PART V€¦ · Web viewPART V. WAGE REVISION. The only way to prevent people from agitation is to...

PART V

WAGE REVISION

The only way to prevent people from agitation is to resolve the demands

Jawaharlal Nehru

289

INDEX

Charter of Demands 292

290

Management issues of IBA 307

No. of employees to be covered 308

No. of Banks to be covered 308

Wage Bill details 310

Dates of Talks held so far 311

Issues discussed so far 312

Issues to be discussed and finalised 316

IBA’s offer on wage increase 317

IBA’s latest proposal of Fixed Pay and Variable Pay 317

UFBU’s standpoint on IBA’s proposal 319

Circulars on details of talks held so far 320

DA increase so far under 10TH BPS 354

Emoluments at present 356

Emoluments – a comparison 358

Wages & Service conditions , its evolution – a recall 359

Awards and Settlement so far 363

Medical Insurance Scheme – Renewal for 2018-19 365

Charter of demands:1. REVISION AND IMPROVEMENT IN PAY SCALES

291

Revision of Basic Pay by merger of D.A. payable at the average index for the quarter July-September 2017.

Existing Spl. Allowance and DA thereon to be added to Basic Pay

Construction of revised pay scales by additional loading thereafter at 25% for Substaff and 20% for Clerical staff

Fitment to be on stage to stage basis

2. IMPROVEMENTS IN STAGNATION INCREMENTS

Stagnation increments once in 2 years without any ceiling for both clerical and subordinate staff.

Stagnation increment/s to be given in all cases of reversion even when reversion is given after one year

3. IMPROVEMENTS IN SPECIAL PAY, EQP, PQP, FPP

Entry level clerical cadre to include duties of SWO and existing Special pay of Rs. 820 to be clubbed with Basic pay.

Entry level Substaff cadre to include duties of Daftary and existing Special Pay of Rs. 560 to be clubbed with Basic pay while revising the Pay Scales.

Other posts of Special Pay to be revised by merger of D.A and loading as in the case of Basic Pay.

Further increase in Special Pay amount commensurate with the increased duties, responsibilities and risks involved in each post.

Revision of PQP/EQP equivalent to the first stage increment in the pay scale.

Revision of FPP on the same lines of revision of basic pay.

Sanction of additional increments to Subordinate Staff for acquiring additional qualifications like graduation and /JAIIB/ CAIIB

Restrictions in payment of officiating allowance to be removed. Formula for computation of officiating pay to be revised and made simple

4. REVISED DA FORMULA AND IMPROVEMENT IN COMPENSATION AGAINST PRICE RISE

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D.A. compensation to be 110% for Clerical Staff and 120% for Subordinate Staff.

5. PROVISION OF HOUSING ACCOMMODATION/ PAYMENT OF HRA

Housing accommodation/ Quarters to be provided by Banks to all employees.

Wherever not provided, HRA to be paid.

Revision of HRA rates suitably and to be paid on the revised Pay.

Areas/population group to be re-classified and based on latest census figures.

Treating peripheral areas of metros/satellite towns like

Chandigarh/Mohali/Panchkula, New Delhi/Gurgaon/NCR Regions, etc. at par

for payment of HRA applicable to metro/satellite town respectively.

Introduction of Leased Accommodation facility to employees.

Payment of HRA on Capital Cost where employee owns the house

HRA on Rent Receipt basis upto 150% of normal entitlement .

Payment of eligible HRA to employees residing in Bank’s Quarters after

of standard rent.

Special Economic Zone/EPZ/NEZ, etc. to be made at par with Project Areas.

Revision in HRA rates at places based on mid-census population figures

Revision in HRA at project area centres

Additional HRA in difficult and border areas.

6. INTRODUCTION OF EDUCATION ALLOWANCE

Education Allowance to be paid to employees (Max. 2 children)

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D.A. to be paid based on CPI (2001=100) Index Series instead of CPI (1960=100) Series.

D.A. to be revised on monthly variation in Index.

D.A. to be revised on rise and fall of every point in the Index.

7. INCREASE IN TRANSPORT ALLOWANCE / REIMBURSEMENT OF PETROL COST

Reimbursement of petrol cost to all employees who own vehicles.

Transport Pay to those employees who do not own vehicles.

Existing Transport Allowance to be renamed as Transport Pay with substantial increase and payment of D.A. thereon.

8. IMPROVEMENTS IN LEAVE BENEFITS

a. Casual Leave

Casual leave to be increased to 18 days.

25 days CL for physically challenged employees.

b. Privilege Leave

Accumulation of Privilege Leave should be increased to 300 days .

Encashment of Privilege Leave should be increased to 300 days. Where there is any shortfall under PL, Sick Leave to be allowed for encashment, if available.

Privilege leave availed, irrespective of number of days, on grounds of sickness on production of medical certificate be allowed without being counted as an occasion.

Employees should be permitted to avail their privilege leave on production of sickness certificate even in cases of illness of their family members residing with them.

Privilege Leave encashment to be permitted in case of loss of job due to punishments/resignations.

Intervening holidays falling in between the leave period should not be counted as Privilege Leave.

Advance notice period to avail PL to be reduced to 10 days.

Max. No. of occasions to avail PL in an year to be increased to 6 times

c. Sick Leave

One month sick leave for every completed year of service, without any ceiling.

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Submission of medical certificate be waived for availing sick leave for small ailments like fever, flu etc, for maximum period of 5 days. For this, number of occasions in a year may be stipulated.

Employees should be permitted to avail their sick leave on production of sickness certificate even in cases of illness of their family members residing with them.

Sick leave not availed during service to be covered by Leave Encashment scheme

Sick leave may be granted to women employees to look after sickness of a child below 12 years.

d. Maternity Leave:

Maternity leave should be 2 years in service for women employees and for 1 year on one occasion for one child.

A female employee may be granted maternity leave, for legal adoption of child, upto one year within the overall entitlement.

Over and above the maternity leave, another 2 months to be given to cover cases of hysterectomy, wherein the maternity leave is already exhausted.

Specific gyneac ailments to be covered under maternity leave including infertility treatment.

e. Child Care Leave

Child care leave on the lines as available for government employees be extended to bank employees also.

f. Sabbatical Leave

Sabbatical leave to all employees upto 2 years in the entire service with service benefits on the lines available to Central Government employees.

g. Study Leave

Introduction of study leave for a max. period of 2 years for employees to pursue higher studies.

h. Paternity Leave:

Paternity leave to be granted for child adoption.

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i. Special Leave for Office-bearers

Special leave provided for office bearers should be enhanced.

Provision of Duty Leave to Office-bearers for attending conciliation meetings/ labour courts /tribunals / labour training programmes, etc.

j. Extra-ordinary Leave

Extra-ordinary leave should be permitted upto 180 days per occasion.

k. Absence during Curfew, natural calamities, flood, etc. to be treated as on duty/special leave :

Absence due to curfew, riots, natural calamities, prohibitory orders and other disturbances beyond the control of the employees to be treated as on duty and be granted special leave.

l. Special Leave with Pay when an employee dies after major ailments

In case of death of the employee on account terminal diseases or on account of prolonged sickness/major accidents, etc the period of leave on loss of pay should be treated as special leave with pay.

9. INTRODUCTION OF LEAVE BANK SYSTEM

Leave Bank concept should be introduced with suitable modalities with sole object to help colleague employees in distress due to terminal diseases and having no leave to their credit. Willing employees to voluntarily surrender their leave upto a prescribed number of days per year to be kept in a common pool in each Bank. From this common pool (Leave Bank) employees on loss of pay due to prolonged illness, terminal diseases, major accidents, etc. to be sanctioned leave with pay.

10. IMPROVEMENT IN LFC ENTITLEMENT

Improvements to be made in LFC scheme on distance, class and mode of travel, etc

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Husband and wife if they are working in different banks are allowed to avail their block of LFC separately. Same provision may be allowed to couple working in the same bank.

Road mileage charges for travel other than by train to be made at par with officers as the rates are the same as charged by car rentals.

Sightseeing and local charges be also paid by the Bank within overall limit.

To and fro Air Fare/ eligible Train fare / Road mileage charges, beyond LFC entitlement, be paid to employees working in Tripura, Meghalaya, Manipur, Nagaland, Arunachal Pradesh, Mizoram to Kolkata, Andaman-Nicobar Islands up to Kolkata / Chennai and in Lakshadweep up to Cochin. And in far flung areas of Himalayan States/ J & K to Chandigarh/Delhi.

LFC to visit abroad to be permitted.

LFC by any mode including own car to be permitted.

Package tour should be allowed within overall limit

Reimbursement of service charges for booking of tickets be allowed.

Partial encashment of LFC to be allowed

Train fare of Rajdhani/Shtabdi trains to be reimbursed as charged by the Railways, if actually travelled .

Revision on Pony charges and addition of Dolly charges.

One more option to change over from two year to 4 year block and vice versa.

Proper clarification to be issued on Dynamic fare in Railway fare

11. INCREASE IN ANNUAL MEDICAL AID

Amount under Annual Medical Aid to be enhanced substantially.

12. IMPROVEMENTS IN MEDICAL INSURANCE SCHEME

Scheme to provide additional top up facility to enhance the cover.

Proper and defined common guidelines to be issued for availment under buffer coverage.

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Proper procedure and time frame to be evolved to expedite claim settlement and to avoid long delays.

Role of TPAs to be properly clarified and employees should not be asked to contact TPAs. Bank managements should handle all grievances.

Unilateral changes in the scheme made by UIIC to be withdrawn.

Premium amount to be decided transparently and bilaterally.

More number of hospitals in all centres to be covered under the cashless scheme.

13. THE MEDICAL INSURANCE PREMIUM FOR RETIREES

Premium fixation to be discussed with the unions before renewal.

Premium to be paid by banks as in the case of in service employees.

14. BONUS FOR ALL EMPLOYEES WITHOUT ANY CEILING

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

15. GRATUITY

Removal of ceiling on Gratuity under the Gratuity Act

For payment of Gratuity under 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.

16. PROVIDENT FUND:

Provident Fund contribution should be increased from 10% to 12% of Pay for all employees.

17. IMPROVEMENT IN PENSION SCHEME:

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Periodical Pension updation along with wage revision of service employees

DA revision/change on pension to be like in service employees .

Qualifying service for full pension should be 20 years like in Govt/RBI;

Average of 10 months or last drawn ‘Pay’, ‘whichever is higher’ should be considered for calculation of basic pension.

Service rendered in Defence, if not counted for Defence pension should be added in bank service for payment of pension

Family Pension –

To be improved at par with RBI/ Government scheme

Family pension at double the normal rate to be paid for next seven years from the date of death or upto the age of 67 years instead of present 65 years,

Payment of Family Pension to unmarried/widowed daughters for life and if spouse and daughters are not available, then to parents, if alive.

Incorporation of suitable provision in Pension Regulations 31 and 33 in synergy with Clause 6 (b), 6 (c) and 6 (d) of Bipartite settlement dated 10.4.2002 on Disciplinary Action & Procedure

Note: Cost of superannuation benefits to be outside the cost of wage revision

18. TOTAL EXEMPTION FROM INCOME TAX ON ENTIRE RETIREMENT BENEFITS

For Gratuity, the existing ceiling on exemption limit for Income Tax should be removed.

Amount paid on account of encashment of accumulated leave at the time of retirement should be exempted from Income Tax

19. DA LINKED PENSION FOR POST-APRIL, 2010 EMPLOYEES.

All employees recruited from 1-4-2010 should be extended the DA linked Defined Benefit Pension Scheme.

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Till such time, Service charges levied on employees under NPS to be borne by the Bank or the Fund Managers.

20. INTRODUCTION OF 5 DAY BANKING SERVICE:

Instead of only 2nd and 4th Saturday off, all the Saturdays to be declared as holiday.

21. IMPROVEMENT IN SPECIAL AREA ALLOWANCE AND SPL. COMPENSATORY PROVISIONS FOR NORTH EAST, HIMACHAL PRADESH AND JAMMU & KASHMIR

Special Area Allowance to be revised

Special Compensatory provisions for North East, Himachal Pradesh and Jammu & Kashmir

22. REVISION IN CRITERIA/CEILING OF DEPENDENTS’ INCOME

The existing provision of Rs. 10,000 as criteria to define ‘wholly dependent’ to be revised as Rs. 25,000 per dependent looking to inflation .

23. DELETION OF EXISTING PROVISIONS ON VOLUNTARY CESSATION OF SERVICE

This provision needs to be deleted.

All those who have been imposed this voluntary cessation so far, they must be given pension and other benefits, as there was no misconduct on their part.

Those who were removed from service under this clause to be extended a chance to appeal.

24. OUTSOURCING – VIOLATION OF BIPARTITE SETTLEMENT TO BE STOPPED

All types of outsourcing of regular permanent jobs to be withdrawn which are not covered by existing settlement provisions

All contract/outsourced employees should be absorbed.

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Implementation of Supreme Court order on equal wage for equal work for existing outsourced and contract employees till the vacancies are filled up by their absorption.

25. ABSORPTION OF TEMPORARY EMPLOYEES:

All temporary/casual employees to be paid equal wages of their cadre.

A scheme to be evolved to absorb the temporary/casual employees in permanent jobs.

Preference to be given to these employees while filling up vacancies.

26. ADEQUATE RECRUITMENT OF CLERICAL AND SUBSTAFF IN ALL BANKS

The number of clerical and substaff is being reduced in banks/branches. This is adversely affecting customer services. Steps should be taken to recruit adequate number of staff.

27. PROPER IMPLEMENTATION OF SCHEME ON COMPASSIONATE GROUND APPOINTMENTS

Despite clear provision of the Scheme, most of the Banks are reluctant to extend compassionate ground appointments. All eligible cases since 05.08.2014 should be considered for appointments within a timeframe.

The guidelines obtaining in SBI for only Exgratia payment instead of employment should be changed and compassionate ground appointments should be extended as per Govt. guidelines as in other banks from 5-8-2014.

Ex Gratia should be only optional for the family to exercise.

The clause of 5% quota in respect of total recruitment to be deleted.

28. ALL PART TIME EMPLOYEES TO BE CONVERTED AS FULL TIME EMPLOYEES

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A policy should be evolved to convert and elevate all part time employees as full time employees.

Permanent consolidated wage employees brought to 1/3rd wages under 9th BPS from 1-5-2010 to be covered by pension scheme instead of under NPS as they were permanent employees prior to that also.

29. IMPROVEMENT IN OTHER ALLOWANCES

Adequate increase in all existing Other Allowances like Cycle Allowance, Washing Allowance, Split Duty Allowance, Project Area Compensatory Allowance, Paradip Port Allowance, Hill and Fuel Allowance, Water Scarcity Allowance, Compensation on Transfer, etc.

Adequate increase in Halting Allowance/ Reimbursement of Lodging Expenses while on travel on duty.

Introduction of Lunch Allowance, Transfer Allowance, Closing Allowance.

Extension of allowances whichever and wherever paid to Central/State Government Employees like Disturbed Area Allowance, Island Allowance, Agency/Tribal Allowance, Remote/Difficult Area Allowance, etc.

Extension of North-East incentive as per 6th pay commission and as extended to RBI employees in North-east/Sikkim

Far-flung/difficult areas in Uttaranchal, Himachal/ J&K to be paid Special Area Allowance at par with Leh/Ladakh, etc.

Hill allowance should be given to all Districts where State Governments are paying Hill Allowance.

30. OVERTIME

Method of calculation of overtime should be simplified and improved.

Many banks are not paying overtime to employees even when they sit late for completion of their work due to heavy workload or due to connectivity problem in CBS system, etc. and in all such cases OT wages should be paid strictly as per BP Settlement .

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31. DELETION OF PARA 522(1) AND PARA 536 OF SASTRY AWARD

These provisions under Para 522(1) and Para 536 of Sastry Award should be deleted.

32. DISCIPLINARY ACTION & PROCEDURE

For claiming travelling expenses for defending an employee in the departmental action, existing restrictions of ‘within the State’ be removed .

Subsistence Allowance to be improved upon .

Indiscriminate usage of Clause 5(j) to be stopped through proper guidelines/definition.

Clarification with regard to provision of clause 6 (3) i.e., bringing down by two stages in the scale of pay and applicability of the same to employees who have already reached maximum in the scale of pay.

Clarification to be given that minor misconducts clearly enumerated under Clause 7 of BPS dt. 10-4-2002 should not be brought as major misconducted under Clause 5.

Multiple charges for one incident should not be made out. Punishment order by the Disciplinary Authority not to be

implemented till the final disposal of Appeal by the Appellate Authority.

Issuance of charge sheet under Pension Regulation to award staff after retirement to be stopped since it is not provided in Bipartite Settlement.

Awarding the punishment of stoppage of increments should be without affecting superannuation benefits, as in the case of officers.

Provision for appeal against suspension In case of punishment of dismissals, a provision for Review

Authority after Appellate Authority Deletion of Fine as a punishment

33. BETTER COMPENSATION ON TRANSFER OF EMPLOYEES ON DEPLOYMENT POLICY

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The distance limit on deployment of surplus staff to deficit areas to be reduced and amount paid as compensation on such transfers to be revised.

34. EXPENSES WHILE ON TRANSFERS Transportation charges on transfer should be reimbursed in full by

any mode Packing charges also be reimbursed. Hotel accommodation for 6 days with halting allowance on transfer

of an employee. Breakage charges should be increased by 50%. Road transport charges should be revised.

35. RESTORATION OF BSRB

The earlier system of recruitments through regional Banking Service Recruitment Boards to be restored in lieu of IBPS

36. INTRA-CADRE CAREER PROGRESSION SCHEME FOR AWARD STAFF

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

37. RETIRED EMPLOYEES

Follow up of the issues covered by Record Note dated 25-5-2015

LFC to be extended to retired bank employees.

Under medical insurance scheme for retirees, premium fixation to be discussed with the unions before renewal.

Premium under medical insurance scheme to be borne by the Banks instead of collecting from the retirees.

Ex-gratia to pre 1986 non SBI retirees/widows to be revised.

Revision of Family Pension rates without any ceiling.

Revising the Basic Pension of all past retirees at the common index point under 11th BPS.

Uniform rate of DA for all pensioners and removal of slab system for past retirees

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The percentage of allocation towards welfare schemes of retirees should be uniformly defined.

Updation of pension for past retirees and periodical pension revision in future along with wage revision.

DA revision/change on pension to be like serving employees

38. STAFF LOANS

Improvement to quantum of Staff Housing loan / Vehicle Loan and reduction in rate of interest and increase in Festival Advance to one month Gross salary. Uniform guidelines to be given as a part of Bipartite Settlement.

Introduction of Education Loan scheme to wards of employees for pursuing graduation/post-graduation, Bachelors/Masters in Professional course etc., under concessional rate of interest

39. STAFF WELFARE SCHEMES:

Allocation of fund to Staff Welfare Schemes based on Operating profits of Banks and revision in entitlement of Fund.

40. SPECIAL PROVISIONS /IMPROVEMENTS IN SERVICE CONDITIONS PERTAINING TO WOMEN EMPLOYEES

Establishment of child care centres in all major cities and towns to take care of the children.

Child care leave on the lines of Central Government Scheme.

Maternity leave should be 2 years in service for women employees and for 1 year on one occasion for one child.

Sick leave may be granted to women employees to look after sickness of a child below 12 years.

Specific gynec ailments to be covered under maternity leave including infertility treatment.

A female employee may be granted maternity leave, for legal adoption of child, upto one year within the overall entitlement.

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Over and above the maternity leave, another 2 months to be given to cover cases of hysterectomy, wherein the maternity leave is already exhausted.

41. UNIFORM GUIDELINES ON FITMENT FOR EX-SERVICEMEN JOINING THE BANKS

Service rendered in Defence, in case of ex-servicemen employees who are not drawing/eligible for Defence pension, should be added in bank service for eligibility for payment of pension.

Uniform and consolidated guidelines to be issued for fixation of emoluments of Ex Servicemen joining the Banks.

Litigations on emoluments of Ex-servicemen employees to be resolved by taking a holistic view and evolving a Model Approach Paper.

42. PHYSICALLY CHALLENGED/DIFFERENTLY ABLED EMPLOYEES

Government guidelines on concessions to such employees in recruitment/promotion/transfers/rotations/postings, etc. to be strictly followed by all Banks.

Revision of conveyance allowance paid to these employees

Physically challenged children of employees to be defined as dependents irrespective of age or marital status

25 days CL for physically challenged employees.

Full pension to physically challenged employees at 50% of Pay irrespective of service rendered.

43. IMPROVEMENT IN REMUNERATION AND SERVICE CONDITIONS OF DAILY DEPOSIT COLLECTORS / BUSINESS FACILITATORS/ BUSINESS CORRESPONDENTS /CSPS

Daily Deposit Collectors/Business Correspondents/ Business Facilitators/CSPs in Banks to be extended medical insurance scheme, DA linked commission rates, enhanced Gratuity, coverage under PF.

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Functions of Deposit Collectors/Business Correspondents/ Business Facilitators/ CSPs to be widened to include NPA recovery scheme, etc.

44. WAGES AND SERVICE CONDITIONS FOR RRB EMPLOYEES.

Proper implementation of NIT Award for Regional Rural Bank employees on parity as per Supreme Court orders including pension, allowances, etc.

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

45. INTERNAL AND EXTERNAL RELATIVITY TO BE MAINTAINED

While finalizing the Pay Scales and other service conditions, the relativity within the industry and outside should be kept in mind.

46. OTHER DEMANDS/SUGGESTIONS

Streamlining and defined business/banking hours within working hours

Personal drivers in the Banks should be regularised.

Declaration of bank holiday on 8th March for International Women’s Day

Declaration of 1st May as a Bank Holiday in all the States as International Workers’ Day

47. GENERAL

The Settlement should be effective from 1-11-2017 for next three years

Settlement should be concluded before 31-10-2017

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

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Management issues given by IBA :

1. Framework of Compensation Package on Cost to Company and Fixed and Variable Pay concept for Officers/ Workmen

2. Rationalisation of Special Pay carrying posts

3. Review of two graduation increments to workmen employees

4. Transfer and deployment of workmen employees - Para 536 of Sastry Award

5. Simultaneous conduct of disciplinary and criminal/ judicial proceedings in case of workmen in PSBs

6. Continuing departmental proceedings post-retirement in case of workmen employees

7. Premature Retirement of a Workman in Public Interest

8. Outsourcing any activity as per business needs within RBI guidelines

9. Review of existing provisions of automatic movement of officers from Scale I to II and from Scale II to III in pay scales without any promotion in those grades.

10. To mark lien on NPS fund of employees to recover loss to the Bank on account of their proved misconduct.

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NO. OF EMPLOYEES TO BE COVERED BY 11TH BP SETTLEMENT BASED ON STAFF STRENGTH AS ON 31-3-2017

OFFICERS – SCALE I TO III 3,42,830

OFFICERS SCALE IV TO VII 35,953

TOTAL OFFICERS 3,78,783

CLERKS 3,21,363

SUBSTAFF 1,27,472

PART TIME STAFF 19,781

TOTAL WORKMEN 4,68,616

TOTAL STAFF 8,47,399

Note: The above number pertains only to public sector banks. In addition, employees of private sector banks and foreign banks will also be covered by the Settlement.

BANKS TO BE COVERED BY 11TH BP SETTLEMENTMandate given to IBA:

The following Banks have given mandate to BIA on 11th BP Settlement for Awardstaff

1. Allahabad Bank2. Andhra Bank3. Bank of Baroda

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4. Bank of India5. Bank of Maharashtra6. Canara Bank7. Central Bank of India8. Corporation Bank9. Dena Bank10. Indian Bank 11. Indian Overseas Bank12. Oriental Bank of Commerce 13. Punjab National Bank 14. Punjab & Sind Bank15. Syndicate Bank16. UCO Bank17. Union Bank of India 18. United Bank of India19. Vijaya Bank20. State Bank of India 21. IDBI Bank22. The Federal Bank Ltd.23. The Karnataka Bank Ltd.24. The Jammu & Kashmir Bank Ltd25. The South Indian Bank Ltd 26. The Karur Vysya Bank Ltd.27. Ratnakar Bank Ltd.28. The Nainital Bank Ltd29. The Lakshmi Vilas Bank Ltd.30. Kotak Mahindra Bank Ltd. 31. The Dhanalakshmi Bank Ltd.32. Bank of America N.A. 33. Standard Chartered Bank

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34. Sonali Bank Limited35. Citibank, N.A.36. BNP Paribas37. Bank of Tokyo-Mitsubishi UFJ, Ltd.38. Hongkong & Shanghai Bkg Corpn

Note: Catholic Syrian Bank and Royal Bank of Scotland are yet to give their mandate.

For Officers, PNB, SBI, BOB, Union Bank, IDBI Bank have given mandate upto Scale III and Indian Bank upto Scale IV.

Establishment Expenses – 31-3-2017

31-3-2012 10TH BPS

31-3-2017

Payslip items – workmen + officers 52,654 cr

Other items 37,554 cr

Total wage bill/Est. Exp 90,208 cr

31-3-2012 10TH BPS

31-3-2017

Payslip items – Officers I to VII 30,088 cr

Payslip items – Workmen 22,566 cr

Total 52,654 cr

Bipartite Talks held so far:Common charter of demands was submitted by Workman Unions ( AIBEA, NCBE, BEFI, INBEF, NOBW) to IBA in May 2017. IBA has commenced the

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discussions on the same from May 2017 So far Bipartite Talks have been held on the following dates.

1. 02-05-2017 – Opening meeting - with UFBU/1

2. 05-06-2017 – Full meeting – with UFBU/2


01-08-2017 - Small Meeting – with Officers

4. 02-08-2017 – Small Meeting – with workmen 1

5. 23-08-2017 - Small Meeting – with workmen 2


16-09-2017 – Small meeting – with officers


8. 06-10-2017 - Small Meeting –with UFBU/4 –medical

scheme

09-10-2017 - Small Meeting – with Officers

9. 24-10-2017 – Small Meeting – with workmen 5

10. 27-10-2017 – Full meeting -with UFBU/5


12. 14-11-2017 – next Small Meeting – with workmen 7

21-2-2018 – meeting with UFBU was deferred


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14. 16-5-2018- Full meeting – with UFBU/7 – medical

scheme

15. 30-7-2018 - Full meeting – with UFBU/8

16. 8-8-2018 - Full meeting – with UFBU/9 – medical

scheme

17. 18-8-2018 – Small Committee meeting–with

workmen 8

18-8-2018 – Small Committee meeting– Officers

18. 14-9-2018 – Full meeting – with UFBU/10 – medical

scheme



Bipartite Talks with IBADISCUSSIONS SO FAR – Issues covered

● Settlement will be effective from 1-11-2017.

● Settlement will cover 38 Banks ( 21 PSBs, 10 Private Banks

and 7 Foreign Banks). Mandate to be received from Catholic Syrian Bank and Royal Bank of Scotland.

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● When an employee is transferred from one station to

another, instead of normal HRA, he/she will be paid HRA on Rent Receipt basis. Suitable ceilings will be prescribed.

● Branches located in Special Economic Zone/EPZ, etc. to be

paid HRA at par with Project Areas.

● Notice period for availing Privilege Leave (other than for

LFC) will stand reduced to 10 days.

● Privilege leave taken on sick grounds when there is no sick

leave will not be counted as an occasion of availing PL.

● Beyond 30 years of service, additional sick leave will be

granted at 1 month per year subject to a max. of 720 days in entire service. ( it is 630 days now) i.e. 3 months additional sick leave.

● Women employees can avail sick leave for the sickness of

their children (upto 8 years of age) on production of medical certificate.

● Extra ordinary Leave on loss of pay can be availed for 120

days at a time ( it is 90 days now).

● Maternity Leave can be availed in combination/continuation

with other kind of leave.

● Medical Bills for Maternity can be given after joining the

Bank after availing ML irrespective of period.

● 2 months leave with salary will be granted for Hysterectomy

where ML limit is exhausted.

● Paternity Leave can be sanctioned even in case of child

adoption.

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● Absence from office due to curfew, riots, prohibitory orders,

natural calamities, flood, etc. will be treated as special leave on duty.

● LFC: permissible Distance will be revised as 2200 km/4400

km for non-substaff and 2600 km/5200 km for substaff (only for actual travel and not for encashment).

● Road Mileage charges will be revised from Rs. 6 per km to

Rs. 8 per km.

● Train fare by Shatabdi and Rajdhani express trains (non-

Executive Class) will be reimbursed under LFC if travel is undertaken by these trains. ( For encashment, existing rules ill continue).

● Charges for local sightseeing while on LFC will be

reimbursed within the entitlement on production of bills from approval operators.

● GST charges on train fare will be reimbursed.

● For employees working in North East States, LFC will begin

from Guwahati and the fare from their place of work to Guwahati will be additionally paid. Similarly, Andaman Nicobar islands to Chennai/Kolkata, Lakshadweep to Kochi, far-flung area branches in Himalayas and J & K to nearest major railway station will be additionally reimbursed under LFC in addition to normal entitlement.

● For actual travel under LFC, train fare under dynamic fare

system as on the date of booking of tickets will be reimbursed.

● One more option will be given to choose between 2 years

block or 4 years block.

● Income criteria for definition of dependents will be revised

from Rs. 10,000 to Rs. 12,000315

● Employees removed from service under Voluntary Cessation

Scheme will be eligible for retirement benefits including pension, if otherwise eligible.

● Employees removed from service under Voluntary Cessation

Scheme will be given the chance to represent against the decision.

● Facility of Crèche for children of women bank employees will

be examined in the light of Government guidelines.

● For employees transferred out of station under Deployment

policy, the compensation amount will be revised from Rs. 400 to Rs. 600 per month.

● When employees shift their personal effects while on

transfer to another station, Breakage charges will be paid at Rs. 1650 for clerks and Rs. 1100 for substaff ( on production of receipt) or Rs. 1100 for clerks and Rs. 825 for substaff (on Declaration basis).

● For definition of Family, physically/mentally challenged

children of employees will continue to be treated as dependents even after their marriage subject to income criteria.

● Revision/increase in Conveyance Allowance to Physically

Challenged employees will be suitably recommended to the Government.

● Our demand for exemption of entire retirement benefits

from the purview of Income Tax will be recommended to Government for their consideration.

● Service Charges under New Pension Scheme will not be

recovered from the employees and will be paid by the Banks.

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● When employees are sent to outstation for official duties,

the rate of Diem Allowance/Halting Allowance will be increased after further discussions.

● Guidelines will be worked out for reimbursement of Hotel

Rent in such occasions subject to certain agreed ceilings.

● Increase in Ex-Gratia amount payable to pre-1986

retirees/surviving spouse will be recommended to Government.

● Other Allowances like Cycle Allowance, Washing Allowance,

Split Duty Allowance, etc. will be increased by 15%.

Issues to be discussed further/to be finalised :

° Total quantum of increase in wages

° Index point for merger of DA to work out the new Pay Scales.

° Merger of Special Allowance with Basic Pay

° Revised DA formula

° Revision in Special Pay, FPP, PQP

° Improvement in Stagnation increment

° Increase in HRA, Transport Allowance

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° Leave Bank system, Child Care Leave, Sabbatical Leave, Increase in

Privilege leave /Encashment of PL

° Increase in Annual medical Aid and improvement in Medical

Insurance Scheme

° Improvement in formula for calculation of Gratuity

° Separate entitlement of LFC for husband and wife working in the

same Bank

° 5 Day Banking

° PF contribution @12%

° North East Allowance

° Improvement in formula for Family Pension

° Periodical updated of Pension

° DA linked Pension in lieu of NPS for new recruits

° Bringing all categories of pensioners to common Index level of 11th

BPS.

° Disciplinary Action procedures, punishments, etc.

IBA’s OFFER OF WAGE INCREASE

5-5-2018 2% INCREASE OVER PAYSLIP WAGE COST

30-7-2018 6% INCREASE OVER PAYSLIP WAGE COST

29-9-2018 6% + BANKWISE VARIABLE PAY BASED ON OPERATING PROFIT AND RETURN ON ASSET

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IBA’s offer – what it means:Total Payslip cost as on 31-3-2017 : Rs. 52654 crores1 % offer = 526. 50 crores2 % offer = 1053 crores6 % offer = 3159 crores

10 th BPS : 1 % offer = 315 croresAchieved 15 % on then payslip cost : 4725 crores

LATEST DEVELOPMENT – IBA WANATS TO LINK WAGE REVISION TO OPERATING PROFITS THAT IS BANKWISE WAGE INCREASE BASED ON PROFITS OF EACH BANK

IBA proposed that in addition to 6% hike offered by them which would be common to all Banks, additional wage increase can be worked out through a scheme by which in each Bank annual increase in emoluments can be offered based on Operating Profits and Return on Assets of the individual Bank with a view to add an element of performance linked compensation over and above the uniform pay structure.

IBA detailed their proposal as under:

% increase YoY in Operating Profit Return on Assets - ROA

Category C 0.01 % to 7 % - 0.75 to – 0.25Category B 7.1 % to 15 % - 0.24 to 0Category A Above 15 % Above 0

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No. of days for which Establishment Cost shall be paid outReturn on Assets

Category A B C

Operating Profit

(YoY Growth)

A 30 25 15

B 25 20 10

C 10 10 5

Pay Out as % of Establishment Cost

Return on Assets

Category A B C

Operating Profit (YoY Growth)

A 8.2 % 6.8 % 4.1 %

B 6.8 % 5.5 % 2.7 %

C 4.1 % 2.7 % 1.4 %

YoY Growth in Operating Profit

Return on Assets Category

No. of days for which

Establishment Cost will be paid out

Pay Out as % of Establish-ment Cost

Above 15 % Above 0 AA 30 days 8.2 %Above 15 % - 0.24 to 0 AB 25 days 6.8 %Above 15 % - 0.75 to – 0.25 AC 15 days 4.1 %

7.1 % to 15 % Above 0 BA 25 days 6.8 %7.1 % to 15 % - 0.24 to 0 BB 20 days 5.5 %7.1 % to 15 % - 0.75 to – 0.25 BC 10 days 2.7 %

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0.01 % to 7 % Above 0 CA 15 days 4.1 %0.01 % to 7 % - 0.24 to 0 CB 10 days 2.7 %0.01 % to 7 % -0.75 to –0.25 CC 5 days 1.4 %

UFBU’S STANDUFBU has reiterated and emphasized the following standpoints:

1. IBA’s earlier offer of 6% should be substantially improved upon to work out a mutually acceptable wage accord.

2. IBA’s proposal of linking wage revision to Bank-wise Operating Profits and Return on Assets of individual Banks and thus breaking the existing system of equal wage for equal work is not acceptable to UFBU.

3. Issue of restricted mandate given by SBI, BOB, PNB, Union Bank of India and Indian Bank should be reviewed and resolved to cover all scales of Officers.

DETAILS OF DISCUSSIONSROUND 1 – 2-5-2017

IBA COMMENCES WAGE REVISION NEGOTIATIONS

All our unions and members are aware that our present wage revision settlement for employees and officers will come to an end by October, 2017 and hence the next wage accord has to commence from 1st

November, 2017. Since negotiations are taking unduly long time to arrive at the final settlement, we have been desiring timely settlement.

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Government had also advised the IBA and Banks to complete the negotiations early and commence the settlement from the due date i.e. 1-11-2017.Hence we have been asking the IBA to commence the negotiations early and this was one of the prominent demands in our All India strike on 28th

February, 2017. Earlier to that we had submitted the broad summary of our common demands for employees and officers respectively. In this background, Indian Banks Association had invited UFBU for commencing the negotiations and accordingly the meeting was held yesterday i.e. on 2-5-2017 at IBA Office in Mumbai. IBA was represented by its Chairman Shri Rajeev Rishi, CMD, Central Bank of India, Mrs. Arundhathi Bhattacharya, Chairman, SBI, Shri Arun Tewari, CMD, Union Bank of India, Shri Ashwinikumar, CMD, Dena Bank, Shri R K Takkar, MD, UCO Bank, Mrs. Usha Subramanian, MD, PNB, Shri Shyam Srinivasan, MD, Federal Bank, Shri, P S Jayakumar, MD, Bank of Baroda and Shri Rakesh Sharma, MD, Canara Bank. UFBU was represented by leaders of our 9 constituent unions in the discussion.In his opening remarks, Shri Rajeev Rishi observed that bilateralism has been the hallmark in the banking industry for the past 50 years when successive bipartite settlements have been signed. He particularly referred to the 9th BPS and 10th BPS under which benefits like one more option for pension, Full Day Off on 2 Saturdays in a month, medical insurance scheme for employees and retirees, etc. were achieved due to the collective efforts of the management and the unions. He urged upon the unions to keep the present health of the Banks and their constraints in mind while negotiating the demands and help to conclude the Settlement early, preferably before Diwali festival this year.He informed that since some of the Banks have given mandate to IBA for negotiations would be confined only upto Scale III Officers.

He further informed that IBA has set up a Negotiating Committee as under:

Shri R K Takkar, MD, UCO Bank – Chairman Shri. Rakesh Sharma, MD, Canara Bank, Smt. Usha Subramanian, MD, PNB Shri P S Jayakumar, MD, Bank of Baroda Shri Prashant Kumar, Dy.MD, SBI Shri Shyam Srinivasan, MD, Federal Bank

Responding to the observations of the IBA, from our side, we thanked the IBA for initiating the process of negotiations and assured that we shall

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extend our best possible co-operation to conclude the settlement as early as possible and suggested holding of regular and continuous meetings for this purpose. We also reiterated our commitment to bipartism and settling the demands amicably through mutual discussions. We also conveyed to the IBA that given the increasing stress and heavy workload under which employees and officers are working in the Banks, they deserve satisfactory wage revision and improvement in their service conditions. We also informed the IBA that our Unions are equally conscious and concerned about the present challenges faced by the Banks and would be willing to work with the managements to overcome these challenges successfully.

We strongly conveyed to the IBA that the negotiations in respect of officers should not be restricted upto Scale III and must cover upto Scale VII as hitherto.

In the conclusion, it was decided that the Negotiating Committee will shortly fix up the date for starting the negotiations when formal talks on our demands will commence. We shall keep our unions and members informed of further developments.

ROUND 2 – 5-6-2018Bipartite Meeting with IBA

“ Another round of Bipartite meeting was held between IBA and our UFBU constituent unions yesterday In Mumbai. IBA was represented by Shri R.K. Takkar(MD/CEO, UCO Bank), Chairman of the Negotiating Committee along with Smt.Usha Subramanian(MD/CEO, Allahabad Bank), Shri Prashant Kumar (DMD/CDO, SBI), Shri V.G. Kannan, Chief Executive, IBA, Shri Raj Kumar, Dy.Chief Executive, IBA and Shri K.S. Chauhan, Sr.Vice President, IBA. We were represented by leaders of all our 9 constituent unions.

Common Charter of Demands by the Workmen Unions and Officers’ Associations respectively were submitted to the IBA. IBA representatives informed us that they would go through the Charter of Demands and would endeavour to complete the process of negotiations expeditiously within the time frame to reach the Settlement before October, 2017.

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From our side, our representatives emphasised the need to hold regular and frequent meetings to negotiate the demands and to complete the Settlement in time.

IBA also submitted list of Management Issues as under:

11. Framework of Compensation Package on Cost to Company

and Fixed and Variable Pay concept for Officers/ Workmen

12. Rationalisation of Special Pay carrying posts

13. Review of two graduation increments to workmen

employees

14. Transfer and deployment of workmen employees - Para 536

of Sastry Award

15. Simultaneous conduct of disciplinary and criminal/ judicial

proceedings in case of workmen in PSBs

16. Continuing departmental proceedings post-retirement in

case of workmen employees

17. Premature Retirement of a Workman in Public Interest

18. Outsourcing any activity as per business needs within RBI

guidelines

19. Review of existing provisions of automatic movement of

officers from Scale I to II and from Scale II to III in pay scales

without any promotion in those grades.

20. To mark lien on NPS fund of employees to recover loss to

the Bank on account of their proved misconduct.

As regards the standpoint of IBA that the negotiations relating to Officers would be confined and restricted upto Scale III Officers, we conveyed our strong protest and demand that the Officers’ Wage Revision pact should cover upto Scale VII as hitherto.

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We also reiterated some of the important issues that need to be focused during the negotiations. It was agreed by IBA that these issues would be addressed during the course of negotiations.

IBA informed us that the data and statistical information required for the discussions are being collected from the Banks and the same would be furnished to the Unions at the earliest.

After further discussions, it was agreed that the next round of discussions would be fixed at the earliest around the end of this month.

ROUND 3 – 20-7-2017

T ext of UFBU Circular : The 3rd round of bipartite talks between IBA and UFBU was held at IBA office on 20-7-2017. IBA was represented by Shri R K Thakkar, Chairman of the Negotiating Committee along with other members of their team. UFBU was represented by leaders of all our constituents.

IBA informed us that to facilitate expeditious discussions on our Charter of Demands, separate Sub Committees have been formed as under:

For Workmen For Officers

Shri Rakesh Sharma, (Chairman)MD/CEO, Canara Bank

Shri Prashant Kumar, (Chairman)Dy.MD, SBI

Shri H C Sati, GM, Allahabad Bank Shri Ujwal Kumar, GM, UCO Bank

Shri Mrityunjay Kumar Gupta, GM, Bank of India

Shri S K Chowdhary, Head-HR, Bank of Baroda

Shri Punit Jain, GM, PNB Shri C P Giri, GM, Canara Bank

Shri T S Seshadri, GM, Indian Bank Shri B Ashok, GM, Central Bank

Shri Ajay Kumar Singh, GM, SBI Shri M K Biswal, GM, Bank of Maharashtra

While the Negotiating Committee will discuss the common demands and issues having direct financial implications, the other demands relating to service conditions of employees and officers which are of non-financial nature would be discussed in the respective Sub-Committees. IBA solicited the names from our Unions who will participate in the Sub-

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Committees so that the discussions at the Sub-Committee level can start at the earliest.

From our side, while we welcomed the formation of Sub-Committees to quicken the discussions, we wanted the IBA to address the main demands also simultaneously so that the final Settlement can be concluded in time.

We also reiterated that the IBA should review its stand to restrict the discussions upto Scale-III Officers to which IBA stated that the issue needs to be taken up with the concerned Banks since IBA’s decision is based on the mandates given by those Banks.

Settlement to be effective from 1st Nov. 2017: To our demand that the ensuing wage revision for the employees and officers should be made effective from 1-11-2017, after discussions, IBA agreed to the same.

We requested IBA to make their initial offer on wage hike and IBA stated that they would respond on this in subsequent discussions.

We emphasized the need to hold a round of discussions to follow up the issues covered by the Record Note signed on 25-5-2015 on demands like periodical updation of pension, improvement in Family Pension, 100% DA on pension to past retirees, etc. IBA agreed to the same.

We took up the issue of introduction of 5 Day Banking declaring the remaining Saturdays also as holidays. IBA stated that the issue needs wider consultation at different levels and hence would respond to the same later.

We wanted IBA to provide us the data relating to stage-wise, area-wise, and category-wise number of employees, details of wages paid under different wage components, etc. so that our demands can be calculated and quantified to enable proper discussions. IBA informed that few Banks are yet to furnish the details to them and once it is received, the same would be compiled, consolidated and provided to the Unions.

To our demand for expediting the Settlement through frequent meetings and discussions, IBA stated that the Sub-Committees would meet more frequently and in between the Negotiating Committee meetings would also be called to take the negotiations forward. IBA requested the Unions

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to submit the names of the representatives for the Sub Committees thereafter the meeting of these Committees would be called. We agreed to provide the names to the IBA at the earliest.

ROUND 4 – 2-8-2017

Joint circular issued by AIBEA-NCBE-BEFI-IBEF-NOBW

“ As informed earlier, a round of discussion was held by the Sub-Committee of IBA Negotiating Committee with our organisations on 2nd August, 2017 at IBA office in Mumbai.

IBA Representatives Our Representatives

o Rakesh Sharma, MD-CEO, Canara Bank o C H Venkatachalam, AIBEAo V G Kannan, Chief Executive, IBA o B S Rambabu, AIBEAo H C Sati, GM, Allahabad Bank o S K Bandlish, NCBEo Mrityunjay Kumar Gupta, GM, Bank of India o Vinil Saxena, NCBEo Punit Jain, GM, PNB o C J Nandakumar, BEFIo T S Seshadri, DGM, Indian Bank o Subhash S Sawant, INBEFo Ajay Kumar Singh, DGM, SBI o Upendrakumar, NOBWo V G Kannan, Chief Executive, IBA

o B Raj Kumar, Dy Chief Executive, IBA

o S K Kakkar, Sr. Advisor, HR&IR, IBA

o K S Chauhan, Sr. Vice President, IBA

In his opening remarks, Shri Rakesh Sharma, Chairman of the Sub Committee stated that IBA would like to expedite the whole process of negotiations as early as possible and appeal to the unions to keep the demands at reasonable level looking to the present situation of Banks’ performance.

From our side, we responded by stating that Unions would also like to conclude the settlement expeditiously and would surely adopt a reasonable approach to resolve the demands amicably.

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During the discussions, the following issues were taken up for deliberations:

Introduction of 5 Day Banking Improvements and better management of Medical Insurance

Scheme Proper implementation of compassionate ground appointment

scheme in all Banks as per Government guidelines, Introduction of Leave Bank system Staff Welfare Scheme allocation based on Operating profits of Banks Problems of physically challenged employees Problems of women employees Problems of Ex-servicemen employees Intra-cadre career progression scheme Revision in income criteria for dependent Family definition Improvement in compensation on transfer of employees

There were meaningful discussions on these issues and it was decided to continue the discussions with further inputs in order to reach some consensus on the same. IBA team also wanted some of these issues to be discussed further amongst themselves before the same can be taken forward.

It was decided that in the next round of meeting, further issues also would be taken up for deliberations.

It was decided that the next round of discussions would be held on 23-8-2017.”

ROUND 5 – 23-8-2017Wage Revision Talks with IBA on 23-8-2017

We reproduce hereunder the joint circular issued by AIBEA-NCBE-BEFI-INBEF-NOBW regarding the discussions with IBA on 23-8-2017.

“ As informed earlier, another round of discussion was held by the Sub-Committee of IBA Negotiating Committee with our organisations on 23 rd

August, 2017 at IBA office in Mumbai. From the IBA side, their team consisted of Shri Rakesh Sharma (MD-CEO, Canara Bank), Chairman of the

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Sub-Committee and our team consisted of representatives from our 5 Unions.

During the discussions, IBA representatives explained the issue of the management like introduction of the concept of Cost to Company package, need for Fixed-cum-Variable Pay and performance related wages to recognise efficiency and performance of employees. They suggested that the new system can be made applicable for the future employees with an option given to the existing employees. We raised our apprehensions over the same and submitted that we should rather discuss about further improvement in efficiency of the entire workforce as a whole and how to incentivise them for the same.

IBA representatives explained their suggestions for further rationalisation of Special Pay posts. From our side we said that any concrete proposal in this regard can be discussed further and also explained our demand that the existing duties and powers need to revised with suitable increase in the quantum of Special Pay.

IBA argued that since the minimum qualification for recruitment of clerical staff in the Banks has become Graduation, the additional 2 increments given for graduation should be stopped from now on. We informed that since there is a need to revise the minimum qualification to 12th Std. and we may not be able to accept this proposition.

During the discussions IBA wanted that the provision of deployment transfers under 8th BPS be superseded to enable implementation of Para 536 of Sastry Award. We pointed out that 8th BPS provisions are quite adequate for the needs of the Banks.

IBA also wanted to amend the Disciplinary Action provisions to provide for simultaneous criminal proceedings as well as departmental proceedings. We did not agree to the same as the same would go against the interest of the employees.

IBA also wanted amendment to enable departmental enquiry to be continued post-retirement in view of the provisions in Pension Regulations. We pointed out that Pension Regulation is a subordinate legislation and Bipartite Settlement is under a primary legislation and hence Pension Regulation needs to be revised in tune with BP settlement as enunciated in SK Kool case by Supreme Court and not vice-versa.

IBA wanted a provision to provide for premature retirement of employees in public interest any time on completion of 55 years of age or 30 years of service. We did not agree to this.

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IBA representatives suggested that the ensuing 11th BP Settlement to contain provision for outsourcing as per RBI guidelines. We did not agree to this.

Thereafter, we took up for discussions our demands like grant of stagnation increment uniformly at interval of 2 years after reaching the maximum, change in DA scheme based on 2001=100 Index series, improvement in sick leave, maternity leave to be availed in combination with other leave, Paternity leave to cover child adoption, LFC entitlement, special provision under LFC for North Eastern States, travel by Rajdhani/Shatabdi trains, revision in road mileage charges, etc. Meaningful discussions took place on these issues and it was decided to continue the discussions further.

As regards our demands like additional load on wage revision, revised pay scales and allowances, revised DA formula, HRA rates, etc. it was decided to discuss these issues in the full Negotiating Committee meeting since the same are common issues for employees and officers.

It was decided to hold the next round of meeting of the Sub-Committee on 6th September, 2017.”

ROUND 6 - 6-9-2017Wage Revision – Talks held on 6th September, 2017

As informed earlier, another round of discussion was held by the Sub-Committee of IBA Negotiating Committee with our Organisations on the 6th

September 2017 afternoon at IBA office in Mumbai. From the IBA side, their team consisted of Shri Rakesh Sharma (MD-CEO, Canara Bank), Chairman of the Sub-Committee and our team consisted of representatives from our 5 Unions.

In this round of discussions, our demands like additional Casual Leave for physically challenged employees, accumulation of Privilege leave upto 300 days and encashment of the same, PL availed on medical grounds not be counted as an occasion, some improvement in sick leave benefit, availment of sick leave by lady employees when their children fall sick, some improvement in maternity leave and paternity leave, child care leave, treatment of absence during curfew, etc, Leave bank system, simplified formula for calculation of OT wages, problems faced by

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employees covered by New Pension Scheme, etc. were discussed further. Some more discussions are necessary before we can finalise these issues.

It was decided to hold the next round of meeting of the Sub-Committee on 3rd October 2017.

ROUND 7 – 3-10-201711th Bipartite - Talks with IBA held on 3-10-2017

Further to the discussions held on 6.9.2017, another round of discussions were held on 3.10.2017 between our 5 Workman Unions and the IBA.

In this round of discussion, various issues were taken up e.g. Pension benefit to employees inflicted with voluntary cessation of service, Right to represent against orders of voluntary cessation, Compensation to employees transferred out on deployment, Improvements in rates for shifting goods while on transfer, Bonus for all employees, Fitment and fixation of Ex-Servicemen employees on joining the Banks, increase in Conveyance Allowance to Physically challenged employees, Improvement in definition of family for LFC/Medical insurance scheme, Revision in income criteria ceiling on definition of dependent, Improvements in staff loans, Festival advance, Introduction of petrol cost reimbursement scheme, etc.

Tentative understandings have been worked out on some of these issues and the same need to be further discussed. On some of the issues, IBA was not favourably inclined. It was decided that the next round of discussions will be held on 24.10.2017 to continue the talks.

Since our wage revision is due from 1.11.2017 and keeping the assurance of the IBA to complete the wage revision process expeditiously, we insisted that the Full Negotiating Committee meeting of IBA should be convened immediately wherein important issues like our demand for increase in Wages, DA merger point, Increase in allowances and all other issues involving financial impact are to be discussed.

IBA agreed that this meeting would be held by the end of this month

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ROUND 8 - 6-10-2017Discussions with IBA:

Accordingly, a special meeting was convened by IBA on 6-10-2017, in which besides representatives of IBA and UFBU, the representatives of UIIC, KM Dastur and TPAs were also present.

During the discussions, we brought to the attention of IBA, UIIC and TPAs the various problems being faced by the employees/officers/retirees. Some of the important issues raised by us were as under:

Copy of the Master Policy should be available to the Unions for their information and pursuing any adverse clause and provisions.

The Scheme and Policy should be exactly on the lines of our Settlement

The administration and implementation of the scheme to be more friendly to the employees/officers/retirees to remove the present hassles.

Proper guidelines should be given for utilisation and availment under the buffer.

Brochure must be provided to the employees/officers on the salient features of the scheme as many are not aware of the details.

Special communication should be sent to all Banks/branches on the benefit of exgratia for critical illnesses.

ID cards should be given to all employees/officers/retirees/family members covered by the Policy.

Definition of family should be in conformity with the settlement.

Proper clarification of coverage under domiciliary treatment.

Premium for retirees to be revised and reduced.

Premium for family pensioners, substaff/PTS retirees and pre-1986 retirees to be reduced and lesser than normal premium for other retirees.

Synchronisation/common date of the policy for employees/officers and retirees.

More and more hospitals to be covered under cashless tie-up.

Extension of Super Top-up benefit for retirees.

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Inclusion of dental treatment under the policy

Services being rendered by the TPAs to be adequately toned up.

Reimbursement of claims within stipulated time and without any delay.

Availability of TPA representatives on Sundays and holidays.

Managements should liaise with TPAs/UIIC and ensure effective implementation of scheme instead of pushing the employees/officers to the doors of TPAs.

All the points raised by us were taken note of by the IBA and UIIC and it was agreed by them that these issues will be addressed earnestly.

Overall, the meeting was useful to take up all these issues and we hope that there would be perceptible improvement in implementation of the Scheme.

ROUND 9 – 24-10-2017BIPARTITE TALKS WITH IBA ON 24-10-2017

Further to the discussions held on 03.10.2017, another round of discussions was held yesterday i.e. 24.10.2017 between our Unions and the IBA.

IBA team consisted of Mr. Rakesh Sharma (MD, Canara Bank and Chairman of the Sub Committee), Mr. B Raj Kumar, Dy Chief Executive, IBA Mr M.K Gupta, GM, Bank of India, Mr. Punit Jain, GM, PNB, Mr. H.C Sati, GM, Allahabad Bank, Mr. T.S Seshadri, GM, Indian Bank, Mr. Ajay Kumar Singh, DGM, SBI, Mr S.K Kakkar, Sr. Advisor, HR&IR, IBA and Mr K.S Chauhan, Advisor, IBA.

Our team was represented by Com. C.H Venkatachalam and Com. B.S Rambabu (AIBEA), Com. S.K Bandlish and Com. Vinil Saxena (NCBE), Com. C.J. Nandakumar (BEFI), Com Subhash Sawant (INBEF) and Com. Upendrakumar (NOBW),

In this round of discussion also, there were further discussions on the issues raised by us in the Charter of Demands.

Issues discussed during the meeting today included the following :

LFC : Some improvement in the distance criteria while on actual travel, reimbursement while on travel by Shatabdi or Rajdhani trains,

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reimbursement of local sightseeing expenses incurred within the overall entitlement, revised road mileage rate, starting point for commencement of LFC for employees working in North Eastern States, Andaman Nicobar and in the far flung areas in the extreme north not connected by train, LFC entitlement for husband and wife working in the same bank, one more option to choose between two years or four years block, etc.

Leave benefits: Sick Leave beyond 24 years service, accumulation of privilege leave and encashment of the same, notice period for availing Privilege Leave, combining Maternity Leave with other kinds of leave, introduction of Leave Bank, etc.

Disciplinary action: Our demands in relation to modifications in the disciplinary action procedure were taken up and it has been decided to discuss these issues in a separate Sub-Committee consisting of Mr M.K Gupta, Mr. Ajay Kumar Singh, Com C.H Venkatachalam and Com S.K Bandlish.

Pension and Issues of Retirees: Pension improvement and issues relating to retirees were taken up and it was felt desirable to discuss the same in another meeting jointly when Officers Associations are also present since these are common issues.

HRA: There was a lot of discussion on the need for Banks to provide accommodation/ quarters to all clerical and subordinate staff and in the absence of the same to substantially improve HRA. Issue relating to provision of quarters in Project Areas, Special Economic Zones, etc, were also taken up. It was decided to discuss these issues further after finalizing the total financial cost since improvement in HRA would involve additional cost.

Voluntary Cessation: Issue of providing an opportunity to represent against the final orders of the management and entitlement for pension benefits for such employees was discussed to arrive at a mutually acceptable decision.

Stagnation Increment: Our demand for additional stagnation increment and reduction in periodicity was discussed and the issue would be discussed further after working out the financial implication.

Next Meeting: The next round of meeting will be held on 14.11.2017 when there would be further discussions on our Charter of Demands.

Meeting of Full Negotiating Committee of IBA-UFBU : A meeting of the Full Negotiating Committee of IBA-UFBU has been fixed to be held on

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27.10.2017 when core issues like revised pay scales, revised DA formula, quantum of wage increase, etc. would be taken up for discussions.

ROUND 10 – 27-10-2017BIPARTITE TALKS WITH IBA ON 27-10-2017

Further to the ongoing discussions in the Sub-Committee on non-financial demands, today, a round of discussions with the Full Negotiating Committee of IBA was held in Mumbai.

From the side of IBA, Mr.R.K. Takkar(MD-UCO Bank and Chairman of the Negotiating Committee), Mr.V.G. Kannan(Chief Executive of IBA), Mrs.Usha Ananthasubramaniam(MD-Allahabad Bank), Mr.P.S. Jayakumar(MD-Bank of Baroda), Mr.Shyam Srinivasan(MD-Federal Bank), Mr.Prashant Kumar(DMD-SBI), Mr.B. Rajkumar(Dy.Chief Executive-IBA), Mr.S.K. Kakkar(Sr. Advisor-IBA) and Mr.K.S. Chauhan(Advisor-IBA) were present.From the side of UFBU, the following representatives were present:

Com.C.H. Venkatachalam and Com.Rajen Nagar(AIBEA), Com.D.T. Franco and Com.Dilip Saha(AIBOC), Com.Sanjeev K. Bandlish and Com.Vinil Saxena(NCBE), Com.S. Nagarajan(AIBOA), Com.C.J. Nandakumar(BEFI), Com.Subhash Sawant(INBEF), Com.K.K. Nair(INBOC), Com.Ramnath Kini(NOBW) and Com.Sunil Deshpande(NOBO).We submitted the following main issues/points and wanted the response of IBA.

o Wage revision process should be completed expeditiouslyo More frequent meetings/discussions to be held for this purposeo Data regarding establishment expenses, number of employees, etc

to be providedo Negotiations must cover all Officers upto Scale-VIIo IBA to make their initial offer on increase in wageso Fixing the Price Index upto which DA is to be merged with Basic Payo Discussion on the issues pertaining to retirees viz.100% DA, pension

updation, improvement in Family Pension, etc.o Introduction of 5 Day Banking i.e. remaining Saturdays also to be

holidays.IBA responded as under:

IBA will hold frequent meetings to expedite the process.335

Data on Establishment Expenses as on 31.03.2017 was provided. Further data would be provided shortly.

On the issue of fractured mandate by some Banks, Unions have to take up with the concerned Banks.

For officers, Performance related Variable Pay method to be introduced.

DA as on 31.10.2016 can be merged with Basic Pay. Issues like 100% DA and updation are subjudice due to litigation. On improvement in Family Pension, the cost aspect is being worked

out. For introduction of 5 Day Banking, the matter needs to be taken up

with various stake holders including customers and Government, etc. before any decision is taken.

There was a lot of discussion on these issues. From our side, we informed them as under:

IBA should commence the meaningful negotiations by making their initial offer on wage increase.

Entire exercise should be attempted to be completed before December, 2017.

While we shall meet the top management of the concerned Banks on mandate issue, IBA also should also take initiative to resolve the matter as majority of the Banks have given their mandate for negotiations upto Scale-VII Officers.

While we are for better performance, efficiency, more productivity, etc., any differentiated wage compensation will result in subjectivity, unilateralism, discrimination and may become demotivating and counter-productive.

On DA merger point, Unions will discuss and come back in the next round of talks.

On pension related issues, none of the Unions under UFBU have resorted to litigation.

On introduction of 5 Day Banking, IBA should take necessary steps from now on.

IBA took note of our views and it was decided to discuss the issues further in the next round of talks which will be held shortly

ROUND 11 3 11 2017Sub Committee discussion on issues relating on Disciplinary

action

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A Small Sub Committee was set up to discuss the issues raised by us relating to disciplinary action and procedure.

Sub Committee consisted of

IBA –

Shri M K Gupta, GM HR, Bank of India and Shri Ajay Kumar Singh, DGM-IR, SBI

Workmen Unions

Shri C H Venkatachalam, GS, AIBEA, and Shri S K Bandlish, GS NCBE

During the meeting, the following issues were discussed by the Sub-Group on demands relating to Disciplinary Action and Procedure

i. For claiming travelling expenses for defending an employee in the departmental action, existing restrictions of ‘within the state’ be removed.

ii. Subsistence Allowance to be improved upon.

iii. Indiscriminate usage of Clause 5(j) to be stopped through proper guidelines / definition.

iv. Clarification with regard to provision of Clause 6(e) i.e. bringing down by two stages in the scale of pay and applicability of the same to employees who have already reached maximum in the scale of pay.

v. Clarification to be given that minor misconducts clearly enumerated under Clause 7 of BPS dated 10.04.2002 should not be brought as major misconduct under Clause 5.

vi. Multiple charges for one incident should not be made out.

vii. Punishment order by the Disciplinary Authority not to be implemented till the final disposal of Appeal by the Appellate Authority.

viii. Issuance of charge sheet under Pension Regulation to Award Staff after retirement to be stopped since it is not provided in Bipartite Settlement.

ix. Awarding the punishment of stoppage of increments should be without affecting superannuation benefits, as in the case of Officers.

x. Provision for appeal against suspension.

xi. In case of punishment of dismissals, a provision for Review Authority after Appellate Authority.

xii. Deletion of Fine as a punishment.

It was decided that the conclusions on the discussion on these issues would be finalised in the subsequent meeting and would be placed in the Negotiating Committee for its approval.

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ROUND 12 14-11-18DISCUSSIONS WITH IBA ON 14.11.2017

One more round of discussions took place between IBA and our Workmen Unions yesterday i.e.14.11.2017 in IBA Office ain Mumbai.

IBA’s Sub-Committee was represented by Mr.Rakesh Sharma (MD, Canara Bank and Chairman of the Sub-Committee), Mr.V.G. Kannan(Chief Executive, IBA), Mr.B. Raj Kumar(Dy Chief Executive, IBA), Mr.M.K Gupta(GM, Bank of India), Mr.Punit Jain(GM, PNB), Mr.T.S Seshadri(GM, Indian Bank), Mr.S.K Kakkar(Sr. Advisor, HR&IR, IBA) and Mr.K.S Chauhan(Advisor, IBA).

Our team was represented by Com.C.H. Venkatachalam and Com.B.S. Rambabu(AIBEA), Com.S.K Bandlish and Com.Vinil Saxena(NCBE), Com.Pradip Biswas(BEFI), Com.Subhash Sawant(INBEF) and Com.Upendrakumar(NOBW),

During the meeting, the issues discussed in the meeting held on 3.11.2017 in the Sub-Group on demands relating to Disciplinary Action and Procedure were informed and further discussion took place.

It was decided that the conclusions on the discussion on these issues would be finalised in the next meeting.

Thereafter, the following issues were taken up for discussions:

- Simplified formula for calculation of overtime wages. Unions submitted their views and the issue would be discussed further.

- On the issue of introduction of Leave Bank providing for voluntary contribution of leave by the employees to a common pool and utilisation of the same for sanctioning leave to those employees who suffer from major diseases and prolonged illness and have no leave to their credit, Unions submitted their Note containing their views and explained their proposal. It was decided to discuss the issue further.

- On our demands like Child Care Leave for women employees, Sabbatical Leave, Study Leave, etc., it was agreed that Unions would submit a Note for further discussion.

We pointed out that considerable time has elapsed since commencement of the discussions in May, 2017 on our Charter of Demands, but so far IBA has not come forward with their offer on wage increase and hence

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demanded that the next meeting of the Full Negotiating Committee should be fixed up at the very earliest for this purpose.

ROUND 13 5-5-2018Discussions held on 5-5-2018

WAGE REVISION TALKS WITH IBA & NEGATIVE ATTITUDE OF IBA-GOVERNMENT UFBU REJECTS IBA’s INITIAL OFFER OF 2% HIKE IN WAGE BILL DECIDES TO RESORT TO AGITION AND STRIKE ACTIONS HOLD MASSIVE DEMONSTRATIONS ALL OVER THE COUNTRY ON 8th/9TH MAY GET READY FOR 48 HOURS CONTINUOUS STRIKE BY END OF MAY, 2018

The much delayed negotiations with IBA on our Charter of Demands for wage revision re-commenced on 5th May, 2018 after a gap of nearly six months. IBA team was led by Shri R.K. Takkar, MD, UCO Bank & Chairman of Negotiating Committee, Shri V.G. Kannan, Chief Executive, IBA, Shri P.S. Jayakumar, MD, Bank of Baroda, Shri Rajkiran Rai, MD, Union Bank of India, Shri Shyam Srinivasan, MD, Federal Bank and Shri S.K. Kakkar, Senior Advisor-HRA, IBA. UFBU was represented by leaders of our nine constituent unions.

Medical Insurance Scheme: The IBA insisted that representatives of UFBU should be part of the Committee to appoint the broker/service provider for administration of the Medical Insurance Scheme. We flatly refused to be part of that Committee since appointment of the Broker is not part of our Settlement and Unions are not to be involved in the same. However, we informed IBA that UFBU will be willing to discuss the problems faced by employees, officers and retirees to ensure that the scheme is implemented without any hassle. It has been decided to discuss the issue further.

Wage increase: We insisted that in view of the inordinate delay since the last meeting, the IBA should come out with their initial offer so that further negotiations can take place and finality reached expeditiously. We pointed out that Government/Finance Ministry have been repeatedly advising all Banks and IBA to expedite the wage revision process but the matter is being delayed. IBA stated that the Banks are facing increasing stress on profitability and the position of the Banks are not that good and this should be kept in mind while discussing the demands for wage revision.

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We stated that all the Banks are earning Operating Profits and it is only because of huge apportionment towards provisions for bad loans that Banks’ profitability is getting eroded and this in no way can be attributed to the employees and officers working in the Banks. Hence we demanded that there should be adequate and satisfactory wage revision.

However, IBA informed that looking to the present position of the Banks, there are constraints on their part and hence made their initial offer of 2% hike over the total Wage Bill as on 31-3-2017.

We informed the IBA that in the 10th Bipartite settlement, there was increase of 15% hike in wage bill and hence this offer of IBA is highly disappointing and totally unacceptable even as an initial offer. We demanded that IBA should improve their initial offer so that the matter can be further negotiated to reach a mutually acceptable settlement with satisfactory and adequate wage increase.

IBA regretted their inability to improve their initial offer and hence UFBU outrightly rejected their offer and informed them that UFBU would be compelled to resort to agitational progrmames to press our reasonable demands.

UFBU Meeting: Thereafter, meeting of the UFBU was held and it was decided that the very meager offer of IBA should be brought to the attention of the Finance Ministry for their intervention and at the same time UFBU should commence agitational programmes.

Programme:

8th or

9th May, 2018

Massive demonstrations all over the country before bank branches either during lunch time or after office hours. In bigger towns and cities, centralised demonstrations should be held.

By end of

May, 2018

2 Days/48 hours continuous Strike action preceded by other agitational programmes. (Dates of the strike will be informed next week after waiting for the response of the Government)

Comrades, we have been exercising utmost patience in pursuing our demands but perhaps IBA and Government have taken it as our weakness. It is time to show our unity and united resentment against the unreasonable approach of the IBA and the casual attitude of the Government in resolving our genuine demands for wage revision.

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ROUND 14 - 16.5.2018Meeting with IBA on 16th May on Medical Insurance Scheme

There was a meeting of UFBU with IBA on 16th May on Medical Insurance Scheme.

IBA was represented by Shri B. Rajkumar, Deputy Chief Executive, IBA, Shri B. Ashok, GM-HRD, Central Bank of India, Shri M.K. Gupta, GM-HRD, Bank of India, Shri C. Malolan Dy. Gen. Manager-HR, Bank of Baroda, Shri S.K. Kakkar, Sr. Advisor-HR & IR, IBA and Shr K.S. Chauhan, Adviser-HR & IR, IBA

Earlier, IBA wanted views of UFBU to take any one of the following options.

1. Going back to scheme as was available in 9th BPS2. Directly having the policy with United India without any Broker3. Each Bank to have their own Medical Insurance Scheme4. Continue the process of appointing two or more Brokers to assist

IBA We informed IBA that Medical Insurance Policy should be continued and improvements/problems in implementation, etc. can be discussed and sorted out. UFBU reiterated that the Scheme and Policy should be continued and further improved and IBA agreed to the same.

During the meeting with IBA. we took up the following issues during the meeting with IBA.

1. Copy of the Master Policy should be available to the Unions for their information and pursuing any adverse clause and provisions.

1. The Scheme and Policy should be exactly on the lines of our Settlement

2. The administration and implementation of the scheme to be more friendly to the employees/officers/retirees to remove the present hassles.

3. Proper guidelines should be given for utilisation and availment under the buffer.

4. Brochure must be provided to the employees/officers on the salient features of the scheme as many are not aware of the details.

5. IBA to launch an exclusive Mobile App containing the Medical Insurance Scheme.

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6. Special communication should be sent to all Banks/branches on the benefit of Exgratia for critical illnesses.

7. ID cards should be given to all employees/officers/retirees/family members covered by the Policy.

8. Definition of family should be in conformity with the settlement.9. Proper clarification of coverage under domiciliary treatment. 10. Premium for retirees to be reduced particularly for family

pensioners, substaff/PTS retirees and pre-1986 retirees to be reduced .

11. Synchronisation/common date of the policy for employees/officers and retirees i.e. from 1-11-2018.

12. More and more hospitals to be covered under cashless tie-up.13. Inclusion of dental treatment under the policy14. Services being rendered by the TPAs to be adequately toned up.15. Reimbursement of claims within stipulated time and without any

delay.16. Availability of TPA representatives on Sundays and holidays in

emergency cases.17. Managements should liaise with TPAs/UIIC and ensure effective

implementation of scheme instead of pushing the employees/officers to the doors of TPAs.

18. Employees/officers will submit their claim to the Banks and Bank should handle the cases with the TPA/UIIC and not push the employees to them.

19. Periodical meetings should be held with the Unions so that difficulties faced by employees/officers can be taken up.

The IBA received our suggestions and viewpoints appreciatively and assured to pursue these matters at their level.

ROUND 15 - 30-7-2018Bipartite talks with IBA held on 30-7-2018

IBA Offer increased from 2% to 6%

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Bipartite talks were held today in Mumbai between IBA and UFBU. IBA team was led by Shri R K Takkar, (MD, UCO Bank), Chairman of the Negotiating Committee. UFBU was represented by all the constituent unions.

Gist of Discussions: IBA revised and improved their offer from earlier 2% to 6% hike in wage bill. We welcomed their revised offer but informed them that this is not acceptable to us as the same is nowhere near to our expectations. We urged upon IBA to increase their offer to adequate level through further discussions.

To our demand to clinch the Index point for merger of DA to work out the new pay scales, IBA stated that this can be taken up in the next round of meeting.

We demanded that the issue of fractured mandate and inclusion of all officers upto scale VII in the wage accord should be resolved and IBA was requested to pursue the matter with the concerned Banks. We learnt that in Oriental Bank of Commerce, the management has decided to resolve the issue amicably by agreeing to give full mandate.

Regarding our demand for introduction of 5 Day Banking and weekly holidays on all Saturdays and Sundays, IBA wanted further time to react to our demand as the matter involved consultation with higher authorities/other stake holders.

On the issue of renewal of Medical Insurance Scheme, IBA informed that the revised quote on premium has been received from UIIC both for the serving staff as well as for the retired staff and the issue would be discussed with UFBU in an exclusive meeting on 8th August, 2018.

We pointed out that the issues discussed so far in the Small Committee on non-financial issues need to be cristalised and remaining issues to be resolved. IBA agreed that the next round of meeting of the Small Committee would be held with Officers organisations in the forenoon of 18th August, 2018 and with the Workman Unions in the afternoon.

It has also been decided that the next round of meeting of the Negotiating Committee would be held in the last week of August, 2018 to hold further discussions and to take the negotiation forward.

ROUND 16 8.8.18Discussions with IBA on Medical Insurance Scheme

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Bipartite meeting was held between IBA and issue UFBU regarding renewal of our Medical Insurance Policy for serving employees/ officers as well as for the retirees for the ensuing period 2018-19. IBA team was represented by Shri Rajkumar, Dy. Chief Executive, Shri S K Kakkar, Sr. Advisor (HR&IR), and Shri K S Chauhan, Sr. Vice President (HR). All our constituent unions were present in the meeting.

IBA informed us that United India Insurance Co. has given their proposal for hike in the premium on the Policies both for the serving employees/officers as well as for the retirees as under:

Serving employees/officers : Increase in premium by 29% over existing rate

Retirees(without Domiciliary) : Increase in premium by 110% over existing rate

Retirees (with Domiciliary) : Increase in premium by 144% over existing rate

We strongly objected to such steep hike in the rate of premium and informed the IBA that especially the hike in premium for the retirees is too exorbitant and not appearing to be relatable to actual claim ratio. We urged upon the IBA to take up with UIIC to drastically reduce the premium.

IBA informed us that they are already seized of the issue and the matter is being taken up with UIIC. We pointed out that the following points be kept in mind while finalizing the issue:

There should be no attempt to discontinue the policy. Policy should be continued and renewed.

The premium rates should be drastically revised downwards. Pending discussion with UIIC, the Policy for both serving employees

and retirees should be extended upto 31-12-2018 with pro rata premium.

Cost of upfront payment of annual premium should be factored in while finalizing the premium rate.

Change in age profile of serving employees and retirees should be taken into account while working out the revised premium rates.

IBA should take up with the Government for exemption of GST on premium amount.

Renewed Policy should include a penalty clause for delayed sanction of bills/ reimbursement.

If broker will not be involved in the scheme, suitable mechanism should be put in place to deal with cases of repudiation of claims, etc.

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Uniform guidelines should be given by IBA for sanction of amount under Buffer allocation.

Premium should be worked out on a composite basis by clubbing both serving employees and retirees.

Premium for retirees should also be paid by the managements.

IBA took note of the above points raised by us and assured to keep these views in mind while further dealing with the same.

ROUND 17– 18.8.2018Bipartite Talks with IBA

As informed earlier, another round of Bipartite Talks (8th round of Small Committee discussions) was held by Indian Banks’ Association with our 5 Workman Unions yesterday at Mumbai.

IBA team consisted of

Shri Rajkiran Rai G (MD/CEO, Union Bank of India)–Chairman of the Committee

Shri B. Rajkumar, Dy. Chief Executive, IBA, Shri M.K. Gupta, GM-HR, Bank of India, Shri Punit Jain, GM-HR, PNB, Shri T.S. Seshadri, GM-HR, Indian Bank, Shri S.K. Suri, GM-HR, Allahabad Bank Shri Sanjay Prakash, DGM-HR, SBI. Shri S.K Kakkar, Sr. Advisor-HR&IR, IBA Shri K S Chauhan, Sr.Vice President, HR&IR, IBA

Our team consisted of representatives from our 5 Workman Unions as under

Com C H Venkatachalam, AIBEA Com Rajen Nagar, AIBEA Com S K Bandlish, NCBE Com Balaji, NCBE Com Pradip Biswas, BEFI Com Subhash Sawant, INBEF Com Upendrakumar, NOBW.

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The meeting took stock of the discussions held so far in the last 7 rounds of talks held between our Unions and the IBA’s Small Committee team and arrived at the following tentative understandings. Settlement will be effective from 1-11-2017. Settlement will cover 37 Banks ( 20 PSBs, 10 Private Banks and 7

Foreign Banks). Mandate to be received from IDBI Bank, Catholic Syrian Bank and Royal Bank of Scotland.

When an employee is transferred from one station to another, instead of normal HRA, he/she will be paid HRA on Rent Receipt basis. Suitable ceilings will be prescribed.

Branches located in Special Economic Zone/EPZ, etc. to be paid HRA at par with Project Areas.

Notice period for availing Privilege Leave (other than for LFC) will stand reduced to 10 days.

Privilege leave taken on sick grounds when there is no sick leave will not be counted as an occasion of availing PL.

Beyond 30 years of service, additional sick leave will be granted at 1 month per year subject to a max. of 720 days in entire service. ( it is 630 days now) i.e. 3 months additional sick leave.

Women employees can avail sick leave for the sickness of their children (upto 8 years of age) on production of medical certificate.

Extra ordinary Leave on loss of pay can be availed for 120 days at a time ( it is 90 days now).

Maternity Leave can be availed in combination/continuation with other kind of leave.

Medical Bills for Maternity can be given after joining the Bank after availing ML irrespective of period.

2 months leave with salary will be granted for Hysterectomy where ML limit is exhausted.

Paternity Leave can be sanctioned even in case of child adoption. Absence from office due to curfew, riots, prohibitory orders, natural

calamities, flood, etc. will be treated as special leave on duty. LFC: permissible Distance will be revised as 2200 km/4400 km for

non-substaff and 2600 km/5200 km for substaff (only for actual travel and not for encashment).

Road Mileage charges will be revised from Rs. 6 per km to Rs. 8 per km.

Train fare by Shatabdi and Rajdhani express trains (non-Executive Class) will be reimbursed under LFC if travel is undertaken by these trains. ( For encashment, existing rules will continue).

Charges for local sightseeing while on LFC will be reimbursed within the entitlement on production of bills from approval operators.

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GST charges on train fare will be reimbursed. For employees working in North East States, LFC will begin from

Guwahati and the fare from their place of work to Guwahati will be additionally paid. Similarly, Andaman Nicobar islands to Chennai/Kolkata, Lakshadweep to Kochi, far-flung area branches in Himalayas and J & K to nearest major railway station will be additionally reimbursed under LFC in addition to normal entitlement.

For actual travel under LFC, train fare under dynamic fare system as on the date of booking of tickets will be reimbursed.

One more option will be given to choose between 2 years block or 4 years block.

Income criteria for definition of dependents will be revised from Rs. 10,000 to Rs. 12,000

Employees removed from service under Voluntary Cessation Scheme will be eligible for retirement benefits including pension, if otherwise eligible.

Employees removed from service under Voluntary Cessation Scheme will be given the chance to represent against the decision.

Facility of Crèche for children of women bank employees will be examined in the light of Government guidelines.

For employees transferred out of station under Deployment policy, the compensation amount will be revised from Rs. 400 to Rs. 600 per month.

When employees shift their personal effects while on transfer to another station, Breakage charges will be paid at Rs. 1650 for clerks and Rs. 1100 for substaff ( on production of receipt) or Rs. 1100 for clerks and Rs. 825 for substaff (on Declaration basis).

For definition of Family, physically/mentally challenged children of employees will continue to be treated as dependents even after their marriage subject to income criteria.

Revision/increase in Conveyance Allowance to Physically Challenged employees will be suitably recommended to the Government.

Our demand for exemption of entire retirement benefits from the purview of Income Tax will be recommended to Government for their consideration.

Service Charges under New Pension Scheme will not be recovered from the employees and will be paid by the Banks.

When employees are sent to outstation for official duties, the rate of Diem Allowance/Halting Allowance will be increased after further discussions.

Guidelines will be worked out for reimbursement of Hotel Rent in such occasions subject to certain agreed ceilings.

Increase in Ex-Gratia amount payable to pre-1986 retirees/surviving spouse will be recommended to Government.

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Other Allowances like Cycle Allowance, Washing Allowance, Split Duty Allowance, etc. will be increased by 15%.

Issues to be discussed further/to be finalised : Total quantum of increase in wages Index point for merger of DA to work out the new Pay Scales. Merger of Special Allowance with Basic Pay Revised DA formula Revision in Special Pay, FPP, PQP Improvement in Stagnation increment Increase in HRA, Transport Allowance Leave Bank system, Child Care Leave, Sabbatical Leave, Increase in

Privilege leave /Encashment of PL Increase in Annual medical Aid and improvement in Medical

Insurance Scheme Improvement in formula for calculation of Gratuity Separate entitlement of LFC for husband and wife working in the

same Bank 5 Day Banking PF contribution @12% North East Allowance Improvement in formula for Family Pension Periodical updated of Pension DA linked Pension in lieu of NPS for new recruits Bringing all categories of pensioners to common Index level of 11th

BPS. Disciplinary Action procedures, punishments, etc. Next round of meeting of the Full Negotiating Committee will be

held by the first week of September, 2018. Further developments will be informed to members in due course.

ROUND 18 - 14.9.2018Discussions with IBA on Medical Insurance Scheme

There was a meeting with the IBA on 8-8-2018 on the issue of medical insurance scheme wherein we had submitted various suggestions, particularly with a view to achieve a reduced premium rate especially under the retirees medical insurance policy where UIIC has proposed steep increase in the premium rates.

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Based on these discussions, IBA had discussions with the United India Insurance Company and in that background, another round of meeting took place with IBA yesterday.

IBA reported on the details of the discussions they had with UIIC and the data given by UIIC to them.

Policy for In Service employees/officers:

2015-16 2016-17 2017-18Premium paid 389 cr 769 cr 763 crClaims Settled 809 cr 805 cr 804 cr

Policy for Retirees (Option I – Without Domiciliary)

2016-17 2017-18Premium paid 134 cr 203 crClaims Settled 175 cr 337 cr

Policy for Retirees (Option II – With Domiciliary)

2016-17 2017-18Premium paid 149 cr 106 crClaims Settled 313 cr 149 cr

No. of Families covered:

2016-17 2017-18In service employees/officers 6.46 lacs 7.14 lacsRetirees ( Option I) 1.04 lacs 1.61 lacsRetirees ( Option II) 89,000 38,000

Premium paid – claims reimbursed – Net Negative

(Existing employees/officers + Retirees)

2015-16 2016-17 2017-18Premium paid 518 cr 1052 cr 1105 crClaims Reimbursed 1134 cr 1293 cr 1423 crBrokerage/TPA Charges 44 cr 71 cr 71 cr

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Net Negative/Loss 660 cr 312 cr 392 cr

In view of the continued gap and imbalance between the premium paid and claims settled, UIIC had explained to IBA the need for increasing their rate of premium and had further informed IBA that if there can be some restructuring of the scheme, the premium rates also can be reviewed and revised accordingly.

In this background, IBA had sought our views and suggestions for possible modifications in the Scheme for In-Service employees/officers as well as for retirees with a view to peg down the premium rates.

After discussions, it was mutually understood by UFBU and IBA that the existing Medical Insurance Policy as per our Agreement with IBA should be continued and IBA should deal only with public sector insurance companies.

IBA also clarified that in view of Government’s advice, broker companies would not be involved in the Scheme.

Some possibilities of modification in the Scheme were discussed and IBA had also made their suggestions for our consideration. IBA has requested UFBU to submit its suggestions and views in a day or two where after the issue will be taken up by IBA with UIIC based on which the UIIC would revise their quote on premium rates.

ROUND 19 - 29.9.2018 Discussions with IBA on our Charter of Demands IBA proposes Fixed Pay & Variable Pay Scheme/Performance

Linked Emoluments based on Operating Profits and Return on Assets

One more round of Bipartite Discussions were held on 29-9-2018 between UFBU and IBA at Mumbai. In continuation of the last round of discussions, IBA wanted to know our reaction to their offer of 6% hike made in the last round of talks. Responding to their question from our side, we pointed out that their offer is too inadequate and we asked IBA to improve their earlier offer.

However IBA proposed that in addition to 6% hike offered by them which would be common to all Banks, additional wage increase can be worked

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out through a scheme by which in each Bank annual increase in emoluments can be offered based on Operating Profits and Return on Assets of the individual Bank with a view to add an element of performance linked compensation over and above the uniform pay structure.

IBA detailed their proposal as under:

% increase YoY in Operating Profit Return on Assets - ROA

Category C 0.01 % to 7 % - 0.75 to – 0.25Category B 7.1 % to 15 % - 0.24 to 0Category A Above 15 % Above 0

No. of days for which Establishment Cost shall be paid outReturn on Assets

Category A B C

Operating Profit

(YoY Growth)

A 30 25 15

B 25 20 10

C 10 10 5

Pay Out as % of Establishment Cost

Return on Assets

Category A B C

Operating Profit (YoY Growth)

A 8.2 % 6.8 % 4.1 %

B 6.8 % 5.5 % 2.7 %

C 4.1 % 2.7 % 1.4 %

YoY Growth in Operating Profit

Return on Assets Category

No. of days for which

Establishment Cost will be paid out

Pay Out as % of Establish-ment Cost

Above 15 % Above 0 AA 30 days 8.2 %351

Above 15 % - 0.24 to 0 AB 25 days 6.8 %Above 15 % - 0.75 to – 0.25 AC 15 days 4.1 %

7.1 % to 15 % Above 0 BA 25 days 6.8 %7.1 % to 15 % - 0.24 to 0 BB 20 days 5.5 %7.1 % to 15 % - 0.75 to – 0.25 BC 10 days 2.7 %0.01 % to 7 % Above 0 CA 15 days 4.1 %0.01 % to 7 % - 0.24 to 0 CB 10 days 2.7 %0.01 % to 7 % -0.75 to –0.25 CC 5 days 1.4 %

IBA sought the reaction of UFBU to their proposal. From UFBU, we have pointed out that their above proposal based on performance/profits of the Banks is not an answer to our demand for increase in wages due to inflation, price rise, cost of living, increased workload and job profile of bank employees and officers. We reiterated that the IBA’s offer of 6% hike should be substantially improved upon.

IBA while stating they are not averse to increasing their 6% offer, wanted UFBU to consider their proposal looking to the present varying Operating Profits of the Banks and consequent paying capacity. IBA proposed that UFBU may study their proposal and come out with suggestions or alternative proposals for their consideration. IBA also informed UFBU to revise the demands in terms of total cost in order to arrive at a negotiated solution. It was decided that the issue would be further discussed in the next round of discussions.Merger of DA with Basic Pay: We proposed that Dearness Allowance upto 6352 points of Consumer Price Index (Quarterly Average of July, August, September, 2017 i.e. DA paid from November, 2016) be merged with Basic Pay for constructing the revised Pay Scales. IBA informed that they would give their reaction in the next round of discussions.

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ROUND 20 – 12.10.2018WAGE REVISION TALKS WITH IBA

Another round of Bipartite Talks took place between IBA and UFBU today at Mumbai on our demands for wage revision. IBA team was led by Shri R.K. Takkar, MD/CEO of UCO Bank and Chairman of the Negotiating Committee. UFBU was represented by our 9 constituent Unions.Continuing the discussions held in the last round of meeting held on 29-9-2018, IBA wanted our response to their proposal given in the last meeting to decide wage revision Bank-wise based on capacity to pay to be determined through a formula based on Operating Profits and Return on Assets of each Bank every year. In reply, from UFBU we stated that while varying performance of the banks can be a basis for formulating incentives to be paid to the Employees and Officers in each Bank, it can be a separate issue exclusive of wage revision exercise.From our side, we reiterated and emphasized the following standpoints of UFBU:

4. IBA’s earlier offer of 6% should be substantially improved upon to work out a mutually acceptable wage accord.

5. IBA’s proposal of linking wage revision to Bank-wise Operating Profits and Return on Assets of individual Banks and thus breaking the existing system of equal wage for equal work is not acceptable to UFBU.

6. Issue of restricted mandate given by SBI, BOB, PNB, Union Bank of India and Indian Bank should be reviewed and resolved to cover all scales of Officers.

From IBA they repeatedly argued, advocated and pleaded to accept the formula of Bank-wise wage revision according to capacity to pay based on operating profits and further stated that their proposed formula can be modified or amended by further discussions but persisted with their stand that wage revision needs to be based on capacity of the different banks. For this purpose they wanted the suggestions from the UFBU.We replied that uniform wages in the banking sector has evolved over decades starting from 1948 (Sen Award) and wage revision has never been a major problem in any of the Banks so far even whey had passed

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through turbulent times. We also pointed out that wage cost as a ratio to total operating expenses of the Banks has actually declined in the recent years and hence IBA’s proposals are not acceptable. We have requested the IBA to revisit their proposition and come forward to hike their offer from 6% to adequate level and payable uniformly to all banks. We have given our mind to IBA that if the wage revision would linger on in this way by insisting on Bank-wise wage revision based on individual Banks’ operating profits, it would lead to confrontation and consequent agitation by the Employees and Officers. IBA agreed to discuss the issue further in the next round of discussions and requested the unions to have an open mind on their proposal.Comrades, it appears that there are attempts on the part of the Bankers and Government to reverse the clock by foisting Bank-wise wage revision and divide the workforce to weaken our unity and fraternity. Our demand for a reasonable and decent wage revision is based on inflation, cost of living and also the present level of work pressure and job profile of Bank Employees and Officers and hence cannot be compromised. While we are dealing with the issue with utmost patience and restraint to find an amicable solution to our demands, our unions and members should get ready to an eventual conflict on this issue if they prefer to precipitate the problem and not come forward to resolve our demands expeditiously and amicably.

354

Benefits of increase in DA under 10th Bipartite Settlement so far

November, 2012 to November, 2018

DA forNov. 2012

10.9 %(109 Slabs)

DA forNov 2018

60.7 %(541 Slabs)

IncreaseSo far49.8 %

(432 Slabs)

Substaff - Stage 1

Basic Pay Rs. 9560 1,042 5803

Special Allowance @ 7.75% Rs. 741 81 450

1,123 6253 5130

Substaff -Stage 20

Basic Pay Rs. 18545 2,021 11257


2,178 12129 9951

Substaff - Stage 28

Basic Pay Rs. 23785 2,592 14437


2,793 15556 12763

Daftary - Stage 28

Basic Pay Rs. 23785 2,592 14437


Special Pay Rs. 560 61 340

2,854 15896 13042

355

Clerk - Stage 1

Basic Pay Rs. 11765 1,282 7141


1,382 7695 6313

Spl. Assistant Stage 28

Basic Pay Rs. 42020 4,580 25506


Special Pay Rs. 1930 210 1172

Graduate/CAIIB PQP Rs. 2010 220 1220

5,365 29875 24510

Officer Scale I

Basic Pay Rs. 23700 2,784 14386 11602

Scale VII – General Manager

Basic Pay Rs. 85000 9,265 51595 42330

356

EMOLUMENTS OF BANK EMPLOYEES

NEW CLERK / SWO (GRADUATE) ON JOINING THE BANK :

( IN NOVEMBER 2018 )

PLACES : 45 LACS AND ABOVE

POPULATION(A)

PLACES : 12 LACS TO

45 LACS(B)

PLACES BELOW 12 LACS

POPULATION(C)

BASIC PAY 13075 13075 13075D.A. @ 60.7 % 7936 7936 7936SPECIAL ALLOWANCE @ 7.75 % 1013 1013 1013DA ON SPL. ALLOWANCE @ 60.7 % 615 615 615HRA – A -10%, B - 9%, C - 7.5% 1307 1176 980TRANSPORT ALLOWANCE 425 425 425

TOTAL EMOLUMENTS 24371 24240 24044

SPECIAL ASSISTANT (GRADUATE & CAIIB) : ( IN NOVEMBER 2018 )

AT MAX. OF PAYSCALE AND WITH STAGNATION INCREMENTS


POPULATION(A)

PLACES : 12 LACS TO

45 LACS(B)


POPULATION(C)

I. BASIC PAY 42020 42020 42020II. PQP 2010 2010 2010

III. SPECIAL PAY 1930 1930 1930

PAY ( TOTAL OF i, ii, iii) 45960 45960 45960D.A. @ 60.7 % ON PAY 27898 27898 27898SPECIAL ALLOWANCE @ 7.75 % 3256 3256 3256DA ON SPL. ALLOWANCE @ 60.7 % 1976 1976 1976HRA – A -10%, B - 9%, C - 7.5% ON PAY

4596 4136 3447

TRANSPORT ALLOWANCE 470 470 470FIXED PERSONAL PAY -FPP 1585 1585 1585


357

A NEW SUBSTAFF JOINING IN BANK ( IN NOVEMBER 2018 )

PLACES : 45 LACS AND

ABOVE POPULATION

(A)

PLACES : 12 LACS TO

45 LACS(B)


POPULATION(C)

BASIC PAY 9560 9560 9560

D.A. @ 60.7 % 5803 5803 5803

SPECIAL ALLOWANCE @ 7.75 % 741 741 741

DA ON SPL. ALLOWANCE @ 60.7 % 450 450 450

HRA – A -10%, B - 9%, C - 7.5% 956 860 717

TRANSPORT ALLOWANCE 425 425 425


A SENIOR SUBSTAFF(DAFTARY) ( IN NOVEMBER 2018 )

AT MAX. OF PAYSCALE AND WITH 8 STAGNATION INCREMENTS


POPULATION(A)

PLACES : 12 LACS TO

45 LACS(B)


POPULATION(C)

I. BASIC PAY 23785 23785 23785

II. SPECIAL PAY 560 560 560

PAY ( TOTAL OF i + ii) 24345 24345 24345

D.A. @ 60.7 % ON PAY 14777 14777 14777

SPECIAL ALLOWANCE @ 7.75 % 1843 1843 1843

DA ON SPL. ALLOWANCE @ 60.7 % 1119 1119 1119

HRA – A -10%, B - 9%, C - 7.5% ON PAY 2435 2191 1826

TRANSPORT ALLOWANCE 470 470 470


358

EMOLUMENTS - Comparison under 8th, 9th and 10th BPS

New Substaff joining the

Bank

As on 1-5-2005 8th

BPS

As on 1-5-2010

9th BPS

As on 1-5-2015

10th BPS

As on 1-11-2018

10th BPS

45 lacs & above 5220 8977 15153 17935

12 – 45 lacs 5180 8918 15057 17839

5 - 12 lacs 5100 8830 14914 17696

Below 5 lacs 4955 8801 14914 17696

New clerk/ Graduate

joining the Bank

As on 1-5-2005 8th BPS

As on 1-5-20109th BPS

As on 1-5-201510th BPS

As on 1-11201810th BPS

45 lacs & above 6150 12193 20570 24371

12 – 45 lacs 6105 12113 20439 24240

5 - 12 lacs 6030 11993 20243 24044

Below 5 lacs 5865 11953 20243 24044

359

WAGES AND SERVICE CONDITIONS:A brief recall of the past

Inch by inchWith unity and through struggles

From tribunalisation to bipartismFrom unilateralism to bilateralismFrom mercy to collective bargainingFrom anarchy to defined regulationFrom adjudication to negotiationsFrom petitioning to demanding

With the founding of AIBEA on 20th April, 1946, not only more and more bank unions were getting formed in different bank in different States, but there were growing agitations and struggles for betterment of wages and service conditions.

Bank employees were getting organised more and more and there were strike actions by bank employees in different States.

Bank employees were getting fed up from being beggars and getting their wages at the mercy of the managements. In some places, in some banks, some courageous employees took the lead and agitation for better wages. Some were victimized, some were silenced, some were intimidated, some were promoted but some continued the fight. There were bank agitations in many places.

360

At that time Banks were under State subject and State Government had to deal with the agitations. They complained to the Central Government to handle the unrest amongst bank employees.

In this background, on 30-4-1949, Central Government promulgated an Ordinance whereby Banking and Insurance sector (which were hitherto under the jurisdiction of the State Governments) were made Central subjects in respect of Industrial Disputes Act.

Immediately thereafter, on 13-6-1949, all disputes in the banking industry were referred to a National Tribunal headed by justice K C Sen. The Tribunal gave its Award on 12-8-1950. This was known as Sen Award.

For the first time, service conditions of bank employees were codified at All India level. But bankers were unhappy. They challenged the Sen Award on technical grounds and unfortunately on 9-4-1951, the Sen Tribunal was declared as null and void by the Supreme Court.

This led to lot of resentment amongst bank employees and there were large scale protests and agitations. Hence Government appointed another Tribunal with Justice Divitia. Unions objected to his appointment as he was found to be a shareholder in many Banks. Hence Justice Divitia was forced to resign in August, 1951.

In view of the continued unrest in the banking industry, the Government appointed another Tribunal on 5-1-1952 with Justice Panchapakesa Sastry as Chairman. Sastry Tribunal gave its Award on 20-4-1953. This Award is famously known as SASTRY AWARD.

But Sastry Award resulted in wage cut for bank employees. Once again powerful agitation was launched by AIBEA. Hence the Award was referred to the Labour Appellate Tribunal.

The LAT Award given on 28-4-1954 restored the wage cut. But shockingly, the Government, at the behest of the bankers, unilaterally and illegally modified the LAT Award to the detriment of the bank employees on 24-8-1954.

Angered by this unfair and illegal action of the Government, AIBEA gave the call for the first All India Strike by bank employees on 23-9-

361

1954 and the strike was a thunderous success. After this, AIBEA from its Conference held in Madras ( now Chennai ) gave a call for indefinite strike from 10-12-1954.

Shri,. V V Giri, the then Labourt Minister supported our cause and resigned from the Cabinet protesting against the Government’s unwarranted interference with the judicial pronouncement of LAT Award.

The Government appointed Raya Dhyaksha Commission on 17-9-1954 to enquire into the effect of LAT Award. Upon his death, Justice P.B. Gajendra Gadkar was appointed as the head of this Commission.

Upon persuasion by many MPs including Com S A Dange and Shri. Ashok Mehta, AIBEA deferred the indefinite strike.

Gajendra Gadkar Commission gave its Report on 25-7-1955. This is known as Bank Award Commission. The recommendations of this Commission was duly incorporated by the Government by enacting Industrial Disputes (Banking Companies) Decision Act, 1955.

Section 4 of this Act provided that Sastry Award as modified by the LAT and Bank Award Commission would be effective upto 31-3-1959.

On 21-3-1960, the Government appointed the National Industrial Tribunal (Bank Disputes) with Justice K T Desai as the Presiding Officer. The Award of this Tribunal known as DESAI AWARD was published on 13-6-1962.

The Award was made effective from 1-1-1962 to 31-12-1962. However, Government extended the Award upto 31-12-1963 and again upto 31-3-1964.

Because of the bitter experience before the Tribunals from 1949 to 1964, AIBEA demanded direct negotiations and collectively bargained settlement to decide the wages and service conditions of bank employees.

AIBEA launched powerful agitation in 1964, 1965, 1966 including the famous ‘ work-to-rule movement’ due to which the Government and the bankers had to concede the demand and the first ever industry-level bipartite settlement was signed on 19-10-1966.

362

Since then, periodical Bipartite Settlements have been achieved by AIBEA, the last one being the 10th Bipartite Settlement signed on 25-5-2015.

Thus, it can be said that the service conditions of bank employees are today governed by the provisions of Sastry Award (1953) as further amended by subsequent Awards and Settlements upto 10th

BPS dt. 27-5-2015. We have now submitted our demands for the 11th Bipartite Settlement due from November, 2017. Negotiations are going on.

Thus it is the short story of the long journey of struggles and achievements – from jungle law to Tribunals and Awards – from arguing before the third party Tribunals and getting Awards to direct negotiations and signing Bipartite Settlements – and today when we see attacks on collective bargaining and bilateralism, the main task is to defend and preserve the system of bipartism besides improving our wages and service conditions.

Today, there are open attacks to dismantle this right of collective bargaining and uniform wages.

The Government and bankers want to foist bankwise wages.

This is the danger. Let us be careful.

LIST OF AWARDS / SETTLEMENTS SO FAR

Sen Tribunal Appointed 13.06.1949

363

Award Given 12.08.1950

Declared Null & Void April 1951

H.V.Divatia Tribunal Appointed July 1951 but resigned

Sastry Tribunal Appointed on 05.01.1952

Award Given on 20.04.1953

LAT 28.04.1954

Govt. Modification Order 24.08.1954

Bank Award Commission 25.07.1955

Sastry Award as modified 1957

DA Amendment Notification 13.02.1960

Desai Tribunal Appointed on 21.03.1960

Award Given on 13.06.1962

1st Bipartite Settlement 19.10.1966

2nd Bipartite Settlement 12.10.1970

Supplementary Settlement 23.07.1971

Other Issues 08.11.1973

3rd Bipartite Settlement 01.08.1979


Settlement for B/C Class Banks 22.11.1979

Settlement for J&K Bank and KVB 22.11.1979

Settlement for Exchange Banks 22.11.1979

Settlement 21.04.1980

Computer Settlement - 1 08.09.1983


4th Bipartite Settlement 17.09.1984

364

Settlement on B Class Banks 28.02.1985


Computer (ALPM) Settlement - II 29.03.1987


Computer Settlement- III 10.04.1989


Supplementary Settlement 29.06.1990



Computer Settlement IV 29.10.1993

Pension Settlement 29.10.1993


MOU on Relative issue 30-09-1996

Relativity Settlement 14.12.1996



Disciplinary Action & Disciplinary Procedure 10.04.2002


Record Note on Pension 22-06-2005

9th Bipartite Settlement 27-04-2010

Pension Option Settlement 27-04-2010

10TH Bipartite Settlement 27-5-2015

Note: Wage Revision is due from 1-11-2017. Charter of Demands have been given to the Indian Banks Association. Negotiations on the demands are going on.

Medical Insurance Policy 365

Under the 10th BPS, a new Medical Group Insurance Scheme was introduced for the employees and officers under which the premium would be paid by the Bank managements and employees would be covered upto Rs. 3 Lacs and Officers upto Rs, 4 lacs + benefit of buffer cover. The Scheme became effective from 1-10-2015.Similar scheme was introduced for retirees w.e.f. 1-11-2015. But the premium towards the Policy has to be borne by the retirees. These policies have been renewed for 2016-17, 2017-18 and 2018-19.The premium on these policies have been getting increased based on claim ratio and hence the same have been taken up by AIBEA/UFBU.

for In-service Employees/officers:

Year Employees Officers

1-10-2015 to 30-9-2016Premium 4930GST 690Total 6620

Premium 6573GST 920Total 7593

1-10-2016 to 30-9-2017 Increase of 112%



1-10-2017 to 30-9-2018 No increase


Premium 13935 GST 2508Total 16433

1-10-2018 to 30-9-2019Increase of 11%



Note: As agreed between IBA and UFBU, bed charge/room rent per day is revised from Rs. 5000 to Rs. 4000 from 1-10-2018.

Renewal of Medical Insurance Policy FOR RETIRED WORKMEN

366

Nov. 2018 to Oct 2019 Total payable Premium + GST

Retired Workmen - Rs. 3 lacsWithout Domiciliary / Without Top Up


Retired Workmen - Rs. 3 lacs + With Top up of Rs. 4 lacs /Without Domiciliary

Premium 22248GST 4004 Total 26252

Retired Workmen Rs. 3 lacs +Domiciliary Rs. 30,000 / Without Top up


Retired Workmen - Rs. 3 lacs +Top up of Rs. 4 lacs + Domiciliary Rs. 30,000


FOR RETIRED OFFICERSNov. 2018 to Oct 2019 Total payable

Premium + GSTRetired Officers - Rs. 4 lacsWithout Domiciliary /Without Top Up


Retired Officers - Rs. 4 lacs + With Top up of Rs. 5 lacs/ Without Domiciliary


Retired Officers - Rs. 4 lacs +Domiciliary Rs. 40000 / Without Top up


Retired Officers - Rs. 4 lacs +Top up of Rs. 5 lacs + Dom. Rs. 40,000

Premium 74087GST 13335 Total 87422

Note: As agreed between IBA and UFBU, bed charge/room rent per day is revised from Rs.5,000 to Rs.4,000 from 1-11-2018 for retired employees/ officers

RETIREES PREMIUM FROM 2015-16Retired Employees Retired Officers

367

Year Rs. 3 lacs

Without Dom/Top Up

Rs. 4 lacs

Without Dom/Top Up

1-11-2015 to 30-10-2016

Premium 4930

GST 690

Total 5620

Premium 6573

GST 920

Total 7593

1-11-2016 to 30-10-2017 Premium 10452

GST 1568

Total 12020

Premium 13935

GST 2090

Total 16025

1-11-2017 to 30-10-2018

Premium 10452

GST 1881

Total 12333

Premium 13935

GST 2508

Total 16433

1-11-2018 to 30-10-2019 Premium 18301

GST 3294

Total 21595

Premium 24400

GST 4392

Total 28792

Year

Retired Employees

Rs. 3 lacs +

Dom. Rs. 30,000

Without Top up

Retired Officers

Rs. 4 lacs +

Dom. Rs. 40000

Without Top up

1-11-2015 to 30-10-2016 SCHEME Not available Not available

1-11-2016 to 30-10-2017 Premium 13000

GST 1950

Total 14950

Premium 17400

GST 2610

Total 20010

1-11-2017 to 30-10-2018

Premium 23517

GST 4233

Total 27750

Premium 31354

GST 5644

Total 36998

368

1-11-2018 to 30-10-2019

Original proposal of UIIC

Premium 57391

GST 10330

Total 67221

Premium 76516

GST 13773

Total 90289

1-11-2018 to 30-10-2019

Revised final rate

Premium 52359

GST 9425

Total 61784

Premium 69808

GST 12565

Total 82373

Year

Retired Employees

Rs. 3 lacs +

With Top up of Rs. 4 lacs

Without Dom.

Retired Officers

Rs. 4 lacs +

With Top up of Rs. 5 lacs

Without Dom.

1-11-2015 to 30-10--2016 Not available Not available


1-11-2017 to 30-10--2018

Premium 13427

GST 2417

Total 15844

Premium 17160

GST 3089

Total 20249

1-11-2018 to 30-10--2019


Premium 26085

GST 4695

Total 30780

Premium 33752

GST 6075

Total 39827

1-11-2018 to 30-10--2019

Revised final rate

Premium 22248

GST 4004

Total 26252

Premium 28679

GST 5162

Total 33841

Year

Retired Employees

Rs. 3 lacs +

Top up of Rs. 4 lacs

+

Retired Officers

Rs. 4 lacs +

Top up of Rs. 5 lacs

+

369

Dom. Rs. 30,000 Dom. Rs. 40,000



1-11-2017 to 30-10--2018

Premium 26492

GST 4769

Total 31261

Premium 34579

GST 6225

Total 40804

1-11-2018 to 30-10--2019


Premium 61503

GST 11070

Total 72573

Premium 80973

GST 14575

Total 95548

1-11-2018 to 30-10-2019

Revised final rate

Premium 55306

GST 10135

Total 66441

Premium 74087

GST 13335

Total 87422

UFBU Letter to IBA: “This has reference to our meetings and discussions on the above issue. We also refer to our letters resting with you in this regard.

In view of the steep hike in the premium rates quoted by UIIC, we had detailed discussion in the matter.

While we are happy that due to the joint efforts of both IBA and UFBU, the policies have been renewed and some reduction in premium rates has also been secured to the benefit of the Banks and particularly in favour of the retirees.

But there are issues which need to be pursued as they have not been addressed in the process.

Before that, we would like to express our view that while bilateral discussions were held for taking up the matter with UIIC, after the

370

response was received from UIIC, UFBU has not been kept informed of the same as to how IBA was proceeding and this needs to be kept in mind for future.

Since the Medical insurance Scheme is a part of our Bipartite Settlement/Joint Note, changes made in the Scheme under the renewed Polciy for 2018-19 also needs to be duly incorporated in the Settlement/Joint Note. An MoU needs to be signed in this regard.

We feel that the following issues have not been addressed or resolved:

1. Common date for both the policies to avoid the present gap.

2. No option has been given to the retirees as suggested by us

3. Under Super Top Up facility also, no flexibility has been given

4. The additional premium for Domiciliary treatment is much more than the cover of Rs. 30,000 and Rs. 40,000. This looks unfair, illogical and vindictive on the part of UIIC. Matter needs to be taken up with UIIC.

5. Our suggestion for lesser premium rate for single beneficiary like family pensioners, etc. has been ignored.

We have been suggesting that imposition of GST on the premium paid on medical insurance policy needs to be withdrawn in all fairness. IBA should take up the issue with the appropriate authorities.

Since the premium on renewal is quoted by the UIIC based on claims reimbursed and ICR, we have to build up a mechanism from IBA/Banks’ side to cross-check this aspect as Banks have no access to such information as of now except what is being told to us by UIIC. Some mechanism like actuarial workout by some experts from IBA side is advisable so that any apprehension in this regard is ruled out.

371

It is also observed some of the Banks have introduced Group Medical insurance Policy for their customers and the premium thereon is seen to be extremely competitive as compared to the premium rates quoted to IBA. Interestingly, some of these policies are inclusive of the benefit of domiciliary treatment coverage also. Hence, this needs to be seriously examined as to why the rates quoted for IBA Policy is on the higher side.

We have also been suggesting that in view of the increasing rate of premium year after year, the Scheme is becoming unreachable and unaffordable for many retirees especially for family pensioners, single beneficiaries, retired substaff and part time employees, etc. and hence IBA should consider advising the Banks to bear the cost of the premium or atleast a major portion of the premium so that the benefit of the scheme is accessible to the retirees.

Our other suggestions made in our earlier meetings for negotiations with UIIC may be kept in view while the issue is pursued further with UIIC.”

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