STAFF PRIVILEGES

1.PURPOSE

A loan under the scheme shall be granted for purchase of a Car. [New/Second hand].

2.ELIGIBILITY

All permanent cler ical staff who have completed 3 years of confirmed service in clerical cadre. To avail car loan the concerned employee must have 40% take home pay after all deduct ions including deduct ion of car loan instalment through out pendency of the loan. The clerical staff who have availed overdraft facility from the bank is also eligible to avail the loan.

3.QUANTUM

80% of the cost of the motor car or Rs.4.50 lacs. Whichever is lower.

4.RATE OF INTEREST

On Loan amount upto Rs.80,000/- @ 8.5% simple.

And Loan Amount above Rs.80,000/-  Base Rate p.a.simple.

5.REPAYMENT

The loan together with interest shall be repayable in not more than 120 monthly instalments (principal in 90 months and interest in 30 months) or by the date of retirement of the employee or on selling the car whichever is earlier.

Revised Loan scheme to be effective from 09/12/2013.

For Second hand motor car :

Where the clerical staff would like to buy a second hand motor car, the employee has to comply with the following.

I]Second hand motor car should not be more than three years old.

II]A fitness certificate issued by a qualified Automobile Engineer.

III]A valuation Certificate from an approved valuer for the proposed second hand motor car.

TERMS CONDITIONS

Security :

I]Hypothecation of the vehicle to be purchased.

II]Bank's charge is to be registered with respective Regional Transport Authority.

III]Comprehensive insurance with Bank Clause.

IV]      Suitable letter from the employee earmarking all his terminal benefits, namely PF,Gratuity and Leave Encashment as a security for the aforesaid loan.

SANCTIONING AUTHORITY

For clerical staff working in branches/offices under the jurisdiction of any Zonal Office, the respective Zonal Head would be the sanctioning authority. However in case of EL/VL branches, the Head of the branch in SMGS-IV or SMGS-V would be the sanctioning authority and he shall intimate his Zonal head of such sanctions. For clerical staff in Head Office sanctioning authority would be AGM / Dy. General Manager, Personnel.

Circulars: Download

Ref:

H.O Cir No. CHO/PAS/06/2003 dated 05.09.2003

H.O Cir No. CHO/PAS/01/2004 dated 08.01.2004

H.O Cir No. CHO/PMG/35/2009-10 DT 03.02.2010

H.O Cir No. CHO/Retail Banking / 02/2009-10 dt 7.4.2009

H.O Cir No. CHO/PMG/35/2009-10 DT 03.02.2010

H.O Cir No. CHO/PAS/6/2012-13 DT 01.12.2012

H.O Cir No. CHO/PAS/08/2013-14 DT 28/12/2013.

1.PURPOSE

Festival Advance is granted to the employees to enable them to celebrate any of the festivals including National Festivals.

2.ELIGIBILITY

Employees confirmed in the services of the Bank are eligible to avail Festival Advance. Promotees on Probation are also eligible to avail the advance.

3.QUANTUM OF ADVANCE

AWARD STAFF

For Staff under Award [both Clerical and Subordinate staff] who have joined Bank’s Service on or after 6.12.1990 :

Clerical Staff - One month Basic Pay Rounded off to nearest thousands-no upper limit

Subordinate staff - One month Basic Pay Rounded off to nearest thousands-no upper limit

For Staff under Award  [both Clerical and Subordinate staff] who have joined Bank’s Service prior to  6.12.1990

Festival Advance as per existing arrangements, i.e. one month’s emoluments [i.e. Basic Pay + Spl. Pay + DA  excluding HRA & Conveyance allowance] without any ceiling.

The advance is free of interest.If  an employee were on loss of salary or on sick leave with half pay during the preceding month, the Gross salary for the purpose of determining the entitlement shall be computed as if the employee had not been on loss of salary or on sick leave with half pay.

4.REPAYMENT

The amount shall be repaid in 10 equal monthly instalments commencing from the month succeeding the month in which the advance is availed.

5.OTHER TERMS AND CONDITIONS

The employee shall be allowed to avail the advance only once in a calendar year for any one festival.

The advance shall not be made earlier than one month from the date of the festival.

Premature closure of a Festival Advance by an employee with an intention to avail a fresh one shall not be permitted.

Circulars: Download

1.PURPOSE

To meet the expenses for children’s higher education abroad or in professional colleges in India and their marriages;

To meet shortfall in the cost of house/flat to be purchased, expenditure on major repairs / renovation of the house / flat;

To meet expenses in connection with treatment for serious illness of self / dependants / close relatives;

To finance partly / fully for purchase of four / two wheeler vehicles and also for major repairs thereto;

Purchase of consumer durables such as audio / video / home appliances / personal computers etc :

Travelling expenses of self / dependants to visit a place outside India.

To repay the loans availed from other institutions for the aforesaid purposes.

2.ELIGIBILITY :

5 years of completed service in the bank. Take home pay should be 40%.

3.QUANTUM OF LOAN:

One month’s pay for every completed year of service, maximum 10 months ‘pay’. Subject to the following ceilings :

      Officers                                               Rs.90,000/- [maximum]

      Clerical staff                                      Rs.60,000/- [maximum ]

     Subordinate staff                               Rs.30,000/- [maximum ]

Pay - for this purpose includes Basic Pay, stagnation increments, Officiating allowance, PQA and increment component of FPA, special allowances etc, which are qualifying for Provident Fund.

4.RATE OF INTEREST :

0.5% above PLR + interest tax to be compounded quarterly.

5.REPAYMENT :

The period of recovery should be so fixed that the entire loan is recovered within the period of service of the employee or 84 monthly equated installments whichever is less.[installment will be fixed taking into account the interest element.

SANCTIONING AUTHORITY :

Regional managers - for all staff members working in the region CM/ A G M of EL/VL branches - for the staff members working in their branches. AGM Personnel - for staff members working at Head Office including inspecting officers :

In case where disciplinary action is pending/initiated/contemplated the loan will be considered by the respective Zonal Managers/ Dy General Manager, personnel at Head Office.

Request for loan on subsequent occasions will be considered after a lapse of one year from the date of closure of the previous loan.

The eligibility for quantum of advance for the officers/employees who have already availed consumer loan shall stand reduced to the extent of balance outstanding in these accounts.

FOR PART TIME EMPLOYEES :

One month’s pay for every completed year of service, maximum 10 month’s pay subject to the following ceiling;

Permanent Part-time employees working on 1/3 scale wages : Rs.10000/-

Permanent Part-time employees working on ½ scale wages : Rs.15000/Permanent Part-time employees working on ¾ scale wages : Rs.22500/-

Ref No.:    CHO/PMG/13/98 DATED 20.7.98 CHO/PAS/8/98 DATED 18.11.98.

Circulars: Download

PURPOSE

A loan under the scheme shall be granted for purchase of a scooter/Motorcycle/Moped or any other two-wheeler .

ELIGIBILITY :

AWARD STAFF  :  Purchase of Motor-Cycle/Scooter.

Afer completion of 3 years of continuous service. Sub Staff after 7th Stage [Rs.7150] eligible for this loan.

QUANTUM :

Rs.30000/- or 90% of the cost of the vehicle whichever is less.

REVISED QUANTUM OF CONVEYANCE LOAN TO CLERICAL EMPLOYEES

Rs.60000/- or 90% cost of the vehicle whichever is less.

Ref  .CHO/PMG/2/2003 dt 14.1.2003.

REPAYMENT

The loan together with interest thereon, will be repayable in not more than 84 equal monthly instalments.

RATE OF INTEREST

For loan upto Rs.15000/- 7.5% p.a [simple]

For loan beyond Rs.15000/- 12 % p.a [ simple] or bank rate whichever  is higher. The purchase of the vehicle should e made within one month.

SUBOINATE STAFF:For purchase of  Mopeds.

ELIGIBILITY:After completion of 5 years of continuous service.

QUANTUM:Rs.14000/- or 90% of the vehicle whichever is lower.

REPAYMENT:84 equal monthly instalments.

RATE OF INTEREST:7.5 % PER ANNUM

OTHER TERMS & CONDITIONS

The second or third vehicle loan will be sanctioned only after expiry of a period of one year from the date of full adjustment of the previous loan clause was removed as per circular cho/pas/ 3/98 dated 12.2.98. However second or third loan will be sanctioned only after the loan taken earlier together with interest thereon should have been liquidated.

Those who have availed interest free loan Rs.12000/- on 3 occasions may be permitted to avail themselves of conveyance loan for at least one more chance under the revised conveyance loan scheme, which provides a maximum loan limit for Rs.30000/- at the interest rate of 7.5% per annum upto Rs.15000/- and higher of the bank rate or 12% per annum [simple] for the loan amount beyond Rs.15000/-

Ref No :

CHO/PAS/6/94 DATED 3.8.94

CHO/PAS/12/97 DATED 11.7.97

CHO/PAS/3/98 DATED 12.2.98

CHO/PAS/2/99 DATED 27.7.1999

CHO/PAS/1/2000 DATED 6.6.2000

CHO/PMG/2/2003 DATED 14.1.2003

Circulars: Download

Ref No. : CHO/SISB/2/2001-02 Dtd 29.5.2001

Ref No. : CHO/PMG/11/2005 Dtd 1.6.2005

Under this scheme no security is insisted upon upto the loan amount of Rs.4 lacs. In case the loan amount is above Rs.4 lacs, collateral security equal to 100% of the loan or co-obligation of parents/ guardians/third party for 100% of the loan amount is obtained.

Sanctioning authority : For award staff posted at branches/offices [other than Head Office] permission is obtained from the concerned sanctioning authority who is one step  higher.

The security for loan of Rs.4 lacs and above can be in the form of land/building/ government securities/ public sector bonds/units of UTI, NSC,KVP,LIC Policy, Gold, Shares/ debentures, Bank deposit in the name of student/parents/guardians or any third party.

As per recent guidelines, upto Rs. 4.00 lakh, no security be insisted upon While according permission to the members of staff for standing a co-borrower in the subject loan.

Ref No. PSD/ESW/COM/2008-09/799 dtd 1.1.2009.

Circulars: Download

More than one member of same family can avail education loan upto Rs.4 lac and each applicant will be treated as individual loan without clubbing/insisting the income of the family and the security.

RBI has clarified that education loan is given for an individual and the limit of Rs.4 lakhs is also for an individual and not a loan for family as a unit and that any number of applicants belonging to the family may be sanctioned loans upto Rs.4 [four] lacs individually, with insisting any security”.

Ref No. CHO/Retail Bkg Dept/14/2009-10 dtd 6.9.2010.

Circulars: Download

UCO Shelter loan can be extended to the members of staff for purchase/construction of second house/ ready built flat for residential purpose, who have outstanding balance in the staff housing loan account at the same rate of interest subject to maintaining 40% net take home pay.

Extension of second UCO shelter loan to the staff members [workmen and officers] after one year of disbursement of first loan will be permitted for repairs/renovation/extension of existing house.

The period of repayment of UCO shelter loan to the employees who are retiring within the next 10 years may be extended beyond the date of superannuation till attainment of 65 years of age, provided matching fixed deposits against the outstanding loan balance is obtained from the employees and kept under lien to the bank.

Ref No.CHO/PMG/3/06.07 DTD 18.5.06.

Circulars: Download

ELIGIBILITY: After completion of TWO YEARS.

QUANTUM:

1.Up to 35 lakhs for CLERKS

2.Up to 20 Lakhs for SUBSTAFF

INTEREST: 5% SIMPLE upto 1.10 lakhs and 8% simple above 1.10 lakhs.

RECOVERY: 360 monthly instalments , upto age of 70  

REF : CHO/PMG/12/2015-16 DT 3.7.2015

HOUSING LOAN FOR REPAIRS, RENOVATION AND ADDITION

ELIGIBILITY: After completion of 7 years from date of acquiring the property.

QUANTUM :

1.UPTO 6 LAKHS FOR CLERKS

2.UPTO 3 LAKHS FOR SUBSTAFF.

Circulars: Download

Q. A1: What is the name of the scheme?

Ans : Medical Insurance Scheme for the Officers / Employees of IBA Member Banks parties to the Bipartite Settlement / Joint Note dated 25th May 2015 in lieu of existing Hospitalization Scheme.

Q. A2 : What is period of Policy?

Ans: 1st October, 2015 to 30th September, 2016 to be renewed on annual basis.

Q. A3 : For whom this scheme applies to?

Ans : This scheme applies to:

1.All existing Officers, Employees and their dependent Family members (Spouse + Dependent Children + any two of the Dependent Parents / Parent-in-law)

2.All new Officers / Employees from the date of joining as per their appointment letter

3.Continuity benefits coverage to Officers / Employees on retirement and also

4.The Retired Officers / Employees who may be inducted in the scheme.

Q. A4 : What is Sum Insured?

Ans: The Sum Insured for Hospitalization and Domiciliary Treatment Coverage as defined in the scheme per annum

Officers : Rs. 4,00,000/-

Clerical Staff : Rs. 3,00,000/-

Sub Staff :Rs. 3,00,000/-

Q. A5 : Whether Sum insured applicable per head or per family basis?

Ans: This policy operates on floater basis, i.e. the applicable Sum Insured floats over the covered family members and full sum insured may be consumed for the treatment of any of the single member or collectively by entire family in a given policy period.

Q. A6 : Does this scheme apply to the dependents with any age and other restrictions?

Ans : There is no age limit for dependent children and Dependent Parents / Parent-in-law. A child and also the parents would be considered dependent if their monthly income does not exceed Rs.10000/- per month as defined in this scheme till further revision by Indian Bank’s Association.

Q. A7 :How and when the coverage under the scheme would commence?

Ans: On receipt of list from the member Bank mentioning the data of the employees bifurcated into

1.Officers with the data of their dependent family members

2.Clerical Staff with the data of their dependent family members

3.Sub staff with the data of their dependent family members

Q. A8: What would happen in case of hospitalization of any dependent family members whose data yet to be provided to TPA?

Ans: Claim of such member would be settled on certification and recommendation of the appropriate authority of the respective Bank by the authorized TPA.

Q. A9 : Who is the authorized TPA and by whom the TPA is appointed?

Ans: The Heritage Health TPA Pvt. Ltd. has been appointed by the United India Insurance Co. Ltd., the lead Insurer.

Q. A10 : In case of Hospitalization whether all treatment charges are payable under this scheme?

Ans: Reimbursement of following treatment charges are available under the scheme in case of hospitalization for more than 24 hours: -

1.Room, boarding expenses not exceeding Rs.5000/- per day or actual whichever is less

2.ICU (Intensive Care Unit) not exceeding 7,500/- per day or actual whichever is less

3.Doctor, Nursing and all other treatment related expenses for which hospitalization has been advised by the treating doctor and appear customary and reasonable will be reimbursed under the scheme.

4.Hospitalization expenses incurred for Donor (excluding cost of organ) in case of organ transplant of the insured member.

Q. A11 : In case of hospitalization for less than 24 hours whether any reimbursement scope available in the scheme?

Ans: Yes, in case of Day Care treatment for specified diseases (mentioned in the Policy) in the following situations:

1.Any surgery under GA/LA in a hospital/day care center where patient stays for less than 24 hours because of technological advancement.

2.Such procedure would have required hospitalization for more than a day

Q. A12 : Is there any scope for reimbursement in case patient is treated at Home?

Ans: Yes, that this is called Domiciliary Hospitalization benefit and this scheme has been extended to cover medical treatment for an illness/disease/ injury which in the normal course would at home under any of the following circumstances:

1.The condition of the patient is such that he/she is not in a condition to be removed to a hospital or

2.The patient takes treatment at home on account of non-availability of room in a hospital

3.Domiciliary Treatment shall also be covered under this scheme i.e. Treatment taken for Specified Diseases which may or may not require hospitalization as mentioned in the scheme and such Domiciliary Hospitalization / Domiciliary treatment has to be certified by the recognized Hospital authorities and Bank’s Medical Officer when reimbursement would be considered 100% or actual basis subject to limit of sum insured. The cost of Medicines Investigations, consultations etc. In respect of Domiciliary treatment shall be reimbursed for the period stated by Specialist and / or the attending doctor and / or the bank’s medical officer, in prescription. If no period stated, the prescription for the purpose of reimbursement shall be valid for a period not exceeding 90 days.

Q. A13 : Apart from Hospitalization expenses any other incidental expenses incurred by the member whether payable under the scheme?

Ans: Yes, following additional benefits are available under the scheme:

1.Pre Hospitalization treatment expenses related to the disease up to 30 days maximum incurred prior to 30 days of hospitalization.

2.Post hospitalization treatment expenses as per follow up treatment advice on discharge up to a period 90 days maximum from the date of discharge.

3.Additional Ex-Gratia for Critical Illness:

In addition to reimbursement covered under this scheme, Officers / Employees (Only officers / employees and not their dependents or Retired Officers / Employees) shall be provided additional ex gratia of Rs.1,00,000/- in case an employee contracts a Critical Illness as listed in the Scheme. The benefit shall be provided on first detection/ diagnosis of the Critical Illness Hospitalization is not required to claim this benefit.

Q. A14 : Whether Maternity benefit can be availed under the scheme? If yes, what are the limits?

Ans : Hospitalization expenses in respect of the new born child can be covered within the Mother’s Maternity Expenses. The maximum benefit allowable under this section will be up to Rs.50,000/- for normal delivery and 75,000/- for Caesarean Section.

Maternity expenses / treatment shall include:

1.Medical treatment expenses traceable to child birth (including complicate deliveries and Caesarean sections incurred during hospitalization)

2.Expenses towards medical termination of pregnancy during the policy period

3.Pre-natal & post-natal charges in respect of maternity benefit are covered under the policy up to 30 days and 60 days only, unless the same requires hospitalization.

4.Complications on maternity would be covered up to the Sum Insured plus the Corporate Buffer

Q. A15 : Whether any expenses related to complications of new born baby after birth is recoverable under this scheme?

Ans : All expenses incurred on the new born baby during maternity will be covered in addition to maternity limit and up to Rs.20,000/-

Q. A16 : Whether transportation charge for shifting of patient to hospital and home is reimbursable?

Ans: Ambulance charges are payable up to Rs.2,500/- per trip maximum for carrying patient to hospital and  / or transfer to another hospital or transfer from hospital to home if medically advised. Taxi and Auto expenses in actual (maximum up to Rs.750/- per trip) may also be considered based on valid proof of such incurred expenses.

Q. A17 : Whether any treatment in OPD set up is reimbursable?

Ans : Only treatment taken for Accidents can be considered even on OPD basis in Hospital.

Q. A18 : Whether charges incurred for Nurse / Attendant during hospitalization period is reimbursable?

Ans : Such charges during hospitalization will be payable only in case of recommendation from the treating doctor in case of stay in ICU/CCU, Neo Natal nursing care or any other case where the patients critical and required special care.

Q. A19 : Whether alternative treatments apart from “Allopathy” are covered under this scheme?

Ans : Yes, Alternative Treatments are forms of treatment other than treatment of “Allopathy” or “modern medicine” and includes Ayurveda, Unani, Siddha, Homeopathy and Naturopathy in the Indian Context, for hospitalization only and Domiciliary hospitalization treatment only as specified in the scheme.

Q. A20 : For Ayurvedic treatment is there any specific guideline in the scheme?

Ans: For Ayurvedic Treatment, hospitalization expenses are admissible only when the treatment has been undergone in a Government Hospital or in any Institute recognized by the Government Hospital or in any Institute recognized by the Government and / or accredited by Quality Council of India / National Accreditation Board on Health.

Q. B1 : How enrolment of membership in the scheme would be done?

Ans : The member Bank will submit their employee data along with photographs and the pay the premium to Lead Insurance Company i.e. United India Insurance Co. Ltd.

Q. B2 : What is ID card and for what purpose the same will be used?

Ans : The TPA will issue and Identification (Physical / E Card) card to each insured for identification purpose. The ID card has a unique number which will be helpful in communication with the TPA and this number should be quoted in all communications with the TPA.

Q. B3 : Is photo ID card necessary?

Ans : The ID cards will be mainly useful in availing cashless. Hence, photo ID card is necessary for availing cashless facility. Till the time, employee data & photographs are provided to the TPA, cashless facility will be provided after due confirmation from the authorized personnel of the bank.

Q. B4 : How will I get my ID card?

Ans : E-card will be generated shortly on receipt of the employee / dependent data and made available on our Website which can be accessed and downloaded.

Physical ID cards will be issued after receipt of insured data & photographs. The ID card kit will be sent to the respective zonal offices.

Q. B5 : What documents do I get along with Physical ID cards?

Ans : A Guide Book for the insured containing general information and important tips related to claim procedures, List of Network Hospitals / Nursing Homes throughout India; specimen of Pre-authorization Request Form for cashless hospitalization purpose.

Q. C1 : What is Cashless claims?

Ans : Cashless Claim service is the service where patient need not to pay any amount either as a deposit at the time of admission or for the admissible treatment cost as per hospital bills subject to policy terms & condition. This facility is available only at network providers. To avail the “Cashless Service” patient need to get an authorization from Heritage for hospitalization in the network.

Q. C2 :  Is there any time limit for cashless?

Ans : TPA would ensure prompt cashless authorization on receipt of such request, through completed pre-authorization request as per format annexed in Guide Book. In case of Emergency hospitalization insured may submit the copy of ID within 24 hours of admission to the TPA Desk of the hospital.

Q. C3 : What is a Reimbursement claim?

Ans : Claim for which cashless benefit not extended / availed, such claim is referred as “Reimbursement” claim. In other words, expenses incurred by insured for hospitalization treatment upfront and subsequently request placed for reimbursement.

Q. C4 : What is intimation?

Ans : Intimation is preliminary notice of claim with particulars relating to policy number, name of insured person in respect of whom claim is to be made, his / her ID Card Number & / or Employee S.R. Number; nature of illness / injury and name and address of attending Medical Practitioner / Hospital / Nursing Home to the TPA. It is required to record claim on reimbursement basis.

Q. C5 : Is there any time limit for intimation?

Ans : Intimation of claims should be made at the earliest within 7 days from time of admission or before time of discharge whichever is earlier.

Q. C6 :What is Network Hospital?

Ans : Hospital / Nursing Home is having agreement with TPA for providing cashless facility to the insured members of the concerned TPA.

Q. C7 : What is Non/Network Hospital?

Ans : Any Hospital / Nursing Home not enlisted in the Network of the TPA for providing cashless facility.

Q. C8 : Where do It get list of Network Hospital?

Ans : An updated list of Network Hospitals in available on our website i.e. www.heritagehealthtpa.com and / or with our call centre / helpline.

The list is also available in the Guide Book issued by us along with ID card which is subject to change.

Q. C9 : I want cashless facility for my planned treatment, please guide me.

Ans : For planned hospitalization, insured to approach network hospital of his/ her choice along with Photo ID card. Doctor’s advice for hospitalization, prescription / consultation, all investigation reports etc. The network hospital would arrange to forward to TPA duly filled in pre-authorization request form seeking cashless authorization of the insured.

Q. C10 : What will I need to do in case of an Emergency admission?

Ans : In case of emergency admission to Network hospital ID card and other treatment details to be made available to the hospital within 24 hours from the time of emergency admission. Hospital will arrange to forward documents along with completed pre-authorization request from to TPA for cashless authorization.

In case of non-network hospital, concerned employee must coordinate with the TPA with full details. At Toll Free No.: 1800 102 4547 Help Line No.: 033-4033 4141

Q. C11 : What documents are required for availing cashless?

Ans : Photo ID card, Doctor’s advice for hospitalization, Prescription / consultation, all investigation reports etc to be submitted to the Cashless Desk of the network hospital who will arrange for completed pre-authorization request form.

Q. C12 : I have not yet received ID card, what should I do to avail cashless?

Ans : Cashless facility will not available in the absence of Photo ID card duly issued by the TPA.

However, during the transition period. The same can be considered on timely receipt of:

1.Copy of employee’s identity card bearing employee ID card photo,

2.Email from concerned nodal officer of the concerned Bank, indicated employee ID No., sum insured etc.

Q. C13 : What documents shall I get on discharge from hospital in cashless case?

Ans : The hospital will submit all original documents directly to TPA for payment in cashless cases. The copy of Discharge Summary with advice of follow up treatment, copy of final bill etc may be collected by the patient party. However, original money receipt against payment by patient will be made available.

Q. C14 : What is the process of bills settlement of the hospital in cashless?

Ans : The patient must sign the final bill before leaving the hospital. Hospital will submit all original documents to TPA seeking payment against authorization. Payment to Hospital would be directly made by TPA after due verification.

Q. C15 : Cash I claim for the expenses incurred during pre-hospitalization & post-hospitalization?

Ans : Yes, as per the policy term and condition, the expenses of 30 days prior to & related to the diseases for which insured have been hospitalized and 90 days after date of discharge can be claimed on production or original bills, cash memos, prescription reports etc.

Q. C16 : What is the process of getting reimbursement claim?

Ans: In case of submission of request seeking reimbursement of treatment cost, insured should submit:

1.Claim form duly completed showing his/her total monetary claim by enclosing original

2.Prescription, bill / receipt and Discharge Certificate / Card from the Hospital

3.Cash Memos from Hospitals (s) / Chemists (s), supported by proper Prescriptions

4.Receipt and Pathological Test reports from Pathologist supported by the note from the attending Medical Practitioner / Surgeon recommending such Pathological Test related to hospitalization treatment.

5.Certificate, if any, from attending Medical Practitioner / Surgeon that the patient is fully cured.

Q. C17 : Is there any time limit for submission of claim documents?

Ans : For hospitalization and pre-hospitalization expenses, claim should be made within 30 days from the date of discharge from hospital. For Post hospitalization (available up to a period of 90 days from date of discharge) claim should be submitted to the TPA within 30 days from the date of completion of such treatment.

Q. C18 : How payment will be made in reimbursement of my expenses?

Ans : Reimbursement claim settlement would be made by directly transferring the amount of settlement to the bank account of the employee through NEFT/ RTGS.

Q. C19 : Whom do I contact for my queries / question related to claims?

Ans : To the office of TPA in their Dedicated set up –

Toll Free No. : 1800 102 4547 Help Line No. : 033-4033 4141

Q. C20 : Is there any Time limits for approval of Cashless Hospitalization Claims?

Ans : Authorization of Initial Cashless facility- Within ½ Hour from receipt of complete documents

Authorization of Final approval on– Within ½ Hour from receipt of Discharge during Cashless facility complete Documents.

Q. C21: Is there any Grievance Redressal mechanisam?

Ans : In case of any grievance may contact TPA at

Email ID for grievance and complaint [email protected]

Finally, disputes arising out of decision TPA, it any, would be resolved by constitution of Regional redressal committee constituted at each R.O. as per administrative guideline issued.

  1. Claim Intimation Copy duly received by Policy Issuing Office / TPA within 7 Days from Date of Admission.

  2. Reason for Delay in submission of documents / intimation copy, if not submitted timely as per Policy T/C.

  3. Duly filled in Claim Form, with Claimant Signature mentioning Exact Claim Amount, Contact Details, E-mail etc.

  4. Hospital Discharge Certificate in original with Date & Time, Details of Treatment.

  5. All the Prescriptions, Money Receipts / Cash Memo, Investigations Reports, Hospital requisitions and other supporting documents, in original.

  6. Advice for Admission and First Prescriptions with clinical notes, in original.

  7. Hospital Bill with detailed break up along with Money Receipts in original.

  8. In case of Implant – Sticker & Tax Invoice with money receipt in original (For Cataract, Patient Lens Identification Card Mandatory)

  9. In accidental cases – Self Statement / FIR / Medico Legal Report

  10. Investigation Reports along with plates, in original

  11. Any other relevant documents pertaining to claim.

N.B. Photocopies & Scanned Copies not acceptable. All original documents required.

Heritage Health TPA Pvt. Ltd.

Dedicated Back-office team for UCO Bank Employee Policy Contact Details – 24 x 7

Direct No.: 033-4033 4141 (Website: www.heritagehealthtps.com)

Toll Free No.: 1800 102 4547

E-mail ID:

For Any info: [email protected]

For Any Complaint: [email protected]

Fax No.: 033-22100837 / 22310287

From 10.00 a.m. to 6.00 p.m. (Monday to Saturday)

For Cashless Claim Related Issues:

Mr. Sumit Deb - 99033 15764, [email protected]

For Reimbursement Claim Related Issues:

Mr. Prasun Ghosh – 98300 32920, [email protected]

For Card Related Issues:

Mr. Rajat Ghosh - 94750 66448, [email protected]

NODAL OFFICER

Mr. Prasun Ghosh - 98300 32920, [email protected]

ESCALATIONS – LEVEL 1

Mr. Sanjeev Kumar (Manager) – 94774 45055, [email protected]

ESCALATIONS – LEVEL 2

Cashless: Dr. Kumar Chatterjee (Sr. Manager) – 98308 95322, [email protected]

Reimbursement : Mr. Pankaj Singh (Sr. Manager) – 97484 15754 [email protected]

QUERY OFFICER

Mr. Somnath, 096412 34436

ELIGIBILITY

Minimum length of service reduced from 3 years of 1 year.

Maximum permissible OD limit can be availed by the employees with more than 10 years of service.

Rate of interest will be at One Year MCLR of the bank to be applied on monthly rests .w.e.f 26/04/2017

The proposed overdraft facility will be secured by marking lien on the employees/officers terminal benefits, namely PF, Gratuity, and leave encashment on the basis of an under taking to be submitted to the bank to this effect by the employees/officers concerned.

OVERDRAFT LIMIT

Clerical:

Above 1 Yrs upto 5Yrs - 1.5 lac

Above 5 yrs upto 10 yrs-Rs. 3.5 lac

Above 10 Yrs-Rs. 5 lac

Officiers:

Above 1 yrs upto 5 yrs-Rs. 3 lac

Above 5 yrs upto 10 yrs-Rs. 5 lac

Above 10 yrs-Rs. 8 lac

Subordinate Staff

Above 1 yrs upto 5 yrs-Rs. 0.75 lac

Above 5 yrs upto 10 yrs-Rs. 1.5 lac

Above 10 yr-Rs. 3 lac

DOCUMENTATION

A]     Application in the prescribed format.

B]     Demand Promissory note.

C]     Letter of waiver.

D]     Letter of continuity.

E]     Lien letter on terminal benefits, namely PF. Gratuity and leave encashment.

CONVERSION OF OD INTO TERM LOAN:

Employees have option to convert Over Draft facility into term loan and the repay the outstanding amount with interest within the remaining years of service in equal monthly instalments. not exceeding 7 years, the repayment schedule will be drawn taking into consideration 60 monthly instalments.

Ref no.CHO/PMG/25/2002 dated 24.9.2002

Ref No. PER/ER/[Nego]/4-20/2001 dated 23/10/2002

Ref No.CHO/PMG/8/2003 dtd 22.2.2003

Ref No. HOCL/PMG/8/2003 dt 25/08/2003 Ref No.CHO/PMG/2/2004 dtd 8.1.2004

Ref No.CHO/PMG/31/2005 dtd 10.11.2005

Ref No. CHO/PMG/40/2009 dt 11/03/2010

Ref No.CHO/PMG/25/2013-14 DATED 28/12/2013

Ref No.CHO/PMG/26/2014-15 dtd 30/09/2014

Circulars: Download

PURPOSE

To meet marriage expenses of an employee or his/her  daughter/dependent sister.

ELIGIBILITY

Employee who is confirmed in service and has put in a minimum of 2 years of continuous service.

QUANTUM

An amount equivalent to 5 times of gross salary last drawn subject to a maximum of Rs.50000/only.

RATE OF INTEREST

Base Rate + 1% [compound] p.a.

REPAYMENT

60 monthly instalments.

OTHER TERMS & CONDITIONS

1. 40 % take home pay after all deductions including deduction of the instalment of the marriage loan.

2.Employee against whom disciplinary action/legal proceeding is/are contemplated/initied/ pending, marriage loan will not be sanctioned. In case of minor misconduct, the Bank, at its discretion, may waive his condition.

3.A member of staff availing overdraft facility will not be eligible for this loan.

Ref No. H.O Cir CHO/PMG/2010-11/48 DT 16.03.2011.

Circulars: Download

UNIFORM  [circular references]

Ref No.CHO/PAS/30/86 DTD 29.12.1986.

Ref No.CHO/PAS/8/2003 dtd 10.12.2003

Ref No.CHO/PAS/10/87 DTD 18.4.87

Ref No.CHO/PAS/15/87 DTD 9.12.87

Ref No.CHO/PAS/17/88 dtd 31.1.88

Ref No.CHO/PAS/7/92 DTD 17.12.92

Ref No.CHO/PAS/7/94 DTD 31.8.1994

Ref No.CHO/PAS/1/95 dated 7.3.95

Ref No.CHO/PAS/4/99 DTD 26.10.99

Ref No.CHO/PAS/04/08-09 dtd 20.3.2009

Ref No.CHO/PAS/05/11-12 dtd 21.1.2012

W.e.f the revised cost of Turban  is Rs.300/- per piece. Cost of Dupatta is Rs.150/- per piece. W.e.f 2009

Category-Summer Uniform-Winter Uniform

Sub- Staff-Rs.565/- per set-Rs.1560/- per set

Armed Guard, Driver & Watchman-Rs.600/- per set-Rs.1560/- per set

Female Sub-staff-Rs.480/- per set-Rs.1560/- per set

Ladies using Dupatta may be permitted Rs.150/- per set of uniform in addition to the above limit.

Eligilibility---Permanent full-time members of subordinate staff, permanent part-time workmen in sub-ordinate cadre working not less than six hours per week.

Summer uniform---3 sets of terry cotton/terry khadi uniform once in 2 years.

Winter uniform---1 set of woolen uniform once in 3 years.

Hilly Areas---One set of woolen uniform to be supplied to every eligible member of subordinate staff in hilly area, where there is the practice to supply one woolen uniform every year by 31st august every year. One set of terri-khadi/terri-cotton uniform to be supplied in 3 years and supply should be made in March in the year of entitlement.

FEMALE EMPLOYEES

SUMMER UNIFORM-2 White cotton/polyster sarees with blue border and 2 navy blue cotton /polyster blouse may be supplied to each female member of the subordinate cadre every year.. The supply should be made on or before 31st January of the year of entitlement.

WINTER UNIFORM-1 Navy blue full-sleeve sweater and one black woolen shawl may be supplied once in every 3 year period. The supply should be made on or before 31 st October of the year of entitlement.

COST OF SHOES-to subordinate staff [watchman, armed guards, electricians, air conditioning plant helpers and drivers ] with a pair of shoes once in two years. w.e.f from 1.1.2012 cost of shoes rate enhanced to Rs.500/-.

For watch/ward staff issue of Caps, Leather Belts, Shoulder titles will be supplied by Head Office. Branches should send their requirements of above materials to regional office for submission to Head Office.

Circulars: Download

Ref No.HOCL/PMG/23/2006 DTD 27.2.06

RefNo. CHO/PMG/40/2005-06 dt 24.3.2006

Ref No. CHO/PMG/19/2015-16 dt 18.8.2015

On reaching superannuation a memento costing not more than Rs.5000/- as retirement sendoff to the employees who retire from the bank’s service.

On the date of retirement, the retiree employee may be given a flower bouquet and a packet of sweets besides the retirement send off.

The Branch/office can contribute @ Rs.40/- per employee to meet the expenses of the farewell party. In case of extra large branches, such arrangements may be made departmentwise.

Circulars: Download

Ref No. CHO/PMG/26/98 DTD 29.12.98

W.e.f 1.7.1997 the maximum amount receivable by employees as cash equivalent of leave salary in respect of the period of earned leave at their credit at the time of their retirement whether on superannuation or otherwise, is Rs. 2,40,000/-.

Circulars: Download

The Eligible Employee (who completes 25 years of blemishless service in the Bank) will give a declaration about purchase of Milestone award of his choice Which will be settled at branch level within the maximum Ceiling of Rs 2000.

Ref:

CHO-PMG-20-2017-18

CHO-PMG-42-2016-17

Ref NO.CHO/PAS/9/2005 DTD 30.9.2005.

The Daftary who will be found as best in their work performance will be Rewarded with a cash prize of Rs.3000/- [Rs,three thousand only]. The Regional Head shall be the authority to adjudge the best performing Daftary.

Circulars: Download

W.e.f 1.11.2005 Deputation allowance payable to workmen staff will be as under :

4% of Basic pay – Maximum Rs.375/- p m for deputation to  Regional Rural Banks/District Industries Centres/Debts Recovery Tribunals at the same station.

7.75% of Basic pay – Maximum of Rs.750/- pm for deputation to Regional Rural Banks/District Industries Centres/Debt Recovery Tribunals at an outstation centre.

Ref No CHO/PAS/13/2006 Dt 30.01.2006

Circulars: Download

Ref No.CHO/PAS/3/2007 DATED 14.6.2007

For trainees attending non-residential training at all centers @ Rs.2/- per kilometer subject to a ceiling of Rs.40/- or the actual expenses, whichever is less, per day.

The above rates of reimbursement will also hold good for attending cash remittances or any other Bank’s work outside the branch/office.

This has come to effect w.e.f.14.6.2007.

Ref  No. CHO/PAS/14/2010-11 Dated 21.2.2011

For trainees attending non-residential training at all centers @ Rs.3/- per kilometer subject to a ceiling of Rs.60/- or the actual expenses, whichever is less, per day.

The above rates of reimbursement will also hold good for attending cash remittances or any other Bank’s work outside the branch/office.

Circulars: Download

w.e.f.1.06.2015

Places with population of 12 lakhs and above and states of goa

Clerical-Rs.700/- per diem

Subordinate-Rs.500/- per diem

Places with population of 5 lakhs and above, State Capitals/Capitals of union territories not covered in {A}

Clerical-Rs.600/- per diem

Subordinate-Rs.400/- per diem

Other places

Clerical-Rs.450/- per diem

Subordinate-Rs.250/- per diem

Ref:CHO-PAS-04-2015-16

Ref No. CHO/PMG/6/96 DT 12.2.96

CHO/PMG/05/2002 DT 8.2.2002 Rs.200/-

CHO/PMG/32/09 DT 14.3.09 Rs. 400 /CHO/PMG/14/2014-15 Dt 16/07/2014

The conveyance allowance payable to Blind and orthopaedically handicapped employees and Deaf and Dumb  shall be at the rate of 5% of basic pay subject to a maximum of Rs.400/- p.m.

Circulars: Download

Ref No. SCL/21/84 dtd 28.4.1984.

Ex-servicemen employed in the bank, both officer and the staff under award, the entire service rendered by them in defence forces may be taken into consideration for the purpose of qualifying service necessary to avail of housing loan, marriage loan, conveyance loan and consumer loan provided the applicants are confirmed in Bank’s employment.

Ref No. CHO/PMG/11/99 dtd 28.6.1999

Rationalisation of officiating arrangements - clarifications.

In the absence on leave or otherwise of the Branch Manager in JMG-I, who is the only officer posted therein, if the clerical staff first available in the line of eligibility, who is not working in any functional allowance bearing post, is found to be junior to the Head Cashier, the Head Cashier shall be allowed to officiate in the place of the Branch Manager until an alternative arrangement is made. If a Special Assistant is also posted, he shall be permitted to officiate in the place of Branch Manager until an alternative arrangement is made.

In the exigency of temporary acting in the post of Special Assistant, if the clerical staff first available in the line of eligibility who is not working in any functional allowance bearing post is found to be junior to the permanent Head Cashier, or permanent holder of any lower functional allowance than Head Cashier, the senior most among the clerical staff working in both cash and accounts departments or exclusively in Accounts Department including the permanent Head Cashier or any other permanent functional allowance holder in clerical cadre would temporarily act in the post of Special Assistant. But in such circumstances, no further acting arrangement would be permitted in the resultant post except in the post of Head Cashier/CTO/ALPMO/DEO/Teller.

In the exigency of temporary acting in the post of Head Cashier, if the clerical staff first available in the line of eligibility who is not working in any functional allowance bearing post in junior top the Assistant Head Cashier or the teller posted in the branch, the senior among concerned Assistant Head Cashier/Teller would temporarily act in the post of Head Cashier. In such a case further acting arrangement would be made in the post of Teller if the teller temporarily acts in the post of Head Cashier, but no further acting arrangement would be permitted in the post of assistant Head Cashier if the Assistant Head Cashier temporarily acts in the post of Head Cashier.

Circulars: Download

HO/PSD/2-20/2008-09/ dt. 11.01.2010

In all CBS branches they should be provided with atleast two officers so that at no point of time there will be death of Officers to act as BH OR ABH. However, where a workmen staff including a Special Assistant will be authorized by the concerned Zonal Office to use the power of ABH/BH in a CBS branch, where both BH/ABH are on leave and no other office is also available, workmen staff may be permitted officiating allowance as per bipartite settlement for the days involved.

Circulars: Download

CASUAL LEAVE

Ref .No. CHO/PMG/2/98 DTD 31.1.1998

An employee 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.

Holidays and weekly offs falling within the period of casual leave will not be treated as a part of casual leave.

Casual leave may be taken on grounds of sickness without production of a medical certificate, provided the total period of sickness does not exceed 4 days.

Casual leave not availed by an employee in a Calender Year shall be converted into sick leave on full substantive pay . Such leave not exceeding a day if availed on grounds of sickness, shall be allowed without production of medical certificate.

SICK LEAVE

An  employee shall be granted sick leave at the rate of one month for each year of service subject to a maximum of  18 months during his entire service provided that where an employee has put in service of 24 years, he shall be eligible to additional sick leave at the rate of one month for each year of service in excess of 24 years, subject to three months of additional sick leave.

Sick leave admissible for service in excess of 24 years of service shall be on half substantive pay but shall be permitted on request on full substantive pay, such leave on full substantive pay being entered as twice the amount of leave taken in his sick leave account.

SPECIAL SICK LEAVE

With Salary for a maximum period 30 days would be sanctioned to an employee while on hospitalisation for donation of kidney or any organ.

PRIVILEGE LEAVE

The  amount of privilege leave earned which shall be on substantive pay, shall be one month for completed service of 11 months.

Calculation of privilege leave earned shall be done @ one day for 11 days of active service. Provided that fraction of a day of earned leave if any shall be taken as full pay. Such calculation has to be done only for the limited purpose of calculation of entitlement. The workmen will be eligible for such leave only after the completion of 11 months’ service, and for calculating privilege leave, all types of leave availed except casual leave will be excluded.

If leave applied for by an employee has been refused such employee will be entitled to accumulate leave in excess of the maximum prescribed until such time when the bank is in a position to grant him leave.

The privilege leave due to an employee is the period which he has earned diminished by the period of leave actually taken.

An employee other than a member of the Executive Committee of a registered Trade Union of bank employees will not be entitled to take privilege leave on more than 4 occasions in a calendar year, but there will be no limitations as to the minimum number of days for which leaver may be taken on these occasions. In determining the number of such occasions the following occasions shall not be included.

When an employee has proceeded on privilege leave and is recalled to duty by the bank. When an employee has been granted privilege leave on grounds of sickness, In special circumstances an application may be made for the grant of such leave on more than three occasions in a calendar year and it will then be in the absolute discretion of the bank concerned whether to grant such leave or not.

An employee may avail of privilege leave for a period of more than 4 days at a time on grounds of sickness on production of medical certificate. 15 days Notice would be sufficient to avail Privilege Leave.

Privilege leave accruing to an employee  shall be allowed to be accumulated beyond 180 days upto a maximum of 270 days.

Workmen would be entitled to encash the accumulated leave to his credit at the time of retirement.

If a workmen dies in service, his heirs will be paid salary for the leave accrued to him at the time of death.

A workman at the time of his retirement, or his heirs, in the event of his death would be entitled to encash the accumulated privilege leave upto the maximum of 240 days.

The benefit of PL Encashment is extended to workmen employees resigning from the Bank’s service after complying with rules/regulations governing resignation , to the extent of half of such PL standing to the credit of the employees as on date of cessation of service subject to a maximum of 120 days. While arriving at half of such PL the fraction so arrived to be rounded off to preceding lower  number of full days.

Workmen employees imposed with the punishment of compulsory retirement would not be entitled for the benefit of encashment of accumulated PL to his/her credit.

Encashment of Privilege leave while proceeding on leave fare concession shall be permitted as under :-

[a]        for availment of LFC under 2 year block – maximum 15 days either in each Block or 30 days in one block.

[b]        for availment of LFC under 4 year block – maximum 30 days.

MATERNITY LEAVE

Maternity leave, which shall be 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.

Leave may also be granted once during service to a childless female employee for legally adopting a child who is below on year of age for a maximum period of 6 months or till the child reaches the age of one year, whichever is earlier subject to the following terms and conditions:-

Leave will be granted for adoption of only one child.

The adoption of a child should be through a proper legal process and the employee should produce the adoption deed to the Bank for sanctioning such leave.

The above facility of Materinity Leave would also be available to a biological mother in cases where the child is born thorugh surrogacy.

Paternity Leave would be extended on the lines of Government employees. i.e. 15 days at a time on 2 occasions.

Materinity Leave, within the overall entitlement, would be granted for 60 days (now 45 days) in the case of hysterectomy.

The temporary and part-time employees are also eligible for grant of leave for adoption of a child and where the child is born thorugh surrogacy.

A competent authority may grant leave of any other kind admissible to the employee in combination with or in continuation of maternity leave if the request for its grant is supported by sufficient medical certificate.

Circulars: Download

Ref No.CHO/PMG/7/98 DTD 2.5.1998

Duty of the Employer or other responsible persons in work places and other institutions : It shall be the duty of the employer or other responsible persons in work places or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.

Definition: For this purpose, sexual harassment includes such unwelcome sexually determined behaviour [whether directly or by implication] as

Physical Contact and advances, A demand or request for sexual favours.

Sexually colored remarks

Showing pornography and Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Disciplinary action: Where such conduct amounts to misconduct in employment as defined by the relevant service rules, appropriate disciplinary act ion should be initiated by the employer in accordance with those rules.

Ref No.CHO/PMG/16/2013-2014 DT 25/09/2013.

Constitution of the Internal Complaints Committee at all circle levels and at Zonal Offices in due compliance with the provisions of the Sexual Harrassment of Women at workplace [Prevention, prohibition, and redressal] act 2013.

Ref No.CHO/PMG/43/2014-2015 DT 10/03/2015.

Circulars: Download

Ref No. CHO/PMG/2/97 dtd 3.2.1997

1]Employees of the bank who exercised option under UCO Bank [employees] pension regulations, 1995 may now nominate one or more persons conferring the right to receive the amount of pensionary benefits which having become payable have not been paid, in the event of death of the concerned employees.

2]Nomination may be modified or revoked by submitting a fresh nomination forms.

3]In case of nomination of two or more persons to receive the pensionary benefits in the event of death of the employee, the employee concerned nominating the persons must specify the amount of share payable to each of the nominees in such a manner as to cover the whole of the amount of pensionary benefits that maybe payable in the event of his death.

The nomination form is to be submitted in quadruplicate.

Circulars: Download

In case of death of an employee as a result of or during Bank Robbery or attacks by terrorists, including let-wing extremism on bank employees, the family of deceased will be given compensation by the bank as follows :

In case of death of officers: 20 lacs

In case of death of clerical/sub-staff: 10 lacs

The bank will look after the educational expenses of the children of the deceased upto and inclusive of graduation.

The bank will give immediate employment to one member of the family of the deceased.

In case compassionate appointment is not taken up, the pay and allowances last drawn by the deceased may be extended to the family till one of the children of the family reaches 21 years of age or till the date on which the deceased would have retired on normal course, whichever is earlier.

Ref HO Cir No. CHO/PMG/14/2012-13 dt 10/08/2012

Circulars: Download

As per the Government’s directive, Sabbatical Leave Scheme has been introduced for permanent women employee w.e.f. 1.4.2012.

ELIGIBILITY :

Women Employees who have completed minimum 5 years of service are eligible for sabbatical leave upto 2 years, during their entire service period.

The leave taken shall be for period of at least 3 months at a time and shall not be more than once in a year.

PURPOSE :

Sabbatical leave for any special purpose like medical grounds, to take care of family members or children, to visit spouse, to pursue higher studies.

Ref HO Cir No. CHO/PMG/54/2011-12 dt 30/03/2012

CHO/PMG/35/2013-14 dt 17/02/2014

Circulars: Download

Ref No.cho/pmg/19/87 dtd 29.7.87

Ref No.cho/pmg/12/94 dtd 9.3.94

Ref No.CHO/PMG/21/2000 DTD 24.11.2000

Ref No. CHO/PMG/15/2006-07 DTD 3.11.2006

The bank views sport persons broadly under  two categories, namely

I] Employees who have been recruited in the Bank under ‘sports person’  category and

II]Employees who have sports background and have been associating themselves in the sport activities at various level. [Bank/Club/District/State/Nation]

Employees belonging to above two categories can submit their bio-data.

Circulars: Download

For settlement of pension following papers / Terminal Benefits following documents to be submitted.

Ref No. CHO/PMG/7/97 DT 20.5.97.  for pension

Ref No. CHO/PMG/39/2014-15 DT 06/02/2015

Ref No CHO-PMG-33-2016-17 (Latest Circular Dated 16/12/2016)

For Pension

STF -46 Application-cum-information sheet.

STF-47 Application for pension with/without commutation.

STF-48 Specimen letter of undertaking

STF-49 Details of salary paid for the last 12 months.

Two passport -size photographs of the employee jointly with souse duly at tested by the branch, of which one is pasted in STF-47 and other copy stapled therein.

For Family Pension

Format of Family Declaration [Annexure - A]  : to be obtained from the existing employees at the time of their superannuation.

Single Page Family Pension [Annexure - B] to be obtained from the claimant of the family pension.

For submission of claim of family pension branches/offices are advised to obtain 3 sets of single page Family Pension Application [Annexue - B] from the claimants along with its enclosures.

Ref No.  CHO/PMG/2013-14/38  Dt 21/03/2014

For Settlement of Terminal Benefits:

STF 41,42,44,49,45,46[part 1],[part 2],HO-12 and copy of the retirement letter acknowledged by the employee

Circulars: Download

Ref No. CHO/PAS/4/93  dtd 10.3.1993

Ref No.CHO/PAS/3/96   dtd 19.2.96

All clerical staff, including those functioning in different functional allowances bearing posts working in the same branch/office in a city/town/place for more than 5 years are liable to be transferred to another branch/office in the same city/town/place..

Those who have been transferred under the guidelines on rotational transfer and have completed 3 years of stay at the branch/office to which they have been transferred, would be considered for transfer back to their immediately previous branch/office of posting on request subject to availability of vacancy and subject to other administrative guidelines given in circulars/letters regarding transfer on request of award staff.

Joining time of six days [excluding travel time] will be granted to any employee while joining a new post to which he is posted [para 551 of Sastry Award]. Not more than one day [including holiday or Sunday] is permissible when the new appointment takes place within the same town or station [para 550 of Sastry Award].

Travel on duty/Transfers :

Clerks - AC II tier

Substaff - AC III tier

An employee on transfer shall be paid the cost actually incurred for transporting his personal effects as under :

By train

-Non Sub Staff-Sub - staff

a. for married persons-3000 kg-2000 kg

b. for unmarried persons-2000 kg-1150 kg

By Road :

If the places are connected by rail/out agency, actual expenses will be reimbursed for transporting the personal effects by road upto the stipulated weights by an IBA approved Transport Operator.

Compensation/Breakage Allowance while transporting personal effects on transfers;

a.Where an employee produces receipts or a statement of loss in respect of breakages subject to a maximum of :

Clerical Staff - Rs.1500/-

Subordinate Staff - Rs.1000/-

b.Where no receipts/statement of loss are produced, a lumpsum payment of :

Clerical Staff-:-Rs.1000/-

Subordinate staff-:-Rs. 750/-

ROAD MILEAGE RATE :

Where an employee has to travel on duty/LFC between two places he shall reimburse actual road mileage cost or at Rs.6/- per k.m whichever is less.

Ref :Clause 34 of 8th Bipartite Settlement dated 2nd June, 2005.

A]From 2.6.2005, a clerk who passes/acquires direct graduation/Post graduation from universities/Open Universities which are recognized by the UUCG will be granted the 2 additional increments or Graduation Pay is they have reached 20th Stage of the pay scale subject to having passed the foundation course or attended the Bachelor’s Preparatory Programme.

B]Cases prior to 2.6.2005 : Clarifications of IBA vide their

Circular No.534 dtd 7.6.2005.

A provision for release of increment for graduation or graduation pay to non- subordinate employees who acquire graduation/post-graduation qualifications from Universities/Open Universities has been incorporated in Clause 34 of the Settlement. Although this provision takes effect from the date of Settlement, it has been agreed that cases on all non-subordinate employees who have acquired graduation/post-graduation qualification from Universities/Open Universities recognized  by the University Grants Commission prior to the date of settlement may also be considered for release of increment for graduation or graduation pay, subject to the conditions of having passed the foundation course or attended the Bachelor’s Preparatory Programme.

LFC ELIGIBILITY W.E.F. 27.04.2010

Employees are eligible to avail Leave Fare Concession facility to visit their place of domicile or visit any place in India up to eligible distance.

[1] ELIGIBLE CLASS

Sub-Staff-AC 3-Tier

Clerical Staff-AC 2-Tier

[2] ELIGIBLE DISTANCE

[A]Sub-Staff

Once in 2 years-2500 kms

Once in 4 years-5000 kms

[C] CLERICAL STAFF

Once in 2 years-2000 kms

Once in 4 years-4000 kms

The above mentioned distance limit is only for one way travel and reimbursement wil be for both onward and return journey.

[3]ELIGIBLE AMOUNT

TRAIN FARE ON ACTUAL TRAVEL

CLERKS

2 years -5288

4 years -7698

SUB-STAFF

2 years -3950

4 years -6026

ON ENCASHMENT OF LFC

CLERKS

2 years -5288

4 years -7698

SUB-STAFF

2 years -3950

4 years -6026

  • Permanent employees with 11 months service eligible for LFC.

  • Employees have to give their option to avail LFC either in 2 year block or 4 year block.

  • Clerical employees can undertake travel by air : reimbursement will be restricted to the entitled train fare.

  • Employees can undertake the travel by any means of surface transport including taxi or own car within the eligible entitled fare.

  • By giving option, employees can encash the LFC and cash will be paid upto 100% of the entitled train fare of that block.

  • While availing LFC/encashing LFC, employee under 2 year block can encash Privelege leave upto either 15 days in each block or 30 days in one block. Employees under 4 year block can encash upto 30 days.

  • Employees can avail LFC with their family.

  • Employee and family can travel together or avail LFC by separate travel within the block.

An amount of Rs.250/- per month per employee shall be given.

All existing employees in scale wages at branches / offices across the country shall be covered under the scheme.

Ref No.CHO/PMG/35/2012-13 dtd 4.2.2013

Closing allowance will be paid to award staff working in branches. In case of award staff working in Administrative offices, such payment is to be kept restricted to those who are associated with compilation of closing statements  [to be identified by the Zonal Head/ Departmental Head at HO].

Award Staff-Rs 200/-  every half year

Sub-Staff-Rs.150/-  every half year

Sweepers-Rs.100/-  every half year

Sanctioning authority : Branch Heads at branch level, Zonal Heads at Zones and Departmental Heads at Head Office.

Ref. No. CHO/PAS/05/2008-09 DT 30.03.2009

Circulars: Download

Identity Cards will be issued to all the retired employees/officers by the branch where he/she is maintaining account/drawing pension and the cost of photograph will be borne by bank.

The cost of photograph will be reimbursed upon production of photo and its relevant money receipt or bill.

Ref No.CHO/PMG/40/2011-12 dtd 9.12.2011.

Circulars: Download

As per HO Circular no.CHO/PAS/09/2002DTD 7.10.2002 The Personal Committee of Indian Bank’s Association has reviewed their decision , in the context of a host of decisions of Tribunals/High Courts relating to payment of Subsistence Allowance, the annual graded increments are to be taken into account. The committee has decided that banks are to reckon the increments which fall during the period of suspension for calculation of Subsistence Allowance to award staff keeping in view the specific provisions of Awards/Bipartite settlement. As per CHO/PAS/10/2000 Dtd 21.9.2000 The workmen employees, under suspension, will be eligible for subsistence allowance reckoning the revised scales of pay on account of salary revision, even if the date of suspension is prior to the date of salary revision.

Circulars: Download

[1] SPECIAL/SPECIAL CASUAL LEAVES AS PER IBA GUIDELINES

FOR BLOOD DONATION

One day special casual leave on the day of donation. Employee has to produce a certificate from the medical officer of the hospital where he has donated the blood.

FOR EXERCISING FRANCHISE – ELECTION

Where ever the Central or State Government have advised granting of special casual leave to its employees for exercising their franchise in connection with Parliamentary or Assembly Election, special casual leave on the same terms and conditions may be allowed to the employees of the banks.

FOR NON-ATTENDANCE OF OFFICE DUE TO CURFEW

Where an employee was not able to attend the Office on account of imposition of curfew either at the place of residence or at the place of work, the absence should be treated as special casual leave.

If the curfew was imposed only for a part of the working hours either at the place of residence or at the place of work, the employees who attended office during the non curfew part of working hours should be treated as having attended for the full day and the absence of those employees who did not attend during the non curfew hours should be adjusted against their usual leaves.

This special casual leave is provided only where it is physically impossible to attendoffice. This leave is also granted when it is impossible to reach office from curfew bound area which falls between the route from residence and office of the employees and it is also not possible to reach office even avoiding such route and the Government authorities have not permitted employees to travel through curfew bound areas.

FOR FAMILY PLANNING

Special casual leave is granted in the following cases as per Govt.directives to promote family planning.

6 days special casual leave to male employees for undergoing sterilization [Vasectomy Opertion]

14 days special casual leave for female employees who undergo non-puperal tubectomy operation.

1 day special casual leave to female employees who had IDU insertions.

7 days special casual leave to male employees whose wife undergoes non-puperal tubectomy operation subject to the production of medical certificate from the doctor who has performed the operation, to the effect that the presence of the employee is essential for the period of leave to look after the wife during her convalescence after the operation.

An employee developing post-operative complication after sterlisation may be granted special casual leave to the extent of the period for which he or she is hospitalized for such post operative complications, subject to production of necessary certificate from the concerned hospital authorities/authorized medical attendant.

An employee is not entitled to special casual leave after maternity leave, if thesterilization operation/recanalisation was done during the maternity leave.

The special casual leave connected with sterilization, recanalisation under familywelfare programme may be suffixed as well as prefixed to regular leave or casual leave. However, special casual leave cannot be prefixed both to casual leave and regular leave. Special casual leave may either be prefixed to regular or to casual leave and not both. Similarly, special casual leave may be suffixed either to regular leave or to casual leave and not both. The intervening holidays and/or Sundays may be prefixed/suffixed to regular leave as the case may be.

Special leave should be granted to employee who is summoned to attend Courts or departmental enquiries outside the Bank for giving evidence on behalf of the Bank.

[2] INCENTIVE FOR SMALL FAMILY

In terms of the guidelines issued by the Government, incentive for promoting small family is payable where the couple has not more than three living children. However it would be in order, to consider payment of incentive even in cases where a couple who has two living children gets twins at a subsequent delivery.

EXTRAORDINARY LEAVE

Extraordinary leave may be granted to an employee when no ordinary leave is due to him. Except in exceptional circumstances the duration of extraordinary leave shall not exceed 3 months on any one occasion and 720 days  during the entire period of an employee's service.

A competent authority may grant extraordinary leave in combination with or in continuation of leave of any other kind admissible to the employee.

No pay and allowances are admissible during the period of extraordinary leave and the period spent on such leave shall not count for increments.

Provided that in cases where the sanctioning authority is satisfied that the leave was taken on account of illness or for any other cause beyond the  employee's control it may direct that the period of extraordinary leave may count for increments. Provided further that in the case of employees who are office bearers of registered trade unions, increments may be deferred only to the extent that extraordinary leave exceeds 2 months in any incremental year.

QUARANTINE LEAVE

In case an employee is absent from duty on account of quarantine, the bank may, at the request of the employee, treat such absence up to a maximum of three months as privilege or sick leave  if such leave is otherwise permissible.

SPECIAL LEAVE IN CASE 0F INJURIES ON DUTY

In case of injuries sustained by way of workmen in course of his duty he shall be fully reimbursed the medical cost and treatment and/or hospitalization over and above his normal entitlement. He shall also be treated on special leave for the period of his absence required for treatment.

RATE OF PAYMENT OF FIXED PERSONAL PAY ON PROMOTION FROM ONE CADRE TO A HIGHER CADRE OR  FROM  ONE SCALE TO A HIGHER SCALE.

Employees, both workmen and officers, who were in service of banks as on 1st November 1993 were granted one advance increment on account of computerization and these employees on reaching the maximum of respective scales of pay are eligible to be granted Fixed Personal Pay [FPP] equal to the last increment drawn by them in the scale, at rates as in Bipartite Settlement/Joint Note, on completion of one year at the maximum of the respective scales of pay. The FPP so drawn by the employee is to remain frozen for the remaining period of his service, in a particular cadre/scale, except when the rate of FPP is revised consequent to wage revision in the industry.

It is to clarify that when an employee is promoted to a next higher cadre/scale after earning FPP in the lower cadre/scale then he would continue to get the same amount of FPP in the promoted scale [except when FPP is changed on wage revision] till such time he reaches the maximum in the promoted cadre/scale. On completion of stipulated one year at the maximum of the promoted  cadre/scale, he shall be sanctioned FPP as applicable to the higher cadre/ scale in which he is placed.

Ref IBA Circular no.,CIR/PD/GSN/G2/76/1663 DTD 29.10.2007.

CLARIFICATIONS ON FIXED PERSONAL PAY/GRADUATION PAY

Computation of Fixed Personal Pay

Fixed Personal Pay revised with effect from 1.11.1999  w .e.f. 27.3.2000.

Workmen employees who are in receipt of Fixed Personal Allowance before 1.11.1999 and continue to be in service of the bank on or after 1.11.1999 are also eligible for revised Fixed personal Pay from the month of November,1999 at the rates and the corresponding dearness allowance  together with house rent allowance, if any. The quantum of house rent allowance will undergo a change depending on the basis on which house rent allowance component, as per the area of posting and the rate at which it was computed, was included when Fixed Personal Allowance was first released.

Members of the subordinate staff and clerical staff who after receipt of Fixed Personal Allowance were promoted to clerical and officers’ cadre respectively shall also draw the revised Fixed Personal Pay as  mentioned above.

FOR ATTENDING COURTS OR ENQUIRIES

Special leave should be granted to employee who is summoned to attend courts or departmental enquiries outside the Bank for giving evidence on behalf of the bank.

IBA Circular No. PD/CIR/76/E [IX] 797-02-09-1993.

REIMBURSEMENT OF TA/DA TO DEFENCE REPRENSENTATIVES/DEFENCE WITNESSES AT THE TIME OF ENQUIRY PROCEEDINGS.

Every bank employee/officer who is called to give evidence in a departmental inquiry either by the bank or the employee against whom the inquiry is being   Will be entitled to payment of TA/DA.

The officer or authority holding the inquiry shall furnish a certificate, as per Format enclosed, to every person appearing before him to give evidence. The Number of witnesses to be called may be left to the judgement of the enquiry Officer.

Where a prosecution witness is an employee of the bank, he shall be entitled to Receive, in respect of the attendance before the authority holding the Departmental inquiry, payment of a traveling allowance, halting allowance as If he was on tour. If such witness is an officer then he shall be considered reimbursement of hotel expenses in lieu of halting allowance, as per his eligibility.

The defense witnesses whether workmen employee or officer may be paid TA/DA as per entitlement. Reimbursement of lodging and boarding expenses in Lieu of halting allowance should not be considered.

Where a bank official is called to the departmental inquiry to give evidence as to the facts which came to his knowledge in the discharge of his duties, the Minimum time required to be spent by him on the journey to and from  the Place where the inquiry is held and the days on which he is required  to  remain  Present before the authority holding the inquiry, shall be treated  as duty. However, if the bank official is on leave, the entire time spent by him shall Be Treated as a part of the leave and he shall not be deemed to have been Recalled On duty.

Where the bank official is called by an authority holding the departmental Inquiry to give evidence as to the facts which have come to his knowledge, at The time when he was not in the bank’s service, he may be paid traveling allowance as provided in sub – para [1].

PQP/GRADUATION PAY :

A] A clerk on 19th Stage passing Graduation or CAIIB II will be granted the 20th Stage increment immediately along with first instalment of PQP Graduation Pay of Rs.250/- and Balance PQP – 4 instalments will be released in one year interval thereafter.

STAGNATION INCREMENT

In the 9th Bipartite Settlement, one more stagnation increment has  been achieved.

This 7th stagnation increment will be effective from 1.11.2007.

All Clerical Staff/Sub Staff who were in 6th Stagnation increment in or  prior to November 2007 will get the 7th stagnation  increment from November 2007.

For Clerks  Rs.800 x 6 once in 3 years & 7th after 2 years.

For Sub Staff Rs.400 x 7 once in 2 years.

Part-time employees [1/3 wage and above] are also eligible for stagnation increments.

They will also get this benefit from 1.11.2007.

All the eligible stagnation increments as on 1.11.2007 will be sanctioned to them from 1.11.2007.

Example :  If there is a part time employee with 31 years of service as on 1.11.2002, he/she will get all the 6 stagnation increments from 1.11.2002.

Funeral expenses to the extent of Rs.5000 will be extended to the family of normal / VRS retirees in the event of his/her death. Amount will be disbursed by the branch, where the employee is drawing pension.Payment will be disbursed to the spouse of the deceased, if spouse not alive then payment will be made to son or daughter of the deceased employee.Payment shall be made on submission of an application in writing from the spouse of the retired employee. The Branch Head of the concerned pension paying branch shall be the Competent Authority for sanction of the funeral expenses.

Group Mediclaim Insurance for Retired Employees: The Scheme for retired employees and spouse provides for reimbursement of hospitalization expenses to the extent of Rs.1.00 lac (Circular CHO/PMG/02/2010-11 dt.13.04.2010).(Circular CHO/PMG/50/2010-11 dt.29.03.2011).

PROMOTION POLICY OF WORKMEN STAFF UPDATE WITH ALL AMENDMENTS UPDATED.

Members are aware that the First Promotion Policy was signed as a result of the four years struggle launched by our Federation between 1965 and 1969. Discussions lasted over two years between 1967 and 1969.

Keeping with the times, further improvements were made and the Second Promotion Policy was signed in 1975.

Similarly the third one was signed in 1981.

Fourth Promotion Policy was signed in 1988.

Fifth Promotion Policy was signed in 2012.

Federation had to deal with varying situations and respond to aspirations of the employees from time to time. As a result of the efforts of our Federation several Improvements could be brought about in the policy year after year on adhoc basis, keeping in view the changes in the Banking Industry, Technological invasion and the expectations of the employees.

We have brought  the changes in the policy that are necessitated by the fast emerging situations such as age profile of the employees, increasing number of new entrants in to the Bank, requirement of enhanced skills, competitive environment and challenges before the Bank, we deem it necessary to bring out a booklet  giving there in updated existing position with regard to Promotions from Clerical to J M Scale - I, Sub-staff to Clerical cadre, Part time sweeper to Peon and Selection procedures for posts holding functional allowances etc to the benefit of our ranks.

Policy Governing promotions from Clerical Cadre to JM Scale - I

PART –I

This PART DEALS WITH Integration as at that point of time in 1988 Cash and Accounts department were having independent identity and separate seniority list with independent promotional opportunities. With the change of time it has become irrelevant and hence this part has become obsolete.

PART –II CHAPTER -I - PROMOTIONS FROM CLERICAL TO OFFICERS' CADRE (J M SCALE-I)

a)           Vacancies in Officers' cadre shall be determined  every year and declared by the management.

b)          as amended last on 2002 b-1 - 35% of Such declared vacancies shall be filled up by Direct Recruitment,

b-2              - 45% of such declared vacancies shall be filled up through merit-cum-seniority channel from amongst the members of clerical staff selected in the manner prescribed,

b-3              - 20% of of such declared vacancies shall be filled up through seniority channel from amongst senior clerical staff including employees posted in any functional allowance post

ELIGIBILITY:

AS amended last in July 2000.

a)           Clerical Staff who conforms to the prescribed norms as on 31st March, of previous year shall be eligible to apply for promotion under para b-2 and b-3.

b)          Clerical Staff who possess minimum qualification of Secondary School Leaving Certificate (SSLC) or equivalent from a recognized Board or University.

AGE:

Maximum age limit shall be 56 completed years as on 31st March of the previous year.

LENGTH OF SERVICE:

a)           For Merit-cum-Seniority, the minimum length of service in the Bank in Clerical Cadre for eligibility to appear in the written test shall be determined as on 31st March of the previous year as prescribed under.

b)          Two Completed years in the case of employees who are Graduates from a recognised University with or without CAIIB.

c)           Three Completed years in the case of employees who are Non Graduates ie.SSLC or equivalent of a recognized university or Board and have passed CAIIB/JAIIB.

d)          Four Completed years of service in the case of employees who are  Non Graduates  ie. SSLC or equivalent of a recognized University or Board and have passed JAIIB/CAIIB Part I.

e)           Five Completed years of Service in the case of employees who have atleast passed the SSLC or equivalent examination of a recognised University or Board .

f)           For Seniority Channel , the minimum length of Service in the Bank shall be five  completed years of service in Clerical Cadre.

Note: For the aforesaid purpose the length of Service in the Bank in the Clerical Cadre as mentioned above shall include the period of Temporary Service in respect of which the benefit of Notional predating of date of joining and preponement of annual increments have been given excluding.

(i)         Service in lower cadre- Substaff cadre if any,

(ii)       Period of Leave with out pay if any to the extent that it exceeds 180 days in all since the commencement of the service of the employee in the Bank in the Clerical cadre.

For SC/ST candidates relaxation of one year in the length of service as mentioned above will be given.

DISQUALIFICATIONS: AS AMENDED ON 21ST JULY 2000

An employee shall not be eligible for promotion to the officers' cadre, if he/she suffers from any one or the other of the disqualifications mentioned hereunder)

a)           He is under suspension or a charge-sheet for Gross misconduct is pending against him,

b)          He is certified by a Medical Officer of the Bank's choice not lower in the rank than a Civil Surgeon, to be permanently disabled physically or mentally for supervisory duties and responsibilities. Subject, however, that this clause will not apply to those employees who had been appointed in the Bank regardless of their being physically handicapped or who after their appointment have become physically handicapped but are not disabled by such handicaps from performing supervisory duties and/or shouldering supervisory responsibilities.

Note: However an employee suffering from disqualification under clause (a) above shall be allowed to appear in the written test or associate him/herself with the promotion process, but if he/she is elected for promotion , the Bank shall empanel him/her along with others selected but with hold his/her promotion until completion of the disciplinary proceedings. In case, however the employee is found guilty of Gross Misconduct he/she will not be eligible for promotion and his/her name will be removed from the panel under intimation to him/her.

It is further clarified that where Disciplinary proceedings have been concluded and punishment awarded prior to the date of notification for promotion, the employee shall not suffer from any further disqualification on that count.

MODE OF SELECTION: AS AMENDED ON 21ST July 2000.

Mert-cum-Senioritry Channel:

Under Merit-cum-Seniority Channel, there will be assessment of 100 marks distributed in the following manner.

a)-Written Test - IBPS Model-:-55 marks

b)-Service Marks : One mark for-:-Max 25 marks

each completed year of service

           c)         Educational Qualification:                                           :       Max 20 Marks

(i)         Graduate from a recognised University      :           6 Marks

(ii)       Post Graduate/Double Graduate/MCA/MBA           from a recognised University : 3 Marks

(iii)     CAIIB  Examination of Indian Institute of Bankers

                                                                                                                Part I          :       3  Marks

                                                                                                                 Part II        :      6  Marks

(iv)      Honours Graduate/Graduate/Post Graduate from a recognised University having 50% marks or more in aggregate/CA Inter/ICWA inter/Diploma in Bank Management conducted by the Indian Institute of Bankers : 2 Marks

NOTE:

Pass marks in the written test to be conducted by IBPS will be 35% (for Sc/ST candidates 30%)

Candidates who pass the test will be ranked on the basis of marks obtained in the written test and those who shall rank with in the number equivalent to three times of the vacancies declared for this channel will be considered for promotions on the basis of aggregate marks secured in the written test, service and qualification. The candidates who secure the same marks in the aggregate shall be ranked on the basis of inter-se seniority. Candidates securing rank on the basis of aggregate marks as above with in the number of vacancies set apart for this channel would be empanelled and declared promoted.

SENIORITY CHANNEL:

The Bank shall notify the number of vacancies set apart for promotion through the seniority channel inviting applications in the prescribed form from eligible employees in the clerical cadre including those posted in any functional special allowance post (now termed as "Special Pay").

Candidates responding to the notification will be ranked in order of their total service calculated by adding their notional service for educational qualification (the details of which given hereunder) with their eligible service in the clerical cadre.

Eligible employees would be given notional weightage for qualification at the following rates:

For Graduation from a recognised University

2 years

For Passing Part-I of CAIlB Examination

1 year

For Passing Part-II CAllB Examination

2 years

Promotion under the Seniority Channel will be guided by the following criteria:

The candidates responding to the notification would be given the notional weightage for qualifications as aforesaid and selection will be guided by the following criteria out of a consideration zone of two times of the vacancies declared under this channel :

There will be assessment of 100 marks distributed in the following manner :

i)       Seniority                                             …….                                       60 marks

[2 marks for each completed year of service as assessed vide para 3.4.3 above with a maximum of 60 marks]

ii)          Educational Qualification  .... …….           20 marks

[Details of marks on Educational Qualification will be as given under para- 3.6.1 [c] of Promotion Policy Settlement dated 13.4.1988 as amended herein above]

iii)        Interview …… ….           20 marks

Applications will be invited for both the channels at a time. Candidates may apply for both the channels or a single channel. Written Test for the candidates applied for Merit-cumseniority/both channels will be conducted first. However, promotions under seniority channel shall be released first , thereafter promotions under Merit-cum-seniority Channel shall be released, but on same date, ie. Effective date of promotion in both the channels will be the same.

Clerical Staff who pass and qualify as Chartered Accountant and also those who pass the final examination of the Institute of Cost & Works Accountant of India will be promoted to the Officer's Cadre in Junior Management Grade Scale-I without any test or interview and such promotion shall not affect the total number of officers to be appointed in the Banks Junior Management Grade Scale-I through promotion as also be direct recruitment from outside.

Promotion above shall be released twice in a year on the basis of the position prevailing as on 31st March & 30th September.

The candidates who secure the same number of marks in the aggregate shall be ranked on the basis of inter-se seniority. The candidates securing ranks on the basis of aggregate marks as above within the number of vacancies set apart for this channel would be empanelled and declared promoted.

Promotions under Seniority Channel will first be completed to enable the unsuccessful candidates  under the said channel to appear in Merit-cum-Seniority Channel.

GENERAL CONDITIONS:

Release of Promotions:

An employee empanelled for promotion in the manner prescribed shall be informed of his promotion individually by letter incorporating therein the effective date of promotion.

PROBATION:

On promotion to the Officers' cadre an employee would be on probation for ONE YEAR. The period of probation may , if necessary ,be extended upto a total period of 2 years in the Bank's descretion . Any defects or deficiencies observed during the period of probation shall be brought to the notice of the employee ,in writing, so that he may have an opportunity to remove the defects or deficiencies and show improvement to merit confirmation as Officer.

Where in spite of such an opportunity being given to him/her, he fails to remove the defects or deficiencies and show sufficient improvement and make good as an officer, the Bank, after notice to him/her will be entitled to revert him/her to the cadre, to which he/she belonged prior to his/her promotion, on the emoluments that he/she would have drawn had he/she not been promoted.

REVERSION:

An employee on promotion to officers' cadre may seek reversion within a period of six months from the date of promotion or three months from the date of posting which ever is later. In such case, the employee would be debarred for promotion for five years from the date of such refusal/reversion and he would be reverted to his substantive cadre which he occupied prior to his promotion subject to availability of similar vacancy in the same seniority region. However, if no similar vacancy is available, he will then be reverted only as a clerk and be posted in the same seniority region.

If a candidate after his empanelment for promotion is charge sheeted for gross misconduct and/or placed under suspension, his promotion shall be held in abeyance and be dealt with in the manner provided under para of disqualifications.

If a candidate after his empanelment is certified by a Medical Officer of the Bank's choice not lower in the rank than a Civil Surgeon, to be permanently disabled physically or mentally for supervisory duties and responsibilities, he /she shall not be given promotion and his/her name will be removed from the panel under intimation to him/her. However, that this clause will not apply to those employees who had been appointed in the Bank regardless of their being physically handicapped or who after their appointment have become physically handicapped but are not disabled by such handicaps from performing supervisory duties and/ or shouldering supervisory responsibilities.

FILLING UP OF THE UNFILLED VACANCIES:

a)           vacancies remaining unfilled due to refusal of promotion under merit cum-seniority channel will be filled up out of the eligible candidates under this channel in order of ranking who could not be empanelled earlier due to their lower ranking in aggregate marks.

b)          vacancies remaining unfilled due to refusal of promotion under seniority channel will be filled up out of the eligible candidates under this channel in order of ranking who responded to the notification but could not be empanelled earlier due to their lower ranking in aggregate marks.

c)           Vacancies remaining unfilled even after taking the above measure or where the relative list runs short of eligible candidates, the short fall will be made good out of eligible candidates under merit -cum-seniority channel in order of their ranking on aggregate marks.

APPEAL:

A                   Candidate who after taking part in the promotion process fails to get selected for promotionand feels that his case has not been properly dealt with, may prefer an appeal to the chairman and Managing Director within 45 days of the publication of the promotion. The decision of the Chairman and Managing Director on such appeal would be communicated with in a reasonable time thereafter.

The Bank may, in its sole discretion, if and when considers necessary, make good the deficiencies caused by the refusal, reversion, retirement, resignation, termination of service or death in the number of officers directly recruited or or promoted from the clerical cadre by direct recruitment or promotion, as the case may be so as to maintain the overall percentages as mentioned in this settlement.

CHAPTER II

PROMOTION FROM SUBSTAFF CADRE TO CLERICAL CADRE

A-1     The provisions of this chapter shall be applicable to all the full time members of sub-staff appointed in the Bank.

A-2     Age limit:

There shall be no age limit in respect of promotion from Substaff cadre to the clerical cadre.

A-3     Assessment of Vacancies:

The maximum number of vacancies for the Bank as a whole in a year for promotion from Subordinate Cadre to Clerical Cadre would be 35% of natural wastages, Le., death, retirement and resignation from clerical cadre in last 12 months, from April to March and 35%of the number of promotions from Clerical Cadre to Officers grade during the preceding financial year. In this respect, retirement will include Voluntary Retirements under existing rule only and not under any Voluntary Retirement Scheme that may come in future.

The assessed vacancies shall be increased to the extent required for promoting the eligible applicants under First channel mentioned herein under subject to a maximum of 25 for the Bank as a whole on each occasion. Where the number of such eligible candidates would be more than 25, the number in excess of 25 shall be apportioned against the assessed vacancies.

A-4     The Bank Shall declare the vacancies Region-wise (here Region being the same asapplicable in the matter of Special Assistant or Head Cashier -II) from time time.

A-5     There shall be three channels for promotions :

i]            First Channel-Members of Subordinate staff  including Full-time Sweepers who are graduates having a degree of a recognised University in any discipline shall be considered for promotion subject to vacancy to be apportioned under this channel as stated above.

After promotion under the First Channel, the remaining vacancies will be calculated on the basis of 35% on natural wastage and promotion will be apportioned over the remaining two channels, namely, Second Channel and Third Channel in the ratio of two third and one third respectively.

ii]          Second Channel - Merit-cum-Seniority Channel - Promotion through an All India Written Test conducted by IBPS followed by Job Orientation Training Programme - Two third of the remaining vacancies would be tilted up under this channel.

Eligibility-Members of Subordinate staff  including matriculate full time sweepers other than Graduates who have put in a minimum period of five  years continuous service would be eligible to participate under this channel.

Two third of the remaining vacancies would be filled up under this channel through a selection process comprising Written Test to be conducted by IBPS, Job Orientation Training Programme and Service Seniority. Marks on these three heads shall be distributed in the following manner:

a]                            Written Test by IBPS-I00 marks-Qualifying marks 35% [30% for SC/ST/PH Category ]

[Syllabus/Model questions will be circularized well before the test] b] Job Orientation Training Programme:100 out of which

i) on Basic Banking -50 Marks- Qualifying marks at least 15 ii) on Computer Literacy-50 marks- Qualifying marks at least 15

c] Service-25 marks [1 mark for each completed year of service with a maximum of 20 marks. Additional Mark for services above 20 years at the rate of 1 mark for two completed years subject to a maximum of 5]

Those who will pass the written test would qualify for Job Orientation Training in order of rank in the written test subject to two times the vacancies notified in the respective region under this channel. Upon completion of training programme the evaluation candidates who secure at least 35 marks in Computer Literacy & Banking Awareness would be considered for promotion on the basis of aggregate marks obtained in the written test, job orientation training programme and the marks of service weightage.

The candidates who secure the same number of marks in the aggregate shall be ranked on the basis of inter-se seniority. The candidates securing rank on the basis of aggregate marks as above within the number of vacancies set apart for this channel in the region would be empanelled and declared promoted.

FILLING UP OF UNFILLED VACANCIES:

Vacancies remaining unfilled under this channel due to refusal of promotion will be filled up out of the eligible candidates under this channel only in order of ranking who could not be empanelled earlier due to their "lower ranking in aggregate marks drawn. But there would be no carryover of the vacancies from one year to the other and vacancies remaining unfilled in a year will remain unfilled or it may be filled up by direct recruitment.

iii] Third Channel-Seniority Channel-One third of the remaining vacancies calculated on the basis of 35% of natural wastage & promotion would be filled up through seniority channel  would be filled up through Seniority Channel.

Eligibility-Members of Subordinate staff other than Graduates who have put in the minimum period of five years continuous service would be eligible to participate under this channel.

The candidates responding to the notification would be given notional weightage for educational qualifications as under:

WEIGHTAGE FOR QUALIFICATION:

A pass with 50% (SECOND DIVISION) marks in Higher Secondary Examination or [ 10+2] of [ 10+2+3] pattern or Pre-University or 11th standard of [ 11+3 ] pattern or pass with60%inMatriculationor SSC or SSLC or 10th Standard of [ 10+2+3 ] pattern of a statutory Board/recognised University or equivalent ...3 years

OR

A pass in Higher Secondary Examination or [ 10+2] of [ 10+2+3] pattern or Pre-University or 11th standard of [ 11+3 ] pattern or pass with 50% in Matriculation or SSC or SSLC or 10th standard of [ 10+2+3] pattern of a statutory Board/recognised University or equivalent……………..... 2 years

OR

A pass in Matriculation or SSC or SSLC or 10th standard of [ 10+2+3] pattern of a statutory Board/recognised University or equivalent …….1 year

Selection will be guided by the following criteria out of a consideration zone of three times of the vacancies declared under 1 st channel:

i]            Seniority  …………         60 marks

ii]          Educational Qualification Maximum         20 marks

iii]        Interview 20 marks

NOTES:

a]           Marks on seniority would be awarded as under:

2 marks for each completed years of service with a maximum of 60 marks.

b]          Marks on Educational Qualification would be awarded as under :

For a pass with 50% marks in Higher Secondary Examination or [10+2] of [10+2+3] Pattern

Or

Pre-University or 11th standard of [11+3] pattern or pass with 60% in Matriculation or SSC or SSLC or 10th standard of [10+2+3] pattern of a statutory Board/recognized University or equivalent.

 20 Marks Or

For a pass in Higher Secondary Examination or[ 10+2] or [ 10+2+3] pattern or Pre-University or 11thstandardof [11+3] pattern or pass with 50% in Matriculation or SSC or SSLC or 10th standard of [10+2+3] pattern of a statutory Board/recognised University or equivalent

15 marks Or

For a pass in Matriculation or SSC or SSLC or 10th standard of [10+2+3] pattern of a statutory Board/recognised University or equivalent

                                                                                               10 Marks

A candidate shall be eligible for marks for the highest qualification that he possesses. It is further clarified that when marks are awarded to any candidate for any particular qualification from the aforesaid table, no marks will be awarded for any lower qualification than the said qualification.

Example: A candidate having a qualification of a pass in higher Secondary with 50%marks shall not be eligible for any marks for passing Matriculation.

3] Necessary guidelines will be given to the Interview Board to ensure consistent pattern of marking in Interview.

The candidates who secure the same number of marks in the aggregate shall be ranked on the basis of inter-se seniority. The candidate; securing ranks on the basis of aggregate marks as above within the number of vacancies set apart for this channel in the region would be empanelled and declared promoted.

Promotions under Third Channel as aforesaid will first be completed to enable the unsuccessful candidates under the said Channel to appear in the Second Channel.

FILLING UP OF UNFILLED VACANCIES:

Vacancies remaining unfilled under this channel due to refusal of promotion will be filled up out of the eligible candidates under this channel only in order of ranking who could not be empanelled earlier due to their lower ranking in aggregate marks drawn. But there would be no carry over of the vacancies from one year to the other and vacancies remaining unfilled in a year will remain unfilled or it may be filled up by BSRB candidates.

GENERAL CONDITIONS :

Applications will be invited from the eligible subordinate staff in order to fill up the declared vacancies. Only those who conform to the prescribed norms as on 31st March immediately preceding the date of notification of promotion shall be eligible to apply for promotion as above.

Subject to fulfillment of conditions set out hereinabove (a) for filling up of vacancies in any of the two channels above, where there are candidates with different  qualifications, the employees with the higher qualification in the region shall be preferred over those with the lower qualification in the same channel. Amongst those with the same qualification, the employees who have acquired the qualification earlier shall be preferred over those who have acquired the qualification later. In case where there is more than one employee having passed the prescribed examination on the same date, the employee who is senior in service shall have preference over the others. Where the date of passing the prescribed examination and the length of service are same, the employee who is older in age will be considered for filling up of vacancies in channel 4.6(iii) above selection will be made in the manner provided hereunder.

An all India test will be conducted for the eligible candidates above on a common date.

hose who will pass the test will be called for Job Orientation Training Programme in order of rank in the written test subject to two times the vacancies notified in their respective regions under this channel. The selection will be made on the basis of aggregate marks obtained in the written test, Job Orientation Training programme and service.

The candidates who secure the same number of marks in the aggregate shall be ranked on the basis of inter-se seniority. The candidates securing rank on the basis of aggregate marks as above within the number of vacancies set apart for this channel in the region would be empanelled and declared promoted.

Employees selected for promotion under any channel prescribed above would be empanelled and shall be informed of their promotion individually by letter incorporating therein the effective date of promotion.

PROBATION

An employee promoted as above from Substaff cadre to clerical cadre would be on probation for a period of six months which may, if necessary, be extended upto a total period of nine months in the Bank's discretion. Any defects or deficiencies observed during the period of probation shall be brought to the notice of the employee, in writing, so that he may have an opportunity to remove the defects or deficiencies and show improvement to merit confirmation as Clerk. Where inspite of such an opportunity being given to him/her, he/she fails to remove the defects or deficiencies and show sufficient improvement and make good as a clerk, the Bank, after notice to him/her will be entitled to revert him/her into the substantive cadre, to which he/she belonged prior to his/her promotion, on the emoluments that he/she would have drawn had he/she not been promoted.

REVERSION:

An employee on promotion to clerical cadre if refuses the promotion or seeks reversion during the period of probation would be debarred for promotion for two years from the date of such refusal/reversion. In such case he would be reverted to his substantive cadre which he occupied prior to his promotion on emoluments that he would have drawn had he not been promoted.

An employee who seeks reversion, after the expiry of probation period may be allowed reversion to the subordinate cadre at the discretion of the Bank. In such case the concerned employee shall forfeit permanently his chance for promotion to clerical cadre and shall be eligible for selection to functional allowance posts after five years from the date of such reversion.

APPEAL:

A candidate who after taking part in the promotion process fails to get selected for promotion and feels that his case has not been properly dealt with, may prefer an appeal to the Chairman -Managing Director within 45 days of the publication of the promotion. The decision of the Chairman and Managing Director on such appeal would be communicated within a reasonable time thereafter.

PART-III

PROCEDURE FOR SELECTION OF EMPLOYEES FOR POSTS CARRYING FUNCTIONAL SPECIAL ALLOWANCE UNDER BIPARTITE SETTLEMENTS

Grant of functional special allowance (Special Pay) does not constitute promotion. An employee performing duties which attract a functional special allowance under the Bipartite Settlement shall continue to be in the clerical or subordinate cadre as the case may be.

Selection of persons for duties carrying functional special allowance in the clerical or subordinate cadre shall be subject to the disqualifications mentioned in para 3.5 and 3.8.4 in Part-II hereof.

PROBATION:

Permanent employment in functional special allowance posts in clerical and subordinate cadres shall be made on the basis of probation for six months. The period of probation may, if necessary, be extended up to a total period of nine months in the Bank's discretion. Any defects and deficiencies observed during the period of probation shall be brought to the notice the employee in writing so that he may have an opportunity to remove the defects or deficiencies and show sufficient improvement. Where, inspite of such opportunity being given the employee concerned fails to improve satisfactorily within a reasonable period, the Bank will be entitled to withdraw the functional special allowance and the duties associated therein under intimation to him within the period of probation.

Within the probation period of six months or during the extended period, an employee may by giving fifteen days notice in writing to the Bank surrender the functional special allowance and request the Bank to withdraw the duties associated therewith and on expiry of such notice the Bank shall withdraw the functional special allowance and the duties associated therewith from the concerned employee. On withdrawal of the functional special allowance and duties associated therewith during the period of probation, the employee shall be deemed to have been brought back to his substantive post which he occupied prior to his such selection on emoluments that he would have drawn had he not been selected to the said post. Where an employee surrenders the functional special allowance during the period of probation, he will have a second and final chance for selection to such post on expiry of a period of two year from the date of withdrawal of such allowance.

An employee from whom the duties and the functional special allowance have been withdrawn either by the Bank or at his/her request as above may be posted to any branch/office with in the Region in the Bank's discretion , if there is no vacancy available at the branch/office where he was posted prior to his posting in the functional allowance bearing post.

An employee, after being confirmed in a functional special allowance (Special Pay) post may request the Bank in writing to surrender the allowance which may be allowed at the Bank's discretion. If such request is allowed by the Bank, the employee concerned shall be deemed to have forfeited his claim for such post permanently and he shall be posted as a clerk or a peon as the case may be at any branch/office within the region at the Bank's discretion, notwithstanding his holding any functional special allowance post prior to his selection to the said functional special allowance post carrying a higher functional special allowance. However, in case of inter-region transfers involving surrender of special allowance after confirmation, the concerned employee will be eligible for inclusion in the seniority list of the region where he is transferred on expiry of two years from the date of such transfer and he would be eligible for functional special allowance post which he surrendered earlier.

SELECTION TO FUNCTIONAL SPECIAL ALLOWANCE POSTS IN

CLERICAL CADRE

Functional Special Allowance posts in the clerical cadre viz. Special Assistant, Head Cashier II and single window operator 'B'  for which Special Pay is provided under the Bipartite Settlements shall be filled up by open notification on the basis of region wise common seniority  [region defined hereafter] subject to fulfillment  of the conditions provided.

NOTE: An employee posted in any higher functional special allowance bearing post will not be entitled to apply for any post carrying lower functional special allowance in clerical cadre.

SENIORITY REGION:

a) For selection to the posts of Special Assistant and Head Cashier -II', the branches/ offices of the Bank will be grouped to form regions in the following manner.

i)                    Calcutta City and Suburbs (CCA Area) including Head Office.

ii)                  Mumbai  City and Suburbs (CCA area) iii) Andhra Pradesh

iv)                Assam (would include Manipur, Mizoram, Arunachal Pradesh, Meghalaya and

Nagaland)

v)                  Tripura vi) Bihar

vii)           Delhi and New Delhi and Suburbs (CCA Area) viii)       Gujarat and Daman ix)      Kerala

x) Madhya Pradesh xi)      Maharashtra (other than those included under (ii)above). xii)    Goa

xiii) Karnataka xiv) Orissa xv) Punjab and Haryana (including Chandigarh) xvi) Himachal Pradesh xvii) Jammu &.Kashmir xviii) Rajasthan xix) Tamilnadu and Pondicherry xx) Uttar Pradesh xxi) West Bengal (other than those included under (i) above) andSikkim.

xxii) Jharkhand xxiii) Chattishgarh xxiv) Uttarakhand

(b)        Incase of persons transferred from one region to another as defined in para 5.6.2 (a) above, eligibility for inclusion in the seniority list for the new region will accrue only after expiry of two years from the effective date of such transfer. Such inclusion in the seniority list will be on the basis of length of service calculated in the manner provided in para 5.6.2 (e) hereof.

(c)        For selection to  Special Pay posts of Single Window Operator 'B' in the clerical cadre other than the posts of Special Assistant and Head Cashier II, seniority region shall constitute as under :

i)            In case of CCA area, all branches/offices in a particular CCA area are to be treatedas one region.

ii)          In case of a particular town/centre other than in Metro City area all branches/ office in the town/centre are to be treated as one region.

NOTE: IN TERMS OF THE AGREEMENT SIGNED ON 13.09.2001, Branches namely

Vaijnath,Karjat and Danu shall be treated as part of Seniority Region of MUMBAI CITY for the purpose of selection to the posts like CTO.

i) In case of a particular place/town/centre other than Metro City area where the Bank has only one branch, that branch is to be treated as one region.

Seniority list will be drawn twice a year as on 1st April and 1st October every year, in the light of changes that may occur during the intervening period. The seniority list compiled as above shall contain sufficient number of names to cover the anticipated need over a period as may be assessed by the management. An employee shall automatically cease to figure in the seniority list even in the intervening period if he has accepted promotion to Officers' cadre in the Bank's Junior Management Grade Scale-I.

ASCERTAINMENT OF SENIORITY:

For the purpose of seniority list, length of service in the Bank in the clerical cadre shall be taken into account including the period of service in respect of which the benefit of notional predating of date of joining and preponement of annual increments have been given, excludingLeave with out pay if any, to the extent it exceeds 180 days in all since the commencement of the service in the clerical cadre.

The following weightage of educational qualification will be added to the actual length of service determined as above:

a)     for graduation from Recognised university    2 years

b)     for passing Part I of CAAIB - Indian Institue of Bankers Examination 1 year

d) For passing Part II of CAAIB - Indian Institue of Bankers Examination                                         2 years

ELIGIBILITY FOR SELECTION TO THE POST OF SPECIAL ASSISTANT:

The following minimum period of service in the Clerical Cadre in the Bank would be essential for an employee to be considered eligible for selection as Special Assistant subject to fulfillment of other requirement prescribed.

a) For Graduates of a recognised University who have passed both parts of the Indian Institue of Bankers Examination

Two Years b) For Graduates of a recognised University and for those who not being graduates, have passed both parts of the Indian Institute of Bankers Examination

Three Years c) For Non Graduates

Four Years

NOTE

In the event of non-availability of applicants, the above eligibility criteria will be relaxed by one year.

Declaration of vacancies:

Permanent vacancies in functional special allowance (special Pay) posts in clerical cadre mentioned in this Settlement will be declared from time to time. However, before declaring such vacancies, the existing supernumerary posts, if any, shall be adjusted.

MODE OF SELECTION:

The selection to functional special allowance (special pay) posts mentioned above will be made by open notification on the basis of region wise common seniority (determined through current seniority list) subject to fulfilling the other requirements prescribed. Those who respond to the notification within the stipulated time will be considered. Selection in any functional special allowance post in the clerical cadre shall be effective from a fixed date subsequent to the date of the letter informing the employee about his selection.

In the event of any refusal to accept any functional allowance posts other than CTO after selection, including reversion during probation period, further selection can be made out of the remaining eligible candidates, who could not be selected earlier due to their lower interse seniority before expiry of the tenure of the current seniority list on the basis of which original selection was made. If such a refusal/reversion arises after expiry of the tenure of the seniority list on the basis of which the original selection was made, fresh notification will be issued.

(Cir PER/ER(NEGO)/2-4/2002 dt 26.09.2002)

The number of posts of Special Assistant to be filled in shall be equivalent to the following:

h) The number of Special Assistant promoted to Officers' cadre;

ii) The post of Special Assistant falling vacant due to retirement, resignation or death; and

ADDITIONAL VACANCIES OF SPECIAL ASSISTANT

Additional posts of Special Assistant not exceeding fifteen percent of the eighty percent of the declared vacancies in the Officers' cadre in Junior Management Grade Scale-l subject to a ceiling of sixty posts. Such additional posts would be sanctioned as and when the promotion to Officer's cadre in Junior Management Grade Scale-l would be released.

PROVISIONS ADDED AFTER INTRODUCTION OF COMPUTER TERMINAL OPERATORS (SINGLE WINDOW OPERATORS)

1.                 Selection for the Post of Single Window Operators-2 (erst while CTO A & B)

a)           Notification for such identified/sanctioned/vacant posts shall be issued from time to time.

b)          Selection will be made from among the eligible SWO-1s working in the branches situatied in the same station/centre as defined in the para governing Seniority Regions.

c)           Selection will be on the basis of those who qualify in the Aptitude test to be conducted by the Bank after imparting training and among those who qualify on the basis of their Notional Seniority as standing in the Seniority list in currency.

d)          Candidates who are qualified in the aptitude test but not selected due to their seniority position need not appear in the aptitude test again and participate in the process of selection for such post as and when such posts are notified in future.

SELECTION TO FUNCTIONAL SPECIAL ALLOWANCE POSTS IN SUBORDINATE CADRE:

Subject to the requirements mentioned in para 5.7.5 below, Special Pay posts in the subordinate cadre viz., Head Peon, Daftary, Bill Collector, will be filled up by employees in general category in the subordinate cadre by open notification on the basis of region-wise seniority. Regions to be constituted in the following manner:

i)            In case of CCA area, all branches/offices in a particular CCA area to be treated as one region;

ii)          In case of particular town/centre in non-CCA area, all branches/offices in that town/centre to be treated as one region; and

iii)        In case of a particular place/town/centre in non-CCA area where the Bank has only one branch/office, that branch/office to be treated as one region.

NOTE: An employee posted in any higher functional special allowance bearing post will not be entitled to apply for any post carrying lower functional special allowance in subordinate cadre.

TEMPORARY OFFICIATING OR PERFORMANCE OF DUTIES CARRYING FUNCTIONAL SPECIALALLOWANCE:

Seniority for the purpose of officiating/temporary performance of duties carrying functional special allowance will be reckoned office/branchwise.

Entrustment of duties carrying Special Pay or attracting officiating allowance under Bipartite Settlements on temporary basis shall be made in the exigencies of Bank's work and requirements.  Temporary arrangement may be made wherein the opinion of the management such arrangement is called for on the basis of actual need and exigencies of work and the decision of the Bank in this regard shall be absolute and final.

NOTE: While in bigger offices like Head Office, Calcutta Main, BombayMain, India Exchange Place Branches-seniority as above shall be reckoned department-wise; in Zonal offices and Divisional Offices such seniority shall be counted office-wise or Cell wise as may be considered expedients having regard to the size of the office and strength of the staff. The Extension Counter will for this purpose be considered as separate office.

An acting arrangement shall, where deemed necessary, be made in the following posts:a] Officers in Bank's Junior Management Grade Scale-I and b] Special Pay posts in the clerical and the subordinate cadre.

An acting arrangement shall normally be made in the following circumstances:-

Leave Vacancies; ii] Vacancies arising out of permanent incumbents being on deputation or training or officiating in a higher post or otherwise;

iii] Vacancy where the incumbent has been transferred but their placement has not been given, provided that the post [s] calling for acting arrangement constitutes permanent strength of staff of the branch/office and shall not in any circumstances be an adhoc or temporary one for specific purpose and duration.

1]      In the exigencies of Bank's work, bank may require workmen staff to perform duties of higher nature and in such occasions, such workmen staffs who perform such duties assigned to him/her shall undertake responsibilities as per relevant provisions of Bipartite Settlement. Officiating allowance shall be payable only for actual performance of higher responsibilities as per settlement/service regulations.

2]      Acting/officiating arrangement on man to man basis will be made, when permanent incumbent is not present, if sanctioned strength of officers and Special Assistants, both taken together is three or less.

3]      However, no officiating/acting arrangement will be made if sanctioned strength of officers and special assistants, both taken together, is three or more and at least four of them are present. If actual number of officers and special Assistants, present, both taken together, is less than four, officiating/acting arrangement on man to man basis would be permitted so as to have the services of at least four officers/special assistants.

4]      In a branch, when both Branch Heads/Assistant Branch Heads are on leave and no other officer is also available, in such cases a workmen staff including Special Assistant may be permitted officiating allowances as per Bipartite Settlement for the days involved in case he/she is authorized by the Competent Authority to use the power of Branch Heads/ Assistant Branch Head.

5]      No officiating arrangement will be made in Administrative Offices including Head Offices except acting arrangement in special pay posts of SWO "B' in Clerical Cadre and Daftari in subordinate Cadre.

6]      No acting arrangement shall  be made in  the absence of an officer in Junior Management Grade Scale-1 working in the capacity as an officer only or of a special assistant for a period less than five working days.

7]      Acting arrangement in the subordinate cadre may be made even for a period less than five working days if the exigencies of work so require and the decision of the Manager or the Officer working in his place shall be final.

8]      In place of Head Cashier, an acting arrangement may be made irrespective of the minimum period of absence of the permanent incumbent.

9]      No acting  arrangement on temporary basis shall be made in any other circumstances except those mentioned above.

10]  However, officiating arrangement in place of Branch Head is normally to be made for a period not exceeding six days.

When an employee performs duties which attract functional special allowance, he shall be paid such allowance on pro-rata basis for the duration he has actually performed such duties When an officiating arrangement in place of Manager is considered necessary where he is the only officer in Junior Management Grade Scale-I in exigencies of Bank's requirements, necessary  arrangement may be made by the Bank in its discretion in that regard irrespective of the  minimum period of absence of the permanent incumbent in the following manner :i) In a branch when the Manager is the only member of supervisory staff in Junior Management Grade Scale-I, in the event of his absence on leave or otherwise the Head Cashier being the second man in command (where no Chief Cashier in Bank's supervisory cadre has been posted at the branch) shall be asked to officiate in place of the Manager and hold the temporary charge until an alternative arrangement is made. However, if a clerk working at the branch happens to be notionally senior to the Head Cashier he shall be asked to officiate in preference to Head Cashier.

ii)      In the aforesaid situation where a Special Assistant is also posted at the branch,he shall have precedence over the Head Cashier for holding the temporary charge of the branch and officiate in place of the Manager until an alternative arrangement is made.

iii)    Such temporary incumbent where he happens to be Special Assistant or Head Cashier Category 'E'( Head Cashier-II) shall be paid officiating allowance as provided under the Bipartite Settlement for the duration involved on pro-rata basis over and above the functional special allowance drawn by him in the substantive post of Special Assistant or Head Cashier Category 'E( Head Cashier-II) ', as the case may be.

However, in case of a clerk officiating in the aforesaid situation he shall be paid functional special allowance as admissible to the post of Special Assistant on prorata basis or the officiating allowance as provided in the Bipartite Settlement for the duration involved, whichever amount is higher.

iv] In addition to the payment of functional special allowance or officiating allowance as admissible to a Special Assistant/Head Cashier or Clerk who officiates in place of the Manager on pro-rata basis, such temporary incumbent will be eligible for reimbursement of conveyance and entertainment allowances as applicable to permanent incumbent on pro-rata basis for the duration involved.

6.15 Refusal of offer of acting/officiating chance by an employee in the branch/office or in the department, as the case may be, where he is working will entail his debarment from temporary assignment to any posts carrying functional special allowance/ officiating allowance under the Bipartite Settlements for a period of six months from the date of such refusal.

8.6 Seniority amongst the persons having same date of joining or notional date of joining will be determined as under;

i)        The employee who has been in continuous service in his existing cadre of the Bank longer than the others will be considered senior;

ii)      Between employees having same length of service in their cadre in the Bank, onewho is senior in age will be considered senior.

The existing employees in the clerical cadre who has sought reversion after confirmation in the Officers' cadre and permitted to do so by the Bank will become eligible for functional special allowance posts both on permanent and temporary basis after five years from the date of such reversion.

EXSERVICEMEN EMPLOYEES

The benefit of seniority on the basis of past service in Army has to be availed only once in the carrier of the Ex-servicemen.

Those who avail the benefit of weightage/seniority for temporary acting/officiating arrangements in posts carrying functional special allowance in the cadre will be eligible for the said benefit when they are considered for regular promotion to the next higher grade from the post on which he was initially re-employed.

If the Ex-servicemen is selected to functional special allowance carrying post on permanent basis, then the benefit of weightage/seniority will not be allowed for next promotion.

Ex-servicemen employee opting for the benefit of weightage/seniority for selection to functional special allowance posts and selected to a lower functional special allowance post can also be selected to a higher special allowance bearing post within the same cadre.

Ref No. PER/MPP/SCT/7/164/97 DT 23.06.1997 Ref No. SF/PAD/MPP/307/97 dt 9.6.1997.

PROCEDURE FOR CONVERSION OF FULL-TIME SWEEPERS/PART-TIME SWEEPERS ON SCALE WAGES TO PEON-CUM-FARASH IN SUBORIDINATE STAFF CADRE.

The maximum number of vacancies for the bank as a whole in a year for conversion of fulltime sweepers/part-time sweepers in scale wages into peon-cum-farash would be 35% of the promotional vacancy and natural wastages in the subordinate cadre in the last twelve months from april to march during the preceeding financial year.

For Full Time sweepers/Part Time  sweepers in Scale Wages having qualification of

Out of vacancies of 35% assessed as mentioned in para above, 40% of the total vacancies subject to a maximum of 60 will be identified for channel -1 ie. for conversion of full-time sweepers/part-time sweepers in scale wages having qualification of matriculation and above into peon-cum-farash.

For Non-matriculate Full Time Sweepers/Part Time sweepers in Scale Wages.

The remaining assessed vacancies for conversion into peon-cum-farash will be filled up from non-matriculate full time sweepers/part-time sweepers in scale wages.

Ref No. CHO/PAS/3/2012-13 dt 30.7.2012

Circulars: Download

Ref No. AGM/DM/13/83 DT 7.3.1983

HOCL/PAS/1/1997 DT 21.1.1997

HOCL/PAS/01/2001 DT 26.11.2001

HRM/MPTP/COM/87/2010-11

HOCL/PAS/99  dt 12.2.1999

STAFF UNDER AWARD

The number of request transfers for SWO-A are four times during the entire tenure of an employee’s service, subject to the following conditions :

The first request from an employee for transfer within the region may be considered after the completion of one year of service.

The second and subsequent requests from an employee for transfer within the region will be considered only after the expiry of two years from the date of effecting the first transfer.

The request transfer from one region to another region may only be considered when an employee completes two years of service in the region/state..

The transfer requests from existing SWO-B for posting to another branch/office within the centre can be considered only once during their service as SWO-B subject to the following conditions.

The concerned employee has atleast served for a period of six months from date of functioning as SWO-B in the branch  where from he/she is seeking transfer to another branch as

SWO-B.

SPECIAL ASSISTANTS/HEAD CASHIERS

A special Assistant or a Head Cashier becomes eligible for request transfer after one year of effective service at the branch for which he was selected. In reckoning effective service Casual Leave and Sanctioned Leave upto one month availed during the calendar year is allowed and any leave beyond aforementioned period is not reckoned as effective service.  “ Effective Service “  would be reckoned as on  1 st March/ 1 st Sept of the calendar year.

Special Assistants/Head Cashiers can avail of either request transfer Mutual Transfer  within their respective seniority region only once in their carrier. Eligible Special Assistants/Head Cashiers may submit request Transfer/Mutual Transfer application on two occasions during a calendar year, once in the month of March and another in the month of September. Alteration in the request based on cogent reasons is also permitted in deserving cases and such applications are also submitted on two occasions in a year as aforesaid, if the earlier application could not be given effect to during the intervening period.

Special Assistants/Head Cashiers posted at places other than Kolkatta and Mumbai region, may request for transfer by naming Centres/stations within the centre or outside the centre.  Special Assistants/Head Cashiers posted at Kolkatta and Mumbai seek request transfer by naming branches without any restrictions on the number of choice.

When any vacancy of Special Assistant/Head Cashier arises, pending request transfer application is accommodated first and resultant vacancy is notified. Seniority for this purpose means service seniority in the clerical cadre reckoned in terms of Promotion Policy Settlement for workmen staff without weightage for educational qualification.

In case of request transfer, movement take place only upon filling up of consequential vacancies.

Mutual Transfer is allowed provided no other more senior employee of the category than the two individuals involved has applied for transfer to either of the two branches/centres involved.

Total number of request /mutual transfer in the entire carrier as special assistant / head cashier would be as under :

I]One request/Mutual transfer within the centre  and II]     Two request / Mutual  transfers outside the centre.

Circulars: Download

The GSLI scheme was introduced in our Bank effective from January 2004.

1.The new employees who are now awaiting enrolment in the Scheme w.e.f. April,2015 will come under the New Scheme i.e. Group Insurance (GI) Scheme.

2.The old employees who were enrolled UP to the month of April 2014 will remain under the GSLI Scheme

3.Unlike the existing GSLI Scheme, there is NO SAVING PART associated with the new scheme which is payable to a member-employee on his/her exit from the Bank.

4.Under the new scheme, on death of a member only the SUM ASSURED is payable and in all other cases of exits, entire amount of premium deposited is forfeited.

5.Double Accident Benefit (in case of accidental death)will NOT be applicable to the new entrants.

The scheme offers life coverage for the employees as well his/her spouse of the sum assured fixed on the basis of the category of the employees.Employees who are unmarried at the time of joining the scheme, on acquiring spouse he/she may be admitted in the scheme on next renewal date.

Spouse coverage will be up to 100% of the basic insurance coverage offered to the employees in the respective categories and without the benefits of double accident coverage and savings accumulations. The coverage will remain valid as long as the employee remains in service. The spouse cover will also terminate with termination of membership of the employee or the spouse on completing the age of 60, whichever is earlier.

Life Coverage for the primary Members [employee]

Officers in Scale -IV & above-Rs.4 lacs-CATEGORY A

Officers upto Scale -III-Rs.3 lacs-CATEGORY AB

Clerical Staff-Rs.2 lacs-CATEGORY C

Subordinate Staff-Rs.1 lac-CATEGORY D

Part-time employees-Rs.40,000-CATEGORY E

In case both husband and wife are employees of the bank they would be covered in their respective categories under GSLI and no additional spouse cover is necessary.

The life cover of an insured member would automatically increase on his/her promotion to a higher grade/cadre with payment of increased premium applicable to higher cadre. The same principle is application in respect of spouse cover.

Payment of premium should be ensured monthly and in case of LOP, the employee should be advised to see that the PREMIUM IS PAID WITHOUT FAIL every month. Otherwise, in case of any eventuality, the claim may not be settled by LIC.

Ref No.CHO/PMG/30/2003-04 DTD 14.11.2003

CHO/PMG/44/2014-15 DTD 10.03.2015

CHO-PMG-31-2016-17

Circulars: Download

Members of staff who undergo major treatment like Heart Surgery, Kidney Transplantation, treatment of Cancer, Treatment of Brain Tumor, Knee Joint Replacement, Hip Joint Replacement will be reimbursed the difference between the total medical expenditure and reimbursement received from all sources i.e. Bank's hospitalization reimbursement scheme as well as proceeds of Mediclaim, any assistance received from Union/Association for this subject to a maximum of Rs.25000/- from Staff Welfare Fund, and Rs.10000/- to the spouse.

The scheme is applicable in cases of hospitalization of staff members who are all confirmed employees having PFM number.

The amount of reimbursement will be same to all categories of staff.

The scheme has come into effect from 151 January 2003.

W.E.F. 23.8.2010

In addition to the facilities available under the above scheme of further reimbursement of hospitalization bill to employees, more financial assistance by way of reimbursement is extended to the employees as under.

A staff member may be reimbursed a maximum of Rs.3 lakh per case towards hospital expenses on transplantation of organs like Kidney, Liver, Heart and Bone-marrow and treatment of spinal injuries, Cancer, Kidney failure in case the expenses are not fully covered by reimbursement under Bank's Hospitalization scheme and Medicaim Insurance/ reimbursement received from any other source, if any,

In case of transplantation of some items within the body, which does not come under the aforesaid transplantation cases and where the cost of the implanted item is very high and not fully covered by Bank's hospitalization scheme and Mediclaim insurance/reimbursement received from any other source, if any, the difference amount may be paid subject to a maximum of Rs.2.00 lakh per case.

In no case the two benefits [Rs.3 lakh & Rs.2 lakh] will be applicable to an employee at a time. The upper cap of reimbursement will not exceed Rs.3 lakh.

Ref: CHO/PMG/2010-11/22 dt 21.9.2010

Staff members who undergo the treatment as mentioned above, will have to submit an application in the prescribed format to the Respective Regional Head through their Branch Manager and after scrutiny by R.O the same will be sent to Head Office for sanction.

The schema of financial assistance to the extent of Rs.1,500/- p.m upto three months is extended to the employees who are compelled to be on loss of pay during treatment of major illness. (Ref. CHO/PMG/13/2004 dt.28.04.2004)

Employees who are 40 years of age and above will be allowed to undertake health check-up every year.

Employees will be reimbursed the actual amount spent or a maximum of Rs.2500/-

Employees and his/her spouse can carry out annual health check-up as done hitherto and seek reimbursement.

Alternatively, the employees can accumulate such health check-up expenses/bills carried out by them over a period during the financial year, and produce to the bank at one go, claiming reimbursement thereof subject to the maximum reimbursable limit of Rs.2500/- and Rs.1500/-  for the employee and his/her spouse respectively in view of the instances/health compulsions necessitating them to have routine monthly health check-ups. 

Ref No. CHO/PMG/12/2017-18 dt 25.7.2017

w.e.f. 1.11.2012 The amount for health check up is increased from Rs.1500/- to Rs.2500/-. Health check up to be done every year instead of every two years.

Ref No. CHO/PMG/29/2012-13 dt 20.11.2012

Employees may avail the services of reputed hospitals, pathological laboratories, etc with whom the bank enters into tie-up arrangement for the said purpose.

Alternatively, employees who desire to undergo health check up in any other reputed hospitals having o tie-up arrangement with the bank, will be reimbursed the amount subject to a maximum of Rs.2500/- upon production of relevant bills/vouchers in original along with the medical check up reports given by the reputed hospitals/diagnostic centres.

The scheme is only for the employees of the bank.

The scheme is made effective from 1st January 2006 and the first block of two years will be from 1.4.2005 to 31.3.2007, thereafter subsequent blocks of two years.

Application for reimbursement to be submitted in the prescribed format along with the original bills/vouchers and reports to the respective Regional Heads.

The Scheme has been extended for spouse of the staff also for reimbursement upto Rs.1,500/- every year.

w.e.f. 1.11.2012 amount of reimbursement for spouse of the staff increased from Rs.1000/to Rs.1500/- every year.

Ref No.CHO/PMG/34/2006 DTD 2.1.2006.

Ref No.CHO/PMG/29/2012-13 dt 20.11.2012.

The reimbursement limit shall stand increased from Rs.1000/- to Rs.3000/-.Instead of the existing system of once in the career , it will be available for every 5 years after the employee crosses 40 years of age.

Rs.3000/- [ The maximum ceiling of reimbursement ] shall be made available to either the employee or his/her spouse once in five years, or for both of them clubbed together subject to a maximum of Rs.3000/- per five years. 

 The employee who had availed the facility earlier, can avail further after completion of five years from the date of earlier reimbursement. 

Ref:CHO-PMG-12-2017-18

To provide financial assistance for education / rehabilitation to physically challenged/mentally retarded children of employees till they attain 25 years of age.

The scheme will be effective from 1.10.2006.

Age is increased upto 25 years of. age as per circular No.CHO/PMG/43/201112 Dt 26.12.2011.

To provide one time financial assistance for purchase of artificial aid/accessories to physically challenged/mentally retarded children of employees.

The scheme will cover children of all regular and confirmed employees of the bank having PFM number.

Amount of Assistance: An amount upto Rs.3000/- p.a. for physically challenged child and amount upto Rs.5000/- p.a. for a mentally retarded child shall be released till he/she attains majority i.e. 25 years of age for the following purpose.

The financial assistance will include Tution/Hostel/Examination fees of special institutions/fees for treatment in rehabilitation institution etc. in case of mentally retarded children.

If the child is both physically challenged and mentally retarded then the assistance will be limited to Rs.5000/- p.a only.

A one time financial assistance of Rs.2500/- shall be released for purchase of certain artificial aid / accessories such as Calliper Shoes / crutches / wheel chair / artificial leg / special hearing aid etc.

The amount of reimbursement against purchase of artificial aid / accessories will be released on the basis of Doctor's prescription and against production of relevant bills / receipts by the employee.

(Ref. CHO/PMG/29/2012-13 dt.20.11.2012)

Financial assistance of Rs.1500/- per month up to a maximum period of three months shall be released to those employees who are compelled to be on loss of pay during treatment of major ailments like Heart, Liver, Brain, Kidney, Cancer and major injuries caused by accidents. The above reimbursement will be made against production of documentary evidences in respect of period of treatment / hospitalization from the appropriate authority.

Ref No. CHO/PMG/17/2006-07.

Wards of permanent members of sub-ordinate staff who have passed in 12th standard of board examination conducted by the respective state boards or 12th standard examination conducted by CBSE or ICSC.

[a] Amount of Scholarship-Rs.1000 per month where wards stay in a hostel.

[b] Rs.500 per month where wards do not stay in a hostel

[c] Lumpsum of Rs.1000 per annum for purchase of  books  in both [a] & [b] above.

Purpose-To pursue higher studies

Number of scholarships-2 scholarship for each region [ 34 x 2]

5 scholarships for top five candidates from CBSE.

5 scholarships for top five candidates from ICSE.

Total number of scholarships is 78 every year.

Notification-Every year Head Office will notify the scholarship Scheme calling for applications from the eligible Employees.

Wards of permanent members of the Bank’s Clerical and Officers staff.

Those who pass 12th Standard Examination conducted by CBSE/ICSC/State Board.

Those who pass Degree Course Examination in any disciplines [Science, Arts, Commerce, Engg. Etc] of a recognized University in India.

Prizes will be awarded every year to those securing 5 top positions in order of marks obtained in 12th Standard/Degree examination [including Engg]

Amount of Prize---Rs.5000/- each-

No of prizes---30 Nos.-

For the wards of--12th Standard-Degree Course

Clerical Staff--5-5

Officers Staff--5-5

Subordinate including – 5 - 5

PT sweepers in scale wages

Ref - Head Office Circular CHO/PMG/17/2002 dated 12.7.2002.

Ref No.CHO/PMG/43/2011-12 DT 26.12.2011 This scheme extended to permanent subordinate staff members [including PT sweepers in scale wages]

Every year Head Office issues circular calling for applications from the employees for the above awards/Scholarships in month of June/July.

To meet out the final rites expenses of any employee who dies while in service an amount of Rs.20,000/- to be given to the family for the said purpose. Regional Heads are authorized to instruct the concerned Branch Heads to handover the assistance to the family.

The scheme has come into effect from 1st January 2004.

Ref - HO letter No.CHO/PMG/8/2004 dated 17.02. 2004.

CHO/PMG/15/8-09 - 10/9/2008 enhanced to 20,000/-

Circulars: Download

All Clerical Staff will be reimbursed with the cost of one Regional Language or one English daily newspaper subject to a ceiling of Rs.60/- per month on production of cash memo/money receipt.

All subordinate Staff including the part time employees also will be reimbursed cost of one Regional Language daily newspaper subject to a ceiling of Rs.60/- per month on production of cash memo/money receipt.

The scheme has come into effect from 1.9.2005.

w.e.f. June 2010 Clerical and Subordinate Staff including part-time employees will be reimbursed every month cost of one daily newspaper and one magazine within overall ceiling of Rs. 90/- [Rupees Ninety] on the basis of declaration without production of money receipt.

w.e.f. April 2011 Clerical and Subordinate Staff including part-time employees will be reimbursed every month cost of one daily newspaper and one magazine within overall ceiling of Rs. 110/- [Rupees One hundred ten only] on the basis of declaration without production of money receipt.

Ref CHO/PAS/01/2011-12 dt 16.04.2011

Circulars: Download

COMPASSIONATE APPOINTMENT:

Circular:CHO-PMG-23-2014-15

Frequently Asked Questions (FAQs) on Compassionate Appointment:

Q1. Since the scheme for ex-gratia in lieu of Compassionate Appointment (CA) is being discontinued and the new scheme for CA is being made effective from 5.8.14, whether the pending applications ex-gratia or CA as the case may be in terms of the earlier scheme, are now to be considered in terms of the new scheme?

A: Applications which are pending as on 4.8.2014 Will be dealt with as per the provision of the old Scheme (ex-gratia in lieu of compassionate appointment).

Q2. Whether we should incorporate a specific provision in the scheme that those cases where application regarding ex-gratia in lieu of CA have been disposed of prior to 5.8.14 and any order passed thereon shall not be reopened?

A: The cases which have already been disposed/ settled shall not be reopened.

Q3. Whether the effective date w.e.f, 5.8.14 is with regard to the date of death of deceased employee and if so, whether we should incorporate a specific provision in this regard in the new scheme?

A: As the Revised Scheme is applicable w.e.f 5.8.2014, the cases where the death occurred on or after 5.8.14 will only be covered under the revised Scheme.

Q4. Whether the age limit of 55 years is applicable only in cases of retirement on medical grounds or is it also applicable for cases of deaths? In Other words, can the benefit of this scheme be also availed by a dependent family member of a fulltime confirmed employee who dies while in service after crossing the age limit of 55 years?

A: The age limit of 55 years is applicable only in cases of retirement on medical grounds.

Q5. In para it is mentioned "however, hank can consider request for CA even When the death or retirement on medical grounds of the employee took place long back, even five years ago". This may be interpreted to mean death occurred up to five years back from 518.2014 to be considered under the present scheme?

A: Since the revised Scheme for compassionate appointment is applicable W.e,f, 5.8.2014, five years may be reckoned for the cases where death/retirement on medical grounds occurs on or after 5.8.2014.

Q6. In the coverage part at point No. 1.1 (b) it is mentioned that "is retired On medical grounds due to incapacitation before reaching the age of 55 years." In this regard neither BPS nor Officers' Service Regulation provides for such exit. Even first provision to Regulation 19 of OSR requires that the officer employee should have completed minimum 55 years of age or 30 years of service. As such, unless suitable provisions in the BPS, OSR are provided, it may not be possible to extend Compassionate Appointment on these grounds?

A: Since the revised Scheme has the approval of the Government and Public Sector Banks have to adopt the Scheme with the approval of the Board of Bank. There is no need for special provision in OSR/BPS as suggested. Moreover, the existing Scheme of Ex-gratia in lieu of compassionate appointment has this provision.

Q7. In para 8, "time limit of considering application' it is mentioned that "application for employment under the Scheme from eligible dependent should normally be considered up to five years from the date of death or retirement on medical grounds". Whereas in clause NOS. 1 it is mentioned ''the family is indigent and deserves immediate assistance for relief from financial destitution"- These are contradictory as the question comes that, if a family makes an application after such a long gap of even up to 5 years can it be said to be under requirement of immediate assistance?

A: While considering belated requests, it should be kept in view that the concept of compassionate appointment is largely related to the need for immediate assistance to the family of the employee in order to relieve it from economic distress. The very fact that the family has been able to manage somehow all these years should normally be taken as an adequate proof that the family has some dependable means of subsistence.

Q8. Clause 1 1.2 provides that the benefit would not be applicable 10 the case of an employee "Who had less than two years to retire On the date from which he has been missing". Thus the of family of an employee who goes missing before reaching age of 58 years can he examined under this provision. This goes against the general rule of attaining years as provided under para I .2. Further, before considering CA to dependent family member of missing employees under this provision, invariably the employment of such employee needs to be marked as exited. However, for doing so, there is no enabling clause in BPS/OSR. The procedure 10 he adopted in this regard needs to be clarified as there could be a possibility of the missing person reappearing after the CA is given to his dependent?

A: As per the provisions of the Scheme, a Request to grant the benefit of compassionate appointment can be considered only after a lapse of at least two years from the date from which the employee has been missing. Provided that an FIR to this effect has been lodged with the police, missing person is not traceable and the Competent Authority feels that the case is genuine. If the employee is absent from duty for 90 days or more continuously, the Bank should have initiated action against him for voluntary cessation of employment as per the service terms and conditions of the concerned employee. Once this action is completed, it is presumed that the employee has voluntarily vacated the service of the bank.

Q9. In case the CA is terminated on the ground of not maintaining family as per the term of appointment and if the other member of dependent requests for CA after such termination on the ground of indigence, which could be even after 5/10 or 15 years, whether such requests are to be considered and if so the modalities thereof needs to be specified?

A: There is no provision in the Scheme for providing such employment to Other Member of dependent family.

Q10. The minimum qualification for recruitment Of clerks is graduation in any discipline or equivalent qualification from a recognized University. For sub-staff, the minimum qualification is 10th standard pass, but the candidate should not have passed 10+2 examination or its equivalent. Whether a person. who does not fulfill the education qualification required for a post, can be considered for appointment on compassionate grounds?

A: A person Who does not fulfill the essential educational qualification as per the recruitment rules of the bank can be appointed if the Competent Authority is satisfied that the concerned person may come up to the suitability of the post Offered, by imparting adequate training in due course, as these appointments are made on compassionate grounds.

Q11. Clause 1.1, says that scheme is applicable "to a dependent family member of permanent employee, whereas Clause I .2 says that "employee would mean and include only a confirmed regular employee. These two clauses are not in symmetry?

A: If the deceased employee was appointed on regular basis against permanent vacancy, the Scheme may be extended to higher dependent family members.

Q12. Clause says competent authority to make CA is Board of Directors in special cases. Clause 8.2 mentions a special case of a dependent applying CA after 5 years from the death/medical retirement of the employee. Kindly advise us regarding criteria for identification of special cases?

A: The applications beyond five years in exceptional cases may be approved by the Board of the Bank, on case to case basis.

Q13. Clause 5.1 of the guidelines says "the family is indigent and deserves immediate assistance for relief from financial destitution", Guide us regarding the yardstick to be applied or guidelines to be followed to ascertain the poverty of the family of the employee in question?

A: Following factors are to be mandatorily taken into consideration for making compassionate appointments:

a) The family is indigent and deserves immediate assistance for relief from financial destitution;

b) Applicant for compassionate appointment should be eligible and suitable for the post in all respects under the provisions of the relevant Recruitment Rules. The onus for examining the penurious condition of the dependent family rests with authority making compassionate appointment. Courts have clearly stated in various judgments that offering compassionate appointment as a matter of course, irrespective of the financial condition of the family of the deceased or medically retired employee, is untenable.

Q14. A dependent family member may also include Wholly dependent father or mother as majority of the IOW income families with less educated parents depend wholly on the employees who are the bread winners of such Families. At present, in terms of 2007 scheme, ex-gratia is being paid to the dependents parents of unmarried employees?

A: There is no such provision in the scheme.

Q15. Whether the term wholly dependent' as defined in the BPS from time to time will be applicable while ascertaining the dependency of the family member and Whether the otherwise eligible cases where disciplinary action major/minor penalty is imposed due to unauthorized absence /irregular attendance, he also referred to the Board of the Bank/authority appointed by the Board?

A: Yes

Q16. The applicant for CA should he eligible and suitable for the post in all respects under the provisions of the recruitment rules, Whether the relevant recruitment rules will mean the norms as per the latest recruitment policy of the bank?

A: Recruitment rules will mean the norms which are in force at the time of making the compassionate appointment.

Q17. Seniority — It would be difficult to isolate and place the Compassionate Appointees at the bottom of all candidates recruited during each year?

A: We are of the view that there would not be any difficulty in this regard as all the compassionate appointments made during the year are required to be adjusted in reservation rosters applicable for direct recruitment.

Q18. Once a person has been appointed on compassionate ground, can he/she be considered eligible for consideration for appointment on compassionate ground against another post?

A: NO. When a person has been appointed on compassionate grounds to a particular post, the set of circumstances, which led to such appointment, should be deemed to have ceased to exist and he/she should strive in his/her career like his/her colleagues for future advancement and any request for appointment to any higher post on considerations of compassion should invariably be rejected.

Q19. If compassionate appointment cannot be given in a year, can it be considered in the next recruitment year?

A: Yes. There is no time limit for compassionate appointment. A request for compassionate appointment can be carried forward to next or more years, but the total compassionate appointment made in a year should not exceed 5% limit of the direct recruitment in the clerical and sub-staff quotas as the case may be.

Q20. Is reservation roster applicable to compassionate appointments?

A: Yes. A person selected for appointment on compassionate grounds should be adjusted in the recruitment roster against the appropriate category viz SC/ST/ OBC/General depending upon the category to which he belongs. For example, if he belongs to SC category he will be adjusted against the SC reservation point, if he is ST/OBC he Will be adjusted against ST/OBC point and if he belongs to General category he will be adjusted against the vacancy point meant for General category.

Q21. Can service of an employee appointed on compassionate grounds be terminated for not fulfilling the terms and conditions of Offer of appointment?

A: The compassionate appointments can be terminated on the ground of noncompliance of any condition stated in the offer of appointment after providing an opportunity to the compassionate appointee by way Of issue Of show cause notice asking him/her to explain why his/her services should not be terminated for non-compliance of the condition(s) in the Offer of appointment and it is not necessary to follow the procedure prescribed in the Disciplinary Rules/Temporary Service Rules for this purpose.

Holiday home at Shirdi, Tirupati and Mussorie.

Hotel Sai Simran - Shirdi

Hotel Udayee International - Tirupati

Pritam’s Hotel Kahakashan - Mussorie

Rooms are available against Advance Booking [currently through e-mail & Fax]

Booking of rooms will be monitored centrally by Personnel Services Department [PSD] Head Office Kolkata.

Employees/Retirees availing Holiday Home facility must carry with them Bank’s Photo Identity Card with them and present the same to Hotel Authorities enabling them to establish their identify as UCO Bank’s employee/Retired Employee.

Eligibility: All staff members in scale wages along with their dependents/retired employees along with their spouse.

Period of Stay: Maximum 2 [two] Nights and 3 [three] days from the check-in time [check-out time is of 24 hours duration] to availability of bookings.

Rent payable is Rs.100 per room per day per in-service/Retired employee with his/her dependent family members/spouse.

Ref : CHO/PMG/41/2012-13 DT 30.3.2013 & CHO/PMG/17/2012-13 DT 29.08.2012.

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