Service & Condition >> SUNDRY STAFF MATTERS

SUNDRY STAFF MATTERS

 

24.1          REVERSION AT REQUEST AFTER PROMOTION

 

24.1.1       The Bank periodically holds tests for Award Staff for promotion to the officers cadre. Before appearing for the test, all eligible are required to give an undertaking that they are willing to accept promotion and, if promoted are agreeable to go on transfer to any office of the Bank.

 

24.1.2            Where an employee after qualifying in the written examination and interview refuses promotion, it shall be deemed as reversion. Such employees shall be provided one opportunity for promotion to JMGS  I immediately in  the ensuing promotion, if any in hand, subject to the other eligibility criteria for promotion being satisfied.

 

(i)                  If after availing the opportunity as above, they again refuse promotion and request for reversion to the substantive cadre  for the second time, they would be given one more opportunity after the expiry of a debarment policy of three years (during this period they will be debarred from out-of- cadre officiating as well) from the date of reversion, after such refusal, subject to the other eligilibity criteria for promotion being fulfilled.

(ii)                If after availing the second chance, they again refuse the promotion and request for reversion to the substantive cadre, they stand permantly debarred from further out-of-cadre promotion and out-of-cadre officiating.

(iii)               Such employees who are given additional opportunies for promotion after reversion will not, however, be eligible for out-of-cadre promotion as the additional opportunities are given only for appearing for out-of-cadre promotion  exercise.

 

24.1.3       Penalty  to PO/TO for failing in the functional knowledge test

           

Those POs/TOs, whose probation period is extended, will have to undergo another functional knowledge test after six months. Again they will have to score a minimum of 50% marks in the written test. Any Probationary Officer who fails to secure 50% or more marks in the functional knowledge test, his/her services will be terminated in terms of the extant provisions contained in Rule 16(3)(a) of SBI Officers Service Rules. However, in the case of a Trainee Officer, he/she will be reverted back to clerical cadre, if he/she fails to secure 50% or more marks in the functional knowledge test.

 

24.2          Procedure for acceptance of Resignation

 

i)          In terms of para 522 of the Sastry award a permanent employee may  leave the service of the Bank by giving one months notice in writing to the manager. A probationer desirous of leaving service shall give 14 days  notice in writing to the manager. A permanent employee or a probationer shall, when he leaves service, be given an order of relief signed by the manager.

 

ii)         If any employee leaves the service of the Bank without giving notice, he is liable to pay the Bank one months (14 days in case of probationer) pay and allowances in lieu of notice.

 

iii)         Unlike Officers Service Rules, there is no provision if the  staff is selected as a probationary officer in our Bank or our Associate Banks, the notice period of one month may be waived while accepting the resignation of the employee as a clerk.

iv)        Employees desirous of leaving the Bank should be asked to liquidate the outstanding loan(s) and advance(s) (including Housing Loan) prior to their leaving the services of the Bank.

 

24.3          CONVERSION

 

24.3.1       Clerical cadre staff

 

Special category of staff recruited in the clerical scale of pay viz., punch card operators, telephone operators, draughtsmen, etc. will be eligible for conversion as Assistants subject to the following conditions:

 

a)         They should have a minimum of 4 years service if they have passed NIBM test for recruitment of clerical staff and 8 years service otherwise.

 

b)         They should not be more than 45 years of age.

 

c)         Conversion will be subject to availability of replacements. For this purpose, recruitment of specialist staff will require to be properly planned. The actual number of conversions in each year will be decided by the Local Head Office , subject to administrative exigencies.

 

d)         After conversion as Assistants, special allowance if any, will not be paid.

 

e)         The converted employees will be eligible for officiating or permanent appointment in higher post, in-cadre or in supervisory cadre, after a cushioning period of two years on the basis of the total service rendered in the grade.

 

24.3.2       Conversion of sweepers, farrashes and chowkidars etc. as messengers

 

24.3.2.1   Eligibility criteria

 

All full time sweepers, farrashes, cash coolies, water boys, watchmen and armed guards etc. who have completed 5 years (permanent) service in the bank and are able to read/write English or Hindi or Regional language, will be eligible for conversion as messenger. Special allowance, if any, will not be paid after conversion.

 

Officiating or permanent appointment in higher posts (in-cadre) will be considered only after two years of conversion on the basis of the total service rendered in the grade.

 

24.3.2.2   Interviews

 

i)          Eligible employees, who have completed 5 years permanent service as on 1st January of the year (in which conversions are proposed to be made) and are willing to be posted at any office in the Circle, will be required to appear in an interview to be conducted for testing their suitability (including basic reading and writing ability). An appropriate letter indicating willingness to be posted at any Branch in the Circle and forego special allowance, if any, should be obtained from each such employee and kept on permanent record : a suitable note to this effect be also made in his service record.

 

ii)         The number of candidates called for interview may normally be restricted to 3 times the number of conversions to be made as messengers (viz. 25% of vacancies of messengers in a Module in a calendar year),

iii)         Interviews may be held by Circles at all Zonal Office centres under their administrative control. For this purpose, Interview Committees may be formed comprising an Asstt. General Manager, Chief Manager (HR) and a senior Branch Manager (not less than MMGS Ill officer).

 

24.3.2.3   Waitlisted panels

 

Out of the eligible employees, who are found suitable for conversion as messenger in the interview, panels will be prepared seniority wise. Weightage being given to the permanent service put in on the 1st January of the year.

 

24.3.2.4   Filling up of vacancies

 

To the extent of 25% of vacancies of messengers, arising in a Module in a calendar year, empanelled employees may be appointed/converted as messenger with combined designation (to be given as per the Banks requirements at the branch of posting) on 6 months probation and posted at branches, where such vacancies exist, in the following order

 

i)                    Branches in the Region in which an employee is already working.

 

ii)         If there is no vacancy in the Region, he may be posted at a Branch in a nearby Region in the same Module.

 

iii)         If there are no vacancies in the Module, he may be posted to a Branch in any other Module (where panel has been exhausted). The remaining 75% vacancies of Messengers will be filled in accordance with the guidelines in force at the material time.

 

24.3.2.5   Debarment

 

i)          If an employee does not give his willingness for being considered for conversion as messenger, he will be permanently debarred from such conversion, under advice to him.

 

ii)         Further, if an employee gives his willingness for being considered for conversion as messenger, but subsequently expresses inability to accept the Banks offer of posting (on conversion), his request may be considered provided the grounds therefor are reasonable. In such cases, the case of the employee may be again considered for conversion after 1 year of the refusal. However, if an employee refuses conversion/posting for the second time, he will be permanently debarred from being considered for conversion as messenger.

 

24.3.2.6   GENERAL

 

i)          If an employee, who has been converted as messenger, is not 8th class pass, he will not be eligible for in-cadre/out-of-cadre higher officiating / permanent chances. However, if he acquires such qualification subsequently, the position may be reviewed thereafter on the condition that he will be eligible for in-cadre/out-of-cadre promotion or officiating chances, only on completing 2 years service as messenger, after acquiring 8th class pass qualification. Those, who are already 8th class pass, will be eligible for in-cadre/out-of-cadre promotions/officiating chances, as per the existing policy i.e. after two years service as messenger.

 

ii)         Employees, who have been converted as messenger, and have passed VIII class, will be considered for officiating or permanent appointment in higher in-cadre positions after 2 years of such conversion.

 

24.4          WATCH & WARD STAFF - PERIODICAL CHECK-UP OF PHYSICAL FITNESS

 

Watch and Ward staff posted at the branches must possess unimpeachable integrity besides being physically fit. It should be ensured that these employees should remain physically fit, otherwise, they may become victims in an emergency.

 

It is, therefore, essential to arrange for their medical check-up once in two years by the Banks Medical Officer at the Banks cost.

 

In case, a member of the watch and ward staff is found medically unfit to carry out the duties of a Bank guard/watchman the following procedure should be followed

 

a)         The opinion of another Medical Authority should be obtained confirming the opinion given by the Banks Medical Officer.

 

(b)       He may be appointed as messenger-cum-watchman or guard, provided he possesses the required educational qualification of messenger, viz. VIII class pass.

 

(c)        In case he does not possess the required qualification, he may be appointed as a cash coolie-cum-watchman or guard or waterman-cum-watchman .

 

(d)       In both cases of conversion, he will retain the special allowance payable to watchman/guard.

 

(e)        The services of such employees, should not be utilised for watch and ward duties.

 

(f)         These employees should be considered for higher appointments in the messengerial / menial cadre only. For this, they should have worked for at least two years in their new designations. Thereafter, their entire service period should be reckoned for the purpose of determining their seniority for such in-cadre appointments.

 

24.5          No Work No Pay

 

Wherever  employees,without the permission of the Management, go on agitation of any form during office hours, they will have to be treated as having commited breach of contract of service and the principle of  “no work no pay” should be uniformly followed subject to the decision of the Court.  Even where an employee is in breach of his contract for part of the day, he will not earn wages for the full day subject to the condition that the Bank does not acquiesce in the breach by taking work from such employee for rest of the day.  In such a case, care should be taken to give intimation to the employee sufficient in advance, through a notice which may be displayed or circulated that no further work is expected of them for the rest of the day (Annexure 24.1). In a “no work no pay” situation, the question of deduction of wages does not arise  as the employees have not earned wages as normal work in the normal manner in accordance with a contract of employment, which is a condition precedent for earning wages has not been satisfied. It should be ensured that appropriate adjustments are made at the time of disbursement of salary for that month.

 

24.6          FACILITIES/INCENTIVES EXTENDED TO INSPECTION ASSISTANTS ON MOBILE DUTY

 

1.         Special allowance of Rs. 750/- p.m. + applicable D.A. which is equivalent to the special pay of Senior Assistants.

 

2.         Discomfort allowance of Rs. 150/- p.m.

 

3.         Daily Halting Allowance as applicable to the working centre.

 

4.         Actual conveyance expenses for daily commuting from the place   of stay to auditee branch. This is in addition to the transport allowance payable along with salary & allowances.

 

5.         Kit allowance - Rs. 1000/- for the first year of joining mobile duty and Rs. 500/- p.a. for the subsequent years.

 

6.         Overtime - 10 hours per month.

 

7.         Inspection Assistant will be reimbursed with the first class fare even when they travelled in a lower class due to non-availability of reservation in the entitled class.

 

8.         Spouse of the Assistant, who is accompanying the latter during mobile inspection duty, will also be paid travelling expenses as per the eligibility of the Inspecting Assistant. Once a year, spouse may return to the place of residence and join the Inspection Assistant.

 

9.         Special Home Travel Concession facility in each block of one year.

 

10.        The Assistants on mobile duty can put up their family at any placethey like.

 

11.        They can avail casual leave for more than 4 days at a time with Sundays and holidays falling during the period not being counted.

 

12.        Insurance cover for self for Rs. 50,000/- and insurance cover for kit items.

 

13.        They can avail the facilities of transit houses established at some important centres.

 

14.        Travel by circuitous route from one place of duty to another, facilitating visit to place where family members stay.

                  

24.7          ACCIDENTS WHILE ON DUTY

 

In terms of paragraph 18(iv) of the Memorandum of Settlement dated the 31st October 1979 entered in to between the IBA and the workmen unions, in case of injuries sustained by a workman while on duty, he shall be fully reimbursed the cost of medical treatment and /or hospitalisation, over and above his normal entitlement. He shall also be treated as on special leave for the period of his absence required for treatment.

 

24.8          REPRESENTATIONS BY MEMBERS OF STAFF