11th Bipartite Settlement - Charter of Demands (part 2)

Charter of Demands of Officers on Other Allowances

Allowance EXISTING REVISED
D. A. 0.10% per slab on the pre-revised basic 0.07% per slab on the revised basic pay
pay
H.R.A. 7%/ 8%/ 9% of the present basic pay 7% to 12% of the revised basic
depending on the population group pay depending on the revised
classification of the centres (please see
attachment for further details),without
any ceiling
C.C.A. 3% for lower CCA centres and 4% for 5% to 8% of the revised basic pay
higher CCA centres with a maximum of depending on the revised classification of
Rs.600 and Rs.870 respectively. the centres (please see attachment for
further details),without any ceiling
PQP - 1 Rs.670 Equal to one increment in the last stage
of the scale
PQP - 2 Rs.1,680 Equal to 2 increments in the last stage of
the scale
FPP In case of FPP, the current FPP is FPP is proposed to be fixed at the
protected and on promotion to the next amount equal to the previous increment
higher grade/scale only, on reaching drawn plus DA thereon, basing on the
the maximum of the scale, FPP index prevailing at the beginning of the
equivalent to the last increment in the settlement period (01-11-2012). This
scale is granted with DA thereon, way, the anomaly in FPP will vanish.
basing on the index prevailing at the
beginning of the settlement period (01- On reaching the maximum of the scale,
11-2012). FPP equal to one increment in the last
stage of the revised scale plus DA (as on
01-11-2012) thereon is granted. This will
remain frozen till the settlement period
This will remain frozen till the ends.
settlement period ends.
Medical Up to MMGS III - Rs.8,000 Up to MMGS III - Rs.12,000
Aid
SMGS IV and above – Rs.9,050 SMGS IV and above – Rs.15,000
LFC – Frequency – Once in the sub-block of If the distance between the place of work
Home 2 years, in the main block of every 4 and the home town is 500 KMs and
Town years. Effectively, it is once every 4 above, home town LFC is
years only. Distance - There is no permitted every year.
restriction on the distance between the
present place of work and the home
town.
Otherwise, no home town LFC is

LFC – Distance – Without restriction on the
Anywhere distance, any place in India can be
in India reached by the shortest route and
eligible mode of travel. But, the place of
destination must be mentioned
beforehand and such place must be
touched, even if a roundabout journey
is undertaken.(Reimbursement will
however be restricted to the distance by
the shortest railway route by the eligible
class).
Halting Up to MMGS III –
Allowance
Rs.800/Rs.950/Rs.1,100/Rs.1,300
allowed.
4500 KMs one way for officers up to
MMGS III and 6000 KMs one way for
SMGS IV and above(It is not compulsory
to touch the intended destination).
Circuitous journey is also allowed within
the overall distance (both ways) of 9000
KMs/12000 KMs as the case may
be. Within the overall
eligibility, expenditure on travel to foreign
countries may also be reimbursed,
provided proper proof is submitted.
Up to MMGS III –
Rs.1,000/Rs.1,200/Rs.1,400/Rs.1,600

SMGS IV & SMGS V – SMGS IV & SMGS V –

Rs.950/Rs.1,100/Rs.1,300/Rs.1,500 Rs.1,200/Rs.1,400/Rs.1,600/Rs.1,800

TEGS VI & TEGS VII – TEGS VI & TEGS VII –

Rs.950/Rs.1,100/Rs.1,300/Rs.1,800 Rs.1,200/Rs.1,400/Rs.1,600/Rs.2,000
Split Duty Rs.200 per month Rs.400 per month.
Allowance

Charter of Demands of Award Staff on Other Allowances

Allowance EXISTING REVISED

D. A. 0.10% per slab on the pre- 0.07% per slab on the revised basic
revised basic pay pay
H.R.A. 7.5% /9% /10% of the present 8% /9% /10% of the revised basic pay
basic pay depending on the depending on the revised classification
population group of the centres (please see attachment
for further details), without any ceiling
C.C.A. No CCA is payable as of now. 5% to 10% of the revised basic pay
depending on the revised classification
of the centres (please see attachment
for further details), without any ceiling
PQP/ Graduation Rs.410 p.m. after 1 year Equal to the last increment drawn
Pay
Rs.800 p.m. after 2 years Equal to the last 2 increments drawn

Rs.1,210 p.m. after 3 years Equal to the last 3 increments drawn

Rs.1,620 p.m. after 4 years Equal to the last 4 increments drawn

Rs.2,010 p.m. after 5 years. Equal to the last 5 increments drawn

FPP Clerks – Rs.1,310 to Rs.1,585 Equal to the last increment drawn

Sub-staff - Rs.655 to Rs.790.

Transport For both Clerks and Sub-staff - Clerks - 30/25/20 Litres of petrol
Allowance
Up to 15th stage of the scale of Sub-staff - 25/20/15 Litres of petrol
Pay -
Consequent to this revision, no
Rs.425 per month conveyance expenses for any
purpose (except for cash
remittances) will be payable
separately, for travel within the
16th stage of the scale of Pay distance of 8 Kms from the
and above - Rs.470 per branch/office. Even if the distance
month between the home and office is beyond
8 Kms, commutation between home
and office willnot be reckoned for
payment of this allowance.
Medical Aid For both Clerks and Sub-staff – For Clerks – Rs.6,000
Rs.2,200
For Sub-staff – Rs.4,500
LFC – Once in 2 Distance - Clerks – 2000 Distance - Clerks – 2500 Kms
Years Kms
Sub-staff - 2500 Kms
Sub-staff - 2500 Kms
Eligible Class of Travel –
Eligible Class of Travel –
Clerks – A.C. 2 Tier
Clerks – A.C. 2
Tier Sub-staff - A.C. 3 Tier

Sub-staff - A.C. 3
Tier
LFC – Once in 4 Distance - Clerks – 4000 Distance - Clerks – 5000 Kms
years Kms
Sub-staff - 5000 Kms
Sub-staff - 5000
 Kms Eligible Class of Travel –

Eligible Class of Travel – Clerks – A.C. 2 Tier

Clerks – A.C. 2 Sub-staff - A.C. 3 Tier

Tier

Sub-staff - A.C. 3
Tier
Halting Allowance Clerks – Clerks – Rs.600/Rs.800/Rs.1,000
Rs.450/Rs.600/Rs.700
Sub-staff - Rs.400/Rs.600/Rs.800
Sub-staff -
Rs.250/Rs.400/Rs.500
Washing Rs.150 per month. Rs.300 per month.
Allowance

(for Sub-staff)
Split Duty Rs.150 per month. Clerks - Rs.450 per month.
Allowance
Sub-staff – Rs.300 per month.
Cycle Rs.100 per month. In view of the enhanced transport
Allowance (for allowance as stated above, cycle
Sub-staff) allowance stands withdrawn.
Charter of Demands for 11th Bipartite Settlement - Other than Pay & Allowances

REGULATION OF WORKING HOURS

1. Working Hours shall not exceed 40 hours per week and 8 hours per day (which does not
include lunch break of 30 minutes duration).
2. All Saturdays will be holidays. In other words, banks will work only on 5 days in a week.
3. All double sessional offices must be converted into single sessional offices in phases.
4. In case of bigger cities – ‘A’ Class cities and Metros – banks may have staggering
business hours. They may start functioning between 8-00 AM and 10-30 AM and will
have customer transactions for not less than 5 hours a day.
5. Including pre-lunch and post-lunch business hours and lunch interval, the total number of
hours a staff is required to be physically present at the branch/office and on outside duty
shall never exceed 9 hours a day.
6. If a staff member (Award Staff/Officer) is made to work beyond the stipulated time,
additional amount of compensation calculated in a fair, reasonable and equitable manner
must be paid in cash.
7. In case many staff members are advised to sit late quite often, it must be recorded.
8. If staff members are required to work for late hours on a regular basis, arrangements
must be made to notify and fill the additional vacancies of permanent nature within 6
months period.
9. Staggering of duty hours may be effected with 15 days advance notice to the staff
concerned.
10. Any changes in the daily working schedule shall be through written office order only.
Oral instructions issued in this regard will not bind the staff concerned.
11. There shall be fair play, non-partisan behavior and transparency on the part of the
branch head/immediate superior in every staff-related issue.

PUBLIC HOLIDAYS

1. ‘5 day week’ is to be implemented within a specific time frame, but not exceeding 6
months from the date of the settlement.
2. Number of Public Holidays under N.I. Act at present varies from state to state. It is
proposed to fix it at 8 (Eight) uniformly throughout the country.
3. In addition, 4 optional/restricted holidays on notified festival days (national/state/local)
may be given.
 4. However, this is subject to the proviso that more than 1 optional/restricted holiday cannot
be allowed to a person, in a month. Rules governing Casual Leave will apply to
‘optional/restricted holidays’ too.
5. No staff must be forced to work for more than 7 calendar days continuously, under any
circumstances.
6. In case a staff member is forced to work on a Sunday/Public Holiday, compensatory off
must be given within 30 days. This is in addition to the monetary compensation payable.

LEAVE PROVISIONS

1. Casual Leave up to 1 day shall be permitted to be availed without prior sanction.

Nonetheless, prior intimation is needed. Prior intimation may be through email and also
SMS to the mobile phone of the leave sanctioning authority.
2. Sick Leave not availed at the end of each year will be credited to the Privilege Leave
account automatically, without the staff asking for it.
3. Privilege Leave must be allowed to be accumulated up to 300 days.
4. Privilege Leave accumulated above the maximum of 300 days must be allowed to be
encashed, without linking it to L.F.C (availment/encashment).
5. At the time of retirement, encashment of PL up to 300 days is to be allowed and it is to be
totally tax free, on the lines of the same facility available for central government
employees.
6. For this purpose, superannuation or VRS under pension regulations after putting in a
minimum service of 20 years shall be treated alike.

HEALTH

7. Health Insurance premium for the serving personnel aged 50 years and above must be
borne by the individual banks. Ceiling for each staff will depend on his/her rank/grade.
8. No upfront payment must be demanded at the time of treatment. It must be
100% ‘cashless treatment’ in its true sense. No sub-limits must be stipulated.
9. Even for out-patient treatment, tie-up with good hospitals nationwide must be established
for the staff in service and also those who have retired.
10. For all retired personnel – retired on superannuation, VRS or CRS – health insurance
premium must be remitted by the banks in which they served.

LOANS ON CONCESSIONAL RATES OF INTEREST

 11. For staff children, rate of interest on education loans must be brought down uniformly to
6% p.a. up to the priority sector ceiling. Beyond that level, 3% extra interest may be
collected. The entire interest payable on Education Loans must be simple, till the
originally fixed due date of the loan.
12. Interest on Vehicle Loans shall not exceed Base Rate minus 1% (Simple).
13. Interest on Staff Housing Loans must be 6% p.a. (simple).
14. After the housing loan is fully repaid, second housing loan may be given, provided at
least two thirds of the first housing loan repayment period has elapsed. Another condition
is the amount of first and second housing loans put together shall not exceed Rs.30 Lakhs
for Sub-staff, Rs.40 Lakhs for Clerks and Rs.50 Lakhs for Officers.
15. Repayment period for different loans may be fixed as follows:
(a) Vehicle Loan – 2 Wheeler – 84 months or until the date of retirement whichever is
earlier.
(b) Vehicle Loan – 4 Wheeler – 180 months or until the date of retirement whichever is
earlier.
(c) Housing Loan – 300 Months or until the staff attains 70 years of age whichever is
earlier.
(d) Staff Children’s Education Loan – 60 months for inland studies and 96 months for
studies abroad, excluding the period of study and gestation.
(e) If the interest on education loans of staff children is serviced during the period of
moratorium, a further concession of 0.5% p.a. in the interest is to be allowed.

TRANSFERS

16. Transfer shall ever used as a weapon to threaten the staff and to punish the honest and
dedicated staff, due to ego conflicts or any other inexplicable reasons (vague reasons like
‘exigencies of service’ or ‘transfer is the prerogative of the management’ etc.).
17. Sub-staff can be transferred every 10 years, provided the distance between their place of
domicile and the new place of posting is not more than 200 KMs in the same linguistic area.
18. Clerical staff can be transferred every 10 years provided the distance between their place of
domicile and the new place of posting is not more than 300 KMs in the same linguistic area.
19. But any transfer exercise must be a regular one, not restricted to a particular area/Zone and
a select few individuals. This condition will not apply to transfers made on the grounds of
major misconduct like frauds, financial impropriety etc.
20. However, if the charges made cannot be proved within 12 months, the transfer made will
become null and void and the management is duty bound to transfer the employee/officer to
his previous place of work, immediately on the expiry of 12 months. For this, no written
request from the staff concerned is required to be obtained.
21. All periodical transfers including the promotion related ones must be completed by 15 th
May, every year. To facilitate this, the general transfer exercise must commence in
February itself and the orders are to be released in the 3 rd week of April.
22. Annual transfer exercise must be completed between April and June of every year at any
cost. A transfer process is said to be complete, when releasing of orders, relieving and the
staff concerned reporting at the new place are all over within 90 days from the date of the
transfer order.
23. Any transfer order kept in abeyance for more than 6 months will get cancelled automatically.
24. Request transfers can be considered only once in 10 years and a maximum of only 4
request transfers in the entire career in the bank will be entertained.
25. All transfer requests must be properly recorded and individual staff members must be
notified on their waiting list serial number and it must be displayed in the individual banks’
portals too.
26. Regular updation of this wait list must be done in the banks’ portals every quarter.
27. A person shall not be transferred from one place before he/she completes 3 years. For local
transfers within 20 KMs distance, this period of minimum stay is kept at 1 year. However,
this condition will not apply to staff involved in frauds and other criminal activities.
28. Similarly, a staff member shall not be transferred more than 10 times in his/her entire career
in the bank. This condition is sought to be introduced to provide adequate protection to staff
from the possible onslaught of the management and to provide relief and comfort to the
family of the staff.
29. However, this rule will not apply to officers in SMGS V and above. In their case, the
maximum number of transfers is kept at 15 in the entire career with an assured term of 1
year at one place/post.
30. A person shall not be transferred merely on a complaint from a customer. In such
circumstances, an open house enquiry must be conducted and its proceedings recorded
properly. Other staff of the same branch/office also must participate in that enquiry and their
submissions are to be recorded too. If necessary, the version of important and long
standing customers may be taken on record, to arrive at the truth.
31. An officer shall not be retained in the same linguistic area for more than 30 years, even with
breaks. The main objective is to encourage the officers to go and work in other linguistic
areas.

PROMOTION

32. Promotion shall be a totally transparent exercise. The promotion test must be conducted on
line and the results must be out within 30 minutes.
33. Ideally, the promotion exercise must start in January every year and will end in April.
34. At every stage of the screening process, marks and ranks of every individual candidate
must be displayed in the respective bank’s portal to ensure transparency and to enhance
the credibility of the whole promotion process.
35. The marks allotted to the Annual Performance Appraisal Reports shall not exceed 40 out of
100 for the whole promotion process.
36. The performance appraisal activity must be a transparent one and it is to be preceded by
quarterly feedback from the appraising authority. Obviously, such feedback in the form of
suggestions must be in writing.
37. The performance appraisal is to be completed by 30 th June, every year.
38. An officer who has scored not less than 60 % on an average during the past 5 years will be
eligible to participate in the promotion process. In the present scheme of things, a bad
appraisal score of one single year will ruin the prospects of promotion of an officer for 3
continuous years. Thus, it is tantamount to awarding a major penalty!
39. In case of an officer staff stagnating in one grade/scale for 10 years without promotion,
he/she shall be automatically moved on to the next higher grade/scale.
40. However, this is only for the purpose of paying the monthly emoluments and the
superannuation benefits. All other attendant benefits and executive powers will not
automatically accrue to him/her, unless otherwise specified.
41. Because of this new provision, stagnation increments for officers will cease to accrue after
10 years of service in a particular grade/scale.
42. If any officer staff is denied this ‘automatic switch over’, he/she must be notified in writing
with the reasons thereof. Appeal against this decision can be made to the competent
authority. Any appeal must be disposed of within 90 days. Else, it will be deemed that the
appeal has been allowed.
43. If the appeal has been turned down, another appeal for review to the next higher authority
can be made. This must be disposed of within 30 days. Else, it will be deemed that the
appeal for review has been allowed and accordingly, the original decision is annulled.
44. Management cannot appeal against its own decision by taking up the matter at yet higher
levels.
45. In case of officer staff who are denied ‘automatic switch over’ to the next higher grade/scale,
one stagnation increment equivalent to the last drawn increment will be granted for every 2
years of service till they are formally ‘promoted’ to the next higher grade/scale or till they
retire from bank’s services.
46. Stagnation increments will not be granted to those who refuse promotion after being offered
promotion and those who opt for reversion to the previous grade/scale, after accepting
promotion.
47. Reversion to a lower grade/scale can be permitted any time during one’s career, but only
once. In case of such reversion, they will be fitted in the appropriate scale of pay.

PENSION

48. Pension is to be fixed basing on the last drawn pay or the average of the last 10 months’
pay, whichever is higher.
49. All pensioners, regardless of their date of retirement, must be given the same pension
uniformly, basing on their length of service, last drawn pay etc. by invoking the principle of
‘One Rank, One Pension’ (OROP).
50. D.A. on pension must be revised quarterly, as in the case of ‘in service’ staff.
51. Pension must be granted to those who voluntarily retired after 15 years of continuous
service in a bank, as per the clarification given by Government of India and RBI.
52. Pension must also be granted to those who resigned after 20 years of continuous service in
a bank.
53. Commutation of pension must be permitted up to 40% of the basic pension.

BONUS

Bonus must be paid to each and every staff up to General Managers (TEGS VII) level. But,
there may be a ceiling on the amount of bonus payable. It is suggested that this ceiling be fixed
at the total monthly emoluments payable to an officer in MMGS II at the maximum of the
scale. ‘Bonus Act’ must be suitably amended for this purpose. For this, amendment to ‘Bonus
Act’ in the parliament is necessary