STATE BANK OF INDIA OFFICERS' ASSOCIATION · Corporate Centre, Madame Cama Road, MUMBAI - 400 021. Madam, MONETIZATION OF LFC SCHEME As you are aware, there is a need to have a relook

STATE BANK OF INDIA OFFICERS' ASSOCIATION [Chennai Circle]

State Bank Buildings, Telephone : 25340226

# 84, Rajaji Salai, 25340225

Post Box No.1992, Fax : 25340226

Chennai - 600 001.

E-mail: [email protected]

[email protected]

Website: www.sbioacc.com

www.facebook.com/SBIOACC

Circular to All Unit Secretaries / Members: No. 56 /33 / 2016

26th July, 2016 Dear Comrade,

1. MONETIZATION OF LFC SCHEME

2. I N N U M B ER AB LE P EN D I N G I SSU ES – N EED FO R U R GEN T

AT T EN T I O N

We reproduce hereunder AISBOF Circular No.96 dated 20.07.2016 and Circular No.97 dated

21.07.2016, the contents of which are self explicit.

With Greetings,

Comradely yours,

Sd/

(D. THOMAS FRANCO RAJENDRA DEV)

GENERAL SECRETARY

Text of AISBOF Circular No.96 dated 20.07.2016

CIRCULAR NO.96 DATE:

20.07.2016

TO ALL OUR AFFILIATES/MEMBERS:

MONETIZATION OF LFC SCHEME

We have today sent a communication to the Management on the captioned subject. A copy of the same is enclosed for information.

2. All our members/affiliates are requested to await further developments in this regard.

With greetings,

(Y.SUDARSHAN)

GENERAL SECRETARY

http://www.sbioacc.com/

ALL INDIA STATE BANK OFFICERS’ FEDERATION

(Registered under the Trade Unions Act 1926, Registration No: 727/MDS)

State Bank Buildings, St. Mark’s Road, Bangalore – 560 001

No.6545/70/16 DATE:

20.07.2016

To, The Chairman

State Bank of India, Corporate Centre, Madame Cama Road, MUMBAI - 400 021.

Madam, MONETIZATION OF LFC SCHEME

As you are aware, there is a need to have a relook into the LFC Scheme. We are

now in era where our officers frequently travel abroad to meet their children, who have

by and large, settled outside the country on account of employment. The boundaries

and barriers for travel between countries are now obscure. Travel abroad for rest and

recuperation also widens the horizon and enriches the outlook of our officers, especially

as they come across the various technological and economic developments that have

taken place in other countries. Travel across the globe is no more a luxury, as one need

to keep abreast of times.

2. The existing LFC Scheme provides for travel by circuitous route. Foreign travel is

permitted in the Reserve Bank of India. Based on our observations, we are herewith

presenting three options, which may be looked into, which will provide flexibility to our

officers in availing the LFC in a manner they want and to places they desire to travel.

‘This will also greatly take care of the hassles of Income tax burden.

3. We request you to please look into the schemes and revisit the scheme of LFC to

make it more flexible and friendly. Hope this will be looked into and a positive response

received at an early date. We hereunder present the three options:

1. HOME TRAVEL CONCESSION:

Existing provisions for undertaking journey under HTC to continue.

2. LTC/LFC SCHEME:

Option –I: [Existing Scheme to continue as it is with the following modifications

a) To provide for Foreign Travel under LFC. Taxes if any on account of travel to

foreign land to be borne by the Employer

Option-II:

MONETIZATION OF LFC SCHEME:

Under the scheme an Officer may avail the LFC as per his entitlement or exercise his

option of availing the amount equivalent to his entitlement on declaration basis. The two options under the scheme is given in detail hereunder.

SCHEME NO 1- ON ACTUAL TRAVEL BASIS:

a) An Officer in Junior Management Grade is entitled to travel by First Class or AC II

Tier Sleeper by train. He may travel by Air within the notional amount stipulated

as per his eligibility.

b) An Officer in Middle Management grade is entitled to travel by First Class/ AC-II

Tier sleeper by train or by Air if the total distance travelled is more than 1000

Kms.

c) An Officer in the Senior Management or Top Executive is entitled to travel by AC

First

d) Class by Train or by Air Economy Class.

ENTITLEMENT UNDER THE SCHEME PROPOSED:

A) Monetary ceiling : The notional monetary ceiling of entitlement for different

grades are as under

Grade of the Officer Notional Monetary Ceiling

(Per Individual For quadrennial Block)

JMGS I Rs. 50,000.00

MMGS II & III Rs. 1,10,000.00

SMGS IV TO TEGS VII Rs. 1,30,000.00

OTHER CHANGES PROPOSED:

i) Officiating Positions- An Officer permanently officiating in the higher grade will

be entitled as per the grade in which officiates.

ii) Where the Spouses employed in the same Bank: If both the spouses are employed in the same Bank, they will be eligible for LFC

separately as independent Officers. However they cannot claim LFC in respect of the

same journey.

FOR OFFICERS UNDER SUSPENSION:

Officers under suspension are not eligible for LFC for self & Family. But if the Officer is permitted to resume duty after treating the suspension period as

duty period , he/she should entitled to all benefits which he / she could not avail. LFC

should be allowed to be carried forward subject to availing the same within the

reasonable period.

All other conditions including the facility of encashment of leave on account of

LFC and definition of family will continue as per understandings in force. OTHER CONDITIONS:

Within the overall entitlement, the Officer can visit any place in India or

abroad by undertaking journey by Air/Rail/ Road, provided major part of the claim

(minimum 50 %) is for travel by Rail/Air as per his/her entitlement.

Incidental expenses to a reasonable extent, upto 25 % (for the purpose of

meeting conveyance for local sightseeing & charges from/ to Railway Station

/Airport/ Bus stand at and Headquarters , toll etc may be permitted within the

entitlement on certificate/declaration basis/ without production of documentary

evidence.

The remaining part of the entitlement may be used for travelling to various

places which could be around 25 % of the entitlement and this will be reimbursed

on declaration basis without production of Rail/Bus Tickets, Taxi Receipts etc.

However, the Officer has to preserve the Original bills/tickets to be produced to the

Income Tax Authorities/ Bank if required for the purpose of verification in

connection with Income Tax Assessment as the amount claimed under this head is

exempt from Income Tax.

Eligible Officers may be allowed to use their entitlement for travel to longer

distance by lower class or shorter distance by higher class. The Officer may also

visit places abroad. The Officer may travel by any mode in India or abroad provided

major part of the claim (50 % or more, in India or abroad) by Air.

Within the ceiling of entitlement to Air fare, it will be permissible for an

eligible Officer to perform the journey by shorter/ longer route, by higher/ lower

class and /or by different modes of transport by availing of the apex/ concession/

discounted Air fare facilities offered by the Airlines concerned.

JOURNEY UNDERTAKEN BY PACKAGE TOURS:

i. Reimbursement of Cost of package tour under LFC to be permitted, if

travelled by reputed tour operators.

ii. The Condition of Travel by Air though, that a major part of the entitlement

(50 % or more) should be spent on travel by Air, will not be applicable under

package tours.

iii. Actual expenditure incurred or travel from residence to Airport/Railway

Station/ Bus stand and back, actual costs of Visa charges, Medical Insurance

premium, Airport Taxes if any may also be reimbursed within the employees

overall entertainment.

iv. Incidental expenses to a reasonable extent, upto 25 % may be permitted even in

case of journey under package tours within the total entitlement.

v. If the package tour starts from / ends at a place other than Headquarters of the

Officers, the actual cost incurred for travelling between the HQ and the starting/

ending point of the package tours should also be reimbursed over and above the

cost of package tour, within the entitlement.

vi. Similarly if the dependent members of the family are staying at a place other

than the Headquarters /Starting point of the Package tour, the actual expenses

incurred for reaching the starting point as also the actual expenses of travelling

back to the residence from the ending point of the package tour, should be

reimbursed over and above the cost of the package tour, within the entitlement.

LOAN FOR INCIDENTAL EXPENSES DURING LFC IN LINE WITH FESTIVAL

ADVANCE: In order to meet certain incidental expenses during LFC, especially during travel

abroad, (Forex requirements) the following short term loan may be given free of interest , to be repaid within 12 months.

GRADE OF OFFICER LOAN AMOUNT

JMGS I Rs. 50,000.00

MMMGS II & III Rs. 75,000.00

SMGS IV TO TEGS VII RS. 1,25.000.00

SCHEME NO 2: - DECLRATION BASIS:

ALTERNATELY , AN OFFICER MAY BE PERMITTED TO AVAIL THE MONETIZATION OF LFC ON DECLARATION BASIS AS UNDER:

An employee may be permitted to avail the Monetary entitlement as per the agreed monetary ceiling once in a block of 4 years on declaration basis and will be governed by

the provisions of Income Tax as applicable. An employee availing this facility shall be required to avail the same the family

members at the same time and shall not be eligible to claim LFC partly under reimbursement and partly under declaration scheme.

The Officer availing the facility under this scheme shall not be required to produce the tickets/other evidences but has to avail minimum leave of one week.

4. Please look into the above suggestions favourably in order to implement an officer

friendly and flexible LFC Scheme.

Thanking you,

Yours faithfully,

(Y.SUDARSHAN)

GENERAL SECRETARY

Text of AISBOF Circular No.97 dated 21.07.2016

C I R C U LAR N O. 9 7 D AT E: 2 1 . 0 7 . 2 0 1 6

T O ALL OU R AFFI LI AT ES/ M EM B ER S:

I N N U M B ER AB LE P EN D I N G I SSU ES – N EED FO R U R GEN T

AT T EN T I O N

We have to-day sent a communication to the Management on the

captioned subject. A copy of the same is enclosed for information.

2. All our members/affiliates are requested to await further

developments in this regard.

With greetings,

( Y. SU D AR SH AN ) GEN ER AL SEC R ET AR Y

[[

N o:6 4 6 6 / 7 1 / 2 0 1 6 D a t e : 2 1 . 0 7 . 2 0 1 6

To, T h e D e pu t y M a n a g i n g D i r e ct or & C D O,

St a t e B a n k o f I n d i a ,

Co r p o r a t e Ce n t r e ,

M a d a m e Ca m a Ro a d ,

M U M B AI - 4 0 0 0 2 1 .

Dear Sir,

I N N U M B ER AB LE P EN D I N G I SSU ES – N EED FO R U R GEN T

AT T EN T I O N

With reference to the above, we would like to represent as under:

The Bank, over the last three years, has been undertaking many

initiatives in the area of technology, Banking, HR etc. As a progressive

Federation, we have co-operated in all such initiatives, despite many of

them being unilaterally imposed on the officers, and despite various short

comings. We have also ensured that the Industrial relations remain

smooth.

2. Various CNC meetings have been held during the last three years

wherein many issues have been represented by us. But we are pained to

inform you that many such issues remain unresolved. In a couple of

months from now, the entire HR department of the Corporate Centre

would undergo a change due to retirements of all the top officials and on

account of promotion. The fact remains that our issues would remain

unresolved. Our officers who have been toiling day in and day out amidst

acute staff shortage, operational constraints, are frustrated that many

such issues have not seen the light of the day. Once the new team of HR

officials takes over, there would be further delay. The entire membership

is agitated and restless that many pending issues are unresolved.

3. The executive committee members of the Federation, who met

recently, have decided that if the issues remain unresolved they would be

constrained to go in for an agitation which is very much avoidable. We

have written sufficiently and represented orally and in CNC meetings also

on all the issues but in vain. We therefore urge upon you to take a

decision on all such issues immediately, in the best interests of the Bank

and Industrial relations.

4. The following are the issues:

M ON ET AR Y I SSU ES:

I . SH OR T FALL I N T H E 1 0 T H B I P AR T I T E:

Please refer our letter 7508/70/15 dated 6.11.2015 and the many

representations during discussions and follow up meetings. We had

presented a detailed report on the issue which clearly indicates that we

have received only 13.17%, an amount lesser than 15% in the 10th

Bipartite. We need to be given only what is due and what has already

been provided for, as there is no additional outlay involved. This is an

issue that is close to the hearts of all the officers. Please use your good

office to ensure implementation at an early date.

I I OT H ER P EN D I N G M ON ET AR Y I SSU ES:

a. Enhancement of leased rentals:

Ref: (1) Our Letter No. 6710/61/15 dated 7.10.2015

(2) Our Letter No. 6710/17/16 dated 30.01.2016

(3) Our Letter No. 6710/41/16 dated 7.5.2016

The leased rentals were being periodically enhanced every three years,

since the last two decades. The last revision was on 1.7.2011 and is now

overdue since two years.

b. Brief Case: Last revised on 1.7.2011

c. Entertainment Allowance: Tea, Coffee – Last revised on 01.4.2011

d. Memento on Retirement: 16.3.2011.

e. Transportation of Personal effect on transfer – 01.7.2011

f. Out of pocket expenses – 1.4.2011

g. Reimbursement for travel by own vehicle 30.9.2011

h. Silver Jubilee award – 16.3.2011.

i. Out of pocket expenses to clg ePCs/MICR Centres/SWIFT Centres –

Last revised on 01.06.2007. As is evident, the leased rentals and all other allowances have remained

static since 2011 and are long overdue for revision. We have written

letters on the above issues as under:

1. Letter No. 6466/04/15 dated 7.2.2015

2. Letter No. 6466/59/15 dated 7.10.2015

3. Letter No. 6466/12/16 dated 30.01.2016

4. Letter No. 6466/42/16 dated 7.5.2016

5. Letter No. 6523/50/2016 dated – 27.05.2016

6. And all the CNC meetings since the last three years – on 22.7.14,

28.11.2014, 8.8.2015, 25.2.2016.

I I I C AR EER D EVELOP M EN T SC H EM E ( C D S) :

1. Our letter No.6180/59/2016 dated 12.7.2016

2. Our Letter No.6305/58/2016 dated 23.6.16


4. Our Letter No. 6180/38/2016 dated 30.4.2016





9. Our Letter No. 6180/29/2015 dated 21.5.2015





and representations in all the CNC meetings.

With reference to the CDS/KRA allotment, we have very clearly brought

out the issues involved like late allotment of KRA’s i.e., during December,

2015, the confusion with regard to the basket of KRA’s, unscientific KRA

library, allotment of wrong KRA’s to officers, equal distribution of budgets

which is unrealistic in case of Agriculture etc., which are seasonal, issue

regarding KRA’s to RMRO’s, and other specialists officers who were in

reality used in accounts and as Joint custodians and BM’s, deputation of

officers round the clock to the branches disrupting their allotted KRA’s

etc., which have lead to erratic results not reflecting the true performance

of our officers. Most of the officers have scored very low marks. Whether

such scores get converted to AAA or A or B is another matter. The very

fact of scoring such low marks has created a devastating effect on the

morale of all, including the excellent and very efficient officers with

proven track record of over 30 years in the Bank. This is true in respect of

all grades of officers like CGM’s, GM’s and down the line till the JMG’s.

How can an officer who has been excellent during the last 30 years, with

proven performance, suddenly get downgraded because of a new system

of evaluation? Then the system must be wrong and not the officer! These

are the very officers who have built the Bank all these years,

implementing CBS, BPR, achieving budgets, building the image etc., and

carrying the Bank on their shoulders all along. No System can demean

their efforts, as their performance is visible and proven. The morale of all

officers is very low and this is hard reality. People in the grass root level

are giving the real feedback. Moreover the efficacy of the cohorts and the

conversion of marks into grades of officers working under diverse

situations, under varied environmental factors, are unknown and

untested.

Under circumstances as a rational organization, the best thing to do would

have been to have a parallel run for one year. In fact no organisation

would have gone for such a Radical Change without a parallel run, that

too changing a system that is rooted since last 5 decades, overnight? It

could have been tested for one year; the errors rectified, and then go for

stabilization in a systematic way. Infact no Bank in the country is under

CDS. Why this hurry?

Even before stabilization, the Bank has now gone ahead linking it to

incentives and other benefits, that too for a very small group of ‘AAA’

only. The grades are yet to be announced. There is still uncertainty and

linking it to benefits has added salt to injury. This can lead to 80% of the

officers getting demotivated and let down despite having performed

exceedingly well and under constraints and confusion. Abolition of the team incentives is yet another great blow to the concept

of Team work. In a Service Industry, like Bank, Team work is paramount.

A person with ‘AAA’ has achieved it on the supporting shoulders of many

officers and staff of a team who might have been relegated to ‘A’ or ‘B’ or

‘C’. This will again kill ‘motivation factor’ and lead to unhealthy trends, not

good for the future of the Bank. Again, the merger of Associate Banks, who are not under CDS, will lead to

inequality and an uneven playing field. Even if they come under CDS

next year, they will have the advantage of best 3 out of 4 marks

next year whereas the officers of SBI would have exhausted their

one chance this year. Moreover, the officers of SBI are in the first year

of CDS where uncertainty prevails. Next year the officers who merge will

have a better system and will be in an advantageous position. This is

creating lot of heart burn. Again, even if one has to introduce full-fledged,

marking under CDS, implementing the same after mergers for all officers

uniformity, makes more sense and creates a level playing field. This can

lead to legal issues as it involves career of officers. Sir, the Bank is in a period of transition. The Economic Scenario and the

national and global environment is nebulous and challenging. The

competition with Private Banks is hotting up. Under circumstances, it is

necessary to keep the morale of the officers high, especially the

youngsters and the experienced, who are working in very difficult

situations of staff shortage including in single officer branches. Staff

shortage is a stark reality and a major constraint.

The CDS is a double edged weapon. If not implemented properly it

has the potential to destroy our Human Resources, divide the

officers, break the team work. The damage caused in one year will

take long to repair. Sir, we have no vested interest in this. We are giving an honest

feedback. This is the opinion of all the officers, top to bottom. Bank

means people, not Brick and Mortar. Let us build people, nourish

them and not demolish their confidence in themselves. Under circumstances, as a trade union representing the hopes and

aspirations of our officers, we once again urge upon you to prevail upon

the concerned to have an honest relook into the entire CDS, and not

implement it this year, and go for promotions based on a manual

appraisal.

I V. M ER GER S:

Letter Nos. - 8659/46/2016 dated 13.5.2016

- 8659/60/2016 dated 13.7.2016

- 8659/69/ 2016 dated 20.7.2016 We have requested for a detailed discussion the issue of mergers. We

need to be taken into confidence to ensure a smooth and hassle

free mergers. As there are many rumors floating around and confusion

among officers, there is need to put things in a proper perspective and

not be unilateral on implementation. Without the co-operation of officers

and staff no system will work smoothly. Please initiate discussions on all the issues of HR, Association issues etc.,

at an early date. Please treat this as urgent.

V. P EN D I N G I N T ER C I R C LE R ELI EFS SI N C E 2 0 1 4 :

1. No.6543/24/2014 dated 5.5.2014

2. CNC meeting on 22.7.2014 at Hyderabad

3. CNC meeting on 28.11.2014 at Mumbai

4. CNC meeting on 8.8.15 at Kochi

5. No.6543/64/15 dated 29.10.2015

6. No.6543/69/15 dated 3.11.2015

7. No.6543/06/16 dated 8.1.2016

8. CNC meeting held on 25.2.16 at Shillong

9. No.6543/48/16 dated 13.5.2016

10. No.6543/51/2016 dated 1.6.2016

11. No.6543/68/2016 dated 19.7.2016

As mentioned vide letter No. 6543/68/2016 dated 19.7.2016, this a

burning issue where officers on ICT are not relieved by circles since

2014. Please instruct the circles suitably to ensure reliefs in a week,

including delinking them in HRMS from the present branches.

Various reminders and requests have failed. The only option left out is

that they relieve themselves and report to the next branch. Hope that the

grievances of the officers are understood in proper perspective.

VI – C I R C LE T R AN SFER P OLI C Y – LET T ER N O. 7 4 1 0 / 6 5 / 2 0 1 6 d a t e d

1 9 . 7 . 1 6 :

The model transfer policy was signed on 30.3.3016 with instructions to

the circles to formulate circle transfer policies in consultation with the

Circle Associations. But, except for Bangalore Circle, no other circle has

formulated the Circle transfer policy. Please instruct the Circles suitably to

invite the Circle Associations for discussions in this regard immediately.

VI I - U N I FOR M C OM P EN SAT I ON FO R W OR KI N G ON SU N D AYS AN D

H OLI D AYS:

Letter dated 24.09.2015 and 30.1.2016 and representation/agenda in all

the CNC meetings of the last 3 years.

We have been representing in all the CNC meeting that the officers ‘time’

also has value and is not free. Officers need to relax and recuperate

during the ensuing week. But unfortunately, in all the circles, officers are

forced to work on Sundays, holidays and 2nd and 4th Saturdays. The 2nd &

4th Saturday ‘off’ was obtained after sacrificing two half days on 1st and

3rd Saturday. Again making them sacrifice the 2nd & 4th Saturday is

inhuman. This is not a onetime affair, but a round the year routine for

Jandhan, all pension schemes, NPA cleansing, mudra loans, de-

duplication, quarter/half year/year ends all audit related work etc. To top

it, in a few circles, the senior executives have threatened to issue

charge sheets if officers did not work on Sundays. This was even

conveyed over video conferences. Officer’s time and family has no

value for such bureaucrats.

Under these circumstances, we urge upon you that officers should not

be called to work on holidays.

But, if they are called due to exigencies, and in rare cases, a Uniform

compensation has to be worked out and paid in a dignified

manner. It is our experience that when officers worked on instructions

from RBI, the circles refused to heed to the instructions of the Corporate

Centre in respect of such payment, in an undignified manner. Sir this is a

serious issue and has to be sorted out with appropriate compensation and

uniformly.

VI I I – LEAVE FAR E C ON C ESSI ON : FO R EI GN T R AVEL:

As you are aware, the Federation has obtained a stay from the Madras

High Court in the matter of foreign travel on LFC and on treating the

entire amount as a perk, and making it eligible for taxes. We had

provided a copy of the stay order to the Bank. All the Circles have also

been provided with copies. This stay is in vogue as on date. But we understand that the Salary disbursing authorities in many circles

have been receiving notices for recovery of Income Tax from the officers

who travelled abroad on LFC.

We had raised the issue vide our letter No. 6545/08/15 dated 14.2.2015;

6545/12/15 dated 18.2.2015; 6545/13/15 dated 25.2.2015; 6545/15/15

dated 7.3.2015, 6545/19/2016 dated 5.2.16 and so on and in our CNC

meetings. We had requested that the legal department of the Bank takes

up the issue with the Income tax authorities to avoid harassment to the

officers. We once again request you to please take up the issue with the

appropriate authority quoting the Madras High Court stay. In one of the

follow-up meetings we were assured that the Bank would pay the taxes

up to the date, of the Circular. But we are yet to hear on the issue. Alternately, we have vide our letter No. 6545/70/16 dated 20/7/2016 and

during our earlier discussions requested for formulation of an alternate

scheme of Monetization of LFC on the lines of the RBI scheme,

which will by and large provide flexibility to the officers, in terms of travel,

choices etc., reduce the hassles of accounting and the onus of payment of

Income Tax etc. We request you to look into the issue favorably, which

will help a large number of officers.

I X – FI T M EN T ON AC C U O N T OF 1 0 T H B I P AR T I T E

SET T LEM EN T / P ER SON AL ALLOW AN C E:

After the 10th Bipartite, the IBA released the fitment formula. But the

same could not be implemented in our Bank for want of a commonality,

on the understanding on the issue of ‘Personal Allowance’. We request

that the issue of personal allowance has to be sorted out amicably,

after mutual discussions at an early date, because there are

innumerable cases pending at the circles waiting for clarification. Later on

we should release our own fitment Circular.

X – 2 N D W I T H D R AW AL FR OM P F FOR T H E P U R P OSE OF

P U R C H ASE/ C ON ST R U C T I ON OF H OU SE:

Ref: Our letter No. 6529/66/2014 dated 25.8.2014

Our Letter No. 6528/74/15 dated 22.12.2015

Our Letter No. 528/56/2016 dated 23.6.2016

And various CNC meetings

There is a need to permit 2nd withdrawal from the PF contribution of

members on account of the enhancement of Housing loan to 60/80 lcas.

Many officers would have already withdrawn a paltry amount of a few

thousands from their PF balance when the Housing loan limit was 1.10

lacs, or 7 lacs or 20 lacs. Now after the enhancement of Housing loan, as

they have to meet the margin, the guidelines may be amended to permit

2nd withdrawal from the member’s contribution of PF. This will enable

them to avoid outside borrowings at exorbitant rates of Interest.

XI - C ON VER SI ON OF SP EC I ALI ST OFFI C ER S/ R M R O’S/ C R E’S ET C . ,

I N T O GEN ER ALI ST OFFI C ER S:

Our Ref: Letter No.6517/70/2013 dated 26.8.2013,

Letter No.6517/29/2014 dated 9.5.2014

Letter No.6517/14/2015 dated 6.3.2015

and agenda of all CNC meetings held during the last three years.

The issue of Conversion RMRO’s/CRE’s etc. to generalists has been a

subject of discussion in all the CNC meetings. There is need to understand

that they are now functioning more or less, like generalist officers,

holding keys, working as Cash officers, Accountants, Branch Managers

etc., without any role clarity and doing so unauthorizedly. This has

affected their KRA’s and most specialist officers have scored low marks

under CDS. The acute staff shortage prevailing drives the circles to use

them as generalists, handling CBS keys of currency chests etc. In case of

any procedural lapses, then they get charge sheeted for doing something

they were not required to do. Many circles had done this and imposed

penalties.

There is now an urgent need to review the situation, their role and

responsibilities and integrate them into the mainstream. They have

innumerable issues and if there are not sorted out they will get converted

into a frustrated lot, facing discrimination in terms of career progression,

transfers etc.

If there are legal issues, I am sure that they can be sorted out. We hope

that a serious focus and discussion on the issue will enable the Bank to

convert them as generalists and utilize them to augment the position of

staff shortage.

XI I - ST O P P AGE OF I N C R EM EN T S AN D ST AGN AT I ON ALLOW AN C E

ON AC C OU N T OF R EFU SAL/ OP T I N G OU T OF P R OM OT I ON

EXER C I SE:

Ref: 6728/30/2014 dated 9.5.2014 6517/20/2014 dated 30.04.2014

6517/29/2014 dated 9.5.2014

and representation in all CNC meetings.

The issues involved have been discussed in all the meetings. When there

is a provision to opt out, why is it being treated as a refusal or ‘not co-

operating’ in the promotion process? There are other issues involved in

this matter which we shall raise at the appropriate forum. Please call us

for discussion on this issue, as this is a sensitive matter. Many Circles are

going in for backdated recovery which has created confusion and heart

burn.

XI I I - P OST I N G/ I M M U N I T Y OF OFFI C E B EAR ER S:

Our Ref:Our Letter No. 6251/28/2013 dated 22.6.2013 6008/43/2013 dated 23.07.2013

6543/60/2013 dated 22.08.2013 6543/62/2013 dated 22.08.2013

6543/65/2013 dated 24.08.2013

6032/85/2013 dated 22.10.2013

6008/3/2014 dated 30.01.2014 6528/06/2014 dated 13.2.2014

6543/18/2014 dated 29.4.2014

6008/50/2014 dated 25.7.2014

6008/56/2014 dated 11.8.2014 There have been many instances in the past and present also where the

office bearers with immunity have not been placed/posted according to

the agreed norms. This has been creating IR issues at circles. Moreover

now, in the background of mergers there is an urgent need to review and

discuss the issues afresh.

XI V - SP OR T S P ER SON S I SSU ES:

Ref: 6808/01/2014 dated 9.1.2014 6808/04/2014 dated 11.2.2014

6808/21/2014 dated 30.04.2014

6702/61/2014 dated 18.8.2014

6808/75/2014 dated 12.9.2014 6808/94/2014 dated 6.12.2014

6808/09/2015 dated 14.2.2015

6808/24/2016 dated 12.2.2016 Sports persons at all the circles are facing innumerable problems in

respect of transfers, placement, time off, practice, kit allowance and are

treated in an undignified manner. Despite discussions in the Sports

Control Board meetings interpretational problems at circles continue,

lending to humiliation. This has to come to an end. Associate Banks also

have very good active sports persons and teams that are very well

recognized. Hence there is a need to put in proper perspective the

guidelines so that such brand ambassadors of our Bank are treated with

dignity and utilized properly for image building of the Bank.

XV - C R OSS SELLI N G:

Our Ref: 6180/17/14 dated 28.4.2014 6466/04/16 dated 02.01.2016

We agree that additional Income from alternate channels is necessary to

augment the Banks profit. It is also necessary that the Bank diversifies

into areas where our competitors have made inroads. But what is

happening in the arena of ‘cross selling’ is pathetic. For the sake of

incentives and commission cross selling is now being treated as the main

business. P-Review meetings are predominantly only

discussion on achievement in the area of cross selling. SBI life officials

directly call and threaten officers. NPA’s deposits and advances are no

longer discussed seriously. ‘Mis-selling’ is rampant, creating a dent in

moral fabric, because deposits are diverted to cross selling products.

Customers are forced into buying. This is the truth and it is destroying the

Bank. Threatening SMS’s are being openly sent. We have to accept this

reality and ensure that the Bank’s image does not get dented.

XVI - OFFI C ER – D I R EC T OR ON B OAR D – LON G P EN D I N G:

Ref: 6056/33/15 dated 17.6.2015

6056/35/2016 dated 22.4.2016

6056/36/2016 dated 22.4.2016 Despite various reminders, this issue remains unresolved. Many HR

decisions are taken in the Board and the Officers’ Federation does not

have an opportunity to participate through their representative. We are

really pushed to the wall, as the Government is also oblivious on the

issue. This is a very sensitive issue which has been accorded a very low

priority and has hurt the sentiments of the officer’s Federation.

XVI I - SH OR T AGE OF M AN P OW ER :

We have written innumerable letters on this issue and represented in all

the CNC meetings. There is an urgent need to first recognize that

there is a problem. Despite all the illogical statistics and improper

parameters adopted by the BCG in their manpower planning, why are the

circles unable to relieve the officers under ICT? (They cite Staff shortage

as the issue) why are large number of retired officers being taken for

inspection, advances related works, Investigation etc? Why are

RMRO’s/CRE’s used as accountants, cash officers & BM’s? Why are

transfers and postings getting delayed? Is it because circles are finding it

difficult to get replacement? There are more than 4900 single officer

branches in the country which have crossed the threshold limit to post

the second officer. Such branch managers are unable to move out to

bring business, and invariably have to violate the password secrecy

as there is no second officer. The concept of maker – checker has

been given a go-by long ago. Violations in systems and

proceedings are taking place, as, in order to cater to unrealistic

KRAs/budgets dumped on them, they have adopt to short cuts.

Retirements are taking place in large numbers. Please take an

honest and frank feedback from circles.

This is hurting the Bank and its image. This is not an IR issue but it is an

issue dear to all of us. Sir, let us recognize this problem and try to solve

the issue in the interests of the future of the Bank, else we may land up

with a huge age gap, knowledge and experience gap, talent gap in the

coming days.

XVI I I - OT H ER I SSU ES:

a) Concept of work from home: We had been writing to the Bank

on this novel concept which can reduce attrition and provide

flexibility to officers who are sick, women officers on maternity leave, health issues etc. ICICI Bank have stolen the limelight and

gone ahead with implementing this idea. b) Providing Crèche to Women officers with small children at large

centres.

c) Reduction in eligibility of Housing loan from 5 years to 2 years.

d) Compassionate Appointment – Implementation of the norms

agreed with the IBA and as directed by the Government. The Bank has interpreted the scheme in such a manner as to make it virtually

impossible for any dependent to be employed. Now-a-days all dependents are well qualified and the bank would not have lost if

such children / dependents were provided with employment after the loss of the Bread Winner. All the other Banks have

implemented the compassionate appointment scheme as per the Central Government scheme. It would have been a

gesture of good will by the Bank, as such cases are few and

far between. e) Cash penalty imposed on joint custodians of currency chest

branches for shortages /fake notes detected at RBI - In a

very cruel manner, the joint custodians are debited directly, without

observing the laid down norms or identifying as to on whom onus of

shortage rests? Once the joint custodians hand over cash, then they

cannot be held responsible.

f) Lodging expenses for Defence Representatives.

g) IFAMS not working, leading to many outstanding entries in suspense account.

h) Promotion issue of Rajbhasha Officers.

i) Relook into the salary structure of Bank doctors.

The above mentioned are innumerable issues that have been appearing in

all the CNC meetings time and again. We are all getting a feeling that

apart from being ‘goody-goody’ the HR issues are given least importance.

It has been our earnest desire to work together as ‘partners in progress’,

understating the constraints, the priorities and thrust areas of the bank

from time to time. Sir you will agree that we have waited very patiently

during all our CNC’s hoping that the issues would someday be sorted out.

But as mentioned earlier, the term of the present set of HR Officials at the

Corporate Centre is coming to an end due to retirements and transfers on

promotion. We sincerely wish, that at least now, our issues would be

looked into positively, understanding the sentiments of our officers who

have given their best amidst most adverse situations and constrains. We

should not be pushed into a situation where we will have to, as a

last resort, agitate to claim our issues. Such a situation of bad

21

blood is best avoided considering the crucial period of transition the Bank

is passing through when the morale of the officers need to be kept high.

Let them not be deprived of the benefits they deserve. In the last 50 years the

bank, despite the grappling with the issues of NPA’s, profitability, economic

environment etc., timely revision of benefits and amicable solutions to other

issues were the bank’s first priority. Please look into the above and call us for

discussions immediately in the best interests of the bank and the officers.

Thanking you,

Yours faithfully,

( Y. SU D AR SH AN )

GEN ER AL SEC R ET AR Y

Documents

STATE BANK OF INDIA OFFICERS' ASSOCIATION · Corporate Centre, Madame Cama Road, MUMBAI - 400 021. Madam, MONETIZATION OF LFC SCHEME As you are aware, there is a need to have a relook