AIBEA CHARTER OF DEMANDS!!

Common charter of demand is yet to be finalised. In the mean time AIBEA came out with their own demand list.

We have to wait and watch how many of these find place in final common charter of demands and how many will be achieved at the end of negotiations.

HIGHLIGHTS OF DEMANDS!

¨       STAGNATION INCREMENTS ONCE IN 2 YEARS TILL RETIREMENT OR PROMOTION TO HIGHER CADRE.

* ADDITIONAL INCREASE IN SPECIAL PAY OF HEAD CASHIERS COMMENSURATE WITH THEIR DUTIES AND POWERS.

¨       ADDITIONAL INCREASE IN SPECIAL PAY OF SPECIAL ASSISTANTS AND RE-DEFINING THEIR DUTIES AND RESPONSIBILITIES/ PASSING POWERS.

 RENT TO BE REIMBURSED ON PRODUCTION OF RECEIPT UPTO 150% OF HRA RATE.

¨      HRA BASED ON CAPITAL COST OF OWN HOUSE TO BE PAID TO EMPLOYEES OWNING HOUSES.

¨      WHERE EM0PLOYEES OWN VEHICLES – 35 LTRS FOR CLERKS AND 25 LTRS FOR SUBSTAFF PER MONTH.

¨       WHERE EMPLOYEES DO NOT OWN VEHICLES – RS. 1000 P.M.

¨      PRIVILEGE LEAVE:   ACCUMULATION SHOULD BE INCREASED TO 360 DAYS. 

 HOSPITALISATION COST TO BE OUTSIDE THE WAGE COST.

¨      Education Allowance – up to 2 children.  

   NPS to be withdrawn and all new employees from 1-4-2010 covered by NPS to be covered by old scheme under Pension Regulation 1995.

 Refund of contribution to pension fund to the employees who joined between 1.11.1993 but before Pension Regulation came in force in 1995/1996

  Extending 2^nd option facility to employees who resigned between 1995 and 27.4.2010.

 Periodical Pension updation along with wage revision of service employees.

  Cost on superannuation benefits should be outside wage cost.

Ex-gratia in lieu of bonus be paid to all employees.

Five day week should be introduced.

Pension updation, uniform 100 % DA for all pensioners, improvement in family pension etc.

Charter of demands

1.          BASIC PAY

¨       REVISION OF BASIC PAY W.E.F. 1-11-2012 BY MERGER OF D.A. UPTO THE QUARTERLY AVERAGE INDEX OF JULY-SEPT. 2012 ¨       CONSTRUCTION OF REVISED PAY SCALES BY LOADING THEREAFTER AT 30 % FOR CLERKS AND  40 % FOR SUBSTAFF ¨       STAGNATION INCREMENTS ONCE IN 2 YEARS TILL RETIREMENT OR PROMOTION TO HIGHER CADRE. ¨       STAGNATION INCREMENT TO BE GIVEN IN ALL CASES OF REVERSION  FROM OFFICER TO CLERICAL CADRE AND CLERICAL TO SUBSTAFF CADRE ¨       FITMENT ON STAGE TO STAGE ¨       UNIFORM FITMENT FORMULA ON PROMOTION FROM SUBSTAFF TO CLERK AND CLERK TO OFFICER CADRE

2.               SPECIAL PAY/ PQP/FPP:

¨       SPECIAL PAY TO REVISED ON THE SAME BASIS LIKE BASIC PAY

¨      ADDITIONAL INCREASE IN SPECIAL PAY OF HEAD CASHIERS COMMENSURATE WITH THEIR DUTIES AND POWERS.

¨       ADDITIONAL INCREASE IN SPECIAL PAY OF SPECIAL ASSISTANTS AND RE-DEFINING THEIR DUTIES AND RESPONSIBILITIES/ PASSING POWERS.

¨       IN BRANCHES WITH ONE OFFICER AND ONE CLERK, WHERE THE CLERICAL STAFF ARE REQUIRED TO DISCHARGE JOINT RESPONSIBILITIES, THEY MUST BE PAID SPECIAL PAY OF SPECIAL ASSISTANTS

¨       REVISION IN PQP/FPP ON THE LINES OF REVISION IN BASIC PAY

¨       SUBSTAFF – ADDITIONAL INCREMENT FOR ADDITIONAL QUALIFICATION

¨       ANOMALY IN DENIAL OF ADDITIONAL INCREMENTS FOR DIRECT POST GRADUATION TO BE RECTIFIED.

¨       ALL CLERKS/SWO-A TO BE RE-DESIGNATED AS SWO-B.

¨       ALL SUBSTAFF TO BE MADE DAFTARIES

¨       FORMULA FOR PAYMENT OF OFFICIATING PAY TO BE REVISED AND MADE SIMPLE.

3.              DEARNESS ALLOWANCE

¨       D.A. TO BE PAID BASED ON 2001=100 INDEX SERIES INSTEAD OF 1960 SERIES

¨       D.A TO BE PAID ON MONTHLY VARIATION IN INDEX OF 2001 SERIES

¨       D.A. TO BE CHANGED/REVISED ON MONTHLY BASIS INSTEAD OF EVERY QUARTER.

¨       D.A COMPENSATION TO BE 110 % FOR CLERKS AND 120 % FOR SUBSTAFF.

4.                HOUSE RENT ALLOWANCE

¨       HOUSING ACCOMMODATION TO BE PROVIDED BY BANKS TO ALL EMPLOYEES ¨       WHEREVER NOT PROVIDED, HRA TO BE AS UNDER o      PLACES  OF 45 LACS AND ABOVE – 15 % o      PLACES OF 12 TO 45 LACS           – 12.5 % o      PLACES  BELOW 12 LACS             – 10 % ¨       INTRODUCTION OF LEASED ACCOMMODATION FACILITY ¨      RENT TO BE REIMBURSED ON PRODUCTION OF RECEIPT UPTO 150% OF HRA RATE ¨      HRA BASED ON CAPITAL COST OF OWN HOUSE TO BE PAID TO EMPLOYEES OWNING HOUSES ¨       NO RECOVERY OF HRA WHERE QUARTERS IS PROVIDED. ¨       SPECIAL ECON. ZONE, ETC. TO BE TREATED LIKE PROJECT AREAS. ¨       REVISION IN HRA RATES AT PLACES BASED ON MID-CENSUS POPULATION FIGURES ¨       MUMBAI TO BE DEFINED AS AREAS COVERED BY MMRDA

5.          TRANSPORT ALLOWANCE AND PETROL COST REIMBURSEMENT

¨      WHERE EM0PLOYEES OWN VEHICLES – 35 LTRS FOR CLERKS AND 25 LTRS FOR SUBSTAFF PER MONTH ¨       WHERE EMPLOYEES DO NOT OWN VEHICLES – RS. 1000 P.M. ¨       EXISTING BANKWISE ARRANGEMENTS/GOVT. GUIDELINES ETC. TO CONTINUE

6.             LEAVE RULES 

CASUAL LEAVE

¨       CASUAL LEAVE TO BE INCREASED TO 15 DAYS. ¨       EXISTING CLAUSE OF RESTRICTION OF AVAILING 4 DAYS CL SUBJECT TO MAXIMUM OF 6 DAYS CEILING TO BE REMOVED. ¨       UCL TO BE SANCTIONED WITHOUT MEDICAL CERTIFICATE ¨       SPECIAL CASUAL LEAVE FOR ORGAN DONATION LIKE KIDNEY DONATION ETC. ¨       20 DAYS CL FOR PHYSICALLY  CHALLENGED  EMPLOYEES

PRIVILEGE LEAVE

¨      PRIVILEGE LEAVE:   ACCUMULATION SHOULD BE INCREASED TO 360 DAYS.  ¨       RESTRICTION OF 3 TIMES FOR AVAILING PL IN A CALENDAR YEAR BE MADE 5 TIMES  ¨       PRIVILEGE LEAVE FOR SICKNESS ON PRODUCTION OF MEDICAL CERTIFICATE IS ALLOWED WITHOUT BEING COUNTED AS A CHANCE, IF AVAILED, FOR MORE THAN 5 DAYS AT A STRETCH. THE LIMIT OF MORE THAN 5 DAYS BE REMOVED ¨       EMPLOYEES SHOULD BE PERMITTED TO AVAIL THEIR SICK LEAVE AND PL ON PRODUCTION OF SICKNESS CERTIFICATE OF THEIR FAMILY MEMBERS RESIDING WITH THEM. ¨       PL ENCASHMENT TO THE EXTENT OF 50% OF ACCUMULATION TO BE PERMITTED IN CASE OF LOSS OF JOB DUE TO PUNISHMENTS ¨       NOTICE PERIOD FOR AVAILING P.L. SHOULD BE REDUCED FROM 30 TO 7 DAYS

           SICK LEAVE

¨       ONE MONTH SICK LEAVE PER YEAR FOR ENTIRE SERVICE. ¨       SUBMISSION OF MEDICAL CERTIFICATE BE WAIVED FOR AVAILING SICK LEAVE FOR SMALL AILMENTS LIKE FEVER, FLU ETC.  FOR MAXIMUM PERIOD OF ONE WEEK. FOR THIS, NUMBER OF OCCASIONS IN A YEAR MAY BE STIPULATED. ¨       SPECIAL SICK LEAVE OVER AND ABOVE NORMAL ELIGIBILITY FOR TREATMENT OF CANCER, MAJOR ACCIDENTS ETC. AND WHERE ALL LEAVE HAS BEEN EXHAUSTED ¨       SL/PL – HOLIDAYS COMING IN BETWEEN NOT TO BE COUNTED

           MATERNITY LEAVE

¨       SPECIAL LEAVE FOR HYSTERECTOMY OPERATION / MISCARRIAGE BEYOND MATERNITY LEAVE. ¨       SPECIFIC GYNEC AILMENTS TO BE COVERED UNDER MATERNITY LEAVE INCLUDING INFERTILITY TREATMENT. ¨       ML FOR LEGALLY ADOPTING A CHILD BE MADE AVAILABLE TO PART TIME EMPLOYEES  ¨       IN CLAUSE 30(D) OF 9TH BPS,  ‘WHICHEVER IS EARLIER’ TO BE DELETED

              PATERNITY LEAVE

¨       PATERNITY LEAVE ON THE LINES AS AVAILABLE FOR GOVERNMENT EMPLOYEES BE EXTENDED TO BANK EMPLOYEES ALSO.

              CHILD CARE LEAVE

¨       CHILD CARE LEAVE ON THE LINES AS AVAILABLE FOR GOVERNMENT EMPLOYEES BE EXTENDED TO BANK EMPLOYEES ALSO.

                 SABBATICAL LEAVE

¨       SABBATICAL LEAVE TO ALL EMPLOYEES UPTO 2 YEARS IN THE ENTIRE SERVICE WITH SERVICE BENEFITS.

             SPECIAL LEAVE FOR OFFICE BEARERS

¨       SPECIAL LEAVE SHOULD BE ENHANCED TO 15 DAYS FOR THE OFFICE BEARERS OF STATE FEDERATION AND 30 DAYS FOR AIBEA OFFICE BEARERS. ¨       DUTY LEAVE FOR ATTENDING CONCILIATION -MEETINGS/ LABOUR COURTS /TRIBUNALS ¨       GRANT OF SPECIAL LEAVE TO WOMEN EMPLOYEES, WHO ARE OFFICE-BEARERS IN WOMEN’S COUNCIL OF THE STATE FEDERATIONS. ¨       OFFICE BEARERS OF ALL INDIA BANK WISE UNIONS SHOULD BE ADDED IN PARA 35 (C) OF SETTLEMENT DATED 2.6.2005.

       LEAVE BANK

¨       LEAVE BANK CONCEPT SHOULD BE INTRODUCED WITH SUITABLE MODALITIES WITH SOLE OBJECT TO HELP COLLEAGUE EMPLOYEES IN DISTRESS DUE TO TERMINAL DISEASES AND HAVING NO LEAVE TO THEIR CREDIT.

     EXTRA-ORDINARY LEAVE

¨       EXTRA ORDINARY LEAVE: EXTRA ORDINARY LEAVE SHOULD BE PERMITTED UPTO 720 DAYS INSTEAD OF 360 DAYS.

     

SPECIAL LEAVE WITH PAY WHEN AN EMPLOYEE DIES AFTER  MAJOR AILMENTS

¨       IN CASE OF PROLONGED SICKNESS FOLLOWED WITH DEATH HAVING EXHAUSTED ALL LEAVE, LOSS OF PAY PERIOD SHOULD BE TREATED AS SPECIAL LEAVE WITH PAY.

7.          MEDICAL AID / HOSPITALISATION

¨       HOSPITALISATION COST TO BE OUTSIDE THE WAGE COST ¨       Medical Aid Rs.5000/ per annum to all award staff. ¨       Reimbursement of hospitalisation expenditure be 100% for dependents. ¨       Hospitalisation expenditure for Part Time Employees be improved to 100% irrespective of their scale of pay. ¨       Income criteria for dependents be increased to Rs.10000/- p.m. ¨       Any new list of diseases / tests / treatments to be included ¨       All diseases /tests covered in central government health scheme be adopted in the bipartite settlement. ¨       Any ailment certified by the registered medical practitioner  be deemed  as domiciliary treatment and be reimbursed 100% for self and dependents as many diseases are not covered in the domiciliary treatment. dental treatment be included for reimbursement under domiciliary treatment. ¨       Retired employees be covered under hospitalisation scheme. insurance cover to retired employees. ¨       All Hospitalization  expenses / charges related to Ventilator and different medical instruments / all pathological and other tests required for treatment as prescribed by Doctors/Hospital should be reimbursed ¨       Reimbursement of pre and post hospitalization expenses up to 30 and 60 days. ¨       Cases of employees admitted as a day care patient and discharged after surgical treatment to be included for reimbursement of Hospitalization expenses. ¨       Widow / divorced daughter / sister, if dependent, be included in the definition of family. ¨       Reimbursement of health checkup expenses, atleast to those above 50 years of age. ¨       Periodical health checkup for those who operate computers and reimbursement of expenses related to computer related diseases. ¨       All Other streams of treatment to be covered.  ¨       The schedule of Investigation charges, operation charges, hospitalization charges etc. should be upwardly revised in consonance with the charges of recognized hospitals and nursing homes, instead of charges of civil hospital. ¨       All type of dental treatment i.e. A complete denture, dental fillings, implantation of teeth, dental bridges, RCT, Scaling, Dental Ceramics (capping) and Gingivo Plasty under hospitalization treatment. ¨       Dog, cat, monkey and snake biting also be covered  ¨       Nursing charges should be reimbursed under hospitalisation scheme. ¨       Domiciliary treatment – list to be added ¨       Reimbursement for lithography test for threshing stone in kidney latest technology which replaces the surgical operations for removal of stone which should also be included. Reimbursement of treatment expenses incurred after discharge should be made available to the date of full recovery. ¨       Reimbursement of cost of limbs, organs, artificial aids, life supporting devices, callipers etc. ¨       Reimbursement of cost of disposable items like syringes etc. ¨       Re-classification of minor/major/special operations ¨       Treatment under all systems of medicine are to be reimbursed. ¨       Reimbursement of charges for all Pathological and other tests prescribed by the Doctor/ hospital, even where it does not result in hospitalisation. ¨       Bed Charges be revised substantially for clerical and sub-staff. The charges be made actual. ¨       For outside treatment, if referred, Traveling Expenses bill with one attendant may be reimbursed as per the class entitlement. ¨       Hospitals registered by State/ Central Govt. be considered under Ayurveda/ Homoeopathy/ Unani/ Siddha system. ¨       External applications under Ayurveda/ Homoeopathy/ Unani/ Siddha be considered for reimbursement since it is the main method of treatment. ¨       Operation/Treatment for corrections of physical disabilities since birth be permitted. ¨       Reimbursement of costs of cataract operation to be included under Package Treatment/knee cap transplantation ¨       Cost of infertility treatment to be reimbursed ¨       Physically challenged bother/sister with 25% or more eligibility to be included under dependent family member irrespective of income. ¨       Hospitalization expenses in connection with normal delivery to be reimbursed. ¨       Mediclaim covered cases:  Banks must reimburse eligible amount based on certificate from Insurance Cos / certified copies of bills. ¨       Domiciliary treatment Reimbursement as per prescription or minimum one year. ¨       All types of medical tests are to be reimbursed in full without hospitalisation. ¨       Ambulance charges for journey outstation on medical advice should be fully reimbursed to the extent reasonably and actually incurred.  ¨       Cost of medicines of Ayurvedic, Unani, Homeopathic should be reimbursed, on the basis of actual bills. ¨       Expenses towards donors expenditure package should be introduced.

8.  LEAVE FARE CONCESSION

¨       Husband and wife if they are working in different banks are allowed to avail their block of LFC separately. Same provision may be allowed to couple working in the same bank. ¨       Income criteria for dependents be increased to Rs.10000/- per month. ¨       One day compulsory leave for availing LFC encashment be removed. LFC encashment amount be increased to 100% ¨       Road mileage charges to be increased to Rs.5 per KM. ¨       LFC should be 6000 Km for 4 years block and 3000 km for 2 years block for clerks and sub-staffs and Rajdhani & Satabdi fare should be included for clerks. ¨       To and fro Air Fare, beyond LFC entitlement, be paid to employees working in Tripura to Kolkata / Guwahati, in Meghalaya, Manipur, Nagaland, Arunachal Pradesh, Mizoram to Guwahati /Kolkata, Andaman- Nicobar Island up to Kolkata / Chennai and in Lakshadweep up to Cochin. And in far flung areas of Himalayan States ¨       LFC facility should be extended to Retirees / Pensioners. ¨       LFC to visit abroad up to 2 times to be permitted. ¨       LFC by own car to be permitted. . ¨       Definition of family:  Unmarried sister/ widowed sister/daughter if ordinarily residing with and wholly dependent on the employee should be included in the family. ¨       One more option for change of periodicity. ¨       Package tour should be allowed in  overall limit ¨       Sight seeing and local charges be also paid by the Bank within overall limit. ¨       Pony charges be increased. ¨       Reimbursement of service charges for booking of tickets be allowed ¨       Partial encashment of LFC to be allowed

9.   OTHER ALLOWANCES

¨       On duty journey entitlement shall be ii class ac for all the trains. ¨       NE special incentive allowance should be extended to all category of employees working in NE Region in line with central govt employees as per 6th Pay Commission recommendations./RBI circular ¨       Split Duty Allowance to be increased adequately ¨      Education Allowance – up to 2 children    ¨       Inconvenience Allowance – for doing duties at odd hours say early morning / night etc. ¨       Halting Allowance to be revised and hotel rent reimbursement to be introduced ¨       Project Area Compensatory Allowance to be adequately increased. ¨       ON TRANSFER – House Hold Goods Transportation Charges and breakage should be increased sufficiently the existing charges are very meager. ¨       Washing allowance and cycle allowance is to be revised ¨       Water Scarcity Allowance should be-increased . ¨       Disturbed Area Allowance being paid in the disturbed districts of Kashmir Valley be also paid in the disturbed districts of Jammu Province. ¨       Hill Fuel allowance to be increased substantially. ¨       Transportation of personal effects by road by an IBA approved transport operator to be permitted in all cases. ¨       To increase the stipulated weights upto 5000 kgs. ¨       Compensation due to breakage or damage to be increased to Rs.2000/- on production of receipt and Rs.1500/- in case no receipt is produced. ¨       Calculation of overtime should be simplified and increase in amount, many banks are not paying overtime even in CBS system due to connectivity all employees to sit late for completion of their work. Uniform policy should be implemented. ¨       Hill allowance should be given to all districts where State Governments are paying hill allowance.

10. DISCIPLINARY ACTION & PROCEDURE

¨            For claiming travelling expenses for defending an employees in the departmental action, existing restrictions of ‘within the State’ be removed.  ¨       Subsistence Allowance:   to be improved upon. ¨            Para 522 (1) of Sastry Award to be deleted. ¨             Indiscriminate usage of Clause 5 (j) to be stopped. ¨             Multiple charges for one incident should not be made out. ¨             Dictated punishments by vigilance dept. to be stopped. ¨             Punishment order by the Disciplinary Authority not to be implemented till the final disposal of Appeal by the Appellate Authority of the Bank. ¨             Issuance of charge sheet under pension regulation to award staff after retirement to be stopped  ¨             Awarding the punishment of stoppage of increments should be without affecting superannuation benefits, as in the case of officers. ¨             Reduction in the pay scale should not affect stagnation increments. ¨             Employees should have right to complain against customers ¨             Provision for appeal against suspension ¨             Implementation of Clause 6 - b, c, d of BPS dt. 10-4-2002 pending amendment to Pension Regulations.

11. SUPERANNUATION BENEFITS

¨       PF – 12% of ‘Pay’

¨       Gratuity – One month’s ‘Pay’ for each year of service rendered without any restrictions. Average of 12 months or last drawn ‘Pay’, ‘whichever is higher’ should be taken in calculation.

¨      NPS to be withdrawn and all new employees from 1-4-2010 covered by NPS to be covered by old scheme under Pension Regulation 1995.

¨       PTEs on Consolidated Wages prior to 1.5.2010 and made 1/3^rd wage from 1-5-2010 should be covered by Pension Regulations.

¨    Refund of contribution to pension fund to the employees who joined between 1.11.1993 but before Pension Regulation came in force in 1995/1996.

¨       Income Tax limit on exemption from leave encashment on retirement to be suitably amended.

¨      Periodical Pension updation along with wage revision of service employees

¨       Basic pension of all existing pensioners to be updated at par.

¨       DA on pension to be on quarterly basis.

¨       Same DA at 100% compensation for all pensioners and removal of slab system.

¨       Extending 2^nd option facility to employees who resigned between 1995 and 27.4.2010.

¨       Qualifying service for full pension should be 20 years;

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

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

¨       Actual service of Part time employees should be counted for pension and not on pro rata basis.

¨       Family Pension – To be improved at par with RBI/ Government pension scheme

¨       Full pension as family pension for seven years or upto the age of 67 years instead of 65 years,

¨       Coverage to unmarried daughters for life and parents if spouse/daughter is not available    

¨       Incorporation of provision in Pension Regulation in synergy with Clause 6 (b) 6 (c) and 6 (d) of settlement dated 10.4.2002.

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

¨       Cost on superannuation benefits should be outside wage cost.

12.  OTHER ITEMS

BONUS / EXGRATIA

¨       Ex-gratia in lieu of bonus be paid to all employees

COMPASSIONATE APPOINTMENTS / EX-GRATIA PAYMENT

¨       Compassionate appointments to be restored. ¨       Ex gratia compensation should be enhanced and made optional at the choice of the dependent’s family.

DEFINITION OF FAMILY AND DEPENDENTS

¨       Amount for defining dependents to be increased from Rs.3500/- to Rs.10000/-. ¨       Hospitalisation/LFC of both parents and parents in law ordinarily residing/ wholly dependent be considered for married employees.

FIVE DAYS WEEK

¨       Five day week should be introduced

LOANS & ADVANCES

¨       Improvements in Housing Loan, Vehicle (car/scooter)  Loan,  on concessional interest rates ¨       Increase in quantum of interest free festival advance ¨       Introduction of Education Loan scheme to wards of employees for pursuing graduate/post-graduate education etc., under concessional rate of interest. ¨       Housing loan in case of death of an employee should be written off.

OUTSOURCED / CONTRACT/ TEMPORARY / CASUAL EMPLOYEES

All temporary/ contract/casual/outsourced labourers should be absorbed. Equal pay for equal work for contract workers Personal drivers in the Banks should be regularized.

VOLUNTARY CESSATION FROM SERVICE:

¨       This Chapter needs to be deleted in view of court judgements

¨       Those who have been treated under this provision to be covered under pension scheme and pension to be sanctioned to them.

PART TIME EMPLOYEES

¨       All part time sweepers/safaikaramcharies to be converted to full time sweepers. ¨       Reimbursement of hospitalization expenses and LFC at par with the full time employees ¨       Pension to be paid on actual total service and not on pro rata. ¨       Improvement in fitment formula of part-time employees on enhancement to higher-scale/full-scale wages. ¨       ML for legal adoption

RETIRED EMPLOYEES

¨       LFC and Hospitalization reimbursement should be extended to retired bank employees. ¨       -Ex-gratia amount for pre 1986 living retirees/widows to be enhanced. ¨       Pension updation, uniform 100 % DA for all pensioners, improvement in family pension etc

WHILE ON TRANSFERS

¨       Transportation charges on transfer should be reimbursed in full by any mode ¨       Packing charges also be reimbursed. ¨       Hotel accommodation for 6 days with halting allowance on transfer of an employee. ¨       TA/DA and Joining Time should be allowed to employees, whose transfers are made ¨       Halting allowance for 6 days should be allowed during official transfer. ¨       Breakage amount should be increased by 50%. ¨       Road transport charges should be revised.

OTHER SUGGESTIONS

¨       Streamlining and defined business/banking hours within working hours ¨       Deletion of Para 536 of Sastri Award ¨       One month notice for resignation instead of three months notice. ¨       BSRBs should be revived.

14.   IMPROVEMENTS IN SERVICE CONDITIONS PERTAINING TO WOMEN EMPLOYEES:

¨       Banks should start child care centres in all major cities and towns to take care of the children of young mothers who joined in the banking industry in thousands. ¨       Treatment post hysterectomy be included in the domiciliary treatment and the same should be reimbursed 100%. maternity leave for hysterectomy be increased to 2 months. ¨       For legal adoption of a child, female employee be granted 6 months maternity leave. ¨       Restrictive clause for adoption of child for pts be removed. ¨       Normal delivery charges should be reimbursed, in full.

¨       child care leave in line with central Govt. scheme. ¨       Maternity leave should be 2 years in service life for women employees and 1 year in one occasion of one child. ¨       Medical treatment during pregnancy period of women employees should be treated as domiciliary treatment. ¨       8th March (International Women Day) should be declared as Holiday.

¨       Unavailed ML to be permitted to be availed for gynea problems.  ¨       Menopause leave to be permitted to women.

¨       Over and above the 12 months maternity leave, another 45 days  to be given to cover cases  of hysterectomy;  In many cases, the 12 months period is already exhausted for regular maternity wherein an woman employee preferred to take longer leave to take care of the child (in the absence of leave for child care).  ¨       More liberal views should be taken in respect of reimbursement of hospitalization expenses in cases of maternity. The present clause appearing in Schedule V.8 “in excess of normal maternity charges....” is ambiguous. Secondly, reimbursement should be 100% instead of present 70%.

¨       Reimbursement of Mammography Test ¨       Reimbursement of Pep Smear Test

¨       Leave for adoption of child below one year may be sanctioned with in maternity leave entitlement ¨       Sick leave may be granted to women employees to look after sickness of child below 12 years. ¨       Leave period of maternity leave for legal adoption shall be increased to 4 months within the overall limit.