Service & Condition >> SUNDRY STAFF MATTERS





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   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.   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).   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.   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.   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.   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.




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.




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.




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.




A clause reading as under, has been incorporated in Annexure 1 of Chapter 1 Establishment and General Administration, in the Banks Book of Instructions: " No employee shall bring or attempt to bring any political or other outside influence including that of individual directors of the Bank or the members of the Local Board to bear upon any superior authority to further his own interest in the Bank"



          ANNEXURE  24.1








1.         This notice is issued in supersession of all prior notices on the subject but without prejudice to any action taken or which may hereafter be taken under such prior notices.


2.         All employees of the Bank are once again reminded that -


                (a)       the employees contract of service with the Bank and the nature of their duties, enjoin upon them -


            -      to function effectively for and throughout every working day on which the bank is open (except for authorised absence);


             -     to do a full days work and to complete each days normal work;


            -      to do overtime work. i.e., work beyond the normal hours of work, as the Management may require of him within the prescribed limits; and


            -     not to do, or cause to be done, anything which would disrupt the Banks normal work or functioning.


(b)       the Management of the Bank has full discretion to prescribe as to-


            -      when the working hours on each day will commence,


            -      upto what time of the day the working hours will extend, and


                              -  How much time work beyond the normal hours of work can be taken from any employee,


so long as such working hours do not exceed the permissible total working hours or ceiling on overtime work;


(c)        the contract of employment involves reciprocal promises and an employees right to remuneration depends entirely upon the performance of his work for a specified period and, therefore, his remuneration is payable only if the principal terms of his employment are effectively fulfilled


3.         Consequently, an employee would be in breach of his contract of service, if he, as a measure of concerted action or individually on his own, does any of the following acts or things, namely-


(a)       fails or refuses to perform normal work in the normal manner in the normal working hours


(b)       resorts to non-cooperation,


(c)        adopts go-slow or Work-to-rule with intent to disrupt normal work in the office.


(d)       or has been unauthorisedly absent from the place (s) of work (where, by the terms of his employment, he is required to work) even for a part of the day, during the working hours fixed for him by the Management.


(e)        disrupts, in any other manner, the banks work either in the Banks office premises or at the Bankers Clearing House, or at any other place(s) of work there by the terms of his employment, he is normally required/expected to perform his duties.



4.         In view of what is stated above, all employees are hereby put on notice that -


(a)       if any of them is in breach of his contract of service on any day or even for a part of the day, he will not be entitled to pay and allowances for the whole of that particular day and as such no pay and allowances will be paid to him for that particular day; and


(b)       any employee who is, in any way, responsible for taking care of, or guarding, any asset of the Bank will be accountable to the Management if such asset is put to any jeopardy or is lost or is stolen as a result of the failure of such employee to discharge his normal responsibility.


5.         If any employee is in breach as indicated above, no work is expected of the employee for the rest of the day.


6.         The employees are also advised that the Management is not obliged to issue any notice to the employees or provide them an opportunity of being heard before exercising the Managements right not to pay wages as aforesaid. Consequently, whole days pay and allowances will not be paid by the Management, whenever, so warranted, without any specific or general notice to any employee or employees. If any payment has been made by mistake or otherwise deductions will be made from the salary of the concerned employees, payable in any succeeding month


7.       The above instructions are equally applicable to the Supervising Staff also.


8.                   The foregoing is without prejudice to the Managements right to take such disciplinary action as may be warranted.