From tribunalisation to bipartism – A Long Glorious Journey
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Transcript of From tribunalisation to bipartism – A Long Glorious Journey
From tribunalisation to bipartism – A Long Glorious JourneyOnward March to 10th Bipartite Settlement
All of you are aware that 9th Bipartite settlement ended on 30th October, 2012 and all bankemployees are eligible for wage revision w.e.f. 01-11-2012. AIBEA has submitted Charter ofDemands for 10th Bipartite settlement on revision of wages and service conditions to IndianBanks Association. We hereunder recall the struggles, sacrifices and achievements involvedin the improvement of wages & service conditions of Bank Employees.
With the founding of AIBEA on 20th April,1946, not only more and more bank unions weregetting formed in different bank in different States, but there were growing agitations andstruggles for betterment of wages and service conditions. Bank employees were gettingorganized more and more and there were strike actions by bank employees in differentstates.
In this background, on 30-04-1949, Central Government promulgated an Ordinance wherebyBanking and Insurance sector were made Central subjects in respect of Industrial DisputesAct.
Immediately thereafter, on 13-06-1949, all disputes in the banking industry were referred toa National Tribunal headed by justice K C Sen. The Tribunal gave its Award on 12-8-1950.This was known as Sen Award. For the first time, service conditions of bank employeeswere codified at All India level. But bankers were unhappy. They challenged the Sen Awardon technical grounds and unfortunately on 9-4-1951, the Sen Tribunal was declared as nulland void by the Supreme Court.
This led to lot of resentment amongst bank employees and there were large scale protestsand agitations. Hence Government appointed another Tribunal with Justice Divitia. Unionsobjected to his appointment as he was found to be a shareholder in many Banks. HenceJustice Divitia was forced to resign in August, 1951.
In view of the continued unrest in the banking industry, the Government appointed anotherTribunal on 5-1-1952 with Justice Panchapakesa Sastry as Chairman. Sastry Tribunal gaveits Award on 20-04-1953. This Award is famously known as SASTRY AWARD.
But Sastry Award resulted in wage cut for bank employees. Once again powerful agitationwas launched by AIBEA. Hence the Award was referred to the Labour Appellate Tribunal.The LAT Award given on 28-4-1954 restored the wage cut. But shockingly, the Government,at the behest of the bankers, unilaterally modified the LAT Award to the detriment of the bankemployees on 24-8-1954.
Angered by this unfair and illegal action of Government, AIBEA gave the call for the first AllIndia Strike by Bank Employees on 23-9-1954 and the strike was a thunderous success.After this, AIBEA from its conference held in Madras (now Chennai) gave a call for indefinitestrike from 10-12-1954.
Shri V.V.Giri, the then Labour Minister supported our cause and resigned from the Cabinetprotesting against the Government’s unwarranted interference with the judicial pronouncementof LAT Award.
All India Andhra Bank Award Employees’ Union(Affiliated to AIBEA)
506, Vth Floor, Taramandal Complex, Saifabad, Hyderabad - 500 004.Phone : 23243377 Fax : 040-23298239 E-mail : [email protected]
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The Government appointed Rajya Dhyaksha Commission on 17-09-1954 to enquire into theeffect of LAT Award. Upon his death, Justice P.B.Gajendra Gadkar was appointed as thehead of this Commission.
Upon persuasion by many MPs including Com. S.A. Dange and Shri. Ashok Mehta, AIBEAdeferred the indefinite strike.
Gajendra Gadkar Commission gave its Report on 25-07-1955. This is known as BankAward Commission. The recommendation of this Commission was duly incorporated bythe Government by enacting Industrial Disputes (Banking Companies) Decision Act, 1955.
Section 4 of this Act provided that Sastry Award as modified by the LAT and Bank AwardCommission would be effective up to 31-03-1959.
On 21-03-1960, the Government appointed the National Industrial Tribunal (Bank Disputes)with Justice K.T.Desai as the Presiding Officer. The Award of this Tribunal known as DESAIAWARD was published on 13-06-1962.
The Award was made effective from 1-1-1962 to 31-12-1962. However, Government extendedthe Award up to 31-12-1963 and again up to 31-03-1964.
Because of the bitter experience before the Tribunals from 1949 to 1964, AIBEA demandeddirect negotiations and collectively bargained settlement to decide the wages and serviceconditions of bank employees. AIBEA launched powerful agitation in 1964, 1965, 1966including the famous ‘work-to-rule movement’ due to which the Government and the bankershad to concede the demand and the first ever industry – level bipartite settlement wassigned on 19-10-1966.
Since then, periodical Bipartite Settlements have been achieved by AIBEA, the last onebeing the 9th Bipartite Settlement signed on 27-04-2010.
Thus, it can be said that the service conditions of bank employees are today governedby the provisions of Sastry Award (1953) as further amended by subsequent Awardsand Settlements.
Thus it is a long journey of struggles and achievements - from jungle law to Tribunals andAwards – from arguing before the third party Tribunals and getting Awards to direct negotiationsand signing Bipartite Settlements – and today when we see attacks on collective bargainingand bilateralism in the form of Khandelwal Committee recommendations, the main task is todefend and preserve the system of bipartism besides improving our wages and serviceconditions.
In this background, now we are heading for resolving our 10th Bipartite Wage demands.All our members should be in all preparedness to face all challenges and hurdles thatmay come in the way of our 10th Bipartite Settlement.
With Revolutionary Greetings,
Yours Comradely,
(T. RAVINDRANATH)General Secretary
True to our tradition & history of struggles underthe banner of AIBEA
We shall march forward andVICTORY SHALL BE OURS
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AIBEA GENERAL COUNCIL MEETING
RESOLUTION
ON WAGE REVISION &
CHARTER OF DEMANDS
The General Council Meeting of AIBEA which met at Chennai on 16th and 17th August,2012 considered the issue of formulation of Charter of Demands for the 10th BipartiteSettlement on Revision of Wages and Service Conditions having regard to fact that thecurrent 9th Bipartite Settlement will come to an end in October, 2012.
While on the issue, the General Council looks back to 1964 when in the 13th Conferenceof AIBEA held at Trivandrum in Kerala, after a lot of deliberations and serious discussions,a momentous decision was taken in the light of bitter experiences of the successivetribunalisation involving third party adjudication in the matter of demands of the bankemployees to achieve some wage revision and betterment in service conditions. Thetravails, tribulations and ordeals during the prolonged proceedings of the Tribunals, thedissatisfaction of the outcome of the Tribunals and the endless struggles against all thesemade AIBEA to realise that the system of tripartite should end and the era of bipartismshould commence.
Thus a historic decision was taken in the AIBEA Conference in 1964 under theleadership of Com. Prabhat Kar and Com. H L Parvana. The slogan was raised: No moretribunals – onward to bipartite.
After relentless struggles and strikes, after a tough encounter with the bankmanagements, due to the sagacity of the leadership backed by militant struggles anddetermination by the entire membership, a new right dawned in the banking sector forthe trade unions. The first ever industry-level bilateral settlement was achieved by AIBEAby securing the 1st Bipartite Settlement on 19th October, 1966. Tribunalisation and thirdparty adjudication in settling the demands was given a go-bye.
AIBEA ushered in a new era of collective bargaining and became the pace-setteramongst the middle-class trade union movement in our country. Thereafter, during thelast more than 4 decades, AIBEA has achieved successive Bipartite Settlements – allcollectively bargained at the industry-level for the entire bank employees of the country.Every Bipartite Settlement commencing from the 1st BPS signed in 1966 and ending in thehistoric 9th Bipartite Settlement signed on 27-4-2010 have become unique and a milestoneachievement at every point of time.
These Settlements have resulted in impressive improvements and advancements inthe salaries and service conditions of the bank employees. These settlements are also thesuccessful culmination of our struggles against consecutive machinations of the bankers-Government combine to deny our legitimate demands and also to foist various types ofretrograde Service conditions and policy decisions.
FIGHT
FOR
BETTER
WAGES – it is only legitimate
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Thus the journey so far with the chain of achievements of 9 bipartite settlementsspeaks volumes about the glorious traditions of the organisation and the militant complexionof the members of AIBEA.
With the present 9th BPS coming to an end in October, 2012, it is necessary to demandand achieve further wage revision and improvements in our service conditions in thebackground of spiraling inflation and rising cost of living.
While deciding to submit the charter of demands, the General Council is fully awareof the general scenario in which the trade union movement as a whole in the country isunitedly fighting against the anti-worker, anti-people economic policies of the CentralGovernment. The General Council is also conscious of the economic crisis that is slowlybut steadily overtaking the country as well as its eventual impact on the banking sector.The General Council is equally clear that the priority of the Government is banking reformsand not the well-being of the bank employees.
The General Council also has no doubt that the Government wants to reverse theclock back as is evidenced by their naked policies of pushing the Khandelwal Committeerecommendations, attempts to travel back to Bankwise wage revision, to dilute the jobsecurity of bank employees through outsourcing of permanent and perennial jobs, to linkwages to performance and not to inflation, to go back from uniform wages to variable paypackets, etc. There are also attempts to destabilise the employees through enhancedmobility and transfer norms, infringement on their rights and benefits, etc.
The General Council also takes note that there is unabated inflation and sky-rocketingprice rise of all essential commodities of daily needs and consumption which are erodingthe real wages and also adversely affecting the living standards of the employees. TheCouncil notes that while our wages under the current settlement are linked to 2836 pointsof price index, at present consumer price index has reached the ever high so far index of4750 points in June 2012, thus warranting a fair and adequate revision in emoluments tocompensate against this menacingly steep price-spiral. When prices are unable to becontrolled or brought down, wages have to be improved upon.
The meeting also takes note that there is increased volume of work in the branchesdue to inadequate dose of recruitments on the one hand and increase in the business andwork volumes in the Bank branches. With the increased introduction of technology drivenwork environment, drudgery has been replaced by hazards, tensions, new risks andresponsibilities, changed job profile to suit customer expectations and needs. All of thesewould have to be factored into while improving our wages.
In view of the above and in this context, placing the charter of fresh demands andachieving it has become imperative. Looking to the emerging scenario, the General Councilwelcomes the recommendations of the AIBEA’s Sub-Committee and approves the same.
The General Council congratulates the Sub-Committee for the painstaking job ofcollecting and collating the suggestions and viewpoints of our unions from all over thecountry and for preparing and recommending a comprehensive charter of demands.
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The General Council while endorsing and approving the recommendations of theSub-Committee, reiterates and emphasises the following basic approach to be kept inmind:
� To endeavour fair and adequate revision in wages to offset andequipoise the unprecedented inflationary trend
� To seek improvements in the various service conditionscommensurate with the present day needs
� To pay special attention on priority areas like health, education,housing, transportation, better post-retirement life, etc.
� To maintain the hard-won rights of bipartism, collective bargaining,industry-level settlement, uniformity in wages, etc.
� To thwart and impede the attempts to foist the retrograde and antiemployee recommendations of Khandelwal Committee
� To prevent all attempts of jeopardizing jobs and job security of bankemployees – present and future and to determinedly resistoutsourcing of permanent and perennial jobs.
� To maintain internal and external relativity in wages and benefits
The General Council authorizes the office bearers to aim for a common charter ofdemands by all the unions together as in the past by discussing the issues with them.Common approach, unity and resolute struggles would alone guarantee the achievementof our demands. The meeting authorizes the office bearers to expedite these exercises asearly as possible so that charter of demands are submitted well in time to the IBA.
The meeting also calls upon all the rank and file members to be seized of the increasinghostilities on the rights and benefits of the working people, on wages and living conditionsof the working masses, on the jobs and job security of the workers, arising on account ofthe anti-labour, pro-rich neo-liberal economic policies of the Government.
These would expectedly create hurdles and obstructions in the way of achieving ourjustified demands for wage revision and hence would have to be fought back to pay theway for overcoming these difficulties.
The meeting authorizes the Office Bearers and Central Committee to take any and alltypes of agitational actions as may be warranted in achieving our demands and exhortsupon the employees to be in ever-preparedness for struggles and strike actions in achievingour desired demands for wage revision and betterment in service conditions.
The General Council constitutes a Negotiating-cum-Action Committee comprising ofall the office bearers of AIBEA for taking all steps to achieve the realization of our demands.
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REPORT OF THE SUB-COMMITTEE
THE BACKGROUND AND SCENARIO:
The 9th Bipartite Settlement signed on 27-4-2010 was effective from 1-11-2007 to 31-10-2012. Thus, our wages and service conditions have to be revised from 1-11-2012. Forthis purpose, AIBEA has to prepare and submit the Charter of Demands to the IBA. Hencein the Central Committee meeting of AIBEA held on 3rd and 4th may, 2012 at Bangalore, aSub-Committee was formed to receive suggestions and viewpoints from the units and toprepare the charter of demands for being recommended to the General Council for itsapproval and adoption.
The Central Committee constituted a Sub-Committee with the following members:
1. Com. D.D. Rustagi - Convener Joint Secretary, AIBEA
2. Com. Lalita Joshi Joint Secretary, AIBEA
3. Com. P.P. Varghese Joint Secretary, AIBEA
4. Com. N.K. Bansal, Uttar Pradesh CC Member, AIBEA
5. Com. S.K. Gautam, Punjab CC Member, AIBEA
6. Com. V. Raghuraman, Tamilnadu CC Member, AIBEA
7. Com. Partha Chanda, West Bengal CC Member, AIBEA
8. Com. T. Ravindranath, Andhra Pradesh CC Member, AIBEA
9. Com. Janak Raval, Maha Gujarat CC Member, AIBEA
10. Com. D.K. Sharma, Assam General Secretary, APBEA
11. Com. V.R. Utagi – Ex-officio Secretary, AIBEA
12. Com. Rajen Nagar - Ex-officio President, AIBEA
13. Com. C.H. Venkatachalam - Ex-officio General Secretary, AIBEA
The Sub-Committee sent out Questionnaires to elicit the views and suggestions from ourunions through our State Federations and All India Bankwise organisations. In turn, theyhad also sought for the suggestions from their base unions and members and based onthem, they have formulated their suggestions.
State Federations have submitted their suggestions. All India Bank-wise Unions/ Federationshave also given their view points. Besides these, various base-level Unions and evenIndividual members have given their suggestions and points.
All India Bank Retirees Federation had also sent us their views and suggestions onimprovements to be made in Pension Scheme and other benefits to be extended to RetiredEmployees. Numerous suggestions have been received and all these have been examined.
The Sub-Committee, in order to get a detailed focus on the various issues involved in thepreparation of the Charter of Demands, divisioned itself into sub-analysis/groups andthen to pool them into consolidated views.
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SUB-ANALYSIS GROUPS:
ON EXISTING SERVICE CONDITIONS – COM. V.R. Utagi &
IMPROVEMENTS COM. D.K. Sharma
ON SERVICE CONDITIONS OF COM. S.K. Gautam,GOVERNMENT EMPLOYEES, COM. Janak Raval &
PUBLIC SECTOR, ETC. COM. Partha Chanda
ON SERVICE CONDITIONS OF OFFICERS COM. C.H. Venkatachalam &
COM. V. Raghuraman
ON MATTERS RELATING TO COM. Rajen Nagar &
DISCIPLINARY ACTION & PROCEDURE COM. N.K. Bansal
ON HEALTH – COM. Lalita Joshi &
IMPROVEMENTS IN HOSPITALIZATION SCHEME COM. T. Ravindranath
ON IMPROVEMENTS IN RETIREMENT BENEFITS COM. D.D. Rustagi &
COM. P.P. Varghese
ON SPECIAL ISSUES OF WOMEN EMPLOYEES COM. Lalita Joshi
Sub Committee Meetings held:
Sub-Committee had a lot of interaction within itself and held its meetings as under:
• At Chennai on 12th June, 2012
• At Hyderabad on 2nd July, 2012
• At Chennai on 11th July, 2012 (small group)
• At Bangalore on 31st July/ 1st August, 2012
In the meeting held at Bangalore on 31st July and 1st August, the Sub-Committee had thebenefit of the views, suggestions and guidance of the entire team of Office Bearers ofAIBEA who attended the meeting while finalizing the recommendations on the Charter ofDemands.
General observations:
At the outset, the Sub-Committee discussed the present socio-economic-political scenarioobtaining in the country and the context in which we are to place our charter of demands.The Sub-Committee noted that the policies of economic reforms and moving towards amore and more deregulated and market–driven economy have already manifested theadverse implications and impact on the banking industry, its role and objectives. PublicSector banking known for its sweep, coverage and potential is sought to be diluted.
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Ownership of the public sector banks is under constant challenge. There is a three-pronged pressure on the banking sector – privatisation of ownership – privatisation ofbanking services – and privatisation of banking jobs. Consolidation and mergers continuesto be the agenda. Social banking and rural banking are under increasing threat of beinghanded over to private vested interests. All these, besides affecting the banking sectorwill also peril our jobs and job security. Reluctance to fill up vacancies, inadequaterecruitments, outsourcing of permanent jobs and branch closures are no more a merethreat in the banking industry.
In the name of profits and profitability, the banking industry is being attempted to beripped off its national objectives for which the Banks were nationalised.
Besides, banking reforms does not only mean liberalisation and de-regulation, but alsoimplies more and more attacks on our rights, privileges, wages, service conditions, jobsand job security and over all on trade unions themselves. We are necessitated to fightagainst these policies. We have to fight for preserving our existing level of wages. We arealso to fight for more wags to off-set the impact on our living standards because ofunabated price-rise. Hence the situation is highly challenging and warrants appropriatestrategy and adequate strength to move in the right direction. This in turn calls for clearperception while formulating the demands.
The Sub-Committee observed with appreciation that the suggestions received from theUnits were positive and comprehensive as well as reflective of the general aspirations ofthe rank and file membership, at the same time keeping in view the general context. TheSub-Committee also observed that there has been a general and broad commonality ofapproach in the various suggestions made by the State Federations.
The Sub-Committee took note of the general labour policies and pro-employer attitude ofthe Government.
The Committee took note of the various attempts of the Government like reducing theinterest on Provident Fund, introducing a Defined Contributory pension scheme for newemployees, attempts to open up pension funds to private sector, outsourcing various jobsof the Government, etc.
The Committee observed that the price level is aggressively on the increase month aftermonth and the price index is shooting up without any control. From 3028 points in Nov.2007(Quarterly average of July-Sept.) when the 9th BPS began, the index has gone up to 4750points in June, 2012. Dearness Allowance for November, 2007 was 7.20 % and for themonth of August, 2012, it has gone up to 70.20 %. Despite the compensation availableagainst price rise, this continuous increase in prices is having a detrimental impact on thereal wages of the employees because the price index is defective and deceptive and doesnot reflect the full extent or effect of the price rise.
The Committee took special note of the retrograde recommendations of the KhandelwalCommittee which are targeted against all that we have achieved in the last six decadesand more.
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The Committee feels it necessary to quote hereinthe following observations of the Khandelwal Committee report
� Wages and service conditions for all PSBs are negotiated and decided atindustry-level between IBA and unions. This arrangement needs immediatereview.
� Wages has no relations to ‘capacity to pay’ of individual Banks.
� Individual Banks have no opportunity to negotiate on crucial issues likeproductivity, re-deployment of staff, quality of discipline, trade unionpractices, etc.
� It has perpetuated rigidities in job role, restrictive practices, restrictedmobility, culture of entitlement, performers and non-performers are placedon equal footing, etc.
� Hence the Committee feels that there is need to move from standard HRpractice to diverse HR practices.
� This change should begin with the wages and service conditions.
� Banks should outsource more and more non-core activities in a time-boundmanner and its impact to be factored in manpower planning
� PSBs to revisit and review all internal settlements that affect mobility,flexible utilization of staff, productivity, performance and customer service
� PSB Boards to decide on bank-specific wage compensation structure inrelation to capacity to pay, profitability, productivity, etc.
� Banks to consider variable Pay as a major component of wages
� Banks to go in for cost-to-company concept
� PSBs to introduce and implement Performance Management System /PMSand workmen staff should be covered by this system
Hence the Committee feels that fighting back these offensives and dangerously maliciousproposals will be a pre-requisite to achieve our demands for increase in wages andbetterment in service conditions.
The Committee also took note of the changing job profile and job contents of the employeesin the present CBS scenario. The role, risks and responsibilities of the staff are alsoundergoing a change. Hence the Committee feels that the duties and responsibilities ofthe staff, particularly those dealing with computrised operations should be better definedand spelt-out besides being adequately compensated.
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The Committee also observed that generally the staff in the bank branches is workingunder increased stress and strain on account of additions in business and consequentincreased workload, new types of customer services, etc. which are further compoundeddue to inadequate staff. Hence the Committee feels that besides fighting for bettercompensation, there must be a simultaneous struggle to get adequate staff recruited inthe Banks.
The Committee strongly feels that while demanding better emoluments, adequate protectionand insulation against inflation, improvement in various service conditions, etc. we mustkeep in mind certain basic priorities in the given circumstances. In this regard, theCommittee feels that the following areas should be given special importance in the ensuing10th BP Settlement.
♦ Improved health coverage reimbursement system
♦ Catering to increased cost of education of children
♦ Housing facility for all employees
♦ Increasing transportation costs
♦ Further improvements in post-retirement benefits
♦ Protection against health hazards on account of increased exposure to computeroperations.
♦ Improvement in DA scheme to off-set the alarming price spiral
♦ Better emoluments to retain skills and talents
These are to be kept as thrust areas in our charter of demands.
The Committee also feels that there must be special caution on the expected attacks andconcepts like Bankwise wage revision, wages related to performance, variable pay, cost-to-company, freedom for mobility of staff, outsourcing of regular jobs, etc.
The Sub-Committee feels that all these factors should be kept in mind while placing ourCharter of Demands. While there is a genuine need to improve the wages of the employees,the changing priorities of the trade unions should not be forgotten.
Saving the public sector character of the banking system, defeating the privatisation moves,saving the jobs and job security of the employees and saving the Unions’ trade unionrights are the imperative priorities of the day in the face of multiple attacks and challengesaimed at de-unionisation and union-free environment.
This must be kept uppermost in our minds. With this imperative need of the hour, thequestion of wage revision should be approached carefully so that while pursuing the wagedemands, our struggle on fundamental issues are not sidelined.
The Sub-Committee feels that discussions should be held with other Unions so that auniform approach to the demands is ensured and a common charter is presented to IBA.The unity and identity of purpose achieved in the recent years should be further consolidatedin the best interest of the employees.
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The Sub-Committee is of the further view that discussions may be held with the Officers’Organisations for exchange of views on the issue and also arrive at common approach onissues like level of merger, load factor, etc.
The Sub-Committee feels that all the benefits accruing to officers should be extended toaward staff, may be little less in quantity. Similarly all the benefits available to the awardstaff should be made available to the officers, may be little more in quantity. This willreduce the areas of conflict between the two sections of the staff.
With the above in background, the following recommendations are made by the Sub-Committee.
BROAD SUMMARY OF RECOMMENDATIONS
1. 10th Bipartite Industry Level Settlement to be effective from 1.11.2012.
2. Finalisation of the Settlement through expeditious negotiations.
3. Revision in basic Pay through merger of D.A. with adequate additional increase /
loading on it.
4. Improvements in DA scheme to off-set inflation
5. Housing accommodation for all and till then improvement in HRA scheme.
6. Adequate method and measures to compensate increasing transportation cost
7. Improvements in allowances of Special Pay posts re-defining the duties and
responsibilities.
8. Improvements in service conditions like Leave, LFC, and other service conditions.
9. Substantial improvements in welfare measures like Hospitalisation reimbursement
etc.
10. Improvements in pension and other post-retirement benefits.
11. LFC / Hospitalisation / Medical Aid benefits to Retired Employees.
12. Cost of retirement benefits and hospitalistion expenses to be outside the negotiated
wage cost.
13. Jobs and job security to be protected
14. Any type of anti-employee demands of the managements should be rejected.
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D.D. RUSTAGI _ CONVENER
LALITA JOSHI
P.P. VARGHESE
N.K. DANSAL
JANAK RAVAL
V. RAGHURAMAN
T. RAVINDRANATH
S.K. GAUTAM
PARTHA CHANDA
D.K. SHARMA
RAJEN NAGAR
VISHWAS R. UTAGI
CH. VENKATACHALAM
CHENNAI, 16th August, 2012
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The backdrop
The 9th Bipartite Settlement signed on 27th April, 2010 between IBA and AIBEA-NCBE-
BEFI-INBEF-NOBW was effective from 1st November, 2007 for a period of 5 years ending
on 31-10-2012. Hence the pay scales, other components of wages and service conditions
need to be revised from 1st November, 2012. It is in this backdrop that we present this
fresh Charter of Demands for consideration by the Indian Banks Association and for
initiation of meaningful discussions, bilateral negotiations and expeditious conclusion to
arrive at the 10th Bipartite Settlement.
Journey so far:
The transition from the period of Tribunals and Awards from early forties to the middle of
sixties, to bipartism, became the hallmark of collective bargaining in the banking industry
with the signing of the first ever sector-wise, pan-India Bipartite Settlement on 19-10-
1966. This foundation and spirit of cordiality and mutuality has been nurtured and carried
forward in the last four and half decades due to which further 8 such industry-level
bipartite settlements have been signed during this period.
Unlike in many sectors, in our banking industry, these Settlements have not only catered
to the demands of the employees for better wages and improvement in service conditions,
but have also addressed and resolved many sensitive issues of the managements and
requirements of the administration. This has been made possible because of the responsive
and responsible approach on either side to work out amicable solutions.
We trust that the same cordiality and mutual understanding would continue in the coming
period also.
Pivotal role of Banks:
We are conscious and hence committed to the cause and success of the banking sector
in our country, particularly, our public sector banks, which have come to be an engine for
economic growth and development. At the present juncture, when the economy is passing
through a very critical phase, the role of our Banks becomes very crucial. Banks have to
further reach out to the people at large as well as act as a catalyst to de-stress the
economic strains that our country is subjected to presently. This requires Banks to adopt
appropriate strategies and activities, and equally, the employees also need to feel
encouraged and motivated to work with seamless objective. For this, the employees need
to be remunerated appropriately and adequately. Hence the Charter of Demand for
better wage revision.
10th BIPARTITE -
COMMON CHARTER OF DEMANDS
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Increasing business volumes and decreasing manpower:
When we were dealing with 9th Bipartite Settlement, the total business of public sector
banks as on 31-3-2007 was at Rs. 33 lacs crores. Today, as on 31-3-2012, the business
volume has risen to Rs. 85 lacs cores as would been seen from the following Table I
TABLE I
PUBLIC SECTOR BANKS (excluding IDBI Bank) Rs.In Crores
YEAR DEPOSITS ADVANCES TOTAL BUSINESS
31-3-2007 19,35,000 13,87,000 33,22,000
31-3-2008 23,80,000 17,15,000 40,95,000
31-3-2009 30,00,000 21,56,000 51,56,000
31-3-2010 35,24,000 25,63,000 60,87,000
31-3-2011 41,93,000 31,38,000 73,31,000
31-3-2012 47,90,000 36,97,000 84,87,000
TOTAL BUSINESS
Concurrent to this increase in the volume of business in the Banks, as the figures herein
under in Table II would reveal, the number of workmen employees has not kept pace
with business growth.
TABLE II (Other than in IDBI Bank)
YEAR NO. OF WORKMEN in PSBs
31-3-2007 4,69,985
31-3-2008 4,52,900
31-3-2009 4,56,600
31-3-2010 4,45,600
31-3-2011 4,50,500
31-3-2012 4,51,634
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NO. OF WORKMEN
It is pertinent to point out that with the concentration and focus on Casa Deposits, the
increase in volume of work is more than proportionate to the increase in business volume.
But unfortunately, the number of employees has not gone up along with the growth in
business volume. On the other hand, the total number of workmen employees has come
down from 4,70,000 as on 31-3-2007 to 4,50,000 as on 31-3-2012. This has obviously
resulted in higher workload on the staff. Many a times, employees are required and
found to be working beyond their stipulated working hours even to complete the day’s
routine transactions. Higher the workload – higher the wage and hence our Charter of
Demand for upward wage revision.
BUSINESS PER EMPLOYEE AND PROFIT PER EMPLOYEE
The Tables III and IV below will also explain the increasing business per employee and
increasing profit per employee.
TABLE III
IN PUBLIC SECTOR BANKS
YEAR BUSINESS PROFIT
PER EMPLOYEE PER EMPLOYEE
31-3-2008 594 lacs 3.7 lacs
31-3-2009 734 lacs 4.7 lacs
31-3-2010 864 lacs 5.3 lacs
31-3-2011 1017 lacs 5.9 lacs
31-3-2012 1151 lacs 6.4 lacs
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Business Per Employee Profit Per Employee
TABLE IV
ALL SCHEDULED COMMERCIAL BANKS
YEAR BUSINESS PROFIT
PER EMPLOYEE PER EMPLOYEE
31-3-2008 634 lacs 4.7 lacs
31-3-2009 753 lacs 5.6 lacs
31-3-2010 868 lacs 6.0 lacs
31-3-2011 1021 lacs 7.2 lacs
31-3-2012 1138 lacs 8.1 lacs
WAGE AS A RATIO TO TOTAL EXPENSES COMING DOWN
Contrary to the general impression that labour cost and wage expenses are going up, it
would be observed that over the years, the ratio of wages to total expenses has slided
down. Tables V and VI are self-explanatory.
WAGE AS % TO TOTAL EXPENSES
TABLE V
IN PUBLIC SECTOR BANKS
Year %
31-3-2008 14.66
31-3-2009 13.88
31-3-2010 14.79
31-3-2011 17.50
31-3-2012 13.72
17
TABLE VI
ALL SCHEDULED COMMERCIAL BANKS
Year %
31-3-2008 14.01
31-3-2009 13.60
31-3-2010 14.85
31-3-2011 17.22
31-3-2012 13.73
Increase in No. of Branches and increase in workload:
Similarly, it would also be observed that in addition to increase in volume of business
operations, there has also been a swell in the number of Branches as can be seen below
in Table VII.
TABLE VII
(Other than in IDBI Bank)
YEAR No. of BRANCHES in PSBs
31-3-2007 49,573
31-3-2008 53,163
31-3-2009 55,720
31-3-2010 59,312
31-3-2011 63,160
31-3-2012 67,930
Thus it can been seen that there is expansion of branch network in the last five years
from 50,000 in 2007 to 68,000 in 2012 but the number of employees has come down
during this period.
Variation in No. of branches and Staff from 2007 to 2012:
No. of new branches added 18,000
No. of workmen reduced 18,000
This has also resulted in undue pressure of work on the employees. This increased workload
has to be properly ingrained and factored in the wages of the employees. Hence the
Charter of Demand for a higher wage revision.
18
Inflation and impact on real wages:
Wage is not only the price of labour but must also correspond to the price line. With the
alarming level of unabated inflation and with every dose of price rise, the real wages are
dipping and getting eroded. The following Table VIII would manifest the enormity of the
menace of price rise.
TABLE VIII
Month/Year ( CPI 1960=100 )
August, 1970 187 Increase of
August, 1980 397 200 points in 10 years
i.e. 20 points per year………
August, 1990 937 540 points in 10 years
i.e. 54 points per year
August, 2000 2184 1247 points in 10 years
i.e. 125 points per year
August, 2007 3036 852 points in 7 years
i.e. 122 points per year
August, 2008 3310 274 points in one year
August, 2009 3698 388 points in one year
August, 2010 4063 365 points in one year
August, 2011 4428 365 points in one year
August, 2012 4885 457 points in one year
19
While there is a scheme for compensation against periodical price rise through payment
of D A, the unprecedented price spiral in the recent years in the light of the uncontrollable
inflation is seriously eroding the real wage and wages are far lagging behind the actual
price rise. Hence to catch up adequately with the fast-track inflation, there has to be a
matching compensation and hence our Charter of Demands for fair increase in wages and
improvement in DA formula.
Increasing Profits and a share in the prosperity:
Everyone will acknowledge that one of the most important contributory factors for
improving the profitability is the hard work put in by the workforce in the Banks. The
following Table IX will show the impressive profits of the Banks during this period.
Table IX
Profits of PSBs Rs.In crores
(other than IDBI Bank)
YEAR OPERATING PROFIT NET PROFIT
31-3-2007 41,500 19,680
31-3-2008 48,520 25,862
31-3-2009 65,227 33,514
31-3-2010 74,220 38,225
31-3-2011 95,908 43,250
31-3-2012 1,12,290 47,483
While the Operating Profits have increased by Rs. 70,790 crores i.e. 2.7 times, the Net
profits have also gone up by Rs. 27,800 crores i.e. 2.4 times over 2007.
Considering the adverse economic ambiance prevalent in our country, these are quite
impressive achievements. Notwithstanding various and multiple challenges and
20
constraints, our Banks have earned very good profits and the employees who have worked
hard and enabled this success story cannot, and should not be, de-linked for being
recognised and suitably rewarded. Naturally, the employees look up with genuine
aspirations, for a legitimate share in the increasing profits of the Banks.
Hence this Charter of Demands for increased emoluments and payment of Bonus to all
employees.
Broad Summary of Demands:
While the details of the demands are given herein, we iterate the broad summary of our
demands as under:
� 10th Bipartite Settlement to be concluded at the earliest and to be effective from
1st November, 2012.
� Revised Pay Scales at current level of price index.
� Improvements in Dearness Allowance Scheme to off-set the spiraling inflation.
� Housing accommodation for all employees and till then improved HRA to
employees looking to the steep rise in housing cost/rental rates.
� Substantial increase in reimbursement of transportation cost.
� Allowances for Special Pay posts to properly reflect the attached duties,
responsibilities and risks.
� Improvements in other allowances, service conditions like Leave rules, LFC, etc.
� Adequate improvements in the scheme for reimbursement of hospitalisation
expenses.
� Maintenance of internal and external relativity.
� Improvement in pension scheme and other retirement benefits.
� Extension of certain benefits like LFC, medical aid and hospitalisation expenses
reimbursement to retired employees.
� Cost of retirement benefits and hospitalisation expenses to be excluded from the
negotiated cost.
� Stopping of outsourcing of regular jobs and adequate recruitment in Banks.
It is in this background of increasing workload on the employees, fast changing job profile
of employees, mounting pressure and stress at work spot, escalated technology-attendant
risks, rising responsibilities, genuine economic needs and reasonable expectations, that
we submit the Charter of Demands with the trust and hope that Indian Banks Association
would adopt a positive approach as hitherto, commence the negotiations at the earliest
and conclude the Settlement expeditiously, in any case not later than 6 months.
21
CHARTER OF DEMANDS
1. BASIC PAY
2. SPECIAL PAY/PQP/EQP/FPP/OFFICIATING PAY
3. DEARNESS ALLOWANCE
4. HOUSE RENT ALLOWANCE
5. TRANSPORT PAY
6. OTHER ALLOWANCES
7. LEAVE RULES
8. MEDICAL AID & HOSPITALISATION
9. LEAVE FARE CONCESSION
10. OTHER SERVICE CONDITIONS
11. DISCIPLINARY ACTION AND PROCEDURE
12. SUPERANNUATION BENEFITS
13. BONUS/EX-GRATIA
14. APPOINTMENTS ON COMPASSIONATE GROUND ON THE DEATH OF EMPLOYEES
15. DEFINITION OF FAMILY/DEPENDENTS
16. INCOME CRITERIA FOR DEPENDENTS
17. 5 DAY BANKING
18. LOANS AND ADVANCES
19. OUTSOURCING/CONTRACT EMPLOYEES
20. VOLUNTARY CESSATION OF SERVICE
21. PART TIME EMPLOYEES
22. RETIREMENT BENEFITS/RETIRED EMPLOYEES
23. EXPENSES WHILE ON TRANSFERS
24. OTHER SUGGESTIONS
25. SERVICE CONDITIONS OF WOMEN EMPLOYEES
26. PHYSICALLY CHALLENGED EMPLOYEES
27. EX-SERVICEMEN EMPLOYEES
28. STAFF WELFARE SCHEMES
29. ASSURED CAREER PROGRESSION
30. SERVICE CONDITIONS OF DAILY DEPOSIT COLLECTORS
31. GENERAL
22
01. BASIC PAY
♦ Revision of Basic Pay w.e.f. 1-11-2012 by merger of D.A. payable at the average
index for the quarter July-September 2012.
♦ Construction of revised pay scales by loading thereafter at 30% to clerical staff and
35% to subordinate staff.
♦ Fitment on stage to stage basis
Stagnation Increments
♦ Stagnation increments once in 2 years without any ceiling for both clerical and
subordinate staff.
♦ Stagnation increment/s to be given in all cases of reversion from officer to clerical
cadre and clerical to substaff cadre
02. SPECIAL PAY / PQP/ EQP / FPP/ OFFICIATING PAY
♦ Special Pay to be revised by merger of D.A and loading as in the case of Basic Pay.
♦ Further increase in Special Pay amount commensurate with the duties,
responsibilities and risks involved in each post.
♦ Revision of PQP/EQP equivalent to the first stage increment in the pay scale.
♦ Revision of FPP on the same lines of revision of basic pay.
♦ Sanction of additional increments to Subordinate Staff for acquiring additional
qualifications.
♦ Anomaly in denial of additional increments for directly passing post-graduation to
be rectified.
♦ Restrictions in payment of officiating allowance to be removed. Formula for
computation of officiating pay needs to be revised and made simple.
03. DEARNESS ALLOWANCE
♦ D.A. to be paid based on CPI (2001=100) Index Series instead of CPI (1960=100)
Series.
♦ D.A. to be revised on monthly variation in Index.
♦ D.A. to be revised on rise and fall of every point in the Index.
♦ D.A. compensation to be 110% for Clerical Staff and 120% for Subordinate Staff.
04. HOUSE RENT ALLOWANCE
♦ Housing accommodation/ Quarters to be provided by Banks to all employees –
Wherever not provided, HRA to be paid.
♦ Revision of HRA rates suitably on the revised Pay.
23
♦ Areas/population group to be re-classified and based on latest census figures.
♦ Treating peripheral areas of metros at par for payment of HRA.
♦ Introduction of Leased Accommodation facility to employees.
♦ Payment of HRA on Capital Cost / Rent Receipt basis upto 150% of normal
entitlement.
♦ Payment of HRA to employees residing in Bank’s Quarters after recovery of standard
rent.
♦ Special Economic Zone/EPZ/NEZ, etc. to be made at par with Project Areas.
♦ Revision in HRA rates at places based on mid-census population figures
♦ Revision in HRA at project area centres.
05. TRANSPORT PAY - PETROL COST REIMBURSEMENT
♦ Reimbursement of petrol cost to all employees who own vehicles.
♦ Transport Pay to those employees who do not own vehicles.
♦ Existing Transport Allowance to be substantially increased and renamed as Transport
Pay with payment of D.A. thereon.
06. OTHER ALLOWANCES
♦ Adequate increase in all existing Other Allowances.
♦ Adequate increase in Halting Allowance/Reimbursement of Lodging Expenses.
♦ Introduction of Education Allowance
♦ Introduction of Closing Allowance, Mid-academic Year Allowance, Discomfort
Allowance for staggered/odd-hour duties.
♦ Extension of allowances paid to Central/State Government Employees like Disturbed
Area Allowance, Island Allowance, Agency/Tribal Allowance, Remote/Difficult Area
Allowance, etc.
♦ Extension of North-East incentive as per 6th pay commission and as extended to
RBI employees in North-east/Sikkim
♦ Far-flung/difficult areas in Uttaranchal to be paid Special Area Allowance at par
with Leh/Ladakh, etc.
♦ Hill allowance should be given to all Districts where State Governments are paying
Hill Allowance.
07. LEAVE RULES
Improvements in Leave Rules.
Casual Leave
♦ Casual leave to be increased to 18 days.
♦ The ceiling of maximum 4 days for availment of CL subject to a maximum of 6 days
including prefixing / intervening / suffixing holidays to be removed.
24
♦ Unavailed Casual Leave to be sanctioned without medical certificate.
♦ 25 days CL for physically challenged employees.
Privilege Leave
♦ Accumulation of Privilege Leave should be increased to 300 days .
♦ Encashment of Privilege Leave should be increased to 300 days.
♦ Where there is any shortfall under PL, Sick Leave to be allowed for encashment, if
available.
♦ Employees should be permitted to avail Privilege Leave on 5 occasions in a calendar
year.
♦ Privilege leave availed, irrespective of number of days, on grounds of sickness on
production of medical certificate be allowed without being counted as a chance.
♦ Employees should be permitted to avail their privilege leave on production of sickness
certificate even in cases of illness of their family members residing with them.
♦ Privilege Leave encashment to be permitted in case of loss of job due to punishments/
resignations.
♦ Notice period for availing privilege leave should be reduced from 30 days to 7 days
♦ Intervening holidays falling in between the leave period should not be counted as
Privilege Leave.
Sick Leave
♦ One month sick leave for every completed year of service, without any ceiling.
♦ Submission of medical certificate be waived for availing sick leave for small ailments
like fever, flu etc, for maximum period of 5 days. For this, number of occasions in a
year may be stipulated.
♦ Employees should be permitted to avail their sick leave on production of sickness
certificate even in cases of illness of their family members residing with them.
♦ Special sick leave over and above the normal eligibility for treatment of cancer, renal
failure, major accidents etc. and in cases, where all leave has been exhausted.
♦ Intervening holidays falling in between the leave period should not be counted as
Sick Leave.
Special Sick Leave for employees who donate kidney
♦ Introduction of Special Sick Leave for kidney donation.
Maternity Leave:
♦ A female employee may be granted maternity leave, for legal adoption of child,
upto one year within the overall entitlement.
♦ Maternity leave for hysterectomy to be increased to 2 months.
25
♦ Over and above the maternity leave, another 2 months to be given to cover cases of
hysterectomy, wherein the maternity leave is already exhausted.
♦ Maternity leave should be 2 years in service for women employees and for 1 year
on one occasion for one child.
♦ Specific gyneac ailments to be covered under maternity leave including infertility
treatment.
♦ In clause 30(d) of 9th Bipartite Settlement, under ML for adoption of child, the
clause ‘whichever is earlier’ to be deleted.
Paternity Leave
♦ Paternity leave on the lines as available for government employees be extended to
bank employees also.
Child Care Leave
♦ Child care leave on the lines as available for government employees be extended to
bank employees also.
Sabbatical Leave
♦ Sabbatical leave to all employees upto 2 years in the entire service with service
benefits.
Study Leave
♦ Introduction of study leave for employees to pursue higher studies.
Special Leave for Office-bearers
♦ Special leave provided for office bearers should be enhanced.
♦ Provision of Duty Leave to Office-bearers for attending conciliation meetings/ labour
courts /tribunals / labour training programmes, etc.
Leave Bank
♦ Leave bank concept should be introduced with suitable modalities with sole object
to help colleague employees in distress due to terminal diseases and having no
leave to their credit.
Extra-ordinary Leave
♦ Extra-ordinary leave should be permitted upto 24 months instead of 12 months.
26
Absence during Curfew, etc.
♦ Absence due to curfew, riots, natural calamities/ prohibitory orders and other
disturbances beyond the control of the employees to be treated as on duty.
Special leave for sports, etc.
♦ Provision to be made for special leave for sports activities, trekking, mountaineering,
etc. to those employees, who take part in approved competitions/programmes.
Special Leave with Pay when an employee dies after major ailments
♦ In case of death of the employee on account of prolonged sickness, the period of
leave on loss of pay should be treated as special leave with pay.
08. MEDICAL AID / HOSPITALISATION
COST OF HOSPITALISATION EXPENSES REIMBURSEMENT
TO BE OUTSIDE THE WAGE COST
ANNUAL MEDICAL AID:
� Substantial increase in annual medical aid amount due to escalation in cost of
doctor fees, medicines, etc.
HOSPITALISATION:
� Introduction of a scheme on the lines of CGHS of Government Employees.
� Reimbursement of 100% actual expenses to employees/family members under
hospitalisation.
� 100% reimbursement for Part Time employees also.
� All Hospitalization expenses / charges related to Ventilator, monitor and different
medical instruments / all pathological and other tests required for treatment as
prescribed by Doctors/Hospital should be reimbursed.
� New list of diseases / tests / treatments to be included.
� Reimbursement of pre and post hospitalization expenses up to 30 and 90 days. .
� The schedule of Investigation charges, operation charges, hospitalization charges
etc. should be upwardly revised in consonance with the charges of recognized
hospitals and nursing homes, instead of charges of civil hospital.
� Schedule of charges, etc. to be revised once in 2 years to reflect the ever increasing
costs.
� All type of dental treatment i.e. complete denture, dental fillings, implantation of
teeth, dental bridges, RCT, Scaling, Dental Ceramics (capping) and gingivoplasty to
be covered under hospitalization treatment.
27
� Nursing charges should be reimbursed under hospitalisation scheme.
� Reimbursement for lithotripsy test for crushing stone in kidney by latest technology
which replaces the surgical operations for removal of stone should also be included.
Reimbursement of treatment expenses incurred after discharge should be made
available to the date of full recovery.
� Reimbursement of cost of limbs, organs, artificial aids, life supporting devices, calipers
etc.
� Reimbursement of cost of disposables, consumables, etc.
� Revision/enlargement of treatment under Package Charges.
� Re-classification of minor/major/special operations
� Bed Charges be revised substantially for clerical and sub-staff. The charges be made
actual.
� Operation/Treatment for corrections of physical disabilities since birth be permitted
as well as arising out of accidents.
� Reimbursement of cost of cataract operation and knee cap transplantation to be
included under Package Treatment.
� Cost of infertility treatment to be reimbursed
� For outside treatment, if referred, Traveling Expenses bill with one attendant may
be reimbursed as per the class of entitlement.
� Reimbursement of actual/reasonable Ambulance charges for shifting of patients
from one centre to another centre.
� Expenses towards donors’ expenditure related to the donor should be included
under package charges.
� Normal delivery charges should be reimbursed, in full.
PATHOLOGICAL/RADIOLOGICAL TESTS:
� All diseases /tests covered in central government health scheme be adopted in the
bipartite settlement.
� Reimbursement of charges for all Pathological and other tests prescribed by the
Doctor/ hospital, even where it does not ultimately result in hospitalisation.
� All types of medical tests are to be reimbursed in full without hospitalisation.
DOMICILIARY TREATMENT:
� List of diseases covered under domiciliary treatment to be expanded and re-defined.
Any ailment certified by the registered medical practitioner be deemed as domiciliary
treatment and be reimbursed 100% for self and dependents as many diseases are
now not covered in the domiciliary treatment.
� Dental treatment be included for reimbursement under domiciliary treatment.
� Domiciliary treatment Reimbursement as per prescription or minimum one year.
� Dog, cat, monkey rat, and snake bite also be covered under domiciliary treatment.
28
DAY CARE SURGERY:
� Cases of employees admitted as day care patient and discharged after surgical
treatment to be included for reimbursement of Hospitalization expenses. (other
than In –patients)
HEALTH CHECK-UP:
� Reimbursement of health check-up expenses, atleast to those above 50 years of
age.
� Periodical health checkup for those who operate computers and reimbursement of
expenses related to computer related diseases.
OTHER SYSTEMS OF TREATMENT:
� All Other streams of treatment to be covered. External applications under Ayurveda/
Homoeopathy/ Unani/ Siddha be considered for reimbursement since it is the main
method of treatment.
� Hospitals registered by State/ Central Government be considered under Ayurveda/
Homoeopathy/ Unani/ Siddha system.
� Cost of medicines of Ayurvedic, Unani, Homeopathic should be reimbursed, on the
basis of actual bills.
MEDICLAIM COVERED CASES:
� Banks must reimburse eligible amount based on certificate from Insurance Cos /
certified copies of bills.
RETIREES:
� Retired employees should be covered by a hospitalisation expenses reimbursement
scheme.
09. LEAVE FARE CONCESSION
� Improvements to be made in LFC scheme on distance, class and mode of travel, etc
� Husband and wife if they are working in different banks are allowed to avail their
block of LFC separately. Same provision may be allowed to couple working in the
same bank.
� One day compulsory leave for availing LFC encashment be removed.
� LFC encashment amount be increased to 100%
� Road mileage charges to be increased to Rs.5 per KM.
29
� Rajdhani&Satabdi fare should be included.
� Sight-seeing and local charges be also paid by the Bank within overall limit.
� To and fro Air Fare, beyond LFC entitlement, be paid to employees working in Tripura,
Meghalaya, Manipur, Nagaland, Arunachal Pradesh, Mizoram to Kolkata, Andaman-
Nicobar Islands up to Kolkata / Chennai and in Lakshadweep up to Cochin. And in
far flung areas of Himalayan States to Chandigarh/Delhi.
� LFC to visit abroad to be permitted.
� LFC by any mode including own car to be permitted.
� One more option for change of periodicity.
� Package tour should be allowed within overall limit
� Pony charges be increased.
� Reimbursement of service charges for booking of tickets be allowed.
� Partial encashment of LFC to be allowed
� LFC to be actually availed in alternative blocks and 100 % encashment to be available
on alternative blocks
10. OTHER SERVICE CONDITIONS
� On duty journey entitlement to be II class A/c for all the trains.
ON TRANSFER
� House Hold Goods Transportation Charges and breakage should be increased
substantially.
� Transportation of personal effects by road by an IBA approved transport operator
to be permitted in all cases.
� To increase the stipulated weight upto 5000 kgs.
� Compensation due to breakage or damage to be increased to Rs.2000/- on production
of receipt and Rs.1500/- in case no receipt is produced.
OVERTIME:
� Method of calculation of overtime should be simplified and improved. Many banks
are not paying overtime to employees even when they sit late for completion of
their work due to connectivity problem in CBS system.
11. DISCIPLINARY ACTION & PROCEDURE
� For claiming travelling expenses for defending an employee in the departmental
action, existing restrictions of ‘within the State’ be removed.
� Subsistence Allowance: to be improved upon.
� Para 522 (1) of Sastry Award to be deleted.
30
� Indiscriminate usage of Clause 5 (j) to be stopped.
� Multiple charges for one incident should not be made out.
� Punishment order by the Disciplinary Authority not to be implemented till the final
disposal of Appeal by the Appellate Authority.
� Issuance of charge sheet under Pension Regulation to award staff after retirement
to be stopped since it is not provided in BPS
� Awarding the punishment of stoppage of increments should be without affecting
superannuation benefits, as in the case of officers.
� Reduction in the pay scale should not affect stagnation increments.
� Provision for appeal against suspension
� In case of punishment of dismissals, a provision for Review Authority
12. SUPERANNUATION BENEFITS
PROVIDENT FUND : 12% of ‘Pay’
GRATUITY
� One month’s ‘Pay’ for each year of service rendered without any restrictions.
� Last drawn ‘Pay’ or 12 months average Pay, whichever is higher, should be taken for
computation of gratuity.
Pension related issues:
� NPS to be withdrawn and all new employees from 1-4-2010 covered by NPS to be
covered by old scheme under Pension Regulation 1995.
� Permanent Part-time employees on Consolidated Wages prior to 1.5.2010 and made
1/3rd wage from 1-5-2010 should be covered by Pension Regulations.
� Refund of contribution to pension fund to the employees who joined between
1.11.1993 but before Pension Regulation came in force in 1995/1996.
� Periodical Pension updation along with wage revision of service employees
� Basic pension of all existing pensioners to be updated at the same index level like
Basic Pay of service employees viz July-Sept.2012 average.
� DA on pension to be on monthly basis.
� Same DA at 100% compensation for all pensioners and removal of slab system.
� Extending 2nd option facility to employees who resigned between 1995 and
27.4.2010.
� Qualifying service for full pension should be 20 years like in Govt/RBI;
� Average of 10 months or last drawn ‘Pay’, ‘whichever is higher’ should be considered
for calculation of basic pension.
� Service rendered in Defence, if not counted for Defence pension should be added in
bank service for payment of pension
� Actual service of Part time employees should be counted for pension and not on
pro rata basis.
31
Family Pension –
� To be improved at par with RBI/ Government pension scheme Full pension as family
pension for seven years or upto the age of 67 years instead of 65 years,
� Payment of Family Pension to unmarried/widowed daughters for life and if spouse
and daughters are not available then to parents.
� Incorporation of provision in Pension Regulation in synergy with Clause 6 (b) 6 (c)
and 6 (d) of settlement dated 10.4.2002.
� Extension of Para-368(17) of Sastry Award to Pension Optees.
Encashment of leave:
� Encashment of Privilege Leave should be increased to 300 days. Where there is any
shortfall under PL, Sick Leave to be allowed for encashment, if available.
� Privilege Leave encashment to be permitted in case of loss of job due to punishments/
resignations.
� Income Tax limit on exemption from leave encashment on retirement to be suitably
amended.
Cost on superannuation benefits
should be outside and over and above the negotiated wage cost.
13. BONUS / EX-GRATIA
� Bonus Act to be amended to remove the existing eligibility ceiling and Bonus to be
paid to all employees. Till the Act is amended, Ex-gratia in lieu of bonus should be
paid to all employees
14. COMPASSIONATE GROUND APPOINTMENTS
� Compassionate ground appointments to the family member of the employees who
die in harness to be restored. Scheme to be suitably revised without further delay
15. DEFINITION OF FAMILY AND DEPENDENTS
� ‘Family’ for the purpose of hospitalization/Leave Fare Concession should include
parents/parents-in-law, children, unmarried/widowed/ divorced daughter/sister and
physically/mentally challenged son/daughter, brother/sister with disability of 25%
or more, who are ordinarily residing with /wholly dependent on the employee.
16. DEPENDENTS’ INCOME CRITERIA
� Amount for defining dependents to be increased from Rs.3500/- to Rs.10000/- per
month.
32
17. FIVE-DAY WEEK
� Five-day week should be introduced
18. LOANS & ADVANCES
� Improvements in Housing Loan, Vehicle (car/scooter) Loan, on concessional interest
rates
� Increase in quantum of interest free festival advance
� Introduction of Education Loan scheme to wards of employees for pursuing graduate/
post-graduate education etc., under concessional rate of interest.
� Housing loan in case of death of an employee should be written off.
19. OUTSOURCED / CONTRACT/ TEMPORARY / CASUAL EMPLOYEES
� All types of oursourcing of regular permanent jobs to be withdrawn which are not
covered by existing settlement provisions
� All temporary/ contract/casual/outsourced employees should be absorbed.
� Equal pay for equal work for contract workers
20. VOLUNTARY CESSATION FROM SERVICE:
� This Chapter needs to be deleted in view of court Judgements
� Those who were removed from service under this clause to be extended a chance
to appeal.
� Those who have been treated under this provision to be covered under pension
scheme and pension to be sanctioned to them.
21. PART TIME EMPLOYEES
� All part time sweepers/safaikaramcharies to be converted to full time sweepers.
� Reimbursement of hospitalization expenses and LFC at par with the full time
employees
� Permanent Part-time employees on Consolidated Wages prior to 1.5.2010 and made
1/3rd wage from 1-5-2010 should be covered by Pension Regulations and not under
NPS.
� Pension to be paid on actual total service and not on pro rata basis.
� Improvement in fitment formula of part-time employees on enhancement to higher-
scale/full-scale wages.
� ML for legal adoption of child to be extended to part-time employees.
22. RETIRED EMPLOYEES
� LFC and Hospitalization reimbursement should be extended to retired bank
employees.
� Insurance cover to be provided.
� Ex-gratia to pre 1986 retirees/widows to be revised.
33
� Pension updation along with wage revision of service employees, revising the Basic
Pension of all past retirees to the index point under 10th BPS, uniform rate of DA
for all pensioners and removal of slab DA system for past retirees, improvement in
family pension etc on the lines of the Government/RBI scheme.
� The percentage of allocation towards welfare schemes of retirees should be uniformly
defined.
23. EXPENSES WHILE ON TRANSFERS
� Transportation charges on transfer should be reimbursed in full by any mode
� Packing charges also be reimbursed.
� Hotel accommodation for 6 days with halting allowance on transfer of an employee.
� Travel expenses and Joining Time should be allowed to employees on their transferred
to another station.
� Breakage charges should be increased by 50%.
� Road transport charges should be revised.
24. OTHER SUGGESTIONS
� Streamlining and defined business/banking hours within working hours
� Deletion of Para 536 of Sastri Award
� BSRBs should be revived.
� Personal drivers in the Banks should be regularised.
� Declaration of bank holiday on 8th March for International Women’s Day
25. IMPROVEMENTS IN SERVICE CONDITIONS PERTAINING TO WOMEN
EMPLOYEES:
� Establishment of child care centres in all major cities and towns to take care of the
children.
� A female employee may be granted maternity leave, for legal adoption of child,
upto one year within the overall entitlement.
� Treatment post hysterectomy be included in the domiciliary treatment.
� Maternity leave for hysterectomy be increased to 2 months.
� Over and above the 12 months maternity leave, another 2 months to be given to
cover cases of hysterectomy, wherein the maternity leave is already exhausted.
� Normal delivery charges should be reimbursed, in full.
� Child care leave on the lines of central Government Scheme.
� Maternity leave should be 2 years in service for women employees and for 1 year
on one occasion for one child.
� Medical treatment during pregnancy period of women employees should be treated
as domiciliary treatment.
34
� Menopause leave to be permitted to women within ML.
� Reimbursement of Mammography / Pap Smear Test
� Sick leave may be granted to women employees to look after sickness of child below
12 years.
� Specific gyanec ailments to be covered under maternity leave including infertility
treatment.
� In clause 30(d) of 9th Bipartite Settlement, ‘whichever is earlier’ to be deleted.
26. PHYSICALLY CHALLENGED / DIFFERENTLY ABLED EMPLOYEES:
� Government guidelines on concessions to such employees in transfers/rotations/
postings, etc. to be strictly followed by all Banks.
� Revision of conveyance allowance paid to these employees as per Govt. Guidelines.
� Physically challenged children of employees to be defined as dependents irrespective
of age or marital status
� 25 days CL for physically challenged employees.
� Full pension to physically challenged employees at 50% of Pay irrespective of service
rendered.
27. EX-SERVICEMEN EMPLOYEES:
� Service rendered in Defence, in case of ex-servicemen employees who are not
drawing/eligible for Defence pension, should be added in bank service for eligibility
for payment of pension.
� Uniform and consolidated guidelines to be issued for fixation of emoluments of Ex
Servicemen joining the Banks.
28. STAFF WELFARE SCHEME:
� The formula/quantum for allocation from profits for the Staff Welfare Fund should
be revised/increased.
29. ASSURED CAREER PROGRESSION:
� Introduction of Assured Career Progression.
30. BANKS’ DAILY DEPOSIT COLLECTORS:
� Improvement in Minimum Fall Back Wage, Commission, Gratuity and Conveyance
Allowance of Daily Deposit Collectors working in the Banks.
� Looking to the increasing focus on CASA deposits, the Deposit Collectors to be
more and more utilised for mobilising such deposits.
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� NPA recovery incentive scheme to be tailored to include these Deposit Collectors
for recovery in small loan accounts
31. GENERAL:
� a. The Settlement should be effective from 1-11-2012
� b. Settlement should be concluded within six months.
� c. Unions reserve the right to alter, amend, add, delete or revise the demands
in due course.
