CBOA-AP CIRCULAR NO. 021 DATED 04TH AUGUST 2014

CBOA-AP issued its circular No. 021 dated 04.08.2014 reproducing the circular issued by AICBOF on the “PLIGHT OF THE OFFICERS AND UNTHOUGHTFUL ATTITUDE OF THE MANAGEMENT AND THEIR TANTRUMS”. We are placing the same here for our readers.

CIRCULAR NO.: GS: 2014: 021                                           Date: 04.08.2014

TO ALL OFFICERS                                                            PLEASE CIRCULATE

Dear Friends,

We reproduce hereunder the Circular No. CIRCULAR/GS/2014/20 dated 29.07.2014 received from our Federation for your information.

With best regards                                                                        

           

Yours sincerely

Sd/-

(C.A. MALLIKARJUNA RAO)

GENERAL SECRETARY

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PLIGHT OF THE OFFICERS

UNTHOUGHTFUL ATTITUDE OF THE MANAGEMENT

AND THEIR TANTRUMS SHALL NOT PAY

The setbacks in performance parameters in our Bank since last year are an alarming factor which requires more debates and discussions. More importantly, it should be the endeavor of the Management to balance the expectations versus reality and build consensus that actions and results will be calibrated. However, from our meetings with Corporate Management, we observe that the approach is still impracticable and actions are only focused to harass branch heads on flimsy grounds. The officers round the country are approaching us with a feeling of helplessness generated due to the approach of management.

The issues which are shared by the officer colleagues are listed as under for the information.

1.     Declining / rejecting genuine claims of leave.

Branch managers are not allowed to avail a day’s casual in emergent situation. They are scolded on the issue of achievements of targets. Are the branch heads slaves of the management? It is beyond imagination that branch heads can anticipate the eventualities before 30 days as expected by management. The way officers have been ill-treated and humiliated is unprecedented. It is sorry state of affairs that branch heads are treated as if they are criminals. Young brigade Branch managers recently posted; have feeling that declining leave increases their unhappiness which turns in to anger and disgust, ultimately affecting the performance of the branch. Even the leave applied for own marriage or the joining leave upon the transfer are declined / curtailed, thereby jeoparding self respect and confidence level.  Indeed, the healthy and conducive atmosphere can turn around the whole situation prevailing in the Bank.

2.     Achievement of targets.

The officers are being forced to sit late, attend the office on holidays and Sundays and compelled to fulfill unrealistic and arbitrarily fixed targets without the required infrastructure, manpower and support of the management. Every other day Branches get targets for new tasks. Reasonable targets depending upon potential of the area and with the adequate staff strength need to be fulfilled but not by targeting the field functionaries in the name of manpower budget, which has become tragic case in our Bank. It is a feeling in officers community, especially in the generation next, that the excercise of categorization of branches is only with a view to deprive the promotional avenues and create frustration.

3.     Attitude and actions of the Management.

On the one hand, the officers are under tremendous pressure for achieving business targets and on the other, facing unprecedented situation of conflicting decisions from various executives. A large number of rural branches, there are hardly one or two officers including the Branch Manager. The bank as a whole is suffering from severe shortage of officers. It is surprising that some of the Zonal / Regional heads have preferred to issue memos for not achieving the business targets. Zonal / Regional heads are acting like "SUBHEDARS" and implementing their own agenda. They have gone to such a extent that they are refusing even to discuss matters of officers interest thereby provoking all organizations.

Management is under the impression that branch managers have "ALLADIN KA CHIRAG" for achieving the growth standards. The speed in which the applications for VRS / Resignation are received is the indicator of dictatorial attitude of management. A good management funda prevailing in the industry is RETENTION POLICY, whereas our Bank is adopting the EXIT POLICY. Our effort to bring number of violations to the notice of management, an attitude of WE DON’T CARE has been adopted.

4.     Who is responsible for present position?

Every now and then and in each meeting, Zonal & Regional heads are showing their concern regarding unimaginary loss posted by our Bank, for March 2014. In their communications to branch heads; it is also highlighted as to the huge NPA in our Bank. The few MCBs and top management are the architects of such a huge provision, NPA and loss to the Bank. It is surprising that Bank is attempting to pass the burden of these failures on the shoulders of common masses of officers who are pillars of Bank.

We hope that management will understand the importance of peaceful Industrial Relations for the development and growth of our Bank. But, the management is creating a situation of strife amongst the branch heads resulting in to industrial unrest.

Friends, please be patient. We will come back to you at the appropriate time.

LONG LIVE OUR UNITY

WITH GREETINGS

Yours sincerely,

Sd/-

(S.B.RODE)                                                     

GENERAL SECRETARY