b.
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.
c.
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.
d.
Banks may acquire/modify/change
or discontinue businesses and business processes, wherever necessary.
e.
Banks may, arising out of
technology, review the existing jobs, and work processes, systems and procedures and re-engineer them.
f.
Banks may switch to the
single window and such other system of operations wherever so decided.
g.
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.
h.
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.
i.
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.
j.
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
units.
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.
(4) 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:
(i)
Acknowledgements of inward
mail received.
(ii)
Receipt of cheques, drafts,
dividend warrants, pay orders and other like instruments other than bills and giving acknowledgements in the counterfoil.
(iii)
Delivery of cheque books
subject to authroisation by competent authority.
(iv)
Issue of cash receipts.
(v)
Issue of E.S.I. stamps wherever
applicable or may become applicable.
(vi)
Recounting of currency notes
by cash department staff.
(vii)
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
include :
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/-
c. Receipts of cash
and issuance of pre-signed drafts / gift cheques / travelers’ cheques / pay orders / bank orders etc. up to and including
Rs. 25,000/-
(8) Checking/verifying would mean verifying that the instrument
/ material checked is in order in all respects and also includes verification of signature irrespective of the amount of the
instrument and authenticating the same on the instrument / material, initialing the relative entries in the respective books
of accounts, manually and/or on line.
(9) Henceforth, selection of staff
for being entrusted with special pay carrying posts shall be on the basis of their suitability for
the specialized function, norms for which shall be decided at the bank level.
(10) SCHEDULE – VI-Deployment of Staff
(i) A workman in the non-subordinate cadre is liable
to be deployed anywhere within a ‘District’, irrespective of the distance involved.
(ii) In case necessitating deployment outside the District, the workman concerned
may be deployed to any branch/office of the situated outside the District up to a distance not exceeding 100 km. From his
present place of posting.
(iii) Bank may identify, based on length of stay at the center/branch/office, the number of workmen
employees, to be redeployed from each center/branch/office to meet its requirements.
(iv) The period of deployment shall be 2 years in a difficult center decided by the bank
in accordance with the Government guidelines and 3 years in other centers.
(v) Repatriation to the original center shall be after serving in the deployed
center for period as in (iv) above. In case it is not administratively possible for the bank of repatriate the
employee to his original center after the above period, the employee may be required to give 3 centres of his choice so that
he can be transferred to any one of the centres opted by him.
(vi) Female employees above the age of 55 and male employees above the age of 56 shall
be exempt from redeployment. However, if the required and eligible number of employees are not available to be deployed in
terms of the Settlement, the age norms as above may be suitable relaxed up to the age of 58 years so as to ensure that the
required and eligible number of employees are deployed to be identified centres.
((x)
A workman in the non-subordinate cadre so long as he serves in the deployed center shall draw a lump sum amount of
Rs. 400/- p.m. (not ranking for any other benefit) besides protection of emoluments drawn at the original center. These shall
cease on the employee’s repatriation to the original center.
(xiii) The above provisions on deployment are without prejudice to the provisions of paragraph 535 and 536
of the Shastry Award relating to transfer of workmen.
