Is it Achievment or Surrender ?
All of you are aware that our parent organizations All India Bank Staff Association and All India P.N.B. Workers Federation
highlighted the injustice being done to the retired employees and launched a sustained campaign against the romance of so
called leaders of United Forum with the I.B.A. About 15 thousand employees all over the country joined the Signature Campaign
launched by our parent organizations and because of these sustained efforts through circulars and media that this romance
got exposed and United Forum and I.B.A. were forced to agree to provide for pension @ 50% of present basic.
However there are still few points which raise doubts on the honest intention of retired and tired leaders negotiating
for award staff of banking industry. We are highlighting here under the failure of trade union movement in achieving what
should have been achieved and those dangerous clauses which have been inserted in VIII Bipartite Settlement to the detriment
and disadvantage of Bank Employees and which may make their working life troublesome.
(1) I.B.A. refused to accept the demand for one more option of
Pension but parties agreed to discuss alternate proposals. Clause G under Short Recital of the Case :
“(G) The Workmen Unions demanded one more option for pension
considering the fact that many could not opt earlier for various reasons. IBA, however, reiterated its inability to
extend the present pension scheme to those who had not opted for pension. However, both the parties agreed to discuss alternative
In respect of officiating
pay, if a workman other than subordinate staff officiates in a post in higher cadre for an aggregate of 7 days in a calendar
month-he shall be paid officiating pay. Clause 29 :
partial modification of paragraph III (f) of Bipartite Settlement dated 8th November, 1973, if a workman other
than subordinate staff officiates in a post in higher cadre either for a continuous period of 7 days or more or an aggregate
of 7 days in a calendar month, he shall be paid with effect from 1st June, 2005 officiating pay at the rates laid
down in Clauses 9.11 (a)(i) or 9.11 (a)(ii) of the Bipartite Settlement dated 19th October, 1966.”
officiating up to 6 days in a month? Is that means that for officiating in higher cadre up to 6 days-no officiating pay will
be paid? Will such officiating not involve greater risk and responsibilities? Non-payment of officiating pay for officiating
in a higher cadre for less than 7 days is justified because leaders have agreed. Is it not so?
In the matter of Computerisation/Machanisation and
Technological upgradation, Banks have been given complete liberty and freedom. Go through these clauses relating to computerisation/mechanisation
and technological upgradation carefully and then think over their impact on existing employees .
In the matter of computerization
of banks’ business and technological upgradation of its operation, banks may decide on the level, type scope and extent
of application, function and location of state-of-the art technology and equipments to the extent necessary.
Arising out of business
process re-engineering necessitated by introduction of state-of-the-art technology and equipments, banks may redesign and
assign role, duties and responsibilities to their staff within the provisions of the settlement.
Banks may utilise the service
of staff for marketing and selling of different products of Banks/their subsidiaries/joint ventures or any other product of
any agency / entity with whom the banks may have arrangements, based on their business needs and requirements.
Banks may acquire/modify/change
or discontinue businesses and business processes, wherever necessary.
Banks may, arising out of
technology, review the existing jobs, and work processes, systems and procedures and re-engineer them.
Banks may switch to the
single window and such other system of operations wherever so decided.
Banks may adopt new systems
and procedures which are demanded/facilitated by latest technology solutions such as networking of branches and centralized
accounting, shared operations centers, call centers, processing centers, acting on electronically communicated messages, dependence
on digital/electronic signatures and the like.
While it shall be the banks’
endeavor to retain/re-skill staff and to develop in-house competencies, they may outsource IT and its related activities in
respect of specialized areas where in-house capability is not available.
The selection and/or placement
of staff for work to make the fullest and most efficient use of the computerized systems/ devices/equipments etc. will be
based on combination of skill tests, aptitude test, hands-on test and suitability, to be determined by the bank.
The bank may, depending
upon its requirements, resort to round-the-clock and seven-days-a-week working and staggering of working hours at its branches/offices/service
Thus, negotiating unions have now said good bye to convention and practice earned through sustained
struggle to have a say in the matter of entrustment of duties of special type and seletion of existing employees to perform
such duties, extent of computerisation/mechnisation and technological upgradation and limiting it to such extent that it does
not affect the existing employees, preferring potential of existing employees for new posts generated on account of
such upgradation rather then encouring outside agencies and out sourcing etc. No time limit has been fixed for staggering
of working hours. Banks can fix them at their whims and fancies in such a way that employees will have to come at morning
and evening in lieu of payment of token money as staggering duty allowance.
SCHEDULE – III SPECIAL PAY DUTIES
This Special pay duties do not include the
routine duties of the cadre (clerical / subordinate) which a workman has to normally perform; but merely refer to those special
allowance duties which if performed in addition to the routine duties will entitle a workman to a special pay on the terms
and conditions provided in chapter V of the First Bipartite Settlement as modified.
For removal of doubts it is clarified that the workman
entrusted with duties attracting special pay can be required to perform routine duties of his cadre and that the following
duties shall inter alia form part of the normal duties of the clerical cadre and for performance of those duties no special
pay shall be payable:
Acknowledgements of inward
Receipt of cheques, drafts,
dividend warrants, pay orders and other like instruments other than bills and giving acknowledgements in the counterfoil.
Delivery of cheque books
subject to authroisation by competent authority.
Issue of cash receipts.
Issue of E.S.I. stamps wherever
applicable or may become applicable.
Recounting of currency notes
by cash department staff.
Ensuring the proper co0ntents
in covers and envelopes including registered ones before dispatch.
5. Special Assistants will be accountable and responsible for running of the department/section
under them and their duties will involve looking after and checking the work of other clerk or clerks and sub staff and will
1) Passing independently, manually or online, cash instruments up to Rs. 35,000/- and clearing and transfer
cheques vouchers etc., (whether credits or debits) up to and including Rs. 1,50,000/- Passing will include verification of
signatures and scrutiny as to the correctness of endorsements on and other particulars of such instruments. There
shall be no limits for verification of signatures, passing of authenticated credit vouchers/entries and for verifying authenticated
vouchers in the ledgers, books, computer print-outs etc.
(6) Computer Operator
‘A’ (without passing powers) will wherever and whenever
required function as a single window operator where he will also receive and pay cash.
(7) Computer Operator
‘B’ (with passing powers) -
In addition to the duties of Computer Operator
‘A’ their duties will include –
a. Passing and
cash payment of all cheques/withdrawal forms/bankers’ cheques/gift cheques etc. up to and including Rs. 20,000/-
b. Passing independently clearing and transfer cheques, vouchers, etc. (whether credits or debits) up
to and including Rs. 25,000/-