No Comments on AIBEA Wage Revision – Bank Wage Revision

Dharmpal mehta on Sun, 29th Nov 2009 7:01 pm


This is the worst settlement for banks compared to the huge hike under sixth pay commission for Govt employees. This low hike is mainly due to grant of second Pension option which is going to benefit a handful of retired/retiring employees at the cost of large majority . Why should the employees who are already covered by Pension suffer for a handful of non pension optees. There should have been separate settlements for Pension and non pension optees. This settlement will adversely effect the moral of young employees who are already covered by Pension scheme. The disparity in wages between bank and other sectors will increase still further. All Bank employees should reject the wage settlement and object to the meek surrender to IBA and to the unjust agreement.

asish on Tue, 1st Dec 2009 11:35 pm


In the context of most harmful attacks of liberalized economy by way of snatching away permanent jobs and to introduce all out outsourcing , UFBU played a satisfactory role in signing MOU on 9th BPS with wage hike of 17.5% along with additional part of 70% of Rs.6000 crores from IBA . At this juncture the need of the
hour is to keep us united to keep on the bipartism , which is at stake because of
unfortunate misunderstanding with SBI staff and Officer Organizations on signing
of 9 BPS MOU. When all out attacks on us in the form of privatisation, outsourcing, merger, do away with hard earned rights of 8 hours working hours ,changes in labour laws against working class( hire & fire right) are offing, we must unite & organize movements unitedly throughout the country . Toiling masses of our country both in organized and unorganized sectors have great expectations on us as we proved our ability to defend Govt.owned banks against earlier moves of various govts. to denationalise the banks during last decade by organizing movements / strikes under the banner of UFBU and left trade unions.

G.S.Ranga P.N.B on Thu, 3rd Dec 2009 8:06 pm


This settlement is injustice with all bank employees.It should be as per govt. of India employees.
As govt. of India applied their polices regarding A.C.P same should be implemented in banks.When all services conditions applies in all banks,wage revision polices should also applies.Working hours should also as central govt. offices.If govt. wants more business/working hours,extra pay or special allowance should be given.
Permotion polices should as per central govt. pattern

kumar shah on Sat, 5th Dec 2009 2:50 am


high light on wage sattlement in detail

danendra jain on Sat, 5th Dec 2009 1:14 pm


In the last week I have written about stagnation in pay scale and expressed my desire that representatives of IBA and Bank unions should workout such a pay structure which have no place for stagnation increment.

I still reiterate stagnation must be removed from all scales of bank employees including officers and there should be running pay bands for all posts.

I have already enlightened on the existing stagnation increment in my previous letters. With a view to substantiate my stand on stagnation in increment and to justify removal of the same I now desire to mention here that even sixth central pay commission has recommended for removing stagnation in almost all scales. I enclose the full text of report of the Sixth Central Pay Commission highlighting the salient feature in brief.

I now expect you will give exert your best efforts resolve point raised by me so that bankers in general raise their voice before IBA and ensure that stagnation is completely removed from pay scale likely to be restructured in light of 9th Bipartite Settlement signed between IBA and Unions on 27th November 2009. If my suggestion accepted and implemented it will prove to be beneficial for thousands of bank employees.

In case bank management desires to extend extra incentive to best performers they can provide additional 1% increment to such good performers as provided for central government employees. As per recommendations of sixth pay commission, there is provision of 3.5% of pay as annual increment for better performer and 2.5% of pay as normal increment for other workers.

It is worthwhile to mention here that it is only banks where no bonus is paid to employees other than sweepers and a few junior peons and I hope after revision of pay scale none will be eligible for payment of Bonus. In all other department there is payment of incentive or bonus to most of the employees to create mobility and enthusiasm for good work. Unfortunately in banks even good workers are deprived of even annual increment only because they have reached last stage of their pay scale.

Danendra Jain
Agartala
5th December 2009

I reproduce the text of my previous mail sent to you for your ready reference.

I would like to request IBA and Bank unions to remove the stagnation from Pay scales likely to be reconstructed afresh in line with new Bipartite Settlement signed last week. Since the scale is too short in each scale from I to VII to accommodate officers for long period and provide annual increment every year, there is a provision of stagnation in each pay scale.

It means officers are not given annual increment for two or three years when reach at last or penultimate stage of their scale. Obviously officers are not given increment, as he grows senior only because management is unable to promote him to higher scale because there are not enough vacancies.

I feel pity for those experienced officers who have all talent and who are hard workers but could not get promotion due to many constraints beyond the control of officer. I agree when number of vacancies is less in upper scale; management is also constrained to give fewer promotions even though such senior officers are good worker. But I am of the view that such senior officers must get at least annual increment.

I feel pity for such senior officers because they are not getting annual increment after they reach last stage of their scale even when they are shouldering responsibility of large branches successfully.

I feel pity for such senior officers when other non-performing clerks as well as officers get annual increment only because they are junior.

Obviously the word stagnation is deceptive and a curse for senior officers.

In olden days when officer was not found fit for promotion due to inefficiency he was to face stagnation as mild dose of punishment. This used to happen when promotion based on seniority used to take place and management used to give promotion even if there were not adequate vacancies in that scale.

In most of the central government department there is provision for time bound promotion and hence question of stagnation in particular scale does not arise. It is perhaps only in banks that even after completing twenty or thirty years of service in a particular scale promotion is not given to an employee. (Now-a-days Interview is a killer injection in the pocket of management, which can be injected to any good or bad performer in promotion process as per whims, and fancies of the interviewer).

When leaders and bank management can give relief to retired employees (refer agreement signed between bank unions and IBA), why can’t they agree for continuous annual income to those who have reached last stage of their scale?

Here I would like to add that when management finds an officer guilty of minor misconduct they penalize him by stopping his one annual increment for one year with or without cumulative effect. It means disallowing an officer for increment for two three years in the name of stagnation, or for the reason that he has reached the last stage of his pay scale is tantamount to penalizing him with more greater penalty for none of his fault. And this is why I pity for senior officers

In brief there is no justification for stopping increment for two three years to a senior officer in the name of stagnation. If management feels that there is no scope for promoting officers in a particular scale to upper scale in lack of adequate vacancy, they must keep the scale long enough to accommodate senior officers and ensure that they continue to get increment every year until there is report of any misconduct or inefficiency.

However if management finds an officer unfit for promotion and unfit for release of annual increment in the name of increment they are not at least justified in entrusting such stagnated senior officer with higher responsibility such as Branch Manager of large branch, rather they should prefer junior officer to should responsibility of bigger branch.

It is undeniably ridiculous that most of senior middle management officers and most of the executives in Scale IV to scale VII in banks are not getting annual increment even though they are holding important and responsible post.

It is ironical that in banks, an officer is considered unfit for promotion but fit for giving higher responsibilities. On the contrary juniors (who are yes-men) are promoted but not found fit for placing them at sensitive and important posts such as Branch Manager. Similarly seniors are not found fit for annual increment whereas juniors and even clerks are allowed increment every year even if they perform less and even if they are inefficient and corrupt.

I hope signatories of wage revision agreement will take care of this anomaly and remove the word ‘stagnation’ from pay scale for god and for ever.

.

Narinder Singh on Sun, 6th Dec 2009 2:14 pm


Willanybody clarify about pleriodicity of wage agreement. Starting from1 Nov 2007 this agreement is five years or six years. If it is for six years it is certainly a disastrous wage agreement. Secondly anomaly in not granting increments to senior officers on stagnation is also reuired to be addressed.

aloke kumar dutt on Mon, 7th Dec 2009 7:42 pm


NO BODY HAS CLARIFIED THE EFECTIVE DATE OFDISBURSEMENT OF PENSION FOR RETIRED BANK STAFF. AS RETIREE HAVE TO REFUND BANK CONTRIBUTION ALONG WITH INTEREST &30%PENSION LOAD. NO LEADERSHAVE CLEAR IDEA. WHEATHER IBA WILL CLARIFY THE MATTER BY MEANS GIVING PRESS RELEASE. OR HRD OF IBA OR ANY BANK HRD WILL HELP TO RETIRED BANK STAFF. —–A.K.DUTT

digamber singh kathait on Mon, 7th Dec 2009 8:45 pm


@Dharmpal mehta, ji namaskar i have gone through your article and impressed a lot. I appreciate your thought about this settlement. I would like to drag your attention on the subject that our leadership is not representing our issues with the government, Now, we must pay our attention.

sv on Tue, 8th Dec 2009 9:10 pm


@digamber singh kathait,
This is the worst settlement for banks compared to the huge hike under sixth pay commission for Govt employees. This low hike is mainly due to grant of second Pension option which is going to benefit a handful of retired/retiring employees at the cost of large majority . Why should the employees who are already covered by Pension suffer for a handful of non pension optees. There should have been separate settlements for Pension and non pension optees. This settlement will adversely effect the moral of young employees who are already covered by Pension scheme. The disparity in wages between bank and other sectors will increase still further. All Bank employees should reject the wage settlement and object to the meek surrender to IBA and to the unjust agreement.

Mohan on Wed, 9th Dec 2009 8:31 am


@aloke kumar dutt,

From the MOU dt 27.11.2009 we can.t make out the effective date of pension disbursement.However payment will not be from retrospective effect.

danendra jain on Thu, 10th Dec 2009 8:25 am


Government has put stress on salary packages of employees of public sector banks to have performance linked variable component from next financial year. They could not ensure performance in central and state government departments but bent upon linking wage revision of bankers with performance knowing very well that it is still banks where work flows smoothly compared to other departments of government.

Government should first define performance, explain how to measure performance of various segment of officers and non officers, how to ascertain degree of customer service extended by a bank employee, how to correlate deposit mobilized by an officer with non performing assets (NPA) created by him before advocating performance based pay hike or incentive (PLI) to be introduced in public sector banks. There are numerous officers in banking industry who by paying bribe to government departments could mobilize handsome deposit to become performer but who endangered crores of rupees of banks by lending huge money to ineligible borrowers or to fake borrowers or who were found to be indulged in fraudulent activities.

Bitter truth is that an officer in general is treated star performers by an executive is later charge sheeted by another set of executive when exposure of irregularities created by so called star performers takes place or when top executive sitting at the top post do not like the said star performer.

There is already promotion policy in vogue in all banks which promises promotions based on performances. But the ground reality is that promotions are never given based on performances. Those who are flatterers, who are yes-man of bosses, who earn through bribe and share with bosses, who please bosses with cash and gifts are normally given better marks in Interview and selected for promotion. Similarly top officials are tactful enough to use good officers to clean the malady created and accumulated by their yes-men and justify the promotion given by them to a bad performer at the cost of good performer. If a honest and sincere survey is conducted on bank officers, the outcome will definitely reveal the large scale annoyance of bank officers with their top management and exposes injustices in promotion process. One cannot deny that promotions said to be performance linked in banking is absolutely whimsical and in no way related to work done by any officer.

In a bank it is very difficult to ascertain and measure work done by an employee and make it comparable with others. Different employees in different departments in banks at different branches and different administrative offices require different skill and unique level of handling. Every one is not competent to handle auditing work and similarly every officer is not tactful and efficient enough to handle a branch as Branch head. There are some officers who can be good faculty member in a training college but fail completely when they are posted in a branch and instructed to perform routine work in a branch.

Secondly, position, potential and work nature of a branch differs from village to village and from town to town. Quality of work at administrative offices is entirely a different story because administrative offices need no service to customer but only service and flattery to bosses. In brief each branch and each officer has a different characteristic and need unique treatment, different set of knowledge level and absolutely unique behavior.

I am unable to understand how bank management will justifiably quantify the work done by different segment of workers. It is rather bank management who can easily make or mar the career of any officer or a branch manager just by posting him at normal or critical branch, or by increasing or reducing manpower compared to normally required strength of manpower for a particular branch. Manpower provided to different branches is not uniform and more or less depends on the whims and fancies of higher bosses. An officer in good book of a boss can get surplus manpower whereas another officer when posted at same branch will be deprived of even normal strength of manpower.

There are many banks where even appraisal reports are not in vogue for assessing the work of award staff. Even for officer’s appraisal report is designed in such a manner that he or she is rated in different state in different way depending upon the likes and dislikes of the assessor. Even if appraisal reports on performance is written by his immediate boss, it has got no relevance in case of posting or promotion of an officer considered by the management from time to time. It is in banks that even guidelines for officers issued by government of India regarding Rural posting or North East posting related incentive is misused by the management to punish or isolate an officer who is not serving personal interest of the Boss.

If management wants to give performance linked incentive to any officer of their choice they will extend all cooperative hands and on the contrary they may pull back some good assisting workers from a branch to belittle good work done by a an officer who is though good performer but not in good book of his assessor. A man is not good or bad only because he is good or bad, but it largely depends on how the assessor or the judge perceives his performance. Attractive suit length in a cloth shop is liked by one but may be disliked by other.

Availability of suitable infrastructure and the potential of the area have greater role to play in performance of an officer. Similarly position of all branches is not same. There are branches, which are fraud ridden requiring skill in legal matter. There are branches where bad advances are huge and need focused attention on recovery of advances. On the contrary there are some new potential branches where in a year business rises to what 10 years old branch could not achieve in another town. Some branches are fifty years old having multifarious jobs and some are new requiring no special skill, some are situated in Naxal affected areas and some others are in business wise potential area. After all what will be the criteria for judging the performance of a bank employee which will be uniformly applicable and acceptable to all is a million dollar question.

It is seen in banks that charge sheeted officers are promoted based on caste or religion or closeness to bosses or based on recommendation of some God fathers or based on bribe he or she offers to top management in lieu of promotion he secures. There is no guarantee that the performance-linked incentive as contemplated by government of India will be used for real growth of banks.

As long as banks are unable to decide the framework and uniformly acceptable yardstick to measure the performance qualifying for incentive, mere introduction of such PLI in banks will undoubtedly create more conflicts, confusion and give rise to reign of injustice as perpetuated through promotions and posting by greedy and corrupt bank management in general, I do not talk of a negligible portion of exceptional good officials sitting at the top. Please excuse me. In general any power invested with Indian bosses produces nothing but gives rise to more and more corrupt practices and do not help in creating an environment conducive for real elevation of really good workers and real growth of banks. When incentive in form of promotion is not awarded judiciously, it is difficult to understand that the management will justifiably distribute Performance linked Incentives.

Danendra Jain
Ganaraj Choumuhani Agartala
9th December 2009

ELANGOVAN.P on Sun, 13th Dec 2009 6:16 pm


Dear Sir,
From the banking solutions that UFBU submitted 2836 points of merger with a tune of basic pay load for officers 20% , clerks 22% and sub staff 25%. Let me know it is acceptable to IBA or what was the offer given by IBA.

ELANGOVAN.P on Sun, 13th Dec 2009 6:28 pm


Dear Sir,
Increase the annual increment stage from 20th to 36th stage for all clerical and sub staff. It will boost the existing employees as well as the new entrance.

Veluthedan on Tue, 22nd Dec 2009 8:06 am


Dear Comrade/s,

I was told (not convincingly) that pension option has been extended for a second time to retired employees.

My question is:

A workman(clerk) employee retired under the Special Voluntary Retirement Scheme in March 2001. At the time of retirement he had not opted for pension. Whether persons like him is elegible for pension under the current settlement. If yes, what are the formalities they have to undergo.

Kindly elucidate

thanks and regards

Veluthedan

danendra jain on Tue, 22nd Dec 2009 5:16 pm


Various unions and associations are in process of framing new wage structure and new rates of allowances.

I would like to submit some suggestions for consideration and necessary amendments in the existing policies.

Stagnation of increment should be eliminated from all scales especially when banks are unable to promote in want of adequate vacancy.

Banks and unions should ensure time bound promotions based on seniority and those who do not perform (Non performance should be well defined) should be reverted to previous scale or penalized by stopping of increment. Without giving an opportunity to an officer to work at higher post how can management imagine that he will prove to be disaster? Arbitrary promotion and whimsical transfer should not have place in banks to avoid frustration among good workers.

If an officer promoted by the management is subsequently found to be inefficient, corrupt and charge sheeted and found to be culprit in any way, the executive or the Branch Manger or the regional head whoever was instrumental behind elevation of that bad officer or who wrote good appraisal for even bad officer should be asked to explain and punished if needed so that caste based or religion based or region based or gift based or flattery based biased attitude do not come in picture.

Union should suggest Steps to Management to ensure that there is no case of whimsical transfer and whimsical promotions. For this purpose Interview should be eliminated from all internal promotion processes. Writing of appraisal must be well defined by the bank so that different appraisers do not give marking as per their whims. Work done by the officer may be well quantified with clear-cut illustration so that in case of need appraiser can justify his assessment of officers.

PL should be allowed to accumulate without any limit and it should be made encashable as and when required. This is the need of the hour when all branches are short of manpower and hence sanctioning of leave has become almost unimaginable.

Officers are working under so much stress and pressure of target that even officers are afraid of taking leave. Even in two manned branches, banks are not able to provide substitute in case anyone goes on leave. There are several instances when one officer has to hold password of his colleague for smooth customer service. In such position, an officer cannot visualize demanding sanction of leave and sanctioning authority is constrained to decline leave on phone. As such demand of leave accumulation (including sick leave) and encashment of leave without any limit is very much justified.

Transfer allowance should be reintroduced and wherever banks are unable to provide staying arrangement banks would pay at least hotel expenses for minimum 15 days. In case of transfer before one year management should keep in record the reason behind such whimsical decision. There are instances that officers are transferred twice or thrice or even four times in a year. In such cases if management fail to give hotel living expenses, officer concerned will spoil him valuable time and energy in searching accommodation and this will not only affect adversely the family of the officer but also the interest of the bank.

LFC encashment should be at least double the amount of AC fare. When an employee avails LFC, management should consider paying out of pocket expenses per member of family or a lump sum amount to enjoy LFC as prevalent in some of the Central government offices like NTPC

If any loan account become Non Performing asset Branch head is held responsible, similarly regional head should be held responsible if any officer becomes non-performer.

CBI should verify assets and Liability of top 20 executives and in any case of disproportionate assets there should be provision for immediate demotion and stern penalty.

To ensure qualitative financing bank should avoid putting pressure on officers for achievement of targets. Rather those officers who extend quality credit more than their expected level should be awarded suitably.

Performance linked variable pay as proposed by management and Finance Minister Mr. Pranab Mukherjee should be well defined to avoid whimsical and biased use of this provision.

Bans management should not be allowed to directly recruit Marketing officer or Customer relation Executives or any other officer by paying higher package and deprive the same package to those officers who are doing better for last two three decades. In the name of outsourcing of work there is genuine apprehension of creping of corrupt practices in the banking industry. This fear will be substantiated when corrupt practices prevailing in the tender system for awarding contract for various renovation works or for furnishing of branches is investigated thoroughly by a honest team of officer of either different bank or even different department.

Danendra Jain
Agartala
22nd December 2009

danendra jain on Wed, 23rd Dec 2009 11:59 am


This refers to news that bankers are demanding freedom to decide interest rate for loan upto Rs.2.00 lacs sanctioned by them.

In 1969, banks were nationalized with sole objective of making it accessible to each Indian, each villager and each town dwellers. It was aimed to give relief to village farmers and small traders from the exploitation in the hands of local moneylenders who used to charge heavy interest and who used to give unbearable pain to villages if they failed to repay the loan in time. Landed property of most of the villagers used to be under mortgage with local moneylenders. Farmers usually under the burden of interest used to fail in repayment and as a result local moneylender gradually became land mafia in that village.

To stop exploitation, Government of India adopted Lead District approach almost fifty years ago in which lead bank in a district is given the responsibility of all round development of that district and banks are entrusted the duty to lend villagers as per their need to end exploitation by money lenders. In eighties, to give further boot up to development through micro finance, government introduced Service Area Approach in which each branch of each bank was allotted certain number of villages for absolute development of each village, each Panchayat under their service area. For this purpose each bank along with Block Development Officer (BDO) and Lead District Manager of each district use to frame service Area Plan in the month of January for the next financial year.

Such plan is approved by initially BLBC (Block Level Bankers Committee) and then by DLCC (District Level Consultative Committee). Execution of such annual plans is monitored by BLBC, DLCC and finally by SLBC. It is unfortunate that even after making more than 30 annual plans and monthly monitoring of the execution of plans by DLCC as also by SLBC , there is no actual development in the villages and it is pity that still villagers have to depend on local money lender for micro finance. Crores of rupees are spent every year in administrative expenses in implementation of said Lead District Plans and Service Area Plans

It is ridiculous that after lapse of more than three decades of lead bank approach and Service area approach, lenders are requesting Reserve Bank of India (RBI) to allow them to freely decide interest rates on loans below Rs 2 lacs to enable them reaching out to unbanked sections which are presently serviced by micro finance institutions and money lenders at high rates. It is rightly apprehended that interest rate will go up for finance made upto Rs.2.00 lacs to farmers. Banker however pleads that even the increased rate will be competitive with interest rate charged by local moneylenders.

I would like to emphasize here that rates charged by banks for loan upto Rs.2.00 lacs is fixed by RBI and it is restricted to BPLR (Benchmark Prime Lending Rate which varies from11.5% to 14.5% from bank to bank). It is worthwhile to mention here that bankers in general do not hesitate in financing to Corporate, big traders and manufacturers at rate much lower than BPLR rate.

I like to point out here that banks in general normally charge interest ranging from 8 to 9.5% on Home loans, 10 to 11.5% on vehicle loans, 9.5 to 11.5% on Education loans, 7 to 10% on export loans and so. It is bitter truth that more than three fourth of banks lending is at rates less than BPLR under corporate lending or retail lending schemes. Not only this banks are offering one after other discounts on such lending which is rates much lower than BPLR to increase their market share. Even RBI has been suggesting bankers from time to time to further reduce interest rates on vehicles and home finance to increase demand in the market.

I am unable to understand why bankers are demanding freedom for deciding interest rates for farmers.
Do they want to exploit the villagers in the same as moneylenders?
Have they discarded the idea, objective and vision of Service Area Approach?
Have they honestly executed last thirty plans and more framed during last thirty years?
Are they ridiculing social objective of government of India?

As a matter of fact bankers have been charging more interest on loans upto two lacs in comparison to loans given to other sectors mentioned above.

Do they want to earn profit from small traders and give discount to big borrowers?

It is true that RBI will not agree to such proposals of the banks in fear of sharp public reaction against increase in interest rates for small loans. But demand made by banks for freedom to decide rate for small loans points towards their real attitude in lending to small borrowers. Their plea to give relief to small borrowers from local moneylenders is nothing but deceptive and unreliable.

Demand for freedom made by bankers is against the core objective of bank’s nationalization, Lead Bank approach and Service Area Approach. Not only this it also proves that bankers and government agencies have been simply befooling villagers in the name of service area approach for last three decades and more and the ground reality is that small villagers are still facing exploitation in the hands of money lenders.

Now everyone is talking of Social Inclusion. Political leaders advocate social inclusion when they frame their political manifesto. Ministers cry for Aaam Aadmi when they deliver speech to attract voters. Economists and Banks sympathize poor villagers. Are they shedding crocodile tears for poor and small borrowers?

Mere opening of Zero Balance Accounts in bank or distribution of Rs.300 or Rs.400 as pension to old people cannot serve the purpose of social inclusion. Bankers need to come forward to extend small sized lending at rate lower than BPLR and to make up this loss they should charge a little bit higher rate on lending made for purchase of vehicles, flats, real estate developers and also to big manufacturers, exporters and other service providers and big merchants. Objective of social objective can be fulfilled not by greedy politicians but by bankers.

Moreover it must be kept in mind that if small traders and small farmers do not survive and do not leave in peace, the very existence and rise of big traders, corporate houses, industrialists and exports will be at stake. Entire capitalistic approach of ruling government will be proving disastrous when mass movement and violence is resorted by exploited class of people to demand justice and for their survival.

“Marta kya nahin karta”

Danendra Jain
dkjain49709@rediffmail.com
23rd December 2009

dilip b patel on Thu, 24th Dec 2009 8:43 am


When VRS optee has not even contributed for any fight for getting one more option why they should be given special benefit? on another side when employee who has supported up to this fight and has accepted exit route of RESIGN before date of final negotiation why resignee employee are not covered in this settlement?benefit should be extendend to all the past employee if offered otherwise no any past employee shold be given any benefit?we shold take up this matter with ministry of finance ,IBA,and associations for final take up of matter.

ashok agarwal pnb on Sun, 27th Dec 2009 2:32 pm


what are new scales of pay & da rates etc

KRISHNA khamar on Mon, 28th Dec 2009 12:22 am


in 1998 whenileft india iappliedfor vrs in2000 bymail but due to strike in india my application in banak of india reached late thus management refused my application by sending letter to me should i get chance toget vrs or not

danendra jain on Sun, 3rd Jan 2010 2:16 pm


• Why officers and employees are not transferred out from the Mumbai, Kolkata, Delhi, Bangalore, Chennai etc. and on the contrary employees of states like Orrisa, Bihar, and Jharkhand are frequently transferred out of their states even violating transfer policies?

• Why some officers are always given rural posting whereas some other officers are even promoted without rural posting violating government guidelines in this regard?

• Why some officers are allowed to work in their Metro towns for decades whereas officers of other small towns and villages are to change their place of working every year or alternate year without any incentive or compensation?

• Is there no punishment for those executives who indulge in corrupt practices and resort to whimsical transfers to keep away all employees who may prove hurdle in their money making process?

• Why RBI remains silent spectator of ill-motivated CEOs of banks and allows the malady in banks to accumulate?

• It is worthwhile to mention here that unhappy lot of employees cannot think for and make efforts to keep bank healthy?

• Is human resource not capital in real sense in Banking Industry and for some VIP CEOs of Bank?

danendra jain on Wed, 6th Jan 2010 10:36 am


RBI’s idea of allowing private companies to set up local banks will prove to be a blunder and lead the country back to pre nationalization era.. Already thousands of Non Banking Finance Companies (NBFC) are scattered all over the country like post offices and they are almost beyond the control of RBI and Government of India. Every year we come to know ten or fifteen NBFC promoters have closed their office and flied away from town after cheating crores of money from innocent small villagers , traders and farmers by promising them to double their money in two or three years. Similarly cooperative banks and many regional rural banks in the country are mostly running mismanaged and their assets shown in Balance sheets are mostly irrecoverable.

If small private banks are set up in all small villages, towns and cities, more and more people will be cheated, lending will be done after keeping gold as done before nationalization of banks or credit will be disbursed only after mortgaging landed properties of farmers. Same Zamindari system and exploitation of poor by money lenders in disguise of local banks will come in operation and become the way of life as was prevalent before Nationalization of banks and before freedom of India. It is not exaggeration to say that even now small traders and farmers have to depend on local money lenders and it is also an open secret that these money lenders are charging huge interest and exploiting their poverty.

When RBI is unable to control less than thirty Public sector banks and thousands of NBFC, regional rural banks and cooperative banks already in operation and doing the same job, how can RBI imagine of controlling of additional numerous private banks. If the monitoring is not possible, allowing private companies to set up local banks will prove fatal and make the life of local poor residents more miserbale.Through this new concept of local banks RBI will do nothing but add fuel to fire. Government banks are already in mess and there is no doubt in it. Even farmers and small traders cannot dream of any relief from such local banks for whom Local banks contemplated by RBI will be set up by private companies.

It is to be kept in mind that government can waive loans disbursed by government banks, but cannot force private companies to waive agricultural loan or small loans. Obviously private companies will hold full securities and charge maximum interest from needy person and extort more and more profit as private airlines are looting air passengers keeping in mind the necessity and urgency of passenger. As such, the said idea of local banks contemplated by RBI in not going to help poverty ridden person in any way. Government is indirectly attempting to discard agenda of social inclusion and leave poor person on the mercy of local goondas and local money lenders in disguise of local banks.

Every one knows that private banks cannot allow their assets to become NPA (Non Performing Assets) and cannot depend on the current legal framework and ineffective judicial remedy for willful defaulters. They may also seek the help of recovery agents to apply force on defaulters which government cannot manage to support in our country and which was vehemently opposed by RBI itself in the recent past when private banks like ICICI or HDFC used local goondas to recover their money.

Moreover setting up of lacs of local banks as visualized by RBI and promoted by private companies is against the very concept and plan of Government of India directed towards consolidation of existing banks. It is ironical that on the one hand existing banks are advised by Finance Minister to go for merger and acquisition to reduce the number of banks and on the other RBI is advising private companies to set up local banks. There is no doubt that Government of India must ponder over the idea of RBI , invite opinion from experts and seek opinion of various political parties before putting the said dangerous idea in action.

Danendra Jain

Ganaraj Choumuhani

Agartala

danendra jain on Thu, 7th Jan 2010 12:32 pm


It is always advisable that office bearers of an organization are changed periodically in a democratic system. At least there should be change of person every two or three years for the post of Secretary and the President in the same way as Branch head or Regional head or Zonal head or CEO of a bank is changed every two – three years.

In a democratic country like India every political parties have been changing their Presidents periodically. Prominent Communist parties change their party president every two years. Banking Industry has inherited communist culture, but it is disheartening to mention here that staff unions and associations in these banks are dependent on a few leaders who have been occupying top posts for decades. Political parties, trust or an organization or Bank union or association of officers who consider any person indispensable on top posts are really too weak to survive for long and undoubtedly prone to corrupt practices. These organizations in fact have not developed second line of management.

Even a financial Institute cannot prosper with quality and remain in good health if the persons posted at responsible and sensitive posts are not altered periodically. Whereever the same person hold sensitive posts in a bank for a longer period it is found that the bank’s intrinsic value and overall quality of its assets suffers continuous erosion and the disease of corruption spread like cancer in the system. It is such organization where whimsical promotions and whimsical posting takes place.

It is these organizations where good persons are shunted away and bad persons are promoted and placed at cream posts so that the corrupt lobby is not questioned by anyone. It is under such bad administration that person like Rathore goes on getting promotion and respectable posting whereas on the other persons like Ruchika are forced to bear with injustice meted out to them. By the time realities of corrupt person get exposed by grace of God, it is too late. Justice delayed is justice denied. There are many Rathore like executives in banking Industry too who have been getting uninterrupted promotions and getting one after other elevation in their career (at the cost of good performers) despite the fact that there were indulged in corrupt practices and they caused huge loss to banks.

Keeping in view above-mentioned bitter truth of the organization I demand those office bearers of officers association as also employees unions in all banks must be changed every two – three years. If Bank employees fail to ensure this healthy culture, perpetuation of injustice cannot be stopped and frustration among good workers will continue to rise ultimately jeopardizing the health of the bank.

I hope sensible, experienced, educated and prudent class of officers will apply their wisdom and take all possible steps to stop monopoly and dictatorial attitude of certain office bearers who have in course of time become indispensable and who are eating away fruits of hard labour done by real workers. Second line of leadership must be developed in all organization for achieving sustainable quality growth of not only assets but also that of human capital.

Danendra Jain
Ganaraj Choumuhani
Agartala
7th January 2009

danendra jain on Fri, 8th Jan 2010 10:37 am


Nehru and Indira built castles of progress by establishing hundreds of Public Sector Undertakings and did a lot for welfare of poor. The main motto of Late Indira Gandhi behind nationalization of banks was to make banks accessible to poor.

Rajiv Gandhi tried to make PSU stronger and added new technology introduced Television and brought telecom revolution in India.

Now in the name of reformation, UPA government under the guidance of Sonia Gandhi and learned Prime Minister Mr. Manmohan Singh is selling one after other PSUs partially or fully in the name of disinvestment.

Property of ancestors is sold by son and grandson to survive when the son and grandson are not able to earn at their own or not capable to manage the accumulated property of their forefathers. “Ghar bech kar or sona bech kar gujara karte hai bekar log.”

There is nothing wrong in it. Present government is lucky enough to get so much inherited property without making much effort. But how long this selling of old property will be able to cope with growing demand of the growing family of growing India is a million dollar question to be answered by wise person. How long government will meet the annual spending through selling and disinvestment of PSUs.

I do not suggest curtailment of expenses or reduction in spending on development, but I firmly believe that government should establish hundreds of new PSUs to create more and more real employment opportunity and achieve real growth in GDP. Government should try to make the existing PSU more effective and profitable, rather selling it. I am of firm view that the government cannot imagine of welfare of poor through only distribution of subsidy, old age pension, waiver of loan or carrying out controversial and corruption ridden NREGA.

Danendra Jain Ganaraj Choumuhani Agartala

8th January 2010

danendra jain on Thu, 14th Jan 2010 3:25 pm


The Government is watching the Hockey player versus administration drama closely but won’t do anything until the image of the Nation is tarnished. Who is responsible for such shameful act which is going ion in Hockey game on the eve of world cup?

Administration or political leaders fully enjoy the post and the hidden money (they have government money) they have in their disposal. They never take the entire team along with them. They can be awakened only by movements, strikes, violent processions, bund, burning of buses, lock out of the system, beating of ministers or bosses etc. It is common feature in all offices and all departments run by the government directly or indirectly.

All bosses are similar, may be cricket board or hockey board or any office or court in the country. Hockey players are frustrated as employees in government offices Players may be getting enough but they are jealous of their bosses, administrators who are enjoying more and more without doing anything and this is the reason that they are on warpath. Every now and then, we come across the fighting among various persons in cricket board for getting control. It means there is huge money and huge scope of getting wealthy for administration.

If any boss in any department or any board has to work honestly, effectively and sincerely without any hope for extra money along with extra respect I think most of them would like to quit and discard the post.

Lastly Hockey players should market Hockey play and make it so much popular that they also start getting award from various sponsors and sports loving institutes just as what happens with cricket players.

The basis problem of all corruption is nothing but greed for money, desire to become more and more powerful superseding others. And the reason for perpetuation of corrupt practices, rather rise in corruption and spread of its nasty network is that there is no fear of punishment. Even courts are not active, efficient and corruption free and hence justice to the aggrieved is also not available, Justice delayed is justice denied.

balasubramanian on Thu, 21st Jan 2010 9:09 pm


Pl inform whether vrs optees will get pention from retrospective date

Sudarshan karmakar on Tue, 26th Jan 2010 6:43 pm


Sir,
LFC at present settlement
During each block of 4 years, an officer will be eligible for LFC , one to his home one to outside in India. There is no mileage limit
My view
LFC is a perquisite for refreshment of our body and mind. At present it is 3 / 4 decade old system needs to be reviewed. One tour in 4-yr span is too long and
disheartening. I support 1 yr. span to start with some flexibility.
The reasons why one year
A) Psychologically & Physically :1) generally aged people do not undertake long tour with long leave, 2) maximum 2 / 3 places are covered , and 3) sometimes health does not permit. 4) so it is a loss to one.
B) Geographically : 1) India is a vast country. 2) It measures about 3500km. by rail or road vertically. 3) one can travel max.4000 km. at one side, so 8000 km. for up and down.
Now we can derive a math from the angle of A and B
1) Say, for 4-yr span, max. mileage can be 4000+4000=8000 km. (up and down ).
2) Hence, 1-yr span = 2000 km.
3) Example : LFC A/C of Mr. X for span 2008-2012 ( A Kolkata resident )
Dr. Cr.
To 2008 – PURI 2000 km. By span (2008-2012) 8000 km.
To 2010 – GOA 4000 km.
To 2012 -Delhi 2000 km.
Above you see a flexibility is drawn to suit Mr. X’s travel programme. What bank is giving- as per settlement no extra payment is being made , but employees are getting
double benefit.
The review is necessary then it would fulfill the very purpose of LFC. Scheme in Banking industry.
Yours faithfully,
Sudarshan karmakar, PNB.

anand on Fri, 29th Jan 2010 7:09 pm


com.about 2monthshave passed but no information about settlement is approachng so our com feeling unrestness so please convey new acchivement of bi partite.

krishna on Sun, 31st Jan 2010 10:21 pm


please reply andlet me know avability of pension

prasad on Fri, 12th Feb 2010 3:36 pm


is there anybody with information about
pension arrears,
effective date ,
interest percentage for recovery of pf component,
how much is 30% burden to be borne by the staff

please reply?

ELANGOVAN.P on Fri, 12th Feb 2010 10:43 pm


Remove the class stagnation increment and extend the pay from 20th to 36th stage. This will boost the youngster and also the seniors who were in stagnation increments. When compared to other countries Indian banking Sectors are very strong and its financial positions are also very good. There are lot of changes in the banking systems. All the Staff and Officials are capable of facing any challenges in the changing environments. Why don’t the Govt. and also the IBA came forward to give better packages. At eighties banking jobs was very charming and also well paid. Now the salary structures are very poor when compared to central govt. or State Govt. The Honorable Finance Minister will come forward to settle the wage structure in a better way to retain the first position. Even gratuity ceiling for banking sectors will also to be raised to 10 lakhs wef 01.01.2007 as in the case of public sectors.

Bhupendra Mody on Fri, 12th Feb 2010 11:25 pm


are we not ready toaccept new wage revision? what is the hurdle — do the leaders know? this is not justified or we can say dishonesty of the leadership to keep in dark…. pl. give the facts why it is delayed??????

ANAND WANKHEDE on Sat, 13th Feb 2010 7:25 pm


WHAT IS THE POSITION OF SETTLEMENT TALK .HOW FAR IT HAS COME.
SINCE 90 DAYS WILL BE COMPLETED SHORTLY. THE GAME IS PLAYING
VERY SLOWLY BY UNION AS WEL AS IBA. EMPLOYEES/OFFICERS ARE
NOT GETTING LATEST DEVELOPMENTS IN DISCUSSIONS. SO IT IS VERY
DIFFICULT TO KNOW THEM .LATEST POSITION OF TALK .THE BALL IS
WHOSE COURT. PL. MAKE THEM AWARE TO BUILT THEIR STRENGTH.
WHEATHER THEY ARE GETTING ARREARS BEFORE 10.03.2010 SO
THAT THEY CAN MAKE PROVISION FOR INCOME TAX.

saawan on Fri, 19th Feb 2010 11:03 am


The union and associations are playing with the life of 9 lacs bank employees, they have already taken 2 1/2 years few junk leaders are taking everybody into ride, since last settlement they have taken 42 sittings with iba, may be they are enjoying the flight travel and 5 star hotel facilities in the meeting and enjoying, Every tom dick and harry in the banking industries know that this is the last settlement for so called tall leaders (my foot) and we are all know that they are bargaining hard trying to take more booting for private sector banks. What a joke so called efficient and intellectuals class of banking industry have surrendered very meekly to these tall leaders and no body raising any voice. We have already become best joke with all other sector employees. It is an appeal to Delhi employees can any body take lead and consult Supreme Court lawyers so that they can approach Supreme Court and seek justice from them. Delhi employees please do something in this regard

prasad on Tue, 23rd Feb 2010 3:08 pm


What is in the minds of ufbu leaders , nobody can fathom.
The leaders are silent simply because, the settlement that they have signed is in favour of the banks not the staff
The leaders are too dangerous to be trusted.

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