National Union of Bank Employees a.k.a. NUBE is a national union representing workers in the banking and financial institutions in Peninsular Malaysia.

NUBE is a Union dedicated to serve, protect and provide for its members.

At the very heart of NUBE, we believe in two fundamental principles:

1. That every human being has an equal right to live the life that he/she desires;

2. That the employers and the government is essential to regulate the lives of every workman;

Just like the independence of our country. A 2 months contractual bonus, overtime, salary increase and every other benefit we enjoy today was not given free by the Banks. In the late 1950’s, our forefathers sacrificed their income, time and lives to secure what we enjoy currently.

Today, 15 years later although we continue to enjoy these benefits but we cannot take them for granted. In this modernised era where globalisation and free trade is the popular jargon, the rights won through honest and dedicated fight will be whisked away if we do not stand together to protect and improve them. We must continue the tradition by fighting, protesting and campaigning for what is rightfully ours.

“It is my firm belief that I have a link with the past and a responsibility to the future. I cannot give up. I cannot despair. There’s a whole future, generations to come. I have to keep on trying.”

– King Hussein Jordan.

In the late 1940’s and early 1950’s, Bank workers were subjected to harsh working conditions, enslaved by management commands. They had to work until 8.00p.m or 9.00p.m. almost everynight, without overtime pay. On month ends, they had to work till past midnights.

In Chartered Bank, Ipoh, the workers stayed back till past midnights on normal days. On month ends, they slaved until 4 a.m. and after a short nap, they resume work again at 7.00 am. They worked like this every day, 7 days a week. Our founder, the late Bro. Pathrose Cruz Gomez used to Stay very late often when he was exhorting bank workers to form the Union.

Bro Joseph Solomon is our General Secretary of NUBE Malaysia who treasures the contribution of past leaders and now shaping the future for the coming generation of young workers. 

Conversion - Salary Adjustment in 31-12-2005 – 17%

14th Collective Agreement 2006 - 2008 Conversion rate to US Dollar: 0.31320

Position Old Old Annual Increment

New Fixed New Annual Increment

Non-Clerical- MinOffice Boy - Max

RM 662USD207.34RM 1491USD 466.98

RM 27USD 8.46RM 45USD 14.09

RM 775USD 242.73RM 1850USD 579.42

RM 65USD 20.36

Clerical - Min

- Max

RM 995USD 311.63RM 2499USD 782.69

RM 51USD 15.97RM 93USD 29.13

RM 1164USD 364.56RM 3100USD 970.92

RM 105USD 32.89

Special Grade Clerk - Min

-Max

RM 1254USD 392.75RM 3035USD 950.56

RM 66US D20.67RM 105USD 32.89

RM 1467USD 459.46RM 3700USD 1158.84

RM 125USD 39.15

Conversion- Salary Adjustment in 31.12.2008 – 9%

15th Collective Agreement 2009-2011 Conversion rate to US Dollar: 0.31320

Position OldOld Annual Increment New

Fixed New Annual

Increment

Non-Clerical- MinOffice Boy - Max

RM 775USD 242.73RM 1850USD 579.42

RM 27USD 8.46RM 45USD 14.09

RM 845USD 264.65RM 2017USD 631.72

RM 78USD 24.43

Clerical - Min

- Max

RM 1164USD 364.56RM 3100USD 970.92

RM 51USD 15.97RM 93USD 29.13

RM 1269USD 397.45RM 3379USD 1058.30

RM 127USD 39.78

Special Grade Clerk - Min

- Max

RM 1467USD 459.46RM 3700USD 1157.84

RM 66USD 20.67RM 105USD 32.89

RM 1600USD 501.12RM 4033USD 1263.14

RM 156USD 48.86

Female = 60%

Male = 40%

Senior = 30%

Young = 70%

Benefits secured by NUBE from the Banks for its Members sustainable livelihood for the past 6 years

Benefit Present Previous

90 Days Paid Maternity Leave

All female bank employees from lower rank to top rank enjoy the 90 Days paid leave

Only 60days gazetted in the Malaysia Employment Act

Cost of Living(COLA)

Urban Areas as per Government Definition of “Area A” – RM150(USD 46.98)/month States:-Kuala LumpurPenangSelangorJohorAll other Areas RM100(USD31.32)/month

Not given at all

Childcare Allowances extended to Male employees as well

RM50(USD15.66)/month or RM600(USD187.92)/Year

Those day only given to female employees

Retirement RM600 (USD187.92) for medical insurance coverage for 3 years

Not given

Family Medical Benefits Coverage ofRM25,000 (USD7830) per annum for Surgical and hospitalization for each legal spouse and children under the age of 18years including disabled children above the age of 18 years who are not gainfully employed and children up to 23 years if attending full-time education in a local educational institution. Extended to Non-Clerical as well

Members need to fork out their own money to bear their children’s surgical and hospitalization expenses

Retirement Age Extended from 55 to 57 Not given at all

Employment Injury Insurance

Term Life Insurance RM30,000 (USD9396) for death or permanent disability;

Personal AccidentInsured 24 hours basis to the amount of RM110,000(USD34,452) in the event of death or total permanent disablement.

Only cover for Personal Accident

Housing Loan Amount of housing loan shall be at any amount so long as the monthly repayment amount shall not exceed 75% of the monthly wages of employee.

The repayment period shall not be more than 35 years or the period up to retirement age whichever is earlier

96 months basic salary or RM160,000k(USD50,112)which ever is lower

Arrears salary and bonus Employees who resign from Bank will also be entitled

Not given at all

Contractual Bonus 2 months and employees entitle to performance related remuneration system(PRRS) Bonus.

2 months

Emergency /Compassionate Leave

10 working days extended to Grandparent in-law

Only extended to up to grandparents.

Sports Leave To grant to enable their employees represent the State or Malaysia in Sports

Under the discretion of employers to grant such leave

Examination Leave To grant 7 days paid leave Need to take their own annual Leave

Memorandum of understanding onCode of Conduct for prevention of sexual harassment in the workplace

Any of bank employee who breaches this code of practice shall liable to face disciplinary action up to including dismissal

Received reports and only given lighter punishment such as bar increment or transfer of workplace

Employees Provident fund

The Bank shall contribute each month 16% of the salary for that month to the Employees Provident Fund. Such contribution shall be deemed to be inclusive of any employer's contribution to the Employees Provident Fund as may be prescribed by law from time to time.

Previous given gratuity and solely on the bank discretion

Existing CA Proposal

Parties:-It shall be an implied term of the contract of service between the Bank and its employees in the Non-Clerical, General Clerical, and Special Grade Clerical categories (hereinafter referred to as “the employees”) that the rates of salaries to be paid and the conditions of employment to be observed under the contract shall be in accordance with this Agreement.

It shall be an implied term of the contract of service between the Bank and its employees in the Non-Clerical, General Clerical, and Special Grade Clerical and other categories performing similar job function (hereinafter referred to as “the employees”) that the rates of salaries to be paid and the conditions of employment to be observed under the contract shall be in accordance with this Agreement.

Disable EmployeesNot given at all on allowances

Employees with a disabled spouse and/or child shall be paid a monthly welfare allowance of RM300.00 per disabled dependant.Additional benefits for the disabled employees which the Bank should practice as Corporate Social Responsibility (CSR).

Bonus2 Months contractual Bonus 3 months

Besides cost of living, the education expenses have also gone up. At present the 2 months bonus is not enough to off set their festival expenses as well as cost of education.

New Clause beside of Bonus Notwithstanding the above the Bank shall pay the employees an additional bonus based on the Bank's annual performance.All banks have been recording higher profit every year and in addition most of the top management has been given higher bonuses than the clericalExample: Maybank CEO Salary:-RM4,697,000.00(USD1,471,100.40)Total Income AnnualRM391,416.67(USD122,591.70)MonthlyRM12,868.49(USD4030.41)Daily Government linked Company is promoting a wider income gap in Malaysia.

Cost of Living (COLA)RM100 (USD31.32) to RM150 (USD46.98)

The Bank shall pay every employee a monthly cost of living allowance a sum of RM300.00 (US93.96) with effect from 1st January 2012.

Housing Loan/Vehicle Loan3.5 % for employees

The loan shall be granted subject to such other terms and conditions as the bank may impose but subject to free interest by provided.

Medical examinationEmployees have attained the age of 40

Employees who have served the Bank for five (5) years.Early detection of illness will benefit both employees and employer in health and productivity.

Retirement Age55 to 57 years

The Government has implemented the retirement age from 58 to 60 years. Recently bill being tabled in parliament which going to start in the year of 2013

Employees provident fundThe Bank paying at 16%

Making millions and billions of profits

Child Care CentreNot setup at all

To setup Childcare centres in workplaceReason: To support and encourage early childhood development

Pension SchemeOnly entitle to Government sector

Most of the private sector in Malaysia do not have pension scheme for its staff. Most of the employees and subject to Employees Provident Fund which total up to an average of RM200,000k (USD62,640)

SalaryPending negotiation at new CA

51% due to the Bank further suppress the lower income group employees. Millions of profit being shared among top rank employees only.

Small Commercial Bank:Profits : RM134 Million/Year USD41,968,800

Big Commercial Bank:Profits: RM4.6 Billion/Year USD1,440,720,000

Example:-Channel the profits to entertain rich and famous – Malaysian Golf Open 2011 sponsors cash prize money at cost of USD 2.5 Million(RM7.5 Million)6 years partnership with BAM for badminton development in Malaysia – USD12,841,200(RM41Million)

•Providing continuous awareness Educations from own training centre at Port Dickson

•Providing Health/investment insurance to its members

•Co-operative centre – works as business arm for the Union, many product and service is being identify for members consumption

•Privilege Card – Affiliate with many hotels and other service provide for discount rate

•Legal assistance – To appoint and support legal professional to defend member’s on termination

•Education MOU with local University for member’s family on discounted rate

•Soon to setup a Labour institute research and developmentOn Trade Union role in future challengers. This will be first of it’s kind in the country

•To build network and partnership among members of Trade Union, NGO’s with common objective.

•To learn, share and build a common understanding among Unions, NGOs and others in order to achieve common goals and objective in the field of sustainable living.

•To voice out as a group on various government policies and plans that will affect people’s desire of sustainable livelihoods.

• Internally young workers attitude towards sustainable livelihoods

• The Bank’s united arrogant/negative attitude towards creating a decent livelihoods for employees

• Government relax attitude towards capitalist that is eroding the Union’s noble role in most of the sector that they represent.

The Social and economic reality confronting workers is but daunting and depressing has a result of global developments in a world where we are invariably influenced by what is going on elsewhere, the growing income and wealth divide is an issue which needs to be addressed

The income between the various categories of workers in the organizational hierarchy is widening. This is being justified by reference to the movements in the market. We must recognize though that the market is being moved by what the banks are doing.

As such, it will be wrong to say that the widening gap is due to what the market dictates-instead it is about what the Banks have been doing to move the markets in such direction.

Development and progress cannot be one dimensional. We cannot merely be looking at profits for commercial enterprises and forgetting all other areas. There is a need to ensure that economic progress is shared equally by all sectors of society. Regulation is needed and protection accorded to the weaker members of society and this includes workers.

We believe Trade Union movement is the institution that can help ensure there is a balance between the interest of capital and labour, as specially through constructive Collective Bargaining leading to the meaningful provisions in the Collective Agreement.

The struggle to further improve the lot of 30,000 NUBE members will continue, challenges we will face and we will overcome. What trade union movement pursues is a noble cause, which no commercial objectives can come close to.

Labour is prior to, and independent of capital. Capital is only the fruit of labour, and could not have existed if Labour had first existed. Labour is superior to capital and deserves much the higher consideration .

– Abraham Lincoln

Prepared by:

CHEE YEEH CEEUEXCO MEMBERNUBE MALAYSIA www.nube.org.myClick like on Facebook“NUBE Malaysia”Facebook: YC CheeEmail: chee_kham@yahoo.co.uk

Thank you