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Staff Matters
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Booklet on Staff Matters & Service Conditions
STATE BANK OF INDIA STAFF ASSOCIATION BHUBANESWAR CIRCLE
STATE BANK OF INDIA STAFF ASSOCIATION BHUBANESWAR CIRCLE State Bank of India, Local Head Office, 1st Floor, Bhubaneswar Tel No. : 0674-2392386 (Off.), 2393027 (Fax) Mobile : 9437080417, 9861280417
Com. S. P. Behera President, SBISA, BBSR Circle President, NCBE, Odisha State Unit
|| Preface|| Dear Comrades, The Booklet on staff matters and service conditions containing various Rules, system procedure, service conditions, loans and advances and benefits available to our members during their service period was published during 2009. In the meantime some changes have been made on various matters. We feel it proper to up date the Booklet which will be helpful to our representatives/members in taking up the problems effectively and find resolutions while discharging their duties. I am thankful to Com. N.C.Behera, Dy. General Secretary(MCG) for his sincere efforts and hard work for compiling this Booklet. The encouragement given by Com. Ganga Prasad PattanaIk, Chief Executive of SBISA Cooperative Ltd. to bring out this Booklet on the occasion of 8th Triennial Circle General Council on 23rd December 2012 at Cuttack and inaugurated by Com. Jyoti Bhusan Mohapatra,Gen. Secretary, Bhubaneswar Circle and Director, Central Board, State Bank of India is note worthy. I am thankful to the Members of the Board of Management and staff of our beloved SBISA Cooperative Ltd. Cuttack for their hearty cooperation for undertaking the DTP and printing work to publish this Booklet in time. Lastly, I am hopeful that the revised edition of this booklet will be of immense help to our members and management personal as well. As it is our constant endeavour to improve our Booklet, we would welcome your esteemed suggestions for further improvement of this Booklet.
Bhubaneswar 23.12. 2012
(S. P. Behera)
STATE BANK OF INDIA STAFF ASSOCIATION BHUBANESWAR CIRCLE
Com. J. B. Mohapatra General Secretary, SBISA, BBSR Circle Secretary, NCBE, Odisha State Unit Workmen Director, Central Board, SBI
Message
I am extremely pleased to learn that the Book-let on Staff Matters is getting updated on the occasion of the 8th Triennial Circle General Council of our Circle. As is said, "Knowledge is Power" , it is very important that our members have a handy book for reference about the latest available service conditions. I hope and trust the members would use it at the time of need. My compliments to the team involved in its updation racing against the time scheduled for the holding of the General Council. (J. B. Mohapatra) Gen. Secretary Com. S. P. Behera, President, SBI Staff Association Bhubaneswar Circle
Contents 1 2 3 4 5 6 7 8 9 10
11 12 13 14 15 16 17 18 19 20 21 22 23
24 25
26
Objective of SBI Staff Association ........... 9 Glory of SBI Staff Association ................ 11 Structure of SBI Staff Association .......... 15 Special dispension of SBI Employees ..... 17 Tips for new comrades ............................ 23 Capability Level ...................................... 27 Bipartite Settlements ............................... 28 Duties & Allowances .............................. 38 Monetary Benefits .................................. 49 Other Allowances ................................... 51 a. Passbook Printing b. Silver Jubilee Award c. Provision of Brief Case d. Split duty Allowance e. Out of Pocket Expenses f. Conveyance Allowance for Orthopedically Handicapped Staff Bonus ...................................................... 53 Benefit on Transfer ................................. 54 Promotional Opportunities ..................... 57 Reversion Policy ..................................... 62 Indian Institute of Banking & Finance ... 64 Uniform facilities ..................................... 65 Medical Aid & Expenses ......................... 66 Leave Rules ............................................ 76 Leave Fare Concession ........................... 80 Loans & Advances ................................. 87 Terminal Benefits .................................... 95 Mutual Welfare Scheme ........................ 100 Staff Welfare Activities ......................... 101 a. Award of Scholarship b. Holiday Home c. LIC run canteen e. Incentive Scheme for Meritorious Students SBISA Family Welfare Scheme ............. 105 SBISA Co-operative Ltd ........................ 105 a. Loans b. Transit House Income Tax ............................................ 107
OBJECTIVES OF SBI STAFF ASSOCIATION The Objects of the Union shall be :a)
To organize the whole body of employees of the State Bank of India and its Associate Banks and foster a spirit of Co-operation, comradeship and esprit de corps among them.
b)
To protect and promote the interests of all members by legitimate and constitutional means.
c)
To secure :i)
Improvement of the status and position of every member in service with regard to pay, allowances, leave, hours of work, etc.
ii)
Equality of rights and privileges for the same work or office to any member where any other employee is entitled to the same, irrespective of race, colour or creed.
iii)
Proper representation of the employees on the Board of Directors of the State Bank of India.
iv)
Adequate compensation for members in cases of injury or accident under the workmen’s Compensation Act or any other law.
d)
To regulate the relations and to establish mutual understanding and concord between the employers and the employees and settle all disputes in a constitutional manner.
e)
To Provide funds for :i)
The relief of the needy or distressed members or their dependants in cases of unemployment, sickness, accident or death of such members.
ii)
The compensation of all members of the Union whose interests have been damaged by reason of their services to the Union and for the relief of members during trade disputes.
iii)
Legal assistance to the members in respect of matters arising out of, or incidental to, their employment or services to the
Union in their capacities as office bearers even after their retirement from Bank. f)
To establish co-operative stores and credit societies, clubs, libraries, reading-rooms, night classes etc. for the benefit of members, and to organize occasional lectures and social gatherings with a view to develop and understanding of the advantages and facilities of organized life.
g)
To maintain an official organ for publishing the activities of the Union and disseminating information about the various inequalities and disabilities under which the members toil in respect of their work and other conditions of service.
h)
To purchase, take on lease or otherwise acquire, and to hold and manage, sell, exchange, mortgage and otherwise dispose of both movable and immovable properties of every description including Joint Stock Companies shares, debentures and Government papers and all rights and privileges necessary or convenient for the purpose of the members of the Union.
i)
To raise and establish separate funds, as and when necessary, for the furtherance of the objects of the Union.
j)
To work as far as possible in co-operation with other Trade Unions in and outside the country and help any movement that has for its object the general advancement of the working class in the country not inconsistent with the spirit of the Indian Trade Unions Act, 1926.
k)
To federate with, or affiliate itself to, any other Association, Union or Society in India and outside having kindred aims and objects.
l)
And generally to do all such other things as may be considered necessary, incidental or conductive to the attainment of the above objects or any of them subject always to the provisions of Section 15 of the Indian Trade Unions Act, 1926, in matter of expenditure that may be involved.
Staff Matters and Service Conditions | 10
Glory of SBI Staff Association Role of Association: To protect the interest of all members by legitimate and constitutional means to guard against oppressions of management and to imbibe sense of security amongst our members and spread comradeship. The perspective and Birth of Imperial Bank of India Indian Staff Association The miserable and pitiable service conditions, such as enormous work load, long and uncertain working hours and meagre wages, of the employees in Banks under British Rule led to the formation of Imperial Bank of India Indian Staff Association of 9th July 1920 and was registered on 24th May 1932 as a Trade Union under the Indian Trade Union Act, 1926. Attack on Union Leaders by Imperial Bank Management : Sri Ajit Krishna Sen, the General Secretary of Imperial Bank of India Indian Staff Association was named “Agitator Sen” by Sir Kenneth Mac Donald, the then Governor General of Imperial Bank; Sri Sen was given an option by the Imperial Bank Management either to do job in the bank or to do job in the Association. Needless to add, Sri Sen opted the latter and was terminated from the Bank’s service on the plea that he had submitted a memorandum to the Bank Management against corruptions of a Management Staff. Bank clerk’s plight (Hindustan Standard, 11.02.1940 The exploitation of Bank clerks were apparent from the fact that they are compelled to work for 12 to 14 hours with low wages and fines, abrupt suspension and dismissals are indiscriminately imposed. It is a pity that even the humblest day labourers or even the prisoner of goals have a limit to the working hour and have allowances for extra works, but these unfortunate clerks have none of these privileges. They are made to work like beasts of burden at the sweet will of their masters. These consequences are that these poor clerks are being dragged to untimely graves due to over work and under employment. Is there nobody in the land to prevent such cruelty to human beings although there exists law punishing cruelty to animals ? Years of darkness Since 1940 the 2nd world war, the worst hit famine of Bengal in 1943 and the Staff Matters and Service Conditions | 11
introduction of Essential Services Ordinance, all added to the growing misery of employees of India. The cost of living gone up by 246% where as wages were abysmally low. Under the condition, the Association demanded 40% increase in salary in February 1945. Sir Din Shaw Eduljee Wacha and Sir JRD Tata,Directors of the Imperial Bank of India supported the cause of the Indian Employees but of no avail. The Bank offered a mere 20% increase from 1st July 1946. Era of awakening Historic Strike of 1946 In the wake of the unsuccessful negotiations, the Association gave the Clarian call for strike from 1st August, 1946, which paralyzed the Banking Industry from Kashmir to Chittagong (now in Bangladesh). The strike lasted for 46 days and was eventually called off on 15th September, 1946 at the intervention of Pt. Jawaharlal Nehru after the Bank agreed to concede some of the demands. Impact of 1946 strike After the strike in 1946, it was felt essential to have a Federation as early as possible to present a joint front on all matters affecting all circles equally, co-ordinate activities and exchange necessary information through a Central Organization. Birth of the Federation The 1st All India Conference of Imperial Bank Employees was held at St. Marry’s Hall, Madras on 23rd October, 1947. Imperial Bank of India Indian Staff Federation came into existence with Sri Saumendra Nath Tagore as its 1st President and Sri Jyoti Ghose as Secretary. The birth of the Federation was a weakling as Bombay Circle Association remained away. The 2nd Annual Conference of the Federation held in January 1949 at Calcutta University Institute Hall. Federation Leaders arrested under Preventive Detention Act In 1952 the Sastri Tribunal was constituted by the Government to adjudicate. But the Sastry Award of 1953 belied expectations and had to be modified as from 1st April 1954. Reduced emoluments led to deep resentment and the State Bank Staff Federation observed a day’s strike all over the country on 28th December, 1955. Demand : Equal pay for equal work Sri Mohan Lal Majumdar, Secretary of the Federation and several other Bank Trade Union Leaders were arrested under the P D Act. A strike called by the Federation paralyzed the Bank On 6th & 7th January 1956. Staff Matters and Service Conditions | 12
It was unanimously decided to terminate the Sastry Award as per section 19(b) of the ID Act and a two months notice was served on the Management and the Award stood terminated as on the 8th August, 1959. Annual Conference of the Federation l On 16th and 17th August 1959 held at Bangalore. Federation called upon the Management to expedite a settlement on the charter of demands. Fight for Voluntary Arbitration On behalf of the Federation, President Sri S. Joshi, the Gandhian Socialist,. demanded voluntary Arbitration by a clause of ID Act if not demand of the Federation is settled through Bilateral Settlement. First time All India Strike of State Bank Employees lasted for 21 days in 1960 under the leadership of Sri S M Joshi, President of the Federation. The Government then appointed the National Industrial Tribunal (Bank Dispute) under Justice K T Desai. Desai Award was announced in June, 1962. Machine- Ban or Boon (1964) Bank’s attempt of abrupt modernization and to install Data Processing Machines in December 1964 was opposed by the Federation keeping in view the investment of huge foreign exchange which would have caused an imbalance in the plans of the country and create a chaotic condition. Fight against Social Control Bill (1968) In a historic move on 28th February 1968, the State Bank Employees joined hands with All India Bank Employees Association in a nationwide strike against the social control bill introduced in the parliament. Birth of NUBE (1970) In 1969 the All India State Bank Of India Staff Federation approached different bank unions for setting up a common platform and so was born the National Union of Bank Employees on 26th January 1970. Birth of National Confederation of Bank Employees (NCBE) In 1979 the constituents of INBEC and former NUBE now changed the name and thus NCBE took the lead for solidarity and unity of all the unions in the banking Industry. Our Federation, the strongest affiliate of NCBE and AIBEA came closer to each other. NCBE for the first time became a party to industry wise third Bi-partite settlement. Absorption of Temporary Employees (1991) In 1991 State Bank of India Staff Federation entered into an agreement with Staff Matters and Service Conditions | 13
State Bank of India regarding permanent absorption of a large number of temporary employees in the Bank. Between 1992 and 1996 about 9000 temporary employees were absorbed permanently in the Bank all over India. Formation of Joint Action Committee (1993) In 1993 NCBE forged unity among the unions of bank employees along with the unions of other financial institutions. A joint Action Committee of trade unions in banks, Insurance and financial institutions was formed. Formation of Joint Struggle Committee (1995) In 1995 Joint Struggle Committee was formed comprising NCBE, AIBEA, BEFI, INBEF representing more than 98% of workmen in all Commercial Banks, in private and public sector including foreign banks. Formation of United Forum of Bank Unions (UFBU) (1997) The United Forum of Bank Union (UFBU) was formed comprising AIBEA, AIBOC, NCBE, AIBOA, BEFI, INBEF, INBOC, NOBW, NOBO with a view to stage a common platform for common cause for all bank employees of banking industry from Manager to Messenger. Indefinite strike by State Bank Employees and Officers jointly w.e.f. 3rd April 2006. AISBISF & AISBIOF jointly agitated for age old demand of pension issue and went on indefinite strike from 3rd April 2006. The strike continued till the Finance Ministry, Union Govt. conceded to the genuine demand on 10th of April 2006. Hats up to the great leaders of both the Federations. Achievements 1. Revision on pension for SBI Employees and Officers. 2. Every employee of SBI is eligible for cost of petrol as conveyance, newspaper, entertainment & brief case (as specified) . 3. A new in cadre promotional avenue like Senior Special Assistant. SBISA is the biggest constituent of AISBISF, which is the apex Trade Union Organisation in State Bank of India at industry level. It is affiliated to National Confederation of Bank Employees through AISBISF.
Staff Matters and Service Conditions | 14
Structure of SBISA UNITED WE STAND – DIVIDED WE FALL Role of Association – To protect and promote the interests of all members by legitimate and constitutional means, to guard against oppressions of management and to imbibe sense of security amongst our members & spread comradeship. Clerical and Subordinate Staff are called as Workmen Staff/ Award Staff. Workmen Staff in our Circle are members of State Bank of India Staff Association (SBISA).
Operational heads at various levels of our Union Circle
:
General Secretary
Module
:
Dy. General Secretary
Region
:
Asst. General Secretary
Branch
:
Unit Secretary
State Bank of India Staff Association (SBISA) President – Com. Nagen N. Bhattacharyya, Bengal Circle Chief Secretary – Com. K. K. Singh, Lucknow Circle Dy. Chief Secretary – Com. S. C. Sahoo, Bhubaneswar Circle Consists of 7 (Seven) Circles 1. Bengal
2. Bhubaneswar
3. Chandigarh
5. New Delhi
6. North East
7. Patna
4. Lucknow
SBISA is affiliated to All India State Bank of India Staff Federation(AISBISF)
Staff Matters and Service Conditions | 15
All India State Bank of India Staff Federation (AISBISF) Workmen Unions of State Bank of India are affiliated to AISBISF President – Com. S. K. Bandlish, Chandigarh Circle Secretary – Com. M. V. Murali, Hyderabad Circle Sl.
CIRCLE
UNION
1.
AHMEDABAD
SBIEU
2.
BANGALORE
SBSU
3.
BENGAL
SBISA
4.
BHOPAL
SBIASEU
5.
BHUBANESWAR
SBISA
6.
CHANDIGARH
SBISA
7.
CHENNAI
SBISU
8.
HYDERABAD
SBISU
9.
KERALA
SBSU
10.
LUCKNOW
SBISA
11.
MUMBAI
SBISU
12.
NEW DELHI
SBISA
13.
NORTH EAST
SBISA
14.
PATNA
SBISA
AISBISF is affiliated to National Confederation of Bank Employees (NCBE)
Staff Matters and Service Conditions | 16
SPECIAL DISPENSATION TO SBI EMPLOYEES – WHY? During every wage settlement certain additional benefits were conceded to the employees working in State Bank of India. Were these benefits given just because they belong to SBI - or whether the SBI employees are entitled to additional compensation over and above the Industry level? Is it justified to treat SBI employees on different footing? Herein, it is essential to recall the history of wage settlements in respect of SBI employees. Similar to RBI, wage settlements used to take place at Bank level, but not at Industry level in SBI too prior to 3rd Bipartite Settlement. During emergency period, Government issued directive to SBI not to have negotiations at Bank level but to authorise Indian Banks' Association and negotiate at Industry level. Accordingly, SBI has no option but to negotiate wage settlements through IBA at Industry level during 3rd Bipartite. There were certain existing basic differences in wage components and salary structure between the employees of SBI and other Banks for historical reasons and it had become difficult to equate and treat them alike. In Sastry Award, while Contributory Provident Fund was mandatory for all Banks, option was given to the Unions to choose between Gratuity and Pension. While all other Unions had chosen for Gratuity, All India State Bank of India Staff Federation prudently exercised its option for Pension. Besides a Pension scheme was already in existence in SBI for decades. Staff Federation did not exercise its option to switch over to Gratuity. All other Banks, including those where Pension scheme was in existence, except one or two, opted for Service Gratuity. Consequently, SBI and one/two Banks were having CPF and Pension as Superannuation benefits while the others had CPF and Service Gratuity. In the year 1972, when Government enacted Payment of Gratuity Act 1972 and made it mandatory to all employers to pay gratuity to all employees, along with all workers in all Industries across the country, it was extended to SBI employees as well under statute. However, the amount of Gratuity payable under the Act provisions was much less than that was payable under Service Gratuity Rules. Similarly, when option was given for payment of D.A. to Clerical cadre employees basing on either Working Class Consumer Price Index or Middle Class Consumer Price Index, the Staff Federation had chosen Middle Class Consumer Price Index. Since then, the Clerical cadre employees in SBI were paid D.A. basing on Middle Class Consumer Price Index while in all other Staff Matters and Service Conditions | 17
Banks D.A. was arrived at on Working Class CPI. The rate of increment in the scale of pay for the workmen i.e., both Clerical and Subordinate employees was higher in pay scales of SBI than Industry pay scales. Similarly the Allowance payable for various in-cadre special allowance carrying positions was also higher in SBI. With these major dissimilarities, along with a few others, the SBI had participated in 3rd Bipartite negotiations at Industry level. THIRD BIPARTITE SETTLEMENT Because of the dissimilarities prevailing then, in various components the foremost task was how to draw similarities to arrive at the cost commonly for all employees at Industry. In the superannuation cost itself the components were different. The Gratuity Scheme in SBI was inferior and it was mandatory for Management because of statute and not subject to any negotiation. In SBI Pension scheme was in existence but not in other Banks whereas Contributory Provident Fund scheme was commonly applicable to all. Finally it was agreed to take Gratuity cost equally in respect of all employees, without excluding SBI employees. In turn, in case of SBI employees CPF cost alone would be taken and pension cost would not be included. Accordingly, the cost towards Gratuity and CPF for all employees including SBI employees was taken as superannuation cost. Since the quantum of D.A. payable to Clerical and Cash Department employees in SBI was higher because of Middle Class Index, it was protected by making a provision for payment of difference in the form of Adjustable D.A. for all those employees who were in Bank's service as on 31.12.1979. Payment of D.A. on Middle Class CPI was discontinued and Working Class CPI was introduced to SBI Clerical cadre employees also. Common pay scales were drawn for all the employees including SBI employees because of which the higher rate of increment SBI employees were getting till then was reduced for both Clerical and Subordinate cadre employees. To protect the amount of higher rate of increment drawn by the employees, payment of adjusting allowance/pay on stage-to-stage basis to all SBI employees who were in service as on 31.12.1979 was introduced. The Special Allowances in SBI were revised proportionately vis-à-vis Industry. Thus, the benefits that accrued to SBI employees over decades were protected to some extent to then employees when they were brought under Industry level negotiations. FOURTH BIPARTITE SETTLEMENT During the 4th Bipartite Wage Settlement also SBI authorized the IBA to have negotiations on wage revision at Industry level. The Management wanted to discontinue the adjusting pay payable to both cadres and AdjustStaff Matters and Service Conditions | 18
able D.A. to Clerical cadre since the calculation has become cumbersome. During the negotiations with Staff Federation, it was agreed to compensate all employees who were drawing these allowances by way of Additional increments. Accordingly all the employees who were drawing Adjusting Allowance were granted one increment and those who were drawing Adjustable D.A. were granted one more increment. Those employees on reaching the maximum and/or having already reached maximum were paid Fixed Personal Allowance equivalent to rate of increment to get the protection. The cost was not included in the wage revision at Industry level. It may be noted that the benefit was extended only to the employees who were in service as on 31.12.1979 and drawing Adjusting Allowance/Adjustable D.A. but not to those who were appointed in the interregnum. FIFTH BIPARTITE SETTLEMENT During 5th Bipartite Settlement, the SBI Management came out with a plea that the technological upgradation/computerization at SBI was required at a level higher than that was permissible under Industry level settlements. The network of branches, the volume of inter office/branch transactions and the reconciliation work at SBI is many times higher than any other Bank and in the absence of higher level technology, the Bank's interests would get jeopardized. Subsequent to various presentations made by the Bank, the Staff Federation accepted the need for technological upgradation and took a pragmatic view. During the negotiations the Staff Federation bargained for one increment to all employees in turn for agreeing to technological upgradation/computerization. Ultimately it was agreed to grant one additional increment to all the employees who were in service as on 09.06.1989. Subsequently, during the next settlement period a similar agreement was reached at Industry level and all the Bank employees who were in service as on 01.11.1993 were compensated with an Additional increment. SIXTH BIPARTITE SETTLEMENT During the 6th Bipartite Settlement the main focus of the Unions was on introduction of Pension Scheme. After long drawn struggles, it was ultimately agreed to introduce the Pension Scheme at Industry level to all other Bank employees, except SBI employees, in lieu of Contributory Provident Fund. It was also arrived that the corpus available in CPF would not be sufficient to meet the Pension needs and the Banks have to provide additionally to create sufficient Pension Corpus. It was also agreed that the proposed Pension Scheme was on the lines of Central Government Employees Pension Scheme. As per the terms of the scheme 50% last drawn pay without any ceiling, unlike in SBI, would be paid as Basic Pension. Similarly, Staff Matters and Service Conditions | 19
provision was given for commutation of pension on Central Government employees' formula. While introducing the Pension at Industry level, the IBA signed the following understanding with NCBE providing for monetary compensation for SBI employees: “In the case of State Bank of India, the improvement in regard to pension/ provident fund contribution will not apply. The Bank Management will have discussions with representative unions in the matter including technology upgradation and productivity and the conclusions reached regarding monetary package will be implemented after consultation with the Government.” During wage revision negotiations, IBA took a stand that because of introduction of Pension Scheme Banks had to incur heavy expenditure and it could not be seen in isolation and Banks were not in a position to concede higher wage revision beyond 10.5% after incurring the cost of Pension. If the cost of Pension is added then it would be 17% but not 10.5% increase in wage bill. Further, the cost of Additional increment to all those in service as on 01.11.1993 should not also be ignored. In view of that many Banks had gone into red, hence the paying capacity of Average Bank had to be considered as Bench Mark was the stand of IBA and agreed by all. As the Pension Scheme introduced in the Banking Industry is not applicable to SBI, the cost for SBI was only 10.5%. Hence it was agreed to release an additional package of 6.5% amounting to Rs.120 crores approximately to SBI employees. During the revision of Pension in SBI, Incremental cost of Pension and cost for introduction of commutation, of course at a lower commutation factor, were arrived at and the remaining amount after apportioning the Pension cost was accrued to employees in the form of SCA. SEVENTH BIPARTITE SETTLEMENT During the 7th Bipartite negotiations the main dispute between the Unions and IBA was the Pension Cost. IBA presented its case stating that whatever additional amount that was further funded to Pension Scheme to meet the short fall after transferring the Provident Fund Balances to Pension Corpus was not suffice to service the Pension Fund, hence additional amount at the rate of 26.5% of the Basic Pay had to be contributed. Unions argued that the Pension Fund was introduced in lieu of CPF which was 10% of Basic Pay hence the short fall, if any, had to be met by Management. Ultimately, it was agreed that after deducting the earlier agreed amount of 10% the remaining 16.5% of Basic Pay had to be borne by both the employees and management equally. The Pension cost was, therefore, arrived at 18.25% i.e., 10 + 8.25 and was met from the agreed wage increase of 12.25%. Staff Matters and Service Conditions | 20
In this Bipartite also neither the revision nor the cost was applicable to SBI employees. The benefit that was accrued to SBI employees and the expenditure to SBI on account of wage revision worked out to 10.39% but not 12.25%. Both the Federations demanded that the SBI employees should also get 12.25% of wage bill expenses as agreed at Industry level. After due verification, Government also agreed with the contention and an additional package was released to SBI. Resultantly, the benefit in the form of additional SCA ranging from Rs.100/- to Rs.425/- for Clerical staff and from Rs.60/- to Rs.210/- for Subordinate staff was given to all the employees who were in Bank's service as on 22.07.2003. EIGHTH BIPARTITE SETTLEMENT During 8th Bipartite again the IBA had upwardly revised the cost of Pension to 30.5% of the Basic Pay. Finally, it was agreed to apportion 19.25% of Basic Pay from wage revision package and Banks would contribute the rest of 11.25%. At SBI level, Bank introduced various initiatives under BPR and wanted to entrust higher responsibilities/ passing powers to Senior Assistants/Special Assistants in the interest of better customer service and faster decisionmaking. They also wanted the workmen to take up Marketing and other related duties. After protracted negotiations, the Bank had agreed to compensate the Senior Assistants/Special Assistants by way of higher Special Pay and introduction of monthly reimbursement of expenses on Conveyance/Entertainment to various categories of employees. NINTH BIPARTITE SETTLEMENT The demand of the Unions for one more option for Pension to all those who have not opted earlier gained momentum during 9th Bipartite. IBA argued that the cost for extension of Pension to all the P.F. optees would be huge, cost prohibitive and beyond the payment capacity of the Banks. Unions argued that it would not exceed Rs.4,000 crores and the cost mentioned by IBA was on very much high side. On the intervention of Government machinery, it was agreed to refer the cost calculation to a team of mutually agreeable Joint Actuaries. The actuaries came up with a report saying that the Pension Corpus required for extending Pension facility to existing P.F. optees would be Rs.17,000 crores and the balance available in the Provident Fund A/c is Rs.11,000 crores and arrived the shortfall at Rs.6,000 crores. In due course it has become an important part of the wage negotiations and unions were even prepared to compromise on the quantum of wage revision. Staff Matters and Service Conditions | 21
Finally, an understanding was reached that 70% of the shortfall amount i.e., Rs.4,200 crores will be met by the Banks and remaining Rs.1,800 crores will have to be met by the employees. Unions have demanded for similar dispensation to all those P.F. optees who retired from the service in the interregnum. The cost for extending Pension facility for retirees was arrived at Rs.3,000 crores and sharing of the cost at the same ratio of 70-30 was also agreed. Accordingly, Rs.2,100 crores (70% of Rs.3,000 crores) has been agreed to be borne by the Banks. After taking into account the burden of the additional cost of Rs.6,300 crores (4,200 + 2,100) to be set-off during the 9th Bipartite period it was agreed for a wage increase of 17.5%. It was also arrived that the total burden for all other Banks during 9th wage revision, except for SBI, inclusive of Pension cost would be 24%. Added to that the IBA came with the calculation revising the Pension cost further upwardly to 36% of the Basic Pay from the earlier 26.5% / 30.5% of Basic Pay taken during 7th/8th Bipartite Settlements. It was also agreed by the Unions to share the additional cost of 26% (36%-10%) at the ratio of 50:50. Therefore, in 9th Bipartite Settlement, the Pension cost for all other Banks, excluding SBI, would be 10% + 13% i.e., 23% of the Basic Pay which has to be apportioned from wage increase of 17.5% conceded by IBA. While 23% of the Basic Pay of Bank employees excluding SBI is apportioned from wage revision, in respect of the SBI employees it will be 10% of their Basic Pay alone thereby depriving the due share of remaining 13% of their Basic Pay resultantly the SBI employees are bound to get not even 17.5% but less than that. In this background both Staff Federation and Officers' Federation have raised the demand that the total percentage of wage bill expenses agreed to be incurred during the 9th Bipartite Settlement for all other Bank employees should equally be accrued to SBI employees as well. CONCLUSION During every bipartite settlement additional benefits to SBI employees were not conceded just like that for the reason they belong to SBI. In every bipartite the improvements were conceded only to the extent they were entitled to and not anything beyond. In fact, the existing struggle of the employees and officers of State Bank of India is only to get an equitable wage revision but not beyond – Is it not justified? ( M.V.MURALI ) Gen. Secretary, Staff Union, Hyderabad Secretary, SBI Staff Federation Gen. Secretary, NCBE Staff Matters and Service Conditions | 22
TIPS FOR NEW COMRADES FIRST STEP :
Be punctual in attending the Bank and reach your work station before the business hour starts. Don’t forget to wear your Identity Card while inside Bank. Check whether the closed circuit camera is switched on or not. It is a useful for security reason. Insist for provision of ultraviolet note examining machine. Be cool, vigilant, attentive and alert while performing duty. Always remember your Provident Fund Number (7 digit) as it is your identification number. Always visit HRMS portal for all information on your service matter. PAN card is essential for salary payment. SBI personal mail ID is essential. Vehicle in your name should be updated in HRMS. Visit LHO Site Notice Board every day.
WHILE ON DUTY : While performing your work be sure of what you are doing. Never reveal your password to anyone. Keep your password confidential and change it at least once a month. Be vigilant and alert and have a look at the face of the customer at the counter. Be polite towards the Customers. They are the main source of our business. Be watchful of pilfering across the counters because counters are low. While disposing customers try to ensure that a queue is formed in front of you to enable you to attend to the customers one by one. Treat Draft Forms/ Cheque Books and other security forms as cash and take their proper care. Be sure of the signature of the customer. A forged signature will put you in trouble. Staff Matters and Service Conditions | 23
In case of any flaw / aberration etc. always use the “Cheque Referred and Returned Register” and obtain the permission of the Sup. Officer in black and white. While receiving payments customers are supposed to count and examine the notes. Once they leave the counter and remove the note slips no objection will be entertained. Make them aware. In case of abrupt link failure, check the postings already done just prior to it when link resumes, so that double posting can be avoided. Never allow payment of withdrawal slip without Pass Book unless allowed by the Officer in the Cheque Referred and Returned register. Always check the signature of the customer requesting inoperative account to be made operative or issue of cheque book / duplicate pass book. Obtain permission of the appropriate supervising Officer before paying from in-operative accounts (where from no withdrawal has been done for last six months) Make payment of Dividend Warrants only through “Dividend Warrant Module” Never pay through DD purchase module. Do not pay clearing instruments carelessly. Do not leave your seat leaving CBS Screen open. Do sign off before leaving. In case of excess found in cash please report to the Cash-inCharge/ Branch Manager and deposit the same amount in Sundry Deposit Account in the same day. Pass book/ATM PIN must be handed over to the rightful owner on proper identification and against acknowledgement only. One of the security features in-built in our cheques is background printing of Bank’s name and symbol, with fugitive ink. Concerned assistant/passing official have to do is to put a droplet of water on any part of the cheques to see if ink smears (means spreads), before making payment. If ink does not smear, the cheque is treated as fake and payment should not be made. This is compulsory for all cheques of Rs.25,000/- and above. All the drafts of Rs.20,000/- and above should invariably be issued with account payee crossing (NBG/BOD/-GB/55/2011-12 dt.9/11/ 2011) Staff Matters and Service Conditions | 24
The signature of a person requesting issue of duplicate passbook/ cheque book must be verified with due care. Cheques/Drafts/Pay orders w.e.f. 1st April has been reduced to three months. Hence Validity period of such instruments need to be revalidated by the drawer for payment.
FOLLOWING POINTS FOR EXTRA SECURITY : Be aware of persons loitering inside the banking hall without having any business to transact. Do not leave your cash drawer open which can be accessed by anyone from behind you. Be sure to lock drawers when you leave your seat even for a short while. Do not permit any other customer to keep his currency notes on the counter when you are busy in counting/ examining another’s deposit. In case of armed dacoity never dare to resist. Your life is more important than any amount of cash or valuables. Do not subscribe your signature on any of the statements asked by the Investigating officials until and unless a written explanation is called for by the Branch Manager/ Regional Manager. When asked for any written explanation never reply without referring to the Union through your Unit Secretary/Circle office bearers. Do not use salary account for transactions beyond means. We must not indulge in politics. Political influence should not resorted to for personal gain. All reasonable Office orders in relation to our duties must be accepted.
Avoid introducing persons opening new account.
Staff Matters and Service Conditions | 25
SOME IMPORTANT POINTS TO AVOID DISCIPLINARY ACTIONS 1 Payment by Withdrawal Slip
Pass Book must accompany the slip.Pass Book must be updated after completion of transaction.No third Party payment is allowedAny deviation from the above must be recorded in the Cheque Referred & Returned Register. After getting PAY order from the competent authority, it should be paid.
2. Issuance of counterfoils
Before handing over the counter foil, ensure that particulars have been provided correctly both on the Voucher and counterfoils.Ensure that Voucher is handed over for eventual posting under acknowledgement.Counterfoil issued for Cash transaction if not accounted for simultaneously tantamount to Temporary Misappropriation.
3 Pass Books/ATM PIN
Must be handed over to the rightful owner on proper verification and acknowledgement only.
4 Introduction – New Accounts
As far as possible try to avoid introduce customers’ accounts.
5 Staff Accounts
Do not use salary account for transactions beyond means.
6 Mal Practice in any Examination
Do not indulge in any type of Mal practice in any Examination as it tantamount to Misconduct.
7 Office order of the Management Any reasonable office order of the management has to be obeyed. We can not decide ourself nature/volume of work to be allotted to us. Staff Matters and Service Conditions | 26
8 Dealing with Customers
Unnecessary/unwanted discussion with customers must be avoided. Customer’s document and our system should be in our focus only.
9 Punctuality/Leave Discipline
We must be punctual in our Duty and attentive to our work. Leave of any kind should not be taken as our right.
10 Political Involvement/Pressure
We must not indulge in politics. Political pressure should not be taken resort to for personal gain.
CAPABILITY LEVEL C.L. U.G. U.T. CASH 2 0 1 20000
Spl. RK Cashier/ Assistant
TRF. 25000
SPL.PAY 800 200
1
0
1
15000
20000
Senior Assistant/ Hd Asst. (Acts) 3
4
1
50000
100000 1470
Special Assistant
5
1
100000
400000 2430
Special Assistant (Cash & Admn.) 4
16
60
100000
400000 2430
Sr. Spl. Assistant (Cash in charge) 5
7
60
200000
500000 2430
Sr. Spl. Assistant (User Admn.)
7
45
200000
500000 2430
4
5
(C.L.- CAPABILITY LEVEL, U.G. – USER GROUP, U.T. – USER TYPE, TRF.TRANSFER)
Staff Matters and Service Conditions | 27
BIPARTITE SETTLEMENT 1ST BIPARTITE SETTLEMENT AGREEMENT MADE ON 31.03.1967
From 1st January 1967 the pay scales for workmen in the service of the bank was as follows : 1.
2.
For Clerical /Cash Department staff: Area I 156-8-180-10-200-15-290-25-490 Area II 140-8-180-10-200-15-290-25-440 Area III 132-8-180-10-200-15-290-25-415 For members of the subordinate staff : Area I 98-2-104-3-113-4-165 Area II 92-2-104-3-113-4-153 Area III 90-2-104-3-113-4-149
2ND BIPARTITE SETTLEMENT Agreement dated 24th February 1970 as modified by the subsequent Agreement dated the 15th September 1970 between the State Bank of India and its workmen. Clerical & Cash Department staff : 170-180-190-200-215-230-245-260-275-290-310-330-350370-390-420-450-480-515-550 Sub-ordinate staff : 116-119-122-125-128-132-136-140-144-148-152-157-162167-172-177-182-187-193-200 Period of operation : 01.01.1970 to 31.12.73 3rd BIPARTITE SETTLEMENT National Confederation of Bank Employees for the first time became a party to the Industry wise settlements signed on 1st August 1979, 31st October 1979 and 22nd November 1979. Clerical & Cash Department staff : 325-20-405-25-455-30-545-35-580-40-660-45-750-50-80060-1040 Sub-ordinate staff : 245-7-280-10-330-12-390-15-435-20-456 Effective from 01.09.1978 to 31.08.1982 (4 years) after gap of 56 months from last settlement. Staff Matters and Service Conditions | 28
4TH BIPARTITE SETTLEMENT Memorandum of settlement dated 17th September 1984 , between IBA and AIBEA & NCBE. Clerical Staff :
520-30-580-35-685-45-820-55-930-60-990-65-1055-701195-85-1280-95-1660
Sub Ordinate staff 430-10-450-14-492-16-540-20-680-25-730-30-790 Effective from 01.07.1983 to 30.06.1987 Gap of 10 months from previous settlement 5TH BIPARTITE SETTLEMENT 5 Bipartite settlement dated the 10th April 1989 as modifie vide settlement dated 29th June 1990 between the IBA and the all India unions of Bank employees and Bipartite agreement dated 9th June 1989 between the state Bank and the All India state Bank of India staff federation. th
Scale of pay effective from 1.11.1987 Clerical staff: 900-50-1000-75-1300-100-1700-110-2140-120-2500-2152715-120-2835 Sub-ordinate staff: 815-20-835-25-860-30-980-35-1120-40-1360-50-1510 Scale of pay effective from 1.11.90 Clerical staff: 900-50-1000-75-1300-100-1700-110-2030-120-2510-2302740-120-2860 Sub-ordinate staff: 815-20-835-25-860-30-980-35-1120-40-1280-45-1370-501520 Effective : 1.11.1987 to 30.10.1992 6TH BIPARTITE SETTLEMENT 6 Bipartite settlement dated 14th February 1995 th
Scale of pay : Clerical staff :
1750-100-1950-145-2530-195-3310-215-3955-230-4875395-5270-230-5500
Sub-ordinate staff : 1600-40-1640-50-1690-60-1930-70-2210-80-2450-902720-100-3020 Period of operation : 1.11.1992 to 30.10.1997
Staff Matters and Service Conditions | 29
7TH BIPARTITE SETTLEMENT 7th Bipartite settlement dated 27.3.2000 Clerical staff : 3020-135-3425-225-4100-320-5380-340-6400-380-7920680-8800-380-8980 Sub-ordinate staff : 2750-55-2860-75-3010-90-3190-110-3520-130-4040-1504490-170-5000 Effective from 1.11.97 to 31.10.2002 8TH BIPARTITE SETTLEMENT 8th Bipartite settlement dated 02 June 2005 Clerical: 4410-215-5055-335-6060-470-7940-500-9440-560-11680970-12650-560-13210 Sub- staff :
4060-105-4270-115-4500-135-4770-165-5265-195-6045235-6750-270-7560
Effective from 1.11.2002 to 31.10.2007 9TH BIPARTITE SETTLEMENT 9 Bipartite Settlement dated 27th April 2010. From 01.11.2007 Clerical : 6200-400-7400-500-8900-600-11300-700-16200-130017500-800-18300 th
Subordinate:
5500-200-6300-250-7550-300-8750-350-9800-400-11000
From 01.05.2010 Clerical : 7200-400-8400-500-9900-600-12300-700-17200-130018500-800-19300 Subordinate: 5850-200-6650-250-7900-300-9100-350-10150-400-11350 Period of operation :- 01.11.2007 to 31.10.2012 Stagnation increment : Clerical : @ Rs.800/- (6 stagnation increments at the frequencies of 3 years and 7th stagnation increment will be released after 2 years of receiving the 6th stagnation. ) Sub ordinate :
@ Ps. 400/- (7 stagnation increments at a frequency of 2 years.) Staff Matters and Service Conditions | 30
Definition of ‘Pay’ : In reiteration of Clause 6 of the Bipartite Settlement dated 2nd June 2005, „Pay for the purpose of D.A., HRA and superannuation benefits shall mean Basic Pay, Stagnation increments, Special Pay, Graduation Pay, Professional Qualification Pay and Officiating Pay, if any. Note
: The increment component of Fixed Personal Pay as given in column 2 of Schedule IV shall rank for superannuation benefits.
Dearness Allowance : In substitution of Clause 7 of Bipartite Settlement dated 2nd June 2005 with effect from 1st November 2007, the dearness allowance shall be payable as per the following rates:Clerical and Subordinate Staff Note
:
0.15% of pay
: Dearness Allowance in the above manner shall be paid for every rise or fall of 4 points over 2836 points in the quarterly average of the All India Average Working Class Consumer Price Index (General) Base 1960=100. (a) (b)
(c)
It is clarified that there shall be no ceiling on Dearness Allowance. Dearness Allowance shall be calculated and paid on Basic Pay, Special Pay, Graduation Pay, Professional Qualification Pay and Officiating Pay, if any, payable under this settlement in respect of both clerical and subordinate staff. All other existing provisions relating to Dearness Allowance Scheme shall remain unchanged.
City Compensatory Allowance :
Clause 8 of the Bipartite Settlement dated 2nd June 2005 stands superceded and accordingly no City Compensatory Allowance shall be payable w.e.f. 1st November 2007. House Rent Allowance : In substitution of Clause 9 of the Bipartite Settlement dated 2nd June 2005 with effect from 1st November, 2007 the House Rent Allowance payable shall be as under: Staff Matters and Service Conditions | 31
Sr.No.
Area
Rate as percentage of Pay (No Minimum/ No Maximum)
(i)
Places with population of more than 45 lakhs
10.00
(ii)
Places with population of 12 lakhs and above including State of Goa
9.00
(iii)
Places with population of 5 lakhs and above, State Capitals and Capitals of Union Territories and other than places mentioned in (i) and (ii) above
7.50
(iv)
Places with population below 5 lakhs not covered in (i), (ii) and (iii) above
7.00
Note: (1)
Where quarters are provided, HRA shall not be payable and the rent to be recovered shall be 0.5% of the first stage of the Scales of Pay.
(2)
All other existing provisions relating to House Rent Allowance shall remain unchanged.
Transport Allowance : In partial modification of Clause 10 of the Bipartite Settlement dated 2nd June 2005, Transport Allowance shall be paid as under with effect from 1st November, 2007. Clerical and Subordinate Staff Upto 15th stage of the scale of Pay Rs.225/- per month 16th stage of the scale of Pay and above Rs.275/- per month Note: (i) All permanent part time employees including those on probation and drawing scale wages shall be paid transport allowance on pro rata basis as under: Upto 15 years of service Pro rata @Rs.225/- per month Above 15 years of service Pro rata @Rs.275/- per month (ii)
This provision by itself will not preclude the payment of any existing allowance of this nature paid as a result of Government guidelines/bank level settlements. Staff Matters and Service Conditions | 32
Washing Allowance : In supersession of Clause 24 of Bipartite Settlement dated 2nd June 2005, with effect from 1st May 2010, washing allowance shall be payable at Rs.100/- p.m., where the washing of livery is not arranged by the bank. Cycle Allowance
: In supersession of clause 25 of Bipartite Settlement dated 2nd June 2005, w.e.f. 1st November 2007, cycle allowance is payable to the members of the subordinate staff who are required to use a cycle on regular assignment for outdoor duties at Rs.75/- p.m. at all centers. Cycle allowance would not be paid to a workmen member of the subordinate staff entitled to the allowance for the period of leave where such leave exceeds 30 days.
Special Pay for Graduation and Professional Qualification: In modification of the provisions contained in Annexure-2 to the Settlement dated 16th June 2005, the rates of Special Pay for Graduation and Professional Qualification, payable to clerical cadre staff stand revised, as under, with effect from the 1st November 2007. Special Pay for Graduation and Professional Qualificationpayable after reaching maximum in the scale of Pay A. Graduation : (a) On completion of 1 year after reaching maximum in the scale of pay (b) On completion of 2 years B. Professional Qualification : (i) Part I of CAIIB/JAIIB after 1 year (ii) Part II of CAIIB: (a) After 1 year (b) After 2 years (c) After 3 years
Amount p.m.(Rs.)
275 550 275 275 550 825
C. Graduation & Professional Qualification : (i) Graduation and/or NDC and have passed JAIIB or Part-I of CAIIB/CAIB: (a) After 1 year 275 (b) After 2 years 550 Staff Matters and Service Conditions | 33
(c) After 3 years 825 (ii) Graduation and/or NDC and have passed JAIIB or both parts of CAIIB: (a) After 1 year 275 (b) After 2 years 550 (c) After 3 years 825 (d) After 4 years 1090 (e) After 5 years 1365 FIXED PERSONAL PAY (FPP) (Effective from 01.11.2007) In modification of the provisions contained in Annexure - 3 to the Settlement dated 16th June 2005 on Service Conditions for Workmen Staff, Fixed Personal Pay (FPP) shall be payable, as under, with effect from the 1st November 2007 to workmen employees who joined the Bank’s service before 01.01.1980. Clerical Staff : (i) One year after reaching maximum of the scale: Rs.95/- per month. (ii) Two years after reaching the maximum : Rs. 190/- per month. (iii) Three years after reaching the maximum in the scale as under :Area of Posting
Increment Revised FPP Revised FPP component payable where payable where of FPP to be accommodation accommodation reckoned for is provided is not provided superannuation by the Bank by the Bank benefits (Rs.) (Rs.) per month (Rs.) per month per month
(i) Places with population of more than 45 lakhs (ii) Places with population of 12 lakhs and above including State of Goa (iii) Places with population of 5 lakhs and above, State Capitals and Capitals of Union Territories and other than places mentioned in (i) and (ii) above (iv)Places with population below 5 lakhs not covered in (i), (ii) and (iii) above.
800
1050
1130
800
1050
1120
800
1050
1110
800
1050
1105
Staff Matters and Service Conditions | 34
Subordinate Staff : (i) One year after reaching maximum of the scale : Rs.30/- per month. (ii) Two years after reaching the maximum in the scale as under : Area of Posting
Increment Revised FPP Revised FPP component payable where payable where of FPP to be accommodation accommodation reckoned for is provided is not provided superannuation by the Bank by the Bank benefits (Rs.) (Rs.) per month (Rs.) per month per month
(i) Places with population of more than 45 lakhs (ii) Places with population of 12 lakhs and above including State of Goa (iii) Places with population of 5 lakhs and above, State Capitals and Capitals of Union Territories and other than places mentioned in (i) and (ii) above (iv) Places with population below 5 lakhs not covered in (i), (ii) and (iii) above.
400
460
500
400
460
495
400
460
490
400
460
490
2. FIXED PERSONAL PAY (FPP) (EFFECTIVE FROM 01.11.2007) : In modification of the provisions contained in Annexure – 3 to the Settlement dated 16th June 2005 on Service Conditions for Workmen Staff, Fixed Personal Pay shall be payable, as under, with effect from 1st November 2007, to the workmen employees who joined the Bank’s service on or after 01.01.1980. (a)
The employees, who were given one stage higher fitment as per the provisions of Bipartite Settlement of 9th June 1989/30th January 1995 and who reach maximum in the scale hereafter will be paid a Fixed Personal Pay, as under, from 01.11.2007:-
Staff Matters and Service Conditions | 35
Area of Posting
Incremental Total FPP Total FPP component payable where payable where of FPP to be accommodation accommodation reckoned for is provided is not provided superannuation by the Bank by the Bank benefits (Rs.) (Rs.) (Rs.)
Clerical Staff (i) Places with population of more than 45 lakhs (ii) Places with population of 12 lakhs and above including State of Goa (iii)Places with population of 5 lakhs and above, State Capitals and Capitals of Union Territories and other than places mentioned in (i) and (ii) above (iv) Places with population below 5 lakhs not covered in (i), (ii) and (iii) above. Subordinate Staff (i) Places with population of more than 45 lakhs (ii) Places with population of 12 lakhs and above including State of Goa (iii) Places with population of 5 lakhs and above, State Capitals and Capitals of Union Territories and other than places mentioned in (i) and (ii) above (iv) Places with population below 5 lakhs not covered in (i), (ii) and (iii) above.
800
860
940
800
860
930
800
860
920
800
860
915
400
430
470
400
430
465
400
430
460
400
430
460
Staff Matters and Service Conditions | 36
Note: The increment component of Fixed Personal Pay as given in column 2 of Schedule IV of 9th Bipartite shall rank for superannuation benefits. SPECIAL BALANCING ALLOWANCE: (Part of 9th Bi-partite Settlement) CDO/P&HRD-PM/81 of 2010-11, dt.01.03.2011 The allowance will be payable to officers & employees at 6.5% & 6.4% respectively of the Basic Pay w.e.f. 01.11.2007. The allowance will not be paid to those employees who join the bank on or after 01.11.2007. The allowance will not rank for any other benefit like DA/HRA/CCA etc. or any superannuation benefits.
Staff Matters and Service Conditions | 37
DUTIES & ALLOWANCES SENIOR SPECIALASSISTANTS (SSA): Passing Powers : Rs. 2,00,000/- for Cash Transactions, and Rs. 5,00,000/- for Transfer Transactions Special Pay : Rs. 2,430/Special Allowance : Rs.3,500/- (not reckoned for DA,HRA,Super annuation benefit) per month Working Hours : 45 hours in a week DUTIES TO BE ENTRUSTED TO SENIOR-SPECIALASSISTANTS (SSA) 1 2.
3.
4.
5.
6. 7. 8. 9.
Passing powers for cash transactions Rs.2.00 lacs and transfer transactions Rs.5.00 lacs in respect of all transactions. For opening of all type of accounts viz Deposit, Loans, Pension, PPF, Senior Citizen, Demat and FCNB, NRO, NRE accounts etc. SeniorSpecial Assistant will be responsible for:(i) Completion of KYC formalities (ii) Authorisation of the details of the account in the system. (iii) The authorization in the account opening form will continue to be done by the permanent officer. Issuance and handling of Non-personalised welcome kits and passbook delivery to the new customers. Entering/ authorisation of personlisation of cheque and ATM card. BGL accounts authorization of credits and debit vouchers to the extent of their passing powers in the system as per maker and checker concept. Signing of drafts/IOIs etc. singly below Rs.50,000/- and jointly with an officer on or above Rs.50,000/-. The feasibility of circulation of signatures will be examined. Till such time counter signature will be made by the permanent officials. Working as cash in-charge and passing officer with user administration rights. INB pin in-charge and delivery of INB pins to the customers. Authorisation of RTGS/NEFT transactions up to their powers with maker and checker concept. Authorisation and closure of all deposits/ PPF/ Senior Citizen/ FCNB/ NRO/ NRE accounts and loan accounts in the system subject to Staff Matters and Service Conditions | 38
10.
11.
12. 13. 14.
15.
manual authorization by the officer in the application form. Authorisation of non-home debit transactions to the extent of their passing powers in deposits accounts and credit in all accounts including loan accounts. Completion of TDS related formalities like signing of certificates, accepting requisite declaration forms for non-deduction of TDS and updating this information in the system. Accepting application for dematerialization of shares in accounts and forwarding to D.P. CPC and executing delivery instruction. Signing front page of Pass Books. Issuance/closure of Vishwa Yatra card, Foreign Currency DD purchase, Issue and encashment of Foreign Travellers’ Cheques, sending outward remittances etc. Any other duties with in the cadre as assigned from time to time as per Bank’s requirement.
SPECIALASSISTANTS : Passing Powers : Rs. 1,00,000/- for Cash Transactions, and Rs. 4,00,000/- for Transfer Transactions. Special Pay : Rs. 2,430/- per month Duties to be entrusted to Special Assistants. 1.
2.
3.
4. 5.
To exercise passing powers vested in officer JMGS I viz. to pass cheques and other debits to constituent’ accounts, drafts, inter office instruments, government payment etc. for amount not exceeding Rs.1.00,000/- in cash and Rs.4,00,000/- by transfer. To function as case manager in single window branches and discharge the role, duties and responsibilities thereof. While working a single window operator, he will exercise passing power of special assistant. To check drafts issued / advice , sign drafts in OT & TT series as first signatory and the second signatures to be made by an officer whose signatures are circulated, the latter officer relying on the first signatures only To check and sign TDR / STDR up to his passing powers. To initial pass books in savings bank, which come to him for passing payment up to Rs.1,00,000/- in cash and Rs.4,00,000/- by transfer at branches where savings bank pass books are not system generated. In, at that time, the previous balances in the pass book are not authenticated, he will authenticate them as well by reference to the Staff Matters and Service Conditions | 39
6.
7.
account in the ledger / system irrespective of the amounts of previous debits or credits. For this purpose , he may also check posting of the entry in ledger account / system and initial the resultant balance arising out of the transactions passed by him. Keeping custody of security forms / cheque books etc. entrusted for use on any day, delivering these as required to counters receiving them back from and handing over the unused security forms / cheque books to account branch manager, duly accounted for after the day’s work is over. To work as in charge of cash at non currency chest branches and discharge the duties, functions and responsibility of cash officer as joint custodian which will inter alias, cover : a) Responsibility for correctness of the branch cash balance. b) Distribution and collection of cash within the branch and remittances between the branch and its sub-offices, extension counters if any. c) Responsibility for the custody and safety of all cash from the point of withdrawal from the strong room until distribution and from the point of collection until deposit in the strong room and jointly with the concerned supervising official while in the strong room. d) Responsibility for the protection of other items which represent money and which may from time to time is entrusted to him. e) Responsibility for the protection of other items which represent money and which may from time to time is entrusted to him. f) Responsibility for the quantity and value of all notes and small coins as per revised cash department procedure under lean not policy. g) Responsibility for the proper conduct of work in the cash department / single window counters in regard to cash for ensuring that adequate safety measures are taken in handling of cash etc. and that the instructions laid down by the Bank with regard thereto are duly observed. h) To acknowledge receipt of cash without any limit and passing powers delegated to him. i) Responsibility for administration of the cash department and supervision and control over the cash department staff and their work. j) Attending to all work connected with the processing and disbursement if loans sanctioned against the pledge of gold Staff Matters and Service Conditions | 40
8.
9. 10. 11.
12.
13.
14.
ornaments, including responsibility for purity, value and correctness of weight of gold ornaments and all matters connected with the proper conduct and follow up of the loans in question. A special assistant working as in charge of cash will also hold joint custody with the Branch manager / accountant of the ornaments so pledged. k) Processing of business proposals and compilation of opinion reports on borrowers /guarantors. l) Payment of petty cash bill sanctioned by manger and maintenance of petty cash register m) Supplementing the efforts of the Branch manager in deposit mobilization and business development. n) Special assistant will exercise the signing powers to the extent specified below : power to discharge bells of exchange, promissory notes, and documents of title to goods which come to them in the discharge of functioning of the posts held for the time being. o) Verification translation of vernacular signatures/ endorsements. p) To hold joint custody of security forms. Checking of day books / computer outputs of all types of accounts and initialing the balances in all books / ledgers in bank master branches and voucher verification reports at core banking branches. Checking of leave records, overtime register, bonus register, establishment register etc. Drafting of letter / notes, signing all types of intimation, advices of routine nature to constituents. To ensure timely preparation and checking of any returns/ statements entrusted for checking or forming part of the desk / desk / section / department, the responsibility for functioning where of is entrusted to him. To check and sign covering schedules for demand drafts purchased, short credits or bills for collection, etc., follow up for acknowledgements /payment advices, marking these off as prescribed and pass entries pertaining thereto. To check calculation of interest on government and other securities, discount and rebate on usance bills, interest on central office account, interest on savings bank accounts, term deposits and other interest bearing deposit accounts and interest on all types of loans, overdrafts and cash credits accounts. To code or decode telegrams. Staff Matters and Service Conditions | 41
15. 16. 17. 18. 19. 20. 21.
22. 23.
24.
25. 26.
27.
28. 29. 30.
31.
To check registered and ordinary letters dispatched registers, verify the balance with dispatcher at prescribed periodicity. To check stationery and relative registers / ledgers. To check all branch clearing books, attend to queries from IOR department / other branches / offices. To ensure timely completion of day’s transactions. To work as in charge ATM cash, hold custody ATM cards and ATM PINs. Replenish cash in ATMs. To work as in charge safe deposit lockers. Also perform the duties relating to recovery of locker rent. Sanction of loans against bank’s fixed deposits payable at the same branch upto an amount of Rs.1,00,000/-(This power will be delegated after approval of the central board. Processing of business proposals and compilation of opinion reports on borrowers. Updation / authorization of entire date in CBS from the account opening forms which includes creation of CIFs, linkage of CIF, creation of Nominee, Linkage to Nominee, linkage of introducer, mode of operation, etc. As regards the branches having only branch manager as a single permanent officer preferably special assistant may be entrusted the job of users administrator activity. Replenishment of Cash in ATMs jointly with ATM in-charge. Initial interaction with customers explaining all deposits/advances and all schemes and cross selling of bank’s and its subsidiaries products. Scrutiny of loan proposals as per checklist like filling of loan application, documents required etc. at Branches, RACPC, SMECC etc. /Branches. Accepting cash from individual/non-individual customers inside and outside the Bank up to their powers and issuing receipts under doorstep banking. Cash delivery to customers under doorstep banking. Authorisation of specimen signatures in CBS under maker and checker concept. ATM Pins in-charge and delivery of ATM Pins to customers. Special Assistants will be in possession of ATM Pins and delivery of the same to the customers. To perform the role of INB maker for CINB customers. The job done by Special Assistant will be authorized by INB Authoriser. Staff Matters and Service Conditions | 42
32. 33.
34. 35.
36.
37. 38. 39. 40.
Creation/Authorisation / account opening/Customer creation/ amendments/ operation of the account/ personal information. To check and sign covering schedules for demand drafts purchased, short credits or bills for collection, etc., follow-up for acknowledgements/payment advices, marking these off as prescribed and pass entries pertaining thereto. To ensure correct application of rate of interest in all types of loans, overdrafts and cash credits accounts from various reports. To assist field officer/authorized official in CPCs/branches in followup of recovery of instalments in loan accounts, obtaining revival letters, insurance policies, stock statements, PDCs and other documents in respect of loan accounts. Post-sanction inspection of P segment assets (vehicle/housing). To assist in follow up with approved valuers/lawyers for valuation reports/search reports. Work relating to Pension, PPF and Senior Citizen accounts in CPPCs and branches. Tracking of loan applications for early sanction/fulfillment. Issue of interest certificates to customers. Execution/authorisation of SIs/ECS to the extent of their passing powers. 1 The above duties are in addition to the existing duties. 2 Any other duties with in the cadre as assigned from time to time as per Bank’s requirement.
SENIOR ASSISTANTS : Passing Powers : Rs. 50,000/- for Cash Transactions, and Rs. 1,00,000/- for Transfer Transactions. Special Pay : Rs. 1,470/- per month Duties to be entrusted to Special Assistants. 1. 2.
To exercise passing powers of Rs.50,000/- for cash and Rs. 1,0,000/for transfer transactions. Work as single window operator and discharge under noted duties: a) Receipt and payment of cash upto Rs.50,000/- and transfer transactions upto Rs.1,00,000/- for all types of accounts and customers and Bank’s other instruments within their passing powers. Staff Matters and Service Conditions | 43
b) c)
d)
e)
f)
g)
To receive, pay, input and also authorize the relative transactions within lhis powers. Cash and transfer transactions beyond his passing power will also be dealt with by him. However, in all such cases the transactions will be posted by him and referred to the case manager for authorization. In other words, he will receive or pay cash in excess of Rs.50,000/- but necessary authorization therefore will be done by the case manager/authorized officer. Similarly, he will also input transfer transactions in excess of lRs.1,00,000/- but authorization for the same will be done by the case manager or any other authorized official as the case may be. Cash payment up to Rs.50,000/- or above subject to item 2(a) above, will be made by senior assistant on constituent’s account irrespective of whether payment is by way of cheque or withdrawal form or whether it relates to third party, subject to verification of the identity of the holder in prescribed manner. Acknowledge receipts of cash receipts within his passing powers by signing the counter foils. For cash transactions beyond his passing powers, by signing the counter foils. For cash transactions beyond his passing powers, while the cash will be received by him, the counter foil will be signed and released by the case manager. Pay Term Deposit/Special Term Deposit receipts within his powers and those beyond his powers will be paid by him after due authorization by the case manager. Similarly, SWO will issue Term Deposit/Special Term Deposit receipts through cash receipt or transfer irrespective of the amount involved but receipts will be signed by the case manager or any other authorized official. SWO will pay drafts, inter office instruments, deposit at call receipts, banker’s cheques, gift cheques etc within his passing powers and those beyond his powers will be paid with due authorization by the case manager. He will also issue draft, inter office instruments, deposit at call receipt, banker’s cheques, gift cheques through cash or transfer irrespective of the amount involved but the instruments will be signed by an authorized official. Before payment of drafts, inter office instruments, banker’s cheques etc. the specimen signature of the signing officials will be verified by special assistant or the case manager Staff Matters and Service Conditions | 44
3. 4.
or authorized official having custody/access to the specimen signature of signing officials in the bank. h) Open new accounts after necessary authorisation by the authorised official. i) Credits to loan accounts of constituents will be passed, entered and authorised by him up to his passing powers. Debit to overdraft (current) accounts within the sanctioned limits will also be passed and authorized by him within his passing powers. However, debits to cash credit term loan, and demand loan, agricultural cash credit, agricultural term loan accounts will be entered by him but authorization will be done by the concerned authorized official. j) In case of telegraphic transfers /STEPS issue and payments, he will only post the transactions. k) All transactions pertaining to government accounts including PPF will be handled by him. The specimen signatures of the signing authorities will be made available to him. l) Payment of foreign currency travelers cheques will be done by senior assistant on authorization by the officer in charge of foreign exchange. m) He will issue cheque books, note stop payment instructions, standing instructions and print passbook at the request of the constituents. n) While SWO can input transactions to the under noted internal accounts, authorization will be done by the Branch Manager or any authorized officer irrespective of the amount of transactions. “Sundry deposit , suspense charges, charges account, interest account, branch clearing account, inter branch items in transit account, agency clearing, inoperative account, dormant account , interest provision account, etc.” o) He will be responsible for all cash directly handled by him. p) He will also be responsible for proper exercise of his passing powers. q) Receiving application, allotment and call monies by cash or cheques up to his powers in any one case and issue of receipt therefore. Active assistance to Branch Manager in achieving the budgetary goals , monetary business etc. After business hours, where the volume of work so permits, senior assistant may be given other duties, within his cadre such as deposit Staff Matters and Service Conditions | 45
mobilization etc. Senior assistants will duly check and sign the system generated scrolls/ reports in respect of tasks/ transactions performed by him such as cash receipt scrolls, csh payment scrolls, transfer received/ paid scroll, exchange scroll etc. 6. To check saving bank day book on daily basis and voucher verification reports at core banking branches. 7. Accepting cash from individual/non-individual customers and issuing receipts under doorstep banking to the extent of their powers. 8. Cash delivery to customers under doorstep banking. 9. Checking of Voucher Verification Reports/day books/computer outputs of all types of accounts at Core Banking branches/CPCs. 10. Checking of leave records, overtime register, Bonus register, establishment register, etc. 11. Drafting of letter/notes, signing all types of intimations, advices of routine nature to constituents. 12. To ensure timely preparation and checking of any returns/statements entrusted for checking or forming part of the desk/section/ department, the responsibility for functioning whereof is entrusted to him. 13. To ensure correct application of rate of interest on Government and other securities, discount and rebate on usance bills, interest on Central Office account, interest on Savings Bank Accounts, term deposits and other interest bearing deposit accounts from various reports like deposit balance/loan balance files etc. 14. To check Registered and ordinary letters despatched registers, verify the balance(s) with despatcher(s) at prescribed periodicity. 15. To check stationery and relative registers/ledgers. 16. The above duties are in addition to the existing duties. 17. Any other duties with in the cadre as assigned from time to time as per Bank’s requirement. ASSISTANTS Besides normal duties, the Assistants will also perform undernoted duties: 5.
Passing Powers :
Rs. 15,000/- for Cash Transactions, and Rs. 20,000/- for Transfer Transactions. Special Pay : Rs. 200/- per month 1 Marketing of liability/ loans products and products of subsidiaries like SBI Credit Card, Mutual Fund, SBI Life etc. Sourcing of proposals. 2 Opening and closing of loan accounts as maker in CBS subject to Staff Matters and Service Conditions | 46
authorization by the officer in the application form. 3 Opening of SDV/SDV-SC/Collateral accounts (pertaining to the details of creation of primary/collateral security). 4 Pick up of cheques/bills from customer’s place. 5 Delivery of drafts/Inter Office instruments at customer’s place. 6 Accepting cash from individual/non-individual customers under doorstep banking. 7 Noting of SIs/ECS. 8 Scanning/uploading of signatures. 9 Input of BGL transactions in the CBS. 10 Cash delivery to customers under doorstep banking. 11 The above duties are in addition to the existing duties. 12 Any other duties with in the cadre as assigned from time to time as per Bank’s requirement. 13 Acknowledgement of Inward Mail receipt. 14 Receipt of Cheques/ Drafts/ Pay Orders other than bills. 15 Delivery of Cheque Books subject to authorization by competent authority. 16 Issue of Cash Receipt. 17 Issue of ESI Stamps. 18 Recounting of currency notes by cash department staff. 19 Ensuring the proper contents in the covers/ envelops including registered one before dispatch. *NB: Clerical employees drawing allowance less than Senior Assistant will exercise Passing Power. (a) Passing & Cash payment of all cheques/ withdrawals/ Bchq./ Draft/ IOI etc. upto Rs.20,000/(b) Passing independently Clearing & Transfer Cheques upto Rs.25000/-. (c) Receipt of Cash & issuance of pre-signed Drafts/IOI/B.Chq. upto Rs.25000/-. SUBORDINATE STAFF Besides normal duties, the Subordinate staffs will also perform undernoted duties: 1 Pick up of cheques/bills from customer’s place. Staff Matters and Service Conditions | 47
2 3 4 5 6
Delivery of drafts/ Inter Office instruments at customer’s place. Stitch Currency Note bundles. Stitch & seal parcel & packets containing currency notes. The above duties are in addition to the existing duties. Any other duties within the cadre as assigned from time to time as per Bank’s requirement.
Staff Matters and Service Conditions | 48
Monetary benefits to be extended to Clerical & Subordinate Staff for Additional duties to be performed POSITION Assistant/R.K. Pharmacist/ Nurse/ Co.Rm. Optr/Agl.Asst. Steno/ Drts.Man/ IA Sr. RK-cumCashier Sr. Elect./ Sr.Armr./ Sr.Pharm/ Sr.CRm.Opr Sr. steno/ Sr.Dfts.Man Sr.Asst./ Hd.Asst(Act.) Spl. RK Head Pharma Hd Drgt.man Hd. Elec (sup) Spl. Steno Spl. Asst. Spl. Asst. (CIC/Locker)/ ATM Sr.Spl.Asst Sr.Spl. Asst. Cash/ Messenger Cook Watch Man Senior Cook
Eligibility Spl. years Pay
Conv/ Cert.
News Ent. Spl. Paper All.
Brief case
200 500
15lt/450 260 15lt/450 260
0 0
800
15lt/450 260
0
12
500
20lt./500 260
200
10
800
20lt/500 260
200
10
1060 20lt/500 260
200
10
1470 20lt/500 260
200
23 20 20 20 20 20 20
800 30lt/600 260 1380 30lt/600 260
350 350
1740 30lt/600 260 2430 30lt/600 260 2430 30lt/600 260
350 350 350
30 30
2430 35lt/650 260 2430 35lt/650 325
400 3500 825 3500 1000/3yr
8lt/250 180 50 8lt/250 180 60 8lt/250 180 380 8lt/250 180 Staff Matters and Service Conditions | 49
1000/3yr
Armed Guard Driver Electrician Hd. Messenger/ HW/HGA/ HSWP/ Hd.Cook/ Hd. Mali Senior Driver Hd. Armed Gurd Sr. Elect. Sr.Hd.Mess/ SHW/ SHGA/ SHSWP/ SHCook/ SR.HD.Ar.Gd/ Sr.Hd.Mali. Senior Head Driver Sr. Head Elect. Member of Marketing, out bound sales team 1)
2) 3)
4)
15
380 1480 1340 580
8lt/250 8lt/250 8lt/250 10lt/300
180 180 180 180
15 15
1570 10lt/300 180 750 10lt/300 180
15 23
1430 10lt/300 180 1480 12lt/350 180
23
1640 12lt/350 180
23
1500 12 lt/350 180 325
350
1000/3yr
The reimbursement of petrol expenses will be made to those who are maintaining the vehicle at the work place. In absence of vehicle, lump sum payment will be made on certificate basis. The option for claiming reimbursement will be available after purchase of vehicle. Higher entertainment i.e. Rs.825/- p.m. will be paid to the senior special assistants working as cash in-charge and once a seniorspecial assistant is not holding the charge of cash, reimbursement of entertainment will be limited to Rs.400/- p.m. Special Allowance of Rs.3500/- payable to Senior-Special Assistants will not be reckoned for superannuation benefits, DA, HRA, CCA and Staff Matters and Service Conditions | 50
5)
6)
also fitment on promotion to JMGS-I cadre as the allowance is being paid in lieu of increase in working hours. Senior Assistants and Assistants, who are posted as members of marketing and outbound sales force will continue to be reimbursed entertainment expenses @ Rs.350/- p.m. Assistant, Senior Assistant, Special Assistant, Senior Special Assistant who are posted as members of marketing and outbound sales Team will be reimbursed cost of Brief case of Rs.1000/- once in three years.
OTHER ALLOWANCES PAYABLE TO WORKMEN EMPLOYEES In modification of the provisions contained in Annexure - 4 to the Settlement dated 16th June 2005 on Service Conditions for Workmen Staff, the “Other Allowances” (not ranking for Dearness Allowance, House Rent Allowance and superannuation benefits) payable to following category of workmen employees stand revised, with effect from 1st November 2007, as under : (a) CLERICAL CADRE : 1. Canteen Manager Rs. 1385/2. Caretaker Rs. 835/3. Godown allowance for Godown Keeper Rs. 275/4. Conveyance charges to employees using Rs. 185/bicycle for official duties where public transport is not available (b)
SUBORDINATE CADRE : 1. Driver attached to Rs. 645/Senior Executive (additional) 2. Godown allowance for Godown Watchman Rs. 265/3. Messengerial staff who are entrusted the role of printing/updating pass book shall be entitled to a special pay of Rs.410/- per month pro-rata for the number of days for which the services of messengers are/were utilised for printing of pass books. This pay will be in addition other pay/ allowances that a messenger may already receiving and will be reckoned for D.A., H.R.A. and Superannuation benefits (CDO:IR:SPL:375, dt.19.09.2011)
Staff Matters and Service Conditions | 51
PASSBOOK PRINTING - SPECIAL PAY CDO/HR/21 OF 2007-2008 Dated 28th July 2007 (Corporate Centre letter No. CDO:IR:SPL:375, dt.19.09.2011)
One of the messenger at the branch having incumbency of scale III and above may be entrusted with job of up-datation/ printing of pass book after providing proper training. Such messenger will be entitled to Special pay of Rs.410/- per month. The allowance will be reckoned for DA, HRA, PF, Pension etc. SILVER JUBILEE AWARD TO EMPLOYEES CDO/P&HRD-CM/92/2010-11, dt.18.03.2011 On completion of 25 years of service the Silver jubilee award in form of Gold coin or SBI Gift Card or gift voucher of prominent store with a wide range of choice of gift item of Rs.7,500/- may be presented. PROVISION OF BRIEF CASE CDO/P&HRD-IR/5/2011-12, dt.08.04.2011 The cost of brief case up to ceiling of Rs.1000/- once in three years. The reimbursement will be made to Sr. SPl. Assistant, Spl. Asst. who are working as Cash in-Charge, Spl. Asst. working as in-charge of Safe Deposit locker, Spl. Asst. working as ATM in-charge, and member of marketing and out bound sales Team etc. who have to carry keys and other papers of Bank out side the Bank. SPLIT DUTYALLOWANCE In supersession of paragraph 6.44 of the Desai Award, a split duty allowance will be payable to workmen as under : i) At branches where business hours are split with a minimum break of two hours, all full time workmen (excluding watch and ware staff, drivers, sweeper, those who reside in the premises of such branch and any workman whose hours of work, apart from normal lunch recess, are not split) ii) at other branches all full time pass book writers, day book writers and dispatchers if their working hours are in two shifts with a minimum break of two hours. Provided that no such allowance will be payable to workmen , who subsequent to the date of this settlement are, at their request transferred to branches where business hours are split as in item (i) above It is also clarified that even where the business hours are not split, banks are Staff Matters and Service Conditions | 52
free to split the duty hours of (a)watch and ward staff and (b) sweepers without payment of the allowance. In respect of driver where the duty hours are split they shall be eligible for payment of split duty allowance. (First BPS) In partial modification of clause 26 of the Bipartite Settlement dated 2nd June 2005 w.e.f. 1st November 2007 split duty allowance shall be payable at all centres at Rs.125/ p. m. OUT OF POCKET EXPENSES As per Cir/CD0/P&HRD-PM/54 dt. 11.12.07, the amount of reimbursement for staff working at Airport Offices, Service branches, MICR branches, SWIFT centres and branches having business hours (before 8.00 A.M. or after 8.00 PM), out of pocket is enhanced from Rs.60 to Rs. 120 per day w.e.f. 01.06.2007. CONVEYANCE ALLOWANCE TO BLIND & ORTHOPAEDICALLY HANDICAPPED EMPLOYEES. (CirDO/HR/02 of 2009-10, dt.06.04.2009) Amount : Rs.400/This allowance will be in addition to the Transport Allowance payable by the Bank as per Bipartite settlements. HALTING ALLOWANCE: Population >12 lacs Clerical staff Sub staff
500 375
Population>5 lacs & State capital 375 250
OTHERS 300 185
BONUS Salary Ceiling:
An employee whose salary/ wages does not exceed Rs.10,000/- per mensem is eligible for bonus.
Salary definition:
The salary for the purpose of bonus calculation shall mean Basic Pay including Special Pay, all allowances, DA, CCA and SCA.
Amount:
8.33% of salary/ wage of an eligible employee subject to maximum of Rs.3,500/-.
Staff Matters and Service Conditions | 53
KNOW YOUR BENEFITS ON TRANSFER REQUEST TRANSFER (STAFF CIR.13 OF 1995) Transfer from higher CCA center to lower CCA center 1.
Mid academic transfer allowance : Rs.150/-(maximum 2 children)
2.
Halting allowance: Cir. No 40 of 2007-08 a) journey period b) joining period – 06 days c) If charge take over will be required on the day of joining : one/ two days (more days requires permission of Regional Manager)
3.
Transport Expenses:as per eligibilities for weight of Clerical: 3000/2000 Kgs Sub staff 2000/1150 Kgs
4.
Compensation for loss on breakages during transportation:
Clerical Sub-staff 5.
on production of bill 1120 745
on production of certificate 745 560
Traveling expenses: as per eligibility
An employee transferred from one centre to another will not be eligible for transfer all allowances and travelling allowances etc. However payment of halting allowances, transfer allowances, travelling expenses and cost of transporation of goods etc. will be considered by the bank if an employee is transferred after 5 years from the date of his/ her stay at the place. This facility shall be available once in the service period.
TRANSFER UNDER CARREER PROGRESSION/REDEPLOYMENT/ADMINISTRATIVE IF EMPLOYEE HAS SHIFTED HIS FAMILY 1. 2. 3. 4. 5.
Halting Allowance (CIR .40 OF 2007-08) : Same as request transfer Transport Expenses: Same as request transfer Compensation: for loss on breakages during transportation : Same as request transfer Traveling expenses: as per eligibility Mid academic transfer allowance: Rs.150/- per month till the end of academic year. Staff Matters and Service Conditions | 54
1.
IF EMPLOYEE DOES NOT SHIFT HIS FAMILY HRA & CCA of higher center is protected. (cir. 68 of 2006-07) Higher (HRA) = Lower (HRA) + Personal allowance Personal Allowance will not be paid if Bank has provided quarter to the employee
2.
Halting allowance (CIR .40 OF 2007-08): Same as request transfer
3.
Transport Expenses : Same as request transfer
4.
Compensation for loss on breakages during transportation : Same as request transfer
5.
Traveling expenses : as per eligibility
6.
Mid academic transfer allowance : Rs.150/- per month till the end of academic year.
7.
Compensation for transfer to mitigate hardship of double establishment (cir 101of 2011-12) Clerical Sub staff
1000 p.m. 600 p.m.
FACILITIES / INCENTIVES EXTENDED TO INSPECTION ASSISTANT : Cir. No. CDO / P&HRD-IR / 43 /2012-13 DATED 18/10/2012 a)
Inspection Asst. posted at non-home centre on mobile duty may be reimbursed conveyance expenses and lodging expenses on certificate basis, subject to the ceilings mentioned below : Metro 1500
Other centre 1200
b)
Inspection Assistants on mobile duty will now be eligible for special Home travel concession facility twice in each block of one year.
c)
The halting allowance will continue to be paid as per extant instructions.
d)
While applying for posting at I & MA Department, employees will be given opportunity to also opt for posting at any of ZIOs.
e)
The posting at I & MA Department would normally be for a period of Staff Matters and Service Conditions | 55
5 years. After completing a tenure of 5 years on mobile duty, an employee may opt for posting in a circle of his choice. OVERTIME CALCULATION Every month shall be deemed to consist of 150 working days. 1/150th of monthly emolument is the hourly payment of workmen. Hours of work: Weekly day Excluding Saturday Hrs 6 ½ 8 7
Saturday
hrs. workmen other than sub ordinate staff 4 Godown keeper 8 Sub ordinate staff other than driver & 4½ watch &ward 4. Driver 7½ 5 5. Maintenance staff (AC plant operator/ control room operator And fire men 7½ 7½ Overtime work shall be paid for at the rates mentioned below : Per cent hourly emoluments Weekdays (Excluding Saturdays Saturday and (excluding Holidays) holidays) Workmen other than members of the subordinate staff First four quarter hours of over time work 100 100 Next four quarter hours of over time work 170 170 Next four quarter hours of over time work 200 170 Rest of over time work 200 200 1. 2. 3.
Subordinate staff First four quarter hours of over time work 150 150 Next four quarter hours of over time work 200 170 Rest of over time work 200 200 For work done on Sundays and holidays, to which he may be entitled, a workmen will be paid for the entire period of work at 200% of his hourly emoluments unless any such day happens to be a working day for him.
Staff Matters and Service Conditions | 56
PROMOTIONAL OPPORTUNITIES CLERICALTO TRAINEE OFFICERS AND JMGS-1 T.O.
JMGS-1 MERIT
JMGS-1 Normal -seniority
1. 2. 3. 4. 5. 6.
Eligibility - All clerical excluding RKC,RK,G.K.,Cashier Qualification Graduate Matric Matric Minimum service ** 06 yrs 12 yrs Upper age limit (Gen/SC&ST) 40/45yrs 45/50yrs 55/57 yrs No. of chance 05 06 (till reaching upper age) Allocation of marks a. Written 60 60 55 b. Performance appraisal 10 10 10 c. Additional Qualification 10 10 —— d. Seniority —— —— 15 (01 mark for every year of service above 12 yrs of service) e. Personal interview 20 20 20 7. Qualifying marks Written test (Gen/SC&ST) 65/60 55/50 45/40 Personal Interview ( –do-) 08/07 08/07 08/07 8. Candidates for personal interview/ Vacancy 2/1 2/1 2/1
PROMOTION POLICY: (A) CLERICAL TO OFFICER : (i) For promotion to Trainee officer cadre Minimum service changed from 2 years to 3 years** Eligibility Criteria – Changes (Vide CDO/P&HRD-IR/78/2011-12, dt.22.10.2011 For promotion year Minimum service & Professional qualification 2012-2013 3 years service 2013-2014 4 years with JAIIB or 2 years with CAIIB 2014-2015 onwards 4 years with JAIIB or 3 years with CAIIB Staff Matters and Service Conditions | 57
Upper age limit increased from 35 years to 40 years for General candidates and 40 years to 45 years for SC/ST. Number of chances increased from 3 to 5 Weightage of 10 marks for professional qualification such as CAIIB/DBM etc. (ii) (i)
For promotion to JMGS-I cadre: Merit channel Eligibility :- All clerical cadre employees (excluding Record Keepers, Record Keepers-cum-Cashiers, Godown Keepers, Bill Collectors and Cashiers promoted from Subordinate cadre) fulfilling following eligibility criteria will be eligible to appear for the test for promotion to JMGS I under the merit channel.
(ii)
Minimum service :- 6 years (for both General as well as SC/ST employees) as on 1st April of the promotion year.
(iii)
Minimum Qualification :- Matriculation (10th standard pass from a recognised Board) as on 1st April of the promotion year.
(iv)
Upper age limit :- General candidates : not exceeding 45 years, SC/ST candidates : 50 years as on 1st April of the promotion year.
(v)
Number of chances :- There will be 6 chances. A candidate may appear for the test 6 times or till he reaches the prescribed age limit, whichever is earlier.
(vi)
Allocation of marks :(a) Written test (b) Performance appraisal (c) Additional Qualification viz. CAIIB(Part-I/II), MBA, Diploma in Banking, Finance, HR, Business Management, Marketing, Treasury, Intermediate CA/ICWA. . (d) Personal Interview TOTAL
60 marks 10 marks
10 marks 20 marks 100 marks
30% vacancies (excluding Trainee Officers vacancies) will be filled-up under this channel. (iii) (i)
Normal cum Seniority channel Eligibility :- All clerical cadre employees (excluding Record Keepers, Staff Matters and Service Conditions | 58
Record Keepers-cum-Cashiers, Godown Keepers, Bill Collectors and Cashiers promoted from Subordinate cadre) fulfilling following eligibility criteria will be eligible to appear for the test for promotion to JMGS I under the normal-cum-seniority channel. (ii) Minimum service :- 12 years (for both General as well as SC/ST employees) as on 1st April of the promotion year. (iii) Minimum Qualification :- Matriculation (10th standard pass from a recognised Board) as on 1st April of the promotion year. (iv) Upper age limit :- General candidates and SC/ST candidates : should not be more than 55 years and 57 years respectively as on 1st April of the promotion year. (v) Number of chances :- A candidate may appear for the test till he/she reaches the upper age limit. (vi) Weightage of marks for seniority reduced from 20 to 15. (vii) Allocation of marks :(a) Written test 55 marks (b) Performance appraisal 10 marks (c) Seniority 15 marks * (d) Personal Interview 20 marks TOTAL 100 marks * One mark for each completed year of service after completion of 12 years, maximum 15 marks. 70% vacancies will be filled-up from this channel. N.B. (eligible employee may optout of promotion process for the concerned promotion year by submission of application in the form enclosed to the circular. Cir. No. CDO/P&HRD-IR/114/28.3.2012) POLICY FOR PROMOTION FROM SUBORDINATE TO CLERICAL CADRE
1. 2. 3. 4. 5.
CLERK CASHIER MERIT NORMAL Eligibility : Permanent full-time employee Qualification Matric VIIIth standard Minimum service 05 08 (including conversion of part time service to full time service) Upper age limit 55 55 No. of chance Till attaining 55 year of age Staff Matters and Service Conditions | 59
6.
7.
8.
(i) (i)
(ii) (iii) (iv) (v)
Allocation of marks a. Written 50 50 (Gen. Banking – 30 , English – 10, Gen. Awareness – 10 100 Questions ½ mark each in 90 minutes) b. Performance appraisal 10 c. Computer aptitude written test 25 (50/40 Questions ½ mark each in 45 minutes) d. Addl. Qualification 05 e. Personal interview 10 Qualifying marks Written test 40% Computer aptitude written test 40% Personal Interview 40% Candidates for personal interview/ Vacancy 3/2
10 20 — 10 40% 40% 40% 3/2
MERIT CHANNEL - CLERKS Eligibility :- Permanent full-time employees with 5 years’ service as on 1st April of the promotion year. However, service put in as a permanent part-time employee prior to full-time appointment will be reckoned proportionately by notionally converting part-time service into full-time service, in case such a full-time employee has less than 5 years’ service as on 1st April of promotion year. (Temporary service will not be reckoned) Minimum Qualification :- Matriculation or equivalent examination on 1st April of the promotion year. Upper age limit :- 55 years as on 1st April of promotion year. Number of chances :- No Limit till he completes 55 years of age. Allocation of marks :(a) Written test - General Banking 30 - English language 10 - General Awareness 10 (100 Ques. 90 mins. ½ mark each) 50 (b) Written test on computer aptitude (50 Ques. 45 mins. ½ mark each)
-
25
Staff Matters and Service Conditions | 60
(c) Additional Qualification (graduation) 5 (d) Performance Appraisal 10 (e) Personal Interview 10 Total Marks : 100 (ii) NORMAL CHANNEL - CASHIERS (i) Eligibility :- Permanent full-time employees with 8 years’ service as on 1st April of the promotion year. However, service put in as a permanent part-time employee prior to full-time appointment will be reckoned proportionately by notionally converting part-time service into full-time service, in case such a full-time employee has less than 8 years’ service as on 1st April of promotion year. (Temporary service will not be reckoned). (ii) Minimum Qualification :- VIIIth standard passed as on 1st April of the promotion year. (iii) Upper age limit :- 55 years as on 1st April of the promotion year. (iv) Number of chances :- Till he/she completes 55 years of age. (v) Allocation of marks :(a) Written test - General Banking 30 - English language 10 - General Awareness 10 (100 Ques. 90 mins. ½ mark each) 50 (b) Written test on computer aptitude 20 (40 Ques. 45 mins. ½ mark each) (c) Performance Appraisal 10 (d) Personal Interview 20 Total Marks : 100 N.B. (eligible employee may optout of promotion process for the concerned promotion year by submission of application in the form enclosed to the circular. Cir. No. CDO/P&HRD-IR/114/28.3.2012)
Staff Matters and Service Conditions | 61
REVERSION POLICY FROM OFFICERS JMG TO CLERICAL CADRE E-CIRCULR SPECIAL LETTER NO. CIRDP/HR/IR/45/2011-12 DATED 28/11/2012 i)
Reversion is not a matter of right. It will be at the discretion of the management.
ii)
The officer may be eligible for reversion only on extreme compassionate grounds, compelling and genuine family circumstances. He/she will be reverted back to the clerical cadre at the stage with same designation from which he/she was promoted. The officer can submit his/her request letter adducing the reasons for seeking reversion to the Branch Manager/ Departmental Head who will examine the request on its merit and forward the same alongwith his recommendations to his controller for consideration.
iii)
The controller/Departmental Head not below the rank of AGM will interview the officer or talk to him / her over phone and after satisfying with the reasons, he will recommend the reversion application to the Local Head Office.
iv)
If the reversion is requested on medical ground, the genuineness thereof must be got checked and certified by the concerned circle.
v)
An officerJMG-1 can make a request seeking reversion upto a time limit of within one year from the date of his promotion. The reason to keep one year is that Rule 16(3)(b) of SBI officers service rules also provides that bank can revert an officer to the grade or cadre from which he was promoted during probation (one year) if his performance was not considered satisfactory.
vi)
The reversion applications need to be examined on case to case basis and on merits. The competent authority for permitting reversion shall be chief General Manager (HR), corporate centre, Mumbai. The applications of employees in the circle will be put up to the corporate centre after due examination and recommendations by the circle CGM.
vii)
After reversion to the clerical cadre, such employees will be debarred from out of cadre promotion and will also not be eligible to be considered for officiating chances outside their cadre. The reasons for such deterrents who seek reversion is that they spoil the chances of their batch mates from promotion who appeared with them and after Staff Matters and Service Conditions | 62
reversion, resulting in some vacancies remaining unfilled until new promotion exercise takes places causing dislocation of work and shortage of officers. viii)
As regards debarment in in-cadre higher appointment after reversion from officer cadre to clerical cadre, he will also be debarred for 5 years for in cadre higher appointment. However, on completion of 5 years debarment period, he will continue to eligible for in cadre higher appointment.
ix)
Reversion to substantive cadre will not make Bank liable either to post him at his place of choice of clerical cadre or to extend assistance in addressing his personal problems.
x)
In substantive cadre he has to discharge his duties assigned to him to the satisfaction of his superiors as per service rules governing his service.
xi)
In case where an employee commits a misconduct while he was working as an officer, which is detected at a later date subsequent to his reversion to clerical cadre, the concerned employee will be governed by the provisions of the Bipartite settlement, if he is subjected to disciplinary action. However, while framing the charge sheet it should clearly be mentioned that the conduct which amounted to misconduct is as per SBIOSR though the disciplinary procedure to be followed would be as per Bipartite settlement.
xii)
On reversion, the employee would cease to receive all facilities/ perquisites of officers’ cadre from the date of reversion.
Staff Matters and Service Conditions | 63
INDIAN INSTITUTE OF BANKING & FINANCE: JAIIB : aims at providing required level of basic knowledge in banking and financial services, banking technology, customer relations, basic accountancy and legal aspects necessary for carrying out day to day banking operations. (i) The examination is open to the ordinary members of the institute (any person working in the banking & finance industry can apply to the Institute for membership. Individual membership is available on a life membership basis. Membership Application Form is available on website www.iibf.org.in) (ii) Candidates must have passed the matriculation or its equivalent. The Institute may, however, at its discretion, allow any candidate from clerical or supervisory staff cadre of banks to appear at the examination on the recommendation of the Manager of the Bank/ officer-in-charge of the Bank’s office where the candidate is working, even if he/ she is not a matriculate or its equivalent. (iii) Subordinate staff of recognized banking/ financial Institutions in India, who are members of the Institute, are eligible to appear at the examination, provided they have passed the matriculation examination or its equivalent. (iv) New members are advised of the examination for which they are eligible to appear while intimating their respective membership numbers. Papers: 1. Principles & practice of Banking, 2. Accounting & Finance for Bankers, 3. Legal & Regulatory Aspects of Banking. On successful completion of JAIIB, the member is eligible for one additional increment & after reaching stagnation one PQP. CAIIB : aims at providing advanced knowledge necessary for better decision making covering risk, financial and general bank management. Candidate must have completed JAIIB or Part-I of the Associate Examination. Papers: 1. Risk Management, 2. Financial Management, 3. General Bank Management. On successful completion of CAIIB, the member is eligible for two additional increments & after reaching stagnation two PQPs. Staff Matters and Service Conditions | 64
UNIFORM FACILITIES FOR SUBORDINATE STAFF All confirmed full time employees in the Subordinate Cadre and watch & ward staff SUMMER UNIFORM Two sets of uniform will be supplied to each subordinate staff/watch and ward staff during February/March every year. (CirDO/P&HRD/31 of 20022003) DETAILS OF UNIFORM Colour : Messenger - White Others including watch & ward - Khaki Dress : Male : Short coat/shirts and trousers (Staff/36/91) Female : Saree, Blouse, Petticoat, Saree fall Cost : Male : Rs.180/- per mtr. (stitching cost extra) Female : Rs.540/- per set CDO/HR/79/07-08 WINTER UNIFORM One set of winter uniform shall be supplied once in three years during September and October. DETAILS OF UNIFORM Dress : Male : Jacket and Trouser Female : Cardigan/Shawl Colour : Messenger : Navy Blue Watch & ward : Khaki Cost : Male : Rs.395/- per mtr. (stitching cost extra) Female: Rs.350/- per set CDO/P&HRD/34/02-03 SHOES, SOCKS AND POLISH Designation Cost Watch & ward staff Rs.750/(Cir BO/HR/17 of 09-10)
Item Shoes Socks Polish Brush
Quantity 1 pair 3 pairs 1 no 1 no
Periodicity Yearly Yearly Monthly Half Yearly
Driver/ electrician/ plumber
Rs.540/-
Shoes Socks Polish Brush
1 pair 3 pairs 1 no 1 no
Biennially Biennially Monthly Half Yearly
Cook
Rs.200/-
Shoes
1 pair
Biennially
Staff Matters and Service Conditions | 65
MEDICALAIDS AND EXPENSES There are three types of medical facilities available for workmen employees and their family members. 1. Annual Medical Aid 2. Hospitalization 3. Domicilary Treatment 4. improved medical aid for serious diseases Who are the dependant family members: 1. Spouse, wholly dependant unmarried children and parents (monthly income does not exceed Rs.3500/-). 2.
Children including step and legally adopted children.
3.
Parents means legally adopted parents and step mother but not step father.
4.
Married female employee may include either her natural parents or parents-in-law.
5.
An employee is eligible to claim reimbursement of medical expenses on account of spouse irrespective of income dependency. As such we may reimburse hospitalization expenses within the ceiling laid down, provided no claim of the same bills has been received by the spouse of employee.(PER/IR25 of 95-96) Where spouse is illegible for reimbursement of medical expenses from his/her employer, the claim will be reduced to the extent of entitlement under his/her employer’s disposition.
6.
Wholly dependant physically challenged brother/ sister with 40% or more disability. Reimbursement will be made to the extent of 100% for self and 75% for dependant family member on the expenses actually incurred or eligibility which ever is less.
ANNUAL MEDICAL AID The annual limit of Rs.2000/- will be reimbursed on certificate basis by the employee for treatment of ordinary ailments from 1st January to 31st December every year. NEW RECRUITS In case of new recruits, reimbursement of medical expenses up to full annual quota is allowed in the first year, irrespective of their joining the services in that year. Staff Matters and Service Conditions | 66
MAXIMUMACCUMULATION IN THEANNUALMEDICALAID Accumulation should not exceed 3 times the maximum amount permissible on annual basis. 1. 2.
3. 4.
HOSPITALISATION SCHEME Reimbursement in case of all ailments and major accident which requires hospitalization. Where patient is admitted as an out patient and discharged on the same day after surgical procedure involving advanced techniques may also be considered for reimbursement as hospitalization case. The hospitalization expenses will be reimbursed on the strength of Bills/vouchers/prescriptions, subject to the limit as prescribed. Besides cost of medicine, pathology and diagnostic charges, the limit of expenses will be restricted to the following charges. a. Registration fee Rs.220/b. Bed charge Rs.450/- per day c, ICU/CCU Rs.550/- per day(addition to bed charge) d. AT CHAMBER LHO centre other places First consultation 220 130 Subsequent consultation 85 70 TO RESIDENCE Emergency leading to Hospital 330 210 Second consultation 250 165 Subsequent consultation 165 110 AT HOSPITAL BY SPECIALIST Day time 145 95 Night time 330 165 Routine 140 95 5. Nursing expenses will be considered for reimbursement on the basis of certificate of hospital authority. 6. CHARGES REIMBURSABLE FOR MATERNITY: a. Expenses for normal delivery will not be reimbursable. b. Any surgical interference of minor or major will be reimbursed. c. VACCUM EXTRACTION is equivalent to forceps extraction. It will be reimbursed as per the certificate of attending doctor. d. Incubator charge will be considered as per pediatrician advice. 7. Reimbursement of hospitalization expenses incurred on treatment abroad is available as per the Bank’s permissible norms. Staff Matters and Service Conditions | 67
8.
Cost of Intra-ocular lens may be reimbursed upto ceiling of Rs.6,500/-
TREATMENT UNDER AYURVEDIC, HOMEOPATHIC, UNANI, SIDDHA AND NATURETHERAPY TREATMENT (PER/IR/25 OF 1995-96) The treatment expenses may be reimbursed without scrutiny if a. the treatment is undertaken by registered medical practitioner b. The medicine are purchased from registered shops of chemist and druggist. c. The bill may be paid at their face value with more than ordinary care. DOMICILARYTREATMENT SHALLBE DEEMEDAS HOSPITALISATION FOR FOLLOWING DISEASES: (CIR.NO.CDO/ P&HRD/47 OF 2005-06) 1.
2.
3.
Diabetes, Hepatitis-B & C, Myastheniagravis, wilson’s disease, Ulcerative colitis, epidermolysis bullosa, venous thrombosis, Aplastic anaemia, Psoriasis and third degree burns. Investigation for cardiac/cancer/ gyneac problem leading to cancer shall be reimbursed even if the investigation is not positive. Cost of vitamins and tonic, needles, syringe etc. will be reimbursed if these form a necessary part of treatment of specific illness ,forming a necessary convalescent treatment. (CDO/P&HRD/72 of 2005-06)
IMPROVED MEDICALAID FOR SPECIFIED SERIOUS DISEASES SCHEME There are 23 serious diseases are identified to cover the scheme. (CDO/IR/CIR/54 DATED 18.12.2001) 1. Tuberculosis 2. Cancer 3. Leprosy 4. Mental diseases 5. Serious accident 6. Cardiac ailment 7. Kidney ailment 8. Paralysis 9. Tumour 10. Small Pox 11.Pleurisy 12.Diptheria 13. Cerebral Malaria 14.Dog/snake bite 15.Epilepsy (status epilepticus) 16. Liver cirrhosis 17.Haemophelia 18. Purpura 19. Thalassaemea 20. Typhoid 21. Parkinson’s diseases Staff Matters and Service Conditions | 68
22. Cerebral Palsy 23. AIDS The reimbursement of treatment expenses for above serious diseases with or without hospitalization is available for workmen staff.(NBG/P&HRD/ SPL/297 dt.17.10.2002) Bed Charges (CDO/P&HRD-IR/61/2011-12 dt. 2.9.11) 1. General Ward Rs. 800.00 per day 2. ICU Rs.2000.00 per day Cost of Intra Ocular Lens: CDO/P&HRD-IR/4/2011-12, dt.06.04.2011 Cost of IOL Rs.6500.00 Physician Consultants fees Visit at chamber LHO Centre Other Centre First Consultation 200 150 Subsequent 30 days 100 75 Visit at Residence First Visit 2nd visit Subsequent 30 days
LHO Centre 300 225 150
Other Centre 200 150 100
Indoor Consultation fees 6.00 AM to 10.00 PM 150 10.00 PM to 6.00 AM 250 The reimbursement of treatment expenses will be available as per the charges specified in Cir. No. CDO/P&HRD/42 of 2009-10 In case of emergency an employee can go for outstation treatment and the post facto approval of outstation treatment can be obtained. (Per & HRD/ D&PS/1361 dtd. 30.01.2003) 1. The employee should inform the Branch Manager or immediate controller. 2. The application along with attending physician advice to save the patient life 3. A certificate from the doctor that the treatment is not available at the centre.
Staff Matters and Service Conditions | 69
IMPROVED MEDICALAID SCHEME/ HOSPITALISATION SCHEME REIMBURSEMENT OF CHARGES INCURRED BY WORKMEN FOR PATHOLOGICALTEST & INVESTIGATIONS: (CDO/P&HRD-IR/37/2010-11, dt.14.09.2010 Provisions mentioned in schedule V (annexure-1) of Circular No.CDO/ P&HRD-IR/16/2010-11, dt.23.06.2010 – revised for the following: CT SCAN/ MRI,RIA, T3, T4, TSH, LH, FSH etc. Surgical investigation & Treatment of cancer etc. Whenever advised, should be eligible for reimbursement upto 75% of the expenses actually incurred in respect of family members and upto 100% in respect of employee themselves. POST TREATMENT PAYMENT FACILITIES Under tie up arrangement with the Bank the Tata Memorial Hospital in Mumbai has been extending credit facility for hospitalization and post operative treatment for our staff members and their dependents for a period of 6 months. AMBULANCE CHARGES Ambulance Charges Ambulance charges for removing the workman or his dependent family member from residence to the hospital/nursing home or from hospital/ nursing home to residence on discharge or from one hospital/nursing home to another hospital/nursing home, within the urban agglomeration or municipal limits may be reimbursed in full. Actual expenses incurred on conveyance by mode other than ambulance shall be reimbursed subject to the maximum as under: (i) By public taxi - Actuals subject to maximum of Rs.165/- per trip (ii) By autorickshaw - Actuals subject to maximum of Rs.85/- per trip In case the patient is to be moved to a hospital/nursing home outside the urban agglomeration/municipal limits, then the expenses incurred on conveyance may be reimbursed at the rate of Rs.6.00 per kilometer, with a maximum of Rs.1100/- per trip or the amount actually incurred, whichever is the least. Normally, services of an ambulance should be availed of. Where ambulance is not available or the facility of ambulance is not established, public mode of transport i.e. taxi/ auto rickshaw could be used. The bank shall consider such claims on merits and facts. Abuse of the facility will be dealt with treating such claims as acts of gross misconduct. Staff Matters and Service Conditions | 70
1.
2.
PRE HOSPITALISATION AND POST HOSPITALISATION TREATMENT The treatment expenses including diagnostic charges incurred within 30 days of pre-hospitalization period and 4 to 6 weeks or as specified by hospital authority , which ever is less, for post-hospitalization treatment will be reimbursed. For domiciliary treatment if no period is stated in the prescription , it shall be valid for a period of 90 days.
-
CHECK LIST FOR MEDICAL BILL SUBMISSION: Prescriptions in original Medicine Bill as per prescription. Change of medicine should be mentioned in the prescription. Advice for pathological/ radiological/ other tests. Pathology payment receipt. Pre/Post hospitalization expenses will be reimbursed maximum 30 days/ 45 days. Domicilary treatment prescription valid for 90 days if period is not mentioned. Admission & discharge certificate of hospital. Doctor’s fee should be in original. Ambulance/Conveyance bill in original from residence to hospital & return. Bill should be submitted within 15 days after treatment. Bank’s Medical Officer advice for treatment at outside the center. Inform the Branch Manager for treatment at outside center. Signature on all bills/ vouchers produced for payment. All bills should be scrutinized by Bank’s Medical Officer For dog-bite treatment, level of injections should be kept for submission. ADVANCE AGAINST MEDICAL EXPENSES (CDO/P&Hrd/45 of 2003-04)
Following documents and procedure is required for sanction of Medical advance. 1. Application from the employee for medical advance. 2. Necessary estimate of expenditure the concerned hospital in detail. a. Cost of medicine Staff Matters and Service Conditions | 71
3. 4. 5. 6.
b. Cost of Bed charge c. Surgeon/Asst. Surgeon fee d. Operation theater charge e. Others in specific The estimate should be certified by Bank Medical Officer that the estimate is in order. Due recommendation of the Branch Manager. The controller/Authority will sanction the Advance The advance amount will be paid the concerned hospital authority only.
INCENTIVE - FAMILY PLANNING (Per:101 OF 1982 & 92 OF 1983 Lump sum Cash Reward - Rs.500/Conditions : 1. The employee should have maximum 3 living children. 2. He/ She should be within the reproductive age group i.e. Male below 50 years and Female below 45 years. 3. A certificate to that effect is to be produced. If employee’s spouse is working else where, a certificate that he/ she is not in receipt of any incentive from his/ her employer, or else the difference will be paid. Special Casual leave for 14 days to female employee who under goes tubectomy/ laparoscopic tubectomy operation and upto 7 days to a male employee whose wife (may not be a bank employee) undergoes such operation. Special Casual Leave is allowed for post sterilization complications for the period of hospitalisation 7 days to a male employee who undergoes sterilization (vasectomy) 1 day to a female employee for IUD insertions. DIAGNOSTIC FACILITIES: Free diagnostic facilities covering x-rays & routine pathological tests available at diagnostic centers under tie-up arrangements to the employees and their family members on the requisition of the Bank’s Medical Officer. At present the arrangements are made at the following centers: Bhubaneswar : Cuttack :
Ashok Diagnostic Centre Apex Diagnostic Centre.
DISPENSARY: The Bank has also established Bank’s dispensaries in addition to LHO/ZO Staff Matters and Service Conditions | 72
centers at centers where combined staff strength is 100 and above. Medicines will be disbursed at Bank’s dispensary to the employees and their family members on the prescription of the attending doctor provided the prescription is duly endorsed by the Bank’s Doctor at the following centers of our Circle. Bank’s dispensary are available for our staff members and their family. Bhubaneswar Zone: Bhubaneswar : Local Head Office & A.O, Bhubaneswar Cuttack : Cuttack Main Branch Balasore : Balasore Main Branch Baripada : Baripada Main Branch Berhampur Zone: Berhampore : A.O., Berhampur Jeypore : RBO, Jeypore Bhawanipatna: RBO, Bhawanipatna Sambalpur Zone: Sambalpur : A.O., Sambalpur Rourkela : RBO, Rourkela Bolangir : To be opened shortly Bargarh : To be opened shortly Angul : To be opened shortly. PATHOLOGICAL/ DIAGNOSTIC TESTS COVERED UNDER TIE UP ARRANGEMENTS AT LHO/ ZO CENTRES 1. Blood CBC (Complete Blood Count) 2. ESR 3. Urine Routine 4. Stool Routine 5. Blood Sugar with Urine Sugar = Fasting = Post Prandial 6. Serum Cholesterol 7. Blood Urea/ NPN 8. Serum Creatinine 9. Serum Alkaline Phosphates 10. S.G.O.T. 11. S.G.P.T. Staff Matters and Service Conditions | 73
12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28.
Serum Bilirubin Blood film for Malaria Parasites Sputum for A.F.B. Tuberculin test for TB Blood Grouping Bleeding time and Clotting time Routine culture for Blood/ Urine/ Stool/ Throat swab/ pus and Antibiotic sensitivity test All types of X-rays (may be calculated at per plate for convenience) ECG Sonographic Tests Prothrombin Time Test Widal Test Uric Acid Test G-6 P.D. Lipid Profile T3T4TSH Hb1c
PATHOLOGICAL/ DIAGNOSTIC TESTS TO BE COVERED UNDER TIE UPARRANGEMENTS AT DISTRICT HEADQUARTER CENTRES/ CENTRES HAVING COMBINED STAFF STRENGTH OF 100 AND ABOVE. 1. Blood CBC (Complete Blood Count) 2. ESR 3. Urine Routine 4. Stool Examination 5. Blood Sugar Fasting 6. Blood Sugar Post Prandial 7. Serum Cholesterol 8. Blood Urea 9. Serum Creatinine 10. Blood film for Malaria Parasites 11. Serum Bilirubin 12. S.G.P.T. 11. All types of routine x-rays Staff Matters and Service Conditions | 74
CREDIT FACILITIES ON HOSPITALISATION FOR SERIOUS DISEASE: 1. Apollo Hospital, Bhubaneswar 2. Kalinga Hospitals (P) Ltd., Bhubaneswar Arrangements are made by the Bank in the above Hospitals for hospitalization of our staff and their family members on credit. However, the bills raised by the concerned Hospital will be passed as per the eligibility of the employee and the excess amount if any will be recovered from him/ her. For availing such credit facility on hospitalization the employee has to apply through the Branch Manager to the Controller. After obtaining Bank’s Medical Officer’s recommendation, the HR Department at LHO will intimate the Hospital Authorities to extend credit facilities to the employee concerned. PROVISION OF GUEST HOUSE AT MUMBAI FOR TREATMENT OF CANCER ON POST PAYMENT BASIS AT TATA MEMORIAL HOSPITAL ADDRESS 3-B, NESTLE APARTMENT NEAR DEEPAK TALKIES LOWER PAREL, MUMBAI
Staff Matters and Service Conditions | 75
LEAVE RULES CASUAL LEAVE: Shall be entitled to casual leave upto a maximum of 12 days in each calendar year provided that not more than 4 days may be taken continuously and provided that holidays and Sundays may not be combined with such leave in such a way as to increase the absence at any one time beyond six days. Casual leave may not be in combination with any other leave. The quantum of casual leave available to an employee during the first calendar year of his service is calculated on a pro-rata basis at the rate of one day for each completed month or part thereof from the date of his joining the service upto the end of the year. Holidays and weekly off falling within the period of casual leave will not be treated as a part of casual leave. Casual leave not availed of by an employee in a calendar year shall be converted to sick leave on full pay and such sick leave in lieu of unavailed casual leave shall be over and above the maximum period provided under sick leave. There is no upper limit in regard to the accumulation of unavailed casual leave as sick leave. {Such leave not exceeding a day if availed on grounds of sickness, shall be allowed without production of medical certificate (VII Bipartite Settlement dt.27.03.2000)} PRIVILEGE LEAVE: Privilege leave can be accumulated upto a maximum period of 240 days. Privilege leave earned by an employee in a calendar year is credited to his leave account at the beginning of the following year. Privilege leave should not be granted on pro-rata basis, before it is credited to the leave account. For the purpose of computing the privilege leave earned at the rate of one month for every 11 months of completed service, the period of privilege leave already availed of by the employee during that year, the period of sick leave, extraordinary leave and maternity leave (if any) granted to the employee and unauthorised absence on loss of pay should not be counted as service, as no leave other than casual leave will count for the purpose of computing privilege leave. (SETTLEMENT DTD. 31.3.1967) In respect of sick leave taken during a calendar year, only the actual period of absence will be taken into account irrespective of the fact whether it was on full pay/half pay. Staff Matters and Service Conditions | 76
It is also to be noted that one day’s privilege leave is earned for every completed 11 day’s of actual work done. Also for the calculation of privilege leave, a calendar year is taken from April to March. The period of privilege leave encashed should be counted as service. SICK LEAVE (SETTLEMENT DTD. 17.9.1984) : An employee shall be granted sick leave on half pay at the rate of 30 days for each completed year of service subject to a maximum of 18 months during his entire service. In the first year of service, an employee will be granted sick leave on pro-rata basis. Where an employee has put in a service of over 24 years, he shall be eligible to additional sick leave at the rate of one month for each year of service in excess of such 24 years, subject to a maximum of three months of additional sick leave. Sick leave shall be on half substantive pay, Such leave on full substantive pay being entered twice the amount of leave taken, in his sick leave account. There is no upper limit in regard to the accumulation of unavailed casual leave as sick leave. This sick leave is protected on the employee’s promotion to supervising staff and is in addition to the sick leave to which he is entitled to after his promotion in terms of his service rules. All sick leave shall be granted to an employee on production of a medical certificate acceptable to the Bank. Sick leave due to an employee on any particular day may be calculated on the basis of total period of service as on that date at the rate of 30 days for each completed year of service and on pro-rata basis for the broken period. The expression completed year of service would include the period spent on duty as well as on leave including extraordinary leave. EMPLOYEES ON PROBATION (PA:CIR:37 DTD. 29.6.1983) Award staff employees on probation shall be granted leave on the following basis: Casual Leave One day per month. The quantum of casual leave available to the employee during the first calendar year of his service should be arrived at on a pro rata basis at the rate of one day for each completed month or part thereof. For example, if an employee joins on 1st September he will be eligible for 4 days of casual leave which may be granted even during September. Staff Matters and Service Conditions | 77
Sick leave On half pay on a pro rata basis according to the length of service, as applicable to permanent employees. Extraordinary Leave: When an employee on probation is granted extraordinary leave on loss of pay, his or her period of probation may be extended for the period of extraordinary leave. Where the period of extraordinary leave is short, say not more than 15 days and the controlling authority is satisfied that the leave was taken for genuine reasons, such as sickness etc. the Branch Manager/Head of the Department may, with the approval of the General Manager waive the postponement of the date of confirmation on merits of the case. MATERNITY LEAVE Maternity leave, which shall be on substantive pay shall be granted to a female employee for a period not exceeding 6 months on any one occasion and 12 months during the entire period of her service. Within the overall period of 12 months, leave may also be granted in case of miscarriage/abortion/MTP. SANCTION OF E O L IN CONTINUATION OF MATERNITY LEAVE (CDO/P&HRD-IR/ 10 /2011-12 DT. 13.04.11) Female employees may require more leave in connection with post natal care/rearing of newly born child etc, health ground or other reasons. According it has been decided that Extra Ordinary leave on loss of pay may be granted to female employees, in continuation of maternity leave provided: a)
b)
c) d)
When no privilege leave is due to her and when having regard to her length of service, sick leave is not considered justified by the authority empowered to grant leave. Such leave may be sanctioned when applied for in continuation with maternity leave and for the reasons of : - Post natal care / rearing of newly born child etc. or - On health ground of the lady employee supported by satisfactory medical certificate. Subject to any other rule, such leave may be granted in combination with or in continuation of nay kind of leave. Extra ordinary leave on loss of pay may not be granted for more than 360 days during the entire period of service. Such leave may not be availed of more than 180 days at a time. Staff Matters and Service Conditions | 78
e)
f)
g)
Sanction of such extra ordinary leave should be done after critically examining merit of each case and decision to taken on case to case basis. No pay and allowance are admissible during the period of extraordinary leave and the period spent on such leave does not count for increments. The effect of such leave is to permanently postpone the date of all future increments felling due in the employee’s salary by a period equal to the period of such leave. Such leave will also not count for pension and seniority of the employee will be affected to the extent of such leave granted to her. When ever extraordinary leave on loss of pay is availed by / granted to an employee, suitable noting should be made in the service sheet of proper care thereof while releasing next annual increments.
Staff Matters and Service Conditions | 79
LEAVE FARE CONCESSION Eligibility : The concession is available to a)
Permanent full time employees including domestic servants and permanent part-time employees, provided they have completed at least 11 months’ active service. However part-time employees, whose working hours are less than 6 hours per week will not be eligible for this facility.
b)
Temporary employees who have completed at least 24 months’ active service : i) either without any break; or ii) with a break not exceeding 7 days at a time, the total period of break, however, not exceeding 21 days in a calendar year. iii) Each employee, if he has not already done so, should furnish a written declaration of his domicile to the Bank.
NOTE : a)
b)
At times an employee may request for availment of LFC/ encashment of leave while he is on sick leave. Such employee may avail sick leave for recuperation/convalescence following his illness and if he wishes to visit a hill station or any other place. All such cases, should be considered on merits and on the advice of the attending physician if necessary. The claim for LFC may also be considered on merits when the employee has already been granted EOL for specific reason.
ENCASHMENT OF LFC: (CDO/P&HRD/28 of 2005-06) By exercising an option anytime during a block of 2 years or 4 years, as the case may be, an employee can either undertake travel availing of leave fare concession and claim reimbursement upto his entitlement or to encash the facility for the concerned block. The option so exercised shall be irrevocable for the block concerned. On opting to encash the facility, he will be entitled to receive a lumpsum equivalent to 75% of notional train fare for the admissible distance (depending on a 2 year or 4 year block) by the entitled class, subject to deduction of admissible tax at source. Leave Fare Concession for travel to place of domicile is not encashable. An employee opting to encash his LFC shall prefer the claim for himself and his family members Staff Matters and Service Conditions | 80
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 LFC. Provided, however that an employee so encashing the facility of leave fare concession shall proceed on leave for a minimum period of 1 day. Employees who encashes LFC for his family member who is a senior citizen, the payment will be of 75% of eligible fare, notwithstanding fact that Senior Citizen is eligible for 30% concession of fare if actually traveled (CirDO/HR/ 85 OF 2008-09, DT.10.11.2008) LEAVE: The Leave Fare concession may be permitted to the eligible employee when he proceeds on leave of any kind. There is no restriction as to the minimum number of days of leave to be taken for the purpose. Physically handicapped employees A companion may accompany physically handicapped employee who is appointed under such category and is eligible for payment of conveyance allowance in terms of the Government guidelines, provided he/she does not have any member of the family in respect of whom he/she can claim the Leave Fare Concession. Members of the ‘Family’ in respect of whom the concession may be claimed The employee may avail himself of the concession for self as well as family. For the purpose of leave fare concession, the family will mean Definition of ‘Family’ : (CDO/HR/16 of 2010-11) (a) The expression ‘family’ of an employee shall mean the employee’s spouse, wholly dependent unmarried children (including step children and legally adopted children) Wholly dependent physically challenged brother / sister with 40% or more disability as also parents ordinarily residing with and wholly dependent on the employee. (b)
The term wholly dependent children/parent, physically challenged brother / sister shall mean such member of the family having a monthly income not exceeding Rs.3,500/- p.m. The aggregate income of both the parents exceeds Rs.3,500/- p.m. both the parents shall not be considered as wholly dependent on the employee.
(c)
A married female employee may include her natural parents or parents-in-law under the definition of family - but not both - provided Staff Matters and Service Conditions | 81
that the parents/parents-in-law are ordinarily residing with and wholly dependent on her. (d)
If husband and wife are working in different banks, each of them can avail of Home Travel/Leave Travel Concession separately for different journey. However, there should not be two payments by both the employers in respect of the same journey.
(e)
Wholly dependant physically challenged brother/ sister with 40% or more disability.
Commencement of journey by employee and family Leave Fare Concession may be availed of by the workman’s family for travel without attendance of the workman on either journey provided the period between the date of commencement of journey and the return journey by the family and the date on which the employee himself commences his journey does not exceed four months and within the employees block period. On expiry of such period of four months any leave fare concession not availed of by the employee himself (unless in the meantime his leave is refused by the Bank) or his family will lapse. Travel to different places by employee and his family (PER:IR:17:1987) The workman and/or members of his family may visit the same place or different places of their choice within the permissible distance. The family of the employee although permitted to travel separately while availing of LFC facility are also required to commence their journey within the biennial/quadrennial period applicable to him/her. Intervals at which the facility may be availed and Permissible distance (CDO/PER&HRD: IR 16/2010-11) Block period : Biennial or quadrennial block starts from the date of joining. Clerical Staff a) For availment of LFC under 2 years’ block for visit to any place within India, the maximum permissible distance shall be 2000 kms. b) For availment of LFC under 4 years’ block, to any place within India, the maximum permissible distance shall be 4000 kms. Subordinate Staff a) For availment of LFC for visit to any place within India, the maximum permissible distance for subordinate staff shall be 2500 kms. for 2 years’ block and 5000 kms. for 4 years’ block. Staff Matters and Service Conditions | 82
By exercising an option anytime during a block of 2yrs/4yrs as the case maby, an employee can either undertake travel availing of LFC and claim reimbursment upto his entitlement or to encash the facility for the concerned block. BPS 8 Entitled class The class of fare to which an employee and the members of his family would be entitled shall be as follow :Subordinate staff : AC III Tier for the journey by mail / express Non subordinate staff : AC II Tier for the journey by mail / express An employee and / or member of his family, when availing LFC may undertake travel by any mode of surface transport between places and the employee will be eligible to claim in respect of such journey his actual expenditure or the notional train fare by the entitled class for the distance so traveled, which ever is less , within his over all entitlement. Reservation/berth charges In case of a journey by train if an employee incurs any reservation or sleeping berth charges, these will be reimbursed to him in addition to his other entitlements, and when break of journey is involved at a number of stations enroute, provided such breaks are inevitable and considered necessary. However, service charges paid to travel agents for reserving accommodation are not reimbursed by the Bank (BPS 1966). For the purpose of this clause travel by any approved mode of surface transport would mean such travel undertaken through any public transport or transport (including Taxi) operated by the agencies / tour operators approved by appropriate Govt. authorities or motor car owned by the employee with permission of the bank. Conveyance charges (PER:IR:38:1991) Conveyance expenses from residence to nearest railway station/bus stand/ docks and vice versa as also similar expenses at the place of destination shall be reimbursed under leave fare concession facility within the overall entitlement of the employee. Children below 5/12 years of age a) Where children below the age of 5 years are charged bus fare, the Bank may reimburse an employee train fare for the journey of such children by the class to which he is entitled upto the Staff Matters and Service Conditions | 83
b)
permissible distance or actual bus fare incurred or road mileage. whichever is less. Where the children below the age of 12 years are charged bus fares, the Bank may reimburse the employee full fares for the journey of such children by the class to which the employee is entitled upto the permissible distance or the actual bus fare incurred or road mileage whichever is less.
Direct and circular routes i) An employee, while proceeding to his place of domicile will be paid the fare for a direct or regular route and not that for any circuitous route, where, however, more than one direct or regular route is available, the employee will have the option to travel by one of these routes and will be paid accordingly. While proceeding to a place other than that of his domicile, an employee may travel by any route at his option subject to the limit of distance and not necessarily by the most direct route. ii) local sight-seeing tours arranged after reaching the destination are not permissible even though the total cost does not exceed the permissible limit of expenditure. iii) The employee may visit place enroute to the deviation touching the same place more than once within the overall entitlement. But the Hd.qtrs or the designated place can not be touched more than once. (CDO/P&HRD/14 of 2002-03) Grant of advance/submission of bills, etc. a) The advance for the cost of fares for both onward and return journeys is payable to the employee on submitting an application form b) The advance for purchase of rail tickets by workmen staff, may be granted two months prior to the date of journey subject to the following conditions. c) An employee availing himself of the LFC will, if he/she so requests, be advanced any salary falling due during his/her leave period. Leave fare concession : husband/wife employed in the Bank (PA:CIR:24: DTD. 24.5.1983) The procedure for obtention of a certificate from a lady employee to the effect that her husband had not himself availed of Home Travel Concession/ Leave Fare Concession from his employer has been examined. It is clarified that if both husband and wife are working in different banks, Staff Matters and Service Conditions | 84
each of them can avail of Home Travel/Leave Travel Concession separately for different journeys. However, there should not be two payments by both the employers in respect of the same journey. Where the husband and wife are both working in our bank, although each will be entitled to home travel concession/leave fare concession in his/her own right, the family including the husband and wife taken together will not be eligible for the concession more than once in the relative period. Sanctioning authority for passing LFC/HTC bills The bills of travelling expenses submitted by members of award staff who avail themselves of LFC will be sanctioned by the Branch Manager for employees working in Branches and by the Chief Manager (Office Administration Administrative Unit/Local Head Office employees respectively. ENCASHMENT OF PRIVILEGE LEAVE (SETTLEMENT DTD. 31.10.1979 PER:IR:27:1990) The undernoted facilities of encashment of leave are permitted to the members of the award staff. i) Encashment of privilege leave while proceeding on leave fare concession shall be permitted for availment of LFC under 2 year block - maximum 15 days either in each block or 30 days in one block. And for availment of LFC under 4 year block - maximum 30 days. (PER:IR38:1991) ii) If the employee is staying in the quarters provided by the Bank or lease accommodation, notional House Rent Allowance shall be taken into consideration for the purpose of leave encashment. (CDO/ P&HRD/46 of 1998-99) iii) When the employee’s family members alone avail of leave fare concession while the employee is not availing it, the facility of leave encashment will not be available. iv) If the husband and wife are employees of the Bank, it will be in order to permit the wife to encash leave once in a period of 2/4 years subject to the condition that she either accompanies her husband when he avails himself of leave fare concession on his own account or she herself avails of it on her own. This provision will apply to a married lady employee regardless of whether her husband is an officer or clerk in the Bank. v) The facility of encashment of leave when husband accompanies his Staff Matters and Service Conditions | 85
wife on LFC should also be extended to him as is being available to the female employee as mention above. vi)
However, the female employee who have traveled along with her husband under his Leave Fare Concession entitlement from another organization cannot be deemed to have availed of her L.F.C. entitlement from the Bank and cannot be permitted to encash privilege leave. The position would be similar if the employee’s wife is working in other organization and he travels along with her under L.F.C. entitlement from that organization.
Carryover of LFC/ Leave Encashment: The Carryover of LFC/ Leave Encashment is not permissible to award staff employees. Therefore, leave for availing the facility should not be rejected under any circumstances.
Staff Matters and Service Conditions | 86
LOANS & ADVANCES FESTIVALADVANCE (CDO/P&HRD-IR/77/08-09 DATED 21.11.08) Quantum : One month’s gross salary (all the emoluments payable for leave encashment o/a LFC) without any ceiling. However the maximum eligible amount of festival advance may be kept upto completed thousands of rupees for accounting excellence. Viz Rs.34,685/- -Rs.34,000/-. General : The advance will be granted only once in a calendar year for any festival of employee,s choice and not before one month of the festival. SCOOTER/MOTOR CYCLE LOAN (CDO/P&HRD-IR/75/07-08 DATED 27.03.08) Eligibility : Clerical – 3 years confirmed serviceSub-staff – 5 years confirmed service Quantum : 90% of the cost of vehicle or Rs.60,000/- whichever is less Repayment : Maximum 84 monthly installments (Principal/ Interest 63:21) Interest : 7% p.a. (Simple) Mode of Disbursement : Demand Loan Second loan : After 4 years or within 4 years if the existing loan is closed and the type of vehicle is changed viz. 2 wheeler to 3 wheeler or 4 wheeler TWO WHEELER LOAN SCHEME FOR NEW CLERICAL STAFF: (Cir No.PBBU/AL/1/14, dt.20.07.2011) On request of AISBISF the new two wheeler loan scheme has been introduced for the new clerical staff. Eligibility : Confirmed clerical staff who have not completed 3 years of confirmed service. Loan Amount : 8 times of net monthly income subject to maximum Rs.60,000/-. Rate of intt. : 0.25% above base rate - effective rate being 9.75% p.a. monthly compound Repayment : 36 Equated Monthly Instalments. The loans can be converted into staff two wheeler loan at the option of the employee when become eligible of such facility. The outstanding amount will be considered for remaining period under staff scheme. Staff Matters and Service Conditions | 87
CAR LOAN SCHEME (Cir/DO/HR/63 OF 2008-09 DATED 09.09.08) Eligibility : Only clerical staff having 5 years confirmed service Quantum : 90% of the cost of the vehicle or 4.5 lacs whichever is less Repayment : 180 monthly installments (132 + 48) Interest : 7% p.a. (simple)An employee can avail loan for both 2 wheeler and a car but the aggregate of both limits sanctioned should be within the loan limit fixed for a car. Second loan : After five years, the date of raising the first loan and liquidating the first loan alongwith interest in full. COMPUTER LOAN SCHEME (CDO/P&HRD-IR/41/07-08 DATED 10.10.07) Eligibility : All permanent employees with 2 years of service including probation period Quantum of loan : Upto a maximum of Rs.40,000/Margin : Nil Repayment : In 36 to 60 equated monthly instalments (5:1) Rate of Interest : @ 5% p.a. Second Loan : After 5 years of disbursement and on liquidation of the first loan. PERSONAL LOAN SCHEME (OVER DRAFT) (CDO/P&HRD-IR/65/07-08 DATED 06.02.08) Eligibility : Confirmed permanent employees who are members of Bank’s P.F. having 3 years of service. Quantum of Loan : Sub-staff Clerical Staff 3 yrs to 5 yrs 0.40 lacs 0.70 lacs* 5 yrs to 10 yrs 1.20 lacs 2.00 lacs* 10 yrs and above 2.40 lacs 4.00 lacs* * PF Balance whichever is lower. Rate of interest : 8% p.a. monthly compounded for O.D. component8% p.a. simple for the Demand loan component under fixed repayment. Staff Matters and Service Conditions | 88
HRMS P.F. AUTOMATION : e-Circular P&HRD SL. No.785/2012-13 dated 31/10/2012 The services related to P.F. automation have been released through HRMS Portal. P F lien noting and cancellation / withdrawal / Advance /additional contribution can apply through employees’ self service. After submission, the print out of the submission should be submitted to Branch Head or Head of Department for necessary approval. ADVANCE FROM PROVIDENT FUND ( RULE 15) Purpose : To meet the extra-ordinary expenses i.e. self/ family illness, marriage, funeral and any other ceremony, any other financial reasons meeting of which is beyond members’ capacity Eligibility : 3 months and if recommended specially 6 months basic Salary or 50% of his own contribution and interest thereon, standing to his credit in the fund whichever is less Recovery : 12/24 installments (max. 36 instalments if recommended specially)25% deduction stipulation except for Housing purpose is to be fulfilled. WITHDRAWAL FROM PROVIDENT FUND Only when one completes 25 years of service or has attained 50 years of age except for housing purpose. Purpose Acquiring a House Higher Education
Rule 16(a) 16(b)
Daughter’s Marriage
16(c )
Son’s Marriage
16(d)
Acquiring House under Bank’s Scheme
16(e)
Normal
Special Half off own PF 3 B P or Half of own PF, whichever is less 6 BP 10 BP Or ½ of own PF whichever is less 3 BP 6 BP Or ½ of own PF whichever is less ½ of own PF or shortfall of the housing project whichever is lower.In no case should exceed full amount of own PF.(Here age limit and of service criteria are not applicable)
Staff Matters and Service Conditions | 89
DEMAND LOAN AGAINST BANKS’ CONTRIBUTION ELIGIBILITY PURPOSE RECOVERY a) 6 basic salary or Bank’s Housing purpose 60-100 equal contribution or shortfall onlyRule 16(e) monthly of the housing project after installments withdrawal whichever is lower. b) Must avail withdrawal from own contribution c) Demand notice from Builder/Society (Interest will be equal to the interest rate payable on PF balance.) INDIVIDUAL HOUSING LOAN SCHEME (IHLS) ELIGIBILITY : (i) Confirmed employees who have completed 5 years of uninterrupted service (including probation period) in the Bank. (ii) Ex-service men employees will be given full weightage (i.e. 2 years max.) for their defence service subject to the condition that they must put in a minimum of one year total service in the Bank (Per/88 of 1983). (iii) Due weightage of service will be given to the employees who were confirmed service in other Banks/ Central Govt./ RBI/ State Govt. or an undertaking of Central/ State Govt. before joining in the Bank provided he has not taken any housing loan from his previous institution and he has 02 years of total service in the present institution. (iv) Permanent part-time employees drawing wages and who are the members of P.F. PURPOSE : Loans will be granted to employees of the Bank individually for acquiring suitable housing accommodation for the bonafide use of the employee and his/her family i.e. wife, husband, dependent children and dependent parents and can be utilized for the following purposes: a) Acquisition of a house or flat or apartment, new or old already built. b) Acquisition of a site or a plot of land and construction of house or flat or apartment thereon. c) Construction of a house or flat or apartment on a site of plot of land already acquired. Staff Matters and Service Conditions | 90
d)
Extension or renovation of the house or flat or apartment already acquired. e) Acquisition of an old house and renovation/extension thereof or acquisition of an old house, its demolition and reconstruction. f) Getting a plot under co-operative scheme and building a house, where title will vest in the official after the house is built. g) Constructing the residential portion alone of the building on a plot which is earmarked as a shop cum residential plot in a residential colony. Category Max Loan Amt. Margin Int. Rate Sub-Staff 8.00 lacs 10% 6% p.a.(Simple) Clerical 12.00 lacs 10% 6% p.a.(Simple) Repayment :240 months (extended upto attainment of 75 years of age) Repayment starts from 24 months after first disbursement or after 6 months of completion of the project which ever is earlier. In case of ready build house/flat/ tenement recovery will commence from the month following the month in which the advance is taken. Principal - 168 monthly installments Interest - 72 monthly installments Primary Security - E.M. of house Collateral Security - lien on PF INDIVIDUAL HOUSING LOAN SCHEME (IHL) In all existing IHL sanctioned / disbursement before 5th February 2008, interest @5% will be continued to be charged for the initial principal amount outstanding up to Rs.1.10 lac till full and final repayment of such loan. (CDO/P & HRD-IR/32/2008-09 DATED 25/6/2008). As per the Govt. guidelines provisional for extension of repayment after retirement on superannuation till 75 years of age will not be available to officers / employees who joined on or after 01/01/1991 and they will have to repay all before retirement. LOAN IN CASES WHERE BOTH THE HUSBAND AND WIFE ARE WORKING : If both the husband and wife are working in the Bank, as they have separate incomes and have higher combined repayment capacity, they should be allowed one joint loan under IHL up to their combined entitlement for one Staff Matters and Service Conditions | 91
house or two loans separately as per their individual entitlements. On the same lines, if one spouse is working with any other bank / institution / corporate etc or central / state govt. department and their undertaking etc. both the husband and the wife will be eligible to raise concessionary housing loans as per their individual entitlement from their respective employers. ADDITIONAL HOUSING LOAN UNDER IHLS : a) Additional Housing loan under IHLS for staff, for purchasing a bigger house or for repair, renovation or alteration in existing house, will now be available after 5 years @Rs.6% p.a. (simple). b) The process of sale of old house and purchase of new / bigger house has to be completed within 09 months. The GM (NW) has been authorised to condone delay upto 24 month and the circle CGM may condone delay beyond 24 months but up to maximum 36 months on merit of each case. In exceptionally genuine cases the DMD and Corporate Development Officer may condone delay up; to maximum 60 months. c) As at present the employees will continue to be eligible for addl. Housing loan on commercial rate to meet their additional requirement, in case of the amount permissible under IHLS is not sufficient to complete the project. Employees, who are not eligible under IHLS for any reason like for acquisition of a second house, can raise home loan on commercial terms under public housing loan scheme. Interest rate on such housing loan raised by the employee on commercial term, are being circulated time to time. This rate will also be applicable to loans raised by employees, singly or jointly with a family members, under public scheme on commercial terms and condition. 2nd ADDITIONAL HOUSING LOAN (CirDO/HR/102 of 2008-09, dt.13.02.09) The amount of difference between housing loan including additional Housing loan already availed and revised entitlement may be allowed to the employees by way of 2nd Additional Housing Loan Scheme for repair/ renovation/ alteration and to carry our additional construction in their existing houses after 5 years of Addl. Housing Loan.
Staff Matters and Service Conditions | 92
1. 2.
3. 4, 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15.
CHECK LIST OF INDIVIDUAL/ADDITIONAL HOUSING LOAN SCHEME FLAT/ APARTMENT/ HOUSE PURCHASED FROM THE BUILDER Application in duplicate 16. Estimate for additional construction, if any All pages of IHLS application form & documents/ certificate 17. Latest Salary certificate to be signed by the 18. Forwarding letter from Branch, employee/ official recommendation on Page-6 of Recommended by Branch IHLS form Letter of offer 19. Undertaking for deduction from pension Letter of allotment 20. Application Money receipts for deposits 21. No objection to mortgage in BDA approved plan with form marked A of IHLS form forwarding letter 22. Assets & Liabilities statement Estimate for construction 23. Acknowledged copy of IT Agreement for construction Return Agreement with the applicant 24. Copy of PF statement Basic amenities report 25. Board Resolution Article of Association/ Memorandum of association 26. Structural certificate from engineer Papers relating to transfer of 27. Up to date E.C. land 28. Upto date rent receipt Bank Advocate’s Opinion Report 29. Agreement to mortgage Schedule of payment 30. Tripartite Agreement 31. DAC clearance
SBI HOME CASH LOAN Eligibility : Must have availed Housing Loan. Loan Amount : Present market value of the house property less (i) Margin of 25% on the property value and (ii) the present outstandings in the housing loan account. The present market value of the house property would be decided by a fresh valuation from an approved panel of engineers/valuers. However, for loans, upto 2 lacs, valuation as above is not required and an assessment could be done by the sanctioning authority. Minimum Loan Amount : Rs.25,000/Maximum Loan Amount : Rs.10,00,000/Staff Matters and Service Conditions | 93
Purpose : Any purpose, viz. extention/ repair of house, purchase of Car/ consumer durables, education/medical expenses of family members, personal expenses etc. There will be no need to obtain documentary evidence for the end use of funds. Rate of Interest : 2% below SBAR Repayment : Maximum 120 EMIs
EDUCATION LOAN TO CHILDREN/ WARDS OF MEMBERS OF STAFF: Education Loans to the Wards of staff/ staff are sanctioned on the same terms and conditions as prescribed for public in terms of HR Dept. Cir. No.CDO:IR:SPL:386 dated 8th January 2005. - Repayment 120 months after moratorium - Margin - upto Rs.4 lacs - NIL, Above Rs.4 lacs - 5 % - Interest Rate - 8% (0.5% less for girl child) (CDO:HR:28 of 2009-10) (i) No prior administrative clearance is necessary for members of staff seeking loan under the scheme. (ii) Stipulation of deductions should not exceed 60% of total emoluments of the employee has been removed. (iii) Security for loan as applicable to public. (iv) A mandate for deduction of the instalments due from salary/ pension of the employee should be obtained in all cases. (v) No lien should be noted against PF balance of the member of staff. The cases where the lien has been already noted for existing loans, can be removed provided the employee has furnished/ furnishes adequate tangible collateral security/ third party guarantee, if any, as applicable to the general public, as on the date of sanction of the loan if the loan amount is more than 4 lacs. PERMISSIBLE PERCENTAGE OF DEDUCTION FROM EMPLOYEES (CDO/P&HRD-IR/5/07-08 DATED 07.05.07) Upto 60% of deductions (which includes deduction towards principal and/ or interest towards proposed loan), excluding deductions for savings such as :a) Insurance premium b) R.D. Accounts c) Savings/welfare fund of the Society d) Extra deduction towards provident fund e) Festival advance Staff Matters and Service Conditions | 94
SETTLEMENT OF TERMINAL BENEFITS a)
Normal Retirement : An employee after reaching the age of superannuation i.e. 60 years of age will retire from active service on the last day of that month (if the date of birth falls on the 1st of a month, he should be retiring on the last day of previous month)
b)
Death
c)
Any other reason (dismissal/removal, resignation, etc.)
An employees will get some/all of the following terminal benefits :a) Balance on his Provident Fund A/c b)
Gratuity as per the Act
c)
Pension
d)
Leave Encashment
e)
Balance in his MWS A/c
A : PROVIDENT FUND Entire balance both members’ and bank’s contribution to PF at the credit of the concerned employees. In case he has rendered < 5 years service, he will not be eligible to get the Bank’s contribution towards his PF. In other words, in such cases, he will get only his own contribution and the Bank’s contribution will be forfeited. In case of the death of an employee, entire balance at his credit will be paid to the nominee/legal heirs as the case may be (no service criteria required). Further, even in case of delay attributable to the employee on receipt of claim, interest may be paid at Savings Bank Rate (Staff) or at the rate of interest payable on the Provident Fund at the material time which ever is lower from the date of normal retirement to the actual date of refund of PF balance to the employee (CDO/P&HRD-PPFG/51/2011-12, dt,12.08.2011) B : GRATUITY FUND As per calculation of the Act i.e. last drawn salary X 15/26 X no. of years of service (fraction of 6 months or more, next higher years) or Rs.10,00,000/(W.e.f. 24.05.2010) the maximum limit whichever is less. Incase he has rendered < 5 years continuous service, he will not be eligible to get gratuity. (Salary for the purpose of calculating gratuity means Basic Pay + DA + Spl. Pay + PQA + FPP (incremental component). Staff Matters and Service Conditions | 95
In case of death of an employee, in addition to the amount as per Act. Compassionate Gratuity will also be calculated. The nominee/legal heirs will be paid higher of the two calculated amount. (no service criteria required). For calculation of compassionate gratuity, average monthly salary comprising Basic Pay + Spl. Pay + PQA + FPP (incremental component) + Acting allowance for the last 12 months to be taken. In this case, only completed years to be taken for calculation. C : PENSION Eligibility : 1. On completion of 20 years pensionable service provided that he has attained the age of 50 years or 2. After having completed 10 years of pensionable service provided that he has attained the age of 60 years (on or after 22.05.1998) or 3. After having completed 20 years pensionable service, irrespective of age he shall have attained at his request in writing if accepted by the competent authority or 4. After completion of 25 years service and 5. FAMILY PENSION, if an employee dies during service after putting in a minimum of one year pensionable service or 6. only if the deceased employee was eligible for pension. For calculation of pension, average substantive salary for last 12 months to be taken into consideration. (Basic Pay + Spl. Pay + PQA + FPP (incremental component)). A member can commute maximum 1/3rd of his monthly pension at the time of retirement. Further, in case of death of an employee, the following benefits are extended to the spouse : a) Payment of balance in the Provident Fund Account. b) Family Pension c) Gratuity/Compassionate Gratuity d) One time lumpsum payment and monthly financial relief from the welfare fund if the deceased employee was a member of State Bank of India Employees’ Mutual Welfare Scheme. e) Encashment of accumulated privilege leave. f) Ex-gratia payment in lieu of compassionate appointment under the Bank’s scheme, application to submitted by the spouse within 6 months from the date of death of the employee. Staff Matters and Service Conditions | 96
g) SBI Life Group Insurance claim should be made within 3 months from the date of death of employee. FAMILY PENSION: Those who retired/ died on or after 01.11.2007 and on or after 01.05.2005. Substantive salary per month
Rates of Family Pension per month.
Rs.7000.00 & below
30% of the Substantive Salary subject to a minimum of Rs.1770/- p.m.
Rs.7001.00 to Rs.14180.00
20% of the Substantive Salary subject to a minimum of Rs.2186.00 p.m.
Above Rs.14181.00
15% of the Substantive Salary subject to a minimum of Rs.2841.00 p.m. & maximum of Rs.5930.00 p.m.
D : LEAVE ENCASHMENT An amount equivalent to encashment of maximum 240 days Privilege Leave in case the employee is in receipt of pension. However, in case of resignation/termination by way of any other means, an employee may be paid a sum equivalent to the emoluments in respect of privilege leave to the extent of half of such leave to his credit on the date of cessation of service subject to the maximum of 120 days.
SBI MPLOYEES PENSION FUND NOMINATION OF SPOUSE INCLUDING DISABLE CHILDREN FOR THE BENEFIT OF FAMILY PENSION BEFORE RETIREMENT CDO/P&HRD-PPFG/16/ 2012-13 dated May 26 2012 Following guidelines for nominating spouse and disabled children for the benefit of family pension by an employee before his / her retirement. 1. An employee may be allowed to nominate his/ her spouse and disabled children for the benefit of family pension before his / her spouse and disabled children for the benefit of family pension before his/ her retirement. 2. Such Nomination my be made in the prescribed format (enclosed alongside) in triplicate along with disability certificate for disabled children issued by a Medical Officer not below the rank of a civil surgeon as per corporate centre circular No. CDO/PM/16/CIR/10 dated 30.4.2002. Staff Matters and Service Conditions | 97
3.
Such Nomination should be recorded in the service sheet / file of the employee concerned with a copy thereof attached to his service sheet/ file. 4. A copy of the Nomination form should be forwarded to CAO, Kolkata, where the same should kept with PF/Gratuity Nomination forms of the concerned employee. A copy of Nomination Form should be returned to the employee as acknowledgement of receipt. NEW PENSION SCHEME FOR EMPLOYEES JOINED AFTER 01.08.2010 DEFINED CONTRIBUTION PENSION SCHEME (DCPS)/ NEW PENSION SCHEME (NPS) FOR ALL CATEGORIES OF NEWLY RECRUITED OFFICERS & EMPLOYEES (INCLUDING PARTTIME) W.E.F.01.08.2010 (CDO/P&HRD-PM/58/2010-11, DT.06.12.2010 (i)
(ii)
The Central Board of the Bank, in its meeting held on 8th November, 2010 has decided that all categories of officers (including full time/ part time Medical Officers) and employees (clerical and sub-ordinate including security guards), who join/ joined the Bank in permanent scale (including part-time) On or after 1st August 2010 shall be offered the benefits of DCPS/NPS in lieu of existing defined benefit pension scheme, pending formulation of detailed scheme. Such officers/ employees will, in addition to being eligible to DCPS/ NPS, become members of SBI Provident Fund i.e. Contributory Provident Fund, subject to provisions contained in SBI Employees’ Provident Fund Rules, Further Gratuity as applicable will continue to be available to the new recruits.
BENEFITS EXTENDED AFTER RETIREMENT/ DEATH OF EMPLOYEES: (i)
Presentation of Mememto on retirement (CDO/P&HRD-CM/91/ 2010-11, dt.18.03.11). A memento on Bank’s behalf is to be presented to every retiring staff member (excluding voluntary retirement or compulsory retirement) preferably in the form of a silver/ article with suitable inscription/ legend which could be preserved by the retired employee with pride and cherished memories. Clerical staff … Rs.3,750/Sub-ordinate staff … Rs.2,500/Staff Matters and Service Conditions | 98
(ii)
Waiver of interest on loans/ advances of the deceased (CirDO/HR/ 103/2008-09, dt.19.02.2009) for period as mentioned subject to other conditions.
(iii)
Concessionary Service Charges to staff members/ retired employees (G.49/92-93, dt.05.12.1992).
All the Banking services/ facilities could be rendered free of service charge to the staff members/ retired employees/ beneficiary of the deceased employee under the Bank’s family pension scheme.
SBI SCHEME FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT (in case of death of an employee) REVISED SCHEME Circular No. : CDO/P&HRD-PM/6/2012-13 DATED 17/04/2012 The maximum amount of Ex-gratia payable for cases whose monthly income is less than 60% of the last drawn gross salary (net of taxes) under penury norms, payable to all cases of death occurred on or after 1st April 2012. Cadre Clerical Subordinate ii)
iii)
Amt. of Ex-gratia Rs.9 lacs Rs.8 lacs
Min. amt. Rs.4.50 lacs Rs.4.00 lacs
The minimum amount of ex-gratia shall be paid to all cases where the monthly income is more than 60% of the last drawn gross salary (net of taxes) under penury norms, so that no family of deceased employee is deprived of ex-gratia lump sum amount. The maximum amount of ex-gratia payable shall be subject to the cadre wise prescribed ceilings for all case of death occurred on or after 1st.April 2012.
Time limit for submission of application : The time limit for submission of applications by the dependents for claim of ex-gratia lump sum amount shall be within 9 months from the date of death of the employee with a provision of condonation of delay of further 3 moths in genuine cases. The dependents are required to apply on application proforma enclosed to the Circular as Annexure-I-B.
Staff Matters and Service Conditions | 99
MUTUAL WELFARE SCHEME (CirDO/P&HRD/11 OF 2003-2004 Date of commencement : 01.12.1982 Last date of joining : 31.12.1993 Objective : To provide medical assistance to retired employees and their spouse and timely financial help to family members of the employees on their death, during service or after retirement. Membership : Permanent employees of the Bank including those on probation and permanent Part time employees as on 31.12.1992 having 25 years of service or more till the age of 60 or with other terms and condition can become members of the scheme.
Some important points for the members 1. 2. 3.
Membership contribution upto the age of 60 Ceasation of service, member has to pay all the contribution with lumpsum payment up to the age of 60 On the death of member before age of 60 : The spouse/nominee will get lump sum amount and monthly financial relief.
Welfare fund Unit Lump-sum amount Monthly financial Relief
10 10,000 200
20 10,000 250
30 15,000 375
40 20,000 500
4.
After superannuation a member will get refund of welfare fund without interest as well as medical benefit. 5. On death of a member following benefits will be extended to legal heir of the deceased. Welfare Unit 10 20 30 40 Total Medical benefit limit 6000 15000 22500 30000 (Ordinary disease & Hospitalization) Out of total limit: Ordinary disease 500 1000 1500 2000 6.
Yearly contribution of the Unit will be deducted from salary during the month of December every year. Members should ensure the deduction has been made for MWS from the salary to alive the membership CirDO/P&HRD/54 of 2004-05, dt.13.12.2004).
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STAFF WELFARE ACTIVITIES AWARD OF SCHOLARSHIP (Cir/DO/HR/91/2008-09 DATED 12.12.08) MARKS : Aggregate Marks secured in class III and above eligible for Scholarship from the next class onwards (Maximum for 2 Children) Category
SC/ST
Other
Fresh
Renewal
Fresh
Renewal
Sub-ordinate Staff
40%
40%
45%
40%
Clerical
55%
50%
60%
55%
(Special – Deaf, Dumb, Blind, Mentally Retarded, etc. children of all category of staff) …..40% for both fresh and renewal.
RATES OF SCHOLARSHIP (MAXIMUM 2 CHILDREN) Standard
Existing Rate (Rs. per annum) 540 720 900 1080 1260
Revised Rate (Rs. per annum) 600 1000 1200 1500 1600
4th to 5th 6th, 7th & 8th 9th & 10th 11th & 12th At Graduate level for ordinary courses viz. BA. B.Sc., B.Com., LLB and other courses At Post graduate level i.e. M.A., 1800 2100 M.Com., M.Sc., etc. Graduate/ Graduate level for 2400 2700 professional courses in Medicine/ Engineering/ Management studies etc. Additional sum to disabled Children : The amount of additional sum payable to the disabled children has been increased from Rs.100/to Rs.200/- per month from the current academic year i.e. 2008-09. Staff Matters and Service Conditions | 101
Existing Boarders
: Those who are in receipt of scholarship at existing rates upto the academic year 2008-09 at higher rates shall be paid at the same rate till they complete the current course.
HOLIDAY HOMES (CDO/P&HRD-IR/84/08-09 DATED 24.12.08) Holiday Home Rental : Clerical staff - Rs.10/- per day Sub-staff : Rs.5/- per day LIST OF HOLIDAY HOMES Sl. No. Circle 1 Ahmedabad 2 3 4 5
Bangalore Bhopal Bhubaneswar Kolkata
6
Chandigarh
7
Chennai
8 9
North-East Hyderabad
10
Lucknow
11 12
Mumbai New Delhi
13 14
Patna Kerla
Holiday Homes Dwarka, Mount Abu, Somanath (veraval) & Udaipur Bangalore, Mysore & Hubli Bhopal, Pachmarhi & Ujjain Bhubaneswar & Puri Kolkata, Darjeeling, Digha, Gangtok & Port Blair Delhousi, Manali, Sri Nagar & Shimla, Jammu, Katra Chennai, Kanyakumari, Madurai, Ooty, Vellore, Kodaikanal & Rameswaram Guwahati, Jorhat & Shilong Hyderabad, Tirupathi, Vijayawada & Visakhapatnam Allahabad, Chitrakut, Lucknow, Naintal, Varanasi Lonavala, , panaji & Goa, Siridi New Delhi, Ajmer, Moussirie, Haridwar & Jaipur Deogarh, Patna, Rajgir & Ranchi Ernakulam, Guruvayur & Triuvananthapuram
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SUBSIDY TO CANTEEN RUN BY LOCAL IMPLEMENTATION COMMITTEE (CDO/P&HRD/37/2006-07 dated 18.10.2006) STAFF STRENGTH
AMOUNT TO BE PAID TO LIC PER MONTH Rs. 1000/Rs. 1200/Rs. 1700/Rs. 2300/-
Upto 20 21 – 50 51 – 75 76 – 100
INCENTIVE SCHEME FOR MERITORIOUS CHILDREN OF STAFF PURSUING PROFESSIONAL COURSES AT ELITE INSTITUTIONS IN INDIA (CDO/P&HRD-IR/68/2010-11, DT.07.02.2011) OBJECTIE
:
The objective of the scheme is to incentivise outstanding and briliant dependant children of all categories of permanent members of the staff in the Bank by part financing their expenditure incurred in acquiring professional qualifications from the elite Indian institutions.
INSTITUTIONS
:
IITs, IIMs, Other selected institutions (mentioned in the Circular).
COURSES
:
B.E/ B.Tech./M-Tech/ ME MSc/M.Tech (Integrated/ Dual Degree) MBA/ PGDM/ PGPM MBBS/MD/MS BA-LLB/ B.Sc.-LLB etc.
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QUANTUM
:
Annual incentive of Rs.50,000/-
The candidates eligible for incentive under this scheme will continue to be eligible to receive the other scholarships under Bank’s existing schemes concurrently. PROCEDURE FOR CLAIM
:
The employee alongwith the eligible child shall be required to apply alongwith a contribution of Rs.500/towards the corpus by means of a draft payable at Mumbai for incentive within 1 month from the date of declaration of semister result alongwith the required documents.
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STAFF ASSOCIATION FAMILY WELFARE SCHEME A new scheme has been introduced to extend financial assistance to bereaved family of deceased members of our Association. Due to misfortune if a member dies (even the family might not be able to meet the funeral expenses) there is no provision in the Bank for any immediate assistance for the funeral rites. We also feel helpless in coming to the rescue of the bereaved family. On 27.02.2011 in the Circle Committee Meeting it was unanimously decided to create a corpus be formed by collecting a fixed amount of Rs.1000/- & Rs.500/- from Clerical & Sub-ordinate members respectively from the arrears payable on account of Special Balancing Allowance. Besides a monthly subscription of Rs.20/- from each member from the salary w.e.f. April, 2011 to constantly replenish the fund has been collected out of the interest earned on the fund so built. In case of death of a member appropriate financial assistance would be given to the bereaved family immediately after getting the sad news. Presently we are extending a sum of Rs.20,000/- to the bereaved family.
SBISA CO-OPERATIVE LTD. CUTTACK LOANS AVAILABLE TO STAFF Type
Category
Maximum
Term Loan for Housing purpose Term loan/ consumer Loan Medium Term Loan
Clerical 1,50,000.00 Sub-Staff 1,10,000.00 Clerical 80,000.00 Sub-Staff 50,000.00 Clerical 40,000.00 Sub-Staff 30,000.00 Interest on Personal Guarantee Fund 6.75% p.a. Interest on Retirement Benefit Fund 8.75% p.a. Interest on TDR (one year) 9.25% p.a.
Repayment Months Installment amount (approx.) 120 1990 120 1460 120 1060 120 660 60 830 60 620
Staff Matters and Service Conditions | 105
TRANSIT HOUSE Sl.No. Centre (i) Cuttack
Address Mangalabag, Near Cure Well Laboratory,Cuttack
Contact Person/ No. Mr. Mihir Kumar Satapathy 0671-2310031, 9861288036
(ii)
Bhubaneswar 4-B, Jayadurga Nagar,In front of BSNL Office, Bhubaneswar
Mr. Rajat Kumar Mohapatra 9437039303
(iii)
Sambalpur
Lane No.4R, Jagannath Colony, Budharaja, Sambalpur
Mr. Upendra Prasad Panda 9437403048 Mr. Subash Chandra Meher 9437347488
(iv)
Berhampur
5th Lane, Ananta Nagar, In front of Court Petta High School, Tata Benz Sqr., Berhampur
Mr. G. P. Rao 9437059957
(v)
Jeypore
Bikram Nagar In front of KCC Bank, HO, Jeypore
Chitta Ranjan Satapathy 9437433323.
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INCOME TAX RATES (FOR THE FINANCIAL YEAR 2012-13) Income Tax ( For Individual) Table Income 0 to 2,00,000 2,00,001 to 5,00,000 5,00,001 to 10,00,000 Above 10,00,000
Tax Rate No tax 10% 20% 30%
Income tax slabs 2012-2013 for Female tax payers 0 to 2,00,000 2,00,001 to 5,00,000 5,00,001 to 10,00,000 Above 10,00,000
No tax 10% 20% 30%
Income tax slabs 2012-2013 for Senior 60 years but less than 80 years) 0to 2,50,000 No tax 2,50,001 to 5,00,000 10% 5,00,001 to 10,00,000 20% Above 10,00,000 30% Income tax slabs 2012-2013 for very senior citizens (Aged 80 and above) 0 to 5,00,000 No tax 5,00,001 to 10,00,000 20% Above 10,00,000 30% Education Cess @ 3% on net Tax payable.
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