CBOA-AP CIRCULAR NO. 020 DATED 24.07.2014

CBOA-AP issued its circular No. 020 dated 24.07.2014 reproducing the circular issued by AICBOF on “ARBITRARY CHANGES MADE BY THE MANAGEMENT IN PETROL REIMBURSEMENT SCHEME TO BRANCH MANAGERS”. We are placing the same here  for our readers.

CIRCULAR NO.: GS: 2014: 020                                            Date: 24.07.2014

TO ALL OFFICERS                                                               PLEASE CIRCULATE

Dear Friends,

We reproduce hereunder the Circular No. CIRCULAR/GS/2014/19 dated 21.07.2014 received from our Federation for your information.

With best regards                                                                      

           

Yours sincerely

Sd/-

(C.A. MALLIKARJUNA RAO)

GENERAL SECRETARY

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ARBITRARY CHANGES IN ADDITIONAL PETROL REIMBURSEMENT SCHEME TO BRANCH MANAGERS

From the various circulars issued by our Corporate Management, you must have been realized, by now, that our Management is least sensitive about the feelings of the field functionaries / Branch Managers who are the pillars of our esteemed institution. The clear example of mockery of this is the circular issued regarding additional petrol reimbursement facility hitherto available is converted in such a way as a weapon given to the sanctioning authorities to decline the genuine claims.

FRIENDS, IT IS A CLEAR CASE OF HITTING ONE MORE NAIL ON THE HEADS OF BRANCH MANAGERS AND AT THE SAME TIME ENSURING A PINCH IN THE SHOES. 

We are reproducing a communication sent to our G.M. HRD on this blazing issue for the information of officer community.

Quote

We have come across yet another circular issued by the management as to the curbing of facilities without imagining pros and cons of such arbitrary decisions. Such approach is clearly exhibit that our management continues to indulge in actions violative of harmonious Industrial Relations in the Bank.

Management has suddenly came out with its decision to link the additional petrol reimbursement facility available to Branch Managers based on the STP / MTP performance and so called star awards. This decision is totally illogical and a step towards de-motivating the field functionaries and rather to block the business development activity of the Bank.

"It is believed in the Banks business development theory that to lose one customer, it takes few seconds and alternatively to gain one new customer it takes months together."

If our management believes on this simple fundamental fact, they would not have preferred to issue such a circular unilaterally. The way the circular is drafted, it is giving a message as if the procedure is simplified and to the benefit of the branch managers. Actually it is a weapon given to Sanctioning authorities to decline the claim of additional petrol. This is clear case of not evaluating the human assets in proper perspective. In other words, if you want productivity and other financial rewards that goes with it, YOU MUST TREAT YOUR BRANCH MANGERS AS YOUR MOST IMPORTANT ASSETS.

DEAR MANAGEMENT, DOES IT HAPPEN IN CENTRAL BANK OF INDIA? DO YOU TREAT EMPLOYEES AND OFFICERS AS ASSETS? TOUCH YOUR HEART AND SAY. HAVE THE COURAGE TO ADMIT THAT YOU DON'T.

The top management on one hand is instructing the field functionaries to be on the wheels and not to sit in the cabin and on the other hand stopping wheels by curbing the additional petrol reimbursement facility. It is also a feeling amongst the officer community that management is quoting examples of peer Banks as to their performance but keeping silent over the facilities available in those Banks. 

The wasteful expenditure at corporate level is reaching to new heights which should be the matter of examination and not curbing of such small gestures which will be the matter of gratitude. You will appreciate that not granting equal treatment to thousands is bound to result in serious industrial dispute.

We demand for restoration of earlier system of additional petrol reimbursement.

Unquote

Officers are advised to be aware of this TRAP fabricated by the management. You can observe what an atmosphere is prevailing in our Bank. Can the officers be allowed to face such a treatment? Our organization feels it cannot be. No one relishes the struggle but when one is pushed to the wall, what choice is left?

Yours sincerely,

Sd/-                                                                            

(S.B.RODE)                                                   

CBOA-AP CIRCULAR NO. 019 DATED 15.07.2014

CBOA-AP issued its circular No. 019 dated 15.07.2014 reproducing the circular issued by AICBOF on AN UNTHOUGHTFUL INCIDENCE AND APPROACH OF MANAGEMENT. We are placing the same here for our readers.

CIRCULAR NO.: GS: 2014: 019                                                  Date: 15.07.2014

TO ALL OFFICERS                                                                    PLEASE CIRCULATE

Dear Friends,

We reproduce hereunder the Circular No. CIRCULAR/GS/2014/18 dated 15.07.2014 received from our Federation for your information.

With best regards                                                                        

           

Yours sincerely

Sd/-

(C.A. MALLIKARJUNA RAO)

GENERAL SECRETARY

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AN UNTHOUGHTFUL INCIDENCE AND APPROACH OF MANAGEMENT

The critical phase in which our Bank is passing, it is rather pertinent that management should assiduously peruse the policies which can create a healthy atmosphere. However, to our great distress the situation is reaching to a level where the patience of the officers is weaning out and they are living in a situation of uncertainanty, fear and tension. As a result one of our officer colleagues has gone to the extreme step of committing suicide due to the coercive approach of management. We are reproducing below the communication to the management for your information.

“It is a matter of profound grief and the shockful incidence that took place at Regional Office Sambalpur, where Mr. B.B.Pradhan, Chief Manager has preferred to take such a extreme step of committing suicide which has been confirmed by autopsy report. Despite restraint, one is compelled to record that the whole matter seems to be dubious and questionable. You will appreciate that there is a limit to which the officers can be pressurized and burdened with heavy load of work. If the management does not realize and understand the ground realities, the officers would not be in a position to continue to hold the unbearable work load, pressure, tension of fulfilling targets and fear of unthoughtful disciplinary actions. This embarrassing episode is a matter of anger in the minds of officer community in our Bank and may outburst in any way. It is primary duty of the management that there should be endeavour in bridging gap between law and life.

In the instant case, the member was physically handicapped to the tune of 60% as certified by Government Medical Board and was also getting handicap allowance. In spite of this fact, the member was not retained in the same station on promotion. He was transferred to Sambalpur violating Government guidelines despite his repeated requests and representation. To our utter surprise, the member's request for reversion was also not considered by the management.

At the cost of repetition, we reiterate that the feeling of fear psychosis is increasing in the minds of officer community, who are working under tremendous pressure. And it will be utmost wiser step to understand the present scenario in our Bank, rather than shy away from them or pretending that they do not exist.

Incidentally, you must be aware of the awful incidence in Punjab National Bank, where the officer in scale IV committed suicide due to despotic approach of higher management of that Bank. Though the Bank management has suspended two senior top executives, this buck does not stop here and save the fate of bereaved family due to untimely and unnatural death of an officer. AIBOC, the apex body of our organization has taken a serious note of such unparalleled incidences.

We are afraid that if the management will not evaluate human asset in proper perspective there is fear of repeating such tragic episodes. Is management waiting to have more victims to open their eyes?  We as an organization cannot allow such a situation to prevail. We demand to resist from harassment, humiliation of officers and fix up the accountability for the unnatural death of late Mr. B.B. Pradhan”

Further, recently there was a similar case of suicide in Punjab National Bank, for which AIBOC has taken serious note. We are reproducing the circular issued by AIBOC for your information.

“The incident of suicide committed by Com. Ajay Sehgal, Chief Manager, Sector 20, Panchkula of Punjab National Bank has touched the raw nerve of the rank and file in all banks. The suicide note left behind naming the Circle Head & Field General Manager, PNB, Chandigarh, responsible for this suicide found by the Police authority, has raised serious questions about the philosophy and human resource policies pursued by most Public Sector Banks (PSBs). The issue was highlighted by the local as well as national print media relentlessly and later on by the Television channels.

One will wonder why the entire officers’ class in Punjab National Bank as also in other PSBs were so agitated and anguished by this singular event. The answer lies in the methodology adopted by top functionaries of most PSBs to achieve business targets. The new emerging trend in most PSBs is the belief of top management that the only way of increasing business and meeting targets is by instilling fear amongst junior officers and field functionaries.

Officers are working under tremendous pressure due to acute shortage of staff, lack of proper infrastructure and poor service condition. While Bank’s business has grown many fold & number of branches doubled over the last decade, commensurate recruitment and retention did not take place not only to take care of this additional business but also to man the new branches, which increased stress level across the workforce. AIBOC has been taking up these issues through various fora.

In the evening of 2^nd July 2014 the news of suicide of Com. Sehgal reached the entire country. In the morning of 3^rd July 2014 the suicide note of Com. Ajay Sehgal was found and FIR was lodged by Police. Leaders of AIPNBOA immediately took up with CMD of PNB through SMS & letter on the same day demanding immediate action.

In absence of any immediate response from the Management, AIPNBOA took up the issue with AIBOC and on 4^th July, 2014, chalked out an action programme.  We extended solidarity & called upon all affiliates to join the action programme of AIPNBOA through our SMS / Circular No.47 dated 04.07.2014. 

 

On 5^th July, 2014, noon, the Top Management of PNB discussed the entire issue with the leadership of AIPNBOA and expressed sorrow over the unfortunate death of the officer and called for maintaining restrain in this hour of crisis.

On the night of 8^th July 2014, PNB Management took further action and suspended both Circle Head & FGM, Chandigarh pending enquiry as demanded by AIPNBOA”

Friends, let's prey to almighty for the eternal peace to the departed souls and to grant their family members the strength to bear this irreparable loss. It is time to take a oath against vindictive butchery approach of management and this is also the time to arise and awake and we should not stop till our goal is reached. That will be the true homage to the departed souls.

Yours sincerely,

Sd/-

(S.B.RODE)                                                     

GENERAL SECRETARY

CBOA-AP CIRCULAR NO. 018 DATED 30.06.2014

CBOA-AP issued its circular No. 018 dated 30.06.2014 reproducing AICBOF circular on THE MEMORANDUM SUBMITTED BY THE UFBU TO THE F.M. We are placing the same here for our readers.

CIRCULAR NO.: GS: 2014: 018                                        Date: 30.06.2014

TO ALL OFFICERS                                                             PLEASE CIRCULATE

Dear Friends,

We reproduce hereunder the Circular No. CIRCULAR/GS/2014/17 dated 30.06.2014 received from our Federation for your information.

With best regards                                                                   

           

Yours sincerely

Sd/-

(C.A. MALLIKARJUNA RAO)

GENERAL SECRETARY

...........................................................................................................

“We reproduce, hereunder, the copy of the memorandum submitted by the UFBU to the FM for your information.

“We submit, for your kind perusal and information, the present position with regard to the negotiations between the Indian Banks’ Association (IBA) and United Forum of Bank Unions (UFBU) on the revision of wages and service conditions of Bank employees/officers.

United Forum of Bank Unions (UFBU) is the umbrella forum of 5 workmen unions and 4 officers’ associations in the Banking Industry covering 1 million workmen and officers and is currently on wage negotiations with Indian Banks’ Association (IBA).  The wages and service conditions in the Banking Sector are governed by the Industry-level Bipartite Settlements signed between the IBA and the Negotiating Unions/Associations of Bank employees/ officers.  The term of the last settlement (9^th bipartite agreement) came to an end on 31.10.2012 and the revision of wages and other service conditions has become due since 01.11.2012.

            UFBU has submitted its Charter of Demands to IBA on 30.10.2012 before expiry of the previous Bipartite Settlement and requested IBA to adopt a time-bound programme to hold the negotiations on the demands and to expedite the settlement as early as possible.  More than 10 rounds of discussions have taken place between IBA and UFBU so far on the issue but IBA is delaying the settlement. Despite a lapse of 20 months since starting of negotiations, no significant improvement is made towards expeditious conclusion of settlement.  Moreover, IBA is offering the least increase quoting non-affordability of banks in paying higher wages partly because of increase in Non-Performing Assets (NPAs).

PERFORMANCE OF PUBLIC SECTOR BANKS:

In Public Sector Banks, the profitability, Business per employee and Profit per employee are on the increasing trend only, which is also the basic yardstick for measuring the affordability of banks for increase in wages.  The data relating to public sector banks as on March 2012 vis-à-vis the position as on March 2007 is furnished below for your kind reference:

S.No.	Particulars	As on March 2007	As on March 2012
01	Number of Branches	49,573	67,930
02	Total Business	Rs.33 lac Crs.	Rs.85 lac Crs.
03	Operating Profit	Rs.42,655 Crs.	Rs.1,16,335 Crs.
04	Business per Employee	Rs.7.55 Crs.	Rs.15.01 Crs.
05	Profit per Employee	Rs.4.57 Crs.	Rs.8.42 Crs.

It is evident from the above statistical data that the performance of Public Sector Banks is impressive and continuously on the increase.  Whereas the bank employees are not compensated with adequate remuneration in relation to the types of jobs performed and the risks involved thereat.

Our demand for respectable revision of wages considering the due share in the prosperity of the banks on account of increasing profits is just and reasonable.  The erosion in profits is mainly due to apportioning of huge amount of profits towards provisions and write-offs of bad loans, which cannot be attributed as a reason for denying our just legitimate demand.  The brief details of such provisions and write-offs of bad loans in the last years are furnished hereunder:

(Rs. In Crores)

Year	Gross Oper Profits (Rs.)	Provns made for Bad Loans (Rs.)	Bad Loans Written-off (Rs.)	Net Profit (Rs.)
2008-09	66,972	11,121	6,966	34,392
2009-10	76,861	18,036	11,185	39,257
2010-11	99,981	29,830	17,794	44,901
2011-12	1,16,335	38,177	15,551	49,514
2012-13	1,21,943	43,102	27,013	50,583

a.    OTHER FACTORS JUSTIFYING OUR DEMAND FOR INCREASED WAGES:

             The spiraling rate of inflation has made the life of bank employees miserable and also eroded the value of their earnings; The wages should go well with the present standard of living, which has undergone a remarkable change with increase in basic requirements; Due to the increase in attrition rate, more number of employees needs to be recruited and reasonable wages need to be offered to retain them inasmuch as, the other comparable sectors offer more to their employees.  This would not only encourage and motivate the employees but also would ensure perfect growth of the institution.

b.    WAGES IN OTHER COMPARABLE SECTORS:

01	Coal India Ltd.	25% increase in Gross Wages
02	Steel Authority of India Ltd.	16% increase in basic and D.A Plus 6% increase in Perks
03	Indication by the previous Govt to 7th Pay Commission	30 – 35% salary hike
04	Interim Relief	The interim relief provided by various State Govts and others ranges between 25% and 30%

It may not be out of place to mention here the observations of the Tribunal headed by Shri Sastry, popularly known as ‘Sastry Award’ that the Bank employees and officers deal with huge amount of public money, hence it is all the more necessary to compensate them with adequate salary and allowances so that they are contended and do not succumb to the temptations that often come in their way, oftener than in most other industries. Historically, bank employees and officers were paid higher salary than the Government employees and officers of comparable levels due to various factors like accountability, transferability, responsibility and role-sensitivity. However, subsequent Pay Commissions have given a go by to the concept of pay parity and the salary of bank employees and officers has come down substantially when compared to their peers in the country particularly after implementation of Sixth Pay Commission and consequent salary revisions in other public sector undertakings. Presently, the bank employees and officers are far below their peers in respect of Salary and Allowances.

The percentage increase in the last wage revision, i.e., 9^th Bipartite Settlement, for bank employees/officers was capped at 17.5% on total cost, though the revision in other public sector undertakings was in the range of 23-25%, because of additional cost on account of one more option to pension.  The spiraling cost of living and the high rate of inflation in the last years made the life of common man miserable.   As against the reasonable demand of 25% increase in the pay slip components, the IBA has offered a very meager 11% increase in pay slip components.

Banks also have affordability for a respectable wage revision due to the increasing trend in the profitability of all banks and also considering the fact that the cost of wage bill would slide down due to reduction of staff strength on account of huge retirements.  The scheduled retirements of around 15% of employees during the 5-year settlement period would automatically reduce the wage bill expenses even if replaced by recruitment”

Further developments would be informed shortly.

Yours sincerely,

Sd/-

(S.B.RODE)                                 

GENERAL SECRETARY  

CBOA-AP CIRCULAR NO. 017 DATED 29.06.2014

CBOA-AP issued its circular No. 017 dated 29.06.2014 reproducing the AICBOF circular on a communication sent to the management ON THEIR LOSING SIGHT OF IMPORTANCE OF BILATERALISM & DEPLORABLE ACT OF THE MANAGEMENT. We are placing the same here for our readers.

CIRCULAR NO.: GS: 2014: 017                                             Date: 29.06.2014

TO ALL OFFICERS                                                               PLEASE CIRCULATE

Dear Friends,

We reproduce hereunder the Circular No. CIRCULAR/GS/2014/16 dated 23.06.2014 received from our Federation for your information.

With best regards                                                                      

           

Yours sincerely

Sd/-

(C.A. MALLIKARJUNA RAO)

GENERAL SECRETARY

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MANAGEMENT LOST SIGHT OF IMPORTANCE OF BILATERALISM

We furnish hereunder the communication sent to the management for the information of all officers:

“We are surprised to receive the communication from the management about the steep reduction in number of joint discussions at various levels as well as the number of participants. For the last 10 months, management refused to hold the joint discussions particularly at central office, which is the birth place  of Unilateralism, Authoritarianism and Adhocism.

Bilateralism which is one of the cardinal principle and of course prerequisite for healthy industrial relations is continued to be trampled underfoot and unprecedented and unwarranted provocation is attempted to slight and gag the voice of the Trade unions. The preaching is “reduce the avoidable spending, but practice is increased avoidable spending”. Several instances can be quoted. Priorities are getting changed & indiscreet and extravagance is being felt in several areas. At a time when morale is sagging, everyday new things are coming out to further demoralize the loyal, sincere, honest insiders. Management wants to keep their eyes closed towards the problems of the officers and the requirement of the Bank, until the officers continue to accept the overburdening even at the cost of their health and family.

We strongly protest over the way of shunning doors of collective bargaining through the insidious process of reduction in the number of times at various levels as well as the number of participants. We again request the management to bring back our suggestion of twice at central office and Zonal offices & four times at Regional offices”.

DEPLORABLE ACT OF THE MANAGEMENT

Our management have shown their true colour. Humanism and positive human relations are continued to be treated with disdain and our management derives pleasure and gloats over the industrial unrest in our bank. Vide GOI direction F.No 302/33/2/87 SCT (8) of DOB division dated 15^th Feb 1988,  physically  handicapped  employees and  officers  should  be  exempted from transfer and should be placed on promotion nearest to the original place of posting, if there is no vacancy in the present station.

What really happened to some of the differently abled officers that too an officer who is the creator of “ALL IN ONE PROJECT” have been shunted out to the far off Pune zone from Chennai, even though there is a clear vacancy at Chennai NBO (whereas Madurai NBO which is much smaller in size of business dealing have been provided with one S-III- IT officer, but there is no provision  for S-III officer as per the staffing pattern). Former CMD of our bank felicitated this officer for his creativity in the field of Information technology and now the same officer who is known to all the branches in the country, have been thrown like a dust.

The above act of the management in killing the instinct of creativity of the officer, is a clear indication of hostility towards the officers of differently abled. What wrong have differently abled officers done?

With the management paying no heed to the officers of physically challenged in placing them on promotion in the same station, we have decided to take up at the appropriate authorities for the redressal of the inhuman treatment”

We still hope the Management will understand the seriousness of the above matters and will take corrective steps.

WITH WARM GREETINGS.

Yours sincerely,

Sd/- (S.B.RODE)                                           

GENERAL SECRETARY

CBOA-AP CIRCULAR NO. 016 DATED 28.06.2014

CBOA-AP issued its circular No. 016 dated 28.06.2014 making an appeal to members and officers on signing debit authorities. We are placing the same here for our readers.

CIRCULAR NO.: GS: 2014: 016                                              Date: 28.06.2014

TO ALL OFFICERS                                                                    PLEASE CIRCULATE

Dear Friends,

APPEAL TO ALL OUR MEMBERS AND OFFICERS

At the outset, we congratulate and convey our sincere thanks to all our members for being with our Organisation and for their unstinted and wholehearted support to the cause of Officers’ Community.

It is a known fact that All India Bank Officers’ Confederation to which All India Central Bank Officers’ Confederation is affiliated is an apolitical and the Single Largest Supervisory Organisation in the world.

Today, Bank Officers are having a well defined set of Service Conditions and Conduct Regulations because of the dedicated and continuous efforts of the Dynamic Leadership of AIBOC.

Like any other Bank or Organisation, we are also having Trade Unions in our Bank. In our Bank, as far as Officers’ are concerned, All India Central Bank Officers’ Confederation (Affiliated to AIBOC) is the Majority Organisation for officers.

The main objectives of our Confederation shall be:

Ø  To organize and unite all persons employed in Supervisory, Administrative and Managerial capacities in Banks and to develop camaraderie and esprit de corps amongst them;

Ø  To secure for Officers of Banks through negotiation, collective bargaining or any other constitutional and legal process, adequate compensation for the services rendered by them to the Banks, fair conditions of service and terminal benefits, effective machinery for redressal of grievances and protection against victimization and exploitative practices of the management;

Ø  To do all that is necessary and possible, through legitimate means, for raising the standard of life, efficiency and knowledge to secure health, well being, career, happiness and to promote and safeguard the interests, rights and privileges of the Officers of Banks.

All of you must be knowing that there is another Minority Union for Officers’ in our Bank which is an extended arm of Award Staff Union. “The so called Officers’ Union is For Officers, By Award Staff and Of the Award Staff”.

“Whereas, All India Central Bank Officers’ Confederation is For Officers, By Officers, and Of the Officers”.

Any Trade Union is supposed to have some Ethics, Responsibility and Answerability towards their members. But, the said Minority Officers’ Union is Trading with Members and with Management for the benefit of few handful persons (Hench-men) which is unfortunate.

It is the prerogative of the Officers to join an Organisation as per their choice. But, recently we have come across certain unfortunate incidents where some Officers joined our Organisation by submitting Membership Form, but the said Minority Officers’ Union submitted the old Membership Forms submitted by the said Officers’ while they were in that union. Pity is that the said Minority Officers’ Union submitted the Membership Forms in presence of the said Officers against their wish and inspite of their specific written communication to Management that they want to become members of our Organisation.

Friends, please think that how far it is justified? Is it fair on the part of the Minority Officers’ Union to restrict the Officers’ to become members of our Organisation and to keep them NEUTRAL for months together?

Friends, it is an Eye-opener to all of us. We appeal to the entire Officers’ Community not to give Multiple Membership Forms and also not to give innumerable number of Membership Forms.

We believe that all Officers’ shall be alert and not give scope to Minority Officers’ Union to play mischief with the Membership Forms held with them.

Friends, we are of the firm opinion that all the Officers in our Bank should join the main stream for officers’ community i.e. All India Central Bank Officers’ Confederation which is pioneer Organisation.

Last but not the least, we assure that our Federation shall strive for betterment of Officers’ Community for their welfare and dignity.

With Best Regards,

Sd/-                                                              Sd/-

(D.V. KRISHNA RAO)                             (C.A. MALLIKARJUNA RAO)

PRESIDENT                                              GENERAL SECRETARY

OFFICERS’ COMMUNITY    ……     ZINDABAD

A.I.B.O.C.                               ……     ZINDABAD

A.I.C.B.O.F                             ……     ZINDABAD

C.B.O.A.                                 ……     ZINDABAD