HISTORY OF ASSOCIATION
SHRI K.K. NAIR
OUR BELOVED LEADER
SOURCE OF INSPIRATION
With the rapid expansion of Bank officers movement in general and our Association in particular, during the past fifty years, the need for documenting the historical foot prints of our Organisation was increasingly felt. There have been a few silent attempts to provide concisely various facts by some of our activists who have seen through the events in the past. But credit must go to our unit in Bihar, Odisha & Jharkhand Zone to bring out this publication depicting the growth of our Association and its challenges ahead lucidly. This will help to refresh the memory of elder members and make our younger members aware of the struggles and sacrifice of the leaders of the Association and activists equally supported by primary members with the sole objective of growing with the Bank, as emphasized repeatedly by our General Secretary, Shri K.K.Nair, and take our movement ahead. We express our profound sense of gratitude to Bihar, Odisha & Jharkhand Zone. There could be still some gaps; we request all our members to help us to fill up such gaps.
ALL INDIA BANK OF BARODA OFFICERS' ASSOCIATION
Glimpses through 50 Years and Challenges Ahead
12th September 1964 will be engraved in the history of trade union movements in banking industry in golden letters. It was on that auspicious day, a few fire-brand officers in Bank of Baroda came together under the banner of All India Bank of Baroda Officers Association (AIBOBOA), for protecting the rights of Officers in Bank of Baroda.
In its five decades of vibrant existence for the officers' cause, AIBOBOA has treaded a path filled with thorns of challenges and yet has emerged as a united force, exemplifying the sagacity of its leadership with sense of purpose for its members. This success has led the Association, to enter into its Golden Jubilee year on 12th September 2013 as the sole body recognized by the management to represent issues concerning officers in the Bank. AIBOBOA had the foresight to evolve and espouse its distinct proactive philosophy of “GROW WITH THE BANK”. When many other trade unions were only painted in the militant mould of trade unionism, Association pursued its dual purpose of assiduously protecting the interests of its members and, at the same time, zealously working for the business development of the Bank. This unique philosophy of the Association coupled with its laurels from successive Bank managements has gone far for our involvement and contribution to the Bank's growth. The Association has been widely recognized and respected in the whole banking industry.
Our Association attained a totally different structure and ideology under Shri K.C. Chokshi, its founder General Secretary whose contributions in the pre and post nationalisation era are lessons in successfully reaching at negotiated settlements. The stellar role played by Shri Chokshi in organizing officers on trade union lines, drawing the strategies and implementing the same in the times of turmoil resulting in the high esteem of its members and turning around their fortunes in many ways, will find a special place in the history of our Association.
All India Bank of Baroda Officers' Association is the sole, collective and constructive Body of officers wedded primarily to its avowed objectives of progress and prosperity of the Bank and welfare of its members. Its five decades of illustrious history is a brilliant record of unhindered service to its members with constructive approach aiming at wider issues confronting the Bank. This has rendered a deep and unparalleled impact on the Bank's Business Growth and its stake holders’ interests.
The Central Office of the Association is located in Mumbai at the following address:
All India Bank of Baroda Officers' Association
C/o Bank of Baroda, 3, Walchand Hirachand Marg, Ballard Pier, Mumbai 400001
CONSTITUTION OF THE ASSOCIATION
The main objectives of the Association are:
a) To maintain and promote amongst the members in the service of Bank of Baroda, a spirit of service to the Bank's constituents and the public generally and of loyalty towards the institution, to take all steps to maintain a standard of efficiency and upright conduct consistent with the tradition of the Bank.
b) To protect and promote the interests, rights and privileges of the members in the service of the bank, in all matters relating to their emoluments, service conditions, employment, retirement, housing, health etc.,
C) To make representations to the authorities in this connection and to take any other steps from time to time necessary for the betterment of the members and for the redressal of their grievances.
IMPORTANT PRINCIPLES AND FUNCTIONS
• Bank’s interest is always on the top of our agenda. It has ensured all through that membership remains committed to the institution.
• Deeply wedded to the philosophy of “Grow with the Bank” it has willingly shared the responsibility and enthusiastically participated in the endeavours of enhancing the productivity and profitability of the bank with sole aim of its overall growth.
• Whenever any injustice is inflicted and the members get deprived of their legitimate entitlements, the issues are taken up in right earnest and same are sought to be redressed by representing to the management effectively.
• Ever ready to fight out injustice, discrimination and exploitation caused to members with the core spirit to protect the dignity of the officers.
• Vigilantly protect and safeguard the hard earned benefits and facilities.
• Take up in right earnest the cases of humiliation and harassment of members.
• Keeps the primary members well informed about various developments in our Bank and in the banking industry through timely and meaningful communication by way of circulars and holding meetings.
• Extending guidance to members in disciplinary matters and defend members when disciplinary proceedings are initiated against them.
• Plays proactive role in career progression of members by providing coaching notes and arranging classes for aspirants.
• Pursue the management to come out of their mindset of reluctance to profit sharing and get the best facilities and monetary incentives extended to officers.
• Nurture organizational work culture based on the principles of peaceful and mutual discussions, consultations, consensus, spirit of accommodation and collective wisdom.
• Receptive to ideas and suggestions besides welcoming constructive criticism.
• Inculcating in members the courage to feel free to approach management and Association for redressal of their genuine grievances.
INDIAN NATIONAL TRADE UNION CONGRESS (INTUC) – THE PARENT ORGANISATION
The year 1983 was eventful and significant for our Association. In March 1983, our Association was accorded provisional affiliation by INTUC which was later on confirmed by the Working Committee of INTUC in the meeting held on 23rd November 1983. INTUC commands 3,33,54,677 membership of 5609 unions from 30 States and 44 industries. INTUC is proud to have a dynamic leader Dr. G. Sanjeeva Reddy who has been leading the organisation with utmost dedication and positive approach. The INTUC National Headquarter is functioning from “Shramik Kendra”, 4, Bhai Veer Singh Marg, New Delhi-110001.
INDIAN NATIONAL BANK OFFICERS' CONGRESS (INBOC)
A need was felt by various like minded trade unions in officers’ cadre working in banking industry to work under the same umbrella of an apex body with the affiliation of INTUC. Accordingly, INTUC took initiative to form Indian National Bank Officers' Congress to coordinate the activities of various bank officers' associations. The formal inauguration of INBOC took place in Mumbai on 18th May 1983, wherein Shri K.K. Nair was elected as the Joint General Secretary. Subsequently Shri Nair was elected as the General Secretary of INBOC at the National Convention held in New Delhi on 5th and 6th July 1986. Shri Nair continues to hold the post of General Secretary since then.
OUR LEADER SHRI K.K. NAIR
Shri K K Nair is a great visionary leader who is leading the Association for more than three decades with dedicated leadership as General Secretary of AIBOBOA since 1978. He has also been serving us as General Secretary of INBOC since 1983 as mentioned above, All India Treasurer of INTUC since 2001 and General Secretary of INTUC, Maharashtra State since 25.11.2002. He is admired and respected for guiding the destiny of the whole labour class in the country in general and Bank employees and Bank Officers in particular. He has been playing a lead role in the United Forum of Bank Unions(UFBU) since 1997 and in the United Forum of Nationalised Bank Officers’ Association since 2009. AIBOBOA is bestowed with one of the most experienced, dynamic, dedicated and visionary leadership of Shri K.K. Nair.
It is worth mentioning that Shri K K Nair holds the prestigious record of signing -6- Bipartite Settlements out of -9- settlements that took place so far. He is currently engaged in negotiating with IBA for 10th Bipartite Settlement. His style of leadership has been admired by one and all because of his reasonable, responsible, responsive and restrained approach while dealing with issues concerning members as well as Bank. He believes and acts upon the principle of sorting out the issues of membership with management across the table through negotiation, sound logic, convincing ability and pragmatism all within the ambit of officers' service regulations. He practices “Avoid Avoidable Confrontation” for arriving at amicable solutions. The most remarkable attribute of our leadership is that it serves the cause of the officers’ community with a mission without any ambition.
Shri Nair is regarded as the most effective and knowledgeable leader in the Bank officers’ Trade Union Movement due to his sagacity, wisdom and maturity. Looking to his calibre and capability, UFBU has unanimously elected him as its Chairman in July, 2013. Shri Nair is an apostle of responsible and constructive trade unionism. His extraordinary qualities of a voracious reader, prolific writer, skilful negotiator, able organiser and magical orator with computer like memory of names, events and dates are indeed remarkable. His steadfast adherence to basic values and principles has won him enormous admiration on one side and some adversaries too on another side. He is always persuasive and never gets aggressive but without yielding any quarter to the management. He always tries to carry everybody along with him and at times even those opposing also come around slowly but surely to accept his view point.
The courage to endure and conquer adversity by living with it is typical trait of our leader Sri K K Nair who has proved time and again that it is only the valiant and courageous can successfully steer through real crisis. Our survival against all odds and obstacles put in our way bears testimony to Never Die Spirit of our leadership. Our leader is bestowed with the patience, perseverance and persuasive ability to bring the unwilling management to negotiation table and turn the challenges into opportunities to improve upon officers’ service conditions. As per the need he has led issue based movements. He has always been leading the organization from the front regardless of the circumstances. He has amply exhibited the courage to suffer disappointment. He has always stressed on the importance of collective effort in trade union movement. He practices and advises to maintain constant touch with members. He never used lung power or militancy in getting the issues resolved. His immense patience and continuous persuasion for making our demands acceptable has endeared him to all.
Our General Secretary Shri K K Nair has represented the Association in the Board of our Bank as Director for almost -8- years in -3- occasions. During 1999, he was again elected to the Board for the 4th time; this time as Share Holders’ nominee with a thumping majority. Government of India has conferred a unique distinction on Shri K K Nair by nominating him as Director on the board of Bank of India in the year 2011.
Our leadership has been rendering yeomen service for the well being of officers in Bank of Baroda and has a track record of protecting and promoting the interest of officers crossing many milestones of achievements. We recapitulate the glorious past of our struggle in the Trade Union movement and look to a promising future with our unique motto of “Grow with the Bank”.
OUR REPRESENTATIONS ON OFFICIAL FORUMS
It is pertinent to mention here that our representatives are placed on the various official forums of the Bank starting from Staff Welfare Fund, Managing Committee, Pension Trust, PF Trust, Gratuity Trust to the top position on the Board of Directors of the Bank. The following stalwarts in our Association served as Director in Bank’s board in tune with the core feature of participative management in our Bank:
• Shri K C Choksi
• Shri R M Desai
• Shri K K Nair
• Shri N S Agarwal
• Shri N G Mhatre
• Shri T K Balasubramanian
• Shri R K Chatterjee
• Shri V B Chavan
FEATHERS IN THE CAP OF AIBOBOA
It is a matter of immense pleasure and satisfaction that many of our principal office bearers after becoming General Manager in our Bank were nominated by the Government of India as Executive Director in other banks and subsequently elevated to the rank of Chairman and Managing Director and even as Deputy Governor of Reserve Bank of India. Some of the illustrious members of our Association are as under:
Dr K C Chakrabarty : Deputy Governor RBI
Shri S.S. Mundra, Deputy Governor of RBI
Shri O N Singh : CMD Allahabad Bank
Shri M Balachandran : CMD Bank of India
Shri N Balasubramanian : CMD SIDBI
Shri P A Sethi : ED Vijaya Bank
Shri S C Kalia : ED Union Bank of India
Shri Animesh Chauhan : ED Central Bank of India
Shri Arun Srivastava : ED Bank of India
Shri R. Koteeswaran, ED, Bank of India
Several other erstwhile leaders are occupying higher positions in the rank of General Managers and Deputy General Managers in the Bank.
OUR ALL INDIA OFFICE BEARERS
Shri Vinod Sheladia
Station Road, Navsari
1) Shri A.N.Patil
Railway Lines, Sholapur
2) Smt. Ashwini Kulkarni
3) Shri A.A.Paliwala
Reg.Office (FI) Surat
4) Shri P.O.Shah
5) Shri S.L.Parmar
6) Shri B.L.Bawra
JLN Marg, Ajmer
7) Shri Surinder Sachdeva
8) Shri Sanjay Saxena
Fun City, Bareily
10)Shri Tapabrata Maity
Reg.Office KMR, Kolkata
11) Shri B.K.Ojha
Patna City, Patna
12) Shri N.G.Shyamsing
Rajaji Nagar, Bangalore
13)Shri P.N.Narendra Babu
EC Street, Chennai
Central Office, Mumbai
1) Shri K.Rajeev
2) Shri R.M.Kolse
3) Shri S.D.Dagadwala
4) Shri Veera Kumar
5) Shri Yashesh Vaishnav
6) Shri Dinesh Jain
7) Shri Bhupendra Jain
Adarsh Nagar, Jaipur
8) Shri P.S.Suri
9) Shri Mukesh Chaturvedi
Civil Lines, Bareilly
Sarvoday Nagar, Kanpur
11)Shri Rajesh Sarkar
Darjeeling, West Bengal
13) Shri K.Rama Murthy
Service Branch, Hyderabad
14)Shri Suresh B.Nair
Shri Bharat A.More
UTI Tower, BKC
CURRENT ZONAL SECRETARIES:
1. Shri. R.K. Chatterjee : Bihar, Orissa & Jharkhand Zone
2. Shri. Prem Makkar : Northern Zone
3. Shri. H.S. Banerjee : Eastern Zone
4. Shri. D P Tiwari : Rajasthan Zone
5. Shri. S.N.S. Yadav : Eastern U P Zone
6. Shri. Pooran Singh : Western U P & Uttrakhand Zone
7. Shri. N.V. Daniel : Central Gujarat Zone
8. Shri. G. Virabadran : Tamilnadu & Kerala Zone
9. Shri. Pradeep Kumar Jha : M P & Chattisgarh Zone
10. Shri. T. Puttaswamy : Karnataka & A P Zone
11. Shri. Janak M. Suthar : North Gujarat Zone
12. Shri. N.B. Jodhawala : South Gujarat Zone
13. Shri. D.M. Suvarna : Greater Mumbai Zone
14. Shri. Jagdish A Shewale : Maharastra & Goa Zone
IMPORTANT EVENTS & ACHIEVEMENTS
Some of the important achievements of the Association have been enumerated below for the benefit of our young officer colleagues, to enable them to realize and appreciate the gravity, intensity and results of the struggles undertaken by the Association in the past and the consistent efforts put in by the organization to fulfill the aspirations and expectations of officers. AIBOBOA provides a healthy grievance redressal platform to its vast membership.
GENERAL CONFERENCES IN CHRONOLOGICAL ORDER WITH HIGHLIGHTS OF CONFERENCE AND ACHIEVEMENTS DURING THE INTERVENING PERIOD
First at Mumbai on 19th & 20th Feb 1966:
45 delegates attended the conference. Soon after formation of Association, Bank gave an adhoc rise in DA, increased the quantum of closing allowance, out of province allowance and monetary compensation for working on holidays. First negotiation on charter submitted by the Association was held on 14.07.1965. Mr. K C Chokshi, our first General Secretary has framed the following guiding principle for our Association.
“Association should not be looked upon by the members for petty pecuniary benefits every time. It has to be looked upon as source of inspiration for it gives the members the necessary sense of security.”
Second at Jaipur on 06th & 07th March 1967
Mr. K C Chokshi reproduced Edmund Burke's words which very well describe the bottom line of an association: “No man can act with effects who do not act in concert. No man can act with concerts who do not act with confidence. No man can act in confidence who are not bound together with common opinions, common affections and common interests.”
Third at Bangalore on 07th & 08th June 1969
Fourth at Baroda on 04th & 05th December 1971
Basic Salary was revised from 01.01.1970 and DA for the first time linked with working class cost of living. 95% of the officers were with Association which was recognized as the sole representative organisation of the officers’ community.
The approach of fighting for principles as against the persons has always been the cornerstone of our policy. Maximum Bonus payment in the industry was given to BOB employees. Bank's annual business conference was attended by the General Secretary of our Association. Ex-gratia of Rs.75/- pm for -3- years was paid to the widows of the officers expired prematurely. All officers were paid lunch and closing allowance. Encashment of leave was agreed to meet the officers’ shortage. Bank reserved a room in Bhatia hospital to take care of the sick employees. Officers posted in rural branches were given allowance of Rs.50/- for fetching water. General Secretary met the then Prime Minister of India, Mrs. Indira Gandhi and represented for the nomination of the Association's representative on the Bank's Board. Hill & Fuel allowance paid to Srinagar Branch Staff.
Fifth at Agra on 30th November & 01st December 1974
Shri S Y Kane, President of the Association stated during his presidential address that the Association is committed to serve the legitimate interest of the members to eliminate acts of injustice whenever and wherever they arise. Sri K C Chokshi was on the Board since 1973. Seniority list of officers was prepared by the Bank at the request of our Association. Officers from West Bengal, Orissa, Bihar and Assam joined the Association. The appointment of Pillai committee on 19.07.73 for standardization of pay, allowances and perks of officers in nationalized banks was boycotted by our Association. At our instance, diem allowance to inspecting officers visiting rural branches was revised and timely payment of gratuity and PF to retiring officers was streamlined. Payment of diem and conveyance allowances to the trainees attending Joint Staff Training college, Mumbai and Out of state / Intrastate compensatory allowance to officers introduced. 204 individual cases / grievances were represented and settled by the Association at apex level.
Sixth at Kolkata on 29th & 30th April 1978
Seventh at New Delhi on 08th & 09th November 1981
This was the first General Conference convened by Shri K K Nair as the new General Secretary. Association continued to inculcate in the minds of our members a sense of devotion and service and develop wider perspective devoid of any external consideration and pressure. As an organization irrevocably committed to the growth of the Bank and welfare of officers, evolved the philosophy “Grow with the Bank”. We extended to the management our unbridled cooperation in the business growth of the Bank. Baroda and Rajasthan zones of our Association were inaugurated on 04.11.79 and 02.12.79 respectively. Regional committees have been constituted in South Zone, UP Zone and North Zone.
Eighth at Chennai on 16th & 17th February 1986
Ninth at Nashik on 11th & 12th September 1990
a. Merit award to members’ children who secured highest percentage of marks
b. Honouring the retired officers at a suitable get together,
c. Suitable financial assistance to members who suffer heavy losses due to natural calamities.
Tenth at Puri on 09th & 10th February 1997
Eleventh at Hyderabad on 12th to 14th September 2001
Twelfth at Pune on 18th & 19th February 2005
Thirteenth General Conference at Vadodara on 19th & 20th October 2013
OTHER REMARKABLE ACHIEVEMENTS
1979 - Implementation of Pillai Committee Recommendations: Management’s attempt to implement Pillai Committee Recommendations in the form of Bank of Baroda Officer's Service regulation – 1979, unilaterally without caring for the removal of anomalies, formulation of rational wage scale and fitment formula was thwarted by challenging the BOBSOR-79, successfully through legal action.
1980 - Promotion Policy: Promotion policy was settled with a sincere and meaningful attempt to provide in-built motivation and meet the legitimate aspiration of officers for assumption of higher responsibilities. Employees Performance Review System - EPR System was introduced from 01/10/1980 and AIBOBOA as a forward looking Association supported the management's efforts for such innovation in performance evaluation..
1981– Categorisation of Posts in Administrative Offices: Association negotiated with management on 31/08/81, for categorisation of posts in administrative offices with a view to creating a large number of categorised posts at higher scales to ensure career progression to officer's community.
1983 – Affiliation to INTUC: Our Association got affiliated to Indian National Trade Union Congress (INTUC) in the year 1983. Our Association played key role in formation of Indian National Bank Officer's Congress (INBOC) in the year 1983.
1984 - Participative Management - AIBOBOA's Nominee on the Bank Board: Our General Secretary Shri K.K. Nair was nominated as Director on Bank's Board from 24.08.84 to 20.06.87 in the first instance. He established a new milestone when the Government re-nominated him as Director for six years i.e. two consecutive terms starting 09.09.92 to 09.09.98.
Contribution of Provident Fund by DROs: Association negotiated with the management and enabled DROs to become members of Provident Fund from the date of joining in the Bank.
Joining the Management Committee of Staff welfare fund: Our representative was inducted into the Management Committee of Staff Welfare Fund.
1985 – Premature Retirement: Our Association fought the case of imposition of premature retirement on 16 officers from Bank's service under regulation 19(1) of BOBOSR-1979 and got them reinstated by launching a massive action programme which received spontaneous and epoch making response from officers working through out the country.
1986 – AIBOBOWF: All India Bank of Baroda Officer's Welfare Fund was launched on 16.02.86 at 8th General Conference at Madras.
INBOC: Our General Secretary Shri K K Nair was unanimously elected as General Secretary of Indian National Bank Officers’ Congress (INBOC) at the National Convention held on 05th & 06th July 1986.
1987- Merger of NABOBO with Association: At a specially convened general body meeting held at Lucknow on 11.11.1987, the NABOBO was dissolved and merged with Association. It is one of the most significant events in the history of United Trade Union movement of officers in Bank of Baroda.
ALERT – A periodical of our Association was started on 20.07.87.
1991 – Revised Promotion Policy: An agreement was reached with the Bank on revised and modified Promotion Policy on 18.04.1991. The promotion policy provided weightage on various factors viz. Educational / Professional qualification, Banking Knowledge, Performance and Potential.
Non – Financial Newspaper to all Officers: Association successfully negotiated for providing one non financial newspaper to all officers w.e.f. 01.03.1991.
1992 – Entertainment Expenses to all Officers: Association settled with Management for reimbursement of entertainment expenses to all officers, w.e.f. 01.01.1992.
Residential Accommodation to all: At the instance of the Association, Bank has agreed to widen the coverage and brought all officers under the ambit of the scheme for residential accommodation, w.e.f. 01.01.1992.
1993 – Compensatory Leave to Officers: Association negotiated with the bank for granting compensatory leave to officers working on weekly off and holidays and the same was introduced w.e.f. May 1993.
Briefcase to Officers: At the instance of Association, Bank has agreed to provide Briefcase once in three years, to all officers w.e.f. June 1993.
1994 – Association Gets Pre-Gulf War Petrol Limits Restored: The historic judgment of Calcutta High Court vindicating our stand to restore Pre-Gulf war petrol reimbursement limits with retrospective from 1.10.1994 will be written in golden letters in the annals of Bank Officers' movement. It got proved that the relentless efforts and uncompromising stand of our Association has once again protected officers' interest.
1995 – ESCORT: Association launched a unique scheme w.e.f. 01.10.95 – Employee Scheme for Contributing Rupees Ten - for the benefit of dependants of officers who die in harness.
PENSION: The settlement of pension reached between IBA and INBOC has been a major milestone in the history of Bank Officers' movement. The pension scheme was adopted by our Bank's Board on 29.09.95. Our Association has been the first organization to demand pension for Bank employees.
1996 – Initial Public Offer of Our Bank (IPO): Bank achieved milestone by successfully closing its maiden public offer of 10 crore equity shares of Rs.10 each for cash at a premium of Rs.75 aggregating Rs.850 crore. It was made possible due to bank's immense confidence in its staff particularly officers of the bank and their capacity to achieve difficult tasks even under hostile circumstances. The then CMD Shri K Kannan made an appeal to our Association and our members throughout the country to keep aside all pending issues and personal difficulties and put in all out efforts to make the IPO a grand success. Our entire membership rose up to fight against the challenges and turned a losing battle into a great victory. Our General Secretary travelled throughout the country participating in various road shows and addressed several meetings of officers. The Zonal Secretaries and other important functionaries toured and actively canvassed for the success of public issue in their respective areas. The public issue closed on 16.12.1996 with a tally of 10.97 crore shares against an offer of 10 crore shares subscribed by over 3 lac investors. The issue got oversubscribed and Association earned laurels from the Chairman and Managing Director and Board of Directors of the Bank in its meeting held on 24.12.1996 at Bangalore, for their pioneering efforts and the lead role played by it during the IPO.
A noteworthy feature of the issue was its retail base. About 74% of the issue was
subscribed by small investors taking up to 200 shares and 94% of the issue was covered by investors subscribing up to 1000 shares per application. These features vividly indicate that the issue was well diversified and was held by retail investors canvassed personally and individually by officers of our Bank. Apart from canvassing for shares from retail investors, officers also exhibited their solidarity and dedication with the institution by subscribing upto 1200 shares each, responding to the call given by the Association.
1998 – Enhancement in Entertainment Expenses: Association succeeded in making the management to agree to its proposal for handsome increase in the reimbursement of Entertainment Expenses and Club Membership Fee.
1999 – Canteen Subsidy: Long pending demand of extending canteen subsidy to officers was settled w.e.f. 1st September 1999.
A new milestone established. Our General Secretary was elected as a Share Holder Director on the Bank's Board: He secured the highest number of votes amongst the 4 Directors elected. The margin of votes polled in favour of Shri Nair was nearly 2 crores more than the votes scored by the Second next Director elected by the Share Holders creating corporate history.
2001 – BOBEVRS 2001 – Memorandum was submitted to Management on 25.06.01 on increasing problems faced by officers due to shortage of manpower and resultant burden consequent to massive exodus of about 6700 employees including 3234 officers, under BOBEVRS 2001.
2002 - Joint Struggle - Association, along with other employees organizations, launched a series of joint struggles with a number of action programmes on certain core issues of direct concern to both growth of business for the Bank and welfare of Officers' community. Of these core issues most important were:
A note was submitted to Hon'ble CMD in August 2002 on Industrial Relations in Bank of Baroda “as was” and “as is” position - a wakeup call to retrieve lost ground. We submitted a protest Memorandum to the Chief Executive of the Bank to re-introduce openness and transparency in the IR system instead of merely emphasizing management prerogatives.
Association protested against cross country transfer of large number of officers in blatant violation of the existing policy and practices governing such transfer.
2003 – Furniture Scheme to Officers at Residence - All officers who live in accommodation owned by the Bank, leased to the Bank or leased in the name of the officers were made eligible to avail furniture, under the scheme.
POST VRS IMPACT ON TRADE UNIONS
UNILATERALISM: Management suddenly shifted from time tested and practiced bilateralism to unilateralism by abstaining from the practice of sharing information and stopping formal / informal interactions with unions / association. They started issuing unilateral clarifications on agreed issues giving and creating an impression as if there is no role or involvement of association in getting resolved the issues. Instructions from higher levels were being misinterpreted down the line in a way to make them detrimental to the interest of employees and even on the clearly resolved and agreed issues, they sought explanations on flimsy grounds to confuse / delay / deprive various benefits to eligible employees. Our hard earned facilities were attacked by making whimsical recoveries during HR audits. The situation had worsened to the extent that eligible leaves were denied even in dire exigencies. Management was shying away from resolving differences through discussions and negotiations and was deliberately ignoring meaningful suggestions given by the association showing their utter unwillingness to share and take along the employee organizations.
Resolution on ‘Consolidation of Indian Banking Industry’: 12th General Conference held at Pune on 18th and 19th February 2005 has adopted resolution to oppose merger of Banks considering its impact on the Employees, Customers and the Society at large.
Memorandum to the Chairman & Managing Director: A Memorandum was submitted to the Chairman & Managing Director on 11th June 2006 highlighting the plight of officers, seeking his direct intervention to resolve the following issues which cause deep frustration and demoralization in the rank of officers:
Issues emanating from the Inter Zonal / Regional transfers.
Extended business hours.
Availment of leave.
Denial of legitimate entitlements.
Enhancement of Limit under Clean Overdraft: Limits under Clean Overdraft facility to staff, enhanced.
Bank's Follow on Public Issue (FPO): Association gave call for putting in all out effort to ensure success of Follow on Public Issue of Bank's Equity Shares.
Writ petition Against Anomalies in Guidelines of Fast Track Promotion: Association filed writ petition in Calcutta High Court against certain eligibility criteria unilaterally declared by the management on Fast Track Promotion, in June 2007. Our stand against discrimination was vindicated by the Hon’ble Court. The management held series of meeting with the Association, exploring the possibility of an out of Court settlement and improvement in Service Conditions.
Revision in Rental Ceilings on leased accommodation: Rental ceilings on leased accommodation of officers were revised and increased w.e.f. 01.11.2007.
a) Enhancement in Discomfort Allowance: Officers working in 8 AM to 8 PM branches and attending office in shifts were made eligible to get discomfort allowance at enhanced rates of Rs. 75/- per day w.e.f. 08.01.2008.
b) Reimbursement of Cost of perquisites to Officers w.e.f. 01.02.2008
- Book allowances to all officers on self declaration basis.
- Kit Allowance to Branch Heads on self declaration basis.
- Reimbursement of conveyance expenses to Scale-I officers.
- All JMGSI officers to get Rs. 350.00 per month on reimbursement of conveyance expenses.
c) Revision in Brief Case Cost Ceiling and Entitlement Period: Ceiling in cost of Brief Case to officers in Scale I, II and III enhanced to Rs. 1500/-(Inclusive of Taxes) and the period reduced to once in two years, w.e.f. 01.03.2008.
d) MOU with Bank on Fast Track Promotion: Association reached an MOU with Bank, on 27th February 2008 in the matter of eligibility for promotion under Fast Track, paving way for withdrawal of court case, release / commencement of promotion exercises and imporovement in Service Conditions.
e) House Maintenance Allowance: Officers, who occupy Bank's house or house leased in the name of Bank, were made eligible to get House Maintenance Allowance at the following rates, w.e.f. 01.02.08 on self declaration basis:
Officers who have acquired leased accommodation in personal name were also made eligible to get House Maintenance Allowance. The above facility shall be extended to officers on Bank achieving net profit of Rs.1000 crore or more. Facilities are on annual basis and subject to review every year after finalization of Annual results.
f) Scale-I Officers brought under the ambit of reimbursement of Conveyance Expenses: All officers are entitled for reimbursement of conveyance expenses incurred by them subject to monthly limits as specified under the scheme. Claim can be made within 3 months from the month it become due on declaration basis. The limit to the monetary entitlement of the officers is calculated on the basis of high octane petrol rate (Premium, Power etc) prevailing on the last day of the month.
(A) Scheme I: This scheme would be applicable to the officers who do not own a vehicle. Limits for officers in various grades/scales are as under:
(B) Scheme II: This scheme would be applicable to the officers who own a vehicle. Limits for officers in various grades/scales are as under:
Major A Class
g) Lodging Expenses revised and improved substantially: The lodging expenses payable to officers are as under :
Eligibility to Stay
Maximum room tariff permissible (excl. taxes)
Major A Class Cities
3 star hotel
MMG/S-III & II
2 star hotel (Non-AC)
1 star hotel (Non-AC)
a) Takeover of Educational Loan availed by Campus Recruitees: Bank decided to offer take over of Education loan granted to Officers recruited from Campus on or after 01/01/2009.
b) Festival Advance to Officers: A confirmed officer is eligible for Festival advance upto one month gross salary with a maximum of Rs. 30000.00 in one calendar year w.e.f. 28.01.2009
c) Transfer Policy for Officers In JMG/S-I to MMG/SIII: Transfer Policy under Regulation 47 of the Bank of Baroda Officers' Service Regulation, 1979 was formulated to take care of the developmental needs of officers coupled with the growth objectives of the Bank and at the same time, to minimize personal discomfort to officers. Transfer Policy finalized for officers mainly covers the following areas:
d) Compensation on Transfer: An officer on transfer will be eligible to draw a lump sum amount as indicated below for meeting the expenses connected with packaging, local transport, insurance etc.
Junior and Middle Managements
e) Expenses on Transfer: An officer on transfer will be reimbursed expenses for transporting his baggage by goods train upto the following limits:
Where an officer has family
Where an officer has no family
Rs. 10000/-to Rs.13820/- pm
3000 KGs (3 tonnes)
1500 KGs (1.5 tonnes)
Rs. 13821/- and above
Full Wagon (12 tonnes / 120 quintals)
2500 KGs (2.5 tonnes)
Where an officer on transfer transports his baggage by Lorry, for the purpose of reimbursement of actual charges, the maximum limit in cases where full wagon is applicable shall normally be 60 quintals by goods train. However, where the expenses incurred are beyond such maximum, the bank may, keeping in mind the hardship involved to the officer concerned, reimburse the actual expenses incurred on the basis that the maximum charges for transport of goods in an -8- wheeler wagon would be 120 quintals provided the baggage is transported through approved transport operators. Reimbursement of expenses would be made at following rates:
Distance in Kilometers
Rates per tonne per Km
Upto 2000 Kms
Beyond 2000 Kms
f) Provision for News Paper and Book Facility to Officers:
Taking a notional value for the price of 1 newspaper and 1 periodical, the following annual ceilings are now stipulated for officers / executives for reimbursement under this head:
(Rs. per annum)
Newspaper / periodicals (No,)
Yearly entitlement for Newspaper/ Periodicals
Books + Newspapers /
1 Daily News Paper
3 Daily News Papers and 3 Periodicals
g) Introduction of New Employee Performance Management System (EPMS) for Officers: A shift has been made from an Employee Performance Review System to an Employee Performance Management System. The new system makes each officer primarily responsible for his / her performance and hence it is the onus of every officer to plan for and manage his / her performance which enables him / her to improve upon his / her performance on a continuous basis.
h) Air Travel on LTC: If an officer eligible to travel by air on LTC travels by air (economy class), the economy air fare should be taken into account for reckoning the entitlement, irrespective of the fact whether the airline allowed any complementary facility, including visit to an overseas place, within the economy class fare. However, on travelling by apex / concessional fare, which is normally less than the economy fare, the eligibility would be actual fare.
i) Policy for Overseas Posting: Overseas Placement Policy put in place by which identification of officers has to be done in a proactive manner. It envisages creation of a pool of officers and grooming / training them and not merely “substitute finding mission” as was being done hitherto.
j) United Forum of Nationalized Bank Officers' Association: On 10th August 2009 four apex level organizations viz. AINBOF, AIBOA, INBOC, AND NOBO together representing almost 100% officers working in Nationalized Banks came together cutting across rank and affiliation and formed the forum of Nationalized Bank officers' Association. The objective of the new organization is to obtain parity in service conditions with that in State Bank of India and other issues concerning officers in Nationalized Banks.
k) Wage Revision and Second Option for Pension: Stellar role played by Dr. Sanjeeva Reddy MP, President INTUC and Shri K.K. Nair, General Secretary, INBOC for resolving the Wage Revision issue for bank Employees along with the long pending demand of 2nd option for pension, was reached. Minutes with IBA signed on 27/11/2009. Wage Revision was effective from 01/11/2007.
l) Scheme for Legal and Financial Support: Draft formulated by IBA to extend legal and financial support to Officers of Banks against whom motivated false complaints have been made by people / agencies outside the Bank, has been approved by the Board of Directors and available to our officers.
Revision of Scheme for Conveyance Loan - Four Wheeler and Two Wheeler Loan to Officers: All confirmed officers with continuous service of 3 years and drawing basic pay of not less than Rs. 13820.00 (no bar of basic pay for confirmed physically handicapped) can get loan of 80% of control price of car or Rs. 7.00 lacs, whichever is less, at 8.50% simple interest repayable in maximum 120 monthly instalments (principal – 90, interest – 30) in the ratio of 3:1.
H R Resourcing Policy: A New HR Resourcing Policy has been devised for recruitment of qualified, skilled and competent human resources on a continuous basis as per the Bank's man power requirements and simultaneously to provide equal opportunity to internal employees to participate in recruitment exercises for faster career growth.
Revised Promotion Policy for Officers: After detailed discussions with the Association, Bank revised the Promotion Policy to meet with the aspirations of deserving officers for faster career growth by providing opportunity for quicker career progression to talented officers with the requisite performance background and potential. Important changes are as follows:
Revision in Housing Loan Scheme: Revision in the housing loan scheme for purchase of house / flat, construction of new house and purchase of land for construction of house took place.
Regular housing loan (w.e.f. 01st Feb 2010)
Eligibility : Confirmed service in Bank.
Loan Limit : 90% of total cost or Rs. 20.00 lacs whichever is lower.
ROI : 8% p.a. (simple) or 4% less than BPLR whichever is lower.
Margin : 10%
Additional Housing Loan: (w.e.f. 1st Feb 2010)
Purpose : For repair/maintenance/enlargement etc.
Loan Limit : Rs. 4.00 lacs
ROI : 8% p.a. (simple) or 4% less than BPLR whichever is lower.
Margin : 25% of the estimated cost.
Effective Dt : 01.02.2010
To tie up with a life Insurance company to provide optional life insurance coverage to staff availing staff loan on the pattern made available to public.
Enhancement of Gratuity: The Govt. of India has passed the bill for enhancement of gratuity limit up to Rs.10 lac wef 24.05.2010.
Wage Revision and Second Option for Pension: After protracted discussions, agreement was signed on 27.04.10 between IBA and -9- unions constituting UFBU covering all 26 PSBs, 12 Pvt Sector Banks and 8 Foreign Bank with 7,75,000 workmen employees and officers.
Resolution Urging upon the Management to Resolve Pending Issues: A meeting of Zonal Secretaries of our Association was held at Baroda on 30th July, 2011 to review and discuss various organizational mattes. After detailed discussions, the meeting passed a resolution urging upon the management to resolve the long pending issues enumerated hereunder:
National Youth Conference: Association organized a National Youth Conference on 25th Sept 2011 at Mumbai. Our young members representing 49 Regions enthusiastically participated in the conference. In the backdrop of massive recruitment of officers it was felt a need to create trade union awareness amongst youngsters. Participants were made aware of Association’s history and how we have struggled to protect interest and secured benefits for Officers' Community. They were informed about our consistent endeavour towards improvement in service conditions, working conditions and timely career progression. During the programme, the participants were appraised of the protective role we play when disciplinary actions are initiated, educative role at the time of promotion exercise by conducting coaching classes and providing study materials, helpful and counseling roles when officers face crisis, proactive role in business growth of bank and creation of awareness and awakening members on issues of concern. We are playing vital role in participative management through our representatives on Bank’s Board, Staff Welfare Fund Managing Committee, Pension Trust, Gratuity Trust and PF Trust. They were briefed about the need for our preparedness to face future challenges.
Personal Accident Insurance Policy for Staff: Bank introduced Personal Accident Insurance Policy to Staff in the year 2011, which was last renewed for a period of 12 months from 01.12.2013 to 30.11.2014 with The New India Assurance Co Ltd. It covers Directors and regular Employees of the Bank on 24x7 basis for death and total permanent disability (TPD).
Introduction of Annual Performance Appraisal Report as per guidelines of Government of India: Govt. of India, MOF advised all Banks to adopt the revised Annual Performance Appraisal Report (APAR) for different categories of officers with a view to bringing in uniformity in the performance assessment of officers at various levels with regard to evaluation of different parameters and marking systems. Bank has approved the same and using the system since assessment year 2011-12.
Reimbursement of Incidental out of pocket expenses to officers: A long pending demand of Association, reimbursement of incidental out of pocket expenses to officers, who are required to attend duty on Sundays & Holidays got settled as under:
Scheme for grant of Sabbatical leave to women employees: Bank has introduced scheme for grant of sabbatical leave to women employees of the bank for purposes like medical grounds, care of family members, higher studies and visiting spouses.
Revised Guidelines for Promotion issued by Govt. of India for officers in Public Sector Banks: The Govt. of India vide Circular No. F No. 4/11/1/2011-R dated 14th March 2012 has issued fresh guidelines for eligibility and methods of promotions in Public Sector Banks.
Furniture to Officers at Residence: Limit enhanced.
Mandatory Leave Policy for Staff Members: Bank has introduced mandatory leave policy. All employees who have not availed leave are required to avail mandatory leave for a period of minimum 10 days continuously in a year.
New Vehicle Loan Scheme for Officers: Baroda Vehicle Loan for Young Officers started in April, 2013 for purchase of 4 wheelers and 2 wheelers
On-line Promotion Test: Bank has decided to hold online test for the exercise for promotion from JMG/S-I to MMG/S-II and MMG/S-II to III from 2013-14.
Transfer Policy for officers in JMG/S-I, MMG/S-II and MMG/S-III Reviewed –
Business Development Meeting with Employees' Organizations: Corporate Management revived business development meeting with employees' organizations under the leadership of Hon'ble CMD, Executive Directors and General Manager (HRM). The first revived meeting held at Corporate Office, Mumbai on 11th September, 2013.
Revival of Zonal Structured Meetings:
Management revived zonal structured meeting, which will take place at six months’ interval at Zonal level to sort out the issues concerning officers. First such meeting was held with Zonal Management of Greater Mumbai Zone on 19.07.2013.
Association Launched Ladies' Wing: As a part of the Golden Jubilee Celebrations, our Association launched a Ladies' Wing on 23rd February 2014. Our Bank's Chairman and Managing Director Shri S S Mundra launched the Ladies' Wing by lighting the traditional lamp. CMD in his inaugural address stated that the number of ladies taking up employment in the Banking Industry, particularly in our Bank, is increasing year by year and formation of the Ladies' Wing for the officer employees in the Bank is most appropriate and commendable. CMD called upon lady officers to prepare themselves to shoulder higher responsibilities in the Bank through sincere and dedicated service.
On this occasion, Smt. Vindhya Ramesh, General Manager (HRM) gave her valedictory address adopting a unique “Dialogue Method” and brought out a series of issues connected with ladies more particularly lady officers in Bank. Every lady officers present in the Conference appreciated the address with repeated applauds.
The Conference elected Smt. Ashwini Kulkarni as the All India Chief Convener of the Ladies' Wing in our Association.
Guest House for the Members: Association established its own Guest House at Daman (Union Territory) on 14th April, 2014, synchronizing with its Golden Jubilee Celebrations. There are three rooms in the Guest House with one double bed in each room, which can be used by two persons. Extra bed for one person is also available on request which is not chargeable. Tea/Coffee will be provided at the Guest House by the caretaker on payment. Food and beverages will be available by order over phone from the nearby hotel on payment. Rent per room for one officer and his family is Rs.250/-.per day.
Performance Linked Incentive Scheme for Employees: Bank has favourably considered the long standing demand of the Association and put in place a Revised Performance Linked Incentive Scheme for employees with a retrospective effect from the year 2012-13
In this regard we recall the strenuous persuasive efforts we have put in, discussions that we had with the Bank in Structured Meetings, Resolutions passed in the meetings of Central Committee and Zonal Secretaries and finally the Agitation and Action Programmes we were forced to plunge into to secure, for employees, a share in the huge profit they make for the Bank year after year. Our slogan was “one who bakes the cake must also get a share in the cake which he bakes” was finally accepted by the Bank by introducing the incentive scheme to employees.
Incentive Scheme for 2012-13 has already been implemented. Scheme for 2013-14 will be implemented after discussions with Employee organisations.
Revised Scheme for Furniture & Fixtures to Officers: Bank has agreed to the long pending demand of the Association to revise the Scheme for Furniture & Fixtures to officers in Grade/ Scale: I, II & III. Highlights of the revised Scheme are as under:
Officer: JM G/S:I
Manager- MM G/S:II
Sr. Manager – MM G/S:III
Remaining service at the time of availment of the Scheme.
Rate( cost of furniture items)
More than 5 years
More than 2 years but less than 5 years
Less than 2 years
At the end of 10 years from the date of purchase of furniture items, officer shall buy at
4% (proportionate) of the cost of furniture items
Government Approval for Compassionate Appointment Scheme
The Scheme of Compassionate Appointment in Public Sector Banks was unilaterally withdrawn by IBA a decade ago. Since then, the workmen Unions and Officers’ Associations in the banking industry, under the umbrella forum of United Forum of Bank Unions had been demanding for restoration of Scheme of Compassionate Appointment. UFBU even included this issue as one of the prime demand in the earlier and ongoing wage revisions.
Government of India, Ministry of Finance, Department of Financial Services, vide its communication to IBA dated 07.08.2014, has now accorded its approval for Scheme of Compassionate Appointment, effective from 05.08.2014, as per details below:
Further, the Government has advised IBA to take appropriate action to circulate the scheme of Compassionate Appointments to all Public Sector Banks for adoption with the approval of their respective boards.
NEW PENSION SCHEME
Officers joining the services of the Bank on or after 01.04.2010 are eligible for the Defined Contributory Pension Scheme, which is similar to the one governed by the provisions of New Pension Scheme introduced for the employees of Central Government w.e.f. 01.01.2004, as modified from time to time. Hence they are not eligible for becoming members of Bank's Provident Fund Scheme and Pension Scheme. In respect of officers of the Bank who have joined the service on or after 01.04.2010, deduction towards New Pension Scheme at the rate of 10% of Pay and Dearness Allowance from the salary with a matching contribution from Bank is being made. Bank has decided to implement and make New Pension Scheme (NPS) operational to such officers, under Government Sector Model through Bank of Baroda as Point of Presence (POP). Accordingly, the Board of Directors has authorised the Bank to implement and make NPS Scheme operational for employees who have joined the Bank's service on or after 01.04.2010, under Government Sector Model through Bank of Baroda as Point of Presence (POP)
SCHEMES MANAGED BY ALL INDIA BANK OF BARODA OFFICERS’ ASSOCIATION
Employees Scheme of Contribution of Rupees Ten (ESCORT)
''The greater consolation for the loss of the dead is found in the thinking of the living left behind”.
With this noble philosophy, our Association introduced ESCORT, w.e.f. 01/01/1995. Under this scheme, every participating officer is called upon to contribute Rs. 10/- when an officer dies while in service. Members can participate in the scheme by submission of irrevocable letter of authority which authorizes the bank for necessary deduction from salary. Through this Scheme. Association has been extending timely financial help to bereaved families but it is painful to state that due to non submission of fresh irrevocable letter of Authority, the Scheme was required to be kept in abeyance. Relentless persuasive efforts with the management has finally yielded result and ESCORT is being revived. Officers in all cadres are covered under the scheme and are eligible to extend mandates for deduction of contributions under ESCORT Scheme.
All India Bank of Baroda Officers Welfare Fund (AIBOBOWF)
Our Association has launched a Welfare Fund in the year 1986 with the objective of undertaking welfare measures for the officers and their family members who joins the scheme with a one time membership fee of Rs. 1000/-. It is named as ALL INDIA BANK OF BARODA OFFICERS' WELFARE FUND”. It undertakes following activities:
Helping hand to people affected during Natural calamities
As an organization responsive to nation and towards the human needs, our Association extends its helping hands to the people affected by natural calamities, apart from donating One Day Salary to the Prime Minister's Relief Fund. We have actively participated in relief and rehabilitation work in Odisha cyclone in the year 1999, Gujarat Earthquake in the year 2001, Tsunami in Coastal area in the year 2004, Drought in Maharashtra in 2013 and Floods in Uttaranchal in 2013 etc.
Guest House Facility
Challenges Overcome By Our Movement
The Association, its members and leadership alike,was required to face several difficult phases of challenges in the form of unilateralism instead of bipartisan approach, unhealthy industrial relations, distrust and harassment, attack on dignity and image of officers etc. Office bearers were transferred across the length and breadth of the country, Association offices were sought to be evacuated, bilateral discussions and structured meetings were discontinued, trade union rights curbed, agitations proscribed and legitimate rights denied. Notwithstanding the constraints, inconvenience, hardships and harassments inflicted on officers and its leadership at several levels, Association in tune with its principle, faced with courage and came out successfully in the end upholding its image, dignity and maturity level. Inspite of all onslaughts, Association never deviated from its philosophy, “Grow With the Bank” which enthused its members to whole heartedly support the Bank to reach business goals, implement customer centric initiatives, Technology upgradation, Core Banking Solution and to improve profitability and productivity.
Conviction of Cause – Commitment to Serve
It is very satisfying to note that when the Association confronted such a severe test, it could withstand the onslaughts admirably. It was the time when the true mettle of our activists and membership came to the fore and with their dare devilry, the Association remained united and continued to bear the torch of our avowed philosophy to struggle for the legitimate rights. Splendid co-operation from our members was on intense display throughout, It was also a period of immense satisfaction about the achievements we could secure, in spite of stiff resistance from various quarters.We could restore dignity of officers, provide them minimum and basic comforts at work place with efforts for monetary compensation for working on holidays and Sundays etc. Despite stiff resistance and total reluctance exhibited by the then management, Association prevailed upon them to concede ‘parent zone’ and ‘retransfer’ concepts on an ongoing basis. We consistently pursued with the urgent need to create a congenial climate for business growth so that officers get rid of the then prevailing fear psychosis, frustration and demotivation.We also persuaded the management to discuss the issue of performance accountability, formulate a policy based on ground realities and not to proceed with fixing individual targets on Savings Bank and Third Party products with threat of Disciplinary action. We also protested against whimsical and arbitrary steps of management in the areas of overseas selection and changes in promotion policies on adhoc basis from time to time.
Pragmatic Approach of the Leadership During Crisis Period
We wish to emphasis that it was the maturity of our leadership, indomitable courage and zealous devotion to the cause that saved the spirit of officers' movement in our Bank in spite of grave provocation and direct attack. We are fortunate enough to have a responsible and constructive leadership who, with commitment, overcame all the odds and obstacles put in our path. Through a carefully crafted strategy of engaging in persuasive negotiations, agitations and legal battles, our Association leadership could not only prevent withdrawal of many hard earned facilities and benefits like canteen subsidy, entertainment expenses etc., but also secured many new benefits during this period besides fighting tooth and nail the arbitrary and adhoc policies of transfer and promotion. At a time when trade union movement wilted under pressure, aggression, bias and unilateralism in other banks as also in our own bank, it was our Association alone that withstood the challenges and gave direction and spread hope like the North Star. Our leadership showed the mettle to mitigate grievances of members and kept a vigilant eye on management's unilateral actions contrary to the agreed settlements and understandings.
Our Involvement in the Business Development of Our Bank
AIBOBOA's commitment and involvement in Bank's business development as a trade union body is unparalleled in the banking industry. Members have always been motivated by the Association to contribute their best towards business growth and attain/surpass the mile-stone goals. The role of the Association and officers community in making business campaigns like the drive for Home Loans, CASA mobilisation, loan recovery, IPO etc. is well recognised and appreciated. Association firmly believes that employees’ growth is directly linked with the Bank’s growth and, therefore, made a firm commitment to business and service excellence with our philosophy of 'GROW WITH THE BANK'. It has been our conviction that officers can get comfort, relief, benefit and their aspirations fulfilled only when Bank prospers. The Association has consistently supported the business initiative of the Bank management, without losing sight of the constraints faced by the members. Our Association's deep rooted conviction that “BANK FIRST” and other things will follow has kept our head high and gave a boost to our credibility, image and reputation. The proactive role played by our Association in Business Development of the Bank has been duly acknowledged and appreciated by the management, past and present and we continue to live upto our reputation of dependable partners in the growth of the Bank.
The Current Scenario and Challenges ahead
The generation who has joined the Bank in the post reforms era look for better opportunities with every passing day. Fortunately the market economy also offers better opportunities for them as compared to pre reforms era. The normal psyche is basically oriented towards grabbing visible opportunities, craving for better profile and pay packages in the market and to be ahead in the rat race. In the process, expectations and frustration levels amongst the young generation has started increasing. Job security, loyalty to the Institution and quality of personal life became subjects to compromise. The paradigm shift has certainly brought more material comfort to life but it has also brought more stress and insecurity impacting the health and quality of life.
Annual Performance Appraisal Report (APAR)
‘A welcome shift from confidentiality to complete transparency’
Career progression of officers is one of our prime concern. Performance appraisal ratings carry substantial weightage in the promotion of officers. It carries weightage ranging between 40 to 60 for promotions to scale II and onwards up to Grade/Scale-VII. We have been pursuing the issue of improving the system of appraisal of performance with the Bank. Consequently the appraisal system has been improved in stages from Confidential Report EPRS to EPMS and finally to APAR. The improvement sought was from a complete confidential reporting with a lot of subjectivity to a system of objective appraisal with transparency. We even insisted on “ Audit of Ratings” given to officers. It may be recalled that earlier, appraisal was done by the authorities without a well defined system of ratings and remarks which were never made known to officers. The officers were left with assuming and presuming the ratings while appearing for the promotion exercise resulting in guess work for the success and failure in the promotion exercise. The Association raised these issues several times before various authorities and insisted on making known the ratings/remarks and hearing appeals made against such appraisal. The Association also resisted successfully the issue of the Bank arbitrarily raising the benchmark of 85% rating for merit channel promotion by legal action. The Bank was subsequently required to restore the benchmark level to the advantage of several officers. Association also pursued the issue of full transparency in the system further. The Bank reluctantly agreed to this and introduced the system of advising officers of their APAR ratings through HRnes.
On our continuous persuasion and Govt. guidelines, Bank has now agreed that –
• All officers would be communicated / informed of the observations/remarks made by their respective reporting and reviewing authorities.
• All officers would be provided with an opportunity to make representation against performance rating awarded to them through a Committee of General Managers / Executive Director.
• Specific time limit for making representation by officers and its disposal by the
Committee has also been laid down.
Career Progression – Association's Priority
The Association understands that officers aspire for promotion to fulfill their desires like increase in income, acquire elevated status and attain leadership positions. In view of this, Association has always kept career progression of officers on top of its agenda emphasizing particularly on two points:
• Promotion exercise must take place every year.
• There should be adequate vacancies in all scales commensurate with business growth and responsibilities to be discharged.
Transition from Labour Welfare Office to Industrial Relations to Human Resources Management
In our Bank, during the past fifty years, one has been witnessing evolution of employee relation from Labour Welfare Office to Industrial Relations to Personnel Management to Human Resource Development to Human Resource Management.Increased adoption of Technology by HR Managers to deal with staff is not proving beneficials. Employees need emotional comfort of face to face interaction during their individual problems. The need emotional support to confront fear of failure, anxiety of not knowing the how, disappointment of repeated efforts not bringing results, the humiliation one has to undergo during business review meetings when it is pointed out when others are able to perform in a similar situation why not you? HR Managers have to take in to consideration that the new entrants are more expressive about their needs. Average age of employees is coming down, they are better informed, better socially networked than their predecessors. The challenge for HR is to build institutional loyalty keeping in mind that loyalty among Indians is more to individuals and less to institutions. Amidst human resource management being accorded importance these days, Industrial Relation has taken a back seat. But in the Service Industry like Bank, the significance of IR can not be undermined. Friction takes place between employees’ organisation and management when genuine concern/demands of employees are not resolved. Though there is noticeable decline in IR related problems in banks with maturity of leadership but at times due to lack of transparency, communication,improper handling of issues at various levels and lack of cordial relationships IR problems do emerge.We have been focusing on the need to curb it urgently.
Staff accountability has been an issue of serious concern to officers which we have been endeavouring to confront with. Our Association has been making sincere efforts to protect the interest of officers against whom disciplinary proceedings are initiated by the Bank in its quest to fix Staff Accountability. Lapses occur only when decisions are taken and bonafide mistakes take place when branch personnel are required to attend to multifarious activities without adequate infrastructural support.
It is imperative that the following corporate philosophy should be inculcated in true spirit and implemented totally:
• “On several occasions, examination of staff accountability at the time when accounts become NPA turn into a ritual of fixing of staff accountability, instead of examination of the actual reasons for the account becoming NPA.
• In many cases allegations are levelled against officials who were not responsible for the irregularities.
• It may be borne in mind that such experience can have a devastating and demoralizing effect on officers who perform their work diligently and honestly.
• It must be our endeavour to ensure that frivolous Show Cause Notices are not issued to employees/officers which would have a demoralizing effect on them.”
Association has successfully defended bonafide cases in past and shall continue to defend members who are subjected to the vagaries of disciplinary proceedings.
Manpower Planning in Bank
Manpower planning plays a crucial role in the seamless functioning of an organization as well as development of the organisation. Any deviation from the required number of manpower may lead to adverse impact on the bank ultimately leading towards misappropriation of bank resources and finally less profit. If the actual number of manpower is less than the required number of manpower, then the situation may lead towards loss of opportunity in the market as well as deterioration in the quality of services rendered by the bank which may lead to a situation that unscrupulous elements may take advantage and may commit fraud in the Bank. Less manpower means dilution in the norm and procedure to be followed by the staff because time for disposal can't be stretched beyond 24 hours. Also less manpower may lead to a situation where proper succession planning may not take place in the organisation and ultimately poor quality of grooming of staff members. There are enormous number of implications of less number of manpower in an organisation. On the contrary, if the number of staff is more than the required strength it will adversely impact the profitability of the bank and will spoil the work culture of the organisation. Therefore, proper assessment of manpower is one of the most vital factors that cause concern for the banking industry in general and our bank in particular where officers are reeling under acute shortage of manpower with its serious consequences. The Association has been making efforts to improve the situation and our efforts shall continue.Replenishing the wide gap created by large scale branch expansion and attrition.Exercise for assessment of manpower in bank must take place at regular intervals, has been our demand.
Increasing Bank frauds is a subject of grave concern. It is reported that bank frauds touched a figure of Rs. 8646 crores as on March 2013. Bank frauds increased eight times in last five years. What's particularly worrying is the exponential growth in large value frauds, involving amount of over Rs. 50 crores. The total value of such frauds increased by more than 10 times to Rs. 5334 crores in 2012-13 from Rs. 404 crores in 2009-10.
It has been our experience that bank frauds usually are related to diversion of loans, violation of KYC (Know Your Customer) norms and misuse of technology by unauthorized users to siphon off funds.
There is also a spurt in defrauding the Banks by tampering of cheques. A new method of defrauding the bank by Cheque Cloning has also become a new device. It becomes very difficult to identify the cloned cheque which looks just like original.Bank must organize some system to overcome this mounting problem. We have been educating the members to scrupulously observe system and procedure, four eyes principle and for adhering to bank guidelines to prevent perpetration of frauds and protect Bank's and individual’s interest. On the top of it, we have also been helping the unfortunate victims of disciplinary cases by providing well trained defence representatives to extend effective assistance to the charged officer during the course of enquiry proceedings.
Our Association with a futuristic approach foresees a vacuum at higher grades/levels in the Bank, due to massive retirement in near future, say by 2017-2018.In this backdrop, our HR functionaries are confronted with a serious challenge to spot young officers with business acumen and make them capable of embracing and discharging higher responsibilities in due course. In order to achieve this on perpetual basis we need to put in place a very sound and foolproof system of spotting, identifying and grooming youngsters as future leaders who can run the show and overcome the challenges before the Institution. In this process we must recall and remember that leaders themselves can't do any miracles. They need people to execute their plans. Hence, the HR system must evolve several Teams of focused people in execution of their plans and excel in their respective areas of operation with the sole ambition to place our Institution on the highest pedestal in the Banking sector in India.Together, HR system must also ensure improved quality of Work-Life balance for officers.
10TH BIPARTITE SETTLEMENT
Reaching an immediate Settlement on Wage Revision, popularly called the 10th Bipartite Settlement, is an important priority for us. Our apex organization INBOC and eight other constituents together called as UFBU, submitted its Charter of Demands, separately by five workmen organizations and four officers’ organizations, to Indian Bank Association(IBA) on 30th October,2012.
Preliminary round of discussions on the Charter of Demands took place on 22.02.2013 with Chairman IBA and his team.Chairman IBA appointed a Negotiating committee for conducting negotiations with UFBU with Shri T.M.Bhasin, Chairman & Managing Director, Indian Bank, as its Chairman. In the next round of discussions held on 22.04.2013, IBA submitted following Management proposals for discussions with UFBU:
UFBU discussed and conveyed its inability to accept the above three proposals. During the course of bipartite meeting held on 12.8.2013 IBA proposed to introduce “Health Insurance Scheme” in lieu of existing “reimbursement of hospitalization expenses/domiciliary treatment.Presentations were also given to UFBU constituents by different Insurance agencies.After detailed triparty interactions,UFBU conveyed to IBA that we would like to continue to have the present system with improvements.
As on date, UFBU could reach understandings on the following two issues:
A new feature adopted under the current Salary Revision negotiation is that salary increase will be given on pay slip component which excludes superannuation cost for the purpose of arriving load factor.However,no understanding has been reached on this important issue of load factor.
To maintain the spirit of sustained struggle and to secure our legitimate demands, UFBU had to resort to agitational path including strike action on two occasions – first on 18th December,2013 and the second on 10th & 11th February,2014. A delegation of UFBU also met the then Finance Minister Shri P Chidambaram on 06.08.2013 and submitted a detailed Memorandum. During the last discussions held on 13.06.2014, IBA improved the offer to 11% which UFBU did not accept. UFBU has asked for 25% increase on pay slip basis, justifying that purchasing power of rupee has come down and Bank employees deserve a market related pay to lead a comfortable life. IBA expressed their total inability to accept our demand citing paying capacity of Banks.
In this background, UFBU called on our new Finance Minister, Government of India, Hon’ble Shri Arun Jaitley on 27.06.2014, handed over a Memorandum to him and sought his intervention. The Hon’ble Minister assured that he will get the issue examined by the ministry and revert to us.
Alongwith the Wage Revision, we also demanded:
Our leader Shri K.K. Nair, as the Chairman of UFBU, has been playing a key role in the ongoing negotiations on Wage Revision.
We need to reach an employee friendly settlement without any more delay. This is an immediate challenge that we must face unitedly.
Meanwhile, IBA has reconstituted the Negotiating Committee for the 10th Bipartite Settlement recently with Shri Rajeev Rishi, Chairman & Managing Director, Central Bank of India, as its Chairman in place of Shri T.M. Bhasin, who has since been elevated as the Chairman of IBA. We look forward to resumption of negotiations with the new Negotiating Team of IBA under the leadership of Shri Rishi.
We appeal to all our members to join wholeheartedly in our march towards a promising future. Let us all make our Bank and Association strong enough to face any kind of challenges.