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All India IDBI Officers' Association 1st Floor, IDBI Tower, Cuffe Parade, Mumbai-400 005

(Registration No.ALC-KARYASAN-17-10311) Website: www.aiidbioa.com

Date: May 10, 2016

To

The Executive Director,

Human Resources Department,

IDBI Bank Limited,

IDBI Tower, Cuffe Parade,

Mumbai.

Respected Sir,

Sub:- Submission of fresh Charter of Demands for salary revision of officers from

November 1, 2012

Please refer to your letter on the captioned subject.

In light of the wage settlement done by IBA, we are submitting our fresh charter of

demands in continuation of our charter of demands submitted to Bank earlier in the year

2013.

Please acknowledge the receipt.

We request you to call us for finalization of the same at the earliest.

Thanking you,

Yours faithfully,

(VITHAL KOTESWARA RAO A.V.)

GENERAL SECRETARY

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Revision of Wages and other Allied Matters

for the period from

November 1, 2012 to October 31, 2017

PART-I

ENHANCING SENSE OF BELONGINGNESS AMONGST THE BANK

OFFICERS & IMPROVEMENT IN CUSTOMER SERVICE

Post Nationalization, Banking in India has been regulated by the Government of India with

special emphasis on Social upliftment as guiding principle. Even today, though operations

of Public Sector Banks have been commercialized, the Government calls on the Public

Sector Banks to further its Social Commitments and for conducting all activities that earlier

the Govt. Treasury used to perform.

Years before several banks were Nationalized in 1969, IDBI had commenced operations

under the ownership of Reserve Bank of India. The ownership was later transferred to

Govt. of India. IDBI conducted its affairs as a Specialized Financial Institution, chairing

member of Inter Institutional Groups, as advisor to Govt. on Industrialization, Capital

Markets, Technology transmission (through Technical Consultancy Organizations),

Institutional Development (State Finance Corporations & State Industrial Development

Corporations, State Industrial Investment & Infrastructure Development Corpn. etc.).

IDBI had also taken the responsibility of entrepreneurial skill development and funded

Roads, Ports, Airports, Telecom, Waterways, Industrial Estates Development.

IDBI took initiative of funding, Information Technology funding & Telecom Industry,

while no other Bank was ready to fund them as these did not have assets to offer as security

and their borrowings were against intangibles like Software, Royalty etc. and working

capital funding was against Software Costs, Fee and employee remuneration. So much so

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that when the Bollywood was reeling under the pressure of underworld, IDBI was

mandated to fund Films.

IDBI served well in creation of greater opportunity for employment among the citizens of

the country by promoting Industrialization and reaching the poorest (through Composite

Loans, SSI & SRTO funding) by targeted lending through the Banking structure by

providing Refinance and Bills Rediscounting facilities. IDBI is a unique organization that

has been creating the priority segment time and again and hiving it off as Institutions (Exim

Bank, SIDBI, and Infrastructure) at the instance of the Govt. of India and still surviving all

odds imposed on it. The State and Central Govt. guaranteed Loans were forced to be

settled by IDBI at a portion of the Principal by write off of multiples of the amount due to

IDBI by way of Interest and Penalty. No Banking organization anywhere in the World

could have survived such an onslaught.

To counter the high handedness of BSE, whose brokers were not ready to even simply get

registered with the Govt., and went on strike for over a month paralyzing the Indian Capital

Market, IDBI took the initiative of creating a world class competitor for it, the National

Stock Exchange (NSE).

The SASF funds were a pittance against the waivers and write off forced on IDBI by

Industrial Houses whose promoters had strong political clout in the License Raj. People

like Harshad Mehta and Ketan Parikh could not have flourished without support of the

ruling Govt. Incidentally Mr. Mehta was allowed to portray as Advisor to the Govt. of India

on Capital Market Reforms.

Immense loss was caused to IDBI by the rigging of the Capital Markets by those named

above. Several projects of the new generation entrepreneurs, many of whom had shifted

from abroad, and who had availed loans from IDBI (the only Venture Capitalist in the

country) failed because they could not raise committed capital from the Stock Market.

Incidentally, IDBI has been the most benevolent Venture Capitalist in the World, as it used

to provide seed capital or equity support to Technician Entrepreneurs with agreement to

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buy back the shares from IDBI by paying extra interest not exceeding single digit while

the Inflation was in double digits.

To conclude, in spite of the externalities remaining challenging and the undesirab le

interferences of those in power, IDBI successfully managed its affairs contributing to the

Nation Building with its small number of the IDBI Officers (less than 800) managing lakhs

of crore of Rupees of portfolio professionally apart from contributing to the Institutiona l

development. Today this small lot is being forced to drop its reasonable expectation of

compensation & Superannuation benefits being protected in line with RBI & Pay

Commission. Incidentally, IDBI Salaries used to be in line with that of IAS, 4 increments

above IBA starting, 2 increments above SBI starting and the structure matched with RBI.

All those who joined the Glorious Institution, going through Pan India Competitive tests

and the ones who were given their ward ship as Guardians to several of the Banks /

institutions merged into IDBI by the Govt., are also today being tested against their Trust

in the IDBI and its Charter.

Apart from incessant payment record of dividend payments from year 1965 onwards that

the Govt. enjoyed, the few hundred of committed officers had been the cause for generating

at one time profits of over Rs. 1500 crore a year in mid 1990s. IDBI let the Govt. have

cash against portion of its holdings sold to public at over Rs. 120 /= per share through the

biggest Public Issue of shares till that date. IDBI's Flexibonds remained flavour of the day

and helped create the goodwill that the Bank is enjoying in every nook and corner of the

country.

When the Repeal of IDBI Act was proposed, the Staff was made to believe by the Govt

that it was for greater Managerial Flexibility and enabling faster decision making without

need to go to the Parliament often. It was also informed that Staff interests will not be

allowed to suffer. When taking up of Commercial Banking activities was proposed it was

assured that this will improve scope for augmenting low cost funds from Indian public.

IDBI Bank Ltd. had been floated joining hands with SIDBI and other Investors from Public

Sector and Public Issue. The Commercial Banking arm services were comparable to any

Pvt. Sector Bank as far as Liabilities side was concerned. On the Assets side, IDBI shared

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its own established clientele with the Bank, even by mandating transaction banking with

the Banking outfit. The majority holding of IDBI Bank was always with Govt. owned

Institutions and it gave run for money to Private Banks of its size.

The Bank could not grow at a pace comparable to peers, again because of the paucity of

Capital and delays in decision making that had to do much with the Govt. IDBI Bank was

merged back with IDBI after due process of consultation including COPU. Employee from

IDBI Bank, who were paid on Cost to Company basis were fitted in structured

compensation package.

United Western Bank, another Capital starved Bank was also merged with IDBI as a bail

out at the initiative of Reserve Bank of India and the Govt. under pressure from

Maharashtra Govt.

Today the trust placed by the employees on the Top Management and the Govt. is being

defied. The continuity of Service conditions and Compensation structures offered

originally at the time of joining and the conventions followed, having been aligned to RBI

of IBA among the constituents, are being contemplated to be adversely modified, as if it is

the ground level employees who are to blame for the current state of the Bank. The cause

for high NPA is not the staff but high exposure to the Infrastructure and Large Industries

and this has happened because of the targeted lending mandated by the Govt. The

slowdown is because of the policy paralysis and delays in regulatory clearance for

acquisition of land, large scale corruption in Mining Sector caused by those in Power in

past. The position still, is not much different from other Public Sector Banks.

The greatest strength of IDBI is its Character and its lean staff strength. The large scale

loans portfolio has caused it to show relatively high business and profitability per

employee. The performance appears to be discouraging because of provisioning norms

implemented by RBI that could be acceptable to Commercial Banks with predomina nt

retail portfolio, but are inappropriate for IDBI that has been serving its mandate faithful ly

and with highest sense of responsibility. In IDBI we believe that there is still much scope

for institutional development, refinancing, channelizing of resources from IDB, IBRD, and

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ADB. Taking up activities of Project Monitoring on behalf of foreign lenders, the Govt.

(eg. Railways, Ports, Road, Water way connectivity, Smart City & Social Infrastruc ture

development) on fee basis, by becoming a nodal agency for multiple lenders and a

monitoring body to ensure end use, timely completion of projects by becoming part of the

implementing mechanism.

IDBI can wear the cap of Venture Capitalist for those in troubled waters. It can be the

Nodal institution for multiple Banks with exposure in corporates having difficult time

currently because of slow down in global economy. It can manage the Equity support

committed by the Govt. for Infrastructure projects.

As the Anthem of the Bank rightly puts it, we have travelled long way together with our

stake holders more as a friend than a Shylock. And this is why those who know IDBI have

been ready to chip in 100 basis point of more in comparison to other Banks.

If people are looking at IDBI Bank even today, it is because of this legacy that origina tes

from its Character and the expertise cultivated through its world class training institute.

The capabilities have remained dormant because of Policy Paralysis, Mismanagement and

the interference in Institutions Management perpetrated by erstwhile Governments. But it

appears the times have turned in favour of the Bank with internal Transformation now

chalked out by the Top Management.

With the younger generation occupying several sensitive desks in the Bank, drastic changes

are being effected in the working. During the transition, enormous pressure is applied on

the existing workforce of the bank. New directives are issued, interpreted and stretched in

a way that their execution, at times, could leads to unpreparedness amongst the workforce.

The whole atmosphere, therefore, has a telling effect on the human resources in the bank.

We therefore suggest the following:

Every employee must be treated with dignity and honor. And Service Conditions

and Protections by way of Reservations, Superannuation Benefits, Salary and

Wages assured as per the appointment terms, conventions and with Industry

linkages.

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In the absence of substantial grounds, no employee should be served with show

cause notice/charge-sheet or suspended/dismissed as their reactions are based on

conflicting stand points with Management conveying things different from the

Govt.

Innocent officers may not be victimized under the pleas of ‘negligence’ for carrying

out their duties, as the changes in the systems and procedures are occurring too fast.

Unwarranted and unjustified use of Staff Regulation 26(1) to terminate the services

of officers even in the absence of serious charges, the said regulation needs to be

reviewed.

Sincere and flawless services to be appreciated by the Bank by suitably rewarding

the employee on completion of 25 years of service or more with the Bank.

Officers known for their biased approach should not be entrusted with the task of

formulating/executing Administrative Policies.

The guidelines prescribed by Central Office for improving the level of motivat ion

of officers working in operational departments need to be enforced rather than

leaving it to local authorities.

Employees of the Bank be taken into confidence and communication improved and

contradictions avoided so as to enhance sense of belonging to the Bank. This is

pre-requisite to improve customer service/satisfaction.

Ground level officers need to be invited for interaction whenever, the Hon’ble MD

& CEO visits Regional/Zonal Offices. The Ground level officers have a lot to share

about the Bank with the Hon’ble MD & CEO by virtue of their experience in Bank.

Grievances’ Redressal Mechanism to be revamped covering Compensation,

Performance Evaluation, Promotion, Posting & Transfer, Placements, Disciplinary

Actions to be more transparent, and involve an independent Director of the Board and

an Officer Employee Director.

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For providing efficient service to the customer, grow business, sufficient trained staff

with a minimum number of four need to be provided at the Branch level. For this

suitable officers and staff interested to take up the challenging roles and delivering the

results should be identified and placed accordingly, which in the long run will take the

Bank forward.

While Bank is to identify such suitable Officers, the Association should be taken into

confidence and a joint exercise to be undertaken taking in to consideration various

aspects for placement.

Bank to expeditiously strengthen staff at the base level where the day-to-day

interactions with the common people take place and are the ultimate face of the Bank

to the common people. For the Bank to carry out its day-to-day operations efficient ly

and to take up new tasks and challenges, the Bank should not delay in recruitment at

the base level including Clerical and Award staff. Manpower planning should be done

rationally to ensure minimum four staff members per branch. Staff should be deployed

in right earnest to take up the various functions and supervision finally leading to

increase in value for the stakeholders.

Recruitment to be on regular basis so that the best practices could be brought in and

implemented. It is also necessary to prepare ourselves for the large scale retirements

due in next 3 to 5 years, especially on the Corporate Lending side.

Though the concept of ‘Slim & Trim’ has been preserved in IDBI Bank it cannot be

stretched beyond an extent. Several Branches are gravely understaffed and

inappropriately staffed. Unless the issue is addressed expeditiously, the risk of loss to

the Bank by way of omission, oversight and frauds will remain high. It is against the

expectations of the clients and the stakeholders and only Top Management & Govt.

have the say in the matter.

Inspection, audit and surveillance activities need to be expanded in view of new

challenges and the recent revelations of frauds.

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While we place the above on record, through the next Section (Part II of this submiss ion

covering Employee Compensation) we seek rationalization of the salary structure with the

Industry. Incidentally the previous unilaterally implemented wage structure had challenges

of harmonization to be brought about among three different streams (one following RBI

pattern, the other IBA and the third the Cost to Company concept) and there were timelines

to be strictly adhered to. The team did the best it could, anticipating the pattern of the IBA

& RBI. However, the real settlements in these organizations were far better than that was

expected. As a result, IDBI Bank compensation structure has become least attractive.

Through this Charter, it is sought to be improved to accommodate varied interests to

mitigate the sense of having been exploited prevailing among its officials, and at the same

time, not to vitiate the expanded span in the Scale of Pay within each grade. Such expanded

scales within Grades provide scope for increments year after year and keep the motivat ion

high as hardly one out of 5 on an average might get regular promotion and the 4 get

demotivated every time the Promotion exercise is taken up. The expanded scales at least

provide some monetary relief. It is more helpful since large scale recruitments have

happened in the initial grades and not all can move up simultaneously and all the time.

We understand that the Govt. of India has already instructed the PSBs to prepare the

Charter for the period November 1, 2017 to October 31, 2022. It is gathered that the Govt

proposes to approve these well in time to give the desired increase on the due date. Bank

Associations have already started drafting the next period Charter to reduce the gap

between the compensation package prevailing in Banks and the Govt. Officials under the

7th Pay Commission. Incidentally, the IDBI Bank Officers compensation package had

linkage to IAS with the Chief of institution drawing Dy. Secretary's Salary. The structure

was in line with RBI & NABARD. Banking Sector is again going to play as important role

in Indian Economy with the New Govt. using it as its effective tool to manage Social

upliftment and to reach the last person through financial inclusion.

In view of the same, an attempt has been made to align the Basic Pay and Dearness

Allowance under the proposed compensation package with the best Public Sector entities

in the Indian Banking & Financial Service industry.

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The Association, while assuring full co-operation to the initiative of business development,

requests for approval of the compensation package attached that has been drawn keeping

in view the background of different streams of employees that have come together to serve

the Bank. An attempt has been made to align the compensation package with other PSBs

paving way for consolidation without losing sight of the well deserved protection of the

superannuation benefits that our Veterans have already earned and is well deserve. This

minority group, hardly few hundreds, is the force that is keeping the organization alive and

together and but for them we all would not have come together to serve this glorious

organization. In return, we commit to protect their interests while thanking them for

keeping IDBI Bank alive despite best efforts of the few self centered power lobbies to

plunder it.

To ensure that the Superannuation benefits are serviced as already earned with assured

increase in line with the Industry, the PF & Pension Trusts managing the funds of Officers

is supplemented adequately and with buffers, because the next Settlement in the State

owned Banking Industry is going to narrow down the gaps created so far between the

Industry and the Govt. Sector, with the role of banking expanding in India.

In addition to the Rationalization of wages in line with the Industry, while protecting the

comparative eligibilities synchronized with contemporaries both at current pay and as

regards Superannuation benefits of the Veterans and lateral movers from IBA linked scales,

as submitted herewith, it is requested that the Bank gives an assurance to keep this linkage

through the next settlement in the Banking Industry due in November 2017.

For the Serving officials, the Industry compensation structure need to continue to be the

benchmark and fixed components of wage package. Those who have hardly 3 to 5 years

to retire, Superannuation benefits in line with the Nov. 2017 settlement of Banking to be

the benchmark (IBA or RBI as the case may be) and Pensions revised in line with practice

in Govt. Sector, as proposed by the PSBs & RBI. For this purpose, sufficient funds need

to be transferred to the respective Superannuation Trusts upfront.

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Assurances by way of Employee representation in the Board and holding of Golden Share

by the Govt. could be considered as additional comforts to give confidence to the Officers.

Our Association reserves the right to increase the present demands and add fresh demands

during the process of finalization of charter of demands.

For and on behalf of All India IDBI Officers’ Association

Signature Signature

President General Secretary

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Part II

The wage revision proposals need to be viewed in the backdrop of: (i) Over 12%

negative differential arising in the Dearness Allowance because of neutralization for

inflation having been pegged at 0.14% per slab by IDBI Bank against 0.15% per slab (i.e.

over 8% less for every 4 index points) in the Industry and the (ii) Vehicle Allowance

entitlements being worked out at Rs. 73.50 at the time of Harmonization, but now being

paid at about Rs. 60/= (22.5% negative).

The consequent erosion in compensation has been greater at the higher level than at

lower and this need to be corrected and the emoluments brought in line with the Industry

peers, so as to protect different entities that merged to strengthen the organization.

It also needs to be kept in view that more and more Social Responsibilities are being

assigned to the Public Sector Banks and Consolidation move is on. In this context the

November 1, 2017 wage revision is going to be game changer with alignment of

compensation structures with the 7th Pay Commission Proposals and greater stress on long

term savings for Superannuation Benefits through equity linked NPS while improving the

Old Pension Scheme and augmenting the resources of respective Trusts that are currently

managing these funds.

1. Scale of Pay ( effective from 1/11/2012)

The Revised Pay Scales have been worked out by merging Dearness Allowance, aligning

the scales with IBA and ensuring protection of Superannuation Benefits already earned by

officials these being dependent on the Pay & Dearness Allowance etc., while maintaining

the existing Span (number of increments), to the extent possible in respective Grades so

as to avoid anomalies.

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Grade Scale of Pay

Existing Scale Proposed revised scale

A 14400-1000(19)-33400-1250(6)-

40900 (26 years)

28150-1550(4)-34350- 1750(11)-53600-

2000(10) -73600 (26 years)

B 19000-1000(17)-3600-1250(6)-43500(24 years)

35150-1750(11)-54400-2000(12) -

78400 (24 years)

C 25700-1000(1)-26700-1100(12)-

39900-1250(6)-47400(20 years)

49000-1750(3)-54250-1900(2)-58050-

2000(6)-70050-2150(8)-87250 (20

years)

D 33600-1100(9)-43500-1300(8)-53900(18 years)

68500-2150(2)-72800- 2250(15)-

106550 (18 years)

E 36200-1200(11)-49400-1500(6)-

58400 (18 years)

72800-2250(1)-75050-2400(2)-79850-

2500(3)-87350- 3000 (11)-120350

(18 years)

F 45000-1500(7)-55500-1700(5)-64000

(13 years)

101900-3000(4)-113900- 3500(8)-

141900 (13 years)

ED 57500-1800(4)-64700 (5 years) 131900-3500(4) -145900 (5 years)

2. Fitment:

Fitment shall be stage-to-stage, i.e., on corresponding stages from 1st stage onwards and the

increments shall fall on the anniversary date as usual.

The Officers who were in the service of the Bank on November 1, 2012 will be fitted in the

next available level in the Revised Scale of Pay by first adding the Basic Pay + DA drawn as

on that date and then adding One Fitment Increment in the new Scale.

After the fitment exercise other components of pay such as Special Pay, Personal Pay, JAIIB,

CAIIB Increments etc. as explained below shall then be granted as per eligibility.

JAIIB and CAIIB increments to be protected on promotion while doing fitment.

3. Dearness Allowance:

The rate of Dearness Allowance shall be at 0.10% of pay for every slab of 4 points rise or

fall over 4440 points in Quarterly average of All India Working Class Consumer Price

Index (Base 1960= 100). The DA shall also be payable on the Grade Pay as indicated at

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appropriate paragraph below. The rough calculation of DA for respective quarters is given

below for ready reference:

S. No. Month and Year D.A. Rate in %

01. November 2012 – January 2013 10.92

02. February 2013 – April 2013 13.40

03. May 2013 – July 2013 16.06

04. August 2013 – October 2013 19.30

05. November 2013 – January 2014 24.05

06. February 2014 – April 2014 26.53

07. May 2014 – July 2014 24.81

08. August 2014 – October 2014 28.24

09. November 2014 – January 2015 33.18

10. February 2015 – April 2015 33.37

11. May 2015 – July 2015 33.75

12. August 2015 – October 2015 36.40

13. November 2015 – January 2016 39.83

14. February 2016 – April 2016 42.68

4. Grade Pay & Grade Allowance

In lieu of the Grade Allowance currently drawn by officers of the Bank, Grade Pay

(qualifying for DA also and ranking for calculation of superannuation benefits) and Grade

Allowance (not qualifying for DA) shall be payable with effect from November 1, 2012 on

monthly basis as under:

5.01Grade Allowance : Grade Allowance (not qualifying for DA) as under shall be payable

to Officers as per details below:

Sr.

No.

Grade Grade Allowance

(Rs.)

1 A 6,000 per month

2 B 6,800 per month

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3 C 8,300 per month

4 D 11,000 per month

5 E 16,250 per month

6 F 17,500 per month

7 ED 19,000 per month

5.02 Grade Pay: Grade Pay (qualifying for DA also and ranking for calculation of

superannuation benefits) shall be payable per month to Officers as per details below:

Sr.

No.

Grade Grade Allowance

Rs. Per month

1 A 6500

2 B 7250

3 C 9500

4 D 12000

5 E 17000

6 F 19000

7 ED 21000

The Grade Pay shall be eligible for Dearness Allowance and ranking for calculation of

superannuation benefits

6 Special Pay:

An amount equivalent to the last Increment on the Scale of Pay will be paid as “Special Pay”

on completion of one year after reaching the Maximum of the respective Scale. Out of the

Special Pay @ Last increment, amounts subject to the following limits will rank for as “Pay”

for all purposes (e.g. Dearness Allowance & Superannuation Benefits etc.) and will be taken

into account for fixation of Pay on promotion:

Grade Amount Rs.

1 A & B 2000

2 C 2150

3 D 2250

4 E 3000

7 House Rent Allowance:

House Rent Allowance (HRA) shall be payable at different rates (as percentage of the Basic

Pay) across grades, depending on the Centre of posting of the officer. The details of the

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HRA payable are given at Annexure II and III. Officers who have been provided residentia l

accommodation by the Bank [Bank owned flat on exclusive basis or lease accommodation]

shall not be paid House Rent Allowance. License Fee @0.75% per of the Minimum Basic

Pay shall be deducted per month towards Leased Flat or Bank Quarter. Bank shall mainta in

the Leased Flat Rent entitlement in line with that prevailing in State Bank of India from

time to time. Lease rentals to be non taxable for employees and are to be revised after

every 3 years.

HRA at the rate eligible for the Centre of posting shall be payable as part of the Pay and

Allowances in case of Encashment of Ordinary Leave, irrespective of the Allotment of

Flat, Bank Quarter or the Officer residing in own flat.

8 Local Allowance :

Local Allowance will be paid @ 5% of Pay (rounded off to the next higher Rupee), subject to

the maximum of Rs. 2050/- per month for Officers in Grade A to C. For Officers in Grades

D & E Local Allowance will be paid @ 5% of pay (rounded off to the next higher Rupee),

without any ceiling. Local Allowance will not be payable to Officers in Grade F and above.

9 Family Allowance :

Family Allowance will be paid @ 4% of Pay (rounded off to the next higher Rupee), subject

to the maximum of Rs. 1750/- per month for Officers in Grade A to C. For Officer in

Grade D & E, Family Allowance will be paid @ 4% of pay (rounded off to the next higher

Rupee), without any ceiling. Family Allowance will not be payable to Officers in Grade F

and above.

10 Fixed Personal Allowance (FPA) :

The amount of Fixed Personal Allowance already drawn by eligible Officers Stagnating at the

Maximum of Pay shall stand revised as under:

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Grade Amount of FPA

(Per Month)

Amount ranking for

Superannuation Benefits

A 2220 2000

B 2220 2000

C 2400 2150

D 2500 2250

E 3300 3000

F 3300 3000

(a) Entire amount of FPA will count for DA and Superannuation. FPA is admissible to

eligible officers one year after reaching the Maximum of revised Maximum Pay Scale.

(b) JAIIB & CAIIB Allowance, if any, will be payable after drawal of FPA, as hitherto.

(c) FPA once drawn will continue on non-adjustable basis even on promotion from one

Grade to another. The quantum of Fixed Personal Allowance will stand revised to that

applicable for the next higher Grade on completion of one year after reaching the

Maximum of Pay Scale of that Grade.

(d) FPA is not admissible to Officers joining the Bank after November 1993

With effect from April 1, 2016, the Fixed Personal Allowance and Personal Allowance

will be put together and renamed as “Personal Fixed Allowance”.

The Personal Fixed Allowance” will be payable to all Officers. The “Personal Fixed

Allowance” (PFA) will be granted on completion of one year after reaching the Maximum

of the Revised Scale of Pay, as hitherto.

Important: The Personal Fixed Allowance, now granted, will be eligible for

Superannuation Benefits.

11 Personal Allowance (PA):

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Officers who were in service of the Bank prior to November 1995 are eligible to draw

Personal Allowance @Rs.550/- p.m. Entire PA will count for DA and Superannuation.

The amount drawn shall continue to be paid to those who are already drawing this amount

at same rate. Officers who joined the Bank prior to November 1995 shall continue to be

eligible for payment of Personal Allowance @ Rs. 550/= per month one year after reaching

the Maximum of respective Scale of Pay.

Officers who joined the Bank after November 21, 1995 are not eligible for Personal

Allowance.

12. Special Allowance on Promotion (SAP):

Special Allowance on Promotion, already drawn shall continue un-changed as per the

existing rates as under:

Grade Amount

A/B/C/D Rs.1000/-p.m.

E/F Rs.2500/- p.m.

Entire amount of SAP will continue to rank for DA and Superannuation Benefits.

13. Special Allowance for Private Secretaries

The Special Allowance being paid to Private Secretaries would continue un-changed to be

extended to all private secretaries at the rates indicated below, not counting for DA or

Superannuation Benefits:

Grade Amount

Private Secretaries in Gr.B Rs.500/-p.m.

Private Secretaries in Gr. A Rs.400/- p.m.

12 Non-adjustable Special Allowance for acquiring PhD qualifications

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The special allowance payable to officers acquiring PhD qualification post joining the

Bank would continue as hitherto ( Rs.1200/- p.m.), subject to the terms and conditions

governing the payment of the Special Allowance as modified from time to time.

13 Special non-adjustable Allowance

The non-adjustable Allowance payable to all officers in Gr. A who have completed 8 years

of service shall continue to be paid as hitherto to eligible officers as per the original terms

and conditions governing grant of this Allowance.

14 Hill and fuel Allowance (HFA):

Hill and Fuel Allowance payable to all officers, subject to their posting at Centres coming

with the following altitude range, subject to the Hill and Fuel Allowance being higher than

Special Area Allowance. The limits of HFA are as under:

(a) Places with an

altitude of 1000 meters and above but less than 1500

meters and Mercara Town

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2% of Pay subject to maximum of Rs.750/- p.m.

(b) Places with an altitude of 1500 meters and above but less than 3000

meters

2.5% of Pay subject to a maximum of Rs.1000/- p.m.

Places with an altitude of 3000 meters and above.

5% of pay subject to maximum of Rs.2000/- p.m.

15 Special Area Allowance (SAA):

(i) Special Area Allowance will be payable to the officers posted to areas as specified

at Annexure IV ( Please refer the Annexure V of the 7th Joint Note for officers

signed between IBA and UFBUs constituent units)

(ii) The officer shall draw either HFA or SAA

16 Reimbursement of telephone charges:

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Reimbursement of Telephone, Mobile with Data Connections and Independent Data

Connection Charges etc. to the officers, as applicable will continue. The reimbursement

limits are furnished below.

Grade Amount

A Rs.1000/- p.m.

B Rs.1500/- p.m.

C Rs.2000/- p.m.

D Rs. 3000/- p.m.

E Rs.6000/-p.m.

F Rs.8000/- p.m.

ED On Actuals

MOBILE PHONE

Mobile Phone shall be provided to all officers and replaced every 2 years as

per the cost limits decided from time to time.

17 Deputation Allowance:

The rate of Deputation Allowance shall be at 7.75% of Basic Pay (Subject to maximum

ceiling of Rs.3500/- p.m. instead of Rs.3000/- p.m. as at present). The revised deputation

allowance shall be payable from 1/11/2012. Deputation Allowance shall be applicable in

case the officer has been deputed to an organization external to the Bank or subsidiar ies,

associate institutions. The Deputation Allowance will also be paid to the officers posted to

special purpose cells such as SASF and CDR Cell.

18 Conveyance Allowance:

Conveyance Allowance was made payable to the officers based on the eligible petrol limits

(with the Petrol cost assumed at Rs. 73.50 per litre) as part of Salary Slip. The eligibi lity

varies Grade-wise, across three Categories of Centres. The allowance is paid, irrespective

of whether an Officer owns a vehicle or not. This forms part of the Gross Pay and shall be

taxable on the basis of average tax applicable to an employee, subject to an exemption to

the extent of Rs.800/- p.m. towards payment of the entitled allowance. The taxable portion,

net of exempted amount of the allowance, shall be paid as Special Perquisite Allowance to

mitigate tax implications. The eligibilities have been revised upwards by grossing up for

21

the fall in the price of petrol (by multiplying by factor 73.5/60). Details of Revised amounts

of Conveyance Allowance with effect from November 1, 2012 are furnished at Annexure

IV.

19 Reimbursement for insurance of owned vehicles:

The entire premium paid by the Officer towards insurance of Owned vehicle will be

reimbursed by the Bank.

20 Encashment of Ordinary Leave:

i) Consequent upon revision of the Scale of Pay and Allowance with effect from

November 1, 2012 Ordinary Leave Encashment in the course of service or at the

time of retirement will be payable as per the Revised Scale & Allowances. For this

purpose House Rent Allowance to be reckoned at the highest applicable Rate

applicable for the Grade (irrespective of the station of posting), in addition to all

other Pay slip components.

21 Other Allowances

All other allowances presently drawn by the officer shall continue to be payable as part of

Gross pay.

22 Leave fare concession:

The reimbursement of Leave Fare Concession (LFC) shall be claimed in any one of

following manners (i) Declaration basis after deduction of tax (ii) through submission of

travel bills, which will, subject to applicable tax rules, qualify for tax exemption. The LFC

shall be claimed on yearly basis. However, the same can be carried forwarded for a block

of 4 years. Limits of LFC payable across each Grade are furnished at Annexure V. The

Block Period for all officers shall be April-March every year. Difference of amount paid

to Officers who availed Leave Fare Concession on Declaration Basis will be paid to

officers as per limits coming into force from November 1, 2012. Bills submitted under

Reimbursement Scheme shall not be reopened.

23 Reimbursement of Medical Expenses for Outdoor Private Treatment

22

Reimbursement of medical Expenses for outdoor private treatment shall be payable to all

officers of the Bank with effect from April 1, 2016:

I. Grade A & B - Rs.9000/=

II. Grade C - Rs. 10,000/=

III. Grade D to Grade F - Rs.12,000/=

24 Reimbursement of Cook Allowance:

Grade A – C: Rs. 5000.00 p.m

Grade D – E: Rs. 7000.00 p.m

Grade F: Rs. 10,000.00 p.m

ED: Actuals

25 HOTEL AND LODGING CHARGES

Hotel Rent may be revised as under:

Grade Major Centres Mumbai, New Delhi, Kolkata, Chennai, Bangalore,

Hyderabad, Pune

Other Centres

A to C Rs. 7,500/- Rs. 6,000/-

D to F Rs. 10,000/- Rs. 8,000/-

The facility of reimbursement of Hotel charges even for a day’s tour be introduced.

26 Reimbursement of Curtains

The Bank has been providing reimbursement for curtains at the residence of officers in

Gr.F (CGM) and Executive Directors, once in three years which now shall be paid once in

two years. All other officers shall be provided reimbursement for curtains at the residence

once in three years from the year 2015. The maximum ceiling limit for the reimbursement

shall be Rs.12,000/- (GR.F-CGM), Rs.14,000/- ( ED) and Rs.10,000/- (officer in Gr.A to

Gr.E).

27 Mazdoor Hire Charges: Mazdoor Charges be raised to Rs.200/- at each point subject to

maximum of Rs.1000/-.

28 DAILY LOCAL CONVEYANCE WHILE ON TOUR

a) Existing ceiling of 50 Kms be removed.

23

b) Taxi fare from temporary HQ / Camp office to place of stay and back should be paid up

to 100 Kms. on actual basis.

29 COMPENSATION FOR LATE SITTING

a. Tea/Lunch/Dinner charges to be introduced suitably.

b. Actual taxi fare to be reimbursed for sitting late two hours beyond office hours.

c. Amount equivalent to one day’s Halting Allowance at normal rate and to and fro

taxi fare in full be reimbursed on Sundays/Holidays irrespective of duration in addition to

sanction of compensatory off. However, Bank should desist from instructing Officers to

work on Public & Statutory Holidays.

d. Supervision for Examination Duty, the honorarium should be suitably enhanced.

30 LAPTOP

Lap top should be given to each officer every 5 years

31 FACILITIES FOR WORKING IN LOW TEMPERATURE AREA

Expenses of pull over and woolen socks may be revised keeping in view the rising prices.

32 CLEANING ALLOWANCE/HOUSEKEEPING/MAID-SERVANT ALLOWANCE

Cleaning Allowance, etc. to be reintroduced to Rs. 5,000 per month to cover upholstery,

furniture and house cleaning to all Officers.

33 FOREIGN TOUR

All officers should be offered at least a single foreign training in his tenure.

34 Golden Jubilee Scholarship for wards

a. Golden Jubilee Scholarship granted to meritorious children of officers should be

enhanced substantially. All children of officers who secure first class in SSC and 50%,

60% and 75% marks in Arts, Commerce and Science faculty respectively, in HSC should

be granted scholarship.

b. Scholarships in the form of full reimbursement of tuition fees should be granted to

officer’ wards who join professional courses.

24

35. DR. B. R. AMBEDKAR SCHOLARSHIP

The Dr. B.R. Ambedkar Scholarship should be enhanced and should be at par with the

Golden Jubilee Scholarship.

36. HIGHER RATE OF INTEREST ON DEPOSITS OF STAFF MEMBERS/NO ADDITIONAL

INTEREST ON FDOD OF STAFF MEMBERS.

Higher rate of interest up to 2 % over the normal rate of interest on deposits to be given

on deposits of staff members, their relatives, friends and family members as also retired

staff members who are senior citizens. Suitable declaration should be taken while

accepting such deposits. Also no additional interest to be charged on FDOD availed by

staff members.

37. PURCHASE OF BANK’S FLAT/LAND

Preference to be given to IDBI Bank employees and officers or co-operative societies

formed by them for purchase or Bank’s flats/land or any other property that are being

disposed off.

38 BRIEFCASE/BAGS

Reimbursement of cost of Travel Bag/ Briefcase /bags to be reintroduced to Rs. 5,000/-

for officers in Grade ‘A’ to ‘C’ and Rs. 8,000/- to Senior officers every year. Officers in

Audit Department to be granted double of this amount.

39 NEWSPAPER & PERIODICALS

Reimbursement of Rs.1,000/- per month to be granted for purchase of Newspapers,

Periodicals, Books, CDs & DVDs for enhancement of knowledge and skills .

49 HEALTH CLUB MEMBERSHIP

Membership of Health Club may be reimbursed in order to help them keep good health,

and for de-stressing and reducing strain, as it is affecting their health. Bank may also

consider reimbursing the cost for Stress relieving and Better Living courses.

41 TRAINING CENTRES

25

Training centres to be set up/shifted at/to hill stations like Ooty, Mahableshwar,

Mussorie, Darjeeling, Shillong, Gangtok, Shimla, Munnar, etc.

42 PROMOTING ACQUISITION OF PROFESSIONAL QUALIFICATIONS

(a) JAIIB/CAIIB

i) One additional increment for JAIIB and two advance increments in respective Pay

Scale for CAIIB (i.e JAIIB+CAIIB) shall be granted.

ii) For those who have reached Maximum of Pay Scale and also drawn Fixed Personal

Allowance, Post-scale JAIIB/CAIIB Allowance to be equivalent to One Last Drawn

Increment in the respective Pay Scale for JAIIB and Two Last Drawn Increments for

CAIIB, as the case may be, shall be granted after completion of 1 year from date of

eligibility of Fixed Personal Allowance.

iii) The JAIIB / CAIIB Increments and the Allowance to qualify for Dearness Allowance and

all Superannuation Benefits.

iv) JAIIB and CAIIB increments to be protected on promotion while making fitment.

(b) Hindi Examinations

i) Increments for passing Hindi Examinations be granted to all categories of officers.

ii) Private Secretaries passing Hindi Stenography examination be made eligible for an

increment.

(c) Other Professional Qualifications

Double Graduates/Post Graduates/MBAs/CAs/CSs/CFAs/ICWAs/LLB/Degree in IT area etc. be

granted two additional increments. Officers having Ph.D. qualification, in any stream, should

be granted two increments and consequential rise in the post-scale Special Pay.

43 ASSURED PROMOTION / PERSONAL PROMOTION

The Bank had been affected by Stagnation for decades and the ratio of officers called for

Interviews was as low as 1.5 (down from 1:3) for over a decade. As large scale stagnation at

the Maximum of Pay was observed at Grade D level, a scheme for Personal Promotion was

introduced to keep officers motivated initially in December 1999, in line with the promotion

policy prevalent in Reserve Bank of India. Office Orders were issued to those qualifying for

the promotion granting them all Pay, DA, Allowance and Perks.

26

The Scheme and the Office Orders issued also read as follows: “ The Bank may entrust an

officer who has received the benefits of Personal Promotion, the duties and responsibilities of

Grade “E”.

Accordingly, several of the promotes under Personal Promotion also continued to hold the

positions of the higher Grade on continued basis since the concerned General Managers were

shifted from the centres.

In January 2005 the Personal Promotion Scheme in the Bank in line with Reserve Bank of

India was implemented for Grade A and Grade B Officers also. The scheme was removed

once the Promotion prospects improved on taking up of Commercial Banking activities by the

Bank.

However, at the time of Harmonization of Pay with effect from November 2007, several of

the Allowances Grade Allowance, Conveyance Allowance etc and Perks (LTC, Telephone,

Laptops, Reimbursement, Vehicle Maintenance, Driver’s Salary, cost of Briefcase /

Periodicals etc) available for the Grade to which promoted to were withheld unilaterally from

being extended to the officers promoted under Personal Promotion Scheme.

Incidentally, the Bank had been discriminative against this Minority of Officers covered under

Personal Promotion, who have been stagnating at the Maximum of Pay Scales for years, while

it benefitted a majority of officers by giving the extension in Service in service by 2 Years

beyond 58 years of age, purchasing and providing Cars to Officer at Bank’s cost, and allowing

officers to retire with Negative balance in Sick Leave Account on account of retrospective

adoption of a cap on Sick Leave, without factoring in these by calculating Cost to the Company

and factoring it in the compensation package.

The Bank to honor the Office Orders issued to individual Officers Promoting them under the

Scheme and settle Arrears along with the Arrears for the current revision in Pay. Incidenta lly,

several of the components of the compensation of the higher grade also have bearing on the

Superannuation benefits viz DA on Grade Allowance, Encashment of Leave at the time of

Retirement etc. hence the position needs to corrected and arrears paid.

The eligible Perks also to be extended as per entitlements of the Grade to which promoted with

immediate effect, settling arrears, wherever the facility can be converted in money terms.

43. CAREER PROGRESSION

The Bank to declare and strictly follow the Promotion, Placement and Transfer Policies, taking

inputs from the Officers and reviewing the same from time to time. Large scale Rejections

and Stagnations to be avoided by appropriate manpower planning. Bank to consider Running

27

Scales for Junior ( A to C) Senior (D to F) to keep officers motivated even if they are unable to

make it to next level, by compensating through Annual Increments.

44. LONG TERM SERVICE INCREMENTS

In appreciation of Committed Service to the Bank and continuing Loyalty Long Term Service

One Increments may be granted to those who have completed 20 years of Service in the Bank.

Two increments may be granted to officers who have completed 33 years of Service in the

Bank. These increments to earn DA and superannuation benefits. Such gesture will

compensation officers who are not getting any monitory compensation having exhausted the

Scale of Pay and Stagnation Increments etc as also still contributing to the Organization

without exhausting their Sick Leave. The grant of such Increments may be subject to the

Officer having more than 60 days of Sick Leave to his credit as on completion of 20 years and

more than 100 days sick leave as on completion of 33 years or more.

45. RISK/OPERATIONAL ALLOWANCE

Officers working in risk prone areas like Cash Department, CCU, RPU, CPU & Currency Chests

be paid Risk/Operational appropriate Risk Allowance calculated based on Industry level

calculations of un-avoidable professional losses that occur to Individuals, or alternatively

subscribe to Insurance Policy to meet such losses that occur despite the best efforts on the

part of the officials.

46. DISTURBED AREA ALLOWANCE

Disturbance Area Allowance of 25% of Basic Pay should be paid to Officers working in the

branch which comes under disturbed area and Terrorist prone areas called as The Red

Corridor. Appropriate Group Insurance Policies may be taken by the Bank for Officials

operating in such areas.

47. INCENTIVE FOR WORKING IN RURAL CENTRES AND OTHER SENSITIVE AREAS

An additional allowance to the extent of 20% of the Basic pay drawn by the Officer. Weightage

for the purpose of Promotion. Choice place of posting on completion of the assignment.

Officer posted in rural branches should be allowed to keep his/her family at a place of his/her

choice. If the officer is occupying Bank’s flat in the previous centre, he/she should be allowed

to retain the flat/ leased accommodation till his rural assignment is completed.

28

48. CLOSING ALLOWANCE

All Officers irrespective of the office of posting, i.e. branch/administrative office etc. should

be paid the closing allowance equal to 15 days of their salary once a year.

49. FACULTY ALLOWANCE

Honorarium to be suitably enhanced to Rs. 2000/= per slot for non-faculty who are assigned

Training Classes in ZTC, JNIBF.

50. KEY ALLOWANCE

An amount of Rs.2000/- per month to be paid to those named as Custodians of the Vaults

and Currency Chests.

51. Categorization of branches Business Size in Rupees (Deposits & Advances)

Grade A : Upto 5 Crores

Grade B : > 5 Crores up to 20 Crores

Grade C : > 20 Crores up to 50 Crores

Grade D : > 50 Crores up to 250 Crores

Grade E : > 250 Crores up to 1000 Crores

Grade F : > 1000 Cores

52. OFFICIATING ALLOWANCE

Officiating Allowance for officiating in higher grade or higher grade branch to be decided after

mutual discussion. For Officers, officiating for 15 days or more, the allowance for the entire

month be given to the officiating official.

53. Post Allowance :

Branch Heads, SOM, Teller Service Executives, CPC Staffs, RAC Credit & Operations Staffs to

get Post Allowance of 25% of pay counting for DA and superannuation benefits on account of

additional risk and responsibilities.

29

54. FURNITURE AND FIXTURE FACILITY:

Furnitures

Officers in Grade A - Rs.1,00,000.00

Grade B & C – Rs.1,75,000.00

Grade D – Rs.2,25,000.00

Grade E – Rs.3,00,000.00

Grade F – Rs.4,25,000.00

ED – Rs.4,50,000.00

Details of furniture items to be included and life of each item will be finalized after discuss ion.

Fixtures

Fixture items such as Tube lights, LED bulbs, fans, geysers, coolers, fire extinguishers etc. to

be reimbursed on actual cost basis to all the officers. The details and life of each item will be

finalized after discussion.

55. SUPERANNUATION BENEFITS

i) Contribution to Provident Fund be at the rate of 15% of Pay, Grade Pay plus Dearness

Allowance.

ii) Dearness Allowance to be merged with Basic Pay Automatically the moment it crosses

50%, with revised Basic forming the base for all other calculations that are dependent

on Basic Pay, their percentages remaining unchanged.

iii) Amounts required to meet the Pension, Gratuity, Encashment of Salary eligibilities to

be expeditiously calculated and transferred to the respective Pension, PF and other

Superannuation Trusts and the investments there of to be as per the Government

Norms stipulated. These amounts should not be invested in the Employers business

as this increases the risk of benefit passing on to the beneficiary, in case of failure of

Business of employer.

i) Retiring Officers to be allowed to retain their PF balances with PF Trust up to 5 years.

30

ii) Gratuity should be paid at the rate of one month’s gross salary for each year of service

or part thereof, reckoned from the date of appointment to date of retirement/death,

without any ceiling.

iii) Income Tax liability on all Superannuation Benefits, including Leave Encashment,

Commutation of Pension, Gratuity, Additional Contribution to Provident Fund,

Exgratia, etc. to be borne by the Bank if the Officer has served the Bank for more than

20 years.

iv) Bank to issue instructions to HRD to be extra cautious in its proposals, calculations

and disbursals so that the benefits of the Officers do not get curtailed because of their

envisaging change in the structure of Compensation Packages. Our Senior Colleagues

should not be expected to be fighting with the Bank for already earned benefits. (The

Bank needs to correct its position as regards Personal Promotion entitlements and

release the arrears without further delay)

1 Compassionate Gratuity

Compassionate Gratuity to be enhanced to Rs. 5 Lakh.

2 Pension, Family Pension & Ex-Gratia to Pre ’86 Retirees

All officers to be given one more opportunity to opt for IDBI Pension Scheme (1993) linked

to the RBI Pension Scheme. Opening up of the Pension Scheme to IDBI Officers makes

economic sense for any Pension Fund Operator especially on the following grounds: -

a) IDBI Bank has majority of staff within 35 years of age. Once opting for the Pension

Scheme, it is expected that over 90% of them shall remain loyal to and be

committed to serve IDBI Bank for next 25 to 30 years (Pensionable age expected

to be raise to 65 with life expectancy improving).

b) The Minimum Service Period for eligibility of Pension being 20 years and no other

Organization outside being capable to offer Defined Benefit Pension scheme, the

attrition rate will come down to Nil level thereby saving the bank enormously on

recruitment, training and replacement costs.

c) There are number of Agencies who may be interested in operating the Scheme of

IDBI Bank especially with limited window opening for those below the age of 35.

31

d) With the (i) Basic Pay, DA formula being well known, (ii) Govt. commitment to

maintain inflation below 4% (iii) the difference between the Minimum and

Maximum Basic Pay being regulated by employer by shifting the increases to items

like Grade Allowance etc., (iv) Life expectancy of those retiring in next 5 years

being not more than 70 years, LIC and other Life Insurance Companies will be more

than happy to take over and operate the Pension Scheme.

e) The Equity Market in India is expected to grow by leaps and bounds and the Bond

Market is in nascent stage providing good scope for profitable investment yielding

high returns to sustain a Last Pay drawn based Pension Scheme, where immediate

outgo are limited. (Though, this might justify subscribing to NPS more than the

Defined benefits scheme, where with the death of the Pensioner the benefits get

relinquished and the Family Pensions is a pittance- See plight of 1989 retirees

drawing Pension of Rs. 10000/= a month).

i) The Bank may take up with RBI and other FIs for approval of the Basic Pension to be

the Last Drawn Pay or the last 10 months’ average, whichever is beneficial. Drop in

Salary on account of Sick Leave / Without Pay absence not to be factored while

calculating the Average. Also proposal for enhancement of the commutation amount

to 40% of Basic Pension to be pursued. Improvement in the Pension Scheme in line

with the recommendation of 7th Pay Commission, including revision of pension at the

time of each wage negotiation resulting in marking up of Basic Pay to be passed on to

Pensioners. This has become more important because the Basic Pay Revision in RBI

in respect of Class III has given increase of 90% over Basic Pay where as the DA as on

Nov. 1, 2012 was around 65%. The mark up of 25 % will be available to those retiring

on 1st December 2012, in comparison to those who retired on the previous day.

ii) Number of years for eligibility for full Pension may be pursued for reduction to 25

years instead of 33 years. Those who have served more than 25 years already may

be given Basic Pension equal Last Drawn Pay (for Pension Purposes) multiplied by

number of years served divided by 50.

iii) The dependents of officers dying in harness should be allowed the benefit of

commutation on the lines of normal retirees, in addition to the compassionate

package.

iv) Full pension be restored 10 years after commutation.

v) Family Pension to be paid at the rate of 50% of the last drawn pension of the deceased

officer, till the age of 70th year of notional age of the deceased officer which ever is

32

later without ceiling of Basic Family Pension and without tampering of Dearness

Relief. Family Pension should be revised as and when the pay of officers is revised.

vi) Ex-Gratia payable to pre ’86 retirees or their spouses should be raised to Rs.10,000

per month (basic) for retirees / Rs.5,000 per month (basic) for spouses of deceased

pre ’86 retirees, as the present Ex-Gratia basic is miserably low at Rs. 300/ Rs. 150 per

month, respectively, and all the beneficiaries are above the age of 80 years, with very

few of them surviving; the age of 80 years considered by the VI Central Pay

Commission as qualifying for enhancement of pension with advancement of age.

vii) Invalid Pension should be suitably enhanced.

viii) Past service in Government/Public Sector Banks to be reckoned as qualifying service

for seniority and pension.

ix) Pensionary benefits be extended to pre ’86 retirees. Besides, those who resigned from

the Bank’s service on completion of 20 years of service between 1-1-1986 and 31-10-

1990, should also be extended Pensionary benefits.

x) Pension being deferred payment of wages, the clause “enabling employer to

partially/fully withhold pension” should be deleted.

xi) New Pension Scheme to be available only as an option and not as compulsion. NPS

circular issued in April, 2012 to be implemented prospectively.

xii) Definition of family for pension/compassionate gratuity should include dependent

parents/nominees of officers.

xiii) With every revision of pay, pension of all retirees be updated correspondingly, as

available to the Central Government employees, in terms of Central Pay Commission.

xiv) Dearness Relief on basic pension may be worked out at 25% more than the

Neutralization Rate of 0.10% for 4 slabs for those up to 75 years of age and 50% more

for those above 80 years to take care of the Medical Expenses .

3 THIRD SUPERANNUATION BENEFITS

IDBI Bank currently has only two superannuation benefits viz., Gratuity and Pension are

available to retirees from the Bank, whereas SBI and several other organizations have

33

Contributory Provident Fund as third Superannuation benefit along with Pension and

Gratuity. Bank may consider CPF as third Benefit in line with SBI.

4. Scheme for employment / Assistance on Compassionate Grounds

i) The spouse of the deceased employee should be given option of employment

irrespective of age/compassionate financial package.

ii) The Bank should revise the compassionate financial package after taking into account,

the limit of amount of loans available to the officers under the Bank’s various loan

schemes, such as for housing, education, car, computer, etc.

iii) Further, spouses of the deceased employee, who had not opted for pension, should

be allowed to opt for family pension.

iv) In the event, the spouse has predeceased the deceased employee; the option of

employment to the son/daughter should be given.

4 ADDITIONAL RETIREMENT BENEFIT

The Bank should introduce a post retirement benefit, in the form of Basic Life Insurance and

the amount of monthly premium being equal to 10% of pay, counting for superannuation.

The monthly premium be paid in full by the Bank; with a lump sum amount paid on retirement

or dying in harness; this is in addition to the Group Savings Linked Insurance.

5 ADDITIONAL PROVIDENT FUND & NPS DEDUCTION

(I) Bank to arrange for obtaining modification in the Additional Provident Fund

Subscription earlier committed by the Officer in % terms to reduce the same to cover

the amounts already deducted, or seeking additional deduction from arrears not

exceeding the % requested for earlier. In no case, reduction in Additional Provident

Fund Subscription resulting in refund of PF deducted is to be entertained.

(II) Bank to examine the issues related to Officers covered under National Pension System

(NPS)

6 EFFECTIVE DATE & ARREARS OF PAY

34

The superannuation benefits effective from the current charter period to be given

retrospectively, on the lines of the Central Pay Commission Report & RBI Rules. Arrears to

have Income Tax Benefits as available to arrears of pay.

The issues of superannuation benefits should be worked based on Revised Pay & Allowances,

Differentials in Encashment of Leave, Commutation of Pension & Family Pension, Gratuity,

Compassionate Gratuity etc. paid along with arrears of serving employees. The Bank to also

transfer sufficient funds to the appropriate Trusts managing the Superannuation Benefits to

meet future enhanced dues to the Pensioners.

f) PART-TIME OFFICERS

Revision of pay scales for part-time officers be made along with the regular officers.

g) DATE OF EFFECT

The revised scales of pay and allowances and perquisites be effective from November 1, 2012.

h) MEMORANDUM OF UNDERSTANDING

A memorandum of understanding be signed with the Officers’ Association. The agreement be in

force for a period of three years from November 1, 2012. During the operation of the agreement,

if any improvements in pay structure, etc. for officers in the industry or employees/section of

officers in IDBI Bank are brought about, the benefits be extended to all IDBI Bank officers also

with effect from November 1, 2012.

Finally, the least expected from the Bank is not resort to Employee discriminatory decisions like

(i) Curtailment of Sick Leave already earned by one segment of officers and that too while overly

benefiting another segment there creating divisions. Accordingly, as a benevolent measure, the

Sick Leave standing to the credit of IDBI officers be allowed to en-cash to the extent proposed to

be gobbled up, at the option of the officer. More so because for other segment of officers in the

Bank have been availing the same on regular basis or officials allowed to retire with negative

balances, even with the extended service period of 2 not being counted while accruing benefits to

others on Cost to the Company calculations basis and allowing Cars to be bought at Bank’s cost

and allowed to be retained by these officials. (ii) The Bank is also yet to honour its Office Orders

on Personal Promotion in letter and spirit, where certain Allowances and Perks have been curtailed

retrospectively. A review of the decision shall restore the trust of the officers in the Bank’s Human

Resources Department. (iii) The Bank also needs to ensure that under the garb of Transformation

35

or Restructure of Compensation Package, the interests of the Veterans (by way of Superannuation

Benefits already earned in line with the counter parts in RBI/SIDBI/NABARD) are not expected

to be sacrificed to give way to variable pay and reimbursements. It needs to be appreciated that

the Superannuation Benefits have already been earned by Officers having hardly One to Sixty

months of service in the Bank, while they have trusted the Bank to be of support to them for their

remaining 5 to 10 years of life post retirement. I am sure the Bank will not expect these Seniors to

trade off some increased current benefits that might last for 1 month to 36 months with their

precious post retirement entitlements in line with the RBI linked Pension Scheme. Accordingly

any attempt to diminish components going into the calculation of Superannuation Benefits may

therefore be critically examined before approving and care taken to protect the interests of the

Veterans, while proposing a rewarding working environment to the youngsters to provoke in them

the commitment to serve the glorious Institution, with their Spirit, Mind, Passion and Body all

aligned to serve its all most comprehensive and all encompassing IDBI Charter.

ANNEXURE -II

HRA ( Payable on Pay and Grade Pay)

For officers not occupying Bank’s accommodation/Leased housing

Grade/City type

Class A Class B Class C

A 17.50% 16% 13%

B 17.50% 16% 13%

C 17.50% 16% 13%

36

D 25% 18% 13%

E 25% 18% 13%

F 25% 18% 13%

ED 35% - -

Officers Staying in Bank’s Flat or Leased Accomodation provided by Bank are not to be paid HRA.

HRA @ rate applicable to place of last posting to be considered as part of Pay for Encashment of

Leave in Service or at the Time of Retirement, irrespective of the fact whether one is staying in

Bank’s Flat, Leased Flat or in own accommodation

37

ANNEXURE -III

Rates of HRA for officers occupying Dormitory/VOF Accommodation/

Sharing accommodation (Payable on Pay and Grade Pay)

Grade Class A Class B Class C

A 11.5% 10.5% 10%

B 11.5% 10.5% 10%

C 11.5% 10.5% 10%

D 16.50% 12% 10%

E 16.50% 12% 10%

F 16.50% 12% 10%

ED 23% - -

No HRA to be paid to officers occupying Dormitory, VOF Accomodation, Sharing Accomodation if flat is retained at

the place of previous posting.

38

ANNEXURE -IV

Rates of Conveyance Allowance

(Litres of Petrol @ Rs. 60)

Annexure V

Leave Fare Concession for officers- Limits

Grade LFC p.a.

A 25,000

B 40,000

C 60,000

D 70,000

E 80,000

F 90,000

ED 1,10,000

Grade Class A Class B Class C

A 185 165 145

B 190 170 150

C 220 200 180

D 245 225 215

E 390 370 350

F 540 520 500

ED As per Actuals

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Part III

1. Additional Subscription of PF

Effective from April 2015, the officers shall be allowed to contribute additional PF to the

extent of 90% of their Basic Pay.

2. Ordinary leave

2.01 Ordinary Leave will be earned at the rate of 1 day for every 11 days of service.

2.02 On or from 1.1.2015 Ordinary Leave, can be accumulated up to a maximum of 10 months.

2.03 OL should be taken for minimum of 8 days inclusive of intervening holidays. If suffic ient

CL balance is not available, less than 8 days of OL can be availed.

2.04 An officer desiring to avail OL shall ordinarily give, not less than 15 days notice of his

intention to avail such leave.

3. Leave encashment:

On or from 1.1.2015 Ordinary leave shall be allowed to be accumulated up to not more than 10

months. However, encashment of Ordinary leave shall be restricted up to a maximum of 240 days.

In terms of office circular No.IDBI Bank/2009-10/118/HR dated July 31,2009 officers were

allowed to accumulate and encash ordinary leave up to 180 days from 10 months. However, the

officers who were having more than 180 days of Ordinary leave to their credit as on August

1,2009 were either allowed to encash it immediately or allowed to encash at the time of

superannuation. Officers who had opted for encashment of such Ordinary leave shall be allowed

to encash such ordinary leave in addition to 240 days as stipulated above.

In case of a minority of Officers who have been too faithful to the Bank and conserving their Sick

Leave for later part of the service by availing Casual & Ordinary Leave for sickness, the Bank

has removed such excess Sick Leave beyond a limit decided on the date of Harmonization. This

is like Retrospective Taxation and unjustified. Bank to credit 50% of Sick Leave earned by

officers prior to Harmonization and not availed, to the extent removed from the account as part

of harmonization by placing limit on the Total Sick Leave, to be credited to respective officers

Ordinary Leave Account as Special Ordinary Leave and allowed to be availed during the

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remaining period of service or allowed to be encashed at the time of Retirement, if not availed.

Incidentally, for other officers have regularly availed Sick Leave and not accumulated and several

others have negative Sick Leave to their account and have been allowed to retire without any

recovery.

4. Maternity Leave (ML)

4.01 Maternity Leave may be granted to a female officer of the Bank for a period not

exceeding 6 months on any one occasion and 12 months during the entire period of an Officer's

service;

4.02 The officer would be eligible for a maximum of 45 days of ML in the event of

Medical termination of pregnancy/Miscarriage/abortion.

4.03 Within the overall period of 12 months, leave may also be granted in case of

hysterectomy up to a maximum of 60 days

4.04 Leave will be granted once during service to a female officer for legally adopting a

child who is below one year of age for a maximum period of six months subject to the following

terms and conditions:

(a) Leave will be granted for adoption of only one child.

(b) The adoption of a child should be trough a proper legal process and the employee would

produce the adoption-deed to the Bank for sanctioning such leave

(c) The leave shall also be available to biological mother in cases where the child is born

through surrogacy.

(d) The leave shall be within overall entitlement of 12 months during the entire period of

service

5. Paternity leave

With effect from 1.6.2015, male officer employee with not more than two surviving

children shall be eligible for 15 days paternity leave during his wife’s confinement. This leave

may be combined with any other kind of leave except casual leave. The leave shall be applied

up to 15 days before or up to 6 months from the date of delivery of the child.

6 Sick Leave:

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6.01 Sick leave up to 18 months (half pay) will be granted to an officer employee during

his/her entire period of service.

6.02 Officer employee will be required to submit Medical Certificate in case he/she

avails Sick leave for more than 4 days in a stretch.

6.03Sick leave can be combined with any leave except CL and Special CL

6.04Advance Sick leave: In the deserving cases, Bank will grant advance sick leave to an

officer who has served the Bank not less than 5 years. Advance Sick leave will be for

not more than 4 months (Half Pay) in a stretch maximum on three occasions during

entire period of service of the officer.

6.05Already earned Sick Leave that has been curtailed on introduction of new limit imposed

on total Sick Leave of the Officers consequent to Harmonisation to be encashed as other

officers who have Negative Sick Leave because of having already availed more Sick

Leave beyond entitlement have been allowed to retire without any recovery. Further,

other officers have also been regularly availing sick leave by substituting these into

Casual Leave in the following year. Alternatively, such leave that had been removed

from Officers Account of Accrued Sick Leave be restored.

7. Special Sick Leave:

With effect from June 1, 2015, Special Sick leave up to 30 days will be granted to an officer

employee once during his/her entire period of service for donation of kidney/organ.

8. Special Casual Leave for union/Association activities:

8.01. Ten members of Central Executive Committee of All India IDBI Officers

Association would be eligible to be sanctioned Special Casual Leave up to maximum of 21 days

in a calendar Year. The Association will furnish the names of such members in the first week of

January every year. .

8.02. All Secretaries of the State Units of the Association would be eligible to be

sanctioned special leave up to a maximum of 15 days in a calendar year, The Association will

furnish a list of State Secretaries in the first week of January every year.

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8.03. Special Casual Leave granted to any of the members of the Association as defined

in paragraphs 36.01and 36.02 above will not exceed 21 days in a calendar year.

8.04. The President or Vice-President or General Secretary of the Association will

confirm in writing to the Bank that the absence is necessitated by reason of him/her having to

attend meeting as a representative of the Association.

9. Extra-ordinary leave to join spouse abroad

An officer may be granted Extra-ordinary leave to join his/her spouse aboard, who are

deputed or posted abroad. Such leave may be granted only once during the entire service of an

officer, subject to the officer having rendered service for a minimum period of 5 years. Such leave

may be for a maximum period of 24 months.

38. Special CL for sports, trekking and mountaineering

Special CL of 45 days in one calendar year shall be granted when the absence is

necessitated by reason of any employee officer participating in sport or events of national or

international importance or any other sports including trekking and mountaineering or event

approved by CMD/ CEO & MD/ DMD

10. Study leave

Study leave shall be grated to offices of the Bank for pursuit of curses having close

relationship with the activities in which the Bank is interested or is of relevance to the Bank for a

period of 2 years, which may be extended by the Bank for a further period of 2 years under

exceptional circumstances, as may be decided by the competent authority.

11. Special CL for blood donation

An employee officer shall be granted Special CL for donation of blood on the day of the

donation of blood or a day after thereof.

12. Accident leave

41.01 Accident leave shall be granted to an employee officer who sustains any injury in

the course of the performance of his duties for the period for which leave is certified by

BMO/Government and/or Municipal Doctor or any other Doctor acceptable to the Bank.

41.02 An employee officer on accident leave shall, for the first four months thereof, draw

a salary equal to his leave pay and half salary for the rest of the period.

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13. Leave for curfew

An employee officer shall be granted Special CL if his absence is necessitated because of

imposition of curfew by the authorities

14. Sabbatical Leave:

An employee officer shall be granted Sabbatical leave for a period of minimum 2 months and up

to 2 Yrs for family exigencies that can also be taken in 4 occasions.

14. Bank shall follow the practice followed in the Banking Industry of deduction of salary for

participation in the strike and will discontinue the present practice to postpone the increment

15. LEAVE FARE CONCESSION (LFC)

a) Air travel to be allowed to all the officers every year irrespective of basic pay with the

option of declaration. Income tax to be borne by the Bank.

b) Lodging and boarding charges to be reimbursed as in case of tours.

c) Suitable enhancement of incidental charges be made.

d) The availment of set in spells be allowed within overall eligibility.

e) Last set of LFC may be availed within a period of six months after date of retirement.

f) Retired officers and their spouses be extended the Leave Fare facility.

g) LFC to be extended to all officers irrespective of the destination. Foreign Travel to be

allowed within the entitlement up to the maximum distance permissible in India.

h) Incidental expenses equivalent to 3 months pay be granted to retiring officers with LFC.

i) LFC in respect of dependent parents/dependents may be granted from their place of stay.

j) The distance for LFC should be enhanced to 10,000 Kms.

k) Bank’s Medical Officers should be granted LFC in full and not on proportionate basis.

l) Encashment of OL should not be linked to LFC.

m) Whenever the amount of LFC is drawn on the basis of encashment, the whole amount

thus drawn should be exempted from payment of Income Tax.

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16) CONVEYANCE EXPENSES

a) Reimbursement of petrol charges may be adequately enhanced for all grades and should

be the same in each grade, irrespective of place of posting. Municipal Road Taxes paid be

reimbursed to all on actual basis.

b) The reimbursement towards cost of Maintenance of car may be introduced for officers

in

Grade ‘A’ and ‘B’ @ Rs.2,000 per month and for officers in Grade ‘C’ enhanced to Rs.3,000

per month. The allowance for Senior Officers be enhanced to Rs. 4,000 per month.

c) Parking Charges at per hour rate on monthly basis be granted.

d) Officers deputed for duties outside for more than three hours be granted out of pocket

expenses, toll charges on actual basis, irrespective of the distance.

e) Officers attending to station duty/protocol duty on ad-hoc basis or such other outdoor

duties be reimbursed conveyance on actual basis irrespective of distance for each visit. Tea,

lunch & dinner charges, including out-of-pocket expenses to be reimbursed.

f) Drivers’ Allowance be introduced for officers in Grade ‘A’ to Grade ‘E’ @ Rs.9000/- per

month.

17) LOANS/ADVANCES

a) Housing Loan

1. Housing Loan be enhanced up to maximum of Rs. 1 Crore and @ 150 months pay with a

minimum of Rs. 50 Lakhs. Also the Housing Loan to be extended to buy 3rd House without

selling any one of the first two Houses.

2. Rate of interest on Housing Loan should be half of the prevailing Bank Rate. Interest rate

on outstanding balance to be adjusted with every downward revision in the Bank Rate.

3. In case of officer dying in harness, outstanding balance of Housing Loan be waived in full.

4. The amount paid as insurance cover for Housing Loan be reimbursed in full on quarterly

basis.

5. Recovery of Housing Loan be spread up to the age of 70 years with certain easy conditions.

6. PF rules be relaxed for withdrawal for Housing Loan.

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7. The additional loan for essential items and repairs of own house should be granted in the

case of all houses where the Housing Loan has been availed.

8. Those who had availed of Housing Loan at higher rate of interest and the Income-tax

benefit of accrued interest that was not available to them, then, should be allowed waiver of

excess interest.

9. The concept of Self-leasing be introduced for the purposes of recovery of Housing Loan.

The amount should be, by taking into account, the amount the Bank is ready to pay as lease

rent for flats for officers, within reasonable distance of the Bank and in a good locality. By

applying this benchmark, the proportionate limits for each level of officers can be fixed. This

can be the basis for recovery of Housing Loan for the first five years. This may also be

extended for repayment of Housing Loan of those officers on the verge of retirement in order

to repay the outstanding Housing Loan/half the amount of the cost of the house or Housing

Loan, whichever is less.

10. Reimbursement of housing society/apartment maintenance charges @ Rs. 2,500 per

month be granted.

b) CONSUMER LOAN

Consumer Loan may be given up to Rs. 2 Lakhs at a low rate of interest. (50% of bank rate)

c) VEHICLE ADVANCE

1. Car Loan be raised to Rs. 10 Lakhs to officers in Grade ‘A’ to ‘C’ and Rs. 15 Lakhs to officers

in Grade ‘D’ and above. The loan should be on 100% cost basis including road tax and

accessories (On road cost).

2. Recovery be made on depreciation cost basis, in 5 years.

3. Interest on Car Loan be reduced to half of the prevailing Bank Rate.

4. Additional Car Loan to the extent of difference between the outstanding balance of the

earlier loan with that of the revised loan limit may be granted to those desirous of changing

their car, without insisting on sale of old vehicle.

5. Two-wheeler loan be raised to Rs. 2 Lakhs. The loan also be on 100% cost basis including

road tax and accessories (On road cost). Recovery be made on depreciation cost basis, in 5

years.

6. Interest on loan for two-wheeler may be charged at half of the prevailing Bank Rate.

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7. Insurance premium covering zero depreciation facility to be reimbursed on the outstanding

loan amount.

d) EDUCATION LOAN

Education Loan be granted up to Rs. 10 Lakhs (Rs. 20 Lakhs for higher studies abroad) without

charging any interest on Education Loan up to Rs. 5 Lakhs and charging interest at half of the

Bank rate on the loan over and above Rs. 5 Lakhs.

e) COMPUTER ADVANCE

The advance under the present scheme attracts high rate of interest and needs to be revised

to encourage officers to buy computers. In view of the inherent benefits to the Bank, it should

be interest free. The recovery of Computer Loan be on depreciation cost basis as the

PCs/Laptops get outdated within a few years. Second Computer Loan be granted when

depreciated book value of existing PC/Laptop becomes nil on notional basis or at least once

in five years.

f) FESTIVAL ADVANCE

The ceiling to be raised to three months’ gross salary, rounded to the nearest thousand.

18. MEDICAL EXPENSES

i) For inclusion of Dependant family members, cap of annual income of parents excluding

their pension to be increased to Rs. 20000/-

ii) Reimbursement in full be made for treatment taken under Ayurvedic, Homeopathy,

Siddha, Unani, Acupuncture, Acupressure and other alternate healing methods etc without

any conditionality. Curative and preventive treatment such as Panchkarma taken in

recognized clinics should be allowed. The treatment charges in the above mentioned

alternative therapies should be increased by revision of schedule rates.

v) Reimbursement in full for actual outdoor/indoor treatment including consultant’s

fees, service charges, surcharge and taxes, etc. be given to officers, including

dependent parents.

vi) The treatment cost of fatal ailments e.g., cancer, heart ailment, renal failure, TB, HIV

+ve, etc, should be reimbursed in full, irrespective of any ceiling. The OPD treatment

for the said ailments should also be paid in full.

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vii) The eligible income ceiling of Rs. 5000/- for being dependent parents may be revised

and instead it be extended to cover parents/parents-in-law, dependent children, not

coming within the purview of income tax.

viii) The empanelled hospitals should be appraised with eligibility of IDBI staff, so as to

minimize the recovery of direct settlement bills.

ix) As per the existing rules, parents can avail OPD treatment in Government/Municipal

hospitals only. The OPD treatment including pathology/radiology tests should be

extended to parents in private clinics.

x) Bills for treatment of skin diseases, STD treatment, gynecological and psychiatric

treatment be reimbursed in full, without any conditionality.

xi) Reimbursement of expenditure for chronic ailments should be allowed on attending

physician’s advice, without any conditionalities.

xii) Maternity expenses be reimbursed in full.

xiii) The charges towards medical tests not included in the schedule but recommended by

specialists be reimbursed in full.

xiv) Cost of equipments like collar, crutches, wheelchair, prosthetics, other aids like

hearing aids, etc. should be reimbursed periodically in full.

xv) Cost of dental treatment should be reimbursed in full. It should also be extended to

dependant parents.

xvi) The rates of dental treatment in case of Root Canal/Cap/bridge/Implants should be

suitably enhanced and conditionalities be removed.

xvii) Certain latest treatment such as Fluoride treatment, etc., which is curative in nature

should be included in the Dental Schedule.

xviii) Cost of all specialist treatments including diagnostic and therapeutic scopies,

ophthalmologic laser treatments, hormonal treatment, stem cell transplant, cardiac,

neurological, oncological investigations and treatment, cost of nuclear medicines,

MRI/CAT etc., scans, sonographical tests etc. be reimbursed in full. Ophthalmic power

correction test – XMR be considered for reimbursement in full.

xix) Mentally retarded brothers/sisters may be considered as dependents.

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xx) Schedule of charges be revised at the end of every financial year and there should be

a common schedule for the entire country.

xxi) Taking into consideration increase in schedule rates, the present limit of per

hospitalization should be increased suitably.

xxii) The visit charges in certain cases are on the higher side therefore, in all cases two visits

per day be permitted with the approval of BMOs. ICU/ICCU special visits by various

specialized doctors should be reimbursed in addition to routine visits.

xxiii) Reservation of beds in Govt./Trust/Municipal Hospitals be made at all centres, to

ensure admission in case of emergency.

xxiv) The treatment prescribed by specialists should be honoured by BMOs/SMOs as per

the rules laid down by the Medical Council of India. Credit Slips may be given, in case

of non-availability of medicines in the dispensaries. The list of Non-admissible

Medicines be revoked.

xxv) Investigations with respect to eyesight/refraction tests, ultra-sonography, cancer

detection tests, etc, be included in the Annual Health check-up scheme itself. Annual

Health check-up scheme may be extended to all and even to wards and dependent

parents.

xxvi) Distinction of medicines as curative and preventive be dispensed with for

reimbursement purposes, when prescribed by specialists.

xxvii) Cost of Pen Cartridge for insulin administration be reimbursed in full.

xxviii) Reimbursement of cost of Spectacles should be enhanced suitably, wards and

dependent parents be included.

xxix) Considering the present treatment given to new-born babies, all vaccines which are

prescribed by the hospital should be reimbursed in full.

xxx) BMOs should be eligible for reimbursement for Dental Treatment.

xxxi) Medical Bills of BMOs should be settled in full and not on proportionate working hour

basis.

xxxii) BMOs should be eligible for Direct Settlement for Hospital Treatment.

19. MEDICAL ASSISTANCE FUND (MAF)

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i) The monetary ceiling per hospitalization be revised and the restrictive

conditions on Stoppage/Room Rent charges should be removed.

ii) Part-Time BMOs should also be covered under MAF by extending the Scheme

to them.

iii) Reimbursement of Medical bills should be up to 100%.

iv) OPD treatment be extended to all retired members.

v) Dental treatment be extended to all retired members.

20. Transparency in Transfer Policy:

1. Request transfer, requests if any to be acknowledged and a Wait List no. to be given for

Minimum of 5 Branches.

2. Out of State / Zone transfer should be max for 3 Yrs and repatriated to the Home Zone and

preference to be given for 5 Cities with all benefits.

3. Spouse joining spouse as per GOI directives to be given top priority to avoid inconvenience

to the Officers.

4. Preference to be given for spouse joining spouse on Medical grounds

5. In each region / Zone once in a Qtr the ZH / RH to meet the Office Bearers of the Association

and the minutes to be circulated and grievances to be settled at the earliest.

5. Admin transfers to be done only in the month of Apr & May of each Yr. (GOI

Guidelines)

6. Officers should not be posted to any Rural FI and Rural branches of other than their

native State.

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FACILITIES ON TRANSFER

i) Joining time be enhanced to 15 days. Officers be allowed to avail the joining time in 3

spells.

ii) The officer/family be given additional air-fare once a year to his place of previous

posting/family to his present place of posting, in case, his family has not been shifted.

iii) Miscellaneous expenses towards incidentals be enhanced to 3 months’ basic pay with DA

to all officers moving with or without family. Donations required to be paid by officers for

school/college admissions of their wards in new centre may also be reimbursed.

iv) Lump-sum payment for packing/crating/local transportation be enhanced to Rs.25,000/-

on declaration basis.

v) On transfer Bank may arrange transportation of household goods, if so desired by the

officer.

vi) The minimum Halting Allowance on transfer be raised to 15 days.

vii) Hotel charges and Halting Allowance be granted for 7 days after the allotment of eligible

accommodation suitable for occupation.

viii) Retention of flat at previous centre be allowed on educational/medical grounds till the

allotment of eligible accommodation without any conditionality for all centres.

ix) Jammu should be, in principle, treated as ‘Hardship Centre” at par with Guwahati. Officers

on transfer to any centre from Jammu be allowed air travel via New Delhi in the absence

of direct flight, in view of risk involved in train travel.

x) Reimbursement of actual expenditure incurred on transportation of vehicle be made in

full.

xi) Rs. 10,000/- be paid towards winter clothing at centres having extreme climate.

xii) Officers on request transfer be extended all facilities that are available in case of normal

transfers. Officers on repatriation transfer to parent centre, at the age of 56 years or

above, be at Bank’s cost.

xiii) House Rent Allowance at the enhanced rate be paid to transferred officer.

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xiv) Arrangement with reputed schools may be made for admissions of wards of transferee

officers.

xv) Single Room flats should be provided in large numbers in all centres, so as to facilitate

officers on transfer.

21. PROMOTION POLICY

I) The Promotion Policy should meet the twin objectives of ‘Seniority-cum-merit’ i.e., of laying stress

on both seniority and merit and by giving due weightage to seniority, the prime concern of

stagnation can be addressed. It is for this reason, in the Central Government services weightage

to seniority and having an Assured Career Progression and giving a minimum of two promotions

during their entire service has been put in place. For the growth of an institution and to embrace

new ideas, brilliant and talented youngsters should also be given encouragement by regular

promotions so as to mould them for future higher responsibilities yet, the experience of the

seniors in the nitty-gritty of the day to day functioning should also be considered. Hence, the Bank

should review the Revised promotion Policy, and balance the twin objectives of ‘seniority and

merit’ for the sake of the institution and well-being of its officers.

II) Direct recruitment at Grade ‘B’ and ‘C’ levels be discontinued.

III) Promotion should be on seniority-cum-suitability basis based on benchmark system.

IV) Seniority be given due weightage in promotion in all grades and should be 50% of any promotion

exercise.

V) The Performance Appraisal Review (PAR) be made objective and it may be considered for deciding

only the suitability aspect of the promotion.

VI) Assured Personal Promotion (APP) should be granted on completion of 3 years in a grade and

conditions of PAR and leave should not be made applicable for the purposes of grant of APP. On

completion of 5 years he/she should be treated as promoted to that grade with all facilities and

designation.

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VII) Time Bound Promotion should also be granted on completion of 5 years for officers in Grade ‘A’

for promotion to Grade ’B’. The Time Bound Promotion for officers in Grade ‘B’ for promotion to

Grade ‘C’ should be on completion of 3 years, as against the present stipulated 4 years.

VIII) APP should also be extended to newly promoted Officers in Grade ‘A’ and also to Officers

in Grade ‘C’ and ‘E’.

IX) Officers on APP be given respective designation.

X) Widespread stagnation should be immediately addressed by grant of at least two promotions in

the officer’s grade, one in every 5 years. Finally, during the last year of service a promotion should

be granted on supernumerary basis.

XI) Vacancies to be declared in each grade and in the ratio of 1 :3 to be called.

XII) Fast Track in every year: 20% of total vacancies will be filled in the declared vacancies

XIII) GOI guidelines w.r.t reservation policies to be followed

B. Transparency in Promotion Policy.

I) PAR should indicate only grade A+, A, B+, B and C.

II) Moderation norms be laid down and be made transparent.

III) Details of the results of the selection process for promotion i.e. marks obtained under various

parameters be advised to the officers. Where ever possible all the marks in respect of their

seniority, service, qualifications, PAR etc should be informed to all the officers appearing for

the promotion process.

IV) Circular to be issued detailing eligible officers in Normal & Fast track

V) Written test and assessment marks should be declared openly to all the vide Circular.

C. Promotional Avenues

I) All major centres to be under the charge of Executive Directors and other centres under

Chief General Managers.

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II) All the very large and large branches are to be headed by G Ms/DGMs irrespective of the

location of the branches.

III) All the other branches to be headed by AGMs having thorough knowledge of Banking.

IV) Departmental Heads at major centres be Chief General Managers/General Managers and

other centres General Managers/Deputy General Managers.

V) RTCs may be headed by General Managers.

VI) Promotional avenues should be created for specialist officers.

VII) Adequate promotional Avenues should be made available to officers in Grade ‘A’

promotee cadre by ensuring at least 50% of the vacancies in Grade ‘B’ onwards.

VIII) Time Bound promotion be extended to all minor categories of Officers of all grades on

completion of 5 years in a grade.

D. Other important demands:

I) Annual calendar of promotional processes be introduced and strictly adhered to.

II) Post of leave/trainee reserves be created at the rate of 20% of sanctioned

strength.

III) Officers should be given a pro forma Promotion on Supernumerary basis in next

Grade at least a year before retirement.

IV) Recruitment of 5,000 Clerks/award staff on urgent basis so that officers can be

utilized for higher roles of business development.

V) Present Group term insurance to be suitably enhanced to higher insurance

coverage of minimum Rs.75 lacs to Rs.100 lacs per officer.

VI) The anomaly aroused due to unilateral harmonization of pay structure in the year

2009 to be rectified and compensated during the current settlement.