21 HR Manual For Union Bank Officers PDF

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UNION BANK OF INDIA
HR MANUAL – I - FOR OFFICERS Page 1

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INDEX
Sl No. Subject Page
CHAPTER- I (Salary & other Financials)
0 Grades & Scales 6
1 Scales of Pay 6
2 Stagnation Increments 7
3 Dearness Allowance (DA) 7
4 House Rent Allowance (HRA) 8
5 City Compensatory Allowance(CCA) 8
6 Special Allowance 9
7 Provident Fund (PF) 9
8 Pension (including SBI) 10
9 Medical Aid 11
10 Hospitalization Expenses 11
11 Recovery of House/Furniture Rent 12
11.1 Standard Rent 12
12 Fixed Personal Pay 12
12.1 FPP to One Cadre to Higher cadre 13
13 Professional Qualification Allowance 14
14 Other Allowances 14
(i) Deputation Allowance 14
(ii) Hill & Fuel Allowance 15
(iii) Halting Allowance 15
(iii)-(a) Procedure for payment of Halting Allowance 16
(iv) Special Area Allowance 17
(v) Mode of Travel & Expenses on Travel 22
(v)-(a) Air Line Codes 24
(vi) Leave Travel Concession (LTC) 24
(vi)-(a) Encashment of PL at the time of availing LTC. 26
(b) LTC – Abroad. 26
(vii) Definition of ―Family‖. 27
15 Project Area Allowance 27
16 Mid Academic Year Transfer Allowance. 28
17 Split Duty Allowance 28
18 Compensation on Transfer 28
19 Maternity Leave 28
20 Paternity Leave 29
21 Officiating Allowance 30

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CHAPTER- 2(Other Benefits)
1 Hotel Expenses 32
2 Reimbursement of Conveyance charges/Petrol 33
3 Use of Own Vehicle for Official duty 38
4 Personal use of Bank Car 39
5 Closing Allowance 39
6 Subscription to News Paper 40
7 Reimbursement of Entertainment Expenses 40
8 Reimbursement of Club Membership/Subscription 42
9 Reimbursement Cleaning Material 45
10 Brief Case 45
11 Residential quarter taken by Officers either in Bank‘s lease or on 46
personal lease – Rental ceiling.
11(a) Residential Accommodation –Payment of Rent 48
12 Advance against Hospitalization 49
13 Discomfort Allowance to – Employees working in CTS/Service 49
Branches
14 Daily Allowance – Foreign Travel on Official purpose. 50
15 Sanction of Tour Programme 51
16 Payment of Conveyance Allowance to Deaf and Dumb employees. 52
17 Visiting Cards 53
18 Reimbursement of Medial / Hospitalization expenses after Death. 53
19 Family Planning - Incentives 53
20 Encashment of PL incase of Resignation. 54
21 Furniture items provided by bank in quarters taken by Officer 54
22 NRW – Non Refundable Withdrawal 56
23 Educational Loan interest assistance 57
24 Provision of Mobile hand set & Reimbursement of monthly bills 57
25 Centralization process of staff bills / amenities at SSC(HR Suvidha ) 62
CHAPTER – 3 (Different Kinds of Leave)
0 Holidays 71
1 Casual Leave 72
2 Un-availed Casual Leave (UCL) 72
3 Privilege Leave 72
4 Sick Leave 73
4 (a) Additional Sick Leave 74
4 (b) Special Sick Leave 74
5 Maternity Leave 74
6 Paternity Leave 75
7 Extraordinary Leave 75
8 Special Leave to Inspecting Officers 76
9 Encourage to go on Leave for 10 days 76
10 Recall for Duty 76

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11 Leave for Visiting Abroad 76
12 Sabbatical Leave/Special Leave Scheme 77
13 Sabbatical Leave for WOMEN 78
14 Leave for Adapting Family Planning measures 80
15 Leaving Head quarters without permission 80
CHAPTER – 4 (Promotion Policy, Fitment & Transfer Policies)
1 Promotion Policy for Officers 82
2 Fitment on Promotion 118
3 Transfer Policy for Officers 127
CHAPTER- 5 (Loans & Advances)
1 Staff Housing Loan 137
2 Conveyance Loan to Officer 149
3 Clean Over Draft 154
4 Festival Advance 157
5 Loan against NSC Bond 157
CHAPTER – 6 (Hospitalization Expenses Schedule)
Hospitalization expenses 159
CHAPTER – 7 (Performance Management System)
PMS – Performance Management System 208

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1
Salary & Other Financials

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GRADES & SCALES
The following Grades and Scales in vogue.
1. TOP EXECUTIVE GRADE

A) SCALE - VII GENERAL MANAGER
B) SCALE – VI DY. GENERAL MANAGER
2. SENIOR MANAGEMENT GRADE
A) SCALE – V – ASST. GENERAL MANAGER
B) SCALE – IV – CHIEF MANAGER.
3. MIDDLE MANAGEMENT GRADE
A) SCALE - III - SENIOR MANAGER
B) SCALE – II - MANAGER
4. JUNIOR MANAGEMENT GRADE
SCALE – I - ASST. MANAGER
1. SCALES OF PAY:
An officer is entitled to draw the following Scales of Pay upon joining the Bank / or on
account of promotion with effect from 1st November, 2012 in terms of Staff Circular
No.6212 Dated 30 June 2015.
SCALE - I 23700 980/7 30560 1145/2 32850 1310/7 42020

SCALE – II 31705 1145/1 32850 1310/10 45950
SCALE – III 42020 1310/5 48570 1460/2 51490
SCALE – IV 50030 1460/4 55870 1650/2 59170
SCALE – V 59170 1650/2 62470 1800/2 66070
SCALE - VI 68680 1960/4 76520
SCALE – VII 76520 2120/4 85000
Fitment : Fitment shall be stage-to-stage i.e. on corresponding stages from 1st stage
onwards and the increments shall fall on the anniversary date as usual.

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2.STAGNATION INCREMENTS
a. Officers in JM Grade Scale I who have moved to scale of Pay for MMG II in terms
of Regulation 5(b) after reaching maximum of the higher scale shall be eligible
for four stagnation increments for every three completed years of service of
which first two shall be Rs.1310/- each and next two Rs.1460/- each.
b. Officers in MMG Scale II who have moved to scale of Pay for MMG Scale III in
terms of Regulation 5(b) after reaching maximum of higher scale shall be
eligible for three stagnation increments of Rs.1460/- each for every three
completed years of service and a fourth stagnation increment of Rs.1460/- two
years after receipt of third stagnation increment.
Provided that Officers who have completed two years or more after receipt of
the third stagnation increment will get the fourth stagnation increment with
effect from 01.05.2015.
c. Officers in substantive MMG Scale III i.e. those who are recruited in or
promoted to MMG Scale III shall be eligible for four stagnation increments of
Rs.1460/- each for every three completed years of service and a fifth
stagnation increment of Rs.1460/- two years after receipt of fourth stagnation
increment provided that the officers who have completed two years after
receipt of the fourth stagnation increment will get the fifth stagnation
increment w.e.f. 01.05.2015.
d. Officers in SMGS-IV shall be eligible for one stagnation increment of Rs.1650/-

three years after reaching the maximum of scale w.e.f. 01.05.2015.
[Staff Cir.No.6212, dt.30.06.2015]
3.DEARNESS ALLOWANCEOn and from 01.11.2012, Dearness Allowance shall be

payable for every rise or fall of four points over 4440 points in the quarterly

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average of the All India Average Working Class Consumer Price Index (General)
Base 1960=100 at 0.10%.
[Staff Cir.No.6212, dt.30.06.2015]
4.HOUSE RENT ALLOWANCE [w.e.f. 01.11.2012]

I II
i) Major ―A‖ Class Cities and Project Area Centres in Group A 9% of Pay
ii) Other Places in Area I and Project Area Centres in Group B and 8% of Pay
state of Goa
iii) Other places 7% of Pay
Provided that if an officer produces a rent receipt, the House Rent Allowance payable
to him/her shall be the actual rent paid by him/her for the residential
accommodation in excess over 0.75% of Pay in the first stage of the Scale of Pay in
which he/she is placed with a maximum of 150% of the House Rent Allowance payable
as per aforesaid rates mentioned in Column II above.
Note: The claims of officer employees for House Rent Allowance linked to the cost of
their ownership accommodation shall also be restricted to 150% of House Rent
Allowance as hitherto. [Staff Cir.No.6212, dt.30.06.2015]
5.CITY COMPENSATORY ALLOWANCE

Maximum
Area Rate Amount
i) Places in Area I and in the State of Goa 4% of Basic Pay Rs.870/- p.m
ii) Places with population of Five lakh and over
and State Capitals and Chandigarh, 3% of Basic Pay Rs.600/- pm
Puducherry and Port Blair.
[Staff Cir.No.6212, dt.30.06.2015]

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Payment of HRA & CCA to the employees as per census 2011: [Staff circular No
6240 dated 07.09.2015]
 Indian Bank‘s Association has advised payment of HRA and CCA to

employees in Banks, who are parties to Bipartite Settlement, on the
basis of classification of areas depending upon the population of the
Centres. The official figures as per the All India Census 2011, has
since been published by the Registrar General and Census
Commissioner, India In terms of the Official Census 2011 figures, 37
places have been upgraded from a lower area to a higher area.
 A detailed list of such places is given in Annexure -I. Employees

working in branches / offices in such Centres which are upgraded as
per Census 2011 are eligible to be paid higher rate of HRA &CCA
w.e.f. 01.03.2011.
 Annexure-ll contains the list of places falling under the following

categories:-
a) Major "A' Class Cities 1 places with population of more than
45 lakhs.
b) Places with population of over 12 lakhs and below 45 lakhs.
c) Places with population of over 5 lakhs and below 12 lakhs
d) Places with population below 5 lakhs.
 In respect of Centres which are downgraded as per Census 2011,
lower HRA/lower CCA will have to be paid from 01.03.201 1.
6.SPECIAL ALLOWANCE (w.e.f. 01.11.2012)
With effect from 01.11.2012, Officers shall be paid Special Allowance as

under:
Scale I – III - 7.75% of Basic Pay + applicable Dearness Allowance thereon.

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Scale IV – V - 10% of Basic Pay + applicable Dearness Allowance thereon.
Scale VI – VII - 11% of Basic Pay + applicable Dearness Allowance thereon.
Note: The Special allowance with applicable DA thereon shall not be

reckoned for superannuation benefits, viz, Pension including NPS, PF and
Gratuity.
(Staff Cir.No.6212, dt.30.06.2015)
7.PROVIDENT FUND (W.E.F. 01.11.2012)

(Staff Cir.No.6212, dt.30.06.2015)
(a) Officers who are presently covered under the Bank Employees‘ Pension
Regulations, 1995/96 shall continue to contribute 10% of the Pay
towards Provident Fund and there shall be no matching contribution.
(b) Officers of State Bank of India will continue to be covered by

Contributory Provident Fund Scheme as hitherto.
(c) Officers who are presently covered under contributory Provident Fund
Scheme who did not opt for Pension Scheme available under Joint Note
dated 27th April, 2010 shall continue under the Contributory Provident
Fund Scheme as hitherto.
8.PENSION (including State Bank of India)

(Staff Cir.No.6212, dt.30.06.2015)
With effect from 1st November 2012, the Pay drawn under this Joint Note by
the officers who are members of the Pension Fund shall be taken into
consideration for the purpose of calculation of pension as per the Pension Fund
Rules/ Regulations in force.

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Note: Officers in service of the Banks as on 1st November 2012 and who have
retired hereafter but before 25th May 2015 and who had opted for
commutation of pension will have an option not to claim incremental
commutation on revised basic pension.
9.MEDICAL AID (Other than State Bank of India)

(Staff Cir.No.6212, dt.30.06.2015)
On and from 1st November, 2012, reimbursement of Medical Expenses shall be
as under:
a) Officers in JMG & MMG Scales – Rs.8, 000/- p.a.
b) Officers in SMG & TEG Scales - Rs. 9,050/- p.a.
The reimbursement of medical expenses shall be enhanced proportionately for

two months i.e. November and December, 2012. [Page No.3, Item No.11, S.C.
No.6212, dated 30.06.2015].
NOTE:
The amount cannot be accumulated for more than 3 years. It will lapse automatically
in case not availed/drawn the amount by the officer. (Staff Circular No. 5677 dated
24.06.2007).
(In case of Death of an officer, the Balance Medical Aid amount is to be paid to the
legal heir (SC 2974 D 31.05.86)
 It has now been decided to centralize the sanction of medical aid
application at SSC(HR SUVIDHA) (SC 6491: dt 30.11.2016)
10. HOSPITALIZATION EXPENSES (Other than State Bank of India)
In substitution of Clause (9) of the Joint Note dated 27.04.2010, the

reimbursement of hospital expenses under Regulation 24(1) (b) (i) of the
Officers‘ Service Regulation 1979/1982, shall be as detailed in Annexure IV
of the Joint Note. (Staff Cir.No.6212, dt.30.06.2015).
[Please refer the CHAPTER – HOSPITALIZATION EXPENSES].

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11. RECOVERY OF HOUSE / FURNITURE RENT:
1. House rent recovery shall be @ 0.75 % of the first stage of the scale of
pay in which the officer is placed or the standard rent for the
accommodation, whichever is less.
2. Furniture rent recovery shall be @ 0.15% of the first stage of the scale of
pay in which the officer is placed.
[Staff Cir.No.6212, dt.30.06.2015]
11.1. STANDARD RENT (Staff Circular No. 4397 Dated 17-10-1997)
LIVING STANDARD LIVING STANDARD LIVING AREA STANDARD

RENT AREA RENT RENT
AREA (SQ.MTRS)
RS. (SQ.MTRS) RS. RS.
(SQ.MTRS)
UPTO 50 113 51—60 135 61-75 157
76-90 209 91-105 252 106-120 296
121-150 362 151-180 433 181-225 510
226-300 728 301- 40 901 401-550 1073
> 551 1250 ONE SQ METER = 10.76 SQ.FEETS.
12. FIXED PERSONAL PAY (w.e.f. 1.11.2012)

Fixed Personal Pay together with House Rent Allowance shall be at the following rates
and shall remain frozen for the entire period of service.
(A) (B) (C)

Increment DA as on Total F.P.P. payable where bank‘s
Component (Rs.) 01.11.2012 accommodation is provided (Rs.)
(Rs.)

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1310 143 1453
1460 159 1619
1650 180 1830
1800 196 1996
1960 214 2174
2120 231 2351
Note:
(i) F.P.P. as indicated in ―C‖ above shall be payable to those officer

employees who are provided with bank‘s accommodation.
(ii) F.P.P. for officers eligible for House Rent Allowance shall be ―A‖ +
―B‖ plus House Rent Allowance payable on the last increment of the
relevant scale of pay.
(iii) The increment component of F.P.P. shall rank for superannuation

benefits.
(iv) Only Officers who were in the service of the bank on or before
01.11.1993 will be eligible for FPP one year after reaching the
maximum scale of pay there are placed.
[Staff Cir.No.6212, dt.30.06.2015].
12.1. FIXED APERSONAL PAY(FPP) ONE CADRE TO HIGHER CADRE

(OR)
FROM ONE SCALE TO A HIGHER SCALE:
When employee is promoted to the next higher cadre/scale after earning FPP in the
lower cadre/ scale, then he would continue to get the same amt of FPP in the
promoted scale (except when FPP is changed on wage revision) till such time he
reaches max. In the promoted cadre / scale on completion of stipulated one year at

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the max. of the promoted cadre/scale, he shall be sanctioned FPP as applicable to
the higher cadre/scale in which he is placed. (HRMD:PAD:16594/07 DATED
08.11.2007.)
13. PROFESSIONAL QUALIFICATION PAY (PQP) (w.e.f. 01.11.2012)

(A) Officers shall be eligible for professional qualification pay as under:
(i) Those who have passed only CAIIB – Part I / JAIIB
Rs.670/- p.m. one year after reaching top of the scale.
(ii) Those who have passed both parts of CAIIB –
(a). Rs.670/- p.m. one year after reaching top of the scale.
(b). Rs.1680/- p.m. two years after reaching top of the scale.
(B) An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications

after reaching the maximum of the scale of pay, shall be granted from the date of
acquiring such qualification the first installment of PQP and the release of subsequent
installments of PQP shall be with reference to the date of release of first installment
of PQP.
[Staff Cir.No.6212, dt.30.06.2015]
14. OTHER ALLOWANCES [Staff Cir.No.6212, dt.30.06.2015]
(i) Deputation Allowance (w.e.f. 01.06.2015)
On and from 1st June, 2015, Deputation Allowance shall be at the following
rates:
a) An Officer deputed to serve outside the bank – 7.75% of Pay with a

maximum of Rs.4000/- p.m.

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b) An Officer deputed to an organization at the same place or to the
training establishment of the bank – 4% of Pay with a Maximum of
Rsa.2000/- p.m.
(ii) Hill and Fuel Allowance (w.e.f. 01.11.2012)

[Staff Cir.No.6212, dt.30.06.2015]
Place Rate
a) Places with an altitude of 1000 metres and 2% of Pay subject to
above but less than 1500 metres and Mercara a maximum of Rs.750/-
Town p.m.
b) Places with an altitude of 1500 metres and 2.5% of Pay subject to a
above but less than 3000 metres. maximum of Rs.1000/-
p.m.
c) Places with an altitude of 3000 metres and 5% of Pay subject to a
above maximum of Rs.2000/- p.m
(iii) Halting Allowance (w.e.f. 01.06.2015)
Grade / Scales of Officers Metro Major ―A‖ Area I Other

Class Cities Places
Officers in Scale VI & Above 1800 1300 1100 950
Officers in Scale IV & V 1500 1300 1100 950
Officers in Scale I/II/III 1300 1100 950 800
[Staff Cir.No.6212, dt.30.06.2015]
Note: Payment of Halting Allowance to the officers/ workmen Staff pursuant

to Census 2011.[ Staff circular 6248 dated 06.10.2015]

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 Indian Banks' Association now in terms of their communication no.HR& IR:CIR-
2015-16.E(ix)/1348 dated 21.09.2015 has clarified that as per the decision of
their Personnel Committee and following the practice followed on earlier
occasions, Halting Allowance at rates applicable to revised classification of
areas per Census 2011 will be paid w.e.f.7th August, 2015 i.e. the date of issue
of their circular letter regarding area of classification.
(iii-a) PROCEDURE FOR PAYMENT OF HALTING ALLOWANCE :
Transfer/Travelling Allowance/ Expenses are payable to an employee when he travels
on duty beyond the municipal limit / Municipal Corporation including cantonment or
Panchayat limit provided the place is 8 kms, away from the Branch/Office where he is
working.
The halting allowance will be payable as under:
1. Where the total period of absence from Headquarters is less than 8 hrs, but
more than 4 hours, Halting allowance at half the rate.
2. Where the total period of absence from Headquarters is less than 24 hrs, but
not less than 8 hrs one full Halting allowance will be paid.
3. If exceeds 24 Hours 2 days Halting to be paid.
Provided, however that where the work entrusted to him does not require him to
travel beyond the Municipal Limit/ Municipal corporation including cantonment or
Panchayat limit, no halting allowance will be payable. Where the place is outside
such limit an officer will be entitled to halting allowance, provided that the place
of outside duty is more than 8 kms, from the Branch/Office where he is working.
For the purpose of entitlement of Halting allowance under this para, it is hereby

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clarified that places considered as one unit for the purpose of area wise
classification or considered as similarly situated places forming one unit or within
the constituent units of urban agglomeration of a place as per 1971 Census, no
Halting Allowance shall be payable for journeys completed within such places.
(iv) Special Area Allowance (w.e.f. 01.11.2012)

At places where special area allowance is payable in terms of Regulation
23(ii) of Officers‘ Service Regulations, 1979/1982, the said allowance shall
be payable at rates as in Annexure V. [Staff Cir.No.6212,
dt.30.06.2015].
Annexure V
(Joint Note dated 25th May.2015)
Special Area Allowance
SN Area Allowances (Rs.)

Pay below Pay above
Rs.24,000/ Rs.24,000/
1 2 3 4
1. Mizoram
a) Chimptuipui District and areas beyond 2000 2600

25 kms. from Lunglei Town in Lunglei
District
b) Entire Lunglei District excluding areas 1600 2100

beyond 25 kms. from Lunglei town
c) Throughout Aizawl District 1200 1500
2 NAGALAND 1600 2100

3
ANDMAN & NICOBAR ISLANDS
a) North Andaman, Middle Andamans, 2000 2600

Little Andaman, Nicobar & Narcondum
Islands

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b) South Andaman (including Port Blair) 1600 2100
4 Sikkim 2000 2600
5 LAKSHADWEEP ISLANDS 2000 2600
6 ASSAM 320 400

7 MEGHALAYA 320 400
8 TRIPURA
1. Difficult areas of Tripura 1600 2100
2. Throughout Tripura except difficult
areas 1200 1500
9 MANIPUR 1200 1500

10 ARUNACHAL PRADESH
a) Difficult areas of Arunachal Pradesh 2000 2600
b) Throughout Arunachal Pradesh other
than difficult areas. 1600 2100
11 JAMMU & KASHMIR

Kathua District:
Niabat Bani, Lohi, Malhar and Machhodi 2000 2600
2) Udhampur District:
a) Dudu Basantgarh, Lander

Bhamag Illaqa,other than those 2000 2600
included in Part 2(b).
b) Areas upto Goel from Kamban Side

and areas upto Arnas from Keasi side in
Tehsil Mohre.
1600 2100
3) Doda District:
Illaquas of Padder and Niabat

Nowgam in Kishtwar Tehsil
4) Leh District : 2000 2600

all the places in the District
5) Barmulla 2000 2600

District
a) Entire Gurez-Nirabat, Tangdar Sub-

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Division and Keran Illaqua
b) Matchill 2000 2600

6) Poonch and Rajouri District :
1600 2100
Areas in Poonch and Rajouri District
excluding the towns of Poonch and
Rajouri and Sunderbani and other urban
areas in the two Districts
1200 1500
7) Areas not included in (1) to (6)
above, but which are within the distance
of 8 kms'. from the line of Actual Control
or at places which may be declared as
qualifying for border allowance from
time-to-time by the State Government for
1200 1500
their own staff.
12 HIMACHAL PRADESH
(1) Chamba District:
(a) Pangi Tehsil, Bharmour Tehsil,

Panchayats : Badgaun, Bajol, Deol 2000 2600
Kugti, Nayagam and Tundah, Villages:
Ghatu of Gram Panchayat Jagat,
Kanarsi of Gram Panchayat Chauhata
(b) Bharmour Tehsil, excluding 1600 2100

Panchayats and Villages included in (a)
above.
(c) Jhandru Panchayat in Bhatiyat

1200 1500
Tehsil,Churah Tehsil, Dalhousie Town
(including Banikhet proper).
(2) Kinnaur District:
a) Asrang, Chitkul and Hango 2000 2600

Kuno/ Charang Panchayats,15/ 20
Area comprising the Gram
Panchayats of Chhota Khamba,
Nathpa and Rupi, Pooh Sub-Division,
excluding the Panchayat Areas
specified above.
b) Entire District other than Areas

1600 2100
included in (a) above.

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(3) Kullu District:
a) 15/20 Area of Nirmand Tehsil, 2000 2600

comprising the Gram Panchayats of
Kharga, Kushwar and Sarga
b) Outer-Saraj (excluding villages of

Jakat-Khana and Burrow in 1200 1500
Ninnand Tehsil) and entire District
excluding outer Seraj area and pargana
of Pandrabis but including villages
Jagat-Khana and Burrow of Tehsil
Nirmand).
2000 2600
(4) Lahaul, and Spiti District :
Entire area of Lahaul and Spiti
(5) Shimla District :

2000 2600
a) 15/20 area of Rampur Tehsil comprising
of Panchayats of Koot, Labana-Sadana;
Sarpara and Chadi-Branda.
b) Dora-Kawar Tehsil, Gram Panchayat of 1600 2100

Darkali in Rampur, Kashapath Tehsil and
Munish, Ghori Chaibis of Pargana Sarahan.
c) Chopal Tehsil and Ghoris, Panjgaon, 1200 1500

Patsnau, Naubis and Teen Koti of
Pargana Sarahan, Deothi Gram Panchayat
of Taklesh Area, Pargana Barabis, Kasba
Rampur and Ghori Nog of Pargana Rampur
of Rampur Tehsil, Simla Town and its
suburbS (Dhalli, Jatog, Kasumpti,
Mashobra, Taradevi and Tutu).
6) Kangra District:
1600 2100
a) Areas of Bara Bhangal and Chhota
Bhangal
b) Dharamshala Town of Kangra 1200 1500

District and the following
offices located outside the Municipal
limits but included in Dharamshala
Town-Women's ITI, Dari, Mechanical.
Workshop, Ramnagar, Child
Welfare and Town and Country

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Planning Offices, Sakoh, CRSF Office
at lower Sakoh,KangraMilk Supply
Scheme, Dugiar,
HRTCWorkshop,Sadher, Zonal Malaria
Office, Dari, Forest Corporation
Office, Shamnagar, Tea Factory, Dari,
I.P.H. Sub-
Division, Dan, Settlement Office,
Shamnagar,Hinwa Project,
Shamnagar.
Palampur Town of Kangra District

including
HPKVV Campus. at Palampur and the
following offices located outside its
municipal limits but included in
Palampur Town — H.P..Krishi
Vishwavidhalaya Campus, Cattle
Development
Office/Jersey Farm, Banuri,
Sericulture Office/1nd°-German
1200 1500
Agriculture Workshop/HPPWD Division,
Bundla, Electrical Sub-Division, Lohna,
D.P.O.
Corporation, Bundla, Electrical HESEE
Division, Ghuggar.
(7) Mandi District: - -

Chhuhar Valley of Jogindernagar
Tehsil, Panchayats in thunag Tehsil-of
Bagraa, Chatri,
Chhotdhar,Garagushain, Gatoo,
Garyas, Janjehli, Jaryar, Johar,
Kalhani, Kalwan, Kholanal, Loth,
Silibagi,Somachan, Thachdhar, Tachi,
Thana, Panchayats of Dharampur
Block- Binga, Kamlah, Saklana, Tanyar 1200 1500
and Tarakholah, Panchayats of Karsog
Tehsil —
Balidhar, Bagra, Gc•palpur, Khajol,
Mahog, Mehudi, Manj, Pekhi, Sainj,
Sarahan and Teban, Panchayatg of
Sundernagar Tehsil — Bohi, Batwara,
Dhanyara, Paura-Kothi, Seri and Shoja. 1200 1500
(8) Sirmaur District:

Panchayats of Bani, Bakhali (Pachhad
Tehsil), Bharog Bheneri (Paonta Tehsil), 320 400
Birla (Nahan Tehsil), Dibber (Pachhad

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Tehsil) and Thana Kasoga (Nahan Tehsil)
and Thansgin Tract
(9) Solan District

Mangal Panchayat
10) .Remaining areas of Himachal Pradesh

not included in (1) to (9) above
13 Uttar Pradesh 2000 2600
Areas uder Chamoli, Pithoragarh and Uttar
Kashi Districts
14 Uttarakhand 2000 2600
Areas under Chamoli, Pithoragarh,Uttarkashi,
Rudraprayag and Champavat Districts
(v) Mode of Travel and Expenses on Travel [Staff Cir.No.6212, dt.30.06.2015]
It is reiterated that the following provision shall continue to apply wherever an

Officer is required to travel on duty:
(a) An officer in Junior Management Grade is entitled to travel by 1st Class or AC

2-tier Sleeper by train. He may, however, travel by air (economy class) if so
permitted by the competent authority, having regard to the exigencies of
business or public interest.
(b) An officer in Middle Management Grade is entitled to travel by 1st Class or AC

2-tier Sleeper by train. He may, however, travel by air (economy class) if the
distance to be travelled is more than 1000 kms. He may, however, travel by air
(economy class) even for a shorter distance if so permitted by the Competent
Authority, having regard to the exigencies of business or public interest.
(c) An officer in Senior Management or Top Executive Grade is entitled to travel by

AC 1st Class by train or by air (economy class).
(d) An officer in Senior Management or Top Executive Grade may travel by car
between places not connected by air or rail provided that the distance does not

================================================================================
exceed 500 km. However, when a major part of the distance between the two
places can be covered by air or rail only the rest of the distance should
normally be covered by car.
(e) Any other officer may be authorized by the Competent Authority, having regard
to the exigencies of business, to travel by his own vehicle or by taxi or by the
Bank‘s vehicle.
The remaining provisions as in Sub-regulations (2) & (3) of Regulation 41 of

Officers‘ Service Regulations shall remain unchanged.
Note: Entitlement by Steamer – Deluxe Cabin.
**SPL. NOTE: Please Refer Staff Cir.4311 dt. 15.10.1996 wherein it was
clarified that Officers up to Scale IV will not be permitted to travel by AIR for
the purpose of attending Trainings/Seminars both internal or specialized
institutions.
Ref .No.DP:PAD:990:2015 Date: January 16,2015 (Control on Travelling Exp)
In order to control the Travelling Expenses a few measures have been suggested
herein below :-
1) As far as possible the programme be made well in advance and tickets be

booked promptly after tour is finalized so that benefit of cheaper fare may be
availed.
2) In Central Office a Travel Desk has been set up in Support Services Department
(Refer their communication no. SSD: EXF: 5703: 15 dated 12.01.2015). For
official visit the Central Office tickets will be booked by this Desk. All staff
members are advised to avail this facility.

================================================================================
3) Tour Programme should be approved by only eligible class /mode of travel

through a direct and shortest route. Please note that in case of training the
officers upto Scale - IV are not eligible to travel by Air so permission for the
same be avoided. (Also refer Circular letter No.324/2014 dt.12.04.2014 ,in this
regard).
(v)-(a) AIR LINES CODES:
While purchasing Air Tickets whether for official travel, or on LTC, from
Airport/Agent/Internet the officer is required to mention the following Air Line Codes
on the ticket compulsorily. The codes are known to the agents. However, the
following codes (tour code) are to be noted and to be mentioned on all the tickets
without fail. (Staff Circular No.5677 Dated 24th June 2010)
INDIAN AIR LINES: B 067, JET AIRWAYS 9W0347002, JET AIRLITE (earlier known as AIR
SAHARA) S-20347002 (SC 5630 DT:02.12.2009 & SC NO.5371 DT.28/03/2007)
(vi) LEAVE TRAVEL CONCESSION (w.e.f. 01.06.2015)

[Staff Cir.No.6212, dt.30.06.2015]
(a) During each block of 4 years, an officer shall be eligible for leave travel
concession for travel to his place of domicile once in each block of two years.
Alternatively, he may travel in one block of two years to his place of domicile
and in another block of two years to any place in India by the shortest route.
(b) Alternatively, an officer, by exercising an option anytime during a 4 year block

or two year block, as the case may be, surrender and encash his LTC (other
than travel to place of domicile) upon which he shall be entitled to receive an
amount equivalent to the eligible fare for the class of travel by train to which
he is entitled up to a distance of 4500 kms (one way) for Officers in JMG-Scale-I

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and MMG – Scale II & III and 5500 kms (One way) for Officers in SMG – Scale IV &
above.
There is no change in the earlier guidelines as was applicable under joint

note dated 27th April, 2010 except that the entitlement to receive the
amount has been revised from the existing 75% to 100%.
[ S.C.No.6212 dt. 30.06.2015 , page No.3, para 10]
(c) An Officer opting to encash his LTC shall prefer the claim for himself / herself
and his / her family members only once during the block / term in which such
encashment is availed of. The facility of encashment of privilege leave while
availing of Leave Fare Concession is also available while encashing the facility
of LTC.
(d) The mode and class by which an officer may avail of Leave Travel Concession
shall be the same as the officer is normally entitled to travel on transfer and
other terms and conditions subject to which the Leave Travel Concession may
be availed of by an officer, shall be as decided by the Board from time-to-time.
Provided that w.e.f.1st May 2010 an officer in Junior Management Grade Scale I
while availing LTC will be entitled to travel by air in the lowest fare economy
class in which case the reimbursement will be the actual fare or the fare
applicable to AC 1st Class fare by train for the distance traveled whichever is
less. The same rules shall apply when an officer in Middle Management Grade
Scale II and Middle Management Grade Scale III while availing LTC where the
distance is less than 1000 kms.
 Other than place of domicile –Officer can encash LTC fares without availing LTC
and No leave is to be availed. He can surrender the block and can draw the
fare and can also encash PL up to a maximum of 30 days OR 15 days as per his
choice.
 Encashment is Subject to deduction of admissible tax at source.

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 Female employee can include either parents or parents in law but not both.
Parents or parents in law should ordinarily be residing with the female
employee.
 LFC can be availed on any kind of Leave namely viz. CL/PL/Sick Leave (on
Doctors recommendation) for minimum of one day. No ceiling for maximum
days on leave.
 Officer need not accompany his family on either leg of the journey. The period
between date of commencement of journey by family and the date on which
Officer himself returns from his journey or vice-versa should not exceed 4
months.
 Officer will be reimbursed with the fare incurred for sightseeing/places
enroute/destination within the overall entitlement of fare and class.
(vi)-(a)ENCASHMENT of PL AT THE TIME OF AVAILING LTC
 Once in 4 years of Block or twice in 2 years block.

 Not exceeding 30 days in block of 4 years.
 Amount equivalent to previous month gross salary.
 Amount is Taxable.
[AUTO CREDIT OF TE ADVANCE & LFC ADAVANCE [ Staff circular 6342 dated
26.4.2016]
Branches/Offices are advised that from 02.05.2016 onwards no manual vouchers

are to be passed for TE/TA and LFC advance sanctioned by the competent
authority. On approval of TE/TA and LFC advance application, system will
pass necessary debit and credit entries.
(b)LTC ABROAD
The facilities to visit overseas countries/centre under LTC have been

discontinued vide Circular no. DP:PAD:1491:2014 dated 10/04/2014.

================================================================================
(vii) DEFINITON OF FAMILY [Staff Cir.No.6212, dt.30.06.2015]
For the purpose of medical facilities and for the purpose of leave fare
concession the expression ‗family‘ of an employee shall mean:
a. The employee‘s spouse, wholly dependent unmarried children (including

step children and legally adopted children),wholly dependent physically
and mentally challenged brother/sister with 40% or more disability,
widowed daughters and dependent divorced / separated daughters, sisters
including unmarried / divorced / abandoned or separated from husband /
widowed sisters as also parents wholly dependent on the employee.
b. The term wholly dependent family member shall mean such member of the
family having a monthly income not exceeding Rs.10,000/- p.m. If the
income of one of the parents exceeds Rs.10,000/- p.m. or the aggregate
income of both the parents exceeds Rs.10,000/- p.m., both the parents
shall not be considered as wholly dependent on the officer employee.
c. A married female employee may include her natural parents or parents-in-

law under the definition of family, but not both, provided that the
parents/parents-in-law are wholly dependent on her.
NOTE: For the purpose of medical expenses reimbursement scheme, for all
employees, any two of the dependent parents / parents-in-law shall be
covered.
15. PROJECT AREA ALLOWANCE

On and from 1st November, 2012, Project Area Compensatory Allowance shall
be payable at the following rates :
1 Project Areas falling in Group A – Rs.400/- p.m.

2 Project Areas falling in Group B – Rs.350/- p.m.
[Staff Cir.No.6212, dt.30.06.2015]

================================================================================
16. MID ACADEMIC YEAR TRANSFER ALLOWANCE
On and from 1st June, 2015, Mid Academic Year Transfer Allowance shall be
payable at Rs.1100/- p.m. subject to other conditions.
[Staff Cir.No.6212, dt.30.06.2015]
17. SPLIT DUTY ALLOWANCE

On and from 1st November, 2012 Split Duty Allowance shall be payable at
Rs.200/- p.m.,
[Staff Cir.No.6212, dt.30.06.2015]
18. COMPENSATON ON TRANSFER (w.e.f. 01.06.2015)
An Officer on transfer will be eligible to draw a lumpsum amount as

indicated below for expenses connected with packaging, local
transportation, insuring the baggage etc.[Staff Cir.No.6212, dt.30.06.2015]
Grade/Scale of Officer Rs.

Officers in Scale IV and above 20,000/-
Officers in Scale I, II and III 15,000/-
19. MATERNITY LEAVE (w.e.f. 25.05.2015)

(a) Maternity leave, which shall be on substantive pay, shall be granted to a
female officer for a period not exceeding 6 months on any one occasion
and 12 months during the entire period of her service.
(b) Within the overall period of 12 months, leave may also be granted in
case of miscarriage/abortion/MTP
(c) Within the overall period of 12 months, leave may also be granted in
case of hysterectomy up to a maximum of 60 days.
(d) Leave may also be granted once during service to a childless female
officer for legally adopting a child who is below one year of age for a

================================================================================
maximum period of six months subject to the following terms and
conditions: -
(i) Leave will be granted for adoption of only one child.
(ii) The adoption of a child should be through a proper legal process and
the employee should produce the adoption-deed to the Bank for
sanctioning such leave.
(iii) The leave shall also be available to biological mother in cases where
the child is born through surrogacy.
(iv)The leave shall be availed within overall entitlement of 12 months
during the entire period of service.
[Staff Cir.No.6212, dt.30.06.2015]
20. PATERNITY LEAVE [Staff Cir No.6212, dt. 30.06.2015]
With effect from 01.06.2015, male officer employees with less than two
surviving children shall be eligible for 15 days paternity leave during his wife‘s
confinement. This leave may be combined with any other kind of leave except
casual leave. The leave shall be applied up to 15 days before or up to 6
months from the date of delivery of the child.

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21. OFFICIATING ALLOWANCE

OFFICIATING The amount of Officiating Allowance to Officers working in
ALLOWANCE Higher Grade/Scale Posts is 6% of Basic Pay without any
(CO:IRD:3860:07 ceiling, payable pro-rata for the period the officer officiates.
DT.26.06.07) Officiating Allowance will rank as 'Pay' for the purpose of
PF/Pension and not for other purposes.
OFFICIATING Officers working in place of BM during his leave / absence for

ALLOWANCE a continuous period of not less than 7 days at a time or
(SC.NO.2332 aggregate of 7 days during a calendar month are eligible for
Dt.17.07.81,SC.NO. payment of Officiating Allowance. The amount payable is a
3225 DT.01.12.1987 maximum of 6% of the Basic Pay or Rs.250/- per month,
& CO:IRD:3511:07 whichever is less.
DT.26.06.07)
Officiating Allowance This regulation provided for Officers to officiate in a higher

Under Reg. 23 (iv) of scale, based on review of categorization of branch. BM with
OSR. (SC 3665 whose efforts the Branch gets upgraded will be paid
DT.14/11/1990) allowance equivalent to the amount under Reg.23 (iv) for a
period of one year from the date of upgradation of the branch
or till such time he is required to work at the concerned
upgraded branch whichever is earlier. The BM should have
worked at least for a period of 1 ½ years at the branch before
the date of upgradation.

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2
Other Benefits

================================================================================
1) HOTEL EXPENSES:
HOTEL / LODGING EXPENSES

REVISED (w.e.f. 1-2-2008 SC NO.5476 DT.26.02.2008)
Grade/scale of Other Places Area — I * Major ‗A‘ class Cities #
Officers
Scale I Rs. 800.00 Rs.1200.00 Rs.1600.00
Scale II & III Rs.1200.00 Rs.1600.00 Rs.2400.00
Scale IV & V Rs.2000.00 Rs.2400.00 Rs.4000.00
Scale VI & VII Rs.3000.00 Rs.3400.00 Rs.6800.00
*Agra, Bhopal, Coimbatore, Indore, Jaipur, Kanpur, Kochi, Lucknow, Ludhiana,

Madurai, Nagpur, Patna, Pune, Surat, Vadodara, Varanasi, Vizag.
# Greater Mumbai, Kolkata, Delhi, Chennai, Ahmedabad, Hyderabad, Bangalore
OTHER PLACES: WITH POLPULATION BEOW 12 LAKHS AND NOT INCLUDED ABOVE.
WHILE ON TRANSFER THE LODGING EXPENSES FOR FIRST 15 DAYS WAS

DISCONTINUED.(SC NO.5811 DATED 21.12.2011 W.E.F.21.12.12)
Payment of Hotel expenses [ SC 6248 dated 06.10.2015 PARA 3 ]

Attention of staff members is drawn to Staff Circular no.6245 dated19.09.2015
advising for payment of reimbursement of Petrol charges as well as reimbursement of
Leased Accommodation in personal name w.e.f. September, 2015 as per revised
classification of areas. In addition to above two benefits, Hotel Expenses which is also
a part of Bank Level Scheme will be paid w.e.f. September, 2015 as per revised
classification of areas.

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2. REIMBURSEMENT OF CONVEYANCE /PETROL EXPENSES

All the officers including probationers, owning vehicles are entitled for
reimbursement of Conveyance charges on declaration or actual within the
ceiling as under. [SC 6560 dated 17.02.2017]
1 PETROL LIMIT (IN LITRES PER MONTH)
(A) Officers scale I to scale III

Officer‘s Scale/ Existing Limit Increase Revised Limit
Mode of transfer Major ‗A‘ class Major ‗A‘/Area-

cities/area-1/other 1/other places
places
JMGS-I 2/4 Wheeler 40 /35 /30 5 45 /40 /35
MMGS-II 2 wheeler 40 /35 /30 5 45 /40 /35
-4 wheeler 40 /35 /30 10 50 /45 /40
MMGS-III 2 wheeler 40 /35 /30 5 45 /40 /35
-4 wheeler 60 /55/ 50 10 70 /65 /60
For BM in scale I,II,III- 10 -- 10
Additional fuel
permitted

================================================================================
(B) OFFICERS In scale –IV (Branch Heads & other than Branch Heads)
Officers Major ‗A‘ class Area-i Other Places

(SMGS-IV) cities
Petrol Additional Petrol Additional Petrol Additional

petrol for petrol for petrol for
BM fixed BM fixed BM fixed
in in in
monetary monetary monetary
terms terms terms
Liters Rs Liters Rs Liters Rs
VLB 2 45 700 40 700 35 700

Branch wheeler
Heads
4 75 4100 70 3100 65 2000
(CM or
wheeler
offg.
CM) &
ULP
Heads
Chief 2 45 ---- 40 ---- 35 ----

manager wheeler
other
2 75 ---- 70 ---- 65 -----
than
wheeler
Branch
Heads

================================================================================
Note: scale IV officers posted as Branch Head of a branch other than VLB/ULP,
will not be eligible for additional petrol for BM fixed in monetary terms‘ as
mentioned above However he hill get 10 litres additional fuel for Branch Head
2 . MONTHLY MONETARY LIMITS (for officers who do not own vehicles)
The existing monthly monetary limits for Officers who do not own any vehicles
have also been revised as under:
(Amt in Rupees)
Officers‘ scale Existing limit Increase Revised limit
JMGS-I 450/- 550/- 1000/-
MMGS –II 500/- 700/- 1200/-
MMGS III 600/- 800/- 1400/-
SMGS-IV (ALL 1500/- 600/- 2100/-

OFFICERS)
3 It has also been approved to form a mechanism to arrive at the average

petrol price across the country on the first day of every quarter taking into
consideration the per liter normal petrol price in 4 mega cities viz Mumbai
Delhi Chennai and Kolkata the average price calculated on the first day of
every quarter will be valid for that particular quarter. This exercise will be
done by HR Suvidha and maximum ceilings will be fed in the Union Parivar
4 The reimbursement of conveyance charges/ petrol will be sanctioned by HR

Suvidha .The officers are advised to submit their claim for reimbursement of
petrol charges as per the normal petrol price prevailing in the area where they
are working. The claims of the officers will be restricted to the average price

================================================================================
fixed by HR Suvidha on quarterly basis even though the normal petrol price in
the area where officer is working may be on higher side.
5 The officers claiming the reimbursement of petrol for 2/4 wheeler must
ensure that the vehicle is registered in his/her name and they are maintaining
the vehicle at their place of postings
6 The other terms and conditions governing reimbursement of petrol expenses

will remain unchanged.
7 The revision as above is effective from 1st April 2017 and will be
implemented after carrying out necessary modifications in the respective
module of union parivar
** If on leave except CL, / Training/Deputation exceeding 10 days to pay on pro rata

basis only (at a stretch or aggregate basis). For calculation of 10 days exclude
preceding and succeeding public holidays and weekly holidays. Competent authorities
for sanction:
OFFICERS COMPETENT AUTHORITY

Branch Managers not provided with Regional Head
Bank‘s vehicle.
Officers in JMGS-I to SMGS IV not Authority to whom the
provided with Bank‘s vehicle. Officers are reporting.
 Payment of HRA & CCA to the employees as per census 2011 :

Reimbursement of petrol charges & lease rent to officers [Staff circular No
6245 dated 19.09.2015]
 Reimbursement of petrol charges under this scheme as per revised
classification of area is to be made from the month of September 2015.
 Withdrawal of Cars & fixing of amount reimbursable as conveyance charges to

VLB branch HEADS/Chief Managers (SC 6308 dated 04.02.2016)

================================================================================
 Presently Bank's cars and personal drivers are provided to majority of Branch
Heads of Very Large Branches. Now, it has been decided to withdraw the
facility of providing Bank's car and personal drivers to VLB Branch Heads and
fixing up of a lump-sum amount to be reimbursed as conveyance charges to
such Branch Heads.
 Accordingly, all regional offices have been advised by the Support Services
Department to dispose off such Bank's car on or before 28.02.2016. It was also
advised that Branch Heads of VLB branches will not be allowed to use Bank's
car, w.e.f. 01.02.2016 and no expenses on cars will be debited to expenditure
account of the branch after 31.01.2016.
 In the light of withdrawal of Bank's car, it has been decided that VLB Branch
Heads and Chief Managers other than VLB Branch Heads will be reimbursed a
lumpsum amount as conveyance charges on declaration basis.
Monthly monetary limits for conveyance charges approved for Chief Managers
(CM) and VLB branch heads will be as under:
SN Mode of transport Major A class Area I Other places

cities
1 VLB branch heads (CM & Rs.8200/- Rs.6900/- Rs.5500/-
officiating CM) having
own car
2 CMs other than branch Rs.4100/- Rs.3800/- Rs.3500/-
heads having own car
3 VLB branch heads hawing Rs.3500/- Rs.3100/- Rs.2800/-
own two wheeler
4 CMs other than Branch Rs.2800/- Rs.2400/- Rs.2100/-
heads having Two
wheeler
5 All other CMS not having Rs.1500/-per Rs.1500/-per Rs.1500/-per
own car/two wheeler month month month
Fixation of the monthly monitoring limit will be done on the following basis:
1. All Chief Managers, who are heading VLB Branches, will be reimbursed the
conveyance charges as mentioned in point no. 1 & 3 of Table-1 as per their ownership
of the vehicle and place of posting.

================================================================================
2. Chief Managers, other than VLB Branch Heads, will be reimbursed the conveyance
charges as mentioned in point no. 2 & 4 of Table-1 as per their ownership of the
vehicle and place of posting.
3. Chief Managers, who are heading the Service Branch, will be reimbursed the
conveyance charges as mentioned in point no. 2 & 4 of Table-1 as per their ownership
of the vehicle
4. ALL other Chief Managers and Chief Managers heading VLB / service Branch /other
Branch; who neither own a car nor a two wheeler; will be reimbursed the conveyance
charges as mentioned in point no. 5 of Table-1 as per their place of posting.
5. All Senior Managers, who are officiating as VLB Branch Heads, will be reimbursed
the conveyance charges as mentioned in point no. 1 & 3 of Table-1 as per their
ownership of the vehicle and place of posting.
6. All Senior Managers, who are officiating as VLB Branch Heads and who neither own
a car nor a two wheeler; will be reimbursed the conveyance charges as mentioned in
point no. 5 of Table-1 as per their place of posting.
Above mentioned effect of reimbursement of monetary limit will be effective from 1 st

February 2016, as such the concerned officer can claim their reimbursement of
February 2016 onwards through Union Parivar w.e.f 01.03.2016. Necessary
modifications are being done in Union Parivar to accommodate the above parameters
and shall be made live on or before 01.03.2016. Chief Managers, who have already
surrendered their cars in December 2015 itself, can claim their reimbursement of
conveyance charges for the month of January 2016 from their respective Regional
Office manually. However, reimbursement of Conveyance Charges for February 2016
onwards shall be allowed through Union Parivar only.
Aforesaid monetary limits are applicable from 01.02.2016, as such, the Chief
Managers, who are not provided with Bank's car, will claim their conveyance charges
for the month of January 2016 as per existing criteria only and not as per the revised-
One. From February 201'6 onwards they will be eligible to, claim as per the revised
criteria.
(SC No.5250 dt. 10.2.2006 and SC No. 5828 dated 14.02.2012 w.e.f. 01.01.2012,SC
6245 dated 19.09.2015 ,SC 6308 dated 04.02.2016)
3. USE OF OWN VEHICLE FOR OFFICIAL DUTY:
Reimbursement of Travelling Expenses to Officers for using their own vehicles

================================================================================
on Official duty [Regulation 41(2) (ii) and 41(2) and (iv)].
As per the revised guidelines received from IBA, the rates to be reimbursed per
kilometer for Using own vehicle on official duty have been revised as under (refer
S.C.5939, DT. 07.01.2013)
SR Revised Rate of
NO TYPE OF VEHICLE reimbursement
per Km. (Rs.)
1 Four Wheeler, Engine Capacity of 1000 cc or 9.00
more
2 Four Wheeler, Engine Capacity of less than 1000 7.00
cc
3 Motor Cycle and Scooter 4.50
4 Mopeds. 3.00
The Competent Authority to permit, use of own vehicle for Official purposes to
Officers working in the Zone shall be the Field General Manager.
4. PERSONAL USE OF BANK‘S CAR
All the Officers who have been provided with Banks Car are entitled to use the
same for their personal use. [In such cases they have to pay RS. 150/-p.m. for
first 500 km & 1.00 per km beyond 500 km Non AC. For AC cars Rs.200/-p.m.
and Rs.1.25 per km - unutilized mileage can be utilized within subsequent 2
months on a quarterly basis i.e. 3 months from 1 st April each financial year.]
(staff circular 4943 dated 31.01.2003).
5. CLOSING ALLOWANCE [Regulation 23 (vii) OSR]
Where books are closed on 31st March and 30th September a closing allowance
of Rs.250/- for each closing is to be paid.

================================================================================
6. SUBSCRIPTION TO NEWS PAPERS:

(SC NO.4985 DT. 18.07.2003: SC No 6433 dt 23 august 2016)
All the Officers in Scale I to MMGS III including officers on probation, are
eligible to subscribe for any Financial News Paper of their choice on declaration
basis and the upper monetary ceiling for reimbursement of subscription has
been fixed at Rs 200/-. The officers can claim reimbursement of actual cost of
one financial newspaper within the above monetary ceiling.
The Officers in Scale I to MMGS III are now allowed reimbursement of

Newspaper expenses only on Declaration basis to the extent of their eligibility.
7. REIMBURSEMENT OF ENTERTAINMENT EXPENSES:

(Staff Cir. 5823, dated 7th February, 2012)
i. Reimbursement of Entertainment expenses incurred by the officers is being

reimbursed on 100% declaration w.e.f. 1st January 2012.
ii. Unutilized amount during financial year shall get lapsed and cannot be carried
forward to subsequent year/s.
iii. Revised limits of Entertainment expenses w.e.f. 1st January, 2012, will be as
under:
Max. Annual Limit [Amt. in Max. Annual Limit [Amt. in

Rs] Rs.]
Existing Proposed Existing Proposed
Category Executives / Officers working as Executives/Officers working in
Zonal / Regional Heads & Br. Administrative Offices & in
of Officers
Managers. Branches (other than Branch
Heads)
JMGS – I 6,000/- 7,200/-, 4,200/- 5,400/-
MGS – II 6,600/- 7,800/- 4,800/-, 6,000/-
MMGS – III 7,800/- 9,000/- 5,400/- 6,600/-
SMGS – IV 9,000/- 10,200/- 7,200/- 8,400/-
SMGS – V 9,000/- 10,200/- 7,200/- 8,400/-

================================================================================
TEGS – VI 18,000/- 19,200/- 16,000/- 17,200/-
TEGS - VII 18,000/- 19,200/- 16,000/- 17,200/-
Competent authorities to sanction reimbursement of Entertainment expenses:
OFFICERS COMPETENT AUTHORITY

Executives in TMGS VI & SMGS V working General Manager (P&HR)
as Regional Head.
Executives in TMGS VI & SMGS V other Authority to which they are
than Regional Head. reporting.
Principal of Staff College. General Manager (P&HR)
Branch Managers Regional Head
Officers JMGS I to SMGS IV other than Authority to which they are
Branch Managers. reporting.
Incentivisation of Branch / Regional / Zonal Heads by way of Revision in

Entertainment Expenses to Officers under Regulation 29 of Union Bank of India
(Officers') Service Regulations, 1979. [Staff Circular No.6233 Dated 28.08.2015]
1. In the new changing scenario, Branch / Regional / Zonal Heads are expected to
perform multi-dimensional / multi-faceted role to achieve various targets
assigned to their unit by the Management. As a leader of the unit, these
officials have to assume ship anchor role to achieve the targets allotted to
them by the Corporate Office by driving the employees under their control with
effective leadership qualities. In other words, they are responsible for the
performance of their Branch / Region / Zone.
2. To recognize the contribution of the Branch / Regional / Zonal Heads for their
contribution in all-round performance in development of the Bank and for
playing an ,important role in the Bank, the Board of Directors in the meeting
held on 26.08.2015 has approved the enhancement in the Entertainment
Expenses w.e.f. 01.08.2015 as under :
Branch I Regional I Zonal PROPOSED ENHANCEMENT IN LIMITS ( per annum )

Heads (RS.)
Existing Proposed Increase Revised limit
limit
Branch Head in JMGS I 7,200/- 3000/- 10200/-
Branch Head in JMGS II 7800/- 3500/- 11300/-

================================================================================
Branch Head in JMGS III 9,000/- 4000/- 13000/-
Branch Head in JMGS IV 10200/ 4500/- 14700/-
Branch/Regional Head in SMGS 10200/-
5000/- 15200/-
V
Regional / zone Head in TEGS 19200/-
5500/- 24700/-
VI
Zonal Head / FGM in TEGS VII 19200/- 6000/- 25200/-
8. REIMBURSEMENT OF CLUB MEMBERSHIP/SUBSCRIPTION FEES

a. All Branch Managers/Officers in Senior Management and Top Management
Grades will be eligible to become members of Clubs/Associations at the place
of their posting at Bank‘s cost. The maximum limit for reimbursement of
admission fees and subscription fees approved by the Board of Directors in their
meeting held on 18.10.2006, will be as follows w.e.f.01.11.2006,
[Refer : SC: 5322, dated 31.10.2006]
Eligibility Admission Fee Annual Fees Competent

Limit Rs. All Places Authority
Subscription
Rs.
i. Branch 800.00 1000.00 Regional Head
Managers of
Small
Branches
ii. Branch 900.00 1000.00 Regional Head
Managers of
Medium
Branches
iii. Branch 900.00 1000.00 Regional Head
Managers of
Large
Branches
iv. Branch 1200.00 1200.00 Regional Head
Managers of
exceptionall
y large
branches.
v. Officers in Scale 1200.00 1200.00 Regional Head /
IV Departmental Head
(Scale V) in case of
Administrative

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Office
vi. Officers in Scale 1200.00 1200.00 FGM/Zonal Head /
V Departmental Head
(in Scale VI) in case
of Administrative
Office.
vii. Officers in Scale 1200.00 1500.00 FGM / General
VI Manager (HRM)
viii. Officers in 1200.00 1500.00 General Manager
Scale VII (FRM) / Executive
Director.
I. Officers in equivalent positions/Grades/Scales in which Officers in [a] to [c] fall

will not be eligible for reimbursement of admission fees and or subscription
fees for becoming a member of the Clubs/Associations. It is clarified that only
the Branch Head in JMSG-I, MMGS-II and MMGS-III will be eligible for this
facility. All other officers, though holding designated post such as
Accountant, Managers, Senior Manager will not be eligible for this facility.
II. However, Officer-in-Charge in Human Resource Management Department at all

Zonal/Regional Offices are permitted to become a member of Human Resource
Development Centers or any other H.R related professional body functioning at
various centers. Marketing Officers are also permitted to become a member of
the Clubs/Associations. The Admission Fees and Subscription Fees will be as
applicable to the Scale and Grade of the Officer i.e. Officer-in-Charge(HRM) /
Marketing Officers. The Competent Authority for approval of the Membership
and Payment of Membership/Subscription Fees will be the respective Regional
Head.
III. The Bank will reimburse admission fees and/or subscription fees not exceeding
the amount mentioned above. However, if an Officer so desires, the
subscription fees over and above the limits prescribed above can be
reimbursed by the bank within the prescribed limit for reimbursement of

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Entertainment Expenses applicable to him (Please refer S.C No.4957 dated
25.03.2003).
IV. If an Officer is permitted by the Bank to become a member of the Bankers‘

Club, Admission fees and Subscription fees for that club will be reimbursed
over and above the maximum limits now being suggested.
V. An Officer can become a member of more than one Club/Association subject to

the condition that the reimbursement of Admission fees & Subscription fees
shall not exceed the overall limits fixed for the respective Scale / Grade of the
Officer and category of the Branch.
VI. During the tenure in one position/post, an Officer eligible for this facility shall
not be entitled to reimbursement of the admission fees, not exceeding the
prescribed limit more than once.
VII. An Officer officiating in the place of a permanent incumbent is eligible for this
facility will not be entitled for reimbursement of Admission fees and or
Subscription fees for becoming a member of the Club/Association.
VIII. The membership will normally be taken in Bank‘s name. If the rules of a
Club/Association do not provide for Corporate membership, it will be open for
the Officer concerned to take up membership in his personal name.
The Competent Authority shall take into account whether
Club(s)/Association(s) are of repute in reference to the place where the Officer
is posted and how far membership of Club(s)/Association(s) will serve the
business interest of the Bank. IF the authority is of the view that such

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membership will not help in business development of the Bank, it may decline
the permission.
9. REIMBURSEMENT OF CLEANING MATERIAL CHARGES:
All Officers including Probationers, are eligible to claim reimbursement of

Cleaning Material Charges on declaration basis and on quarterly basis.
No brought forward/accumulations are allowed. Below modifications are
effective from 1st December 2016
SCALE/ GRADE MONTHLY MONETORY LIMITS

EXISTING REVISED
JMGS-I Rs.450/- p.m. Rs.550/- p.m.
MMGS-II & III Rs.450/- p.m. Rs.600/- p.m.
SMGS-IV & V Rs.600/- P.M. Rs.900/- p.m.
TEGS-VI & VII Rs.700/- p.m. Rs.1150/- p.m.
(SC NO. 5111 DT.19.10.2004 and 5822 dated 7-2-2012 w.e.f. 01-01-2012,SC
6489 DT 28.11.2016)
10. BRIEF CASE:

All Officers including Probationers are eligible for one Brief Case once in 3
years from the date of last reimbursement. Expenses in this regard are to be
debited to Exp.a/c – Misc expenses (code No.3374).
HAND BAG FOR FEMALE OFFICERS: [SC 6363 dated 13.05.2016]

Since more females are joining the bank it has now been felt that the female
officers who are eligible for briefcase may be allowed for reimbursement
against the hand bag in place of briefcase
Monetary limits as per S.C.5870 dated 07.06.2012, for different scales of
Officers are as under:

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Scale Amount in Rs.
JMGS-I & MMGS-II 1400.00
MMGS-III 1800.00
SMGS-IV 2200.00
SMGS-V 3000.00
TEGS-VI 3500.00
Competent Authorities to accord sanction:
All BMs Regional Heed
Officers in JMGS I to IV except BMs Authority to whom they are

reporting
TMGS VI and SMGS V other than RH Authority to whom they are

reporting
Executives in TMGS V SMGS V working as General Manager (P&HR)

Regional Head
Principal Staff College General Manager (P&HR)
(Staff Circular No. 5175 09-05-05 AND 5870 DT 7.6.2012).
11. RESIDENTIAL QUARTERS TAKEN BY OFFICERS EITHER IN BANK‘S

LEASE or IN PERSONAL LEASE – RENTIAL CEILING:(SC:5813 dt.
02.01.2012 ,Staff circular No 6310 dated 10.02.2016,6587 DT
22.03.2017)
In view of the increase in Rental Rates across the country, the Board of Directors in
the Meeting held on 10.02.2016 has approved enhancement in rental ceiling for
residential quarters taken up by Officers in various Grades / Scales either in Bank‘s
name or personal name as stated hereunder:
Grade/Scale of Max Carpet Maximum Monthly Rent (in RS)

Officer Area – Sq.ft Major ‗A‘ Class Area- I & State Other Places

================================================================================
Cities Capital
TEGS-VII 2000 28000 20650 N.A
TEGS-VI 1500 TO 2000 24500 17200 13600
SMGS-V 1200 TO 1500 21000 14600 11900
SMGS-IV 1000 TO 1200 15225 11150 8500
MMGS-III 1000 13650 10000 6800
MMGS-II 800 13125 9600 6650
JMGS-I 600 12600 9100 6500
Note : The prevailing practice of permitting increased rental limits up to 25% will
continue only in case of Mumbai and Delhi and the same will be considered by Central
Office on merits and on a case-to-case basis.
 Major ‗A‘ Class Cities: Ahmedabad, Bangalore, Chennai, Delhi, Hyderabad,

Kolkata, Greater Mumbai.
 Area-I Cities: Agra, Bhopal, Coimbatore, Indore, Jaipur, Kanpur, Kochi,
Lucknow, Ludhiana, Madurai, Nagpur, Patna, Pune, Surat, Vadodara, Varanasi,
Visakhapatnam and all State Capitals.
 The revised rental ceiling will be effective from 01.04.2016 and will be
applicable to all those Officers who have hitherto taken up residential
accommodation on Bank‘s lease / personal lease and are paying rent in
excess of their eligibility.
 The increase in rental limit, approved by the Board of Directors, will ease
the financial burden on the Officers not having their own accommodation.
However, the Officers are advised not to resort to shifting to alternate
residential quarters merely to avail higher rental rates unless it is absolutely
necessary. If an officer chooses to shift to alternate residential quarter, he
will not be entitled for local transportation charges for shifting the
household goods

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 The revised rental ceiling will not be applicable to Officers who are
Officiating in higher Grades / Scales. The rental limit for such Officers will
be as applicable to their original Grades / Scales.
 All Officers including Probationary Officers will be eligible for taking up
Bank's residential quarters. In case Bank's residential quarters are not
available, the Officers may take residential accommodation in Bank's name
or in personal name as per their eligibility mentioned above.
11 (a). RESIDENTIAL ACCOMMODATION – PAYMENT OF RENT
HRMD:PAD:3052:2007 DT:11.10.2007
PAYMENT OF RENT DEPOSIT FOR NOT EXCEEDING 6 MONTHS RENT TO CONFIRMED

OFFICERS ONLY, EVEN IF RESIDENTIAL QUARTERS ARE TAKEN IN PERSONAL NAME.
PROBATIONARY OFFICERS CAN BE PAID SOON AFTER CONFIRMATION IN THE BANK
SERVICES.
Note : Payment of HRA & CCA to the employees as per census 2011 :
Reimbursement of petrol charges & lease rent to officers [Staff circular No 6245
dated 19.09.2015]
 Reimbursement of lease rent under this as per revised classification of area

is to be made from the month of September 2015.
Payment of lease rentals for residential accommodation to officers:
[ SC 6370 dated 25.05.2016]
1. As per Regulation 22(2) of Union Bank of India (Officers') Service

Regulations 1979, every officer of the Bank is entitled to get House Rent Allowance.
It is also provided that those officers, who have not been provided with Bank's
quarters and submit rent receipts, will be entitled for House Rent allowance at higher
rates. Further, vide Staff Circular no.2313 dated 05.06.1981 it was clarified that any
officer who resides in a house wholly owned by his father / mother / spouse and

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children can get HRA on higher rates at the basis of rent receipts obtained by them
from the owner.
2. In terms of Regulation 25 of Union Bank of India (Officers') Service Regulations,
1979, the Bank is providing residential accommodation to all eligible Officers subject
to availability. However, where the Bank does not have suitable accommodation,
either on ownership basis or on lease basis which can be provided as residential
accommodation, the officers are allowed to arrange residential accommodation on
their own, on lease basis and seek reimbursement within the monetary ceiling fixed
by the Bank, from time to time.
3. However, it is clarified that in the following conditions, the Bank Officer
will not be eligible to get reimbursement of lease rent:
 a) If an officer takes leased accommodation for a house owned by his
father / mother / spouse / children.
 b) If an officer takes leased accommodation of a house owned by his
close relative where the house owner resides with him.
In order to facilitate the hassle free services to staff and improve end to end TAT for
sanction of lease rent accommodation it has been decided to process the lease rent
application online through Union Parivar (SC no 6584 dt 20.03.2017)
12. ADVANCE AGAINST HOSPITALISATION:
The facility of advance against hospitalization is available for employees. In case

of hospitals under tie-up arrangements, no advances normally applicable. (SC
4729 DT 03.04.2001)
13. DISCOMFORT ALLOWANCE TO EMPLOYEES WORKING IN CTS

CENTRES/SERVICE BRANCHES. (Staff Cir.6106 dated 17th June, 2014)
As per the suggestions of RBI, the Cheque Truncation System is implemented in our
Bank. The employees working in MICR Centres, Service Branches, Main Branches at
the Station, handling CTS Clearing are subject to early coming and late sitting to

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complete the work in order to meet the time line provided by RBI as well as National
Payment Corporation of India / Clearing House. It was therefore felt that these
employees need to be compensated for the odd working hours and the typical nature
of the job which is to be completed in a time bound manner.
Now Board has approved payment of Discomfort Allowance (per day) to the employees
attending to CTS clearing work at MICR Centre / Service Branch / Main Branch at the
Station at the following rates:
CADRE METRO CENTRES OTHER CENTRES
Officers RS.150/- Rs.130/-
Award Staff RS.100/- Rs.90/-
The said allowance will be paid to the employees for those days when they have
actually attended to the work of CTS Clearing. In other words, the allowance will not
be paid during the leave/absence of the employees and on Bank Holiday.
The Allowance will be paid with effect from 01.06.2014.
14. DAILY ALLOWANACE – FOREIGN TRAVEL FOR OFFICIAL PURPOSES

(Staff Circular No. 6119 dated 12th August, 2014)
1. For overseas travel on official visit the bank officials are entitled to diem
allowances as per laid down norms which are different from those
applicable for domestic travel on official trip.
2. In view of the recent guidelines received from Ministry of Finance, the Board
has accorded approval in the meeting held on 26.6.2014 with regard to daily
allowance for foreign travel, and accordingly the 'All inclusive' rate meant to
cover expenses on all items including hotel, food conveyance/taxi, etc. will
be as follows:-
General Manager USD 400.00 per day

Below General Manager USD 300.00 per day
3. The rate of DA component for food etc., applicable to various countries, shall
be prescribed by the Ministry of External Affairs from time to time. The current
rates are given in Annexure-I.

================================================================================
4. The DA component for hotel, conveyance/taxi and other contingent
expenditure shall be as per actual, but within the 'all inclusive' rate of DA. All
officials will be required to render account on return from tour for all the
components of the DA, other than the DA component for food etc. as specified
in paragraph 3 above.
5.Expenses incurred on hotel accommodation should be supported by

bills/receipt.
6.Expenses on local conveyance, telephone and other contingent expenditure

are permissible subject to a limit of 10% of the DA. In case such
expenditure exceeds 10% of applicable DA, it may be supported by
bills/receipts but subject to a total limit of 30% of the DA.
7.Computation of Period.
 Day for the purpose of DA, entitlement should be reckoned on 24 hours
basis from the time of arrival at the foreign destination till the time of
departure from the foreign destination.
 DA will be admissible as under for the additional time after calculating DA
on 24 hours basis.
(i) Full DA if the additional time exceeds 12 hours.
(ii) Half DA if the additional time exceeds 6 hours, but is less than 12 hours.
(iii) No DA if the additional time is less than 6 hours.
8.DA during Training period
 All inclusive DA rate for the training period will be decreased by 20% of the
total entitlement if the training period is up to 40 days and will be reduced by
50% if the training period is beyond 40 days.
15. Sanction of Tour Programme
 As per the extant guidelines tour programs of staff members for visiting other
centers are sanctioned at different levels.
 Instances have come to notice where the tour programs sanctioned are not
in conformity with the official duty assigned to the staff members e.g. staff
leave the headquarter much before in advance; overstays at the visiting

================================================================================
place even after the completion of the assigned duties/work; journey to
visiting place is not undertaken by a direct route etc.
 All concerned are hereby advised that while sanctioning the tour programs
of staff members for official tours / trainings / attending interviews etc. the
following care must be taken:
 The outward journey should commence in accordance with the official

duties keeping in view a reasonable time for journey, availability of mode
of transport etc.
 The return journey should be as early as possible after the work is over. The
overstay after completion of work be avoided.
 As far as possible direct journey to the visiting place be undertaken unless

otherwise justified.
16. Payment of Conveyance Allowance to Deaf and

Dumb Employees
(Staff Cir No.6091 dated 27th May, 2014).
As per the guidelines issued by Government of India, Ministry of Finance, the Board
has approved Conveyance Allowance to Deaf and Dumb employees at the rate of 5%
of basic pay, subject to a maximum of Rs.400/-, w.e.f. 01.05.2014, on the following
terms and conditions which are similar to that applicable to Blind and
Orthopedically Challenged Employees w.e.f. 01.05.2014 :
a) The Conveyance Allowance will be admissible to the Deaf and Dumb Employees
on the recommendations of the Head of ENT Department of a Government Civil
Hospital;
b) In case of Award Staff, the Conveyance Allowance payable will be in addition to
the Transport Allowance payable to all Workmen as per the Bipartite Settlement,
which is currently fixed at Rs.225/- per month up to the 15th stage of Pay scale and
Rs.275/- per month from the 16th stage onwards;
c) The eligible employees who are provided with Bank's vehicle for use of the same
for travel between office and residence will not be eligible for Conveyance
Allowance;
d) The eligible employees who are allotted residential accommodation in the same
campus of the Branch/Office of the Bank will not be eligible for the allowance;

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e) The during leave period (except casual leave), joining time or suspension.
allowance will not be admissible
Please be guided accordingly.
17. VISITING CARDS – ALL OFFICERS ARE ELIGIBLE ( IC 6768 DT 15.11.03;IC no

10112 DT 03.12.2014: IC 349-2016 18.01.2016)
All the Officers will be provided with Visiting Cards in Bilingual format being provided
by the Regional Office/NRO within the eligible cost of the Cards.
ITEM 100 CARDS 200 CARDS 300 CARDS 400 CARDS 500 CARDS
CARDS RS RS. RS. RS. RS.

IMPORTED-
IVORY CARD 315 380 440 500 560
INDIAN CARD 300 340 380 420 460
NON TEARABLE
320 380 440 500 560
PLASTIC CARD
 All officers, who are entitled to print visiting cards have to follow the design
and specification. Printing of visiting card in any other format or colors
combination is strictly prohibited. (IC 349-2016 18.01.2016)
18. REIMBURSEMENT OF MEDICAL/ HOSPITALISATION EXPENSES AFTER DEATH: (SC

2974 DT 31.5.86) TO PAY BALANCE, IF CLAIMED BY REPRESENTATIVE / FAMILY
MEMBERS.
Total amount of Medical Aid lying to the credit of the concerned officer's
Medical Aid Account at the time of his/her death can be claimed by the
legal representative/family member of the deceased employee.
19. FAMILY PLANNING INCENTIVES: A lump sum reward of Rs.500/- will be paid to
the officer in case of adopting family planning. (SC 2786 DT 22.02.1985).

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20. ENCASHMENT OF PL IN CASE OF RESIGNATION:
An Officer is entitled for encashment of 50% of accumulated balance of PL in case

he has tendered his resignation, subject to a maximum of 120 days only. He should
submit his resignation with notice w.e.f. 01-04-2001 (SC No.4638 dtd.24.06.2000.)
21. FURNITURE ITEMS PROVIDED BY BANK TO THE OFFICERS IN THE

QUARTERS TAKEN BY THE OFFICERS IN THE BANK‘s NAME/PERSONAL
NAME/OWNED BY THEM.
FURNITURE ITEMS PROVIDED AT BANK'S RESIDENTIAL QUARTERS ALLOTTED TO

OFFICERS OF THE BANK. (SC NO.5515 DT.31-07-2008 & 5615 dt 26.09.2009 – ALL
GUIDELINES TO SEE CIRCULAR

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RADE/SCALE MAX MONETARY FURNITURE ITMES TO BE PROVIDED except to
LIMTIS probationers /under suspension – can purchase any
item of their choice
I Rs.60,000/-
II Rs.60,000/-
a) Single/Double a) Refrigerator –
III Rs.75,000/- bed with JMGS I to MMGS-III
Dunlop/ coir up to 200 litres.
IV Rs.75,000/- mattress and
b) Refrigerator –
V Rs.1,00,000/- pillows
SMGS IV and above
VI Rs.1,50,000/- b) Sofa set(in 3 200 litres.
pieces) with
c) Air cooler
VII Rs.1,75,000/- main center tea-
poys d) Air Conditioner –
SMGS V & above.
c) Dining table with
chairs e) Kitchen Chimney
d) Dressing table f) Inverter
e) Store well g) Heat Convector
h) Chairs
(Cane/metal or
wooden)
i) Computer Tables
with chairs
j) Washing Machine
k) Vacuum Cleaner.
1) Officers will be eligible for furniture items for residential accommodation

taken by them in Bank‘s name, personal name or for the accommodation
owned by them. Except Probationers / officers under suspension
2) Officers will carry these furniture items on his/her transfer to the place they
are transferred.
3) Can seek replacement after a period of 10 yrs. In such cases old furniture be
disposed of & the amt received through sale of these items be deposited with

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the bank.
4) On retirement/VRS (after minimum 20 yrs under pension regulation 1995) the

officer will be allowed to retain the furniture items by paying the book value.
These payment may be made directly by the officers or can be recovered from
their terminal benefits, as per their request.
5) The officer who resigns from the services of the bank before completion of 5
yrs has to pay the purchase value of the furniture items.
6) On promotion the officer will be permitted to purchase new items for the
difference amount in the previous scale and his new scale.
7) Polishing of furniture will be allowed once in 3 years
8) Sanctioning Authority for officers working in the BRS/RO: REG.HEAD 5615 DT

26.09.2009.
For Full details S.C. No.5515 dated 31.07.2008 and S.C No.5615 dated 26.09.2009.
22. NON-REFUNDABLE WITHDRAWAL (NRW): (SC 4354 DT 01-04-97) (SC NO. 5288
DT.15/07/2006) (SC 5956 DT 25.02.2013)
An employee, who has completed 10 years of service or is due to retire within

the next 10 years, shall be eligible to avail NRW. Employee can avail this
facility (100% of own contribution and voluntary contribution as of end of
previous Financial Year) TWICE during the entire service.
There will be 2 options for availment of NRW for the 3rd time as under :
If employee avails it during last 12 months of his retirement, he will be eligible
for 90% of eligible amount (PF balance as of end of the previous financial year)
OR
If he avails it any time before 12 months prior to retirement he will be eligible
for 50% of eligible amount, after adjusting the PF loan outstanding, if any (PF
balance as of end of the previous financial year), and will not be eligible for
any withdrawal during the last year of his service.
It is available for 1) for purchase of house/flat/site/plot (even in joint names

also along with spouse) 2) extension and / or construction of house 3)
Repayment of housing loan 4) for performing marriage of son/daughter 5) for

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payment of premium on life insurance policies 6) Higher education of children
7) Huge Medical expenditure.
NRW cannot be granted for 1) renovation / repairs of flat / house. 2) to repay

loans raised from friends, relatives to acquire property.
PF loan : Amendment in PF rule: Staff cir no. 6327 dated 04.03.2016
The trustee in the meeting held on 10.02.2016 decided to raise the quantum &
repayment period of PF loan
PF loan Quantum: Raised from existing 6 times to 8 times of basic
Repayment period :Repayment period increased from 48 month to 60 months
NOTE : In case of premature adjustment of the loan the employee shall not be
entitled to avail fresh loan unless a period of 6 months has elapsed from the
date of availment of previous loan
23. EDUCATIONAL LOAN INTEREST ASSISTANCE:
Officer is allowed to avail up to 1% interest assistance on education loans

availed by children of employees for advanced technical and financial courses
at IIM, IIT, NIT, and AIIIMS for his children. (SC No.5901 dated 4.9.2012 w.e.f.
31.8.2012)
24. Provision of Mobile hand set for official purpose :(SC dated 9896 dated
03.04.2014,SC 9954 dated 19.05.2014,SC 6290 dated 01.01.2016)
Provision of mobile hand set : (SC 9896 dated 03.04.2014)
In the changing scenario of banking, relationship plays a pivotal role in growth. In

today's customer driven environment, it is very much essential that our customers
find enhanced level of convenience and comfort to deal with the Bank. Relationship
can only be maintained if a proper and regular communication channel is established
between the customer and the Bank. Keeping in mind the need to develop
relationship with the customers, Bank made provision of giving mobile handsets to

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field officers and other designated officers. The scheme for providing Mobile
Handset will be part of Union Parivar Module.
1. Objective:
1.1 The core objective of provision of giving handsets to officers is to bring a new
sales orientation in the work culture of the Bank. The scheme of providing mobile
handsets to officers is based on following principles:
i) Each officer will act as Relationship Officer of the bank with an
aspiration to build up relationship with customers and bring in new business.
The assignment is over and above the usual routine work, the officer
undertakes.
ii) Each Officer has to maintain contact with existing customers of the
branch;
iii) Each Officer has to maintain a diary to record the calls made to the
customers to ensure follow-ups calls;
iv) To enable executives to interact with field and other functionaries in the
Corporate as a part of business development
2. Eligibility:
2.1 As per the scheme, Officers working in branches including Branch Managers,
Marketing Officers, designated Relationship Officers, Officers in ROs Et FGMOs and
Executives in Scale V, VI Et VII are eligible for Mobile Handset.
The Scheme is effective from 1st April 2014.
2.2 Amount:
The ceiling fixed for provision of handsets to various categories of
officer/executive is as under:
Categories of Officer/Executive Amount (in Rs.)
JMGS l to MMGS III 3500/-

CMs & AGMs working as BMs & AGMs in 5500/-
Central Office/Other Offices/STCs etc
Regional Heads & DGMs 18000/-
General Managers 28000/-
2.3 The life span of a Handset is considered good for a period of three years. As
such, Officers/ Executives eligible for handsets are allowed to purchase new Mobile
set of any model of their choice once in every three years within the ceiling fixed at

================================================================================
Para 2.2 above or at a higher price at their discretion. However, reimbursement shall
be restricted to the ceiling fixed
2.4 The existing handset provided to the officers/executives should be three years
old to become eligible for purchase of new handset as per the New Scheme.
Reimbursement pattern:
3.1 Upon purchase of new handset, officers/executives to make 'online' application

through Module provided in Union Parivar. Original Bill from the Dealer showing
name of officer/executive, to be submitted for approval by the Sanctioning
Authority.
The monthly monetary limit fixed for reimbursement of mobile call charges to various
categories of officer/executive is as follows:
Officers /executives Amount
GMs 2000/= of air time+data plan charges
(exclusive of residence telephone bills
DGMs, Regional Heads Et PROs 1500/= of air time + data plan charges
(exclusive of residence telephone bills)
AGMs/CMs posted as BMs and AGMs
700/= + service tax - (billing or
posted in C.O., other Offices, STCs etc
prepaid)-
exclusive of limit fixed for
residential
telephone
BMs up to Scale Scale lll 700/= + service tax - (billing or
prepaid)
CMs posted in C.O., other Offices, STCs etc. 700/= + service tax - (billing or
prepaid) within the overall limit
fixed for
residential telephone
Marketing Officers, Relationship 700/= inclusive of all charges
Officers, Fire Safety Officers, Electrical except service tax - (billing or
Officer in C.O., Security Officers/Cash Vans, prepaid)

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Officers of CBS Implementation team,
Incharge of RCCs etc.
Officers in Ros, FGMOs, Metro Et Urban 500/= + service tax
branches
Officers working in Rural Et Semi- 400/= + service tax
Urban branches
All executives in scale VI Et VII including Regional Heads are also permitted to enable
3G facility on their mobile handsets within the overall rental ceiling
4. Delegated Authority:
4.1 The competent authority to sanction expenses incurred on account of handsets

(both purchase and monthly call charges), is as under:
Officers/Executives Competent Authority
officers working in branches including Branch Managers OR Authority to whom

Marketing Officers Et other eligible they report.
Officers
Branch Managers/Officials in ROs Regional Heads
Regional Heads, Executives in Field General Managers

ZAOs/RAOs, STCs Et Official in FGMOs
AGMs, DGMs, GMs, in C.O. & FGMs General Manager (SSD)
5. Depreciation
5.1 Depreciation to be charged for all mobile handsets as in the case of computers
and other electronic items; which at present is 33.33%.
6. OFF Decontrol:
6.1 The value of existing mobile handsets which are hitherto controlled in OFF be
written off as on date of new guidelines.

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7. General:
7.1 On transfer, officers/executives are allowed to carry their mobile handsets to
the new place of posting.
7.2 On superannuation, officers/executives concerned are allowed to retain the

mobile handsets provided to them.
Provision of Mobile Handsets and reimbursement of monthly bills to Officers

posted at Service Branches: [SC 6290 dated 01.01.2016]
Attention is invited to Instruction Circular No. 9896 dated 03.04.2014 conveying

sanction of Mobile Handset as well as reimbursement of monthly bills to the Officers
in JMGS I to MMGS III working in the branches / ROs /GMOs w.e.f. 1st April, 2014.
Attention is also invited to Instruction Circular No.9954 dated 19.05.2014 giving
guidelines with regard to purchase of handsets and payment of monthly bills.
The Management is pleased to inform that this facility is now extended to the
Officers in JMGS I to MMGS III posted at Service Branches w.e.f. 01.01.2016.
Accordingly, they will be eligible for the following:-
Monetary ceiling for the purchase of handset Rs.3500/
( life span of a hand set will be for 3 years)
Monthly monetary limit for reimbursement of Rs.500/-+ service charges
mobile call charges (for metro and urban centers)
Rs. 400/- + service charges (for
R/SU centers)
Sanctioning authority For hand set-Regional Office
Monthly call charges-to be claimed
through Union parivar

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25. Centralization process of staff bills / Amenities at SSC ( HR SUVIDHA)
SHARED SERVICE CENTRE ( HR SUVIDHA)
Bank has set up SSC (now HR SUVIDHA) as part of the ongoing ―Project Utkarsh for
sanctioning of claims related to staff members reimbursement of TE/TA,LFC and
other monthly bills like conveyance cleaning news paper entertainment briefcase
uniform & liveries and monthly mobile expenses bills etc.
ADDRESS:
Union Bank of India,

Shared Service Centre,(NOW HR SUVIDHA)
The Arcade, Tower – 4, East Wing, 2nd Floor,
World Trade Centre, Cuffe Parade,
Colaba, MUMBAI 400005
Telephone Nos. : 022-22178851; 22178852; 22178853; 22178820
Dedicated email ID of HR SUVIDHA and Incharge of HR SUVIDHA are

hrsuvidha@unionbankofindia.com and santhosh.babu@unionbankofindia.com
respectively.
Commencement of HR SUVIDHA has necessitated the following changes in certain

Union Parivar modules as well as in the process:
 3 Tier sanctioning procedure for TE/TA bills (recommender, approver

sanctioner) is reduced to 2 stage of sanctioning i.e. approver and sanctioner.
 2 Tier sanctioning procedure (approver & sanctioner) is reduced to one stage
of sanctioning for Conveyance, Newspaper, Cleaning Material, Entertainment,
Briefcase, Uniform &* Liveries and Monthly Mobile Expenses bills on
reimbursement basis.
 Reimbursement of claims under modules e.g. Newspaper, Entertainment,
Cleaning, Conveyance, Briefcase, Uniform & Liveries and Mobile Expenses, will
be on declaration basis only. However, staff is required to fill the complete
details of bills in the respective module for which he/she is seeking
reimbursement.
SSC to all Zones (PAN INDIA)
On a pilot run basis SSC started functioning by servicing 2 Zones w.e.f 02.11.2015 in
phased manner 4 more zones were added to SSC extending the coverage to 6 zones as

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on 21.03.2016. The feedbacks received from various branches/offices were also found
encouraging .Hence it has been decided by steering committee of PROJECT UTKARSH
to extend the services of SSC to all 10 zones of the bank i.e. PAN INDIA wef.
19.05.2016 [ SC 6366 dated 16.05.2016 SSC]
AUTO CREDIT OF TE ADVANCE & LFC ADAVANCE

[ Staff circular 6342 dated 26.4.2016]
Our Bank has embarked upon new journey for its Business Process
Transformation under "Project Utkarsh". Ever since the setting up of "HR SUVIDHA",
with the technical support of DIT, many improvements have been made in TE/TA,
LFC-end in other Reimbursement Modules by Union Parivar to facilitate convenience
and to improve end to end TAT.
 As a further measure to improve end to end TAT, it has been decided to Auto
credit the amount of TE/TA advance and LFC advance in finacle.
Branches/Offices are advised that from 02.05.2016 onwards no manual
vouchers are to be passed for TE/TA and LFC advance sanctioned by the
competent authority. On approval of TE/TA and LFC advance application,
system will pass necessary debit and credit entries in the following Heads:-
Module Debit / Credit - Account
Debit Suspense Account TE Advance(8250929100) of

TE ADVANCE respective branch/office
Credit Employee Account
.- ,
Debit -Suspense Account LFC Advance(8250030000)
LFC ADVANCE - of respective branch/office
Credit Employee Account
It has also been decided to stop debit entries in Suspense Account- TE Advance and
Suspense Account - LFC Advance for Branch users in Finacle from 02.05.2016 onwards.
Only HR Administrators at Regional Offices will have the power to debit the heads in
case of exigencies. There is no change in the existing procedure of passing manual
entries for TE/TA bill final settlement / LFC claims and PL encashment at

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Branch/Office level.
In the past, we have received several requests for deletion of LFC application on the
grounds that while applying LFC advance employee did not notice that name of alt
the dependents are captured in the system and as such amount sanctioned as LFC
advance did not commensurate with his/her estimated expenditure. Please note that
after the start of auto credit, it is not possible to entertain any such request as
technically system will not support any modification/deletion of the record.
In the light of above, all staff members are advised to update the details of their
dependents in Bio-data in Union Parivar and to give proper care to select the names
of the eligible persons in LFC claims, as system will not allow any subsequent claim
once the LFC advance is sanctioned and credited to the account of employee.
All sanctioning authorities are advised to strictly follow the instructions contained
in Staff Circular letter No.980 dated 25.01.2016 and 'Staff Circular No.6329 dated
05.03.2016 while approving TE/TA and LFC advance to Staff members.
PROCEDURE FOR SUBMISSION OF CLAIMS UNDER TE/TA & LFC
(Applicable to Branches/Offices/Departments situated in Mumbai Zone, Delhi

Zone and Central Office Verticals. It also includes Zonal Audit Offices, Vigilance
offices and other offices situated at these places.)
 There will be no change in the existing practice of applying and sanctioning of

tour program.
 Sanctioning of Advance against TE/LFC will continue to be done as being done
hitherto by their respective Competent Authority as per the existing system.
 Attention of staff members are drawn towards letter No.DP/PAD.267/2015
dated 12.06.2015 wherein as per CVC guidelines, it was advised that all staff
members will book tickets for LFC under the lowest airfare available for that
day. Authorities sanction LFC advance will take care of these guidelines and
will require them to submit a copy of the comparative fare chart of various
airlines on the date of booking. Staff members while sending hard copies of
bills/documents to HR SUVIDHA, will enclose the above chart.
 Methodology and process of applying the final claim in the Union Parivar
Module will not undergo any change.
 After applying for final claim under the TE/TA and LFC in Union Parivar, staff
members have to take a print out of the first page of the claim application and

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send the same duly signed, along with original bills/.documents./receipts, to
HR SUVIDHA on the address mentioned above, through their branch/office.
 While submitting the claim, all relevant columns in the format should be filled
in by the claimant properly. Please note that incomplete applications and /or
claims without supporting bills/documents/receipts will not be considered.
 Staff members/Branches are required to ensure that supporting
documents/bills/receipts to their final claim under TE/LFC are forwarded to
HR SUVIDHA on the same day on which they have filed the claim in Union
Parivar.
 HR SUVIDHA will reject the TE/LFC bills where supporting original
documents/bills/receipts are not received by them within 15 days of applying
the final claim in Union Parivar.
 After processing and sanction of the bills, HR SUVIDHA will prepare and send
branch/office wise envelope containing screen shot of sanctioned page and
original bills/documents/receipts to the controlling Regional Office, who in
turn, will forward it to the concerned Branch/Office. Concerned branch/office
will pass necessary entry in the Finacle and will keep the screen shot of
sanction page along with the original bills/documents/receipts for verification
by the auditors in future. Branches/offices are required to maintain separate
file for sanctioned TE/LFC bills for inspection of auditors.
 Staff members will apply under respective module in Union Parivar and click
‗Submit‘ button. Claims under all the above mentioned modules will be
reimbursed on declaration basis. Once the claim is sanctioned by the HR
SUVIDHA, the sanctioned amount will be directly auto credit to the account of
staff member. Facility of auto credit is already available to Conveyance,
Cleaning, Newspaper, Entertainment and Mobile Expenses reimbursement
modules. Staff members are required to fill the complete details of
bill/expenditure pertaining to their claim under the above modules.
 In case of newly joined staff members or the staff member who are applying
for petrol/conveyance reimbursement for the first time, instead of calling for
physical copy of RC or any other proof evidencing ownership of vehicle, SSC
will call for online declaration from staff members in Conveyance application
itself containing details of vehicle owned by the employee. Accordingly, the
declaration field containing above details has been made mandatory in
Conveyance module in Union Parivar.
 While making the claim under Conveyance module, staff members are required
to claim actual price of normal petrol prevailing at their place during that
period.

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 No physical sanction advice will be sent to branches for sanctions of staff
claims under the above modules. Branches / Offices are required to pass
necessary entry at their end once the claim is sanctioned by the HR SUVIDHA.
(SC 6496 dated 09.12.2016)
 Non submission of fare chart:-staff members undertaking LFC by Air should
submit a copy of comparative fare chart of various air lines, as on the date of
booking, along with final LFC bill. A mandatory declaration by the sanctioning
Authority to this effect is incorporated in LFC advance sanctioning page. If
fare appears to be on higher side, SC will be sanctioning notional fare only as
specified in the staff circular no 6366 dated 16.05.2016
 Submission of proof of visit:-staff members availing LFC to visit Place of
domicile or for rest and recuperation were advice by aforesaid staff circulars
to submit valid proof for having visited place of domicile/destination declared
by applicant like any purchase bill or ATM withdrawal or Hotel bill or any other
proof evidencing their visit to Domicile/state. Staff member are using other
mode of transport like private cars/taxis/buses to reach their place of
domicile. In such cases in the absence of valid proof evidencing that they have
touched and visited place of domicile, it will be difficult for SSC to sanction
the claim. Handwritten/typed bill/bills on declaration basis will not be
considered for reimbursement.
 Travel by taxi: when an employee is undertaking journey on LFC by taxi either
in full or in part, printed tazi bill is to be submitted. Bill should contain
Vehicle No. Meter Reading from _to_ KMs travelled no of persons etc. if
employee is visiting more than one place by taxi then he should get the proper
breakup from the travel agent for the places visited and further evidence to
prove that each of the members of the family in respect of whom the claim is
made had actually traveled with him/her to such place.
Point to be noted while submitting inland TE/transfer bills

(SC no 6513 dt 26.12.2016)
Tour plan cum advance approval:-

When applying for tour plan cum advance approval proper journey plan should
be selected by the staff members for example,
 For inland journey, following type of tour may be selected
Regular, sports, training, audit
 For overseas journey, following type of tour may be selected
Audit, non-audit
 For transfer related journeys,

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Like reporting to the new place of posting, for shifting of house hold goods
etc. journey type ―transfer‖ must be clicked
POB outstanding:-
All type of expenses would be borne by the staff himself/herself from the
advance amount. Wherever, such arrangements are made by any RO POB
claims received would be responded by debiting account of concerned
employee and it is the responsibility of the concerned employee to obtain
copy of such bills from that office and to claim the same in the TE bill . this
will facilitate speedy processing and also all expenses will reflect in Union
Parivar.
Ticket booking
 Staff members eligible to travel by Air should book refundable economy ticket
only
 Tour programme should be approved only by eligible class/mode of travel
through direct and shortest route. In case of Training officers up to Scale iV
are not eligible for travel by air, so same is to be avoided.
 The competent authority for approving air travel in exceptional cases is
General manager (HR) for staff posted in central office and Field General
Manager in other cases
Transportation documents:-
Staff members are required to obtain the following documents from transport
agency while submitting transfer TE bill.
 Invoice/bill with the stamp of the transport agency containing breakup of the
total amount paid, which should necessarily contain the following information:
o Freight charges(mandatory)
o Packing charges (mandatory)
o Loading and unloading charges (mandatory)
o Insurance amount, if any and
o Service tax
If any of the aforesaid charges are zero, it is to be reported as Nil
 Goods consignment Note/MLR/RR showing weight of goods, distance (in Km)
and stamp of the transport agency. It is informed that GC Note/MLR and
invoice are two different documents and both are compulsorily required to be
submitted.
 Packing list provide by the transporter with complete list of articles
transported.
 Payment to be compulsorily made through digital mode, Cheque/DD etc. for
transportation amount above Rs 20000/-.

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It is observed that in some cases invoice submitted is of exorbitant amount
without giving proper break up. Staff members are advised to make enquires
with different transport agencies and to negotiate with them for getting
competent rates before finalizing the transport operator. While doing so,
proper quotations should be obtained from different transport operations,
which should form part of other documents while submitting the claim. The
transport must be IBA approved/renown.
Claim for 15 days Diem allowance

 Officers who are eligible for 15 days diem allowance on transfer should
submit Annexure-1 (copy enclosed) duly recommended by Branch Head
in case officers posted at branches and by HR in charge for Branch Heads
and officers posted at regional offices.
 If leased accommodation is sanctioned a copy of sanction letter also be
enclosed also with annexure-1 mentioning the date agreement and date
of possession.
 In case bank quarter is allotted to the staff member a copy of allotment
letter to be enclosed with the annexure-1.it may also be noted that in
some cases where bank quarter is allotted to the staff member but the
same could not be occupied due to maintenance work, repairs etc an
intimation duly signed by the competent authority to that effect may be
furnished stating the period of maintenance work and the actual
possession date.
 Officers staying in Bank‘s Guest house/STC are not eligible for 15 days
diem allowance.
 It is important to note that 15 days diem is payable as per the details
mentioned in the annexure-1 concerned recommending authorities are
requested to verify the details filled in the annexure-1.
Travel by own car/taxi
 When an officer is undertaking journey by own car or by Taxi for

longer distance, a separate written approval from competent
authority is to be obtained. Such approval invariably be uploaded
along with taxi bill in case of travel by taxi.
 Proof of journey like toll tax receipt, petrol bills etc. are to be
enclosed when journey is undertaken by personal car. Competent
authority approving travel mode by taxi/personal car is requested to
make enquiry regarding approximate expenditure that may incur for
the journey.

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Certification of bills/receipts/documents and scanning
It is advised vide staff circular 6322 dated 20.02.2016 that documents are to be
scanned and uploaded in union parivar w.e.f. 25.02.2016 with certification by Branch
Head/Dy. Branch Head/Department Head as applicable.
All pages are to be scanned in single file in black and white with resolution 100 to 200
DPI. Please ensure that all the scanned images are legible before uploading.
Certification should be done by affixing rubber stamp as specified in Staff Circular

6322 on each page of the document. Name, PF No and designation of the certifying
official should also be written clearly on each page.
Inland TE/Transfer Bills of retired staff
Inland TE/Transfer Bills in case of retired staff would be sanctioned by the competent
authority manually at the last place of posting of retired staff. The transaction for the
same would be passed by that office only.
Staff members are advised to comply with the aforesaid instructions scrupulously.
CENTRALIZED SANCTION OF LFC ADVANCE TO OFFICERS [SC 6565 27.02.2017]

 It has been decided to centralize the sanction process of LFC advance at HR
SUVIDHA w.e.f. from 06.03.2017
 Sanction of LFC advance for award staff members will continue to be approved/
sanctioned by the competent authority at branch/office level
Further reference (SC 6264 dated 29.10.2016, SC 6322 dated 22.02.2016, SC6329
dated 05.03.2016, SC 6366 dated 16.05.2016, SC 6546 DT dated 18.02.2017 SC 6562 dt
18.02.2017)

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3
Different Kinds of Leave

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Public Holidays ( Staff Cir. 6211 dt. 30.06.2015 )
Indian Bank‘s Association in terms of their letter no.CIP.:HR&lR:2015-

16:XBPS/736/1258 dated 21.08.2015 has now forwarded a copy of letter
no.F.4/1/7/2015-IR dated 20.08.201 5 of Government of India, Ministry of Finance
along with its notification of even date declaring the 2nd and 4th Saturday of every
month as public holiday for Banks in India, whether or not such banks are ,included in
the Second Schedule to the Reserve Bank of lndia Act, 1934 (2 of 1934) with effect
from 01.09.2015.
By virtue of the above guidelines 2nd & 4th Saturday of every month will be public
holiday for banks and other Saturdays of the month will be full working days from
01.09.2015.( SC NO.6230, dated 25.08.2015 Page No.1 item No. 2 & 3 )
Different Kinds of LEAVE
Every Officer shall be eligible for the below mentioned leaves, subject to the grant of
leave being determined by the exigencies of service.
An Officer who has been sanctioned leave and leaves his place of duty shall furnish to
the Bank, the address at which he can be contacted while out of station.
 Casual Leave
 Un-availed Casual Leave
 Privilege Leave
 Sick Leave & Additional Sick Leave
 Special Sick Leave
 Maternity Leave
 Paternity Leave
 Extraordinary Leave of Loss of Pay
 Special Casual Leave and Special Leave.

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1. CASUAL LEAVE:
 An Officer is entitled for 12 working days Casual Leave with full emoluments in
a year.
 The credit of 12 days CL will be given on 1st January each year without any
deductions.
 CL cannot be clubbed with any kind of leaves.
 Not more than 4 days Casual Leave may be availed of at any one time.
 Casual Leave un-availed during the year (between Jan and December) can be
brought forward to the next year up to a max of 3 years.
 In case officer joined in the Bank in June he is entitled for credit of 7 days CL
on the very 1st day i.e. on pro-rata basis.
2. UNAVAILED CASUAL LEAVE (UCL)

 Casual Leave un-availed during the year i.e. between January and December
will be brought forward to the next up to a maximum period of 3 years and will
be called as Un-availed Casual Leave.
 The accumulated Un-availed Casual Leave for more than 3 years will lapse
automatically.
 UCL may be suffixed or prefixed to Sick Leave in the following years.
 3 days UCL can be availed without any medical certificate.
 If UCL availed more than 3 days submission of medical certificate is necessary,
by a Medical Practitioner acceptable to the bank or at the bank‘s discretion
nominated by it at its cost.
3. PRIVILEGE LEAVE:
 On or from 01.06.2015 under Regulation 33(4) of Officers Service Regulation

1979/82. Privilege Leave may be accumulated up to not more than 270 days
except where leave has been applied and it has been refused. However,
encashment of Privilege Leave shall be restricted up to a maximum of 240
days. (Staff Cir.6212 dt. 30.06.2015).

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 Further in modification of Regulation 33(5) of Officers‘ Regulations, 1979/82,
an Officer desiring to avail of privilege leave shall ordinarily give not less than
15 days‘ notice of his intention to avail of such leave. (Staff cir.6212, dt.
30.06.2015).
 An Officer is entitled for credit of 1 day PL for each 11 days of active service.
 An Officer on Privilege Leave shall be entitled to full emoluments for the
period of leave.
 During the 1st year of service he is eligible for PL after completion of 11 months
service.
 The officer will be credited PL on 1st January of each year.
While calculating PL, total leaves availed / Encashment of PL made if any, and total
absents, if any during the last year i.e. Jan to Dec total them and deduct them from
365 days and the balance is to be divided by 11 days. The fraction, if any, may be
rounded off to the next day. [" Privilege Leave encashed if any, shall not be
deducted from the period of service on duty for the purpose of calculation of
Privilege Leave." Cir. 2456 dt, 03.05.1982. ]
 While calculating PL, please do not take CL availed during the last year. If
availed Sick Leave on Full Pay, take each day as one day and if Sick Leave is
availed on half pay then take only half a day for calculation purpose.
 These days may be added to the Opening Balance/Credit of PL to arrive leave
balance on 1st January each year.
4. SICK LEAVE:
 An Officer is entitled for credit of 30 days towards Sick Leave on half pay on
the first of day of January each year, only after completing one year of service.
 During the entire service Max. 540 days SL on half pay (or 270 days on Full Pay)
will be allowed to accumulate, and in excess of this will be lapsed
automatically.

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 Sick Leave may be availed on submission of medical certificate issued by a
Medical Practitioner acceptable to the bank or at the bank‘s discretion
nominated by it at its cost.
 General Practice of maintaining Sick Leave in the Bank records is on Half Pay
basis i.e if an Officer availed 7 days Sick Leave, his Sick Leave account will be
debited 14 days.
 There is no provision for encashment of Sick Leave.
a. ADDITIONAL SICK LEAVE:
 On and from 01.01.1980 where an officer completes 24 years service and

after exhausting all sick leave available to him, an additional Sick Leave of
One Month on half pay (15 days on Full Pay basis) will be allowed, subject
to a max of 3 months. (SC 4572 12.11.1999).
 Production of Medical Certificate is necessary as per bank rules.
b. SPECIAL SICK LEAVE: With effect from the 01.06.2015, Special Sick
Leave up to 30 days may be granted to an Officer employee once during
his/her entire period of service for donation of kidney/organ. (SC.6212, dt.
30.06.2015)
5. MATERNITY LEAVE: (w.e.f. 25.05.2015)

(SC.6212, dt. 30.06.2015]
(a) Maternity leave, which shall be on substantive pay, shall be granted to a

female officer for a period not exceeding 6 months on any one occasion and 12
months during the entire period of her service.
(b) Within the overall period of 12 months, leave may also be granted in case of
miscarriage / abortion / MTP.
(c) Within the overall period of 12 months, leave may also be granted in case of
hysterectomy up to a maximum of 60 days.

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(d) Leave may also be granted once during service to a childless female officer for
legally adopting a child who is below one year of age for a maximum period of
six months subject to the following terms and conditions:
(i) Leave will be granted for adoption of only one child.
(ii) The adoption of a child should be though a proper legal process and the
employee should produce the adoption-deed to the Bank for sanctioning such
leave.
(iii) The leave shall also be available to biological mother in cases where the
child is born through surrogacy.
(iv)The leave shall be availed within overall entitlement of 12 months during

the entire period of service.
6. PATERNITY LEAVE : [Staff Cir.6212, dt. 30.06.2015]

With effect from 01.06.2015, male officer employees with less than two surviving
children shall be eligible for 15 days paternity leave during his wife‘s confinement.
This leave may be combined with any other kind of leave except casual leave. The
leave shall be applied up to 15 days before or up to 6 months from the date of
delivery of the child.
Clarification: The leave may be granted to an employee even where the date of
delivery of the child was prior to 1.5.2015, provided, however, that the leave is
availed within six months from the date of delivery. Further, the leave shall be
sanctioned 15 days before the delivery or up to 6 months after the delivery.
( SC No. 6220, dated 01.08.2015 Page No.1, item No.1 )
7. EXTRA ORDINARY LEAVE:
 Every Officer is eligible for Extraordinary Leave on loss of pay and

allowances for not more than 360 days during entire period of service.

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 Such Extraordinary Leave may not be availed of except for sufficient
reasons on more than 90 days at a time.
 Provided that in very special circumstances, the board may grant extra
ordinary leave on loss of pay and allowances to an officer up to a total
period of 720 days.
 An Officer may be granted Special Casual Leave and any Special Leave
as may be decided by the Board in accordance with the guidelines of the
Government.
8. SPECIAL LEAVE TO INSPECTING OFFICERS:

 2 days special leave to all Inspecting Officers on completion of audit tour of
minimum 30 days. If tour extends beyond 30 days by 15 or more days, eligible
for one more day of Special Leave.
 (SC 3879 DATED 15-12-82).
9. ENCOURAGE TO GO ON LEAVE MINIMUM 10 DAYS IN A YEAR:
 In order to rejuvenate the employee, encouraged to go on leave at least for 10

days in a year, subject to exigencies of staff. (SC 4912/ 31.10.02 & SC 6110
Dt. 04.07.2014:SC 6567 02.03.2017).
10. RECALL FOR DUTY:
 The Competent Authority may recall an Officer who is on leave whenever the
Bank deems fit to do so.
 But if the Officer is at that time out of station, he/she shall be eligible to be
paid the actual expenses incurred by him and the members of his family for
coming back to the Station and if the Officer and the members of his family go
back to the same station from where he was called, for the return journey
also.
11. LEAVE FOR VISITING ABROAD: (SC 4765 DT 0809.2001)
 Guidelines to go abroad: prior permission is must to leave india – should submit

an undertaking that leave will not be extended – should furnish leave

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address/tele no./contact no. – should submit an undertaking for all o/s
amounts under loans will be recovered from terminal benefits etc. And
guarantees of two persons be obtained for o/s amounts etc.
12. SABBATICAL/ SPECIAL LEAVE SCHEME
 At present the Bank has two schemes of Leave viz. Sabbatical and Special leave
and the third one now introduced is sabbatical leave for women employees
only.
 SC 5645 DT 17-02-10: RESTORED AND OPERATIVE WEF 27.01.2010 – TERMS AND

CONDITIONS SC NO.5203 DT 15.07.05 & SC NO.5450 DT 19.12.07 and SC No.5840
dated 10-04-2012 w.e.f.01.04.2012.
DETAILS 1-SABBATICAL LEAVE 2-SPECIAL LEAVE
Pursuing higher studies or -Joining spouse abroad (for female

research, inland and married employees)
abroad
-Health grounds of self/dependent family
members.
-Taking care of family in pressing

Purpose conditions.
-participation in Artistic/Cultural
activities.
- Assisting children who have settled

abroad.
- Supervision of construction of house.
-Any other specific purpose.
Eligibility Min. 7 yrs of service Min.7 yrs of service
Period of Min. 5 yrs at a time - Min. period of 6 months at a time & can
Leave continuously and can be be extended in multiple of 6 months upto
extended by another 5 yrs. 3 yrs. Max. period is 3 years in service.
Max. period is 10 yrs in This is applicable in case of Joining
entire service spouse abroad/health grounds of
self/dependent.

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-Min. 5 yrs at a time & can be extended

by another 5 yrs. Max. period is 10 yrs in
service. This is applicable in respect of
remaining purposes.
Number of Two times in entire Two times in entire service. If rejoins

occasions service. If rejoins duty duty after availment of leave, will be
after availment of leave, treated as one occasion.
will be treated as one Extension/continuation of leave will not
occasion. be considered as one occasion.
Extension/continuation of
leave will not be
considered as one
occasion.
Continuation On expiry of leave, On expiry of leave, employee is required

of leave employee is required to to join duty immediately. Competent
join duty immediately. Authority may sanction Special Leave in
Competent Authority may continuation of Sabbatical Leave.
sanction Special Leave in
continuation of Sabbatical
Leave.
Early Will be permitted to rejoin Will be permitted to rejoin only after six
rejoining of only after six months months.
duty
Competent GM (P) in both the cases

Authority
Others The leave will be excluded for counting of service for loans &
advances, for Terminal benefits, for promotions & increments. The
employee is not eligible for LTC, Leave, Bonus, Ex-gratia, Medical Aid,
Hospitalisation expenses, Staff Welfare schemes. LFC block is extended
to extent of leave availed. Not eligible for Bank‘s quarters/furniture.
13. SABBATICAL LEAVE FOR WOMEN EMPLOYEES: (SC No. 5840 dated 10-04-2012
w.e.f.01.04.2012)

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 In addition to the above, a new Sabbatical leave of 2 years exclusively to the
women employees to meet their special problems during their entire career is
introduced vide SC No. 5840 dated 10-04-2012 w.e.f.01.04.2012 as under:
DETAILS SABBATICAL LEAVE FOR WOMEN EMPLOYEES w.e.f. 01-04-2012
PURPOSE Medical grounds, care of family members, or children, higher

studies, visiting spouse etc.
ELIGIBILITY Only for women employees, who has put in a minimum of 5 years
of service. In exceptional circumstances only this leave can be
sanctioned before completion of 5 years of minimum service by
GM(P&HR)/ED.
PERIOD OF LEAVE At least 3 months at a time. Maximum 2 years in the entire career.
NO.OF No restrictions. However, leave shall not be taken more than once
OCCASIONS in a year.
CONTINUATION / One time extension/ continuation is permitted, once in a year with

EXTENSION OF the prior approval of the competent authority. However, the
LELAVE approval should be obtained before the expiry of the first leave
period.
EARLY REJOINING Employee can join before expiry of leave subject to sanction of
competent authority. However, the minimum leave spend should
not be less than 3 months.
CONDITIONS Sabbatical leave will be without Pay, Salary, allowances and any
consequential monetary and non-monetary benefits. No
increments will be earned during the leave period. Employee will
rejoin at the same stage of pay as existed, at the time of her
availing sabbatical leave. Not eligible to participate in any
promotion exercises during the leave period even if otherwise
eligible. Shall not take any employment / vocation/ business/
profession elsewhere during the sabbatical leave. Total period of
leave under both the schemes SC No.5203 dt 15.07.2005) put
together will be restricted to a max. of 7 years in the entire
service.
COMPETENT Employees working in Branches including Back Office / RO is

AUTHORITIES Regional Head – Under exceptional circumstances when leave is
sought before completion of 5 years of service. GM (P&HR) or ED

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14. LEAVE WHILE ADOPTING FAMILY PLANNING MEASURES:
(i) Every female employee who undergoes non-puerperal tubectomy operation is

eligible for Special Casual Leave up to 14 days.
Every female employee who had IUD insertion is eligible for 1 day Special
Casual Leave.
(i) Employees developing post – sterilization complications may be allowed Special
Casual Leave to cover the period for which she was hospitalized for a post-
operative complication, on production of a medical certificate from the
concerned hospital authorities.
15. Leaving Headquarters without permission

(SC 6277 DT 02.12.2015: SC 6608 DT 18.04.2017)
 Regulation 13 of the union bank of India officer employees (conduct)
regulations 1976 which clearly states that ―NO officer employee can absent
himself from duty or be late in attending office or leave the station
without having first obtained the permission of the competent authority‖
 It is however observed that some of the officers/ branch managers are not
residing at their head quarters. it is further observed that some of the
officers/ branch managers are leaving their head quarters during
weekends/holidays without seeking prior permission/approval of the
competent authority.
 All the officers / Branch managers are therefore hereby instructed to :
 reside at the place where they are posted
 obtain written permission from the competent authority for residing
at any place other than their place of posting if for some reason to
the satisfaction of competent authority they are unable to stay at
the place where they are posted and
 Obtain permission of the competent authority before leaving head
quarters each time and communicate the fact of their leaving
headquarters each time in writing to the competent authority.

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4
1 PROMOTION POLICY
FOR OFFICERS
2 FITMENT ON
PROMOTION
3 TRANSFER POLICY

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REVISED PROMOTION POLICY FOR OFFICERS

[Annexure to Staff Circular No.6362 dated 11th May, 2016]
Amendments: SC 6578 DT 10.03.2017, SC 6505 DT 19.12.2016 ,SC 6537 DT

25.01.2017 AMENDMENTS
PREAMBLE
Based on the guidelines received from Govt. of India, Bank has formulated
Promotion Policy for Officers in the year 2012 and the same was circulated in terms of
Staff Circular no.5839 dated 11.04.2012.
Since then, the Bank has undergone lot of changes / transformations and the
composition of manpower also has changed due to mass scale retirements and
consequent recruitment. During this period, Bank has achieved laurels and established
itself as a performance driven Bank. To sustain the stiff competition and to enhance
the profit as well as customer service, the Bank has embarked upon a new journey of
transformation through the implementation of Project Utkarsh. To meet the
challenges and to provide new avenues and career progression, there is a need to
amend certain provisions of the existing Promotion Policy. The Govt. of India has also
advised all Public Sector Banks to formulate Bank level Policy.
In the light of the above and after evaluating various suggestions received
through ‗Innovations‘, the matter was discussed with representatives of the All India
Union Bank Officers‘ Federation. During the discussion, various aspects such as skill
level of existing workforce, challenges of various job roles and business strategies of
the Bank were taken into account along with Govt. guidelines received from time to
time. After due deliberations, the Bank has now revised its Promotion Policy which
has been approved by the Board in its meeting held on 22.04.2016.
The Policy will be effective for the Promotion processes to be held for filling up
the vacancies of the financial year 2016-17 onwards.

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CHAPTER I
GENERAL
1.1 Vacancies in the respective Grades/ Scales shall be identified and circulated
every year, covering the period from 1st April to 31st March, of the same
financial year. The identification of vacancies would take into account the
wastages, new activities, etc. for the whole year. The promotion process will
be conducted and finalised as far as possible, by the end of the financial year,
to fill up the identified vacancies, if any, on all India basis.
COMMON CUT-OFF DATE
Common cut off date for determining eligibility as well as completed years of
service will be as on 1st of April of the financial year (April-March) in which the
vacancies arise.
Common cut-off date will be taken into account for reckoning the minimum
length of satisfactory service prescribed for promotion from one Grade/Scale
to another, for determining weightages for various promotional parameters,
deciding the eligibility of officers for participation in the promotion process
with reference to the rigor of penalty imposed upon him/Court verdict etc.
1.2 There shall be a two channeled system of promotion of Officers from JMGS-I
to MMGS-II and MMGS-II to MMGS-III as follows:
Normal Track
 To fill up 60% of vacancies identified.
Fast Track
 To fill up the remaining 40% of vacancies identified.
N.B.
- In case all the vacancies under Fast Track Channel are not filled up due to
non-availability of candidates with requisite qualifications/marks, such
vacancies may be filled up through Normal Track Channel.

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1.3 ELIGIBILITY
(a) Promotion from JMGS-I to MMGS-II
 For promotion from JMGS–I to MMGS-II, 2 years Rural Branch service is

required.
Normal Track
 5 years of satisfactory service in JMGS-I including 2 years Rural Branch

service as an officer.
- Provided that the Officer who has put in more than the aforesaid
required service in rural area, will get an advantage of further
relaxation of 50% of weightage in minimum experience, for each
additional completed year of service.
Fast Track
 3 years of satisfactory service in JMGS-I including two years Rural Branch

Service as an Officer.
 Average 75% marks in APAR for the eligible years of service (3 years) and not
less than 60% marks in any of the eligible years of service to be reckoned for
promotion.
N.B
- Rural service weightage is applicable in case of promotion in General

banking side only.
- In case any candidate has not completed requisite 2 years rural service,
in Officer cadre, he shall submit an unconditional undertaking to the
Management while applying for promotion that he/ she will complete
the required rural posting immediately on his/ her promotion to MMGS-
II.
- However, such officers on promotion can be transferred / posted to

other Region/Zone for completing rural posting.
(b) Promotion from MMGS-II to MMGS-III

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- For promotion from MMGS-II to MMGS-III, 3 years service in Rural or
Semi Urban areas is required, which includes two years Rural Service
in JMGS-I.
Normal Track
 5 years of satisfactory service in MMGS–II including 3 years service in

rural/semi urban area, which includes 2 years rural service in JMGS-I.
- Provided that the officer who has put in more than aforesaid required
service in rural area, will get an advantage of further relaxation of 50%
of weightage in minimum experience, for each additional completed
year of service.
Fast Track
3 years of satisfactory service in MMGS–II. 3 years service in rural/semi urban

area, which includes 2 years rural service in JMGS-I.
promotion.
N.B.
- Rural service weightage is applicable in case of promotion in General

banking side only.
- In case any candidate has not completed requisite 2/3 years rural / semi
urban service, he shall submit an unconditional undertaking to the
Management while applying for promotion that he/ she will complete the
required rural/semi urban posting immediately on his/ her promotion to
MMGS-III.
- However, such officers on promotion can be transferred / posted to other

Region/Zone for completing rural posting.
(c) Promotion from MMGS-III to SMGS-IV (only Fast/Merit channel)
 3 years of satisfactory service in MMGS-III.

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 Minimum 75% marks in APAR for each of the year of service eligible for
promotion.
(d) Promotion from SMGS-IV to SMGS-V (only Merit channel)
 3 years of satisfactory service in SMGS-IV.
 The candidate should have been a Branch Head for at least 3 years.
 Candidate should have put in 12 years of service in Officer Cadre in

the Bank;
promotion.
(e) Promotion from SMGS-V to TEGS-VI (only Merit channel)
 3 years of satisfactory service in SMGS-V.
 Candidate should have put in 15 years of service in Officer Cadre in the

Bank.
promotion.
(f) Promotion from TEGS-VI to TEGS-VII (only Merit channel).
 3 years of satisfactory service in TEGS-VI.
 Candidate should have put in 18 years of service in Officer Cadre in the

Bank.
 The Executive should have experience as Regional Head/Zonal Head or

must have worked in Scale III to V, in Regional/Zonal/FGM Office or in
any of the Verticals at Corporate Office for two years.

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promotion.
Note:
 The experience as Chairman of RRB would be treated as equivalent to

the experience as Regional Head/Zonal Head.
1.4 The eligibility criteria in terms of minimum years of service as spelt out in this
Policy can be relaxed only with the prior approval of the Board of Directors, in
case the number of eligible Officers is less than 3 times the number of posts in
the next higher Grade/Scale.
However, the maximum permissible extent to which such relaxation may be

granted will be as follows:
Sr. Scale Promotion Minimum Maximum Minimum

Channel Experience permissible length of
No. required relaxation service.
(in years) by Board
(in years)
Normal/Seniority 5 1 NA
1 I to II
Merit/Fast 3 1 NA
Normal/Seniority 5 1 NA
2 II to III
Merit/Fast 3 1 NA
3 III to IV Merit/Fast 3 1 NA
4 IV to V Merit 3 1 12
5 V to VI Merit 3 1 15
6 VI to VII Merit 3 1 18

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In case the Officer joins at the Scale higher than Scale I, the minimum service
required would be reckoned from the level at which he enters the service e.g.
if the officer enters at Scale II the minimum length of service for promotion
from Scale IV to V will be 9 years instead of 12 years.
However, requirement of minimum length of service for promotion to

Scale V, VI & VII may be linked with relaxation, if any, given by the Board in
respect of minimum experience for eligibility criteria. In other words,
relaxation if any, given by the Board in minimum years of experience, the same
relaxation will be applicable for minimum length of service also.
1.5 RURAL/SEMI-URBAN BRANCH SERVICE
There shall be requirement of 2 years service in rural areas for promotion from
JMGS-I to MMGS-II and a total of 3 years in rural/ semi urban areas, including
rural service in JMGS-I for promotion from MMGS-II to MMGS-III. For seniority
channel, officers who have put in more than the aforesaid service in rural areas
will get an advantage of further relaxation of 50% weightage in minimum
experience, for each additional completed year of service, while assessing their
eligibility as per Clause 1.4 hereinabove.
1.6 EXEMPTION FROM RURAL/SEMI-URBAN BRANCH SERVICE
(ii) The stipulation of Rural/Semi-Urban Branch Service for promotions to

higher Grade /Scale may be exempted in the case of Physically Challenged
Officers, whose handicap is of such a nature that they cannot serve in a
Rural/Semi-Urban Branch. The Managing Director may decide in each
individual case, whether such exemption is to be given keeping in view the
nature of the handicap.
(iii) Officers in JMGS-I and MMGS-II laterally inducted into Forex / IT Depts. /
EDP Cells and such other Functional Specialists will not be required to
undergo the requisite rural / semi-urban Branch Service during their tenure
in these Departments. If such Officers come in the Zone of Consideration

================================================================================
for Promotion to Scale II and III, they will be considered for such
promotions without insistence on Rural/Semi-Urban Branch Service.
(iv) An Officer, who is an active National/International Player/Coach, may be

exempted from stipulation of Rural/Semi-Urban Branch Service, so long as
such an Officer remains active in the sports field, at the
National/International Level. However, on ceasing to play/coach at the
National/International Level, such an Officer will be required to undergo
the requisite Rural/Semi-Urban Branch Service. For this purpose, an active
national player/coach will mean a person who plays/coaches in recognized
National Competitions on behalf of the State and an International
Player/Coach will mean the person who represents the Country/coaches
any Indian Team in International Competitions.
(v) Officers posted as Dealers will not be required to undergo rural/

semi-urban branch service during the tenure in Exchange Dealing branches.
If such officers come in the Zone of Consideration for promotion to Scale II
& Scale III, they will be considered for such promotions without insistence
on rural/semi-urban branch service. If found suitable for promotion,
they will be promoted provisionally. However, such provisionally promoted
officers be moved out of Exchange Dealing branches within a period of
five years. In the event of refusal to undergo the rural/semi-urban branch
service, the concerned officers will be reverted to the Grade/Scale they
were in, prior to the provisional promotion.
1.7 ZONE OF CONSIDERATION
I. Zone of consideration for promotion should be maintained strictly in the ratio

of 1:3. In case, fresh candidates equal to the number of anticipated
vacancies are not available by keeping Zone of Consideration at 3 times the
anticipated vacancies, the Zone of Consideration may be extended to 4
times the number of anticipated vacancies, with the prior approval of the
Board.
II. In case it is not possible for the Bank to fill all the posts under merit quota,
the Bank may at its discretion decide to fill the remaining post under the
normal/seniority channel.

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1.8 WEIGHTAGES
Percentage weightage for the various promotional parameters will be

as follows :
Promotion Percentage Weightage
Edu Job. Perf. Written Interview

Qlf. Resp Apprsl. Test /
Group
Discussion
JMGS I to MMGS II 5 10 30 30 25
(Merit/Fast Track)
JMGS I to MMGS II 5 15 50 NA 30
(Normal/Seniority Track)
MMGS II to MMGS III 5 10 30 30 25
(Merit/Fast Track)
MMGS II to MMGS III 5 15 50 NA 30
(Normal/Seniority Track)
MMGS III to SMGS IV 5 15 30 20 30
(Merit/Fast Track)
SMGS IV to SMGS V NA 10 40 20 30
(Merit Track)
SMGS V to TEGS VI NA 5 55 NA 40
(Merit Track)
TEGS VI to TEGS VII NA NA 60 NA 40
(Merit Track)
 The minimum qualifying marks in the written test for promotions from
JMGS-I to MMGS-II and MMGS-II to MMGS-III would be 50% in case of General
Category candidates and 45% in case of SC/ST candidates.
 Minimum qualifying marks in the Group Discussion for promotions to SMGS-

IV and SMGS-V would be 50%.
 To become eligible for promotion, minimum qualifying marks in various

promotional parameters put together, would be 40% of aggregate.

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1.9 METHODOLOGY OF AWARDING MARKS
The methodology of awarding marks for promotion to a higher Scale under the
various parameters will be as under:
(a) Educational Qualifications :
Graduation 1 mark
Certified course 1 mark each subject to

conducted by IIBF maximum of 2 marks
Post Graduation/ Double 2 marks for each degree

graduation BGL/ L.L.B/MBA subject to a maximum of 4
etc. marks
CAIIB (I)/JAIIB 1 mark
CAIIB (II)/CAIIB 2 marks
C.A./C.F.A. / C.S./ ICWA/ 2 marks

Ph.D
The above marks are cumulative with a maximum of 5 marks for promotion to
MMGS-II, MMGS-III and SMGS- IV.
(b) Performance Appraisal :
 Performance of an eligible Officer will be assessed through Appraisal

Reports annually received from his/her superior(s), as per the guidelines,
as may be determined by the Management from time to time.
Marks will be awarded for performance on the basis of Appraisal Reports
as of preceding 31st March, and preceding two years thereto, i.e. three
years in all.

================================================================================
Appraisal Ratings:
 For promotions from JMGS-I to MMGS-II and MMGS-II to MMGS-III under Fast
Track, where written test is administered by IBPS, there shall be a
requirement of average 75% marks in APAR for the eligible years of service (3
years) and not less than 60% marks in any of the eligible years of service to be
reckoned for promotion.
 For promotions to SMGS-IV and above, there shall be a requirement of

minimum 75% marks in APAR for each of the years of service eligible for
promotion.
(c ) Written Test / Group Discussion:
 Written test will be applicable only for promotion upto MMGS-III under
Merit/Fast Track.
 Group discussions will be applicable for promotion from MMGS-III to SMGS-
IV and SMGS-IV to SMGS-V to assess the communication – conceptual and
leadership capabilities of the candidates.
 In the promotion process from MMGS III to SMGS IV and SMGS IV to SMGS V if
the need is felt written test in lieu of group discussion may be administered
(SC 6505 DT 19.12.2016)
Note: The On-line written test consisting of Objective-Multiple Choice

Questions will be for 100 marks, covering subjects relating to Banking
Routine, Law & Practice of Banking, Economics including Agricultural
Finance for Fast / Merit track for promotion to MMGS-II and MMGS-III.
In case of Group Discussions for promotion from MMGS-III to SMGS-IV and

from SMGS-IV to SMGS-V, a Committee consisting of outside experts and
officers of the Bank shall be constituted. The names of the outside experts
will be sourced from IBPS. At times, sufficient numbers of outside experts are
not nominated by IBPS, and as such to have better coverage/obtaining better
expertise they may be sourced from amongst existing / retired Executives of
other Public Sector Banks by GM (HR) and the same will placed for approval
before CMD.
The marks obtained in written test and/or group discussion will be reduced as
per the weightages provided in para 1.8.

================================================================================
(d) Job Responsibility
 Marks will be awarded for every completed year of actual service in
respective Grade/Scale of an officer as under:
For promotion from JMGS-I to MMGS-II
(for both Normal & Fast Track) :
Designation Marks per year
Branch Managers 3 marks
Dy.Br. Managers 2 marks
Officers working at rural branch 1.5 marks
Officers working other than rural 1 mark

branch
Marks under this parameter will not exceed 15 in normal track and 10 in Fast
Track
For promotion from MMGS- II to MMGS-III
(for both Normal & Fast Track) :
Branch Managers 3 marks
Officers working at rural branch 1.5 marks
Officers working other than at 1 mark

rural branch

================================================================================
Marks under this parameter will not exceed 15 in normal track and 10 in Fast
Track.
For promotion from MMGS-III to SMGS-IV (Merit/Fast Track)
Branch Managers/In-Charge of 3 marks

Service Branch and ULP.
Other Officers 1 mark
Marks under this parameter will not exceed 15.
For promotion from SMGS-IV to SMGS-V
Branch Managers /In-Charge 2 marks

of Service Branch and ULP /
Dy. Regional Head
Dy.Br. Manager 1.5 marks
Other Officers 1 mark
For promotion from SMGS-V to TEGS-VI

================================================================================
Regional Heads 2 marks
Note:
 Job Responsibility marks will be awarded for each completed year in the
existing Scale from which the officer seeks promotion to the next higher
Grade / Scale.
 Wherever an officer has officiated in a designated post, continuously for a

period of six months or more, the same will be reckoned for awarding job
responsibility marks.
 Though the job responsibility marks will be awarded for each completed
year of service, incomplete year of six months or more will be reckoned as
one year and the marks will be awarded accordingly.
 Actual service would exclude any extra-ordinary leave on loss of pay

availed/unauthorized absence by the Officer.
1.10 INTERVIEW PANELS AND COMPETENT AUTHORITY
(1) (a) Interview Panel(s) for promotion from JMGS-I to MMGS-II and from
MMGS-II to MMGS-III will be constituted by the Chairman & Managing
Director/Executive Director as follows, and he will be the Competent
Authority for the purpose of promotion to these scales:

================================================================================
For Promotion Interview Panel consisting
1. JMGS-I to MMGS-II One Assistant General Manager

and two Chief Managers.
2. MMGS-II to MMGS-III One Deputy General Manager and

two Assistant General Managers.
Note: The Competent Authority can change the Grades of

Officers in this Interview Panel (Officers from a Grade higher
is permissible).
(1) (b) Interview Panel for promotion from MMGS-III to SMGS-IV will be
on the following lines:
MMGS-III to SMGS-IV Two General Managers and one

Dy. General Manager.
The Chairman & Managing Director will be the Competent

Authority for such promotions.
(1) (c) Interview Panel for promotion from SMGS-IV to SMGS-V will be on the
following lines:
SMGS-IV to SMGS-V Departmental Promotion

Committee shall comprise of
the Executive Director, two
General Managers and two
outside Experts with domain
knowledge approved by the

================================================================================
Chairman & Managing Director.
N.B.
The names of the outside experts will be sourced from IBPS. At times,
sufficient numbers of outside experts are not nominated by IBPS, and as such
to have better coverage/obtaining better expertise they may be sourced from
amongst existing / retired Executives of other Public Sector Banks by GM (HR)
and the same will be placed for approval before CMD.
The Chairman & Managing Director will be the Competent Authority for
such promotions.
(1) (d) Interview Panel for promotion from SMGS-V to TEGS-VI will be on
the following lines:
SMGS-V to TEGS-VI Departmental Promotion Committee

shall comprise of Chairman & Managing
Director, Executive Director, one
General Manager and two outside
Experts with domain knowledge
approved by the Chairman & Managing
Director.
N.B The names of the outside experts will be sourced from IBPS. At times, sufficient
numbers of outside experts are not nominated by IBPS,and as such to have better
coverage/obtaining better expertise they may be sourced from amongst existing /
retired Executives of Public Sector Banks by GM (HR) and the same will placed for
approval before CMD.
The Chairman and Managing Director will be the Competent Authority for such
promotions.

================================================================================
(1) (e) The Directors‘ Promotion Committee will be the Competent

Authority for the purpose of promotions from TEGS-VI to
TEGS-VII. The interview panel for the purpose of promotion to this Scale will
be as follows:
TEGS-VI to TEGS-VII The Promotion Committee comprising

of the Chairman & Managing Director,
the Executive Director looking after
HR portfolio, one outside expert with
domain knowledge and one additional
independent member in the rank of
Retired Chairman & Managing
Director/ Executive Director from any
PSBs other than Union Bank Of India or
retired Executive Director of RBI,
approved by the Chairman & Managing
Director
Note: For promotion from Scale I upto Scale VI, the composition of the Committee
would be as mentioned above. Requirement of SC/ST committee member can be
fulfilled internally or externally (i.e. outside expert having domain knowledge) without
changing the composition of interview committee / panel
 During interview for Scale V, VI and VII, weightages shall be given to the
following:
- Whether the officer has worked in different specialized areas
of the Bank.
- Whether the officer has been posted in different parts of India
or has been in only one/few Regions/Zones.
- Whether the officer has experience of working in the field as well as
working in Regional/Zonal and Head Office.
- Whether the officer has professional qualifications and/or
whether the officer has acquired additional qualifications after
joining the service.
 The marks scored by Officers in the interview will be for the purpose of
ranking.

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1.11 Career Path for the following category of Specialist Officers will be
restricted up to the scales indicated below :
CATEGORY CAREER PATH

UPTO
Computer Specialists recruited in Scale Scale VI
IV, V & VI. Officers (Computer Audit), I.T.
Officers, Officers (LAS)*
Security Officers Scale VI
Law Officers Scale V
Economists Scale V
Company Secretary Scale V
Dealers Scale V
Chartered Accountants Scale IV
Fire Officers Scale IV
Electrical Officers Scale IV
Architects/Engineers Scale IV
Officers (Asset-Liability/Risk Mgmt.) Scale V
Marketing Officers (Retail Banking, New Scale III

Initiatives and Forex)
Rural Development Officers Scale III
Official Language Officers Scale VI
Personnel Officers Scale IV
Technical Officers Scale IV
Credit Officers Scale IV
Forex Officers Scale IV

================================================================================
Printing Technologists in specialized scale IV (SC
segment 6505 dt
19.12.2016)
Note :
* Nomenclature of Computer Specialists recruited in Scale IV, V & VI,

Officers (Computer Audit), I.T. Officers and Officers (LAS) is combined as IT
Officers and their seniority will be clubbed accordingly.
The following officers which were hitherto under Specialized Category will be
considered under General category and their seniority will be clubbed
accordingly :
Officers (Cash Management Services) : General category
Specialist Officers who have reached the Scale to which their career path is
restricted shall be allowed to participate in the promotion to higher
Grade/Scale along with other General Banking Officers in that scale, if they are
other-wise eligible and fulfilling the prescribed norms.
For this purpose, there shall be a combined seniority list of Officers in the
respective scales upto which the career path is restricted, as per their inter-se
seniority. Once the Officer is promoted to the higher Grade/Scale, he/she shall
cease to be in the Specialist Segment and merge with the General Banking
Stream.
- For specialized cadre, it will be mandatory that prior to joining the main
stream cadre, the officer joining this cadre should necessarily remain in
that cadre for at least five completed years of service. Thereafter, the
officer should gain experience of at least two years in field operation, if
he/she has not gained the experience earlier. There will be exemption
from posting to rural areas for these officers.
- Such conversion to General Banking will be at the discretion of the

Management, subject to the concerned Officer being found suitable for
conversion by a Committee of three Executives in Top Executive Grade/
Senior Management Grade, constituted by the Chairman & Managing

================================================================================
Director and decision will be taken on the basis of availability of suitable
replacement in their places. The option of conversion will be available only
once in the career of an Officer.
- Officers recruited in General banking and working in the specialized

segment / functional department mentioned above and possessing requisite
qualifications / experience may also opt for conversion to Specialised
segment. Such Officers may submit their requests for conversion in
response to the Circular issued by the Bank. They will be considered for
conversion at the sole discretion of the Management.
CHAPTER II
SELECTION PROCEDURE
2.1 In case of promotions upto MMGS-III under Fast Track, applications will be
invited from eligible Officers as provided for in para 1.3 to participate in the
Promotion Process. Applicants for promotions under Fast Track upto MMGS-III
will be required to appear for a written test and they will be listed in the
descending order of total marks secured by them in the written test. From this
list, eligible officers who are coming in the Zone of Consideration will be
required to appear for interview before the Interview Panel/Panels.
2.2 In case of promotions to MMGS-II and MMGS-III under Normal Track, applications
will be invited from all the eligible Officers. Only those eligible officers who
apply and who are coming in the Zone of Consideration will be interviewed by
panel/panels, to be constituted by the Executive Director/ Chairman &
Managing Director as the case may be.
2.3(a) In case of promotion to SMGS-IV, applications will be invited from all the
eligible Officers. Those eligible officers who apply and who are coming in the
Zone of Consideration will be allowed to participate in the Group Discussion.
Candidates who are found successful in the Group Discussion will be
interviewed by panel/panels, to be constituted by the Executive
Director/Chairman & Managing Director as the case may be.

================================================================================
2.3(b) For Promotion to SMGS-V, applications will be invited from all the eligible
Officers. Those eligible officers who apply and who are coming in the Zone of
Consideration will be allowed to participate in the Group Discussion.
Candidates who are found successful in the Group Discussion will be
interviewed by the Departmental Promotion Committee as provided in
para (1)(c) of clause 1.10.
2.3(c) For promotions to TEGS-VI and TEGS-VII, applications will be invited from all
the eligible Executives. Those eligible Executives who apply and are coming in
the Zone of Consideration will be assessed by the Directors‘ Promotion
Committee, as provided in para (1)(d) and (1)(e) of clause 1.10 respectively.
2.4 PREPARATION OF MERIT-LIST
(a) Marks under the various parameters will be awarded to the Officers as
prescribed in Para 1.8 above. Officers who have appeared in the interview will
be listed in the order of aggregate marks secured by them in the various
parameters. If two or more Officers secure identical aggregate marks, their
order in the merit list will be as per their inter- se seniority.
(b) For promotions upto MMGS-III, the relative merit-list will be declared to
the extent of 100% of the number of vacancies identified in the respective
Grade/Scales, for which promotion processes are conducted and such
merit lists will be valid till the end of the financial year for which the vacancies
are identified.
All unsuccessful candidates who appeared in the Promotion Process/es upto

MMGS-III will be informed of the total marks scored by them in the said
Promotion Process/es within 15 days from the declaration of results.
Further, a panel of waiting list of candidates to the extent of 10% of the vacancies
declared shall be prepared and the vacancies that may arise during the next 6
months from the date of preparation of such waiting list or during the period
upto the date of initiation of the next promotion process to the respective
scale whichever is earlier, shall be filled up from such waiting list, which list
shall lapse thereafter. However, this does not confer any right for promotion
on the candidate whose name is appearing in the said waiting list.
(c) Subject to para 2.4 (a) in the case of promotions upto MMGS III, a merit-list to
the extent of the vacancies identified in each of the respective channels will
be declared. The merit list will consist of two parts (A) Normal Track and (B)
Fast Track.

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(i) If an Officer participates in both the channels and becomes eligible for
empanelment under both the channels, his name will appear in the list
for Normal Track.
(ii) For the purpose of seniority list, Officers empanelled in both the tracks
on promotion upto MMGS-III, will be listed in a common seniority list.
The seniority of the Officers will be reckoned with reference to the date
of promotion in the relevant Grade/Scale.
(iii) Where there are two or more Officers promoted on the same date, inter-
se seniority shall be determined with reference to their seniority in the
immediate preceding Grade/Scale.
2.5 In case of promotion to SMGS-IV and V, TEGS VI and VII, the relative merit list
will be declared to the extent of 100% of number of vacancies identified for
which promotion process is conducted and such merit list will be valid till the
end of the financial year for which the vacancies are identified. Further a panel
of waiting list of candidates to the extent of 10% of the vacancies declared shall
be prepared against the contingent vacancies, if any, that may arise during
financial year from the date of preparation of such waiting list. Such waiting list
will be valid till the end of the financial year for which the promotion process
has been conducted. However, this does not confer any right for promotion on
the candidate whose name is appearing in the said waiting list.
Where promotions are to be effected from empanelled/ waitlisted candidates

throughout the year as and when the vacancies arise, fresh clearance will be
sought from the concerned Dept. such as Vigilance, I.R Division etc. and in case
of denial of Vigilance / IR clearance to empanelled officers / Executive, the
promotion of officer / executive will be kept on hold till the matter is
brought to its logical end and if they are completely exonerated the promotion
order will be released. However, such empanelment will be valid till the end of
the financial year for which the promotion process was conducted.
CHAPTER III
PROMOTION OF SPECIALIST OFFICERS
3.1 The following are the Specialised Segments in the Bank:

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1. Computer Specialists recruited in Scale IV, V & VI.

Officers (Computer Audit), I.T. Officers, Officers (LAS)*
2. Security Officers
3. Law Officers
4. Economists
5. Company Secretary
6. Dealers
7. Chartered Accountants
8. Fire Officers
9. Electrical Officers
10. Architects/Engineers
11. Officers (Asset-Liability/Risk Mgmt.)
12. Marketing Officers (Retail Banking, New Initiatives and Forex)
13. Rural Development Officers
14. Official Language Officers
15. Personnel Officers
16. Technical Officers
17. Credit Officers
18. Forex Officers
3.2 Subject to para 1.11 Specialist Officers will be considered for promotion in the
respective specialised segments, depending upon the availability of vacancies.
3.3 (i) There shall be a two channeled system of promotion of Officers from JMGS-I to
MMGS-II, MMGS-II to MMGS-III, as follows:
Normal Track – To fill up 60% of vacancies identified.
Fast Track – To fill up the remaining 40% of vacancies identified.
There would be a Written Test for Promotions upto Scale III under Fast Track
in the subject covering the relevant Specialization field. However, in case the
Written Test is not found feasible due to less number of eligible candidates or
any such valid reasons, Group Discussion (in lieu of Written Test) would be
administered, with the prior approval of the Chairman and Managing Director.
The minimum qualifying marks in the written test or Group Discussions for

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promotions from JMGS-I to MMGS-II and MMGS-II to MMGS-III would be 50% in
case of General Category candidates and 45% in case of SC/ST candidates.
Further, for Promotion from Scale III to IV and Scale IV to V,

Group Discussion would be administered as provided under clause 1.8.
N.B: In case all the vacancies under Fast Track Channel are not filled up, due
to non-availability of candidates with requisite qualifications/marks, such
vacancies may be filled up through Normal Track Channel.
3.3 (ii) The Eligibility criteria for Normal Track promotions in terms of minimum
number of years of service, for promotions to the various Grades/Scales in
the Specialised Segments will be the same as laid down in para 1.3 above
read with provisions of para 1.4 and 1.9, with the exception that the
stipulation of Rural/Semi-Urban Branch service will not be applicable for
promotions to MMGS-II and MMGS-III.
The Eligibility criteria for Fast Track promotions would be as under:
[1] Minimum Service
(a) 3 years of satisfactory service in JMGS-I for promotion to

MMGS-II.
(b) 3 years of satisfactory service in MMGS-II for promotion to
MMGS-III.
[2] Appraisal Rating
promotion.
[4] Weightage for Educational Qualifications
Qualifications Marks

================================================================================
Graduation 1 mark
Certified course conducted by IIBF 1 mark each subject to a

maximum of 2 marks
Post graduation / double graduation/ 2 marks for each degree subject

BGL/ LLB/ MBA to max. of 4 marks
CAIB (I)/JAIIB 1 mark
CAIB(II)/CAIIB 2 marks
C.A/ C.F.A./ C.S./ ICWA/ Ph.D. 2 marks
N.B: The above marks are cumulative with a maximum of 10 marks from
promotions from Scale I to II and from Scale II to III; and maximum of 5
marks for promotion from Scale III to IV and from Scale IV to V .

================================================================================
[5] WEIGHTAGE
Percentage weightage for the various promotional parameters will be as

follows :
Promotion Percentage Weightage
Edu Job. Perf. Written Interview

Qlf. Resp Apprsl. Test /
Group
Discussion
Scale I to II (Fast Track) 10 -- 20 40 30
Scale I to II (Normal 10 -- 60 - 30
Track)
Scale II to III (Fast Track) 10 -- 20 40 30
Scale II to III (Normal 10 -- 60 - 30

Track)
Scale III to IV
(Merit/Fast Track) 5 -- 40 30
25
Scale IV to V (Merit 5 - 40 30
Track)
25
Scale V to VI - - 50 - 50
(i) The minimum qualifying marks in the written test or Group Discussions for
promotions from JMGS-I to MMGS-II and MMGS-II to MMGS-III would be 50% in
case of General Category candidates and 45% in case of SC/ST candidates.
(ii) Minimum qualifying marks in the group discussions for promotions from MMGS-
III to SMGS-IV and SMGS-IV to SMGS-V would be 50%.

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(iii) To become eligible for promotion, minimum qualifying marks in various

promotional parameters put together, would be 40% of aggregate.
The provision for relaxation in the minimum number of years of service as

contained in para 1.4 above will also be applicable for promotions to various
Grade/Scales in the Specialized Segments.
3.4 CONVERSION
Subject to para 1.11 as mentioned above, conversion of specialised officers to

General Banking is possible in the following circumstances:
- For specialised cadre it will be mandatory that prior to joining the main
stream cadre, the officer joining this cadre should necessarily remain in
that cadre for at least five completed years of service. Thereafter, the
officer should gain experience of at least two years in field operation, if
he has not gained the experience earlier.
- Such conversion to General Banking will be at the discretion of the

Management, subject to the concerned Officer being found suitable for
conversion by a Committee of three Executives in Top Executive Grade/
Senior Management Grade, constituted by the Chairman & Managing
Director and decision will be taken on the basis of availability of suitable
replacement in their places. The option of conversion will be available
only once in the career of an Officer.
- Officers recruited in General banking and working in the specialized

segment/functional department mentioned above and possessing
requisite qualifications/experience may also opt for conversion to
Specialised segment. Such Officers may submit their requests for
conversion in response to the Circular issued by the Bank. They will be
considered for conversion at the sole discretion of the Management.
3.5 Subject to para 1.11 seniority of a Convertee Officer in the converted

segment will be reckoned from the date of such conversion. In the case of
conversion in a batch on a common date, their seniority will be reckoned as
per the inter-se seniority in the segment prior to conversion.
3.6 In case of Convertee Officers, the services rendered by them in the segment
prior to conversion, will be reckoned for the purpose of eligibility to

================================================================================
participate in the promotion process, notwithstanding that the Officers senior
in the relative seniority list being considered ineligible for promotion for want
of minimum stipulated years of service.
CHAPTER IV
PROVISIONS RELATING TO SC/ST OFFICERS & SPORT PERSONS
4.1 (a) As per Government guidelines received from time to time.
(b) Other terms and conditions applicable to General Category Officers for the
purpose of promotion from Scale I to II and from Scale II to III will also be
applicable to Scheduled Caste/Scheduled Tribe Officers while considering
their promotions to the aforesaid Scale(s).
(c) With a view to improving chances of Scheduled Caste/Scheduled Tribe

Officers, for their promotion to MMGS II and III, the Bank will endeavour to
provide them with more opportunities for institutional and/or job training
and for attending Seminars/Symposia/Conferences. Further, it would be the
special responsibility of the immediate superior Officers of the SC/ST
Officers in JMGS-I and MMGS-II to give advice and guidance to the latter to
improve the quality of their work and efficiency.
4.2 Notwithstanding the aforesaid guidelines, an Officer employee of the Bank,

whether he/she is recruited as a Sports person or otherwise, be considered
for one out-of-turn promotion in his/her entire career, after he/she wins a
medal for the country or is awarded a National Award by the Government of
India or a prize in an individual event or in a team event as playing member
of the team in Olympics, Asiad or any other International event in which
either all the Nations are eligible to participate or a few, selected on the
basis of their performance and past record, have been invited to
participate.
If an Officer employee wins an award, prize, medal, in any other

International event, or in exceptional cases, if an Officer employee has been
continuously performing well and winning tournaments. Championships,
prizes, medals, etc. at the National Level, and the Bank considers the
Officer‘s case fit for out-of-turn promotion, the Bank may promote him/her
after seeking the views of the Bank's Sports Board.

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CHAPTER – V
APPELLATE PROCEDURE
5.1 Any Officer in and upto MMGS III, who feels that his case for promotion
to the higher Grade/Scale has not been properly dealt with, will have a
right to appeal directly to the Chairman & Managing Director/ Executive
Director within 30 days from the date of empanelment of Officers
for promotion to higher Grade/Scale. The Chairman & Managing
Director/Executive Director may constitute a Committee consisting of three
Officers not below the rank of Scale VI to process the appeal and submit to
him, their recommendations. The recommendations of the Committee
shall be placed before the Chairman & Managing Director/ Executive
Director within 60 days from the last date of submission of appeals.
The decision of the Chairman & Managing Director/Executive Director in
respect of the appeals shall be taken as final. Seniority of an Officer
selected for promotion on Appeal, shall be reckoned from the date of
promotion to the relevant higher Grade/Scale.
5.2 There shall be no appeal against the decision of the Departmental Promotion
Committee in respect of promotions from SMGS-IV to SMGS-V and SMGS-V
to TEGS-VI. However, an officer aggrieved with the decision of the
Departmental Promotion Committee, may make a representation to
the said Committee within a period of 30 days from the date on which
the promotion was announced.
The Committee as soon as it may be and in any case not later than three
months from the date of receipt of representation, consider the
representation and review or modify its earlier decision, if considered
necessary. The decision of the Committee shall be recorded in writing
and shall be placed before the Board of Directors for ratification before
being implemented.

================================================================================
5.3 There shall be no appeal against the decision of the Directors'
Promotion Committee in respect of promotions from TEGS VI to TEGS VII.
However, an officer aggrieved with the decision of the Directors'
Promotion Committee may make a representation to the said Committee
within a period of 30 days from the date on which the promotion was
announced.
The Committee, as soon as it may be and in any case not later than three
months from the date of receipt of representation, consider the
representation and review or modify its earlier decision, if considered
necessary. The decision of the Committee shall be recorded in writing and
shall be placed before the Board of Directors for ratification before being
implemented.
CHAPTER – VI
PROCEDURE WITH REFERENCE TO DISCIPLINARY / CRIMINAL
PROCEEDINGS AGAINST OFFICERS
6.1 (a)
(i) Officer on whom the minor penalty is imposed, the rigor of penalty will be
operative for one year or for one promotion process after infliction of penalty
whichever is earlier.
(ii) In respect of those officers who have been imposed punishment/ penalty
after being empanelled for promotion to higher grade scale, their names will
be struck off from the merit list and they will also not be permitted to
participate in the subsequent promotion Officers in respect of whom major
penalty has been inflicted will not be eligible to participate in the
promotion process for a period of one year from the date of infliction
of the said penalty.
(iii) process depending upon the nature of penalty imposed as mentioned herein
above (i & ii)
(iv) Where promotions are to be effected from empanelled/ waitlisted candidates

throughout the year as and when the vacancies arise, fresh clearance will be

================================================================================
sought from the concerned Dept. such as Vigilance, I.R Division etc. and in
case of denial of Vigilance / IR clearance to empanelled officers / Executive,
the promotion of officer / executive will be kept on hold till the matter is
brought to logical end and if they are completely exonerated the promotion
order will be released. However, such empanelment will be valid till the end
of the financial year for which the promotion process was conducted.
6.1 (b)
(i) The following category of Officers will be permitted to take part in the
promotion process but the findings of the Competent Authority as regards
empanelment / promotion of these Officers will be kept in Sealed Cover to
be opened after conclusion of the disciplinary case/ criminal prosecution:
(1) Officers who are under suspension;
(2) Officers in respect of whom a charge-sheet has been issued and the
disciplinary proceedings are pending;
(3) Officers in respect of whom prosecution for a criminal charge is pending.
The Competent Authority shall assess suitability of the officer coming

within the purview of the circumstances mentioned above, alongwith other
eligible candidates without taking into account the disciplinary case /
criminal prosecution pending against him.
However, if on the conclusion of the disciplinary case/criminal

prosecution, the Officer concerned is completely exonerated and in case,
he was under suspension, it is held that the suspension was wholly
unjustified, sealed cover(s) will be opened and the findings of the
Competent Authority in respect of his empanelment /promotion will be
acted upon. The Officer concerned will be empanelled on the merit list at
the place at which he would have been empanelled, but for the pending
disciplinary case / criminal prosecution. The promotion, if issued, will be
given effect to from the date it would have been otherwise effected, but
for the disciplinary case/criminal prosecution. He will be given benefit of
seniority and fixation of pay on a notional basis with reference to the date

================================================================================
on which he would have been promoted in the normal course. Provided
that, it will always be open to the General Manager (HR) / Executive
Director, in case the Officer is completely exonerated, to decide the
question whether the Officer concerned will be entitled to any arrears of
pay for the period notional promotion preceding the date of actual
promotion, and if so, to what extent, by taking into consideration all
the facts and circumstances of the disciplinary proceedings/ criminal
prosecution. Where the Authority decides not to allow arrears of salary or
any part of it, it will record its reasons for the same.
If any penalty is inflicted upon the Officer concerned as a result of

disciplinary proceedings or if he is found guilty by the Court in the
criminal prosecution, the findings in the Sealed Cover(s) would not
be acted upon. He will not be eligible for empanelment on the merit list
for promotion to higher Grade/Scale and he will also not be permitted to
participate in the subsequent promotion process for a minimum period of
one year from the date of infliction of the said penalty (other than
Censure) / court verdict whereafter only the officer would become eligible
to participate in the promotion process.
(b)(ii) After the empanelment of an Officer for promotion in the merit list, if
any of the circumstances mentioned from Sr. Nos. 1 to 3 at 6.1 (b) (i)
above arise, but before the Officer concerned is actually promoted, it
will be considered as if his case had been placed in a Sealed Cover
and accordingly procedure as applicable to Sealed Cover cases will
be followed.
(b)(iii) After the findings are kept in a sealed cover(s), if there is subsequent
promotion process(es), the Officer concerned will be eligible to
participate in such promotion process(es) and findings as regards his
suitability for empanelment / promotion will be kept in a sealed cover(s)
and procedure as explained in para 6.1 (b) (i) above, will also be
followed in respect of the subsequent sealed cover(s). On completion
of disciplinary / court proceedings, if he is to be empanelled, he will be
empanelled at the place which he would have otherwise got on the merit
list of the promotion process in respect of which first sealed cover was
prepared. He will, therefore, get preference for promotion over other
Officers empanelled on the merit list(s) of subsequent promotion process
(es).

================================================================================
(b)(iv) In case, the disciplinary case/criminal prosecution has not been

concluded even after expiry of 2 years from the date of recording of
findings in respect of Officer in whose case Sealed Cover is followed or
from the date of taking decision of withholding the promotion in
respect of an Officer whose name has been empanelled, but where
promotion is withheld, the Committee of Executives at Central Office
will review his case to consider his ad-hoc promotion, PROVIDED THE
OFFICER IS NOT UNDER SUSPENSION. The Committee of Executives will
review such cases taking into account the following aspects :
(a) Whether the promotion of the Officer will be against public interest;
(b) Whether the charges are grave enough to warrant continued denial of
promotion;
(c) Whether there is any likelihood of the case coming to a conclusion

in the near future;
(d) Whether the delay in the finalisation of proceedings, departmental or in

a court of law, is not directly or indirectly, attributable to the
Officer concerned; and
(e) Whether there is any likelihood of misuse of official position which

the Officer may occupy after ad-hoc promotion, which may
adversely affect the conduct of the departmental case / criminal
prosecution.
The Competent Authority should make its assessment on the basis of

totality of the individual's record of service without taking into account
the pending disciplinary case / criminal prosecution against him.
The promotion of an Officer on purely ad-hoc basis as above shall not

confer on him any right for regular promotion. As such, ad-hoc
promotion will always be with prospective date, i.e. the date on which

================================================================================
the Committee of Executives has cleared his case for ad-hoc
promotion. Promotion can be cancelled by the Management and the
concerned Officer can be reverted to his earlier Grade/Scale from
which he was promoted at any time.
If the concerned Officer is acquitted in the criminal prosecution on the

merits of the case or is fully exonerated in the departmental proceedings,
the ad-hoc promotion already made may be confirmed and the
promotion be treated as a regular one from the date of ad-hoc
promotion with all attendant benefits. In case the Officer would have
normally got his regular promotion from the date prior to the date of his
ad-hoc promotion with reference to his placement in the D.P.C.
proceedings kept in the Sealed Cover(s) and the actual date of
promotion of the person ranked immediately junior to him by the same
D.P.C., he would also be allowed his due seniority and benefit of
notional promotion as envisaged in para 6.1 (b) (i) above.
In case of infliction of any penalty or when the Officer concerned is not

acquitted in the criminal proceedings, the ad-hoc promotion will be
brought to an end and the Officer concerned will be reverted to his
previous Grade/Scale from which he was promoted on ad-hoc basis. He
will not be eligible for empanelment on the merit list for promotion to
higher Grade/ Scale and he will also not be permitted to participate in
the subsequent process for a minimum period of one year from the date
of infliction of the said penalty (other than Censure) whereafter only the
officer would become eligible to participate in the promotion process. In
respect of Officer empanelled in the merit list, his name will also be
struck off from the merit list.
If the Officer is not acquitted on merits in the criminal prosecution, but

purely on technical grounds and the Government/Bank either proposes to
take up the matter to higher Court/to proceed against him
departmentally or if the Officer is not exonerated in the departmental
proceedings, the ad-hoc promotion granted to him should be brought
to an end.

================================================================================
(b)(v) Where acquittal by the Court is made on technical grounds, if the
Government / Bank does not propose to go in for appeal to higher Court
and the Bank also does not propose to take further disciplinary action, the
case will be dealt with, in the same manner as spelt out in para 6.1 (b)
(iv) above, as if the Officer has been acquitted by the Court on merit.
(b)(vi) The Committee of Executives referred in para 6.1 (b) above, shall be
the Committee appointed by the Chairman & Managing Director for this
purpose from time to time. The Committee will consist of three Officers
who will not be below the rank than that of an Officer categorised in Scale
V.
(b)(vii) The Competent Authority referred in para 6.1 (b) shall be the Competent
Authority as defined in 1.10 under head ‗Interview Panels and Competent
Authority for promotion to various scales‘
(b)(viii) There shall be six-monthly review of Sealed Cover cases, covering inter-
alia the following aspects, by the Managing Director;
(1) Progress made in the disciplinary proceedings / criminal prosecution;

and
(2) Further measures to be taken to expedite their completion.
If as a result of the above, it is felt that there is no case for taking action
against the officer concerned, the Sealed Cover may be opened and he
may be given his due promotion with reference to the position assigned by
the D.P.C.
CHAPTER VII
MISCELLANEOUS PROVISIONS
7.1 REFUSAL TO ACCEPT PROMOTION :
―no refusal/reversion will be allowed once the officer is promoted to next

higher Grade/Scale. However, if an officer who participates in a promotion

================================================================================
process and is selected for promotion, expresses his/her unwillingness to
accept the promotion within 7 days of the publication of results due to
exceptional circumstances i.e. Hospitalization between appearance for
interview and publication of results for major ailments of
self/spouse/children which need prolonged treatment and if the same is
accepted by competent Authority i.e. General Manager (HR), he shall be
debarred from further promotion for a period of one year from the date of
such refusal.( SC 6537 Dt 25.01.2017)
Note :-now the online transfer request facility for general and specialist officers
available through Union Parivar (SC:6530 dt 11.01.2017; SC:6583 dt
20.03.2017)
7.2 SUBMISSION OF ASSETS & LIABILITIES RETURNS
An Officer who has not submitted the return of his Assets & Liabilities as
required under Regulation 20 of Union Bank of India Officer Employees‘
(Conduct) Regulation, 1976 will be considered ineligible for promotion despite
the fact that he may have been empanelled on the merit list. He will, however,
be eligible for promotion, provided he submits the return of Assets &
Liabilities, within the validity period of the relevant merit list.
7.3 FITMENT ON PROMOTION
Fitment of Officers on promotion from one Scale to another will be as per the
guidelines received from the Government of India/Indian Banks' Association
from time to time.
7.4 Notwithstanding anything contained hereinabove or in any of Chapters on this

policy -
(a) Creation of new or additional posts in any Grade/Scale or filling up

vacancies in such posts or in existing posts (in any Grade/Scale) as a
consequence of retirement, resignation, termination, cessation in employment,
transfer, demotion, promotion, etc. of the permanent incumbent will not be
automatic and will be done at the discretion of the Management.
(b) Abolition of existing posts in any Grade/Scale will be done at the discretion of
the Management.

================================================================================
7.5 If any question arises as to the application or interpretation of any of paras
under this Policy, it shall be referred to the General Manager (HR) for
clarification.
7.6 The Board reserves its right to change, alter, amend or vary from time to time,
any rule or rules incorporated herein.
2. SCALES OF PAY & FITMENT ON PROMOTION
FITMENT OF PAY TO OFFICERS ON PROMOTION FROM ONE SCALE TO NEXT HIGHER

SCALE (SC NO. 5800 DATED 13/10/2011 & CO/IRD/140/2011 DATED
11/11/2012:6508 DT 19.12.2016)
Staff circular No 6289 dated 30.12.2015
The Board of Directors in their meeting held on 07.12.2015 have approved

implementation of the revised fitment formula given by the IBA for Officers on
promotion to higher scale upto TEGS VII on or after 01/11/2012, as under.
The IBA has forwarded a chart giving fitment of pay on promotion for
Officers in all Scales upto TEGS-VII based on the principles of calculation of
fitment of pay as contained in the fitment formula. This fitment chart will
be useful to our Field Functionaries as a ready reckoner for awarding
fitment of pay to Officers on their promotions. This chart will bring
uniformity in interpretation of fitment procedure across all the NROs/ ROs
Fitment Chart on Promotion for Officers Promoted from one Scale to another Scale on
or after 01/11/2012.
A) Fitment chart on promotion for officers promoted from scale I to scale II

Stage Scale I Scale II
1 23700
2 24680
3 25660
4 26640
5 27620
6 28600

================================================================================
7 29580
8 30560 31705
9 31705 32850
10 32850 34160
11 34160 35470
12 35470 36780
13 36780 38090
14 38090 39400
15 39400 40710
16 40710 42020
17 42020 43330
+ 43330 44640
+ 44640 45950
+ 45950 47260
++ 47260 48570
++ 48570 50030
++ 50030 51490
++ 51490 51490
+ sliding
++ stagnation increments
B) Fitment chart on promotion for officers promoted from scale II to scale III
Stage Scale II Scale III
1 31705
2 32850
3 34160
4 35470
5 36780
6 38090
7 39400

================================================================================
8 40710 42020
9 42020 43330
10 43330 44640
11 44640 45950
12 45950 47260
+ 47260 48570
+ 48570 50030
+ 50030 51490
+ 51490 51490
++ 52950 52950
++ 54410 54410
++ 55870 55870
++ 57330 57330
Note : Those who are getting promoted to scale III after reaching the basic pay of
Rs. 55870/ and 57330/-,their next stagnation increment will be released on the
date it was due in earlier grade
+ sliding
C) Fitment chart on promotion for officers promoted from scale III to scale IV
Stage Scale III Scale IV
1 42020
2 43330
3 44640
4 45950 50030
5 47260 51490
6 48570 52950
7 50030 54410
8 51490 55870

================================================================================
++ 52950 57520
++ 54410 59170
++ 55870 59170
++ 57330 59170
++ 58790 59170
D) Fitment chart on promotion for officers promoted from scaleIV to scaleIV

Stage Scale IV Scale V
1 50030 59170
2 51490 59170
3 52950 59170
4 54410 59170
5 55870 60820
6 57520 62470
7 59170 64270
++ 60820 66070
E) Fitment chart on promotion for officers promoted from scale V to scale VI

Stage Scale V Scale VI
1 59170 68680
2 60820 68680
3 62470 68680
4 64270 70640
5 66070 72600
F) Fitment chart on promotion for officers promoted from scale VI to scale VII
Stage Scale VI Scale VII

================================================================================
1 68680 76520
2 70640 76520
3 72600 76520
4 74560 78640
5 76520 80760
Procedure of fitment of pay of officers on promotion from one scale to another:
1. At the time of fitment of an officer on promotion to the higher scale of pay, the
number of increments he would have/ had earned i.e. one increment each for
passing JAIIB/CAIIB examination, as the case may be, shall be first reduced from
the existing pay of the concerned officer prior to his fitment in the higher scale of
pay on promotion. If, however, the officer is at maximum of the scale, the
following procedure should be adopted:
 If the stagnation at the maximum of the scale is less than one year, the
officer would not be drawing any Professional Qualification Pay. Then the
number of increments i.e. one increment for JAIIB/CAIIB, as the case may
be, included in his Basic Pay shall be reduced in the existing scale.
 If the stagnation at the maximum of the scale is for a year or more but for
less than 2 years, the officer would be drawing a Professional Qualification
Pay of Rs.670/-p.m. In such cases, if he had passed both JAIIB/CAIIB before
the date of promotion, then one increment shall be reduced in the existing
scale. If, however, such PQP of Rs.670/- p.m. is for JAIIB only, then no
increment need be reduced from the existing scale.
2. If the stagnation at the maximum of the scale is for 2 years or more, the
officer who has passed both JAIIB/CAIIB before the date of promotion, would be
drawing a PQP of Rs.1680/-p.m. In this case, there would be no scope for
reducing the increments for JAIIB/CAIIB as even without CAIIB increments the
officer would be at the maximum of the scale.

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Note: The purpose of the above exercise is to determine as to what stage of scale
of pay the officer would have been, had he not been granted increments for
passing JAIIB/CAIIB
3.After effecting the above adjustments, the fitment of Basic Pay in the promoted
scale will be made as per the fitment chart enclosed. The fixation so arrived at
will be the Basic Pay in the promoted scale as on date of promotion.
4.After such fitment in the higher scale of pay one or two increments shall be
added to the Basic Pay so fixed in respect of JAIIB/CAIIB, as the case may be. If,
however, no increments are available in the scale, or only one increment is
available in the scale, after allowing the available increments, the officer shall be
allowed PQP in lieu of such remaining increments, if any.
5.Normally, where an officer is promoted form one scale to another, the date of
his increment shall be the anniversary date in the previous scale of pay. Where
however, an officer has reached the maximum in the previous (pre-promoted)
scale of pay or on promotion gets an increase in the Basic Pay equivalent to 2 or
more increments in the previous (pre-promoted) scale of pay, the date of
increment shall be the anniversary date of promotion. However, if the basic Pay
after reduction of JAIIB/CAIIB increments is not at the maximum, then the date of
increment shall be the anniversary date of the last increment. Provided further
that if an officer who is in Scale I, II or III is promoted to higher scale after
reaching the maximum in the previous (pre-promoted) scale of pay but before
drawing stagnation increment, the date of his increment in the higher scale shall
be the anniversary date of promotion or due date of stagnation increment in the
previous (pre-promoted) scale whichever is earlier.
6.In the case of officer in scale I and II promoted after moving into higher scale II
and III because of stagnation movement, the notional increment to be added shall
be the increment drawn by him on the date of promotion and the next and
subsequent increment shall be on the anniversary date on which the member has
drawn his increment in the previous scale.

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7.Promotees who are drawing Fixed Personal Pay in terms of Settlement dated
25.05.2015 may continue to draw the same quantum of FPA even after promotion
which shall remain unaltered till revised.(please refer to IBA circular no CIR/HR &
IR/90/665/E12/2010-11/1416 dated 30.9.10)
Fitment of pay on promotion to officers and award staff( SC6508 DT 19.12.2016)
A new set up has been made in Union Parivar for release of fitment to Officers and
Award Staff on promotion up to scale VI. In view of the new setup in place, it has
been decided to discontinue the existing practice of calculation of fitment manually.
On the release of Promotion lists by HR department Central Office, all Regional

offices will be required to send the list of promotes along with Scale wise
confirmation to shared service center on the points mentioned below within 3 days of
release of the list so as to enable shared service Centre to start the process of fitment
at their level. The confirmation is to be sent on the format attached herewith
(annexure-I)
Educational and professional Qualification, especially JAIIB/CAIIB and PQP details

have been updated in Union Parivar.
All pending/old increments have been released.
Month of Increment prior to promotion has been correctly mentioned in Union Parivar.
Old punishment, if any and wherever the period of punishment is over, the required
effect have been given in Union Parivar.
In case of any discrepancy, the same must be rectified by respective Regional Office
before giving confirmation.
It has been decided that for the initial six months, the report generated by Union
Parivar help desk having details like Employee No, name, RO, CAIIB status, Basic
pay/FPP/PQP drawn prior and after the new fitment will be shared with respective
Regional Offices by Shared Service Centre for verification. HR Department in Regional
Offices will do the fitment manually on Parallel basis and match it with the fitment
given by the Shared Service Centre. They should confirm the correctness or other wise
of the same to Shared service Centre within 7 days of receipt thereof. During
verification,HR department has to verify the following:

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Employee has been fitted at the correct step of Basic Pay in new scale.
In case employee is having educational /professional qualification as JAIIB/CAIIB the

same has been taken care of while fixing him in new scale of pay and release of PQP I
or II any, is as per the extant guidelines of the bank for pay fitment on promotion.
Month of increment has been correctly worked out for release of next increment in
the new scale.
While verifying the above, HR officers will once again ensure that there is no change
in the confirmation given by them earlier to shared service Centre with regard to the
following:
Educational and professional Qualification, especially with regard to JAIIB/CAIIB and

PQP details were accurately captured in Union Parivar.
All regular/pending/stagnation increments, if any which had become due prior to

promotion of officer were released prior to carrying out fitment exercise.
Month of increment prior to promotion was correctly mentioned in Union Parivar.
Effect of any old punishment and wherever the period of punishment is over, has
been duly affected. Prior to doing the fitment in new scale.
Please note that the new system will start from current promotion process for any
query regarding fitment, staff members may contact the following IP/Telephone
NO/Mail IDs
Senior Manager : Mr B.N. DAPHALAPURKAR, IP - 110855
MAIL:bandaphalpurkar@unionbankofindia.com
Chief Manager : MS K.P. PREETHI
Tel no 022-22154367, 22178829
Mail: kp.preethi@unionbankofindia.com
AGM : Mr M.Santhosh Babu
Tel No 022-22178801, 22154366
IP 110853, mail:santhosh.babu@unionbankofindia.com
Email ID for CC : sharedservice@unionbankofindia.com

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3.TRANSFER POLICY FOR OFFICERS
[Staff Circular No.5908 dated 24.09.2012 & SC 6498 dated 15.12.2016]
1 Objectives of Transfer Policy:
1.1 The Transfer Policy is framed to achieve the following objectives:
(i) Transfers are required for various business reasons, like exposure to
banking at various locations, to reasonably rotate officers from one
station to another, to prevent frauds, to fulfill the needs of various
locations, to enable the officer to gain required rural/semi urban
experience or on compassionate grounds, to align to the Bank‘s
Policy/philosophy of encouraging broad based skills in its officers
and to meet various administrative exigencies.
(ii) The objective of the Transfer Policy is to outline the guidelines for
transfers in the Bank in order to meet the business needs. It will
be the Bank‘s endeavor to align to the officers‘ needs and make
the Transfer Policy helpful to their career progression in the
Organization.
(iii) This revised Transfer Policy for Officers will be effective from
15.12.2016
2 Eligibility:
2.1 Transfers of all permanent officers from JMGS-I to MMGS-III will be governed by
this Policy. Accordingly, ―Officer‖ for the purpose of this shall only mean any officer
presently working in JMGS-I to MMGS-III.
3 Key Terms:
3.1. Parent State:

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-Parent State is the State from where an Officer has been transferred either on
promotion, for meeting Bank‘s exigencies, to have required rural/semi-urban
experience to gain eligibility for promotion, synchronization of grades/posts or on
compassionate grounds.
-In case of directly recruited Officers, the parent State means the State to which he
has sought first request transfer and posted thereat. In the alternative, if the directly
recruited Officer has not given his request for transfer outside his present State, the
present State becomes a parent State in such a case.
3.2 State
The term ‗State‘ will mean geographical area as defined or determined by the
Government of India from time to time. A centrally administered area or Union
Territory will also be treated as a separate State for the purpose of this Policy.
However, looking to Bank‘s branch network and other operational constraints
hampering the mobility of the officers, following exceptions shall be made, in order
to give a good exposure to the officers, only for the purpose of this Policy:
-All states in North Eastern Region will be treated as one unit looking to the poor
network of branches and less possibility/ chances of job rotation in the said Region.
-Pondicherry City and suburbs will be deemed to be a unit of Tamil Nadu and Mahe
will be deemed to be unit of Kerala State.
-Entire area of NCR (National Capital Region) under the jurisdiction of Regional
Office, New Delhi will be treated as same unit.
-Chandigarh, for the time being will be treated as a unit within the State of Haryana.
-Diu, Daman, Dadra & Nagar Haveli will be deemed to be unit of Gujarat State.

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-Greater Mumbai which includes branches/offices in Greater Mumbai, Thane & Raigad
Districts and rest of Maharashtra will be treated as separate Units except in case of
rotation transfers, as defined in this Policy.
3.3 Zone
The term Zone will mean geographical area as defined in Staff circular no 5934 dated
27.12.2012 or determined by the Bank from time to time.
4 Key Policy Clauses
Below are the key policy clauses applicable to the officers governed under this Policy:
4.1 It may be noted that these clauses are subject to amendments as advised by
RBI/Government guidelines which may be received from time to time.
4.2 Nothing mentioned in the Policy shall restrict the scope of any of the provisions of
Union Bank of India (Officers‘) Service Regulations, 1979, Union Bank of India Officer
Employees‘ (Discipline & Appeal) Regulations, 1976, Union Bank of India Officer
Employees‘ (Conduct) Regulations, 1976, all amended from time to time and/or
guidelines/rules formulated from time to time by the Bank in connection with
posting/deployment/ rotation of officer employees upto MMGS-III. The Bank will be
free to transfer any officer anywhere in the country to meet its exigencies.
Notwithstanding anything contained in this Policy, the Bank reserves its right to
retain/transfer any officer, entirely at its discretion.
4.3 Transfers in the Bank will be effected normally on account of the following:
-On promotion.
-On job rotation
-For meeting exigencies of the Bank
- Due to synchronization of grades/posts
- to enable the officer to acquire eligibility of rural/ semi-urban experience
for promotion
-On compassionate grounds

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4.4 Transfer on Promotion
4.4 (i) Save for exigencies, promotions will be effected in a lot, depending upon the
number of vacancies identified in higher grade/scale.
4.4 (ii) On promotion, every officer will be posted outside the Zone. However ,the
officers who have residual service of 3 years or less will be placed within the zone as
per the availability of vacancies. The cut-off date for calculating the residual service
will be 1st April of the respective financial year.
4.4 (iii) Vacancies identified in the higher grade/scale in the State/Zone will be first
filled by transferring back the officers who have completed minimum 3 years of
service/posting out of their parent State/Zone on promotion/transfer or rural/semi-
urban postings or synchronization of grade/ scale or otherwise. Such officers will be
transferred back to their parent State/Zone , in the order of their date of reporting in
the state/zone , where they were transferred on promotion, rural/semi urban posting
etc.
4.4 (iv) Officer transferred from one State /Zone to another State/Zone on promotion
will be eligible for repatriation after completion of 3 years subject to the availability
of vacancies.
4.4 (v) In the event of non-availability of vacancies in a State/Zone, officers who

have completed 3 years of service outside the State/Zone on promotion will be
transferred back to their parent State/Zone and will replace equal number of officers
of their grade/scale who have been working in the state for a longer period. The
officers who are so transferred to replace the incoming officers will be re-transferred
back to their parent State/Zone after completion of 3 years of service outside their
parent State/Zone, in the order of their date of reporting in the State/Zone where
they are so transferred.

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4.4 (vi) If an officer who is transferred on promotion out of his/her parent State/Zone
gets promoted to next higher Grade/Scale during his/her stay outside the parent
State/Zone, he/she will lose his/her eligibility for repatriation and his her posting will
be decided as per the exigencies of the bank. However ,he/she will be eligible for
repatriation to his/her parent State/Zone after completion of 3 years in the new
Grade/Scale, as the case may be .Similarly ,the request transfer of officers other than
the above from one Region/Zone to another Region/Zone will also get automatically
cancelled on promotion to next Grade/Scale.
4.4 (vii) Having applied and participated in the Promotion process an employee does
not have the right to refuse promotion. However if an officer ,within 7 days of the
publication of the result ,expresses his/her unwillingness to accept the promotion due
to exceptional circumstances i.e. hospitalization for major ailments of
self/spouse/children which need prolonged treatment, between appearance for
interview and publication of result, the same may be approved by GM (HR) on merit.
Once the posting order on promotion are issued/published , no refusal of any kind will
be considered.
Rotation Transfer
4.5 (i) The Bank will be free to transfer any officer, anywhere in the country to meet
its exigencies.
4.5(ii) Every officer will be liable to be transferred from one branch/office to another
branch/office, once in 3 years, within the Region. In the case of administrative
offices, duration of retention may be upto 5 years. It is further clarified that the
officers may be transferred from branch/office before the period of 3 /5 years also,
depending upon the business needs of the Bank.
4.5(iii) All officers who have completed 10 6 years in a particular Region will be
rotated, inter-Region, within the Zone. The male/female officers who have reached
the age of 54/52 years respectively and have already served in the region

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continuously for 6 years and more as of 1st April of respective financial year are
subjected to job rotation
4.5(iv) It is further clarified that for the sake of job rotation, officers working in
Mumbai Zone for 6 years and more in the Officer cadre, will be transferred
anywhere in the State of Maharashtra. As far as possible, longer stay will be taken
into account while effecting such transfers.
4.5(v) It is also clarified that Officers working in Delhi State (RO Delhi South &
Regional Office Delhi North )for 6 years and more, in the officer cadre, will be
transferred to other Regions under the jurisdiction of Delhi Zone. As far as possible,
longer stay will be taken into account, while effecting such transfer.
4.5(vi) In case request transfer of officers other than on normal transfer exercise is
considered by the Competent Authority, the concerned officer will not be entitled to
TE/TA/DA and transfer expenses/joining time etc. and he/she will have to carry out
the transfer at his/her own expenses.
4.6 Rural and Semi Urban Services
To provide critical experience for officers up to Scale III, they should have at least
one stint of 2 - 3 years in rural and semi urban location as required, as per
Government guidelines, as enumerated in the Promotion Policy.
4.7 Transfer on compassionate grounds
The Bank, at its sole discretion, may consider transfer application cases, on
compassionate grounds independent of the transfer process applicable in the above
clauses. This will only include cases where the parent/s, spouse and children of the
officer or the officer himself/herself need medical assistance, thereby requiring
transfer to a particular location having medical facilities.

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The officers in such cases can make an application in writing to the concerned
Regional Office / Central Office and present their case. Based on the merit of the
case, the decision to transfer an officer will be taken and it will be at the sole
discretion of the Management.
4.8 Transfer of directly recruited officers
Directly recruited officers in Scale I to Scale III need to complete 3 years of service in
the State where they have initially joined, before becoming eligible to move outside
the State. Applications for such transfers will be considered solely at the discretion
of the Bank, as per exigencies and availability of vacancies/ substitutes. However,
transfers on compassionate grounds for directly recruited officers who have not
completed 3 years, will be considered only on the ground of major ailments, at the
discretion of the Bank.
4.9 Transfer request on the ground of separation from spouse:
4.9.(i) A female officer can apply for transfer to join her husband after marriage or
due to transfer of her husband from the present location. Such request may be
considered at the sole discretion of the Management, subject to vacancies being
available in the respective location. However, the lady officer will not be exempted
from transfer as contained in para 4.4.(ii) on the ground that it will amount to
separation from her husband and she has to carry out the transfer.
4.9 (ii) The transfer on separation of spouse ground is allowed only twice in her entire
career and there should be minimum gap of 3 years between two such transfers. The
exercise of accepting transfer on separation of spouse ground will be conducted once
in a year, preferably in the month of April / May.
4.10 Re-transfer of Officers posted in North Eastern Region under Incentive Scheme of
the Government:

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Such Officers will be transferred back to their parent state within a period of 2-3
years.
4.11 Person with Disability:

Notwithstanding anything mentioned hereinabove, physically challenged Officers, who
are in receipt of conveyance allowance as per Government guidelines, would normally
be exempted from routine periodical transfers outside the Station, subject to
administrative exigencies. Such Officers would not be normally transferred, even on
promotion, if a vacancy exists in any of the Offices/Branches/Towns/Cities. When
the transfer of physically challenged Officers becomes inevitable on promotion or
otherwise, to a place other than their original place of appointment, due to non-
availability of vacancy, it would be ensured that such Officers are kept nearest to
their original place of posting and in any case, not transferred to far off or remote
places.
4.12 Sports Person
Notwithstanding anything contained hereinabove, only those sports persons who
regularly take active part in sports events at State/National/International level will
be retained in the present Zone on promotion subject to certification by the
FGMO/RO.
4.13 All Government guidelines in respect of transfers of SC/ST Officers will be

observed.
4.14 Transfers of physically challenged employees on compassionate grounds and

transfer requests on grounds of separation from spouse will have precedence over
other transfers without affecting Bank‘s right to transfer /retain the officer arising
out of Bank‘s exigencies and the same will be considered during the annual
transfer exercise.
5 TRANSFER OF SPECIALIST OFFICERS(SCALE I to III)

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The concerned vertical Heads will undertake annual exercise of recommending
transfer/posting on promotion /job rotation of specialist officers, keeping in mind
the broad guidelines of Transfer Policy as applicable to General Banking Officers.
6 Effective Transfer Management
Bank will take steps to make transfer process more smooth and structured. Transfer
process will be completed by 30th June to cause minimum disruption to the officers‘
children‘s academic year.
It will be ensured that transfer orders are not kept pending without any cogent
reason, in order to make the transfer process more effective.
7 Bringing any outside influence by an Officer to further his /her transfer /

cancellation of transfer issued to him/her will amount to breach of Regulation 12 of
Union Bank of India Officer Employees‘ (Conduct) Regulations, 1976 as amended from
time to time and may invite appropriate action therefor.
8 All Officers of the Bank shall have to stay at the place of their postings until and
unless permitted otherwise. In case of Branch Managers, such permission will be
granted by the Zonal Head and for other Officers, the same will be given by Regional
Head.
9 This policy will be reviewed after 3 years to meet the exigencies and needs of the
Bank as per the circumstances prevailing at relevant time.
10 The Bank reserves its right to amend, vary or rescind all or any of the clauses of
this Policy at any point of time without assigning any reason.

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5
Loans & Advances

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1.STAFF LOANS [For Officers]
STAFF HOUSING LOAN
[Staffcircular nos. 3691 dated 31st January, 1991, Staff Circular no. 3869 dated
01.06 1992 ,Staff Circular No.5663 dated 19th April 2010, SC No.5728 dated 28th
January 2011,Staff Cir No.6160 dated 15.01.2015,SC 6234 dated 28.08.2015 & SC 6244
dated 18.09.2015,SC 6585 dated 22.03.2017]
The salient features of the amendments to existing Housing Loan Scheme are as under
[ SC 6585 dated 22.03.2017]
1.Quantum / Limit of Loan:
Category of staff Existing Limit Revised Limit
Officers- TEGS-VII Rs. 60 lacs Rs.75 lacs
-TEGS-V&VI Rs.60 lacs Rs 70 lacs

-SMGS-IV Rs 40 lacs Rs 50 lacs
-MMGS-I,II & III Rs 40 lacs Rs 45 lacs
2. Rate of Interest: 6.5 % (simple) upto Rs.40.00 lacs

7.0% (simple) above RS. 40.00 lacs
The condition of 5 years of minimum remaining service for sanction of staff housing
loan for acquiring 1st or 2nd House and getting benefit of extended repayment
schedule beyond retirement up to age of 70 years has been removed. However, to
avail the above facility, an employee has to fulfill any one of the following conditions:
A) Ready to move House/Flat: In case where EM can be created instantly, housing loan
can be considered up to 3 months prior to retirement of the employee.

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B) Under-construction Flat by the Builder: Where EM cannot be created instantly on
the prime security, employee has to provide alternate collateral security of the
equivalent value for the interim period.
C) Construction of house on the plot already owned by the employee: The
disbursement will be allowed after creation of EM on the plot already owned by the
employee and the construction thereon must be completed within 1 year or before
retirement, whichever is earlier .No disbursement of loan for construction after
retirement.
3.Revised Loan composition ratio for purchase of plot/land & construction is 45:55
4.Revised Principal/Interest Recovery period:

Repayment Period Revised Ratio
Loan availed beyond 20 years of repayment schedule 2:1
Loan availed upto 20 years of repayment schedule 3:1
5.General conditions:
Due to enhancement in the staff housing loan limits, an employee may avail
difference amount on the following conditions:
a) Union Home loan availed by a staff member for a house property over and above
the existing Staff Housing Loan limit will be eligible for conversion.
b) For extension of existing dwelling unit constructed out of Staff housing Loan
c) In cases where sanction is done and disbursement is underway enhanced limit may
be considered as under:
i) Where the cost of house/flat is more than the limit already sanctioned
ii) Where cost of constructions as per the original estimates submitted at the
time of application is more than the limit already sanctioned.
iii) While considering the sanction of difference amount, required margin
contribution by the staff to be ensured.

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However ,in no way ,the difference amount of housing loan will be allowed for
reimbursement to the employee or to person from where employee has arranged
funds from own source/friends/relatives/credit societies etc. for payment of balance
amount /completion of construction of unit.
[ SC 6160 dated 15.01.2015]
1.Purpose: Staff Housing Loan can be granted for -
i. Constructing of a new house on existing plot of land.

ii. Purchasing a plot of land and constructing a house thereon.
iii. Purchasing the ready built house or flat. In case of old house/flat, the
estimated future life of the house should be at least 10 years more than the
period in which the loan is to be repaid.
iv. For enlarging the accommodation of an existing house.
v. Purchasing a plot of land under co-operative schemes and building a house
where title will vest on the employees after the house is built.
vi. Purchasing of house/flat under self-financing housing scheme and co-operative
group housing societies.
2.Repayment Schedule:
Recovery to start 2 years after first disbursement or 6 months after completion of
house whichever is earlier
3.Repayment Capacity:
Total deductions should not exceed 60% of the gross salary including interest on COD
and instalments of proposed loan.
In case of Union Bank Co-operative Credit Society Loan is availed by the employee,
the total deductions after sanction of Housing Loan under this scheme shall not
exceed 75% from the monthly emoluments payable to the employee.
[Staff circular 6234 dated 28.08.2015]

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 Benefit of extended repayment period beyond retirement upto 70 years will be
applicable to the staff housing loan sanctioned/converted under modified staff
housing loan scheme circulated vide SC 6160 dated 15.01.2015
 Total repayment period of staff housing loan cannot be extended beyond 360
months (principal & interest) or 70 years whichever is less
 In such cases where repayment period is extended beyond repayment i.e 70
years of the age ,employee may opt for tapering of instalments depending upon
his repay capacity and permit the bank to deduct higher instalment than the
regular instalments fixed as per the repayment schedule for the period during
his employment in the bank i.e up to the age of 60 years so as to reduce the
quantum of instalments in his post retirement period .however in any case one
month prior to retirement of the employee the quantum of instalment will be
reviewed by regional head where the employee is last posted depending upon
his repaying capacity. In this process the major thrust will be given to be
pension to be drawn by the employee concern after commutation of his
pension. In such eventuality taking into account of the pension
payable to the employee after commutation new quantum of instalments
equivalent to 50% of pension after commutation will be drawn for next 120
months and the employee will be required to repay the excess outstanding in
his housing loan account from his own funds/ terminal benefits, if any payable
to him like pension commutation, own PF contribution, gratuity, leave
encashment etc.
 This facility of repayment up to the age of 70 years will not be available to
employees who take VRS/resign from the bank‘s service, before attaining the
age of superannuation and they shall have to liquidate the entire staff housing
loan outstanding at the time of their resignation / VRS. for such employees (
who take VRS/Resignation) their loan outstanding can be considered for being
taken over into a union home loan by competent authority, on a case to case
basis as per eligibility and terms and conditions of the union home loan scheme
 In all such cases where the repayment period extends beyond retirement, the
benefit of staff rate and other terms and conditions of staff housing loan
account like simple interest shall continue to be available to the employee
after his superannuation also ,maximum up to the age of 70 years, as specified
 immediate legal heir shall be taken as guarantor in the loan
Consideration of spouse income for repaying capacity:

For the purpose of calculation of repaying capacity the income of spouse can be
considered if the spouse is government employee or in the service of private

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organisation for which sufficient income proof has been provided or an income tax
payee for nearly 5 years with regular source of income .
Repayment period beyond retirement upto 70 years [Staff Circular No.6244 Dated
18th September, 2015]
 Attention of all concerned is invited to Staff Circular No. 6160 dated

15.01.2015 and Staff Circular No. 6234 dated 28.08.2015. In this connection, it
is clarified that
 All Staff Housing Loans sanctioned after issuance of Staff Circular No. 6160
dated 15.01.2015 will be eligible for extending the repayment period beyond
retirement of staff member upto 70 years of age subject to maximum 360
monthly installments.
 In cases, where employee has availed housing loan under Union Home Scheme
either for acquisition of 2nd house or to bridge the shortfall while acquiring
1st house, prior to the issuance of SC 6160 dated 15.01.2015 and has now
requested for conversion of above housing loan to Staff Housing Loan, benefit
of extension of-repayment period beyond retirement of staff members upto 70
years of age, may be extended, even if it was not availed earlier in Union
Home Loan Scheme and now requested by staff while seeking conversion to
staff housing loan.
 However, facility of extension of repayment period upto the age of 70 years,

shall not be available in cases where staff member has availed housing loan
under Staff Housing Loan prior to issuance of Staff Circular No. 6160 dated
15.01.2015.
 Please note that in no case maximum repayment period shall exceed 360
monthly installments (i.e. a period of 30 years).
Conversion of Commercial Housing Loan/Union Home Loan:
If the employee has availed commercial housing loan or loan under Union Home
Scheme to bridge the shortfall in cost of house and housing loan sanctioned/availed
under existing scheme, the said commercial loan can be converted to Staff Housing
Loan to the extent of difference between earlier loan availed and eligible revised

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limit taking into account his net take home salary with extended repayment period as
above.
Interim Security:
In case of flat/house which is under construction, interim security in the form of third
party guarantee of sufficient means shall be provided by the employee till the
construction is completed/possession obtained and Equitable Mortgage thereof
created.
LOAN FOR REPAIRS / RENOVATION:
1. QUANTUM / LIMIT OF LOAN:
Category of Staff Existing Limit Revised Limit (*)

Officers Rs.4.00 lacs Rs.10.00 lacs
(* ) Actual eligibility will be subject to maximum permissible deduction i.e. 60% of

Gross Salary including notional interest on OD and proposed installments for
Housing Loan to be sanctioned.
2. Repayment:
240 Monthly installments or remaining years of service whichever is less. Recovery

of principal and interest shall be in the ratio of 3:1.
3. Margin : 25%
4. Rate of Interest: Base Rate or 8% (simple) whichever is lower.
5. OTHER PROVISIONS:
The Officer / employee or his/her spouse should not already own a house in the
town / urban agglomeration where the house / flat is proposed to be
constructed/acquired.
The employees, who have availed regular Housing Loan as per earlier scheme but
construction/ purchase of house is incomplete, they may be allowed to opt for the

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Housing Loan under the revised scheme. In such case, the employee will be eligible
for difference:
(i) Between the Housing Loan sanctioned earlier and the estimate then submitted
(ii) Between the Housing Loan sanctioned earlier and revised limit under this scheme -
whichever is lower (subject to maintenance of requisite margin).
The Housing Loan as per revised limits may also be sanctioned in following cases:
(i) For change of security when an existing house/flat purchased out of Staff Housing
Loan as per existing scheme is sold to acquire bigger accommodation. The loan to be
sanctioned will be restricted to the extent of difference between the purchase price
of new house and sale price of old house or difference between the revised limit and
old loan sanctioned, whichever is lower.
(ii) For enlarging/ extending the existing house acquired by availing Staff Housing
Loan.
The revised Housing Loan limit for repairs/renovations shall be extended to
employees who had either availed Staff Housing Loan or Union Home Loan or both the
loans for purchase of a house/ flat subject to completion of 7 years from the date of
availing the Housing Loan.
However, the Management reserves its right to change / amend any of the terms and
conditions as and when it is felt necessary.
STAFF HOUSING LOAN FOR OFFICERS
(Only important applicable points given here from Staff Circular No.5663 dated 19th
April 2010 and Staff Circular No.5728 dated 28th January)
1.Objective:
The objective of the scheme is to assist an officer of the Bank to acquire a house
provided he/she does not own any residential house either in his/her name or in the
name of his/her spouse or minor dependent children in the town/urban
agglomeration where the house is proposed to be constructed/acquired.

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2.Eligibility
The scheme is applicable to all Confirmed Officers in the Bank.
3.Purposes:
Housing Loan can be granted for -
a. Constructing a new house on existing plot of land.

b. Purchasing a plot of land and constructing a house thereon.
c. Purchasing the ready built house or flat. In case of old house/flat, the
estimated future life of the house should be at least 10 yes more than the
period in which the loan is to be repaid.
d. For enlarging the accommodation of an existing house.
e. Purchasing a plot of land under co-operative schemes and building a house
where title will vest on the employees after the house is built.
f. Purchasing of house/flat under self-financing housing scheme and co-
operative group housing societies.
4.Margin: 10% OF THE COST
5.Repayment of Advance:
Recovery to start after 2 yrs of 1st disbursement date or 6 months after

completion/possession of house, whichever is earlier.
6.Repayment Capacity:
Total deductions should not exceed 60% of the gross salary including interest on COD
and instalments of proposed loan.
7. Advance for ready built house or flat is admissible for outright purchase only. The
purchase may be from Govt/Semi Govt bodies, housing boards, development
authorities, registered co-operative societies etc or from private parties.
SECURITY IN SELECT CASES:

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In addition to execution of mortgage/agreement, the surety of a permanent employee
acceptable to the Sanctioning Authority is necessary before releasing the sanctioned
advance, or any part thereof, to the employee, who is due to retire from the services
of the Bank within 18 months following the date of application for advance under this
scheme.
PURCHASE OF 2ND HOUSE: CO:IRD:2671:2010 DATED 21.05.2010:
 IF THE FIRST HOUSING LOAN IS ADJUSTED, THE OFFICER IS ELIGIBLE FOR 2ND LOAN UNDER CHANGE
OF SECURITY – TO SELL FIRST HOUSE AND TO TAKE STEPS AS PER RULES OF CHANGE OF SECURITY.
 CHANGE OF SECURITY IS PERMISSIBLE TWICE IN CAREER OF EMPLOYEE WITHIN OVER ALL CEILING
FOR EACH CATEOGRY OF EMPLOYEE AS PER SC 5663 DT: 19.04.2010.
FREQUENTLY ASKED QUESTIONS – STAFF HOUSING LOAN (Annexure to SC No.6395

Dt. 28.06.2016)
ISSUES CLARIFICATION
1 Whether an employee above 55 Yes[ SC 6585 dated 22.03.2017]

years of age wishing to avail Staff
Housing Loan for the first time in
his career is eligible to avail the
same with extended period of
repayment upto the age of 70
years? If not, what is he eligible for?
2 Whether Union Home loan facility is Union Home Loan is a separate Scheme
still available for the employee who for general public. Anybody including
has availed housing loan for first employee of the Bank can avail the
and second house under Revised same on fulfilling the criteria of the
Staff Housing Loan Scheme? said Scheme.
3 Whether housing loan availed by Union Home Loan taken by the

the employee attracting higher rate employee on or before 28.08.2015 to
of interest than the one prescribed meet the balance cost i.e. the gap
in the revised Staff Housing Loan between Staff Housing Loan sanctioned
Scheme is convertible or not? /availed and estimated cost of House to
be acquired will be converted within
enhanced eligible limits under revised
Staff Housing Loan Scheme on fulfilling
the other criteria.

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4 Whether the extended repayment Staff Housing Loan sanctioned /

schedule of 30 years or upto the converted / taken over under revised
age of 70 years are applicable on all Staff Housing Loan Scheme circulated
housing loans say Staff Housing vide Staff Circular no.6234 dated
Loan, Union Home Loan availed for 28.08.2015 will attract repayment
the same dwelling unit / House / schedule of 30 years or extended
flat or restrictions are there? repayment upto the age of 70 years.
5 Whether the rate of interest Revised interest rates will be applicable

applicable as per revised Staff from the date of sanction / conversion /
Housing Loan is to be applied on takeover.
housing loans that got converted
and what is its effective date?
6 Whether Housing Loan availed from This will be dealt with on case to case
other Banks / Financial Institutions basis.
are eligible for takeover or not?
7 Whether the staff members, who No.

had already availed staff housing
loan prior to the introduction of
revised enhanced staff housing loan
scheme as of 15.01.2015 are
eligible to apply and avail the
benefit of interest and extended
repayment schedule as per staff
housing loan scheme?
8 Whether staff member who availed Yes. Employee who has adjusted his
staff housing loan for purchase of a Staff Housing Loan taken by him for
house but adjusted the same is acquiring 1st House is eligible to avail
eligible to apply for staff housing Staff Housing Loan under revised
for purchase of second house? Housing Loan Scheme circulated vide
Staff Circular no. 6234 dated
28.08.2015 for second house. However,
the eligible limit will be the difference
between the maximum limit available in
terms of revised Staff Housing Loan
Scheme as of 15.01.2015 and the
housing loan availed earlier subject to
fulfilling other eligibility criteria.
9 An employee has availed housing Employee can convert his Union Home
loan as per earlier Staff Housing Loan availed for purchase of 2nd House

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Loan Scheme for purchase of a into Staff Housing Loan to the extent of
house and also availed Union Home balance portion of limit (i.e. the
loan for purchase of second house. difference between the maximum limit
Will he be eligible to get his Union available in terms of the revised Staff
Home loan for second house Housing Loan Scheme and the Staff
converted into staff housing loan? If Housing Loan availed for the first house)
so then what are the modalities? provided he fulfills other eligibility
criteria.
10 If there is a delay in sanctioning the The conversion process is being done at

conversion of housing loan and the earliest possible. The value date
further delay in its implementation will be the date of sanction /
into the accounting system, the conversion / takeover.
employee is losing interest benefit.
Whether effective date of
conversion is specified to have
value dated interest?
11 An employee wants to purchase a An employee can purchase the

plot of land standing in the name of plot/house from his close relatives
his mother. This plot was acquired provided the same is acquired by the
by his mother before his joining the said person from his / her own sources
services of the Bank. Can he get the (not ancestral) and the said person is
benefit under Staff Housing Loan not employee‘s dependent.
Scheme?
12 Whether 2nd Housing Loan can be Yes.

availed by the employee in the
same city where he already owns a
house?
13 Whether a lady officer can purchase Refer Query no.11.

house property from her father-in-
law / mother-in-law?
14 Whether Staff Housing Loan for

construction can be availed on a
plot of land held :
(a) in the name of his spouse and/ a) Yes.

or
(b) in the name of his father/ b) No.
mother/ sister/ or brother?
15 If full amount of Union Home is not Yes.

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converted due to eligibility under
Staff Housing Loan, the remaining
unconverted part will continue
under Union Home Loan?
16 If an employee get an inherited Staff Housing Loan cannot be availed for

house / property in his / spouse acquiring third house.
name and also he has availed
housing loan for another house /
flat. Whether he will be eligible for
availing loan for another house as
neither he has availed 2nd housing
loan nor exhausted his full limits?
17 Can husband and wife both working Both can avail their Staff Housing Loan
in our Bank be given housing loan limits separately for acquiring a single
for a single property by combining big house property.
their eligibility?
18 If any employee has availed Staff Rs 10.00 lacs i.e. (gap between the
Housing Loan for Rs 10.00 lacs and present limit – already sanctioned).
after 7 years he availed loan of Rs The loan for repairs and renovation is
3.00 lacs for repairs. Now he wants beyond the eligibility of loan limits.
to avail housing loan for 2nd house.
What will be the eligibility if the
housing loan limit applicable to his
cadre is Rs 20.00 lacs?
19 Whether the cost of Stamp duty / Yes.

Govt Registration fee to be incurred
at the time of registration of plot of
land / house will be considered as
part of Unit cost while arriving at
the eligibility of staff housing loan
limit?

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2.CONVEYANCE LOAN TO OFFICERS.
Regulation 27 of Union Bank of India (Officers) Service Regulations, 1979-Loans for

purchase of Conveyance. Conveyance Loan to OFFICERS for purchase of four wheelers
(Car)and two wheelers (Scooter / Motor Cycle)
[ SC NO 6481 dated 28/10/2016 SC No: 5937 Date: 07/01/2013 ,SC NO 6281

10.12.2015]
Eligibility: for purchase of Motor Car /Two Wheeler w.e.f. 1.1.2013,
All confirmed officers shall be eligible for the loan for purchase of Motor Car.
All confirmed officers of the Bank shall be eligible for loan for purchase of any other
conveyance i.e. Motor Cycle/ Scooter.
The service rendered by Ex-Servicemen in Defence Forces will be taken into account
for the purpose of qualifying service. The Promotee Officers even during probation
will be eligible if they have put 3 years of service including the service put in Clerical
Cadre may be taken into account.
QUANTUM FOUR 80% of the cost of the motor car subjects to maximum of
WHEELER Rs.7.00 lacs whichever is lower.
90% of the cost of motor cycle/scooter or Rs.1 lakh

whichever is lower.
TWO
WHEELER For RDOs and Marketing Officers, 90% of the total cost of
the vehicle be given.
FOR REPAIRS OF There will be no loan for repairs of car now – Old scheme
ceases soon after the loan amount is adjusted.
MOTOR CAR
Repayment In respect of 2- wheelers, the loan together with interest therein is

repayable in not more than 84 equal monthly installments in the ratio of

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of Loan 5:1 towards principal and interest respectively.
In respect of 4-wheelers, loan, together with interest thereon, shall be

repaid in not more than 200 monthly installments. The recovery of loan
will be effected in the following manner:-
-1 The principal and interest amount of loan for purchase of Motor

Car, which is repayable in 200 monthly installments, will be recovered
in the proportion of 3 : 2 period. In other words, the principal loan
amount will be recovered first in 120 months and interest accrued
thereon will be recovered thereafter in the remaining 80 months.
-2 Installments towards the recovery of loan shall be adjusted first

for recovery of principal amount. Once the principal amount is
adjusted, no interest will be charged thereafter.
Rate of The Loan shall carry interest of Rs. 8.5% p.a. (Simple) for the year
Interest 01.01.2013 to 31.12.13 and thereafter the rate of interest will be
reviewed on yearly basis.
GENERAL i) The loan shall be granted for the purpose of second-hand vehicle
RULES of not more than 10 years old in case of motor car and 5 years in case of
other vehicle (2 wheeler) provided the loanee satisfies the sanctioning
authority about the fitness and valuation of the vehicle by producing a
Fitness Certificate from a qualified Automobile Engineer and Valuation
Certificate from an approved Surveyor.
ii) A period of 4 years should elapse from the date of availment of

earlier loan before availing a fresh loan for purchase of another vehicle.
iii) The stipulation of 4 years may be waived in case of change over

to another type of vehicle (Motor Cycle/ Scooter to Car)
iv) Before considering an application for purchase of a vehicle for

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second and subsequent time or change over to another type of vehicle,
the loan taken earlier together with int. thereon should be fully
liquidated.
v) The purchase of vehicle will be made within one month from the
date of drawal of the advance. The payment is to be made directly to
the Supplier/Dealer/Vendor of the vehicle.
vi: The vehicle will be hypothecated to the Bank and will be registered
with RTO to that effect, till the loan amount is repaid in full with
interest.
vii: It is obligatory on the part of loanee to take full comprehensive

insurance of the vehicle with Bank Clause.
viii: The loanee shall not sell or part with the vehicle without prior
permission of the Sanctioning Authority.
ix: The officer who have already availed conveyance loan will be given
an option to switch over to the revised rate of interest as above. On
opting for switch over, the o/s as on 1.1.2013 will be charged revised
rate i.e. 8.5% p.a. for the period 1.1.13 to 31.12.13 and thereafter the
rate of interest will be revised on yearly basis.
x: Where an officer sells his vehicle purchased with bank‘s loan and
applies for a fresh loan for purchase of another vehicle, apart from fully
liquidating the old loan, the surplus sale proceeds must be applied
towards purchase of the new vehicle.
xi: The amount of fresh loan will be restricted to ceiling provided for in
the scheme for grant of loam for conveyance or the estimated cost of
the vehicle, whichever is lower subject further to adjustment of sale
proceeds of the earlier vehicle, wherever applicable.

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xii: The o/s balance in loan amount with interest thereon at the time
the loanee officer ceases to be in the Bank‘s employment, shall be
recovered from the superannuation benefits i.e. Gratuity, PF, Pension
or any other amount due to him/his nominee, if the aforesaid amount
falls short of the outstanding in the loan account with interest thereon,
his legal heirs shall be liable to make good the shortfall, in the event of
death of loanee officer.
xiii: If an officer repays the conveyance loan granted to him in the

normal course and then applies for a fresh loan for another vehicle, it
will not be necessary for him to utilize sale proceeds of the earlier
vehicle.
DEDUCTIONS
Normally, no Officer of the Bank will be allowed any concessional loan if the total
Deductions, of any nature from the salary exceeds or is likely to exceed 65% and
resultant take home pay is reduced less than 35% of the total emoluments. 35% of the
take home pay means take home Pay as on the date of application of the conveyance
loan after taking into consideration likely installment of car/scooter loan.
COMPETENT AUTHORITIES
Category SANCTIONING AUTHORITY
Officers working at Small/ Medium Chief Manager (Credit) at Regional Office/NRO

branches including BMs. or authority above him.
Officers working at Large, VLB, ELB, In-charge of the Branch in the respective
Service Branches, other than BMs. branches.
Officers working at all administrative Chief Manager (Credit) or Authority above him
offices including ZAO/ FGMO/ RAO/

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STC, Staff College, Bangalore at NRO/FGMO/O/RO.
(except Central Office).
Officers working at Central Office. Next higher authority above him at Dept of
Personnel depending upon the scale of 0fficer
seeking conveyance loan.
BMs of VLB/ELB. Authority one step ahead of BM at RO/

NRO/FGMO.
Regional Head. FGM/Zonal Head.
FGM/Zonal Head. ED/GM (P).
Officers deputed to RRBs. Chief Manager (CR) at RO within whose

jurisdiction the HO of the RRB falls.
Conversion of Union Miles Loan to Staff Conveyance Loan:
Conversion of Union Miles Loans availed by the Officer to Staff Conveyance Loan is
allowed ( as per SC NO 6481 dated 28/10/2016 )after they become eligible under the
scheme, if they fulfill other eligibility criteria of the scheme applicable to them.
The competent authority for conversion of Union Miles to Staff Conveyance Loan is
same as above
Note: If the loan amount is misutilised or it is found that the amount of sale proceeds
of the vehicle is misrepresented/misappropriated or not deposited with the Bank
within the prescribed time as determined by sanctioning authority while availing
second conveyance loan or any rule regarding grant of such loan is violated, the
officer concerned shall be liable for disciplinary action. Besides this, the Bank shall
have right to charge commercial rate of interest on the amount o/s in the loan
account.

================================================================================
The Management will have full right to alter the terms and conditions of grant of such
loan, the loan under this category, shall be granted entirely at the discretion of the
Management.
Conveyance Loan application is available with this S.C. No.5937, dt. 07.01.2013.
3.CLEAN OVERDRAFT FACILITY
(SC NO.6488 DT.28.11.2016 , 5339 dated 05-01-2007 and 5902 dated 05.09.2012)
All the confirmed Officers of the Bank with minimum two years of continuous service
are provided Clean Overdraft facility with a view to afford operational flexibility/
freedom as also to enable them to plan their requirement/ financial outlay. Once the
facility is availed, no staff loan facility will be allowed and the Officer is required to
open a separate OD account in the bank for this purpose. The salary will be credited/
debited through this account only. All the transactions are to be routed from OD
account only.
All confirmed full time 2 YRS & ABOVE 5 YRS & ABOVE In case the service of
employees of bank BUT LESS THAN BUT LESS THAN Officer is 10 YRS &
with 2 years service 5 YRS 8 YRS ABOVE
OFFICERS Rs.2.00 lacs Rs.5.00 lacs Rs.7.50 lacs
REDUCTION IN COD LIMITS DURING THE LAST 5 YEARS
(SC NO.5339 DT.05-01-2007 and 5902 dated 05.09.2012)
AGE OF THE APPLICANT OVERDRAFT LIMIT ELIGIBLE
> 55 < 56 years 90% of the limits

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NOTE: The reduction in OD limit to the extent of 10% every year commencing from
55th year onwards will be done on a monthly basis. The operative limits will have to
be fixed at the beginning of the every month and the drawings in the a/c including the
monthly int. charged to the a/c should not exceed the operative limit. 50% of the limit
or the balance outstanding in the OD a/c whichever is higher will be recovered from
terminal benefits of the Officer concerned.
The limits are inclusive of the interest portion charged every month. Lower limit can
be availed by the employees at their discretion.
Interest on Clean OD: MCLR with one year tenor
TOTAL DECUCTIONS: Total deductions of the officer on account of statutory

deductions, loan installments and notional monthly interest on the clean OD limit
(assuming that the limit is fully drawn) should not exceed 60% of gross monthly
emoluments. In case total deductions (including the notional interest) exceeds 60% of
the gross monthly emoluments, such employee may be sanctioned proportionate limit
within their eligibility.
The account will be reviewed every year by Sanctioning Authority. Concerned

defaulting official will be liable for appropriate action.
COMPETENT AUTHORITIES
Category SANCTIONING AUTHORITY
Officers working at Small/ Medium Chief Manager (Credit) at Regional Office/NRO

branches including BMs. or authority above him.
Officers working at Large, VLB, ELB, In-charge of the Branch in the respective

================================================================================
Service Branches, other than BMs. branches or Senior Manager (Cr) or Authority
above him in the respective branches.
Officers working at all administrative Senior Manager (Credit) or Authority above him
offices including ZAO/ FGMO/ RAO/ at RO/NRO/FGMO.
STC, Staff College, Bangalore
(except Central Office).
Officers working at Central Office. Senior Manager in Dept. of Personnel or next

higher authority depending upon the scale of
0fficer seeking overdraft facility.
BMs of VLB/ELB. Authority one step ahead of BM at RO/

NRO/FGMO.
Regional Head. FGM/Zonal Head.
FGM/Zonal Head. ED/GM (P).
Officers deputed to RRBs. In charge of credit dept. at RO within whose

jurisdiction the HO of the RRB falls.
(Staff Circular No. 4861,20th June, 2002 and Staff Circular No. 5902 dated 5th Sept,
2012)
4.FESTIVAL ADVANCE
The quantum of FESTIVAL ADVANCE w.e.f. 01.01.2010 is as under:
Category of Employees Amount of Festival Advance
Officers One month‘s Basic Pay

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The monthly emoluments for this purpose will be reckoned as per the date of
application for Festival Advance of the concerned employee. The amount of Festival
Advance sanctioned is recoverable in 10 monthly installments.
Festival Advance is granted to employees at interest free advance and hence it would
attract the provisions of Section 17(2) of the Income Tax Act, 1961, amended from
time to time.
5.LOANS AGAINST NSC BONDS
Staff Circular No.5043, dated 21st January, 2004.
As per the extant guidelines, Staff members are allowed loans to the extent of
Rs.30,000/- against 10% margin, once in a Financial Year at a concessional rate of
interest.
Rate of Interest on loans against NSCs granted to Staff on or after 01.01.2004 @ 9.5%
against NSCs purchased on or after 01.03.2002 and 8.5% against NSCs purchased on or
after 01.03.2003.
However, the rate of interest on loans granted against NSCs purchased before
01.03.2002 as also loans granted between 01.03.2002 and 31.12.2003 against NSCs
purchased on or after 01.03.2002 will remain unchanged.

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6
HOSPITALISATION
EXPENSES
SCHEDULE

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HOSPITALISATION EXPENSES
SCHEDULE IV
SCHEDULE FOR REIMBURSEMENT OF

HOSPITALISATION EXPENSES
………………………………………………
MEDCIAL INSURANCE SCHEME
Having regard to the need to extend better coverage and reimbursement of

hospitalization and medical expenses incurred by the officers /
employees/dependent family members, the demand for full reimbursement of
expenses connected with hospitalization and medical treatment including
domiciliary hospitalization and domiciliary treatment was discussed by and between
the parties and a new scheme for reimbursement of medical expenses has been
formulated.
The salient feature of the Scheme is as under:
The scheme shall cover expenses of the officers / employees and dependent
family members in cases he/she shall contract any disease or suffer from any illness
(hereinafter called DISEASE) or sustain any bodily injury through accident
(hereinafter called INJURY) and if such disease or injury shall require any
employee/ dependent family member, upon the advice of a duly qualified
Physician/Medical Specialist/Medical practitioner (hereinafter called MEDICAL
PRACTITIONER) or of a duly qualified Surgeon (hereinafter called

SURGEON) to incur hospitalization/ domiciliary hospitalization and
domiciliary treatment expenses as defined in the Scheme, for medical/surgical
treatment at any Nursing. Home/ Hospital / Clinic (for domiciliary treatment)/
Day care Centre which are registered with the local bodies in India as herein
defined (hereinafter called HOSPITAL) as an inpatient or otherwise as specified as per
the scheme.
The Scheme covers Employee + Spouse + Dependent Children + any two of the
dependent Parents /Parents-in-law.

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• No age limit for dependent children (including step children and legally adopted
children).
• A child would be considered dependent if his/her monthly income does not

exceed Rs.10,000/- per month;
• Widowed Daughter and dependent divorced / separated daughters, sisters
including unmarried / divorced / abandoned or separated from husband/
widowed sisters and Crippled Child shall be considered shall be considered as
dependent for the purpose of this policy.
• Physically challenged Brother / Sister with 40% or more disability shall also be
covered as Dependent.
4 No Age Limits for Dependent Parents. Any two, i.e. either dependent parents or
parents-in-law will be covered as dependent.
• Parents would be considered dependent if their monthly income does not

exceed Rs.10,000/- per month or as revised by Indian Banks' Association in due
course, and wholly dependent on the employee as defined in this scheme.
All the existing permanent officers / employees of the Banks which are parties
to this Settlement shall be covered by this Scheme from the date of
introduction/implementation of this Scheme. All New Officers / employees shall be
covered from the date of joining as per their appointment in the bank.
The new Scheme as applicable to the officers/ employees in service would be

continued beyond their retirement/superannuation etc. subject to payment of
stipulated premium by them.
The new Scheme would also cover the existing retired officers/ employees of the
Banks and dependent spouse subject to payment of stipulated premium by them.
Reimbursement shall cover Room and Boarding expenses as provided by

the Hospital/Nursing Home not exceeding Rs.5000 per day or the actual amount
whichever is less. Intensive Care Unit (ICU) expenses not exceeding Rs. 7500/- per
day or actual amount whichever is less. Surgeon, team of surgeons, Assistant
surgeon, Anaesthetist, Medical Practitioner, Consultants, Specialists Fees, Nursing
Charges, Service Charges, IV Administration Charges, Nebulization Charges,
RMO charges, Anaesthetic, Blood, Oxygen, Operation Theatre Charges, surgical
appliances, OT consumables, Medicines & Drugs, Dialysis, Chemotherapy,
Radiotherapy, Cost of Artificial Limbs, cost of prosthetic devices implanted during
surgical procedure like pacemaker, defibrillator, ventilator, orthopaedic
implants, Cochlear Implant, any other implant, Intra-Occular Lenses, infra cardiac
valve replacements, vascular stents, any other valve replacement, laboratory/
diagnostic tests, X-ray CT Scan, MRI, any other scan, copies and such similar expenses

================================================================================
that are medically necessary or incurred during hospitalization as per the advice
of the attending doctor.
Hospitalization expenses (excluding cost of organ) incurred on donor in respect of

organ transplant to officers/ employee/dependent would also be covered for
reimbursement.
Pre and Post Hospitalization expenses payable in respect of each hospitalization shall be
the actual expenses incurred subject to 30 days prior to hospitalization and 90
days after discharge.
Alternative systems of treatments other than treatment under Allopathy or mode rn

medicine shall include Ayurveda, Unani, Siddha, Homeopathy and Naturopathy
in the Indian context, for Hospitalization and Domiciliary treatment.
CASHLESS FACILITY: The scheme also includes the benefit of cashless

treatment facility in hospitals under a scheme worked by the Banks and the hospitals
under a common insurance scheme.
CONTRIBUTION: The officers / employees shall not be required to share the cost
of such benefits under the new scheme. However, in the case of officers / employees
retiring from the Banks after the scheme is introduced and those who are already
retired from the services of the banks and who opt to avail the benefits of the
scheme will contribute to the insurance premium on their own.
Day care Treatments shall be covered under the scheme and would refer to
medical treatment and or surgical procedure which is
i. undertaken under general or local anaesthesia in a hospital/day care
centre in less than a day because of technological advancement, and
ii. Which would have otherwise required hospitalization of more than a day.
Treatment normally taken on an out patient basis is not included in the scope
of this definition.
DOMICILIARY HOSPITALIZATION: Domiciliary Hospitalization shall be covered

under this scheme and would mean medical treatment for an illness/disease/injury
which in
The normal course would require care and treatment at a hospital but is actually taken
while confined at home under any of the following circumstances :
a) The condition of the patient is such that he/she is not in a condition to be removed
to a hospital or

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b) the patient takes treatment at home on account of non-availability of
room in a hospital.
DOMICILIARY TREATMENT shall also be covered under this scheme i.e. treatment
taken for specified diseases which may or may not require hospitalization as
mentioned herein below.
Domiciliary Hospitalization / Domiciliary Treatment : Medical expenses incurred in case

of the following diseases which need Domiciliary Hospitalization /domiciliary
treatment as may be certified by the recognized hospital authorities and bank's
'medical officer shall be deemed as hospitalization expenses and reimbursed to the
extent of 100%.
Cancer, Leukemia, Thalassemia, Tuberculosis, Paralysis, Cardiac Ailments

Pleurisy , Leprosy, Kidney Ailment, AU Seizure disorders, Parkinson's diseases,
Psychiatric disorder including schizophrenia and psychotherapy, Diabetes and its
complications, hypertension, Asthma, Hepatitis —B, Hepatitis - C, Hemophilia,
Myasthenia gravis, Wilson's disease, Ulcerative Colitis, Epidermolysis bullosa,
Venous Thrombosis (not caused by smoking) Aplastic Anaemia, Psoriasis,
Third Degree bums, Arthritis, Hypothyroidism, Hyperthyroidism, expenses
incurred on radiotherapy and chemotherapy in the treatment of cancer and
leukemia, Glaucoma, Tumor, Diphtheria, Malaria, Non-Alcoholic Cirrhosis of Liver,
Purpura, Typhoid, Accidents of Serious Nature, Cerebral Palsy, Polio, all Strokes
leading to Paralysis, Haemorrhages caused by accidents, all animal/reptile/insect
bite or sting, chronic pancreatitis, Immuno suppressants, multiple sclerosis / motor
neuron disease,status asthamaticus, sequatea of meningitis, osteoporosis,
muscular dystrophies, sleep apnea syndrome(not related to obesity), any organ
related (chronic) condition, sickle cell disease, systemic lupus erythematous (SLE),
any connective tissue disorder, varicose veins, thrombo embolism venous
thrombosis/ venous thrombo embolism (VTE), growth disorders, Graves' disease,
Chronic Pulmonary Disease, Chronic Bronchitis, Physiotherapy and swine flu shall he
considered for reimbursement under domiciliary treatment.
The cost of medicines, investigations, and consultations, etc. in respect of

domiciliary treatment shall be reimbursed for the period stated by the specialist in
Prescription. If no period stated, the prescription for the purpose of reimbursement
shall be valid for a period not exceeding 90 days.
HOSPITAL / NURSING HOME: A Hospital under this scheme would mean any
institution established for in-patient care and day care treatment of illness and/or
injuries and which has been registered as a Hospital with the local authorities under
the Clinical establishments (Registration and Regulation) Act, 2010 or under the
enactments specified under the Schedule of Section 56(1) of the said Act OR complies
with all minimum criteria as under:

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Has qualified nursing staff under its employment round the clock.
Has at least 10 in-patient beds in towns having a population of less than 10 Lacs
and at least 15 in-patient beds in all other places;
Has qualified medical practitioner(s) in charge, round the clock;
Has a fully equipped Operation Theatre of its own where surgical

procedures are carried out;
Maintains daily records of patients and makes these accessible

to the insurance company's authorized personnel.
This clause will however be relaxed in areas where it is difficult to find such hospitals.
The term ' Hospital / Nursing Home' shall not include an establishment which is a place of
rest, a place for the aged, a place for drug-addicts or place for alcoholics, a hotel or a
similar place.
HOSPITALIZATION: Hospitalization would mean admission in a Hospital/ Nursing

Home for a minimum period of 24 consecutive hours of inpatient care except for
specified procedures/treatments, where such admission could be for a period of less than
a day.
ID CARD: In terms of the scheme arrived at between the Banks and insurance
companies, ID Cards would be issued to all the officers / employees/ dependent family
members/retired officers / employees/their dependents for the purpose of availing
cashless facility in network hospitals.
PRE-EXISTING DISEASE: Pre Existing Diseases would be covered for reimbursement

under this scheme.
PRE—HOSPITALISATION MEDICAL EXPENSES: Medical expenses incurred

immediately 30 days before the insured person is hospitalized will be considered as part
of a claim provided that such medical expenses are incurred for the same condition for
which the insured person's hospitalization was required.
POST HOSPITALISATION MEDICAL EXPENSES: Relevant medical expenses

incurred immediately 90 days after the employee/ dependent/ retirement
employee is discharged from the hospital provided that such medical expenses are
incurred for the same condition for which the Insured Person's Hospitalization was
required.
Additional Ex-Gratia for Critical Illness : In addition to the reimbursement

covered under this scheme, officers I employees (only officers I employees
and not their dependents or retired officers / employees) shall be provided

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additional ex gratia of Rs. 1,00,000/-, In case an employee contracts a Critical
Illness as listed below, the sum of Rs. 1,00,000/- shall be paid. This benefit shall be
provided on first detection/diagnosis of the Critical Illness. Claim form should be
submitted by the employee for availing the benefit.
 Cancer including Leukemia

 Stroke
 Paralysis
 By Pass Surgery
 Major Organ Transplant/Bone marrow transplantation
 End Stage Liver Disease
 Heart Attack
 Kidney Failure
 Heart Valve Replacement Surgery
Hospitalization is not required to claim this benefit.
Expenses on Hospitalization for minimum period of a day are admissible.

However, this time limit shall not be applied to specific treatments, such as:
1. Adenoidectorny
2. Appendectomy
3. Auroplasty not Cosmetic in nature
4. Coronary angiography /Renal
5. Coronary angioplasty.
6. Dental surgery
7. D&C
8. Excision of cyst/ granuloma/lump/tumor
9. Eye surgery
10. Fracture including hairline fracture/dislocation
11. Radiotherapy
12. Chemotherapy including parental chemotherapy
13. Lithotripsy
14. Incision and drainage of abscess
15. Varicocelectomy
16. Wound suturing
17. FESS
18. Operations/Micro surgical operations on the nose, middle ear/internal ear,
tongue, mouth, face, tonsils & adenoids, salivary glands & salivary ducts, breast, skin &
subcutaneous tissues, digestive tract, female/male sexual organs!.
19. Haemo dialysis
20. Fissurectomy I Fistulectorny
21. Mastoidectomy
22. Hydrocele
23. Hysterectomy

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24. Inguinal/ventral/umbilicaUfemora\hernia
25. Parenteral chemotherapy
26. Polypectomy
27. Septoplasty
28. Piles/ fistula
29. Prostate surgeries
30. Sinusitis surgeries
31. Tonsillectomy
32. Liver aspiration
33. Sclerotherapy
34. Varicose Vein Ligation
35. All scopies along with biopsies
36. Lumbar puncture
37. Ascitic pleural tapping
This condition will also not apply in case of stay in hospital of less than a day provided the
treatment is undertaken under General or Local Anesthesia in a hospital / day care centre in
less than a day because of technological advancement and which would have otherwise
required hospitalization of more than a day.
MATERNITY EXPENSES BENEFIT EXTENSION: Hospitalization expenses in respect of the

new born child can be covered within the Mother's Maternity expenses. The
maximum benefit allowable under this clause will be up to Rs 50000/- for normal delivery
and-Rs. 75,000/- for Caesarean Section,
Baby Day one Cover: New born baby is covered from day one. All expenses incurred on
the new born baby during maternity will be covered in addition to the maternity limit
and up to Rs, 20,000/,
Ambulance Charges: Ambulance charges are payable up to Rs 2500/- per trip to

hospital and / or transfer to another hospital or transfer from hospital to home if
medically advised. Taxi and Auto expenses in actual maximum up to Rs750/-
per trip will also be reimbursable.
Ambulance charges actually incurred on transfer from one center to another center
due to Non availability of medical services/ medical complication shall be payable in
full.
Congenital Anomalies: Expenses for Treatment of Congenital Internal / External

diseases, defects anomalies are covered under the scheme.

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Psychiatric diseases: Expenses for treatment of psychiatric and psychosomatic
diseases shall be payable with or without hospitalization.
Advanced Medical Treatment: All new kinds of approved advanced medical procedures for
e.g. laser surgery, stem cell therapy for treatment of a disease is payable on hospitalization
/day care surgery.
Treatment taken for Accidents can be payable even on OPD basis in Hospital. FIR/MLC is
mandatory in the cases of accidents.
Taxes and other Charges : All Taxes , Surcharges , Service Charges , Registration charges,
Admission Charges , Nursing , and Administration charges to be payable.
Charges for diapers and sanitary pads are payable, if necessary, as part of the treatment.
Charges for Hiring a nurse / attendant during hospitalization will be payable only in case
of recommendation from the treating doctor in case ICU / CCU, Neo natal nursing care or
any other case where the patient is critical and requiring special care.
Treatment for Genetic Disorder and stem cell therapy shall be covered under the scheme.
Treatment for Age related Macular Degeneration (ARMD), treatment such as

Rotational Field Quantum magnetic Resonance (RFQMR), Enhanced External Counter
Pulsation (EECP), etc. are covered under the scheme. Treatment for all
neurological/ macular degenerative disorders shall be covered under the scheme.
Rental Charges for External and or durable Medical equipment of any kind used
for diagnosis and or treatment including CPAP, CAPD, Bi-PAP, Infusion pump etc.
will be covered under the scheme. However purchase of the above equipment to be
subsequently used at home in exceptional cases on medical advice shall be covered.
Ambulatory devices i.e., walker, crutches, Belts, Collars, Caps, Splints, Slings,
Braces, Stockings, elastocrepe bandages, external orthopaedic pads, sub cutaneous
insulin pump, Diabetic foot wear, Glucometer (including Glucose Test
Strips)Nebulizer/ prosthetic devise/ Thermometer, alpha / water bed and similar
related items etc., will be covered under the scheme.
Physiotherapy charges: Physiotherapy charges shall be covered for the period

specified by the Medical Practitioner even if taken at home.
The above stated scheme would not supersede the continuation of any bank-level
arrangement or scheme providing for reimbursement of medical expenses, which is not covered
herein, that may be in operation in any Bank.

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Appendix I
Medical Scheme for the Officers/ Employees of IBA Member Banks,
parties to the Bipartite Settlement/ Joint Note dated 25th May
2015 in lieu of the Existing Hospitalization Scheme
The scheme covers expenses of the officers / employees and dependent in cases
he/she shall contract any disease or suffer from any illness (hereinafter called
DISEASE) or sustain any bodily injury through accident (hereinafter called INJURY) and
if such disease or injury shall require any such insured Person, upon the advice of a
duly qualified Physician/Medical Specialist/Medical practitioner (hereinafter called
MEDICAL PRACTITIONER) or of a duly qualified Surgeon (hereinafter called SURGEON)
to incur hospitalization/domiciliary hospitalization and domiciliary treatment
expenses as defined in the Scheme, for medical/surgical treatment at any Nursing
Home/Hospital / Clinic (for domiciliary treatment)/ Day care Centre which are
registered with the local bodies, in India as herein defined (hereinafter called
HOSPITAL) as an inpatient or otherwise as specified as per the scheme, to the extent
of the sum insured + Corporate buffer.
1.1 The Scheme Covers Employee + Spouse + Dependent Children + 2 dependent

Parents /parents-ln-law.
• No age limit for dependent children. (including step children and legally adopted
children ) A child would be considered dependent if their monthly income does not
exceed Rs. 10,000/-per month; which is at present, or revised by Indian Banks'
Association in due course. Widowed Daughter and dependant divorced /
separated daughters, sisters including unmarried / divorced / abandoned or
separated from husband/ widowed sisters and Crippled Child shall be considered as
dependent for the purpose of this policy. Physically challenged Brother / Sister with
40% or more disability.
•No Age Limits for Dependent Parents. Either Dependent Parents or parents-In-law
will be covered. Parents would be considered dependent if their monthly income does
not exceed Rs. 10,000/• per month, which is at present, or revised by Indian Banks'
Association in due course, and wholly dependent on the employee as defined in this
scheme.
(The definition of family shall undergo a change as decided in due course in the
negotiations)
1,2.1 All New Officers / employees to be covered from the date of joining as per
their appointment letter. For additions /deletions during policy period, premium to
be charged /refunded on pro rata basis.

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1.2.2 Continuity benefits coverage to officers / employees on retirement and also to
the Retired Officers / employees, who may be inducted in the Scheme.
1.3 Sum Insured: Hospitalization and Domiciliary Treatment coverage as defined in

the scheme per annum
Officers : Rs.400000
Clerical Staff Rs.300000
Sub Staff : Rs.300000
Change in sum insured after commencement of policy to be considered in case of

promotion of the employee or vice versa.
1.5 In the event of any claim becoming admissible under this scheme, the company will
pay through Third Party Administrator to the Hospital / Nursing Home or insured the amount
of such expenses as would fall under different heads mentioned below and as are
reasonably and medically necessary incurred thereof by or on behalf of such insured but
not exceeding the Sum Insured in aggregate mentioned in the schedule hereto.
A. Room and Boarding expenses as provided by the Hospital/Nursing Home not exceeding
Rs. 5000 per day or the actual amount whichever is less.
B. Intensive Care Unit (ICU) expenses not exceeding Rs. 7500 per day or actual
amount whichever is less.
C. Surgeon, team of surgeons, Assistant surgeon, Anesthetist, Medical

Practitioner, Consultants, Specialists Fees.
D. Nursing Charges , Service Charges, IV Administration Charges, Nebulization

Charges, RMO charges, Anaesthetic, Blood, Oxygen, Operation Theatre Charges, surgical
appliances, OT consumables, Medicines & Drugs, Dialysis, Chemotherapy, Radiotherapy,
Cost of Artificial Limbs, cost of prosthetic devices implanted during surgical procedure
like pacemaker, Defibrillator, Ventilator, orthopaedic implants, Cochlear Implant, any
other implant, IntraOccular Lenses, infra cardiac valve replacements, vascular stents,
any other valve replacement, laboratory/diagnostic tests, X-ray CT Scan, Mill, any
other scan, scopies and such similar expenses that are medically necessary, or
incurred during hospitalization as per the advice of the attending doctor.
E. Hospitalization expenses (excluding cost of organ) incurred on donor in

respect of organ transplant to the insured.
1.6 Pre and Post Hospitalization expenses payable in respect of each

hospitalization shall be the actual expenses incurred subject to 30 days prior to
hospitalization and 90 days after discharge.

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2. DEFINITIONS:
2.1 ACCIDENT: An accident is a sudden, unforeseen and involuntary event caused resulting
in injury -
2.2
A. "Acute condition" Acute condition is a disease, illness or injury that is likely to

respond quickly to treatment which aims to return the person to his or her state of
health immediately before suffering the disease/illness/injury which leads to full
recovery.
B. "Chronic condition" — A chronic condition is defined as a disease, illness, or injury

that has one or more of the following characteristics —
I. It needs ongoing or long-term monitoring through consultations, examination

, check-ups and/or tests —
ii. It needs ongoing or long-term control or relief of symptoms
iii. It requires your rehabilitation or for you to be specially trained to cope with it
iv. It continues indefinitely

v. It comes back or is likely to come back.
2.3 ALTERNATIVE TREATMENTS:

Alternative Treatments are forms of treatment other than treatment "Allopathy"
or "modern medicine and includes Ayurveda, unani, siddha homeopathy and
Naturopathy in the Indian Context, for Hospitalisation only and Domiciliary for
treatment only under ailments mentioned under clause number 3.1 (Ref: 3.4
Alternative Therapy)
2.4 ANY ONE ILLNESS:

Any one illness will be deemed to mean continuous period of illness and it
includes relapse within 45 days from the date of last consultation with the
Hospital / Nursing Home where treatment has been taken. Occurrence of the
same illness after a lapse of 45 days as stated above will be considered as
fresh illness for the purpose of this policy.
2.5 CASHLESS FACILITY:
Cashless facility "means a facility extended by the insurer to the insured

where the payments, of the cost of treatment undergone by the employee
and the dependent family members of the insured in accordance with the
policy terms and conditions, or directly made to the network provider by
the insurer to the extent pre-authorization approved,
2.6 CONGENITAL ANOMALY:
Congenital Anomaly refers to a condition(s) which is present since birth, and which
is abnormal with reference to form, structure or position.

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a. Internal Congenital Anomaly which is not in the visible and accessible parts of the
body
b. External Congenital Anomaly which is in the visible and accessible parts of the body
2.7 CONDITION PRECEDENT:
Condition Precedent shall mean a policy term or condition upon which the
Insurer's liability under the policy is conditional upon.
2.8 CONTRIBUTION:
The Officers / employees will .not share the cost of an indemnity claim on a
ratable proportion from their personal Insurance Policies.
2.9 DAYCARE CENTRE:
A day care centre means any institution established for day care treatment of
illness and/ or injuries or a medical setup within a hospital and which has
been registered with the local authorities, wherever applicable, and is under
the supervision of a registered and qualified medical practitioner AND must
comply with all minimum criteria as under.
- has qualified nursing staff under its employment

- has all qualified medical practitioner(s) in charge
- has a fully equipped operation theatre of its own where surgical procedures
are carried out
- maintains daily records of patients and will make these accessible to the
insurance companies authorized personnel.
2.10 DAY CARE TREATMENT:

Day care Treatment refers to medical treatment and or surgical procedure
which is
iii. undertaken under general or local anesthesia in a hospital/day care

Centre in less than a day because of technological advancement, and
iv. Which would have otherwise required a hospitalisation of more than a day.
Treatment normally taken on an out patient basis is not included in the scope
of this definition.
2.11 DOMICILIARY HOSPITALIZATION:
Domiciliary Hospitalization means medical treatment for an

illness/disease/injury which in the normal course would require care and
treatment at a hospital but is actually taken while confined at home under
any of the following circumstances:
c) The condition of the patient is such that he/she is not in a condition to be removed
to a hospital or
d) The patient takes treatment at home on account of non-availability of

room in a hospital.

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2.12 DOMICILIARY TREATMENT
Treatment taken for specified diseases which may or may not require
hospitalization as mentioned in the Scheme under clause Number 3.1
2.13 HOSPITAL / NURSING HOME:
A Hospital means any institution established for in-patient care and day
care treatment of illness and/or injuries and which has been registered
as a Hospital with the local authorities under the Clinical establishments
(Registration and Regulation) Act, 2010 or under the enactments specified
under the Schedule of Section 56(1) of the said Act OR complies with all
minimum criteria as under
 Has qualified nursing staff under its employment round the clock.
 Has at least 10 in-patient beds in towns having a population of less

than 10 lacs and at least 15 in-patient beds in all other places;
 Has qualified medical practitioner(s) in charge round the clock;
 Has a fully equipped Operation Theatre of its own where surgical

procedures are carried out;
 Maintains daily records of patients and makes these accessible to
the insurance company's authorized personnel.
The term' Hospital / Nursing Home' shall not include an establishment which is a place
of rest, a place for the aged, a place for drug-addicts or place for alcoholics, a hotel or a similar
place.
This clause will however be relaxed in areas where it is difficult to find such hospitals.
2.14 HOSPITALIZATION:
Hospitalization means admission in a Hospital/Nursing Home for a minimum period of 24

consecutive hours of inpatient care except for specified procedures/treatments,
where such admission could be for a period of less than a day, as mentioned in clauses
2.9 and 2.10
2.15 ID CARD:
ID Card means the identity card issued to the insured person by the THIRD PARTY
ADMINISTRATOR to avail cashless facility in network hospitals.
2.16 ILLNESS:
Illness means a sickness or a disease or pathological condition leading to the

impairment of normal physiological function which manifests itself during the policy
period and requires medical treatment.
2.17 INJURY:

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Injury means accidental physical bodily harm excluding illness or disease which is
verified and certified by a medical practitioner.
However all types of Hospitalization is covered under the Scheme.
2.18 IN PATIENT CARE:
In Patient Care means treatment for which the insured person has to stay in a
hospital for more than a day for a covered event.
2.19 INTENSIVE CARE UNIT:
intensive Care Unit means an identified section, ward or wing of a Hospital which
is under the constant supervision of a dedicated medical practitioner(s) and which is
specially equipped for the continuous monitoring and treatment of patients who are
in a critical condition, or require life support facilities and where the level of care
and supervision is considerably more sophisticated and intensive than in the ordinary
and other wards.
2.20 MATERNITY EXPENSES:
Maternity expenses/treatment shall include:
a) Medical treatment expenses traceable to childbirth {including complicated deliveries

and caesarean sections incurred during hospitalization).
b) Expenses towards medical termination of pregnancy during the policy period.
C) Complications on Maternity would be covered up to the Sum Insured plus the

Corporate Buffer.
2.21 MEDICAL ADVICE:
Any consultation or advice from a medical practitioner/doctor including the issue of

any prescription or repeat prescription.
2.22 MEDICAL EXPENSES:
Medical Expenses means those expenses that an insured person has necessarily and
actually incurred for medical treatment on account of illness or accident on the
advice of a medical practitioner, as long as these are no more than would have been
payable if the insured person had not been insured.
2.23 MEDICALLY NECESSARY:
Medically necessary treatment is defined as any treatment, test, medication or stay

in hospital or part of a stay in a hospital which
- is required for the medical management of the illness or injury suffered by the
insured;

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- must not exceed the level of care necessary to provide safe, adequate and
appropriate medical care in scope, duration or intensity;
- must have been prescribed by a medical practitioner;
- must confirm to the professional standards widely accepted in international medical

practice or by the medical community in India.
2.24 MEDICAL PRACTITIONER:
Medical Practitioner is a person who holds a valid registration from the Medical Council
of any State or Medical Council of India or Council for Indian Medicine or the homeopathy
set up by the Government of India or a State Government and is thereby entitled to
practice medicine within its jurisdiction; and is acting within the scope and
jurisdiction of his license. The term medical practitioner would include physician,
specialist and surgeon.
(The Registered practitioner should not be the insured or close family members
such as parents, parents-in-law, spouse and children.)
2.25 NETWORK PROVIDER:
Network Provider means hospitals or health care providers enlisted by an insurer or

by a Third Party Administrator and insurer together to provide medical services to an
insured on payment by a cashless
The list of network hospitals is maintained by and available with the THIRD PARTY
ADMINISTRATOR and the same is subject to amendment from time to time.
2.26 NEW BORN BABY:
A new born baby means baby born during the Policy Period aged between one day
and 90 days, both days inclusive.
2.27 NON NETWORK
Any hospital, day care Centre or other provider that is not part of the network.
2.28 NOTIFICATION OF CLAIM
Notification of claim is the process of notifying a claim to the Bank, insurer or Third
Party Administrator as well as the address/telephone number to which it should be
notified.
2.29 OPD TREATMENT:
OPD Treatment is one in which the insured visits a clinic/hospital or associated

facility like a consultation room for diagnosis and treatment based on the advice
of medical a practitioner. The insured is not admitted as a day care or in-patient.
230 PRE-EXISTING DISEASE:

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Pre Existing Disease is any condition, ailment or injury or related condition(s) for which
you had signs or symptoms, and/or were diagnosed, and/or received medical
advice/treatment, prior to the first policy issued by the insurer.
2.31 PRE — HOSPITALISATION MEDICAL EXPENSES:
Medical expenses incurred immediately 30 days before the insured person is

hospitalized will be considered as part of a claim as mentioned under Item 1-2 above
provided that;
i. such medical expenses are incurred for- the same condition for which the
insured person's hospitalization was required and
ii. the inpatient hospitalization claim for such hospitalization is admissible by the
insurance company.
2.32 POST HOSPITALISATION MEDICAL EXPENSES:
Relevant medical expenses incurred immediately 90 days after the insured person is
discharged from the hospital provided that;
a. Such Medical expenses are incurred for the same condition for which the Insured
Person's Hospitalization was required; and
b. The In-patient Hospitalization claim for such Hospitalization is admissible by the

Insurance Company.
2.33 QUALIFIED NURSE:
Qualified Nurse is a person who holds a valid registration from the Nursing Council
of India or the Nursing Council of any state in India and/or who is employed on
recommendation of the attending medical practitioner.
2.34 REASONABLE AND CUSTOMARY CHARGES:
Reasonable Charges means the charges for services or supplies, which are the
standard charges for the specific provider and consistent with the prevailing charges
in the geographical area for identical or similar services, taking into account the
nature of the illness/injury involved.
2.35 ROOM RENT:
Room Rent shall mean the amount charged by the hospital for the occupancy of a bed on per
day basis.
2.36 SUBROGATION:
Subrogation shall mean the right of the insurer to assume the rights of the insured
person to recover expenses paid out under the policy that may be recovered from any
other source. It shall exclude the medical / accident policies obtained by the insured person
separately.

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2.37 SURGERY:
Surgery or surgical procedure means manual and/or operative procedure(s) required for
treatment of an illness or injury, correction of deformities and defects, diagnosis and cure of
diseases, relief of suffering or prolongation of life, performed in a hospital or day
care Centre by a medical practitioner.
2.38 Third Party Administrator
Third Party Administrator means a Third Party Administrator who holds a valid License from
Insurance Regulatory and Development Authority to act as a THIRD PARTY ADMINISTRATOR and is
engaged by the Company for the provision of health services as specified in the agreement
between the Company and Third Party Administrator.
239 UNPROVEN/EXPERIMENTAL TREATMENT:
Unproven/Experimental treatment is treatment, including drug Experimental therapy,

which is not based on established medical practice in India.
3. COVERAGES:
3.1 Domiciliary Hospitalization / Domiciliary Treatment ; Medical expenses incurred in

case of the following diseases which need Domiciliary Hospitalization /domiciliary
treatment as may be certified by the attending medical practitioner and / or bank's
'medical officer shall be deemed as hospitalization expenses and reimbursed to the
extent of 100%
Cancer , Leukemia, Thalassernia, Tuberculosis, Paralysis, Cardiac Ailments ,

Pleurisy , Leprosy, Kidney Ailment , All Seizure disorders, Parkinson's diseases,
Psychiatric disorder including schizophrenia and psychotherapy Diabetes and its
complications, hypertension, Hepatitis —B , Hepatitis - C, Hemophilia, Myasthenia
gravis, Wilson's disease, Ulcerative Colitis , Epidermolysis bullosa, Venous
Thrombosis(not caused by smoking) Aplastic Anaemia, Psoriasis, Third Degree burns,
Arthritis , Hypothyroidism , Hyperthyroidism expenses incurred on radiotherapy and
chemotherapy in the treatment of cancer and leukemia, Glaucoma, Tumor, Diptheria,
Malariar—Non-Alcoholic Cirrhosis of Liver, Purpura, Typhoid, Accidents of Serious Nature
, Cerebral Palsy, Polio, All Strokes Leading to Paralysis, Haemorrhages caused by
accidents, All animal/reptile/insect bite or sting, chronic pancreatitis, Immuno
suppressants, multiple sclerosis / motorneuron disease, status asthamaticus,
sequalea of meningitis, osteoporosis, muscular dystrophies, sleep apnea
syndrome(not related to obesity), any organ related (chronic) condition, sickle cell
disease, systemic lupus erythernatous (SLE), any connective tissue disorder, varicose
veins, thrombo embolism venous thrombosis/venous thrombo embolism (VIE)],
growth disorders, Graves' disease, Chronic obstructive Pulmonary Disease,
Chronic Bronchitis, Asthma, Physiotherapy and swine flu shall be considered for
reimbursement under domiciliary treatment.
The cost of Medicines, Investigations, and consultations, etc.in respect of domiciliary

treatment shall be reimbursed for the period stated by the specialist and / or the

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attending doctor and / or the bank's medical officer, in Prescription. if no period
stated, the prescription for the purpose of reimbursement shall be valid for a period not
exceeding 90 days.
3.2 Critical Illness : To be provided to the employee only subject to a sum insured of Rs.
1,00,000/-. Cover starts on inception of the policy. In case an employee contracts a Critical
Illness as listed below, the total sum insured of Rs.1,00,000/- is paid, as a benefit. This benefit
is provided on first detection/diagnosis of the Critical Illness.
• Cancer including Leukemia
• Stroke
• Paralysis
• By Pass Surgery
• Major Organ Transplant
• End Stage Liver Disease
• Heart Attack
• Kidney Failure
• Heart Valve Replacement Surgery
Hospitalization is not required to claim this benefit. Further the Employee can
claim the cost of hospitalization on the same from the Group Mediclaim Policy as
cashless / reimbursement of expenses for the treatment taken by him.
3.3 Expenses on Hospitalization for minimum period of a day are admissible. However,
this time limit is not applied to specific treatments, such as
1 Adenoidectomy 21 Fissurectomy / Fistulectomy
2 Appendectomy 22 Mastoidectomy
3 Ascitic / Plueral tapping 23 Hydrocele
4 Auroplasty not Cosmetic in nature 24 Hysterectomy
5 Coronary angiography /Renal 25 inguinal/ ventral/ umbilica/ femoral

hernia
6 Coronary angioplasty 26 Parenteral chemotherapy
7 Dental surgery 27 Polypectomy
8 D&C 28 Septoplasty

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9 Excision of cyst/ 29 Piles/ fistula
granuloma/lump/tumor
10 Eye surgery 30 Prostate surgeries
11 Fracture including hairline fracture 31 Sinusitis surgeries

/dislocation
12 Radiotherapy 32 Tonsillectomy
13 Chemotherapy including parental 33 Liver aspiration

chemotherapy
14 Lithotripsy 34 Sclerotherapy
15 Incision and drainage of abscess 35 Varicose Vein Ligation

16 Varicocelectomy 36 All scopies along with biopsies
17 Wound suturing 37 Lumbar puncture

18 FESS
19 Operations/Micro surgical operations on

the nose, middle ear/internal ear,
tongue, mouth, facetonsils & adenoids,
salivary glands & salivary ducts,breast,
skin & subcutaneous tissues, digestive
tract, female/male sexual organs.
20 Haemo dialysis
This condition will also not apply in case of stay in hospital of less than a day provided—
a. The treatment is undertaken under General or Local Anesthesia in a hospital / day care
Centre in less than a day because of technological advancement and
b. Which would have otherwise required hospitalization of more than a day.
3.4 Alternative Therapy : Reimbursement of Expenses for hospitalization or domiciliary

treatment (under clause 3.1) under the recognized system of medicines , viz, Ayurvedic Unani,
Sidha, Homeopathy , Naturopathy , if such treatment is taken in a clinic /hospital
registered, by the central and state government .
3.5 MATERNITY EXPENSES BENEFIT EXTENSION :
The hospitalization expenses in respect of the new born child can be covered within the
Mother's Maternity expenses. The maximum benefit allowable under this clause will be up to
Rs. 50000/- for Normal Delivery and-Rs. 75,000/- for Caesarean Section:
Special conditions applicable to Maternity expenses Benefit Extension:
i months waiting period under maternity benefit will be waived from the policy.

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ii. Pre-natal & post natal charges in respect of maternity benefit are covered under the
policy up
to 30 days and 60 days only, unless the same requires hospitalization.
III. Missed Abortions , Miscarriage or abortions induced by accidents are covered under
the limit
of Maternity
IV. Complications in Maternity including operations for extra uterine pregnancy

ectopic
pregnancy would be covered in the up to the Sum Insured + Corporate Buffer
V. Expenses incurred for Medical Termination of Pregnancy
VI. Claim in respect of delivery to be given irrespective of the number of children
3.6 Baby bay one Cover: New born baby is covered from day one. All expenses incurred
on the new born baby during maternity will be covered in addition to the maternity limit up
to Rs, 20000/-
However if the baby contacts any illness, the same shall be considered in the Sum Insured + Corporate
buffer. Baby to be taken as an additional member within the normal family floater.
3.7 Ambulance Charges: Ambulance charges are payable up to Rs 2500/- per trip to
hospital and / or transfer to another hospital or transfer from hospital to home if
medically advised. Taxi and Auto expenses in actual maximum up to Rs750/- per trip.
Ambulance charges actually incurred on transfer from one center to another center due
to Non availability of medical services/ medical complication shall be payable in full.
3.8 Pre- Existing Diseases / Ailments: Pre-existing diseases are covered under the
scheme.
3.9 Congenital Anomalies: Expenses for Treatment of Congenital Internal / External

diseases, defects anomalies are covered under the policy
3.10 Psychiatric diseases: Expenses for treatment of psychiatric and psychosomatic

diseases be payable with or without hospitalization.
3.11 Advanced Medical Treatment: All new kinds of approved advanced medical
procedures for e.g. laser surgery, stem cell therapy for treatment of a disease is payable
on hospitalization /day care surgery.
3.12 Treatment taken for Accidents can be payable even on OPD basis in Hospital up to Sum
Insured.

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3.13 Taxes and other Charges : All Taxes , Surcharges , Service Charges , Registration
charges , Admission Charges , Nursing, and Administration charges to be payable. Charges for
diapers and sanitary pads are payable if necessary as part of the treatment Charges for
Hiring a nurse / attendant during hospitalization will be payable only in case of
recommendation from the treating doctor in case ICU / CCU, Neo natal nursing care
or any other case where the patient is critical and requiring special care.
3.14 Treatment for Genetic Disorder and stem cell therapy is covered under the
scheme.
3.15 Treatment for Age related Macular Degeneration (ARMD), treatment such as
Rotational Field Quantum magnetic Resonance (RFQMR), Enhanced External Counter
Pulsation (EECP), etc. are covered under the scheme. Treatment for all
neurological/ macular degenerative disorders shall be covered under the scheme.
3.16 Rental Charges for External and or durable Medical equipment of any kind used
for diagnosis and or treatment including CPAP, CAPD, Bi-PAP, Infusion pump etc. will be
covered under the scheme. However purchase of the above equipment to be
subsequently used at home in exceptional cases on medical advice shall be covered.
3.17 Ambulatory devices i.e., walker, crutches, Belts, Collars, Caps, Splints, Slings,
Braces, Stockings, elastocrepe bandages, external orthopaedic pads, sub cutaneous
insulin pump, Diabetic foot wear, Glucometer (including Glucose Test Strips)/
Nebulizer/ prosthetic devise/ Thermometer, alpha / water bed and similar related
items etc., will be covered under the scheme.
3.18 Physiotherapy charges: Physiotherapy charges shall be covered for the period
specified by the Medical Practitioner even if taken at home.
All claims admitted in respect of any/all insured person/s during the period of
insurance shall not exceed the Sum Insured stated in the schedule and Corporate
Buffer if allocated.
4. EXCLUSIONS:
The company shall not be liable to make any payment under this policy in respect of
any expenses whatsoever incurred by any insured Person in connection with or in respect
of:
4.1 Injury / disease directly or indirectly caused by or arising from or attributable to War,
invasion, Act of Foreign enemy, War like operations (whether war be declared or not).
4.2
a. Circumcision unless necessary for treatment of a disease not excluded hereunder or

as may be necessitated due to an accident.

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b. Vaccination or inoculation.
c. Change of life or cosmetic or aesthetic treatment of any description is not covered.
d. Plastic surgery other than as may be necessitated due to an accident or as part of any
illness.
4.3 Cost of spectacles and contact lenses, hearing aids. Other than Intra-Ocular Lenses
and Cochlear Implant.
4.4 Dental treatment or surgery of any kind which are done in a dental clinic and
those that are cosmetic in nature.
4.5 Convalescence, rest cure, Obesity treatment and its complications including
morbid obesiiy, treatment relating disorders, Venereal disease, intentional self-injury
and use of intoxication drugs / alcohol.
4.6 All expenses arising out of any condition directly or indirectly caused to or
associated with Human T-Cell Lymphotropic Virus Type iii ( HTLB -III)or
lymphadinopathy Associated Virus (LAV) or the Mutants Derivative or Variation Deficiency
Syndrome' or any syndrome or condition of a similar kind commonly referred to as AIDS.
4.7 Charges incurred at Hospital or Nursing Home primarily for diagnosis x-ray
or Laboratory examinations or other diagnostic studies not consistent with or
incidental to the diagnosis and treatment of positive existence of presence of
any ailment, sickness or injury, for which confinement is required at a Hospital /
Nursing Home, unless recommended by the attending doctor.
4.8 Expenses on vitamins and tonics unless forming part of treatment for injury or
diseases as certified by the attending physician
4.9 Injury or Disease directly or indirectly caused by or contributed to by nuclear

weapon / materials.
4.10 All non-medical expenses including convenience items for personal comfort such
as charges for telephone, television, /barber or beauty services, died t charges,
baby food, cosmetics, tissue paper, diapers, sanitary pads, toiletry items and similar
incidental expenses, unless and otherwise they are necessitated during the course of
treatment.
CONDITIONS:
5.1 Contract: the proposal form, declaration, and the policy issued shall
constitute the complete contract of insurance.
5.2 Every notice or communication regarding hospitalization or claim to be given

or made under this Policy shall be communicated to the office of the Bank, dealing
with Medical Claims, and/or the THIRD PARTY ADMINISTRATOR office as shown in the

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Schedule. Other matters relating to the policy may be communicated to the policy issuing
office.
5.3 The premium payable under this Policy shall be paid in advance. No receipt for
Premium shall be valid except on the official form of the company signed by a duly
authorized official of the company. The due payment of premium and the
observance and fulfillment of the terms, provisions, conditions and endorsements of
this Policy by the Insured Person in so far as they relate to anything to be done or
complied with by the Insured Person shall be a condition precedent to any liability of
the Company to make any payment under this Policy. No waiver of any terms,
provisions, conditions and endorsements of this policy shall be valid unless made in
writing and signed by an authorised official of the Company.
5.4 Notice of Communication: Upon the happening of any event which may give
rise to a claim under
this Policy notice with full particulars shall be sent to the Bank or Regional Office or
THIRD PARTY ADMINISTRATOR named in the schedule at the earliest in case of emergency
hospitalization within 7 days from the time of Hospitalisation/Domiciliary Hospitalisation .
5.5 All supporting documents relating to the claim must be filed with the office of
the Bank dealing with the claims or THIRD PARTY ADMINISTRATOR within 30 days from the
date of discharge from the hospital. In case of post-hospitalisation, treatment (limited to
90 days), (as mentioned in pare 2.32) all claim documents should be submitted within
30 days after completion of such treatment.
For Domiciliary claims: Claim form completed in all aspects should reach Third Party
Aggregator (TPA) on or before 10th of every month for previous month's claim.
Waiver of these Conditions 5.4 and 5.5 may be considered in extreme cases of hardship
where it is proved to the satisfaction of the Bank that under the circumstances in
which the insured was placed it was not possible for him or any other person to give
such notice or deliberate or file claim within the prescribed time-limit. The same
would be waived by the TPA without reference to the Insurance Company.
5.5.1 The Insured Person shall obtain and furnish to the office of the Bank dealing
with the claims / THIRD PARTY ADMINISTRATOR with all original bills, receipts and
other documents upon which a claim is based and shall also give such additional
information and assistance as the Bank through the THIRD PARTY
ADMINISTRATOR/Company may require in dealing with the claim.
5.5.2 Any medical practitioner authorised by the Bank / Third Party Administrator /
shall be allowed to examine the Insured Person in case of any alleged injury or disease
leading to Hospitalisation, if so required.
5.6 The Company shall not be liable to make any payment under this policy in
respect of any claim if such claim be in any manner fraudulent or supported by any
fraudulent means or device whether by the Insured Person or by any other person
acting on his behalf.

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DISCLOSURE TO INFORMATION NORM
The claim shall rejected in the event of misrepresentation, mis-description or non-

disclosure of any material fact.
5.8 Claims will be managed through the same Office of the Bank from where it is
managed at present. The Insurance Companies third party administrator will be setting
up a help desk at that office and supporting the bank in clearing all the claims on real
time basis.
5.9 In case of rejection of claims it would go through a Committee set up of the

Bank, Third Party Administrator and United India insurance Co Ltd. unless rejected by
the committee in real time the claim should not be rejected.
5.10 There would be a continuity of this Scheme / benefits to the Retiring Officers /
employees and their family.
Appendix -II
Mapping the underwriting, process, servicing and claims for the Medical Scheme of the
Employees and their family members of Member Banks of
Indian Banks' Association
I. The policy will be issued in the name of Indian Banks' Association Member Banks
and the list of the member banks would be mentioned giving the data of the
employees bifurcated into:-
a) Officers with the data of their dependent family members.
b) Clerical staff with the data of their dependent family members.
c) Sub staff with the data of their dependent family members.
The premium is decided by the number of employees uniformly but not based on the number of
dependent family members. The collection of data of dependent family members at the initial
stage may take long time. In such cases claims pertaining to dependent family members of
employees pending collection of data may be settled on certification and recommendation of the
appropriate authority of the respective bank.
2. The policy will commence on a uniform date for all the member banks to ensure
they get the benefit of the large number of employees which has been instrumental
in the procurement of the most competitive premium quote and would eventually
also reflect in a positive claim ratio.
3. The member banks will submit their data and pay the premium to the lead Insurance
Company viz. United India Insurance Co. Ltd., in proportion to their employee
strength.

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4. The insured name of Indian Banks' Association is used for getting the benefit of
mass scale underwriting and a positive claim ratio that would benefit all the member
Banks. All underwriting, process and claim servicing will be done by the member
Banks' directly with United India Insurance Co. Ltd. and K. M. Dastur Reinsurance
Brokers Pvt. Ltd.
5. The Corporate Buffer of all the member banks will be in proportion to the
percentage of their premium contribution.
6. The allocation and use of this Corporate Buffer would rest with the individual
management of the member bank. At the end of the year we would have a joint
review on how many banks have totally utilized their Corporate Buffer and how
many other member banks have not utilized their Corporate Buffer totally. The
unutilized Corporate Buffer of the member banks would now be proportionately
available to the member banks whose Corporate Buffer has been totally utilized.
This would be one of the major benefits of the Group underwriting of all the member banks
under one policy and at the same time individual underwriting of each member banks for data
processing, servicing and claims.
7. The claim settlement of the member banks would be done in the same process as
followed in the past, by each individual member banks.
8. The Third Party Administrator, appointed by the lead insure viz United India
Insurance Co. Ltd. will station their representative at the banks regional/ nodal
offices from where these banks have been settling medical claims of their
employees.
9. The Third Party Administrator, would have a Dedicated Office, Server and a 24 X 7
Call Centre for the Member Banks of the Indian Banks' Association.
10. The employees would submit the claims to the same regional / nodal offices where
they have been submitting in the past and the Third Party Administrator
representative will be the backup support and ensure claim settlement is completed,
in thirty minutes.
11. The Third Party Administrator should ensure placement of representative in all the
regional/nodal offices of the member banks• where the employees have been
submitting their claims in the past)
12. No claims would be rejected by the insurance company/ Third Party Administrator
unless the same is rejected by the committee comprising of the Bank management,
Insurance Company, Third Party Administrator and K. M. Dastur Reinsurance
Biokers Pvt Ltd.
13. All the employees and their family members would be issued ID cards by the Third
Party Administrator, of the Insurance Company ie. United India Insurance Co. Ltd.
In case the employee or his family member gets admitted idany of the preferred.
Provider Network of hospitals on production of ID card, the hospital authority in
turn shalt notify by fax / mail the details of hospitalisation along with ID card
number and Name of the employee to the.. Third Party Administrator, who would
again revert by fax / mail a confirmation to the hospital to proceed with the claim.

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This would even enable them to claim from anywhere in India and they would be
able to admit themselves in hospitals anywhere in India by merely calling the
dedicated call centres of the Third Party Administrator, which would be working on
a 24x7 basis. The Third Party Administrator, would even be able to advise the
employees on the nearest hospital available in their area. In case of an emergency
admission to a hospital which is not in PP Network, the employees also have a
benefit to get himself admitted on a cashless basis by intimating the Third Party
Administrator, call centre number, mentioning his ID card No and name. The
hospital authority would fax / mail the details of hospitalisation to the Third Party
Administrator, who would again revert by fax / mail a confirmation to the hospital
to proceed with the claim.
14. Most of the claims would be cashless; which would be paid directly to the hospital
concerned.
15. The reimbursement claims of pre and post hospitalization or in a few cases of actual
hospitalization would be paid to the employees through the banks regional/ nodal
offices or directly credited to the employees account.
16. In case of reimbursement claim where the employee has not informed the banks
Regional / Nodal offices; they may phone the 24 X 7 call centre of the Third Party
Administrator giving the details of their card ID number and name. In such cases
the reimbursement claim should be submitted on completion of hospitalization and
not later than 30 days of discharge from the hospital. In case of post-hospitalization
treatment, all claim documents should be submitted within 30 days after completion
of such treatment. Wherever the hospitals are not in the approved list of Third Party
Administrator, the Third Party Administrator should take necessary action for
addition of those hospitals on their network hospital list in consultation with bank.
In an emergency the claim payment would be paid to the hospital account and
empanelment of the hospital would be considered.
17. All the addition and deletion of the employees and dependents of the various
member banks would be done on a monthly basis. A newly recruited employee
would automatically be admitted in the medical scheme from the date of his
appointment letter. This has to be reflected in the addition / deletion statement to be
sent to the Third Party Administrator! K. M. Dastur Reinsurance Broker Pvt. Ltd.,
before 10th of the beginning of every month.
18. ID cards will be prepared within 10 working days from the date of receipt of data.
These cards can be couriered to the respective branch office in which the employee
is located. The cards can be distributed by at the branch office by the bank's branch
manager / any other person who is made responsible for the same. Corrections in
cards, if any can be c-mailed to an exclusive id which will be exclusive for cards
correction errors. These cards will be corrected and resent within 2 working days
from the receipt of correction mail.
19. An adequate deposit premium have to be placed by the member banks for this
addition, as this is a regulatory compliance under section 64 V B of the Insurance
Act; wherein no insurance can be initiated without the payment of the premium.

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20. At the same time refund premium of all deletions would be credited in the deposit
account of the member banks.
21. All additions / deletions of employees and family members would be on prorata basis.
In case, some member banks joined the scheme sometime after the main master policy
has been incepted, they would also be joining on a prorate premium.
Medical Insurance Scheme for Existing Employees, Policy Tenure 01.10.2016 to

30.09.2017(SC No.6512 Dt.26.12.2016)
1. All employees and their dependents (as per Union Parivar) existing on Bank‘s payroll as on
01.10.2016 are covered under this policy of Medical Insurance from 01.10.2016 to
30.09.2017. The policy number is 5001002816P111932445.
2. Employee contact details: As per information received from UIIC, the mobile number and
email address of all employees should be updated in their database. All employees to
ensure that their mobile number and email address is mentioned positively on the claim
form while submission of domiciliary/reimbursement claim forms.
3. Dependent Data in Union Parivar: The insurance company has also informed that e-card
of dependent, where date of birth is not updated in Union Parivar, will not be displayed
on paramount website as the data will not be uploaded at all and no
cashless/reimbursement facility will be available without proper updation of data. The
list of such deficient dependent data is already circulated to all branches/ROs vide our
Circular Letter no HR:127-189:2016 dated 05.12.2016. All are required to go through the
circular letter and get their dependent details updated to avoid any kind of inconvenience
during medical exigencies.
 To ensure quick settlement of claims, a checklist for proper claim submission is

given as Annexure II.
 Domiciliary Claim Form. Annexure III.
 Reimbursement Claim Form. Mandatory fields are tick marked. Annexure IV.

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Introduction of Medical Insurance New Module for Grievance Redressal.

( STAFF CIRCULAR NO. 6589 dated 27.03.2017 )
Highlights of the Circular:
1. Introduction of New Module for Medical Insurance Grievance Redressal.

2. Process for online lodgment.
3. Only for pendency above 1 month
Subject- Introduction of New Module in Union Parivar for Grievance Redressal Pertaining
to Medical Insurance Scheme for Existing Employees Handled by TPA Paramount Health
Services Under Medical Insurance Policy of United India Insurance Company
1. Attention is invited to Staff Circular 6263 dated 29.10.2016 vide which Medical
Insurance Scheme floated by United India Insurance Company was introduced in lieu of
Hospitalisation Scheme for the existing employees.
2. It has come to our notice that the employees are facing difficulties in getting their
bills sanctioned in time. Some of the commonly experienced problems are listed as
below:
 Sanction of partial claim amount.

 Continued pendency even on submission of documents.
 Unnecessary deductions which are otherwise payable as per the policy.
 Rejection of claims with no proper reason.
 Delayed payment of amount even after sanction of claim by TPA.
 Non Payment of amount sanctioned under Corporate Buffer.
3. Keeping in view the hardship faced by the employees and also the keep proper follow
up with TPA and Insurance Company, we have introduced a new module in Union
Parivar, viz: ―Medical Insurance Grievance‖, exclusively for redressal of grievances in
Medical Insurance cases. This module is available in Employees Self Service. The
navigation will be as follows:
Employee Self Service
Medical Insurance Grievance
(See Annexure I).

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4. Process of Grievance Lodgment-
Upon clicking the link ―Medical Insurance Grievance‖, a second screen appears which
prompts the employee to select the date of grievance lodgment. After selection of date,
click on tab ―Add‖. (See Annexure II).
5. The grievance lodgment page appears as depicted in Annexure III.
Enter valid Mobile Number and Email ID
Select Self or Dependent (Radio Button)
Type of Claim (Drop Down List)
Date of Treatment
Total Bill Amount
TPA FIR No and TPA FIR Date
Claim Status (Drop Down List)
Details of Latest Deficiency Raised by TPA
Upload Scan documents if Any
Enter ―Place‖ and click on Save and Submit

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 The employee details viz. Employee ID, Name, Designation and Location are auto
populated in this page.
 Enter valid mobile number and email ID in the given fields. A check has been
placed in Union Parivar to ensure that mobile number should be of 10 digits. (See
Annexure IV). Similarly check has been placed for valid email ID.
 Select ―Self‖ or ―Dependent‖ (Radio Button). Upon activation of dependent tab,

the employee needs to select the name of the dependent from the drop down list.
If the dependent for whom the grievance is to be lodged is not available in the
drop down list, please get the dependent data updated by your respective HR prior
to lodgment of claim.
 Select ―Type of Claim‖ from the drop down list which provides two option of
Domiciliary and Hospitalization.
 Select ―Date of Treatment‖.
 Enter ―Total Bill Amount‖.
 Enter ―TPA FIR No‖ and ―TPA FIR Date‖.
 Select ―Claim Status‖ from drop down list. There is option of three status viz:
Partially Settled, Pending and Rejected.
 For ‗Pending‘ claims‘ there is every possibility of deficiency in documents. The

deficiency details are provided to the employees via their registered email IDs
with TPA. In case mail is not received from TPA, the deficiency details can be
obtained by logging into Paramount Log In ID. Enter ―Details of Latest Deficiency
Raised by TPA‖.
 If required documents, as desired under deficiency details, are already handed

over to Paramount representative, yet the same is not updated against the claim,
then a copy of acknowledgment received from TPA representative along with the
query reply submitted by employees may be uploaded. Option is provided to the
employees for uploading of scanned documents. The permissible upper limit of
file is 2MB. This file should in black and white and PDF format only.
 Enter ―Place‖ and click on Save.
 Verify the details again and click on Submit.
 All the fields in this page are mandatory in nature and must be filled in completely
before the grievance is submitted. (See Annexure V).

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6. Once submitted the grievance will be visible to Medical Insurance Team at Central Office.
The team will take up the matter with TPA and ensure that the pending claims are settled
at the earliest. In case of deficiency or inadmissibility of claim or
settlement of claim, the details will be shared with the employee in the same page
against the field ―Updates received from TPA‖. Annexure III.
7. However the following things should be kept in mind before submission of grievance in
this module:
 FIR No & FIR Date should be properly mentioned. Wrong or irrelevant FIR number
will not be attended to.
 Claims pending for more than one month to be reported. Grievances raised for
claims within one month of date of lodgment will not be considered.
 Mismatch in Union Parivar dependent data and data in medical documents will
lead to rejection of claims. Please ensure that there is no mismatch in data.
 Only genuine grievances are to be lodged. Claims falling out of the coverage of
Medical Insurance Policy will not be considered. Refer SC 6512 dated 26.12.2016.
8. This module will be available in Union Parivar w.e.f. 01.04.2017.
9. All concerned are requested to take a careful note of the above.
Updation of Mandatory Data in Union Parivar( SC No. 6624 Dt. May 22,2017)
1. For the benefit of employees, a new personal data declaration page is being introduced in
Union Parivar, to ensure mandatory updation and capture of correct dependent data, as
also details of PAN and present address of all employees. On logging into Union Parivar, a
message for checking and updation of Mandatory Detail will be prompted. (Annexure I).
2. The declaration page will automatically open in a new tab displaying the details available
in the Biodata of the employee. (Annexure II). Employees are required to verify the
following details before clicking on ―YES‖.
 Date of Birth of Self (Employee‘s own date of birth).

 Name, Date of Birth and Relation (with employee) of the Dependent. This is a
mandatory requirement for Medical Insurance Cover to the Dependent.
 PAN details.
 Present Address details.

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3. Upon clicking ―YES‖ tab followed by ―SAVE‖ the employee confirms that all the details
are correct to his/her knowledge. Hence before submitting the declaration the employee
should ensure that there is no oversight and the declaration is submitted only if all the
above mentioned details are correctly updated in Union Parivar. Once the declaration is
submitted, the current session of Union Parivar will automatically log off and details of
the employee will be captured at back end along with date and time. (Annexure II).
4. Once declaration is done, no modification in the Employee‘s Date of Birth will be carried
out in Union Parivar.
5. Also no last minute modification requests, in dependent data, will be entertained from
the employee. Any further modifications in the dependent data should be reported only
through monthly Annexure II by the respective Regional Offices.
6. The PAN and address details will be fetched for the purpose of Centralized TDS process.
7. There could be few cases where a modification in self/dependent data of the employee
may be required. Hence an option to select the ―NO‖ tab has been provided in the
declaration page. Upon clicking on ―NO‖, a text box will be prompted asking the
employee to update the required data latest by 15.06.2017. Please refer to Annexure III.
8. For all employees who fail to submit the declaration by 15.06.2017, Bank may impose a
restriction on access to some employee benefit modules in Union Parivar from
16.06.2017. The access will be restored once the declaration is submitted by the
employee.
9. For the benefit of all employees, the format for dependent declaration as circulated vide
Staff Circular 6254 dated 14.10.2015 is again attached. Please refer to Annexure IV.
10. For any query/assistance please contact on e-mail ID

staffmediclaim@unionbankofindia.com, or IP No 116250/116253.
FAQ ON MEDICAL INSURANCE SCHEME FOR EXISTING EMPLOYEES
 What is the policy number?
Policy No.5001002816P111932445
 What is the Policy Period?

01/10/2016 to 30/09/2017
 Who are covered under this policy?

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Employees and their dependents.
 Who is dependent?
Spouse + Dependent Children + Parents/Parents-in-law.
 How much is the Sum insured in this policy?

Sum insured for Officers is Rs.400000
For Clerical Staff: Rs.300000

For Sub Staff: Rs 300000
 Whether domiciliary treatment is payable or not?

Yes,for specific diseases as per policy.Please refer staff circular no 6512 dt
26/12/2016
 What should I do when sum insured exhausted?

The employee can claim the amount from corporate buffer when sum
insured exhausted.
 What is the ceiling of corporate buffer?

The ceiling limit for corporate buffer is equal to sum insured,i.e, Rs,
4,00,000/- for officers and Rs 3,00,000/- for clerical/sub staff cadre. Only
hospitalization expenses for Rs 10,000/- and above can be claimed under
corporate buffer and no domiciliary claim can be claimed in corporate
buffer.
 Whether Maternity expenses are covered in the policy?

Maternity expenses are included please refer staff circular no 6512 dt
26/12/2016
 Which are the expenses reimbursable in the policy?

Room and boarding expenses:
A) Room and Boarding expenses as provided by the Hospital/Nursing Home not
exceeding Rs. 5000 per day or the actual amount whichever is less.
B) Intensive Care Unit (ICU) expenses not exceeding Rs. 7500 per day or actual
amount whichever is less.
Pre- Post Hospitalization:

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Expense incurred during the Pre-hospitalization and Post-hospitalization period
will be covered for 30 days prior to hospitalization and 90 days after discharge
respectively.
Day Care Treatment:
Expenses on Hospitalization for minimum period of a day are admissible.

However this limit will not apply in case of stay in hospital of less than a day
for Day Care Surgeries. If the surgery is undertaken under General or Local
Anesthesia in a hospital / day care Centre in less than a day because of
technological advancement and which would have otherwise required
hospitalization of more than a day.
 Which types of diseases are covered under this policy?

Pre-existing diseases / Ailments are covered
All diseases and ailments are covered under the policy without any waiting
period
Congenital Anomalies:
Congenital Internal/External diseases, defects and anomalies are covered
under the policy.
 Which are the other charges reimbursed in the policy?

 Ambulance Charges :
• Ambulance charges are payable up to Rs 2500/- per trip to hospital and /
or transfer to another hospital or transfer from hospital to home if
medically advised.
• Taxi and Auto expenses in actual, maximum up to Rs750/-per trip.
• Accidents Covered
• Treatment taken for Accidents can be payable even on OPD basis in

Hospital up to Sum Insured.
 Taxes and other Charges :
• All Taxes, Surcharges, Service Charges, Registration charges, Admission

Charges, Nursing, and Administration charges to be payable.
• Charges for diapers and sanitary pads are payable if necessary as part of
the treatment.
 Charges for hiring a nurse/attendant during hospitalization will be payable only

in case of recommendation from the treating doctor in case ICU/ICCU.

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 Which are the therapies and surgeries and other treatments covered in the
policy?
 Alternative Therapy :
Reimbursement of expenses due to hospitalization under the recognized
system of medicines, viz. Ayurveda, Unani, Sidha, Homeopathy,
Naturopathy, if such treatment is taken in a clinic/hospital recognized by
the central and state government.
 Treatment for Genetic disorders and stem cell therapy is covered
 Rental charges for external and or durable medical equipment of any kind
used for diagnosis and or treatment including CPAP, CAPD, Bi-PAP,
infusion pump etc will be covered.
 However purchase of the above equipment to be subsequently used at home
in exceptional cases on medical advice shall be covered.
 Ambulatory devices i.e. walker,crutches,belts,collars,caps

splints,slings,braces,stockings,diabetic footwear,glucometer, Nebulizer
thermometer, alpha/water bed are covered under the scheme.
 Physiotherapy charges:- Physiotherapy charges shall be covered for the period
specified by the Medical Practitioner even if taken at home. All claims
admitted in respect of any/all insured person/s during the period of insurance
shall not exceed the Sum Insured.
 What are the policy exclusions?

 War like Operations :
Injury/disease directly or indirectly caused by or arising from or attributable to

War, invasion, Act of Foreign enemy and War like operations (whether war be
declared or not).
 Circumcision unless necessary for treatment of a disease not excluded
hereunder or as may be necessitated due to an accident.
 Vaccination or inoculation.
 Cosmetic Surgeries :
Change of life or cosmetic or aesthetic treatment of any description is not
covered.
 Plastic surgery other than as may be necessitated due to an accident or as part
of any illness.
 Cost of spectacles and contact lenses, hearing aids.

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 Dental treatment or surgery of any kind which are done in a dental clinic and
those that is cosmetic in nature.
 Convalescence, rest cure and General debility.
 Obesity treatment and its complications including morbid obesity.
 Treatment for Venereal disease.
 Intentional self-injury.
 Use of intoxication drugs / alcohol.
Vitamins and Tonics:

Expenses on vitamins and tonics unless forming part of treatment for injury or
disease as certified by the attending physician.
Non-Medical Expenses:
Charges for telephone, television, /barber or beauty services, food charges
(other than patient‘s diet provided by hospital), baby food, cosmetics, tissue
paper, toiletry items and similar incidental expenses.
 What are the services offered by TPA to the insurer?

As the authorized TPA servicing the policy following services are offered:
• A personalized Identity Card will be issued to each member and

dependents to avail of Cashless facilities in all the network hospitals of
TPA.
• Cashless service facility at network hospitals up to the authorized limit
as per policy terms & conditions.
• Claims processing of reimbursement claims.
• 24 X 7 Call Center service through toll free number 18002667008.
• Website (www.paramounttpa.com/iba) giving online facility for

generation of E-card, claim intimation, and tracking of claims and
Payment Status.
 What is Claim Intimation? Do I have to Intimate to United India / United India

TPA in case I do not avail cashless facility?
A. Claim Intimation is to be given prior to the Hospitalization or in case of

emergencies immediately upon hospitalization but prior to discharge.
1) Telephonically: 022 66629814
2) E-mail: claim.intimation@paramounttpa.com

================================================================================
3) Online intimation: www.paramounttpa.com/iba
 What is the time period for claim intimation?

o Planned: Prior to admission to hospital
o Emergency: Within 7 days of admission to hospital
 What is the time period for Submission of Claim Documents?

Pre- Hospitalization: Pre – Hospitalization means relevant medical expenses
incurred like consultations, diagnostic tests, 30 days prior to hospitalization
and related to the hospitalization claim.
Post – Hospitalization: Post – Hospitalization means relevant medical expenses
incurred up to 90 days from the date of discharge and related to the
hospitalization claim.
What is the Claim process?

A) Cashless: Cashless Facility is a benefit extended by the Insurance
Company through Paramount TPA wherein the insured has the option to get
admitted to a Network hospital without the burden of payment of the Hospital
Bill. The network hospital list is available on the website
(www.paramounttpa.com/iba) the bill is settled directly by the insurance
company subject to terms and conditions of the policy.
– Cashless can be availed by;
A) Directly Approaching the Network Hospital

B) Reimbursement: Intimate TPA of the hospitalization
Get admitted to the hospital, take treatment and pay the bill after collecting
all the original documents from the hospital.
• Insured can get admitted in any hospital (Network / Non Network).
• Claim documents to be submitted to Help Desk, Bank Regional Office.
• The claim is processed on the basis of the terms and conditions laid
down in the policy, and NEFT will be done directly to the employee.
Q. What is the Procedure to be followed for Cashless directly with the Network
Hospital?

================================================================================
A. Cashless can be availed at the network hospital list updated in the web site
www.paramounttpa.com/iba. The procedure mentioned below needs to be
followed while availing Cashless at hospitals.
• Choose network Hospital from updated network list of hospital on the
website (www.paramounttpa.com/iba).
• Show Paramount TPA ID card and collect Pre-Authorization form from

the hospital. Fill up personal details and the rest to be filled up by the
hospital treating doctor along with contact number.
• Hospital will send cashless request form to Paramount TPA.
• The Paramount TPA shall process the claim as per policy terms and
conditions and send an approval letter to the hospital.
• Get admitted, take treatment and get discharged without payment of
bill except for non payable items. Please ensure final bill is signed,
before discharge.
Payment will be made to the Hospital/Nursing Home directly by United India
Assurance Co.
• Will I Get Cashless facility in a non-network hospital?

• No. Cashless facility will only be available in a network hospital.
 What are the documents required to avail Cashless facility?

A. Cashless facility is available only in network hospitals. The following documents
will be required before issuing cashless Authorization Letter.
• Duly filled, signed & stamped Pre Authorization Form from the hospital.
• Investigation reports & previous consultation papers (if any).

• Photo ID proof.
• Health ID number/policy number/employee number (Please mention on

the AL form and provide a copy of Health ID card).
 Does cashless hospitalization mean getting treatment free of cost?

A. Cashless hospitalization does not mean that the treatment is free of cost.
Any expenses that are not payable under the insurance policy will not be
authorized during hospitalization and the same will have to be borne by the
patient.
 Does cashless hospitalization cover all medical expenses?

================================================================================
A. Charges for telephone, television, barber or beauty services, food charges,
baby food, cosmetics, tissue paper, toiletry items and similar Non Medical
items are not payable. All the other charges related to the treatment are
covered as per the terms & conditions of the policy.
 What documents are needed for processing claims that have to be

reimbursed?
A. Following documents are required for processing reimbursement claims:

• Claim Form duly filled and signed by the claimant.
• Photocopy of ID card
• Cancelled cheque
• Original Final Bill & Discharge Card
• Original Numbered Payment receipt

• Original receipts with Reports of investigation
• Original Medicine bills with prescription

• Lens Sticker / Lens card in case of eye treatment
• In case of road traffic accident copy of First Information Report from

policy department / copy of the Medico Legal Certificate.
 How will I get checklist of documents for claim submission?

A. You may visit the website www.paramounttpa.com/iba for checklist for claim
submission.
 What is the time limit for submission of documents in case of

reimbursement claims?
A. All the documents need to be submitted within 30 days of discharge. For the
post hospitalization - 120 days from date of discharge.
• If an employee retires during the currency of the policy, will he or she
continue to get benefits of serving employee till expiry of policy?
A. Yes.
 What is the procedure to generate e-card?

Step 1: go to www.paramounttpa.com/iba

================================================================================
Step2: then click on instant e-card option
Step3: enter employee no
Step4: select union bank retired from group code drop down list
Step 5: submit
It will generate e-card.
 What is the procedure to upload the photos on e-card?

Procedure for uploading photos is given below. –
Step 1: Go to www.paramounttpa.com/iba site.
step2: click on union bank‘s logo and it will show login page.
Step3: type your PF number in user name and date of birth as a password
Step 4: Put your Pf No in User name and your Date of Birth in Password in
proper format.
Step 5: After login it will ask you to change your password, Change accordingly.
Step 6: Then in next step update your Mobile No and Email Id.
Step 7: In next step it will take you upload photos window, just upload yours
and your spouse's photo there.
Step 8: Take the printout of E card and keep it with you for reference.
 The physical card is issued without photograph. What else can be provided
as identity proof?
A. As an identity proof PAN card, Aadhar Card or voter ID card may be carried
along with the medicard.
 Where to contact for modification of personal details viz name, date of

birth etc.?
A. Please put a mail with the required changes to
staffmediclaim@unionbankofindia.com
 Where I will get hospital network list?

A. You may visit the website www.paramounttpa.com/iba for hospital network
list.
 Where will the insurer get the claim forms?

================================================================================
A. Claims forms are available at www.paramounttpa.com, one could download the
related forms from this site.
 Where to contact in case the insurer forgets his password?
Put a mail from your registered mail id to contact.phs@paramounttpa.com for

reset of password.
CONTACT DETAILS OF PARAMOUNT REPRESENTATIVES:
Nodal Officers
First Point of Contact:
Call Centre: 022 66629814 Toll Free No: 18002667008
1. First Level Spoc

Ms Namrata Mandal
Mobile No: 07710067734, Landline: 022-22896298, IP -116255

Email ID: namrata.mandal@paramounttpa.com
2. Second Level Spoc

Mr. Suresh Ghadi
Mobile No: 9320167512

Email Id: suresh.ghadi@paramounttpa.com
3. Escalation
Mr Nilesh Saha
Mobile No 7498425305
Email ID: nilesh.saha@paramounttpa.com
CONTACT DETAIL OF UNION BANK MEDICAL INSURANCE TEAM CENTRAL OFFICE
Mr Kiran chawak
Landline: 022-22896255, IP- 116253

================================================================================
Email ID: Kiran.chawak@unionbankofindia.com
Mr Pankaj Kumar Gupta
Landline: 022-22896255, IP- 116252
Email ID: pankaj.gupta1@unionbankofindia.com

Mr Anshul Jain
Landline: 022-22896255, IP – 116252

Email ID:anshuljain@unionbankofindia.com

================================================================================
7
PMS
(Performance Management
System)

================================================================================
Performance management system

As per circular 5958 dated 08.03.2013:
Revised guidelines were issued vide Staff Circular No. 5751 dated 21st April 2011 for completion of Annual
Performance Appraisal for Officers due to the implementation of New Three Tier Structure. With effect from
August 2011, Four Tier structure has been implemented.
Further, as per the latest guidelines received from the Ministry of Finance, Government of India, the Annual
Appraisal Reports of Officers will now have four phases (instead of the existing three) viz. Appraisee, Appraiser,
Reviewer and Acceptor. The Appraising Authority will be minimum one notch higher than the Appraisee,
Reviewing Authority will be minimum one notch higher than the Appraising Authority and the Acceptor will be one
notch above the Reviewing Authority, except in the case where CMD is the Reviewing Authority, then CMD will be
the Acceptor as well.
Ministry of Finance, Government of India has also suggested that final appraisal marks should be communicated to
the Officers to bring fairness and transparency and they should be given an opportunity to make representation
against the final marks communicated to them within 15 days from the date of receipt of final marks. The
representation shall be restricted to specific factual observations in the report and the marks allotted. Government
of India has prescribed certain methodology to be adopted by the PSBs for operationalization of the disclosure
process and subsequent action in Banks with regard to the APAR.
In compliance with the aforesaid guidelines and methodology prescribed by the Government of India, we have
designed our online PMS package. The salient features of the new PMS package are as under:
 The concept of the new PMS is to design a robust, transparent and objective system of evaluation of
performance, competency and potential of the employee
 New PMS will now have 2 Phases viz. Performance Planning and Final Performance Appraisal
 PMS categorized into three appraisals type. Budgetary, Non Budgetary and General Manager
 Budgetary is divided into three components (60:30:10) – Performance goals / Business parameters (60
marks), Managerial Dimensions (30 marks) and Qualitative Aspects (10 marks)
 Non Budgetary is divided into two components (50:50) – Performance goals / Business parameters (50
marks), Managerial Dimensions (30 marks)
 Performance Planning will be undertaken in the beginning of the Financial Year i.e. May followed by Final
Evaluation in April.
 The first 2 Phases will be at the Appraisee and Appraiser level and the final evaluation will be at 4 levels
viz. Appraisee, Appraiser, Reviewer and Accepter as per the GOI directives.
 As per the new Government of India guideline - roles have been defined as Budgetary Roles (Scale I to VI),
Non Budgetary Roles (Scale I to VI) and General Managers' Role
 KRAs / KPIs for each unique role along with marks have been defined across the Bank through the Job
Description exercise, which is uploaded on the UBINET
 Bank has got the PMS Module developed, designed and customized on Union Parivar for online
submission of PMS which has been redesigned to align it with GOI directives on PMS to be made effective
from FY 2012-13
 Performance planning for each individual will have target setting in alignment with the Department Bank
goals

================================================================================
 In case of budgetary roles, the Performance Planning is same as assigning of targets by ROs to their field
functionaries. With the introduction of MIS in our bank, we proposed to import various key targets and
actual from the MIS data. This capturing of data will lead to system generated marks
 To bring about transparency and objectivity in the PMS, system driven marks through the targets vs actual
will be generated in case of Appraisee (non editable) which will be followed by the marks given by the
Appraiser / Reviewer / Acceptor (editable)
 The new framework will ensure identification of development needs and monitoring of capability
enhancement throughout the performance cycle for all employees
 The newly designed PMS has a provision to capture location preference, career aspirations and training &
development goals to enhance employee satisfaction level, career pathing and capability building
 The new PMS will also help in identifying the star performers and leadership in pipeline for succession
management
 Creation of a system with strong linkages to other HR processes like: Rewards and Recognition, Career
Management, Training and Succession Planning
 Officer shall be given an opportunity to make any representation against the entries and final scoring
given in the report within 15 days from the date of receipt of final score in Appraisal Report. The
representation shall be restricted to specific factual observations in the report and the grade / marks
allotted
 In case no representation is received within 15 days, it shall be deemed that he / she has no
representation to make
 The Committee for considering the adverse remarks and marks/grade, if necessary in consultation with
the reporting and/of reviewing authority decide the matter objectively and judiciously based on material
placed before them within a period of 30 days of receipt of representation.
 The Committee after due consideration may reject the representation or may accept and modify the
marks / grade and ratings. The decision of the Committee shall be final and will be communicated to the
Officer reported upon within 15 days of receipt of the decision by the respective HR Department
 PMS discipline with respect to timelines will be maintained at all levels (Appraisee, Appraiser, Reviewer
and Accepter) for the entire performance cycle so that Performance gets evaluated and reviewed within
the prescribed timelines as per GoI guidelines under the new system
 Top Management will drive the performance cycle to ensure PMS time discipline and discussions process
 Capability Building workshops on various HR modules including PMS have been conducted for Change
Champions (HR Department) of each RO to carry forward the same at the respective Regions. Besides,
operational guidelines have also been uploaded on UBINET for the reference of all concerned
UBI NET
HUMAN RESOURCES
JOB DESCRIPTION COMPETENCY MODEL PERFORMANCE MANAGEMENT
 Budgetary  Action Plan examples SYSTEM [PMS]
 Non-Budgetary  Competency Mapping  Annual Performance
 GMs  Proficiency levels & Appraisal Template aligned
Indicators to GOI
 UBI Competency model  PMS modules (Manuals for
PMS and Representation;
PMS circulars and Power
Point)

================================================================================
Performance Management System
Under the new PMS System, great onus lies on the Appraiser as he is associated with all aspects of performance
management - Performance Planning, Self development planning and ongoing coaching and assessment. He will
discuss and finalize the Performance Goals. During the planning stage the Appraisee and the Appraiser will identify
Goals for Appraisee's role.
At the yearend Appraisal stage that is Final Appraisal, the Appraiser will also discuss the current state or reality of
achievement of set-out goals, opportunities to develop and when and what to do in order to ensure a successful
performance year. At the final Performance Appraisal stage, the Appraiser appraise the incumbent on
Performance Parameters & Competencies, provide feedback on each area of performance and development,
Determine overall score based on quantitative and qualitative performance parameters and the final rating is
known to Appraisee.
MODIFICATIONS AS PER Staff Cir.6199, dated 28.05.2015.
Based on interaction and feedback received from field functionaries and discussions with TCS representatives, DIT
and other major departments at Central Office, it has been proposed to re-visit the process involved in the PMS
system practiced in our bank and it is proposed to introduce the following modifications in the Performance
Management Module with effect from Financial Year 2015-16.
1. The Business Data for all budgetary roles will be imported in PMS from MIS.
2. In respect of the following parameters, the fields will be kept open for entering the data manually:
 Review/Renewal of Credit Proposals.

 Exercise of Delegated Authority in sanctioning of loan proposals.
 Any other data which is presently not available in MIS.
3. Assessment of Performance under Third Party Products will be done on the basis of Income Earned from
third party products
4. Profit & Loss : Since branches are not given Profit & Loss and Business per employee targets, this
parameter will be assessed on Operating Profit of the respective branch
5. NPA : Assessed on the terminal figures of total NPA of the Branch and Fresh Slippage during the year vis-à-
vis the ceiling targets
6. Expense Management: Marks will be given on the basis of achievement of Branch/Region in controlling
Revenue Expenditure (excluding establishment expenses)
7. No - Mid Review: Considering the operational difficulties caused due to mid-year transfers; it has been
decided to discontinue recording of the Mid Year Review hence forth
PARAMETERS COVERED FOR SCORING PATTERN:
The following changes are proposed and to adequately compensate the Officers who have exceeded the targets,
the following modifications are proposed in the scoring pattern:
PARAMETERS: Aggregate deposit, SB, CD, Advances and their various sub segments, Fund based and Non Fund
based advances, Import & Export advances, Interest Income, Operating Profit, Non-interest Income, Income
from third party products.

================================================================================
PROPOSED
% Achievement f Target Marks
Up to 20% 0%
>20% to 50% 0% to 30%
>50% to 70% >30& to 50%
>70% to 90% >50% to 75%
>90 % to 100% >75% to 90%
100% and More >90 to 100%
Calculation of PMS system shall be configured in such a way that gap between opening and closing bracket of %
achievement of target will be spread equally.
PARAMETERS COVERED:
Pendency in Review/Renewal of Credit Proposals.
Negative Branches, Branches not achieved targets (in case of Regional Heads).
PROPOSED
% SLIPPAGE FROM Target Marks
0% 100% Marks
Up to 20% 50% Marks
Beyond 20% 0% Marks

================================================================================
Parameters Covered:
Control on Revenue Expenditure
PROPOSED
% to CEILING LAID DOWN MARKS
10% More below the Ceiling 100% Marks
Less than 10% below the Ceiling 90% Marks
Up to 10% in Excess of Ceiling 30% Marks
Beyond 10% in Excess of Ceiling 0% Marks
PARAMETERS COVERED
Total level of NPA, Fresh Slippage.
PROPOSED
% to CEILING LAID DOWN MARKS
10% or More below the Ceiling 100% Marks
Less than 10% below the Ceiling 90% Marks
Up to 10% in Excess of Ceiling 30% Marks
Beyond 10% in Excess of Ceiling 0% Marks
IMPORTANT INSTRUCTIONS - PMS FY 2015 - 16
• In respect of PMS formats designed for Branch Heads of Personal Banking, General Banking,
Business Banking, Whole Sale Business Banking, Overseas Banking, NRI Branches and Rural
Branches, it is proposed to FREEZE MAJOR Parameters and their marks
• Appraisee or the Appraiser shall not have the rights to either delete the parameter or change
its maximum number of marks
• However, other parameters/marks can be modified/added/deleted mutually by Appraisee and
appraiser at the time of planning
• SARAL, ULP , Union Experience Branches: New formats with relevant KRAs will be added in PMS
Module for various roles of the respective branches

================================================================================
• At present performance of Officers getting marks ranges 75% to 89% are rates as ―Very Good‖
and between 90% and more marks are rates as ―Outstanding‖.
• In order to have parity between Budgetary and Non-Budgetary roles, Appraising, Reviewing,
Accepting Authorities are advised if they give 90 or more marks under Non-budgetary roles,
they will be required to make a specific mention of the Outstanding Role or Achievement of
concerned Officer for the period under review
GENERAL INSTRUCTIONS
• Minimum Period: From FY 2015-16 an Officer need not submit separate appraisal if his place of
posting/assignment in a Role is less than 90 days. (Presently this limit is up to 31 days)
• Demitting of Office by Appraiser/Reviewer/Acceptor: In such cases the Appraisal has to be

done by the next official in that Role or an Officer who is more appropriately placed to
appraise him
• Officers under Suspension: Appraisals lying in the ID of Officer under Suspension shall be
transferred to Next Higher Authority or the person who is more appropriately placed to
appraise these officers.
• To Cut down Delay in Submission of Appraisal: Regional-wise PMS dates will be fixed by each
RO and 100% compliance shall be by that date.
• Time for submitting on line representation on Appraisal Marks: This time limit is retained at
the present level of 15 days from generation of final score.
• Appraisees are advised to regularly see their mail if they have personal official ID to ensure
timely submission of on-line representation
• Absence of Officer from duty for part of the Year: An officer who is not in active service in
the Bank for part of the year due to long / sabbatical leave, or suspension /termination from
duty and subsequent re-instatement in the Bank‘s services on appeal, etc, their appraisal
report will be considered as one Appraisal for the officers who have a work period of at least
90 days in a financial year and their scoring be also calculated for one review period
Subject: Modifications in the Performance Management System for FY 2015 - 16

Attention of all branches / offices is invited to Staff Circular No. 6199 dated 28.05.2015 vide which it
was informed that it has been decided by the Bank to re-visit the PMS system under Project Utkarsh
during the current financial year. Accordingly, as per discussions with the various verticals, suitable
modifications are introduced in the Performance Management Module with effect from FY 2015-16.
The main features of the modified module are that the business data for all budgetary roles will be
frozen and imported in PMS from MIS. As such the business targets and achievements for all parameters
will automatically appear in the PMS format and this will result in system generated calculation of
marks for financial KRAs on the basis of % achievement of targets and the incremental growth in the
advances (Example, For Branch A,FY 15 outstanding for Retail and SME loans was Rs.80 crores and
target for FY16 is Rs.100 crores, then incremental target is Rs.20 crores. If Branch A closes FY 16 at
Rs.90 crores, then achievement is Rs.10 crores or 50% and will be non-editable at Appraisee level.

================================================================================
However, in respect of certain parameters, the field will be kept open for entering the data manually.
E.g.,:
• Review/renewal of credit proposals
• Exercise of delegation in sanctioning of loan proposals
• Performance under Financial inclusion,
• Any other data which is presently not available in MIS.
The following modifications are introduced in the scoring pattern of marks in the PMS module for
budgetary roles as already been clarified in the above circular. For ready reference, we are giving
hereunder the proposed marking guide of PMS:
% achievement of terminal target
existing Proposed
% achievement of the target Marks %achievement of the Marks
target
Less than 20% 0 Upto 20% 0
20 % to less than 50% 20% to 50% 20 % to less than 50% 0% to 30%
50 % to less than70% 50% to 70% 50 % to less than70% 30% to 50%
100% and more 100% 100% and more 90 to 100%
The proposed scoring pattern incrementally gives more marks to the officers who have achieved the
target in the last bracket. Revised formats with relevant KRAs have been added in the PMS module for
Branch heads as well as various other roles of branches such as ULP, UnionXperience as well as for
SARAL. The Bank has also devised the role and KRAs of Deputy Zonal Head and Deputy Regional Head.
The new job role KRAs and revisited KRAs for the different roles and responsibilities are summarized as
below:-
Deputy Zonal Head and Deputy Regional Head
 Job roles cover functions that will be performed by the 2nd person in command at theZonal /
Regional level for smooth functioning of the regions / branches
 Job roles cover various parameters like
a. developmental (deposits, advances, CASA, etc.)
b. operational (like audit compliance, submission of returns, etc)
c. HR issues including holding of periodical IR meetings with unions/ associations, timely

redressal of staff grievances, etc. pertaining to the zone / region
Union Experience Branch
• The revised KRA's of Union Experience Branch roles are done with more focus to:-

================================================================================
a. Business
b. Branch & sales model adherence
c. Audit score
d. Customer service
e. TAT for assets & liabilities products
The revised roles are:
1. Branch Manager
2. Deputy Branch Manager
3. Sales Head
4. Customer Service Representative
5. Credit Team
Union Loan Point (ULP)
• To have focused approach towards mobilization of business under CASA, Retail loans,
Third party products and Alternate channels
• To ensure TAT in -
a. Processing of proposals with quality
b. Mobilisation of proposals (amount sanctioned)
c. Due diligence of retail proposals.
The workflow of the marketing officers posted at ULP are now modified as circulated vide our circular
letter No. HRD/PMS/1274/15 dated 14.12.2015 addressed to all ROs / FGMOs. The new job roles will be
applicable in those ULPs that have been implemented at the Regions selected on Pilot Basis under
Project Utkarsh.
SARAL
• KRA's are revised for different roles as mentioned hereunder in respect of officers posted in two
SARALs i.e. Mumbai South and Delhi South taken on pilot basis under Project Utkarsh:-
i. SARAL Head
ii. Work cell Manager / Facilitator
iii. Processing officer
iv. Co-ordinator

================================================================================
Consequent to revisiting of roles under Project Utkarsh, we have also revisited the roles of Marketing
officer and Principal Marketing officer posted at Regional office / FGMO. The re-visited roles at the
field level are as under:
1) Branch Head of General Banking Branch
2) Branch Head of Business Banking Branch
3) Accountant/Deputy Branch Head
4) Processing officer
5) Routine Officer in different departments
6) Channel Manager
The KRAs of the above roles are revised to make them more objective and factoring to budgetary roles.
As per GOI guidelines, performance under Financial Inclusion is included as one of the KRAs for FGMs,
RHs, BMs, Accountants, RDOs, LDMs, and Officers working in Financial Inclusion Dept. These will be
reflected in the PMS formats at the time of Final Performance Appraisal.
The list of illustrative Job Descriptions (JDs) for all roles can be viewed in the UBINET
As regards Non budgetary roles in administrative offices, as already clarified in our aforesaid Staff
Circular dated 28.05.2015, wherever an officer is given 90 or more marks for the period under review,
the appraising/reviewing/accepting authorities will be required to make specific mention of the
outstanding role /achievement of the officer, justifying grant of marks of 90 or above to him / her for
the financial year
Considering the major changes that have been made in the various job roles and responsibilities as
stated above, and the fact that some new roles have also been added under Project Utkarsh, it has
been decided by the Bank for operational convenience, to dispense with submission of Performance
Planning exercise only for the current financial year FY 2015 - 16. Accordingly, officers are required to
directly initiate their Final Performance Appraisal on the 1st April 2016 for their performance during
the current financial year
General instructions:
 Minimum Period for Appraisal - Beginning with FY 2015-16 an officer need not submit separate
appraisal in case he / she has worked for more than 8 months in one location during the
financial year. In such a case, only one appraisal needs to be filled in by an officer for the
entire year under review. However if the length of service of an officer at a given location is
for less than 8 months after which he / she has been transferred out, then two appraisal
reports are to be submitted by officers for each individual period under the financial year.
Further, Also, In cases of officers who are not in active service in the Bank for part of the year
due to long / sabbatical leave, or suspension /termination from duty and subsequent re-
instatement in the Bank's services on appeal, etc., there shall be only one Appraisal for such

================================================================================
officers provided they have worked for a period of at least 90 days in the financial year under
report.
 Promptness in submission of Performance appraisal - Since majority of the data will be

imported from the MIS in the PMS formats, it shall be the responsibility of the HR Head and the
Change Champion posted at Regional Offices to ensure that the appraisal reports of officers
posted in their region are completed every year in all respects by15th April of the financial
year. As per the Job Role entrusted to them, the Deputy Regional Heads at the Regional Offices
are requested to ensure that the appraisal reports of all officers working in their jurisdiction
are submitted by all officers by 15thApril every year and that the appraisals are completed in
all respects at the respective Appraiser, Reviewer and Acceptor levels, latest by 30th April.
 Time for submitting on line representations: No change is proposed in this regard and the time
limit for submitting on-line representation by an officer is retained at the present level of 15
days from generation of final score. Please note that only on-line representations shall be
entertained in this regard.
The above changes will be made effective for Appraisals from FY 2015-16 onwards. FGMs / Regional
Heads are requested to ensure the completion of PMS exercise with quality and in time so as to have
objectivity in the performance appraisal of officers posted in their Region.

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UNION BANK OF INDIA

HR MANUAL – I - FOR OFFICERS Page 1

HR MANUAL – I - FOR OFFICERS Page 2

HR MANUAL – I - FOR OFFICERS Page 3

HR MANUAL – I - FOR OFFICERS Page 4

HR MANUAL – I - FOR OFFICERS Page 5

The following Grades and Scales in vogue.

1. TOP EXECUTIVE GRADE

SCALE - I 23700 980/7 30560 1145/2 32850 1310/7 42020

HR MANUAL – I - FOR OFFICERS Page 6

d. Officers in SMGS-IV shall be eligible for one stagnation increment of Rs.1650/-

3.DEARNESS ALLOWANCEOn and from 01.11.2012, Dearness Allowance shall be

HR MANUAL – I - FOR OFFICERS Page 7

4.HOUSE RENT ALLOWANCE [w.e.f. 01.11.2012]

5.CITY COMPENSATORY ALLOWANCE

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 Indian Bank‘s Association has advised payment of HRA and CCA to

 A detailed list of such places is given in Annexure -I. Employees

 Annexure-ll contains the list of places falling under the following

6.SPECIAL ALLOWANCE (w.e.f. 01.11.2012)

With effect from 01.11.2012, Officers shall be paid Special Allowance as

Scale I – III - 7.75% of Basic Pay + applicable Dearness Allowance thereon.

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Note: The Special allowance with applicable DA thereon shall not be

7.PROVIDENT FUND (W.E.F. 01.11.2012)

(b) Officers of State Bank of India will continue to be covered by

8.PENSION (including State Bank of India)

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9.MEDICAL AID (Other than State Bank of India)

The reimbursement of medical expenses shall be enhanced proportionately for

10. HOSPITALIZATION EXPENSES (Other than State Bank of India)

In substitution of Clause (9) of the Joint Note dated 27.04.2010, the

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11. RECOVERY OF HOUSE / FURNITURE RENT:

11.1. STANDARD RENT (Staff Circular No. 4397 Dated 17-10-1997)

LIVING STANDARD LIVING STANDARD LIVING AREA STANDARD

UPTO 50 113 51—60 135 61-75 157

76-90 209 91-105 252 106-120 296

121-150 362 151-180 433 181-225 510

226-300 728 301- 40 901 401-550 1073

> 551 1250 ONE SQ METER = 10.76 SQ.FEETS.

12. FIXED PERSONAL PAY (w.e.f. 1.11.2012)

(A) (B) (C)

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1460 159 1619

1650 180 1830

1800 196 1996

1960 214 2174

2120 231 2351

(i) F.P.P. as indicated in ―C‖ above shall be payable to those officer

(iii) The increment component of F.P.P. shall rank for superannuation

12.1. FIXED APERSONAL PAY(FPP) ONE CADRE TO HIGHER CADRE

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the higher cadre/scale in which he is placed. (HRMD:PAD:16594/07 DATED

13. PROFESSIONAL QUALIFICATION PAY (PQP) (w.e.f. 01.11.2012)

(i) Those who have passed only CAIIB – Part I / JAIIB

Rs.670/- p.m. one year after reaching top of the scale.

(ii) Those who have passed both parts of CAIIB –

(B) An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications

14. OTHER ALLOWANCES [Staff Cir.No.6212, dt.30.06.2015]

(i) Deputation Allowance (w.e.f. 01.06.2015)

a) An Officer deputed to serve outside the bank – 7.75% of Pay with a