Updated as on 31st Mar 2023

Volume - 2
Index

Chapter Subject Page

No. No.
1 Recruitment 2
2 Probation, Confirmation, Extension, Retirement, Resignation 64
etc.
3 Career Progression 79
4 Out-of-Cadre Promotion 125
5 Pay & Allowances 163
6 Hours of Work, Staggering of Working Hours and Over Time 220
7 Leave Rules 242
8 Transfer Policy & Redeployment of Staff 308
9 Medical Facilities 323
10 Disciplinary Action and Procedure thereof 364
11 Watch & Ward Staff – Periodical Check-up of Physical Fitness 441
12 Dress Code, Uniform & Liveries 444
13 Staff Welfare Facilities /Activities 455
14 i. SBI scheme for Compassionate Appointment in exceptional 511
circumstances
ii. SBI scheme for payment of Ex-gratia lumpsum amount in 516
lieu of Compassionate Appointment

15 A. Employee Grievance Redressal System/ 568

B. Prevention of Sexual Harassment at Workplace 574
16 Personal Guarantees for Loans 591
17 Bringing Political or other outside pressure in regard to 597
Service matters
18 i. Code of Discipline in the Industry 601
ii. Various Industrial Relations Machinery in our Bank 610
iii. Various facilities to recognized Unions 613
iv. Industrial Relations (Including Strike etc.) Issues-FAQs 621
19 i. Authority Structure- Disciplinary Cases 653
ii. Delegation of Administrative & Financial Powers in Staff 656
matters

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 CHAPTER-1
RECRUITMENT

1.1 INTRODUCTION
To keep pace with the ever-increasing customer expectations, technology
initiatives of the Bank and competition in the marketplace, a need was felt to
put in place a formal recruitment policy for the Bank. The Recruitment Policy
was formulated and approved by the Central Board of the bank in its meeting
held on the 12th December 2003. The policy is modified from time to time.

1.2 RECRUITMENT PROCESS:

1.2.1 Clerical Cadre:

The Bank may recruit personnel to meet its requirements in the clerical grade.
1.3 Channels of Recruitment

1.3.1 Clerical Cadre

The Bank may recruit, depending upon its need of skills required, personnel in
the clerical grade, as and when required.

1.3.1.1 Nature of Recruitment

The recruitment may be for regular service or on contract for a specified period
and terms and conditions.

1.4 Reservation
The reservation of vacancies for various categories e.g. SC/ST/OBC/EWS/ Ex-
Servicemen/PWD all categories, Widow, Divorced women and women judicially
separated etc. would be made applicable as per Government of India guidelines
applicable from time to time.

1.5 Eligibility:
Clerical Cadre- (as on Cut Off Date specified in Exam Notification)

1.5.1 (A) Essential Academic Qualifications:

Graduation in any discipline from a recognised University or any equivalent

qualification recognised as such by the Central Government. Candidates having
integrated dual degree (IDD) certificate should ensure that the date of passing
the IDD is on or before the cut off date.

Those who are in the final year/semester of their graduation may also apply
provisionally subject to the condition that, if provisionally selected, they will

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 have to produce proof of having passed the graduation examination on or before
the cut off date.

Note
(a) The date of passing eligibility examination will be the date appearing on the
mark sheet/certificate or provisional certificate issued by the University/
Institute. In case the result of a particular examination is posted on the website
of the University/ Institute, a certificate issued by the appropriate authority of
the University/Institute indicating the date on which the result was posted on
the website will be taken as the date of passing.

(b) Matriculate Ex-servicemen, who have obtained the Indian Army Special
Certificate of Education or corresponding certificate in the Navy or Air Force,
after having completed not less than 15 years of service in Armed Forces of the
Union are also eligible for the post. Such certificates should be dated on or before
the cut off date.

1.5.2 Age: (As on Cut-off date)

(i) Not below 20 years and not above 28 years as on cut off date.
(ii) The upper age limit will be relaxed as under: -

Sr. No. Category Age Relaxation

1. SC/ST 5 years
2. Other Backward Classes (OBC) 3 years
3. PWD (Gen) 10 years
4. PWD (SC/ST) 15 years
5. PWD (OBC) 13 years
6. Ex-Servicemen / Actual period of service rendered
Disabled Ex- Servicemen in defence services + 3 years (8
years for Disabled Ex-Servicemen
belonging to SC/ST) subject to
max. age of 50 years
7. Widows, Divorced women and 7 years (subject to maximum age
women judicially separated from limit of 35 years for General and
their husbands & who are not 38 years for OBC & 40 years for
remarried SC / ST candidates)

NOTE
(i) Candidates seeking age relaxation are required to submit copies of
necessary certificate(s) at the time of joining, if qualified.

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 (ii) No change in the category of any candidate is permitted after registration
of online application. No correspondence/ email/phone will be entertained
in this regard
(iii) Cumulative age relaxation will not be available either under above items
or in combination with any other item.

1.5.3 Other Eligibility Criteria:

a. The candidates should be proficient (able to read, write, speak and

understand) in the official language of the State, vacancy for which they are
appearing.
b. At the time of applying for the post, candidates can give option as to on
selection, in which State he/she will be willing to join. Accordingly, his/her
candidature will be considered against the vacancies of that State only.
c. The candidates who are already working in SBI in the clerical or officer cadre
are not eligible to apply. The candidates who were earlier employed in SBI
and resigned from the Bank while in clerical or officer cadre are also not
eligible.
d. Candidates with record of default in repayment of loans/credit card dues
and/or against whose name adverse report of CIBIL or any other external
agencies is available are not eligible to apply for the post.
e. Candidates, against whom there is/are adverse report regarding character &
antecedents, moral turpitude, are not eligible to apply.

1.6 PROVISIONS RELATING TO EX-SERVICEMEN

a. Ex-Servicemen: Only those candidates shall be treated as Ex-Servicemen who

fulfil the revised definition as laid down in Government of India, Ministry of
Home Affairs Department dated 27th October, 1986 as amended from time to
time.
b. Disabled Ex-Servicemen: Ex-Servicemen who while serving in Armed Forces
of the Union were disabled in operation against the enemy or in disturbed areas
shall be treated as Disabled Ex-Servicemen.
c. Dependents of Servicemen killed in action

Servicemen killed in the following operations would be deemed to have been

killed in action attributable to Military Service

(a) war
(b) warlike operations or border skirmishes either with Pakistan on cease fire line
or any other country
(c) Fighting against armed hostiles in a counter insurgency environment viz.
Nagaland, Mizoram, etc.

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 (d) Serving with peace-keeping mission abroad
(e) Laying or clearance of mines including enemy mines as also mine sweeping
operation between one month before and three months after conclusion of an
operation
(f) Frostbite during actual operations or during the period specified by the
Government
(g) Dealing with agitating Para- Military forces personnel
(h) IPKF personnel killed during the operations in Sri Lanka.

For the purpose of this reservation, the member of the family would include his
widow, son and daughter or near relations who agree to support his family. The
relaxation in upper age and educational qualifications available to Ex-
servicemen will not be available to dependents of Servicemen killed in action.

NOTE:

A)

(i) Candidates, who are released / retired from Armed Forces, are required to
submit a certificate if they do not possess discharge certificate/booklet,
(ii) The candidates, who are still serving in Armed Forces and desirous of
applying under Ex-Servicemen category will be required to submit a
certificate from the competent authority showing his/her date of completion
of the specific period of engagement (SPE) along with declaration. Such
candidates, whose SPE is completed on or before the date which will be
stipulated by the Bank only will be eligible to apply under this recruitment.
They will also be required to submit the release letter along with a self
declaration at the time of joining the Bank that he/she is entitled to the
benefits admissible to Ex-Servicemen in terms of Govt. of India rules,
(iii) Those candidates, who have already completed their initial period of
engagement and are on extended assignment, are required to submit
certificate. If selected, such candidates mentioned in (ii) and (iii) above,
should get released and join the Bank on or before the date which will be
stipulated by the Bank. These certificates are required to be submitted at the
time of interview/ joining (if interviews are not conducted) invariably.

B) The Territorial Army Personnel will be treated as Ex-Servicemen w.e.f.

15.11.1986.

C) An Ex-Serviceman who has once joined a Government job on the civil side after
availing of the benefits given to him as an Ex-Serviceman for his re-
employment, his Ex Serviceman status will be governed in terms of OM
No.36034/1/2014-Estt. (Res.) dated 14.08.2014 of Government of India, Ministry
of Personnel, Public Grievances and Pensions.

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1.7 RESERVATION PROVISIONS RELATING TO PWD CANDIDATES:
Vacancies are reserved for Disabled (Physically Challenged) Persons under
Section 33 of the Persons with Disabilities (Equal Opportunities, Protection of
Rights and Full Participation) Act, 1995 (1 of 1996) as per government
guidelines. 4% horizontal reservation has been provided to Persons with
Benchmark Disabilities as per section 34 of “Rights of Persons with Disabilities
Act (RPWD), 2016”. The post is identified suitable for the Persons with
undernoted categories of disabilities as defined in the Schedule of RPWD Act
2016:

A. Locomotor Disabilities (LD):

A person's inability to execute distinctive activities associated with movement
of self and objects resulting from affliction of musculoskeletal or nervous system
or both, including Cerebral Palsy, Leprosy Cured, Dwarfism, Muscular
Dystrophy and Acid Attack Victims. Orthopedically challenged persons are
covered under locomotor disability with following benchmark:
OA - One arm affected (Right or Left)
OL - One leg affected (Right or Left)
OAL - One arm & One Leg affected
BL - Both legs affected but not arms

Persons with OA and OAL category should have normal bilateral hand
functions.
a. "Leprosy cured person" means a person who has been cured of leprosy but is
suffering from:
(i) Loss of sensation in hands or feet as well as loss of sensation and paresis
in the eye and eye-lid but with no manifest deformity;
(ii) Manifest deformity and paresis but having sufficient mobility in their
hands and feet to enable them to engage in normal economic activity;
(iii) Extreme physical deformity as well as advanced age which prevents him/
her from undertaking any gainful occupation, and the expression "leprosy
cured" shall be construed accordingly.
b. “Cerebral palsy" means a Group of non-progressive neurological conditions
affecting body movements and muscle coordination, caused by damage to one
or more specific areas of the brain, usually occurring before, during or shortly
after birth;
c. "Dwarfism" means a medical or genetic condition resulting in an adult height
of 4 feet 10 inches (147 centimeters) or less;
d. "Muscular dystrophy" means a group of hereditary genetic muscle disease
that weakens the muscles that move the human body and persons with
multiple dystrophy have incorrect and missing information in their genes,
which prevents them from making the proteins they need for healthy muscles.

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 It is characterised by progressive skeletal muscle weakness, defects in muscle
proteins, and the death of muscle cells and tissue;
e. "Acid attack victims" means a person disfigured due to violent assaults by
throwing of acid or similar corrosive substance.

B. Visual Impairment (VI):

Only those Visually Impaired (VI) persons who suffer from any one of the
following conditions, after best correction, are eligible to apply.

a. Blindness:
(i) Total absence of sight; OR
(ii) Visual acuity less than 3/60 or less than 10/200 (Snellen) in the better
eye with best possible correction; OR
(iii) Limitation of the field of vision subtending an angle of less than 10
degree. OR
b. Low Vision:
(i) Visual acuity not exceeding 6/18 or less than 20/60 upto 3/60 or upto
10/200 (Snellen) in the better eye with best possible corrections; OR
(ii) Limitation of the field of vision subtending an angle of less than 40
degree up to 10 degrees.

C. Hearing Impaired (HI):

a) Deaf means person having 70 DB hearing loss in speech frequencies in both
ears.
b) Hard of Hearing means person having 60 DB to 70 DB hearing loss in speech
frequencies in both ears.

D. ‘d' & ‘e':

Only those persons, who suffer from any one of the following types of
disabilities, are eligible to apply under this category:
a. “Specific Learning Disability” (SLD) means a heterogeneous group of
conditions wherein there is a deficit in processing language, spoken or
written, that may manifest itself as a difficulty to comprehend, speak, read,
write, spell, or to do mathematical calculations and includes such conditions
as perceptual disabilities, dyslexia, dysgraphia, dyscalculia, dyspraxia and
developmental aphasia.
b. “Mental Illness” (MI) means a substantial disorder of thinking, mood,
perception, orientation or memory that grossly impairs judgment,
behaviour, capacity to recognise reality or ability to meet the ordinary
demands of life but does not include retardation which is a condition of
arrested or incomplete development of mind of a person, specially
characterised by sub normality of intelligence.

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 c. "Autism spectrum disorder" (ASD) means a neuro-developmental
condition typically appearing in the first three years of life that significantly
affects a person's ability to communicate, understand relationships and
relate to others, and is frequently associated with unusual or stereotypical
rituals or behaviours.
d. “Multiple Disabilities” means multiple disabilities amongst LD, VI, HI,
SLD, MI & ASD.

Note: Only “person with benchmark disability” would be eligible for reservation
with not less than 40% of a specified disability where specified disability has
not been defined in measurable terms and includes a person with disability
where specified disability has been defined in measurable terms, as certified
by the certifying authority.

A person who wants to avail the benefit of reservation will have to submit a
latest Disability Certificate, on prescribed format, issued by Medical
Authority or any other notified Competent Authority (Certifying Authority)
in the district of the applicant's residence as mentioned in the proof of
residence in the application. The certificate should be dated on or before last
date of registration of application.

1.7.1 Use of Scribe & compensatory time:

The facility of scribe would be allowed to a person who has disability of 40% or
more if so desired by the person and is meant for only those persons with
disability who have physical limitation to write including that of speed. In all
such cases where a scribe is used, the following rules will apply:
a. Candidates eligible for and who wish to use the services of scribe in the exam
should carefully indicate the same in their online application form.
b. Both the candidate and the scribe will have to give a suitable undertaking, in
the prescribed format with passport size photograph of the scribe at the time
of online examination.
c. Such candidates who are eligible to use a scribe shall be eligible for
compensatory time of 20 minutes for every hour of the examination whether
availing the facility of scribe or not.
d. Candidate will have to arrange their own scribe at their own cost.
e. Any candidate who is not eligible to use scribe as per guidelines, as referred
above, uses scribe in the online examination shall be disqualified to participate
further in the recruitment process.
f. Any candidate who is using scribe should ensure that he is eligible to use scribe
in the exam as per the guidelines mentioned above.

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 g. Any candidate using scribe in violation of the above guidelines shall stand
disqualified and can be removed from service without notice, if already joined
the Bank.
h. Scribe will be allowed to be used as per the guidelines issued vide Office
Memorandum F.No.16-110/2003-DDIII dated February 26, 2013, of
Government of India, Ministry of Social Justice & Empowerment, Department
of Disability Affairs, New Delhi and clarification issued by Government of
India, Ministry of Financial, Deptt. of Financial Services vide letter No. F. No.
3/2/2013-Welfare dated 26.04.2013.

1.8 Selection Procedure:

The selection process will consist of on-line test (preliminary & main
examinations) and test of specified opted local language.

A. Phase-I: Preliminary Examination:

Preliminary Examination consisting of Objective Tests for 100 marks will be

conducted online. This test would be of 1 hour duration consisting of 3 Sections as
follows:

Sl. No. of Duration

Name of test Marks
No. Questions
1. English Language 30 30 20 minutes
2. Numerical Ability 35 35 20 minutes
3. Reasoning Ability 35 35 20 minutes
Total 100 100 1 hour

Each test will have a separate timing as mentioned above. There will be negative
marks for wrong answers in the Objective tests. 1/4 th of mark assigned for
question will be deducted for each wrong answer. No minimum qualifying marks
are prescribed for individual test OR for aggregate score. Section wise marks will
not be maintained.

Adequate number of candidates in each category as decided by the Bank

(approximately 10 times the numbers of vacancies. subject to availability) will be
shortlisted for the Main Exam from the list of all candidates arranged in
descending order of aggregate marks scored.

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 B. Phase – II:
a. Main Examination:

The structure of main examination (online objective type) would be as follows:

Sl No. of
Name of test Marks Duration
No Questions
General / Financial
1. 50 50 35 minutes
Awareness
2. General English 40 40 35 minutes

3. Quantitative Aptitude 50 50 45 minutes

Reasoning Ability &

4. 50 60 45 minutes
Computer Aptitude

Total 190 200 2 Hours 40 minutes

Each test will have a separate timing as mentioned above.

✓ The questions in objective tests, except for the test of General English, will
be bilingual i.e., English & Hindi. There will be negative marks for wrong
answers in the Objective tests. 1/4th of mark assigned for question will be
deducted for each wrong answer.

✓ Candidates are required to score a minimum percentage mark on aggregate

(For SC/ST/OBC/PWD/XS/DXS candidates, 5% relaxation available
thereon). Minimum qualifying marks on aggregate will be decided by the
bank. No minimum qualifying marks for individual subject are prescribed.
Section wise marks will not be maintained. Merit list will be drawn State
wise, category wise. Candidates qualified in the test (main examination)
will be placed according to their aggregate marks in descending order in
respective States and Categories.

b. Test of Specified Opted Local Language

➢ Those who produce 10th or 12th standard mark sheet/certificate evidencing

having studied the specified opted local language will not be subjected to
any Language test.
➢ In case of others (qualified for selection), specified opted local language test
will be conducted after provisional selection but before joining. Candidates
not found to be proficient in official and / or local language would be
disqualified.

C. Provisional Selection (Subject to qualifying specified opted local language)

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 The marks obtained in the Preliminary Examination (Phase-I) will not be added
for the selection and only the aggregate marks obtained in Main Examination
(Phase-II) will be considered for preparation of the final merit list. Provisional
selection will be made on the basis of candidate's performance in the test (main
examination).

D. Final Selection

After provisional selection, the final selection will be made on the basis of
candidate's performance in the test of knowledge of official and/ or local language
subject to verification of eligibility for the post and information furnished in the
online application.

E. Wait List

A wait list of up to 50% of vacancies (State-category wise) will be maintained.

Candidates will be released from this waitlist on quarterly basis against non-
joining and resignation out of the current batch only, subject to the candidates
securing minimum qualifying marks as may be stipulated by the Bank for
selection. This wait list will be valid for a period of one year from the date of
declaration of final result.

1.9 RECRUITMENT OF AGRICULTURAL ASSOCIATES

Qualification:
Diploma in Agriculture / Allied activities, with minimum of aggregate 60%
marks (minimum 2 years full-time course after Class X, approved by State
Govt.) OR
A Degree (Graduation level) in Agriculture or allied activities from a recognized
University.
All other eligibility conditions will be as per regular Associates.
1.10 SPECIALIST / TECHNICAL POSTS
Officer Cadre Clerical Cadre Subordinate Staff
Engineer (Civil) Armourer Driver
Engineer (C&C) Pharmacist Nurse Guard
Engineer (Electrical) A.C. Plant operator Electrician
Electrician (Electrical
Engineer (Fire) A.C. Attendant
Supervisor)
Liaison Control Room Operator Sanitary fitter
Security Watchman
System Fireman
Fire Officer Liftman
Archivist Cook

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 The Bank may, however, have the right to include/exclude any category of specialist
employee and the discretion in this regard may be vested with DMD&CDO.

1.11 RECRUITMENT OF BANK GUARDS

(Letter No. HR:IR:SPL: 429 dated 16.12.2010)
(Letter No. HR/IR/SKJ/2472 dated 29.02.2020)
Eligibility Criteria

A. Upper Age Limit: 45 years as on 1st October of the calendar year, in which
the recruitment sanction is accorded by the IR Dept, Corporate Centre.
B. Civil Educational Qualification: A Pass in 8th Standard or its equivalent
but the candidate should not have passed Graduate examination or its
equivalent.
C. Defence Service: Ex-Servicemen who have retired from the Defence Services
i.e. Army, Navy, or Air Force, after completing full colour service i.e. minimum
15 years of service and have not taken premature retirement on
medical/disciplinary grounds or have not been medically boarded out.
D. Rank: Havildar or below in the Army or equivalent in Navy/Air Force.
Honorary Naib Subedars or equivalent will not be eligible.
E. Character: Minimum requirement will be “GOOD”
F. Medical Requirement: ‘AYE’ or SHAPE-I at the time of release from the
Armed Forces, as entered in the discharge Book

(Candidates from ‘Fighting Arms’ as well as ‘Services’ from Army, Navy

or Air Force are eligible for applying for the post of Bank Guard.

The following procedure in recruitment of Guards are to be followed:

a. The Circle will henceforth assess the vacancy position of Guards each year in
the month of March for the next financial year in terms of extant guidelines and
a consolidated statement (format enclosed) duly signed by Chief General
Manager of the Circle should be submitted to Corporate Centre for prior
administrative clearance. Only on receipt of specific approval from DMD &
CDO, the Circle should start the process of recruitment of guards.

b. Thereafter, the State Sainik Board of respective states should be requested to

sponsor eligible ex-servicemen candidates for recruitment of Guards by sending
a list of district wise vacancy position. A copy of the communication should be
sent to all Zila Sainik Board for their information and wide publicity. Zila Sainik
Boards, however, be advised not to sponsor any names directly to the Bank
unless they have been called to do so. In the request letter to State Sainik Board,
the Local Head Office should mention the ceiling on number of candidates to be

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 sponsored so that total number of candidates is not more than 20 times of the
vacancies for screening at LHO level. Wherever State Sainik Board is not in a
position to sponsor names or express their inability to the Bank after lapse of a
reasonable period, all the Zila Sainik Board(s) be asked to sponsor names to the
Bank.

c. The candidates sponsored should not be more than 20 times, the number of
vacancies which will be screened at LHO level as hitherto and maximum 5
candidates against a vacancy should be called for physical test and interview to
select the best candidates.

d. The State / Zila Sainik Board should be made clear that candidates recruited
shall be posted anywhere in the state depending on vacancy and administrative
exigencies. The names of ex-servicemen, who are not interested to serve
anywhere in the State should not be sponsored by the Sainik Boards.
e. Wherever total number of ex-servicemen sponsored by the State Sainik Board
is more than 5 times of vacancy, a screening committee may be constituted with
representative of State / Zila Sainik Board, senior most officer of Circle Security
Department and an official not below the rank of SMGS IV nominated by the
Circle Development Officer to shortlist the candidates as per predetermined
criteria.

f. As the ex-servicemen are being re-employed in subordinate cadre after serving

many years in various places of the country, to the extent possible, the posting
of Guards may preferably be done at his home district or nearer to his home
district as far as possible/practicable, but this provision need not be binding on
the Bank.

g. Wherever geographical area of one state is divided into more than one Local
Head Offices, recruitment exercise shall be undertaken by concerned Local Head
Office for the vacancy arisen in their operational area of the said state, by calling
names of ex-servicemen from respective State Sainik Board.

h. After completion of physical test and interview, a panel for each state /
geographical area will be prepared according to total marks obtained in the
physical test and interview.

i. The panel prepared for each state/geographical area should remain valid for a
period of one year from the date of its preparation or till the finalization of next
round of recruitment whichever is earlier.

j. The number of vacancies should be suitably advised to the interview committee

beforehand, so that the committee would be in a position to award marks

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 appropriately to select the required number of candidates and to avoid any tie
in the panel prepared on the basis of marks awarded by the committee.

1.12 Applicability of New Pension Scheme (NPS) / Defined Contribution

Pension Scheme (DCPS)

In terms of approval of Central Board of the Bank in their meeting dated

08.11.2010, all categories of officers and employees (clerical and sub-ordinate),
who join/joined the Bank in permanent scale (including part time) on or after 1 st
August 2010, shall be offered the benefits of DCPS/NPS in lieu of existing
defined benefit pension scheme. As such, employees who join / joined the Bank
on or after 1st August 2010 will not be entitled to become members of existing
SBI Pension Fund, instead they will be covered by DCPS.

The new employees will also be entitled for the benefits of contributory
provident fund and payment of Gratuity as per Gratuity Act. (e Circular No:
CDO/P&HRD-PM/28/2014-15 dated 06/08/2014)

1.13 Membership of SBIEMWS

New recruits in the Bank are not to be enrolled in SBIEMWS.

1.14 REQUEST TO JOIN AT OTHER CIRCLE

It is likely that some candidates may, being female candidates, or on spouse
ground or on any other humanitarian ground, request for allowing them to join
at Circles other than for which they have been selected. CGM (HR) is authorised
to decide upon such requests on merits of each case.

1.15 IMPARTING TRAINING

The process of imparting training should be completed within three months of
candidates’ joining at the branches. Till such institutional training is given, the
respective Branch Heads will arrange for their on-the-job training.

1.16 RECRUITMENT IN CLERICAL CADRE: JOINING FORMALITIES

(i) AGM (HR) of the Circles to finalise distribution of candidates to various

Administrative Offices, direct branches, Corporate Centre Establishments etc.
under approval of CirMAC.

(ii) After receiving the list from Local Head Office, respective DGM (B&O) will
finalise distribution of candidates amongst the Regions. The Regional Managers
will in turn finalise the branch wise distribution list.

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(iii) Candidates will first report to SBILD for completion of joining formalities and
institutional training. AGM (HR) at the LHOs will issue a Letter of Offer by
registered post to all the selected candidates with instructions to report to the
respective SBILDs. Such Letter of Offer is not an appointment letter and will
not entitle the candidate for appointment in the Bank. The letter will contain
inter-alia the instructions regarding where the candidates should report,
documents to be produced by them for verification, procedures regarding
completion of medical formalities, list of medical tests to be carried out, list and
contact details of Bank’s Medical Officers, Letter of Introduction addressed to
the Bank’ Medical Officer for medical examination of the candidates as per the
medical standard of the Bank and other terms and conditions. Candidates may
arrange for their medical examination through any of the Medical Officer of the
Bank nearest to them and should carry along with them the medical report in a
sealed cover while reporting to SBILDs.
(iv) Depending on the training capacity of the SBILDs, they may be advised to join
in batches in order of merit. The batches should have representation from all
categories (General, SC, ST, & OBC etc.). The joining formalities should be
completed before commencement of the training programme. HR Department
at LHO should provide the necessary support to the SBILD for completion of
joining formalities.

(v) AGM, SBILDs may be designated as Appointing Authority. In case, any SBILD
is headed by an officer below the rank of AGM, an officer in the grade/scale
SMGS-V in the vicinity may be designated by the CirMAC as Appointment
Authority for the purpose of this recruitment.

(vi) The designated Appointing Authority is required to complete the Know Your
Employee (KYE) formalities. KYE formalities will include verification of
age/date of birth, educational qualifications, discharge book in case of ex-
servicemen candidates, certificate for handicapped category issued by the
CMO/competent authority stating therein the nature and extent of handicap,
SC/ST/OBC category certificate, confirmation of Ex-Servicemen status for Ex-
servicemen candidates and medical report etc. Necessary support may be
provided to SBILD for this purpose. Operational Risk Management Department
has suggested for inclusion of CIBIL/Other CIC checks as well as I-Probe of the
selected candidates with a view to identify the current status of loan accounts
with the Bank/other Banks, if any. That will form part of KYE formalities.

(vii) Appointing Authority will verify copies of all the documents with the originals
to be produced by the candidates. Screening mechanism at the initial stage of
appointments needs thorough check/verification leaving no room for laxity so
that no case of false certificates arises.

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(viii) After the KYE formalities are completed, Letter of Appointment will be issued
by Appointing Authority and the employee will be advised to report and join at
the respective branch/office after completion of the training. A proforma of the
Appointment Letter is as per Annexure. The date of attending the first session
of the training in SBILD after receiving the Appointment Letter will be the
effective date of appointment in the Bank.

(ix) Appointment letters issued to SC/ST/OBCs should clearly state that the same
is provisional and subject to verification of SC/ST/OBC status. At present, in
case of SC/ST candidates, provisions contained in para. 10.9, page 55 of the
Brochure on reservation for SC/STs published by IBA on 31.03.2002 are
followed. In case of OBCs, instructions are issued by Personnel Management
Department in line with GOI guidelines. In addition to above, wherever
available genuineness of Caste Certificates and Mark Sheets may be verified by
referring to the information available in public portals, in the respective states.

(x) Reports from two referees already named by the candidate in bio-data submitted
at the time of interview, should be obtained. Reports from previous employer(s),
if any, would also need to be obtained. As far as possible, the candidate should
be appointed only after these reports are received. If, however, these reports are
not received immediately, the candidate may be appointed in the Bank subject
to satisfactory reports from the referees/past employers, which should
invariably be obtained within a month of joining.

(xi) Confirmation of the candidate in the Bank's service will be subject to a

satisfactory report on his/her character and antecedents from the police
authorities. In case the police enquiries are not completed/ report received
before the candidate becomes due for confirmation, the candidate will be
confirmed in the Bank's service subject to a satisfactory report from the police
authorities. If later on at any time the police report turns out to be adverse, the
employee's services will be terminated.

(xii) After completion of all the formalities, files containing all the documents
relating to appointment in the Bank should be sent by the Appointing Authority
to the respective Regional Managers. A complete set of documents signed by the
candidate should be placed in the said file. The file should be kept securely at
their place of posting.

(xiii) Request for extension in time for joining should not generally exceed three
months and should be considered on merit of each such request. The authority
structure for allowing extension in time for joining is as under:-

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 PERIOD AUTHORITY

Upto one month from initial Not below the rank of AGM /RM.
prescribed joining date
Upto three months Network General Manager
Upto four months Circle CGM
Beyond four months in CGM (HR), CC Mumbai.
extremely exceptional cases

Requests for extension of time to join, if received from SC/ST/OBC candidates

should not be rejected by an officer below the rank of General Manager, as
hitherto

Any extension in time for joining by any category of candidates will be at the
cost of their seniority in the Bank.

(xiv) As per extant instructions. the pregnant women may be appointed in the Bank
up to six months of pregnancy provided she furnishes a certificate from
specialist gynecologists that her taking up Bank’s employment at the stage is
no way likely to interfere with her pregnancy or the normal development of the
fetus or is not likely to cause her miscarriage or otherwise to adversely affect
her health. In case pregnancy is more than six months, a medical examination
to ascertain medical fitness to joining the Bank should be under taken only after
three months of the delivery and only then she can be considered for the
recruitment in the Bank. For such extension in service, approval of CGM (HR)
will not be required. Decision can be taken by the Circle.

(xv) The new recruits should preferably be posted at branches enabling them to
handle customer transactions. If there is any deficit of staff at Rural/Semi Urban
areas/any other area, the Circle may consider posting newly recruited staff at
those centres. At the same time, if any Associate posted at difficult/rural/semi-
urban center for long time (say 3-4 years) and desirous to be posted somewhere
else, Circle may examine possibilities of considering such requests favourably.
Requests of existing employees for transfer to other State within the Circle may
also be considered by the Circle.

(xvi) Since the cost of accommodation at metro Centres like Mumbai, New Delhi is
exceptionally high, the candidates selected from other centres may not be
considered for posting, to the extent possible at such centres.

(xvii) For generation of PF Index numbers, HRMS web facility is to be used. Where
candidate will have to input personal details, after which system generates PF

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 Index number. The data submitted by the candidates will have to be authorised
by the AGM (SBILD) / authorised official for final processing in HRMS.
Appointing Authority should ensure that each and every employee’s record is
enrolled on HRMS database. Concerned controllers should also ensure that their
first salary is paid only through HRMS.

(xviii) The new recruits will be entitled to the benefits under ‘New Pension Scheme’.
The formalities for the membership of the scheme should form the part of the
joining formalities to be completed at SBILDs.

(xix). When the candidates join at their place of posting, the Head of Branch/Office
should satisfy himself/herself about identity of the employee before allowing
him/her to join. The candidates on joining will be designated as ‘JUNIOR
ASSOCIATES’.
(xx). The employees will be on probation for 6 months from their date of joining in the
Bank. Before the probation period comes to an end, the performance of the newly
recruited employees will be evaluated and the probation period of those
employees whose performance fails to meet Bank’s expectation, may be
extended or their services may be terminated. During the probation period new
recruits will have to complete stipulated (15) number of e-lessons to become
eligible for confirmation in service.

(xxi). The Bank will be entitled to terminate services of the employees during period
of their probation on giving one month’s notice or on payment of a month’s pay
and allowances in lieu of notice. The employees if they desire to leave the service
of the Bank during probation period, they will have to give 14 days notice in
writing failing which an amount equivalent to 14 days pay and allowances will
have to be deposited with the Bank or alternatively will be deducted from salary
and allowances.

1.17 GUIDELINES REGARDING KNOW YOUR EMPLOYEE (KYE)

FORMALITIES: KEY CONCERNS

A. Verification of eligibility for recruitment in clerical cadre in the Bank

and Verification of certificates / testimonials:
Obtain relevant documents for the candidates (original documents to be
obtained and after verification original documents should be returned back to
the candidate concerned) and verify with the copies already submitted by
him/her to ensure he/she is eligible for such recruitment.

Persons convicted for dowry offences under the Dowry Prohibition Act, 1961 or
under Section 304 (b) of the Indian Penal Code should be disqualified from being
appointed in the Bank.

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B. Verification of proof of age:
As proof of age any one of the following documents may be accepted
SSC certificate (for verification of the date of birth and the division obtained). The
Bank relies on the date of birth mentioned in the School leaving Certificate as the
final proof of the age of the Candidate and as such no other document/affidavits
are acceptable to the Bank.

C. Verification of certificates for Educational Qualifications

In this regard, Appointing Authority should verify S.S.C. certificate or University
examination certificate or any other certificate as required as mentioned in
eligibility for the recruitment.

D. Verification of character / antecedents

The following procedure should be followed: -

A candidate who has qualified in the written test and has been selected for
interview (since been dispensed with) would have already submitted his
detailed bio-data (on the form prescribed by us). Three testimonials would also
have been enclosed with this bio-data. One of the testimonials would be from
the Headmaster/Principal of the School/College in which the candidate studied
last. These should be re-scrutinised by the appointing Authority, at the time of
conducting pre-recruitment formalities.

Reports from two referees already named by the candidate in his bio-data should
be obtained. Reports from previous employer(s), if any, would also need to be
obtained. As far as possible, the candidate should be appointed only after these
reports are received. If, however, these reports are not received before the
common date fixed for appointment, the candidate may be appointed in the
Bank subject to satisfactory reports from the referees / past employers.

The candidate is asked to complete an Attestation Form.

A copy of the Attestation Form on completion by the candidate is sent by the

Appointing Authority to the District Magistrate of the District or the locality in
which the candidate is permanently resident.

The appointment is made subject to the fact that the Official confirms that the
candidate has not come to the adverse notice and that he is suitable for
employment in the Bank's service. If within 5 years preceding the date of
enquiry the candidate has resided for more than a year in any other district or

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 locality, a report is also obtained from the District Magistrate of the district /
locality also.

We understand, post 26/11, in some places like Mumbai procedure for obtaining
police verification has been revised. As per the revised procedure, candidate has
to submit, in person, filled the bio-data with his photograph and demand draft
of Rs.100/- drawn in favour of Commissioner of Police. They will issue a receipt
which the candidate will have to retain for producing at the time of verification.
Police Authority will send the report directly to the Bank. A copy of the said
receipt to be kept by the AGM (Admin)/R.M at RBO till the report is received
from Police Authority.

Confirmation of the candidate in the Bank's service will be subject to a

satisfactory report on his / her character and antecedents from the police
authorities. In case the police enquiries are not completed before the candidate
becomes due for confirmation, the candidate will be confirmed in the Bank's
service subject to a satisfactory report from the police authorities. If the police
report turns out to be adverse, the employee's services will be terminated in
terms of paragraph 522 (1) of the Award.

E. Ex-serviceman candidates – Verification of Discharge Book

Discharge Book of the candidate should be perused in order to verify his claim
for being considered as an ex-serviceman as also to ascertain his character and
Medical Category.

F. Orthopedically Handicapped Candidates – Submission of certificate for

Handicap

The candidate should submit a certificate issued by the Medical Board attached
to the Special Employment Offices for Physically Handicapped stating the nature
and extent of orthopaedical handicap.

G. Community Certificates in respect of Scheduled Caste/Scheduled Tribe

/ OBC/ Candidates

The undernoted certificate(s) should be produced by the candidates as sufficient

proof in support of their claims of belonging to Schedule Caste/Tribe/OBC.

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 Community Certificate

(a) Certificate issued by one of the following authorities on the lines of standard
proforma.

(i) District Magistrate / Additional District Magistrate / Collector / Deputy

Commissioner / Additional Deputy Commissioner / Deputy Collector / 1st
Class Stipendiary Magistrate / City Magistrate (Not below the rank of 1st
Class Stipendiary Magistrate) / Sub. Divisional Magistrate (Not below the
rank of 1st Class Stipendiary Magistrate) / Taluka Magistrate / Executive
Magistrate / Extra Assistant Commissioner (not below the rank of Ist class
stipendiary magistrate).
(ii) Chief Presidency Magistrate / Additional Chief Presidency Magistrate /
Presidency Magistrate.
(iii) Revenue Officer not below the rank of Tehsildar.
(iv) Sub-Divisional Officer of the area where the candidate and/or his family
resides.
(v) Administrator / Secretary to Administrator / Development Officer
(Lakshadweep Islands).

(b) Matriculation or School Leaving Certificate or Birth Certificate giving the

Caste or Community of the candidate and place of residence may be accepted
by the Appointing Authority as sufficient proof in support of a candidate's
claim as belonging to Scheduled Caste / Tribe.

(c) The Government of India have advised that the SC/ST candidates need not be
asked to produce caste certificates, countersigned by the District Magistrate
or obtain certificates in the forms prescribed by them. We may accept caste
certificate issued as social status certificate. However, the appointing
authority should verify the caste status of a SC/ST candidate through the
District Magistrate of the place, where the candidate and/or his family
ordinarily resides. If after appointment in any particular case, the verification
reveals that the candidate's claim was false, his service may be terminated in
accordance with the relevant rules and other legal action may be initiated.

Verification of Claims

The primary responsibility to verify the factual position before issuing the
community certificate to an individual is that of the authority empowered to
issue the certificate. But, the appointing authority, if they consider it
necessary for any reason, may verify the claim of a candidate through the

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 District Magistrate of the place where the candidate or his family ordinarily
resides.

If after appointment, in any particular case, the verification reveals that the
candidate's claim was false, his services may be terminated in accordance with
the service regulations, unless there are definite redeeming circumstances. A
clause to this effect should be incorporated in the appointment orders issued
to the candidate belonging to Scheduled Caste/Scheduled Tribe.

H. Nationality:

In regard to candidates, in whose case a certificate of eligibility is necessary,

may be admitted to the examination/interview conducted by the Bank but on
final selection, the offer of appointment may be given only after the necessary
eligibility certificate has been issued to him by the Government of India. For
this purpose, immediately on selection, steps are to be taken to verify the
character and antecedents of the selected candidate and recommendations
should be submitted to HR Department through the respective Controlling
Authority for onward transmission to Corporate Centre for obtention of
issuance of eligibility certificate. A specimen of the format of eligibility
certificate is furnished at Annexure H. The recommendations should be
comprehensive and indicate the reasons necessitating such appointment.

In this connection, the following particulars should be advised while making

references for obtention of eligibility certificates: -

(i) Name
(ii) Father's Name
(iii) State / Territory of which he is a subject or to which he belongs or his
nationality.
(iv) Post / Service and office in which appointed, or likely to be appointed.
(v) Date of appointment, if made already
(vi) Whether appointment is temporary, for a definite period or in a permanent
capacity
(vii) Whether character and antecedents have been verified and found
satisfactory.
(viii) In case of migrant, date of migration to India, and whether he has intention
of settling permanently in India.

I. SC / ST / OBC/EWS Candidates

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 Who have been selected on their own merit without availing of any concession
should be treated as General candidate for the purpose of roster only and suitable
remarks be made against their names in the rosters.

In case of SC/ST candidates, provisions contained in para 10.9, page 55 of the

Brochure on Reservation for SCs and STs in posts/services in Public Sector
Banks/Financial Institutions under the control of Ministry of Finance (Banking
Division) published by IBA on 31.3.2002 should be followed as well.

In case of OBC candidates, scrutiny of validity period of OBC candidates and

verification of community and non-creamy layer status should be made as per
instructions contained in our letter No. CDO/ PM/ 15/ SPL/1049 dated 15.11.2003,
CDO/PM/15/SPL/1247 dated 23.11.2009 and CDO/PM/15/SPL/593 dated
17.08.2010. Similarly, certificates of PH/OH/VH candidates may also be verified
keeping in view the extant Government of India guidelines.

The OBC category candidate should submit the OBC certificate on format
prescribed by Govt. of India, having “Non-Creamy Layer’’ clause issued, if selected
Benefit of reservation under EWS category can be availed upon production of an
‘Income and Asset Certificate’ issued by a Competent Authority on the format
prescribed by Government of India.

J. Loan Default Status

Operational Risk Management Department has suggested for inclusion of

CIBIL/Other CIC checks as well as I-Probe of the selected candidates with a view
to identify the current status of loan accounts with the Bank/other Banks, if any,
will form part of KYE formalities.

K. Provision relating to posting of close relatives

As a matter of policy, close relatives should not be posted in the same branch or
office. A list showing the family members who would be deemed to fall within the
category of 'close relatives' is given below. In the case of new appointment, it should
be ensured that the candidates have no close relatives working at the branch. If
any employee is transferred to a branch/office where a close relative is working,
the matter should be reported to the controlling authority for necessary action.

List of close relatives

1) Father 30) Brother's daughter

2) Mother (including step mother) 31) Sister's son
3) Son (including step son) 32) Sister's daughter

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 4) Son's wife 33) Father's brother's daughter
5) Daughter 34) Father's brother's son
6) Father's father 35) Father's sister's daughter
7) Father's mother 36) Father's sister's son
8) Mother's father 37) Mother's sister's son
9) Mother's mother 38) Mother's sister's daughter
10) Grand Son 39) Mother's brother's son
11) Granddaughter 40) Mother's brother's daughter
12) Daughter's husband 41) Father's brother's wife
13) Brother (including step-brother) 42) Father's sister's husband
14) Brother's wife 43) Mother's brother's wife
15) Sister (including step sister) 44) Mother's sister's husband
16) Sister's husband 45) Wife
17) Husband's father 46) Husband
18) Husband's mother 47) Wife's sister's husband
19) Husband's sister 48) Husband's sister's husband
20) Husband's brother 49) Husband's brother's wife
21) Wife's father 50) Wife's brother's wife
22) Wife's mother 51) Husband's brother's son
23) Wife's brother 52) Husband's brother's daughter
24) Wife's sister 53) Husband's sister's son
25) Father's brother 54) Husband's sister's daughter
26) Father's sister 55) Wife's sister's son
27) Mother's brother 56) Wife's brother's son
28) Mother's sister 57) Wife's sister's daughter
29) Brother's son 58) Wife's brother's daughter

Before appointing a candidate/transferring an employee to a Branch/Office, an

undertaking should be obtained that he is not related to any member of the staff
working thereat.

K. Declarations / Undertakings to be obtained from the candidates

Each candidate shall furnish to the Bank the undernoted declarations/statements.

Persons convicted for dowry offences under the Dowry Prohibition Act, 1961 or under
Section 304 (b) of the Indian Penal Code should be disqualified from being appointed
in the Bank.
List of the letters/undertakings to be obtained from the candidates are given here
under: -

Sr. No. Particulars Annexure no.

a) Undertaking regarding transfer 1.1

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 b) Declaration regarding Residential Address 1.2
c) Declaration stating that the employee is not an undischarged 1.3
bankrupt/insolvent.
d) Letter regarding Criminal Law Amendment Act 1.4
e) Letter regarding close relatives 1.5
f) Acknowledged copy of Conduct Rules duly signed by the candidate 1.6
g) Declaration of Fidelity and Secrecy 1.7
h) Letter of undertaking 1.8
i) Details of previous service in the Bank 1.9
j) Option for availing leave fare concession 1.10
k) Declaration regarding Staff Account 1.11
l) Attestation form 1.12
m) Application of New Pension Scheme 1.13
n) Statement of Assets & Liabilities 1.14

In addition to the abovementioned declarations/undertakings the undernoted papers

should be kept in a separate file of the employee: -

Sr. No. Particulars

a) Bio-data received from the controlling authority
b) Copies of Caste certificate (in case of SC/ST/OBC category candidates)
c) Copy of the letter of appointment
d) Duplicate copy of Appointment Letter
e) Report of the Medical Examiner
f) Police Verification Report
g) Character certificates and certificate(s) from the past/present employer(s)
h) Copies of certificates regarding educational qualifications
i) Proof of age (School Leaving Certificate)
j) Any other papers in respect of the appointment of the candidate

Other Documents:
Sr. No. Particulars
a) Reference to Bank’s Medical Officer
b) Letter to Referee
c) Report to be obtained from previous/present employer
d) Verification of character & antecedent letter to be addressed to District
Collector etc.

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 1.18 Medical Standards for Recruitment & Promotion in the Bank

1.18.1 Aim of the Medical Examination

The Medical Examiner is expected to ensure that a candidate in his existing

state of health will be able to render uninterrupted service to the Bank. Hence
Medical Examiner must give a thorough medical check-up. To be passed as fit
for appointment/promotion, a candidate must be in good mental and bodily
health and free from any physical defect likely to interfere with the efficient
performance of his duties in the Bank.

REVISED GUIDELINES: MEDICAL FITNESS & OPHTHALMOLOGICAL

STANDARDS- NEW RECRUITS / PROMOTEES
Circular No.: CDO/P&HRD-IR/81/2021 – 22 dated 31.12.2021

Consequent upon various modifications and revisions in the Guidelines of Government

of India from time to time, the Fitness Standards have been reviewed and modified.
The ECCB, in its meeting held on 21.12.2021, has approved the revised Medical
Standards and the revised Ophthalmological Standards (Annexure B) for the
new recruits and promotees.

The revised standards in respect of promotion will be applicable w.e.f. 01.04.2022. For
recruitment, the policy will be effective from the date of approval, i.e. 21.12.2021.
1.18.2 General Guidelines:

A personal statement is required to be filled in by the candidate in his own

handwriting (Annexure -A) which should be scrutinised by the medical
examiner carefully to see that all the particulars are given and all the questions
are answered properly. The signature of candidate should be obtained by the
Medical Examiner in his presence which should be tallied with the signature
appearing in the letter of introduction attested by the Referring Authority.

(a) The Medical Examiner should give due attention to the family history and
personal history of the candidate
(b) The medical report must be written legibly. Answers and statements in the
report should be clear and unambiguous. The report should be submitted in the
format as per Annexure-B.
(c) Wherever considered necessary, Medical Examiners should take the opinion of
specialists before finalizing the report. They should always consider whether
the candidate is fit for continuous service in the Bank for a long period. Medical
Officer should also consider the fact that the candidates may be posted in Rural
/ Semi-Urban areas where adequate advances medical facilities may not be
available. Cases such as kidney ailments, congenital heart diseases, rheumatic

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 heart, malignant hypertension, diabetes, juvenile/ or otherwise and HIV positive
cases should not be missed.
(d) In the cases where, despite a specialist’s opinion, the Medical Examiner is
unable to come to a final conclusion regarding the fitness or otherwise of the
candidate, he may obtain the opinion of a second specialist. Even then if the
Medical Examiner finds any difficulty in coming to a conclusion about fitness or
otherwise of a candidate, he may refer such cases to the Bank’s Senior Medical
Officer at Local Head Office through the Asstt. General Manager (HR). If
necessary, the Circle authorities may refer these cases to Corporate Centre for
guidance in the matter.
(e) It may be clarified that in the final evaluation of the candidate’s health,
Specialist’s opinion is a very important aspect in declaring the candidate
fit/unfit for service. While declaring a candidate unfit for service, the Medical
Examiner should clearly state the reasons for arriving at this conclusion. In
cases where the Medical Examiner considers that a minor disability
disqualifying a candidate for Bank’s service can be cured by treatment
(surgical/medical) within a reasonable period of time, say, 3 to 6 months, a
statement to that effect should be recorded in the report.
(f) The appointing authority should scrutinise the medical reports carefully before
issuing the appointment letters to the candidates. The candidates declared unfit
by the Doctor should not be appointed in the Bank.
(g) The following are the minimum required tests.

1. Blood C.B.C. 7. HIV test

2. E.S.R. 8. Urine and Stool
3. Blood Sugar-Fasting-P.P. 9. X-ray of Chest P.A. view
4. Serum Cholesterol 10. Full abdomen & pelvis
5. Blood urea/NPN Ultrasonography
6. Serum Creatinine

Proposed Amendment:

The following diagnostic tests are proposed to be included in the list of investigations:
i) ECG
ii) Pure Tone Audiometry
iii) SGOT
iv) SGPT
v) Serum Bilirubin (T &D)
vi) USG- Inguino-Scrotal region (In males)

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1.19 STANDARD OF FITNESS FOR NEW RECRUITS/PROMOTEES

1.19.1 Measurement of Height, Weight, Chest, etc.

In the matter of correlation of age, height and weight of candidates, Medical

Examiners may refer to relevant standards. The height-weight evaluation
should, however, not be done in isolation but will have to be done with reference
to the general state of health of the candidates and as such lower/ higher weight
or height or obesity as compared to those prescribed in the chart, need not be
the sole reasons for dis-qualifying a candidate. If there be any disproportion with
regard to height, weight and chest girth, necessary investigation and X-ray of
the chest may be taken.

It is also suggested that height weight evaluation should not be the sole criterion
for declaring a candidate unfit.

1.19.2 SYSTEMATIC EXAMINATION

(a) Examination of all systems is very essential so as to rule out organic ailments
which make a candidate unfit for service e.g., Extensive pulmonary
tuberculosis, kidney failure, malignant hypertension, severe diabetes, lung
abscess, etc. Blood CBC investigations for all candidates should be carried out
and the reports carefully examined. Also X-ray of the chest, P.A. view or M/M
X-ray in all cases should be insisted upon.

However, old healed Koch’s cases of early and mild nature which had involved
a small part of one of the lobes of the lung may be selected for fitness provided
a check-up by TB specialists of Bank’s choice gives a clear report confirming no
active Koch’s lesion or recent attack thereof and provided the lesion were not
bilateral and/or extensive. Extensive investigation of such cases inclusive of
Tomograph is essential.

(b) Complete check-up of Genito Urinary System with stress on testicles (Males).
Hydrocele or hernia, etc. should be detected if any. If hydrocele or hernia of
minor or major degree is present the candidate should be advised to undergo
an operation and then should be referred for fresh examination.

A routine urine test should be carried out. In urine, the presence of Glycosuria
would necessitate Glucose Tolerance Curve. If considerable albuminaria is
present, the candidate should be rejected after a thorough investigation.

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 Of late, there have been many cases of kidney failures resulting in a
transplant. Hence Genito-Urinary Tract examination and investigations
should be carried out by Medical Examiner. In evaluation of such cases,
Congenital Kidney Tumours, Nephritis Pyeletes, Pyelo Nephritis, Malignant
Hypertension and such cases which damage the kidney in due course, would
be disqualification for service. However, before declaring a candidate as unfit
on these accounts a Urologist’s report clearly mentioning the reasons for
disqualification is essential.

1.19.3 Central and Peripheral nervous System

Revised Guidelines:

i) Epilepsy: Epilepsy, if controlled, it should not be a bar for service, except in

the case of Electrician, Electrical Engineer, Fire Engineer, Fire Officer,
Driver, Electrical Supervisor and Fireman, where 5-year seizure free
interval is mandatory.

ii) Myopathy: All progressive myopathies, except Distal Myopathy

and Monomelic Myopathy will be considered to declare a candidate unfit.

iii) Stroke: A Candidate suffering from stroke will be considered fit if he / she
can walk and work unassisted and unaided.

Previous guidelines

Organic complaints should be investigated. Any abnormality of functional type

should be carefully examined to ensure that it should not hinder uninterrupted
service to the Bank. History of Epilepsy, Insanity or Psychiatric problems,
Myopathies, Peripheral Neurophathies should be a disqualification.

1.19.4 Skin Conditions

Revised Guidelines:
Non-infective leprosy shall not be a bar for service. Candidates suffering from
Infective leprosy may be considered for service, if reversed to non-infective status
within 3-6 months of treatment. Allergic Dermatitis and Leukoderma shall not be a
bar for service.

Previous guidelines
Leprosy and extensive generalised allergic dermatitis is a bar for service.
Leucoderma should not be a disqualification.

1.19.5 Metabolic and Endocrinal System-

Revised Guidelines:
(Circular No.: CDO/P&HRD-IR/81/2021 – 22 dated 31.12.2021)
Uncontrolled & Severe Hypertension and Diabetes Mellitus, with Progressive end
organ damage (eye, kidney, heart), shall be a disqualification.

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 Previous guidelines
Malignant Hypertension is a case for rejection. Controlled and absolutely mild
diabetes without any complication may be considered fit for service.

1.19.6 E.N.T. System

Revised Guidelines: (Circular No.: CDO/P&HRD-IR/81/2021 – 22 dated
31.12.2021)
i) Foul smelling or chronic discharge from the ear or nose should be evaluated and
treated, and shouldn't be considered as a bar to service
ii) Stammering should be evaluated and treated with Speech Therapy or
Psychotherapy, and shouldn't be a bar for service
iii) More than 80 decibels loss even with Hearing Aid shall be a disqualification in case
of General Category Candidates.
iv) a) 40-80 decibels hearing loss in General category should be evaluated with an
Aided Audiogram.
b) Hearing loss less than 40 decibels after correction And Candidates with speech
discrimination score of more than 50% may be considered fit.
v) Less than 40 decibels hearing loss will be fit for service.
vi) Vestibular defects caused by acoustic Neuroma should be evaluated.
Previous Instructions:
A thorough E.N.T. check-up including ear discharge, perforation, deafness,
vertigo, nasal discharge, nasal blocking, speech defects should be done in
each case. Deafness or foul smelling or chronic discharge from the ear,
nose, stammering of a severe nature, should be regarded as a
disqualification. However, candidates should be referred to E.N.T. Surgeon
for his opinion in case ailments of this nature are detected by the medical
examiners.

1.19.7 Ophthalmic System-

Revised detailed guidelines as per Annexure B

1.19.8 PSYCHIATRY
Proposed Addition:
A candidate will be declared unfit if he/she is suffering from Schizophrenia,
Bipolar disorders and any other psychotic illnesses. Banned Substance Abuse
will be a reason for disqualification.

1.20 ORTHOPAEDIC SYSTEM

Candidate’s limbs, hands and feet should be well formed and developed and
there should be free and perfect motion of all joints. Any deformities or partial
absence of extremities and/or pathological condition of the locomotor system

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 should be referred to a suitable specialist for his expert opinion regarding the
fitness of the candidate’s appointment in the Bank.

1.21 HIV POSITIVE CASES

➢ In the recent years, there is considerable increase in the incidence of HIV

positive cases in our country. Therefore, it has become essential to detect HIV
positive cases, if any, at the time of recruitment at any level in the Bank to
avoid such cases becoming a liability to the Bank. It is essential to carry out
HIV testing for new entrants/fresh appointments.
➢ Candidates found positive on the basis of “Elisa Test” should be subjected to
“Western Blot Test” also for further confirmation as the “Elisa Test” has been
found to be false in a few cases.
➢ In this connection, the Government of India have advised that persons who
are otherwise eligible for employment but tested positive for HIV should be
granted normal rights of employment as other members of the society and the
HIV status of the person should be kept confidential. Therefore, it has been
decided to adopt the following procedure with regard to conduct of HIV tests:
➢ The existing provision of subjecting the new recruits to HIV test in addition
to laid down examination/tests should be continued as hitherto.
➢ The candidates found HIV positive will be further subjected to such medical
examination as deemed necessary by the Bank’s Medical Officer to ascertain
the candidate’s ability to perform the normal job requirements and also,
absence of any risk or health hazard the candidate may pose to others at the
workplace.
➢ The HIV status of such candidates will, however, be maintained confidential.
➢ The Bank will offer employment to only such of the HIV positive candidates
with ability to perform the normal job requirements and only if they are not
likely to cause any risk or health hazard to others at workplace. The Bank’s
Medical Officer should give his certificate of fitness specifically on these two
points.
➢ The Bank’s Medical Officer’s certificate regarding the fitness of such
candidates will be final.
➢ The provisions regarding HIV test would be applicable only to new
entrants/fresh appointments

1.22 PHYSICALLY HANDICAPPED CANDIDATES

The following categories of candidates may be considered for appointment in

clerical cadre but not as subordinate staff as per extant instructions:

➢ Loss of one arm, provided the candidate can write and work with other hand.

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 ➢ Loss of leg(s), provided the candidate can move with artificial leg, crutches,
wheelchair etc.
➢ Physically Handicapped candidates should be medically examined by the
Bank’s Medical Officer who may accept the disability certificate issued by the
competent authority to the extent of the disability of the candidate and carry
out medical examination for the rest of the factors.
➢ A suitable noting in this regard will be made in the candidates’ medical
examination report by the Medical Officer and the concerned appointing
authority will verify authenticity and validity of the certificate at the time of
recruitment in the Bank.
➢ In case of employees joined the bank under physically handicapped category,
promotional opportunities should not be denied to them for the reason of their
physical disability, provided they are eligible for such promotion. However,
they would be eligible for such promotion for only such posts which are
identified for persons with disabilities. In their case, to the extent of their
disability, the standards of fitness prescribed for general candidates would not
be applicable.

1.23 PREGNANT LADY EMPLOYEES

They may be appointed in the Bank up to 6 months of pregnancy, provided she

furnishes a certificate from specialist gynaecologist that her taking up Bank’s
employment at that stage is in no way likely to interfere with her pregnancy
or the normal development of the foetus or is not likely to cause her miscarriage
or otherwise to adversely affect her health. The selected lady candidate above
6 months pregnancy is temporarily disqualified on medical ground. She may
appear for such medical examination within 3 months after delivery. Her date
of appointment would be actual date of joining.

Note:
Though these guidelines were revised later as per Cir. No.: CDO/P&HRD-
IR/81/2021 – 22 dated 31.12.2021, as: “In case of pregnancy, which is less than
3 months, the candidate will be considered as fit. However, if pregnancy is of
more than 3 months, she will be considered temporarily unfit and she may be
allowed to join within 4 months after delivery of Child.”
But subsequently, these guidelines were kept in abeyance as per e-
Circular No.: CDO/P&HRD-IR/101/2021 – 22 dated 3rd Feb 2022)

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1.24 GENERAL

There will be no right of appeal available to the candidates against the decision
of the Medical Examiner. If however, the Bank is satisfied on the basis of the
evidence produced before it of the possibility of an error of judgement in the
decision of the Medical Examiner it is open to the Bank to allow an appeal to a
Medical Board which will be constituted as and when required. Such appeal
should, however, be submitted by the candidate within one month of the
communication in which the decision of the Medical Examiner is communicated
to him/her. Otherwise, no request for any appeal to the Medical Board will be
considered. The Medical Board will consist of:

(i) Senior Medical Officer of the Circle;

(ii) Chief Medical Officer or any Senior Physician/Surgeon of Government/
Municipal Hospital;
(iii) Senior Consultant of standing in the specialty concerned where a candidate
is declared unfit.

The choice of nomination on the Medical Board will be that of the Bank. For
reexamination, the candidate will be required to deposit an appeal fee of Rs.500/.
This fee will be refundable to those candidates who are declared fit by the Board
whereas in the case of others it will be forfeited.

Report of the Medical Board will be final and will not be subject to review by any
other specialist panel or Board.

It should be clearly understood that the Bank reserves to itself absolute

discretion to reject or accept any candidate after considering the report of the
Medical Board.

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 ANNEXURE B

Sl Particulars Extant Guidelines Proposed Guidelines

a) Refractory Medical fitness standards for Medical fitness standards for
corrections visual acuity shall be the same visual acuity shall be the same
for all employees and for all for all employees
age groups For General Category for all
For General Category for age groups i.e. 6/9 (For better
all age groups i.e. 6/9 (For eye), without any progressive
better eye), without any disease.
progressive disease. For worse eye - some vision or
no vision. For Technical Post
For worse eye - some vision or
no vision. for all age groups i.e. 6/9 (for
better eye),
6/12 (other eye) without any
progressive disease.
With corrected eyes.
b) Near vision N 6 or better for award & No change proposed
officers (for better eye).
c) Myopia To continue with -8 (D) or No change proposed
better without lenses.
A candidate whose eyesight
has been rectified within this
range by refractive surgery
implantable contact lenses
would also be acceptable
(better eye).
d) Hyper Metropia +6.00 or better. +6.00 or better without
A candidate whose eyesight lenses.
has been rectified within this
range by refractive
surgery/implantable contact
lens would also be acceptable –
for better eye.
e) Squint A candidate with squint No change proposed
fulfilling above criteria will be
fit for recruitment and
promotion.

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 f) Cataract/ Cataract - To continue to act Cataract - To continue to act as
glaucoma as a bar (unless already a bar (unless already operated
operated upon). upon & has regained the vision
that will satisfy our criteria for
the job).
Glaucoma –to get OCT Optic
Glaucoma – not eligible as it
nerve automated visual fields
is normally irreparable.
Intraocular Pressure family
history, Since, it can be
progressive consultant to decide
after going through the reports
& examination, if required.
g) Colour Colour deficiency will not be a
Colour deficiency will not be a
blindness bar except in cases where the bar.
person is not even able to Colour deficient candidates in
identify primary colours. specialised position#
However, colour deficient mentioned below will not be
candidates in specialised eligible for recruitment/
positions like drivers or guards promotion.
etc. will not be eligible for
recruitment/ promotion.
h) Retinitis To continue as confirmed Confirmed cases of retinitis
Pigmentosa retinitis pigmentosa (macular pigmentosa, macular
(Macular degeneration) or any other degeneration or any other
degeneration) progressive retinal progressive retinal degeneration
degeneration would be barred would be barred for recruitment/
for recruitment/ promotion promotion.
# Specialist Technical posts- Colour deficient candidates in specialised position
mentioned below will not be eligible for recruitment/ promotion.

Officer’s cadre Clerical Cadre Subordinate Staff

1) Electrical engineer 1) Armourer 1) Driver

2) Engineer fire 2) Pharmacist 2) Guard
3) Security 3) Nurse 3) Electrician
4) System 4) Electrician (Supervisor) 4) Watchman
5) Fire Officer 5) Control Room Operator 5) Fire man
6) Archivist 6) Cook

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 MEDICAL EXAMINATION REPORT FORMAT

STATE BANK OF INDIA

PERSONAL STATEMENT OF THE CANDIDATE/PROMOTEE
(to be filled in by the candidate/promotee before presenting the form to the
medical officer)

1. Name in full :......................................................................

(Surname first) :......................................................................
2. Category of Post :...................................................................... Affix Photo
(5x7)cm
3. Address : ………………………………………………….
…………………………………………………..
4. Date of Birth : .......................................................................
5. Married/Single :...........................................................................
6. Personal History
A. History of Bleeding from Gastro-Intestinal Tract, Gastric or Duodenal Ulcers,
Appendicitis, Internal Piles, Fistula, Typhoid, Jaundice, etc. Give details: -

B. History of Asthma, Tuberculosis, Spitting of blood, Pleurisy, Breathlessness,

etc. Give details :-

C. History of palpitation, fainting spells, pain in the chest, breathlessness on

exertion, cyanosis, rheumatic fever with joint pains, swelling of legs/ face, etc.
Give details: -

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 D. History of Bleeding Urinary Tract, Painful Urination, Passing of
stone or gravel in urine etc. Give details: -

E. History of Fits, Paralysis, Neurasthenia, Nervous Breakdown etc.,:

Details to be given: -

F. History of Leprosy, extensive generalised allergic dermatitis,

Leukoderma, Venereal Disease etc. Give details :-

G. Have you suffered from defects in hearing or eye sight? Give details :-

-------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------
H.
Details of serious illness/injuries sustained by accident or
otherwise; Give details:-

-------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------

I. Details of surgical operations undergone:

------------------------------------------------------------------------------------------

J. Is there any other item in your medical history which you have not already
mentioned?

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 K. Have you ever been tested for HIV? if so, what was the report?

7. Family History:

(a) Heart disease & Hypertension :

(b) Tuberculosis :

(c) Kidney Disease :

(d) Cancer :

(e) Any other serious ailments :

8. For female candidates only:

Any gynecological History :

I hereby declare that the above statements are correct to the best of my
knowledge and that any incorrect/suppressed information will render me
liable for termination of my services in the Bank.

Place: ...............................
Date: ................................
...................................................
(Signature/Thumb impression
of the candidate/promotee)

...................................................
SIGNED IN MY PRESENCE
Signature of the Medical Examiner

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NOTE:

The candidates may please note that they would have no right to appeal against
the decision of the Medical Examiner. If however, the Bank is satisfied on the basis
of the evidence produced before it, of the possibility of an error of judgment in the
decision of the Medical Examiner it is open to the Bank to allow an appeal to a
Medical Board which will be constituted by the Bank. Such evidence should
however, be submitted by the candidate within one month of the date of
communication in which the decision of the Medical Examiner is advised to
him/her. If the setting up of the Medical Board is decided by the Bank, the
candidate will be called upon to deposit a sum of Rs.50/- for the purpose. If found
medically fit by the Board this deposit would be refunded to the candidate; it will
otherwise be forfeited. The report of the Medical Board is final and will not be
subject to review by any other specialist panel or Board.

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 REPORT OF THE MEDICAL EXAMINER

NAME OF THE CANDIDATE: .................................................……............

CATEGORY OF THE POST: .........................................................…..........
1. General Development: Good ......... Fair ......... Poor .......

Nutrition : Thin ......... Average ......... Obese .........

Best weight : .................. When .................. Any recent change

in weight : ..................
Temperature : ..................
Girth of chest : ..................
(a) After full inspiration :

(b) After full expiration :

2. SKIN : Any obvious disease

3. EARS :
Inspection...............................................

Hearing : Right Ear ............................................

Left Ear ..............................................
4. GLANDS : ........................................... Thyroid .........................................

5. CONDITIONS OF TEETH : ............................................................

6. RESPIRATION SYSTEM :

Does physical examination reveal anything abnormal in the respiratory

organs?

If yes, explain fully ......................................................................................

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

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 7. CIRCULATORY SYSTEM :

(a) Heart : Any organic lesion? ......................………............................

Pulse Rate : .........................................................................................

(b) Blood Pressure : ............................................................................……
Systolic ....................................................................................................
Diastolic .................................................................................................
8. Abdomen: Girth ................................ Tenderness …...................................

......................................................... Hernia ........................................

(a) Palpable:

Liver .......................... Spleen ........................................

Kidneys ...................................Tumors ...................................

(b) Hemorrhoids .............................. Fistula ......................................

9. NERVOUS SYSTEM: Indication of nervous mental disabilities ..............

10. LOCO-MOTOR SYSTEM: Any abnormality ............................................

.................................................................................................................…

11. GENITO URINARY SYSTEM: Any evidence of Hydrocele, Varicocele, etc.

……………………......................................................................................
Urine Analysis :
(a) Physical appearance..................... (b) Sp.Gr. .......................

(c) Albumin ....................................... (d) Sugar ................................

(e) Caste ................................……… (f) Cells ..................................

12. REPORT OF X-RAY EXAMINATION OF CHEST :

................................................…...................................................................

13. REPORT OF THE BLOOD EXAMINATION : (Including HIV Testing)

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 ................................................…...................................................................
..............................................…...................................................................
..................................................…..................................................................

14. Is there any thing in the health of the candidate likely to render him/her unfit
for the efficient discharge of his/her duties in the service for which he/she is a
candidate?

15. The Medical Examiner should Record the findings under one of the following
categories :

(a) Fit

(b) Unfit on account of

NOTE:

Signature of the Medical Examiner

Name : ........……..........................
Designation : ..............................

Place : ........................................
Date...............................

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 FORMATS
ANNEXURE-1.1

UNDERTAKING REGARDING TRANSFER

To,

________

State Bank of India,

_________

Date:
Dear Sir,

RECRUITMENT IN SBI AS JUNIOR ASSOCIATE

With reference to above, I undertake that I shall be prepared to serve anywhere in

India, at any branch/office of the Bank at any time, should the exigency of service so
require and/or wherever required by the Bank and that the Bank shall be entitled not
to consider your application for transfer if made, to a place of your choice at least for a
period of three years from the date of your appointment for transfer to a place within
the Circle and 5 years for Inter-Circle transfer.

Yours faithfully,

(Name)

Roll No.

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 ANNEXURE-1.2

DECLARATION REGARDING RESIDENTIAL ADDRESS

To,

_______

State Bank of India, _________

Date:

Dear Sir,

RECRUITMENT IN SBI AS JUNIOR ASSOCIATE

With reference to above, I furnish as under:

My Permanent address:

Contact No.

E-Mail ID:

My Present Address:

Contact No.

Staying at the Present Place Since:

Place of Domicile:

The above is my place of birth/The above is not my place of birth, but has been declared
as domicile, for the reasons given below:
...................................................................................................................
.................................................................................................................
*Strike out whichever is not applicable.

Yours faithfully,

(Name)

Roll No.

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 ANNEXURE-1.3

DECLARATION ABOUT BANKRUPTCY/ INSOLVENCY

To,

________

State Bank of India,

_________

Date:
Dear Sir,

RECRUITMENT IN SBI AS JUNIOR ASSOCIATE

I am not an undischarged bankrupt. I further declare that I have not at any time been
adjudicated insolvent or suspended payment or compounded with my creditors or been
convicted by a criminal court of an offence involving moral turpitude.

Yours faithfully,

(Name)

Roll No.

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 ANNEXURE 1.4

LETTER REGARDING CRIMINAL LAW AMENDMENT ACT

To,

Shri/Smt./Kum......................
State Bank of India
.....................................Branch

Dear Sir/Madam,

I have to inform you that in terms of the Criminal Law Amendment Act, 1958, the
definition of the Public Servants as given in Section 21 of the Indian Penal Code has
been extended to cover the employees of the statutory corporations. Accordingly, all
employees of the Bank come within the purview of Prevention of Corruption Act and
any other criminal laws relating to public servants.

Yours faithfully,

...................................
Branch Manager Signature of candidate

Date : ..............................

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 ANNEXURE 1.5

LETTER REGARDING CLOSE RELATIVES

The Branch Manager,

State Bank of India,

Dear Sir,

I am not related to any member of the staff presently serving at this Branch. The
particulars of the employees at other offices of the Bank who are related to me, are as
follows:

Sr. No. Name of the Relative Branch/Office Posted Relationship

Yours faithfully,

Signature of employee

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 ANNEXURE 1.6

RULES OF CONDUCT
(Besides signature wherever provided, the applicant's signature should invariably be
obtained on each page)

An employee of the Bank may not:

I. (a) (i) borrow money from or in any way place himself under a pecuniary
obligation to a broker or money-lender or a sub-ordinate employee of the
Bank or any firm or person having dealings with the Bank;

(ii) buy or sell stock/share/securities, of any description without funds to meet

the full cost in the case of a purchase or scrip for delivery in the case of a
sale;

(iii) book debts at a race meeting;

(iv) lend money in his private capacity to a constituent of the Bank or have
personal dealings with a constituent in the purchase or sale of bills of
exchange, government paper or any other securities;

(v) except with the permission of the Competent Authority designated by the
Bank, guarantee in his private capacity the pecuniary obligations of other
person or agree to indemnify in such capacity another person from loss;

(vi) act as agent for insurance company otherwise than as agent for or on behalf
of the Bank;

(vii) be connected with the formation or management of a joint stock company

or trust or society.

(viii) engage in any other commercial business or pursuit either on his own
account or as agent for another or others;

Provided that nothing in the rules laid down in this paragraph shall be deemed
to prohibit an employee from making a bonafide investment of his own funds in
such securities as he may wish to buy.

(b) An employee guilty of infringing any of the provisions of the preceding paragraph
will render himself liable to dismissal from the service.
(c) An employee of the Bank may not take active part in politics or in any political
demonstration nor may an employee accept office on a municipal council or other
public body without the prior sanction of the Bank.

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(d) All employees must maintain the strictest secrecy regarding the Bank's affairs
and the affairs of its constituents.
(e) No gifts will be accepted by any employee or any member of his/ her family or any
other person acting on his/ her behalf except as follows:

(i) Gifts may be accepted from near relatives on occasions such as weddings,
anniversaries, funerals or religious functions. However, the same should be
reported to the competent authority if the value of any single gift received
exceeds Rupees Seven Thousand Five Hundred.

(ii) On these occasions, gifts may also be accepted from the personal friends not
having official dealings with the Bank. However, if the value of any single gift
received exceeds Rupees Five Hundred, the same should be reported to the
competent authority.

(iii) In any other case, the employee shall not accept any gift without the sanction
of the competent authority, if the value of the gift exceeds Rupees Five
Hundred.

(iv) Further, when the employee receives more than one gift from the same or
different persons/ entities within a period of 12 months, the matter shall be
reported to the competent authority if the aggregate value of all such gifts
exceeds Rupees Seven Thousand Five Hundred.

Note:
1. Gifts will not be accepted from a person having official dealings with the
Bank. However, a casual meal, lift or other social hospitality shall not be
deemed as a gift.

2. The expression “gift” shall include free transport, boarding, lodging or

other service or any other pecuniary advantage when provided by any
person who has official dealings with the Bank.

(f) An employee may not overdraw his account with the Bank, whether against
security or otherwise without the authority of the Local Head Office of his Circle.

(g) Employees are forbidden to make personal representations to the Directors of the
Bank or to the members of the Local Board. Breach of this order will be severely
dealt with. Employees at branches who desire to appeal on any matter to an
authority higher than their Branch Manager must do so by addressing their Local
Head Office through the Branch Manager of their Branch. Only when the Branch
Manager refuses or neglects to forward an appeal may it be preferred to the Local
Head Office direct.

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(h) An employee desirous of applying for an appointment elsewhere or for a post in a
higher capacity in the Bank itself (if permissible) should forward his application
through the Branch Manager of the Branch.

(i) In terms of the Criminal Law Amendment Act, 1958 the definition of the term
'public servants' as given in Section 21 of the Indian Penal Code has been
extended to cover the employees of statutory corporations. Accordingly, all
employees of the bank come within the purview of the Prevention of Corruption
Act, and any other criminal law relating to public servants.

(j) No employee shall bring or attempt to bring any political or other outside
influence including that of individual directors of the bank or the members of the
Local Board to bear upon any superior authority to further his own interest in the
Bank.

(k) No employee shall open or maintain an account with any bank or banker of any
description other than the State Bank of India without the previous permission
in writing from the Bank.

(l) Employees are forbidden from either accepting cash award or receiving
complimentary and/or valedictory address in a public meeting without the
previous sanction of the controlling authority.

(m) I shall abide by the social networking policy of the Bank.

(n) Monies which may, from time to time, be deposited in the account(s)
opened/maintained by me in single name or joint names with eligible family
members under staff CIF/staff product codes, are/will be my bonafide savings and
belong to me.

(o) These rules of conduct are in addition to the provisions of the Sastry & Desai
Award or any other award as amended from time to time and that may come into
force and any instructions that may be laid down by the Bank from time to time.

I agree to abide by these rules of conduct.

STATE BANK OF INDIA, Signature .................................................

Name.......................................................
(In Block Letters)

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 ANNEXURE-1.7
THE SECOND SCHEDULE OF THE STATE BANK OF INDIA ACT, 1955

(See section 44)

Declaration of Fidelity and Secrecy

I___________________________ do hereby declare that I will, faithfully, truly and

to the best of my skill and ability perform the duties required of me as Director,
member or execute and Local Board, member of Local Committee, auditor,
adviser, officer or other employee (as the case may be) of the State Bank and
which properly relate to the office of position in the said State Bank held by me.

I further declare that I will not communicate or allow to be communicated to

any person not legally entitled thereto any information relating to the affairs of
the State Bank or to the affairs of any person having any dealing with the State
Bank; nor will I allow any such person to inspect or to have access to my books
or documents in the possession of the State Bank and relating to the business
of the State Bank or to the business of any person having any dealing with the
State Bank.

(Signature)

Place:

Date:

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 ANNEXURE 1.8
LETTER OF UNDERTAKING
Affix signed
From :
Passport size
................................................
PHOTOGRAPH
................................................
(5 cm. X 7 cm. Approx)
................................................
To :
The Branch Manager/Chief Manager/Asstt. General Manager
(Office Administration)
State Bank of India,

Dear Sir,

APPOINTMENT IN CLERICAL/SUBORDINATE CADRE IN THE BANK

I………….....................................................................................S/o/D/o. ………………..
.................................................... do hereby confirm that the information furnished
by me in my application/attestation form/caste certificate/and other papers
connected with my appointment and submitted by me in respect of my age,
educational qualification, caste, etc., are correct and complete to the best of my
knowledge and belief. I am not aware of any circumstances which might impair my
fitness for employment in the Bank. I have/will have no objection to Bank making
enquiries at any time (immediately/in the near future) regarding the statements
made by me in the applications, in any manner they decide to do so inclusive of
police enquiry into my antecedents.

2. Further, in case any concealment/falsification of material information or

furnishing of a false declaration on my part comes to light subsequently, affecting
my appointment in the Bank, the Bank may treat it as a major misconduct for the
fraud so committed and I hereby undertake to accept unconditionally whatever
punishment including dismissal from service, the Bank may deem fit and proper
to award in the circumstances.

Yours faithfully,

................................................
(NAME OF THE APPLICANT)

Witnesses:
(1) ...............................................................
(2) ...............................................................

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 ANNEXURE 1.9

I have/have not worked at any of the offices/branches of State Bank of India. The
following are the offices/branches with period of employment:

Name of the Branch Nature of Appointment Period for which

Temporary or Permanent employed

Signature of the Candidate Signature of the Witness

............................................ ............................................
(Name) (Name)

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 ANNEXURE 1.10

I hereby opt for availing Leave Fare concession at an interval of two/four years.

Date : .......................... ...................................

Place : .......................... Signature

.................................................. ......................................
Name of the Witness Signature of Witness

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 ANNEXURE 1.11

I, Shri/Smt./Ms _________________________PF No.____________ is hereby agree/

undertake and declare that the monies deposited or which may, from time to time,
be deposited in the account(s) opened/maintained in single name or joint names
with eligible family members under staff CIF (staff product codes), are my
bonafide savings and belong to me.

.........................................
Signature of candidate

Date : ..........................

Place : ..........................

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 ANNEXURE 1.12

ATTESTATION FORM

Furnishing of false information or suppression of

any factual information in the attestation form Affix signed
would be a disqualification and is likely to render Passport size
the candidate unfit for appointment in the Bank. If PHOTOGRAPH
the fact that false information has been furnished or (5 cm. X 7 cm. Approx)
there has been suppression of any factual
information in the attestation form comes to notice
any time during the service of a person, his services
would be liable to be terminated.

1. Name in full (in block capital) with aliases if any. (Please indicate if you have
added or dropped at any stage any part of your name or surname).

2. Present address in full (i.e. Village, Thana and District, or House No.,
Lane/Street/Road and Town).
………………………………………………………………………………………………
…………………………………………………………………………………………….…
……………………………………………………………………………………

3. (a) Home address in full (i.e. Village, Thana and District, or House No., Lane/
Street /Road, Town and name of the Dist. H.Q.)
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………
(b) If originally a resident of country other than India, the address in that
country and the date of migration to Indian Union.
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………

4. PAN CARD

5. AADHAR Card

6. Particulars of places (with period of residence) where you have resided for more
than one year at a time during the preceding five years.

From .............To............

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 Residential address in full (i.e. Village, Thana and Dist. or House No.
Lane/Street/Road and Town) Name of the Dist. Headquarters of the place
mentioned in the preceding column.

7.1 (a) Father's name in full with alias, if any

(b) Present postal address (if dead, give last address)

(c) Permanent Home address

(d) Profession

(e) If in service, give designation and official address

7.2 (a) Husband's name in full

(b) Profession

(c) Designation and office address

8. Nationality of
(a) Father (a)
(b) Mother (b)
(c) Husband/Wife (c)

9. Exact date of birth and Present age : ....................years..................months

Age at Matriculation

10. (a) Place of birth

(Dist. and State in which situated)

(b) Dist. and State to which you belong

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11. (a) Your religion

(b) Are you a member of a Scheduled Caste/Scheduled Tribe?

Answer 'Yes, No' and if the answer is yes, state the name thereof.

12. Educational qualifications:

Places of education showing Schools and Colleges since 15 years of age

Name of School/ Date of Date of Examination Year of
College with full entering leaving passed passing
address

13. If you have, at any time, been employed, give details

Designation of post Period Full address of Reasons for
held or description From office, firm or leaving the job
To
of work institution

14. Have you ever been arrested, or kept under detention or bound
down/fined/convicted by a Court of Law for any offence, or debarred/disqualified
by the Public Service Commission from appearing at its examination selections
or debarred from taking any examination or rusticated by authority/institution?

If answer is 'Yes, full particulars of the case, detention, fine, conviction, sentence
etc. should be given.

15. Do you take or have ever taken, any active part in politics?

16. Whether ever convicted for dowry offences under the Dowry Prohibition Act,
1961 or under Section 304 (b) of the Indian Penal Code? If yes, please provide
details.

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17. Particulars of Loans & Advances Credit Card facility availed:

Name of Availed Limit Present Any Default Present

Bank/ Institution Since Outstanding In Repayment Status

DECLARATION

I certify that the foregoing information is correct and complete to the best of my
knowledge and belief. I understand that any default in repayment of
loans/advances or repayment of the outstanding in respect of credit card in
violation of the terms & conditions will be disqualification for appointment in
the Bank. I am not aware of any circumstances which might impair my fitness
for employment in the Bank. I have/will have no objection to Bank making
enquiries at any time (immediately/in the near future) regarding the statements
made by me in the applications, in any manner they decide to do so inclusive of
police enquiry into my antecedents.

.........................................
Signature of candidate

..............................................
Name in Block Letters

Date ...........................
Place ..........................

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Dr. ........................................
...........................................
...........................................

Dear Sir/Madam,

MEDICAL EXAMINATION

Shri/Smt./Kum............................................................................................., a specimen
of whose signature is given below for purpose of identification has been selected for
appointment in the clerical/subordinate cadre of the Bank/ has been selected for
promotion to clerical/officers' cadre. He/She is, therefore, required to be medically
examined by you. Please submit to us the medical report on him/her in the enclosed
form in a separate cover marked "Private & Confidential". We enclose herewith for
your information a copy of the guidelines to be followed while examining the
candidate. The declaration form duly competed and signed by the candidate is also
enclosed. Your fee for the medical examination will be borne by the candidate.

2. Shri/Smt./Kum..................................................................has been instructed to call

on you within 2/3 days.

................................................
(Specimen signature of the Candidate/Promotee)

Yours faithfully

Chief Manager (HR)

Branch Manager

Copy to Shri/Smt./Kum ………………………………

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 PRIVATE & CONFIDENTAL

Shri/Smt./Kum. .................................

.......................................................….

.......................................................….

RECRUITMENT IN CLERICAL/SUBORDINATE CADRE OF THE BANK

Dear Sir/Madam,

Shri/Smt./Kum .................................................. who has applied for appointment

as a ..................................... in the Bank, has given your name as a
referee/previous/present employer. We shall, therefore, be obliged if you will
kindly give us in confidence, your opinion on his/her character and antecedents
on the lines of the enclosed proforma.

2. An early reply will be greatly appreciated.

Yours faithfully,

Branch Manager

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 Name of the Candidate ..........................................................

Applied for the post of ............................................................

1. Is the candidate known to you? Yes/No

2. If so, kindly state the period. ............... Year ............... Months

3. Whether to the best of your knowledge and information

(a) the candidate has at any time taken active part in politics

(b) He was ever arrested/prosecuted/ kept under detection or convicted by a court

of law.

4. Is the family of the candidate known to you?

5. Has any member of the candidate's family ever been arrested/kept under
detention or convicted by a court of law?

6. Are you aware of any circumstances which would render the candidate
unsuitable for appointment in a banking institution?

7. Is the candidate related to you?

8. If yes, nature of relationship:

9. Any special traits: ............................

I certify that the above information is correct to the best of my knowledge and
belief and that Shri/Smt./Kum .......................................... bears a good moral
character.

Signature ...............................................
Name ..................................................... Status ....................................................
Address .................................................
Place .................
Date .................

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 PROFORMA OF REPORT TO BE OBTAINED FROM PREVIOUS /
PRESENT EMPLOYER(S)

1. Name of the candidate

2. Period for which he was employed in your Company/Firm/Department

3. Conduct during the period of his service

4. Whether the candidate is still in service or not? If not, reasons for

dismissal/discharge resignation?

5. Whether there is anything that may render him unsuitable for service in the
Bank.

6. Is the candidate related to you?

Name & Designation .........................................................

Signature ...........................................................................

Name of the Company/firm/ Department ........................................………

……………………………………………………………………………………..

Address
………………………………………………………………………………………

………………………………………………......................................................

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 REGISTERED POST

The Collector/District Magistrate,

........................ District,

Dear Sir,

VERIFICATION OF CHARACTER AND ANTECEDENTS OF

SHRI/SMT./KUM.

We shall be glad if you will please arrange to furnish us the character and
antecedents in respect of Shri/Smt./Kum. ........................................................
son/daughter of Shri …….................................................................. Resident of
...................................................................................................................................
...................................................................................................................................
...................................................................................................................................
required for our consideration in connection with his/her permanent
appointment in Bank's service.

2. An attestation form submitted by the candidate is enclosed for your information

and perusal.

3. An early action is solicited.

Yours faithfully,

BRANCH MANAGER

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 CHAPTER-2
PROBATION, CONFIRMATION, EXTENSION,
RETIREMENT, RESIGNATION

2.1 PROBATION

In terms of Para 495 of Sastry Award and para 21.18 of Desai Award, ordinarily,
the period of probation should not exceed six months. However, in case of
persons whose work is not found to be quite satisfactory during the said period
but who are likely to improve and give satisfaction if a further opportunity is
given to them, the period of probation may be extended by three months
provided due notice in writing is given to them, before the expiry of probation
period. During the probation period new recruits will have to complete
stipulated (15) number of e-lessons to become eligible for confirmation in
service.

In all other cases, probationers after the expiry of the period of six months
should be deemed to have been confirmed, unless their service services are
dispensed with on or before the expiry of the period of probation.

(In terms of our letter no. PER:IR:22150 dated 9 th June 1983 read with
PER/IR/6856 dated 26.02.1983 and para. 21.18 of Desai Award, obtention of a
probationer’s consent in writing before extending his/her probation is not
necessary).

If the probationer does not desire to continue as a probationer for such further
period, it would be open to him/her to intimate the Bank to the effect and leave
the service of the Bank.

The above provisions, certainly throws upon the Bank a necessity to monitor the
services of the employee even within a period of five months so that it can well
in advance give a notice in writing to the employee in case it decides to extend
his/her probation. It will be very difficult to take last minute decisions in these
matters and hence the procedure will have to be gone through at least a week
prior to the expiry of the six months’ probation.

The Branch Manager should make suitable diary note to submit monthly
reports on all probationers appointed in clerical cadre to the Controlling
Authority on Form AD 165x (Annexure).

Specified e-lessons will be required to be completed by the newly recruited

Associates during the probation, for getting confirmed in the Bank, failing which

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 their probation will be extended till completion of the same. Prescribed e-
lessons (for confirmation) will include role-based e-lessons.

Conformation is service will be subject to satisfactory completion of Know Your

Employee (KYE) formalities. In the event of any of the information / declaration
/ certificate or document produced by the employee is found to be false / forged /
fabricated / invalid at any point of time, the employee / candidate will be liable
for appropriate action including disciplinary action and / or removal /
termination of service.

The Bank may terminate the services of the employees during period of
probation on giving one month’s notice or on payment of a month’s pay &
allowances in lieu of notice. The employee, if desire to leave the service of the
Bank during probation period, will have to give 14 days’ notice in writing failing
which an amount equivalent to 14 days’ pay and allowances will have to be
deposited with the Bank or alternatively will be deducted from salary &
allowances.

2.1.1 CONFIDENTIAL REPORTS ON EMPLOYEES ON PROBATION

The following guidelines should be followed for submission of confidential

reports on employees on probation.

i) The report should be submitted only once on completion of 4th month of

probation. Copies of such reports should be kept at the branch for the purpose
of record and reference. In view of the provisions in the Desai Award that a
probationer is deemed to have been confirmed on the expiry of the probation
period unless his services have been dispensed with on or before the expiry of
the period of probation, it is necessary that while submitting the fourth
monthly report on a probationer, the Branch Manager should give opinion on
his suitability or otherwise for confirmation in the Bank's service.
ii) If the probationer is not considered suitable for confirmation, the Branch
Manager should state in the fourth monthly report whether in his opinion the
probationer's services may be terminated forthwith or whether the initial
probationary period of six months be extended by a further period not
exceeding three months.
iii) If it is decided to extend the probation period by three months, the Branch
Manager should point out to the probationer concerned his specific
shortcomings and serve on him a notice in writing to the effect that his
probation period will be extended by three months from the date of expiry of
the sixth months of probation.

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 iv) In the event of extension of probation period, the monthly reports will continue
to be submitted on the probationer. While submitting the eighth monthly
report, the Branch Manager should advise whether the probationer is fit in
every respect for confirmation or whether his services should be dispensed
with.
v) Employees working in Administrative Office and Local Head Office, section/
departmental head under whom the employee is working will submit his
recommendations for confirmation which will be approved by the Assistant
General Manager as the latter is the Appointing Authority. In respect of the
employees working at the Office Administration Department, the Dy. Manager
(Adm.) or Officer-in-Charge of the Department/ Section will put up
recommendations to the Assistant General Manager for approval.

2.2 FORMALITIES TO BE COMPLETED AFTER CONFIRMATION

Application forms for admission to the Bank’s provident fund along with letters
of nomination shall invariably be forwarded to the Controlling Authority along
with the copy of letter advising confirmation of the employee.

2.3 MAINTENANCE OF SERVICE RECORDS: ONLINE SERVICE SHEET

(e-Circular no. CDO/P^HRD-PM/66/2017-18 dated 6th Dec 2017)

It has been decided to roll out the service of online Service Sheet through HRMS
portal for all staff members of the Bank with immediate effect.

Salient features of the service and some important points are as under-

(i) This service will be covering all categories of staff.

(ii) A facility of upload the scanned copy of old/ present service sheet has been
provided
(iii) Employee/ officer details which are available in HRMS will be picked up
automatically by the system.
(iv) Data which is not available in HRMS can be updated in service sheet
(v) The service will be available to Branch Manager/ HOD. BM/ HOD can
delegate to an officer working under him/ her for updation/ uploading of old
service sheet.
(vi) The service is available in HRMS as under- ‘Manager Approvals-→Personal/
Career Planning-→Service Sheet’.
(vii) User manual is available with the service.

2.4 PERFORMANCE APPRAISAL:

The system of writing Performance Appraisal Report introduced after signing

Settlement dated 12th April 1999 has been reviewed in the light of feedback

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 received from various sources as also to meet the requirement under promotion
policy approved as per Settlement on Promotional Avenues/Career Progression
dated 22nd July 2003.

The Performance Appraisal has been modified based on the performance of ‘Key
Result Area (KRA)’. The scheme is named as ‘Career Development System
(CDS)’. The distribution of marks under CDS are as under-

KRA Scores - 65
e-Learning - 5
Discretionary Score- 30

2.4.1 IN CASE OF CHANGE OF BRANCH INCUMBENCY

An outgoing Branch Manager (reporting official) who has been at a Branch (or
office) for more than six months since the date of the previous report will, at the
time of handing over charge, leave a record of his observations on the work of
all employees, including members of the supervising staff, for the guidance of
the new incumbent, who will normally have to compile the annual reports. The
intention is that such observations should be helpful to the new incumbent who
has to submit the annual report in assessing the work for a whole year.

2.5 AGE OF SUPERANNUATION & EXTENSION IN SERVICE

In terms of the notification F.No.4/1/3/98-IR dated the 22nd May, 1998, issued
by the Government of India and the Memorandum of Settlement dated the 15th
September, 1998 between the bank and the All India State Bank of India, Staff
Federation, the age of superannuation of the workmen staff will be 60 years.

A workman employee will retire from service on the afternoon of the last day of
the month in which he attains age of superannuation. If an employee's date of
birth falls on the first day of a month, he will retire from the service on the
afternoon of the last day of the preceding month.

In case an employee is allowed to continue even beyond the month in which he

completes 60 years of age, the concerned Branch Manager/Departmental Head
will be held liable for punitive action including recovery of salary and
allowances paid to the retired employee after his attaining 60 years of age. In
order to guard against such incidents, it is essential that an exercise is
conducted at the beginning of each year to ensure that appropriate note is made
to start the process of obtention of approval/ sanction for retirement and
terminal benefits in respect of each employee retiring in the year and the

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 employee is retired from the Bank's service on the stipulated date. With effect
from 01.11.1993, service for the purpose of pensionary benefits will be reckoned
till the age of retirement, i.e. 60 years, instead of up to 58 years.

A simple application for retirement should be obtained (six months before

retirement) from an employee who is due for retirement and should be
forwarded to the Controlling Authority. Now the service of FULL AND FINAL
SETTLEMENT OF PF has also been started through HRMS Portal (e-Circular
No.: CDO/P&HRD-PM/46/ 2012-13 dated 31.10.2012).

Where an employee is entitled to pension, his retirement should be authorised

by the respective Controlling Authority not below the rank of Asstt. General
Manager. In the case an employee, who is not a member of either of the Pension/
Provident Funds and whose retirement comes by mere efflux of time or who
ceases to be in service by operation of the rules of service by which he is
governed, the question of sanction of retirement by any authority would not
arise. It will be sufficient, if the retirement is intimated to the employee
concerned by an appropriate authority in the Bank.

2.5.1 i) A member who joined SBI pension fund scheme prior to implementation of NPS,
shall be entitled to a pension under these rules on retiring from the Bank’s
services –
a) After having completed twenty years’ pensionable service provided that he
has attained the age of fifty years or if he is in the service of the Bank on or
after 1.11.1993, after having completed ten years pensionable service
provided that he has attained the age of fifty eight years or if he is in the
service of the Bank on or after 22.05.1998, after having completed ten years
pensionable service provided that he has attained the age of sixty years;
b) After having completed twenty years’ pensionable service, irrespective of
age, he shall have attained, if he shall satisfy the authority competent to
sanction his retirement by approved medical certificate or otherwise that he
is incapacitated for further active service;
c) After having completed twenty years pensionable service, irrespective of the
age he shall have attained at his request in writing.
d) After 25 years of pensionable service.
ii) A member who has attained the age of fifty-five years or who shall be proved to
the satisfaction of the authority empowered to sanction his retirement to be
permanently incapacitated by bodily or mental infirmity from further active
service (such infirmity not being the result of irregular or intemperate habits)
may, at the discretion of the trustees, be granted a proportionate pension.

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 iii) A member who has been permitted to retire under clauses 1(c) above shall be
entitled to proportionate pension. Pension is calculated and payable as per
Pension Fund Rules.

2.5.2 EXTENSION OF SERVICE:

The settlement dated 15.09.1998 contains a provision enabling the Bank to

retire a workman at the age of 58 years, by giving him/her two months' notice
in writing, in case it is found that his/her efficiency is impaired. Therefore, it
will be necessary to review the cases of workmen nearing the age of 58 years.

The process of review should start at least 6 months before the employee is due
to attain the age of 58 years, so that he/she may be given the required two
months' notice and retired in case his efficiency is found to be impaired.

One of the determinants of efficiency, besides other parameters like work,

conduct, attendance, punctuality, leave discipline etc. is the state of health /
physical fitness of the employee. For this purpose, the cases of employees whose
attendance / leave record etc., indicate signs of ill health may be referred to the
Bank's Medical Board for a medical examination. Every Branch Manager / Head
of Department (in administrative offices) should arrange for diarising the date
of review in respect of each employee in his establishment at least 6 months
before it is due, take up the exercise sufficiently in advance and submit the
report to his Controlling Authority as per the proforma given at Annexure.

2.6 RESIGNATION FROM SERVICE

a. In terms of para 522 of the Sastry award a permanent employee may leave the
service of the Bank by giving one month notice in writing to the manager. A
probationer desirous of leaving service shall give 14 days’ notice in writing to
the manager.
b. If any employee leaves the service of the Bank without giving notice, he is liable
to pay the Bank one month’s (14 days in case of probationer) pay and
allowances in lieu of notice.
c. Unlike Officers Service Rules, there is no provision in the Awards/Settlements
to waive notice period. However, when a member of the clerical staff is selected
as a Probationary Officer in our Bank or our Associate Banks, the notice period
of one month may be waived while accepting the resignation of the employee
as a clerk. However, the benefit of continuity of service is not granted to such
employee.

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 d. Employees desirous of leaving the Bank should be asked to liquidate the
outstanding loan(s) and advance(s) (including Housing Loan) prior to their
leaving the services of the Bank.
e. The Appointing Authority is the competent authority for accepting resignation
from award staff employees.
f. A member of Award Staff who has completed 20 years’ pensionable service and
completed 50 years of age or 20 years’ service (if he is not a member of Pension
Fund) may be permitted to retire from the Bank’s service subject to his giving
one month’s notice in writing or pay in lieu thereof. Before allowing the
employee to retire prematurely/voluntarily it should be ensured that no
disciplinary action is pending/contemplated against him.
g. If the employee is seeking voluntary retirement on health grounds before 55
years of age, he should be subjected to an examination by a Medical Board
consisting of (a) a Civil Surgeon. (b) a specialist relevant to the disease/
aliment, and (c) the Bank’s Medical Officer at Local Head Office/
Administrative Office. The Medical board should be asked to unequivocally
state whether or not the employee is permanently incapacitated and hence
unfit to continue in service. If the Medical Board pronounces the employee to
be permanently incapacitated, he should be retired from the date of medical
report provided no disciplinary action is pending/ contemplated against him.
h. In such a case, the employee’s request, bio data and medical report should be
forwarded to the concerned authority expeditiously along with
recommendations in the matter. The bio data of the employee should consist of
his name, date of birth, age as on the date of retirement, date of appointment
in the Bank and designation at the time of initial appointment, present
designation, total pensionable service, reasons for seeking retirement, whether
any disciplinary action is pending/contemplated and Details of outstanding
loans and advances and how the employee will liquidate them.
i. An employee who seeks voluntary retirement (before completion of 30 years’
service or 30 years’ pensionable service or attaining 58/60 years of age,
whichever occurs first), except on medical grounds should be asked to liquidate
the outstanding in his housing loan account on the date of retirement. In
exceptional circumstances where, however, employee finds it difficult to adjust
the outstanding on the date of retirement, such request for continuance of the
loan may be considered by charging commercial rate of interest from the date
of retirement.

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2.6.1 VOLUNTARY RETIREMENT / RESIGNATION WHILE ON DEPUTAION

Employees who submit their applications for voluntary retirement/resignation

while on deputation to a subsidiary/joint venture company will not be permitted
to join the same company/subsidiary where he/she was working before his/her
resignation/voluntary retirement.

Employees who are on deputation with the subsidiary/JVC at the time of

applying for the post and are selected through open market
selection/competition process, will be permitted to take up the assignment with
such subsidiary/Joint Venture Company.

Incidentally, such employees who retired under SBIVRS would not be appointed
in the Bank/our associates/subsidiaries or Joint Venture Companies.
(CDO/PM/1411/CIR/44 dated 24-09-03)

2.6.2 INSTRUCTIONS RELATING TO LOANS/CONCESSIONAL RATES

The facility of concessional rate of interest will, however, be continued in case

of normal retirement or voluntary retirement on medical grounds and voluntary
retirement after the age of 58 years. Other loans and advances are also required
to be liquidated at the time of cessation of service.
(Letter No. PA/CIR/74 Dated 5.5.1988 & ADM/SPL/5193 Dated 27.9.1990)

2.6.3 TERMINAL BENEFITS

For imparting speed, transparency and ease in its processing, settlement and
payment of undernoted terminal dues has been automated through HRMS
portal. In terms of e-Circular No.: CDO/P&HRD-PPFG/84/2014-15 dated
23.02.2015, payment of Gratuity should be strictly through HRMS only with
effect from 1st March, 2015.

2.7 VOLUNTARY CESSATION OF EMPLOYMENT

When an employee absents himself from work for a period of 90 or more

consecutive days without prior sanction from the competent authority or beyond
the period of leave sanctioned originally including any extension thereof or
when there is satisfactory evidence that he has taken up employment in India
or outside, the management at any time thereafter may give a notice to the
employee at his last known address as recorded with the bank calling upon him
to report for the work within 30 days of the date of the notice

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 Unless the employee reports for the work within 30 days of the notice or gives
an explanation for his absence within the period of 30 days satisfying the
management inter- alia that he has not taken up another employment or
avocation, the employee shall be given a further notice to report for work within
30 days of the notice failing which the employee will be deemed to have
voluntarily vacated his employment on the expiry of the said notice and advised
accordingly by registered post.

In the event of the employee submitting a satisfactory reply, he shall be

permitted to report for thereafter within 30 days from the date of expiry of the
aforesaid notice without prejudice to the bank’s right to take any action under
the law or rules/conditions of service.

If the employee fails to report for work within these 30 days period, then he shall
be given a final notice to report for work within 30 days of this notice failing
which the employee will be deemed to have voluntarily vacated his employment
on the expiry of the said notice and advised accordingly by registered post.

If an employee again absents himself for the second time within a period of 30
days without submitting any application and obtaining sanction thereof, after
reporting for duty in response to the first notice given after 90 days of absence
or within 30 days period granted to him for reporting to work on his submitting
a satisfactory reply to the first notice, a further notice shall be given after 30
days of such absence giving him 30 days’ time to report. If he fails to report for
work or reports for work in response to the notice but absents himself a third
time from work within a period of 30 days without prior sanction, his name shall
be struck off from the rolls of the establishment after 30 days of such absence
under intimation to him by registered post deeming that he has voluntarily
vacated his appointment.

Any notice under this clause shall be in language understood by the employee
concerned. The notice shall be sent to him by registered post with
acknowledgement due. Where the notice under this clause is sent to the
employee by registered post acknowledgement due at the last recorded address
communicated in writing by the employee and acknowledged by the bank, the
same shall be deemed as good and proper service.

To stand the legal scrutiny, it is essential that the employee concerned is given
opportunity at each stage to report back for duties/explain his absence to the
satisfaction of the bank. (CDO:IR: SPL:91 DATED 06.06.2005 & CDO/ P&HRD
/IR /26 DATED 21/07/2005)

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 2.7.1 Voluntary Cessation
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

In partial modification of Clause 33 of Settlement dated 2 nd June 2005,

employees who have ceased to be in service of the Bank under voluntary
cessation shall be eligible for PF, gratuity, Pension, and Leave encashment
benefits, if otherwise eligible.
With effect from 1st November 2020 employees who cease to be in service
under voluntary cessation, may be given an opportunity to represent to the
management and the management may consider the same on merits.

2.8 HONOURING A RETIRING EMPLOYEE

A memento on Bank’s behalf will be presented to every retiring staff member
(excluding voluntary retirement or compulsory retirement). According to the
guidelines, the memento may preferably be in the form of a silver salver/ article
with suitable inscription/ legend which could be preserved by the retired
employee with pride and cherished memories.

Cost ceiling for this scheme is contained in e-Circular No.: CDO/P&HRD-

PM/64/2016-17 dated 06.09.2016 and are as under:

Category Cost Ceiling (Rs.)

Subordinate Staff 4,000/-
Clerical Staff 6,000/-

The following instructions are applicable to employees regardless of whether

they are retiring on superannuation or otherwise:

i. Get together at unit level in honour of employee at the time of Retirement on

Superannuation/Voluntary retirement should be arranged.

ii. Appreciation letters may be issued for the officials who are leaving the bank
on Superannuation/Voluntary Retirement.

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 Form AD 165x

ANNEXURE / FORMATS

MONTHLY / 4th MONTHLY REPORT ON CLERICAL/SUBORDINATE

CADRE EMPLOYEE ON PROBATION FOR THE MONTH OF..........................
1. Name :

2. Date of joining the service :

3. Nature of duties performed :

4. Ability :

5. Conduct :

6. General remarks :

STATE BANK OF INDIA Signature ................................................

Branch : Designation ............................................

Date : Department .............................................

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 PERFORMANCE APPRAISAL REPORT

FOR SUBORDINATE STAFF AS ON 31ST MARCH 20 __

Name in full
Shri/Smt./Km/_________________________ P.F.Index No.______________________
Educational Qualification_______________ Date of Birth ________
Joined the Bank as___________________ On____________________________(Date)
Present Designation__________________ Since__________________________(Date)
Place of Posting______________________ (Br./Off.) Since_________________ (Date)

REPORT ON WORK AND CONDUCT

(Marks awarded to be stated in relative dockets)

Sr. Parameters Reporting Reviewing *

No (Factors to be considered as on reverse) Authority Authority

Conduct (Behaviour with customers, officers

1
and staff)
2 Responsibility towards Duty / Work
3 Time discipline (Leave/Punctuality)
4 Special Contribution to work / business, if any
(Please enumerate)
5 General Remarks (including employee’s desire
to acquire knowledge and skills) (Descriptive)
* The report will be reviewed if an employee is awarded 5 or less marks by the
Reporting Authority.

____________________________________ _________________________________

(Name & Designation of Reporting Authority) (Name & Designation of Reviewing Authority)

Branch / Office_____________________ Branch/Office________________________

Date______________________________ Date_________________________________

Note: Adverse remarks should be advised in writing by the Reviewing Authority and
a copy should be attached to this report.

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FACTORS TO BE CONSIDERED UNDER VARIOUS PARAMETERS

(A) CONDUCT

• Courtesy, etiquette displayed in dealing with customers.

• Sincerity and integrity.
• Support to seniors, peers and gaining their respect.
• Projection of Bank’s image
• Overall discipline in work, compliance of reasonable orders of Superiors and
behaviour.
(B) QUALITY OF WORK

• Knowledge of job/functional areas.

• Speed in work and completion of tasks within time schedule.
• Adherence and respect to systems and procedures.

(C) TIME DISCIPLINE

• Punctuality in attending office and being available during working hours.

• Adherence to leave rules, including frequency of Privilege leave.
(D) SPECIAL CONTRIBUTION TO WORK/BUSINESS

• Business growth and profitability

• Assistance during Audit and Annual closing.
• Contribution in prevention/detection of frauds.
• Contribution in deposit mobilisation/loan and recovery camps/marketing of
other products of the Bank/community service
(E) GENERAL REMARKS

• On the basis of an overall assessment of the employee’s performance including

employee's desire to acquire knowledge and skill, as also areas not specifically
covered by any of the parameters enumerated above.

(F) OTHER INSTRUCTIONS:-

Marks are to be given out of a maximum of 10 marks, 2 marks each.

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 WORKMEN STAFF REVIEW OF EFFICIENCY

A BIO-DATA

1. Name : ________________________________________________________

2. Designation : __________________________________________________

3. Date of birth : _________________________________________________

4. Appointed in the Bank as : _____________________________________

5. Date of Appointment : _________________________________________

6. Date of admission to Pension Fund : ____________________________

7. Date on which the employee : ___________________________________

Attains 58 years of Age : _________________________________________

B. SERVICE RECORD

(For 3 immediately preceding years) YEAR YEAR YEAR

Work _____________________________

Conduct _____________________________

Adverse remarks, if any, in _____________________________

the service record and _____________________________
whether these have been _____________________________
pointed out to the employee _____________________________

C. GENERAL

Has any disciplinary action ______________________________

(Whether involving vigilance angle ______________________________
or otherwise) been taken/initiated ______________________________
against the employee during the last ______________________________
3 years? If so, the nature of the ______________________________
misconduct and punishment inflicted ______________________________
may be furnished. In respect of ______________________________
pending disciplinary proceedings, the ______________________________
present position may be indicated ______________________________

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D. STATE OF HEALTH

From To

Nature of illness/ Reasons for leave

State of the employee's health and ______________________________

Particulars of major ailment(s), if ______________________________
any, he has suffered during the ______________________________
Last 3 years based on medical ______________________________
Bills/reports/leave applications ______________________________

E. RECOMMENDATIONS:

Please give specific recommendations ______________________________

(In case the employee is considered ______________________________
not suitable for continuing in service, ______________________________
specific reasons therefor should be ______________________________
given). ______________________________
RECOMMENDATIONS OF THE CONTROLLING AUTHORITY

_____________________________

______________________________ ______________________________
Place :

Date : ________________________________

Signature of the Controlling Authority

DECISION OF THE COMPETENT AUTHORITY

Place : _______________________________

Date : ________________________________

Signature of the Controlling Authority.

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 CHAPTER-3
CAREER PROGRESSION: AWARD STAFF
INCADRE HIGHER APPOINTMENTS & THEIR ROLE &
RESPONSIBILITIES

Career Progression: Award Staff

3.1 In-Cadre Higher Appointments

Policy for Appointment to Special Allowance carrying positions in the clerical

and subordinate cadre
(Ref :- e-Circular No. CDO/P&HRD-IR/
119/2008-09 dtd. 24.03.2009 66/2014-15 dtd 01.01.2015
(Master Circular) 36/2015-16 dtd. 22.07.2015
47/ 2009-10 dtd. 20.10.2009 104/2017-18 dtd 15.03.2018
56/2009-10 dtd. 25.11.2009 05/2019-20 dtd 09.04.2019
14/2010-11 dtd. 14.06.2010 66/2020-21 dated 21.12.2020

3.2 Brief background

To match the changing needs of the Bank and formulation of an assured career
progression scheme providing for a time-bound movement to higher positions
within the cadre, a committee was constituted in the year 1997 with
representatives of the Bank as well as Staff Federation with an academician
of repute from the Tata Institute of Social Sciences, Mumbai.

Based on the committee’s report and discussions with the Staff Federation, a
consensus on Career Progression policy was reached. The policy was approved,
and a settlement thereon was entered into with the Staff Federation on 12 th
April 1999. Thereafter, the Bank entered into various Settlements with the
AISBISF on 22.07.2003, 16.06.2005 23.10.2006, 01.08.2007, 30.09.2008 and
29.08.2009 on the issue of Career Progression. The Settlements have taken the
care of the hopes and aspirations of employees as also of the current common
concerns in relation to employee-productivity, customer service, business
development, profitability and induction of state-of-the-art technology. It also
contains many other positive features which will have a bearing on the Bank’s
functioning and facilitate improved customer service, such as extension of
business hours, introduction of Shift System, installation of Automated Teller
Machines, increased use of Note Counting Machines, Networking of branches
etc.

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3.3 Salient Features

(i) Flexibility in the deployment of workmen in the bank at the branches to ensure
optimum utilisation of available human resources by providing for
interchangeability between clerical and cash departments for performance of
multiple jobs/tasks.
(ii) Mobility of personnel from one branch/office to the other by providing for
transfer as a consequence of appointment to higher position within- the-cadre
so that proper and equitable deployment of manpower could be made to meet
the requirement of all branches, particularly those located in rural and
semiurban centres.
(iii) Greater productivity by flexibility in deployment and by providing adequate
motivation to the employees by way of assured career progression, to put in
their best efforts in the performance of their work with a sense of pride in being
a part of a great national institution.
(iv) Appointments to within-the-cadre higher positions carrying special allowance
in terms of the policy herein agreed will not, ipso facto, result in creation of
vacancies of substantive positions like clerks/cashiers etc. in the clerical cadre
and messengers, sweepers etc. in the subordinate cadre.
(v) It is mutually agreed that the redesignation of existing employees/
appointment of employees as Senior Assistants / Special Assistants / Head
Messengers / Senior Head Messengers etc., in terms of this policy would
contribute to smoothening the work flow at branches and that no employee so
redesignated / appointed to higher position will resort to restrictive practices
of any nature enumerated in the subsisting industry-level bilateral
settlements.
(vi) The Bank may at its discretion, extend business hours at all the fully
computerised branches in respect of all transactions up to 2 hours on full
working days and 1 hour on half working days.
(vii) The bank may, at its discretion, install ‘Automated Teller Machines’ at any
Branch / place of its choice and interlink them.
(viii) The Bank may also interlink the operations / transactions among computerised
branches.
(ix) The Bank may, at its discretion; install note counting machines at all fully
computerised branches in addition to the currency chest branches.
(x) The Bank may at its discretion, undertake computerization/ mechanisation
and adopt and bring into use latest technologies from time to-time in an
unrestricted manner as per Bank’s business needs and work requirements and
also undertake all the required measures to achieve vision of being a world
class bank having operational efficiency and quality of service etc., comparable
to international standards.

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 (xi) The Bank may at its discretion adopt/introduce latest technology, use latest
equipment and devices, acquire/modify/change or discontinue businesses and
business processes with the objective of improving profitability and
maintaining/ improving efficiency in operations and rendering excellent and
world class customer service.
(xii) In order to tap the full potential at fully computerised branches, the Bank may,
at its discretion, introduce 7-day banking, shift system and round the clock
banking. The Bank may also stagger working hours at fully computerised
branches in accordance with the subsisting Settlements.
(xiii) The Bank may at its discretion utilise the services of the staff for marketing
and selling different products of the Bank and its subsidiaries/ joint ventures
or any other product of any agency/entity with whom the Bank may have
arrangement, for recovery of bad loans and such other activities as deemed fit
by the Bank based on its business needs and requirements.
(xiv) The Bank may at its discretion retrain/ re-skill the identified staff for the above
purposes and offers them rewards/incentives and allowances (as per extant
instructions) on a case-to-case basis as deemed fit by the Bank.
(xv) The Bank may continue outsourcing including hiring services from outside
computer agencies in essential areas to meet its requirements, having regard
to operational efficiency and cost effectiveness. The Bank will, however, make
every effort to develop in-house capabilities in as short a time as possible.
(xvi) The Federation would fully co-operate with the Bank in all its attempts to
prevent frauds and income leakages.

3.3.1 Empowering Assistants- Creation of the position of “Customer

Assistant”- in the Cadre of “Assistants”
(Circular No.: CDO/P&HRD-IR/24/2013 – 14 dated 17.8.2013)

The passing powers and duties & responsibilities were assigned to the different
categories of Clerical cadre with the objective to empower them and to use their
services for more productive purposes. The objective was to unlock the potential
of younger and well-educated junior Assistants by empowering them more,
facilitating quicker disposal of customer transactions and thereby improving
quality of customer service. As the eligibility for an Assistant to become Senior
Assistant was ten years service, a large number of newly recruited Assistants
did not qualify to be Senior Assistants. Accordingly, it was decided to introduce
a new category of “Customer Assistant” in between the Assistant and Senior
Assistant positions. With a view that down streaming of powers would also lead
to further job enrichment. It was also decided that the services of the Customer
Assistants would be utilized preferably at the Single Window Counters,
customer facing desks, desks at CPCs involving exercising passing powers.

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3.3.2 REDESIGNATION
(e- Circular No.: CDO/P&HRD‐IR/36/2015‐16 dated 22.07.2015)

In view of paradigm change in the nature of roles of Clerical cadre employees

a need was felt to redesignate them and to give them a contemporary job title.

With a view that this would help in enhancing job satisfaction and pride in
one’s own job besides reflecting the core element of responsibility assigned.
Hence, it was decided to redesignate the following clerical cadre employees as
under:

Existing Designation Proposed Designation

Assistant Junior Associate (Customer Support & Sales)
Customer Assistant Associate (Customer Support & Sales)
Senior Assistant Senior Associate (Customer Support & Sales)
Special Assistant Special Associate (Customer Support & Sales)
Senior Special Assistant Chief Associate (Customer Support & Sales)

3.3.3 PASSING POWERS AND CAPABILITY IN CBS

(e-Circular No. : CDO/P&HRD-IR/7/2017 dated 18 April 24,2017 &
CDO/P&HRD-IR/66/2020 – 21 dated 21 Dec 2020
CBS Team has fixed different capability levels for different categories of clerical
staff as per their duty list. In CBS, an Associate should work on capability level
2, Senior Associate on capability level 3, Special Associate on capability level 4,
and Chief Associate on capability level 5. Officiating in higher positions should
generally not to be permitted at branches on permanent basis. However, in case
of emergency, if any, Associate has to hold the charge of cash, he can be allotted
capability level 4, as the charge of cash at branches can be taken by Special
Associate or Chief Associate only.
As per CBS Manual the capability levels of various uses can be summerised as
under:

Description Transaction User User

Group Capability Type
Enquiry User 1 0 10
Cashier 1 1 1
Data Entry Operator 3 1 1
Teller 2 2 1
Junior Associate 1 1 1
Associate 3 2 1
Senior Associate 4 3 1

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 Special Associate 5 4 1
Chief Associate- Cash Officer with user admin 7 5 60
Chief Associate-Passing Officer with user admin 7 5 45

However, iIt was observed in many cases that Award staff employees are being
allotted Capability Level of 7 or 8 in CBS, which is not only a grave security risk
for the Bank but also against their service conditions. Hence, instructions were
reiterated vide letter No. HR/IR/RKS/947 dated 05.11.2018 to all circles that:-
“ No clerical staff should be assigned capability level above 5 in any case in CBS.
Any officiating given to Award staff in emergency situations must be approved
by the respective Controllers i.e. Regional Manager/ DGM (B&O), as the case
may be. Controllers should take immediate action whenever an Award Staff
member is assigned Capability level above 5, without due approval and justified
grounds.”

Similarly, the passaging powers have also been defined as per various
settlements. The passing powers and capability levels can be summerised as
below:

POSITION PASSING POWERS

CASH TRANSFER
Junior Associate 15,000 20,000
Associate 35,000 70,000
Senior Associate 50,000 1,00,000
Special Associate 2,00,000 6,00,000
Chief Associate 4,00,000 10,00,000

3.4 CLERICAL STAFF

3.4.1 APPOINTMENT AS JUNIOR ASSOCIATE (CUSTOMER SUPPORT &

SALES)

➢ All new recruits at the time of joining shall be given designation as ‘Junior
Associate’.
➢ They will exercise passing powers of Rs 15,000/- (Cash) & Rs 20,000/-
(Transfer). They will perform the job of entry of vouchers.
➢ Any other duties within the cadre as assigned from time to time as per
Bank’s requirement.

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 In terms of Memorandum of Settlement dated 26.11.2020 between Bank
Management and the All India State Bank of India Staff Federation, the following
duties will also be performed by them:
➢ Marketing & Tele-calling for Business Development / NPA recovery.
➢ Verification of LTI / RTI of illiterate customers by holders of cash key in
cash balance branches.
➢ Assisting the Branch Manager in acquisition of new Business, Follow-up,
Recovery, Achievement of Budgetary goals and enhancing profitability.
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

3.4.2 APPOINTMENT AS ASSOCIATE (CUSTOMER SUPPORT & SALES)

3.4.2.1 Eligibility:
All employees in clerical cadre (excluding Record Keepers / Record Keeper- cum-
Cashiers / Godown Keepers / Bill Collectors) with minimum qualification of
matriculation and 1 years of service or more as Junior Associate as on 1 st June
each year.

3.4.2.2 Duties, Functions and Responsibilities of Associates (Customer

Support & Sales)
➢ All the duties of Junior Associates (CS&S) and duties of the substantive
cadre.
➢ Exercising passing powers of Rs 35,000/- (cash) & Rs.70,000/-(Transfer).
➢ Checking of VVRs.
➢ Open, upload and update deposit accounts in CBS provided such account
opening is duly authorized.
➢ Any other duties within the cadre as assigned from time to time as per
Bank’s requirement
In terms of Memorandum of Settlement dated 26.11.2020 between Bank
Management and the All India State Bank of India Staff Federation, the following
duties will also be performed by them:
➢ Marketing & Tele-calling for Business Development / NPA recovery.
➢ Verification of LTI / RTI of illiterate customers by holders of cash key in
cash balance branches.
➢ Assisting the Branch Manager in acquisition of new Business, Follow-up,
Recovery, Achievement of Budgetary goals and enhancing profitability.
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
Additional Duties to be assigned to Associates
i. Marketing of liability / loans products and products of subsidiaries like SBI
Credit Card, Mutual Fund, SBI Life etc. Sourcing of proposals
ii. Opening and closing of loan accounts as maker in CBS subject to
authorization by the officer in the application form

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 Opening of SDV / SDV-SC / Collateral accounts (pertaining to the details
iii.
of creation of primary / collateral security).
iv. Pick up of cheques / bills from customer’s place.
v. Delivery of drafts / Inter Office instruments at customer’s place.
vi. Accepting cash from individual / non-individual customers under doorstep
banking.
vii. Noting of SI / ECS.
viii. Scanning / uploading of signatures
ix. Input of BGL transactions in the CBS
x. Cash delivery to customers under doorstep banking.
xi. The above duties are in addition to the existing duties.
3.4.2.4. Duties, Functions and Responsibilities of AGRI. ASSOCIATE
i. To Assist in the Bank’s lending and / or operations for Agricultural
Development
ii. To distribute and collect application forms and assist the farmers in filling up
the forms
iii. To scrutinize application forms, title deeds, farm plans etc., to ensure that the
applications are complete in all respects and the particulars furnished in the
forms are prima facie in order and for this purpose he / she may be required
to visit the farms for verification and for collection of relevant data
iv. To support the Field Officer / BM in LOS feeding, appraisal, documentation
of loans
v. To take necessary steps to ensure that the periodical details, as called for are
received from the farmers in time.
vi. To keep constant touch with the farmers and to bring any adverse features to
the management’s notice
vii. To verify farm / farm machinery / equipments at stipulated intervals in case
of loans related to agricultural finance upto Rs.100000/- (Rs. One Lakh Only)
or cost of the pump set, livestock or cost of agricultural implements whichever
is higher.
viii. To verify proper utilization of the Bank’s loans or the progress of work in
respect of which loans are granted and to furnish reports on such verifications
ix. To make efforts and effect recoveries upto amounts not exceeding Rs.20000/-
(Rs. Twenty Thousand Only) from farmers from their place of work /
residence, subject to the necessary arrangements being made with regard to
fidelity and transit insurance and Personal Risk insurance by the Bank.
x. To collect information about the conditions of crops in the villages.
xi. To take up marketing for agri loan products

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 xii. To maintain liaison with Land Record and Registration Offices and other
Governmental / Developmental Agencies for expeditious handling of the
Bank’s work.
xiii. To survey villages falling under the area of operation of the branch and
prepare village / branch plans
xiv. To assist and arrange for recovery of crop loans, term loans as per the
recovery goals set for the branch
xv. To assist and arrange for renewal of security documents in respect of loan
accounts in villages assigned to him
xvi. To assist in achieving business goals (Agri. Segment) set for the branch
Note:
i. With a view to making optimum use of the technical skill of the Ag. Assistant
normally he / she may not be entrusted with the usual clerical work but
where necessary he /she may be asked to do the clerical work
ii. The Ag. Assistant should be able to speak the local language and be able to
explain his / her points clearly and precisely to the villagers
iii. He / she would be expected to reside in the central village of the branch to
which he / she is posted
iv. He / she has to feel that he / she has obligation towards the farmers whose
well-being is in his / her own interest
v. He/she has to be familiar with the various offices and agencies functioning
in the rural area with the object of rendering assistance to the farmers.
Career Plan:
i. The in-cadre promotion structure as applicable to Clerical staff may be
allowed for Ag. Assistants as well, keeping their special allowance intact
ii. The out-of cadre promotion structure in the form of Trainee Officer / OJM
need to be allowed on equal footing to Ag. Assistants as well.
Placement Policy:
i. The Ag. Assistants to be posted in RUSU branches only
ii. To begin with they may be posted in branches having agri business of more
than Rs. 5.00 Cr (Excluding agri gold loan)
iii. On promotion also, they should be continued in RUSU branches / LPCs
upto SMGS V
iv. As officers, their services need to be utilized for Agri Business only to
ensure proper usage of their expertise by posting them as Field Officer
(Agri), BM of ADBs / Agri Intensive Branches, Manager of LPC,
CM(Rural), AGM (ACB), AGM(ABU) etc.

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3.4.3 APPOINTMENT OF SENIOR ASSOCIATE (CUSTOMER SUPPORT &
SALES)
1. The Senior Associate (Customer Support & Sales) will have to perform the
duties of the erstwhile higher positions of Head Assistants (both Accounts
and Cash), Teller, and Computer Operators and whenever exigencies so
warrant, the original clerical/cashier duties also. Their services are
interchangeable between Clerical and Cash Departments as and when
required by the local management. This policy aims at optimum utilization of
available human resources.
2. This policy supersedes all the existing clerical / Central Office level
understandings / settlements in respect of appointments to special allowance
carrying positions like Head Assistants / Tellers / Computer Operators.

3.4.3.1 Eligibility: -

All employees in clerical cadre (excluding Record Keepers / Record Keeper-

cum Cashiers / Godown Keepers / Bill Collectors) with minimum qualification
of matriculation and 8 years of service or more as on 1st June each year.

3.4.3.2 Abolition / Change in the positions

a. The posts of Head Punch Operators will be abolished on the present

incumbents moving over to higher positions or retiring from Bank’s service.
The services of remaining Head Punch Operators, if any, will be utilised as
Senior Associate (Customer Support & Sales).
b. The existing Bradma Machine Operators (i) who have completed 10 years’
service, will be redesignated as Senior Associate (Customer Support &
Sales). The services of such operators, who have not completed 10 years’
service, will be utilised as Encoder Machine Operators, wherever Bradma
Machines are not in use.
c. Telex Operators and Computer Operators, who have completed 10 years’
service, will be appointed as Senior Associate (Customer Support & Sales).
d. The posts of Bradma Machine Operator (ii), Assistant Head Cashiers,
Cashiers Operating Cash Registers, DIR Assistants and Mill Checking
Assistants will be abolished on present incumbents moving to higher in-
cadre or out of cadre positions or retiring from the Bank’s Service. The
services of such staff, which have not yet completed 10 years’ service for
higher appointment, will be utilised as Assistants and their special pay will
be protected.
e. The posts of Godown-keepers and Bill Collectors will be abolished on present
incumbents on their retiring from the Bank’s service or moving on to higher

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 in-cadre or out-of cadre positions. The services of existing Godown-Keepers
and Bill Collectors will be utilised as Cashiers.
3.4.3.3 Duties, Functions and Responsibilities of Senior Associate (Customer
Support & Sales)

The duties listed below are in addition to the duties of substantive cadre (i.e.
Clerk / Cashier, Clerk-cum-typist, Computer Operator etc.) that the Senior
Associate (Customer Support & Sales) may be called upon to perform.
1. To Exercise passing powers of Rs.50,000/- for cash and Rs.1,00,000/- for
transfer transactions.
2. Work as Single Window Operator and discharge undernoted duties:
(a) Receipt and payment of cash upto Rs.50,000/- and transfer transactions upto
Rs.1,00,000/- for all types of accounts and customers and Bank’s other
instruments within their passing powers.
(b) To receive, pay, input and also authorise the relative transactions within his
powers.
(c) Cash and transfer transactions beyond his passing power will also be dealt
with by him. However, in all such cases the transactions will be posted by him
and referred to the Case Manager for authorisation. In other words, he will
receive or pay cash in excess of Rs, 50,000/- but necessary authorisation
therefore will be done by the Case Manager/ authorised officer. Similarly, he
will also input transfer transactions in excess of Rs.1,00,000/- but
authorisation for the same will be done by the Case Manager or any other
authorised official as the case may be.
(d) Cash payments upto Rs.50, 000/- or above subject to item 3(a) above, will be
made by Senior Associate (Customer Support & Sales) on constituent’s
account irrespective of whether payment is by way of cheque or withdrawal
form or whether it relates to third party, subject to verification of the identity
of the holder in the prescribed manner.
(e) Acknowledge receipts of cash receipts within his passing powers by signing
the counter foils. For cash transactions beyond his passing powers, while the
cash will be received by him, the counter foil will be signed and released by
the Case Manager.
(f) Pay Term Deposit / Special Term Deposit receipts within his powers and those
beyond his powers will be paid by him after due authorisation by the Case
Manager. Similarly, SWO will issue Term Deposit / Special Term Deposit
receipts through cash receipt or transfer irrespective of the amount involved
but receipts will be signed by the Case Manager or any other authorised
official.
(g) SWO will pay drafts, Inter-office Instruments, deposit at call receipts,
banker’s cheques, gift cheques etc., within his passing powers and those

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 beyond his powers will be paid with due authorisation by the Case Manager.
He will also issue drafts, Inter -office Instruments, deposit at call receipts,
banker’s cheques, gift cheques through cash or transfer irrespective of the
amount involved but the instruments will be signed by an authorised official.
Before payment of drafts, Inter-office Instruments, banker’s cheques etc. the
specimen signature of the signing officials will be verified by Special Associate
(Customer Support & Sales) or the Case Manager or authorised official
having custody / access to the specimen signature of signing officials in the
Bank.
(h) Open new accounts after necessary authorisation by the authorised official.
(i) Credits to loan accounts of constituents will be passed, entered and
authorised by him upto his passing powers. Debits to overdraft (current)
accounts within the sanctioned limits will also be passed and authorised by
him within his passing powers. However, debits to cash credit, term loan, and
demand loan, agricultural cash credit, agricultural term loan accounts will be
entered by him but authorisation will be done by the concerned authorised
official.
(j) In case of telegraphic transfers/STEPS issue and payments, he will only post
the transactions.
(k) All transactions pertaining to Government accounts including PPF will be
handled by him. The specimen signatures of the signing authorities will be
made available to him.
(l) Payment of foreign currency travelers’ cheques will be done by Senior
Assistant on authorisation by the officer in charge of foreign exchange.
(m) He will issue cheque books, note stop payment instructions, standing
instructions and print pass-books at the request of the constituents.
(n) While SWO can input transactions to the undernoted internal accounts,
authorisation will be done by the Branch Manager or any authorised officer
irrespective of the amount of transactions.
Sundry deposit
Suspense charges
Charges account
Interest account
Branch Clearing General Account
Inter branch items in transit account
Agency clearing
Inoperative account
Dormant account
Interest provision account, etc.
(o) He will be responsible for all cash directly handled by him.
(p) He will also be responsible for proper exercise of his passing powers.

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 (q) Receiving application, allotment and call monies by cash or cheques upto his
powers in any one case and issue of receipt therefor.
(r) As per letter No. CDO/IR/SPL/179 dated 28.07.2006, while working as Case
Manager/ Single Window operator have to exercise passing powers vested in
them. As verification of signatures including thumb impressions of account
holders is an integral part of exercising the passing powers, the verification
of signatures and thumb impressions of account holders is to be done by the
Special/Senior Associates.

3. Active assistance to the Branch Manager in achieving the budgetary goals,

monetary business etc.
4. After business hours, where the volume of work so permits, Senior Associate
(Customer Support & Sales) may be given other duties, within his cadre such
as deposit mobilisation etc.
5. Senior Associate (Customer Support & Sales) will duly check and sign the
system generated scrolls/ reports in respect of tasks/ transactions performed
by him such as cash receipt scrolls, cash payment scrolls, transfer
received/paid scroll, exchange scroll etc.
6. To check savings bank day book on daily basis and voucher verification
reports at Core Banking branches.
7. Accepting cash from individual / non-individual customers and issuing
receipts under doorstep banking to the extent of their powers.
8. Cash delivery to customers under doorstep banking
9. Checking of Voucher Verification Reports / day books / computer outputs of
all types of accounts at Core Banking branches / CPCs.
10. Checking of leave records, overtime register, Bonus register, establishment
register, etc.
11. Drafting of letter / notes, signing all types of intimations, advices of routine
nature to constituents.
12. To ensure timely preparation and checking of any returns / statements
entrusted for checking or forming part of the desk / section / department, the
responsibility for functioning whereof is entrusted to him.
13. To ensure correct application of rate of interest on Government and other
securities, discount and rebate on usance bills, interest on Central Office
account, interest on Savings Bank Accounts, term deposits and other interest-
bearing deposit accounts from various reports like deposit balance/loan
balance files etc.
14. To check Registered and ordinary letters dispatched registers, verify the
balance(s) with despatcher(s) at prescribed periodicity.
15. To check stationery and relative registers / ledgers
16. The above duties are in addition to the existing duties.

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 17. Any other duties with in the cadre as assigned from time to time as per Bank’s
requirement.
In terms of Memorandum of Settlement dated 26.11.2020 between Bank
Management and the All India State Bank of India Staff Federation, the following
duties will also be performed by them:
➢ Marketing & Tele-calling for Business Development / NPA recovery.
➢ Verification of LTI / RTI of illiterate customers by holders of cash key in
cash balance branches.
➢ Assisting the Branch Manager in acquisition of new Business, Follow-up,
Recovery, Achievement of Budgetary goals and enhancing profitability.
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

3.4.4 APPOINTMENT OF SPECIAL ASSOCIATE (CUSTOMER SUPPORT &

SALES)

They are required to perform the duties prescribed for Special Associate
(Customer Support & Sales) and Workmen Head Cashiers in terms of the
settlement and exercise-passing powers vested, from time to time, in officers in
the Junior Management Grade. They are also required to perform the duties of
Senior Associate (Customer Support & Sales) / Computer Operators, if
exigencies so warrant. The ‘Special Associate (Customer Support & Sales) will
also be posted as in-charge of cash and valuable at non-currency chest branches,
at the discretion of the Bank.

3.4.4.1 Eligibility: -

All employees in clerical cadre (excluding Record Keepers / Record Keepers-

cum Cashiers / Godown Keepers/Bill Collectors) with minimum qualification
of matriculation and 16 years of service or more as on 1 st June each year.
3.4.4.2 Duties, Functions and Responsibilities of SPECIAL ASSOCIATE
(Customer Support & Sales)
The duties listed below are in addition to the duties of substantive cadre (i.e.
Clerk / Cashier, Clerk-cum-typist, Computer Operator, Senior Associate
(Customer Support & Sales) that the Special Associate (Customer Support&
Sales) may be called upon to perform: -

1. To exercise passing powers vested in officers JMGS-I, viz., to pass cheques

and other debits to constituents’ accounts, drafts, Inter-office Instruments,
Government payments etc. for amount not exceeding Rs.2,00,000/- in cash
and Rs.6,00,000/- by Transfer. (In terms of Memorandum of Settlement

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 dated 26.11.2020 between Bank Management and the All India State Bank
of India Staff Federation)
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
2. To function as Case Manager in Single Window branches and discharge the
role, duties and responsibilities thereof. While working as Single Window
Operator, he will exercise passing power of Special Associate (Customer
Support & Sales).
3. As per letter No. CDO/IR/SPL/179 dated 28.07.2006, while working as Case
Manager/ Single Window operator have to exercise passing powers vested in
them. As verification of signatures including thumb impressions of account
holders is an integral part of exercising the passing powers, the verification
of signatures and thumb impressions of account holders is to be done by the
Special/Senior Associates.
4. To check drafts issued/advices, sign drafts in OT & TT series as first signatory
and the second signatures to be made by an officer whose signatures are
circulated, the latter officer relying on the first signatures only.
5. To check and sign TDRs/STDRs upto his passing powers.
6. To initial pass books in Savings Bank, which come to him for passing payment
upto Rs.1,00,000/- in cash and Rs.4,00,000/- by transfer at branches where
Savings Bank pass books are not system generated. If, at that time, the
previous balances in the pass book are not authenticated, he will authenticate
them as well by reference to the account in the ledger / system irrespective of
the amounts of previous debits or credits. For this purpose, he may also check
posting of the entry in ledger account/ system and initial the resultant
balance arising out of the transactions passed by him.
7. Keeping custody of security forms / cheque books etc. entrusted for use on any
day, delivering these as required to counters receiving them back from and
handing over the unused security forms / cheque books to Accountant/Branch
Manager, duly accounted for after the day’s work is over.
8. To work as incharge of cash at non-currency chest branches and discharge
the duties, functions and responsibilities of the Cash Officer as joint custodian
which will, inter alias, cover: -

(a) Responsibility for the correctness of the branch cash balance.

(b) Distribution and collection of cash within the branch and remittances
between the branch and its sub-offices, extension counters if any.
(c) Responsibility for the custody and safety of all cash from the point of
withdrawal from the strong room until distribution and from the point of
collection until deposit in the strong room and, jointly with the concerned
supervising official while in the strong room.
(d) Responsibility for remittances of treasure, etc.

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 (e) Responsibility for the protection of other items which represent money and
which may from time-to-time is entrusted to him.
(f) Responsibility for the quantity and value of all notes and small coins as per
revised cash department procedure under clean note policy.
(g) Responsibility for the proper conduct of work in the cash department/
single window counters in regard to cash for ensuring that adequate safety
measures are taken in the handling of cash, etc. and that the instructions
laid down by the Bank with regard thereto are duly observed.
(h) To acknowledge receipt of cash without any limit and passing powers
delegated to him,
(i) Responsibility for administration of the cash department and supervision
and control over the cash department staff and their work.
(j) Attending to all works connected with the processing and disbursement of
loans sanctioned against the pledge of gold ornaments, including
responsibility for purity, value and correctness of weight of gold ornaments
and all matters connected with the proper conduct and follow- up of the
loans in question. A Special Associate (Customer Support & Sales) working
as in-charge of cash will also hold joint custody with the Branch
Manager/Accountant of the ornaments so pledged.
(k) Processing of business proposals and compilation of Opinion Reports on
Borrowers/ Guarantors.
(l) Payment of Petty Cash bills sanctioned by manager and maintenance of
Petty Cash register.
(m) Supplementing the efforts of the Branch Manager in Deposit Mobilisation
and business development.
(n) Special Associate (Customer Support & Sales) will exercise the signing
powers to the extent specified below: -
Power to discharge bills of exchange, promissory notes, and documents of
title to goods which come to them in the discharge of functioning of the
posts held for the time being.
(o) Verification of translation of vernacular signatures/endorsements.
(p) To hold joint custody of security forms.

9. Checking of day books/computer outputs of all types of accounts and

initialing the balances in all books/ ledgers in Bank Master Branches and
Voucher Verification Reports at Core Banking branches.
10. Checking of leave records, overtime register, Bonus register, establishment
register, etc.
11. Drafting of letter / notes, signing all types of intimations, advices of routine
nature to constituents.

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 12. To ensure timely preparation and checking of any returns/statements
entrusted for checking or forming part of the desk/section/department, the
responsibility for functioning whereof is entrusted to him.
13. To check and sign covering schedules for demand drafts purchased, short
credits or bills for collection, etc., follow-up for acknowledgements/ payment
advices, marking these off as prescribed and pass entries pertaining thereto.
14. To check calculation of interest on Government and other securities,
discount and rebate on usance bills, interest on Central Office account,
interest on Savings Bank Accounts, term deposits and other interest-bearing
deposit accounts and interest on all types of loans, overdrafts and cash
credits accounts.
15. To code or decode telegrams.
16. To check Registered and ordinary letters dispatched registers, verify the
balance(s) with despatcher(s) at prescribed periodicity.
17. To check stationery and relative registers/ledgers.
18. To check all Branch Clearing books, attend to queries from IOR
Department/other branches/offices.
19. To ensure timely completion of day’s transactions.
20. To work as In-charge Safe Deposit Lockers. Also perform the duties relating
to recovery of locker rent
21. Sanction of loans against Bank’s fixed deposits payable at the same branch
upto an amount of Rs.1,00,000/- (This power will be delegated after approval
by the Central Board).
22. Processing of business proposals and compilation of opinion reports on
borrowers.
23. Updation/authorisation of entire date in CBS from the account opening
forms which includes Creation of CIFs, linkage of CIF(s), Creation of
Nominee, Linkage of Nominee, Linkage of Introducer, Mode of operation,
etc.
24. As regards the Branches having only Branch Manager as a single
permanent officer preferably Special Associate (Customer Support & Sales)
may be entrusted the job of Users Administrator activity.
25. Replenishment of Cash in ATMs jointly with ATM in-charge.
26. Initial interaction with customers explaining all deposits / advances and all
schemes and cross selling of Bank’s and its subsidiaries’ products. Scrutiny
of loan proposals as per checklist like filling of loan application, documents
required etc. at Branches, RACPC, SMECC etc. /Branches.
27. Accepting cash from individual/non-individual customers inside and outside
the Bank up to their powers and issuing receipts under doorstep banking.
28. Cash delivery to customers under doorstep banking.

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 29. Authorisation of specimen signatures in CBS under maker and checker
concept.
30. ATM Pins in-charge and delivery of ATM Pins to customers. Special
Associate (Customer Support & Sales) will be in possession of ATM Pins and
delivery of the same to the customers.
31. To perform the role of INB maker for CINB customers. The job done by
Special Associate (Customer Support & Sales) will be authorized by INB
Authoriser.
32. Creation / Authorisation / account opening/ Customer creation/ amendments
/ operation of the account / personal information.
33. To check and sign covering schedules for demand drafts purchased, short
credits or bills for collection, etc., follow-up for acknowledgements/ payment
advices, marking these off as prescribed and pass entries pertaining thereto.
34. To ensure correct application of rate of interest in all types of loans,
overdrafts and cash credits accounts from various reports.
35. To assist field officer / authorized official in CPCs / branches in follow-up of
recovery of instalments in loan accounts, obtaining revival letters, insurance
policies, stock statements, PDCs and other documents in respect of loan
accounts
36. Post-sanction inspection of P segment assets (vehicle/housing). To assist in
follow up with approved Valuers / Lawyers for valuation reports / search
reports.
37. Work relating to Pension, PPF and Senior Citizen accounts in CPPCs and
branches.
38. Tracking of loan applications for early sanction/fulfillment.
39. Issue of interest certificates to customers.
40. Execution / authorization of SIs / ECS to the extent of their passing powers.
41. The above duties are in addition to the existing duties.
42. Any other duties with in the cadre as assigned from time to time as per
Bank’s requirement.
In terms of Memorandum of Settlement dated 26.11.2020 between Bank
Management and the All India State Bank of India Staff Federation, the following
duties will also be performed by them:
➢ Marketing & Tele-calling for Business Development / NPA recovery.
➢ Verification of LTI / RTI of illiterate customers by holders of cash key in
cash balance branches.
➢ Assisting the Branch Manager in acquisition of new Business, Follow-up,
Recovery, Achievement of Budgetary goals and enhancing profitability.
➢ Chief Associates & Special Associates will verify documents as per check
list, in case of Sanction of ‘P’ Segment loans for public
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

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3.4.5 APPOINTMENT OF CHIEF ASSOCIATE (CUSTOMER SUPPORT &
SALES)

As per the Settlement dated 29th August 2009, position of Senior Special
Assistant was created subsequently renamed as Chief Associate (Customer
Support & Sales).
The Chief Associates (Customer Support & Sales) will work as cash in-charge
and passing officers with user administration rights. However, Special
Associate (Customer Support & Sales) will continue to work as cash-in-
charge without user administration rights as hitherto.

The working hours of Chief Associate (Customer Support & Sales) will be
increased from 39 hours in a week (as per provisions of Sastry Award) to 45
hours in a week (increase of minimum one hour every day) to facilitate
completion of entire work including closure of cash. They shall not be entitled
for payment of over time for the extended working hour. They will be required
to complete the work within their working hours. For increase in working
hours, they will be paid a special allowance of Rs.8700/- p.m. (w.e.f.01.11.2017
– Ref.-11th Bipartite Settlement) which will not be reckoned for DA, HRA,
Superannuation benefits and for fitment on promotion to JMGS-I etc.
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

The Chief Associate (Customer Support & Sales) will be transferred

anywhere in the modules. They may also be transferred even in another
network within 100 km of their present place of posting.

The provisions of redeployment policy will not be applicable to Chief

Associate (Customer Support & Sales) and they can be redeployed at any time
as per Banks’ requirement irrespective of their age.

3.4.5.1 Eligibility

All employees with a minimum qualification of matriculation and completed

24 years of service (or more) in clerical cadre (excluding Record Keepers /
Record Keepers-cum-Cashiers / Godown Keepers / Bill Collectors) as on 1 st
June of each year.
3.4.5.2 Duties, Functions and Responsibilities of CHIEF ASSOCIATE
(Customer Support & Sales)

1. Passing powers for cash transactions upto Rs.4.00 lacs and transfer
transactions upto Rs.10.00 lacs in respect of all transactions.

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 (In terms of Memorandum of Settlement dated 26.11.2020 between Bank
Management and the All India State Bank of India Staff Federation)
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
2. For opening of all type of accounts viz Deposit, Loans, Pension, PPF, Senior
Citizen, Demat and FCNB, NRO, NRE accounts etc. Chief Associate will be
responsible for:-
(i) Completion of KYC formalities
(ii) Authorisation of the details of the account in the system.
(iii) The authorization in the account opening form will continue to be done
by the permanent officer.
3. Issuance and handling of non-personalised welcome kits and passbook
delivery to the new customers. Entering / authorisation of personlisation of
cheque and ATM card.
4. BGL accounts authorization of credits and debit vouchers to the extent of
their passing powers in the system as per maker and checker concept.
5. Signing of drafts/IOIs etc. singly below Rs.50,000/- and jointly with an officer
on or above Rs.50,000/-. The feasibility of circulation of signatures will be
examined. Till such time counter signature will be made by the permanent
officials.
6. Working as cash in-charge and passing officer with user administration
rights.
7. INB pin in-charge and delivery of INB pins to the customers.
8. Authorisation of RTGS / NEFT transactions up to their powers with maker
and checker concept.
9. Authorisation and closure of all deposits / PPF / Senior Citizen / FCNB / NRO
/NRE accounts and loan accounts in the system subject to manual
authorization by the officer in the application form.
10. Authorisation of non-home debit transactions to the extent of their passing
powers in deposits accounts and credit in all accounts including loan accounts.
11. Completion of TDS related formalities like signing of certificates, accepting
requisite declaration forms for non-deduction of TDS and updating this
information in the system.
12. Accepting application for dematerialization of shares in accounts and
forwarding to D.P. CPC and executing delivery instruction.
13. Signing front page of Pass Books.
14. Issuance/closure of Vishwa Yatra card, Foreign Currency DD purchase, Issue
and encashment of Foreign Travellers’ Cheques, sending outward
remittances etc.
15. Any other duties with in the cadre as assigned from time to time as per Bank’s
requirement.

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 In terms of Memorandum of Settlement dated 26.11.2020 between Bank
Management and the All India State Bank of India Staff Federation, the following
duties will also be performed by them:
➢ Marketing & Tele-calling for Business Development / NPA recovery.
➢ Verification of LTI / RTI of illiterate customers by holders of cash key in
cash balance branches.
➢ Assisting the Branch Manager in acquisition of new Business, Follow-up,
Recovery, Achievement of Budgetary goals and enhancing profitability.
➢ Chief Associates & Special Associates will verify documents as per check
list, in case of Sanction of ‘P’ Segment loans for public
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
3.5 Marketing of Products of the Bank & Its Subsidiaries
All the members of clerical and subordinate staff are required to undertake
marketing of products of the Bank and its subsidiaries besides discharging,
outside work by calling on the customers.
It has further been clarified in regard to duties & responsibilities of various
category of award staff that:

i. Processing of applications sourced from customers and transmitting the same

on-line to the SBI General Insurance Co. Ltd. may be entrusted to specified
person (SPs).
ii. Movement of Gold Coins may be included as one of the functions of CACs.

3.6 GUIDELINES FOR IN-CADRE CAREER PROGRESSION OF

STENOGRAPHERS

3.6.1 Eligibility: Senior Stenographers / Senior Associate (Customer Support

& Sales)
Stenographers on completion of 8 years’ service:
(i) Be offered higher appointment as Senior Associate (Customer Support &
Sales). The Stenographers, who accept the higher appointment will be posted
at branches where they will exercise higher passing powers and will be eligible
for a special pay as admissible.
(ii) if a Stenographer opts not to be considered for appointment as Senior Associate
(Customer Support & Sales), he/she may opt to become ‘Senior Stenographer’
and he / she will be entrusted additional duties of Assistants and Head
Assistants at administrative offices (viz. filing, taking out buffs, making
notings on letters, drafting replies, follow-up with the LHOs / other
establishments, putting up the consolidated position to the higher officials,
data collection, data compilation, analysis of data, sending reminders, entry of
inward mail, dispatch, maintenance of leave record, maintaining other

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 registers, files, folders, attending to visitors etc.) and paid a special pay as
admissible. They will be redesignated as “Senior Stenographers”.

3.6.2 Eligibility: Special Stenographers / Special Associates

Stenographers on completion of 16 years of service be offered higher
appointment as Special Associate (Customer Support & Sales).
(i) The Stenographers, who accept the higher appointment will be posted at
branches where they will exercise higher passing powers and will be eligible for
a special pay as admissible.
(ii) A Stenographer who opts not to be considered for appointment as Special
Associate (Customer Support & Sales), may opt to become ‘Special
Stenographer’ and he / she may continue to perform the additional duties listed
under (a) (ii) above and be paid a special pay as admissible. They will be
redesignated as “Special Stenographers”.
(iii) The stenographers who have opted for higher appointment as Senior Associate
(Customer Support & Sales) will be given higher appointment and be posted at
the branches where they will exercise higher passing powers.
(iv) The stenographers who have opted to become Senior Stenographers on
completion of 8 years of service and Special Stenographers on completion of 16
years of service may be given higher appointment and their services may be
posted as per the requirement of the Bank at the administrative
offices/branches.
3.6.3 Duties of Senior Stenographers and Special Stenographers
Besides taking dictation in shorthand and / or type letters, statements etc.,
their duties will include:
(a) Proper filing of the paper
(b) Taking out buffs and proper keeping
(c) Making relevant notings on letters
(d) Drafting replies
(e) Preparing reminders
(f) Follow-up of the pending matters with Circles/other establishments
(g) Data collection, Data compilation, analysis of data
(h) Putting up consolidated position to the higher officials
(i) Entry of inward dak
(j) Maintenance of leave record/initialling on the leave balance
(k) Maintaining files, folders, other registers etc.
(l) Attending to visitors
(m) Perform the duties of Associates if required
(n) To provide secretarial support

3.6.4 Other Duties

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 (a) To provide secretarial assistance
(b) Checking of vouchers, drafts, pay-orders, Banker’s cheques, schedules,
advices, pass books, statement of accounts, books of accounts and interest,
exchange, discount, commission, brokerage, returns, statements, calculation
and initialing them for accuracy/correctness.
(c) Checking of day books/computer printouts pertaining to Savings Bank,
Recurring Deposit, Term Deposit Accounts.
(d) Checking of balance books pertaining to Current Account / Savings Bank and
Cash Credit Accounts.
(e) With regard to completion of service, it has been decided that the total service
put in by stenographer in the cadre (which includes clerical + stenographers)
should be taken into account irrespective of the fact whether he/she has joined
as clerk and subsequently converted as stenographer.

3.7 THE TECHNICAL / SPECIALIST STAFF IN CLERICAL CADRE

The technical/maintenance staff in clerical cadre will have following career path

Eligibility

Sr. Designation Designation after Designation after

No. completing 8 years of completing 16 years of
service to be paid special service to be paid special
pay as admissible pay as admissible
1. A. C. Plant Senior A.C. Plant Head A. C. Plant
Operator Operator Operator
2. Control Room Senior Control Room Head Control Room
Operator Operator Operator
3. Pharmacist Senior Pharmacist Head Pharmacist
4. Nurse Senior Nurse Head Nurse
5. Armourer Senior Armourer Head Armourer
6. Draughtsman Senior Draughtsman Head Draughtsman
7. Electrician Senior Electrician Head Electrician
8. Sewage Fitter Senior Sewage Fitter Head Sewage Fitter
9. Telephone Senior Telephone Head Telephone
Operator Operator Operator
10. Hindi Translator Senior Hindi Head Hindi Translator
Translator

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 After outsourcing of some activities, there is no requirement of such technical
staff on some posts like Plant Assistant, Draughtsman, Telephone Operator etc.
Such technical employees whose jobs have been outsourced in present
environment, will be deployed in Circles as per requirement, with some
additional duties to be entrusted to them. Following duties will be performed by
employees under these categories on redeployment: -
▪ They may be posted at Call Centres, Clearing Centres, RACPC/SMECC and
other offices where there is requirement of frequent customer calls to be made.
They may handle all works related to customer calls, like receiving calls,
recording the details, making follow up calls to customers for different activities
etc.
▪ Their services may be utilised for the work relating to ATM, Alternate Channels,
Phone Banking etc. to monitor the machines and for routine analysis of calls as
per prescribed SOP.

3.7.1 CAREER PROGRESSION FOR DRAUGHTSMAN

a. Career progression for draughtsman introduced from the year i.e. 2008-09. On
completion of 10 years (reduced to 8 years vide Cir No.: CDO/P&HRD-IR/5/2019
– 20 dated 9th Apr 2019) as on 1st June of each year they will be designated as
Senior Draughtsman and will be paid special pay as admissible in line with
senior stenographers. The other terms and conditions as regards eligibility will
be the same as applicable for other category of employees.

b. The instructions with regard to appointment of Head Draughtsman are already

in vogue. On completion of 16 years vide Cir No.: CDO/P&HRD-IR/5/2019–20
dated 9th Apr 2019 of service the Senior Draughtsman will be re-designated as
Head Draughtsman and will be paid special pay as admissible.

3.7.2 CAREER PROGRESSION FOR LIFTMAN

(MOS dated 29.12.2020)
A memorandum of Settlement was signed by the Bank Management and All
India State Bank of India Staff Federation on 29th December 2020, wherein
in-cadre promotion under Career Progression Scheme for Associate (Lift) in
line with the existing career progression scheme for other employees.
a. All Liftman with 8 years of confirmed service in the Bank and who have passed
an examination in the trade, Lift Technician course/ Wireman Certificate
course conducted by the State Board of Technical Education/ ITI/ DOT (OR)
undergone training relevant to his work at an institute run/ recognised by the
Government, resulting in enhancing his skill and job knowledge, will be
eligible for Career Path (Promotion to Clerical Cadre)

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 b. Such Liftmen who have not completed 55 Years of age as on 01.04.2020 but
who have completed 8 years of confirmed service in the Bank and have passed
examination as mentioned in (a) above and have been selected in terms of
clause (a) above, shall be designated as “Junior Associate (Lift)” and shall
draw the special allowance of Junior Associate.
c. Selection would be done on the basis of verification of relevant Certificate, last
3 years performance reflected in the Performance Appraisal Form (PAF) and
recommendation of the Controller for placing in the Clerical Cadre.
d. Successful employees will be posted as per the discretion of the Bank and be
required to perform the duties of Liftman as well as the normal duties of an
Associate in Branches/Offices. However, if they are posted as Associate (Lift)
in Branches/Offices, they will not be given any access to the CBS and will
perform other duties such as completion of pass books, working as Grahak
Mitra, marketing, cross selling business etc.
e. Career Progression: Like the other Junior Associates in the Bank, Junior
Associates (Lift) will also be provided career growth under the Career
Progression Scheme for Technical Staff in Clerical Cadre i.e. on completion of
1 year of service, they will be offered the post of Associate (Lift) and will draw
an allowance at par with Associate (Grahak Mitra cum Record Keeper). On
completion of 8 years of service, they will be offered the post of “Senior
Associate (Lift)” and will be eligible to draw special allowance at par with
Senior Plant Associate. Further, on completion of 16 years of service, they will
be offered the post of “Head Associate (Lift)” and will be eligible to draw
special allowance at par with Head Plant Associate.

3.7.2.1 Duties and Responsibilities- Associate (Liftman) under special

Channel
(MOS dated 18.02.2022)
The duties and responsibilities of employees promoted as Associate (Liftman)
under the special channel as under:
Posted as Associate (Lift) at Lifts of the Bank
• Will perform all the duties of Liftman
• Escort the Top Executives in VVIP, VIP Lifts
• Attend to any repair work of the Lift, in case of need
• Ensure proper maintenance of Lifts

Posted as Associate (Lift) at Lifts at Branches

• Will provide first level assistance to customers visiting the branch, will greet
customers who walk in the Branch and guide them to the concerned desk like
“Grahak Mitra”
• Will help the customers to get forms for transactions, assist in completing
them, assist customers in getting required services.

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 • will provide assistance in Door-Step Banking also, if required.
• Will also keep an eye on different enablers provided in Branch for customer
service like CEEP, on site ATMs, e-Corner, Passbook printing machine,
Swayam, etc. and will ensure uninterrupted services by such machines. Any
disturbance in functioning of such machines should be brought to the notice of
concerned dealing staff by them.
• Will provide support in queue management in CEEP-enabled Branches. The
generation of tokens for all services listed in QMS will be part of the
responsibility.
3.7.3 CAREER PROGRESSION OF RECORD KEEPER-CUM-CASHIERS
3.7.3.1 Eligibility:

(i) Senior Record Keeper: On completion of 8 years of service as Record Keeper-

cum-Cashiers, they will be redesignated as “Senior Record Keeper-cum-
Cashiers / Record Keepers / Cashiers” and will be paid Special Pay as admissible
with enlargement of duties. In addition to their duties, their services can be
utilised for marketing of products, recoveries, deposit mobilisation, cross selling,
enquiry counter, dispatch, receipt of inward dak, Grahak Mitras, member of
outward sales force, Multiple Product Sales Force, RACPC, SMECC, CAC,
CPPC and other initiatives.

(ii) Special Record Keeper: On completion of 16 years of service in the cadre, they
will be redesignated as Special Record Keeper-cum-Cashiers / Record Keepers /
Cashiers and may continue to perform the additional duties listed under (i)
above and will be paid special pay as admissible.

The services of Record Keeper-cum-Cashier should be utilised as per the

requirement of the Bank and priority should be given to branches in semi- urban
and rural areas for providing their services
3.7.3.2 Duties: -Record Keeper-Cum-Cashiers / Record Keepers / Cashiers
Besides existing duties, they will also perform following duties: -
(i) Marketing of Bank’s and its subsidiaries products.
(ii) Recoveries
(iii) Deposit mobilisation
(iv) Working in enquiry counter as Grahak Mitra.
(v) Member of outward sales force, Multiple Product Sales Force, RACPC,
SMECC, CAC, CPPC and other initiatives.
(vi) Receipt of inward dak.
(vii) Dispatch.
(viii) Writing of local delivery book.

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 (ix) Sort and keep vouchers, index and maintain records and supply records as
per requisition.
(x) Arrange for periodical destruction of old vouchers and old records.
(xi) Maintain records of stationery distribute stationery and keep control over
the stock thereof.
(xii) Index circulars / memoranda and maintain files thereof.
(xiii) Supply files and records on proper requisition.
(xiv) Separate paid cheque / inspection vouchers.
(xv) Arrange for keeping the records free from dust, rain and water and bring to
the Branch Manager’s notice, presence of white ants, electric faults etc.; and
also
(xvi) Perform clerical duties of his cadre as and when required.
(xvii) Updating of pass books whenever entrusted.

3.8 Career Progression for Non-matriculate Widows appointed under

Compassionate Appointment Scheme in Clerical Grade
In this connection, in terms of Memorandum of Settlement dated 23 rd October
2006, a career progression scheme was introduced for Record Keepers-cum-
Cashiers/Record Keepers/Cashiers who are also non-matriculate. As such, on the
similar lines the widows who were appointed under clerical cadre under
compassionate appointment scheme are also covered under career progression
provided they otherwise fulfill the eligibility criteria for in-cadre higher
appointment.

3.9 CAREER PROGRESSION SCHEME FOR SUBORDINATE STAFF

The appointments to Head Messenger / Senior Head Messenger / Head Armed

Guard / Senior Head Armed Guard, Head Sweeper / Senior Head Sweeper etc.
shall be made as per the norms.
(Circular No.: CDO/P&HRD-IR/74/2020 – 21 dated 06.01.2021)
The CHRC, in its meeting held on 13.11.2020, has approved the revised service
eligibility criteria for in-cadre promotion of Subordinate Staff under Career
Progression Scheme w.e.f. 1st June of the promotion year 2021-22 as under :

Sr. Category Existing Service Revised Service

No. (General, Technical & Eligibility Criteria Eligibility Criteria
Specialist) w.e.f. 2021-22
1 Messenger, Guard, Driver At Joining At Joining
etc.,
2 Head Messenger, Head 15 Yrs. of full time 8 Yrs. of full time
Armed Guard, Head Driver Service service
etc.,

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 3 Sr. Head Messenger, Sr. 23 Yrs. of full time 16 Yrs. of full time
Head Armed Guard, Sr. Service service
Head Driver etc.,

The above changes in service eligibility criteria for in-cadre promotion under
Career Progression Scheme are in line with the Memorandum of Settlement
signed by the Bank Management and All India State Bank of India Staff
Federation on 29th December 2020.

3.9.1 Eligibility: - Head Messenger / Head Armed Guard / Head Sweeper etc.,
Full time employees in subordinate cadre with 8 completed years (or more) of
fulltime service in the cadre as on 1st June of each year

3.9.2 Senior Head Messenger / Senior Head Armed Guard / Senior Head
Sweeper etc.:
Full time employees in subordinate cadre with 16 completed years (or more) of
fulltime service in the cadre as on 1st June of each year

3.10 Abolition / redesignation of positions

The present Head Cash Coolie/Head Hamal, Head Far rash, Head Sweeper,
Head Guard, Head Watchman, Head General Attendant, Head Bearer and
Head Liftman (not completing 8 years’ service) will be redesignated as Senior
General Attendant (Cash/ Hamal/Farrash/Sweeper), Senior Guard, Senior
Watchman, Senior General Attendant, Senior Bearer and Senior Liftman
respectively. On completion of 8 years’ service they will be eligible for a special
pay as admissible.

The posts of Compositors, Pressmen, Impositor-cum-Distributors, Copying

Machine Operators, Note Stitching Machine Operator, Duftaries and Sorters
will be abolished on the incumbents moving over to higher positions or retiring
from the Bank’s service. There will be no creation of fresh vacancies in these
positions on higher appointment, retirement or death of present incumbents.
The services of Compositors, who have not completed 16 years of service, will
be utilised as Head Messengers.

The Head Messengers will perform the duties of Copying Machine Operators,
Note Stitching Machine Operators, Duftaries and Sorters, wherever required.
The posts of Chowkidars and Head Chowkidars and Senior Head Chowkidars
will be abolished. The Chowkidars, Head Chowkidars and Senior Head
Chowkidars will be designated as Watchmen, Head Watchmen and Senior
Head Watchmen respectively.

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 3.11 Guidelines to count part time service for the purpose of Career
Progression

(i) Part time permanent service put in by a subordinate employee prior to his
conversion into full time may be reckoned proportionately while calculating
8/16 years’ service for in-cadre career progression also.
(ii) Part time permanent service will be converted proportionately in full
months and full days. Fractional day if any, may not be given weightage
while converting part time permanent service into full months and days.
(iii) For the purpose of this settlement the word proportionately shall mean,
conversion of part time service into full months and days such as, If an
employee was on 1/3rd basis and worked for 3 years, 3 months and 2 days,
the proportionate service for the purpose of in-cadre higher appointment will
reckoned as 1 year and 1 month. Fraction of a day will be ignored.
(iv) The reckoning of part time permanent service will be applicable from the
financial year i.e. 2008-09.
(v) The employees who have already been promoted under career progression
scheme will not have any claim for giving effect of the career progression
from retrospective date by reckoning the part-time permanent service put
in by them.

3.12 Head Armed Guard - Special Pay

Due to acute shortage of guards/ watchmen in the branches/offices, they are
not being relieved for other branches/offices even after being served with
transfer orders under career progression scheme. Thus, they are put to
financial loss on account of nonpayment of allowance due to them from the
date of their eligibility. To avoid such situation the authorities concerned
should ensure their relief once the order under career progression is issued.
However, if for any reason they cannot be relieved immediately, they should
be paid special pay from the date of their eligibility after they report at the
transferee branch to avoid any financial loss to them.

As a general rule every member of the subordinate staff drawing a lower

special pay will be eligible for a special pay as admissible on completion of 8
years’ service and the term ‘Head’ prefixed to his designation. Similarly, on
completion of 16 years’ service, he will be eligible for a special pay as
admissible with the term ‘Senior Head’ prefixed to his designation. This would
be done once every year on the 1st June in accordance with the procedure laid
down

In addition to the routine duties, the employees appointed as Head

Messengers / Senior Head Messengers etc., would have to perform the work

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 of duftary / Xerox machine operator / messenger etc. Similarly, Head
Sweepers and Senior Head Sweepers would have to perform the work of
cleaning, sweeping and dusting etc.

3.12.1 Additional duties to be entrusted to Subordinate Staff

1. Pick up of cheques / bills from customer’s place.

2. Delivery of drafts / Inter Office instruments at customer’s place.
3. The above duties are in addition to the existing duties.
4. Any other duties with in the cadre as assigned from time to time as per Bank’s
requirement.
5. Marketing & Tele-calling for Business Development / NPA recovery.
(In terms of Memorandum of Settlement dated 26.11.2020 between Bank
Management and the All India State Bank of India Staff Federation)

3.13 Guidelines for In-cadre Career Progression of Drivers, Electricians /

Sanitary Fitters, A.C. / S.T. Plant Attendants (Subordinate staff)

3.13.1 For Drivers

(A) Eligibility
(i) Appointment of Senior Drivers- On completion of 8 years of service in
the cadre, the drivers will be redesignated as “Senior Drivers” and will be
paid special pay as admissible.

(ii) Senior Head Drivers- On completion of 16 years of service in the cadre,

the driver will be redesignated as “Senior Head Drivers” and will be paid
special pay as admissible.

(B) Duties of Drivers

Besides existing duties, they will also perform following duties
i. Maintain and effect minor repairs of cars, not requiring a technician’s
skills.
ii. Cleanliness of vehicles.
iii. Change of seat covers.
iv. All messengerial work as and when required.

3.13.2 For Electricians, Sanitary Fitters, and A.C. / S.T. Plant Attendants

Electrical Helper and Telephone Helper will be redesignated as ‘Electrical

Lineman’ and Telecom Lineman respectively.

(A) Eligibility

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 (i) On completion of 8 years of confirmed service in the Bank, if he acquires /
possesses an Electrical Wireman’s Certificate or PWD License (IInd Class)
or a certificate from the DOT/ITI or from any other institute, in his trade,
run / recognised by the Government, he may be redesignated as Plant
Technician (sanitary, electrical, AC etc). Telecom Technician, as the case
may be, and paid a special allowance as admissible.

(ii) On completion of 8 years of service in the cadre, the Electrician, Sanitary

Fitter, A.C. Plant Attendant, S.T. Plant Attendant will be redesignated as
“Senior Electrician, Senior Sanitary Fitter, Senior A.C. Plant Attendant,
Senior S.T. Plant Attendant” and will be paid special pay as admissible.

(iii) On completion of 16 years of service in the cadre, the Electrician, Sanitary

Fitter, A.C. Plant Attendants, S.T. Plant Attendants will be redesignated
as “Senior Head Electrician, Senior Head Sanitary Fitter, Senior Head A.C.
Plant Attendant, Senior Head S.T. Plant Attendant” and will be paid
special pay as admissible.

(B) Duties of Electricians

Besides existing duties, they will also perform following duties:
i. Carry out routine maintenance of electrical equipment.
ii. Effect minor repairs to electrical fixtures and appliances.

3.15 INSTRUCTIONS FOR SPECIALISED CATEGORY OF STAFF POSTED

AT CORPORATE CENTRE / LHO / ADM. OFFICE.
3.15.1 For specialised category of staff posted at Corporate Centre:
The concerned department at Corporate Centre will prepare two lists (one for
specialised staff and another list for general category of staff) of eligible
employees due for in-cadre higher appointment in the 1st week of June every
year. The names of Stenographers who opt to become Senior Stenographer /
Special Stenographer will be included in the list meant for specialised category
of staff. Thereafter, both the lists will be forwarded to AGM (OAD) and after
ensuring the eligibility of the employees as per norms.

AGM (OAD) will issue appointment letters to the specialised category of staff
for in cadre higher appointments w.e.f., 1st June (which is the date of eligibility)
under advice to DGM (B&O) of the concerned Administrative Office. It will also
be made clear while giving the in-cadre higher appointment that the Bank
reserves its right to transfer them to any branch / office as and when required.
Other list relating to general category shall be forwarded to DGM (B&O) in the

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 usual manner for issuing appointment letter along with their place of posting.
This exercise should also be completed in a time bound manner so that the
employees are not deprived of the special pay on account of delay on the part
of the Bank.

3.15.2 For Specialised category of staff posted at LHOs / other Corporate

Centre establishments
The departmental heads will prepare two lists in the manner stated above
and forward the same to the DGM (B&O) of the concerned Administrative
Office. On receipt of list of eligible candidates, DGM (B&O) will issue
appointment letters in respect of specialised category of staff from the date of
their eligibility. In respect of general category of staff, the existing procedure
will continue.

3.16 Special pay to Ward Boys

Special pay as admissible to Ward Boys may be paid on completion of 8 years
of confirmed service, provided they have acquired/possess First Aid
Certificate of St. John’s Ambulance Association

3.17 Operating Guidelines for All Categories of Staff

3.17.1 Preparation of list: -
(i) Branch-wise / office-wise separate list of all eligible permanent employees
who have completed required number of service under the each category is to
be prepared

(ii) The names will be listed in descending order of service seniority i.e. the names
of employees who have put in longest service in the Bank will be listed first
and so on.

(iii) The above lists will be forwarded to the Administrative Office. The concerned
A.O. will consolidate the lists of all branches/offices and will prepare a
common service seniority list in descending order of employees’ service
seniority. The branches/offices/CCG/SARG/LHO or Corporate Centre
establishments etc. falling in the geographical area of an A.O. will be treated
as a part of A.O. concerned.

(iv) The responsibility for preparation of the above lists shall rest with the
officials indicated below: -

Branch/ Any Business Branch Manager / Head of the

Group Branch

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 Administrative Office A.G.M. (Region)
SBILD Director SBILD
CSD Head of the CSD
ATI/College / Academy Director /Principal/Vice-Principal
CAO/ Global Treasury/ CSD Head of these offices
LHO DGM & CDO and CM (OAD)
Corporate Centre GM (CS) and AGM (OAD) Mumbai
Global I.T. Centre, Belapur DGM (C&CS)/AGM (OAD)
ZIOs / I&A Dept. CC GM(ZIO) / AGM (HR)

(v) The officials responsible for preparation of above lists shall get the list
prepared and after thorough checking and scrutiny forward these to the
concerned Administrative Office.
(vi) The Administrative Office will arrange to prepare consolidated list within
next fortnight to facilitate release of appointment-cum-posting orders
immediately thereafter. The above lists should be reviewed every year to
take into account refusals, retirements, deaths or inter circle transfers etc.
and updating it so that revised lists are ready well in advance.
3.17.2 Time Schedule

(i) Preparation of list under Career Progression by 10th April

(ii) Identification of post and issue of orders by 20th April

(iii) Review of lists of the eligible employees on receipt of refusal of career

progression by 30th April
(iv) Relieve the eligible employees positively by 31 st May so that they can report
to their new place of posting on 1st June.
(v) Submit confirmation in regard to the completion of career Progression 10 th
July

3.17.3 Identification of Posts

With a view to facilitating movement of employees eligible for appointment

in higher cadre the controllers, i.e., Assistant General Managers in charge of
Regions or Assistant General Manager (Region) need to identify posts which
would be manned by such category of staff.

POSTING ALONG WITH MOBILITY

3.18 CLERICAL STAFF

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 The objective should be to gainfully utilize the services of employees along
with payment of special pay with a view to meeting Bank’s business and work
needs. Accordingly, identification of posts to be manned by special pay
carrying employees need to be done with meticulous care and focus should be
at branches where service is to be improved or additional staff support
strictly on need basis is to be given. In this connection, Circles have reported
shortage of staff at semi urban and rural branches. Accordingly, priority
should be given to branches in semi-urban and rural areas in providing
Senior Associate (Customer Support & Sales) and Special Associate
(Customer Support & Sales) subject of course to need. Needless to add that
overstaffing of branches/offices for any reason must at all cost be avoided.

3.19 SUBORDINATE STAFF

Identification of posts to be manned by subordinate special pay carrying

employees need to be done with meticulous care. It is noticed that distribution
of messengers is uneven at branches / offices. While their number is large at
administrative offices/main branches, some branches are without
messengers. Accordingly, the movement of messengers should be judiciously
done by controllers keeping in view the needs and requirements of such
category of staff at branches / offices. It will be necessary that subordinate
staff, despite drawing special pay perform their substantive cadre duties at
branches / offices where such services / help is required and vacancies exist
i.e. they may be posted where vacancy of Messenger, Guard, Sweeper exists.
Similarly, distribution of guards, sweepers should be done judiciously to
avoid misdistribution of resources.
3.20 Issue of Transfer order
i. After checking the list and identifying the branches, the Competent Authority
will issue appointment letters, in duplicate, to the employees eligible for In-
cadre promotion advising, inter alia, their branch of posting.
ii. The posting can be done at any branch under the control of A.O. However, if
the geographical area of an A.O. is very large, the matter should be referred
to Corporate Centre for consideration.
iii. The appointment letters may be delivered to the concerned employees and
the acknowledgement obtained on the duplicate copy. The employee should
be required to convey his willingness or unwillingness to accept this
appointment within 3 days of receipt. In the event the employee does not
convey his willingness to accept or refuse the appointment within 3 days, it
shall be presumed that he is not interested in taking up the appointment and
the Bank shall proceed accordingly. Consequent to this, the employee will be
debarred from the in cadre higher appointment for a period of three years

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 w.e.f., the date of his eligibility for the appointment as the case may be.
However, after expiry of three years debarment period, he can be considered
again for the appointment subject to his making a written request to this
effect. In the event the employee is eligible in all respects, his name will be
restored at place in service seniority list where his name would have
otherwise figured had he not refused the appointment.

3.21 Special Pay

The special pay will be payable from the date of joining his duties at the new
place of posting

3.21.1 Halting Allowance on account of transfer

(i) If a Workman staff is transferred / posted outside the centre under

redeployment / transfer policy, which results in a change of residence from
existing place of posting to the new place of posting, he / she will be paid
halting allowance as per his/her entitlement for the days spent on journey
and for the joining time. The joining period as hitherto, shall not exceed 6
days exclusive of the number of days actually spent on journey.
(ii) The Special Associate (Customer Support & Sales) who are transferred
outside centre to take over charge of cash in non-currency chest branches will
also be paid halting allowance for the days spent on taking over. The number
of days in taking over as Cash In-charge will normally not exceed one/two
days. However, in exceptional circumstances, taking over period may exceed
one/two days with prior approval of the Regional Manager.
(iii) Whenever a Special Associate (Customer Support & Sales) is transferred and
posted outside the centre and subsequently asked to take over the charge of
cash, he will not be entitled for payment of halting allowance for the period
spent on taking over as Cash in-charge.
3.22 General Guidelines / Instructions in Vogue
(i) The Bank would utilise the services of employees redesignated / appointed to
these positions, if so required, to perform multiple jobs on the same day.
(ii) A 3-day training to be imparted to Chief Associate (Customer Support & Sales)
on their in-cadre higher appointment in the post.
(iii) Employees holding the charge of cash and valuables will have to manage the
Cash Department and have to work both as receipts and payments cashiers in
exigencies. The terms exigencies of services would have a wider scope to cover
all eventualities where the services of employees holding positions carrying
special allowance could be utilized for performance of the duties of their

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 substantive cadre. In all such matters, the decision of the local (branch)
management shall be final.
(iv) Normally, cash should be accepted/paid at the cash counter. But employees
should accept / make payments of cash other than at cash counters under
instructions from a competent official in special circumstances and in such
cases the concerned employees would be granted immunity from attendant
risks. On special occasions it might be necessary to attend to cash transactions
outside business hours. However, due care and caution should be exercised by
management in entertaining such late transactions; such late transactions
should be duly authorised by a competent official. Cash and valuables
including security documents/ instruments may be accepted/paid within the
Branch/other premises or at other locations identified by the Bank including
customers’ place within the business hours or outside business hours as per
Bank’s needs with a view to popularizing Home Banking of all types and in all
forms. Wherever cash/valuables including security documents/instruments are
handled at locations outside the Bank’s offices/branches, Bank would arrange
appropriate insurance cover including the employee depending upon its risk
perception and at its own cost.
(v) Every workman should be at his place of work and commence the work allotted
to him at the stipulated time, work for the full prescribed hours of work and
give maximum output.
(vi) The bank may also require the employees to proceed on deputation to other
branches at short notice to meet the needs of administration.
(vii) All employees appointed as Senior Associate / Special Associate (Customer
Support & Sales) in terms of this policy are liable to transfer at the discretion
of the Bank to / from any branch / office within the Administrative Office (i.e.,
the geographical area of Administrative Office in India, branches in CCG/CAG,
SARG and administrative offices located in the area). However, in respect of
Circles, where the geographical spread or a virtual zone is too large, the
deployment of Senior Associate (Customer Support & Sales) within the region
/ zone will be decided by Local Head Offices in consultation with recognized
Circle Unions ensuring, in the process that the eligible employees are deployed
equitably to meet the requirements of all branches particularly those located
in the semi-urban centres. Special Associates will, however, be liable for
transfer to any branch within the geographical area of Administrative Office.
(viii) The employees initially recruited as clerks / clerk-typists, who had completed
17 years of service as on 01.04.1999 and working as Head Assistants were
given one-time irrevocable option, to be exercised before a specified date, not
to accept the provision of interchangeability of duties and consequent
redesignation. They were, however, considered for appointment as Special
Associate (Customer Support & Sales) on completion of inter-changeability

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 between clerical and cash departments and transferability anywhere in the
zone.
(ix) As a matter of rule, no acting / officiating opportunities would be given in place
of Senior Associate (Customer Support & Sales) (including the redesignated
Senior Assistants) and Special Associate (Customer Support & Sales). In the
absence of Senior Associate (Customer Support & Sales), their work will be
reallocated among the other Senior Associate (Customer Support & Sales) /
Special Associate (Customer Support & Sales) available at the branch.
However, officiating will be permitted only in such exceptional cases where the
Cash Officer (JMGS Grade) / Special Associate (Customer Support & Sales) in
Charge of Cash Department is suddenly incapacitated or proceeds on leave at
short notice and where there is no other Special Associate (Customer Support
& Sales) available either at that branch or any other branch / nearby branch
to take over charge. Redeployment of the employees benefiting by this policy
will be made in such a way as to ensure that officiating requirements in Senior
Associates / Special Associates / Officers (JMG) level / subordinate cadre
positions carrying special allowance liked Head Messengers / Senior Head
Messengers / Head Armed Guards / Senior Head Armed Guards etc. are
avoided. As a corollary, meeting administrative requirements of branches /
offices shall be the sole criterion for the redeployment and consequent transfer
of employees under this policy.
(x) Under no circumstances, the Special Associate (Customer Support & Sales) or
other employee who is working, as cash in-charge/passing officer should be
given officiating powers treating the positions categorised as Chief Associate
(Customer Support & Sales). After posting of permanent Chief Associate
(Customer Support & Sales) as cash in-charge in such branches, if he proceeds
on leave, the Special Associate (Customer Support & Sales) who works in his
place may be given officiating allowance / other monetary benefits for the days
he officiates on prorata basis.
(xi) In terms of Memorandum of Settlement date 16.06.2005, Special Associate
(Customer Support & Sales) who are working as cash in-charge in the branches
where permanent officers have been assigned user administration rights, will
continue to work in their existing capability level 4 and perform existing
duties. The position of cash in-charge will not be automatically categorized as
Chief Associate (Customer Support & Sales) position and will not be given any
officiating allowance.
(xii) There shall be no further appointment to in-cadre special pay carrying
positions of Computer Operator and out of cadre Computer Programmer- cum
Operator in JMGS I Grade. All the Computer Operators who had completed 17
years of service are re-designated, as Senior Associate (Customer Support &
Sales) and their services would be inter-changeable and transferable. They

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 have to perform the duties of Senior Associate (Customer Support & Sales)
wherever required, besides the duties of Computer Operators.
(xiii) Any eligible employee refusing to accept the appointment in the special
allowance carrying post under in-cadre higher appointments, for whatever
reason, will not be considered for such appointment for a period of 3 years from
the date of eligibility of the relevant year and will be debarred from such
appointment for 3 years from the date of such refusal. The existing debarment
policy will be applicable for all appointments to allowance carrying positions
within-the-cadre.
(xiv) This policy supersedes all the existing Circle / Central Office level
understandings / settlements in respect of appointments to such special
allowance carrying positions.
(xv) The members of the Circle/Working / Executive / Central Committee of the
recognized Circle union and council members of the Federation (eligible for
special casual leave in terms of Annexure-I to the subsisting Settlement dated
31.3.1994) appointed to higher positions will be posted in the same centre
during the term of their office.
(xvi) The employee appointed in special allowance carrying positions should be
promptly relieved so that they can take up their new appointments before the
commencement of the next academic year. No requests either from the
employees or from the Branch Managers for retention at the branch/office
should be entertained. The Assistant General Manager, Administration,
should strictly monitor this. In case any employee refuses to move out on
transfer for any reason after the order of appointment is issued the
appointment should be withdrawn promptly and he should be advised of his
debarment, in writing, in terms of the provisions of the settlement.
(xvii) Looking to the need, employees eligible for appointment as Senior Associate
(Customer Support & Sales) and Special Associates should be distributed
equitably among all the regions/branches with due priority being given to
regions having a large number of rural and semi-urban branches.
(xviii) At administrative offices, the posting of Senior Associate (Customer Support &
Sales) should be strictly need based. However, Special Associate (Customer
Support & Sales) should not be posted in administrative offices under any
circumstances.
(xix) Appointments to higher positions within-the-cadre carrying special allowance
in terms of the settlement will not automatically result in creation of vacancies
of substantive positions in the clerical/subordinate cadre. Also, deployment of
such employees at branches/offices within the administrative office/region will
be on the basis of need as assessed by the Bank as the practice of sanction of
these positions has been done away with.

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 (xx) Suitable entries / notings should be made in the service sheets of the employees
appointed to the higher positions carrying special allowance, details of
debarment etc. in terms of this policy. Also, complete computer data base on
service profile or clerical/subordinate cadre employees along with other
relevant details should be built up at administrative offices and updated
periodically to facilitate further deployment on an on-going basis.
(xxi) Ex-servicemen employees are entitled to avail the benefit of weightage for the
service rendered by them in the armed forces either for appointment to higher
positions within-the-cadre carrying special allowance or for out-of-cadre higher
appointments by exercising an option in terms of our circular No.PER/KCL/90
dated 11.11.1991. They may be permitted to exercise the option, if so desired
by them, strictly in terms of the extant instructions and the permissible
relaxation in service (one year for every 5 years of service in the defence
services subject to a maximum of 2 years) may be given to them only once,
either in respect of higher appointments within-the-cadre or out-of-cadre
higher appointments under this Settlement.
(xxii) The Bank may at its discretion prescribe and fix business hours at all
branches/offices depending upon its business needs and requirements of its
business needs and delivery of services either within the branch/ office
premises or outside locations with a view to facilitating the Bank in developing
and implementing appropriate sales and marketing strategies and
delivery channels/alternate delivery channels for servicing its clients in
respect of its new products and services and also those of life/general insurance,
mutual funds, credit cards etc. launched by its subsidiaries and other agencies
as well as recovery of its loans and advances.
(xxiii) It is agreed that the Bank may at its discretion give designation to the clerical
cadre and subordinate cadre staff in terms of the policy that it may lay down
from time to time reflecting the jobs/roles/duties/ responsibilities they are
discharging. The designations so given by the Bank would not, however, alter
their basic characteristics as workmen in terms of existing laws applicable to
such categories of staff.
(xxiv) If any doubt/difficulty arises regarding interpretation of any of the provisions
of the settlement, the matter will be clarified by the Corporate Centre.

3.26 EQUAL OPPORTUNITY POLICY FOR PERSONS WITH DISABILITIES

2021-2024 (Cir No. CDO/P&HRD IR/43/2021-22 dated 25.08.2021)

In terms of Regulations framed by the Government of India through “The Rights

of Persons with Disabilities Act, 2016 (RPwD Act, 2016)”, our Bank formulated
and introduced the “Equal Opportunity Policy for Persons with Disabilities”, 2018.

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 With the approval of the Central Board, the Policy has been reviewed and updated
with the subsequent amendments introduced by the Govt of India in RPwD Act,
2016. Accordingly, the “Equal Opportunity Policy for Persons with
Disabilities 2021-2024” has been prepared and is annexed to the circular as
Annexure.
Annexure

EQUAL OPPORTUNITY POLICY FOR PERSONS WITH DISABILITIES 2021-2024

Objective
State Bank of India is committed to provide equal opportunities in employment and
creating an inclusive workplace in which all employees are treated with respect and
dignity.

This Equal Opportunity Policy is in accordance with the provisions of “The Rights of
Persons with Disabilities Act, 2016”.

The objective of the “Equal Opportunity Policy for Persons with Disabilities” is to
ensure that the persons with disabilities enjoy the right to equality, life with dignity
and respect equally with others. State Bank of India is a proud Bank managing the
largest and most diversified work force including persons with all types of
disabilities. The Bank provides equal opportunities to all its employees, without
any discrimination on the grounds of age, color, disability, marital status,
nationality, race, religion, sex and sexual orientation. The Bank strives to maintain
a work environment that is free from any harassment. In terms of the policy, a
mechanism is established to ensure the manner of publication of equal opportunity
policy, manner of maintaining records and register of complaints. The policy is
intended to empower the employees with disabilities and enhance their engagement
with the organization. It also provides the necessary safeguards to the PWDs in the
form of amenities & facilities at the workplace, defines roles and tasks specifically
designated for PWDs, provision for assistive devices and Grievance Redressal
Mechanism.

This equal opportunity policy is consistently applied throughout the period of

employment of the individual right from the recruitment process till
superannuation. This policy should be read in conjunction with existing instructions
of the Bank as well as Government of India / other statutory bodies in this matter
issued from time to time.

Coverage of the Policy

This policy covers all employees with benchmark disabilities under clauses (a), (b), (c),
(d) & (e) of section 34(1) of the ‘Right of the Persons with Disability Act 2016’, namely:
a. Blindness and Low Vision

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 b. Deaf and Hard of hearing
c. Locomotor disability including cerebral palsy, leprosy cured, dwarfism, acid
attack victims and muscular dystrophy.
d. Autism, intellectual disability, specific learning disability and mental illness.
e. Multiple disabilities from amongst persons under clauses (a) to (d) including
deaf blindness in the posts identified for each disabilities.

Accessibility

The Bank is always committed to providing easy accessibility and barrier free
environment for PWDs as per the provisions of the RPWD Act, 2016. The Bank
ensures that the PWD employees are having easy access to basic facilities and
amenities at their workplace and are provided with various assistive devices/aids,
software sets wherever possible, so as to enable them to effectively discharge their
duty. The Bank also provides suitable infrastructure subject to practical feasibility to
enable employees with disability to have access to common facilities including physical
environment, information and technologies and systems without any inconvenience.

Recruitment & Identification of posts

Recruitments are done based on merit, which is made, based on evaluation of the
competencies of the candidates.

The Bank provides equal opportunity to persons with disabilities considered for
employment in suitable positions where they could be employed. In case of Direct
recruitment, 4% reservations or as stipulated by the Central Government from time
to time shall be provided in the posts to be filled for Persons with Disabilities and the
manner for recruitment shall be as per the provisions of 34(1) of The Rights of Persons
with Disabilities Act, 2016.

The existing jobs identified for employees under Category ‘Persons with Disabilities’
is furnished in Annexure ‘A’ & Annexure ‘B’.

Manner of Selection/ Posting/ Transfer

All the candidates including persons with disabilities are recruited on the basis of
merit in an open competition on the same standards prescribed for all others.
Reservations and use of scribes, compensatory time and other concessions as per
instructions of Government of India are applicable to the person with benchmark
disabilities.

Subject to administrative exigencies, persons with disabilities, employed in our Bank

in all cadres are normally exempted from routine periodical transfers. Such persons

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are not normally transferred even on promotion if a vacancy exists in the same
branch/office/town/City. When the transfer of a PWD employee becomes inevitable on
promotion to a place other than his/her original place of appointment due to non-
availability of vacancy, it is ensured that such employees are kept nearest to their
original place of posting and in any case are not transferred to far off/remote places.

Post Recruitment Training

The Bank conducts induction trainings, job specific post-recruitment trainings of all
the employees together. However, as the case may be, special training for persons with
disability is conducted to enable them to carry out their jobs effectively.
Pre-promotion training shall be imparted to Persons with disabilities opting for
promotion from Sub staff to Clerical cadre.
Leave

The employees with disabilities are governed by the rules of leave as is applicable in
the Bank.

Facilities and amenities

To enable the Persons with Disabilities to effectively discharge their duties, the
Bank may, subject to regulatory guidelines, availability of devices, administrative
constraints, provide the following facilities and amenities to them:

a. Providing Aids and appliances, assistive devices suitable to their needs, by

which the persons with disabilities could perform their duties efficiently.
b. Preference in place of posting at the time of transfer/ promotion to the persons
with disability as far as possible and subject to administrative constraints.
c. Providing easy, barrier free accessibility and accessible workstations to Persons
with Disabilities, wherever posted or transferred.
d. Preferential allotment of quarters shall be considered to suit their needs
wherever possible/available.
e. Conveyance allowance to be paid to deaf and dumb employees, blind and
orthopedically challenged employees as per Government guidelines issued from
time to time.
f. All actions shall be taken to ensure that a conducive environment is provided
to persons with disabilities to perform their role and excel in the same.

Appointment of Liaison Officer by the establishment

Our Bank has appointed General Manager ranked officer as Liaison Officer for
persons with disabilities at Corporate Centre and Assistant General Manager ranked
officers as Liaison Officer for persons with disabilities at Circles who look after all
types of complains, grievances and welfare of our PWD employees.

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Maintenance of records by the establishments
The Bank creates and maintains database of category of disabilities in digital form on
HRMS portal and all relevant records as mentioned in Section 22 of RPWD Act 2016
along with hard copies are maintained with respective departments. The roster
register shall be maintained for Persons with Disabilities, at all LHOs, as per the
forms stipulated in RPWD Act 2016.

Maintenance of register of complaints

As mentioned earlier, the Bank has appointed liaison officers for persons with
disabilities of the rank of the General Manager at the Corporate Centre and the
Assistant General Manager at all the Circles. The liaison officers will also act as the
‘Grievance Redressal Officers’.

The Complaint / grievance register is being maintained with the ‘Grievance Redressal
Officers’, at Circle level as well as at Corporate Centre. Our PWD employees are free
to lodge their grievances with the Grievance Redressal Officer.
Awareness Campaigns:
The Bank will conduct, support and promote at its branches/ offices awareness
campaigns and sensitisation programmes through appropriate means to promote
inclusion of persons with disabilities.
Compliance:
The DGM & CDO in respective Circles and Deputy General Manager (IR) at Corporate
Centre will be responsible for implementation of the Rights of Persons with Disabilities
Act, 2016 and Rules framed thereunder, in the Bank.

Communication of the Policy:

This policy will be available to all the employees via Bank’s internal Intranet portal
“State Bank Times” easily accessible to all.
Modification / Review /Revision:
The Equal Opportunity Policy of the Bank shall be modified so as to incorporate
changes, as may become necessary to meet organizational needs, on the basis of Acts,
Rules & Regulations, Guidelines & Directives of the Government of India / IBA, etc.,
every three years or earlier if required, after obtaining approval from the Central
Board.

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 Annexure - A
Job mapping - Officer cadre

Sr. Posts ID SLD MI ASD Remarks

No.
1 General officers - -- May be May be --
including suitable suitable
Probationary
Officer
2 Law Officer -- May be May be --
suitable suitable
3 Hindi Officer -- May be --
suitable
4 Systems Officer -- May be May be May be ASD if
suitable suitable suitable appropriately
qualified
5 Marketing & -- May be May be --
Recovery Officer suitable suitable
6 Statistical -- May be May be May be
Officer suitable suitable suitable
7 Civil Engineer -- May be May be --
suitable suitable
8 Electrical -- May be May be May be
Engineer suitable suitable suitable
9 Medical Officer -- May be May be --
suitable suitable
10 Security Officer -- May be May be --
suitable suitable
11 Archivist -- May be May be
suitable suitable

ID – Intellectual Disability
SLD – Specific Learning Disability
MI – Mental Illness
ASD – Autism Spectrum Disorder

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 Annexure - B
Job mapping - Clerical cadre
Sr. Role/Task ID SLD MI Others Remarks
No. (d & e)
1 Cashier / Cash Counter -- Suitable Suitable Autism Face to face
Clerk (has passing may be interactions could be
power) suitable difficult for persons
with Autism
2 Teller (has passing -- Suitable Suitable Autism Face to face
power) may be interactions could be
suitable difficult for persons
with Autism
3 Data entry operator -- Suitable Suitable Autism Persons with ID would
Suitable require significant
hand-holding
4 Pass Book Printing -- Suitable Suitable Autism Persons with ID would
Suitable require significant
hand-holding
5 Enquiry of Loans -- Suitable Suitable --
6 Follow-up with -- Suitable Suitable --
customers for Loans
7 Follow-up with Br / -- Suitable Suitable --
Off regarding Loans
/ Advances
8 Assistant to Agro- -- Suitable Suitable --
Based Loan Officer
9 Preparing Field visit -- Suitable Suitable Autism
report may be
suitable
10 Clearing of Cheques -- Suitable Suitable Autism
Suitable
11 Common Table cash -- Suitable Suitable Autism
Suitable
12 Distribution of ATM PIN -- Suitable Suitable Autism
/ Card Suitable
13 Locker Assistant -- Suitable Suitable Autism Face to face
Suitable interactions could be
difficult for persons
with Autism
14 Grahak Mitra - May I -- Suitable Suitable --
help you Counter
15 Audit Clerk -- Suitable, Suitable --
may need
calculator
aids if SLD
for maths
16 Salary data correction in -- Suitable, Suitable Autism
HRMS difficulty Suitable
if SLD for
maths

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 17 Cash Administration -- Suitable, Suitable Autism
Cell – Cash Reserve difficulty if Suitable
Table SLD for
maths
18 DAC – Documents -- Suitable Suitable Autism
Archival Centre Suitable
19 Service Desk / Help desk -- Suitable Suitable
for CBS
20 Data entry in system - -- Suitable Suitable Autism
related to Loan / Suitable
Advances
21 SMECCC: Handling of -- Suitable, Suitable Autism
Stock Statement difficulty Suitable
if SLD for
maths
22 Opening of New -- Suitable Suitable Autism Face to face
Loan Accounts at may be interactions could be
SMECCC Suitable difficult for persons
with Autism
23 Role as Administrator -- Suitable Suitable Autism
and Task: Tracking sheet Suitable
at Credit CPCs
24 Dispatch at CPCs / -- Suitable Suitable Autism
Branches Suitable
25 Inward and Outward -- Suitable Suitable Autism
Register in Br/ CPCs Suitable
26 LCPC: Inward mail -- Suitable Suitable Autism
Suitable
27 LCPC: Outward mail -- Suitable Suitable Autism
Suitable
28 LCPC: Scrutiny of A/c -- Suitable Suitable Autism
opening forms Suitable
29 LCPC: Bulk Account -- Suitable Suitable Autism
Creation Suitable
30 LCPC: Scanning of Docs/ -- Suitable Suitable Autism
Sig Suitable
31 LCPC: Accounts -- Suitable Suitable Autism
Department Suitable
32 LCPC: Welcome Kit -- Suitable Suitable Autism
distribution Suitable
33 LCPC: Welcome kit -- Suitable Suitable Autism
Returns Suitable
34 Data Entry and replying -- Suitable Suitable --
through mails
35 Happy Room Caller -- Suitable Suitable --
36 Holiday Home Booking -- Suitable Suitable --

37 Accounting Tracking -- Suitable Suitable --

Centre (ATC) Role:
Caller

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 38 CSD Role: Sorter -- Suitable Suitable Autism
Suitable
39 Central Pension -- Suitable Suitable Autism
Processing Cell (CPPC): Suitable
Operator
40 Receptionist at -- Suitable Suitable --
CPPC
41 Printing of daily -- Suitable Suitable Autism
Reports Br /Off - Suitable
Morning task
42 Printing of Demand -- Suitable Suitable Autism
Drafts Suitable
43 Printing of TDR -- Suitable Suitable Autism
Suitable
44 CMP (Cash -- Suitable Suitable Autism
Management Process) Suitable
45 SMS & Tele calling -- Suitable Suitable --
Reminders on NPA &
outstanding payment
dues / ECS
46 Green Channel -- Suitable Suitable --
Counter Operator
47 Storing medicine & -- Suitable Suitable Autism
maintaining records, Suitable
48 Distribution / issue of -- Suitable Suitable Autism
medicine Suitable
49 making indent of -- Suitable Suitable Autism
medicine Suitable
50 E-mail Handling in -- Suitable Suitable --
offices

ID – Intellectual Disability
SLD – Specific Learning Disability
MI – Mental Illness
ASD – Autism Spectrum Disorder

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 CHAPTER-4
STAFF: AWARD
OUT-OF-CADRE PROMOTION POLICY
4.1 A. PROMOTION FROM CLERICAL CADRE TO OFFICER CADRE (JMGS-I)
(Master Circular No. : CDO/P&HRD-IR/102/2015 - 16 dated 03.03.2016
e-Circular No. CDO/P&HRD-CDS/77/2017-18 dated 28.12.2017&
e-Circular No.: CDO/P&HRD-CM/63/2022-23 dated 10 Jan 2023)
There are four channels of promotion from Clerical cadre to Officer Cadre (JMGS-I).
• Trainee Officer Channel
• Merit Channel
• Normal cum Seniority Channel

• Trainee Officer (Systems) New Channel vide e-Circular No.: CDO/P&HRD-

CM/69/2020 – 21 dated 24 Dec 2020

ECCB in its meeting held on 03.01.2023 has accorded approval to the certain
amendments applicable from PY 2023-24 for promotion from Clerical Cadre to Officer
Cadre
I Eligibility Criteria under Different Channels of promotion
(All criteria as on 1st April of the Promotion Year)
Eligibility criteria viz.: minimum service requirement, upper age limit and number of
chances for promotion etc. as under:-
Trainee Officer Merit Channel Normal cum
Seniority Channel
1 Eligibility All Clerical Cadre employees (excluding Record Keepers, Record Keepers
Cum Assistant (Cash), Godown Keepers, Bill Collectors and Assistants
(Cash) promoted from sub-ordinate cadre) fulfilling other eligibility criteria
2 Minimum 3 years with CAIIB or 5 years with CAIIB@ and 8 years
Service 4 years with JAIIB 6 years without CAIIB
3 Minimum Graduation from a Matriculation (10th Standard pass) from a
Qualification recognized University recognized Board.
4 Upper Age Limit- not exceeding

a General 40 years 45 years 50 years

candidates
b SC/ ST 45 years 50 years 55 years
candidates
c PwBD# 45 years 50 years 55 years
candidates
d ESM*(General) 52 years 52 years

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 e ESM*(SC/ ST) 55 years 55 years

5 Number of 4 times or till the prescribed age limit, whichever is earlier

Chances
6 Qualifying Marks

a Written Minimum 60 % for Minimum 50% for Minimum 40% for

Test General candidates General candidates and General candidates
and 55 % for SC/ ST/ 45% for SC/ ST/ PwBD and 35% for SC/ ST/
PwBD candidates. candidates. PwBD candidates.
b Personal Minimum 40% for General candidates and 35% for SC/ ST/ PwBD
Interview candidates (minimum 8 marks out of 20 for General Candidates and
7 marks out of 20 for SC/ ST/ PwBD candidates)
7 Vacancies As may be sanctioned If the sufficient number of candidates is not found
by Corporate Centre successful under the merit channel, the unfilled
vacancies may be filled from Normal-cum-
Seniority channel in the same promotion year.
Upto 70% of total JMGS-I vacancies, excluding
Trainee Officer vacancies will be filled up through
Merit Channel and 30% through Normal cum
Seniority channel. In case of need, the Bank may,
at its discretion, interchange the vacancies from
Merit channel to Normal Cum-Seniority Channel
or vice-versa during the same promotion year
8 Zone of Based on the performance in the written test, candidates will be called for
Selection interview in the ratio of two candidates for every vacancy in the descending
order of merit. This will form Zone of selection.
9 Probation One year One year One year
Period
After
Promotion
( Under Merit channel-5 years with CAIIB, if an employee becomes eligible after 5 years of service,
@

CAIIB will not be reckoned for the purpose of additional marks since such qualification is
mandatory. However, additional marks for courses and institutes recognized by AICTE/ UGC viz.
MBA, Diploma in Banking, Finance, HR, Business Management, Marketing, Treasury, Inter CA
/ICWA shall continue as hitherto.
#PwBD – Persons with Benchmark Disabilities

*ESM – Ex-Servicemen. Will include eligible PwBD candidates, if any)

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ALLOCATION OF MARKS

Trainee Normal-Cum
Merit
Officer Seniority
Channel
Channel Channel
Written Test 60 60 55
Performance Appraisal 10 10 10

Additional Qualification * 5 10 -

Completion of 75 e-lessons 5 - -

Personal Interview 20 20 20

Service seniority - - 15

TOTAL 100 100 100

* Courses and institutes recognized by AICTE/UGC viz. MBA, Diploma in Banking,

Finance, HR, Business Management, Marketing, Treasury, Intermediate CA/ ICWA
(JAIIB/CAIIB in case of other than Trainee Officer Channel)

II WRITTEN TEST PATTERN

A. Trainee Officers Examination

Particulars No. of Marks

SECTION: I Duration 120 Minutes Questions
(Qualifying marks 65% For General & 60% For SC/STs)
General Awareness about Banking Environment, KYC, Legal 20 10
Issues
General Banking, handling of customer grievances and Preventive 20 20
Vigilance (The test will contain passages relating to practical day-
to-day situations in branches/offices, about 10-15 lines with 5
objective questions on each passage to identify the best option)
Knowledge about products & services of our Bank including retail 20 20
finance, our associates & subsidiaries and of other banks (Focus
on USPs of our products & services) and Financial Inclusion.
Knowledge of CBS and other IT products in use in the Bank and 20 15
IT related security concerns.
Alternate Channel products 20 10

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Latest Financial results, performance indicators of the Bank and 20 5
Productivity & profitability related concerns of the Bank,
Organisational Structure and History.
SECTION: II Duration 30 Minutes No. of Marks
Questions
(Qualifying marks 50% For General & 45% for SC/STs)

Writing Essay on banking related topics (250 words) 1 out of 3 20

(For evaluating comprehension skill and communication skill)
TOTAL Duration 150 Minutes 121 100
(Overall qualifying marks 65% For General & 60% For SC/STs)

B. Merit Channel & Normal Cum Seniority Channel

Test Pattern
Particulars No. of Marks
Questions
General Banking, KYC, Legal Issues, System & Procedures in
50 25
our Bank
CBS & Computer Awareness, computer security related 20 15
questions
Products & Services of the Bank, Associates & Subsidiaries, 30 15
Other banks, Alternate Channel & IT Products, Financial
Inclusion.
Latest Financial results, performance indicators of the Bank 10 5
and productivity & profitability related concerns of the Bank.
Objective type questions on practical problems in general 10 20
banking
General Awareness 10 10
Organisational Structure & Policy guidelines of the Bank 10 10

TOTAL [ Duration 150 minutes] 140 100

Physically handicapped candidates may be permitted to use scribe and also may
be allowed extra time in written tests for promotions, as per Government of India
guidelines.

Please refer HR Volume 1 for detailed guidelines regarding

probation/confirmation etc.

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 B) Other Guidelines

i. Employees on promotion will be liable for transfer anywhere in the Circle and no
request will be entertained in this regard.
ii. In case of Trainee Officers in any Circle, during a particular promotion year, may
be transferred within a cluster of Circles which are geographically contiguous and
having cultural affinity.
iii. The vacancies will be determined with the approval of Corporate Centre.
iv. HR Department at Local Head Offices will prepare list of eligible candidates in
respect of all employees from all branches/offices located in the geographical area
of the Circle. The HR Department of LHO will also make other arrangements for
conducting tests and interviews.
v. Eligibility criteria viz. age, minimum service, minimum qualification, additional
qualification for the promotion under all the channels will be as on 1 st April of the
promotion year.
vi. For promotion under T.O. and JMGS-I Merit channel, merit list will be prepared
on the basis of aggregate marks obtained in written test, performance appraisal,
additional qualifications and personal interview and candidates equal to the
number of vacancies from the top will be selected. For promotion under JMGS-I
Normal-cum-Seniority channel, merit list will be prepared on the basis of
aggregate marks obtained in written test, performance appraisal, additional
qualifications, seniority and personal interview and candidates equal to the
number of vacancies from the top will be selected
vii. Date of declaration of result will be reckoned as the date of promotion under all
the channels.
viii. In order to enable the employees to improve their performance, marks secured by
candidates in the written test will be advised.
ix. Employees declared successful in the interview will be eligible for promotion
subject to their medical fitness. The instructions regarding medical standard for
fitness for promotion from subordinate to clerical cadre and clerical to officer
cadre are contained in our e-circular no. CDO/P&HRD/IR/4/2012-13 dated
12.04.2012.
x. The senior most General Manager of the Circle will be Promoting Authority for
the promotion to JMGS-I.
xi. In case more than one candidate secures equal / same marks in the final merit
list against the last vacancy, all such candidates will be promoted.
xii. The existing debarment policy will be applicable for all promotions. The
employees debarred for promotion as a result of disciplinary action (contemplated
/ pending / concluded) will not be considered for promotion until the period of
rigour is over.
xiii. The concessions/relaxations available to SC/ST employees etc. for out-of-cadre
promotions in terms of Government/IBA guidelines, as applicable from time-to-

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 time will be adhered to. However, if any doubt regarding any concession/
relaxation on interpretation arise/to be made, the matter will be referred to
Government of India/IBA and their advice will be final and binding on both the
parties.
xiv. The relaxation of educational qualification granted to ex-servicemen for
recruitment in the Bank, shall also apply for the purpose of promotion to higher
cadre. Ex-servicemen who have passed the Service (Departmental)
Examinations, which are recognised as equivalent to Civil examinations not
below the level of matriculation, are also eligible.
xv. If a candidate does not appear for the written test and/or interview, it will not be
counted as having exhausted a chance. He / she can appear upto the prescribed
number of chances within the respective age limit as per his / her choice.
xvi. If sufficient number of candidates are not found successful under the merit
channel, the unfilled vacancies may be filled from Normal-cum- Seniority channel
in the same promotion year. From the promotion year 2015-16 onwards till 2018-
19, up to 70% of total JMGS-I vacancies, excluding Trainee Officer vacancies will
be filled up through Merit Channel and 30% through Normal cum Seniority
channel. In case of need, the Bank may, at its discretion, inter-change the
vacancies from Merit channel to Normal-Cum-Seniority Channel or vice-versa
during the same promotion year.
xvii. All employees on promotion will be subjected to change in the present place of
posting. They will be transferred / placed as per the transfer policy of the Circle
where he/she is posted. However, physically handicapped / women candidates
who are more than 50 years of age if promoted, will not be transferred outside the
network.
xviii. Persons with Disabilities are also eligible for promotion to TO/JMGS-I, if
otherwise they fulfil the eligibility criteria.
xix. Candidates may qualify for promotion under more than one channel. However,
he/she will have to choose for promotion under a channel of their choice, by
giving option letter. The candidate should make clear that the option once
exercise cannot be changed.
xx. Choice(s) of deficit Circle(s) may be invited, if required, from those candidates
who cleared the written test but were not in either the Zone of Selection (ZOS) or
the final select list in surplus Circle(s) in order to fill the unfilled vacancies in
deficit Circle(s), subject to them being otherwise suitable for promotion and there
being nothing else which would render them ineligible for promotion to JMGS-I.
DMD (HR) & CDO shall be the competent authority to finalize modalities for the
same.
Bank reserve its right to allocate them to any Circles. It is expected that the
candidates posted outside the Circles acquire the working knowledge of the
regional language within a period of six months.

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 4.2 PROMOTION FROM CLERICAL TO TRAINEE OFFICER (SYSTEMS)
NEW CHANNEL PROMOTION YEAR:2021-22
(e-Circular No.: CDO/P&HRD-CM/69/2020 – 21 dated 24 Dec 2020 &
CDO/P&HRD-CM/73/2020 – 21 dated 02.01.2021)

Information technology over the years has become the backbone of the banking
industry. IT has significantly influenced the delivery channels of the bank and
internet has emerged as an important medium for delivery of banking products and
services. Majority of our processes including lending have either been digitized or
are in process of digitization. The shift from traditional banking to e-banking has
changed customer’s expectation. Therefore, there has been increasing demands for
new products, upgrading of existing IT products/ service features and its security
aspects. Also, there has been continuous technological innovation in our digital
platform and products to meet the emerging requirements.
2. With this growing dependence on IT, need for people with domain
expertise/qualification has increased considerably. We have a talented pool of
associates having B Tech/B.E., M Tech/MCA or equivalent degree in Computer
Science/ IT.
3. To provide a better career prospect and utilise the IT background of our young
clerical staff in a more productive way in the interest of Bank, Central Board in its
meeting dated 17.12.2020 has approved a new channel of promotion from clerical
staff to officer cadre as Trainee Officer (Systems) in the grade of JMGS-I.
4. The vacancy for this channel will be on all India basis and the services of these
officers will be placed to our GITC department at Navi Mumbai or other
establishments of GITC in other parts of the country (e.g. GOC at Chandigarh,
Hyderabad, Bangalore & Thiruvananthapuram, DRC at Hyderabad etc.)/ Verticals/
Circles with requirement of IT officers. They will not be required to undergo various
mandatory assignments like Rural/ Semi Urban postings and Branch assignments
as they would be specialist cadre officers. All terms and conditions including career
path applicable to specialist cadre officers will be applicable to them. The proposed
promotion policy containing detailed eligibility criteria and selection process for
Trainee Officer (Systems) promotion is as per Annexure-I. Promotion under this
channel, is one-time exercise and if required, would be undertaken in future on need
basis.
5. Circles will prepare the list of eligible staff for this new channel and provide the
data to CRPD for initiating the promotion process.

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 Annexure-I
General Eligibility Criteria and
Other Terms and Conditions for Trainee Officer (SYSTEMS)
Sl. Particulars
No.
1 Educational B.Tech./B.E. in Computer Science/IT, M.Tech/MCA in
Qualification Computer Science/ IT or equivalent degree in Computer
Science/ IT from any recognised university
2 (i) Age limit General candidates: not exceeding 35 years.
SC/ST candidates: not exceeding 40 years.
3 Number of A Candidate may appear for the test 5 times or till he/she
Chances reaches the prescribed age limit, whichever is earlier. (If the
exercise is undertaken in future)
4 Reservation As per Govt. guidelines.
5 Minimum 2 years (for both General as well as SC/ST employees). As on
Service 1st April 2020
6 Selection Written Test-cum-interview
Process
7 Probation The promoted candidates will be designated as “Trainee Officer
(Systems)” and will be on probation for a period of 12 months.
8 Confirmation On completion of 12 months.
9 Pay Scale As applicable to Trainee Officers.
10 Career Path These officers will be in specialist cadre and will be governed by
the promotion policy for specialist cadre officers. Career path of
these officers will be as applicable to System officers.
11 Mandatory Not applicable as they would be specialist officers.
Assignment

12 Medical fitness As applicable for promotion to Trainee Officer

II. Allocation of Marks for Trainee Officer (Systems) Channel:

Trainee Officer (Systems)Channel
1. Written Test 60
2. Performance Appraisal:
a. CDS Grade 15
b Completion of 75 e-lessons 5*
3. Personal Interview 20
TOTAL 100
*Candidates may be given 2 months’ time for completion of e-lessons from the date of
issue of e-Circular

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WRITTEN TEST PATTERN (Comparison of TO channel and TO (Systems)
channel proposed test):
A. Trainee Officers Examination (Existing)
Particulars No. of Allocation
Questions of Marks
SECTION: I Duration 120 Minutes
for TO for TO
(Qualifying marks
(Systems) Systems)
65% For General & 60% For SC/STs)
Exam Exam
General Awareness about Banking Environment, KYC, 10 5
Legal Issues
General Banking, handling of customer grievances and 10 5
Preventive Vigilance (The test will contain passages
relating to practical day-today situations in
branches/offices, about 10-15 lines with 5 objective
questions on each passage to identify the best option)
Knowledge about products & services of our Bank 10 5
including retail finance, our associates & subsidiaries
and of other banks (Focus on USPs of our products &
services) and Financial Inclusion.
Knowledge of CBS and other IT products in use in the 40 40
Bank and IT related security concerns.
Alternate Channel products 40 20
Latest Financial results, performance indicators of the 10 5
Bank and Productivity & profitability related concerns
of the Bank, Organizational Structure and History.

SECTION: II Duration 30 Minutes

(Qualifying marks 50% For General & 45% For SC/STs)
Writing Essay on banking related topics-(IT/ IT 1 out of 20
security related topics) (250 words) (For 3
evaluating comprehension skill and
communication skill).
TOTAL (Overall qualifying marks 65% For 121 100
General & 60% For SC/STs): Duration 150
Minutes
Physically handicapped candidates may be permitted to use scribe and also may be
allowed extra time in written tests for promotions, as per Government of India
guidelines.

Other operating and general guidelines to applicable to promotion under

trainee officer (systems) channel - clerical to specialist cadre officers):

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 i. Employees on promotion will be liable for transfer anywhere in India and no
request will be entertained on any ground.
ii. Eligibility criteria viz. age, minimum service, minimum qualification, additional
qualification for the promotion under all the channels will be as on 1 st April of
the promotion year. For the first-year exercise cut off for eligibility criteria was
1st April’2020.
iii. For promotion under this channel, merit list will be prepared on the basis of
aggregate marks obtained in written test, performance appraisal CDS, and
personal interview and candidates equal to the number of vacancies from the top
will be selected.
iv. Date of declaration of result will be reckoned as the date of promotion under all
the channels.
v. In order to enable the employees to improve their performance, marks secured
by candidates in the written test will be advised.
vi. Employees declared successful in the interview will be eligible for promotion
subject to their medical fitness. The instructions regarding medical standard for
fitness for promotion from clerical to officer cadre are contained in our e-circular
no. CDO/P&HRD/IR/4/2012-13 dated 12.04.2012.
vii. The senior most General Manager of the Circle will be Promoting Authority for
the promotion to Trainee Officer (Systems).
viii. The existing debarment policy will be applicable for all promotions. The
employees debarred for promotion as a result of disciplinary action
(contemplated/ pending/ concluded) will not be considered for promotion until the
period of rigour is over.
ix. If a candidate does not appear for the written test and/or interview, it will not be
counted as having exhausted a chance. He/she can appear up to the prescribed
number of chances within the respective age limit as per his/her choice.
x. Persons with Disabilities are also eligible for promotion to TO (Systems), if
otherwise they fulfil the eligibility criteria.

4.3 CONVERSION OF SPECIALIST CATEGORY OF CLERICAL CADRE

EMPLOYEES TO GENERAL CATEGORY & THEIR PROMOTION TO
OFFICER CADRE UNDER TRAINEE OFFICER, MERIT AND NORMAL
CUM SENIORITY CHANNEL

4.3.1 Conversion of Specialist Category of employees to General Category

In terms circular no. PER/IR/30142 dated 28.07.1983 and CDO/IR/SPL/156 dated
11.07.2003, following norms for conversion of award staff from one category to
another are laid down:

A. Clerical Cadre Staff:

Special category of staff recruited in the clerical scale of pay e.g. punch card
operators, telephone operators, draughtsmen etc. will be eligible for conversion
as clerks subject to the following conditions:

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 a. They should have minimum of 4 years’ service if they have passed NIBM test
for recruitment of clerical staff and 8 years’ service otherwise.
b. Age should not be more than 45 years.

c. Conversion will be subject to availability of replacements. In fact, recruitment

of specialist staff will require to be properly planned. The actual number of
conversions in each year will be decided by the LHOs subject to administrative
exigencies.
d. After conversion as clerk, special allowance, if any will not be paid.

e. The converted employee will be eligible for officiating or permanent

appointment in higher post, in-cadre or in supervisory cadre, after a cushioning
period of 2 years on the basis of the total service rendered in the grade. For
appointment as Trainee Officer, such conversion will not be required since there
will be on the job training for two years during the probation period of two years
after such appointment.

B. Sub-ordinate Cadre Staff:

Conversion of non-messengerial subordinate staff as messenger (with or without

combined designation) will be subject to the following norms:

a. Minimum service-4 years.

b. Educational qualification- VIII Std. pass or VII standard pass where it is a

public examination.

c. Age not more than 45 years.

d. Special allowance, if any, will not be paid after conversion.

e. Officiating or permanent appointment in higher posts (in-cadre) will be

considered only after 2 years of conversion on the basis of total service rendered
in the grade.
f. In terms of letter no. CDO/IR/830 dated 25.08.2015, ward boys may be
considered for promotion to clerical cadre under regular channels provided, they
are otherwise eligible and after two years of conversion to messengerial
category.

In this connection, a settlement has been entered into between the bank and the
All India SBI Staff Federation on 12.03.2011 and it is mutually agreed by both
parties as follows: (e-circular no. CDO/P&HRD/IR/94/2010-11 dated 31.03.2011)

a. The term of the said Settlement will supersede the provisions of Circular no.
PER/IR/30142 dated 28.07.1983.

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 b. The specialist category of staff in clerical cadre e.g Draughtsman,
Pharmacist, Nurse, Armourer, Control Room Operator, AC Plant
Operator, ST Plant operator, Sewage Fitter, Electrical Supervisor etc.
will not be eligible for conversion to general category from the date of
the said settlement and promotion to TO/JMGS-I from the promotion
year 2011-12 and onwards.

c. One time option may be given to these specialist categories of staff who are in
service as on the date of settlement and otherwise eligible for conversion to
general category of staff pursuant to Circular no. PER/IR/30142 dated
28.07.1983 and those who opt for conversion will be utilized for general banking
and special allowance being paid to his/her will be withdrawn from the date of
conversion. The option will be available to the existing clerical staff for a period
of 3 months from the date of settlement.
d. The converted employees will be eligible for in-cadre higher appointment in
general cadre, officiating or promotion as JMGS-I after a cushioning period of
two years on the basis of the total service rendered in the grade.

e. After one-time option, the conversion from specialist category to general

category will not be available and these categories of staff will continue in their
cadre till their retirement/resignation/death etc.

f. These categories of employees will however be due for in-cadre higher

appointment as per existing guidelines.

4.3.2 Promotion of Specialist Category of Clerical Cadre Employees to

Officer Cadre

Our e-circular no. CDO/P&HRD-IR/79/2014-15 dated 03.02.2015 contains policy

for promotion of specialist category of clerical cadre employees to Officers’ Cadre.
The policy is again reviewed and certain improvements/changes have been
made. The revised consolidated instructions are given below.

2. As per our circular no. PER/IR/30142 dated 28 th July 1983 special category of
staff in clerical cadre (viz. Draughtsman, Pharmacist, Nurse, Armourer, Control
Room Operator, AC Plant Operator, ST Plant Operator, Sewage Fitter,
Electricians, Electrical Supervisor, Telephone Operators/Telephone Assistants,
Hindi Translators etc.) were eligible for promotion to JMGS-I, two years after
conversion to general category of clerical staff.

3. The instructions were reviewed and accordingly as per Settlement dated the 12th
March 2011 with the All India State Bank of India Staff Federation, and as
contained in our e-circular no. CDO/P&HRD-IR/94/2010-11 dated 31.03.2011

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 such special category of clerical cadre employees are not eligible for promotion
to JMGS-I w.e.f. the promotion year 2011-12. However, one time opportunity
was given to these specialist categories of staff who are in service as on the date
of settlement (i.e. 12.03.2011) and otherwise eligible for conversion to general
category. The employees so converted to general category will be eligible for
promotion as JMGS-I after a cushioning period of two years.

4. Now, as per the revised policy following provisions have been made:

i. A separate channel for promotion to JMGS-I under specialist category is

created for clerical employees who have been recruited for such specialist
jobs. Such promotions will be subject to availability of vacancies in the
respective category in a particular promotion year.
ii. Some or all of the following are the posts that may be considered for such
promotion:

a. Assistant Manager (Communication)

b. Assistant Manager (Security Support)
c. Assistant Manager (Health Care Support)
d. Assistant Manager (Maintenance)
e. Assistant Manager (Official Language)

iii. The following category of employees will be considered for the promotion:

Post Eligible Category

Assistant Manager Telephone Operator, Telecom Assistant
(Communication)

Assistant Manager Control Room Operator, Armourer, Fireman

(Security Support)

Assistant Manager Pharmacist, Nurse.

(Health Care Support)
Assistant Manager Draughtsman, AC Plant Operators, ST Plant
(Maintenance) Operator, Electrical Supervisors, Sewage Fitters
Assistant Manager Hindi Translators
(Official Language)

iv. Depending on the requirement of the Bank and the number of eligible
candidates available in a particular stream, vacancies will be worked out.
Accordingly, in a particular promotion year, the exercise may also be
restricted to a certain category. Further, the vacancies for all types of

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 posts/categories may not be available at all Circles. To reiterate, the entire
exercise will be subject to availability of vacancies in the respective category
in a particular promotion year.
v. The newly promoted officers may have to move out of their present Circle or
Corporate Centre establishment to occupy vacancies available in other Circle
or Corporate Centre establishments.
vi. The provision of opting out as available in case of promotion from clerical
cadre to officer cadre will be applicable in case of this promotion channel also.
vii. The eligibility criteria will be as under:

Educational Qualification 10th Standard

Maximum Age (Years) 55
57(SC/ST)

Service Eligibility 12 Years

The other eligibility criteria as in the case of promotion to JMGS-I under

Normal channel will be applicable.

Bank may at its discretion, as a one-time measure, in the first promotion

exercise consider all such employees who are otherwise eligible and having
residual service of at least two years for such promotion.

viii. Candidates completed at least 50 e-lessons out of their role based elessons or
e-lessons of their choice (in case there is no specified role based e-lesson) out of
the available number of e-lessons may be given additional 5 marks.
ix. The role of such promoted officers in some of the specified categories will be as
contained in Annexure-A.
x. On promotion they will be treated as officers in specialist cadre. Their career
path & placement policy will be decided separately. They will, however, be
posted as per requirement of the Bank.

5. The allocation of marks in selection process and pattern of test will be as

contained in Annexure-B.
6. There are a few specialist categories of staff who have, in the past, been
inadvertently promoted to JMGS-I without conversion to clerical cadre. Such
employees who are already promoted to JMGS-I without conversion to
general category may be permitted to continue as JMGS-I without going
through the selection process once again.
7. Based on the above, following instructions were applicable in case of
promotion exercise of the promotion year 2015-16 only:

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 i. Candidates who are otherwise eligible and having residual service of at least
two years will be considered for promotion.
ii. The service eligibility of the candidates will be decided as on 31.10.2015.
Other eligibility parameters will be decided as on 23.12.2014 i.e the date of
Memorandum of Settlement signed with AISBISF regarding this policy.
(Otherwise as on 1st April of the promotion year)
iii. Considering that this is the first promotion exercise and there may be
paucity of time, candidates completing at least 10 e-lessons of their role-
based e-lessons or e-lessons of their choice (in case there is no specified role-
based e-lesson) out of the available number of e-lessons may be given 5
marks.
iv. Query received from one of our offices regarding Telecom Assistants who
have completed 7 years 2 months service in clerical cadre and as per our
circular, under reference, not eligible for the said promotion during this year
as they would not have completed 12 years in the clerical cadre. They joined
the Bank in sub-ordinate cadre as Telecom Lineman cum Messenger and
subsequently promoted to clerical cadre as Telecom Assistant and
continuing to perform almost the same nature of job.
v. Query also received from one of the Circles, about an employee who was
initially appointed as General Attendant. Subsequently, he was promoted
as Record Keeper cum Cashier. Later on, he was converted as Telephone
Operator, as a special case, due to his visual disability. However, after
conversion as Telephone Operator, he was not given opportunity to appear
in the test for promotion to JMGS-I under regular channel considering that
he was converted to specialist category.
vi. As the circular instructions specify that the candidate should have been
recruited under specialist category, the Circle has queried whether he can
be considered eligible. If he is not permitted to appear for the promotion test
now under the specialist category, it would amount to denial of justice to
him, treating him once as specialist (earlier instance) and treating him now
as having joined under generalist category.
In view of the above, as certain relaxations have already been allowed in the
policy as specified above in respect of exercise for 2015-16, it has been
decided by the appropriate authority that the above candidates and any
similarly placed candidates, may be considered eligible for promotion under
this channel in this year’s exercise only, as special case. All other terms and
conditions remain the same.

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 ANNEXURE-A

ROLE, DUTIES & RESPONSIBILITIES OF CERTAIN CATEGORIES OF SPECIALIST

CATEGORY OF CLERICAL STAFF ON THEIR PROMOTION TO OFFICERS’ CADRE
They will continue doing the same job and discharge all the duties and responsibilities as
they are now doing in clerical cadre.
i. Role of Assistant Manager (Communication): They will be performing the same job as
they are performing now. In addition, they will look after, supervise, monitor
telecom/internet/intranet network/facilities of the Bank, video conference facilities,
maintenance of EBPAX system, radio mobile facilities, ensuring/arranging for
repairing/restoration of faulty systems. They may also be posted in the call centres of the
Bank. They will also be utilized for calling customers for NPA recovery, selling & marketing
of products of the Bank and any of its subsidiaries, follow up of reports/returns from other
branches/offices of the Bank and /or any other organization. They will be exercising passing
powers of JMGS-I for payment of bills of telephone/mobile service providers,
telephone/mobile support vendors. They may be assigned with any other work including
general banking work as may be decided by the Bank from time to time.
ii. Role of Assistant Manager (Security Support): They will be performing same job as they
are performing now. In addition, they will be providing all sorts of support to the Bank’s
Security Officers as may be required from time to time. They will also be periodically visiting
branches/offices of the Bank, Bank’s residential quarters and other establishments to check
security arrangements. They will ensure proper upkeep of Bank’s arms and ammunition,
timely renewal of gun licenses etc. They may be assigned with any other work including those
relating to general banking as may be decided by the Bank from time to time. If required,
they will also exercise passing powers of JMGS-I.
iii. Role of Assistant. Manager (Health Care Support): They will be performing same job
as they are performing now. In addition, they will be providing all sorts of support to Bank’s
Medical Officer in ensuring availability of appropriate medical care services to our
employees. They will help in preparing inventory, selling of drugs, pharmaceutical products
etc. at the time of enforcement of securities against NPA accounts of pharmacies/ drug
manufacturers/retailers etc. They may be entrusted with the work of monitoring, supervising
Bank’s pharmacies. They will ensure and explore cost effective measures in running of Bank’s
pharmacies, medical departments, whenever necessary. They may be assigned with any
other work including those relating to general banking as may be decided by the Bank from
time to time. If required, they will also exercise passing powers of JMGS-I.
iv. Role of Assistant Manager (Maintenance): They will be performing same job as they are
performing now. In addition, they will also be assisting in improvement of ambience of Bank’s
branches/offices by designing appropriate lay outs, ensure appropriate maintenance of
Banks’ own/hired premises. They may be assigned with any other work including those
relating to general banking as may be decided by the Bank from time to time. If required,
they will also exercise passing powers of JMGS-I.
v. Role of Assistant Manager (Official Language): They will be performing same job as
they are performing now. In addition, they will also be performing the job of Asst, Manager
(OL). They may also be assigned with any other work including general banking work as may
be decided by the Bank from time to time. If required, they will also exercise passing powers
of JMGS-I.

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 ANNEXURE-B

Promotion of specialist category of clerical staff to Officer’s cadre

Allocation of marks in selection process & test pattern

i. Selection Criteria : Maximum Marks

Written Test : 65
Performance Appraisal : 10 (minimum qualifying marks: 40%)
Completion of min. No. of e-lessons : 5
Personal Interview : 20 (minimum qualifying marks: 40%)
TOTAL : 100
ii. Pattern of Written Test (other than for the post of AM-Official Language). All
questions will be objective type and, in both Hindi, & English. Against each
question, 5 choices of answers will be given.

TEST PATTERN No. of Marks

(Other than for the post of AM-Official Language) Questions

General Awareness 10 10

Bank’s Organisational Structure 10 10

Computer Awareness 20 20

Various employee welfare measures of the Bank 10 10

Various Products & services of Bank including alternate 25 25

channel
Outsourcing norms of maintenance functions, Banks’ 25 25
Ambience policy (in case of draughtsman), policy
regarding Bank’s dispensaries, various categories of
drugs, laws and regulations relating to drugs &
pharmaceutical products (in case of pharmacists),
security policies& latest security devices, various types
of security threats etc. (in case of CROs, Armourers),
various tools for communication & latest communication
technologies (in case of Telephone Operators and
Telecom Assistants) (alternate questions covering each
considering different sets of examinees) area
TOTAL (Duration: 150 Minutes)
100 100
Minimum Qualifying Marks- Gen:55% SC/ST:50%

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 iii. Test Pattern for the post of Asst. Manager (Official Language):

All questions on General Awareness, Bank’s organizational structure,

Computer Awareness will be both in Hindi and English. Questions on Official
Language Act will be in Hindi only. All questions will be objective type. Against
each question, 5 choices of answers will be given.

Test Pattern No. of Marks

Questions
General Awareness 10 10
Bank’s organizational structure 10 10
Computer Awareness 20 20
Official Language Act 60 60
TOTAL (Duration: 150 Minutes) 100 100
Minimum Qualifying Marks GEN:55% SC/ST:50%

4.4 RESERVATIONS FOR SC/ST CANDIDATES IN PROMOTIONS TO

JMGS-I

The reservation/relaxation/concessions available to SC/ST employees for out

of cadre promotion in terms of Government/IBA guidelines as applicable from
time to time are to be complied with in these promotions. As per extant
instructions in this regard, there is a reservation of 15% for SCs and 7½ % for
STs in promotions to JMGS-I.

In respect of reservations in promotions, Ministry of Finance vide their letter

No.1/19/2002-SCT (B) dated the 29th July 2002 advised that the SC/ST
candidates appointed on promotion on their own merit and not owing to
relaxation of qualification will not be adjusted against the reserved points of
the reservation roster. They are to be adjusted against unreserved points.

The following relaxations are available to SC/ST candidates in the promotions

from clerical to JMGS-I under various channels as detailed in the relevant
paragraphs in the policy:

• Relaxation in upper age limit

• Relaxation in minimum qualifying standard
• In written test
• In interview

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 Accordingly, the following procedure is to be adopted in respect of the
reservations for SC/ST in the promotions to JMGS-I under various channels:

A. Zone of Selection:

Three lists will be drawn for finalising the Zone of Selection

a) One list for unreserved vacancies - all candidates qualifying as per normal
Standards, i.e. without any relaxation provided to SC/ST candidates and

b) Two lists – one each for SC & ST – would be drawn from all SC/ ST
candidates, after excluding those who are included in the list for
unreserved vacancies.

(i) For Unreserved Vacancies

All the candidates, other than the SC/ST candidates who are participating in
the promotion process on account of relaxation in the upper age limit available
to them, who score in the written test equal to or more than the minimum
qualifying score prescribed for General Candidates under the respective
channels will be placed in the descending order of merit. From this list two
times the number of vacancies identified for General Candidates taken from
the top, including the SC/ST candidates if any, will constitute the Zone of
Selection for unreserved vacancies. If there is more than one candidate at the
cut-off point, all such candidates would be included in the Zone of Selection.

(ii) For SC/ST Candidates

All the SC/ST candidates who score equal to or more than the minimum
qualifying score prescribed for such candidates under the respective channel,
excluding those whose are included in the list for unreserved vacancies as
above, would be placed in the descending order of merit in separate lists for
SCs and STs. From these lists (for SCs and STs), two times the number of
vacancies reserved for SCs & STs respectively taken from the top will
constitute the Zone of Selection. If there is more than one candidate at the cut-
off point, all such candidates would be included in the Zone of Selection for
reserved vacancies.

B. Final Selection (after interview):

Trainee Officer, JMGS-I (Merit and Normal-cum-Seniority channel)

(i)For unreserved vacancies: For all the candidates in the Zone of Selection
for unreserved vacancies who obtain equal to or more than the minimum score
prescribed for the interview for General Candidates under the respective

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 channels, the Written test score, Performance score and the Interview Score
would be aggregated in the assigned proportion and listed in the descending
order of merit. Candidates equal to the number of unreserved vacancies would
constitute the Select list. If more than one candidate secures more than marks
equivalent to cut-off marks all such candidates would be promoted.

(ii)For SC & ST: For the reserved vacancies, separate lists (for SC & ST)
would be prepared in the descending order of the composite score, i.e. the
aggregate of the Written test score, Performance score and the Interview
Score taken in the assigned proportion, in respect of all SC/ST candidates who
secure equal to or more than the minimum score prescribed for interview
under the respective channel for such candidates, after excluding those whose
name find a place in the select list for unreserved vacancies (as above). The
candidates equal to the number of vacancies reserved for SC & ST respectively
taken from the top of the two lists would be placed in the select lists against
the vacancies reserved for SC & ST respectively. If more than one candidate
secures more than marks equivalent to cut-off marks all such candidates
would be promoted.

4.5 Reservation in promotion to Persons with Benchmark Disabilities (PwBDs)

A provision of 4% reservation to Persons with Benchmark Disabilities has been

introduced in promotion from Clerical Cadre to JMGS-I as per Government of India
guidelines. The breakup of reservations against posts identified for each disability
as detailed in the Ministry of Finance letter No. 3/1/2021-Welfare dated 6th June,
2022 is as below:

QUANTUM OF RESERVATION

In case of promotion, four per cent of the total number of vacancies in the cadre
strength within Group 'C’, from Group 'C’ to Group 'B', within Group 'B' and from
Group 'B' to the lowest rung of Group 'A' shall be reserved for PwBDs. Reservation
in promotion shall be applicable in the cadres in which the element of direct
recruitment, if any, does not exceed 75%.
Against the posts identified for each disability, one per cent each shall be reserved
for PwBDs under clauses (a), (b) and (c), respectively, and one per cent combined,
under clauses (d) and (e) below, unless otherwise excluded under the provisions of
Para 3 of the DoPT OM No. 36012/1/2020-Estt. (Res.-II) dated 17.05.2022
hereinunder:
a. blindness and low vision;
b. deaf and hard of hearing;

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 c. locomotor disability including cerebral palsy, leprosy cured, dwarfism, acid
attack victims and muscular dystrophy;
d. autism, intellectual disability, specific learning disability and mental illness;
e. multiple disabilities from amongst persons under clauses (a) to (d) including
deaf-blindness.

All operating functionaries to ensure compliance with the instructions pertaining

to reservation in promotion for Persons with Benchmark Disabilities (PwBDs) as
detailed in Ministry of Finance letter No. 3/1/2021-Welfare dated 6th June,
2022 / DoPT OM No. 36012/1/2020-Estt. (Res.-II) dated 17.05.2022.

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4.6 FORMS TO BE SIGNED AT THE TIME OF APPOINTMENT /
PROMOTION:
Every employee found suitable for appointment as Trainee Officer / JMGS-I
will be required to fill up under noted forms:

1. Declaration of Fidelity and Secrecy

2. Letter of Undertaking
3. Declaration to be bound by the State Bank of India Officers Service Rules
FORMATS
1- DECLARATION OF FIDELITY AND SECRECY

I do hereby declare that I will faithfully, truly and to the best of my skill and ability
execute and perform the duties required of me as Director, member of Local Board,
member of Local committee, auditor, adviser, officer, or other employee as the case
may be, of the State Bank and which properly relate to the Office or position in the
said Bank held by me.

I further declare that I will not communicate or allow to be communicated to any

person not legally entitled thereto any information relating to the affairs of the
State Bank or the affairs of any person having any dealing with the State Bank,
nor will I allow any such person to inspect or have access to any books or documents
belonging to or in the possession of the State Bank and relating to the business of
the State Bank or the business of any person having any dealing with the State
Bank.

SIGNATURE
NAME IN FULL
DESIGNATION
STATE BANK OF INDIA DATE
BRANCH/OFFICE

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 2. LETTER OF UNDERTAKING

The Chief General Manager,

State Bank of India,
……………… .

Dear Sir,

I hereby undertake that I shall join the services of the State Bank of India as
officer JMG Scale I and shall continue to serve the Bank. I shall not be entitled
to apply for or to accept the offer of any other appointment or appointments,
while I am in service of the Bank, without the knowledge and permission in
writing of the State Bank of India which permission may be withheld without
assigning any reason.

PLACE SIGNATURE
DATE

3 - DECLARATION TO BE BOUND BY THE STATE BANK OF INDIA

OFFICERS SERVICE RULES

I hereby declare that I have received from the Bank a copy of the State Bank of
India Officers Services Rules and having read and understood them, I hereby
subscribe and agree to be bound by the said Rules.

WITNESS SIGNATURE

PLACE

DATE

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4.6 REVERSION POLICY: JMGS-I TO CLERICAL CADRE

(i) Reversion is not a matter of right. It will be at the discretion of the

management.

(ii) The officer may be eligible for reversion only on extreme compassionate
grounds, compelling and genuine family circumstances. He/ She will be
reverted back to the clerical cadre at the stage with same designation from
which he/she was promoted. The officer can submit his request letter adducing
the reasons for seeking reversion to the Branch Manager/Departmental Head
who will examine the request on its merit and forward the same along with his
recommendations to his controller for consideration.

(iii) The Controller/Departmental Head not below the rank of AGM will interview
him or talk to him over phone and after satisfying with the reasons, he will
recommend the reversion application to the Local Head office.

(iv) If the reversion is requested on medical ground, the genuineness thereof must
be got checked and certified by the concerned Circle.

(v) An officer JMGS-I can make a request seeking reversion up to a time limit of
within one year from the date of his promotion. The reason to keep one year is
that Rule 16(3)(b) of SBI Officers Service Rules also provides that Bank can
revert an officer to the grade or cadre from which he was promoted during
probation (one year) if his performance was not considered satisfactory.

(vi) The reversion applications need to be examined on case to case basis and on
merits. The competent authority for permitting reversion shall be Chief
General Manager (HR), Corporate Centre, Mumbai. The applications of
employees in the Circle will be put up to Corporate Centre, after due
examination & recommendations by the Circle CGM.
(vii) After reversion to clerical cadre, such employees will be debarred from out-of-
cadre promotion and will also not be eligible to be considered for officiating
chances outside their cadre. The reasons for such deterrents for who seek
reversion is that they spoil the chances of their batch mates from promotion
who appear with them and after reversion, resulting in some vacancies
remaining unfilled until new promotion exercise takes place causing
dislocation of work and shortage of officers.
(viii) As regards debarment in in-cadre higher appointment after reversion from
officer cadre to clerical cadre, he will also be debarred for 3 years for in cadre
higher appointment. However, on completion of 3 years debarment period, he
will continue to be eligible for in-cadre higher appointment.

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 (ix) Reversion to substantive cadre will not make Bank liable either to post him at
his place of choice of clerical cadre or to extend assistance in addressing his
personal problems.

(x) In substantive cadre, he has to discharge his duties assigned to him to the
satisfaction of his superiors as per service rules governing his service.

(xi) In case where an employee commits a misconduct while he was working as an

officer, which is detected at a later date subsequent to his reversion to clerical
cadre, the concerned employee will be governed by the provisions of the
Bipartite Settlement, if he is subjected to disciplinary action. However, while
framing the charge sheet it should clearly be mentioned that the conduct which
amounted to misconduct is as per SBIOSR though the disciplinary procedure
to be followed would be as per Bipartite Settlement.

(xii) On reversion the employee would cease to receive all facilities/ perquisites of
officers’ cadre from the date of reversion.

(xiii) If the employee has availed any type of loan as an officer beyond his
entitlement as an award staff employee, the employee has to repay the
differential amount, immediately on conversion. However, this excess amount
can be converted to a loan at commercial rate as applicable to general public.

4.7 POLICY FOR PROMOTION FROM SUB-ORDINATE TO CLERICAL

CADRE
Eligibility Criteria Under Different Channels
Merit Channel Normal Cum Seniority
Channel
Eligibility Permanent full-time employees Permanent full-time employees
with 5 years’ service as on 1st with 8 years’ service as on 1st April
April of the promotion year. of the promotion year. However,
However, service put in, as a service put in, as a permanent
permanent part- time employee part- time employee prior to full-
prior to full-time appointment time appointment will be reckoned
will be reckoned proportionately proportionately by notionally
by notionally converting part- converting part-time service into
time service into full-time full-time service, in case such a
service, in case such a full-time full-time employee has less than 8
employee has less than 5 years’ years’ service as on 1st April of
service as on 1st April of promotion year. (Temporary
promotion year. (Temporary service will not be reckoned)
service will not be reckoned)

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 Minimum Matriculation or equivalent VIIIth standard.
Qualification examination.
Upper Age 55 Years.
Limit
Number of No Limit (Till he/she completes 55 years of age)
Chances
Qualifying Written test- Minimum 50% and Written test- Minimum 40% and
marks in computer aptitude test in computer aptitude test
minimum 50%. minimum 30%.

Zone of Based on performance in written test on both Banking, English,

Selection General Awareness and Computer Aptitude, candidates will be called
for interview in the ratio of 3 candidates for every 2 vacancies in
descending order of merit. This will form Zone of Selection
Probation Six months after promotion.
period

A. ALLOCATION OF MARKS
Merit Channel Normal Cum
Seniority Channel

Written Test:
-General Banking -35 -40
-English Language -10 -10
-General Awareness -10 -10
(100 Questions 90
mins ½ marks each)
Written test on 30 30
computer aptitude
Additional Qualification 5 ---
(Graduation)
Performance Appraisal 10 10
Personal Interview * --- ---

Total 100 100

*Dispensed with

4.8 OTHER OPERATING AND GENERAL GUIDELINES

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 I. (Applicable to promotion under merit and normal -cum-seniority
channels) from sub-ordinate to clerical cadre
i. The vacancies for promotion under the policy will be determined with the
approval of Corporate Centre
ii. Human Resource Department at Local Head Offices shall call for names of
eligible employees from all branches/offices located in the geographical
area of Circle, prepare lists of eligible employees, allot roll numbers and
make other arrangements for conducting tests and interviews.
iii. Eligibility criteria viz. age, minimum service, minimum qualification,
additional qualification for the promotion under both the channels will be
as on 1st April of promotion year
iv. For Merit channel of promotion, merit list will be prepared on the basis of
aggregate marks obtained in written test, computer aptitude test,
performance appraisal, additional qualifications and personal interview
and candidates equal to the number of vacancies from the top will be
selected
v. For Normal cum Seniority channel of promotion, merit list will be prepared
on the basis of aggregate marks obtained in written test, computer aptitude
test, performance appraisal, and personal interview and candidates equal
to the number of vacancies from the top will be selected
vi. There will be different question papers for the two channels of promotions.
vii. The written test will comprise questions on General Banking, English
Language, and General Awareness and also on Computer Aptitude and it
will be held on a common date to be advised by Corporate Centre.
viii. No training will be imparted to candidates on computer awareness to
appear in the written examination. Instead, a booklet containing the model
questions on computer awareness will be handed over to all the eligible
subordinate staff against their acknowledgement. However, SC/ST
employees will be imparted pre-promotional training
ix. The marks secured by the employees in the written examination and
computer test will be advised to them in writing.
x. Employees declared successful in the interview will be eligible for
promotion subject to their medical fitness. The instructions regarding
medical standard for fitness for promotion from sub-ordinate to clerical
cadre and clerical to officer cadre are contained in our e-circular no.
CDO/P&HRD/IR/4/2012-13 dated 12.04.2012.
xi. Dy. General Manager and Circle Development Officer will be the
promoting authority for subordinate staff employees promoted under the
policy.
xii. The promotions will be effective from a common date from the date of
declaration of the final result.

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 xiii. All the promoted employees are required to work on computers at
branches, various CPCs, marketing teams for recovery etc.
xiv. All employees on promotion will be subjected to change of posting.
a) The subordinate staff promoted to clerical cadre under merit channel
will be posted at rural or semi-urban centres or in large branches at
urban centres as per the need of the Bank. They will perform all the
duties, which have been laid down for them by the Bank. No special pay/
officiating allowance will be payable to them except when due under
Career Progression Policy. However, if due to extreme administrative
exigencies, these employees are required to exercise passing powers
equivalent to Senior Associates, they will be eligible for officiating pay.”
b) The subordinate staff promoted as Junior Associates under Normal- cum
Seniority channel preferably is posted at rural / semi urban / urban
Branches in the module concerned. If sufficient vacancies are not
available in the same module, posting will be made in rural / semi-urban
/ urban areas in other modules in the Circle.
c) They should be utilised preferably at rural/semi-urban centres
anywhere within the Circle to meet the deficit or at CACs and sales
forces formed under BPR provided they have marketing skills.
xv. The services of Junior Associates promoted under Normal Cum Seniority
channel may also be utilised for delivery/ receipt of cash/documents,
including recovery of loans etc. at/from the residence/office/establishment of
any customer as and when desired by the Bank.
xvi. The subordinate staff promoted to clerical cadre will key in all the vouchers
in the system and put through all transactions, feed / analyse / compile, type
the data etc. in the computer without any special compensation / allowance.
xvii. The subordinate staff who is matriculate will be eligible under merit channel
only and will be designated as Junior Associate (CSS) on promotion. The
candidate who has passed 8th standard but is non-matriculate will be eligible
under normal channel only and will be designated as Junior Associate
(Grahak Mitra cum Record Keeper) on promotion on promotion. As such a
candidate will be eligible only under one channel depending on his / her
qualification.
xviii. If direct recruitment in clerical cadre is more than 75%, no reservation for
SC/ST employees will be available under the policy.
xix. The existing debarment policy will be applicable for all promotions. The
employees debarred for promotion as a result of disciplinary action
(contemplated/pending/concluded) will not be considered for promotion until
the period of rigour is over.
xx. The date for eligibility of additional qualification of Graduation/CAIIB is to
be reckoned as date of interview for additional qualification. It is pertinent

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 to add that there may be some cases where employees have completed
graduation before their appointment in the Bank and suppressed this
information at the time of appointment. Therefore, the employees who have
suppressed this information will not be given the benefit of additional marks
and only those who have completed their graduation after appointment in
the Bank will be given additional marks.
xxi. The promotion of employees under the policy will not result in creation of
any vacancy in subordinate cadre. The shortage at any branch/office will be
met by deployment of staff from nearby branch/office.
xxii. After final declaration of result the request for reversion will not be
considered, except he/she declared medically unfit.

xxiii. In terms of e-Circular No. CDO/P&HRD-IR/71/2015 – 16 dated 02.12.2015,

from the promotion year 2015-16, the written test will be held in on-line
mode.

II. POLICY REGARDING RECORD KEEPER, GODOWN KEEPER AND

BILL COLLECTOR

➢ The traditional work and positions of Record Keeper and Bill Collector are
no longer required. Therefore, no promotion exercise will be conducted for
these positions.
➢ All the existing Record Keepers, Record Keepers-cum-Assistant (Cash),
Godown Keepers, Bill Collectors and Assistants (Cash) promoted from
Subordinate cadre who have completed two years of service and are
matriculate (S.S.C.) as on 1st August will be converted as Assistant (Accts.)
by the controlling authority subject to their satisfactory work. If an employee
is not willing to be converted as Assistant (Accts.), he has to furnish a written
request to the Branch Manager/Head of Department within 7 days after
receipt of conversion letter. The controller’s decision in this regard will be
final. The converted employees will have to perform the duties of Assistant
(Accts.) or Assistant (Cash) or both Assistant (Accts) and Assistant (Cash) as
per requirement of the Bank.

III. POLICY REGARDING GRAHAK MITRA - CUM - RECORD KEEPER

DUTIES & RESPONSIBILITIES OF GRAHAK MITRA - CUM - RECORD
KEEPER

(Updated as per the Memorandum of settlement signed dated 24.12.2021)

Grahak Mitra-cum-Record Keepers (who were promoted with

Matriculation Qualification), on completion of 3 years of service in
that position, will be given a one-time option for conversion to the

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 regular “Associate” stream. The periodicity of 3 years will be reckoned as
on 1st June, every year.

The Duties and responsibilities of employees promoted as Grahak-Mitra-cum-

Record Keeper under this special channel are as under: -

• Will perform duties and responsibilities of “Grahak Mitra” at Branches. They

will provide first level assistance to customers visiting the Branch. Will greet
customers who walk in the Branch and guide them to the concerned desk.
• Will help the customers to get forms for transactions, assistance in completing
them, assist customers in getting required services.
• Will educate and convince the customers for usage of Alternate Channels and
Drop Box.
• Will provide basic information of our products to customers and guide the
customers interested in certain product to respective dealing officials.
• Will provide assistance in Door-Step banking also, if required.
• Will help in Business development and help in new customer acquisition.
Miscellaneous back office works like KYC / NFS updation etc., may be allotted
to him.
• Will also keep an eye on different enablers provided in Branch for customer
service like CEEP, on site ATMs, e-Corner, Passbook printing machines,
SWAYAM etc. and will ensure uninterrupted services by such machines. Any
disturbance in functioning of such machines should be brought in the notice
of concerned dealing staff by him.
• Will provide support in queue management and proper function of CEEP in
CEEP enabled Branches. The generation of tokens for all services listed in
QMS will be his prime responsibility.
• Will be provided list of top 100 customers of Branch. He should know all such
customers personally and he has to provide personalised service to them when
they will visit in Branch.
• Will provide feedback to Branch Manager in case of any hindrance in
customer service.
• Will help in marketing of cross selling products to eligible customers, in case
they acquire the required certification like CIF/AMFI/SP.
• Will be given enquiry rights in CBS, to provide account balance related
information.
• Will perform the duty of Passbook printing also in case of need.
• Will also perform all the duties and responsibilities presently allotted to
“Record Keeper”, apart from the above roles

IV. POLICY REGARDING MAINTENANCE STAFF

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 i. A non-matriculate joining the Bank in the subordinate cadre in maintenance
section will continue to hold the present designation of Plumber/Pump
Attendant/Fitter etc., as the case may be, as hitherto.
However, Electrical Helper and Telephone Helper will be redesignated as
‘Electrical Lineman’ and Telecom Lineman respectively.

ii. On completion of 8 years of confirmed service in the Bank, if he acquires/

possesses an Electrical Wireman’s Certificate or PWD License (II nd Class) or
a certificate from the DOT/ITI or from any other institute, in his trade,
run/recognised by the Government, he may be redesignated as Plant
Technician (Sanitary, Electrical, AC etc.). Telecom Technician, as the case
may be.

iii. In case a Plant Technician/Telecom Technician passes an examination, in his

trade, conducted by the State Board of Technical Education/ITI/ DOT or
undergoes training relevant to his work at an institute run/ recognised by the
Government, resulting in enhancing his skill and job knowledge, he will be
subjected to an interview with a view to testing his competence and on
qualifying therein, placed in clerical cadre and designated as ‘Plant
Assistant’/ Telecom Assistant’ as the case may be. This exercise shall be done
once in a year as in the case of other promotions from subordinate to clerical
cadre.

4.9 DEBARMENT POLICY

An employee could be debarred from promotion under two circumstances i.e.
when disciplinary proceedings are in progress and after punishment is
awarded.

i. Procedure to be followed when disciplinary proceedings are in progress:

a) An employee, against whom disciplinary action is contemplated for an offence

amounting to fraud, misappropriation of money, forgery or any other act which
prima facie amounts to criminal misconduct, shall be debarred from promotion
for a period not exceeding 3 years reckoned from the date such contemplation
is advised to the employee in writing. In all other cases, of disciplinary action,
the bar will operate from the date the employee is served with a charge-sheet

The 3-year period of debarment should commence from the date of charge
sheet. However, in some cases, issuance of charge sheet at times not possible
owing to the Bank desiring to investigate the matter fully before a charge-sheet
is framed. It is quite possible that an employee, whose alleged misconduct is
being investigated, may become eligible for promotion in the meantime. Under
such circumstances, it may become necessary to advise the employee that

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 disciplinary action is contemplated against him. He may not, therefore, be
considered eligible for promotion. It should, of course, be ensured in the
interest of the Bank as well as that of the employee that the investigation is
expeditiously completed, and charge sheet issued as early as possible.

b) An employee shall not be eligible for any promotion during the period of his
suspension irrespective of the period involved.

ii. In cases, where the punishment has been awarded, the policy will be as under

a) There shall be no bar on eligibility for promotion where an employee has been
warned or censured or where an adverse remark has been entered in his
service record.
The Interview Committee, however, should take this factor into account before
deciding upon the employee’s suitability or otherwise for promotion
b) Where an employee is reverted as a measure of disciplinary action, he will not
be automatically eligible for promotion again, if it involves an out-of-cadre
promotion, upon the expiry of the debarment period of 3 years. But each such
case will be considered on its individual merits. The Circle Management may
review such cases taking into account the gravity of his past misconduct and
his subsequent work and conduct. He may, however, be considered for higher
appointments within the cadre after one year of reversion.
c) Where increment(s) of an employee has/have been stopped as a measure of
disciplinary action, he shall not be eligible for promotion till the period covered
by such stoppage of increment(s) expires notwithstanding whether the 3-year
period passes in the meantime. Such an employee will not, however, be
ineligible for a promotion within his cadre involving an allowance carrying post
during the period the stoppage of increment operates.
d) Where an employee has been charge-sheeted or disciplinary action is
contemplated against him for minor misconduct, he may be permitted
provisionally to appear in the written test, interview etc., for promotion to
higher cadre, subject to his being eligible otherwise. A case of this nature will
be dealt with as under
1. If the employee is completely exonerated on the conclusion of disciplinary
proceedings and it is found that he was successful in the test/interview, he
will be promoted with retrospective effect along with other employees.
2. An employee who has been warned/censured on conclusion of disciplinary
proceedings and is found suitable for promotion on the basis of test/
interview, will be promoted with effect from a future date. The effect of
punishment to such an employee would thus be loss of seniority vis- à-vis
others, who appeared for the same test and got promoted earlier.

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 Accordingly, the employee may be promoted with the batch promoted
subsequent to the award of punishment to him, without having to appear
again in a promotion test.
3. In case of any other punishment imposed after conclusion of disciplinary
proceedings, the result of the promotion test will be cancelled. The employee
will have to appear afresh in the test after the debarment period is over.
However, appearance in the test, the result of which is not declared, will not
be counted as a chance availed of.

Note: An employee who is debarred from promotion is also debarred from

officiating in that capacity.
Employees punished by the Indian Institute of Banking & Finance for resorting
to unfair means at their examination will be given an administrative warning
which would be noted in their service record and such employees will not be
considered for promotion to higher cadre for one year, if they are already eligible
or for one year from the time they become eligible for such promotion.

It was decided that wherever unfair practices resorted to in the IIBF Examination
were proved, the disciplinary authority should normally award deterrent
punishment as provided in the Bipartite Settlement. The report received from the
Indian Institute of Banking & Finance should be given due cognizance and
appropriate action for gross misconduct should be initiated and completed
expeditiously. Feedback of the action taken by the bank should also be given
regularly to the Indian Institute of Banking & Finance.

Note: One year period should be reckoned from the date the employee becomes
eligible for promotion or from the date of awarding a punishment to him by the
Indian Institute of Banking & Finance, whichever is later

Clarifications
Where an employee has been charge-sheeted or the disciplinary action is
contemplated against him for a minor misconduct, he may be permitted
provisionally to appear in the test, interview, etc. for promotion to higher cadre
subject to his being eligible otherwise. But the result of such employee should
be withheld until such time as the case is decided. In case, the employee is
punished, he will not be promoted. However, in such a case the result should not
be declared, and the employee could be considered for promotion on the basis of
his performance in the test / interview as under: -
i. If the employee is completely exonerated on the conclusion of the disciplinary
proceedings and it is found that he was successful in the test/interview, he
would be promoted with retrospective effect along with other employees.

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 ii. In terms of the Debarment Policy warning/censure is not treated as a bar to
eligibility for promotion. There is, therefore, a case for considering those
employees for promotion who are warned/censured on the conclusion of
disciplinary proceedings, and who are found suitable for promotion at the
test/interview, from a future date. The fact of the disciplinary proceedings
contemplated/pending against an employee and of the warning/censure if the
punishment has been awarded before the interview, is known to the Interview
Committee and if, despite this the employee is found suitable for promotion,
it would be appropriate not to cancel his result and consider him for
promotion from a future date. The punishment to such an employee would
thus be the loss of seniority vis- à-vis others, who appeared at the same test
and got promoted earlier. Accordingly, such employees may be promoted with
the batch promoted subsequent to the award of punishment to them without
having to appear again in a promotion test.
iii. In the case of any other punishment, the result of the promotion test should
be cancelled. The employees in all such cases would have to appear afresh in
the test after the debarment period is over. However, their appearance, in the
test, the result of which is not declared, would not be counted as chance
availed.
iv. In this connection, in all the cases, where employees are provisionally
permitted to appear in the test etc. they should be advised clearly in the initial
stage itself that their promotion, in the event of their being successful in test,
interview, etc., would depend on the outcome of disciplinary proceedings
against them and that their appearance in the test, etc., is only provisional.

4.10 PROVISIONS RELATING TO EX-SERVICEMEN EMPLOYEES:

As per the Government of India directives and as per the Memorandum of

Settlement 07.09.1991 signed by All India State Bank of India Staff
Federation, ex-servicemen employees shall be allowed to opt for availing of the
benefit of weightage for service in army either for appointment against the
special allowance carrying posts within the clerical / sub-ordinate cadres or for
promotion from sub-ordinate to clerical cadre and from clerical to officers’
cadre. However, once an employee avails of this concession for appointment
against the special allowance carrying post, he will not be eligible therefor
while being considered for promotion from one cadre to another.

An ex-serviceman employee shall exercise the option at the time of first

available opportunity for in-cadre higher appointment or out-of-cadre
promotion. Option once exercised shall be final and no change therein will
subsequently be allowed whether or not the employee is successful in that

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 exercise. The said concession, however, shall not be allowed for the purpose of
officiating opportunities within or outside the cadre

Accordingly, an ex-serviceman employee who has opted to avail the benefit for
out of cadre promotion to officer cadre in the previous exercise, if remains
unsuccessful, shall be eligible to get such benefit in the subsequent exercise
also. But, he shall not be eligible to avail the benefit in in-cadre promotion.

4.11 OPTION TO OPT OUT OF THE PROMOTION PROCESS:

In case of promotion from sub-ordinate to clerical cadre and clerical cadre to
JMGS-I (for all channels), employees who fulfill the eligibility criteria for such
promotion but do not find themselves well equipped to participate in the
promotion exercise, may opt out of the promotion process for the concerned
promotion year, at their volition by submitting an application in writing on the
lines of the format given in below; (Format of letter to be given by eligible
employees who do not propose to take part in the Promotion Process, to their
respective controllers and is to be submitted against acknowledgement):

From:

To
The Departmental/Branch Head
State Bank of India,
______________________

Dear Sir,

STAFF: AWARD PROMOTIONS TO___________INTIMATION

REGARDING OPTING OUT OF PROMOTION PROCESS: FOR THE
PROMOTION YEAR
P.F. Index No. _________

I advise that I am aware of the provisions of the promotion policy in force for
promotion to ________. After due consideration, I hereby intimate that I am
opting out of the said promotion process for the promotion year _____________.

Yours faithfully,

(Signature)
Name :
Designation :
Branch/Office

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 1. INTERVIEW PANEL COMPOSITION:

Promotion to JMGS-I (Trainee Officer):

Chairperson General Manager

Member (1) Deputy General Manager

Member (2) Deputy General Manager

Member (3) (SC/ST Representative) AGM/CM

Promotion to JMGS-I (Merit Channel) and (Normal-cum-Seniority

Channel)

Chairperson Deputy General Manager

Member (1) Assistant General Manager (Region/

Branch)

Member (2) Assistant General Manager

Member (3)
(SC/ST Representative) An officer not below the rank of SMGS-IV

Promotion from Sub-ordinate to Clerical Cadre

Chairperson Deputy General Manager
Member (1) Assistant General Manager
Branch Manager not below the rank of
Member (2) SMGS-IV
Member (3)
(SC/ST Representative) An officer not below the rank of SMGS-IV

Note: Multiple Board can be constituted as per requirement

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LIST OF CIRCULARS / INSTRUCTIONS REFERRED TO IN COMPILING
THIS MASTER CIRCULAR

e-Circular No. CDO/P&HRD/IR/

13/2009-10 DATED 27.05.2009 Promotion to JMGS-I: Normal Cum

Seniority Channel: Supplementary
Examination
78/2011-12 DATED 22.10.2011 Trainee Officer: Eligibility Criteria

111/2011-12 DATED 19.03.2012 Promotion to JMGs-I: Test pattern

114/2011-12 DATED 28.03.2012 Option to opt out
54/2014-15 DATED 28.10.2014 Trainee Offices; Additional marks & e-
learnings
69/2014-15 DATED 10.01.2015 Allocation & inter-changeability of
vacancies: promotion to JMGS-I under
Merit & Normal channels.
CDO/IR/03 DATED Service weightage: Ex-Servicemen
02.04.2014
CDO/IR/SPL/424 DATED Reversion Policy
17.10.2011
CDO/IR/SPL/585 DATED
06.02.2012
CDO/P&HRD-IR/71/2015 – 16 Promotion from Sub-ordinate to Clerical:
DATED 02.12.2015 Online examination
CDO/P&HRD-CM/34/2014 – Confirmation Test: Effective date of
15 DATED 25.08.2014 placement in MMGS-II
CDO/P&HRD-CM/16/2014 – Confirmation Test: Reduction in cut-off
15 DATED 02.06.2014 scores for placing in MMGS-II
CDO/P&HRD‐CM/62/2014 ‐ 15 Confirmation Test: Weightage for acquiring
DATED 16.12.2014 qualifications of ACE/CIF/SP

79/2014-15 DATED 03.02.2015 Specialist Category of Staff in Clerical

Cadre Promotion to Officers’ Cadre

71/2015-16DATED 02.12.2015 Staff: Award: Promotion from Sub-Ordinate

to Clerical Cadre

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 81/2015-16 DATED 06.01.2016 Specialist Category of Staff in Clerical
Cadre Promotion to Officers’ Cadre

82/2015-16 DATED 06.01.2016 Staff: Award: Ex-Servicemen:

Promotion to Officers’ Cadre as Assistant
Manager (Security)
86/2015-16 DATED 21.01.2016 Staff: Award: Ex-Servicemen: Promotion To
Officers’ Cadre as Assistant Manager
(Security)
88/2015-16 DATED 25.01.2016 Specialist Category of Staff in Clerical
Cadre Promotion to Officers’ Cadre
96/2015-16 DATED 16.02.2016 Staff Award: Award Promotion to Officer
Cadre Marks for Additional Qualifications
& Completion of e-Lessons
102/2015-16 DATED 03.03.2016 Staff Award: Out of Cadre Promotions.
Master Circular

OTHER CIRCULARS ISSUED AFTER 15.04.2009

CDO/P&HRD/IR

85/2010-11 DATED 09.03.2011 T.O Written Test Dtd. 17.04.2011

46/2010-11 DATED 20.10.2010 Use of Scribe

45/2010-11 DATED 11.10.2010 T.O.: Supplementary Examinations

44/2010-11 DATED 09.10.2010 T.O.: Supplementary Examination: e-SBIN

Employees
40/2010-11 DATED 29.10.2010 T.O Supplementary Examination
35/2010-11 DATED 03.09.2010 T.O: Change of Service Eligibility Criteria &
Supplementary Examination
CDO/P&HRD-CM/69/2020-21
T.O.: Clerical to Trainee Officer (Systems)
dated 24.12.2020

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 CHAPTER-5
PAY & ALLOWANCES
5.1 SCALES OF PAY
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In modification of Clause 4 of Bipartite Settlement dated 25th May 2015, with
effect from 1st November 2017 the scales of pay shall be as under: -

Clerical Staff

1000 1230 1490 1730

17900 20900 24590 30550
3 3 4 7
3270 1990
42660 45930 47920 (20 years)
1 1

Subordinate Staff

500 615 740 870

14500 16500 19575 22535
4 5 4 3

1000
25145 28145 (20 years)
3
Note:

(a) Fitment in the new scales of pay shall be on a stage-to-stage basis. The
existing & revised scale of pay are illustrated in Annexure-II.
(b) There shall be no change in the dates of annual increments because of
the fitment.
(c) In the case of Ex-servicemen category employees who have joined the
Banks on and after 1st November, 2017 up to the date of this Settlement,
the fixation/fitment in the pay scales already given/eligible to be given
under the Settlement dated 25th May, 2015 shall be refixed as per the
provisions of this settlement.
(d) All employees belonging to sub-ordinate cadre shall be eligible for one
extra increment for passing JAIIB and two increments for passing
CAIIB examination w.e.f., 01.11.2017

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 ANNEXURE -II
WORKMEN STAFF:
EXISTING & REVISED PAY SCALES W.E.F. 01.11.2017
(Amt. Rs.)
CLERICAL STAFF SUBORDINATE STAFF
Existing Revised Existing Revised
Stage (10th BPS) (11th BPS) (10th BPS) (11th BPS)
1 11765 17900 9560 14500
2 12420 18900 9885 15000
3 13075 19900 10210 15500
4 13730 20900 10535 16000
5 14545 22130 10860 16500
6 15360 23360 11270 17115
7 16175 24590 11680 17730
8 17155 26080 12090 18345
9 18135 27570 12500 18960
10 19115 29060 12910 19575
11 20095 30550 13400 20315
12 21240 32280 13890 21055
13 22385 34010 14380 21795
14 23530 35740 14870 22535
15 24675 37470 15440 23405
16 25820 39200 16010 24275
17 26965 40930 16580 25145
18 28110 42660 17235 26145
19 30230 45930 17890 27145
20 31540 47920 18545 28145
Stagnation 1 32850 49910 19200 29145
Stagnation 2 34160 51900 19855 30145
Stagnation 3 35470 53890 20510 31145
Stagnation 4 36780 55880 21165 32145
Stagnation 5 38090 57870 21820 33145
Stagnation 6 39400 59860 22475 34145
Stagnation 7 40710 61850 23130 35145
Stagnation 8 42020 63840 23785 36145
Stagnation 9 ********* 65830 ********* 37145

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5.2 STAGNATION INCREMENTS
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

In partial modification of Clause 5 of Bipartite Settlement dated 25th May 2015,

both clerical and subordinate staff (including permanent part-time employees
on scale wages) shall be eligible for nine stagnation increments w.e.f. 1st
November 2017 at the rate and frequency as stated herein under:

The clerical and subordinate staff including permanent part-time employees on

scale wages on reaching the maximum in their respective scales of pay, shall
draw nine stagnation increments at the rate of Rs. 1990/- and Rs.1000/-
respectively (pro rata in respect of permanent part-time employees) each due
under this settlement, and at frequencies of 2 years, from the dates of reaching
the maximum of their scales as aforesaid.

Provided further that a clerical / subordinate staff (including permanent part-

time employees on scale wages) already in receipt of eight stagnation increments
shall be eligible for the ninth stagnation increment from 1st November 2017 or
two years after receiving the eighth stagnation increment, whichever is later.

Provided further that the Stagnation increment/s received by the employees who
are/were in service of the banks as on 1st November, 2017 as per periodicity
hereinbefore would be readjusted from the date of reaching their maximum by
also considering the Graduation/JAIIB/CAIIB Qualifications acquired
thereafter, if any and employee shall be notionally eligible for stagnation
increments w.e.f. 1.11.2017 in terms of this settlement as per the revised
periodicity which will qualify for superannuation benefits. However, monetary
benefit on account of such revised and readjusted stagnation increment/s shall
be payable from 1st November 2020 or the actual date of entitlement whichever
is later.

Clarification
(Circular No.: CDO/P&HRD-IR/26/2021 – 22 dated 14.06.2021)
As per clarification received from IBA, it is clarified as under :
a. From 01.11.2017, both Clerical and Subordinate Staff are eligible for 9
stagnation increments.
b. Each Stagnation increment shall be Rs.1990 and Rs.1000 for Clerical Staff and
Subordinate Staff respectively at a frequency of 2 years.
c. Clerical / Subordinate Staff already in receipt of 8 stagnation increments shall
be eligible for the 9th stagnation increment from 1st November, 2017 or two
years after receiving the eighth stagnation increment, whichever is later.
d. For all other employees who were in service as on 01.11.2017, stagnation
increments already drawn as per old norms shall be reworked as per new norms.

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 The benefit of such reworked stagnation increments shall be notional from
01.11.2017 and monetary benefit shall be payable from 01.11.2020 or the actual
date whichever is later. Though the benefits may accrue w.e.f. 01.11.2017, in no
case monetary benefit will be extended in any manner for the period preceding
01.11.2020.

5.2.1 10th BIPARTITE SETTLEMENT/ JOINT NOTE DATED 25.05.2015

RELEASE OF NOTIONAL STAGNATION INCREMENT FOR THE
PURPOSE OF PENSION
(Circular No.: CDO/P^HRD-PPFG/55/2021 – 22 dated 08.10.2021)

In terms of 10th Bipartite settlement/ Joint Note dated 25.05.2015, an additional

stagnation increment was considered for Award Staff as well as certain scale of
Officers to be notionally released from 01.11.2012 with monetary benefit to be
paid from 01.05.2015. Accordingly, the benefit of notional stagnation increment
in pension was earlier provided to non-Subordinate employees (Clerical Staff)
only as per guidelines from IBA. However, the Officers and Subordinate Staff
retired during the same period from 01.11.2012 to 30.04.2015 have not received
the pensionary benefit due to such notional stagnation increment.

In this connection, to have an industry level uniformity, IBA Standing Committee

on HR examined the matter and conveyed its decision for extension of the benefit
of notional stagnation increment for the purpose of pension only under 10th
Bipartite/Joint Note to the Workmen and Officers who were otherwise eligible
and retired during the period from 01.11.2012 to 30.04.2015 with monetary
benefit from 01.05.2015, after approval from their respective Boards.

In view of above, the ECCB of the Bank has reviewed the above guidelines/
clarifications received from IBA in its meeting held on 28.09.2021 and it has been
decided to extend the benefit of notional stagnation increment for the purpose
of pension only to the Workmen and Officers who were otherwise eligible and
retired during the period from 01.11.2012 to 30.04.2015, with monetary benefit
from 01.05.2015.

5.3 DEFINITION OF ‘PAY’

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In reiteration of Clause 6 of the Bipartite Settlement dated 25 th May 2015,
‘Pay’ shall be defined as under:

‘Pay’ components Eligible for

Basic Pay Dearness Allowance
Stagnation increments HRA
Special Pay Provident Fund
Graduation Pay / Professional Qualification Pay Gratuity, Pension
Officiating Pay New Pension Scheme

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 Note:
The increment component of Fixed Personal Pay as given in column 2 of
Schedule III shall rank for superannuation benefits.
‘Pay’ components Eligible for
Basic Pay
Stagnation increments
Special Pay
Graduation Pay/PQP Dearness Allowance
Officiating Pay
Special Allowance
Transport Allowance

5.3.1 Performance Linked Incentive Scheme:

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
The wages settled during wage revision at industry level are paid by all Banks
uniformly, irrespective of the size of the Banks and their financial strength. In
today’s challenging environment, where there is stiff competition among
Banks, a genuine need is felt to allow Banks to pay their employees something
extra by way of encouragement as per the profitability and financial soundness
of the respective Banks. In order to inculcate a sense of competition and also to
reward the performance, the concept of Productivity Linked Pay was discussed
and after discussions between the parties, it is agreed to introduce
Performance Linked Incentive Scheme in Public Sector Banks which will be
based on Operating Profit/Net Profit of the individual bank (optional for
private and foreign banks). The PLI shall be payable to all employees annually
over and above the normal salary payable. The PLI matrix shall decide the
amount payable to the employees (number of days of pay = Basic + DA)
depending on the annual performance of the Bank. All the employees shall get
the minimum number of days of pay as incentive depending on where in the
matrix the Bank’s performance fits in, broadly as per Matrix as under: -
Sr. YoY Growth in No. of days for which Salary
No. Operating Profit (Basic + DA) shall be paid
1 < 5% Nil
2 5% to 10% 5 days
3 > 10% to 15% 10 days*
4 > 15% 15 days*
*3rd and 4th slabs are payable only if the Bank has Net Profit. If a Bank
has growth in Operating Profit of 5% & more, but there is no Net Profit,
then minimum 2nd slab of 5 days will be payable.
(The PLI will be applicable from FY-2020-21)

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 5.4 DEARNESS ALLOWANCE
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In substitution of Clause 7 of Bipartite Settlement dated 25 th May 2015 with
effect from 1st November 2017, the Dearness Allowance shall be payable as
per the following rates: -
Clerical and Subordinate Staff
0.07 % of ‘pay’ per slab of four points.
Note: Dearness Allowance in the above manner shall be paid for every rise or
fall of 4 points over 6352 points in the quarterly average of the All India
Average Working-Class Consumer Price Index (General) Base 1960=100.
(a) It is clarified that there shall be no ceiling on Dearness Allowance.
(b) Dearness Allowance shall be calculated and if any, payable under this
settlement in respect of both clerical and subordinate staff.
(c) All other existing provisions relating to Dearness Allowance Scheme shall
remain unchanged.

5.5 CITY COMPENSATORY ALLOWANCE

No City Compensatory Allowance shall be payable w.e.f., 1st November 2007.

5.6 HOUSE RENT ALLOWANCE

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In substitution of Clause 9 of the Bipartite Settlement dated 25th May 2015 with
effect from 1st November 2017, the House Rent Allowance payable to subordinate
and clerical staff shall be as under: -

Area Rate as percentage of Pay

[No Minimum/ No Maximum]

At all centers 10.25%

Note:
(1) Pay’ means as defined in Clause 6 of the Settlement hereinabove (5.3)
(2) Where quarters are provided, HRA shall not be payable and the rent to be
recovered shall be 0.2% of the first stage of the Scales of Pay.
(3) All other existing provisions relating to House Rent Allowance shall remain
unchanged.

5.7 SPECIAL ALLOWANCE

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In modification of Clause 9 of the Bi-partite Settlement dated 25.05.2015, with
effect from 1.11.2017, workmen employees shall be paid Special Allowance as
under:
16.40 % of the Basic pay with applicable DA thereon.

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 Note : The Special Allowance with applicable DA thereon shall not be reckoned
for superannuation benefits viz., pension including contribution to NPS, PF &
Gratuity.
5.8. TRANSPORT ALLOWANCE
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In partial modification of Clause 10 of the Bipartite Settlement dated 25 th May
2015, with effect from 1st November 2017, Transport Allowance shall be paid
as under:

All Clerical and Subordinate Staff Rs. 600 per month with applicable DA
thereon
Note:
(i) The Transport Allowance with applicable DA thereon shall not be reckoned
for superannuation benefits viz., pension including contribution to NPS, PF
& Gratuity.
(ii) This provision by itself will not preclude the payment of any existing
allowance of this nature paid as a result of Government guidelines/ bank level
settlements.

5.9 SPECIAL PAY

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In modification of Clause 11 of the Bipartite Settlement dated 25 th May 2015,
with effect from 1st November 2017 / 1st December 2020 (Wherever
mentioned)
(a) The Special Pay payable to the clerical staff and subordinate staff in banks
other than State Bank of India, shall be as mentioned under Part-A in
Schedule II to the industry level Settlement. In case of State Bank of India,
Special Pay, FPP, PQP and Other Allowances shall be as per the
Memorandum of Settlement dated 26th November 2020 signed with AISBISF
as contained in Annexure-III.
(b) In all other aspects, the general rules and provisions contained in Chapter V
of the Bipartite Settlement dated 19th October 1966 relating to special pay
carrying posts, as modified from time-to-time, shall continue to apply.
(c) With effect from 1st November 2017, Graduation Pay and Professional
Qualification Pay payable to the clerical staff in our Bank shall be as
contained in the Annexure-III.
(d) The Special Pay, Graduation Pay and Professional Qualification Pay shall
rank for superannuation benefits.
(e) The rates of special pay and the duties of special pay carrying posts for
workmen staff in SBI may be reviewed and settled at the bank level.
(f) In reiteration of sub-clause (xv) of Clause 11 of the Bipartite Settlement dated
25th May 2015, a member of the non-subordinate cadre acquiring a

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 Graduate/National Diploma in Commerce or JAIIB/CAIIB (either or both
parts) qualification/s at a time when he/she does not have the requisite
number of increments in the scale to be earned as advance increments shall
in the first instance be released increments for such qualification(s) acquired
to the extent available in the scale and in lieu of the remaining increments(s)
not available for being so released as advance increments be granted /
released the first installment of Graduation Pay or PQP, as the case may be.
Release of subsequent installments of Graduation Pay or PQP shall be with
reference to the date of release of Graduation Pay or PQP under this clause.
(g) Provided that in the case of an employee acquiring such qualifications after
reaching the maximum of the scale of pay, he shall be granted from the date
of acquiring such qualification the first installment of Graduation Pay or
PQP, as the case may be and the release of subsequent installments of
Graduation Pay or PQP shall be with reference to the date of release of
Graduation Pay or PQP under this clause.
(h) Provided further that in case where the non-subordinate employee as on the
date of this Settlement, has already acquired JAIIB (Part-I) or CAIIB (Part-
II)/ Graduation after reaching maximum of the scale of Pay (in case of JAIIB/
CAIIB/ Graduation) or after reaching 19th stage of scale of Pay (in case of
CAIIB/Graduation), and has not earned increment(s), otherwise entitled on
account of acquiring such qualification, when there were no increments to
provide in the scale of pay of those employees, the stagnation increment in
such cases may be advanced by one year or two years as the case may be.

5.10 FIXED PERSONAL PAY

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In partial modification of Clause XIV of Bipartite Settlement dated 29th
October 1993, Clause 13 of Bipartite Settlement dated 27th March 2000,
Clause 13 of the Bipartite Settlement dated 2nd June 2005, Clause 13 of
Bipartite Settlement dated 27th April 2010, and Clause 13 of Bipartite
Settlement dated 25h May, 2015, the Fixed Personal Pay shall be revised with
effect from 1st November 2017.
The revised amount of FPP payable to workmen of State Bank of India who
joined the service of the Bank before 01.10.1980 and have drawn additional
increment(s) in terms of Bipartite Settlement dated 17.09.1984 is as
contained in the Annexure.

Note: Only employees who were in the service of the bank on or before
01.11.1993 will be eligible for FPP, one year after reaching the maximum
scale of pay, they are placed in. Those who joined the Banks on or after 2nd
November 1993 are not eligible for FPP.

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 5.11 HILL AND FUEL ALLOWANCE
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

In partial modification of Clause 12 of the Bipartite Settlement dated 25th

May 2015, the Hill and Fuel Allowance shall be payable at the following rates
with effect from 1st November 2017:
At places situated at a height of 3000 meters 8% of pay p.m.
and above (No upper ceiling)

At places situated at a height of 1500 meters 4% of pay p.m.

& above upto 2999 meters (No upper ceiling)
At places situated at a height of over 1000 3% of pay p.m.
meters but upto 1499 meters (No upper ceiling)

Note: All other existing provisions shall remain unchanged.

If the height of a place as determined on the basis of the highest point within
the municipal limits exceeds 1000 meters, the allowance may be paid to the
workmen posted at such centres.

Whenever an employee is deputed from his permanent place of posting to

other centres on official duty, where Hill & Fuel allowance is payable, such
employees are not eligible for payment of such allowance as the same is not
payable at their Head Quarters.

5.12 MEDICAL AID

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In partial modification of Clause 17 of the Bipartite Settlement dated 25 th
May 2015, with effect from 1st November 2017, the reimbursement of
medical expenses under medical aid scheme shall be restricted to an amount
of Rs.2355 /- per annum.

For the calendar year 2017, the reimbursement of medical expenses under
the medical aid scheme shall be enhanced proportionately for two
months i.e. November and December 2017.

5.13 DEFINITION OF ‘FAMILY’

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

In partial modification of Clause 18 of the Bipartite Settlement dated 25th May

2015, for the purpose of medical facilities and for the purpose of leave fare
concession, the expression ‘family’ of an employee shall mean: -

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 (i) The employee’s spouse, wholly dependent unmarried children (including step
children and legally adopted children) wholly dependent physically and
mentally challenged brother/ sister with 40% or more disability, widowed
daughters and dependent divorced / separated daughters, sisters including
unmarried / divorced / abandoned or separated from husband / widowed sisters,
as also parents wholly dependent on the employee.

Provided that in the case of physically and mentally challenged children, they
shall be construed as dependents even after their marriage including spouse
and children subject to fulfilling the income criteria.

(ii) The term wholly dependent family member shall mean such member of the
family having a monthly income not exceeding Rs.12,000/- p.m. If the income
of one of the parents exceeds Rs.12,000/- p.m. or the aggregate income of both
the parents exceeds Rs.12,000/- p.m., both the parents shall not be considered
as wholly dependent on the employee.

(iii) A married female employee may include her natural / legal parents or parents-
in-law under the definition of family, but not both, provided that the
parents/parents-in-law are wholly dependent on her.
Note: For the purpose of medical expenses reimbursement scheme, for all employees,
Leave Fare Concession etc. any two of either of the dependent parents/ parents
-in-law shall be covered.

(iv) In this connection, all officers/workmen are required to submit, to their

respective salary disbursing authority, the following particulars in respect of
the transaction account of their dependent family members:
Name of the Relationship Account(s) IFSC Code
Dependent Family with Nos. of the
Member Employee Bank

5.14 (A) LEAVE FARE CONCESSION

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

(i) In partial modification of Paragraph 19 of Bipartite Settlement dated 25th May

2015, with effect from the date of this Settlement, leave fare concession payable
will be the actual return railway fare or steamer fare incurred by the workman
and members of his/her family subject to the following:
a) For availment of leave fare concession under a 2-year block for visit to any
place within India, the maximum permissible distance shall be 2600 kms.

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 (One way), for the subordinate staff and 2200 kms. (One way) for non-
subordinate staff.
b) For availment of leave fare concession under a 4-year block for visit to any
place in India, the maximum permissible distance shall be 5200 kms. (one
way) for subordinate staff and 4400 kms. (One way) for non-subordinate
staff.
(ii) In partial modification of clause 19 of the Bipartite settlement dated 25th
May 2015, the class of fare to which the workman and the members of his/her
family would be entitled, shall be as follows:

Subordinate Staff AC III Tier for the journey by Mail / Express train.
By Steamer – II Class Cabin
Non-subordinate Staff AC II Tier for the journey by Mail / Express train.
By Steamer – I Class Cabin

Note: The above entitlement shall also be applicable for travel on duty.

Provided however, in the case of non-subordinate staff, they will be reimbursed

the fare for travel by Rajdhani/Shatabdi trains if the travel has been actually
undertaken by such trains.

Provided further that where the non-subordinate employee and / or members

of his / her family undertake travel by air either to his/her place of domicile or
to any other place for rest and recuperation within India, he shall be entitled
to be reimbursed the actual air fare so incurred or the II AC class fare by train
by a direct route in case of travel to place of domicile or to the extent of the
maximum admissible distance in case of travel to any other place for rest and
recuperation, during the two year/four year block respectively, whichever is
less.

Provided further that in addition to train fare, charges incurred on account of

local sight-seeing during availment of LFC may also be reimbursed subject to
total claim not exceeding the amount equivalent to eligible train fare as per
respective entitlement.

Note: GST Charges levied on Train Fare shall be over and above the
entitlement. In view of prevailing dynamic fare system, the cost of train tickets
charged on the date of booking will be reimbursed.

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 For employees working in North East States, LFC will begin from Guwahati
and the eligible train fare from their place of work to Guwahati will be
additionally paid. Similarly, eligible fare for Andaman & Nicobar Islands to
Chennai/Kolkata, Lakshadweep to Kochi, far-flung area branches in Himachal
Pradesh, Uttarakhand, Sikkim, Jammu & Kashmir or any other areas which
are not directly connected by train shall be additionally reimbursed under LFC
in addition to normal entitlement for the employees working in these areas to
the nearest major Railway Station.

(iii) An employee and/or members of his / her family, when availing leave fare
concession may undertake travel by any mode of surface transport between
places and the employee will be eligible to claim in respect of such journey
his/her actual expenditure or the notional train fare by the entitled class for
the admissible distance, whichever is less, within his/her overall entitlement.

For the purpose of this sub-clause, travel by any approved mode of surface
transport would mean such travel undertaken through any public transport or
transport (including taxi) operated by agencies / tour operators approved by
appropriate Government authorities or motor car owned by the
employee/spouse with permission of the Bank.

(iv) By exercising an option anytime during a block of 2 years or 4 years, as the

case may be, an employee can either undertake travel availing of leave fare
concession and claim reimbursement upto his entitlement or to encash the
facility for the concerned block. The option so exercised shall be irrevocable for
the block concerned. On opting to encash the facility, he will be entitled to
receive a lump sum equivalent to notional train fare for the admissible distance
(depending on a 2 year or 4year block) by the entitled class, subject to deduction
of admissible tax at source. Leave Fare Concession for travel to place of
domicile is not encashable. The facility of encashing of Leave Fare Concession
may be allowed to employees without the requirement of availing leave for this
purpose. An employee opting to encash his LFC shall prefer the claim for
himself and his family members only once during the block / term in which
such encashment is availed of. The facility of encashment of privilege leave
while availing of Leave Fare Concession is also available while encashing the
facility of LFC.
(v) Provisions under Clause 10.13 (iii) of Bipartite Settlement dated 19th October
1966 regarding restrictions on entitlement to LFC where both husband and
wife are working in the same Bank shall stand deleted. Accordingly, henceforth
LFC can be availed independently where both husband and wife are working
in the same bank.

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 (vi) All employees will be given an opportunity to exercise an option within 90 days
from the date of this Settlement to avail LFC under two years/four years block
as the case may be. If no option is exercised within the stipulated period, the
earlier option will continue to be operative.
(vii) Dolly/Pony charges as per Government Rates shall be reimbursed within the
overall entitlement.
(viii) In terms of the provisions of the 10th Bipartite settlement, employees may be
allowed the facility of encashing of Leave Fare Concession without the
requirement of availing leave for this purpose.
(ix) Since the railways are charging two types of fares – one for peak season (other
than February, March and August) which is higher than the lean season fare,
it has been decided that for the purpose of leave fare encashment bank may
consider the applicable railway fare during the month of encashment
(CDO/P&HRD-IR/63/2012-13 dated 19/12/2012)
viii) In case of encashment of LFC, half of adult fare can only be claimed by the
employees for their dependent children of 5 years and under 12 years of age
since there is no actual journey undertaken. (E-Circular no. CDO/P&HRD-
IR/46/2016-17 dated 21.07.2016.)

5.14 (B) CARRY OVER OF BLOCK

(CDO/P&HRD-PM/68/2018 – 19 dated 31/12/2018)
Carryover of LFC facility for Award Staff as below:
i) If an Award Staff is not able to avail of the leave fare concession during a
particular 2/4 year block, the facility will be automatically carried forward
to next 2/4 year block subject to a maximum of two LFC outstanding at any
one time.
ii) Where there is a carryover of LFC block of an Award Staff, the privilege
leave encashment block, if due, may also be carried over along with the
respective LFC block period and can be encashed from the available PL
balance at the time of leave encashment.
iii) In case of promotion to higher cadre (from Sub Staff to Clerical cadre or
Clerical Cadre to Officer Cadre), eligibility for carried over LFC block will
be as per their previous entitlement.

5.14(C) ENCASHMENT OF PRIVILEGE LEAVE

(SETTLEMENT DTD. 31.10.1979 PER:IR:27:1990)
The undernoted facilities of encashment of leave are permitted to the
members of the award staff.

i) Payment of salary to the legal heirs for the leave accrued to an Employee
at the time of his death, while in service.

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 ii) Encashment of accumulated privilege leave at the credit of an employee at
the time of retirement, not exceeding 240 days.
iii) Encashment of privilege leave while proceeding on leave fare concession
shall be permitted for availment of LFC under 2-year block – maximum 15
days either in each block or 30 days in one block. And for availment of LFC
under 4-year block - maximum 30 days. (PER:IR: 38:1991)
iv) The facility of encashment of privileged leave while availing of Leave fare
concession is also available while encashing the facility of LFC.

5.14(D) ENCASHMENT OF PREVILEGE LEAVE IN CASE OF VOLUNTARY

RETIREMENT (CDO:IR: SPL:99 DATED 11.08.2012)
i) In case of resignation (i.e. in case a workman desires to leave the service of
the Bank prior to his / her completing 20 years of pensionable service in the
Bank) from the Bank’s service after complying with rules/ regulations
governing resignation, encashment of privilege leave is permissible to the
extent of half of such leave at his / her credit on the date of cessation of
service, subject to a maximum of 120 days.

ii) In case of retirement (including voluntary retirement) i.e. either on

attaining 60 years of age or after completion of 20 year of pensionable service
in the Bank, encashment of balance of privilege leave may be permitted to
the extent of 100% of balance, subject to a maximum of 240 days.

5.15 COMPENSATION ON TRANSFER

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

In supersession of Clause 21 of Bipartite Settlement dated 25th May 2015 with
effect from 1/11/2020, compensation on transfer, shall be as under:

An employee on transfer shall be paid the cost actually incurred for transporting
his personal effects, as under: -

By Train:
Non Sub-staff Sub-staff
a. For married persons 3500 kg. 2500 kg.
b. For unmarried persons 2500 kg. 1500 kg.
By Road:
An employee on transfer from one station to another can transport his/her
personal effects by rail/road up to the stipulated weights by an IBA approved
Transport Operator.
5.16 Compensation for losses due to breakage or damage to goods on
Transfer

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 In modification of Clause 22 of Bipartite Settlement dated 25th May 2015,
with effect from 1/11/2020, compensation for losses due to breakage or
damage to goods on transfer, shall be as under:
Clerical Staff Subordinate Staff
Where an employee produces receipts or Rs.1,650/- Rs.1,100/-
a statement of loss in respect of
breakages subject to a maximum of
Where no receipts/statement of loss are Rs.1,100/- Rs.825/-
produced, a lumpsum payment of

5.17. HALTING & LODGING ALLOWANCE (In case of deputation)

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
A. Halting Allowance
In modification of Clause 23 of the Bipartite Settlement dated 25th May
2015, with effect from 1/11/2020, halting allowance shall be payable at the
following rates for the days spent on duty outside the headquarters:
(A) (B) (C)
Places with Places with population
population of of 5 lakhs and above,
12 lakhs and State Capitals / Capitals Other Places
above and of Union Territories not
States of Goa covered in column (A)
Clerical Rs.1050/-per Rs.900/- per diem Rs.675/-per diem
Staff diem
Subordinate Rs.750/-per diem Rs.600/- per diem Rs.375/-per diem
Staff

B. Lodging Allowance
Provided that an employee can also claim lodging expenses reimbursement,
for the days spent on duty outside the headquarters, by production of hotel
rent receipt subject to ceilings prescribed hereunder.

(A) (B) (C)

Category Places with Places with population of 5 Other
of population of lakhs and above, State Capitals Places
Staff 12 lakhs and / Capitals of Union Territories
above and not covered in column (A)
States of Goa
Clerical Rs. 2500/- per Rs. 2000/- per day Rs. 1500/-
Staff day per day

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 Subordinate Rs. 1250 /- per Rs. 750/-
Staff Rs. 1000/- per day
day per day
Note:
(i) Where free lodging is provided by the Bank at the place of deputation, 3/4 th
of the Halting Allowance will be paid as per the eligibility at the centre.
(ii) Where free boarding & lodging are provided by the Bank at the place of
deputation, 1/4th of the Halting Allowance will be paid as per the eligibility
at the centre.
5.17.1 PAYMENT OF DEPUTATION ALLOWANCE TO WORKMEN STAFF
e-Cir No.: CDO/P&HRD-IR/107/2011 - 12 dated 10th March,2012
As per the guidelines issued by IBA and adopted in our Bank, consequent upon
the 9th Bipartite Settlement dated 27.04.2010, the rates of deputation allowance
payable to workmen staff. were revised as under effective from the 24th January
2012.
(i) 4% of Basic Pay: - Maximum Rs.600/- if deputed to an organisation for
deputation at the same station.
(ii) 7.75% of Basic Pay: - Maximum Rs.1,150/- p.m. for deputation at an
outstation centre.
5.18 Washing Allowance
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In supersession of Clause 24 of Bipartite Settlement dated 25 th May 2015, with
effect from 1st November 2017, washing allowance shall be payable at
Rs.200/p.m., where the washing of livery is not arranged by the bank.

5.19 Cycle Allowance

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In supersession of Clause 25 of Bipartite Settlement dated 25th May 2015,
w.e.f. 1st November 2017, cycle allowance is payable to the members of the
subordinate staff who are required to use a cycle on regular assignment for
outdoor duties at Rs.150/- p.m. at all centers.
Cycle allowance would not be paid to workman member of the subordinate staff
entitled to the allowance for the period of leave where such leave exceeds 30
days.

5.20 Split duty Allowance

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In partial modification of Clause 26 of the Bipartite Settlement dated 25th May
2015, w.e.f. 1st November 2017, Split Duty Allowance shall be payable at all
centers at Rs 200/- per month.

The allowance is payable where business hours are split with a maximum
break of 2 hours to all full-time employees excluding those who reside in the

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 premises of the branch and any workmen whose hours of work, apart from
normal lunch recess, are not split.

5.21 PROJECT AREA COMPENSATORY ALLOWANCE

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

In partial modification of Clause 27 of the Bipartite Settlement dated 25 th May

2015, w.e.f. 1st November 2017, workmen in project areas shall be paid
project area compensatory allowance as under:
Project Area Group ‘A’ Project Area Group ‘B’
Clerical Staff– Rs.290/-p.m. Clerical Staff– Rs.230/- p.m.
Sub-Staff - Rs.230/- p.m. Sub-Staff - Rs. 200/- p.m.

Note: In addition to the areas/places identified and defined as Project Areas,

Branches opened and located within Special Economic Zone, Export
Promotion Zone, etc. shall be treated as Project Areas for the purpose of
payment of project area compensatory allowance as above.
PROJECT AREA CENTRES:
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In partial modification of clause 8.1 Settlement dated 19 th October 1966, clause
II/8 of settlement dated 8th November, 1973 and clause 2 of Minutes of
Discussions dated 15th/16th April, 1980, the following places shall be termed as
Project Areas for the purpose of the provisions under this Settlement.

Project Area Centres - Group A

1. Bheemarayangudi (Gulbarga 9. Jamshedpur
District, Karnataka) 10. Pong Dam (Punjab)
2. Bhilai 11. Rajghat (Madhya Pradesh)
3. Bokaro 12. Ramagundam (Andhra Pradesh)
4. Burnpur (West Bengal) 13. Reasi (Jammu & Kashmir)
5. Dapchari (Thane District, 14. Rourkela
Maharashtra) 15. Sundarnagar (Mandi district,
6. Durg (Madhya Pradesh) Himachal Pradesh)
7. Durgapur 16. Tirthapuri (Aurangabad District,
8. Heavy Electricals, Kailasapuram Maharashtra)
(Tiruchirapalli) 17. Visakhapatnam (Andhra Pradesh)

Project Area Centres - Group B

1. Agali Attapady Irrigation Project 5. Balimela (Koraput District, Orissa)
2. Almatti Dam Site (Karnataka) 6. Bhadravati (Chandrapur District,
3. Ambikanagar (Karnataka) Maharashtra)
4. Ankleshwar (Gujarat)

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 7. Bhopal Heavy Electricals (Madhya 37. Kulamavu
Pradesh) 38. Mach hakund (Koraput District,
8. Cambay (Gujarat) Orissa)
9. Chakranagar (Shimoga District) 39. Mahi (Rajasthan - Dam Project)
10. Chas 40. Malthon (West Bengal)
11. Chattargarh (Rajashthan - 41. Malkangiri (Koraput District,
Rajasthan Canal) Orissa)
12. Dandeli (Karnataka) 42. Mandi (Himachal Pradesh)
13. Deola (Chankapur Project, Nasik) 43. Munsar (Pench Electric Project,
14. Dharoi Village (Ahmedabad Circle) Maharashtra)
15. Donimalai (Karnataka) 44. Nagarjunsagar
16. Dhurva 45. Nangal Township
17. Farakka Barrage 46. Narora Atomic Power Project
18. Gajuvaka 47. Nawarngpur (Koraput District,
19. Ganeshgudi (Giant Kali Project, Orissa)
SupaDam) 48. Neyveli
20. Gunupur (Koraput District, Orissa) 49. Pandoh
21. Haldia (West Bengal) 50. Pochampadu (Andhra Pradesh)
22. Hatia 51. Pophali (Maharashtra)
23. Idikki 52. Ramchandrapuram
24. Jagdalpur 53. Ranchi (Bihar)
25. Jeypore (Koraput District, Orissa) 54. Rawat Bhata
26. Jog Falls (Karnataka) 55. Rayaguda (Koraput District, Orissa)
27. Jyotipuram (Salai Hydro Electric 56. Sileru (Andhra Pradesh)
Project, Jammu & Kashmir 57. Supa (Karnataka)
28. Kalpakkam (Tamilnadu) 58. Srisilam (Andhra Pradesh)
29. Kanker (Bastar District) 59. Sunabeda (Koraput District, Orissa)
30. Kashipur (Koraput District, Orissa) 60. Surangani (Himachal Pradesh)
31. Kasimpur (Aligarh, Uttar Pradesh) 61. Talwara
32. Kargal (Mysore) 62. Umarkote (Koraput District, Orissa)
33. Khetri 63. Wadigodri (Jayakwad Project,
34. Koraput (Koraput District, Orissa) Aurangabad)
35. Kotpad (Koraput District, Orissa) 64. Obra (Uttar Pradesh)
36. Kudremukh Iron Ore Project 65. Renukoot (Uttar Pradesh)
(Malleswara)

Note: It is understood that as and when Central Government or any State

Government may declare any other Centre as Project Area, the same would
be treated accordingly. Similarly, if any Centre is treated as non-project
area by them, those Centres would stand deleted from the above list.

5.22 SPECIAL BALANCING ALLOWANCE

W.e.f 01.11.2007, Special Balancing Allowance will be payable to the following
category of staff:

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 i. Who joined the Bank before 01.11.2007
ii. Employees of e-SBS who opted for terms and conditions of SBI and were in the
permanent employment of e-SBS as on 31.10.2007 will be eligible for the
allowance from the date of merger i.e., 13.08.2008. However, employees of e-
SBIN will not be eligible.

The allowance will not rank for any other benefit such as Dearness Allowance
(DA), House Rent Allowance (HRA) etc. or any superannuation benefits. It will
only rank for the purpose of leave encashment
(CDO/P&HRD- PM/86/2012-13 dated March11, 2013)
The allowance will be payable at 6.4% of the revised basic pay effective from
1.11.2007 (i.e., with reference to basic pay applicable for 9 th Bipartite only). Such
allowance will be paid at aforesaid rate on moving basic pay on or after 1.11.2007
till the period of 9th Bipartite Settlement. Such allowance will be frozen on the
expiry date of 9th Bipartite Settlement and will not have any reference to the
basic pay of subsequent bipartite settlements.

5.23 Special Compensatory Allowance and Additional Special

Compensatory Allowance
i. All workmen staff, who joined the Bank’s service on or before 31.10.1993, will
be paid w.e.f. 1.11.1993, a Special Compensatory Allowance (SCA) ranging from
Rs.150/- p.m. on a stage-to-stage basis in the respective scales of pay. As and
when the employees concerned move from one stage of their pay scale to the next
stage, they will be paid SCA as applicable to that stage. The SCA will be taken
into account while computing the leave encashment facility availed of on or after
1.11.1993 by a workman who is eligible for payment of such SCA.
ii. Workmen Staff placed under suspension on or before 1.11.93 and who continue
to remain suspended should not be paid Subsistence Allowance on the SCA.
iii. The SCA will be taken into account while computing subsistence allowance in
respect of those workmen staff placed under suspension after 1.11.1993.
iv. The SCA must be treated as part of Salary or Wages for the purpose of
Computing Bonus under the Payment of Bonus Act, 1965.
v. Employees who are in the receipt of Special Compensatory Allowance as per the
table below and are in the Bank’s service as on the date of this settlement will
be paid Special Compensatory Allowance corresponding to the stage of pay to
which the employee belongs.
vi. The Special Compensatory Allowance, as hitherto, will not rank for DA, CCA,
HRA and superannuation benefits etc.
vii. All permanent full-time clerical cadre staff who are in the service of the Bank
on the 22nd July 2003 and are already in receipt of Special Compensatory
Allowance introduced w.e.f., 1.11.1993 will be paid revised Special
Compensatory Allowance w.e.f. 1.10.2001.

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viii. Such of those clerical employees who joined the Bank’s service on or after
1.11.1993 and are permanent full-time clerical cadre staff as on 22.7.2003 will
be paid Special Compensatory Allowance from 1.10.2001 or the date of joining
whichever is later.
ix. Similarly, all permanent full-time and part-time subordinate cadre employees
who are in the service of the Bank as on 22.7.2003 and are already in receipt of
Special Compensatory Allowance introduced w.e.f. 1.11.1993 will be paid
revised Special Compensatory Allowance w.e.f., 1.10.2001.
x. Such of those subordinate employees who joined the Bank’s service on or after
1.11.1993 and are permanent full-time and part-time subordinate cadre staff as
on 22.7.2003 will be paid Special Compensatory Allowance from 1.10.2001 or the
date of joining whichever is later, as applicable.
xi. As per the Salary revision Circular dated 22.12.2020, the provisions of
Settlements dated 30th January 1995 and 22nd July 2003 relating to Special
Compensatory Allowance (SCA) as prevailing in the Bank shall be continued
unchanged.
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

5.24 Reimbursement of expenses on Road Travel

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In substitution of Clause 29 of Bipartite Settlement dated 25 th May 2015, w.e.f.
1st November 2020, where an employee has to travel on duty / LFC between two
places, he shall be reimbursed actual road mileage cost or at Rs. 8/- per k.m.,
whichever is less.

5.25 Special Area Allowance for Award Staff

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

With effect from 1st November 2017, Special Area Allowance shall be payable at
places specified in column 2 of the Schedule VI hereto, as per the quantum
indicated in column 3 thereof against each such place, subject to the condition
that if at any of the places mentioned in column 2 of Schedule VI hereto, Hill and
Fuel Allowance is payable in terms of this Settlement, then at such places only
higher of the two allowances shall be payable.

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 Special Area Allowance
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
Allowances ( )₹
Sr. Pay Pay
Area
No. below ₹ above ₹
36,001/- 36,001/-
(1) (2) (3) (4)
Mizoram
1. a) Chimptuipui District and areas beyond 25 kms. 4000 5200
from Lunglei Town in Lunglei District.
b) Entire Lunglei District excluding areas beyond 25
3200 4200
kms. from Lunglei town.
c) Entire Aizawl District 2400 3000
2. Nagaland 3200 4200
Andaman & Nicobar Islands
3. a) North Andaman, Middle Andamans, Little 4000 5200
Andaman, Nicobar & Narcondum Islands
b) South Andaman (including Port Blair) 3200 4200
4. Sikkim 4000 5200
5. Lakshadweep Islands 4000 5200
6. Assam 640 800
7. Meghalaya 640 800
Tripura
8. 3200 4200
a) Difficult areas of Tripura
b) Throughout Tripura except difficult areas. 2400 3000
9. Manipur 2400 3000
Arunachal Pradesh
10. 4000 5200
a) Difficult areas of Arunachal Pradesh
b) Throughout Arunachal Pradesh other than
3200 4200
difficult areas.
Jammu & Kashmir
11. 1) Kathua District: 4000 5200
Niabat Bani, Lohi, Malhar and Machhodi
2) Udhampur District:
a) Dudu Basantgarh, Lander Bhamag Illaqa, other 4000 5200
than those included in Part 2(b).
b) Areas upto Goel from Kamban Side and areas
3200 4200
upto Arnas from Keasi side in Tehsil Mohre.

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 Allowances ( )₹
Sr. Pay Pay
Area
No. below ₹ above ₹
36,001/- 36,001/-
3) Doda District: 4000 5200
Illaquas of Padder and Niabat Nowgam in Kishtwar Tehsil

4) Leh District:
4000 5200
All places in the District
5) Barmulla District:
a) Entire Gurez-Nirabat, Tangdar Sub-Division and Keran 4000 5200
Illaqua
b) Matchill 3200 4200
6) Poonch and Rajouri District:
Areas in Poonch and Rajouri District excluding the towns
2400 3000
of Poonch and Rajouri and Sunderbani and other urban
areas in the two Districts
7) Areas not included in (1) to (6) above, but which are
within the distance of 8 kms. from the line of Actual
Control or at places which may be declared as qualifying 2400 3000
for border allowance from time-to-time by the State
Government for their own staff.
Himachal Pradesh
(1) Chamba District:
(a) Pangi Tehsil, Bharmour Tehsil, Panchayats
12. 4000 5200
:Badgaun, Bajol, Deol Kugti, Nayagam and
Tundah,Villages: Ghatu of Gram Panchayat Jagat,
Kanarsi of Gram Panchayat Chauhata
(b) Bharmour Tehsil, excluding Panchayats and Villages
3200 4200
included in (a) above.
(c) Jhandru Panchayat in Bhatiyat Tehsil,Churah
2400 3000
Tehsil, Dalhousie Town (including Banikhet proper).
(2) Kinnaur District:
a) Asrang, Chitkul and Hango Kuno/ Charang
Panchayats,15/ 20 Area comprising the Gram
4000 5200
Panchayats of Chhota Khamba, Nathpa and Rupi, Pooh
Sub-Division, excluding the Panchayat Areas specified
above.

b) Entire District other than Areas included in (a) above. 3200 4200

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 Allowances ( )₹
Sr. Pay Pay
Area
No. below ₹ above ₹
36,001/- 36,001/-
(3) Kullu District:
a)15/20 Area of Nirmand Tehsil, comprising the Gram 4000 5200
Panchayats of Kharga, Kushwar and Sarga
b) Outer-Saraj (excluding villages of Jakat-Khana and
Burrow in Nirmand Tehsil) and entire District excluding
outer Seraj area and pargana of Pandrabis but including 2400 3000
villages Jagat-Khana and Burrow of Tehsil Nirmand).

(4) Lahaul and Spiti District:

4000 5200
Entire area of Lahaul and Spiti
(5) Shimla District:
a) 15/20 area of Rampur Tehsil comprising of Panchayats 4000 5200
of Koot, Labana-Sadana, Sarpara and Chadi-Branda.
b) Dora-Kawar Tehsil, Gram Panchayat of Darkali in
Rampur, Kashapath Tehsil and Munish, Ghori Chaibis of 3200 4200
Pargana Sarahan.
c) Chopal Tehsil and Ghoris, Panjgaon, Patsnau, Naubis
and Teen Koti of Pargana Sarahan, Deothi Gram
Panchayat of Taklesh Area, Pargana Barabis, Kasba
2400 3000
Rampur and Ghori Nog of Pargana Rampur of Rampur
Tehsil, Simla Town and its suburbs (Dhalli, Jatog,
Kasumpti, Mashobra, Taradevi andTutu).
(6) Kangra District:
3200 4200
a) Areas of Bara Bhangal and Chhota Bhangal
b) Dharamshala Town of Kangra District and the following
offices located outside the Municipal limits but included in
Dharamshala Town-Women’s ITI, Dari, Mechanical
Workshop, Ramnagar, Child Welfare and Town and Country
Planning Offices, Sakoh, CRSF Office at lower Sakoh, Kangra
Milk Supply Scheme, Dugiar, HRTC Workshop, Sadher,
Zonal Malaria Office, Dari, Forest Corporation Office,
Shamnagar, Tea Factory, Dari, I.P.H. SubDivision, Dan,
Settlement Office, Shamnagar, Hinwa Project, Shamnagar. 2400 3000
Palampur Town of Kangra District including HPKVV
Campus at Palampur and the following offices located outside
its municipal limits but included in Palampur Town – H.P.
Krishi Vishwavidhalaya Campus, Cattle Development Office/
Jersey Farm, Banuri, Sericulture Office/ Indo-German
Agriculture Workshop/ HPPWD Division, Bundla, Electrical
Sub-Division, Lohna, D.P.O. Corporation, Bundla, Electrical
HESEE Division, Ghuggar.

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 Allowances ( )₹
Sr. Pay Pay
Area
No. below ₹ above ₹
36,001/- 36,001/-
(7) Mandi District: 2400 3000
Chhuhar Valley of Jogindernagar Tehsil, Panchayats in
thunag Tehsil-of Bagraa, Chatri, Chhotdhar,Garagushain,
Gatoo, Garyas, Janjehli, Jaryar, Johar, Kalhani, Kalwan,
Kholanal, Loth, Silibagi, Somachan, Thachdhar, Tachi,
Thana, Panchayats of Dharampur Block- Binga, Kamlah,
Saklana, Tanyar and Tarakholah, Panchayats of Karsog
Tehsil – Balidhar, Bagra, Gopalpur, Khajol, Mahog,
Mehudi, Manj, Pekhi, Sainj, Sarahan and Teban,
Panchayats of Sundernagar Tehsil – Bohi, Batwara,
Dhanyara, Paura-Kothi, Seri and Shoja.
(8) Sirmaur District: 2400 3000
Panchayats of Bani, Bakhali (Pachhad Tehsil), Bharog
Bheneri (Paonta Tehsil), Birla (Nahan Tehsil), Dibber
(Pachhad Tehsil) and Thana Kasoga (Nahan Tehsil) and
Thansgiri Tract
(9) Solan District: Mangal Panchayat. 2400 3000
(10) Remaining areas of Himachal Pradesh not 640 800
included in (1) to (9) above.
13. Uttar Pradesh:
Areas under Chamoli, Pithoragarh and Uttar Kashi
District 4000 5200
14. Uttarakhand:
Areas under Chamoli, Pithoragarh, Uttarkashi,
4000 5200
Rudraprayag and Champavat Districts
15. West Bengal:
South 24 Parganas District
Sunderban Areas (south of Dampier Hodge’s line), namely,
Bhagatush Khali (Rampura), Kumirmari (Bagna), Jhinga
Khali, Sajnakhali, Gosaba, Amlamathi (Bidya), Canning,
Kultali, Piyali, Nalgaraha, Raidighi, Bhanchi, Pathar 1000 1000
Pratima, Bhagabatpur, Saptamukhi, Namkhana,
Sikarpur, Kakdwip, Sagar, Mousini, Kalinagar, Haroa,
Hingalganj, Basanti, Kuemari, Kultola, Ghushighata
(Kulti)

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 Annexure –III

REVISION OF SPECIAL PAY FOR WORKMEN STAFF IN SBI

W.E.F. 01.11.2017 / 01.12.2020 (Wherever mentioned)
1. CLERICAL STAFF (Amt. in Rs.)
Special Pay
Sl. Posts carrying Special Pay (Ranking for DA, HRA and
Superannuation Benefits)

Existing Revised Revised

A. Positions: Upto w.e.f. w.e.f.
31.10.2017 01.11.2017 1.12.2020
1. Chief Associate 3970 7550 11000
2. Special Associate 3970 6050 8000

Special Agricultural Associate/ Officiating Pay

(Relief Officer) /Special Associate 3970 6050
3. (Grahak Mitra-cum-Record Keeper) $

Head Pharmacist # / Head Control Room

2260 6050
Operator #
4. Senior Associate /Senior Agricultural
Associate /Senior Associate (Grahak Mitra-cum- 2410 3650
Record Keeper) $
Senior Pharmacist # / Senior Control Room 1310 3650
Operator #

5. Head Armourer / Head Plant Associate 2260 3450

Associate/ Associate (Agriculture)/
6. Associate (Grahak Mitracum-Record Keeper) $ 1640 2500

Special Record Keeper cum Cashier / Senior

7. 1310 2000
Plant Associate/ Senior Armourer
Jr. Agricultural Associate / Pharmacist /
8. Control Room Operator /Senior Record Keeper 820 1250
cum Cashier
All the existing Clerical staff who are not
9. 330 500
drawing any Special Pay
Note :
# Aligned at par with Special Associates / Senior Associates / Associates
$ Newly Created Positions in Career Progression of Grahak Mitra-Cum-Record
Keeper

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 CLERICAL STAFF :
(Amt. in Rs.)
Sl. B. Positions frozen: Existing Revised
upto w.e.f.
31.10.2017 01.11.2017
1. Special Stenographer # 2850 6050

2. Head Assistant (Accounts) 2410 3700

Head Draughtsman / Head Telephone Operator / Head

Telecom Assistant / Spl. Hindi Translator / Head Nurse /
3. Head A.C. Plant Operator / Head S.T. Plant Operator / 2260 3450
Head Electrician (Electrical Supervisor) / Head Sewage
Fitter

4. Senior Stenographer # 1740 3650

5. Senior Draughtsman 1740 2650
Computer Operator / Stenographer / Senior Hindi
Translator / Senior Telecom Assistant / Senior Telephone
Operator / Senior Electrician (Electrical Supervisor) /
6. 1310 2000
Senior Sewage Fitter / Senior Nurse / Senior AC Plant
Operator / Senior ST Plant Operator / Draughtsman /
Inspection Assistant
7. Steward 1230 1900
Datanet Operator / Dy. Head Cashier / Teller / Head Asst.
(Cash) / Telex Operator / Bradma Machine Operator (I) /
Data Entry Operator / Deputy Head Assistant (Cash) /
8. Cashier Operating Electronic Cash Register / Bradma 820 1250
Machine Operator (II) / DIR Assistant / Audit Clerk / Hindi
Translator / Mill Checking Assistant / Telephone Operator
/Computer Operator ‘A’ (e-SBS / e-SBIN)
Note : # Aligned at par with Special Associates / Senior Associates
Note: The positions listed under ‘B’ above were frozen and will be abolished on
existing incumbents, if any, moving over to higher positions or retiring from the
Bank’s service, etc. and until their retirement / movement, they will continue to
draw revised special pay as listed. Their retirement or movement to higher
positions will not result in creation of new vacancies. Their services will be utilized
as stated below:
(a) The posts of Godown-Keepers and Bill Collectors will be abolished when the
present incumbents retire from the Bank’s service or move on to higher In-cadre
or Out-of-cadre positions. The services of existing Godown Keepers and Bill
Collectors will be utilized as Record Keepers / Cashiers.
(b) When an employee working in a post carrying Special Pay officiates as Relief
Officer in JM Grade Scale I, he will be paid only the Officiating Pay, which is

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 higher than the Special Pay during the period of such officiating. Similarly, if
an employee already working in a Special Pay carrying post acts in a position
carrying a higher Special Pay, he will draw only the latter Special Pay including
attendant benefits on pro-rata basis.
(c) All India State Bank of India Staff Federation and Bank Management have
agreed to review and enlarge the duties of Special Pay carrying positions as per
emerging needs of the Bank in Memorandum of Settlement dated 26.11.2020.
(d) In addition to the existing duties in respect of all the workmen staff, they will
also perform all the additional duties as provided in Annexure IV.

SPECIAL PAY FOR SUBORDINATE STAFF

2. SUBORDINATE STAFF (Amt. in Rs.)
Special Pay
Posts carrying Special Pay (Ranking for DA, HRA and
Superannuation Benefits)
Existing Revised Revised
Sl A. Positions: Upto w.e.f. w.e.f.
31.10.2017 01.11.2017 1.12.2020
1. Senior Head Armed Guard 2620 4000

2. Senior Head Messenger 2420 3700 4000

Senior Head Watchman /Senior Head Ward

3. 2420 3700
Boy / Senior Head General Attendant

Head Armed Guard / Officiating Pay

4. (Record Keeper / Godown Keeper / 1230 1900
Cashier / Bill Collector)

5. Head Messenger 950 1450 1750

Head Watchman / Head General

6. 950 1450
Attendant / Head Ward Boy
7. Armed Guard / Ward Boy 630 1000
8. Watchman 100 200

Messengerial staff who are entrusted the

role of Printing / Updating Pass Book (on
9. pro-rata for the number of days which the 670 1050
services of Messengers are / were utilized for
printing of Pass Books)

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 SUBORDINATE STAFF:
(Amt. in Rs.)
Sl. Till Revised
B. Positions frozen: 31.10.2017 w.e.f.
01.11.2017

1. Senior Head Driver 2680 4100

2. Senior Driver 2570 3900
Senior Head Electrician / Senior Head Sanitary
3. Fitter / Senior Head A.C. Plant Attendant / 2460 3750
Senior Head S.T. Plant Attendant
Senior Head Bearer / Senior Head Cook / Senior
4. Head Sweeper / Senior Head Mali / Driver / 2420 3700
Senior Head Liftman / Senior Head Fireman
Senior Electrician / Senior Sanitary Fitter /
5. Senior A.C. Plant Attendant / Senior S.T. Plant 2340 3550
Attendant
Electrician / Sanitary Fitter / A.C. Plant
6. 2190 3350
Attendant / S.T. Plant Attendant
Head Bearer / Head Mali / Head Sweeper / Head
7. 950 1450
Cook / Head Fireman / Head Liftman
Senior Cook / Senior Bearer / Senior Liftman /
8. 630 1000
Pump Attendant / Telephone Lineman
9. Compositor 2060 3150

10. Pressman 1200 1850

11. Impositor-cum-Distributor 360 550

Duplicating Machine Operator/ Senior General

12. Attendant (Cash Hammal / Farrash / Sweeper) / 100 200
Fireman

Copying Machine Operator / Godown Watchman /

13. 90 150
Liftman / Plumber / Cook / Machine Man

Note: The positions listed under ‘B’ above were frozen and will be abolished on
existing incumbents, if any, moving over to higher positions or retiring from the
Bank’s service etc. and until their retirement / movement, they will continue to draw
the Special Pay as listed. Their retirement or movement to higher positions will not
result in creation of new vacancies. Their services will be utilized as stated below.

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 (a) The posts of Compositors will be abolished on the incumbents moving over to
higher positions or retiring from Bank’s service. The services of such
Compositors who have not completed 16 years of service, will be utilized as
Head Messengers. The posts of Pressmen, Duftaries, Sorters, Impositor-cum
Distributors, Duplicating Machine Operators, Copying Machine Operators,
Godown Watchmen and Note Stitching Machine Operators will be abolished
on the incumbents moving over to higher positions or retiring from the Bank’s
service. There will be no creation of fresh vacancies in these positions on higher
appointment, retirement or death of present incumbents. The Head
Messengers will perform the duties of Copying Machine Operators, Duplicating
Machine Operators, Note Stitching Machine Operators, Duftaries and Sorters,
wherever required. The post of General Attendant (Farrash / Sweeper) shall
be frozen consequent upon Clause 3 of settlement dated 29th August 2009,
signed in respect of Career Progression and Outsourcing.

a.v.1. In terms of the Scheme for Career Progression within-the-cadre for Workmen
staff contained in the settlement dated 22nd July 2003, as a general rule, every
member of the Subordinate Staff drawing a lower Special Pay will be eligible
for a special pay of Rs. 1,450/- (Revised) on completion of 8 years (e-Circular
No.: CDO/P&HRD-IR/74/2020 – 21 dated 06.01.2021) of full-time service
and the term ‘Head’ prefixed to their designation.

a.v.2. Similarly, on completion of 16 years (e-Circular No.: CDO/P&HRD-IR/74/2020

– 21 dated 06.01.2021) of full-time service, they will be eligible for a Special
Pay of Rs. 3,700/- (Revised) with the term ‘Senior Head’ prefixed to their
designation. This would be done once every year on the 1 st June in accordance
with the laid down procedure for Career Progression Scheme.
(b) In addition to the existing duties in respect of all the workmen staff, they will
also perform all the additional duties as provided in Annexure IV.

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 Special Pay for Graduation & Professional Qualification
(Amt. in Rs.)
Special Pay for Graduation and Till Revised
Professional Qualification payable after 31.10.2017 w.e.f.
reaching maximum in the scale of Pay 01.11.2017

A. Graduation:

(a) On completion of 1 year after reaching

maximum in the Scale of Pay 450 700

(b) On completion of 2 years 900 1400

B. Professional Qualification:

(i) Part I of CAIIB /JAIIB after 1 year 450 700

(ii) Part II of CAIIB:

(a) After 1 year 450 700

(b) After 2 years 900 1400

(c) After 3 years 1350 2100

C. Graduation & Professional Qualification:

(i) Graduation and/or NDC and have passed JAIIB or Part-I of CAIIB

(a) After 1 year 450 700

(b) After 2 years 900 1400

(c) After 3 years 1350 2100

(ii) Graduation and / or NDC and have passed JAIIB or both parts of CAIIB
(a) After 1 year 450 700

(b) After 2 years 900 1400

(c) After 3 years 1350 2100

(d) After 4 years 1800 2800

(e) After 5 years 2250 3500

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5.28 MONETARY BENEFITS EXTENDED TO VARIOUS CATEGORY OF
AWARD STAFF
(e- Circular No. CDO/P&HRD-IR/10/2016-17 dated 02.05.2016 &
CDO/ P&HRD-IR/102/ 2016-17 dated 24.03.2017)
All the members of clerical and sub-ordinate staff are required to undertake
marketing of products of the Bank and its subsidiaries besides discharging, outside
work by calling on the customers. For that purpose, they will be reimbursed cost
of petrol or lump sum amount as per the ceilings fixed by the Bank.

Sl. Category of Reimbursement per month

No. Employees maintaining two Not maintaining Entertainment
or four wheelers vehicles expenses per
(Petrol in Liters) (Amount in Rs) (Amount in Rs)

1 Chief Associate (C S& 43 900/- 1140/-

S) (working as cash-in-
charge)
2 Chief Associate 43 900/- 600/-
(C S &S (others)
3 Special Associate (C 35 850/- 540/-
S& S) / equivalent
special category of
clerical staff
4 Senior Associate (C 25 700/- 420/-
S&S) / equivalent
special category of
clerical staff
5 Associates (C&S) / 20 625/- 360/-
Junior Associates
(C&S)
6 Senior Head 17 500/- NIL
Messenger
7 Head Messenger 15 425/- NIL
8 Messenger 13 350/- NIL

• The reimbursement of petrol expenses will be made to those who are

maintaining the vehicle at the workplace. In absence of vehicle, lump sum
payment will be made on certificate basis.
• The option for claiming reimbursement will be available after purchase of
vehicle in own name and after producing evidence thereof to the Bank.

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 • Reimbursement of petrol may be made upto high octane with the brand Power,
X-tra premium. The rate of petrol for even the high-octane petrol shall be
reimbursed only upto a maximum as charged by Government/Public Sector oil
companies. The reimbursement of cost of exotic brands with higher prices will
not be permissible to any staff members.
• The category of clerical staff like Stenographers, Draughtsmen, Record Keeper
Cum Cashiers, Pharmacists, Nurses, Control Room Operators, AC Plant
Operators, ST Plant Operators, Telephone Operators, Electricians etc. will also
continue to be eligible for the said monetary benefits equivalent to Senior/
Special Associates etc. as the case may be depending upon their in-cadre higher
appointments.
• Special Allowance payable to Chief Associate (Customer Support & Sales) will
not be reckoned for superannuation benefits, DA, HRA, CCA and also fitment
on promotion to JMGS-I cadre as the allowance is being paid in lieu of increase
in working hours.
• Existing reimbursement being made towards conveyance expenses and
entertainment expenses to the workmen staff will be withdrawn.

5.28.1Conveyance Allowance to Blind, Orthopedically Handicapped, Deaf &

Dumb employees
As per e-circular no. CDO/P&HRD/IR/113/2008-09 dated 18.03.2009 and
CDO/P&HRD/IR/27/2014-15 dated 02.08.2014, Blind, Orthopaedically
Handicapped, Deaf & Dumb employees are eligible for payment of conveyance
allowance @ 5% of the revised basic pay drawn by them from time to time,
subject to a maximum of Rs.400/- p.m. subject to the following conditions:
i. The eligible employees who are provided with the Bank’s vehicle for travel
between office and residence will not be eligible for conveyance allowance.
ii. Eligible employees who are allotted residential accommodation in the same
campus as the branch/office of the bank will not be eligible for the said
allowance.
iii. An orthopaedically handicapped employee will be eligible for conveyance
allowance only if he/she has a minimum 40% permanent partial disability on
both the upper and lower extremity deformities.
iv. The Conveyance allowance will be admissible to the orthopaedically
handicapped employees on the recommendation of the Head of Orthopaedic
Department of a Government Civil hospital.
v. In case of Deaf & Dumb employees, recommendation of the Head of ENT
Department of a Government Hospital is to be received by the Bank.
vi. In the case of a blind employee, the allowance will be admissible on the
recommendation of the Head of Ophthalmological Department of a Govt. Civil
Hospital.

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 vii. The allowance will not be admissible during leave (except casual leave), joining
time or suspension.
viii. The respective controllers authorized to sanction annual increment are
authorized to sanction the said conveyance allowance.

5.29 PROVISION OF BRIEF CASE

(Circular No.: CDO/P&HRD-IR/85/2021-22 dated 12th Jan, 2022)
Chief Associate (Customer Support & Sales), Special Associate (Customer
Support & Sales) who are working as cash-in- charge, Special Associate
(Customer Support & Sales) working as in-charge of safe deposit lockers,
Special Associates (Customer Support & Sales) working as ATM in-charge and
members of outbound sales force etc. who have to carry keys or other papers of
the bank outside the bank may be reimbursed with the cost of brief case once
in three years upto Rs. 2200/- (including GST) w.e.f. 01.12.2021.
5.30 PROVISION OF NEWSPAPERS
(Circular No.: CDO/P&HRD-IR/85/2021-22 dated 12th Jan, 2022)
With the escalation in cost over the period, a need was felt to revise the
monetary ceilings for reimbursement of Newspaper & Magazines to members
of Award Staff. Accordingly, with the approval of CHRC and in terms of
Memorandum of Settlement dated 24.12.2021 signed between the Bank
Management and All India State Bank of India Staff Federation, the ceilings
are revised w.e.f. 01.12.2021.

Sr. Category of Staff Rs. p.m.

1 Chief associates (C&S) holding charge of Cash 530/-

2 Special Associate (C&S) working as Cash-In-Charge/ ATM/ 530/-

Locker In-Charge/members of outbound sales force.
3 Other Chief Associates (C&S), Special Associates (C&S)/ 450/-
Senior Associates (C&S)/Associates (C&S)/Junior Associates
(C&S) including other category of staff in clerical cadre
3 Subordinate staff 350/-

5.31 POST-MERGER PAYMENT OF SALARY & ALLOWANCE TO e-ABs

EMPLOYEES (CDO/P&HRD-PM/48/2018 – 19 Dated 26 Oct 2018)
In e-ABs Special Pay of Armed Guards and the Graduation Allowance / PQP
was paid as per the Industry Level Bipartite Settlement. Post-merger, they are
still getting the same Graduation Allowance / PQP / Special Pay which they
were getting earlier in e-ABs before merger. However, as per terms and
conditions of merger, they are eligible for these allowances as per SBI Service

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 Conditions subject to acceptance of Career Progression in SBI. The comparative
status of allowances is placed as under:

Post carrying Special Pay Paid in e-ABs as As in SBI

(Ranking for DA, HRA & per Industry w.e.f.1.11.2012
Superannuation benefits) Level Settlement
Armed Guards Rs.390/- p.m. Rs.630/- p.m.
Special Pay for Graduation and
Professional Qualification
(Payable after reaching
maximum in the Scale of Pay)
a) 1st yr. after reaching maximum. Rs.410/- p.m. Rs.450/- p.m.
b) 2nd yr. after reaching maximum Rs.800/- p.m. Rs.900/- p.m.
c) 3rd yr. after reaching maximum. Rs.1,200/- p.m. Rs.1,350/- p.m.
d) 4th yr. after reaching maximum Rs.1,620/- p.m. Rs.1,800/- p.m.
e) 5th yr. after reaching maximum Rs.2,010/- p.m. Rs.2,250/- p.m.

Competent authority has approved payment of the Special Pay to Armed Guards
and the Graduation Allowance & PQP to eligible employees of e-ABs as per the
service conditions applicable in SBI in accordance with the terms of merger.

5.32 A. FIXED PERSONAL PAY (FPP) (Effective from 01.11.2017 in respect of

those who have joined before 01.01.1980) IN SBI

(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

In modification of the provisions contained in Annexure - 3 to the Settlement

dated 4th June 2015 on Service Conditions for Workmen Staff, Fixed Personal
Pay (FPP) shall be payable as under, with effect from the 1 st November 2017 to
workmen employees who joined the Bank's service before 01.01.1980 and have
drawn additional increment(s) in terms of Bipartite Settlement dated 17th
September 1984
Clerical Staff:
(i) One year after reaching maximum of the scale - Rs. 95/- per month
(ii) Two years after reaching the maximum - Rs. 190/- per month
(iii) Three years after reaching the maximum in the scale as under.
(Existing Amount upto 31.10.2017 in Brackets below)

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 Area of Increment Revised FPP Revised FPP
Posting component of FPP payable where payable where
to be reckoned for accommodation accommodation is
superannuation is provided by not provided by
benefits the Bank the Bank
(Rs.) per month (Rs.) per month (Rs.) per month
1990 2235 2455
All Centres (1310) (1640) (1775)
Subordinate Staff:
(i) One year after reaching maximum of the Scale - Rs. 30/- per month.
(ii)Two years after reaching the maximum in the scale as under.
(Existing Amount upto 31.10.2017 in Brackets below)
Increment Revised FPP Revised FPP
component of FPP payable where payable where
to be reckoned for accommodation accommodation
superannuation is provided by is not provided
Area of benefits the Bank by the Bank
Posting (Rs.) per month (Rs.) per month (Rs.) per month
1000 1060 1170
All Centres (655) (760) (820)

B. FIXED PERSONAL PAY (FPP) (effective from 01.11.2017 in respect of

those who have joined on or after 01.01.1980 and before 01.11.1993
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In modification of the provisions contained in Annexure – 3 to the Settlement
dated 4th June 2015 on Service Conditions for Workmen Staff, Fixed Personal
Pay shall be payable as under, with effect from 1st November 2017 to the
Workmen employees who joined the Bank's service on or after 01.01.1980 and
before 01.11.1993.

(a) The employees, who were given one stage higher fitment as per the
provisions of Bipartite Settlement of 9th June 1989/30th January 1995 and who
reach maximum in the scale hereafter will be paid a Fixed Personal Pay, as
under, from 01.11.2017.

(I) Clerical Staff:

(Existing Amount upto 31.10.2017 in Brackets below)

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 Increment Total FPP Total FPP
component of payable where payable where
Area of FPP (to be accommodation accommodation
Posting reckoned for is provided by is not provided
superannuation Bank Rs. by Bank Rs.
benefits) Rs.

All 1990 2045 2265

Centres (1310) (1450) (1585)
(II) Subordinate Staff
(Existing Amount upto 31.10.2017 in Brackets below)
Increment Total FPP Total FPP
component of payable where payable where
FPP (to be accommodation accommodation
reckoned for is provided by is not provided
Area of superannuation Bank Rs. by Bank Rs.
Posting benefits) Rs
1000 1030 1140
All Centres (655) (730) (790)

5.33 “Other Allowances” Payable to Workmen Employees of different

category
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)
In modification of the provisions contained in Annexure - 4 to the Settlement
dated 4th June 2015 on Service Conditions for Workmen Staff, the "Other
Allowances" (not ranking for Dearness Allowance, House Rent Allowance and
Superannuation benefits) payable to following category of Workmen employees
stand revised, with effect from 1st November 2017, as under:

(a) CLERICAL CADRE: (Amt. in Rs.)

Till Revised
31.10.2017 Allowance
Post
w.e.f.
01.11.2017
Canteen Manager 2270 3450
Caretaker 1370 2100
Godown Allowance for Godown Keeper 450 700
Conveyance Charges to employees using bicycle for
310 500
official duties where public transport is not available
Special Allowance payable to Chief Associate 5720 8700

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 (b) SUBORDINATE CADRE: (Amt. in Rs.)

Driver attached to Senior Executive (additional) 1060 1650

Godown allowance for Godown Watchman 440 700

(c) CLERICAL AND SUBORDINATE STAFF:

(Amt. in Rs.)
Mid-Academic Year Transfer Allowance 300 600

(d) Key Allowance (w.e.f. 01.12.2020)

Key Allowance @ Rs.1000/-(flat) p.m. will be paid to employees who hold charge of
cash keys at branches on pro-rata basis for actual number of days the keys are held

5.34 Winter Clothing and other benefits for Employees Posted in branches
located at Most Difficult Centres

In respect of the employees posted from outside the centre, onetime ex-gratia
relief of Rs.16,000/- (in respect of officers posted from outside the region) and Rs.
8000/- (in respect of Award Staff posted from outside the region) is payable for
procuring winter clothing. The cost of winter clothing charges will be reimbursed
once in two years.
(Circular No.: CDO/P&HRD-PM/1/2021 – 22 Date: Thu 1 Apr 2021)
The Executive Committee of the Central Board (ECCB) in its meeting held on
30th March 2021 has approved enhancement in following facilities / benefits
provided to the employees working in branches located at Most Difficult Centres
(as per List) w.e.f. 1.04.2021, as detailed hereunder: -

(A) Winter Clothing Allowance

Enhancement / extension of Winter Clothing Allowance to all employees
uniformly (both non-local and Local) to Rs 20,000/- to officers and Rs 10,000/- to
award staff, once in two years.
(B) Water Scarcity Allowance
Water Scarcity Allowance @ Rs 100 per day to all employees (both officers and
award staff) posted in these branches for a period of six months in a year during
winter (from 1 st October to 31st March).
(C) Additional Reimbursement of Air Fare
Considering the hardship due to the extreme weather conditions, unavailability
of transportation etc. during winter in these centres, it has been decided that
Non-Local employees (i.e. employees posted at these centres from outside for
maximum period of 2 years) will be allowed reimbursement of air fare once during

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 their posting at these most difficult centres from the nearest accessible airport
(from place of posting) to the place of domicile / or where his/her family is residing
and back, with the prior approval of the controlling authority not below the rank
of SMGS-V. This facility will be available to the non-Local employees in addition
to usual HTC as per the service rules/ conditions.

LIST OF BRANCHES CATEGORISED AS ‘MOST DIFFICULT” CONSIDERING

EXTREME WEATHER CONDITIONS
CHANDIGARH CIRCLE
Jammu & Kashmir/ Leh Ladakh & Himachal Pradesh/Kinnaur Lahaul &
Kargil (Total 14 Branches) Spiti (Total 15 Branches)
1 Leh 15 Moorang
2 Kargil 16 Giabong
3 Choglamar 17 Chango
4 Kumbathang 18 Lippa
5 Drass 19 Sangla
6 Shakkar 20 Kaza
7 TCA Leh 21 Tabo
8 Saspol 22 Hansa
9 Shargole 23 Pooh
10 Nimmoo 24 Keylong
11 Matyselang 25 Udaipur
12 Fire & Fury 26 Gondhla
13 Tangstey 27 Gemur
14 Karnah 28 Lot
29 Killar
DELHI CIRCLE
1 GUNJI (6539) 2 BADRINATH (15139

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5.35.A. FITMENT
FITMENT ON PROMOTION FROM SUBORDINATE TO CLERICAL CADRE ON
OR AFTER 01.11.2017 11th BIPARTITE SETTLEMENT
Circular No.: CDO/P&HRD-IR/46/2022 – 23 Date: Thu 27 Oct 2022
Please refer to our e-circular no. CDO/P&HRD-IR/14/2017-18dated 12.05.2017 containing
fitment formula to be applied in case of subordinate staff promoted to clerical cadre.

2. In this connection, consequent upon wage revision of workmen employees under 11 th

Bipartite Settlement by IBA effective from 1st November 2017, IBA has circulated model
fitment formula for all grades.
3. The revised fitment formula, on promotion from subordinate to clerical cadre is as under:
(i) On promotion, a subordinate staff shall be given fitment in the Clerical scale of pay on
stage to stage basis, after adding special pay, if any, to employee’s Basic Pay in
subordinate scale (special pay being paid to the employee on a permanent basis and
not as locum tenens or temporarily). The corresponding Basic Pay in clerical cadre shall
be the nearest higher basic pay, if no corresponding stage in the clerical stage is
available for fitment. In such cases, fitment table has been amended to make provision
for notionally continuing Basic Pay beyond the stagnation increments (Annexure– A)
from E-1 to E-5.
(ii) Promotees who are drawing Fixed Personal Pay at the time of promotion, in terms of
Settlement dated 11.11.2020, may continue to draw the same quantum of Fixed Personal
Pay even after promotion which shall remain unaltered till revised. On completion of
stipulated one year at the maximum of the promoted cadre, he shall be sanctioned FPP
as applicable to the higher cadre in which the employee is placed.
(iii) Payment of SCA, in eligible cases, will be at the rate applicable to the stage of the revised
basic pay in clerical cadre.
(iv) Those who are given fitment of salary on promotion to clerical cadre at the clubbing
stages, the employee in the lower clubbed stage of clerical scale of pay will get their
next increment after promotion on anniversary date of promotion. Those who are fitted
at the higher clubbed stage, their increment after promotion shall be the anniversary
date of their last increment in subordinate cadre. The employee who is not fitted under
the clubbing stage of clerical scale of pay will get their next increment after promotion
on anniversary date of last increment in subordinate cadre.
(v) If despite the fitment, as per revised fitment table, the emoluments drawn as clerk on
promotion are less than that drawn as subordinate staff, the difference may be protected
by way of Temporary Personal Allowance which is to be wiped off in three years at the
rate of 1/3rd of Temporary Personal Allowance.
4. The above modifications will be applicable in respect of the sub-ordinate staff who have
been promoted to clerical cadre on or after 01.11.2017. DMD (HR) & CDO is authorized
to issue clarification/operational guidelines on the matter, whenever required.

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 Annexure – A
FITMENT FORMULA ON PROMOTION FROM SUB-ORDINATE TO CLERICAL
CADRE ON OR AFTER 01.11.2017
Stage Pay in Sub-staff Grade Pay in Clerical Cadre Next Date of Increment
1 14500 17900 ADOP*
2 15000 17900 ADPI**
3 15500 18900 ADOP
4 16000 18900 ADPI
5 16500 19900 ADOP
6 17115 19900 ADPI
7 17730 20900 ADOP
8 18345 20900 ADPI
9 18960 22130 ADOP
10 19575 22130 ADPI
11 20315 23360 ADPI
12 21055 24590 ADOP
13 21795 24590 ADPI
14 22535 26080 ADOP
15 23405 26080 ADPI
16 24275 27570 ADPI
17 25145 29060 ADOP
18 26145 29060 ADPI
19 27145 30550 ADPI
20 28145 32280 ADOP
+1 29145 32280 ADPI
+2 30145 34010 ADOP
+3 31145 34010 ADPI
+4 32145 35740 ADOP
+5 33145 35740 ADPI
+6 34145 37470 ADOP
+7 35145 37470 ADPI
+8 36145 39200 ADPI
+9 37145 40930 ADOP
E-1 38145 40930 ADPI
E-2 39145 42660 ADOP
E-3 40145 42660 ADPI
E-4 41145 45930 ADOP
E-5 42145 45930 ADPI
*ADOP- Anniversary Date of Promotion

**ADPI- Anniversary Date of Previous Increment

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5.35.B Pay Fixation of Ex-Servicemen on Re-Employment in the Bank
I. THOSE RETIRED FROM ARMED FORCES PRIOR TO 01.01.2006:
The following items of emoluments admissible in the Defence Service will
constitute the pre-retirement pay of retired military personnel of the rank of
Junior Commissioned Officer and below and will rank for protection on re-
employment.
Army
Pay (including deferred pay) and rank pay.
Increments of pay for length of service.
Classification pay.
Good Service/Conduct Pay.

Note:
‘Rank Pay’ forms part of pre-retirement pay in respect of all Ex-service
Officers including SSCOs who retired on or after 1.1.1986 (in the revised
scale) from Armed Forces. However, in respect of those who retired/or were
released before 1.1.1986, the ‘Rank Pay’ if drawn by them would not be taken
into account for fixation of pay on their re-employment in public sector banks.

Navy
Pay (including deferred pay). Good Service/Conduct Pay.
Higher Pt.II – Qualification Pay.
Classification Pay.

Note:
‘Sub-marine Pay’ admissible to officers and sailors of Indian Navy may be
reckoned towards pre-retirement pay in respect of officers / sailors who
retired / or were released from Indian Navy prior to 1.1.1986.
In respect of officers / sailors who retired/or were released from Indian Navy
on or after 1.1.1986 ‘Sub-marine Pay’ as well as other elements of pay which
are not reckoned for determining pensions will not count towards pre-
retirement pay.
Pay fixation of ex-servicemen re-employed in public sector banks prior to
1.1.1986 has to be re-opened and pre-retirement pay in such cases should
include Sub-marine Pay also.

Air Force
Pay (including deferred pay).
Badge Pay.
Classification Pay.

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 Good Service /Conduct Pay.
The pension for the purpose of these orders includes pension equivalent of
gratuity and other forms of retirement benefits.
With effect from 1.6.1988 in fixing the initial pay of re-employed pensioners,
the pension equivalent of gratuity may not be deducted from the pay so fixed.
For the purpose of fixation of pay, Dearness Allowance will include Dearness
Pay, Dearness Allowance, Additional Dearness Allowance and Interim Relief
etc. but will not include CCA, HRA and similar other allowances.
For the purpose of fixation of pay on re-employment the ‘Pay’ would mean “the
basic pay’ plus the special allowance/special pay as the case may be attached
to the re-employed post wherever applicable plus the dearness allowance.
II. Pay Fixation of Award Staff
A. Recruitment prior to 1.9.1978:
Pay fixation of an ex-serviceman who has joined the Bank’s service prior to
1.9.1978 has to be made on the basis of pay plus dearness allowance.
Accordingly, an ex-serviceman will be notionally fitted at the minimum of
scale of pay applicable in the Bank’s service or at that level where new basic
pay plus dearness allowance will be equal to or just above the pay plus
dearness allowance last drawn by him in the Armed Forces less the amount
of gross pension of Rs.50/- for those appointed from 10.6.1964 to 18.7.1978 and
Rs.125/- for those appointed from 19.7.1978 onwards.

In addition to the pay so fixed, pension and other retirement benefits may be
allowed to be drawn subject to the limitation that re-employment pay plus
pension and pension equivalent of other retirement benefits does not exceed
last pay drawn of Rs.3,000/- whichever is less.

An ex-serviceman who has joined the Bank prior to 1.9.1978 can exercise fresh
option to come over to the post 1.9.1978 pay fixation formula as if he was fresh
entrant in the Bank’s service. Arrears on account of re-fixation of pay will
however, be admissible to such optee from 1.9.1978.

The term fresh entrant relates only to the pay fixation of an ex-serviceman
and will not affect the seniority or the counting of service for any other
purpose.

B. Recruitment during the period 1.9.1978 to 24.1.1983

Pay fixation of an ex-serviceman who has joined the Bank’s service during the
period 1.9.1978 to 24.1.1983 will be made on the basis of protection of pay
(instead of Pay + DA) drawn by him prior to retirement. Accordingly, an ex-
serviceman will be notionally fitted at the minimum of the scale of pay

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 applicable in the Bank’s service or at the level where new basic pay will be
equal to or just above the basic pay drawn by him in the Armed Forces less
amount of gross pension including pension equivalent of gratuity in excess of
Rs.125/-.

After the fitment as above his revised basic pay will be given effect to only
from 1.4.1980.

In addition to the pay so fixed, pension and other retirement benefits may be
allowed to be drawn subject to the limitation that re-employment pay plus
pension and pension equivalent of other retirement benefits does not exceed
last pay drawn or Rs.3,000/- whichever is less.

C. Recruitment during the period 25.1.1983 to 30.6.1983

Pay fixation of an ex-serviceman who has joined the Bank’s service during
the period 25.1.1983 to 30.6.1983 will be made on the basis of protection of
pay (instead of pay + DA) drawn by him prior to retirement. An ex-
serviceman will be notionally fitted at the minimum of the scale of pay
applicable in the Bank’s service or at the level where new basic pay will be
equal to or just above the pay drawn by him in the Armed Forces.
Accordingly, while fixing his pay on re-employment as an ex-serviceman, who
retire from the Armed Forces before attaining the age of 55, the entire
pension would be ignored.
Note :
An ex-serviceman who is already in re-employment may exercise his option
for re-fixation of pay on the above basis. If he so opts, his terms would be
determined afresh as if he has been re-employed for the first time from
25.1.1983
In the addition to the pay so fixed, pension and other retirement benefits may
be allowed to be drawn subject to the limitation that re-employment pay plus
pension and pension equivalent of other retirement benefits does not exceed
last pay drawn or Rs.3,000/- whichever is less.

D. Recruitment during the period 1.7.1983 to 31.12.1985

Pay fixation of an ex-serviceman who has joined the Bank’s service during
the period 1.7.1983 to 31.12.1985 would be through the protection of the pay
plus DA drawn by him at the time of his release from Armed Forces. The
figure of pay plus D.A. admissible in the Bank will be fixed with reference to
this protection and relevant stage of the basic pay in the scale will be
determined after deducting D.A. admissible in the Bank from the figure
protected. The excess amount, if any, paid to an ex-serviceman who joined

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 between 1.7.1983 and 10.6.1986 on account of the retrospective effect being
given to the IVth Bipartite Settlement may be recovered by the Bank, as it
was an unintended benefit.
However, as a special case, the excess amount already paid for the period
1.7.1983 to 17.9.1984 may not be recovered.

Pay fixation of an ex-serviceman re-employed in the Bank during the

period1.7.1983 to 31.12.1985 be done in accordance with the above provisions
with effect from 1.7.1983 and arrears on account of re-fixation of pay, if any,
will be payable only from 10.6.1986.
In addition to the pay so fixed, pension and other retirement benefits may be
allowed to be drawn subject to the limitation that re-employment pay plus
pension and pension equivalent of other retirement benefits does not exceed
last pay drawn or Rs.3,000/- whichever is less.

E. Recruitment during the period 1.1.1986 to 31.10.1987

Pay fixation of an ex-serviceman who joined the Bank’s service between the
period 1.1.986 and 31.10.1987 would be through protection of pay plus D.A.
drawn by him at the time of his release from Armed Forces. The figure of pay
plus D.A. admissible in the Bank will be fixed with reference to this protection
and relevant stage of the basic pay in the scale will be determined after
deducting D.A. admissible in the Bank from the figure protected.

In addition to the pay so fixed as mentioned above, from 1.1.1986 pension and
other retirement benefits may be allowed to be drawn subject to the limitation
that re-employment pay plus pension and pension equivalent of other
retirement benefits does not exceed last pay drawn or Rs.8,000/- whichever is
less.
F. Recruitment on or after 1.11.1987

Pay fixation of an ex-serviceman who joined the Bank’s service on or

after1.11.987 would be through protection of pay plus D.A. drawn by him at
the time of his release from Armed Forces. The figure of pay plus D.A.
admissible in the Bank will be fixed with reference to this protection and
relevant stage of the basic pay in the scale will be determined after deducting
D.A. admissible in the Bank from the figure protected. Over payments, if any,
on account of pay fixation of an ex-serviceman who joined between 1.11.1987
and 10.4.1989 should be recovered from his pay. Similarly, if re-fixation of pay
in the revised pay scales in the Bank leads to fixation at a higher stage the
arrears may be paid to an ex-serviceman.

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 In addition to the pay so fixed as mentioned above from 1.1.1986 pension and
other retirement benefits may be allowed to be drawn subject to the limitation
that re-employment pay plus pension and pension equivalent of other
retirement benefits does not exceed last pay drawn or Rs.8,000/- whichever is
less.

From 1st June 1988, while fixing the initial pay of re-employed pensioners, the
pension equivalent of gratuity may not be deducted from the pay so fixed. An
ex-serviceman retiring after 1.1.1996 and getting his pre-retirement pay in the
revised scale, on re-employment in the Bank will get his pay refixed as in para
(iv) above subject however to the ceiling applicable for his pay fixed in the Bank
and the element of pension to be reckoned for this purpose taken together shall
not exceed the minimum basic pay of a General Manager in the Bank.

III. Pay Fixation of Officer Pensioners

A. Re-employment prior to 1.2.1984

Pay fixation of an ex-service officer pensioner who has joined the bank’s
service prior to 1.2.1984 is normally to be fixed at the minimum stage of the
pay scale in which a pensioner is re-employed. Where, however, fixing the
pay at the minimum, may cause undue hardship to the individual concerned,
the pay may be fixed at a higher stage after allowing an increment for each
year of service rendered in a post not lower than that in which he is re-
employed. In addition to the pay so fixed, pension and other retirement
benefits may be allowed to be drawn subject to the limitation that the re-
employment pay plus pension and pension equivalent of other retirement
benefits does not exceed last pay drawn or Rs.3,000/-, whichever is less. (In
doing so pension or pension equivalent of other retirement benefits upto
Rs.50/- or Rs.125/- as the case may be ignored). Appropriate yearly
increments will accrue yearly on notional pay so arrived at.

With effect from 25th January 1983, in the case of an ex-service officer
pensioner retiring before attaining the age of 55, the first Rs.250/- of the
pension which included pension equivalent of gratuity and other forms of
retirement benefits
would be ignored.

B. Re-employment on or after 1.2.1984

From 1st February 1984 the pay fixation of an ex-service officer on his re-
employment in the Bank will be in accordance with the following principles:
The basic pay on re-employment in the Bank, would be fixed at the minimum

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 of the pay scale of the post in which the ex-service officer is re-employed. If
the emoluments (excluding HRA, CCA, if any), of the officer with reference to
the minimum of the scale of pay in the Bank fall short of the emoluments (i.e.
basic pay + DA etc. excluding HRA& CCA) drawn by him at the time of his
retirement, his pay on re-employment will be fixed in such a manner that
such emoluments are protected. If however, it does not work out to an exact
stage in the pay scale, the pay will be fixed at stage immediately below the
stage at which the pre-retirement emoluments are protected.

After the pay has been so fixed in terms of (a) and (b) above, the total
emoluments will be reduced as under:

From 1.2.1984 upto 31.3.1986 by the total pension and pension equivalent of
gratuity after ignoring the first Rs.250/- and

With effect from 1.4.1986 by the total pension and pension equivalent of
gratuity after ignoring the first Rs.500/-.

After basic pay of the officer has been fixed in terms of sub para (a) and
(b)above he will earn the normal increments.
In addition to the pay so fixed as mentioned above, pension and other
retirement benefits may be allowed to be drawn subject to the limitation that
the re-employment pay plus pension and pension equivalent of other
retirement benefits does not exceed last pay drawn or Rs.3,000/- whichever
is less.

In the case of ex-service officers who are already on re-employment in the

Bank, the Pay may be fixed on the above basis with effect from1.4.1986
provided they opt. If they so opt, their terms would be determined afresh as
if they have been re-employed for the first time from 1.4.1986.

Seniority or other service conditions of ex-service officers will not be affected

in any way on account of their option for refixation of their pay as above. With
effect from 1.1.1986 in addition to the pay so fixed as mentioned above pension
and other retirement benefits may be allowed to be drawn subject to the
limitation that the re-employment pay plus pension and pension equivalent
of other retirement benefits does not exceed last pay drawn or Rs.8,000/-
whichever is less.

The upper ceiling shall be refixed with reference to the pay scale of a General
Manager in Nationalised Banks. Accordingly, while formula for fixation of pay

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 on re-employment of ex-service officers in the public sector bank will be
applicable in terms of the existing instructions on the subject issued from
time-to-time, the upper ceiling for the purpose of reckoning pay plus pension
which was fixed at Rs.8,000/- with effect from1.1.1986 will be modified and
with effect from 1.7.1993 (the date from which the pay scale of officers in the
public sector banks have been revised) upper ceiling will be kept at the
minimum basic pay in the pay scale of a General Manager of the Nationalised
Bank which is at present Rs.12,650/-. This upper ceiling will stand revised as
and when revision in the pay scale of officers in the public sector banks takes
place. However, the ceiling shall be kept on such revision at the minimum
stage of the pay scale of a General Manager of a Nationalised Bank.

All other existing guidelines shall remain the same.

From 1st June 1988 while fixing the initial pay of a re-employed officer
pensioner, the pension equivalent of gratuity may not be deducted from the
pay so fixed.

With effect from 1.1.1996 the ignorable part of the pension for the purpose of
applying the limit of ‘pay plus pension’ is enhanced to Rs.1,500/- in respect of
those pensioners who retired before attaining the age of 55 years and hold
post in the officer’s cadre in the public sector bank. This enhanced revision
will be applicable to those who are re-employed on or after 1.1.1996. In respect
of pensioners who are already on re-employment in the Bank before1.1.1996
an option may be taken in writing within six months from the issue of this
letter if such officers want to come under these orders. The option once
exercised shall be final. In case of those opting for revised ceiling under these
orders the terms would be determined afresh as if they have been re-
employed for the first time from 1.1.1996. Those pensioners not opting for
revised ceiling shall continue to be governed with the earlier instructions/
guidelines on the subject.

5.35.1 General Guidelines

Ex-servicemen on re-employment in Bank also draw dearness allowance on

their pay. Payment of relief on pension (which is in the nature of dearness
allowance on pension) would result in double payments of dearness
allowance. Therefore, consequent on their re-employment in banks all ex-
army officers will not draw dearness relief on pension as sanctioned by the
Government from time-to-time.

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 Re-employed ex-servicemen in banks will be eligible to draw dearness relief
on the defence pension received by them subject to the following: -

1. The ex-servicemen held post below the rank of commissioned officer at the
time of retirement; and the entire defence pension admissible was ignored
while fixing his pay on re-employment; and on re-employment his pay has
been fixed at the minimum of pay scale of the post in which re-employed.
2. Dearness Relief on pension is not payable in case where –the ex-servicemen
held a post of the rank of commissioned officer at the time of retirement;
and whose pay on re-employment is fixed equivalent to or higher than his
last drawn pay;
OR

Pay on re-employment is fixed at the maximum of the pay scale applicable to

re-employed post;
OR

Pay is fixed at the minimum of the pay scale of the post in which re-employed
but is more than the pay last drawn; and pay on re-employment has been
fixed after ignoring only a portion of the pension received from the previous
employment.

The above orders are effective from 18.7.1997.

Banks who have re-employed such ex-servicemen are required to issue
certificates to the employees concerned indicating the following:-
1. The re-employed pensioner retired from military post below the rank of
commissioned officer in the Armed Forces.
2. The entire amount of pension sanctioned by the Central Government was
ignored in fixation of the pay on re-employment i.e. no part of the pension
was taken into account in such fixation of pay in the pay scale of the post
in which the ex-servicemen was re-employed.
3. The pay of the re-employed ex-servicemen was/is fixed in the minimum of
the pay scales of the post in which he had/is been initially re-employed after
his retirement from the Armed Forces.
4. In all other cases of re-employment of ex-servicemen in public sector banks
no dearness relief shall be admissible on pension during the period of their
re-employment.
5. Whenever any pay revision/bipartite settlement becomes due the pay
fixation of ex-servicemen on their re-employment in the interregnum may
be done provisionally subject to final settlement.

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 5.35.2 Re-employment during leave pending retirement/release
An ex-serviceman when employed in Bank during leave pending retirement/
release from Armed Forces will draw pay at the minimum of the scales of pay
applicable in the Bank. In addition, he would continue to receive the leave
salary/leave allowance, admissible to him under the rules of Defence Service.
Dearness Allowance and other compensatory allowances, if any, would
however, be admissible with reference to the pay in Bank only and no DA etc.
would be admissible on the leave salary at the rates of Armed Forces. Further
the period of employment in the Bank during leave pending retirement/
release will not count for increment towards the period of re-employment after
the serviceman acquires the status of Defence pensioner on expiry of leave
pending retirement.

In the case of Short Service Commissioned Officer, the leave pending release
period, during which he takes up re-employment in the Bank would be taken
into account, for computing his military service and for pay fixation on re-
employment. Consequently, this period would not count, for any purposes
including for grant of increment in the Bank on his acquiring the status of a
re-employed bank employee on expiry of leave pending release. The pay in the
bank during the leave pending release from the Armed Forces would be
determined as in (i) above. However, on expiry of leave pending release, the
pay of the Short Service Commissioned Officer would be fixed afresh in
accordance with the orders applicable in his case as an ex-SSCO.

5.35.3 Ex-Service Officer Joining Workmen cadre

There is no bar to any Ex-Service Officer joining the workmen’s cadre in the
Bank in which case his pay may be fixed as under:

In case where the entire pension and pensionary benefits are not ignored for
pay fixation, the initial pay on re-employment shall be fixed at the same stage
as the last pay drawn before retirement. If there is no such stage in the re-
employed post, the pay shall be fixed at the stage below that pay. If the
maximum of the pay scale in which a pensioner is re-employed is less than
the last pay drawn by him before retirement his initial pay shall be fixed at
the maximum of the re-employed post.

Similarly, if the minimum of the scale of pay in which a pensioner is re-

employed is more than the last pay drawn by him before retirement, his initial
pay shall be fixed at the minimum of the scale of pay of the re-employed post.
However, in all these cases, the non-ignorable part of the pension and pension
equivalent of retirement benefits as prescribed from time-to-time shall be

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 reduced from the pay so fixed. The pay for this purpose will include basic pay,
DA, DP, IR etc. but shall exclude compensatory allowances, e.g. HRA, CCA,
etc.

Those ECOs/SSCOs who are appointed in clerical cadre in the Bank will also
be given the benefit of number of years’ service put in by them as ECOs/
SSCOs with reference to the pay point corresponding to the minimum of the
scale applicable to the clerical cadre/posts in the Bank.

Ex-Servicemen who are graduates may be given increments for graduation

under Clause 5.2 part II (A) of the Bipartite Settlement dated 19.10.1966
irrespective of the fact whether they have passed graduation before joining
the service of the Bank or afterwards. However, if the ex-serviceman had
been given some benefit for graduation which was reflected in the pay drawn
by him while in the armed services, the fitment in the Bank’s scale has to be
done after withdrawing such additional benefit and thereafter the two
increments for graduation must be given.
(Compendium of Government Guidelines in The Matter of Re-Employment,
Pay-Fixation etc. of Ex-servicemen in Public Sector banks (Updated as
on31.12.2000), Published by Indian Banks’ Association)

5.35.4 Pay Fixation of Ex-Servicemen Retired from Armed Forces on or after

01.01.2006 and Re-Employed in Bank on or after 01.01.2006
(E-Circular No.: CDO/P&HRD-IR/74/2013 – 14 dated 18.02.2014)

1. Fixation of pay of ex-servicemen in Public Sector Banks is governed by the

Guidelines / instructions issued by the Government of India and as
circulated by us from time to time. In terms of our letter no.
CDO/IR/SPL/152 dated 8.10.2012 we have advised the Circles and
Corporate Centre establishments that for refixation of pay to ex-
servicemen re-employed in the Bank on or after 01.1.2006, principles and
procedures laid down in DOPT letter no. 3/19/2009 Estt. Pay-II dated 8th
November 2010 need to be followed.
2. Indian Banks’ Association (IBA) has been advised by Ministry of Finance
to frame uniform guidelines for fixation of pay of Ex-Servicemen upon their
re-employment in PSBs, in consonance with the Government of India’s
policy in the matter and the principle of fairness. Accordingly, IBA has in
consultation with Government of India now issued guidelines to all the
Public Sector Banks for implementation.
3. The guidelines in detail are as under:

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 Guidelines for Pay Fixation of Ex-Servicemen/Ex-ECOs/SSCOs Re-
employed in Public Sector Banks on or after 1.1.2006

Fixation of pay of ex-servicemen in Public Sector Banks is governed by the

Guidelines / instructions issued by the Government of India from time to
time. Accordingly, based on the Government Guidelines/instructions in
force, issued vide DoPT O.M.No.3/19/2009–Estt (pay II) dated the 5th April,
2010 and clarification given vide O.M.No.3/19/2009–Estt.(Pay-II) dated the
8th November, 2010, fitment of pay of ex-servicemen/ex-ECOs/SSCOs, who
have been appointed in the Bank on or after 1.1.2006 is to be done as under:
A. Ex-Servicemen joining in workmen cadre

Pay fixation of an ex-serviceman would be through protection of pay plus

D.A. drawn by him at the time of release from Armed Forces. As per the
instructions issued by the Ministry of Defense vide their letter
No.1/69/2008/D (Pay / Service) dated the 24th July, 2009 and advised by
DoPT vide OM No.3/19/2009 – Estt. (Pay II) dated the 8thNovember, 2010,
pre-retirement pay has been defined as under: -

(i) In respect of re-employment taking place on or after 1.1.2006, pre-

retirement pay for those who retired after 1.1.2006, means the pay in the
pay band plus grade pay but inclusive of non-practicing Allowance
(NPA) if any, last drawn before retirement.
(ii) In case of officers who retired before 1.1.2006 and also those who retired
after 1.1.2006 in the pre-revised pay scales without opting for the revised
pay scales promulgated on or after 1.1.2006 the pay will be Basic Pay
including stagnation increment and Rank Pay plus Dearness Pay
and Dearness Allowance drawn at the time of retirement. As such, the
figure of pay plus D.A. admissible in the Bank will be fixed with reference
to this protection i.e. pay as mentioned above plus DA and relevant stage
of the basic pay in the reemployed scale will be determined after deducting
DA admissible in the Bank from the figure protected. For the purpose of
fixation of pay on re-employment, the pay would mean the basic pay plus
the special allowance/special pay as the case may be, attached to the
reemployed post (where applicable). As the MSP has not been included in
preretirement pay as per the definition given by the Ministry of Defense
vide letter No.1/69/2008/D(Pay/Service) dated 24.7.2009, the protection
of the component of MSP in re-fixation of pay in Bank has been
excluded. Moreover, the ex-servicemen on re-employment in the banks
are allowed to draw entire pension i.e. entire pension is ignored and not
reduced from the re-fixed pay. As such, they will get the benefit of the

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 component of Military Service Pay (MSP), if any, in their pension from the
Government.
(iii) In addition to the pay so fixed, as aforesaid, pension and other retirement
benefits may be allowed to be drawn. This will, however, be subject to
limitation that the aggregate of reemployed pay and pension on re-
employment of ex-servicemen would not exceed the minimum of the scale
of pay of the General Manager in the Bank as per Ministry of Finance letter
No. F4/1/98- SCT(B) dated 2.9.1998.

B. Ex-Emergency Commissioned Officer/ Short Service

Commissioned Officer – Joining in Officers Cadre

Pay of an Ex-ECO/SSCO will be fixed at the minimum of the pay scale.

Thereafter, he will be allowed as many increments as the completed years
of service he has put in the Armed Forces subject to the condition that the
total emoluments in the re-employed post do not exceed the total
emoluments excluding HRA and CCA he was drawing at the time of his
release from the Armed Forces. In case this total exceeds to total
emoluments drawn at the time of release from Armed Forces, the basic pay
in the re-employed post will be fixed at such a stage, where the total
emoluments would be either equal or just less than the total emoluments
he was drawing at the time of his release from the Armed Forces. The
benefits of pay fixation as mentioned above will be available to those Ex-
ECOs/SSCOs who join in Junior Management Grade Scale– I (i.e. the
lowest rank in officers’ cadre).

If the officer is inducted in a higher pay scale as compared to the

lower scale applicable to officers in the Bank, it may be ensured that
he gets at least the benefit in pay which would have accrued to him by
giving him the weightage of the number of years of service put in as
ECO/SSCO with reference to the minimum of the lowest scale i.e. JMGS-I.

ECOs/SSCOs during the pre-commissioned training period are neither

given the rank of Commissioned Officer nor are they allowed the scale of
pay. Therefore, the period spent on pre-commissioned training by
ECOs/SSCOs cannot be taken into account for the purpose of pay fixation
on their re-employment.

C. Ex-Service Officer Joining in Workmen Cadre: -

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 In terms of Ministry of Finance letter No.202/8/7/86-SCT (B) dated the 22nd
March, 1988, there is no bar to any Ex-Service Officer joining the workmen’s
cadre in the Bank in which case his pay may be fixed as under:

(i) In case where the entire pension and pensionary benefits are not ignored for
pay fixation, the initial pay on re-employment shall be fixed at the same
stage as the last pay drawn before retirement. If there is no such stage in
the re-employed post, the pay shall be fixed at the stage below that pay. If
the maximum of the pay scale in which a pensioner is re-employed is less
than the last pay drawn by Ex-Service Officer before retirement, his initial
pay shall be fixed at the maximum of the re-employed post.

(ii) If the minimum of the scale of pay in which a pensioner is reemployed is

more than the last pay drawn by him before retirement, his initial pay shall
be fixed at the minimum of the scale of pay at the re-employed post.
However, in all these cases, the non-ignorable part of the pension and
pension equivalent of retirement benefits as prescribed from time to time
shall be reduced from the pay so fixed. The pay for this purpose will exclude
compensatory allowances e.g., HRA, CCA, etc.

(iii) Those ECOs/SSCOs who are appointed in clerical cadre in the Bank will also
be given the benefit of number of years of service put in by them as
ECOs/SSCOs with reference to the pay point corresponding to the minimum
of the scale applicable to the clerical cadre/posts in the Bank.

(iv) Ex-Servicemen who are graduates may be given increments for

graduation irrespective of the fact whether they have passed graduation
before joining the service of the bank or afterwards. However, if the ex-
serviceman had been given some benefit for graduation which was reflected
in the pay drawn by him while in the armed services, the fitment in the
Bank’s scale has to be done after withdrawing such additional benefit and
thereafter the two increments for graduation must be given.

An ex-serviceman whose qualification is treated as equivalent to

that of a graduate is not BR treated as a graduate to earn the benefit of
increments in terms of Awards/Settlements. In other words, this benefit will
be available to an ex-serviceman only if he has passed civil examination
equivalent to graduation. In terms of our e-circular no. CDO/P&HRD-
IR/52/2014 – 15 dated 21.10.2014, clarifications issued are as under:

Query-I

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 Whether the phrase ‘entire pension’ as stated in the above e-circular
is inclusive of Dearness Relief?
Clarification Received From IBA:
The phrase ‘entire pension’ means pension excluding Dearness Relief.

Query-II
For the purpose of pay-fixation on re-employment in PSBs what are
the components of pre-retirement pay to be considered for arriving at
the dearness allowance in defence salary?
Clarification Received From IBA:
For the purpose of pay-fixation on re-employment in Banks, the dearness
allowance is required to be taken on the components of pre-retirement pay as
defined in our above referred e-circular i.e pay band, grade pay but inclusive of
non-practicing allowance, issued on the basis of IBA letter no.
HR&IR/CIR/201314/589/8764 dated 30.01.2014.

Query-III
If the total of the pay components to be protected on reemployment in
the Bank is more than the maximum of the pay scale (i.e before
stagnation increment) of the clerical/sub-ordinate cadre, at which
stage in the pay scale he should be fitted.
Clarification Received From IBA:
In such a case, he should be fitted in the maximum of the pay scale -20th stage
of pay scale (i.e. prior to the stagnation increment).

5.36 PAYMENT OF BONUS

(E-Circular No.: CDO/P&HRD-PM/41/2022 –23 Dated 27 Sep 2022)
The Payment of Bonus Act, 1965 was amended on 31st December, 2015, through
a Gazette Notification, with following effects: -

(i) For the purpose of defining an employee under the Act, the ceiling on salary/
wage is now Rs.21,000/-. As such, employees whose salary/wage does not
exceed Rs.21,000/- per mensem are eligible for bonus.

ii) Where the salary / wage of an employee exceeds of Rs.7,000/- but does not exceed
Rs. 21,000/- per mensem, the bonus payable to such employees is to be
calculated as if his/her salary/wage were Rs.7,000/- per mensem and he / she
shall get bonus calculated as provided in the Act on a salary / wage of Rs.7,000/-
per mensem.

2. The eligible staff shall be paid bonus @8.33% of salary/wages with a maximum
amount of Rs.7000/- for the period April to March. The salary for the purpose of

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 bonus calculation shall mean Basic Pay including Special Pay, all special
allowances, Dearness Allowance, City Compensatory Allowance and Special
Compensatory Allowance but not House Rent Allowance.
3. As regards the minimum amount of bonus payable, accounting procedure,
submission of statement, etc., the instructions contained in the following
circulars will continue to be followed:
a) PA/CIR/138 dated the 12th August, 1987
b) O&M/3839 dated the 12th November, 1988
c) PA/CIR/76 dated the 6th July, 1989
d) PA/CIR/48 dated the 8th May, 1992
e) PA/CIR/68 dated the 8th January, 1997
f) e-circular No. CDO:P&HRD-PM/54/2007-08 dated 31st December, 2007
4. Branches are instructed to make suitable arrangements for payment of bonus
before the 30th November by all the branches and offices in the Circle/
establishment. The consolidated debit to the CAO-II, Mumbai (Code no. 3999)
on account of payment of bonus for the entire Circle/establishment should be
put through by the 31st December, without fail. Branches are requested not to
raise debit entries directly on account of bonus payment. Please also arrange to
submit information to the CAO-II, Mumbai, on the lines of the prescribed format
along with relative IBTS advice, latest by 31 st December.
5. Non-payment of bonus and failure to put through the consolidated debit thereof
by CAO-II, Mumbai within the prescribed time frame shall deprive the Bank
from claiming deduction vide Section 43 B of the Income Tax Act. We reiterate
that the Bonus Payment Register as advised in circular no O&M/3989 dated 12 th
November, 1988 has to be invariably maintained in the branches / offices even
if no employee is eligible for payment of Bonus during the accounting year. The
Bank is receiving regular notices from authorities of the Labour Commissioner
regarding non-maintenance of the Bonus Payment Register during their visit /
inspection to the branch/offices of the Bank.

5.37. PENSION (applicable to e-ABs)

(e-Circular No.: CDO/P&HRD- PM/66/2020-21 dated 21.12.2020)
With effect from 1st November 2017, the Pay as defined under Clause 6 of this
Settlement and drawn by the employees who are members of the Pension Fund
shall be taken into consideration for the purpose of calculation of pension as
per the Pension Fund Rules/ Regulations in force (Applicable only to pre-
merger pension optees of erstwhile Associate Banks merged with State
Bank of India w.e.f. 01.04.2017).
Note:
(1) Calculation of Pension for employees retired between 1-11-2017 and
31-08-2018 (Applicable only to pre-merger pension optees of erstwhile
Associate Banks merged with State Bank of India w.e.f. 01.04.2017).

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 The pension payable to employees is based on the average of the emoluments
drawn in the last ten months preceding the retirement of the employee in terms
of Regulations 2 and 38 of the Pension Regulations 1995. For the purpose of
payment of pension, the Pay of the employees retiring on or after 1 st November
2017 will be taken on the basis of the Pay as is provided under this Settlement.
However, in the case of employees who have retired from the services of the
Banks, on or after 1st November, 2017 but before 31st August, 2018, since the
period of preceding ten months will constitute Pay both under this Settlement
as well as pertaining to Settlement dated 25th May, 2015, in such cases, the
following procedure will be adopted for determining Pension payable to them.
(a) For the period of ten months falling on and from 1 st November 2017, the
actual Pay drawn by the employee under this Settlement; and
(b) For the period falling prior to 1st November 2017, the actual Pay drawn
by the employee plus Dearness Allowance at the rate of 47.8 % thereon
will be notionally reckoned as Pay for the purpose.
(2) Option not to claim incremental commutation on revised basic
pension: Employees in service of the Banks as on 1st November 2017 and
who have retired thereafter but before the date of this Settlement and who
had opted for commutation of pension will have an option not to claim
incremental commutation on revised basic pension.

5.38. DEARNESS RELIEF ON PENSION

(e-Circular No.: CDO/P&HRD- PM/66/2020-21 dated 21.12.2020)
With effect from 1st November 2017, in respect of employees who retired or
died while in service on or after 1st November 2017, Dearness Relief shall be
payable at 0.07 % per slab on the Basic Pension or Family Pension or Invalid
Pension or compassionate allowance as the case may be. Dearness Relief in
the above manner shall be paid half yearly for every rise or fall of 4 points
over 6352 points in the quarterly average of the All India Consumer Price
Index for industrial workers in the series 1960=100.

5.39. PROVIDENT FUND

It is reiterated that- Employees of State Bank of India will continue to be

covered by Contributory Provident Fund Scheme as hitherto.

5.40. NEW PENSION SCHEME

(e-Circular No.: CDO/P&HRD- PM/66/2020-21 dated 21.12.2020)
(a) In partial modification of Clause 15 (d) of Bipartite Settlement dated 27 th
April, 2010, in the case of all employees who have joined the Bank on and
from 1st April, 2010 and who are governed and covered by the New pension
Scheme/ Defined Contributory Pension Scheme, while the employee will
continue to contribute 10% of Pay plus Dearness Allowance, the bank

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 (including SBI) will make a contribution of 14% of Pay and Dearness
Allowance from the date of settlement subject to approval of Government.

(Circular No.: CDO/P^HRD-PPFG/68/2021 – 22 dated 26 Nov 2021

Consequent to the receipt of Govt. approval, ECCB in its meeting dated 02nd
November 2021 has approved enhancement of Bank’s contribution towards
NPS to 14% from the existing 10% of such pay (i.e., Basic Pay and dearness
allowance on it and special pay) with effect from 11.11.2020. However,
employees in SBI who are governed by NPS w.e.f. 01.08.2010 will continue to
contribute 10% of such pay (i.e., Basic Pay and dearness allowance on it and
special pay) as hitherto.

(b) The service charges by the Service Provider/Fund Manager of NPS will be
borne by the bank (including SBI) from the FY 2021.

5.41. FAMILY PENSION

REVISION OF STAFF FAMILY PENSION W.E.F. 01.04.2021
Circular No.: CDO/P^HRD-PPFG/63/2021 – 22 dated 3.11.2021
The Central Board of the Bank in its meeting dated 03.11.2021 has accorded
approval for revision in family pension for employees/ pensioners of State Bank
of India/ erstwhile Associate Banks (e-ABs) at a uniform rate of 30% of
applicable pay without any ceiling w.e.f. 01.04.2021.

The details of revision in family pension are as under:

i. Amount of Revised Family Pension: 30% of applicable pay without any ceiling
ii. The existing rates of dearness relief effective from 01.04.2021 for existing
pension/ family pension will be applicable on revised family pension also.
iii. The family pension for part time employees will be revised on the same lines as
applicable for permanent employees. A letter of undertaking will be taken from
the family pensioners in the prescribed format to enable the bank to make
adjustments to Pension Fund, if any, at a later date.

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 CHAPTER-6
HOURS OF WORK, STAGGERING OF WORKING HOURS
AND OVERTIME
6.1 Hours of Work
(SETTLEMENT DTD. 31.03.1967 & 10.04.1989)

In partial modification of Clause 14.2 of Settlement dated 19th October 1966,

the hours of work of full-time workmen employees exclusive of lunch recess
period shall be as specified below:

Actual Hours of Work

The actual hours of work of full-time workmen, exclusive of recess period,
shall be as specified below:

Sr. Employee (Hours per day)

No. Weekdays
(excluding recess
period)
i) Workmen other than members of the 6½ hours
subordinate staff
ii) Godown-keepers engaged solely for that work 8 hours
other than those required to remain in
attendance at the Bank - during office hours
iii) a) Members of the Subordinate Staff other than 7 hours
Drivers and Watch and Ward Staff
b) Watch and Ward staff 8 hours
iv) Drivers 7½ hours
v) Maintenance Staff including A.C. Plant 7½ hours
Operators, Control Room Operators and
Firemen
vi) Chief Associate 7½ hours

Note: As provided in Clause 14.5 of Settlement dated 19 th October, 1966, the hours
of work of a member of the watch and ward staff shall be 8 hours in a period
of 24 hours provided that the hours of work of a Watchman-cum-Peon for
the period during which he works as a peon, as also of a peon, for the period
he is required to work as a Watchman or Armed Guard shall be the same
i.e. 7 hours as laid down in Sub Clause (b) above.
Provided further that second and fourth Saturday of every month shall be
public holidays for all the Banks in addition to all Sundays as provided in
Clause 38 of Settlement dated 25th May 2015.

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 AISBISF has agreed for increase in working hours from 39 hours (as per
provisions of Sastry Award) to 45 hours (minimum one hour every day) in a
week for Chief Associates (Customer Support & Sales) to facilitate
completion of entire work including closure of cash. They shall not be entitled
for payment of over time for the extended working hour and will be required
to complete the work within their working hours. Thus, the working hours
for the Chief Associates (Customer Support & sales) on weekdays exclusive
of recess period shall be 7½ hours.

The provisions regarding hours of work and overtime shall not apply to
drivers attached to Senior Executives of the Bank (i.e. officers to whom use
of Bank’s car is permitted for personal purposes) such as Chairman,
Managing Director and Chief General Managers and such drivers shall be
paid an “other allowance” of Rs.326/- p.m.

If such allowance payable to them is found to be less than the actual overtime
payable for work done in excess of statutory working hours as provided for in
the Local Shops and Establishments Act, they shall be compensated to the
extent of the difference. However, the overtime wages where payable should
be calculated at the same rate as is applicable to the other employees governed
by the Bipartite Agreements.

Clarification

The provisions regarding their hours of work and overtime viz., 8 hours per
day as prescribed under Shops &Establishments Act, will remain unchanged.
However, overtime wages, whenever payable to them will be calculated at the
same rates as they are applicable to other employees governed by the
Bipartite Agreement. For the purpose of clarification, “Senior Executive”
referred to herein shall mean and include such official of the Bank to whom
the Bank’s car is provided for his personal use.

6.1.1 Godown-Keepers and Godown Watchmen

The provisions regarding hours of work and overtime shall not apply to
godown-keepers and godown-watchmen who are not “expected to conform to
the usual office hours” as indicated by the Labour Appellate Tribunal in
paragraphs 194 and 195 of its decision dated the 28th April, 1954.

6.1.2 Watch and Ward Staff

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 The hours of work of a member of the Watch and Ward Staff shall be 8 hours
in a period of 24 hours provided that the hours of work of a “Watchman- cum-
messenger” for the period during which he works as a messenger, as also of a
messenger, for the period during which he is required to work as a
“Watchman” or “Armed Guard” shall be the same as those laid down for
members of the subordinate staff.

6.1.3 Duty Hours of Maintenance Staff

➢ The duty hours of maintenance staff including AC Plant Operators, Control

Room Operators and Firemen will be 8 hours per day (including Saturdays)
inclusive of half-an-hour lunch recess. Further, like watch and ward staff,
control room operators and Firemen will be eligible for as many holidays in a
year as the number of public holidays declared by the State Government. They
can be given weekly off on Sundays or any other day convenient to the Bank.

➢ Incidentally, duty hours of maintenance staff in clerical cadre is seven and half
hours (exclusive of half an hour lunch recess) even on Saturdays. Since, in
terms of the 10th Bipartite Settlement, 2nd& 4th Saturdays of every month are
declared as holidays and other Saturdays in the month are declared as full
working days, Circles may utilize the services of those maintenance staff in
clerical cadre in a month in such a manner that the additional hours of work
should not exceed 15 hours in the particular month, subject to the statutory
provisions in this regard.

6.2 Lunch Recess

There shall be a recess for lunch which shall not be less than half-an-hour and
not more than one hour on working days, subject, however, to the
requirements of any statutory provisions like the Shops & Establishments
Act. Primarily it will be for the workmen to decide the actual length of recess
within the limit fixed as aforesaid and the majority decision of the workmen
in any branch or establishment shall be adopted in case of difference of
opinion with the management.

6.3 Weekly Off, Staggering and Split Duty

The Bank is at liberty to fix at its discretion, the actual timings of work,
provided the maximum number of hours of work applicable are being
observed. Any change made by the Bank in the actual timings of work of any

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 workman for staggering purposes as also any change in the weekly holiday of
any workman consequent upon a change made by the Bank in the weekly
holiday of a branch/ office will not require a notice of change under Section 9-
A of the Industrial Disputes Act 1947. Sufficient advance intimation of such
change of actual timing of work will however be given to the workmen
concerned. The weekly holiday of a branch / office may be changed at the
Bank’s convenience.

6.3.1 Norms for Staggering of Working Hours

Certain norms have been laid down in consultation with ‘Award Staff
Federation’ for the staggering of the working hours of the staff with a view to
ensuring better customer service and completion of the day’s work.

Staggering of working hours at any particular Branch / Department is

introduced when a fairly long-term need is felt. The actual periods of
staggering are based on the need in each area of operation, within the limits
laid down. In general, they do not exceed one hour before the commencement
of normal working hours and two hours after the normal closing hours. It is,
however, ensured that staggering does not conflict with any of the provisions
of the Shops & Establishments Act applicable to the Centre where the Branch
is situated. Staggering of working hours is done in consultation with the
controlling authority.

The following further instructions should be followed in respect of staggering

of duty hours of the staff in addition to what has been agreed in Bipartite
Settlements/ Agreements between the Bank and the Staff Federation.

a) Staggering of duty hours should be resorted to meet only genuine

requirements of work.
b) As a result of staggering, total working hours of an employee should not
exceed those provided in the Bipartite Agreement.
c) Sufficient advance intimation of such change in actual timings for work
should be given to the workman concerned as laid down in para 10.5,
Chapter X of the Bipartite Agreement dated 31st March 1967.
d) Staggering of duty hours should not contravene relevant provisions of
the local Shops and Commercial Establishments Act, wherever
applicable.

The working hours of the workmen staff can be staggered as per the actual
requirements, within the following framework. (Settlement. 8.9.1983)

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 i) CLERICAL STAFF

Nature of Duties Staggering norms

i) Dispatch Up to two hours before or

after normal working hours
ii) Inward Mail Up to two hours before the
opening time
iii) Acceptance of clearing cheques from Up to two hours before the
customers opening time
iv) Acceptance of clearing cheques (at Up to two hours after closing
the office handling the clearing) time
From other local offices
v) Acceptance of clearing returns (may Up to two hours after closing
be combined with No. IV, if feasible) time
vi) Local Clearing at principal offices Up to two hours earlier
than Opening time
vii) Outward S.Cs/D.Ds/Drafts Up to two hours after closing
time
viii) Branch clearing work hours. Up to two hours after office

ix) Preparation of Returns (for Up to two hours before or after

employees by and large engaged in normal working hours.
this work to facilitate their
uninterrupted access to books)
x) Telex Operators Up to two hours before or after
(At Overseas Branches) normal working hours.
xi) Head Clerks’ Duties (checking, Up to three hours
signing and dispatch of Branch
Clearing General account
statements, establishment returns
xii) etc.)
Agricultural Assistants (For visiting Up to three hours before
office, villages to meet farmers, normal working hours
before the latter leave for their
farms) at Data Processing Centers Up to four hours after office
xiii) Work
(as most of the input Documents working hours
arrive only by, say 2 p.m.)

ii) CASH DEPARTMENT STAFF

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 The working hours of cashiers (including those getting special allowance) and
Cash coolies / Messengers can be staggered up to 2 hours before or after
normal office working hours in the following manner: -
At branches where the number of Cashiers

is less than 3 NIL

is between 3 and 5 1 Cashier
is between 6 and 10 2 Cashiers and one Cash Coolie / Messenger
is between 11 and 25 3 Cashiers and one Cash Coolie / Messenger
is between 26 and 35 3 Cashiers and 2 Cash Coolies / Messengers
is between 36 and 50 6 Cashiers and 2 Cash Coolies / Messengers
is 50 and over 8 Cashiers and 3 Cash Coolies/ Messengers

To the extent possible, this should be arranged before opening hours for
outward remittances, checking of un-examined remittances etc

(iii) SUBORDINATE STAFF

Nature of Staggering norms

Duties
Messenger Not more than one
Up to two / three hours either messenger in any before
commencement or after small branch or section close of normal
working hours of a medium sized branch and not more than 2
messengers in any section / department of a large branch and
administrative office for attending to the staff whose duty
hours are staggered.
Drivers As per the existing arrangement at different offices. Any
change may be made in consultation with the Circle Union

General (Memo of Settlement Dtd. 8.9.1983)

i) The clerical staff, whose working hours are staggered, should not constitute
more than 20% of the strength of clerical staff in an office and 25% in a
division / department. Where the strength of clerical staff in an office is up to
5, not more than one and where the strength is between 6 and 10, not more
than two employees’ working hours may be staggered.

ii) As far as possible, duties of employees may be staggered by rotation to

minimize inconvenience to them.
iii) In case of female employees, the maximum staggering will be 2 hours.

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 iv) The Circle Management / Branch Managers may also stagger duty hours of
the staff in the areas not listed above in consultation with the Circle
Union/local unit

v) The duty hours of drivers can be staggered freely according to needs of the
Bank between 8.00 a.m. and 9.00 p.m. Within these hours, a driver is given
duty of 7 hours at a stretch and not intermittent. A driver who is required to
come early or go late is paid overtime wages for such extra work.

Such duty hours can also be split, subject to payment of Split Duty allowance.
At the time of appointment, drivers should be given a combined designation
as driver-cum-messenger so that their services can be gainfully utilised when
not required for driving.

6.4 OVERTIME

In view of the guidelines received from the Government and our Corporate
Centre, efforts should be made to do away with overtime payment entirely.
The overtime should be paid only when it is absolutely necessary. Controlling
Authorities will be advised the ceiling of overtime payments for each year
and they would have to ensure that the stipulated ceiling is in no case
exceeded. Strict measures need to be taken in this regard as any laxity would
attract adverse criticism from the Government which would be a matter of
serious concern for the Bank.

In the rare event of making overtime payments, the following guidelines /

procedure should be adopted.

a) The Bank can require a workman, without his consent, to work beyond the
hours of work prescribed for his subject however to the condition, that such
overtime work shall not exceed the ceiling, if any, prescribed.

b) Normally, the total period of work including overtime shall not on any day,
exceed, in the case of workmen other than members of the subordinate
staff, 8½ hours and in the case of members of the subordinate staff, 9 hours,
excluding the period of recess. In case, however, of an emergency, of which
a responsible officer of the Bank shall be the sole judge, or when the
exigencies of Government work at the close of the financial year so require,
a workman can be required to work in excess of the aforesaid hours. The
provisions herein shall be subject to the provisions of any law relating to
the ceiling on the hours of work or overtime applicable to the Bank. Branch
Managers should ensure that employees are not permitted under any

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 circumstances to work overtime in excess of the number of working hours
prescribed in the Shops and Commercial Establishments Act in force in
their States.

c) Any days declared as holidays under the Negotiable Instruments Act, 1881
for half yearly and yearly closing of accounts, or for any other specific
purpose (like adjustment of accounts consequent upon devaluation) which
require such declaration of holiday only for the public and not for the Bank
employees, shall be deemed to be normal working days for all workmen
employed in the Bank.

d) For the first one-quarter of an hour of overtime work on any working day,
there shall be no payment for any workman. If, however, the overtime work
extends beyond the first one-quarter of an hour, overtime payment shall be
made for the whole period of overtime work including the first one-quarter
of an hour of work.

e) The first quarter of an hour of overtime work, if not paid for as provided
above, shall not be taken into account for the purpose of the annual
overtime limit, prescribed for the employee.

Guidelines for Overtime Work.

Employees should be detained for overtime work only when it is absolutely
necessary. Members of the supervising staff must ensure that the routine
duties of the Branch are equally and fairly distributed and that additional
assistance is given in good time to any section which on a particular day
happens to have unusual pressure of work. Where it is not possible to
provide additional assistance or the work cannot be expected to be
completed within the scheduled hours, the official under whom the award
staff is working should arrange to obtain the prior approval in requisition
slip of the Branch Manager/ Manager of Division / Service Manager for
overtime work and such sanction should be recorded in the overtime
register and initialed by the employee, the supervising official and the
sanctioning authority.

f) Overtime work should be judiciously distributed from the beginning of the

year so that difficulties are not experienced during peak periods such as
annual closing of accounts etc. Sufficient margin will have to be kept in
respect of each employee for work connected with the annual closing of
accounts. In any case, only such of those employees who has not exhausted
the annual ceiling of overtime should be detained for the work connected
with the annual closing. If the Branch Managers foresee any difficulty in

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 adhering to the instructions, they should invariably write to the controlling
authority and seek their instructions.
g) The overtime allowance paid to the employees for the overtime work
performed before the date of Bipartite settlement shall not be
recalculated on account of the Settlement.
(e-Circular No.: CDO/P&HRD- IR/66/2020-21 dated 21.12.2020)

6.4.1 Eligibility

All full-time employees of the Bank including temporary employees and

employees on probation, are eligible for payment, on the scales laid down,
for the overtime work performed by them. Permanent sweepers wholly
attached to the office (i.e. other than those attached to residence of Senior
Officers) shall be paid overtime wages at 200% for work performed in
excess of their normal working hours prescribed under the local Shops and
Establishment Act. Godown keepers, who are expected to conform to usual
office hours, are also eligible for overtime wages for work performed in
excess of working hours prescribed for them viz. 6½ hours on weekdays.

b) Watch and Ward Staff are not entitled to any overtime payment or any
holiday, in case additional holidays are declared by the Central/State
Government due to death of dignitary, elections etc.

c) However, workmen engaged in domestic service at the office and the

residence of officers will be governed by the provisions regarding working
hours and overtime.

d) A workman who is guilty of any mistake which has resulted in his doing
overtime work will not be entitled to receive payment for such overtime
work. Before, however, a workman is held not to be so entitled, he must
be given an opportunity at a suitable time to explain his lapse and to
show- cause why he should not be considered to be dis-entitled to receive
such payment.

e) Overtime on days declared as holidays at a late stage, due to the death

of a National Leader.

Declaration of an unforeseen holiday cannot have retrospective effect.

Moreover, services of the employees who may have worked for some time
before the receipt of the information about holiday, cannot be taken to
have been requisitioned by the banks for doing overtime work. If,
however, any employee was “required to work” after the receipt of the

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 intimation that a holiday had been declared, he would, of course, be
entitled to overtime for work so done.

f) If a public holiday has been declared or changed at a late stage, no

overtime would be payable. Overtime would, however, be payable only if
the notification is issued in advance and the employees are required to
work after receipt of the intimation of change.

6.4.2 Calculation of Overtime Wages (Bipartite Settlement Dtd. 31.3.1967)

For the purpose of calculating the amount payable for overtime work

a) Work done for less than one full quarter of an hour shall be deemed to be
work done for quarter of an hour.
b) The expression ‘emoluments’ shall mean the aggregate of basic pay,
personal pay (if any), special allowance (if any), officiating allowance (if
any), city compensatory allowance (if any), house rent allowance and
dearness allowance. HRA should not be taken into account in respect of
employees who have been provided residential accommodation.
c) Every month shall be deemed to consist of 150 working hours so that the
monthly emoluments payable per hour will be deemed to be 1/150th of the
monthly emoluments for all workmen.

Overtime work on days other than Sundays and holidays shall be paid for at
150 per cent of hourly emoluments for the first four quarters of such work
and at 170 per cent of such emoluments for any succeeding hour. In those
cases, where payment of overtime is required to be made under any
enactment at a higher rate, it shall be paid at such higher rate for the period
for which it is obligatory to pay the same at such higher rate. Accordingly,
overtime wages should be calculated as detailed in the following paragraph:

For work done on Sundays and holidays a workman (including a member who
is asked to work as a watchman on such days) will be paid for the entire period
of work at 200% of his hourly emoluments, unless any such day happens to
be a working day for him or generally for all workmen. No compensatory off
or grant of additional weekly holiday to be permitted to those employees who
work on weekly offs/Sundays.

Employees attending training course on intervening Sundays / Holidays

while on training, are not allowed either compensatory off or overtime, since
the training will be for their benefit and development.

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 A table for the purpose of calculation of overtime is given as per Annexure
6.1. The total emoluments payable to an employee should be rounded off to
the next higher rupee and the overtime wages calculated accordingly. The
calculations have been rounded off to three decimals and actual payments
should be rounded off to the next higher rupee as usual.

The overtime payments should be reported to Controlling Authority on

Monthly / Quarterly / Yearly basis on the formats as per Annexure 6.2, 6.3,
6.4 and 6.5 respectively.

6.4.3 Recording of Overtime Work

In cases where overtime work is permitted, before overtime work commences,

its anticipated duration should be recorded in the Overtime Register and
authenticated. The actual duration of overtime work, which should not
normally exceed the original estimates, must also be recorded in the Overtime
Register under the initials of the employee concerned, the supervising official
and the sanctioning authority. It will be the responsibility of the supervising
official concerned to ensure that the time of departure recorded in the
attendance register conforms to the entry in the column ‘overtime actually
worked’ in the Overtime Register. The supervising official who scrutinizes the
attendance register daily must satisfy himself independently that when an
employee has marked his time of departure beyond the scheduled departure
time set for him, overtime work has been authorised in his case in the
Overtime Register. The supervising official will also ensure that there is no
contravention of any of the provisions of the Shops Act and/or other
enactments in force. The Branch Manager should also scrutinise the
attendance register daily.

It is also the responsibility of the employee who marks departure timings,

which are later than his scheduled working hours, to ensure that the overtime
work evidenced in the attendance register conforms to the duration of
overtime work actually performed and recorded in the Overtime Register. Any
discrepancy should be brought to the notice of the Branch Manager at the
earliest opportunity.

6.4.4 Requisition of Overtime

Merely because an employee sat late in the office and marked the correct time
of his departure would not by itself entitle him to claim overtime wages. It is
necessary for the employee to first fill in the overtime requisition form for
prior sanction by the Appropriate Authority at the Branch. The time of

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 departure marked in the requisition should invariably correspond with the
time of departure marked in the muster roll.

6.4.5 Sanctioning Authority

Overtime payments in accordance with the instructions detailed above and,

in the manner, prescribed from time to time by the controlling authority, shall
be authorised by the Branch Manager/Managers/Deputy Manager of
Divisions / Manager(s) Accounts / Accountants.

6.4.6 Curtailing overtime - guidelines to be followed

In tune with the Government’s desire to curtail the overtime payment, proper
planning at all levels and adherence to the suggested steps is absolutely
necessary. All concerned should strictly follow the procedure / instructions
reiterated hereunder, apart from the other instructions.
a) No employee should be detained for overtime work at administrative offices
except in special circumstances where it should invariably be authorised by
the General Manager/Dy. General Manager. In the quarterly statement on
overtime being submitted by Administrative Offices to Local Head Office,
information on the number of employees, if any, permitted to perform
overtime work at the administrative offices and the amount paid should be
incorporated.
b) At village branches/small branches/newly opened branches/ADBs/non-
currency chest branches, there should normally be no need to detain
employees for overtime work. Such branches should, by and large remain
as ‘no overtime branches. Any exceptions on account of special
circumstances should be made only by an authority not below the rank of
the Dy. General Manager of the module.
c) The position in regard to overtime should be reviewed on an on-going basis
by the Asst. General Managers. All the concerned functionaries from the
controlling offices, when they visit branches, should specially look into the
position in regard to the payment of overtime.
d) Effective control will need to be exercised by the Controlling Authorities on
problem branches where the trends of overtime escalation are noticed, by
constant vigil, visits and efforts made to identify the cause and to remedy
the position without loss of time. Where stringent action is called for, it must
be taken without hesitation.
e) The officials, who show laxity in exercising effective control as per the
instructions, should be suitably cautioned and this factor should be

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 commented upon under appropriate columns of their confidential reports,
promotion appraisal reports viz., ‘Supervision’, ‘Managerial Ability’ ‘General
Remarks’
f) Payment of overtime on contract basis, if still existing at some places, must
be abolished. The payment should be made strictly on actual work basis,
within the ceilings, and no employee should be allowed to perform overtime
work unless his services have been actually requisitioned for the purpose by
the authorised official.
g) Action plans well in advance of the expected heavy working days such as
first day of each month, Saturdays falling in the first week, last few days of
March, annual closing days etc., should be drawn up so that the essential
work is efficiently carried out with minimum resort to overtime. Any laxity
in the administration of overtime in violation of these instructions would be
viewed seriously.

6.5 FLEXI TIME SCHEME

(E-Circular No.: CDO/P&HRD-PM/91/2015 – 16 dated February 04, 2016)

The Bank is receiving feedback from various sectors, also in the form of
recommendations from the Committee on Empowerment of Women with
regard to introduction of Flexi- Timing and Flexi-Hour for serving in the
Bank. Flexi time is a way to redesign or restructure traditional daily work
schedules different from regular office hours, where the employee is free to
select his / her own work hours within limits laid by the management.

2. In this context, the Executive Committee of the Central Board in its meeting
dated the 18th January, 2016 has approved introduction of Flexi Time Scheme
in our bank in a phased manner with an objective to implement best HR
practices, create employee friendly environment, promote healthy work life
balance and increase employee engagement through value added welfare
measures.

3. In the First Phase, the Flexi Time Scheme will be extended to permanent
workmen employees, Officers up to Middle Management Grade Scale- III and
Contractual Officers of the Bank posted at Local Head Offices, Corporate
Centre, Corporate Centre establishments, wherever (a) Biometric Access
Control System (BACS) has been rolled out, (b) suitable access control
systems having an accurate and reliable method of recording hours of work
put in by employees are in place and (c) its recording and reporting
mechanism have been streamlined. Presently Branches/ CPCs/ other

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 Administrative Offices/ Regional Business Offices/ other establishments will
be kept out of purview for this scheme.

4. Details of the Flexi Time Scheme are as under:

I. There will be following Bandwidth and Core Time Band in the Flexi Time
Scheme:

a. The Bandwidth: It is the time during which duties will be performed. In

other words, it will be the period spanning the earliest time employees start
work and the latest time they finish work. The period is proposed to span
between: “8.00 a.m. to 8.00 p.m.”
b. Core Time Band: It refers to those periods when all employees are
necessarily required to be present at work. There will be two spells of core
times per day, before and after lunch i.e. forenoon core time and afternoon
core time. Core Time Band is proposed from:
“11.00 a.m. to 1.00 p.m.” and
“2.30 p.m. to 4.30 p.m.”
c. Lunch flexi time: Lunch break acts as a third period of flexi-time. The
prescribed lunch break can be taken at any time between the end of the
morning core time and before the beginning of the afternoon core time, i.e.
between: “1.00 p.m. to 2.30 p.m.”
d. Flexi Time Band: Flexible time falls between the start of bandwidth and
the commencement of morning core time and between the end of afternoon
core time and close of bandwidth. In this case it would be from:
“8.00 a.m. to 11.00 a.m.”
“1.00 p.m. to 2.30 p.m.”
“4.30 p.m. to8.00 p.m.”

II. SCOPE & APPLICABILITY:

a. Flexi time facility will be available and sanctioned only on following two
grounds:
i. Looking after family
ii. Health
b. Flexi time facility will be allowed to only those employees who have performed
well at least with 80% marks in AARF or CDS grade AA and above.
Concerned employee should have an unblemished career and there should be
no complaint leading to Disciplinary / Vigilance case against him/ her and/ or
no charge sheet served in the past.
c. Flexi Time cannot be claimed as a matter of RIGHT and any flexi time
schedule will be at the discretion of the Bank and subject to administrative
and other exigencies.

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 d. Employees can opt for Flexi Time in a “Monthly / Quarterly Block Period”,
subsequent to which, they may revert back to regular timings.
e. Flexi Time Scheme will be a special dispensation to the employees and will
be based on specific request of employees and discretion of the sanctioning
authority.
f. It will be wholly independent of any existing arrangements. Staggering
Norms, Over Time, Split Duty, Discomfort allowance etc. will not come under
the preview of Bandwidth / Time band under the proposed Flexi Time scheme.
g. No separate allowances on account of Flexi Time working will be paid to
employees, if requests of employees are considered and sanctioned under this
scheme.
h. The scheme will be applicable for the permanent and contractual employees
of the Bank but shall not be applicable to the part time employees.

III. AUTHORITY FOR APPROVING THE FLEXI TIME SCHEME:

a. Flexi Time will need to be applied / sanctioned minimum one month in

advance.
b. Flexi Time will be sanctioned by the Head of Department not below the rank
of the Deputy General Manager for the CC and CC establishment and DGM
and CDO for Local Head Offices.
c. The Sanctioning authority must satisfy himself / herself regarding adequate
utilization of the employee for the Flexi time before approval.
d. The Sanctioning authority can cancel the sanction of Flexi Schedule without
assigning any reason and the employee shall resume normal working hours.

IV. REPORTING, MONITORING & CONTROL:

a. Report on employees availing flexi time policy will be scrutinized by the

Sanctioning authority. It will include BACS report with exceptions. It will be
closely monitored.
b. It must be ensured that employees put in minimum working hours as per
service condition/ rule each day (including lunch time and reporting 15
minutes before commencement of office hours). It is also desirable that
employees on flexi time shall reach office before the schedule flexi-time.
c. In case of officers the Bandwidth will be decided by the sanctioning authority,
which typically could be 1½ to 2 hrs. before and after the existing office hours.
d. Employee concerned shall also remain responsible for attending all
mandatory Departmental meetings, training, workshops etc., whenever
required, whether such events are scheduled within or outside the Flexi Time
schedule.

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 e. Co-ordination/ inter-dependency among co-workers at the department will be
desirable to fill the gap and maintain continuity of work at the concerned
department.
f. The authority approving the Flexi time will be responsible to put in place
suitable metrics for measuring the productivity of the employee.

V. IMPLEMENTATION:

a. Biometric Access Control System is a pre-condition for introduction of Flexi

Time Scheme.
b. It will be effective from the date of circular at the Corporate Centre, GITC
Belapur, Belapur Station Building and Local Head Offices, wherever BACS
have been implemented.
c. Respective Estate and Security Departments will arrange to provide for
infrastructural support viz. security angle clearance, electricity etc. to the
employees availing of the above scheme.
d. Suitable infrastructure support will be made available in the office by
staggering/ reallocation of duties of support staff, wherever necessary.
e. Security Department will arrange for submission of a separate report from
Biometric Access Control System on employees availing flexi timing from the
vendor.
f. The CGM (HR) at the Corporate Centre will be authorized to issue
clarifications on queries relating to the Flexi Time Scheme.

VI. REVIEW:
The Scheme will be subject to Review after Six Months.

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 ANNEXURE- 6.1
TABLE FOR CALCULATION OF OVERTIME WAGES FOR ALL
CATEGORIES OF WORKMEN STAFF

Total monthly 150% 170% 200%

Emolument in Rs. (Of the normal hourly wage)

1 .01 .011 .013

2 .02 .023 .026
3 .03 .034 .040
4 .04 .045 .053
5 .05 .057 .066
6 .06 .068 .080
7 .07 .079 .093
8 .08 .091 .106
9 .09 .102 .120
10 .10 .113 .133
20 .20 .227 .266
30 .30 .340 .400
40 .40 .453 .534
50 .50 .570 .666
60 .60 .680 .800
70 .70 .793 .933
80 .80 .910 1.066
90 .90 1.020 1.200
100 1.00 1.133 1.333
200 2.00 2.266 2.666
300 3.00 3.400 4.000
400 4.00 4.533 5.333
500 5.00 5.666 6.666

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 ANNEXURE-6.2

................................... BRANCH
MONTHLY STATEMENT OF OVERTIME WAGES PAID FOR THE
MONTH OF ............................

Last This
A Total number of eligible employees Month Month
…..……… …..………
B i) Total amount of overtime paid during
the month under report Rs………… Rs………

ii) Total amount of overtime paid upto

the end of month under report. Rs………… Rs………
C i) Maximum hours of overtime
permitted to any employee during the …..……… ..………
current month.
ii) Maximum hours of overtime …..……… …..……
permitted to any employee upto the
end of month Under report during the
current year.
D i) Per Capita hours of overtime
performed during the current month Hours…. Employees
(mention also the total number of
hours of overtime performed and the
total number of eligible employees)

ii) Per Capita hours of overtime upto the

end of the month under report during Hours….. Employees
the current year.
Per Capita hours of overtime is the
cumulative hours of overtime
performed Divided by the actual
eligible employees during the month

STATE BANK OF INDIA

.....................BRANCH BRANCH MANAGER

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 ANNEXURE-6.3

QUARTERLY RETURN OF OVERTIME FOR THE QUARTER ENDED......

Ceiling, if any, prescribed for the quarter...........
(Please indicate here number of hours of overtime permitted to an employee)

1. (a) Total amount of overtime paid in the corresponding Rs.

quarter in the previous year
(b) Total amount of overtime paid in the last quarter of Rs.
the current year.
(c) (i) The number of employees who exceeded the ceiling Non-Subordinates
of overtime in the last quarter /Subordinates
(ii) Maximum number of hours for which overtime
was paid to an employee during the last quarter
(mention specific cadre)
2. Has the position as stated in 1 (c) been regularised at the end of the current
quarter?
If not, give specific reasons.

3. (a)Total amount of overtime paid in the Rs.

current quarter

(b) (i) Number of employees who exceeded the ceiling

Clerical/Cash of overtime as at the end of the current
quarter/Subordinates

(ii) The maximum number of hours for which overtime

was paid to an employee during the current quarter
(mention specific cadre)
(iii) The maximum number of hours for which overtime
was paid to an employee from the beginning of the
year. (i.e., 1st January) to the end of the current
quarter.
(c) (i) Total number of workman employees as at the end of
the current quarter (excluding ineligible employees)

(ii) Total number of hours of overtime work performed for

the current quarter

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(d) (i) Per capita overtime paid for the current quarter in
Rupees (aggregate amount of overtime wages paid for
the quarter divided by the number of eligible
employees)
(ii) Percapita overtime paid for the current quarter In
Hours (total number of hours of overtime work
performed divided by the number of eligible
employees)

(e) Per capita overtime paid from the beginning of the year i) Rs.
(i.e.1st January to the end of the current quarter (to be ii)hours
worked out as in (d) above)

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 ANNEXURE-6.4
................................BRANCH ANNUAL OVERTIME REPORT

For the year For the year

PARTICULARS ending ending
March,20 March, 20

Current Previous
year year

(i) Total number of Award employees

(ii) Total amount of overtime wages paid

(iii) Total amount of salaries and allowances paid

excluding the amount of salaries and allowances
paid to Bank Guards

NOTE: -

Include particulars regarding sub-offices/treasury sub-offices, if any, under

your control.

STATEBANK OF INDIA

.........................BRANCH ...............................
BRANCH MANAGER

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 ANNEXURE-6.5

SUPPLEMENTARY RETURN OF OVERTIME FOR THE YEAR ENDED

THE 31st MARCH

BRANCH OPENED ON..........................................

1. Number of employees who were in service of the Bank

for the entire year and who worked overtime to the
full permissible extent i.e., 120 hours or in excess thereof.

2. Number of employees eligible for As on 1st As on 31st

overtime work i.e., excluding godown April March
watchmen, guards, sweepers, domestic A B
servants etc.

3. Number of employees who have worked overtime as under;

(i) No overtime during the year
(ii) Upto 50 hours
(iii) Over 50 but upto 75 hours
(iv) Over 75 but upto 100 hours
(v) Over 100 but upto 120 hours
(vi) Over 120 hours
4. Per capita overtime hours worked during the year.

Place:
Date:

BRANCH MANAGER

*For calculating this, the average number of employees under2(A) and 2(B)
Above should be taken.

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 CHAPTER-7
LEAVE RULES
VARIOUS TYPES OF LEAVES

The leave rules applicable to the members of the award staff were incorporated in
Chapter VII of the agreement dated 31st March 1967 entered into between the
Bank and the All India State Bank of India Staff Federation. Those employees who
were governed by the provisions for leave as per Sastry Award were given an option
to continue to be governed by those rules or to be governed by the rules agreed to
vide Agreement dated 31.3.1967.

However, with effect from 1st January, 1987, the leave rules detailed hereunder
have been made applicable to all the employees of the Bank in terms of the
Agreement between the Bank and State Bank of India Staff Federation.

(SETTLEMENT DTD. 31.3.1967) (MEMO INST ON LEAVE RULES, SEPT. 1977)

(CDO/PM/16/CIR/80 DTD. 28.12.2002)

7.1 CASUAL LEAVE

An employee shall be entitled to Casual Leave up to a maximum of 12 days in

each financial year, provided that not more than 4 days may be taken
continuously.

It is reiterated that holidays and weekly offs prefixing / suffixing or falling

within the period of Casual Leave will not be treated as part of Casual Leave.

It was decided to change the existing procedure of computing entitlement to

privilege leave as well as casual leave of officers/employees from calendar year
basis to financial year basis effective from 1st April 2003. However, there is no
change in the existing computation procedure for the sick leave.

Instructions for grant of casual leave are as under: -

a) Casual leave may not be granted in combination with any other leave.
b) The quantum of casual leave available to an employee during the first
Financial year of his service is calculated on a pro-rata basis at the rate of
one day for each completed month or part thereof from the date of his joining
the service up to the end of the year.
c) Casual leave shall be non-cumulative except as provided under sick leave.
Ordinarily, the prior permission of the sanctioning authority shall be

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 obtained before taking such leave. When this is not possible, the said
authority shall be informed as soon as practicable in writing or if it is not
possible, orally or through any person, of the employee’s absence from work,
reason thereof and of the probable duration of such absence. In any event, a
written application shall be submitted to such authority latest on the day
the employee resumes duty.
d) Casual leave is only intended to meet special or unforeseen circumstances
for which provision cannot be made by exact rules. Holidays except
Saturdays and Sundays shall not be prefixed or suffixed to casual leave
without the prior permission of the officer granting such leave.
e) Holidays and weekly off falling within the period of casual leave will not be
treated as a part of casual leave.
f) Casual leave may be taken on grounds of sickness without production of
medical certificate, provided the total period of sickness does not exceed 4
days.
g) Any absence from duty without satisfying the requisite conditions under
which leave may be taken or obtaining such leave on false grounds would
justify the Bank after giving the employee an opportunity to explain, in not
treating the employee as on casual leave but as being absent without leave
on loss of pay and allowances.
h) An employee on casual leave shall be entitled to pay and allowances as if he
was on duty.
i) Casual leave not availed of by an employee in a financial year shall be
convertible into sick leave on full pay and such sick leave in lieu of unavailed
casual leave shall be over and above the maximum period provided under
sick leave. There is no upper limit in regard to the accumulation of unavailed
casual leave as sick leave.

In partial modification to Clause 27 of Bipartite Settlement dated 27.3.2000,

Casual Leave converted into Sick Leave may also be availed without
production of medical certificate for 4 days at a time once in a year or two
days at a time, twice a year.

7.2 PRIVILEGE LEAVE

The amount of Privilege leave earned, which shall be on substantive pay, shall
be one month for completed service of 11 months.
For the purpose of computing the privilege leave earned at the rate of one day
for every 11 days of completed service, the period of privilege leave already
availed of by the employee during that year, the period of sick leave,
extraordinary leave and maternity leave (if any) granted to the employee and

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 unauthorised absence on loss of pay should not be counted as service, as no
leave other than casual leave will count for the purpose of computing privilege
leave. (Settlement dtd. 31.3.1967)

An employee shall earn privilege leave during each year separately, regardless
of the maximum leave at his credit at the beginning of the year, subject to the
maximum limit stipulated. Credit shall continue to be afforded to the privilege
leave accounts of the employees on 1st April every year in respect of leave
earned during the previous year.

In partial modification to Clause 13.20 of Bipartite Settlement dated

19.10.1966 (Other than State Bank of India) and para 7.20 of Settlement dated
31st March 1967 (in case of State Bank of India), an employee other than a
member of the Executive Committee of a registered Trade Union of the
employees of the Bank shall not be entitled to take privilege leave on more than
four occasions in a calendar year.

Wherever however, the reasons for the request by an employee for leave on
more than four occasions in a year are adequate and genuine and it is not
administratively inconvenient, such leave may be granted.

As per Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020, following

amendments have been made in rules:
• Privilege Leave taken on sick grounds when there is no credit in the sick
leave account of the employee, will not be counted as an occasion of
availing Privilege leave.
• Privilege Leave other than for the purpose of availing the Leave Fare
Concession should be applied not less than 10 days before the proposed
date of commencement of such leave.

In partial modification to Clause 8 of Bipartite Settlement dated 29.6.1990,

Privilege Leave accruing to an employee on or after the date of this settlement,
shall be allowed to be accumulated beyond 240 days up to a maximum of 270
days. However, encashment of privilege leave shall be restricted up to a
maximum of 240 days. (CDO/P&HRD-IR/25/2015-16 dated 25.06.2015).

In respect of sick leave taken during a financial year, only the actual period of
absence will be taken into account irrespective of the fact whether it was on
full pay/half pay.

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 It is also to be noted that one day’s privilege leave is earned for every completed
11 days of actual work done. Also, for the calculation of privilege leave, a
financial year is taken from April to March.

An award staff employee can earn privilege leave during any given year even
if the leave at his credit on the 1st of April of the year is the maximum
permissible amount of accumulated leave, provided that the leave at his/her
credit on the 1st of April of the following year is not more than 270 days.

Thus, if an employee, who has maximum permissible amount of privilege leave

to his credit on the 1st of April:

i) does not avail of any leave during the year

The leave for that year though earned, will lapse at the beginning of next year.

ii) avails of one month’s leave during the year

The period of leave availed will be set off against the leave earned by him/her
during the year i.e. 1 month and the leave to his credit at the beginning of the
next year will be 9 months.
iii) avails of, say, 10 days’ leave during the year

The period will be set off against the leave earned during the year (i.e. 30 days)
leaving a balance of 20 days. However, since the leave to the employee’s credit
at the beginning of the following year cannot be more than the maximum
permissible amount, this balance of 20 days’ leave will lapse and the leave to
his/her credit on the 1st April of the following year will be only 270 days.

While calculating privilege leave earned by an employee in a financial year, if

the actual number of days for which he had worked during that year (i.e.
number of days in the year less privilege leave/sick/maternity leave, etc. but
not casual leave, actually availed of by him/her) is not exactly divisible by 11,
the fraction of a day of earned leave if any, shall be taken as a full day (with
effect from the calendar year 2001). Period of special leave granted to
sportsmen employees may be treated on par with casual leave for the purpose
of computing privilege leave.

Privilege leave earned by an employee in a financial year is credited to his

leave account at the beginning of the following year. Privilege leave should not
be granted on pro-rata basis, before it is credited to the leave account.

7.2.1 Accounting procedure for privilege leave falling in two Financial Years

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 Where an employee is due to proceed on leave during the financial year and the
leave to be availed of partly falls in the current year and partly in the next year,
the leave account may be debited as on the date on which the leave will start.
However, for the sake of administrative convenience the posting may be done at
the time of sanction itself. In the event of any change in the quantum or period
of leave sanctioned/availed of, the necessary corrections may be carried out later.
Consequently, where an employee applied for leave to be availed in the next
financial year, the leave account may be debited after the usual credits are
posted on April 1st of the year in which leave is to be availed.

7.2.2 General Instructions Relating to Privilege leave

When leave is refused by the Bank for any reason to an employee, who has at
his credit the maximum permissible accumulated leave, he will continue to earn
privilege leave and further accumulation of leave beyond the permissible limit
will be allowed to him until the Bank is in a position to grant him leave. Privilege
leave can be availed of by an employee only on four occasions (w.e.f. 01.06.2015)
in a financial year (except of course, under extra-ordinary circumstances). There
shall be no contravention of this provision without provision without justifiable
reason. Employees should, therefore, plan their leave programme sufficiently in
advance with a view to adhering to the stipulations referred to above.
An employee will not earn privilege leave only for the number of days he actually
remains absent. As such, pro-rata privilege leave will accrue to him for the
number of days of leave debited to his leave account on account of encashment
of leave. In other words, in calculating the period of completed service for which
privilege leave is credited, while the period of privilege leave enjoyed is not
counted, the period of privilege leave encashed should be counted as service.

A member of the Executive Committee of a recognised trade union of the

employees of the Bank may be granted privilege leave on more than four
occasions in a financial year provided it relates only to attending to trade union
work. The other provisions contained in the above clause regarding the grant of
privilege leave on more than two occasions in a financial year will be operative
in respect of the above employees also, for personal purposes.

Applications for privilege leave of say, 15 days or more required by the staff, any
time during the year, are invited before the end of May of each year and the
leave sanctioned in a conveniently phased manner well in advance. When
several applications are received for the same period during a year, which may
not be practicable to be sanctioned, the applicants are asked to vary their

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 periods of leave. If, however, they do not do so by mutual adjustment, then the
leave is sanctioned to a few depending on the exigencies of the service.

7.2.3 Annual encashment of Privilege Leave:

(Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
It has been agreed that from the calendar year 2020, Privilege Leave
encashment shall be permitted at the rate of 5 days for each calendar year
at the time of any festival of the employee’s choice. Employees who have
completed 55 years of age and above shall be entitled to encash at the rate
7 days for each calendar year, in addition to existing provisions. For the
calendar year 2020, the encashment may be availed upto 31.03.2021.
Thereafter the facility will have to be availed on or before 31 st December every
year.

Clarification:
Circular No.: CDO/P&HRD-IR/21/2021 – 22 Date: Fri 28 May 2021
We have received clarification from Indian Banks’ Association (IBA), as under:
“w.e.f. 01.01.2020, all Officers and Workmen employees shall be entitled to
avail encashment of 5 days’ PL, once in a year, at the time of any festival of
their choice. However, as on the date of availing the said PL encashment, if the
Officer / Workmen employee is of 55 years and above age, he / she may be
allowed PL encashment of 7 days per year.
Those Officers / Workmen employees who have retired after 01.01.2020 and
were having PL balance of more than 240 days at the time of retirement, can
additionally encash PL upto a maximum of 7 days, as mentioned above”

7.3 SICK LEAVE (SETTLEMENT DTD. 17.9.1984)

An employee shall be granted sick leave on half pay at the rate of 30 days for
each completed year of service subject to a maximum of 18 months during his
entire service. In the first year of service, an employee will be granted sick leave
on pro-rata basis.

Where an employee has put in a service of over 24 years, he shall be eligible to

additional sick leave at the rate of one month for each year of service in excess
of such 24 years, subject to a maximum of three months of additional sick leave.

As per the XIth Bipartite Settlement dated 11.11.2020:

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 a) In partial modification of Clause IX of Bipartite Settlement dated 17 th
September, 1984 and Clause 6 of Bipartite Settlement dated 28 th November,
1997, an employee upon completion of 30 years of service, shall be eligible for
further additional sick leave of 3 months at the rate of one month for each year
of service in excess of 30 years, subject to a maximum of 720 days in entire
service.
b) In partial modification of Clause IX (4) of Bipartite Settlement dated 17 th
September 1984, women employees can avail sick leave for the sickness of their
children of 8 years and below subject to production of medical certificate.
(Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)

Sick leave shall be on half substantive pay, provided that a confirmed employee
if he so requests, shall be permitted to avail sick leave on full substantive pay
upto a maximum of 9 months during the entire period of service. Such leave on
full substantive pay being entered twice the amount of leave taken, in his sick
leave account. Sick leave admissible for service in excess of 24 years shall be on
half the substantive pay. However, on request such leave shall be permitted on
full substantive pay by entering in the sick leave record as twice the period of
leave taken. There is no upper limit in regard to the accumulation of unavailed
casual leave as sick leave. This sick leave is protected on the employee’s
promotion to supervising staff and is in addition to the sick leave to which he is
entitled to after his promotion in terms of his service rules. All sick leave shall
be granted to an employee on production of a medical certificate acceptable to
the Bank.

In partial modification to Clause 27 of Bipartite Settlement dated 27.3.2000,

Casual Leave converted into Sick Leave may also be availed without production
of medical certificate for 4 days at a time once in a year or two days at a time,
twice a year.

Sick leave due to an employee on any particular day may be calculated on the
basis of total period of service as on that date at the rate of 30 days for each
completed year of service and on pro-rata basis for the broken period. The
expression completed year of service would include the period spent on duty as
well as on leave including extraordinary leave.

When an employee avails himself of leave on grounds of ill health, the authority
empowered to sanction leave may require the employee to produce a medical
certificate of fitness before he resumes duty even though such leave was not
actually granted on medical grounds. In the interest of the affected employee
and his colleagues, a certificate of fitness should be insisted upon if the employee

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 was suffering from infectious/contagious diseases such as small pox,
tuberculosis, etc. or when the period of leave on medical grounds exceeds a
fortnight.
SPECIAL SICK LEAVE
With effect from the 1.6.2015, Special Sick Leave up to 30 days may be granted
to an employee once during his/her entire period of service for donation of
kidney/ organ.

7.4 EMPLOYEES ON PROBATION (PA: CIR:37 DTD. 29.06.1983)

Award staff employees on probation shall be granted leave on the following basis:
i) Casual Leave
One day per month. The quantum of casual leave available to the employee
during the first financial year of his service should be arrived at on a pro rata
basis at the rate of one day for each completed month or part thereof. Casual leave
thus computed would be made available subject to the conditions laid down
elsewhere in this chapter. For example, if an employee joins on 1st December he
will be eligible for 4 days of casual leave which may be granted even during
December.
ii) Privilege Leave:
On a pro-rata basis depending on length of service as applicable to permanent
staff subject to one month’s notice, which may be waived in urgent and unforeseen
circumstances.
iii) Sick leave
On half pay on a pro rata basis according to the length of service, as applicable to
permanent employees.
iv) Extraordinary Leave:
When an employee on probation is granted extraordinary leave on loss of pay, his
or her period of probation may be extended for the period of extraordinary leave.
Where the period of extraordinary leave is short, say not more than 15 days and
the controlling authority is satisfied that the leave was taken for genuine reasons,
such as sickness etc. the Branch Manager/Head of the Department may, with the
approval of the General Manager waive the postponement of the date of
confirmation on merits of the case.
v) General
Particulars of leave of all kinds granted to such employees since their joining the
service should be reported in their monthly reports. Any leave in excess of what
an employee would be eligible for on the above basis will be treated as
extraordinary leave on loss of pay and the period of probation of the employee
exceeded correspondingly; such period will not count for increments. Needless to

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 add that the application for such leave should be referred to controlling Authority
for prior sanction.
vi) Applications for grant of leave of any other kind should invariably be referred to
the Controlling Authority with the recommendations of the Branch Manager.

7.5 EXTRAORDINARY LEAVE ON LOSS OF PAY

(PA: CIR:37 DTD. 29.6.1983)
Extra ordinary leave may be granted to an employee when no ordinary leave
is due to him. Except in exceptional circumstances, the duration of extra
ordinary leave shall not exceed 90 days on any one occasion and upto a
maximum of 24 months during the entire period of an employees.

In partial modification of Clause 13.34 of Settlement dated 19 th October

1966, (in case of State Bank of India, Clause 7.34 of Agreement dated 31 st
March 1967) and Clause 36 of Settlement dated 25th May, 2015, in
exceptional circumstances, Extraordinary Leave may be sanctioned (without
wages) not exceeding 3 months on any one occasion (up to 4 months in
extreme medical circumstances) and upto a maximum of 24 months during
the entire period of an employees’ service.

Note: - The employees will not be losing any seniority on account of availing
extraordinary leave on Medical grounds.

(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)

The competent authority may sanction the extraordinary leave in the

following circumstances:
a) An employee’s own sickness
b) Sickness of employee’s wife or children
c) For appearing in the examination
d) For pursing higher studies
e) Any other reason beyond the control of the employee, the discretion for
which will be entirely with the sanctioning authority. The Chief General
Manager of Circle in respect of employees working in a Circle and the Chief
General Manager (HR) in respect of employees working in Corporate Centre
establishments, is the competent authority to condone the absence of an
employee beyond the maximum permissible extraordinary leave of 360 days
i.e. beyond 360 days, on merits of each case and on justifiable grounds. Such
extraordinary leave on loss of pay in excess of 360 days for any reason
whatsoever will not count for pension, increment etc. However, all cases for
sanction of extra ordinary leave should be critically screened by the

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 controlling authorities before making recommendations to the appropriate
competent authorities at different levels.

Extraordinary leave on loss of pay does not normally count for increment,
seniority etc. However, the Chief General Manager, in the case of an
employee working in the Circle and the Chief General Manager (HR) in the
case of an employee working in corporate centre and its establishments, are
the competent authorities to restore seniority and count the period of extra
ordinary leave on loss of pay for increment, seniority, etc. upto 360 days in
the following circumstances.
i) Employees own sickness
ii) Employee’s own studies
However, the period for which seniority is restored will not count for pension
in all cases.

In the case of employees who are office-bearers of registered trade unions,

increment may be deferred only to the extent that extra ordinary leave
exceeds 2 months in any incremental year.

The Bank may grant extraordinary leave in combination with or in

continuation of leave of any other kind admissible to the employee except
casual leave.

No pay and allowances are admissible during the period of extraordinary

leave and the period spent on such leave does not count for increments. The
effect of such leave is to permanently postpone the dates of all future
increments falling due in the employee’s salary by a period equal to the
period of such leave. However, as the dates of increments of all employees
fall on the 1st of respective months, the shifting is notionally made in the
actual date on which the increment accrues. If on such postponement either
in the first instance or on a cumulative basis such date of accrual of
increment shifts to any subsequent Calendar month, the increment will be
released on the 1st of that subsequent month. To ensure proper
implementation of the instructions it is necessary to keep an accurate record
of all such extra ordinary leave granted to an employee on different
occasions in his service and leave records.

Any employee irrespective of whether he is a union leader or not, who avails

himself of leave on loss of pay in excess of what is provided for, may be put
on notice by the Bank and if his attendance does not improve, the Bank may
take recourse to the provisions of Bipartite Settlement dt.10.04.2002.

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 Extraordinary leave on loss of pay is subject to the sanction of the
management and cannot be availed of by the employee on his own. If the
management is not satisfied with the reasons for the absence, it would be in
order to treat his absence as unauthorised and not counting as service for
any purpose. Where the employee is likely to exceed the limit available
under the Bipartite settlements, the Bank will put him on notice, warning
of the consequences. Thereafter, the Bank may consider such contract as
terminated after considering such termination as retrenchment. However,
in genuine cases, the Bank can take a decision on its own and condone the
absence beyond what is provided for in the Bipartite Settlements as extra
ordinary leave on loss of pay.

All cases of extraordinary leave should be referred to the controlling

authority for sanction.

The period of extraordinary leave availed of by an employee is included while

computing one year of service for the purpose of calculation of sick leave.

7.5.1 General instructions relating to absence on Extraordinary Leave on

loss of pay (PA: CIR:IR:37 Dtd. 29.6.1983)

a) Any employee who is absent on leave on loss of pay, will not be paid
salary and allowance for the period in question.
b) Deductions in respect of various loans availed by the employee as well
as statutory deductions should be effected from the salary and
allowance, as and when they are payable to him.
c) Controlling Authority should be immediately advised giving the details
of absence with the recommendations.
d) After getting necessary sanction from Controlling Authorities,
concerned employees should be advised immediately about the
postponement of increment, non-counting of such period for seniority
etc., Increment should be postponed if not sanctioned for restoration.
e) Such employees should be made clear that period of absence on leave on
loss of pay on any grounds will not be counted as service for the purpose
of pension.

7.6 MATERNITY LEAVE

(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
Clause 30 of Bipartite Settlement dated 27th April 2010 shall be substituted by
the following:

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 (a) Maternity leave, which shall be on substantive pay, shall be granted to a female
employee for a period not exceeding 6 months on any one occasion and 12 months
during the entire period of her service.
Note:
(i) In case of delivery of twins, the period of Maternity Leave shall be 8
months.
(ii) Maternity Leave may be availed combining with any other kind of leave
except casual leave.

(b) In case of miscarriage/MTP/abortion, maternity leave may be granted as a rule

upto 6 weeks on the basis of medical certificate/advice of a competent medical
practitioner, i.e. a qualified gynecologists. In special/exceptional cases involving
medical complications, associated with miscarriage/MTP/abortion, maternity
leave may be granted beyond 6 weeks if advised by a competent medical
practitioner (qualified gynecologists) but upto 6 months only on any one
occasion, within the overall limit of 12 months during the entire period of
service.
(c) Within the overall period of 12 months, leave may also be granted in case of
hysterectomy upto a maximum of 60 days.
Note: In the case of employees who have availed and exhausted Maternity
Leave of 12 months, leave of 15 days shall be sanctioned over and above the
same, subject to production of Medical Certificate.

(d) Leave may also be granted once during service to a childless female employee
for legally adopting a child who is below one year of age, for a maximum period
of nine months, subject to the following terms and conditions
(i) Leave will be granted for adoption of only one child.
(ii) The adoption of a child should be through a proper legal process and the
employee should produce the adoption-deed to the Bank for sanctioning
such leave.
(iii) The permanent part-time employees are also eligible for grant of leave for
adoption of a child.
(iv) The leave shall also be available to biological mother in cases where the
child is born through surrogacy.
(v) The leave shall be availed within overall entitlement of 12 months during
the entire period of service.
(e) Within the overall period of 12 months, leave may also be granted in case of
hospitalisation on account of the following gynecological ailments/ treatments
upto a maximum of 30 days.
i. AUB (Abnormal uterine leeding
ii. Ovarian Tumor

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 iii. Tubectomy/Tubectomy reversal
iv. Post-Partum Depression (PPD)
v. Post-Partum Hemorrhage (PPH)
vi. Acute Pelvic Inflammatory Disease (Acute PID)
vii. Dysfunction Uterine Bleeding; Dysfunction (DUB)

f) If a female employee applies for maternity leave during the Probation period,
she may be granted leave for a period not exceeding 6 months on loss of pay, by
extending the period of probation. The wages for such period may be paid to her
only after she is confirmed in the Bank's service treating the leave then as
maternity leave. The practice of holding such wages in Sundry Deposit Account
is now dispensed with. (CDO/P&HRD-IR/53/2013-14 dated 09.12.2013)

7.6.1 SANCTION OF EXTRA ORDINARY LEAVE IN CONTINUATION OF

MATERNITY LEAVE (CDO/P&HRD-IR/10/2011-12 DATED13.04.2011)

Extra-ordinary leave on loss of pay may be granted to female employees, in

continuation of maternity leave provided-
(i) When no privilege leave is due to her and when having regard to her length
of service, sick leave is not considered justified by the authority empowered
to grant leave.
(ii) Such leave may be sanctioned when applied for in continuation with the
Maternity leave and for the reasons of:
(a) Post-natal care/rearing of newly born child etc. or
(b) On health ground of the lady employee supported by satisfactory
medical certificate.
(iii) Subject to any other rule, such leave may be granted in combination with
or in continuation of any kind of leave.
(iv) Extra-ordinary leave on loss-of-pay may not be granted for more than360
days during the entire period of service. Such leave may not be availed of
for more than 180 days at a time.
(v) Sanction of such Extra-ordinary leave should be done after critically
examining merit of each case and decision to be taken on case-to-case basis.
(vi) No pay and allowances are admissible during the period of extraordinary
leave and the period spent on such leave does not count for increments. The
effect of such leave is to permanently postpone the dates of all future
increments falling due in the employee’s salary by a period equal to the
period of such leave.
(vii) Such leave will also not be counted for pension and seniority of the
employee will be affected to the extent of such leave granted to her.
(viii) Whenever extraordinary leave on loss of pay is availed by/granted to an
employee, suitable noting should be made in the service sheet of the

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 employee to enable the concerned controlling authority to take proper care
thereof while releasing next annual increments.
(ix) All other instructions relating to Extra-ordinary leave shall be applicable
in such cases.

7.7 PATERNITY LEAVE

With effect from the 1st June 2015, male employees with less than two
surviving children shall be eligible for 15 days Paternity Leave during his
wife’s confinement. This leave may be combined with any other kind of leave
except Casual Leave. The leave may be availed upto 15 days before or upto
6 months from the date of delivery of the child.

Note: Paternity Leave as above shall be allowed to employees with upto two
surviving children for legally adopting a child who is below one year of age.
(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)

7.8 BEREAVEMENT LEAVE

(e-Circular No. CDO/P&HRD-PM/75/2017-18 dated 28.12.2017)
Our Bank has been a pioneer in adopting best HR practices. Employees in the
Bank are eligible for leave of various kinds as per Service Rule/ Condition. In
this context, provision for Bereavement Leave for employees, has been
engaging our attention. Accordingly, to retain and improve our position as one
of the best organisation to work for, it has been decided by the competent
authority, to introduce special leave in the form of “Bereavement Leave”.

Bereavement Leave is a paid leave granted to an employee on loss of family

member. This kind of leave allows employees to spend time with their families
in their hour of crisis and grief. On death of an immediate relative an employee
is required to make arrangements for and attend the funeral and other rituals.
The employee also needs some time to cope with the loss of a family member.

The salient features of the “Bereavement Leave” would be as under:

a. The “Bereavement Leave” will be extended on the demise of a family

member of the employee. For the purpose of the Bereavement Leave, the
expression ‘family’ of an employee shall be limited to following members,
irrespective of being dependent or not:
i. Spouse of the employee
ii. Children of the employee
iii. Parents of the employee and
iv. Parents-in-law of the employee
b. This leave is proposed to be for a maximum period of ‘Seven Days’ at each
instance. Intervening holidays will form part of the Bereavement Leave.

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 c. The entire period of Bereavement Leave will have to be completed ‘at a
Single Instance’ ‘within a maximum period of Fifteen Days’ from the date
of demise of family member.
d. The leave, if not taken within the stipulated period, will lapse. There will
not be any provision for carry over or extension of leave beyond the period
stipulated above.
e. It will be available to all categories of Permanent Employees/ Officers/
Permanent Part Time Medical Officers. Employees on contract basis will
also be covered.
f. Competent Authority to sanction Bereavement Leave will be same as that
of granting Privilege Leave.

7.9 Sabbatical Leave

A. Sabbatical Leave to the Women Employees of the Bank

(Circular No.: CDO/P&HRD-PM/54/2013 –14 dated 9th December 2013)
B. Sabbatical Leave to Single Men Employees
{Circular No. CDO/P&HRD-PM/77/2013–14 dated 3rd March 2014}

On the basis of the recommendations of the Khandelwal Committee, Government of

India, Ministry of Finance, Department of Financial Services, has conveyed their
approval for introduction of the provisions for sanction of sabbatical leave to the
women employees of all Public Sector Banks.

2. In this context, the Executive Committee of the Central Board in its meeting dated
the 28th November, 2013 after due deliberation has approved introduction of the
provisions for sanction of sabbatical leave to the women employees in our Bank and
Executive Committee of the Central Board in its meeting dated the 20 th February 2014
has approved extension of the provisions for sanction of sabbatical leave to the Single
men employees (with children and / or aged parents) in our Bank on the following
terms:
i) a. Women employees shall be eligible for sabbatical leave up to 2 years during
their entire career for reasons such as medical ground, care of family members
or children, higher studies, visit to spouse.
ii) b. “Single men” will mean male employees in the Bank who are un-married,
widower or divorced. & Provision for sanction of Sabbatical Leave will be
available to the Single man employee of the Bank for taking care of children
and/or aged parents.
iii) The employee applying for leave should have put in a minimum of 5 years of
service. The authority structure for sanction of such leave will be as detailed in
above circular. Sabbatical leave before completion of 5 years of service may be
sanctioned only in exceptional circumstances by the competent authority as
detailed in above circular.
iv) The sabbatical leave shall be taken for at least 3 months at a time and the leave
shall not be taken more than once in a financial year.

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v) The sabbatical leave shall be without pay, salary, allowances, perquisites and
any other consequential monetary and non-monetary benefits. No increment
shall be earned during the sabbatical leave and the employee will rejoin at the
same stage of pay as was existing at the time of her availing the sabbatical leave.
The period of leave will not be counted for the service eligibility. Accordingly, it
will be on loss of seniority and will not be counted for pension, promotion and
other benefits. His/ her place of posting may change at the time of rejoining.
vi) The employees on sabbatical leave may be considered for promotion, provided
they fulfill the eligibility criteria for the next promotion.
vii) The sabbatical leave period shall not be counted as pensionable service and for
payment of gratuity / pension. For employees who are covered under State Bank
of India Employees Defined Contribution Pension Scheme (SBIEDCPS), it will
be the responsibility of the employee to contribute the minimum employee
contribution for continuation of the PRAN. No contribution will be made by the
Bank during the period of sabbatical leave.
viii) The employee shall not take up any employment / vocation /business / profession
elsewhere during the period of sabbatical leave.
ix) The Bank shall have the right to cancel the sabbatical leave granted to the
employee without assigning any reason and the said employee will have to rejoin
the Bank immediately once the leave is cancelled.
x) The sanctioning authority while considering the sabbatical leave of the
employee concerned may consider the administrative and other exigencies
before sanctioning the same.
xi) The employee concerned will continue to pay repayment instalments falling due
during the period of sabbatical leave for any loan / advances granted to him/her
by the Bank from own sources.
xii) The employee concerned will have to arrange for payment of income tax, etc.
falling due during the period of sabbatical leave.

Clarifications-
a. Sabbatical Leave will not be available to Part Time employees/ Contractual
employees/ Management Trainees, including Permanent Part Time Medical
Officers.
b. Sabbatical Leave can be sanctioned even when the employee is having Privilege
Leave in his/ her credit.
c. Clause of “dependent” is not mandatory in case of sabbatical leave, unless
otherwise specified in relevant Scheme (s).
d. The leave can be extended/ continued subject to prior approval of the competent
authority, before expiry of the current sanctioned period and fulfillment of
extant provisions in these regards and this will be counted as one occasion. The
sanctioning authority while considering/ extending the sabbatical leave of the
employee concerned shall continue to take into account the administrative and
other exigencies before sanctioning the same. The Bank shall have the right to
cancel the sabbatical leave granted without assigning any reason.
e. No request for resignation/ voluntary retirement will be considered by the Bank
until the officer joins his/ her duties after/ before expiry of sanctioned sabbatical
leave. The instruction for submission of an undertaking to the effect that in the
event of resigning from Bank’s service within one year from the date of rejoining

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 his/ her duties (after availing Sabbatical Leave), she/ he shall pay full lease
rentals/ commercial rent, in case of Bank’s leased accommodation/ Bank’s flat,
will continue.
(Circular No: CDO/P&HRD-PM/72/2015 – 16 dated 3rd December 2015)

C. GRANT OF SABBATICAL LEAVE TO DIFFERENTLY ABLED

EMPLOYEES & EMPLOYEES WHO HAVE DIFFERENTLY ABLED
DEPENDENTS
(Circular No.: CDO/P&HRD-PM/31/2015 – 16, dtd.10.07.2015)

Extension of the provisions for sanction of sabbatical leave to the differently

abled employees and those having differently abled dependents viz. children
and/or spouse in our Bank on the following terms:

(i) A differently abled employee and also an employee having differently abled
dependents viz. children and/or spouse (even though they are not financially
dependent) shall be eligible for sabbatical leave up to 2 years during his/her
entire career for the reason of self-care or taking care of children and/or spouse.

(ii) The word ‘differently abled’ would mean and include the following:
a. Blind or low vision; b. Hearing impairment;
c. Locomotor disability or Cerebral Palsy; d. Leprosy cured;
e. Mental retardation; f. Mental illness,
g. Multiple disabilities.
(iii) For the purpose of ‘differently abled’ dependents, the employee would need to
produce copy of the disability certificate, issued by the designated authority, in
respect of his/her differently abled dependents to the Bank.
(v) The sabbatical leave shall be without pay, salary, allowances and any other
consequential monetary and non-monetary benefits. However, they may be
extended the benefits of reimbursement of medical expenses in respect of self
and/or family members as available while in service except in those cases where
the leave is granted for joining spouse posted abroad. Further, the employees,
staying in Bank’s Quarters / Leased Accommodation, going on sabbatical leave
may retain such accommodation at Bank’s cost subject to his/her submission of an
undertaking to the effect that in the event of resigning from Bank’s service within
one year from the date of re-joining his/her duties (after availing such leave),
he/she shall pay full lease rentals/commercial rent, in case of Bank’s flat. Where
sabbatical leave has been sanctioned under spouse joining facility the concerned
employees will have to either vacate such accommodation or alternatively bear
commercial rent for Bank’s Quarter / lease rental for leased accommodation.

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Clarifications:
Circular No. : CDO/P&HRD-PM/72/2015 - 16 ,December 03,2015
SL. ISSUES RAISED CLARIFICATION
1 a. Whether Part Time employees are Sabbatical Leave will not be available to Part
eligible for Sabbatical Leave Time employees/ Contractual employees/
b. How the service of Management Trainees, including Permanent
Permanent Part Time Medical Part Time Medical Officers.
Officer is counted to arrive at total
service in the Bank.
2 Whether Sabbatical Leave Sabbatical Leave can be sanctioned even when
can be sanctioned even when the the employee is having Privilege Leave in his/
employee is having Privilege Leave in her credit.
his/ her credit?
3 Whether family members (in case of Clause of “dependent” is not mandatory in case
women employees) denote all family of sabbatical leave, unless otherwise specified
members or only dependent family in relevant Scheme (s).
members/ children?
4 a. Whether request of an a. The leave can be extended/ continued
employee who is on sabbatical leave subject to prior approval of the competent
(already sanctioned), to continue/ authority, before expiry of the current
extend his/ her sabbatical leave sanctioned period and fulfillment of extant
further for period less than 3 months provisions in this regard and this will be
or more than 3 months during the counted as one occasion.
same year to be considered for The sanctioning authority while
sanction or not. considering/ extending the sabbatical leave
of the employee concerned shall continue to
take into account the administrative and
other exigencies before sanctioning the
same. The Bank shall have the right to
cancel the sabbatical leave granted without
b. The “year” mentioned in the
assigning any reason.
circular refers to financial or calendar
year or it means within next 12
b. There is no change in the definition of “year”,
months from the date of application.
which is Financial Year.
5. In case of resignation during No request for resignation/ voluntary
Sabbatical Leave, whether the retirement will be considered by the Bank until
concerned staff/ official have to rejoin the officer joins his/ her duties after/ before
duties or resignation can be processed expiry of sanctioned sabbatical leave.
while they are on leave.
The instruction for submission of an
undertaking to the effect that in the event of
resigning from Bank’s service within one year
from the date of rejoining his/ her duties (after
availing Sabbatical Leave), she/ he shall pay
full lease rentals/ commercial rent, in case of
Bank’s leased accommodation/ Bank’s flat, will
continue.

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 Circular No.: CDO/P&HRD-PM/69/2016 - 17 September 16,2016
i If yes, whether number of years Further, in case of Trainee Officers, period
of service to be reckoned for of service in Clerical Cadre may be treated
service eligibility in respect of as service period for the purpose of
Trainee Officers shall be from eligibility of minimum of 5 years of service
the date of joining the Bank or for Sabbatical Leave. However, they will be
eligible for Sabbatical Leave only after
from the date of promotion as
their confirmation.
Officer?
ii. a. Whether Sabbatical a. There is no restriction on acceptance of
Leave already sanctioned can be employee request for cancellation of
cancelled? sabbatical leave sanctioned by the Bank
even before expiry of the sanctioned leave
duration/ minimum period of three months.
b. Whether Sabbatical
Leave once sanctioned/ availed b. Sabbatical Leave once sanctioned,
of, can be converted into though can be cancelled, cannot be allowed
to be converted into any other kind of leave,
Maternity Leave, Medical Leave
thereby requiring restoration of financial,
or any other kind of leave
seniority and promotional benefits.
subsequently?

7.10 SPECIAL LEAVE OF VARIOUS KINDS

7.10.1 For Ex-Servicemen
Absence for attending Republic Day Parade etc. by ex-servicemen
An ex-serviceman employee, who is requested by his parent Defence
organisation to take part in marching contingents and training/practice camps
for Republic Day march past, Independence Day celebrations, etc. may utilise
the leave available to his credit. It would not be in order to grant Special Leave
to ex-serviceman employees on such occasions.
7.10.2 For Disabled ex-servicemen
Special casual leave upto a maximum of 15 days in a financial year including
transit time both ways, may be granted to the disabled ex-servicemen employees
of the Bank to enable them to appear before the Medical Resurvey Board for
assessing their disability pension or to go to the Artificial Limbs Centres for
replacement of the artificial limb(s). Such leave may be granted only on
production of Medical discharge certificate from the authorities concerned.
Special casual leave, as above, will be sanctioned by the following:
Employees working at branches under the Dy. General Manager (B&O)
control of Admin Office and at Admin Office
Employees working at branches under the Dy. Gen. Manager
control of Dy. Gen. Manager
Employees working at L.H.O. Dy. General Manager &
CDO

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7.10.3 Leave to Bank guards for army training

A Bank guard who is a reservist in the Indian Army shall be permitted to

attend periodical training courses conducted by the Army Authorities. The
period of the training course should be treated as on duty.

7.10.4 BLOOD DONATION

An employee donating blood at the Recognised Blood Bank of a hospital may,

on production of a certificate to that effect, be granted special casual leave for
the day on which he donates blood. Special casual leave for donation of blood
should not be granted on any day subsequent to that on which blood is donated.

7.10.5 FAMILY PLANNING SCHEME

SETTLEMENT DTD. 31.3.1967 PARA 9.22 & 9.26 OF DESAI AWARDS)
Special Casual Leave is admissible to all employees who undergo sterilization
operations to the extent indicated below:
i. Special casual leave not exceeding 7 working days to male employees who
undergoes sterilisation operation (Vasectomy)
ii. Special leave not exceeding 14 working days to eligible female employees who
undergo puerperal/non-puerperal tubectomy operation.
iii. One day’s special leave to female employees who had IUD insertions.
iv. Further, special leave of seven days to male employees whose wives undergo
non-puerperal tubectomy operation may be granted special leave upto seven
days subject to the production of a medical certificate from the doctor who
performed the operation to the effect that the presence of the employee is
essential for the period of leave to look after the wife during her convalescence
after operation.
v. Special leave is also granted to an employee developing post sterilisation
complications to cover the period for which he/she is hospitalised for a post
operation complication on production of certificate from the concerned hospital
authorities.
The above facility will be subject to the following conditions:-
a. Sundays, Holidays, weekly off falling within the period of special leave will be
treated as part of special leave.
b. The special leave for the purpose may be suffixed or prefixed either to privilege
leave or to casual leave and not to both. The intervening holidays and / or
Sundays may be prefixed or suffixed to the privilege leave, as the case may be.
c. The sterilisation operation must be conducted, and certificate issued to that
effect by an authorised competent authority of the hospital or under the

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 Central Government Health Scheme. Employees who have undergone the
operation at private nursing homes or by private doctors specifically
authorised by the Government to conduct family planning operations and are
otherwise eligible may also be paid lumpsum incentive if the controlling
authority is satisfied with the genuineness of the claims and the certificates
are authenticated by the Bank’s authorised doctors.
d. The employees should have two or three living children and should be within
the reproductive age group, i.e., he should not be over 50 years of age and his
wife should be between 20 and 45 years of age. In case of a female employee,
she should not be above 45 years of age and her husband should not be over 50
years of age.
e. Sterilisation operation may be undergone either by the employee or his/her
spouse.
f. The facility is also applicable to permanent part-time employees of the Bank
whose working hours are not less than 6 hours a week. The facility is also
applicable to a temporary employee.

7.10.6 OFFICE-BEARERS OF UNION / ASSOCIATION

As per the said provision in the 8th Bipartite Settlement, Special Leave will be
allowed to certain employees for attending meetings and conferences of trade
unions of bank employees as provided below:
A. Principal Office Bearers of All India Workmen Unions /
Associations subject to a maximum of:
Up to 21 days
a) 20 such members in the case of Unions having more than 25%
in a Financial
membership
#
b) 15 such members in the case of unions having less than 25% year
membership
B. Central Committee members of All India Workmen Unions /
Associations subject to a maximum of: Up to 17 days
a) 40 such members in the case of unions having more than 25% in a Financial
membership # year
b) 30 such members in the case of Unions having less than 25%
membership
C. Office Bearers of the Executive Committee of the State or Regional
level units of All India Workman unions / Associations subject to a Up to 7 days
maximum of : in a Financial
a) 20 such members in the case of Unions having more than 25% # year
membership
b) 15 such members in the case of Unions having less than 25%
membership

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 Such office bearers are to be nominated by the All India Workmen Unions/
Associations.
Special / additional / special casual leave of 18 days in each Financial # year will
be granted to the eligible office-bearers of the Union on the following basis:
i) It should be for the purpose of attending Union’s Federation’s meetings
/conferences.
ii) Weekly and other holidays may be allowed to be suffixed, prefixed or added in
between without any restriction on the total number of days, provided the
entire period of absence is connected with the said meetings/ conferences.
iii)Privilege leave or any other kind of leave, except casual leave, should not be
allowed to be suffixed/prefixed to the special casual leave.
# As per HR/IR/RKS/1420 dated 10.09.2018, for operational convenience, the

periodicity for sanction of Special casual leave to Office Bearers of

Federation/ Association has been shifted from Calendar Year basis to
Financial Year basis w.e.f. FY 2018-19 onwards.

7.10.7 QUARANTINE LEAVE

In case an employee is absent from duty on account of quarantine, the Bank
may, at the request of the employee, treat such absence upto a maximum of
3 months as privilege or sick leave if such leave is otherwise permissible.

7.10.8 Special Casual Leave to Join Auxiliary Police Organization

The Bank may permit an employee to join officially sponsored auxiliary police
organisation, such as the Home Guards, National Volunteers Corps, Prantiya
Rakshak Dal etc., provided he can be relieved without detriment to his official
duties subject to the following conditions: -

i) The period of training and duty as Home Guards etc., is treated as special
casual leave and he shall be permitted to receive in addition to his pay such
emoluments as the State Government may offer; and
ii) The Bank will not be responsible for any risks, injuries, damages or other
consequences arising out of or during the course of employment in the Home
Guards or the other Organisation.
iii) A suitable letter of undertaking from the employee absolving the Bank from
any liability for risks. injuries, damages etc. shall also be obtained and
forwarded along with his application to the controlling authority.

7.10.9 Special casual leave for training in St. John Ambulance

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 Special casual leave may be granted to employees who enroll themselves as
members of St. John Ambulance Brigade subject to the following conditions:-
The grant of permission should not interfere with the discharge of their
official duties.
i) If they are required to undergo the necessary training etc., during office
hours, their absence shall be treated as casual leave to the extent such leave
is due and to the extent such leave is not due, as special casual leave.
ii) That where employees are detailed for any special duties by the Brigade,
special casual leave not exceeding 3 days per annum may be allowed to them
to cover their absence.

7.10.10 RURAL SERVICE LEAVE

Rural service leave will be granted to employees to enable them to do
something in villages like survey of credit needs of rural households, etc., as
under:
(a) Short leave of one or two days at the rate of one day per month may be granted
to an employee working at a rural branch, to enable him to encourage himself
in constructive activities like helping a school in teaching adults or to help a
community service unit to organise a function or small co-operative society of
Tribal to maintain their accounts or to work in any social service organization
etc. at the station where he is working or in a nearby village, preferably
adopted by the Bank.
(b) Employees working at branches faraway from rural areas may be granted a
maximum of 6 days rural service leave at a time at the rate of one day per
month, once n six months which may enable them to do something constructive
in a village such as survey of credit needs of rural house-holds, help the village
panchayat in preparing proposals for getting assistance from the Bank, etc.
(c) The terms and conditions for sanction of the above leave are as under:
i. Not more than one employee at branches with total strength of employees
upto 30 and not more than two where it is more than 30, will be granted
leave at a time.
ii. The selection of the employee(s) will be by consensus and recommendations
sent to the AGM concerned once in 6 months for sanction. At larger
branches, leave will be sanctioned by the Dy. General Manager concerned,
while at the Local Head Office and Regional Office the leave may be granted
department wise on the same basis, by the General Manager or the Dy.
General Manager concerned, as the case may be, on specific
recommendations of the Departmental Heads.
iii. Application for leave should furnish full details of the work proposed to be
undertaken and the address at which the employee could be contacted.

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 iv. On resuming regular duties, the employee concerned should submit a report
on the project undertaken by him to the Branch Manager or Departmental
Head. A quarterly report of all such cases should be submitted to the
Controlling Authority.
v. Rural Service Leave may be prefixed or suffixed to or combine with Sundays
and holidays but should not be availed of in combination with any other
leave.
vi. An employee shall not be eligible for halting allowance and/or travelling
expensed, while on Rural Service Leave.

7.10.11 Special Casual Leave- Election work

Employees who have been requisitioned for election duties by State Authorities
are required to perform their duties as citizens of the country and as such there
is no case for granting compensatory leave or any other facility in lieu thereof.

7.10.12 Special Casual Leave for exercising franchise in an election

In respect of the parliamentary or assembly elections even though the Central
or Central or State Government have advised granting of special casual leave
to their employees for exercising franchise; unless the election day is declared
as a holiday under the Negotiable Instruments Act, it would suffice if the
employees are given time off, if they so request to cast their votes. To facilitate
such an arrangement, some of the concerned employees may be permitted to
report later after casting their votes and the remaining may be permitted to
leave early for this purpose.

Every eligible voter is entitled to be registered on the electoral rolls of a

constituency in which he ordinarily resides. It may happen in some cases that
a bank employee residing and enrolled as a voter in a particular place /
constituency may be posted in a branch/office located at some other place. In
such cases, the individual employee may be granted special casual leave for
full or part of the day of polling if his branch / office does not happen to be
closed on the particular day to enable him to exercise his franchise after
obtaining the following undertaking. However, no special leave shall be
granted for the period of journey between the place of posting to the place
where the election is being held and back.

I……......................................................... Designation ........................……........

resident of .............................................................................................………….
..............................................................................................................……….….

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 hereby declare that I am a regular resident and/or a registered voter of the
Parliament and State Assembly Constituencies in the State and have
actually cast my vote on

Signature: ...........…...............
Date: ...........................

Election to state legislature councils from graduates constituencies

Employees who are university graduates and bona fide voters in the elections
to the state legislature councils from graduates’ constituencies are eligible for
special casual leave for the day of election to enable them to exercise their
franchise.
7.10.13 SPECIAL LEAVE FOR CIVIL DEFENCE WORK

Permission to join Civil Defence organisation and grant of Special Casual

Leave for attending civil defence duty / training Permission to join Civil
Defence organisation can be granted provided normal period of training is
outside office hours. However, in an emergency if an employee who is enrolled
as a member of Civil Defence Corps is required under the provisions of Civil
Defence Act / Rules / Regulations 1968 to perform any duties including training
during working hours, the period of such absence can be treated as Special
Casual Leave. In case it is felt that such absence is fairly long, and the Bank’s
work will suffer, the matter may be taken up with the appropriate authority to
restrict the period of such deputation to a limited period. The authority
structure for grant of Special Leave for the purpose will be as under:
i) For award staff, in the Circle: Circle General Manager
ii) For award staff working in Central Office establishments - CGM (HR)

7.11 ABSENCE OF EMPLOYEES

7.11.1 DURING STRIKE / AGITATION ETC.
If there is a call for strike given by any Union of Bank Employees and an
employee remains absent on the strike day he should be deemed to be on
strike and his wages for the day should not be paid on the principle of ‘No
Work No Pay’, in addition to any action the management may like to take
as per the Service Rules.

If on the day of strike, a particular office of a bank remains locked, the

absence of employees who were not on strike should be regularised as special
casual leave by an authority not lower than the Deputy General Manager
subject to fulfilment of following conditions: -

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 a) If the employee is a member of the union which has given a call for strike, he
should advise the bank in writing before the strike day that although he is a
member of the union which has given a call for strike, he has no intention to
go on strike.
b) A letter by the employee, even if he is covered by (a) above stating that he was
not on strike and he had come to attend the office in the usual manner but
could not do so as all the doors were locked.
c) If it is established that even one or two employees were able to enter the office
and the doors were opened any time before the close of business hours, special
leave should not be given to those who did not enter the office.
d) In terms of Fifth Bipartite Settlement, Watch and Ward staff have been
exempted from participating in strike / work stoppages.

Note: There have been instances, where employees (particularly office

bearers / activists of unions / associations) had taken leave on one pretext or
the other to participate in strike / dharna / agitation organised either at the
same centre or elsewhere. In this connection, we advise that if an employee
applied for leave for participation in dharna, strike etc., it should not be
granted.

Further, where an employee has already been granted leave and it

subsequently comes to the knowledge of the Bank, that he had not utilised
the leave for reasons stated in his leave application (but had utilised it for
participating in the dharna etc.) he should be advised that the leave
obtained by him on false grounds but in reality, for participating in strike
or dharna is treated as cancelled and his absence for the day is treated as
unauthorised, he should not be paid salary and allowances for such
unauthorised absence, without prejudice to the Bank’s right to take
disciplinary action against him.

7.11.2 Appearing for test and interview for promotion to Clerical Cadre

When a messenger is required to appear at a Branch/Office other than his

own, for test and interview for promotion to clerical cadre or as Record
keeper-cum- cashier, he shall be granted duty leave for the purpose and shall
be reimbursed with travelling expenses, if any, incurred by him in that
connection.

7.11.3 Appearing for test and interview of appointment as Probationary

Officer

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 When an employee is required to appear for test and interview for selection
as Probationary Officer, he is not granted any special leave.

7.11.4 UNAUTHORISED ABSENCE

In terms of Clause (p) of Bipartite Settlement dated the 10th April, 2002,
unauthorised absence for a period exceeding 30 days will be treated as
“Gross Misconduct”. As a result, the procedure for disciplinary action for
gross misconduct should be initiated in respect of employees remaining
unauthorised by absent for a period exceeding 30 days. Specimen of Memos
to be addressed to the employees for unauthorized absence are given in
Annexures.

Where unauthorised absence is frequent, suitable action in terms of the

provisions of rules governing the service of the employee should be initiated
with the approval of the controlling authority.

7.11.5 HOLIDAYS FOR WATCH AND WARD STAFF

The members of the watch and ward staff shall be given, on days convenient
to the Bank, as many number of days declared as public holidays by the
respective State Governments under the Negotiable Instruments Act, 1881
for that year.

7.11.6 DUTY LEAVE - DEPARTMENTAL ENQUIRIES

An employee of the Bank when permitted to defend another employee of the
Bank in a departmental enquiry in terms of Clause 12(a) of the Bipartite
Settlement dt. 10.04.2002 will be relieved on duty leave.

7.11.7 SPECIAL LEAVE: CONCILIATION PROCEEDINGS

No special leave is granted to an employee for representing another
employee of the Bank in conciliation proceedings at a station other than the
one where he is stationed.

No duty leave is granted to employees to attend conciliation proceedings

even for a part of the day; but may be granted any other leave to their credit
as per the rules laid down by the Bank for the purpose.

7.12 ABSENCE OF EMPLOYEE FOR PART OF THE DAY

Wherever employees without prior permission of the management go on
agitation on any form during office hours, they will have to be treated as
having committed breach of contract of service and principle of ‘No Work No

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 Pay’ should uniformly apply subject to the decision of court if any. Even
where an employee is in breach of his contract for part of the day, he will
not earn wages for the full day subject to the condition that the Bank does
not acquiesce in the breach by taking work from such employee for the rest
of the day. In such a case, care should be taken to give an intimation to the
employees sufficiently in advance, through a notice which may be displayed
or circulated, that no further work is expected of them for the rest of the day.

In a ‘No Work No Pay’ situation, the question of deduction of wages does not
arise as the employees have not earned wages, as normal work in the normal
manner in accordance with the contract of employment which is a condition
precedent for earning wages has not been satisfied. The Bank should also
ensure that appropriate adjustments are made at the time of disbursing the
salary for that month.

7.13 SPECIAL LEAVE FOR EMPLOYEES–OUTSTANDING

PERFORMANCE IN VARIOUS CULTURAL ACTIVITIES
(NBG: HRD:21:1996-1997)

The special leave may be granted to our staff members participating in

cultural events at the National/Regional level. The outstanding performers
in the field of classical music, classical dance, stage acting, painting and
literature may be granted special leave on the following conditions:
i. The event should be a recognised one at National / Regional level.
ii. There should be official invitation from the organisers.
iii. The leave, depending on the event, should not exceed 7 days including
time used for travel to and from.
iv. The employees will not be eligible for any other monetary benefits or time-
off facility for practice.
v. The leave should be treated as non-cumulative special leave.
vi. An individual employee may be granted such non-cumulative leave upto
7 days at any one instance and not more than 30 days in a year. Maximum
entitlement of an employee during his/her entire career will be 300 days.
The competent authority for sanctioning the special leave will be the Chief
General Manager (HR) at Corporate Centre.

7.13.1 SPECIAL LEAVE FOR PARTICIPATION IN PRIZE GIVING/

AWARD FUNCTIONS
(E-Circular No.: CDO/P&HRD‐IR/70/2014 ‐ 15 January 12, 2015)

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 Special Leave may be sanctioned to employees for their participation in
prize giving / award ceremony when they are invited by the institutes
recognized by the Bank for their excelling in the courses recognized by the
Bank for e-learning on the same terms & conditions as applicable in case of
participation in cultural activities. The other terms & conditions are as
under:
i. The e-learning courses of other institutions & Certificate courses
/institutions should be recognised in our bank for e-learning purpose.
ii. The event should be recognised one at National/Regional Level.
iii. There should be official invitation from the organisers.
iv. The leave, depending on the event, should not exceed 7 days including time
used for travel to and from.
v. The employees will not be eligible for any other monetary benefits or time-
off facility for practice.
vi. The leave should be treated as non-cumulative special leave.
vii. An individual staff / Officer may be granted such non-cumulative leave upto
7 days at any one instance and not more than 30 days in a year. Maximum
entitlement of an employee during his/her entire career will be 300 days.
2. Chief General Manager (HR) at Corporate Centre will be the authority to
sanction such special leave.

7.14 SPECIAL CASUAL LEAVE TO EMPLOYEES WITH DISABILITIES

(CDO/P&HRD/PM/63/2018 – 19 dated 14.12.2018)
In terms of Government of India guidelines, a provision of Special Casual
Leave for 4 days in a year is to be granted for the employees with disabilities
for specific requirements relating to disabilities of such employees.
The Executive Committee of the Central Board of the Bank in its meeting
held on 5th December 2018 has accorded approval for extending the facility
of 4 days Special Casual Leave to the employees with benchmark disability
in line with Government of India instructions.

The salient features of the Special Casual Leave facility are as under:

i Employees with benchmark disabilities, may be granted up to maximum

of four (4) days special casual leave during the year, for specific
requirements relating to the disability of the employee only.
ii The leave shall be available to the employee at the beginning of the FY.
The employees retiring during the year will also be eligible for the 4 days
special leave.
iii This leave will be in addition to the other existing leaves as available in
the Bank.

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 iv The leave shall not be granted in combination with any other kind of leave.
Leave may be suffixed or prefixed to holidays.
v The leave, if not taken within the Financial Year will lapse. There will not
be any provision for carry over or extension of leave beyond the year.
vi Competent Authority to sanction Leave will be same as that of granting
Casual Leave.
vii Availing of such leave will not be treated as break in service for
superannuation benefits, seniority, or promotion.
viii The provisions will be effective from the date of approval.

7.15 GENERAL INSTRUCTIONS

a. An employee who desires to obtain leave of absence, other than casual leave,
shall apply in writing to the Branch Manager or any other officer authorised
for the purpose. Such application for leave shall be made not less than one
month before the date from which the leave is to commence, except in urgent
cases for unforeseen circumstances including illness when it is not possible to
do so. The Branch Manager or the officer authorised for the purpose shall
issue orders on such application as soon as practicable and in cases of an
urgent nature immediately. If the leave asked for is granted, an order
showing the date of commencement of the leave and the date on which the
employee will have to resume duty shall be issued to him. An employee, before
proceeding on leave, shall intimate his address while on leave and shall
inform of any change therein during the course of leave.

b. If an employee, after proceeding on leave, desires extension thereof, he shall

make an application in writing to the Branch Manager or Officer authorised
for the purpose. Such application shall state the full postal and telegraphic
address of the employee and shall be made in sufficient time to enable the
management to consider the application and send a reply to him before the
expiry of the leave desired to be extended. A written reply either of the grant
or refusal or extension shall be sent to the employee at the address given by
him if such reply is likely to reach him before the expiry of the leave originally
granted to him.

c. If the leave is refused or postponed, the reason for the refusal, or

postponement, as the case may be, shall be mentioned in the order, and a copy
of the order given to the employee.

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 d. No leave or extension of leave shall be deemed to have been granted unless
an order to that effect is passed and communicated to the employee
concerned.

e. Leave of all kinds cannot be claimed as a matter of right. When the exigencies
of service so require, discretion to refuse or revoke leave of any description is
reserved to the authority granting it, and an employee already on leave may
be recalled when considered necessary in the interests of the Bank.

f. When an employee is called back from leave, the bank will pay his travelling
expenses to and from the place where he was spending his holiday. The
employee will also be entitled to claim travelling expenses of his spouse and
children and dependent parents having no independent source of income
provided they have accompanied him while going to such place or have gone
to such place within a week of his going there and have accompanied him
whilst returning from such place or have returned to the place of work within
a week of his return to that place.

g. Public Holidays (that is Bank Holidays under the Negotiable Instruments

Act) other than Sundays and 2nd & 4th Saturdays shall not be prefixed or
suffixed to any leave without obtaining prior sanction of the competent
authority. An employee who overstays his leave (except under circumstances
beyond his control for which he must tender a satisfactory explanation) shall
not be paid his pay and allowances for the period he overstays and shall
further be liable for disciplinary action.

h. Leave earned by an employee lapses on the date on which he ceases to be in

service. Where an employee’s services are terminated owing to retrenchment,
he shall be paid his pay and allowances for the period of privilege leave at his
credit.

i. Unless he is permitted to do so by the competent authority, an employee will

not be entitled to return to duty before the expiry of the period of leave
granted to him.

j. The first day of an employee’s leave is the working day succeeding that upon
which he hands over charge. The last day of the employee’s leave is the
working day preceding that upon which he reports his return to duty

k. An employee on leave shall, unless otherwise instructed to the contrary,

return for duty to the place at which he was last posted.

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 l. Unauthorised absence without intimation continuously for a period exceeding
30 days would be deemed as a “Gross Misconduct” in terms of Clause 5(p) of
Bipartite Settlement dt.10.04.2002.

m. Absence without leave or overstaying sanctioned leave without sufficient

grounds would be deemed as a “Minor Misconduct” in terms of Clause 7(a) of
Bipartite Settlement dt.10.04.2002.

n. The Competent Authority may require an employee who has availed himself
leave for reasons of health to produce a medical certificate of fitness before he
resumes duty even though such leave was not actually granted on a medical
certificate.

o. Leave may not be granted to an employee under suspension or against whom

proceedings are pending.

p. A financial year means the period 1st April to 31st March each year. Part
time employees are at par with full-time employees in matter of leave rules.
(All part time employees in the service of the bank as on 31.12.05, drawing
scale wages and fixed wages have been converted into full scale of pay by
01.04.06, they will be governed by the same terms and conditions applicable
for full time scale of wages staff in subordinate cadre.)

q. The term ‘pay’ wherever it occurs means the aggregate of

i) Basic Pay;
ii) Dearness Allowance;
iii) House Rent Allowance;
iv) Special and other Allowances, if any, (but excluding special allowance drawn
as locum-tenens and officiating allowance if any) which the employee would
have drawn had he been on duty.

7.16 Observance of Leave Rules

The practice of employees exhausting the annual quota of casual leave within
the first few months of the financial year and thereafter availing themselves
of privilege leave without prior permission and without regard to the number
of times such leave is availed of is highly irregular. Branch Managers should
adopt the following course of action in dealing with such cases.

a) An employee who exhausts all his casual leave should be advised promptly
that he has exhausted all the casual leave and that he can avail himself of

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 privilege leave, if any, at his credit only in accordance with the Bank’s rule.
(Annexure)
b) If the employee subsequently avails himself of leave without prior sanction, he
should be advised in writing. (Annexure)
c) If he repeats such action, he should be advised in writing to desist from such
irregular practice and also advised that his absence will be treated as
unauthorised and that he would not earn wages for the unauthorised absence.
(Annexure) However, if the Branch Manager is satisfied that the failure of the
employee to obtain prior permission is not on genuine grounds and is a
deliberate attempt to defy the authority, his absence should be treated as
unauthorised and, the procedure outlined in sub para (d) below will have to be
followed.
d) If the employee does not pay heed to these advice and absents himself again
without prior sanction, the absence should be treated as unauthorised and on
loss of pay and the matter reported to the Controlling Authority for appropriate
disciplinary action against him after calling for an explanation from the
employee. (Annexure).
e) Some employees may submit medical certificate in support of their absence. If
the Branch Manager has reason to believe that the medical certificates are not
genuine, the employee may in consultation with the controlling authority be
subjected to an examination by a Medical Board consisting of the Bank’s
Authorised Doctor/Medical Officer, specialist in the field and a physician of
repute.
f) Wherever the provision of any law applicable to any place are in conflict with
the provisions contained in this Chapter, the provisions of law should be applied.

7.17 ABSENTEE REGISTER

An ‘Absentee Register’ should be maintained on the lines of the format given
at Annexure which should be completed each day morning at a stipulated time
so as to have a full control over the absence of the staff and a proper accounting
of their leave. The job of ensuring that the leave is accounted for leave
applications are called for wherever these are not forthcoming, should be
undertaken by the Branch Managers of small branches themselves or
Managers of Divisions or by any other member of the supervising staff at large
branches / departments at administrative offices. This register should be
scrutinised by the controlling authorities visiting the branches periodically and
Deputy General Managers / Managers of large branches with a view to
ensuring proper maintenance. Absence of both officers and award staff should
be recorded in this register. Whenever an employee overstays his leave, proper
notice should be sent, and action taken in terms of service rules. Employees

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 who abstain in an unauthorised manner should not be allowed to join duty
except under the specific order of the controlling authority.

7.18 ABSENCE OF EMPLOYEES

Occasions may arise when employees are unable to attend office on account of
curfew etc. at the place of their residence or at the place of work. The standing
guidelines to be followed in the matter of absence of employees on account of
bundhs / curfews etc. are as under: -
7.18.1 Curfew in residential area: Special Leave
When curfew is imposed during entire working hours:-
If a branch remains closed on account of curfew order imposed during the entire
working hours of the branch, the employees who are unable to attend on that
day, should be treated as on special casual leave.

7.18.2 When curfew is imposed for a part of the working hours

If curfew is imposed only for a part of the working hours, the employees who
attend office during the non-curfew part of working hours should be treated as
having attended for the full day. The absence of those employees who do not
attend during the non-curfew hours should be adjusted against their
appropriate leave account.

7.18.3 Where the Branch / Office remains open

Where an employee is not able to attend the office on account of imposition of
curfew either at the place of residence or at the place which falls on the way to
the Branch/ Office, the absence could be treated as special casual leave. Special
casual leave should be permissible only if it is physically impossible for the
employee to report for duty. No special leave should be given if it is possible for
him to reach the Office by a circuitous route avoiding curfew bound area or if
special permission has been given by the Government authorities to move
through the curfew bound areas for to and for journeys to the Branch/ Office, on
production of identity cards etc. This would not, however, cover the absence on
account of bundhs etc. which would be governed by the guidelines issued from
time to time.

7.18.4 Absence on account of natural calamities or civil commotion or any

other cause beyond the control of the Bank.
The absence of employees due to above causes should be treated as under: -

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 i. If the closure of the Bank is necessitated by reasons of natural calamities such
as fire, rains, deluge or civil disturbances such as riots or any other cause
beyond the control of the Bank, only appropriate leave including casual leave,
but not special casual leave, should be granted to Bank employees in terms of
Paragraph 511 of the Sastry Award. Absence of employees due to bundh,
morcha, strike, rail / Rasta roko, etc., organised by various political / religious
and other parties unconnected with the Banking industries.

ii. In all cases where the Bundh, etc. is supported/co-sponsored or actively

assisted by bank employees or their affiliated Union/Association action should
be taken against employees who absent themselves from duty by effecting
‘Wage-cut’ on the basis of the principle ‘No work no pay’ in addition to any
action the management may like to take as per the service rules.

iii. In all cases where the Bundh etc. is not supported/co-sponsored or actively
assisted by bank employees or their affiliated Union/Association, if an
absenting employee gives a letter stating that he was not a member of any
Union / Organisation which gave a call for the Bundh etc. and he did not
participate in the Bundh etc., but was prevented from attending office due to
non-availability , disruption of transport facilities, physical obstruction or
other legitimate reasons, his appropriate leave account may be debited.

Note:
With effect from the 1/11/2020, Special Casual Leave may be granted to an
employee on occasions when the branch where the employee is working or the
place where the employee is residing is affected by curfew, riots, prohibitory
orders, natural calamities, floods, etc.
(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)

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 ANNEXURE

Shri/Smt/Kum. ........................
State Bank of India,
.................................

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

Dear Sir/Madam

We have to advise that you have exhausted 12 days of casual leave for this year as
on ..........................In terms of the leave rules governing your service, privilege leave
can be availed of only on four occasions in a year by an employee. Such privilege leave
cannot be availed of without prior sanction from the Bank and has to be applied for
well in advance. Please, therefore, note to refrain from taking leave without prior
sanction in future during the year. Please acknowledge receipt of this letter.

Yours faithfully,

Branch Manager / Head of Dept.

----------------------------------------------------

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 ANNEXURE

Shri/Smt/Kum. ....................................................................

Dear Sir/Madam

Please refer to our letter No .................. dated .................. Despite our instructions in
our above referred letter, we observe that you were again absent from duty without
prior sanction on .................. / from..................... to .................. Please note that
privilege leave cannot be availed of just as casual leave. You are, therefore, advised
once again to abide by the leave rules and not to absent yourself from duty without
our specific
prior sanction.

Yours faithfully,

Branch Manager / Head of Dept.

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 ANNEXURE

Shri/Smt/Kum. ....................................................................
Dear Sir/Madam

We refer to our letters No .................. dated ........................ in which we had advised

you to abide by the leave rules and to refrain from absenting yourself without prior
sanction.

2. We observe that you have again absented yourself on ................................... /

from................. to .......................... without our prior sanction, although you have no
casual leave at your credit, your absence is treated as unauthorised and accordingly
you are not entitled for any wages for this period. We would once again advise you
that you should, in your own interest, comply with the leave rules and not abstain
yourself from duty without the Bank’s prior sanction. If, however, you continue to be
absent unauthorisedly, we will have no alternative but to initiate appropriate
disciplinary action against you.

Yours faithfully,

Branch Manager / Head of Dept.

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 ANNEXURE

Shri/Smt/Kum. ....................................................................

Dear Sir/Madam

We refer to our letters No ......................... dated ............................

2. Despite our repeated instructions, you have again absented yourself from duty
on ..................... from .................. to ..................... without prior sanction, even after
exhausting your entire casual leave.

3. As you continue to contravene the leave rules despite our repeated advices/
instructions, we call upon you to submit your explanation as to why disciplinary
proceedings should not be initiated for your unauthorised absence.

Yours faithfully,

Branch Manager / Head of Dept.

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 ANNEXURE
RECOMMENDATIONS FOR GRANT OF SPECIAL LEAVE IN CONNECTION
WITH PARTICIPATION OF AN EMPLOYEE IN VARIOUS TOURNAMENTS

i) Name of the employee

(With designation) :

ii) Name of the game

(Recognised/Non-recognised) :

iii) Name of tournament

(Approved by Bank/IBA, etc.)

iv) Special leave sanctioned during the year

under the discretion of CGM of the Circle :

v) Total special leave availed during the year :

vi) Special leave applied for (date of

application, date of commencement
of tournament, number of days, etc.)

vii) Whether such application is received prior

to commencement of tournament; if not,
reasons therefor and action if any taken
in this regard :

Recommendations:

Branch Manager / Head Dept.

Dy. General Manager

Note:

i) Applications should invariably be routed through the Secretary, Circle Welfare

Committee of Circle concerned with his recommendations
ii) For tournaments outside the country the applications should accompany
approval of respective Sports Federation and Government of India.

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 ANNEXURE
MEMO REGISTERED A.D. POST

Shri/Smt./Kum.................................

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

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

UNAUTHORISED ABSENCE FROM DUTY

It is observed that you are absenting from duty unauthorisedly since ......................
2. You are, therefore, advised to report for duty within 30 days of the receipt of
this Memorandum and explain the reasons for your absence.

Branch Manager / Departmental Head

--------------------------------------

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 ANNEXURE

MEMO REGISTERED A.D. POST

Shri/Smt./Kum.................................

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

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

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

UNAUTHORISED ABSENCE FROM DUTY

Please refer to the memo No ......................... dated ................................ calling

upon you to report for duty. It is observed that you are continuing to be absent
from duty since ...........................

The above position is highly irregular and in contravention of the rules

governing your service in the Bank. You are therefore, hereby advised to report
for duty within 30 days of the date of this notice. If you fail to do so, you will be
deemed to have voluntarily vacated your employment on the expiry of this
notice, in which case you would also be liable to pay to the Bank 14 days*/one
month’s pay and allowances in lieu of the notice.

Branch Manager / Departmental Head

* In case of a probationer

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 ANNEXURE

REGISTERED A.D. POST

Shri .................................................
........................................................

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

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

UNAUTHORISED ABSENCE FROM DUTY

We advise that you are absenting from duty unauthorisedly since

....................... In this connection, please refer to the memorandum no.
.............................. dated ................... sent to you at your last recorded address
by registered A.D. post calling upon you to report for duty within 30 days of
that notice.

Now that you have failed to report for duty by ........................................... it is

deemed that you have voluntarily vacated your employment on
.................................. You are hereby called upon to pay to the Bank within 15
days of the date of this notice, 14 days/one month’s pay and allowances in lieu
of notice failing which that Bank will be constrained to file a suit for recovery
of the same without prejudice to its right to set off terminal dues and any other
amounts that may be due to you towards (part)* satisfaction of the amounts
you are required to pay to the Bank.

(* Delete when inapplicable)

Branch Manager / Departmental Head/Disciplinary Authority

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 ANNEXURE

ABSENTEE REGISTER

Date Name & Period Whether If not, date of Initial Remarks

Designation of application application
of Employee Leave for leave received for
received in leave
time received on
(1) (2) (3) (4) (5) (6) (7)

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 7.19 VACATION POLICY –
PROVISION FOR COMPULSORY LEAVE OF TEN WORKING DAYS
(e-Cir. No. CDO/P&HRD-PM/32/2015-16 dated 13.07.15, 67/2017-18 dated 07.12.17,
93/2019-20 dated 30.03.20 & 30/2021-22 dated 29.06.21, 83/2021 – 22 dated 31.01.2021
19/2022 – 23 dated 20 Jun 2022, and CDO/P&HRD-PM/48/2022 – 23 dated 4 Nov
2022)

A. REGULATORY GUIDLINES:
I. In terms of RBI Guidelines for “Mandatory Leave for Employees Posted in
Sensitive Positions or Areas of Operations” and the action points emerged from
the ‘Committee of Executives on High Value Frauds’, the Executive Committee of
the Central Board, in its meeting dated the 2nd July 2015 approved introduction
of
‘Vacation Policy’ in the Bank.
II. The RBI guidelines in the matter, issued vide Circular No. DBR.
No.BP.BC.88/21.04.048/2014-15 dated 23rd April 2015, are as under:
• As a prudent operational risk management measure, it is imperative that
employees posted in sensitive positions or areas of operations (viz.,
treasury, currency chests, risk modelling, model validation, etc.) are
covered under a ‘Mandatory Leave’ policy wherein such employees are required
to compulsorily avail of leave for few days (not less than 10 working days) in a
single spell every year, during their posting in such areas. The bank should
also identify such highly sensitive positions where the bank will, without any
prior intimation, advise the employee to be away from his desk for a specified
number of working days each year.
• While the employee is on ’mandatory leave’ or asked to be away from his desk
as above, it should be ensured that he does not have access to any physical or
virtual resources related to his work responsibilities, with the possible
exception of designation based corporate email.
• An exhaustive list of sensitive positions or areas of operations to be covered
under ‘mandatory leave’ and under ‘away from desk’ requirement, may be
decided as per the bank’s own policy duly approved by the Board of Directors
or Committee of the Board, and the incumbents of these positions should be
kept aware of the above requirements. Implementation of such policy would be
covered under Pillar 2 review of the Banks’ risk management system by the
Reserve Bank of India.
III. Subsequently, RBI has issued revised guidelines vide their letter no.
RBI/202122/70 dated 9th July 2021 on mandatory leave, whereby the employees
posted in sensitive positions or areas of operation need to be compulsorily sent on
leave for few days (not less than 10 working days) in a single spell every year,
without giving any prior intimation to these employees, thereby maintaining
element of surprise. The revised instructions were required to be complied within
six months from the date of the circular i.e. by 08th January 2022. A reference

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 was made to RBI on 09th November 2021 to revisit instructions related to
“Surprise element” considering the attendant practical operational difficulties
but RBI, vide their letter no. DOR.ORG.No. S2775/21.06.017/2021-22 dated 9th
December 2021 has advised that “the request cannot be acceded to as the ‘surprise
element’ is for the employee in sensitive position and not for the Bank. They
further advised that they have given freedom to the Banks to decide the list of
sensitive positions covered under mandatory leave requirements.”
IV. While the policy was last reviewed by the Central Board of the Bank in its
meeting held on 21.06.2021, in view of the RBI instructions and subsequent
clarifications, with the approval of vertical head, the revised guidelines with
respect to vacation policy was circulated vide e-circular no.
CDO/P&HRDPM/83/2021-22 dated 31st December 2021, effective from 01st
January 2022 and the list of sensitive positions circulated vide our e-circular no.
CDO/P&HRDPM/89/2020-21 dated 05th March 2021 were considered for
applying the guidelines for the modified vacation policy.
V. The current memorandum now encapsulates the up-to-date guidelines of RBI and
the updated list of ‘Sensitive’ positions. (Approved on 15 th June 2022.)
VI. The Central Board, in its meeting held on 20 th July, 2022 has approved the
revised “Vacation Policy” for the FY 2022-23. As per the revised instructions
issued by the RBI vide it’s letter no. RBI/2021-22/70 dated 9th July, 2021,
Employees manning the identified ‘Sensitive’ positions under the ‘Vacation Policy’
are required to be away from their regular work / office for not less than 10
continuous working days in a single spell, without any prior intimation to these
employees during a financial year to maintain an element of surprise.

B. COVERAGE:

a. The Officials holding the positions / posts termed as ‘Sensitive’ from vigilance point
of view are invariably to be covered under the “Vacation Policy” without any
exception. The list of ‘Sensitive’ Positions / Posts is placed at “Annexure S”.
b. A detailed review of sensitive positions was carried out to ascertain required
modification of “Vacation Policy”. Accordingly, a committee comprising officials from
Vigilance department, Fraud Prevention and Monitoring department, Risk
Management department and HR department was constituted to prepare broad
parameter and guidelines with respect to identification of sensitive positions after
considering aspects of risk, fraud, vigilance, operational exigencies etc. The
guidelines were put up to the CVO, Vertical heads, Compliance & Risk Vertical to
arrive at common guidelines for identification of ‘Sensitive’ Positions/ Posts in the
Bank.
c. All positions earmarked in the guidelines are to be mandatorily covered under the
Vacation Policy however, additional positions/posts can also be covered under the
Vacation Policy with the prior approval by the Vertical Heads in each financial year.
d. The guidelines for Identification of sensitive positions are to be reviewed each year
in consultation with Risk Department and positions under the vacation policy shall

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 be approved by the respective vertical heads. Guidelines for identification of
‘Sensitive’ positions / posts is placed “Annexure-B”.
e. Once, the sensitive positions are approved by the Vertical head, the approved
positions shall be collated by the HR department for notifying the sensitive positions
through e-circular after obtaining approval from DMD (HR & CDO) and Chief
Vigilance Officer of the Bank.

C. COMPLIANCE:

a. Employees manning the identified ‘Sensitive’ positions under the Vacation Policy are
required to be away from their regular work / office for ten continuous (not less than
10 working days) in a single spell every year, without any prior intimation to these
employees working days during a financial year to maintain an element of
surprise. While on mandatory leave employees will not have access to any physical
or virtual resources related to their work responsibilities, except for designation
based corporate emails. CBS/ System Access will be deactivated and ADS shall be
disabled during such period. All the employees covered under the policy have to
strictly comply with the Vacation Policy. No exemptions are permitted under the
policy and Branch Heads/ Departmental Heads have to ensure compliance with the
Vacation Policy and their Controllers have to monitor the progress regularly.
b. Controllers to ensure that the employee, while on mandatory leave, do not have
access to any physical or virtual resources related to their work responsibilities, with
the exception of designation-based email.
c. In respect of all ‘Sensitive’ positions/ posts, the respective reporting authority shall
plan for ‘mandatory leaves’ without prior intimation to the employee and shall advise
the identified staff member to proceed on mandatory leave for ten working days as
per the applicable notice period.
d. The notice period to maintain an element of surprise shall be based on risk
perception, operational exigencies, deployment of suitable relief arrangements,
handing and taking over as also business risk involved. The notice period for different
positions in the verticals to maintain element of surprise shall be as per undernoted
matrix: -

Category Position Number of days

for notice period
A Positions identified in Global Markets and GITC 1
B Positions identified other than Category A & C. 3
C a) All positions identified in Single Man Branches 5
b) All positions in Branches with incumbency of Scale I/
II

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 e. The identified ‘Sensitive’ position shall be deemed to be in compliance of the
“Vacation Policy”, if an employee has not worked in the position for the entire
financial year on account of transfer, retirement, job rotation etc. as the position shall
be covered for compliance in next financial year, if the positions is retained as
sensitive after review in subsequent financial year and employee worked in the
position for entire financial year. However, absence on account of deputation and
training of an employee shall not be considered as deemed compliant being devoid of
‘element of surprise’.
f. The reporting authority shall plan for ‘mandatory leave” for the employees working
in ‘Sensitive’ position in his/ her supervision. While planning the leaves Privilege
leave (PL) to be chosen as default, however, in the absence of sufficient PL in Leave
account of the employee other leaves i.e. firstly, Unavailed casual leave (UCL) and
thereafter Casual leave (CL) are to be used for the compliance of the “Vacation
Policy”. In case of no balance of PL, UCL or CL, as a special case ‘sick leave’ (without
medical certificate) strictly only for the compliance of ‘Vacation Policy’ may be
utilised. The intervening Holidays/ Sundays/ 2nd or 4th Saturdays, up to a maximum
of 2 days, shall not be debited from the Privilege Leave account of the employee. This
exemption will not be applicable in case of any other leave such as UCL, CL or Sick
Leave.

D. GENERAL PRINCIPLES:

• The Timeline, Standard Operating Procedures and related guidelines for

compliance of the ‘Vacation Policy’ by all the operating functionaries has been
placed as “Annexure-C”.
• Any changes to the policy, consequent to any changes in regulations or specific
directions from regulator or any modifications can be taken as a part of the policy
with the approval of the vertical head and included in the policy at the time of next
review.
• The proposed “Vacation Policy” shall be applicable to the officials posted at our
domestic branches/offices whereas, the officials posted at our foreign offices shall be
governed by the “Vacation Policy” mandated by Local Regulators. The compliance
in respect mandatory leaves under “Vacation Policy” mandated by Local Regulators
shall be reviewed by RMC-IBG on quarterly basis.
• The above provisions shall be applicable for the FY 2022-23.
DMD (HR) & CDO may be authorized to issue clarifications in the matter.

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 Annexure B

GUIDELINES FOR IDENTIFICATION OF ‘SENSITIVE’ POSITIONS / POSTS

(A) General Guidelines:

I. Only Supervisory positions to be considered ‘Sensitive’ since makers can only
feed / process.
II. Roles involved in Approval of Tenders, Sanctioning of Loans or related aspects
should be considered sensitive.
III. Position and role wherein an officer has rights/ delegations to approve
deviations with respect to financial decisions or having special rights in software to
bring changes at parameter level shall only be considered sensitive
IV. The identified Treasury positions shall continue as hitherto.
V. Officers involved in marketing, Training and Audit roles shall not be covered
under sensitive positions.
VI. Officers engaged in disposal of control returns and routine MIS need not be
considered for coverage under sensitive position.
VII. No position manned by an official of rank Scale VI and above (except in Global
Markets, CCG, CAG, SARG, Branch Heads in R&DB) shall be considered as
sensitive. Since officials of Scale VI and above are sufficiently senior and to whom
various documents and/ or decisions making processes reach only after a rigorous
process of maker & checker scrutiny, there exists little scope for carrying out an
independent transaction/ process by such officials. The mandatory surprise absence
of key maker / checker officers in the hierarchy is a significant counterbalance to any
malpractices and/ or wrongdoing.

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 (B) Specific Parameters for identification of sensitive positions:

I. All positions identified including Field Officer in non-BPR centres shall continue to
be categorized as in the past as they are involved in loan sanctioning and recovery of
loans. However, in BPR centres, the Field Officer position shall not be categorized as
sensitive position. The Field Officers role in BPR Centre is akin to that of maker for
origination of low value loans which are mostly schematic in nature and loans are
sanctioned by the Branch Managers. Moreover, all loans in Personal Segment without
any limit are handled by RACPC. Loans in SME Segment upto Rs 50 lacs are handled
in SMECCC and loans above Rs 50 lacs are handled by RM (SME) in BPR centres.
II. All SWOs and other award employees who can only feed data may be exempted since
they are treated as Makers only. Further, award staff are subjected to job rotation in
every six months and are also required to be transferred at 5 yearly intervals as per
modified transfer policy. However, all cash in-charge both Officers and Award staff
who are officiating as Cash Officers and are involved in sanctioning of Gold loans shall
be categorized as sensitive position.
III. All positions at RBOs/AOs / LHOs may be treated as non-Sensitive as there is no
direct linkage to financial transactions and these officials who generally process/
sanction/ control various notes/ formats /MIS/ report within the delegated financial
power which are put up to appropriate authorities viz. RMs / DGMs etc..
IV. All Branch Heads including CCG and CAG vertical have to be categorized as sensitive.
V. All RM (SME)s to be categorized as sensitive.
VI. Head of OAD to be categorized as sensitive position.
VII. All Joint Custodians (other than cash in-charge) should be classified as sensitive.
VIII. Any other position with individual sanctioning powers needs to be classified as
sensitive position.
IX. All positions at RBOs/ AOs/ LHOs/ CC may be treated as non-sensitive as there is no
direct linkage to financial transactions and these officials generally process/ sanction/
control various notes/ formats/ MIS/ report within the delegated financial power which
are put up to higher authorities viz. RMs/ DGMs/ GMs/ Committees etc. Further,
wherever, a financial sanction is involved at an Administrative Office, there is robust
control mechanism already in place with strict delegation of financial powers, and
multi layers of approval process i.e. recommender, approver and controller followed
by internal and external audits which leaves no room for any possible misuse of
position.
X. All loan processing (including officials in maintenance and recovery) officers at CPCs
shall be treated as makers only and hence would be outside the purview of sensitive
positions. However, positions viz. CM (Sanction), Heads of asset CPCs in which
officers are sanctioning loans in their personal capacity in CPCs shall be categorized
as sensitive positions.
XI. Circle CGMs shall not be considered as Sensitive Position.

In addition to the positions specifically categorized as sensitive as above, sensitive positions

have to be identified in terms of the RBI guidelines and guidelines issued by the Competent
Authority and approval of Vertical Heads has to be obtained.

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 Annexure C

STANDARD OPERATING PROCEDURES AND RELATED GUIDELINES FOR

COMPLIANCE OF THE ‘VACATION POLICY’

A. TIMELINES & OPERATING PROCEDURE

Timeline and Standard Operating Procedures for compliance of Vacation Policy:

i. Respective Branch Heads/ Departmental Heads (Reporting Authorities vested

with power to sanction Leaves) have to prepare plan and take stock of leave
schedules for compliance of the Vacation Policy latest by 15 th July, for all the
employees covered under the “Vacation Policy” under their Area of administrative
control.
ii. All leave for compliance of the Vacation Policy for the FY shall be entered by the
reporting authority in applicable menu in HRMS by 15 th July for the entire year
ensuring achievement of quarterly threshold prescribed as KRIs. Any
noncompliance in this regard shall be monitored from dashboard available in
HRMS by the controllers of reporting authorities.
iii. In respect of all ‘Sensitive’ positions/ posts, the respective reporting authority
shall plan for ‘mandatory leaves’ without prior intimation to the employee and
therefore maintain an element of surprise as per specified notice period (1, 3 and
5 days) for the intimation in the “Vacation Policy”.
iv. Employee-wise schedule of leave is to be prepared in advance along with
identification of relief arrangements to ensure smooth functioning of the branch/
department and to avoid bunching of leave applications.
v. The reporting authority has to ensure that requisite leave plan data is populated
in HRMS. The data entered in HRMS shall be shared by HRMS department with
GITC to disable ADS access for the employees who are identified in the leave plan
for mandatory leave with element of surprise from the date of start of the leave.
vi. It is to be ensured by the controllers that during such absence, the officials
and clerical staff members do not have access to any physical or virtual resources
to his work responsibilities with an exception to designation based corporate e-
mails. The access of concerned officer/award staff member will be disabled in the
‘System’ during the period of his/her leave/ absence under the “Vacation by CBS
on intimation from HRMS

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 B. KEY RISK INDICATORS

The Key Risk Indicators for the compliance of the “Vacation Policy” to avoid any
bunching of leaves shall be as under: -

Threshold for Compliance Red Amber Green

KRI for June <10% >=10% to <20% >=20%
Financial Sep < 40% >=40% to <50% >=50 %
Year 2022-23 Dec < 80% >=80% to <90% >=90 %
March < 100% - 100 %

a) The operating functionaries should endeavour to achieve minimum 50% compliance

by 30th September and 100% compliance by 31 st December to avoid any special
situations leading to non-compliance of the “Vacation Policy”.
b) The compliance of the “Vacation Policy” along with KRI achievements (both actual
compliance and planned) shall be reflected in dashboard available in HRMS for
monitoring. Reporting Authorities shall have discretion to plan leaves within the
permissible KRI limits (Green) on pro-rata basis and no planning of leaves is
permissible beyond KRI limits.

C. AMENDMENT OF LEAVE PLAN & LEAVE CANCELATION

a) Reporting Authority can amend the Plan any number of time, subject to compliance
of KRIs and without any bunching of leaves to effect operations of the unit/branch.
b) The trial of such changes and compliance of KRIs shall be kept in HRMS for review
by the RFIA auditors.
c) In case, employees are to be recalled from leave under ‘Vacation Policy’, and leave is
required to be cancelled the same shall require authorisation by one step higher
authority viz. Reviewing Authority. Example if leave is planned by the Branch
Manager the Cancellation has to be authorised by Regional Manager

D. COMPLIANCE & MONITORING

a) All the employees covered under the policy have to strictly comply with the Vacation
Policy. No exemptions are permitted. Branch Heads/ Departmental Heads have to
ensure compliance with the Vacation Policy and their Controllers have to monitor the
progress regularly.
b) KRIs Planned and Actual are to be monitored by Reporting Authority, Controllers,
Circles as well as other Verticals. DGM &CDO at Circles and HR Heads in other
verticals shall ensure the thresholds earmarked for KRIs remain under control.
c) Key Business positions should be prioritised in the leave plan so that there is no
lastminute cancelation of leaves at the quarter end or year-end due to business

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 exigencies. It is pertinent to note that non-compliance due to any reason may be
treated as a deviation by the regulators.
d) P&PMD Department Corporate Centre shall collate and monitor Bank level data as
also ensure timely reporting of the data to RBI (Tranche I A).

E. ACTION ON NON-COMPLIANCE

While respective Branch Heads/ Departmental Heads are primarily responsible to

ensure compliance with the Vacation Policy, their Controllers will also be held
responsible for the non-compliance. Timeline as per the policy guidelines has to be
strictly adhered to. Non-compliance observed will attract penal action against the
Branch Head/ Departmental Head and Controllers as deemed fit under appropriate
Service Rules / Service Conditions. This may be in the form of restricting
reimbursements of various benefits/ facilities through HRMS, calling for
explanation, initiation of Disciplinary Proceedings etc. at the discretion of
disciplinary authority.

2. In respect of all ‘Sensitive’ positions/ posts, the respective reporting authority shall
plan for ‘mandatory leaves’ without prior intimation to the employee and shall advise
the identified staff members to proceed on mandatory leave for ten continuous
working days as per the applicable notice period.
3. While on mandatory leave under Vacation Policy, employees will not have access to
any physical or virtual resources related to their work responsibilities, except for
designation based corporate emails. CBS/ System Access will be deactivated, and
ADS shall be disabled during such period. All the employees covered under the policy
have to strictly comply with the Vacation Policy. No exemptions are permitted under
the policy and Branch Heads/ Departmental Heads have to ensure compliance with
the Vacation Policy and their Controllers have to monitor the progress regularly.
4. The “Vacation Policy” shall be applicable to the officials posted at our domestic
branches/offices whereas, the officials posted at our foreign offices shall be governed
by the “Vacation Policy” mandated by Local Regulators. The compliance in respect of
mandatory leaves under “Vacation Policy” as mandated by Local Regulators shall be
reviewed by RMC-IBG on quarterly basis.

Compliance with ‘Vacation Policy’ is very critical for the Bank from the prospective
of Risk Management as well as Regulatory Compliance. Any deviation from Bank’s
extant guidelines in the matter will lead to Operational Risk and may cause
reputational loss to the Bank. Therefore, strict adherence to these guidelines by
controllers must be ensured.

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 ANNEXURE- S

LIST OF SENSITIVE POSITIONS/POSTS 2022-23

(Circular No.: Circular No.: CDO/P&HRD-PM/48/2022 – 23 dt. 4 Nov 2022)

CORPORATE CENTRE
Sr. Existing Positions/Posts Sr. Revised Positions/Posts
No. No.
1 General Manager (OL&CS) 1 General Manager (OL&CS)
2 Dy. General Manager (Premises / 2 Dy. General Manager (Premises) /
Estate) (Estate)
3 All Generalist Officers in Premises 3 All Generalist Officers in Premises
& Estate Department of Scale IV & Estate Departments of scale IV
and V &V
4 Assistant General Manager (OAD) 4 Assistant General manager (OAD)
5 AGM (Security) 5 AGM (Security)
6 Chief Manager (Hospitality) 6 Chief Manager (Hospitality)
7 General Manager (Vigilance) 7 AGM (ITSS)
8 DGM Vigilance 8 AGM (Systems), D & TB
(Marketing)
9 Chief Liaison Officer 9 Chief Manager (Systems), D & TB
(Marketing)
10 Manager (Systems), D & TB
(Marketing)
11 Assistant Manager (Systems), D &
TB (Marketing)
12 DGM & Branch Head, Global
Trade Finance Center (GTFC)
13 AGM (Inland Trade Finance),
GTFC,
14 AGM (Imports), GTFC,
15 AGM (Exports), GTFC
16 AGM (Reconciliation), GTFC
17 AGM (IT-Support – SWIFT, SFMS,
IPH), GTFC
18 CM (Inland Trade Finance), GTFC
19 CM (Imports), GTFC
20 CM (Exports), GTFC
21 CM (Reconciliation), GTFC
22 CM (Swift, SFMS, IPH), GTFC
23 CM (Systems), GTFC

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 LIST OF SENSITIVE POSITIONS/POSTS (FI & MM)/ (ABU & GSS, ANYTIME
CHANNEL & SBI GLOBAL TRADE FINANCE CENTRE)

(FI & MM has since been reorganized)

CORPORATE CENTRE
Sr. Existing Positions/Posts Sr. Revised Positions/Posts
No. No.
1 Chief General Manager (OPS)
2 GM (AC-OPS & VM)
3 Deputy General Manager (I & R)
4 Deputy General Manager (Bills Payment)
5 Deputy General Manager (HR & Admin)
6 Chief General Manager (BD)
7 General Manager (Agri)
8 General Manager (NBFC Alliances)
9 Deputy General Manager (Crop Loan & Nil
Institutional Tie-Ups)
10 Deputy General Manager (Agri.-NPAM)
11 Deputy General Manager (PSLPP)
12 Deputy General Manager (Operations)

13 Deputy General Manager (NBFC

Alliances)
14 Deputy General Manager (RB
Alliance)

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 CIRCLES / OTHER OFFICES / BRANCHES
Sr. Existing Positions/Posts Sr. Revised Positions/Posts
No. No.
1 Branch Managers / Dy. Branch Managers 1 Branch Managers
2 CM/Manager/Dy. Manager (Sanction), 2
Credit Officer- RACPC, SMECC,
RASMECCC & RACC Branch, CM/ CM / Manager / Dy. Manager
Manager (Maintenance)- RACPC, (Sanction) at CPC (incl. RACC)
SMECC, RASMECCC & RACC Branch
3 Relationship Manager-SME/CSO in 3
RM (SME)
R&DB
4 AGM / CM (OAD) 4 AGM (OAD) at LHO
5 Heads of all CPCs 5 CPC Heads (including RACC)
6 Chief General Manager (Circle) 6 Cash Officer/Cash-in-charge
(Officer/ Award Staff)
7 Service Manager / Manager (Branch 7 Service Manager/Joint
Operations) Custodian
8 FO in Non-BPR Branches, 8
CRO/Manager/Dy. Manager Advances in FO at Non-BPR Branches,
BPR Branches including RM (PB) & CRO (PB)

9 General Manager (Network) 9 RM (RE)

10 DGM & Circle Development Officer 10 Head (IB Division - Branch)
11 Dy. General Manager (B&O)
12 Dy. General Manager / AGM (Vigilance)
13 DGM (Anytime Channel)
14 AGM (HR)
15 CM (Procurement)
16 Regional Manager
17 AGM (PR & CSB)
18 AGM (Surveillance & Investigation)
19 AGM (BCDM)
20 AGM (ITSS/Premises & Estate)
21 CM (General Banking)
22 AGM (Alternate Channel)
23 Asst. Manager/Dy. Manager (Cash)
24 AGM (Civil / Electrical)
25 Chief Manager (HR)- AO
26 DGM & CCO
27 AGM/CM/Manager (CCRD)
28 AGM (CPRR)

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 Sr. Existing Positions/Posts Sr. Revised Positions/Posts
No. No.
29 CM/Manager/Other Officer (Risk Rater)-
HO/AO/RBO/CPC
30 CM (Asset Quality)- LHO/AO
31 AGM/CM (Circle Stationery Department)

32 AGM/CM (Currency Chest Management

Cell)- LHO
33 Manager/Dy. Manager (Office
Administration)- LHO/AO
34 CM (Sales & Business Development)-
RBO
35 CM (Compliance, Risk & Audit)- RBO
36 CM (CS & Operations) / CM (CS & CM)-
RBO
37 Manager (Credit & NPA)- RBO
38 CM-RACC Branch
39 Service Manager (Wealth Management
Hub)
40 Officer (IB Division)- Branch
41 General Manager & DA- DM Hub
42 Assistant General Manager - DM Hub
43 DGM (Operations-FI & MM)
44 DGM (FI & MM)
45 DGM (Sales Head -FI & MM)
46 AGM (FI)
47 CM (Operations) –FIMM Network
48 CM (BC) DSH-FIMM Network
49 CM (Credit & NPA)- FIMM Network
50 CM (BC)- FIMM RBO
51 CM (FI) Metro DSH
52 AGM (SME)- SME RBO
53 CM (Credit & Business Development)-
SME RBO
54 CM (Operations & Assets Quality)-
SME RBO
55 Manager / Dy. Manager (Processing and
Maintenance Team)- SME RBO
56 AGM (RSETI /RRB /FLC / MF)- FIMM
Network
57 CM (BRT)- LHO/AO

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 LIST OF SENSITIVE POSITIONS/POSTS (CCG)

Sr Existing Positions/Posts Sr. Revised Positions/Posts

No. No.
1 CCG-Branch: DGM (Branch 1
Head), AGM & COO, CM
(GB/Admin), Service Officer, DGM (Branch Head)
Credit Analyst, AGM/CM Trade
Finance/IB, Cash Officer
2 Relationship Manager 2 AGM/CM Relationship Manager
3 GM (Branch Head) 3 General Manager (Branch Head)
4 DGM & Relationship Manager 4 DGM & Relationship Manager
(Branch) (Branch)
5 Chief General Manager (CCG) 5 AGM (Branch Head)
6 General Manager (CCG) 6 AGM (COO) Branch
7 General Manager (Central 7 AGM / CM / Mgr. / Dy Mgr.: IB/Trade
Resolution Team) Finance
8 General Manager & Disciplinary 8
Authority (CCG & CAG) CM (GB/Admin) Branch

9 CCG(CC): DGM (Vigilance) / DGM 9

(Credit) / DGM (HR&ADMIN) /
DGM (Ops & MIS), MC&BS- Service Officer Branch
AGM(GB), CM (GB-Fraud
Monitoring)
10 CCGRO:GM, AGM 10
(Vig/GB/CMD/HR) Credit Analyst (Branch)

11 Service Manager (Joint custodian)

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 LIST OF SENSITIVE POSITIONS/POSTS (GLOBAL MARKET)
Sr. Existing Positions/ Posts Sr. Revised Positions/ Posts
No. No.
1 All Chief Dealers & Dealers All Chief Dealers & Dealers, Mumbai
1 & RTMUs
2 GMU Mumbai: DGM (Operations, ECM) Deputy General Manager
2
(Operations), Mumbai & RTMUs
3 DGM: Private Equity, Regulatory Deputy General Manager (Private
3 Equity), Mumbai & RTMUs
Control, Security Services Branch
4 AGM/CM/Manager/Dy. Manager/Asst.
Manager: Regulatory Control, E&C, AGM/CM/Manager/Dy.
FI&IS, Forex (Front Office), IRM, Pvt. Manager/ Asst. Manager:
4
Equity, CTMU and RTMU (Ahmedabad, Regulatory Control, Mumbai &
Bangalore, Chennai, Delhi, Hyderabad, RTMUs
Kolkata, Mumbai)
5 GMU Kolkata: DGM (Fund
Management, TRM, S&O), AGM
(Admin & HR) AGM/CM/Manager/ Dy.
Manager/Asst. Manager: Reconciliation, 5 DGM (Funds), GMU Kolkata
Forex Treasury & Correspondent
Relations, Derivatives & Structured
Product, FCP&S, IRC, P&L, SIO
6 Chief General Manager (Global Deputy General Manager
Markets) 6 (Regulatory Control), Mumbai &
RTMUs
7 GM (Forex) Deputy General Manager (IRM),
7 Mumbai & RTMUs
8 GM (Rupee Markets) Deputy General Manager (ECM),
8 Mumbai & RTMUs
9 GM (Private Equity) Deputy General Manager (TMG),
9 Mumbai & RTMUs
10 GM (Operations & Control) Deputy General Manager (Forex),
10 Mumbai & RTMUs
11 GM (GMU Kolkata) 11 DGM (S&O), GMU Kolkata
12 Deputy General Manager (Forex & Admin & HR, GMU Kolkata
FENP) 12

13 Deputy General Manager (Interest Rate Treasury Operations AGM/ CM/

Market) Manager/ Dy. Manager/ Asst.
Manager: Reconciliation, Forex
13 Treasury & Correspondent
Relations, Derivatives & Structured
Product, FCP&S, IRC, (GMU
Kolkata)

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 Sr. Existing Positions/ Posts Sr. Revised Positions/ Posts
No. No.
14 Chief Manager (Derivatives) SPECIALIST CADRE OFFICER
14 (SYSTEMS), GMU Kolkata
Dy. Gen. Manager, Security Services
15 Branch
Asst. Gen. Manager (SSB), Security
16 Services Branch
Asst. Gen. Manager (NPI), Security
17 Services Branch
Chief Manager (A&A), Security
18
Services Branch
Chief Manager (BIS), Security
19
Services Branch
Chief Manager (MMO), Security
20
Services Branch
Chief Manager (Equity), Security
21 Services Branch
Chief Manager (CSGL), Security
22 Services Branch
Manager (Equity), Security Services
23 Branch
Dy. Manager (Equity), Security
24 Services Branch
Manager (A&A), Security Services
25 Branch
Manager (BIS), Security Services
26 Branch
Deputy Manager (BIS), Security
27 Services Branch
Deputy Manager (MMO), Security
28 Services Branch
Deputy Manager (CSGL), Security
29 Services Branch
Deputy Manager (NPI), Security
30 Services Branch
Deputy General Manager (Forex &
31 FENP)
Deputy General Manager (Interest
32 Rate Market)
33 Chief Manager (Derivatives)

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 LIST OF SENSITIVE POSITIONS/POSTS (SARG)

CORPORATE CENTRE
Sr. Existing Positions/Posts Sr. Revised Positions/Posts
No. No.
1 Chief General Manager (SARG) 1 Chief General Manager (SARG)
2 General Manager (Sectors) 2 General Manager (Sectors)
3 General Manager (Operations) 3 General Manager (Operations)
4 Deputy General Manager 4 Deputy General Manager (Vigilance)
(Vigilance)
5 Deputy General Manager (HR) 5 Deputy General Manager (HR)
6 Deputy General Manager (Ops) 6 Deputy General Manager (Ops)
7 Deputy General Manager 7 Deputy General Manager (ARC)
(ARC)
8 Asst. General Manager (AMT 8 Asst. General Manager (AMT Sector
Teams) Teams)
9 Deputy General Manager 9
(Retail- North & South) CGM (Sectors)

10 GM-SAMROS (New position being

created)
11 GM Liquidation (New position
created w.e.f. 01.06.2021)
12 DGM-SAMROS (New position being
created)

SAM BRANCHES

Sr. Existing Positions/Posts Sr. Revised Positions/Posts

No. No.
1 Head of SAM / SAR Branches 1 Head of SAM / SAR Branches
2 Asst. General Manager 2 Asst. General Manager (Admin/HR)
(Admin/HR)
3 Case Lead Officer & CO in 3 Case Lead Officer & CO in SAM
SAM Branches Branches
4 Case Lead Officer / City Case 4 Case Lead Officer / City Case Officer
Officer at SAR Branches at SAR Branches
5 Chief Manager (Recovery /
SARFAESI) at SAR Branches
6 All officials having CBS
access to various application /
software having financial
implication or sensitive in
nature

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 LIST OF SENSITIVE POSITIONS/POSTS (CAG)
CORPORATE CENTRE

Sr. Existing Positions/Posts Sr. Revised Positions/Posts

No. No.
1 Chief General Manager (CAG) Nil

CAG BRANCHES

Sr. Existing Positions/Posts Sr. Revised Positions/Posts

No. No.
1 General Manager & Branch 1 General Manager & Branch Head
Head
2 DGM & RM 2 DGM & RM
3 AGM & RM 3 AGM & RM
4 CM (Credit), Credit Analysts, 4
Credit Support Officer CM, Credit Ops.

5 DGM&COO, AGM&COO 5 Credit Analysts

6 AGM (CSD), CM (CSD) 6 Credit Support Officer
7 AGM (A&A), CM (A&A) 7 DGM & COO
8 AGM/CM(Custodial Service 8
Banking) AGM & COO

9 AGM (IB)/CM(IB) 9 AGM/CM, CSD

10 CM (Forex) 10 CM Forex
11 CM (Exports) 11 CM Exports
12 CM (Imports) 12 CM Imports
13 CM (Trade Finance) 13 CM Trade Finance
14 CM (Remittance) 14 CM Remittance
15 AGM, A&A
16 CM, A&A
17 AGM (Custodial Service Banking)
18 CM (Custodial Service Banking)
19 AGM, IB
20 CM, IB
21 Service Manager Joint custodian

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 LIST OF SENSITIVE POSITIONS/POSTS (IBG)

Sr. Existing Positions/ Posts Sr. Revised Positions/ Posts

No. No.
1 Deputy General Manager& Branch 1 DGM & Branch Head, IBU,
Head- IBU-GIFT City GIFT City, Gandhinagar
2 Chief Manager/ Manager 2 Chief Manager, Operations
(Operations)- IBU-GIFT City Information System, IBG
3 Assistant General Manager (GLS)- 3 AGM-GLS, Global Payments &
Global Payments & Services Services, IBG
4 Chief Manager (Remittances, 4
Cheque Collection, Cheque
Transaction, Admin, Customer CM(Remittance), Global
Relations/Business Development, Payments & Services, IBG
Systems)- Global Payments &
Services
5 Manager (Compliance)- Global 5 CM(Admin), Global Payments &
Payments & Services Services, IBG
6 Assistant General Manager 6
(CCCFBG) and Officials Handling AGM (CCC-FBG), IB Domestic
EXIM and C-Sig Software
7 Chief Manager (Loans) - IBU-GIFT 7 CM (Cheque Collection), Global
City Payments & Services, IBG
8 Manager (Loans / Trade) - 8 CM (Cheque Transaction),
IBUGIFT City Global Payments & Services, IBG

9 Deputy Manager (Loans)- 9 AGM, COO, IBU, GIFT City,

IBUGIFT City Gandhinagar
10 Deputy Manager (System Support)
- IBU-GIFT City
11 Deputy General Manager (ECB &
Syndications)- Credit
12 Chief Manager (Operations)-
Operations & Information System

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 LIST OF SENSITIVE POSITIONS/POSTS (RMD)

CORPORATE CENTRE
Sr. Existing Positions/Posts Sr. Revised Positions/Posts
No. No.
1 Deputy General Manager (Basel
Impl)
2 Chief Manager (MRMD)
NIL
3 Dy. Manager (MRMD)
4 AGM (RARR) -CRMD
5 CM (RARR) -CRMD

LIST OF SENSITIVE POSITIONS/POSTS (IAD)

CORPORATE CENTRE

Sr. Existing Sr. Revised Positions/Posts

No. Positions/Posts No.
1 Deputy General Manager (HR &
Admin., Ops)
2 Asst General Manager (OAD)
NIL 3 CM (Premises & Estate)
4 Liaison Officer
5 Chief Manager (HR & Admin) at
CAOS

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 LIST OF SENSITIVE POSITIONS/POSTS (GITC)

Sr. Existing Positions/Posts Sr.

No. No. Revised Positions/Posts*

1 General Manager- IT- Support 1

General Manager, IT-SS
Services
2 Deputy General Manager- 2 Deputy General Manager- Facilities &
Facilities & Office Administration Office Administration
3 All Officers handling transactions 3
in Eximbills / C-Sig / Trade
Finance Applications having Asst. Gen. Manager, F & OA (OAD)
financial implications in IT- Trade
Finance Department
4 All Officers handling transactions 4
in e-Trade / Other Applications Chief Manager (Sys), Core
having financial implications in IT- Banking-Ops
FO Dept.
5 All Officers handling transactions 5
in SWIFT / Mercury FX / Other
Treasury applications having Chief Manager (Sys), Payment
financial implications in IT-TSS Systems
Dept.
6 All Officers having CBS 6
Transactions Rights / dealing with Manager (Sys), Payment
YONO Reconciliation in IT - YONO Systems
Infra & Ops / YONO Dev
7 All Officers handling transactions 7
Applications, dealing with
Payment Hub, Reconciliation & Asst. General Manager,
Settlement of Financial Payment Systems
Transactions, backend
transactions in EIS Dept.
8 All Officers having Transaction / 8
Database / User Administration
rights with Financial implications Dy. Manager (Sys), Payment Systems
in RTGS / NEFT / NACH / SFMS /
IPH in IT-Payment Systems Dept.
9 All officers having CBS Transaction 9 Asst. Manager (Sys), Payment
Rights in F&OA, HRMS Dept. Systems
10 All officers having CBS 10
Transaction Rights / User Control
Rights / Parameter Rights / Access Deputy Manager, Payment
to critical database affecting Systems
financial decisions in CB (Ops)
Dept.

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 Sr. Existing Positions/Posts Sr.
No. No. Revised Positions/Posts*
11 All officers having modification 11
rights on database of Merchant Chief Manager (Sys), EIS
Application in IT-INB Dept.
12 All officers having CBS 12
Transaction Rights / Database
access rights affecting financial
decisions / handling Reconciliation
Manager (Sys), EIS
& Settlement of Financial
Transactions in IT- O&S, MAB IT-
OPS, IT-DCR, IT-ATM, FI&GS
and SP-I
13 All officers dealing in Payment hub 13
/ having access to critical Database
Deputy Manager (Sys), EIS
affecting financial decisions in
ePay & PG Dept.
14 Assistant General Manager- 14 Asst. Gen. Manager (Sys), Special
Security Project-I
15 Chief Manager (Sys), Special
Project-I
16 Manager (Sys), Special Project-I
17 Deputy Manager (Sys), Special
Project-I
18 Assistant Manager (Sys), Special
Project-I
19 Deputy Manager (Sys), Special
Project-I
20 Manager (Sys), IT-DCR
21 Deputy Manager (Sys), IT-DCR
22 Assistant Manager (Sys), IT-
DCR
23 Chief Manager (Sys), IT-TSS
24 Manager (Sys), IT-TSS
25 Deputy Manager (Sys), IT-TSS
26 Asst Gen. Manager (Sys), EPay & PG

* GITC will mark the concerned positions / posts as sensitive in HRMS.

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 CHAPTER-8
TRANSFER POLICY AND REDEPLOYMENT OF STAFF

8.1 TRANSFER

✓ Transfer of an employee is a prerogative of the Bank. The employee cannot be

permitted to choose the place of working with his/her employer.
✓ In terms of the declaration submitted by the recent batches of clerical recruits at
the time of joining the Bank, they have undertaken that they shall be prepared
to serve anywhere in India at any branch/office of the Bank at any time, should
the exigency of service so require and /or wherever required by the Bank and that
the Bank shall be entitled not to consider their application for transfer, if made,
to a place of their choice at least for a period of three years from the date of their
appointment for transfer to a place within the Circle and 5 years for inter-circle
transfers.
✓ Transfer is a necessary tool primarily for managing surplus-deficit in manning
branches/offices, for preventive vigilance and also for job enrichment of the
employees. The importance of transfer is further emphasised by the observations
of Central Vigilance Commission:
i. “The risk of fraud and corruption is quite high in rural bank branches,
especially where single officer is posted. Banks to invariably follow rotational
policy and not to keep any staff in these branches for more than 5 years in
clerical and sub-ordinate cadre. Banks to strengthen supervisory mechanism
by way of visits from the Controlling Office.
ii. As regards Award Staff, transfers are resisted by Unions especially for their
office bearers, which many times results into malpractices by some
individuals.”

Provisions of Sastry Award for transfers

The subject of transfer of workmen staff is dealt with in paragraphs 535 and 536 of
the Sastry Award. While paragraph 535 deals with the transfer of office-bearers of
the union, paragraph 536 gives directions on transfers in general. The Tribunal has
observed that transfers are rendered necessary by the exigencies of administration
and that the proper view to take is that transfers are normal incidents of the working
of a bank and they must be left to the discretion of those who guide the policy of the
Bank and manage its affairs. However, to avoid the suspicion that discretion may be
abused and transfers effected on considerations other than the needs of
administration, the Tribunal gave directions on how transfers should be effected.
(i) As per S.536 of Sastry Award envisages minimum possible transfers as required
by banking needs and efficiency. In respect of subordinate staff, there should be no
transfers ordinarily and if there are any transfers at all, they should be confined to

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 the State or the language areas in which an employee has been serving. In case of
workmen staff not belonging to subordinate cadre also, transfers outside the State or
the language area should not be made as far as possible except with his consent.
Further the number of transfers should be strictly limited and normally it should not
be more than once in a year.

(ii) As per para. 535 of ibid, following directions are given:

Every Registered Bank Employees’ Union (as per industry level bipartite settlement
dated 17.09.1984, Registered Bank Employees Union shall mean and refer to a union
registered under the Trade Unions Act, 1926 and not a branch/regional/zonal level
units thereof), from time to time, shall furnish the bank with the names of the
President, Vice President and the Secretaries of the Union.

Except in very special cases, whenever the transfer of any of the above-mentioned
office bearers is contemplated, at least five clear working days’ notice should be put
up on the notice boards of the bank of such contemplated action.

✓ Any representation, written or oral, made by the union shall be considered by the
bank.
✓ If any order of transfer is ultimately made, a record shall be made by the Bank of
such representation and bank’s reasons for regarding them as inadequate; and
the decision shall be communicated to the union as well as to the employee
concerned.

Without prejudice to the provisions of the Sastry Award, the policies governing
transfers of Award staff in our Bank were:
i. 5 Year Transfer policy
ii. Redeployment policy
iii. Transfer on in-cadre higher appointments under Career Progression Scheme

Apart from the above transfers are being made as per

Inter-Circle Transfer policy.

STAFF: AWARD UNIFORM TRANSFER POLICY 2022

(eCir. No.: CDO/P&HRD-IR/6/2022 – 23 dated 19th Apr 2022)
As there were 3 different transfer policies for the Award Staff in the Bank: 5-year
Transfer Policy, Transfer under Redeployment Scheme and Transfer under Career
Progression Scheme. Existence of multiple policies often leads to operational difficulties
in effecting transfers and results in unnecessary movement of Award Staff employees,
even at shorter periods. Accordingly, it has been decided to merge all 3 transfer policies
into a unified, transparent, ‘Uniform Transfer Policy’ for Award Staff based on 5-year
stay norm which is effective from FY 2022-23. Provisions of the Policy are placed as
Annexure.

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 Annexure
Uniform Transfer Policy for Award Staff (2022)
Consolidated Instructions
1. Applicability There will be one Uniform Transfer Policy,
i.e., 5-years Transfer Policy and it will be
applicable at each and every Centre, irrespective
of number of branches at a Centre.
2. Cut-off date for Career 1st June every year
Progression Scheme
3. Age limit for Career Progression No upper age limit
4. Cut-off date for preparation of 15th April every year
list of all eligible employees for
in-cadre higher appointment by
Circles
5. Cut-off date for “opt-out” from 30th April every year
in-cadre promotion for a
particular promotion year
6. Cut-off date for Identification of 15th May every year
post and issue of offer for
Career Progression
7. Cut-off date for relief of Latest by 31st May
employees who have accepted
in-cadre higher appointment
under Career Progression
Scheme
8. Period of debarment in case of 3 years
refusal of offer of in-cadre
higher appointment by the
employee
9. Transfer on acceptance of in- Transfer after in-cadre promotion will not be
cadre Career mandatory if stay at Branch/ Office is less than
Progression 5 years. However, in case of promotion to Chief
Associate/ Special Associate, if no vacancy*
exists at the present Branch of posting, such
employee will be transferred to another Branch
within the centre. If no vacancy* exists at the
centre, the employee will be transferred to the
nearest branch outside the centre within RBO.
(*Vacancy means Cash or Accounts
Departments)

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 10. Special Pay linked to higher In-cadre promotions will be strictly effective
position from 1st June every year and the Special Pay
and allowances related to the higher position
will be payable from this date. In case of
transfer, these allowances will be paid w.e.f. 1 st
June, but only after the employee joins at the
new Branch. However, the Clerical employee, on
in-cadre promotion, will be eligible for perks
related to the role of Cash In-charge only from
the date of assuming actual charge.

11. Time gap for offer of Career An employee must put in at least 1 year
Progression to the next higher grade service in the existing grade before being
offered promotion to next higher grade.

AGE CRITERIA
12. Maximum Age for A clerical employee, on completion of 5 years of stay at a
transfer: Branch/Office as on 1st June, will be compulsorily
(a) Within Centre transferred to another Branch/ Office (except under
exempted category). Age limits will be:
(b) Outside Centre
For transfer within Centre:
• All employees upto the age of 57 years.
For transfer outside Centre:
• Male employee – 55 years
• Female employee – 54 years

PROPORTION OF STAFF STRENGTH TO BE TRANSFERRED

13. Maximum proportion of Maximum 50% of staff strength at a branch may
staff strength at a branch to be transferred at a time, ensuring continuity in
be transferred customer service. However, in case there is only one
employee in the Branch and has completed 5 years of
stay, then he/she will be transferred locally.
MAXIMUM STAY OUTSIDE THE CENTRE
14. Maximum Period of • For Normal centres, maximum period of stay would be 3
stay outside the years.
centre • For Difficult centres, maximum period of stay would be 2
years.
However, if an employee wishes to continue beyond such
prescribed maximum period, on specific request, he/ she would
be allowed a maximum stay of 5 years.

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 REPATRIATION TO HOME CENTRE
15. Guidelines for Employees completing 3 years of stay at Branches / Offices
repatriation outside the Centre (2 years at Difficult Centres*) as on 1 st June,
to Home
Centre would be transferred back to Home Centre automatically on 1 st
June and would be replaced by:
(a) A willing employee posted at any Branch/ Office of RBO,
OR
(b) Employees in the equivalent grade posted at the Centre and
having longest stay.
‘Centre’ for purposes of this policy is defined as a town or city up to the municipal
limits or an urban agglomeration.
* ‘Difficult Centre’ would mean a centre classified as “Difficult” for the purpose of
transfer of Supervising Staff as per the existing norms prescribed by the
Government of India.
PROVISIONS
16. Reimbursement of Reimbursement of HRA upto 150% of normal HRA for
HRA at outside the period of posting outside the Centre, other than on
centre request, as per the 11th Bipartite Settlement (only on
production of rent receipt).
17. Discomfort Allowance Payable as per existing Bipartite Settlement provisions,
only for the period of posting outside centre.
18. Policy for PWD As per the Govt guidelines, PWDs and employees
Employees affected by serious ailments, as well as Caregivers shall
continue to be exempted from outside Centre postings.

Persons with Disabilities: Government of India guidelines as contained in our

circular no. CDO/PM/15/SPL/67 dated 25.04.2000 are as under:
a. On their recruitment, endeavor should be made as far as possible to allot the
selected physically handicapped candidates to the branches located in or near
their town or village.
b. Subject to the administrative exigencies, the physically handicapped
employees should normally be exempted from the routine periodical transfers.
c. Such persons should not normally be transferred even on promotion if a
vacancy exists in the same branch/office, Town/City. When transfer of such
employee becomes inevitable on promotion to a place other than his/her
original place of appointment due to non-availability of vacancy, it should be
ensured that such employees are kept nearest to their original place of posting
and in any case are not transferred to far off/remote place.
d. Such concessions need not be made available to such of the physically
handicapped employees who are transferred on the grounds of disciplinary
actions due to involvement in fraudulent transactions etc.

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Employees affected by serious ailments: Employees affected by serious ailments will
be posted at a centre where treatment of serious ailments is available. Serious ailments
would mean illness like terminal cancer, kidney failure/ailment requiring dialysis,
heart disease requiring immediate bypass surgery or an ailment which is classified as
life threatening. Each case will be decided on case-to-case basis. The appropriate
authority to decide such cases is the General Manager of the respective Network.

Caregiver of Disabled Dependents: In terms of e-circular no.

CDO/P&HRD/IR/51/2014-15 dated 21.10.2014 and 34/2015-16 dated 15.07.2015,
certain relaxations are given in case of transfer/posting of employees who are caregiver
of disabled dependents. The instructions contained in those e-circulars are as under:

a. As per the GOI guidelines vide F.NO. 3/8/2014-Welfare dated 28.07.2014 issued by
Department of Financial Services, Ministry of Finance, a Government servant who
is also a caregiver of disabled child may be exempted from the routine exercise of
transfer/rotational transfer subject to the administrative constraints. The word
disabled includes: (i) Blindness or low vision (ii) Hearing impairment (iii) Locomotor
disability or cerebral palsy (iv) Leprosy cured (v) Mental retardation (vi) Mental
illness (vii) Multiple disabilities (viii) Autism (ix) Thalassemia (x) Haemophilia.
b. In view of the said GOI guidelines the concession as available to physically
handicapped employees as mentioned above, is also available to our employees who
are also caregiver of disabled dependents, i.e. disabled dependent children and
spouse (even though they are not financially dependent). However, they will have to
submit copy of the physical disability certificate issued by the designated authority
in respect of their disabled dependent, to the Bank. For that purpose, disabled will
mean as defined by Government of India and as mentioned above.
c. Rotational transfer of such employees may be done, i.e. they may be transferred
within the centre keeping in view CVC guidelines.
d. In case no vacancy exists at present centre of posting, on promotion these employees
may be transferred to other centres, on their choice of place, where required medical
facilities are available.

HRA & Discomfort Allowance: To mitigate the hardship of the employees who retain
their families at the places from where they were transferred and to compensate part
of expenditure to be incurred in securing accommodation at place of posting outside the
centre, they may be reimbursed with the house rent paid at the new place upto 150% of
normal HRA (subject to production of rent receipt)* and a Discomfort Allowance subject
to the maximum of the following amounts on certificate basis #:-

Clerical staff : Rs. 2300/- p.m.

Subordinate staff : Rs. 1400/- p.m.

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 (* In terms of 11th Bipartite Settlement dated 11.11.2020)
(# In terms of e-Circular No. CDO/P&HRD-IR/66/2020-21 dated 21.12.2020)
However,
a. Employees who continue to occupy the quarters provided by the Bank even after
transfer will not be eligible for any HRA.
b. The Discomfort Allowance and Higher HRA will be withdrawn on the transfer of the
employee to his/her original place of posting or to any other place at his/her request.
c. If an employee voluntarily continues after the prescribed period (i.e. beyond 3 years
outside the Centre/ 2 years in a Difficult Centre), payment of higher HRA and
Discomfort Allowance will be stopped immediately at the end of the prescribed stay
at that Centre.

EXEMPTED CATEGORIES
19. Policy for Federation / Federation Level:
Circle level Office President, General Secretary, Senior Vice-Presidents,
Bearers Treasurer of All India State Bank of India Staff
Federation.
Circle Level:
All members of Circle/Central/Working/Executive
Committee of the recognised Circle Union will be exempted
under the Policy.
Union Office Bearers may be considered for posting at
LHOs/AOs/RBOs/Branches as per request of the Circle
Union/Association.
20. Policy for Local Unit Local Unit Secretaries will no longer be exempted
Secretaries from transfer. They will be transferred like other
employees on completion of 5 years at a Branch/Office. In
case there is only one branch at the centre, then the
transfer rule for Single Branch Centres will apply.
21. Single Branch No exemption from transfer will be given to employees who
Centres are posted at a centre, where there is only one Branch of
the Bank. Employees having completed 5 years of stay at
such a centre where there is only one Branch/Office of SBI,
will be transferred to a nearby Branch in the RBO, where
vacancy exists.
Clerical Cadre employees who have been identified by the Bank/ selected / trained for
selling/ marketing various products/services or other activities etc. will not be subjected
to routine transfers, unless decided otherwise by the Corporate Centre.

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 AREA OF TRANSFER
22. Employees posted at LHO/ In cadre Promotion / Transfer would be effected by the
AO/ BPR Outfit/ CAG/ local RBO. Staff posted at LHO/ Administrative
CCG/ SARG/ and other Offices/ BPR outfits/ CAG/ CCG/ SARG Branches/
offices including Corporate Corporate Centre Establishments are considered part
Centre Establishments of local RBO for the purpose of Transfer Policy and
Career Progression.
23. Transfer of Chief In case of surplus in a Region, a Chief Associate can be
Associates transferred even to another Network within 100 km
from the present place of posting, as at present.

24. Transfer of Other Other categories of Clerical cadre in certain difficult

Categories of Staff terrain Circles where the geographical area of RBOs
is too large, the area of such RBO shall be notionally
divided into small zones in consultation with the Circle
Union/ Association.

PLACEMENT
25. Placement of Chief/ All positions of cash in-charge should be filled up by
Special Associates Chief Associates/ Special Associates only. Bank will
decide on the posting as per administrative
requirements, as Chief/ Special Associate are also
required in CCPC/ Locker Operations/ DL Sanction/
Passing work etc.
Only in exceptional situations where number of Chief
Associates/ Special Associates in an AO is less than the
vacancies of Cash-in-Charge, then the senior most
employee at the Branch may be assigned the charge of
cash and in such cases, they would be eligible for
Special Pay/ Allowance and other monetary benefits as
applicable to Chief / Special Associates respectively.

Job Rotation Policy

There will be job rotation from one desk to another at intervals of 6 Months.

Authority Structure for Transfer / Posting of Award Staff

As per the Scheme of Delegation of Administrative Powers.

OTHER CONDITIONS
a. The Bank may at its discretion, identify number of employees, category and
designation wise, to be redeployed/transferred from each branch/office to meet its

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 requirement arising on account of changes in work and work processes and to meet
the needs of handling new items of work, operational efficiency, productivity and to
meet deficit in staff complement identified by the Bank.
b. Transfer will be done on the basis of longest stay at a branch or a centre, as the case
may be. In other words, first to come will be first to go. A branch/office and centre
wise list in descending order of length of stay will be kept ready, duly verified and
updated.
• This Policy will replace all the existing Agreements/Provisions relating to
transfer. An Agreement has been signed by the Bank Management and the
Staff Federation on 18.02.2022.
• A Single 5-Year Policy will be applicable for Subordinate Staff, with no outside the
Centre deployment, except in case of administrative requirement. However, in case
there is surplus at a centre, the Subordinate employees can be transferred within
the Region. In case there is surplus in the Region, then they can be transferred
within the AO.
• The policy comes into force from FY 2022-2023 and will be reviewed after 5
years.
The above-mentioned transfer policy is without prejudice to the provisions of the Sastry
Award (para 535 & 536) and as retained in Desai Award. The Sastry Tribunal has
observed that transfers are rendered necessary by the exigencies of administration and
that proper view to take it that transfers are normal incidents of the workers of the Bank
and they must be left to the discretion of those who guide the policy.

Nothing in this Policy will affect the Management’s right to make transfers
on administrative grounds within the provisions of the Award.

The CHRC, in its meeting held on 08.12.2020, has approved the extension of
joining time on transfer / posting to outside centre to Award Staff employees as
under:
(e-Circular No.: CDO/P&HRD-IR/75/2020 – 21 dated 07.01.2021)
(a) An Award Staff employee can avail the joining time at any time before the
issuance of next transfer order or within 3 years, whichever is earlier.
(b) If an employee does not avail the joining time before the subsequent transfer, the
joining time will lapse.
(c) Two stretches of joining time cannot be clubbed together or carried forward.
(d) Employee will be required to seek permission in writing from the competent
authority (leave sanctioning authority) for availing joining time at a later date.
The above changes in joining time are in line with the Memorandum of Settlement
signed by the Bank Management and All India State Bank of India Staff
Federation on 29th December 2020. The instruction will come into effect from
01.01.2021.

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 A. Clerical cadre employees who have been identified by the Bank/
selected/trained for selling/marketing various products/services or other
activities etc. will not be subjected to routine transfers/redeployment under
Redeployment Policy unless decided otherwise by the Corporate Center. Normally,
placement in specialized activities as mentioned above will be for a period of three
years and will be reviewed thereafter.
B. Stenographers or staff identified for secretarial work may be
transferred/redeployed irrespective of length of stay at the branch/office and such
transfers/redeployment will be based on the suitability of the employee for the
proposed job/work.

15. Reimbursement of Expenses on Transfer:

i. With the effect from 1st June 2015, the class of fare to which the workman and
the members of his/her family would be entitled, shall be as follows:

Subordinate Staff:
AC III Tier for the journey by mail/express train.
By Steamer – II Class Cabin

Non-subordinate Staff:
II AC for the journey by mail/express train.
By Steamer – I Class Cabin

ii. Reimbursement of expenses on Road Travel

(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
As per the 11th Bipartite Settlement, in substitution of Clause 29 of Bipartite
Settlement dated 25 th May 2015, w.e.f. 1st November 2020, where an employee has
to travel on duty / LFC between two places, he shall be reimbursed actual road
mileage cost or at Rs. 8/- per k.m., whichever is less.
iii. In case of a clerical employee when transferred from one station to another will be
reimbursed, for transporting personal effects, actual expenditure incurred evidenced
by receipts subject to the following maximum weight at the goods train rates. The
employee shall be paid the cost actually incurred for transporting his/her personal
effects by road, if there is no railway station or railway out agency at the old or new
place of posting upto the nearest rail station/out agency. If both the places do not have
railway station/out agency, actuals shall be paid for transporting the personal effects
by road upto the stipulated weight by an IBA approved Transport Operator. iv. An
employee on transfer shall be paid the cost actually incurred for transporting his/her
personal effects, as under:
By Train Non Sub -Staff Sub-Staff
For married persons 3500 kg. 2500 kg.
For unmarried persons 2500 kg. 1500 kg.

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 iv. The payment of cost of transporting a vehicle on transfer to another station to an
award staff employee, who owns scooter/motor-cycle may be considered within the
limits stipulated for the purpose.
v. Compensation for losses due to breakage or damage to goods on transfer:
(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
In modification of Clause 22 of Bipartite Settlement dated 25th May 2015, with
effect from 1/11/2020, compensation for losses due to breakage or damage to goods
on transfer, shall be as under:
a. Where an employee produces receipts or a statement of loss in respect of
breakages subject to a maximum of:
Clerical Staff : Rs.1,650/-
Subordinate Staff : Rs.1,100/-
b. Where no receipts/statement of loss are produced, a lumpsum payment of:
Clerical Staff : Rs.1,100/-
Subordinate Staff : Rs. 825/-
vi. Porterage, cartage etc.:
Reimbursement of expenditure unavoidably incurred for such purposes as packing,
carting, tonga, cooly hire and established to the satisfaction of the sanctioning
authority is allowed. Reimbursement of packing and carting charges is subject to prior
sanction by the controlling authority in each case.

In case of subordinate cadre employees, expenses incurred on cartage, gharry,

mazdoor hire etc. are paid provided the expenses are established to the satisfaction of
the sanctioning authority.
vii. Provisions Relating to Employee’s Family:
When for any reason, the family of an employee does not travel with him/her but joins
him/her within a period of six months from the date of his/her transfer, an employee
shall be entitled to draw the further fare and the cost of transporting luggage payable
for the family subject to the limits laid down. In such a case, it would be in order to
reimburse the employee, on transfer, actual travelling expenses in respect of his/her
family members and the cost of transportation of house hold luggage incurred in
shifting his/her family to his/her place of domicile or any other convenient place or if
the family of the employee travels from a place other than that from which the
employee is transferred to join him/her at the new station, provided that, the cost does
not exceed the amount that would have been payable to the employee, had he/she
taken his/her family and house hold luggage from his/her earlier place of duty to the
new place of posting. Each case will be considered on merits and prior approval of the
controller would be necessary. Further, in cases of shifting of his/her family to his/her
place of domicile or any other convenient place the employee concerned will not be
eligible to claim travelling expenses in respect of his/her family members if he/she
decided to take them to the place of his/her posting at a later date.

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 a) The employees posted to a difficult and inconvenient centre where educational
facilities are inadequate or are not available at all, may have to keep his/her
children for their education outside the place of posting. In such case, he/she may
be reimbursed in terms of his/her eligibility, travelling expenses on account of
his/her children consequent on transfer from his/her place of posting to where
he/she is posted on transfer or the actual expenditure incurred, whichever is
lower. The above principle will also be applicable in the case of an employee who
is staying alone at the place of his/her posting and his/her family members are
not staying with him/her at the place of posting for some convincing reason.
b) Employees who join the mobile duty of the Inspection Department are paid
travelling expenses from the place of their last posting to the place where they
are asked to report for the new assignment.
c) Reimbursement of travelling expenses incurred for shifting the employee’s family
to a convenient place in such cases are permitted, to the same extent to which
he/she would have been eligible. If the employee had been transferred to that
place and joined Inspection Department from there. At the time of reversion,
similar expenses for shifting the family from that place to the place of the
employee’s posting will also be reimbursed.
d) If, at the employee’s request, he/she is permitted as a special case to retain
residence provided to him/her at the place of his/her last posting, he/she will not
be eligible to claim the travelling expenses in respect of his/her family members.

viii. Deceased employees – transportation of personal property and fare for the family
If an employee dies in service, the cost of transportation of his/her personal property
and fares of the dependent family members for travel from his/her last place of
posting to the place where the family proposes to settle down, may be reimbursed
subject to the laid down ceiling.

8.4 INTER CIRCLE TRANSFER

The Inter Circle transfer policy for clerical staff has been reviewed and revised
guidelines are as under: -

(e-Circular no.- CDO/P&HRD-IR/34/2017-18 dated 31.07.2017)

a) Eligibility for Application:

i) All confirmed employees having a minimum service of 5 years, including probation
period, will be eligible to apply for ICT.
ii) Confirmed Lady/women employees will be eligible for ICT on working spouse ground
without any minimum service criteria.
iii) Confirmed men employees will be eligible for ICT on working spouse ground after
minimum 3 years of service.

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iv) Confirmed Ex-servicemen employees will be eligible for ICT after completing a
minimum service of 3 years in the Bank.
v) Confirmed employees will be eligible for ICT on extreme compassionate ground
without any minimum service criteria.
vi) The application of ICT under extreme compassionate ground can generally be
considered for serious illness of self, spouse, parents and dependent children and for
employees who comes under PWD category provided such conditions have arisen
after the employee has joined the Bank.
vii) Employees whose spouse is self-employed and cannot relocate their profession/ job
elsewhere will also be eligible to apply for ICT under working spouse ground.
viii) In case of employees recruited under area wise special recruitment drive the
minimum service period of stay is 8 years. Any request for ICT shall be considered
after completion of minimum period which is currently 8 years of service.
ix) As per Advertisement for Recruitment of Junior Associates (Customer
Support & Sales) No. CRPD/CR/2019-20/03 dated 12.04.2019 and onwards
“There is no provision for Inter Circle Transfer/ Inter State transfer for
Junior Associates to be recruited”

b) Application Process:

i) An eligible employee can apply for ICT online throughout the year. The process
of manual application shall be discontinued.
ii) The employees who have already applied for ICT, their seniority of application
shall be maintained.
iii) All applications shall be registered chronologically, and a reference number will
be generated. There will be no need to route the application through BM/ RM/
DGM (B&O). The status of application shall be maintained at LHO.
iv) A cap of 50 (net outflow in a year) shall be fixed for each circle excluding working
spouse ground and extreme compassionate ground.
v) The practice to seek consent from transferee Circle before transfer shall be
discontinued,
vi) All eligible applications received up to 31 stJanuary every year shall be
considered for transfer on the ‘first come first serve’ basis and within the overall
cap of 50.
vii) The relieving shall be done during April to June every year to the extent
possible.

c) Other Conditions:

i) In case of transfer on extreme compassionate ground as well as working spouse

ground for lady employees, there will be no cap as to the number of applications to
be considered in a year.

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ii) The number of chances to apply for ICT in the entire career shall be restricted to
two. However, an employee may apply for ICT on working spouse ground, without
any restriction, during the entire career.
iii) Respective DGM&CDO / Departmental head will ascertain the authenticity of the
facts mentioned in the application before relieving the employee.
iv) Before relieving, it will be ensured that there is no disciplinary proceedings pending
or contemplated against the employee.
v) Withdrawal of application shall be permitted at any time before relief.
vi) The cases of extreme compassion shall be approved by CGM (HR) at Corporate
Centre whereas other cases shall be approved by the CGM of the Circle.
vii) On transfer under the policy, the employee will be eligible for joining time only once
during his/ her entire career. However, they will be eligible for actual journey period
on all such transfers.

a. The applications for inter-circle transfers should be called by the Circles on-line for
a month from 1st April to 30th April and serially numbered. In terms of our letter
no. CDO/IR/1042 dated 17.09.2014, Circle seniority of applicants will be the
criteria for deciding inter-circle transfers. In case of more than one persons of same
seniority applies for ICT, the persons higher in the application serial number will
get preference.
b. Transfers of eligible cases should be completed before 30 th June of the respective
year. The net outflow from the Circle on account of inter-circle transfers in a
financial year should not exceed 50. Remaining cases to be carried over to next
year and they need not apply afresh.
c. The following three categories of applicants may be considered even outside the
ceiling of 50:
i. Lady employees: Their application for inter-circle transfer may be considered
even before their completing 5 years of service by the respective Circle CGM
on case to case basis if the same is on spouse ground and the job of the spouse
is not transferable.
ii. Inter-Circle transfer requests of ex-servicemen on case to case basis may be
considered by the respective Circle CGM.
Applications which are on extreme compassionate grounds may also be
iii.
given priority, on a case-to-case basis. Based on the recommendations of the
Circle CGM, CGM (HR), Corporate Centre may consider such cases.
In respect of all the above category of cases decision may be taken subject to
administrative exigencies/requirements.
d. In case of male employees, if they apply for inter-circle transfer on spouse ground
and the job of the spouse is not transferable, the same may be given priority over the
other pending applications. Such applications may be dealt with within the general
ceiling of 50.

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 e. The above relaxations will not be applicable in case of Associates recruited/to be
recruited under area wise special recruitment drive where minimum period of stay is
already stipulated.
f. The above guidelines will supersede all earlier guidelines in the matter.

8.5 TRANSFER/DEPLOYMENT ON PROMOTIONS FROM SUB-ORDINATE TO

CLERICAL CADRE:
In terms of instructions contained in e-circular no. CDO/P&HRD/IR/102/201516 dated
03.03.2016, all employees on promotion from sub-ordinate to clerical cadre will be
subjected to change of posting as under:

The subordinate staff promoted to clerical cadre under merit channel will be posted
at rural or semi-urban centres or in large branches at urban centres as per the need
of the Bank. They will perform all the duties, which have been laid down for them by
the Bank. No special pay/ officiating allowance will be payable to them except when
due under Career Progression Policy. However, if due to extreme administrative
exigencies, these employees are required to exercise passing powers equivalent to
Senior Associates, they will be eligible for officiating pay.”

8.6 JOINING TIME IN CASE OF REQUEST TRANSFER

Circular No. : CDO/P&HRD-IR/69/2013 - 14 dated February 12,2014.
The matter was examined and it was decided that in case of request transfers
whenever workmen are transferred, at his/her request, outside the centre after
completing 5 years of service in the Bank which results in a change of residence
from existing place of posting to the new place of posting, joining time not exceeding
6 days exclusive of the number of days actually spent on journey may be granted to
him/her only once during his/her career.

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 CHAPTER-9
MEDICAL FACILITIES
This section covers the various medical facilities available to workmen staff in
our bank. The features of the schemes are discussed in detail and relative
charts of permissible payable amount under various treatment procedures
have been provided. The main topics covered in this chapter are as following:

• Eligibility
• Definition of Family
• Annual Medical Aid
• Improved Medical Aid (Specified Serious Disease) Scheme
• Hospitalisation Scheme
• Miscellaneous: Financial Powers and Others
• Reimbursement of Medical Expenses Through HRMS

9.1 ELIGIBILITY

Medical facilities are available to workmen employees and their family

members under the following schemes: -
(i) Annual Medical Aid.
(ii) Improved Medical Aid (specified serious diseases) Scheme
(iii) Hospitalisation Scheme
(iv) Other Medical Benefits- Vaccination, Normal Delivery, Glucometer etc

9.2 DEFINITION OF FAMILY

(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
In partial modification of Clause 18 of the Bipartite Settlement dated 25th May
2015, for the purpose of medical facilities and for the purpose of leave fare
concession, the expression ‘family’ of an employee shall mean -
(i) the employee’s spouse, wholly dependent unmarried children (including step
children and legally adopted children) wholly dependent physically and
mentally challenged brother/ sister with 40% or more disability, widowed
daughters and dependent divorced/ separated daughters, sisters including
unmarried/ divorced/ abandoned or separated from husband/ widowed
sisters, as also parents wholly dependent on the employee.

Provided that in the case of physically and mentally challenged children,

they shall be construed as dependents even after their marriage including
spouse and children subject to fulfilling the income criteria.

(ii) The term wholly dependent family member shall mean such member of the
family having a monthly income not exceeding Rs.12,000/- p.m. If the

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 income of one of the parents exceeds Rs.12,000/- p.m. or the aggregate
income of both the parents exceeds Rs.12,000/- p.m., both the parents shall
not be considered as wholly dependent on the employee.
(iii) A married female employee may include her natural / legal parents or
parents-in-law under the definition of family, but not both, provided that
the parents/parents-in-law are wholly dependent on her.
Note: For the purpose of medical expenses reimbursement scheme, for all
employees, any two of the dependent parents/ parents-in-law shall be
covered.
(e- Circular CDO/P&HRD-IR/66/2020-21 dated 21.12.2020)
The married lady employees may be eligible to claim reimbursement of
medical expenses in respect of her parents if she gives a declaration that
though her parents are living separately from her, they are still dependent
on her. This is also subject to income criterion and other provisions relating
to dependents.
Clarifications
i) A female employee, whose husband is also an employee of the Bank will
not be eligible to claim reimbursement of medical expenses in respect of
her children, unless the children are dependent on her and not on her
husband. (PER:IR: CIR:34 dated 16.02.1987)
ii) An employee is eligible to claim reimbursement of medical expenses on
account of spouse irrespective of income dependency. As such we may
reimburse hospitalisation expenses within the ceiling laid down, provided
no claim of the same bills has been received by the employee or the spouse.
iii) Where the employee's spouse is eligible for reimbursement of medical
expenses from his / her employer, the claim will be reduced to the extent of
his / her spouse's entitlement under his / her employer's dispensation.
iv) Where more than one brother/sister are working in the Bank,
reimbursement of medical expenses in respect of dependent parent can be
claimed by only that employee with whom the dependent parents
ordinarily reside. Whenever such employees claim reimbursement of
medical expenses incurred in respect of their dependent parents, they
should submit a suitable declaration along with their application for
reimbursement of medical expenses as given below.
"I further certify that dependent parent(s), in respect of whom the
reimbursement is being claimed, ordinarily reside(s) with me and my
other brothers and sisters working in the bank have not claimed/are not
claiming reimbursement of such expenses". (PER:IR:CIR:49 dated
25.02.1986)
Clarification

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 • If dependent parent(s) of an employee fall ill at a station other than the
headquarters of the family during a casual visit, the benefit shall be available
to him in respect of such treatment taken at the station where the dependent
parent(s) fall ill. Such an outstation treatment shall not be admissible if the
parent(s) resides at that station except stated otherwise.
• If an employee is transferred to another station but whose family remains at
the old headquarters, the benefit shall be available in respect of the members
of the family at the old headquarters for good and sufficient reasons.
(NBG:P&HRD:IR:6072 dated 10.10.2003)
v) Where both Husband and Wife are working in the Bank
a. Where the husband is a member of the Supervising Staff and the wife is an
award employee in the Bank, the wife may avail herself of medical facilities
as per her entitlement as award employee and expenses incurred by her in
excess of the amount to which she is entitled to as an award employee, may
be claimed by the husband under his service rules.
b. Where both husband and wife are members of the award staff, it will be in
order to reimburse the medical bills submitted by an employee, on account of
treatment taken by his/her spouse, from the balance available in the
employee's medical aid account, provided there is no balance in the medical
aid account of the spouse.
The age of a family member will not be a factor to decide his/her dependence
on the employee, unless it is specifically so provided.

9.3 ANNUAL MEDICAL AID

(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
The reimbursement of medical expenses under Annual Medical Aid Scheme
shall be restricted to an amount of Rs. 2355/- per annum with effect from
01.11.2017. For the calendar year 2017, the reimbursement of medical expenses
under the medical aid scheme shall be enhanced proportionately for two
months i.e. November and December 2017.
Note:
a) The quota for the calendar year shall automatically get created in the system
at the beginning of the year for the eligible employees, and unless claimed,
shall remain valid for carry over upto 3 calendar years.
b) Maximum accumulation in Medical Aid Account: The amount of total expenses
from January to December of each calendar year will be allowed to be
accumulated so as not to exceed, at any time, 3 times the maximum permissible
on annual basis.
c) In case of new recruits, reimbursement of medical expenses up to full annual
quota is allowed in the first year, irrespective of their joining the service in that
year.

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 d) Reimbursement of medical expenses of the workmen and his family will be
made through HRMS and the online application will be treated as valid request
for reimbursement.
e) Suspended employees getting subsistence allowance from HRMS system shall
also be eligible for the reimbursement of such annual medical aid.
f) In case the employees on unauthorized absence and not paid salary through
HRMS, manual application needs to be taken and forwarded to respective
Circle HRMS team for direct input in system for payment as online
reimbursement facility shall not be available to employees who have not been
paid salary through HRMS.

9.4 IMPROVED MEDICAL AID (SPECIFIED SERIOUS DISEASES)

SCHEME
(A) Expenses are also reimbursed to the workmen staff for treatment of
themselves in respect of the following 23 serious diseases with or without
hospitalisation. In case of treatment of dependent family members
reimbursement is made to the extent of 100% (w.e.f. 10.11.2017) of the
admissible expenses. The bills for treatment of the employee as well as family
members are paid by debit to Charges Account. (CDO:IR:CIR:54: DTD. 18-12-
2001)

1. List of Diseases: -
Sr. Name of the disease Sr. Name of the disease
1 Tuberculosis 14 Dog bite/Snake bite
2 Cancer 15 Epilepsy, if there is ‘Status Epilepticus’
3 Leprosy 16 Non-alcoholic Cirrhosis of Liver
4 Mental diseases 17 Haemophelia
5 Accidents of a serious nature 18 Purpura
6 Cardiac ailment 19 Thalassaemea
7 Kidney ailments Typhoid with complications like
(a) Intestinal Perforation or intestinal
8 Paralysis 20
obstruction.
9 Tumour (b) Typhoid Psychosis or Brain damage.
10 Small Pox 21 Parkinsons disease
11 Pleurisy 22 Cerebral Palsy
12 Diphtheria 23 AIDS
13 Cerebral Malaria

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 Clarifications - The undernoted diseases are covered under the list of existing
serious diseases:

2. 'Grand Mal' type of Epilepsy which causes convulsions of the body with or
without unconsciousness will also be covered under the head "Epilepsy if
there is Status Epilepticus" and reimbursement of expenses will be
considered accordingly.
3. In the under noted types of investigations, reimbursement will be
available.

i) Investigations for Coronary Artery Disease (CAD): If such

investigations are ordered by a Cardiologist based on a definite clinical and
investigative evidence of heart disease the charges, even if the result of the
investigation is not positive, will be reimbursed.

ii) Investigations to rule out Breast Cancer/Mammography/ Biopsy:

The expenses incurred on the investigation will be reimbursed if ordered by
a consultant surgeon based on adequate clinical evidence and certificate,
even though after investigation it is found that the patient is not suffering
from Cancer.

iii)Investigations for Gynaec Problems, Cervical Cancer, Pap Smear:

The cost of such investigations will be reimbursed provided these are
ordered by a consultant Gynecologist based on clear clinical evidence and
certificate even though after investigation it is found that the patient is not
suffering from Cancer.

iv) The cost of kidney paid to the donor by the employee is not reimbursable.
However, it would be in order to reimburse expenses incurred on
hospitalisation of the donor irrespective of whether the kidney donor is the
relative of the employee or an outsider.

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 4. Medical expenses incurred for treatment of psychiatric disorder in respect of
eligible family members may be considered for reimbursement upto 100%
(w.e.f. 10.11.2017) under the Scheme, subject to the following

9.4.1 REIMBURSEMENT OF EXPENSES

1. Reimbursement of expenses will be made by debit to Charges Account in
accordance with the schedule of reasonable charges prepared by the Circles for
their centres for the prolonged treatment with/without hospitalisation of
employees themselves in respect of the 23 specified serious diseases referred
to above.
2. In respect of these diseases, reimbursement of medical expenses for treatment
for members of family of the staff will be made to the extent of 100% (w.e.f.
10.11.2017) of the admissible expenses

9.4.2 SCHEDULE OF REASONABLE CHARGES

(i) Each Circle will draw the schedule of reasonable charges based on the rate for
economy or lower-class bed in a hospital run by Government/ Corporation
/Trust at LHO centers/ Administrative Office centers or within the entitled bed
charges, whichever is lower. Entitled bed charges w.e.f. 23.03.2018 are given
below:
Bed Charges : Rs. 1,600/-* per day

ICU Charges : Rs. 4,000/-* per day

(* The revised rates shall be valid for period of 5 years. The Bed / ICU charges
will be reimbursed as per the actual expenses on economy / lower class of the
bed in the hospital where treatment has been taken, subject to the ceilings as
above. If at any centre, Bed / ICU charges are lower, Circles shall prepare the
schedule of reasonable charges on actual basis within the above ceilings. (e-
Circular No. CDO/P&HRD-IR/110 dated 23.03.2018)

ii. The schedule of reasonable charges is drawn by the Circles for various medical
services for their centres in accordance with the guidelines contained in our
letter No. PER:IR:2849 dated the 26th August 1994. These schedules, after
approval by the Circle Chief General Manager shall form the basis for
reimbursement of medical expenses under the scheme.
iii. Once the schedule of reasonable charges has been finalized, vetted by the
Senior Medical Officer at LHO and approved by the Chief General Manager of
the Circle, no deviation thereto shall be permitted.
iv. The periodicity of review of schedule of charges is two years.
(CDO:IR: SPL:152 dated the 29th August 2000)

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 v. While drawing up comparable charts for determining schedule of reasonable
charges, apart from considering charges in Government/ Corporation hospitals
and/or in reputed trust hospitals for their economy or lower class of bed,
charges in comparable, reputed private hospitals at the centre for their
economy or lower class of beds may also be considered for determining the
schedule of reasonable charges.
(CDO:IR: SPL:372 da ted the 31st January 2002)

9.4.3 OTHER IMPROVEMENTS IN MEDICAL FACILITIES

a) Reimbursement of Expenses on Vaccination to Children of Employees
(e-Circular no CDO/P&HRD-IR/111/2017-18 dated 23.03.2018)
& Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated 15.12.2021)
The Bank has decided that expenses incurred by an employee/ officer on the
vaccinations of their children. Initially, in 2018, the reimbursement was
permitted up to a certain extent (upper ceiling) and the doctor’s fee.
Subsequently, the scheme was reviewed and under the modified scheme, w.e.f.
26.11.2021, the expenses incurred on child vaccination may be reimbursed on
the basis of Maximum Retail Price (MRP) on production of bill. The charges for
administering the vaccines will be capped at maximum Rs. 50/- for Oral
vaccinations and Rs. 200/- for Injectable vaccinations.

All the Child Vaccines (listed in Annexure A) may be administered till the age
of 18. Any Vaccination taken on the advice of health care professional during
the catch-up period will be reimbursed. In such cases, a certificate from the
treating Doctor will have to be furnished, stating the reason for the delay.

We have placed the detailed list of vaccinations below which form an important
part of immunisation schedule, along with the upper ceiling of rates.

LIST OF CHILD VACCINES

Sr. Vaccine Prevents Age Ceiling
No.
1. BCG TB Birth MRP + 200
2. Hepatitis B 1 Jaundice Birth MRP + 200
3 OPV 0 Polio Birth MRP + 200
4 IPV 1/OPV 1, DTP Diphtheria, Tetanus, 6 weeks MRP + 200
1, Hep B2 & Hib1 Whooping Cough, Polio,
(all combined) Jaundice, Infections
Against bacteria

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5 PCV 1 Pneumonia 6 weeks MRP + 200

6 RV Diarrhea 6 weeks MRP + 200

7 DTP 2, IPV 2/ Diphtheria, Tetanus, 10 weeks MRP + 200
OPV 2, Hep B3 & Whooping Cough, Polio,
Hib2 (all Jaundice, Infections
combined) Against bacteria
8 PCV 2 Pneumonia 10 weeks MRP + 200
9 RV 2 Diarrhea 10 weeks MRP + 200
10 IPV 3, DTP 3, Hib Diphtheria, Tetanus, 14 weeks MRP + 200
3 & Hep B4 Whooping Cough, Polio,
(all combined) Jaundice, Infections
Against bacteria
11 PCV 3 Pneumonia 14 weeks MRP + 200
12 RV 3 Diarrhea 14 weeks MRP + 200
13 Influenza 1st & 2nd Influenza (yearly) After 6 months MRP + 200
14 MMR Measles, Mumps, Rubella 9 months, 15 MRP + 200
months & 4-6
yrs
15 Hep A 1 Jaundice 12 months MRP + 200
16 JE Encephalitis 12/13 mths 16- MRP + 200
18 mths
17 Varicella 1 Chicken Pox 15 months MRP + 200
18 PCV Booster Pneumonia 15 months MRP + 200
19 OPV, DTwP Diphtheria, Tetanus, 16 to 18 months MRP + 200
B1/DTap B1, IPV Whooping Cough, Polio,
Booster & Hib Infections Against bacteria
Booster (all
combined)
20 Hep A 2 Jaundice 18 months MRP + 200
21 Meningococcal Meningitis 9 to 23 months MRP + 200
Vaccine (2 doses)
2 years to 55
years
(Single dose)
22 OPV/DTwP Polio, Diphtheria, Tetanus, 4-6 years MRP + 200
B2/DTaP B2 Whooping Cough
23 Varicella 2 Chicken Pox 4-6 years MRP + 200

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24 Tdap/Td Diphtheria, Tetanus 10-12 years MRP + 200
25 HPV 1st dose Cervical Cancer & HPV 10-12 years MRP + 200
2nd dose infections in males
3rd dose
26 Typbar TCV Typhoid 6 months MRP + 200
onwards (2
doses, 1 year
apart)
27 Covid Vaccine Covid - 19 As per MRP + 200
instructions

b) Introduction of Reimbursement of Adult Vaccination:

Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated 15.12.2021)
With the approval of the CHRC, the Medical Reimbursement Scheme of the Bank
for the employees has been modified. The expenses incurred by an employee on
vaccination of self or dependent family members will be reimbursed on the basis
of Maximum Retail Price (MRP) on production of bill. The charges for
administering the vaccines will be capped at maximum Rs. 50/- for Oral
vaccinations and Rs. 200/- for Injectable vaccinations. Further, it has to be
ensured that the upper ceiling for each vaccine is not higher than the highest
MRP of domestic vaccine.
The revised scheme will be applicable w.e.f. 26.11.2021. However, reimbursement
of COVID vaccine is already in place from 01.01.2021.

LIST OF ADULT VACCINES

Sr. Vaccine Prevents Ceiling
No.
1 Influenza Flu MRP + Rs. 200/-
2 Tdap/Td Diphtheria/Tetanus MRP + Rs. 200/-
3 Varicella Chickenpox MRP + Rs. 200/-
4 Zoster Zoster MRP + Rs. 200/-
5 PCV 13 Pneumonia MRP + Rs. 200/-
6 PPSV 23 Pneumonia MRP + Rs. 200/-
7 Menactra Meningitis MRP + Rs. 200/-
Meningococcal vaccine
8 MMR Measles/mumps/Rubella MRP + Rs. 200/-
9 Hepatitis A Hepatitis A MRP + Rs. 200/-
10 Hepatitis B Hepatitis B MRP + Rs. 200/-
11 Typhoid Typbar TCV MRP + Rs. 200/-

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 12 HPV Cervical Cancer MRP + Rs. 200/-
13 JE Vaccine Japanese Encephalitis MRP + Rs. 200/-
14 Hib Hemophilus Influenza MRP + Rs. 200/-
15 Covid Vaccine Covid - 19 MRP + Rs. 200/-

c) REIMBURSEMENT OF COST OF SPECTACLES

(Circular No.: CDO/P&HRD-IR/82/2021 - 22 dated 31.12.2021)
The Bank has been taking several initiatives for the welfare of its employees
from time to time. However, Bank does not have the provision of
reimbursement of cost of spectacles to the employees. 2. Since most of the
employees have to use spectacles as a basic requirement for upkeep of their
optical health, as also as an important aid to assist in discharge of work, it was
felt, as a much-needed Staff Benefit measure, that the cost of the spectacles
should be reimbursed to the employees.

The CHRC has approved the introduction of the facility of reimbursement of

the cost of spectacles to our employees, as per grade wise cost ceiling as under:
Reimbursement Ceiling (Frame plus Lens) for Award Staff (Clerical and
Subordinate) Rs. 3,000+ GST

Conditions:
➢ The reimbursement of the cost of spectacles will be made only on submission
of prescription of the Ophthalmologist and original receipt for the purchase.
➢ This reimbursement facility is only for the Bank employees and not for their
dependent family members.
➢ An employee may buy more than one pair of spectacles, within the eligibility
ceiling.
➢ The reimbursement can be availed by an employee once in 3 years through
HRMS. This reimbursement scheme will be applicable from the date of
approval, i.e. 28.12.2021.

Clarification
(e-Circular No.: CDO/P&HRD-IR/99/2021 – 22 dated 02.02.2022)
In this connection, we have been receiving several queries in respect of
situations where purchase of spectacles is made on more than one occasion. It
is clarified in this regard as under:

Scenario 1: If purchased in one instance:

More than one pair of spectacles can be purchased in one instance. The next
reimbursement with full eligibility will fall due on competition of 3 years of
the previous purchase.
Example:

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 Eligibility: Rs. 15,000/-
Spectacles purchased in one instance:
Full reimbursement taken on 01.02.2022 - Rs.15,000/-:
Next reimbursement with full eligibility will fall due on 01.02.2025

Scenario 2: If purchased separately:

If purchase of more than one pair is made separately on different occasions,
the next reimbursement will fall due on completion of 3 years of the first
reimbursement (irrespective of the date of purchase of the second pair of
spectacles).

Example:
Eligibility: Rs. 15,000/-
Spectacles purchased on 2 occasions
1st Reimbursement taken on 01.02.2022 - Rs.10,000/-
2nd Reimbursement taken on 15.05.2024 – Rs. 5,000/-
Next reimbursement with full eligibility will fall due on 01.02.2025

d) Reimbursement of expenses in case of kidney and liver donation by

employees to third party/ non-dependent family members
The Bank has decided that expenses incurred by an employee / dependent
family member in case of donation of kidney/ Liver to third party/ non-
dependent family members, the expenses shall be reimbursed up to a ceiling
of Rs. 1,50,000/- in respect of kidney transplant and Rs. 5,00,000/- in respect of
liver transplant. The expenses will be reimbursed on the basis of actual
charges or ceiling as above, whichever is lower. However, in case the medical
expenses incurred by a donor are covered under any insurance policy, the Bank
shall not reimburse the amount to the extent of insurance coverage.
(e-Circular no CDO/P&HRD-IR/111/2017-18 dated 23.03.2018)

9.4.4 Common Irregularities Observed in implementation of the Scheme

i) Laid down instructions in regard to reimbursement of travelling expenses for
shifting the workman or his family members from residence to the
hospital/nursing home or from one centre to another are not being adhered to.
In terms of the scheme, reimbursement of travelling expenses for shifting the
patient to a center other than the one where the employee is posted is
permitted only when the treating consultant certifies that the required
treatment is not available at the place of duty and that the patient is required
to be shifted to another centre to save his life.

ii) Employees are approaching consultants and admitting themselves in a class of

bed higher than their entitlement. This results in much higher expenses than
what would be incurred had the treatment been taken in a hospital as per their
entitlement.

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 iii) In cases where the employees have taken treatment in a bed higher than their
entitlement, during the scrutiny of bills, only the excess bed/ICU charges are
reduced from the billed amount, while the other charges such as operation
theatre charges, fees for surgeons, anaestheist's fees and other related
services corresponding to the higher class of bed/room (which would normally
be on high side) were paid. This is inconsistent with the laid down guidelines
in terms of which the excess of the actual bill amount of the hospital over the
amount considered reasonable as per the entitlement of the employee has to be
borne by the employee.

iv) While settling bills of employees involving accidents of serious nature,

information is not sought from the employees as to whether they have taken
any insurance cover on account of accident or any monetary benefit is accruing
on account of third party insurance claim, although the benefits admissible
under the improved Medical Aid Scheme are to be reduced by the amount so
received or due. The extant instructions in this regard, that in such cases a
certificate should be taken from the employee confirming that the amount
claimed was actually incurred by him and that he has neither received nor is
entitled to any reimbursement or contribution towards such expenses through
any source, are not compiled with.

v) Certificate/undertaking with regard to dependents income being within the

prescribed ceilings is not obtained from the employees.

vi) Medical bills have been paid at LHOs even when the same have not been
scrutinised/ recommended or routed through the concerned Administrative
Office. In terms of the laid down instructions, the medical bills are to be
forwarded to the sanctioning authority on the requisite pro forma duly signed
by the recommending authority.

vii) Explicit comments of the Senior Medical Office/Medical Officer on the

admissibility and eligibility of the charges claimed by the employee are not
recorded. They should also indicate the charges which are not reimbursable.
Remarks of Senior Medical Officer/Medical Officer such as "the bills are in
order subject to the satisfaction of Bank's laid down norms" are not acceptable.

viii) Statement of medical expenses incurred, indicating inter-alia the amounts

eligible under each head, amounts disallowed and allowed is not being
recorded, and where recorded, evidence of it having been verified/checked by
officials is not found. This is not being insisted before passing the bills.

ix) In some cases, the rates being charged for various services by hospitals in their
bills were higher than the rates mentioned in the LHO's approved schedules.

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 It appears that the rates being charged in the bills are not being subjected to
verification.

x) Quarterly returns on improved Medical Aid Scheme are not being submitted
and where submitted, delay has been observed.

9.4.5 IMPORTANT POINTS / GUIDELINES FOR PROCESSING OFFICIALS

/ SANCTIONING AUTHORITIES
i) Whether the medical bills being put up to the sanctioning authority are on the
pro forma on the lines of Annexure- III(i) and information has been furnished
against all the points.

ii) Whether the disease / ailment for which expenses are claimed is one of the
specified serious diseases.

iii) In case of hospitalisation, whether discharge summary and / or certificate to

this effect by the attending physician are enclosed with the medical bills and
are in order.

iv) Whether the employee has taken treatment in a class of bed as per his/her
entitlement.
v) Whether the expenses claimed in the bills are in line with the schedule of
reasonable charges prepared for the centre at which the treatment has been
taken.

vi) Whether the bills have been scrutinised by the Bank's Medical Officer with
reference to the admissibility and reasonableness of the charges claimed by the
employee vis-à-vis the schedule of charges.

vii) The Competent Authority has since decided that the medical bills up to Rs.
2000/- may be paid by the sanctioning authority without any scrutiny by the
Bank Medical Officer / Contract Doctor. In case of any doubt on admissibility
of expenses incurred, clarification may be sought from the Bank Medical
Officer/ Contract Doctor, strictly on a need basis. Further, at least 1% of the
sanctioned medical bills up to Rs 2,000/- at each branch / office, post-payment,
shall be subjected to scrutiny by the Bank Medical Officer/ Contract Doctor on
random basis as per the ‘Standard Operating Procedure (SOP). (e-Circular:
CDO/P&HRD-IR/83/2017-18 dated 08.01.2018)

viii) In case of an employee occupying a bed beyond his / her entitlement, whether
the difference in the bill amount of the hospital and entitlement of the
employee has been recovered from the employee.

ix) In case of outstation treatment,

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 x) While settling bill of an employee involving accident of serious nature,
certificate should be obtained from the employee to the effect that he has not
taken any insurance cover on account of accident or availed of any monetary
benefit, accruing on account of third party insurance claim as the benefits
admissible under the Improved Medical Aid Scheme are to be reduced by the
amount so received or due.

xi) In case of treatment in a hospital with whom the Bank has reserved beds,
whether free services to be offered by the hospital in terms of the agreement
have been shown as discount in the bill.

xii) Whether laid down instructions with regard to reimbursement of ambulance

charges for shifting the workmen or his family members from residence to the
hospital / nursing home or from one centre to another centre are being adhered
to. In terms of the laid down guidelines, reimbursement of travelling expenses
for shifting the patient to a centre other than the one where the employee is
posted, is permitted only when the treating consultant certifies that the
required treatment is not available at the place of duty and that the patient is
required to be shifted to another centre to save his life.

xiii) The recommending authority should forward only the original bills/ vouchers /
prescriptions for reimbursement and the correspondence with the applicant
should be retained with them and not forwarded to the sanctioning authority.

xiv) Queries, if any, raised by the sanctioning authorities should be promptly and
fully replied by the recommending authorities to reduce the delay in
correspondence.

9.4.6 IMPORTANT GUIDELINES FOR BANK’S MEDICAL OFFICERS

(i) The Senior Medical Officer/ Bank’s Medical Officer should examine the
disease/accident/treatment given, discharge summary and/ or the certificate
to this effect by the attending physician/surgeon and ensure that these are
enclosed along with the medical bills and forwarded to the sanctioning
authority.
(ii) The Senior Medical Officer/ Medical Officer should examine the bills and put
their explicit comments on the admissibility and reasonableness of the
charges claimed by the employees vis-à-vis the schedule of reasonable charges
and should also indicate the charges which are not reimbursable.

(iii) The Medical Officers should not succumb to the pressure of the employees
during scrutiny and countersigning the bills.

(iv) The Medical Officers should ensure that the bills countersigned by them are
genuine and full benefits have been derived by the employees.

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9.4.7 OUTSTATION TREATMENT (SPECIFIED SERIOUS DISEASES)
(i) Employees and their families may take treatment at a place outside their
headquarters where the specialised treatment in a hospital is available for the
specified serious diseases. The Award Staff may opt for treatment at any
centre of his/her choice for hospitalization and under Improved Medical Aid
Scheme for serious diseases. Prior certification from the attending physician/
registered medical practitioner or prior approval of the sanctioning authority
is dispensed with when the treatment taken in an empanelled hospital of the
bank at any place. The entitlement would be as per his/ her cadre and the rate
approved by the Bank under tie-up arrangement at respective centre Further
the competent authority has decided that the facility of treatment at any centre
of choice may be extended to the dependent family members of award staff
subject to treatment being taken in an empanelled hospital of the Bank at any
place.(Ref: CDO/P&HRD-PM/7/2018-19 dated 07.04.2018 & CDO/P&HRD-
PM/49/2018-19 dated 26.10.2018)

(ii) The reimbursement of medical expenses would be on the basis of rates

approved for the Circle / centre where the employee/his family takes the
treatment. It is, therefore, extremely essential that all Circles finalise their
schedule of reasonable charges for specified serious diseases.

(iii) The Bank’s Medical Officer’s comments/recommendations should be obtained

on the bills/ claims when submitted to the Bank by the employee for
reimbursement and based on the employee’s application the sanctioning
authority will take the decision.

(iv) The official processing the bill provide a copy of the schedule of charges of the
centre where the treatment is taken under the above scheme before putting up
for sanction by the competent authority.

(v) Sanctioning authority should ensure that the amount reimbursed is strictly in
accordance with the schedule of reasonable charges of the centre where
treatment is taken or as per the rates approved under tie-up arrangement and
no deviation is permitted.
(vi) The employee shall not be entitled to travelling/halting expenses on account of
the treatment taken outside the headquarter.
(vii) It is clarified that if an employee avails treatment in the class/category of
beds/rooms above his eligibility, the Bank shall not reimburse the expense
more than the eligibility as per rules.
The above instructions are also applicable, mutatis-mutandis, in the case of
outstation treatment under hospitalisation scheme for members of award staff.
(CDO:IR:SPL:451 dated 02.01.2004)

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9.4.8 REIMBURSEMENT OF EXPENSES INCURRED TOWARDS
GLUCOMETER AND GLUCOSE TEST STRIPS
Workmen staff may be reimbursed the cost of Glucometer and Glucose Test
Strips under the improved medical Aid scheme, subject to following stipulations:
a) The facility of reimbursement of the cost of Glucometer and Glucose Test Strips
will be available to all members of workmen employees who are diabetic.
b) An employee will be eligible for only one Glucometer during entire career in the
Bank. Suitable record thereof is to be kept in HRMS.
c) The cost of Glucometer will be reimbursed up to a maximum amount of Rs.
1300/- (Rupees one thousand three hundred only) on onetime payment basis.
d) The Bank will not provide replacement of Glucometer on account of loss / theft /
non- functioning etc.
e) The cost of Glucose Test Strips will be reimbursed to the employees as per the
advice of the attending Physician / Diabetologist.
(CDO/P&HRD-IR/61/2013 – 14, January 03,2014)

9.4.9 REIMBURSEMENT OF COST OF IMPLANTS-REVISED SCHEME-

REVISION OF AMOUNT CEILING AND ADDITION OF NEW IMPLANTS
(Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated 15.12.2021
Circular No.: CDO/P&HRD-IR/31/2022 – 23 dated: 05.08. 2022)
Workmen staff may be reimbursed the cost of IMPLANTS/ medicated/ cipher
stent, on case to case basis, in following cases where restenosis involves/would
involve high risk to the life of the patients
(a) Osteal/proximal LAD lesions.
(b) Stenosis of a Coronary Artery, which is giving collaterals to another, blocked
artery thus supplying large area of myocardium.
(c) Expenses incurred towards ASD procedure including the cost of ASD device
may be reimbursed to workmen staff under heart ailments under Improved
Medical Aid (specified serious diseases) Scheme subject to fulfilment of other
terms and conditions under the scheme.
(Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated 15.12.2021)
This facility was reviewed, and the ceilings of Medical Implants have been revised
and ceilings for some new Medical Implants have been fixed (Annexure C). The
ceilings prescribed are inclusive of applicable taxes and all necessary accessories
required. The sanctions related to Medical Implants as mentioned in Annexure C will
be accorded at the Circle level. Only items not mentioned in Annexure C or whose
cost exceeds the prescribed ceiling, may be referred to Corporate Centre for special
consideration on a case to case basis.

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 Annexure C
Revision of Ceilings for existing permitted Implants
Name of Present Ceiling Revised Ceiling w.e.f. 01.08.2022
Implant
CPAP Rs. 50,000/- Rs.70,000/-
BIPAP Rs.75,000/- Rs.90,000/-
Knee Upto Rs.0.75 lac/ knee Upto Rs.1.0 lac/ knee
Replacement
Hip Upto Rs.1.20 lacs / hip No Change
Replacement
Pacemaker i) Single Chamber upto Rs.1.00 lac i) Single Chamber upto Rs.1.00 lac
ii)Dual Chamber upto Rs.1.70 ii)Dual Chamber upto Rs.1.70
lacs lacs
iii)MRI Compatible dual chamber- iii)MRI Compatible dual chamber-
upto Rs. 2.65 lacs upto Rs. 2.65 lacs
iv)ICD Single Chamber upto iv)ICD Single Chamber upto
Rs.4.50 lacs Rs.5.00 lacs
v)ICD Dual Chamber upto Rs.6.00 v)ICD Dual Chamber upto
lacs Rs.6.50 lacs
vi) Combo device upto Rs.9.00 lacs vi) Combo device upto Rs. 10.00
lacs
Artificial Upto Rs.3.00 lacs per Hand/leg No Change
Limb (Hand (serious accident)
or leg)
Supportive Upto Rs.0.50 lac per joint (serious No Change
Plating in accident)
joints
Insulin Upto Rs.2.50 lacs No Change
Pump
Medicated As per GOI guidelines No Change
Stent Current rate Rs.29,600/- + tax
Non- As per GOI guidelines No Change
medicated Current rate Rs.7,260/- + tax
Stent
Cochlear Rs.5,38,000/- for one implant No Change
Implant
Any other Upto Rs.50,000/- in each case No Change
Implant

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 Annexure C
INTRODUCTION OF NEW MEDICAL IMPLANTS
ORTHOPEDIC IMPLANTS

NATURE OF IMPLANTS Eligibility

Anchor Sutures (for Arthroscopic Bankart Repair) Rs.20,000/- suture (Max. 5)

High Tech Caliper with Bale Lock Knee Joint Rs.13,000/-

Philos Plate (For Shoulder Repair) Rs.40,000/-

KNEE PROSTHESIS
a. Above knee (knee + Ankle) Rs.3,00,000/-

b. Below knee (With Ankle Joint) Rs.1,50,000/-

ACL Implant Rs.50,000/-

Meniscus Repair Implant Rs.60,000/-

Foot Prosthesis Rs.1,00,000/-

Walker Boot (Short) Rs.4,500/-

Walker Boot (Full Length) Rs.10,000/-

CARDIAC IMPLANTS: SUPERVISING/AWARD STAFF

NATURE OF Existing Ceiling Revised Ceiling w.e.f.

IMPLANTS 01.08.2022
Tissue Valve Rs.175,000/- Rs.175,000/-

Metallic Valve Rs.80,000/- Rs.80,000/-

ASD Closure Device Rs.75,000/- (All Inclusive) Rs.90,000/- (All Inclusive)

PDA Closure Device Rs.75,000/- (All Inclusive) Rs.90,000/- (All Inclusive)

VSD Closure Device Rs.75,000/- (All Inclusive) Rs.90,000/- (All Inclusive)

IABP Balloon Rs.50,000/- Rs.50,000/-

Angioplasty Balloon UPTO Rs. 15,000/- UPTO Rs. 15,000/-

(Regular)
Guide Catheter Rs.5,000/- Rs.6,000/-

Guide Wire UPTO Rs.7,000/- UPTO Rs.7,500/-

Oxygen Concentrator Rs.50,000/- Rs.50,000/-

In respect of all other implants, excluding those listed in above table, matter shall
continue to be referred to Corporate Centre, for prior administrative approval/
sanction.

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9.4.10 REIMBURSEMENT OF EXPENSES INCURRED ON SCHIZOPHRENIA
PSYCHOTHERAPY

Schizophrenia, being psychotic disorder, is a mental disease, and is, therefore,

covered under specified serious diseases. Psychotherapy being a part of the
treatment of persons suffering from mental diseases, medical expenses incurred
on self or dependent family members may be considered for reimbursement upto
the permissible extent of 100% under the scheme subject to the condition that
such a treatment is taken on the advice of Psychiatrist with professional
qualification of MD. The reimbursement on domiciliary treatment shall be valid
for a period stated in the specialist’s prescription. If no period is stated, the
prescription for the purpose shall be valid for a period not exceeding 90 days.
Further, in case psychotherapy is undertaken by psychologist, the qualification
of psychotherapist should be M.A. Sociology/ Psychology from reputed
institutions like Tata Institute of Social Sciences/ Nirmala Niketan. The
reasonable charges of psychotherapy per session shall be Rs.500/- in case it is
undertaken by psychiatrist and Rs.250/- per session in case of psychotherapist.
(NBG:P&HRD:IR:SPL:32 dated 25.04.2005)

9.4.11 Treatment of Lichen Planus Pigmentosus

(Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated 15.12.2021)
It has been decided that the treatment of Lichen Planus Pigmentosus will be
made reimbursable. Cost of Lotions/ Creams, which are essential for correcting
the skin condition which has arisen or worsened as a result of the disease, may
be reimbursed. However, cost of those lotions or creams which are used only as
cosmetic enhancers, will not be payable. Further, it has to be ensured that the
upper ceiling for each item of medication is not higher than the highest MRP of
domestic Creams/lotion.

9.4.12 AUTISM
(Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated 15.12.2021)
Expenditure incurred on treatment of Autism is not reimbursable at present. It
has been decided, to pay a lumpsum amount of Rs.50,000/- per child per annum
to the employee on self-declaration basis through HRMS for taking care of routine
medical support of the ASD affected children. Authentication of the treatment by
the treating Doctor will be essentially required while submitting the bill.

9.5 HOSPITALISATION SCHEME: SCHEDULE OF CHARGES

REIMBURSABLE

(Clause 9.3(b) of the bipartite settlement dated 31.3.1967 modified in terms of

ninth bipartite settlement dated the 27th april,2010)

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9.5.1 Hospitalisation expenses will be reimbursed to workmen staff in the bank to
the extent of 100 per cent in case of self and dependent members of family
subject to the procedure for reimbursement of hospitalisation expenses as
enumerated hereunder:

(a) Hospitalisation charges to the extent stated above will be reimbursed in case
of all ailments and major accidents which require hospitalisation.
(b) A workman or his dependent family member(s) will be considered to have been
hospitalised only if they are admitted as indoor patient(s) in the hospital in
respect of diseases/accidents as mentioned above in sub-Para (a). However,
cases where the patient is admitted as an out-patient and discharged the same
day after surgical procedures involving advanced techniques may also be
considered for reimbursement of hospitalisation expenses.
(c) Medical expenses incurred for the hospitalisation will be reimbursed on the
strength of bills/vouchers to the extent of 100% in case of family members
subject to limits prescribed hereunder.
9.5.2. The workmen or members of their families (as the case may be) are expected to
secure admission in a Government/Municipal Hospital or any ‘private’ hospital
(i.e., hospitals under the management of a Trust, Charitable Institution or a
religious mission). The reimbursement will be restricted to the percentage
applicable to the workman / dependent family member, i.e. 100% of the charges
applicable to the lowest paying bed in such hospitals according to hospital rules
or the maximum amounts mentioned above, whichever is lower.
Normally, the workman and members of family should avail of services of
hospital as mentioned in paragraph 4 above. However, if he feels, that it is
unavoidable to seek services of a private nursing home/hospital, he can do so
in one of the hospitals/nursing homes, approved by the bank. Reimbursement
in such cases will, however, be restricted to the extent of the amount which
would have been reimbursable in case of admission to a public or private
hospital as mentioned in paragraph above.

(i) Medical expenses including diagnostic charges incurred within 30 days of ‘pre’-
hospitalisation period on medical advice, on account of the ailment/disease for
which the person was hospitalised, will be considered as hospitalisation
expenses for reimbursement purpose. Cost of post-hospitalisation domiciliary
treatment will be reimbursed upto 45 days or as specified by the hospital
authorities in each case whichever is less. Extreme cases of hardship involving
prolonged domiciliary treatment on the advice of attending hospital surgeon /
physician may be referred to Corporate Centre for consideration through
proper channel.

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 (ii) Charges for engaging a nurse/attendant will not be reimbursed. However,
nursing charges, if any, charged by hospital authorities in respect of days spent
in ICU / CCU/ neo-natal nursery may be considered for reimbursement on the
basis of certificate issued by the hospital authorities and in consultation with
bank’s Medical Officer. Reimbursement in such cases shall be 100% for
workmen and their dependent family members of the actual charges.

9.5.4 CHARGES REIMBURSABLE FOR MATERNITY

A. NORMAL DELIVERY
a) The Bank has decided that expenses incurred on Normal Delivery shall be
reimbursed to all employees/ officers or their spouse up to a ceiling of Rs.
50,000/- in one instance subject to two deliveries in the entire service
period. The expenses will be reimbursed on the basis of actual charges or
Rs. 50,000/-, whichever is lower.
(e-Circular no CDO/P&HRD-IR/111/2017-18 dated 23.03.2018)
b) The expenditure incurred by an employee in cases involving operative
interference because of complicated labour and caesarean operation and
subsequent hospitalisation thereto will be reimbursed under the
hospitalisation scheme to the extent of expenditure incurred in excess of
normal maternity charges and consequent hospitalisation thereto subject
to the condition that such reimbursement shall be the amount actually
incurred or the limits as per Annexure II hereto, whichever is less.
c) "Vaccum extraction" is equivalent to Forceps extraction, if it is done for mid
cavity (not for "low level") under at least local anesthesia for the same
indications as for "Forceps delivery. Claims for reimbursement of expenses
for "FT Vaccum" delivery may, therefore, be reimbursed, on the usual scale,
if the aforesaid conditions are fulfilled (to be certified so by the attending
Doctor/Hospital) on the same basis as for forceps delivery.

(PA/CIR/73 dated 27.11.1986)

d) Physician's visit fees and other admissible charges in all cases of delivery
involving surgical assistance will be reimbursed as per schedule of
hospitalization expenses.

e) Reimbursement of incubator charges will be considered, if specifically

advised by the pediatrician concerned.

NOTE

i) Reimbursement of medical expenses as per schedule of hospitalization

expenses may be made in respect of "incomplete abortion" or "abortion and
evacuation" operation in the case of a lady award staff member or a
workman's wife.

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 ii) "Episiotomy" is not a surgical interference but is a part of normal delivery
procedure.
iii) The purchase of drugs/medicines will be restricted to approved chemists
and arrangements will be made by banks wherever possible to make direct
payments to the chemists.
iv) Banks will have discretion to refuse payment of bills in cases where they
are not satisfied about the genuineness of the bills.

B. NUTRITION ALLOWANCE FOR PREGNANT EMPLOYEES

(eCircular No.: CDO/P&HRD-IR/110/2021 – 22 dated 8 Mar 2022)
Our Bank has been taking several initiatives for the welfare of its employees,
especially female employees. Such initiatives motivate them towards
achieving higher efficiency.
On the occasion of the International Women’s Day on 8th March 2022, a new
welfare initiative has being introduced for our women employees.
➢ An amount of Rs. 10,000/- will be paid to our pregnant female employees as
Nutrition Allowance, one time during their pregnancy.
➢ This amount may be claimed by a female employee for a maximum of two
instances of pregnancy.
➢ The amount will be paid through HRMS in the same way as other medical
bills are paid.
➢ The allowance will be effective from 08.03.2022, and not for any past period.

9.5.5 AMBULANCE CHARGES

Ambulance charges for removing the workman or his dependent family
member from residence to the hospital/nursing home or from hospital/nursing
home to residence on discharge or from one hospital/nursing home to another
hospital / nursing home, within the urban agglomeration or municipal limits
may be reimbursed in full. Actual expenses incurred on conveyance by mode
other than ambulance shall be reimbursed subject to the maximum as under:

(i) By public taxi - Actual subject to maximum of Rs.165/- per trip

(ii) By auto rickshaw - Actual subject to maximum of Rs.85/- per trip
(a) (i) In case the patient is to be moved to a hospital/nursing home outside the
urban agglomeration/municipal limits, then the expenses incurred on
conveyance were being reimbursed at the rate of Rs.6.00 per kilometer, with
a maximum of Rs.1100/- per trip or the amount actually incurred, whichever
is the least.
In view of the escalation of Ambulance charges over the past few years, the
ceilings have been revised w.e.f. 27.11.2021 vide Circular No.: CDO/P&HRD-
IR/75/2021 – 22 dated 15.12.2021) as under:

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 Sr. No. Ambulance Existing Revised
Category Ceiling Ceiling
1 Non-Cardiac Rs. 1,100/- Rs. 2,500/-
2 Cardiac Rs. 1,100/- Rs. 5,000/-
3 Covid Rs. 1,100/- Rs. 7,500/-
However, the reimbursement will be made on the basis of actual charges
paid by the employee subject to the Revised ceiling.

(ii) Reimbursement of ambulance charges / taxi charges for shifting the patient
from one centre to another will be considered on the following grounds:-
• If the patient is to be removed to another place other than the centre
where the employee has been posted, the treating consultant should
recommend accordingly certifying that the treatment is not available at
the place of duty and the patient is required to be shifted to another
city/town to save his life.
• If the patient is shifted by the ambulance of the hospital, the charges will
be reimbursed in full.
• If the attending consultant certifies that the patient is not in a position to
move and if it is a case of emergency with a view to save his life taxi
charges actually incurred will be reimbursed.
(b) Normally, services of an ambulance should be availed of. Where ambulance
is not available or the facility of ambulance is not established, public mode
of transport i.e. taxi/ auto rickshaw could be used. The bank shall consider
such claims on merits and facts.
(c) Abuse of the facility will be dealt with treating such claims as acts of gross
misconduct.

9.5.6 DOMICILIARY TREATMENT

The Bank is providing medical facility to Award Staff and their dependent
family members under ‘Bank’s Medical Reimbursement Scheme’. The facility
covers ‘Domiciliary Treatment’ for specified diseases. The medical expenses
incurred in respect of treatment of these diseases are reimbursed to the extent
of 100% of the amount of admissible expenses, based on the actual cost of
medicines and the schedule of reasonable charges standardized for each centre.
At present, medical expenses are reimbursed to the Award Staff for
Domiciliary Treatment in respect of 27 diseases.

Medical Expenses incurred in respect of the following diseases which need

domiciliary treatment as may be certified by the recognized hospital
authorities and bank’s medical officer shall be deemed as hospitalisation

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 expenses and reimbursed to the extent of 100% in case of a workman and his
family.

Cancer Leukemia Thalassemia

Tuberculosis Paralysis Cardiac Ailment
Pleuresy Leprosy Kidney Ailment
Epilepsy Parkinson’s Disease Psychiatric disorder
Diabetes Hepatitis-B Hepatitis-C
Haemophilia Myasthenia gravis Wilson’s disease
Venous Thrombosis (not
Ulcerative Colitis Epidermolysis bullosa
caused by smoking)
Aplastic Anaemia Psoriasis Third Degree Burns
Rheumatoid Arthritis Hypothyroidism and Hyperthyroidism.

Additional 15 diseases have been included in the list of diseases covered under
domiciliary treatment w.e.f. 01.01.19.

Hypertension Glaucoma Chronic Pancreatitis

(non-alcoholic)
Immuno Multiple sclerosis/ Sequalea of Meningitis
Suppressants Motorneuron disease
Osteoporosis Muscular Dystrophies Sickle cell Disease
Systemic Lupus Any connective tissue Chronic pulmonary
Erythematous disorder disease
Chronic Bronchitis - Physiotherapy-for a Asthma
not caused by limited period under
smoking doctor’s advice
Clarification

Expenses incurred towards the cost of vitamins along with insulin or other
medicines for treatment of diabetes and self-pricking insulin loaded pens like
syringes to insulin dependent diabetic patients, when prescribed by the
attending physician or Bank’s Medical Officer, may be reimbursed to the
employees, subject to fulfillment of all the terms and conditions under the
scheme.
(NBG:P&HR:IR:SPL:311 dated 23.11.2005)
Note: -

(i) The cost of medicines etc. in respect of domiciliary treatment shall be

reimbursed for the period stated in the Specialist’s prescription. If no period
is stated, the prescription for the purpose of reimbursement shall be valid for
a period not exceeding 90 days.

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 (ii) Expenses incurred on radiotherapy and chemotherapy in the treatment of
cancer and leukemia shall be considered for reimbursement under
domiciliary treatment.
iii) The medical aid and reimbursement of expenses under the hospitalisation
scheme under this Settlement will also be available for medical treatment
under the recognised systems of medicines, viz., Ayurvedic, Unani, Sidha,
Homeopathy and Naturopathy if such treatment is taken in a clinic/hospital
recognised by the Central/State Government. Further, reimbursement shall
be limited to such expenses within the prescribed ceilings as would have been
reimbursable in case the treatment was taken in a Government/Municipal
hospital, subject to the overall limits under the scheme, i.e., 100% of approved
expenses for self and family.

9.5.7 PACKAGE CHARGES

Some hospitals are charging on the basis of ‘package’ for specialised
treatment for diseases pertaining to heart, kidney, coronary, etc. These
package charges generally include all charges pertaining to a particular
treatment/procedure including admission charges, accommodation charges,
ICU/ICCU charges, monitoring charges, operation charges, anesthesia
charges, operation theater charges, procedural charges/ Surgeon’s fee, cost
of disposables, cost of consumables like catheters, guide wires, etc., surgical
charges and cost of medicine used during hospitalisation, related routine
investigations, physiotherapy charges etc.
In the following cases, package charges will be reimbursed to the extent of
100% in the case of self and dependent members of family, subject to the
limits specified below
Coronary Bypass Surgery Rs.1,60,000/-
Coronary Angiography Rs.16,500/-
Angioplasty/ Stentoplasty Rs. 80,000/-
Kidney Transplant Rs.1,80,000/-
Liver Transplant Rs.2,20,000/-
Note:-

✓ For the above ailments, workmen employees can claim either as per schedule of
expenses prescribed or package charges whenever the treatment is taken under
package charges scheme.
✓ In the case of stentoplasty, cost of medicated stent(s), wires/balloon, implanted
during surgery may be reimbursed at the rate of 100% (w.e.f. 10.11.2017) for self
& family members at rates not exceeding the rates applicable to lowest paying
bed of AIIMS, New Delhi, in addition to the package charges indicated above.

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 ✓ Liver transplant charges are not reimbursable in cases where damage to the
liver has been caused by alcoholism.
Charges incurred for replacement of certain original parts of the body such as
limbs and valves etc. will be paid when these form a part of the treatment. In this
connection, the cost of intra-ocular lenses may also be reimbursed upto a
maximum ceiling of Rs. 15000/- for each lens (revised w.e.f. 27.11.2021 vide e-
Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated 15.12.2021) or the
prescribed percentage of the actual expenses incurred, whichever is lower
provided it forms part of the surgery/operation and the attending surgeon has
certified that implantation of the lens was essential by way of treatment.
9.6 MISCELLANEOUS
9.6.1 FINANCIAL POWERS

Financial Amount in Authority Structure

Matters Rupees
Advance against Upto 0.75 lacs CM (Compliance & Risk)
medical bills and Upto Rs.1.50 Regional Manager / AGM (COO)/ AGM
payment of (OAD) at SBB and GITC Belapur/
lacs
medical bills: AGM(Admin)/ Head of Branch/Office not
below the rank of SMGS-V.
Award Staff
(Hospitalization Upto Rs. 3 DGM (B&O)/DGM&CDO/ DGM (CAG
lacs /SARG /CCG)/ DGM (C&CS) /Head of
and specified
Branch/Office not below the rank of DGM.
serious diseases
Full GM (NW) /GM(CAG)/ GM(SARG)/
scheme)
GM(CCG-Region)/GM(CS)/GM(AB&R)/
Head of Office not below the rank of GM.

Requests for advance to meet the medical expenses may be considered on the
following terms and conditions:
i) The advance shall be restricted to the amount reimbursable under "Medical
Benefit" as provided in the service rules/scheme.
ii) Necessary estimate for the expenditure from the concerned Hospital/Doctor is
produced and this is found in order by the Bank's Medical Officer/Authorised
Doctor.
iii) The amount shall be disbursed directly to the hospital concerned by debit to
Branch/Administrative Office/Local Head Office suspense account against
receipt. The hospital should be asked to send the bill directly to the Bank so that
the amount advanced can be adjusted from the amount reimbursable. The
employee/his relative should ensure that the bill is submitted within a month of
discharge of the employee/officer or his family members from the hospital.

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 iv) The expenditure involved should be outside the normal means of the
officer/employee. Normally, cases of serious ailments involving high expenditure
or prolonged treatment in hospital e.g. bypass surgery, major operations etc.
should only be considered.

9.6.2 POST-TREATMENT PAYMENT FACILITY

Post Treatment Payment Facility for Award Staff
(Cir. No.: CDO/P&HRD-IR/31/2022 – 23 dated: 05.08. 2022)
It has been decided by the competent authority to extend the Post Treatment
Payment Facility at our empanelled Hospitals to our Award Staff also for all the
Diseases. The payment to the Hospital will be made as per the eligibility of the
concerned employee. Any surplus amount will be borne by the employee
himself/herself. Presently, the bills are reimbursed as per the expenses incurred
and eligibility of the Award Staff. It is pertinent to mention here that payment of
medical expenses will continue to be made as per eligibility, only the process for
cashless treatment is proposed to be extended to Award Staff also, without any
financial burden.

The Bank has entered into arrangement with some of the leading hospitals in
Mumbai viz. Bombay Hospital, Jaslok Hospital, Hinduja Hospital, Nanavati
Hospital, R.G. Stone Urological Research institute, Tata Memorial Hospital,
Prince Ali Khan Hospital, Balaji Hospital etc. for specialised treatment of
diseases like Cancer, Kidney ailments, Heart ailments etc. All
requests/references for post treatment facility may be sent directly to Medical
Department at Corporate Centre Mumbai at undernoted address: -

The Administrative Officer,

Medical Department, 11th Floor,
Corporate Centre, State Bank Bhavan, Mumbai-400021
Telephone No. 022-22741181, I.P. no. 100554
Fax No. 022-22025924

On requests / references received from Local Head Offices, Medical

Department at Corporate Centre will arrange for the admission of employees
and their family members in the major hospitals in Mumbai under
posttreatment payment facility, whereby the bills for treatment undertaken by
them are directly paid by Corporate Centre by debit to the concerned branch /
office, where these employees are working. These bills are then adjusted in
accordance with the eligibility.

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 It is observed that while submitting recommendations to this office, ceilings for
treatment to be undertaken by the employees and their families are specified
which are not acceptable to the hospitals in Mumbai as prescribing ceilings is
not a workable proposition as the cost of treatment may be much more and the
same cannot be stopped half way through the treatment. As such, no ceilings
should be stipulated while recommending cases for treatment under post-
treatment payment facility.

A number of requests are received for admission of employees and their family
members for treatment of diseases other than those specified serious diseases.
It is not possible to arrange for their admission in hospitals in Mumbai within
their entitlements under the Hospitalization Scheme. Also, the difference
between their entitlements under the Hospitalization Scheme and actual
expenditure being substantial, the recovery of the difference poses
administrative difficulties. More so, in case of treatment of the family
members, the difference on this account is even more. It is, therefore, suggested
that in case it is absolutely necessary to refer such cases for treatment at
Mumbai, the employee concerned may be granted appropriate advance
therefore so that he can pay the hospital bills and later claim reimbursement
of expenses as per their entitlement. In such cases, reference to Corporate
Centre is not at all necessary.
(NBG:IR:3541 dated 06.09.1996, NBG:P&HRD:IR:SPL:91 dated 25.05.07)

9.6.3 PROVISION OF GUEST HOUSE FOR OUR EMPLOYEES PATIENTS

AND THEIR FAMILIES AT MUMBAI

The Bank has made provision of guest house at following address for stay of
employees/officers and their family members who come to Mumbai for
medical treatment in reputed hospitals. The allotment of the rooms,
monitored by the Deputy General Manager (Estate) (Fax No. 022-22047482)
at this office, is made strictly on the basis of recommendations from the
Circles.

ADDRESS: 3-B, NESTLE APARTMENT

BOMBAY DYEING COMPOUND,
NEAR DEEPAK TALKIES,
LOWER PAREL, MUMBAI.
TELEPHONE NO. 022-24375721
The Circles should bring to the knowledge of all the staff members that their
requests for allotment of guest room should invariably be accompanied with
the recommendations of Deputy General Manager- Controller at Local Head

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 Office/ administrative office/ Corporate Centre and no direct requests from
them would be entertained by the Estate Department at this office. (Estate
Deptt. Fax No. 022-22047482) (CDO:IR:6861 dated 20.01.1997)

9.6.4 ACCIDENTS WHILE ON DUTY

Claims regarding reimbursement of cost of medical treatment and sanction of

special leave in respect of injuries sustained by workmen staff, while on duty,
will be sanctioned by the Asstt. General Manager (Admin)/Dy General
Manager (B&O) in respect of the workmen staff working under their
administrative control, the General Manager in respect of the staff posted at
Local Head Offices in the Circles and by the Dy. Managing Director and CDO
in respect of those working in Corporate Centre and its establishments.

In case of injuries sustained in the course of duty, an employee shall be fully

reimbursed the cost of medical treatment and/or hospitalisation, over and
above his normal entitlement. He shall also be treated as on special leave for
the period of his absence required for treatment.

9.6.5 SPORTSMEN EMPLOYEES

The expenses incurred in connection with the medical treatment given to the
Bank's sportsmen employees for injuries sustained by them while playing for
the Bank or while participating in tournaments representing the Bank may be
paid by debit to Charges Account.

9.6.6 PHYSICALLY HANDICAPPED EMPLOYEES

In the case of physically handicapped employees who are referred to

Government Hospitals for estimating their disability for the purpose of
granting them conveyance allowance, no fees are generally charged by Central
Government Hospitals or Hospitals in Union Territories. However, where fees
for this purpose are charged by State Govt. Hospitals, the same will be
reimbursed to the employees without debiting their Annual Medical quota.

9.6.7 COMPENSATION RECEIVED FROM INSURANCE COMPANIES/

OTHER AGENCIES

The amount of reimbursement payable to an employee under the Improved

Medical Aid Scheme should be reduced by the amount, if any, received by him

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 or is due to be received by him under a Personal Accident Policy or under any
claim in respect of an accident or from any other source. Accordingly, a
certificate to this effect should be obtained on the medical bills, submitted by
the employee confirming that the amount claimed was actually incurred by
him and that he has not received nor is he entitled to any reimbursement or
contribution towards such expenses from any such source.
9.6.8 PLASTIC SURGERY AND GRAFTING

Cases where plastic surgery is required to repair or reconstruct a part of the

body that has suffered an injury and is necessary as a part of the treatment of
injury, such hospitalisation expenses will be considered. Expenses incurred
towards plastic surgery for the purpose of beautification or to correct some
congenital defect should not be considered. Similarly, hospitalisation expenses
incurred for grafting may be considered only if grafting is required for healing
of a wound or burn injuries and not as a part of beautification.

9.6.9 SUSPENDED EMPLOYEES

Suspended employee may be allowed reimbursement of medical expenses

pertaining to self or his family on the same terms and conditions as applicable
to employees in active service.

9.6.10 PART TIME EMPLOYEES IN SUBORDINATE CADRE

Part-time employees in subordinate cadre drawing scale wages are eligible for
medical benefits on the same scale as applicable to full-time employees in the
subordinate cadre. They are also eligible for Improved Medical Aid facilities,
provided they are not entitled to similar benefits in their other employment.

9.6.11 ALCOHOLIC CIRRHOSIS OF LEVER

Medical expenses for treatment of alcoholic cirrhosis of liver under

hospitalisation scheme cannot be considered for reimbursement on the same
logic as applicable to reimbursement of medical expenses for treatment of
alcoholic cirrhosis of liver that a person who inflicts injury/damage to his own
body by indulging in excessive drinking should not be encouraged to do so by
way of financial assistance.

9.6.12 RADIAL KERATOMY (MYOPIA)

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 The facilities for "operative corrections" of high myopia have been established
in some hospitals. Further as Radial Keratotomy is now an acceptable method
for correction of high myopia and is no more considered as a cosmetic operation,
the expenses incurred for treatment of high myopia by Radial Keratotomy in
India may be reimbursed. For this purpose, the schedule of charges as
applicable at the All India Institute of Medical Science, New Delhi may be
adopted. (CDO/IR/CIR/14 Dt.23.05.2001)
Clarification:

i) The expenses for treatment of high myopia by Keratotomy, ‘LASIK-

Laser’ and ‘Excimer Laser’ technique may be reimbursed and the
charges of Rs.15,000/- to Rs.16,000/- therefor are reimbursable.

ii) Any degree of myopia may be covered for reimbursement.

(CDO/IR/CIR/88 dated 05.02.2003)
9.6.13 Medical Treatment at Nepal
In case of employees who are Nepalis by birth or domiciled in Nepal and
whose family members continue to stay at their place of domicile, it would
be in order to consider such medical expenses for reimbursement within the
eligibility. (CDO:IR:CIR:59 dated 04.12.1996)

9.6.14 Treatment under Ayurvedic / Homoeopathic / Siddha / Unani and

Naturopathy Systems of Medicines.
1 The medical aid and reimbursement of expenses is permissible for medical
treatment under Ayurvedic, Homoeopathy, Unani, Siddha and Naturopathy
system of medicine provided such treatment is taken in an institute of
reputed/registered medical practitioner's clinic, subject to the overall limits
under the Scheme i.e. 100% of the approved expenses for self and family,
and the approval thereof is obtained from the Authorised/Approved Doctor/
Medical Officer of the Bank or as deemed fit by the Bank. It should be
ensured that the medicines are purchased only from the registered
ayurvedic/ unani/siddha chemists/ Homoeopathic chemists/ druggists of
repute. In respect of treatment under naturopathy, expenses incurred
thereon are reimbursable only if such treatment is taken under the
supervision of an institute of repute/registered medical practitioner.
(PER/IR/CIR/67 Dt.18.11.1995)
Clarification:
The conditions for reimbursement of medical expenses to workmen staff in
case of 23 specified serious diseases and under Hospitalisation Scheme,
apart from claiming medical expenses incurred during the year on certificate
basis (subject to the ceiling stipulated from time to time which at present is

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 Rs.2,355/- p.a. as per the salary revision circular dated 21.12.2020) are
common irrespective of the nature of treatment or system of medicines.

2 Where the Bank's Medical officer is not in a position to scrutinise and

countersign medical expenses relating to ayurvedic/homoeopathic, unani
and siddha treatment, such bills may be passed for payment without any
scrutiny by the Bank's authorised doctor, provided the bills are prima-facie
in order i.e. where the doctors are registered medical practitioners and the
medicines are purchased from registered shops of chemists and druggists of
repute ayurvedic/homoeopathic/siddha/unani system of medicine.

3. In cases of doubt, however, Bank's authorised doctor may obtain opinions of

the practitioners of the respective branches of medicine. Usually, no
professional fees are charged when they are approached by the Bank's
doctor. However, when they have charged fees for furnishing opinion, the
same should be paid for scrutiny of such bills.

4. If the amount of medical bills in respect of ayurvedic/homeopathic/

siddha/unani treatment etc. is large and there is absence of an authoritative
opinion from the Bank's Medical Officer/Authorised Doctor, such claims
have generally to be accepted at their face value. Therefore, there is an
imperative need to scrutinise such bills with more than ordinary care.
(CDO/IR/5965 Dt.23.03.1995)
9.6.15 REIMBURSEMENT OF MEDICAL EXPENSES FOR INFERTILITY

Sterility/ infertility is not considered as an ailment for the purpose of

reimbursement of hospitalisation expenses. The employee may, however,
get such expenses reimbursed out of annual medical aid entitlement.
(CDO:IR:6901 dated 03.02.1996)
9.6.16 Prior Permission from Authorised Doctor / Asstt. General Manage
Members of staff should, except in emergent cases, consult the Bank's
Authorised Doctor/Medical Officer before getting themselves or their
family members admitted in the hospital/nursing home. Where such prior
consultation is not possible, in emergent cases, the authorised
doctor/medical officer should be informed as soon as possible after the
patient has been admitted in the hospital/nursing home, and his post-facto
permission obtained. This will also facilitate the passing of bills connected
with such hospitalisation and thereby avoid inconvenience / delay to the
concerned officers/employees.

9.6.17 Recovery of Income Tax at Source

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 As per Income Tax Act, reimbursement of medical expenses is considered as
perquisites hence taxable in the hands of the employee subjected to certain
exemptions as prescribed by the Income Tax Department.

The Central Board of Direct Taxes have vide their circular No.747 dated the
2nd December 1996 advised as under:-

"Para 5(12)

Under Section 17(2) of the Act, exemption from tax will also be available in
respect of :-

1 Medical a) Expense incurred or reimbursed by the employer for the

facilities medical treatment of the employee or his family (spouse and
in India children, dependent - parents, brothers and sisters) in any of the
following hospital is not chargeable to tax in the hands of the
employee:
i. Hospital maintained by the employer.
ii. Hospital maintained by the Government or Local Authority,
or any other hospital approved by Central Government
iii. Hospital approved by the Chief Commissioner having regard
to the prescribed guidelines for treatment of the prescribed
diseases.
Provided that, in a case falling in sub-clause (iii), the
employee shall attach with his return of income a certificate
from the hospital specifying the disease or ailment for which
medical treatment was required and the receipt for the
amount paid to the hospital.
b) Medical insurance premium paid or reimbursed by the
employer is not chargeable to tax (under any scheme approved by
the Central Government).
2 Medical Any expenditure incurred or reimbursed by the employer for
facilities medical treatment of the employee or his family member outside
outside India is exempt to the extent of following (subject to certain
condition):
India
a. Expenses on medical treatment - exempt to the extent
permitted by RBI.
b. Expenses on stay abroad for patient and one attendant -
exempt to the extent permitted by RBI.
c. Expenditure incurred on travelling of patient and one
attendant- exempt, if Gross Total Income (before including
the travel expenditure) of the employee, does not exceed Rs.
2,00,000.

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9.6.18 GENERAL
1. Bills for treatment by persons who have no degree from recognized medical
college are not reimbursable.
2. The bills submitted from Bone Setters, Massagists, etc. are not
reimbursable. Similarly, expenses incurred for treatment by acupuncture
are not reimbursable.
3. Routine items sold across the counters- Cost of routine items sold across the
counters should not be reimbursed unless the claim is accompanied by the
prescriptions and the item was essential for treatment.
4. Cost of food items is not reimbursable- Cost of vitamins and/or tonics is also
not reimbursable. However, if these form a necessary part of treatment of
any specific illness or disease or injury or forming a necessary part of
convalescence treatment, they will continue to be payable as hitherto.
5. In view of the widespread use of disposable syringes because of the safety
from infection due to improper sterilisation as also in the context of fears for
contacting AIDS virus, disposable syringes have become essential part of the
treatment, whenever injections are required to be given. It would, be in order
to consider reimbursement of cost of disposable syringes like other
medicines. (PER/IR/4863 Dt.28.12.1993)
6. Submission of False Claims: - An employee making a false claim or
furnishing any false information is guilty of misconduct and renders himself
liable for disciplinary action and consequent punishment including
dismissal.
7. A quarterly statement as per pro forma in Annexure V(ii) is required to be
sent by Local Head Office in respect of all the bills sanctioned in the Circle
to the Corporate Centre.
8. Import of Medicines from Abroad: - Under the import trade control rules,
import of medicines, in case such medicines are not available in India, is
permitted, provided the attending doctor certifies that such medicines are
essential and are not available in India. In such cases, where the medicine
has been imported on completion of exchange control formalities, cost of
imported medicines may be reimbursed. Also, import of certain drugs is
permissible and these are sold over the counter. If the attending doctor
prescribes such medicines and certifies that these are essential and not
made in India, the cost of such medicines may be reimbursed.
(PA/CIR/160 Dt.31.10.1984)

9.7 Project- HRMS: Roll out of Services for Reimbursement of Medical

Expenses incurred by Workmen Staff:
As a further step towards routing the Staff Payments through HRMS, it has
been decided to roll out a New Service for Reimbursement of Hospitalization

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 Expenses /Medical Expenses under Improved Medical Aid (Specified Serious
Diseases) Scheme to WORKMEN STAFF in all the branches/offices of the
Bank.

Salient features of the service and some important points are as under: -
a) Details of Reimbursements covered or not covered are as per Annx-I.

b) Since, the Claim for Medical Reimbursement needs to be supported by the

Bills/invoices/receipts/Doctor’s reports/prescriptions etc. and the process of
sanction includes reference to Bank’s medical officers and movement of the
bills through multiple levels depending upon the amount of claim and
delegation of financial powers to various authorities, the existing procedure
of submission of claims by employees by filling prescribed claim form
supported by the Bills/invoices/receipts/ Doctor’s receipts and prescriptions
etc. will continue to be followed as hitherto.

c) Lodgment of the claim by the applicant through HRMS portal will be allowed
throughout the month. However, in order to take care of the impact of the
reimbursement of medical expenses on Taxable Income, the system will
remain closed for submission of approval by the approver during 21st to last
date of every month and resultantly no entries for reimbursement will be
passed during this period. Though, the approver will be able to feed the
sanction details and save the same during this period, he/she will have to
release such saved claims on 1st of the succeeding month by approving them.

d) In order to mitigate the hardship to the employees, in genuine cases,

particularly in the cases of Hospitalization bills where the employee is out of
funds for sizeable amount, the disbursing authority after taking a view, may
pay the approved amount by debit to Suspense account after obtaining
approval from the competent authority and the amount released as advance
may be recorded on the ‘Approval’ screen against the field meant for that so
that the same can be recovered after payment through the system on the 1st
of following month.

e) While the system would add the Taxable portion of the reimbursement to the
income of the employee and would calculate/ recover Income Tax as being
done in case of salaries, in exceptional cases where Medical bills involving
large taxable amount are approved and where disbursing authority
apprehends Income Tax recovery related issue, the approximate Tax amount
of the Taxable amount may be added in the amount Advanced field on the
Approver’s Screen. In such cases, the proceeds of the bill will be credited to

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 the System Suspense account of the Branch/ Office, instead of employee’s
account and the branch/office officials would recover TDS from the proceeds
of the approved bill and deposit the same with the Income Tax Department
as usual and the facts be reported immediately to Circle HRMS team for
taking into consideration while calculation/ recovery of Income Tax from
salary.

f) The entries of financial transactions put through by the system, will appear
in the Voucher verification reports (VVR)/ GL-DayBook-gend0807 of the
transaction dates of respective branch/office. The concerned branch/office
need to verify/check these transactions as is being done for the other
transactions put through by the branch/office.

g) The bills approved and reimbursed through the system should be preserved
as Branch Records as is being done at present for future reference/Audit
purpose.

h) When any amount of advance to the employee is reported on the Approver’s

screen, the proceeds of the bill will be credited to the BGL 3199309- SYS.
SUSP. – HRMS-Approved Reimb./ Payments. Concerned branch/office, is
required to zeroise the entry immediately and in no case, it should remain
outstanding for more than 2 days. The Controllers are also required to
monitor these entries, the details of which will be available on CIBR portal
accessible through the SBI Times → Useful Links 1 → CBS Tool for
Controllers→ General Portal
Details of Reimbursements Covered Under the Service for Workmen Staff
(Clerical and Subordinate):
i. Domiciliary (Non-Hosp.)
ii. Hospitalization
iii. Improved Med: Domiciliary
iv. Improved Med: Hospitalization
v. Others (CDO/P&HRD-HRMS/7/2012 – 13 dated 19.04.2012)

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 ANNEXURE-III(i)
STATE BANK OF INDIA IMPROVED MEDICAL FACILITIES SCHEME
REIMBURSEMENT OF MEDICAL EXPENSES
(FOR TREATMENT OF SERIOUS DISEASES)

2 a) Name of the Employee :

b) P. F. No :

3 Designation & present place of posting :

4 Date of joining the service:

5. Gross salary & allowances:
a) Deductions:

b)

c)

d)

e)

f)

g)

h) Net take home salary :

6. Whether the reimbursement is sought
for self or family. If for self, please state
the period of leave taken with dates. :
Sick Leave :

Privilege Leave :

7. Nature & duration of illness, in case of:

hospitalisation.

i) Date of Admission :
ii) Date of Discharge :

8. Whether the disease is covered in the

list of serious diseases: if so, please
specify the disease.
9. In case of family, please give following particulars

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 in respect of dependent family members. :
NAME AGE RELATIONSHIP MONTHLY INCOME

1.
2
3
4.

10. BILL / CASH MEMO DATE AMOUNT

1)

2)

3)

11. Classification of Expenses

S.No. ITEM AMOUNT (in Rs.)

(i) Consultant's fees

(ii) Cost of medicines

(iii) Cost of Pathology

(iv) Specialised Investigation

(v) Cost of radiology

(vi) Cost of blood

(vii) Bed Charges - Excluding diet charges

(viii) Specialist's Fees

(ix) Physiotherapy

(x) Cost of dressing

(xi) Nursing charges

(xiv) Ambulance charges

(xv) Others (please specify)

Total A _________________
Details Of Expenditure Incurred: -

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(A separate worksheet detailing the expenses incurred, expenses reimbursable as per
the schedule of reasonable charges, expenses disallowed, expenses recommended for
sanction is to be enclosed)

Less amount not reimbursable B -----------------------

(As per details in the work sheet)

Net Total A- B -------------------------
Amount payable as per the Scheme -------------------------

11. Whether the expenses are in accordance with the schedule of reasonable charges.
12. Whether the bills have been scrutinized by the Bank's Medical Officer at AO
& found in order. :
13. Reasoned recommendations:

STATE BANK OF INDIA

BM/AGM/DGM

DATE:

Encl: The relative prescriptions, bills, receipts etc.

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 Annexure II

Expenses for dialysis, blood transfusion, Heart valve replacement,

angiography, implanted items during surgery wherever they do not form part
of package charges and pace-maker may be reimbursed at the rate of 100%
(w.e.f. 10.11.2017) for family members and workman himself at rates not
exceeding the rates applicable to lowest paying bed of AIIMS, New Delhi.

CATEGORISATION OF SURGERIES FOR AWARD STAFF:

W.e.f. 27.11.2021 vide Circular No.: CDO/P&HRD-IR/75/2021 – 22 dated

15.12.2021), It has been decided that surgery for Award Staff, which is presently
classified into 3 categories, will now be classified into 5 categories as applicable
to Officers, which are as under:
➢ Minor Surgery
➢ Intermediate Surgery
➢ Major Surgery
➢ Major Plus Surgery
➢ Supra Major Surgery
Indicative list (as per earlier classification) of Special, Major and Minor
operations is appended below:

SPECIAL OPERATIONS:
Cardiac including By-Pass Surgery, Brain, Lung and Cancer Operations,
Kidney/Liver Transplantation Operation, Bone Marrow transplant and
Multiple Fractures (time taken is more than 3 hours).

MAJOR OPERATIONS:
Kidney Stone (including lithotripsy), Prostate, Thyroid, Caesarean Delivery,
Gastrectomy, Hysterectomy, Fractures, Amputations, S.P. Nailing,
Discoidectomy, Retina Detachment, Liver & Gall Bladder, Plastic Surgery (not
for beautification), Cataract (with IOL), Hernia subject to Bank’s discretion
(Time taken approximately 1 to 3 hours).
MINOR OPERATIONS:
D & C, Fissure, Circumcision, Small Hydrocele, Dilatation, Vasectomy,
Abscess, Bilat, Hydrocele, Appendix, Tubectomy, Piles, Fistula, Minor
Operations of the Eye, Nose and Ear (Time taken approximately 60 minutes or
less).

Note: -

Operative interference done using state-of-the-art medical techniques taking

less than the time indicated as above will not alter the nature of the operations.

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 Annexure-I
Payments not covered under the service:

i. Direct Payment to the Hospitals/Diagnostic centers under Tie-up

Arrangements: Since, at present payment to other than employees cannot
be done through HRMS as also employee is required to submit claim for
payment through HRMS, payment made by the Bank directly to the
Hospitals/diagnostic centers under Tie-up Arrangement for Post-
Treatment Payment facility will not be covered through this service. In
these cases the existing system of payment by the offices and reporting of
the same to HRMS Cell at Circles/OADs at CC for inclusion of the same
in Income Tax calculation purpose, where required, shall continue.

ii. Payment to Contractual employees will not be covered under the scheme
as it is a part of their Fixed Pay out of CTC.

iii. Claims for Reimbursement lodged by the employees while in service but
not approved in the system till the payment of their last salary prior to
their retirement/resignation or in laying down from the permanent
service for reasons whatsoever, will not be made through HRMS. In such
cases approval of the reimbursement and thereby payment through
HRMS would NOT be allowed and the reimbursement would be required
to be granted by concerned branch/office manually after taking care of
recovery of Income Tax and / or arranging for inclusion of the taxable
amount into the employee’s income through Centralised Staff Pension
Processing Cell (CSPPC).

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 CHAPTER-10
DISCIPLINARY ACTION AND PROCEDURE
Procedure for taking disciplinary action for an act of misconduct laid down in
paragraphs 520 and 521 of Sastry Award have been retained by Desai Award vide
paragraphs 18.19 and 19.20. These are applicable to award employees with
modifications agreed upon with the All India State Bank of India Staff Federation
as well as industry level bipartite settlements between the members of the Indian
Banks Association and the workmen unions.

On 10th April 2002, Indian Banks’ Association have entered into an industry level
settlement with the workmen unions. Subsequently, on 7th April 2016 All India
State Bank of India Staff Federation has also entered into a Bank level settlement.
The provisions as contained in the said industry level Bipartite Settlement dated
10th April 2002 and Bank level settlement with our clarifications/explanatories (in
boxes) are as under:

1. A person against whom disciplinary action is proposed or likely to be taken shall in

the first instance, be informed of the particulars of the charge against him and he
shall have a proper opportunity to give his explanation as to such particulars. Final
orders shall be passed after due consideration of all the relevant facts and
circumstances. With the object in view, the following shall apply.
2. By the expression “offence” shall be meant any offence involving moral turpitude for
which an employee is liable to conviction and sentence under any provision of Law.
3. (a) When in the opinion of the management an employee has committed an offence,
unless he be otherwise prosecuted, the bank may take steps to prosecute him or get
him prosecuted and in such a case he may also be suspended.
b) If he be convicted, he may be dismissed with effect from the date of his conviction or
be given any lesser form of punishment as mentioned in Clause 6 below.
c) If he be acquitted, it shall be open to the management to proceed against him under
the provisions set out below in Clauses 11 and 12 infra relating to discharges.
However, in the event of the management deciding after enquiry not to continue him
in service, he shall be liable only for termination of service with three months’ pay
and allowances in lieu of notice. And he shall be deemed to have been on duty during
the period of suspension, if any, and shall be entitled to the full pay and allowances
minus such subsistence allowance as he has drawn and to all other privileges for the
period of suspension provided that if he be acquitted by being given the benefit of
doubt he may be paid such portion of such pay and allowances as the management
may deem proper, and the period of his absence shall not be treated as a period spent
on duty unless the management so directs.

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d) If he prefers an appeal or revision application against his conviction and is acquitted,
in case he had already been dealt with as above and he applies to the management
for reconsideration of his case, the management shall review his case and may
either reinstate him or proceed against him under the provisions set out below in
Clauses 11 and 12 infra relating to discharge, and the provision set out above as to
pay, allowances and the period of suspension will apply, the period up-to-date for
which full pay and allowances have not been drawn being treated as one of
suspension. In the event of the management deciding, after enquiry not to continue
him in service, the employee shall be liable only for termination with three months’
pay and allowance in lieu of notice, as directed above.

4. If after steps have been taken to prosecute an employee or to get him prosecuted,
for an offence, he is not put on trial within a year of the commission of the offence,
the management may then deal with him as if he had committed an act of “gross
misconduct” or of “minor misconduct”, as defined below; provided that if the
authority which was to start prosecution proceedings refuses to do so or comes to
the conclusion that there is no case for prosecution it shall be open to the
management to proceed against the employee under the provisions set out below in
Clauses 11 and 12 infra relating to discharge, but he shall be deemed to have been
on duty during the period of suspension, if any, and shall be entitled to the full wages
and allowances and to all other privileges for such period. In the event of the
management deciding, after enquiry, not to continue him in service, he shall be
liable only for termination with three months’ pay and allowances in lieu of notice
as provided in Clause 3 above. If within the pendency of the proceedings thus
instituted he is put on trial such proceedings shall be stayed pending the completion
of the trial, after which the provisions mentioned in Clause 3 shall apply.

5. By the expression “gross misconduct” shall be meant any of the following acts
and omissions on the part of an employee:
(a) engaging in any trade or business outside the scope of his duties except with the
written permission of the bank;
With a view to putting a stop on such activities, a careful investigation and close
monitoring of all activities/business connections of the employees should be made.
Following steps should be taken to unearth the inconsistencies, if any, in the
living styles of the employees vis-à-vis their known source of income.

a) Monitoring of all possible business pursuits of the employees as also their

spouses/dependent parents and brothers and sisters and their living styles etc. to
identify early warning signals and take preventive action wherever required.

b) Reviewing and making a meaningful scrutiny of all staff accounts at the branch
to satisfy that the scale of transactions in the account is commensurate with the
known source of an employee's income. It is also necessary to keep on record the

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 details of Bank accounts including joint accounts maintained by the staff at other
branches of the Bank and other banks and the need therefor which have to be
clearly established.

All Bank employees should be asked to advise the Bank, in writing, the business
connections/pursuits of their spouses and close relatives with complete details
and these should be kept in view while reviewing their lifestyles and accounts.

Defaulting employees, if any, should be asked to explain their position, in writing,

as to why they are doing so in flagrant violation of their service rules and such
explanations should be submitted to the controlling authority together with a full
report for their necessary action. Details of such employees should also be
submitted in the format as under:

Name PF No. Designation Length of Details of

Service known
business
connection

(b) unauthorised disclosure of information regarding the affairs of the bank or any of its
customers or any other person connected with the business of the bank which is
confidential or the disclosure of which is likely to be prejudicial to the interests of the
bank;
(c) drunkenness or riotous or disorderly or indecent behaviour on the premises of the
bank;
(d) willful damage or attempt to cause damage to the property of the bank or any of its
customers;
(e) willful insubordination or disobedience of any lawful and reasonable order of the
management or of a superior;
(f) habitual doing of any act which amounts to “minor misconduct” as defined below,
“habitual” meaning a course of action taken or persisted in, notwithstanding that at
least on three previous occasions censure or warnings have been administered or an
adverse remark has been entered against him;
(g) willful slowing down in performance of work;
(h) gambling or betting on the premises of the bank;
(i) speculation in stocks, shares, securities or any commodity whether on his account or
that of any other persons;
(j) doing any act of gross negligence or negligence involving or likely to involve the
bank in serious loss.
(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
(k) giving or taking a bribe or illegal gratification from a customer or an employee of the
bank;

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 (l) abetment or instigation of any of the acts or omissions above mentioned;
(m) knowingly making a false statement in any document pertaining to or in connection
with his employment in the bank;
(n) resorting to unfair practice of any nature whatsoever in any examination conducted
by the Indian Institute of Bankers or by or on behalf of the bank and where the
employee is caught in the act of resorting to such unfair practice and a report to that
effect has been received by the bank from the concerned authority;
(o) resorting to unfair practice of any nature whatsoever in any examination conducted
by the Indian Institute of Bankers or by or on behalf of the bank in cases not covered
by the above Sub-Clause(n) and where a report to that effect has been received by
the bank from the concerned authority and the employee does not accept the charge;
(p) remaining unauthorisedly absent without intimation continuously for a period
exceeding 30 days;
(q) misbehaviour towards customers arising out of bank’s business;
(r) contesting election for parliament/legislative assembly/legislative council/ local
bodies/ municipal corporation/panchayat, without explicit written permission of the
bank;
(s) conviction by a criminal Court of Law for an offence involving moral turpitude;
(t) including in any act of ‘sexual harassment’ of any woman at workplace.
Note: Sexual harassment shall include such unwelcome sexually determined
behaviour (whether directly or otherwise) as
(a) physical contact and advances;
(b) demand or request for sexual favours;
(c) sexually coloured remarks;
(d) showing pornography; or
(e) any other unwelcome physical verbal or non-verbal conduct of a sexual nature.
(u) (For State Bank of India)- the giving or taking or abetting the giving or taking of
dowry or demanding directly or indirectly from the parents or guardians of a bride
or bridegroom, as the case may be, any dowry.
Explanation - For the purpose of sub-clause (u) the word ‘dowry’ has the same
meaning as in the “Dowry Prohibition Act, 1961”.
6. An employee found guilty of gross misconduct may
(a) be dismissed without notice; or
(b) be removed from service with superannuation benefits i.e. Pension and/or
Provident Fund and Gratuity as would be due otherwise under the Rules or
Regulations prevailing at the relevant time and without disqualification from
future employment; or
(c) be compulsorily retired with superannuation benefits i.e. Pension and/ or
Provident Fund and Gratuity as would be due otherwise under the Rules or
Regulations prevailing at the relevant time and without disqualification from
future employment; or
(d) be discharged from service with superannuation benefits i.e. Pension and/or
Provident Fund and Gratuity as would be due otherwise under the Rules or

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 Regulations prevailing at the relevant time and without disqualification from
future employment; or
(e) be brought down to a lower stage in the scale of pay upto a maximum of
2 stages and for a maximum period of two years
(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)

Note: This punishment shall be non-cumulative and annual increment(s)/

Stagnation Increment (s) falling during the period of punishment shall be
released on the respective due date (s)
Incidentally, in terms of our circular no. CDO/IR/SPL/284 dated 6 th November
2001, in terms of the extant provisions, whenever punishment of reduction in
Basic Pay to a lower stage is imposed on an officer who has reached the
maximum in the scale of pay, he is allowed to draw his professional qualification
allowance (since renamed as Professional Qualification Pay) since it is not in the
nature of an increment in the scale of pay. One of the Local Head Offices have
sought clarification as to whether the same holds good for workmen too.

We have examined the matter in consultation with Indian Banks’ Association,

who have advised us that the treatment of PQP/FPA in the case of a workman
undergoing a penalty of reduction in Basic Pay would be same as in the case of
an officer similarly placed. This logic will continue to hold good even after the
nomenclature of PQA/FPA is changed from ‘allowance’ to ‘pay’ in the VII
Bipartite Settlement because PQP/FPP is released to an employee at fixed
intervals after he reaches the maximum in the scale of pay and as such does not
constitute basic pay though for the purpose of Dearness Allowance and
superannuation benefits they partake the characteristics of pay.

In this connection, the functionaries concerned should meticulously observe the

following:
(i) The Disciplinary Authority should take into account the details of salary
(particularly basic pay) drawn by the charge sheeted employee before he takes
a decision on the nature of punishment.
(ii) In case the Disciplinary Authority has not taken into consideration the stage
at which the employee is placed in the scale of pay and the punishment is
imposed is found to be unimplementable the matter should be referred back to
the Disciplinary Authority immediately. This should be done before the appeal
procedure is gone through.

f) have his increment/s stopped with or without cumulative effect; or

Note: Specific period of rigour shall be mentioned.
(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
g) have his special pay withdrawn; or

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 Incidentally, with reference to the similar provision (“have his special allowance
withdrawn”) in the industry level Bipartite Settlement dated 31.10.1979, in
terms of our circular no. PER:IR:CIR:151 dated 9th November 1991, it was
clarified in consultation with IBA that in case of punishment of withdrawal of
special allowance, the disciplinary authority should specifically mention the
period for which the special allowance is to be withdrawn and if no such mention
is made in the relative order, a reference may be made to him immediately for
clarification, under advice to the employee concerned. In other words, depending
upon the merits of the case, the Disciplinary Authority concerned can either pass
the order of withdrawal of a special allowance permanently or for a specific
period. If the Disciplinary authority concerned has ordered that the withdrawal
of special allowance is for a specific period, the employee will get the benefit of
allowance after expiry of such period. In other words, after the rigor of
punishment is over the special allowance (in the present provision special pay)
will be restored to the employee concerned.

(h) be warned or censured, or have an adverse remark entered against him

7. By the expression “minor misconduct” shall be meant any of the following acts
and omissions on the part of an employee:
(a) absence without leave or overstaying sanctioned leave without sufficient
grounds;
(b) unpunctual or irregular attendance;
(c) neglect of work, negligence in performing duties;
(d) breach of any rule of business of the bank or instruction for the running of
any department;
(e) committing nuisance on the premises of the bank;
(f) entering or leaving the premises of the bank except by an entrance provided
for the purpose
(g) attempt to collect or collecting moneys within the premises of the bank
without the previous permission of the management or except as allowed by
any rule or law for the time being in force;
(h) holding or attempting to hold or attending any meeting on the premises of
the bank without the previous permission of the management or except in
accordance with the provisions of any rule or law for the time being in force;
(i) canvasing for union membership or collection of union dues or subscriptions
within the premises of the bank without the previous permission of the
management or except in accordance with the provisions of any rule or law
for the time being in force.
(j) failing to show proper consideration, courtesy or attention towards officers,
customers or other employees of the bank, unseemly or unsatisfactory
behaviour while on duty

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 (k) marked disregard of ordinary requirements of decency and cleanliness in
person or dress;
(l) incurring debts to an extend considered by the management as excessive;
(m) resorting to unfair practice of any nature whatsoever in any examination
conducted by the Indian Institute of Bankers or by or on behalf of the bank
in cases not covered by sub-clause (n) under ‘Gross Misconduct’ and where a
report to that effect has been received by the bank from the concerned
authority and the employee accepts the charge;
(n) refusal to attend training programmes without assigning sufficient and
valid reasons;
(o) not wearing, while on duty, identity card issued by the bank;
(p) not wearing, while on duty, the uniforms supplied by the bank, in clean
condition.

As per provisions of Sastry & Desai Award, Observance of any restrictive

practice (Provisions of industry level 6th Bipartite Settlement regarding
restrictive practices are reproduced in Annexure-A) shall constitute
misconduct and the delinquent employee shall be liable for disciplinary action
for gross and/or minor misconduct depending upon the circumstances of each
case.

It may be added that an infringement of the Rules of Conduct prescribed for

the employees would also amount to misconduct. An undertaking (Annexure-
B) to be bound thereby duly signed by each candidate at the time of joining
the Bank is obtained. This should be carefully preserved along with other
service papers of each employee.

As per the e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020, new

clauses 7 (q) & (r) shall be added as under:
(q) doing any act prejudicial to the interest of the bank.
(r) Misconducts covered under Clause 7 (a) to (q) shall not be made out
as ‘gross misconduct’ under Clause 5.
8. An employee found guilty of minor misconduct may:
(a) be warned or censured; or
(b) have an adverse remark entered against him; or
(c) have his increment stopped for a period not longer than six months.
(d) cash penalty upto Rs. 500/- (this clause is added as per Bank level
settlement dated 7th April 2016)

9. A workman found guilty of misconduct, whether gross or minor, shall not be given
more than one punishment in respect of any one charge.

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10. In all cases in which action under Clauses 4, 6 or 8 may be taken, the proceedings
held shall be entered in a book kept specially for the purpose, in which the date of
which the proceedings are held, the name of the employee proceeded against, the
charge or charges, the evidence on which they are based, the explanation and the
evidence, if any, tendered by the said employee, the finding or findings, with the
grounds on which they are based and the order passed shall be recorded with
sufficient fullness, as clearly as possible and such record of the proceedings shall
be signed by the officer who holds them, after which a copy of such record shall be
furnished to the employee concerned if so requested by him in writing.

11. When it is decided to take any disciplinary action against an employee such
decision shall be communicated to him within three days thereof.

12. The procedure in such cases shall be as follows: -

(a) An employee against whom disciplinary action is proposed is likely to be taken shall
be given a charge-sheet (Detailed instructions regarding charge sheet are contained
in Annexure-D) clearly setting forth the circumstances appearing against him and
a date shall be fixed for enquiry, sufficient time being given to him to enable him to
prepare and give his explanation as also to produce any evidence that he may wish
to tender in his defence. He shall be permitted to appear before the Officer
conducting the enquiry, to cross-examine any witness on whose evidence the charge
rests and to examine witnesses and produce other evidence in his defence. He shall
also be permitted to be defended –
(i) by a representative of a registered trade union of bank employees of which he
is a member on the date first notified for the commencement of the enquiry.
Where the employee is not a member of any trade union of bank employees on
the aforesaid date, by a representative of a registered trade union of employees
of the bank in which he is employed:
OR
(ii) at the request of the said union by a representative of the state federation or
all India Organisation to which such union is affiliated;
OR
(iii) with the Bank’s permission, by a lawyer.

Incidentally, as per our circular no. NBG:P&HRD:IR:SPL:89 dated 3rd June

2005, a question has come up whether an officer, if he is a member of the union
to which charge sheeted employee belongs can serve as his defence representative
within the meaning of the word representative referred to in the
Awards/Bipartite Settlements.
The matter was examined by IBA and they have clarified that the law in this
country does not concede an absolute right of representation to an employee in

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 domestic enquiries as part of his right to be heard. Such a representation cannot
also be claimed as constituting an element of principles of natural justice to assert
that a denial thereof would vitiate the enquiry itself. There is no right to
representation by somebody else unless the rules or regulations, regulating the
conduct of disciplinary proceedings specifically recognize such a right and provide
for such representation. In the case of workmen in Banks, representation in a
domestic enquiry can only be as laid down in the Bipartite Settlement. Therefore,
a reference to a registered trade union of bank employees in clause 19.12 of the
First Bipartite settlement would refer to a ‘trade union of workmen’ only.

He shall also be given a hearing as regards the nature of the proposed punishment
in case any charge is established against him.

Incidentally, in terms of our circular no. NBG:P&HRD:IR:SPL:307 dated 9 th

November 2004, arising from the provision that a workman employee who is
proceeded against departmentally for a misconduct is required to be given a
hearing regarding the proposed punishment before passing final orders, the
designated Disciplinary Authorities convey their tentative decision regarding the
proposed punishment in writing and ask the charge-sheeted employee to make
submissions there against in writing within a prescribed time schedule. On
receipt of the submissions, the Disciplinary Authorities are required to examine
the submission and taking these into account, pass final orders, which also in
turn are communicated in writing to the employee.
2. Of late, arising from the judgments from various High Courts/Industrial
Tribunals in the country, it is observed that Courts are not taking favourable view
of the decisions of the Disciplinary Authorities if in the event the Disciplinary
Authorities differing with the findings of the Enquiry Officer, the reasons for
holding difference of opinion between the Disciplinary Authority and the Enquiry
Officer are not conveyed to the charge sheeted employee.
3. The matter has been examined in consultation with law Department at this
office and it has been decided as under:
(i) If the Disciplinary Authority, after examining the enquiry proceedings and
Enquiry Officer’s findings on the changes levelled against an employee, disagree
with any of the findings of the Enquiry Officer on one or more charges, he should
record in writing his disagreements supported with the reasons therefor. The said
recorded reasons for disagreement along with a copy each of the enquiry
proceedings and the Findings of the Enquiry Officer should be communicated to
the charged employee in writing and he should be asked to make submission
thereon within an appointed date. If, within the appointed date, no such
submission is received by the Disciplinary Authority it will be assumed that the
charged employee does not wish to make any submission and the Disciplinary
Authority shall proceed accordingly for further action as deemed fit.

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 (ii) On receipt of the charged employee’s submissions to the above, the same will
be examined by the Disciplinary Authority along with enquiry proceedings,
findings of the Enquiry Officer and his earlier recorded reasons for disagreements
and based thereon, he should record his preliminary order as to whether the
charge(s) against the charged employee can still be held established or not. The
Disciplinary Authority should also record therein his tentative decisions as
regards the proposed punishment to be inflicted on the charged employee and this
order should be communicated to the employee in writing and he should be asked
to make submissions in regard to the proposed punishment in terms of clause
12(a)(iii) of the Settlement dated 10.04.2002/27.05.2002.
On receipt of the charged employee’s submission, the Disciplinary Authority will
examine the same along with the enquiry proceedings, findings of the Enquiry
Officer and other relevant documents, including those referred to above, and will
record his final orders indicating punishment to be inflicted against the employee
and communicate such orders to the employee in writing.
Although, it was not required under the earlier clause 521(10)(a) of the Sastry
Award as retained by Desai Award and also not required under Clause 12 of the
said Settlement of 2002, but by way of abundant caution (in view of Court’s
decisions) the aforesaid course of actions can be followed in all cases, where there
is disagreement.

(b) Pending such inquiry or initiation of such inquiry he may be suspended, but if on
the conclusion of the enquiry it is decided to take no action against him he shall
be deemed to have been on duty and shall be entitled to the full wages and
allowances and to all other privileges for the period of suspension; and if some
punishment other than dismissal is inflicted the whole or a part of the period of
suspension, may, at the discretion of the management, be treated as on duty with
the right to a corresponding portion of the wages, allowances, etc.

(c) In awarding punishment by way disciplinary action, the authority concerned shall
take into account the gravity of the misconduct, the previous record, if any, of the
employee and any other aggravating or extenuating circumstances, that may exist.
Where sufficiently extenuating circumstances exist, the misconduct may be
condoned and in case such misconduct is of the “gross” type he may be merely
discharged, with or without notice or on payment of a month’s pay and allowances,
in lieu of notice. Such discharge may also be given where the evidence is found to
be insufficient to sustain the charge and where the bank does not, for some reason
or other, think it expedient to retain the employee in question any longer in service.
Discharge in such cases shall not be deemed to amount to disciplinary action.

(d) If the representative defending the employee is an employee of the same bank at
an outstation branch within the same State, he shall be relieved on special leave

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 (on full pay and allowances) to represent the employee and be paid one return fare.
The class of fare to which he will be entitled would be the same as while travelling
on duty. In case of any adjournment at the instance of the bank/enquiry officer, he
may be asked to resume duty and if so, will be paid fare for the consequential
journey. He shall also be paid full halting allowance for the period he stays at the
place of the enquiry for defending the employee as also for the days of the journeys
which are undertaken at the bank’s cost.
Explanation:
‘State’ for the purpose, shall mean the area which constitutes a political State, but
this explanation will not apply to SBI.

- If the representative defending the employee is an employee of the

same bank at an outstation branch situated outside the State, on a
case to case basis as may be decided by the Bank, he shall be relieved
on special leave (on full pay and allowances) to represent the
employee and shall be paid one return fare.
(e-Circular No.: CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)

(e) An enquiry need not be held if:

(i) the bank has issued a show cause notice to the employee advising him of the
misconduct and the punishment for which he may be liable for such misconduct;
(ii) the employee makes a voluntary admission of his guilt in reply to the aforesaid
show cause notice; and
(iii) the misconduct is such that even if proved the bank does not intend to award the
punishment of discharge or dismissal.
However, if the employee concerned requests a hearing regarding the nature of
punishment, such a hearing shall be given.

(f) An enquiry need not also be held if the employee is charged with minor misconduct
and the punishment proposed to be given is warning or censure. However,
(i) the employee shall be served a show cause notice advising him of the misconduct
and the evidence on which the charge is based; and
(ii) the employee shall be given an opportunity to submit his written statement of
defence, and for this purpose has a right to have access to the documents and
material on which the charge is based
(iii) if the employee requests a hearing such a hearing shall be given and in such a
hearing he may be permitted to be represented by a representative authorized
to defend him in an enquiry had such an enquiry been held.

(g) Where the employee is charged with a minor misconduct and an enquiry is not held
on two previous occasions, an enquiry shall be held in respect of the third occasion.

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 (Following New Clauses (h to k) have been added vide e-Circular No.:
CDO/P&HRD-IR/66/2020 – 21 dated 21.12.2020)
h) An employee placed under suspension pending disciplinary action shall begiven an
opportunity to represent to the management to reconsider the order of suspension.
i) An employee who has been awarded the punishment of dismissal, compulsory
discharge or removal from service by the Disciplinary Authority and subsequently
where the punishment is confirmed by the Appellate Authority, shall be given an
opportunity to seek reconsideration by an authority higher than the Appellate
Authority.
j) If multiple charges as per procedural lapses are made out, then the punishment
given in such cases shall be one.
k) Disciplinary authority shall have the discretion to decide whether the punishment
will affect the superannuation benefits of the employee or not, in case where the
punishment is affecting the superannuation benefits.

13. Where the provisions of this Settlement conflict with the procedure or rules in force
in any bank regarding disciplinary action, they shall prevail over the latter. There
may, in such procedures or rules, exist certain provisions outside the scope of the
provisions contained in this Settlement enabling the bank to dismiss, warn, censure,
fine an employee or have his increment stopped or have an adverse remark entered
against him. In all such cases also, the provisions set out in Clauses 10 and 11 above
shall apply.
14. The Chief Executive Officer or the Principal Officer in India of a bank or an Alternate
Officer at the Head Office or Principal Office nominated by him for the purpose shall
decide which officer (i.e. the disciplinary authority) shall be empowered to take
disciplinary action in the case of each office or establishment. He shall also decide
which officer or body higher in status than the officer authorized to take disciplinary
action shall act as the appellate authority to deal with or hear and dispose of any
appeal against orders passed in disciplinary matters. These authorities shall be
nominated by designation, to pass original orders or hear and dispose of appeals from
time-to-time and a notice specifying the authorities so nominated shall be published
from time- to-time on the bank’s notice board.
The Disciplinary authority Structure vide e-circular no. CDO/P&HRD-PM/26/2020
- 21 Date: 2 Jul 2020 are reproduced in Annexure-C.
It is clarified that the disciplinary authority may conduct the enquiry himself or
appoint another officer as the Enquiry Officer for the purpose of conducting an
enquiry.

The appellate authority shall, if the employee concerned is so desirous, in a case of

dismissal, hear him or his representatives before disposing of the appeal. In cases
where hearings are not required, an appeal shall be disposed of within two months
from the date of receipt thereof. In cases where hearings are required to be given and

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 requested for, such hearings shall commence within one month from the date of
receipt of the appeal and shall be disposed of within one month from the date of
conclusion of such hearings. The period within which an appeal can be preferred
shall be 45 days from the date on which the original order has been communicated
in writing to the employee concerned.

Incidentally, in terms of our circular no. NBG:P&HRD:IR:SPL:93 dated 19 th

June 2001, a number of Industrial Disputes are raised by employees challenging
the punishments imposed on them as a result of disciplinary proceedings
initiated against them by the Bank. A common plea made by such employees
who deliberately avoid attending enquiry hearings and where ex-parte orders
are passed is that they were not given adequate opportunity to defend
themselves and hence, they had been denied of the principles of natural justice.
In that context, it is advised in terms of the said letter, that Local Head Offices
should, wherever the situation demands, furnish data on the number of times
the enquiry was adjourned because of the employee’s absence and the dates
thereof etc., in addition to the other information so as to prove that the
defendant was given ample opportunity to defend himself and the charge based
on denial of principles of natural justice is not correct.

15. Every employee who is dismissed or discharged shall be given a service certificate,
without avoidable delay.
16. Any notice, order, charge-sheet, communication or intimation which is meant for an
individual employee, shall be in a language understood by the employee concerned.
In the case of an absent employee notice shall be sent to him by registered post with
acknowledgement due. If an employee refuses to accept any notice, order, charge-
sheet, written communication or written intimation in connection with disciplinary
proceedings when it is sought to be served upon him, such refusal shall be deemed
to be good service upon him, provided such refusal takes place in the presence of at
least two persons including the person who goes to effect service upon him. Where
any notice, order, charge- sheet, intimation or any other official communication
which is meant for an individual employee is sent to him by registered post
acknowledgement due at the last recorded address communicated in writing by the
employee and acknowledged by the bank, the same is to be deemed as good service.

Vide our letter no. NBG:P&HRD:R:CIR:73 dated 9.11.2002, copy of the

judgment dated 16.08.2002 delivered by the Hon’ble Supreme Court, in Civil
Appeal no. 5072 of 2002 arising out of SLP© no. 20475 of 2001 between
Regional Manager and Disciplinary Authority SBI Vs. S. Mohammed Gaffar,
have ruled that the Courts normally should not interfere with the punishment
imposed on a delinquent employee by the Disciplinary Authority in a
departmental proceeding unless it is found that punishment was
impermissible or is shockingly disproportionate to the misconduct committed
by the delinquent employee.

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 The proposition can be used, as and when required, while contesting matters
of a similar nature at various levels.

17. The procedure to be followed in case of imposition of ‘Cash Penalty of Rs.

500/- as mentioned under minor penalties category:
In terms of the bank level Bipartite Settlement dated 7th April 2016, an employee
found guilty of minor misconduct may be imposed with cash penalty upto Rs.500/-,
as mentioned above. The procedure to be followed in this regard is as under:
i. In the 1st instance, a caution notice will be sent to the erring employee by the
immediate controller.
ii. In the 2nd instance of same nature of misconduct. A warning letter will be
issued by the immediate controller.
iii. In the 3rd instance of same nature of misconduct. A show-cause notice will be
issued by the Disciplinary Authority calling for explanation within the time to
be stipulated by the Disciplinary Authority.
If explanation received is not satisfactory in the opinion of Disciplinary authority or
no explanation is received, Disciplinary Authority may impose fine or monetary
penalty upto Rs. 500/-.

If the Disciplinary Authority intend to award any other penalty for any type of
misconduct, the existing laid down procedure, as mentioned in the previous
paragraphs, continue to be followed.
18. The instructions regarding payment of TA/DA are illustrated in Annexure-F
19. The effect of various types of punishments are illustrated in Annexure-G.

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 EFFECT OF SUSPENSION

An employee may also be suspended pending domestic enquiry for the misconduct
alleged to have been committed by him.

The effect of suspension is that the contract of employment is suspended and

during the period of suspension the mutual obligation of an employer and
employee remain in abeyance. It should be borne in mind that his suspension is
not by way of punishment and should be resorted to only when it is considered
against the Bank's interest to allow the employee to continue in active service or
is likely to tamper with the documents or influence the witness. While charge
sheet should ordinarily precede suspension or should accompany the latter in
cases where it is not possible for unavoidable reasons, charge sheet after
suspension must be served on the employee without any delay.

In terms of our circular no. PA/CIR/25 dated 28.05.1983, it is stated that while
suspending an employee and while reviewing suspension possibility of avoiding
suspension/reinstating him and transferring him to a post where he may not
repeat the misconduct or influence the investigations should be examined. If the
authority finds that the purpose cannot be served by transferring him, then he
should record reasons therefor before resorting to suspension/continuing the
suspension. As the suspension of an employee is a serious matter and affects his
career as also social life, needless to emphasis that these guidelines must be given
effect to in letter and spirit.

TIME OF EFFECT OF SUSPENSION ORDER:

The suspension order comes into effect when it is communicated. Passing of the
order is not enough. The Courts have held although communication of an order is
essential yet it’s actual receipt or actual knowledge is not necessary and when the
letter was dispatched the information was deemed transmitted or imparted.

REFUSAL TO ACCEPT SUSPENSION ORDER:

In case the employee refuses to accept the suspension order; his refusal should
be recorded in the presence of two witnesses and the following procedure should
be followed:
i) A copy of the suspension order should be displayed on the Notice Board, and
ii) A copy thereof should be sent to the employee by Registered A.D. post on the
recorded address. The cover, if returned, should be retained unopened,
iii) A further copy should be sent by ordinary post under certificate of posting.

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 Where possible, a copy of the suspension order should be served on the concerned
employee through a messenger/representative of the Bank and his statement
recorded in writing.

It will then be an effective service of the suspension order. In case the concerned
employee is on leave, the date and time for which the suspension order will be
effective should be specified in the suspension order and the procedure given
above should be followed. The suspension order will then be deemed to be effective
from the specified date irrespective of the fact whether or not the envelope
containing the order is received by the concerned employee. A format of
suspension letter is furnished at FORMAT-A.

EFFECT OF DEATH OF SUSPENDED EMPLOYEE:

If an employee has been under suspension and he died during suspension, he has
to be treated as having died on duty and the period of suspension till his death
should be treated as on duty.

CONTROL OF SUSPENSION ORDERS:

In some cases, suspensions ordered by the Disciplinary Authorities are put up to

the next higher authority for administrative control. Such practice is not in order
as a Disciplinary Authority has to take an independent view in such cases.
(NBG:ADM:SPL:1375 DTD. 5.6.1997)

PAYMENT OF SUBSISTENCE ALLOWANCE:

Subsistence Allowance during the period of suspension should be granted to an

employee on the following scales:
(a) For the first three months, one-third of the pay and allowances which the
workman would have got but for the suspension; and
(b) Thereafter, (i) where the enquiry is departmental by the Bank, one half of the
pay and allowances for the succeeding months; (ii) and allowances for the next
three months and thereafter one-half for the succeeding months until the enquiry
is over, and
(c) After one year full pay and allowances if the enquiry is not delayed for reasons
attributable to the concerned workman or any of his representatives. Where the
investigation is done by an outside agency and the said agency has come to the
conclusion not to prosecute the employee, full pay and allowances will be payable
after 6 months from the date of report of such agency or one year after suspension
whichever is later and in the event the enquiry is not delayed for reasons
attributable to the workman or any of his representative.

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 DEDUCTIONS FROM SUBSISTENCE ALLOWANCE:

The permissible deductions can be classified under two heads, viz.

(a) compulsory deductions and (b) optional deductions.
The compulsory deductions from the subsistence allowance are -
i. Income Tax
ii. Instalments against loans granted by the Bank
iii. House rent, electricity charges, etc. where the employee has been provided
with accommodation by the Bank

The optional deductions, as under, can be made at the request of the

employee under suspension:
i. Payment to the Credit Co-operative Society
ii. Life Insurance Premium

There should not, however, be any deductions under the following heads:
i. Provident Fund Contribution
ii. Deduction towards Pension Fund
iii. Recovery of loss to the Bank/ Amount due on Court Attachments

INCREMENTS DURING THE PERIOD OF SUSPENSION:

The Disciplinary Authority should invariably specify while passing orders

regarding the punishment, as to whether the increment(s) for the period of
suspension are to be released or withheld. If the order is silent in this regard,
then it should be construed that increment(s) fallen due during the period of
suspension are to be released from the date of suspension is lifted.

IBA has conveyed its decision to member banks that as from 11 th June 1997,
annual increments which fall due during the period of suspension should be
reckoned for calculation of subsistence allowance in respect of workmen staff, in
accordance with the provisions of Awards/Bipartite Settlements.
For the purpose of calculating subsistence allowance, the benefit of salary
revision shall be extended to those workmen employees who were placed under
suspension before such revision became effective.

MEDICAL AID & EXPENSES

A suspended employee may be allowed reimbursement of medical expenses

pertaining to self or his family on the same terms & conditions as applicable to
employees in active service.

SBI EMPLOYEES’ MUTUAL WELFARE SCHEME:

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 Suspended employees are permitted to make payment of contribution under the
scheme during the period of their suspension.

BONUS

Suspended employees shall be eligible for payment of bonus for the period in the
accounting year for which they were not under suspension, provided they have
worked for at least 30 days in that accounting year.

LEAVE

A person under suspension is not granted any leave, nor is he required to attend
the office during the period of his suspension. There is no need for him to mark
attendance in the attendance-register. He can be instructed to keep away from
the office premises for safety reasons. He is, however, expected to stay at the HQ
centre and not to leave the centre without obtaining permission from the
competent authority.

SCHOLARSHIP

Scholarship may be granted in the prescribed manner to eligible children of all

employees, the fact that the employee concerned is under suspension or
Disciplinary action has been initiated against him for charges involving vigilance
angle or otherwise should be ignored for the purpose of grant of such scholarships.

On conclusion of disciplinary proceedings in cases where the penalty imposed

result in cessation/termination of service of an employee, the scholarship would
cease to be payable from the date of award of such punishment. If however, the
scholarship has already been paid, the same would be stopped after the current
academic session is over.
In the event of cessation of service, including retirement of an employee,
scholarship would continue till the end of the current academic year of the
employee’s child.

HOUSING LOAN

In the absence of any provision in the Housing Loan Scheme prohibiting grant of
loans to the employees who have been awarded punishment or against whom
disciplinary proceedings are going on, it would not be appropriate to deny this
facility indiscriminately to all the employees falling in the aforesaid category.
Only if the charges against them are such that there is a possibility of their not
remaining in the Bank’s service on conclusion of the disciplinary proceedings, it

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 would be in order to keep their Loan applications pending till the conclusion of
the disciplinary proceedings.

(B) Ordinarily employees under suspension or against whom major disciplinary

proceedings have been initiated, where there is a reasonable chance of dismissal
would not be eligible for housing advance. The competent authority, depending
upon the gravity of the case, may sanction advance to such employees including
those under suspension. Such employees will be required to furnish surety of 2
permanent employees of the Bank. An employee who is not granted the loan on
this account and as a result raises it from some other approved and verifiable
sources, should be granted the loan on conclusion of the disciplinary proceedings
if he continues in service. (Corporate Centre Letter No. PER/IR/32531 dated
07.08.1982, PER:IR: CIR:100 Dated 17.12.1992, PER:IR:CIR:53 Dated
25.09.1995, CDO/IR/SPL/431 Dated 28.12.2002)

(C) House Building advance to employees against whom disciplinary proceedings

or charges of minor nature have been initiated but are not placed under
suspension, can be sanctioned treating them on par with those against whom no
disciplinary proceedings is / are initiated or pending. In other words, no collateral
security by way of sureties from 2 permanent employees of the Bank will be
insisted.

(D) These instructions would also be applicable in respect of employees against

whom disciplinary cases have been concluded but CBI / Court Cases are pending.
The disciplinary authority will take a view in such cases, depending upon the
gravity of allegations / charges being examined by CBI / Court Cases.
(Corporate Centre Letter No.CDO/IR/SPL/431 Dated 28.12.2002)

(E) For sanctioning housing loan, it will suffice If the sanctioning authority is
satisfied that there is no vigilance case / disciplinary action pending or
contemplated against the employee as on date as per records available with him/
controller. It will not be necessary to call for a general clearance from all the
offices where he had served earlier. Specific clearance from any particular office
may, however, be called for if there is reason to suspect involvement of the official
in any particular case.
(Corporate Centre Letter No. CDO/PM/1424/CIR/88 Dated 31.03.2000).

PERSONAL LOAN

(i) Employees placed under suspension or against whom major penalty

proceedings have been initiated
Ordinarily employee under suspension or against whom major penalty
disciplinary proceedings are initiated, where there is a reasonable chance of

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 dismissal would not be eligible for Personal Loan. However, competent authority,
depending upon the gravity of the case, may sanction advance Personal Loan to
an officer / employee against whom disciplinary proceedings are pending subject
to the conditions that officer / employee furnishes collateral security in the form
of sureties from 2 permanent employees of the Bank. An officer / employee who is
not granted the loan on this account and as a result raises it from some other
approved and verifiable sources, should be granted the loan on conclusion of the
disciplinary proceedings, if he continues in service.

(ii) Employees against whom disciplinary proceedings on charges of

minor nature have been initiated and are not placed under suspension
Personal Loan to such category of employees can be sanctioned treating them on
par with those against whom no disciplinary proceedings are initiated or pending.
In other words, no collateral security by way of sureties from 2 permanent
employees of the Bank will be insisted.

FESTIVAL ADVANCE:

Employees under suspension are not eligible.

20. List of DO’s and DON’Ts for Disciplinary Authorities/Enquiry Officers/

Presenting Officer
(CDO/P&HRD/IR/56/2006-07 dated 12.01.2007)
Of late it has been observed that a number of industrial disputes raised by
discharged/dismissed employees are going against the Bank. On an analysis it is
found that there are lapses while conducting enquiry and the cases have not been
dealt with deftly as a result of which the Tribunals have not only castigated the bank
but have also passed awards either for conducting fresh enquiry or for reinstating
the dismissed/discharged employees. Tribunal generally do not interfere with the
findings of the Enquiry Officer or Disciplinary Authority if they are not arbitrary or
perverse and if there has been an enquiry consistent with the rules and in accordance
with the principles of natural justice. The standard of proof as in criminal
proceedings is not applicable to disciplinary proceedings and all that is required to
be seen in disciplinary proceedings is that whether there is evidence, and that
evidence is sufficient to bring home the charge against the delinquent employee.

2. The process of contesting the cases in Labour Court-cum-Industrial Tribunals and

challenging the awards where we differ with their findings involves money,
manpower and time at various levels. To nip the dispute in the bud, it is felt that
Bank should take such preventive measure that does not give any scope to the
Tribunal to find fault with the enquiry proceedings. The genesis of the problem when
analysed is found to be as under: -

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 (i) The Enquiry Officers/the Disciplinary Authorities/the Appellate Authorities are
either not fully conversant with the enquiry proceedings or do not view the issues
objectively.
(ii) The Bank does not have a common pool of officers in the Region/Module/Circle who
can be trained in this area from time to time and be kept updated so that
consistency in quality can be maintained.
(iii) The number of cases allotted to an Enquiry Officer is at times too many for which
the cases drag on for months/years.
(iv) The Disciplinary Authorities have not been able to perceive their roles clearly in a
manner, which would enable them to render full justice to both the sides in a case
of disciplinary action, viz., the charge-sheeted employee and the Bank as an
organisation.

3. It has, therefore, been decided to proceed in the matter as under: -

(i) A common pool should be formed of the officers whose services can be used as
Presenting Officers and Enquiry Officers as and when the need arises, at the
Region/Module/Local Head Office level.
(ii) They should be properly trained and groomed by deputing them to STCs/Staff
College/Academy etc. They should be kept updated in matters relating to
disciplinary proceedings etc. The training programmes should be specifically
evolved for the purpose, wherein the Presenting Officers should be taught to
properly present the case, lead the evidence, present the argument etc. Similarly,
EOs should be taught the art of appreciating the evidence, recording the evidence,
writing the report etc. The training programmes should invariably include
sessions relating to: -
(a) drafting of the chargesheet,
(b) principles of natural justice
(c) evidence before Enquiry Officer – production of documents/ examination of
witnesses etc.
(d) disposal of the case by Enquiry Officer, appreciation and evaluation of
evidence and drafting of enquiry report
(e) legal issues, case laws
(f) consideration by Disciplinary Authority/Appellate Authority/ Reviewing
Authority.
The Law Officers of the Module/Local Head Office or even Corporate Centre
should invariably be involved in the training process.
(iii) The number of cases allotted to an Enquiry Officer/Presenting Officer should be
reasonable so as not to burden him unnecessarily and in the process getting the
issue protracted.
(iv) A list of do’s and don’ts for DAs, EOs and POs have been prepared (as appended
below) in consultation with Law Department at this office. This will help an

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 officer carry out his assigned job in a more fruitful manner. A copy of this should
be supplied to every DA/EO/PO, whenever an officer is appointed as such.

A. DO’s for the Presenting Officers (PO):

1. Receive the following documents from the Disciplinary Authority; (i) a copy of the
Articles of Charge and the Statement of the imputation of misconduct.; (ii) a copy
of the Statement of Defence, if any, submitted by the charge-sheeted person in
reply to the charge-sheet.; (iii) copies of earlier statements of witnesses mentioned
in the list of witnesses; (iv) the evidence providing the delivery of charge-sheet to
the charged employee; (v) a copy of the order appointing the EO/IA.
2. Be furnished with the details of the case. No information or document having
bearing on the case should be withheld from him.
3. Be briefed adequately regarding the case, especially on the weak and
controversial points so as to think of the ways and means to meet the deficiencies.
4. Prepare carefully for the job, with the sole object of proving the charges levelled
by the management and familiarize with all the technicalities of the case.
5. Meet the prosecution witnesses in advance and discuss with them the strategy
likely to be adopted during the enquiry.
6. Show the witnesses the statements recorded by them earlier, so that they may
refresh their memory.
7. Study all the documents (listed and others) and try to reconstruct in mind each
step in the event/transaction involved.
8. Scrutinize the part played by the charge-sheeted person and others. For each such
step, see which of the oral and documentary evidence is necessary and adequate
to present the case.
9. Make a thorough study of each element of the event and transaction, and each
incidence of misconduct attributed to the charge-sheeted person.
10. During the course of the enquiry, keep calm and composed.
11. Show utmost courtesy and respect to the EO/IA and render him all possible
assistance.
12. Remain alert and make sure that the enquiry proceeds on the right lines.
Whenever any attempt is made by the defence to deviate or to bring in irrelevant
issues, intervene.
13. Present the oral and documentary evidence on behalf of the management in a
proper sequence and then cross-examine the witnesses presented by the defence
with a view to demolishing their testimony.
14. After the examination and cross-examination of the witnesses is over, present
arguments either orally or in writing highlighting the evidence of the prosecution
witnesses which support the charges and pointing out the contradictions,
inconsistencies and fallacies of the evidence adduced by the other side.
15. While summing up, give cogent arguments drawing specific attention to the
points, which prove the charge and explain with reasons why the evidence, which
appears to be going against the charge, should be rejected.

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 16. Give clear and convincing justification on the basis of which the EO is expected
to hold the charges as proved.
17. Never get yourself emotionally involved in the case, nor express personal
happiness or unhappiness over the EO’s eventual findings.

B. Don’ts for the Presenting Officer (PO):

1. Don’t develop any animosity towards the charge-sheeted person or his
representative.
2. Don’t insist on your witnesses to say something that is not a fact as the
fundamental objective of a departmental enquiry is to get into the truth.
3. Don’t be impolite, arrogant and indecent in behavior.
4. Don’t hobnob with the Defence Representative (DR).
5. Don’t allow the presence of those not directly concerned with the case, including
those from CBI, Police etc. in the course of deposition.
6. Don’t demand adjournment unnecessarily.
7. Don’t contact the defence witness before or after the enquiry.

C. DO’s for Enquiry Officers (EO):

1. Be clear about the scope and functions as an Enquiry Officer (EO). An Enquiry
Officer should basically enquire into the truth of the charge against the official
and nothing else.
2. Be unbiased, fair, just and judicious and harbour no personal enmity/grudges
against the charge-sheeted employee (CSE).
3. Be interested in seeking justice and fair play in the process.
4. In the course of enquiry proceeding ensure that both sides get even handed
approach from EO which is deemed as just and reasonable opportunity for both.
5. Draw up a positive programme in consultation with the parties.
6. Allow adjournments for reasonable reasons only and record reasons therefor.
7. Be serene and even handed during hearings.
8. Ensure previous statements of listed witnesses are made available to the CSE
well in time for cross-examination, atleast three days before examination starts.
9. Protect the witnesses from any unfair treatment during examination.
10. Ensure that the witness understands the question put to him before he answers
and see that the answers given in vernacular is properly translated in English
and recorded.
11. Recall a witness for re-examination only if it is absolutely necessary in the
interest of justice.
12. Watch the demeanor of the witness while deposing and make a note of that.
13. Use your powers judiciously to put such questions to a witness as to bring out the
truth so that you have a fair and clear understanding of the whole case.
14. Exercise powers to give judicious orders on point of objections raised during the
course of enquiry.

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 15. Finding must be based upon evidence adduced during the enquiry and which the
other party has had the opportunity to refute, examine and rebut.
16. Draw inferences as a rational and prudent person would do considering the oral/
documentary evidence, noting whether what was said or done was consistent with
the normal probability of human behaviour.
17. Base your conclusions on a report which looks reasonable. Clearly indicate in the
report the relation between the imputations, evidence and conclusions.
18. Conclusions should be logical and have probative value.
19. After signing the report, EO ceases to be functus-officio and can’t make any
changes or offer comments, clarifications etc.

D. Don’ts for Enquiry Officers (EO):

1. Don’t be interested either in the CSE as proved guilty or being exonerated.
2. Don’t let any undue delay takes place.
3. Don’t allow parties to dominate the proceedings.
4. Don’t allow lengthening the agony of the CSE.
5. Don’t indulge in loose talk or give your views at any stage.
6. Don’t consult others behind the back of the CSE.
7. Don’t hold the ex-parte proceedings if the CSE who is under suspension is unable
to do so on account of non-payment of subsistence allowance.
8. Don’t refuse the CSE to rejoin the ex-parte proceedings from the point of time.
9. Don’t allow the questions those are considered irrelevant or are malicious or
likely to cause annoyance to the witnesses during cross-examination.
10. Don’t allow leading questions during the examination stage.
11. Don’t allow production of new evidence to fill a gap in the evidence, but only allow
where there is inherent lacuna or defect in the evidence originally produced.
12. Don’t bring in any extraneous matter which has not appeared either in the
Articles of charges or in the statement of imputations or the evidence adduced at
the enquiry and against which the charged employee had no opportunity to
defend himself.
13. Don’t indulge in unnecessary hair splitting arguments about the letter of the
rule/instructions but confine to the misconduct and whether the charge of
misconduct is made out against the CSE.
14. Don’t summaries the versions of both the sides and then select one.
15. Don’t fail to follow the principles of natural justice during the course of the
enquiry.
16. Don’t overstep your role. It is not your role to condemn the CSE or suggest a
deterrent punishment.

E. Do’s for Disciplinary Authority (DA)/Appellate Authority (AA):

In a disciplinary proceeding, punishment is imposed for an act of misconduct, not in

order to seek retribution or give vent to a feeling of wrath, but to correct the fault of

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 the employee concerned by making him more alert in future and to hold out a
warning to the other employees to be careful in the discharge of their duties so that
they don’t expose themselves to similar punishment.

1. On receipt of the inquiry report, take an independent view whether the charge is
established or not.
2. Ensure that the findings are based on the records of the inquiry proceedings.
3. You may differ with the findings of the EO and draw your own inference and
conclusion where you feel that the findings of the EO are perverse or conflicting
or are not totally based on the evidence and record.
4. Consider whether or not to agree with the conclusions of the EO.
5. Inform the CSE if the past bad record is to be considered for the purpose of
determining the quantum of the penalty and give him a chance to explain.
6. While differing with the findings of the EO record the reasons thereof in writing
and convey the same to the CSE and give him an opportunity to substantiate his
stand.
7. In case the charge is not proved by the EO and it is still held to be proved, analyse
evidence adduced in the enquiry. In the absence of the same it may be construed
that the findings of the DA are perverse and not supported by evidence.
8. After taking a tentative decision about the quantum of punishment, address a
communication, commonly known as ‘second show cause notice’ to the CSE (in
case of award staff) informing him the nature of proposed punishment and call
upon him to show cause - within a stipulated time – as to why the proposed
punishment should not be imposed upon him.
9. Instead of submitting written reply, if the CSE seeks appearance in person, give
him a ‘personal hearing’.
10. If there are reasons to consider that the charge is proved, take a decision in regard
to the imposition of punishment on the CSE.
11. Before deciding about the nature and quantum of punishment, carefully consider
the inquiry report and satisfy yourself that the inquiry has been conducted
properly in a fair and impartial manner and that the CSE has been given all
reasonable opportunities to defend his case.
12. Examine the charge sheet before it is served and include such charges that can
be proved on the basis of direct/circumstantial evidences, deposition of witnesses.
A lengthy charge sheet not backed by evidences leads not only to delays but
creates an impression in the mind of the Courts that employee has unnecessarily
been prosecuted for wrongs he did not commit. The general principles need to be
kept in view by the Disciplinary Authority while proposing punishment for the
delinquent which are as follows: -

(a) To weigh and examine the entire set of evidence put up in the course of the inquiry
for ensuring that the inference drawn by the EO in his finding is reasonable and
just.

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(b) To examine the nature and gravity of the misconduct proved against the
employee.
(c) To consider the aggravating/extenuating circumstances that may exist.
(d) To establish the previous record, if any, of the CSE and to see if a sympathetic
view can be taken in the event of an unblemished record.
(e) To see if the employee is genuinely repentant.
(f) To verify the nature of punishment usually inflicted for an identical misconduct
so that consistency and uniformity in action could be ensured and whimsical
decisions could be avoided.
(g) To ensure that the punishment is generally commensurate with the gravity of the
misconduct.
(h) The order passed should show that DA/AA have considered the EO’s report,
evidences, submissions and such consideration should reflect in the order.

F. Don’ts for Disciplinary Authorities (DA)/Appellate Authorities (AA):

1. Don’t violate the principles of natural justice at any stage of the proceedings that
will make the enquiry vitiated and consequently the punishment illegal.
2. Don’t state that the charges are proved by circumstantial evidences without
narrating the circumstances.
3. Don’t leave reasons unrecorded while differing with the findings of the EO.
4. Don’t allow the punishment inflicted inconsistent with the charges proved
against the CSE.
5. Don’t remain silent on the issue of how to treat the suspension period of the CSE.
This gives opportunity to the CSE to claim payment of full salary and allowances
for the period of suspension.
6. In the course of personal hearing do not allow the CSE to be represented by his
defence counsel or by any other person

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 ANNEXURE-A

(As per the provisions of the 6th Bipartite Settlement)

RESTRICTIVE PRACTICES

Preamble-

The IBA, AIBEA and NCBE are in full agreement that no efforts should be spared
by them to ensure efficient, courteous and speedy customer service in the banking
industry. With this common objective in view, some 'restrictive practices' were gone
into jointly. The unions do not accept that there are any such practices. It is admitted
by both sides that the details of situations or circumstances in which certain
incidents might have taken place are not available and hence they cannot be gone
into in detail. The unions, however, make it clear that it has never been the intention
of the unions to indulge in any restrictive practices. The IBA concedes that in view
of the size of the industry, there are difficulties in attaining perfection in the matter
of control of the large work force and also of regulation and distribution of work at
all the offices in the country. Both IBA and the unions agree that much depends on
the climate that develops and the relations that are built at the various offices by
mutual understanding and respect for each other's difficulties. Accordingly, the IBA,
AIBEA and NCBE jointly express themselves on the issues as under

a) It is for the management to distribute the work equitably amongst the employees
with a view to ensuring that everyone has a full day's work. Adjustments would,
however, become necessary in the day-to-day working of the offices and in the
interest of smooth working, the workmen should carry out all reasonable orders
of the local management. The workmen would, however, be free to take up with
the management any genuine difficulty in this behalf. The question of fixing any
arbitrary ceiling on quantum of work by the employees themselves does not,
however, arise.
b) While the services of senior employees would generally be utilised on desks
requiring experience and knowledge, no one should refuse to work on any desk
in exigencies that may arise.
c) The allotment of ledger(s) to ledger keepers would depend on the number of
transactions and the volume of work and not on the number of ledgers.
Accordingly, it may be justifiable and necessary to allot more than one ledger
whether in Current Account, Cash Credit, Demand Loan, etc.
d) Employees with double designation such as clerk-typist, cashier-cum-clerk, etc.,
may be asked to perform both the duties on the same day. It would, however, be
ensured that they are not subjected to frequent changes of work on the same day.
Where an employee who is handling cash is asked to work outside cash section,
he should be given time to tally and hand over his cash.

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 e) Where volume of cash work is not heavy, a cashier may be required to work both
as a Paying and Receiving Cashier.
f) Godown-keepers attached to branches may be required to perform clerical duties
whenever they are free from godown work.
g) The system of checking payment made by an employee by another employee and
of entrusting the job of issuing tokens exclusively to an employee, are prevailing
only in certain banks at certain centres. The managements may decide on their
own about the necessity of continuance or otherwise of these systems.
h) On special occasions it might be necessary to attend to cash transactions outside
business hours. However, due care and caution should be exercised by
managements in entertaining such late transactions; such late transactions
should be duly authorised by a competent official.
i) Normally cash should be accepted/paid at the cash counter. But employees
should accept/make payment of cash other than at cash counters under
instructions from a competent official in special circumstances and in such cases
the concerned employees would be granted immunity from attendant risks.
j) Further, any observance of any restrictive practice mentioned above shall
constitute misconduct and delinquent employee shall be liable for disciplinary
action for gross or minor misconduct depending upon the circumstances of each
case. With a view to make all the employees aware of their duties and
responsibilities vis-a-vis restrictive practises.
k) The work of clerks posted in administrative offices includes drafting of letters,
dealing with correspondence, etc. Similar work of a routine nature should also be
performed by clerks posted in branches/departments and offices other than
administrative offices.
l) The balancing of ledgers/registers and calculations of monthly products, interest,
etc., should not be claimed as work to be necessarily and essentially performed
only outside normal working hours.
m) An employee who is assigned special allowance duties must, subject to
availability of time, also perform routine duties of his cadre. (Bipartite
Settlement)

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 ANNEXURE-B

RULES OF CONDUCT

(Besides signature wherever provided, the applicant's signature should invariably

be obtained on each page)

An employee of the Bank may not:

(i) borrow money from or permit any member of his family to borrow money from
or in any way place himself or a member of his family under a Pecuniary
obligation to a broker or moneylender or a subordinate employee of the Bank or
any person, association of persons, firm, company or institution;
(ii) buy or sell stock/share/securities, of any description without funds to meet the
full cost in the case of a purchase or scrip for delivery in the case of a sale;
(iv) book debts at a race meeting;
(v) lend money in his private capacity to a constituent of the Bank or have personal
dealings with a constituent in the purchase or sale of bills of exchange,
government paper or any other securities;
(v) guarantee in his private capacity to a constituent of the Bank or have personal
dealings with a constituents in the purchase or sale of bills of exchange,
government paper or any other securities;
(vi) guarantee in his private capacity the pecuniary obligations of other person or
agree to indemnify in such capacity another person from loss except with the
previous permissions of the Appropriate Authority;
(vii) act as agent for insurance company otherwise than as agent for or on behalf of
the Bank;
(viii) take part in registration, promotion or management of any bank or other
company which is required to be registered under the Companies Act, 1956 or
any other law for the time being in force or any co-operative society for
commercial purposes without the previous sanction of the Appropriate
Authority, except in the discharge of his official duties;
(ix) be connected with the formation or management of a joint stock company or
trust or society.
(x) engage in any other commercial business or pursuit either on his own account
or as agent for another or others;
(xi) engage directly or indirectly in any trade or business or undertake any other
employment except with the previous sanction of the Appropriate Authority.

Provided that an employee may, without such sanction, undertake honorary work of
a social or charitable nature or occasional work of a literary, artistic, scientific,
professional, cultural, educational, religious or social character, subject to the
condition that his official duties do not thereby suffer or the undertaking of such

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 work is not detrimental to the interests of the Bank , but he shall not undertake or
shall discontinue such work if so directed by the Appropriate Authority.

Explanation:
i. Canvassing by an employee in support of the business of insurance agency,
commission agency etc. owned or managed by a member of his family shall be
deemed to be a breach of this sub-rule.
ii. Prior sanction under this rule is not necessary for holding an office ex-officio
outside the bank, under any law or rules, regulations or bye-laws made there
under, for the time being in force, or under direction from any authority to whom
the employee is sub-ordinate.

Provided that nothing in this rule laid down in this paragraph shall be deemed to
prohibit an employee from making any bonafide investment of his own funds in such
securities as he may wish to.

(b) An employee guilty of infringing any of the provisions of the preceding paragraph
will render himself liable to dismissal from the service.
(c) An employee of the Bank may not take active part in politics or in any political
demonstration nor may an employee accept office on a municipal council or other
public body without the prior sanction of the Bank.
(d) All employees must maintain the strictest secrecy regarding the Bank's affairs
and the affairs of its constituents.
(e) An employee accepting from a constituent of the Bank a gift other than of fruit
or flowers will unless the permission of the Bank has been previously obtained
be liable to dismissal from service.

No employee shall accept or permit any member of his family or any person acting
on his behalf to accept any gift except customary gifts from relatives and personal
friends on occasions such as marriages, anniversaries, funerals or religious functions
when the makings of gifts is in conformity with the prevailing religious or social
practice.

NOTE:
i. As a normal practice, an employee shall not accept any gift from a person
obligated to the Bank through official dealings.
ii. A casual meal, lift or other social hospitality shall not deemed as a gift.

(f) An employee may not overdraw his account with the Bank, whether against
security or otherwise without the authority of the controlling office or the Branch
manager to the extent of powers delegated to him.
(g) Employees are forbidden to make personal representations to the Directors of the
Bank or to the members of the Local Board. Breach of this order will be severely
dealt with. Employees at branches who desire to appeal on any matter to an

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 authority higher than their Branch Manager must do so by addressing their
Local Head Office through the Branch Manager of their Branch. Only when the
Branch Manager refuses or neglects to forward an appeal may it be preferred to
the Local Head Office direct.
(h) An employee desirous of applying for an appointment elsewhere or for a post in
a higher capacity in the Bank itself (if permissible) should forward his
application through the Branch Manager of the Branch.
(i) In terms of the Criminal Law Amendment Act, 1958 the definition of the term
'public servants' as given in Section 21 of the Indian Penal Code has been
extended to cover the employees of statutory corporations. Accordingly, all
employees of the bank come within the purview of the Prevention of Corruption
Act, and any other criminal law relating to public servants.
(j) No employee shall bring or attempt to bring any political or other outside
influence including that of individual directors of the bank or the members of the
Local Board to bear upon any superior authority to further his own interest in
the Bank.
(k) No employee shall open or maintain an account with any bank or banker of any
description other than the State Bank of India without the previous permission
in writing from the Bank.
(l) Employees are forbidden from either accepting cash award or receiving
complimentary and/or valedictory address in a public meeting without the
previous sanction of the controlling authority.
(m) *Employees shall abide by the social networking policy of the Bank.
(n) Monies which may, from time to time, be deposited in the account(s)
opened/maintained by employees in single name or joint names with eligible
family members under staff CIF/staff product codes, are/will be his bonafide
savings and belong to him.
(o) These rules of conduct are in addition to the provisions of the Sastry & Desai
Award or any other award as amended from time to time and that may come into
force and any instructions that may be laid down by the Bank from time to time.

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 ANNEXURE-D
INSTRUCTIONS REGARDING CHARGE-SHEET:
A. Issuance of charge sheet

The employee, against whom disciplinary proceedings are proposed or likely to be

initiated, should be served with a chargesheet clearly setting forth his acts and
omissions and asking him to file his statement in defence thereto within a time to
be specified therein. Generally, a time of 7 days for submitting reply to the
chargesheet is considered reasonable. However, sufficiency of time will be
determined by the circumstances of each case. For example, if lengthy charges are
framed running into number of pages, the time of one week may not be sufficient.
Whether reasonable opportunity was given or not, will depend upon the facts and
merits of each case.

When the employee proceeded against requests for additional time and it is based
on reasons the denial of which may cause denial of reasonable opportunity to him
for adducing his defence, the authority empowered to do so, may grant further time.
Where, however, it is not considered justified to grant further time, the employee
concerned may be informed in brief the reasons for not permitting extension of time.
A specimen Format of Charge Sheet is given in Format-B.

B. Language of charge sheet

The chargesheet should be in the language easily understood by the employee. It

may be kept in mind that the chargesheet is sometimes given to such employees who
may not have adequate educational attainments. If the employee asks for the
chargesheet in a language which he can understand and if the Bank is satisfied
about the reasonableness of such a request, it may be acceded to.

C. Serving of charge sheet

The chargesheet can be served on the concerned employee personally or through an

authorised representative i.e. Bank's Manager/Clerical Staff/Officer. If he refuses to
receive the same, such refusal could be deemed to be good service provided it is
witnessed by two persons including the person who goes to effect the service. In case
of an absent employee, the chargesheet should be sent by registered post with
acknowledgement due. Where such chargesheet is sent by registered
acknowledgement due post, the same shall, at the discretion of the Bank, be deemed
to have been duly served on the workman if the same has been refused by him
(paragraph 529 of Sastry Award and paragraph 18.24 of the Desai Award as
retained by Desai Award vide paragraph 18.28 thereof). Refusal to accept a
chargesheet is a misconduct and an employee can be proceeded against on this count
also.

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E. Contents of charge sheet
A chargesheet is an important document and, therefore, great care should be
exercised in the preparation thereof. The charges framed should be precise, specific
and not vague. The chargesheet should clearly state what the employee is accused of
and where a charge relating to a particular incident is framed, brief description of
the incident, together with complete details such as time and date of the incident
should be given. If the employee is accused of disorderly behaviour or discourtesy to
superiors, then the exact words used by the employee which are considered as
discourteous or disorderly behaviour should be furnished.

F. Important factors for drafting of charge sheet

While drafting a charge-sheet, undernoted factors should be kept in view:

a) when the complaint is received against an employee, then the facts should be
analysed to find out whether the facts contribute to any particular misconduct.
b) it may be found that on some occasions, the same facts may form more than one
misconduct and, therefore, on the same facts, an employee can be charged of two
misconducts simultaneously or alternatively.
c) charge should not take the form of verbiage. Incident/facts should be clearly and
precisely stated.
d) unnecessary matters, not directly relevant to the misconduct, should not be
narrated,
e) the charges should be consistent and should carry correct sense.
f) the charge should refer to specific instances, if there are many then a few for sake
of example should be mentioned.
g) the language of charge-sheet should not indicate conclusion of guilt,
h) the charges should not be vague (vague can be considered as the antonym of
'definite'. If the ground is incapable of being understood or defined with sufficient
certainty, it can be called vague). If on the reading, the charge furnished is capable
of being intelligently understood and is sufficiently definite to furnish material to
enable the charge-sheeted employee to make a representation against the charge,
it cannot be called vague.

G. Indication of names of witnesses, list of documents etc.

The charge-sheet should neither indicate the name(s) of the witness(es) and list of
documents proposed to be examined and relied upon by the Bank at the enquiry.

H. Mention of charges as per provisions of awards in the charge sheet

It is advisable to indicate as far as possible the relevant provisions of the Award

under which a particular misconduct committed by the employee fits in.

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 I. Charge sheet should invariably be signed by Disciplinary Authority

The charge sheet should invariably be signed by Disciplinary Authority.

J. Examination of Reply to Charge sheet

Reply to the charge sheet served upon an employee may or may not be submitted by
him. The Disciplinary Authority cannot force an employee to submit his reply to the
charge sheet. If a reply is submitted by the employee concerned, it should be
examined by the Disciplinary Authority carefully and, if in his opinion, there are
grounds to enquire into the truth of any misconduct, an Enquiry Officer will be
appointed by the Disciplinary Authority under advice to the branch manager and
Disciplinary Proceedings Cell. In case the employee concerned admits some or all
charges of misconduct mentioned in the charge sheet, no further enquiry is
necessary in respect of such admitted charges. For those charges of misconduct
which are not admitted by the delinquent employee, the Disciplinary Authority may
have the enquiry conducted through an Enquiry Officer appointed by him.

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 ANNEXURE-E
OTHER OPERATIONAL GUIDELINES:
1 Appointment of Enquiry Officers (E.O.)

(i) E.O. should be unconnected with the incident

When the disciplinary authority is not satisfied with the reply to the chargesheet, he
can order a detailed enquiry and the disciplinary authority can himself hold the
enquiry and pass the orders. However, it is advisable that an officer who is not
complainant, or witness in the case and is also not in any manner connected with the
incident should be appointed as Enquiry Officer. The enquiry is necessary in case of
gross misconduct when penalty is dismissal from service though the employee
accepts all the charges in reply to the chargesheet. He should be able to form an
independent judgment and should be aware of rules and procedures. Investigation
officers should not be appointed as E.O.

(ii) E.O. should not be changed after commencement of inquiry

Once the enquiry has commenced i.e. witness etc. have been produced and examined
an Enquiry Officer should not be changed as it is desirable that an authority who
hears the arguments should decide the case. Allegation of bias or prejudice, if any,
received against the Enquiry Officer, is based on facts and reasonable grounds,
should be properly examined by the disciplinary authority and reasons for continuing
the existing officer or changing him should be recorded.

(iii) E.O. as agent of disciplinary authority

Enquiry Officer is an agency of the disciplinary authority as a part of machinery for
collecting facts and materials for basing his conclusion. He is engaged in fact finding
mission and does not hold any trial. He need not follow rules or procedures of courts
or apply the provisions of Evidence Act or any other law.

(iv) E.O.'s role limited to ascertaining facts

The Enquiry Officer is not empowered to give punishment. His jurisdiction is limited
to ascertaining facts through means of an enquiry, submit his report to the
disciplinary authority together with his findings, indicating reasons thereof. If there
is more than one charge, his findings together with reasons should relate to each
charge separately.

(v) Report of E.O. not binding on disciplinary authority

The report and findings of the Enquiry Officer are not binding on the disciplinary
authority. Where, however, the disciplinary authority differs from the views or
findings of the Enquiry Officer, he has to record reasons therefor, in writing, and also
convey them to the employee proceeded against.

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 2. Holding of a Departmental Enquiry

(i) Intimation to charge-sheeted employee (CSE)

The Enquiry Officer appointed to conduct departmental enquiry, against an
employee should inform him through his (employee's) Branch
Manager/Departmental Head/directly in advance. At least seven clear days' notice
should be given taking into account the transit period, the place, date and time of
the enquiry. The employee should be informed that in case (i) he desires to examine
any witness(es) on his side or to rely on any document in support of his case, he
should produce them at the enquiry; (ii) he wishes to examine any Bank employee,
he should give notice to the Enquiry Officer sufficiently in advance so that the said
employee should be asked to be present at the hearing. (A draft of notice of the
enquiry to an award employee is given at Format-C). Where the notice is being sent
directly to the employee, it should be sent through registered A.D. post both at his
recorded address with the bank and his permanent address, if he is not attending
his duties.

(ii) Presence of CSE at the proceedings

Where the notice of the enquiry is not served on the employee, it is desirable to
adjourn the enquiry and fix a fresh date. Where the employee does not attend the
enquiry although the notice therefor has been served on him and/or if fully aware of
the date, time and place of the enquiry, the Enquiry Officer may hold the enquiry
ex-parte after recording his reasons for doing so in the proceedings.
If, however, any adjournment is sought and the Enquiry Officer is satisfied that the
reasons are bonafide and good, he may grant the adjournment. Absence on account
of illness (supported by acceptable medical certificate), leave etc. may be considered
as good reasons for adjournment.

(iii) Grant of adjournment

The grant of adjournment is purely at the discretion of the Enquiry Officer and every
request for adjournment should be accompanied with reasons therefor, and the
Enquiry Officer should carefully examine them and take a decision. If he is satisfied
that the employee has been given repeated opportunity to put his defence and he is
avoiding to do so and is seeking adjournments on intentional and unjustifiable
grounds he may decline such request of adjournments.

(iv) Presence of other employees of the Bank as defence witnesses

The employee may request Enquiry Officer to seek presence of witness on his behalf
who are employees of the Bank; such requests should be accompanied by reasons for
summoning the witnesses. If the Enquiry Officer is satisfied that the request is
reasonable and their absence will affect the interests of employee, the Enquiry
Officer may ask the Bank to procure their presence at Bank's expense. If the
departmental proceeding is adjourned at employee's or his representative's request,
the cost of bringing witness may not be borne by the Bank.

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 (v) Perusal of documents by CSE
The employee proceeded against has also got the right to, if he so desires, the
summoning of any documents in custody or in power of the Bank for being produced
before the enquiry or shown to him. Such request from the employee should be
carefully examined. If the documents are relevant to the case and are necessary for
the defence of the employee, and the Enquiry Officer so directs, arrangements may
be made for showing the documents to the employee at the enquiry or being produced
before the Enquiry Officer.

(vi) Holding of joint enquiry

On some occasion, the misconduct is committed jointly by two or more persons or
they are associated either as an abettor or principal or in some other way. In all such
cases, joint enquiry may be held. A separate enquiry is, however, not invalid.

(vii) Venue for the enquiry

The departmental enquiry should be held ordinarily on working days at the place
where the accused is posted or at the place where the misconduct was committed.
Normally, it should be held at the place where the misconduct was committed so that
it is easy to arrange for the witness and for procurement of documents etc. without
any delay. Enquiry Officer may, however, fix date, time, and venue of the enquiry at
his discretion.

(viii) Defence through representative of registered union of the Bank

The Defence Representative should submit a letter of authority in his favour duly
executed by the employee. The letter of authority should be on the lines of proforma
enclosed (Format-D). The defence representative will have the right to write, seek
adjournment or represent the employee before the Enquiry Officer only after the
letter of authority is filed. Where, however, the employee gives in writing that
defence representative may not necessarily be a representative of the registered
employee's union, he can seek services of any other employee of the Bank.
(ix) Decision by presenting officer with regard to production of evidence,
witnesses, documents etc.
The presenting official (who is normally the Branch Manager or any other official
deputed for the purpose) should, before the date of enquiry, consider and decide as
to what documentary and oral evidence should be adduced on the side of the bank to
establish a charge. If it is regarded that any witness should be examined on behalf
of the Bank at the enquiry, they should be notified sufficiently in advance about the
place, date and time of the hearing in consultation with the controlling authority. If
certain documents are necessary, they should be obtained well in advance. It may
sometimes happen that the Bank may have to rely on documents in the possession
of third parties to establish the charges against employees. In such cases written
requests should be made to the concerned parties to produce the required documents
at the hearing and, if necessary, to render oral evidence before the Enquiry Officer.
Normally, the Presenting Officer should be junior to the Enquiry Officer.

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 3. Procedure at the Enquiry
(i) Attendance of presenting officer
The presenting officer should present himself before the Enquiry Officer at the
appointed time with the relevant papers and documents which he proposes to
produce at the enquiry as exhibits and accompanied by the persons whom he
proposes to examine as witnesses on behalf of the Bank.

(ii) Attendance of CSE and his representative

The employee proceeded against should also appear before the Enquiry Officer at
the appointed time with his representative, if any, and his witnesses. If the employee
and his representative fail to attend the hearing, the Enquiry Officer has authority
to proceed with the hearing of the enquiry ex parte. Before holding the enquiry ex
parte, the Enquiry Officer should exercise great care and should satisfy himself
beyond doubt that despite being aware of the date, time and venue of the enquiry
the employee or his representative has not appeared at the enquiry intentionally or
purposefully. If it is for the first time that the employee or his representative are
absent, it is desirable to wait for some time for their arrival at the place of the
enquiry or to adjourn the enquiry to some other date. Normally, it is desirable to
give to the employee atleast three opportunities to appear at the enquiry and adduce
his defence. Where the employee or his representative appears and seeks
adjournments and Enquiry Officer finds the request bonafide and grant the
adjournment it should be recorded in the proceedings. No fresh notice in such cases
would be necessary as the request for adjournment; Enquiry Officer's decision
thereon and the date, time and place of the next hearing would be recorded in the
proceedings of the date and which will be duly signed by all concerned.
(iii) Record of enquiry proceedings
The Enquiry Officer should maintain a book to record the proceedings of the enquiry.
The proceedings may also be recorded on sheets of paper or typed. He should record
in this book, preferably in his own handwriting, the date or dates on which the
proceedings take place, the name of the employee proceeded against, the charge or
charges, the deposition of the witnesses (the mode of recording deposition of
witnesses is discussed below) as well as the contents of the documentary evidence
tendered by both parties, the arguments of presenting official and the employee and
his representative and the findings of the Enquiry Officer in full with reasons. (The
manner in which proceedings should be recorded is given in Format-E).

(iv)Reading of charges by E.O.

The enquiry starts with the Enquiry Officer reading out to the employee the charges
and asking him whether or not he admits the charges.
a) Acceptance of charge by CSE
If the employee admits the charges against him, the Enquiry Officer can record
the fact and obtain the signatures of the presenting officer, the employee and
his representative at the bottom of each page of book and thereafter close the

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 enquiry. He may, in the event, send his report containing his findings to the
disciplinary authority.
b) Denial of charge by CSE
If the employee denies the charges, the Enquiry Officer should ask the
presenting official to open the case. The presenting official may then explain to
the Enquiry Officer the facts of the case. The employee and if he is defended by
a representative of a Registered Union of Bank employees, the latter may then
be allowed to explain the employee's case. This should be duly recorded by the
Enquiry Officer.

(v) Ex-parte enquiry

Whenever the charge-sheeted employee deliberately avoids attending the inquiry or

boycotts the same, it is open for the EO to proceed ex-parte. The circumstances
leading to an ex-parte inquiry may be as under:

a) When the charge sheeted employee, despite notices, fails to attend the inquiry
without submitting valid reasons for having done so;

b) When the charge sheeted person walks out of and boycotts the enquiry proceedings
consequent to certain rulings given by the enquiry officer, or

c) When the charge sheeted person makes a request for an adjournment, and the
request is disallowed by the enquiry officer, but the latter subsequently absents.

In the event of the EO deciding to go ex-parte, he has to ensure the following:

i. He should record in the proceedings about the opportunities given and adjournments
granted to the charged sheeted employee,

ii. While the PO, as usual, should be called upon to lead the evidence first, and prove
the charges, the EO has the added responsibility to see that the absence of the
charge sheeted employee does not lead to the latter's interest being ignored. The EO
has therefore to fully satisfy himself about the facts by putting relevant questions
to the witnesses and get clarifications before arriving at the conclusions/findings,

iii.The EO has to be quite careful to see that there is no lacuna in the inquiry, and the
formalities are strictly and properly observed, and all necessary evidences produced
and recorded,

iv. A copy of the daily proceedings of inquiry should invariably be sent to the charge
sheeted employee on an on-going basis, irrespective of the fact that he absented at
any stage(s) of inquiry.
This serves two purposes: The charge sheeted employee is kept posted with the
progress so that he can intervene if he so desires, and that he can exercise the option

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 to rejoin at any stage in the mid of the proceedings. He can't under the circumstances
claim that he was not given a hearing.
4. PRODUCTION OF DOCUMENTS
(i) Production of evidence in the form of statements witnesses or documents
The evidence which is produced before an Enquiry Officer either consists of the
statement of witnesses or documents relating to the matters in issue.

(ii)Principles of natural justice for utilisation of material against CSE

The principles of natural justice firmly establish that no material should be utilised
against charge sheeted employee unless it is disclosed to him in a departmental
enquiry, and he is given an opportunity to explain and rebut the same. As such any
document which will be used as evidence, on acceptance or rejection of which turn
the decision as to the guilt or innocence of the employee proceeded against, must be
disclosed to him and if he so desires, he may be supplied copies thereof or may make
his own notes therefrom, at the discretion of the Enquiry Officer. Documents
produced by the Banks should be marked PE Ex. 1, PE Ex. 2, PE Ex. 3, etc. and
documents produced by defence representative, or employee should be marked DE
Ex. 1, DE Ex. 2, DE Ex. 3 etc. If the presenting officer so desires, copies of the
documents/papers produced by the employee may be perused by him, copies may be
taken, or notes may be made at the discretion of the Enquiry Officer.

(iii) Powers of E.O. to reject production of irrelevant documents

Wherever the Enquiry Officer is satisfied that demand of production of a document
in possession of the Bank or employee proceeded against is not justified i.e. the
documents is irrelevant, he may decline the request but in such case demand and
the reason for denial should be recorded in the proceedings.

(iv) Permission to CSE for inspection of documents/taking notes

The employee proceeded against, if requests for inspection of documents/papers etc.
which are relevant to the issues and will be relied upon against the employee, he
may be permitted to inspect them and take notes thereof.

5. EXAMINATION OF WITNESSES

i) The next stage is the examination of the Bank's witnesses who may be
designated PW 1, PW 2, etc. The examination of a witness is in the form of
questions put to him together with his answers thereto. Before starting the
examination of the first witness for the Bank, all other witnesses for the Bank
as well as those for the employee should be asked to stay outside the room where
the hearing is conducted. The examination of a witness by the side which cites
him as witness is called Examination-in-Chief. In Examination-in-Chief of the
Bank's witnesses, the presenting official should ask questions to elicit answers
on the points which he wishes to be established through him.

ii) The Enquiry Officer should not permit questions which themselves suggest the
answers thereto. He may also rule out any questions which he considers

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 irrelevant and unnecessary but if he does so he may record the question and his
view that it is irrelevant and unnecessary and that he has ruled it out.

iii) The questions put to the witness and the answers thereto should be recorded
with precision. During the course of the Examination-in-Chief, the Enquiry
Officer is not precluded from putting questions to any witness. The question by
E.O. should be to clarify the position which was narrated by the witness. Here
E.O. should refrain from entering into the shoes of the P.O.

iv) If it is necessary to prove any document exhibited on the side of the Bank
through the witness, the presenting official may have it proved by the witness
and if necessary, have the contents thereof fully explained by him.

v) After the presenting official completes his Examination-in-Chief of the witness,

witness is cross examined by either the employee or, if he is represented at the
hearing, by his representative. In cross-examination, the Enquiry Officer can
rule out any question which he considers irrelevant or unnecessary, but he
should record the question, the fact that he has ruled it out and also the reason
therefor. He may also ask questions to the witness to clarify any points left in
doubt or left ambiguous during the cross-examination.

vi) After the cross-examination of the witness is over, if any points elicited in cross-
examination require to be explained or clarified, and if the presenting official
thinks fit to do so, he may, with the permission of the Enquiry Officer, re-
examine the witness by putting questions on the points requiring clarification
or explanation. The Enquiry Officer can, in his discretion, permit new matters
to be introduced provided the employee or his representative is permitted to
again cross-examine the witness on the new points introduced.

vii) After the Examination-in-Chief, cross-examination and re-examination of the

witness is completed, he, the presenting official, the employee and his
representative should be asked to sign just below each page of the deposition in
the record book of the Enquiry Officer. However, if the Examination-in-Chief,
cross examination or re-examination of the witness is not completed in one day,
the Enquiry Officer should obtain the signature of the above mentioned persons,
just below the deposition recorded until the end of the day it had begun. The
presenting official, the employee and his representative should besides sign at
the bottom of each page of the record of proceedings.

viii) The presenting official should then call his next witness and the procedure set
out in above paragraphs should be followed in his Examination-in-Chief,
examination and re-examination.

ix) After the evidence of all the witnesses for the Bank is taken, the Enquiry Officer
should ask the employee or his representative whether he desires to examine
the employee as a witness on his side and also whether he has got any other
witnesses to be examined. If the employee says that he does not propose himself

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 or any other witnesses to be examined on his side to disprove the charge, the
Enquiry Officer may treat the evidence as closed and adopt the procedure set
out in paragraph above.

x) On the other hand, if he says that he proposes to examine himself and witnesses
on his side, his evidence may be recorded first after asking the other defences
witnesses to go out of the room. The employee and his witnesses may be
designated DW 1, DW 2, DW 3 etc. First he should be examined-in-Chief by his
representative, then cross-examined by the presenting official and re-examined
(if necessary) by his representative.

xi) The procedure to be followed in recording the evidence of the employee and his
witnesses is the same as set out in paragraphs above. They should be examined-
in-Chief by the employee's representative and cross-examined by the presenting
official.

xii) It might happen that the employee does not engage anybody to assist and
defend him at the enquiry but would still desire to examine himself and some
others as witnesses on his side. In such a case the Enquiry Officer would have
to formulate the questions in examination-in-Chief and re-examination, the
cross-examination being conducted by the presenting official.

xiii) After the recording of the evidence of all the witnesses is completed, the Enquiry
Officer can ask the presenting official to make his comments, if any, about the
case. Thereafter, he may ask the employee or his representative, in case he is
defended by a Registered Bank Employee's Union representative, to make his
submissions. The Enquiry Officer may, after hearing the submissions made by
both sides close the enquiry. If the submissions are sought to be given in
writing, the same may be accepted and recorded. The enquiry be thereafter
closed.

6. REPORT AND FINDING OF THE ENQUIRY OFFICER

(i) Preparation of report by E.O.

The Enquiry Officer should thereafter prepare his report containing the findings
in respect of all charges i.e. his conclusion whether or not the employee is guilty
of the charges levelled against him and the reasons in support thereof. The
findings should be supported by cogent reasons to be set out clearly in the report.
He should, where he does not agree with any evidence led in, give his reasons
therefor.

(ii)Maintenance of unbiased and impartial attitude by E.O

The Enquiry Officer should maintain an unbiased and impartial attitude
throughout the proceedings and that he should not prejudice or show any interest
in the development or projection of the respective cases of either of the two
contesting parties to the enquiry.
(iii)Forwarding of report to Disciplinary authority

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 The report and findings of the Enquiry Officer should be forwarded to the
concerned authority by Registered post. Five copies each of the report and
findings should be sent.
(iv)Processing of Enquiry Report by the Disciplinary Authority
Scrutiny of E.O.'s report and issuance of show cause notice

The Disciplinary Authority would scrutinise the proceedings of the enquiry and the
findings of the Enquiry Officer, and if he is satisfied that the enquiry has been
properly conducted and that the charges have been established, he would tentatively
decide the punishment to be imposed on the concerned employee. While doing so the
Disciplinary Authority will record his reasons for the tentative punishment stating
the points considered by him. A notice would then be sent through the branch
manager or concerned departmental head for being served on the employee asking
him to show cause, specifying the period in which he has to reply why the proposed
punishment should not be imposed on him. The employee will also be advised to
request for a hearing with the Disciplinary Authority, if he so desires. (A specimen
of show cause notice is enclosed, (Format-F)
The employee would also be furnished with a copy of the proceedings of the enquiry
and a copy of the findings of the Enquiry Officer, to enable him to show cause against
the proposed punishment. If the employee does not make any statement within
stipulated time, the Disciplinary Authority would presume that the employee has
no submissions to make and may proceed to take the final decision. If the employee
makes any submission or request for a personal hearing with the Disciplinary
Authority, the branch manager should forward the same to the concerned
Disciplinary Authority without any delay. The Disciplinary Authority would then
peruse statement made by the employee in writing or at the time of personal
hearing. Thereafter, the Disciplinary Authority would decide whether he should
change the tentative punishment and impose a lesser punishment or impose no
punishment at all. If he considers that the employee has not adduced any
satisfactory reason to change the proposed punishment, the Disciplinary authority
would confirm his tentative decision and impose the proposed punishment. It is
desirable that separate punishment is imposed in respect of each proved charge.

7. ORDER OF DISCIPLINARY AUTHORITY

The order (as per specimen enclosed Format-G) accompanied by a suitable
memorandum addressed to the concerned employee would be sent to the branch
manager for being served upon the employee. The Order will take effect on the date
it is served on/communicated to the employee.

Refusal for acceptance of order by CSE

In case the concerned employee refuses to accept the order, his refusal should be
recorded in the presence of two witnesses and the procedure given above in regard
to the service of chargesheet/suspension order in similar circumstances be followed.

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8. RIGHT OF APPEAL

Under the provisions of the Sastry Award as modified by industry level Bipartite
Settlement dated 10.04.2002, the employee is given an opportunity to appeal against
the order within forty-five days from the date on which the original order has been
communicated in writing to the employee concerned. If an appeal is made, the
Appellate Authority would consider the case and dispose of the appeal as early as
possible. The Appellate Authority may either uphold the order of the Disciplinary
Authority or reverse it. However, until the decision of the Appellate Authority is
conveyed to the employee, the order made by the Disciplinary Authority will
continue to subsist and have effect. The appellate authority may also give personal
hearing to the employee, at his request, in case of punishment of dismissal only.
Note:
There is no provision in the award or bipartite settlements empowering the Appellate
Authorities to enhance the penalty already awarded to an employee. It is pertinent
to note that no provision of the review of the order passed either by the Disciplinary
Authority or Appellate Authorities exists in the award or bipartite settlements.

9. GENERAL GUIDELINES
(i)Admission of charges
It may happen that the employee may at the outset admit the charges against him.
Where the delinquent employee admits the charges, it is not necessary to hold a
formal enquiry into those charges. The admission must, however, be expressed in
writing. It is not sufficient to say that it is implied in the statement. If orders are
passed on the basis of a clear admission by the delinquent employee, no violation of
the principles of natural justice would be involved. If the employee admits the
charges against him during the enquiry the proper course for the Enquiry Officer
would be to record that fact and obtain the signatures of the Bank's representative,
the employee and his representative and thereafter close the enquiry.

(ii) Tendering of apology by delinquent employee

If the delinquent employee, after he is served with a chargesheet, tenders an

unconditional apology, it implies that he is admitting the charges. In such a case
there does not arise any necessity for an enquiry and the Disciplinary Authority is
straightway seized with the matter of assessing his guilt on the basis of the
information already available on record. It is, however, necessary that the apology
tendered by the employee must be unconditional. An apology can be said to be
unqualified only when the delinquent owns his fault and throws himself at the
mercy of his Superior Officers as distinguished from his politely denying the charge
and begging for pardon. In the latter case, since the charges stand denied, the formal
enquiry cannot be dispensed with. An apology does not empower the Disciplinary
Authority to dispense with the show-cause notice giving the employee a reasonable
opportunity of making representation on the penalty proposed/to be imposed on him.

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 It may be noted that in order to dispense with the formal enquiry, the admission or
apology must be made by the delinquent employee in reply to the chargesheet issued
to him. Further in order to avoid miscarriage of justice and any subsequent legal
complications, the order dispensing with the formal enquiry has to be made with
utmost caution.

Guidelines for Dealing with Employees who commit an "Offence"

i) It will be observed that the Award defines the expression "Offence" as any offence
involving moral turpitude for which an employee is liable to conviction and sentence
under any provisions of Law. Section 10 of the Banking Regulation Act lays down
that no Banking Company shall employ or continue the employment of any person
convicted of an offence involving moral turpitude. Thus, if an employee, is convicted
by a Court of Law for such an offence, it becomes obligatory on the Bank to
discontinue his employment in the Bank. And the Award lays down that if an
employee is convicted of such an offence, he may be dismissed with effect from the
date of his conviction or may be given any lesser form of punishment (which would
cover discharge). In cases involving moral turpitude, it is not necessary to follow
the procedure laid down for disciplinary action. It may happen that the employee
who is prosecuted (either at the instance of the Bank or otherwise) for an offence
involving moral turpitude, is acquitted by a Court of Law. In such cases the bank
may institute departmental proceedings against him and seek to establish the
charges at the domestic enquiry. (In such cases, the guidelines given above for
taking disciplinary action must be followed). Here it is important to bear in mind
that the level of proof required in a criminal court for conviction is much higher
than that required in a domestic enquiry. In a Court of Law, the life and liberty of
a person are at stake and, therefore, justice demands that a person's guilt should
be established beyond reasonable doubts. The same is not the case with a domestic
enquiry. In a domestic enquiry, it is sufficient if the facts as brought out at the
enquiry warrant or justify a reasonable inference that the concerned employee is
guilty of the charges framed against him. Thus, it is not unlikely that, an employee
who is acquitted by a Court of Law may be found guilty in a departmental enquiry.

ii) It may also happen that an employee who is convicted of an offence involving moral
turpitude (and, therefore, dismissed by the Bank) by a court may prefer an appeal
or a revision application against his conviction and may be subsequently acquitted.
In such cases, if he applies to the management for reconsideration of his case, it is
obligatory on the part of the management to review his case. On a review of the
case, the management may either reinstate him or proceed against him
departmentally as laid down in the Award. In case, the Management decides to
proceed against him, the guidelines set out above for taking disciplinary action
should be followed.

Entry of Adverse Remarks

A word may be said about entering of adverse remarks against an employee. It must
have been observed that one of the punishments that may be imposed on an
employee found guilty of gross or minor misconduct is to have an adverse remark

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 entered against him. Thus, where an adverse remark is to be made against an
employee as a punitive measure, then it is necessary to follow the procedure laid
down in the Award.

i) Paragraphs 516 of the Sastry Award directs that the bank should in the case of
every employee maintain a Service Book containing particulars like his name,
date of birth, pay, leave taken, any remarks about his efficiency or character
made by his superiors etc. Paragraphs 516 further directs that "when adverse
remarks are made against an employee, a gist thereof should be communicated
to him in writing with the least possible delay". Thus, where the Bank does not
intend to take any punitive action against the employee and it is only in the
course of the periodical assessment by a superior officer of an employee working
under him that remarks are made by the officer with regard to efficiency (for
example slow, careless, unpunctual, prone to make mistakes though not
deliberately etc.) and character (for example excitable, rude, quarrelsome, etc.),
this may be entered in his service book and communicated to him, if adverse to
him. This would not amount to disciplinary action.

ii) The following guidelines should be followed in case where, in the course of
periodical assessment, an adverse remark is desired to be incorporated in an
employee's Service Record. Assuming that a particular employee is not upto the
mark in his work and is not showing sufficient interest in his duties and a remark
to that effect is sought to be made in his service record, the following procedure
would be necessary:

The Branch Manager should, from time to time, issue memoranda to

substantiate the charge of negligence or lack of ability. Such memoranda should
not contain threats. (A specimen of such a memorandum is given (Format-H). In
case the employee does not show any improvement; the Branch manager should
write to the Controlling Authority advising the shortcomings and seek guidance.
After the Controlling Authority has granted its permission, the adverse remark
may be made in the Service Record of the employee. This should be
communicated to the employee. The fact that the remark has been communicated
to the employee should also be noted in the Service Record quoting the date of
the memorandum. A copy of the memorandum bearing the employee's
acknowledgement should be kept attached to his Service Record.

10. PRINCIPLE OF NATURAL JUSTICE

(i) Importance of observance of principles of natural justice

It may be mentioned that the principle of natural justice should never be ignored.
As according to the fundamental rules of our Constitution, every citizen has to be
protected against exercise of arbitrary authority by the State, every power to decide
and determine to the prejudice of a person puts the corresponding duty on the
officers exercising the power, to act judicially. The courts can question any
administrative order which may

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 involve violation of this basic principle. Such an order would be null & void. In the
leading case of A.K. Kraipack vs. Union of India, the Supreme Court, apart from
observing that the rules of natural justice were also applicable to the administrative
enquiries, enumerated the main principles as (i) no one shall be judge in his own
case i.e., he must not have anything like a personal interest in the case (ii) no
decision shall be given against a party without affording him a reasonable hearing
and (iii) quasi-judicial enquiries must be held in good faith, without bias and not
arbitrarily or unreasonably. In other words, the domestic tribunal must act honestly,
in good faith, with a sense of responsibility and in consonance with its own rules.
Further, the suggestion that since departmental proceedings are not judicial in
nature, the rules of natural justice are not fully applicable in their case, has been
repeated in judicial pronouncements.

(ii) Guidelines for observance of principles of natural justice

The departmental enquiry must be conducted fairly and honestly keeping in mind
considerations of natural justice and fair play. Violation of the rules of natural
justice vitiates the enquiry and renders the order based thereon bad in law.
Therefore, the enquiry must be fair and proper both in substance and in its form. An
enquiry cannot be said to have been properly held unless: -

a) the employee proceeded against has been informed clearly of the charge levelled
against him.
b) the witnesses in respect of the charges are examined in the presence of the
employee.
c) the employee is given a fair opportunity to cross examine the witnesses.
d) the employee being proceeded against is given a fair opportunity to put up his
defence by examining defence witnesses, and
e) the enquiry officer makes a report recording his finding and the reasons
therefor.

(iii) Compliance of standards of principles of natural justice

Principles of Natural Justice will generally imply, complying with the following
standards:
a) The employee accused of misconduct should be presumed innocent till he is found
guilty. The burden of proving the charges lies on the Bank.
b) The accused employee should be informed, in clear terms, of the charges levelled
against him.
c) The employee should be given a proper notice and be permitted a reasonable
time, so that he can make arrangements for his defence.
d) No enquiry should be conducted by a person who is a party to the case either
directly or indirectly.

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 e) The EO/IA should act in good faith. He should not suffer from any improper
motive. He must treat both the contending parties before him equally, giving
neither of them an advantage not enjoyed by the other.
f) The EO/IA should not give evidence in the enquiry he is conducting.
g) The evidence in support of the charges should normally be taken in the presence
of the charged employee, and he should be given proper opportunity of adducing
all relevant evidence on which he relies. No material against him should be relied
upon without the employee being given an opportunity of explaining them.
h) The witness against the accused employee should be examined in his presence,
and he should have the opportunity to cross-examine the witnesses deposing
against him. He should similarly be allowed to examine the witnesses presented
by him.
i) The EO/IA can only on bonafide grounds refuse to get a person appear as a
witness. Similarly, he can refuse to admit a document only if he considers it
irrelevant to the case.
j) The EO/IA should not refuse adjournments sought on reasonable grounds by the
charged employee.
k) There should not be excessive and unjustifiable delay in initiating and
completing the action, and
l) The quantum of punishment should be decided only after giving a copy of the
EO/IA's report to the charged employee so that he may exercise the option of
making further submissions, if he so desires.
m) It should be ensured that the punishment imposed (or proposed to be imposed) is
not grossly disproportionate with the nature of the offence or misconduct.

11. TRANSFER OF EMPLOYEES DURING PENDENCY OF

DISCIPLINARY PROCEEDINGS

Where, during the pendency of the disciplinary proceedings, an employee is

transferred, the Disciplinary Authority and Appellate Authority for the staff at the
transferee branch or Office should function as such for the transferred employee.
Further, where enquiry report has been submitted to the Disciplinary Authority
before the transfer of the employee concerned, the findings of the Enquiry Officer,
as well as the entire enquiry proceedings should be withdrawn from the original
Disciplinary Authority and sent to the Disciplinary Authority for the staff at the
transferee branch/office for necessary action.

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12. DISCIPLINARY AUTHORITY'S ROLE AND REVIEW

(a) A recent review of the disciplinary proceedings against members of the Award
Staff has revealed that the punishments inflicted are not commensurate with the
seriousness of charges proved against the concerned employees. It appears that
the Disciplinary Authorities in respect of the staff under their Region/Branch are
prone to following a line of least resistance, especially in those cases in which the
local staff unions are vitally interested. In a glaring instance, a messenger found
guilty of preparing two fraudulent withdrawals for Rs. 100/- each by forging the
signatures of two account holders and using one form to debit the constituent's
account to misappropriate the money was initially advised that he would be
discharged from service. However, the Disciplinary Authority, after a personal
hearing decided to inflict the penalty of stoppage of three increments only. In
another instance, where one of the staff members was found guilty of assaulting
an official at the Branch by fists, legs and chair, when the latter was taking out
cash from the strong room for a cash remittance, and was also found guilty of
manhandling a constituent at the Branch and refusing to obey lawful orders of
superiors, the Disciplinary Authority issued a show cause notice for stoppage of
two increments which he toned down later to only one increment in the final order,
on the grounds that the employee is "young and the proposed punishment would
cause serious financial loss to him". Yet in some other instance where an employee
while working on deputation as Manager of the Staff Consumers Co-operative
Stores, misappropriated the stores funds and committed some other offences
related to misconduct; the disciplinary authority observed that the suspension of
the employee for the last six years, which in itself has been quite a punishment
for his acts of commission and passed an order which was silent as to how the
period of suspension should be treated. The Staff Union raised an Industrial
Dispute claiming payment of full salary and allowances for the period of
suspension and the Bank had to contest the case.

(b) From these and other cases, an impression is got that the Disciplinary Authorities
have not been able to perceive their roles clearly in a manner which would enable
them to render full justice between the two sides ranged against each other in a
case of disciplinary action, viz., the charge-sheeted employee and the Bank as an
organisation. It should be understood that the decision of a Disciplinary Authority
in an individual case, particularly when it is incompatible with the seriousness of
the charges, becomes final and incapable of being rectified. Also, in an appeal by
the charge-sheeted employee, it is not possible to enhance the punishment. It is
therefore, imperative that the officials designated as Disciplinary Authorities
exercise sound judgement on an objective and impartial basis to ensure that the
ends of justice are adequately served, without being either prejudiced against or
prepossessed in favour of the employee, which if not done, will only result in
miscarriage of justice. When the malafides are proved or a person has committed
a fraud, there can be no compromise and we shall have to see that the employee
with a propensity to commit frauds does not continue in the Bank's service.

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 (c) Having regard to the foregoing, a review of the work of the disciplinary authorities
at the Circle Management Level will be made periodically in order to assess their
work and performance and guide them in the proper discharge of responsibilities.

13. EMPLOYEES RELEASED UNDER PROVISION OF PROBATION

OF OFFENDERS ACT

(a) An employee in one of our Associate Banks, sentenced by the Court to undergo
three month's rigorous imprisonment and pay a fine of Rs. 50/- for committing
certain criminal offences under sections 420, 467, 471 and 477A of the Indian
Penal Code was subsequently dismissed from the Bank's service under Paragraph
19-3(b) of the Bipartite Settlement. Later, the Appellate Court partly allowed the
appeal filed by the employee. The Court gave benefit of doubt and acquitted the
employee of the offence under Section 467 of Indian Penal Code read with Section
471 ibid and set aside the judgement of the lower court in this regard. In respect
of offences under Sections 420 and 477-A of Indian Penal Code, the Appellate
Court upheld the judgement of the lower court but directed that the accused be
released on probation under Section 4 of the Probation of Offenders Act, 1958.

(b) The employee's representation for revocation of the dismissal orders and his
reinstatement in the Bank in view of the Appellate Court's judgment was referred
to the Indian Banks' Association, who gave the following clarifications:

"When an employee is released under provisions of Probation of Offenders Act, he

is not deemed to have been acquitted. An element of offence is always present.
This is because the order of release on Probation comes into existence only after
the accused is found guilty and is convicted of an offence. Hence, it is in order in
having taken action against the employee under paragraph 19-3(b) of the Bipartite
Settlement. There is no necessity to conduct any sundry enquiry in the matter".

14. RELIEF OF EMPLOYEES FOR ATTENDING DOMESTIC

ENQUIRIES

(a) The employees who have been listed as witnesses in departmental enquiries will
be directly intimated by the Enquiry Officer of the date, time and venue fixed for
their deposition. The Enquiry Officer will endorse copies of these intimations to
the Controlling Authorities of the witnesses concerned. It shall be the
responsibility of the administrative authority concerned to ensure that
arrangements are made for relief of the witnesses in time.
(b) However, if for some unavoidable reasons it is not possible for the administrative
authorities to send appropriate instructions in time, it would be in order for the
witnesses to proceed to the venue of the enquiry, after obtaining permission from
their immediate superiors on the strength of the intimation received from the
Enquiry Officers. In such circumstances, the Controlling Authority, if it is not the
same as the immediate superior authority of the official, should be advised

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 immediately. Care should, however, be exercised that the necessary precautions
or procedures for emergency relief are strictly followed.
(c) Enquiry Officers who issue intimations to witnesses to depose at enquiries should
issue certificates to the witnesses indicating the date when the witness concerned
appeared at the enquiry and the date when the witness was discharged from the
enquiry. The witnesses concerned on reporting back for duty should furnish this
certificate to their Branch Manager/Departmental Head for perusal and doing the
needful.
(d) It should be remembered that it is binding upon the Prosecution witnesses/Court
witnesses to depose at the enquiries and their failure to do so will be viewed
seriously. However, such defence witnesses who show their willingness to depose
at enquiries may be relieved on the same basis as the Prosecution/Court witnesses.
The Charged employee/ Defence Representative would be personally responsible
for ensuring the attendance of his witnesses.

15. MAINTENANCE OF DISCIPLINE BOOK

Of late it is observed during the disciplinary proceeding initiated against the

employees, both award and Supervising Staff, under the charges of i) disorderly or
indecent behaviour in the premises of the bank ii) willful insubordination or
disobedience of any lawful or reasonable order of the management or of a superior,
the presenting Officer is not able to substantiate the charges for want of sufficient
evidence. There are instructions for maintenance of discipline book at branches
wherein such misbehaviour/omission / breach of rules by the employees is recorded.
The purpose of book is to record such incidence with full facts, so that if the matter
is pursued further, the Branch Manager does not find himself handicapped for want
of sufficient proof on the basis of allegations. While recording such incidents in the
book, statements of witnesses are also recorded there below. The recordings in the
book should confine only to the incidence and no comments/opinion should be
recorded therein.

PAYMENT OF BOARDING AND LODGING EXPENSES TO DEFENCE

REPRESENTATIVES ATTENDING DISCIPLINARY/ CRIMINAL
PROCEEDINGS
Circular No.: CDO/P&HRD-IR/26/2022 - 23 Date: 20 Jul 2022
IBA has issued an advisory to Banks to reimburse Boarding and Lodging expenses
to Defence Representatives (both serving and retired employees) in addition to
TA/DA as per their eligibility and extant rules. The provision will come into effect
from 14.10.2021, which is the date of approval by the IBA Managing Committee.

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 ANNEXURE-F

TA/DA PAYABLE TO SERVING/RETIRED EMPLOYEES OF BANK

ATTENDING DISCIPLINARY/CRIMINAL PROCEEDINGS AS CHARGED
OFFICER, PROSECUTION/DEFENCE WITNESSES ETC.
The extant instructions in respect of payment of TA/DA to senior employees/ex-
employees of the Bank (including retired or dismissed employees) in case he/she has
to attend proceedings before a Court of Law/Tribunal/Inquiry Authority so as to
depose as a prosecution witness or as a management witness are based on Indian
Banks’ Association (IBA) guidelines and as contained in our aforesaid e-circulars
and reproduced below:

Sr. Circumstances Award Staff Officer

In Retired In Retired
Service Service
1. Attending departmental enquiry as
a. Defence Representative Yes No * Yes No*
b. Charge sheeted employee Yes Yes Yes Yes
including suspended employee
c. Defence Witness No No No No
d. As witness on behalf of Yes Yes@ Yes Yes@
Management
2. Attending CBI/Court cases

a. Cases filed As accused ** No No No No

by Police/ As witness on Yes Yes Yes Yes
CBI against behalf of Bank
employee for
As witness on No No No No
official acts
behalf of employees
b. Cases filed As a petitioner No No No No
by As witness on Yes Yes Yes Yes
employee behalf of Bank
against the
Bank As witness on No No No No
behalf of employee
c. Cases filed by As accused Yes Yes Yes Yes
outsiders/
As witness on Yes Yes Yes Yes
customers,
etc. behalf of the Bank
As witness on
pertaining to No No No No
official acts
behalf of others
@ At the current rate admissible to the Cadre/Grade which he/she was holding at the
time of his/her retirement or leaving Bank’s service.
* However, if the enquiry is held at place other than the place where the incident
occurred at the behest of the Management, TA/DA will be paid to the Defense
Representative as per rules.

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** However, if the employee is acquitted honourably, the TA/DA will be reimbursed as
per rules.
For attending Personal Hearing, TA/DA may be paid, if the Appellate Authority
grants a personal hearing, as part of the process of disciplinary proceedings.

2. As per these guidelines, TA/DA was not admissible to retired “Defence Witness”. In
the case of retired “Defence Representative”, TA/DA is being paid only if the enquiry
is held, at place other than the place where the incident occurred, at the behest of
the Management. Subsequently, IBA had advised that IBA’s Managing Committee
at its meeting held on 3rd November 2015 has decided that TA/DA to the defence
representatives/ witnesses (both serving and retired) may be paid, keeping in view
the following guidelines:

(i) Every bank employee/ officer who is called to give evidence in a departmental
inquiry either by the Bank or by the employee against whom the inquiry is
being held will be entitled to payment of TA/DA.

(ii) The officer or authority holding the inquiry shall furnish a certificate, as per
Format-J to every person appearing before him to give evidence. The number
of witnesses to be called maybe left to the judgment of the enquiry officer.

(iii) Where a prosecution witness is an employee of the Bank, he/she shall be

entitled to receive, in respect of the attendance before the authority holding
the departmental inquiry, payment of a travelling allowance, halting
allowance as if he/she was on tour. If such witness is an officer, then he/she
shall be considered reimbursement of hotel expenses in lieu of halting
allowance, as per his/her eligibility.
(iv) The defence witnesses whether workmen employee or officer maybe paid
TA/DA as per entitlement. Reimbursement of lodging and boarding expenses
in lieu of halting allowance should not be considered.

(v) Where a bank official is called to the departmental inquiry to give evidence as
to the facts which came to his/her knowledge in the discharge of his/her duties.,
the minimum time required to be spent by him/her on the journey to and from
the place where the inquiry is held and the days on which he/she is required
to remain present before the authority holding the inquiry, shall be treated as
duty. However, if the bank official is on leave, the entire time spent by him/her
shall be treated as a part of the leave and he shall not be deemed to have been
recalled on duty.

(vi) Where a bank official is called by an authority holding the departmental

inquiry to give evidence as to the facts which have come to his/her knowledge,
at a time when he/she was not in the Bank’s service, he/she may be paid
travelling allowance as provided in para(i).

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 PART-B
STAFF ACCOUNTABILITY-INFRINGEMENT/ TRANSGRESSION IN CORE
BANKING SOLUTION, OTHER INFORMATION & TECHNOLOGY TOOLS
AND PACKAGES OF THE BANK
(Cir No. CDO/P&HRD-PM/45/2014 – 15 dated 25.09.2014)

The Bank has shifted its entire banking transactions to Core Banking Solution and
migrated various other functions to IT platform for a good number of years by now.
Notwithstanding the above, the instances of wrong/ incorrect data entries by the
employees are not showing any sign of abatement. This has resulted in, inter-alia,
distortion of Bank’s statistics / data and misrepresentation to various authorities
including Regulators in so much so that the integrity of the Bank’s data has been
subject to question mark at various fora. Besides, it also impairs policy decision
making and strategies for business and product development in the Bank. This has
also put the Bank Management in an embarrassing situation while interacting with
various stakeholders of the Bank. It is incumbent on the part of all the user of CBS
/ other IT packages of the Bank to ensure data purity in all the transactions put
though by them, as a risk mitigation measure.

2. IT infringement related issues are, therefore, need to be dealt with effectively since
the Bank is overly dependent on IT platform and significant operational risks are
involved in it. It is also extremely essential to establish ownership of all data being
put into the system so as to make the Maker/ Checker fully responsible for their
omissions and commissions.

3. Against the above backdrop, a committee was set up to devise a system for
examining the lapses for the instances of infringement/transgression usually made
by the employees while performing their duties in CBS/IT related packages/tools in
the Bank. The focus of the study is to make aware the employees on various nature
of infringement in IT related areas and to identify the employees for corrective
action.

4. The committee has examined various aspects related to the

infringement/transgression made by an employee and has listed out the
infringements/transgression with level of seriousness attached to the lapses. The list
of such lapses are attached as Annexure-I and Annexure-II.

Every employee should take a note of such infringement and ensure that he/she does
not commit any of the infringement. Bank is also developing a system to
ascertain/identify the infringements and reporting the same to the branch/ concerned
employee or his/her controller so that the employee is cautioned about the
infringements. The instances of infringement /transgression will be tracked in the
system. The details of the IT related infringement will also be uploaded in SBI Times

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 for information of all the employees. Further, Strategic Training Unit will sensitise
and disseminate awareness among the employees about CBS/IT related
infringements by organising workshops/training sessions at periodical intervals.

5. Incidentally, Bank has already issued guidelines on the System of Disciplinary

Action in the Bank for Breaches of Computer Security, including, the list of instances
/ breaches warranting disciplinary action vide letter no CDO:PM:CIR:18 dated
16.07.1998 shown in Annexure-III. Bank is also contemplating a fast track
administrative framework / process for addressing the delinquencies of IT related
infringement, on the suggestion of the above committee as supplement to above
guidelines, which will be circulated shortly.

ILLUSTRATIVE LIST OF INFRINGEMENT /TRANSGRESSIONS IN CBS/

OTHER IT TOOL & PACKAGES IN THE BANK

ANNEXURE-I

A. Transgression/Infringement of Serious Nature

1. All instances of unauthorised data entry/modification in CBS/other IT Tools and

packages of the Bank.
2. Unauthorised access to URL of Non-Home Branches for authorisation of queues
related to Limit Sanction / approval or activation of inoperative accounts or any other
exception transactions staff at Non-Home Branch.
3. Permitting inappropriate / incorrect capability / user type for users.
4. Sharing Bank’s data, customer/employee data with outside entities without proper
authority / approvals other than required court /tribunal/other statutory authorities.
5. Any incorrect / misrepresentation of data made while putting bonafide transactions
in CBS or other IT packages of the Bank.
6. Posting / Approving incorrect transaction amount in the system.
7. Posing / Approving same transaction more than once.
8. Posting / Approving same batch file uploaded more than once resulting duplication /
multiplication of transactions.

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 ANNEXURE-II
A. Other transgression/Infringement in CBS/IT packages
1. Inputting/ Approving incomplete / incorrect transcribing of information in
Application form to screens
2. Inputting /Approving wrong classification / Category in various dropdown items
input by Teller resulting in wrong attribute stored in ClF/Account Details
3. Posting/ Approving issue of ATM cards without observing eligibility criteria.
4. Wrongly closing an account, resulting in account having to be re- activated by
intervention at GITC.
5. Tagging specimen signature with wrong account / customer and Tagging ids like
PAN/Voter/Driving License/Aadhaar etc. number with wrong Account.
6. Using single side posting without proper verification / in an inappropriate
manner.
7. Using single side posting without proper verification / in an inappropriate
manner
8. Allowing GLIF and System Suspense and other Suspense entries to persist
beyond 1 week
9. Using Various BGL accounts (System and other Suspense and Income &
Expenditure accounts) for posting unauthorised entries
10. Changing Holiday to Working Day in Branch Calendar in CBS and posting
transactions on such days
11. Marking Repayment holiday beyond approved period / scheme parameters
12. Omitting to register SI for Loan against Pension and other Loan accounts where
repayment is against monthly credit received in Account.
13. Approving Repayment holiday beyond approved period / scheme parameters
14. Omitting updating Internal Credit rating / change in Internal Credit Rating
resulting in wrong interest applied in Account
15. Incorrect / Incomplete entry of subvention details resulting in wrong interest
applied in Account
16. Omitting updation of Stock Statement / Insurance details or wrongly entering
Stock Statement / Insurance details
17. EoD Signal Not given or Post EoD signal alerts ignored / not rectified
18. Signature capture not done for account beyond a particular time
19. Omitting to register SI for Loan against Pension and other Loan accounts where
repayment is against monthly credit received in Account.
20. Not reversing Adjusting Account entries on the next working day after Quarterly
/ Yearly closing.
21. Non / improper maintenance of ATM Cash Replenishment Register, omission
ATM Cash verification by Joint holders
22. Not ensuring / observing proper Physical security of IT equipments like servers,
routers, switches etc.
23. Not ensuring that IT systems are maintained at the office in conformity with SCD
[Secure Configuration Document) standards
24. Approving the Closing of an Account before de-linking of collateral security,
necessitating intervention at GITC to resolve the anomaly
25. Omission to remove Chasing entries before disabling the actual Standing
Instruction

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 ANNEXURE-III
10.1 Breaches of Computer security warranting disciplinary action

10.1.1 INPUT CONTROL AREA

1.1 Unauthorised use of options other than those specifically provided for the
purpose to input/ modify/delete data, and/or insert/modify/delete records in
computer related databases.
1.2 Direct modification/erasure of “Balance” fields in any accounting database
instead of using the appropriate correction facility or passing appropriate
reversing entries.
1.3 Downloading into the computer systems/networks of the bank
objectionable and illegal data/material from internet/ www/ or other
systems/networks including banks own networks.

10.1.2 OUTPUT CONTROL AREA

2.1 Failure to safeguard the soft/hard copies of computer reports and outputs
especially transaction/ correction logs in the case of computer systems and
message transmission logs in the case of communication systems, assigned to
one’s custody resulting in their falling into unauthorized hands and being
misused.
2.2 Causing unauthorized and unrecorded suppression of outputs (screen based or
printed) to mask other malafide activities/operations relating to computer
systems.
2.3 Altering, erasing, deleting or modifying in any manner, without proper
authority, spooled files created by different application systems.
2.4 Uploading of Bank’s data onto other systems using the Internet/World Wide
Web or other means (whether duly approved or not) of connectivity to other
systems/networks, without written authorization from a duly specified
authority.
2.5 Unauthorised copying of Bank’s data on media like floppies, DATs, Magnetic
Tapes, CD ROMs, Digital Video Discs etc.

10.1.3 SAFEGUARDING OF COMPUTER ASSETS

3.1 Failure to take reasonable care of Notebook Computers/PCs or individual

hardware items resulting in their loss.
3.2 Introduction into and/or withdrawal of computer hardware from the office
without proper written authorization from the appropriate authority.
3.3 Causing deliberate/malafide damage to computer hardware of the bank.
3.4 Removal or authorizing the removal of CPUs/Co-Processors/Hard disks/ CD
ROMs/ Optical Disks containing the Bank’s/Customers data from the authorized

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 locations, for repair/servicing / or replacement, without deletion of such data,
causing it to fall into unauthorized hands and being misused.
3.5 Malafide removal/erasure of customer/Bank’s information from the PC/
Server/Minicomputer.
3.6 Failure to insure computer assets (including software and data assets wherever
applicable) resulting in non-availability of compensation in the case of loss.
3.7 Failure to draw up or test Disaster Recovery Plans resulting in inability to
commence post disaster restoration operations to continue business.
3.8 Failure to comply with the laid down instructions for custody/storage of the
Backup media such as floppies/cartridge tapes/Digital Audit Tapes (DATs) CD
ROMs/Optical Disks resulting in the data contained therein falling into wrong
hands and being misused.
3.9 Handing over or parting with Backup media especially, those containing
Bank/Customer data and/or application programmes including software
purchased without proper written authorization.
3.10 Disabling of the “on line” audit trail maintained by a computer/ communication
system, with the intention of suppressing the evidence of its use.
3.11 Introducing into the systems, Viruses or other malevolent programmes resulting
in the temporary or permanent disabling of the system or in the loss of data.
3.12 Introduction of application software and utilities not duly authorized by the
designated authority, into PCs/Network servers/mini computers/ mainframes
running application software with financial implications and/or holding
sensitive/critical data.
3.13 Displaying/disseminating/copying of confidential data residing in the computers
to other users/non-users.
3.14 Using unauthorized software (application/packaged product/operating
system/version).

10.1.4 ACCESS CONTROLS

4.1 Accessing or attempting to access computer systems without proper
authorisation and/or using the User IDs/Passwords of other users.
4.2 Accessing or attempting to access computer systems on days or at times
specifically, barred for access.
4.3 Failure to prevent the password allotted for personal use, from becoming known
to others, resulting in unauthorized use/misuse of computer/ communication
systems.
4.4 Sharing the password allotted for personal use with others/non users, and using
of passwords allotted to others.

4.5 Failure to safeguard encryption keys entrusted for custody, resulting in their
misuse.
4.6 Misusing the rights/privileges available in an operating or application system to
unauthorisedly grant access to or enhance the rights/privileges of other users.

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 4.7 Making unauthorized changes, in software used for transaction
processing/reconciliation or other operations with financial implications or
handling other critical/sensitive data.
• To reduce/ disable the security Protocols temporarily or permanently or to
modify the system functionalities.
• To suppress specific outputs (screen based or printed).
• For personal gain, or to sabotage the functioning of the system.
4.8 Establishing unauthorized connectivity between the Bank’s systems/ networks
to other systems/ networks, internet/www/bulletin board services.
4.9 Leaving system without logging out and keeping the keyboard unlocked (in the
case of server leaving the console unlocked).
4.10 Updating bank’s critical data base from unauthorized source and/or oral orders.
4.11 Leaving computer resources unutilized after purchasing them.
4.12 Not following software licensing policy.
4.13 Not following laid-down department policy in case of Updation and backup

10.1.5 REVIEW/UPDATION OF INSTRUCTIONS

STAFF ACCOUNTABILITY FOR DLP INFRINGEMENTS
(Cir No.: R&DB/R&DB-HR/1/2022 – 23 Dated 08 Feb 2023)
With a view to identifying the erring employees, prima facie responsible for the repetitive
lapses of non-compliance with the laid down systems and procedures in CBS and other IT tools
and packages of the Bank, a policy on “Staff Accountability for infringement in Core
Banking Data and other Information Technology Tools & Packages of the Bank”
was approved by the Executive Committee of the Central Board of the Bank in its meeting
held on 4th March 2015. The instructions in this regard were issued vide eCircular No.
CDO/P&HRD–PM/16/2015-16 dated 11/05/2015, which were subsequently updated vide e-
Circular No.- R&DB/R&DB-HR/1/2021-22 dated 14/10/2021. Infringement means violating the
laid down instructions of the Bank, making the employee liable for disciplinary action as per
Service / Conduct Rules, including imposition of monetary penalty.

2. This policy earlier covered both CBS and DLP related infringements. However, it has
since been decided to discontinue the CBS related infringements w.e.f. 31/07/2022. The
current policy, therefore, covers only DLP related infringements and any case / instance
which the Branch Head / Controller may treat as infringement. This circular provides the
updated information on DLP related infringements and should be read in conjunction with
the above circulars.
3. The DLP infringements relate to sharing of Customer’s Data (Pan No., Aadhaar No.,
Credit Card No., etc.), beyond the threshold level with outsiders / within Bank, which may
pose serious threats to the organisation, including significant reputational damage. The
incidents are raised against the employees who have shared the Customers’ Data. All
incidents / Infringements made in a day is treated as one incident / infringement.
4. At present, any sharing of the following Keywords beyond the Threshold Level generates
an incident (Keyword, Threshold & Mode are subject to change as per the directions of the
DLP Committee):

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 Keyword Threshold Mode
PAN 5 & above Blocking
Debit Card No. with/without CVV 5 & above Blocking
Credit Card No. with/without CVV 5 & above Blocking
5 & above for Endpoint DLP 1
Aadhaar Blocking
& above for O-365 email
Voter ID No. 5 & above Blocking
Passport No. 5 & above Blocking
Mobile No. 100 & above Blocking
CIF No. 100 & above Blocking
A/c No. 100 & above Blocking

5. Instances of infringement are tracked in the system and are updated on daily basis. The
purpose is to identify the employees who are prima facie found to be responsible for the
repetitive lapse(s) for administrative and / or penal action, after giving a reasonable
opportunity for ensuring non-recurrence of infringements. The course of actions, penalty
provisions and designated authorities for examination of staff accountability at different
stages of data infringement under the provisions of the Bank’s approved policy are as per
Annex-A-DLP

6. Although it is proposed to issue letters / notices for first three infringements without
initiating disciplinary proceedings, in appropriate cases, depending upon the gravity of the
circumstances, disciplinary proceedings can be initiated even for the first three
infringements after following the procedures laid down for disciplinary action in
SBIOSR/Bipartite Settlement.

7. For imposition of the penalty of withholding annual increment in case of the Award Staff,
enquiry will have to be conducted, in case the employee does not admit the misconduct in
response to the show cause notice. To expedite the enquiry, the Disciplinary Authority may
himself conduct the enquiry without appointing the Enquiry Officer for the purpose. Along
with the 4th & 5th notice/show cause notice, the evidence of infringements provided by the
IT Department/System will be sent to the employee concerned.

8. While identifying the infringements, the Controller / Disciplinary Authority shall also take
into account system failure / false positives / other technical errors and / or ultimate loss to
the Bank, before initiating disciplinary action against the employees.

9. A web-enabled centralized Dashboard has been developed in SBI Times under menu
MIS-online – ‘Useful Links’ in sub-menu ‘Infringement Portal’, for tracking and
monitoring of incidents / infringements on daily basis along with the availability of
intimation letters / warning letters / caution notices / show-cause notices to the operating
functionaries for taking corrective and departmental action as warranted.

10. The incidents of the employees are uploaded in the Dashboard and the Reporting
Authority has to verify the DLP incidents and if found to be true, should mark the

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 incidents as “YES”, otherwise “NO”. The Reviewing Authority may revert the action of
Reporting Authority within 10 days from marking off the incidents by Reporting
Authority in case of erroneous marking off the incidents. The system will automatically
track the number of instances of infringements without manual intervention. The
Intimation Letters / Warning Letters / Caution Notices /Show Cause Notices will be
generated automatically through system and will be delivered to delinquent employees
with a copy to the Reporting/Reviewing Authority, for taking proposed course of action.

11. The Bank has developed a system to ascertain / identify the infringements and report the
same to the concerned employee / Reporting Authority / Reviewing Authority so that the
employee is cautioned about occurrence of infringements. The Reporting Authority
structure for attending the incidents is as follows:

i. Reporting Authority as in CDS will be responsible for attending the

incidents.
ii. Departmental Heads in HRMS will be the Reporting Authority where
employees are not covered under CDS.
iii. In case of employees in transit, his / her earlier Reporting Authority /
Departmental Head (who relieved the employee) in HRMS will be the
Reporting Authority for handling the incidents.
iv. In case of contractual employees / Vendors, the Departmental Head in
HRMS / PRMS will be the Reporting Authority for attending the incidents.
v. In cases where CDS Reporting Authority or Departmental Head in HRMS
are not available, leave approving authority will be the Reporting
Authority of the incident employee.

12. The operating functionaries concerned will need to monitor these reports regularly and
initiate necessary steps to ensure that the incidents are attended promptly, i.e., within 7
days of upload on the Data Infringement Portal.

13. The responsibility of monitoring the incidents in DI Portal will rest with the HR
Department of each Vertical

14. A detailed navigation procedure and modalities for tracking and monitoring of DLP
Infringements through Dashboard have been placed in ‘Help Menu’ of the Portal.

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 Annex A-DLP

Instances of Course of Action Penalty Provisions Designated

Infringement Proposed proposed Authority
System generated
Intimation Letter will be
sent to the employee
1st Instance through e-mail (format as Nil Nil
per in Annexure I-DLP), so
that he/she can exercise
suitable caution.
System generated
Caution Notice will be The employees will be Immediate
sent to the erring counselled to remain careful Controller/
2nd Instance
employee through e-mail and not to repeat the mistake Reporting
in the prescribed format as in future. Authority
per Annexure – II DLP.
System generated The employee will be Immediate
Warning Letter will be advised/ indicated to remain Controller/
issued through e-mail in more careful, failing which Reporting
3rd Instance
the prescribed format as disciplinary action will be Authority
per Annexure – III DLP. initiated and penalty / fine
will be imposed.
System generated
Category
Show-Cause notice will be Maker Checker
issued in the prescribed Stoppage of
format (As per Annexure – Award annual increment
4th Instance IV DLP, to be suitably Staff for minimum one
modified wherever month
necessary) proposing
Cash Penalty of
initiation of disciplinary Officer
Rs. 2,000/-
action. Disciplinary
System generated Authority
show-cause notice will be Stoppage of
issued in the prescribed Award annual increment
format (As per Annexure – Staff for minimum two
5th Instance IV DLP, to be suitably months
modified wherever
necessary) proposing
Cash Penalty of
initiation of disciplinary Officer
Rs. 3,000/-
action.
Major penalty proceedings / proceedings for major
Subsequent misconduct will be initiated against the employee Disciplinary
Infringements concerned as per the relevant provisions in Service Rules / Authority
Conduct Rules of respective category of employee.
(Cash penalty recovered may be deposited in Charges a/c – Others with suitable remarks)

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 ANNEXURE-I DLP
To

Shri/Smt........................................
P.F. Number: .................................
Designation: ................................
Department: .................................
Branch/Office: .............................

Madam/Dear Sir,

INTIMATION LETTER FOR DLP INFRINGEMENTS

We bring to your notice that the following infringement(s) has / have been observed on your
part while performing your duties:

Latest Latest
Latest
Incident Incident Reporting Reviewing
Infringer DLP Incident
PF No. Count IP Description Date Authority Authority

ID –
Name- ID - ID -
Name- Name-

2. Please refer to e-circular dated 14 October 2021 bearing no. R&DB/R&DB-HR /1/2021-
22 wherein detailed guidelines are provided related to staff accountability for infringements
in sharing of customers’ data of the Bank.

3. Please note that suitable action can be initiated against you for infringement in
sharing of customers’ data of the Bank. Necessary caution may therefore be ensured in this
regard.

Your’s Faithfully

(Authorised Signatory)

Copy to: - Reporting / Reviewing Authority - For information

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 ANNEXURE-II DLP

To

Shri/Smt........................................
P.F. Number: .................................
Designation: ................................
Department: .................................
Branch/Office: .............................

Madam/Dear Sir,

CAUTION NOTICE FOR DLP INFRINGEMENTS

We bring to your notice that the following infringements has/have been observed on your
part while performing your duties on ....................... at ...............................Branch from the
available records:

___________________________________________________________________

Latest Latest
Latest
Incident Incident Reporting Reviewing
Infringer DLP Incident
PF No. Count IP Description Date Authority Authority

ID- ID - ID -
Name- Name- Name-

2. In this context, please note the above infringement amounts to misconduct in terms of
extant provisions of Service Rules/Conduct Rules as communicated vide e-circular No
R&DB/R&DB-HR /1/2021-22 dated 14 October 2021 and the Bank can initiate appropriate
proceedings against you for such infringements. You are hereby called upon to remain
diligent and more careful while discharging your duties in the Bank in future and ensure
that the infringements are not repeated and do not occur while discharging your duties.

3. Please acknowledge receipt.

Yours faithfully,

(Authorised Signatory)

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 ANNEXURE-III DLP

To

Shri/Smt........................................
P.F. Number: .................................
Designation: ................................
Department: .................................
Branch/Office: .............................

Madam/Dear Sir,

WARNING LETTER FOR DLP INFRINGEMENTS

Please refer to our Caution Notice wherein certain DLP related infringements committed by
you in the course of discharging your duties in the Bank were communicated to you. In spite
of the above communication/warring, it is observed that the following DLP related
infringements have been committed by you again and is treated as violation of the laid down
instructions:

___________________________________________________________________

Latest Latest
Latest Incident Incident Reporting Reviewing
Infringer DLP Incident
PF No. Count IP Description Date Authority Authority

ID - ID -
ID-
Name- Name-
Name-

2. As informed to you earlier, these infringements amount to misconduct and the Bank can
initiate appropriate proceedings against you for the infringements. You are hereby called
upon to remain diligent and more careful while discharging your duties in the Bank in
future and ensure that the infringements are not repeated and do not occur while
discharging your duties.

3. Please acknowledge receipt.

Yours faithfully,

(Authorised Signatory)

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 ANNEXURE-IV DLP

To

Shri/Smt........................................
P.F. Number: .................................
Designation: ................................
Department: .................................
Branch/Office: .............................

SHOW-CAUSE NOTICE FOR DLP INFRINGEMENTS

It has come to notice that you have committed following infringements in the course of
your discharging duties in _____________ branch/office:

___________________________________________________________________

Latest Latest
Latest
Incident Incident Reporting Reviewing
Infringer DLP Incident
PF No. Count IP Description Date Authority Authority

ID - ID -
ID-
Name Name
Name-

2. In spite of the earlier communications/ warning letters advising you to remain diligent
and careful in discharging your duties in the Bank, you have committed the above
infringement(s). The above act of your omission(s)/ commission(s) amount(s) to misconduct
under Rule 50(4) of SBIOSR,1992 / clause/ paragraph 7(c) and (d) of Bipartite Settlement
dated 11th November 2020.

You are hereby called upon to submit your explanation within 15 days in writing as to why
disciplinary action should not be taken against you for the above misconduct.

If you fail to submit your explanation within the stipulated period, it will be presumed that
you have no explanation to offer, and necessary action will be taken against you for the
above misconduct as per the applicable Service Rules/Conduct Rules.

Yours faithfully,

Disciplinary Authority

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 ANNEXURE-G
EFFECT OF PUNISHMENT
PARTICULARS PF PF UNDER GRATUITY PENSION LEAVE TRAVEL
(OWN) (BANKS) GRATUITY (WHERE ENCASHMENT EXPENSES
ACT NO
PENSION)
DISMISSAL Yes No As Per No No No No
S.4(6) (A/(B)
Of Act
COMPULSORY Yes Yes Yes Yes Yes Yes Yes
RETIREMENT
REMOVAL Yes Yes (If Yes (Unless No (But Act Yes If Min. Yes Yes
FROM SERVICE Completed S.4(6)(A)/(B) to Be Service Is If Eligible for If Eligible for
5 Years of Is Followed) Rendered Pension Pension
Service) Applicable.
DISCHARGE Yes -Do- -Do- Yes -Do- -Do- -Do-
DISCHARGE Yes -Do- -Do- Yes (If -Do- Yes Yes
SIMPLICITOR Completed If Eligible for If Eligible for
10 Years of Pension Pension
Service)
RESIGNATION Yes -Do- Yes (If Yes (If -Do- ½ of PL Due to No. Unless it
Completed 5 Completed The Credit (Max. should be
Years of 10 Years of 10 Years of treated as
Service) Service, continuous retirement for
Otherwise service, purpose of
Act. otherwise Act) pension
VOLUNTARY Yes -Do- -Do- -Do- -Do- Limited to the -Do-
RETIREMENT/ extent of Max.
CESSATION OF 240 Days PL
SERVICE
In respect of effect on promotions, please refer to the debarment policy in the master Circular on Promotion Policy

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 FORMATS

FORMAT-A
FORMAT OF SUSPENSION LETTER
MEMORANDUM

Shri..........................................
C/o State Bank of India,
...............................................

You are hereby suspended from the Bank's service, pending further action, with
immediate effect/with effect from ........................ in connection with
....................................

In this regard, you are hereby further instructed as under: -

a) It is not necessary for you to report at the office for making attendance.

b) During the period of suspension, you will refrain from entering the Bank's premises
unless you are specifically instructed/permitted to do so by the Bank in connection
with enquiry/other specific purpose, failing which it will be treated as an act of
insubordination and the Bank, besides initiating fresh disciplinary action for your
said acts of insubordination as well as for any further action of misconduct, will also
be at liberty to initiate suitable legal action for unauthorised trespassing of the
bank's premises.

c) If you are found indulging in acts of rude and indecent behaviour with the members
of the staff or interfering with office administration, you will be liable for further
action of misbehaviour.

d) You will be granted subsistence allowance during suspension period as admissible

under the Desai Award, bipartite settlements.

Disciplinary Authority

..................................
STATE BANK OF INDIA,

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 FORMAT-B
Shri....................................... .
C/o. State Bank of India,
. ........................................

CHARGE-SHEET

It has been decided to initiate disciplinary action against you on the following
charges:-

i)

ii)

2. The above charges, if established, would amount to gross misconduct in terms of the
provisions of the Award.

3. You are, therefore, hereby instructed to submit your explanation in defence in

writing, to the undersigned regarding the above charges within a week from today
failing which it will be presumed that you have no reply to submit in this regard and
we shall proceed accordingly.

Disciplinary Authority

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 FORMAT-C
NOTICE OF ENQUIRY

Shri ............................................
C/o. State Bank of India
............................................

Dear Sir,

This is to advise you that an enquiry into the charges set out in the charge-sheet
served on you by the Disciplinary Authority ....................................... on the
............................................will be held by me on the .................................... at
........................................ in the Branch Manager's chamber at
............................................ Branch. You should, therefore, appear before the
undersigned when you will be permitted to cross-examine the witnesses produced
on behalf of the Bank and to produce witnesses and such evidence in your defence
as you may deem necessary. If you so desire, you will be permitted to be defended
by a representative of a Registered Union of Bank employees.

Yours faithfully

(Enquiry Officer)

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 FORMAT-D

LETTER OF REQUEST OF EMPLOYEE INTIMATING THE BANK

THE NAME OF HIS DEFENCE REPRESENTATIVE

Shri ............................................
Enquiry Officer,
C/o State Bank of India,
............................................

Dear Sir,

I hereby request you that Shri ......................................... will represent me before

you at the departmental enquiry being conducted in regard to the chargesheet(s)
dated the.................. served on me by the .................................

Branch Manager.

Yours faithfully,

(................................)
Signature of employee

Date ....................................
Designation .........................
Place ...................................

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 FORMAT-E

DEPARTMENTAL ENQUIRY
Proceeding of Enquiry against

Shri ............................................ held at .................................... on .........................

at ............................................ A.M./P/M. in the Office of the Branch Manager,
State Bank of India ............................................

Present
1. Shri ............................................ Enquiry Officer
2. Shri ............................................ Employee proceeded against
3. Shri ............................................ Representative of the State of India Staff
Union on behalf of Shri ..............
............................................
4. Shri ............................................ The Branch Manager, State Bank of
India ..................................... Branch,
representing the Bank.

The Enquiry Officer read out the charge-sheet dated the ........................ and
enquired from Shri ............................................ whether he understood the purpose
of the enquiry that was being held to which Shri ............................................ replied
in the affirmative.

The Enquiry Officer then requested Shri ............................................ (the Branch

Manager) to call in the witnesses for the Bank, Shri ............................................
was called in first.

Shri ............................................ (The statement of the witness is to be stated in

first person)

Questions: (from the Enquiry Officer)

Answer: Yes or No to be recorded

Statements of the witnesses:

Questions (By the Enquiry Officer):

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 FORMAT-F
SHOW CAUSE NOTICE

Shri ............................................

C/o State Bank of India,

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

Dear Sir,

I write with reference to the charge-sheet dated the ............................... served upon you and
your reply thereto vide you letter dated the ............................. An enquiry into the charges
was held by Shri ............................................ Officer ............................................ and he has
adjudged you guilty of the charges of

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

2. Your actions as aforesaid tantamount to gross misconduct and warrant severe punishment
but keeping in view the fact that you have assured of good conduct in future, I am inclined to
take a lenient view in the matter. Upon consideration of the matter, I have tentatively come
to the decision that your next increment which fall due on the . . . . . . . . . . . .. . be stopped for
two years in terms of paragraph 521 (5) (d) of the Sastry Award read with paragraph 18.28
of the Desai Award and paragraph 1.1 of the Agreement dated the 31st March 1967 entered
into between the Bank and the State Bank of India Staff Federation. In terms of paragraph
85 of the modified Sastry Award, read with paragraph 5.122 of the Desai Award, the stoppage
of increment will have the effect of postponing your future increments. Before, however, I
take a final decision in the matter, I would like to give you a hearing as to why the proposed
punishment should not be imposed on you. To enable you to do so, enclose a copy of the
proceedings of the enquiry and findings of the Enquiry Officer.

3. You may ask for hearing or if you so desire, show cause in writing within one week of receipt
by you hereof. If you fail therein, I will conclude that you have no cause to show in this regard.

Yours faithfully,

Disciplinary Authority
State Bank of India,

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 Shri ............................................
State Bank of India,
............................................

I refer to the charge-sheet dated the ................................ served on you and the
enquiry held into the charges by ................................... Staff Officer on the
..........................

2. I have perused the enquiry proceedings and findings of the Enquiry Officer with
regard to the charges mentioned in the charge-sheet referred to above, and I concur
with his findings to the effect that you are guilty of the charges levelled against you.

3. The said acts, for which you were found guilty by the Enquiry Officer, amount to gross
misconduct in terms of the provisions of the Award, being acts prejudicial to the
interest of the Bank. In view of the gravity of the misconduct, I have come to the
tentative conclusion to dismiss you from the Bank's service.

4. However, before I take the final decision, I hereby call upon you to show cause why
the proposed punishment should not be imposed on you.

5. You should submit your contention through the Branch Manager/Chief Manager/
Asstt. General Manager, State Bank of India, ................................., within seven days
from the receipt of this memorandum by you. If I do not hear from you within the
stipulated time, I shall consider that you have no cause to show against the proposed
punishment and proceed accordingly.
6. To enable you to show cause against the proposed punishment, I enclose copies of the
enquiry proceedings and the findings of the Enquiry Officer.

DISCIPLINARY AUTHORITY

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 FORMAT-G
ORDER TO IMPOSE PUNISHMENT

Shri ............................................
C/o. State Bank of India
............................................

Dear Sir,

I write with reference to my letter No............... dated the ......................... On

consideration of the points raised by you at the personal hearing granted to you on
the ............................................ and your letter dated .................. I see no reason to
alter the tentative decision that your next annual increment which falls due on the
............................................ be stopped for two years in terms of paragraph 521(5)(d)
of Sastry Award read with paragraph 18.28 of the Desai Award and paragraph 1.1 of
the Agreement dated the 31st March 1967 entered into between the Bank and the
State Bank of India Staff Federation and in terms of paragraph 85 of the modified
Sastry Award read with paragraph 85 of the modified Sastry Award read with
paragraph 5.122 of the Desai Award, the stoppage of increment will have the effect of
postponing your future increments, which decision I hereby confirm.
Yours faithfully

Disciplinary Authority

STATE BANK OF INDIA

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 FORMAT-H

FORMAT OF MEMORANDUM-I
Shri ............................................
STATE BANK OF INDIA
............................................

On the ............................................ you were entrusted with the work of ------. I

observe that you have been careless in your work and have committed many
mistakes.

2. You are advised to be careful in future in the performance of your duties.

Branch Manager

FORMAT OF MEMORANDUM-II

State Bank of India,

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

Shri ............................................
State Bank of India,
............................................

It has been observed by me from the muster roll that though your time of
attendance is fixed at ------- A.M., in the last week on three occasions you reported
for duty much after ------ A.M.
2. You are advised to be punctual in your attendance.

Branch Manager

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 FORMAT-I

NOTICE
In terms of paragraph 14 of the industry level Bipartite settlement dated 10.04.2002,
it is notified for information of the staff that the -------- (designation only) has been
appointed until further notice, as the authority empowered to take disciplinary action
and pass original orders in respect of the members of Award Staff working at the
Branch/Office and the---------(Designation only), has been appointed as the Appellate
Authority.

STATE BANK OF INDIA,

(Designation)

FORMAT-J

This is to certify that Shri/Smt _________________________________________________

(Name, designation, office, etc.) appeared before me as a witness on

_____________________ at (Place) ____________________ (name) and was

discharged on _________________ at ___________ (time).

Nothing has been paid to him/her on account of his/her travelling and other expenses

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 CHAPTER-11
WATCH & WARD STAFF – PERIODICAL
CHECKUP OF PHYSICAL FITNESS
Watch and Ward staff posted at the branches / offices must possess unimpeachable
integrity besides being physically fit. It should be ensured that these employees
should remain physically fit, otherwise, they may become victims in an emergency.
It is, therefore, essential to arrange for their medical check-up once in two years by
the Bank’s Medical Officer at the Bank’s cost. In case, a member of the watch and
ward staff is found medically unfit to carry out the duties of a Bank guard /
watchman the following procedure should be followed:

a) The opinion of another Medical Authority should be obtained confirming the opinion
given by the Bank’s Medical Officer
(b) He may be appointed as messenger-cum-watchman or guard, provided he possesses
the required educational qualification of messenger, viz. VIII class pass
(c) In case he does not possess the required qualification, he may be appointed as a
cash coolie-cum-watchman or guard or waterman-cum-watchman
(d) In both cases of conversion, he will retain the special allowance payable to
watchman / guard
(e) The services of such employees, should not be utilised for watch and ward duties
(f) These employees should be considered for higher appointments in the
messengerial / menial cadre only. For this, they should have worked for at least
two years in their new designations. Thereafter, their entire service period should
be reckoned for the purpose of determining their seniority for such in-cadre
appointments

(PER/IR/30141 dated 28.07.1983, PER/IR/46245 dated 03.11.1983 &

NBG/P&HRD/IR/SPL/375 dated 06.02.2002)

It has been decided to standardize the medical format to be used for biennial
medical check-up of watch and ward staff and bring uniformity in all the Circles.
A “Simplified Physical Fitness Examination Format” which should be brought into
use for biennial medical check-up of watch and ward staff is placed below. All the
tests / investigations mentioned in the above format should be carried out in all
cases and relevant reports attached. Only those employees found to have any
medical problem during the medical examination should be referred for further
examination.

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 WATCH AND WARD STAFF
BIENNIAL MEDICAL CHECK-UPPHYSICAL FITNESS EXAMINATION

Name & PF No. :

Age :
Present Place of posting :
Identification Mark :
Height :
Weight :
Past Medical History :
Family History :
Physical examination General Examination :
Distant Vision Right :
Left :
Pulse :
BP :
Hearing :
Lungs :
Heart :
Abdomen :
Nervous system :
Tremors :
Jerks :
Extremities
Upper :
Lower :
Acceptable Minor defects :
Any adverse features observed during investigations:

Opinion: He is physically fit/ Unfit for the job of guard

Date: _________________

_______________________
Signature of the Medical Officer

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NATURE OF INVESTIGATIONS REPORT*

NORMAL / ABNORMALITIES OBSERVED

CBC, ESR :
BLOOD SUGAR F/PP :
S. CHOLESTROL :
S. CREATANINE :
SGOP/SGPT :
URINE ROU TINE :
STOOL ROUTINE :
X-RAY CHEST :
ECG :

Date:
Place:

SIGNATURE OF MEDICAL OFFICER

Encl: All the above reports

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 CHAPTER-12
PROFESSIONAL DRESS CODE,
UNIFORM AND LIVERIES

12.1 A. Professional Dress Code

(E-Circular No. CDO/P&HRD-IR/14/2016-17 dated 02.05.2016 &
Circular No.: CDO/P&HRD-PM/80/2017 – 18 dated 06.01.2018)

In addition to being a valuable asset of the Bank, the employee is the brand
ambassador thereof. The conduct, self-expression, behavior and smart
appearance of the employees portray good impression about the organization.
With the growth of professionalism in the Bank, staff members also need to
exhibit look that confirms our professionalism in the eyes of customers, colleagues
and people outside world.

a) It is observed that employees still come to workplace / training establishments in

casual dress. Staff members while on duty are found dressed inappropriately /
unprofessionally. Sometimes they wear clothes like T-shirts / jeans / sports shoes
/ faded, frayed or un-ironed clothes etc. which are not expected. It is also observed
that staff members posted in small / rural / semi urban / remote branches do not
take due care about their professional attire while on duty.

b) The Bank has prescribed uniform for certain groups of staff performing only
specific duties, like subordinate staff and security personnel in Award Staff and
Security Officers, Fire Officers, Liaison Officers etc. in Supervising Staff.

c) Although the Bank does not impose a dress code for others, on being an employee
of country’s premier institution and biggest bank, each and every one is expected
to follow certain model dress code. it is expected that they will present a clean
and professional image of the Bank while performing official duties in the office
premises or attending seminars, meetings, training courses etc. or representing
the Bank elsewhere.

d) Ordinarily, formal business dress code for men requires appropriate trousers, full
sleeve shirts tucked in and business shoes. Half sleeves may be used in summer
months. Footwear should be simple / business shoes (black or brown) nicely
polished. Now that branches / offices are all air conditioned, Branch heads /
Regional Managers may consider wearing sporting neck-ties. DGMs may also
wear jackets in all important official events. Women wearing western attire
should follow the same rules.

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 e) Women using Indian attire should wear Sarees or Salwar Kameez / suits properly
ironed and draped. In a nutshell, dress code should match the brand image of the
Bank and should reflect professionalism.

f) However, employees may wear clothes appropriate to the occasion when a

particular department / vertical is collectively celebrating a festival / event.

g) Also, there will be no bar in following a religious dress code applicable to any
particular community.
Within these overall guidelines, the suggested attire for the staff are given below:

Men Women

Senior Staff at Smart Formals (Suit /Blazer / Formal Indian

Administrative Indian Jacket) or Smart Semi- OR Western
Offices Formals. (Optionally Tie while
meeting with customers or other
external dignitaries)
Other Staff at
Administrative Formals Shirt & Trousers and Formal/Semi-
Offices shoes (Branch Managers and formal Indian
Staff at Branches Heads of outfits may consider OR Western
and other customer wearing Tie) Attire
facing outfits

In order to ensure an acceptable level of decorum in workplace is maintained, all

employees should adhere to a model dress code as under:
i. All members of staff should wear the official ID provided to them.
ii. All members of staff provided with uniform should wear them while on
duty.
iii. Staff at branches should wear their name badges (where provided) while
on duty.
iv. Staff should wear clean shoes/footwear and not slippers while on duty.
v. Shorts, three-fourths i.e. trousers others than full-length trousers, T-
Shirts, Jeans and sneakers/sports shoes etc. should not be part of attire.

2. Clean environment, personal hygiene and appearance are also important in the
workplace. We give below certain tips in these respects for the benefit of staff.
Grooming / Hygiene Suggestions

Personal hygiene and appearance is essential to work place and all are
encouraged to:

1. Avoid unkempt look (unshaven / ruffled hair)

2. Practice adequate personal hygiene to keep bad breath / body odour away.

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 3. Keep footwear clean at all times

Other Grooming Tips

1. Shoes and belts should be of same colour

2. Socks should ideally compliment / match colour of trouser
3. Plain ties suggested on check - shirt
4. Ties with designs suggested on plain shirt (any solid colour)
5. Unless wearing a blazer, suits should be from the same fabric length
6. Blazers, mostly go well with contrast or same colour trousers
7. Shirt collar around the neck should always be visible when wearing a suit /
blazer
8. Shirt sleeve should exceed the suit / blazer sleeve length by half an inch

Social Etiquette Tips

1. Avoid belching when in a meeting or among others; it is highly irritating

2. Slipping into common language in a formal meeting is considered unprofessional

All members of staff are advised to follow these guidelines and work towards
enhancing the image of the Bank.

3. Incidentally, as per SBIOSR, every officer is expected to do nothing which is

unbecoming of an officer. In respect of award staff, as per clause 7 (k) of industry
level bipartite settlement dated 10.04.2002, marked disregard of ordinary
requirements of decency and cleanliness in person or dress is a misconduct. (e -
Circular No. CDO/P&HRD/PM/44/2015-16 dated 31.08.2015).
4. All members of subordinate staff, who are supplied with uniforms, shall wear
them while on duty and in clean condition. Members of the subordinate staff
should not be permitted to report for duty if they come to office without wearing
the uniform. Those who do not comply with this requirement should be cautioned
and incase of repeated non-compliance, appropriate disciplinary action should be
taken against them in terms of their service rules vide para 521 of the Sastry
Award read with paragraph18.28 of the Desai Award. In terms of industry level
Bipartite Settlement dated 10.04.2002 not wearing, while on duty, uniform
supplied by the Bank, in clean condition is misconduct.
5. Identity Cards/Badges should contain photograph, name, designation and name
of the Department & Branch/Office where the employee is working. The
card/badge should also bear signatures of the staff and their Departmental
Heads/Controllers. All the members of the staff should clip the badges/cards on
their shirts/sarees etc. during working hours. (PER/IR/CIR/44 dated 31.05.1993).
The cards/badges may also contain emergency contact Numbers and Blood Group
(with the consent of the employee) of the employee.

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 12.2 MAINTENANCE STAFF IN CLERICAL CADRE-

Maintenance staff in clerical cadre who are performing same/same nature of job
as they used to perform when they were in sub-ordinate cadre, will be provided
with a pair of shoes and uniform as they were eligible in sub-ordinate cadre, as
in case of maintenance staff in sub-ordinate cadre. Color of the uniform will be
advised, separately.

It was decided to change the colour of uniform for ‘Maintenance Staff' in clerical
cadre as under :- (CDO/P&HRD/57/2018-19 dated 20.11.2018)

MALE STAFF FEMALE STAFF

Shirt- Light Brown Saree-Light Brown
Pant- Dark Brown Blouse- Dark Brown
Shoes- Black Leather Shoes Slippers- Black

If an employee has already availed the facility, he/she will be able to avail the
changed colour uniform on next due date only and for such staff, change in colour
of uniform will be effective from the next due date only.

12.3 SUB-ORDINATE CADRE EMPLOYEES:

Extant instructions regarding uniforms & liveries are as under:
Eligibility All confirmed full time employees in sub-ordinate cadre are
eligible for summer uniform.
Periodicity 2 sets of uniform every year.
Colour of Messengers with combined designations: White
uniform Non-Messenger subordinate staff & Watch & Ward Staff: Khaki
Items of Messengers
Uniform Summer Uniforms
Short Coat/Shirt and trousers.
Cap may be discontinued as an item of summer uniform and
winter uniform both for subordinate staff excluding watch & ward
staff. However, where turban is provided, as head gear to Head
Messengers/Jamadars/Duffadars/Naiks, the existing position may
continue unchanged.
w.e.f. 1.4.2016, All the subordinate cadre employees who are
eligible for Bank’s uniform will be provided with one additional set
of summer uniform every year.
At hill stations one set of woolen uniform every year and one set of
terry khadi/terry cotton uniform once in three years will be
supplied in lieu of the 2 sets of summer uniforms.

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 - Winter Uniforms
Head dress as per summer uniform.
• Jacket-Tunic of Khaki woolen serge-full sleeve-army pattern
with 2 breast pockets, 2 side pockets, shoulder straps, one front
with SBI chromium plated buttons –once in 3 years.
• Trousers serge (woolen) khaki of the same quality and shade as
that of Tunic jacket above.
• Other items will be same as per summer uniforms.

w.e.f. 1.4.2016, Sub-ordinate cadre employees posted at Hill

Stations shall be supplied with one additional set of terry
cotton uniforms once in three years. All the subordinate
cadre employees who are eligible for Bank’s uniform will
be provided with one additional set of summer uniform
every year.

UNIFORMS & LIVERIES

SUPPLY OF BELT, OVERCOAT AND BLANKET IN HILLY

AREARS
A member of watch and ward staff who was earlier in receipt of belts,
overcoats and blankets however, continued to be supplied at those places
where they were supplied as on 1st August, 1966 as provided in the
Bipartite Agreement dated 31.03.1967 and employees who are
subsequently transferred to a Centre where such items are not payable,
will cease to be eligible for supply of belts, overcoats and blankets at the
new place of posting.

Watch & Ward Staff:

a. Cap-beret woolen/ pagrees for Sikhs- maroon/Khaki/Blue
Colour (one per year)
b. Cap badge-White Metal (medium size-Round SBI)-Life -3
years.
c. Hackle (cap)- maroon with adequate fixing arrangements- 2
in a year.
d. Shirt-Khaki-Drill- full sleves-2 shirts in a year.
e. Lanyard Khaki (same as the colour of cap) with thunder
whistle –one in a year.
f. Belt-black-leather- life 3 to 5 years.
g. Trouser-Khaki Drill- 2 in a year.
h. Name Plate (plastic)- one in a year.
i. Rank strips for Head watchman – 2 per year.
j. Socks Nylon Black- Total three pairs – 2 Nylon+1 Woolen or
2 woolen +1 Nylon or 3 Nylon in a year.

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 k. Shoes Black- one pair per year.
l. ‘SBI BANK GUARD’ chromium plated buckle- average life
3/5 years

FEMALE EMPLOYEES:
Summer Uniform
Female employees in sub-ordinate cadre may be supplied 2 sets of
summer uniform every year. Each set of uniform may comprise the
following:
i. Saree (Polyester)- Standard length.
ii. Blouse (Terry cot)
iii. Petticoat (cotton)
iv. Saree fall
(saree/blouses should be uniformly of light blue colour).

Winter Uniform: One piece of readymade full sleeve khaki

woolen jersey (sweater) or shawl.

SHOES:
A pair of black leather shoes from any reputed manufacturer will
be suppled every year to watch & ward staff, electricians, air-
conditioning plant helpers, drivers, godown watchmen. The
plumbers and sanitary fitters will also be supplied with a pair of
shoes once in 2 years. 3 pairs of socks (nylon or woolen or both)
shall be supplied to them.

W.e.f. 01.04.2016 all Sub-ordinate cadre employees

(excluding watch & ward staff and maintenance staff in
sub-ordinate cadre who are already eligible for supply with
shoes) will be supplied with one pair of black leather shoes
every year.

In terms of our circular no. PER/IR/CIR/36 dated 24.03.1992,

workmen employees who are supplied with a pair of shoes may
also be supplied with shoe polish once a month and shoe brush
once in six months.
Cloth for i. White- Binny’s terry cotton white marathon bleached (width
uniforms 138 cms).
ii. Khaki- Binny’s terry cotton marathon khaki- TC-800 (width 138
cms).
If the above cloth is not available at a centre, cloth of comparable
variety/make may be purchased.
As terry-khadi cloth is not generally available in adequate

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 quantity and at all centres and considering its poor durability and
high cost, summer uniforms of terry cotton cloth may be supplied.
However, there may be a centre, where terry khadi cloth is
available in sufficient quantity. Such proposals, therefore, may be
considered, provided the cloth is of same colour and quality
(including durability) as compared to terry cotton uniforms
supplied elsewhere. The cost thereof should also be within the
approved range.
Cost of cloth Cost ceilings for summer uniforms should be fixed by Local Head
Offices after ascertaining the rates from either the area sales
offices of the manufacturers or their authorized dealers.
The quality & cost ceiling of winter uniforms are to be determined
by Local Head Offices. Efforts should be made to get maximum
concession/rebate on bulk purchase.
(CDO:IR: CIR:103 dated 14.03.1996)
Stitching of Branches/Offices may get stitched the uniforms locally by suitable
uniforms tailor(s) on payment of reasonable/competitive charges. A tailor
should not be asked to either supply the cloth himself/herself or
purchase it from the market.
Branch Managers should satisfy themselves that the quantity of
cloth (per uniform) asked for by the tailor is reasonable.
After stitching, tailor should supply the uniforms to the Bank. He
should not supply these direct to employees concerned.
Washing of Where arrangements have been made by the Bank for washing of
uniforms uniforms, employees should get their uniforms washed through
the washer man concerned.

Where the washing of livery is not arranged by the Bank, washing

allowance at the rate of Rs. 150/- p.m. shall be payable to staff
entitled to uniforms. This allowance will not be paid for the period
of leave if an employee’s leave exceeds 30 days.
Record of A proper record of uniforms supplied to employees should be kept
supply of at each branch/office in a Register called “Uniforms Register’.
uniform Uniforms should be delivered to employees by the Bank against
acknowledgement in the Uniform Register.
Other i. Where majority of sub-ordinate staff of all offices of the Bank
instructions at a centre do not require woolen uniforms on account of
climate conditions and advise so to the bank in writing, they
may be given additional set of terry-cotton uniform each year
in lieu of woolen uniform.
ii. At centres where the winter is generally mild, if the majority
of subordinate staff posted at all the offices their request for
terry wool/light woolen cloth for winter uniforms instead of

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 pure wool cloth the same may be arranged, the cost remaining
the same.
iii. The Bank’s monogram should invariably be embroidered on
the left pocket of coats/shirts. Also, in order to identify the
uniforms and the year of supply, the tailors must be instructed
to record the following particulars, in marking ink, at an
appropriate place inside the shirts, coats & trousers:
a. PF number
b. Set no. of uniform
c. Month & year of supply (Number of month & last two
digits of the year)
For example, Set 1 Uniform supplied to staff with PF No.
1234567 in April’16, marking will be 3487458-1-4-16
iv. Arrangements for supply of summer uniforms should be
initiated in the 1st week of February and completed before the
end of march every year. For winter uniforms, arrangements
should be initiated in the 1stweek of September and supply
should be completed before the end of October every year.
v. Whenever a subordinate staff is transferred from one office
to another particulars of supply of uniforms to him/her with
date(s) should be advised to the transferee office by the
transferor office.
vi. Employees posted at Laddakh region in Jammu & Kashmir,
from outside centres, are eligible for reimbursement of winter
clothing charges of Rs. 8000/- once in two years.
Sanctioning Respective Branch Heads/Salary Disbursing Authority. A Control
Authority Return to be sent as per Annexure to next higher authority.

12.4 OTHER INSTRUCTIONS:

i. In terms of the Memorandum of Settlement dated 7 th April 2016, All India State
Bank of India Staff Federation (AISBISF) has agreed that all category of
workmen will continue to comply with the dress code and social networking policy
of the Bank.
ii. Bank has decided that certain sets of uniforms will be provided to eligible
Subordinate Cadre employees and eligible Maintenance Staff in Clerical Cadre
vide e-circular no CDO/P &HRD-IR/14/2016-17 dated 02.05.2016.
iii. The cost of various items like Turban/Cap-badge/Hackle/Belt/name Plate/Rank-
strips etc. will be decided by the Local Head Offices at Circle level, while fixing
the rate for uniforms as instructed vide our letter no. CDO/PM/RAJ/2018-19/D1-
P/15 dated 28.11.2018. However, no periodicity has been prescribed for review of
prices of cloth for uniform.
iv. To bring uniformity in approach, it has been decided that every Circle will make
a list of all the items like Summer and Winter uniform cloth, Turban, Belt, Cap

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 badge, Name Plate, Hackle, Shoes etc., which the Bank must provide to the
different categories of Staff as per present instructions. Circles will do market
rate scan for all the items as per quality prescribed and a ceiling price should be
fixed for all such items, as on 1st April. Appropriate rates for tailoring charges
may also be fixed. This list and rates should be displayed at Circle Site for
information of all employees and will be the ceiling for reimbursement/ purchase
for all the eligible employees posted within the geographical area of the Circle,
including Corporate Centre establishments.
v. During current year each Circle should publish the ceiling rates as on 01.04.2019
mandatorily and thereafter rates are to be revised every 2 years on 1 stApril. The
Dy. General Manager & CDO of the Circle will continue to be the competent
authority for this. (CDO/P&HRD/IR/93/18-19 dated 11.03.2019)

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12.5 Dress Code for Pharmacists-Provision of Apron with Washing Allowance
(Cir. No.: CDO/P&HRD-IR/1/2022 – 23 dated 1st Apr 2022)
As per extant instructions of the Bank, all confirmed full time employees in Subordinate
Cadre (including Maintenance Staff) and Maintenance Staff in Clerical Cadre who are
performing same/same nature of job as they used to perform when they were in
Subordinate Cadre, are eligible for provision of Uniform. In this connection, we invite a
reference to e-Circular no. CDO/P&HRD-IR/14/2016-17 dated 02.05.2016 on
Professional Dress Code, Uniform & Liveries provided to Subordinate Cadre and
Maintenance Staff in Clerical Cadre.
2. In accordance with the Pharmacy Practice Regulations, 2015 of Government of India
Gazette notification dated 15.01.2015, it has been decided to provide Apron to
‘Pharmacists’ in the Bank.
3. Accordingly, the CHRC, on 09.03.2022, has approved the provision of Apron along
with Washing Allowance w.e.f. 01.04.2022 to the ‘Pharmacists’ in the Bank. The details
of the provision are as under:
Eligibility All Confirmed Pharmacists dispensing drugs in Bank’s
Dispensaries
Number of Aprons 2 (Two) at a maximum cost of Rs.500/- each
Colour of Apron White
Periodicity Once in 2 Years
Washing Where arrangements have been made by the Bank for washing
Allowance of Aprons, employees should get their Apron washed through the
washerman concerned.
Where the washing of livery is not arranged by the Bank,
Washing Allowance at the rate of Rs. 100/- p.m. shall be payable.
This allowance will not be paid for the period of leave if an
employee’s leave exceeds 30 days.
Record of supply A proper record of Aprons supplied to the Pharmacists should be
of Apron kept at each office in a Register called ‘Uniforms Register’.
Aprons should be delivered to the Pharmacists by the Bank
against acknowledgement in the Uniform Register.
Sanctioning Respective Salary Disbursing Authority
Authority

4. The facility will be available from 01.04.2022.

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 ANNEXURE

STATEMENT SHOWING PARTICULARS OF EXPENDITURE FOR

SUPPLY OF UNIFORMS

Number of uniforms supplied

Messengers
Watchmen/Bank Guards Sweepers/Gardeners
Other menial staff, if any
Total
A) …………………. meters of cloth purchased
at Rs. ………………. per meter. Rs.
…………………..
B) Total tailoring charges at

Rs. ………… per set of uniform Rs. …………………..

Total cost Rs. …………………..

STATE BANK OF INDIA Branch Manager

........................... Branch/Deptt.

Date:

To,

The Asstt. General Manager/Dy. General Manager/

General Manager,
State Bank of India

Region.........

Administrative /Local Head Office ...............................

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 CHAPTER-13
STAFF WELFARE ACTIVITIES

i. PAYMENT OF COMPENSATION TO BANK EMPLOYEES IN THE EVENT OF

DEATH/DISABILITY /SERIOUS INJURY WHILE ON DUTY.
ii. PAYMENT OF COMPENSATION TO BANK EMPLOYEES/ MEMBERS OF
PUBLIC/ CUSTOMERS WHO ARE KILLED/ INJURED IN THE BANK
ROBBERIES, TERRORIST INCIDENTS INCLUDING LEFT-WING
EXTREMISM AND REWARD TO THOSE WHO ACTIVELY RESIST THEM.
Please refer to our circular letter No. CDO/PM/CIR/46 dated 17th July, 2002 in terms
of which the detailed guidelines regarding the payment of compensation were issued
under the following circumstances:
i. To Bank Employees in the event of death/disability/serious injury while on duty which
is known as Scheme-I in the Bank.
ii. To Bank Employees/Members of Public/ Police Personnel who are killed/injured as a
result of dacoities/ robberies/ attack by terrorists on Banks or actively resist them
based on guidelines received from Government of India which is known as Scheme-II
in the Bank.
iii. To Watch & Ward staff, Drivers and Electricians under Workmen Compensation Act,
1923, who dies or suffers injury/disability while on duty.
2. The Government of India has recently reviewed the package of compensation /reward
and advised the modified guidelines. The Executive Committee of the Central Board in
its meeting held on the 4th August, 2012 has reviewed the Bank’s existing scheme and
the scheme of the Government and has approved the revised Schemes for payment of
cash compensation/reward under Scheme No. I & II. The salient features of the
revisions/modification to the existing Scheme-I & II are detailed as under:
A. Revision of Bank’s Compensation Scheme (Scheme No. I): The cash
compensation payable to the employees of the Bank in the event of death and permanent
disablement / serious injury resulting in cessation of service has been revised as under:

Cadre Existing Ceiling Revised Ceiling

Supervising Staff Rs 5.00 lakh Rs 10.00 lakh
Clerical Staff Rs 3.50 lakh Rs 7.00 lakh
Subordinate Staff Rs 2.50 lakh

The other provisions of Scheme-I shall remain unchanged.

A 1. MODIFICATION IN “SCHEME-I” FOR PAYMENT OF COMPENSATION
TO BANK EMPLOYEES IN THE EVENT OF DEATH/ DISABILITY/ SERIOUS
INJURY WHILE ON DUTY
(Circular No.: CDO/P&HRD-PM/92/2019 - 20 Date: 30 Mar 2020)

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On account of spread of Novel Coronavirus (Covid-19), our Bank Staff are serving the
customers and country at large, facing severe challenges and risks. Bank is taking all
possible steps and coming up with the support measures to stand by our dedicated and
strong work force, whether it is in the form of additional monetary assistance or
extending coverage of other provisions/ facilities etc.
Keeping into view the special circumstances of outbreak of Covid-19 pandemic, it has
been decided to extend the provisions of the captioned scheme to cover employees affected
on account of Covid-19 disease. Accordingly, any employee affected due to the Covid-19
disease while on duty or otherwise, in the event of death, shall be covered under the
“Scheme-I” for payment of compensation. The cash compensation in such cases would
be Rs.20.00 lacs, for all categories of Permanent Employees in the Bank, as per the
scheme.
The modified provisions of the scheme will be effective from 30.3.2020 and will remain
effective up to 1 year.
Clarification
(Circular No.: CDO/P&HRD-PM/107/2021 – 22 dated 02.03.2022)
In terms of extant provision, any employee affected due to the Covid-19 disease while
on duty or otherwise, in the event of death, is covered under the “Scheme-I” for payment
of compensation. The cash compensation of Rs. 20 Lacs in such cases is paid to family
of deceased staff, for all categories of Permanent Employees, as per the scheme.
In this connection, we have received queries from Circles regarding payment of cash
compensation to family of deceased employee, where family members are not dependent
on the deceased employee.
We have reviewed the position and advise that Cash Compensation of Rs. 20 Lacs shall
be paid to the family of the deceased employee without any reference to the financial
condition of the family in case of death due to Covid-19 under the Scheme.
B. Revision of Compensation Package under Scheme No. II: The Scheme was
introduced in 1986 and modified from time to time on the basis of guidelines received
from Government of India. The details of revision/modification to the Scheme-II are as
under:
i. The incidents of left-wing extremism attacks are included in the Scheme-II in
addition to Bank robbery/dacoits/terrorist attacks.
ii. The amount of compensation/reward has been revised as under:
a. Cash Compensation in the event of death:

Persons Covered Existing Amount Revised Amount

Executive in Scale –IV on wards Rs. 5.00 lakh Rs 20.00 lakh
Officers Scale I to III Rs 3.00 lakh (All officers)
Clerical staff Rs 2.00 lakh Rs 10.00 lakh
Sub-Staff Rs 1.00 lakh (Clerical/Sub Staff)

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 Member of Public/ customers/ Rs 1.00 lakh Rs 3.00 lakh (other
Police personnel than Bank employees)

b. Cash Reward other than death cases:

Persons Covered Existing Amount Revised Amount

Bank Employees Rs.0.50 lakh Rs. 2.00 lakh
Member of Public/ customers/ Rs.0.50 lakh Rs. 2.00 lakh
Police personnel
iii. These guidelines shall be uniformly applicable throughout the country including
North-East and in left-wing extremist areas.
iv. Other existing provisions under Scheme No. II with respect to compassionate
appointment/ payment of salary, waiver of interest and repayment of loans, educational
expenses of children, out of turn promotion/additional increments, reimbursement of
medical expenses, special leave etc. would continue as hitherto.
3. All other contents of the above circular except the above modifications will remain
unchanged. The above revisions/modifications shall be effective from 04th August, 2012.
13.2 SCHEME FOR GRANTING SCHOLARSHIP TO THE CHILDREN OF
EMPLOYEES
13.2.1 Objective
To promote staff welfare and thus motivate the employees of all categories to
become better employees.
13.2.2 Coverage
i) The scholarship would be awarded to the children of the Bank’s employees
(subject to a maximum of 2 children) including those of permanent part-time
employees who secure marks as mentioned below.
Class of Employee Aggregate marks for
Initial
sanction Renewal
a. Officers and Clerical Staff (Other than SC/ST) 60% 55%
b. Officers and Clerical Staff (SC/ST) 55% 50%
c. Subordinate Staff (Other than SC/ST) 45% 40%
d. Subordinate Staff (SC/ST) 40% 40%
e. For deaf, dumb, blind and mentally retarded 40% 40%
children of employees (all categories of staff)

ii) An additional sum of Rs.400/- per month will be payable to each child of the
afore mentioned category No.(e) in addition to the scholarship payable to
him/her with a view to compensating partially the additional expenses to be
incurred by our employees on schooling of such children on items such as
special educational aids, transportation, admission to specialities school etc.

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 Clarification: - The scholarship to the disabled children viz. deaf, dumb, blind
and mentally retarded children who are taking education in normal and /or
specialized schools which award grades/marks in each qualifying examination
would only be eligible for awarding scholarship as per provision of the scheme.
Further, only those children who are eligible for scholarship would be eligible
to claim the additional sum of Rs.400/- as referred above.
iii) The scholarship would be granted from Class IV onwards and for any full time
(minimum duration 1 academic year) degree, diploma or certificate course
recognized by the government.
iv) Besides, the ordinary degree/Post graduate courses like B.A., B. Com and M.
A., engineering, architecture, law management studies, B. Pharma course etc.
would also be covered under the scheme subject to sustained good academic
performance as mentioned above in each qualifying examination and good
conduct.
v) Scholarship would be granted upto post graduate level but not for doctorate
level courses.
13.2.3 Amount of Scholarship
It has been decided to significantly enhance the rates of scholarship for
children of employees, especially in view of the rising cost of education. The
ceilings of the amount of Scholarship under the scheme were last revised vide
our e-circular No. CDO/P&HRD-IR/85/2012-13 dated 11.03.2013.
(Circular No.: CDO/P&HRD-IR/111/2021 – 22 dated 8th Mar 2022)
With a view to give a boost to female education and in line with the initiatives
for Women Empowerment, it has been decided to enhance the ceilings of the
amount of scholarship for girl students by approximately 25% from the existing
level. The proposed amount of scholarship will be as under:
(Rs. per annum)
Standard Existing Revised Revised
Amount Amount Amount
for All for Male for Girl
Students Student
4th to 5th 1000 1000 1300
6th, 7th & 8th 2000 2000 2500
9th & 10th 3000 3000 3800
11th & 12th 4000 4000 5000
At Graduate level for ordinary courses 5000 5000 6300
viz. B.A., B.Sc., B.Com., LLB and other
courses
At Post graduate level i.e. M.A., M.Com., 7500 7500 9400
M. Sc., etc

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 Graduate/ post graduate level for 10000 10000 12500
professional courses in Medicine/
Engineering/ Management studies etc
5 years Integrated Law course as 10000 10000 12500
Professional course (w.e.f. 01.04.2016)

Note:
✓ The changes will be effective from the academic year 2021-22 onwards (claims
to be lodged in FY 2022-23), and not for any previous period.
✓ As most of the diploma/certificate courses are lower in status than the degree
course, scholarship at the rate applicable to the intermediate level of study
should be paid.
✓ Children of employees who are attending diploma/certificate courses
recognized by the government where the minimum qualification for admission
is graduate, scholarship be paid as rates applicable for graduation level courses
✓ Certificate / Diploma courses for duration of less than one year will not be
eligible for scholarships. (Ref:-CDO/P&HRD-IR/83 dated 8/12/2008 )
13i.2.4 ADDITIONAL SCHOLARSHIP
Besides the above amounts of scholarship, additional scholarship for purposes
mentioned hereunder to the extent of the amounts stipulated there against is/
are payable to the specified categories of employees.
Reimbursement of Admission and Tuition fees
Reimbursement of Tuition fees and Admission fees is permitted to eligible
children of employees of following categories:
i. All workmen staff whose basic pay does not exceed Rs.42,020/- p.m.
(maximum of the clerical scale i.e. Rs.31,540/- plus Rs.10,480/- i.e. 8
stagnation increments of Rs.1310/- each) and Officers whose basic pay does
not exceed Rs.42,020/- p.m. (maximum JMGS-I Grade), the
reimbursement of Tuition fees and Admission fees is permitted to
eligible children, on production of receipts to the tune of 2500/- p.a. per child
from academic year 2012-13.
ii. Members of subordinate staff whose children are studying in IV class and
above but upto X class and are in receipt of scholarship will also be
reimbursed the cost of text books upto Rs. 500/- per annum per child
against production of cash memos/receipts from the academic year 2012-
13.per annum.
(e-circular CDO/P&HRD-IR/85/2012–13 dated 11.03.2013)

Note: If both husband and wife are employees of the Bank and if either of
them draws a basic pay higher than the basic pay prescribed here-in-above,
admission and tuition fees will not be reimbursed.

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 With a view to arriving at the correct amount of scholarship to be paid it is
necessary to obtain the undernoted certificate from the applicants of the
scholarship invariably.
“This is to certify that my wife/husband is also working in the bank who is
presently posted at …………………………………… Branch/ deptt.
His/Her present basic pay is Rs………………….
Name ……………………………. Designation …………………………….

(Signature of the applicant)

This is to certify that my wife/husband is not working in the Bank.

(Signature of the applicant)

13.2.5 Duration and Renewal of Scholarship
The scholarship would be awarded for one year initially and shall be renewed
annually if the child shows consistently good performance and conduct. For
this purpose, he/she should secure in each subsequent qualifying examination
not less than the minimum percentage of marks mentioned here-in-above.

13.2.6 Mode of Selection

Selection in respect of scholarships will be made as hitherto, by the respective
Circle Welfare Committee.

13.2.7 Procedure for application and award of scholarships through HRMS

portal
It has been decided to bring the activity of submission of application by
individual employee and award of scholarship under Staff Welfare Activities
through HRMS platform for better utilization of manpower. This will reduce
the time considerably in processing such applications and save thousands of
man hours at various levels at whole Bank level. This will also increase the
employees/wards satisfaction level on account of hassle free and timely
payment of scholarship to eligible wards of our employees.

2. The user manual is available in HRMS portal for the benefit of employees
/controllers. We furnish below the existing and revised guidelines in respect of
application for scholarship and payment thereof for information
/implementation of all concerned from current year onwards as under:

Sl (Revised guidelines)
No

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 1 i. The members of staff eligible for receiving scholarship and /or
reimbursement of tuition and admission fees etc on behalf of their
children will apply through HRMS portal through their personal id.
ii. Applications generated by the system accompanied by self-attested
xerox copies of certificate(s), mark-lists, cash memo etc will be
submitted to Branch head/ office head/OAD /designated officer.
iii. The authorised officer(s) who approves 4 in 1 or 3 in 1 at
Branches/offices shall recommend the application in the system
after scrutiny of applications in all respects.
iv. The applications along with the self-attested copies of certificate/
mark list, cash memo etc shall be retained at the Branch/Office.
v. The recommended applications will be scrutinised by Circle/
Expenditure/ Concurrent Auditor later on at the time of audit of
Branch/office and they will confirm the correctness in their reports.
After completion of 2 audits, the applications will be destroyed by
the Branch/office in usual manner.
2 The approver will scrutinise the applications and supporting
documents thoroughly in respect of genuineness/ correctness etc. If
these are in order, the approver will recommend the applications to
LHO in the HRMS system in usual manner.
3 i. On receipt of the application forwarded by Branch/Office in the
system, the Secretary (CWC) / Manager (Welfare) will also
scrutinize the entry in the system and recommend for payment of
scholarship to AGM (HR) in the system.
ii. On receipt of funds allocated by Corporate Centre, the AGM (HR)
will approve the amount of scholarship/Tuition fee etc. through the
portal. Once approved in the system, the beneficiary’s account will
be credited by debit to designated account maintained by each
LHO.
iii. Necessary reports would be made available in HRMS portal for
download to LHO/Branch/office.
In this connection, a comprehensive updated guideline on award of scholarship to
wards of our employees is uploaded in State Bank Times>Human
Resources>Industrial Relations>Payment of scholarship-guidelines as a ready
reference to all concerned. (e-Circular CDO/P&HRD-IR/23-2015-16 dt.26.06.2015)

13.2.8 Number of Scholarships per employee:

No employee will be given more than 2 scholarships for his / her children at
one time.
13.2.9 Submission of application forms:
Application for grant of scholarship is required to be submitted immediately
on the eligible children becoming entitled for award of scholarship and in any

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 case within six months from the commencement of the academic session for
which scholarship is being applied. The Chief General Manager who is the ex-
officio President of the Circle Welfare committee, in his discretion may consider
and condone delay in submission of applications even beyond the academic
year after satisfying himself of the reason for delay. It is expected that the
members are well aware of the Bank’s instructions and applications for
condoning delay without assigning acceptable reasons will not be entertained.
Reasons like ‘ignorance’ are not acceptable.

13.2.10 Inability to take examination due to illness

If a scholar is unable to appear for the annual examination due to sudden or
prolonged illness or any other compelling circumstances, the scholarships may
be renewed at the discretion of the Circle Welfare Committee, subject to an
acceptable medical certificate having been submitted in this regard and the
circumstances compelling absence from examination having been fully
explained. This exemption, however, would be available only once in one class
and if somebody falls sick again, the scholarship would be discontinued.

13.2.11 Grant of Scholarship- Special Cases

i. Children of Employees who died during service
If a Bank employee dies while in service, the scholarship amount permissible
under the scheme including reimbursement of tuition fees, admission fees etc.
shall be payable in respect of his/her children provided the spouse of the
deceased employee is not employed in the Bank and subject to the observance
of the usual terms and conditions on which scholarships are awarded.
The scholarships under this provision can be claimed by the spouse of the
deceased employee or the guardian appointed by the court, as the case may be,
from the branch where she or he is getting family pension. The children of
such deceased employees will remain eligible for the facility upto the time the
deceased employee would have attained the superannuation age of 60 years.

Where the employer of the spouse of the deceased employee pays an amount in
the shape of educational allowance, scholarship, etc., scholarships to be
granted under our scheme of Award of Educational scholarship will be reduced
to the extent of such amount being paid on account of the child to the spouse.
Where the amount paid by the employer is more than the amount of
scholarship from the bank, no amount is payable under our scholarship
scheme.
ii. Disciplinary Cases:
Scholarship may be granted in the prescribed manner to eligible children of all
employees, the fact that the employee concerned is under suspension or
disciplinary action has been initiated against him for charges involving

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 vigilance angle or otherwise should be ignored for the purpose of grant of such
scholarships. On conclusion of disciplinary proceedings in cases where the
penalty imposed result in cessation/termination of service of an employee, the
scholarship would cease to be payable from the date of award of such
punishment. If however, the scholarship has already been paid, the same
would be stopped after the current academic session is over.
iii. Cessation of Service:
In the event of cessation of service, including retirement of an employee,
scholarship would continue till the end the current academic year of the
employee’s child.
13.2.12 Some Queries and Clarifications
Query1:
In what manner eligibility for scholarship in respect of the children of the staff
who are now in the middle of their study after completion of XIIth standard
(under 10+2 system) examination, which is a qualifying examination under the
scheme, should be determined? For example, if a candidate is studying in the
2nd year of his graduation, which examination should be taken as qualifying
examination?
Clarification:

Although the qualifying examinations mentioned in the scheme are Xth, XIth
or XIIth standard examinations, in a situation like the above, scholarship
should be granted if the candidate has secured the qualifying marks (viz. 60%,
55% or 50% as the case may be vide para 10.2.2) in the XIIth standard
examination or in the examination immediately preceding the class of study.
Continuance of the scholarship would, however, depend on securing the
minimum prescribed percentage of marks for the purpose (viz., 55%, 50% or
45% as the case may be) in the present class of study and the subsequent
examinations. The same principle would be followed in case a candidate is
studying in the 3rd year of his graduation and so on.

Query 2:
Whether scholarship will be available for pursuing studies in courses like
Chartered Accountancy, Cost Accountancy, Computer Programming,
correspondence courses etc.
Clarification:
As per the scheme, scholarship will be available for any full-time degree,
diploma or certificate course recognised by the Government. Since coaching
for courses in Chartered Accountancy, Cost Accountancy, Company
Secretaryship and Computer Programming are either postal or part time,
these courses will not be covered under the scheme, nor will correspondence
courses be covered by the scheme.

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 Query 3:
At what rates should the scholarship be paid to those who pursue studies in
diploma/certificate courses?
Clarification:

As most of the diploma/certificate courses are lower in status than a degree

course, scholarship at the rate applicable to intermediate level of study
mentioned above should be paid. If the status of the diploma/certificate is that
of a degree, scholarship at the corresponding higher rates should be paid. For
example, the post graduate diploma course of the Indian Institute of
Management at Ahmedabad, Calcutta and Bangalore has to be treated as a
professional degree course for purposes of the scholarship.

Query 4:

In some institutes marks are awarded in term of “grades” and not in

“percentage”. How to grant scholarship in such cases?
Clarification:
Conversion of grades into percentage should be ascertained from the
institution and if these conform to the percentage stipulated, scholarship may
be awarded.
Kendriya Vidyalaya Sangathan (KVS) has directed their schools to award
grades in different subjects from class I to V. KVS have advised that no marks
are attached with the grades and no equivalence can be inferred or indicated
in this regard. For awarding scholarships to the children of bank staff studying
in KVS schools on the basis of new system introduced by the KVS; it has been
decided that the scholarship should be awarded in such cases on the basis of
grades obtained as under:
Sl.No. Class of Employee Grades
Initial sanction Renewal
1. Officers and clerical Grade “B” in all Grade “C” in all
staff (other than SC/ST) subjects subjects
2. Officers and clerical Grade “C” in all Grade “D” in all
staff (SC/ST) subjects subjects
3. Subordinate staff (all Grade “D” in all Grade “D” in all
categories both general subjects subjects
& SC/ST)
4. Deaf, dumb, blind and Grade “D” in all Grade “D” in all
mentally retarded subjects subjects
children of employees
(all categories of staff)

Query 5- Whether scholarship can be granted to an employee against whom

disciplinary proceedings are pending?

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 Clarification- The debarment in terms of the scheme applies only in cases
where the disciplinary action has been concluded and a punishment other than
warning or censure has been imposed.
Query 6- Whether the scholarship should be granted for courses in which the
college/ institute / university pays stipends / salary e.g., for post graduate
course in medicine?
Clarification- No, but if the amount paid by the college/institute/university is
less than the scholarship for which a candidate is eligible under the scheme
the difference may be paid.
Query 7- In case of Honours courses, the division or grade is generally
awarded by the university on the basis of the student’s percentage of marks
secured in the honours subject only and the marks obtained in the subsidiary
subjects are not taken into account for the purpose, except the stipulation that
he has to obtain the minimum pass marks in these subjects. In such cases,
what should be the criteria for awarding scholarship?
Clarification- In such cases, only the percentage of marks secured by a
student in Honors subject may be taken into consideration for sanction /
renewal of the scholarship.

13.3 OTHER STAFF WELFARE ACTIVITIES

(e-Circular No. CDO/P&HRD-IR/107/2017-18 dated 21/03/2018)
The Bank has been constantly exploring the means of improving the welfare
measures for its employees. Post-merger, it has been decided to review the
various activities under the Staff Welfare head. Currently, the Bank is
allocating funds for various staff welfare activities under the following heads-
a) Recurring Expenses,
b) Establishment expenses for canteen,
c) Non-recurring expenses,
d) Expenses on maintenance of Holiday Homes,
e) Grant of scholarship to meritorious children of employees,
f) Reservation of School seats,
g) Reservation of beds in hospitals, and
h) Sports activities organized by the Sports Control Board.

13.3.1. We have reviewed the allocation of fund under different heads of Staff Welfare
activities and with a view to rationalize the allotment and make it more
meaningful, heads of Staff Welfare Activities have been regrouped as under-

i) Canteen & Miscellaneous Facilities

The first three heads, namely ‘Recurring Expenses’, ‘Establishment Expenses for
Canteen’ & ‘Non-Recurring Expenses’ have been merged under one head named

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 ‘Canteen & Miscellaneous Facilities’. The fund allocated under the head shall be
utilised for providing subsidised food (tea/snacks) from outside the branch/office
to the employees on working days, sports items like Carom Boards/T. T. Tables,
etc. to branches/offices and organising sports and cultural activities. The
allocation under the head will be at the rate of Rs. 2,400/- per employee per
annum. The fund allocated shall be distributed among the branches/ offices by
the Circle Welfare Committee (CWC) at LHO as per employee strength of each
branch/ office. The sports and cultural activities may be organised at Regional
Business Office level instead of each branch and adequate fund should be allotted
by the CWC out of the above allocation. The fund under the head shall not be used
for payment of wages to canteen boys. The number of employees working at a
Corporate Centre establishment in a particular geography shall be included
under the Circle located in that geography.

ii) Other Heads

The remaining five heads under the Staff Welfare activities shall remain the
same as under-
a) Expenses on maintenance of Holiday Homes,
b) Grant of Scholarship to meritorious children of employees,
c) Reservation of school seats,
d) Reservation of beds in hospitals, and
e) Sports activities organized by the Sports Control Board.
The funds have been allocated under these five heads on the basis of requirement
of each circle. The fund allocated has been advised to Circles separately.

13.4 ASSISTANCE TO RETIRED EMPLOYEES IN CASE OF CRITICAL ILLNESS

(Modified vide e-Cir No.: CDO/P&HRD-IR/47/2021 – 22 dated 08.09.2021)
A new head, namely ‘Assistance to Retired Employees in case of Critical Illness’
has been introduced from the current financial year to provide assistance to
retired employees/ family pensioners for meeting medical expenses in respect of
identified critical diseases. A fund of Rs. 20 crores have been earmarked for this
purpose. The fund allocated under the head is kept at Corporate Centre for
centralised payment of medical bills.
The scheme was last revied and circulated vide e-circular No. CDO/P&HRD-
IR/107/2017-18 dated 21/03/2018, wherein the details of the captioned scheme
have been advised.
The scheme has since been reviewed by the competent authority and with a view
to further rationalize, simplify and improve the scheme for the benefit of our
retired employees

The details of the Scheme, Standard Operating Procedure (SOP) and the format
of ‘Application by Retired Employees/ Family Pensioners for Assistance’ are
enclosed as Annexure ‘1’, ‘2’ & ‘3-A, 3-B, 3-C & 3-D’ respectively.

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 ANNEXURE ‘1’

STAFF WELFARE ACTIVITIES ASSISTANCE TO RETIRED

EMPLOYEES IN CASE OF CRITICAL ILLNESS

The Bank has undertaken various welfare activities related to employees. The
endeavour is to extend the maximum benefits to each employee of the Bank.
Currently, the Staff Welfare Fund is being utilized for benefit of serving
employees. It has been decided to introduce a welfare measure for the retired
employees of the Bank in the form of assistance to them in meeting their medical
expenses to a certain extent in respect of specified diseases.

2. Accordingly, an amount of Rs. 20 crores have been allocated under a new head
named ‘Assistance to Retired Employees in case of Critical Illness’. The details
of the scheme are as under-

Coverage

All employees of State bank of India on superannuation from the Bank or those
who have taken VRS after attaining 58 years of age, their spouses and disabled
children, if any, shall be covered under the scheme. The coverage shall also be
extended to family pensioners. The employees who were discharged/ dismissed/
removed/ compulsorily retired/ terminated from service will not be covered. The
scheme will cover medical expenses incurred by the retired employees/ family
pensioners on or after 1st April of the financial year for critical diseases.
Diseases Covered

Medical expenses incurred on critical illness in respect of specified diseases as

mentioned below shall be covered-

Sr No. Name of Disease

1 Cancer
2 Cardiac Surgery/ Serious Heart Ailments
3 Kidney/ Liver Transplant
4 Dialysis
5 Illness/ Accidents of serious nature involving major surgeries/
life support system
6 COVID-19 (Added vide e-Cir No.: CDO/P&HRD-IR/47/2021 – 22
dated 08.09.2021)

Expenses covered

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 i) In case of retired employees / family pensioners covered under ‘Retired
Employees Medical Benefit Scheme’ / ‘Mediclaim Policy for Retired
Employees’, the Bank Shall provide assistance to the extent of 100% of the
medical expenses incurred above the amount payable under the medical
scheme / insurance policy. The maximum amount of assistance shall be Rs.
7.00 lacs in a year per person (i.e. Husband and wife).
ii) In case of retired employees / family pensioners not covered under ‘Retired
Employees Medical Benefit Scheme’ / ‘Mediclaim Policy for Retired
Employees’, the Bank shall provide assistance to the extent of 100 % of the
medical expenses incurred above Rs. 3.00 lacs. The maximum amount of
assistance will be Rs. 7.00 lacs in a year per person (i.e. Husband and
wife).
iii) The coverage of this welfare scheme is applicable only for medical
treatment involving hospitalisation. Medical expenses incurred on
domiciliary treatment are not covered under this scheme.
iv) The assistance shall be provided on first come first serve basis, subject to
availability of fund.
v) The facility can be availed for only one instance per retired employee /
family pensioner in a year in respect of specified diseases, post facto.
vi) Any query / clarification shall be issued by the Chief General Manager
(HR).

SANCTION PROCESS

The ‘Standard Operating Procedure’ for submission of claims under the scheme
is placed as Annexure ‘2’.

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 ANNEXURE ‘2’
STANDARD OPERATING PROCEDURE

The ‘Standard Operating Procedure’ for submission of claims under

‘Assistance to Retired Employees in case of Critical Illness’ is as under-

i) The retired employees / family pensioners shall submit their application for
assistance regarding their medical expenses for critical illness at their
respective Administrative Offices, under whose control they are getting
pension. The doctor’s prescription along with discharge summary of
hospitalisation and other original bills / receipts should be attached to the
application.
ii) The Chief Manager (HR) shall be the Nodal Officer at Administrative Offices.
He/ she will arrange to enter the details of application immediately in the
portal opened for the purpose. The Link for the portal is available under
Human Resources→ Important News→ Assistance to Retired Employees/
Family Pensioners in case of critical illness. The user ID of employee at each
AO shall be created by the IR Department, Corporate Centre, Mumbai. The
details of applications shall be entered within the portal under ‘User Menu→
Create new Application’. A ticket number will be generated, which shall be
mentioned on the application form.
iii) The bills shall be scrutinized by the Bank Medical Officer at Administrative
Office before submission. The Administrative Offices shall ensure that all
relevant papers as mentioned in para 2 (i) above are attached to the
applications and shall be forwarded to the Deputy General Manager (IR), State
Bank of India, Industrial Relations Department, Corporate Centre, Madame
Cama Road, Mumbai, under the signature of the Deputy General Manager
(B&O).
iv) The Industrial Relations Department at Corporate Centre shall be responsible
for processing of applications. After processing the applications, the Industrial
Relations Department will obtain approval by a 3-member Committee. The
structure of the 3-member Committee for examining /approving/ rejecting the
proposals will be- General Manager (OL & CS), Deputy General Manager (IR)

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 and Chief Medical Officer. In the absence of any of the above officials, their
relief arrangements will attend the meeting.
v) The Committee meeting will continue to take place at monthly intervals
whenever claim applications are available.
vi) Once approved by the Committee, the Industrial Relations Department at
Corporate Centre shall enter the date of approval in the portal and forward the
approved applications to Office Administration Department at Corporate
Centre for payment.
vii) All the applications, whether approved or declined, will be returned to the
respective Administrative Offices, who will return only the rejected
applications to the applicant on the recorded address and keep the approved
applications in their records.
viii)In case the application is not approved, the Committee shall specify the reason
and the same shall be mentioned in the portal by the Industrial Relations
Department at Corporate Centre.
ix) The Office Administration Department at Corporate Centre will make
payment by debiting the BGL Account ‘Staff Welfare Fund’. On 31 st March of
each financial year, the BGL Account ‘Staff Welfare Fund’ shall be zeroised by
raising a consolidated debit to Central Accounts Office, Kolkata, enclosing the
statement of expenses, under advice to Industrial Relations Department at
Corporate Centre.
x) The revised formats are placed as Annexure.
(i) Application by Retired Employees - Annexure 3-A
(ii) Checklist for forwarding - Annexure 3-B
(iii) Recommendation of the A.O. - Annexure 3-C
(iv) Summary Sheet - Annexure 3-D
xi) The effective date of the Circular is 1st September 2021

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 ANNEXURE ‘3-A’

Ticket No. (For Office Use) -

APPLICATION BY RETIRED EMPLOYEES/ OFFICERS/ FAMILY
PENSIONERS FOR ASSISTANCE IN MEETING MEDICAL EXPENSES IN
RESPECT OF IDENTIFIED CRITICAL DISEASES

Sr. Employee Details/ Description

No. Particulars
1. Name of the Retired Employee/
Family Pensioner
2. Name of the Retired Employee
(in case of family pensioner)
3. PF No.
4. Address & Mobile No.

5. Grade in which the employee

retired
6. Name & Code of Pension Paying
Branch
7. Account No.
8. Name of the family member
hospitalised/undergoing
treatment
9. Relationship with the Retired
Employee
10. Any claim taken under this
scheme in current Financial Year
9. Particulars of Treatment
a) Name of the Disease
b) Period of Hospitalisation
10. Total Expenses Incurred
11. Insurance Cover Available, if any
a) Policy No.
b) Amount
c) Amount of Claim received

I certify that the above particulars are true to the best of my knowledge.

(Signature of the Retired Employee/Family Pensioner)

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 Annexure 3-B

ASSISTANCE TO RETIRED EMPLOYEES IN CASE OF CRITICAL ILLNESS

CHECKLIST

Particulars Yes/No
Duly filled Application Form of Retired Employee (in original)
Recommendation of Deputy General Manager (B& O)
Doctor’s Prescription & Treatment Bills duly signed by the retired employee
The Hospital/ Pharmacy Bills duly scrutinized by the Bank’s Medical Officer
at AO, identified the non-payable items and putting his/her signature and
stamp on each page of the bill as a proof of having scrutinized them

The total amount of the bill submitted by the retired employee tallies with the
actual expenses incurred
Summary Sheet (Annexure D), Under the signature of CM (HR) at AO,
indicating the actual expenses incurred and admissible amount payable by
the Bank (admissible expenses to be arrived at, as per the eligibility and
deducting the expenses on non-payable items, the eligibility for ‘Bed’ shall be
as per the scale/ grade in which the employee has retired)

Discharge summary of the Hospital duly signed by the retired employee

Claim settled/ Rejected Statement duly signed by the retired employee if
covered under REMBS Policy A, Policy B
Pensioner covered under REMBS/Policy ‘A’/ Policy ‘B’ (shall be verified)
Insurance Claim Amount received by the applicant
Is pensioner an employee of e-AB who retired prior to 01.04.2017?
(such employees are not covered under the scheme)
Date of Retirement from State Bank of India
Details of the application have been entered in portal opened for the purpose
in SBI Times (the link is Human Resources-Imp News- Assistance to Retired
Employees in case of Critical Illness)

Claim taken in current Financial Year, if yes when

Note: Pathological/Radiological reports ae not required to be attached.

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CHIEF MANAGER (HR) Mob:
ANNEXURE 3-C
Recommendations:

Scrutinized the bill and Not Payable items identified and marked.

Mobile No. Bank Medical Officer

Not Payable expenses deducted from the claim amount. Claim is as per eligibility.

Mobile No. Chief Manager (HR)

Proposal has been scrutinized and recommended for Corporate Centre consideration.

Date:

Stamp/Seal Deputy General Manager (B & O)

For calculation at Corporate Centre:

Sr. No. Particulars Details

1. Total expenses
2. Amount received from Insurance Claim

3. a) Residual Amount (1 minus 2)

b) Admissible Assistance (Max Rs.7.00 lacs)

4. a) Amount (Item 1 minus Rs. 3.00 lacs)

b) Admissible Assistance (Max Rs. 7.00 lacs)

Approved an amount of Rs. _____________/ Declined (with reason)

General Manager (OL & CS) DGM (IR) Chief Medical Officer

Date: (Committee Members)

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 Annexure 3-D

SUMMARY SHEET

(to be submitted by A.O.)

Name of The Patient:

Nature of Disease :

Details of Expenses:

Particulars Actual Incurred Eligible amount

1 Hospitalisation Exp / Bed

Charges
2 Investigations

3 Medicines & Drugs

4 Consultation Fee

5 Other Expenses

6. Total Expenses

Insurance claim amount

Residual amount (after claim)

Request submitted for

All the expenses have been verified by me.

Chief Manager (HR)

Name:

Date:

Contact:

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13.5 HOLIDAY-CUM-CONVALESCENT HOMES

The Bank has established at suitable places Holiday-cum-Convalescent Homes

under the Staff Welfare Fund for rest and recuperation of the employees. Bank is
having several Holiday Homes across the country. These Holiday Homes are
located in prominent cities having strategic relevance and ample footfalls of our
employees, both serving and retired. A detailed list of Holiday Homes can be
accessed through the HRMS Help portal: https://helpportal.hrmsgitc/. In the case
of any change in the address or contact number of Holiday Homes, IR department
at Corporate Centre shall be advised immediately to update the same. (At present,
we have 111 holiday homes all over the country)

13.5.1 Procedural Rules regarding the use of Holiday Homes

The scheme for maintaining Holiday-cum-Convalescent Homes established
under the Staff Welfare Fund provides some basic rules as under:
The Holiday-cum-Convalescent Home will be deemed to be the property of the
Bank and will be available for use by the employees of the Bank and their
families.
The employees staying in the Home will be liable for any damage done to any
part building and/or garden, and/or any item of furniture and electrical and
sanitary fixtures, crockery, utensils etc. during the period of occupation and
will have to pay for it on the basis of the assessment made by the Circle Welfare
Committee in this connection in every individual case. A special register should
be maintained at the Home to record all damages and the entries should be
jointly signed by the employees concerned and the Caretaker if any.

REVISED GUIDELINES
(Cir No. CDO/P&HRD-IR/36/2022-23 dated 30.08.2022 &
Cir No. CDO/P&HRD-IR/77/2022-23 dated 31.03.2023)

The guidelines regarding Holiday Homes were last reviewed in 2008. With a view
to rationalize, consolidate and provide convenience to our employees the existing
guidelines and Holiday Home Charges were reviewed by the competent authority.

The process of Holiday Home booking has now been automated. The Online
booking facility which will enhance transparency in the booking process will be
rolled out w.e.f. 01.04.2023. This facility will be available to our employees- both
serving and retired through HRMS portal.

The link is as under:

HRMS-> Employee Self Service-> Scholarship/welfare-> Booking of Holiday Home

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 Accordingly, the revised guidelines are as under:

A. Booking System:
The salient features for Online booking of Bank’s Holiday Homes are as under:

Date of effective occupancy, if prior to 120th day from 01.04.2023– Manual

(i.e. prior to 28.07.2023 or 28.07.2023)
Date of effective occupancy, if on or after 120th day from 01.04.2023 - Online
(i.e. 29.07.2023 or after 29.07.2023)

The facility will be rolled out on 01.04.2023. On this date the employees can make
online booking for occupancy date 29.07.2023 or later.

➢ Uniform Holiday Booking Form (placed as Annexure- HH) will be used across
the country. This form will be available on SBI Times and on the respective Circle
site also.
➢ Booking charges will be recovered upfront. Under any circumstances, this will
not be refunded.
➢ The Booking form will also include undertaking/ authorisation to debit the
account of the employee in case of No Show on the date of booking. The account
mentioned in the form should be salary/pension account only.
➢ A detailed Standard Operating Procedure (SOP) is placed at Annexure ‘HH-SOP’
for convenience of our employees, serving/retired and our operating
functionaries.
➢ The CWC of Circle will ensure the upfront recovery of the booking fees. The
penalty, in case of a No Show will also be recovered by CWC on the basis of the
undertaking provided by the employee vide, Holiday Home Booking Application
submitted by him.
The amount recovered should be credited to ‘Holiday-cum-Convalescent Home’
of the Circle. Proper record of the same will be maintained for verification and
audit purpose.

B. Revision of Holiday Home Charges:

It has been decided to recover the rent per diem for the use of cottage/ rooms in
the holiday homes at the revised rates w.e.f. 01.09.2022. The revised room rates
of the Holiday Homes are proposed as under:

Sl. No Grade/Scale Present Rent Proposed Rent

w.e.f. 01.01.2009 w.e.f. 01.09.2022

1 Subordinate Staff Rs.5/- Rs.25/-

2 Clerical Staff Rs.10/- Rs.50/-
3 Supervising Staff Rs.20/- Rs.100/-

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 Ordinarily it will not be necessary for the rooms earmarked for a particular
category. Room be allotted to any employee belonging to another category. If,
however, in special circumstances a room earmarked for the Supervising Staff
or the Clerical/Cash Department Staff is allowed to be used by a member of the
non-supervising staff or Subordinate Staff respectively, such use may be
permitted in exceptional cases subject to payment of a higher rental charge
which is payable by the category of staff for the room earmarked for it.
Each day will be deemed to commence at 10.00 A.M. and a part of a day after
the first day will be considered as a full day. The above rates will cover rental
on account of furnished accommodation, hire for use of crockery and cooking
utensils, electricity and water consumption etc.

C. Eligibility for Stay at Holiday Home:

As per revised guidelines following person(s) will be eligible to stay in the Bank’s
Holiday Home:
Serving Employee & Dependents as per HRMS
employees Father, Mother, Son(s) & Daughter(s)
Retired Retired employee & Dependents as per HRMS
employees Father, Mother, Son(s) & Daughter(s)

D. Maximum duration of stay:

Booking will be automatically confirmed (subject to availability) for a maximum

period of 4 days in one instance. In case of a longer period stay (beyond 4 days in
an instance) the approval will be accorded by the CWC. In such cases double rent
will be charged for the period beyond 4 days. Further, a total of 20 room days will
be allowed to any employee retired/ serving in a Financial Year.

E. Charges and Penalty for Cancellation of bookings:

The booking of Holiday Homes will open 120 days in advance from the date of
effective occupancy. No show by the employees, i.e., who neither cancel their
booking nor turn up on the effective date of occupancy, at the Holiday Home is one
of the major issues.

This leads to non-availability of rooms to other aspirants, and the rooms also go
unoccupied. This causes resentment among the employees to whom the Holiday
Home could not be allotted and gives rise to grievances. To disincentivize these
events, following charges will be levied on the employees (both retired and serving)
in respect of Holiday Homes:

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 Cancelled before 15 days of the proposed date of occupancy - NIL
(Booking charges to be refunded)
Cancelled less than 15 days of the proposed date of occupancy - NIL
(Booking charges not to be refunded)
Cancelled 1 day before proposed date of occupancy - Rs. 200/-
(Booking charges not to be refunded)
Cancellation on the day or No show on proposed day of occupancy - Rs. 500/-
(Booking charges not to be refunded)

F. Revised terms and conditions for Online Booking are as under:

➢ The required fields will have to be inputted in HRMS only, no need for filling any
form and sending.
➢ Booking charges will be recovered upfront by debiting the salary/ pension account
mentioned in HRMS. An OTP will be delivered on the mobile number mentioned
in HRMS and e-mail, which once inputted, will authorise the debit of account.
➢ Without submission of OTP (payment of booking charges), the booking of room
will not be completed.
➢ After deduction of charges, an Auto generated mail on registered e-mail will be
sent to the employee, confirming the booking.
➢ The upfront booking charges debited will be refunded if the booking is cancelled
before 15 days of the proposed date of occupancy.
➢ Please note, under any circumstances, booking charges will not be refunded if the
booking is cancelled with less than 15 days of the proposed date of occupancy.
➢ The booking page of HRMS also include undertaking/ authorisation to debit the
account of the employee in case of No Show on the date of booking.
➢ The penalty, in case of a No Show will be recovered by CWC. The amount
recovered should be credited to ‘Holiday-cum-Convalescent Home’ of the Circle.
Proper record of the same will be maintained for verification and audit purpose.

G. Premises of the Holiday Homes:

New Holiday Homes will invariably be opened in reputed Hotels under Tie-up
arrangement with the Bank with all maintenance to be the responsibility of the
Hotel Management. Hence, Bank and its employees will not be engaged in the
maintenance and running of the Holiday Homes. Circles are directed to check
the feasibility of shifting the existing Holiday Homes, which are in rented
premises, to a Hotel of repute under Tieup arrangement on expiry of current
contract period.

H. Supervision Committee:

A Committee under DGM (IR) for effective supervision and overview of the
Holiday Homes across the country has been constituted. The job and

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 responsibilities of the Committee is mentioned below. The proposed composition
of the Committee in 17 Circles will be as under:
1) DGM (IR), Corporate Centre
2) AGM (IR), Corporate Centre
3) CM (IR), of the respective Circle
4) Manager (Welfare), of the respective Circle.

Role of Supervision Committee:

➢ Surprise inspection/verification to ensure that rooms are allotted in accordance

with the Bank’s extant instructions and undue refusal is not done.
➢ Scrutinization of the records.
➢ Ensure Online Booking Facility of the Holiday Home, across the country.
➢ Ensure proper upkeep of the Holiday Homes.
This Committee will submit the regular reports to DGM & CDO of the Circle and
CGM (HR) at Corporate Centre.
Further, few Holiday Homes may be audited by auditors/ our officers on sample
basis in a surprise manner.

13.5.3 Allotment

Members who are desirous of availing the Holiday Home facility are required
to apply in the prescribed application form (Annexure III) in duplicate, through
the Local Implementation Committee except which no application shall be
entertained. The facility will be extended strictly on “First Come First Serve”
basis. The employees should apply for reservation of Holiday Home
accompanied by a Demand Draft favouring “State Bank of India Holiday-cum
Convalescent Home, (name of Centre)” at the rate as specified above.
It should be ensured that the applications for reservation at the Holiday
Homes be forwarded through the President, Local Implementation Committee/
Controlling Authority duly recommended as indicated in the prescribed
application form.

13.5.4 Supervision and control

The Holiday-cum-Convalescent Homes will be under the charge of a caretaker,

if any, posted thereat and under the supervision of the Branch Manager of the
nearest branch. The Branch Manager will inspect the Home periodically at
least once a month with a view to ensuring that the Home is being properly
maintained and due care is being taken on the Bank’s property.

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 13.5.5 Occupation Register
A register should be maintained at each Home wherein each visitor will enter
the date and time of his arrival and departure thereat at the appropriate time
under his signature.
13.5.6 Rule of Conduct and Behavior
Among the rules and instructions to be exhibited at each Holiday-cum
Convalescent Home should be the following:

• Gambling of all kinds is strictly prohibited.

• The main gate of the premises will be closed at 12 midnight and members shall
not ordinarily be allowed to enter the Holiday-cum-Convalescent Home after
that.
• Singing, dancing and playing a transistor and/or radio in loud tone causing
disturbance to other occupants are strictly prohibited.
• The cottage/room in the Holiday-cum-Convalescent Home and/or part thereof,
allotted to any member of the staff must be kept neat and clean. The occupants
should maintain full decorum throughout their stay in the Holiday-cum
Convalescent Home.
• The employee shall strictly observe the rule and instructions that are exhibited
at the Holiday-cum-Convalescent Home.
• The Welfare Committee will have powers to amend these rules and to frame
byelaws for individual Holiday-cum-Convalescent Homes as and when
necessary, depending upon the conditions at particular places.

13.5.10 Duties of Caretaker/Attendant appointed at the Holiday-cum-

Convalescent Home
In addition to any other duties entrusted to him by the Controlling Authorities
from time-to-time, the Caretaker/Attendant will perform the following duties:-
• The Caretaker/Attendant posted at the Holiday Home shall be responsible for
the proper maintenance of the property and shall keep it neat, clean and
habitable.
• He shall allow the Bank’s employees and their families after proper
identification to stay at the Holiday Home on receipt of the letter of authority
(Reservation Slip) for use of the room(s) issued by the President/Secretary,
Circle Welfare Committee or by any Authority appointed by the President,
Circle Welfare Committee.
• In the event of any employee approaching directly to the Caretaker/Attendant
without proper Letter of Authority from Circle Welfare Committee, the
Caretaker/ Attendant may exercise his discretion and accede to the request
after satisfying himself about the bonafide of the person or by reference to
identify card issued by the Bank seeking accommodation at the Holiday Home.
He should however, obtain an application in writing from such member of the

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 staff together with the rental charges applicable as per his designation and the
allotment of accommodation to such member of the staff should be made on the
express condition that the room shall be vacated by him/her without hesitation
in case any other employee who has been allotted the said room by the
President/ Secretary, Circle Welfare Committee presents the required Letter
of Authority.
• The Caretaker/Attendant shall maintain a register at the Home and record the
particulars of damages and entries should be jointly signed by the employee
concerned and the Caretaker/ Attendant. He should either recover the cost
from the employees or get the same replaced. The Caretaker/Attendant shall
advise the President/Secretary, Circle Welfare Committee of the
damages/breakage done by the employees in order to facilitate the recovery of
the cost from such employees, if it has not been recovered on the spot.
• The caretaker/Attendant shall maintain the register at the Holiday Home
wherein each visitor will enter the date and time of arrival and departure at
the appropriate time under his signature.
• The Caretaker/Attendant shall see to it that the rules of conduct and behavior
framed by the Bank are strictly adhered to by the employees visiting the
Holiday Home and shall display the same prominently in each room for
information of the occupants.
• The Caretaker/Attendant should, as far as possible, extend maximum
cooperation to the visitor of the Holiday Home and should conduct himself in a
proper way. In the event of any untoward incident involving the breach of the
rules of conduct and behavior, he should immediately send report to the
Controlling Branch, who will forward the same to the Assistant General
Manager (HR) with his comments for taking suitable action in the matter. A
copy of the report should also be sent to the President/Secretary of the Circle
Welfare Committee.

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 Annexure -HH
APPLICATION FORM
FOR BOOKING OF THE HOLIDAY HOME

The President,
Circle Welfare Committee,
State Bank of India,
Local Head Office, ____________________.
Dear Sir,
Please arrange to allot me ____ room(s) in the Bank’s Holiday Home located at
______________________ for a period of ____ days, from …………….to ………….
Name in full: __________________________________________________
Designation: ___________________________ PFI: ___________________
Deptt. /Branch: ___________________ Serving / Retired
Mobile Tel.No. : ___________________ Account No. : ___________________
(only Salary/pension account to be given)

Number of Room days for which facility already availed in this FY: ____________

i) The rules have been read by me or have been read to me.

ii) I shall abide by the rules and byelaws.
iii) If the booking is confirmed, I authorize Bank to debit my account number
mentioned above with the booking charges for the requested period.
iii) Further, I also authorize Bank to recover charges on account of No Show Instance
or cancellation as per extant guidelines from my above mentioned account.
iv) Name and details of the occupants and relationship with me is mentioned overleaf.

(Signature of the employee) Date:

Forwarded for consideration of Circle Welfare Committee, _____________________Circle.

I confirmed that the booking charges have been recovered by me.

SECRETARY PRESIDENT
Local Implementation Committee, S.B.I., _________________________ Circle

Details of the occupants and relationship with me

Sl. NO Name Relationship Age

1
2
3
4

Signature of the employee) Date:

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 Annexure – HH-SOP
STANDARD OPERATING PROCEDURE

1. Any employee serving/retired needs to download the Booking Application Form

from SBI Times or the respective site of the Circle.
2. The following persons will be eligible to stay in the Bank’s Holiday Home:
➢ For serving employees : Spouse/ Son / Daughter/ Dependants
➢ For retired employees : Spouse and Dependants, if any
3. Duly filled form to be submitted to The President, Circle Welfare Committee of
the respective Circle.
➢ Immediately on receipt of the application for booking of Holiday Home, it will be
serially numbered, and entry will be done in the related register.
➢ The booking should be confirmed or declined with 2 working days of receipt of
the application.
➢ Proper record of application received, confirmed allotment and serial of the
waitlisted should be maintained. The same has to be verified periodically by the
Committee members.
4. Account number to be mentioned should be salary or pension account only.
5. Subject to the availability of the requested rooms as per the application, CWC
will debit the salary/pension account and credit ‘Holiday Home Maintenance A/c’
maintained in the Circle for this purpose.
6. Only after debiting the Booking amount a confirmation will be sent to the
employee.
7. Under no circumstances the booking amount will be refunded.
8. In case of Cancellation or No Show, the CWC will be responsible for deduction of
applicable penalty. A proper record will be maintained, and it will be subjected
to audit and inspection by the Holiday Home Committee.
9. Holiday Home records, including accounts should be duly scrutinized by CM (IR)
on Quarterly Basis and verified by AGM(HR) and DGM & CDO of the circle on
Half-yearly basis.
10. Booking will be allowed for a maximum period of 4 days in one instance. In case
of the stay for longer period is allowed in special case, the rent to be charged,
would be double.
11. Penalty for No Show will be applicable in all instances with no exceptions.
12. A total of 20 room days will be allowed to any employee retired/ serving in a
Financial Year. For instance, if an employee books 2 rooms for 2 days, then it
will count to 4 room days.

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13.6 INCENTIVE SCHEME FOR MERITORIOUS CHILDREN OF
STAFF PURSUING PROFESSIONAL COURSES AT ELITE
INSTITUTES IN INDIA
An incentive scheme for meritorious children of staff pursuing professional
courses at elite institutes in India was approved by the Central Board of the
Bank. Full details of the scheme and related operating guidelines are as under.

I OBJECTIVE OF THE SCHEME

The objective of the scheme is to incentivise outstanding and brilliant

dependent children of all categories of permanent members of the staff in the
Bank by part-financing their expenditure incurred in acquiring professional
qualifications from elite Indian institutes and to build a long-lasting
relationship with these would-be top professionals and executives of prominent
business houses/corporates/MNCs/ institutes/organisations.

The scheme is operative from the academic session 2010-11 and shall cover the
dependent children of all categories of our permanent staff members, who are
already pursuing the courses at present and also those who may be getting
admission now and onwards. The incentive shall be payable from the financial
year 2010-2011 after successful completion of 1st half yearly semester and
onwards.

II. APPROVED COURSES AND THEIR DURATION

(Updated List as per Circular No.-CDO/P&HRD-IR/33/2021 – 22 dated 13.07.2021)
Stream Revised Courses Covered Duration of
Revised Courses
Engineering B.E./ B.Tech./ B. Des. (Any discipline) 4 years
M. Tech./ M.E. (Any discipline) 2 years
M.Sc./M. Tech. (Integrated/Dual Degree) 5 years
(All Colleges/Institutes in List I)
Management MBA/PGDM/PGPM or equivalent (any Up to 2 years
discipline)
BBA/ BMS/ BBM (only at XLRI, Upto 3 years
Jamshedpur & NMIMS, Mumbai) (New)
(All Colleges/Institutes in List II)
Medical M.B.B.S. Upto 5 years
M.D./M.S. Upto 3 years
(All Colleges/Institutes in List III)
Law B.A. LLB/B.Sc. LLB, etc. 5 years
(Integrated Law Courses from all
Colleges/Institutes in List IV)
Fashion B.Des./B.F Tech 4 years
Design M.Des./M.FM./M.F.Tech 2 years
(All Colleges/Institutes in List V)

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 Dental B.D.S. Upto 5 years
M.D.S. Upto 3 years
(Dental Colleges/Institutes in List VI)
Pharmacy B. Pharma 4 years
M. Pharma 2 years
(All Colleges/Institutes in List VII)
Architecture B. Arch. 5 years
M. Arch. 2 years
(All Colleges/Institutes in List VIII)

III. INSTITUTES:
The Name prestigious institutes are identified for award of incentives to
dependent children of our staff. The scheme has been reviewed by a Committee
at Corporate Centre. Based on its recommendations, it has been decided to
include Indian School of Business, Mohali, in the existing list of approved
Colleges/ Institutes. It has also been decided to include Bachelor of Business
Administration (B.B.A. & its equivalent courses B.B.M & B.M.S.) offered by
XLRI, Jamshedpur and Narsee Monjee Institute of Management Studies,
Mumbai, in the list of approved courses. The revised and updated list of the
Colleges/Institutes and the streams/courses covered under the scheme is
attached as Annexure-A

The newly added Institute & courses will be considered for payment of
incentive under the scheme from the academic year 2020-21 onwards. The
employees whose wards are already studying in these newly added Institute
and enrolled for the newly added courses can also apply for incentive under the
scheme from the academic year 2020-21 for the remaining period of study.

(e-Cir No. CDO/P&HRD-IR/33/2021 – 22 dated 13.07.2021)

3. The other terms and conditions for eligibility of dependent children of staff
members for the incentive are as under:
i) Only candidates joining regular full-time courses leading to any of the above-
noted graduation/post-graduation degrees/PGDM in these streams shall be
eligible.
(ii) No course other than the above-specified courses shall be covered.
(iii) Students pursuing part-time or correspondence courses will not be eligible.
(iv) Eligible children of our staff members shall be eligible for the incentive for
only one of the courses at the identified institutes during their entire career.
Save as otherwise provided in the scheme, no student shall be given the
incentive for more than five years during his entire career. Candidates joining
M.Sc./M.Tech/M.E./M.D./M.S. course after passing B.E./ B.Tech./ MBBS
course will be covered under the scheme only if they have not availed
incentives under the scheme at graduation level.

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 (v) An employee shall be eligible to claim incentive for a maximum of two of his
dependent children. Children will include natural or legally adopted children
(son/daughter) who are dependent on the staff member.
(vi) Executive development programmes or programmes of duration shorter than
the normal full time course will not be covered.
(vii) The incentive shall be granted to the children who qualify for admission to
these institutes based on their all-India entrance tests only and subsequently
on successful completion of each semester till completion of the full course in
the normal course period. Backlog, if any, shall have to be completed in the
next semester or as permitted by the institute.
(viii) Candidates securing admission under State quota (i.e.85%) or any quota
based on State level tests other than All-India test/quota (like AIEEE, CAT,
JEE, CBSE-PMT) will not be eligible under the scheme. The admission,
however, may be based on test conducted by an institute of its own, but the
test should be open to all candidates across the country and admission made
on all-India merit.
(ix) Candidates getting admitted by way of nomination or under discretionary
quota of any State/Central Govt./other authority shall not be eligible for the
incentive.
(x) The scheme shall be operative from the academic session 2010-11 and shall
cover the dependent children of all categories of our permanent staff members
already pursuing the courses at present and also those getting admission
during 2010-11 and onwards. The incentive shall be payable from the
financial year 2010-2011 after successful completion of 1st half yearly
semester and onwards. Accordingly, it has been decided to call for
applications (Annexure B) from the eligible candidates/employees.
Accordingly, please arrange to obtain the applications and submit the
required particulars on the specified format (Annexure D) in hard copy as
well as soft copy through email to dgm.ir@sbi.co.in for our necessary action.
A copy of each application recommended by the Circle should also be
submitted to us along with the statement marked as Annexure D. However,
all other enclosures should be retained and kept for record at LHO for future
reference. The Circles are requested to submit the statement along with the
drafts received from the applicants as their contribution to the Trust to this
office. A similar statement with required particulars may be submitted at the
time of submission of recommendations for payment of further instalments at
appropriate time.
(xi) The scheme shall be reviewed after one year keeping in view the experience
gained. The scheme may also be applicable to new institutes/courses, if any,
identified subsequently, at the sole discretion of the Bank.
(xii) The candidates eligible for incentive under this scheme will continue to be
eligible to receive the other scholarship under Bank’s existing scheme/s
concurrently.

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 (xiii) In case of a student who is already getting the incentive and whose parent
resigns or ceases to be employee of the Bank on any account other than on
superannuation/voluntary retirement on attaining pensionable
service/death, the payment of incentive shall stand terminated on such
cessation of service. However, no recovery shall be made for the incentive
disbursed in the past.

IV QUANTUM OF INCENTIVE
An annual incentive of Rs.50,000/- will be disbursed to each of the eligible
students. The amount of Rs.50,000/- shall be disbursed each year in two
instalments of Rs.25,000/- each after the successful completion of first semester
i.e. after 6 months and thereafter at the successful completion subsequent half
yearly semester.

Female Student
(Circular No.: CDO/P&HRD-IR/112/2021 – 22 dated 08.03.2022)
With a view to give a boost to female higher education and in line with the
initiatives for Women Empowerment, it has been decided to revise the amount
of incentive, which is presently Rs.25,000/- per semester for all students, to
Rs.35,000/-per semester for the girl students, as a token of encouragement to
the girl students. The changes will be effective from the academic year 2021-
22 onwards (i.e. applications to be submitted henceforth), and not for previous
years.

V. SOURCE OF FUNDS
The corpus of the Fund shall consist of the initial amount settled by the Settlor
in the Trust and contributions made to the corpus thereafter by the Bank, if
any as well as lumpsum contribution made to the Trust by eligible employee.
The corpus of fund shall be invested in government securities/Bank's fixed
deposits etc. and the income generated out of the corpus shall be used
exclusively for disbursement of the incentives.

VI. PROCEDURE FOR CLAIMS:

The employee along with the eligible child, shall be required to apply along
with a contribution of Rs.500/- towards the corpus by means of Bank Draft
payable at Mumbai for the incentive within 1 months from the date of
declaration of semester results along with the following documents:
(a) Application on prescribed format.
(b) Attested copy of marks sheet for qualifying examination (e.g. +2 for MBBS).
(c) Attested copy of grading sheet/mark sheet of last semester.
(d) Result card giving All-India rank in the competitive tests based on which
admission is secured.
(e) A certificate from the institute confirming that the candidate has been
admitted for the course (Annexure H) based on his ranking in the all-India

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 competitive test under open all-India seats and not under any other quota
like nomination/provincial/State quota (85%) etc.
(f) A joint affidavit from the employee and the ward that the admission has been
secured on the basis of ranking in the all-India test against the open quota
(like 15% CBSE) and that the benefit of this incentive has not been obtained
earlier for any other eligible courses (Annexure I, J and K- whichever is
applicable).
(g) The selected wards of the employee/employee will submit the attested copy
of grading sheet/mark sheet for subsequent instalments within 1 months
from the date of declaration of semester results along with a simple
application to respective Circle/ Corporate Centre where he/she has
submitted initial application during entire period of course undertaken by
him/her irrespective of change of place of posting of parent(s).
(h) As the number of candidates and approximate amount required for
distribution of incentives is not known beforehand, it has been decided to
distribute the incentives only on merit basis giving preference to
Engineering and Management courses.
i. Application form for new student Annexure B
ii. Application form for subsequent instalment Annexure C
iii. Statement for submission of recommendations Annexure D
iv. Specimen copy of letter to student on selection Annexure E
(Admitted in 2010-11 and onwards)
v. Specimen copy of letter to student on selection Annexure F
(Admitted before 2010-11)
vi. Specimen copy of letter to student on Annexure G
completion of the course
vii. Specimen certificate from College/Institute Annexure H
viii. Specimen copy of joint affidavit Annexure I-1
OR OR
Specimen copy of Individual affidavit by Annexures
Employee and ward I-2A & I-2B
ix. Specimen copy of affidavit - by employee, in Annexure J
case of ward is minor
x. Specimen copy of affidavit - by ward on Annexure K
attaining majority

VII SUBMISSION OF APPLICATION

The applications received from employees should be submitted by the

Branch/ office/departmental head to the following offices:

i) Employees working in Corporate Centre and its establishment located at

Mumbai/ Navi Mumbai including those employees who are on deputation to

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 our subsidiaries/ other organisation and posted at Mumbai/ Navi Mumbai.

The Asstt General Manager (OAD)

State Bank of India
2nd Floor, State Bank Bhawan Madam Cama Road
Mumbai 400 021

ii) Employees working in Circles including those working in Corporate Centre,

its establishments and who are on deputation to our subsidiaries/ other
organisations located within the geographical area of operation of the
respective Circle. (Excepting those in (i) above) The Asstt General Manager,
(HR), State Bank of India, Local Head Office

VIII OPERATIONAL GUIDELINES

i) The AGM (HR) at the respective LHOs is the nodal officer for the
administration of the scheme for employees working within the Circle and
central office establishments located within the geographical area of the
Circle, excepting Corporate Centre establishments at Mumbai/Navi
Mumbai.
ii) The AGM (OAD) posted at State Bank Bhawan is the nodal officer for the
above purpose for employees working in Corporate Centre as well as
employees working in other offices of Corporate Centre and its
establishments located in Mumbai Navi Mumbai.
iii) During first year of operation of the scheme, all applications shall be
examined by the Circle Development Officer (CirDO) in respect of
applications received at LHOs who will satisfy himself that the candidates
fulfil the criteria and are eligible in all respects.
iv) In respect of applications received at OAD, Corporate Centre, Mumbai,
during first year of operation of the scheme, all such applications shall be
examined by Deputy General Manager (IR) who will satisfy himself that
the candidates fulfil the criteria and are eligible in all respect.
v) During the subsequent years, application from only fresh candidates will
be examined by the CirDO/DGM(IR) and applications received for
subsequent instalments shall be examined by Asstt General Manager
(HR)/Asstt General Manager (OAD as the case may be).
vi) A list of eligible candidates along with other details duly signed by
respective CirDOs and DGM (IR) will be submitted to the Chief General
Manager (HR), IR department, Corporate Centre, Mumbai for sanction of
incentives keeping in view the number of eligible applications received and
the amount available for distribution of incentive.

vii) The incentive amount shall thereafter be credited to the respective account
number of candidates in due course. The amount of Rs.50,000/- shall be

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 disbursed each year in two instalments of Rs.25,000/- each on the
completion of each half yearly semesters after obtaining a mark
sheet/grading sheet from the applicant concerned to ascertain the
continuity of the course and successful completion of previous semester.
viii) The student/child will have to open an account in his sole name with an SBI
branch of his choice for credit of the proceeds of the incentives and also be
provided free of cost an ATM Card and a pre-printed kit for Internet
Banking facility.

IX ADMINISTRATION OF THE FUND:

For the administration and profitable deployment of the corpus, a Trust

named “Meritorious Children of SBI Staff Benefit Trust” comprising the
following as Trustees has been constituted.

(1) Chairman (2) MD (A&S) (3) Dy. MD & CDO

(4) CGM (HR) (5) DGM (IR)
The Industrial Relations department will act as the nodal point at the
Corporate Centre for this scheme. They will provide secretarial support to the
Trust for the profitable deployment of the corpus and other related decisions
for the smooth administration of the fund. Clarifications/queries raised by the
Circles shall also be attended to by them. Any review of the scheme shall also
be done by them. Details of circular reference available in Manual.

X. To strengthen the candidates’ direct affiliation with the Bank and to secure
their future loyalty, direct communications will be sent by the Bank to each of
the candidates at the beginning and at the completion of the professional
courses by them. After selecting the candidates, a suitably worded letter as
from the CGM of the Circle/CGM(HR) would be addressed to each selected
candidate congratulating on his/her admission to the prestigious institute as
also our decision to have him hand-picked for the very special scheme drafted
for the most meritorious candidates.
Similarly, at the end of his/her professional course, again a suitably worded
letter will be sent to the candidate directly conveying our compliments for his
having successfully completed the course and good wishes for the career ahead,
as also seeking his/her continued patronage of the Bank for all financial
services.

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 Annexure- ‘A’
LIST OF APPROVED COLLEGES/INSTITUTES
LIST-(I)-ENGINEERING

1 IIT Delhi 16 IIT Palakkad 31 NIT, Surathkal, Karnataka

2 IIT, Chennai 17 IIT Tirupati 32 NIT, Warangal, Telangana
3 IIT, Roorkee 18 BITS, Pilani, Goa and 33 MNNIT, Allahabad, UP
Hyderabad
4 IIT, Kharagpur 19 IIT (BHU), Varanasi 34 VNIT, Nagpur,
Maharashtra
5 IIT Kanpur 20 BIT, Mesra, Ranchi 35 NIT, Calicut, Kerala
6 IIT Mumbai 21 DTU, Delhi 36 SVNIT, Surat, Gujarat
7 IIT Guwahati 22 College of Engg, Anna 37 NIT, Silchar, Assam
University, Chennai
8 IIT, Bhubaneswar 23 ISM Dhanbad 38 NIT, Durgapur, West
Bengal
9 IIT, Gandhinagar 24 Thapar Inst. of Engg. & 39 NIT, Hamirpur, HP
Tech., Patiala
10 IIT, Hyderabad 25 MIT, Manipal 40 NIT, Kurukshetra,
Haryana
11 IIT, Indore 26 VIT, Vellore 41 MANIT, Bhopal, MP
12 IIT, Mandi 27 VIT, Chennai Campus 42 MNIT, Jaipur, Rajasthan
(New)
13 IIT, Patna 28 VIT, Bhopal Campus 43 India Institute of Sciences,
(New) Bengaluru (New)
14 IIT, Jodhpur, 29 NIT, Tiruchirappalli,
Rajasthan Tamil Nadu
15 IIT, Ropar 30 NIT, Rourkela, Orissa

LIST-(II)-MANAGEMENT
IIM, Ahmedabad IIM, Ranchi Indian Institute of
1 13 25
Foreign Trade, Delhi
2 IIM, Bangalore 14 IIM, Bodh Gaya 26 MDI, Gurgaon
3 IIM, Calcutta 15 IIM, Amritsar 27 XIM Bhubaneswar
4 IIM, Lucknow 16 IIM, Visakhapatnam 28 IMT, Ghaziabad
5 IIM, Indore 17 IIM, Nagpur 29 IMI, New Delhi
6 IIM, Kozhikode 18 IIM, Jammu 30 SP Jain, Mumbai
7 IIM, Tiruchirappalli 19 IIM, Sambalpur 31 NITIE, Mumbai
IIM, Raipur, IIM, Sirmaur NMIMS, Mumbai
8 20 32
Chhattisgarh
IIM, Udaipur, Indian Institute of Sciences, FMS, New Delhi
9 Rajasthan 21 Bengaluru (New) 33

IIM, Rohtak, Symbiosis Institute of IIT, Delhi, DMS

10 22 34
Haryana Business Management, Pune
IIM, Kashipur, XLRI, Jamshedpur (New)
11 23
Uttarakhand
35 ISB, Hyderabad
IIM, Shillong SJMSOM, IIT, Mumbai
12 24
(RGIIM)

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LIST-(III)-MEDICAL

1 AIIMS, Delhi 17 Grant Medical College, Mumbai

2 AIIMS, Bhopal 18 St. John Medical College, Bangalore
3 AIIMS, Bhubaneswar 19 CSM (KGMU) Medical University, Lucknow
4 AIIMS, Jodhpur 20 Institute of Medical Science, BHU, Varanasi
5 AIIMS, Patna 21 Osmania Medical College, Hyderabad
6 AIIMS, Raipur 22 Medical College, Kolkata
AIIMS, Rishikesh University College of Medical Science &
7 23
Research Centre, Delhi
Maulana Azad Medical College, Sri Ramachandra Medical and Research
8 24
Delhi Institute (SRMC), Chennai
Bangalore Medical College, Jawaharlal Nehru Medical College, Aligarh,
9 25
Bangalore UP
10 JIPMER, Pondicherry 26 CMC, Ludhiana
KEM/Seth G. S. Medical College, R.G Kar Medical College, Kolkata
11 27
Mumbai
12 Madras Medical College, Chennai 28 P.G. Medical Education & Research, Kolkata
Armed Forces Medical College, B.J Medical College & Sasoon Hospital, Pune
13 29
Pune
Christian Medical College, Vellore Amrita Institute of Medical Science &
14 30
Research
Lady Hardinge Medical College, 31 Pandit Bhagwat Dayal Sharma Post
15
N. Delhi Graduate Institute of Medical Sciences,
16 KMC, Manipal & Mangalore Rohtak

LIST-(IV)-LAW

National Law School of India National University of Advanced Legal

1 11
University, Bangalore (NLSIU) Studies, Kochi
NALSAR University of Law, Damodaram Sanjivayya National Law
2 12
Hyderabad University (DSNLU), Visakhapatnam
National Law Institute University, Tamil Nadu National Law School
3 13
Bhopal (NLIU) (TNNLS), Tiruchirappalli
West Bengal National University of Maharashtra National Law University
4 Juridical Sciences, Kolkata 14 (MNLU), Mumbai
(WBNUJS)
National Law University, Jodhpur Maharashtra National Law University
5 15
(MNLU), Nagpur
Hidayatullah National Law National Law University Odisha
6 16
University, Raipur (NLUO), Cuttack
Gujarat National Law University, National University of Study and
7 17
Gandhinagar Research in Law (NUSRL), Ranchi
Dr. Ram Manohar Lohiya National National Law University
8 18
Law University, Lucknow
Rajiv Gandhi National University of National Law University, New Delhi
9 19
Law, Patiala (New)
Chanakya National Law University, Symbiosis Law School, Pune (New)
10 20
Patna

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LIST (V)-FASHION DESIGN

1 NIFT, Bengaluru 4 NIFT, Hyderabad 7 NIFT, Bhopal

2 NIFT, Chennai 5 NIFT, Kolkata 8 NIFT, New Delhi

3 NIFT, Patna 6 NIFT, Gandhinagar 9 NIFT, Navi Mumbai

10 NIFT, Bhubaneswar 11 Northern Indian Institute of Fashion Technology (NIFT),
(New) Mohali (Punjab)

DENTAL PHARMACY ARCHITECTURE

(VI) (VII) (VIII)
1 Maulana Azad Institute 1 Jamia Hamdard, New Delhi 1 IIT, Kharagpur
of Dental Sciences, New (New) (New)
Delhi (New)
2 Faculty of Dental 2 University Institute of 2 IIT, Roorkie (New)
sciences, King George's Pharmaceutical Sciences,
Medical University, Chandigarh (New) 3 NIT, Kozhikode
Lucknow (New) (New)

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 APPLICATION FORM Annexure B
INCENTIVE SCHEME FOR MERITORIOUS CHILDREN OF STAFF PURSUING
PROFESSIONAL COURSES AT ELITE INSTITUTES IN INDIA
(For LHO use only)
Name of Course
Academic Year (Current)
To, Class of Study/Semester (Current)
The DGM & Circle Development Officer, Instalment (First)
State Bank of India Amount payable
Local Head Office Amount eligible for entire course
Joint affidavit
Certificate from College/Institute
Dear Sir, Letter to Branch for waiver of
yearly fee for ATM card

I wish to advise that my son/daughter Mr/Ms___________________________have been admitted

to_________________________________(Name of the Course) in
______________________________(Name of College/institution) through all India entrance test. I
have read the rules and regulations of the scheme
and enclosed herewith a draft for Rs.500/- in favour of “Meritorious Children of SBI Staff Benefit
Trust” drawn on Service Branch, Mumbai as membership fee. I give below the relevant
particulars:

Details of Employee:

PF Index No.
Name of the Employee FIRST NAME MIDDLE NAME SURNAME

E Mail address
Contact No(s) Office No. Mobile No.
Designation
Name of Branch/Office
Category SC/ST/OBC/GEN
Details of Draft: Draft No. date Rs.500/-
Issuing Branch Code No
Drawee Branch: Code No.
Student's Details:
SBI SB A/C No. of the Child
Name of the Branch Code No
Name of the Child Mr/Ms
Date of Birth
E mail address.
Mobile Number
Name of the College/Institute
and postal address

Name of the Course

Year of admission
Presently studying in
Duration of the Course

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Which semester Passed
Grade or % of marks obtained
in the last semester
CGPA or % age of marks till
the last examination passed
Enclosure for new application:
i) Draft for Rs.500/-
ii) Attested copy of Marks sheet for qualification exam (e.g. +2 for MBBS)
iii) Copy of result card giving All India rank in the entrance tests
iv) Certificate from the College/Institute on specified format
v) A joint/single affidavit
vi) Copy of grade sheet/mark sheet of previous semester duly attested by the concerned
college/Institute.
Postal address of the student :

I also certify that the particulars given herein above are correct to the best of my
knowledge and belief and nothing has been concealed by me which would prejudice or
affect my right to apply for incentive in favour of my child. I further certify that incentive
has not been claimed for more than two children in this academic year.

I further undertake to inform the Bank as soon as my child, due to some reasons beyond
his/her control, ceases study, I would be liable to refund the proportionate amount
received by me on account of scholarship/tuition fee.

Yours faithfully,

Signature of the student Signature of the Employee

The particulars given herein above and the signature have been verified by me and
found to be correct.
Branch Manager/ Head of the Dept.

Date....................... STATE BANK OF INDIA

Branch/Office:
Recommended for sanction of incentive of Rs. _____ (Rupees ……………………only)
Assistant General Manager
(HR)/(OAD)
Date........................................................................... State Bank of India
Local Head Office, /Corporate Centre
Recommended Rs. _____________ (Rupees __________________________________ only)

Place : DGM& Circle Development Officer

Date :......................................................................... Local Head Office,

Deputy General Manager (IR)

Corporate Centre, Mumbai

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 Annexure C
APPLICATION FORM FOR SUBSEQUENT INSTALMENT(S) INCENTIVE
SCHEME FOR MERITORIOUS CHILDREN OF STAFF PURSUING
PROFESSIONAL COURSES AT ELITE INSTITUTES IN INDIA

Name of Course
Academic Year (Current)
To, Class of Study/Semester (Current)
The DGM & Circle Development Officer, Instalment (First)
State Bank of India Amount payable
Local Head Office Amount eligible for entire course
Joint affidavit
Certificate from College/Institute
Dear Sir,
My son/daughter Mr/Ms have been picked up by the
Bank and granted incentives under the above scheme. An amount of Rs. ________ has already
been credited to Savings Bank account of my son/daughter. I request you release the instalment
of Rs. ________ to my son/daughter under the provision of the scheme.
Details of Employee:
PF Index No.
Name of the Employee FIRST NAME MIDDLE NAME SURNAME

E Mail address
Contact No(s) Office No. Mobile No.
Designation
Name of Branch/Office
Category SC/ST/OBC/GEN

Student's Details:
SBI SB A/C No. of the Child
Name of the Branch Code No
Name of the Child Mr/Ms
Date of Birth
E mail address.
Mobile Number
Name of the College/Institute and
postal address

Name of the Course

Year of admission
Presently studying in
Duration of the Course
Which semester Passed
Grade or % of marks obtained in
the last semester
CGPA or % age of marks till the
last examination passed
Enclosure for new application:

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 i. Attested copy of Marks sheet/
grading sheet/result
card/certificate from the
college/institute having
passed the last semester
ii. Current year Fee receipt and
or Bona fide Certificate.
Postal address of the student:

I also certify that the particulars given herein above are correct to the best of my knowledge and belief
and nothing has been concealed by me which would prejudice or affect my right to apply for incentive
in favour of my child. I further certify that incentive has not been claimed for more than two children
in this academic year.

Yours faithfully,

Signature of the Student Signature of the employee

The particulars given herein above, and the signature have been verified by me and found to be
correct.

Branch Manager/ Head of the Dept.

STATE BANK OF INDIA
Date .......................... Branch/Office

Recommended for payment of incentive of Rs. (Rupees …………………………………only)

Assistant General Manager (HR)/(OAD)

Date State Bank of India
Local Head Office, /Corporate Centre

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 Annexure E
(To those who admitted in 2010‐11 and onwards)

My dear __________________

INCENTIVE SCHEME FOR MERITORIOUS CHILDREN OF

STAFF PURSUING PROFESSIONAL COURSES AT ELITE
INSTITUTES IN INDIA

I take this opportunity to congratulate you for securing admission in

prestigious institution/College of India like __________________ (Name of
college) to undergo the ____________________ (Name of the course)
through all India selection process.

2. In this context, I have the immense pleasure in advising you that, State
Bank of India has selected you for award of special incentives during the
period of undergoing the above course.

3. While direct credit of monetary incentive to your account maintained

at our Bank shall be effected by concerned department of the Bank, I wish
you all the very best for your successful completion of the said course and
a bright career in times to come.

With love,

Sincerely yours,

( )

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 Annexure F
(To those who admitted before 2010‐11)

To

Shri ______________________

My dear __________________

INCENTIVE SCHEME FOR MERITORIOUS CHILDREN OF STAFF

PURSUING PROFESSIONAL COURSES AT ELITE INSTITUTES IN
INDIA

I am extremely happy to learn that you are undergoing the

______________________________________
(Name of the course) in a prestigious institution/College of India like
___________________ ___ (Name of college/Institute).

2. In this context, I have the immense pleasure in advising you that, state
Bank of India has selected you for award of special incentives during
the period of undergoing the above course from this year onwards till
the completion of the course.

3. While direct credit of monetary incentive to your account maintained at

our Bank shall be effected by concerned department of the Bank, I wish
you all the very best for your successful completion of the said course
and a bright career in times to come.

With love,

Sincerely yours,

( )

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 Annexure G

To
Shri ______________________
(On completion of course)

Dear __________________

INCENTIVE SCHEME FOR MERITORIOUS CHILDREN OF STAFF

PURSUING PROFESSIONAL COURSES AT ELITE INSTITUTES IN
INDIA

I felt very happy on hearing the news of successful completion of your

______________ (Name of the course) from prestigious
institution/College of India like __________________ ( Name of college)

2. In this context, I on behalf of State Bank family and on my personal

behalf, congratulate you for great achievement in your study and
wishing you for a bright career ahead of your life.

3. I take this opportunity to seek your continued patronage for our Bank
for all the financial services required all the way in your life.

Once again, good luck.

Sincerely yours,

( )

To

Shri ______________________

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 Annexure H
________________________________________
(Name and address of college/Institution)

(TO WHOM IT MAY CONCERN)

This is to certify that Mr/Ms

__________________________________________son/daughter of

_____________________________________________________________, a

resident of

_________________________________________________________________

________________ a bona fide student of this college/institute, who was

admitted in the academic year _______________ in

___________________________________________ (Name of the course)

based on his ranking in the all‐India competitive entrance test held

on ____________________ and presently studying in ____________

semester/year. He/ She was not admitted under any other quota like

management/nomination/provincial/state quota (85%)

Date: Principal / Superintendent/

Admission in‐charge

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 Annexure I-1
AFFIDAVIT
We ……………………………………………………….. (name of the employee of
the Bank) aged about…………….years and …………………………….. (name
of the ward of the employee) aged about ………………………. years do hereby
declare and state on solemn affirmation as under:-

(i) Mr./Miss………………………………….. has secured admission for the

following course and in the institution/college mentioned below:-
(a) Name of the course and year :
(b) Name of the educational institution :
(ii) Mr./Miss…………………………………. has secured the admission in the
educational institution mentioned above on the basis of ranking in the All
India test conducted for admission to the above course in the said
educational institution. Mr./Miss…………………………………. has not
secured the admission on basis of any provincial/state quota or by way of
nomination.
(iii) Mr./Miss……………………………………….. will be availing incentive for
pursuing the above course in the institution mentioned above. It is declared
that benefit of the incentive under the Incentive Scheme for Meritorious
Children of the Staff for pursuing professional courses at elite institutions
in India has not been availed earlier by
Mr./Miss…………………………………….for any other eligible course.
(iv) We understand that the incentive is being provided by Meritorious
Children of SBI Staff Benefit Trust on the basis of the contents of this
affidavit and the declarations made herein. If at any point of time the
contents o this affidavit or the declaration are found to be false or untrue
the Trust will be within its right to withdraw/cancel the grant of incentive
to Mr./Miss…………………………………… immediately and we shall be
liable to refund the amount of incentive already paid/disbursed for pursuing
the above course by Mr./Miss…………………………………………………. . In
such event State Bank of India shall be entitled to recover the said amount
from the salary of Shri/Smt. …………………………………………………
(name of the employee) or any of his/her accounts maintained with the Bank.
………………………………….
(Name of the employee)
……………………………………
(Name of the ward)
Deponent
Place : …………….. ……………………….…..
Date : ………………. Signature and Seal of the
Notary Magistrate

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 Annexure I-2A
AFFIDAVIT
I ………………………………………………….. (name of the employee of the Bank) aged
about…………….years do hereby declare and state on solemn affirmation as under:-

(i) My son/daughter Mr./Miss………………………………….. has secured admission for

the following course and in the institution/college mentioned below:-

(a) Name of the course and year :

(b) Name of the educational institution :

(ii) Mr./Miss…………………………………. has secured the admission in the educational

institution mentioned above on the basis of ranking in the All India test conducted for
admission to the above course in the said educational institution.
Mr./Miss………………………………….. has not secured the admission on basis of any
provincial/state quota or by way of nomination.

(iii) Mr./Miss……………………………………….. will be availing incentive for pursuing the

above course in the institution mentioned above. It is declared that benefit of the
incentive under the Incentive Scheme for Meritorious Children of the Staff for pursuing
professional courses at elite institutions in India has not been availed earlier by
Mr./Miss……………………………………..for any other eligible course.

(iv) I understand that the incentive is being provided by Meritorious Children of SBI Staff
Benefit Trust on the basis of the contents of this affidavit and the declarations made
herein. If at any point of time the contents of this affidavit or the declaration are found
to be false or untrue the Trust will be within its right to withdraw/cancel the grant of
incentive to Mr./Miss………………………………………………… immediately and I shall
be liable to refund the amount of incentive already paid/disbursed for pursuing the above
course by Mr./Miss…………………………………………………. . In such event State Bank
of India shall be entitled to recover the said amount from the salary of Shri/Smt.
………………………………………………… (name of the employee) or any of his/her
accounts maintained with the Bank.

………………………………….
(Name of the employee)

Deponent

Place: …………….. ……………………….…..

Date: ………………. Signature and Seal of the
Notary Magistrate

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 Annexure I-2B
AFFIDAVIT
I ……………………………………………………….. (name of the ward/student)
aged about …………….years do hereby declare and state on solemn affirmation
as under:-

(i) I have secured admission for the following course and in the
institution/college mentioned below: -

(a) Name of the course and year:

(b) Name of the educational institution:

(ii) I have secured the admission in the educational institution mentioned above
on the basis of ranking in the All India test conducted for admission to the above
course in the said educational institution. I have not secured the admission on
basis of any provincial/state quota or by way of nomination.

(iii) I have availed incentive from the Meritorious Children of SBI Staff Benefit
Trust for pursuing the above course in the institution mentioned above. It is
declared that benefit of the incentive under the Incentive Scheme for
Meritorious Children of the Staff for pursuing professional courses at elite
institutions in India has not been availed earlier by me for any other eligible
course.

(iv) If at any point of time the contents of this affidavit or the declaration are
found to be false or untrue the Trust will be within its right to withdraw/cancel
the grant of incentive to me immediately and I shall be liable to refund the
amount of incentive already paid/disbursed for pursuing the above course by me.

………………………………….

(Name of the ward/student)

Deponent

Place: …………….. ……………………….…..

Date: ………………. Signature and Seal
of the
Notary Magistrate

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 Annexure J
AFFIDAVIT

I ……………………………………………………….. (name of the employee of

the Bank) aged about……………. years do hereby declare and state on
solemn affirmation as under:-
(i) My son/daughter Mr./Miss………………………………. has secured
admission for the following course and in the institution/college
mentioned below: -
(a) Name of the course and year:
(b) Name of the educational institution:
(ii) Mr./Miss…………………………………. has secured the admission in
the educational institution mentioned above on the basis of ranking in
the All India test conducted for admission to the above course in the
said educational institution. Mr./Miss…………………………………..
has not secured the admission on basis of any provincial/state quota or
by way of nomination.
(iii) Mr./Miss……………………………………….. will be availing incentive
for pursuing the above course in the institution mentioned above. It is
declared that benefit of the incentive under the Incentive Scheme for
Meritorious Children of the Staff for pursuing professional courses at
elite institutions in India has not been availed earlier by
Mr./Miss……………………………………..for any other eligible course.
(iv) I understand that the incentive is being provided by Meritorious
Children of SBI Staff Benefit Trust on the basis of the contents of this
affidavit and the declarations made herein. If at any point of time the
contents of this affidavit or the declaration are found to be false or
untrue the Trust will be within its right to withdraw/cancel the grant
of incentive to Mr./Miss……………………………………………
immediately and I shall be liable to refund the amount of incentive
already paid/disbursed for pursuing the above course by
Mr./Miss…………………………………………………. . In such event
State Bank of India shall be entitled to recover the said amount from

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 the salary of Shri/Smt. …………………………………………………
(name of the employee) or any of his/her accounts maintained with the
Bank.
(v) Mr./Miss…………………………………………………….. is a minor as on
the date of this affidavit. He/She will be attaining the age of majority
on…………. I agree to ensure that Mr./Miss
…………………………………………………. will execute a similar
affidavit in the format as prescribed by the Bank within a period of two
months from the said date (………………………………………) . In the
event I fail to procure the affidavit from Mr./Miss
…………………………. …………………………………….… within a
period of two months from the said date………………………..…… ,
State Bank of India shall be within its right to withdraw/cancel the
grant of incentive to Mr./Miss
…………………………………………….......... immediately and I shall be
liable to refund the amount of incentive already paid/disbursed for
pursuing the above course by
Mr./Miss………………………………………………….. In such event
State Bank of India shall be entitled to recover the said amount from
the salary of Shri/Smt. …………………………………………………
(name of the employee) or any of his/her accounts maintained with the
Bank.

………………………………….
(Name of the employee)
Deponent
Place : …………….. ……………………….…..
Date : ………………. Signature and Seal of the
Notary Magistrate

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 Annexure K
AFFIDAVIT

I ………………………………………………………. (Name of the

ward/student) aged about……………. years do hereby declare and
state on solemn affirmation as under: -
(i) I have secured admission for the following course and in the
institution/college mentioned below: -
(a) Name of the course and year:
(b) Name of the educational institution:
(ii) I have secured the admission in the educational institution mentioned
above on the basis of ranking in the All India test conducted for
admission to the above course in the said educational institution. I have
not secured the admission on basis of any provincial/state quota or by
way of nomination.
(iii) I have availed incentive from the Meritorious Children of SBI Staff
Benefit Trust for pursuing the above course in the institution
mentioned above. It is declared that benefit of the incentive under the
Incentive Scheme for Meritorious Children of the Staff of State Bank of
India for pursuing professional courses at elite institutions in India has
not been availed earlier by me for any other eligible course.
(iv) If at any point of time the contents of this affidavit or the declaration
are found to be false or untrue the Trust will be within its right to
withdraw/cancel the grant of incentive to me immediately and I shall
be liable to refund the amount of incentive already paid/disbursed for
pursuing the above course by me

……………………………………
(Name of the ward/student)
Deponent

Place: …………….. ………………

Date: ………………. Signature and Seal of the
Notary Magistrate

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13.7 ENHANCED REIMBURSEMENT OF MEDICAL EXPENSES FOR
COVID -19
Circular No.: CDO/P&HRD-IR/70/2021 – 22 dated 1.12.2021

Since the outbreak of Covid-19 pandemic, in view of the high medical expenses
involved in Covid-19 treatment, Bank has taken numerous initiatives to
financially support our employees. While these measures have proved to be of
great help to our employees and mitigated their financial stress to a great extent,
there still remains a lot of financial burden on employees.

2. Keeping in view the hardship and financial burden faced by our employees
and to align our Covid-19 medical reimbursement facilities with the prevailing
treatment expenses, the medical reimbursement scheme has been reviewed and
with the approval of CHRC on 27.10.2021, it has been decided as under:

a) An additional charge up to Rs. 5,000/- per day may be allowed over and
above eligible bed charges to cover the various charges levied by the hospitals
for Covid treatment nowadays which is normally not reimbursable.

b) Additional charges up to Rs. 1,500/- per day may also be allowed over and
above the above amount to cover Covid specific consumables, viz. PPE kit, Mask,
Sister cap, Shoe cover, Gloves etc. But all these items are to be included in a
single head as PPE kit.

c) One-time amount of upto Rs.300/- for digital thermometer and upto

Rs.2,000/- for oximeter may be reimbursed for the hospitalisation. For the
employees getting infected by Covid, this would be an additional comfort, as
these two equipments are essential for Covid treatment.

d) Some Award Staff employees have been treated on OPD basis or admitted as
Covid suspect cases on the basis of HRCT only (although RTPCR Test is
negative) by the hospitals. They are being charged at the same rate as per Covid
positive cases and have to incur a substantial amount on their own. These cases
will be considered under Specified Serious Diseases, as an exception, during
Covid times. This will be an extended welfare measure to our employees who
have not been tested RTPCR/RAT/ TrueNat positive as per guidelines.

3. This enhanced reimbursement provision are applicable for the treatment

undertaken w.e.f. from the date of approval i.e. 27.10.2021, and are valid for one
year.

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 Review
e-Cir No. Circular No.: CDO/P&HRD-PM/86/2021 – 22 Dated 13 Jan 2022

The prevailing benefit of Rs. 20,000/- lumpsum amount as Covid support charges
was continued but subsequently, vide e Cir No. Circular No.: CDO/P&HRD-
PM/86/2021 – 22 Dated 13 Jan 2022, it has been decided by the competent
authority that;

i. The facility under “Special Support Scheme 2020” shall be subsumed with
Bank’s existing medical scheme w.e.f. 01/01/2022. Medical claims for treatment
of Covid 19 related expenses will be claimed in usual manner as laid down in
Staff Medical Reimbursement Schemes of the Bank.

ii. The above facility in HRMS for claim under “Special Support Scheme 2020” will
be sunset.

13.8 EMPLOYEE WELFARE AND WORK-LIFE BALANCE

(e-Circular No. CDO/P&HRD-IR/54/2017-18 dated 30.10.2017)

Our Bank had taken a number of transformative initiatives in the past few
years in the area of Human Resources Development. These initiatives are
critical to ensure that our Bank remains in the forefront of banking in India
and our employees are equipped to meet the challenges of tomorrow. Several
initiatives have also been taken to ensure and improve welfare of our
employees.

2. Employee welfare cannot be restricted to mere provision of facilities,

monetary or otherwise, but needs a comprehensive approach. A good and
healthy work environment, mutual respect and empathy in work place, a good
work-life balance etc., are essential to achieve a healthy and happy workforce.
In a large organization like ours, this cannot be achieved without the active
involvement of each and every one of us. Each one of us needs to imbibe certain
qualities in us to make the work place a better one for all of us.

3. Productivity and agility in market place are critical to meet the requirements
of our customers. Productivity has to be achieved by better planning and
organizing, coordination between various departments/persons working in a
unit and leveraging technology wherever possible. Goal orientation, adherence
to timelines and pride in achieving set targets should define our functioning at
all levels. All employees should be punctual and adhere to work place discipline
to project an efficient image of the Bank.

4. Working longer hours or working on holidays should not be the mode

achieving productivity. Employees should also have adequate time to devote

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 to their personal and family needs to remain healthy. While there could be
occasions when some of us are required to work beyond normal duty hours/on
Sundays or holidays, such occasions should be rare. Calling officers for doing
routine work on Sundays or holidays should be avoided by better planning of
work during the workweek. If some offices (like CPCs) are required to be kept
open for the convenience of customers on Sundays or holidays, shift system
should be followed to ensure that no official or employee is required to work on
all days of the week. ATMs should be managed by better planning and use of
CIT agencies. Campaigns should preferably be planned on working days.
However, if any campaigns are required to be held on holidays for better
visibility and effectiveness, the concerned officials should be given a
compensatory off in the immediately following week. At the same time, non-
completion of assigned tasks or lack of decorum in office are totally
unacceptable and to be dealt with accordingly.

5. A healthy and fit workforce make for a healthy and successful organization.
All of us have a responsibility to keep this organization healthy and successful.

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 CHAPTER 14
DEATH OF AN EMPLOYEE WHILE IN SERVICE

1. PROVISION FOR IMMEDIATE SUPPORT TO THE FAMILY- ATOOT

2.A. COMPASSIONATE APPOINTMENT or
2.B. PAYMENT OF EX-GRATIA AND OTHER SUPPORT SCHEME
Circular No Details
CDO/P&HRD-PM/46/2021 - 22 dated Miscellaneous-covid 19 measures death due to covid-19
07.09.2021 disease inclusion of post-covid death cases
CDO/P&HRD-PM/5/2021 – 22 dated Extension of validity period upto 30.09.2021
12.04. 2021
Circular No.: CDO/P&HRD- Revised Format- Revised Scheme For Payment Of Ex-
PM/58/2020 – 21 Dated7 Dec 2020 Gratia And Other Benefits
CDO/P&HRD-PM/33/2020 – 21 dated Revamping the Ex-Gratia Scheme w.e.f 01.04.2020
04.09.2020
CDO/ P&HRD-PM/92/ 2019-20 dated Extend the provisions of the scheme to cover employees
30.03.2020 affected on account of Covid-19 disease
CDO/P&HRD-PM/16/2017–18 dated Ex-Gratia-Removal of penury norms
25.05.2017
CDO/ P&HRDPM/16/2016 – 17 dated Scheme for immediate Release of Part Ex-Gratia
06.05.2016
CDO/P&HRD-PM/65/2014–15 dated Enhancement in Ex-Gratia amount
27.12.2014
CDO/P&HR-PM/75/2013-14 dated Payment of minimum Ex-Gratia amount of 50% of
25.02.2014, eligibility for cases 04.11.2004 to 03.08.2005 also
CDO/ P&HRD/PM/ 06/2012-13 dated Modification: Payment of minimum Ex-Gratia amount of
17.04.2012, 50% of eligibility
CDO/P&HRD-PM/28/2005-06 dated SBI Scheme for Payment of Ex-Gratia Lumpsum Amount
04.08.2005 was approved, w.e.f. 04.8.2005
CDO/P&HRD-PM/ 90/2020-21 dated 16th March 2021, CDO/P&HRD-PM/92/2020-21
dated17th March 2021 and CDO/P&HRD-PM/34/2021 – 22 dated 20th July 2021

14.1 “ATOOT”- PROVISION FOR IMMEDIATE SUPPORT TO THE FAMILY

ON DEATH OF EMPLOYEES WHILE IN SERVICE
(Circular No.: CDO/P&HRD-PM/54/2019 – 20 Date: Wed 13 Nov 2019)

Our Bank has been a pioneer in the HR initiatives setting benchmark for the
Industry on many aspects of HR policies, best practices and employee friendly
measures. In case of sudden demise of our employees, the bereaved family needs
immediate support, financial as well as for taking care of last rites/ funeral which
may also involve transportation of mortal remains of the deceased employee etc.
In the Bank, apart from the Superannuation Benefits (Pension, PF, Gratuity) we
also have provisions for Ex-Gratia (there is provision for providing Rs. 1 Lac ex-
gratia in advance), Compassionate Appointment (if eligible under the scheme),
Cash Compensation (in case of accidental death while on duty) etc. However,
these benefits take time to reach the needy family.

2. Accordingly, to strengthen our long-term relationship with our employees and

to imbibe in them a sense of belongingness, that the Bank is committed to take

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care of our employees and their family members, while they serve it and also after
it, it has been decided to introduce a scheme for immediate support to the family
on death of employees while in service.

I. Objective:
To provide immediate relief to the family of an employee dying in harness.
II. Coverage:
i. The scheme shall be applicable to all regular employees of the Bank,
irrespective of cadre, including employees on mobile duty, deputation,
contractual employees. Suspended employees will also be covered.
ii. It will not include retired employees, retired officers engaged on contract
basis, officers retired under section 19(3), employees of outsourced agencies
etc.
III. Nature of Support:
i. Financial support for Funeral Expenses: Rs. 20,000/- (in cash) to the
Next of Kin (NOK) of the deceased employee.
(By debit to Bank’s Charges A/c)
(Definition of Next of Kin (NOK) for the purpose of this scheme would be
employee's closest living blood relative/s, preferably dependents or the person
who performs last rites, such as spouse, children, parents, brothers, sisters etc.
in that order.)
ii. Support in case death occurs at other places, for transportation of
mortal remains of the deceased employee at Bank’s cost and other
related cost as specified. In eligible cases, mortal remains of the deceased
employee may be transported at Bank’s cost.
The cost ceiling shall be as under:

Cost ceiling **
Nature of support By Air By Road
* (Outside Municipal Limits)
Embalming Cost Rs.15,000/- Rs.15,000/-
Cost of Coffin Rs.10,000/- Nil
Transportation Cost Rs.30,000/- Rs.20,000/-
Travelling expenses May be admissible to one member of the family for the journey
(TA) for Escort performed by air/ steamer/ rail/ road to reach the place of
death to enable him to accompany the mortal remains of the
deceased employee.
* As applicable/ wherever required.
** To be paid on the basis of actual bill/ receipt. It will be exclusive of GST/ taxes,
if any. Bank will bear the taxes/ GST, wherever applicable.

** By air transportation shall be permissible if distance is more than 300 kms.

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 • The above may be reimbursed/ paid to the NOK if expenditure incurred
by them or to the concerned officer if arranged by the Bank.
• The concerned Branch/ Departmental/ Office head will be empowered to
the sanction the total cost as above.
iii. Non-Financial Support:
Bank will extend all possible support to the family of the deceased employee in
the following:

a. If the family members are not stationed locally, arrange for their stay at Bank’s
Guest House/ Holiday Home on priority basis.
b. If necessitated organize to keep the body in mortuary/ Arrange for preservation
of the body till NOK comes.
c. Necessary arrangements for processing and transportation of the body
d. If NOK desires to take the body to a different place (may be the native place of
the deceased or the place where his/her family stays), necessary arrangements
are to be made for processing and transportation of the body.
e. Facilitate in obtaining Death Certificate from registered doctor, inform police,
Postmortem/ Post Mortem Report, Copy of FIR of local police station or detailed
police information note/ Inquest Panchnama/ Spot Panchnama etc. as
applicable,
f. A staff member shall be officially deputed to accompany the body, if required,
who should return only after the funeral.

3. The Standard Operating Procedures (SOP) for various aspects of the scheme,
has been placed as ‘Annexure-AT’.

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 ANNEXURE-AT
SCHEME “ATOOT”:
STANDARD OPERATING PROCEDURES (SOP)

A. Responsibilities:
i. Primarily the Branch/ Office will be responsible for making necessary
arrangements.
ii. Next line of responsibility would lie with the respective HR of Administrative
Office/ Circle.

iii. In case death occurs at a place other than place of posting, the responsibility will
rest with the controllers at both the places, i.e. controller of the employee as well
as the Administrative Office under whose area of operation the place of
occurrence lies.
iv. HR of the Circle in whose jurisdiction the place of death falls shall be responsible
to oversee and monitor the administration of the Scheme and to take necessary
decisions in the matter.
v. At big centers, officers from the Liaison or Security Departments may be
identified as facilitator.
B. Financial support for Funeral Expenses:
i. In case of death of any employee, a representative of the branch/ office where he/
she was posted will meet the family and hand over a specified amount in cash to
the Next of Kin (NOK) of the deceased employee.
ii. As far as possible, this amount is to be handed over before the funeral. Death
Certificate will not be required to release the amount. No receipt will be taken
from the family members. Branch representative handing over the amount will
record the details of Name/ Place/ Date in Bank records for any future reference.
iii. Representatives from the office should attend the funeral.
C. Action points and nature of support in general, applicable in all cases:
I. Stage One - Immediate Response and Communication:
i. Inform Controllers, NOK (Next of Kin) and police authorities (if applicable).
ii. Send Wreath or Flowers on behalf of the Bank, directly to the funeral home or
to the home of the family member, as a tribute to remember and honour the
services rendered by the employee.
iii. Enter into the system/ HRMS portal.
iv. A letter of condolence, signed by the head of the office where the deceased
employee was posted, to be sent to the spouse/ parents of the deceased employee,
within 48 hours of death/ information to Branch/ Office.
II. Stage Two - Handling Arrangements:

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 The office responsible will extend all possible support to the family of the deceased
employee in the following:

i. If the family members are not stationed locally, arrange for their stay at Bank’s
Guest House/ Holiday Home on priority basis.
ii. If necessitated organize to keep the body in mortuary/ Arrange for preservation of
the body till NOK comes.
iii. Necessary arrangements for processing and transportation of the body iv. If NOK
desires to take the body to a different place (may be the native place of the
deceased or the place where his/her family stays), necessary arrangements are to
be made for processing and transportation of the body.
iv. A staff member may be officially deputed to accompany the body, if required, who
should return only after the funeral.
v. Facilitate in obtaining Death Certificate from registered doctor, Post Mortem /
Post Mortem Report, Copy of FIR of local police station or detailed police
information note/ Inquest Panchnama etc.
III. Stage Three - After the Funeral / Follow Up:
i. After the funeral, say within 15 days, the Bank representative will visit the
family, express condolence and brief them about the various provisions/
assistances provided by the Bank to the family of the deceased employee. The
Bank representative will get all related documents executed from the dependent
family members.
ii. Details should be explained with regard to process involved, applicable formats,
required formalities and related aspects such as Superannuation Benefits, Leave
Encashment, Ex-Gratia/ Compassionate Appointment, Claim of Insurance
(Sampoorn Suraksha, Group life insurance policy), Other facilities/ perquisites
such as retention of Furniture & Fixtures, other Assets (Mobile handset, i-Pad,
Laptop), retention of accommodation, retention of Car etc.
IV. Other Considerations:
i. Notify customers/ clients with direct relationship and reassign work as
appropriate
ii. Follow normal termination checklist to ensure all personal belongings at
workplace are returned to the family members, and necessary action are run for
deactivating all the login credentials of the deceased employee and flag are
marked in system at required places.
iii. Keep in touch with family as appropriate.

------------------***-------------------

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14.2 SBI SCHEME FOR APPOINTMENT ON COMPASSIONATE GROUNDS

BACKGROUND

The Banking Division, Government of India, on 12.9.1978 had advised a scheme

for appointment of dependents of deceased employees on compassionate grounds
to be uniformly implemented by Public Sector Banks. The Scheme was
introduced in our Bank with effect from the 1st January, 1979. Later, GOI
advised that all Public Sector Banks can have both the options i.e.
compassionate appointment or payment of lumpsum ex-gratia amount.
Accordingly, the Bank has decided to continue the scheme for compassionate
appointment in exceptional circumstances with certain modification in terms
and conditions. The whole object of granting compassionate employment in such
exceptional cases is to enable the family to tide over the sudden crisis due to
death of bread winner.
There have been modifications in the Scheme from time-to time in line
with GOI directives. In August, 1996, the Government of India had advised all
the public sector banks to keep in mind the principles laid down by the Supreme
Court of India in the landmark judgement concerning Umesh Kumar Nagpal vs.
State of Haryana and others {JT 1994(3) SC 525} while deciding compassionate
appointments in the banks. The Supreme Court, in its judgement in Shri U.K.
Nagpal vs. State of Haryana and others case laid down “The whole object of
granting compassionate employment is thus to enable the family to tide over the
sudden crisis. The object is not to give a member of such family a post much less
a post for post held by the deceased….” The relief envisaged could be of a nature
which would provide the distressed family immediate succor and financial
assistance to recover from the unexpected deprivation of the income of the sole
breadwinner of the family.
Notwithstanding the objective of the Scheme, over a period of time, Bank has
been facing several difficulties in administering the Scheme, viz:

a. Building up of excess manpower due to appointments on compassionate grounds

in supernumerary positions.
b. Compulsion to appoint dependents despite their not possessing the competency
required for the job in the emerging competitive and technological environment
when business models and strategies are undergoing constant change.
c. Litigations for employment by the dependents, even when their requests were
turned down on the grounds of family not facing the penurious conditions.
d. Practical difficulties in determining indigent condition of the family of the
deceased employee.

To overcome these problems being faced by the Bank as well as bereaved

families, the Government in July, 2004, had advised that banks may formulate
their own schemes for payment of monetary assistance in lieu of appointment

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 on compassionate grounds based on the model scheme. Accordingly, “SBI
Scheme for Payment of Ex-Gratia Lumpsum Amount” incorporating some
modifications in the model scheme of IBA was formulated, which was approved
by the ECCB in August, 2005.

Later, in July 2007, the Indian Banks’ Association advised modifications to the
existing scheme for payment of ex-gratia lumpsum amount, providing for
compassionate appointment in exceptional cases, where an employee-

i. dies while performing his official duty as a result of violence, terrorism, robbery
or dacoity; or
ii. dies within five years of his first appointment or before he reaches the age of 30
years, whichever is later, leaving a dependent spouse and/or minor children.

Keeping this in perspective and with a view to bring about a balance between
the business objectives and their social obligations towards the families of
employees dying in harness, it was proposed that while the existing ex-gratia
scheme in lieu of compassionate appointment would continue, appointment on
compassionate grounds in certain cases may be considered subject to some the
terms & conditions.

The dependents of the deceased employee can exercise option to choose

between “Revised Scheme for Compassionate Appointment” or
“Scheme for payment of Ex-gratia in lieu of Compassionate
Appointment” at their choice subject to fulfilling the prescribed
eligibility criteria.

(e-Cir No.: CDO/P&HRD-PM/90/2020 – 21 Date: Tue 16 Mar 2021

The Central Board in its meeting held on 24th February, 2021 has approved the
“Revised Scheme for Compassionate Appointment”. The scheme will be
applicable to a dependent family member of confirmed regular permanent
employee of State Bank of India, who;
(i) dies while in service (including death by suicide) or
(ii) is retired on medical grounds due to incapacitation before reaching the
age of 55 years.
(Incapacitation is to be certified by a duly appointed Medical Board in a
Government Medical College/Government District Head Quarters Hospitals/
Panel of Doctors nominated by the Bank for the purpose).

The “Revised Scheme for Compassionate Appointment” will be effective

from 24.02.2021. However, the scheme will also cover the death due to
COVID-19 with retrospective effect from 24.03.2020 (i.e. the date of
announcement of first nationwide lockdown) and the benefit of

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 retrospective implementation will be extended only to the dependents
of employees who expired due to COVID-19.

During this period, the dependent family members of some of the deceased
employees who died due to COVID-19, on or after 24.03.2020 have received Ex-
gratia under “Scheme for payment of Ex-gratia in lieu of Compassionate
Appointment”. In such cases, the dependent family member, if opts for the
“Revised Scheme for Compassionate Appointment”, will have to refund the entire
amount so received under “Scheme for payment of Ex-gratia in lieu of
Compassionate Appointment”, subject to his / her application for appointment is
approved under the “Revised Scheme for Compassionate Appointment”.

3. In case an application for compassionate appointment is rejected under the

“Revised Scheme for Compassionate Appointment”, the same may be considered
under the “Scheme for payment of Ex-gratia in lieu of Compassionate
Appointment”.

4. Application for employment under the scheme in respect of eligible cases of death
shall be obtained by the branch/office where the deceased employee had last
worked. The concerned branch/office shall immediately contact the family of the
deceased employee and provide them prescribed applications and complete all
necessary formalities in this regard.

Annexure-I

REVISED SCHEME FOR COMPASSIONATE APPOINTMENT IN

STATE BANK OF INDIA

1. NAME: “Revised Scheme for Compassionate Appointment in State Bank of

India”
2. OBJECTIVE FOR THE REVISED SCHEME -2021
At present we have a Scheme for Compassionate Appointment in exceptional
cases for dependents of deceased employees and also a scheme for payment of
Ex-gratia in lieu of compassionate appointment in the Bank. In this connection,
a need has been felt to enlarge the scope of the scheme for compassionate
appointment to support the dependents of the deceased employees to tide over
the sudden crisis due to death / premature retirement of the sole bread earner
of the family. Accordingly, this “Revised Scheme for Compassionate
Appointment in State Bank of India” is proposed to be introduced in the
Bank.

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3. DEFINITIONS:
Unless the context otherwise requires in the Scheme,

i. ‘‘Bank” means- The State Bank of India

ii. “Board” means-Board of Directors or the Executive Committee of the Board of
Directors of SBI.
iii. “Chairman” means The Chairman of the State Bank of India.
iv. “Managing Directors” of the Bank means- the Managing Directors of the State
Bank of India.
v. “Deputy Managing Director and Corporate Development Officer” means an
officer of State Bank of India in Top Executive Grade designated as such and /
or who is in-charge of Personnel & HR functions and/or any other functions at
Corporate Centre of the Bank and may include any officer of the Bank who is
officiating or acting as such irrespective of officer’s designation/grade.

vi. “Chief General Manager (HR)” means an officer of the State Bank of India in
Top Executive Grade designated as such and/or who is in charge of Personnel
and HR functions and/or any other functions at Corporate Centre of the Bank
and may include an officer of the Bank who is officiating /acting as such
irrespective of officer’s designation/grade.

vii. “Chief General Manager” means an officer of State Bank of India in Top
Executive Grade designated as such and /or who is in-charge of Bank’s Local
Head Office and is controlling Bank’s Head Office and is controlling Bank’s
business and other operations at branches /offices within its jurisdiction or any
other functions at Local Head Office of the Bank and may include an officer of
the Bank who is officiating /acting as such irrespective of officer’s
designation/grade.
viii. “Competent Authority” means – The Authority to whom the Central Board of
Directors or the Executive Committee of the Central Board delegates the
discretionary powers to make appointment on compassionate grounds or to
take other decision(s) in accordance with this scheme.

4. COVERAGE
4.1. To a dependent family member of permanent employee of the State Bank of
India, who,

(i) dies while in service (including death by suicide)

(ii) is retired on medical grounds due to incapacitation before
reaching the age of 55 years
(Incapacitation is to be certified by a duly appointed Medical Board in a
Government Medical College/Government District Head Quarters
Hospitals/Panel of Doctors nominated by the Bank for the purpose).

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 4.2 For the purpose of the Scheme, “employee” would mean and include only
a confirmed regular permanent employee who was serving full time
or part-time on scale wages at the time of death/ retirement on medical
grounds before reaching age of 55 years and does not include anyone
engaged on contract/ temporary/casual or any person who is paid on
commission basis.

Modification: In view of the exceptional circumstances and in order to

provide relief to the bereaved family members, it has been decided to
bring the following modifications in the captioned scheme:

(Circular No.: CDO/P&HRD-PM/46/2021 - 22 Date: 7 Sep 2021)

i) All death cases due to post-Covid complications within six months after
the employee is diagnosed Covid Positive shall be treated as death due to
Covid 19 disease and should be duly supported by Doctor’s advice
certifying it as “Covid related death”.
ii) Eligible dependent family members in respect of all such death cases
where the employee dies due to post-Covid complications within six
months of last such infection shall be considered for compassionate
appointment w.e.f. 24.03.2020.
iii) Six months period will be considered from the date of last Positive RT-
PCR/RAT/TRUNETT reports

Further added
(Cir No.: CDO/P&HRD-PM/34/2021 – 22 dated 20.07.2021)
i) In case of death of employee in service due to COVID-19, for considering
compassionate appointment to the dependent family members, the age
eligibility shall be determined with reference to Date of death of the
employee instead of Date of Application.
ii) As a Onetime measure, in case of employees died due to Covid-19
during the period from 24.03.2020 to 16.03.2021, the dependent
applicants of the deceased employees are permitted to submit their
application for compassionate appointment latest by 31.12.2021 subject to
fulfilling all the terms and conditions under compassionate appointment
including upper age criteria applicable for the post as on date of death of
the employee.
iii) In case the surviving spouse of the deceased employee is the applicant
under Compassionate Appointment, she/he shall be permitted to submit
application within 6 months from the date of death of deceased
employee due to COVID-19 subject to she/he being within the
prescribed age limit at the time of employee’s death.

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 4.3. DEPENDENT FAMILY MEMBER
a. Spouse; or
b. Wholly dependent son (including legally adopted son); or
c. Wholly dependent daughter (including legally adopted daughter); or
d. Wholly dependent brother or sister in the case of unmarried employee

5. AUTHORITY COMPETENT TO MAKE COMPASSIONATE

APPOINTMENT

5.1 Appointment under the scheme shall be made only with the prior sanction
of the Competent Authority as detailed under:

(i) For employees working in Circles - The Circle CGM

(ii) For employees working in Corporate Centre/its establishments-The CGM
(HR)
5.2 Rejection of any proposal shall be approved by DMD (HR) & CDO on
recommendation of the Circle CGM / CGM (HR).

6. POSTS TO WHICH APPOINTMENTS CAN BE MADE

The appointment shall be made in the clerical and sub-staff cadre only.
7. ELIGIBILITY

7.1 Applicant for compassionate appointment should be eligible and suitable for
the post in all respects under the provisions of relevant recruitment rules.

7.1.1 Age: -
i. The Minimum age for clerical cadre will be 20 years and for sub-staff cadre
18 years.
ii. The Upper age limit and its relaxations for SC/ST/OBC/PWDAs/Ex-
servicemen / widow candidates will be as per the prevalent recruitment policy
of the Bank for the relevant post and category.
(Age eligibility shall be determined with reference to the date of application
and not the date of appointment)
(Where no dependent within the prescribed age limit is available for
employment, the DMD (HR) & CDO may, in his/her discretion, relax the
upper age limit upto a maximum of five years. The lower age limit should,
however, in no case be relaxed.)
7.2 Qualification: -
i. A Degree (Graduation level) from a recognized University, or any equivalent
qualification recognized as such by the Central /State Government is required
for appointment in clerical cadre as minimum qualification for all dependents
including the widow.

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ii. For appointment in subordinate cadre, the candidate should pass minimum
Eighth standard or its equivalent.
iii. In case a widow, who has not passed class VIII, is to be offered a job in the
subordinate cadre, it would be enough if she is literate enough to read in the
regional language and /or Hindi or English. Where, however, reading is not
essential for performance of the job to be offered, this requirement need not
be insisted upon, and it should suffice if she can merely sign.
7.3 Financial Condition of the family:
The family is indigent and deserves immediate assistance for relief from
financial destitution. The following guidelines should be taken into account
for determining the financial condition/eligibility for compassionate
appointment of dependents of the family:

Compassionate Appointment will be sanctioned to the dependents of the

deceased /premature retired employee where the monthly income of the
family will be less than 75% of the last drawn gross salary calculated
as under:

CALCULATION OF MONTHLY INCOME

(1) Terminal benefits
i. Provident Fund
ii. Gratuity
iii. Leave Encashment
Sub Total (A)
(2) Liabilities
i. Loans taken from Bank and/or other financial institutions
ii. Any other dues payable to Bank
Sub Total (B)
(3) Gross Corpus available (C = A-B)
(4) Investments
LIC/other policies
Sub Total (D)
(5) Net Corpus available E (C+ D)
(6) Monthly income of the family from all sources
(i) Monthly notional interest at the Bank’s maximum term deposit
rate applicable to public on 80% amount of the net corpus
available (E) @
(ii) Family Pension and Defence Family
(iii) Monthly Gross salary of spouse (if employed)
Total Monthly income of the family (i)+(ii)+(iii)

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 @ The comparison is being made with 80% of the income on net corpus
available in order to allow for certain immediate expenses viz funeral,
medical, children’s education etc which the family has to spend from out
of the monies available after death.
# In case of ex-serviceman, the last drawn defence pension should be added
with the last drawn salary received from the Bank and similarly the
defence family pension should be added with proposed family pension
from the Bank along with other income accrued to the family of the
deceased employee for the purpose of calculation of monthly income.

7.4 Others
i. Applicant must be an Indian citizen.
ii. In case more than one dependent are eligible for appointment, the Bank
will have the right to offer appointment under the scheme to the better
qualified and most suitable dependent.
iii. In case of both the employee and the spouse are no more, and the request
is received from one of the dependents, a letter of disclaimer from other
dependents in the form of a sworn affidavit should be insisted upon.
7.5 Exclusion
i. The dependents of employee who completed the age of 60 years at the time
of their death but had not actually retired on account of the provision
regarding retirement on last day of the month, are not covered under the
Scheme.
ii. The dependents of employee charge sheeted for obtaining employment by
producing false caste certificate but who had expired during pendency of
disciplinary proceedings will not be entitled for compassionate
appointment.
iii. Where disciplinary action was not concluded i.e. pending at the time of
death of the employee, compassionate appointment can be sanctioned, if
otherwise, eligible.

8. Exemptions
Compassionate Appointments under the Scheme are exempted from
observance of the following requirements:

(a) Normal Recruitment Procedure i.e., without the agency of selection like
IBPS/ Employment Exchange, Recruitment Board of Bank, etc.

(b) The ban orders on filling up of posts issued by any controlling authority.

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 9. TIME LIMIT FOR CONSIDERING APPLICATIONS
Request for compassionate appointment should be submitted within six
months from the date of death / retirement on medical grounds due to
incapacitation before reaching the age of 55 years.

In some cases, the dependent family may not be ready to submit the
application for compassionate appointment in view of the fact that the
dependent child is minor and may wait to attain the eligible age and
qualification etc. required for the position under compassionate ground.
When the dependent child is in the midst of some higher course, he / she may
require some more time to complete the course before applying for the job
under compassionate ground. While considering such belated requests, it
should be kept in view that the concept of compassionate appointment is
largely related to the need for immediate assistance to the family of the
employee in order to relieve it from economic distress. The very fact that the
family has been able to manage somehow all these years should normally be
taken as adequate proof that the family had some dependable means of
subsistence. Therefore, examination of such cases would call for a great deal
of circumspection. In this connection, five years shall be the outside
limit in all cases and no proposals for compassionate appointment of
a dependent will be considered after five years from the date of
‘death of employee’ / ‘retirement of the employee on medical ground’.

Modification:
(Cir No.: CDO/P&HRD-PM/34/2021 – 22 dated 20.07.2021)
As a special consideration, in case of death of both the employee & spouse
simultaneously/separately due to COVID-19, leaving behind minor child/
children, the dependent sole child / eldest child (in case more than one
surviving child) shall be permitted to apply for appointment under
compassionate ground on becoming eligible as per the age criteria
applicable for the post applied, even after 5 years from the date of death of
the employee. However, as on date of application the age of dependent sole
child / eldest child (in case more than one surviving child) should be 21
years or less than 21 years.
In all other cases, where the dependent minor child has opted for
compassionate appointment, there shall be no change in outer limit of 5
years for submission of Compassionate Appointment application.

10.DETERMINATION / AVAILABILITY OF VACANCIES

10.1 Appointment on compassionate grounds will be made on regular basis.

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 10.2. No separate allotment will be made for compassionate appointment
against the vacancies falling under direct recruitment in clerical
cadre or vacancies identified in sub-staff category. However, the
positions filled under compassionate appointment will be adjusted
against vacancies arising in future. A person selected for appointment
on compassionate grounds should be adjusted in the recruitment roster
against appropriate category, viz., SC/ST/OBC/General Category,
depending upon the category to which he/she belongs

11.WHERE THERE IS AN EARNING MEMBER

11.1 In deserving cases, even when there is already an earning member in the
family, a dependent family member may be considered for compassionate
appointment by competent authority after satisfying himself that grant of
compassionate appointment is justified, having regard to the number of
dependents, assets and liabilities left by the deceased employee, income of
the earning member as also his liabilities including the fact that the earning
member is residing with the family of the employee and whether he should
not be a source of support to the other members of the family.

11.2 In case where any member of the family of the deceased employee or
medically retired employee is already in employment and is not supporting
the other members of the family of the deceased employee, extreme caution
has to be observed in ascertaining the economic distress of the members of
the family of the deceased employee so that, the facility of appointment on
compassionate ground is not circumvented and misused by putting forward
the ground that the member of the family already employed is not
supporting the family. A suitable undertaking will be obtained from the
applicant in this regard.

12. MISSING EMPLOYEE

Cases of missing employees are also covered under the scheme for
compassionate appointment subject to the following conditions: -
12.1 A request to grant the benefit of compassionate appointment can be
considered only after a lapse of at least 2 years from the date from which the
Employee has been missing, provided that:
(i) an FIR to this effect has been lodged with the Police,
(ii) the missing person is not traceable, and
(iii) the competent authority feels that the case is genuine.

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 12.2 This benefit will not be applicable to the case of an Employee: -
(i) who had less than 2 years to retire on the date from which he has been
missing; or
(ii) who is suspected to have committed fraud or suspected to have joined
any terrorist organization or suspected to have gone abroad.
12.3 Compassionate appointment in the case of a missing employee also would
not be a matter of right as in the case of others and it will be subject to
fulfillment of all the conditions, including the availability of vacancy, laid
down for such appointment under the scheme.
12.4 While considering such a request, the results of the Police investigation
should be taken into account.
12.5 A decision on any such request for compassionate appointment shall be
taken only at the level of the DMD (HR) & CDO of the Bank.
13. PROCEDURE

13.1.1 Application-cum-undertaking for compassionate appointment will be

obtained in the prescribed format as per Annexure ‘1-A’ & ‘1-B’, which
will also record recommendation and sanction by the respective
authorities.
13.1.2 An officer from the Bank should meet the members of the family of the
employee in question immediately after his death to advise and assist to
them in getting appointment on compassionate ground. The applicant
may be called in person at the very first stage and advised in person about
the requirements and formalities to be completed by him/her.

13.1.3 An application for appointment on compassionate ground should be

considered by the Committee of officers consisting of three officers as
follows:

Committee for Scrutiny and For employees working in

Interview of Candidates For Corporate Centre
employees working in Circle establishments
The Scrutiny of application of The Scrutiny of application of
compassionate appointment and compassionate appointment and
interview will be completed by a interview will be completed by a
committee consisting of concerned committee consisting of General
General Manager (Net Work), DGM & Manager (OL & CS), DGM (PM)

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 CDO and Assistant General Manager and AGM (OAD). AGM/CM (PMD)
(HR). CM (IR) will be the Convenor will be the Convenor of the
of the meeting. Whenever a meeting. Whenever a candidate
candidate belonging to SC/ST is belonging to SC/ST is interviewed,
interviewed, an officer belonging to an officer belonging to SC/ST should
SC/ST should also be nominated to the also be nominated to the interview
interview Committee. Committee.

13.1.4 The Committee will meet once in a month or in higher frequency, if

needed, to consider cases received during the previous month.

13.2 Interview

i. Applicants will be interviewed by the above committee to assess their

suitability for a particular post as per the existing procedure.
ii. Applicants will not be required to undergo any written test for
appointment under the Scheme.
iii. Candidates called for interviews from Centres other than LHO/AO
centre may be reimbursed second class rail fare or bus fare incurred by
them.
iv. The recommendation of the committee should be placed before the
Competent Authority for a decision.

13.3 Medical Fitness

The selected candidates shall be required to fulfil the norms of the medical
examinations as prescribed by the Bank for regular recruitment.

13.4 Probation
The employees appointed under this scheme shall be on probation for a
period of six months, and their confirmation will be based on their good
work and conduct. If the work and /or conduct of an employee is not found
to be so, the probation period can be extended up to a period of one year. If
the performance is still not found satisfactory, the employee to be given 3
months’ notice in writing to improve else services are to be terminated.

13.5 Offer of Appointment

a) The offer of appointment on compassionate grounds must contain a specific
clause as follows:

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 “The appointment in the Bank is subject to your maintaining the other
family members/dependents of late--------------properly and your executing
an under taking to this effect. If at any time it is found /proved that you
have neglected or are neglecting or have not maintained them properly or
are not maintaining them properly, your appointment in the Bank may be
terminated.”

b) A stamped undertaking as per Annexure-III must be obtained from the

person appointed on compassionate grounds.

14. UNDERTAKING FOR MAINTENANCE OF THE FAMILY OF THE

DECEASED EMPLOYEE

The person appointed on compassionate grounds under the Scheme, should

give an undertaking in writing that he/she will maintain properly the other
family members who were dependent on the deceased employee in
question, and in case it is proved subsequently (at any time) that the family
members are being neglected or are not maintained properly by him/her,
his or her appointment may be terminated forthwith. This clause should
be incorporated as one of the conditions in the offer of appointment.

15. OPTION FOR CONSIDERATION UNDER COMPASSIONATE

APPOINTMENT SCHEME OR EX-GRATIA SCHEME
The dependents will have the option for consideration under Compassionate
Appointment Scheme or Ex-Gratia Scheme. The option letter as per
Annexure-IV will be submitted by all the dependents.

16. REQUEST FOR CHANGE IN POST/PERSON

When a person has been appointed on compassionate ground to a particular
post, the set of circumstances, which led to such appointment, should be
deemed to have ceased to exist. Therefore –

a) He/she should strive in his/her career like his/her colleagues for future
advancement and any request for appointment to any higher post on
considerations of compassion should invariably be rejected.
b) An appointment on compassionate ground cannot be transferred to any
other person and any request for the same on consideration of
compassion should invariably be rejected.

17. SENIORITY
A person appointed on compassionate ground in a particular year may be
placed at the bottom of all the candidates recruited/appointed through
direct recruitment, promotion, etc. in that year, irrespective of the date of
joining of the candidate on compassionate ground.

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18. TERMINATION OF SERVICE
An appointment made under this scheme can be terminated on the ground
of non-compliance of any condition stated in the offer of appointment after
providing an opportunity to the compassionate appointee by way of show
cause notice asking him/her to explain why his/her services should not be
terminated for noncompliance of the condition(s) in the offer of appointment,
and it is not necessary to follow the procedure prescribed in the Disciplinary
Rules /Services Rules /Awards and procedure therefor.

The authority to terminate the service of compassionate appointee as above

vests with the DMD (HR) & CDO on recommendation of the Circle CGM in
case of compassionate appointees working in circle / CGM (HR) in case of
the compassionate appointees working in Corporate Centre or its
establishments. No appeal shall lie against such a decision.

19. GENERAL

i) Appointment made on grounds of compassion should be done in such a way

that persons appointed to the post do have the essential educational and
technical qualifications and experience required for the post consistent with
the requirement of maintenance of efficiency of administration.

ii) It is not the intention to restrict employment of a family member of the

deceased or medically retired sub-staff employee to an erstwhile sub-staff
post only. As such, a family member of such erstwhile sub-staff employee
can be appointed to a clerical post for which he/she is educationally qualified,
provided a vacancy in clerical post exists for this purpose.

iii) Compassionate appointment should be made available to the person

concerned if there is a vacancy meant for compassionate appointment and
he or she is found eligible and suitable under the scheme.

iv) Compassionate appointment will have precedence over absorption of

surplus employee and regularization of temporary employees.

v) The Bank reserves the right to post the appointee at any of its branches
depending on its need and priorities for business and can be transferred to
any place as per the exigency of Bank.

vi) Widow appointed on compassionate ground upon re-marriage will be

allowed to continue in service, even after re-marriage.

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 vii) Under no circumstances benefits of both ex-gratia payment and
compassionate appointment can be sought /granted to the dependents of any
employee under whatso ever circumstances.

viii) The Compassionate appointment under this Scheme does not confer any
right or entitlement on/to any claimant for any reason whatsoever. The
grant of compassionate appointment is purely at the sole discretion of the
Bank on being satisfied that the dependents of the employees are eligible in
all respects as per provisions of the Scheme. The dependents of employees,
who have died and whose service records were blemished on account of
disciplinary action having been taken against them, will be considered
under the scheme as this is a welfare measure and the families should not
suffer for their acts. Similarly, where the employees were facing disciplinary
action at the time of death, the cases will be treated as abated. The
compassionate appointment will be considered in such cases also.

ix) The Board of the Bank reserves its right to substitute, amend or vary from
time-to-time any provision of the Scheme mentioned above. The Board also
reserves its right to abolish the scheme, including under any Govt. /RBI
guidelines/ instructions to abolish the scheme.

x) The applicant(s) shall state only the facts and it shall be supported by
records. Such application enjoins a duty on the person(s) who is/are making
the application to truly represent all the facts within his/her knowledge.
Misrepresentation or non-disclosure of any material facts will have the
effect of committing a fraud and as soon as it is discovered, the
compassionate appointment under the scheme shall be withdrawn.

xi) The recommendation for appointment on compassionate grounds has to be

submitted to the appropriate authority on Annexure – V.

20. CONTROL RETUN FOR PROPOSALS APPROVED AT THE CIRCLE

LEVEL
Proposal approved by the Circle CGM / CGM (HR) within their discretionary
power should be reported every month to the Corporate Centre and to be put
up to DMD (HR) & CDO for control.

21.MODIFICATIONS IN THE SCHEME

(Cir. No.: CDO/P&HRD-PM/17/2022 – 23 dated 15th June 2022)

Central Board in its meeting held on 13th May 2022 has approved certain
modifications in the “Revised Scheme for Compassionate Appointment in
State Bank of India” which are enclosed, as Annexure-M.

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➢ The modifications in the “Revised Scheme for Compassionate Appointment”
shall be applicable retrospectively w.e.f. 24.03.2020 only for COVID-19 deaths
and w.e.f. 24.02.2021 for all other death cases or retirement on medical
grounds due to incapacitation before reaching the age of 55 years under the
scheme.
➢ In cases, where the compassionate appointment applications of the dependent
family members have been declined under the above scheme and (or) family
members have received Ex-gratia under “Scheme for payment of Ex-gratia in
lieu of Compassionate Appointment”, such dependent family members may
apply / reapply under the modified guidelines of “Revised Scheme for
Compassionate Appointment” within a period of 3 months from date of the
circular.
➢ Further, DMD (HR) & CDO shall be the competent authority to permit
additional grace period of 3 months for making such application on case to
case basis after ascertaining satisfactory reasons for such delay.
➢ However, for this purpose, the cases of COVID 19 death on or after 24.03.2020
and other cases on or after 24.02.2021 shall only be reconsidered under the
scheme.
➢ In the event that, a dependent family member is considered eligible for
compassionate appointment under the modified guidelines of the scheme and
is sanctioned the same, he/she will be required to refund the entire amount
so received under “Scheme for payment of Ex-gratia in lieu of Compassionate
Appointment” along with interest @ applicable Term Deposit interest rate for
the period (i.e., the period from date of receipt of the amount to date of refund
before appointment). The appointing authority will ensure recovery of the
monies so determined before onboarding the dependent family member under
the scheme.
➢ All the applications for appointment under the revised guidelines in respect
of eligible cases of death shall be obtained by the branch/office where the
deceased employee had last worked. The branch/office concerned shall
immediately contact the family of the deceased employee and proceed as per
the extant provision of the scheme to complete all necessary formalities in this
regard.

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 Annexure-M
MODIFICATIONS IN “REVISED SCHEME FOR COMPASSIONATE
APPOINTMENT” IN STATE BANK OF INDIA

The following modifications have been approved by the Central Board in the
“Revised Scheme for Compassionate Appointment in State Bank of India”.
Sl. MODIFICATIONS
No
(I) DELEGATION OF DISCRETIONARY POWER FOR RELAXATION OF
UPPER AGE LIMIT FOR SPOUSE
Extant Revised Instruction
Instruction
Where no In the event where no dependent within the prescribed age limit
dependent is available for appointment, the below prescribed relaxations in
within the the upper age shall be applied under the scheme.
prescribed age i) For spouse as the applicant under the scheme, the upper age
limit is available limit as prescribed under the scheme may be relaxed up to 15
for employment, years subject to maximum entry age of 50 years. The maximum
the DMD (HR) & entry age for this purpose would mean the upper age limit for the
CDO may, in his/ post applied inclusive of all eligible relaxations available for the
her discretion, applicants under the scheme (a. eligible age relaxations for SC /
relax the upper ST / OBC / PWD / Ex-servicemen / Widow candidates as per
age limit upto a prevalent recruitment policy plus b. prescribed age relaxation
maximum of five under the scheme by the Bank).
years. The lower ii) For applicant other than spouse, the existing provision of
age limit should, maximum 5 years relaxation in upper age will continue under the
however, in no scheme.
case be relaxed. iii) The above relaxations shall be applied uniformly without
discretion subject to fulfilment of all other norms by the
dependent applicants under the scheme.
iv) However, the lower age limit for the posts under the scheme
shall in no case be relaxed.

(II) FIXATION OF UPPER AGE LIMIT FOR SUB-STAFF UNDER REVISED

SCHEME FOR COMPASSIONATE APPOINTMENT
Extant Instruction Revised Instruction
The upper age limit for The upper age limit for appointment of Sub-staff cadre
appointment of Sub-staff on Compassionate ground shall be 28 years. All the
on Compassionate ground reserved category relaxations for recruitment shall be
is fixed as per the available as per Govt. policy / guidelines. Further, the
prevalent recruitment above relaxations of upper age by the Bank under the
policy of the Bank for the scheme shall also be available over and above the
relevant post and prescribed upper age limit in eligible cases.
category.

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(III) AUTHORITY STRUCTURE FOR REJECTION OF APPLICATION UNDER
REVISED SCHEME FOR COMPASSIONATE APPOINTMENT

Extant Revised Instruction

Instruction
Rejection of any The rejection of the application under Revised Scheme for
proposal under Compassionate Appointment shall be vested with respective
the scheme shall sanctioning authority subject to review by authorities as
be approved by mentioned below:
DMD (HR) & Sl. Applications for Competent Reviewing
CDO on compassionate Authority for Authority for
No
recommendation appointment rejection of rejection of
of the Circle applications applications
CGM / CGM
a. For employees CGM of the
(HR).
working in Circles Circle
DMD (HR) &
b. For employees
CDO
working in CC and CGM (HR)
CC establishments
(Consolidated report of rejection of applications to be submitted
on monthly basis to Corporate Centre for review by appropriate
authority)

(IV) DEFINITION / CRITERIA OF THE TERM “WHOLLY DEPENDENT” FOR

REVISED SCHEME FOR COMPASSIONATE APPOINTMENT

Extant Instruction Revised Instruction

In terms of extant The eligible dependent family members under the

provisions of the scheme will be;
scheme, the eligible a) Spouse; or
dependent family b) Wholly dependent son (including legally adopted
members are defined son*); or
under the scheme as c) Wholly dependent daughter (including legally
under; adopted daughter*); or
a. Spouse; or d) Wholly dependent brother or sister in the case of
b. Wholly dependent unmarried employee
son (including legally (*legally adopted son or daughter as the
adopted son); or dependent family member shall be considered
only if the adoption was done prior to the demise
c. Wholly dependent of the employee / retirement on medical grounds
daughter (including due to incapacitation before reaching the age of
legally adopted 55 years.)
daughter); or
d. Wholly dependent Further, the term “Wholly dependent” for the
brother or sister in compassionate appointment under the Revised
the case of Scheme for Compassionate Appointment shall mean
unmarried employee such member of the family having a monthly
income not exceeding ₹16,000/- p.m.

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(V) DETERMINATION OF AGE ELIGIBILITY WITH REFERENCE TO THE
DATE OF DEATH / RETIREMENT ON MEDICAL GROUND DUE TO
INCAPACITATION BEFORE ATTAINING THE AGE OF 55 YEARS

Extant Instruction Revised Instruction

The age eligibility of the applicant The age eligibility of the applicant under the
under the scheme shall be scheme shall be determined with reference
determined with reference to the to the “Date of Death” in case of death of
date of application not the date of employee in service and “Date of
appointment. Retirement” in case of employee retired on
However, in the event of death of medical grounds due to incapacitation before
serving employee due to COVID- reaching the age of 55 years. However,
19, “Date of death” is considered “Date of application” shall be considered
for reckoning the age eligibility for reckoning the age eligibility in case the
instead of date of application. As applicant is minor as on the date of death /
per the existing timeline for retirement on medical grounds due to
submission of application under incapacitation before reaching the age of 55
the scheme, the request for years of the employee.
compassionate appointment The request for compassionate appointment
should be submitted: - should be submitted: -
(i) Within six months from date (i) Within six months from date of death
of death / retirement on medical in case death of employee and within
grounds due to incapacitation two months from date of retirement in
before reaching the age of 55 case of retirement on medical grounds
years. due to incapacitation before reaching the
(ii) In cases where, the age of 55 years.
dependent family are not ready (ii) In cases where, the dependent family are
to submit the application for not ready to submit the application for
compassionate appointment in compassionate appointment in view of
view of the fact that the the fact that the dependent child is
dependent child is minor and minor and may wait to attain the eligible
may wait to attain the eligible age and qualification etc. required for
age and qualification etc. the position under compassionate
required for the position under ground, “five years shall be the
compassionate ground, “five outside limit in all cases and no
years shall be the outside proposals for compassionate
limit in all cases and no appointment of a dependent will be
proposals for considered after five years from the
compassionate date of death of employee /
appointment of a dependent retirement of the employee on
will be considered after five medical ground”.
years from the date of death
of employee / retirement of
the employee on medical
ground”.

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 (iii) In case of death of both the (iii) In case of death of both the
employee & spouse employee & spouse simultaneously /
simultaneously / separately separately due to COVID-19, leaving
due to COVID-19, leaving behind minor child/children, the
behind minor child / children, dependent sole child / eldest child (in case
the dependent sole child / eldest more than one surviving child) shall be
child (in case more than one permitted to apply for appointment under
surviving child) shall be compassionate ground on becoming
permitted to apply for eligible as per the age criteria applicable
appointment under for the post applied, even after 5 years
compassionate ground on from the date of death of the
becoming eligible as per the age employee. However, as on date of
criteria applicable for the post application the age of dependent sole
applied, even after 5 years child / eldest child (in case more than one
from the date of death of the surviving child) should be less than or
employee. However, as on date equal to 21 years.
of application the age of (iv) Applicants seeking extension of time
dependent sole child / eldest for submission of application in case of
child (in case more than one para (ii) & (iii) above have to submit their
surviving child) should be 21 extension request within six (6)
years or less than 21 years. months from date of death in case of
death of employee and within two (2)
months from date of retirement in case
of retirement on medical grounds due to
incapacitation before reaching the age of
55 years. The competent authority for
such approval of extension of time for
submission of application shall be same
as the authority to sanction
Compassionate Appointment under the
scheme.

(VI) UNIFORM POSTING POLICY FOR APPOINTEES UNDER THE REVISED

SCHEME FOR COMPASSIONATE APPOINTMENT

Extant Instruction Revised Instruction

As per the extant provisions, Applicants under Revised Scheme
appointments under the ‘Revised Scheme for Compassionate Appointment will be
for Compassionate Appointment’ are provided with a one-time option during
done in Award Staff i.e., Clerical and application to exercise their choice for
Sub-ordinate cadre. The Circles/Verticals place of posting. No further request of
where the deceased employees were last any change in place of posting shall be
posted, usually conduct the processing of considered in future. However, Bank
application under Compassionate reserves the right to transfer the
Appointments and upon approval absorb appointee as per Bank’s exigencies and
the appointees in the same Circles / extant transfer policy of respective
verticals as per the prevalent practice. cadre.

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 ANNEXURE ‘1-A’

STATE BANK OF INDIA

LHO/OFFICE/DEPT/BRANCH

APPLICATION–CUM-RECOMMENDATION FOR APPOINTMENT ON

COMPASSIONATE GROUND OF DEPENDENT OF DECEASED
EMPLOYEE

1. a) Name of the deceased employee

b) Branch/Office where posted
c) Grade/designation
d) Marital status

2. Date of joining

3. Date of Death

4. Reason of Death

5. Date of birth and age as on the date of death

6. Total Service as on the date of death

7. Whether belonging to SC/ST/OBC

8. Salary last drawn : gross and net

9. Whether any disciplinary action was pending / contemplated against

the deceased employee?

If so, give details

10. Whether any disciplinary action had been concluded against the
deceased employee
If so, give details

11. Whether any other dependent family members has been appointed
on compassionate grounds

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 12. PARTICULARS OF ALL THE FAMILY MEMBERS OF THE DECEASED
(If some are employed, their income and whether they are living together or
separately)

S. Name Age Relationship Martial Educational Employed or Address

No. Status Qualification not (if
employed
particulars of
employment
and
emoluments)
1
2
3
4

13. CALCULATION OF MONTHLY INCOME OF THE FAMILY

CALCULATION OF MONTHLY INCOME
(1) Terminal benefits
i. Provident Fund
ii. Gratuity
iii. Leave Encashment
Sub Total (A)
(2) Liabilities
i. Loans taken from Bank and/or other financial institutions
ii. Any other dues payable to Bank
Sub Total (B)
(3) Gross Corpus available (C = A-B)
(4) Investments
LIC/other policies
Sub Total (D)
(5) Net Corpus available E (C+ D)
(6) Monthly income of the family from all sources
(i) Monthly notional interest at the Bank’s maximum term deposit
rate applicable to public on 80% amount of the net corpus
available (E) @
(ii) Family Pension and Defence Family
(iii) Monthly Gross salary of spouse (if employed)
Total Monthly income of the family (i)+(ii)+(iii)

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 @ The comparison is being made with 80% of the income on net corpus
available in order to allow for certain immediate expenses viz funeral,
medical, children’s education etc which the family has to spend from out of
the monies available after death.
# In case of ex-serviceman, the last drawn defence pension should be
added with the last drawn salary received from the Bank and
similarly the defence family pension should be added with proposed
family pension from the Bank along with other income accrued to
the family of the deceased employee for the purpose of calculation
of monthly income.

14. Particulars of the dependent nominated for Compassionate

appointment.

a) Name

b) Relationship with the deceased employee

c) Date of birth and age of the dependent employee

d) Whether belongs to SC/ST/OBC Category ?

e) Educational qualification
(copies of certificates and mark lists should be enclosed)
f) Whether any other dependent family member
has been appointed on Compassionate grounds
g) Date of application

Reason for non-submission of application immediately after death, if

applicable

h) Whether nominated by spouse of the deceased ( if the spouse is no more,

a sworn affidavit must be obtained )

i ) Whether the candidate has availed of any loan facility from the Bank
and, if so, whether he has defaulted in repayment .
15. Particulars of compassionate appointments offered by any other
organization to any member of the family, if any.

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DECLARATION/UNDERTAKING

1. I hereby declare that the facts given by me above are, to the best of my
knowledge, correct, if any of the facts herein mentioned are found to be
incorrect or false at a future date, my services may be terminated.
2. I hereby also declare that I shall maintain properly the other family
members who were dependent on the deceased employee mentioned
against point No.12 of this form and in case it is proved at any time that
the said family members are being neglected or not being properly
maintained by me, my appointment may be terminated forthwith.

Signature of the candidate

Name: Shri/Smt/Kum____________________________
Date : Address : ______________________________________

Known to me and the facts mentioned by him/her are correct and verified
by me.

Date:

Signature of witness *
Name: _________________________
Address :________________________

*either any employee in the Senior level of Bank or Gazetted rank

official from State/Central Government

RECOMMENDATIONS:
In view of the assets and liabilities/ income and financial position of the family
vis a vis its size, we are satisfied that the condition of the family is such that
but for the provision of employment the family will not be able to meet the
crisis caused by the demise/retirement of the employee.

Appointment recommended : Clerical/Subordinate

STATE BANK OF INDIA, HEAD OF THE DEPARTMENT

BRANCH/LHO/OFFICE/DEPT.________________________

DATE : ___________

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 ANNEXURE ‘1-B’ (For office use)

SCRUTINY, RECOMMENDATION & SANCTION

I.(a) Name of the candidate for Appointment ----------------------------------------

(b) His/ Her relationship with the deceased-_____________________________

(c) Age (date of birth), educational qualifications and experience, if any

_____________________________________________________

(d) Post for which employment is proposed_____________________________

(e) Whether the candidate fulfils the requirement of the

Recruitment Rules for the post_____________________________________

II. Whether the facts mentioned in Annexure-‘1-A’ have been

Verified by the office and if so, indicate the records

______________________________________________

III. Recommendation of the Competent Authority

(With Name, Signature and Designation)

___________________________________________

IV. Sanction by the Competent Authority

(With Name, Signature and Designation)

___________________________________________

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 ANNEXURE – II

STAMPED LETTER OF DISCLAIMER FROM OTHER DEPENDENTS

(To be notarised)
Place:
Date:
From:
…………………………
…………………………
…………………………
To,
The ………………….
State Bank of India
……………………..
……………………..
Through:
…………………………
…………………………
(Branch & Regional Office)
Dear Sir,

Sub: No objection/ Authorisation for appointment on

compassionate grounds

Shri/ Km. s/d/o late has applied for appointment on

compassionate grounds as per the “SBI Scheme for Appointment on Compassionate
Grounds in Exceptional Cases”. I/We, the undersigned have no objection if the Bank
considers his/ her application for appointment on compassionate grounds/ offer him/her
appointment on compassionate grounds.

I/ we hereby relinquish my/our right to apply for appointment on compassionate

grounds in favour of Shri/ Km. s/d/o late . I/ we
hereby agree not to claim any appointment on compassionate grounds in the Bank.

I/We further declare that the above authorization is final, irrevocable and binding on
us.
Yours faithfully,

Place: Name in Block letters Signature

with address
Date: 1.
2.
3.
4.
Witness:
1. Signature: 2. Signature:
Name : Name :
Address : Address :
Note: The signatures of the claimant should be witnessed at least by two reputed
persons well known to the Bank.

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 CERTIFICATE FROM THE WIDOW
OF THE DECEASED EMPLOYEE

(Applicable when widow of the deceased desires the appointment on

compassionate grounds of her son/ daughter)

I widow of request the Bank to appoint

Shri/ Kumari my
son/ daughter etc. on compassionate grounds in the Bank. My son/
daughter has undertaken to support my whole family.

Place : (Signature of the widow of the deceased employee)

Date : Name:

Note:

1. The application for appointment on compassionate grounds should

be received by the Bank within 6 months from the date of death of
the employee.

2. All required enclosures should be submitted along with the

application.

3. The application should be submitted to the branch/ office where the

employee had last worked.
Enclosures: (state no(s). and details)

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 ANNEXURE ‘III’

To be stamped as an agreement
UNDERTAKING

This undertaking made this _______________ day of _________________ by me,

________________ S/o/ D/o/ W/o ____________________ R/o ______________________.

WHEREAS my father/ husband, the late _________________________ was working with

the State Bank of India and expired on __________________ while in service.

AND WHEREAS on the death of my husband/father, I offered myself for compassionate

appointment.

AND WHEREAS the Bank has agreed to offer me compassionate appointment on the
condition that I will maintain properly the other family members/ dependents of my
Late husband/father Shri ________________ and execute an undertaking to this effect;

NOW THEREFORE, in consideration of State Bank of India offering me compassionate

appointment in the Bank on the death of my ___________________, I hereby undertake
to maintain properly the following family members/dependents:

S. No. Name(s) of the dependent(s) Age Relationship

1.
2.
3.
4.

In case it is found/proved by the Bank that the above family members/ dependents are
being neglected or not being maintained properly, my appointment in the Bank is liable
to be terminated forthwith for non-compliance of the condition stated in the offer of
appointment.

IN WITNESS WHEREOF, I the above named have hereunto set my hand and seal on
the date and year mentioned aforesaid.

WITNESSES
1.
2.
(EXECUTANT)

*****

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 ANNEXURE -IV

From: ……………………………
Name ……………………………
Address………………………

To,
The Chief General Manager
State Bank of India,
……………………..
……………………..
Through:
……………………………
……………………………
(Branch/ Office)

Dear Sir,

“SBI SCHEME FOR APPOINTMENT ON COMPASSIOANTE GROUNDS IN

EXCEPTIONAL CASES”
LATE_____________________________________________________
OPTION FOR CONSIDERATION UNDER “SBI SCHEME FOR PAYMENT OF
EX-GRATIA LUMPSUM AMOUNT”

I/ We have to inform you that my/ our husband/ Father Shri …………………………….
who was working as ………………………..at State Bank of India, …………………………
Branch/ Office expired due to ……………………………………on
______________________. I/ we, his dependents am/are eligible under the scheme (“SBI
Scheme for Appointment on Compassionate Grounds in Exceptional Cases”)
to apply for appointment on compassionate grounds. Due to the following reason I/ we
request to consider my/ our case under the “SBI Scheme for Payment of Ex-Gratia
Lumpsum Amount”.

2. I/ We assure you that I/ we shall not claim appointment on compassionate grounds

in future. I/ we also understand that the approval/ payment of ex-gratia lumpsum
amount is sole discretion of the Bank. I/ We shall not claim appointment on
compassionate grounds even if my/ our application for payment of ex-gratia lumpsum
amount is declined.

Yours faithfully,
Name of the dependents: 1.
2.
3.
4.
Date: (Signature)

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 ANNEXURE – V

The …………………….
State Bank of India,
-------------------------
-------------------------
No. Date:

Dear Sir,

SBI SCHEME FOR APPOINTMENT ON COMPASSIONATE GROUNDS

IN EXCEPTIONAL CASES
…………………………………………………………………………
…………………………………………………………………………

With reference to Circular no.-……………………………………… dated ……………

we forward herewith application dated……………………. received from Smt./ Shri/ Km.
………………………. requesting for appointment on compassionate grounds
as………………............... in the Bank. We give below the required information/ data for
processing the applications at your end duly recommended by us.

A: DETAILS OF DECEASED EMPLOYEE:

SR. PARTICULARS INFORMATION REMARKS

NO. REQUIRED
1. P.F. Number
2. Name of the Employee
3. Date of Birth
4. Date of Joining
5. Cadre of Joining
6. Place of Posting
7. Designation/Scale last held
8. Date of Death Encl.: Death Certificate
Age as on Date of Death ……. Y…….M……. D
9. Whether died in harness
10. Reason of Death
11. Total service as on date of ……. Y …….M ……D
death
12. Remaining service ……. Y …….M ……D
13. Marital status
14. Gross salary -
last drawn*
* Salary & deduction certificate to be enclosed.

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B: FAMILY DETAILS OF DECEASED EMPLOYEE:

SR. NAME AGE MARITAL RELATI- VOCATION IF INCOME

NO. STATUS ONSHIP EMPLOYED PER
GIVE MONTH
DETAILS
OF
EMPLOYER
1.
2.
3.
4.
5.
6.

C. APPLICANT’S BASIC DETAILS:

SR. PARTICULARS DETAILS

NO.
1. Name
2. Relationship with the deceased employee
3. Age as on the date of application received by the YEAR MONTH DAYS
Bank
4. Whether relaxation in age required (due to IF YES, HOW MUCH
overage)?
5. Reason for recommending an over-aged candidate if
there is/ are other dependent(s) within the
prescribed age limit and eligible for appointment
6. Whether belongs to SC/ST/OBC category?
7. Educational Qualification
8. Date of application
9. Whether submitted within the stipulated period? If
not, the reason for delay should be stated.
10. Whether nominated by the spouse of the deceased?
(if the spouse is no more, a disclaimer by way of a
sworn affidavit must be obtained)
11. Particulars of compassionate appointments offered
by any other organisation to any member of the
family, if any
12. Present Occupation
13. Appointment recommended in: Clerical/
Subordinate/ Menial
5. Employment details, If any member of the family
employed (including the applicant)
6. Monthly Salary/Income, if any

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E. RECOMMENDATION FOR CONSIDERATION/ REJECTION:
(State reasons for recommendation)
We recommend to consider the applications of Smt./Shri/Kumari.
___________________________ for appointment on compassionate grounds.

Certified that all the information submitted above are correct and accurate. We have
verified from reliable sources/documents/records and found correct. All required
information/ documents are attached duly verified and attested.

Yours faithfully

Branch Manager/ HOD

Enclosures:
i) Annexure – I/IA
ii) Annexure – II
iii) Annexure-III
iv) Annexure-IV
v) Other documents (state details)

RECOMMENDATIONS OF THE ASSTT. GENERAL MANAGER/ NEXT

HIGHER AUTHORITY

The particulars given above have been verified. She/ he fulfils all the eligibility
criteria, and it is, therefore, recommend that Smt./Shri/Kumari
are may be appointed on compassionate grounds as a in the Bank.

Place: (Signature)
Date: Name:
Designation:

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18.2.A SBI SCHEME FOR PAYMENT OF EX-GRATIA LUMPSUM
AMOUNT IN LIEU OF COMPASSIONATE APPOINTMENT (W.E.F.
01.04.2020)
(e-Cir.-CDO/P&HRD-PM/33/2020 – 21 dated 04.09.2020)

The Executive Committee of the Central Board in its meeting held on 4 th August
2005 had approved a scheme for payment of ex-gratia lumpsum amount in lieu
of appointment on compassionate grounds named as “SBI Scheme for
Payment of Ex-Gratia Lumpsum Amount”. The Scheme had come into force
with effect from i.e. 4th August 2005. Later, as per the IBA recommendations,
the compassionate appointment was also offered in certain conditions.
Subsequently, the Scheme was revised several times and the last such revision
was carried out after the approval of ECCB in its meeting held on 18.05.2017.

The Central Board of the Bank in its meeting held on 27th August 2020
deliberated upon the existing scheme in the background of ongoing pandemic
and accorded approval for revamping the scheme.

➢ The Scheme was applicable in the following cases:

i) Employees dying in harness,
ii) Employees seeking premature retirement due to incapacitation before
reaching the age of 55 years.
➢ The revised policy will come into force with effect from 1st April, 2020.
Details of Scheme
The revised Scheme of Ex-Gratia payment in case an employee dies during
harness is as under:
a To provide relief to the bereaved family and to enable them to
recover from the shock, it has been decided to continue to pay salary,
as existing, for a period of 12 months or till the age of notional
superannuation of deceased employee, whichever is earlier.
b An amount of lumpsum fixed Ex-gratia will be paid now, replacing
the previous scheme of Ex-gratia payment (Applicable for the period
prior to 01.04.2020).
c In case of supervising staff, where leased accommodation or Bank’s
accommodation is provided, additional 3 months over and above 2
months period allowed in case of retirement (total 5 months) will be
permitted along with upkeep allowances to the family members of
the deceased employee.
d Family pension, where applicable, would be paid as usual to the
family members as per the Pension Fund Rules of the Bank in
addition to Ex-gratia.

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 e Dependents will not be eligible for any increment / revised salary
falling due after the date of death. However, any revision in
wages with effect prior to the date of death shall be paid along
with arrears if any, to the family of the deceased employee.
f Revised Ex-gratia Structure
The comparative position is given as under: (Rs. in lacs)

Previous Scheme Revised Scheme

Sl. Category Ex-gratia Proposed Lump sum

No. (maximum) Ex-gratia *
1 Subordinate 10 12
2 Clerical 12 15
3 JMGS-I 14 18
4 MMGS-II 14 18
5 MMGS-III 14 18
6 SMGS-IV 14 21
7 SMGS-V 14 21
8 TEGS-VI 14 30
9 TEGS-VII 14 30
10 TEGSS-I 14 30
11 TEGSS-II 14 30

*Claim under Sampoorn Suraksha Scheme were paid upto 07.02.2021. Till
then the fixed Ex-gratia amount was paid after deducting the Sampoorn
Suraksha claim amount. From 08.02.2021 Sampoorn Suraksha Scheme was
discontinued, and total amount of revised Ex-gratia is now being paid.
➢ The cash compensation amount of Rs.20 lacs payable in case of death on
account of Covid-19, will continue to be paid as hitherto.
D. TIME LIMIT FOR SUBMISSION OF APPLICATION

The application for payment of ex-gratia lumpsum amount along with salary &
upkeep allowance and educational support to children should be received by the
Bank within 6 months from the date of death and within two months from the
date of premature retirement of the employee.

The concerned Branch Manager/ Departmental Head should counsel the spouse/
dependent family member nominated by the family to receive the ex-gratia
lumpsum amount to invest the same as Term Deposit/ Special Term Deposit
with the Bank or in any annuity scheme of SBI Life/ SBI Mutual Fund.

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18.2.B SCHEME FOR EDUCATIONAL SUPPORT TO CHILDREN OF THE
DECEASED EMPLOYEE

(Circular No.: CDO/P&HRD-PM/33/2020 – 21 Dated 4 Sep 2020)

The primary aim of the scheme is to provide financial support to the dependent
children of the deceased employees up to the age of 21 years or till the completion
of Graduation, whichever is earlier. A special fund in the name of “Deceased
Employee’s Children Welfare Fund” will be created for the purpose.
The salient features of the Scheme are as under:
i. Eligibility: The dependent children of the permanent and confirmed deceased
employee.
ii. Coverage: Maximum 2 dependent children from the age of 3 years to 21 years
or completion of graduation or any technical and specialization courses,
whichever is earlier.
iii. Stages of Education as per new guidelines - (18 years as under)
(a) Stage-I: Foundational (Up to Class II) - 5 years
(b) Stage-II: Preparatory (Up to Class V) - 3 years
(c) Stage-III: Middle (Up to Class VIII) - 3 years
(d) Stage-IV: Secondary (Up to Class XII) - 4 years
(e) Stage-V: Graduation - 3 years
iv. Financial Assistance (per month / per child)
(a) Stage-I: Rs.2000
(b) Stage-II: Rs.3000
(c) Stage-III: Rs.5000
(d) Stage-IV: Rs.5000
(e) Stage-V: Rs.7500
v. Existing provisions of continuation of scholarship to meritorious children
studying in Elite Institutes post death of the employee will continue.
vi. Yearly payment of the financial assistance as above to be made strictly on
completion of the course and submission of certificate to the effect of
completion of yearly examination by the dependent children of the deceased.
vii. Amount eligible shall be paid yearly by way of reimbursement under self
certification by the dependent family of the deceased.
viii.Payment of aforesaid financial assistance will be made irrespective of
income / earning of spouse and other dependent family members.
ix. The Scheme is not applicable where compassionate appointment is given to
the dependent.

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FORMATS FOR CLAIM

The dependents are required to apply on application proforma enclosed as

Annexures as provided by e-Cir No. CDO/P&HRD-PM/58/2021-21 dated
07.12.2020 to claim ex-gratia and other benefits.

Annexure-I: Application from the claimant(s).

Annexure-II: Authorisation letter from all the dependent family members.
Annexure-III: Affidavit from all the dependent family members.
Annexure-IV: Recommendation cum payment details from the competent
authority.
Control Return Format.

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 ANNEXURE – I

APPLICATION TO BE SUBMITTED FOR PAYMENT OF EX-GRATIA

LUMPSUM AMOUNT, SALARY & UPKEEP ALLOWANCE,
EDUCATIONAL SUPPORT TO CHILDREN
ON COMPASSIONATE GROUNDS
(FOR DEATH OCCURRED ON OR AFTER 01.04.2020)
[To be submitted by the dependents i.e. spouse/ nominee/ dependents of the
deceased employee/ employee retired on medical grounds]
______________________________________________________________________________________________________________
_

From:
……………………………
……………………………
……………………………
To,
The Chief General Manager
State Bank of India,
……………………..
……………………..

Through:

……………………………
……………………………
(Branch/ Office)

Dear Sir,

Sub: Request for payment of ex-gratia lumpsum amount on

compassionate grounds for the cases where death occurred on or after
01.04.2020

I/We hereby submit my/our application for payment of ex-gratia lumpsum

amount on compassionate grounds in terms of Bank’s Scheme (Circular No.
dated…………) and furnish here below the required particulars:
1) Name/s of the applicant (in capitals) :
2) i) Present Address :
ii) Telephone No. :

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 iii) Account Number & Branch Code :
3) i) Name of the deceased/ :
prematurely retired employee,
ii) Designation last held :
iii) Branch/ office last worked :
iv) Marital status of the deceased employee :
v) Date of death/ retirement on medical grounds :
(Certified copy of Death Certificate
issued by the Competent Authority/
premature retirement order should
be enclosed)
vi) Date of birth and age of the employee :
as on the date of death/ premature retirement
vii) Service particulars as on death/ premature retirement:
Total service : Y M D
Remaining service : Y M D
viii) Salary last drawn : Gross salary :
Gross salary (net of taxes):
4) Whether died in harness :
5) A. Cause of death :
B. Ailment(s) from which the employee was :
suffering (in respect of employee retired
on medical grounds)

6) In case of retirement on medical

grounds, whether the employee had been
subject to examination by a Medical
Board constituted in terms of Central
Office letter no. ADM/ SPL/5197 dated
27.9.97, if so, copy of Medical Board’s
report to be enclosed)
7) Full address of the house/ flat acquired under :
Bank’s Housing Loan Scheme/ other loans

8) A. Whether staying at Bank’s accommodation/

Leased House : Yes /No

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 B. If yes, period seeking continuation of staying: ……… months*
*Maximum 5 months from the date of the death of the employee.
9) Details of the dependents of the :
deceased/ prematurely retired employee#

Sr. Name Age Marital Relation Vocation If Income per

No. Status with the employed month (Copy
deceased/ give of Income/
prematurely details of Salary
retired Employer certificate to
employee be enclosed)
1
2
3
4
5
6

# Photocopy of the ration card of the family of the deceased employee/ any
other proof/ affidavit to be enclosed.
10) Details of maximum 2 dependent children (if any) seeking educational support
from the age of 3 years to 21 years or completion of graduation or any technical
and Specialization courses, whichever is earlier (as per HRMS data):

Sr Name Date of Age Studying in A/C No.

Birth Class
1
2

11) Whether letter of authorization from :

all the dependents for payment of ex-gratia
lumpsum amount on compassionate grounds
to one of the dependents and to recover the
Bank’s dues out of the ex-gratia lumpsum
amount as per the format is enclosed
(Annexure – II)

I/We hereby declare that the above information/ documents submitted by me/us
are correct.
12) I/We hereby declare that the above information/ documents submitted by me/us
are correct.

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13) I/We undertake that I/we shall ensure proper utilisation of the ex-gratia amount
for the purpose stated in the scheme.

Yours faithfully,

Place: Name(s) in Block letters Signature(s)

Date: with address (Signature of claimant(s) dependent/
Signature of the prematurely retired
employee if applicable)

Witness: Witness:

1.Signature: 2. Signature:
Name : Name :
Address: Address :

Note :
1. The application for payment of ex-gratia lumpsum amount along with
salary & upkeep allowance and educational support to children should be
received by the Bank within 6 months from the date of death and within
two months from the date of premature retirement of the employee.
2. The signatures of the claimant should be witnessed atleast by two reputed
persons well known to the Bank.
3. All required enclosures should be submitted along with the application.
4. The application should be submitted to the branch/ office where the
employee had last worked.
5. In case of minor dependents- application should be signed by the natural
guardian/ guardian appointed by the Court.
Enclosures:
1. Death Certificate
2. Family Details
3. Photographs of all the dependents
4. PAN card & other KYC documents of the applicant.

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5. Photographs of both the children (Para-10)
6. Birth Certificate of both the children (Para-10)
7. Educational proof of both the children (Para-10)
8. copy of Medical Board’s report if Para-6 applicable.

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 ANNEXURE – II
LETTER OF AUTHORISATION FROM ALL THE DEPENDENTS
Place:
From : Date :
…………………………
…………………………

To,
The ………………….
State Bank of India
……………………..
……………………..

Through:
…………………………
…………………………
(Branch & Regional Office)

Dear Sir,

Sub: Authorization for payment of ex-gratia lumpsum amount/ Salary &

Upkeep Allowance /Educational Support on compassionate grounds

I/We, the undersigned have applied for payment of ex-gratia lumpsum amount along
with salary & upkeep allowance and educational support on compassionate grounds
consequent upon the death of Shri/ Smt. _____________________________ as per Bank’s
Scheme. In this connection, I/we also authorise him/ her to receive ex-gratia lumpsum
amount along with salary & upkeep allowance and educational support and have no
objection to the Bank’s paying the ex-gratia lumpsum amount along with salary &
upkeep allowance and educational support to Shri/ Smt. / Ms.
__________________________________

We hereby request you to make the payment to the said authorized person after
recovering the dues to the bank if any.

We further declare that the above authorization is final, irrevocable and binding on
us.
Yours faithfully,

Place : Name in Block letters Signature

with address Date:
1.
2.
3.
4.
Witness :
1. Signature : 2. Signature :
Name : Name :
Address : Address :
Note: The signatures of the claimant should be witnessed at least by two reputed
persons well known to the Bank.

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 ANNEXURE – III
FORMAT OF AFFIDAVIT FOR PAYMENT OF EXGRATIA LUMPSUM
AMOUNT, SALARY & UPKEEP ALLOWANCE AND EDUCATIONAL
SUPPORT ON COMPASSIONATE GROUNDS
(To be stamped as per the State Stump Act)
Date:
Place:
From:

To,
The Chief General Manager,
State Bank of India,
…………………….
…………………….
AFFIDAVIT
VERIFYING ANNEXURE – I/ APPLICATION

I/We (1) Shri/Smt……………….………, aged ……years w/o / s/o /

d/o………………
(2) Shri/Smt……………….………, aged ……years w/o / s/o / d/o………………
(3) Shri/Smt……………….………, aged ……years w/o / s/o / d/o………………
(4) Shri/Smt……………….………, aged ……years w/o / s/o / d/o………………
(5) Shri/Smt……………….………, aged ……years w/o / s/o / d/o………………
(6) Shri/Smt……………….………, aged ……years w/o / s/o / d/o………………
do hereby solemnly affirm and state on oath as follows:

i. I/We am/are applying for payment of ex-gratia lumpsum amount along

with salary & upkeep allowance and educational support on compassionate
grounds consequent upon the death of Shri/Smt…………………………….…
on…………
ii. I/We submit that whatever I/we have stated in the application is true to
the best of my/our knowledge, belief and information. I/we further submit
that I/we have disclosed all the material facts necessary for claiming ex-
gratia lumpsum amount along with salary & upkeep allowance and
educational support on compassionate grounds.

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 iii. I/we submit that by way of information whatever documents, I/we have
produced are either originals or true copies of the originals. I/we shall
produce the originals for scrutiny before any officer of the Bank.
iv. I/we declare that the contents of my/our affidavit are true and correct, and
the signature affixed below is/are mine/ours.

2. If it is revealed that the information and particulars furnished in the

application or any other documents submitted for the purpose of claiming the
ex-gratia lumpsum amount along with salary & upkeep allowance and
educational support are materially incorrect or false, it will tantamount to
committing a fraud and I/we am/are liable to pay back the entire amount
received by me/us to the Bank with interest and bank may take appropriate
action against me/us.

The undertaking as above is irrevocable.

Identified by me,

Advocate Deponent/s

Place:

Date:

Sworn to before me

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 ANNEXURE – IV
The ……………….
State Bank of India,
-------------------------
-------------------------
No. Date:
Dear Sir,
THE SCHEME FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT,
SALARY & UPKEEP ALLOWANCE AND EDUCATIONAL SUPPORT

…………………………………………
…………………………………………

With reference to Circular no. dated , we forward

herewith application dated received from Smt./ Shri/ Km.
………………………. requesting for payment of ex-gratia lumpsum amount along
with salary & upkeep allowance and educational support on compassionate
grounds in terms of the Bank’s Scheme for payment of ex-gratia lumpsum
amount along with salary & upkeep allowance and educational support. We give
below the required information/ data for processing the applications at your end
duly recommended by us.
A: DETAILS OF DECEASED/RETIRED EMPLOYEE:

SR.
PARTICULARS REQUIRED INFORMATION REMARKS
NO
1 P.F. Number
2 Name of the Employee
3 Date of Birth
4 Date of Joining
5 Cadre of Joining
6 Place of Posting
7 Designation/Scale last held
Encl.: Death
8 Date of Death
Certificate
9 Reason of Death
Total service as on date of death/
10 ……. Y …….M ……D
retirement
11 Remaining service ……. Y …….M ……D
12 Marital status
13 Gross salary - last drawn*
14 Gross salary (net of taxes) - last drawn
* Salary & deduction certificate to be enclosed.

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 B: FAMILY DETAILS OF DECEASED/RETIRING EMPLOYEE:

Sr. Name Age Marital Relatio Vocat If employed give Income per
No. Status nship ion details of Employer month
1
2
3
4
5
6

C. APPLICANT’S BASIC DETAILS:

SR.
PARTICULARS DETAILS
NO.
1 NAME
RELATIONSHIP WITH THE DECEASED/
2
PREMATURE RETIRING EMPLOYEE
AGE AS ON DATE OF APPLICATION, RECEIVED YEAR MONTH
3
BY THE BANK DAYS
4 PRESENT OCCUPATION
5 EMPLOYMENT DETAILS, IF EMPLOYED
6 MONTHLY SALARY/INCOME, IF ANY

D. DETAILS OF THE CHILDREN FOR EDUCATIONAL SUPPORT:

SN Name Date of Age as on Studying Account

Birth Date of the in Class No.
death of the
employee

E. CALCULATION OF EX-GRATIA AND SALARY:

In terms of P&HRD e-Circular No. CDO/P&HRD-PM/33/2020 – 21 dated
04.09.2020,
(i) Ex-gratia:
a. Eligible amount of ex-gratia: Rs. ……………………
b. Amount of Sampoorn Suraksha (Valid upto 31.03.2020): Rs. ……………
c. Net amount payable after deduction Sampoorn Surksha: Rs….…………..
(ii) Continuation of monthly salary:
a. Amount of last drawn Gross Salary: Rs. ……………………
b. Number of eligible months to be paid: …… months*
c. Total amount to be paid: Rs. ……………………

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 (*12 months’ salary or till the age of notional superannuation of deceased
employee, whichever is earlier. Any increment/ revised salary falling sue after
the death of the employee is not eligible.)
(iii) Continuation of leased accommodation & Payment of Upkeep Allowances:
a. Period allowed for staying at leased/Banks’ accommodation: …. Months*
b. Payment of Upkeep Allowances:
(i) Cleansing Materials: Rs. …………….
(ii) Payment for casual labour: Rs. ……………….
*Maximum 5 months or till vacation of the accommodation, whichever is earlier.
(iv) Amount to be paid for Educational Support to the Children: (Max 2
children)
(from the age of 3 years to 21 years or completion of graduation or any
technical and Specialization courses, whichever is earlier)
(Amount in Rs.)

Stages & Max Amount Child-I Child-II

No. of Amount No. of Amount
Amount per
Stages years to (B X years to (B X
month
(A) be paid CX12) be paid DX12)
(B)
(C) (D)
Stage-I: Up to Class II Rs.2000/-
Stage-I: Up to Class V Rs.3000/-
Stage-I: Up to Class VII Rs.5000/-
Stage-I: Up to Class XII Rs.5000/-
Stage-I: Up to
Graduation Rs.7500/-
Total Amount to be paid
Gross Total amount for both children
*Amount for each stage= Eligible amount per month X Number of years in that
stage X 12
F. RECOMMENDATION:

We recommend to consider the applications of Mr./ Ms. ______________________

who is eligible for
(i) Payment of ex-gratia amount of Rs. ……………………..
(ii) Payment of monthly salary of Rs. ………………………..
(iii) Payment of upkeep Allowances of Rs. ……………………
(iii) Payment for Educational Support to the Children of Rs. ………

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Certified that all the information submitted above are correct and accurate.
We have verified from reliable sources/documents/records and found correct.
All required information/ documents are attached duly verified and attested.
Recommended for sanction please.

Yours faithfully

Branch Manager/ HOD/Recommending Authority

Enclosures: As above

Sanctioned:

(Sanctioning Authority)
CHECK-LIST
S.NO. DETAILS
1 ANNEXURE - I (Application)
2 ANNEXURE - II (Authorisation Letter)
3 ANNEXURE - III (Affidavit)
4 ANNEXURE - IV (Recommendation & Calculation)
5 DEATH CERTIFICATE
6 LAST SALARY SLIP
7 SERVICE SHEET
8 PROVIDENT FUNDS APPROVAL
9 GRATUITY APPROVAL
10 LEAVE ENCASHMENT APPROVAL
11 PENSION PAYMENT ORDER
12 DEPENDANT FAMILY DETAILS
13 PHOTOGRAPHS OF ALL THE DEPENDANTS
14 PAN CARD & KYC DOCUMENTS OF THE APPLICANT
15 BIRTH CERTIFICATE OF THE CHILDREN
16 EDUCATIONAL PROOF OF THE CHILDREN
17 MEDICAL BOARD’S REPORT IF APPLICABLE

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 CONTROL RETURN (MONTHLY) TO BE SUBMITTED BY THE CIRCLE REGARDING
PROPOSALS PROCESSED FOR EX-GRATIA LUMPSUM AMOUNT APPROVED/ DECLINED BY CGM (CIRCLE)
LOCAL HEAD OFFICE: …………………………
DURING THE MONTH OF: ……….……...……...…….

Accommodation & Upkeep

Ex-Gratia Monthly Salary Educational Support
Allowances
Name of DOB & Total
Name of nominee & Estimated
*Cadre Age Date of Age of Ex- Last
the D.O.B. relationship Total Monthly Estimated
(O/C/S) (yr) receipt of the Ex- Sampoorn Gratia Drawn No of No of Total No of D.O.B
deceased with the Amt to Upkeep Class of Cost
application nominee gratia Suraksha Paid Gross Months Months Payment Eligible of Cost
employee deceased be paid Allowances eligible (C+F+I+J)
Payble (B) (C=A- Salary (E) (H) (I=GXH) Children* eligible
(F=DXE) (G) children (J)
(A) B) (D) children

O/C/S*= Officer/ Clerical/ Subordinate No of Eligible Children*= Maximum two children

STATE BANK OF INDIA

DATED: CHIEF GENERAL MANAGER

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14.2.1 SCHEME FOR PART RELEASE OF EX-GRATIA
(Circular No.: CDO/P&HRD-PM/16/2016 - 17 dated 06.05.2016}
As per the scheme, ex-gratia lumpsum amount is payable to the dependent(s) of
an employee who dies while in service or prematurely retires due to
incapacitation before reaching 55 years of age, subject to the laid down eligibility
criteria.

2. At present, the ex-gratia amount is paid after completion of certain

formalities, settlement of terminal benefits and strict verification of facts,
which take some time. During this period the family of deceased employee
needs to take care of itself out of funds available with them. In several
cases, dependents / legal heirs of the deceased employees are not well
educated/literate, and they are unable to provide or complete required
formalities in time. This causes delay and also defeats the purpose of the
Scheme to enable the dependents / legal heirs of the deceased employee to
tide over the financial / liquidity crisis on account of sudden demise of the
bread earner. In some cases, the financial conditions of the family are
penurious and there is no provision for immediate financial support to the
dependent family. Requests have been received from various corners for
making provision for immediate monetary assistance to the family of the
deceased employee to mitigate the sufferings of the bereaved family.
3. The matter has been examined and Central Human Resources Committee
(CHRC) in its meeting dated 19.03.2016 has approved a scheme for part
release of ex-gratia for a uniform amount of Rs 1,00,000/- irrespective of
category / grade of deceased employee immediately after the death of the
employee. The Scheme will operate on the following lines:

➢ The amount will be released to family member by credit to bank account

in following sequence.
• Spouse, if alive
• If spouse is not alive, senior of the dependent children as declared in
HRMS under personal details.
• Dependent parents as declared in HRMS under personal details.
Among parents, mother will have preference.
➢ In case of known dispute, no amount will be disbursed.
➢ The amount will be released on submission of proof of death and an
application cum-undertaking in plain paper as per annexure.
➢ Branch Manager / Immediate controller in case of administrative office
of the Branch / Department where the employee was posted at the time
of death will be competent authority to disburse the amount after strict
verification of facts. A control return in this effect will be submitted to
next higher authority.

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➢ The amount will be paid by debit to Branch / Administrative Office /
Corporate Centre Suspense Account, to be adjusted against final settlement
of ex-gratia amount. In case of inordinate procedural delay of more than 90
days in settlement of ex-gratia amount, the said Branch
Manager/Immediate controller can adjust the amount against terminal
benefit first released to the family. A suitable clause has been incorporated
in this regard in the application–cum-undertaking.
➢ The dependents of deceased employee, whose service records were blemished
on account of disciplinary action having been taken against him/her, will
also be considered under the scheme. Similarly, where the employee was
facing disciplinary action at the time of death, the case will be treated as
abated and his/her dependents will be covered under the scheme.
➢ The scheme will not be applicable to cases of premature retirement on
medical ground due to incapacitation before reaching 55 years of age.
➢ In cases where employees had attained age of 60 years at the time of death
and had not actually retired on account of the provision regarding retirement
on the last day of the month or for any other reason shall not be covered
under the Scheme as they are otherwise not eligible for ex-gratia.

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 Annexure to e-circular no............. dated........... Application–cum-Undertaking for
part release of ex-gratia payable under the Scheme for Payment of ex-gratia amount
in lieu of compassionate appointment

1 Name of deceased employee and PF Index no.

2 Place of posting at the time of death

3 Date and Place of death
4 Proof of death submitted
5 Name of claimant and relationship with deceased
employee
6 Bank account details of claimant Bank :
Branch :
A/c no. :
7 Amount claimed Rs:1Lac (Rupees one lac only)

I understand that the above amount of Rs 1 lac (Rupees one lac only) has been released to me
by State Bank of India,_______ branch/office, as a part of ex-gratia amount which I may be
entitled under the Scheme for payment of ex-gratia amount in lieu of compassionate
appointment. I authorize the Bank to adjust the said amount of rupees one lac from the ex-
gratia amount actually payable to me either singly or jointly and /or any other terminal benefit(s)
payable to the deceased employee, Late______________ from the Bank.

Signature:__________
Name : __________
Date :___________

Office use:-

I am satisfied with the facts of claim given above and sanction the said amount of rupees one
lac only in terms of Corporate Centre Circular no.___________________ dated______.

Submitted for control vide letter no.___________ dated__________.

Signature : ____________
Name : ____________
Designation : ____________
Date : ____________

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 CHAPTER-15
A. EMPLOYEE GRIEVANCE REDRESSAL SYSTEM
(GRS)-SANJEEVANI
B. PREVENTION OF SEXUAL HARASSMENT AT
WORKPLACE-GARIMA
A. Employee Grievance Redressal System

15.A.1 Preamble
The Scheme for Grievance Redressal System (GRS) has been framed under
Section 43 of the State Bank of India Act, 1955. The GRS is applicable to both
officers as well as workmen staff (hereinafter referred to collectively as
“employees”) in the Bank. This supersedes all earlier instructions concerning
grievance procedure.
15.A.2 A Fact of Life
Grievances, real or imaginary, are a part of human relationship from which
there is no escape. They arise even in the basic unit of society - family.
Therefore, in our Bank where a large number of individuals, coming from
different cultural backgrounds and having different traditions and customs,
work together, grievances become numerous and their nature complex. This
fact has to be recognised before steps can be evolved to ensure healthy and
harmonious human relationship in any organisation. The nature of steps to be
taken then becomes obvious; first, to acknowledge the existence of grievances;
second, to identify them, and third, to seek their removal by mutual discussions
and adjustments.
15.A.3 General Principles
This question of grievance procedure was considered in great detail at the
various National and International Labour Conferences. According to their
recommendations, any worker who, acting individually or jointly with other
workers, considers that he has grounds for a grievance, should have the right
to submit such grievance without suffering any prejudice whatsoever as a
result, and to have such grievance examined pursuant to an appropriate
procedure. The grounds for a grievance may be any measure or situation which
concerns the relations between employer and worker, or which directly affects,
or may affect, the conditions of employment of one or several workers in the
undertaking.
15.A.4 Guiding Principles
A grievance procedure forms part of an integrated scheme intended to promote
satisfactory relations between employer and employees. The procedure has to
be designed to supplement the existing statutory provisions and it may, where
practicable, make use of such machinery as is already provided by legislation.

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 The procedures should be simple and capable of dealing with grievances
expeditiously. Grievances, as far as possible, should be settled at the lowest
level. No matter should ordinarily be taken up at more than two levels, which
means normally there should be only one appeal. An employee making a
grievance can take it up at a higher level if he is not satisfied with the solution
proposed, or if he finds that at the initial level, the solution is being delayed
because of time-consuming procedure. A grievance must be redressed as
expeditiously as possible and towards this end, the management, in
consultation with employees, has decided upon the time limit for settling
grievances. These principles are only indicative of the type of effort that is
sought to be set in motion to create a friendly atmosphere in the State Bank of
India.
15.A.5 Forward-looking Policy
The State Bank of India had already recognised the importance of establishing
several channels of communication between the management and employees.
The Joint Consultative Committees set up at different levels constitute such
channels. They were established in 1964 and that was probably the first time
that machinery of such a nature was set up in the country in an organization
like the State Bank of India. With the setting up of a procedure to settle
grievances the second element of a forward-looking and constructive personnel
policy has been provided.
15.A.6 What is a Grievance?
A grievance may relate to a complaint affecting an employee in respect of his /
her wage payments, working conditions, leave, transfer, seniority, work
assignment, interpretations of service agreement / rules etc. A grievance may
be anything about a man’s job which irritates him or tends to make his / her
working conditions unsatisfactory. It may exist even though no verbal or
written complaint is presented.
A grievance may be imaginary, or based on insufficient, or lack of knowledge of
the facts; such a grievance can be just as irritating to the employee concerned
as one based upon real and justifiable causes. A grievance, however, trivial or
unimportant, requires fair, open minded, patient and considered treatment.
A grievance procedure has been evolved by the Bank after great deal of in-
house debate including discussions with the All India State Bank Officers’
Federation and All India SBI Staff Federation and outlined in subsequent
paragraphs satisfies all guiding principles. It is simple, it is expeditious, as the
Initial Authority has to examine and give a decision preferably within 15 days.
It provides for an Appellate Authority to enable the employee to go in appeal.
The employee is allowed at the appeal stage to represent his / her own case or
he can have his / her case represented through a colleague belonging to the
cadre to which he belongs provided the said representative is a serving
employee of State Bank of India.

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 The State Bank of India is a national institution. The Joint Consultative
Committee and the grievance procedure are parts of an integrated policy
designed to promote better relationship between the management and
employees. The management and the staff of the Bank, both have the
responsibility to make this policy a success.
15.A.7 Nature of Grievances
The nature of grievances that should be processed and redressed under this
procedure are defined as under. However, the Managing Director or in his / her
absence, Dy. Managing Director (HR) & Corporate Development Officer may
at his / her discretion modify, add or delete grievances listed herein from time-
to-time
Complaints relating to unfair treatment by any superior official. Complaints
affecting individual employees regarding salary, payments, service conditions
such as leave, seniority, work assignment, working conditions and rights and
privileges of the employees under the prescribed terms and conditions of
service.
In drawing up the above definition of grievances, it is clarified that: -
“Work assignment” under this procedure shall mean the assignment of duties
to various categories of staff and shall not include allocation of duties of an
individual employee.”
Disciplinary action taken in accordance with the terms and conditions
governing service shall not constitute a grievance to be processed under G.R.S.
(iv) The G.R.S. shall not be resorted to in respect of any action or decision taken
by the Bank (in matters such as promotion) under laid down policies, rules,
regulations, agreements, settlements, prescribed systems and procedures etc.
15.A.8 Grievance Redressal System- Disposal of Grievances
The Grievance Redressal System (GRS) was approved by the Executive
Committee of Central Board in the meeting held on 14th October 2003 for
introducing revised Grievance Redressal System for our employees in the
Bank. The scheme for Grievance Redressal System has been framed under
Section 43 of State Bank of India Act 1955. The GRS is applicable to both
officers as well as workmen staff. The GRS is a 3-tier system for providing
resolution to the grievances lodged by the employees based on an escalation
matrix. The online Employee Grievance Redressal Portal in SBI Times was
developed, which was being utilised by our employees.

15.A.9 SANJEEVANI: SBI HR HELPLINE- (Revamped)

(e-Circular No.: CDO/P&HRD-CDS/100/2021 – 22 dated 2nd Feb 2022)

In the past, our employees used multiple channels for redressal of their
grievances viz. Employee Grievance Redressal Portal, mails, letters etc. At

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 times, the turn-around-time was too long for providing meaningful
resolution to the queries lodged by them and redressal of grievances could
not be tracked over time.
To provide quick and meaningful resolution to the grievances lodged by our
employees on HR matters, an HR helpline was felt as the need of the day
with two-way communication channel with our employees and our HR Team
through Interactive Voice Response System.
Hence, in extension of our various HR best practices, and to increase
employee engagement, the bank launched ‘SANJEEVANI-SBI HR. This was
a multimodal and integrated platform to handle all staff grievances and HR
related queries. A technology driven portal was introduced-
(https://sanjeevani.hrmsgitc/). The portal was being used by our staff for
submission of grievance and the resolution was being provided by HR
functionaries/ Sanjeevani Team. Employees were able to lodge their
grievances through any of the 3 modes i.e. IVRS, SMS & Portal.
2. During the last 4 years, Sanjeevani HR Helpline has gradually evolved by
offering satisfaction resolution of the Staff/ Pensioner’s grievances and
providing suggestions to change some of the cumbersome process in line with
renewed expectation of employees. This led to increase in expectations of
employees / staff pensioners like availability of portal 24x7, across all the
channels viz. Intranet / Internet. Hence, a need was felt and accordingly a
common module has been developed in HRMS as “Sanjeevani HR Helpline”
for raising of grievance by our employees as well as by staff pensioners.

3. The “Sanjeevani HR Helpline” module in HRMS has replaced the existing

Sanjeevani Portal with effect from 14.02.2022. Lodging of grievance will be
done only on new module. The existing Sanjeevani Portal was available up
to 28th February 2022, for resolution of the already raised grievance in the
old portal.

Hence, now “Sanjeevani– HR Helpline”, can be accessed by the employees

using undernoted 3 modes:
i) “Sanjeevani HR Helpline” module in HRMS
ii) Voice call to helpline on IVRS number 022-22858130.
iii) SMS [HELPHR (space)XXXXXXX to 567676, where XXXXXXX represent
PF ID of the employee] for seeking clarifications and lodging their
grievances.

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4. “Sanjeevani HR Helpline” module in HRMS

In the revamped “Sanjeevani HR Helpline” module in HRMS, the

process flow has been designed as under:

➢ After raising grievance by the complainant in HRMS, it will be escalated

to Level1 Resolution Authority-Manager HR(RBO) / CM HR (AO) for their
response.
➢ In case, the complainant does not receive any response from Level-1 within
7th day of raising of the grievance, it can be converted to Ticket on or after
8th Day of registration of grievance. The timeline will be available to the
complainant up to 10th day from the date of registration of the grievance.

➢ In case, the complainant receives satisfactory response from Level-1,

he/she can close the grievance and may provide feedback.
➢ In case, complainant is not satisfied with the response of Level -1, he/she
can generate ticket which will be escalated to Level-2 Resolution Authority-
AGM-HR (Circle) for employee & AGM-PPG (Circle) for pensioner.
Timeline for generation of ticket will be 3 days from the date of response of
Level-1.
➢ TAT for closure of grievance for Level-2 will be of 7 days from the date of
generation of Ticket.
➢ In case of employee / pensioner receives satisfactory closure response from
Level-2, he/she may provide feedback.
➢ In case, complainant is not satisfied with the closure response from Level-
2 he/she can re-open the Ticket, which will be directly escalated to Level-3
Resolution Authority-Team Sanjeevani, Corporate Centre. Timeline for
reopening of ticket will be 7 days from the date of response of Level-2.
5. The quality of response/ resolution of the grievances will be ensured in line
with the Bank’s extant instructions on related issues and will be the
responsibility of the Leve-1 and Level-2 officials,
6. The existing system of lodging grievance/ queries by employees / pensioners
through SMS (HELPHR to 567676) and voice call on 022-22858130 shall
continue as hitherto.
7. Raising grievance through email by our pensioners will be allowed up to 31 st
March 2022, thereafter they will raise their grievance through HRMS only.
8. Grievances/ queries received on email address to email of Sanjeevani-
sanjeevani.hr@sbi.co.in (circulated earlier) will not be entertained.
9. User Manual is provided in HRMS portal.

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 General:

➢ No mail should directly be forwarded to PMD / IR / HR at Corporate Centre

for HR Policy / circular clarifications.
➢ Marking of copies of mails related to routine nature/grievances to Top
Executives should not be done.
➢ Employees should not be targeted / harassed for having raised a grievance
through the Staff Grievance Redressal system as above. Any such instance
should be brought to the notice of the Circle DGM&CDO.

Who will be available for Officials in Senior Management Grade handling

staff at Contact Centre, various issues in HR viz. CDS, Job Families, PMD,
Mumbai Service Conditions, Welfare activities etc.
How will the staff know If the query is not resolved immediately on call, a
that the query is recorded/
ticket number will be generated by the system and
registered that ticket number will be sent to the concerned
employee via SBI e-mail. In addition, an SMS giving
details of its ticket will also be sent to the registered
mobile number of the concerned employee.
Resolution of the SMS and e-mail will be received by the employee
Complaint/ Query/ concerned informing him that the grievance has
Grievance raised through been resolved.
the ticket number.
In order to clearly understand the query and for further analysis, it has
been decided to record all the conversations with SANJEEVANI-HR
HELPLINE

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15.B. POLICY ON SEXUAL HARASSMENT OF WOMEN AT WORKPLACE
(PREVENTION, PROHIBITION AND REDRESSAL)- “GARIMA”
The Bank has taken several measures to provide a safe and conducive work
environment for its women employees to work without fear, prejudice, gender
bias and sexual harassment. In order to deal with the cases of sexual
harassment against the women employees, the operational guidelines were
issued vide our e-circulars No. CDO/P&HRD-PM/45/2011-12 dated 20th July,
2011. Subsequently, with the enactment of The Sexual Harassment of Women
at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Bank
framed a policy in this regard (e-Circular No. CDO/P&HRD-PM/57/2013-14)
and 24th December, 2013. The above policy was reviewed in Mar 2021 based
on the guidelines issued by the Ministry of Women and Child Development,
Government of India, certain modifications have been made.

The policy has been reviewed further and has been circulated vide Circular
No. CDO/C&BC/GARIMA/3/2022-23 dated 7th Oct 2022, which has been
reproduced herein below. This revised policy will replace and supersede the
existing policy.

15.B.1 PREAMBLE:

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and

Redressal) Act, 2013 ("Sexual Harassment Act") has been published in the
Gazette of India on 23rd April, 2013. The Act makes it mandatory for the
employers not only to prevent and prohibit sexual harassment at workplace,
but also provide employees with an impartial grievance redressal mechanism
and regulations as per the requirement of the Act. In pursuant to the above
and in compliance with the requirement of the Act, a policy has been
formulated along-with the guidelines for prevention, prohibition and
redressal of matters & complaints related to sexual harassment of women at
workplace in the Bank. The policy is known as ‘GARIMA’ or ‘Sexual
Harassment of Women at Workplace (Prevention, Prohibition and Redressal)
Policy’ of the Bank.

15.B.2 PURPOSE:

The purpose of this policy is:

✓ to create an environment at every workplace inside the Bank which is free
from sexual harassment.
✓ to prohibit, prevent and deter commission of sexual harassment.
✓ to provide protection against sexual harassment to women at workplace.
✓ to provide a platform for redressal of complaints and grievances against
sexual harassment.
✓ to provide safeguards against false or malicious charges.

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15.B.3 DEFINITIONS:

For the purpose of this policy:

i. ''Aggrieved woman'' means a woman, of any age whether employed or not,

who alleges to have been subjected to any act of sexual harassment by the
respondent at workplace.
ii. “Employee” means a person employed at a workplace for any work on
regular, temporary, ad hoc or daily wage basis, either directly or through an
agent, including a contractor, with or, without the knowledge of the principal
employer, whether for remuneration or not, or working on a voluntary basis
or otherwise, whether the terms of employment are expressed or implied and
includes a co-worker, a contract worker, probationer, trainee, apprentice or
called by any other such name.
iii. ''Respondent'' means a person against whom a complaint of sexual
harassment has been made by the aggrieved woman.
iv. “Workplace”, in addition to the place of work, also includes any place visited
by the employee arising out of or during the course of employment including
transportation provided by the employer for undertaking such journey.

15.B.4 APPLICABILITY:

This policy extends to all the employees (whether in the office premises or
outside while on duty) of the Bank, whether the incident has occurred during
or beyond office hours. Where sexual harassment occurs to an employee of the
Bank as a result of an act by a third party or outsider while on official duty,
the Bank will take all necessary and reasonable steps to assist the affected
person in terms of support and preventive action.

15.B.5 SCOPE:

Sexual Harassment includes any one or more of the following unwelcome

acts or behaviour (whether directly or by implication) namely: -

i. Physical contact and advances; or

ii. Demand or request for sexual favours; or
iii. Sexually coloured remarks or remarks of a sexual nature about a person's
clothing or body; or
iv. Showing pornography, making or posting sexual pranks, sexual teasing,
sexual jokes, sexually demeaning or offensive pictures, cartoons or other
materials through email, SMS, MMS etc.; or
v. Repeatedly asking to socialize during off-duty hours or continued expressions
of sexual interest against a person’s wishes; or
vi. Persistent watching, following, contacting of a person; or
vii. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

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15.B.6 OTHER PROVISIONS OF SEXUAL HARASSMENT:

No woman shall be subjected to sexual harassment at any Workplace. Apart

from the above-mentioned acts of Sexual Harassment, the following
circumstances, if occur or present in relation to or connected with the above
act or behaviour of sexual harassment may be tantamount to sexual
harassment:

i. Implied or explicit promise of preferential treatment in employment; or

ii. Implied or explicit threat of detrimental treatment in employment; or
iii. Implied or explicit threat about present or future employment status; or
iv. Interferes with work or creating an intimidating or offensive or hostile
work environment; or
v. Humiliating treatment likely to affect her health or safety.

15.B.7 SET UP OF INTERNAL COMMITTEES (IC) IN THE BANK:

Independent Internal Committees (IC) are required to be constituted at

Corporate Centre, LHOs, Administrative Offices and Regional Business
Offices levels. Cases relating to Corporate Centre Establishments within the
geographical area of the Circles will be dealt with by IC(s) of the Circle
concerned. IC will comprise minimum four members as under:
i. A Presiding Officer, who shall be a woman at a senior level at workplace
amongst the employees.
ii. Not less than two members from amongst the employees preferably one
from officers and one from Award Staff having commitment to the cause
of women/experience in social work/ legal background/ engaged in
discharging Corporate Social Responsibility activities in the Bank. One
member may also be included in the Committee from another Circle.
iii. One member from NGO or association committed to the cause of women
or persons familiar with the issues relating to sexual harassment.
iv. The member of NGO shall be paid fees or allowance for holding
proceedings of the IC by the Bank. The fee will be determined by the
Bank on the basis of expenses on conveyance, out of pocket expenses and
luncheon expenses etc.
v. The Presiding Officer should possess the requisite knowledge and
experience of conducting inquiry/disciplinary proceedings in the Bank.
vi. The details of the complaints are confidential and if any member of the
Committee, be it the Presiding Officer, discloses any details of the
Complaint to the media or press or makes it public in any way, will be
liable for immediate disqualification from the Committee.
vii. Any member of the Committee if found convicted or accused of any
offence under any law or punished under disciplinary
proceedings/disciplinary proceeding pending/contemplated or abused his
position in any manner will be disqualified.

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 viii. The members of IC will hold office for a period of 3 years from the date
of appointment/nomination. However, the Bank will reconstitute the
Committee upon retirement, transfer, disqualification, death, prolonged
illness of the members.
ix. A quorum of IC will be minimum three members, viz. the Presiding
Officer, other two members one of whom shall be a woman, failing which
the proceedings of the Committee will be invalid.
x. The Committee shall maintain complete and accurate documentation of
the complaint, its investigation process and the resolution thereof.
xi. If the complaint is against the highest ranking official in an office, then
the complaint will be handled by the IC of the next higher office. To
illustrate, if the complaint is against the Regional Manager, the IC of
the AO concerned will handle it.
xii. The appropriate authority for constitution of IC as laid down in this
policy may appoint any lady officer as Presiding Officer/Committee
member to any Internal Committee for a particular case looking to the
complexities involved. The officer may be appointed irrespective of her
geographical location in the Bank and the area to which the complaint
pertains. In such a case, the newly appointed lady officer to the Internal
Committee will be in addition to the existing members of the Committee
unless otherwise specified.
Please refer to the Operating Guidelines as per Annexure - I.

15.B.8 DISCLOSURE IN BANK'S ANNUAL REPORT

The Bank shall furnish the information pertaining to the number of cases
filed and disposed of in its Annual Report.

15.B.9 GRIEVANCE REDRESSAL PROCESS

(Please refer to flow chart given (as below) in Annexure –II)

a. Procedure and time limit for filing the Complaint of Sexual

Harassment:

i. Any aggrieved woman may make, in writing, a complaint of sexual

harassment at workplace to the IC concerned within a period of three
months from the date of incident. She may, if she so chooses, submit the
complaint to her Branch Manager/Head of Department, who should
acknowledge the complaint and forward the same to the IC concerned
without loss of time for further investigation with information to the
Controller. Alternatively, complaints of sexual harassment may be filed on
Garima Portal on SBI Times. The complainant should upload a signed copy
of her complaint in PDF format on the Portal. The Garima Portal can be
accessed on SBI Times as: Home Page>>Quick Links>>GARIMA.

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 ii. The written complaint should contain a description of each incident(s). It
should include relevant dates, timings, and locations; name of the
respondent(s); and the working relationship (if any) between the parties.
iii. The Internal Committee should acknowledge the receipt of the complaint
received under Garima by means of an email/letter to the complainant. This
acknowledgement should be in addition to any other acknowledgement given
to her on submission of complaint to Branch Manager/Head of Department.
iv. In case of a series of incidents, the complaint should be made within a period
of three months from the date of last incident. The time limit may be
extended by the Committee for a reasonable period (maximum of 90 days)
after recording the reasons adduced by the complainant.
v. Where such complaint cannot be made in writing, the Presiding Officer or
any Member of the Committee will render assistance to the woman for
making the complaint in writing.
vi. Where the aggrieved woman is unable to make a complaint on account of her
physical or mental incapacity or death or otherwise, her legal heir, relative
or friend, co-worker or any other person having the knowledge of the incident
may make a complaint on her behalf.
vii. Any aggrieved woman other than employee can lodge a complaint to the Head
of Branch/Office/Nodal Officer of the respective Circle. Details of the Nodal
Officers at the Circles are available on our corporate website as per the link:

https://sbi.co.in/documents/17826/9529227/300721SUO+MOTU+DISCLOS
URE+UNDER+SECTION+4+OF+THE+RTI+ACT.pdf/c8e 34e3a-d76a-db17-
26ea-8e81524d17ac?t=1627623175130

b. Conciliation:

At the request of the aggrieved woman, the Internal Committee may settle
the matter between the Complainant and the respondent through conciliation
as under:

i. Where a settlement has been arrived at, IC will record the settlement and
forward the same to the appropriate authority with recommendation to take
appropriate action.
ii. IC will provide the copies of the settlement to the aggrieved woman and the
accused.
iii. Where a settlement is arrived at by conciliation, no further inquiry will be
conducted by IC. IC to ensure that no settlement shall be made on the basis
of monetary consideration.

c. Inquiry into Complaint:

i. Where the settlement is not arrived at by Conciliation or the terms and

conditions of settlement have not been complied with by the respondent, IC,

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 where the respondent is an employee, will proceed to make inquiry into the
complaint in accordance with the provisions of the Service Rules applicable to
the respondent.

ii. Where no such rules exist for the respondent, the complaint will be forwarded
to the police authority within a period of seven days for registering the case
under Indian Penal Code.

iii. Where both the parties are employees of the Bank, an opportunity will be
given to them for hearing. IC will arrange to provide a copy of the findings /
proceedings to both the parties enabling them to make representation against
the findings of IC, if any, before the Appellate Committee.

iv. Interim Reliefs: During the pendency of the inquiry interim relief may be
granted to the aggrieved woman.
• The IC may recommend to the appropriate authority to transfer the
aggrieved woman or the respondent or both to different workplace(s).
• Grant leave to the aggrieved woman up to a period of 3 months. This will
be over and above of applicable service rules in this regard.

v. The inquiry will be completed within a period of ninety days.

vi. Inquiry Report: On completion of the Inquiry, the Internal Committee will
provide its findings to the disciplinary authority under service rule/conditions
of the employee, within 10 days of its completion.

d. Action taken by the Bank after Completion of Inquiry:

A. If the allegations made in the complaint are proved, the Committee shall
recommend to the disciplinary authority:
i. To take action against the respondent for sexual harassment as a
misconduct/ penalty proceeding as per service rules/conditions of the
concerned employee.
ii. To deduct the sum of monetary compensation, if any, from the Salary of
the respondent and arrange to remit the same to the aggrieved woman.
The monetary compensation payable to the aggrieved woman may be
arrived at, inter alia, on the basis of loss of career opportunity,
hospitalization cost, mental trauma, pain, agony, financial status of
respondent and paying capability of the respondent etc.
iii. If it is not possible to make such deduction from the salary of the
respondent due to his being absent from duty or cessation of employment,
the respondent may be directed to pay such sum to the aggrieved woman

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 under the provisions of arrears land revenue recovery. Internal
Committee may forward the order for recovery of the sum as an arrear of
land revenue to the concerned District Officer.
B. In case the allegation against the respondent has not been proved then
the Committee can write to the appropriate authority that no action needs
to be taken in the matter.
C. No action will be taken against the respondent if the allegations against
him are proved to be false.

e. Punishment for False or Malicious Complaints or False evidence:

Where the Internal Committee arrives at a conclusion that
• the allegation against the respondent is malicious or

• the aggrieved woman or any other person making the complaint has made
the complaint knowing it to be false or

• the aggrieved woman or any other person making the complaint has
produced any forged or misleading document.
The IC may recommend to the appropriate authority to take action against
the woman or the person who has made the complaint in accordance with the
provisions of the service rules applicable to such person. However, an inquiry
must be made in order to establish malicious intent. Also, mere inability to
substantiate a complaint will not attract action under this provision.

In cases where the complaint is proved to be a ‘false' complaint, the

findings/report of the IC should be sent to the disciplinary authority (DA) of
the complainant.

Where the Internal Committee arrives at a conclusion that during the inquiry
any witness has given false evidence or produced any forged or misleading
document, it may recommend to the appointing authority of the witness to
take action in accordance with the provisions of the service rules applicable
to the said witness.

f. Prohibition for publication of Identity and content of Complaint and

inquiry proceedings and penalty thereof:
The contents of the complaint, the identity and addresses of the aggrieved
woman, respondent and witnesses, any information relating to conciliation
and inquiry proceedings, recommendations of the Internal Committee and the
action taken by the appropriate authority will not be published,
communicated or made known to the public, press and media in any manner.
Any person found to contravene the above provisions shall be liable for
punishment under appropriate service rules. However, information regarding

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 the justice secured to any victim of sexual harassment under this Act without
disclosing the identity can be disseminated.

g. Protection to the Complainant:

The Bank is committed to ensuring that no woman who brings forward a
harassment concern is subject to any form of reprisal. Any reprisal will be
subject to disciplinary action. Bank will ensure that the aggrieved woman or
witnesses are not victimized or discriminated against while dealing with the
complaints of sexual harassment.

15.B.10 APPEAL:

i. Any person aggrieved by the decision of the Internal Committee may prefer
an appeal within ninety (90) days of the recommendations to the Internal
Appellate Committee (IAC - POSH) constituted in the Bank.
ii. An appeal may also be preferred for non-implementation of the decision of IC
to the IAC-POSH within the above-mentioned stipulated time.

iii. There shall be two Internal Appellate Committees (POSH), viz. IAC POSH -
I and IAC POSH -II as under:

Internal Appellate Committee Internal Appellate Committee

(POSH) - I (POSH) – II
Appeals in cases where either the Appeals in cases where both the
Complainant(s) or the Complainant(s) and the Respondent(s)
Respondent(s) is above the rank of are up to the rank of Scale V will be
Scale V will be heard by Internal heard by Internal Appellate
Appellate Committee (POSH) - I Committee (POSH) - II
The Internal Appellate The Internal Appellate Committee
Committee (POSH) - I shall (POSH) - II shall consist of minimum
consist of minimum three three members, one of whom shall be in
members, two of whom shall be the rank of General Manager and other
Dy. Managing Directors of the two members in the rank of Dy.
Bank. The IAC (POSH) – I will General Manager. The IAC (POSH) –
have a quorum of 3 members in a II will have a quorum of 3 members in
meeting. a meeting.

The Internal Appellate Committees (POSH) I & II will be constituted at

Corporate Centre and will be treated as apex level committees. Both the
Internal Appellate Committees will be independent of each other and the
order of Internal Appellate Committee (POSH) - II shall not be open for appeal
before the Internal Appellate Committee (POSH) - I and vice versa.

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 15.B.11 TRAINING PROGRAMME:

The Strategic Training Unit of the Bank will conduct workshops and training
programmes at regular intervals for sensitizing the staff members for
prevention and dealing with the incidents of sexual harassment of women at
workplace. All the entry level staff will be sensitized about sexual harassment
issues and sexual harassment behaviour at workplace. The training session
will be designed in such a manner so as to bring changes in perceptions of
both men and women pertaining to sexual harassment issues. Separate
training programmes may be arranged for the members of Internal
Committee members to equip themselves for effectively dealing with
investigation, inquiry and disciplinary proceedings in connection with sexual
harassment complaints as per policy and also to develop skills necessary for
enquiries and documentation procedurals while dealing with such cases.

15.B.12 REPORTING MECHANISM ON SETTING-UP OF ICs AND STATUS OF

SEXUAL HARASSMENT CASES AT WORKPLACE:

The Circles will arrange to submit the confirmation of formation of IC at

LHO/Administrative Offices/Regional Business Offices and the status of
complaints received, disposed of and pending at quarterly intervals (end of
June/September/December/ March) to the Ethics & Business Conduct
Department at Corporate Centre on the prescribed format as per Annexure - III.

Details of awareness programmes conducted for sensitizing staff/IC members by

the STU/Circles to be submitted along with quarterly report status of the
complaints.
From an operational perspective, the DGM & Circle Development Officers of the
respective Circles/ HR heads of other BUs/departments would be the nodal point
for overall oversight and implementation of the policy in their area of
jurisdiction.

15.B.13 RULES PERTAINING TO GARIMA POSH IN SBIOSR:

A. Rule 37A: Special Casual Leave and Special Leave:
i. An officer may be granted special casual leave and any special leave by the
competent authority in accordance with the guidelines issued in this regard.

ii A women officer may be granted special leave up to a period of three months

if recommendations for such grant of special leave are received from the
Internal Committee (IC) under section 12(1) of the Sexual Harassment of
Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

B. Rule 50 (10) Prohibition of sexual harassment of working women:

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 i. No officer shall indulge in any act of sexual harassment of any woman
at work place.
ii. Every officer who is in-charge of a work place shall take appropriate
steps to prevent sexual harassment to any woman at such work place.

Explanation: For the purpose of this rule, "sexual harassment" shall have the
meaning as assigned to the said term in “The Sexual Harassment of Women
at Workplace (Prevention, Prohibition and Redressal) Act, 2013”.
C. Rule 66: What is misconduct

A breach of any of the provisions of these rules shall be deemed to constitute

misconduct punishable under rule 67.
D. Rule 68 (8): Report or Recommendations of the Internal Committee:

Notwithstanding anything contained in these Rules the report or the

recommendations forwarded by the Internal Committee constituted under
Section 4 of the Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013 (the said Act) shall be treated as report
of the enquiry officer and further action be taken as below: -

i. The Disciplinary Authority for the officer against whom complaint under the
said Act has been made shall on receipt of the report or recommendation of the
Internal Committee take further action for alleged misconduct of sexual
harassment {as defined in Rule 50(10)}, pursuant to Rules 68(3)(iii)(iv), and 68(5)
on the basis of the report of the Internal Committee. Any reference to charge/
articles of charge in these Rules shall be treated as reference to the allegations in
the complaint made to the Internal Committee. There will be no need to appoint
any separate enquiring authority and all other actions under these Rules shall
be taken against the concerned officer treating the report/ recommendations of
the Internal Committee as the report of the Inquiring Authority. The said officer
shall have right to appeal as provided under these Rules and the decision in the
appeal shall subject to review as provided under these Rules.
ii. Steps shall be initiated by the Controlling Authority of the officer against
whom complaint under the said Act has been made to deduct from the salary
or wages of the said officer such sum as recommended by the Internal
Committee as provided in Section 13(3)(ii) of the said Act. The officer against
whom such a recommendation is made by the Committee for deduction of the
sum as mentioned above may appeal against the said recommendations of the
Committee within 90 days from the receipt of the order of the Internal
Committee to the Internal Appellate Committee appointed/nominated by the
Chairman of the Bank. The Bank may constitute one or more Internal Appellate

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 Committees to decide appeal against the order of the Internal Committee. The
constitutions of the Internal Appeallte Committee may be as under:
Sr. Internal Appeallate Committee Constitution
No.
a) Internal Appellate Committee Consist of minimum three
(POSH) – I members, two of whom shall be
For a matter involving officer of Dy. Managing Directors of the
the rank of TEGS VI and above Bank to be nominated by the
Chairman
b) Internal Appellate Committee Consist of minimum three
(POSH) – II members, one of whom shall be
For a matter involving officer upto General Manager and two Dy.
the rank of SMGS V General Managers of the Bank to
be nominated by the Chairman.
iii. If the woman complainant who has made complaint to the Internal Committee
orthe officer against whom complaint under the said Act has been made is not
satisfied with the report/recommendations of the Internal Committee under
Section 13 of the said Act and/or she/he is aggrieved by the recommendations
of the Internal Committee under section 14 of the said Act she/he may appeal to
the Internal Appellate Committee (POSH) constituted under (ii) above, within 90
days from the receipt of the report/recommendations of the Internal Committee.
iv. The Internal Appellate Committees (POSH) shall have power to modify the
findings/recommendations of the Internal Committee.
v. During the period any appeal under Rule 68(8)(iii) pending before Internal
Appellate Committee (POSH), the proceedings before the Disciplinary authority
under Rule 68(8)(i) shall be stayed.

15.B. 14. OTHER ACTION POINTS:

All the Departmental Heads of Corporate Centre Establishment and Circle

functionaries will arrange to provide necessary assistance /facilities to the
Internal Committee and also strive, besides ensuring the compliance of the
above policy, to ensure the following:

i. Provide a safe working environment at the workplace which shall include

safety from the persons coming into contact at workplace.
ii. Display at any conspicuous place in the workplace, the penal consequences of
sexual harassment; and the order constituting the Internal Committee at
each branch/office/ establishment of the Bank.
iii. Organize workshops and awareness programmes at regular intervals for
sensitizing employees on the issues and implications of workplace sexual
harassment and organizing orientation programmes for members of the
Internal Committee to equip them with skills necessary for enquiries,

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 procedures of investigation, initiation of disciplinary proceedings and
documentation procedures while dealing with such cases;
iv. Provide necessary facilities to the Internal Committee for dealing with the
complaint and conducting an enquiry.
v. Assist in enforcing the attendance of respondent and witnesses before the
Internal Committee.
vi. Make such information available to the Internal Committee pertaining to the
complaint.
vii. Provide assistance to the woman if she so chooses to file a complaint in
relation to the offence under the Indian Penal Code or any other law in force;
viii. Cause to initiate action, under the Indian Penal Code or any other law in
force, against the perpetrator, or if the aggrieved woman so desires, where the
perpetrator is not an employee, at the workplace at which the incident of
sexual harassment took place;
ix. Monitor the timely submission of reports/decisions of the Internal Committee.
x. Encourage all the employees to come forward and report any instance of
sexual harassment, either endured or observed. Besides acting as a strong
deterrent, it helps in building a workplace culture that demonstrates care and
responsibility towards the women employees.
xi. If a case of unreported sexual harassment incident comes to the notice of the
Branch Head/Department Head, it is his/her responsibility to make the
aggrieved woman aware of her rights and encourage her to report the incident
to get justice for her sufferings.
xii. In the case of sexual harassment incident coming to the notice of the Branch
Head/Department Head, where the aggrieved woman chooses not to file a
complaint, due scrutiny should be made to find positive, non-confrontational
ways to convey the message to the offender that the behaviour is undesirable
and against the tenets of the service rules.

15.B.14 GENERAL

i. Instructions issued upto February 2022 by Bank/Regulatory Authority have

been incorporated in the Policy.
ii. Clarification/modification to the policy, if any, shall be given by the Dy.
Managing Director (HR) & Corporate Development Officer.
iii. The policy will be reviewed annually by Ethics & Business Conduct
Department at Corporate Centre.

15.B.15 MANDATORY ONLINE CERTIFICATION ON GARIMA

(Circular No.: CDO/P&HRD-PM/6/2019 – 20 dated 15.04.2019)

➢ As you all are aware that the Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013 was enacted to ensure safe

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 working spaces for women and to build enabling work environments that
respect women’s right to equality of status and opportunity. With the objective
of sensitization of staff about basic tenets of the Act and implications of sexual
harassment at workplace, an Online Certification on Garima- Prevention of
Sexual Harassment of Women has been hosted on SBI Times (Home Page-
Quick Links- More Links). The program comprises 50 questions spread over
5 modules of 10 questions each with multiple choice answers. The questions,
worded in a simple, easy to understand manner, cover the various provisions
of the Act and Bank’s Policy in this regard. Answering 7 of the 10 questions
in a module correctly would count as ‘PASS’ and take the employee to the next
module, and so on, till he completes all the five modules. An online certificate
would be generated on completion of the five modules successfully.
➢ It has been decided to make the online certification mandatory for our clerical
& supervising staff (including those in specialist cadres and those on
contract). All clerical & supervising staff are, therefore, advised to attempt
the five modules and obtain the online certificate.

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 Annexure I
Operational Guidelines

1. AUTHORITY TO APPROVE CONSTITUTION OF INTERNAL COMMITTEES (ICs)

In Circles, the constitution of ICs should be approved as under:

Sr. No IC formed at Approving Authority

1 RBO Dy. General Manager (B&O)
2 AO General Manager (Network)
3 LHO Chief General Manager

The constitution of the ICs should be strictly as per the provisions of the extant policy
on GARIMA POSH. The existing ICs will continue till they are due for change. The
approvals as per the above guidelines may be taken at the time of re-constitution of the
committees.

2. FEES PAYABLE TO THE EXTERNAL MEMBER OF THE IC

As per the extant guidelines, the external member of the IC shall be paid fees or
allowance for holding proceedings of the IC by the Bank. The fee will be
determined by the Bank on the basis of expenses on conveyance, out of pocket
expenses and luncheon expenses etc. To bring in uniformity in the fees being paid
to the external members, it is decided that fees of Rs.5000/- per session may be
paid to the External Member, in addition to out of pocket expenses on actual basis.
No fees will, however, be paid to any of the other members of the IC.

3. MAINTENANCE OF CASE FILES & OTHER RECORD OF CLOSED CASES

The record (files/documents) of closed POSH cases will be maintained by HR

Department at Local Head Office (LHO) at the Circle. The ICs in the Circle
would be required to forward the case papers to HR Dept, at the LHO, 90 days
after it submits its report.
For the Internal Committee at Corporate Centre, the records (files/documents)
of closed cases will be maintained at Ethics & Business Conduct Department,
Corporate Centre. The Internal Committee at Corporate Centre would be
required to forward the case papers to Ethics & Business Conduct Department,
at the Corporate Centre, 90 days after it submits its report.

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4. HANDING OVER OF INTERNAL COMMITTEE REPORT BY INTERNAL
COMMITTEE IN UNDERMENTIONED SCENARIOS:

Sr. Scenario Action required by IC

No
i. IC investigates the i) IC to forward a copy of the IC Report to the
complaint and reaches the complainant as well as the respondent.
conclusion that the ii) The IC to forward its Report to the Disciplinary
allegations are ‘Proved’. Authority of the Respondent for further action.
ii. IC investigates the i) IC to forward a copy of the IC Report to the
complaint and reaches the complainant as well as the respondent.
conclusion that the ii) IC to forward its Report to the Controller for
allegations are ‘Not information. If the complaint pertains to Internal
Proved’. Audit Department, SARG, IBG, CAG/CCG, etc then
the report to be forwarded to their respective
Controller.
iii. IC investigates the i) IC to forward a copy of the IC Report to the
complaint and reaches the complainant as well as the respondent.
conclusion that the ii) IC to forward its Report to the Disciplinary
allegations are false, i.e. filed Authority of the complainant for further action.
with malicious intentions
against the respondent.
iv. IC closes the complaint (i) A complaint closed under the provisions of
under the provisions of conciliation will not be investigated further by the IC.
conciliation provided in the (ii) IC to prepare a report mentioning the conciliation
Garima policy, i.e. when details and forward a copy of the IC Report to the
both the parties, the complainant as well as respondent.
complainant as well as the (iii) IC to forward the IC Report to the Controller for
respondent agree to close necessary action as may be required in terms of the
the complaint under conciliation agreed upon. If the complaint pertains to
conciliation. Internal Audit Department, SARG, IBG, CAG/CCG,
etc then the report to be forwarded to their respective
Controller.
v. IC arrives at the conclusion (i) IC to prepare a report mentioning the facts that the
that the complaint does not complaint does not fall under the ambit of POSH
fall under the purview of Act/Bank’s Garima Policy and forward a copy of
POSH Act/Bank’s Garima the report to the complainant.
Policy. (ii) IC to forward the complaint and the report to the
Controller for further action. If the complaint
pertains to Internal Audit Department, SARG, IBG,
CAG/CCG, etc then the report to be forwarded to
their respective Controller.
In such cases, the Controller may arrange for
investigation in the matter and proceed further as per
the findings of the investigation report.
Note: Controller is defined as the Controller of the Branch/Office where the complaint is
lodged.

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 Annexure II

Flow chart of the process of Complaint Resolution

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 Annexure III
Reporting Format for Circles

ANNEXURE III

QUARTERLY/HALF YEARLY/YEARLY STATUS OF COMPLAINTS

OF SEXUAL HARASSMENT OF WOMEN AT WORKPLACE

1 2 3 4 5 6 7 8 9 10
SI. No. Circle AO RBO Branch Name of the PF No. of the Designation Posting of Date of Birth
Complainant Complainant of the the of
Complainant Complainant Complainant

11 12 13 14 15 16 17 IS 19
Age of the Name of the PF No. of the Designation Posting of Date of Birth Age of the Brief Particulars of the Nature of
Complainant Respondent Respondent of the the of Respondent Complaint Allegation -
Respondent Respondent Respondent Verbal,
Visual,
Physical,
Written/
Social Media

20 21 22 23 24 25 26 27 28
Date of filing Date of Date of Date of Allegations - Date on If Allegations Date of Current
of the Complaint Completion Report of IC Proved/ Not which Report are proved, Filing of Status of the
Complaint Received by of Inquiry by Proved/ sent to Appeal, if Case
Penalty
IC/Allotted IC False Complainant Imposed and any to IAC
to IC Allegation / Date of
Respondent/ Penalty
DA

Note:
i) All cases {in process) received during earlier F.Y. should be included.

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 CHAPTER-16
OFFICERS AND WORKMEN PERSONAL GUARANTEE
FOR LOANS TO RELATIVES/ OTHERS INVOLVING
COMMERCIAL TRANSACTIONS
In terms of the serving rules applicable to officers, no officer shall, in his private
capacity, guarantee the pecuniary obligations of another person or agree to
indemnify in such capacity another person from loss except with the previous
permission of the competent authority subject to provisions under the relevant rule
[Rule 59(v)]. Similar instructions are applicable to workmen staff also in terms of
their Rules of Conduct as enunciated in Chapter I of the Bank’s Book of
Instructions Volume I.

In July 1999, on a review of the matter, it was decided that as a blanket ban on
officers/workmen staff from guaranteeing loans to relatives/others involving
commercial transaction may cause hurdles or inconveniences in genuine cases,
requests from staff in this regard may be examined on merit and recommendations
for granting permission in such cases may be submitted to Central Office for
consideration. Dy. Managing Director & Corporate Development Officer was
designated as the competent authority for granting approval in such cases on
merits of each case. In this regard, please refer to our circular No. CDO/PM/CIR/33
dated 8.7.1999 and our letter No. CDO/PM/ SPL/2878 dated 18.8.1999.

On a further review of the matter, it has been decided by the competent authority
that the authority for granting permission in such cases on merits and subject to
the other extant guidelines in this regard be vested with the Chief General
Managers of Circles in respect of staff working in Circles and with Chief General
Manager in respect of staff working in Central Office and its establishments. It is,
however, reiterated that granting of permission should be considered only on
exceptional basis and in genuine cases where the denial of permission is likely to
result in hardship or inconvenience to the staff applying for permission, subject to
the following extant guidelines.

In this connection, please refer Bank e-circular No.: CDO/P&HRD-PM/19/2019 –

20 dated 28.05.2019 giving revised Delegation of Administrative and Financial
Powers relating to Staff Matters and Disciplinary Matters. The circular also states
following power structure regarding permission for extending guarantee involving
officers’ pecuniary obligations which reads as under –

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 Permission for Extending Guarantee Involving Officers'
Pecuniary Obligations
i. Up to the scale Respective GM in Circle / senior most GM for other
of SMGS-V establishments in Circles / An authority not below
the rank of GM for CC/ CC establishments/
deputation to other organization. If the Department is not
headed by GM or above, GM (OL & CS) is the competent
authority

ii. TEGS-VI & VII Respective CGM of the vertical/Circle. If the vertical is not
headed by CGM and above, CGM (HR) is the competent
authority
iii. TEGSS-I Respective DMD in hierarchy of the vertical. If the
vertical is not headed by DMD, DMD (HR) & CDO
is the competent authority
iv. TEGSS-II Respective MDs of the Vertical/If the vertical is not headed
by MD, Chairman is the competent authority

(i) The guarantee or indemnity is not given for consideration.

(ii) The guarantee or indemnity is prima facie within the means of the employee
so that in the event of the failure of the borrower’s venture, he is able to
repay the dues to the Bank without the Bank being required to file a suit
against its own and serving employees.
(iii) The giving of such a guarantee or indemnity does not adversely affect the
Bank’s interests.

Please find below the proforma of the form of application requesting

permission to guarantee the pecuniary obligation of another person.
CDO/IR/CIR/59 dated 28.08.2002

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 16.1 Application by staff members for permission to guarantee the
pecuniary obligation of another person

1. Name and P.F. No.:

2. Designation :
3. Presently working at :………….. Branch/Region ………………,
Administrative Office……….
4. Confirmed service :
5. Salary and allowances: Basic
Allowances
Gross Salary ……………….

6. Total deductions from salary

(please attach last salary slip) : ……………………..
7. Net salary paid: ……………………..

8. Details of assets and liabilities of the employee:

(Please provide a copy of the last statement of assets and liabilities)

9. Particulars of the person whose pecuniary obligations are to be

guaranteed :

(a) Name

(b) Relationship
10. Amount of pecuniary
obligation/loan to be guaranteed:

11. Purpose of loan/obligation

that is to be guaranteed:
12. Security offered by the: Primary ……………., Collateral ……………..
(a) Borrower
(b) Guarantor
13. Rate of interest, if any:
14. Name of the Bank and branch from which the loan is to be availed of :

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 15. How and when the loan/ obligation is proposed to be paid/adjusted :

16. Particulars of other assets/loans/liabilities of the person in whose

favour guarantee is being undertaken

17. In case of default, how guarantor proposes to repay the total dues

I certify that the particulars furnished above are correct. I also

undertake to meet the liability/ demands raised under the guarantee
being furnished by me from my own resources and that Bank will not
have to take recourse to legal action against me for satisfaction of the
guarantee in question. In case the guarantee being offered is in respect
of a loan being taken from the Bank, I authorized the Bank/Trustees*
to adjust the outstandings/demand raised by the Bank from any
retirement benefits including Provident Fund (own as well as Bank’s
contribution), Gratuity and leave encashment.

Date : Signature of the applicant

---------------------------------------------------------------------------------------------------
I certify that the particulars furnished by the applicant have been
verified by me and found to be correct.

I recommend the application for granting the permission to the employee

to stand as guarantor.

-----------------------------

BRANCH MANAGER

(* Letters of authorization to trustees are placed below)

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 16.2 Specimen of letter of authority addressed to the trustees of the
Provident fund and Gratuity fund to be obtained from the employee at
the time of guaranteeing the pecuniary obligation of another person
(To be executed by the employee)
Place : ________________
Date : _________________
To,
The Trustees,
State Bank of India Provident Fund/Gratuity Fund

Dear Sirs,

In consideration of the State Bank of India’s having given me permission to stand

guarantee for a loan of Rs……………… (Rupees …………………………… only) to
be sanctioned to Shri/Smt. ………………………………………, I hereby irrevocably
authorize you to hand over to State Bank of India the cheque/ draft for entire
amount which is payable to me under the State Bank of India Employees’
Provident Fund Rules/Gratuity Fund Rules (in force for the time being)
immediately after the same has become payable. Such payment shall be a valid
discharge to you for the amount so paid and the same shall be binding on me and
my heirs, executors and administrators and estate.

If any further application or letter or a receipt is required from me to authorize

or enable you to hand over such cheque/draft and effect payment as aforesaid, I
shall sign the same after being informed thereof by you or by the Bank. In the
event of my failure, neglect, omission, inability or refusal to do so for any reason
or cause whatsoever, I hereby irrevocably authorize State Bank of India acting
through any of its officers, to sign any such application or letter, receipt or
discharge or any other letter or writing required by the Trustees and the same
shall be valid and binding on me and shall be a valid authorization receipt and
discharge to the Trustees in the same manner as I had myself signed the same.

Yours faithfully,

(Employee)
Copy to,

STATE BANK OF INDIA,

BRANCH,

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 16.3 (Specimen of letter of authority addressed to the trustees of the
Provident fund and Gratuity fund to be obtained from the nominee(s)
of the employees for his /her provident fund balance)
(To be executed by the Nominee/s)
Place : ____________
Date : ____________
To,
The Trustees,
State Bank of India Provident Fund/Gratuity Fund
Dear Sirs,

In consideration of the State Bank of India’s having given me permission to stand

guarantee for a loan of Rs………………(Rupees………………………….. only) to be
sanctioned to Shri/Smt. ………………………………………, I/we am/ are the nominee/s
of the above Fund.

I/we hereby irrevocably authorize you to hand over to State Bank of India the cheque/
draft for entire amount which is payable to Mr./Mrs./Miss(employee of the
Bank) under the State Bank of India Employees’ Provident Fund Rules/Gratuity
Fund Rules (in force for the time being) – immediately after the same has become
payable. Such payment shall be a valid discharge to you for the amount so paid and
the same shall be binding on me/us and my/our respective heirs, executors and
administrators and estate.

If any further application or letter or a receipt if required from me/us to authorize or

enable you to hand over such cheque/draft and effect payment as aforesaid, I/we shall
sign the same after being informed thereof by you or by the Bank. In the event of
my/our failure, neglect, omission, inability or refusal to do so for any reason or cause
whatsoever, I/We hereby irrevocably authorize State Bank of India acting through
any of its officers, to sign any such application or letter, receipt or discharge or any
other letter or writing required by the Trustees and the same shall be valid and
binding on me/us and shall be a valid authorization receipt and discharge to the
Trustees in the same manner as if I/We had myself/ourselves signed the same.

Copy to Yours faithfully,

STATE BANK OF INDIA
_______________________ BRANCH Nominee/s

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 CHAPTER-17
BRINGING POLITICAL OR OTHER OUTSIDE
PRESSURE IN REGARD TO SERVICE MATTERS
1. In our Bank, apart from structured industrial relations forums, there are well laid
down system of making representations to higher authorities on service matters,
matters relating to work etc.
2. While apart from statutory forums & provisions, at Bank level, there are provisions
like Whistle Blower Scheme, Redressal of complaints relating to sexual
harassments, disciplinary & vigilance procedures, staff suggestion scheme etc. In
SBITIMES, there is an online system of Employee Grievance Redressal with inbuilt
time bound escalation matrix. In the said online system, there is provision for
uploading grievances relating to payment of bills, permissions, approvals,
scholarship, fitment, increments / arrears, sanction of staff loans & others.
3. The Bank has a dedicated employee grievance redressal system (e-Circular No.
CDO/P&HRD-CDS/92/2017-18 dated 05.02.2018) and a SOP for escalation of
unresolved grievance, if any, has also been circulated vide e-Circular No.
CDO/P&HRDCDS/26/2019-20 dated 04.07.2019.

4. Thus, whenever an employee wishes to press his / her claim or seek redressal of his
/ her grievance, it is expected and it will be proper course for him / her to resort to
the above already structured avenues and / or to address his / her immediate
superior official. It is also expected that the employee should neither use any
language and / or post and / or anything indecent, nor set tone & tenor of such
representations that is disrespectful to any person/s.
5. Of late, we are observing a trend that employees are resorting to the process of
pressing their claim or making representation bypassing the above forums and / or
their immediate superior officials. Sometimes, they are trying to bring outside
influence by way of VIP reference etc. Another emerging trend is representations
being sent by the friends, spouse and relatives. In many cases of such
representations addressed to the Top Management of the Bank, the language used
is very inappropriate.
It has also been observed that spouse/family members of a number of
employees/officers are writing letters/e-mails to senior government officials,
ministers and our top executives in the Bank, even to Chairman directly, relating
to service matters of the concerned employees. The tone and tenor of such
mails/letters are often grossly inappropriate.
6. Such submission of representations directly to other authorities by-
passing the prescribed channel of communication, has to be viewed seriously
and appropriate disciplinary action should be taken against those who violate these
instructions. Representations by relatives/friends of our employees/officers relating
to service matters of the concerned employee/officer will also be treated as outside

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 influence. In such cases, depending on fact and circumstances of each such case,
either minor or major penalty may be imposed upon the concerned Officer/Award
Staff after conducting disciplinary proceedings
7. In that context, it may please be noted that in respect of officers/award staff in our
Bank, in any matter connected with service conditions, an officer/award staff wishes
to press a claim or to seek redressal of a grievance, the proper course is to address
immediate official supervisor, or Head of office, or such other authority at the
appropriate level who is competent to deal with the matter in the organization as
per the laid down instructions.
8. Bringing outside influence in the matters relating to service is a misconduct in case
of both officers and award staff in the Bank.

This is in violation of Rule 57 of SBIOSR in respect of officers, which reads as under:

“No officer shall bring or attempt to bring any political or other outside
influence including that of individual directors or members of the Local
Board to bear upon any superior authority to further his own interest in
respect of matters pertaining to his service in the Bank “.

In the case of award staff, this is violation of para 1 (j) of Rules of Conduct (to be
signed by every employee at the time of joining the Bank) states

“No employee shall bring or attempt to bring any political or other outside
influence including that of individual directors of the Bank or the members
of the Local board to bear upon any superior authority to further his own
interest in the Bank”.

9. In case of any instance of violation and / or attempt to violate the above

procedure or bringing in and / or attempting to bring in outside influence
in service matters, the same will be viewed seriously and in such cases the
concerned staff / officer may be liable to be subject to appropriate disciplinary
actions.
In this connection, attention is invited to our e-circular No. CDO/ P&HRD-
IR/118/2008-09 dated 23.03.2009, CDO/P&HRD/ CM/86/2010-11 dated 12.03.2011,
CDO/P&HRD/CM/32/2011-12 dated 17.06.2011 and CDO/P&HRD/CM/46/ 2011-12
dated 30.07.2011 and CDO/ P&HRD-IR/83/2015 – 16 dated 06.01.2016.
10. Capturing External Reference/ Representation in HRMS

A functionality to capture instances of external reference/ representation brought by

the employee was rolled out in HRMS, instructions for which were circulated vide e-
Circular No. CDO/P&HRD-CDS/74/2018-19 dated 03.01.2019.

The salient features of the service are as under:

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 a. All instance(s) where a staff member brings or attempts to bring any external
reference/ representation in respect of matters pertaining to service in the Bank,
which were earlier noted manually, will now be recorded in HRMS service.
b. The captured data will be recorded in the Employee’s PAF, Bio Data and Online
service sheet.
c. The service will cover all categories of staff.
d. HR department at Circles/ CC departments/ CC establishment where the employee
was posted at the material time will be authorized to enter such details in HRMS.
e. Information once submitted will be visible to the employee concerned in HRMS and
will also be intimated by way of an email on his/her official email ID and SMS. E-
mail and SMS will also be sent to the employee’s controller and HR official of the
Circle/CC Department. An example of mail is given below:

Quote
Madam/ Dear Sir,

STAFF: MISCELLANEOUS
REFERENCE/ REPRESENTATION
A reference/ representation related to your transfer/ posting has been received by us as per the details
given below:

Reference/ Representation Received From: ______________

Reference date: __________

Purpose: __________

2. Please confirm that this reference/ representation has been made at your instance. You may submit
your confirmation or otherwise within a period of 7 days in HRMS.
Unquote

f. The employee/officer concerned may submit his/her response to the same within a
period of 7 days in HRMS. In the absence of any reply by the employee/ officer within
the timeline, Bank will presume that he/she has nothing to say in the matter.

g. The service can be accessed in HRMS by using the following navigation:

HRMS > Promotion/ CDS/ Career > Reference/ Representation

11. However, inspite of the above there have been instances where employees have
brought outside/ external influence related to their service matters. Accordingly,
members of staff are advised once again not to resort to bringing any external
influence in respect of matters pertaining to service in the Bank failing which
appropriate action, as mentioned hereunder, will be initiated against the employee.

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 Circular No.: CDO/P&HRD-CM/28/2021 – 22 19 Jun 2021

Outside Reference/ Representation Action to be Initiated

Verbal reference/ representation (first Warning by concerned Disciplinary
instance) Authority
Verbal reference/ representation Initiation of disciplinary
(subsequent instance) proceedings (minor penalty)
Reference/ representation received under
signatures or by way of an e-mail from Initiation of disciplinary
Politicians, Bureaucrats & other outside proceedings (minor penalty)/
authorities

12. All cases of outside reference/ representation will continue to be recorded

electronically in HRMS as hitherto and the information so captured will be recorded
suitably in employee’s Biodata, Promotion Appraisal Form (PAF) and service sheet.

13. A Circle wise monthly MIS of all recorded cases of outside reference/ representation
will also be displayed on SBI Times/ Human Resources.

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 CHAPTER-18 PART (I)
CODE OF DISCIPLINE IN INDUSTRY
18 (I).1 INTRODUCTORY

The “Code of Discipline” marks possibly the boldest attempt ever made to free
industrial relations from their inhibiting legalistic moorings and to restore to
them to their natural human character. It may well be called an instrument of
moral rearmament in which both sides of industry recognize and, what is more
appreciate their mutual interests, rights and obligations.

It is not, of course, as if the essential human aspect of industrial relations had

not occurred to the authorities earlier. Only, the ideas had never been
formulated in a form that could appeal to managements and workers alike. The
laying down of the Code therefore, may well be regarded as the beginning of a
new way of regulation of industrial relations in this country.

When the Code was first conceived there were no doubt, considerable misgivings
about it in the ranks of both employers and workers. It took quite some time for
all these doubts to be cleared. Although it has its critics even now, its essential
wisdom is no longer seriously challenged. It strives to achieve a way of industrial
life which has not always been easy to live up to. But few doubts that it is an
ideal worth striving for. Moreover, though it has only been very imperfectly
worked, it has already done something to raise the tone and general morale in
the units where it has been sincerely tried. In any case, it has made both sides
of industry sit up and think, and this changed attitude in itself is a distinct
achievement. The Code has definitely created a sense of awareness in the
opposite parties of the need to follow certain principles to promote industrial
peace.

18 (I).2 EVOLUTION OF THE CODE

To set the Code in its correct historical perspective, we must go back to the
middle 1950’s. Early post-war years had already seen much labour legislation
and also a new awakening among the workers’ ranks which, however, gradually
developed into a spirit of defiance, with labour unrest becoming more and more
marked in the middle 1950’s. What was even worse, and what caused much
genuine concern was the intimidation and violence in which several labour
unions, irrespective of the justice of their cause, were only too prone to indulge,
with industrial unrest becoming a real menace to industrial production. In 1955,
the number of man days lost rose to a formidable 5.6 million and next year even
this figure was exceeded to reach a total of 7.0 million; the average of the four
previous years was only 3.5 million. “Go slow”, “pen-down”, and “stay-in” strikes
became the order of the day. Labour unrest had escalated from a purely
economic conflict to a level at which it was on its way to becoming a serious

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 threat to law and order. The stage had been reached when indiscipline was so
rampant as to demand urgent attention if production was to proceed smoothly.

It was against the backdrop of this acute phase of labour unrest that the 15th
session of the tripartite Indian Labour Conference met in New Delhi in July
1957. In some ways, it was a momentous session. Both sides of industry
recognized, for the first time, that some way had to be found to give a new
orientation to labour policy. The then Union Minister, Shri G. L. Nanda, who
himself had considerable insight into, and experience of, labour problems, felt
keenly that it was time some fresh attempt was made at better industrial
relations. Presiding over the conference, he declared that, in the interests of
higher productivity and better discipline, conditions should be created which
would, among other things, ensure a sense of security of employment, prompt
attention to workers’ grievances and free scope for organization of workers
unions.

The conference, after debating at length the issue of industrial relations, came
to the conclusion that certain broad principles should be laid down to govern
both employers and workers. A special committee consisting of representatives
of the Government, employers and workers then hammered out these principles
into what has now come to be known as the “Code of Discipline”. The Code was
adopted and certain modifications at the tripartite Standing Labour Committee
at its 16th session held in October 1957, which called upon the organizations of
both workers and employers to ratify it. Since then, the Code has been ratified
by the principal central employers’ and employees’ organizations, who have also
recognized their obligations to see that it is implemented by their constituents.

18 (I).3 THE CODE

While the detailed test of the Code is set forth later in this booklet, briefly, the
Code consists of three parts in addition to the preamble indicating the necessity
for both sides to recognize their mutual responsibilities and rights for the
maintenance of discipline as well as for proper and willing discharge of the
obligations arising therefrom. The first part (Section II of the Code) enumerates
the common obligations of both employers and workers. The second part
(Section III of the Code) sets forth the principles for the managements to agree,
and the third part (Section IV of the Code) states the principles to which the
unions subscribe. The managements and the unions together agree, for instance,
that no unilateral action will be taken on any industrial matter, that disputes
will be settled at appropriate levels, and that neither party will have recourse
to coercion, intimidation, victimization or “go-slow”. The managements, on their
part, agree not increase workloads unless they have been agreed upon or set
otherwise, as also to recognize a union which fulfils certain criteria. The unions
on their part agree not to use physical duress in any form and to discourage
unfair labour practices.

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18 (I).4 IMPLEMENTATION

As it is not enough merely to lay down a Code, and as it is necessary to see that
it is implemented at different industrial levels, an implementation machinery
had to be set up to supervise its observance. The machinery now consists of
implementation officers appointed by the Central and State Governments whose
function is to probe breaches of the Code and record their findings. These
authorities not only ensure that the Code is implemented but help bring about
out of court settlements of cases pending in High Courts and the Supreme Court.
Yet another of their functions is to see that cases are screened by the Screening
Committee set up by the central employers’ and workers’ organizations before
appeals are filed in High Courts and also to evaluate major strikes, lock-outs
and disputes in order to fix responsibility.

As far as the State Bank of India is concerned, the appropriate authority is the
Central Machinery, as banking is a central subject; any complaint of breach of
the Code may be made to it by either party. Besides, there are tripartite
implementation and evaluation committees both at the Centre and in the States.
These committees meet from time-to-time to discuss the issues arising out of the
implementation of the Code and they have an advisory role to perform. If any
union finds it difficult to implement the Code, they are always prepared to
examine how best the difficulty can be overcome. Apart from fixing
responsibility for violation of the Code, they also review periodically, the
working of the Code and generally maintain a two-way exchange of experience
between the committees at lower levels and the Central Committees.

Being an essentially moral agreement, the Code rests for its success on the
willingness of the employers and the workers to abide by it. Even so, in order to
ensure that the Code does not deteriorate into a document by which people tend
to swear without necessarily observing it, some sanctions have been built into
the Code machinery and they are expected to be applied when a member unit,
whether among employers’ or workers’ unions, deviates from the Code.

The sanctions adopted and approved by the Tripartite Committee include:

(1) to ask the unit to explain the infringement of the Code,
(2) to give notice to the unit to set right the infringement within a specified period,
(3) to censure the unit concerned for its actions constituting the infringement and
(4) to disaffiliate a unit from membership in the event of persistent violations of the
Code.

18 (I).5 CODE AND THE BANKING INDUSTRY

It should be easy enough to see that the Code has a special significance to the
working of banks. For one thing, as the Bank is a credit institution, its successful
working will depend on the degree of confidence between the management and
the staff on the one hand, and between the management and the staff and the

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 wider public on the other. The wider and more sincerely the “Code of Discipline”
is implemented, the better will be the quality of the service the Bank will be able
to render to the public. A Bank’s public image will depend on how the Code is
implemented. Because the banks are credit institutions and not manufacturing
units, it took some time to get the Code fitted to their peculiar needs. Some
clarifications of the Code have now been sought for and obtained, both by bank
managements, including the State Bank of India, Indian Banks’ Association and
Exchange Banks Association and by the various employees’ organizations
including the All India State Bank of India Staff Federation. The Code, along
with certain clarifications, was finally accepted by the State Bank and its
employees’ organizations on February18, 1965. It has come into operation so far
as the Bank and its employees are concerned.

To mention a few of the clarifications that have been sought and obtained, one
may refer to Clause II(i) of the Code which provides that no unilateral action
shall be taken on any “industrial matter” and disputes be settled at appropriate
levels. It has now been clarified that an “industrial matter” will not include
every minor issue and it refers chiefly to matters which affect the larger interest
of the workers, specially such issues as are mentioned in the Fourth Schedule of
the Industrial Disputes Act. For instance, wages including the period or mode
of payments, compensatory and other allowances, leave conditions, hours of
work and classification of grades come under the definition of an “industrial
matter”. Again Clause II (iii) provides there should be no strike or lock-out
without notice. This has been clarified to mean that if either party feels
compelled to adopt these devices at all it should give 14 days’ notice: the benefit
of notice available to public utility concerns thus becomes available to banks.

18 (I).6 CONCLUSION

While the details of the Code and its different clauses, together with
clarifications where necessary, have been set forth in the next part of this
pamphlet, it is perhaps necessary to reaffirm the basic character of the Code.
“What really matters about the Code is its spirit. To treat the Code as a legal
document is to miss its very essence. The Code is a way of life, an attempt at a
major break-through in a field bedeviled by much legislation. Given goodwill
and sense of responsibility on the part of the management as well as the
workers, it bids fair to become a satisfying means of resolving difficult issues.”

18 (I).7 THE CODE AND CLARIFICATIONS

TO MAINTAIN DISCIPLINE IN THE INDUSTRY (both in public and private

sectors) there has to be -
(i) A just recognition by employers and workers of the rights and responsibilities of
either party, as defined by the laws and agreements (including bipartite and
tripartite agreements arrived at all levels from time-to-time) and

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 (ii) A proper and willing discharge by either party of its obligations consequent on
such recognition.
The Central and State Governments, on their part, will arrange to examine and
set right any shortcomings in the machinery they constitute for the
administration of labour laws.

(Clarification: The provisions of labour enactments, awards and settlements

which are legally binding will override the provisions of the Code).

18 (I).8 TO ENSURE BETTER DISCIPLINE IN THE INDUSTRY –

MANAGEMENT AND UNION(S) AGREE –

(i) That no unilateral action should be taken in connection with any

industrial matter and that disputes should be settled at appropriate
levels;

(Clarification: The stipulation that no unilateral action should be taken

in connection with any industrial matter does not mean that the
management will have to be sitting in consultation with representatives
of labour in regard to every small matter. It means that in an industrial
matter which affects the larger interests of the workers, action should
not be taken without notice or consultation. While it is not necessary to
define precisely what is meant by an industrial matter the Fourth
Schedule * of the Industrial Disputes Act itself indicates certain broad
points on which prior notice or consultation is indicated).

Note: * See Appendix

(ii) That the existing machinery for settlement of disputes should be utilized
with the utmost expedition;

(iii) That there should be no strike or lock-out without notice; (Clarification:

There should be no strike or lock-out without giving a notice of 14 days).

(iv) That affirming their faith in democratic principles, they bind themselves
to settle all future differences, disputes and grievances by mutual
negotiation, conciliation and voluntary arbitration;

(v) That neither party will have recourse to

(a) Coercion,
(b) Intimidation,
(c) victimization, or
(d) Go-slow;
(Clarification: Coercion will include personal vilification)

(vi) That they will avoid

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 (a) litigation,
(b) Sit-down and stay-in-strikes, and
(c) lock-outs;
(Clarification : Sit-down and stay-in-strikes will include pen-down strikes also)

(vii) That they will promote constructive co-operation between their

representatives at all levels and as between workers themselves and abide
by the spirit of agreements mutually entered into;

(viii) That they will establish, upon a mutually agreed basis, a grievance
procedure which will ensure a speedy and full investigation leading to
settlement (Clarification: Where in an establishment there is an existing
procedure which ensures speedy and full investigation and settlement of
grievances, such procedure could be continued and it would not be necessary
to substitute the Model Procedure in its place)

(ix) That they will abide by various stages in the grievance procedure and take no
arbitrary action which would by-pass this procedure; and

(x) That they will educate the management personnel and workers regarding
their obligations to each other.

18 (I).9 MANAGEMENT AGREE

(i) Not to increase work-loads unless agreed upon or settled otherwise ;

(Clarification : Settlement of work-loads by reference to adjudication is
covered by the words “settled otherwise” in the existing clause; moreover, a
decision of the Tribunal or any other legal body will always override the
provisions of the Code. This does not preclude a temporary allocation of
work of sporadic nature to meet exigencies or emergencies due to heavy rush
on certain occasions)

(ii) Not to support or encourage any unfair labour practice such as

(a) Interference with the rights of employees to enroll or continue as union
members.
(b) Discrimination, restraint or coercion against any employee because of
recognized activity of trade unions, and
(c) victimization of any employee and abuse of authority in any form;

(iii) To take prompt action for

(a) Settlement of grievances, and
(b) Implementation of settlements, awards, decisions and orders;

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 (iv) To display in conspicuous places in the undertaking the provisions of this
Code in the local language(s);
(v) To distinguish between actions justifying immediate discharge and those
where discharge must be preceded by a warning, reprimand, suspension or
some other form of disciplinary action and to arrange that all such
disciplinary action should be subject to an appeal through normal grievance
procedure;
(Clarification: Where the normal existing procedure in an establishment
provides for such matters, the existing procedure can continue)

(vi) To take appropriate disciplinary action against its officers and members in
cases where inquiries reveal that they were responsible for precipitating
action by workers leading to indiscipline;
(Clarification: It is for the management and the unions to decide when their
respective obligations under Clauses III(vi) and IV(vii) arise) and

(viii) To recognize the union in accordance with the Criteria (annexed) evolved at
the 16th session of the Indian Labour Conference held in May 1958
(Clarification: The Criteria for Recognition of Unions will govern recognition
of unions in the State Bank of India subject to the following clarifications
with regard to clauses 2, 3 and 6 :

(a) The State Bank of India would recognize a Union / Federation which
represents majority of its employees on an all-India basis provided it has
a membership of at least 25 percent of the employees of the Bank. This
Union / Federation would be called the Representative Union / Federation
and it will have the right to deal with matters of all-India interest like
general questions concerning the terms of employment and conditions of
service of the employees of the Bank.
(b) Similarly, the Bank will recognize a Union operating in a Circle
representing the majority of its employees in the Circle provided it has
membership of at least 25 percent of the employees of that Circle. This
Union will be called a Representative Union of the Circle and will deal
with matters relating to that Circle not having any all-India bearing.
(c) The Representative Union / Federation would have the rights to represent
the employees in all offices of the Bank, but if another Union has a
membership of more than 50 percent of its employees in the offices of a
city or a branch it would have the right to deal with matters of purely
local interest pertaining to that city or branch as the case may be).

18 (I).10 UNION(S) AGREE

(i) Not to engage in any form of physical duress;

(ii) Not to permit demonstrations which are not peaceful and not to permit
rowdyism in demonstrations.

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 (iii) That their members will not engage or cause other employees to engage in any
union activity during working hours, unless as provided for by law, agreement
or practice;
(iv) To discourage unfair labour practices such as
(a) Negligence of duty,
(b) Careless operation,
(c) Damage to property,
(d) Interference with or disturbance to normal work and
(e) Insubordination.
(v) To take prompt action to implement awards, agreements, settlements and
decision;
(vi) To display in conspicuous places in the union offices the provisions of this Code
in the local language(s) and
(vii) To express disapproval and to take appropriate action against office- bearers
and members for indulging in action against the spirit of this Code.
(Clarification: It is for the management and the unions to decide when their
respective obligations under Clause III(vi) and IV (vii) arise).

18 (I).11 RULES FOR ACCEPTING GIFTS: AWARD STAFF

(E-Circular No: CDO/P&HRD-PM/23/2018-19 Dated 07.07.2018)
The extant Rules of Conduct for the members of Award Staff for accepting a gift
have been revised as under:

Award Staff: Acceptance of Gift by Self and Family

EXISTING REVISED RULES

RULES
“An employee No gifts will be accepted by any employee or any member of
accepting from a his/ her family or any other person acting on his/ her behalf
constituent of the except as follows:
Bank a gift other (i) Gifts may be accepted from near relatives on occasions
than of fruit and such as weddings, anniversaries, funerals or religious
flowers will, unless functions. However, the same should be reported to the
the permission of competent authority if the value of any single gift
the Bank has been received exceeds Rupees Seven Thousand Five
previously Hundred.
obtained, be liable (ii) On these occasions, gifts may also be accepted from the
for dismissal from personal friends not having official dealings with the
service.” Bank. However, if the value of any single gift received
exceeds Rupees Five Hundred, the same should be
reported to the competent authority.
(iii) In any other case, the employee shall not accept any
gift without the sanction of the competent authority, if
the value of the gift exceeds Rupees Five Hundred.
(iv) Further, when the employee receives more than one
gift from the same or different persons/ entities within

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 a period of 12 months, the matter shall be reported to
the competent authority if the aggregate value of all
such gifts exceeds Rupees Seven Thousand Five
Hundred.
Note:
(a) Gifts will not be accepted from a person having official
dealings with the Bank. However, a casual meal, lift or other
social hospitality shall not be deemed as a gift.
(b) The expression “gift” shall include free transport,
boarding, lodging or other service or any other pecuniary
advantage when provided by any person who has official
dealings with the Bank.

18 (I).12 VIGILANCE MATTERS- SUSPENSION CASES

(VIG/GEN-196/3857 DATED 24.11.2009)
RULE 68A(7)(iii) of SBIOSR: “No officer who is under suspension shall be entitled
to receive payment of subsistence allowance unless he furnishes a certificate that
he is not engaged in any other employment, business, profession or vocation”.
In respect of Supervising Staff, the above rule clearly states that the branch paying
subsistence allowance should obtain a certificate from the suspended official
confirming that he/she is not engaged in any other employment, business,
profession or vocation. In this context, to comply with the service rules, we advise
that the subsistence allowance may be paid by means of a Banker’s Cheque or
credited to his account only after obtaining the said letter from the suspended
official each month.

This is also applicable mutatis- mutandis to Award Staff employees

placed under suspension.
The suspended employee / official should not leave the headquarters
without the prior permission of the competent authority.

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 CHAPTER-18 PART(II)
FUNCTIONING OF INDUSTRIAL RELATIONS
MACHINERY IN OUR BANK

18(II).1 INDUSTRIAL RELATIONS MACHINERY IN RESPECT OF SUPERVISING

STAFF

Industrial Relations aspects form part of wider HR functions. Bank level HR head is
DMD (HR) & CDO assisted by CGM (HR). The Industrial Relations Department,
functioning under CGM (HR), exclusively looks after the industrial relations issues and
is located at Corporate Centre, Mumbai.

18(II).1.1 At Corporate level

Central Negotiating Council meets at quarterly intervals to discuss and negotiate

demands, requests and grievances of officers. From Management side, DMD (HR) &
CDO, CGM (HR), DGM (IR) and other Departmental heads of HR Department
participate in the meeting. Apart from them, DGM / General Manager (Law), General
Manager (R&DB), General Manager (CS), as representative of SC/STs, also participate
in the meeting. DGM & CDOs and AGMs (HR) of Circles also participate in the
meeting. CGM of the host Circle participates as observer.

From the Federation side, President, General Secretary and Vice Presidents along with
Presidents and General Secretaries of Circle Officers’ Association participate in the
meeting.

At Corporate level, there is also a Central Industrial Relations Council, which may
discuss and negotiate important/ emergent issues concerning the management and/or
the Federation. The Chairman, Managing Directors, DMD (HR) & CDO, CGM (HR) and
DGM (IR) represent management side. President, General Secretary and any other
office-bearer of the Federation represents Federation Side.

18(II).1.2 At Circle levels (CDO:IR: SPL:92 dated 2.8.2012)

Sr. Forum Particulars Participants

No.
1 Circle Management • GMs Network (Senior most GM
Negotiating Representatives Network will be the Chairperson)
Council • GM CCG
• GM / DGM CAG
• GM / DGM SARG
• DGMs of Spl. Branches
• DGMs(B&O)
• DGM & CDO
• AGM (HR)

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 • Liaison Officers of STs (i.e. AGM (PR &
CS)) at LHOs
Association Equal number of office bearers from
Representatives Association at Circle level, including
President, General Secretary and other
office bearers. The total number should not
exceed the number of management
representatives. Federation level
representatives of the Officers’ Association
/ Federation will not attend such meeting
Periodicity Quarterly
2. Structured Management •DGM (B&O) Chairperson
Meetings At Representatives •Regional Managers
Administrative •CM(HR)
Office (Module) •Representatives from CCG/ CAG /
level SARG, if their offices / branches are
located in that geographical area
Association Equal number of office bearers of
Representatives Association up to Module level. Circle /
Federation level representatives of the
Officers’ Association / Federation will not
attend the meetings
Periodicity Quarterly intervals

18(II).2 INDUSTRIAL RELATIONS MACHINERY IN RESPECT OF AWARD STAFF

18(II).2.1 Corporate Center level

A. Central Bipartite Forum meetings may be held to discuss and negotiate issues
concerning the management and the staff Federation. DMD (HR) & CDO, CGM
(HR), DGM (IR) and other Departmental heads of HR department participate in the
meeting. These meetings may be held at quarterly intervals. From Federation side,
President, Secretary and two representatives of each Circle Union /Association
participate.
B. Central Consultative Committee’. The Chairman, Managing Directors, DMD (HR)
& CDO, CGM (HR), DGM (IR) and DGM (PMD & PPG) are the members of the
committee. From Federation side, President, Secretary and two representatives of
each Circle Union / Association are the members. The meeting may be held as per
need.
C. Central Industrial Relations Council is conflict resolution machinery. The council
comprises of Chairman, Managing Director, DMD (HR) & CDO, DMD & CFO, CGM
(HR) and DGM (IR) from management side and President, Secretary and 3
representatives from Federation side.

18(II).2.2 Circle Level

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 A. Circle Bipartite Forum meetings may be held at quarterly intervals. The forum
comprises of CGM, General Manager (NWs), DGMs (Credit), DGM (Operations) and
DGMs of direct branches, Circle Development Officer, AGM (HR), CMs (HR), AGMs
(Admin) from management side and equal number of representatives of the recognized
Circle Union.
B. Circle Consultative Committee comprises of CGM, General Manager (NWs), DGMs
(Credit), DGM (Operations) and DGMs of direct branches, Circle Development Officer,
AGM (HR), CMs (HR), AGMs (Admin) from management side and equal number of
representatives of the recognized Circle Unions.
C. Circle Industrial Relations Council is conflict resolution machinery. CGM, General
Managers (NW), CDO and AGM (HR) from management side and from Union side,
President, General Secretary and three representatives participate in the meetings.

18(II).2.3 At Administrative Office Level

Meetings may be held at quarterly intervals. DGM (B&O), Regional Managers, CM

(HR), Managers (HR) of Regions from management side and two representatives of
Circle Union and other Office-bearers nominated by the Union participate in the
meetings.

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 CHAPTER-18 PART-(III)
VARIOUS FACILITIES TO RECOGNISED UNION
The recognized Union of the Award Staff in the Circle is extended certain facilities by the
Bank. Some of the important among them are:

a) To make representations either written or oral on behalf of its members. In the case of
other employees’ individual representations could be entertained.
b) To hold union meetings in the Bank’s premises with the prior written permission of the
Branch Manager.
c) To nominate members on the committees like Staff Welfare Committee, Consultative
Committee, Customer Service Committee etc. and hold formal and informal talks.
d) To display circulars, notices etc., issued by them on the notice board in the staff
recreation room or space provided by the Bank.
e) To collect subscriptions from the salaries against letter of authority from its members.
f) To open account in the name of the Union and to operate through its authorised
representatives.
g) Entitlement for sanction of special casual leave to its authorized representatives, whose
names have been communicated to the branch, for attending Union Meetings /
Conferences.
h) Facility of “Check-Off”
(i) At the request of the registered Union, the facility of ‘check-off’ was extended to them,
subject to each member of the union giving a letter of authorization. Such letters
should be kept on record for necessary action and, in case of transfer of an employee
the letter should be forwarded to the concerned branch / office along with last pay
certificate.
(ii) The following procedure should be followed while remitting the recoveries effected
from the employees under the check-off system:

1 All remittances should invariably be accompanied by the list of subscribers as

per specimen showing therein the total amount credited to the unit’s account.
2 The postal charges incurred in connection with the dispatch of the relative
drafts may be borne by the Bank.
(iii) Even though the letter of authority given by the member of the Circle Award Staff
Union contains that the revocation will be effective only from January next year, it
will be in order to stop deductions with immediate effect or as indicated by him, in
case a member revokes his / her authorisation.

i Addressing of Communication to Staff Union

All communications to the Staff Union should, however, be made by means of letters and not
memoranda and addressed in the usual manner.
ii Distribution of Circulars by Recognised Union (PER:IR: CIR:142 dtd. 24.7.1985)
Distribution of Circulars by recognised Union within the premises will not be permitted
during the working hours excepting during lunch recess.

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 18(III).1 DUTY RELIEF TO OFFICE BEARERS OF OFFICERS’ FEDERATION
(PER/IR/CIR/169 DATED 14.11.1984)

Full time duty relief is given to General Secretary of AISBOF (no office bearer of Circle
Officers’ Association has been given duty relief).

18(III).2 DUTY RELIEF TO OFFICE BEARERS OF AISBISF & ITs CIRCLE

AFFILIATES

i. Full day relief to -

a President and Secretary of Staff Federation
b General Secretary of the Award Staff Union of the Circle

ii. Half day relief to one office bearer (usually Dy. General Secretary) of Award Staff
Union at Administrative Office.

Office-bearers or activists of the Unions / Associations other than those covered by

the above arrangement are not allowed relief from duty. If any other office-bearers
or activists are enjoying the facility, the facility is to be discontinued and they are
to be given a full day’s work. For those, who do not perform a full day’s work, the
principle of “No work No pay” should be applied in conformity with extant
instructions. (PER:IR: CIR:169 DTD. 14.11.1984)

18(III).3 OFFICE BEARERS OF AISBISF: EXEMPTION / RELAXATION FROM

TRANSFER POLICY (CDO/P&HRD/IR/119/2008-09 DATED 24.03.2009)

(i) The President and Secretary, Senior Vice-President, Treasurer of the All India SBI
Staff Federation and President, General Secretary, one / two Senior Vice Presidents,
Treasurer and one Dy. General Secretary at LHO Head quarter and one Dy. General
Secretary of the Circle Staff Unions at each Administrative Office will be exempted
from redeployment. They may be considered for posting at administrative offices also.

(ii) The other members of the Circle / Working / Executive / Central Committee of the
recognised Circle Union and council members of Federation who are eligible for special
casual leave in terms of bipartite settlement dated 2nd June 2005 will be redeployed in
the same centre.

(iii) The above provisions on redeployment are without prejudice to the provisions of
paragraph 535 and 536 of Sastry Award.

18(III).4 OFFICERS’ FEDERATION / ASSOCIATION OFFICE BEARERS: EXEMPTION /

RELAXATION FROM TRANSFER POLICY
A. Office Bearers To be Exempted from Normal Transfer Policy

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 Level No. of Office Particulars of Office Bearers
Bearers To be
Exempted

Federation 5 President, General Secretary, Treasurer and two Assistant

Secretaries
Circle 5 or 6 President, General Secretary and three others to be nominated
by the Circle Association. (In Circles, where the number of
branches is more than 700, the Circle Association will
nominate four other office bearers, instead of three)
Module 2 Regional Secretary and one other office-bearer to be nominated
by the Circle Association

Placement:

(i) Federation:
The General Secretary and Treasurer of the Federation will be posted at the LHO or
Regional office at the Headquarters of the Federation. The President of the Federation
will be posted at the LHO or Regional Office or Main Branch or a nearest possible
branch/ office at the Headquarter of the Circle Association from where he/ she is
elected.
The two Assistant Secretaries of the Federation will be posted at a Branch/ Office to
the extent administratively feasible near to the Federation’s office.
(ii) Circle Association:
The Circle General Secretary will be posted at LHO or Regional Office. The remaining
office bearers covered above will be posted at LHO or Regional Office or a branch/
office as near as administratively possible to the Regional Office.
Nomination:

In January each year, as and when elections are held, Circle Associations will submit
in writing, names and designation of office bearers who are required to be nominated
for purpose of granting exemption from transfer policy. If no nominations are received
within the stipulated time or immediately after elections, the Bank would be free to
transfer office bearers without waiting for the nomination.

Tenure:

Postings as above will be made during the period the office bearers concerned hold their
respective positions.
All the postings would be commensurate with the grade and seniority of office bearers
and full day’s work will have to be performed by them.

Officers SMGS IV & above:

The bank expects them not be a member of an association in which officers up to

MMGS-III are members.

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 18(III).5 INSTRUCTIONS ISSUED RELATING TO OFFICE BEARERS OF AISBOF
& IT’S CIRCLE AFFILIATES IN THE CONTEXT OF OJC. NO. 7862/01
FILED BY SHRI P.M. MOHANTY & OTHERS VS. UNION OF INDIA &
OTHERS (CDO:IR: SPL;86 DATED 27.05.2003)

I. None of the office bearers of the Circle Officers’ Association (recognized) should be
allowed to work in the same desk / job / assignment / duty for a period exceeding 2
to 3 years. In other words, all the office bearers of recognized Circle Officers’
Association should be subjected to rotational transfer under Bank’s job rotation
policy including transfer from one office / branch to another without exception.
II. Office bearers who have been exempted in terms of the agreement and who have
been nominated periodically by the Circle Officers; association (recognized) should,
however, not be transferred out of the centres where LHO/AO etc. are located as
per the agreement.
III. It is to be ensured that all the designated office bearers including all others have
full day’s work and no exemption on this count is allowed to them for union
activities.

18(III).6 GENERAL INSTRUCTIONS: (NBG:P&HRD:IR: SPL:117 dated 2 June 2003)

As per Government of India guidelines, no office bearers of Officers’ Association /

Employees’ Union can stay for a period of more than 3 years at a particular branch /
office in the case of officers and beyond 5 years in case of representative of the
employees Union.

In this connection, certain office bearers of officers’ Federation / Association have been
granted exemption / relaxation from officers’ transfer policy. We may, however, add that
the office bearers who are of exempted category continue to remain subject to transfer
from one branch / office to another branch / office at the same centre like any other
officer at a stipulated interval as per job rotation and Transfer policy. They are
exempted from transfer from one centre to another. Other office bearers of the officers’
Federation / Association are not exempted from transfer in any manner.

While the Central / Working / Executive Committee members of Circle recognized

Union and unit secretaries at their local units are not subject to transfer under 5 Year
Transfer policy, they are liable for transfer on account of administrative exigencies i.e.,
Government guidelines.

18(III).7 SPECIAL LEAVE TO OFFICERS’ ASSOCIATION REPRESENTATIVES

(PER/IR/27175 DATED 23.06.1981)

They are eligible for 10 days Special Leave in each financial # year to 4 office bearers
of the Circle Officers’ Association for organizational work.

18(III).8 STAFF: AWARD: SPECIAL LEAVE TO OFFICE BEARERS AND COMMITTEE

MEMBERS OF THE RECOGNISED UNIONS FOR ATTENDING TO

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 ORGANISATIONAL MEETINGS AND CONFERENCE (PER:IR:195 DATED
13.04.1994)

18(III).9 PROVISIONS REGARDING SPECIAL LEAVE AS PER INDUSTRY LEVEL

SETTLEMENT DATED 2ND JUNE 2005

As per the said provision in the 8th Bipartite Settlement, Special Leave will be allowed
to certain employees for attending meetings and conferences of trade unions of bank
employees as provided below:
A. Principal Office Bearers of All India Workmen Unions /
Associations subject to a maximum of:
a) 20 such members in the case of Unions having more than 25% Up to 21 days
membership in a financial #
b) 15 such members in the case of unions having less than 25% year
membership

B. Central Committee members of All India Workmen Unions /

Associations subject to a maximum of:
a) 40 such members in the case of unions having more than 25% Up to 17 days
membership in a financial #
b) 30 such members in the case of Unions having less than 25% year
membership
C. Office Bearers of the Executive Committee of the State or Regional
level units of All India Workman Unions / Associations subject to
a maximum of: Up to 7 days in
a) 20 such members in the case of Unions having more than 25% a financial #
membership year
b) 15 such members in the case of Unions having less than 25%
membership

Such Office bearers are to be nominated by the All India Workmen Unions / Association.

# As per HR/IR/RKS/ 1420 dated 10.09.2018, for operational convenience, the

periodicity for sanction of Special casual leave to Officer Bearers of

Federation/ Association has been shifted from Calendar Year basis to
Financial Year basis w.e.f. FY 2018-19 onwards.

18(III).10 SPECIAL LEAVE FOR ATTENDING CONCILIATION PROCEEDINGS

No special leave is granted to an employee for representing another employee of the

Bank in conciliation proceedings at a station other than the one where he is stationed

No duty leave is granted to employees to attend conciliation proceedings even for a part
of the day but may be granted any other leave to their credit as per the rules laid down
by the Bank for the purpose

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 18(III).11SPECIAL LEAVE TO OFFICER MEMBERS OF THE AWARD STAFF UNION

i) Some members of the supervising staff continue to remain members of the Award
Staff Union, even after their promotion as officers. In this connection, it is clarified
that the provisions of the Bipartite Agreement as also paragraph 16.7 of the Desai
Award would apply only to workmen employees of the Bank.
ii) The facility of special leave or additional special leave cannot be made available to
such officer members of the award staff unions. The granting of facilities to such office-
bearers of the unions, who are officers of the Bank will depend purely on the
convenience of the Bank and the exigencies of service, even in the matter of granting
leave of any kind to them for representing award staff grievances.
iii) Although an officer representative of the Award Staff Union may not be prohibited
from defending an employee who is being proceeded against, the question of relieving
him for the purpose, even by granting him leave of any kind due to him, will depend
on the exigencies of service and the convenience of the Bank.

18(III).12 UNIONS / ASSOCIATIONS: REQUEST FOR OFFICE SPACE ETC

(PER/IR/34432 DATED 16.8.1979)

Recognised Unions / Associations belonging to both officers and workmen employees, if

request for some office space and other related facilities at LHOs, the LHOs may
consider the same keeping in view the following:
a) The actual office space requirements of the recognized Associations of officers and
workmen staff may be met in a small way subject to availability of such space. The
space so provided, which should generally not be more than a room, should be
properly defined in writing.
b) If there are requests for telephones, separate telephones may be provided. The
expenses, recurring as well as non-recurring, in respect of which should be
recovered in full of them.
c) The base minimum furniture, consisting of one table, 3/4 chairs and one steel
cupboard may also be provided if requested. However, no typewriting machines or
any kind of stationery should be given.
d) With a view of keeping General Secretaries of Staff Unions updated with the
new initiatives, information, and latest developments in the Banks, they may be
provided access to the SBI Times in their offices. (CDO:IR: SPL:484 dated
23.02.2007)
e) Use of Bank’s Intranet Site (CDO:IR:889 dated 02.09.2015): It has come to notice
that in some Circle, Unions / Associations are allowed to host their website in Bank’s
intranet. The position in the Circles may please be reviewed and such facilities, if
extended, may please be withdrawn immediately.

18(III).13 OBSERVATIONS OF CENTRAL VIGILANCE COMMISSION (CVC)

The CVC, in terms of their letter no. 1106/BNK/1/142394 dated 30.08.2011 has
observed as under:

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 “While examining a report submitted by a CVO of a bank, it is observed that the bank
authorities have permitted to use branch premises as union office. The Commission
would therefore advise you to ensure that none of the Union / Association is permitted
for using the bank premises for the purpose of Union office, without specific permission
of the appropriate authority in terms of the Bank’s policy……”.

18(III).14 BIPARTITE MEETINGS: REIMBURSEMENT OF LODGING & BOARDING

EXPENSES (PER/IR/27771 DATED 14.07.1983)

Whenever the representatives of the Unions are called by the bank for Bipartite
meetings / discussions, they are treated as on duty and apart from duty leave, they are
reimbursed with travelling allowance or reimbursed actual lodging and boarding
expenses as per their entitlement.

At metropolitan towns viz., Mumbai, Kolkata, Delhi, Chennai and Hyderabad (where
officers are reimbursed HRA at the maximum rate) and Bengaluru, the representatives,
whenever called by Corporate Centre for meetings / discussions will be reimbursed
boarding and lodging expenses up to a maximum amount as is the limit fixed for officer
in scale IV & V.

18(III).15 ENTITLEMENT FOR TRAVELLING: REPRESENTATIVES OF AWARD

STAFF ASSOCIATION / FEDERATION (CDO:IR: 2510 DATED 03.10.2006)

Whenever the representatives of Staff Union/ AISBISF are called for the meeting
outside their centre at short notice, they may be permitted to travel by air (economy
class) by shortest route and their travelling expenses may be reimbursed accordingly.

******

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 AN N E X U R E:

Criteria for Recognition of Unions

1. Where there is more than one union, a union claiming recognition should have been
functioning for at least one year after registration. Where there is only one union this
condition would not apply.
2. The membership of the union should cover at least 15 percent of the workers in the
establishment concerned. Membership would be counted only of those who had paid
their subscriptions for at least three months during the period of six months
immediately preceding the reckoning.
3. A union may claim to be recognized as a representative union for an industry in a local
area if it has a membership of at least 25 percent of the workers of that industry in
that area.
4. When a union has been recognized, there should be no change in its position for a
period of two years.
5. Where there are several unions in an industry or establishment, the one with the
largest membership should be recognized.
6. A representative union for an industry in an area should have the right to represent
the workers in all the establishments in the industry, but if a union of workers in a
particular establishment has a membership of 50 percent or more of the workers of
that establishment it should have the right to deal with matters of purely local
interest such as the handling of grievances pertaining to its own members. All other
workers who are not members of that union might either operate through the
representative union for the industry or seek redress directly.
7. In the case of trade union federations which are not affiliated to any of the four central
organizations of labour, the question of recognition would have to be dealt with
separately.
8. Only unions which observed the Code of Discipline would be entitled to recognition.

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 CHAPTER-18 PART-(IV)
INDUSTRIAL RELATIONS (INCLUDING STRIKE ETC)
FREQUENTLY ASKED QUESTIONS (FAQS)

* What is Industrial Relation?

As people in their normal life have understanding about each other called
relation’, so do have employees and management in an organisation. The
understanding between employees and the management in an industrial
organisation is commonly called “Industrial Relations” (IR).

* How has it been defined?

Encyclopedia Britannica defines industrial relations as “the relations of the

State with employers, workers, and other Organisations. The subject,
therefore, includes individual relations and joint consultations between
employers and workers at their place of work, collective relations between
employers and trade unions; and the part played by the State in regulating
these relations.”

* What is the role of ‘Industrial Relations’ in an organisation?

It fosters industrial peace, promotes industrial democracy, provides benefits

to employees as well as management and improves productivity in the
Organisation.

* What is an ‘Industrial dispute’?

‘Industrial Dispute’ means any dispute or difference between employers and

employers, or between employers and workmen or between workmen and
workmen, which relates to the employment or non-employment or the terms
of employment or with the conditions of labour of any person.

* What is the relevance of Industrial disputes Act, 1947? Why was this
Act enacted?

The legislation relating to industrial relations in India is contained in the

Industrial Disputes Act, 1947. This is a Central Act, which came into
operation on 1st April 1947. According to the Notification of the Central
Government published in the Gazette of India, 1946, Pt.V, the Act was
enacted for the following reasons: “Experience of working of the Trade
Disputes Act of 1929 has revealed that its main defect is that, while restraints
have been imposed on the rights of strikes and lockouts in Public Utility

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 Services, no provision has been made to render the proceedings institutable
under the Act for the settlement of an industrial dispute, either by reference
to a Board of Conciliation or to a Court of Inquiry conclusive and binding on
either parties to the dispute.”

* What does ‘appropriate Government’ under Industrial disputes Act

mean?

As per definition of ‘appropriate Government’ contained in Sec.2 (a) of the

Industrial Disputes Act, the ‘appropriate Government’ for the Banks is the
Central Government. Various authorities under the Industrial Disputes Act
are appointed / constituted by the ‘appropriate Government’.

* What is the authority structure constituted under the Industrial

disputes Act for the purpose of conciliation and settlement of
Industrial disputes?

The main objective of the Industrial Disputes Act, 1947 is the conciliation and
settlement of I.D. For this purpose, various authorities have been constituted
under Sec.s 3 to 9 of the I.D. Act as detailed hereunder: -
Conciliation (a) Works Committee,
(b) Conciliation Officer(s),
(c)Board of Conciliation
Arbitration (a) Court(s) of Inquiry
Adjudication (a) Labour Court(s),
(b) Industrial Tribunal(s),
(c) National Tribunal

* What are the powers and duties of Conciliation Officers, Boards,

Courts and Tribunals?

Under Sec.11 of the Industrial Disputes Act, they have the same powers as
are vested in a Civil Court under the Code of Civil Procedure, 1908 (5 of
1908), when trying a suit, in respect of the following matters, namely –

a) enforcing the attendance of any person and examining him on oath;

b) compelling the production of documents and material objects;
c) issuing commissions for the examination of witnesses;
d) in respect of such other matters as may be prescribed;

and every inquiry or investigation by a Board, Court, Labour Court,

Tribunal or National Tribunal, shall be deemed to be a judicial

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 proceeding within the meaning of Sec. 193 and Sec.228 of the Indian
Penal Code
(45 of 1860).

* What is meant by ‘Conciliation’?

‘Conciliation’ refers to the process by which representatives of workers and

employers are brought together before Conciliation Officers or Board of
Conciliation with a view to persuading them to resolve the dispute/difference
by mutual discussion between them. According to the Industrial Disputes
Act, the conciliation machinery comprises of the following authorities: -

(i) Conciliation Officers - Appointed under Sec. 4 of the ID Act

(ii) Board of Conciliation – Constituted under Sec. 5 of the ID Act
(iii) Court(s) of Enquiry - Constituted under Sec. 6 of the ID Act

* Who are the ‘Conciliation Officers’ and what do they do?

The Chief Labour Commissioner (Central) acts as the primary conciliatory

agency in the Central Government for Industrial Disputes. There are the
Regional Labour Commissioners (Central) and Assistant Labour
Commissioners (Central) who, on behalf of the Chief Labour Commissioner
(Central) act as Conciliation Officers in different parts of the country. The
Conciliation Officer makes efforts to resolve the dispute/differences through
settlements between the workmen and the management. The duties of
Conciliation Officers have been laid down under Sec.12 of the Industrial
Disputes Act.

* What is Arbitration?

‘Arbitration’ is a process governed by Sec. 10A of the Industrial Disputes Act

in which the conflicting parties agree to refer their dispute to a neutral third
party, known as ‘arbitrator’. The decision of the arbitrator by way of award
would be binding on the parties as per provisions of Sec. 18 of Industrial
Disputes Act. Arbitration differs from conciliation in the sense that in
arbitration, the arbitrator gives his judgement on the dispute while in
conciliation the conciliator only facilitates the disputing parties to resolve the
dispute by arriving at an amicable solution.

* What is ‘Adjudication’? Where are the disputes adjudicated?

‘Adjudication’ has been defined in Oxford Concise Dictionary as making a

formal judgement on a disputed matter.

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 The ultimate legal remedy for the settlement of an unresolved dispute is its
reference to adjudication by the Government. The Industrial Disputes
Act,1947 provides three-tier machinery for the adjudication of the Industrial
Disputes:

(i) Labour Court: The Labour Court deals with matters specified in the
Second Schedule to the Industrial Disputes Act

(ii) Industrial Tribunal: Compared to Labour Court, the Industrial Tribunal

has a wider jurisdiction as the Tribunal can decide any dispute, relating
to any matter specified in Second and Third Schedule to the Industrial
Disputes Act.
(iii) National Tribunal: It deals with industrial dispute of national
importance or disputes of a nature in which industrial establishments
initiated in more than one state are likely to be interested in or affected
by such disputes.

* Where are these labour Courts / Industrial Tribunals / National

Tribunals located?

The Labour Courts and Industrial Tribunals are set up by the Central
Government and the State Government or the Administrations of Union
Territories for dealing with matters which fall in the Central and the State
sphere respectively. It is, however, open to the Central Government to refer a
matter, in relation to which it is the appropriate Government, to a Labour
Court or an Industrial Tribunal constituted by the State Government. There
are at present 17 Central Government Industrial Tribunals-cum-Labour
Courts in different parts of the country to whom the I.D. can be referred for
adjudication. These CGITs-cum-Labour Courts are at New Delhi, Mumbai (2
CGITs), Bangalore, Kolkata, Asansol, Dhanbad (2 CGITs), Jabalpur,
Chandigarh, Kanpur, Jaipur, Lucknow, Nagpur, Hyderabad, Chennai and
Bhubaneswar. Out of these CGITs, 2 CGITs namely Mumbai-I and Kolkata
have been declared as National Industrial Tribunals.

* How many ‘Schedules’ are there to the Industrial disputes Act, 1947?
What do the schedules contain or refer to?

5. The schedules and the areas they cover are, as under:

First Schedule Industries which may be declared to be the Public Utility
Services under Sec.2 (n)(vi) of the Industrial Disputes Act.
(Banking industry is included at Sl.No.2)
Second Schedule Matters within the jurisdiction of Labour Court.

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 Third Schedule Matters within the jurisdiction of the Industrial Tribunals.
Fourth Schedule Conditions of service for change of which Notice is to be given.
Fifth Schedule Unfair Labour practices

* What is the Second Schedule and what does it deal with?

The Second Schedule to the Industrial Disputes Act deals with the matters or
disputes within the jurisdiction of Labour Courts which are as follows: -

i. The propriety or legality of an order passed by an employer under

the Standing Orders;
ii. The application and interpretation of Standing Orders which regulate
employment;
iii. Discharge or dismissal of workmen including reinstatement of, or grant of
relief to workmen wrongfully dismissed;
iv. Withdrawal of any customary concession or privilege;
v. Illegality or otherwise of a strike or lock-out; and
vi. All matters other than those specified in the Third Schedule.

* What is the ‘Third Schedule’ and what does it deal with?

The ‘Third Schedule’ to the Industrial Dispute Act deals with matters within
the jurisdiction of the Industrial Tribunals. These are as follows: -

i. Wages including the period and the mode of payment;

ii. Compensatory and other allowances;
iii. Hours of work and rest intervals;
iv. Leave with wages and holidays;
v. Bonus, profit sharing, provident fund and gratuity;
vi. Shift working otherwise than in accordance with Standing Orders;
vii. Classification by grades;
viii. Rules of discipline;
ix. Rationalization;
x. Retrenchment of workmen and closure of establishment; and
xi. Any other matter that may be prescribed.

* What is the ‘Fourth Schedule’ and what does it deal with?

The Fourth Schedule deals with conditions of service for change of which
notice is to be given. The details are, as under:

a. Wages, including the period and mode of payment;

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 b. Contributions paid, or payable, by the employer to any provident fund or
pension fund or for the benefit of the workman under any law for the time
being in force;
c. Compensatory and other allowances;
d. Hours of work and rest intervals;
e. Leave with wages and holidays;
f. Starting, alteration, discontinuance of shift working otherwise than in
accordance with Standing Orders;
g. Classification by grades;
h. Withdrawal of any customary concession or privilege or change in usage;
i. Introduction of new rules of discipline, or alteration of existing rules
except insofar as they are provided in Standing Orders;
j. Rationalization, standardization or improvement of plant or technique
which is likely to lead to retrenchment of workmen;
k. Any increase or reduction (other than casual) in the number of persons
employed or to be employed in any occupation or process or department
or shift not occasioned by circumstances over which the employer has no
control.

* What is the ‘Fifth Schedule’? What are the unfair labour practices, as
contained, in the Fifth Schedule to the Industrial disputes Act?

The ‘Fifth Schedule’ deals with unfair labour practices on the part of workmen
and trade unions of workmen as well as on the part of the employers and trade
union of employers. The unfair labour practices as spelt out in the Fifth
Schedule to the Industrial Disputes Act, on the part of workmen and trade
union of workmen, are as under: -

i. To advise or actively support or instigate any strike deemed to be illegal

under Industrial Disputes Act.

ii. To coerce workmen in the exercise of their right to self-organisation or

to join a trade union or refrain from joining any trade union, that is to
say –

(a) for a trade union or its members to picketing in such manner that
non-striking workmen are physically debarred from entering the
work places.

(b) to indulge in acts of force or violence or to hold out threats of

intimidation in connection with a strike against non-striking
workmen or against managerial staff.

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 iii. For recognized union to refuse to bargain collectively in good faith with
the employer;
iv. To stage, encourage or instigate such forms of coercive actions as willful
“go slow”, squatting on the work premises after working hours or
“gherao” of any of the managerial or other staff.
v. To stage demonstration at the residences of the employers or the
managerial staff members.
vi. To incite or indulge in willful damage to employer’s property connected
with the industry.
vii. To indulge in acts of force or violence or to hold out threats of
intimidation against any workman with a view to preventing him from
attending work.

* What is the main objective of Industrial employment (Standing

orders) Act, 1946?

The Act came into force from 1.4.1947. The main objective of the Act, as given
in its Preamble, is to require employers to define the terms and conditions of
employment of workers in an industrial establishment employing 100 or
more workers and make the said conditions known to the workmen employed
by them.

[Industrial Employment (Standing Orders) Act, 1946 is not applicable to the

Bank and the reference thereto is only for information.]

* What is the definition of ‘workman’ under Industrial Disputes Act?

Under which circumstances a workman or union of workmen can
raise an industrial dispute?

Under the Industrial Disputes Act, a ‘workman’ has been defined to mean
any person (including an apprentice) who is employed in an industry to do
manual, unskilled, skilled, technical, operational, clerical or supervisory
work for hire or reward including any such person who has been dismissed,
discharged or retrenched as a consequence of the dispute but excludes those
employed in the Army, Navy, Air Force and in the police service, or employed
mainly in managerial or administrative capacity or a person employed in
supervisory capacity drawing wages in excess of Rs.1,600/- p.m.

Under Sec.2A of the Industrial Disputes Act, an individual workman who has
been discharged, dismissed or retrenched or whose services have been
otherwise terminated discharged, dismissed or retrenched or whose services
have been otherwise terminated can himself raise a dispute with respect to

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 this discharge, dismissal or termination as the case may be. Such dispute can
be espoused or taken up by the Union or Workmen also. In all other cases of
Industrial Dispute, though there is no specific requirement under the
Industrial Disputes Act, the Courts have held consistently that under the
scheme of the Industrial Disputes Act, in order to become any industrial
dispute, the dispute should have the support of a substantial section of
workmen concerned in the establishment. However, it is not necessary that
for espousal of a dispute, the Union should be a majority union.

* Is it mandatory for the Bank to attend a reconciliation meeting called

by the ALC’s / RLC’s notice?

The duties of the Conciliation Officer are enumerated in Sec. 12 of the

Industrial Disputes Act. Whenever an industrial dispute exists or is
apprehended relating to a public utility service (‘Banking’ falls in this
category) and a notice under Sec. 22 of the Industrial Disputes Act has been
given, the Conciliation Officer is bound to hold conciliation proceedings in the
prescribed manner. In terms of Rule 9 of the I.D. (Central) Rules, 1957
(hereinafter referred to as ‘Rules’ for brief), the Conciliation Officer is bound
to discuss matters relating to the dispute with the employer and the workmen
concerned at such places and at such times as he may deem fit, with a view
to bringing about a settlement of the dispute in question. In terms of Sec.
11(4), a Conciliation Officer has got powers to enforce the attendance of any
person for the purpose of examination, if he has ground to believe that the
examination of such person is relevant to the industrial dispute in which he
is conciliating. Similarly, the Conciliation Officer has a power to enforce or
compel production of documents from any person, which he considers
relevant for the Industrial Disputes. The powers vested in the Conciliation
Officer under Sec. 11(4) are the same powers as are vested in a Civil Court
under the Code of Civil Procedure, 1908. In terms of Sec. 32 of the Code of
Civil Procedure, if the Court has issued any summons for attendance of any
person or for production of any documents by any person or if the Court has
ordered any person to prove any fact by way of an affidavit and if the person
fails to comply with such summons for attendance / production of documents
or proof of a fact by filing an affidavit, the Court may compel his attendance
and for that purpose the Court may

(a) issue a warrant for his arrest ;

(b) attach and sale his property ;
(c) impose a fine upon him, not exceeding Rs.5000/- and
(d) order him to furnish security for his appearance and in default commit
him to the civil prison.

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 In the light of the aforesaid provisions contained in the Industrial
Disputes Act as well as Code of Civil Procedure, it is almost mandatory
for the Bank to attend conciliation meetings / proceedings called by the
ALC/RLC. If the Bank fails to attend, the Conciliation Officer can resort
to the powers vested in him as enumerated above and compel attendance
of the representative of the Bank in the conciliation proceedings
including his examination and production of documents.

* Is it that the documents of confidential nature may also have to be

produced before the labour Courts?

As discussed above, the Conciliation Officer may call for any document, which
he considers relevant to the dispute or necessary for the purpose of verifying
the implementation of any award or carrying out any other duty imposed on
him under the Industrial Disputes Act. In case, however, a document is
considered to be of confidential nature in the Bank’s interest, the Conciliation
Officer should be requested not to disclose the confidential information to the
opposite or other parties concerned in the dispute. In terms of Sec.21 of the
Industrial Disputes Act, the authority or the authorities who have received
information are bound not to disclose such confidential information to any
person without consent in writing of the person or party providing confidential
information except for the purposes of prosecution under Sec.193 of the Indian
Penal Code.

* Who should represent the Bank in the conciliation proceedings?

Rules 36 & 37 govern representation of Bank in the conciliation proceedings.

Therefore, it is a policy matter for the Bank to decide as to which Authority
or persons should represent the Bank in the conciliation proceedings. The
Authority in favour of the person or persons to represent the employer in any
proceedings under the Industrial Disputes Act has to be given in Form ‘F’ (see
Annexure-i) as per the Schedule to the Rules. Further, in terms of Rule 37 of
the Rules, any party appearing by representative shall be bound by the acts
of the representative. In practice, whenever an intimation is received from
the Conciliation Officer for participation in the conciliation proceedings, it is
desirable that the Branch Manager should himself attend such proceedings
and in case, for certain unavoidable reasons, it is not possible for him to do
so, a senior member of the Supervising Staff, well conversant with the
matter, should be deputed for the purpose along with the said appropriate
letter of authority.

* What are the briefings for the officer attending the conciliation
Proceedings?

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 The officer deputed to represent the Bank’s case in conciliation proceedings
should familiarize himself with the facts of the case, the provisions of the
award, bipartite settlements and other instructions on the subject. No
commitment on behalf of the Bank should be made by the officer concerned at
such proceedings outside the brief, if provided to him. Normally, the officer
concerned should not agree to arbitration. If necessary, a request should be
made to the Conciliation Officer to grant time for seeking instructions from
the Branch Manager/Controlling Authority. While all reasonable suggestions
put forward by the Labour Authority should be objectively considered, his
request may be politely declined in case it is not possible for the Bank’s
representative to agree to his suggestion on account of Bank’s rules,
procedures and/or administrative reasons.

* How is the matter dealt with where the employee(s) is/are represented
by the unrecognized union?

In case where a requisition is received from the Labour Authorities to appear

in proceedings where the employee/s is/are represented by the unrecognized
union, Labour Authorities should be advised that the Bank is unable to depute
its representative to be present at a meeting where representatives of a trade
union not recognized by the Bank seek to represent the interest of the members
of the staff, adding that the Bank would, however, be willing to cooperate with
the authorities by giving any information that they may require in a meeting
to be held separately with the Bank’s representative. In the circumstances, it
should also not be necessary to enter into any written agreement with the
unrecognized union, but if any decision in terms of the written brief is taken
at the suggestion of the Conciliation Officer, it may be advised to him with a
request to treat the matte as closed. However, these instructions shall not
apply to proceedings before an Arbitrator, a Labour Court, or a Tribunal as
their decisions, judgements or awards, as the case may be, will be legally
binding on the Bank.

* What are the effects of non-attendance by the Bank?

It would not be advisable not to attend the conciliation proceedings whenever

called for by the ALC/RLC. Further, if for compelling or strategic reasons, the
Bank decides not to attend the conciliation proceedings, it shall be the sole
discretion of the Conciliation Officer, either to resort to his powers of enforcing
his attendance of representative or record absence and report failure of
conciliation proceedings.
[At times a question arises as to whether Bank has to take part in the
conciliation proceedings in response to strike notice given by Officers’

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 Association, since officers are not ‘workmen’ as defined under the Act.
However, such a stand would be technical stand, as in terms of Govt. of India
guidelines / instructions, the Bank has been directed to take part in
conciliation proceedings irrespective of the fact whether notice under Sec. 22
of the Industrial Disputes Act has been given by the Officers’ Association or
Workmen Union.]

Whether a written representation is required to be given?

In terms of Rule 10 A of the Rules, the employer is bound to forward a

statement setting forth the specific matters in dispute to the Conciliation
Officer concerned. The mandatory obligation imposed upon a Conciliation
Officer by Sec. 12(1) of the Industrial Disputes Act casts a duty upon the
Conciliation Officer to intervene in respect of an industrial dispute concerning
public utility service establishments, whenever he receives a notice under Sec.
22 of the Industrial Disputes Act. Therefore, in the light of the provisions
contained in Sec. 12 (1) of the Industrial Disputes Act and Rule 10 A of the
Rules, the Bank, as an employer, will have to submit written statement
setting forth the stand of the Bank on the issues involved in the industrial
dispute.

* What is the effect of ALC’s/RLC’s compliance value?

During the course of conciliation proceedings, the Conciliation Officer (ALC/

RLC) is duty bound to intervene and make an attempt to bring about a
settlement between the parties. If the Conciliation Officer records failure
report in accordance with Sec. 12(4) of the Industrial Disputes Act, there is no
specific provision under ID Act, which provides for penalty for breach or
violation of directions given by the Conciliation Officer while recording failure
report.

* What happens if a dispute raised is resolved through conciliation/

settlement?
In such a situation, the dispute will cease to exist. A settlement shall come
into operation on such date as is agreed upon by the parties to the dispute,
and if no date is agreed upon, on the date on which, the memorandum of the
settlement is signed by the parties to the dispute. As per Rule 58 of the Rules,
a settlement arrived at in the course of conciliation proceedings or otherwise
shall be in Form ‘H’ (see Annexure II)

* What is the binding period of settlements arrived at during

conciliation proceedings?

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 The settlement will be binding for such period as agreed upon by the parties,
and if no such period is agreed upon, for a period of six months from the date
on which the memorandum of settlement is signed. The shall be binding on
the parties after the expiry of the period aforesaid, until the expiry of two
months from the date on which a notice in writing of an intention to terminate
the settlement is given by one of the parties to the other party or parties to
the settlement.

* What happens once the conciliation proceedings held before the ALC/
RLC (Central) fail?

In case of failure of conciliation (FOC), a report is sent by the ALC/RLC

(Central) of the respective Centre/Zone, where the dispute was raised, to the
Government of India (IR Desks in the Ministry of Labour). The Ministry of
Labour after considering the FOC Report exercises the power available to it
under Sec.10 of the I.D. Act and either refers the dispute for adjudication or
refuses to do so. In case of Banks, the Ministry of Labour refers the dispute
for proposed adjudication to the Ministry of Finance with a request to advise
the Bank concerned to settle the dispute amicably by way of discussion with
the union/workman concerned and / or furnish comments to the Ministry of
Labour within a period of 60 days, failing which it is presumed that the
Ministry of Finance has no objection for the dispute being referred for
adjudication.

* How does the ministry of Finance handle the issue with the respective
banks?

The Ministry of Finance forwards the reference to the Head Offices of the
respective Banks asking them to send a self-contained note in the matter to
them. In our case, IR Department at Corporate Centre plays the nodal role
in such matters and forwards the copies of the references to the respective
Local Head Offices (with endorsements to Administrative Offices concerned)
and ask them to send their detailed advices to Corporate Centre within 10
days in the form of a self-contained note incorporating the full facts of the
case, issue raised by the disputant during conciliation before the Conciliation
Officer and the Bank’s stand thereon, point by point. To ensure that the
Government takes an informed decision in the matter and the dispute is not
referred for adjudication without consideration of Bank’s objections, it
becomes imperative for the Bank to forward its comments to the Government
of India within the set time frame. Since forwarding the self-contained note
would take time, the Local Head Offices are advised to e-mail the self-
contained note to Corporate

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 Centre on dgm.ir@sbi.co.in. It is invariably ensured that a self-contained note
relating to the dispute reaches Ministry of Finance in time. This is because if
the Ministry is convinced on the action taken by the Bank, it recommends to
the Ministry of Labour not to refer the dispute for adjudication, which saves
time, money as well as manpower of the Bank which would otherwise be
wasted for defending the claim in adjudication. In case of any unreasonable
delay in forwarding the self-contained note from Bank’s side, the Ministry of
Labour does not take cognizance of Bank’s views in the matter and refers the
dispute for adjudication.

In this connection, Corporate Centre has observed that the required degree
of attention and importance is not afforded for expeditious submission of the
self-contained notes. The quality of the notes too leaves a lot to be desired. As
a result, seeking necessary clarifications delays the process of submission of
the Bank’s reply and, as a result the industrial disputes are referred by the
Government of India to Industrial Tribunals for adjudication even before the
Bank is able to send its comments/advices to them. Therefore, it is essential
that the self-contained note comprises the following: (a) facts of the case, (b)
issues raised by the disputant, (c) Bank’s comments and (d) conclusion. Under
the item for “Bank’s comments”, congent arguments advocating the Bank’s
case should be presented supported by case laws and judgements, preferably
the latest ones, decided by the Supreme Court / High Courts.

* What is the role of IR department at Corporate Centre on receipt of

the self-contained note from the Local Head Office?

On receipt of the advice from the Local Head Office, self-contained note is
prepared in duplicate in the Industrial Relations Department at Corporate
Centre and forwarded to the Government of India, Ministry of Finance with
copies to the Ministry of Labour as well as the Reserve Bank of India. Since
the action taken by the Bank is in conformity with the laid down norms
governing service conditions of the employees, the Ministry of Finance is
requested not to refer the dispute for adjudication to the Ministry of Labour.

* What happens after the self-contained note forwarded by the Bank to

the Ministry of Finance is received by the Government of India,
ministry of Labour?

On receipt of the self-contained note from the Ministry of Finance, the

Ministry of Labour examines the dispute. In case the Ministry of Labour is
satisfied with Bank’s reply, it takes a decision that the dispute is not fit for
adjudication. However, where the Ministry is not satisfied with the reply and

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 is not convinced of Bank’s action, the dispute is referred for adjudication to
the CGIT-cum-Labour Court of the State where the dispute is raised.

* What happens after the dispute is referred by the Ministry of Labour

to the CGIT-cum-Labour Court for adjudication?

Where it is decided to adjudicate the dispute, the Ministry of Labour gives the
CGIT-cum-Labour Court, a period of 90 days to adjudicate the dispute and
pass an award within that period. Having regard to various stages involved
in adjudicatory process, the time frame of 90 days may get extended. [The
Industrial Disputes Act, 1947 was amended in 1982 so as to provide that
disputes relating to individual workmen should be disposed of within a period
not exceeding 90 days. In other cases, under Sec.10 (2A), the appropriate
Government must specify the period within which an award must be
submitted by the Labour Court or Tribunal.

* Who represents in the cases on behalf of the disputant as well as the

Bank in the process of adjudication?

In terms of Sec.36 of the I.D. Act a workman who is a party to a dispute shall
be entitled to be represented by: -

(a) any member of the executive or the office bearer of a registered trade
union of which he is a member.

(b) any member of the executive or the office bearer of a federation of trade
unions to which the trade union referred to in clause (a) is affiliated.

(c) where the worker is not a member of a trade union, by any member of
the executive or the office bearer of any trade union connected with, or
by any other workman employed in the industry in which the worker is
employed and is authorized in such manner as may be prescribed. An
employer who is a party to a dispute shall be entitled to be represented
in any proceeding under this Act by -

(a) an officer of an association of employers of which he is a member;

(b) an officer of a federation of associations of employers to which the

association referred to in clause (a) is affiliated.

(b) where the employer is not a member of any association of employers, by

an officer of any association of employers connected with, or by any other

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 employer engaged in the industry in which the employer is engaged and
authorized in such manner as may be prescribed.

* Is legal representation permitted in the process of adjudication?

In terms of the Sec.36 of the I.D. Act, 1947 no party to a dispute shall be
entitled to be represented by a legal practitioner in any conciliation
proceeding under this Act or in any proceedings before a Labour
Court/Tribunal. However, in any proceeding before the Labour
Court/Tribunal/National Tribunal a party to a dispute may be represented by
a legal practitioner with the consent of the other party or parties to the
proceedings and with the leave of the Labour Court/Tribunal/National
Tribunal as the case may be.

* What happens after the dispute is referred to the Tribunal for

adjudication?
The adjudication process begins after the matter is referred to the respective
CGIT-cum-Labour Court of the State/area where the dispute arose. The
proceedings ultimately culminate in an award passed by the Presiding
Officer. The Ministry of Labour under Sec.17 of the Industrial Disputes Act
publishes the award in the Official Gazette within a period of 30 days from
the date of receipt of the award. An award becomes enforceable on the expiry
of 30 days from the date of its publication in the Official Gazette.

* In case Bank remains absent, whether the dispute will be decided ex-
parte?

Yes. In the event of failure on the part of the Bank’s representative to remain
present at the joint discussions/conciliation proceedings, the dispute shall be
dealt with ex-parte and, therefore, the Bank’s representative must invariably
attend the conciliation proceedings on the stipulated date and time.

* Does the Labour Court, Tribunal and National Tribunal have the
power to give appropriate relief in case of discharge or dismissal of
workmen?

Yes. Under Sec.11A of the I.D. Act where the Labour Court, Tribunal or
National Tribunal, is satisfied that the order of discharge or dismissal was
not justified, it may, by its award, set aside the order of discharge or dismissal
and direct reinstatement of the workman on such terms and condition, as it
thinks fit, or give such other relief to the workman including the award of any
lesser punishment in lieu of discharge or dismissal as the circumstances of
the case may require, provided that in any proceeding under this Section the

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 Labour Court, Tribunal or National Tribunal shall rely only on the materials
on record and shall not take any fresh evidence in relation to the matter.

* What happens when the award is passed against the Bank?

When the award is passed in favour of the disputant and against the Bank,
the concerned Local Head Office has to examine the matter with the help of
its Law Department as well as Bank’s local Advocate and considering the
implications of the award, has to recommend for the Corporate Center either
for challenging the award by filing a writ or to implementing the same.

[It is observed at Corporate Centre that the recommendations for challenging

the award are not backed by reasons arguments. In some cases, the award is
not examined by the Law Department at the respective Local Head Office/
Administrative Office. Sometimes, there are no recommendations at all. The
time available to Corporate Centre is considerably reduced on account of late
receipt of advices. In many cases, no development is brought to the notice of
the Corporate Centre after the Circle submits comments to the Government
of India. Even the important facts regarding pronouncements of award and
challenge thereto by the employees in High Court are not brought to the
notice.

* Is there any time limit for filing a writ petition before the High Court
challenging the award?

The time limit for filing a writ petition challenging the award has not been
expressly provided for in any of the enactments/statutes. In various decisions,
the Supreme Court as well as High Courts have laid down that the writ
petition should be filed within reasonable time. Six months from the date of
knowledge of the award is normally considered as a reasonable. In case of
delay, the Bank must be in a position to explain before the Court the reasons
therefor and make out justifiable grounds. However, in cases of abnormal /
unreasonable delay, normally, the High Courts do not entertain the writs.
Therefore, to expedite the matter, and considering the fact that an award
becomes implementable 30 days after its publication in Official Gazette, on
completion of the proceedings before the Tribunal, our Advocates should be
advised to be in constant touch with the authority concerned for gathering
information for pronouncement of the award by the Tribunal. They should
also be advised to intimate the Bank immediately on receipt of information
about passing of the award.

* What happens after the Circle’s recommendation for filing writ

petition challenging the award is received at the Corporate Centre?

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 The issue is further examined at the Industrial Relations Department at
Corporate Centre in consultation with Law Department, and a view is taken
whether or not to challenge the award. The authority to grant permission for
challenging the award by filing a writ petition is vested with CGM (HR) at
Corporate Centre. However, due to paucity of time the Circle CGM may also
accord approval for filing a writ but has to seek post-facto approval from
Corporate Centre subsequently. In case it is decided to challenge the award,
the Circle is advised accordingly and asked to forward immediately the draft
writ petition, which has already been vetted by their Law Department, for
further vetting by the Law Department at Corporate Centre.

* Is it necessary to obtain approval from the Government of India for

filing the writ petition?

If it is decided to challenge the award, the writ petition should be filed, and
an attempt should be made to obtain stay of operation of the award before it
becomes enforceable. In terms of the instructions received from the
Government of India, Ministry of Finance, if the Bank desires to file a writ
before the High Court challenging the award, the Bank has to obtain
approval from the Ministry in this regard. The onus of obtaining relative
approval of the Government lies with the Industrial Relations Department
at Corporate Centre. For enabling the Government to take an informed
decision on the dispute raised, the Circle is advised to forward the under
noted papers to the Corporate Centre, which are then forwarded to the
Ministry of Finance for its perusal and information: -

(i) Copy of the claim statement filed by the disputant before the Asstt.
Labour Commissioner (Central);
(ii) Copy of the written statement filed by the Bank
(iii) Copy of the letter of Ministry of Labour referring the dispute for
adjudication;
(iv) Copy of the claim petition filed by the disputant before the CGIT;
(v) Copy of the Bank’s reply filed before the CGIT;
(vi) Copy of the award;

(vii) Opinion of Bank’s Law Department / Bank’s Advocate;

(viii) Copy of the Gazette Notification; and
(ix) An annexure containing the facts of the case and also the reasons for
challenging the award explaining how the Presiding Officer went wrong
while deciding on the issues.

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 * Is the Bank required to pay the workman any wages during the
pendency of the proceedings in High Court?

Not in all cases. It is only where a Labour Court by its award directs
reinstatement of any workman and the employer prefers any proceedings
against such award in a High Court or the Supreme Court, the employer, i.e.
the Bank under Sec.17 (B) of the I.D. Act, is liable to pay such workman,
during the pendency of such proceedings in the High Court/Supreme Court,
full wages last drawn by him, if the workman had not been gainfully employed
in any establishment during such period.

* Is it that the payment of last drawn wages to the disputant, in cases

as referred to above, is automatic?

No. Under Sec.17 (B) of I.D. Act, the workman is required to file an affidavit
before the High Court that he has not been gainfully employed in any
establishment during the pendency of the proceedings. However, it is up to
the employer to make discreet enquiry in this regard. If the employer can
prove that the workman had/has been employed and had/has been receiving
adequate remuneration during any such period or part thereof this may be
brought to the notice of the High Court and a prayer be made either for not
making payment of the last drawn wages or for reducing the amount payable
to the workman concerned.

* How is ‘retrenchment’ defined under Sec.2 (OO) of the I.D. Act?

‘Retrenchment’ has been defined as termination of the service of a workman

for any reason whatsoever, otherwise than as a punishment inflicted by way
of disciplinary action, but does not include:
(a) Voluntary retirement of the workman;
Or
(b) Retirement of the workman on reaching the age of superannuation, if the
contract of employment between the employer and the workman
concerned contains a stipulation on that behalf; or
(c) Termination of the service of the workman as a result of the nonrenewal
of the contract of employment between the employer and the workman
concerned on its expiry or of such contract being terminated under a
stipulation on that behalf contained therein;
(d) Termination of the service of a workman on the ground of continued ill
health.

* What is the definition of continuous service under Sec. 25 (B) under

the Industrial disputes Act?

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 In terms of Sec. 25(B) of the I.D. Act, a workman shall be considered to be in
continuous service, if he, during a period of twelve calendar months preceding
the date with reference to which calculation is to be made, has actually
worked under the employer for not less than two hundred and forty days.
Intervening Sundays and other holidays will be included for calculating 240
days of ‘continuous service’ by a workman.

* What are the conditions precedents to retrenchment of workmen?

In terms of Sec.25 (F) of the I.D. Act, no workman employed in any industry,
who has been in continuous service for not less than one year (i.e., 240 days)
under an employer, can be retrenched by that employer until:

(a) The workman has to be given one month’s notice in writing indicating the
reasons for retrenchment or the workman has to be paid in lieu of such notice,
wages for the period of notice.

(b)The workman has been paid, at the time of retrenchment, compensation

which is equivalent to fifteen days’ average pay for every completed year of
continuous service or any part thereof in excess of six months; and

(c) Notice in the prescribed manner has been served on the appropriate
Government (or such authority as may be specified by the appropriate
Government by notification in the Official Gazette).

[See Form P (Annexure-III) which is a specimen of form of notice of

retrenchment to be given by an employer to the appropriate Government].

* How is ‘average pay’ defined under I.D. Act?

‘Average pay’ means the average of the wages payable to a workman –

(i) in the case of monthly paid workman, in the three complete calendar
months;
(ii) in the case of weekly paid workman, in the four complete weeks;
(iii) in the case of daily paid workman, in the twelve full working days.

Where such calculation cannot be made, the average pay shall be calculated
as the average of the wages payable to a workman during the period he
actually worked.

* In addition to compliance of Sec.25 (F) what else needs to be complied

with for retrenching an employee?

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 Under Sec. 25(G) of the I.D. Act, where any workman is to be retrenched and
he belongs to a particular category of workman in that establishment, in the
absence of any agreement between the employer and the workman in this
behalf, the employer shall ordinarily retrench the workman who was the last
person to be employed in that category, unless for reasons to be recorded as
to why the employer retrenches any other workman.

* Does any workman who has been retrenched earlier get any privilege
at the time of re-employment?

Under Sec. 25(H) of the I.D. Act, where any workman is retrenched, and the
employer proposes to take into his employment any person, he shall, in such
manner as may be prescribed, give an opportunity to the retrenched
workman to offer himself for re-employment, and such retrenched workman
who offers himself for re-employment shall have preference over other
persons.

* Is there any penalty for breach of settlement or award?

Yes. In terms of Sec.29 of the I.D. Act, any person who commits a breach of
any term of any settlement or award, which is binding on him, shall be
punishable with imprisonment for a term which may extend to six months,
or with fine, or with both, and where the breach is a continuing one, with a
further fine which may extend to two hundred rupees for every day during
which the breach continues after the conviction for the first.

* When change can be effected in conditions of service under Sec.9 (A)

of the I.D. Act?

Under Sec.9 (A) of the Industrial Disputes Act, any employer who proposes
to effect any change in the conditions of service applicable to any workman
in respect of any matter specified in the Fourth Schedule, shall effect such
change after giving to the workman a notice in the prescribed manner, of the
nature of the change proposed to be effected; and after twenty-one days of
giving such notice:

However, no notice shall be required for effecting any such change

(a) where the change is effected in pursuance of any settlement or award;
or
(b) where the workmen likely to be affected by the change are persons to
whom the Fundamental and Supplementary Rules, Civil
Service(Classification, Control and Appeal) Rules, Civil Services
(Temporary Service) Rules, Revised Leave Rules, Civil Services

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 Regulations, Civilians in Defence Services (Classification, Control and
Appeal) Rules or the Indian Railway Establishment Code or any other
rules or regulations that may be notified in this behalf by the
appropriate Government in the Official Gazette, apply.

* Whether Government is empowered to exempt application of Sec 9 (A)

to any class of establishments or to any class of workmen?

Yes, under Sec.9B of the I.D. Act where the appropriate Government is of
opinion that the application of the provisions of Sec. 9(A) would affect the
employers in relation thereto so prejudicially that such application may cause
serious repercussions on the industry concerned, the appropriate
Government may, by notification in the Official Gazette, direct that the
provisions of the said Sec. shall not apply, or shall apply, subject to such
conditions as may be specified in the notification, to that class of industrial
establishments or to that class of workmen employed in any industrial
establishment.

* Is it that condition of service, etc., of the workmen to remain

unchanged under certain circumstances during the pendency of
proceeding?

Yes. In terms of Sec.33 of the I.D. Act, during the pendency of any conciliation
proceeding before a Conciliation Officer or a Board or of any proceeding before
an Arbitrator or a Labour Court or Tribunal or National Tribunal in respect
of an industrial dispute, no employer shall, -

(a) in regard to any matter connected with the dispute, alter, to the
prejudice of the workmen concerned in such dispute, the conditions of
service applicable to them immediately before the commencement of
such proceeding; or
(b) for any misconduct connected with the dispute, discharge or punish,
whether by dismissal or otherwise, any workman concerned in such
dispute,
Save with the express permission in writing of the authority before which the
proceeding is pending.

* In case changes in service conditions are to be effected under Sec.33

of the Industrial disputes Act, what are the procedures therefor?

Application under Sec. 33

(1) An employer intending to obtain the express permission in writing of the
Conciliation Officer, Board, Labour Court, Tribunal or National Tribunal, as

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 the case may be, under sub-Sec. (1) or sub-Sec. (3) of Sec. 33 shall present an
application in Form J (see Annexure- IV) in triplicate to such Conciliation
Officer, Board, Labour Court, Tribunal or National Tribunal and shall file
along with the application as many copies thereof as there are opposite
parties.
(2) An employer seeking the approval of the Conciliation Officer, Board, Labour
Court, Tribunal or National Tribunal, as the case may be, of any action taken
by him under clause (a) or clause (b) of sub-Sec. (2) of sec. 33 shall present an
application in Form K (Annexure IV) in triplicate to such Conciliation Officer,
Board, Labour Court, Tribunal or National Tribunal and shall file along with
the application as many copies thereof as there are opposite parties.
(3) Every application under sub-rule (1) or sub-rule (2) shall be verified at the
foot by the employer making it or by some other person proved to the
satisfaction of the Conciliation Officer, Board, Labour Court, Tribunal or
National Tribunal to be acquainted with the facts of the case.

(4) The person verifying shall specify by reference to the numbered paragraphs
of the application, what he verifies of his own knowledge and what he verifies
upon information received and believed to be true.

(5) The verification shall be signed by the person making it and shall state the
date on which and the place at which it was signed.

* Is it that an order passed under Sec. 33C (2) of Industrial disputes Act
is to be treated as an award?

An order passed by the Labour Court, under Sec.33 C (2) of the Industrial
Disputes Act is not an award within the meaning of Sec.2 (b) of the Industrial
Disputes Act. The Labour Court under Sec.33C(@) ‘decides’ as to the quantum
of amount due to the workman and it is a ‘decision’ i.e. an order passed by the
Labour Court which is enforceable in the manner laid down in Sub Sec.(1) of
Sec.33C; whereas an ‘award’ passed upon a reference made by the appropriate
Government to the Labour Court/Tribunal becomes enforceable on the expiry
of 30 days from the date of its publication in Official Gazette under Sec.17 of
the Industrial Disputes Act, 1947.

* How a Memorandum of Settlement is arrived at and what are the

modalities thereof?

A memorandum of settlement which is a settlement arrived at in the course

of conciliation proceedings or otherwise, shall be, in Form H. (see Annexure-
II). The settlement shall be signed by –

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 (a) in the case of an employer, by the employer himself, or by his authorized
agent, or when the employer is an incorporated company or other body
corporate, by the agent, manager or other principal officer of the
corporation;
(b) in the case of workmen, by any officer of a trade union of the workmen or
by five representatives of the workmen duly authorized in this behalf at
meeting of the workmen held for the purpose;
(c) in the case of the workman in an industrial dispute under Sec. 2A of
the Act, by the workman concerned.

Explanation – In this rule “officer” means any of the following officers namely:
(a) the President;
(b) the Vice-President;
(c) the Secretary (including the General Secretary);
(d) a Joint Secretary;
(e) any other officer of the trade union authorized in this behalf by the
President and Secretary of Union.
- where a settlement is arrived at in the course of conciliation proceedings, the
Conciliation Officer shall send a report thereof to the Central Government
together with a copy of the memorandum of settlement signed by the parties
to the dispute.
- where a settlement is arrived at between an employer and his workmen
otherwise than in the course of conciliation proceeding before a Board or a
Conciliation Officer, the parties to the settlement shall jointly send a copy
thereof to the Central Government, the Chief Labour Commissioner
(Central), New Delhi and the Regional Labour Commissioner (Central) and
to the Asstt. Labour Commissioner (Central) concerned.

* Who is considered to be a protected workman?

A workman is considered as ‘Protected Workman’ in relation to an

establishment only if: -

(a) he is an officer of a registered trade union connected with the

establishment,
(b) he has been recognized as ‘Protected Workman’ by the employer under
the rules applicable to the establishment.

As per Rule 61 of the I.D. (Central) Rules, 1957: -

(1) Every registered trade union connected with an industrial establishment, to

which the Act applies, shall communicate to the employer before the 30 th

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 April every year, the names and addresses of such of the officers of the union
who are employed in that establishment and who, in the opinion of the union
should be recognized as “protected workmen”. Any change in the incumbency
of any such officer shall be communicated to the employer by the union within
fifteen days of such change.

(2) The employer shall, subject to Sec. 33, sub-Sec. (4), recognize such workmen
to be “protected workmen” for the purposes of sub-Sec. (3) of the said Sec. and
communicate to the union, in writing, within fifteen days of the receipt of the
names and addresses under sub-rule (1), the list of workmen recognized as
protected workmen (for period of twelve months from the date of such
communication).

(3) Where the total number of names received by the employer under sub- Rule
(1) exceeds the maximum number of protected workmen admissible for the
establishment under Sec.33 (4), the employer shall recognize as protected
workmen only such maximum number of workmen;
Provided that where there is more than one registered trade union in the
establishment, the maximum number shall be so distributed by the employer
among the unions that the numbers of recognized protected workmen in
individual unions bear roughly the same proportion to one another as the
membership figures of the unions. The employer shall, in that case, intimate
in writing to the President or the Secretary of the union the number of
protected workmen allotted to it:
Provided further, that where the number of protected workmen allotted to a
union under this sub-rule falls short of the number of officers of the union
seeking protection, the union shall be entitled to select the officers to be
recognized as protected workmen. Such selection shall be made by the union
and communicated to the employer within five days of the receipt of the
employer’s letter.

(4) When dispute arises between an employer and any registered trade union in
any matter connected with the recognition of ‘protected workmen’ under this
rule, the dispute shall be referred to any Regional Labour Commissioner
(Central) or Assistant Labour Commissioner (Central) concerned, whose
decision thereon shall be final.

* What are the provisions for general prohibition of strikes and lockouts
as spelt out under Sec.23 of the I.D. Act?

No workman who is employed in any establishment shall go on strike in

breach of contract and no employer of any such workman shall declare a
lockout: -

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 (a) during the pendency of conciliation proceedings before a Board and seven days
after the conclusion of such proceedings;
(b) during the pendency of such proceedings before a Labour Court, Tribunal or
National Tribunal and two months after conclusion of such proceedings;
(c) during the pendency of arbitration proceedings before an Arbitrator and two
months after the conclusion of such proceedings, where a notification has been
issued; and
(d) during any period during which a settlement or award is in operation in respect
of any of the matters covered by the settlement of award.

* Do the workmen in Public utility Service have the right to go on strike?

‘Public Utility Service’ is defined in Sec.2 (n) of the Industrial Disputes Act,
1947 and apart from covering railway service, transport, service by air, services
relating to port, postal, telegraph or telephone service, supply of power, light or
water, conservancy, sanitation etc. including any industry specified in the First
Schedule by the appropriate Government by issuing a notification that such
industry is a public utility service. Banking industry is declared as a Public
Utility Service by Central Government by issuing a notification under Sec.2(n)
of the Industrial Disputes Act, 1947.

In terms of Sec.22 of the Industrial Disputes Act, 1947, no person employed in

a public utility service can go on strike without giving to the employer notice of
strike;

(i) within six weeks before striking;

(ii) within fourteen days of giving such notice;
(iii) before the expiry of the date of strike specified in such notice;
(iv) during the pendency of any conciliation proceedings before a Conciliation
Officer and seven days after the conclusion of such proceedings.
(See Form L (Annexure VI) which is a specimen of form of notice of strike to be
given by Union/Workmen in public utility service)

[The strike notice served on the employer in public utility services needs to
contain names of five elected representatives of workmen and signed by the
Union Secretary.]

* When strikes and lockouts are considered to be illegal?

A strike or a lock-out shall be illegal if –
(i) It is commenced or declared in contravention of Sec.22 or Sec.23 of
Industrial Disputes Act, or
(ii) It is continued in contravention of an order made under sub- Sec (3)
of Sec.10 or sub-Sec.(4A) of Sec.10a of Industrial Disputes Act.

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 Form F
(As per Rule 36)

Before
(Here mentions the authority concerned)

In the matter of:

Reference No. of

workmen

Versus

Employer

I/Whereby authorize Shri/Sarvashree to represent me/us in

the above matter.

Date this date of 20

Signature of person(s) nominating the representative(s)

Address

Accepted

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 Annexure-III
Form P

Form of notice of Retrenchment to be given by an employer under clause (c)

of Sec. 25F of I.D. Act, 1947
Name of the employer ……………………..................................................................…….

Address…………………………………………................................................................
Dated………...............day of ………........………………….20 …………………….

To,

Sir,

The Secretary to the Government of India, Ministry of Labour,

New Delhi
Under clause (c) of Sec. 25F of the I.D. Act, 1947 (14 of 1947), I / we hereby inform you that
I / we have decided to retrench *……………………workmen with effect from
**……………………. for the reasons explained in the Annexure.

2. +The workmen concerned were given on the …………………20……… one month’s

notice in writing as required under clause (a) of Sec. 25F of the Act. Retrenchment
is being effected in pursuance of an agreement, a copy of which is enclosed. The
workmen were given on the **……………….20……… one month’s pay in lieu of
notice as required under clause (a) of Sec. 25F of that Act.

3. The total number of workmen employed in the industrial establishment is

**………….and the total number of those who will be affected by the retrenchment
is given below:

Category and designation Number of workmen

of workmen to be retrenched Employed To be retrenched

(1) (2) (3)

4. I / we hereby declare that the workman / workmen concerned has / have been / will
be paid compensation due to them under Sec. 25F of the Act on
**………………/the expiry of the notice period.

Yours faithfully,
++

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 * Here insert the number of workmen.

** Here insert the date

+ Delete the portion, which is not applicable

*** Here insert the total number of workmen employed in the industrial
establishment

++ Here inserts the position, which the person who signs this letter holds with the
employer issuing the letter.

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 ANNEXURE
Statement of Reasons

Copy to:

(1) Asstt. Labour Commissioner (Central) …………………........................…………

[Here enters office address of the Asstt. Labour Commissioner (Central) in local area
concerned]

(2) Regional Labour Commissioner (Central).

(3) Employment Officer, Employment Exchange…………………………..........……

[Here enters the full address of the Employment Exchange concerned]

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 Annexure IV
Form J
[See Rule 60(1)]
Application under Sec.33 seeking express permission for changes in service
condition

Before (here mention the Conciliation Officer, Board, Labour Court, Tribunal or
National tribunal) sub-Sec. (1)

Application for permission under of Sec. 33 of the Industrial sub-Sec. (3) Disputes
Act, 1947 (14 of 1947).
in the matter of: Reference No..........................

A................... Applicant

Address:

Versus

B.................. Opposite Party(ies)

Address (es):
The above-mentioned applicant begs to state as follows: -

(Here mentions the action specified in clause (a) or clause (b) of sub-Sec. (1) grounds
on which the permission is sought for)
The applicant, therefore, prays that express permission may kindly be granted to
him to take the following action namely:
sub-Sec. (1)

(Here mentions the action specified in clause (a) or clause (b) of -------------------------
sub-Sec. (3)

Signature of the applicant

Dated this .......... day of.......... 20............

(Space for Verification) (Signature of person verifying).

Date (on which the verification was signed) ..........................
Place (at which the verification was signed) ................

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 Annexure V
Form K
[See rule 60(2)]
(Application under Sec.33 seeking approval of the action taken)

Before (here mention the Conciliation Officer, Board, Labour Court, Tribunal or
National Tribunal).

Application under sub-Sec. (2) of Sec. 33 of the I.D. Act, 1947 (14 of 1947
in the matter of: Reference No..........................
A................... Applicant

Address:

Versus

B.................. Opposite Party(ies)

Address(es):

Address(es):

The above-mentioned applicant begs to state as follows: -

(Here set out the relevant facts and circumstances of the case)

The workman/workmen discharged/dismissed under clause (b) of sub-Sec. (2) of Sec.

33 has/have been paid wages for one month.

The applicant prays that the Conciliation Officer/Board/Labour Court/Tribunal/

National Tribunal may be pleased to approve of the action taken namely: -

(Space for verification)

Dated this .......... day of .............. 20......

Date (on which the verification was signed) ..........................

Place (at which the verification was signed) ..........

(Signature of the person verifying).

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 APPENDIX

Industrial Disputes Act, 1947, The Fourth Schedule, Conditions of service for
change of which notice is to be given

1. Wages including the period and mode of payment;

2. Contribution paid, or payable, by the employer to any provident fund or pension
fund or for the benefit of the workmen under any law for the time being in force;
3. Compensatory and other allowances;
4. Hours of work and rest intervals;
5. Leave with wages and holidays;
6. Starting, alteration or discontinuance of shift working otherwise than in
accordance with standing orders;
7. Classification by grades;
8. Withdrawals of any customary concession or privilege or change in usage;
9. Introduction of new rules of discipline, or alteration of existing rules, except in so
far as they are provided in standing orders;
10. Rationalization, standardization or improvement of plant or technique which is
likely to lead to retrenchment or workmen;
11. Any increase or reduction (other than casual) in the number of persons employed
or to be employed in any occupation or process or department or shift, (not
occasioned by circumstances over which the employer has no control).

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 Chapter 19 (i)
Disciplinary Authority and Appellate Authority
(e-Circular No. CDO/P&HRD-PM/26/2020-21 dated 2nd July, 2020 &
Circular No.: CDO/P&HRD-PM/119/2021 – 22 dated 25.03.2022)
Disciplinary Authority and Appellate Authority- Award Staff
Review Modification
Circular No.: CDO/P&HRD-PM/119/2021 – 22 dated 25.03.2022

Please refer e-Circular No. CDO/P&HRD-PM/26/2020-21 dated 2nd July, 2020 regarding
Centralized Disciplinary Management Eco-system in the Bank for Officers up to Scale- V and
Award Staff.

The existing arrangement of DA structure for Award Staff has been examined in the following
contexts: -
i. In terms of provisions contained in Clause No. 45 (h) & (i) of 11th Bipartite Settlement
dated 11.11.2020: -
a. "An employee placed under suspension pending disciplinary action shall be given an
opportunity to represent to the Management to reconsider the order of suspension.”
b. “An employee who has been awarded the punishment of dismissal, compulsory discharge
or removal from service by the Disciplinary Authority and subsequently where the
punishment is confirmed by the Appellate Authority, shall be given an opportunity to seek
reconsideration by an authority higher than the Appellate Authority.”
ii. The existing Disciplinary Authority Structure for Award Staff has a provision of Appellate
Authority above the Disciplinary Authority. However, there is no provision for Reviewing
Authority as available to Officers at present.
iii. The Appellate Authority identified for Award Staff is ‘Reporting Authority of the DA, not
below the rank of DGM’ but does not spell about the specific position of DGM as Appellate
Authority.

In this connection, the Disciplinary Management Structure for Award Staff has been reviewed
and the Executive Committee of Central Board (ECCB) of the Bank in its meeting dated 15th
March 2022, has approved as under:
i. Reviewing Authority one notch above the Appellate Authority in the Disciplinary
Authority structure for Award Staff to provide them an opportunity for reconsideration
of cases where punishment of dismissal, removal or compulsory retirement is awarded
by the Disciplinary Authority and subsequently confirmed by the Appellate Authority.
ii. Identification of specific position of DGM as Appellate Authority.
The revised structure of Disciplinary Authority, Appellate Authority and Reviewing Authority
is placed at Annexure-C, which is effective from 01.11.2020 as per 11th Bipartite Settlement.

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 Annexure-C
The revised Structure of Disciplinary Authority, Appellate Authority and Reviewing Authority for
Award Staff is as under:

S. Award staff Existing DA Existing Revised Existing Revised

No working at Structure Appellate Appellate Reviewing Reviewing
Office/ Branch Authority Authority Authority Authority
Structure Structure Structure
1. All Departments One DGM DGM
at State Bank designated (Estate) at -
Bhavan DA i.e. AGM State Bank
(OAD) at Bhavan
2. All Corporate General
State Bank
Centre Dept. Manager
Bhavan
functioning away (OL & CS)
from State
Bank Bhavan in
Mumbai
3. All Departments at One DGM - General
GITC Belapur designated (Facilities Manager
DA i.e. AGM & (ITSS)
DGM
(OAD) at Office
GITC Administra
Belapur tion)
4. Other Corporate One DGM DGM
Centre designated (Estate) at
General
Establishments DA i.e. State Bank
- Manager
outside Mumbai / AGM(OAD) Bhavan
(OL & CS)
Navi Mumbai at State Bank
Bhavan
Branches/ offices under Business Groups other than R & DB, viz. CAG, CCG, SARG etc.
located away from State Bank Bhavan

5. Headed by GM For CAG & General

CCG: DGM Manager,
AGM (GB), (HR & CCGRO
DGM -
CCG (Ops. & Admin) concerned
MIS), CC CCG
Mumbai
6. Headed by DGM For SARG: DGM - General
7. Headed by AGM Manager
AGM (Admin), (Ops-II)
DGM (HR)
SARG (Ops.), SARG
SARG
8. Headed by SMGS CC Mumbai
IV and below

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S. Award staff Existing DA Existing Revised Existing Revised
No working at Office/ Structure Appellate Appellate Reviewing Reviewing
Branch Authority Authority Authority Authority
Structure Structure Structure
Local Head Office and its establishments:
9. All Departments One DGM DGM & - Senior Most
at LHO designated CDO General
10. LHO Establish. DA Manager
located away from i.e. AGM (Network)
LHOs viz. CSDs, (OAD) at
SBILDs etc. LHO
i) Headed by AGM.
ii) Headed by SMGS
IV and below
Branches under LHOs:
11. Branches One DGM DGM & - Senior Most
headed by designated CDO General
DGMs / Branches DA i.e. AGM Manager
headed by DGMs, (OAD) at (Network)
having no AGM LHO
posted
Administrative Offices:
12. Staff in Regions One DGM - Senior Most
designated General
13. Staff in DA i.e. AGM DGM & Manager
Admin. Office other (OAD) at CDO (Network)
than in the Regions LHO

Branches under Administrative Offices headed by:

14. AGM rank officer One DGM DGM & - Senior Most
designated CDO General
15. SMGS IV or
DA Manager
below
i.e. AGM (Network)
16. Branch (es) of scale (OAD) at
IV or below, LHO
incumbencies
reporting directly
to the DGM (B&O)
Offices / Establishments under Admin. Offices (viz. RACPC, SECC, SMECCC, TFCPC,
LCPC, CCPC, RACC, CAC, OSF- HL, MPST, HLST, CPPC, ACPCs, Locker Centres, Home
Centres etc.) and other offices:
17. Headed by AGM One DGM DGM & - Senior Most
designated CDO General
DA i.e. AGM Manager
18. Headed by SMGS (OAD) at
IV or below (Network)
LHO

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 CHAPTER 19 (ii)
DELEGATION OF ADMINISTRATIVE AND FINANCIAL POWERS
RELATING TO STAFF MATTERS INCLUDING DISCIPLINARY MATTERS
(CDO/P&HRD-PM/19/2019 – 20 Date: 28 May 2019)
A. ADMINISTRATIVE POWERS

S. NO. ADMINISTRATIVE MATTERS EXISTING

1 Transfer/ Placement:
A. Officers JMGS-I & MMGS-II:
i. Within Region Regional Manager
ii. Inter Region within the A.O DGM (B&O) + Concerned RM(s)
iii. Inter A.O but within same network GM (NW) + Concerned DGMs (B&O).
iv. Inter Network GMs (NW) + DGM &CDO
B. Officers MMGS-III
i. Within Network GM (NW)
ii. Inter Network Respective GMs of Networks+ DGM & CDO
iii. Other than NBG vertical/CC Establishment in geographical area of Circle Human Resources Committee
Circle
C Officers SMGS-IV&V Circle Human Resources Committee
D Inter Circle Transfer of Officers up to SMGS-V CGM (HR) at Corporate Centre
E Award Staff
i. Within Region (including under Career Path/ Redeployment/5-year Regional Manager
Transfer Policy)
ii. Inter Region (including under Career Path/ Redeployment/5-year DGM(B&O) and Concerned RMs.
Transfer Policy)
iii. Request Transfers (Award Staff)
a. Intra Circle a. DGM & CDO
b. Inter Circle b. CGM of the Circle
2. Extension in Service
I. Sanction of Extension
A. Award Staff

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 i. Working at branches with incumbency of JMGS-I to SMGS-IV Respective Regional Manager
ii. Working at branches/ establishments of Scale-V incumbency ii, iii, iv & v
iii. Working at A.O.s Respective RM/Head of Branch / Department/ Officer
not below the rank of SMGS-V/ wherever SMGS-V not
iv. Working at LHOs available, RM of RBO/AGM (P&E) at LHOs/AGM
v. Working at CC establishments (OAD) at CC.

B. Officers ($)
i. Officers up to MMGS-III (In Circles) Controlling authority not below the rank of DGM
ii. SMGS-IV & V (In Circles) An authority not below the rank of GM
iii Officers up to MMGS-III (In CC/ CC establishments/ deputation to Controlling authority not below the rank of DGM
other organizations)
iv. SMGS-IV & V (In CC/ CC establishments/ deputation to other Authority not below the rank of G.M. If the department
organizations) is not headed by G.M, then GM (OL & CS).
v. TEGS-VI & VII (All Offices) CGM (Circle)/ An authority not below the rank of CGM
for CC/ CC establishments/deputation to other
organization. If the Department is not headed by CGM
or above, CGM (HR) is the competent authority.
vi. TEGSS-I DMD (COO) for officers posted in Circles and DMD (HR)
& CDO for officers posted in CC & CC Establishments/
deputation to other organizations
vii. TEGSS-II Respective MDs of the Vertical/If the vertical is not
headed by MD, Chairman is the competent authority.
$ Extension in service of an officer should be done by an officer of the Bank who at the time of approving the extension should hold a post in
State Bank of India. Therefore, extension in service of the officers on deputation to non-banking subsidiaries/ other organization should be
done by the department concerned under whose administrative control the officer is posted/where the service sheet of the official is
maintained.

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2. II. Authority to Refuse Extension & Consider Appeal against non-grant of extension in service or revocation of
extension of service already granted.
i. Officers up to MMGS-III (In The concerned GM (Network) / senior most GM (Network) in cases of other establishments in
Circles) the Circle on recommendation of Review Committee comprising of DGM (B&O) concerned /
DGM &CDO and any other DGM(s) nominated by CGM.
Appeal against non-grant of extension will be decided by CGM of the Circle.
ii. SMGS-IV & V (In Circles) CGM (Circle) on recommendation of the Review Committee consisting of all GMs (Network)
of LHO. Appeal against non-grant of extension will be decided by DMD (COO).
iii. TEGS-VI & VII, and TEGSS-I (In MD (R&DB) on recommendation of the Review Committee comprising of DMD(HR) & CDO
Circles) and DMD & CRO.
iv. Officers up to MMGS-III (In CC/ GM (OL & CS) on recommendation of Review Committee comprising DGM (PM &PPG) and
CC establishments/ deputation to any other DGM(s) nominated by CGM (HR).
other organizations)
Appeal against non-grant of extension will be decided by CGM (HR)
v. SMGS-IV & V (In CC/ CC CGM (HR) on recommendation of Review Committee comprising GM (OL & CS) and DGM
establishments/ deputation to (PM&PPG) or any other DGM nominated by CGM (HR).
other organizations)
Appeal against non-grant of extension will be decided by DMD (HR) & CDO.
vi. TEGS-VI, VII and TEGSS-I (In MD (R&DB) on recommendation of the review committee comprising DMD (HR)& CDO and
CC/ CC establishments/ DMD & CRO
deputation to other organizations)
Appeal against non-grant of extension will be decided by Chairman
vii. TEGSS-II Respective MD of the vertical/ If the vertical is not headed by MD, any MD as nominated by
the Chairman on recommendation of the Review Committee comprising DMD (HR) & CDO,
DMD & CRO and DMD & COO.
Appeal against non-grant of extension will be decided by Chairman.
2. III. In Case of Short Extension Due To Pending Disciplinary Action etc.

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 All Officers Same Authority as to grant extension In Service.
3. Acceptance of Resignation From Service
Award Staff & Officers Respective Appointing Authority
4. Voluntary Retirement
i. Award Staff RM/Head of Branch/Department/Office not below the rank of SMGS-V/Whenever SMGS-V not available,
RM of local R.O/ AGM (P&E) at LHOs
ii. Officers up to the GM (Network) in Circle/ senior-most GM (Network) for other establishments in the Circles / an authority
scale of V not below the rank of GM for CC/ CC establishments/ deputation to other organization. If the Department
is not headed by GM or above, GM (OL & CS) is the competent authority.
iii. TEGS VI to TEGS-VII CGM of Circle/Deptt. under whose administrative control the officer is posted/ working. CGM (HR), if the
dept. is not headed by CGM and above.
iv. TEGSS-I DMD (COO) for officers posted in Circles and DMD (HR) & CDO for officers posted in CC, CC
Establishments and on deputation to other organizations.
v. TEGSS-II Respective MDs of the vertical; If the vertical is not headed by MD, Chairman is the competent authority.
5. Exit interview for Resignation and Voluntary Retirement
i. Award Staff CM (Admin) at RBO/CM(HR) at A.O/CM (OAD) at LHO and AGM (OAD) at CC/ CC Establishment.
ii. Officers up to the scale The reviewing authority in respect of AARF/CDS of the officer, not below the rank of SMGS-V.
of SMGS-IV
iii. SMGS-V The Reviewing Authority of AARF/CDS of the officer, not below the rank of General Manager.
iv. TEGS-VI & VII DMD (COO) for officers posted in Circles and DMD (HR) & CDO for officers posted in CC & CC
Establishments/ deputation to other organizations.
v. TEGSS- I & II Respective MD of the vertical/ If the vertical is not headed by MD, any MD as nominated by the
Chairman.
6. Waiver of full or partial Notice Period on Voluntary Retirement/ Resignation for officers

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 Only on the following circumstances after satisfying the genuineness of the reasons Authority competent to approve
adduced for leaving the Bank’s service: VR/Resignation in respective cadre and
scale
i. Proceeding to join a Government service or Public Sector Company
ii. On Extreme cases of compassion in respect of ailing health/ joining spouse posted
elsewhere/ adverse family circumstances.
iii. No waiver of notice period is allowed under any circumstances on VR/ Resignation
for personal reasons or joining any other service or pursuing higher studies etc. except
those at i. & ii.

7. Sanction of Retirement from the Bank’s service on attaining superannuation:

i. Award Staff RM/Head of Branch/Department/Officer not below the rank of SMGS-V/Whenever SMGS-V not
available, RM of local RBO, AGM (HR) at LHO.
ii. Officers up to the scale of Controlling Authority not below the rank of SMGS-V.
MMGS-III
iii. SMGS IV & V DGM & CDO at Circles; At CC & CC Establishments, Head of Department not below the rank of
DGM.
iv. TEGS-VI & VII CGM (Circle)/ An authority not below the rank of CGM for CC/ CC establishments/deputation to
other organization. If the Department is not headed by CGM or above, CGM(HR) is the
competent authority.
v. TEGSS-I DMD (COO) for officers posted in Circles and DMD (HR) & CDO for CC, CC Establishments and
deputation to other organization.
vi. TEGSS-II MD of respective vertical; If the vertical is not headed by MD, Chairman will be the competent
authority.

8. Sanction of LTC/HTC

i. Award Staff Branch Head at branches/ Manager (HR) at RBOs/ CM(HR) at AOs/ CM(OAD) at LHOs/
AGM(OAD) at CC/CC Establishments

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 ii. Officers up to the scale of RM/Head of Branch/ Department/Officer not below the rank of SMGS-V/ Whenever SMGS-V not
SMGS-V available, RM of local RBO, controller not below SMGS-V.
iii. Officers TEGS-VI & Above Respective Controlling Authority.
iv. Officers on deputation to (i) Up to TEGS-VII - CGM of the Circle where the Service Sheet of the official is maintained
other Organisations
TEGSS-I- DMD(COO)
(i) If the Service Sheet is
maintained at Circles: - (ii) Up to TEGS-VI- GM (OL&CS)

(ii) If the Service Sheet is TEGS-VII - CGM (HR)

maintained at CC: - TEGSS-I - DMD(HR) & CDO
9. Sanction of Leave Encashment at the time of availing LTC/HTC (when LTC/HTC is already sanctioned)
i. Award Staff Branch Head at branches/ Manager (HR) at RBOs /CM(HR) at ZOs/ CM(OAD)
at LHOs/ AGM(OAD) at CC/CC Establishments
ii. Officers up to the scale of SMGS-V RM/Head of Branch/ Department/Office not below the rank of SMGS-V/
Whenever SMGS-V not available, RM of local RO, Controller not below
SMGS-V.
iii. Officers TEGS-VI & Above Respective Controlling Authority.

iv. Officers on deputation to other Organisations AGM (OAD) of the LHO of the geographical area where the officer is posted/
(irrespective of grade) AGM (OAD) of CC, (if the Service Sheet of the official is maintained at CC)

Carryover of Privilege Leave beyond 270 days for officers declined by sanctioning authority on administrative
10.
ground: SBIOSR 33(4)
i Up to 3 months: Respective Leave Sanctioning Authority.
ii Beyond 3 months up to 6 months One grade higher in hierarchy than the leave sanctioning authority.
11. Continuation of Disciplinary Proceedings After Retirement & Imposition of Rule 19(3):

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 i. Officers up to the scale of i) For R&DB vertical, DMD (COO) for officers posted in Circles and DMD (RB) for other officers
SMGS-V
ii) For other verticals, Deputy Managing Director of the respective Vertical. If the vertical is not
headed by DMD and for all other officers, DMD (HR) & CDO is the competent authority.
ii. TEGS-VI & VII i) For R&DB vertical, DMD (COO) for officers posted in Circles and DMD (RB) for other officers
ii) For other verticals, Deputy Managing Director of the respective Vertical.
If the vertical is not headed by DMD and for all other officers, DMD (HR) & CDO is the competent
authority.
iii. TEGSS-I Respective MD of the vertical/ If the vertical is not headed by MD, any MD as nominated by the
Chairman.
iv. TEGSS-II Chairman
12. Authority for Appointment in/ Promotion to:
Appointing Authority Promoting Authority
i. Subordinate Staff including Bank Respective Branch head. DGM & CDO of Circle
Guard.
ii. Clerical a. Respective Branch head Senior-most GM
a. Posted at branches of SMGS V b. AGM (Regions)
or TEGS VI incumbency.
c. AGM (OAD-Circle)/ AGM (Region) (to be appointed by
b. Posted at branches other than concerned DA or by competent authority.)/ An officer not
above below the rank of AGM at CAG/ CCG/ SARG branches to be
designated by branch head in the rank of DGM/GM.
c. Working at LHOs/AOs/CC and
CC Establishment.
iii. JMGS-I to MMGS-III GM under whose administrative control the officer is Senior-most GM (Network) in
posted/ senior most GM for other establishments in Circles Circles/GM(OL&C) for CC/CC

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 and GM (CS) for CC/ CC establishment/ deputation to other establishment/ deputation to
organizations/ establishments other organizations.
iv. SMGS-IV& V GM under whose administrative control the officer is Chief General Manager (HR)
posted/ senior- most GM for other establishments in Circles
and GM (CS) for CC/CC establishment/ deputation to other
organizations/ establishments
v. TEGS-VI & VII CGM (HR) ECCB
vi TEGSS-I DMD(HR) & CDO ECCB
vii. TEGSS-II Respective MD of the vertical / If the vertical is not headed ECCB
by MD, any MD as nominated by the Chairman.

13. Appellate Authority for Appeal against Non-Promotion

For promotions to-
i JMGS-I No provision for appeal
ii MMGS-II & MMGS-III CGM (Circle) for Circle/ CGM (HR) for all Specialist Officers and officers
posted in CC / CC Establishment
iii SMGS-IV & V DMD (HR) & CDO
iv TEGS-VI, TEGS-VII. TEGSS-I & TEGSS-II No Appeal
14
Confirmation in Service
.
A. Officers (Rule 16-1&2)
i. Power to confirm an officer in Service. The respective Appointing/ Promoting Authority.

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 ii. Power to extend period of probation/ power to The respective Appointing/ Promoting Authority.
terminate the appointment or to revert to the
previous grade.
B. Award Staff The respective appointing authority
15. Authority to grant leave (Officers & Award Staff):
i. Casual Leave/ Privilege Leave/ Branch Manager/Divisional Manager/ Head of Department /Office
Maternity Leave/ Bereavement
Leave
ii. Sick Leave Branch Manager/Divisional Manager/ Head of Department /Office
However, if the sick leave applied for is more than 60 days at a stretch, the authority to
consider sanction of sick leave shall be the authority in hierarchy not below the rank of an
AGM.
16. Extra Ordinary Leave on loss of Pay (not counted as service):
A. Award Staff
i. Up to 90 Days (Cumulative) Concerned RM/ Controlling Authority not below the rank of SMGS-V.
For CC & CC Establishments: AGM(OAD)
ii. Up to 180 Days (Cumulative) DGM (B&O)/DGM & CDO/ Departmental Head Not below the rank of DGM for CC & CC
Establishments.
iii. Up to 360 Days (Cumulative) GM
iv. Beyond 360 days CGM/CGM(HR)
B Officers
i. Up to the scale of MMGS-III
Up to180 Days (Cumulative)

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 a. Working in branches a. Respective Regional Manager
b. Working in CPCs/ Admn. b. RM/Head of Branch/ Department/ Officer not below the rank of SMGS-V/ Wherever
Offices SMGS-V not available, controlling authority not below SMGS-V
Beyond 180 days up to 360 Days DGM (B&O)/ DGM &CDO & Officer not below the rank of DGM in case of CC and its
(Cumulative) establishments.
Beyond 360 days up to 720 days Not below the rank of CGM
ii. SMGS-IV & V
a. Up to 180 days(cumulative): a. Not below the rank of DGM.
b. Beyond 180 days up to 360 b. Not below the rank of G.M
Days (Cumulative)
c. CGM (Circle) / CGM in respective department in CC and CC Establishment. If the
c. Beyond 360 days up to 720 department in CC/ CC Establishment does not have CGM in hierarchy then CGM (HR)
days
iii. TEGS-VI & VII
a. Up to 180 days(cumulative) a. Controlling Authority in hierarchy not below the rank of CGM.
b. Beyond 180 days up to 360 b. Controlling Authority in hierarchy not below the rank of DMD.
Days (Cumulative)
c. Controlling Authority in hierarchy not below the rank of MD. Chairman if MD is not
c. Beyond 360 days up to 720 available.
days
iv. TEGSS-I
a. Up to 180 days(cumulative): a. Controlling Authority not below the rank of DMD. DMD (HR) & CDO if no DMD is available.
b. Controlling Authority in hierarchy not below the rank of MD. Chairman if MD is not
b. Beyond 180 days up to 360 Days available.
(Cumulative)
c. Chairman.
c. Beyond 360 days up to 720 days

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 v. TEGSS-II
Up to 720 days cumulative MD concerned/ Chairman if not reporting to MD.

17. Condonation of absence beyond 720 days cumulative:

i. All officers up to TEGSS-I DMD (COO) for Circles /DMD (HR)& CDO for CC and CC establishments
ii. TEGSS-II Chairman
18. In Case of Officers: Restoration of Seniority
i. Scale I To V up to 180 days An authority in the rank of CGM, or the CGM(HR) if the reporting hierarchy does not include
a CGM.
ii. Scale I To V Beyond 180 days - Respective DMD of the vertical/ If the vertical is not headed by DMD, DMD (HR) & CDO is the
Officers TEGS VI & TEGS VII competent authority
iii. TEGSS I & TEGSS II MD of respective vertical/ If the vertical is not headed by MD, Chairman will be the competent
authority.
19. Scrutiny of A & L Statement
i Award Staff Respective Reporting Authority.
ii. Officers
a. All officers posted in Circles/ Deputed to The respective Reporting Authority
Subsidiaries / JVs
-Up to TEGS-VII on deputation to Bank’s own MD & CEO on deputation from SBI.
Subsidiaries/JV
-TEGS-VI /VII as MD & CEO of Bank’s own CGM (A&S) for TEGS-VI
Subsidiaries/JV.
MD (GB&S) for TEGS-VII
-TEGSS-I MD (GB&S)

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 All officers on deputation to other than Bank’s own CGM (HR) / CGM (A&S) / GM (A&S)
subsidiaries/JV or where MD & CEO is not from SBI.
b. In CC/CC Establishments:
-Up to SMGS -V The department Head Concerned
-TEGS-VI & VII Respective higher authority in the rank of GM/CGM, or the CGM(HR) if
the reporting hierarchy does not include a GM/CGM.
-TEGSS-I Respective MD/DMD under whose administrative control the officer is
posted
-TEGSS-II Respective MDs of the Vertical/If the vertical is not headed by MD,
Chairman is the competent authority
20. Year-end Gradings (Performance Management) under Career Development System (CDS)
A. All staff members posted in the Bank and covered by CDS* Reporting Review
i. Role Closure (intermediary & year end): By awarding KRA score in respect of Non- Reporting Reviewing
measurable Roles and discretionary score in respect of all types of roles) – KRA score in Authority Authority
budgetary/ measurable roles is system derived

ii. Grading in respect of non-measurable roles Reporting Reviewing

Authority Authority
iii. Grading in respect of Budgetary/Measurable Roles System Grading System Grading
B. All Staff members posted outside the Bank on Deputation
I. Writing of AARF
Reporting Reviewing
i. JMGS-I to SMGS V Authority to whom the official CGM (HR)/CGM of Circle if the service
reports file is held at Circle

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 ii. TEGS-VI/VII/TEGSS-I a. CMD of the concerned a. Chairman (SBI)
Bank.
a. CVO in other Banks b. -Secretary b. -Chairman (SBI)
b. Government Depts. -Jt. Secretary - DMD (HR) & CDO
(Also reported by Jt. Secretary
c. Other Organizations and Reviewed by Secretary) c. DMD (HR) & CDO
c. Authority to whom the
official reports
II. Grading of Staff Members under AARF
i. Award Staff & Officers up to SMGS-V (after completion of AARF)
-If Service File is with the Circle CGM of the Circle
- If Service File is with CC CGM (HR)
ii. Officers in TEGS-VI/TEGS-VII/TEGSS-I DMD (HR) & CDO
21. Payment of Halting Allowance (Beyond 2 Months)
All staff & Officers GM Network / senior most GM (Network) / officer not below the rank of GM
for CC/ CC Establishments,
GM (OL & CS) if the department is not headed by a GM and above
22. Grievance Redressal:
A. Initial Authority for Award Staff
Posted at Branches Branch Manager
Posted at LHO/AO/CC & CC Establishments. Head of Department
Where Grievances are against the Initial Appellate Authority mentioned below will be the initial authority.
Authority
B. Initial Authority for Officers

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 For officers up to SMGS-IV Respective Controlling Authority not below the rank of SMGS-V.
For officers SMGS-V. DGM & CDO /DGM (B&O) in Circles and respective Head of Deptt. not below
the rank of DGM in CC/CC Establishments/deputation to other establishments.
Where Grievances are against the Initial Appellate Authority mentioned below will be the initial authority.
Authority.
C. Appellate authority for Award Staff
Posted at Branches DGM(B&O)/DGM & CDO. Where Grievance is against the Initial Authority,
respective G.M.
Posted At LHO/AO/CC & CC Establishments Respective G.M/GM(CS). Where Grievance is against the Initial Authority,
CGM(HR)
D. Appellate Authority for Officers DGM & CDO /DGM (B&O) in Circles and respective Head of Deptt. not below
the rank of DGM in CC/CC Establishments/deputation to other establishments.
Up to SMGS-IV
Where Grievance is against the Initial authority, the respective GM (Network)
/ senior most GM (Network) in the Circle/Deptt. If the Deptt. is not headed by
GM and above, GM (CS) is the Appellate Authority.
SMGS-V Respective GM (Network) / senior most GM (Network) in the Circle / Deptt.
Where Grievance is against the Initial Authority, respective CGM of
Circle/Deptt.; CGM (HR) if the deptt is not headed by CGM.
23. Change in Place of Domicile
i. Officers up to MMGS-III RM/Head of Branch/Department/Office not below the rank of SMGS-V/wherever SMGS-V not
available, controlling authority not below SMGS-V.
ii. Officers SMGS-IV & V. Reporting Authority not below the rank of DGM
iii. TEGS-VI & above Respective controller.
24. No Objection Certificate- Passport/ Visa

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 i. Award Staff CM (Compliance & Risk) at RBO and CM (HR) at A.O/ CM (OAD) at LHOs/
AGM (OAD) at CC.
ii. For all Officers up to SMGS-IV RM/Head of Branch/ Department (Officer not below the rank of SMGS-V);
Whenever SMGS-V not available, RM of local R.B.O.
iii. SMGS-V Immediate Controller
iv. TEGS-VI & above
- In Circles Senior-most GM
- At CC GM (OL & CS)
- Other CC Establishments Officer not below the rank of GM/ GM in-charge of administration operations
functions.
v. Officers on deputation
a) Up to TEGS-VII
- Deputed to SBI Group entities CGM (A&S)

- Outside SBI Group CGM (HR)

b) TEGSS-I DMD(HR) & CDO

25. Permission to Apply for Job Elsewhere

A. Award Staff Respective Appointing Authority.

B.i. For officers up to MMGS-III RM/Head of Branch/ Department/Office not below the rank of SMGS-
V/Wherever SMGS-V not available, controller not below SMGS-V.
ii. For officers in SMGS IV&V DGM (B&O)/ DGM & CDO at LHOs.
In case of CC & its Establishments: Not below the rank of DGM (if DGM is not
posted, GM (CS)

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 iii. For Officers in TEGS VI & VII CGM of the Circle/ Vertical under whose administrative control the officer is
posted/ working. If it is not headed by CGM or above, CGM (HR) is the
competent authority.
iv. For Officers in TEGSS I DMD (COO) for officers posted in Circles and DMD (HR) & CDO for officers
posted in CC, CC Establishments and on deputation to other organization.
v. For Officers Scale TEGSS II Respective MDs of the Vertical/If the vertical is not headed by MD, Chairman
is the competent authority.
26. Permission to Pursue Higher Studies
Up to G.M.s Respective Controller
For CGMs DMD (COO) for Circles and DMD (HR) & CDO for others
For DMDs Respective MD of the Vertical; if there is no MD in the hierarchy, MD (R&DB).
27. Death Cases
A. Recommendations for sanction of PF/ Family Pension
i. Award Staff DGM(B&O)/ DGM & CDO/ DGM (PM & PPG) at CC.
ii. For all officers up to and including SMGS-V DGM(B&O)/ DGM & CDO/ DGM (PM & PPG) at CC.
iii. Officers TEGS VI & Above Respective Controlling Authority.
Sanction for payment of encashment of leave on account of death of employee to legal heir without legal
B.
representation
i. Award Staff RM/Head of Branch/Department/Office not below the rank of SMGS-
V/Wherever SMGS-V not available, RM of local RBO, AGM(P&E) at LHOs
ii. Officers Respective Controllers not below the rank of DGM. DGM & CDO in respect of
LHO Departments including those under Network Heads.

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 iii. Sanction for payment of salary on account of RM/Head of Branch/Department/ Office not below the rank of SMGS-
death of employee to legal heir without legal V/Wherever SMGS-V not available, RM of local RBO, CM(OAD) at LHOs.
representation.
C. Condonation of delay in sanctioning ex-gratia lumpsum amount in lieu of compassionate appointment
Up to 9 months from the date of death Not required
Delay of 3 months after passing of 9 months Delay beyond 9 months from the date of death (for any period) CGM (Circle)/
from the date of death. (i.e after 9 months up to CGM (HR) for CC and establishments.
12 months from the date of death.)
Delay beyond 12 months from the date of death
28. Deputation of officers
i. Within State Bank Group: Officers up to the MD(GB&S)
scale of SMGS-V
ii. Other Organizations: Scale I to V DMD (HR) & CDO.
iii. All Deputations- TEGS VI & Above MD (GB&S) for officers in scale TEGS VI & VII for deputation to Subsidiaries /
In all other cases, Chairman is the competent authority.
29. Compensation/Reward for Death/injury on Duty/while actively resisting dacoity, robbery, terrorist incidents
including left-wing extremism/ /Death due to COVID-19 (e-Cir. No.: CDO/P&HRD-PM/43/2020 – 21 dated 23.10.2020)
i. Cash Compensation /Reward Circle: CGM (Circle) for officers/employees posted in Circle
CC/CC Establishments: CGM (HR) for officers/employees posted in CC/CC
Establishments
(The sanctioned applications may be put up to DMD (HR) & CDO for control
Purpose on monthly basis.)
ii. Medical Expenses for member of staff
- For Circles -DGM of the network/Branch/ Module. DGM & CDO for all LHO departments
including those under network heads.

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 - For CC & establishments -Officer not below the rank of DGM heading or posted in the Dept./ Establishment
. If DGM is not posted, GM (OL & CS) at Corporate Centre.
- For members of public/customer/ police Force -Circle CGM/ CGM (HR)
iii. Special Leave for accident while on duty:
- Award staff In Circles: DGM & CDO
In CC & Establishments: Departmental head / controlling authority in
hierarchy not below the rank of DGM
- Officers Controlling Authority in hierarchy not below the rank of DGM.
iv. Out of turn promotion/ advance increments
-Subordinate staff to clerical cadre, and clerical Out of turn promotion to be dispensed with.
cadre to officer cadre.
Release of advance increment as applicable under the scheme will continue with
-In case of officers from one scale / grade to existing authority structure. (i.e. respective Appointing/Promoting Authority)
higher scale of pay/ grade.
v. Reimbursement of educational expenses up to CGM (Circle)/ An authority not below the rank of CGM /CGM (HR) if the
graduation level department is not headed by CGM and above.
vi. Payment of last drawn pay and allowances till CGM (Circle)/ An authority not below the rank of CGM /CGM (HR) if the
one of the Children attains the age of 21 years department is not headed by CGM and above
or till the date on which the deceased would
have retired in the normal course.
vii. Transfer of loans for housing etc. to family CGM (Circle)/ An authority not below the rank of CGM /CGM (HR) if the
members if otherwise eligible for department is not headed by CGM and above.
compassionate appointment.
viii Waiver of interest part if compassionate CGM (Circle)/ An authority not below the rank of CGM /CGM (HR) if the
. appointment is not sought by the family, while department is not headed by CGM and above.
the principal amount is recovered from the
compensation /other dues payable.

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30. Permission For use of Taxi/ Own Car for Official/ LTC/HTC:
i. Officers up to the scale of SMGS-IV (for officers RM/ Head of Branch/ Department/ Office not below the rank of SMGS-V/
working in the branches/ RBO/ LHO/ CC & Wherever SMGS-V not available, Controller not below SMGS-V.
establishments)
ii. SMGS-V An authority in the hierarchy not below the rank of DGM.
iii. Award Staff posted at BM /Departmental Head not below SMGS-IV else by CM (CMCS)/CM(GB)
Branches/Administrative Offices/ LHO for /CM(HR).
LTC/HTC
iv. Award Staff for purpose other than LTC/HTC Controller not below the rank of SMGS-V
31. Permission to Travel by Higher Class/ Air (above entitlement) for Official Purposes
Officers up to the scale of MMGS-III Respective controlling authority not below the rank of AGM.
32. Carryover of LTC Block for officers
i. No permission is required for carrying forward of LTC/HTC and leave encashment thereto up to a maximum of two concessions/
blocks outstanding at any one time.
ii Carry forward of HTC/LTC after date of retirement on attaining superannuation for official exigencies or any
other genuine reason only up to 6 months from the date of retirement (applicable to officers’ cadre only):
a. Up to 4 months
For officers up to TEGSS - I Respective controller not below the rank of DGM
GM (Network) / senior most GM (Network). If GM/CGM/DMD is not available in the
vertical, CGM (HR)/DMD (HR) & CDO would be the appropriate authority.
For officers in TEGSS - II Respective MD of the vertical, if there is no MD in the hierarchy, MD (R&DB).
For Officers on Deputation If the Service Sheet of the official is maintained at Circles -DGM & CDO of the Circle
- up to SMGS-V If the Service Sheet of the official is maintained at CC – GM (OL & CS)

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 - above SMGS-V If the Service Sheet of the official is maintained at Circles -CGM of the Circle
If the Service Sheet of the official is maintained at CC – CGM (HR)
b. Above 4 months up to 6 months
under exceptional circumstances
for genuine reasons. Same authority empowered to carry over LTC and Leave Encashment Block up to 4
months
For officers up to TEGSS - I :
For officers in TEGSS - II :
33. A. General Authority Structure for Retention of leased house facility at previous place of posting whether
branches/ CC and its establishment. The authority vests with controller at present place of posting /last place of
posting in SBI in respect of officers deputed to other organization/ establishment as under:
1. Up to 2 Months from the date of relief on transfer/ deputation
JMGS-I to TEGSS-II No permission required
2. Beyond 2 months
i. JMGS-I to SGMS-V Controlling authority not below DGM
ii. TEGS-VI An authority not below GM. If GM is not posted, GM (OL&CS).
iii. TEGS-VII An authority not below CGM. If CGM is not posted, CGM (HR)
iv. TEGSS-I An authority not below DMD. If the establishment is not headed by DMD, DMD (HR) &
CDO is appropriate authority.
v. TEGSS-II MD of the vertical. If the vertical is not headed by MD, Chairman is appropriate authority
vi. Officers on deputation to other - up to SMGS-V- CGM /CGM of Circle if the service file is held at Circle.
establishment/ organizations
- TEGS VI and above: DMD (HR) & CDO.

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 B. General Authority structure for retention of Bank’s Flat/ Quarter at previous place of posting whether
branches/ CC establishments and for officers on deputation to other organization/ establishment ( as per
relevant scheme/ provisions for providing Bank’s Quarter)
1. Up to 2 Months from the date of
relief on transfer/ deputation
JMGS-I to TEGSS-II No permission required
2. Beyond 2 months up to 6 months
i. JMGS-I to TEGS-VI An authority not below the rank of GM under whose administrative control/supervision
the respective Bank’s quarter/ flats are situated/located and GM (OL&CS) for Corporate
Centre Flats/ Quarter in Mumbai.
ii. TEGS-VII An authority not below the rank of CGM under whose administrative control/supervision
the respective Bank’s quarter/flats are situated/located and CGM (HR) for Corporate
Centre Flats/Quarter in Mumbai.
iii. TEGSS-I & II An authority not below the rank of DMD under whose administrative control/supervision
the respective Bank’s quarter/ flats are situated/ located and DMD &CDO for Corporate
Centre Flats/ Quarter in Mumbai.
Beyond 6 months: One stage above the authority who sanctions retention of Bank’s quarter/ flat beyond two months up to 6 months
Retention of Bank’s Flat/ Quarter without approval will attract penal charges @ 1.5 times of commercial rent prevailing at the
centre which will be debited from the salary account of the officer without any notice or information.
34. Permission for retention of house by family members on death of the officer
A Officer up to the scale of SMGS-V (in Circle)
i. Up to 3 months GM (Network)
ii. Up to 12 months or Completion of the academic CGM
year of dependent children whichever is
earlier.

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 iii. TEGS-VI & Above DMD (COO) / DMD (HR) & CDO
B For Corporate Centre and its establishments
i. For flats in Mumbai DMD (HR) & CDO
ii. Outside Mumbai
- Up to 3 months GM (Department) / GM (OL & CS)
- Beyond 3 months CGM/ CGM(CAG)/ Principal for staff colleges/ GM (I&MA), where GM or CGM
not posted the CGM (HR)
35. Permission for leased accommodation at the place of choice other than place of posting
A. Officers posted in Circles
i. Up to the scale of SMGS-V DGM(B&O)/ DGM & CDO
ii. TEGS-VI & VII Circle CGM
iii. TEGSS-I DMD (COO)
B. Officers posted at Corporate Centre, Mumbai
i. Up to the scale of TEGS-VI GM (OL & CS)
ii. TEGS-VII CGM/ CGM(HR) if the department is not headed by CGM and above
iii. TEGSS-I DMD of the vertical / DMD (HR) & CDO of department not headed by DMD
iv. TEGSS-II MD of the vertical/Chairman if the vertical is not headed by MD
C. Officers posted at GITC, Belapur
i. Up to the scale of TEGS-VI GM (IT-Ops)
ii. Scale TEGS-VII CGM (IT-Ops)
iii. TEGSS-I DMD & CIO

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 iv. TEGSS-II Chairman
D. Officers posted at CC establishments (other than CC, Mumbai) / on deputation
i. Up to the scale of TEGS-VI Not below the rank of GM/ GM (OL & CS) if GM is not available.
ii. TEGS-VII CGM of the establishment/ vertical, else CGM(HR) of no CGM is available.
iii. TEGSS-I DMD of establishment/ vertical, else DMD (HR) & CDO if no DMD is available.
iv. TEGSS-II Respective MDs if the Vertical/ If the vertical is not headed by an MD,
Chairman is the competent authority.
The Officer seeking leased accommodation facility at the place of his/her choice should obtain approval from the competent authority as
detailed above and forward the same to the nearest RBO at the place where leased house/ accommodation is taken. The lease agreement
shall be executed and kept in record at the RBO concerned under whose administrative jurisdiction/ control the leased house is situated.
RBO will arrange for payment of monthly rentals on periodical basis, advance to the landlord if any, as per entitlement of the officer till
further instruction from the controller of the official. The amount so paid in connection with the lease house accommodation of the official
concerned shall be debited to the establishment every month where the official is presently posted/ working.
36. Permission to Accept Employment After Retirement:
i. Up to the scale of MMGS-III In Circles: An Authority not below the rank of DGM.
In CC & its establishments: An Authority not below the rank of DGM. If DGM or above is not
available, DGM (PM & PPG).
ii. SMGS-IV &V In Circles: Authority not below the rank of GM of respective Network. For other establishments
in the Circles, senior most GM will be the authority.
In CC & its establishments/ on deputation: Authority not below the rank of GM. If the
Department is not headed by GM or above, GM (CS).
iii. TEGS VI & VII CGM (Circle)/ An authority not below the rank of CGM for CC/ CC establishments/deputation to
other organization. If the Department is not headed by CGM or above, CGM (HR) is the
competent authority.

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 iv. TEGSS-I DMD (COO) for Circles and DMD (HR) & CDO for CC & CC Establishments/deputation to other
organizations
v. TEGSS-II Respective MD of the Vertical/If the vertical is not headed by MD, Chairman is the competent
authority.
vi. Ex-MDs & Chairman ECCB
37. Borrowing from outside
i. A Award Staff & Officers up to the scale of In Circles: GM (NW)
SMGS-V (Other than from internal
Cooperative Societies of the Bank) Corporate Centre: GM (OL&CS)
CC Establishments: Department Head not below the rank of GM, where GM
is not posted CGM is the competent authority. If CGM is not in the hierarchy
CGM(HR) is the competent authority.
i. B Availing loans from internal Cooperative Branches upto DGM (B&O)
Societies of the Bank for Award Staff and Scale-V incumbency
Officers upto the Scale of SMGS-V Branches Headed DGM of the Branch
by DGM
(Clarification issued vide letter No.
RBO/ AO/ LHO DGM (B&O)/DGM & CDO as applicable
HR/IR/VM/211 dated 15.06.2020)
Corporate Center GM (CS)
CC Establishments Department Head not below the rank of GM, where
GM is not posted CGM is the competent authority. If
CGM is not in the hierarchy CGM(HR) is the
competent authority.
ii. Officers in TEGS-VI & VII Controlling Authority not below the rank of CGM; At CC/CC establishments, if the Department is
not headed by CGM or above, CGM (HR) will be the competent authority
iii. Officers in TEGSS-I An authority in the hierarchy not below the rank of DMD; if the position of DMD is not there in
the vertical, DMD (HR) & CDO will be the competent authority
iv. Officers in TEGSS-II MD of the vertical; if the vertical is not headed by MD, then MD (R&DB) will be the competent
authority

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38. Permission For Extending Guarantee Involving Officers’ Pecuniary Obligations
i. Up to the scale of SMGS-V Respective GM in Circle / senior most GM for other establishments in Circles / An authority not
below the rank of GM for CC/ CC establishments/ deputation to other organization. If the
Department is not headed by GM or above, GM (OL & CS) is the competent authority
ii. TEGS-VI & VII Respective CGM of the vertical/Circle. If the vertical is not headed by CGM and above, CGM (HR)
is the competent authority
iii. TEGSS-I Respective DMD in hierarchy of the vertical. If the vertical is not headed by DMD, DMD (HR) &
CDO is the competent authority
iv. TEGSS-II Respective MDs of the Vertical/If the vertical is not headed by MD, Chairman is the competent
authority
39. Extension of availing joining time beyond 3 months
For All Officers -To be availed at any time before the next transfer. It cannot be clubbed together and carried
forward and will lapse if not availed before subsequent transfer.
- Prior permission from the respective controlling authority is required before availing the joining
time at the material time.
40. Permission for Medical treatment Outside Headquarters
Officers and Award Staff. An officer/ award staff who desires to undergo treatment in an empanelled hospital at any Centre,
either for self or for family member, is now permitted, without any prior recommendation from
Bank’s Medical Officer and approval of sanctioning authority.
In case of non-empanelled hospitals, respective controlling authority not below the rank of SMGS-
V on the recommendation of Bank’s Medical Officer.
41. Providing Relief Arrangement in Case of Long Absence of RMs
General Manager (Network)
42. Control Return– Staff Advances
Next Reporting Authority
43. Sanctioning Budget of Dispensaries

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 i. Branches up to SMGS-V Respective DGM (B&O)
ii. DGM Headed Branch/ Establishment Respective DGM.
iii. Administrative Offices Respective DGM (B&O)
iv. LHO/SBILD DGM & CDO
v. CC/CC Establishment: GM (OL&CS)/Head of the establishment not below the rank of DGM.
44. Officiating in Higher Grades
I In-cadre officiating of Award Staff (No in-cadre Respective Regional Manager/ AGM of the Branch
officiating is allowed at Administrative Offices)
II. In Circles
i. In MMGS-II – up to 1 month An authority not below AGM
ii. In MMGS-III to SMGS-V
- Up to 3 months An authority not below DGM
- 3 months to 6 months General Manager
- Beyond 6 months Chief General Manager
iii. TEGS-VI
- Up to 3 months GM (Network)/ senior most GM (Network) in case of other establishments
in the Circle
- 3 months to 6 months Chief General Manager
- Beyond 6 months DMD(COO)
III. In CC & its establishments
i. In MMGS-II to SMGS-V GM, if GM is not posted, GM (OL & CS)
ii. TEGS-VI CGM, if CGM is not posted, CGM (HR)
IV. At all Offices
a. TEGS-VII

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 i. Up to 1 year An authority not below the rank of CGM. If the Department is not headed by
CGM or above, CGM (HR) is the competent authority.
ii. Over 1 year DMD (COO) for Circles and DMD (HR) & CDO for CC/CC Establishment/
deputation to other organization.
b. TEGSS-I & II
i. Up to 1 year Respective MDs of the Vertical/If the vertical is not headed by MD, Chairman
is the competent authority.
ii. Over 1 year Chairman
45. Probation
i. Period of probation for any officers appointed The concerned Appointing /Promoting Authority
otherwise than as PO/TO
ii. The power to reduce or dispense with the period of The Central Human Resources Committee of the Bank (CHRC).
probation
46. Change of Surname
Award Staff & Officers Appointing Authority
47. Recall to Duty
Any Officer The authority in hierarchy one stage above the authority who sanctions the
leave but not below AGM.
Award Staff Leave Sanctioning Authority.
48. Appeal against voluntary vacation
Authority to consider an appeal against the order The appellate authority as designated for rule 3(h) for consideration of
of voluntary vacation. appeals against major penalties.
49. Taking over period: Authority to specify the period of taking over of charge of a new post by an officer on
transfer

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 i. Officer reporting for work at:
a) Branches a) Controlling Authority concerned
b) RO/ZO/LHO (up to DGM) b) GM concerned.
ii. General Manager at Circle Chief General Manager
iii. CGM at Circle DMD(COO)
iv. Officers reporting at CC and its establishments. DMD concerned. If no DMD is posted in the hierarchy then DMD(HR) & CDO

50. Engaging in Trade, Business, Employment, Acceptance of Fee, Association with Newspaper, other
communication system etc.
i. Engaging in trade etc. An authority in hierarchy not below the rank of GM. GM will mean
GM (Network) for Circles / senior most GM (Network) for other
establishments in Circles
For departments in CC/CC Establishments, senior most GM in the
department
GM (OL & CS) for CC Establishments where no GM is posted
ii. Receiving Report from an officer if any member of his/her An authority in hierarchy not below the rank of DGM.
family is engaged in trade /business/owning /managing
insurance or commission agency.
iii. Promotion of Company An authority in hierarchy not below the rank of GM.
Permitting an officer to take part in the registration,
promotion or management of any bank or other company
which is required to be registered under the Companies
Act or any other law for the time being in force or any co-
operative society for commercial purposes
iv. Editing of publication, etc.: Permitting an officer to -An authority not below the rank of CGM. CGM (HR) if the
own or conduct or participate in the editing or department not headed by CGM and above.
management of any newspaper or any other periodical

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 publication, or Permitting an officer to own or conduct or -An authority not below the rank of DMD. DMD (HR) & CDO if the
participate in the editing or management of any department not headed by CGM and above.
newspaper or any other periodical publication, or
51. Use of position or Influence in matters of employment, sanction of loan, etc. to relatives.
Permitting an officer to permit his/her son or daughter or An authority in hierarchy not below the rank of GM
any member of the family to accept employment in any
private undertaking which is obligated to the Bank though
official dealing or any other undertaking which to his
knowledge is obligated to the Bank.
52. Evidence in Inquiry, Committee etc.

Permitting an officer to give any evidence in connection An authority in hierarchy not below the rank of AGM
with an enquiry conducted by any person, committee or
authority
53. Receiving complementariness, valediction, etc.
Permitting an employee to receive any complimentary / An authority in hierarchy not below the rank of AGM
valedictory address or accept any testimonial or attend
any meeting or entertainment held in his honour, or in the
honour of any other employee of the Bank.
54. Acceptance of Gift by self and family over the permissible limit
Acceptance of gift over permissible limit For Award Staff : An authority not below the rank of AGM
Administrative guidelines issued vide e-Cir For Officers : An authority not below the rank of DGM
No.: CDO/P&HRD-PM/23/ 2018 – 19 dated 7 Jul
2018
55. Drawing Advance Salary, discounting cheques, accepting contribution, collecting subscription

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 i. - Rule 60(1); Officer working in Circles / CC An authority not below the rank of GM (Network)/ senior most GM
establishment in Mumbai /officers working other CC (Network) in case of other establishments in the Circle.
establishments outside Mumbai.
GM (OL & CS) if the department is not headed by GM and above.
- Raising Funds etc. Permitting an officer to collect or
accept contribution or otherwise associate himself
raising of any funds etc.
ii. Payment of Advance Salary to employees/officers posted CGM of the Circle
at very difficult branches (Jammu & Shimla Module) for
a period up to 9 months basic pay+DA or net salary
whichever is less repayable in 9 equal months
installments.
iii Canvassing for membership, etc.: For Officers working at:
Permitting an officer to canvass for membership, Branches- BM/DGM concerned.
collection of dues or subscriptions or carry on any activity AO/RBO- DGM
in connection with any association union etc. LHO -AGM
Corporate Centre- GM (OL & CS)
All other establishments: Head of Dept./Establishment
56. Statements of Assets and Liabilities
i. Receiving intimation regarding The respective reporting authority not below the rank of AGM. The intimation
acquiring/disposal of immovable property etc. will be forwarded to the authority holding the statements of Assets &
under SBIOSR 62(3) Liabilities of the officer concerned.
ii. Previous Sanction required under proviso The respective controlling authority in hierarchy not below the rank of DGM.
SBIOSR 62(3)
iii. Receiving intimation/report of transactions of The respective reporting authority not below the rank of AGM. The intimation
movable property etc. for value exceed Rs.25000. will be forwarded to the authority holding the statements of Assets &
under proviso SBIOSR 62(4) Liabilities of the officer concerned
iv Granting previous sanction required under The respective controlling authority in hierarchy not below the rank of DGM.
proviso SBIOSR 62(4)
57. Medical/Hospital Approvals:

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 i. Administrative approval of new proposal for empanelment CGM (HR)
of diagnostic centres / hospitals/ Bank’s dispensaries.
Renewal of agreement with hospital/ diagnostic centres Included in terms of CC letter no. NBG:P&HRD:IR:SPL:27
involving revision of rates dated 20/04/2007

ii. Renewal empanelment agreement with diagnostic centres/ CGM (Circle)/ CGM (HR)
hospitals involving no revision of rates
iii. Appointment of contract doctors at Bank’s dispensaries CGM (HR)
iv. Standardization of Medical Charges of Circles DMD(HR) & CDO
v. Administrative approval for certain categories of Medical GM (Network) for Circles /GM(CS) for CC, Mumbai, GM (AB&R)
Implants with benchmark ceiling as stipulated by Corporate at Belapur/ GM at other CC establishments and Business Group
Centre and any others implants costing up to Rs 25000/- for both officers and Award Staff.
(Letter No. CDO/PM/BM/ 17/ SPL/ 1752 dated 16.12.2014).
vi. Where no benchmark ceiling is stipulated by CC other than CGM (HR)
implants prescribed in e-Circular No. CDO/P&HRD-IR/
111/2017-18 dated 23.03.2018 where the cost involved in
respect of implant is more than Rs 25000/-.

vii. Prior administrative approval of Corporate Centre for i. Expenses up to Rs 10 lac: CGM (HR)
seeking medical treatment in eligible cases. ii. Expenses Rs 10 lacs and above: DMD (HR) & CDO
(If the treatment is taken in an empanelled hospital at any
centre, either for self or for family member no prior
recommendation from Bank’s Medical Officer and/or approval of
sanctioning authority is required.)
viii. Advance against Medical Expenses:
Circles DGM of branch/module. DGM & CDO for all LHO Depts. Including
those under network heads
For CC & its establishments including deputation to other Officers not below the rank of DGM heading or posted in the Dept./
establishment/ organization Establishment. If DGM is not posted, GM (OL & CS) at CC.
58. Sports Activities

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 A. Sanction of special leave to sports person:
i. Recognized Games in India:
a. Up to 180 days in a calendar year. (30 days in one instance) a. CGM of Circle/ CGM (HR) for CC and its establishments.
b. Beyond 180 days b. DMD (HR) & CDO
c. Any number of days (Abroad) c. DMD (HR) & CDO
ii. Non-recognized games
a. Up to 90 days a. CGM of Circle/ CGM (HR) for CC and its establishments.
b. Beyond 90 days b. DMD (HR) & CDO
B. Additional leave and reimbursement of medical expenses to sports persons for injury
Grant of special leave to sports persons injured CGM of the Circle and CGM (HR) for CC & its establishments
during official matches for the Bank in India/
Reimbursement of medical expenses fully.
C. Appointment of Sportspersons:
i. Award Staff CGM of the Circle
ii. Officers DMD (HR) & CDO with approval of CHRC at Corporate Centre.
D. Exemption of Active Sportspersons from completion of RUSU assignment for promotion in officer cadre
Officers CHRC
E. Out-of-turn Promotion of Sportspersons
Award Staff/Officers CHRC in exceptional cases
59. For delayed submission of 4-in-1 and other reimbursements in HRMS
i. Up to 6 months No permission required.
ii. Beyond 6 months Not permitted to claim after 6 months
60. Issuance of Service Certificate

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 A Award Staff
i. At Branches Branch Manager, not below the rank of AGM or AGM in charge of Region/DGM (Controller)
ii. At Administrative Offices Respective Heads of the Department, not below the rank of AGM.
B Officers
i. Up to the scale of MMGS-III (In An authority in hierarchy not below the rank of AGM.
Circle)
ii. SMGS-IV & V (In Circle) An authority in hierarchy not below the rank of DGM.
iii. Up to the scale of SMGS-V (In CC GM (OL & CS) for corporate Centre, Mumbai including those on deputation.
& its establishments including
deputation. GM (ITSS) for GITC Belapur.
At other centers outside Mumbai, Head of the Department not below the rank of GM. If some
department is not headed by GM or GM not posted thereat then GM (OL&CS) at CC, Mumbai.
iv. TEGS-VI &VII (At all offices An authority in hierarchy not below the rank of CGM. CGM (HR) if the department is not
including deputation): headed by CGM.
v. TEGSS-I DMD (COO) for Circles/DMD (HR) & CDO for CC and its establishments.
vi. TEGSS-II An authority in hierarchy not below the rank of MD. Chairman if not headed by MD.
61. Sanction of Sabbatical Leave
Minimum 5 years of service Less than 5 years of service
A Award Staff
i. Up to 90 days -RM / Controlling Authority not below the rank of -Deputy General Manager (B &O)/ DGM & CDO
SMGS-V. -General Manager (OL & CS)
-For CC & CC Establishments: AGM (OAD)
ii. Up to 180 days -DGM(B&O)/ DGM & CDO -General Manager (Network)
-General Manager (OL & CS)
-For CC & CC Establishments: Departmental Head
not below the rank of DGM

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 iii. Up to 360 days General Manager CGM / CGM (HR)
iv. Up to 2 Years CGM / CGM (HR) CGM / CGM (HR)
B Officers up to the Minimum 5 years of service Less than 5 years of service
scale of MMGS-III
i. Up to 180 days -Working in Branches: Respective RM Deputy General Manager (B & O)/ DGM & CDO
-Working in CPCs / Admn. Offices: RM/ Head of
Branch/ Department/ Office
ii. Up to 360 days -DGM(B&O)/DGM & CDO CGM / CGM (HR)
-For CC & CC Establishments:
Departmental Head not below the rank of DGM.
iii. Up to 2 years Not below the rank of CGM CGM / CGM (HR)
C Officers in the scale of SMGS IV & V
i. Up to 180 days Not below the rank of DGM. General Manger
ii. Up to 360 days Not below the rank of GM. CGM / CGM (HR)
iii. Up to 2 years Not below the rank of CGM / CGM(HR) CGM / CGM (HR)
D Officers in the scale of TEGS-VI & VII
i. Up to 180 days Not below the rank of CGM / CGM (HR). DMD (HR) & CDO
ii. Up to 360 days Not below the rank of CGM / CGM (HR). DMD (HR) & CDO
iii. Up to 2 years DMD (HR) & CDO DMD (HR) & CDO
E Officers in the scale of TEGSS-I
i. Posted in Circle, up to 2 years DMD (COO) DMD (COO)
ii. Posted in CC & its DMD (HR) & CDO DMD (HR) & CDO
establishments, up to 2 years

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 F Officers in the grade of TEGSS-II
Up to 2 years Chairman Chairman
62. Financial & Administrative Powers of CGMs/GMs to GMs/DGMs during their absence from headquarters on
tour/leave/ position is lying vacant for more than 4 days at a stretch.
A In Circle
i. For absence of CGM a. Financial Power: Senior-most GM of Circle.
b. Administrative Power: GM of Network concerned.
Where Leave has been approved by c. Departments directly reporting to CGM: Senior-most GM at LHO for both
competent authority. Financial and Administrative powers.
ii. For absence of GM General Manager identified by CGM of the Circle for exercising both financial and
administrative powers.
iii. Exceptional Circumstances such as DMD (COO) is competent authority to approve delegation of financial and administrative
illness/sudden incapacitation etc. power on such eventualities in absence/ sudden incapacitation of CGM.
B In CC & its establishments Delegated to Approving Authority
i. For CGM Senior GM of Department DMD (HR) & CDO
ii. For GM Senior DGM of Department
-The Circle is required to send a letter to Corporate Centre each time the arrangement is invoked.
- The letters so received from the Circle are to be serially numbered and kept record at Corporate Centre.
-The Control Report in regard to financial sanctions /approvals would be submitted to the appropriate authority, as the case
may be, in usual manner.
63. Sanction/ Renewal of Corporate Club membership to officers in TEGS VI and above

Sanction/Renewal of Corporate Club Membership DMD (HR) & CDO (Through PM Department, Corporate Centre)
64. Retention of Car on permanent transfer by officers in TEGS-VI and above at previous place of posting where
retention of house has been permitted

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 i. Up to a period of 2 months/ up to completion of academic year when ward of CGM (HR)
official is studying in Class X or XII
ii. Beyond 2 months up to a period of 6 months in other cases may be examined CGM (HR)
and permitted on case to case basis, subject to surrender of car at present
place of posting
65. Holiday Homes
i. Approval for setting up a new Holiday Home DMD (HR) & CDO Through IR Department at Corporate Centre)
ii. Renewal of lease agreement of Holiday Home at the CGM of the Circle
same rate or with enhancement up to 25% in rent
iii. Renewal of lease agreement of Holiday Home with CGM (HR)
enhancement beyond 25% in rent
66. Sanction of regular increments/ FPP/ PQP etc.
For Award Staff and officers of all scales Respective Controlling Authority

67. Payment of Gratuity in case of retirement/ death of an employee

a. For Circles
i Award Staff AGM (PPG) at LHO
ii. For Officers DGM & CDO
b. Corporate Centre & staff on deputation
i Award Staff AGM (OAD)
ii. For Officers DGM (PM & PPG)
c. CC establishments / Other offices
i. Award Staff & Officers up to the scale of SMGS-V An authority not below the rank of DGM
ii. For Officers in TEGS-VI & above DGM (PM & PPG) at Corporate Centre
68. Sanction of Designated House
i. Officers up to the scale of TEGS-VII in Circles CGM of the Circle
ii. CGM of the Circles and Officials at Corporate DMD (HR) & CDO (Through Personnel Management Department, CC)
Centre/ Establishments

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 FINANCIAL POWERS (FOR R&DB/CAG/SARG/CCG BRANCHES/OFFICES
1. Advance against medical bills and payment of Medical bills:
Award Staff
(Hospitalization and Officers
specified serious (Hospitalization)
diseases scheme)
Up to Rs.0.75 lac Up to Rs.1.50 lac CM (Compliance & Risk)
Regional Manager / AGM (COO) / AGM (OAD)
Up to Rs.3.00
Up to Rs.1.50 lacs at SBB and GITC Belapur/ AGM(Admin)/ Head
lacs
of Branch/Office not below the rank of SMGSV.
DGM (B&O)/ DGM&CDO/DGM (CAG/ SARG /
Up to Rs. 5.00
Up to Rs. 3.00 lacs CCG)/ DGM(C&CS) /Head of Branch/Office not
lacs
below the rank of DGM.
GM(NW) /GM(CAG)/ GM(SARG)/ GM (CCG
Full Full Region)/ GM(CS)/GM(AB&R)/Head of Office not
below the rank of GM.
2. Sanction of Personal Loan:
For all award staff and CM (Compliance & Risk) CM(HR)/ Branch Manager/ Head of Office
officers up to MMGS-III not below the rank of SMGS-IV
For officers SMGS-IV at
For SMGS-IV: Regional Manager
branches
For officers SMGS- V at
For SMGS-V: DGM (B&O)
branches
For officers SMGS IV & RM/ Head of the Department / Officer not below the rank of SMGS-
V at CPCs/ Admin. V/ wherever SMGS-V not available, controller not below the rank of
Offices SMGS-V
AGM (OAD) for Circles, CC/CC Establishments. where AGM
For TEGS-VI & above (OAD) is not posted, immediate controller
In regard to Delegation of Financial Powers in Administrative matters, Chief Manager (BOPM)
at LHOs and Chief Managers (HR) at A.O will exercise the powers of Regional Managers.
3. Sanction of Festival Advance:
Sanctioning Authority would be the Authority approving the “4 in 1”/“3 in 1” reimbursements in
HRMS or as may be decided by DMD(HR)& CDO
4. Retention of honorarium / fees on professional activities
Award Approval is not required for retention of honorarium up to applicable limit other than
Staff/ Professional Activities. But prior permission for taking part in such activities is
Officers required to be obtained from the controlling authority. Prior approval is required for
of all retention of honorarium in professional activities as under:
grades Professional Activity:
1.Amount up to Rs.1.00 lac – An authority in the hierarchy not below the rank of GM
2. Amount over Rs.1.00 lac to Rs.5.00 lacs – An authority in the hierarchy not below
the rank of CGM
3.More than Rs.5.00 lacs- DMD(HR) & CDO

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