from the close of business on the UUUUUUUUUUUU.ANNEXURE 3. 8ate of -irth L &ge as on the date of application L UUUU years UUUU months ?. #ategory L 4eneral/ . UUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUU APPLICATION FOR EXIT OPTION I UUUUUUUUUUUUUUUUUUUUUU son/daughter/ ife of . in any organisation. 7ame L ).6 APPLICATION FOR EXIT OPTION 2To be submitted in duplicate3 Crom 7ame L 8esignation L -ranch/office L To. Reasons for seeking e/it from the bank L G. .. Ho are these to be li:uidatedR L ().ocietiesL 2please enclose latest salary slip and 5C statement3 ((. 5C Inde/ 7o. 5resent posting L +. Joined the -ank on L &s L ?&.

I am a are that in case of dispute as to the interpretation of any of the terms and conditions of the 9/it %ption. )(. I declare that the particulars/information furnished herein above are true and correct. I declare that no case/action has been initiated against me by 4overnment &gencies/other $a enforcing agencies. I also understand that in case the total amount of terminal dues/e/<gratia amount payable to me is insufficient to li:uidate/repay the aggregate loan amount/outstanding dues of the -ank and I am also unable to close the loan accounts from my o n resources then.-E/ #orporate #entre 9stt. I further declare that such appropriation ould be deemed as valid discharge of the -ankKs obligations to that e/tent. In the event of -ank acceding to my re:uest for voluntary release from service under the 9/it %ption. )'. I have no right to claim for compassionate appointment/any other benefit. should any of these particulars/information turn out to be incorrect/false. I undertake that on account of my release from the -ank under the 9/it %ption scheme. I authorize the -ank to appropriate all the dues payable to me by the -ank to ards the li:uidation of these loans/advances. )*. I agree that the -ank has right to modify.ignature 7ameL UUUUUUUUUUUUUUUUUUUUUUU 8esignationL UUUUUUUUUUUUUU -ranch/8eptL/#ircle/. I ill have no further claims and/or rights on the -ank e/cept for the payment of benefits under 9/it %ption.UUUUUUUU 92 . the -ank1s decision shall be final and binding on me. In the event of my failure to do so. I undertake that on account of my voluntary release from service under 9/it %ption scheme. I am a are that the acceptance or re"ection of my re:uest for 6oluntary release from service under 9/it %ption is at the absolute discretion of the -ank. I am a are that no voluntary release from service under 9/it %ption shall be deemed to have come into effect unless the decision of the #ompetent &uthority as to the acceptance of the re:uest for release from service has been communicated in riting and I have been relieved from my duties to the satisfaction of the -ank. (+. ithout pre"udice to -ank1s other rights in this regard. (=. )). Fours faithfully. (?. amend or cancel any or all of the clauses of the 9/it %ption and to give effect thereto from any date the -ank may deem fit..2ii3 7o disciplinary action is pending or contemplated against me to the best of my kno ledge.cheme ill not be considered. my application for 9/it %ption . I undertake to li:uidate all loans/advances granted to me 2e/cept Housing $oan3. I am liable to be declared ineligible under the 9/it %ption. I undertake to vacate the residential accommodation and other facilities 2if any3 provided to me by the -ank. (G. Curther. before the effective date of my release from the -ank. . In the event of the -ank acceding to my re:uest for voluntary release from service under 9/it %ption. The details of disciplinary action pending/ contemplated against me are as under L< 2please delete the statement not applicable3 QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ (. I am a are. (>.

L %ffice Residence Mobile INSTRUCTIONS FOR FILLING UP THE FORMS I3 Incomplete forms are liable for re"ection.3 &ll the particulars must be filled in correctly 0 properly. if anyL UUUUUUU 8ateL UUUUUUUUUUUUUUUUUUUUU 5laceL Tel 7o.T/%-# are for statistics only. J3 7ame should be spelt as it appears on 5rovident Cund statement.. M3 The particulars such as 4eneral/. $3 %ver riting and/or obliteration not allo ed. . 93 .#/.9mployee 7o.

ANNEXURE 3. UUUUUUUUUUUUUUUUUUUUUUUUUU for voluntary release of service under 9/it %ption on UUUUUUUUUUUUUUUUUUUUUUUUUUUU.um.mt. He/she is re:uested to please note that the application is being for arded to the #ompetent &uthority through proper channel for consideration. Mean hile.hri/.( ACKNOWLEDGEMENT Received an application from . 94 . M2325-0$H-27 :9 D-4/. 5lace L UUUUUUUUUUUUUUUUU 8ate L B023../. unless and until decision of the #ompetent &uthority is communicated to him he/she ill continue to be in the -ankKs service and report for duty as usual.

.. Revenue ......) FORMATS OF #ARIOUS RECEIPTS Rs....tate -ank of India a sum of Rs.. 5laceUUUUUUUUU 8ate UUUUUUUUU Received from the ..tate -ank of India a sum of Rs........tamp 2...ignature3 QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ.cheme.ANNEXURE . (G+).tamp 2. Revenue ..tate -ank of India a sum of Rs...ignature of 9mployee3 95 .....cheme. Revenue .............. UUUUUUUUUUUUUUUU Rupees UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU only3 being the amount of $eave 9ncashment sanctioned due to me on release from -ankKs service under 9/it %ption .ignature of 9mployee3 QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ..ignature of 9mployee3 QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ..... 5lace UUUUUUUUUUU 8ate UUUUUUUUUU Received from the ..tamp 2.....tate -ank of India 9mployees 5rovident Cund the sum of Rupees UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 2in ords3 being the balance at my credit in the Cund ith interest thereon to the date of my leaving the -ankKs service......... Revenue .... 5lace UUUUUUUUUU 8ate UUUUUUUUUUU Received from the ... UUUUUUUUUUUUUUUU Rupees UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU only3 being the amount of 4ratuity sanctioned to me by the #hief 4eneral Manager in terms of the provisions of payment of 4ratuity &ct.........UUUUUUUUUUUUUUUUUU Received from the Trustees of .......3....... UUUUUUUUUUUUUUUU Rupees UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU only3 being the amount of 9/gratia sanctioned to me on release from -ankKs service under 9/it %ption .......tamp 5lace UUUUUUUUUUUUUUUUUU 8ate UUUUUUUUUUUUUUUUUUU 2.....

In case the -ank accedes to my re:uest. 7o.ANNEXURE 3. I re:uest you to please arrange to pay me the gratuity in terms of e/tant instructions on the relevant date. PA"MENT OF GRATUIT" I have applied for release from service under the 9/it %ption .1.tate -ank of India UUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUU 8ear ./Intercom.cheme.. The #hief 4eneral Manager . if anyL UUUUUU Tel. Fours faithfully. UUUUUUU 9mployee 7o. 2 3 7ameL UUUUUUUUUUUUUUUUUUUU 8esignationL UUUUUUUUUUUUUU -ranch/8eptL/#ircle/.2/1:3 9:0 P2A<-3/ :9 G02/61/A To. A44.-E/ #orporate #entre 9stt. 7o.ir.UUUUUUU 8ateL UUUUUUUUUUUUUUUUUUUUU 96 . Thanking you.

ir. .JJJJJJJJJJJJJJJJJJJJJJJJJ I have applied for 6oluntary release from service under the 9/it %ption . SBI EMPLO"EESL PRO#IDENT FUND INDEX N:. Fours faithfully.. The Trustees of the .1.1' A44.-E/ #orporate #entre 9stt./Intercom. UUUUUUUUUUU 9mployee 7o. #orporate #entre.tate -ank of India. if anyL UUUUUU Tel.2/1:3 9:0 42A<-3/ :9 P0:@17-3/ F637 To. 7o. 7o. MEM-&I 8ear .UUUUUUUUUU 8ateL UUUUUUUUUUUUUUUUUUUUU 97 .-I 9mployees1 5rovident Cund Rules.-I 9mployees1 5rovident Cund. I re:uest you to please arrange to refund the balance standing to my credit in the above Cund to me along ith interest thereon as per .ANNEXURE 3. Thanking you. In case the -ank accedes to my re:uest.cheme. 2 3 7ameL UUUUUUUUUUUUUUUUUUUUUUUU 8esignationL UUUUUUUUUUUUUU -ranch/8eptL/#ircle/.

-E/ #orporate #entre 9stt. I ish to dra #ircle. #ode 7o.1.<-3/ :9 L-2@- 98 . I do not opt to commute my pension 25lease delete the statement not applicable3. 2 3 7ameL UUUUUUUUUUUUUUUUUUUUUUUU 8esignationL UUUUUUUUUUUUUU -ranch/8eptL/#ircle/. Fours faithfully.F.1.12 A44. ).11 A44.-I 9mployees 5ension Cund Rules./Intercom. #orporate #entre.JJJJJJJJJJJJJJJJ I have applied for 6oluntary release from service under the 9/it %ption . INDEX N:. In case the -ank accedes to my re:uest. I re:uest you to please arrange to pay me the monthly pension if I am eligible for the same in terms of .-I 9mployees1 5ension Cund.ANNEXURE 3.28.tate -ank of India.2/1:3 9:0 E3. The Trustees of the .UUUUUUUUUU 8ateL UUUUUUUUUUUUUUUUUUUUU ANNEXURE 3. . SBI EMPLO"EESL PENSION FUND P. Thanking you.cheme. 7o. UUUUUUUUUUUU 9mployee 7o. MEM-&I 8ear . my pension from UUUUUUUUUUUUUUU -ranch. UUUUU in UUUUUU '. if anyL UUUUUU Tel. 2portion3 of my pension.. I opt to commute QQQQ.2/1:3 F:0 P2A<-3/ :9 P-381:3 To. 7o.ir.

Fours faithfully. ENCASHMENT OF LEA#E I have applied for 6oluntary release from service under the 9/it %ption .cheme. 8ear . if anyL UUUUUU Tel. 7o./Intercom. 7o.To.. I re:uest you to please sanction encashment of the privilege leave due to me at the time of my retirement as per e/tant instructions. .UUUUUUUUUU 8ateL UUUUUUUUUUUUUUUUUUUUU ANNEXURE 3.-E/ #orporate #entre 9stt. 2 3 7ameL UUUUUUUUUUUUUUUUUUUUUUUU 8esignationL UUUUUUUUUUUUUU -ranch/8eptL/#ircle/.tate -ank of India UUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUU. UUUUUUUUUUUU 9mployee 7o.13 FORMAT FOR SCRUTIN" OF APPLICATION B" BRANCH MANAGER$HEAD OF DEPARTMENT 7ame of the 9mployee 99 .ir. In case the -ank accedes to my re:uest. Thanking you.

pecial 5ay iv3 5rofessional @ualification 5ay v3 Increment component of C55 vi3 8& thereon T%T&$ =*I of -alance service left from the date of proposed release under e/it option or '> months 2 hichever is less3 6II.um. 9/tra<ordinary leave on loss of pay availed 2throughout service period L I6. hen he/she became eligible as per 9/it R-. e3 7o disciplinary action is pending/contemplated against the employee nor the employee is placed under suspension. 5articulars of salary L i3 -asic 5ay ii3 .-2@. 5ensionable service e/cluding e/traordinary leave and Enauthorised absence 6I.2/ a3 The application has been received from the employee %ption . Enauthorised absence 2condoned and/or not yet condoned by competent authority3 L 6. The undernoted disciplinary proceedings is/are initiated/ contemplated/pending against the employee.3 QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ f3 &s per information available there is no case and/no action against the employee instituted by any 4overnment /other $a enforcing agencies.-7-7 /: and he/she be permitted to .cheme..13-7 for the follo ing reasonsL UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 2O3 strike out hichever is not applicable. 2-3O The re:uest of the employee may be 7-. 25lease delete the statement not applicable. -alance of privilege leave as on UUUUU L UUUUUUmonths UUUdays ID.hri/.:<<-372/1:38 2&3O !e confirm that . Ex gratia amount payable Rs UUUUUUUUUUUUU C-0/191-7 /./. d3 -ank1s record as ell as the discreet en:uiries in this regard indicate that the employee has not availed of the benefit of voluntary retirement scheme in any other organisation in the past. 8isciplinary/6igilance case pending/contemplated. UUUUUUUUUUU satisfies the eligibility norms and recommend that his/her re:uest for release from service under 9/it %ption may be 2. 100 . I.tagnation Increment iii3 .the -ankKs service as at the close of business on the UUUUUUUUU under 9/it %ption.. c3 The particulars mentioned in the application by the employee have been checked and are found to be correct as per -ank1s record. 8ate of admission to 5ension Cund L II. under authentication. b3 The employee is not from the category of ineligibles.mt.8esignation 5. C. Inde/ 7o. 8ate up to hich his/ her service counts for pension L UUUyears UU months III. Fear of non<selection for promotion L D. if any L 6I.

ignature of the -ranch Manager/Head of the 8epartment 101 .8ate L .

18. 8ate of birth L +. 5articulars of monthly salary as on the date of submitting application under the scheme -asic pay L .<-3/ ANNEXURE 3.ANNEXURE 3. 7ame of the employee L ).. B023. #adre L #lerical/. -ranch/%ffice L .cheme L UUUUUUU Fears UUUUUUmonths G.tagnation increment2s3 L ./1:3-7 e/ gratia payment of Rs UUUUUUUUUUUU 2Rs UUUUUUUUUUUUUUUUUUUUUUUUUU UUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 3. &ge as on the date of release under the 9/it %ption .pecial 5ay 5rofessional @ualification 5ay L Increment component of C55 L 8& L UUUUUUUUUU Total UUUUUUUUUU2&3 ?.1% LETTER TO BE ADDRESSED TO THE APPLICANT UNDER EXIT OPTION 102 . 8esignation L '.C. =*I of service remaining up to the age of >* years 2in complete months3 L UUUUUUUUUU months 2ma/imum '> months3 2-3 (*. M2325-0$ H-27 :9 D-420/<-3/$E8/2=. 5.1! CALCULATION SHEET (. L =. Inde/ 7o.L Rs UUUUUUUUUUUUUUU S23.. 9/ gratia payable is & / .ubordinate >. Income<ta/ to be deducted at source at the applicable rate.

ir/Madam.trike out hichever is not applicable under authentication3 ).UUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUU 8ateL 8ear . 5lease ackno ledge receipt of this letter. %R Fou are ineligible for the follo ing reason2s3L UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUU UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 2. 2-ranch Manager/Head of the 8epartment/ 9stablishment3 103 .hri/ .To. . Fours faithfully.mt. Four application dated for voluntary release from service under 9/it %ption !ith reference to your application for voluntary release from service under 9/it %ption underL e advise as Four re:uest for release from service under the 9/it %ption has been accepted by the designated authority and you ill be relieved of your duties as at the close of the business of UUUUUUUUUUU.

2i3 &ssistant 2ii3 . 104 .-1@-7 760135 /.2/1:38 0-. :9 244. :9 0-.2/1:38 C6<6. C.pecial &sstt 2iv3 %thers 2.3:..ANNEXURE 3.1.1. S6=:07132/2i3 Messengerial 2ii3 !atch 0 !ard 2iii3 Menial and others N:.-01.2.244.2/1@.enior &sstt 2iii3 .-1@-7 <:3/.16 EXIT OPTION PROGRESS REPORT OF RECEIPT OF APPLICATIONS AS ONJJJJJJJJJJJJJJJJJJJJJJJJJJJJ C2/-5:0A 1.

%) :9 /. credit cards etc. iv3 v3 vi3 vii3 105 . I3712 S/2/. -ank ould arrange appropriate insurance cover including the employee depending upon its risk perception and at its o n cost.enior Head Messengers etc..B23? :9 I3712 237 A. eepers and .tate -ank of India .) R6.-8 1 %() It is hereby agreed as follo s L i3 ii3 iii3 The -ank ould utilize the services of employees redesignated/appointed to higher in<cadre positions. 9mployees holding the charge of cash and valuables ill have to manage the #ash 8epartment and have to ork both as receipts and payments cashiers./.I3768/012. REDEPLO"MENT$ TRANSFER OF WORKMEN STAFF$EMPOWERMENT OF STAFF AND OTHER ISSUES 2The e/tant provisions of settlement dated )) nd July )**' arrived at -ank level ith the &ll India .CHAPTER ! SETTLEMENTS BETWEEN STATE BANK OF INDIA AND ALL INDIA STATE BANK OF INDIA STAFF FEDERATION ON PROMOTIONAL A#ENUES$ CAREER PROGRESSION.taff and other issues shall remain unchanged and shall remain operative under 9ighth -ipartite ../1:3 2(4) 237 S-. #ash and valuables including security documents/instruments may be accepted/paid ithin the -ranch/other premises or at other locations identified by the -ank including customers1 place ithin the business hours or outside business hours as per -ank1s needs ith a vie to popularizing Home -anking of all types and in all forms.taff Cederation on Technology. eepers ould have to perform the ork of cleaning.)**=3 !. The -ank may prescribe fi/ed or fle/ible orking hours depending upon its business needs and delivery of services either ithin the branch/office premises or outside locations ith a vie to facilitating the -ank in developing and implementing appropriate sales and marketing strategies and delivery channels/alternate delivery channels for servicing its clients in respect of its ne products and services and also those of life/general insurance.-<-3/ 72/-7 2237 +6.5$LG( 8&T98 *>. D1846/-8 A. ould have to perform the ork of duftary/Dero/ machine operator/messenger etc.*>.imilarly./1:3 1)(1) :9 /.enior Head . 9mployees appointed as Head Messengers/. 2''3 =-/>--3 S/2/. launched by its subsidiaries and other agencies as ell as recovery of its dues. Head . D1846/-8 (C-3/02. The -ank may at its discretion fi/ business hours at all branches/offices depending upon its business needs and re:uirements..1A M-<:02376< :9 S-//. The bank may also re:uire the employees to proceed on deputation to other branches at short notice to meet the needs of administration.ettlement on !age Revision3 25ara ') of #8%LIRL.. mutual funds. to perform multiple "obs on the same day. if so re:uired. .I3768/012.. Redeployment/Transfer of . s eeping and dusting etc. !herever cash/valuables including security documents/instruments are handled at locations outside the -ank1s offices/branches. R6.B23? :9 I3712 S/299 F-7-02/1:3 :3 P0:<:/1:32.A. TECHNOLOG". A@-36-8 $ C20--0 P0:50-881:3 9:0 W:0?<-3 S/299 (U37-0 8-. 1 !( 0-27 >1/.

pecial &ssistants ill perform the duties prescribed for !orkmen Head #ashiers and . It is agreed that the -ank may at its discretion give designation to the clerical cadre and subordinate cadre staff in terms of the policy that it may lay do n from time to time reflecting the "obs/roles/duties/responsibilities they are discharging.ettlement on Technology. These employees viz. The designations so given by the -ank ould not. )**'. manually. the provisions of this settlement ill be implemented.ettlement dated (= th March. the matter ill be clarified by the #orporate #entre after discussions ith the CederationL pending clarification. The . duties and responsibilities including entrustment of financial po ers shall be governed by the . all the duties of clerical cadre and also. henever necessary. Redeployment/Transfer of . . Entil such time. the .enior &ssistants ill perform their duties on line at fully computerized branches and also. Redeployment/Transfer of . in house ithin the branch/office or off location identified by the -ank ith appropriate insurance cover including that of the employee if cash and/or valuables are re:uired to be handled as per its risk perception and at its o n cost.ettlement dated )) nd July. The terms and conditions hereof shall continue to govern and bind the parties hereto even thereafter until the . the role. on line. ho ever. the -ank and the Cederation through mutual consultation may change the role and responsibilities of any special pay carrying positions to meet the emerging needs of the -ank and pending implementation of the re<engineered business processes and systems. -ank may utilize services of employees in the manner it deems fit for duties relating to their substantive cadre and if so re:uired they may be entrusted multiple "obs including "obs in substantive cadre posts on the same day.pecial &ssistants in terms of the .ettlement is ithout pre"udice to the . manually henever re:uired at these branches. The . #omputer %perators ill perform.viii3 i/3 The Cederation ould fully cooperate income leakages.ettlement shall be binding on the parties hereto for a period of five years.ingle !indo %perator ithin a zone in the case of #omputer %perator and at any branch/office of the -ank as per the -ank1s discretion in case of #omputer 5rogrammer<cum<%perator. (GG'. . There shall be no further appointment to in<cadre special pay carrying positions of #omputer %perator and out of cadre #omputer 5rogrammer<cum<%perator in JM4. I 4rade and the e/isting #omputer %perators and #omputer 5rogrammer<cum<%perators may be utilized as per -ank1s needs including as . ith the -ank in all its attempts to prevent frauds and The Cederation agrees in principle to revie the duties/responsibilities prescribed for special pay carrying positions hen revision of special pay is decided at the industry level and conse:uentially at -ank level. )**' on Technology.taff and %ther Issues dated the )) nd July.enior &ssistants ill perform the duties of Head &ssistants 2&ccounts and #ash3. alter their basic characteristics as orkmen in terms of e/isting la s applicable to such categories of staff. /3 /i3 /ii3 /iii3 /iv3 /v3 106 .ettlement is terminated by either party giving to the other a statutory notice as prescribed in la for the time being in force. Tellers and #omputer %perators. Ho ever.taff and %ther Issues. .imilarly. If any doubt/difficulty arises regarding interpretation of any of the provisions of the settlement. The employees appointed to higher positions ithin<the<cadre and transferred in terms of the scheme for career progression herein agreed ill not be eligible for any additional benefits. as at present.

REDEPLO"MENT $TRANSFER OF STAFF AND OTHER ISSUES IT I. The -ank may at its discretion utilise the services of the staff for marketing and selling different products of the -ank and its subsidiaries/"oint ventures or any other product of any agency/entity ith hom the -ank may have arrangement. . In partial modification of the understandings reached bet een the -ank and . all permanent full< time employees and all permanent part<time employees dra ing scale ages in the service of the bank as on the date of this . G.!. +.uch of those permanent full<time and permanent part<time employees ho are in the -ank1s service as on the date of this .ettlement and currently dra ing . C%$$%!.B. use latest e:uipments and devices. MEMORANDUM OF SETTLEMENT DATED THE 22ND +UL". 2''3 BETWEEN STATE BANK OF INDIA AND ALL INDIA STATE BANK OF INDIA STAFF FEDERATION ON TECHNOLOG"..pecial #ompensatory &llo ance on stage<to<stage basis from the (st %ctober )**( . The -ank may at its discretion retrain/reskill the identified staff for the above purposes and offer them re ards/incentives and allo ances 2as per e/tant instructions3 on a case<to<case basis as deemed fit by the -ank.1. productivity and to meet deficit in staff complement identified by the -ank. the terms of this settlement shall prevail. The -ank may at its discretion adopt/introduce latest technology. .ettlement and ho had "oined the -ank1s service on or after ( st 7ovember (GG' and hence not eligible to receive any . 9mployees ho are in receipt of .pecial #ompensatory &llo ance corresponding to the stage of pay to hich the employee belongs. comparable to international standards. 107 .pecial #ompensatory &llo ance in terms of the understanding reached on the '* th January (GG= shall be paid .pecial #ompensatory &llo ance in terms of the said Enderstanding shall be paid additional . The -ank may at its discretion undertake computerisation/mechanisation and adopt and bring into use latest technologies from time<to<time in an unrestricted manner as per -ank1s business needs and ork re:uirements and also undertake all the re:uired measures including those illustrated in &nne/ure I hereto to achieve vision of being a orld class bank having operational efficiency and :uality of service etc.L < (. operational efficiency. In pursuance of this agreement a policy for redeployment/transfer of staff hereto is agreed to bet een the parties.ettlement that there is need for redeployment/transfer and placement of staff arising on account of changes in technology and/or ork and ork processes and to meet the needs of handling ne items of ork. =. >. The provisions of this settlement ill be in addition to and not in substitution of subsisting settlements for the time being in force and in case any terms of subsisting settlements are repugnant to this settlement.pecial #ompensatory &llo ance on stage<to<stage basis ith effect from the (st %ctober )**(.pecial #ompensatory &llo ance as per &nne/ure III and are in the -ank1s service as on the date of this settlement ill be paid .taff Cederation on the '*th January (GG= on payment of . ).. ac:uire/modify/change or discontinue businesses and business processes ith the ob"ective of improving profitability and maintaining/improving efficiency in operations and rendering e/cellent and orld class customer service. It is mutually agreed to bet een the parties to this . H9R9-F &4R998 &. recovery of bad loans and such other activities as deemed fit by the -ank based on its business needs and re:uirements. '. ?.pecial #ompensatory &llo ance.

108 . month and year first above ritten. the parties hereto have e/ecuted these presents at Mumbai on the day. The terms and conditions thereof shall continue to govern and bind the parties even thereafter unless the settlement is terminated by either party giving. the matter ill be clarified by the #orporate #entre after discussions ith the Cederation L pending clarification. ('. ((. (>. HR& and ill not undergo any revision on The . ill not rank for 8&. ##&. to the other. (. In itness hereof. operational efficiencies and in implementation of all the provisions hereof. The Cederation shall e/tend its fullest co<operation for continuing improvements in the fields of productivity.pecial #ompensatory &llo ance.8. (=. (). #opies of the Memo of . 2#entral3 Rules (G=+ so that terms and conditions thereof are binding on the parties as provided in $a .(*. the provision of this settlement ill be implemented. The . superannuation benefits etc.pecial #ompensatory &llo ance as mentioned above the revision of pay scales or allo ances. statutory notice as prescribed in $a for the time being in force.. If any doubt/difficulty arises regarding interpretation of any of the provisions of the settlement. as hitherto. The settlement. unless provided other ise shall come into force from the date hereof and shall be binding on the parties for = years. There shall be no retrenchment of staff on account of adoption of latest technology from time< to<time including measures illustrated in &nne/ure I. customer service.ettlement ill be "ointly for arded to the parties to the authorities listed in Rule =? of the I.

!. PLANT ATTENDANTS It is hereby agreed to that a career progression scheme for the above mentioned category of employees may be agreed upon as provided for in other chapters of this book and there ould be commensurate increase in responsibilities of clerical staff and enlargement of duties in respect of subordinate staff as detailed in relevant chapters of this book. SANITAR" FITTER. The Cederation shall e/tend it fullest co<operation for implementation of the terms and conditions of the . A./:=-0. It is also agreed that operating guidelines for implementation of the terms of the settlement shall be issued by #orporate #entre. 109 .ettlement is terminated by either party giving to the other statutory notice as prescribed in la for the time being in force. the revised . and operational effectiveness of the -ank and in implementation of all the provisions thereof. ELECTRICIANS. PLANT ATTENDANTS AND S. RECORD KEEPERS-CUM-CASHIERS.2 MEMORANDUM OF SETTLEMENT DATED THE 2307 O.ettlement ill be implemented. The terms and conditions thereof shall continue to govern and bind the parties even thereafter unless the .2''6.ettlement at branches/offices of the bank and also collaborate in improvement of productivity.ettlement. the matter ill be clarified by the #orporate #entre after discussions ith the CederationM pending clarification the provision of the . If any doubt/difficulty arises regarding implantation of any of the provisions of the .C.T. customer service. BETWEEN STATE BANK OF INDIA AND ALL INDIA STATE BANK OF INDIA STAFF FEDERATION ON CAREER PROGRESSION OF STENOGRAPHERS.ettlement shall remain in force and shall be binding on the parties for a period of = years from the date of signing the settlement. 5arties agree that unless other ise provided.

transfer on completion of tenure.*' be modified on issues like the period of deployment.3 MEMORANDUM OF SETTLEMENT DATED THE 2307 O. The relevant date for eligibility for redeployment/transfer the year )**+<*?. It is also agreed that operating guidelines for implementation of the terms of the settlement shall be issued by #orporate #entre.REDEPLO"MENT$TRANSFER AND OTHER ISSUES It is agreed upon that the provisions of settlement dated )). BETWEEN STATE BANK OF INDIA AND ALL INDIA STATE BANK OF INDIA STAFF FEDERATION ON TECHNOLOG". The provisions of this settlement unless other settlements for the time being in force. If any doubt/difficulty arises regarding implantation of any of the provisions of the ./:=-0. the revised .+. The modified settlement ill come into effect from 7ov (st )**>. the details of hich are provided in other relevant chapters of this book.ettlement.ettlement ill remain in force and shall be binding for a period of = years from the date of signing the settlement.ettlement is terminated by either party giving to the other statutory notice as prescribed in la for the time being in force. protection of HR&/##& etc.ettlement ill be implemented.!. the matter ill be clarified Mby the #orporate #entre after discussions ith the CederationM pending clarification the provision of the .2''6. e/emption of age criteria. The terms and conditions thereof shall continue to govern and bind the parties even thereafter unless the . ill be (st June of each year from ill not supersede subsisting ise provided Enless other ise provided. 110 .

pecial &ssistants. 2iii3 iv3 2v3 2vi3 The -usiness 5rocess Re<engineering ill also re:uire . The federation agrees for implel(lentation of In -ranch #ash Handling .!. sub"ect to other terms and conditions hich remain unchanged. hether posted as #ash In<charge or other ise orking in any other position and the members of the marketing and outbound sales force set up at offices /branches or the -ank ill in discharge of office duties actively contact ne and e/isting customers and canvass business.pecial &ssistants orking as #ash In<charge ill be discussed and finalized separately. this . To develop mass contact ith customers.ystem under the -usiness 5rocess Re< engineering initiative. 2viii3 2i/3 2/3 2/i3 111 . Those ho are on un authorized leave or e/tra ordinary leave or are under suspension ill not be eligible for the reimbursements. -ank has agreed that the Mid &cademic Transfer allo ance is raised to Rs. It is agreed that the reimbursement ill be made on pro rata basis for those ho are on leave Cor + days or more in a month.ettlement shall remain in force and shall be binding on the parties for a period of = years from the date of signing the . there may be delays in closing cash on some days.enior &ssistants or other members of staff to be entrusted ith higher responsibilities.! MEMORANDUM OF SETTLEMENT DATED THE 2307 O. 5arties further agree that unless other ise provided. The reimbursements as above ill be made on the basis of certificate to be signed by the concerned member of staff and it ill not be necessary to produce bills in respect there of.pecial &ssistants. The -ank agrees to reimburse cost of ne spapers and magazines to these categories of staff up to a ceiling indicated in relevant chapter.ettlement unless other ise stated ill not supersede any subsisting . &ll members of clerical staff ill be re:uired to undertake sales promotion and in connection there ith. an important feature of hich is that the concerned single indo operator or any other member of staff handling the cash dra er ill keep over night custody of keys./:=-0 2''6.ettlement is terminated by either party giving to the other statutory notice as prescribed in la for the time being in force. The . It is likely that ith enlarged area of duties for those of the . In the course of this activity they may spend reasonable amount on entertaining the customers for hich they ill be reimbursed entertainment e/penses up to ceiling prescribed in relevant chapter of the book.ettlement. BETWEEN STATE BANK OF INDIA AND ALL INDIA STATE BANK OF INDIA STAFF FEDERATION ON EMPOWERMENT OF STAFF.pecial &ssistants ho are orking as #ash In<charge. ne and e/isting both. .ettlements in operation in the -ank e/cept to the e/tent as stated herein.ubsidiariesK products and offer advisory services. The terms and conditions hereof shall continue to govern and bind the parties even there after unless the . Cederation has agreed that for these categories of branches.I=*/<pm up to the end of the academic year. The -ank agrees to provide ider range of choice of ne s paper or magazine that should be read by staff particularly those orking as #ash In<charge at branches and are members of the marketing and %ut bound sales force. the management proposal to increase orking hours for the . particularly those posted in metro and urban branches. and in connection there ith they can claim reimbursement of conveyance e/penses up to the e/tent as mentioned in relevant chapter. shall have to call on e/isting and prospective customers for delivery of -ankKs/its . The -ank agrees to reimburse cost of brief case up to ceiling and periodicity as indicated in relevant chapter. It has been agreed that 2i3 2ii3 The terms of this .

customer service.ettlement. If any doubt/difficulty arises regarding implementation of any of the provisions of the ./ii3 The Cederation shall e/tend it fullest co<operation for implementation of the terms and conditions of the .ettlement at branches/offices of the bank and also collaborate in improvement of productivity.ettlement ill be implemented. and operational effectiveness of the -ank and in implementation of all the provisions thereof. pending clarification the provision of the . 112 . the matter ill be clarified by the #orporate #entre after discussions ith the Cederation.

Managing 8irector and #8% ill have the authority to change the date of eligibility in e/ceptional circumstances and as per the needs of the -ank.1. D2/. %.151=1.:9 -99-.eniority channel %. .2/1:32. E62. P0:<:/1:3 A-20& 9ach financial year beginning &pril (st and ending March '(st ill be treated as a promotion year for conducting promotional e/ercise sub"ect to availability of vacancies.(..eepers. < I3 in the general cadre as underL (. the business 0 productivity parameters..1/A& The date of eligibility ill normally be the date of commencement of the promotion year.1. =.!. Record . '.3. The above service eligibility criteria ould be the same for both 4eneral as ell as .(.1. ).1/A C01/-012& #lerical cadre employees other than Record . APPOINTMENT OF TRAINEE OFFICERS The 9/ecutive #ommittee of the #entral -oard in its meeting held on 8ecember . -ank1s re:uirements and other relevant factors. %. Trainee %fficers channel Cast Track channel 7ormal channel .T candidates. 4odo n keepers 0 -ill collectors. E.:9 E.cale I 2JM4.#/. %.1.1. vacancies to be filled up through promotion to Trainee %fficers ould be determined by the 8y.23. #2..%.151=1.6.e. %. Managing 8irector 0 #orporate 8evelopment %fficer keeping in vie the staff indents 0 manpo er plans.1. retirements.th )**' has approved the revision in the promotion policy for promotions to Trainee %fficer for implementation ith effect from the year i.151=1. =) E76. )**'<*.191.2.1/A C01/-012L The eligibility criteria for consideration for promotion to Trainee %fficer is given belo L 2) S-0@1.CHAPTER % CLERICAL STAFF OUT-OF-CADRE PROMOTIONS There are four channels for promotion to officers in Junior Management 4rade . %./ :9 P0:<:/1:38& &ll the promotions under this policy ould be effective from the date of approval of the promotions by the &ppointing/5romoting &uthority. D2/.1-8& In respect of each promotion year. having put in ) years service ould be eligible to appear for the test.eepers<cum<cashiers.2/1:38 (<131<6< 0-C610-<-3/83L 113 . business targets for the ensuing year.E. The 8y.

The employees debarred for promotion as a result of disciplinary action 2contemplated/pending/ concluded3 ill not be considered for promotion until the period of rigour is over in terms of the e/tant guidelines.1<1/& &s on the date of eligibility the candidates should be belo belo to be eligible for promotion to Trainee %fficerL 4eneral #andidates < '= Fears .1. ho have e/perience in this area. C:3. In order to enable employees to improve their performance. ill continue 114 . all such employees ill enter the Hone of . %.:9 S-. a3 W01//-3 /-8/& Cor promotions under Trainee %fficer1s.(.1.) U44-0 A5. .election even if the number e/ceeds the stipulated ) times. The :ualifying marks for the ritten test under the various channels ould be as belo L 4eneral #andidates . M:3. The merit list in this regard ould be based on &ll India merit. he ill be treated as having e/hausted a chance. guidelines to be available.4raduatation from a recognised university.#/.-881:38 9:0 EG-8-0@1.T are applicable for promotions to Trainee %fficers.-. b3 c3 The preparation of :uestion paper and evaluation of ans er books may be arranged by the bank internally or through an outside agency like I-5. ritten test %. as per govt. etc. -ut if after having appeared in the ritten test. marks secured in the ill be advised to the candidates. In case more than one employee secures the marks e:uivalent to cut off mark. In terms of the 4overnment 4uidelines.T #andidates < +*I < >= I & common test ould be held on a pre<appointed time and date in all the circles. an employee absents himself from the intervie ./1:3& The scores obtained by all employees ho score e:ual to or more than the :ualifying marks in the ritten test ould be placed in descending order and number of candidates e:ual to t o times the number of vacancy for the respective channel ould be short listed for the intervie . he ill not be deemed to have e/hausted a chance.23. .-<-3& #oncessions available to e/<serviceman employees etc.#/. reservations for .).#/.-8& The employees having e/hausted three 2'3 chances or he reaches the prescribed age limit. %.* years the upper age limits as set out 7) N6<=-0 :9 C.T #andidates < . eligible employees ould have to participate in a ritten test. -) D-=20<-3/& The e/isting debarment policy ill be applicable for all promotions. hichever is earlier ill not be eligible for consideration for promotionL If an eligible employee does not appear for the ritten test.1..

& 8uring a promotion year.T #andidates < and the minimum<:ualifying standard therein ould be as underL < (= '*I2= marks3 )=I2.2. G-3-02. The marks for the intervie Ma/imum Marks < 4eneral #andidates < . if any. %.1'.-./1:3L & final merit list based on composite score of 5erformance appraisal. ill be sub"ect to medical fitness of the officers selected for %.1. ill not be filled during the same promotion year. F1/3-88 8/237207 9:0 40:<:/1:3& & candidate ill not be considered for promotion if he does not secure a minimum of . ritten test and intervie taken in their assigned proportion.#/.<I viz. %. I3/-0@1->& The intervie s ill be conducted by a #ommittee appointed by the 5romoting/&ppointing &uthority. if any.*I marks in aggregate of ritten test. a3 P2//-03 :9 >01//-3 /-8/ 9:0 T0213-.O991. .12. EG2<132/1:3& 5romotion to Trainee %fficer promotion. shall be given by the 8eputy Managing 8irector 0 #orporate 8evelopment %fficer in consultation ith #entral Human Resources #ommittee and his decision shall be final and binding on all concerned. #larification on the guidelines.ome of such candidates may :ualify for promotion under more than one channel. ill be dra n on the basis of marks a arded to all employees ho score e:ual to or more than the minimum :ualifying marks in the intervie L 5erformance &ppraisal < (=Y !ritten Test < +* Intervie < (= Y Cor 5erformance &ppraisal.-0L Cor promotion as Trainee %fficer the test pattern is as underL 5attern of Test for promotion as Trainee %fficer 115 . a candidate may concurrently participate under the various channels for promotion as JM4. Trainee %fficer.uch vacancies. intervie and performance appraisal in the composite merit list.1%. aggregate marks given in the preceding ' years annual reports divided by t o ill be taken.%. marks3 %. In case more than one employee secures marks e:uivalent to cut off mark.1. Ho ever. M-71.1.13. %.-88 :9 S-. Cast Track and 7ormal #hannel for hich he fulfils the eligibility criteria prescribed.1. Thus some vacancies may remain unfilled in the other channels not opted for by such candidate2s3. . P0:. given belo . they ill have to choose for promotion under a channel of their choice.11.1. if re:uired. all such employees should be taken to the final select list.1!. Multiple #ommittees for the purpose may be formed. These additional promotions should be ad"usted from the ne/t year1s vacancies.1.

P24-0 I 2%b"ective3 2Multiple #hoice3 . alternatively.-0 B P:8/ S-.1. in addition to satisfactory completion of the in<branch training.(GG+3 %.no ledge 2& areness about -anking 9nvironment33 .ection 4eneral -anking <Rationale .* :uestions (* Marks (* :uestions (* Marks (* :uestions = out of :uestions Total ? (* marks (= marks +* Marks %..O991. consider e/tension of the period of his probation by a further period not e/ceeding one year. ill be sub"ected to a retest b3 c3 The -ank may revert a Trainee %fficer to the grade or cadre from hich he as promoted. The Trainee %fficers ho pass the test ill be eligible for confirmation in the -ankKs service.2 %.62/1:3 T-8/L !ith effect from (st &ugust )*** all Trainee %fficers ill be sub"ected to an evaluation test to be conducted after fifty eeks 2i.1.(.ection I 4eneral . under hich there ould no be the follo ing channels of promotion in addition to the Trainee %fficer channelL Merit #hannels < Cast Track a.16.e. in case he does not attain the prescribed standards in the retest.ection # 4eneral -anking 5ractical 5roblems Total 8uration ' hrs.I The 9/ecutive #ommittee of the #entral -oard in their meeting held on 8ecember . the follo ing clause shall be included in the appointment letters to be issued to the Trainee %fficersL < AFour confirmation as %fficer JM4 .ection II 4eneral -anking P24-0 II .th. )**'.. )**'<*.5$L )+>) dtd. The Trainee %fficers not declared successful in the aforesaid test on completion of ?* eeks of probation.<I for implementation ith effect from the promotion year i. In vie of the above.cale I ill be sub"ect t satisfactory 5erformance in the evaluation test to be conducted by the -ank during the probation period.A 2#8%L 5ML ?L. has approved the revised promotion policy for promotion from clerical cadre to JM4. a3 T0213-. POLIC" FOR PROMOTION FROM CLERICAL TO +UNIOR MANAGEMENT GRADE SCALE .2./1:3 E@2. += :uestions )= Marks . 116 . after completion of customized on the "ob training and three phases of institutional training3.ection & 4eneral -anking 2Cor 0 &gainst3 .?.e. The -ank may.-.

2.2. ould be determined.<I vacancies identified for the year..eniority #hannel.151=1.eepers<cum<cashiers. business targets for the ensuing year. In respect of promotions under channels other than Trainee %fficer channel. The 8y. 5ersonnel Management 8epartment ould place recommendations in this regard keeping in vie the staff indents 0 Manpo er plans.23.2. %. %.1-8& In respect of each promotion year.<I under the three channels ould be as underL Cast Track channel 7ormal #hannel . C.:9 -99-. the distribution of vacancies thus identified for filling up through promotions to JM4. 4odo n keepers 0 -ill collectors.1/A& The date of eligibility ill normally be the date of commencement of the promotion year.:9 E.8 #lerical cadre employees other than Record .6.? 237 N:0<2. clerical cadre employees other than Record .151=1. E.eepers.eniority channel '*I ==I (=I %.%.eepers<cum<cashiers.233-. banks re:uirements and other relevant factors.eepers.<I under Cast Track and 7ormal #hannels.1/A C01/-012& Cor promotion to JM4. retirements.eniority channel < 7ormal #hannel %.151=1.<I under . %.#/. ho satisfy the various eligibility criteria set out belo ould be eligible.2. D2/. the 8y.3.b. Record . Record .2. 4odo n keepers 0 -ill collectors. . In case the vacancies are determined on ad<hoc basis to facilitate commencement of promotion process it shall be finalised before declaration of results.2.<I to be filled up by promotions from clerical cadre or by direct recruitment during the year. hich is based on all India merit. Managing 8irector and #8% ill have the authority to change the date of eligibility in e/ceptional circumstances and as per the needs of the -ank. Managing 8irector 0 #orporate 8evelopment %fficer ould determine vacancies that may arise in JM4.E. #2. D2/./ :9 P0:<:/1:38& &ll the promotions under this policy ould be effective from the date of approval of the promotions by the &ppointing/5romoting &uthority. &lso given belo are eligibility criteria for promotion to JM4.T The above service eligibility criteria candidates. 117 . vacancies to be filled up through direct recruitment 0 by ay of promotion through Trainee %fficers channel.<I.1/A C01/-012 F28/ T02.!. 2) 1) S-0@1. P0:<:/1:3 A-20& 9ach financial year beginning &pril (st and ending March '(st ill be treated as a promotion year for conducting promotional e/ercise sub"ect to availability of vacancies in JM4. the business 0 productivity parameters. ho satisfy the service eligibility criteria set out belo ould be eligible to appear for the testsL Cast Track 7ormal #hannel > years () years ould be the same for both 4eneral as ell as . %ut of the JM4.

2. he ill not be deemed to have e/hausted a chance. 4odo n . Ho ever.233-. In case of .= years . The :ualifying marks for the ritten test under the various channels ould be as belo L P0:<:/1:3 C. these tests ill be through a common test paper administered at all the centres on a common 118 .23.1<1/& &s on the date of eligibility the candidates should be belo the upper age limits as set out belo to be eligible for promotion to JM4.eepers<cum<#ashiers.* years .233-.L1<1/8 G-3-02.#/. Cast Track 7ormal G-3-02. and ho satisfy the other prescribed eligibility criteria ill be eligible for consideration.eepers and -ill #ollectors. if an eligible employee does not appear in the he ould not be deemed to have e/hausted a chance.) U44-0 A5.11) S-31:01/A C. C237172/-8 >* I == I SC$ST C237172/-8 == I =* I b3 There ill be separate tests for promotions under Cast Track 0 7ormal #hannels. =) E76.T candidates respectively as the case may be3. -ut if after having appeared in the ritten test.eniority U44-0 A5. %. intervie . ho have e/hausted their chances up to normal channel or have crossed the age of .191.2/1:38 (<131<6< 0-C610-<-3/8)& Cast Track 7ormal #hannel Matriculation Matriculation .. = ' ill not be eligible for If an eligible employee does not appear for the ritten test under Cast Track or 7ormal #hannel.(. E62. Cast Track 7ormal . Record . The employees debarred for promotion as a result of disciplinary action 2contemplated/pending/ concluded3 ill not be considered for promotion until the period of rigour is over in terms of the e/tant guidelines. other than Record .<I under various channelsL P0:<:/1:3 C.=/=* years 2for general 0 . he ill be treated as having e/hausted a chance.eniority channel.-8& The employees having e/hausted the under noted number of chances consideration for promotionL Cast Track 7ormal #hannel .= years =* years =* years == years 7) N6<=-0 :9 C.eepers. a3 W01//-3 /-8/& Cor promotions under Cast Track 0 7ormal #hannel eligible employees ould have to participate in a ritten test.2/1:32. C237172/-8 SC$ST C237172/-8 . -) D-=20<-3/& The e/isting debarment policy ill be applicable for all promotions. an employee absents himself from the intervie .eniority < < < .233-. %nly those employees.

ill be dra n on the basis of marks a arded to all employees ho score e:ual to or more than the minimum :ualifying marks in the intervie L 5erformance &ppraisal !ritten Test Intervie < (=Y < +* < (= Y Cor 5erformance &ppraisal.). all such employees ill enter the Hone of . etc. The marks for the intervie and the minimum<:ualifying standard therein ould be as underL < M131<6< E62.election even if the number e/ceeds the stipulated ) times.elect list. M:3.T are applicable for promotions to JM4. In terms of the 4overnment 4uidelines. marks3 )* I 2(' marks3 )= I 2.-88 :9 S-. ho have e/perience in this area.2. given belo . ritten test %. if re:uired.-. the scores obtained by all employees ho score e:ual to or more than the :ualifying marks in the ritten test ould be placed in descending order and number of candidates e:ual to t o times the number of vacancy for the respective channel ould be short listed for the intervie . aggregate marks given in the preceding ' years annual reports divided by t o ill be taken. In order to enable employees to improve their performance.election as also hile finalising the .date and time. c3 d3 The preparation of :uestion paper and evaluation of ans er books may be arranged by the bank internally or through an outside agency like I-5. marks secured in the ill be advised to the candidates. M2G1<6< G-3-02. The merit list for promotions under Cast Track 0 7ormal #hannels ill be based on #ircle merit. The procedure to be adopted in this regard is detailed in &nne/ure B =8. .233-./1:3& Cor Cast Track and 7ormal #hannel promotions a final merit list based on composite score of 5erformance appraisal./1:3& n respect of promotions under Cast track and 7ormal channels.2. %.#/.<I.imilarly for promotions under seniority channel.-<-3& #oncessions available to e/<serviceman employees etc. This aspect ould re:uire to be appropriately addressed at the time of dra ing of the Hone of .eniority (= (= >= '* I 2= marks3 )= I 2.-.1'. ill continue %. I3/-0@1->& The intervie s ill be conducted by a #ommittee appointed by the 5romoting/&ppointing &uthority. Multiple #ommittees for the purpose may be formed.-881:38 9:0 EG-8-0@1. SC$ST M20?8 C237172/-8 C237172/-8 Cast Track 7ormal . marks3 )* I 2' marks3 (= I 2(* marks3 %. .2. In case more than one employee secures the marks e:uivalent to cut off mark. a final merit list based on composite score of 119 .:9 S-. reservations for . C:3.11.19A135 <20?8 P0:<:/1:3 C. guidelines to be available.2. as per govt. P0:. ritten test and intervie taken in their assigned proportion.

2. given belo .2. Trainee %fficer.2.2. . M-71. ill be sub"ect to medical fitness of the %.<I if he does not secure a minimum of . I. intervie and performance appraisal in the composite merit list. P2//-03 :9 >01//-3 /-8/ 9:0 40:<:/1:3 90:< . eligible employees under the Cast Track and 7ormal #hannel are to take part in a ritten test. the candidates test and intervie to :ualify for promotion. EG2<132/1:3& 5romotion to JM4. In case more than one employee secures marks e:uivalent to cut off mark. ill be dra n on the basis of marks a arded to all employees ho score e:ual to or more than the minimum :ualifying marks in the intervie L 5erformance &ppraisal . hich ould carry ma/imum marks of +*.2. 8/299 /: +MGS I a3 The 9##.ome of such candidates may :ualify for promotion under more than one channel. they ill have to choose for promotion under a channel of their choice. ill not be filled during the same promotion year.2..13.? P2//-03 :9 T-8/ 9:0 40:<:/1:3 28 +MGS-I 637-0 F28/ T02.<I viz.eniority Intervie < (=Y < )*O < >= O ( mark for each completed year of service sub"ect to a ma/imum of )* Y Cor 5erformance &ppraisal.th )**' approved a revised promotion policy for promotion from clerical cadre to JM4.& 8uring a promotion year. These additional promotions should be ad"usted from the ne/t year1s vacancies.2.233-. Ender Cast Track and 7ormal #hannel. all such employees should be taken to the final select list. Ho ever. . . a candidate may concurrently participate under the various channels for promotion as JM4. ill have to appear in both the ritten #larification on the guidelines. aggregate marks given in the preceding ' years annual reports divided by t o ill be taken.12.1!. %.*I marks in aggregate of ritten test/seniority 2 here applicable3.1%. G-3-02. The pattern of tests to be conducted under the Cast Track and 7ormal #hannel follo sL ill be as b3 %.5erformance appraisal.? C. if any. if any. shall be given by the 8eputy Managing 8irector 0 #orporate 8evelopment %fficer in consultation ith #entral Human Resources #ommittee and his decision shall be final and binding on all concerned.eniority.1 F28/ T02. %. 7umber of Ma/imum #overage Type of @uestions 120 .1%.<I under the various channels officers selected for promotion. Thus some vacancies may remain unfilled in the other channels not opted for by such candidate2s3. In terms of this policy. Cast Track and 7ormal #hannel for hich he fulfils the eligibility criteria prescribed.-01.has in their meeting held on 8ecember .uch vacancies. and intervie taken in their assigned proportion. F1/3-88 8/237207 9:0 40:<:/1:3& & candidate ill not be considered for promotion to JM4. %.

3.hort 7otes Total 8uration ould be . C.hort 7otes 5roblems Total 8uration @uestions ?* Marks .2 N:0<2.hort notes may also cover banking related topics of general interest. if any 2a3 2b3 2c3 2d3 121 . 2%ut of > :uestions3 )Z Hrs (* (= (* +* Type of @uestions 5art 2&3 Multiple choice 2%b"ective3 5art 2-3 .3 )Z Hrs (* (* (* +* & areness in the field of -anking 2. %.233-.1%.3.-I specific 0 -anking environment3 and finance Rationale to largely focus on system 0 procedures and rules 0 regulations 8evelopments in other areas in the field of -anking/Cinance 5ractical 5roblems in 4eneral -anking %. ) marks each 2no fraction3 may be given for the undernoted = parametersL 5unctuality and leave discipline @uality of ork #onduct and behaviour < !ith customers < !ith colleagues < !ith seniors . Rationals to be largely focussed on . . 7umber of Ma/imum #overage @uestions Marks +* '= &ll :uestions specific.ingle !ord/line Rationales 5art 2#3 .1. PARAMETERS FOR PERFORMANCE APPRAISAL The performance appraisal system has been introduced commencing ith the report as on '(st March )*** for promotions under merit/merit<cum<seniority channels in terms of the agreement for career progression of a ard staff. P2//-03 :9 T-8/ 9:0 40:<:/1:3 28 +MGS-I 637-0 N:0<2.-I 9:ual coverage for all areas ithout bias to ards any specific area.5art 2&3 Multiple choice 2%b"ective3 5art 2-3 Rationale 5art 2#3 . $atest products/schemes to be covered. (* 2%ut of () :uestions3 (* 2%ut of () :uestions3 .233-. & ma/imum of (* marks.pecial contribution to ork/business.ysytems and 5roceedures. %.* (* 2%ut of (= :uestions3 = 2%ut of ? :uestions3 ) 2%ut of . C.2.

&ccordingly. '(. ho :ualify for the intervie .!. it has become necessary to evolve a system to convert the ratings given to members of the orkman staff in the confidential reports for the year (GG=<(GG>.(GGG ill be converted into marks as underL 9/cellent 4ood &verage -elo &verage 5oor !ork = .( of this Reference -ook.ecrecy 2&nne/ure<=&3 $etter of Endertaking 2&nne/ure<=-3 8eclaration to be bound by the . (GG><(GG+. as the performance of the employees ill be assessed from (GGG<)*** on ards under the ne performance &ppraisal . '(.2.= .(GG>. ' 5ara '. The above instructions are applicable for the confidential reports as on '(.(GG? and/or '(.'. truly and to the best of my skill and ability e/ecute and perform 122 .!.'.'.'.'. '(.. Curther.ervice Rules 2Corm < &3 2&nne/ure<=#3 NNNNN ANNEXURE %A DECLARATION OF FIDELIT" AND SECREC" I do hereby declare that I ill faithfully.'. ) ( #onduct = . ritten under the old system %.3. '(.2e3 4eneral remarks 8etailed instructions for compilation of annual reports for the purpose have been given in #hapter 7o.'.'.'.(GG? and '(. under the old system as on '(.(GG+. in their confidential reports under the old system as on '(. MISCELLANEOUS INSTRUCTIONS Corms to be signed at the time of appointment/promotionL 9very employee found suitable for appointment as Trainee %fficer under noted formsL ill be re:uired to fill up (. '.'. the ratings in such a report shall be taken as AaverageA and marks reckoned accordingly. the ratings a arded to staff members. the average of marks obtained in the reports for three years immediately preceding the year of promotion ill be reckoned in the promotion e/ercise.(GGG. hich has not been communicated to him in terms of the e/tant instructions.ystem and the ne policy for out<of<cadre promotions is applicable for promotions due in the year (GG?<(GGG.(GG+.3. In order to even out any reporting biases etc. %. '(.(GG? and '(.tate -ank of India %fficers .= .'. %. ). In case there is any adverse remark on any employee :ualifying for the intervie .(GG+.(GG>.(GGG only.3.. and. ) ( %. 8eclaration of Cidelity and . (GG+<(GG? and (GG?<(GGG into marks to ensure smooth transition to the ne system of 5erformance &ppraisal.3..'.

I47&TER9 UUUUUUUUUUUUUUUUUUUUU 7&M9 I7 CE$$ UUUUUUUUUUUUUUUUUUU 89. auditor.tate -ank. member of $ocal committee.tate -ank.tate -ank and hich properly relate to the %ffice or position in the said -ank held by me. . of the .tate -ank and relating to the business of the . I further declare that I ill not communicate or allo to be communicated to any person not legally entitled thereto any information relating to the affairs of the . or other employee as the case may be. adviser.the duties re:uired of me as 8irector.I47&TI%7 UUUUUUUUUUUUUUUUUUU 123 . %C I78I& UUUUUUUUUUUUUUUUUUUUUU 8&T9 UUUUUUUUUUUUUUUU . member of $ocal -oard.tate -ank or the affairs of any person having any dealing ith the . officer. nor ill I allo any such person to inspect or have access to any books or documents belonging to or in the possession of the .tate -ank or the business of any person having any dealing ith the .T&T9 -&7.

ANNEXURE %B LETTER OF UNDERTAKING The #hief 4eneral Manager.ir. hile I am in service of the -ank. 5$&#9 UUUUUUUUUUUUUUUUUUUUUU 8&T9 UUUUUUUUUUUUUUUUUUUUUUU . I hereby undertake that I shall "oin the services of the . . QQQQQQ $H%.tate -ank of India hich permission may be ithheld ithout assigning any reason.tate -ank of India.I47&TER9 UUUUUUUUUUUUUUUUUUUUUUUUU 7&M9 I7 CE$$ UUUUUUUUUUUUUUUUUUUUUU 124 . 8ear .tate -ank of India as officer JM4 . I shall not be entitled to apply for or to accept the offer of any other appointment or appointments. ithout the kno ledge and permission in riting of the .cale I and shall continue to serve the -ank.

!IT79.tate -ank of India %fficers .ANNEXURE %C C%RM & DECLARATION TO BE BOUND B" THE STATE BANK OF INDIA OFFICERS SER#ICE RULES I hereby declare that I have received from the -ank a copy of the .I47&TI%7 UUUUUUUUUUUUUUUU 125 .ervices Rules and having read and understood them. UUUUUUUUUUUUUUUUUUU 5$&#9 UUUUUUUUUUUUUUUUUUUUU 8&T9 UUUUUUUUUUUUUUUUUUUUUU .. I hereby subscribe and agree to be bound by the said Rules.I47&TER9 UUUUUUUUUUUUUUUUUUU 7&M9 I7 CE$$ UUUUUUUUUUUUUUUU 89.

#T 2-3 dated the )Gth July )**) advised that the . including the ./1:3 . i.T candidates ho are participating in the promotion process on account of rela/ation in the upper age limit available to them.& Three lists ill be dra n for finalising the Hone of .? 237 R-56. &s provided under the policy.23.election for unreserved vacancies. The follo ing rela/ations are available to .#s and +Z I for .#/.#/.O991. F28/ T02.T candidates ho score e:ual to or more than the minimum :ualifying score prescribed for such candidates under the respective channel. Crom these lists 2for . ithout any rela/ation provided to . e/cluding those hose are included in the list for unreserved vacancies as above.-. Crom this list t o times the number of vacancies identified for 4eneral #andidates taken from the top.#/.#/. (/(G/)**)<.#s and .ANNEXURE %D PROCEDURE TO IMPLEMENT PROMOTIONS TO +MGS-I OF RESER#ATIONS FOR SC$ST IN The reservation/rela/ation/concessions available to .election for reserved vacancies.-0.#/. Ministry of Cinance vide their letter 7o. the follo ing procedure is to be adopted in respect of the reservations for . other than the . F:0 630-8-0@-7 @2.election <Cor unreserved vacancies < for candidates :ualifying as per normal . there is a reservation of (=I for .#/.237172/-8 &ll the ./1:3 (29/-0 13/-0@1->)& Trainee %fficer.#/. ill constitute the Hone of . In respect of reservations in promotions.# 0 .233-.<I under various channels as detailed in the relevant paragraphs in the policyL Rela/ation in upper age limit Rela/ation in minimum :ualifying standard In ritten test In intervie &ccordingly.#/.#s 0 . They are to be ad"usted against unreserved points.#s and .Ts in promotions to JM4.T candidates.election. for out of cadre promotion in terms of 4overnment/I-& guidelines as applicable form time to time are to be complied ith in these promotions.Ts3.#/.T in the promotions to JM4. Cast Track and Regular channel 126 . S-. t o times the number of vacancies reserved for .Ts respectively taken from the top ill constitute the Hone of .T candidates.<I under various channelsL 2) M:3. ho score in the ritten test e:ual to or more than the minimum :ualifying score prescribed for 4eneral #andidates under the respective channels ill be placed in the descending order of merit.20 . <T o lists B one each for .T candidates if any.:9 S-. ould be placed in the descending order of merit in separate lists for .T B ould be dra n from all . =) F132.<I. F:0 SC$ST .T candidates in the promotions from clerical to JM4.T0213-.T employee etc. &s per e/tant instructions in this regard. after e/cluding those ho are included in the list for unreserved vacancies.e..-.T candidates appointed on promotion on their o n merit and not o ing to rela/ation of :ualification ill not be ad"usted against the reserved points of the reservation roster.election.1-8 &ll the candidates.tandards. If there are more than one candidate at the cut off point all such candidates ould be included in the Hone of .Ts. if there are more than one candidate at the cut off point all such candidates ould be included in the Hone of .

# 0 . .core ould be aggregated in the assigned proportion and listed in the descending order of merit.#/.23.T respectively. in respect of all . 5erformance score and the Intervie . CDO$P*HRD-IR$1)$2''6-'( D2/-7 22. separate lists 2for .election for unreserved vacancies ho obtain e:ual to or more than the minimum score prescribed for the intervie for 4eneral #andidates under the respective channels.T candidates ho have secured e:ual to or more than the minimum score prescribed in this regard for .1-8 In respect of all the candidates ho obtain e:ual to or more than the minimum score prescribed for the intervie for 4eneral #andidates.T candidates.core taken in the assigned proportion. If more than one candidate secures more than marks e:uivalent to cut<off marks all such candidates ould be promoted.T respectively taken from the top of the respective lists ould be placed in the select lists against the reserved vacancies.# 0 .1-8 Cor all the candidates in the Hone of . If more than one candidate secures more than marks e:uivalent to cut<off marks all such candidates ould be promoted.eniority Marks.# 0 .T candidates ho secure e:ual to or more than the minimum score prescribed for intervie under the respective channel for such candidates. 5erformance score and the Intervie .e.1. i. If more than one candidate secures more than marks e:uivalent to cut<off marks all such candidates ould be promoted.elect list. after e/cluding those hose name find a place in the select list for unreserved vacancies 2as above3.1-8 Crom the candidates ho appeared for the intervie but do not find a place in the select list for unreserved vacancies as above. If more than one candidate secures more than marks e:uivalent to cut<off marks all such candidates ould be promoted.23.elect list.233-.-760.CIRDO$P*HRD$12($2''3-'! DT 12-12-2''3. #andidates e:ual to the number of unreserved vacancies ould be placed in the . #andidates e:ual to the number of vacancies reserved for .core ould be aggregated in the assigned proportion and listed in the descending order of merit.#/. The candidates e:ual to the number of vacancies reserved for . F:0 SC * ST Cor the reserved vacancies.'(. the .T candidates.23. ould be placed in the descending order of merit separately for . 7) F1/3-88 8/237207 9:0 40:<:/1:3& & candidate ill not be considered for promotion to JM4.2''6) 6.T3 ould be prepared in the descending order of the composite score.*I marks in aggregate of ritten test/seniority 2 here applicable3.<I if he does not secure a minimum of .* P:.# 0 .core < of all .F:0 630-8-0@-7 @2. the !ritten test score. #andidates e:ual to the number of unreserved vacancies ould constitute the . F:0 0-8-0@-7 @2. CIR NO. the aggregate of the !ritten test score.# candidates 0 .1 2i3 P0:<:/1:3 P0:. 5erformance score and the Intervie .) S-31:01/A C. intervie and performance appraisal in the composite merit list.eniority Marks.T respectively taken from the top of the t o lists ould be placed in the select lists against the vacancies reserved for . 5erformance score and the Intervie . CHAPTER 6 PROMOTION POLIC" FOR SUBORDINATE EMPLO"EES (C10.& F:0 630-8-0@-7 @2.A& &ll eligible employees in subordinate cadre ill be first sub"ected to a ritten test in 4eneral 127 .# 0 . the composite score < comprising of the .

part I etc.* marks '* marks 5erformance appraisal L (* marks 2= marks each for 4raduation and J&II-/#&II.-. !ill be finalized by #orporate #entre in consultation ith #ircles.191. E62. ho secure minimum pass marks 2.= years and belo the policy3 @) S-.*I3 in ritten test on 4eneral -anking. 9nglish $anguage 0 4eneral & areness.chool e/amination b3 5assing of a #ourse in computer a areness and computer application from an institute recognized by the -ank :0 having attended a training programme on computer a areness and application at a .-88 & !ritten test 24eneral -anking. :9 8-0@1.1-8& 7eed based.1.23. There ill be follo ing channels for promotion from subordinate cadre to clerical cadreL< 2iii3 6.3 2Epto =* years for the first t o promotion years after implementation of . &fter the training in -ank Master/ #ore -anking/any other -anking soft are./1:3 P0:.-anking. hosecure minimum pass marks 2. 2This training ill be imparted to employees. 9nglish $anguage 0 4eneral & areness3 #omputer &ptitude Test Including L basic kno ledge of -ank Master/ #ore banking/any other banking soft are &dditional @ualification 2viz. 4raduation #&II.2/1:3& a3 Matriculation/High . 2ii3 The employees. O9 #2.I/#&IIII etc. ill be imparted basic training in -ank Master/#ore -anking/any other -anking soft are. 9nglish $anguage and 4eneral & areness.-& = years permanent full time service 2including pro rata part <time service. the eligible members of subordinate staff ill be sub"ected to ritten test on #omputer &pplication 0 & areness and on basic kno ledge of orking on -ank Master /#ore -anking/any other -anking soft are follo ed by intervie .*I3 in ritten test on 4eneral -anking.taffTraining #entre/ . 11) L-35/.atellite #entre.Ma/imum (* marks3 (* marks 128 . 9nglish $anguage 0 4eneral & areness3 1@) A5-& . service ill not be counted3 temporary 111) M13.-0?)& N:.1 1) MERIT CHANNEL (P0:<:/1:3 28 C.

23. :9 8-0@1.part I etc.1-8 L 7eed based. 2This training ill be imparted to employees. @1) @11) N:. ho secure minimum pass marks 2.1.-<-3/L L (* marks 1'' <20?8 % 5osting ill be made preferably in rural/semi<urban/urban areas depending upon the attitude and disposition of the employee. 5assing of a #ourse in computer a areness from an institute recognised by the -ank :0 having attended a training programme on computer a areness and application at a . 9nglish $anguage 0 4eneral & areness3 1@) A5-& =* years and belo the policy3 @) S-.temporary service counted3 M13.* marks '* marks (* marks 2= marks each for Matriculation and J&II-/#&II.2/1:3 L a. ill not be 111) b.-. ?th class/standard 5ass.L ? years full time service 2including pro rata part <time service. Matriculation/ L High .-8 L P. by #orporate #entre in consultation ith #ircles. 1) NORMAL CHANNEL (P0:<:/1:3 28 C28.chool.tate -ank $eraning centre/.23. 6. !ill be finalised to begin ith.atellite #entre.*I3 in ritten test on 4eneral -anking.-88 & !ritten test 24eneral -anking.Intervie T:/2.3 2Epto == years in the first t o promotion years after implementation of M2G1<6< M20?8 .. #&II.191.2. :9 .II/ graduation <Ma/imum (* marks3 (* marks 5erformance appraisal L 129 . :9 #2. 11) L-35/.. E62.1-08)& N:.2.I/#&II. 9nglish $anguage 0 L 4eneral & areness3 #omputer &ptitude Test Including L basic kno ledge of -ank Master/ #ore -anking/any other banking soft are &dditional @ualification 2viz./1:3 P0:.

233-.2.-0. 7o special pay/officiating allo ance ill be payable to these employees. 8y.23.. allot roll numbers and make other arrangements for conducting tests and intervie s. The promotion policy shall be in operation for = years from the year of implementation hereafter it ill be revie ed "ointly by the parties so as to arrive at a revised policy.3 2i3 2ii3 2iii3 O4-02/135 138/06.3: 8-31:01/A . The subordinate staff promoted to clerical cadre under merit channel ill be posted at rural or semi<urban centres or in large branches at urban centres as per the need of the bank. =. ill be determined ith the approval of ill be held at The ritten tests in general banking. 6. &. The employees promoted through normal channel ill be designated as #ashiers and their services ill be used as cashiers or for back<office operations as per the re:uirement of the branch.1. Human Resource 8epartment at $ocal Head %ffices shall call for names of eligible employees from all branches/offices located in the geographical area of #ircle. prepare lists of eligible employees.13-8 The vacancies for promotion under the policy #orporate centre.T. preferably at rural/semi urban/urban -ranches in the module concerned as cashiers.3 6.The :uestion paper for the test ill be designed and supplied to the #ircles by the #orporate #entre./1:38$5617-.. 9nglish language and general a areness #ircle level on a common date to be advised by #orporate #entre.2 2i3 S-31:01/A C.>1. The content and duration of training programme for training to be imparted to employees securing minimum pass marks in ritten test ill be finalised and advised separately. & @1) @11) N:. G-3-02.Intervie T:/2. They 2viii3 2i/3 130 . ill be the promoting authority for 2iv3 2v3 2vi3 2vii3 &ll employees on promotion ill be sub"ected to change of posting as per instructions for placement of employees under Merit #hannel and 7ormal #hannel stated under paragraph ( and ) above. posting ill be made in rural/semi<urban/urban areas in other modules in the #ircle. 4eneral Manager and #ircle 8evelopment %fficer subordinate staff employees promoted under the policy. The ritten test on computer application 0 a areness and on basic kno ledge of orking on -ankmaster/#ore banking/any other banking soft are ill be held on a common date to be advised by #orporate #entre.-8 L P. The employees promoted as cashiers under 7ormal #hannel ill not be eligible for higher in< cadre appointment or officiating in clerical cadre or out of cadre till their conversion as clerks as per the policy in this regard.-<-3/& L (* marks 1'' <20?8 % &s per the -ank1s re:uirements.. :9 C. The promotions ill be effective from a common date from the date of declaration of the final result. They ill be posted at rural or semi<urban centres or in large branches at urban centres as per the need of the -ank. 2ii3 6.233-. If sufficient vacancies are not available in the same module.

attending to visitors etc. (?**/<p. they ill be eligible for officiating pay2presently Rs.tenographer1 and he/she ill be entrusted additional duties of &ssistants and Head &ssistants at administrative offices 2viz.m.enior .tenographer opts not to be considered for appointment as .. ho accept the higher appointment ill be posted at branches here they ill e/ercise higher passing po ers and ill be eligible for a special pay of Rs. The .enior &ssistant. follo <up ith the $H%s/other establishments.. if due to e/treme administrative e/igencies.enior &ssistants. 7o special pay/officiating allo ance ill be payable to them e/cept hen due under #areer 5rogression 5olicy.pecial &ssistants. CHAPTER ( (.=**/< p. putting up the consolidated position to the higher officials.151=1.=**/< p.. entry of in ard mail.tenographers on completion of )' years of service L 2i3 be offered higher appointment as . They ill be redesignated as A.4:.A 13 86=:07132/.1.m.270-. taking out buffs. despatch. 2ii3 2b3 . maintaining other registers. data compilation.0-2/1:3 :9 23A @2.3 S#IR8%/HR/()(/)**><*+ 8ated 'rd March. data collection.A >1. filing.m. analysis of data.enior &ssistants. drafting replies. maintenance of leave record. 3:/ 0-86. making notings on letters. these employees are re:uired to e/ercise passing po ers e:uivalent to . 131 . folders.(.1 (./ 13 .3 and paid a special pay of Rs. he/she may opt to become X.-08 E.tenographers. Ho ever .).(.23. if a . files.m.:A--8 637-0 /. sending reminders.)**+T 2/3 T. The .1/A L< 2a3 .1..1 GUIDELINES FOR IN CADRE CAREER PROGRESSION OF STENOGRAPHERS AND RECORD KEEPER-CUM-CASHIERS F:0 S/-3:5024.tenographers on completion of () years service L 2i3 be offered higher appointment as .enior .ill perform all the duties hich have been laid do n for them by the bank.40:<:/1:3 :9 -<4.tenographers. ho accept the higher appointment ill be posted at branches here they ill e/ercise higher passing po ers and ill be eligible for a special pay of Rs.?**/< p. The shortage at any branch/office ill be met by deployment of staff from nearby branch/office.tenographersA.

2 F:0 R-. 4eneral Managers of concerned module ill consolidate the list of all branches/offices and ill prepare a common service seniority list in descending order of employees service seniority.enior Record .).pecial 5ay of Rs. despatch.tenographers on completion of )' years of service may be given higher appointment and their services may be utilised as per the re:uirement of the -ank at the administrative offices/branches.eeper<cum<#ashiers ill be redesignated as A.pecial .eepers and -ill #ollectors3 L< 2i3 %n completion of () years of service as Record .pecial Record . The names ill be listed in descending orders of service seniority. en:uiry counter. 4rahak Mitras. The names ill be listed in descending orders of service seniority. G617-.eepers/#ashiers 2including erst hile 4odo n .enior &ssistant ill be given higher appointment and be posted at the branches here they ill e/ercise higher passing po ers.tenographers on completion of () years of service and .m..pecial . In addition to their duties.pecial .eeper<cum< #ashiers ho have completed () years of service as stenographers on or before (st &ugust )**.enior . member of out ard sales force. Multiple 5roduct . (st &ugust )**= and (st &ugust )**> and are opting to become .ales Corce. 2ii3 (.6<-C28. (st &ugust )**= and (st &ugust )**> ill be prepared for appointment as .=**/< p. R&#5#.1-08 &ll Record . The branch< ise/office< ise list of all eligible Record .1.tenographersA. %n completion of )' years of service in the cadre they ill be redesignated as .enior .tenographer1 and he/she may continue to perform the additional duties listed under 2a3 2ii3 above and be paid a special pay of Rs. They ill be redesignated as A.&M4 branches/$H% or #orporate #entre establishments etc. The stenographers ho have opted to become . branch< ise/office< ise list of all Record ... branch< ise/office< ise list of all stenographers ho have completed )' years of service on or before (st &ugust )**. recoveries. receipt of in ard dak..tenographers ill be prepared in descending order of service seniority.tenographer ho opts not to be considered for appointment as .pecial &ssistant and are opting to become . O4-02/1:32.eeper<cum< #ashiers. #55# and other initiatives. (. cross selling. The branches/ offices/Mid< corporate/#&4/. The above lists ill be for arded to Honal %ffice and 8y.eeper<cum<#ashiers ill be prepared in descending order of service seniority.. #&#.eeper<cum<#ashiers/Record .pecial &ssistant. (st &ugust )**= and (st &ugust )**> and ho have not opted for appointment as .pecial Record .13-8 L< 2i3 The branch< ise/office< ise list of all eligible stenographers ho have completed () years of service as stenographers on or before (st &ugust )**.enior Record .:07 K--4-0-.3.imilarly.+**/< p. 2ii3 .eepers/#ashiersA and ill be paid . The services of Record . may opt to become X. . (st &ugust )**= and (st &ugust )**> ill be prepared for appointment as . their services can be utilised for marketing of products.m. deposit mobilisation.2ii3 & .m.eeper<cum<#ashiers/Record ..pecial .eeper<cum<#ashiers ho have completed )' years of service on or before (st &ugust )**.imilarly.eepers/#ashiers and may continue to perform the additional duties listed under 2i3 above and ill be paid special pay of Rs.M9##.tenographers. .1. ith enlargement of duties. The stenographers ho have opted for higher appointment as .enior &ssistant or . falling in the geographical area of zone ill be treated as part of zone.eeper<cum<#ashier should be utilised as per the re:uirement of the 2iii3 2iv3 2v3 2vi3 2vii3 2viii3 132 .eeper<cum<#ashiers/Record .***/< p.

enior 9lectricians. . T.T. 5lant &ttendants.1 2) 2i3 ii 3 GUIDELINES FOR IN CADRE CAREER PROGRESSION OF DRI#ERS.#.$S.T.enior .C.23/ A//-3723/8 =) 2i3 %n completion of (= years of service in the cadre. . 5lant &ttendants ill be advised separately..anitary Citter.m.. 5lant &ttendant. 5lant &ttendants ill be redesignated as A.. .. . S231/20A F1//-08. list of all 8rivers.enior . . &.enior &. 5lant &ttendants. ELECTRICIANS$SANITAR" FITTERS. ./. debarment policy.2.enior Head 9lectrician.. the driver ill be redesignated as A.$S.25lease refer chapter )* of the book3. G617-. 9lectricians. the drivers A. A.T.(. .#. 5lant &ttendantA and ill be paid special pay of Rs. 5lant &ttendants and .imilarly.**/< p.>=/)**><*+ dated ?th Cebruary )**+. 5lant &ttendants ho have completed )' years of service on or before ( st &ugust )**. ho ill consolidate the list of all branches/offices and ill prepare a common service 2ii3 2iii3 133 . #8%/IR/. .T...T. .anitary Citter. 5lant &ttendantA and ill be paid special pay of Rs. 9lectricians.anitary Citter..T. (st &ugust )**= and (st &ugust )**> ill be prepared in descending order of service seniority.'**/< p.T. . 2/ii3 The detail have been given under #hapter )(.#. the clarifications ill be given by the #orporate #entre and $H% should not make any modification/deviation at their end ithout the approval of #orporate #entre. 2/3 2/i3 (. &.2 (. PLANT ATTENDANTS E..2 2i3 O4-02/1:32./.T.th %ctober )**'.(.-ank and priority should be given to branches in semiurban and rural areas for providing their services. 5lant &ttendants and .5$/.)*/<3 F:0 E.taff Cederation/ #ircle .#.enior . #.T. 4eneral Managers of concerned module. In case of any problems/difficulties in implementation of the above instructions. ..anitary Citter. ill be redesignated as %n completion of )' years of service in the cadre. .enior .-.m.13-8 The list of all eligible 8rivers.anitary Citter.enior &. The names ill be listed in descending orders of service seniority. issue of transfer orders. 2i/3 The other guidelines viz.enior . P..5$/'(? dated (. &./01.enior Head .taff Enion ill be in terms of #orporate #entre letter 7o.#.=*/< p. 5lant &ttendants.anitary Citter.1/A F:0 D01@-08 &.enior Head &. 5lant &ttendant ill be redesignated as A.enior Head 8riversA and ill be ill be paid special pay of Rs.. 2increased from Rs. &s regards redeployment/transfer of office<bearers of recognised .enior 9lectrician. .#8%/IR/. 5lant &ttendant. 2d3 %n completion of )' years of service in the cadre. .2.anitary Citter. .m. the 9lectrician.#. . identification of posts.'=*/< p. The above lists ill be for arded to Honal %ffice and 8y. 2iii3 Instructions regarding enlargement of duties of . 5lant &ttendants ho have completed (= years of service on or before ( st &ugust )**. the 9lectrician. 5lant &ttendant. &.enior 8rivers.C.(.(.enior 8riversA and ill be paid special pay of Rs. posting along ith mobility ill be follo ed in terms of circular letter 7o.enior &.T. checking and scrutiny. &.enior Head .151=1.anitary Citter.. preparation of list. A. (.m. (st &ugust )**= and (st &ugust )**> ill be prepared for appointment as .A44:13/<-3/ :9 S-31:0 D01@-08 * S-31:0 H-27 D01@-08 %n completion of (= years of service in the cadre. . (.#.#.1238.anitary Citter./. .

12. ill. ()('/<3O 7%T9 L The above provisions are not applicable to Telephone %perators.pecialist staff in clerical cadre such as &. +?>/< 2revised Rs.ettlement dated ((th May )*** on service conditions. they ill be paid a special allo ance of Rs. as hitherto. &# etc3. The duties and responsibilities of .&M4 branches/$H% or #orporate #entre establishments etc. in his trade. as the case may be. falling in the geographical area of zone ill be treated as part of zone. be redesignated as .m3O on completion of )= years of service in the cadre. The instructions ith the regard to payment of special allo ance are effective from .1. if he ac:uires/possesses an 9lectrical !iremanKs #ertificate or 5!8 $icence 2IInd #lass3 or a certificate from the 8%T/ITI or from any other institute. Ho ever. in his trade.enior 5lant &ssistants/. and paid a special allo ance of Rs.tate -oard of Technical 9ducation/ITI/8%T or undergoes training relevant to his ork at an institute run/recognised by the 4overnment.seniority list in descending order of employees service seniority. %n completion of ? years of confirmed service in the -ank. The salient features of the policy in this regard are as underL< i3 & non<matriculate "oining the -ank in the subordinate cadre in maintenance section ill continue to hold the present designation of 5lumber/5ump &ttendant/Citter etc. on completion of (* yearsK service. as the case may be.3..# 5lant operators/#ontrol Room %perators/5harmacists/7urses/&rmourers etc. electrical. run/recognised by the 4overnment.th ii3 iii3 iv3 134 . he may be redesignated as 5lant Technician 2sanitary.enior &rmourers etc.?(>/<3O In case a 5lant Technician/Telecom Technician passes an e/amination.3.( and (*.3. (.m 2Rs.m 2Rs.eeper<cum #ashiers on higher appointments are given in #hapter )(.1 HIGHER APPOINTMENTS SUBORDINATE STAFF WITHIN CADRE CLERICAL AND POLIC" FOR APPOINTMENT TO SPECIAL ALLOWANCE CARR"ING POSITIONS IN THE CLERICAL CADRE S4-.tenographers and Record . The Technical/. placed in clerical cadre and designated as K5lant &ssistantK/Telecom &ssistantK as the case may be.1 (. P2A F:0 W:0?<-3 S/299 I3 S/2/. and paid a special allo ance of Rs. the rates of special pay payable to orkmen employees stand revised as under from the (st 7ovember )**) and thereafter is given in &nne/ure (*. 9lectrical Helper and Telephone Helper ill be redesignated as K9lectrical $inemanK and Telecom $ineman respectively.B23? O9 I3712 In modification of the provisions contained in &nne/ure<( to the .enior 7urses/.==> p.) under #hapter (*.2 SCHEME FOR CAREER PROGRESSION FOR MAINTENANCE STAFF In order to provide separate avenue to the technical/specialist staff attending to maintenance ork a separate career path has been formulated for them.3 (. 2iv3 In case of any problems/difficulties in implementation of the above instructions. he ill be sub"ected to an intervie ith a vie to testing his competence and on :ualifying therein. v3 (. conducted by the . This e/ercise shall be done once in a year as in the case of other promotions from subordinate to clerical cadre..?>/< p.+=*/<p. resulting in enhancing his skill and "ob kno ledge.enior 5harmacists/. The branches/offices/Mid< corporate/#&4/. the clarifications ill be given by the #orporate #entre and $H% should not make any modification/deviation at their end ithout the approval of #orporate #entre. Telecom Technician.enior #ontrol Room &ssistants/.

7ovember, (GG+ and not retrospectively. 2OR96I,98 &, 59R ,9697TH -I5&RTIT9 ,9TT$9M97T.3 v3 CDO:IR:31 DTD.4.11.1997 ,pecial pay to !ard -oys L< ,pecial pay of Rs.'+(/< p.m. to !ard -oys may be paid on completion of ? years of confirmed service provided they have ac:uired/possess Cirst &id #ertificate of ,t. JohnKs &mbulance &ssociation .e.f. (.?.)**' 2#8%/IR/,5$/)+' dated (G.G.)**'3. Hindi Translators ill be appointed as ,enior Hindi Translators on completion of (* years of service and ill be paid special pay of Rs.+=*/< p.m. and on completion of )' years of service they ill be appointed as special Hindi Translators and paid special pay of Rs.()('/< p.m. .e.f. (.?.)**' 2#8%/IR/,5$/)>G dated (>.G.)**'3.

vi3

(.33

AUTHORIT" STRUCTURE FOR SANCTION OF POSITIONS OTHER THAN THOSE CO#ERED B" AGREEMENT ON CAREER PATH
&s far as other positions carrying a special allo ance of less than Rs.;?>/< in the clerical cadre and less than Rs.'*+/< in the subordinate cadre are concerned, it has been decided ith the approval of the appropriate authority that these positions, other than those covered by the ,ettlement dated ().*;.(GGG, ill, henceforth, be sanctioned by &uthorities as under, strictly on the basis of assessed need L

(. ). '. ;. =. >. +.

9stablishment -ranches Honal %ffices $ocal Head %ffice 8epartments in ,tate -ank -ha an 8epartments in #-8, -elapur #orporate &ccounts 4roup %ther #orporate #entre / 8epartments outside ,tate -ank -ha an / #-8 -elapur

,anctioning &uthority #ontroller of the -ranch 84M at the Honal %ffice #ircle 8evelopment %fficer 4eneral Manager 2#orporate ,ervices3 4eneral Manager 2&-0R3 #4M 2#&4<#entral3 #ontroller of 9stablishment / 8epartment 2not belo the rank of 84M3

In this connection, please note that sanction of ne /additional positions carrying special allo ance ill not result in creation of vacancies in the substantive cadre. It should, therefore, be ensured that such sanction is accorded ithin the present strength of staff in the respective category in the office. Cor instance, creation of the post of a 8uftary at an office ill be ithin the overall strength of messengers. ,imilarly, sanction of the post of &sstt. Head #ashier at a -ranch ill be ithin the overall strength of &ssistants 2&ccounts/#ash3 in that -ranch. &lso, the person appointed to the special allo ance carrying position shall also perform his/her respective substantive cadre duties, as per administrative re:uirements. #8%LIRL>>*' 8T8.(;.'.)***

(.3.!
i3

G-3-02,
& specimen of the appointment letter to be issued 2in duplicate3 to employees appointed to higher positions ithin<the<cadre is given at &nne/ure ;.), #hapter<;. &ll higher appointments in the subordinate cadre should be made on a probation of si/ months after obtaining the approval of the concerned #ontrolling &uthority. The concerned employees should be confirmed in the post on the same lines as in the case of higher appointments in the clerical cadres. 7-4LIRL+;+( 8T8.().'.(GGG

135

CHAPTER ) OFFICIATING IN HIGHER CAPACIT" AND DEBARMENT POLIC" ).1
).1.1

OFFICIATING IN HIGHER CAPACIT"
G617-,13-8 9:0 :991.12/135$2./135 13 ;15;-0 .242.1/1-8
In terms of the provisions of the 5olicy for #areer 5rogression for !orkmen ,taff ith effect from the (st &pril, (GGG, as a matter of rule, no acting/officiating opportunities ould be given in the place of all ,enior &ssistants 2including the redesignated ,enior &ssistants3 and ,pecial &ssistants. 8uring the absence of these employees, their ork ill be reallocated among the other ,enior &ssistants/,pecial &ssistants/%fficers2JM4 4rade3 available at the -ranch as the case may be. %fficiating ill be permitted only in such e/ceptional cases here the #ash %fficer 2JM43/,pecial &ssistant incharge of #ash 8epartment is suddenly incapacitated or proceeds on leave at short notice and here there is no other ,pecial &ssistant available either at that -ranch or any other nearby -ranch to take over charge. ,imilarly, no officiating shall be permitted in subordinate cadre positions. This should be strictly ensured by obtaining a certificate every month from the -ranch Manager 2along ith his monthly certificate3 that no officiating allo ance has been paid. Honal %ffice functionaries should check the monthly return of #harges &ccount and also verify #harges/9stablishment Registers at branches during their visits to ensure that the instructions are being meticulously follo ed. In order to ensure that officiating re:uirements in ,enior &ssistants/,pecial &ssistants/%fficers 2Junior Management 4rade3 level/subordinate cadre positions carrying special allo ances like Head Messengers/,enior Head Messengers/Head &rmed 4uards etc. are avoided, appropriate redeployment/posting of the employees under 5olicy for #areer 5ath, be resorted to.

7ote L 7eedless to mention that no officiating arrangement should be made at administrative offices. #8%LIRL#IRL? 8T8L>.=.(GGG, #8%LIRL(=+G 8T8L(?.>.(GGG

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N:0<8 9:0 4-0<1//135 O991.12/135 :44:0/631/1-8 /: -<4,:A--8.
!henever it is considered absolutely necessary to permit officiating, only in the e/ceptional circumstances as narrated in paragraph ?.(.( above, the follo ing aspects should be taken into account L

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&cting chances in Junior Management 4rade ,cale I 2#ash %fficers3 ill be given to employees in clerical cadre on the basis of combined -ranch seniority of all employees at the -ranch, provided that the employees are other ise suitable for the post. 7ormally, the seniormost employee ho has completed at least three yearsK service should be permitted to act in higher capacity. &n employee permitted to officiate in higher capacity as stipulated in paragraph ?.(.( above should actually perform the duties attached to the post and no employee should be permitted to en"oy A,leeping 5o ersA i.e., payment of allo ance ithout actually performing the duties attached to the post for hich the allo ance is paid. !ido s of deceased employees possessing :ualification of ?th class pass appointed in clerical cadre on compassionate grounds in terms of earlier instructions, ill have no claim for officiating. ,imilarly, employees ho have been promoted under ? year channel as Record

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keepers/godo nkeepers/bill collectors/cashiers/recordkeeper<cum<cashiers are ineligible for officiating both ithin and out<of<cadre. v3 vi3 &n employee ho has been reverted to the clerical cadre, at his re:uest, or has declined promotion to Junior Management 4rade ill not be eligible to officiate in the officerKs cadre. 9mployees ho are ineligible for promotion under merit/merit<cum<seniority and seniority channels for having crossed the relevant age criteria are ineligible for officiating after crossing the stipulated age limit, viz. =* years for 4eneral #ategory and == years for ,#/,T categories. In case an employee comes late to office and by that time acting chances had been afforded, the employee ho comes late ill not be considered for acting chances. %fficiating/acting arrangement, being temporary in nature, should be treated on a day<to<day basis and officiating/acting allo ance should not be paid for the intervening ,unday/holiday. Ho ever, here officiating arrangements are made for a specifically long period, say a fortnight/month etc., such allo ance may be paid for the intervening holidays also. There is no provision to permit messengers to officiate as cashiers.

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O991.12/135 :44:0/631/1-8 /: -<4,:A--8 244:13/-7 :3 82<- 72A
!hen t o or more employees having e:ual seniority are orking at the same -ranch, officiating opportunity ill be given in alphabetical order of surname of the employees in rotation. The number of opportunities ill be taken into account and not the number of days. Cor e/ample, the #ash %fficer has gone on leave in the first instance for one eek and t o eeks on the second occasion, the first claimant ill get one eekKs and the second claimant ill get t o eeks1 acting position. In the long run, efforts should be made to e:ualise the periods to the e/tent possible.

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DEBARMENT POLIC"
&n employee could be debarred from promotion under t o circumstances i.e. disciplinary proceedings are in progress and after punishment is a arded to him. hen

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P0:.-760- /: =- 9:,,:>-7 >;-3 718.14,1320A 40:.--71358 20- 13 40:50-88 &
&n employee, against hom disciplinary action is contemplated for an offence amounting to fraud, misappropriation of money, forgery or any other act hich prima facie amounts to criminal misconduct, shall be debarred from promotion for a period not e/ceeding ' years reckoned from the date such contemplation is advised to the employee in riting. In all other cases, of disciplinary action, the bar ill operate from the date the employee is served ith a charge<sheet. &n employee shall not be eligible for any promotion during the period of his suspension irrespective of the period involved.

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I3 .28-8, >;-0- /;- 46318;<-3/ ;28 =--3 2>207-7, /;- 4:,1.A >1,, =- 28 637-0 &There shall be no bar on eligibility for promotion here an employee has been censured or here an adverse remark has been entered in his service record. !here an employee is reverted as a measure of automatically eligible for promotion again < if it involves e/piry of the debarment period of ' years. -ut each individual merits. The #ircle management may revie arned or

disciplinary action, he ill not be an out<of<cadre promotion < upon the such case ill be considered on its such cases taking into account the

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gravity of his past misconduct and his subse:uent ork and conduct. He may, ho ever, be considered for higher appointments ithin the cadre after one year of reversion. iii3 !here increment2s3 of an employee has/have been stopped as a measure of disciplinary action, he shall not be eligible for promotion till the period covered by such stoppage of increment2s3 e/pires not ithstanding hether the ' year period passes in the meantime. ,uch an employee ill not, ho ever, be ineligible for a promotion ithin his cadre involving an allo ance carrying post during the period the stoppage of increment operates. !here an employee has been charge<sheeted or disciplinary action is contemplated against him for minor misconduct, he may be permitted provisionally to appear in the ritten test, intervie etc. for promotion to higher cadre, sub"ect to his being eligible other ise. & case of this nature ill be dealt ith as under L If the employee is completely e/onerated on the conclusion of disciplinary proceedings and it is found that he as successful in the test/intervie , he ill be promoted ith retrospective effect along ith other employees. &n employee ho has been arned/censured on conclusion of disciplinary proceedings and is found suitable for promotion on the basis of test/intervie , ill be promoted ith effect from a future date. The effect of punishment to such an employee ould thus be loss of seniority vis<a<vis others, ho appeared for the same test and got promoted earlier. &ccordingly, the employee may be promoted ith the batch promoted subse:uent to the a ard of punishment to him, ithout having to appear again in a promotion test. In case of any other punishment imposed after conclusion of disciplinary proceedings, the result of the promotion test ill be cancelled. The employee ill have to appear afresh in the test after the debarment period is over. Ho ever, appearance in the test, the result of hich is not declared, ill not be counted as a chance availed of. 7ote L &n employee that capacity. ho is debarred from promotion is also debarred from officiating in

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9mployees punished by the Indian Institute of -ankers for resorting to unfair means at their e/amination ill be given an administrative arning hich ould be noted in their service record and such employees ill not be considered for promotion to higher cadre for one year, if they are already eligible or for one year from the time they become eligible for such promotion. The Managing #ommittee of the Indian -anksK &ssociation considered the matter in the light of the observations made by the 4overnor, Reserve -ank of India. It as decided that herever unfair practices resorted to in the II- 9/amination ere proved, the disciplinary authority should normally a ard deterrent punishment as provided in the -ipartite ,ettlement. The report received from the Indian Institute of -ankers should be given due cognisance and appropriate action for gross misconduct should be initiated and completed e/peditiously. & feedback of the action taken by the bank should also be given regularly to the Indian Institute of -ankers. 7ote L %ne year period should be reckoned from the date the employee becomes eligible for promotion or from the date of a arding a punishment to him by the Indian Institute of -ankers, hichever is later.

8.2.4

OUT-OF-CADRE PROMOTION (TO +MGS I CADRE) RE#ERSION AT REEUEST$OFFICIATING OPPORTUNITIES
9mployees ho get reverted to their substantive cadre o ing to seeking reversion for reasons beyond their control after accepting the promotion and ho other ise fulfil all eligibility criteria should be given further opportunity for out<of<cadre promotion in the follo ing manner and sub"ect to the conditions laid do n belo L

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2i3 They may be provided one opportunity for promotion to JM4, I, immediately in the ensuing promotion, if any, in hand, sub"ect to the other eligibility criteria for promotion being fulfilled. 2ii3 If after availing of the opportunity as above, they again refuse promotion and re:uest for reversion to the substantive cadre for the second time, they ould be given one more opportunity after the e/piry of debarment period of ' years 2during this period they ill be debarred from out<of< cadre officiating as ell3 from the date of reversion, after such refusal, sub"ect to the other eligibility criteria for promotion being fulfilled. 2iii3 If after availing of the second chance, they again refuse the promotion and re:uest for reversion to the substantive cadre, they ill stand permanently debarred from further out<of<cadre promotion and out<of<cadre officiating opportunity. 2iv3 ,uch employees ho are given additional opportunities for promotion after reversion ill not, ho ever, be eligible for out<of<cadre officiating and the additional opportunities are given only for appearing in the out<of<cadre promotion e/ercise. 2#8%/IR/,5$/+G 8t. (;.*=.)**)3

C,20191.2/1:38 &
(3 In respect of para ?.).(2i3, normally the ' year period of debarment should commence from the date of charge<sheet. Ho ever, in some cases, issuance of charge<sheet is at times not possible o ing to the -ank desiring to investigate the matter fully before a charge<sheet is framed. It is :uite possible that an employee, hose alleged misconduct is being investigated, may become eligible for promotion in the meantime. Ender such circumstances, it may become necessary to advise the employee that disciplinary action is contemplated against him. He may not, therefore, be considered eligible for promotion. It should, of course, be ensured in the interest of the -ank as ell as that of the employee, that the investigation is e/peditiously completed and charge<sheet issued as early as possible. &s stated in paragraph ?.).)2i3 of the policy, there shall be no bar on eligibility for promotion here an employee has been arned or censured or here an adverse remark has been entered in his service record. The Intervie #ommittee, ho ever, should take this factor into account before deciding upon the employeeKs suitability or other ise for promotion. !here an employee has been charge<sheeted or the disciplinary action is contemplated against him for a minor misconduct, he may be permitted provisionally to appear in the test, intervie , etc. for promotion to higher cadre sub"ect to his being eligible other ise. -ut the result of such employee should be ithheld until such time as the case is decided. In case, the employee is punished, he ill not be promoted. Ho ever, in such a case the result should not be declared and the employee could be considered for promotion on the basis of his performance in the test/intervie as underL < If the employee is completely e/onerated on the conclusion of the disciplinary proceedings and it is found that he as successful in the test/intervie , he ould be promoted ith retrospective effect along ith other employees. In terms of the 8ebarment 5olicy arning/censure is not treated as a bar to eligibility for promotion. There is, therefore, a case for considering those employees for promotion ho are arned/censured on the conclusion of disciplinary proceedings, and ho are found suitable for promotion at the test/intervie , from a future date. The fact of the disciplinary proceedings contemplated/pending against an employee and of the arning/censure if the punishment has been a arded before the intervie , is kno n to the Intervie #ommittee and if, despite this the employee is found suitable for promotion, it ould be appropriate not to cancel his result and consider him for promotion from a future date. The punishment to such an employee ould thus be the loss of seniority vis<a<vis others, ho appeared at the same test and got promoted earlier. &ccordingly, such employees may be promoted ith the batch promoted subse:uent to the a ard of punishment to them ithout having to appear again in a promotion test.

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In the case of any other punishment, the result of the promotion test should be cancelled. The employees in all such cases ould have to appear afresh in the test after the debarment period is over. Ho ever, their appearance, in the test, the result of hich is not declared, ould not be counted as chance availed. In this connection, in all the cases, here employees are provisionally permitted to appear in the test etc. they should be advised clearly in the initial stage itself that their promotion, in the event of their being successful in test, intervie , etc., ould depend on the outcome of disciplinary proceedings against them and that their appearance in the test, etc., is only provisional.

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S:<- C6-01-8 237 .,20191.2/1:38 E6-0A & 1
In terms of paragraph ?.).(2i3 of the guidelines, in the cases of offence amounting to fraud, misappropriation of money, forgery etc., ' yearsK debarment period starts from the date such contemplation is advised to the employee in riting/date of charge<sheet. !hether the letters/memos calling for the e/planation of the employee for the lapses may also be taken as letters advising contemplation of proceedings even if these letters do not specifically mention that the -ank contemplates disciplinary action against the employee.

C,20191.2/1:3
It should be specifically stated in the letter that a disciplinary action is being contemplated against the employee concerned. The need for such a letter ill arise only hen some delay in issuing the charge<sheet is unavoidable and mean hile some promotional e/amination is due.

E6-0A & 2
5aragraph ?.).)2ii3 of the guidelines states that the employees concerned may be considered for higher appointments ithin the cadre after one year of reversion. ,imilarly, paragraph ?.).)2iii3 provides that the employees concerned ill not be ineligible for a promotion ithin his cadre involving an allo ance carrying post during the period the stoppage of increment operates. ,hould it be taken to mean that in such cases, the employee ill not be given officiating po ers in place of officers in JM4,<I but may be given the relief po ers of ,enior &ssistant, #ashier<in<charge etc. and in the case of subordinate staff, those of Jamadar, 8uftary, etc.

C,20191.2/1:3
Reversion from a particular cadre/post indicates that an employee is not considered suitable to continue in his e/isting position. Thus, if a JM4,<I is reverted as an &ssistant, hile he may be considered for ,enior &ssistantKs post after one year of such reversion, he cannot be considered for promotion to JM4,<I automatically even after the e/piry of the debarment period of three years or one year of reversion. His case for promotion to a higher cadre could be revie ed only after the stipulated periods, taking into account the gravity of his past misconduct and his subse:uent ork and conduct. The same rule ill apply if a promoted clerk is reverted as a messenger. In the case of a ,enior &ssistant being reverted as an &ssistant or a 8uftary being reverted as a messenger, he ill also not be eligible for a promotion ithin his cadre, unless his case is revie ed in the same manner as stated above.

E6-0A & 3
5aragraph ?.).)2iii3 of the guidelines envisages that the employee shall not be eligible for promotion till the period covered by the stoppage of increment e/pires not ithstanding

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hether the ' year period passes in the meantime. This means that the period of debarment can be more than ' years in cases here the disciplinary proceedings are delayed. Cor e/ample, employee K&K as charge<sheeted on G.(.(G+' for misconduct and as placed under suspension pending en:uiries. 8isciplinary proceedings ere finalised on )*.;.(G+> and ; of his increments due on '.().(G+;, '.().(G+=, '.().(G+> and '.().(G++ ere stopped. !e presume that not ithstanding ' yearsK period from the date of chargesheet elapsed on G.(.(G+>, employee [&K ill not be eligible for promotion before '.().(G+? i.e. till the rigour of punishment on account of stoppage of increments is complete. It is, ho ever, not clear hether here a case has been finalised before the e/piry of the said period of ' years from the date of chargesheet/advising contemplation of proceedings and the period covered by the stoppage of increment2s3 has also elapsed before the e/piry of the ' years period, the minimum debarment period ill still be ' years from the date of the chargesheet/advising contemplation of the proceedings. In such cases the employee should be eligible for promotion after he has served the period of punishment hether or not ' years period from the date of charge sheet/advising contemplation of proceedings has been completed. To give an e/ample, employee [-K as charge<sheeted on (.(.(G+=M disciplinary proceedings ere finalised on (.>.(G+= and t o increments due to [-K on (=.+.(G+= and (=.+.(G+> ere stopped. Thus [-K should be eligible for promotion on (=.+.(G++ hen he has run the rigour of punishment of stoppage of increments. In this connection the period of punishment should be counted in the case of stoppage of increment2s3 from the due date of the increment2s3 stopped and not from the date on hich the punishment is conveyed as ould be clear from e/amples [&K and [-K above. !hether this is in orderR

C,20191.2/1:3
5resumption is in order if the period covered by stoppage of increment2s3 e/pire before the e/piry of the debarment period of three years, the employee should be considered for promotion after he has served the period of punishment, hether or not the three year period from the date of charge sheet/advising contemplation of proceedings has been completed. Ho ever, no employee ill be eligible for a promotion even ithin his cadre involving an allo ance carrying post until the disciplinary proceedings are completed.

E6-0A & !
&n employee against hom disciplinary proceedings are contemplated may be debarred from promotion for a period of ' years from the date he becomes eligible for promotion or the date on hich disciplinary proceedings are initiated against him, hichever is later. Ho ever, the follo ing points need consideration hen an employee becomes eligible for promotion and disciplinary proceedings are initiated against him after L i3 ii3 he appears for the ritten test but the result has not been declared or he is declared successful at the ritten test but the intervie not taken place or has

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he is finally declared successful but the promotion has not been given effect to either because it is to be effected from a future date or because the employee has been aitlisted for promotion hen the vacancy arises.

C,20191.2/1:3
In all these above situations the debarment of ' years should be made operative against him from the date of initiation of the disciplinary proceedings.

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CHAPTER SALAR" SCALES .1
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1)

SCALES OF PA"
E99-./1@- 90:< 1.11.2''2
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+=>* <<<

11)

C,-01.2, S/299 ;;(* < <<< ()>=*< <<< )(= < ' =*== < <<< ''= < ' (')(* <<< >*>* < <<< ;+* < ; +G;* < <<< =** < ' G;;* < <<< =>* < ; ((>?* < <<< G+*< (

=>*< (

2?TH -I5&RTIT9 ,9TT$9M97T3

.2
.2.1 .2.2

FITMENT
Citment in the modified scales of pay shall be on a stage<to<stage basis. There shall be no change in the dates of annual increments because of the fitment. #ombined fitment chart for clerical and subordinate staff as on *(.((.)**) on account of ? th -ipartite ,ettlement is given at &nne/ure G.(.

.3

DEFINITION OF DPA"D
K5ayK for the purpose of 8earness &llo ance, House Rent &llo ance and superannuation benefits shall mean -asic 5ay, ,tagnation Increments, ,pecial 5ay, 4raduation 5ay, 5rofessional @ualification 5ay and %fficiating 5ay, if any. N:/-&

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The incremental component of Ci/ed 5ersonal 5ay shall rank for superannuation benefits. Cor a orkman ho as in service in &rea I as on '(st 8ecember (G>G, and entitled to receive ##&, only that part of ##& hich ould have been payable to him as per the terms and conditions applicable then, shall rank for 5rovident Cund to the e/tent of =*I sub"ect to a ma/imum of Rs.'%/< p.m.

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FIXED PERSONAL PA" (FPP) (EFFECTI#E FROM '1.11.2''2)

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In modification of the provisions contained in &nne/ure < ' to the ,ettlement dated ((th May )*** on ,ervice #onditions for !orkmen ,taff, Ci/ed 5ersonal 5ay 2C553 shall be payable, as under, ith effect from the (st 7ovember )**) to orkmen employees ho "oined the -ankKs service before *(.*(.(G?*. The employees, ho ere given one stage higher fitment as per the provisions of the -ipartite ,ettlement of Gth June (G?G and ho reach ma/imum in the scale hereafter ill be paid a Ci/ed 5ersonal 5ay as underL < CLERICAL STAFFL 2i3 %ne year after reaching ma/imum of the scaleL Rs.G=/< per month. 2ii3 T o years after reaching the ma/imumL Rs. (G*/< per month. 2iii3 Three years after reaching the ma/imum in the scale as underL < &rea of 5osting Increment component of C55 to be reckoned for superannuation benefits 2Rs.3 per month =>* =>* =>* =>* Revised C55 payable here accommodation is provided by the -ank 2Rs.3 per month ++; ++; ++; ++; Revised C55 payable here accommodation is not provided by the -ank 2Rs.3 per month ?)( ?(> ?(* ?*+

,pecial #entre &R9& < I &R9& < II &R9& < III SUBORDINATE STAFF&

2i3 %ne year after reaching ma/imum of the scaleL Rs.'*/< per month. 2ii3 T o years after reaching the ma/imum in the scale as underL &rea of 5osting Increment component of C55 to be reckoned for superannuation benefits 2Rs.3 per month )+* )+* )+* )+* Revised C55 payable here accommodation is provided by the -ank 2Rs.3 per month '() '() '() '() Revised C55 payable here accommodation is not provided by the -ank 2Rs.3 per month ''= '') ')G ')?

,pecial #entre &R9& < I &R9& < II &R9& < III

29<#IR#E$&R (;*/)**=<*> 8&T98 (>.*+.)**=3 In modification of the provisions contained &nne/ure B ' to the ,ettlement dated ((th May )*** on ,ervice #onditions for !orkmen ,taff, Ci/ed 5ersonal 5ay shall be payable, as under, ith effect from the (st 7ovember )**), to the orkmen employees ho "oined the -ankKs service on or after *(.*(.(G?*. The employees, ho ere given one stage higher fitment as per the provisions of -ipartite ,ettlement of Gth June (G?G/'*th January (GG= and ho reach ma/imum in the scale hereafter ill be paid a Ci/ed 5ersonal 5ay, as under, from *(.((.)**)L < CLERICAL STAFF&

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&rea of 5osting

,pecial #entre &R9& < I &R9& < II &R9& < III SUBORDINATE STAFF &rea of 5osting

Increment component of C55 to be reckoned for superannuation benefits 2Rs.3 per month =>* =>* =>* =>*

Revised C55 payable here accommodation is provided by the -ank 2Rs.3 per month =?= =?= =?= =?=

Revised C55 payable here accommodation is not provided by the -ank 2Rs.3 per month >'= >'* >)= >)*

,pecial #entre &R9& < I &R9& < II &R9& < III 7oteL 2i3 2ii3 2iii3 2iv3

Increment component of C55 to be reckoned for superannuation benefits 2Rs.3 per month )+* )+* )+* )+*

Revised C55 payable here accommodation is provided by the -ank 2Rs.3 per month )?* )?* )?* )?*

Revised C55 payable here accommodation is not provided by the -ank 2Rs.3 per month '(* '*= '** )G=

,pecial #entre 5laces ith population of ;= lacs and above &R9&<I 5laces ith a population of () lacs and above but belo ;= lacs. &R9&<II 5laces ith a population of ) lacs and above but belo () lacs, ,tate #apitals and #apitals of Enion Territories. &R9&<III 5laces ith a population belo ) lacs.

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PERSONAL ALLOWANCE PERSONAL PA" PA"ABLE TO WORKMEN EMPLO"EES WHO REACHED MAXIMUM IN THE SCALE OF PA" BEFORE '1.' .1 ().
In modification of provision contained in &nne/ure I to the settlement dated (=th May, (GG= on service conditions, personal pay payable to orkmen employees ho reached ma/imum in the scale of pay before the (st ,eptember, (G+?, stand revised as under ith effect from (st &pril, (GG?. The 5ersonal &llo #ash 8epartment immediately prior henceforth be kno ance of Rs.)>;/< p.m. hich as being paid to such of those #lerical and staff of the -ank, ho dre personal pay at the ma/imum of the scale to the (st ,eptember, (G+? has been increased to Rs.;*?/< p.m. and n as 5ersonal 5ay

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The 5ersonal 5ay of Rs.G;/< p.m. and Rs.(+=/< p.m. hich as being paid to such of those employees in the ,ubordinate cadre, ho ere in the service of the -ank as on the '(st 8ecember, (G>G and dre 5ersonal 5ay at the ma/imum of the scale immediately prior to the (st ,eptember, (G+?, has been increased to Rs.(;=/< p.m. and Rs.)+*/< p.m. respectively. c3 The 5ersonal 5ay ill rank for dearness allo ance, house rent allo ance and superannuation benefits.

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P-08:32, A,,:>23.- 42A2=,- 637-0 R-7-4,:A<-3/$/02389-0 4:,1.A 237 637-0 C20--0 P0:50-881:3 S.;-<-

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%n transfer under career progression scheme of an employee from a higher HR&/##& to a lo er HR&/##& centre, the HR&/##& being dra n by him immediately prior to redeployment /transfer ill be protected in cases here the employee retains his family at higher HR& centre. The difference bet een higher HR& and ##& payable at the original centre here the employee is redeployed /transferred ill be paid as X5ersonal &llo ance1 hich shall not count for any other benefit like 8&, 5ension, 5C etc. The amount of 5ersonal &llo ance ill be revised as and hen the rate of HR& and ##& are revised at Industry<level or hen the amount of HR& and ##& eligible to be paid to the employee is changed on account of change in pay for calculation of HR& and ##&. The 5ersonal &llo ance ill be ithdra n on transfer of the employee to his original place or to any other place at his re:uest or on shifting of the family to a place other than the original place of posting. 9mployees ho continue to occupy the :uarters provided by the -ank even after redeployment/transfer ill not be eligible for 5ersonal &llo ance. To mitigate the hardship of the employees ho retain their families at the places from here they ere transferred under career progression scheme and to compensate part of e/penditure to be incurred in securing accommodation at ne place of posting etc. they may be reimbursed the rent paid at the ne place sub"ect to the ma/imum of the follo ing amounts on certificate basisL < #lerical staffL ,ubordinate ,taffL Rs.=**/< p.m. Rs.'**/< p.m.

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2#.#. $9TT9R #8%/50HR8IR/>>/)**><*+ 8&T98 *G.*).)**+3

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INCREMENTS
DATE OF INCREMENT
The increment specified in the various scales of pay applicable to orkmen staff shall accrue on an annual basis and shall be given effect 2as from ?th ,eptember (G?'3 on the first day of the month in hich it falls due. Ho ever, here for any reason hatsoever, the date of the increment has to be postponed under the service conditions, such postponements ill be notionally made in the actual date on hich the increment accrues. If on such postponement, either in the first instance or on a cumulative basis, such date of accrual of increment shifts to any subse:uent calendar month, the increment ill be released on the first day of that subse:uent month. 9ligible employees are to be granted annual increment on the anniversary date of their appointment in the -ankKs service e/cept in the follo ing cases, here the date of annual increment is to be computed other ise.

a3

Those employees ho ere in service of the -ank as on (.(.(G+* and hose date of annual increment as shifted to (st &ugust each year because of the fi/ation formula introduced on account of revision of pay scales then, ill be granted increments on (st &ugust each year, e/cept in cases here it is provided other ise. 5ermanent part<time employees appointed on or before (.(.(G>+ proportionate to their salary scales, as on (st January each year ould be granted increment

b3 c3

In the case of employees ho have been sanctioned e/traordinary leave on loss of pay, the period not counting as service for pension and increment, the annual increment ill be due on the date to hich it is shifted. In case of employees, hose date of annual increment has been enhanced due to temporary service rendered by them in the -ank, prior to their permanent absorption in service, the increment ill become due on the appropriate date.

d3

145

e3 f3

In the case of members of the clerical cadre staff promoted from the subordinate cadre, the increment ill become payable as per the fitment formula applicable to them. 9mployees under suspension In the case of employees under suspension the annual increments, hich fall due during the period of suspension, should henceforth be reckoned for calculation of subsistence allo ance in respect of orkmen staff, in accordance ith the provisions of & ards/-ipartite settlements. Curther benefit of salary revision is to be e/tended to those orkmen employees placed under suspension before such revision became effective. The instructions to pay the revised subsistence allo ance come into effectL i3 ii3 Crom the date of such revision, if it is on account of salary revision. Crom ((th June (GG+, if it is on account of annual increments notionally reckoned for calculation of subsistence allo ance. ho ere

The matter for payment of higher subsistence allo ance to employees under suspension should be referred to respective disciplinary authority. 2,9TT$9M97T 8T8.*?.*G.(G?'3

.6.2

SANCTIONING AUTHORIT"
The -ranch Manager shall sanction the annual increments of members of a ard staff at a branch. The &ssistant 4eneral Manager/ #hief Manager 2&dministration3 ill sanction the increments due to employees at the $ocal Head %ffice/Honal %ffice. &ll cases here the increment of an employee is sought to be delayed/ ithheld or cancelled should be referred to the controlling authority for prior approval. The increments, as and hen given effect to, should be noted in the service sheet of the concerned employees.

.6.3

PROCEDURE FOR SANCTION
The e/ercise of sanctioning increment to employees shall be done annually for the period (st &pril to '(st March, every year. The increment sanctioned for the year should be detailed on form sho n in &nne/ure<G.;. %ne copy of this statement should be for arded to the #ontrolling &uthority for making necessary entries in the service sheets and for post audit purposes. The increments, as and hen given effect to, should be noted in the service sheets of the employees concerned. In the case of an employee transferred to the -ranch subse:uent to '(st march, the increment sanctioned to him should be ascertained from the -ranch from here he is transferred and revised basic pay should be duly given effect to at the appropriate time. Cor this purpose, the -ranch transferring the employee should invariably mention the day and amount of the increment in the $ast 5ay #ertificate for the information of the -ranch to hich the employee transferred.

.(
.(.1
i3 ii3

ADDITIONAL INCREMENTS FOR GRADUATION$CAIIB
The members of the clerical and cash department staff increments in the running scale of pay as underL 4raduates and /or holders 7ational 8iploma in #ommerce 5art I of #&II-/#&I- e/amination or J&IIill be entitled to additional

) increments ( increment

146

iii3

5art II of #&II-/#&I- e/amination or J&II&n employee passing #&II-/J&II- e/amination during suspension increments.

) increments ill not be entitled for e/tra

.(.2

!ith effect from *).*>.)**=, non<subordinate employees ho ac:uire graduation/ post< graduation :ualification from Eniversities/ %pen Eniversities hich are recognized by the Eniversity 4rants #ommission ill be considered as having ac:uired graduate :ualification and ould be eligible for being granted the t o additional increments for graduation or graduation pay, as the case may be, as provided hereinabove sub"ect to the follo ing conditionsL i3 ii3 9mployees ho registered under the 4raduation/ 5ost 4raduation courses of %pen Eniversity have either passed the foundation course or attended the -achelor1s 5reparatory 5rogrammeM and They pursue the same course and take the same e/amination as the formal stream students.

29I4HTH -I5&RTIT9 ,9TT$9M97T3 &lthough this provision takes effect from the date of settlement, i.e. *).*>.)**=, it has been agreed that cases of all non<subordinate employees ho have ac:uired graduation/post graduation :ualification from Eniversities/%pen Eniversities recognized by the Eniversity 4rants #ommission prior to the date of ,ettlement may also be considered for release of increment for graduation or graduation pay, sub"ect to conditions as at G.+.) 2i3 and 2ii3. 2#.#. $9TT9R 7EM-9R #8%LIRL ,5$L )** 8&T98 )).*?.)**=3 7oteL 9/<servicemen ho are graduates may be given increments for graduation irrespective of the fact hether they had passed graduation before "oining the service of the -ank, or after ards. Ho ever, if an e/<serviceman had been given some benefit for graduation, hich as reflected in the pay dra n by him, hile in the armed services, the fitment in the -ankKs scale has to be done as per I-& guidelines, after ithdra ing such additional benefits, and thereafter giving t o increments for graduation. 9/<servicemen, ho are matriculates but deemed as graduates 2for the purpose of re< employment in the -ank in clerical cadre3 on the basis of (= years service in the armed forces, are not entitled to additional increments unless they ac:uire graduation :ualification from a recognized university. If an employee is a post<graduate but not a graduate, he shall not get the graduation increments or graduation 5ay. Ho ever, here graduation increments/5ay have been granted after (.((.(G?+ to those post< graduate employees 2clerical cadre ho have not done graduation, the same ill be discontinued. Ho ever, ith a vie to avoiding hardships, no recoveries may be made. 9mployees recruited bet een (*.;.?G and '*.>.G* ho have dra n graduation 5ay upto '*.>.G* ill be eligible for graduation increments ith effect from (st July (GG*. Crom (st July (GG* clause (* of the Cifth -ipartite ,ettlement had been deleted. &ccordingly, employees recruited on or after (st July (GG* or non<graduates ho have ac:uired such :ualifications are eligible for grant of t o increments as per the provisions e/isting prior to Cifth -ipartite ,ettlement. 2,9TT$9M97T 8T8.'(.'.(G>+3

.)

ELIGIBLE EUALIFICATIONS
The degrees/diplomas a arded by the Eniversities in India hich are incorporated by an &ct of the #entral or ,tate $egislature in India and other educational institutions established by an

147

&ct of 5arliament or declared as universities under ,ection ' of the Eniversity 4rants #ommission &ct, (G=>, are deemed to be recognized automatically. ,imilarly, any certificate or diploma a arded by the -oards of ,econdary and Intermediate 9ducation, duly set up and recognized by the #entral or the ,tate 4overnment may be taken as recognized. The &MI9 e/amination 2,ection & 0 -3 conducted by the Institution of 9ngineers 2India3 is e:uivalent to the -achelorKs 8egree e/amination for this purpose. &ccordingly staff members in the clerical cadre passing this e/amination are entitled to t o increments provided they have not already received such benefit for any other bachelor degree. &ny doubts as to hether a university is or is not incorporated by an &ct of $egislature or the degree or diploma to hich a specified degree or diploma should be regarded as e:uivalent, may be referred to HR 8epartment at $ocal Head %ffice for clarification.

.

SANCTIONING AUTHORIT" FOR ADDITIONAL INCREMENTS FOR GRADUATION$CAIIB
&dditional increments due to employees ho are graduates or possessing e:uivalent :ualifications or pass in 5art I/II of J&II-/#&II- e/aminations 2including educational allo ance as per the provisions of the Courth -ipartite ,ettlement3 may be sanctioned by the -ranch Manager/&ssistant 4eneral Manager/#hief Manager 2%ffice &dministration3, as the case may be. The increments may be given effect to from the dates of publication of the results or from the dates of the letters intimating the results to the employees, as the case may be. ,uch additional increments 2including stagnation increments3 sanctioned should be reported to the controlling authority along ith the monthly pay sheet in the 5erforma attached in &nne/ure G.= for control. The original documents like degree/diploma certificates, or original letters of intimation to the employees as in the case of J&II-/#&II- e/amination ill have to be perused by the sanctioning authority.

.1'

SPECIAL PA" FOR GRADUATION AND PROFESSIONAL EUALIFICATION AFTER REACHING MAXIMUM OF SCALE OF PA"
In modification of the provisions contained in &nne/ure<) to the ,ettlement dated (( th May )***, the rates of ,pecial 5ay for 4raduation and 5rofessional @ualification, payable to clerical cadre staff stand revised, as under, ith effect from the (st 7ovember )**). S4-.12, P2A 9:0, G02762/1:3 237 P0:9-881:32, E62,191.2/1:3 42A2=,- 29/-0 0-2.;135 <2G1<6< 13 /;- 8.2,- :9 P2A D-8.014/1:3 A<:63/ (4-0 <:3/;) R8. )** ;** )** )** ;** >** )** ;**

A i3 ii3 B i3 ii3 a3 b3 c3 C i3 a3 b3

GRADUATION %n completion of ( year after reaching ma/imum in the scale of pay %n completion of ) years PROFESSIONAL EUALIFICATION 5art I of #&II-/J&II- after ( year 5art II of #&II-/J&II&fter (<year &fter ) years &fter ' years GRADUATION AND PROFESSIONAL EUALIFICATION 4raduation and/or 78# and 5art I of #&II-/J&II&fter (<year &fter ) years

148

c3 ii3 a3 b3 c3 d3 e3

&fter ' years. 4raduation and/or 78# and both parts of #&II-. &fter (<year &fter ) years &fter ' years &fter ; years &fter = years.

>** )** ;** >** +G= GG=

.11
.11.1

GENERAL INSTRUCTIONS FOR ADDITIONAL INCREMENTS ON ACCOUNT OF GRADUATION$PASSING CAIIB$+AIIB
ln the case of a ne graduate entrant into the -ank, his basic pay can be straight a ay fi/ed at the appropriate stage by the -ranch Manager, of course, indicating at the same time, in the appointment letter that the higher basic pay carried benefit of t o increments on account of graduation. In the case of an employee ho graduates himself hile in service the increments may be sanctioned by the -ranch Manager on par ith the procedure in vogue for sanction of the increments, for passing the #&II-/J&II- e/amination, and such increments shall be sanctioned from the date of declaration of the results. Increment2s3 for passing #&ll-/J&II- e/amination should not be released to an employee during the period of suspension, here such :ualification has been ac:uired during the period of suspension. Members of subordinate staff ho are permitted to appear at the e/amination of Indian Institute of -anking 0 Cinance are not eligible for payment of additional increments for passing the e/amination. 7o increments/cash incentive/ eightage for promotion etc. should be given to the employees on their producing Result &dvices in support of their having completed the InstituteKs e/amination2s3 Increment/cash incentive/ eightage for promotion should be given to the employees only on production of #ompletion Memorandum issued by the Institute. In case here a candidate has adopted malpractices, the declaration of result should be considered to be only provisional sub"ect to being cancelled in the event of adoption of malpractices being established. Cor the sake of clarity and to distinguish it from graduation allo ance, the increments/educational allo ance paid to clerical staff for passing part I of #&II-/J&II- or both parts of the associate e/amination shall be called 5rofessional @ualification Increments/&llo ance, as the case may be. If an employee graduates 2 ithout passing matriculation3 from Recognized/accredited Eniversity, he shall be entitled to graduation increments. 9mployees passing recognized e/amination in Hindi conducted by non<governmental Institutions/%rganizations other than statutory Eniversities are not entitled to increments admissible on graduation even if the standard of Hindi is recognized as e:uivalent to standard of graduation.

.11.2

.11.3

.11.!

.11.%

.11.6 .11.(

.11.)

.11. .11.1'

.12

POSTPONEMENT OF INCREMENT EXTRAORDINAR" LEA#E ON LOSS OF PA"

149

9/traordinary leave sanctioned on loss of pay, the period not counting as service for purpose of increments, ill have the effect of postponing all the future increments also. Ho ever, here the sanctioning authority is satisfied that the leave as taken on account of illness or for any other cause beyond the employeeKs control, the period of e/tra ordinary leave may be counted for increments ith the approval of the competent authority. In the case of employees ho are office bearers of registered trade unions, increment may be deferred only to the e/tent that e/traordinary leave e/ceeds t o months in any incremental year. 25&L #IRL '+ 8T8.)G.>.(G?>3

.13 .13.1

STAGNATION INCREMENTS
-oth clerical and subordinate staff 2including permanent part<time employees on scale ages3 shall be eligible for si/ stagnation increments .e.f. (st 7ovember )**) at the rate and fre:uency as stated herein underL The clerical and subordinate staff 2including permanent part<time employees on scale ages3 on reaching the ma/imum in their respective scales of pay, shall dra si/ stagnation increments at the rate of Rs.=>*/< and Rs.)+*/< each due under the settlement, and at fre:uencies of ' years and ) years respectively, from the dates of reaching the ma/imum of their scales as aforesaid. 5rovided that a clerical / subordinate staff 2including permanent part<time employees on scale ages3 already in receipt of five stagnation increments shall be eligible for the si/th stagnation increment on (st 7ovember )**) or three / t o years respectively after receiving the fifth stagnation increment, hichever is later. In respect of employees ho had received their fifth stagnation increment on and from (st 7ovember (GGG, the si/th stagnation increment shall be released on and from (st 7ovember )**).

.13.2 .13.3

5ermanent part<time employees on scale ages are eligible to dra stagnation increments pro rata to the scale in hich they are, at fre:uencies of t o years from the date of reaching the ma/imum of the scale. & member of clerical/subordinate staff ho is already in receipt of four stagnation increments, shall be eligible for the fifth stagnation increment on (st 7ovember, (GGG or after '/) years as the case may be of receiving the ;th stagnation increment hichever date is later. In respect of employees ho had received their fourth stagnation increment on or after (st 7ovember (GG> but before (st 7ovember (GG+, the fifth stagnation increment shall be released on and from (st 7ovember (GGG. &n employee ho has received the fourth stagnation increment in terms of the provisions of the ,i/th -ipartite ,ettlement on or after (.((.(GG+ but on or before the date of settlement dated )+.'.)*** ould have the date of release of this increment notionally preponed and the fifth stagnation increment released to him accordingly. There shall, ho ever, be no payment of any arrears of pay and allo ances on allotment of such preponement.

.13.!
a3

In terms of the ,i/th -ipartite ,ettlement, the provisions increments have been revised as underL

ith regard to grant of stagnation

Refusal to accept promotion at any stage or seeking reversion ithin one year of promotion, if any permissible under -ankKs rules ill not disentitle an employee from getting stagnation increments. &n employee shall not be eligible for stagnation increment2s3, if he after accepting promotion, seeks, and is granted, reversion after one year from the date of promotion. #larificationsL

b3

150

ecretary of the &ll India #ouncil for Technical 9ducation should be treated on par ith the 7ational 8iploma in #ommerce. The stagnation increment once released to the employee need not be ithdra n even if he refuses the offer of promotion made to him thereafter.tate -oards of Technical 9ducation. -andra . The &ll India #ouncil for Technical 9ducation usually issues the 7ational 8iploma in #ommerce.ala -huvan Technical Institute. #hennai and . 8iploma holders thereof are eligible for additional increments on account of graduation.1! i3 DIPLOMA IN ARCHITECTURE The 4overnment of India recognized the under noted diploma in &rchitecture as e:uivalent to the degree of any recognized Indian Eniversity ith effect from (st . Mumbai &cademy of &rchitecture.J. . #ollege of &rchitecture.erala duly countersigned by the . 8iploma in #ommerce a arded by . 5oona. 4overnment 8iploma in &rchitecture 248. Mumbai.ala 6idyalaya of &rchitecture.eptember (G+).chool of &rt. Refusal to appear for promotional e/amination does not deprive a orkman employee from earning stagnation increments. iv3 v3 iv3 . 8iploma in #ommercial &rt a arded by 4ovt. stagnation increment.ala 7iketan.chool of &rts..J. The 4overnment of Maharashtra offers diploma courses in architecture of the follo ing institutions. .tagnation increments fall due on the same date.ir J. Mumbai. &bhinav . he may still be allo ed to earn stagnation increments. such period should not be counted as service for the purpose of stagnation increment. Cour year 4ovt. -aroda. ii3 151 . . &rch3 a arded by the 4overnment of Maharashtra. unless the reversion is at If any employee refuses to accept an allo ance carrying post or a higher allo ance carrying post. If pay of an employee ho after reaching ma/imum of the scale as stages lo er than the ma/imum should not be counted for the purpose of determining the ' year period for eligibility.+.1% i3 HOLDERS OF NATIONAL DIPLOMA IN COMMERCE$DIPLOMA IN COMMERCIAL ART AWARDED B" +. both may be released simultaneously on the due date. . !here e/traordinary leave is granted on loss of pay and it is not counted for increments. SCHOOL OF ARTS 4raduates and/or holders of 7ational 8iploma in #ommerce are granted t o increments in the scale of pay. !here 5rofessional @ualification 5ay and .tagnation increments may be taken into account for the purpose of fitment on promotion to higher cadre. Mumbai is e:uivalent to any degree of the recognized university.olhapur a3 b3 c3 d3 f3 .i3 ii3 iii3 &n officer reverted to clerical cadre shall dra his re:uest. of Maharashtra to the students of J. b3 ii3 8iploma in &rchitecture of .

his terms ould be determined afresh as if he has been re<employed for the first time from )=. on the basis of pay plus dearness allo ance. If he so opts.1 a3 FORMULAE FOR PA" FIXATION FOR EX-SER#ICEMEN G617-.(.G. ()=/<. hile fi/ing his pay on re<employment as an e/<serviceman. &ccordingly.(. &n e/<serviceman ho has "oined the -ank prior to (.(G?' to '*.G. an e/<serviceman ill be notionally fitted at the minimum of the scale of pay applicable in the -ankKs service or at the level here ne basic pay ill be e:ual to or "ust above the basic pay dra n by him in the armed forces less amount of gross pension including pension e:uivalent of gratuity in e/cess of Rs. '***/<.+. hichever is less. to (?.(G?' 5ay fi/ation of an e/<serviceman ho has "oined the -ankKs service during the period )=.(G?*.(G?' ill be made on the basis of protection of pay 2instead of pay N 8&3 dra n by him prior to retirement.G.G. ()=/< for those appointed from (G.(G+? 5ay fi/ation of an e/<serviceman ho has "oined the -ankKs service prior to (.. the entire pension ould be ignored.(G?'. &fter the fitment as above. =*/< for those appointed from (*.G. b3 Recruitment during the period (. ho retires from the armed forces before attaining the age of ==. i.(G+? has to be made in accordance ith the previous formula.(G?' to '(. d3 Recruitment during the period (. hichever is less.(..(G+? to ). It is clarified that the term Kfresh entrantK relates only to the pay fi/ation of an e/<serviceman and ill not affect the seniority or counting of service for any other purpose. pension and other retirement benefits may be allo ed to be dra n sub"ect to the limitation that re<employment pay plus pension and pension e:uivalent of other retirement benefits does not e/ceed last pay dra n or Rs. his revised basic pay ill be given effect to only from (. In addition to the pay so fi/ed.G. &n e/<serviceman ill be notionally fitted at the minimum of the scale of pay applicable in the -ankKs service or at the level here ne basic pay ill be e:ual to or "ust above the pay dra n by him in the armed forces. In addition to the pay so fi/ed.(G?= 152 .(. &rrears on account of refi/ation of pay ill.(). '***/< hichever is less.>.e.16. an e/<serviceman ill be notionally fitted at the minimum of scale of pay applicable in the -ankKs service or at that level here ne basic pay plus dearness allo ance ill be e:ual to or "ust above the pay plus dearness allo ance last dra n by him in the armed forces less the amount of gross pension of Rs.(G+? and Rs.(G>. 7oteL &n e/<serviceman ho is already in re<employment may e/ercise his option for refi/ation of pay on the above basis.+..(G?' to '*. c3 Recruitment during the period )=. pension and other retirement benefits may be allo ed to be dra n sub"ect to the limitation that re<employment pay plus pension and pension e:uivalent of other retirement benefits does not e/ceed last pay dra n or Rs.(G?' ill be made on the basis of protection of pay 2instead of 5ay N 8&3 dra n by him prior to retirement.>.(G+?. pension and other retirement benefits may be allo ed to be dra n sub"ect to the limitation that re<employment pay plus pension and pension e:uivalent of other retirement benefits does not e/ceed last pay dra n or Rs.(G+? can e/ercise fresh option to come over to the post (.(.(G+? to ).+.16 . ho ever be admissible to such optee from (.A>207 S/299 Recruitment prior to (..>.G.(G+? pay fi/ation formula as if he as Kfresh entrantK in the -ankKs service. &ccordingly.(G+? on ards. '***/<. &ccordingly.(G?' 5ay fi/ation of an e/<serviceman ho has "oined the -ankKs service during the period (.13-8 9:0 42A F1G2/1:3 .. In addition to the pay so fi/ed.

&. pension and other retirement benefits may be allo ed to be dra n sub"ect to the limitation that re<employment pay plus pension and pension e:uivalent of other retirement benefits does not e/ceed last pay dra n or Rs.+.(*. may not be recovered. N Rs. N 8.(G?> to '(.+.(G?' to (+.+.5.5.+. &rmed guards initially appointed as A!atchmenA till such time their names are entered in the gun license. N Rs.pecial &llo ance should not be less than the -. if any paid to an e/<serviceman ho "oined bet een (.().(G?>.(*. subse:uently hen the formalities are completed and they are designated as &rmed 4uard. these employees continue to dra Rs. pension and other retirement benefits may be allo ed to be dra n sub"ect to the limitation that re<employment pay plus pension and pension e:uivalent of other retirement benefits does not e/ceed last pay dra n or Rs.(G?' to '(. ()=/< as special allo ance resulting in an additional payment of Rs. N 8. N 8. &s a corresponding reduction in the -asic 5ay is not feasible.(G?' and (*. '***/< hichever is less.(G?+ 153 .+=/< only.(. as retainers are eligible for a special allo ance of Rs. the e/cess amount already paid for the period (. if any.>.(G?> on account of the retrospective effect being given to the I6th -ipartite . $ast dra n at the time of retirement from %n re<designation they are paid Rs. =*/< 5ay fi/ation of &rmed 4uards appointed directly -.G.pecial &llo ance3 service.(. &s per guidelines issued by I-& on instructions received from 4overnment of India it as later that the special allo ances for armed guards/ atchmen should also be taken into account hile protecting the last pay dra n by them. ?***/< hichever is less.(G?+ 5ay fi/ation of an e/<serviceman ho has "oined the -ankKs service during the period (.(G?.&. The figure of pay plus 8& admissible in the -ank ill be fi/ed ith reference to this protection and relevant stage of the basic pay in the scale ill be determined after deducting 8& admissible in the -ank from the figure protected. as a special case.5ay fi/ation of an e/<serviceman ho has "oined the -ankKs service during the period (.5. $ast dra n at the time of retirement from Recruitment during the period (. .&.>.ettlement may be recovered by the -ank. last dra n by the e/<serviceman at the time of his retirement/discharge from the armed forces.(G?= be done in accordance ith the above provisions ith effect from (. ill be payable only form (*.+=/ 2. The e/cess amount. Ho ever. ()=/< is re:uired to be paid.((. as it as as unintended benefit. e3 -.&.(G?= ould be through the protection of pay N 8& dra n by him at the time of his release from armed forces.+. Ho ever. In addition to the pay so fi/ed as mentioned above from (. a special allo ance of Rs. The figure of pay plus 8& admissible in the -ank ill be fi/ed ith reference to this protection and relevant stage of the basic pay in the scale ill be determined after deducting 8& admissible in the -ank from the figure protected.&. N 8.(. N 8.()=/< \ service.(G?>.(G?> to '(.5.(G?' and arrears on account of refi/ation of pay. In short. f3 5ay fi/ation of recruitees on or after (. 5ay fi/ation of an e/<serviceman re<employed in the -ank during the period (. =*/< e/tra than those ho ould have been directly inducted as &rmed 4uard as illustrated belo L 5ay Ci/ation of &rmed 4uards initially appointed as atchman -.5. In addition to the pay so fi/ed.5.(). N 8. the -.(G?+ ould be through protection of pay N 8& dra n by him at the time of his release from armed forces. \ -.&.(G?' to '(.

1.ettlement so as to protect the pay plus dearness allo ance dra n by them at the time of release from armed forces. if re<fi/ation of pay in the revised pay scales in the -ank leads to fi/ation at a higher stage the arrears may be paid to an e/<serviceman. . the special allo ance in the -ank attached to the post to hich the e/<serviceman is appointed.. the pension e:uivalent of gratuity may not be deducted from the pay so fi/ed.(GG) The A5ayA of e/<servicemen re<employed in bankKs service on or after (. EG8-0@1.&.A//2..((. A.(GG).(G?G should be recovered from his pay. ith special allo ance component3 ould also be relevant if an e/<serviceman is recruited in the -ank as stenographer or at some other allo ance carrying position in clerical/subordinate grades.. g3 Refi/ation of pay of e/<servicemen re<employed in banks on or after (. Therefore.i/th -ipartite ...i/th -ipartite . . %ver payments. Crom (st June (G?? hile fi/ing the initial pay of re<employed pensioners. in cases of all e/<servicemen ho have "oined the bank on or after (.-7 T: T.:>23. the pay fi/ation has to be done as per the .16. &ccordingly. if any. is also taken into account hile protecting the last basic pay and dearness allo ance dra n at the time of retirement/discharge from the armed forces because the special allo ance is also in the nature of basic pay attracting.(GG).(GG= should be recovered and if re<fi/ation of pay in the revised pay scales in the -ank leads to fi/ation at a higher stage the arrears may be paid to an e/<serviceman.).((.(GG= as fi/ed ith reference to the pay scale of Cifth -ipartite .1 2) In addition to the basic pay plus dearness allo ance.(.ettlement ith effect from (.((. The protection as above 2i. on their payM 5ayment of relief on pension 2 hich is in the nature of dearness allo ance on pension3 ould result in double payments of dearness allo ance.A44:13/-7 I3 B23? (#17..(GG) and (.).ettlement. In addition to the pay fi/ed as mentioned above from (. In this connection.(G?+ and (*. the pay of e/< servicemen has to be refi/ed under the .5ay fi/ation of an e/<serviceman ho "oined the -ankKs service on or after (.imilarly.((. conse:uent on their re<employment in -ank all e/<servicemen ill not dra relief on pension as sanctioned by the 4overnment from time to time..(GG) but before implementation of the age revision ill have to be refi/ed ith reference to the ne scale of pay.ettlement.((.P:8/ T: W.(G?+ ould be through protection of basic pay plus 8earness &llo ance dra n by him at the time of release from armed forces.i/th -ipartite .?***/< hich ever is less.((.2 R-. 9/<servicemen on re<employment in -ank also dra 8.e.((. among others. if any. Epon implementation of the . dearness relief and/or superannuation benefits. The figure of basic pay plus 8& admissible in the -ank ill be fi/ed ith reference to this protection and relevant stage of the basic pay in the scale ill be determined after deducting 8& admissible in the -ank from the figure protected.?:3135 O9 S4-.IBA L-//-0 O9 16. on account of pay fi/ation of an e/<serviceman ho "oined bet een (. If the ma/imum basic pay in the -ank is less than the last pay dra n before retirement by the e/<servicemen he should be fitted at the ma/imum basic pay only and the stagnation increments ill not be taken into account for fi/ation purposes.-<-3 A0. Therefore..((.12. the pay of such e/<servicemen ho "oined the -ankKs service after (.(G?> pension and other retirement benefits may be allo ed to be dra n sub"ect to the limitation that the re<employment pay plus pension and pension e:uivalent of other retirement benefits does not e/ceed last pay dra n or Rs.'3.. overpayments. on account of pay fi/ation of an e/<servicemen ho "oined bet een (. 154 .(G?+ but before (.

. on promotion. If no corresponding stage in the clerical scale is available for fitment after adding the .(GG) ill be as per anne/ure G.((.ettlement. if any. having been in service as on the '(st %ctober (GG' in terms of our #ircular 7o.G>. #larification Citment in case no corresponding stage in the clerical scale is available for fitment after adding the special allo ance and increment component of C5&.. if any.(GG> The e/<servicemen re<employed in public sector banks are not e/empted from payment of professional ta/ levied by the .1(. the fitment may be made as per pre< revised scales of pay under the +th -ipartite . the increment component thereof 2i.pecial 5ay and incremental component of Ci/ed 5ersonal 5ay.1(.. 9mployees promoted after *(.)**).. to his basic pay in the subordinate scale. .+. a member of the subordinate staff shall be given fitment in the clerical scale of pay on stage<to<stage basis. (+*/<3 shall also be added to his -asic 5ay.pecial #ompensatory &llo anceA. to the -asic 5ay in the subordinate cadre. (+*/<3 shall also be added to his basic pay.eventh -ipartite . to his -asic 5ay in the subordinate scale.1( . 59R/IR/'*/(GG.2 2a3 2b3 In such cases the fitment shall be made at the ne/t higher stage.).16.16.! .3 The .1 FITMENT OF PA" IN CLERICAL CADRE ON PROMOTION FROM SUBORDINATE CADRE In terms of the fitment formula conse:uent on age revision under .((.3 i3 ii3 155 . after adding special allo ance.<G=.1(.taff Cederation is given at &nne/ure G.ettlement %n promotion. the fitment shall be made at the ne/t higher stage. herever applicable. If he has reached ma/imum in the subordinate scale and is in receipt of Ci/ed 5ersonal 5ay.e.f.e.tate 4overnment. a reference may be made to the footnote to the fitment chart given above. (. the fitment shall be made at the ne/t higher stage.(GG> in terms of -ipartite .)**(3 .G. such allo ance shall be payable to him at the rate applicable to the stage of his revised basic pay in clerical scale. hich thereafter be converted into revised -asic 5ay to avoid anomalies arising out of the revision of pay.ettlement. &s regards the date of annual increment in such cases.e.ettlement dated the (. Revised fitment formula on account of age revision under the . to the basic pay in the subordinate scaleL . the increment component thereof 2i.' and on account of +th -ipartite .)**). Rs.pecial pay granted . after adding special pay. hichever applicable.*?L.((.ettlement ill be as per &nne/ure G. If he has reached ma/imum in the subordinate scale and is in receipt of Ci/ed 5ersonal &llo ance. In case a member of the subordinate staff promoted to clerical cadre is in receipt of A. The revised fitment chart dra n up by consultation ith the . If no corresponding stage in the clerical scale is available for fitment after adding the special pay and increment component of Ci/ed 5ersonal 5ay.5$L = 8T8. paid to him on a permanent basis and not as locum 2tenens3 or temporarily.. a member of the subordinate staff is given fitment in the clerical scale of pay on stage to stage basis. In respect of employees promoted after *(..i/th -ipartite .+. hich has been treated as basic pay for all purposes.. herever applicable.2#8%L 5ML (. should also be reckoned for re<fi/ation of pay of e/<servicemen re<employed in the -ank on or after (.. Rs. paid to him on a permanent basis and not as locum 2tenens3 or temporarily. to the -asic 5ay in the subordinate cadre. Citment formula on promotion from subordinate to clerical cadre on or after (.

>* =>== =?=* >*.'?= .* .)+* .** >+?* +(>* +=.(G?G and (. P2A . = > + ? G (* (( () (' (.)* .* R-@18-7 B281. G.1) SPECIAL COMPENSATOR" PRO#ISIONS FOR WORKMEN EMPLO"EES IN STATE BANK OF INDIA The special compensatory provisions for higher fitment for the orkmen employees in .(GG= as per details given in &nne/ure G.>.* G.(G?.=** . P2A )+=* )?*= )?>* )G'= '*(* '(** '(G* ''** '...)..* =*== ='G* =+)= >*>* >='* +*** +.G'= =(** =)>= =. (= (> (+ (? (G )* N( N) P0-8-3/ B281..(* '=)* '>=* '+?* 'G(* .'.* R-@18-7 B281.* +G)* ?>** ?G?* G'>* G+.?.1 COMBINED FITMENT CHART ON ACCOUNT OF )TH BIPARTITE SETTLEMENT CLERICAL STAFF S/25( ) ' .* (**** (*=>* ((()* ((>?* ()>=* (')(* ('++* (.>>* ..(G+G.* .G.*.iii3 In respect of employees promoted bet een (st 7ovember (GG+ and '(st March (GG?.?. (+.+.* =*>* ='?* =+)* >*>* >.ettlement hich may thereafter be converted into revised -asic 5ay to avoid anomalies arising out of the revision of scales of pay and special pay from different dates.)= '>=* '?+= . P2A '*)* '(== ')G* '. 2#8%L IRL #IRL =)L)**(3 .>'= .?'* =*** =(+* ='.* ?.>)= .).''* SUBORDINATE STAFF P0-8-3/ B281..(>= .tate -ank of India have been made vide bipartite settlements dated the (.++* .. the fitment may be made as per the pre<revised scales of pay under the >th -ipartite .. P2A .(G* .= >)?* >=(= >+=* +*)* +)G* +=>* +?'* ?(** 156 .*>* .* ?G.(** .+* +G.G* . ANNEXURE.(* .

2 hich ill not rank for 8. shall not be payable on and from the (st July (G?'.tagnation Increments ANNEXURE. !ith a vie to bringing about uniformity bet een the employees of .eptember. ho have reached the (Gth stage of the scale immediately prior to the (st July (G?'.(G*/< p. (G+?. ill be paid a fi/ed personal allo ance of Rs.&.S/2/.uch of those employees in the clerical and cash department staff.2 S4-.-0 F1/<-3/ O9 T. as ere in service of the -ank as on '(st 8ecember. ho have reached the ma/imum of the scale immediately prior to the (st July (G?'. Ho ever. ho ere in service of the -ank as on the '(st 8ecember (G+G.. i3 ii3 b3 157 .eptember.&. shall not. in lieu thereof they ill be fitted in the ne scales of pay. (G+?. The employees of the -ank.tate -ank of India and those of other member banks.?G* (=.m. . The manner in hich compensation ill be paid for discontinuing these payments ould be as under T o stages above the stage at hich they ould other ise be fitted in terms of the .&.N' N.=* (>*(* (>=+* ==(* =>?* =?=* =?=* ?'+* ?>.M and &t the stage immediately above the stage at hich they ould be other ise fitted in terms of the .uch of those employees in the clerical and cash department staff. or any other benefit3. cash department and subordinate staff and the &d"ustable 8. &t the stage immediately above the stage at hich they ould be other ise fitted in terms of this settlement if they are employees in the clerical and cash department staff and are employees in the subordinate staff dra ing a personal pay applicable to &rea IIIM and T o stage above the stage at hich they ould other ise be fitted in terms of this settlement.* ?G(* G(?* N> N .:A--8 I3 T. N= (*()* (*=** (*??* (.B23? O9 I3712 I. dra any such personal pay on and from (st . C:<4-382/:0A P0:@181:38 F:0 H15.12. the &d"usting &llo ance payable to clerical. (G>G and ere in receipt of personal pay immediately prior to (st .W:0?<-3 E<4. both the clerical and cash department staff and subordinate staff. payable to clerical and cash department staff.ettlement.ettlement. if they are employees in the subordinate staff dra ing a personal pay applicable to &reas I and II. ill be paid a fi/ed personal i3 ii3 II. if they are employees in the subordinate staff dra ing &d"usting &llo ance. e/cept as other ise provided hereunder. if they are employees in the clerical and cash department staff dra ing &d"usting &llo ance and &d"ustable 8.. 7oteL a3 .

ettlement. . Curther. III.G=/< p. employees ho had ceased to be in the -ankKs service and/or ere not orkmen as on the Gth June (G?G or had "oined the -ankKs permanent service as orkmen after Gth June (G?G. 4ratuity. 5C.9TT$9M97T 8&T98. (.).. &ll members of a ard staff.9TT$9M97T 8&T98.&. ho ere orkmen and in the -ankKs permanent service as such as on the Gth June.. ho ere in the -ankKs permanent service and permanent part<time employees dra ing scale ages as on (<((<(GG' e/cept those ho are already covered by the Gth June (G?G .(GG=3 158 . !orkmen employees. in the revised scale of pay.. (G?G ill be fitted in the ne scale of pay at a stage higher than the stage in hich they are re:uired to be fitted in terms of the Cifth -ipartite .e. in terms of the revised basic pay provided for in the -ipartite .m. ill be given only stage to stage fitment as on (<((<(G?+ or on the date of their "oining the -ankKs service.?. ho ere on probation as on (<((<(GG'.(G+G. 2. I6. ho "oined -ank bet een (*<><(G?G and (<((<(GG' ill get . In this connection. ill get such one stage higher fitment one year after their confirmation. 2 hich and Rs. in the scale of pay. ho had reached the ma/imum of the scale immediately prior to (<((< (G?+ and are fitted at the last 2ma/imum3 stage of the ne scale.ettlement of (. 5ension etc. fitment ill be made as per the details given in &greement.(G*/< p.ettlement.9TT$9M97T 8T8. from (<+<(G?.e. 8&. in case of employees. &nnual increment ill fall due on the normal anniversary date of increment.(.m. HR&.>.<)<(GG= 2.allo ance of Rs.i/th -ipartite .f (<((<(GG' one stage higher fitment. There shall be no change in the date of annual increment because of the one stage higher fitment. or any other benefit3 from (<+<(G?'. ith all conse:uential benefits i.(G?G. .ettlement3 bet een I-& and the &ll India Enions of orkmen employees in -anks. ##&. &ll orkmen employees. ill not rank for 8. G.

* < )?'* )+)* < )?)* )G)* B '*)* O'()* B '))* O'')* < '.* ))(* < ))G* )'+* B ).. )3 '3 159 . such allo ance shall be payable to him at the rate applicable to his revised basic pay in clerical scale. in vie of the clubbing of stages in the fitment table.3 F1/<-3/ F:0<6.pecial &llo ance N Increment component of C5&.* (>G* < (+=* (?(* B (?+* (G'* B )*** )*+* < )(. 8/25.C270(>** < (>.13 . F1/<-3/ 2/ .*)* O (3 OO. the emoluments dra n as a clerk on promotion are less than that dra n as a subordinate employee.1 2. in terms of our #ircular 7o. B281. C270. the difference may be protected by ay of Temporary 5ersonal &llo ance to be iped off in three years at the rate of (/'rd of Temporary 5ersonal &llo ance.-01.=* )=..T: C.()* < . having been in service as on the '(st %ctober (GG'.= The date of annual increment shall be the anniversary date of promotion.2 O3 P0:<:/1:3 F0:< S6=:07132/..O3 O0 A9/-0 '1. in case a member of the subordinate staff promoted to clerical cadre. is in receipt of A.13 S6=:07132/.))* .* )'?= )='* )+)= )G)* '((= ''(* '=)= '+.tagnation Increments -asic 5ay N .>.-01. Ho ever. (?=* (G=* )*G= ))..:00-84:37135 I3. If despite the fitment as given above.ANNEXURE.2.11.:<4:3-3/ :9 FPA.(?= .<G=.)* O'=)* < '>)* O'+)* < '?)* 'G)* B .pecial #ompensatory &llo anceA. In this connection.0-<-3/ . 59RLIRL '*L(GG..(= .12. the employees in the higher stage of subordinate scale of pay ill get their ne/t increment after promotion on the anniversary date of their increment in the previous scale of pay. 42A N S4-.:>23.* .2. A.

P2A 13 /. The date of annual increment shall be the anniversary date of promotion.* ==(* =>?* =?=* >*)* >(G* >'>* >='* >+** >?+* +*. 8. 42A N S4.* O OO (3 F1/<-3/ 2/ .R-@181:3 U37-0 S-@-3/.ANNEXURE.pecial 5ay N Increment component of Ci/ed 5ersonal 5ay.(* '=)* '>=* '+?* 'G(* .* .2. the emoluments dra n as a clerk on promotion are less than that dra n as a subordinate employee.S6=:07132/.*.20/ O3 A. the difference may be protected by ay of Temporary 5ersonal &llo ance to be iped off in three years at the rate of (/'rd of Temporary 5ersonal &llo ance..'..+.. in vie of the clubbing of stages in the fitment table.0-<-3/ . If despite the fitment as given above.-01.:<4:3-3/ :9 F1G-7 P-08:32.G* . B1420/1/.:9 42A '(== ')G* '.:00-84:37135 8/25.2.. P2A N I3. CHAPTER 1' ALLOWANCES 160 .** >+?* +(>* +=.(G* . Ho ever.(** .C270)+=* )?*= )?>* )G'= '*(* '(** '(G* ''** '.13 /.)= '>=* '?+= ...! F1/<-3/ C.tagnation Increments -asic 5ay N .* .S-//. the employees on the anniversary date of their increment in the higher stage of subordinate scale of pay ill get their ne/t increment in the previous scale of pay.>>* .* ..-<-3/ B281..:63/ O9 W25.?'* =*** =(+* ='.)* .* =*>* ='?* O O O O O OO OO OO OO OO OO OO =+)* >*>* >..

E. ill be effective from May. 5rofessional @ualification 5ay and %fficiating 5ay.G. if any.*. . 8ecember and the change in 8&. c.9TT$9M97T 8T8. *. 7ovember and Cebruary respectively.(>'=*/< plus d.2 (W. Thus if the dearness allo ance for the month of &ugust is to be calculated.F. e.11.(+. 8earness &llo ance in the above manner shall be paid for every rise or fall of .1 DEARNESS ALLOWANCE (DA)& 8earness allo ance shall be calculated and paid to the orkmen staff on the follo ing basisL < 1'.1 i3 ii3 (W.F. A:uarterA shall mean the period of three months ending on the last day of March.?* at the ma/imum of the scale of pay on or prior to (st &ugust (G+G. points of over #5I ))?? points in the :uarterly average of the &ll India &verage !orking #lass #onsumer 5rice Inde/ -ase (G>*\(** There shall be no ceiling on 8earness &llo ance.3 Cor the purpose of calculating 8earness &llo ance. 1'.uch of those members of clerical staff. 2.3 1'. #onversion factor for calculating 8& is derived by multiplying the parts of basic pay ith the relevant percentage of 8& for each slab payable on the respective parts of basic pay. the :uarterly average for the last :uarter for hich final inde/ figures are available on the (=th &ugust should be taken.1. 29I4HTH -I5&RTIT9 . (G. 1.'2.()I of KpayK above Rs.2''2) .1.1. *.(G?.(=I of KpayK above Rs.2 ACTING ALLOWANCE 161 . if any. June.9TT$9M97T3 b. 1'. . . &ugust.E-%R8I7&T9 . 4raduation 5ay. Cor the purpose of calculating the dearness allo ance for any particular available on the (=th day of that month should be taken.(?I of pay.(?I of KpayK upto Rs.T&CCL *.eptember. 8earness allo ance shall be calculated and paid on -asic 5ay. ho ere in receipt of Anon<ad"ustable personal allo anceA of Rs. 1'.T&CCL a.E.1.(='=*/<and upto Rs.! The final inde/ figures as published in the 4azette of India or the Indian $abour Journal hichever is earlier.G>=*/< plus b. shall be the inde/ figures hich shall be taken for the purpose of calculation of dearness allo ance.(>'=*/<. ill continue to dra the same allo ance hich shall rank for such benefits as 8& shall rank. payable in respect of both clerical and subordinate staff.pecial 5ay. d.1'.2''%) %n and from (st Cebruary )**= 8earness &llo ance ill be payable at *. *.G>=*/< and upto Rs.I of Xpay1 above Rs.(?I of KpayK #$9RI#&$ . '1. *.(='=*/< plus c. a.

)**> may be paid the difference in officiating pay on account of age revision.cale I3 he is paid an officiating allo ance of Rs.3 OFFICIATING PA" .((2a32ii3 of the -ipartite .pecial 5ayA vide . !ith effect from (. provided that in no case ill the officiating allo ance be less than + and half per cent of the basic pay of the person officiatingM !here the basic pay of the permanent incumbent is e:ual to or less than that of the person officiating.((2a3 If a orkman other than subordinate staff officiates in a post in a higher cadre for a continuous period of + days or more he shall be paid an officiating allo ance for the period for hich he officiates.((.)=**/< per month. The &cting allo ance paid in such cases ill be proportionate to the special allo ance 2termed as A.SUBORDINATE STAFF !hen a Record keeper. special allo ance of Rs.eventh -ipartite . the special allo ance of Rs.)**).!hen an employee is permitted to act temporarily in in<cadre higher appointments. if a subordinate employee officiating as record keeper/ godo nkeeper/bill collector is promoted as such.*=.ettlement3 applicable to that particular post and for the period he actually acts in that post.((.)**) and '(. 7oteL 9mployees ho have officiated in higher cadre bet een *(. Cor e/ample. iii. Ho ever.ettlement dated (G th %ctober (G>> is reproduce belo L G.(( 2a3 2ii3 of the -ipartite .(( 2a32i3 or G. the officiating allo ance shall be (=I of the basic pay of the person officiating or the difference bet een the t o basic pays. This ill rank for dearness allo ance and all other attendant benefits. OFFICIATING PA" . hich ill rank for 8&. 5rovided if a orkman other than subordinate staff officiates in a post in higher cadre either for a continuous period of + days or more or an aggregate of + days in a calendar month.enior &ssistant is paid the special allo ance applicable to that post for the period he orks in that capacity. he shall be paid officiating pay at the rates laid do n in #lauses G.((2a32i3 and G. on the follo ing basisL i3 !here the basic pay of the permanent incumbent e/ceeds the basic pay of the person officiating. 162 . ii. he is paid &cting allo ance. godo nkeeper or bill collector proceeds on leave. a messenger at the branch ho has a minimum service of = years and has studied at least upto the ?th standard is considered for appointment in such a vacancy.+?=/< per month dra n by him on officiating basis ill not be taken into account in any manner hatsoever for fitment in clerical scale or for calculating arrears on such promotion. 1'.CLERICAL STAFF !hen a member of the clerical/cash department staff officiates as a Relief %fficer 2Junior Management 4rade . hichever is less. ii3 1'. HR& and superannuation benefits for the period actually officiates as %fficer.! i.ettlement dated (Gth %ctober (G>>. 2e<circular (*=/)**=<*> dated +th July )**=3 The te/t of clauses G. the officiating allo ance shall be + and half percent of the basic pay of the person officiating.+?=/< per month ill be payable to subordinate employees for officiating as record keepers/godo nkeepers/bill collector. an employee is permitted to act as .

eptember (G?. the ##& payable to him ill be protected by ay of ad"usting allo ance. 7oteL -.e. . . sub"ect to a ma/imum of Rs.(G*/< p. #handigarh. ##& hich as being paid to him on the date of transfer ill be protected by ay of Kad"usting allo anceK.e. .e.(G?+. Ma/imum Rs. Cor the purpose of #ity #ompensatory &llo ance the latest available official figures of &ll India #ensus ill be taken into account. 2i3 2ii3 a3 In terms of the provisions contained in #lause III 2-32iii3 of the -ipartite &greement dated the (+th .'+=/< p. places ith population of = lakhs and over. =*I of the #ity #ompensatory &llo ance. !hen he is transferred other ise than his re:uest. &t the lo er ##& #entres i. 5ondicherry and 5ort -lair< 'I of -asic 5ay Minimum Rs. ? of this Reference -ook.m.3 ill also rank for other superannuation benefits ith effect from (.=/< p. =*I of ##&.% CIT" COMPENSATOR" ALLOWANCE (CCA) The #ity #ompensatory &llo ance shall be payable as per the follo ing revised rates *(.((.((.m. #handigarh. '*/< p.. .)+*/< p. ranks for 5rovident Cund contributions. 163 .tate of 4oa< . !hen an employee has been transferred from a ##& #entre to a non<##& #entre at his re:uest. mentioned therein and payable to orkmen employees ho ere in service in &rea I 2other than 7agpur and 5une3 as on '(st 8ecember (G>G.T&CC &t the higher ##& #enters i.m. orkman.(+=/< p.m.tate #apitals. The first installment ill commence one year after the date of transfer.. This allo ance 2viz. the first installment to commence one year after the date of transfer. hich ill be ithdra n after one year from the date of his transfer. &t the lo er ##& #enters i.tate of 4oa< . 2i3 2ii3 #$9RI#&$ . the ad"usting allo ance shall b3 ). . & orkman transferred from one ##& centre to another and here in the former the ##& is higher than in the latter 2the former hereinafter referred to as Ahigher ##& centreA and latter Alo er ##& centreA3 shall dra the ##& applicable to the lo er ##& centre and the difference in the allo ance bet een the higher ##& centre and the lo er ##& centre as on the date of transfer shall be protected by ay of Aad"usting allo anceA hich ill be ithdra n as underL If the transfer has been effected at the re:uest of the be ithdra n after one year from the date of transfer. &.Cor detailed instructions on eligibility for officiating.m.I of -asic 5ay Minimum Rs. ith population of over () lakhs including the .'**/< p. ith population of over () lakhs including the .'*/< p. a3 b3 If the transfer has been effected other ise than at his re:uest the Kad"usting allo anceK shall be ithdra n in three e:ual annual installments.(.I of -asic 5ay Ma/imum Rs.e. 1'.T&CC &t the higher ##& #entres i.tate #apitals. sub"ect to a ma/imum of Rs.E-%R8I7&T9 . please refer to #hapter 7o. Ma/imum Rs.m. places 'I of -asic 5ay ith population of = lakhs and over. 5ondicherry and 5ort -lair< Ma/imum Rs.m.m.e. & orkman ho has been transferred from a non<##& centre to ##& centre 2lo er or higher3 or from a lo er ##& centre to a higher ##& centre and is transferred back to a non<##& '.f. The ad"usting allo ance shall be ithdra n in three e:ual installments.)**)..

G.R-3/ A./1:3135 H:68.5$L . $9TT9R 7%..3 >. House Rent &llo ance etc. ?.G. In the case of a orkman ho as in service in &rea I 2other than 7agpur and 5une3 on or before (.G.th -ipartite . shall cease to dra ##& on his retransfer to the non<##& or ill dra ##& at the rate applicable to the lo er ##& centre from hich he as transferred.centre or lo er ##& centre.>? 8&T98 *'. he ill be paid ##& e:uivalent to an amount hich ould have been paid to him on the date of transfer as per the terms and conditions applicable prior to the fourth bipartite agreement and the difference bet een that amount and the actual amount of ##& dra n by him on the date of his transfer shall be protected as Aad"usting allo anceA to be ithdra n in the same manner as set out in sub<paragraph ) 2b3 above. #8%LIRL . =. the orkman orking at that place ill be entitled to 5ro"ect &rea #ompensatory &llo ance or ##& hichever is higher. he shall cease to dra ##& on transfer to non<##& centre or dra ##& at the rate applicable to the lo er ##& centre. hich are payable to employees at certain areas should not be paid in the case of employees posted at the sub<office under the control of parent branches categorized for such purposes unless the sub<offices are located in the same area. +.1 i3 HOUSE RENT ALLOWANCE (HRA) B2818 9:0 823..#. #ity #ompensatory &llo ance. hich as being paid to him as per the terms and conditions applicable prior to the fourth -ipartite &greement dated (+. 1'.(G?.(G?.:>23. provided further that here such period is e/tended at his re:uest beyond one year but not e/ceeding ) years from the date of his original transfer.(G+* and as transferred other ise than at his re:uest. #laims made on the basis of certificates issued by local authorities should not be considered unless these are supported by the authenticated )**( #ensus figures.tate and 5lace2s3 in hich he ould be eventually posted. prior to (+.ettlement. he shall be paid as Klocal allo anceK the difference bet een the emoluments of the other place and the ##& centre in hich he is temporarily posted. In such a case the orkman shall be started on the ##& centre emoluments and so long as he remains at the ##& centre.*'. 2#.)**=3 164 . then on his re<retransfer to a non<##& centre or lo er ##& centre. he shall be deemed to have been appointed in the ##& centre in hich he as temporarily posted on recruitment. It is clarified that if in a place here 5ro"ect &rea #ompensatory &llo ance is payable and #ity #ompensatory &llo ance is also payable under this settlement.(HRA) Cor the purpose of sanction of House Rent &llo ance at any centre.(G?. before completion of one year in the said ##& centre. In that event the Klocal allo anceK dra n by him till then shall be regularized. the letter of appointment issued to him by the -ank shall clearly specify the . to a non<##& centre after (+.G.6 1'. as the case may be. If a orkman is initially recruited in a ##& centre 2higher or lo er3 for eventual posting to a ne branch/office to be opened at a non<##& centre 2or lo er ##& centre3. from hich he as originally transferred.(G?.. he is not posted to the other place for hich he as recruited.. 2i3 2ii3 G. If ithin one year of his appointment.(.6. 2&4R99M97T 8&T98 (+. In the case of a orkman ho has been transferred other ise than at his re:uest from a ##& centre to a non<##& centre. If a orkman is transferred from a non<##& centre to a ##& centre 2higher or lo er3 he shall be entitled to ##& at the rates applicable to such centre sub"ect to the provisions laid do n in the . and as dra ing or as entitled to dra ##& shall continue to dra the same amount as ##&.. the )**( #ensus figures should be considered.

c.R-3/ A. iii3 iv3 a. the guiding factor ill be hether on the formation of such a 5anchayat or 7agar 5anchayat.*** all places coming ithin such municipality should be taken together for the purpose of payment of House Rent &llo ance. declares a place as forming part of the o n. )**)L A0-2 R2/. Reserve -ank of India. ould depend upon the statute governing the place.-3/25. d. the 4overnment has by 7otification declared in terms of a statute that the village/panchayat ceases to e/ist. Ho ever.= lakhs 165 . v3 a3 b3 c3 d3 e3 f3 1'. b. & village is to be considered the smallest administrative unit. The claims submitted for sanction of House Rent &llo ance must be supported by the follo ing information/evidenceL < 7ame of the place and name of the 6illage 5anchayat or Municipality. %n such formation of an Erban &gglomeration all places falling ithin the Erban &gglomeration ill be considered as one unit.2 E623/6< :9 H:68. The decision hether 5anchayat or 7agar 5anchayat can be taken as an administrative unit. 5opulation as per #ensus of India )**(.The House Rent &llo ance shall be payable as under ith effect from (st 7ovember. municipality on the basis that the population of the place as per )**( #ensus is above (*. In such an event the population of the 5anchayat or 7agar 5anchayat can be taken as a unit and the rate of HR& determined accordingly.6. 7ame of the banks having branches thereat.:9 P2A ON: M131<6<$ N: M2G1<6<P ?. Ho ever.:>23. The -ranch Manager ill make out a case and submit their reasoned recommendations to the controlling authorities henever such claims are to be made for treating a place as part of a #ity on the basis of contiguity. e. or the Erban &gglomeration. &s regards the Erban &gglomeration. nothing short of a 4overnment 7otification is acceptable for this purpose. 4overnment 7otification regarding formation of Municipality or declaring the place as being part of to n 2claims supported by certificate from local authorities are not acceptable3. !hen the 4overnment by 7otification. municipality.ii3 &ll places constituting an Erban &gglomeration should be taken as one Enit and the House Rent &llo ance should be paid on the basis of the population of the Erban &gglomeration given in the (GG( census. it is necessary to determine hether the place falls ithin the area of a village. & village/panchayat ceases to e/ist on the formation of a municipality. e have also to be guided by the 7otification issued by the 4overnment forming an Erban &gglomeration.28 4-0. -asis of the claim for population 2e. The follo ing points should also be taken into consideration hile submitting the proposals.= 2i3 5laces ith population of more than . 8irectory of -ank %ffices/8istrict #ensus Handbook3.g. !hen a claim is made for payment of House Rent &llo ance at a place.. 7o place ill be considered as part of a #ity on the basis of contiguity unless the Indian -anks1 &ssociation accepts the same.

he ill be entitled to receive house rent allo ance. ashing allo ance at the rate of Rs. shall be payable to members of subordinate staff entitled to uniforms .:<<:72/1:3 40:@17-7 =A /.6. #hennai.)**+3 1'. & ne category of places ith population of more than .1.( WASHING ALLOWANCE !here the ashing of livery is not arranged by the -ank.. 8elhi.:68135 2. in full or in part as ill be ranking for provident fund benefits.= >. officiating allo ance and special pay.=I of payL &hmedabad. 9mployees on probation are also eligible for house rent allo ance.-<-3/ !here an employee is on leave of any kind other than leave ithout pay..A 237 637-0 C20--0 P0:50-881:3 S.:@-0A :9 0-3/ 9:0 .* K5ayK for the purpose of calculating HR& shall mean basic pay and herever payable.e.= >. HR& is payable at ?.637-0 R-7-4.! R-.m.% HRA P2A2=. house rent allo ance shall not be payable and rent to be recovered shall be (I of the first stage of the scale of pay.= lakhs as per census )**(.= lakhs has been incorporated for the purpose of payment of HR&. 2iv3 5laces ith population belo ) lakhs 7oteL +. -angalore.6.-<5lease refer to para G. 1'.. !here :uarters are provided.f. stagnation increments. !hen an employee is on leave allo ance. 4reater Mumbai.6.) for compensation of HR& payable on account of transfer under redeployment/transfer policy and under career 5rogression scheme.tate #apitals and #apitals of Enion Territories.:A<-3/$/02389-0 P:.olkata.B23? !herever the -ank has provided staff :uarters. (st 166 . $9TT9R #8%/50HR8IR/>>/)**><*+ 8&T98 *G. Hyderabad and . In the follo ing places hich have population of more than . he ill be entitled for house rent allo ance provided he satisfies the -ank that he has continued to retain the residential accommodation occupied by him.2ii3 5laces ith population of more than () lakhs 2iii3 5laces ith population of ) lakhs and over Sother than places in 2i3 and 2ii3 aboveT and ..3 i3 E3/1/. 2#.*). the follo ing guidelines the recovery of house rent allo ance from such employeesL ill be follo ed for a3 House Rent &llo ance ill not be payable b3 7o other recovery is made 1'.=.#. 1'. +=/< p. ithout pay he ill not be entitled to dra house rent ii3 2iii3 2iv3 In case here the -ank does not provide separate residential :uarters and the employee is allo ed to sleep on the -ankKs premises.

'. Ho ever.. (*/< p.((. Curther it shall be payable at eligible places. The continuance of the allo ance at these places ill be sub"ect to a fresh revie by the -ank of the ater supply situation at periodical intervals. Curther. The allo ance ill be paid at places specifically declared as AHill .?/< p. for the subordinate staff is paid to an employee ho has actually been orking in the areas for hich ater scarcity allo ance is paid by the #entral or . &ll the members of staff. The period of payment of the allo ance is the same as in the case of the 4overnment employees. employees at such places ho ere in receipt of such &llo ance 2as dra n by them ith their March (G?G salary3 ill continue to dra it by ay of Ci/ed 5ersonal &llo ance as long as they remain posted thereat as orkmen employees. HILL AND FUEL ALLOWANCE !ith effect from *(. ho are supplied ith uniforms. If the allo ance becomes payable in a hill station because of its height.tationsA by the #entral/.)**) combined Hill and Cuel &llo ance ill be paid throughout the year. shall ear them in clean condition hile on duty. 7o ashing allo ance ould be payable.'(. WATER SCARCIT" ALLOWANCE !ater scarcity allo ance of Rs. If the allo ance is payable at a place here the #entral or . for clerical and cash department staff and Rs.(G+? it shall be protected. this allo ance ill not be paid for the period of leave if an employeeKs leave e/ceeds '* days.&ugust )**.tate 4overnment is not paying such allo ance to their employees.I meters but belo '*** meters.9TT$9M97T 8T8.G=* Rs.tate 4overnments to their employees.G. If any employee as in receipt of this allo ance over the stipulated ma/imum limit as on (.'** a3 The above allo ance ill also be payable at places having a height of not less than +=* meters 2 hich are surrounded and accessible only through hills ith a height of (*** meters and above3 at the rate applicable at places ith a height of (*** meters and above but less than (=** meters.(G>+3 ii. 2.m. 1'. hich have been divided into ' categories according to their heights as underL 25lease refer to instructions on V. the case should be referred to the controlling authority ith all the data. &t places situated at a height of over (*** 'I meters but less than(=** meters and Mercara To n 7oteL Ma/imum Rs. b3 c3 d3 e3 167 . The above allo ance should be paid only after getting prior sanction from the controlling authority.'+= Rs.) i. the period of payment of such allo ance ill be from &pril to July 2both inclusive3 each year. 1'.m.pecial &rea &llo anceW also3 5ercentage of pay &t places situated at a height of '*** meters ?I and above &t places situated at a height of over (=** .tate 4overnments irrespective of their height. Hill and Cuel &llo ance being paid at any place not covered by the aforesaid norms shall cease to be payable. here the -ank makes ashing arrangements.

m.ettlement.(. Transport &llo ance is not on reimbursement basis. 259RL IRL #IRL (') 8T8. '. the same ill continue to be paid e/cept in those cases here the &llo ance is being paid ithout proper sanction from #orporate #entre or on a rong interpretation of the -ipartite &greement or 4overnment notification. municipal limits of the place already declared and hether they are paying Hill and 7ames of banks operating in the place or in the vicinity Cuel &llo ance and if so. .tatutory limits.(*=/< p. !here the .tationsK only and at other place height of the place and not the height of highest point thereat. from hich date.tation. 2. $etter or certificate of .>.11 C"CLE ALLOWANCE 168 .upporting documents viz.tatutory limit of a Hill . Height of the place above mean sea level . It has to be treated like any other allo ance under the -ipartite .1' TRANSPORT ALLOWANCE The Transport allo ance shall be paid at the rate of Rs.tation as certified by the . shall be the criteria for payment of till and feel allo ances. &ccordingly. Temporary employees are not eligible for transport allo ance.urvey of India gives only the appro/imate height of a place. or 4overnment a3 b3 c3 d3 e3 =.GL(GG=<(GG>.urvey of India. ). 7ovember )**). it ill be in order to determine the height of a place on the basis of the highest point ithin the Municipal/. !herever Hill and Cuel &llo ance is being paid. 7oteL ith effect from (st i3 &ll permanent part time employees including those on probation dra ing scale ages shall be paid transport allo ance on pro<rata basis. unless such leave is on A7o 5ay and &llo anceA. 7ame of place.)=.tation.#L ((L)***<)**(..#L )>L(GG=<(GG>3 ii3 iii3 iv3 1'.urvey of India notification if the 4overnment has declared the place as a Hill . . . !hether the place as ithin the local area of as a Hill . henceforth the criterion for the purpose of determining the height of a Hill station ould be the highest point ithin the Municipal/. #laims for Hill and Cuel &llo ance should be referred to the controlling authority for being referred to the Indian -ankKs &ssociation through #orporate #entre along ith the follo ing particulars or evidence. This provision by itself ill not preclude the payment of any e/isting allo ance of this nature paid as a result of 4overnment guidelines/bank level settlements.(G?+3 1'. The -lind and %rthopaedically handicapped employees ill be eligible for conveyance allo ance as per guidelines of the 4overnment in addition to the Transport &llo ance. The same shall be payable for period spent on leave also. &ccording to 4overnment notification. 8emands in respect of Hilly Tract areas are to be considered separately. the e/act height should be insisted upon to avoid mistakes in marginal cases. These guidelines are applicable for KHill .#L .

cycle allo ance is payable to the members of the subordinate staff ho are re:uired by the bank to use a cycle on regular assignment for outdoor duties at Rs.G*/< p. In this connection. SPLIT DUT" ALLOWANCE & full time employee orking at a branch here business hours are ith a minimum break of t o hours is paid a split duty allo ance. c./ A0-2 G0:64 A P0:H-. The allo ance ill not rank for the purpose of calculation of dearness allo ance and provident fund contribution. In partial modification of clause .>*/< p. #ycle allo ance ould not be paid to a orkmen member of the subordinate staff entitled to the allo ance for the period of leave here such leave e/ceeds '* days./e )(!0 (+ 1*0e#2 P0:H-.anctioned strength of messenger at the -ranch.ubordinate staff ('* ((* 169 .m. b. eepers Those ho reside in the premises of such branch and &ny orkmen hose hours of ork. it should be noted that herever possible. iii. apart from normal lunch recess are not split It is clarified that even of here business hours are not split. 1'./ A0-2 G0:64 B #lerical . . iv.2002 &#$'ec A#e( C$%)e*+( $#.alaryA. The .13. The allo ance should be included in A.!-. !hen employees dra ing such allo ances go on leave.plit 8uty &llo ance shall be payable at all centers at Rs. d. here the duty hours are split. a.taff (=* ('* . (st 7ovember )**).11. A--$.(G+G3 1'. hich a messenger is re:uired to use cycle for the ii. b. In respect of drivers duty allo ance.(*.plit 8uty &llo ance is not payable to the !atch and ard staff . Messengers ho are re:uired to use cycle for outdoor duty in leave vacancies for short period are also eligible for the allo ance on pro<rata basis. a. they shall be eligible for payment of split 2.ettlement dated )+/*'/)***.e.13 10. b. eepers !ithout payment of the allo ance iv. !atch and ard staff and . of the -ipartite .f. the duty should be assigned in rotation so that all messengers at the branch ho kno cycling may get the benefit of this allo ance.12 i.9TT$9M97T 8T8. at all centers.m.(*ce .'(.ettlement dated )?/((/(GG+ and clause ). hen the duration of leave e/ceeds '* days.i. a. !ith effect from (st 7ovember )**). . the -ank is free to split duty hours ii. The total number of hours per day for -ankKs ork. iii.1 PRO+ECT AREA COMPENSATOR" ALLOWANCE Effec !"e f#$% 01. of the -ipartite . such allo ance ill not be paid for the period of such leave. 5roposals for sanction of cycle allo ance should be submitted to the controlling authority furnishing the follo ing particularsL .

!hether the employees thereat reside in the 5ro"ect &rea. !hether the 5ro"ect &uthorities have ac:uired all the land in the area as a result of private housing facilities are not available/permissible. *(. 2. The -ranch should be far a ay from a to n/city and &ll the land should have been ac:uired by the 5ro"ect &uthorities as a result of accommodation is not available. !hat is the average distance they have to travel from the residence to their place of ork and hat is the mode of conveyance.(G+?. hich hich housing !hether the area is far a ay from normal habitation i. etc.- 170 . in hat respect. & revie on the above lines ould have to be submitted through the #ontrolling %ffice to #orporate #entre for this purpose. If so. 9mployees in 5ro"ect &reas classified as group A#A are being treated as employees in 5ro"ect &rea 4roup .R-3/ A.13. to n or city and the distance of the -ranch from the nearest to n.(G+G3 1'..9TT$9M97T 8T.:>23.2 P0:H-.f. !hether the -ranch is situated in the 5ro"ect &rea. means of 2regular3 transport.e.e.*G. -3 #onditions for claiming /continuation of 5ro"ect &rea #ompensatory &llo anceL < #laims for payment of 5ro"ect &rea #ompensatory &llo ance should be supported by the follo ing information/evidence and for arded to the #ontrolling &uthority for being referred to Indian -anksK &ssociation through #orporate #entreL i3 ii3 iii3 iv3 v3 vi3 vii3 viii3 i/3 /3 /i3 !hether the place has been declared as a 5ro"ect &rea by the 4overnment authorities. a3 b3 c3 d3 5lace must be declared as a 5ro"ect &rea by the 4overnment. &ll such cases ould need to be referred to #orporate #entre for prior approval. hat is the rent that is normally charged by them. The payment of 5ro"ect &rea #ompensatory &llo ance ill be for a period of one year or till the 4overnment ithdra s the allo ance in respect of its employees hichever is earlier.(*. The -ranch should be situated in the 5ro"ect &rea. & place may be classified as a 5ro"ect &rea on the basis of the follo ing principals. !hether the employees at the -ranch have been allocated :uarters by the 5ro"ect &uthorities./ A0-2 H:68. The continuance of the allo ance also depends upon the decision of the Indian -ankKs &ssociation.5ro"ect &reas are classified in t o groups viz. &re the conditions in the branches situated in the 5ro"ect &rea places very different from those in the nearby placesR If so.'(.. Remarks on accessibility of the place. 2#opy of the notification may be enclosed3. !hether due to the place becoming a 5ro"ect &rea prices are higher than in nearby centers. 4roup & and 4roup -. &re the prices actually prevailing at the place comparatively higher due to it being a 5ro"ect &rea or comparable to other semi<urban/rural places situated nearby.

pecial #ompensatory &llo ance 2. HR&.tate 9ducation cess. .)**(.#&3 ranging from Rs.*G. if the -ank does not provide residential accommodation ill be paid as under ith effect from *(. if not metered and service charges %ccupierKs share of municipal ta/es e/cept property ta/ only in case of leased accommodation.#& ill not rank for 8&.>**/< .taffL Rs.tate or #entral 4overnment. 1'..>*/< p. only the higher of the t o shall be paid.>**/< b.)**)L i3 ii3 4roup K&K ?.2''3. ##& and superannuation benefits.ubordinate . !here no receipts/statement of loss are produced a lump<sum payment of #lerical .'2a0b3. The amount of .m.#& payable every month at different stages of scales of pay ill be as per chart given in &nne/ures <(*. ((3 1'. etc. house rent allo ance in these areas shall be payable until such time the -ank is in a position to offer residential accommodation. on a stage<to<stage basis in the respective scales of pay.f. shall be paid. )nd June )**=L < a.1! COMPENSATION FOR LOSSES DUE TO BREAKAGE OR DAMAGE TO GOODS ON TRANSFER The compensation on transfer shall be payable as under e. the occupierKs share of ta/es as also other charges mentioned belo are to be recovered on a proportionate basisL i3 ii3 iii3 !ater charges.' 2a0b3 and (*.e. to Rs.(*.taffL Rs. The different stages of the pay ranges of orkmen staff indicated in anne/ure are as per the salary/ age revision made effective from (/((/)**) and the .taff Rs.m.2''3) a3 &ll clerical and subordinate staff. electricity charges. if any and if payable by the tenants only in case of leased accommodation.House Rent &llo ance in 5ro"ect &reas. ho "oined the -ankKs service on or before '(. CIRCULAR NO. &ccordingly. !here an employee produces receipts or a statement of loss in respect of breakages sub"ect to a ma/imum of B #lerical .1% SPECIAL COMPENSATOR" ALLOWANCE (TECHNOLOGICAL UPGRADATION) (AS PER SETTLEMENT DATED 22. . .CDO$IR$CIR$21 DATED 31. (/(*/)**(.=*/< 28etailed instruction in this regard are furnished in #hapter 7o.=I of pay 2#8%/50HR/IR/'?/)**=<*> 8&T98 (>. they ill be paid . The .ubordinate .G+=/< p.#& as applicable to that 2ne/t3 stage. &s and hen the employees concerned move from one stage of their pay scale to the ne/t stage. a . If at a centre both #ity #ompensatory &llo ance and 5ro"ect &rea &llo ance are payable.(.#& shall remain at the e/isting b3 c3 171 .f.((. .=I of pay 4roup K-K +.)**=3 House Rent &llo ance in pro"ect areas is paid on the basis that residential accommodation is not available in these areas.(.pecial ta/es such as Halalkhor ta/.taffL Rs.G**/< . levied by Municipal #orporation.

+. f3 1'.1( i. (. 5rovident Cund.m.m.3 1'. ('G/< p. 8istrict Industries #entres and 8ebt Recovery Tribunals 2 .=. if he is a godo n ii.#&.m. !orkmen staff placed under suspension on or before (/((/(GG' and also continue to remain suspended should not be paid the . ii.(G>+ 0 (G. he shall be eligible for an education allo ance/ mid<academic year transfer allo ance. EDUCATIONAL ALLOWANCE TRANSFER ALLOWANCE $ MID-ACADEMIC "EAR In case a member of the a ard staff is permanently transferred in the middle of an academic year.'. and (G= of allo ance of Rs.m.((. 8T8. ('=/< p. #8%L IRL #IRL )) 8T8.16 i.+=I of basic pay ma/imum Rs.G.rates ith reference to these pay scales only and of both officers and orkmen staff. In this connection. 9mployees deputed to the inspection department are not eligible for the allo ance. d3 e3 ill not undergo revision on revision in pay The . promoted to clerical cadre.#& ill be taken into account hile computing subsistence allo ance in respect of those officers/ orkmen staff placed under suspension after (/((/(GG'. n atchmen to hom the provisions regarding hours of ork and ho ere e/cluded by the $abour &ppellate Tribunal in its decision dated the )?th &pril (G=.(=. #8%/50HR8/=G/)**=<*> 8&T98 )?. 4odo n allo ance -onus etc.#&. ill not rank for purposes of 8earness &llo ance. the matter should be referred to #orporate #entre through the $ocal Head %ffice for prior clearance. if deputed to Regional Rural -anks. Members of the a ard staff. 2.#& ill be taken into account hile computing the leave encashment facility availed by a !orkman staff eligible for payment of . 1'.3 172 . shall be paid a godo n if he is a godo nkeeper and Rs.f.pecial #ompensatory &llo anceA having been in service as on (/(*/)**(. and iii.9TT$9M97T.*(.I of basic pay ma/imum Rs.)***.?.1) DEPUTATION ALLOWANCE 7ormally a orkman employee should not be deputed to an outside institution. )+. please also refer to para (*.'+=/< p. such allo ance shall be payable to him at the rate applicable to his revised basic pay in clerical scale.)) of chapter (* of this book.+=*/< p. If a member of subordinate staff. is in receipt of A. Cor deputation to Regional Rural -ank/8istrict Industries #entre/8ebt Recovery Tribunals at the same station If such deputation as above is at an %utstation centre .'(. 259RL IRL #IRL (** 8T8. In case the need is felt for such deputation.5$/'?> 8T8. 4odo n<keepers ho attend the -ank during office hours for performing either godo n ork or any other office ork should be considered as godo n<keepers ho are Ae/pected to conform to the usual office hoursA 4odo n allo ance shall not be payable to them.((.(G?+. The .e.)**'.(G?. #8%/IR/.)**=3 ill be eligible for deputation allo ance at the follo ing rates. GODOWN ALLOWANCE 4odo n<keepers and 4odo and overtime do not apply paragraphs (G.)**>. atchman.=.

()*/< p.>*/< per orking day may be granted as out of pocket e/penses on food. the facility shall be ithdra n.undays and leave periods are e/cluded for the purpose. There ill be no change in the rate of out<of<pocket e/penses payable to #omputer %perators posted at 8ata 5rocessing/#omputer #entres prior to *(. in addition to the ork done by them in 9nglish..m. .m. ill be payable on special pay. he ill be paid only the officiating pay. if any. G on A.1'.uch e/penses are reimbursable only for the days the eligible employees attend office before ? a.(). respectively as Hindi Incentive &llo ance. 7otesL !hen an employee orking in a post carrying special pay. officiates as Relief %fficer in JM 4rade . The said pay ill be payable in addition ). in aggregate '** notes/drafts/letters in Hindi every :uarter. ift centers and branches having e/tended business hours before ?.). to any other pay to hich he may be entitled.m. ill be paid an allo ance of Rs.(G?+ and ho continue to ork thereat. Holidays/. hich remains frozen at Rs.?*/< p.m. 1'.( and (*.=/< per day. .m.cale I.m. also perform routine duties of their cadre. = notes/drafts/letters in Hindi everyday and.2'.alaryA of this Reference -ook. type on an average.** p.** a.ervice -ranches MI#R branches. J&II-/#&I-. #omputer %perators posted at such centers subse:uent to (st 8ecember (G?+ shall continue to be ineligible for the facility as at present. This facility may be e/tended to eligible orkmen staff only till such time as they are posted at such officesL and it should be ithdra n on their transfer else here. on transfer else here. etc to such members of & ard . . Members of the clerical staff orking in special allo ance carrying posts shall. and Rs. or after ? p.imilarly.tenographers and typists ho. and are re:uired to ork before ?.pecial &llo ances for 4raduation/5rofessional @ualifications 5lease refer to the #hapter 7o. The special pay 2a3 for educational :ualification. hich is higher than the special pay during the period of such officiating. &lso. .1 SPECIAL PA" (TERMED AS FSPECIAL ALLOWANCEF PRIOR TO SE#ENTH BIPARTITE SETTLEMENT) The rates of special allo ances payable to orkmen staff in consideration of their undertaking certain special responsibilities or in consideration of their possessing certain educational :ualifications are furnished in &nne/ure (*.m. sub"ect to availability of time. . '.** a.m. he ill dra only the latter special pay. and after ?. 173 .1 a3 PA"MENT OF OUT OF POCKET EXPENSES Reimbursement to the e/tent of ma/imum of Rs.taff ho are posted at &irport offices/. if an employee already orking in a special pay carrying post acts in a position carrying a higher special pay.** p. -3 (. or after ?. The reimbursement as stated in 2a3 above should be granted on the basis of a certificate to be furnished by the employees to the effect that the e/penditure claimed has actually been incurred. . 8earness &llo ance and House Rent &llo ance ill also rank for superannuation benefits.2' 1'.

(*. =.(. !here allo ances are the same for t o or more categories interchange ordinarily. an order to that effect should be issued in riting. ith effect from (st 7ovember )**).). '. (*. even if his services are not utilized for a post carrying a special pay. he shall be entitled to receive the special pay at the highest rate applicable to him. (). herever applicable. as he is paid halting allo ance. !henever an employee is re:uired to ork in a post carrying a special pay. The special pay shall be taken in full for the purpose of calculating overtime ages.pecial pay ould continue to be dra n by a permanent incumbent hile on leave. he ill not be entitled to any special/officiating pay hile he is on leave 2including casual leave3.21 OTHER ALLOWANCES EMPLO"EES PA"ABLE TO WORKMEN In modification of the provisions contained in &nne/ure to the settlement on service conditions for orkmen staff. P2A !hen a orkmen falls ithin more than one category... (*. ho ever. >. &n employee ho is asked to ork temporarily in a post carrying a special pay ould be entitled to such a special pay for such period during hich he occupies the post.. if an allo ance is payable for either of his designations. &n employee deputed from his place of permanent posting to other centers on official duty is paid halting allo ance in addition to his total emoluments. 5lease refer to &nne/ure (*. 1'. if any.12. shall be payable in addition to any other special pay to hich he may be entitled./1:38 >1/. being temporary in nature should be treated on a day<to<day basis and special pay should be paid for intervening . ((. G-3-02.= and (*. as underL I) WORKMEN EMPLO"EES IN CLERICAL CADRE i3 #aretakers ii3 #anteen Managers iii3 4odo n<keepers iv3 #onveyance charges for employees using bicycle for official duties here public transport is not available II) WORKMEN EMPLO"EES IN SUBORDINATE CADRE i3 8rivers attached to senior 9/ecutives 2additional3 &mount 2Rs. Ho ever. provided. . specifying the period during hich he ill act in that post.'. Hill and Cuel &llo ance etc. ork or the ). that special pay for educational :ualifications. hich attract such pay.2'. (*.> ill not be permitted +. ?. he ill not be eligible for allo ance like 5ro"ect &rea &llo ance. &s such.undays/Holidays only hen the employee acts on preceding/succeeding orking days. and superannuation benefits3 payable to orkman employees in the -ank have been revised. if payable at the centre to hich he is deputed.2 (.1'.+* 174 . 138/06. &n employee ith combined designation ill be entitled to the appropriate special pay. G. &n employee is entitled to a special pay so long as he is in charge of such performance of such duties. . the A%ther &llo ancesA 2not ranking for dearness allo ance. ill be paid to the employees holding the posts carrying the special pay even during the period of probation.pecial pay. (*. . 0-5207 /: S4-. &cting arrangement.3 >(* (*(* )** ('= . house rent allo ance.

pecial &ssistants orking as incharge of #ash In<#harge and member of marketing and out bound sales force Those employees ho are transferred outside #entre under Redeployment 5olicy and #areer 5rogression .)**> *(.(*.)**> )** '=* ). %f This Reference -ook3 S0. .(*. )**>.ii3 4odo n !atchman (G= 1'.)**> *(.ettlement 8ated The )'rd %ctober.(*. Redeployment/ Transfer %f !orkmen .3 The 8etails &re Curnished In The #hapter %n . =.(*.)**> *(.tate -ank %f India . >=* %nce three years in *(.tate -ank %f India &nd &ll India .)**> )** ()= += (+=Y *(.taff Cederation %n 5romotional &venues/ #areer 5rogression.208 Reimbursement of e/penses on entertainment C2/-5:0A O9 E<4.)**> >. N: (.)**> 175 ./ *(. Technology.ettlements -et een . -et een .taff.pecial &ssistants .(*.((.enior &ssistants and member of marketing and out bound sales force %ther clerical staff Messengers to be used outside the -ank for marketing/recovery etc.22 PRO#ISION OF #ARIOUS FACILITIES AND BENEFITS TO THE WORKMEN STAFF (EMPOWERMENT OF STAFF) 2Memorandum %f .) '** P-01:71.cheme in the middle of the academic year A<:63/ (I3 R8.taff &nd %ther Issues 2#hapter .((.)**> *(. Mid<academic Transfer &llo anceO (=* 5er month till the end of academic year *(.:A--8 .taff. Reimbursement of e/penses on conveyance to clerical staff Reimbursement of e/penses on conveyance to subordinate staff Reimbursement of e/penses on 7e spaper and magazines including e/isting ne spaperY 5rovision of briefcase 5er month 5er month 5er month 5er month 5er month 5er month *(. 9mpo erment %f .taff Cederation %n 9mpo erment %f .((.1 /A 5er month D2/O9 E99-.pecial &ssistants orking as incharge of #ash<in<#harge and member of marketing and out bound sales force %ther .)**> '.tate -ank %f India .pecial &ssistants orking as incharge of #ash In<#harge and member of marketing and out bound sales force ..6.tate -ank %f India &nd &ll India .(*. %ther members of subordinate staff .pecial &ssistants/. P20/1.

:9 /. 1'. The claim for reimbursement of e/penses on ne spaper may be submitted in the enclosed format.23 SPECIAL AREA ALLOWANCE In supersession of all earlier provisions relating to special area allo ance.e. :9 QQQQQQQQQ.1 P0:@181:3 :9 N->8424-0 . 2e<circular >>? dated *(<*'<)**+3 (S1532/60. H-27) 7oteL 8elivery charges ill not be paid.((.-28..A =--3 13. N2<. then at such places only the higher of the t o allo ances shall be payable and not both.22.)**> on certificate basis. Hill 0 Cuel &llo ance is also payable.f.S0.2.(+=/< p..-G4-38-8 . ith effect from ( st 7ovember )**).<:3/..2/ /..28-7 C:8/ :9 N->8424-0 (9:0 /.-8 P2A 90:< 6 1 /: 1'''' P2A 90:< 1'''' /: 1!''' P2A 90:< 1!''1 237 2=:@- 176 . P.ettlement dated )' rd %ctober )**>< e<circular . (C:63/-08153-7 =A D-420/<-3/2..:>23.)) ill be made on the basis of certificate to be signed by the concerned member of staff and it ill not be necessary to produce bills in respect thereof.N: . Those ho are on unauthorized leave or e/tra ordinary leave or are under suspension ill not be eligible for the reimbursements..:> !61% P2A 90:< !61% /: 6 ' A. S4-.. special area allo ance shall be payable at places 2details given belo 3 sub"ect to the condition that if at any of the places mentioned therein..pecial &ssistants orking as in<charge of cash and members of marketing and outbound sales force are to be reimbursed the cost of ne spapers and magazines amounting to Rs.:>23./. It is agreed that the reimbursement ill be made on prorata basis for those ho are on leave for + days or more in a month.& The reimbursement as above in paragraph (*.=?/)**><*+ dated *)<()< )**>3 K9mployees deputed to the inspection department are not eligible for the Mid<academic Transfer allo ance. A0-2 P2A =-.2@... CLAIM FOR REIMBURSEMENT OF NEWSPAPER EXPENSES FOR THE MONTH OF& N2<.-<4.Q(R64--8QQQQQQ.3->8424-0 460.).:9 /..-<4. .12.:9 /.2=:@./62. A0-2 A.m..N:/.0-1<=608<.) C-0/191-7 /.:A--) 1'.600-7 =A <-. 2Memorandum of . %ther full<time permanent clerical cadre employees are provided an 9nglish 7ational/Regional $ocal 7e s paper and full<time subordinate cadre employees are provided ith one 7ational/Regional/$ocal 6ernacular $anguage ne s paper.2<:63/ :9 R8. o(.:A-D-81532/1:3 D-420/<-3/$B023. Henceforth reimbursement ill be made to all categories of clerical and subordinate staff as per their entitlement on certificate basis from March )**+ and on ards.

**/< +**/< +**/< +**/< ==*/< (.( ).'**/< )=*/< . M231460 A06323. ?.27>--4 I8.'**/< (.ide and areas upto &rnas from .***/< (. . $ittle &ndaman. M1R:02< #himptuipui 8istrict of Mizoram and areas beyond )= kms.*/< .2. III3 &reas upto 4oel from .'**/< )**/< )**/< (.'**/< (.**/< '**/< '**/< =**/< . +2<<6 * K28.*=*/< (.*=*/< +=*/< +=*/< (.ub<8ivision and . =.'**/< )=*/< .isht ar Tehsil 63 $eh 8istrictL &ll places in the 8istrict 6I3 -aramulla 8istrictL 9ntire 4urez<7irabat.**/< =**/< . Throughout $unglei 8istrict e/cluding areas beyond )= kms from $unglei to n of Mizoram. +.:=20 I8. >. $ohi. other than those included in 5art )2b3. 8ifficult areas of &runanchal 5radesh Throughout &runanchal 5radesh other than difficult areas.*=*/< (.2378 7orth 0 Middle &ndaman.=*/< ==*/< +**/< >**/< ?**/< (.'**/< (.amban .***/< (. (*. I63 8oda 8istrictL Illa:uas of 5adder and 7iabat 7o gam in .athua 8istrictL 7iabat -ani.***/< (..237 A372<23 * N1.'**/< )=*/< '**/< '**/< .<10 I3 .*=*/< '**/< '**/< '**/< )=*/< =**/< =**/< =**/< .=*/< .2378 A882< M-5.***/< ?**/< (.easi side in Tehsil Mohre.**/< =**/< =**/< ?*/< ?*/< .***/< ?**/< (. 7icobar 0 7arcondum Islands .**/< ==*/< ?**/< (.*/< )=*/< (=*/< (=*/< '**/< )=*/< '**/< . Malhar and Machhodi II3 Edhampur 8istrictL 8udu -asantgarh. Throughout &iza l 8istrict of Mizoram N252.eran Illa:ua 6II3 Matchill '**/< =**/< +**/< (.***/< +=*/< (.2A2 T014602 8ifficult areas of Tripura Throughout Tripura e/cept difficult areas.*=*/< (.***/< (.*=*/< (=*/< )=*/< '**/< '**/< .*=*/< 177 .**/< ==*/< ?**/< (. ((.'**/< (.=*/< +**/< ==*/< +**/< ?**/< (. '**/< =**/< +**/< (.***/< (. '.**/< =**/< ==*/< +**/< +**/< ()*/< ()*/< ==*/< .***/< (>*/< (>*/< ?**/< >**/< >**/< (.. $ander -hamag Illa:a.2. Tangdar .'**/< G.***/< (.'**/< (.outh &ndaman 2including 5ort -lair3 S1??1< L2?8. P027-8. from $unglei To n in $unglei 8istrict of Mizoram.

***/< (.innaur 8istrictL a3 &srang. e/cluding the 5anchayat &reas specified above. . (=/ )* &rea comprising the 4ram 5anchayats of #hhota . -a"ol.'**/< )=*/< '**/< . .=*/< >**/< +=*/< '**/< =**/< +**/< (.***/< (.arga b3 %uter<.underbani and other urban areas in the t o 8istricts.=*/< >**/< +=*/< (=*/< '**/< .**/< ==*/< ?**/< (. (=*/< '**/< .*=*/< (=*/< '**/< . #hitkul and Hango .hamba.().'**/< )=*/< . . -harmour Tehsil.ullu 8istrictL a3 (=/)* &rea of 7irmand Tehsil. #hamba 8istrictL a3 5angi Tehsil. 7athpa and Rupi. 5anchayatsL -adgaun.tate 4overnment for their o n staff.anarsi of 4ram 5anchayat #hauhata b3 -harmour Tehsil. e/cluding 5anchayats and 6illages included in 2a3 above.=*/< >**/< +=*/< '**/< =**/< +**/< (.harga.**/< =**/< ==*/< +**/< ?**/< (.ub<8ivision.hana and -urro of Tehsil 7irmand3.2.uno/ #harang 5anchayats. H1<2.*=*/< (. P027-8.***/< (. 8alhousie To n 2including -anikhet proper3. 6III3 5oonch and Ra"ouri 8istrictL &reas in 5oonch and Ra"ouri 8istrict e/cluding the to ns of 5oonch and Ra"ouri and . 8eol . 5ooh .era" area and pargana of 5andrabis but including villages Jagat< ..ush ar and .=*/< >**/< +=*/< 178 .'**/< (=*/< '**/< .ugti. but hich are ithin the distance of ? kms from the line of &ctual #ontrol or at places hich may be declared as :ualifying for border allo ance from time<to<time by the . ID3 &reas not included in 2I3 to 26III3 above.hana and -urro in 7irmand Tehsil3 and entire 8istrict e/cluding outer . c3 Jhandru 5anchayat in -hatiyat Tehsil #hurah Tehsil. comprising the 4ram 5anchayats of . b3 9ntire 8istrict other than &reas included in above. . 6illagesL 4hatu of 4ram 5anchayat Jagat. 7ayagam and Tundah.ara" 2e/cluding villages of Jakat<.

c3 #hopal Tehsil and 4horis.***/< (. Jatog. .$ahaul and .piti 8istrictL 9ntire area of $ahaul and .'**/< (. .oot.asumpti.*=*/< 179 . $abana<.'**/< )=*/< . . Taradevi and Tutu3.arahan.a ar Tehsil. . Mashobra.arpara and #hadi<-randa. 8eothi 4ram 5anchayat of Taklesh &rea.**/< ==*/< ?**/< (.ashapath Tehsil and Munish. 7aubis and Teen . 5an"gaon.arahan.**/< ==*/< ?**/< (. b3 8ora<.=*/< >**/< +=*/< )=*/< .angra 8istrictL a3 &reas of -ara -hangal and #hhota -hangal '**/< '**/< =**/< =**/< +**/< +**/< (. . 4ram 5anchayat of 8arkali in Rampur.adana.piti. .himla 8istrictL a3 (=/)* area of Rampur Tehsil comprising of 5anchayats of .oti of 5argana . 5atsnau.*=*/< (=*/< '**/< .***/< (. 4hori #haibis of 5argana .imla To n and its suburbs 28halli. 5argana -arabis.asba Rampur and 4hori 7og of 5argana Rampur of Rampur Tehsil. .

HRT# !orkshop.66 #ampus at 5alampur and the follo ing offices located outside its municipal limits but included in 5alampur To n B H. . 8. 8ari. . 8ari. Honal Malaria %ffice. 4huggar.ericulture %ffice/ Indo< 4erman &griculture !orkshop/H55!8 8ivision. Mechanical !orkshop.%. 5alampur To n of .akoh. 8an.hamnagar.C %ffice at lo er .rishi 6ish avidhalaya #ampus.5. .5.H. (=*/< '**/< .cheme. 9lectrical H9. . Corest #orporation %ffice. #attle 8evelopment %ffice/ Jersey Carm. 8ugiar.b3 8haramshala To n of .=*/< >**/< +=*/< 180 .akoh. -anuri. Tea Cactory.adher. #R.upply . -undla. $ohna. -undla. .angra 8istrict and the follo ing offices located outside the Municipal limits but included in 8haramshala To n< !omen1s ITI.hamnagar. #orporation.ub<8ivision.hamnagar. 8ari.99 8ivision. . .ub<8ivision.5. .angra Milk . . . #hild !elfare and To n and #ountry 5lanning %ffices. 9lectrical .ettlement %ffice. Hin a 5ro"ect. I. Ramnagar.angra 8istrict including H5.

of this Reference -ook3. 8hanyara.othi.eri and .237 & &reas under Rudraprayag and #hampavat 8istricts.=*/< ()*/< +**/< >**/< (>*/< (. -agra.olan 8istrictL Mangal 5anchayat.12.=*/< >**/< +=*/< (=*/< '**/< . . #hhotdhar.arsog Tehsil B -alidhar. .ashi 8istricts U//202?. #hatri. 5ithoragarh and Ettar . .arahan and Teban.2! DISCOMFORT ALLOWANCE 8etails of 8iscomfort &llo ance payable to clerical cadre employees are furnished in the chapter on Miscellaneous Instructions 2#hapter ).al an.amlah. Tachi. Thana. -at ara. . . . . $oth. 5ekhi. 5anchayats in thunag Tehsil<of -agraa.aklana.=*/< >**/< +=*/< (=*/< . . )=*/< . 5anchayats of .'**/< (. -irla 27ahan Tehsil3. Remaining areas of Himachal 5radesh not included above U//20 P027-8.**/< ==*/< ?**/< (. 5anchayats of .('. -akhali 25achhad Tehsil3. -harog -heneri 25aonta Tehsil3.ain". Jaryar. Mandi 8istrictL #hhuhar 6alley of Jogindernagar Tehsil.alhani. 5aura<. .B23? O9 I3712 181 . . 4aryas.holanal..ilibagi.)**=3 1'.*>. . P2A F:0 W:0?<-3 S/299 I3 S/2/.*/< '**/< '**/< ?*/< =**/< . Tanyar and Tarakholah. Man". . ANNEXURE-1'.9TT$9M97T 8&T98 )*.1 S4-.ho"a. Jan"ehli. 4opalpur. 5anchayats of 8harampur -lock< -inga. Thachdhar.irmaur 8istrictL 5anchayats of -ani.***/< +=*/< )**/< (. 4aragushain. (=*/< '**/< . Johar.omachan.& &reas under #hamoli.*=*/< 29I4HTH -I<5&RTIT9 . Mahog. 4atoo.asoga 27ahan Tehsil3 and Thansgin Tract .undernagar Tehsil B -ohi. 8ibber 25achhad Tehsil3 and Thana .ha"ol. Mehudi.

enior &rmour/ .e age Citter/ . Mill #hecking &ssistant C.12. 2b3 182 . 8atanet %perator/ 8eputy Head #ashier/ Teller/ Head &sst. Tele/ %perators.ettlement dated (( th May )*** on service conditions.#.#.. 5lant %perator/ .12. (R8.** )+* ). 8ata 9ntry %perator >. 5harmacist / 7urse ?. 5lant operator/ . N:..= ='= .'(.. ho have completed () years service.In modification of the provisions contained in &nne/ure<( to the .enior &ssistants.#. 2#ash3/ Tele/ %perator . 5lant %perator '. Their retirement or movement to higher positions ill not result in ne vacancies. 8eputy Head &ssistant 2#ash3/ #ashier %perating 9lectronic #ash Register/ -radma Machine %perator 2II3 +. the rates of special pay payable to orkmen employees stand revised as under from the (st 7ovember )**)L CLERICAL STAFF S. Their services ill be utilized as stated belo L 2a3 The posts of Head 5unch %perators. P2A 4-0 <:3/. 5lant %perator B. ill be redesignated/appointed as .pecial &ssistant/%fficiating 5ay 2Relief %fficer3 ). ill be utilized as #omputer %perators.** )** )=** (?** 7oteL The positions listed under X-1 above ill be abolished on e/isting incumbents moving over to higher positions or retiring from the -ank1s service etc. POSITIONS FROMEN& (.T. ill be redesignated/appointed as . ho have not completed () years service.enior . The services of such Tele/ %perators.2''% (.enior 5harmacist/ . .enior 7urse/. 8atanet %perators. Head #ashiers. 8y.. and until their retirement/movement.200A135 S4-.enior &ssistants and Head &ssistants 2&ccounts3 S4-.. &gricultural &ssistant >. The remaining Head 5unch %perators. Head 8ata 9ntry %perators and 9rst hile %fficials Incharge ill be abolished on present incumbents moving over to higher positions or retiring from -ankKs service.T.enior .pecial &ssistants ). 9rst hile %fficial<in<charge 25assing %fficial3 ). Head 5unch %perator/ Head 8ata 9ntry %perator '. Head 8raughtsman/ Head &rmour /Head Telephone %perator/ Head 5harmacist/ Head 7urse/ Head &.= (*+= +(= >'* ='= .tenographer / Inspection &ssistant/.enior 9lectrician 29lectrical . if any.enior &ssistant/ Head &ssistant 2&ccounts3/ #omputer %perator/. .T. P:8/8 . -radma Machine %perator 2I3 =. they ill continue to dra the special pay as listed. 5lant %perator/ Head . HRA 237 S64-023362/1:3 =-3-91/8) A.upervisor3/. 2#ash3. Head 8ata 9ntry %perators and erst hile %fficials Incharge. RE#ISION OF SPECIAL PA" EFFECTI#E FROM '1. P2A (R23?135 9:0 DA. #ontrol Room %perator/ &. POSITIONS TO CONTINUE& (.enior &ssistants.enior &. . Tellers and Head &sstt. if any. 9ncoder machine %perator =. 8IR &ssistant/ &udit #lerk ?.enior #ontrol Room %perator/ 8raughtsman . 5lant %perator/ .enior Telephone %perator/ .* (=)= (). . Telephone %perator +.) )*** (+'= (*+= =.

-radma Machine %perators 2II3. 8IR &ssistants. 8ata 9ntry %perators. The posts of 4odo n<keepers and -ill #ollectors ill be abolished on the present incumbents on their retiring from the -ank1s service or moving on to higher in<cadre or out<of cadre positions. Head &sstt. ho have completed ()/)' years of service in the -ank and are other ise eligible for higher appointment under career progression scheme for orkmen employees are to be offered higher appointment as senior/special assistants and higher special pay. The services of e/isting 4odo n .eepers/#ashiers. if any.enior &ssistants. 8y. #ashiers %perating 9lectronic #ash Register. 2e3 183 . 7%T9L The inspection assistants. The services of such employees. &udit #lerks and Mill #hecking &ssistants. ill be utilized as &ssistants 2#ash/&ccounts3. ill be appointed as .eepers and -ill #ollectors ill be utilized as Record . ho have not completed () years service.2c3 The e/isting -radma Machine %perators 2I3. ho have completed () years service. 2#ash3.

eepers/ #ashiers S4-.eeper<cum<#ashiers/ Record .12.6<-C28. '. (.200A135 S4-.2''6) S0.pecial Record .tenographer . P2A (R23?135 9:0 DA..1'.-<-3/ 72/-7 23.12.270.eepers/ #ashiers .ANNEXURE-1'. P:8/8 .pecial &ssistants . HRA 237 S64-023362/1:3 =-3-91/8) . =.tenographer .C20--0 P0:50-881:3 :9 S/-3:5024.)**+ 184 .enior .eepers<cum<#ashiers/Record . N:. . ). (R8.tenographer .:07 K--4-0 . P2A 4-0 <:3/. >.*).enior Record .2 S4-. P2A 9:0 13 .pecial .) )=** )*** (=** (*+= +** =** 2#8%/50HR8IR/>>/)**><*+ 8&T98 *G.1-08 (S-//.-08 237 R-.12.

.enior Head 4eneral &ttendant/ .3 In modification of the provisions contained in &nne/ure<( to the . 4odo n !atchmen and 7ote . #opying Machine %perator/ 4odo n !atchman +..enior Head &rmed 4uard/ .pecial 5ay . ho have not completed )' years of service. the rates of special pay payable to orkmen employees stand revised as under from the (st 7ovember )**)L SUBORDINATE STAFF S.(= '** )>= (. the special pay shall not be payable to #anteen -oys. 8up.5$L (. .eeper/ #ashier/ -ill #ollector3 =.ettlement dated (( th May )*** on service conditions. Their retirement or movement to higher positions ill not result in ne vacancies. P:8/8 .titching Machine %perator S4-.)**=3 OO5lease also refer to chapter +. The services of such #ompositors. )'<(*<)**>. and &nne/ure (*.tate -ank of India . #opying Machine %perators.enior #ook/ . POSITIONS TO CONTINUE& (. eeper3/ Cireman ?. %fficiating 5ay 2Record .' 8&T98 (?.enior Head . ill be utilized as Head Messengers . Head Messenger/ Head !atchman/ Head -earer/ Head Mali/ Head 4eneral &ttendant/ Head . 7ote .enior 4eneral &ttendant 2#ash Hammal/ Carrash/.taff Cederation and pending further advices from #orporate #entre. HRA 237 S64-023362/1:3 =-3-91/8) A. for revison in .200A135 S4-. Machine %perator >. 9lectrician/ .e.T. 8uftaries. #ompositor ).orter . 8up.enior Head #ook / . Their services ill be utilized as stated belo L The posts of #ompositors ill be abolished on the incumbents moving over to higher positions or retiring from the -ankKs service. 5lant &ttendant .*+. Machine %perators.enior Head Mali/ 8river '.* OThe #orporate #entre is holding discussions ith &ll India .ANNEXURE-1'.eeper/ 4odo n .enior Head !atchman/ . 5ressmen '. P2A (R23?135 9:0 DA. . and until their retirement/movement. i3 7oteL The positions listed under X-1 above ill be abolished on e/isting incumbents moving over to higher positions or retiring from the -ank1s service etc. The posts of 5ressmen.enior -earer/ .) for guidelinelines for #areer 5rogression of 8rivers etc.enior $iftman/&rmed 4uard/ 5ump &ttendant/ / Telephone $ineman +.enior Head -earer/ . (R8..enior #ho kidar/ 8uftary/ . 2#8%LIRL .titching Machine %perators ill be abolished on the incumbents moving over to higher positions or retiring from 2a3 2b3 185 . $iftman/ 5lumber/ #ook/ #anteen -oyO/ Machine Man B.) (. N:.)*OO (''= ()'* +?= >?* ='= '** )>= ((+= +G* ='= . they ill continue to dra the special pay as listed.f. eeper/ .orters..#.12. POSITIONS FROMEN& (. eeper/ Head #ook >. !atchman/ .anitary Citter/ &. . Head 8river ). Impositor<cum<8istributors.enior Head Messenger/ . Impositor<cum<8istributor =. 5lant &ttendant/ .12. . P2A 4-0 <:3/.

Head !atchmen and .>?*/< 2Revised3 on completion of (= years of full time service and the term KHeadK prefi/ed to his designation. Head -earer and Head $iftman.enior 4uard.enior Head !atchmen respectively. ill be redesignated as . as a general rule every member of the subordinate staff dra ing a lo er special pay ill be eligible for a special pay of Rs. not completing (= yearsK service. Head Hammal.taff contained in the .orters. . eeper. iv3 186 . .enior Head #ho kidars ill be designated as !atchmen. on completion of )' years of full time service. 7ote . ii3 iii3 The #ho kidars. There ill be no creation of fresh vacancies in these positions on higher appointment. herever re:uired. The present Head #ash #oolie.(''=/< 2Revised3 ith the term K. In terms of the . 8up. The Head Messengers ill perform the duties of #opying Machine %perators.ettlement dated ))nd July )**'.the -ankKs service.enior 4eneral &ttendant 2#ash/Hammal/Carrash/. %n completion of (= yearsK service they ill be eligible for a special pay of Rs.ettlement.cheme for #areer 5rogression !ithin<the<#adre for !orkmen .>?*/< p. eeper3. he ill be eligible for a special pay of Rs. This ould be done once every year on the (st &ugust in accordance ith the procedure laid do n in &nne/ure I6 to the aforesaid .enior 4eneral &ttendant. Head #ho kidars and .titching Machine %perators. . Head Carrash. Head 4eneral &ttendant.m. Head 4uard. Machine %perators. Head !atchman. .imilarly.enior !atchman.enior $iftman respectively. 8uftaries and . . retirement or death of present incumbents.enior HeadK prefi/ed to his designation. Head .enior -earer and .

P:8/8 .1238$S231/20A F1//-08.C20--0 P0:50-881:3 :9 A0<-7 G62078. 5lant &ttendant Head &rmed 4uard .=* ()'* ('** ('=* ?** 2#8%/50HR8IR/>>/)**><*+ 8&T98 *G. D01@-08.enior 8rivers . P2A 9:0 13 .12.12.$S. >. '.enior 9lectrician.enior .! S4-.#.enior Head 9lectrician. P.T.)**+3 187 . P2A (R23?135 9:0 DA..2''6) S0.enior Head . =. . . E.enior &.) (''= (. (R8.12.200A135 S4-.f.e.. P2A 4-0 <:3/. .)**= S4-..anitary Citter.T.270. 5lant &ttendant .C.** (. *(.ANNEXURE-1'. +. 5lant &ttendant . A.23/ A//-3723/8 (S-//. (. . . N:.-<-3/ 72/-7 23. .-. 5lant &ttendant/ .*).enior Head &. HRA 237 S64-023362/1:3 =-3-91/8) 8river .1'.enior .#. 5lant &ttendant.*+.anitary Citter.enior Head 8river 9lectrician/ .anitary Citter/ &.#.T. )./01.

.tate -ank of India on the date of signing the .)= )** '** = '>=* )(* ')* > '?+= ))* ''* + .+.* () =+)* '.* =G* (? +G)* .e.** '?* =(* (= >+?* .pecial #ompensatory &llo ance 5ayable ith effect from *(. '.G* (.tag 6 (*??* ==* G+= 188 . on )).>* (' >*>* '>* .tag I6 (*=** ==* G+= .% CLERICAL STAFF .tages -asic 5ay .* ==* G+= .ettlement i.(*..tag III (*()* ==* G+= .)* (( ='?* ')* .tag II G+.+* >G= (G ?>** ==* ?=* )* ?G?* ==* G+= .)* )>* '+* G .)**( to those employees ho are in the service of .)* =+* (+ +=. >.tag I G'>* ==* G+= .#& 9/isting Revised ( '*)* (+* )+* ) '(== (?* )?* ' ')G* (G* )G* .* '=* ? .* )?* .(** ).** ='* (> +(>* .*+.* ..)**' and are currently in receipt of .ANNEXURE-1'.#& .** (* =*>* '** .* .

#& . '.)**(or date of "oining hich ever is later to those employees ho are in the service of .* .)= (** = '>=* ((* > '?+= ((* + .tag I G'>* .#& ( '*)* (** ) '(== (** ' ')G* (** .* (=* (? +G)* ))= (G ?>** '** )* ?G?* .)= 189 .)= .(** ((* ? .tag I6 (*=** .+.tag III (*()* .e.*+.tate -ank of India on the date of signing the .)= .tag II G+.** ('* (= >+?* ('* (> +(>* (=* (+ +=. >.)= .* ()* (* =*>* ()* (( ='?* ()* () =+)* ()* (' >*>* ('* (.(*.pecial #ompensatory &llo ance 5ayable ith effect from *(.tag 6 (*??* .)= .)* ((* G .6 CLERICAL STAFF .ANNEXURE-1'.tages -asic 5ay .)= .)**' and are currently not in receipt of .. on )).ettlement i.

>>* '** . on )). .( SUBORDINATE STAFF .* (G .tag I6 =>?* '=* =>* .)**' and are currently in receipt of .(G* )>* '=* (> .* (= .ettlement i.tag 6 =?=* '=* =>* 190 .(*.pecial #ompensatory &llo ance 5ayable ith effect from *(.*.tag I =(+* '=* =>* .* ''* (.)**( to those employees ho are in the service of .tag III ==(* '=* =>* .'.* )+* '?* (+ .?'* '=* =)* )* =*** '=* =>* . P2A SCA EG18/135 R-@18-7 ( )+=* (=* )(* ) )?*= (== )(= ' )?>* (>* ))* .* )=* '.= + '(G* (?* )=* ? ''** (G* )>* G '.#& S/25-8 B281.* > '(** (+= ).ANNEXURE-1'...(* )** )?* (* '=)* )(* )G* (( '>=* ))* '** () '+?* )'* '(* (' 'G(* ).* '=* =>* .G* )?* 'G* (? . )G'= (>= ))= = '*(* (+* ).tate -ank of India on the date of signing the .e.tag II ='.*+.

#& ( )+=* >* ) )?*= >* ' )?>* >* . .(* ?* (* '=)* ?* (( '>=* ?* () '+?* ?* (' 'G(* G* (.#& .* )(* .>>* (.* (G .G* ((* (? .'. on )).tag I =(+* )(* .) SUBORDINATE STAFF .1'.)**( or date of "oining hich ever is later to those employees ho are in the service of .ettlement i.* G* (= .* ((* (+ .pecial #ompensatory &llo ance 5ayable ith effect from *(.tag II ='.)**' and are currently not in receipt of .ANNEXURE.*.(*.(G* G* (> .?'* (+* )* =*** )(* .*+.tag 6 =?=* )(* CHAPTER 11 191 .e..tate -ank of India on the date of signing the . )G'= >* = '*(* +* > '(** +* + '(G* +* ? ''** +* G '.tag III ==(* )(* .tag I6 =>?* )(* .tages -asic 5ay .

provided the duration of absence from head:uarters covers at least one night. ill be payable at the follo ing rates ith effect from the )nd June )**=L H15. the place of outstation duty is ithin the municipal limit of the head:uarters. CON#E"ANCE EXPENSES 11.2 D-9131/1:3 .S2<./135 A. !here a orkman is re:uired to ork in the office at the head:uarters either before proceeding on.taff Rs. 192 .R2/-8 :9 H2.3 of 8esai & ard i. the orkman ill be entitled to batta as provided in the 8esai & ard. 11. !here the place of outstation duty is beyond the municipal limits of the head:uarters. here the period bet een the time hen a orkman commences ork on that day and the time at hich he returns to his place of ork from outstation duty e/ceeds his normal orking hours plus recess interval. Cor purposes of calculating overtime. ho ever.ubordinate . but is at a distance of more than (= .'**/< per diem L:>-0 CCA C-3/-08 Rs. not ithstanding that the place of outstation duty is ithin the municipal limits of the head:uarters. as provided in the 8esai & ard. the orkman shall have the option to claim either 2a3 full halting allo ance.1.)**/< per diem N:3 CCA C-3/0-8 Rs. the total hours of ork at the outstation. he ill not be entitled to any overtime ages. from the office.**/< per diem #lerical ./135 A.?.1.'.3 +:603-A8 C:<4.9TT$9M97T 8&T98. #larifications 2b3 a3 The duration of the orking hours on outstation duty ill not have any bearing on payment of batta. or after returning from outstation duty and the total hours of actual ork e/ceed the orkmanKs normal orking hours minus the recess interval. hours or any part thereof reckoned from the time the employee leaves his head:uarters. either before of after going on outstation duty should be taken into account. '(.'**/< per diem Rs.FP-0 D2AF Cor the purpose of calculating halting allo ance.D2A 2. In such a case.HALTING ALLOWANCE.e.-0 CCA C-3/-08 Rs..taff .(=*/< per diem 11. full halting allo ance at the rates applicable to him shall be paid. a day shall mean each period of ). !here.=*I of halting allo ance plus any overtime pay for hich he ould other ise have been eligible. if the other conditions set out above are satisfied. from the office.ms.)=*/< per diem Rs.. the orkman ill not be entitled to batta.1..-/-7 O3 T. or 2b3 batta as provided in clause >.:>23.. if the place of outstation duty is less than = . 7o batta ill be payable to a orkman ho at the discretion of the -ank undertakes a "ourney of more than (= kms from the head:uarters. 2. the to and fro travel time on outstation duty and the actual hours of ork at the office.1 TRA#ELING EXPENSES AND H2.Halting allo ance hich is intended to cover the ordinary daily e/penses incurred by an employee hen he is a ay from head:uarters on duty.ms.1 11.:>23.(G>+3 2a3 In respect of "ourneys completed on the same day.

1.1. there ill be no change in the position regarding payment of halting allo ance or batta in terms of paragraph =.:A--8 O3 P-0<23-3/ T02389-0 &n employee transferred permanently from one station to another ill not be entitled to halting allo ance for the "ourney period. 11.:<<:72/1:3 I8 P0:@17-7 &n employee deputed from one office to another and to hom residential accommodation is provided at the station to hich he is deputed.&. sub"ect to the other conditions relating to payment of halting allo ance. should be indicated in the relative traveling e/penses bill. T0213135 C-3/0-$O6/817.P-01:7 Halting allo ance ill not be payable to an employee for the period of leave hile on deputation e/cept hen he falls sick and is granted leave for this purpose and does not leave the station of deputation during his illness.1. 11. if any. 11.A5-3.-8 &n employee re:uired to report to the -ranch Manager designate 2of a ne branch proposed to be opened3 at the link -ranch shall be paid halting allo ance at the appropriate rate for the period he is on duty at the link branch.#.&. being on the periphery or a part of the Erban &gglomeration etc.R-817-3/12..(. T0213135 C-3/-0 &n employee deputed to a non<residential training centre ill be paid halting allo ance at the appropriate rate provided the non<residential training centre is situated outside the station of his posting 2i.-0.( O4-3135 O9 N-> B023. 11. 11.R. municipal limits should be treated as the entire area covered by the Erban &gglomeration. halting allo ance is not to be paid.1.6 W. Ho ever..6./135 A.. The nature of leave taken.1-8 Halting allo ance at the rate of one<fourth of the normal halting allo ance shall be paid in case of deputation to residential training centre/outside agencies here free boarding and lodging are made available.b3 Cor the above purposes. are treated as part of the city for purpose of payment of H.% N:3-0-817-3/12. The Kmunicipal limitK for the purpose of payment of Halting allo ance ould also include such areas. E<4. only if other provisions relating to the payment of halting allo ance are satisfied3. "oining time and taking over period. A8818/23/8 193 .) H2./#. c3 11.:>23.1. If the deputation is ithin a given centre forming one unit or ithin the constituent units of the Erban &gglomeration of a place as per )**( census. allo ed to him. hich though outside the municipal limits of the city. A.e..(G>+./602.D60135 L-2@.'. of the -ipartite &greement dated '(. if any. etc.1.! R-817-3/12. ill be entitled to halting allo ance at only half of the rate applicable and not at the full rate. 11.1' A501.1.

1 R-1<=608-<-3/ O9 EG4-38-8 O3 P-0<23-3/ T02389-0$T02@-. 11.3 b3 Cor transporting personal effects on transfer. !here the payment of halting allo ance covers a continuous period in e/cess of one month.th %ctober )**. O3 D6/A &n employee other than a member of subordinate staff hen transferred from one station to another ill be entitled for reimbursement of traveling e/penses.W:0? If an a ard staff employee is sponsored for duty/training in connection ith #ivil 8efence !ork. if payable at the centre to hich he is deputed inasmuch as he is paid halting allo ance during that period. he is eligible for special duty leave for that particular period of civil defence training/duty. hichever is higher.:>23..gs i3 7o e/penses ill be payable in respect of the servant. besides the discomfort allo ance and special allo ance as applicable...3 c3 d3 e3 f3 11. provided he shifts his residence ith household kits/personal effects to the transferee centre. If the travel is by steamer he ill be entitled to travel by the lo est cabin class or appropriate class e:uivalent to the fare payable by the first class by rail. the payment ill have to be authorized by the controlling authority. 5ayment of other allo ance during deputation./1:38 I3 R-5207 T: H2. #onse:uent to the revised classification of centres per census )**(. 11. it has no been decided to pay/reimburse halting allo ance at rates according to the revised classification of areas per #ensus )**( ith effect from the (. &n employee ho is deputed to a centre ill not be eligible to dra allo ance such as 5ro"ect &rea &llo ance. I38/06.(G?.Halting allo ance ill be paid to an employee on deputation at the rate applicable to the centre to hich he is deputed. Married (=** . (+. halting allo ance at higher rates has become payable to officers and orkmen staff in respect of these centres. Hill and Cuel allo ance etc. at goods train rate sub"ect to the ma/imum eight as under ill be reimbursed.2 11.G. the employees are eligible to dra halting allo ance at the appropriate rate. They ill be permitted to dra advance against halting allo ance at fortnightly intervals for the period of duty already completed.11 a3 b3 G-3-02. 2e<circular = dated (?<()<)**. 2. 194 ./135 A.9TT$9M97T 8&T98.gs Enmarried (*** . !hile on inspection duty. as underL a3 %ne first class fare by rail or second<class fare by steamer for himself and his family if taken.2. Members of a ard staff may be permitted to avail themselves of advance against halting allo ance on the same terms and conditions as applicable to supervising staff.1. &ccordingly.12 C1@1.&gricultural assistants stationed in central villages are entitled to halting allo ance at the rates laid do n in their service rules for the period of their being a ay on duty from head:uarters. The cost actually incurred in transporting his personal effects by any mode of transport. He is also paid the traveling e/penses and halting allo ance for the relative period as per his entitlement.1. D-9-3.

auto<ricksha .)2b3 for subordinate staff.2.% T02384:0/ O9 #-.gs Enmarried +=* .(*. 195 .2.8 & member of the clerical cadre .-0 I3.A37 O/. for the purpose of notional entitlements only second<class rail fare ill be taken into account. the definition of family is the same as in the case of leave fare concession. the family of an employee does not travel ith him but "oins him ithin a period of si/ months from the date of his transfer. he may be paid sleeper class fare. 11. #hapter (* of this Reference -ook 11.17-3/2.gs 11.3 C:<4-382/1:3 O3 T02389-0 F:0 L:88-8 D6. 2. an employee shall be entitled to dra the further fares for the family and the cost of transporting luggage payable.O0 D2<25.econd class fare by rail or third class fare by steamer for himself and for his family.2. carting.(G+G3 In case a member of subordinate staff undertakes "ourney by sleeper class. 9/penses for servant are also not reimbursable. traveling e/penses as underL hen transferred from one station to another is paid 2a3 .S/299 & member of the subordinate staff. mazdoor hire etc.T: G::78 5lease refer to paragraph (*.9TT$9M97T 8&T98. 11. 11.6 R-1<=608-<-3/ O9 EG4-38-8 I3 R-84-. C20/25.2. b3 Cor transporting personal effects on transfer the employees ill be entitled for reimbursement of cost actually incurred for transporting his personal effects by any mode of transport of goods train rate eighing as underL Married (*** ..A Cor the purpose of travel on transfer.! P:0/-025-.7oteL ii3 #harges for supply of bedrolls incurred hile travel on duty. sub"ect to the limits fi/ed./ O9 F2<1.T: B0-2?25. and established to the satisfaction of the sanctioning authority.& ard staff employees ho o n a scooter/motor cycle or moped may also be permitted to claim cost of transporting a vehicle on transfer to another station ithin the limits stipulated in paragraph ((. $C# and transfer are not reimbursable. & member of the subordinate staff may be reimbursed e/penses incurred on cartage..1. '(.taff ill be entitled for reimbursement of e/penditure unavoidably incurred for such purposes as packing. if taken. if the employee undertakes "ourney by any other class or mode of travel.2. Reimbursement of packing and carting charges is sub"ect to prior sanction by the controlling authority in each case.). Ho ever.(. etc. i3 If for any reason. provided the e/penses are established to the satisfaction of the sanctioning authority.). coolie hire.(2b3 for clerical staff and ((.2 S6=:07132/.

. Ho ever.2. purely as an interim measure if an employee is transferred at his re:uest.*G. need prior clearance from the #ontrolling &uthority.AF !here the place to hich an employee is transferred is not connected or is partly connected by rail 2or steamer3 the employee shall be entitled to actual e/penses incurred for transport of personal effects upto the limits specified to and from the place of transfer.) E<4.*=.2. after completion of seven yearsK of service the traveling e/penses may be reimbursed only once in his career.23 /. the employee may dra the actual traveling e/penses incurred by the family to "oin the employee at the ne station. I3/-0 C10.. These amounts are payable irrespective of hether the employee is relieved ithin one year of the date of his transfer application or other ise.T02389-0 7o traveling e/penses and halting allo ance are payable to an a ard staff member in regard to Inter #ircle Transfers on re:uest. in terms of his eligibility. he ill not be subse:uently eligible to claim traveling e/penses in respect of his family members if he decides to take them to the place of his posting at a later date. In the event of an employee claiming such reimbursement. 59R/IR/#IR/)' 8T.((.2.( T02384:0/2/1:3 T.:A--8 T02389-00-7 A/ R-C6-8/ 9mployees transferred at their re:uest after five years of service are eligible for reimbursement of compensation on transfer and traveling e/penses only once in their career. The above principle ill also be applicable in the case of an employee ho is staying alone at the place of his posting and his family members are not staying ith him at the place of posting for some convincing reasons. provided the cost to the -ank does not e/ceed the amount that could have been payable to the employee had he taken his family and household luggage to the place of posting.-0 /. This ould.1' I384-. FO6/ A5-3. he may be reimbursed.19/135 :9 /. he may be permitted to keep his family at his place of domicile or any other convenient place and reimbursed actual traveling e/penses in respect of his family members and also the e/penses incurred for transportation of household luggage in shifting his family to a place as stated above. -ut the amount so dra n shall not e/ceed the ma/imum amount admissible to the employee if his family had been stationed at the place from here the employee as transferred..e. 11. 5&/#IR/(+ 8&T98 *G.*'. the place from here he is transferred and the place to hich he is transferred..:/.2. in conse:uence of transfer. iii3 iv3 &n employee ho is posted to a difficult and inconvenient centre here educational facilities are inade:uate or are not available at all. 25&/#IR/+( 8&T98 *.2.92<1.4.G*3 11. In such case. 11.G'..:9 4:8/135 !hen an employee is transferred to a place falling in a difficult terrain or having e/treme climate or lacking in educational facilities of his children. v3 11.ii3 !hen the family. travels from a place other than from hich the employee is transferred. S. hichever is lo er./1:3 D-420/<-3/ S/299 196 . the traveling e/penses on account of the children conse:uent on transfer from his present place of posting to the place here he is posted on transfer or the actual e/penditure incurred.0:65. He shall be entitled to the actual cost of transporting the same by road through an authorized transport company only if there is no rail ay station or rail ay out agency at both the places i..A /: 2 4. may have to keep his children for their education outside the place of his posting.. ho ever.?'.2. through an K%ut< &gencyK if available.

12 D-.2. he is permitted as a special case to retain residence provided to him at the place of his last posting. &t the time of reversion. 2ii3 2iii3 11. hen considered necessary in the interest of the -ank. etc. P0:4-0/A A37 F20F:0 T.2. 2b3 2c3 11.A If an employee dies in service.:A--8 . here an employee travels for inspection or other duty in the interest of the -ank. an employee other than a member of the subordinate staff is paid traveling e/penses on the follo ing basis. The employee ill also be entitled to claim traveling e/penses of his family provided they have accompanied him hile going to such a place or have gone to such a place ithin a eek of his going there and have accompanied him hilst returning from such a place or have returned to the place of ork ithin a eek of his return to the place. of freight of his personal belongings. '.S/299 197 .-28-7 E<4. he is eligible for reimbursement of traveling e/penses to and from the place here he as spending his holiday. he should be treated as having "oined the -ank on that date.061/8 If a candidate selected for appointment in the clerical cadre in the -ank reports for pre<entry training 2before reporting for duty at the designated -ranch3. if the employee had been transferred to that place and "oined the Inspection 8epartment from there.(G?'3 If a member of & ard . hire. may be reimbursed sub"ect to the ceiling laid do n in his service rules. he ill not be eligible to claim the traveling e/penses in respect of some/all members of his family.2. F0:< L-2@25&L #IRL (* 8&T98.T02384:0/2/1:3 O9 P-08:32.1% S6=:07132/.. i3 %ne first class fare by rail or lo est cabin class or appropriate class e:uivalent to the fares payable by first class by train hichever is higher in respect of "ourneys undertaken by steamer. similar e/penses for shifting the family from that place of the employeeKs posting ill also be reimbursed.13 R-. 11.2.taff is called back from leave. 11. Thereafter. to the same e/tent to hich he ould have been eligible. If at the employeeKs re:uest. O3 D6/A In cases of "ourney by rail or steamer other than on transfer. 11.2a3 9mployees ho "oin the mobile staff of the Inspection 8epartment are paid traveling e/penses from the place of their last posting to the place here they are asked to report for the ne assignment.2.'.F2<1. Reimbursement of traveling e/penses incurred for shifting the employeeKs family to a convenient place in such cases is permitted. porterage. the cost of transportation of his personal property and the fares of the dependent family members for travel from his last place of posting to the place here the family proposes to settle do n.2.11 N-> R-. The actual cost. he may be paid traveling e/penses for himself as applicable to the clerical staff provided he has gone through the medical e/amination and is illing to "oin the designated branch after availing the "ourney period..1! R-1<=608-<-3/ O9 EG4-38-8 F:0 T02@-. if any. &ny other unavoidable e/penditure incurred such as autoricksha established to the satisfaction of the sanctioning authority.

factories. 11. here an employee has to travel on duty/$C# bet een t o places not connected or partly connected by rail or steamer. train ith the entitled class compartment does not run on the route.061/<-3/ :9 P0:=2/1:320A O991. reimbursement of cost of tickets for such "ourney may be made to him in the usual course.).2.23 E3/1/.9TT$9M97T 8&T98 ). an employee is permitted to travel in a class higher than the class of his entitlement as a special case by the #ontrolling &uthority. not e/ceeding the e/penses hich ould have been incurred on public transport other than auto<ricksha or ta/i and not for road mileage.& member of the subordinate staff is entitled to second<class fare by rail or third class fare by steamer. their services may be utilized. mills etc.(. 29I4HTH -I5&RTIT9 .2. above ill also be liable above e:ually to him. he can be paid rail ay fare as per his entitlement. 11.The ceiling for the purpose of reimbursement of premium on air insurance cover bought by members of a ard staff. !hen road mileage is claimed. on duty/leave fare concession he shall be reimbursed actual road mileage costs or Rs. hichever is less.-<-3/ !here an employee travels by a lo er class than the one he is entitled to.2. reasonable e/penses incurred by him for making reservation of rail ay tickets may be reimbursed to him.** per km. even though the places visited are not connected by rail. 11.-08 198 .2. no further claim for conveyance charges at both ends ill be entertained e/cept in cases here the employee has to accompany remittances on -ank &ccount.21 R-.ince the rail ays no do not issue a regret slip here accommodation is not available in desired class.205-8 !here an employee is re:uired to travel on duty.)**=3 Cor "ourneys undertaken ithin a particular city or to n for performance of the -ankKs ork like verification of stocks in godo ns. b3 c3 d3 11.>. 11. !hen an employee undertakes a "ourney in his o n car/scooter/motor cycle in the discharge of his official duties.( lac. to and fro for himself. 11.). #lause 2ii3 and 2iii3 of para ((. in cases here day<hour "ourney 2not re:uiring3 reservation is involved.1 R-8-0@2/1:3 C.16 T02@-.1) A10 I386023.288 L:>-0 T. 9ffective from )nd June )**=. I3 A C. he had to travel by lo er class.2.23 E3/1/. !here travel agents are established/available. as a special case. provided he satisfies the sanctioning authority that travel by a lo er class as unavoidable and due to circumstances beyond his control and overall cost is ithin or e:ual to his entitlement. . lo er class train/bus fare actually incurred by the employee may be reimbursed. if they are permitted to travel by air on duty. I3 A C. Ho ever.288 H15.-0 T. he may be paid to the e/tent of the e/penses that ould have been incurred on public transport. place of destination is not connected by train or if connected.-<-3/ !here.1( T02@-. ill be Rs. the sanctioning authority may pay the fare of entitled class to the employee provided the employee certifies that due to non<availability of reservation in the entitled class. the employee ould be eligible only for reimbursement of such e/penses hich are fairly and legitimately incurred.2.2' a3 R-1<=608-<-3/ O9 EG4-38-8 O3 R:27 T02@-.

D-9-3.W:0? !here an employee is sponsored for duty/training in connection ith civil defence ork. The class of fare to hich he ill be entitled ould be the same as hile traveling on duty.2 D-9-3.:A--8 N:<132/-7 I38/1/6/1:38$C:<4231-8 T: T. Traveling e/penses and halting allo ance of employees nominated as 8irectors on the -oards of financial institutions/companies may be paid initially by the -ank under its o n Rules. as if the "ourneys ere performed on its o n business. should also be reimbursed ith traveling e/penses/halting allo ance and boarding as applicable to his category/scale had he not been placed under suspension.3. -ut an employee competing for the post of 5robationary %fficer in the &ssociate -anks ill be treated as an outside candidate only and ill be given the traveling e/penses as applicable to outside candidates. hose contract of employment is kept in abeyance only during suspension.12. 11. '.--71358 &n employee ho has been honorably ac:uitted in legal proceedings instituted against him in respect of act done or purported to have been done in the e/ecution of his duties may be paid 199 .W1/3-88-8 &n employee ho is re:uired to appear at a departmental en:uiry conducted by the -ank as defence itness ill be treated as on duty and granted duty leave and also ill be reimbursed the traveling e/penses.2. 11. In case of any ad"ournment at the instance of the -ank/9n:uiry %fficer the employee may be asked to resume duty and if so.. henever the #entral Recruitment -oard calls him for intervie ..22 C1@1. halting allo ance etc. Reimbursement of such e/penses incurred by the -ank may thereafter be claimed from the respective financial institutions/companies.. E3C6101-8 D-9-3. Ho ever.C61//-7 I3 L-52.3. 11.:A--8 U37-0 S684-381:3 &n employee under suspension. He ill also be paid full halting allo ance for the period he stays at the place of the en:uiry for defending the employee as also for the days of "ourney hich is undertaken at the -ankKs cost.- B:207 :9 F1323. It ill be necessary for the 9n:uiry %fficer to "udicially decide on the relevance of each itness cited by the defence and disallo a defence itness hose testimony is not considered relevant to the case.23 E<4. he ill be paid the fare for the conse:uential "ourney.! i3 E<4.1 D-420/<-3/2.R-40-8-3/2/1@-8 &n employee defending another employee of the -ank facing a departmental en:uiry ill be relieved on special leave 2on full pay and allo ances3 to represent the employee and ill be paid to and fro fare from the place of his posting to the place here the en:uiry is being held. P0:.3 11. 11. he shall be eligible to claim traveling e/penses and halting allo ance for the relative period.:A--8 A.3.3. reimbursement of traveling e/penses ill not be permitted to outsiders ho appear as defence itnesses.&n employee ho appears for selection as a 5robationary %fficer in the -ank is eligible for traveling e/penses.'.(G?'3 11. 25&L #IRL (*L8T8. attending departmental en:uiry/undertaking "ourney to peruse documents etc connected ith the proceedings.3 E<4.2. in terms of his service rules. 11.

he ill be paid a conveyance charge of Rs. he ill also be eligible to claim conveyance charges to a reasonable e/tent from his temporary residence to the office and back. iv3 !here public transport is available &t centers here public transport is available. >*/< per month. members of the a ard staff are reimbursed ith e/penses hich are fairly and legitimately incurred. &ll such cases should be referred to $ocal Head %ffice ith full details for prior clearance from #orporate #entre.ervice Rules.3 ii3 !here an outstation employee accompanies remittance to Reserve -ank of India The employee ill also be eligible for reimbursement of conveyance charges to a reasonable e/tent 2i. v3 . taking bills to dra ees for acceptance or presentation. tongas or any other similar mode of transport.uch charges ill also be payable to a reasonable e/tent to employees deputed to non<residential training centers..205-8 I3.?. porterage etc. &t small branches.(>. here no Apublic transportA is available and a member of the staff other than subordinate staff uses bicycle or any such private vehicle for the -ankKs ork. in addition to the halting allo ance payable to him for the period of his stay outside the head:uarters.e. depositing/collecting che:ues at various -anks at centers here there are no clearing houses and all such other duties to only one employee.ometimes it may be necessary for the employee to engage an autoricksha or such other faster mode of conveyance.1 R-1<=608-<-3/ O9 C:3@-A23. ith a vie to reduce his absence on out<door duty to the barest minimum time possible. hether or not the Reserve -ank of India entertains the claims of such conveyance charges. 11.!. sub"ect to the ma/imum entitlement as per .600-7 D60135 D-46/2/1:3 &n employee ho is either temporarily transferred from one station to another or is re:uired to leave his station on -ankKs ork other ise than on transfer ill be paid conveyance charges incurred by him from the rail ay station to his residence or -ank on arrival in the to n and for return 2besides the class of fare.3. Reimbursement ould not be made hen the deputation from one office to another 2including non<residential training centre3 is ithin the same municipal limits. not e/ceeding the e/penses that ould have been incurred on public transport other than autoricksha or ta/i and not road mileage even though the place visited is not connected by rail.the traveling e/penses/halting allo ance admissible to him. reimbursement of conveyance e/penses to a reasonable e/tent may be allo ed to employees ho are on out<door duty or on deputation.C. cycle ricksha s. In cases here the Reserve -ank of India refuses to entertain the claims they may be borne by the -ank. The term Apublic transportA means buses. .205-8 C:3@-A23. In such cases. it ould be desirable to entrust all usual outdoor duties i. provided such reimbursement of e/penses for travel is restricted to the actual e/penditure incurred. These charges are payable to employees ho are regularly engaged in out<door duties and not to employees ho are re:uired to perform out<door duties occasionally.C.! 11.*=. -esides..e. iii3 #onveyance charges here no public transport is available &t centers. ii3 $egal e/penses incurred by such an employee in defending himself in such case may also be reimbursed to a reasonable e/tent. bringing and taking registered letters from and to the post office. 259R/IR/#IR/=* 8T. bus fares3 from the place of his temporary residence to the Reserve -ank of India. 200 .

unday/Holiday. he is eligible for payment of e/penses to the e/tent that ould have been incurred on public transport..)**).)**/< if they fulfill the follo ing criteria. undertook the "ourney on foot due to non<availability of any type of conveyance for visiting the place in connection ith the -ankKs ork. for the purpose.> ATraveling 9/penses -ills of 4odo nkeepers1 of this #hapter. The "ourney as undertaken on foot o ing to other unavoidable circumstances such as absence of pucca roads.!. iii3 11.cheme #onveyance e/penses to a reasonable e/tent may be permitted to the employees ho undergo training in Hindi type riting/stenography under the Hindi Teaching .:42-71. he ill not be paid any conveyance charges. Curther in case an employee travels by bicycle. #onveyance charges are payable to godo n<keepers here admissible in addition to the 4odo n &llo ance.C.cheme sponsored by the 4overnment or by the -ank.:A--8 9ligibility 0 @uantum of allo anceL 5ermanent employees of the -ank 2other than the employees ho are paid the conveyance charges for attending the duties3 ho are blind or are orthopaedically handicapped ith disability of upper or lo er limbs ill be paid conveyance allo ance at the rate of =I of basic pay sub"ect to a ma/imum of Rs. 2#8%/IR/#IR/+= 8T..2 C:3@-A23.. if the test/intervie is held on a orking day at a regular place of ork of an employee. Hindi Teaching . 11.244-7 E<4.*).C-3/-08 Journeys undertaken by &gricultural &ssistants posted at intensive centers for visits to places hich are not connected by proper roads and here public conveyance such as buses. etc.. In other ords. . The actual e/penses incurred in hiring any one of the above types of conveyance may be reimbursed to the concerned employee after satisfying the reasonableness of such e/penses..vi3 !hen an employee uses his o n scooter/motor cycle in the discharge of official duties. etc.A H2371. A8818/23/8 A/ I3/-381@. he should be reimbursed at the normal rate payable for hiring the bicycle. for attending promotional test/intervie by the cheapest/public mode of transport from residence to the venue of e/amination and back provided the promotional test/intervie is held on . horses. etc.ilometer sub"ect to the follo ing conditions.T: B. urgency of the ork.A. 8etailed instructions in this regard are given in paragraph 7o.6.3 i3 C:3@-A23.uch reimbursement ould be permissible even in cases hen the test/intervie is held on a orking day at a place other than the regular place of ork of a local employee.3 201 . The employee concerned certifies to the -ankKs satisfaction that he in fact. ((.137 A37 O0/. autoricksha s. road mileage should be paid to the concerned employee at Rs. do not ply. &s regards the "ourneys undertaken on foot./602. thereby compelling them to hire other modes of conveyance such as bullock<carts. i3 ii3 The place is situated beyond ) kms.).)>.2.!. he should be paid the actual hire charges and if he chooses to use his o n bicycle.** per .:>23. vii3 viii3 i/3 $ocal candidates for attending promotional intervie /Test 9/penses incurred by a local employee are reimbursed to him.205-8 T: A501.

anctioning &uthority #onveyance allo ance shall be sanctioned to the eligible employees by the respective controlling authorities ho ill be as underL 2b3 2c3 2d3 ii3 2(3 2)3 2'3 -ranches 2%ther than Main -ranches3 $ocal Head %ffice &hmedabad/-aroda Main -ranches and #ommercial -ranch Honal %ffice 5ayment &sstt. 4en. The allo ance is liable to income ta/ and should be included in the total income of the employee. The period spent on "ourney and at hospital ill be treated as on duty. !hile no fees ill be charged by #entral 4overnment Hospitals in case of employees referred to them. if any is charged by the .&. the standards applicable as contained in the Manual for orthopedic surgeons in evaluating permanent impairment brought out by the &merican &cademy of %rthopedic surgeons. If necessary he ill refer the matter to Head of %phthalmologic 8epartment of 4overnment #ivil Hospital. . The allo ance ill be paid to the eligible employees separately on the first orking day of the succeeding month after verifying the leave records. iv3 v3 5ayment of ATransport &llo anceA ill not prohibit payment of this allo ance. The allo ance ill be granted ith effect from the date of receipt recommendations of the -ankKs Medical %fficer/-ankKs &uthorized 8octor are received by the concerned sanctioning authority.. ho ever. Cor the purpose of estimation of orthopedic disability. Manager 4eneral Manager 8y. . E. The employee need not submit his claim every month. . 4eneral Manager 2. 4.anction from the controlling authority should be obtained at the first instance. fees. %ther facilities These employees ill be reimbursed ith the traveling e/penses incurred by them hen they are referred to 4overnment #ivil Hospital located outside the head:uarters for getting recommendation for grant of conveyance allo ance as per their entitlement under the service rules.anpur for the purpose of estimation of the disability. 4eneral Manager 8y.anction thereafter every month is not necessary.2a3 &n orthopaedically handicapped employee ho has a minimum of .*I permanent partial disability of upper or lo er limbs or =*I permanent partial disability of both upper and lo er limbs together. The conveyance allo ance ill be admissible to the orthopaedically handicapped employees on the recommendation of the -ankKs Medical %fficer/&uthorized 8octor. "oining time or hen the employee is under suspension. and published on their behalf by &rtificial $imbs Manufacturing #orporation of India. these ill be reimbursed ithout being debited to their yearly medical :uota. Halting allo ance for a period not e/ceeding one day may be paid to the employee. the allo ance ill be admissible on the recommendations of the -ankKs Medical %fficer/&uthorized 8octor.. he ill refer the matter to Head of %rthopedic 8epartment of a 4overnment #ivil Hospital.3 iii3 The allo ance ill not be admissible during leave 2e/cept casual leave3. Road. 202 .tate 4overnment hospitals.T. . In the case of a blind employee. If necessary.

uspense &/c..8 -ranch Managers should ensure that the amount sanctioned by e/cess of the estimated e/penses reimbursable by the -ank. the bill can be preferred at a later date by ay of supplementary bills ithin (= days of the completion of such "ourney/transporting his luggage. the reasons thereof should be stated at the foot of the bills ith a certificate to the effect that the total e/penses claimed are not in e/cess of hat ould have been incurred had they all traveled together.11. for hich bills should have been submitted. etc.%. no advance should remain unad"usted for more than one month from the date of completion of the tour/taking over period. the relative bills should be submitted as early as possible but not later than one month from the date on hich the officer reports for duty at the ne place. the amount of advance together ith interest at )I above .135 EG4-38-8 B1..uspense Register should be perused at eekly intervals to ensure that no outstandings remain therein in respect of "ourneys already undertaken. The officer may be informed that.. the reasons as to hy such entries are still outstanding and the steps being taken to ards their ad"ustment.A52138/ T02@-. are not submitted by the employees ithin one month of the date of reporting back from leave/to the place of duty. the officer should be advised in riting to submit the bill immediately and that in the event of his not doing so.135 EG4-38-8 A37 S6=<1881:3 O9 B1. In case there are any such outstandings..1 i3 ii3 iii3 S6=<1881:3 :9 T02@-. In case bills in respect of the advances taken from the -ank on account of $C#/HT# travel.tate -ank &dvance Rate should be recovered from the salaries of the employees from the date the advance as taken in a ma/imum of three installments. hich ill in turn debit the amount to its . a signed declaration in the bill containing the follo ing particulars should be obtained.% 11. here necessary.. depending upon the amounts involved. The traveling e/penses bill should be accompanied by money receipts/tickets to enable the sanctioning authority to verify the genuineness of the claim. &s far as possible. &ny rela/ation in the recovery of the interest ill be made only ith the prior permission of the controlling authority. . the officer should be instructed in riting that he should submit the bill promptly on return from tour and in any case ithin (= days from the date of completion of the "ourney. The office to hich the advance has been debited should also be clearly mentioned in the bill. This action ill be ithout any pre"udice to the -ankKs right to initiate suitable disciplinary proceedings in those cases here illful neglect in submitting the bills in time or illful intention to misutilize the amounts far in e/cess of the re:uirements is observed. a supplementary bill covering additional e/penses such as transport of personal effects or separate travel by members of the family.ince the rail ays do not issue money receipts. in their statement of outstanding entries in . v3 vi3 vii3 viii3 i/3 203 . the amount ill be recovered from his salary. etc. may be submitted later on ithin (= days of completion of such "ourney and/or transporting the luggage. -ranch Managers should indicate. In regard to bills in respect of families traveling apart from the officials. The .8 A7@23. In case an employeeKs family is not able to accompany him and/or he is not able to arrange for transporting his household luggage at the time of transfer. !hile sanctioning the advance. iv3 The advance taken by the officer should be correctly indicated in the traveling e/penses bill submitted by him. against entries outstanding for more than the period stipulated. ay of advance is not in If an officer is transferred permanently from -ranch X&1 to -ranch K-K the advance taken by him should be debited to -ranch K-K.uspense &/c. In case of transfer.

/3 a3 b3 c3 d3 e3 /i3 /ii3 The follo ing particulars should be given in the traveling e/penses billL 8ate and time of departure from the place from hich the officer is transferred/deputed. iii. ill be taken against -ills must be submitted on &nne/ure (=. The -ank provided no boarding. T.C:<4. 204 . /iii3 a3 b3 11. in case of deputation and &nne/ure (=.ubmission of false claims ill be vie ed very seriously and stern action the erring officers. ii.7 B.. follo ing certificates should be incorporated by the officials for their visits at -ranches/ Honal %ffices/ #entral %fficeL < The tour programme as approved by -ranch Manager / Head of 8epartment / Regional Manager / 8y. 7ames.a3 b3 c3 d3 e3 f3 g3 . The claim for "ourneys can ordinarily be for the shortest route. if such tickets are not re:uired to be surrendered at the destination. I occupied / did not occupy the -ankKs flat for my stay at UUUUUUUUUUUU. hom fares are claimed hen on & certificate that the traveling e/penses for members of the family ere actually incurred in conse:uence of his transfer and that the persons concerned are holly dependent on him. !hile submitting traveling e/penses bill. etc should support all traveling e/penses bills to enable the sanctioning authority to verify the genuineness of the claims. ages and relationship of members of the family for permanent transfer.(./1:38 S. tickets. 8ate and time of arrival at the place of transfer/deputation.= in case of transfer.:6.2 i.erial 7umber of the ticket 8ate of purchase 8ate of "ourney Issuing station &mount 8estination &ny other matter cases.1-7 W1/.& The bill should be submitted on the usual format. 5ro forma of the Traveling 9/penses -ill is given at &nne/ure<((.%.:>135 F60/. Money receipts. & certificate reading.F:. as under should be appended to every traveling allo ance bill by ay of confirmation that reimbursement claimed is in respect of e/penses actually incurred.. .. !hether residence is shifted or not. hich the -ank may re:uire in order to consider reimbursement in such 9mployees are re:uired to give satisfactory evidence of "ourney by sho ing the tickets before the "ourney herever feasible and the reservation tickets. 4eneral Manager / 4eneral Manager / #hief 4eneral Manager.-0 I38/06.

v. etc.. i. etc.e. are not submitted ithin one month from the date of reporting to the place of duty the amount of advance together ith interest at the penal rate.8.:@-0A O9 A7@23. #laims not supported by such receipts should be referred to the controlling authority ith employeeKs e/planation and -ranch ManagerKs comments. In respect of luggage transported from one place to another 2conse:uent on the transfer of an employee3 other than by goods train.T: N:386=<1881:3 O9 B1.tate -ank &dvance Rate minimum. hich as dra n far in e/cess of the actual re:uirements. Ho ever. 4eneral Manager 4eneral Manager concerned The above action of recovery is ithout any pre"udice to the -ankKs right to initiate suitable disciplinary proceedings here illful neglect in submitting the bills in time or illful intention to misutilize the amount. Cormat of the 205 . &ll claims in respect of "ourneys by train and transportation of goods by rail or by a recognized road transport operator can be considered.(. R-. -/... should be for arded to the controlling authority for purposes of post<audit. R2/. should be supported by cash receipts. hichever is lo er.135 EG4-38-8 B1.A iv. Cormat of the Traveling 9/penses -ill is given at &nne/ure<((. supported by a receipt. &ctual charges incurred. travel.. #harges payable for the goods actually transported at goods train rate. In case the bills in respect of the advances taken from the -ank by the employees on account of leave fare concession. a3 b3 c3 d3 11. I also certify that my family members for hom I have claimed traveling e/penses are ordinarily residing ith and are holly dependent on me. from the date the advance as taken should be recovered from the salaries of the employees in ma/imum three installments depending on the amounts involved. %n the basis of these particulars.6 T02@-. #ash receipt should be printed ith name of transport operator registered H% addressM details of eight as ell as designated place etc. )I above . ould be reimbursable. The appro/imate eight of the luggage transported. the 4eneral Manager/8y.. 11.3. 4eneral Manager may make rela/ation in deserving cases for aiver of recovery of interest as underL .O9 I3/-0-8/ D6.AI certify that I have actually incurred an e/penditure of not less than the amount for hich reimbursement has been claimed in this bill.%.taff orking at -ranches and Honal %ffices $ocal Head %ffice 8epartments &uthority to aive recovery of interest 8y. the actual e/penses incurred or the ma/imum amount permissible. is observed.8 O9 G:7:>3 K--4-08 Traveling e/penses bills submitted by 4odo n<keepers and sanctioned by -ranch Managers.G023/-7$P-32. the employees should be called upon to furnish the follo ing particularsL Creight payable for the ma/imum eight permissible to the employee at goods train rate.

(. If a group of godo ns lies in one locality or one route.)..1 +:13135 T1<. a certificate on the follo ing lines. &ny deviations in this regard may be permitted only ith the prior approval of 8y.(. It must be ensured that discrepancies of the above nature hen noticed are pointed out immediately to the 4odo n<keepers concerned and that their traveling e/penses bills are amended suitably. 7o overtime ages have been paid to the godo n<keepers on the days full halting allo ance. therefore. of course. that batta can be claimed only once a day. dated '(st March.O3 T02389-0 T02389-0 W1/.cheme of 8elegation of Cinancial 5o ers. There should be no need normally for a godo n<keeper to return to the office every time after attending each godo n. as many of them as possible should be verified in one single trip. of the -ipartite &greement. ii. #laims made for batta/halting allo ance are not sho n date< ise. It follo s.13 T. !hether it is situated ithin or outside municipal limits. hich an employee might incur during the day hile he is a ay on duty from his main station. This should invariably be done furnishing the follo ing particularsL The distance of the godo n concerned from the branch. 4eneral Manager of the Region for officers and a ard staff employees respectively. tea. Traveling e/penses bills of godo n keepers should be paid by debit to Interest &ccount. iii... 8eviations form this regulation may. etc. Mileage/conveyance charges are claimed not on the basis of total distance actually covered but on the basis of the distance of each godo n from the -ranch premises.traveling e/penses bill of 4odo nkeepers is given at &nne/ure<((. The -ranch Manager should furnish in the traveling e/penses bills.( S/2A A/ P.).2. 11. ). hen they claimed The follo ing discrepancies have often been observed in the bills submitted by godo n< keepersL i. The conditions laid do n in para =. AI certify that < i3 ii3 iii3 The periodical inspections in respect of advances to small<scale industries are conducted as per instructions laid do n. 11. -atta is intended for meeting the normal out<of<pocket e/penses such as lunch.) 11.C1/A 206 .O9 P:8/135 &ll officers and members of a ard staff should stay at their places of posting. be permitted to the e/tent considered reasonable provided -ranch Managers are satisfied that such a step is "ustified by the circumstances of each case. (G>+ for payment of batta/full halting allo ance are being satisfied. 4eneral Manager and the concerned &sstt. -ills of traveling e/penses submitted by the members of the a ard staff may be sanctioned by various officers to the e/tent of the po ers delegated under the . -atta is claimed more than once for trips undertaken on the same day.

+=*/< N Ta/es 207 . . &part from duty leave. they ill be treated as on duty. Reimbursement of boarding e/penses ill be met in the same manner as applicable to officers in JM4 sub"ect to the follo ing limitsL < C-3/0&3 Ma"or X&1 class cities 2&hmedabad.:A--8 D-46/-7 T: I384-. IT8#< ( star 27on<&#3 M2G1<6< 4-0<1881=.). #hennai.2 +:13135 T1<.O3 T02389-0 T: O/. . they ill be reimbursed traveling e/penses and paid halting allo ances or reimbursed actual board and lodging e/penses as per limits specified belo L < i3 ii3 Halting allo ance at the same rates as applicable to officers in the Junior Management 4rade.urat. ill be deemed 11. 5une. ho ever. The employee ill be entitled to reimbursement of traveling e/penses on usual terms and conditions.-0 C-3/0&n employee on transfer shall be granted "oining time sub"ect to the terms and conditions detailed belo L < i. 2#8%L IRL #IRL . 5atna.(L 8&T98. REIMBURSEMENT OF TRA#ELING EXPENSES TO REPRESENTATI#ES OF AWARD STAFF UNION$FEDERATION !henever the -ank for -ipartite meetings/discussion calls the representatives of the Enion/Cederation. Joining time is granted to an employee to enable him to "oin a ne post to hich he is appointed hile on duty in his old postM or to "oin a ne post on return from leave. They ill not. v.0::< /20199 Rs. . 7o halting allo ance is admissible during "oining time.(GG+3 11. In calculating "oining time admissible to an employee. 11. $uckno .(***/< N Ta/es Rs.3 +:13135 T1<. ii./1:3 D-420/<-3/ #lerk<typists selected for deputation to the Inspection 8epartment ill be permitted to avail a reasonable "oining time not e/ceeding > days sub"ect to e/igencies of service. Joining time shall not e/ceed si/ days e/clusive of the number of days spent on traveling. 6adodara. -hopal.ochi.olkata. 8elhi. Indore. -angalore. 6ishakhapatnam.). the day on hich he is relieved form his old post shall be e/cluded but public holidays follo ing the date of his relief shall be included.(). iv. In respect of "oining time an employee shall be entitled to the pay and allo ances of the old or ne post hichever is less. vi.T: E<4. be eligible for any halting allo ance during the period of "oining time irrespective of hether or not a change of residence is involved. &n employee ho does not "oin his post ithin the "oining time allo ed to him to have committed a breach of discipline. Hyderabad 0 Mumbai3 -3 &rea I centres 2Jaipur. iii. )).anpur. 7agpur.9mployees permanently transferred to a local branch/office hich is situated outside the municipal limits but in the same city are eligible for the usual "oining time provided that conse:uent on the transfer there is a change in their place of residence. .

ports #ontrol -oard called for various meetings. they can be permitted to stay in a ) star IT8# Hotel -oard and lodging e/penses may be reimbursed as applicable to officers in JM4.th halting allo ance payable at that centre.(+=/< Rs.tar hotels. and &gra c3 %ther #entres Madurai Rs.$udhiana. Mumbai.olkata. sub"ect. at all centers. they ill be eligible to stay in IT8# I . 208 . #hennai. 8elhi. &hmedabad. The federation representatives ill also be eligible for boarding e/penses as underL Ma"or K&K class cities &rea I centers %ther centers Rs.tar Hotel. !here the accommodation is not available in I .<I. !hen the representatives are reimbursed the actual e/penses for board and lodging. and the actual board e/penses should not e/ceed . to the condition that they ould be eligible to stay only in IT8#<( .tar Hotel 2non<air conditioned3 or any other hotel ithin the tariff limits of the former. The rates of boarding charges/halting allo ance and other terms and conditions remain unchanged. #larificationL i3 !henever the representatives of the a ard staff Cederation attend meetings called by #orporate #entre at metropolitan to ns viz. or other hotels ithin the ma/imum room tariff of the former.)**/< Rs. The revised ceilings in respect of room tariff ill also be applicable to representatives of #ircle unions as also members of the #ircle !elfare #ommittees/. #oimbatore. . Hyderabad and -angalore.*I of the limits prescribed.=**/< N Ta/es The above limits ould be inclusive of service charges plus ta/es etc.(=*/< ii3 a3 b3 c3 iii3 iv3 The representatives ho make their o n arrangements for lodging/boarding shall be entitled to halting allo ance at the rates specified in para 2ii3 above. ho ever. they ill be eligible for (/.

%C I78I& .. -edroll charges. Journey -y Road Ta/i/% n #ar 2prior permission obtained vide $etter 7o... 5urposeL TimingsL $eft QQQQQ......... 209 . QQQQQQQ........... Crom QQQQQQ to QQQQQQ Crom QQQQQQ to QQQQQQ Crom QQQQQQ to QQQQQQ ii3 QQQQQQ Rs. QQQQQQQQ QQQQQQ Rs... on QQQQQQQQQ... Rs.... QQQQQQQQ QQQQQQ Rs.... L Rs... 28ate3 and returned to Head @uarters at QQQQQQQQ hrs..... per kms.. -us ticketL Ticket 7o.. to QQQQQQQQ.. Crom QQQQQQ to QQQQQQ Crom QQQQQQ to QQQQQQ Crom QQQQQQ to QQQQQQ QQQQQQ Rs.. Total distance covered from QQQQQQQQ..1 I7 8E5$I#&T9 ..T&T9 -&7. -ranch/8ept. kms.. hrs.. -edroll charges.. at QQQQQ.ANNEXURE-11. L conveyance charges at QQQQQQQQ....... QQQQQQQQ for QQQ Reservation....T.... QQQQQQQQ ii3 Reservation..... QQQQQQQQ... &ir Insurance etc..... #ost P Rs... %7!&R8 J%ER79F i3 #ost of &ir/Rail ay/... R9TER7 J%ER79F i3 #ost of &ir/Rail ay/... Traveling e/penses bill 2on account of deputation3 7ameL QQQQQQQQQQQQQQQ 8esignationL QQQQQQQ -asic 5ayL QQQQQQQQQQQQQQQ...... QQQQQQQQ QQQQQQ Rs. QQQQQQQQ. 5orterage etc.T....... 8ate . dated ... at QQQQQQQQ.. -us ticketL Ticket 7o. at QQQQQQQQ. on QQQQQQQ. QQQQQQQQ QQQQQQ Rs. at QQQQQQQQ. &ir Insurance etc.

Rs. 210 . 4eneral Manager. QQQQQQQ. per day L Rs. Region QQQQ Honal %ffice. H9&8 %C TH9 895&RTM97T/-R&7#H M&7&49R 8ate QQQQQQQQ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU . days from QQQQ. 8ate QQQQQQQQ. QQQQQQQQ.. QQQQQQQQQQQ/&ssistant 4eneral Manager/#hief Manager.. %C I78I& QQQQQQQQ. Rs. Rs. QQQQQQQQ.anction 7o. $essL #ost of tickets purchased by the -ank $essL &mount of advance taken on QQQ &mount 5ayable L 2Rupees QQQQQQQQQQQQQQQQQQQ. Rs. halting allo ance i3 Cor QQQQQQQQ. #ost of tickets purchased by the -ank Total L Rs. QQQQQQQQ. to QQQQ P Rs. L Rs. 2Rupees QQQQQQQQQQQQQQQQQ only3 -R&7#H M&7&49R/%CCI#9 M&7&49R/ &.&7#TI%798 Rs. QQQQQQQ L L Rs. QQQQQQQQ. Rs. QQQQQQQQ. QQQQQQQ L Rs.T&7T 4979R&$ M&7&49R . Honal %ffice &dministration for sanction. QQQQQQQ Rs. only3 #9RTICI98 that the above e/penses have actually been incurred by me e/cept the items2s3 marked ith an asterisk.at QQQQQQQQ at QQQQQQQQ.T&T9 -&7.QQQQQQ.I. . 8epartment/-ranch/Regional %ffice . ii3 $odging-oarding 5rorata Total amount chargeschargeshalting all claimed Rs. L &dd.ignature -ill scrutinized. found in order and for arded to &sstt.

..QQQQQQQQQ.. &ctual distanc e covere d in visiting them 5urp ose of visit Mode of convey ance used &ctu al conv eyan ce paid or paya ble Halting allo an ce. I hereby certify that the above e/penses have actually been incurred by me e/cepting the claim under halting allo ance.. ?.......... -ranch -I$$ %C TR&69$$I74 9D597..9959R #$&IM98 -F . G... &78 H&$TI74 &$$%!&7#9 %C 4%8%!7 . if any Total charg es claim ed Rem arks (.. QQQQQQQQQQ 5ay by debit to -ranch Interest &ccount QQQQQQQQ... 8ate 5articul ars of the godo ns visited 27ame of the borro er and number of godo n3 ).. '......... The particulars furnished by the above named employee have been verified to the best of my kno ledge... 2in ords3 QQQQQQQQQQQQQQQQQQQQQQQQ...... 8istance of each godo n from the branch !heth er the godo n is inside or outside the munici pal or pancha yat limits .9..HRI ...... +.ANNEXURE-11. C%R TH9 M%7TH %C ...ignature of the employee 211 .... -ranch Manager 5aid on QQQQQQQQQQQQ ... (*..... Total Rs.. >..........2 .. ((.. =.......

hether or not he continues in the service of the -ank.e. i.151=1.m. but did not e/ceed Rs. !here an employeeKs salary or age as on '(st March.! 12.(**/< sub"ect to proportionate reduction in case of those ho have not orked for the hole year.pecial &llo ances. and payment of -onus 2&mendment3 %rdinance (GG=. 12.undays and public holidays hich may occur during leave or other ise should be e/cluded in computing the number of days orked.-F E.'=**/< p.'=**/< p.3 i3 ii3 iii3 iv3 212 .m.1 12.1/A F:0 B:368 9very employee ho has orked in the -ank for '* or more orking days during the accounting year shall be eligible for bonus under the -onus &ct for that accounting year.2. . In other ords.2 12. and the days on hich The employee has been laid off under an agreement or under any la establishmentL The employee has been on leave ith salary or ageM The employee has been absent due to temporary disablement caused by accident arising out of and in the course of his employmentM The employee has been on maternity leave ith salary or age.2 12. -asic 5ay. sub"ect to a ma/imum ceiling for payment of Rs.2. The days on hich the employee has been on applicable to the 12. as over Rs. bonus is payable to the employees of the -ank dra ing salary or age not e/ceeding Rs.2 12. The number of orking days is defined as the number of days on hich the establishment orked.m. 8earness &llo ance.1.m.''I of salary or age earned in the accounting year ended '(st March.1 M131<6< FS-0@1. In terms of the 5ayment of -onus &ct (G>=. and thus becomes ineligible for statutory bonus. This chapter deals ith instructions generally applicable to the payment of bonus for any accounting period.24/-0 12 B:368 !henever the #entral -oard of the -ank sanctions payment of bonus.alary or age for the purpose of bonus calculation shall mean.'=**/<p. The minimum bonus payable to an employee ill be Rs.C. &ll . the salary or age dra n by him for the period he is not entitled to bonus should be ignored.pecial #ompensatory &llo ance.1. . at the minimum rate of ?. 12.m. the bonus at the above rate may be paid on proportionate basis for the period the salary or age of such an employee did not e/ceed Rs. $ocal Head %ffice issues detailed instructions. The number of days on hich an employee has orked is the sum of the number of days of his/her attendance during the accounting year according to the attendance register maintained at the office. #ity #ompensatory &llo ance and .2.1. for a part of the accounting year.undays and public holidays under 7egotiable Instruments &ct shall be e/cluded for the purpose.1.3 12. here an employee commences dra ing more than Rs.'=**/< p.1 SALAR" OR WAGE FOR THE PURPOSE OF BONUS .)=**/<.'=**/< p.

12. part<time employees shall be eligible for a minimum bonus 2of ?.3 TEMPORAR" AND PART-TIME EMPLO"EES Temporary employees and part time employees orking on scale ages or consolidated ages shall be eligible for bonus provided they have orked far a minimum of '* days during the accounting year.leave ithout pay shall also be e/cluded.!.6 12.5$/. the total salary or age paid to the employee in all such capacities during that year should be taken into account for arriving at the amount of bonus.1 EMPLO"EES WHO +OIN OR RETIRE DURING THE "EAR 9mployees ho "oin the -ankKs service after (st &pril shall be eligible for pro rata bonus proportionate to their length of service on the basis of the substantive pay dra n by them during their service ith the -ank provided they are other ise eligible for bonus.! 12. Ho ever. 12.!.6. dra ing scale ages and on fi/ed ages have been converted to full time scale of pay by *(.().)**>. 9mployees ho are granted e/traordinary leave on loss of pay shall be eligible for statutory bonus if the number of days orked during the relevant year is not less than '* days.6. if the employee had been on such leave during the entire period for hich bonus is declared. .!.6.undry 8eposits &ccount until the statement is scrutinized and the amount confirmed by the controlling authority.. 2## $9TT9R 7EM-9R #8%/IR/. all part time employees in the service of our bank as on '(. no bonus shall be payable.2 12.o they ill be governed by the same terms and conditions as applicable to other full time employees of the menial staff in subordinate cadre..g. 12.)**=..3 LEA#E AND PRO-RATA BONUS Cor the purpose of bonus. -onus payable as indicated above to employees ho cease to be in service after (st &pril should be held in the . &s such the amount paid to an employee by ay of encashment of leave need not be included in salary/ ages for computation of -onus. e.)**>3 12. if they have orked for a minimum period of '* days in the accounting year3 but the amount payable ill be proportionately reduced in the case of those employees ho have not orked for the full year. Cor the purpose of convenience the relevant entries may be made every month ith reference to that month. &s in the case of full time employees. 12. ordinary leaveM sick leave 2including additional sick leave but not e/traordinary leave3 and maternity leave shall rank as service. If the same employee had orked in different capacities during the year.''I of salary or Rs.( 8&T98 *(. Ho ever.1 12.% ENCASHMENT OF LEA#E Indian -anksK &ssociation is of the vie that leave encashment at the time of availment of $eave Care #oncession is only a form of travelling concession.3 213 .*. (**/< hich ever is higher. 9mployees ho retire on superannuation from the -ankKs service after (st &pril but before '(st March ill be eligible for pro<rata bonus proportionate to their length of service over the period from (st &pril to the date of their retirement on the basis of the substantive pay dra n by them on the dates preceding the date of their retirement provided they are other ise eligible for bonus. as part<time temporary/on probation basis.2 12. 9mployees on e/traordinary leave on loss of pay shall be eligible for Kpro<rataA payment of bonus.*).

3. . !hen an employee ho is entitled to statutory bonus commences to dra a salary or age of more than Rs. he ill cease to be entitled to statutory bonus from that date. and March )**= may be re<calculated and payment of arrears be made to eligible employees accordingly. In other ords. branches under #ommercial -anking Module ill raise debit on $ocal Head %ffice.=**/< per month. The amount of bonus actually paid should be rounded off to the nearest rupee. &n employee seconded for duty outside the -ank subse:uent to (st &pril shall be eligible for pro rata bonus proportionate to his length of service ith the -ank during the period &pril<March. -onus due to employees ho are in transit at the end of the year or ho are subse:uently transferred to other offices shall be paid by the offices.2.S-//.2/1:3 A8 P-0 E15.1 B:368 R-.6. if on account of the revision. hich pay them the salary for the month of March.). or riotous or violent behaviour hile on the premises of the -ank.11 2a3 ACCOUNTING INSTRUCTIONS -onus shall be paid by the branches by debit to the respective Honal %ffice under hose control the branch functions.pecific sanction of the 9/ecutive #ommittee of the #entral -oard shall be obtained for payment of bonus to employees 2permanently3 seconded for duty outside the -ank.M.'. ho has been dismissed for fraud. . '. 12. or theft. 7o deductions shall be made from the bonus on account of provident and pension funds. EMPLO"EES UNDER SUSPENSION 9mployees under suspension shall be eligible for bonus on a pro<rata basis for the period in the accounting year for hich they ere not under suspension. recovery of bonus already paid shall be made from such employees.P. 12. 12.-<-3/ -onus entitlement for the accounting years ended March )**). provided they have orked for at least '* days in that accounting year. 2b3 2c3 2d3 2e3 214 . the salary or age dra n by him for the period he is not entitled to statutory bonus shall be e/cluded for the purpose of calculation of statutory bonus./. &rrears of bonus hich may become payable to an employee after the entries relating to bonus payment have been passed be referred to the controlling authority for prior approval.=**/ per month during the year from a date subse:uent to (st &pril.( EMPLO"EES ON DEPUTATION 9mployees seconded for duty outside the -ank. shall not be eligible for bonus.) EMPLO"EES DRAWING SALAR" OR WAGE IN EXCESS OF RS. as a temporary measure shall be eligible for bonus as if they had served in the -ank but those persons ho are on deputation ith the -ank from other institutions shall not be eligible for bonus. March )**. 7o statutory bonus shall be payable to an employee dra ing a salary or age of more than Rs. He shall not also be entitled to receive hatever bonus as remaining unpaid on the date of the order of dismissal. 12. 12..%''$. misappropriation or shortage of any property of the -ank.imilarly.12. B1420/1/. some employees fall out of the purvie of the payment of -onus &ct.1' DISMISSED EMPLO"EES &n employee. Ho ever.

the totals from the subsidiary register should be carried into the -onus Register on Corm #K. Therefore. as per specimen attached 2&nne/ure<(). to enable them to advise the #ircle #onsolidated figures to #entral %ffice/#entral &ccounts %ffice at the earliest. %n receipt of the statement at #ontrolling &uthorities level and after the due scrutiny the consolidated figures ill be submitted to the 4eneral . 12. (G>=. $ocal Head %ffice. it should be made clear to the employees concerned that the payment is sub"ect to any ad"ustment that may become necessary as a result of scrutiny by the controlling authority of the list submitted by the -ranch. &ccordingly. the relative transfer responding advice be sent to #ontrolling &uthority along ith the statement as per 5erforma furnished in &nne/ure (). Curther. 12. The act also provides that prosecution proceedings may be launched against the person incharge of the affairs of the -ranch/-ank in case violation of the provisions of the &ct is noticed. 4eneral Manager.12. !ith a vie to avoiding the delays in submitting the #ircle figures to #entral %ffice. here the amount of bonus payable e/ceeds Rs. 2i3 7umber of orking days and 7umber of days orkedL These should be calculated in the manner detailed in paragraph ().2 The signature or thumb impression of the employees. and the amount disbursed. %n the date of payment..)3 is invariably sent to the Regional $abour #ommissioner on the date of payment on bonus. interalia. this register ill be re:uired to be maintained at all our offices.1 B:368 R-518/-0 (F:0< C) In terms of the 5ayment of -onus Rules. it is mandatory for every employer to maintain.12 MAINTENANCE OF REGISTERS Registers are re:uired to be maintained under the provisions of the -onus &ct for incorporating details/particulars about the employees including their salaries and allo ance on the basis of hich bonus has been/ is to be paid to them. hereinafter called the -onus Register. deductions. both a ard and non<a ard irrespective of hether the bonus amount is paid in cash or other ise. In order that the particulars in respect of each employee may be easily ascertained. 2h3 12. it should be ensured that the statement and the transfer responding is sent to the Honal %ffice on the date of payment itself. a register on Corm #. pointed out by the $abour &uthorities is necessary to their satisfaction . 215 . timely and proper preparation /maintenance of payment of -onus Register and prompt rectification of irregularities if any. &t the end of each accounting year.'3.12. It must be ensured that the statement in Corm 8 2&nne/ure (). The consolidated figures pertaining to each Honal %ffice should be submitted to the &sstt. If convenient and suitable.( confirming that the instructions have been duly complied ith stating the date of payment. The follo ing instructions should be observed in the maintenance of the -onus Register. the &ct provides that such registers may be inspected by the $abour &uthorities to verify their proper/correct maintenance. a subsidiary register should also be maintained as per specimen attached 2&nne/ure<().2f3 2g3 5roportionate income ta/ should be recovered from bonus paid. sho ing the total salary or age paid to each employee. should be obtained in column (> of the -onus Register 2Corm #3 over a revenue stamp of the appropriate value in each case. =***/<. -efore effecting payment.ection at Honal %ffice. the amount of bonus due.3 and a separate page should be allotted therein to each employee including part<time/temporary employees at the -ranch/%ffice. herever necessary.) above. ith separate sections may be maintained. if any. one combined register. It should be ensured that bonus payments are recorded in the -onus Register and not in the 9stablishment Register. -anking %perations 8epartment.

(**/< sub"ect to the amount being proportionately reduced in the case of those ho have not orked for the full year. If you receive any such re:uest. The usual particulars that the 9nforcement %fficers are 216 . 12.1 INSPECTIONS UNDER PA"MENT OF BONUS ACT 1 6% $abour 9nforcement %fficers 2#entral3 are appointed under .1! 12. ho are in transit at the end of the year. should be taken into account by that office hich has paid them the salary or age upto and including '(st March. . 12. as the #entral -oard Meeting for the purpose of considering the disposal of the profits of the -ank is generally held in May/June every year.ection (( as the case may be 2#olumn ?3L The amount of bonus shall be the amount calculated at such percentage of the salary or age as may be declared to be payable by the #entral -oard of the -ank. the total salary or age etc.2ii3 . ho have orked for not less that '* days in a year are also entitled to bonus. The mail confirmation should be compiled on the lines of the said proforma. that non<submission of the particulars ithin the prescribed period ould attract the penalty mentioned in . Ho ever. !hen an employee is transferred from a branch during the year. a suitable note should be made in the relative page of the subsidiary register 2to the -onus Register3 and a certified copy of the page for that year should be for arded along ith the employeeKs $ast 5ay #ertificate to enable the branch to hich he is transferred to incorporate the re:uired particulars in the -onus Register and subsidiary register maintained by them. A.( above. the information re:uired may be furnished. 2iii3 &mount of bonus payable under .tatements of bonus paid shall be submitted as per format prescribed on each occasion by the controlling authority. paid to such employees should be included in the figure advised to the controlling authority. &s a result branches may be receiving re:uests from the $abour 9nforcement %fficer of the concerned area for submission of data relating to the payment of bonus. the minimum bonus payable for the accounting year shall not be less than Rs.ection )?2b3 of the &ct. promptly ithin the date set by the official. 2#entral3. branches should arrange to compile the total salary or age paid by them during the year to all eligible employees at the branch and advise the total amount to their controlling authority on the first orking day after the close of each year by means of an e/press telegram to be confirmed by letter on the same day. 2b3 2c3 &nnual Return of -onus paid to the employees for the &ccounting Fear 2Corm 83 should invariably be sent to the respective Regional $abour #ommissioner.ection (* or . The figures advised to the controlling authority in the manner detailed above should not include figures relating to employees ho ere transferred to other offices during the year as the same ill be accounted for by the branches to hich the employees have been transferred.=3. The telegram should start ith the code ord #%H. the &ct has allo ed a ma/imum period of ? monthsK from the close of the accounting year Ho ever.uitable remarks should also be made in respect of employees ho retired or left the service during the year.F and the figures should be ired in plain language in order ( to (' as indicated in the attached 5erforma 2&nne/ure<(). & copy of the letter received by the branch in this regard together ith a copy of branch reply should invariably be for arded to the controlling authority.alary or !ageA paid Cor the purpose of making payment of bonus for any accounting year. 5articulars in respect of employees.13 2a3 SUBMISSION OF RETURNS . It may be noted.alary or age 2#olumn +3L To be computed in the manner laid do n in paragraph ().ection )+ of the above &ct.tatements of bonus/payments .(. &s part<time/temporary employees.1!.

217 . The register in Corm 8 re:uired to be maintained under the provisions of the 9:ual Remuneration &ct.likely to ask for are given in &nne/ure (). absence of particulars about interim bonus and final bonus. 7o action is taken on the irregularity report submitted by the $abour 9nforcement %ffice despite reminders.+ hereto for ready reference. These include non<maintenance or incompleteness of entries in the -onus Register on Corm K#K.ections )+ and )? of the payment of -onus &ct are reproduced in &nne/ure<(). (G+> is either not maintained or improperly maintained inasmuch as particulars under all columns thereof are not recorded.201/1-8 -esides the irregularities listed above.3 I<4:0/23/ I38/06. non<obtention of signatures of employees in the Register on Corm K#K. 5ayment of -onus being properly -ranches do not submit statements of -onus as on '(st March every year in Corm 8 to the Regional $abour #ommissioner 2#entral3. It is to be ensured that no scope is given to the $abour 9nforcement %fficers to point out any irregularities in connection ith payment of bonus. a3 b3 c3 e3 The -onus Register 2Corm #3 and all the relevant Registers as per the &ct should be maintained according to the laid do n instructions.>. etc. they should promptly be attended to. The enforcement officers may also call upon the branches to produce the connected records for the purpose of verification of the payment of bonus.1!./1:38 F:0 C:<4.enior 9/ecutives of the -ank in the courts. Regional Managers and other .2 S-01:68 I00-56.1!. This may be complied ith. 4eneral Manager/#hief Manager 2%ffice &dministration3 should follo the under noted instructions meticulously. 12. v3 12. promptly. the under noted irregularities have also been observed by the $abour 9nforcement %fficers. & serious vie has been taken by the Regional $abour #ommissioner in respect of above lapses. resulting in criminal complaints against the concerned -ranch Managers. all the concerned -ranch Managers/&sstt.(.***/< for non< compliance of inspection report. #ommissioner invariably on %n receiving the inspection report from the $abour 9nforcement %fficer. The concerned officers ill be liable for punishment of imprisonment for si/ months and/or fine of Rs.123. non<payment or short payment of bonus to eligible members. &ll the columns should be filled in ithout fail. .Therefore. under advice to the controlling authority and if any remarks are made. i3 ii3 iii3 iv3 The -onus Register does not contain columns as re:uired under &ct. . under advice to the Regional $abour #ommissioner and controlling authority. steps should be taken to rectify the irregularity pointed out therein. 5articulars under all columns of -onus Register ACorm #A are not recorded.tatement in Corm 8 should be sent to the Regional $abour the date of payment. Instances have been noticed here $abour 9nforcement %fficers had pointed out very basic irregularities hich ought not have been allo ed.

....tate -ank of India... #ategory of staff 7umber of staff Total salary or ages in respect of eligible employees for the accounting year '.m.1 CromL .........tate -ank of India... )..... .. during the &ccounting Fear ....). The &ssistant 4eneral Manager...< #lerical #< ......T&CC C%R TH9 &##%E7TI74 F9&R ......T&T9M97T .ubordinate 8< 5art<time 9< Temporary C B Total 5&RT<II Cor %fficers/9mployees dra ing salary/ ages not e/ceeding Rs........... & < %fficers .... 8ateL QQQQQQQQ.....ubordinate 8< 5art<time 9< Temporary C < Total 218 .. Honal %ffice/Module ........... .H%!I74 TH9 5&RTI#E$&R.m.... ....ANNEXURE-12...'....=**/< p.... but not e/ceeding Rs....< #lerical #< .. 5&RT<I Cor %fficers/9mployees dra ing salary/ ages not e/ceeding Rs.......alary or ages eligible for bonus &mount of bonus paid (... ..... -ranch/%ffice ......=**/< p.. %C -%7E... & < %fficers ..=**/< p....... =.......... 5&I8 T% TH9 ......).. Region<<<<<<<<<<<<<<.....m... .

. 4979R&$ M&7&49R ANNEXURE 12..... >. '.!e confirm that hile making payment of -onus to the eligible employees all the re:uired formalities have been completed as advised in above referred circular as also advised from time to time. reasons for non< payment Remarks ).ettlement if any. (G>=. =.. The Regional $abour #ommissioner 2#entral3 <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 219 . reached under section (? 2(3 or () 2'3 of the Industrial 8ispute &ct. as the case may be (.T&7T 4979R&$ M&7&49R/ 8F.......+ ith date 5ercentage of bonus declared to be paid Total amount of bonus actually paid 8ate on hich payment made !hether bonus has been paid to all the employees. . +.. -R&7#H M&7&49R/#HI9C M&7&49R &.....I.2 FORM D &nnual ReturnL -onus paid to the employees for the &ccounting year ended '(st 8ec... 7ame of establishment and its complete postal addressL 7ature of Industry 7ame of the employer Total 7umber of employees 7umber of employees benefited by bonus payment Total amount payable as bonus under section(* or (( of the payment of -onus &ct. To. .... (G. if not...

..... 7ame of the employee Cather1s name !hether he has completed (= years of age at the beginning of the accounting year .... (). ('. ). . 8ate on hich paid (=. (...ee Rule . ((..2c3 -onus paid to employees for the accounting year ending on the . 220 . ( . Interim bonus or bonus paid in advance (*. 8eduction 5u"a bonus or other customary bonus paid during the accounting year G.ANNEXURE-12. =. &mount of Income ta/ deducted 8eduction on account of financial loss. '. 7 o . r.. if any Total sum deducted 2GN(*N(*&N((3 7et amount payable 2?<()3 &mount actually paid (*&.. &mount of bonus payable under section (* or (( as the case may be ?. 8esignati on 7umber of days orked in the year Total salary or age 2to be reckoned for purpose of bonus3 in respect of the accounting year +.. >...ignature/ Thumb Impression of the employee (>.3 F:0< FCF .

tatement sho ing total Asalary or ageA paid to the employees far the year ended the '(st March )*. )...eptemb er %ctober 7ovembe r 8ecembe r Total to be carried to -onus Register (.alary or Month r of age for days the orked purpose in each of bonus month &moun t of bonus payabl e (.ubsidiary Register to -onus Register i3 ii3 iii3 7ame of the 9mployee CatherKs 7ame 8esignation Fear 0 7umbe .. 5u"a bonus or other custom ary bonus paid during the year =. ?..eparate page should be allotted to each employee and entries made therein at the end of each month. if any caused by misconduct of employee Total sum deduct ed 2=N>N+ 3 7et amount paid >..3 for each year should be arrived at in accordance ith the instructions issued by $H%. together ith other particulars 221 . +.% ... January Cebruary March &pril May June July &ugust .! . '.. . The amount of bonus payable 2col. 7oteL ..tate -ank of India .. ANNEXURE-12.ANNEXURE 12. Interim bonus paid in advanc e 8eduction on account of financial loss.. G.

. ).... .taff .............FAO 7ot to be included offices are converted into sub<branches... Cigures should be furnished in the order stated above 2( to ('3 in plain language...upervising .ub<%ffices are converted into sub<branches. The telegram should start ith the code ord A#%H.. '.#ategory employees of 7umber ..ub %ffice3O ) > (* Total emoluments Total salary or age to be reckoned for the purpose of bonus .... if any to %fficials<in< #harge of ... 222 . ? () ' + (( Headings need not be repeated in the telegram....-ranch -ranch Manager O 7ot to be included hen the .ubordinate .taff Total (' 7otes (..taff #lerical and #ash 8epartment . hen the sub< .tate -ank of India. ( = G -asic pay 2including special allo ance..

( 5R%6I. %C .6 5articulars generally re:uired by the $abour 9nforcement %fficers (. )+ &78 )? %C The 5ayment of -onus &ct. (G>= 223 . G. '. &ccounting year 7umber of employees employed during the accounting year. =. ?. Total amount of bonus paid during the year.I%7. . 7umber of employees ho ere not paid bonus and reasons thereof..ANNEXURE 12. ANNEXURE-12.eparate particulars to be sho n in respect of permanent temporary employees3 7umber of employees eligible to receive bonus during the accounting year. +. 8ate of the opening of the -ranch. >. 5ercentage of bonus declared during the accounting year 8ate/days of payment of bonus. 7umber of employees ho ere paid bonus during the accounting year. 7umber of orking days of the branch during the accounting year. (*. ).9#TI%7. 2.

book. as he thinks fit.G3.ection )? < 5enalty If any person< 2a3 2b3 #ontravenes any of the provisions of this &ct or any rule made there underM or To hom a direction is given or a re:uisition is made under this &ct fails to comply ith the direction or re:uisition. any of its books of account or other documents. hich a banking company cannot be compelled to furnish disclose. his agent or servant or any other person found in charge of the establishment or any premises connected there ith or any person hom the Inspector has reasonable cause to believe to be or to have been an employee in the establishmentM Make copies of and/or take e/tracts from. 9very Inspector shall be deemed to be a public servant 5enal #ode 2. (G. 7othing contained in this section shall enable an Inspector to re:uire a banking company to furnish or disclose any statement or information or to produce. &n Inspector. appoint such persons as it thinks fit to be inspectors for the purposes of this &ct and may define the limits ithin they shall e/ercise "urisdiction.= of (?>*3..<&. or given inspection of. if any. the employer. enter any establishment or any premises connected there ith and re:uire any one found incharge thereof to produce before him for e/amination any accounts. or ith fine hich may e/tend to one thousand rupees or ith both. by notification in the %fficial 4azette. 224 . appointed under sub<section 2(3 may for the purpose of ascertaining any of the provisions of this &ct has been complied ith < Re:uire an employer to furnish such information. register or other document maintained in relation to the establishmentM 9/ercise such other po ers as may be prescribed. ithin the meaning of the Indian hether 2)3 2a3 2b3 2c3 2d3 2e3 2'3 2. any book. register or other document or to give information by an Inspector under subsection 2(3 shall be legally bound to do so. registers and other documents relating to the employment of persons or the payment of salary or age or bonus in the establishmentM 9/amine ith respect to any matter relevant to any of the purposes aforesaid. of the -anking #ompanies &ct. books. . he shall be punishable ith imprisonment for a term hich may e/tend to si/ months.G 2(* of (G. produce or give inspection of under the provisions of section '. as he may consider necessaryM &t any reasonable time and ith such assistance.ection )+ < Inspectors 2(3 The appropriate 4overnment may.3 2=3 &ny person re:uired to produce any accounts.

ill remain unchanged.1. ./62. ? hours per day as prescribed under .aturdays3 <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< i3 !orkmen other than members of the subordinate staff 2e/cluding category 2iii3 belo 3 and .aturdays 2e/cluding . '(.(G?G3 13. they shall be compensated to the e/tent of the difference.enior 9/ecutives of the -ank 2i.1.1 HOURS (*.ubordinate . #larification L The provisions regarding their hours of ork and overtime viz. If such allo ance payable to them is found to be less than the actual overtime payable for ork done in e/cess of statutory orking hours as provided for in the $ocal .2 The provisions regarding hours of ork and overtime shall not apply to drivers attached to .CHAPTER 13 HOURS OF WORK.#.hops 0 9stablishments &ct.taff other than 8rivers and !atch and !ard . overtime ages. shall be as specified belo L UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU UUUUUU 2Hours per day3 !eekdays .1 OF WORK 2. ii3 ? ? iii3 + +Z . 5lant %perators.hops and 9stablishments &ct. 225 .taff 8rivers Maintenance . STAGGERING OF WORKING HOURS AND O#ERTIME 13.Z = iv3 v3 +Z +Z 13. e/clusive of recess period. Ho ever.(G>+ 0 A. officers to hom use of -ankKs car is permitted for personal purposes3 such as #hairman.m.9TT$9M97T 8T8.taff including &.. Managing 8irector and #hief 4eneral Managers and such drivers shall be paid an Aother allo anceA of Rs.:608 :9 >:0? The actual hours of ork of full<time orkmen. Ho ever. #ontrol Room %perators and Ciremen >Z .')>/< p.*. the overtime ages here payable should be calculated at the same rate as is applicable to the other employees governed by the -ipartite &greements.*'.e.pecial &ssistants 4odo n<keepers engaged solely for that ork other than those re:uired to remain in attendance at the -ank < during office hours Members of the .

13.enior 9/ecutiveA referred to herein shall mean and include such official of the -ank to hom the -ankKs car is provided for his personal use. control room operators and Ciremen ill be eligible for as many holidays in a year as the number of public holidays declared by the .2 LUNCH RECESS There shall be a recess for lunch hich shall not be less than half<an<hour and not more than one hour on eekdays 2e/cluding . b3 13. 5rimarily it ill be for the orkmen to decide the actual length of recess ithin the limit fi/ed as aforesaid and the ma"ority decision of the orkmen in any branch or establishment shall be adopted in case of difference of opinion ith the management.tate 4overnment. to the re:uirements of any statutory provisions like the . like atch and ard staff.. 13. ho ever.taff shall be ? hours in a period of ). STAGGERING AND SPLIT DUT" 226 . The noting in the attendance register made by the employees should al ays reflect the actual timings of arrival and departure and lunch recess. for the period during hich he is re:uired to ork as a A!atchmanA or A&rmed 4uardA shall be the same as those laid do n for members of the subordinate staff.! WEEKL" OFF. The employees ho are unpunctual should be :uestioned and counselled.. a3 &n attendance Register should be maintained at all branches.1. here necessary by the -ranch Manager. !atchmen at the -ranch..henever payable to them ill be calculated at the same rates as they are applicable to other employees governed by the -ipartite &greement. #ontrol Room %perators and Ciremen ill be ? hours per day 2including . 13.undays or any other day convenient to the -ank. The attendance register should be regularly checked at the opening and closing hours of the day by the -ranch Manager/Manager of the 8ivision/Head of the 8epartment and should be initialled by the %fficer concerned in token thereof.% D6/A H:608 O9 M213/-323. 13. Cor the purpose of clarification A. The concerned official should also ensure that the employees mark the lunch hour break every day in the attendance register maintained in accordance ith the .3 ATTENDANCE REGISTER It is essential that every employee marks his attendance in the presence of the official concerned.! W2/.<-3 The provisions regarding hours of ork and overtime shall not apply to godo n<keepers and godo n< atchmen ho are not Ae/pected to conform to the usual office hoursA as indicated by the $abour &ppellate Tribunal in paragraphs (G. (G=. Curther.3 G:7:>3-?--4-08 237 5:7:>3 >2/. They can be given eekly off on .hops 0 9stablishments &ct. & separate attendance sheet should be maintained for -ank 4uards.S/299 The duty hours of maintenance staff including &# 5lant %perators.1. as also of a messenger.. These entries should be made in the register at the appropriate time and not later.1. A37 W207 S/299 The hours of ork of a member of the !atch and !ard .aturdays3 sub"ect. hours provided that the hours of ork of a A!atchman<cum<messengerA for the period during hich he orks as a messenger.hops and 9stablishment &ct or any other &ct/Rule prevailing in this regard.aturdays3 inclusive of half<an<hour lunch recess. and (G= of its decision dated the )?th &pril. 13.

The -ank is at liberty to fi/ at its discretion the actual timings of ork.4 i3 #9RI#&$ .=. 13.ettlements/ &greements bet een the -ank and the . .+. ithin the limits laid do n.taggering norms <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< i3 8espatch Epto t o hours before or after normal orking hours ii3 iii3 iv3 In ard Mail &cceptance of clearing che:ues from customers &cceptance of clearing che:ues 2at the office handling the clearing3 Epto t o hours before the opening time.ufficient advance intimation of such change of actual timing of ork ill ho ever be given to the orkmen concerned. #hapter D of the -ipartite &greement dated '(st March (G>+. provided the ma/imum number of hours of ork applicable are being observed.!.ufficient advance intimation of such change in actual timings for ork should be given to the orkman concerned as laid do n in para (*.taggering of orking hours at any particular -ranch/8epartment is introduced hen a fairly long term need is felt.4. &4R99M97T 8T8. The follo ing further instructions should be follo ed in respect of staggering of duty hours of the staff in addition to hat has been agreed in -ipartite .!. ho ever. ensured that staggering does not conflict ith any of the provisions of the .T&CC <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 7ature of 8uties . . herever applicable. ?.taff CederationK for the staggering of the orking hours of the staff ith a vie to ensuring better customer service and completion of the dayKs ork. The actual periods of staggering are based on the need in each area of operation.taff Cederation. .3 a3 b3 c3 d3 13. &s a result of staggering. It is. . The orking hours of the orkmen staff can be staggered as per the actual re:uirements.hops and #ommercial 9stablishments &ct. &ny change made by the -ank in the actual timings of ork of any orkman for staggering purposes as also any change in the eekly holiday of any orkman conse:uent upon a change made by the -ank in the eekly holiday of a branch/office ill not re:uire a notice of change under . In general they do not e/ceed one hour before the commencement of normal orking hours and t o hours after the normal closing hours.taggering of orking hours is done in consultation ith the controlling authority. Epto t o hours after closing time 227 .2 .taggering of duty hours should not contravene relevant provisions of the local .taggering of duty hours should be resorted to meet only genuine re:uirements of ork.1 N:0<8 F:0 S/255-0135 O9 W:0?135 H:608 #ertain norms have been laid do n in consultation ith K& ard . ithin the follo ing frame ork.!. 13. total orking hours of an employee should not e/ceed those provided in the -ipartite &greement.(G?' 13. Epto t o hours before the opening time.hops 0 9stablishments &ct applicable to the #entre here the -ranch is situated.G.ection G<& of the Industrial 8isputes &ct (G. . The eekly holiday of a branch / office may be changed at the -ank1s convenience.

Epto t o hours before or after normal orking hours.3 ii3 #&. say ) p. if feasible3 $ocal #learing at principal offices %ut ard .#s/8.m.T&CC The orking hours of cashiers 2including those getting special allo ance3 and #ash coolies/Messengers can be staggered upto ) hours before or after normal office orking hours in the follo ing mannerL< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< &t branches here the number of #ashiers <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< is less than ' 7I$ is bet een ' and = is bet een > and (* is bet een (( and )= #ash #oolie/Messenger is bet een )> and '= ( #ashier ) #ashiers and one #ash #oolie/Messenger ' #ashiers and one ' #ashiers and ) #ash #oolies/Messengers 228 .3 &gricultural &ssistants 2Cor visiting office. vi3 vii3 viii3 i/3 /3 /i3 Epto t o hours before or after normal orking hours. Epto three hours /ii3 Epto three hours before normal orking hours. villages to meet farmers. input documents arrive only by. establishment returns etc. /iii3 !ork at 8ata 5rocessing Epto four hours after office #entres 2as most of the orking hours. signing and despatch of -ranch #learing 4eneral account statements.8s/8rafts time -ranch clearing ork 5reparation of Returns 2for employees by and large engaged in this ork to facilitate their uninterrupted access to books3 Tele/ %perators 2&t %verseas -ranches3 Head #lerksK 8uties 2checking.H 895&RTM97T .from other local offices v3 &cceptance of clearing returns 2may be combined ith 7o. Epto t o hours earlier than %pening time Epto t o hours after closing Epto t o hours after office hours. I6.. before the latter leave for their farms3 Epto t o hours after closing time.

the ma/imum staggering ill be ) hours. &ny change may be made in consultation ith the #ircle Enion. drivers should be given a combined designation as driver<cum<messenger so that their services can be gainfully utilised hen not re:uired for driving. &s far as possible. &t the time of appointment.T&CC <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 7ature of 8uties . <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 13. should not constitute more than )*I of the strength of clerical staff in an office and )=I in a division/department. not more than one and here the strength is bet een > and (*.m.plit 8uty allo ance. 229 .G. this should be arranged before opening hours for out ard remittances.uch duty hours can also be split. a driver is given duty of + hours at a stretch and not intermittent.is bet een '> and =* is =* and over > #ashiers and ) #ash #oolies/Messengers ? #ashiers and ' #ash #oolies/Messengers <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< To the e/tent possible. & driver ho is re:uired to come early or go late is paid overtime ages for such e/tra ork.** a.** p. 8rivers i3 ii3 &s per the e/isting arrangement at different offices.taggering norms <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 7ot more than one Epto t o/three hours either messenger in any before commencement or after small branch or section close of normal orking hours. The #ircle Management/-ranch Managers may also stagger duty hours of the staff in the areas not listed above in consultation ith the #ircle Enion/local unit. The duty hours of drivers can be staggered freely according to needs of the -ank bet een ?.m. iii3 .(G?'3 The clerical staff. sub"ect to payment of . hose orking hours are staggered.E-%R8I7&T9 . !here the strength of clerical staff in an office is upto =. ?. employees may be staggered by rotation to minimise ii3 iii3 iv3 v3 In case of female employees. duties of inconvenience to them.!. not more than t o employeesK orking hours may be staggered. checking of un<e/amined remittances etc.% i3 G-3-02. 2M9M% %C . . !ithin these hours. of a medium sized branch and not more than ) messengers in any section/ department of a large branch and administrative office for attending to the staff hose duty hours are staggered.9TT$9M97T 8T8. and G.

e/ceed. The provisions herein shall be sub"ect to the provisions of any la relating to the ceiling on the hours of ork or overtime applicable to the -ank. a3 The -ank can re:uire a orkman. overtime payment shall be made for the hole period of overtime ork including the first one<:uarter of an hour of ork. In any case. !here it is not possible to provide additional assistance or the ork cannot be e/pected to be completed ithin the scheduled hours. e/cluding the period of recess. In the rare event of making overtime payments. the overtime ork e/tends beyond the first one< :uarter of an hour. (??( for half yearly and yearly closing of accounts. the supervising official and the sanctioning authority. in the case of orkmen other than members of the subordinate staff. only such of those employees ho has not e/hausted the annual ceiling of overtime should be detained for the ork connected ith the annual closing.% O#ERTIME In vie of the guidelines received from the 4overnment and our #orporate #entre. . of an emergency. If the -ranch Managers foresee any difficulty in adhering to the instructions. to ork beyond the hours of ork prescribed for his sub"ect ho ever to the condition. shall not be taken into account for the purpose of the annual overtime limit. %vertime ork should be "udiciously distributed from the beginning of the year so that difficulties are not e/perienced during peak periods such as annual closing of accounts etc.ufficient margin ill have to be kept in respect of each employee for ork connected ith the annual closing of accounts and opening of ne ledgers etc. &ny days declared as holidays under the 7egotiable Instruments &ct. 4uidelines for %vertime !ork 9mployees should be detained for overtime ork only hen it is absolutely necessary. ? (/) hours and in the case of members of the subordinate staff. Members of the supervising staff must ensure that the routine duties of the -ranch are e:ually and fairly distributed and that additional assistance is given in good time to any section hich on a particular day happens to have unusual pressure of ork. the follo ing guidelines/procedure should be adopted. #ontrolling &uthorities ill be advised the ceiling of overtime payments for each year and they ould have to ensure that the stipulated ceiling is in no case e/ceeded. ho ever. In case. The overtime should be paid only hen it is absolutely necessary. if not paid for as provided above. efforts should be made to do a ay ith overtime payment entirely. If. 7ormally. ho ever. prescribed. ithout his consent. G hours. shall be deemed to be normal orking days for all orkmen employed in the -ank. a orkman can be re:uired to ork in e/cess of the aforesaid hours.13. -ranch Managers should ensure that employees are not permitted under any circumstances to ork overtime in e/cess of the number of orking hours prescribed in the . or hen the e/igencies of 4overnment ork at the close of the financial year so re:uire. that such overtime ork shall not e/ceed the ceiling.trict measures need to be taken in this regard as any la/ity ould attract adverse criticism from the 4overnment hich ould be a matter of serious concern for the -ank. the official under hom the clerk is orking should arrange to obtain the prior approval in re:uisition slip of the -ranch Manager/Manager of 8ivision/Manager &ccounts/&ccountant for overtime ork and such sanction should be recorded in the overtime register and initialled by the employee. prescribed for the employee. of hich a responsible officer of the -ank shall be the sole "udge. the total period of ork including overtime shall not on any day. The first :uarter of an hour of overtime ork. they should invariably rite to the controlling authority and seek their instructions. ledger opening etc.hops and #ommercial 9stablishments &ct in force in their . if any. Cor the first one<:uarter of an hour of overtime ork on any orking day. . there shall be no payment for any orkman. or for any other specific purpose 2like ad"ustment of accounts conse:uent upon devaluation3 hich re:uire such declaration of holiday only for the public and not for the -ank employees. b3 c3 d3 e3 f3 g3 230 .tates.

ork done for The e/pression KemolumentsK shall mean the aggregate of basic pay.1 Cor the purpose of calculating the amount payable for overtime ork a3 b3 !ork done for less than one full :uarter of an hour shall be deemed to be :uarter of an hour. special allo ance 2if any3. here payment of overtime is re:uired to be made under any enactment at a higher rate. %vertime ould. it shall be paid at such higher rate for the 231 . he must be given an opportunity at a suitable time to e/plain his lapse and to sho cause hy he should not be considered to be dis<entitled to receive such payment. -efore. In those cases. cannot be taken to have been re:uisitioned by the banks for doing overtime ork. city compensatory allo ance 2if any3. services of the employees ho may have orked for some time before the receipt of the information about holiday.W25-8 2-I5&RTIT9 . b3 !atch and !ard .%. personal pay 2if any3. a orkman is held not to be so entitled.%.e. ho ever.'. of course.1 E. in case additional holidays are declared by the #entral/. orkmen engaged in domestic service at the office and the residence of officers ill be governed by the provisions regarding orking hours and overtime.151=1. c3 13. other than those attached to residence of . ho ever. be entitled to overtime for ork so done.2/1:3 O9 O@-0/1<.%. are eligible for payment. on the scales laid do n. officiating allo ance 2if any3.taff are not entitled to any overtime payment or any holiday. %vertime on days declared as holidays at a late stage.enior %fficers3 shall be paid overtime ages at )**I for ork performed in e/cess of their normal orking hours prescribed under the local . ho are e/pected to conform to usual office hours.aturday. hours on . HR& should not be taken into account in respect of employees ho have been provided residential accommodation.9TT$9M97T 8T8..2.1/A &ll full<time employees of the -ank including temporary employees and employees on probation.(G>+3 13. '(. no overtime ould be payable. 9very month shall be deemed to consist of (=* orking hours so that the monthly emoluments payable per hour ill be deemed to be (/(=*th of the monthly emoluments for all orkmen.2 C2.2 %vertime ork on days other than . 8eclaration of an unforeseen holiday cannot have retrospective effect. any employee as Are:uired to orkA after the receipt of the intimation that a holiday had been declared. elections etc. 5ermanent s eepers holly attached to the office 2i. for the overtime ork performed by them. & orkman ho is guilty of any mistake hich has resulted in his doing overtime ork ill not be entitled to receive payment for such overtime ork. ho ever. due to the death of a 7ational $eader.tate 4overnment due to death of dignitary.hops and 9stablishment &ct. Ho ever.6. If. 13.2.(/) hours on eekdays and . house rent allo ance and dearness allo ance. are also eligible for overtime ages for ork performed in e/cess of orking hours prescribed for them viz. >.%. Moreover.undays and holidays shall be paid for at (=* per cent of hourly emoluments for the first four :uarters of such ork and at (+* per cent of such emoluments for any succeeding hour. 4odo n keepers. he ould.13. c3 d3 e3 f3 If a public holiday has been declared or changed at a late stage. be payable only if the notification is issued in advance and the employees are re:uired to ork after receipt of the intimation of change.

('.% not allo ed either compensatory off or overtime.:>-7 232 . and ('.W:0? In cases here overtime ork is permitted. 13. are 13.%. 7o compensatory off or grant of additional eekly holiday to be permitted to those employees ho ork on eekly offs/. It is also the responsibility of the employee ho marks departure timings./1:3135 26/. shall be authorised by the -ranch Manager/Managers/8eputy Manager of 8ivisions/Manager2s3 &ccounts/&ccountants.! 9mployees attending training course on intervening . overtime ork has been authorised in his case in the %vertime Register. its anticipated duration should be recorded in the %vertime Register and authenticated. The supervising official ill also ensure that there is no contravention of any of the provisions of the . the supervising official and the sanctioning authority. hich are later than his scheduled orking hours.:01/A %vertime payments in accordance ith the instructions detailed above and in the manner prescribed from time to time by the controlling authority. 13. &ccordingly.13-8 /: =. unless any such day happens to be a orking day for him or generally for all orkmen. 13.%.! R-C6181/1:3 :9 :@-0/1<Merely because an employee sat late in the office and marked the correct time of his departure ould not by itself entitle him to claim overtime ages.9:. must also be recorded in the %vertime Register under the initials of the employee concerned. &ny discrepancy should be brought to the notice of the -ranch Manager at the earliest opportunity.% S23.2.%. It is necessary for the employee to first fill in the overtime re:uisition form for prior sanction by the &ppropriate &uthority at the -ranch.2..%. to ensure that the overtime ork evidenced in the attendance register conforms to the duration of overtime ork actually performed and recorded in the %vertime Register. The time of departure marked in the re:uisition should invariably correspond ith the time of departure marked in the muster roll.period for hich it is obligatory to pay the same at such higher rate.3 R-. overtime ages should be calculated as detailed in the follo ing paragraphL 13.%.135 :@-0/1<. & table for the purpose of calculation of overtime is given as per &nne/ure ('.2.6 C60/21. The calculations have been rounded off to three decimals and actual payments should be rounded off to the ne/t higher rupee as usual.. since the training ill be for their benefit and development.%.hops &ct and/or other enactments in force.%. overtime payments should be reported to #ontrolling &uthority on Monthly/@uarterly/Fearly basis on the formats as per &nne/ure ('.:07135 :9 O@-0/1<.undays/Holidays hile on training.'. The -ranch Manager should also scrutinise the attendance register daily.%.). ('. The total emoluments payable to an employee should be rounded off to the ne/t higher rupee and the overtime ages calculated accordingly. The actual duration of overtime ork.3 Cor ork done on .(. It ill be the responsibility of the supervising official concerned to ensure that the time of departure recorded in the attendance register conforms to the entry in the column Kovertime actually orkedK in the %vertime Register.undays and holidays a orkman 2including a member ho is asked to ork as a atchman on such days3 ill be paid for the entire period of ork at )**I of his hourly emoluments.6 The 13. before overtime ork commences. 13. 13.2. hich should not normally e/ceed the original estimates.= respectively..undays.5617-. The supervising official ho scrutinises the attendance register daily must satisfy himself independently that hen an employee has marked his time of departure beyond the scheduled departure time set for him.

In tune ith the 4overnmentKs desire to curtail the overtime payment. apart from the other instructions. &ny e/ceptions on account of special circumstances should be made only by an authority not belo the rank of the 8y. . K. must be abolished. b3 c3 d3 e3 f3 g3 233 . 9ffective control ill need to be e/ercised by the #ontrolling &uthorities on problem branches here the trends of overtime escalation are noticed. 4eneral Managers. promotion appraisal reports viz. permitted to perform overtime ork at the administrative offices and the amount paid should be incorporated. 4eneral Manager of the module. ho sho la/ity in e/ercising effective control as per the instructions. .upervisionK. !here stringent action is called for. The officials. should be suitably cautioned and this factor should be commented upon under appropriate columns of their confidential reports. &ll the concerned functionaries from the controlling offices. 4eneral Manager. proper planning at all levels and adherence to the suggested steps is absolutely necessary. by and large remain as Kno overtime branchesK. &ll concerned should strictly follo the procedure/instructions reiterated hereunder. and no employee should be allo ed to perform overtime ork unless his services have been actually re:uisitioned for the purpose by the authorised official. In the :uarterly statement on overtime being submitted by Honal %ffices to $ocal Head %ffice. information on the number of employees. &ny la/ity in the administration of overtime in violation of these instructions ould be vie ed seriously. The payment should be made strictly on actual ork basis. &t village branches/small branches/ne ly opened branches/&8-s/non<currency chest branches. KManagerial &bilityK K4eneral RemarksK 5ayment of overtime on contract basis.. ithin the ceilings.aturdays falling in the first eek. visits and efforts made to identify the cause and to remedy the position ithout loss of time. &ction plans ell in advance of the e/pected heavy orking days such as first day of each month. should be dra n up so that the essential ork is efficiently carried out ith minimum resort to overtime. a3 7o employee should be detained for overtime ork at administrative offices e/cept in special circumstances here it should invariably be authorised by the 4eneral Manager/8y. if any. if still e/isting at some places.uch branches should. hen they visit branches. annual closing days etc. last fe days of March. it must be taken ithout hesitation. The position in regard to overtime should be revie ed on an on<going basis by the &sst. by constant vigil. should specially look into the position in regard to the payment of overtime. there should normally be no need to detain employees for overtime ork..

*.*>> .** . .*** =.* .'.=' .*>? .= .''' >.('' .*(' .''' )..+G' .'* .=* .*> .>>> .*.*.()* .*= .>>> . .*)' .>>> )**I ..*(( .>?* .** =** (=*I .*=' .** WAGES FOR ALL (+*I 2of the normal hourly age3 ..*? ..*G( .>* .*=+ .*?* .*) .*>> (.((' ..>>> 234 .(*) .*( ..(* .='' =.*'..?* . .*+G .*' .)* .G* (.)>> '.='.** .('' ).** '.** =.*)* (.1 TABLE FOR CALCULATION OF O#ERTIME CATEGORIES OF WORKMEN STAFF Total monthly emolument/s in Rupee2s3 ( ) ' .+* .=+* .** ).*)> .*G .G(* (. = > + ? G (* )* '* .))+ .)>> .* .* =* >* +* ?* G* (** )** '** .*+ .?** .* .)** (.** .(*> .ANNEXURE-13.G'' (.*G' .

............2 .. Ma/imum hours of overtime permitted to any employee during the current month....-R&7#H -R&7#H M&7&49R Q........... $ast Month & Total number of eligible employees i3 ii3 # i3 Total amount of overtime paid during the month under report Total amount of overtime paid upto the end of month under report.QQQ HoursQQ..... 5&I8 C%R TH9 M%7TH %C ..QQQ ii3 8 i3 Q.. 5er #apita hours of overtime is the cumulative hours of overtime performed divided by the actual eligible employees during the month...QQQ Q.....ANNEXURE-13.QQQ Q..QQQ RsQQQQ RsQQQQ This Month Q.. 9mployees ii3 HoursQQ.. -R&7#H M%7TH$F .... 9mployees 235 ..T&T9 -&7................... 5er #apita hours of overtime performed during the current month 2mention also the total number of hours of overtime performed and the total number of eligible employees3 5er #apita hours of overtime upto the end of the month under report during the current year.QQQ RsQQQ RsQQQ Q...... Ma/imum hours of overtime permitted to any employee upto the end of month under report during the current year....T&T9M97T %C %69RTIM9 !&49............. %C I78I& ...... ..

#lerical/#ash /...... #lerical/#ash /.... prescribed for the :uarter....-R&7#H 236 .e.. Total number of orkman employees as at the end of the current :uarter2e/cluding ineligible employees3 Total number of hours of overtime ork performed for the current :uarter 5er capita overtime paid for the current :uarter 2aggregate amount of overtime ages paid for the :uarter divided by the number of eligible employees3 5er capita overtime paid for the current :uarter 2total number of hours of overtime ork performed divided by the number of eligible employees3 5er capita overtime paid from the beginning of the year 2i.. give specific reasons...25lease indicate here number of hours of overtime permitted to an employee3 (..2a3 2b3 2i3 2ii3 2iii3 2c3 2i3 2ii3 2d3 2i3 In Rupees 2ii3 In Hours 2e3 i3 ii3 Rs.. Rs.2a3 2b3 2c3 2i3 2ii3 Total amount of overtime paid in the corresponding :uarter in the previous year Total amount of overtime paid in the last :uarter of the current year..... hours ANNEXURE-13....3 @E&RT9R$F R9TER7 %C %69RTIM9 C%R TH9 @E&RT9R 97898....... 2i.. '... if any...ANNEXURE-13............ Total amount of overtime paid in the current :uarter 7umber of employees ho e/ceeded the ceiling of overtime as at the end of the current :uarter The ma/imum number of hours for hich overtime as paid to an employee during the current :uarter 2mention specific cadre3 The ma/imum number of hours for hich overtime as paid to an employee from the beginning of the year..... (st January3 to the end of the current :uarter....#eiling.... (st January to the end of the current :uarter 2to be orked out as in 2d3 above3 Rs.......ubordinates Rs...ubordinates ).e.! . The number of employees ho e/ceeded the ceiling of overtime in the last :uarter Ma/imum number of hours for hich ovetime as paid to an employee during the last :uarter 2mention specific cadre3 Has the position as stated in ( 2c3 been regularised at the end of the current :uarter R If not....

..T&T9 -&7......... %C I78I& ..... )* #urrent year 2i3 2ii3 2iii3 Total number of & ard employees Total amount of overtime ages paid Total amount of salaries and allo ances paid e/cluding the amount of salaries and allo ances paid to -ank 4uards Cor the year ending March..............-R&7#H ............. under your control. -R&7#H M&7&49R 237 ... )* 5revious year 5&RTI#E$&R.. 7%T9 L< Include particulars regarding sub<offices/treasury sub<offices...&77E&$ %69RTIM9 R95%RT Cor the year ending March........ ... if any..

()* hours or in e/cess thereof..E55$9M97T&RF R9TER7 %C %69RTIM9 C%R TH9 F9&R 97898 TH9 '(st M&R#H -R&7#H %59798 %7..... 7umber of employees ho have orked overtime as under M 2i3 2ii3 2iii3 2iv3 2v3 2vi3 7o overtime during the year Epto =* hours %ver =* but upto += hours %ver += but upto (** hours %ver (** but upto ()* hours %ver ()* hours &s on (st &pril & &s on '(st March - .... ).. 7umber of employees eligible for overtime ork i.. e/cluding godo n atchmen.... s eepers...e... 5er capita overtime hours orked during the year..... domestic servants etc......... 7umber of employees ho ere in service of the -ank for the entire year and ho orked overtime to the full permissible e/tent i..ANNEXURE-13.e....% ... '....... 238 . 5lace L 8ate L -R&7#H M&7&49R O Cor calculating this... the average number of employees under )2&3 and )2-3 above should be taken. guards.. (.

1.'. discretion to refuse or revoke leave of any description is reserved to the authority granting it.tate -ank of India . . the bank ill pay his travelling e/penses to and from the place here he as spending his holiday. he shall make an application in riting to the -ranch Manager or %fficer authorised for the purpose. an order sho ing the date of commencement of the leave and the date on hich the employee ill have to resume duty shall be issued to him. other than casual leave. Those employees ho ere governed by the provisions for leave as per . the leave rules detailed hereunder have been made applicable to all the employees of the -ank in terms of the &greement bet een the -ank and . . and an employee already on leave may be recalled hen considered necessary in the interests of the -ank.T %7 $9&69 RE$9.astry & ard ere given an option to continue to be governed by those rules or to be governed by the rules agreed to vide &greement dated '(.(G>+3 2M9M% I7.3 1!. as the case may be.CHAPTER 1! LEA#E RULES The leave rules applicable to the members of the a ard staff have been incorporated in #hapter 6II of the agreement dated '(st March (G>+ entered into bet een the -ank and the &ll India .'.1. and shall be made in sufficient time to enable the management to consider the application and send a reply to him before the e/piry of the leave desired to be e/tended. If the leave is refused or postponed.taff Cederation. (G?+. The -ranch Manager or the officer authorised for the purpose shall issue orders on such application as soon as practicable and in cases of an urgent nature immediately. shall be mentioned in the order.95T.2 1!.uch application shall state the full postal and telegraphic address of the employee. &n employee.(). If the leave asked for is granted. 1!.1. (G++3 2#8%/5M/(>/#IR/?* 8T8. $eave of all kinds cannot be claimed as a matter of right. shall intimate his address hile on leave and shall inform of any change therein during the course of leave.1.9TT$9M97T 8T8..% 1!. & ritten reply either of the grant or refusal or e/tension shall be sent to the employee at the address given by him if such reply is likely to reach him before the e/piry of the leave originally granted to him. The employee ill also be entitled to claim travelling e/penses of his spouse and children and dependent parents having no independent source of income provided they have accompanied him hile going to such place or have gone to such place ithin a eek of his going there and have accompanied him hilst returning from such place or have returned to the place of ork ithin a eek of his return to that place.undays shall not be prefi/ed or suffi/ed to any leave ithout obtaining prior sanction of the competent authority.1.6 239 .taff Cederation. '(.! 1!.1 GENERAL INSTRUCTIONS &n employee ho desires to obtain leave of absence.(G>+. !hen the e/igencies of service so re:uire. shall apply in riting to the -ranch Manager or any other officer authorised for the purpose.1.tate -ank of India . )?. ith effect from (st January. after proceeding on leave. before proceeding on leave.)**)3 1!. or postponement. the reason for the refusal. 5ublic Holidays 2that is -ank Holidays under the 7egotiable Instruments &ct3 other than .uch application for leave shall be made not less than one month before the date from hich the leave is to commence. .1 1!. If an employee. Ho ever. 7o leave or e/tension of leave shall be deemed to have been granted unless an order to that effect is passed and communicated to the employee concerned. e/cept in urgent cases for unforeseen circumstances including illness hen it is not possible to do so. 2. desires e/tension thereof. and a copy of the order given to the employee. !hen an employee is called back from leave.

*.1.().ettlement dt. Enauthorised absence ithout intimation continuously for a period e/ceeding '* days ould be deemed as a V4ross MisconductW in terms of #lause =2p3 of -ipartite .. The term KpayK herever it occurs means the aggregate of -asic 5ayM 8earness &llo anceM House Rent &llo anceM .16 i3 ii3 iii3 iv3 1!. &bsence ithout leave or overstaying sanctioned leave ithout sufficient grounds ould be deemed as a VMinor MisconductW in terms of #lause +2a3 of -ipartite . $eave may not be granted to an employee under suspension or against are pending. ill not be entitled to 1!.1.2 SANCTIONING AUTHORIT" $eave of all categories e/cept e/traordinary leave on loss of pay. return for duty to the place at hich he as last posted.1.1. 2but e/cluding special allo ance dra n as locum< tenens and officiating allo ance if any3 hich the employee ould have dra n had he been on duty.1.1.(*. & financial year means the period (st &pril to '(st March each year.11 1!.. The last day of the employeeKs leave is the orking day preceding that upon hich he reports his return to duty. $eave earned by an employee lapses on the date on hich he ceases to be in service. 2&ll part time employees in the service of the bank as on '(.1!. if any.) 1!. 1!. an employee return to duty before the e/piry of the period of leave granted to him.*>.( &n employee ho overstays his leave 2e/cept under circumstances beyond his control for hich he must tender a satisfactory e/planation3 shall not be paid his pay and allo ances for the period he overstays and shall further be liable for disciplinary action.(*..*= .)**).1.1' The first day of an employeeKs leave is the orking day succeeding that upon hich he hands over charge.*.1.1. and special leave of all kinds hich is sub"ect to the prior approval of the appropriate authority may be sanctioned by the -ranch Manager/Managers of 8ivisions. they ill be governed by the same terms and conditions applicable for full time scale of ages staff in subordinate cadre. &t the $ocal Head %ffice/Honal %ffice/#orporate 240 .ettlement dt.13 1!. Enless he is permitted to do so by the competent authority. !here an employeeKs services are terminated o ing to retrenchment he shall be paid his pay and allo ances for the period of privilege leave at his credit. &n employee on leave shall.dra ing scale ages and fi/ed ages have been converted into full scale of pay by *(. 5art time employees are at par ith full<time employees in matter of leave rules.1.1.1! 1!.*.1( 1!.1.pecial and other &llo ances.12 1!.1% 1!. The #ompetent &uthority may re:uire an employee ho has availed himself leave for reasons of health to produce a medical certificate of fitness before he resumes duty even though such leave as not actually granted on a medical certificate.3 hom proceedings 1!.1) 1!.)**). unless other ise instructed to the contrary.

ith the provisions d3 e3 f3 1!. .)**' 2#8%/5M/(>/#IR/?* dated )?. The :uantum of casual leave available to an employee during the first Cinancial year of his service is calculated on a pro<rata basis at the rate of one day for each completed month or part thereof from the date of his "oining the service upto the end of the year.. 1!. he should be b3 c3 If he repeats such action.ections. 2&nne/ure (. a3 &n employee ho e/hausts all his casual leave should be advised promptly that he has e/hausted all the casual leave and that he can avail himself of privilege leave. -ut if e/tended beyond these limits. if any.e.'.ome employees may submit medical certificate in support of their absence.3. leave shall be sanctioned to the members of Ka ard staffK by the respective Heads of the 8epartments/. !herever the provision of any la applicable to any place are in conflict contained in this #hapter. the absence should be treated as unauthorised and on loss of pay and the matter reported to the #ontrolling &uthority for appropriate disciplinary action against him after calling for an e/planation from the employee.undays may not be combined ith such leave in such a ay as to increase the absence at any one time beyond si/ days.3 under sick leave.?.. %rdinarily. '(... from (st &pril to '(st March every year .'3 Ho ever. he should be advised in riting to desist from such irregular practice and also advised that his absence ill be treated as unauthorised and that he ould not earn ages for the unauthorised absence. the employee may in consultation ith the controlling authority be sub"ected to an e/amination by a Medical -oard consisting of the -ankKs &uthorised 8octor/Medical %fficer.f.#entre. if the -ranch Manager is satisfied that the failure of the employee to obtain prior permission is not on genuine grounds and is a deliberate attempt to defy the authority.. the procedure outlined in sub para 2d3 belo ill have to be follo ed.! 1!. his absence should be treated as unauthorised and. 2&nne/ure (.9TT$9M97T 8T8. the provisions of la should be applied.!.(). If the -ranch Manager has reason to believe that the medical certificates are not genuine.e.(3 If the employee subse:uently avails himself of leave advised in riting..)3 ithout prior sanction. it shall be treated as privilege leave in respect of entire period..3 OBSER#ANCE OF LEA#E RULES The practice of employees e/hausting the annual :uota of casual leave ithin the first fe months of the financial year and thereafter availing themselves of privilege leave ithout prior permission and ithout regard to the number of times such leave is availed of is highly irregular.)**'3 provided that not more than . The instructions ith regard to various kinds of leave are given hereunder.(G>+3 &n employee shall be entitled to casual leave upto a ma/imum of () days in each financial year i. #asual leave shall be non<cumulative e/cept as provided in para 2(. (. 2&nne/ure (.'. -ranch Managers should adopt the follo ing course of action in dealing ith such cases. specialist in the field and a physician of repute. 2&nne/ure (. If the employee does not pay heed to these advices and absents himself again ithout prior sanction. the prior permission of the sanctioning authority shall be obtained before taking a3 b3 c3 241 . at his credit only in accordance ith the -ankKs rule.1 CASUAL LEA#E 2. days may be taken continuously and provided that holidays and .. Instructions for grant of casual leave are as under L< #asual leave may not be granted in combination ith any other leave.

(. shall be allo ed production of medical certificate 26II -ipartite . There is no upper limit in regard to the accumulation of unavailed casual leave as sick leave.%. !hen this is not possible.%.-5.)+. 5rivilege leave earned by an employee in a financial year is credited to his leave account at the beginning of the follo ing year.(G>+3 242 .2 Cor the purpose of computing the privilege leave earned at the rate of one day for every (( days of completed service. Holidays and eekly off falling ithin the period of casual leave casual leave. a ritten application shall be submitted to such authority latest on the day the employee resumes duty. the period of sick leave.%. '(.)***3 ithout h3 i3 1!. . as no leave other than casual leave ill count for the purpose of computing privilege leave. Holidays e/cept .* days . regardless of the 1!. orally or through any person. 2. In any event. the said authority shall be informed as soon as practicable in riting or if it is not possible. d3 #asual leave is only intended to meet special or unforeseen circumstances for hich provision cannot be made by e/act rules.ettlement dt.3. &ny absence from duty ithout satisfying the re:uisite conditions under hich leave may be taken or obtaining such leave on false grounds ould "ustify the -ank after giving the employee an opportunity to e/plain.such leave.. the period of privilege leave already availed of by the employee during that year. :9 401@1. 1!.undays shall not be prefi/ed or suffi/ed to casual leave ithout the prior permission of the officer granting such leave.062.9TT$9M97T 8T8. 5rivilege leave should not be granted on pro<rata basis.1 &n employee shall earn privilege leave during each year separately.3 A.uch leave not e/ceeding a day if availed on grounds of sickness. days.-2@ma/imum leave at his credit at the beginning of the year. #redit shall continue to be afforded to the privilege leave accounts of the employees on (st &pril every year in respect of leave earned during the previous year.aturdays and . sub"ect to the ma/imum limit stipulated. in not treating the employee as on casual leave but as being absent ithout leave on loss of pay and allo ances.G*.'. 1!.3.% 1!.%. provided the total period of sickness does not e/ceed .*'. of the employeeKs absence from ork. reason thereof and of the probable duration of such absence.. ill not be treated as a part of e3 f3 g3 #asual leave may be taken on grounds of sickness ithout production of medical certificate.1 1!.f.e. before it is credited to the leave account. &n employee on casual leave shall be entitled to pay and allo ances as if he as on duty.2 PRI#ILEGE LEA#E 5rivilege leave can be accumulated upto a ma/imum period of ).%. e/traordinary leave and maternity leave 2if any3 granted to the employee and unauthorised absence on loss of pay should not be counted as service. (. #asual leave not availed of by an employee in a financial year shall be convertible into sick leave on full pay and such sick leave in lieu of unavailed casual leave shall be over and above the ma/imum period provided under sick leave.

e. ho has ma/imum permissible amount of privilege leave to his credit on the (st &pril B 259RLIRL#IRL((* 8T8. #onse:uently.=.135 13 />: F1323. actually availed of by him/her3 is not e/actly divisible by ((.%.1!. for the sake of administrative convenience the posting may be done at the time of sanction itself.-2@.1 !hen leave is refused by the -ank for any reason to an employee.%.* days.e. etc.. I38/06.L-2@ma/imum permissible accumulated leave.e.%. shall be taken as a full day 2 ith effect from the calendar year )**(3. 1!. a financial year is taken from &pril to March.3. ( month and the leave to his credit at the beginning of the ne/t year ill be ? months.%.. number of days in the year less privilege leave/sick/maternity leave. 1!. '(.! It is also to be noted that one dayKs privilege leave is earned for every completed (( dayKs of actual ork done.6 !hile calculating privilege leave earned by an employee in a financial year. (* daysK leave during the year The period ill be set off against the leave earned during the year 2i. under e/traordinary circumstances3. provided that the leave at his/her credit on the (st &pril of the follo ing year is not more than ). In the event of any change in the :uantum or period of leave sanctioned/availed of.92. 5rivilege leave can be availed of by an employee only on t o occasions in a Cinancial year 2e/cept of course.%.3. Ho ever.%.-760. say. 1!. &lso for the calculation of privilege leave.(G?=3 i3 does not avail of any leave during the year The leave for that year though earned. the leave account may be debited as on the date on hich the leave ill start.3.% G-3-02..* days. '* days3 leaving a balance of )* days. 1!. the leave account may be debited after the usual credits are posted on &pril ( of the year in hich leave is to be availed. Ho ever.( 5eriod of special leave granted to sportsmen employees may be treated on par ith casual leave for the purpose of computing privilege leave.2/135 T: P01@1.9:0 "-208 401@1. only the actual period of absence ill be taken into account irrespective of the fact hether it as on full pay/half pay./1:38 R-.%. the necessary corrections may be carried out later. Thus. since the leave to the employeeKs credit at the beginning of the follo ing year cannot be more than the ma/imum permissible amount. iii3 avails of.-5.3 In respect of sick leave taken during a financial year. ho has at his credit the 243 . if an employee.3. the fraction of a day of earned leave if any. 1!. but not casual leave.! A. here an employee applied for leave to be availed in the ne/t financial year.12. he ill continue to earn privilege leave and further accumulation of leave beyond the permissible limit ill be allo ed to him until the -ank is in a position to grant him leave.%.-5.:63/135 40:. ill lapse at the beginning of ne/t yearM ii3 avails of one monthKs leave during the year The period of leave availed ill be set off against the leave earned by him/her during the year i. this balance of )* daysK leave ill lapse and the leave to his/her credit on the (st &pril of the follo ing year ill be only ).% &n a ard staff employee can earn privilege leave during any given year even if the leave at his credit on the (st &pril of the year is the ma/imum permissible amount of accumulated leave.3.%. 1!. if the actual number of days for hich he had orked during that year 2i. !here an employee is due to proceed on leave during the financial year and the leave to be availed of partly falls in the current year and partly in the ne/t year. There 1!.

&ll sick leave shall be granted to an employee on production of a medical certificate acceptable to the -ank. 1!. the authority empo ered to sanction leave may re:uire the employee to produce a medical certificate of fitness before 1!.3 & member of the 9/ecutive #ommittee of a recognised trade union of the employees of the -ank may be granted privilege leave on more than t o occasions in a financial year provided it relates only to attending to trade union ork.! &pplications for privilege leave of say.2 1!. ho ever. If. sub"ect to a ma/imum of three months of additional sick leave.(G?. !here an employee has put in a service of over ).%. any time during the year. are invited before the end of May of each year and the leave sanctioned in a conveniently phased manner ell in advance. In other ords.shall be no contravention of this provision ithout "ustifiable reason.6. years shall be on half the substantive pay.9TT$9M97T 8T8. days at a time on grounds of illness on production of a medical certificate.ick leave shall be on half substantive pay. 1!. an employee ill be granted sick leave on pro<rata basis. they do not do so by mutual ad"ustment. 1!. he shall be eligible to additional sick leave at the rate of one month for each year of service in e/cess of such ).%. .3 1!. . pro<rata privilege leave ill accrue to him for the number of days of leave debited to his leave account on account of encashment of leave. The other provisions contained in the above clause regarding the grant of privilege leave on more than t o occasions in a Cinancial year ill be operative in respect of the above employees also. !hen an employee avails himself of leave on grounds of ill health.uch leave on full substantive pay being entered t ice the amount of leave taken. the period of privilege leave encashed should be counted as service.1 SICK LEA#E 2. . . hich may not be practicable to be sanctioned.3 &n employee shall be granted sick leave on half pay at the rate of '* days for each completed year of service sub"ect to a ma/imum of (? months during his entire service.G. shall be permitted to avail sick leave on full substantive pay upto a ma/imum of G months during the entire period of service.%.6 1!.%. therefore.%. In the first year of service. years. Ho ever. on re:uest such leave shall be permitted on full substantive pay by entering in the sick leave record as t ice the period of leave taken. years.6. (= days or more re:uired by the staff. The e/pression completed year of service ould include the period spent on duty as ell as on leave including e/traordinary leave. provided that a confirmed employee if he so re:uests.%.6. in calculating the period of completed service for hich privilege leave is credited.%. 1!.ick leave due to an employee on any particular day may be calculated on the basis of total period of service as on that date at the rate of '* days for each completed year of service and on pro<rata basis for the broken period. &s such. then the leave is sanctioned to a fe depending on the e/igencies of the service.2 &n employee ill not earn privilege leave only for the number of days he actually remains absent.%. in his sick leave account.6 244 .6.6. This sick leave is protected on the employeeKs promotion to supervising staff and is in addition to the sick leave to hich he is entitled to after his promotion in terms of his service rules.% 1!. plan their leave programme sufficiently in advance ith a vie to adhering to the stipulations referred to above. 1!. hile the period of privilege leave en"oyed is not counted. the applicants are asked to vary their periods of leave.ick leave admissible for service in e/cess of ). (+. 9mployees should.! 1!. !hen several applications are received for the same period during a year.6.% &n employee may avail himself of privilege leave for a period of more than . There is no upper limit in regard to the accumulation of unavailed casual leave as sick leave. for personal purposes.

a certificate of fitness should be insisted upon if the employee as suffering from infectious/contagious diseases such as small po/. etc. or hen the period of leave on medical grounds e/ceeds a fortnight. 245 .he resumes duty even though such leave as not actually granted on medical grounds. In the interest of the affected employee and his colleagues. tuberculosis.

In very special circumstances. !here the period of e/traordinary leave is short.(G?'3 9/tra ordinary leave may be granted to an employee hen no ordinary leave is due to him.eptember. iv3 4eneral 5articulars of leave of all kinds granted to such employees since their "oining the service should be reported in their monthly reports. say not more than (= days and the controlling authority is satisfied that the leave as taken for genuine reasons. as applicable to permanent employees.).1 EXTRAORDINAR" LEA#E ON LOSS OF PA" 25&L#IRL'+ 8T8.) 1!.1!.(G?'3 & ard staff employees on probation shall be granted leave on the follo ing basisL #asual $eave %ne day per month.( i3 EMPLO"EES ON PROBATION 25&L#IRL'+ 8T8. 2v3 &pplications for grant of leave of any other kind should invariably be referred to the #ontrolling &uthority ith the recommendations of the -ranch Manager. 1!. the #hief 4eneral Manager may condone absence of an employee beyond '>* days. In terms of corporate centre circular no. )G. there is no change in the e/isting computation procedure for the sick leave.eptember he ill be eligible for . the -ranch Manager/Head of the 8epartment may. &ny leave in e/cess of hat an employee ould be eligible for on the above basis ill be treated as e/traordinary leave on loss of pay and the period of probation of the employee e/ceeded correspondinglyM such period ill not count for increments. #8%/5M/(>/#IR/?* dated the )?th 8ecember )**). the duration of e/tra ordinary leave shall not e/ceed G* days on any one occasion and '>* days during the entire period of his service. #asual leave thus computed ould be made available sub"ect to the conditions laid do n else here in this chapter. days of casual leave hich may be granted even during . iii3 9/traordinary $eaveL !hen an employee on probation is granted e/traordinary leave on loss of pay. The :uantum of casual leave available to the employee during the first Cinancial year of his service should be arrived at on a pro rata basis at the rate of one day for each completed month or part thereof. such as sickness etc. )G. 9/cept in e/ceptional circumstances. The competent authority may sanction the e/traordinary leave in the follo ing circumstances L &n employeeKs o n sickness 1!. his or her period of probation may be e/tended for the period of e/traordinary leave. if an employee "oins on (st .>. Ho ever .>.3 a3 246 .ick leave %n half pay on a pro rata basis according to the length of service. Cor e/ample.2 1!. ii3 .).). ith the approval of the 4eneral Manager aive the postponement of the date of confirmation on merits of the case. it has been decided to change the e/isting procedure of computing entitlement to privilege leave as ell as casual leave of officers/employees from calendar year basis to financial year basis effective from Ist &pril )**'.

Cor a ard staff orking at $ocal Head %ffices including $earning #entres L L 9/traordinary leave upto G* days 8epartmental Head not belo the rank of . Cor a ard staff orking at branches L &sstt. Cor a ard staff orking at #orporate #entre establishmentsL 8epartmental Head or %fficer in hierarchy not belo . b.b3 c3 d3 e3 . 4eneral Manager 4eneral Manager L L 9/traordinary leave upto (?* days 9/traordinary leave upto '>* days c. 6 %fficer in hierarchy not belo T94.:01/A F:0 G023/ O9 EG/02:071320A L-2@The follo ing authority structure has been designated for sanction of e/tra ordinary leave to members of the a ard staff L< a.! C:<4-/-3/ A6/.M4. 9/traordinary leave upto '>* days.). L 9/traordinary leave upto '>* days Cor a ard staff orking at #orporate #entreL &4M incharge of staff matters 84M/4M incharge of the department L L 9/tra ordinary leave upto G* days 9/tra ordinary leave G( to '>* days e. the discretion for hich ill be entirely ith the sanctioning authority. is the competent authority to condone the absence of an employee beyond 247 . 1!. 4en. 6 #oncerned 4eneral Manager d. Manager 8y.M4.ickness of employeeKs ife or children Cor appearing in the e/amination Cor pursing higher studies &ny other reason beyond the control of the employee. 6II L 9/tra ordinary leave upto G* days L 9/tra ordinary leave upto '>* days The #hief 4eneral Manager of #ircle in respect of employees orking in a #ircle and the #hief 4eneral Manager 2HR3 in respect of employees orking in #orporate #entre establishments. Cor a ard staff orking at Honal %ffices L 8y. 4eneral Manager 4eneral Manager L L L 9/traordinary leave upto G* days 9/traordinary leave upto (?* days.

( 1!. )*. arning of the conse:uences.. !here the employee is likely to e/ceed the limit available under the -ipartite settlements. the increment ill be released on the (st of that subse:uent month. it ould be in order to treat his absence as unauthorised and not counting as service for any purpose.(*. If the management is not satisfied ith the reasons for the absence.% 9/traordinary leave on loss of pay does not normally count for increment. Ho ever. Ho ever. in genuine cases.?. seniority etc.6 In the case of employees ho are office<bearers of registered trade unions. The effect of such leave is to permanently postpone the dates of all future increments falling due in the employeeKs salary by a period e:ual to the period of such leave.? above. the period for hich seniority is restored 28%L&8ML??G 8T8. 9mployees o n sickness 9mployeeKs o n studies Ho ever.'. on merits of each case and on "ustifiable grounds.( above.1' 1!.*. a.). b. 1!. are the competent authorities to restore seniority and count the period of e/tra ordinary leave on loss of pay for increment. the shifting is notionally made in the actual date on hich the increment accrues. &ny employee irrespective of hether he is a union leader or not. etc. the -ank may take recourse to the provisions of -ipartite . increment etc. 9/traordinary leave on loss of pay is sub"ect to the sanction of the management and cannot be availed of by the employee on his o n.). beyond '>* days. as the dates of increments of all employees fall on the (st of respective months. the -ank may consider such contract as terminated after considering such termination as retrenchment.ettlements as e/tra ordinary leave on loss of pay.).).ettlement dt.the ma/imum permissible e/traordinary leave of '>* days i.). all cases for sanction of e/tra ordinary leave should be critically screened by the controlling authorities before making recommendations to the appropriate competent authorities at different levels. Thereafter. the -ank can take a decision on its o n and condone the absence beyond hat is provided for in the -ipartite . 1!. 1!.12 248 . ho avails himself of leave on loss of pay in e/cess of hat is provided in the para (. it is necessary to keep an accurate record of all such leave granted to an employee on different occasions in his service and leave records.(G?+3 ill not count for pension in all cases.). 7o pay and allo ances are admissible during the period of e/traordinary leave and the period spent on such leave does not count for increments.. To ensure proper implementation of the instructions contained in para (. Ho ever.).) 1!. the #hief 4eneral Manager..uch e/traordinary leave on loss of pay in e/cess of '>* days for any reason hatsoever ill not count for pension. seniority. 1!. &ll cases of e/traordinary leave should be referred to the controlling authority for sanction. the -ank ill put him on notice.e. in the case of an employee orking in the #ircle and the #hief 4eneral Manager 2HR3 in the case of an employee orking in corporate centre and its establishments. increment may be deferred only to the e/tent that e/tra ordinary leave e/ceeds ) months in any incremental year.?.). may be put on notice by the -ank and if his attendance does not improve. If on such postponement either in the first instance or on a cumulative basis such date of accrual of increment shifts to any subse:uent #alendar month.11 1!. Ho ever. . The -ank may grant e/traordinary leave in combination ith or in continuation of leave of any other kind admissible to the employee e/cept casual leave. upto '>* days in the follo ing circumstances.)**).

. non counting of such period for seniority etc. !ithin the overall period of () months. $eave applications should be supported by a certificate from a registered medical practitioner.4 1!. If an employee is on maternity leave during the probationary period.ick/maternity leave particulars should be incorporated in the leave record in the undernoted format.2/135 T:.).. .'G(( 8T8. indicating. ill not be paid salary and allo ance for the period in :uestion.uch employees should be made clear that period of absence on leave on loss of pay on any grounds ill not be counted as service for the purpose of pension.(G?'3 &ny employee ho is absent on leave on loss of pay. )***.anctioning &uthority. .undry 8eposit &ccount. 1!. the number of days for hich rest is re:uired.uitable column sho ing progressive position of sick/maternity leave taken may be introduced in the leave register. by suitably e/tending the period of probation. hich shall be on substantive pay shall be granted to a female employee for a period not e/ceeding > months on any one occasion and () months during the entire period of her service.2 1!.>..O3 L:88 O9 P2A 25&L#IRLIRL'+ 8T8. the earlier provisions relating to maternity leave have been substituted by the follo ing L< maternity leave. -alance Maternity $eave 2b3 1!. The progressive position regarding maternity leave taken and the number of occasions on hich it as taken should be suitably indicated in the leave record so that at the time of sanctioning such leave. +.1!. 2&8ML. as and hen they are payable to him. hile computing G-3-02. leave may also be granted in case of miscarriage/abortion/MT5. as a conse:uence of miscarriage/MT5/abortion. I38/06.13 1!.(G?'3 . the position about its availment in the past and the balance available could be readily kno n to the .(*. . she may be granted the said leave for a period not e/ceeding ' months on loss of pay. 8eductions in respect of various loans availed by the employee as ell as statutory deductions should be effected from the salary and allo ance.1 2a3 MATERNIT" LEA#E 9ffective from )+th March.3 14. #ontrolling &uthority should be immediately advised giving the details of absence recommendations. )G. inter alia. ith the c3 d3 &fter getting necessary sanction from #ontrolling &uthorities.O3 EG/02:071320A L-2@. may be paid to her only after she is confirmed in the -ankKs service treating the leave then as maternity leave. concerned employees should be advised immediately about the postponement of increment. hich should be calculated every month and held in . Increment should be postponed if not sanctioned for restoration. . e3 1!.9.). The -ank may grant leave of any other kind admissible to an employee in combination ith or in continuation of maternity leave if the re:uest for its grant is supported by sufficient medical certificate. .% 249 . The ages for such period./1:38 R-. A=8-3.1! a3 b3 The period of e/traordinary leave availed of by an employee is included one year of service for the purpose of calculation of sick leave.

1!. . hichever is earlier sub"ect to the follo ing terms and conditions.pecial $eave to e/<serviceman employees on such occasions.9:0 27:4/135 2 .-<-3 . .2.1.pecial casual leave upto a ma/imum of (= days in a financial year including transit time both ays.1' 1!.ick $eave3 2(G3 7o. may be granted to the disabled e/<servicemen employees of the -ank to enable them to appear before the Medical Resurvey -oard for assessing their disability pension or to go to the &rtificial $imbs #entres for replacement of the artificial limb2s3.uch leave may be granted only on production of Medical discharge certificate from the authorities concerned.-/.-7 -G-8-0@1. Independence 8ay celebrations.. The adoption of a child should be through a proper legal process and the employee should produce the adoption deed to the -ank for sanctioning such leave./: =23? 562078 9:0 20<A /0213135 & -ank guard ho is a reservist in the Indian &rmy shall be permitted to attend periodical training courses conducted by the &rmy &uthorities.1 PRO#ISION OF SPECIAL LEA#E FOR EXSER#ICEMEN $DISABLED EX-SER#ICEMEN A=8-3.9:0 2//-37135 R-46=. It ould not be in order to grant . L L L 8y. Manager 9mployees orking at $.1'. ill be sanctioned by the follo ingL i3 9mployees orking at branches under the control of Honal %ffice and at Honal %ffice 9mployees orking at branches under the control of 8y. etc. of time 2)*3 Crom 2)(3 To 2))3 Total $eave granted 2)'3 1!.7 $eave may also be granted once during the service to a childless female employee for legally adopting a child ho is belo one year of age for a ma/imum period of t o months or till the child reaches the age of one year.pecial casual leave.6 L-2@. Manager 8y 4eneral Manager 0 #ircle 8evelopment %fficer ii3 iii3 1!.%. 1!.. may utilise the leave available to his credit. 1!.1.-<-3 &n e/<serviceman employee ho is re:uested by his parent 8efence organisation to take part in marching contingents and training/practice camps for Republic 8ay march past.11 SPECIAL LEA#E TO SPORTSMEN EMPLO"EES $ OFFICERS 250 . 4en. i3 ii3 iii3 $eave ill be granted for adoption of only one child.3 L-2@. =A -G-8-0@1. D2A P2027. Temporary and part<time employees are not eligible for grant of leave for adoption of a child. The period of the training course should be treated as on duty.1'. . as above. 4en..4eneral Manager 8y.2 D182=.1'.H.

3 N:3-0-./: U<410-8$R-9-0--8 .-2@.11. Cor grant of special leave at one instance beyond '* days for matches in India L L #hief 4en.11.(G?' .:5318-7 52<-8 18 28 637-0 L #ricket.portsmen for special leave on account of in"uries sustained hile playing for the -ank should be referred to the $ocal Head %ffice through the respective #ontrolling &uthority.:5318-7 G2<-8 . Tennis.2 A .. Managing 8irector 0 #orporate 8evelopment %fficer 1!. Hockey.%. Cor grant of special leave beyond G* days for matches in India #hief 4eneral Manager 8y.tate/ 7ational/International levels in India .4. 1!.'G(( 8T8. &c:uatics 1!.11.H.1 a3 #%M5978IEM I.2&8ML. & specimen of the application is given at anne/ure (.abaddi.(*.5%RT. Managing 8irector 0 #orporate 8evelopment %fficer 8y. to the #ontrolling &uthority in duplicate for on ard transmission to $..12. Cor grant of special leave to sportsperson ho are in"ured during official matches for the -ank in India Cor reimbursement of medical e/penses to sportspersons ho are in"ured during official matches in India #hief 4eneral Manager #hief 4eneral Manager 1!.:5318-7 52<-8 Cor grant of special leave upto G* days for matches in India. 6olleyball.=. Manager 8y.. .pecial leave ould also be granted to employees ho officiate as umpires/referees/coaches/managers of teams at 7ational/International events on the same lines as the sportsman employees. +. Cootball. -asketball.6 &ll applications for special leave submitted by the sportsmen employees ith full documentary evidence thereof should be submitted ell in advance before the event/programme begins. #arrom. .% I3H601-8 868/213-7 >.18/ :9 0-. !eight lifting.11. #hess. #%7TR%$ -%&R83 1!. 251 . &thletics. and sanction by the #hief 4eneral Manager.E98 -F F:0 R-.2A135 9:0 /.B23? Individual cases of . -adminton. Table tennis.pecial leave up to '* days at one instance and to the e/tent of (?* days in a financial year for participation in tournaments of Eniversity/.1..11.pecial leave for representing the country abroad in official international tournaments irrespective of the period of absence.11. Managing 8irector 0 #orporate 8evelopment %fficer b3 c3 L 1!.! S4-.

2 S4-. & register ill be maintained to record full details of time off granted hich shall be initialled by the authority empo ered to sanction time off.2. The Register sports< ise and player< ise shall be inspected by the 5resident. #%7TR%$ -%&R83 . $eave may also be sanctioned for trekking e/pedition/programmes.(G>+ 5&R& G.e. &ny misuse of the facility ill attract suitable disciplinary action against the concerned sportsman employee. #ircle !elfare #ommittee annually. The e/tent of time off is to be determined according to the nature of the game i.. 9mployees desirous of participating in sports events/trekking programmes etc. on production of a certificate to that effect. . . 1!.pecial leave may also be granted to the e/tent of '* days in a financial year to the employees ho participate in mountaineering e/peditions.1! 1!. should submit their applications. at least .'.3 the e/tent indicated belo L 1!.233135 S. non<cumulative.13 TIME OFF FOR PRACTICE The active sportsmen employees may be given a reasonable time off for practice during the season the game is played and in respect of such games hich cannot be/are not played in the evening.&I &!&R8. provided the e/pedition has been approved by the Indian Mountaineering Coundation. .1!.pecial #asual $eave is admissible to all employees ho undergo sterilisation operations to i.-<. recommend these to the $ocal Head %ffice at least '* days before the event begins.F2<1.9TT$9M97T 8T8.1 .= days before beginning of the event/programme. ma/imum of ) hours should normally be sufficient. . &pplications received late by the $ocal Head %ffice ould not be sanctioned by the #hief 4eneral Manager. He or a nominee appointed by him should periodically visit the practice venue to satisfy himself that the players have the best of practice facilities and make full use of them. 252 .A P.pecial casual leave for donation of blood should not be granted on any day subse:uent to that on hich blood is donated. be granted special casual leave for the day on hich he donates blood.1!.1!.pecial leave not e/ceeding (.1!. 1!.12.pecial casual leave not e/ceeding + sterilisation operation 26asectomy3 orking days to male employees ho undergoes ho undergo . Ho ever.12 PARTICIPATION IN MOUNTAINEERING EXPEDITIONS 2#%M5978IEM %C I7. '(.)> %C 89.TRE#TI%7.5%RT. complete in all respects.. 1!. ho ever. 7e 8elhi or Fouth Hostels &ssociation of India. Ministry of 8efence.::7 D:32/1:3 &n employee donating blood at the Recognised -lood -ank of a hospital may. orking days to eligible female employees puerperal/non<puerperal tubectomy operation. to be sanctioned by #hief 4eneral Manager of the #ircle. such leave may be availed of only t ice in the entire service of an employee.-2@. This leave is. ii.)) 0 G. These should be immediately for arded to the #ontrolling &uthority ho after scrutiny.1 SPECIAL LEA#E OF #ARIOUS KINDS B.

1!. ith effect from *)<*+<)**= . 253 . eekly off falling ithin the period of special leave ill be treated as part The special leave for the purpose may be suffi/ed or prefi/ed either to privilege leave or to casual leave and not to both.terilisation operation may be undergone either by the employee or his/her spouse. .iii. .undays. . as the case may be. v. %ne dayKs special leave to female employees ho had IE8 insertions. The employees should have t o or three living children and should be ithin the reproductive age group. 1!.--=-20-08 :9 631:3$288:. I3 II3 b3 Epto (+ days in a calendar year. The facility is also applicable to permanent part<time employees of the -ank hose orking hours are not less than > hours a eek. of special leave.. The facility is also applicable to a temporary employee. c.cheme. special leave of seven days to male employees hose ives undergo non<puerperal tubectomy operation may be granted special leave upto seven days sub"ect to the production of a medical certificate from the doctor ho performed the operation to the effect that the presence of the employee is essential for the period of leave to look after the ife during her convalescence after operation. 1!. Curther. In case of a female employee.= years of age. iv. The intervening holidays and/or .3 O991. #entral #ommittee Members of &ll India !orkmen Enions/ &ssociations sub"ect Epto )( days in a calendar year. Holidays.2 The above facility ill be sub"ect to the follo ing conditions L< a. she should not be above . 9mployees ho have undergone the operation at private nursing homes or by private doctors specifically authorised by the 4overnment to conduct family planning operations and are other ise eligible may also be paid lumpsum incentive if the controlling authority is satisfied ith the genuineness of the claims and the certificates are authenticated by the -ankKs authorised doctors.ettlement dated (G/(*/(G>>. f. d.pecial leave is also granted to an employee developing post sterilisation complications to cover the period for hich he/she is hospitalised for a post operation complications on production of certificate from the concerned hospital authorities.1!. (= such members in the case of unions having less than )=I membership. The sterilisation operation must be conducted and certificate issued to that effect by an authorised competent authority of the hospital or under the #entral 4overnment Health . he should not be over =* years of age and his ife should be bet een )* and . i.= years of age and her husband should not be over =* years of age. .pecial leave ill be allo ed to certain employees for attending meetings and conferences of trade unions of bank employees as provided belo L a3 5rincipal %ffice -earers of &ll India !orkmen Enions/ &ssociations sub"ect to a ma/imum of< )* such members in the case of unions having more than )=I membership.2.'G of the (st -ipartite .undays may be prefi/ed or suffi/ed to the privilege leave.e. e.12/1:3 2e<circular (*=/)**=<*>3 $H% #ircular #8%/5 0 HR8<IR/(?/)**=<*> 8ated *+<*+<)**= In supersession of para ('. b.

at the re:uest of the employee. in"uries.tate or Regional $evel Enits of &ll India !orkmen Enions/ &ssociations sub"ect to a ma/imum of < )* such members in the case of unions having more than )=I membership.1. such as the Home 4uards.20A 4:. should not be allo ed to be suffi/ed/prefi/ed to the special casual leave. damages etc. treat such absence upto a ma/imum of ' months as privilege or sick leave if such leave is other ise permissible. of the . 254 . The benefit of special leave as above shall be available only to those office bearers nominated for the purpose by the &ll India !orkmen Enions/ &ssociations ho are parties to the .* such members in the case of unions having more than )=I membership.12.3. damages or other conse:uences arising out of or during the course of employment in the Home 4uards or the other %rganisation. .2862. the -ank may. provided he can be relieved ithout detriment to his official duties sub"ect to the follo ing conditionsL< i3 The period of training and duty as Home 4uards etc.pecial/additional/special casual ill be granted to the eligible office<bearers of the Enion on the follo ing basisL i3 ii3 It should be for the purpose of attending EnionKs CederationKs meetings/ conferences. c3 i3 ii3 1!.ettlement and signing it. iii3 1!. shall also be obtained and for arded along ith his application to the controlling authority.. !eekly and other holidays may be allo ed to be suffi/ed.tate 4overnment may offerM and The -ank ill not be responsible for any risks. %ffice -earers of the 9/ecutive #ommittee Epto +days in a calendar year..1!.-2@. e/cept casual leave. prefi/ed or added in bet een ithout any restriction on the total number of days. in"uries. .1!..:05231R2/1:3 The -ank may permit an employee to "oin officially sponsored au/iliary police organisation. 5rantiya Rakshak 8al etc.to a ma/imum of B i3 ii3 . provided the entire period of absence is connected ith the said meetings/conferences. is treated as special casual leave and he shall be permitted to receive in addition to his pay such emoluments as the .. '* such members in the case of unions having less than )=I membership. 1!.% S4-. 5rivilege leave or any other kind of leave.! E62023/13.1 ../: H:13 26G1. ii3 iii3 & suitable letter of undertaking from the employee absolving the -ank from any liability for risks. (= such members in the case of unions having less than )=I membership.-2@In case an employee is absent from duty on account of :uarantine.1!. 7ational 6olunteers #orps.

/1:3 >:0? 9mployees ho have been re:uisitioned for election duties by .... as special casual leave....QQQ.....pecial casual leave may be granted to employees ho enrol themselves as members of .. 8ate L .......... during office hours... it ould suffice if the employees are given time off.....23... 1!......9:0 /0213135 13 S/..... hereby declare that I am a regular resident and/or a registered voter of the 5arliament and .......t...QQQQ. .. Ho ever......Q... John &mbulance -rigade sub"ect to the follo ing conditionsL< i3 ii3 The grant of permission should not interfere ith the discharge of their official dutiesM If they are re:uired to undergo the necessary training etc..2862..... +:.....2 9very eligible voter is entitled to be registered on the electoral rolls of a constituency in hich he ordinarily resides.........1!.. 8-0@1.... that here employees are detailed for any special duties by the -rigade........12... It may happen in some cases that a bank employee residing and enrolled as a voter in a particular place/constituency may be posted in a branch/office located at some other place....6 S4-..... 1!.... some of the concerned employees may be permitted to report later after casting their votes and the remaining may be permitted to leave early for this purpose........ iii3 1!........ etc...?..-.3 A<=6....../1:3 In respect of the parliamentary or assembly elections even though the #entral or .....1!......... Reference -ook of .....1!........ ........tate 4overnment have advised granting of special casual leave to their employees for e/ercising franchiseM unless the election day is declared as a holiday under the 7egotiable Instruments &ct..-... no special leave shall be granted for the period of "ourney bet een the place of posting to the place here the election is being held and back....... ..... To facilitate such an arrangement. . if they so re:uest to cast their votes.18135 9023...........12.......-2@-& -.). their absence shall be treated as casual leave to the e/tent such leave is due and to the e/tent such leave is not due.....upervising .. The terms and conditions governing grant of such leave ill be as detailed in para (+.... )nd edition.9:0 -G-0.( R602.-2@....... the individual employee may be granted special casual leave for full or part of the day of polling if his branch/office does not happen to be closed on the particular day to enable him to e/ercise his franchise after obtaining the follo ing undertaking..... resident of ........).................. special casual leave not e/ceeding ' days per annum may be allo ed to them to cover their absence...1 S4-.....tate &ssembly #onstituencies in the ..18....... .....)...1!....tate and have actually cast my vote on . .....1!.Q...tate &uthorities are re:uired to perform their duties as citizens of the country and as such there is no case for granting compensatory leave or any other facility in lieu thereof.....1!. 1!.taff Matters 2..QQ.......... In such cases............12.ignature L .......... #hapter (+..13 23 -...1!........-2@Rural service leave ill be granted to employees to enable them to do something in villages like survey of credit needs of rural households.. 8esignation . ....-2@..2862.....3 9lection to state legislature councils from graduates constituencies 255 ... IQQ.....2862. 1!........taff3 6olume<I......) S4-..........

S4-. 1!.:608 If curfe is imposed only for a part of the orking hours. 1!.:3/0:.1!.2 W.268. should be treated as on special casual leave.609-> 18 1<4:8-7 9:0 2 420/ :9 /.! A=8-3.1%.12.. in the #ircle Cor a ard staff orking in #entral %ffice establishments 4eneral Manager #hief4eneral Manager 2HR3 1!.B023.. This ould not.1%.2. the period of such absence can be treated as .. 7o special leave should be given if it is possible for him to reach the %ffice by a circuitous route avoiding curfe bound area or if special permission has been given by the 4overnment authorities to move through the curfe bound areas for to and fro "ourneys to the -ranch/%ffice..=-A:37 /. 20-2 & 84-. the absence could be treated as special casual leave.pecial $eave for the purpose ill be as under i3 ii3 Cor a ard staff.-2@. 256 .>:0?135 .. .:3 2.pecial casual leave should be permissible only if it is physically impossible for the employee to report for duty. are as underL< 1!.-0 . . hich ould be governed by the guidelines issued from time to time./. ho ever.-3 .$O991.0-<2138 :4-3 !here an employee is not able to attend the office on account of imposition of curfe either at the place of residence or at the place hich falls on the ay to the -ranch/%ffice. 1!. 7-9-3..:63/ :9 32/602. cover the absence on account of bundhs etc.>:0? 5ermission to "oin #ivil 8efence organisation and grant of . The standing guidelines to be follo ed in the matter of absence of employees on account of bundhs/curfe s etc. the employees ho are unable to attend on that day. .2<1/1-8 :0 . In case it is felt that such absence is fairly long and the -ankKs ork ill suffer. Ho ever.9:0 .B23?.1%.9mployees ho are university graduates and bonafide voters in the elections to the state legislature councils from graduates constituencies are eligible for special casual leave for the day of election to enable them to e/ercise their franchise.1%. :9 /. The authority structure for grant of ... at the place of their residence or at the place of ork.:<<:/1:3 :0 23A :/. 1!.-2@!hen curfe is imposed during entire orking hours L< If a branch remains closed on account of curfe order imposed during the entire orking hours of the branch.1@1. the matter may be taken up ith the appropriate authority to restrict the period of such deputation to a limited period. the employees ho attend office during the non<curfe part of orking hours should be treated as having attended for the full day. The absence of those employees ho do not attend during the non<curfe hours should be ad"usted against their appropriate leave account.3 W..1 C609-> 13 0-817-3/12. on production of identity cards etc.pecial #asual $eave for attending civil defence duty/training 5ermission to "oin #ivil 8efence organisation can be granted provided normal period of training is outside office hours.1% ABSENCE OF EMPLO"EES %ccasions may arise hen employees are unable to attend office on account of curfe etc.. . in an emergency if an employee ho is enrolled as a member of #ivil 8efence #orps is re:uired under the provisions of #ivil 8efence &ct/Rules/Regulations (G>? to perform any duties including training during orking hours.12.-0. .1@1.pecial #asual $eave.

6 A=8-3.. disruption of transport facilities. his appropriate leave account may be debited.3 he should be advised that the leave obtained by him on false grounds but in reality. but not special casual leave. rains. he has no intention to go on strike. 1!. morcha. rail/rasta roko.The absence of employees due to above causes should be treated as underL< If the closure of the -ank is necessitated by reasons of natural calamities such as fire.. if an absenting employee gives a letter stating that he as not a member of any Enion/%rganisation hich gave a call for the -undh etc. deluge or civil disturbances such as riots or any other cause beyond the control of the -ank.2 1!.1%. In terms of Cifth -ipartite . is supported/co<sponsored or actively assisted by bank employees or their affiliated Enion/&ssociation action should be taken against employees ho absent themselves from duty by effecting K!age<cutK on the basis of the principle K7o ork no payK in addition to any action the management may like to take as per the service rules. a particular office of a bank remains locked. and he did not participate in the -undh etc but as prevented from attending office due to non< availability .% 1!. organised by various political/religious and other parties unconnected ith the -anking industries . 1!. !atch and !ard staff have been e/empted from participating in strike/ ork stoppages. for participating in strike or dharna.ettlement.1%. In all cases here the -undh etc. here an employee has already been granted leave and it subse:uently comes to the kno ledge of the -ank.1 &bsence of employees due to bundh. Curther.:A--8 760135 8/01?-$251/2/1:3 -/. If on the day of strike. If there is a call for strike given by any Enion of -ank 9mployees and an employee remains absent on the strike day he should be deemed to be on strike and his ages for the day should not be paid on the principle of K7o !ork 7o 5ayK. & letter by the employee. special leave should not be given to those ho did not enter the office. is not supported/co<sponsored or actively assisted by bank employees or their affiliated Enion/&ssociation. etc. that he had not utilised the leave for reasons stated in his leave application 2but had utilised it for participating in the dharna etc.ervice Rules.. should be granted to -ank employees in terms of 5aragraph =(( of the . If it is established that even one or t o employees ere able to enter the office and the doors ere opened any time before the close of business hours.1%. b3 c3 d3 257 . e advise that if an employee applied for leave for participation in dharna.astry & ard. the absence of employees ho ere not on strike should be regularised as special casual leave by an authority not lo er than the 8eputy 4eneral Manager sub"ect to fulfilment of follo ing conditionsL< a3 If the employee is a member of the union hich has given a call for strike. 7ote L There have been instances.%.1%.:9 -<4. In all cases here the -undh. even if he is covered by 2a3 above stating that he as not on strike and he had come to attend the office in the usual manner but could not do so as all the doors ere locked. etc. strike etc. In this connection. here employees 2particularly office bearers/activists of unions/associations3 had taken leave on one prete/t or the other to participate in strike/dharna/agitation organised either at the same centre or else here. it should not be granted.%. physical obstruction or other legitimate reasons. in addition to any action the management may like to take as per the . he should advise the bank in riting before the strike day that although he is a member of the union hich has given a call for strike. strike. only appropriate leave including casual leave.

DEPARTMENTAL ENEUIRIES &n employee of the -ank hen permitted to defend another employee of the -ank in a departmental en:uiry in terms of #lause ()2a3 of the -ipartite . &s a result. 1!.1 . (. (??( for that year.. unauthorised absence for a period e/ceeding '* days ill be treated as A4ross MisconductA.+ and (. he shall be granted duty leave for the purpose and shall be reimbursed ith travelling e/penses.*>.-<4.tate 4overnments under the 7egotiable Instruments &ct.is treated as cancelled and his absence for the day is treated as unauthorised.) A44-20135 9:0 /-8/ 237 13/-0@1-> :9 244:13/<-3/ 28 40:=2/1:320A :991.1 SPECIAL LEA#E & CONCILIATION PROCEEDINGS 7o special leave is granted to an employee for representing another employee of the -ank in conciliation proceedings at a station other than the one here he is stationed.:A--8 5art<time employees are treated at par ith full time employees in the matter of leave rules. on days convenient to the -ank.2.*..>.*= . ithout pre"udice to the -ank1s right to take disciplinary action against him.ettlement dt...1 1!. 2&ll part time employees in the service of the bank as on '(.1%.1%.( A44-20135 9:0 /-8/ 237 13/-0@1-> 9:0 40:<:/1:3 /: . )**). 1!. 1!.1%. !here unauthorised absence is fre:uent.?. (*.(). 1!. 258 .-0 !hen an employee is re:uired to appear for test and intervie %fficer. as many number of days declared as public holidays by the respective . he is not granted any special leave..pecimen of Memos to be addressed to the employees for unauthorised absence are given in &nne/ures (. for test and intervie for promotion to clerical cadre or as Record keeper<cum<cashier.270!hen a messenger is re:uired to appear at a -ranch/%ffice other than his o n. .dra ing scale ages and fi/ed ages have been converted into full scale of pay by *(. the procedure for disciplinary action for gross misconduct should be initiated in respect of employees remaining unauthorised by absent for a period e/ceeding '* days. incurred by him in that connection. . he should not be paid salary and allo ances for such unauthorised absence. they ill be governed by the same terms and conditions applicable for full time scale of ages staff in subordinate cadre.-01.ettlement dated the (*th &pril. suitable action in terms of the provisions of rules governing the service of the employee should be initiated ith the approval of the controlling authority.3 1!. P20/-/1<.16 UNAUTHORISED ABSENCE In terms of #lause 2p3 of -ipartite .*. 1!..1( HOLIDA"S FOR WATCH AND WARD STAFF The members of the atch and ard staff shall be given.1) DUT" LEA#E . for selection as 5robationary 1!. if any.)**) ill be relieved on duty leave.

they ill have to be treated as having committed breach of contract of service and principle of K7o !ork 7o 5ayK should uniformly apply sub"ect to the decision of court if any. ill not be eligible for any other monetary benefits or time<off facility for The leave should be treated as non<cumulative special leave. painting and literature may be granted special leave on the follo ing conditionsL (3 )3 '3 . There should be official invitation from the organisers. 1!. he ill not earn ages for the full day sub"ect to the condition that the -ank does not ac:uiesce in the breach by taking ork from such employee for the rest of the day.2 7o duty leave is granted to employees to attend conciliation proceedings even for a part of the dayM but may be granted any other leave to their credit as per the rules laid do n by the -ank for the purpose. through a notice hich may be displayed or circulated. classical dance.1 . depending on the event. 1!. The outstanding performers in the field of classical music. stage acting. Ma/imum entitlement of an employee during his/her entire career ill be '** days.G. should not e/ceed + days including time used for travel to and from. In a K7o !ork 7o 5ayK situation.3 =3 >3 The event should be a recognised one at 7ational/Regional level. In such a case.2' ABSENCE OF EMPLO"EE FOR PART OF THE DA" !herever employees ithout prior permission of the management go on agitation on any form during office hours.OUTSTANDING PERFORMANCE IN #ARIOUS CULTURAL ACTI#ITIES 27-4LHR8L)(L(GG><(GG+3 The special leave may be granted to our staff members participating in cultural events at the 7ational/Regional level. should be undertaken by the -ranch Managers of small branches 259 . The -ank should also ensure that appropriate ad"ustments are made at the time of disbursing the salary for that month. The leave. The employees practice.21 SPECIAL LEA#E FOR EMPLO"EES .22 ABSENTEE REGISTER &n K&bsentee RegisterK should be maintained on the lines of the format given at &nne/ure (. as normal ork in the normal manner in accordance ith the contract of employment hich is a condition precedent for earning ages has not been satisfied. the :uestion of deduction of ages does not arise as the employees have not earned ages. that no further ork is e/pected of them for the rest of the day. care should be taken to give an intimation to the employees sufficiently in advance. The competent authority for sanctioning the special leave 250HR83 at #orporate #entre ill be the #hief 4eneral Manager 1!. The "ob of ensuring that the leave is accounted for leave applications are called for herever these are not forthcoming. 9ven here an employee is in breach of his contract for part of the day.1!.. &n individual employee may be granted such non<cumulative leave upto + days at any one instance and not more than '* days in a year. hich should be completed each day morning at a stipulated time so as to have a full control over the absence of the staff and a proper accounting of their leave.

....1 .. 9mployees ho abstain in an unauthorised manner should not be allo ed to "oin duty e/cept under the specific order of the controlling authority........ proper notice should be sent and action taken in terms of service rules........................... &bsence of both officers and a ard staff should be recorded in this register. 8ear .. ANNEXURE 1!............uch privilege leave cannot be availed of ithout prior sanction from the -ank and has to be applied for ell in advance..... 5lease.. This register should be scrutinised by the controlling authorities visiting the branches periodically and 8eputy 4eneral Managers/Managers of large branches ith a vie to ensuring proper maintenance.....tate -ank of India.ir/Madam !e have to advise that you have e/hausted () days of casual leave for this year as on ......... ..mt/... therefore..themselves or Managers of 8ivisions or by any other member of the supervising staff at large branches/departments at administrative offices... -ranch Manager / Head of 8ept......In terms of the leave rules governing your service... . 5lease ackno ledge receipt of this letter.........hri/.... note to refrain from taking leave ithout prior sanction in future during the year... Fours faithfully.......... privilege leave can be availed of only on t o occasions in a year by an employee... !henever an employee overstays his leave. ..um.. ... .... 260 ..

........... ...... 5lease note that privilege leave cannot be availed of "ust as casual leave.....ir/Madam 5lease refer to our letter 7o ........... Fours faithfully.......ANNEXURE 1!..... Fou are.................... 8ear ...... / from. e observe that you ere again absent from duty ithout prior sanction on ...........2 ..hri/................ advised once again to abide by the leave rules and not to absent yourself from duty ithout our specific prior sanction...... 8espite our instructions in our above referred letter................um............. to ............. -ranch Manager / Head of 8ept........mt/. therefore.. dated .............. 261 .

Fours faithfully.......ANNEXURE 1!... in your o n interest............... -ranch Manager / Head of 8ept..... / from..... )............ir/Madam !e refer to our letters 7o . in hich e had advised you to abide by the leave rules and to refrain from absenting yourself ithout prior sanction..... ithout our prior sanction. If. comply ith the leave rules and not abstain yourself from duty ithout the -ankKs prior sanction................mt/... you continue to be absent unauthorisedly.. ho ever. dated ............................. 262 .......hri/...3 .................... 8ear . e ill have no alternative but to initiate appropriate disciplinary action against you.................. !e observe that you have again absented yourself on ... although you have no casual leave at your credit................. !e ould once again advise you that you should..... your absence is treated as unauthorised and accordingly you are not entitled for any ages for this period..... to ....um..... ........

263 ................................ Fours faithfully....ir/Madam !e refer to our letters 7o .. from ... 8espite our repeated instructions...... 8ear ......... ...... you have again absented yourself from duty on .......hri/.......! ......... e call upon you to submit your e/planation as to hy disciplinary proceedings should not be initiated for your unauthorised absence.........mt/..... &s you continue to contravene the leave rules despite our repeated advices / instructions.ANNEXURE 1!........... dated .... to .um..... '................ )............ ithout prior sanction................ -ranch Manager / Head of 8ept............................... even after e/hausting your entire casual leave.

reasons therefor and action if any taken in this regard Recommendations L -ranch Manager / Head 8ept. date of commencement of tournament. L L L L v3 vi3 vii3 L 264 . 8y. etc.pecial leave sanctioned during the year under the discretion of #4M of the #ircle Total special leave availed during the year . number of days. 4eneral Manager 7ote L i3 ii3 &pplications should invariably be routed through the . C%R 4R&7T %C .3 .ANNEXURE 1!. #ircle !elfare #ommittee of #ircle concerned ith his recommendations Cor tournaments outside the country the applications should accompany approval of respective . i3 ii3 iii3 iv3 7ame of the employee 2 ith designation3 7ame of the game 2Recognised/7on<recognised3 7ame of tournament 2approved by -ank/I-&.ecretary. etc. T%ER7&M97T.59#I&$ $9&69 I7 #%779#TI%7 !ITH 5&RTI#I5&TI%7 %C &7 9M5$%F99 I7 6&RI%E.pecial leave applied for 2date of application.ports Cederation and 4overnment of India.3 !hether such application is received prior to commencement of tournamentM if not.% R9#%MM978&TI%7.

................... -ranch Manager / 8epartmental Head ithin ' days of the receipt of this Memorandum and 265 .........6 M9M% R94I. 5%............ Fou are..98 &-...... therefore........................T9R98 &.......... advised to report for duty e/plain the reasons for your absence............... .............T .............. E7&ETH%RI.... .......um....... .. )......hri/.....8...........ANNEXURE 1!......................................97#9 CR%M 8ETF It is observed that you are absenting from duty unauthorisedly since ......................../........mt..

...............97#9 CR%M 8ETF 5lease refer to the memo 7o .......... If you fail to do so../................. hereby advised to report for duty ithin '* days of the date of this notice......................ANNEXURE 1!...... calling upon you to report for duty................. you ill be deemed to have voluntarily retired from service on the e/piry of this notice.......... dated .mt.. 5%.T ................. -ranch Manager / 8epartmental Head O in case of a probationer 266 ......... It is observed that you are continuing to be absent from duty since ... Fou are therefore...... ........T9R98 &........... E7&ETH%RI..........hri/.............................. daysO/one monthKs pay and allo ances in lieu of the notice....8...................................um...( M9M% R94I.... .......... in hich case you ould also be liable to pay to the -ank (............... The above position is highly irregular and in contravention of the rules governing your service in the -ank. .98 &-...........................

.) R94I.............................. (........................T9R98 &......97#9 CR%M 8ETF !e advise that you are absenting from duty unauthorisedly since .............. ........................................... E7&ETH%RI....ANNEXURE 1!.......... dated ......... 2O 8elete hen inapplicable3 -ranch Manager / 8epartmental Head/8isciplinary &uthority 267 ............ .8.......... Fou are hereby called upon to pay to the -ank ithin (= days of the date of this notice....................................... ....T .......... In this connection.............................. post calling upon you to report for duty ithin '* days of that notice.8......................... 5%................................................. please refer to the memorandum no............hri .. it is deemed that you have voluntarily retired from service on .. .. 7o that you have failed to report for duty by ......... ..... sent to you at your last recorded address by registered &..............98 &-........... days/one monthKs pay and allo ances in lieu of notice failing hich that -ank ill be constrained to file a suit for recovery of the same ithout pre"udice to its right to set off terminal dues and any other amounts that may be due to you to ards 2part3O satisfaction of the amounts you are re:uired to pay to the -ank....

&-.97T99 R94I.ANNEXURE 1!.T9R <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 8ate 7ame 0 designa< 5eriod !hether appli< If not. Initial Rem< tion of employee of cation for date of arks leave leave received applica< in time tion for leave received on 2(3 2)3 2'3 2.3 2=3 2>3 2+3 <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 268 .

1/A 2. 7%T9 L i3 &t times an employee may re:uest for availment of $eave Care concession/encashment of leave hile he is on sick leave. &ll such cases.1.. ritten declaration of his 1%.151=1.1.1.2. '(.ettlement dated =th January (G?+.2371. the e/pression KfamilyK of an employee shall meanL a.:< /. In supersession of para = of the -ipartite .3 P.! M-<=-08 :9 /.AD 13 0-84-. hen the employee has already been ii3 1%.9TT$9M97T 8T8. holly dependent unmarried children 2including step children and legally adopted children3 as also parents ordinarily residing ith and holly dependent on the employee.A81.:A--8 & companion may accompany physically handicapped employee ho is appointed under such category and is eligible for payment of conveyance allo ance in terms of the 4overnment guidelines. should be considered on merits and on the advice of the attending 5hysician if necessary. the total period of break.21<-7 .-881:3 <2A =- The employee may avail himself of the concession for self as ell as family. 9ach employee.A .:3..uch employee may avail sick leave for recuperation/convalescence follo ing his illness and if he ishes to visit a hill station or any other suitable place.*'.1 1%. monthsK active service L b3 i3 ii3 iii3 either ithout any breakM or ith a break not e/ceeding + days at a time.2 The concession may be permitted to the eligible employee hen he proceeds on leave of any kind.1. Ho ever part<time employees./ :9 >. The claim for $C# may also be considered on merits granted e/traordinary leave for specified reasons. Temporary employees ho have completed at least ). for the purpose of medical facilities and leave fare concession. not e/ceeding )( days in a calendar year. if he has not already done so.DF2<1. 269 .244-7 -<4. hose orking hours are less than > hours per eek ill not be eligible for this facility.1 LEA#E FARE CONCESSION E.(G>+3 The concession is available to a3 5ermanent full time employees including domestic servants provided they have completed at least (( monthsK active service. The employeeKs spouse.CHAPTER 1% LEA#E FARE CONCESSION$ENCASHMENT OF LEA#E 1%. ho ever.. 1%. provided he/she does not have any member of the family in respect of hom he/she can claim the $eave Care #oncession. There is no restriction as to the minimum number of days of leave to be taken for the purpose. .. should furnish a domicile to the -ank.

9TT$9M97T 8T8.b. & male employee ill be eligible to claim reimbursement under leave fare concession in respect of his ife and children. the concession ill be admissible to the family on the scale admissible to the husband or the ife and not both.237 .m.). 270 .).% C:<<-3.:A-.2.G. or the aggregate income of both the parents e/ceeds Rs.1. if both husband and ife avail themselves of the leave fare concession together. 7o e/penses ill be payable in respect of the servant. unless it is specifically provided. Married son ho is holly dependent and not gainfully employed ill fall under the definition of family for the above purposes.==*/< p. c. there should not be t o payments by both the employers in respect of the same "ourney. The e/pression Kchildren holly dependentK ill mean children ho are not gainfully employed but ill not include married daughters. #larifications i3 If an employee and his ife are employed in the -ank. Ho ever. the family including the husband and ife taken together ill not be eligible for leave fare concession more than once in the relative period of leave fare concession. although each ill be entitled to leave fare concession in his/her o n right.1. (=. If husband and ife are orking in different banks. each of them can avail of Home Travel/$eave Travel #oncession separately for different "ourney.-8 =A -<4. In case here the more than one brother and/or unmarried sister are serving in the bank at different places and their parents are dependent on them only one employee 2brother or unmarried sister3 ill be entitled to the benefit of leave fare concession in respect of his/her dependent parents. In case each spouse prefers to avail leave fare concession in his/her o n right.A $eave Care #oncession may be availed of by the orkmanKs family for travel ithout attendance of the orkman on either "ourney provided the period bet een the date of commencement of "ourney and the return "ourney by the family and the date on hich the employee himself commences his "ourney does not e/ceed four months. Curther.237 92<1.==*/< p.==*/< p. The term holly dependent children/parent shall mean such member of the family having a monthly income not e/ceeding Rs. 1%. but daughter<in<la ill not be covered under the definition of family. /: 7199-0-3/ 4.-<-3/ :9 H:603-A =A -<4. & married female employee may include her natural parents or parents<in<la under the definition of family < but not both < provided that the parents/parents<in<la are ordinarily residing ith and holly dependent on her. both the parents shall not be considered as holly dependent on the employee. If the income of one of the parents e/ceeds Rs. %n e/piry of such period of four months any leave fare concession not availed of by the employee himself 2unless in the meantime his leave is refused by the -ank3 or his family ill lapse.:A-.18 92<1. &ge of a family member ill not be a factor to decide his/her dependence on an employee.3 ii3 iii3 iv3 v3 vi3 vii3 1%.m.m.). even if she is gainfully employed else here.(G?.6 T02@-. only one of them ould be entitled to claim leave fare concession in respect of their dependent children but the ife ill not be eligible for leave fare concession in respect of any other dependent e/cept for her dependent parents. 2.A (PER&IR&1(&1 )() The orkman and/or members of his family may visit the same place or different places of their choice ithin the permissible distance.

In the case of subordinate employees. the ma/imum permissible distance shall be . 2%ption should be given by all employees for 2a3 or 2b3 above on the format as per &nne/ure (=. from his place of posting to the designated places on leave fare concession or the actual amount spent by the children hichever is lo er.. Cor availment of leave fare concession under a .(3 b3 c3 d3 The restriction of ma/imum distance ill not be applicable in cases here an employee avails of $C# for travel to his place of domicile on a biennial basis. sub"ect to the usual terms and conditions.2. ill. -hutan. /.1.-7 237 4-0<1881=. 5akistan..#L(?+L(G?)3 In case of an employee ho may have to keep his children outside the place of posting for their education 2because of lack of facilities3 the e/penses incurred on account of the children may be reimbursed in terms of his eligibility.1. It is clarified that e/penses on travel to foreign land. e3 If leave fare concession is not availed of during any particular block.6. ho ever. leave fare concession payable ill be the actual return rail ay fare or steamer fare incurred by the orkman and members of his family sub"ect to the follo ingL a3 Cor availment of leave fare concession under a ) year block for visit to any place ithin India. It is not desirable to e/tend the facility of carry<over of $eave Care #oncession to the & ard staff beyond the biennial/:uadrennial period as according to the e/tant instructions all the staff members are e/pected to advise their leave programmes in the month of January every year. &n employee may.A 3:/ 0-817135 2/ /..718/23. This provision.8 2/ >.2@21. if it falls in the circuitous route adopted by an employee to go to his home to n or designated place. 2.1. ho ever.2.#L(?+L(G?)3 .(--. Cor non< subordinate staff. a tendency ill develop to apply for leave for 271 .10. etc. 259RLIRL'?L(GG(3 5lace of ork ill also include a place here an employee may be deputed for duty. for subordinate staff and (+=* km.2. !ith effect from )nd June )**=. &part from this. year block for visit to any place in India.20 CDO$P * HRD-IR$1)$2''%-'6 D2/-7 '(-'(-2''%). apply for concession in respect of the employee only.taff L 5lace of 8omicile in 7epal. -hutan. a3 The dependent parents..=** km.ubordinate . it should not ordinarily be carried for ard. claim $C# in respect of dependent parents not ordinarily residing ith him by giving a suitable declaration and satisfactory evidence of such dependence. can be reimbursed to him ithin the frame ork of the provisions mentioned above..1%. provided the employeeKs designated place is any here in India and he actually visits the place so designated.#L=(L(G?)3 b3 c3 1%.92. hose domicile is situated in 5akistan.1.1/A <2A =. the ma/imum permissible distance shall be ))=* km. sub"ect to the permissible distance. for subordinate staff and '=** km.( F2<1. for non<subordinate staff.:9 >:0? 59RLIRL'?L(GG(3 The family of the employee although permitted to travel separately hile availing of $C# facility are also re:uired to commence their "ourney ithin the biennial/:uadrennial period applicable to him/her.) I3/-0@2.-<4. shall ordinarily reside ith the employee to be eligible for availment of $C#.:A--D8 4. 7epal the concession payable ill be restricted to the fare from his place of ork to the place on the Indian border nearest to his place of domicile.

Illustration<( 9mployee<D prior to (.(G+? iii3 iv3 9mployees ho "oined the -ank on or after (. 9mployees promoted to officersK cadre L The e/isting block of biennial/:uadrennial period in & ard staff cadre promotion to %fficersK cadre.*=..' of -ipartite .++ triennial period L availed on (+.(G?( 2i3 2ii3 2iii3 triennial period L not availed triennial period L availed on (>. 2&8ML(>)GG 8T8.(*.1' E3/1/.(G+G the ne biennial/:uadrennial period ill commence from the e/piry of the current biennial/triennial period.(*.(G+? L *.(G?* &vailed in 7ovember.920. (G+= &vailed in &pril (G+? 7ot availed till *(. ill continue even after 1%.availment of $eave Care #oncession at the time of e/piry thereof.*=.ettlement dated )?th 7ovember (GG+ and in partial modification of 5aragraph )'2v3 272 .*=.1.*(.-7 . 2..*(.*(. the -ranch Manager should call for applications for leave from employees for availing leave fare concession so as to grant the leave in a phased manner before e/piry of relative biennial/:uadrennial period. 1%.*(.*=.:.(G+> *=.#L)(L(G?*3 !here an employee has already availed of the $C# prior to (.(G+G ill start from the e/piry of the last biennial/triennial period 2as indicated belo 3 if he has not availed of the $C#.(*.*=.(G?* The biennial/:uadrennial period ill start from *=.(G+= L *>.(G?'3 f3 5rogramming of leave fare concession2.(G+G.(G+> L *.*(.eptember (G?.. )>.ettlement dated (+th .-881:3 =..(*.(G+? L *>.+G The biennial/:uadrennial period ill start from +.*(.-2@.ettlement dated (Gth %ctober (G>>.(*. L *.(G+? *=.*=.(*..*=. This ould obviate large scale absenteeism at any one time during the year. 5aragraph ) of the -ipartite . the biennial/:uadrennial period shall commence from the date of their appointment.(G+G %ption L Triennial &ppointed on *+.? The biennial/:uadrennial period for the purpose of $eave Care #oncession of an employee ho as in service on (..(G+= *+. paragraph D2)3 of -ipartite .(G+) L *>.:3.288 In supersession of paragraph (*.*G.(G+? *+.(G+.1...(.#L''L(G>?3 ith a vie of obtaining e/tension &t the beginning of each year.(G?( Illustration<) 9mployee<F %ption L -iennial &ppointed on *=. i3 ii3 C:<46/2/1:3 :9 .

ii3 iii3 1%.+.** per km.1.1.).)**'3 1%.9TT$9M97T 8&T98 ). 259RLIRL'L(GG=<(GG>3 9ffective from )nd June )**=..:9 /02@-. 2e<circular #8%/5 0 HR8<IR/(?/)**=<*> 8ated *+<*+<)**=3 273 . 5rovided here the employee and/or members of his family travel actually by &#<II Tier class by mail/e/press train 2including Ra"dhani and . service charges paid to travel agents for reserving accommodation are not reimbursed by the -ank.1! M:7.12 C:3. hichever is higher.>. by the lo est cabin class or appropriate class e:uivalent to the fares payable by first class by train. reimbursement ill be made in full in respect of his children provided the concessionary fares en"oyed by them do not e/ceed the normal fares they ould have had to pay for travelling to the designated place. shall be as follo s L 2e<circular #8%/5 0 HR8<IR/(?/)**=<*> 8ated *+<*+<)**=3..-881=.13 P. hichever is less. 420/. ho ever. If an employee travels ith his family beyond the designated place/place of domicile. and hen break of "ourney is involved at a number of stations enroute.leeper class fare for the "ourney by mail/e/press train or third class fare by steamer 2lo est cabin class 3 B i3 N:3-86=:07132/. on duty/leave fare concession he shall be reimbursed actual road mileage costs or Rs. provided such breaks are inevitable and considered necessary. here an employee has to travel on duty/$C# bet een t o places not connected or partly connected by rail or steamer.1.>2A8 -/. If the travel is by steamer . these ill be reimbursed to him in addition to his other entitlements. 92. the concessionary fare by entitled class/ mode of travel should be taken into account for the purpose of arriving at entitlement 2#8%/IR/'()? dated +.of -ipartite . hichever is less.1.ettlement dated '(st %ctober (G+G.S/299 & Cirst class fare for the "ourney by mail/e/press train..11 R-8-0@2/1:3$=-0/. 29I4HTH -I5&RTIT9 .2. 1%.1... the employee ill be reimbursed the actual &#<II tier class fare incurred for the admissible distance.:9 7-8/132/1:3 2. the class of fare to the members of his family ould be entitled.tate Transport in respect of their children hile on leave fare concession.=A 0:27 :3. 5rovided further that here the employee and/or members of his family undertake travel by air either to his place of domicile or to any other place for rest and recuperation ithin India.A =A 0:27$ /0213$8/-2<-0 -/. A S6=:07132/. 9mployees are permitted to avail themselves of concessionary facilities e/tended by Indian &irlines/Rail ays/. The employee ill.hatabdi 9/press trains3. he shall be entitled to be reimbursed the actual air fare so incurred or the &#<II Tier class fare by train by a direct route in case of travel to place of domicile or to the e/tent of the ma/imum admissible distance in case of travel to any other place for rest and recuperation.-881:32.13-8$R21. Ho ever. .S/299 & hich the orkman and .)**=3 1%.205-8 In case of a "ourney by train if an employee incurs any reservation or sleeping berth charges.1/1-8 -G/-37-7 =A I37123 A10.. have to bear the additional travelling e/penses for himself and his ife as ell as other members of his family 2e/cept his children3. In case of senior citizen dependents.A.

the e/penses incurred may be treated at par ith "ourney by bullock cart/pony/camel/ferry boat.1% C:3@-A23. Cor the purpose of this sub<clause travel by any approved mode of surface transport ould mean such travel undertaken through any public transport or transport 2including ta/i3 operated by agencies/tour operators approved by appropriate 4overnment authorities. from residence to nearest rail ay station/bus stand/docks and vice versa as also similar e/penses at the place of destination shall be reimbursed under leave fare concession facility ithin the overall entitlement of the employee. than the class to hich he is entitled to. steamer. hichever is less. the -ank may reimburse the employee full fares for the "ourney of such children by the class to hich the b3 274 . 1%. !here an employee has to face difficulties in getting bookings by train by the shortest route hile availing leave fare concession. Journey by bullock<cart/pony ill be reimbursed at Rs. reimbursement by a convenient route hich is considered shortest in point of time though it may be little costlier than the shortest route in terms of distance.imilarly K5ithuK charges 2charges for carrying children etc. b3 c3 d3 e3 f3 1%.m.=* per k.1. &n employee may travel by a higher or lo er class by train and/or by air. an employee and/or members of his family.m. a3 5rovided further that here the employee and/or members of his family undertake travel by air either to his place of domicile or to any other place for rest and recuperation ithin India. 259RLIRL'?L(GG(3 .16 a3 C. may be permitted..ettlement dated )+th March )***. ithin the overall entitlement of the employee.:> %$12 A-208 :9 25!here children belo the age of = years are charged bus fare.205-8 259RLIRL'?L(GG(3 #onveyance e/penses ithin the prescribed rates 2viz. hen availing leave fare concession may undertake travel by any mode of surface transport bet een places not connected by train or partly connected by train and the employee ill be eligible to claim in respect of such "ourney his actual e/penditure or the notional train fare by the entitled class for the distance so travelled. or bus link.In supersession of 5aragraph >2v3 of the -ipartite . In such cases..70-3 =-.(. !here the children belo the age of () years are charged bus fares. The e/penses ill be reimbursed sub"ect to production of satisfactory evidence in respect of such "ourney to the nearest rail ay station/steamer halt/bus link ith a ma/imum of Rs.m.** per k.m.ettlement dated (>th July (GG( and in partial modification of 5aragraph (G of -ipartite .=* per k. ithin his overall entitlement. ). (. Rs..3.1.1. he shall be entitled to be reimbursed the actual air fare so incurred or the &#<II Tier class fare by train by a direct route in case of travel to place of domicile or to the e/tent of the ma/imum admissible distance in case of travel to any other place for rest and recuperation.. hichever is less. the -ank may reimburse an employee train fare for the "ourney of such children by the class to hich he is entitled upto the permissible distance or actual bus fare incurred or road mileage P Rs. on the back of men3 incurred by employees hile availing this concession are paid provided such charges are ithin the permissible limits. cover a longer or shorter distance hile availing himself of leave fare concession. provided evidence is produced in respect of "ourney to the nearest rail ay.).** per k. !hen "ourneys are perforced to be undertaken on 8oli/8andi in absence of other modes of transport like rail/steamer/bus service. he ill be eligible to claim actual e/penditure provided it is less than or e:uivalent to the notional fare by his entitled class. hichever is less.

The car/ta/i should be hired through a travel agency approved by the -ank for this purpose at a centre here an approved travel agency is operating.m. 1%. ). a copy of trip<sheet.3. as the case may be. beyond doubt. may be permitted to undertake "ourneys in connection ith leave fare concession by ta/i/hired car 2non &/#. 1%.The "ourney may be performed by a non<subordinate staff in o n car 2non &/#3. provided the rates charged are e:ual to/less than those charged by the approved travel agency. the actual e/penses incurred may be reimbursed ithin the over all entitlement of the employee.:4/-0 !here a orkman employee travels by Helicopter . hichever is less. !here an employee undertakes "ourney ith the prior approval by a car/ta/i. T02@-.1. he may be reimbursed the eligible train fare for the actual distance bet een the t o places. the employee should seek prior ritten permission from the -ranch Manager for undertaking the "ourney by o n car 2non &/#. Cor the limited purpose of permitting "ourneys by ta/i or hired car hile availing $eave Care #oncession facility.e. in fact.ervices bet een Jammu 0 6aishno 8evi. the -ank may reimburse an employee train fare for the "ourney of such children by the class to hich he is entitled upto the permissible distance or the actual air fare incurred or road mileage P Rs. =A . as the case may be. It should be ensured that prior permission to travel by hired car/ta/i has been taken and bills scrutinised appropriately.1. ). !hile submitting the travelling e/penses bill.3. #larification The term Kfull Train CareK in this conte/t employee.1) T02@-. (st class fare upto (+=*/'=** kms.1.-.** per k.20 & member of clerical staff. ith prior approval of the #ontrolling &uthority. c3 ould be half the adult fare of the entitled class of the If the place of destination is not accessible by train or steamer and such children undertake "ourney by air. In such a case. it ill be in order to pay the actuals ithin his overall entitlement i. i. The "ourney may also be undertaken by a registered ta/i. =A /2G1$.uch reimbursement ill not be allo ed in respect of travel by a hired scooter/motor cycle.** per k. In such cases reimbursement ill be made as if the "ourney had been performed by rail by the entitled class. =A :>3 .20$8. that the concerned employee. the term A#ontrolling &uthorityA may be taken to mean -ranch Manager or &ssistant 4eneral/#hief Manager 2office administration3 in case of administrative offices.e. had. Ho ever. & member of non< subordinate staff may perform the "ourney on his o n scooter/motor cycle and he ill be reimbursed the actual petrol and oil charges incurred by him ithin the permissible limits.. Members of subordinate staff are not permitted to travel by Ta/i/hired car under leave fare concession.employee is entitled upto the permissible distance or the actual bus fare incurred or road mileage P Rs.10-7 . duly signed by the ta/i operator should be enclosed.m.A.1(. travelled and incurred the e/penditure as claimed in relative bill. The sanctioning authority should satisfy himself.1. 1%.1 T02@-. 7ight halt charges for undertaking the "ourney by ta/i are not payable to employees hile availing leave fare concession even if it falls ithin the overall entitlement. . first class fare upto (+=*/'=** kms. 275 . hichever is less. at a centre here no approved travel agency is operating.::/-0$<:/:0 .

he may travel under season/zone/circular tickets issued by the rail ay authorities. the employee ill have the option to travel by one of these routes and ill be paid accordingly.1%.9TT$9M97T 8T8. the claim for reimbursement for unauthenticated "ourney may be re"ected.-. ii3 iii3 a3 b3 c3 1%. reimbursement in respect of e/penses on travel.10. 1%. it is open to them to choose the home to n of the husband/ ife or home to n of the parents of the husband/ ife or an entirely different place consistent ith the norms... Ho ever. more than one direct or regular route is available.H:603-A Cor the purpose of availment of leave fare concession the employee shall produce satisfactory evidence of actual e/penditure incurred either by ay of tickets or money receipts for both on ard and return "ourneys giving full details. even to a foreign land.20 0:6/-8 &n employee. Cemale employees may. '(. he may travel ith a sight seeing tour arranged by travel agent/company for any distance. 4.1. it ill be in order to entertain the claim provided the cost payable by the -ank is restricted to the admissible cost by the permitted class of travel for the permissible distance.23./1:38 2. !hile proceeding to a place other than that of his domicile. hich should be the same place for both of them.23 M18. &s long as the place to be visited by the employee is any here in India and he actually visits the place. The reimbursement ill be made e/clusive of lodging/boarding e/penses and only on production of satisfactory evidence.There is no provision to allo a ard staff employees to change their place of domicile.:0/ @181/8 237 .6. hile proceeding to his place of domicile ill be paid the fare for a direct or regular route and not that for any circuitous route. more than once. it ill be in order to allo the claim for the return/on ard "ourney for hich receipts are not produced.. ho ever.:9 7:<1. 276 .ub"ect to the total amount payable by the -ank not e/ceeding the cost the employee ould have incurred in travelling by the entitled class upto the place of domicile or the permissible distance as the case may be and in case of travel by train/bus the break of "ourney being permitted only hen the places of halt falls enroute. local sight<seeing tours arranged after reaching the destination are not permissible even though the total cost does not e/ceed the permissible limit of e/penditure.2.1./ 237 .23-:68 138/06. the couple ill need to be treated as single family unit and allo ed to declare only one place to be their home to n. here. If cash/money receipts are produced either for the on ard "ourney or for return "ourney only. ho ever.hort visits to one or more places several times from a central point to cover the permissible distances are not permitted..2' i3 D10-.1. In making the declaration. sub"ect to the limits laid do n above. 1%.(G>+3 1%. if it falls in a circuitous route. the employee ill be eligible for the follo ing facilities in connection ith the availment of leave fare concession.'. may be made. !here the husband and ife are both in the -ank1s service. if an employee visiting 7orth/. to have a central place here he has to return for proceeding to other centres.1 P0::9 86=<1//-7 9:0 8135.21 S. an employee may travel by any route at his option sub"ect to the limit of distance and not necessarily by the most direct route.2.1. as notified to the -ank at the time of "oining. . be permitted to do so after marriage.1. if the reasons adduced for not rendering a cash receipt therefor are satisfactory.22 P. If he fails to do so. by the lo est class.outh/9ast/!est is re:uired for the sake of convenience.1.-3/02.

A A#ertified that the fares claimed by me for dependent parents have not been claimed by my brother2s3 and/or sister2s3 orking at other office2s3/branch2s3 of the -ank.... In case the advance on account of $C#.. is not ad"usted ithin one month from the date of reporting to the place of duty.. the amount together ith interest at a penal rate of )I above . ask the employee to give satisfactory evidence by sho ing the tickets/reservation tickets before/after the "ourney.1%... at its discretion.. here it is not necessary to surrender tickets at the destination./:0A -@17-3.2! a3 b3 i3 G023/ :9 27@23..2i3 a3 b3 c3 d3 e3 f3 2ii3 Till such time the Rail ay -oard decides to issue money receipts...-$86=<1881:3 :9 =1.. a signed certificate by the employee.1. .. -/.2 S2/1892. &s satisfactory evidence.. ii3 277 .. #ertificates as under.. furnishing the follo ing particulars should be obtained L .. hich the -ank may re:uire to consider reimbursement in such cases. may be granted t o months prior to the date of "ourney sub"ect to the follo ing conditions.-&R..8. The -ill should contain a suitable e/planation for non<production of the receipts etc... strict and prompt action should be taken in conformity ith the .ubmission of false bills is a fraud and in such cases.erial number of the ticket 8ate of purchase 8ate of "ourney Issuing station &mount 8estination &ny other matter.. 2iii3 2iv3 1%. The -ank may. The advance for the cost of fares for both on ard and return "ourneys is payable to the employee on submitting an application form as per specimen 2&nne/ure<(=.)3 The advance for purchase of rail tickets by orkmen staff. depending on the amount involved.ervice Rules.. the employees may also be re:uired to sho the tickets before commencement of the "ourney and submit the reservation tickets at the time of submission of bills. Rela/ation in deserving cases for recovery of the interest may be made only ith the permission of the undernoted authorities.1..-&R from the date the advance as taken ill be recovered from the salary of the employee concerned in a ma/imum of ' instalments... should be obtained in respect of leave fare concession e/tended to dependent parents L AI certify that my parents for hom I have claimed reimbursement of travelling e/penses as detailed above are dependent on me and that their present monthly income is Rs. The employee should produce evidence of having purchased the tickets ithin + days of availing the advance failing hich the advance shall be recoverable ith interest at )I above .23..

:A-7 13 /.:A--8 &ll part time employees in the service of the bank as on '(. there is absolutely no reason to sho leniency in cases of frauds.-881:3 & .. 4eneral Manager of the module 4eneral Manager concerned The above action ill be taken ithout any pre"udice to the -ankKs right to initiate suitable disciplinary proceedings here ilful neglect in submitting the bills in time or ilful intention to misutilise the amounts far in e/cess of the actual re:uirements is observed.2% P20/ /1<.=. dra ing scale ages and fi/ed ages have been converted into full scale of pay by *(.-<4. Ender no circumstances. & more lenient vie also is being taken hen cases come to light of a group of employees committing similar offences. .1..().*>. for small amounts are treated leniently by the -ank. be advanced any salary 5reventive vigilance 2&8ML(G'*>L 8T8. . The mistaken impression hich might have gained currency that frauds of the nature referred to herein or embezzlements. 1%.taff orking at &uthority to aive recovery of interest a3 b3 -ranches 0 Honal %ffices 8epartments of $ocal Head %ffice 8y. the same yardstick is applied in subse:uent individual cases also.ubmission of false bills is sometimes treated as a minor and routine misconduct and conse:uently the ma/imum punishment inflicted is the cancellation of one/t o increments. Curther. ii3 iii3 iv3 iv3 1%.anctioning authorities should.. %nce a lenient vie has been taken in such group cases. unless there are specific circumstances in a particular case to arrant a lenient vie being taken.B23? (5&L#IRL). It is relatively easy to obtain false ta/i receipts and the sanctioning authorities had approved of such bills ithout verifying the genuineness of such receipts.68=237$>19. as a matter of policy..26 L-2@. the erring employees have been allo ed to repay the money in instalments over a period of several months.-<4.(G?*3 It is observed that case of submission of fraudulent leave travel concession bills supported by false rail ay/ta/i receipts are coming to light ith steadily increasing fre:uency.920. ).*. !e reiterate that there is no fi/ed or agreed scale of punishment like cancellation of one or t o increments and in cases of frauds.L 8T8. ill.=. they ill be governed by the same terms and conditions applicable for $eave fare facility to full time scale of ages staff in subordinate cadre.. In case of any doubt of the genuineness of such receipts. if necessary. iii3 c3 i3 &n employee availing himself of the $C# falling due during his/her leave period. e/ercise greater care hile passing such bills. should they part ith the bills/receipts hich are suspected to be false. This has evidently led to a strong feeling among the employees that the ma/imum punishment that ill be inflicted is the stoppage of one/t o increments.(G?'3 278 .:3. refer to their controlling authority or seek the assistance of the #ircle 6igilance %fficer in doing so. therefore. ). ould need to be corrected. cessation of service has to be the result. they must make thorough en:uiries and.1. etc.*=. They should be alert particularly hen they notice a large number of employees submitting similar bills/bills accompanied by receipts issued by the same travel agent or any other similar suspicious circumstances. if he/she so re:uests. It is also observed that the amounts fraudulently received by the employees are not immediately recovered from them hen the frauds come to lightM in fact.

The facility of encashment of privilege leave hile availing of $eave Care #oncession is also available hile encashing the facility of $C#. days./1:3135 26/. as the case may be.. &n employee opting to encash his $C# shall prefer the claim for himself and his family members only once during the block/term in hich such encashment is availed of.0-.8 The bills of travelling e/penses submitted by members of a ard staff ho avail themselves of $C# ill be sanctioned by the -ranch Manager for employees orking in -ranches and by the #hief Manager 2%ffice &dministration3/&stt. hether the actual fare may be reimbursed. a suitable note is made in the employeeKs service record as ell as in his/her leave record.. 1%.:01/A 9:0 4288135 LFC$HTC =1. year block3 by the entitled class. The option so e/ercised shall be irrevocable for the block concerned.:07 %n each occasion.The procedure for obtention of a certificate from a lady employee to the effect that her husband had not himself availed of Home Travel #oncession/ $eave Care #oncession from his employer has been e/amined. the family including the husband and ife taken together ill not be eligible for the concession more than once in the relative period. Ho ever.1.1.3' S23. It is clarified that if both husband and ife are orking in different banks.2 N:/135 13 8-0@1. years. Ho ever. even if the route taken is not the shortest in vie of the difficulties faced by the employee. ho ever that an employee so encashing the facility of leave fare concession shall proceed on leave for a minimum period of . the head:uarter or the designated place cannot be touched more than once because as soon as one reaches designated place/place of domicile/head:uarter.taffA avails himself of the concession. the "ourney is terminated and cannot be revived.2( & :uestion is often raised that here direct bookings/bogies/trains are available bet een t o places. sub"ect to deduction of admissible ta/ at source. The matter has been e/amined and it has been decided that here an employee has to face difficulties in getting bookings by train by the shortest route hile availing leave fare concession. 4eneral Manager for Honal %ffice/$ocal Head %ffice employees respectively. an employee can either undertake travel availing of leave fare concession and claim reimbursement upto his entitlement or to encash the facility for the concerned block. 1%.1. -y e/ercising an option anytime during a block of ) years or . 1%. !here the husband and ife are both orking in our bank. 279 .31 ENCASHMENT OF LEA#E FARE CONCESSION FACILIT" 2e<circular #8%/5 0 HR8<IR/(?/)**=<*> 8ated *+<*+<)**=3.1. reimbursement by a convenient route hich is considered shortest in point of time though it may be little costlier than the shortest route in terms distance may be permitted. 5rovided.1.2) The e/penditure incurred in visiting places enroute ith deviations touching the same place more than once < could be permitted ithin overall entitlement. he ill be entitled to receive a lumpsum e:uivalent to +=I of notional train fare for the admissible distance 2depending on a ) year or . each of them can avail of Home Travel/$eave Travel #oncession separately for different "ourneys. $eave Care #oncession for travel to place of domicile is not encashable. a member of the A& ard . 1%. although each ill be entitled to home travel concession/leave fare concession in his/her o n right. %n opting to encash the facility. 1%. there should not be t o payments by both the employers in respect of the same "ourney.

1%.(*.9TT$9M97T 8T8.. 7ote L !here an employee has resigned/resigns on or after *(. 5ayment of salary to the legal heirs for the leave accrued to an employee at the time of his death.2.().*= .alary/!agesA for the purpose of bonus.)**(..*>..( 280 .dra ing scale ages and fi/ed ages has been converted into full scale of pay on *(.* days. '(. the special allo ances dra n as locum tenens ho ever.*.28. %n no account. years for the purpose of leave encashment hile availing of leave fare concession ill be counted from (.<-<=-08 :9 /. notional House Rent &llo ance shall be taken into consideration for the purpose of leave encashment 2&nne/ure (=.2.20.6 1%. 9ncashment of privilege leave hile proceeding on leave fare concession shall be permitted for availment of $C# under ) year block < ma/imum (= days either in each block or '* days in one block.3. pro<rata leave for availing leave encashment should be sanctioned. hile in service. The span of )/. year block < ma/imum '* days.1%.2 &ll part time employees in the service of the bank as on '(.1. he may be paid a sum e:uivalent to the emoluments in respect of privilege leave to the e/tent of half of such leave to his credit on the date of cessation of service sub"ect to the ma/imum of ()* days.! & month ill be treated as '* days for the purpose of encashment. !hen the employeeKs family members alone avail of leave fare concession employee is not availing it.1/1-8 :9 -3.2. they ill be governed by the same terms and conditions applicable for encashment of $eave fare facility to full time scale of ages menial staff in subordinate cadre..2.(G+G or from the date of "oining the service hichever is later...3 1%. Cor this purpose. The amount earned by encashment of leave is not to be treated as A.*.4-0<1//-7 /: /. hile availing of $eave fare concession is also d3 7oteL !here an employee has resigned on or after (. not e/ceeding ). the facility of leave encashment ill not be available. 1%.(G+G 59RLIRL)+L(GG*3 T.)**(. &n employee ho is permitted to encash privilege leave should be paid the usual salary and allo ances for the month in hich he is availing leave fare concession.1 a3 b3 c3 ENCASHMENT OF PRI#ILEGE LEA#E 2.. Temporary employees are not eligible for this facility.(*. hile the 1%.637-03:/-7 92.2>207 8/299. he may be paid a sum e:uivalent to the emoluments of leave to his credit on the date of cessation of service sub"ect to the ma/imum of ()* days.2.2 1%. &nd for availment of $C# under .2. be e/cluded.2.% 1%. 259RLIR'?L(GG(3 The facility of encashment of privileged leave available hile encashing the facility of $C#.-2@.<-3/ :9 . If the employee is staying in the :uarters provided by the -ank or lease accommodation. after giving due notice. 9ncashment of accumulated privilege leave at the credit of an employee at the time of retirement. after giving due notice.

the female employee ho have travelled along ith her husband under his $eave Care #oncession entitlement from another organization cannot be deemed to have availed of her $. the stipulation may be rela/ed. 4eneral Managers &sstt.pecial -ranches &sstt.1%. 4eneral Manager for the Main/. here legal complications are not foreseen and the salary and allo ances of the deceased employee for the unavailed portion of privilege leave may be paid to the ido on the basis of an indemnity bond ith t o sureties acceptable to the -ank and each good for the amount involved.2. 1%.C. such as . 4eneral Manager 9mployees orking in Honal %ffices 9mployees orking in $ocal Head %ffice/#entral %ffice establishments iii3 iv3 v3 1%. e/cept at the time of retirement. Manager for branches .#. 4eneral Manager 2%ffice &dministration 8ept. The position ould be similar if the employee1s ife is orking in other organization and he travels along ith her under $. years sub"ect to the condition that she either accompanies her husband hen he avails himself of leave fare concession on his o n account or she herself avails of it on her o n.) If the husband and ife are employees of the -ank. Ho ever. 4eneral Manager. The discretion to aive production of legal representation in individual cases and accept indemnity bonds has been delegated to the respective controllers not belo the rank of &sstt.2. &s this ould involve production of the necessary legal claim. 4eneral Managers Respective 8y. This provision ill apply to a married lady employee regardless of hether her husband is an officer or clerk in the -ank. it ill be in order to permit the ife to encash leave once in a period of )/. $etter of &dministration or probate. resulting in considerable hardships to the family of the deceased employee. 4en. 4eneral Managers 9mployees orking at branches headed by the 8y.11 a3 5ayment of salary to the legal heirs for leave accrued to an employee at the time of death 281 . The authorities empo ered to sanction encashment of leave are detailed belo C&#I$ITF &ETH%RITF 9M5%!9R98 T% .#. 1%. The facility of encashment of leave hen husband accompanies his ife on $C# should also be e/tended to him as is being available to the female employee as mentioned above. should be treated as part of salary and income ta/ at the appropriate rate should be deducted at source henever an employee encashes leave at his credit. the salary and allo ance for the period of unavailed privilege leave of the employee is to be paid to his legal heirs.uccession #ertificate. entitlement from the -ank and cannot be permitted to encash privilege leave. In the case of death of an employee. 4eneral Managers Respective 8y. entitlement from that organization.1' 9ncashment of leave.3 at $H%/#entral %ffice i3 ii3 9mployees orking at branches in a region 9mployees orking at branches under the control of 8y.2.&7#TI%7 TH9 C&#I$ITF i3 ii3 8y. 5lace of posting &uthority Respective &sstt.2.C. 4eneral Managers Respective 8y.

have revised the ceiling on ta/ e/emption for cash e:uivalent of leave salary in respect of period of earned leave at the credit of the employees ho retire.. 4eneral Manager for staff posted at Honal %ffice and for special branches directly under his control.). iv3 b3 9ncashment of accumulated leave at the credit of an employee at the time of retirement 9ncashment of privilege leave upto a ma/imum limit of '*/(= days.28. 1%. hile proceeding on leave fare concession.! C200A :@-0 :9 LFC$L-2@. &stt.135 9:0 -G-<4/1:3 :9 2<:63/ :9 . leave for availing the facility should not be re"ected under any circumstances.(G?+3 #arry over of $C#/$eave 9ncashment facility is not permissible to a ard staff employees. Therefore.*.12 C-1./) years. a suitable note should be made in the employeeKs service record as ell as in his leave record. once in .20A 4overnment of India vide their e/traordinary gazette notification dated the )+th 7ovember.3 RECORD OF LEA#E ENCASHMENT %n each occasion an employee avails of $C# and leave encashment. 282 . (GG?.***/< 1%.<-3/ 259RLIRL+?=(L8T8. (GG+ to Rs. after the (st day of July.-2@. c3 -ranch Manager/Manager of a 8ivision/8epartmental Heads at &dministrative %ffices ho are sanctioning authorities for leave/ fare concession. iii3 8y.82.under his control. 1%. hether on superannuation or other ise. (+.E3.). 4eneral Manager 2%ffice &dministration3 for staff orking in $ocal Head %ffice/#entral %ffice &s per 2a3 above.2.

...............I%7 This is to record that I shall avail myself of the leave fare concession once in t o/four yearsO on the terms and conditions agreed to bet een the &ll India ............................. 8ate L 8ear ...... ......... 2....... Fours faithfully.. -ranch/8epartment. 7ame ..ignature3 O 8elete hichever is not applicable 283 ...1 The -ranch Manager/&sstt...taff Cederation and the -ank......ANNEXURE-1%.... 8esignation....tate -ank of India....... ..........ir........................... $9&69 C&R9 #%7#9..... 4eneral Manager..tate -ank of India .

........... ................+=*/'.......................... days from ................................... as last availed of........ )==*/< ...... 7ame &ge Relationship Care <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<< %n my return "ourney I shall be accompanied by the same members of my family......=** kilometres in each direction3 I detail hereunder the names of my family members 2i.............. of . for rest and recuperation... The actual cost of the fares is also detailed............ 2.......... In the event of my failure to submit the bill the amount of advance may be recovered from my salary and allo ances.. kilometres from my place of duty......... 8ate hen leave fare concession 8esignation L ...ervice ........ Their income is not more than Rs....... to as per your Memorandum 7o.................................. hich is my place of domicile and hich is ..............ubmitted through................................. 4eneral Manager 8ate L............................... children and parents3 ho are holly dependent on me and ill accompany me to the abovementioned place......... and in case of any change I shall advise the -ank... ... I undertake to produce the tickets/cash receipts and to submit my bills for the concession........... ..............tate -ank of India.. -ranch L ........................................... 2..............I%7 I have been granted leave for ...................... ......... 27...................e........ 5lease make necessary arrangements for advance payment of the cost of fares.........3 &55$I#&TI%7 C%R 4R&7T %C &86&7#9 C&R9 C%R $9&69 C&R9 #%7#9...-.................... 8epartment L..ignature L . in terms of the rules in force...... ife......................ANNEXURE-1%.......................... In case of travel other than to the 5lace of domicile in India.. .. ithin (= days of the resumption of my duties.... The total amount of advance re:uired Rs.................................... payment is restricted to a "ourney of (. I also certify that my parent2s3 is/are holly dependent on me and he/she/they has/have no independent source of income................. Cull 7ame L ......................... I intend to visit .... Remarks if any........ignature of 9mployee3 284 ........... I declare that the above information is correct.2 The -ranch Manager/&sst.....

....... ife.........mt.... days leave from .. In case of employees hose brother or brothers and/or unmarried sister2s3 are employees of the -ank and are serving at different branches and hose parents are dependent on them......... >... ... an employee may travel by any route at his/her option sub"ect to the limit of the distance and not necessarily by most direct route. He/...........hri/. only one of the employees concerned ill be entitled to the benefits of leave fare concession in respect of the dependant parents. =............. &ll claims should invariably be supported by #ash Receipts/Rail ay/-us tickets..... 9mployee should submit his/her bill for leave fare concession ithin (= days of resumption of his/her duties. to ...... #laims ithout sufficient proof of "ourney are liable to be re"ected.............................. the employee ill have option to travel by any one of these routes and ill be paid accordingly.... In this connection please refer ....... even though the latter may be gainfully employed else here.. ill be recovered from his/her salary and allo ances......... ............ In case of travel to the place of domicile the employees should travel by the direct or regular route and not by circuitous route......... even if it is less liberal....taff #ircular 7o.... In the event of his/her failure to submit the bill.............. 5lease ensure that all columns in the forms are properly completed......../.. and his/her place of domicile is ..taff availing of $eave Care #oncession ( )............ 9mployees should furnish details of family members 2viz. children. -ranch Manager/Head of 8epartment 7ote of instructions for guidance of ... +.............um.. and cogent reasons therefor........he has not availed of leave fare concession during the current biennial/:uadrennial period... hile claiming benefits under this facility can include their husbands................. more than one direct or regular route is available.. !hile proceeding to a place 2and 7ot number of places for sight<seeing and pilgrimage purposes3......... parents and brother/sister ordinarily residing ith and holly dependant on them3 in respect of hom travelling e/penses are claimed... ho ever....... (+* of (G?)..... '.............................. provided the husbandKs employers do not provide similar facility. the amount of advance... Cemale employees.. Cor this purpose the name of the husbandKs employers should al ays be indicated on the form.....QQ has been granted .. for rest and recuperation other than his/her place of domicile....... if any... the employees should give sufficient... 285 .... !hen receipts are not produced...................... !here.

. ?. 8esignation L QQQQQQQQQQQQQQQQQQQQQQQQQ.. 286 . '.ANNEXURE-1%. G. QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ. 2a3 5lace visited and 2b3 distance in kilometres from place of ork L 2a3 QQQQQQQQQQQQQ. QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ ). ('. QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ. QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ.. 5articulars of the Rail ays/. =. age and relationship of the members of my family abovementioned place 7ame &ge ho accompanied me to the 7ature of Relationship (. The date and time of departure from the place of ork Time QQQQQQQ.. 2b3 QQQQQQQQQQQQ.. .8ate QQQQQQQQ. (). QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ.8ate QQQQQQQQ.... 5. of tickets ticket Total &mount &ctual Care Rs.8ate QQQQQQQQ. +.T&T9 -&7. 7ames. >.. =.I%7 -I$$ (... The date and time of arrival at the place visited Time QQQQQQQ.. The date and time of departure from the place visited Time QQQQQQQ.3 .8ate QQQQQQQQ. of Crom To #lass of Travel Tickets/ money receipt2s3 8ate #ost of each 7o. 7ame L QQQQQQQQQQQQQQQQQQQQQQQQQQQ. 2b3 QQQQQQQQQQQQQ.teamer/-us tickets purchased for the on ard and return "ourneys L 7o.. 8ate of "oining 0 length of service L QQQQQQQQQQQQQQ... %C I78I& $9&69 C&R9 #%7#9. 8epartment/-ranch L QQQQQQQQQQQQQQQQQQQQQQ. ((... 2a3 QQQQQQQQQQQQQQ.. ).. '..... 8ate hen $eave Care #oncession as last availed of L QQQQQQQQ 5eriod of leave 2mention the dates3 L QQQQQQQQQQQQQ 5lace of 2a3 domicile 0 2b3 nearest railhead L QQQQQQQQQQQQ. (*.. The date and time of arrival at the place of ork Time QQQQQQQ.

8ifference of amount payable me/reimbursable to me QQQQQQ. #ertified that the particulars mentioned above are correct and the amount claimed actually spent by me. &lso certified that the fares claimed by me for my dependent parents have not been claimed by my brother2s3 and/or sister2s3 at other office2s3/branch2s3 of the -ank.ignature of the -ranch Manager Head of the 8epartment as 287 .ignature of 9mployee &lso certified that the children and/or parents for hom the e/penses have been claimed are holly dependent on me and that my parents have no independent source of incomeO/their income is not more than Rs. &nd also certified that the place visited by the employee is his/her place of domicile as recorded in our books viz. QQQQQQ. QQQQQQQQQQ . is not in receipt of any leave fare concession facility..ignature of 9mployee &lso certified that my husband. QQQQQQ.. ho is employed at QQQQQQQQQQQQQ. &mount of advance taken by me L on QQQQQQQ Rs.Total RsQQQQQ (=. QQQQQQQQQQ . QQQQQQQQQQQQQQ 2. )==*/<.ignature of 9mployee #ertified that a suitable noting in respect of the employeeKs claim for the leave fare concession has been made in his/her service record and leave record maintained at the 8epartment/-ranch and that he/she has not so far availed of leave fare concession during the current period. 27ame of the place3QQQQQQQQ. QQQQQQQQQQ .

ervice ..... 9ncashment of leave for one month/ . I have been granted ...... days from ......ir..... ..........................alaries and allo ances3..............days in the year . month/ ... 5.......... The amount should be classified under 288 ................! The -ranch/&sstt...................................... 9ntered in the ........................ months and ......... My present monthly emoluments are as under L Rs. of .. . as availed of by me #ertified that the last encashment of leave for one month/......... .... sanctioned........... .....9 %7$F3 5rivilage leave due as on (..(......only3 by debit to -ranch #harges &ccount 2...ubstantive ......................... Q.............. -ranch/8epartment 8ate L 2C%R %CCI#I&$ E................tate -ank of India................heet 9ntered by Head of 8epartment #hecked by . days of leave ith effect from .......alary &cting &llo ance 2In the case of employees holding permanent posts3 House Rent &llo ance 8earness &llo ance #ity #ompensatory &llo ance &d"usting &llo ance 5ersonal &llo ance %ther allo ances 2if any3 Total .... %rdinary leave for ....... -ranch Manager/Head of the 8epartment #alculation in order............... .............. 7ame L 8esignation L -ranch/8epartmentL 8ate L ...... ...................... ..ANNEXURE-1%.. to ....HM97T %C 5RI6I$949 $9&69 I shall be glad if you ill please allo me to encash leave for one month/ days and sanction payment of salary and allo ances for hich I am eligible................ 4eneral Manager. days sanctioned.. 8ear ..... ..................... Fours faithfully......... %ffice &dministration........... 2 3 Recommended for sanction ......... months ......anctioned payment of Rs ........ 97#&... 2Rupees ......... ...)* ... .......... ith the facility of leave fare concession vide $ocal Head %ffice/Regional %ffice/8epartment/-ranch letter 7o......days.. ..... .....

5lace L 8ate L -ranch Manager/Head of the 8epartment 289 .the appropriate heads in the analysis of #harges &ccount Register. 5lease deduct appropriate income ta/.

or aggregate income of both the parents e/ceed Rs.m. 2a3 If the parents / parents<in<la are living separately. both the parents shall not be considered as holly dependent on the employee. The term K holly dependent child/parentK shall mean such members of the family having a monthly income not e/ceeding Rs. The term KparentsK shall include step mother holly dependent on an employee. 16. hose husband is also an employee of the -ank ill not be eligible to claim reimbursement of medical e/penses in respect of her children. #larificationsL i3 & female employee. the parents ho adopt him/her become the legal parents for all intents and purposes. &s such e may reimburse hospitalisation e/penses ithin the ceiling laid do n. & married female employee may include her natural parents or parents<in<la under the definition of KfamilyK < but not both. the claim ill be reduced to the e/tent of his / her spouseKs entitlement under his / her employerKs dispensation. in respect of hom the reimbursement is being claimed. holly dependent unmarried children 2including step children and legally adopted children3 as also parents ordinarily residing ith and holly dependent on the employee. ordinarily reside2s3 ith me and my other brothers and sisters orking in the bank have not claimed/are not claiming reimbursement of such e/pensesA. )==*/< p. If the income of one of the parents e/ceeds Rs. reimbursement of medical e/penses in respect of dependent parent can be claimed by only that employee ith hom the dependent parents ordinarily reside. 2c3 If there are other members earning but they are married daughters. but shall not include step father. unless the children are dependent on her and not on her husband. provided that the parents/parents<in<la are ordinarily residing ith and are holly dependent on her and satisfy the income criteria as stated above. !henever such employees claim reimbursement of medical e/penses incurred in respect of their dependent parents.)==*/< p.A a3 KThe e/pression KfamilyK of an employee shall mean the employeeKs spouse. AI further certify that dependent parent2s3. 2b3 If she is the only earning member in the family.m. she should establish to the satisfaction of the -ank that they are still dependent on her.1. provided no claim of the same bills has been received by the employee or the spouse.1 ELIGIBILIT" Medical facilities as detailed hereunder are available to the employee and his family.1 D-9131/1:3 :9 92<1. In respect of employee ho has been adopted legally.m. b3 c3 d3 ii3 iii3 iv3 290 . !here more than one brother/sister are orking in the -ank. !here the employeeKs spouse is eligible for reimbursement of medical e/penses from his / her employer. they should submit a suitable declaration along ith their application for reimbursement of medical e/penses as given belo . the -ank may consider on merits the claim of the employee for inclusion of parents. )==*/< p. &n employee is eligible to claim reimbursement of medical e/penses on account of spouse irrespective of income dependency.CHAPTER 16 MEDICAL AID AND EXPENSES 16.

taff and the ife is an a ard employee in the -ank. unless it is specifically so provided. ith effect from (st 7ovember.1.1358 In substitution of clause (+ of the bipartite settlement dated )+ th March. may be claimed by the husband under his service rules i.v3 a3 !here both Husband and !ife are orking in the -ank !here the husband is a member of the . provided they are not entitled to similar benefits in their other employment. 16. The age of a family member ill not be a factor to decide his/her dependence on the employee. reimbursement of medical e/penses upto full annual :uota is allo ed in the first year.)***.-<4.1.-<-3 The previous service in the army.A &n employee ho is posted to a difficult and inconvenient centre and ho keeps his children for their education. irrespective of their "oining the service in that year. The principle e:ually applies in case of an employee ho is staying alone at the place of his posting and his family members are not staying ith him at the place of his posting for some convincing reasons. They are also eligible for Improved Medical &id facilities.upervising .2 C. !here both husband and ife are members of the a ard staff it ill be in order to reimburse the medical bills submitted by an employee.:A--8 13 86=:07132/. 16. 16.! N-> 0-. provided there is no balance in the medical aid account of the spouse. 7%T9 L 291 .1. b3 16.061/8 9/penses incurred by ne recruits for medical e/amination at a time of recruitment in the -ank ill be borne by the them.% P20/-/1<..3 E<4. the ife may avail herself of medical facilities as per her entitlement as a ard employees and e/penses incurred by her in e/cess of the amount to hich she is entitled to as an a ard employee.1.70-3$92<1. from the balance available in the employeeKs medical aid account. the reimbursement of medical e/penses under medical aid scheme shall be restricted to an amount of Rs. )**). may be reimbursed ith the medical e/penses to the permissible e/tent for the treatment of his children in the usual manner.6 EG-8-0@1.A 8/2A135 8-4202/-.:A--8 637-0 8684-381:3 & suspended employee may be allo ed reimbursement of medical e/penses pertaining to self or his family on the same terms and conditions as applicable to employees in active service 16.1.( C-1. on account of treatment taken by his/her spouse. +=I of the balance.2705ermanent 5art<time employees dra ing scale ages 2since converted to full scale of ages3 are eligible for medical benefits on the same scale as applicable to full<time employees in the subordinate cadre. In case of ne recruits. 16.e.1.1.(=**/< per annum. outside the place of his posting. in respect of e/<serviceman may be taken into account hile considering their eligibility for higher medical aid from the year (G?=.

2 $ U3231 237 16.1' T0-2/<-3/ 637-0 AA60@-71. riting that he should go to some other medical i3 ii3 iii3 &ll bills from doctors other than -ankKs authorised doctor arising out of contingencies 2ii3 and 2iii3 above should in the first instance. (**I of the approved e/penses for self and +=I in case of family.1.(G>+3 Ma/imum accumulation in Medical &id &ccount The amount of total e/penses from January to 8ecember of each calendar year ill be allo ed to be accumulated so as not to e/ceed.a3 b3 %n the (st January every year the appropriate medical aid permissible ill be credited to the medical aid account of the employee concerned.1 The medical aid and reimbursement of e/penses is permissible for medical treatment under &yurvedic.1. be submitted to the -ankKs authorised doctor. Hakim 2Enani3.iddha and 7aturopathy system of medicine provided such treatment is taken in an institute of reputed/registered medical practitionerKs clinic. '(.((./:0 a3 &uthorised 8octors have been appointed at most of the offices of the -ank and are available to the employees for consultation. the necessity or treatment by an outside doctor to the satisfaction of the authorised doctor and the -ranch Manager. c3 & register as per pro forma given at &nne/ure (>.1. Homoeopathic or &llopathic 8octor. 16. N2/60:42/.(?. It ill be in order to reimburse the medical bills relating to the treatment of an employeeKs family members by any :ualified doctor. Enani. including the usual charges levied by the doctor. here available. 6aidya 2&yurvedic3. &n employee is entitled to receive medical reimbursement for attendance and treatment by a medical practitioner other than the -ankKs &uthorised 8octor < only here there is no authorised doctor appointed by the -ank at that centreM the authorised doctor is not availableM the authorised doctor recommends in practitioner for treatment. 16.:018-7 7:. the -ranch Manager should submit a recommendation for appointment of authorised doctor to the controlling authority setting out all relevant details.A 8A8/-<8 :9 M-71. .1. ' times the ma/imum permissible on annual basis. 259R/IR/#IR/>+ 8t. It should be ensured that the medicines are purchased only from the registered ayurvedic/unani/siddha chemists/Homoeopathic chemists/druggists of repute.'. if these bills are prima facie in order. 16.1. &t centres here there is no authorised doctor. In respect of treatment under naturopathy. Ho ever.(GG=3 #larificationL 292 . the bills may be referred to the authorised doctor. &n employee claiming medical aid from the -ank shall ordinarily go to the authorised doctors for treatment. $ H:<:-:42/. Homoeopathy. 2.) A6/.1'. The family members of an employee may be permitted to take treatment from any :ualified registered medical practitioner.e. e/penses incurred thereon are reimbursable only if such treatment is taken under the supervision of an institute of repute/registered medical practitioner. sub"ect to the overall limits under the . for his opinion.9TT$9M97T 8T8. and the approval thereof is obtained from the &uthorised/&pproved 8octor/Medical %fficer of the -ank or as deemed fit by the -ank. for scrutiny and recommendations for payment. The employee should e/plain here necessary. here the amount claimed is considered unreasonable.( should be maintained for medical e/penses in respect of each employee at the -ranch/%ffice. The authorised doctor should scrutinise the bills and if satisfied recommend the payment of the bill.13- $ S177.cheme i. at any time.

Ho ever.A C6:/2 Reimbursement of medical e/penses of the orkmen and his family ill be made on the strength of his certificate of having incurred such e/penses duly supported by a statement of account as per &nne/ure (>. He b3 293 . vouchers. may be made ithout production of bills/vouchers/prescriptions.(). over and above his normal entitlement. before sanctioning the reimbursement..2 !here the -ankKs Medical officer e/presses inability to countersign medical e/penses relating to ayurvedic/homoeopathic.(=. such claims have generally to be accepted at their face value. include supply of dentures. hen they have charged fees for furnishing opinion. treatment for specififed serious diseases as other than specified serious diseases. 2#8%/IR/=G>= 8t. spectacles. it is to be ensured that the claim is other ise in order in all respects. The medicines should be purchased only from registered &yurvedic/ Enani/ Homeopathy #hemist/druggist.)**'3.. is large and there is absence of an authoritative opinion from the -ankKs Medical %fficer/&uthorised 8octor.1'. -ankKs authorised doctor may obtain opinions of the practitioners of the respective branches of medicine.*. as stated above. the charges etc. etc. provided the bills are prima< facie in order i.)'.21<8 637-0 A-20.e. Esually. duly supported by a statement of account. 9/penses for normal delivery ill not be reimbursable but if the delivery re:uires surgical interference.3 In cases of doubt. .11 S6=<1881:3 :9 . relating to caesarean operation or forceps delivery.1.1'. and does not mean consultation room of the physician. here the doctors are registered medical practitioners and the medicines are purchased from registered shops of chemists and druggists of repute ayurvedic/homoeopathic/siddha/unani system of medicine. especially hen the amount involved small and the medicines are supplied by the attending physicians from their o n dispensaries and the fact that the scrutiny of such bills involves unnecessary ork at the branches. such bills may be passed for payment ithout any scrutiny by the -ankKs authorised doctor. 59R/IR/#IR/+= 8t.2 a3 GENERAL INSTRUCTIONS In vie of the monetary limits fi/ed. In all cases i. 16. no professional fees are charged hen they are approached by the -ankKs doctor. an employee shall be fully reimbursed the cost of medical treatment and/or hospitalisation. reimbursement of claims of medical e/penses sub"ect to the ceiling. 16.. as the case may be.*'..1.uch facilities ill not. ho ever. Having regard to the difficulties faced by the employees in obtaining bills. If as a result of such operation there is hospitalization. These hospitals must be registered. the prescribed charges under the scheme ould be payable. It ould not be necessary to e/clude the normal delivery charges as ell as pre<natal treatment given. 27-4L50HR8LIRL?('( dtL). In case of in"uries sustained in the course of duty.(GG=3 16.i3 The ord V#linicW means confinement to bed and a nursing home or private hospital/hospital/institute of repute. for the amounts claimed. there is an imperative need to scrutinise such bills ith more than ordinary care.e. the same should be paid for scrutiny of such bills. Medical e/penses including pre< natal or post<natal treatment are not reimbursable e/cept here a caesarean or forceps delivery has been ordered.1. Therefore. ill be reimbursed. ho ever.(G?=3 16. the e/tent and nature of medical treatment have not been defined. reimbursable for minor or ma"or operations. if any.) for the amounts claimed. unani and siddha treatment.(=.(G?'. based on the strength of their certificate. hospitalization is must.*'.1. 259R/IR/GG+* 8t. ell as for diseases/ailments ii3 iii3 16. hearing and other aids. Ho ever.1'.! If the amount of medical bills in respect of ayurvedic/homoepathic/siddha/unani treatment etc.

&lso.tate 4ovt. need sanction of the 8y. atch and Medical %fficer at -ankKs cost. the cost of such medicines may be reimbursed. If the attending doctor prescribes such medicines and certifies that these are essential and not made in India. no fees are generally charged by #entral 4overnment Hospitals or Hospitals in Enion Territories. Ho ever. here the medicine has been imported on completion of e/change control formalities. Hospitals. here fees for this purpose are charged by . the same ill be reimbursed to the employees ithout debiting their annual Medical :uota. In such cases.portsmen employees The e/penses incurred in connection ith the medical treatment given to the -ankKs sportsmen employees for in"uries sustained by them hile playing for the -ank or hile participating in tournaments representing the -ank may be paid by debit to #harges &ccount. in case such medicines are not available in India. %nce in t o years. &ll such cases. 4eneral Manager. 25&/#IR/(>* dt. The fees incurred by employees for medical fitness tests at the time of promotion by the -ank by debit to #harges &ccount ill be paid ith e3 f3 g3 h3 The medical e/penses incurred by members of the staff for fitness test in connection e/tension of service are paid by the -ank by debit to A#harges &ccountA.(G?.3 5hysically Handicapped employees In the case of physically handicapped employees ho are referred to 4overnment Hospitals for estimating their disability for the purpose of granting them conveyance allo ance. d3 %n transfer of an employee from one place to another. provided the attending doctor certifies that such medicines are essential and are not available in India. ho ever.(*. is permitted. Thereafter. 259R/IR/#IR/(G= 8T. i3 294 .*=.shall also be treated as on special leave for the period of his absence re:uired for treatment. ard staff ill be sent for medical check<up to the -ankKs Import of medicines from abroad Ender the import trade control rules.(G?=3 c3 . the appropriate medical aid permissible ill be credited to his medical aid account at the -ranch here he is orking. import of medicines. cost of imported medicines may be reimbursed. on the (st January of the follo ing year. Cor detailed instructions refer to chapter on AMiscellaneous InstructionsA of this Reference -ook.'(.((. the balance of his medical entitlement to date ill be transferred. import of certain drugs is permissible and these are sold over the counter.

295 . The bills for treatment of the employee as ell as family members ill be paid by debit to #harges &ccount. -3 K4rand MalK type of 9pilepsy hich causes convulsions of the body ith or ithout unconsciousness ill also be covered under the head A9pilepsy if there is .erious accidents .erious diseases Reimbursement of e/penses to a reasonable e/tent ill be made for treatment of employees themselves in respect of the follo ing diseases/accidents. //i3 //ii3 //iii3 #$&RICI#&TI%7.erious accidents HI5 Replacement $ithotripsy24all -ladder/.nake bite 9pilepsy if there is . ill be available to the &3 .idney stones3 #ost of limbs including replacements through surgery $eukemia .L 8T (?< ()<)**(3 2i3 2ii3 2iii3 2iv3 2v3 2vi3 2vii3 2viii3 2i/3 2/3 2/i3 2/ii3 2/iii3 2/iv3 2/v3 Tuberculosis #ancer $eprosy Mental diseases &ccidents of a serious nature #ardiac ailment .mall 5o/ 5leuriesy 8iphtheria #erebral Malaria 8og bite/.idney diseases .L The undernoted diseases are covered under the list of e/isting serious diseases as under L< 7ame of the disease serious diseases i3 ii3 iii3 iv3 v3 vii3 viii3 5olio &ll strokes leading to 5aralysis #overed under e/isting 5aralysis 5aralysis Haemorrhages caused by accidents . 2#8%LIRL#IRL=.tatus 9pilepticusA and reimbursement of e/penses ill be considered accordingly. the follo ing further medical facilities orkmen staff and their family members.tatus 9pilepticus /vi3 /vii3 /viii3 /i/3 //3 7on<alcoholic #irrhosis of $iver Haemophilia 5urpura Thalassaemea Typhoid ith complications like 2a3 Intestinal 5erforation or intestinal obstruction 2b3 Typhoid 5sychosis or -rain damage 5arkinsons disease #erebral 5alsy &I8. Ho ever.erious accidents #ancer The reimbursement of e/penses of these diseases ill be made accordingly.idney ailments 5aralysis Tumour .16. in case of treatment of families reimbursement is made to the e/tent of +=I.3 IMPRO#ED MEDICAL FACILITIES In addition to the above.

erious 8iseases3 have been revised and ill be reimbursed on the basis of actual charges as applicable to economy/lo er class of bed in the hospital herein treatment is being received or the undernoted charges hichever is lo erL -ed #harges I#E #harges Rs.#3 i3 The undernoted types of investigations for hich reimbursement ill be available L< I3@-8/152/1:38 9:0 C:0:320A A0/-0A D18-28. provided it is advised by the specialist concerned ho is treating the patient and if the actual treatment is given by a :ualified physiotherapist.:6/ B0-28/ C23.-0$M2<<:5024. on case to case basis.-0 S/-3/ The orkmen staff may be reimbursed the cost of medicated/cipher stent. ii3 I3@-8/152/1:38 /: 06. the local rates shall prevail. C23.).. and if any centre beds/I#E charges are lo er..)**=3 vii3 P. vii3 U8. >**/< per day Rs. Ho ever. if it is taken as an essential part of treatment of Xparalysis1 or Xserious accident1 or any other specified serious disease.)**=.*=. Ho ever.'2&3 above. (. dtL*. Reasonable charges of the same may be indicated by the . I#E charges under Improved Medical .-<8.**/< per day The revised ceiling shall be valid for a period of = years.. 27-4L50HRLIRL. (G. Reimbursement of e/penses in accordance ith the schedule of reasonable charges of the centre is made from the #harges &ccount for the prolonged treatment ith/ ithout hospitalisation of employees themselves in respect of the )' specified serious diseases referred in para (>.A$B1:48A The e/penses incurred on the investigation ill be reimbursed if ordered by a consultant surgeon based on ade:uate clinical evidence and certificate even though after investigation it is found that the patient is not suffering from #ancer. it ould be in order to reimburse e/penses incurred on hospitalisation of the donor irrespective of hether the kidney donor is the relative of the employee or an outsider. These are indicative highest rates.enior Medical %fficer/Medical %fficers at the $H%/Hos. P0:=. v3 vi3 The ceilings on bed charges.*). ith the approval of #orporate #entre in follo ing cases here restenosis involved/ ould involve high risk to the life of the patientsL< 296 . #IR8%/59R0HR8/'(/)**.A81:/.-0. P24 S<-20 The cost of such investigations ill be reimbursed provided these are ordered by a consultant 4ynaecologist based on clear clinical evidence and certificate even though after investigation it is found that the patient is not suffering from #ancer.:9 CA4. ill be reimbursed. depending upon merits of each cases. iii3 I3@-8/152/1:38 9:0 GA32-. C-0@1.(CAD) If such investigations are ordered by a #ardiologist based on a definite clinical and investigative evidence of heart disease the charges even if the result of the investigation is not positive.5$L. In respect of these diseases reimbursement of medical e/penses 2for treatment ith/ ithout hospitalisation3 for members of family of the staff ill be made to the e/tent of +=I by debit to #harges &ccount. iv3 The cost of kidney paid to the donor by the employee is not reimbursable.<*= dt. it maybe permitted for a reasonable period.pecified .-024A Reimbursement for physiotherapy Xper se1 is not permissible.2.

if any amount has been received by an employee or is due to be received by him under the 5ersonal &ccident 5olicy or under any claim in respect of an accident or through any other source. The above instructions are also applicable. 27-4L50HR8LIRL. It is clarified that if an employee avails treatment in the class/category of beds/rooms above his eligibility. The employee shall not be entitled to travelling/halting e/penses on account of the treatment taken outside the head :uarters. viii3 In case of in"uries sustained in an accident. 2b3 2c3 2d3 2e3 2f3 2g3 297 . &ccordingly. #ircles may follo the instructions contained in #orporate #entre #ircular 7o. a certificate to this effect be also obtained on the medical bills submitted by the employee confirming that the amount claimed as actually incurred by him and that he has neither received nor is he entitled to any reimbursement or contribution to ards such e/penses through any source as referred to above.(). therefore.191-7 S-01:68 D18-28-8 3 9mployees and their families may take treatment at a place outside their head:uarter here the specialised treatment in a hospital is available for the specified serious diseases.tenosis of a #oronary &rtery.tenting of restenotic lesions after previous angioplasty.') dtL )>. in the case of treatment under hospitalisation scheme for members of a ard staff.a3 b3 c3 %steal/pro/imal $&8 lesions .)**'3. The employee. &s regards advance against medical e/penses. The official processing the bill must provide a copy of the schedule of charges of the centre here the treatment is taken under the above scheme before putting up for sanction by the competent authority. e/tremely essential that all #ircles finalise their schedule of reasonable charges for specified serious diseases.anctioning authority should ensure that the amount reimbursed is strictly in accordance ith the schedule of reasonable charges of the centre here treatment is taken and no deviation is permitted. or above3 indicating reasons and "ustification for hich treatment outside the head:uarter is being recommended. before proceeding to take the treatment. the benefits admissible under the Improved Medical &id . the sanctioning authority ill take the decision. the -ank shall not reimburse the e/penses more than the eligibility as per rules.5$/(+= dated (G th July )**'. & certificate from the attending doctor e/plaining circumstances necessitating use of medicated/cipher stent and estimate containing description and cost of medicated/cipher stent duly verified and confirmed by the -ank1s Medical officer should support the recommendations.cheme should be reduced by the amount so received or due. . It is. mutatis<mutandis.7-4/50HR8/IR/. This should be on the basis of a certificate from the attending physician/ registered medical practitioner 2M--. . should submit an application to the controller indicating reasons and "ustifications for outstation treatment supported by a copy of certificate from attending physician as above. The -ankKs Medical %fficerKs comments/recommendations should be obtained on the bills/claims hen submitted to the -ank by the employee for reimbursement and based on the employeeKs application and certificate referred to in 2i3 above. 2i/3 2a3 O6/8/2/1:3 T0-2/<-3/ (S4-. hich is giving collaterals to another blocked artery thus supplying large area of myocardium. The reimbursement of medical e/penses ould be on the basis of rates approved for the #ircle/centre here the employee/his family takes the treatment.

11.3 (=) :9 /.6 (. 2.!.!.+ dated the )nd 8ecember (GG> advised as under L< A5ara =2()3 <<<<<<<<<< Ender .1 HOSPITALISATION SCHEME M:7191.1 )%) FROM INSURANCE The amount of reimbursement payable to an employee under the Improved Medical &id .16. 16.B1420/1/. The #entral -oard of 8irect Ta/es have vide their circular 7o. in any hospital maintained by the employer.'.! 16.:018-7 D:. e/emption from ta/ ). a certificate to this effect should be obtained on the medical bills.268. )**=.2 P01:0 4-0<1881:3 90:< A6/. G-3. and his post<facto permission obtained. RECO#ER" OF INCOME TAX AT SOURCE & separate register should be maintained to record the reimbursement of medical e/penses for each employee and entries should be made in this register henever an employeeKs claim is passed. any sum paid by the employer in respect of any e/penditure actually incurred by the employee on his medical treatment or of any member of his family L in any hospital maintained by the 4overnment or any local authority or any other hospital approved by the 4overnment for the purposes of medical treatment of its employees.' 2>3 of the -ipartite . e/cept in emergent cases..3. consult the -ankKs &uthorised 8octor/Medical %fficer before getting themselves or their family members admitted in the hospital/nursing home. This ill also facilitate the passing of bills connected ith such hospitalisation and thereby avoid inconvenience / delay to the concerned officers/employees. M2325-0 Members of staff should.. if any. in respect of the prescribed diseases or ailments in any hospital approved by the #hief #ommissioner having regard to the prescribed guidelines L 298 .8..A50--<-3/ :9 31. in emergent cases. &ccordingly.% COMPENSATION RECEI#ED COMPANIES$ OTHER AGENCIES PER&IR&CIR&1 1 DTD.:9 .-76..cheme should be reduced by the amount.. received by him or is due to be received by him under a 5ersonal &ccident 5olicy or under any claim in respect of an accident or from any other source.1 6(. 16.2/1:38 /: /. 16..ection (+ of the &ct. The schedule of charges reimbursable under clause G.205-8 0-1<=6082=. the authorised doctor/medical officer should be informed as soon as possible after the patient has been admitted in the hospital/nursing home.../:0$A8//. submitted by the employee confirming that the amount claimed as actually incurred by him and that he has not received nor is he entitled to any reimbursement or contribution to ards such e/penses from any such source.ettlement dated '(. !here such prior consultation is not possible.(G>+ has been revised as given in &nne/ures to this chapter in terms of the eighth bipartite settlement dated the )nd June.. +. ill also be available in respect of L< 2a3 2b3 2i3 2ii3 the value of any medical treatment provided to an employee or any member of his family.

the total amount of medical e/penses reimbursed to him and the members of his family during the financial year should be advised by a letter to that branch/office.28/1. be in order to consider reimbursement of cost of disposable syringes like other medicines.) lakhsA.(. 259R/IR/. it shall be e/cluded from per:uisites only if the employeeKs gross total income. -ills for treatment by persons reimbursable.% In vie of the idespread use of disposable syringes because of the safety from infection due to improper sterilisation as also in the conte/t of fears for contacting &I8. in a case falling in sub<clause 2ii3.imilarly e/penses incurred for treatment by accupuncture are not reimbursable.3 G-3-02.?>' 8t. 2d3 2e3 '. or. in connection ith such treatment.(. R:6/13. .( 16. henever in"ections are re:uired to be given.*** in a year. the actual e/penditure on stay and treatment abroad of the employee or any member of his family.(GG'3 16.().. &s regards medical treatment abroad.(. by the employer. the employee shall attach ith his return of income a certificate from the hospital specifying the disease or ailment for hich medical treatment as re:uired and the receipt for the amount paid to the hospital.:63/-08. ill be e/cluded from per:uisites to the e/tent permitted by the Reserve -ank of India.6 P. Ho ever. 16. !hen an employee is transferred to another branch/office.7 2.0:88 /. etc. disposable syringes have become essential part of the treatment.(. It ould.(=. 8605-0A 237 5029/135 #ases here plastic surgery is re:uired to repair or reconstruct a part of the body that has suffered an in"ury and is necessary as a part of the treatment of in"ury such hospitalisation e/penses ill be considered. #ost of vitamins and tonics is also not reimbursable. if these form a necessary part of treatment of any specific illness or disease or in"ury or form a necessary part of convalescence treatment they ould continue to be payable as hitherto.! C:8/ :9 9::7 $ 9::7 86=8/1/6/-8 #ost of food items is not reimbursable. #ost of routine items sold across the counters should not be reimbursed unless the claim is accompanied by the prescriptions and the item as essential for treatment. &s regards the e/penditure incurred on travel abroad by the patient / attendant. virus. Massagists. 2c3 premium paid by the employer in respect of medical insurance taken for his employees 2under any scheme approved by the #entral 4overnment3 or reimbursement of insurance premium to the employees ho take medical insurance for themselves or for their family members 2under any scheme approved by the #entral 4overnment3M Reimbursement. not e/ceeding in the aggregate Rs. as computed before including the said e/penditure.(. of the amount spent by an employee in obtaining medical treatment for himself or any member of his family from any doctor. 16. 9/penses incurred to ards plastic surgery for the purpose of 299 . are not reimbursable. The amount of medical e/penses reimbursed in respect of the employee and the family members should be sho n separately in the register maintained by each office. does not e/ceed Rs.2 16. ho have no degree from recognised medical college are not The bills submitted from -one .1/-<8 8:.)?. 16.1 16..etters.5rovided that.(. on stay abroad of one attendant ho accompanies the patient.

ii3 300 . K-02/:/:<A(MA:412) The facilities for Aoperative correctionsA of high myopia have been established in some hospitals. should be reasonable and in keeping ith current market rates. it ould be in order to consider such medical e/penses for reimbursement ithin the eligibility.1<1/ 9:0 86=<1//135 . 16.beautification or to correct some congenital defect should not be considered. i3 It should be ascertained hether the treatment given by the authorised doctor as essential for the recovery or for the prevention of serious deterioration in the condition of the employeeKs health and hether the charges are reasonable and in accordance ith the arrangement made by him ith the -ank...cience. hichever is later.8t.*=. be paid beyond the period of the follo ing year. in special circumstances. hospitalisation e/penses incurred for grafting may be considered only if grafting is re:uired for healing of a ound or burn in"uries and not as a part of beautification. !here the medical bills include hospital e/penses.(.. or of the orkmanKs return to duty after sickness. 16. irrespective of hether or not the previous yearKs balance is sufficient to meet the bills. S. #ost of tonics prescribed as essential for treatment of the employeeKs illness may be reimbursed. The charges for medicines..06/13A A37 P2A<-3/ O9 B1. Curther as Radial . ithin > eeks of incurring the e/penses.06/13A :9 =1. 9/penses incurred in a particular year should. The -ank may. -efore recommending/ sanctioning the bills for payment it should be ascertained that the bills do not reveal any unusual feature and in case of doubt. in"ections etc. 7e 8elhi may be adopted. 16.)'. the matter should be fully investigated and a reference made to the controlling authority for guidance. The payment ill be made ithin .8 T1<. eeks from submission of the bill by the orkman as per his entitlement.). Cood items are not reimbursable by the -ank. 2#8%/IR/#IR/(. The follo ing guidelines should be follo ed for scrutiny of medical bills.2.21<8 &ll orkmen shall submit claims for medical aid.) 16. /0-2/<-3/ 2/ N-42.8 &ll the medical bills should be scrutinised carefully to ensure that they are strictly in accordance ith the -ankKs instructions applicable in each case in terms of the prescribed scheme before payment.1 S6=<1881:3. diet charges should be e/cluded and a certificate to this effect incorporated in the bill.eratotomy is no an acceptable method for correction of high myopia and is no more considered as a cosmetic operation. in no circumstances. the e/penses incurred for treatment of high myopia by Radial .).( Medical e/penses for treatment of alcoholic cirrhosis of liver under hospitalisation scheme cannot be considered for reimbursement on the same logic as applicable to reimbursement of medical e/penses for treatment of alcoholic cirrhosis of liver that a person ho inflicts in"ury/damage to his o n body by indulging in e/cessive drinking should not be encouraged to do so by ay of financial assistance.imilarly. the schedule of charges as applicable at the &ll India Institute of Medical .2 S. if other ise in order. permit the employees to claim reimbursement in the follo ing year for medical e/penses incurred by them during the previous year. .(. Cor this purpose.(.eratotomy in India may be reimbursed. M-71. 16. In case of employees ho are 7epalis by birth or domiciled in 7epal and hose family members continue to stay at their place of domicile.)**(3 16.) R2712.

hichever is lo er.:01/A Hospitalisation .cheme < treatment for other ailments as per rules/rates prescribed under the Hospitalisation .)*.***/< Cull 2a3 2i3 2ii3 2b3 2i3 2ii3 2iii3 2c3 2i3 301 . 4eneral Manager of Module 8y.***/< Rs..cheme should be reduced by the amount so received or due.iii3 !henever an employee claims reimbursement of medical e/penses incurred in respect of his dependent family members. for hom I am claiming reimbursement of medical e/penses as detailed above are dependent on me and their present monthly income is Rs./1:3135 26/.8 &ll bills under the Hospitalisation . The sanctioning authority ill have the discretion to refuse payment of bills in cases is not satisfied about the genuineness of the bills.***/< Rs.(*.UUUUUUUA.(*. & monthly statement of the bills sanction should be submitted to the controlling authority.***/< Rs. 4eneral Managers of special branches in #ircles 4M Rs.).)*. a certificate as under should be furnished by the employee in his reimbursement claim L AI certify that my parents/brother/sister etc. here he iii3 iv3 If any amount has been received by an employee or is due to be received by him under a 5ersonal &ccident 5olicy or under any claim in respect of an accident or from any other source.? should be sent to $ocal Head %ffice in respect of all the bills sanctioned and a :uarterly statement to the #orporate #entre. the benefits admissible under the Improved Medical &id .'.***/< Rs.3 i3 ii3 S23.cheme for employees themselves/their family members. Reimbursement ill be made to the e/tent of +=I of the amount actually incurred for members of the family and (**I of the amount actually incurred for orkman himself or as mentioned against each item in &nne/ure (>.)*. v3 16. Curther a :uarterly statement as per 5roforma in &nne/ure (>. 4eneral Manager and #ircle 8evelopment %fficer at $H% 8y. The employee should also countersign all medical bills 2for self and family3 in token of having undertaken treatment.G. 16.cheme for treatment of serious diseases should be submitted to the controlling authority for sanction by the appropriate authority. iv3 7ote L & checklist of submission and scrutiny of medical bills is given at &nne/ure (>. I3 S23./1:3 :9 =1. &4MKs of Regions in a Module &4M 2%&83 at $ocal Head %ffice 8y. &ccordingly a certificate to this effect should be obtained on the medical bills submitted by the employee confirming that the amount claimed as actually incurred by him and that he has not received nor is he entitled to any reimbursement or contribution to ards such e/penses from any such source. &ll medical bills sanctioned/recommended for sanction should invariably contain a certificate that these have been scrutinized on the basis of instructions laid do n from time to time.

4eneral Manager of Modules/Main -ranches The 84M 0 #8% at $ocal Head %ffice for staff posted at $H%. They are authorised to consider re:uests for advance to meet the medical e/penses on the follo ing terms and conditionsL 16.1'. #hief 4eneral Manager of the #ircle #4M 2HR3 at #orporate #entre 8y.1'. 16. should only be considered.1 i3 ii3 iii3 AD#ANCE AGAINST MEDICAL BILLS S23.)*.:01/A The po ers to sanction advance against medical treatments are delegated as under The 8y.:371/1:38 9:0 823.The advance shall be restricted to the amount reimbursable under AMedical -enefitA as provided in the service rules/scheme.pecified serious diseases ith/ ithout hospitalisation for member2s3 of family of employee by debit to #harges &ccount. cases of serious ailments involving high e/penditure or prolonged treatment in hospital e. 4eneral Managers of .***/< ill re:uire administrative clearance from #orporate #entre ith a vie to maintaining uniformity in sanction of medical bills. &sstt. 4eneral Managers of Modules/ 8y. %fficer at $H%/8y.)=. 7ormally. 7ecessary estimate for the e/penditure from the concerned Hospital/8octor is produced and this is found in order by the -ankKs Medical %fficer/&uthorised 8octor.pecial branches 4eneral Manager Rs. bypass surgery.2 i3 ii3 iii3 T-0<8 237 . Managing 8irector and #orporate 8evelopment %fficer and Managing 8irector and 4roup 9/ecutive27ational -anking 4roup3 Rs.(*. iv3 302 .)=.***/< Cull O5roposals e/ceeding Rs.1' 16. 4eneral Managers of Regions in a Module / &4Ms %&8 at $H%s 8y. The #hief 4eneral Manager 250HR83 for #entral %ffice 9stablishments. The employee/his relative should ensure that the bill is submitted ithin a month of discharge of the employee/officer or his family members from the hospital. The amount shall be disbursed directly to the hospital concerned by debit to -ranch/Regional %ffice/$ocal Head %ffice suspense account against receipt.g.chemes rates/ceilings/percentage is involved./1:3 26/. 8ev. ma"or operations etc. The hospital should be asked to send the bill directly to the -ank so that the amount advanced can be ad"usted from the amount reimbursable.II3 2i3 2ii3 . The e/penditure involved should be outside the normal means of the officer/employee.***/< Rs.***/< Cull here rela/ation in 2iii3 I63 2i3 2ii3 Treatment for specified serious diseases/under Hospitalisation . 4eneral Managers and #ir./1:3 :9 27@23.

pot &uditK by officials attached to #orporate #entre.cheme. @ueries raised by sanctioning authority should be promptly and fully replied.16.enior Medical %fficer / -ankKs Medical %fficer should clearly state on the admissibility and reasonableness of the charges claimed vis<]<vis the . the original prescriptions.11 SUBMISSION OF FALSE CLAIMS &n employee making a false claim or furnishing any false information is guilty of misconduct and renders himself liable for disciplinary action and conse:uent punishment including dismissal. it as observed that undue delay e/ists for processing and payment of bills under the -ankKs Medical &id .13 i3 SCRUTIN" OF BILLS AND REFERENCE TO DIAGNOSTIC CENTRES B" MEDICAL OFFICERS &t centres Cull<time3 here the -ankKs dispensaries manned by the -ankKs Medical %fficer 25art<time or The -ankKs Medical %fficers at such dispensaries can scrutinise the medical bills as also refer the cases to the diagnostic centres under tie<up arrangements.chedule of reasonable charges.=. Therefore it is essential to minimise the time leg for payment of bills submitted by the employees. iii3 &t centres here the -ankKs dispensaries are manned by 8octors on contract basis only The scrutiny of medical bills upto Rs. piecemeal replies should be avoided. ii3 &t centres here e have more than one -ank1s dispensary hich are manned by the -ankKs medical officer2s3 as also doctors on contract basis The medical bills may be scrutinised by the -ankKs Medical %fficers only. the . the -ankKs Medical %fficer2s3 as also the doctor2s3 on contract basis may refer the cases to diagnostic centres.enior Medical %fficer / -ankKs Medical %fficer. The undernoted points should be borne in mind hile processing. should be enclosed ith the bill.enior Medical %fficer. bills receipts etc. 16. The items disallo ed should be listed and for arded duly signed by the .=. !hile scrutinising the bills. !hen the recommendations are for arded to Honal %ffice/$ocal Head %ffice/#orporate #entre. Ho ever. treatment given. scrutiny and payment of bills in this regardL 2i3 2ii3 The medical bills should be for arded to appropriate authority along ith the details of e/penses incurred on the prescribed format. The reference to diagnostic centres may be made by doctors on contract basis at such centres.12 A#OIDANCE OF DELA" IN REIMBURSING MEDICAL BILLS UNDER IMPRO#ED MEDICAL AID SCHEME 8uring the course of K. / -ankKs Medical %fficer should ensure that the basic information like the nature of disease / accident.***/< may be sent to Honal/Regional %ffice for scrutiny by Medical %fficer. 2iii3 2iv3 2v3 16. . discharge summary and /or a certificate to this effect from the attending physician / surgeon is submitted.***/< only be made by doctors on contract basis. 303 . The bills above Rs.

(***/< may be sent to Honal/Regional %ffice for scrutiny by Medical %fficer. *=. The bills above Rs.*?. The bills above Rs.iv3 &t centres here the -ankKs dispensaries are not established but the tie<up arrangements have been made ith 8iagnostic centres The -ankKs authorised doctors can scrutinise the Medical -ills upto Rs.)**)3 v3 16.(GG> 0 #8%/IR/#IR/=) 8t. &t other centres here no dispensaries have been set<up nor any tie<up arrangements have been made ith diagnostic centres The authorised 8octors ill scrutinise the bills upto Rs.(***/< may be sent to Honal/Regional %ffice for scrutiny by Medical %fficer. 304 . the :uestion of referring the cases to 8iagnostic centres ould not arise.(***/< only. 2#8%/IR/#IR/=+ 8t.1! ALCOHOLIC CIRRHOSIS OF LI#ER Reimbursement of medical e/penses for treatment of &lcoholic #irrhosis of $iver cannot be considered on the same logic as applicable to reimbursement of medical e/penses to an employee ho inflicts damage to his o n body by indulging in e/cessive drinking hich should not be encouraged by ay of financial assistance.*).(***/< only. They can also refer the cases to diagnostic centres. &s such centres.*).

.3 2Rs........3 2Rs........1 M98I#&$ R94I.............3 <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< ( ) ' ............................ (= (> (+ ANNEXURE -16................ .. -ranch $amination logical< e/cluding for payment disallo ed Manager/ 9/ami< diet Manager nation e/penses 2&cctt. 8esignation L ................. 2Rs...........T9R 7ame of 9mployee L Q..3 <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< (* (( () (' (.T&T9M97T %C &##%E7T 8ate 8r....... ....2 To......ANNEXURE-16...................... any In"ections Cees etc........... -ankKs #onsultantKs #ost of &utho.3 2Rs. 0 &dmn.. = > + ? G #r...........................3 2Rs.....3 2Rs. 305 ............... 8ate of &ppointment L . 8octorKs If.................. -alance 5eriod of Illness 7ature of 8isease <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< #ost of #ost of Hospital %ther &mount &mount Remarks Initials of D<ray 5atho< bills e/penses sanctioned if any....... Cees Medicines..........................

..........elf5articulars2indicating e/penses &mount Remarks 7o e/penditure or family relating to medicines/ pathological test/doctorKs fees.. 8ate L I hereby declare that I have actually incurred a 2Rupees ...3 2=3 2>3 2+3 2?3 2G3 & statement of account for the amount claimed is given belo ................eptember (G?..... age and relationship ith the employee also to be given3 L 7ame of the doctor consulted 7ature of illness 8uration of treatment 2 ith dates3 5rofessional Cees paid #ost of medicines purchased Total e/penses incurred L L L L L L sum of e/penses RsQQQQQ.ir.... = > <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<Total 306 ...........ettlement dated the (+th ........ Fours faithfully.... further certify that dependent parent2s3...tate -ank of India .l........ 2(*3 I........ separately against each date3 <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<< ( ) ' .ignature of the 9mployee3 Cull 7ame L 8esignation L 8epartment/-ranch L <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<.............. I re:uest that the above mentioned sum be reimbursed to me in terms of paragraph DII of the -ipartite . My other brothers and sisters orking in the -ank have not claimed/are not claiming reimbursement of such e/penses...... 8ear ...... R9IM-ER...........only3 to ards medical myself/dependent members of my family................. 8ate of Cor ...9........... in respect of hom the reimbursement is being claimed ordinarily reside2s3 ith me and his/her/their present monthly income is Rs.....T&T9M97T %C &##%E7T <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<.... in respect of 2)3 2'3 2. 2............... as per details given belo L 2(3 7ame of the person for hom the treatment has been taken 2in case of a dependent family member...........................9M97T %C M98I#&$ 9D597. etc...... .. his/her name....

<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< .3(=) OF THE BIPARTITE SETTLEMENT DATED 31.) 307 .1 6( MODIFIED IN TERMS OF EIGHTTH BIPARTITE SETTLEMENT DATED THE 2ND +UNE 2''%.3.3 HOSPITALISATION SCHEME & SCHEDULE OF CHARGES REIMBURSABLE (CLAUSE .ignature 7ame of 9mployee L -ranch/8epartment L ANNEXURE-16.

5athological tests.3 %peration charges. etc. '.-@-0 18 . Hospitalisation e/penses ill be reimbursed to a ard staff to the e/tent of (**I in case of self and +=I in case of members of family sub"ect to the procedure for reimbursement of hospitalisation e/penses as enumerated hereunder L< Hospitalisation charges to the e/tent stated above and ma"or accidents hich re:uire hospitalisation.m.1<8-. Rs.**/<. etc. The reimbursement of hospitalisation e/penses ill be restricted to the follo ing charges L< S0. & married female employee may include her natural parents or parents<in<la under the definition of family Bbut not both B provided that the parents and parents<in<la are ordinarily residing ith and holly dependent on her and satisfy the income criteria as stated above. N:/-8&- c3 ).A 13..)**/<. 2b3 .. ill be reimbursed in case of all ailments a3 b3 & orkman or his family member2s3 ill be considered to have been hospitalised only if they are admitted as indoor patient2s3 in the hospital in respect of diseases/accidents as mentioned in sub<para 2a3. ii3 '. i3 The term X holly dependent child/parent. 2ho ever. D<rays. cases here the patient is admitted as an out<patient and discharged the same day after surgical procedures involving advanced techni:ues may also be considered for reimbursement of hospitalization e/penses. tonics/vitamins hich are prescribed by the attending doctor and certified as essential for the period of hospitalization. >. may be considered for reimbursement.==*/< p. Rs.).> &s per &nne/ure<II 2&3.. shall mean such relative having a monthly income not e/ceeding Rs. D-/21. in"ections 2including disposable syringes3. This is in addition to bed charges. 8iagnostic material charges. Rs.9 :0 28 <-3/1:3-7 252138/ -2.600-7 9:0 <-<=-08 :9 /. 1/-<. Medicines. 308 .( '. drugs.)./62. -andage and dressing materials.N: .2<:63/ 2. Ho ever.92<1. holly dependent children including dependent step children and legally adopted children and parents holly dependent on the employee and ordinarily residing ith the employee. both the parents shall not be considered as holly dependent on the employee.).m. If the income of one of the parents e/ceed Rs. +=I or (**I or as the case may be of actual e/oenses.. etc.) '. 5roportionate to the e/tent of the bill passed by the bank.. e/cept tonics/vitamins.2<:63/ 2.==*/< p.(.600-7 9:0 >:0?<23 .8 (%I :9 /. '.==*/< p. '.m.A 237 1''I :9 /. &s per &nne/ure<II .:>-0.urcharge/ta/ on hospital bills...A 13./62..= 2a3 Hospital Registration Cees. #harges for bed per day2e/cluding boarding charges3 I#E/##E/7eo<natal 7ursery...' '. 9#4s.=**/< per day.1. Medical e/penses incurred for the hospitalisation ill be reimbursed on the strength of bills/vouchers to the e/tent of (**I in case of self and +=I in case of family members sub"ect to the limits prescribed hereunder. Cor the purpose of medical facilities L The e/pression Xfamily1 of an employee shall mean the employee1s spouse. of the aggregate income of both the parents e/ceed Rs.

600-7 9:0 <-<=-08 :9 /.econd #onsultation .1.ubse:uent #onsultation (=*/< (**/< #ISIT MADE B" SPECIALIST AT THE HOSPITAL& SPECIAL #ISIT 8uring the day time ()=/< ?=/< 8uring the night time '**/< (=*/< Routine visit ()=/< ?=/< . !hichever is lo er.ubse:uent #onsultations In case of emergency leading to Hospitalisation . Elcerative #olitis. Myastheniagravis..1<8-. If no period is stated in the prescription for the purpose of reimbursement it shall be valid for a period not e/ceeding G* days L< 8iabetes.. in respect of domiciliary treatment shall be reimbursed for the period stated in the specialist1s prescription. =. approved by the -ank. to > eeks or as specified by the the hospital authorities in each case hichever is less..-@-0 18 . #haritable Institution or a religious mission3. Medical e/penses incurred in respect of the follo ing diseases hich need domiciliary treatment as may be certified by the attending physician or -ank1s Medical %fficer shall be deemed as hospitalization e/penses and reimbursed to the e/tent of (**I in case of orkman and +=I in case of his family members. per visit #ISIT AT THE CHAMBER )**/< ()*/< +=/< >*/< #ISIT AT RESIDENCE '**/< (G*/< ))=/< (=*/< Cirst #onsultations . Reimbursement in such cases ill. 5soriasis and Third 8egree -urns./62. 9/treme cases of hardship involving prolonged domiciliary treatment on the advice of the attending hospital surgeon/physician may be referred to #orporate #entre for consideration through proper channel. hospitals under the management of a trust. (**I or +=I of the charges applicable to the lo est paying bed in such hospitals according to hospital rules or the ma/imum amounts mentioned above. >. the orkmen and members of family should avail of services of hospital as mentioned in paragraph . ill be considered as hospitalization e/penses for the purpose of reimbursement. per visit Rs. 2i3 ii3 309 . above.e. >. 7ormally. . The reimbursement ill be restricted to the percentage applicable to the orkmen/ dependent family member..+ 5hysician1s and #onsultant1s fees per visit L< (%I :9 /. !ilson1s disease.9 :0 28 <-3/1:3-7 252138/ -2. &plastic &naemia. Hepatitis<#. he can do so in one of the hospitals nursing homes. above. 9pidermolysis bullosa.. #ost of post<hospitalisation domiciliary treatment ill be reimbursed upto .'.anpur %ther places Rs.:>-0. that it is unavoidable to seek services of a private nursing home/hospital. ho ever. 6enous Thrombosis 2not caused by smoking3.e. be restricted to the e/tent of the amount hich ould have been reimbursable in case of admission to a public or private hospital as mentioned in paragraph . The cost of medicines etc./62. &ll $H% #entres and . The orkmen or members of the families 2as the case may be3are e/pected to secure admission in a 4overnment/Municipal Hospital or any Xprivate1 hospital 2i. 1/-<. if he feels. Medical e/penses including diagnotic charges incurred ithin '* days of pre<hospitalisation period on medical advice.600-7 9:0 >:0?<23 .A 237 1''I :9 /. i..A 13.92<1.2<:63/ 2. on account of the ailment/disease for hich the person as hospitalized..2<:63/ 2.A 13. Haemophilia.. Ho ever. Hepatitis<-.

Reimbursemnt in such cases shall be (**I for orkmen and +=I for family members of the actual charges. Ho ever before sanctioning the reimbursement it is to be ensured that the claim is other ise in order in all respects.'.+)/< per shift for other places hen the services of such special nurse are considered essential by the Medical . Medical e/pensed including pre<natal or post< natal treatment are not reimbursable e/cept here a caesarean or forceps delivery has been ordered. if any. be reimbursed on ther usual scale. It ould not be necessary to e/clude the normal delivery charges as elll as pre< natal treatment given. ?. charged by hospital authorities in respect of days spent in I#E/##E/neo<natal nursery may be reimbursed on the basis of cetrtificate issued by hospital authorities and in consultation ith -ank1s Medical %fficer. 2reference letter no. In this connection.uperintendent of Hospital/7ursing Home. ii3 G. 11. therefore. #harges incurred for replacement of certain original parts of the body such as limbs and valves etc. ithin the urban agglomeration or municipal limits may be reimbursed in full.anpur and Rs. 7ursing #harges. If as a result of such operation there is hospitalisation. N:/-& ill be considered if specifically advised by the +.23. the prescribed charges under the scheme ould be payable. hichever is lo er. relating to carsarean operation or forceps delivery. the charges etc. if any. reimbursable for minor or ma"or operations. if the aforesaid conditions are fulfilled 2to be certified so by the attending 8octor/Hospital3 on the same basis as for forcepts delivery. i3 310 . Reimbursement of incubator charges 5aediatrician concerned. ill be reimbursed. as the case may be.()*/< per shift at all $H% centres and .iii3 The charges for special nurse ill be reimbursemed at (**I or +=I as the case may be. #harges reimburseable for maternity ill be as follo sL 9/penses for normal delivery ill not be reimbursable but if ther delivery re:uires surgical interference.C.***/< for each lens or the prescribed percentage of the actual e/penses incurred. 5hysician1s visit fees and other admissible charges in all cases of delivery involving surgical interference ill be reimbursed as per schedule of hospitalisation e/penses. the cost of intra<occular lenses may also be reimbursed upto a ma/imum ceiling of Rs. i3 ii3 iii3 iv3 i3 Reimburement of medical e/penses as per schedule of hospitalisation e/penses may be made in respect of Xincomplete abortion1 or Xabortion and evacuation1 operation in the case of a lady a ard staff member or a orkman1s ife. The purchase of drugs/medicines ill be restricted to approved chemists and arrangements ill be made by banks herever possible to make direct payments to the chemists. V9pisiotomyW is not a surgical interference but is a part of Xnomal delivery1 procedure. provided it forms a part of the surgery/operation and the attending surgeon has certified that implantation of the lens as essential by ay of treatment. 5&/#IR/+' dated the )+th 7overmber (G?>3. A<=6. ill be paid hen these form a part of the treatment. if it is done for mid cavity 2not for Xlo level13 under atleast local aneaesthesia for the same indications as for Corceps delivery. #laims for reimburement of e/pense for XCT 6accum1 delivery may. X6accum e/traction1 is e:uivalent to Corceps e/traction. (*.205-8 &mbulance charges for removing the orkman or his dependent family member from residence to the hospital/nursing home or from hospital/nursing home to residence on discharge or from one hospital/nursing home to another hospital/nursing home. of the actual amount incurred sub"ect to a ma/imum limit of Rs..

here ambulance is not available or the facility of ambulance is not established. If the attending consultant certifies that the patient is not in a position to move and if it is a case of emergency ith a vie to saving his life. accommodation charges. sub"ect to the limits specified M< $iver Transplant Rs. The bank shall consider such claims on merits and facts.182/1:3 EG4-38-8 13. $iver transplant charges are not reimburseable in cases here damage to the liver has been caused by alcoholism. I#E/I##E charges. here they are not satisfied R-1<=608-<-3/ :9 H:841/2. operation charges.urgeon1s fee.(=*/< per trip < &ctuals sub"ect to ma/imum of Rs.?25. ta/i/auroricksha could be used.& a3 7ormally.).. reimbursement of e/penses on ambulance or public ta/i/autoricksha the municipal limit/urban agglomeration/nearest hospital.. ('. package charges ill be reimbursed to the e/tent (**I in the case of self and +=I in the case of dependent members of family. public mode of transport i. guides ires. surgical charges and cost of medicines used during hospitalization.+=/< per trip b3 c3 ii3 &buse of facility ill be dealt ith treating such claims as acts of gross misconduct. the charges ill be reimbursed in full. are admissible ithin < &ctuals sub"ect to ma/imum of Rs. 12.C. operation theater charges. 311 .***/< These package charges generally including all charges pertaining to a particular treatment/procedure including admission charges.**. services of an ambulance should be availed of. #ost of disposables. ta/i charges actually incurred ill be reimbursed.205-8 In the follo ing case.600-7 :3 T0-2/<-3/ A=0:27 L The procedure to be follo ed in respect of reimbursement of e/penses incurred by the orkmen and their families on treatment abroad shall be as laid do n in &nne/ure<III hereto. physiotheraphy charges etc. (. the attending consultant should recommend accordingly certifying that the treatment is not available at the place of duty and the patient is re:uired to be shifted to another city/to n to save his life. cost of consumables like catheters. reimbursement of ambulance charges/ta/i charges for shifting the patient from one centre to another ill be considered on the follo ing conditionsM If the patient is to be removed to another place other than the centre here the employee has been posted. anesthesia charges.!here conveyance by mode other than ambulance is engaged. procedural charges/ . P2. If the patient is shifted by the ambulance of the hospital. -anks ill have discretion to refuse payment of bills in cases about genuineness of the bills. the charges shall be reimbursed sub"ect to the ma/imum as underL 2i3 -y public ta/i 2ii3 -y autoricksha N:/. monitoring charges.e. related routine investigations. etc.

312 .

= (** +* >= >= += '* '* D-8.ith Indices R.* .odium Erine #hloride -ense Jones 5rotein STOOL EXAMINATION .toll %ccult -lood HAEMATOLOG" EXAMINATION OF BLOOD -lood count ith Indices 2Hb.-@-0 18 .9 :0 28 <-3/1:3-7 252138/ -2.600-7 9:0 >:0?<23 .1.edimentation Rate 2-oth methods3 9.#.1<8-. 8$#3 -lood count ithout Indices2Hb.1<8-./62.92<1..014/1:3 313 . #ulture3 Erine -ile 5igment and .! IMPRO#ED MEDICAL FACILITIES & HOSPITALISATION SCHEME ..ANNEXURE-16..edimentation rate2!estergrenKs method3 . 8$#3 R./62.-@-0 18 .* '>* ((= ((= (=* (*= .ensitivity Test Erine for &cid fast -acilli 2T.-.A 13.. 0 H.* +* >= +* == == .600-7 9:0 <-<=-08 :9 /.A 13. +)/< ../62.. 0 8ifferential count 2T#/8#3 -lood smears for 5arasites 2M. etc.* .* . T$#.:>-0 2<:63/ 2..R.tool Routine . >. T$#. 1/-<.-.1..A 237 1''I :9 /. 1/-< >.alt Erine Erobilinogen Erine %ccult -lood Erine Total 5roteins Erine .2<:63/ 2.5. 0 H.2<:63/ 2.3 5eripheral smear e/amination -lood for Microfilaria 5latelet #ount -leeding 0 #oagulation Time 2-T #T3 #lot Retraction Time 5rothrombin Time 9rythrocytes .A 13..#.* ?* ?* ?* =* .-.9 :0 28 <-3/1:3-7 252138/ -2.* .chedule of reimbursement of charges incurred by investigations NAME OF THE PROCEDURE orkmen for pathological tests and (%I :9 /.-.#.estosteroids Erine #ulture Erine for column #ount Test .* .:>-0 C-1.600-7 9:0 >:0?<23 ....ithout indices Total !.135 CLINICAL PATHOLOG" URINE EXAMINATION Erine Routine Erine for &lbumin Erine for (+ .

Ce3 . 7a3 . 8$#.9 :0 28 <-3/1:3-7 252138/ -2.A 13.3 -lood #hlorides 2..A 13..A 13..1.T..1..-.R -lood #ulture #lot #ulture 4lucose 5hosphate 8ehydrogenase 24 0 583 Reticulocyte #ount &bsolute 9osinophil #ount 5acked #ell 6olume 25#63 R.9.T.1<8-..Hb./62./62.mear 9/amination 5artial Thromboplastin ?= (>* (>* (=* . >.2<:63/ 2. or 4..600-7 9:0 >:0?<23 .odium 2.92<1.. Cragility Test $.I..A 237 1''I :9 /.erum .1<8-. 1/-<. #%) #ombining 5o er of 5lasma -lood #holesterol -lood protein -ound lodine 25.erum 5roteins or 5lasma proteins ..135 (=* )** >= '>* )== (** (** (+* (+* (** )** ((* += (** )?* ('* += '** (** ?= ?= ('* ))* 314 . #ell Haemogram -one Marro .#. 9.odium/ 5otassium each -lood Erea 7itrogen Erea #learance test #reatinine clearance test .#.tudies (%I :9 /. T$#.* .erum Iron 2.600-7 9:0 >:0?<23 .-.3 .* +* G= ?= )*= ('= NAME OF THE PROCEDURE D-8..erum 5otassium 2.014/1:3 TEST FOR BLOOD TRANSFUSION #oombKs Test 8irect 2for coating anti bodies3 #oombKs Test 2for complete and incomplete indirect antibodies3 -lood 4rouping 0 Rh Cactor only 27ot for matching3 for non< maternity cases -lood Transfusion per bottle and donorKs Cees 2including 5athologistKs &ttendance 0 #ross matching3 5acked #ell 5reparation BIOCHEMISTR" -lood Erea/ #alcium/ 5hosphorus/ 5hosphatase/ .I./62.2<:63/ 2.= .erum 5roteins 9lectrophoresis -lood for fibrinogen -lood for #reatinine -lood Eric &cid -lood sugar curve 24lucose Tolerance Test3 4. 1/-< >.:>-0 2<:63/ 2..3 .9 :0 28 <-3/1:3-7 252138/ -2.:>-0 C-1..erum Iron .-@-0 18 .-@-0 18 .#...T..600-7 9:0 <-<=-08 :9 /.

-.erum #alcium 2./plural/&scitic..erum $actic 8ehydrosgenase 2$8H3 (..014/1:3 (%I :9 /.:>-0 2<:63/ 2.tain =* 6.1./62.mear 4ram<. >. 1/-<.erum $ipase ('* .2<:63/ 2.-@-0 18 .9 :0 28 <-3/1:3-7 252138/ -2.5...ugar..600-7 9:0 >:0?<23 .4 5T3 += .train 9/amination =* . .erum &cid 5hophatase ('= ..R.A 13.mear &nalysis >* -ody Cluids B#.3 ?= .$ += !idal Test += R..:>-0 C-1.A 13.5.erum $actic 8ehydrosgenase ith lsoenzyme '+= .* .9 :0 28 <-3/1:3-7 252138/ -2.#a3 ?= ../62.erum 4lutamic 5yruvic Transaminase 2.600-7 9:0 >:0?<23 . Test (** #ulture and . 5rotein etc.2<:63/ 2.. . 1/-< >.C./62.mear 9/amination for Micro %rganism G= Cluids or 9/udates for Maliignant #ells (. (+* Malignant #ells ('= NAME OF THE PROCEDURE D-8...erum 5hosphorous 2.C.A 237 1''I :9 /..&. etc... ab for Microscopic and #ulture 9/amination (.-@-0 18 .putum .92<1.4 %T3 += ..erum 4lutamic %/alic Transaminase 2.enstivity 2other specimens3 (=* 6ibro #holera #ulture ('* #on"unctival . >* #hemistry.8..600-7 9:0 <-<=-08 :9 /.. M & ()<) 2(.mear &.= . -lood #hemistry3 >)= O Cor indoor patients only HISTOPATHOLOG" EXAMINATION (BIOPS" TEST OR FROMEN SECTION) .erum &nylase (G= #.A 13.1<8-.1.erum &lkaline 5hosphatase += . '(= 4lucose > 5hosphate 8ehydrogenase (+* .135 BACTERIOLOG" * SEROLOG" -rucella &gglutination TestO ('* #old &gglutionation Test for virus pneumonia ('* 5aul<-unnel Test (=* #<Reactive proteinsOO ('= .* O2Cor indoor patients only3 OO2Cor Rheumatic disease to be reimbursed for hospitalised patients X-RA" Cluroscopy #hest ()* &bdomen &5 9rect 2%ne Cilm3 ('= &bdomen $ateral 6ie 2%ne Cilm3 ('= &bdomen for 5regnancy ('= 315 .1<8-.

...T.E.M./62.A 13.1.600-7 9:0 >:0?<23 . 0 $ateral -arium .5.. #holecystography -arium 9nema -arium Meal Epper or $o er -ronchography I.kull &./62.3 ()* Indual test (.A 13.* E.pine &. should be eligible for reimburement (*= == (*= ?= (%I :9 /.5.. Joints 2%ne Cilm3 &bdomen 0 5elvis for .014/1:3 C-1. #ardiac 9/<test >G* stress test3 9cho #ardiography +G* 316 .1..T. or M. 1/-<.A 13.92<1. allo . 1/-< >. 0 $ateral .A 237 1''I :9 /.ialography #ystography/Erethrography &rthrography Retrograde pyelography %ral or I.6. >.. Telemetry #.:>-0 D-8..#hest 5& 6ie 2%ne Cilm3 #hest %bli:ue or $ateral 2%ne Cilm3 Mastoids 9/tremities. .craping for Cungus .9 :0 28 <-3/1:3-7 252138/ -2.inography/.4.600-7 9:0 >:0?<23 .1<8-./62.can 2 ith contrast3 MRI MRI 2 ith contrast3 SKIN Tucerculin Test 2Mantau/3 T. bones and Joints 2%ne Cilm3 5elvis 2%ne Cilm3 5aranasal .600-7 9:0 <-<=-08 :9 /.1<8-.kin #lipping 0 smear for leprosy 7asal smear for leprosy NAME OF THE PROCEDURE ('= ('= ('= ('= ('= ('= ('= ))= ))= ))= =)= >** G** >+= +=* +=* G+= G+= (*=* (*=* ()** G** ()** (.6.-@-0 18 . 2phono B cardiography.-@-0 18 ..4.135 ULTRA SONOGRAPH" AND ECHOCARDIOGRAPH" 9lectro #ardiogram 29.9 :0 28 <-3/1:3-7 252138/ -2.#.. Erography Myelography 5neumo 9ncephalography -arium Meal #omplete #erebral/Cemoral/&ngiography C T SCAN$MRI #T .can #T .)= !henever advised.inuses 2%ne Cilm3 T.:>-0 2<:63/ 2.#.2<:63/ 2.2<:63/ 2..

ingle 8rug Therapy per day 92<1.* 5leural fluid for cultural 5ericardial and &scitic fluids (./ :9 .A <-<=-08 237 Testosterone 64/: 1''I 13 0-84-.:A--8 /. 13.'*/< per hour sub"ect to a ma/imum of Rs./62. 5rolactin 2for each test3 92<1.. C.putum for culture 2culture for T-3 (.putum &C-3 G* .A <-<=-08 237 Multiple 8rug Therapy per day 64/: 1''I 13 0-84-.* # .@-8 9strogen 2Total3 &#TH Hbs&g by RI& or 9I& FOR SURGICAL IN#ESTIGATION * TREATMENT OF CANCER ./ :9 T.* R I A& T' U4/: (%I :9 /.onography E.:A--8 /.putum Routine G* .putum for acid fast bacilli only 2./ :9 5arathyroid -<4.-<8-. $H.T.. 4uided -iopsy =(* 'G= ='* LI#ER FUNCTION TESTS Thymol Turbidity Test G* #ephalin #holesterol Cloculation Test G* 6anden -erghn reaction 0 lcterus Inde/ 2@antitative -ilirubin3 (=* Takata &ra Reaction (** -romsulphalein 9/cretion Test 2e/cluding In"ection charges3 ))* PLEURAL AND PERICARDIAL AND ASCITIC FLUIDS 5leural fluid for Routine 9/amination (. 317 .@-8 OX"MEN CHARGES %/yzen charges ill be reimbursed at the rate of Rs.ternal marro Routine #ytology 2-one marro 3 )?= -asal Metabolic Rate 2-MR3 )=* $ung function Test )=* PS"CHIATR" TEST 9./62. (.-<:/.A T./ :9 Infusional #hemotheraphy -<4.* #%) ?* 5sychology testing (. C for 8iptheria ()= #ulture for 8iptheria (*= GASTRIC ANAL"SIS 4astric contents for Routine analysis 24astric analysis or fractional )(= Test Meal3 .-G4-38-8 2.600-7 13 0-84-.#ardiac 6ersion Eltra .600-7 13 0-84-.copies and -iopsies U4/: (%I :9 /.-<8-.A C.-G4-38-8 2. '**/< per day.H.#.-024A& 13.H.* SPUTUM EXAMINATION .

1/-<.-@-0 18 . 8iscoidectomy.1.2<:63/ 2.A 237 1''I :9 /. . Cractures.A 13.-@-0 18 . 1/-< >.12.2<:63/ 2.. . #aesarean 8elivery. >. &mputations. 8ilatation. blood transfusion. O4-02/1:38 &#ardiac including -y<5ass . 7ose and 9ar 2Time taken appro/imately >* minutes or less3.. Cissure./62.. 4astrectomy. -rain. Hysterectomy. 5. M13:0 O4-02/1:38 &80#.. angiography. -one Marro Transplant and Multiple fractures 2Time takern is more than ' hours3. S4-..urgery 2not for beautification3 #ataract 2 ith I%$3.tone 2including $ithotripsy3.12.A 13./62. 6asectomy. -ilat.92<1. 5lastic . $ung and #ancer %perations and . Hydrocele. R8. &ppendi/..urgeon Cees for %peration 2including fees for &ssitants3 d3 9/penses for dialysis. 7ailing.. #ircumcision.1.600-7 9:0 <-<=-08 :9 /. Minor %perations of the 9ye. Ma"or and Minor operations is appended belo L S4-. R8.. Tubectomy.A33-G60.. Cistula.9 :0 28 <-3/1:3-7 252138/ -2. $iver 0 4all -ladder. M2H:0 O4-02/1:38 &./62.A 13. implanted items during surgery herever they donot form part of package charges and pace<maker may be reimbursed at the rate of +=I for family members and (**I for orkman himself at rates not e/ceeding the rates applicable to lo est paying beds of &IIM.1<8-.:>-0 R8. Retina 8etachment. Thyroid. Hernia sub"ect to -ankKs discretion 2time taken appro/imately ( to ' hours3..9 :0 28 <-3/1:3-7 252138/ -2.idney/$iver Transplantation %peration. 5rostate.urgery. M2H:0 M13:0 O4-02/1:3 O4-02/1:3 O4-02/1:3 '***/< )***/< >=*/< '***/< )***/< >=*/< (****/< >=**/< )(**/< %peration Theatre #harges &naesthetist #harges . 7e 8elhi. 7ote L %perative interference done using state<of<the<art medical techni:ues taking less than the time indicated as above ill not alter the nature of the operations.% OPERATION CHARGES NAME OF PROCEDURE THE (%I :9 /.1<8-.:>-0 2<:63/ 2..600-7 9:0 >:0?<23 .pecial. Indicative list of . &bscess.mall Hydrocele.600-7 9:0 >:0?<23 . Heart valve replacement. 318 .idney .. 5iles.I6.

The follo ing ailments have been identified as ailments for hich treatment in India is not yet idely established L< #adaver . The Medical -oard should make a specific recommendations and also give reasons for recommending treatment abroad. Reserve -ank of India 2R-I3 ill constitute Medical -oards at Mumbai.. 2i3 2ii3 2iii3 iv3 v3 +. 8elhi. 7e 8elhi. etc.idney TransplantM %ld operated by<pass surgery cases 2in revascularizationM -one marro transplantM hich the initial operation as done abroad3 needing >.6 SCHEME OF REIMBURSEMENT OF EXPENSES INCURRED B" THE WORKMEN FOR THE TREATMENT ABROAD (. The annual cost incurred on meeting of the -oard by ay of sitting fees. hich in turn. orkmen and their family members on In an e/ceptional cases necessitating treatment of a kind yet to be idely established in the country. reimbursement of e/penses incurred by the treatment abroad ill not be allo ed. could pass it on to the concerned -ank. ith '. the schedule of charges as applicable for private ard treatment at the &ll India Institute of Medical . here orkmen on medical advice obtained in a manner indicated belo . The follo ing institutions have been identified as having facilities for specialised treatment L< -F 5&. a3 319 . %perative correction of Hymyopia cases #omple/ cyanoteB HeartB$iasion and ne ly before infants suffering from heart diseases. reimbursement may be allo ed sub"ect to the authority sanctioning reimbursement being satisfied about reasonableness of the claim. in a manner as may be decided by the Reserve -ank of India.. ).cheme. =. permission for treatment abroad may be granted by the -oard of 8irectors of the bank sub"ect to conditions laid do n hereinafter and limited to the e/penditure that ould have been incurred had such treatment been received in India in a government hospital or a nursing home specially recognised by the 8irector 4eneral of Health .ciences.ER49RF L ?. Hospitals and clinics indicated in paragraph G belo have facility for specialists treatment for hich re:uests are generally received for treatment abroad and in respect of hich treatment facility in ordinary hospitals are still inade:uate. The reimbursement of e/penses incurred on air passage for travel abroad in connection such treatment ill not be reimbursed. Cor the purposes of reimbursement. Coreign e/change may be released to the orkmen for the purpose of treatment abroad to the same e/tent as is permissible to private citizens. choose to go on their o n for treatment abroad. .ANNEXURE-16. enforced from time to time. G. . shall be shared on an annual basis by such of the banks hich avail of the services of the Medical -oards of e/amining cases of their orkmen needing treatment abroad.ol. #%R%7&RF . The Medical -oard ill submit its report to the R-I. The services provided by these hospitals may be availed of by the eligible orkmen. In such cases. as envisaged in the scheme. should be adopted.ervices of the 4overnment of India..otta and #hennai and at such other centres as may be considered necessary for the purpose of recommending hether an employee ould be covered under this . &s a rule.

-. 5ost 4raduate Institute. #hennai..asturba Hospital.ER49RF #&. Mumbai.M. #hennai. . Mumbai. . #ancer Institute. &dyar..amaritan Hospital.. Jaslok Hospital..asturba Hospital. &ll India Institute of Medical . Mumbai. . Mumbai. 7e 8elhi. -ombay Hospital. 5une. Jaslok Hospital. #handigarh. .I879F TR&7.ciences. 4. M i3 ii3 iii3 iv3 v3 vi3 vii3 viii3 i/3 /3 /i3 /ii3 . #hristian Medical #ollege 0 Hospital. 5erambur. &ll India Institute of Medical . -hopal. 5ant Hospital.M. #hennaiM #hristian Medical #ollege and Hospital. 5ost 4raduate Institute.M. 5erambur.outhern Rail ays. Mumbai. Hospital.ree #hitra Tirunal Institute of Medical .ciences.i3 ii3 iii3 iv3 v3 vi3 vii3 b3 .. -hopal 2-H9$3. . ANNEXURE-16. &l aye 2.outhern Rail ays Head:uarters Hospital. !adia Institute of #ardiology. 6ellore.. . Thiruvananthpuram. 7. . Head:uarters. .olkotta.ciences and Technology. Hospital.9. .( STATE BANK OF INDIA APPLICATION FOR REIMBURSEMENT UNDER HOSPITALISATION SCHEME (FOR SELF AND FAMIL" MEMBERS) B" DEBIT TO CHARGES ACCOUNT DETAILS OF EMPLO"EE & (3 7ame of the 9mployee L 320 .9. Mumbai. -ombay Hospital.ciences and Technology.erala3. Hospital.ree #hitra Tirunal Institute of Medical .. 8elhi. Hospital.5$&7T L i3 ii3 iii3 iv3 #hristian Medical #ollege 0 Hospital. c3 -$%%8 #&7#9R L i3 ii3 Tata Memorial Hospital. 7e 8elhi. 6ellore. #handigarh. Mumbai. d3 #%M5$I#&T98 H9&RT . . 6ellore.9.M. Thiruvananthpuram.

alary L ii3 8eductions L iii3 7et .3 L L L L L L L L L L L L L L L 2II3 &dmissible &mount Rs.3 =3 >3 +3 8esignation -ranch / 8epartment 8ate of Joining .%7/8&E4HT9R/8ependant i3 ii3 iii3 7ame &ge Income per month L L L ?3 G3 (*3 ((3 ()3 L 2I3 &mount &ctually e/pended -y the employee 2Rs.urcharge/Ta/ on Hospital -ill T%T&$ R.alary L .upporting #ertificates and -ills/Receipts should be attached3 DETAILS OF EXPENDITURE INCURRED & #onsultations/ReconsultationsL <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 321 .pecial 7ursing #harges 6isit charges -lood /other transfusions charges #onveyance/&mbulance #harges ..ummary of 9/penditure L L L L L L L L L i3 ii3 8ate of &dmission 8ate of 8ischarge L L i3 4ross .alary last dra n Medical aid claimed for If claimed for dependent family member 7ame of the 8isease 28iagnosis3 2as per circular instructions3 Hospitalisation 7ame and &ddress of the Hospital 5rivate/4eneral/Trust/#orporate 7ame and address of the Treating 8octor/#linic . 2III3 &mount Recom< Mended for 5ayment self (**I 8ependent<+=I &3 -3 #3 83 93 C3 43 H3 I3 J3 .3 $3 M3 73 %3 #onsultation charges %peration #harges 2including &ssistant #harges3 %peration Theatre #harges &naesthetistKs charges Room/Hospitalisation charges 2e/cluding diet/food bill3 Hospitalisation Registration Cees Radiology charges 2reports to be attached3 $aboratory charges 2report to be attached3 Medicines/8rugs charges 8ressing material/bandage/in"ection . 2.)3 '3 .9$C/!IC9/.

<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< Radiology Test L .r Receipt 8ate 7o. <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<< (3 8ay 6isit )3 7ight 6isit '3 Routine 6isit . Rs.3 .r Receipt/-ill 8ate 5articulars of Tests &mount 9ligible &mt 7o. <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<< DECLARATION 322 . Rs. of 6isits Rate per &mount 9ligible &mt 7o. Rs.r Receipt/-ill 8ate 5articulars of . 7o. <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<< <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<< . .r -ill 8ate 7ame of the Medical &mount 7o. Rs.r Receipt/-ill 8ate 5articulars of Test/s &mount 9ligible &mt 7o. Rs.r Receipt 8ate 7ame of the 8octor &mount 9ligible &mt 7o. 7o. 5aise Rs.uppliers Rs.. 7o. 7o. 7o. visit Rs. Rs. Rs.pecialist 6isit 7ursing #harges L <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<< .hift &mount 9ligible &mt 7o.tores/. <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< 5athology Tests L <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< . <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<< Medicines/8rugs L <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<< <<<<< . Rs.

T&M5 8ate L UUUUUUUUUUUUUU Medical %fficer/.3 -ills scrutinised and found in order. 4eneral Manager.anctionedRs.UUUUUUUUUUUU2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3by debit to #harges &ccount.tate -ank of India.upense &ccount Rs.UUUUUUUUUUUU. 4eneral Manager . I furher certify that the parent in respect of hom the reimbursement is claimed ordinarily reside ith me and my brother/sister orking in he -ank/other organisation have not claimed/are notclaiming reimbursement of such e/penses. Honal %fficeUUUUUUUUUUUU .UUUUUUUUUUUU2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3by debit to #harges &ccount. #harges are reasonable and admissible. 8ate LUUUUUUUUUU 8y.anctionedRs. 4eneral Manager/ 8y.enior Medical%fficer -ranch Manager/#hief Manager/ &sst. Recommended for payment of admissible amount of Rs. &mount recommended for reimbursement Rs. 4eneral Manager. I also certify that the family member for hom the reimbursement is claimed is fully dependent on me. -ranch L UUUUUUUUUUUUUU 8ate L UUUUUUUUUUUUUU Recommendations of -ankKs Medical %fficer -ill scrutinised and found in order. 8ate LUUUUUUUUUUUUUU 2. I am not entitled to receive claims under any personal accident policy insurane policy/other claims. RE--9R . .UUUUUUUUUUUU2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU U3 Cor arded to the &sstt. <<<<<<<<<<<<< for sanction.UUUUUUUUUUUU2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3/ -ill scrutinised and found in order.UUUUUUUUUUUU2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3/ -ill scrutinised and found in order.anctionedRs. 8ate LUUUUUUUUUU 4eneral Manager 2805-3/ 4eneral Manager 2#-3 323 .UUUUUUUUUUUUUU. &mount ithdra n from the . Honal %fficeUUUUUUUUUUUU . Recommended for payment of admissible amount of Rs.(3 )3 #ertified that the e/penditure has been actually incurrd by me. 4eneral Manager. Recommended for payment of admissible amount of Rs. 4eneral Manager. &mount reimbursed sofar to the applicant/his family members is Rs. RegionUUUU.UUUUUUUUUUUU2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3by debit to #harges &ccount. Honal %fficeUUUUUUUUUUUUUUUUUU/#ommercial -anking Module.UUUUUUUUUUUU2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3/ -ill scrutinised and found in order. 8ate LUUUUUUUUUU RegionUUUUUUUUUUUUUUUUU &sstt. 8y.I47&TER9 %C TH9 9M5$%F993 '3 .

%C I78I& <<<<<<<<<<<<<<<<<<<<<#IR#$9 324 .$ocal Head %ffice .UUUUUUUUUUUU 2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3 8ate LUUUUUUUUUU #HI9C 4979R&$ M&7&49R .T&T9 -&7.anctioned for payment of admissible amount of Rs.

2i3 #onsultantKs feesN 8octorKs Cees 2ii3 #ost of medicines 2Crom Hospital3 2iii3 #ost of 5athology 2iv3 .. &M%E7T R.R7% (3 )3 '3 -I$$ / #&. in case of hospitalisation. .9. 7ature 0 duration of illness.pecialised Investigation 2v3 #ost of Radiology 2vi3 #ompact 8isk charges 2vii3 -ed #harges < 9/cluding diet charges 2viii3 .ick $eave 5rivilege $eave >.. . 7ame of the 9mployee 8esignation 0 5resent place of posting 2-ranch3 8ate of "oining the service 4ross salary 0 allo ances 8eductions 7et take home salary !hether the reimbursement is sought for self or family.ANNEXURE-16. +. 7&M9 G..((2) STATE BANK OF INDIA IMPRO#ED MEDICAL FACILITIES SCHEME REIMBURSEMENT OF MEDICAL EXPENSES (FOR TREATMENT OF SERIOUS DISEASES ) (.pecialist fees 2/3 &naesthesia 325 . ). . !hether the disease is covered in the list of serious diseases L if so. #lassification of 9/penses .HI5 &M%E7T &mount not reimbursible Total amount not reimbursible 7et amount reimbursible (*.ICI#&TI%7 %C 9D597. please specify the disease. L &49 8&T9 R9$&TI%7. a3 b3 =.pecialistKs Cees 2%peration charges 3 2i/3 %peration #harges < 5ackage 8eal 9conomy class incl. . please give follo ing particulars in respect of dependent family members. please state the period of leave taken ith dates. In case of family.H M9M% L L L L L L L L L L i3 ii3 L 8ate of &dmission 8ate of 8ischarge L L ?.R7% #$&. '. If for self.

r Receipt/-ill 8ate 5articulars of Test/s 7o.:5A T-8/ & .3 8ay 6isit 7ight 6isit Routine 6isit . 5articulars of shift &mount Rs. 326 .:5A T-8/8 & .pecialist 6isit N608135 C. of 6isits Rate per visit &mount Rs. M-71.ervice Ta/ DETAILS OF EXPENDITURE INCURRED & C:386.13-8$D0658 & . Receipt 7o.tores/.r 7o. 9ligible &mt Rs. 9ligible &mt Rs.r Receipt/-ill 8ate 5articulars of Test/s 7o. . (3 )3 '3 .r 7o. 9ligible &mt Rs. &mount 9ligible &mt Rs./2/1:38& .uppliers &mount Rs. -ill 7o./2/1:38$R-. &mount Rs.:386.:. &mount 9ligible &mt Rs. 8ate 7o.r 7o Receipt/-ill 8ate 7o. 8ate 7ame of the Medical . R271:. Rs.2/i3 2/ii3 2/iii3 2/iv3 2/v3 /vi3 #ost of Medicines 6isit Cee %peration Theatre charges #onveyance charge %ther charges < Registration Cees . P2/.205-8 & .r Receipt 8ate 7ame of the 8octor 7o. Rs.

&mount recommended Rs. 4eneral Manager Honal %ffice/#7! .tate -ank of India. 4eneral Manager/8y.UUUUUUUUUUUUUUUUU 2Rs. 4eneral Manager.anctioned Rs. RegionUUUU/ 8y.UUUUUUUUUUUUUU 2RupeesUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3 Cor arded to the &sstt. 4eneral Manager Recommendations of -ankKs Medical %fficer -ill scrutinised and found in order. Recommended for sanction to $ocal Head %ffice <<<<<<<<<<<<<<< for payment of admissible amount of Rs. &mount ithdra n from the . 2. 8ate L &sst.enior Medical %fficer . 4eneral Manager. .UUUUUUUUUUUUUUUUU 2Rs.UUUUUUUUUUUUUUUUUUUUUUUUUUUUU3/-ill scrutinised and found in order.UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3by debit to #harges &ccounts 8ate L 8y.UUUUUUUUUUUUUUUUU 2Rs. Honal %fficeUUUUUUUUUU/#ommercial -anking Module.UUUUUUUUUUUUUUUUU 2Rs. #harges are reasonable and admissible. <<<<<<<<<<<<<< for sanction. Recommended for payment of admissible amount of Rs. I am not entitled to receive claims under any personal accident policy/insurance policy/other claims.upense &ccount Rs.UUUUUUUUUUUUUUUUU 2Rs.DECLARATION (3 )3 #ertified that the e/penditure has been actually incurrd by me. I also certify that the family members for hom the reimbursement is claimed is fully dependent on me. I furher certify that the parents in respect of hom the reimbursement is claimed ordinarily reside ith me and my brother/sister orking in the -ank/other organisation have not claimed/are notclaiming reimbursement of such e/penses.UUUUUUUUUUUUUUUUUUUUUUUUUUUUU3/-ill scrutinised and found in order.T&M5 8ate L . RegionUUUUUU Honal %ffice UUUUUUUUUUUUUUUUUUUUU Medical %fficer/.3 8ate LUUUUUUUUUUUUUU -ill scrutinised and found in order. Recommended for payment of admissible amount of Rs.I47&TER9 %C TH9 9M5$%F993 '3 . &mount reimbursed so far to the applicant/his family members is Rs.anctioned Rs.UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3by debit to #harges &ccount. 4eneral Manager. -ranch LUUUUUUUUUU 8ate L UUUUUUUUUU -ranch Manager/#hief Manager/ &sstt.UUUUUUUUUUUUUUUUU 2RsUUUUUUUUUUUUUUUUUUUUUUUUUUUU3/-ill scrutinised and found in order. 8ate L 4eneral Manager 2805-3/4eneral Manager 2#-3 $ocal Head %ffice 327 .UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3by debit to #harges &ccount.UUUUUUUUUU.anctioned Rs.UUUUUUUUUUUUUU. RE--9R .

UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU3by debit to #harges &ccount.UUUUUUUUUUUUUUUUUUUUUUUUUUUUU3/-ill scrutinised and found in order.anctioned Rs. %C I78I& < <<<<<<<<<<<<<<<<< #IR#$9 328 .UUUUUUUUUUUUUUUUU 2Rs. 8ate L #HI9C 4979R&$ M&7&49R .UUUUUUUUUUUUUUUUU 2Rs. Recommended for payment of admissible amount of Rs.T&T9 -&7..

L L L L i3 8ate of &dmission ii3 8ate of 8ischarge L L L ?. in case of hospitalisation. . .ADDITIONAL INFORMATION FOR BILLS FOR TREATMENT OF SERIOUS DESEASES (.H M9M% 8&T9 &M%E7T L L L L L L =. '. . please give follo ing particulars in respect of dependent family members.ICI#&TI%7 %C 9D597. 7ame of the 9mployee 8esignation 0 5resent place of posting 2-ranch3 8ate of "oining the service 4ross salary 0 allo ances a3 8eductions b3 7et take home salary !hether the reimbursement is sought for self or family.pecialistKs Cees 2%peration charges 3 %peration #harges < 5ackage 8eal 9conomy class incl. L &49 R9$&TI%7.. 7ature 0 duration of illness..ick $eave 5rivilege $eave >. !hether the disease is covered in the list of serious diseases L if so.HI5 &mount not reimbursible Total amount not reimbursible 7et amount reimbursible (*. . 7&M9 G. &M%E7T 2Rs. In case of family.R7% (3 )3 '3 -I$$ / #&. .9. ). If for self.pecialised Investigation #ost of Radiology #ompact 8isk charges -ed #harges < 9/cluding diet charges . please specify the disease. +.3 #onsultantKs feesN 8octorKs Cees #ost of medicines 2Crom Hospital3 #ost of 5athology .pecialist fees &naesthesia #ost of Medicines 6isit Cee 329 .R7% 2i3 2ii3 2iii3 2iv3 2v3 2vi3 2vii3 2viii3 2i/3 2/3 2/i3 2/ii3 #lassification of 9/penses #$&. please state the period of leave taken ith dates.

olkata in respect of treatment of the employees themselves for the diseases mentioned in 5aragraph G. the e/tent to hich the reimbursement is proposed.2/iii3 2/iv3 2/v3 /vi3 %peration Theatre charges #onveyance charge %ther charges < Registration Cees . L !hether the bills have been scrutinised by the -ankKs Medical %fficer at H. L 7il ..T&T9 -&7. 330 . %C I78I& 8&T9 LUUUUUUUUUUU 9ncl L The relative prescriptions. receipts etc.taff !elfare Cund &ccount maintained at #entral &ccounts %ffice. 895ETF 4979R&$ M&7&49R ANNEXURE-16.) EUARTERL" STATEMENT OF IMPRO#ED MEDICAL AID SCHEME (. -y debit to . . &mount not reimbursible Total &mount not reimbursible &mount payable as per the scheme &ccount to be debited to L #harges &ccount !hether the e/penses are ithin the prescribed ceiling of Improved Medical Cacilities .ervice Ta/ Total &mount Rs. inter alia.cheme. ('. bills. ().%. Reasoned recommendation in case deviation is proposed in percentage of reimbursement and / or individual items of e/penditure containing. 0 found in order.' 2a3 of -ipartite &greement. L 5urpose for hich the matter referred to #oporate #entre L ((. (.

. 2The periodical on such sanctions have been verified by the c3 . 4eneral Manager here the e/penses are ithin the ceiling on items of e/penditure and the laid do n 2The periodical statements of such sanctions have been verified by the 4eneral Manager3. beyond Rs.**.. <<<<<<<<<<<<<<<<<<< 8ate L percentage statements <<< <<< <<< <<< <<< <<< 8F. T%T&$ 2-3 2)..3 a3 . Rs..M.' 2b3 of -ipartite &greement and in respect of families in case of diseases mentioned in 5aragraph G. b3 ....anctioned by #hief 4eneral Manager ithin his discretionary po ers i. d3 ..anctioned by $ocal -oard upto #hief 4eneral Manager3 4...e.... -y debit #harges &ccount in respect of employees and their families in terms of 5aragraph G. The administrative approval for these e/penses have been obtained from #entral %ffice3... Cor ..elf 7o. 2 here the e/penditure and/or the percentage laid do n.....e.' 2a3 ibid. / 4.. of &mount -ills T%T&$ 7o....anctioned by 9/ecutive #ommittee of the #entral -oard beyond Rs. of 9mployees &mount 2in Rs..**..anctioned by 4eneral Manager here the e/penses are ithin the ceiling on items of e/penditure 0 the percentage laid do n..(...anctioned by 8y.. 2for same reasons mentioned in K#K above3.T&T9 -&7.Cor self 7o. 4979R&$ M&7&49R 331 .. aNbNcNd3 <<< <<< <<< T%T&$ 2&3 N 2-3 <<< <<< <<< . %C I78I&. of &mount -ills Cor Camily 7o. upto Rs....M.***/< b3 ...***/< ith #entral %ffice approval <<< T%T&$ 2&3 <<< <<< <<< <<< <<< ).anctioned beyond the #hief 4eneral ManagerKs discretionary po ers i.(. of &mount -ills a3 .. H%7&$ %CCI#9 / M%8E$9....

&s per the laid do n guidelines. along ith medical certificate from the referring specialist. The cash memos/receipts pertaining to pathological/radiological investigations should contain details of the tests carried out.L8T8. although similar treatment is available at nearby to ns/metro centres. The form should be free from arithmetical inaccuracies. Curther. 4eneral Manager of the Module/. 2=3 a3 In a number of cases. avoiding over riting/cuttings. along ith the relative prescriptions. the cash memos/receipts should attached in the order as listed in the format. The prescriptions should indicate the period upto hich the medicines are re:uired to be taken. a certificate should be furnished from the treating doctor/-ankKs Medical %fficer that the treatment as not available at the centre/nearby centre and that he has recommended the employee for taking treatment at nearby centre/another centre.ANNEXURE 16. hile for arding the bill to $ocal Head %ffice for sanction. from the . reimbursement of travelling e/penses for shifting the patient to a center other than the one here the employee is posted. hich are listed hereunder. In terms of the scheme. as re:uierd.. -esides signature of the employee. The bills should be scrutinised by the Medical %fficer at Honal %ffice for the reasonableness/admissibility of the e/penses claimed vis<]<vis the .pecial -ranch.enior Medical %fficer/Medical %fficer at the $H%.enior Medical %fficer/Medical %fficer that such a treatment is not available at the place of duty of the employee. is permitted only hen the treating consultant certifies that the permitted only hen the treating consultant certifies that the re:uired treatment is not available at the place of duty and that the patient is re:uired to be shifted to another centre to save his life. is not obtained. the employees seeking treatment for serious diseases are entitled for reimbursement of reasonable charges incurred by them as applicable in a general ard of a Trust/#orporation/4overnment run hospital in the area/centre. the -ill should also bear the signatures of the -ranch Manager. the bill should be throughly checked and should contain specific amount recommended and the same has been signed by the 8y. 27-4L50HR8LIRL. He should also specify the nature of disease as appearing in the -ankKs e/tant instructions and hether the accident as of a serious nature in the case of treatment for accident. b3 c3 332 . the employees are opting to get treatment at distant stations/metro centres. in such cases. #ertificate.((. containing reasons and "ustifications for such reference. Curther the follo ing points should also be noted carefully hile scrutinising/ sanctioning medical bills in order to obviate recurrence of various irregularities in this regard.chedule of reasonable charges. the Medical %fficer should make discreet en:uiries before recommending the amount. It should be ensured that the concerned employee has signed on the reverse of the bills/cashmemos for having incurred the e/penditure and claiming reimbursement thereof. specific recommendations are re:uired from the . Curther. CHECK LIST FOR SUBMISSION OF MEDICAL HOSPITALISATION SCHEME$SERIOUS DISEASES 2(3 BILLS UNDER The bill should be submitted in the prescribed format ensuring that all the columns have been neatly filled up furnishing the re:uired details. Therefore. In some cases.3 If the treatment as taken at a centre other than the centre of posting of the concerned employee. $aid do n instructions in regard to reimbursement of travelling e/penses for shifting the orkman or his family members from residence to the hospital/nursing home or from one centre to another are not being adhered to.)***3 2)3 2'3 2. employees are not taking treatment at the place of their posting. )(. Curther.5$L)G.

during the scrutinity of bills. fees for surgeons. #ertificate/undertaking ith regard to dependents income being of Rs. They should also indicate the charges hich are not reimburseable. In terms of the laid do n instructions. &s per the guidelings. In some cases.tatement of medical e/penses incurred. This is not being insisted before passing the bills. . the medical bills are to be for arded to the sanctioning authority on the re:uisite proforma duly signed by the recommending authority.cheme are not being submitted and submitted. only the e/cess bed/I#E charges are reduced from the billed amount. This is inconsistant ith the laid do n guidelines in terms of hich the e/cess of the actual bill amount of the hospital over the amount considered reasonable as per the entitlement of the employee has to be borne by the employee. delay has been observed. (. anaesthetistKs fees and other related services corresponding to the higher clas of bed/room 2 hich ould normally be on high side3 ere paid. information is not sought from the employees as to hether they have taken any insurance cover on account of accident or any monetary benefit is accruing on account of third party insurance claim although the benefits admissible under the improved claim. In cases here the empleyees have taken treatment in a bed higher than their entitlement. indicating inter<alia the amounts eligible under each head. although the benefits admissible under the improved Medical &id . that in such cases a certificate should be taken from the employee confirming that the amount claimed as actually incurred by him and that he has neither received nor is entitled to any reimbursement or contribution to ards such e/penses through any source. the payment of charges for various tests conducted ill be effected to the 333 . @uarterly returns on improved Medical &id . here k3 l3 m3 n3 o3 -ills in respect of diagnostic centres ith hom e have entered into tie<up arrangements continue to be paid on actual basis every month rather than on lumpsum basis.enior Medical %ffice/Medical %fficer on the admissibility and resonableness of the charges claimed by the employee are not recorded. hile the other charges such as operation theatre charges. The e/treme casess of hardship involving prolonged domicillary treatment on the advice of the attending hospital surgeon/physician should be referred to $ocal Head %ffice for consideration through proper channel. are not compiled ith. It appears that the rates being charged in the bills are not being sub"ected to systmatic verification. !hile settling bills of emplyees involving acciedents of serious nature.enior Medical %fficer/Medical %fficer given as Athe bills are in order sub"ect to the satisfaction of -ankKs laid do n norms A are not applicable. amounts disallo ed and allo ed is not being recorded. 9/plicit comments of the .d3 9mployees are approaching consultants and admitting themselves in higher class hopitals of their choice rather than in hospitals as per their entitlement.cheme are to be reduced by the amount so received or due.<> eeks or as specified by the hospital authorities in each case hichever is less. &s per the e/tant instructions. the rates being charged for various services by hospitals in their bills ere higher than the rates mentioned in the $H%Ks approved schedules.=**/< is not obtained from the employees. This results in much higher e/penses than hat ould be incurred had the treatment been taken in a hospital as per their entitlement. The e/tant instructions in this regard. cost of post<hospitalisation domicillary treatment should be reimbursed upto . Remarks of . and here recorded. evidence of it having been verified/checked by officials is not found. ithin the prescribed ceilling e3 g3 h3 i3 "3 Medical bills have been paid at $H%s even hen the same have not been scrutinised/recommended or routed through the concerned Honal %ffice.

diagnostic centres on actual basis for he first si/ months only, and thereafter the monthly lumpsum e:uivalent to the average of he monthly actual charges for the first si/ months are paid. ,ubse:uently, this arrangement is to be revie ed at yearly intervals. p3 :3 Revie of arrangements of beds ith hospitals is not being regularly done.

&udit of the facilities/services is not being done regularly.

334

CHAPTER 1( UNIFORM AND LI#ERIES
1(.1 1(.1.1 ELIGIBILIT" * PERIODICIT" OF SUPPL"
&ll confirmed 2a3 full time members of subordinate staff and orkmen in subordinate cadre dra ing at least (/'rd salary and hours in a eek including domestic servants shall be supplied uniform every year and one set of oollen uniform once in ,9TT$9M97T L 8T8. G.>.(G?G3 2b3 permanent part<time orking for not less than > ith t o sets of summer three years.2-I5&RTIT9

1(.1.2 1(.1.3

&t Hill stations, one set of oollen uniform every year and one set of terry cotton uniform once in ' years shall be supplied in lieu of the uniforms stated in paragraph (+.(.( above. Members of atch and ard staff are supplied ith a pair of shoes once in a year. 8rivers, 9lectricians, &# 5lant &ttendants, 5lumbers and ,anitary Citters are supplied ith a pair of shoes once in t o years. The orkmen employees ho are supplied ith a pair of shoes, may also be supplied shoe polish once a month and shoe brush once in si/ months.

1(.2 1(.2.1
i3 ii3 iii3

ITEM8 OF UNIFORM

Messengers Menial ,taff

< <

short coat/shirt 0 trousers -ushirts and shorts/Trousers

#ap has been discontinued as an item of both summer and inter uniform for subordinate staff e/cluding atch and ard staff. Ho ever, here turban is provided as headgear to Head Messengers/Jamadars/8uffedars/7aiks, the same may continue to be supplied. Rates of Turban for ,ikh subordinate staff and those ho ear it traditionally is fi/ed at a cost not e/ceeding Rs. (+*/< per meter. 2#IR8%/50HR/(? of (GG?<GG 8t. )*.*=.(GG?3 Items such as shirts, foot ear, belts, socks, raincoats and umbrellas etc. do not constitute uniforms. -elts, overcoats and blankets, ho ever, continue to be supplied at those places ere supplied as on (st &ugust, (G>>. here they

iv3 v3

1(.2.2

W2/.; 237 W207 S/299
S6<<-0 U319:0<8

i3 ii3 iii3 iv3 v3

#ap<beret oollen/pagrees for ,ikhs Maroon/.haki/-lue colour #ap badge < !hite metal 2medium size round ,-I3 Hackle 2#ap3 < Maroon ith ade:uate fi/ing arrangements ,hirt<.haki drill < full sleeves $anyard .haki 2same as the colour of cap3 ith thunder histle

%ne per year. $ife < ' years. ) in a year. ) shirts in a year ( in a year.

335

vi3 vii3 viii3 i/3 /3

-elt black leather Trousers < .haki drill 7ame plate 2plastic3 Rank stripes for Head !atchman ,ocks black < ) nylon N ( oollen or ) oollen N ( nylon or ' nylon in a year ,hoes black A,-I -&7. 4E&R8A #hromium plated buckle W::,,-3 U319:0<8

$ife ' to = years ) in a year ( in a year ) in a year Total ' pairs in a year. & pair per year $ife ' to = years

/i3 /ii3

i. ii.

Head 8ress as in item2i3 of summer uniforms. Jacket < Tunic khaki sarge2!oollen3 full ,leeves &rmy pattern ith ) breast pockets, ) side pockets, shoulder stripes open front ith ,-I chromium plated buttons

iii. iv i. ii iii

Trousers sarge2 oollen3 khaki of the same :uality and shade as that of tunic/"acket above. %ther accoutrement ill be as per summer uniform. N:/- & &ll items supplied e/cept shoes, metal buckles etc. should be marked individual and ,-I stamp in indelible ink. ith the name of the

Messengers are to be provided ith full pant, bushcoat 2 ith full sleeves3 and cap. , eepers and gardeners are to be provided ith half pant and shirt ith half sleeves. There should be no deviation from the pattern of uniforms mentioned above.

1(.3
i3 ii3 iii3

C:,:60 :9 6319:0<8
Messenger 2 ith combined designations3 7on<messenger subordinate staff and !atch and !ard ,taff Cemale employee 2,arees/blouses3 !hite .haki $ight blue

1(.!

ARRANGEMENTS FOR TIMEL" SUPPL" OF UNIFORMS
&rrangements for supply of summer uniforms should be initiated in the first eek of Cebruary and completed before the end of March each year. Cor inter uniforms arrangements should be initiated in the first eek of ,eptember and supply should be completed before the end of %ctober of the year.

1(.% 1(.%.1

T"PE AND COST OF CLOTH FOR UNIFORMS S6<<-0 6319:0<8

336

&s terry<khadi cloth is not generally available in ade:uate :uantity and at all centres and considering its poor durability and high cost, summer uniforms of terry<cotton cloth may be supplied. Ho ever, there may be a centre, here terry khadi cloth is available in sufficient :uantity. ,uch proposals, therefore, may be considered, provided the cloth is of the same colour and :uality 2including durability3 as compared to terry cotton uniforms supplied else here, the cost thereof should also be ithin the approved range. To enable employees to have a ider choice of selecting cloth, it has been decided that the employees could be provided uniform from the follo ing type of cloth ithin the present price ceiling of Rs. (>* per metre plus local ta/es. 2#IR8%/HR/(+/)**><*+ 8&T98 *G.*=.*>3 i3 ii3 !hite < -innyKs terry cotton !hite Marathon bleached 2 idth ('? cms3 .haki < -innyKs terry cotton Marathon .haki < T# < ?** 2 idth ('? cms3 The employees could be provided the follo ing types of cloth in lieu of -inny cloth above price ceiling. 259R/IR/#IR/? 8t.);.*;.(GG=3 7ame of the Mill iii3 iv3 v3 vi3 -ombay 8yeing Mafatlal Cabrics Mafatlal Cabrics Tata -rand Moderate 5luto &ttract ,ulabh ithin the

7ote L If the above cloth is not available at a centre, cloth of a comparable variety/make may be purchased.

1(.%.2

W13/-0 6319:0<8
Eniform should be provided ith one closed coat and one full pant. 9ach member of the subordinate staff ill be eligible for oollen 7avy -lue oollen AvarsityA ==I Terene, ;=I ool, idth ('+/('G cms. manufactured by M/s. -inny $td., #hennai. !inter uniform may be supplied to the ,ubordinate staff at a cost of not e/ceeding Rs. ))**/< for one set of uniform . The controllers/-ranch Managers are re:uested to please ensure that payment of bills be sanctioned only after ensuring the end use. These rates are the upper ceiling. 2#IR8%/HR/+=/)**><*+ 8ated )'<((<*> 3 7ote L

i3

&t a centre here inter is generally mild, if the ma"ority of subordinate staff posted at all offices thereat re:uest for terry< ool/light oollen cloth for inter instead of pure oollen cloth, the same may be arranged. -ut the cost of cloth and tailoring charges should not e/ceed the specified limits.

1(.%.3
2i3

U319:0<8 9:0 9-<2,- -<4,:A--8
,EMM9R E7IC%RM, Cemale employees in subordinate cadre may be supplied ) sets of summer uniform every year at a cost not e/ceeding Rs. '=*/< 2inclusive of ta/es3. 9ach set of uniform may comprise the follo ing L259R/IR/#IR/? 8t.);.*;.(GG=3 Item &ppro/imate cost

337

,aree 25olyester3 ,tandard length -louse 2Terry<cot3 5etticoat 2cotton3 ,aree fall T%T&$ #%,T 2ii3 !I7T9R E7IC%RM,

Rs. ))= Rs. >= Rs. ;= Rs. (= Rs. '=*

Cemale employees in subordinate cadre may be supplied ith .haki at an aggregate cost not e/ceeding Rs.(;**/< 2inclusive of all ta/es3.

oollen "ersey or sha l

1(.6 1(.6.1

PROCUREMENT OF CLOTH AND STITCHING OF UNIFORMS
The material should be purchased at holesale rates from the authorised stockists/dealers or through a -ranch in a nearby to n. 9fforts must be made to get the ma/imum discount. The purchase should cover only the immediate actual re:uirements and no stocking of cloth is permitted. The -ranch Managers must e/ercise caution in ensuring that the cloth is al ays purchased from the authorised dealers, as per prescribed :uality and only reasonable stitching charges are paid to firms ho have been stitching uniforms satisfactorily in the past, after inviting competitive :uotations. 7o vested interest should be allo ed and utmost economy should be observed in the matter. 7ecessary cloth for uniforms may be supplied to tailors by the -ank, after purchasing it from the sho room/stockists/agents or open market. In other ords, a tailor should not be asked to either supply the cloth himself or purchase it from the market. The -ranch Managers should satisfy themselves that the :uantity of cloth 2per uniform3 asked for by the tailor is reasonable. 7o definite rates have been laid do nM reasonable charges are to be permitted. -ranches/offices may get the uniforms stitched locally by suitable tailor2s3 on payment of reasonable/competitive charges.

1(.6.2

1(.6.3

1(.6.! 1(.6.%

1(.6.6

S23./1:3135 A6/;:01/A
The -ranch Managers are vested ith discretionary po ers to incur e/penditure to the e/tent laid do n in A8elegation of Cinancial 5o ersA in any one instance in connection ith the supply of uniforms. In sanctioning the e/penditure, the -ranch Managers should ensure that it is necessary and reasonable. #ompetitive :uotations are to be obtained for the supply of material and making of uniforms. !here the lo est :uotation is not accepted, the reason for non<acceptance is to be recorded in the appropriate #ontrol Return. The e/penditure incurred in regard to the supply of uniforms should be reported to the #ontrolling &uthority indicated at the &nne/ure (+.(.

1(.(
i3

W28;135 :9 6319:0<8
!here arrangements have been made by the bank for ashing of uniforms, employees should get their uniforms ashed through the asherman concerned.

338

ii3

!here the ashing of livery is not arranged by the -ank, ashing allo ance at the rate of Rs.+=/< p.m. shall be payable to members of subordinate staff entitled to uniforms. 2#ir. ((=/)**=<*> 8t. *+.*>.)**=3 Curther, this allo ance ill not be paid for the period of leave if an employeeKs leave e/ceeds '* days. 259R/IR/#IR/>' 8t.*=.*+.(GG*3

iii3

1(.)
i3 ii3

R-.:07 :9 8644,A :9 6319:0<8
&fter stitching, tailor should supply the uniforms to the -ank. He should not supply these direct to the employees concerned. & proper record of uniforms supplied to employees should be kept at each -ranch/office in a Register, called AEniforms RegisterA. Curther, uniforms should be delivered to employees by the -ank against ackno ledgment in the Eniforms Register.

1(.

W-20135 :9 6319:0<8
&ll members of subordinate staff, ho are supplied ith uniforms, shall ear them hile on duty and in clean conditions. Members of the subordinate staff should not be permitted to report for duty if they come to office ithout earing the uniform. Those ho do not comply ith this re:uirement should be cautioned and in case of repeated non<compliance, appropriate disciplinary action should be taken against them in terms of their service rules vide para =)( of the ,astry & ard read ith paragraph (?.)? of the 8esai & ard. 7ot earing a uniform on duty ill be treated as an act of minor misconduct.

339

ANNEXURE 1(.1
STATEMENT SHOWING PARTICULARS OF EXPENDITURE FOR SUPPL" OF UNIFORMS
7umber of uniforms supplied Messengers !atchmen/-ank 4uards , eepers/4ardeners %ther menial staff, if any Total &3 QQQQQQQ. metres of cloth purchased at Rs. QQQQQQ.per metre. -3 Total tailoring charges at Rs. QQQQ per set of uniform Total cost ,T&T9 -&7. %C I78I& ........................... -ranch/8eptt. 8ate L To, The &sstt. 4eneral Manager/8y. 4eneral Manager/ 4eneral Manager28 0 5-3/2#omm. -kg.3 ,tate -ank of India Region......... Honal %ffice/Module/$ocal head %ffice ............................... Rs. QQQQQQQ.. Rs. QQQQQQQ.. -ranch Manager Rs. QQQQQQQ..

340

CHAPTER 1) TERMS AND CONDITIONS OF SER#ICE OF PART-TIME EMPLO"EES * DOMESTIC SER#ANTS
1).1 TERMS AND CONDITIONS OF SER#ICE OF PART-TIME EMPLO"EES
In terms of an agreement reached bet een &ll India staff Cederation and the bank, all part employees in the service of bank as on '(.().*=, dra ing scale ages and on fi/ed ages, have been converted into full time scale of pay by (.;.*>. They ill be governed by the same terms and conditions as applicable to other full time employees of menial staff in subordinate cadre. 2## letter no. #8%LIRL,5$L;;( dated (.).*>3

1).1.1

CONVRSION OF PART-TIME EMPOYEES
In terms of an agreement reached bet een &ll India staff Cederation and the bank, all part employees in the service of bank as on '(.().*=, dra ing scale ages and on fi/ed ages, have been converted into full time scale in three phases in order of their time<scale of pay.

1).1.2.
I3 ii3 iii3

PHASES OF CON#ERSION
&ll part<time employees in '/; th scale of pay as on '(.().*= have been converted to full<time scale .e.f. (.*(.)**> &ll part<time employees in (/) scale of pay as on '(.().*= have been converted to full<time scale .e.f. (.*).)**> &ll part<time employees in (/' scale of pay as on '(.().*= and on fi/ed converted to full<time scale .e.f. (.*;.)**> ages have been

1).1.3

D-81532/1:3 237 76/1-8 :3 .:3@-081:3
&s per the agreement the part<time employees on conversion to full<time ill be designated as 4eneral &ttendant 2%riginal designation i.e. , s eeper, canteen boy, gardener etc.3 &fter conversion to full time scale they ill continue to perform the duties of their original designation i.e. , s eeper, canteen boy, gardener etc and In the remaining time they ill perform other menial/ messengerial duties of ater boy/cash coolie/hamal/farrash etc. 7ote L

i3

The conversion of part time employees to full time and their redeployment from administrative offices and other establishments ill take care of vcancy2ies3 of menial staff in #ircles including those arising due to retirement death, opening of ne branches/offices etc, 7o fresh part<time vacancies for appointment in menial category be created approval of this office. ithout prior

ii3 iii3

The bank ill outsource maintenance ork at all administrative office including $H%s, H%s,R%s/%$R,s, ,T#s, ,ervice -ranches, Residential comple/es etc and all other establishments hich do not handle customer transactions. Maintenance ould include all types of ork including s eeping, ashing, cleaning, dusting, polishing etc. of office floors, toilets, ooden, glass, steel surfaces, carpets, furniture and fi/tures, computers, modern gadgets etc. It ould also include maintenance of all electrical fittings/appliances, generator, lifts etc, plumbing, painting, airconditioning, and or any other ork for proper upkeep of of the

341

banks property including maintenance of gardens, open areas around the offices and residential comple/es etc. iv3 The #ompetent &uthority to approve outsourcing of maintenance services 4eneral Manager for the #ircle. ill be #hief

1).2 1).2.1

SER#ICE CONDITIONS OF DOMESTIC SER#ANTS G-3-02,
The provisions of the 8esai & ard are not applicable to domestic servants to do ork e/clusively for officers of the -ank at their residences. ho are employed

1).2.2
i3

H:608 :9 >:0?, :@-0/1<-, >--?,A :99 237 9-8/1@2, ;:,172A8
2,9TT$9M97T 8T8. )(.'.(G>+3 In terms of paragraph (*.() of the -ipartite &greement dated '( st March, (G>+, the provisions of the &greement relating to hours of ork and overtime are not applicable to part<time orkmen engaged in domestic service. Ho ever, orkmen engaged in domestic service at the office and residences of officers and not e/clusively at the residences ill be governed by the provisions regarding hours of ork and overtime. 25ara (*.(), -ipartite &greement 8ated '(.*'.>+3 Regarding eekly off and festival holidays, the follo ing arrangement has been made effect from (<?<(G+). 2&greement dated )G<+<+)3 ith

ii3

iii3 a3

8omestic servants ho are employed by the -ank to ork at the residence of the officers of the -ank ill be given a holiday on any one day of each eek convenient to such officer at hose residence they are orking. ,uch domestic servants ill also be given the same number of holidays in lieu of national/festival/gazetted holidays as are given to the atch and ard staff in the -ank. The actual days on hich these holidays ill be availed of ill be left to be selected by the employee concerned in consultation ith such officer at hose residence he is serving, at the beginning of each year.

b3

342

343 .(GG+3 Temporary employment stands prohibited in the -ank ith effect from ( st &pril (GG+ and any functionary violating the instructions shall be held personally accountable for any violation of the instructions.CHAPTER 1 TEMPORAR" EMPLO"MENT CONTRACT LABOUR 1 .=.1 TEMPORAR" EMPLO"EES AND ENGAGEMENT OF 2#8%LIRL+')G 8T8. =.

2'. there should be no transfers ordinarily and if there are any transfers at all.2 F1@.1.1 TRANSFER POLIC" AND WORKMEN STAFF & TRANSFER POLIC" P0:@181:38 :9 S28/0A A>207 9:0 /02389-08 The sub"ect of transfer of orkmen staff is dealt ith in paragraphs ='= and ='> of the .tate or the language areas in hich an employee has been serving.U31:3& ith the names i.tate or the language area should not be made as far as possible e/cept ith his consent. 7ote L The directions given in paragraph ='= of .TRF &!&R83 (B) T02389-0 :9 :/.taff Cederation.1.A-20 /02389-0 4:. transfers outside the . 6ice<5resident and the .&. the Tribunal gave directions on ho transfers should be effected. ritten or oral.A &s periodical rotation of staff bet een branches and redeployment of surplus staff are bound to involve movement of a large number of employees bet een branches. evolved a transfer policy for orkmen staff and policy for redeployment of surplus staff.1. it as considered necessary to evolve suitable policies to regulate the movements so that no room as left for arbitrariness. !hile paragraph ='= deals ith the transfer of office<bearers of the union.astry & ard regarding transfer of office<bearers of ARegistered -ank 9mployees EnionA mean and refer to a Enion registered under the Trade Enions &ct. made by the union shall be considered by the bankM iv.tate -ank of India .. at least five clear orking days1 notice should be put up on the notice boards of the bank of such contemplated actionM iii. in consultation ith the &ll India .1 2'. Therefore. (G)> and not to -ranch/Regional/Honal units thereof. The Tribunal has observed that transfers are rendered necessary by the e/igencies of administration and that the proper vie to take is that transfers are normal incidents of the orking of a bank and they must be left to the discretion of those ho guide the policy of the -ank and manage its affairs. the -ank.ecretaries of the unionM ii. These are summarised hereunder. a record shall be made by the bank of such representations and the bank1s reasons for regarding them as inade:uateM and v. from time to time.-0 -<4. Curther the number of transfers should be strictly limited and normally it should not be more than once in a year. to avoid the suspicion that discretion may be abused and transfers effected on considerations other than the needs of administration. 2. &ny representations.:A--8& The & ard envisages minimum possible transfers as re:uired by banking needs and efficiency. The decision shall be communicated to the union as ell as to the employee concerned. In respect of subordinate staff. henever the transfer of any of the above<mentioned office bearers is contemplated. paragraph ='> gives directions on transfers in general. shall furnish the bank of the 5resident.astry & ard. If any order of transfer is ultimately made.-0 B-20-08 :9 /. 9/cept in very special cases. In case of orkmen staff not belonging to subordinate cadre also. Ho ever. they should be confined to the .CHAPTER 2' WORKMEN STAFF & REDEPLO"MENT OF STAFF 2'. 9very registered bank employees1 union. (A) T02389-0 :9 O991. This policy provides broad guidelines for movement of staff and seeks to serve the 344 .

eniority need not be effected under this policy e/cept hen considered absolutely necessary. 2#8%/IR/#IR/)( 8t. The salient features of the policy are as under L 259R/IR/>?=+ 8t. 259R/IR/. Ho ever. #lerical and subordinate staff 2all categories3 to be transferred to another office. modify the provisions of paragraph ='> of the .*.taff Enion and their local unit secretaries need not be sub"ected to transfer under the policy as long as they continue to hold the position in :uestion. The procedure as outlined in . In regard to transfer of this category of staff outside the station.((. ho are appointed on in<cadre higher positions such as &ssistant Head #ashiers etc.*>. re:uests of employees for retention at an office on e/treme grounds of sickness.aforesaid purpose but does not. Transfers of employees. may not be transferred immediately but their cases should be revie ed subse:uently and transfers effected in a phased manner.(GGG3 Inter<departmental/inter<divisional movements should not be treated as transfer under the policy and the eligible employees should be transferred out from the office/branch here they are presently posted on completion of the prescribed time limit of = years..)=. 59R/IR/(>*)= 8t. .(G?'. &ssistant 2&ccounts/#ash/Typing3 etc. ith = years or longer stay at an office are liable The #entral/!orking/9/ecutive #ommittee members of the recognized #ircle & ard . .(GG(3 iv3 The employees ill be listed category< ise.(G?.. 5rovided thatL vii3 viii3 a3employees. c3 345 . 59R/IR/(+?>' 8t. in any ay. hich ill continue to govern transfers rendered necessary by the e/igencies of administration. Their cases should also be revie ed periodically.(G?.*).astry & ard.3 i3 ii3 iii3 Transfers ould be made ithin the same #entre/Municipal/Erban &gglomeration area..e.tenographers. may not be transferred.ection ='= of the . Transfer should involve movement from one branch/office/establishment to another branch/office/establishment and should be applicable to all categories of orkmen staff 2i. problems concerning inter<se seniority arise at the transferee branches.=?+ 8t. clerical/cash and subordinate3. This is so because in such circles. . they ill continue to be sub"ected to transfer rendered necessary by the e/igencies of administration as hither to.uch e/emption is not available to office<bearers of unrecognized unions. a policy for the same ould be framed by $ocal Head %ffices in consultation ith the #ircle Enion. viz.*=. and the transfers ould be effected category< ise depending on the needs of the offices concerned. &ssistant Head #ashier. on the basis of -ranch .(*. The policy ill not apply at the centres here there is only one office of the -ank. b3 those employees ho are normally due for transfer but hose services are considered essential or it is not considered to transfer them for other "ustifiable administrative reasons. some of the in<cadre higher allo ance carrying positions are filled on branch seniority and if such employees are transferred. duly accompanied by a medical certificate from the -ankKs doctor/specialist or on any other ground of e/treme compassion may be considered on merits.*.enior &ssistants. !henever the transfers are effected. v3 vi3 The employees due for in<cadre promotion ill invariably be transferred to another branch at the same station or outside if they have completed = yearsK stay at one office.. ho have attained the age of == years. the employees should normally be transferred in the order of their length of stay at the office.astry & ard ill continue to be follo ed.*=.).

ecretary of a Registered -ank 9mployeesK Enion is transferred from a -ranch/%ffice. 2..:A--8D 631:3 !henever the office<bearer of the #ircle Enion. Redeployment/transfer ill be for a period of ) years for a difficult centre and ' years for other centres.1. (G)> and not to -ranch/Regional/Honal units thereof. viz. 6ice<5resident or . The policy ill be sub"ect to revie from time to time. The office<bearers of local unit of the Enion ill not be covered by these provisions. The female employees above =.TRF &!&R83 2'.2 REDEPLO"MENT-CUM-TRANSFER POLIC" FOR AWARD STAFF 2#ir8o/59R0HR8/(. the employee ill have the option to be repatriated to his original place of posting or to a place of his choice. Ho ever.3 T02389-0 :9 :991.10. & branch and centre ise list in descending order of length of stay ill be kept ready.<*)<*+3 To carry out implementation of our technology plan and redeployment of human resources. It is clarified that these provisions are applicable only hen the designated office<bearers of the #ircle Enion are transferred.. The number of employees transferred at a time from one office may normally not e/ceed (* to )* per cent of the total strength of the cadre at that office. first to come ill be first to go. The operational guidelines and salient features of the revised redeployment/transfer is as under.astry & ard regarding transfer of office<bearers of ARegistered -ank 9mployees EnionA mean and refer to a Enion registered under the Trade Enions &ct. a notice to that effect is put on the 7otice<-oard five clear orking days in advance.taff Cederation about redeployment/transfer of employees on the ))nd July )**' and on )'rd %ctober )**>.-<4. re<skilling the staff and using them as per -ankKs re:uirements #orporate #entre have entered into a . The redeployment/transfer ill be ithin a centre as ell as outside a centre.ettlement ith &ll India . The directions given in paragraph ='= of . they may be redeployed/transferred ithin<the<centre upto =+ years of age.-I .i/3 /3 /i3 /ii3 The policy ould aim at movement of the staff from one office to another in a phased manner ithout causing undue hardship or dislocation to the concerned employees. K#entreK for the purpose of these guidelines has been defined as underL A#entre is a to n or city up to the municipal limits or an urban agglomeration or a territorial area as per #ensus of India. years and male employees above == years of age ill be e/empted from redeployment outside the centre.A 2iv3 Redeployment/transfers ill be done on the basis of longest stay at a branch or a centre.<*= dated )(.--=-20-08 :9 . 7othing in this policy ill affect the managementKs right to make transfers on administrative grounds ithin the provisions of the & ard. 5resident.*= 0 #ir8o/HR/(('/)**><*+ dated ).*). In other ords.&. It also includes a territory notified by the 4overnment as pro"ect area or an area defined for development like 7ational #apital Territory. etc. 2i3 2ii3 2iii3 The policy is applicable to both clerical as ell as subordinate staff. &t the end of the above period. 2'. here the same salary and allo ances including HR& and ##& are payable. sub"ect to the conditions stated in the guidelines. duly verified and updated by the authorities mentioned in the guidelines. as the case may be.=/)**. 2v3 2vi3 346 ..

They may be considered for posting at administrative offices also. Reimbursement of House Rent to employees ho retain their families from here they ere redeployed/transferred ill be made upto a ma/imum of Rs. falling in the geographical area of a Hone ill be treated a s part of the zone concerned.ecretary. the HR&/##& being dra n by the employee immediately prior to redeployment/transfer ill be protected in cases here the employee retain the family at higher HR&/##& centre.ecretary at each Honal %ffices of the #ircle .viii and )*.&M4/ $H% or a #orporate #entre establishments etc. 4eneral .m. to subordinate class on certificate basis.).taff Enions ill be e/empted from redeployment. .=**/< p.'**/< p. an employee attains =+ years of age or completes the period of his/her stay as per the policy. the relevant date for eligibility under redeployment/transfer period ill be (st June instead of (st &ugust each year.astry & ard. one/t o .ecretary at $H% Head @uarter and one 8y. Treasurer of the &ll India . 4eneral . Redeployment/transfer guidelines.taff Cederation and 5resident. 5ension .).enior 6ice<5resident. for clerical and Rs.i/ above ill also be applicable to the employees redeployed outside the centre under career progression scheme. ill be done by the designated authorities as mentioned in the Crom the year )**+<*?. The difference bet een the higher HR& and ##& payable at the original centre and the eligible lo er HR& and ##& payable at the centre here the emploee is redeployed/transferred ill be paid as 5ersoanl &llo ance hich shall not count for any opther benefit like 8&. The other members of the #ircle/ !orking/ 9/ecutive/ #entral/ #ommittee of the recognised #ircle Enion and council members of federation ho are eligible for special casual leave in terms of bipartite settlements dated )nd June )**= ill be redeploed in the same centre.ecretary. The 5resident and . 4eneral . Treasurer and one 8y. The above provisions of redeployment are of ='= and ='> of . The branches/ offices/ #&4/ Mid #orporate / . he/she may be considered for transfer to a centre of his/her preference including previous centre of posting sub"ect to availability of vacancy or against a vacancy that may arise due to redeployment of fresh employees and replacement being made available to the branch/office to his/her present posting by redeployment/transfer. Ho ever the movement of employees bet een branches/offices necessitated for administratuive e/igencies can take place as and hen arranted. & statement should be sent to HR 8epartment at $H% on :uarterly basis in regard to the transfers/ redeployments made during the :uarter on the lines of format already being used by modules. The employees redeployed under career progression scheme ill also be eligible for repatriation to original place of posting or to a place of his choice on completion of ) years at a difficult centre and ' years at other centres sub"ect to other conditions stated in the guidelines being fulfilled. 2/i/3 347 .m.enior 6ice<5residents. To achieve this ob"ective centre< ise stay list prepared as per the e/tant guidelines be used to fill up the vacancies out of the centre and the branch< ise list of stay be used for the purpose of redeployment under = year transfer policy.2vii3 If at the ne centre of posting. ithout pre"udice to the provisions of paragrapgh 2viii3 2i/3 2/3 2/i3 2/ii3 2/iii3 2/iv3 2/v3 2/vi3 2/vii3 2/viii3 #ases of e/ception ill be dealt ith as indicated in the guidelines. 5C etc. 5rotection of HR& and ##& and reimbursement of House Rent as stated in para )*. %n redeployment/transfer of an employee from a higher HR&/##& to a lo er HR&/##& centre.

2'. 4eneral Manager/ 8y.2. 2'. the provision of of the policy as laid do n ill be implemented..2. 5ending clarifications. #entral %ffice establishments located at the centre.% EG.1 REDEPLO"MENT -CUM.2.18/8 9:0 R-7-4. 7ormally.:A<-3/$/02389-0 .. or from a Region to branch/ office/location ithin the control of another &sstt.13 /.1.1.1/A :9 0-7-4. $ocal Head %rffice and #entral %ffice establishments etc. The above list ill be prepared by each branch/office including Honal %ffices.2. b3 2c3 2'. .681:38$EG.-3/0- 348 . 4eneral Manager of a Region. The transrfers ill be effected "ointly by the &ssistant 4eneral Managers and /or controllers under hose control the transferor and transferee branches/offices function.! P0-4202/1:3 :9 . the longest to stay at a branch/office ill be transferred/redeployed first.1. $H%s. 2'.:A<-3/$/02389-08 >1/. 2'.TRANSFER LOCAL REDEPLO"MENT$TRANSFER WITHIN A CENTRE 2'.:A<-3/$/02389-0 a3 !ith a vie to facilitating such transfer/redeployment branch< ise and category< ise list of staff 2both clerical cadre and subordinate cadre3 ill be prepared and updated every year on (st &ugust 2(st June from the year )**+<*?3 and names of employees ill be arranged in the descending order of their length of stay at the branch/office and such list ill be prepared on the lines of proforma enclosed.2.ub"ect to the condition that local transfers ill be confined to mobility ithin a centre..1.e. 2'. ill not be sub"ected to routine transfers/redeployment under the policy unless decided other ise by the #orporate #entre.:4. or from one Region to another.1 N--7 9:0 0-7-4.:9 0-7-4.2 B2818 9:0 0-7-4.2//3 If any doubt/difficulty arises regarding implementation of any of the provisions of the revised policy . and vice versa.1.6 P-01:71. . the matter should be referred to HR department at $H% for clarifications.tenographers or staff identified for secretarial ork may be transferred / redeployed irrespective of length of stay at the branch/oflice and such transfers/ redeployment ill be based on the suitability of the employee for the proposed "ob/ ork.-$#s. #lerk<typists. placement in specialised activities as mentioned above ill be for a period of three years and ill be revie ed thereafter. such redeployment/transfers could be bet een branches/offces/location ithin the control of &sstt.2.1. 4eneral Manager and 4eneral Managers controlled branch/office.-4/1:38 #lerical cadre employees ho have been identified by the -ank/selected/trained for selling/marketing various products/services or other activities/services and are engaged in specified activities etc.:A<-3/$/02389-0 The redeployment/transfer of employees from a branch/office ithine<the<centre ill be on the basis of lenglh of stay at the branch/office and ill be made on the principle of Kfirst<cum<first< goK i. 4eneral Manager of another Hone/8y. The concerned controllers of the branches or offices ill be responsible for preparation and accuracy of the list.2.:A<-3/$/02389-0 The -ank at its discretion ill determine number of employees to be redeployed/ transferred from a branch/office at a centre and to be posted at another branch/office or location at the same centre.3 S.

REDEPLO"MENT -CUM.K 2'./.3 S.e.2.2.:9 0-7-4.2. The above list ill be for arded to the 8y.! P0-4202/1:3 :9 .1 N--7 9:0 0-7-4.2.18/8 9:0 R-7-4.:A<-3/$/02389-0 The -ank at its discretion ill decide the employees to be redeployed/ transferred from a branch/office at a centre and to be posted at another branch/ofiice or location at another centre. 2'.2. marketing.. clerical and subordinate staff. The employees engaged in specialised activities like sales/services..e. K 2'. they may be redeployed/transferred ithin<the<centre upto =+ years of age.e.% EG.2.. from one centre to another both cadres i.2. In case of any doubt in the list submitted by various functionaries the 84M responsible for preparing the consolidated list can call for the records along ith a representative of the concerned office for reconciliation/ verification/correction. years and male employees above == years of age ill be e/empted from redeployment outside the centre.2.6 M:72.:4.-3/-0 A0-2 :9 T02389-0 Redeployment/transfer to and from branches ithin a region/under control of 84M of Hone or 84M 2Mid #orporate3 but A6/.1/A& A6/. employee ith longest stay at the centre ill be transferred/ redeployed first.:01/A /: R-7-4. 2b3 2'. 349 .:01/A &4M 2Region3 /84M of Hone /84M 2Mid #orporate3 as the case may be.2.2a3 !hile redeployment/transfer under this dispensation ill be as per the needs of the -ank. 4eneral Manager ofK the Honal %ffice located at the centre.:A$T02389-0 O6/817.2. ho ill be responsible for consolidating and preparing a center< ise list in order of length of stay in respect of each category of employee separately both in the clerical cadre and subordinate cadre.2 B2818 9:0 0-7-4.2. The list ill be prepared as on (st &ugust 2(st June from the year )**+<*?3 every year and ill be updated yearly.2. loan recovery or such other specialised activities ill normally not be rotated e/cept as per guidelines to be issued in this regard from time<to<time.TRANSFER REDEPLO"MENT$TRANSFER B OUTSIDE A CENTRE 2'. Ho ever.-4/1:38 2i3 The female employees above =. list of employees branch< ise and category< ise 2both in clerical and subordinate cadre3 ill be prepared and their names ill be arranged in the descending order or their length of stay at the centre and that such lists ill be prepared on the lines of the proforma enclosed.:A<-3/$/02389-0 Redeployment under this policy i.2. there ill be "ob rotation from one desk to another at interval of ( to ) years and from one branch/office/location to another at interval of = years ill be ensured.681:38$EG. 2b3 2c3 2'. ould cover employees of 2'.:A<-3/$/02389-0 2a3 Cor transfer from one centre to another.2.:A<-3/$/02389-0 The redeployment/transfer of employees from a branch/office to outside the centre ill be on the basis of length of stay at that centre and ill be based on the principle Kfirst<come<first<goK i.

2. though in respect of those ho retain their house and family at the previous centre.2.( P-01:71. -elapur or 8epartmental Head of the #orporate #entre establishment at other centre. 4eneral Manager 2#orpoerate .:A<-3/$ T02389-0 9mployees 2 clerical and subordinate 3 redeployed / transferred under this policy in other centres ould be eligible to re:uest for transfer to a place of choice including a centre here they ere earlier posted. Redeployment/ transfer should as far as possile be made coinciding ith academic session of children. an employee attains =+ years of age or completes the period of his/her stay as per the policy.2. Mumbai or &sstt. situated in one centre to branchcs/ offices situated in another centre but ithin the geographical area of a zone 5lacement #ommittee consisting of the 8y.:9 R-7-4.:A<-3/$/02389-0 The employees 2clerical and subordinate cadre3 follo ing periodicityL 2a3 2b3 To difficult centre To any other centre 7ote L 2i3 If at the ne centre of posting. .) P0-9-0-3.&M4/ $H% or a #orporate #entre establishments etc.3 at #-8. this may not be fo much relevance. 8y.at different centres. 4eneral Manager 2#0 #. 4eneral Manager and &sstt. falling in the geographical area of a Hone ill be treated as a part of the zone concerned. 4eneral Manager 2HR3 at the $H% ill render secretatrial assistance.1/A :9 0-7-4. Redepolyment/transfer to and from branches situated in one centre to branches situated in another centre but falling under different Regions ithin the geographical area of zone Redeployment/ transfer to or from branches/ offices including $H% /its establishments. 5lacement #ommittee consisting of 4eneral Manager of the concerned net ork. #orporate #entre establishments. &fter taking clearance from Industrial Relations 8epartment at cofrporate #entre Redeployment/transfer from one zone to another or any other place ithin the #ircle resulting in hardship to employee due to adverse geographical terrain 7ote L The branches/ offices/ #&4/ Mid #orporate / . &sstt. These re:uests ill be recorded by the controller in order of date of receipt of the re:uest by him and a consolidated list of re:uest in order of the date of recipt at respective branch/ office 350 . 4eneral Manager of the Honal %ffice.2. 4eneral Manager2s3 2#ontroller3 of the branch. L L ) years ' years ould be redeployed/ transferred at 2ii3 2'.ervices3 at corporate #entre. he/she may be considered for transfer to a centre of his/her preference including previous centre of posting sub"ect to availability of vacancy or against a vacancy that may arise due to redeploment of fresh employees and replacement being made available to the branch/office to his/her present posting by redeployment/transfer. 8y.. 2'. special branches etc. 4eneral 0 #ircle 8evelopment %fficer. A8ifficult centre A ould mean a centre classified as difficult for purpose of transfer of supevising staff as per the e/isting norms prescribed by the 4overnment of India. 4eneral Manager 2 Mid #orporate3 8y.uch re:uest ill be made after ( year of completion of stay if the transfer is to a difficlut centre and after ) years of completion of stay if the transfer is to a difficult centre and after ) year of completion of stay if the transfer is for a period ' years.

taff Enions ill be e/empted from redeployment. on redeployment/ transfer ill be e/emped from transfer out of centre.S/299 U31:3 2i3 The 5resident and . 5ension .ecretary at $H% Head @uarter and one 8y. 4eneral . 4eneral Manager of the Hone ill be the competent authority to grant such e/emption. 2'.. Ho ever.2.taff Cederation and 5resident.2.ecretary. 2b3 To mitigate the hardship of the employees ho retain their families at the places from here they ere redeployed or transferred and to compensate part of e/penditure to be incurred in 351 . &lso the personal allo ance ill be ithdra n on transfer of the employees to his originial place of posting or to any other place at his re:uest or on shifting of the family to a place other than the original place of posting.. 9mployees ho are affected by serious ailments.:5318-7 S/299 F-7-02/1:3$ C10..2. 4eneral . 4eneral .2.erious ailments ould mean illness like terminal #ancer. 5rovided ho ever employees ho are provided ith -ankKs :uarters and are allo ed to retain the same even after their transfer shall not be eligible for 5ersonal &llo ance. Treansfer ill be considerd sub"ect to availability of vacancy at the place 2s3 of choice. 2b3 2'.ill be kept centralised at the zonal office level. They may be considered for posting at administrative offices also.<-3/8 L< . S4-.B-20-0 :9 0-. The difference bet een the higher HR& and ##& payable at the original centre and the eligible lo er HR& and ##& payable at the centre here the emploee is redeployed/transferred ill be paid as 5ersoanl &llo ance hich shall not count for any opther benefit like 8&.enior 6ice<5residents. it should be ensured that a replacement reports at the transfree branch as per the procedure outlined above. 2ii3 2'. Heart 8isease re:uireing immediate by<pass surgery or an ailment hich is classfied as life threatening. Treasurer of the &ll India . The other members of the #ircle/ !orking/ 9/ecutive/ #entral/ #ommittee of the recognised #ircle Enion and council members of federation ho are eligible for special casual leave in terms of bipartite settlements dated )nd June )**= ill be redeploed in the same centre. the HR&/##& being dra n by the employee immediately prior to redeployment/ transfer ill be protected in cases here the employee retain the family at higher HR&/##& centre. one/t o . Treasurer and one 8y.2. S-01:68 A1. The 8y. ill be kept in vie by the 2a3 5hysically handicapped employees on redeployment/transfer ill be posted as per the e/isting guidline of 4overnment of India 2#ircular 7o.idney failure/ ailment re:uiring dyalisis. The amount of 5ersonal &llo ance ill be revised hen rate of HR& is revised at industry<level or hen the amount of HR& and ##& eligible to be paid to the employee is changed on account of change in pay for calculation of HR& of ##&. 9ach case ill be decided on case<by <case basis. . 5C etc.2. #8%/5M/(=/.12.:A<-3/$ T02389-0 :9 O991.ecretary at each Honal %ffices of the #ircle .1' R-7-4.ecretary.5$/>+ dated )=th &pril )***3.enior 6ice<5resident. P0:@181:38 In respect of certain categories of employees promotion criteria appropriate authority hile refferring redeployment/transfer. as defined belo .11 C:<4-382/1:3 9mployees 2clerical and subordinate3 ould be eligible for undernoted monthly compensation from the date they report at their ne places of postingL< 2a3 %n redeployment/transfer of an employee from a higher HR&/##& to a lo er HR&/##& centre. .

m. the matter ill be decided by the #orporate #entre.&M4/ #&4 and &dmininistrative %ffices in the area3 ho ever if the geographical area of the zone is large. The difference bet een the higher HR& and ##& payable at the original centre and the eligible lo er HR& and ##& payable at the centre here the emploee is redeployed/transferred ill be paid as X5ersoanl &llo ance1 hich shall not count for any other benefit like 8&. .! a3 TRANSFERS UNDER THE SCHEME FOR CAREER PROGRESSION FOR WORKMEN STAFF.3 BRINGING POLITICAL TRANSFER PRESSURE OR OTHER PRESSURE FOR In terms of the Rules of #onduct to be signed by every employee at the time of "oining -ank. they may be reimbursed the rent paid at the ne place sub"ect to the ma/mium of the follo ing amounts on certificate basisL< #lecial L =**/< p.securing accommodation at ne place of posting etc. The employees appointed to higher positions in terms of this policy ithin<the<cadre shall be liable for transfer ithin the Hone.e. ho ever. they may be reimbursed the rent paid at the ne place sub"ect to the ma/mium of the follo ing amounts on certificate basisL< b3 c3 2d3 2e3 2f3 2b3 352 .&M4/#orporate &ccounts 4roup and &dministrative %ffices located in the area3. 5C etc. %n transfer under career progression scheme of an employee from a higher HR&/##& to a lo er HR&/##& centre. The 5ersonal &llo ance ill be ithdra n on transfer of the employee to his original place of posting or to any other palce at his re:uest or on shifting of the family to a place other than the original place of posting. no employee shall bring or attempt to bring any political or other outside influence including that of individual directors of the -ank or the Members of the $ocal -oard to bear upon any superior authority to further his o n interest in the -ank. The amount of 5ersonal &llo ance ill be revised hen rate of HR& is revised at industry< level or hen the amount of HR& and ##& eligible to be paid to the employee is changed on account of change in pay for calculation of HR& of ##&. 2'. &ny breach of this Rule shall be vie ed seriously and appropriate disciplinary action can be initiated against the defaulting employee. if the geographical area of Hone is large and reduction in the area of transferability is arranted. the matter ill be decided by #orporate #entre of the -ank. To mitigate the hardship of the employees ho retain their families at the places from here they ere transferred under career progression scheme and to compensate part of e/penditure to be incurred in securing accommodation at ne place of posting etc. 5rovided. 9mployees appointed to higher positions ithin<the<cadre in terms of the policy. 2The geographical area of Hone includes branches in Mid #orporate /. 2i. 2'. can be posted any here in the zone. the geographical area of Honal %ffice including branches in Mid #orporate/ .m. 5rovided ho ever that the above payment shall stand ithdra n if the employee shift his family from the previous place of posting or proceeds on transfer to a place of is choice.ubordinate L '**/< p. the HR&/##& being dra n by the employee immediately prior to redeployment/transfer ill be protected in cases here the employee retain the family at higher HR&/##& centre. 9mployees ho continue to occupy the :uarters provided by the bank even after redeployment/transfer ill not be eligible for 5ersonal &llo ance. 5ension .

of .#lecial L =**/< p.)**' and Memo.ettlement 8ated )'.)**>3 353 .m.m.ettlement 8ated )).(*.*+. of . The employees redeployed under career progression scheme ill also be eligible for repatriation to original place of posting or to a place of his choice on completion of ) years at a difficult centre and ' years at other centres sub"ect to other conditions stated in the guidelines being fulfilled.ubordinate 2h3 L '**/< p. ill be Ist June of 2i3 2Memo. The relevant date of eligibility for appointment under career progression each year from the year )**+<*?. .

(*. !hether the applicant has any relatives orking at the branch2es3/office2s3 2including the concerned sub<office2s3. =. !hether the employee is an e/<serviceman L 5$&#9 L 8&T9 L . ). L L '.ignature of the applicant T% -9 CI$$98 I7 -F TH9 -R&7#H/895&RTM97T 7o. L ). '. ((. this information may be ascertained from the -ranch transferred3 8ate of reporting at the -ranch 2in case the employee as transferred from else here3 (. 354 . . as the transfer effected at his re:uest or by the -ank due to e/igencies of service 2if necessary. and date of -ranch ManagerKs letter for arding the employeeKs original application for transfer. if transferred L L L L L L G.ANNEXURE-2'. of any. >. advise particulars L (). Transfer2s3 during the service a3 -y -ank b3 &t re:uest . In case the employee concerned as transferred to your -ranch from else here.pecific reasons for applying for transfer a3 !hether the applicant is prepared to forego the travelling e/penses b3 5ermanent transfer allo ance. under its control3 to hich transfer is sought.. +. if any. 7ame 8esignation a3 8ate of appointment b3 8ate confirmation 5lace of domicile 2as recorded in service sheet3 -ranch/%ffice 5lace of initial appointment in the -ank %ffices to hich transfer is sought L L L L L L L L i3 ii3 iii3 ?. If so.1 APPLICATION FOR TRANSFER (.

.TT... >.:9 /.....L18/ P:81/1:3 28 :3 JJJJJJJJJJJJJJJJJJJJJJJJJJJJJJJ L18/ :9 -<4. >18..:A--8 13 :017-0 :9 /.$:991.2 N2<..........erial 7umber -ranch to hich the employee as transferred Reference number and date of disposal L L L L 4979R&$ M&7&49R/ 8y. .....9 %C #%7TR%$$I74 &ETH%RITF i3 ii3 iii3 iv3 8ate of Registration .B023..- 355 ..-& JJJJJJJJJJJJJJJJJJJJJJJJJJJJJJJJ B023... 4979R&$ M&7&49R ANNEXURE-2'. 4979R&$ M&7&49R/ &.... -ranch 8&T9 L 895&RTM97T L L L =.T&T9 -&7...-10 8/2A 2/ 2 =023... &re you satisfied as to genuineness for the reasons given by the employee for applying the transfer !hether any disciplinary action pending/ contemplated against the employee Recommendations of -ranch Manager/ 8epartmental Head .$O991. -R&7#H M&7&49R/ H9&8 %C TH9 C%R E. %C I78I& .

r.enior &sstt. ./&sstt.pecial &sstt/. Inde/ 7o.ignature of -ranch Manager/Head of 8epartment ANNEXURE-2'. 5lease also mention the date of reporting at the centre 2 in subordinate cadre3 of those employee ho have been promoted from subordinate to clerical cadre and have been posted in the same centre after their pormotion.C.L18/ P:81/1:3 28 :3 JJJJJJJJJJJJJJJJJJJJJJJJJJJJJJJ L18/ :9 -<4. 356 .enior &sstt.enior &ssistants and &ssistants etc. 5lease mention under #omments / Remarks column if the employee is physically handicapped/ suffering from life threatening disease/trained and identified for marketing of various services/ activities etc.ubordinate .#ategory L #lecal / . separate lists for .. eeper/ Head . etc./&sstt.ecial &ssistants.3 N2<.:9 /.pecial &sstt/. eeper. .C-3/0-JJJJJJJJJJJJJJJJJJJJJJJJJJJJ C-3/0.-10 8/2A 2/ 2 C-3/0#ategory L #lecal / .e.ub<category L . L . &ny other relevant point having bearing in implementation of the policy may also be mentioned under the KRemarksK coloumn.ub<category L .:A--8 13 :07-0 :9 /.imilarly for subordinate staff.>18. .enior Head .ubordinate . 7ame of -ranch 7ame of the employee 5. . the lists shall be prepared category< ise. 8esignation 8ate of -irth 8ate of "oining/ 5romotion 8ate since posted at the branch/ office 8ate. since hen posted at the centre O These lists are re:uire to be prepared catregory< ise i. eeper/ . O O O !e confirm that the above particulars are correct and have been verified from the records available at the branch/office. 7o.enior Head Messenger/ Head Messenger/ Messenger/ .

Inde/ 7o. .. ho ever.e.ignature of -ranch Manager/Head of 8epartment CHAPTER 21 DUT" LIST OF #ARIOUS CATEGORIES OF AWARD STAFF. 8uties performed by an employee should be broadly indicated against his/her name in the list. etc. These duties may. 5roper duty lists should be maintained for various categories of staff particularly the clerical staff. eeper/ Head . be varied at the -ranch ManagerKs discretion as and hen necessary. O O O !e confirm that the above particulars are correct and have been verified from the records available at the branch/office. 8esign ation 8ate of -irth 8ate of "oining/ 5romotio n 8ate since posted at the branch/ office 8ate.enior &ssistants and &ssistants etc. 7ame of -ranch 7ame of the employee 5.. .C. 7o. In 357 . eeper. .1 DUT" LISTS OF #ARIOUS CATEGORIES OF STAFF D6/A L18/8 (.L .enior Head .imilarly for subordinate staff. and it is e/pected that an employee must carry out such instructions henever given. . 5lease mention under #omments / Remarks column if the employee is physically handicapped/ suffering from life threatening disease/trained and identified for marketing of various services/ activities etc.enior Head Messenger/ Head Messenger/ Messenger/ .r. the lists shall be prepared category< ise. eeper/ .ecial &ssistants. The employees are re:uired to carry out the instructions given by the -ranch Manager to perform such duties hich may not even be specifically mentioned in the list. &ny other relevant point having bearing in implementation of the policy may also be mentioned under the KRemarksK coloumn. since hen posted at the centre #ommen ts/ Remarks O These lists are re:uire to be prepared catregory< ise i. +OB ROTATION AND RESTRICTI#E PRACTICES 21. separate lists for . 5lease also mention the date of reporting at the centre 2 in subordinate cadre3 of those employee ho have been promoted from subordinate to clerical cadre and have been posted in the same centre after their pormotion.

:9 D6/1-8$R:/2/1:3 (. %n special occasions. 21. In special circumstances.taff. the reasons therefor. 7oteL &s in certain cases. provide them ith assistance from other section2s3. ho ever. (*=3 sent to #ontrolling &uthority hether the duties of clerical staff have been changed during the year and if not. ).%. It ould. -ranch Managers should indicate in the annual statements of increments of a ard staff 2#. the irregularities committed by an employee may not come to light immediately but after the lapse of some time. the limits regarding passing po ers of employees in special allo ance carrying positions have been enlarged.ettlement dated ()th &pril. Curther. 9mployees holding the charge of cash and valuables ill have to manage the #ash 8epartment and have to ork both as receipts and payments cashiers in Ke/igencies of serviceK. here considered necessary. bet een the -ank and &ll India .enior Head Messengers/Head . the decision of the local management shall be final. . These are modified from time to time in the -i<partite settlements and a fe additional duties/responsibilities have been allotted to clerks/cashiers.enior Head .taff Cederation on promotional avenues/career progression for orkman staff. the duty lists should be preserved as permanent record at the branch.pecial &ssistants/Head Messengers/.the interest of smooth orking of the office.235. '.enior &ssistants/. eepers etc. it as agreed that < i3 ii3 The -ank ould utilise the services of employees redesignated/appointed to higher positions carrying special allo ance to perform multiple "obs on the same day. It ill also be very useful for the proper development of employees and ill not only provide the employees ith ider e/perience but also e:uip them to shoulder higher responsibilities. Ho ever. it may be necessary to attend to cash transactions outside business hours.ecurities and #redit &ppraisal etc. The term Ke/igencies of serviceK ould have a broad connotation to encompass all eventualities here the services of the . hen the pressure of ork in a particular section is heavy for the staff of that section.2 PERFORMANCE OF DUTIES In terms of the Memorandum of . 6arious duties have been allotted from time to time to members of the & ard . the -ranch Managers should. be necessary to retain the employees for longer periods on important desks like Coreign 9/change. (GGG and dated )' rd %ctober )**'. it should be separately recorded at the branch by means of an office order.tate -ank of India . the employees should accept/make payment of cash other than at cash counters.. both in allo ance carrying and non<allo ance carrying positions. as often as possible smooth orking of the office. eepers/. In all such matters. C. may also have to be utilised for performance of substantive clerical/cashier/subordinate cadre duties as the case may be. 5eriodical change of duties among the clerical staff not only provides a safeguard against fraud but assists in making the services of every employee of more value to the -ank. under instructions from a competent official and in such cases the concerned employees ould be granted immunity from attendant risks.. 8uties of the clerical staff should be changed. Rotation of duties ill also provide a variety of ork to employees ith the result that they ill derive more satisfaction from their ork. ithout dislocating the !henever duties are changed for any member of staff. The duties allotted to employees in relief arrangements should be recorded in an A&llotment of 8utiesA Register. ). it is considered necessary that ith a vie to fi/ the responsibility of the concerned employee. due care and iii3 358 .

imilarly.12.enior &ssistants ill perform duties of the erst hile Head &ssistants 2&ccounts/#ash3.3. the responsibility for functioning hereof is entrusted to him.pecial &ssistants ill perform the duties prescribed for orkman Head #ashiers and .enior &ssistant3 that the . in officers in the Junior Management 4rade.T8Rs upto his passing po ers. To function as #ase Manager in .)***3 . Their services are inter changeable bet een #lerical and #ash 8epartments as and hen re:uired by local management.enior Head Messengers etc. the original clerical and cashier duties also. Head .***/< in #ash and Rs. s eeping and dusting etc.1 The duties listed belo are in addition to the duties of substantive cadre 2i. To ensure timely preparation and checking of any returns/statements entrusted for checking or forming part of the desk/section/department.caution should be e/ercised by management in entertaining such late transactions should be duly authorised by a competent %fficial. the latter officer relying on the first signature only.**.enior &ssistant/.(. 2ii3 2iii3 2iv3 2v3 359 . #IR8%/5 0HR3 ?=/)**=<*> dated )=. !hile orking as . #omputer %perators ill perform. eepers and .'. vii3 viii3 21.enior &ssistants/#omputer %perators.ettlement dated (=th March.pecial &ssistant. ork for the full prescribed hours of ork and give ma/imum output.pecial &ssistants ill e/ercise passing po ers vested. he ill e/ercise passing po ers of . ould have to perform the ork of duftary//ero/ machine operator/messenger also in the e/igencies. eepers ould have to perform the ork of cleaning.. on line as at present. To check drafts issued/advices.. drafts.*?. sign drafts in %T 0 TT series as first signatory and the second signatures to be made by an officer hose signatures are circulated. ..3 DUTIES. (GG'. Curther the employees appointed to the special allo ance carrying position shall also perform their respective substantive cadre duties. #omputer %perator.ingle !indo branches and discharge the role. manually.***/< for transfer and clearing.e.ingle !indo %perator. .)**=3 S4-.pecial &ssistant may be called upon to performL< 2i3 To pass che:ues and other debits to constituents accounts. #lerk<cum<typist. if e/igencies so arrant. Tellers and #omputer %perators and henever e/igencies so arrant.pecial &ssistants in terms of . for amounts not e/ceeding Rs. #lerk/#ashier. all the duties of clerical cadre and also henever necessary. duties and responsibilities thereof. 9mployees appointed as Head Messengers/. from time to time. The . 4overnment payments etc. A8818/23/8 SPECIAL 21.enior Head .**. The -ank may also re:uire the employees to proceed on deputation to other branches at short notice to meet the needs of administration. FUNCTIONS AND RESPONSIBILITIES OF ASSISTANTS 2#ircular letter 7o. They ill also be re:uired to perform the duties of . The . 2#8%LIRL>>*' 8T8. &t fully computerised branches the . 2iv3 v3 vi3 hich 9very orkman should be at his place of ork and commence the ork allotted to him at the stipulated time. (. as per administrative re:uirements. To check and sign T8R/.pecial &ssistants ill perform their duties online and also manually henever re:uired.

Responsibility for :uantity and value of all notes including note packets received from . . Cor this purpose. If. "ointly ith concerned supervising official hile in the strong room.avings -ank hich come to him for passing payment upto Rs. #hecking of leave records. ithout any limit and passing po ers delegated to Responsibility for administration of the cash department and supervision and control over the cash department staff and their ork. he may authenticate them as ell by reference to the account in the ledger/system irrespective of the amounts of previous debits or credits. advices of routine nature to constituents. #hecking of day books/computer printouts to all types of accounts and initialling the balances in all books/ledgers in -ank master and voucher verification reports in core banking branches.**.passbooks are not system generated. signing all types of intimations. 8rafting of letters/notes. .(. and the instructions laid do n by the -ank ith regard thereto are duly observed. etc. e. short credits or bills for collection.eeping custody of security forms/che:ue books. the previous balances in the pass book are not authenticated. b. etc. delivering these as re:uired to counters. and small coins as per revised cash department procedure under clean note policy. at that time. if any. -onus register. Responsibility for remittances of treasuries. 2vii3 2viii3 2i/3 2/3 2/i3 2/ii3 d.**. he may also check posting of the entry in ledger account/system and initial the resultant balance arising out of the transactions passed by him. etc. marking these off as prescribed and pass entries pertaining thereto.. etcM follo up for ackno ledgements/payment advices. entrusted for use on any day. overtime register. f.2vi3 To check and sign covering schedules for demand drafts purchased. In cash and Rs. ".***/< by transfer at branches here .ecurity press. e/tension counters.. &ttending to all ork connected ith processing and disbursement of loans sanctioned against the pledge of gold ornaments. Responsibility for the correctness of the branch cash balance. including responsibility of purity. To initial pass books in . establishment register etc. To ork as incharge of cash at 7on<currency #hest branches and discharge the duties. To ackno ledge receipt of cash him. functions and responsibilities of the #ash %fficer as "oint custodian hich ill inter<alia coverL< a. receiving them back from and handling over the unused security forms/che:ue books to &ccountant/-ranch Manager. 7asik etc. i. Responsibility for the proper conduct of ork in cash department/single indo s counters in regard to cash for ensuring that ade:uate safety measures are taken in handling of cash. Responsibility for the protection of other items hich represent money and hich may from time<to<time be entrusted to him. h. c. g.***/<. 8istribution and collection of cash ithin the branch and remittances bet een the branch and its sub<offices. value and correctness of eight of gold ornaments and all matters connected ith 360 . duly accounted for after the dayKs ork is over. Responsibility for custody and safety of all cash from the point of ithdra al from the strong room until distribution and from the point of collection until deposit in strong room and.

!ork as .***/< and transfer transactions upto Rs. . promissory notes. l.enior &ssistant may be called upon to perform.2 D6/1-8 237 963. #lerk<cum< typist. To receive and. p.**. c. the counter foil ill be signed and released by the #ase Manager.***/< for transfer transactions. hile the cash ill be received by him.imilarly. 2i3 2ii3 To e/ercise passing po ers of Rs. Receipt and payment of cash upto Rs. 2%. (.proper conduct and follo <up of the loans in :uestion. & . (. o. #lerk/#ashier. n. he ill receive or pay cash in e/cess of Rs. #ash and transfer transactions beyond his po er ill also be dealt ith by him. hether posted as #ash In<charge or other ise orking in any other position. =*.3 that the . documents of title to goods hich come to them in discharge of functioning of posts held for the time being. pay. #omputer operator etc.***/< for cash and Rs. . e.3. d.). sub"ect to verification of the identity of the holder in the prescribed manner. input and also authorise the relative transactions ithin his po ers.***/< but authorisation for the same ill be done by the #ase Manager or any other authorised official as the case may be. k. 361 .pecial &ssistant orking as incharge of cash ill also hold "oint custody ith the -ranch Manager/ &ccountant of the ornaments so pledged. Cor cash transactions beyond his passing po ers.ingle !indo %perator and discharge under noted dutiesL< a. 21. ill be made by . =*. 5ayment of petty cash bills sanctioned by manager and maintenance of petty cash register. &ckno ledge receipts of cash receipts ithin his passing po ers by signing the counter foils.2''%) The duties listed belo are in addition to the duties substantive cadre 2 i.pecial &ssistant ill e/ercise the signing po ers to the e/tant specified belo L< 5o ers to discharge bills of e/change. #ash payments upto Rs. f3 5ay Term 8eposit/. in all such cases the transactions ill be posted by him and referred to the #ase Manager for authorisation. Ho ever. To hold "oint custody of security forms. 5rocessing of business proposals and compilation of %pinion Reports on -orro ers/ 4uarantors. 6erification of transaction of vernacular signatures/endorsements.**.imilarly. 2//3 The .***/< for all types of accounts and customers and -ank1s other instruments ithin passing po ers. .***/< but necessary authorisation thereof ill be done by #ase Manager/ authorised officer. =*.upplementing the efforts of the -ranch Manager business development. =*.***/< or above sub"ect to item ii2a3 above.pecial &ssistants./1-8 :9 S-31:0 A8818/23/8 (CIRCULAR LETTER NO. CIRDO$P*HRD$)%$2''%-'6 DTD. .pecial Term 8eposit receipts ithin his po ers and those beyond his po ers ill be paid by him after due authorization by the #ase Manager.**./1:38 237 0-4:381=1. and the members of the marketing and outbound sales force set up at offices/branches of the -ank ill in addition to discharge of official duties actively contact ne and e/isting customers and canvass business. (. he ill also input transfer transactions in e/cess of Rs. b.enior &ssistant on constituent1s account irrespective of hether payment is by ay of che:ue or ithdra al form or hether it relates to third party. In other ords.e. in 8eposit Mobilisation and m.

pecial Term 8eposit receipts through case receipt or transfer irrespective of the amount involved but receipts ill be signed by the #ase Manager or any other authorized official. authorisation ill be done by the -ranch Manager or any authorised officer irrespective of the amount of transaction.undry deposit . p3 He ill also be responsible for proper e/ercise of his passing po ers. deposit at call receipts. 2i3 2ii3 2iii3 2iv3 2v3 2vi3 2vii3 2viii3 2i/3 2/3 . allotment and call monies by cash or che:ues upto his po ers in any one case and issue of receipt therefore.T95. note stop payment instructions. 362 .enior &ssistant on authorisation by the officer incharge of foreign e/change. entered and authorised by him upto his passing po ers. he transactions. He ill also issue draft. In case of telegraphic transfers/. -efore payment of draft. h3 %pen ne i3 accounts after necessary authorisation by the authorised official. ithin his passing po ers and those beyond his po ers ill be paid ith due authorization of the #ase Manager. term loan. agricultural term loan accounts ill be entered by him but authorisation ill be done by the concerned authorised official. 8ebit of overdraft 2current3 accounts ithin the sanctioned limits ill also be passed and authorised by him ithin his passing po ers. The specimen signatures of the signing authorities ill be made available to him. issue 0 payments. banker1s che:ue.!% ill pay draft. :3 Receiving applications.uspense #harges account Interest account -ranch #learing 4eneral &ccount Inter branch items in transit account &gency clearing Inoperative accounts 8ormant accounts Interest provision accounts. standing instructions and print pass<books at the re:uest of the constituents. ill only post the "3 k3 &ll transactions pertaining to 4overnment accounts including 55C ill be handled by him. banker1s che:ue.!% ill issue Term 8eposit/. '. #redits to loan accounts of constituents ill be passed.!% can input transactions to the undernoted internal accounts. the specimen signature of the signing officials ill be verified by .pecial &ssistant or the #ase Manager or authorised official having custody/access to the specimen signature of signing officials in the -ank. &ctive assistant to the -ranch Manager in achieving the budgetary goals. agricultural cash credit. debit to cash credit. Ho ever. l3 5ayment of foreign currency traveller1s che:ues ill be done by . banker1s che:ues etc. gift che:ue etc. m3 He ill issue che:ue books. deposit at call receipts. monetary business etc. n3 !hile . demand loan. g3 .. etc o3 He ill be responsible for all cash directly handled by him. gift che:ues through cash or transfer irrespective of the amount involved but the instruments ill be signed by an authorised official.

A D6/1-8$0-84:381=1.ingle !indo .. the senior/special assistants may be used as computer operators. %perator ill be as per the designation of person manning the B i3 ii3 D6/1-8$0-84:381=1. The .. &ny other duties ithin<the<cadre hich the -ranch Manager may assign. sub"ect to availability of time.enior &ssistant may be given other duties. &fter business hours.enior &ssistants ill perform duties of erst hile Head &ssistants 2&ccounts/#ash3 Tellers and #omputer %perators. may be entrusted by the -ank. transfer received/paid scroll. 28818/23/8 #ollect data hich are essential to determine hether a particular village could be adopted by the -ank for the financing of agricultureM the information ill be regarding the location of the village farmersK land holdings.W137:> O4-02/:08 The duties of .. &lso perform.1/1-8 S135. 7ote L 9ach #omputer %perator may normally be re:uired to handle =** vouchers per day < minor variations of =* vouchers per day ill be ignored. To check savings bank day book on daily basis and voucher verification reports at #ore -anking branches. cash payment scrolls. 363 . as may be necessary. here the volume of ork so permits. 7oteL i3 R9. . statements.3. sources of irrigation.1/1-8 :9 .. +.:<46/-0 :4-02/:08 (8-31:0 28818/23/) To key in particulars given in vouchers/documents correctly and authenticate 2vouchers/documents3 in token of having done so.6. by %fficers/Head &ssistant 2&ccounts3 ill remain unchanged. credit facilities available in the village and alike./602. ithin his cadre such as deposit mobilization etc. the latter #omparing particulars of keyed<in data ith the visual display unit of the machine or from the print out and ensuring that the data have been entered in the machine correctly and effect such corrections. day books etc. In case of need. ill perform any other clerical duties that iii3 i3 ii3 iii3 The e/isting instructions regarding checking of registers. Curther. at the discretion of the -ank and sub"ect to availability of time. #omputer %perators. .9R69 / R9$I9C #%M5ET9R %59R&T%R. availability of infrastructure facilities.3 a3 D6/1-8 :9 2501. all the computer operators ill have to perform all the clerical cadre duties.enior &ssistants ill duly check and sign the system generated scrolls/reports in respect of tasks/transactions performed by him such as cash receipt scroll. In terms of the provisions of the settlement on career progression no reserve/relief computer operators are re:uired to be appointed. . pumpsets etc.uitable certificate to this effect ill be given at the end of each orking day. use of tractors. online as at present and manually henever re:uired. 21.ingle !indo counter. one or more of the duties of Head &ssistant 2&ccounts3. =. e/change scroll etc. >.

books of accounts and interest. The &gricultural &ssistants may be provided ith brief cases.(=.b3 c3 8istribute and collect application forms and assist the farmers in filling these forms. supply of po er and processing. ith land record and registration officer for e/peditious handling of the -ankKs ork. 6erify the progress in ork in respect of term loans for farm development and furnish reports that the ork e/ecuted is in accordance ith the approved scheme2s3 and as claimed by the borro er for the purpose of obtaining further disbursement. brokerage. pay<orders.crutinise application forms.(GGG3 21. pass books. years. drafts. This duty is allotted to an &gricultural &ssistant only after arrangements regarding fidelity and transit insurance are made by the -ank. To assist in achieving business goals 2agricultural segment3 set for the branch/villages assigned to him. 2#8%LIRL)G)* 8T8. verify the sources of ater for irrigation purposes and arrangements for. say. to carry the papers re:uired in their ork and cash collection from borro ers. To verify farm/farm machinery e:uipment. at a cost not e/ceeding Rs. e/change. (G. discount. tractors. at stipulated intervals.***/<. advices. -anker1s che:ues. live stock etc. To assist and arrange for recovery of crop<loans. To effect recoveries from farmers/small borro ers from their place of ork/residence upto Rs. statement of accounts. Cor this purpose. 364 .! a3 b3 D6/1-8 :9 8/-3:5024. . -e in constant touch the -ank. returns. To assist and arrange for rene al of security documents in respect of loan amounts in villages assigned to him. ith locking arrangements. in respect of #rop $oans and Term $oans irrespective of the loan amount. title deeds. term loans.-0 To provide secretarial assistance #hecking of vouchers. are received from the farmer<borro ers in time. once in every . schedules. as per the recovery goals set for the branch/village assigned to him. their e/isting borro ings etc. Maintain liaison ork.3. as d3 e3 f3 g3 h3 i3 "3 k3 #ollect information at periodical intervals about the progress in the developmental also of crops here loans are re:uired to be disbursed in instalments. he ill have to visit the farms. ith farmer borro ers and brings any adverse feature to the notice of &ssist in the deposit mobilisation efforts by encouraging farmers to deposit their savings in the -ank.*?. 9nsure that periodical details.>=*/<. as called for. He is also entrusted ith the usual clerical ork henever necessary l3 m3 n3 o3 p3 :3 To survey villages falling under service area approach and prepare village/branch plans. statements. transport and marketing of produce and collects data of past performance of the farmers. and ensure that the applications are complete in all respects and the particulars furnished therein are prima facie in order. #ollect information about the conditions of crops in villages. farm plans etc. calculation and initialling them for accuracy/correctness. commission.

-08 2e<circular #8%/50HR/IR/>>/)**><*+ dated *G/*)/)**+ -esides taking dictation in shorthand and/or type letters.-0 /.The follo ing ould be treated. etc.avings -ank. should be serially numbered 2using a numbering machine. the particulars of the letter should be entered in the in ard mail register. Collo <up of the pending matters ith #ircles/other establishments.12.:3.*G.. 2.:8-) 0-. Term 8eposit &ccounts. Recurring #hecking of balance books pertaining to #urrent &ccount/. 8rafting replies. Making relevant notings on letters.3. as normal duties of the clerical and cash department staff L i3 &ckno ledging in ard local dak L $etters. ill 21. &fter ackno ledgement. etc.$. pertaining to . after a prima facie scrutiny regarding enclosures.3. &ttending to visitors..c3 d3 #hecking of day books/computer printouts 8eposit/Janata 8eposit. or by an ackno ledgement card 2#%.:>23.2. 5utting up consolidated position to the higher officials.3. if necessary3 by the counter clerk.12. 21. analysis of data.avings -ank and #ash #redit &ccounts. 9ntry of in ard dak.-1@135 84-. their duties include L a3 b3 c3 d3 e3 f3 g3 h3 i3 "3 k3 l3 m3 n3 5roper filing of the paper. folders. &ll letters of complaint should be entered in the complaints register. Maintaining files. %ther duties as mentioned vide #orporate #entre letter 7o.-01.-08 237 S4-. 2#8%LIRL>>*' 8T8. 365 .( D6/1-8 :9 .% D6/1-8 :9 S-31:0 S/-3:5024.('. 8ata collection.%0M/=)G( dated ('th . other registers etc.O4-02/:08 2%0M =)G( 8t. 5erform the duties of &ssistants if re:uired. (. 8ata compilation. 5reparing reminders. The -ranch Manager/Manager of the 8ivision should verify the entries in these registers and arrange for the disposal of the letters as per e/tant instructions.(GG*3 &ny clerical duties or duties of receptionist in addition to the normal duties of Telephone %perators.'. inter alia. He should ackno ledge the letter over his signature ith the branch date stamp either on the duplicate of the letter...3. To provide secretarial support. statements etc.28.eptember (GG*. 7-420/<-3/ 8/299 (:/. Taking out buffs and proper keeping.)***3 21.-4.. 7ote L Members of clerical staff orking in special allo ance carrying posts shall also perform their respective substantive cadre duties as per administrative re:uirements. Maintenance of leave record/initialling on the leave balance.23 /. delivered over the counter. S/-3:5024. if desired by the tenderer. (=.6 D6/1-8 :9 T-.

#%. pertaining to the desk of the employee concernedL a3 b3 c3 d3 e3 f3 g3 h3 I3 "3 k3 iv3 &dvice of che:ue book issued 2#%. ((=3 8ebit advice on account of interest applied on demand loan 2#%.3.. In particular.3 5reparation and signing of the follo ing debit/credit advices 2on the -ankKs standard forms3 by ledger keepers for amounts upto Rs. depending on the daily re:uirements. (=.. chapter ). +>. =3 &dvice to dra er about due date of bill 2#%. & ledger keeper or any other clerical employee ill be specially authorised by the -ranch Manager and made responsible for the issue of che:ue books.. 8ebit advice on account of interest applied on overdraft 2#%. before despatch. +. )+3 &dvice of account debited on account of issue of money order 2#%. The officer authorised to hold custody of che:ue books should. at the beginning of the each day. against his ackno ledgement in the security forms issued books. tendered ith cash should be entered in the cashierKs receipt scroll by the receiving cashier ho should number them ith scroll numbers. ?+. He should make the appropriate entries in the che:ue books register under his o n initials and also follo the other instructions for the issue of che:ue books as indicated in paragraphs ? to (). +)3 &dvice of account debited on account of issue of draft 2#%. ??3 Term deposit for arding letter 2#%. ))>3 &dvice of remittance received for credit of account 2#%. +'3 &dvice of credit to . >. #%. the unissued che:ue books should be returned by him to the authorised officer against the latterKs ackno ledgement. (('3 &dvice of account debited on account of effecting a remittance 2#%.).'***/< by cash department staff L #redit vouchers.***/< in respect of accounts pertaining to their desksL a3 b3 c3 d3 e3 f3 g3 h3 i3 4eneral debit/credit advice 2#%.. (+. etc.avings -ank &ccount 2#%. #%. G+3 Term deposit rene al advice 2#%.3 6arious ackno ledgement letters 2#%. The officer should verify them and ensure that the residual forms and the blank re:uisition slips in the unissued che:ue books are returned to him. as ell as the relative re:uisition slips. ?>3 . 6olume II of the -ook of Instructions. G(3 &dvice of overdra n account 2#%. government challans. '+(3 &dvice to dra er of bill remaining unpaid 2#%. '. &t the end of the day. >)3 v3 9nsuring proper contents in covers and envelopes including registered ones. (>?3 #redit advice on account of interest on securities realised 2#%.avings bank pass book for arding advice 2#%. arrange to issue to the concerned clerk a fe blank che:ue books. (==3 &dvice of term deposit due to mature 2#%. Issue of cash receipts 2-ank as ell as 4overnment3 upto Rs. ((?3 Cor arding of proceeds of bills collected 2#%.ii3 Issue of che:ue books by ledger keepers and/or specially ithout reference to an officer L authorised employees. iii3 5reparation and signing of the follo ing routine printed advices to the constituents/banks etc. +=. ((. vi3 366 . #%.. G)3 8raft for arding letter 2#%. The officer should also cross check the che:ue books consumed during the day against those sho n as issued in the che:ue book register.. These che:ue books should be held by the clerk securely in his o n custody. #%. This responsibility ill be that of the clerk at the despatch desk ho prepares the cover. as maybe authorised by the -ank from time to time. he should take care to verify the signature on the re:uisition slip unless he kno s the customer personally. #%.

28. . etc. v3 &ll members of clerical staff ill be re:uired to undertake sales promotion and in connection there ith. distribution and control over the stock thereof.'***/< are accompanied by counterfoils. as and hen called upon to do soL i3 ii3 iii3 iv3 v3 vi3 vii3 viii3 #ollection and delivery of insured post from/at 5ost %ffice and collection of registered articles from 5ost %fficeM #ounting of che:ue books and other security formsM Treasury collections hich do not involve cash transactionsM 5resenting hundies for acceptanceL 9n:uiring about the arrival of parcels from 5ost %ffice/Rail ay 5arcel %fficeL 5resentation of securities at Treasuries. In the case of 4overnment receipt challans for value not e/ceeding Rs. in addition to their other duties. ealth management. 367 . C28. #ash receipts hich e/ceed Rs. &rranging for periodical destruction of old vouchers and old records. should also perform the follo ing duties. &ll employees in the clerical cadre should be given. at reasonable intervals.) i3 ii3 iii3 iv3 v3 vi3 R-.6<-. 2iii3 and 2iv3 above should be entrusted only to confirmed employees of the clerical/cash department.1-08 $ R-. brand them ith the cash received date stamp and hand over the counterfoils to the depositors immediately. change of duties to enable them to e:uip themselves ith full kno ledge of banking operations and to discharge their duties efficiently. The receipt scroll and the vouchers should thereafter be sent to the #ash %fficer/8eputy Head #ashier ho ill proceed as per e/tant instructions.1-08 #ashiers.upply of files and records on proper re:uisition. !here receipt vouchers for amounts not e/ceeding Rs.sign against them in token of their having been entered in the scroll and brand them ith the cash received date stamp.orting and keeping of vouchers.1-08 . shall have to call on e/isting and prospective customers for delivery of -ank1s/its . the receiving cashier should sign the counterfoils. ta/ation.'***/< should continue to be dealt ith as per e/tant instructions. Maintenance of records of stationery. . 21.3.ubsidiaries1 products.:07 K--4-08$C28. Inde/ing circulars/memoranda and maintenance of files. #ollection of pension bills !ork relating to consolidation of cash at the branch.eparating paid che:ues/inspection vouchers. 7ote L i3 ii3 The duties mentioned in items 2ii3. inde/ing and maintenance of records.'***/< the depositorKs copies should be signed in full and other copies should be initialled by the cashier. offer advisory services in investment. supply of records as per re:uisition.:07?--4-08-.

.chedule In addition to above. !riting of local delivery book. electric faults etc. . distribute stationery and keep control over the stock thereofM Inde/ circulars/memoranda and maintain files thereofM . 5ass -ooks. in addition to their e/isting duties. &verage Cigure -ook etc. R&#5#. bill collector and only cashier as no longer felt. 21. . Therefore./1:38 :9 .:07 ?--4-08-. Multiple 5roduct .ales Corce. 9/isting employees promoted under ? year channel have been given the option for redesignation as record keeper<cum<cashier. 0::< :4-02/:08 #ontrol Room shall be manned by #ontrol Room %perators round the clock in shifts. inde/ and maintain records and supply records as per re:uisitionM &rrange for periodical destruction of old vouchers and old recordsM Maintain records of stationery. Member of out ard sales force.M and also 5erform clerical duties of his cadre as and hen re:uired.M9##. record<keepers promoted under the ? year channel from the subordinate cadre may be asked to perform certain simple clerical duties that may be entrusted to them is as under L a3 b3 c3 5reparation of -ranch #learing 4eneral &ccount lists and advices !riting of local delivery book 8espatch 8ue to changes in the -ankKs systems and procedures relating to sanction of advances and bill business ork. 21. 368 .eparate paid che:ue/inspection vouchersM &rrange for keeping the records free from dust. He ill report for duty in shift as per the duty roster issued by the fire officer every month.upply files and records on proper re:uisitionM .ort and keep vouchers.3. He ill record his arrival/departure in the register kept for the purpose. 8espatch. #&#. 8eposit mobilisation. Maintenance of various statistical books such as Treasury -ooks.1' i3 ii3 D6/1-8 237 963. #55# and other initiatives.6<-. perform such other duties in the cash department as may be assigned to them. electric faults etc. rain and ater and bring to the -ranch ManagerKs notice. !orking in en:uiry counter as 4rahak Mitra. free from rain ater and bringing to the -ranch ManagerKs notice presence of hite ants.:07 K--4-08$C28.1-08 2e<circular #8%/50HR/IR/>>/)**><*+ dated *G/*)/)**+3 -esides e/isting duties they ill also perform follo ing duties L< Marketing of -ankKs and its subsidiaries products Recoveries. Epdation of pass books henever entrusted.3. the employees promoted from subordinate cadre under ? year channel.28. %n e/ercising the option. 2i3 2ii3 2iii3 2iv3 2v3 2vi3 2vii3 2viii3 2i/3 2/3 2/i3 2/ii3 2/iii3 2/iv3 2/v3 2/vi3 2/vii3 2/viii3 S-31:0 R-.1-08 $ R-. Receipt of in ard dak.vii3 viii3 &rranging for keeping of records dust<free. ill be designated as Arecord keeper<cum<cashierA and they shall perform duties in cash department also.:3/0:. the need for positions of 4odo n keeper. they ill. presence of hite ants.

8/299 Members of subordinate staff orking in special allo ance carrying position 2viz. . he ill report to the &sst. through &sst. ho ill report to the Maintenance 9ngineer for necessary action. He ill inspect the battery room and see that all the e:uipment there are orking properly. This ill be put up to &sst.ecurity %fficer in the shift. &t the time of assuming his duty the control room operator ill Test . ill be recorded in the log book and brought to the notice of relieving operator. In case of fire alarm.ecurity 4uards Ciremen in his shift and put up for signature of &sst. .ecurity %fficer/9state Manager/%ffice Manager.ecurity/Cire %fficer. viii3 i/3 /3 /i3 /ii3 2a3 2b3 2c3 2d3 /iii3 /iv3 /v3 /vi3 /vii3 21.iii3 iv3 He is responsible to test and operate the 5ublic &ddress system. he ill take action under the instructions of Cire %fficer/&sst. He book