Sunday, November 4, 2012

Xth BPS : Highlights of demands for Bank Officers

Recent Banking News
Following article has been published by the popular site for Bankers, allbankingsolution, For the benefit of our viewers and to reach the maximum number of bankers, we reproduce the same with due acknowledgements to the owners.
Highlights of the Charter of Demands

(a)   The Charter of Demands has been broadly divided into Six Parts  - (1)  Salary Revision and allowances;  (2) Perquisities, Allowances, welfare facilities;  (3) Issues relating to lady officers; (4) Superannuation benefits including those to be extended to retirees; (5) Non Monetary issues like working hours, 5 days week etc; (6) General Bilateral Relationship

Part I : Salary Revision and Allowances :

(b)   The Charter suggests that the present seven scales be reduced to 2 scales as follows:-
a.      Scale I – Manager Grade – integration of the present scale I to IV;
b.      Scale II – Executive Grade – Integration of Scale V,VI and VII
(c)    It suggests that like Government servants,  Grade Pay be introduced for taking up higher responsibilities in the bank;

(d)   DA neutralization should be increased from present 100% to 125% and thus conversion factor be recalculated accordingly;
(e)   DA should be revised on monthly basis depending on the monthly indices released by Government;

(f)     Demands that CPI (IW) for qe 30thSept 2012 at 4876 be taken for the purpose of merger of DA for construction of scales;
(g)   A mid review of scales be undertaken at the end of 2 ½ years (i.e. on 30/04/2015) and DA merged on the lines adopted by Pay Commission;

(h)   It is  suggested that Profession Qualification Pay  be introduced for other qualifications (in addition to CAIIB) like  Business Management, CISA, Treasury Management, Technology, MCA, LLB, Risk, Audit, Costing, HR etc.
(i)     FPP be defreezed and payments be made  more liberal for FPP;

(j)     HRA :  Payments be made as per 6th Pay Commission on area wise basis.   In view of wide gap between leased amount and HRA in lieu of housing accommodation, HRA should have correlation to prevailing leased rentals.  HRA on capital cost basis be based on current market price of property and should be 200% of normal HRA.  Self house should be allowed to be leased;
(k)   Officiating allowance should be 10% of the last stage of the scale;

(l)      There should be at least 20% increase of the Basic Pay and Allowances on promotion from one Scale to other;
(m) CCA should be between 15% and 20% depending on the area of posting;

(n)   Allowance of 20% of Basic Pay for rural postings;
(o)   Closing allowance equal to 15 days of their salary once in 3 months;

(p)   All officers should be eligible for travel by Air with Senior Management allowed to travel by Executive Class;
(q)  Annual increments should be sanctioned on 1st January / 1st July


(a)   Post Allowance : 25% of Basic for Branch Managers and 20% to other officers;
(b)   Risk Allowance :  Lending risk to all sanctioning authorities at all grades; (No amount specified)

(c)    Disturbed Area Allowance : 20% of Basic Pay
(d)   Medical Reimbursement :  Scope of family to be enlarged and Annual Medical Aid to be enhanced (No amount specified)

(e)   Hospitalization Charges : Actual expenditure be reimbursed and more ailments and surgeries be included in the list for reimbursement;
(f)     Leave Fare concession : All officers to be allowed by Air and senior management by Executive Class.  Encashment should be actual expenditure he / she would have incurred had the officer traveled actually by entitled class.  No income tax on such encashment.

(g)   Special Allowances : These should be revisited and other centres and higher amount be paid; Hardship allowance be redefined.
(h)   ExGratia should be introduced and at least one month’s gross salary be paid to al

(i)     Commercial Banking Allowance :  As commercial banking involves risks, officers should be paid Commercial Banking Allownace like in RBI (central banking allowance

Part III : Issues concerning Lady Officers

(j)     A separate transfer / placement policy should be  designed for lady officers and give choice of their place.  Flexi time and flexi place concept be allowed for lady officers.  Lady officers should be accommodated at the place where their spouse is working;
(k)    Creche facilities should be provided for lady officers;
(l)     3 months additional leave be allowed to officers over the age of 45 years;
(m) Paternity leave of 30 days on 2 occasions should be introduced;
(n)   Scope of family be increased for LTC / HTC and medical facilities;

Part IV : Superannuation Benefits

(o)   Pension should also be allowed to be paid on the last pay drawn or 10 months average, whichever is beneficial to the retiring officer;
(p)   DA be converted as Basic Pension as and when the cost of living index increases by about 50%.

(q)   Upgradation of pension above 80 years of age should be made available;
(r)    In respect of all earlier retirees, improve the present Basic Pension as per mutual understanding

(s)    Commutation : Should be revised to 40%  and full pension restored after 10 years;
(t)    DA neutralization should be at par with serving officers;

(u)   VRS should be available in the Pension rules also;
(v)   Pension scheme should be extended to all those who have been denied earlier on the basis of misinterpretation of the understanding reached with IBA

(w) Additional serviceof 5 years be extended to all retirees;
(x)    Family Pension should be at par with Govt and be at 30% of last drawn pay.  Be  paid for 10 years or till 70th year of notional age of the deceased;

(y)   New Pension Scheme : Original pension should be paid even to officers who have joined 01.04.2010;
(z)    Gratuity be paid at rate of one month salary and allowances and without any ceiling and exempted from payment of income tax;

(aa)                       PF should be at the rate of 12% of total salary and allowances.  Should be payable to all employees;
(bb)                      Encashment of Leave : Upto 360 days encashment be allowed to all classes of retirees and exempted as to central government employees;

(cc)Medical scheme for pensioners / retirees should be framed on the lines available to EDs and CMDs
(dd)                      Welfare Activiites : Separate allocation be made for welfare of pensioners and facilities like Holiday Home, clinics, transit house be made eligible for pensioners also;

(ee)                       LFC / HTC facility : Extend the same to all retirees

Part V: Non Monetary – Issues Relating to Working Environment :

(ff)  5 Days Week :  Banks should adopt 5 days week;
(gg)                       Working on any day beyond 7 hours, should be paid at double the normal rate and

(hh)                       Officers required to work on weekly off days should be monetarily compensated and allowed a weekly off also;
(ii)   Leave should be made more flexible

(jj)   CL be increased to 15 and additional 10 days of Restricted holidays be allowed to officers;
(kk)                       Officers be permitted to encash the entire leave on retirement including sick leave and no ceililng be imposed for accumulation of leave.  The officer may be permitted to transfer leave to other officers in case of medical purpose

(ll)   Outsourcing : Work done on regular basis should not be outsourced

PART VI :  General Bilateral Relationships :

We are not discussing these in detail here, as we feel ultimately these will not be part of the Joint Note as these matters are too complex to be part of any Joint Note of the present nature.  


Anonymous said...


Anonymous said...

u can follow this link: ""

According to 10th BPS:
1)40% increment in basic
2)DA: same as of nov-jan 2013 qtr (76.5%) continuity though decrease in rate, now @ 0.12% instead of 0.15% and neutralization at 100%
3)HRA 15%(metros),12%(class 1),10%(class 2),9% (rural) respectively.
4)CCA 10% of new basic.
therefore gross pay for a Bank PO: 40900/- and scale 2 manager: 54700/- and so on.....
though implementation can tk upto 2 accumulation of the amount has been starter w.e.f 1st Nov 2012.......enjoy!!

Anonymous said...

u can follow this link: ""

According to 10th BPS:
1)40% increment in basic
2)DA: same as of nov-jan 2013 qtr (76.5%) continuity though decrease in rate, now @ 0.12% instead of 0.15% and neutralization at 100%
3)HRA 15%(metros),12%(class 1),10%(class 2),9% (rural) respectively.
4)CCA 10% of new basic.
therefore gross pay for a Bank PO: 40900/- and scale 2 manager: 54700/- and so on.....
though implementation can tk upto 2 accumulation of the amount has been starter w.e.f 1st Nov 2012.......enjoy!!

Babu Chari said...

In a shroud of secrecy, not involving a debate in public domain, ignoring the suggestions of the rank an file ,and views and expectations of bankers in various social networking sites like yours , the forum ( I wish to call herein onwards ) as it is no longer untied with a purpose to wrest decent 10 th bipartite wage revision remaining UNITED in the context of all-round increase in the cost of living, erosion in the wages of the employees on account of spiralling price rise, increased workload on the employees, contributions of the employees in improving the business of the Banks, huge a semblance of comparable and reasonable pay structure with comparable and competitive peers, attrition n new recruits and attraction of young talents as fresh recruits as suggested by the viewers of your site. The charter of the forum as rightly mentioned by you lacks innovation , mechanical an exercise in futility. Your site has rightly exposed the hollowness and archaic nature of the charter.

Taking into account the establishment expenditure for 2011 is Rs.54232.88 crores the increase of 45% sought by NUBE
as per conventional distribution will work out to mere 0.17 % of increase in business mix between 2007 -2011 which Rs..3,43,436 crores. OR around abysmally low 8% of the NPA of Rs.1,37,441 crores declared by Public Sector Banks for restructuring for the current year which is not only realizable but just and fair. Not including NUBE , succumbing to the dictates of a solitary union in the forum is disservice done to aspirations and expectations of bank employees who finally had seen a rainbow in horizon when your site published its demands .


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