PSU Bank's Heart-Melting Initiative, After maternity leave, female employees will receive a special welcome

A new program named PNB Udbhav has been introduced by Punjab National Bank (PNB) to assist and extend a warm welcome to female workers who are returning to work following maternity leave. According to PNB, women frequently find it difficult to return to work after giving birth because of emotional strain, childcare obligations, financial strain, and the need to advance in their careers. 

 The bank launched this employee-friendly initiative as part of its Gender Diversity at Workplace Policy to assist female employees in returning with confidence.

Any woman finds it difficult to return to work after giving baby. After giving birth, a mother experiences profound emotional transformations in addition to physical healing. She experiences weakness, discomfort, anxiety, and occasionally melancholy. She must simultaneously return to her job and leave her newborn at home. Emotional stress, anxiety, and guilt are brought on by this separation. 

 A lot of women struggle to balance parenthood and their careers. Their hearts frequently remain with their child while they are at work. This stage is mentally taxing because to sleep deprivation, ongoing concern for the child, and pressure to do well at work. Some mothers believe they have changed. This is a genuine and widespread emotional issue.

A friendly greeting at work has a significant psychological impact. A woman feels safe, appreciated, and self-assured once more when she is treated with compassion, respect, and understanding. Fear can be lessened and emotional suffering can be healed with a modest gesture like a symbol of welcome or kind words. 

 The returning mother will be contacted by a Nodal Officer or ERG (Employee Resource Group) member one month prior to her joining duty under the PNB Udbhav plan. PNB SPARSH, the bank's teleconsulting service for female employees following maternity leave, would also be explained to her. This program aims to ease worry, tension, and dread while facilitating a seamless return to work.

On the day of rejoining, the employee will be warmly welcomed at the office, preferably with a planter and encouraging words. The ERG Head, ERG Member, or Nodal Officer will be present during this welcome. PNB said that this step is meant to make women employees feel valued and supported as they balance work and family life. All ERG heads, field offices, and head office divisions have been directed to implement this scheme in true spirit.

This initiative will not just help women return to work — it will help them return with dignity, confidence, and emotional strength.

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Mumbai based businessman is jailed for mistreating a female bank employee

 

A 54-year-old businessman was sentenced to a year of hard labor in a Mumbai magistrate's court for insulting the dignity of a female bank employee who had come to his home on business. The businessman was not only given a jail sentence, but the court also fined him Rs. 1000. When the female bank employee came to his house to verify, the businessman mistreated her. 

 Narendra Sagvekar, the defendant, is 54 years old. On November 27, 2020, the victim, a 27-year-old deputy manager at a bank, visited Sagvekar's home to confirm his address in connection with his application for a bank account.

A day prior, Sagvekar had gone to the bank to open a savings account, but he neglected to bring a photo. An employee was tasked with going to his home to confirm his address in accordance with bank policies. 

 Around 12:30 p.m., the woman arrived at the house and discovered Sagvekar by himself. She was going to depart after doing the necessary paperwork when Sagvekar allegedly used unlawful force, kissed her on the cheek and neck, held her hard, and made illegal physical contact. She was able to shove him away and left the scene right away.

Following her escape, the victim went back to her bank branch and told the operations head, branch manager, and a coworker about what had happened. She later complained to the Malad Police Station. Two days after being taken into custody on December 17, the accused was freed on bond. 

 The accused claimed that no witnesses were present at the scene of the crime and that the accusations were unfounded. However, even under cross-examination, Additional Chief Judicial Magistrate B.N. Chikne deemed the woman's statement to be reliable and consistent throughout the trial. Despite the lack of eyewitnesses, the court found that the victim's testimony was sufficient to convict the accused.

Next, a point was raised – Why the female employee took time to file FIR? Why was there delay in reaching to the police?

The magistrate said that panic and fear in such situations are natural, and it is common for Indian women to hesitate before taking such cases to the public eye. “The delay has been properly explained,” the judge said.

In an attempt to justify himself, Sagvekar said that the woman had made a fake complaint against him because he disagreed with a savings plan she recommended and failed to reply to her "Hello" WhatsApp message. 

 The court dismissed this argument, ruling that the claim lacked credibility and that the woman had no reason to falsely accuse him. In addition to refusing to release Sagvekar on probation or a bond of good behavior, the accused asked the court to release him on a bond of good behavior. The magistrate declared, "The accused does not deserve leniency because this is an offense of moral turpitude."

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Government guidelines on posting and transfer of PSU Bank Female staff

 

In India, government guidelines have been implemented to address the posting of female staff in banks. These guidelines aim to ensure equal opportunities and provide a conducive work environment for female employees.

Government Initiatives for the Placement of Female Employees in Public Sector Banks

The placement and transfer of female employees in Public Sector Banks (PSBs) have been a matter of concern, particularly when they are relocated far away from their spouses or parents. Recognizing the hardships and insecurity faced by these employees, the government has taken steps to address this issue. Let’s delve into the government’s decisions and initiatives in this regard.

Accommodation for Married Female Employees

To reduce the difficulties faced by married female employees, the government has decided to prioritize their placement or transfer requests. As per this decision, PSBs are advised to accommodate married female employees at a location where their husbands are stationed, or as close as possible to that place. This measure aims to promote family stability and reduce the emotional strain caused by long-distance separation.

Support for Unmarried Female Employees

Recognizing the importance of familial support, the government has also emphasized the placement or transfer requests of unmarried female employees. In line with this, PSBs are advised to accommodate these employees at a location where their parents are stationed, or as close as possible to their parents’ place. This provision acknowledges the need for a support system and aims to address the concerns of unmarried female employees.

Policy Implementation and Compliance

To ensure the effective implementation of these initiatives, PSBs are advised to formulate a comprehensive policy on this subject. The policy should be developed with the approval of the respective PSB’s Board and should incorporate the aforementioned guidelines. PSBs are urged to take immediate action to implement and comply with this policy, thereby creating a more supportive and inclusive work environment for female employees.

 

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