Placement and Postings for Bank Lady Officers – Charter of Demands 11th Bipartite
One of the major concerns of the lady Officers has been their placements and postings in the banks. The country is yet to develop in the matter of infrastructure, the facilities exclusively to the lady members in different places. Hence, a separate Transfer / placement Policy taking into account the problems of the lady officers should be designed and forwarded to the member banks by IBA. The IT sector is a classical example where a lot of sympathy is shown to the women employees in the matter of posting and placement in order to get the best from them. Yet another major consideration is their safety and security at different centers.
The lady Officers need to be extended the benefit of flexi-time and flexi-place concept. They should be given choice of their place at the time of transfer and placement keeping their difficulties in view. The Banks should be advised to keep one exclusive lady Officer in charge of Personnel Administration in all the Banks to attend to their exclusive issues including transfer, placement etc. The lady Officers whose spouses are working elsewhere should be accommodated at the same place. Similarly, where the wife and husband are employed in the same bank, they should also be accommodated at the same centre. The spouse policy given by the Government should be implemented in toto.
Flexi timing as well as work from home facility should be introduced for a limited period of 3 years during the entire service.
Work from Home Policy to Bank Employees – Charter of Demands 11th Bipartite
The Board of the largest Bank, State Bank of India recently approved the ‘Work from Home’ policy to enable its employees/officers to work while at home using mobile devices to address any urgent requirement they may have, which prevents their travelling to work. Now, the Bank informed that it will be using mobile computing technologies and shall have continuous control over all the enabled devices centrally to manage and secure the data and applications on the mobile devices.
The concept of “Work from Home” is a very welcome move, especially for the lady officers/employees. The increasing number of women in the Bank stands testimony to their faith in the Industry and their commitment amidst all the constraints. A large number of organizations have already come up with their action-plan to protect the interest of the women in our country. The trade unions in the organized sector have also contributed their mite to organize the women workers and help them in providing leadership to women workers and to espouse their cause with the Government and other agencies. Besides the IT Sector, the Banking Industry is one of the major sectors, employing a large number of women who are occupying several high positions in the organization. Hence, it is imperative on the part of the Bank as well to protect the interest of the women and ensure a congenial working environment along with the option to work from home at their convenience.
SBI is now in the process of identifying jobs that can be done from home. We had requested that the Concept of work from home be introduced to help our officers who are on sabbatical leave, sick leave and are unable to attend office for various reasons, but also capable of working from home or elsewhere. We are very happy that the Board of the Bank has approved it now. We would like to reiterate below a few areas where the concept of work from home can be introduced and hope that the Bank will implement the concept soon.
Complaint management Knowledge helpline.
HR helpline/ complaint resolution.
App related queries and feedback resolution
Customer Relationship Management.
Customer Feedback.
Credit appraisal Cross selling Marketing.
Lead management Wealth management ATM cash out monitoring CSP monitoring.
Inspection and Audit compliance monitoring.
Salary processing and other HRMS linked activities under SAP ERP Market research for effective marketing and cross selling, telemarketing.
KYC/ FATCA /PAN Seeding/ Aadhaar Seeding other statutory updates (with a trickle feed module) for bulk upload subsequently at front end.
Legal support RTI Queries Ifams.
NPA monitoring and recovery drive and follow-up.
Help Desk.
HR:Fitment, Scrutinizing Bills such as TA, LFC, Medical etc.
Reservation rooster, promotion exercise data scrutiny, recruitment data scrutiny. Monitoring Job Family and Transfer Tools.
Scrutinizing bills of vendors, Pathological lab (Tie up).
Follow up of various Pan India initiatives (Present and future) such as: Migration to cloud server, 2 mbps leased line and backup connectivity, Branch Ambience etc.
Vendor Management Services for faster resolution of issues of branch and monitoring of services of vendors.
Customized MIS Data preparation/presentation for seminars, meetings, Training etc.
We believe that the above mentioned jobs may be considered during implementation of the concept of work from home. We also demand for the implementation of the concept of “Work from Home” immediately.
Reduction in the residency period for promotion from Helper : Railway Order
RBE No.43/2017
GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)
NO.E(NG)I-2015/PM1/20
New Delhi, dated 03.05.2017
The General Managers (P)
All Indian Railways & PUs.
(As per standard list)
Sub : Reduction in the residency period for promotion from Helper (G.P Rs.1800, Level-1, Rs.18000-56900) to Technicial-III (G.P.Rs.1900, Level-2, Rs.19900-63200).
In terms of extant provision contained in Board’s letter No.E(NG)I-96/PM7/56 dated 2.2.1998, Helpers (G.P.Rs. 1800, Level-1) possessing the qualifications prescribed in the Apprentice Act, with a minimum of three years regular service are eligible to appear in the Selection against 25% qualified staff quota.
2. There has been a demand to reduce the residency period from existing three years to two years, at par with residency period of promotion for other categories. This issue has been raised by AIRF in the PNM forum.
3. Accordingly, the matter has been examined in consultation with the Zonal Railways, PUs & technical directorates of Railway Board and it has been decided . that henceforth residency period for Helpers to appear in selection against 25% qualified staff quota will be two years.
The above instructions will be effective from date of issue of this letter.
Please acknowledge receipt of this letter.
Hindi version shall follow.
(P. M. Meena)
Deputy Director-II/E(NG)I
Railway Board
7th CPC Revised Allowances should be from January 2016 – NCJCM Staff side
No.NC/JCM/2017
Dated: May 5, 2017
All Constituents of NC/JCM(Staff Side)
Dear Comrades!
Sub: Proceedings of the meeting of the Standing Committee meeting of the National Council(JCM held on 03.05.2017 under the Chairmanship of Secretary(DoP&T)
Immediately after Introductory Remark of the Secretary(DoP&T), the Staff Side raised the following issues:-
1. For more than 7 years now the National Council(JCM) has not met. Functioning of the JCM is completely diluted by the Government Departments are also not holding meeting. The grievances on service matter of the employees are getting accumulated. The JCM Machinery needs to be strengthened and meeting with the Staff Side should take place regularly.
2. It is now more than 10 months after proposed “Indefinite Strike” was deferred by the Central Government Employees; based on the assurance given by the Group of Ministers. None of the demands is settled. “The Staff Side is in dark about the recommendations of the Allowance Committee”. “While Pay Commission’s report is put on the Public Domain after its submission to the government, why these reports are kept secret”, the Staff Side asked. Since Allowances Committee report is considerably delayed the date of effect of the revised allowances should be w.e.f. 01.01.2016. The Staff Side has demanded that, Minimum Wage should be raised, Pay Matrix should also be revised, to recommend at least Minimum Guaranteed Pension of 50% of the last pay drawn, Family Pension, and Disability Pension and GPF to all the Central Government Employees. It is unfortunate that, Option No.1, recommended by the 7th CPC for pre-01.01.2016 Pensioners, is also rejected. The Central Government Employees are very much agitated and there is going to be an uncontrollable unrest, hence the Chairman is requested to convey our feelings to the government to avoid a confrontation
(Chairman intervened and assured that he would convey the feelings of the Staff Side to the government).
3. In spite of the Government orders many autonomous bodies have not revised the pay scale of the employees as per 7th CPC and no order is yet issued for revising the pension of the pensioners who retired from these autonomous bodies. These issues needs to be settled by the government.
4. Staff Side demanded to fill-up all the vacant posts and also to sanction additional posts to man additional assets and additional workload without insisting on Matching Saving.
Thereafter, Action Taken Report on the progress/decisions taken on the Agenda Points discussed during last Standing Committee Meeting was taken for discussion. Details are given below-
DISCUSSION ON ACTION TAKEN REPORT
1. No privatization PPP or FDI in Railways and Defence Establishment
The issue will be separately discussed by the Railways and Defence Ministry with the Recognized Federations
2. No Corporatization of Postal Services
Department of Post informed that there is no proposal of Corporatization / privatization at this juncture.
3. Scrap PFRDA Act and reintroduce the Defined Benefit Statutory Pension Scheme
The Chairman stated that, we have to wait for the report of the NPS Committee. However, the Staff Side insisted that, there should be at least Guaranteed Minimum Pension of 50% of the last pay drawn, Family Pension, and Disability Pension.
4. Regularize the existing daily rated/casual and contract workers, and absorb trained apprentices. No labour reforms should be carried out which are not in the interest of workers.
After discussion it was decided that, specific cases, if referred to the DoP&T by the Department/ Staff Side, may be considered. The issue of Gun and Shell Factory Casual Employees would be considered in consultation with the MoD.
5. Revive JCM functioning at all levels as an effective negotiating forum for settlement of demands of the central government employees.
It was assured that JCM Machinery would be activated
6. Remove the arbitrary ceiling on compassionate appointments.
The Staff Side demanded the following:-
a. The arbitrary and artificial 5% ceiling may be removed.
b. Pending the same the 5% vacancies should be calculated on the overall vacancies and not in the vacancies of the particular year.
c. For calculation of vacancies Group B posts also should be taken into account.
d. In the Defence Ministry wards of service personnel are given Compassionate Appointment in the 5% of Civilian Vacancies. However while calculating 5% vacancies, the vacancies of service personnel are not taken in to account. This anomaly may be rectified.
e. Defence Ministry has proposed a onetime relaxation of 5% ceiling considering the large number of pending applications. TheDoP&T has rejected the same. The issue may be reconsidered by the DoP&T
After discussion on the above issues SecretaryDoP&T assured that he would reconsider the whole matter.
7. Ensuring Five Promotions in the Service Career
The Staff Side insisted that MACP should be in the promotional hierarchy and the condition of “Very Good” grading should be removed for granting of MACP
8. Non-implementation of the decision taken in the 46th National Council (JCM) Meeting held on 15t May 2010 with regard to Item No. 20.
The Staff Side stated that in spite of the DoP&T’s direction not to recognize Associations of “Workers”, the Defence Ministry is not implementing the same. After discussion Secretary DoP&T assured that he would discuss the matter with the Defence Secretary and settle the same.
9. Reduction of one day Productivity Linked Bonus (PLB) to the employees of OFB & DGQA under
Department of Defence Production against Cabinet decision and Government orders. Staff Side protested against the arbitrary recovery of PLB days in the case of employees of Ordnance Factories, DGQA, DGAQA and EME. After discussion Secretary DoP&T directed the Department of Expenditure to reconsider the matter and if necessary to put up the case to the Finance Minister for his consideration.
10. Grant of one time relaxation to the Central Government employees who have availed LTC-80 and travelled by air by purchasing Ticket from other than authorized agent.
The Staff Side insisted that the employees who are otherwise not eligible for entitlement of air traveling, have purchased flight tickets from other than authorized agents due to their ignorance of rule position should not be punished by imposing recovery of the entire LTC amount etc. Therefore to settle the matter once for all a onetime relaxation may be given to such employees. After discussion it was decided that DoP&T may reconsider the whole matter.
11. Grant of House Rent Allowance to the employees who have vacated government quarters.
The Staff Side insisted that NAC should not be a pre condition for grant of HRA to those employees who vacate the government quarters. After discussion it was decided that the Directorate of Estate and Department of Expenditure would consider the matter.
12. Restoration of interest-free advances withdrawn by the Government based on 7th CPC recommendations.
The Official Side assured that, the demand of the Staff Side would be conveyed to the government.
13. Grant of entry pay recommended by 6th CPC to the promotees under the provisions of CCS(RP) Rules- 2008.
The Staff Side stated that the decision taken in the National Anomaly Committee meeting in this regard was not accepted by the finance ministry and at present the Principle Bench CAT New Delhi and the CAT Madras Bench has given judgment in favour of the employees and hence the Department of Expenditure may reconsider the matter. After discussion it was decided that the Department of Expenditure would reconsider the matter.
14. Grant of 3rd MACP in GP Rs.4600 to the Master Craftsmen (MCM) of Defence Ministry who were holding the post of MCM in the pre-revised pay scale of Rs.4500- 7000 as on 31/12/2005.
After discussion it was decided that DoP&T will refer the matter to Department of Expenditure recommending to reconsider their earlier decision of rejection since the demand is in conformity with the rules on ACP/MACP.
15. Carrying forward of Earned Leave by Defence Industrial Employees on transfer/ appointment from non Industrial to Industrial Establishment.
DOPT has agreed with the demand and their decision would be conveyed to MOD after receipt of the proposal from Defence Ministry in this regard.
16. Reimbursement of actual medical expenditure incurred by the employees in recognized hospitals.
CGHS rates are under revision and the same would be issued soon.
17. Dental Treatment in private hospitals recognized under CGHS / CS(MA) Rules, 1944 for CS(MA) beneficiaries.
CGHS vide their OM dated 5th April 2017 has informed that the requirement of no objection certificate has been dispensed with vide OM No. S.14025/41/2015-MS dated 7.12.2016.
18. Removal of ambiguity in fixation of pay of re-employed Ex-Servicemen and grant of the same benefit extended to Commissioned officers to personnel below officers rank also
The demand is under consideration ofDoP&T in consultation with the Department of Expenditure
19. Permission to opt for pay fixation in the revised pay structure on a date after the date of issue of CCS(RP) rules 2016 notification (25.7.2016) in case of employees whose promotion becomes due after 25.7.2006.
The issue is under consideration of Department of Expenditure and a decision would be taken soon.
20. Fill up all vacant posts including promotional posts in a time bound manner.
DOPT is framing a fresh calendar for holding DPC and effecting promotions which will enable to fill up the promotional Posts in a time bound manner. Instructions will be issued very soon.
21. Abolish and upgrade all posts of Lower Division Clerks (LDCs) to Upper Division Clerks(UDCs)
The Staff Side demanded that the LDC post may be merged with UDC and MTS may be promoted directly to UDC. DoP&T agreed to consider the demand.
Due to paucity of time, new agenda points, given by the Staff Side, was not taken up for discussion. It was decided that the Action Taken on the New Agenda Points would be communicated to the Staff Side and a meeting would be thereafter convened to discuss these items.
Cabinet approves revision of pension to pre 2016 pensioners
The Cabinet approved modifications in the recommendations of the 7th CPC relating to method of revision of pension of pre-2016 Pensioners and Family Pensioners based on the suggestions made by the Committee, chaired by Secretary(Pensions), constituted with the approval of the Cabinet. While approving implementation of the 7th CPC recommendations on 29th June, 2016, the Cabinet had approved the changed method of pension revision recommended by the 7th CPC for pre-2016 pensioners, comprising of two alternative formulations, subject to the feasibility of the first formulation which was to be examined by the Committee. In terms of the Cabinet decision, pensions of pre-2016 pensioners were revised as per the second formulation multiplying existing pension by a fitment factor of 2.57, though the pensioners were to be given the option of choosing the more beneficial of the two formulations as per the 7th CPC recommendations. In order to provide more beneficial option to the pensioners, Cabinet has accepted the recommendations of the Committee, which has suggested revision of pension based on the information contained in the Pension Payment Order (PPO) issued to every pensioner. The modified formulation will be beneficial to more pensioners than the first formulation recommended by the 7th CPC, which was not found to be feasible to implement on account of non-availability of records in a large number of cases and was also found to be prone to several anomalies.
Sincerely Yours
(Shiv Gopal Mishra)
Secretary (Staff Side)
National Council (JCM)
Clarification on Recently Notified Maternity Benefit (Amendment) Act,2017
The Government has notified the Maternity Benefit (Amendment) Act,2017 on 28th March,2017 and the provisions of the Amendment Act have come into force with effect from 1st April,2017, except those relating to crèche facility {Section 4(1)} which would come into force from 01.07.2017.
Keeping in view queries received from various quarters, the Ministry of Labour & Employment, on 12.04.2017, had issued certain clarifications on various provisions of Maternity Benefit (Amendment) Act, 2017. One of the clarifications issued by the Ministry stated that the enhanced maternity benefit, as modified by the Maternity Benefit (Amendment) bill, 2016 can be extended to women who are already under maternity leave at the time of enforcement of this Amendment Act.
Having received further queries and to remove doubts, it is further clarified that it is mandatory on the part of employers to extend the benefit of enhanced maternity leave to those women workers who were already on maternity leave on the date of enforcement of the Maternity Benefit (Amendment) Act,2017 i.e. as on 01.04.2017.
All our unions and members are aware that our present wage revision settlement for employees and officers will come to an end by October, 2017 and hence the next wage accord has to commence from 1st November, 2017.
Since negotiations are taking unduly long time to arrive at the final settlement, we have been desiring timely settlement.
Government had also advised the IBA and Banks to complete the negotiations early and commence the settlement from the due date i.e. 1-11-2017.
Hence we have been asking the IBA to commence the negotiations early and this was one of the prominent demands in our All India strike on 28th February, 2017. Earlier to that we had submitted the broad summary of our common demands for employees and officers respectively.
In this background, Indian Banks Association had invited UFBU for commencing the negotiations and accordingly the meeting was held yesterday i.e. on 2-5-2017 at IBA Office in Mumbai.
IBA was represented by its Chairman Shri Rajeev Rishi, CMD, Central Bank of India, Mrs. Arundhathi Bhattacharya, Chairman, SBI, Shri Arun Tewari, CMD, Union Bank of India, Shri Ashwinikumar, CMD, Dena Bank, Shri R K Takkar, MD, UCO Bank, Mrs. Usha Subramanian, MD, PNB, Shri Shyam Srinivasan, MD, Federal Bank, Shri, P S Jayakumar, MD, Bank of Baroda and Shri Rakesh Sharma, MD, Canara Bank.
UFBU was represented by leaders of our 9 constituent unions in the discussion.
In his opening remarks, Shri Rajeev Rishi observed that bilateralism has been the hallmark in the banking industry for the past 50 years when successive bipartite settlements have been signed. He particularly referred to the 9th BPS and 10th BPS under which benefits like one more option for pension, Full Day Off on 2 Saturdays in a month, medical insurance scheme for employees and retirees, etc. were achieved due to the collective efforts of the management and the unions.
He urged upon the unions to keep the present health of the Banks and their constraints in mind while negotiating the demands and help to conclude the Settlement early, preferably before Diwali festival this year.
He informed that since some of the Banks have given mandate to IBA for negotiations would be confined only upto Scale III Officers.
He further informed that IBA has set up a Negotiating Committee as under:
Shri R K Takkar, MD, UCO Bank – Chairman
Shri. Rakesh Sharma, MD, Canara Bank,
Smt. Usha Subramanian, MD, PNB
Shri P S Jayakumar, MD, Bank of Baroda
Shri Prashant Kumar, Dy.MD, SBI
Shri Shyam Srinivasan, MD, Federal Bank
Responding to the observations of the IBA, from our side, we thanked the IBA for initiating the process of negotiations and assured that we shall extend our best possible co-operation to conclude the settlement as early as possible and suggested holding of regular and continuous meetings for this purpose.
We also reiterated our commitment to bipartism and settling the demands amicably through mutual discussions.
We also conveyed to the IBA that given the increasing stress and heavy workload under which employees and officers are working in the Banks, they deserve satisfactory wage revision and improvement in their service conditions.
We also informed the IBA that our Unions are equally conscious and concerned about the present challenges faced by the Banks and would be willing to work with the managements to overcome these challenges successfully.
We strongly conveyed to the IBA that the negotiations in respect of officers should not be restricted upto Scale III and must cover upto Scale VII as hitherto.
In the conclusion, it was decided that the Negotiating Committee will shortly fix up the date for starting the negotiations when formal talks on our demands will commence. We shall keep our unions and members informed of further developments.
E-Platform Will Soon Help Central Govt Employees File Sexual Harassment Complaints
Minister for Women & Child Development Maneka Sanjay Gandhi on Friday said her ministry was setting up an e-platform for complaints of sexual harassment at workplace.
Inaugurating a training programme for heads of Internal Complaints Committees (ICCs) the first ever workshop for capacity building of ICC chairpersons of various ministries, organised by her ministry, she expressed hope that this would be the ”paradigm for safety of women at workplace”.
Information about the number of complaints received and processed under the Act must be included in the annual reports of the Ministries, she told the participants and disclosed that her ministry was also developing an e-box to receive such complaints online.
Addressing the participants, Gandhi said the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 created an enabling environment for women to work without fear. The workshop will help the ICCs to implement the Act more effectively, she added.
The WCD Ministry, she said, has taken several steps to ensure the enforcement of this Act including printing and distribution of handbooks as a ready reference.
The minister urged the Chairpersons of ICCs to ensure that all affiliated organisations with their ministries set up ICCs in their offices and asked the participants to ensure the genuineness of a complaint while carrying out the enquiry and to complete every enquiry within the stipulated time frame.
Minister of State for Women and Child Development Krishna Raj said the Act was very useful since even senior female officers of Government had reported sexual harassment at workplace. The workshop will help to create awareness and help in effective implementation of the Act, she said.
More than 50 heads of ICCs constituted in all central government ministries/departments participated in the workshop which had a session on Gender Discrimination and Sexual Harassment of Women at Workplace, Salient features of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 by resource person Ms. Jyotika Kalra, advocate and NHRC member. This was followed by a mock session of Internal Complaint Committee.
The Union Government is the largest employer in the country employing 30.87 lakh people to carry out its various functions.
As per the Census of Central Government employees, 2011, women constitute 10.93% (3.37 lakhs) of the total regular Central Government employees.
To ensure safety and security of women at workplace, the Government of India has enacted the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 covering both the government and private sectors.
CGHS facilities to the Defence Industrial Employees in Mumbai
S.11030/25/2009-CGHS(P)/EHS
Government of India
Ministry of Health and Family Welfare
EH5 Section
******
Nirman Bhawan, New Delhi
Dated the 21st April, 2017
OFFICE MEMORANDUM
Sub: Extension of medical facilities to Defence Industrial Employees in Mumbai- reg
The undersigned is directed to say that the matter regarding extension of CGHS facilities to the Defence Industrial Employees of Naval Dockyard, Mumbai, Central Ordinance Depot, Mumbai and AFMSD, Mumbai at par with the Defence Industrial employees who are availing CGHS facilities in stations other than Mumbai, was under examination in this Ministry,
2. The matter has beep examined in this Ministry in consultation with Ministry of Defence and it has been decided to extend CCHS benefits to Defence Industrial Employees of Naval Dockyard, Central Ordinance Depot and AFMSD in Mumbai
3. This issues with the approval of the Competent Authority,
(Sunil Kumar)
Under Secretary to the Government of India
Mode of Payment of Arrears of Pay.– (1) The arrears, computed after deduction of subscription at enhanced rate of Armed Forces Personnel Provident (AFPP) Fund with reference to revised pay, shall be paid after deduction of adhoc arrears paid as per GoI MoD letter No 1(11) 2016/D(Pay/Services) dated 10/ 10/2016.
Explanation.– For the purpose of this rule, “arrears of pay” in relation to Junior Commissioned Officers/ Other Ranks, means the difference between;
(i) the aggregate of the pay, dearness allowance, Group ‘X’ Pay and Military Service Pay to which he is entitled on account of the revision of his pay under this Rule for the period effective from the 01st day of January, 2016; and,
(ii) the aggregate of the pay, dearness allowance, Group ‘X’ Pay and Military Service Pay to which he would have been entitled (whether such pay and dearness allowance had been received or not) for that period had his pay and dearness allowance not been so revised.
