The following information received from COMRADES from" AIBEA"
What AIBEA circular Says
The Impact on the Existing Rules
Units and members are aware that our charter of demands includes demands on improvement in various service conditions apart from increase in wages. Prior to the signing of the Minutes of Discussion on 23-2-2015, there were two rounds of discussions with the IBA on these issues. Yesterday i.e., on 17.03.2015, one more round of discussions took place, during which understandings have been reached on the following issues:- [We have re-arranged the points so that it becomes easier for analysis / discussion ]
There is no need for explanation as it gives only the background
ENCASHMENT OF LEAVE:
1) The benefit of encashment of Privilege Leave will be available even in the cases of resignations from the Bank after 20 years of service as well on loss of job due to punishments (other than cases of punishment of Dismissal and cases where there is loss to the Bank).
2) Privilege Leave can be accumulated upto 270 days (as against the existing ceiling of 240 days). However, encashment upto 240 days would continue as at present.
1) This is a good development and benefit
the bankers who wish to resign / who lose
job due to punishment (except is given).
However, this will not allow benefit to
youngsters who change job before 20 years
of service. It will have some financial
implications for banks but existing rules for unjustified.
2) Although now PL is likely to be allowed
to accumulated upto 270 days but it will not
benefit bankers at the time of resignation /
retirement as encashment will be allowed
only upto 240 days. No additional financial
burden to banks, rather some retiring bankers
may forgo some leaves as these will not be encashable. Banks are likely to gain
financially from this move.
1) LEAVE: The present stipulation that Casual Leave (CL) upto 4 days can be availed continuously provided the total absence including Sundays and holidays does not exceed more than 6 days would be deleted.
2) Presently Unavailed Casual Leave (UCL) can be availed for a day without production of medical certificate. In addition UCL may be availed without production of medical certificate for 4 days at a time once in a year or 2 days at a time twice in a year.
3) Privilege Leave (PL) can be availed on 4 occasions in a year (as against 3 occasions at present).
4) 15 days' Notice would be sufficient to avail Privilege Leave (as against 30 days' notice at present).
5) Privilege Leave can be accumulated upto 270 days (as against the existing ceiling of 240 days). However, encashment upto 240 days would continue as at present.
It is good move by Banks as these
were small irritants which did not allow
flexibility to the bankers to avail what is
due to them. They will have now much
However, there is a need for caution as
small percentage of bankers who are
habitual of taking leave without any
concern for bank work, will misuse these
and other staff members are likely
to feel the pinch of the changes as such
habitual offenders will flex their muscles
to avail these at times when bank needs
them the most. Thus, there will be need
for balancing the right to leave
vs work load to be suffered by other staff
members on account of such misuse by
small number but repeat offenders.
No additional financial burden on banks
on account of these flexible norms, but
good for majority of the bankers.
Special Sick Leave with Salary for a maximum period of 30 days would be sanctioned to an employee while on hospitalisation for donation of kidney or any organ.
Very Good move as it will encourage
people for donation of organs to the needy.
Maternity Leave / Paternity Leave :
1) Maternity Leave for legal adoption of a child would be 6 months (now 2 months)
2) The facility of Maternity Leave would also be available to a biological mother in cases where the child is born through surrogacy.
3) Paternity Leave would be extended on the lines of Government employees i.e. 15 days at a time on 2 occasions.
4) Part time employees would also be entitled to Maternity Leave for adoption and biological mothers
5) Maternity Leave, within the overall entitlement, would be granted for 60 days (now 45 days) in the case of hysterectomy.
(1), (2), (3) and (4) are in line with the
changed circumstances of the society
and is a progressive move by banks as
we need to amend our rules with the
changes in the society norms. Paternity
leave will be a boon for young staff.
(5) This will give more flexibility to ever
increasing young female staff.
Other Leaves :
1) Study Leave upto 2 years would be sanctioned to workmen employees as available to officers.
2) Sabbatical Leave for women employees would continue to be extended on the lines of government guidelines.
3) Sabbatical Leave for male employees would be referred to the Government for consideration.
4) Extraordinary Leave (without Pay) would be sanctioned upto a max. of 720 days during the entire service (as against the existing ceiling of 12 months).
5) Special Casual Leave for absence due to curfew would include exigencies like riots, prohibitory orders, natural calamities.
6) Special Leave for Sports activities, trekking, mountaineering, etc, would be dealt with at each Bank level.
These are again flexible norms now
being allowed to the bankers who may
like to avail of these facilities as per
However, there is no financial burden
on the banks.
INTRODUCTION OF LEAVE BANK:
System of Leave Bank would be introduced by which employees can voluntarily donate a part of their entitled leave to a common pool from out of which leave with salary would be sanctioned to employees who are compelled to be on prolonged leave due to treatment of major diseases/accidents and other contingencies beyond their control and where such employees have exhausted all their leave
Excellent move as it will help the needy
employees who fall ill for prolonged
periods. However, Banks are likely to frame
strict rules for availing leave from such a pool
so that its misuse is stopped. I think UFBU
may ask IBA to transfer all the PL remaining unavailed / not encashed at the time of
retirement be automatically transferred to
this pool. This itself create a big pool of
leave as now employees will accumulate
270 PLs but encashment will be only for
Other Issues :
a) Diem Allowance: Diem Allowance payable while on travel on duty would be revised upwardly and quantum would be finalised in the next meeting.
b) When employees travel on duty to another station and stay in a hotel, the room rent would be reimbursed; the eligible rates would be finalised in the next meeting.
c) Transportation of goods while on transfer: An employee while on transfer from one station to another can transport his personal effects by train or road (even if the places are connected by train) upto the stipulated weights by an IBA approved Transport Operator.
d) Dependents' Income Criteria: Income limit to define a dependent would be Rs. 10,000/- per month (as against the existing Rs.3,500/- p.m.)
All these are good moves and in line with
the needs on account of inflation, more
frequent transfers etc.
Pension for part time employees:
The entire service period would be taken for arriving at eligible pension instead of pro-rata service.
Very good news for part time (senior )
employees as they will be able to get
Other Facilities :
Compensation for Breakages: Compensation for losses due to breakages or damage to goods while transporting would be reimbursed as under:
Existing amount on production of receipts for Clerks - Rs.1120 to be revised as Rs.1500
Existing amount on production of receipts for Substaff - Rs.745 to be revised as Rs.1000
Existing amount without production of receipts for Clerks - Rs.745 to be revised as Rs.1000
Existing amount without production of receipts for Substaff - Rs.560 to be revised as Rs.750
24) Travel on Duty/on transfer:
Existing for Non-Subordinate employees 1st Class to be revised as AC 2 Tier
Existing for Subordinate employees 2nd Class to be revised as AC 3 Tier
All these are good moves and in line
with the needs on account of inflation,
more frequent transfers etc.
Last Paras :
Important issues like construction of revised Pay Scales, revised DA formula, HRA rates, Transport Pay, introduction of Grade Pay, revision of Special Pay, LFC, revision in other allowances, retirees' issues, etc. and other issues/ demands would be taken up for discussions in the subsequent rounds of meetings.
Further development on these issues will be informed to members in due course.
This gives the future agenda for
We express our sincere thanks to the AIBEA for sharing news through it's blog.