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STATE BANK OF INDIA OFFICERS’ ASSOCIATION (CHENNAI CIRCLE)

SILVER JUBILEE GENERAL BODY MEETING

AT COIMBATORE

16TH NOVEMBER 2014

RESOLUTIONS

1. Revision in Annual Closing allowance 2. Early Wage Revision – 10th Bipartite Settlement 3. Health Check up Scheme for all Officers 4. Reduction in Extended Business Hours 5. Absorption of Income Tax on salaries and perquisites by Banks. 6. Regulated working hours for the Officers 7. Corruption in public life 8. Security arrangements at branches 9. Five days week 10.Single man branches – Posting of additional Officer(s) 11. Establishment of exclusive Banking Vigilance Commission 12. Profit sharing 13. Updation of Pension 14. Unilateral decision to withdraw LFC en route foreign countries – Restoraion 15. Outsourcing Banking Business 16. Child Care Leave for Lady Officers 17. Reimbursement of Hospitalisation charges 18. Foreign Banks acquiring / Taking over Indian Private Banks 19. Recruitment of Sports persons 20. Leave Travel / Leave Fare Concession – Biennially 21. SBI Life and Mutual Fund Business 22. Reimbursement of Cost of spectacles 23. Marking of Lien against PF for Housing Loan to be dispensed with 24. Notional HRA to be reckoned for arriving at quantum of loan 25. Career Path for Officers 26. Maternity Leave 27. Conversion of Specialist Officers into Generalists 28. Reduction in Government share holding in Public Sector Banks opposed

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29. P.J.Nayak Committee Report 30. Promotion Policy – Unilateral changes opposed 31. Labour Reforms announced by NDA Government opposed 32. Elimination of Black Money – Root cause for under - development of Economy 33. Awareness for saving the Public Sector Undertakings – the need of the Hour 34. Reimbursement of cost of Sphygmomanometer 35. Date of retirement for those born on 1st day of the month 36. Payment of special allowance for woman officers having children with disabilities 37. Payment of Lunch allowance 38. Leave Encashment at the time of retirement (EL + ML@half pay) 39. SBI Life Group Insurance Coverage for all Loans availed by Staff 40. Organ Donation – A Noble cause 41. International year of Light – 2015 42. e-Learning made mandatory and linked to AARF 43. Reservation for Officer’s / Staff’s children in Bank recruitment 44. International Labour Organisation Conventions – 87 & 98 45. Reimbursement of Electricity Charges 46. Policy of RBI declaring common holidays for CCPCs working under grid system – a need for review necessiated 47. Establishment of state wise grid for clearing operations – a proactive step 48. Technological innovations – a bane for our officers 49. Transfer/posting on promotion to officers cadre 50. Enhancement of car loan for officers 51. Deduction of TDS – LFC/HTC visiting foreign destination enroute 52. Softer transfer and placement policy for lady officers 53. Golden Jubilee of SBIOA(CC) – Struggles, sacrifices and success with impeccable leadership of stalwarts / legends

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STATE BANK OF INDIA OFFICERS’ ASSOCIATION (CHENNAI CIRCLE)

RESOLUTIONS

IT IS RESOLVED AT THE 25th GENERAL BODY MEETING OF SBIOA(CC) HELD AT COIMBATORE ON 16TH NOVEMBER 2014, THAT

1) REVISION IN ANNUAL CLOSING ALLOWANCE

At present the Annual closing allowance is paid at the rate of Rs.250/- for carrying out the half yearly/annual closing work which has been fixed more than 20 years ago. Nowadays, as per SEBI guidelines, the quarterly closing is being done and the results are submitted to SEBI/RBI/GOI.

The work involved in compiling quarterly returns and completing the closing exercise make it necessary for officers to spend long hours at office. Every special care has to be taken in preparing the quarterly statements besides ensuring its accuracy. Special attention of our officers is warranted to the granular level as it involves “Governance” and error free submission of returns and data. Ultimately, the Circle authorities and Corporate Centre authorities ought to commit themselves on the ‘correct reflection of the true position’ by adopting the highest accounting standards of SBI. The intrinsic data / returns consume a lot of time and energy of our officials. The Stress and Strain experienced by our officers cannot be expressed in words. Adequate compensation is to be paid for the pain taken by them in the exercise which would only cheer them for their extraordinary efforts. Other Banks including our own Associate Banks are paying higher amounts as “Closing Allowance” compared to the pittance being paid to SBI Officers.

The 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) demands the Management to increase the Annual Closing Allowance to Rs.5,000/- per quarter.

2) EARLY WAGE REVISION - 10th Bi-partite Settlement.

The 25th General Body Meeting of SBIOA(CC) expresses its deep concern over the undue delay on the part of IBA in finalising the X Bipartite wage settlement. The delaying tactics and adamant attitude of IBA/Central Government neglecting the welfare of the Bankers especially when they are the backbone of the country’s economic development is condemnable. Despite our struggles, agitations and strikes observed under the banner of UFBU, the Tenth Bi-Partite settlement is yet to see the light and is still pending.

The Salary paid to the Bank Officers compared to the Central Government officers is very low. The work load and responsibility of bank’s officers are

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incomparable. The glory of the Banking career has lost its charm after the implementation of Pillai Committee recommendations in 1979.

This General Body Meeting conveys its sincere thanks and gratitude to our leaders of All India State Bank Officers’ Federation and All India Bank Officers’ Confederation which is a leading constituent in UFBU and is playing a leading role in finalisation of a fair 10th Bipartite Settlement with particular reference to our State Bank employees and officers.

The 25th General Body Meeting of SBIOA(CC) urges upon the Government, IBA and the Bank Managements for immediate conclusion of the 10th Bipartite Settlement and fair Wage settlement for all Bank Officers and Employees.

3) HEALTH CHECK UP SCHEME FOR ALL OFFICERS  In today’s Banking scenario, officers in State Bank of India have to work under severe stress and strain because of which most of them are affected with the adverse effect on their health. The officers are being chased day in and day out with new targets, products, technology etc. without providing basic human and physical infrastructure or training. They have to work unduly long hours without holidays or week end rest. Quality of life has deteriorated. Life is a race to meet ambitious deadlines. The delegates of this 25TH General Body express alarm and concern that ailments like Cervical Spondilitis, Eye Problems due to continuous viewing of the computer screens, stress related heart ailments, hypertension and Diabetics are on the increase due to undue work pressure, long working hours and lack of rest and recuperation.

As we strongly believe in the adage “Prevention is better than Cure”, the 25th General Body Meeting of SBIOA (CC) strongly urges upon the Management of State Bank of India to sanction Executive Health Check-up scheme for all Officers once a year.

4) REDUCTION IN EXTENDED BUSINESS HOURS

All our Branches of the Bank are now having business hours of 6 hours(10 A.M. TO 4 P.M.), without any fixed lunch break. This is an extension of 2 hours from the earlier position. The extension of business hours was done after computerization as it was felt that many back office functions have reduced. It was also reasoned that it would attract more new customers to the bank and enable us to nurture the existing customers. This was a facility extended

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to customers on the mistaken notion that officers have little work to do after business hours with the introduction of technology.

After business hours, officers at the branches are required to do many back office functions and most of the time late into night. The Bank itself has provided time up to 8.30 p.m. for end of day operations due to the fact that there is much reconciliation to be done after closure of business.

A few critical functions such as Zeroising of System Suspense Account, VVR checking, ATM cash replenishment, Compiling of returns, perusal of all reports / rectifications, steps on preventive vigilance, tracking NPAs etc. that require to be done in addition to the regular reconciliation works before EOD.

The introduction of various alternative channels viz., Internet Banking, Mobile Banking, ATM etc. and with the opening of number of new branches, our foot prints are there in every nook and corner of the country. Hence, now our customers have got alternate channels in close proximity to their residence / office to transact their business in good time. The implementation of CBS allows customers to transact from any Branch of their convenience. Hence, extended business hours is not a necessity and neither is it a Unique Selling Proposition.

After implementation of CBS in other Banks, business hours have been extended by only one hour after lunch break whereas we have continuous business hours for six hours without having fixed lunch break.

Therefore, the 25th General Body Meeting of SBIOA (CC) strongly urges upon the SBI Management to reduce the extended business hours by at least one hour not only to give relief to our officers and staff but also in the larger interest of the bank.

5) ABSORPTION OF INCOME TAX ON SALARIES AND PERQUISITES BY BANKS

The salaried class especially the Bank Employees are made to pay heavy income tax. Different Courts and Tribunals have held that DA, CCA and HRA are not covered by the definition of Income from salaries under the Income Tax laws. Unfortunately, the Government has failed to respond to these judicial pronouncements and carry out suitable amendments to the Tax Laws. Instead, the Government has nullified the effects of these judicial decisions through legislation.

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The effect of taxing the facilities like Leave Travel Concession, Encashment of Leave, Conveyance Allowance, Reimbursement of medical expenses etc., dissuades the employees from availing of these facilities for the liability they have to bear. Whereas the same facilities enjoyed by the Central Government employees are exempted from payment of perquisite tax, thereby the Government of India is showing a marked bias against Bank employees. When pointed out this, the Government is not responsive to this indiscrimination shown to the Bank Employees / Officers. It is pertinent to mention that our SBIOA(CC) had approached the Court of Law for relief and the grant of Stay by the honourable Madras High Court is in force. However the Damocles sword is still hanging on our heads.

This 25th General Body Meeting of SBIOA (CC) demands that the portion of wages which constitute need-based components such as Dearness Allowance (DA), City Compensatory Allowance (CCA) and essential facilities and perquisites should be excluded from the ambit of “Income Tax”.

6) REGULATED WORKING HOURS FOR THE OFFICERS Officers in the Banking Industry especially State Bank of India are working on an average for 12 to 14 hours a day at the Branches due to acute shortage of manpower and multi fold increase in business besides undue pressures exerted by the Controllers and Management. As a result, our members are burdened with more and more work and have to work from dawn to dusk. The introduction of new technology viz. Internet Banking, Mobile Banking, ATM etc., have only added to the work pressure instead of reducing as envisaged. The introduction of VRS scheme in the year 2001 coupled with the exit of highly skilled and professional officers seeking better opportunities outside the Bank have resulted in an acute shortage of officers in the Bank. There was no matching recruitment of personnel in the Bank leaving the officers to bear enormous work load forcing them to spend more time in the Bank and less time with families and children. Further, the hectic work pressure deteriorates the health and morale of the officers day by day. This has adversely affected not only the happiness, health and the quality of life of our members but also their morale and motivation. Nevertheless, the officers have been giving their best for the growth of the Bank. For any organisation, human resources are the precious wealth and strength. Under these circumstances, the 25th General Body Meeting of SBIOA (CC) urges upon the SBI Management/IBA that the need of the hour is regulated

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working hours for our members to enable them to work with enthusiasm and zeal in achieving the goals and objectives of the Bank without any frustration. Regulated working hours will only lead to higher productivity and happy SBIan family.

7) CORRUPTION IN PUBLIC LIFE The 25th General Body Meeting of State Bank of India Officers’ Association (Chennai Circle) held at Coimbatore on 16th November 2014 views with deep concern the corruption in public life at alarming proportions. The recent scams viz.2G Spectrum, Adarsh Society Scam, Land allotment scam in Karnataka, Coal blocks allotment, Money laundering, Holding of black money in Foreign Banks and tax evasion have shattered the Indian economy. Our country has earned the sobriquet of highly corrupt nation in the world. The cancer of corruption has spread to all organs of the state, the legislature, the executive and the judiciary. The instances of abuse of power and unabashed attempts at cover–ups, are greeting the citizens every day through the print and electronic media. Political system is totally criminalized. Industrialists act as accomplices. Law enforcement is subverted. Economic offenders roam about with impurity. Administration is paralyzed. The war on corruption should be taken on hand by the Trade Unions in the Country especially by the Bank Employees and Officers to put an end to this cancer and protect the society and the Nation. The 25th General Body Meeting of SBIOA (CC) calls upon all the patriotic organizations in the country to come together and with unified force fight and vanquish the demon of corruption and save the society and country from decay and destruction.

8) SECURITY ARRANGEMENT AT BRANCHES

In our Circle only a very few NON CHEST branches are provided with day watch man. To our dismay, most of our Rural, Semi Urban Branches do not have or have a minimum complement of security requirements viz. a day watch man, burglar alarm, provision of CCTV, Collapsible gate and lighting arrangements around the premises. We have not learnt the lessons from the attempts of dacoity at our Thanichayam Branch and man handling of our

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officers at office premises or elsewhere during recovery of bank’s dues. We have also come across many instances of attacks on security personnels at our ATMs posing danger to their lives. There is lack of sensitivity on the part of the management regarding security of Bank officers and staff. Most of the branches have offsite ATMs and cash has to be carried from the Branch with Security. As gradually the number of lady officers and staff are in the increase in branches and many branches have become all women branches, there is an urgent need to enhance the security arrangements at branches. Banks are soft target for dacoits, extremists and terrorists.

Hence, the 25th General Body Meeting of SBIOA (CC) strongly urges upon the SBI Management to post adequate Security Guards to the Non Chest Branches not only to adhere to the security arrangements prescribed by RBI/Govt. but also to protect our staff, officers and customers, as the personal safety is of paramount importance.

9) FIVE DAYS WEEK The employees and Officers of Central Government, State Government besides Public Sector Undertakings are working five days in a week. Multinational Banks and certain new generation private sector banks have also Five day a week. The rationale being that the officers and staff are more productive, energetic, creative and at their best after weekend rest and relaxation. The multinational banks having five day week in our country function under the same Regulator (RBI). The state of art technology viz. ATMs, Mobile Banking, Internet Banking, e-corner etc. are catering to the needs of the customers 24X7. As the Alternate channels of banking have reduced the number of customers visiting the branches substantially, there is a need to implement 5 day week for the Banking Industry. Every officer is under tremendous pressure to meet the demand of the controlling office, besides achieving the targets imposed by the Corporate office. Even half day business on Saturday has virtually become a full day affair as the officers are compelled to stay because of work load thus making it a full working day for the officers.

The tremendous work load has compelled the Bank Officers to slog for all the six days and also Sunday, the weekly off, thereby leaving them with no time to spend with family and children. Realizing these circumstances, the Central Government. Reserve Bank of India, Parliament, State Assemblies, IT/BT industries have been following 5 day week, as it is prevailing in the Western Countries including USA and Japan. This also will enable the Banks to save

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our scarce recourses like electricity, conservation of fuels /petrol, which in turn will reduce the bad effects of environmental pollution.

After two days break, the staff will attend the Branch with zeal, enthusiasm and fresh energy. This will increase the productivity and improve customer service. Five days a week is a long awaiting demand of ours and close to the heart of our members. An important demand found place in the Charter of Demands submitted to the IBA has to be achieved without fail. Hence, the 25th General Body Meeting of SBIOA (CC) urges upon the UFBU to take up the matter with the IBA/Central Government for introduction of the much awaited demand of five days a week in our PSBs.

10) SINGLE MAN BRANCHES While welcoming the Bank’s decision to expand its branch network, it is felt that the branches are being opened in haphazard and unplanned manner without providing the minimum complement of staff and many a time without providing the necessary infrastructure. On several occasions, branches are opened notionally in Servers alone to achieve the budget or to please the government and top bosses rather than after proper survey thus spoiling the image of the bank. As per the pure banking perspective, business is sourced, acquired, nurtured and retained at branches. The ‘branch’ has lost ground inevitably due to the periodical structural reorganization, introduction of Business Process Reengineering, etc., In a way, the numbers, volumes, efficiency, etc., have become more important than delighting the core customer. The Systems and Procedures especially the Maker/Checker concept has been either given a go by or comprised. On most of the occasions, the Branch Manager who has been considered as Marketing Person for the Branch has been forced to sit in the counters and do customer service affecting the image of the Bank. The 25th General Body Meeting of SBIOA (CC) note with grave concern that nearly one fourth of the branches in the Circle do not have minimum complement of staff and are virtually single man branches and demand that further branch expansion without providing the minimum complement of staff of two officers, two clerical and one subordinate staff be stopped forthwith until the existing branches are adequately staffed.

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11) ESTABLISHMENT OF EXCLUSIVE BANKING VIGILANCE COMMISSION.

The 25th General Body Meeting of SBIOA (CC), deliberated at length on the Conduct and Disciplinary Rules for the officers in the Banking Industry and also the role of Central Vigilance Commission in dealing with cases of officers falling within the purview of Vigilance Guidelines. The General Council noted with concern that interference from the Central Vigilance Commission in the matter of Disciplinary Proceedings has assumed alarming proportions in the recent times. Even routine errors of judgement, acts or omissions, are sought to be brought under the purview of “Vigilance angle”. Though the delegated or discretionary powers of officers for granting loans and advances, have increased substantially, yet the officers are wary of exercising the higher powers because of Damocles’ sword of “Vigilance angle” hanging over their heads. Such kind of situation has been impeding the concerted growth of the Banks. The Vigilance guidelines more often have been creating a fear psychosis in the minds of the officers to use their discretion and judgment while granting loans keeping in mind the fast changing banking environment. Needless to say that this has subdued and killed virtually the dynamism and initiative of the officers in taking risk while implementing the Government sponsored schemes for poverty alleviation, employment, for development of women and the downtrodden masses of the society. There is an urgent need to create conducive atmosphere wherein the officers are encouraged to take risks, due judgment and discretion, without the fear of “Vigilance angle”. In this background, the General Body demands for keeping the officers’ community working in the Banking Industry out of the purview of Central Vigilance Commission and for establishment of an independent Vigilance Commission for Banks for speedy disposal of the cases covered by the vigilance angle.

12) PROFIT SHARING

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It is an arrangement in which an employer shares some portion of the profits with the employees. The compensation can be stocks, bonds, or cash, and can be immediate or deferred until retirement. Profit-sharing allows for changing contributions each year. Contributions are determined by a formula comparing the business performance year to year basis for the bank as a whole and allocate a percentage of profits earned by the Bank on account of dedicated staff members and distribute them equitably to the staff members keeping it as accumulated funds as a deferral plan. The contributions are not tax deductible and staff may be allowed to withdraw the same at the time of their retirement. Contributions and earnings can grow tax-deferred until withdrawal.

The positive impact of profit sharing is that it sends the message that all the employees are working together as a team. The employees have the same goals and are rewarded equivalently to reinforce this shared service to customers and lack of competition with each other. It increases the morale and confidence of the staff members and indirectly pave way for greater contribution and business development.

The 25th General Body Meeting of SBIOA (CC) calls upon the Government to remove the hurdles for payment of bonus to all through appropriate legislative measures. The General Body feels that such a step will help create a climate of goodwill and harmony in employer-employee relationship and will ensure higher productivity and better service to the institution.

13) UPDATION OF PENSION It is pertinent to mention that revision and updation of Pension takes place automatically without asking for the same for the Government Employees and officers whereas in the case of Banking Industry it is not so. It is disheartening to know that the Officers who had retired from the Bank even from the position of Chief General Managers are receiving meagre pension compared to the Government Employees because of non updation of pension.

By the 9th settlement of wage revision for the employees of the Banking Industry, the staff of other Nationalized Banks are eligible to draw Pension at 50 % of their last drawn Pay whereas the employees of State Bank of India are denied to enjoy such a benefit. The commutation formula of State Bank is also much inferior to other Nationalized Banks. The ceiling fixed during 2006 turned out to be far less than the 50 % of revised Salary.

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Our Circle Association has taken up the matter with the Federation that our retired officials of equal rank have to be paid the same pension based on the concept of “One Rank One Pension” and the percentage of the basic pension has to be enhanced based on the survival age of the Pensioner as applicable to the Government Employees. The 25th General Body Meeting of SBIOA (CC) calls upon the Bank Managements to take up the issue with the Government and see the light of happiness in the life of our Pensioners and coping up with the present high price rise trends.

14) UNILATERAL DECISION TO WITHDRAW LFC EN ROUTE FOREIGN

COUNTRIES: RESTORE IT

The LFC facility en-route foreign countries within the overall eligibility to travel within the country were made available to Officers after prolonged discussions with the IBA in 1982. Service condition matters are always settled only after discussion with the Federation. In the 9th Bipartite Negotiations which was concluded in 2010 also, there was discussion in the matter and decisions regarding LFC also was part of the settlement.

IBA’s unilateral decision to withdraw the LFC facility en-route foreign countries on 07/04/2014 and our Bank’s instructions for immediate implementation of the IBA’s unilateral decision vide e-circular dated 15/04/2014 is unjustified arbitrary and unreasonable stand and has been thwarted by the stay granted by the Honourable Madras High Court.

It is a facility obtained as a part of the right to welfare to be provided by the employers. The hard fought benefit of LFC to Officers is a matter that can be decided only after mutual discussions. No additional costs are involved as the Bank reimburses only the eligible amount for travel within the country. Further it promotes Tourism in the country.

The 25th General Body Meeting of SBIOA (CC) urges the Bank Management/our Federation to take up the issue with the IBA to recall the decision and restore the LFC facility en-route foreign countries and not to resort to unilateral decision making in matters relating to the service conditions of Officers.

15) OUTSOURCING BANKING BUSINESS

An agreement was signed by our Bank with Reliance Money Infrastructure Ltd., (RMIL) on 25th February 2014 with retrospective effect from 5th October

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2013 making them as a Business Correspondent of our Bank. The scope of business as per the agreement includes almost every aspect of Banking except sanction and a few other items. The following are the products to be handled as per the agreement.

(a) No –Frills S/B Accounts through Kiosk banking model (b) Home loans / Loans Against Property (c) Auto Loans (d) Loans against TDR/NSC/KVP etc. (e) Gold Loans (f) SME Loans (g) General purpose Credit Card (GCC) (h) Kisan Credit Card (KCC) (i) Current Account (j) Savings Bank account (other than No Frills Account) (k) Term Deposits (l) Recurring Deposits (m)Mutual funds on a referral basis.

Additional products may be added by mutual agreement. Products may be amended from time to time.

Reliance Money Infra is already offering a range of financial products and services aiming to garner business for itself. It is a subsidiary of Reliance Capital Ltd., which has applied for a Banking Licence. Thus the company would rather create awareness about its own products rather than popularise our Bank’s products as stated in the agreement under nature of services. Is it an effort to take over the Banking business of SBI? It is shocking that SBI has played into the hands of RMIL which is desperate to own a Bank to fatten its stock market valuation. This agreement at one stroke has killed the dreams of thousands of graduates aspiring to enter the Bank.

Hence the 25th General Body Meeting of SBIOA (CC) urges that the Federation, a watch dog, cannot allow this outsourcing of the Core Banking Business to Reliance and other private agencies and demand the Bank to immediately cancel the deed.

16) CHILD CARE LEAVE

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The State Bank of India was the first institution to introduce the facility of Study Leave for the officers for pursuing higher studies and was followed by others. In recent past some of the banks have also introduced the facility of Sabbatical Leave and our bank followed the suit. However, no bank has thought it fit to come out with a provision for “Child Care” Leave for lady officers to look after the initial bringing up of their children in addition to the existing leave facilities available to them so that the children are not denied proper parenting during their childhood for which they are legitimately entitled.

In this background, we suggest that the Bank should consider granting of 2 years ‘Child Care’ Leave in addition to all the existing leave available to them to take care of their children in their infancy or during the school final examination as a measure of welfare facility to all our Lady Officers working in the Bank. The State Bank headed by a powerful Lady Chairman should not wait for such a development at the industry level and should set an example by providing this facility to our Lady Officers as a model employer in the Banking Industry.

Hence, the 25th General Body Meeting of SBIOA (CC) urges upon the SBI Management to provide the facility of ‘Child Care’ leave to our Lady Officers as a model employer in the Banking Industry.

17) REIMBURSEMENT OF HOSPITALISATION CHARGES

The reimbursement of medical expenses is subject to its being considered reasonable by the sanctioning authority based on the advice of the Bank’s Medical Officer in terms of standardized rates/charges applicable to different scales for treatment of illness. As the medical expenses charged by the hospitals are one and the same for the typical medical treatment undergone by officials of any grade admitted to hospitals except bed / room rent which are based on the amenities available in each room, it is unfair that the officers in the lower grade are reimbursed less than the officers in the higher grade when the type of medical treatment are one and the same. This unfair practice put our officer in the lower grade into heavy financial constraints and loss.

This 25th General Body Meeting of SBIOA (CC) calls upon the Management to take corrective measures immediately to extend equal reimbursement of medical expenses to all the officers irrespective of their grades.

18) FOREIGN BANKS ACQUIRING / TAKING OVER INDIAN PRIVATE

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BANKS The 25th General Body Meeting of SBIOA (CC) held at Coimbatore on the 16th November 2014 expresses its displeasure and resentment over the Foreign Banks being allowed to acquire/ take over Indian Private Banks. The General Body is highly critical of the euphoria created over the functioning of some of the Foreign Banks and the unfettered freedom offered by the Government to make liberal Foreign Direct Investments in Banks in general and Private Sector Banks in particular. Some of the Private Banks have not been functioning well in the recent past and placing them at the mercy of foreign banks will not be in the larger interest of the shareholders, customers and employees of these private banks. The Private Banks have been rendering valuable service to the rural upliftment of the masses. In case they are acquired / taken over by Foreign Banks, the emphasis is bound to shift from "mass banking" to "class banking" and "service" will be replaced by "profit." Last but not the least, such moves will result in VRS, outsourcing, contract labour etc. with adverse effect on the workforce who had toiled for building up these banks. All things considered, the move is ill-conceived and deserves to be dropped in toto. The General Body accordingly calls upon the Government to desist from any move conferring unbridled powers to Foreign Banks to acquire/take over the Private Banks either by liberal FDI or in any other manner whatsoever.

19) RECRUITMENT OF SPORTS PERSONS

Sports Persons’ quota was laid down by the Bank as 1 % of total recruitment as per the Government of India Guidelines. Over the years the bank has not recruited any sports person. Organization of our size should be able to contribute in improving the standard of Sports and Games in the National Interest. Sports Persons go a long way in image building of the Bank and also act as Brand Ambassador of the Bank. Today our Sports team is unable to make a mark in any field because Bank has not recruited any Sports Person in the recent past.

Therefore, the 25th General Body Meeting of SBIOA (CC) urges the Management to continue the policy of recruiting at least 1 % in the future recruitments in both the Officers and Award Staff cadre under Sports Quota and also implement the agreement of recruiting 200 sports person this year.

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20) AVAILING OF LEAVE TRAVEL / LEAVE FARE CONCESSION –

BIENNIALLY At present during each block of 4 years, an officer shall be eligible for leave travel concession for travel to any place in India and to his place of domicile once in each block of two years. Alternatively, the officer may travel in a block of two years to his place of domicile by the shortest route. Officers who are posted or working in the place of domicile are eligible to avail the LFC once in 4 years only thereby deprived of utilizing the facility of HTC. The 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to take up the issue of giving option for availing two LFC or a LFC and an HTC in a block of four years to help the officers utilising the facility in a useful way.

21) SBI LIFE AND MUTUAL FUND BUSINESS

SBI Life Business and Mutual fund Business are conducted in the Circle as the main activity of the Bank and are being pursued as a priority relegating our traditional businesses to the background. It is not only taking the life of the Officers but also badly tarnishing the Bank’s image. There are abundant instances where “Double Cross Selling” and “Mis-selling” is being done to the utter shock and disappointment of our customers thereby taking the customers away from the Bank and also spoiling the Bank’s image.

Bank officers are lured in the form of cash incentives and foreign trips. The top bosses too are seen to be pushing the officers at the branches with an inevitable eye on the visible and invisible profound benefits accruing to them in the short run and in the long run. It has been brought floor that many accounts have become NPA on account of payment of premium from the loan accounts put the bank in piquant situation of making provision for the same. Our bank officers are often pressurised by the staff of SBI Life and Mutual Funds instead of getting lead and marketing the products on their own. The audacity of these staff even irked the senior officials at Branches and the staff of these establishments are simply riding on the back of our officers quoting the name of the Controllers there by creating frustration and dismay among the rank and file.

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The 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) condemns such activities of the staff of SBI Life/Mutual Fund and requests the management to discontinue these questionable practices.

22) REIMBURSEMENT OF COST OF SPECTACLES  

In today’s Banking scenario, officers in State Bank of India have to work under stress and strain because of which most of them are endured with the adverse effect on their health. The officers are being chased every day by new problems. It is a great concern of the participants of the 25th General Body of our Association that the Cervical Spondilitis, Eye Problems due to continuous viewing of the computer screens, stress related heart ailments and hypertension due to undue work pressure, long working hours and lack of rest and recuperation are common amongst the officers in the Banking Industry. Even the Probationary Officers recruited at young age are wearing spectacles due to handling of technical gadgets. The average age of our officers is 43-46 years. The short sight vision problem is common at this age. It is a great obstacle for the officers in viewing the computers for such a long period i.e. the officers nowadays have to work nearly 12 to 14 hours in a day to complete the day’s work. Because of which they are crippled with eye related problems. Invariably all the officers in the Bank are using spectacles to correct their eye power. The eminent doctors are advising that the patients suffering with vision problems have to undergo eye test every year to change the spectacles for power correction. Therefore the 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) urges upon the Management of State Bank of India to reimburse the cost of spectacles purchased by the officers.

23) MARKING OF LIEN AGAINST PROVIDENT FUND FOR HOUSING LOAN TO BE DISPENSED WITH

At present lien is marked on PF account of Staff Members for the housing loan sanctioned to them. Monthly repayments as stipulated by the Bank are regularly forthcoming by way of recovery from the Salary & Allowances paid and they are most considered as Standard Assets. The Outstanding in the accounts is decreasing on every payment whereas the value of the primary property (house) is appreciating which would adequately cover the

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outstanding as well as interest. No such marking of lien is considered while sanctioning similar loans to the public. Marking of lien on PF for the quantum of housing loan poses a lot of problem to the staff, additional collateral is unnecessarily obtained when the value of primary security itself adequately covers the outstanding.

Hence, the 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to take up the issue with the Management for issuing fresh guidelines/instructions to dispense with the marking of lien on PF for housing loans.

24) NOTIONAL HRA TO BE RECKONED FOR ARRIVING QUANTUM OF LOAN

At present while arriving the eligible quantum of loan while computing the salary for arriving 60:40 norms on gross salary/deductions, the notional HRA eligible for the officials who have been sanctioned Leased Residential Accommodation have not been reckoned. The gross salary means all the emoluments payable for leave encashment while availing LFC/HTC by an employee for the month. This is followed while sanctioning Festival Advance and not for Housing Loans. Taking into consideration of the Notional HRA payable will surely help the officials in getting higher quantum of loan. Therefore the 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) urges upon the Management of State Bank of India to consider the issue from the angle of the officers availing the Housing Loan.

25) CAREER PATH FOR OFFICERS Promotion is a form of recognition for employees who make significant and effective work contributions for the overall growth of the Organisation. It benefits the employees monetarily because of the impact on pay, authority, responsibility, and the empowerment of organizational decision making. Besides, it raises the status of the employee promoted which is a visible sign of esteem from the employer. It is a powerful communication in recognition of performance and is valued within the organization. The staff members have to undergo a rigorous test and interview before their promotion as Officers. When there are no such test procedures adopted in State/Central Governments for promotion to higher capacities, in our bank

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for each and every grade, the Officers are subjected to undergo a comprehensive test and interview that too at the age of 50+. Once a staff member is promoted as an Officer, based on his remaining service and experience, he should get at least a minimum of four promotions within a span of 20 years of service as an Officer. A comprehensive promotion policy has to be evolved to keep the morale of the officers and curtail attrition level particularly among the youngsters. A need for comprehensive promotion policy is being felt for the following reasons a. Due recognition has not been given in time b. Lacunae in appraisal system c. Seniority and Experience are neglected d. Frustration and discomfort at various levels e. Personal influences, likes and dislikes of the Reporting Authority/Reviewing Authorities in awarding marks in the AARF

Hence, the 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to negotiate with the Management for a comprehensive promotion policy which gives automatic movement in next higher grades only based on experience and years of service per se with the practices adopted by the Central Government.

26) MATERNITY LEAVE On and from 1st day of April 2000, leave up to a period of six months at a time may be granted by way of maternity leave if the request is supported by sufficient medical certificate including in respect of postnatal period or at the time of miscarriage or abortion, medical termination of pregnancy, so however, that not more than 12 months of such leave shall be available during the entire period of service of the officer. In case of miscarriage/M.T.P./abortion, maternity leave may be granted as a rule upto six weeks, on the basis of medical certificate/advice of a competent Medical practitioner, i.e. a qualified gynaecologist. In special/exceptional cases involving medical complications associated with miscarriage/M.T.P./abortion, maternity leave may be granted beyond six

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weeks if advised by a competent medical practitioner (qualified gynaecologist) but up to six months only on any one occasion, within a overall limit of twelve months during the entire period of service. Special casual leave not exceeding 14 working days is available to female employees Who undergo puerporal or non-puerperal tubectomy operation. However,an employee who undergoes sterilisation operation will be granted seven days’ special leave only. Employees who have more than three surviving children and are within the reproductive age group shall not be eligible for special casual leave under this scheme if they undergo sterilization operation. The sterilization is an operation and a process undergone by a woman whether she has 3 children or one. This restriction posed by the Bank is nothing but a differential treatment which is to be removed immediately. Further, to promote one child norm, lady officers within the reproductive age when they undergo sterilization after the first child, the remaining portion of the maternity leave should be given as incentive besides the existing benefits. Therefore the 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) urges upon the Management of State Bank of India to consider the issue and help our women officers.

27) CONVERSION OF SPECIALISTS OFFICERS INTO GENERALISTS

Number of youngsters who are well qualified were recruited in the bank at different stages, for different purposes, in the name of specialists officers for expertise and business development of the Bank. Most of them are highly qualified both academically as well as technically. The bank has witnessed their contribution in business development, marketing and recovery of overdue, technological initiatives etc. Though their energy and talents were used in many fields viz. Agriculture, SME, Personal Segments, Technology, it is disheartening that these officers’ service in all the areas of the Bank go unrecognised. Over a period of time, they have equipped themselves in performing works related to all the areas in the Bank and have become eligible to take on any assignment which a generalist officer performs. But they are not considered

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on par with the generalists when it comes to their career progression. These young talented Officers who have contributed a lot for our bank’s business development, follow up of advances and reduction of NPA are discriminated in the absence of a clear direction/policy of the Bank. As the circle faces severe shortage of officers particularly in Grade I & II level, conversion of specialists into generalists would go a long way in resolving man power problem. Besides, these young officers’ potential could be fully utilised for the development of the Bank. Needless to add that the proposal of conversion of specialists would enable them to hold key operating functions of the Bank. Further, this step would render huge relief to other officers in the matter of availing of leave besides increasing the officers’ strength substantially. Hence, the 25th General Body Meeting of SBIOA (CC) strongly urges upon the Management of State Bank of India to convert them to Generalists, so that they are not deprived of their career progression.

28) REDUCTION IN GOVERNMENT SHARE HOLDING IN PUBLIC SECTOR

BANKS OPPOSED Press Statements issued by the Secretary Department of Financial Services indicate that the Government of India is seriously considering reduction of share holding of the Government to 51%. This is a dangerous step. With the majority in the Parliament, if one fine day the Government decides to reduce it further to 49% the Corporates in the Private Sector can take over the Public Sector Banks over night. In effect by reducing the share holding of GOI to less than 50% and proportionate voting even in SBI, the largest Bank can be taken over by Reliance or Tatas or others. It is pertinent to note that Shri.Ramalingaraju had only 10% shares when he was heading SATYAM. The reasons stated by the Government are that the Government does not have adequate funds to fulfil the Basel III norms. The fact is Basel III norms are not applicable to Public Sector Banks in India since majority of them are owned by Government of India. It is one of the recommendations of PJ Nayak Committee. The danger of Privatising the public sector Banks will be put through by the Government which is pro corporates. Then who should Govern these Banks? Ambanis? Tatas? or other Big Corporates? The moot points which totally negate the above move are

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a) the purpose for which Nationalisation of Banks was brought in, b) how the Corporate Houses were mishandling the Banks before 1969, c) the failure of big banks in US and presently running with the support of US Government for its survival and d) sudden vanish of the private banks like Centurian bank, Times Bank and Global Trust Bank in India. The bitter memories of the ‘Sub Prime lending crisis’ and the financial crisis of Europe are still afresh in the minds of the people, the economists and the Government. The conservative and balanced policies of the RBI and the Public Sector Banks in India apart from the positive role played by the Indian trade unions had saved the Indian Banking System from this financial Tsunami. The need of the hour is to strengthen the Public Sector Banks with capital infusion through budgetary sources. Hence, considering the danger and setback anticipated in the Banking Industry, the 25th General Body of SBIOA (CC) strongly opposes the proposed move of the Central Government in reduction of its share holding in PSBs.

29) P.J.NAYAK COMMITTEE REPORT

RBI appointed committee headed by Dr.P.J.Nayak submitted its recommendations to RBI/Government of India for its implementation. Most of the recommendations are against the Public Sector character and its elimination. The sum and substance of the report is nothing but a repetition of the Narasimhan Committee 1 and 2 reports that are aimed at privatization of Banking Industry through relinquishing of the ownership of the Government. The Committee has also gone into the functioning of the Boards, the equity structure, performance of weak Banks etc., and made recommendations like deregulation of banking functions, setting up of Banking Investment Company, Bureau of Bank Boards, Authorised Bank Investors, non interference of RBI/GOI, total autonomy, indifferent HR Policy etc. which are detrimental to the interests of the labour class, Banking sector and the Nation as a whole. Hence, the 25th General Body Meeting of SBIOA (CC) strongly opposes the recommendations and rejects the same in toto and urges upon the AISBOF/AIBOC/UFBU to take up the issue with the RBI/Government of India to safe guard the Public Sector Banks.

30) PROMOTION POLICY - UNILATERAL CHANGES

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The Promotion Policy in respect of Scale II and III is bilaterally settled between the Federation and the Management within the overall guidelines issued by the Government from time to time. The Promotion Policy was comprehensively reviewed and changed to take care of the hopes and aspirations of the Officers community keeping in view the requirement of the Bank and the various aspects of the career progression of the Officers concerned. It was the practice of the Management to hold discussions with the Federation before effecting any changes in the agreed promotion policy. This convention of discussion between the Federation and the Management has been in practice for the last several years.

The Management is making unilateral changes in the various norms prescribed for the purpose of eligibility criteria without taking the Federation into confidence. On all such occasions, the norms are changed in an adhoc manner without taking into account its impact on the senior batches of the officers thereby causing a serious discontentment and frustration amongst the senior officers in the bank. The Federation has been pragmatic in its approach and whenever the Management wanted certain changes, it used to discuss the issue with an open mind providing quality inputs based on the representations received from time to time and agree for incorporation of such changes through bilateral discussions and understandings. This has many a time, resulted in a situation of anomaly, leading to large scale frustration amongst the officers who are deprived of an opportunity and are left out in the process of promotion exercise.

One of the changes that were effected recently with regard to the eligibility criteria service was reduction from 3 years to 2 and half years in respect of those who were promoted between 31.3.2011 and 30.9.2011 and permitting such officers to complete their RUSU assignment before 31.3.2015 without considering all those who are similarly placed and promoted earlier to 31.3.2011. This has led to an anomalous situation causing lot of frustration as they are seniors to the officers who have now been made eligible. The move of the management in extending the time for completion of RUSU is nothing but reintroduction of “B list’ which was abolished earlier. B list cannot be introduced selectively, but will have to be made applicable to all similarly placed officers who could not complete RUSU before 31.3.2014.

Another change that has caused a serious frustration amongst the officers is the interpretation of the opting out and refusal for the purpose of the grant of stagnation increment, FPA and PQA etc. The ‘opting out’ should not attract penal action on the part of the Management since the provision is already available in the Promotion Policy and hence the withholding of increments

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for something which is provided for in the policy has been causing serious frustration amongst all the officers as it tantamounts to a punishment for not violating anything.

The 25th General Body Meeting of SBIOA (CC) strongly condemns the unilateral decisions taken by the Top Management and calls upon the Bank Management to have a thorough discussion on the subject of promotion policy incorporating all the changes that have been effected at one place and also considering any other improvements that are required to be made to take care of the hopes and aspirations of the officers fraternity.

31) LABOUR REFORMS ANNOUNCED BY NDA GOVERNMENT OPPOSED

There have been continuous efforts by the Union Government to dilute the labour laws and make them amenable to Corporates and other employers. Such effort have for long been stoutly opposed by the Trade Unions in the country. Some of the political parties also, for various reasons, opposed such attempts. However, after the election of the NDA government, we have been seeing a perceptive urgency shown in the matter by the Government. Some of the amendments suggested, if implemented will ring death knell to many labour organisations and destroy the life of workers. One of the amendments to the Industrial disputes Act will allow companies employing up to 300 workers to close down without taking the Government’s prior approval. The unit now is 100 employees. The 25th General Body of SBIOA(CC) vehemently opposes all such moves to amend the Industrial Disputes Act 1947, the contract Labour Act, 1970 and the Factories Act 1947 detrimental to the interests of the workers.

32) ELIMINATION OF BLACK MONEY - ROOT CAUSE FOR UNDER DEVELOPMENT OF ECONOMY

Black money is not only the problem of Indian economy, but it also transcends the borders and has become a global dilemma. Recently, various studies have taken place under the Government of India to tackle the problem of black money in India. Those studies have revealed some astonishing facts about the black money market in India. In the last decade alone, India has lost approximately $125 billion in illegal money. A study has revealed that the black money even exceeds 10% of our Gross Domestic

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Product. When it comes to flow of black money worldwide, India is ranked in eighth. The flow of black money can seriously affect the entire economic system of India. Black Money causes the prices of commodities to increase to a level beyond normal. People with black money are able to give bribes to the administrators and politicians for getting whatever they want. To control the generation of black money there should be a strong and appropriate legislation.

Recovering black money was high on BJP’s election manifesto as it cornered the UPA Government that it protected black money holders. However, after the formation of the Government, it refused to part with the list of black money holders citing various secrecy clauses and international treaties it had signed. Ultimately, the honourable Supreme Court had to pass an order to submit the list to the Court. The Government submitted the list to the honourable Court, which however, handed over it to the Supreme Court appointed SIT without even opening the cover. The Court asked the SIT to follow up with investigations and take action. “SIT will decide what further action is to be taken on black money issue," the court said. SIT chief Justice MB Shah said that there is no new detail in the list. He said that the names given in the list were already with them and they have to interrogate those people. The government in an affidavit to the Supreme Court had named three people who had accounts in Swiss banks with black money Pradip Burman, former executive chairman of Dabur; Pankaj Chimanlal Lodhiya, a Rajkot-based bullion trader and Radha S.Timblo, a Goa-based miner and owner of Timblo Pvt Ltd.

While there are no official estimates, Global Financial Integrity (GFI), a Washington-based think-tank, has estimated that Indians had parked USD 462 billion in overseas tax havens between 1948 and 2008. The flow of black money seriously affects the entire economic system of India viz. Less Tax for the Government; Leads to Mass Poverty; Uncontrollable Inflation; Lack of Technology; Impact on Growth by moving investments on Gold, Stones and Jewellery; Corruption; Inflated Real Estate; Transfer of Indian Funds Abroad to Safe Heavens and Encourages Anti-Social Activity. The 25th General Body meeting of SBIOA(CC) demands the Government to initiate all necessary steps to bring back the Black money and disclose the names of the depositors to the general public.

33) AWARNESS FOR SAVING THE PUBLIC SECTOR UNDERTAKINGS – THE NEED OF THE HOUR

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Traditionally business activities were left mainly to individual and private organisations and the government was taking care of only the essential services such as railways, electricity supply, postal services etc. But it was observed that private sector did not take interest in areas where the gestation period was long, investment was heavy and the profit margin was low; such as machine building, infrastructure, oil exploration, etc. Not only that, industries were also concentrated in some regions that had certain natural advantages like availability of raw materials, skilled labour , nearness to market. This led to regional imbalances. Hence, the government while regulating the business activities of private enterprises went in for direct participation in business and set up public enterprises in areas like coal industry , oil industry , machine building, steel manufacturing, finance and banking, insurance etc. These units are not only owned by central, state or local government but also managed and controlled by them and are termed as Public Sector Enterprises. A public sector enterprise may be any commercial or industrial undertaking owned and managed by the government with a view to maximise social welfare and uphold the public interest. Due to different policies adopted by the successive governments and step motherly treatment given in allocating funds as well as improper directions, undue delay in taking decisions, power play etc. the performance of these PSUs have been affected badly. A bad picture has been painted on these PSUs that they are under performers and loss making companies, financial drain and burden to the Governments. A good number of PSUs viz. HMT Watches, Heavy Engineering Corporation, NEPA, Nagaland Paper & Pulp Co; HMT Bearings, Hindustan Photo Films; Hindustan Cables; Tungabhadra Steel Products which were either monopoly or rated as excellent undertakings were either closed or become defunct due to various obvious reasons. A large section of labour force and their family members are struggling hard to lead their life. Despite this, indirect proposals for allowing FDI and privatising the activities by allowing foreign players will definitely jeopardise the interest of PSUs. The classic example is BSNL/MTNL which has robust profit and reserve now struggling hard and become a PSU with huge debts. As a responsible citizens of our country, we are duty bound to save our PSUs, keeping in mind the purpose for which they have been established and social interest of our country.

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The 25th General Body Meeting of SBIOA (CC) strongly opposes any move to destabilise the PSUs and urges upon the GOI to protect and safe guard the PSU by giving prominence in funds allocation, infrastructure facilities, business opportunities etc.

34) REIMBURSEMENT OF COST OF SPHYGMOMANOMETER Most of our officers are working at their offices with stress and strain. Shortage of officers and overload is adding fuel to the fire and in the present scenario the position of our officers are like “pressure cooker” as they are loaded with enormous work and targets. The stress and strain experienced by our officers cannot be expressed in words. It indirectly affects their health and many of them have become patients either having high or Low Blood Pressure. Our healthcare provider needs to know the accurate condition of our arteries to decide on the suitable treatment. One measurement taken at the doctor's clinic is like a snapshot. It tells what our blood pressure is at that moment. Since there are no symptoms for HBP and no way to sense fluctuations in blood pressure, measuring is the only way to get the facts. Readings can vary throughout the day and can be temporarily influenced by factors such as emotions, diet and medication. Such false readings can lead to over-diagnosis or misdiagnosis of HBP. Self-measurement at home is good to reveal whether our blood pressure reading in the doctor's office is correct. A record of readings taken over time can provide us and our healthcare provider a clearer picture of our blood pressure. It can be like a time-lapse picture or movie, providing information on what is happening with our blood pressure over time. Sphygmomanometer is a medical device used for monitoring the measurement of blood pressure, is important in the diagnosis and monitoring of a wide range of clinical conditions. Higher the blood pressure is, the higher the risk of health problems. The electronic device is not only time saver, easy to handle but also cost effective. In view of the pressing need arising out of the critical condition of the officers and / or his family members suffering from Blood Pressure , keeping of device like Sphygmomanometer at home and making periodical reading has become an essential one.

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Hence, the 25th General Body Meeting of SBIOA (CC) urges the SBI Management to consider favourably the reimbursement of the cost of Blood Pressure Monitor.

35) DATE OF RETIREMENT FOR THOSE BORN ON 1ST DAY OF A MONTH

As per Rule No.37 – Ministry of Personnel, Public Grievances and Pension, a Government servant whose date of birth is the first of a month shall retire from service on the afternoon of the last day of the preceding month on attaining the age of fifty-eight or sixty years, as the case may be. If the date of birth of a government servant falls on 2nd onwards, they are allowed to retire on the afternoon of the last day of the month on Superannuation. The employees/officers born on 1st of a month is not their fault and they are deprived of the benefit applicable to others. In a democratic country, all employees/officers should be extended equal privileges and benefits. The 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to take up the issue with the Management/IBA and the GOI for suitable amendment of the rules for the benefit of our officers born on 1st day of the month.

36) PAYMENT OF SPECIAL ALLOWANCE FOR WOMAN OFFICERS

HAVING CHILDREN WITH DISABILITIES

Consequent upon the decision taken by the Government on the recommendations made by the Sixth Central Pay Commission for providing extra benefits to women employees with disabilities especially when they have young children and children with disability, (i) Women with disabilities shall be paid Rs.1000/- per month as Special Allowance for Child care. The allowance shall be payable from the time of the child's birth till the child is two years old. (ii) It shall be payable for a maximum of two children. (iii) Disability means a person having a minimum Disability of 40% as elaborated in Ministry of Welfare's Notification No. 16-18/97-NI.I dated 1.6.2001.

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(iv) The above limit would be automatically raised by 25% every time the Dearness Allowance on the revised pay structure goes up by 50%. Reimbursement of Education Allowance for disabled children of Government employees shall be payable at double the normal rates prescribed. The annual ceiling fixed for reimbursement of Children Education Allowance for disabled children of Government Employees is Rs.24000/-. The 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to take up the issue with the Management/IBA and the GOI for payment of Special Allowance to our officers who are having children with disability as provided for the Central Govt. Employees.

37) PAYMENT OF LUNCH ALLOWANCE At present the officers and staff of our bank are reporting an hour before the commencement of work and work even at late hours at the Branches. The sun rise and set were something which is out of their sight and mind because of their work load and priorities. In this mechanical life situation, preparing a good food for their lunch has become a herculean task. In fact no lunch time was prescribed for our Bank and staff members at Branches at times have forgotten to take their meals in time, leading to acidity and stomach ache problems. Hence, good and hygienic food substitute to resolve these hurdles. The Life Insurance Corporation of India (LIC) has introduced a scheme of providing food coupons to its employees with effect from 01.09.2010 with the view to increase employee’s satisfaction (as motivation tools which is manifested in team-work, building client relationship and idea generation) In our bank we work as Team and render excellent customer service and keep the image of the bank high and work for its development year after year. As our Bank is a leader in the financial sector, with its presence of 208 years always should come forward to protect the health of its valued human resources, a strong hidden asset of the Bank. Hence, the 25th General Body Meeting of SBIOA (CC) urges the SBI Management to consider favourably the payment of Lunch Allowance for the employees/officers.

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38) LEAVE ENCASHMENT AT THE TIME OF RETIREMENT (EL+ML @ HALF PAY)

At present the staff members are being permitted to leave encashment of maximum of 240 days at credit in their Privilege Leave account at the time of superannuation. A Government servant who retires or is retired from service in the manner mentioned in Clause © of sub-rule (1), may be granted suo motu, by the authority competent to grant leave, cash equivalent of the leave salary in respect of earned leave at his credit subject to a maximum of 300 days (including the number of days for which encashment has been allowed along with Leave Travel Concession while in service)]. Further he is eligible to encash all the half pay leave at his credit, provided this period does not exceed the period between the date on which he so retires or is retired from service and the date on which he would have retired in the normal course after attaining the age prescribed for retirement under the terms and conditions governing his service. The cash equivalent shall be equal to the leave salary as admissible for earned leave and/or equal to the leave salary as admissible for half pay leave plus dearness allowance admissible on the leave salary for the first 300 days (including the number of days for which encashment has been allowed along with Leave Travel Concession while in service)] at the rates in force on the date the Government servant so retires or is retired from service. The pension and pension equivalent of other retirement benefits and ad hoc relief/graded relief on pension shall be deducted from the leave salary paid for the period of half pay leave, if any, for which the cash equivalent is payable. The amount so calculated shall be paid in one lump sum as a one-time settlement. Staff members who are having sufficient balance in their Medical Leave Account and less number in Privilege Leave Account could not avail the facility as applicable to the Government employees. The 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to take up the issue with the Management/IBA and the GOI for suitable amendment of the rules for the benefit of our officers/employees and also encashment of maximum period of 300 days.

39) SBI LIFE GROUP INSURANCE COVERAGE FOR ALL LOANS AVAILED BY STAFF

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The Bank has given a social status to the staff members by providing a lot of loan facilities to keep the living status of the work force befitting to the image and standing of the Bank. These facilities were extended by the Bank from time to time based on the demands, struggles and sacrifices made by the Federation and also with their negotiating skills and co-operation and co-ordination of the Management. The staff members are happily leading their life along with their family members with a lot of dreams and hope of future. But sudden deaths of the bread winner of the family viz. our staff member creates mental agony and financial hardship to the spouse and other family members. The position would be like a ship without captain. At the time of settlement of terminal benefits, it is seen that after adjusting the loan outstanding a meagre amount is left behind to the family for their survival. As the staff members had been the partners in progress of the Bank for so long years. The Bank as a caring employer should evolve a comprehensive policy to keep the affected family financially comfortable in the event of sudden death of the bread winner. The unfortunate should not put the family in shattered condition. In the recent months, the bank has come forward for providing a group insurance covering the staff housing loan as an added welfare measure to all the employees. The 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to take up the issue with the Management for enhancing the covering of group insurance for all the loans availed by the staff member so as to enable the family members to lead a marginal living with less financial burden and new lease of life in the absence of the bread winner.

40) ORGAN DONATION - A NOBLE CAUSE

Organ donation is the act of donating an organ by a person so that it can be transplanted by surgical procedure in the body of the recipient. Organ donation can benefit the recipient largely by improving health, quality and span of his life and even save him from death or other critical conditions like paralysis.

Any person above the age of 18 is eligible to become a donor irrespective of the background. Even younger population under 18 can donate with permission from parent or guardian. The most surprising fact about organ

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donation is that some organs can be donated even when a person is alive. Most organs are however transplanted only after the donor is dead. By getting registered as a donor with some trust, one gets a donor card which makes him/her eligible for donation soon after his/her death. A single donor’s body can save up to 50 people. Age is not a constraint, which means that people aged 70 or 80 also can become successful donors.

There is no dearth of people who need critical organs like kidney, lungs, liver or heart which has malfunctioned in their body due to critical disease or may be congenitally underdeveloped in their bodies. Not just organs but tissues can also be donated. Kidneys, lungs, pancreas, heart, small bowel and liver are chief organs that are donated for transplantation.

Similarly the tissues of cornea, bone, skin, tendons, and cartilage and heart valves can be used for donation. Also when a donor decides to opt for organ donation after his death, he can decide to donate the whole body or specific body parts as desired. Most countries have an established organ donation association which is approved and legalized to collect the organs donated by people in that country. These organs may be preserved or immediately used for transplantation in any person’s body needing them.

For people who suffer from serious ailments threatening lives, organ donation is often the only possibility to get a second chance of survival. The number of people waiting for organ donation across the world is manifolds the number of organ donations that actually happen. Thus not everyone in this world who needs transplantation is fortunate enough to receive an appropriate donor. Tissue can be donated within 24 hours of death.

Organ donation can save many lives and the 25th General Body of SBIOA(CC) unanimously resolve and support the organ donation and step forward for this noble job since doing charity and other noble deeds in lifetime or not, but death is definitely an opportunity when we can contribute to humanity by the act of organ donation.

41) INTERNATIONAL YEAR OF LIGHT - 2015

The worlds of science, engineering and the arts are set to come together in a year-long celebration of optics and photonics, after the United Nations (UN) adopted a resolution calling for 2015 to be recognized as the “International Year of Light and Light-based Technologies”.

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The UN’s 68th general assembly proclaimed an official “International Year” that will focus on the science and applications of light, and seek to raise global awareness of how optics and photonics can have a positive impact in fields as diverse as energy, education, agriculture and health.

The text of the resolution, which was adopted as part of a more general agenda item on science and technology for development, stated: “Applications of light science and technology are vital for existing and future advances in medicine, energy, information and communications, fiber-optics, astronomy, architecture, archaeology, entertainment and culture.”

The various scientific societies that push for the proclamation, the efforts in 2015 will bring them together with stakeholders including the United Nations Educational, Scientific and Cultural Organization (UNESCO), educational and research institutions, technology platforms, non-profit organizations and private-sector partners.

The European Physical Society (EPS) highlighted the educational significance of the topic, stating: “For centuries light has transcended all boundaries, including geographic, gender, age and culture, and is a tremendous subject to motivate education.”

“It is critical that the brightest young minds continue to be attracted to optics and photonics in order to ensure the next generation of engineers and innovators in this field.”

The 25th General Body of SBIOA(CC) hereby emphasize and support the policy makers who are aware of the problem solving potential of light technology and fully use the opportunity available in 2015 declared as International Year of Light based on technologies.

42) e-LEARNING MADE MANDATORY AND LINKED TO AARF

Our e-learning portal had been launched in April, 2011 with the objective of providing online learning and training to all the employees of our bank, with a broad aim of making it a learning exercise with the objective of imparting online training to all our staff. Through e-learning, our Bank strives to provide employees with on hand information and guidance for performing day to day activities without any hindrance or delay in customer service. At present e-learning website is available through Internet as well as through Intranet.

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The sole aim of the bank is partly acceptable as it give us more awareness, fill up knowledge gaps, bolster confidence and equip us to shoulder higher responsibilities. It is pertinent to mention that many of our branches are established at RUSU centres and the staff members are attending their offices at early hours and many a day they have to work at late hours in completing the day to day transactions and other assignments/priorities besides attending meetings, seminars, training, campaigns etc. Due to continuous working at the Branch, in the midst of acute shortage of staff and looking the monitors for CBS make them tired and out of concentration. Moreover, at many of the branches connectivity and server speed is very poor that accessing data and completing transactions take inordinately long duration. They seldom find time even to spend with their family members. This is the real situation prevailing in most of the branches from Kashmir to Kanyakumari. Further, at many places provision of infrastructure is lacking or inadequate for Offices and all employees to undertake e-learning.

The officers are totally shocked and unable to believe the marks awarded by their reporting authority for the year 2013-14 despite their good performances and a lot of displeasure is expressed in the meetings and the morale of the officers have gone down and de-motivated and youngsters are totally unhappy with the marks awarded in relation to their achievements. The AARF marks have become a routine exercise and a formality and based on the personal likes and dislikes of the reporting authority / reviewing authority rather than analysis of the facts/data/performance.

Voluntary learning is always effective and any compulsion shall make the whole exercise a rudimentary one. Linking this mandatory e-learning to AARF and awarding marks is nothing but adding fuel to the fire.

Hence, the 25th General Body Meeting of SBIOA(CC) urges the Federation to take the issue with the SBI Management for reviewing the instructions and take a pragmatic view on this sensitive issue.

43) RESERVATION FOR OFFICERS’/STAFF’S CHILDREN IN BANK RECRUITMENT

At a time when the system of extending reservation/ relaxation/ concession to wards of Indian Railways, some Government undertakings and Public Sector undertakings, it would be natural for Officers/ staff in the Bank to expect that the Bank provides for reservation for their children. In fact in

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1978/79 recruitment of Award Staff was done from the list of candidates received from Employment Exchange by means of common test and interview. However, the wards of officers/staff were called directly for recruitment and selected. There was a reservation of this kind for the wards of officers/staff and this was a separate channel. At a time when large scale recruitment takes place in the Bank Management needs to provide reservation/relaxation/concession to the wards of officers and staff. It is pertinent to note here that this system is still prevailing in Indian Railways and few other Government undertakings and Public sector undertakings.

The Bank has to acknowledge the loyalty, devotion and commitment of our officers for the growth and prosperity of the Bank. They are toiling day and night for the Bank and hardly spend quality time with family. Extending a concession in the Recruitment of Award Staff to the wards of the officers/staff will go a long way in motivating and fostering good will among the officers and their family.

Hence, the 25th General Body of SBIOA(CC) held at Chennai on 16th November 2014 demands to the SBI Management to provide reservation/relaxation/concession to the wards of Officers and staff in the recruitment process of Award Staff/Officer’s Category of Posts.

44) INTERNATIONAL LABOUR ORGANISATION CONVENTIONS – 87 & 98

International labour standards are legal instruments drawn up by the ILO's constituents (governments, employers and workers) and setting out basic principles and rights at work. They are either conventions, which are legally binding international treaties that may be ratified by member states, or recommendations, which serve as non-binding guidelines. In many cases, a convention lays down the basic principles to be implemented by ratifying countries, while a related recommendation supplements the convention by providing more detailed guidelines on how it could be applied. Recommendations can also be autonomous, i.e. not linked to any convention.

Conventions and recommendations are drawn up by representatives of governments, employers and workers and are adopted at the ILO's annual International Labour Conference. Once a standard is adopted, member states are required under the ILO Constitution to submit them to their competent authority (normally the parliament) for consideration. In the case of conventions, this means consideration for ratification. If it is ratified, a convention generally comes into force for that country one year after the

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date of ratification. Ratifying countries commit themselves to applying the convention in national law and practice and reporting on its application at regular intervals. The Government of India is a founder member of the ILO but it has yet to ratify certain conventions and the treaties prescribed by the body - Conventions 87 & 98. Today the workman has the protection of Industrial Disputes Act while non-workmen basically workers are not covered under the ID Act. There is no serious effort on the part of the GOI to ratify these conventions.

This 25th General Body of SBIOA (CC), therefore, urges upon the Government of India to initiate necessary steps to approve, ratification of the conventions in order to promote right to organise and collective bargaining.

45) REIMBURSEMENT OF ELECTRICITY CHARGES

Over the years, our Bank Management based on the understanding of the reasonableness of the demands made by the Federation extended many facilities including Leased Residential Accommodation; Furniture and Fixtures; Maintenance Charges for the Furniture and Fixtures etc. The officers are now using most advanced electrical gadgets and equipments in their households and the consumption of electricity is quite high and the charges levied by the State Electricity Boards are also high and an upward revision are announced often and poses substantial financial burden to the officer’s community.

The 25th General Body Meeting of SBIOA (CC) unanimously resolves to urge our Federation to take up the issue with the Management for reimbursement of electricity charges incurred by the officers.

46) POLICY OF RBI DECLARING COMMON HOLIDAYS FOR CCPCs WORKING UNDER GRID SYSTEM – A NEED FOR REVIEW NECESSIATED

Reserve Bank of India, the authority for overall supervision of the functioning of the CTS in the grids all over India, have brought in the system of common holidays for all the operating CCPCs under the grid. As per the system, the number of holidays is restricted to less than 10 days for the calendar year 2014 as against an average of 20 days declared under the N I act by the respective State Governments, thereby depriving the officers and employees working in the CCPCs their legitimate holidays. Further, the common holidays as declared by RBI have no consideration of important festivals which have impact on local aspirations such as Pongal, Tamizhar Thirunal in

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Tamil Nadu, Onam, auspicious day in Kerala etc. and even the May Day which is celebrated worldwide.

As it is well known to all, our great Country is diversified in nature with the peoples of States having their own identities and way of life. Festivals like Deepavali, Id-ul fitre etc. are celebrated on different dates in different magnitudes across the States. Each State is having a number of its own festivals and celebrations which are close to the hearts of the people with so much of sentiments and happiness. All the festivals of the Country including the local ones are celebrated by all the people irrespective of caste, creed and religion.

Each and every person celebrates these festivals with the family members emotionally and derives a lot of happiness along with relatives and friends thereby creating social bondage with the loved ones. The policy of RBI compels our officers to be away from their family members leading to huge displeasure in the family.

Hence, the 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) urges upon the AISBOF/AIBOC to take up the issue with RBI to review and revisit the system of common holidays for CCPCs working under southern grid.

47) ESTABLISHMENT OF STATE WISE GRID FOR CLEARING OPERATIONS – A PROACTIVE STEP

At present lakhs and lakhs of cheques are presented by various banks in Public, Private and Co-operative Sectors and other financial institutions established in our country participating in the Clearing System. The entire clearing operations system is being conducted at various stages by introduction of grid system as per the policy of RBI in important centres where adequate infrastructure and technical support are in place. Accordingly, grids were established at Northern, Southern, Western and Eastern parts of our country besides a mini grid at Kolkata. The Southern grid consists of Tamil Nadu & Puducherry, Kerala, Karnataka, United AP States, Kolkata, Bhubhaneswar, Cuttack and Guwahati. Similarly, various States have been linked to other grids in the system. The work load and volume of transactions routed through this system is too high when compared to the capacity of machines, processing stages and completion of other formalities of systems and procedures in connection with the clearing services.

Further, the evolution of common holidays evolved as per RBI direction vis-a-vis holidays under NI Act which varies from State to State poses a lot of problems to Staff, officers and the participating banks. The general public

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are also inconvenienced due to closure of Bank branches for holidays even if the instruments are cleared by the CCPCs.

If a separate grid in each State/UT is established, the participating banks can process the cheques with ease. Besides the grid will have an effective control over the entire system and function efficiently. This would also eliminate the instances of frauds occurring in a large scale.

Hence, the 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) fully resolve and insist the RBI for establishment of State wise Grid system for efficient functioning free from fraudulent transactions.

48) TECHNOLOGICAL INNOVATIONS – A BANE FOR OUR OFFICERS ORDEAL OF OFFICERS WORKING IN CCPCS DUE TO INCIDENTS OF FRAUDS

Even after the innovative introduction of Alternate Banking Channels like Internet Banking, Mobile Banking, ATMs, Digital Banking, RTGS, NEFT etc. the transactions routed through cheques and the volume so handled at the Clearing System is in the rising trend.

All the initiatives introduced by various banks which are said to be foolproof and after thorough research of security aspects like the chances of fraud etc. proved futile when it is implemented and put into use by the general public. The security features adopted by the financial institutions are either inadequate or without technical flaws.

The perpetrators with innovative ways are committing various frauds and our valued customers and operating staff become victims in the process. It also causes big blow to our Bank’s image and our officers are put into a lot of problems, stress and strain at the Branches. The integrity of our officers is often questioned by the higher authorities due to occurrence of these frauds for no fault of them as these incidents are beyond their control. Our officers are in no way responsible or accountable for such frauds as they exercise all the necessary check measures while doing technical verification of instruments.

In CCPCs, the staff members process the instruments on the basis of the images of the cheques and authorize them for payment. The technical verification is carried out with careful scrutiny of salient features viz. Signature of the drawer(s), Operating instructions, if any, the cheque range, amount in words and figures, date of issue, the pattern of the cheques, matching the signatures with those on record, address of the Branch, its code number, IFSC number etc. The Staff/officers are heavily burdened as they have to

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complete the above exercise within the time frame. The acute shortage of staff coupled with increasing work load at the centres has put the staff into great difficulty.

Due to continuous processing of cheques, monitoring and authorizing them, our officers are tiresome and in some cases it causes strain to their eyes. Due to heavy work pressure, the possibility of some of the cheques routed by fraudsters with intention to defraud the bank escaping the attention of operating functionaries could not be ruled out. It is only a human error, inadvertent and unintentional one. But for these mistakes, our officers are subjected to the ordeal of submitting reply for the various explanation letters served on them and in some cases the initiation of disciplinary proceedings have taken place. It has created a fear psyche in the minds of our officers working at CCPC centers.

From the reports available, in the southern grid, Chennai, there have been so far 81 of such cheques amounting to Rs.5.21 crores out of which payment of 40 Cheques amounting to Rs.3.40 crores was averted due to diligence of the centre head, Assistant General Manager and the team of officers and staff. It has been found that the perpetrators are from northern parts of the country and are deliberately routing the fraudulent cheques in the southern grid so that they escape the clutches of the Chennai Police and other law enforcing agencies located therein. But unfortunately, the Management is yet to take a concrete step to avoid recurrence of fraud and the Police authorities have expressed their inability to deal with the case as the fraudsters are away from their jurisdiction.

The 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) hereby resolve and urge our Federation to deliberate on the issue with the Top Management and introduce a proper infrastructure and comfort to the officers working in the centres of prominence and intricacies involved, for fear free and fair working arena.

49) TRANSFER/POSTING ON PROMOTION TO OFFICERS CADRE

Many of the award staff colleagues are hesitant to take on promotions to officers cadre due to anxiety of dislocation and posting at a far off place. It causes a lot of inconvenience not only to the staff but also their families, particularly when they have school going children. This is the main worrying factor for them for not choosing to take promotions as they are unable to balance between their career and family needs.

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We have been witnessing this trend during every promotion exercise leading to the position of shortage of officers in branches. It is time that the Bank has to revisit the policy of transfers on promotions and if the promotees are posted in a reasonably nearby place from their homes at least for their first two tenures after promotion, it would enable them to accept promotions and they would gradually adjust themselves suitably to changes and plan their future accordingly. Secondly, the purpose of conducting the promotions would be successful as the Bank would be able to draw more number of officers from the award staff category, thereby putting an end to severe crisis of officers’ strength.

The 25th General Body of our Association hereby request the Bank to suitably amend the policy of transfers / postings so that more number of staff would come forward to take promotions and officers strength will be improved substantially.

50) Enhancement of car loan for officers

There has been demand from officers for enhancement of car loan from the existing limit of Rs. 7 lacs to Rs. 20 lacs as many of them are interested to buy a high end car keeping with their social status.

As the Bank has recently enhanced the housing loan to Rs. 60 lacs, our officers along with their spouses are able to avail of the limit without difficulty. This has substantially raised the social status of the officers’ community. While the Association thank the Management for fulfilling the aspirations of the officers with regard to housing loan, we request the Bank to consider enhancement of car loan also so that our members would be in a position to buy a high value car of their choice to lead a happy life with their family.

The 25th General Body of our Association, therefore, request our Federation to take up the matter with the Bank for enhancement of car loan for officers to Rs. 20 lacs.

51) DEDUCTION OF TDS – LTC/HTC VISITING FOREIGN DESTINATION

ENROUTE

At present the officers of Public Sector Banks have been asked to pay TDS on availing of HTC/LFC visiting foreign countries en-route by treating the entire amount as Income. The facts are that the officers are claiming reimbursement of the expenditure incurred less than what they have spent and the fare calculations restricted to the eligible fare for reaching the

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designated place of visit in India. Any claim of reimbursement of expenditure cannot be construed as income and hence treating the expenditure incurred by the officers on LFC visiting foreign country en-route as income by the Income Tax authorities is illogical and irrational. As LFC is a facility extended to officers under PERKS and already a stay granted by the Hon’ble High Court of Madras is in force, issuing directions to the Circle Authorities for recovering the TDS on LFC for the above purpose is in violation of the Hon’ble Court directions. Besides, the instructions of the Bank asking the officers to deal the deduction of said taxes on LFC with the Income Tax Authorities in their individual capacity in the event of vacation of stay is a tedious and cumbersome exercise causing hardship to the officers. Needless to add that our officers availing of LFC enroute foreign countries invariably visit the important tourism centres particularly places of worship like Golden Temple, Kamakya Temple in the North East, holy shrines in Allahabad, Kasi etc. Hence, it promotes tourism and development which contributes to GDP of our Country. Hence, the 25th General Body Meeting of SBIOA (CC) urges the Federation/AIBOC to take up the matter with top management to withdraw the circular instructions issued on 10.11.2014 and keep it in abeyance and also taking up the matter with IBA/Government of India for resolving the issue.

52) SOFTER TRANSFER AND PLACE POLICY FOR LADY OFFICERS Our Bank is a premier bank and pioneer in many fields. But sadly in the area of lady officers’ transfer and placement, there is lack of empathy and compassion. That is why our Bank had the first lady Chairman after over 200 years of our existence. Much smaller banks have had lady CMDs much before we have had our lady officers in top executive positions. One of the main reasons for this has been the strait jacket transfer policy. In all leading public sector banks, Lady officers are retained at the same centre until they reach SMGS-V. To encourage the ladies to aspire for promotion, to fulfill their dreams and for the Bank to harness their full potential the Bank should fall in line with the policies followed by GOI and other Public Sector Banks. Transfers should not be a deterrent for their aspirations. The GOI had already issued guidelines for posting of woman employees in the Government/other establishments. Accordingly, the woman employees/officers should be posted either in the

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place of their husband or their parents to give comfort, security and encouragement. Transfer Policy for lady officers should be framed in such a way so as to give them and their family more comfort and taking into account their varied responsibilities at home, social obligations and multitasking they are required to do. More over there is a sea change in the way we do business now and also structural changes have rendered the existing transfer policy redundant and counterproductive. The 25th General Body Meeting of the State Bank of India Officers’ Association (Chennai Circle) urges upon the SBI Management to introduce a soft transfer and placement policy for Lady Officers, at least up to the cadre of Asst. General Manager (SMG- V) and post them within the region or at the centre of their choice to enable them to concentrate both on the professional career and domestic front.

53) GOLDEN JUBILEE OF SBIOA(CC) – STRUGGLES, SACRIFICES AND

SUCCESS WITH IMPECCABLE LEADERSHIP OF STALWARTS/LEGENDS

SBIOA- The Saviour and Protector of the Supervising and Managerial staff viz, officers of the State Bank of India was formed in 1965. It gave the officers freedom of association / assembly and expression under the rule of law, the indestructible building blocks of Trade Union Movement. Earlier the officers were sandwiched between the inhuman management and militant subordinates. The problems confronted by officers were loss of identity and dignity both as individual officials and as a group; they were groaning under frustration and indignities, increasing responsibilities, more volume of work, unlimited hours of work, less and less leisure hours, inability to fulfill family and social obligations, falling standard of living due to retrograde compensation system, eroding wage differentials between themselves and their subordinates, and host of other inequities which made life miserable. There was no incentive to take higher responsibilities. A feeling of alienation / helplessness was looming large in the face of draconian, stringent and straightjacket service / conduct rules and regulations. The lack of opportunity for professional advancements, absence of job security, punitive action without any right of appeal and denial of principles of natural justice were the sum and substance of the sufferings of officers. The “Master & Servant” relationship and the management’s power to “hire and fire” even after the nationalization of State Bank of India in 1955 greatly demoralized officers.

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The discontent among the officers rumbled like molten lava waiting for an opportunity to come out. Secret meetings held at different places and circulars issued under the banner of “Society for Prevention of Cruelty to Officers”, kindled the inborn desire for freedom. The longing for unity and solidarity made the various Associations of Head Cashiers, Sub-Accountants, Staff Assistants & Staff Officers to merge and by the untiring efforts of Shri K.Sitharam, Shri M. Muthukrishnan, Shri K.Santhanakrishnan and other senior officers, the SBI Supervising Staff Association (Madras Circle) was founded in the early sixties and was registered under Trade Unions Act 1926 as was applied for on the 14th August 1965. We owe a deep debt of gratitude to these pioneers of Officers’ Movement in Madras Circle.

The agitation of 1969 incidentally exploded the myth of individual accountability for participation in collective action. In fact this significant event in the history of Officers’ Union Movement is largely responsible for kindling the militancy of our members which in turn broke loose the yoke of unilateralism in the Industrial Relations Machinery of the banking industry.

From Recognition to service conditions and improvement from time to time are being achieved due to struggles and sacrifices and negotiating skills of the knwledgeable Leaders/Ledgends of the Federation/Circle Associations. Many of the outstanding issues were settled and finalized at Federation Level including the acceptance of officers’ representation in Central Board of Directors. The roles of Circle Associations have become the role of a watchdog on the implementation of the agreed policies and protection of the members’ rights and privileges. Ever alert and vigilant, our Circle Association has acquired expertise during the course of many years, in processing the problems of our members. Modern management techniques are being tried to handle the grievances of members and long term planning and organizational methods and systems are used for further growth.

Our Red Salutes to the impeccable leadership who led us from front to reach the pinnacle, glory and command respect from the rank and file of not only our other affiliate organisiations but also other trade unions.

The 25th General Body Meeting of SBIOA (CC) is the right opportunity to pay our respect and gratitude for the Leaders/Elders for the struggles and sacrifices carried out by them in shaping this enlightened edifice called SBIOC (CC) with their sweat and tear, developing this organization to greater height and looked upon by the other trade unions in the country for any forward movement in regard to staff welfare measures/rights. At this juncture

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of golden jubilee year of formation of SBIOA (CC), we hereby resolve our commitment, dedication, loyalty and faith on this organization and extend all our support, co-operation and co-ordination with the leadership to keep the glory of our organization intact and protected; reach new leaps and bounds keep our flag fly higher and higher.

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