Charter of Demands for 12th Bipartite Settlement

  

1.          Wage revision in Catholic Syrian Bank and DBS Bank

• Wage revision to employees of Catholic Syrian Bank and DBS Bank (erstwhile Lakshmi Vilas Bank) on the lines of 11th BPS to be extended without further delay.

 

2.        Introduction of 5 Days Banking

• This demand should be resolved immediately

3.        Improvement in Pension for existing pensioners

• Pension to be improved for all existing Pensioners, roadmap for updation to be finalised

4.       Other Residual Issues

• Resolution of other pending residual issues of 11th BPS.  

5.       Coverage of 12th BPS

• 12th BPS should cover all public sector Banks, private Banks and Foreign Banks

6.        Date of effect

• 1 st November, 2022

7.        Period of Settlement

• Settlement should be applicable for 5 years upto 31-10-2027

8.       Revised Pay Scales & Merger of DA into Basic Pay

• Revision of Basic Pay by merger of DA payable at the average index for the quarter July-September, 2022

• Construction of revised pay scales with adequate additional loading

• Fitment to be on stage-to-stage basis

9.        Treatment of Special Allowance

• Existing Special Allowance and DA thereon to be added to Basic Pay before working out revised pay scales.

10.    Stagnation Increments

• Additional Stagnation increments upto the period of retirement.

• Stagnation increments to be given in case of reversion after one year 18

11.    Revision in Special Pay

• Special Pay to be revised by merger of DA and loading as in the case of Basic Pay

• SWO-A to be merged with SWO-B

• All substaff to be designated as Daftary

• Additional increase in quantum of Special Pay with the additional Duties and responsibilities in each post

• Introduction of new Special Pay posts

• Revision of Graduation Pay/PQP/FPP on the same lines as in the case of Basic Pay

• Qualification increment/Pay for passing “Professional Banker” exam of Institute of Bankers

• Additional increment for post-graduate degree

• Additional increments to Subordinate staff for acquiring graduation

12.    Officiating Pay

• Restriction of minimum of 7 days for officiating as officer to claim officiating pay to be removed.

• Formula for computation of officiating pay to be made simple

13.    Dearness Allowance formula

• D.A. to be paid based on CPI (2016 = 100) instead of CPI(1960 = 100)

• D.A. to be revised on monthly basis

• D.A. to be revised on rise or fall of every point in the index

• In D.A. compensation, additional neutralization for clerical and sub staff cadre

• DA on pension for all retirees to be updated and brought to a common Index Point

14.    Improvement in HRA

• Housing accommodation/quarters to be provided by Banks to all employees

• Till then, revision of HRA rates suitably and to be paid on the revised “Pay” 19

• Payment of HRA on Capital cost where employee owns the house

• HRA on rent receipt basis up to 150% of normal entitlement

• Facility of leased accommodation to be made available to all clerical staff

• HRA at 150% payable on transfer to another station to be on declaration basis

15.    Transport Allowance

• Reimbursement of cost of petrol for those who own vehicles

• In case of electric vehicles, the cost of charging the batteries to be reimbursed

• Existing transport allowance to be adequately enhanced

• Transport allowance to be paid to Physically challenged/differentlyabled employees as applicable to Government employees

16.    Improvement in other allowances

• Hill and fuel allowance to be enhanced substantially

• To add : Places situated at a height of over 500 meters but less than 1000 meters

• North-east incentive on the lines of Govt/RBI to be introduced

• Introduction of Lakshwadeep island Allowance and Andaman Nicobar Allowance

• Special Compensatory provisions for Himachal Pradesh and Jammu & Kashmir

• Adequate increase in halting allowance and lodging expenses

• When hotel room rent receipt is produced for reimbursement, 50% of diem is to be paid towards boarding expenses

• Provision for separate rates of diem and travel expenses to employees sent on official duty/deputation within the station and within the urban agglomeration based on distance criteria

• Introduction of Education allowance

• Introduction of Lunch Allowance

• Introduction of Learning Allowance

 • Revision in Deputation Allowance

• Introduction of closing allowance, mid-academic year allowance, discomfort allowance for staggered/odd-hour duties

• Upward revision of cycle allowance, washing allowance, special area allowance, project area allowance, split duty allowance etc.

• Scooter/moped allowance to be Introduced for Substaff

17.    Annual Medical Aid

• Annual medical aid shall be increased substantially

• Reimbursement of annual medical check-up expenses

• Reimbursement for periodical eye check up for employees due to constant exposure to computer

18.   Medical Insurance Scheme

• Premium finalised to remain the same atleast for 3 years

• Common guidelines to be issued for Buffer coverage and increase in quantum of buffer

• More number of hospitals to be included under cashless scheme

• The stipulation of minimum 24 hours of hospitalization for reimbursement to be removed

• Reimbursement of pathological tests should be allowed even if there is no line of treatment/hospitalisation after tests in case the tests are made on the advice of the doctor

• Bank managements should handle all the claims instead of directing the employees to contact the TPA

• Grievances redressal mechanism to devised at all levels, which shall include the representatives of banks, union and insurance company

• OPD (outpatient treatment) expenses to be included for reimbursement under the medical insurance policy

• Introduction of infertility treatment under medical insurance policy

• Reimbursement of dental treatment expenses like root-canal etc.

• Medical insurance scheme to the employees of SBI on optional basis

• For Retirees minimum basic policy to be worked out and premium to be borne by the Banks. Premium for additional optional coverage can be paid by the retirees.

• GST should be waived for premium on medical insurance of retirees or it should be borne by the Banks 21

19.    Leave Rules

• The provision that “No leave can be taken as a matter of right” to be suitably modified so that leave is not declined unjustifiably

• Casual leave to be enhanced to 18 days

• Restriction on availment of maximum number of days of casual leave of 4 days at a time to be removed

• Accumulation and encashment of Privilege leave shall be upto maximum of 300 days

• While computing Privilege leave, maternity leave/paternity leave and Special Leave availed may not be taken into account

• Under clause 36(b) of the 11th Bipartite Settlement, the ceiling on age of children to be revised to 15 years

• Sick Leave to be granted @ 30 days per year without any restriction/ceiling

• For sickness of “Special Child”, sick leave should be sanctioned to employees on production of medical certificate irrespective of the age of the child

• Sanction of sick leave upto 3 days per month without production of medical certificate for women employees.

• Maternity leave availment shall be enhanced upto 9 months per delivery

• Sanction of maternity leave for Infertility treatment

• Grant of special maternity leave upto 60 days in case of still born or death of infant within 28 days of birth as per Government guidelines

• Sanction of sabbatical leave to women employees on half-pay

 • Balance of maternity leave to be permitted to be availed to attend to delivery of daughter/daughter-in-law upto 45 days and where maternity leave is not available, sick leave can be granted

• Introduction of Child Care leave

• Leave towards miscarriage/MTP etc., to be treated as over and above normal Maternity Leave entitlement.

• Sabbatical leave to male employees

• Submission of medical certificate to be waived for availing sick leave for minor ailments like flu, fever, etc for a max. period of 6 days. For this, number of occasions per year may be stipulated.

• Introduction of Study leave

 • Introduction of Leave Bank 22

• In case of death of an employee due to terminal diseases or after prolonged hospitalisation on account of major accidents, loss of pay suffered by huim/her due to lack of leave at credit to be reimbursed to the family.

• Duty leave for attending Conciliation, Labour Courts etc., for officebearers

 • Increase in number of days of Special leave to office-bearers

• Office-bearers shall be permitted to avail special leave in combination with other leave and intervening holidays to be excluded.

• For Office-bearers and the Executive Committee members of the unions, notice period to be waived for availment of privilege leave

• Introduction of ½ day leave upto 10 occasions a year

• Introduction of Bereavement leave

• Special leave for physically challenged/differently-abled employees to be increased to 7 days a year

• Annual encashment of Privilege Leave upto 10 days per year

20.   Leave Fare Concession

• Improvements with regard to distance, mode of travel and class of travel

• LFC for abroad travel to be permitted

• Parents should be automatic dependents irrespective of their income

• Income criteria for definition of other dependents to be revised upwards

• LFC to cover reimbursement of fare by new train services like Tejas etc

• For employees working in North-east States, LFC should commence from Kolkatta instead of Guwahati

• Partial encashment of LFC to be allowed

• Road mileage cost to be increased to Rs. 15/- per kilometre

• At the time of retirement from the Bank, employee to be allowed additional LFC for travel to his home town.

• One more option to switch over between 2 year and 4 year block

21.    Working Hours and Cash Transaction Hours

• Working hours shall remain the same

• Cash transaction hours to be restricted to an hour and half before the close of the working hours i.e. 5 hours of cash transaction out of 6½ hours.

22.    Overtime

• Formula and wage components for calculation of overtime wages to be modified and improved.

• Since employees are working in CBS and in Bio-matric system, OT wages to be paid based on timings as available in the system.

23.    Improvement in retirement benefits

• Removal of ceiling on Gratuity under the Payment of Gratuity Act

• For payment of Gratuity under the Bipartite Settlement, One month’s “Pay” for each year of service rendered to be paid without any restrictions

• Last drawn “Pay” or 12 months’ average “Pay”, whichever is higher, should be taken for computation of Gratuity

 • Provident Fund Contribution should be increased from 10% to 12% of Pay for all PF/Pension Optees

• For computing basic pension, it shall be either last drawn “Pay” or last 10 months’ average, whichever is higher

• Entire leave encashment should be exempt from income tax

• Employees, who have joined on or after 1.4.2010 to be brought under Index-linked pension scheme or minimum guaranteed pension to be provided under NPS • Credit to NPS account on real-time basis

• Entire 14% contribution of management for NPS to be exempt from income tax instead of present 10% only.

• Provision in Pension Regulations for updation of pension during everywage revision

• Qualifying service for full pension need not be stipulated as in Central Government Pension Scheme

• Full pension to physically challenged employees irrespective of their years of service

• Pension Regulations to be amended in tune with provisions of Disciplinary Action Settlement dated 10.4.2002

• Clarification to be given that Regulation 46, 47 and 48 of the Pension Regulations, 1995, as not applicable to award staff

• All disciplinary actions to end on Superannuation; A clause to be added in Pension Regulation for Award staff

• Minimum Pension for part time employees ( 1/3rd, ½ and 3/4th) to be as per minimum pension for substaff

24.   Deployment Transfers

• Deployment transfer shall be restricted to 50 kms instead of 100 kms for deployment from surplus to deficit centres including within the district

• Compensation on transfer on deployment to be increased

25.    Recruitments and Outsourcing

• No contract labour/outsourcing for permanent nature of work

• Regular and periodical recruitment shall be made in Clerical, subordinate staff cadres including sweepers

• Regularisation of contract and temporary employees

• All Business Correspondents to be regularized as a separate cadre of employees with defined service conditions and remuneration

• Equal Pay for equal work

26.    Special problems of ex-servicemen

• All emoluments drawn in the defence services to be protected

• Uniform guidelines to be issued for implementation in all the banks on fitment

• Litigations before the Court to be resolved by taking a holistic view and in a humane manner

• Initial postings of ex-servicemen to be made nearby their hometown as far as possible

27.    Service conditions of Part-time Employees

• All part-time employees to be made as full-time employees

• Fitment on enhancement in scale wages to be made simple

• Minimum Pension for part time employees ( 1/3rd, ½ and 3/4th) to be as per minimum pension for substaff

28.    Service conditions of women employees

• Declaring 8th March as holiday to mark International Women’s Day

• Balance of maternity leave to be permitted to be availed to attend to delivery of daughter/daughter-in-law upto 45 days and where maternity leave is not available, sick leave can be granted

• Grant of special maternity leave upto 60 days in case of still birth or death of infant within 28 days of birth as per Government guidelines 25

• Enhancement of availment of maternity leave upto 9 months per delivery

• Sanction of maternity leave for Infertility treatment

• Leave towards miscarriage/MTP etc., to be treated as over and above normal Maternity Leave entitlement, wherever the ML has been exhausted

• Under clause 36(b) of the 11th Bipartite Settlement, the ceiling on age of children to be revised to 15 years

• Under clause 36(b) of the 11th Bipartite Settlement, no ceiling on age in case of “Special Child”

• Sanction of sick leave upto 3 days per month without production of medical certificate for women employees

• Sanction of sabbatical leave to women employees on half-pay

• Introduction of Childcare leave

• Establishment of Creche ; Till such time Creche is established, Creche allowance can be paid

• In cases of women employees facing Court cases due to divorce, separation etc., they may be exempted from transfers till the Court case is completed

• No lady employee should be posted to an office/branch where there is no separate washroom for women

29.    Physically Challenged/Differently abled employees

• Transportation shall be arranged for differently abled employees to attend office and to return to their homes

• Transport allowance to be paid to Physically challenged/differentlyabled employees as applicable to Government employees

• Full pension to physically challenged employees irrespective of their years of service

• Reimbursement of annual medical check-up expenses for physically Challenged/ differently-abled Employees

• Job software to be provided for visually-impaired employees

• Special leave of 4 days to be increased to 7 days a year

30.    Disciplinary Action Procedure

• Suitable modifications in clause 5(e), (g), (i), (p), (q) to avoid misuse

• Punishment should not be imposed till disposal of appeal 26

• No cumulative effect in case of Stoppage of increment/s

• Subsistence allowance during suspension period to be improved upon

• On reinstatement after suspension, the increments earned during the period of suspension to be released

31.    Improvement in PLI scheme

• Parameters under the PLI scheme to be suitably modified. Uniform guidelines to be given by IBA to all Banks

32.    Travel on Duty

• Improvements in class and mode of travel while on duty.

33.    Expenses while on transfer

• Transportation charges to shift personal effects on transfer should be reimbursed in full by any mode.

• Packing charges also be reimbursed.

• Hotel accommodation/halting allowance for 6 days on transfer of an employee.

• Breakage charges should be increased.

34.    Career Progression Scheme

• Introduction of Assured Career Progression scheme for clerical and substaff cadres in all Banks as a uniform policy.

35.    Service conditions for RRB employees

• Proper implementation of NIT Award for Regional Rural Bank employees on parity as per Supreme Court orders

• Inclusion of RRB employees’ service conditions as part of Bipartite Settlement.

36.    Other demands:

• Uniform guidelines on Staffing pattern should be given to Banks

• Provisions under Para 522(1) and Para 536 of Sastry Award to be deleted

• Relativity of salaries of officers and workmen to be rationalized

• Uniform advisory to Banks - For single parents, concessions to be given on transfers etc.

• Bonus Act to be amended to remove the existing eligibility ceiling and the bonus to be paid to all employees. Till the Act is amended, exgratia in lieu of bonus should be paid to all employees

• Allocation of fund for Staff Welfare Schemes should be based on Operating Profits of the Banks and upward revision of ceilings

• Pension Regulations should be amended and updated as per BPS upto 11th BPS.

• Unions reserve the right to alter, amend, add, delete or revise the demands in due course during the negotiations.