Hrmd-494/2020

HUMAN RESOURCE MANAGEMENT DIVISION CORPORATE OFFICE, PLOT NO-4, SECTOR-10 DWARKA, NEW DELHI-110 075

HO:HRMD:IG:19-20 26th March, 2020

TO ALL OFFICES

HUMAN RESOURCE MANAGEMENT DIVISION CIRCULAR NO. 494/2020

MASTER CIRCULAR ON IR MATTERS RELATED TO WORKMEN STAFF

The policy on IR matters, duly approved by the Board effective from 01/04/2020 for workmen staff after amalgamation of OBC & UBI into PNB is enclosed herewith.

All concerned are advised to note the contents of this circular for meticulous compliance.

74070 (DINESH SAXENA) GENERAL MANAGER Encl: As above

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INDEX

S.No. Subject Page No. 1 Posting of Daftary 01 2 Posting of Drivers 02 3 Fitment on promotion from Clerical Cadre to Officer 03-06 Cadre 4 Fitment on promotion from Subordinate Cadre to 07-09 Clerical Cadre 5 Posting of Head Cashier-II and related matters 10-11 6 Posting of Head Peons 12 7 Conduct of Industrial Relations Machinery Meetings 13-15 8 Payment of Officiating Allowance 16-18 9 Overtime to Workmen Staff 19-20 10 Posting & fixation of wages of Part Time Employees 21-23 (Sweepers). 11 Policy & Procedure concerning promotion of Clerks & 24-30 Special Assistants as Officers and direct recruitment of officers and related matters 12 Policy & Procedure in respect74070 of promotion from 31-34 subordinate cadre to clerical cadre and related matters. 13 Recruitment of Subordinate Staff 35-46 14 Posting of Single Window Operator-B and related 47-48 matters 15 Policy & procedure concerning27/03/2020 posting of Clerks 08:36 as 49-64 Special Assistants and related matters 16 Transfer Guidelines of workmen staff 65-71 17 Recruitment of Clerical staff 72 18 Disciplinary Action against Workmen staff and 73-75 procedure thereof 19 Fixation of inter-se seniority in the Subordinate Cadre 76 in the case of equality in the length of service

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POSTING OF DAFTARY

1. Daftary allowance may be sanctioned at all the offices irrespective of number of vouchers and Competent Authority to sanction Daftary Allowance in such cases will be the Circle Head on the basis of city/town wise seniority.

2. Those who are designated as Chowkidar or Watchman or Armed Guard are not to be designated as Daftary.

3. An employee in the Subordinate Cadre whose designation is changed from Chowkidar/Armed Guard etc to Peon/Peon-cum--- (designation) will not be eligible for officiating/posting as Daftary for a period of 2 years from the date of change of designation. However, after two years, their entire service in Subordinate Cadre will be taken into account for officiating/ posting as Daftary.

4. The job profile of Daftary will be as prescribed under the provisions of Bipartite Settlements signed at Industry level.

5. The refusal to officiate or to accept74070 permanent posting as Daftary will result in debarring the employee from officiating and permanent posting as Daftary for a period of one year from the date of refusal or date of offer.

6. Officiating against the post of Daftary may be allowed to the eligible Subordinate cadre employee on the basis of the office/branch-wise seniority of the Subordinate staff (except PTS/FTS). In other words, temporary officiating as Daftary in a branch/Division will be provided to the senior most 27/03/2020Peon who is not debarred 08:36 for posting as Daftary.

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POSTING OF DRIVERS

(As per provisions of Bipartite Settlement dated 27.4.2010)

1. Currently, there are 150 employees in Subordinate Cadre in PNB, OBC & UBI who have been posted in branches/offices with designation as Driver or Peon-cum- Driver and their services are being utilized accordingly as per requirement of the Bank.

2. The duties of Drivers are mentioned in BPS dated 27.04.2010 as ‘persons required to drive, maintain and effect minor repairs (not requiring a technician’s skill) to motor cars, motor vans, station wagons, scooters, motor cycles or other motor vehicles.’

3. Although no direct appointment for the post of Driver / Peon-cum-Driver has been made in any of the three banks for a substantial period of time but all those who had previously been appointed are currently engaged with Currency Chest or higher authorities/top executives or been posted in various branches/offices and their services are being utilized as per requirement of the Bank.

4. This will continue to be operational in the amalgamated entity and any change as regards duties / posting of employees74070 in Subordinate staff drawing Driver allowance will be decided by the Bank.

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FITMENT OF SALARY OF CLERKS AND SPECIAL ASSISTANTS ON

PROMOTION AS OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE-I

(As per MoU with AIPNBEF dated 16.10.2015)

1. The workmen in Clerical Cadre promoted on or after 01.11.2012 as officer in JMG Scale-I will be fitted in the pay scale as applicable to officers in JMG Scale-I as per the following Table:-

Fitment at corresponding Stage Pay in Clerical Cadre stage in Junior Management Grade Scale-I

1 11765 23700

2 12420 23700

3 13075 23700

4 13730 23700

5 14545 23700 6 7407015360 23700 7 16175 23700

8 17155 23700

9 18135 23700

10 19115 24680 11 27/03/202020095 08:36 25660 12 21240 26640

13 22385 27620

14 23530 28600

15 24675 29580

16 25820 30560

17 26965 31705

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Fitment at corresponding Stage Pay in Clerical Cadre stage in Junior Management Grade Scale-I

18 28110 32850

19 30230 34160

20 31540 35470

+1 32850 36780

+2 34160 38090

+3 35470 39400

+4 36780 40710

+5 38090 42020

+6 39400 42020

+7 40710 42020

+8 42020 42020

2. The promotee officer after fitment as above will draw his next increment in the Officer’s scale on the anniversary date74070 of his last increment in Clerical Cadre and thereafter he will draw his further increments every year on the same date. However, in view of the clubbing of stages in the fitment table, the employee in the lower clubbed stage of Clerical scale of pay will get his next increment after promotion on the anniversary date of promotion.

3. Those who were drawing a basic pay between the 1st& 9th stage in the Clerical scale given in the above table will 27/03/2020be fitted at the minimum 08:36 of the Officer’s scale and will draw their next increment on the anniversary date of promotion.

4. a) Those who have completed more than one year at basic pay of Rs.31540, Rs.32850, Rs.34160, Rs.35470& Rs.36780 will draw their next increment on the anniversary date of their last increment in the Clerical Cadre immediately following the date of promotion and will draw their subsequent annual increment on the same date. Those who have completed less than one year at basic pay of Rs.31540, Rs.32850, Rs.34160, Rs.35470& Rs.36780 will draw their next increment after fitment,

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on the anniversary date of promotion and thereafter, draw their annual increments every year on the same date. b) Those who have completed more than one year at basic pay of Rs.38090, Rs.39400 & Rs.40710 will be given fitment in the Officer’s scale at Rs.42020/- and will earn their next increment on the anniversary date of promotion subject to crossing their Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers’ Service Regulations. c) In all cases where promotee officers reach the maximum stage in the substantive JMG Scale-I (Rs.42020/-), further increment in the next higher scale will be subject to crossing their Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers’ Service Regulations.

5. Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 25.05.2015 may continue to draw the same quantum of Fixed Personal Pay even after promotion which will remain unaltered till revised.

6. If the promotee officer has passed JAIIB or CAIIB at the time of his promotion, notional basic pay will be arrived at after reducing the increments earned for passing JAIIB/CAIIB, from the clerical basic pay. He will then be fitted in the Officer’s scale in accordance with the above table and appropriate one or two increments in the Officer’s scale will be added with basic pay so fixed. The date of increment will be determined as per (2) above, if after reduction of increments74070 in the Clerical scale, the basic pay falls in the lower clubbed stage. This adjustment, however, will not be made where the number of increments to be reduced is higher than the number of increments to be granted.

7. If despite the fitment as above, the emoluments (basic pay and dearness allowance) drawn as an officer on promotion are less than the emoluments (basic pay and stagnation increment, if any, functional special pay on permanent basis and dearness allowance) drawn as a27/03/2020 Clerk, the difference 08:36 may be protected by way of Temporary Personal Allowance to be wiped off, in three years, at the rate of 1/3 Temporary Personal Allowance. This allowance will not rank for dearness allowance and superannuation benefits.

8. If an employee has passed CAIIB after reaching the 20th stage of the Clerical Cadre and promoted to Officer’s scale subsequently, he/she will be granted one increment for passing CAIIB Part-I/JAIIB and another increment for passing CAIIB Part- II after fitment in Officer’s scale as per his/her clerical stage of pay before promotion

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9. It is clarified that clerical employees who have been promoted to officer cadre on or after 01.11.2012 would be entitled to the arrears, if any, of basic pay and the allowances, in view of the fitment given to them in terms of the Settlement, in accordance with the provisions of PNB (Officers’) Service Regulations, 1979 in this regard.

10. In case, any person in Clerical cadre promoted on or after 01.11.2012 has at any time received emoluments in excess of the one provided under the above provisions, the excess amount paid if any, will be recovered in 24 equal monthly installments from the promotee officers. Sr.No. PROFORMA FOR FITMENT OF SALARY OF CLERKS AND SPECIAL ASSISTANTS ON PROMOTION AS OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE –I 1 Name of the Officer 2 PF No. 3 Place of Posting 4 Date of joining in Clerical Cadre 5 Date of reaching maximum in the scale 6 Date of passing JAIIB, if any 7 Date of passing CAIIB, if any 8 Date of Promotion in JMG Scale74070-I 9 Basic Pay before Promotion (with JAIIB/CAIIB) & since when on this Basic Pay 10 Basic Pay before Promotion (without JAIIB/CAIIB) & since when on this Basic Pay 11 Corresponding Fitment in Officer Cadre in JMGS-I 12 Add: one increment for JAIIB 13 Add: one increment for CAIIB27/03/2020 08:36 14 Fitment in Officer Cadre in JMGS-I with JAIIB/CAIIB 15 Date of next increment after Promotion

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FITMENT OF SALARY OF EMPLOYEES IN SUBORDINATE CADRE UPON

PROMOTION TO CLERICAL CADRE

(As per MoU with AIPNBEF dated 16.10.2015)

1. The workmen in Subordinate Cadre promoted on or after 01.11.2012 to Clerical Cadre will be given fitment in clerical scale of pay on stage to stage basis as per the fitment table given below, after adding special pay, if any, paid to such workmen on permanent basis and increment component of Fixed Personal Pay drawn if any, in Subordinate Cadre:- Fitment at corresponding Stage Pay in Subordinate Cadre stage in Clerical Cadre 1 9560 11765 2 9885 11765 3 10210 12420 4 10535 12420 5 7407010860 13075 6 11270 13075 7 11680 13730 8 12090 13730 9 12500 14545 10 27/03/202012910 08:36 14545 11 13400 15360 12 13890 16175 13 14380 16175 14 14870 17155 15 15440 17155

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Fitment at corresponding Stage Pay in Subordinate Cadre stage in Clerical Cadre 16 16010 18135 17 16580 19115 18 17235 19115 19 17890 20095 20 18545 21240 +1 19200 21240 +2 19855 22385 +3 20510 22385 +4 21165 23530 +5 21820 23530 +6 22475 24675 +7 23130 24675 +8 7407023785 25820

2. The promotee clerk after his fitment in terms of above table, will draw his next increment in Clerical scale on the anniversary date of his last increment in Subordinate Cadre. However, those who are given fitment of salary on promotion to clerical cadre at the clubbing stages, the employee in the lower clubbed stage of Clerical scale of pay will get their next increment after promotion on the anniversary date of promotion. Those who are fitted at the higher 27/03/2020clubbed stage, their 08:36increment after promotion will be the anniversary date of their last increment in subordinate cadre.

3. In case, consequent upon promotion to clerical cadre, the total gain in the emoluments (Basic Pay + Special Pay + DA) to a promotee clerk is for an amount of less than Rs.350/- per month, in that eventuality, the difference between Rs.350/- and the gain on promotion will be given by way of temporary personal allowance to be wiped off in equal yearly installments from the date of his promotion.

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Sr.No. PROFORMA FOR FITMENT OF SALARY OF EMPLOYEES IN SUBORDINATE CADRE UPON PROMOTION TO CLERICAL CADRE 1 Name of the employee 2 PF No. 3 Date of Promotion in Clerical Cadre 4 Basic Pay in Subordinate Cadre 5 Special Pay, if any 6 Increment component of FPP, if any 7 TOTAL 8 Basic pay in Clerical Cadre in terms of the Settlement

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POSTING OF HEAD CASHIER – II AND OTHER RELATED MATTERS

(As per MoU with AIPNBEF dated 28.03.2011)

1. The Bank will have the post of Head Cashier-ll in all its Branches irrespective of their categorization.

2. The permanent vacancy of Head Cashier-ll will be filled up on the basis of city/town-wise seniority of eligible Single Window Operator ‘A’ & ‘B’ and the seniority will be determined in accordance with the Policy & Procedure as laid down in the Settlement dated 01.11.1988 arrived at between the Management and AIPNBEF during the course of conciliation proceedings and as amended from time to time.

3. For the purpose of working as Head Cashier-ll in a stop gap arrangement, branch-wise seniority of Single Window Operators ‘A’ & ‘B’ will be taken into consideration and the seniority will be determined in accordance with the Policy & Procedure as laid down in the Settlement dated 01.11.1988 referred above and as amended from time to time.

4. While determining the seniority74070 of the employees of erstwhile New Bank of India for the purpose of posting/working in stop gap arrangement as Head Cashier-ll, the provisions of the Settlement dated 01.11.1988 will be read with Notification dated 08.12.1993 notified by the Central Government in consultation with Reserve Bank of India and upheld by Hon’ble Supreme Court vide its judgement and order dated 13.03.1996 in CA No.4247-50 of 1996 in the matter of NBI Employees Union and another vs. Union of India and Others reported in JT 1996 (Vol.3) SC 203. 27/03/2020 08:36 5. The seniority of employees of Nedungadi Bank Ltd., for the purpose of posting/working in stop gap arrangement as Head Cashier-ll will be determined in the ratio 2:1 i.e. 02 years service in ENBL as equivalent to 01 year service in PNB as per the decision taken by the Bank in terms of Notification dated 31.01.2003 issued by the Central Government in exercise of its power under Section 45 of Banking Regulation Act 1949 which was circulated vide HRD Division Circular No. 131 dated 07.02.2003.

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6. The offer for permanent posting as Head Cashier-ll in terms of the provisions of this settlement will be made in writing to the concerned eligible employee and in case, no refusal is received from the concerned employee within a period of 3 days from the date of offer, the employee concerned will be deemed to have accepted the offer of the post offered to him by the Management. For filling up any given vacancy of Head Cashier-ll, the offer for the permanent posting would be made to the extent of maximum 3 eligible concerned employees. However, if the offer of such permanent posting is refused by all the 3 eligible employees, the Bank will thereafter invite applications from the eligible employees in the city/town for filling up such vacancy and would fill up the same from the senior most eligible employee in terms of the Settlement on the basis of applications so received.

7. The refusal to accept the permanent posting of Head Cashier-ll or refusal to work as Head Cashier-ll in a stop gap arrangement will debar an employee for a period of two years from the date of the refusal for permanent posting as well as working in a stop gap arrangement to the post of Head Cashier-ll.

8. The job profile of Head Cashier-ll will be as prescribed under the provisions of Bipartite Settlements signed at Industry level from time to time.

9. That a clerical employee who is transferred temporarily on request from one city/town to another city/town as Single74070 Window Operator ‘A’ will not be eligible for permanent posting as well as for working in the stop gap arrangement to any post carrying Special Pay at the city/town of his/her temporary posting during the period of temporary transfer. Further, such an employee will also have no right to any post carrying Special Pay arising at his place of permanent posting during his temporary posting on request to a city/town other than a city/town of his permanent place of posting. 27/03/2020 08:36 *******

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POSTING OF HEAD PEON

1. One Head Peon may be posted at some of the big and important branches/offices where the existing strength of Peons including Peon-cum-Daftaries, Bill Collectors / Cash Peons etc (excluding Chowkidars or Watchman or Armed Guards or Drivers) is 08 or more.

2. The selection/posting of Head Peon is made on the basis of city/town wise seniority.

3. The senior most person subject to satisfactory service record should be designated as Head Peon but wherever any Peon-cum-Daftari claims seniority on the basis of getting Special Allowance of Daftari and wants to become Head Peon, his case should be given due consideration.

4. An employee in the Subordinate Cadre whose designation is changed from Chowkidar/Armed Guard etc to Peon/Peon-cum--- (designation) will not be eligible for officiating/posting as Head Peon for a period of 2 years from the date of change of designation. However, after two years,74070 their entire service in Subordinate Cadre will be taken into account for officiating/posting as Head Peon.

5. Duties of Head Peon: Apart from normal duties of Subordinate staff, Head Peon will be required to assist in supervision of various matters pertaining to Subordinate staff like:  Cleanliness of the office premises27/03/2020 08:36  Cleanliness of uniforms  Leave arrangements  Arrangements for safe keeping of keys  Distribution of duties amongst the Subordinate staff

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CONDUCT OF INDUSTRIAL RELATIONS MACHINERY MEETING

(As per MoU with AIPNBEF dated 31.10.1974, 01.11.1983, 12.09.2013)

1. CIRCLE LEVEL IRM a) To resolve the disputes, a machinery consisting of representatives (not exceeding 3) of the Units of the Federation (AIPNBEF) and the Management will be constituted which will meet once in 08 weeks at all the Circle levels. b) If either party requests for a meeting earlier for expeditious resolution of the pending issues, IRM meetings will be held even before the expiry of 08 weeks. c) Decisions arrived at in such meetings will be in conformity with the provisions of Awards/Bipartite Settlements, HO Circulars including Settlements with the Federation. d) Circle Heads will take appropriate steps for speedy decision on the disputes brought to their notice. e) The transfer cases of employees are not to be discussed in the IRM meetings. f) Minutes of the meeting held at Circle level will be recorded and signed by the parties. 74070

2. ZONAL LEVEL IRM a) To ensure that only policies are discussed in Central IRM meetings, the Management and the Federation have agreed that apart from Circle Level IRM and Central IRM, one more forum may be created at Zonal level to discuss unresolved problems27/03/2020 of Circle IRM 08:36 with Zonal Managers for the Circles falling under their command area. b) IRM meetings at Zonal level will be held twice in a year. c) The issues which remained unresolved at Circle level will be discussed in this meeting. d) However, the individual transfer cases, as also disciplinary action cases of employees are not to be discussed in the Zonal IRM meetings. e) The minutes of the meeting held at Zonal level will be recorded and signed by the parties.

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f) Needless to add that issues involving policy matters will be discussed in the Central IRM meetings and not at Zonal IRM meetings. g) Zonal Managers should take appropriate steps to ensure that Zonal IRM meeting is utilized as an effective forum for resolving outstanding issues of Circle IRM meeting for all Circles falling under their command area expeditiously. h) Zonal Managers will take appropriate steps for speedy decision on the disputes brought to their notice. i) The grievances / disputes arising out of non-implementation of the provisions of Bipartite Settlements, HO Circulars, and Settlements with the Federation may be discussed in the IRM meeting. j) The constitution of Zonal IRM meetings will be as under: i) Management Representatives - Zonal Manager - DGM/AGM/CM in Zonal Office looking after HR matters - Concerned Circle Heads depending upon the issue ii) Union Representatives - The number of participants in such meetings will not be more than 07 which include President or General Secretary of the StateLevel Unit of the Federation and a74070 representative of the Federation depending upon the issue.

3. CENTRAL IRM a) Where the issues are not resolved, the same will be taken up for discussions and Settlement by and between the HO HRMD and AIPNBEF at regular intervals but not exceeding a period of 12 weeks. b) Minutes of the meeting 27/03/2020held at HO level will 08:36 be recorded and signed by the parties. c) The residual cases of Circle / Zonal IRM meetings are being discussed in Central IRM meetings and grievances / disputes arising out of non- implementation of the provisions of Bipartite Settlements, HO Circulars, Settlements with the Federation are also being referred to by the Federation in the Central IRM meetings.

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4. SCOPE a) In terms of Settlement with AIPNBEF i.e. All India majority workmen union of PNB, it has been decided that members of the Units of the Federation will not interfere in the day to day functioning of the branches and the authority of the Branch Manager in matters like deployment of staff on different seats/rotation of staff and enforcement of rules of the Bank in the matter of punctuality and customer service etc. b) In case of any grievance or a feeling that the Manager has acted beyond the rules, the matter will be discussed by the aggrieved person/President and/or Unit Secretary of the branch with the Branch Manager. However, the employee will refrain from recourse to mass assembly/deputation on the Branch Manager and other officers of the Bank. c) In the event of any grievance not being settled at the branch level, the Unit may take it up with the State/Regional body which may in turn take it up with the Circle Heads/Zonal Heads in IRM. d) In case of agitation by the employees, there will not be use of abusive language and vulgar slogans by names against individual officers. e) The Federation will not resort violence, coercive methods and will not approve the use of abusive and vulgar language by the members. f) For efficient and smooth functioning of the Bank, the Federation will emphasize the need to inculcate better sense of discipline and responsibility among the employees, the74070 Management on their part will advise Circle/ Divisional Heads to appreciate the need to resolve the employees’ grievances expeditiously.

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PAYMENT OF OFFICIATING ALLOWANCE

(As per provisions of Bipartite Settlement 19.10.1966, 08.11.1973, 02.06.2005)

1. As per Chapter IX on Other Allowances contained in first Bipartite Settlement dated 19.10.1966 under Clause ix on officiating and later revised in the subsequent Settlements under Para III(f) of Bipartite Settlement dated 08.11.1973 and Clause 29 of 8th Bipartite Settlement dated 02.06.2005 and reiterated vide HRDD:IR:BS-7 dated 05.05.2005, it is stipulated as under: 1.1 Whenever a bank requires a workman to officiate in a post in a higher cadre, it will do so by an order in writing. 1.2 (a) If a workman other than subordinate staff officiates in a post in a higher cadre either for a continuous period of 07 days or more or an aggregate of 07 days in a calendar month (including intervening Sundays/Holidays), he will be paid an officiating allowance for the period for which he officiates, on the following basis: (i) Where the basic pay of the permanent incumbent incharge exceeds the basic pay of the person officiating, the officiating allowance will be 15% of the basic pay of the person officiating or the difference between the two basic pays whichever is less, provided that in no case will the officiating allowance be less than 7.50% of the basic pay of the person officiating; 74070 (ii) Where the basic pay of the permanent incumbent is equal to or less than that of the person officiating, the officiating allowance will be 7.50% of the basic pay of the person officiating. (b) If a member of the subordinate staff officiates in the clerical cadre he will be paid officiating allowance at the rates mentioned in sub-clause (a)above or the difference between his basic pay and starting basic pay of the clerical cadre in that area whichever is higher. Such officiating27/03/2020 allowance will be 08:36payable pro-rata for each day of work in the clerical cadre without any limitation as to the number of days for which he officiates.

2. As per Chapter V Regulation 23(6) on Other Allowances contained in PNB(Officers’) Service Regulations, 1979 (amended up to 31.03.2017) on officiating and reiterated vide Personnel Division Circular No. 1437 dated 28.07.1994, HRD Division Circular No. 75 dated 03.05.2002 and HRD Division Circular No. 160 dated 06.09.2003, it is stated as under:

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If an officer is required to officiate in a post in a higher scale for a continuous period of not less than seven days at a time or an aggregate of seven days during a calendar month, he will receive an officiating allowance equal to 6% of his pay, prorata for the period for which he officiates and officiating allowance will rank as pay for purposes of Provident Fund and Pension only. Provided that where an officer comes to officiate in a higher scale, as a consequence solely of the review of the categorization of posts under regulation 6, he will not be eligible for the officiating allowance for a period of one year from the date on which the review of the categorization takes effect. Provided further that ceiling on officiating allowance has been removed and this allowance will be calculated on the basis of revised Basic Pay only.

3. As per Loans & Advances Circular No. 122 dated 30.12.2017 on Loaning Powers & Guidelines for exercising such powers at various levels on Authority on Leave or on Tour, it is stated as under: Persons working in officiating arrangements will be vested powers of the officers’ one grade above than the person who is officiating and that such higher power may also be exercised during the casual leave arrangements of the permanent Branch Head. However, Clerical Staff while officiating as Spl. Asstt./Officer are not allowed to sanction any loan proposal.

4. In case of vacancy due to leave74070 etc. of the Incharge of Currency Chest, only an officer be deputed to work as Incharge of the Currency Chest and in the resultant vacancy, officiating be allowed at the branch to the employees in the clerical cadre subject to rules in this behalf and that no officiating be allowed to workmen staff in place of Incharge of Currency Chest.

5. Under no circumstances, any officiating is to be allowed in any cadre in the administrative offices, meaning thereby,27/03/2020 no subordinate 08:36 staff is to be allowed to officiate in the clerical cadre and similarly, no clerical cadre should also officiate in a higher cadre i.e. in place of an officer. These instructions are also applicable to officers and they should not be allowed to officiate in higher scales in stop gap arrangement in administrative offices. In the event of absence of an employee in the administrative offices, his work may be redistributed amongst the employees of the same cadre posted in the office for its smooth functioning.

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6. A workmen other than Subordinate staff will be allowed to officiate in higher cadre i.e. Officer cadre up to JMG Scale-I only.

7. Any Officer staff will be allowed to officiate in the immediately higher scale only eg. an officer in JMG Scale-I can officiate to work as MMG Scale-II only.

8. Officiating allowance will be paid against leave arrangement as per sanctioned strength of the branch and proper arrangement register will be maintained by the Branches.

9. Claim for payment of officiating allowance will be entered by the concerned branch in HRMS.

10. The concerned Circle Office will check and submit these claims in HRMS after obtaining approval from Circle Head. Final approval will be done by concerned Zonal Office. All Circle Offices/Zonal Offices are to ensure that the Officiating Allowance is being paid strictly in terms of Bank guidelines and ensure that there is no pendency in submission/approval of Officiating Allowance claims.

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PAYMENT OF OVERTIME TO WORKMEN STAFF

(As per provisions of Bipartite Settlement 19.10.1966)

1. Guidelines in respect of payment of over-time stipulate that payment is to be made only in administrative exigencies, such as in the event of break-down of servers or for implementation of Government / RBI guidelines from time to time requiring the Public Sector Banks’ branches to work beyond normal working hours or even on holidays. Further, as per provision of the Bipartite Settlements, payment of over-time to award staff be made, when in administrative exigencies, he is advised in writing to perform the duties beyond prescribed working hours.

2. Circle Offices should ensure that payment of overtime should not be made on regular basis, in contravention of the aforesaid guidelines which specify payment of overtime only in administrative exigencies, such as loss of connectivity or implementation of Government / RBI instructions for keeping the branches open beyond normal working hours.

3. In order to regulate the payment of over-time in the Bank in terms of aforesaid provisions as well as to expedite timely74070 payment of overtime, functionality has been made in HRMS in terms of which, overtime payments will be entered in HRMS at Branch level, which will be sanctioned/ approved by Circle Office and Zonal Office will finally approve the same and accordingly necessary restriction has been placed in the system as per the navigation given below:- Salary Package > Overtime to workmen > PF Number of employee to whom overtime to be paid a) Date for which overtime claimed27/03/2020 08:36 b) Hours of overtime claimed c) Rea son for overtime claimed d) Amount of overtime claimed and then SAVE The Circle Office will either sanction/modify/reject along with the reason in HRMS only after due approval from Circle Head. Further, no hard copy should be forwarded to Zonal Office/Head Office.

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4. Circle Offices to ensure that prior approval is taken by the branches/ offices before allowing overtime payment to any employee and Zonal Offices to ensure that all the pending overtime claims of Circle Offices for the month are positively sanctioned in the succeeding month. a) Claims of overtime to be paid to workmen employees will be sent by the Branches to Circle Offices through HRMS as well as hard copy with reason for overtime being paid. Further, Circle Office (after due approval from Circle Head) will sanction/ reject the same and submit the same to Zonal Office for final approval through HRMS. No hard copy is to be sent to ZO/HO. b) All claims for a given month, in one lot and not in piecemeal, should be approved/ rejected by Circle Office by 5th of next month. c) Claims should be duly supported by following documents/ information before it is submitted to Circle Head for approval: i. Copy of office order issued by the branch(es) in respect of the work done by specific employee(s) after office hours ii. Reasons for (i) above be specified. iii. In case of late sitting due to loss of connectivity, certificate of IT Section of the CO certifying the same be attached

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27/03/2020 08:36

CONFIDENTIAL (Strictly for internal circulation only)

POSTING AND FIXATION OF WAGES OF PART TIME EMPLOYEES (SWEEPERS)

IN THE SUBORDINATE CADRE AND RELATED MATTERS (As per MoU with AIPNBEF dated 07.05.1984)

1. There should be at least one Part Time Sweeper in each branch / office according to the sweeping area of the branch/office.

2. The following norms should be followed in fixing the wages payable to Part Time employees (Sweepers) in Subordinate Cadre: Hours of work per week Area to be swept / cleaned (in sqft) Category of PTS Up to 13 hours Up to 2200 1/3 scale wages* 13-19 hours 2201-3300 ½ scale wages 19-29 hours 3301-5000 ¾ scale wages Full Time Above 5000 & up to 8500 Full *scale of wages applicable to Subordinate staff

3. The above scheme will be applicable to offices excluding Head Office premises and the offices where sweeping job is74070 done by outside agencies in terms of the existing arrangements between the bank and outside agencies.

4. It is agreed that the vacancies of Part Time Sweepers eligible for ½, ¾ & full wages arising in future at the station where the bank has more than one office on account of retirement/death/termination of appointment of the existing PTS/FTS; opening of new office; change of designation of the existing employee, will be filled as per the procedure set out below: 27/03/2020 08:36 a) In all the above cases, unless Thikana system is in vogue, the vacancies will be filled on the basis on the seniority determined by converting the service put in at 1/3, ½ or 3/4 of the scale wages into full time service. For each conversion, the fraction, if any, less than 6 months as a part time employee, will be ignored and 6 months and above will be treated as one year, for the purpose of determining the seniority only. b) Those who are working under Thikana system may also be considered for posting as higher wages as and when the vacancy of Sweeper arises on the basis of city-wise seniority provided the concerned candidate gives an undertaking to the effect that the bank will be at liberty to appoint anyone else

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at the office and the applicant and/or his family member would not make any claim of whatever nature in respect of his appointment in the office concerned on the basis of Thikana system. He may also be required by the Bank to produce a certificate from the family or concerned association which regulates Thikana system, foregoing the claim for appointment at a particular place in view of the existing employee’s elevation to the post carrying higher wages Those who fail to give / produce such an undertaking will not be considered for posting on higher wages.

5. Where it is necessary to increase the hours of work of Sweeper on account of shifting of the branch to a new premises or increase in the area of the branch premises due to acquiring additional accommodation in the same area/colony, the Sweeper working at the branch will be considered for higher posting irrespective of his position in the town-wise/city-wise seniority list.

6. For the purpose of fixing the salary of part time employees consequent on their appointment on full time basis, the pro-rata increments earned by them in the course of their part time service should be converted (notionally and only for the purposes of fitment) into full increments and their salary fitted from the date of their appointment as full time employees after taking into account such notionally additional increments, the fraction of an increment, if any, being granted to them by advancing the date of their next increment suitably. The advanced date of the increment in such cases will become the date of their annual increment in future years. An example of fitment on the above basis is given below:- 74070 EXAMPLE Date of appointment as part time sweeper: 01.01.1974 Emoluments as part time employee: three-fourths Date of appointment as full time sweeper: 01.01.1980 In the above case, the employee had earned 4½ (6x3/4) full increments. The employee will be fitted in the subordinate cadre scale at the 5th stage and given the benefit of the extra half increment by allowing him27/03/2020 to draw the next 08:36increment on 1st July 1980. He will thereafter draw his annual increment on 1st July each year.

7. Further when wages of part time employees are re-fixed from 1/3 to ½ or ¾ or from ½ to ¾ in the wage scale, the pro-rata increments earned by them in the course of their service in the lower proportionate wage scale should be taken into account for the purpose of fitment in the higher proportionate wage scale together with the benefit of advancing the date of increment where the fraction of increment is involved as in the case of their absorption as full time employees.

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8. No appointment in any cadre including Subordinate cadre, is to be made on temporary basis and/or lump sum payment or on casual basis. Thus, temporary appointments are strictly prohibited in the Bank. Any deviation in this regard is subject to appropriate disciplinary action under the provisions of PNB Officer Employees’ (Discipline & Appeal) Regulations, 1977.

9. Instances have come to our notice that in branches while engaging persons on stop gap arrangements/against permanent sweepers on leave, the eligibility of the candidates in respect of educational qualification & age are not verified. It is, therefore, requested that while engaging outsiders on stop gap arrangement, the age & educational qualification invariably be checked as per bank’s guidelines and the same should be kept in record.

10. In case a sweeper or part time sweeper proceeds on leave and an outsider is engaged on stop gap arrangement, he may be paid emoluments as admissible at the initial salary in the prescribed pay scale applicable to employees on leave. For instance, if a part time employee was being paid 1/3rd scale wages, the person working in leave vacancy may be paid emoluments (Basic+DA+HRA) equivalent to the wages payable at the initial stage of prescribed pay scale applicable to part time employees getting 1/3rd scale of pay. However, under no circumstances the number of days for which outsider is engaged should exceed the number of days the permanent sweeper/part time sweeper has remained on leave. The same procedure is to be followed in case of vacant position of PTS/ FTS also. 74070 11. The emoluments paid to the outsiders engaged on stop gap arrangements should be debited to the Establishment head of respective offices where he has worked and such temporary appointments must be in accordance with Para 20.7 & 20.8 of first Bipartite Settlement.

12. It is clarified that the subordinate staff working as House Keeper-cum-Sub Staff in UBI and Peon-cum-House Keeper27/03/2020 in OBC will 08:36 continue to have their existing designation & job profile in the amalgamated entity till any further changes are made in the existing policy.

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POLICY AND PROCEDURE CONCERNING PROMOTION OF CLERKS AND

SPECIAL ASSISTANTS AS OFFICERS AND DIRECT RECRUITMENT OF

OFFICERS AND RELATED MATTERS

(As per MoU with AIPNBEF dated 29.10.1998, 02.12.1999, 22.05.2002, 10.04.2015, 12.06.2015)

1. ASSESSMENT AND NOTIFICATION OF VACANCIES The number of vacancies for the post of officers in JMG Scale-I, other than Technical Officers, will be estimated by the Management every year (January to December), in advance, before the process of filling up starts. The Head Office of the Bank will assess the anticipated vacancies Zone wise which will be notified to the Federation (AIPNBEF). Any variation in the notified vacancies till the selection process starts, will also be intimated to the Federation. Thereafter also, keeping in view the manpower requirements, the bank can make variation to the extent of 10% of the anticipated vacancies at the time of actual filling up the vacancies.

2. The notified vacancies with revision, if any, will be filled up in the following manner: 74070 a) 20% by direct recruitment from outside as officers and/or Management Trainees. This will not include Technical Officers such as SSI officers, Agriculture Officers, Law Officers, Economists, Financial Analysts, Personnel Officers, Engineers, Architects, Statisticians, Publicity Officers, Textile Inspection Officers etc. b) 30% from the Senior Clerks including Special Assistants through the process of Seniority-cum27/03/2020-Absence of Demerit 08:36 and Interview, seniority being determined on area wise basis according to priority marks, as per procedure laid down under Settlement dated 01.11.1988 regarding posting of Clerks as Special Assistants read with modifications thereto subject to the following: i. Clerks who have been posted as Special Assistants will reckon higher in seniority to the Clerks who have not so far been posted as Special Assistants. Seniority of Special Assistants will be reckoned on the basis of their date of posting as Special Assistants. In case of equality of length of service as Special Assistant, the employee with higher priority marks as on the date of posting of Special Assistant will be reckoned senior; priority marks referred to above mean marks as laid down in Settlement dated

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01.11.1988 referred to above, read with modifications effected from time to time. ii. After the cases of all the eligible Special Assistants, as per their seniority, have been considered for promotion as Officers in JMG Scale-I through the process of Seniority-cum-Absence of Demerit and Interview, Clerks who are at least Matriculate will be considered to meet the shortfall on the basis of their Seniority-cum-Absence of Demerit and Interview, seniority being determined on area wise basis according to their priority marks. c) 50% on the basis of written test from the employees in Clerical cadre, including Special Assistants who are at least Matriculate and have put in at least 03 years of service in the Clerical cadre and have a minimum of 06 priority marks (at least 02 years of service in the Clerical cadre and minimum of 04 priority marks in case of SC/ST candidates) – priority marks referred to above mean marks as laid down in Settlement dated 1.11.1988 read with modifications effected from time to time and to be calculated on the date provided therein. For calculating 03 years of service eligibility, the service put in as on the last date fixed for receipt of application will be taken into account. Provided that from amongst above, 15% of the notified vacancies will be filled up from Special Assistants having minimum eligibility as laid down for Clerks through written test. The remaining 35% vacancies will be filled up from Clerks who fulfill the eligibility criteria as laid down above. However, if the adequate number is not available from the Special Assistant category for filling up the 15% vacancies through the 74070process of written test, the short fall will be met out of clerks to be promoted through the process of written test and the total employees to be promoted through this process will be maintained at 50%.

3. a) An employee who has received punishment for any gross misconduct will not be eligible for consideration for promotion as Officer in JMG Scale-I for a period of one year from the date of punishment. Further, in case an Officer is reverted to Clerical cadre on account of punishment 27/03/2020 for gross misconduct 08:36 imposed upon him in Officer cadre, he will be considered for promotion only after completion of prescribed minimum length of service, as prescribed for other candidates under Selectivity Channel from the date of reversion in Clerical cadre. However, under Seniority-cum-Absence of Demerit and Interview channel, he will be considered after two years from the date of reversion in Clerical cadre. However, he/she will not be debarred for officiating. b) An employee under suspension or against whom departmental enquiry for gross misconduct is pending or who has been charge sheeted for gross misconduct, can sit in the written test and interview but will not be eligible for promotion till he is exonerated of the charge. If ultimately, he is found to be not guilty of gross misconduct and has been approved for promotion, the bank will promote the said employee from

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the date, the said decision has been given by the Disciplinary Authority. In case of punishment being awarded for gross misconduct, he will not be promoted and will not be eligible for being considered for promotion for one year from the date of punishment. Further, in case of punishment being awarded for minor misconduct, he will not be promoted as Officer and will be eligible for posting as Officer in any process initiated after the date of punishment. However, he will be eligible for officiating in both the situations.

4. PROCEDURE FOR SELECTION a) Eligible employees under clause 2(b) above, will be called for interview in the order of their seniority. The number of eligible employees called for interview, will not exceed three times the number of vacancies sought to be filled up under clause 2(b). However, if adequate number of SC/ST candidates are not available, within the original zone of consideration i.e. 3 times the number of vacancies for filling up the reserved vacancies, the eligible SC/ST candidates down the seniority list up to 5 times the number of vacancies may also be considered for selection. For example, if 30 candidates are to be called for filling up 10 vacancies, SC/ST candidates appearing at Serial No. 31 to 50 in the seniority list may also be called for interview and considered for selection, provided adequate number of SC/ST candidates are not available from the candidates appearing from Serial No. 1 to 30. b) The candidates approved after the interview will be kept in a panel prepared in the order of their inter-se-seniority and posting will be made accordingly, subject however to procedure for filling up vacancies74070 reserved for SC/ST candidates. c) The employees eligible for promotion under Clause 2(c) above, will be subjected to written test comprising of two papers of 100 marks each. One paper will cover knowledge of banking routine, Deposit Mobilization Schemes, customer service, Priority Sector, Special Credit Schemes, Conventional Loans & Loan Documentation and Practice & Law of Banking and the other paper will cover Economics, General Knowledge and Accountancy. However, the Special Assistants will be subjected to written test, comprising of one paper27/03/2020 of 100 marks covering 08:36 banking routine, Deposit Mobilization Schemes, customer service, Priority Sector, Special Credit Schemes, Conventional Loans & Loan Documentation and Practice & Law of Banking. The qualifying marks will be 40 for General category candidates and 30 for SC/ST candidates in each paper. d) The candidates qualifying the written test will be awarded marks for qualification and service as follows:

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i. QUALIFICATION – 25 MARKS For Graduation 06 Marks For Post Graduation (admissible one PG degree only) 02 Marks For Commerce at Inter/Graduation/Post Graduation level 02 Marks For CAIIB Part-I / JAIIB 06 Marks For CAIIB Part II 09 Marks For ICWA/CA 06 Marks Maximum marks under this head not to exceed 25. ii. SERVICE One mark for each completed year of service up to 10 years of service and 1.5 marks for each completed years of service beyond 10 years with a maximum of 25. Leave without pay and period of unauthorized absence will be deducted from total length of service only in such cases where increments have also been deferred for such period of leave on loss of pay and/or unauthorized absence. e) The final merit of the candidates will be prepared on the basis of aggregate marks obtained by them, as prescribed in the Settlement, in three parameters namely written test, qualification and service, and posting will be made accordingly. f) The marks obtained by the qualifying74070 candidates will be published by the Bank.

5. The Bank may keep a panel of approved candidates in each of the above categories to the extent of 10% of the notified vacancies to fill up additional vacancies and vacancies arising out of refusal/reversion etc. This panel will be valid for the calendar year only and will lapse automatically at the end of the year, unless extended by mutual consent. It will also be open for the bank to hold another test in the same calendar year, if considered necessary,27/03/2020 after notifying the08:36 vacancies to the Federation.

6. METHOD OF POSTING The candidates selected under Clause 2(b) from the Senior Clerks including Special Assistants through the process of Seniority-cum-Absence of Demerit and Interview will be posted within the concerned area/group, agreed to by and between the Management & AIPNBEF for this purpose. The candidates coming through the process of Selectivity i.e. written test under clause 2(c) will be required to give in their application the choice of posting in 03 States, other than the State where they are working, in order of

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preference, which will be kept in view by the Bank while making postings. Such choice, will however, be not binding on the Management.

7. FITMENT ON PROMOTION All Clerks and Special Assistants coming through the process of Selection by way of test and interview, as well as through seniority will be fitted in grade applicable to officers in JMG Scale-I in the manner agreed to between the parties from time to time.

8. CONSEQUENCES ARISING OUT OF REFUSAL OF PROMOTION a) i) No employee can refuse to officiate in Officer cadre, wherever asked to do so, as per Bank’s guidelines. However, if an employee is not interested to officiate as Officer, he will have to give in writing as such and he will not be considered for officiating/promotion for one year from the date of refusal. In case of refusal for promotion to Officer cadre, the candidate will not be considered for promotion for one year under any of the channels. Further, in case, the approved candidate fails to report in Officer cadre on the prescribed date, it will be treated as “Deemed Refusal” and he/she will not be considered for promotion for a period of one year under any channel from the prescribed date of joining in Officer cadre. However, he will not be debarred for officiating in both the cases. ii) An employee who fails to attend the interview under clause 2(b), will not be called for interview in the next74070 rounds in the same year’s promotion process. However, he will not be debarred for officiating. b) i) In case of reversion on request from JMG Scale-I to Clerical cadre, the reverted employee will not be considered for promotion as Officer for one year under any of the channels. However, he will not be debarred for officiating. ii) Reversion is not a matter of right. It is at the discretion of the Management. iii) Reversion can be 27/03/2020 sought only on medica 08:36l grounds or on extreme compassionate grounds normally within 3 months from the date of promotion.

9. GENERAL a) Ex-servicemen employed in the Bank will be entitled to the benefit of their past service in Defence services for computing minimum length of service under clause 2(c) in the ratio of 5:1 subject to a maximum of two years after they have rendered at least 3 years of service in the Bank provided he has not availed of this benefit before, either for promotion from Subordinate cadre to Clerical cadre or for posting on a post carrying

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Special Allowance. It is further agreed that the benefits to be made available to Ex- servicemen in relation to their past service in Defence services, will be the same as advised, as policy by the Govt. of India for implementation by Public Sector Banks from time to time and the same will be implemented by the bank after intimation to the Federation. b) Reservations or relaxation/concession, if any, for Scheduled Caste and Scheduled Tribe employees in such promotions, will be the same as advised as a policy by the Government of India for implementation by the Public Sector Banks from time to time.

Sl.No. State Group/Area Name of Group/Area Coordinating consisting of Circle(s) Circle Office wherever applicable

1. ANDHRA I Andhra Pradesh N.A. PRADESH

2. TELANGANA I Telangana N.A.

BIHAR I Patna, Biharsharif, Arrah, Patna Gaya 3. II Muzaffarpur, Darbhanga Muzaffarpur

4. CHATTISGARH I 74070Raipur, Bilaspur Raipur

5. DELHI I Central, North, South Delhi South Delhi Circles ad HO Divisions (except Printing & Stationery Deptt. and Treasury Division)

6. GUJARAT I Ahmedabad, Surat Ahmedabad 7. HARYANA I 27/03/2020Chandigarh, Hissar, 08:36 Karnal, Chandigarh Kurukshetra, Rohtak

8. HIMACHAL I Shimla, Dharamshala, Shimla PRADESH Hamirpur, Mandi

9. J & K I Jammu & Kashmir N.A.

10. JHARKHAND I Ranchi, Bokaro Ranchi

11. KARNATAKA I Karnataka N.A.

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Sl.No. State Group/Area Name of Group/Area Coordinating consisting of Circle(s) Circle Office wherever applicable

12. KERALA I Ernakulam, Kozhikode Kozhikode

13. MADHYA I Bhopal, Indore, Jabalpur, Bhopal PRADESH Gwalior

14. MAHARASHTRA I Mumbai City, Mumbai Suburb Mumbai City (incl. Treasury Divison, HO), Nagpur, Pune

15. NORTH I North East N.A. EASTERN STATES

16. ODISHA I Bhubneshwar, Sambalpur Bhubneshwar

17. PUNJAB I Amritsar, Hoshiarpur, Ludhiana Jalandhar Bhatinda, Ludhiana, Patiala, Kapurthala

18. RAJASTHAN I Jaipur, Bharatpur, Jodhpur, Jaipur Sriganganagar, Alwar, Udaipur

19. TAMIL NADU I 74070Chennai, Trichy Chennai

UTTAR I Agra, Bareilly, Bulandshahr, Agra PRADESH Jhansi 20. II Lucknow, Gorakhpur, Lucknow Varanasi, Kanpur, Faizabad, Allahabad III 27/03/2020Meerut, 08:36 Moradabad, Meerut Muzaffarnagar, Noida (incldg. Printing & Stationery Deptt.)

21. UTTRANCHAL I Dehradun, Haridwar, Dehradun Kashipur

22. WEST BENGAL I Kolkata, Burdwan, Midnapore Kolkata

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POLICY AND PROCEDURE IN RESPECT OF PROMOTION FROM SUBORDINATE

CADRE TO CLERICAL CADRE AND OTHER RELATED MATTERS

(As per MoU with AIPNBEF dated 18.08.2011, 22.02.2014, 17.04.2014, 25.06.2015)

1. VACANCIES The vacancies identified in the Manpower planning in the Clerical cadre will be informed, Circle wise, to the Federation (AIPNBEF), out of which 25% would be filled up by way of promotion from eligible employees in the Subordinate cadre and remaining 75% will be filled up by way of direct recruitment. The left over vacancies, if any, to be filled up by way of promotion will be filled up by direct recruitment.

2. ELIGIBILITY A. An employee in the Subordinate cadre, including Part Time employees in the Subordinate cadre (after conversion of their service into Full Time) will be eligible to be considered for promotion to the Clerical cadre in case. he fulfills any of the following criteria on the last date prescribed for inviting application: i. is a Graduate with 02 years of service; ii. is a 10+2 or equivalent with 03 years74070 of service; iii. is a Matriculate with 03 years of service; iv. is a Non-Matriculate with 08 years of service

B. Notwithstanding anything stated in (A) above, an employee in Subordinate Cadre who is punished for gross misconduct will not be eligible to be considered for promotion to the Clerical cadre for a period of27/03/2020 01 year succeeding 08:36 the date of the order imposing the punishment. However, he will not be debarred for officiating.

C. Further, an employee in the Subordinate Cadre who has been either placed under Suspension or against whom departmental enquiry for gross misconduct is pending or who has been charge sheeted for gross misconduct, can appear for the interview or sit in the written test, as the case may be, but will not be promoted to the Clerical cadre till he is exonerated of the charge of gross misconduct leveled against him.

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Provided that if he is found to be not guilty and he has qualified the written test or the interview, as the case may be, he will be promoted to the clerical cadre from the date the decision exonerating him from the charge of gross misconduct is taken if a person lower to him in merit had been promoted. Provided further that, in case, he is punished for gross misconduct, he will not be promoted to the Clerical cadre and also will not be eligible to be considered for promotion to the Clerical cadre for a period of 01 year succeeding the date of the order imposing the punishment. However, he will be eligible for officiating.

3. METHOD OF PROMOTION A. FOR ELIGIBLE GRADUATE CANDIDATES The method of promotion will be on the basis of performance of an eligible employee in the Subordinate cadre in the interview. The interview will be of 100 marks and minimum qualifying marks will be 40% for General candidates and 35% for SC/ST candidates. B. FOR ELIGIBLE 10+2 OR EQUIVALENT / MATRICULATE / NON- MATRICULATE CANDIDATES The method of promotion will be on the basis of performance of an eligible employee in the Subordinate cadre in the written test. The written test will be of 100 marks and would relate to job test (comprising of Deposit Mobilization Schemes, Customer Service, Retail Loans and KYC norms etc), English and elementary knowledge of CBS. The minimum qualifying marks in the written test will be 40% for General candidates and 35% for SC/ST candidates. 74070

4. RESERVATION The reservation, if any, for SC/ST and PH employees in promotion from Subordinate Cadre to Clerical Cadre will be as per the guidelines issued by the Govt. of India from time to time. 27/03/2020 08:36 5. POSTING AFTER SELECTION The eligible employees in the Subordinate cadre who qualify the interview or written test, as the case may be, will be arranged in order of merit and the candidates to the extent of number of vacancies to be filled up through promotion would be considered for giving offer for promotion to the Clerical Cadre as Single Window Operator ‘A’. The Graduate eligible employees in the Subordinate cadre who qualify the interview will rank senior in merit to the eligible employees in the Subordinate cadre having 10+2 or equivalent / Matriculate or Non-Matriculate qualification who qualify the written test. In

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case of equality of marks in the interview or written test, as the case may be, the employee with longer length of service in Subordinate cadre would rank first. For the purposes of posting, the aforesaid merited candidates would be arranged in the order of their length of service in Subordinate Cadre (in full pay scale) and the posting will be given for the parent Circle if there exists a vacancy otherwise, the posting will be given in a Circle of 05 choices, subject to vacancies, given by the employee in his application for promotion in order of preference or a Circle where vacancies exist. In respect of physically handicapped employees, and the employees having children with special needs while giving postings, the Govt. guidelines issued from time to time in this regard will be followed. Those workmen in Subordinate Cadre who are non-Matriculate and are promoted to the Clerical Cadre, will be eligible for further promotion after they acquire minimum educational qualification not less than Matriculation.

6. FITMENT ON PROMOTION An employee in the Subordinate cadre upon promotion to the Clerical cadre will be given fitment in the Clerical cadre as per the fitment formula agreed to between the parties from time to time.

7. PROBATION All promote Clerks will be on probation74070 for a period of 06 months.

8. CONSEQUENCES ARISING OUT OF REFUSAL TO ACCEPT PROMOTION On refusal to accept promotion or failure to report at the place of posting within the specified period in Clerical Cadre or on seeking reversion from Clerical Cadre to Subordinate Cadre, the concerned workman will stand debarred from promotion in Clerical Cadre for a period of one27/03/2020 year from the date 08:36 of such refusal or reversion. However, he will not be debarred for officiating. An employee promoted from Subordinate cadre to Clerical cadre can seek reversion from Clerical cadre to Subordinate cadre within 03 months of his reporting in Clerical cadre.

9. OPPORTUNITY TO OFFICIATE IN CLERICAL CADRE The Bank management may provide opportunity to workmen in the Subordinate Cadre (including Sweepers drawing Full scale wages), other than Armed Guards, Chowkidars,

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on the basis of branch wise seniority, to officiate in Clerical Cadre, who are either Graduate with a minimum 01 year of service or have passed 10+2 or equivalent or Matriculation with a minimum 02 years of service. This opportunity to officiate in Clerical Cadre will be given as per the requirement of the bank and subject to fitness of the workmen concerned to work in the higher post. No opportunity to officiate in Clerical Cadre will be given to the Non-Matriculate Subordinate staff and to the Armed Guards & Chowkidars, even though they are Matriculates, 10+2 pass or Graduate. Such officiating opportunity will, however, not be given in a routine manner or as a matter of course. Further, no employee can refuse to officiate in Clerical Cadre, whenever asked to do so, as per Bank’s guidelines. However, if an employee is not interested to officiate in Clerical Cadre, he will have to give in writing as such and he will not be considered for officiating/promotion for one year from the date of refusal.

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27/03/2020 08:36

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RECRUITMENT OF SUBORDINATE STAFF

A. ALTERNATIVE MECHANISM IN LIEU OF INTERVIEW FOR RECRUITMENT OF PEONS IN SUBORDINATE CADRE The selection of Peons will be made on the basis of percentage of marks obtained by the candidates in 10th standard and 12th standard adopting the following procedure:-  Percentage of marks obtained in 10th class or equivalent (weightage 40%).  Percentage of marks obtained in 12th class or equivalent (weightage 60%).  Any qualification other / higher than the above two not to be taken into account (Graduate Candidates are not eligible).  Percentage of marks obtained to be calculated upto two decimals.  Candidates having obtained higher percentage as calculated above to be ranked higher in the merit list than the candidates who scores lower.  For example: If a candidate has secured following percentage of marks:-  10th class or equivalent: 7407064  12th class or equivalent: 72  40% weightage to the percentage of marks secured in 10th class or equivalent : (40% of 64=25.60)  60% weightage to the percentage of marks secured in 12th class or equivalent: (60% of 72=43.20)  Total percentage to be27/03/2020 taken for selection will08:36 be :25.60+43.20=68.80  In case of percentage of marks so calculated (upto two decimal points) being equal, the date of birth of the candidates be considered to decide merit position i.e. candidates elder in age be treated higher in the merit list.  A panel upto 25 % (category wise) be kept against the non-joining of candidates and in case of non-joining, the panel be utilized as per the merit list of waitlisted candidates.  The list of the candidates so approved be displayed on notice board of concerned Circle Office and the same must be incorporated while notifying the vacancies through Newspaper/ Employment Exchanges / Notice Boards.

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2. The eligibility criteria in terms of age & qualification for recruitment of Sub-staff is laid down as under:- Post Age Qualifications Peons Minimum-18 years, Min and Max. pass in XIIth Maximum-24 years with standard or its equivalent applicable relaxations with basic reading / writing knowledge of English. Relaxation of upper age limit: SC/ST candidates by 05 years, SC/ST Physically/Orthopedically Handicap candidates by 15 years, OBC candidates by 03 years, OBC Physically/Orthopedically handicap candidates by 13 years, Physically/ Orthopedically handicap candidates by 10 years, Ex-servicemen candidates by 03 years in addition to the length of military service and for children/family members of those who died in the 1984 riots by 03 years. The maximum age limit of all relaxations combined not to exceed 45 years unless it is so provided in Govt. Directives.

3. The applications for the post of Peon will be invited from the eligible candidates with following stipulations:- i) Requisite candidates from the employment exchanges be obtained; ii) Publish the vacancies in the local newspaper and invite applications with a condition that the eligible candidates should be the domicile of that District for which vacancies have been74070 notified/published; iii) Notify the vacancies on the notice board of the branch/ bank with a condition that the eligible candidates should be the domicile of that District for which vacancies have been notified/published; iv) The eligible candidates who have applied as per (ii) & (iii) above be considered along with the candidates sponsored by the Local/District Employment Exchanges.27/03/2020 08:36 Further, the eligible candidates be advised to furnish proof of permanent residence or registration with District Employment Exchange as a proof of domicile.

B. RECRUITMENT OF ARMED GUARDS The selection of Armed Guards will be made on the basis of the past records of the Ex-Servicemen as well as physical test to be conducted by bank as per prescribed format.

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Further, a panel upto 25 % (category wise) be kept against the non-joining of candidates and in case of non-joining, the panel be utilized as per the merit list of waitlisted candidates. The list of the candidates so approved be displayed on notice board of concerned Circle Office and the same must be incorporated while notifying the vacancies through Newspaper/ Employment Exchanges / Zila Sainik Board/ Rajya Sainik Board/Director Social Welfare /Notice Boards.

2. For the purpose of selection of Armed Guards, a scrutiny committee be constituted with following members: i) Assistant General Manager/ Chief Manager in Charge of HR matters in the Circles ii) The Security Officer posted in the Circles or attached to the Circle concerned iii) One Sr. Manager/ Manager as SC/ST Representative The responsibility of the Committee is to scrutinize the documents submitted by the candidates and award marks as per their past record and performance of the candidates in the Physical Test & Drill to be conducted by the Bank as per prescribed format.

3. The applications for the post of Armed Guards will be invited from the eligible candidates with following stipulations:74070- i) Requisite candidates from the Employment Exchanges / Zila Sainik Board/ Rajya Sainik Board/ Director Social Welfare be obtained; ii) Publish the vacancies in the local newspaper and invite applications with a condition that the eligible candidates should be the domicile of that District for which vacancies have been notified/published; iii) Notify the vacancies on27/03/2020 the notice board of 08:36the branch/bank with a condition that the eligible candidates should be the domicile of that District for which vacancies have been notified/published; iv) The eligible candidates who have applied as per (ii) & (iii) above be considered along with the candidates sponsored by the Employment Exchanges / Zila Sainik Board/ Rajya Sainik Board/ Director Social Welfare. Further, the eligible candidates be advised to furnish proof of permanent residence or registration with District Employment Exchange as a proof of domicile.

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MATRIX FOR SELECTION OF EX-SERVICEMEN SECURITY GUARDS

PART I: MANDATORY QUALIFICATIONS

AGE Minimum - 18 years, Maximum- 45 years (including all applicable relaxations) EDUCATIONAL Pass in Xth Standard or its equivalent and not studied QUALIFICATIONS beyond XIIth Standard, with basic reading/writing knowledge of English MINIMUM SERVICE 15 years MEDICAL CATEGORY AS Shape I PER DISCHARGE BOOK RANK Substantive Naik / Havildar CHARACTER Exemplary MEDICAL CERTIFICATE Certificate from Govt. Hospital or from Bank’s authorized doctor on the format to be submitted by the candidates at the time of Physical Test.

PART II: DISQUALIFICATIONS a) If held substantive JCO or equivalent rank and higher. b) Physically handicapped. 74070 c) If convicted by any court. d) Declared medically unfit.

PART III: MARKS FOR PAST RECORD & TESTS (MAXIMUM 100 MARKS)

Sl.No. Qualification Variable Marks (Max Remarks 27/03/2020Marks 08:3610) 1. Instructor in In IMA, NDA, OTA, Naval 10 As per Discharge Book/ Drill, PT, Academy, Air Force Academy Discharge Certificate/ Warfare or Certificate from respective Other Premier Centres such 8 Weapon institution/Academy/School as PT school, CIJW, Infantry School, Arty School etc Other places such as Corps or 6 Regimental Centres or Div Battle Schools 2. Operational 2 mark each for serving and 10 As per Discharge Book/ Service qualifying in each war Discharge Certificate

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Sl.No. Qualification Variable Marks (Max Remarks Marks 10) operation subject to maximum of 10 marks 3. Proficiency in Represented Services 10 Certificate from respective Sports (Army/AF/Navy) at National Sports Control Board/ Sports level Officer of respective formation. Anyone who Represented Command/Fleet 8 represented country in any at Services Level sports will be given 5 bonus Represented Corps and 5 points Division in Command/Fleet level 4. Gallantry Param Vir Chakra 10 Commendation Cards of Awards Ashok Chakra equivalent appointments in Indian Navy and Indian Air Mahavir Chakra 9 Force will have similar value Kirti Chakra Vir Chakra 8 Shaurya Chakra Sena Medal Gallantry 7 Sena Medal Distinguish 5 COAS Commendation Card, 3 GOC in C Commendation Cards 74070 5. Fire fighting More than 4 weeks (28 days) 10 Diplomas and certificates /Industrial issued by Centre for Fire, 14-27 days course 8 Security Explosive and Environment Training Below 14 days 5 Safety (CFEES), under Defence Research & Development Organisation and All India Institute of State Government / Military 27/03/2020 08:36sponsored Institutions will be reckoned 6. Specialized Having served in the Special 4 Cadres conducted at Qualifications Forces/Para regimental / corps centres Bonus points Commando/SFF/NSG(Special will not be considered as Action Group) OR having courses received a QI-Qualified Instructor grading in the commando course OR from the Navy/Air Force who have worked in the specialized commando type units i.e.

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Sl.No. Qualification Variable Marks (Max Remarks Marks 10) MARCOS and GARUDA Commando course qualified 2 Course in Section Weapons 2 other than basic training Physical Training courses from 2 ASPT 7. 2.4 Km run As prescribed 10 8. Push ups As prescribed 10 9. Sit ups As prescribed 10 10. Drill Test As prescribed 10

CERTIFICATE OF MEDICAL FITNESS TO UNDERGO PHYSICAL TESTS (Certificate to be issued not before 07 days of the date fixed for Physical test)

This is to confirm that I have medically examined No…………… Ex/serving soldier Rank …. .……….. Name ………………………………… S/o …………………………………….. R/o…………………………………….. having date of birth ………………….

It is hereby certified that the individual is medically fit to undergo following competitive physical tests:- 74070 (a) 2.4 Km run (b) Push ups (c) Sit ups

Date: Name: Place: Designation: 27/03/2020 Name08:36 of Hospital/Institution: Official Seal

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PHYSICAL TEST STANDARDS AND SCORING SYSTEM FOR ARMED GUARDS

40-45 years of Age on day of Event 30-40 years of Age on day of Test Test

10 Min 31 11 min 16 11 Min 31 12 Min 2.4 Km Over 12 Over Measurement Sec to 11 sec to 12 Sec to 12 16 Sec to run min 13 Min Min 15 Sec min Min 15 Sec 13 Min

Marks 10 7 4 10 7 4

Push Measurement Over 22 19-22 15-18 Over 19 16-18 12-15 ups

Marks 10 7 4 10 7 4

Sit ups Measurement Over 30 26-30 20-25 Over 25 21-25 15-20

Marks 10 7 4 10 7 4

Saluting Dahine when Word of Saavdhan Mur & Drill Test stationary Bearing Dress command aur Vishram Baen and while at Mur move

Marks 5 5 5 5 5 5

Marks obtained will be added and divided by 3 to arrive marks obtained out of 10 74070

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C. ALTERNATIVE MECHANISM IN LIEU OF INTERVIEW FOR RECRUITMENT OF FULL TIME SWEEPERS/ PART TIME SWEEPERS IN SUBORDINATE CADRE The selection of Full Time Sweepers/ Part Time Sweepers will be made on the basis of age and qualification index as provided below. After receipt of the applications from eligible applicants, Circles are to take the following actions: a) The applications be shortlisted category wise (Gen, SC, ST and OBC) as per the notification of vacancies notified by Circle Office. b) After sorting the same category wise, the eligible applicants be placed in the merit list considering the age and qualification index for selection of FTS/ PTS as below. c) The merit list be prepared category wise separately for General/SC/ST/OBC. d) The merit list will be prepared as per the total marks obtained against the individual marks indicated for Age and Qualifications of the candidates. e) Further, in case of marks awarded being equal, candidates having higher age may be placed higher in the merit list.

2. A panel upto 25 % (category wise) be kept against the non-joining of candidates and in case of non-joining, the panel be utilized as per the merit list of waitlisted candidates. 74070 3. The list of the candidates so approved be displayed on notice board of concerned Circle Office and the same must be incorporated while notifying the vacancies through Newspaper/ Employment Exchanges / Notice Boards.

AGE AND QUALIFICATION INDEX FOR SELECTION OF FTS/PTS (TOTAL27/03/2020 MARKS: 50) 08:36 CATEGORY AGE MARKS QUALIFICATION MARKS

GENERAL 20 to<= 24 25 LITERATE (knows reading & 25 writing of Regional language)

20 to <22 20 LITERATE (knows reading of 15 Regional language)

18 to < 20 15 ILLITERATE (does not know 05 reading & writing)

SC/ST 20 to <= 29 25

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CATEGORY AGE MARKS QUALIFICATION MARKS

20 to < 22 20

18 to < 20 15

OBC 20 to <= 27 25

20 to < 22 20

18 to < 20 15

OH/VI/HI/EXSM 22 and above 25

OH/VI/HI (applicable 20 to < 22 20 relaxation of 10 years in each category of 18 to < 20 15 GEN/SC/ST/OBC) EXSM (applicable relaxation in age - maximum up to 45 years)

4. The eligibility criteria in terms of age & qualification for recruitment of Full Time / Part Time Sweepers in Subordinate Cadre is laid down as under:- Post 74070Age Qualifications Sweeper Minimum-18 years, Maximum not passed 10th Maximum-24 years with class/standard. There is no applicable relaxations (as minimum qualification and on 01st January of the year even illiterates are eligible if the vacancies are notified for appointment as PTS. within 30th June and as on 01st July, if the vacancies are notified27/03/2020 in the 2nd half 08:36 of the calendar year) Relaxation of upper age limit: SC/ST candidates by 05 years, SC/ST Physically/Orthopedically Handicap candidates by 15 years, OBC candidates by 03years, OBC Physically/Orthopedically handicap candidates by 13 years, Physically/Orthopedically handicap candidates by 10 years, Ex-servicemen candidates by 03 years in addition to the length of military service and for children/family members of those who died in the 1984 riots by 03 years. The maximum age limit of all relaxations combined not to exceed 45 years unless it is so provided in Govt. Directives.

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5. The applications for the post of FTS/PTS will be invited from the eligible candidates with following stipulations:- i) Requisite candidates from the employment exchanges be obtained; ii) Publish the vacancies in the local newspaper and invite applications with a condition that the eligible candidates should be the domicile of that District for which vacancies have been notified/published; iii) Notify the vacancies on the notice board of the branch/bank with a condition that the eligible candidates should be the domicile of that District for which vacancies have been notified/published; iv) The eligible candidates who have applied as per (ii) & (iii) above be considered along with the candidates sponsored by the Local/District Employment Exchanges. Further, the eligible candidates be advised to furnish proof of permanent residence or registration with District Employment Exchange as a proof of domicile. v) Physical Fitness: The candidates are required to submit a medical certificate of fitness issued by a Medical Officer not below the rank of Civil Surgeon of an authorized Govt. hospital in the format prescribed by the Bank from time to time. Those who are physically challenged, besides producing a general medical fitness certificate, will also furnish a medical certificate by the authorized Govt. hospital clearly indicating the nature and extent of disability. 74070

6. It is clarified that the subordinate staff working as House Keeper-cum-Sub Staff in UBI and Peon-cum-House Keeper in OBC will continue to have their existing designation & job profile in the amalgamated entity till any further changes are made in the existing policy.

D. CONVERSION OF PART27/03/2020 TIME SWEEPERS/FULL 08:36 TIME SWEEPERS AS PEONS IN SUBORDINATE CADRE a) Clause 14 (iii) of the Bipartite Settlement dated 31st October, 1979 provides that subject to Bank’s recruitment rules, if any, part time employees in the subordinate cadre will be given preference for filling up full time vacancies in the subordinate cadre, other things being equal. b) The Govt. guidelines provide that 25% of the vacancies of Peons accruing in Subordinate Cadre be reserved for being filled up from the cadre of Sweepers, Farashes etc. who have put in a minimum of three years of service

CONFIDENTIAL (Strictly for internal circulation only)

as on 01st January of the year for which the vacancies of peons have been assessed. c) The said guidelines provide that the benefit of such appointment/conversion would be available to full time/full wage sweepers and Part Time Sweepers on scale wages will also be eligible for consideration for such appointment/conversion subject to certain principle for fulfilling the length of service criteria. d) The part time sweepers drawing 1/3rd, ½ and ¾ of the scale wage, who have completed three years of service after conversion of the same into full scale wage as on 1st January of the year in which the vacancies of peon have been assessed, will also be eligible to be considered for absorption as peon in subordinate cadre. e) The principle for conversion of part time employees who are working on scale wages would be as under: i) Sweepers on 1/3rd scale of wages – will get 1 year’s experience equal to full scale wage for every 3 years’ of service. ii) Sweepers on ½ scale of wages – will get 1 year’s experience equal to full scale wage for completion of every 2 years’ of service. iii) Sweepers on ¾th scale of wages – will get 3 year’s experience equal to full scale wage for completion of every 4 years’ of length of service. f) The full time/part time employees as described above would be eligible for consideration for absorption74070 in the full time vacancies in subordinate cadre, even if they may not possess minimum educational qualification prescribed for direct recruitment to the post but possess elementary literacy and give proof of ability to read English, Hindi or any Regional language. g) The eligible candidates will be interviewed by a Committee constituted by the Bank either exclusively for internal candidates or along with the candidates for direct recruitment. The selected candidates will be placed in the panel for absorption against vacancies.27/03/2020 The panel will 08:36 be prepared on the basis of seniority of service as a part time employee. The seniority of part time employees who are drawing scale wages i.e. 1/3, ½ or ¾ of the Subordinate Scale wages may be determined by converting the year of service rendered in 1/3rd, ½, or 3/4th of the scale wages into full time service. h) The fraction, if any, will be ignored while determining the seniority. The completed years of service will be determined as on 1st January of the year in which the vacancies are to be filled up.

CONFIDENTIAL (Strictly for internal circulation only)

i) The part time employees so appointed on full time basis in the subordinate cadre as peon, will be on probation for a period of six months and will be eligible for confirmation subject to rules of the Bank. j) The Part Time Sweepers/Full Time Sweepers etc. who are appointed as peons and possess the same educational qualification as prescribed for recruitment as peons in the Bank may be allowed officiating or posting in the post carrying special allowance without any stipulation as regards their experience as peon. However, such employees who do not possess the prescribed educational qualification and possess only elementary literacy maybe allowed officiating or posting in post carrying special allowance after one year from the date of posting as Peons.

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74070

27/03/2020 08:36

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POSTING OF SINGLE WINDOW OPERATOR – B AND THEIR JOB PROFILE

(As per MoU with AIPNBEF dated 28.03.2011)

1. That the number of Single Window Operator ‘B’ required at the branches will be decided by the Bank.

2. That the permanent vacancy for the post of Single Window Operator ‘B’ will be filled up on the basis of city/town-wise seniority of eligible Single Window Operators ‘A’. However, for working in stop gap arrangement to the post of Single Window Operator ‘B’ at the branch, branch-wise seniority of the eligible Single Window Operators ‘A’ will be considered.

3. That the seniority of Single Window Operator ‘A’ will be determined in terms of the Settlement dated 01.11.1988 arrived at between the Management and the Federation during the course of conciliation proceedings and amended from time to time.

4. That while determining the seniority of the employees of erstwhile New Bank of India for the purpose of posting/working74070 in stop gap arrangement Single Window Operator-B, the provisions of the Settlement dated 01.11.1988 will be read with Notification dated 08.12.1993 notified by the Central Government in consultation with Reserve Bank of India and upheld by Hon’ble Supreme Court vide its judgement and order dated 13.03.1996 in CA No.4247-50 of 1996 in the matter of NBI Employees Union and another vs. Union of India and Others reported in JT 1996 (Vol.3) SC 203.

5. That the seniority of employees27/03/2020 of Nedungadi 08:36 Bank Ltd., for the purpose of posting/working in stop gap arrangement as Single Window Operator-B will be determined in the ratio of 2:1 i.e. 02 years service in ENBL as equivalent to 01 year service in PNB as per the decision taken by the Bank in terms of Notification dated 31.01.2003 issued by the Central Government in exercise of its power under Section 45 of Banking Regulation Act 1949 which has been circulated vide HRD Division Circular No. 131 dated 07.02.2003.

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6. That the offer for permanent posting as Single Window Operator-B in terms of the provisions of this settlement will be made in writing to the concerned eligible employee and in case, no refusal is received from the concerned employee within a period of 3 days from the date of offer, the employee concerned will be deemed to have accepted the offer of the post offered to him by the Management.

7. That a Single Window Operator ‘A’ who refuses to accept the permanent posting of Single Window Operator ‘B’ will stand debarred for the permanent posting as well as working in the stop gap arrangement for a period of two years from the date of the refusal for the post of Single Window Operator ‘B’.

8. That a Single Window Operator ‘A’ who refuses to work as Single Window Operator ‘B’ in stop gap arrangement at the branch will stand debarred for the permanent posting as well as working in the stop gap arrangement for a period of two years from the date of the refusal for the post of Single Window Operator ‘B’.

9. The job of Single Window Operator ‘B’ will be as prescribed under Industry-wise Bipartite Settlement.

10. That a clerical employee who is transferred temporarily on request from one city/town to another city/town as Single74070 Window Operator ‘A’ will not be eligible for permanent posting as well as for working in the stop gap arrangement to any post carrying Special Pay at the city/town of his/her temporary posting during the period of temporary transfer. Further, such an employee will also have no right to any post carrying Special Pay arising at his place of permanent posting during his temporary posting on request to a city/town other than a city/town of his permanent place of posting. 27/03/2020 08:36 *******

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POLICY AND PROCEDURE CONCERNING POSTING OF CLERKS AS SPECIAL

ASSISTANTS AND RELATED MATTERS

(As per MoU with AIPNBEF dated 01.11.1988, 13.10.2008, 10.04.2015, 12.06.2015)

1. ASSESSMENT OF VACANCIES 1.1 The number of Special Assistants will be fixed on the basis of one Special Assistant for every 9 workmen in Clerical Cadre excluding the Special Assistants to be computed on the basis of clerical strength as on 01stJanuary of each year. 1.2 The vacancies of Special Assistants in terms of Clause-1.1 above will be determined on All India basis. However, the posting of Special Assistants will be done in area / group as per Settlement with AIPNBEF.

2. ELIGIBILITY CRITERIA An employee in clerical cadre coming highest in the priority list and not otherwise ineligible will be eligible for posting as Special Assistant. Provided that: 74070 a) He has continuously served in clerical cadre for a minimum period of seven years and on clerical duties for a period of at least two years. The 7 years period may, however, be reduced suitably in areas where persons of minimum service of 7 years are not available. EXPLANATION: In a situation where an employee with 7 years or more of service has less priority marks than an employee27/03/2020 with less than 08:36 7 years of service, employee who has served in the clerical cadre for a minimum period of 7 years will rank higher in the priority list than the employee who has not served in the clerical cadre for 7 years although having more priority marks. Similarly in situation where 7 years period has been reduced in terms of Clause 2(a) above, an employee with 6 years of service will rank higher in priority list than an employee with 5 years of service in clerical cadre with more priority marks and so on. b) The condition of two years’ clerical experience will not apply in the cases of employees having worked for 7 years in the clerical cadre and carrying

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composite designation of Clerk-cum-______. However, pending posting of Spl. Asstt. they will perform composite duties as and when required. c) Cashiers, Godown-Keepers, Typists and Stenos who have worked for 7 years in the clerical cadre will be eligible for posting as Spl. Asst., if they have worked on clerical duties for at least two years, even though on part-time basis. d) He is not otherwise considered unfit for posting as Spl. Asstt. for exceptional reasons to be specified in writing. e) A comparatively junior person in priority list may be posted for a job, which is regarded as technical or of specialized nature. f) An employee who has received punishment for any gross misconduct will not be eligible for consideration for posting as Special Assistant for a period of one year from the date of punishment. However, he/she will not be debarred for officiating as Special Assistant. g) An employee under suspension or against whom departmental enquiry is pending or who has been charge sheeted may be called for interview but will not be eligible for posing as Special Assistant till he is exonerated of the charge. If ultimately he is found not to be guilty and he has been approved by the Interview Committee, the Bank will post such an employee as Special Assistant from the date such decision exonerating him is taken. In that case he will be entitled to notional seniority w.e.f. the date he would have been posted, but for the disciplinary action. In case of punishment being awarded for gross misconduct, he will74070 not be posted as Special Assistant and will not be eligible for posting as Spl. Asstt. for one year from the date of punishment. However, in case of punishment being awarded for minor misconduct, he will not be posted as Special Assistant and will be eligible for posting for Special Assistant in any process initiated after the date of punishment. However, he will not be debarred for officiating as Special Assistant in both the situations.

3. PRIORITY LIST : 27/03/2020 08:36 A group / area-wise priority list will be drawn by the management on 1st January of each year. The parameters for drawing the priority list are as under:- A) LENGTH OF SERVICE a) One mark will be given for each completed year of service in the bank in clerical cadre from the date of appointment as probationer. b) The amount of higher initial start and / or extra increments granted after 31.1.1950 will be converted into marks by splitting the amount into the

CONFIDENTIAL (Strictly for internal circulation only)

normal rate of increments admissible at the relevant time (fraction to be ignored). c) Ad-hoc group increments or increments for other than good work will be ignored. d) One mark will be deducted for every increment withheld permanently as a result of disciplinary action. In the case of increment/s which may have been withheld for a limited period, the priority mark will be deducted for the said period only and when the increment is restored, the priority mark connected with the said increment will also be restored. e) Leave without pay will be deducted from total length of service only in those cases where increments have also been deferred for such period of leave on loss of pay. f) In case of employees of erstwhile New Bank of India, seniority will be determined as above read with Clause 4(a) (iii) of the Notification dated 08.12.1993 issued by the Central Government which reads as under: “The procedure for computation of years of service rendered in the transferor bank for the purpose of determining the minimum length of service for promotion from Subordinate cadre to Clerical Cadre as also from the Clerical Cadre to Officer Cadre and also for the purpose of posting in the posts carrying special allowance, will be computed in the ratio of 2:1, that is, two years of service in transferor bank as equivalent to one year of service in the transferee bank. For this purpose, total service in the respective cadre of74070 the workman employees, that is, Clerical or Sub- staff in which the official is placed at the time of transfer, will be reckoned but fractions of a month will be ignored. For example, if a workman employee has rendered two years and nine months service in the Clerical/Sub-staff Cadre, as the case may be, in the transferor bank at the time of amalgamation with transferee bank, it will be reckoned as equal to one year and four months service in the Clerical or Sub-staff Cadre, as the case may be in the transferee27/03/2020 bank.” 08:36 g) In case of employees of erstwhile Nedungadi Bank Ltd. seniority will be determined as above read with the following clause: “The procedure for computation of years of service rendered in the transferor bank for the purpose of determining the length of service for promotion from subordinate cadre to clerical cadre as also from clerical cadre to officer cadre and also for the purpose of posting in the post carrying special pay will be computed in the ratio of 2:1 that is, two years of service in transferor bank as equivalent to one year of service in the transferee bank. For this purpose, total service in the respective cadre of

CONFIDENTIAL (Strictly for internal circulation only)

the workmen employees, that is, clerical or sub staff in which the workmen is placed at the time of transfer, will be reckoned but fractions of a month will be ignored, for example, if a workman employee has rendered two years and nine months service in the clerical/sub-staff cadre, as the case may be, in the transferor bank at the time of amalgamation with transferee bank, it will reckoned as equal to one year and four months service in the clerical or sub-staff cadre, as the case may be, in the transferee bank. The above procedure of computation of the years of service in the transferor bank for the purpose of determining length of service in the transferee bank will be applicable both for the purpose of permanent promotion and permanent posting on post carrying special pay as well as on officiating/temporary arrangements for the above purpose and in other related matters.”

B) EDUCATIONAL AND OTHER QUALIFICATIONS i) Graduate : 2 Marks ii) Master Degree : 1 Mark iii) Degree in Law : 1 Mark iv) CAIIB (1stPart)/JAIIB : 2 Marks v) CAIIB (2nd Part) : 2 Marks vi) ICWA / CA 74070: 2 Marks

a) Post-Graduation in any number of subjects will carry only one mark. However, one extra mark will be allowed for business administration degree. b) In case of equality of priority marks, an employee with longer service will be considered senior.27/03/2020 08:36 c) In case of equality of priority marks and length of service, employee with higher educational qualification will rank higher in priority list. In case of equality of educational qualification, division / marks in the last Board /University examination will be the basis for determining the seniority.

C) Priority marks as per para ‘A’ and ‘B’ above will be determined as on 1st day of January every year. No benefit of priority mark will be given in the midst of the year.

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D) Priority list will be maintained area / group wise on the basis of aggregate marks obtained under Clause A & B above, as on 1st January each year. The list of the employees, highest in the priority list numbering 3 times the number of anticipated vacancies of Spl. Asstts. in each area / group will be circularized to the branches in the respective area. A time of 15 days will be made available to the employees for filing objections, if any, against their placement in the priority list. Thereafter, the objections will be considered by the Bank and corrigendum, if any, will also be circularized and the amended list, if any will be deemed as final.

4. ASSESSMENT OF SUITABILITY a) Eligible employees in clerical cadre may be called for interview to determine their suitability for posting as Spl. Asst. as per the priority list prepared in accordance with the provisions referred to above. b) The number of candidates to be called for interview will be in the ratio of 1:1.5 i.e. number of candidates will be 50 per cent more than the total vacancies of Spl. Asstts. to be filled up in the area, to account for the shortfall due to candidates being assessed unsuitable, rejection / refusal to accept posting on approval and to avoid repetition of the selection procedure. c) The Interview Committee consisting of Bank Executives constituted by the Bank will consists of the following:74070  Chief Manager/AGM of Circle Office  Local Senior Branch Manager  Either Chairman of Member of the Committee will be from SC/ST category  In absence of the same, one representative from SC/ST category preferably a Manager from local branch/office may also be associated. The candidates approved27/03/2020 after the interview, 08:36 will be ranked in the order of their position in the priority list. The Interview Committee will record the reasons for assessing a candidate as not suitable for the post of Spl. Asstt. The reasons as recorded by the Interview Committee will be communicated to the employee concerned, simultaneously with the release of posting orders to the approved employees. d) All the candidates approved for posting as Spl. Asstt. will be kept in a panel prepared in the order of their position in the priority list and postings will be made accordingly in the area / group.

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e) If the vacancies remain unfilled after offering posting to all the candidates empanelled for posting as Spl. Asstt., the candidates down in the priority list and who were not called for interview earlier may be considered. The number of candidates to be called for interview will again be in the ratio of 1:1.5, i.e. the number of candidates to be called for interview will be 50% more than the unfilled residual vacancies of Spl. Asst. to be filled up in the area. Those who had failed to attend the interview on earlier occasion for valid reasons may also be called for interview. f) If in the meanwhile, appeals as per Clause-8 herein below are received and the number of such appeals is more than the number of unfilled residual vacancies, then the interview referred to in Clause (v) above may not be held and vacancies may be adjusted as explained in para-8 herein below.

5. PROBATION An employee who has been posted as Spl. Asstt. will be on probation for a period of one year. Any person who is not found suitable to work as Spl. Asstt. will be informed of the reasons in writing and the employee will have the right to appeal and represent to the next higher authority against such a decision.

6. OFFICIATING CHANCES Temporary officiating chances as and when required by the Bank at branches and administrative departments74070 and offices will be given on the above basis, seniority according to priority marks being determined branch or department or office-wise as the case may be. Provided that for such temporary officiating chances in a branch / office /department, the condition of minimum seven years of service will not apply and the senior-most confirmed clerk will get the chance. Such officiating chances will have no bearing in the matter of permanent posting as Spl. Asstt. 27/03/2020 08:36 7. DEBARRING FROM OFFICIATING / POSTING AS SPL. ASSTT. a) In case, an employee being called fails to attend the interview, he will not be called again for the interview in the same year’s selection process but he will not be debarred for officiating. Further, in case employee attends the interview and approved for Special Asstt. and refused for same, he will be debarred for permanent posting for a period of one year. Again, in case, employee fails to give acceptance or refusal in writing within 03 days of offer, he will be deemed to have refused the offer and in such cases debar will

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commence from the expiry of three days period, referred to above. However, he will not be debarred for officiating as Special Asstt. in both cases. b) No employee can refuse to work as Special Assistant on officiating basis whenever asked to do so due to Bank’s exigencies. However, if an employee is not interested to officiate as Special Assistant, he will have to give in writing as such and he will not be considered for officiating/posting as Spl. Asstt. for one year from the date of refusal. c) In case of reversion from Spl. Asstt. to Clerk, the reverted employee will be debarred for permanent posting for a period of one year. However, he will not be debarred for officiating as Spl. Asstt.

8. APPEAL PROCEDURE Appeals against non-approval as Spl. Asstt. will be filed to and decided by Circle Head of the concerned Circle of the Bank. However, for employees posted in HO Divisions, AGM (HRD) / DGM (HRD) will act as Appellate Authority. Procedure for filing appeal will be as under:- a) An employee who has not been found suitable for posting as Spl. Asstt. may submit an appeal to the Circle Head through the Incumbent In-charge within 15 days of receipt of communication about his non-approval. The appeal will be forwarded to the Appellate Authority by the Incumbent Incharge along with the reasons given by the Interview Committee in the Interview Evaluation Sheet for adjudging the candidate74070 as not suitable for posting as Spl. Asstt. The Appellate Authority will decide the appeal within one month of filing of appeal. The appeal will be submitted in the prescribed format and particulars given therein will be verified by the Incumbent Incharge / Manager. b) If the appeal of the candidate succeeds, the vacancy of Spl. Asstt. may be filled up by offering posting to such candidate. Even if there is no vacancy, the successful appellant will be offered posting as Spl. Asstt. and this will be adjusted against the vacancy27/03/2020 in succeeding year.08:36 c) If the appeal of the candidate fails and there remain some vacancies of Spl. Asstt. which cannot be filled up upto the end of the year due to unavoidable circumstances, the said vacancies will be carried over to next year.

9. COMMON DATE FOR ALL CIRCLES a) Circles to circulate the priority list in the 1st week of January giving 15 days’ time to the employees for filing objection, if any, against their placement in priority list. Thereafter, the objection will be considered by the Bank and

CONFIDENTIAL (Strictly for internal circulation only)

corrigendum, if need be, will also be circulated along with the amended list. The amended list so circulated will be final. b) Quota of Spl. Asstts. to be allotted by HRMD, HO latest by 15th January. c) Circles to identify the vacancies of Spl. Asstts. in their Circle immediately thereafter. d) Circles to start the process immediately and conduct interviews by providing sufficient & reasonable time to the eligible candidates. e) The approved candidates will be given 03 days times to accept the offer of posting. The Interview Committee will record the reasons for assessing a candidate as not suitable for the post of Spl. Asstt. The reasons as recorded by the Interview Committee will be communicated to the employee concerned, simultaneously with the release of posting orders to the approved employees. f) On receipt of acceptance, the approved candidates to be posted in the identified branches on 1st March of every year or any date fixed by Head Office. g) In case any vacancy remains unfilled after the said date, Circles may fill up the vacancies without referring the matter to HRMD.

10. TRANSFER OF SPECIAL ASSISTANTS a) Clerks on promotion as Special74070 Assistants should normally be transferred out of station subject to the condition that there are no sanctioned vacancies at the station. In case the sanctioned vacancies of Special Assistants are available at the same station, the same may be offered first to the Presidents and General Secretaries of State Level trade Unions and thereafter to Lady Clerks followed by other Clerical employees. b) Further, where an employee is retained at the same station upon his posting as Special Assistant, he/she27/03/2020 should be invariably 08:36 transferred to other office if there are more than one offices at the same station. c) Clerks on promotion as Special Assistants should not be transferred from their place of posting as Special Assistant back to the same station for a period of two years and to any station within a period of one year unless they are promoted as Officer in the meantime.

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GROUP / AREA FOR POSTING OF CLERKS AS SPECIAL ASSISTANTS CO-ORDINATING Sl.No. CIRCLE GROUP/AREA OFFICE, IF ANY 1 Agra Agra Circle - 2 Ahmedabad Ahmedabad Circle - 3 Allahabad Allahabad Circle - 4 Alwar Alwar Circle - 5 Amritsar Amritsar Circle - 6 Arrah Arrah Circle - 7 Bangalore Bangalore Circle - 8 Bareilly Bareilly Circle - 9 Bharatpur Bharatpur Circle - 10 Bhatinda Bhatinda Circle - 11 Bhopal Bhopal Circle - 12 Bhubaneshwar Bhubaneshwar Circle - 13 Bihar Sharif 74070Bihar Sharif Circle - 14 BIlaspur Bilaspur Circle - 15 Bokaro Bokaro Circle - 16 Bulandshahr Bulandshahr Circle - 17 Burdwan Burdwan Circle - 18 Chandigarh Chandigarh Circle - 19 Chennai 27/03/2020Chennai Circle 08:36 - 20 Darbhanga Darbhanga Circle - 21 Dehradun Dehradun Circle - 22 Delhi Central Central, North and South Delhi Circles including HO Divisions except Printing 23 Delhi North CO: South Delhi & Stationery Deptt HO and Treasury 24 Delhi South Division HO 25 Dharamshala Dharamshala Circle -

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CO-ORDINATING Sl.No. CIRCLE GROUP/AREA OFFICE, IF ANY 26 Ernakulam Ernakulam Circle - 27 Faizabad Faizabad Circle - 28 Gaya Gaya Circle - 29 Gorakhpur Gorakhpur Circle - 30 Guwahati Guwahati Circle - 31 Gwalior Gwalior Circle - 32 Hamirpur Hamirpur Circle - 33 Haridwar Haridwar Circle - 34 Hissar Hissar Circle - 35 Hoshiarpur Hoshiarpur Circle - 36 Indore Indore Circle - 37 Jabalpur Jabalpur Circle - 38 Jaipur JaipurCircle - 39 Jalandhar Jalandhar Circle - 40 Jammu 74070Jammu Circle - 41 Jhansi Jhansi Circle - 42 Jodhpur Jodhpur Circle - 43 Kapurthala Kapurthala Circle - 44 Kurukshetra Kurukshetra Circle - 45 Kanpur 27/03/2020Kanpur Circle 08:36 - 46 Karnal Karnal Circle - 47 Kashipur Kashipur Circle - 48 Kolkata Kolkata Circle - 49 Kozhikode Kozhikode Circle - 50 Lucknow Lucknow Circle - 51 Ludhiana Ludhiana Circle - 52 Mandi Mandi Circle -

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CO-ORDINATING Sl.No. CIRCLE GROUP/AREA OFFICE, IF ANY 53 Meerut Meerut Circle - 54 Midnapore Midnapore Circle - 55 Moradabad Moradabad Circle - 56 Mumbai City Mumbai City Circle - Mumbai Mumbai Suburb Circle & Treasury 57 - Suburb Division HO 58 Muzaffarnagar Muzaffarnagar Circle - 59 Muzaffarpur Muzaffarpur Circle - 60 Nagpur Nagpur Circle - Noida Circle and Printing & Stationery 61 Noida - Deptt HO 62 Patiala Patiala Circle - 63 Patna Patna Circle - 64 Pune Pune Circle - 65 Raipur Raipur Circle - 66 Ranchi 74070Ranchi Circle - 67 Rohtak Rohtak Circle - 68 Sambalpur Sambalpur Circle - 69 Shimla Shimla Circle - 70 Surat Surat Circle - 71 Sriganganagar 27/03/2020Sriganganagar Circle 08:36 - 72 Telangana Telangana Circle - 73 Trichy Trichy Circle - 74 Udaipur Udaipur Circle - 75 Varanasi Varanasi Circle - 76 Vijaywada Vijaywada Circle -

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FORMAT FOR APPEAL CASES

PART (A) TO BE FILLED IN BY THE APPELLANT

1. NAME

2. AGE

3. QUALIFICATIONS Academic Professional 1. 1. 2. 2. 3. 3.

4. Joined on ______as ______

5. Present designation ______Posted at ______

6. Present duties

7. Other duties performed during the last 3 years

8. Details of officiating as Special Assistant/Officer during the last 3 years 9. Pending charge sheet / Disciplinary74070 action, if any 10. Details of punishment imposed, if any

11. Any other relevant information

12. Grounds for appeal

Date: 27/03/2020 08:36 Place: APPELLANT It is verified that the above details have been checked and found correct on the basis of records maintained at the branch. Reasons for non-approval in the present interview:

INCUMBENT INCHARGE

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PART (B) TO BE FILLED IN BY THE CIRCLE OFFICE

13. Performance during the last 03 years

Year 1. 2. 3. 14. Reasons for non-approval in the previous interviews, if any Year Reasons for non-approval 1. 2. 3.

CHIEF MANAGER 74070 15. Decision of the Appellate Authority

CIRCLE HEAD / AGM(HRD) / DGM(HRD) 27/03/2020 08:36 Date:

Place:

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DUTIES OF SPECIAL ASSISTANTS

Special Assistants will be accountable and responsible for running of the department/section under them and their duties will involve looking after and checking the work of other clerk or clerks and sub-staff and will include: 1) Passing independently, manually or online, cash, cheques, drafts, other negotiable instruments, vouchers etc. upto Rs.35000/- and clearing and transfer cheques vouchers etc. (whether credits or debits) upto and including Rs.1,50,000/- Passing of drafts upto Rs.2000/- without advice. Passing of cheques drawn by illiterate persons within their passing powers. Passing will include verification of signatures and scrutiny as to the correctness of endorsements on and other particulars of such instruments. There will be no limits for verification of signatures, passing of authenticated credit vouchers/entries and for verifying authenticated vouchers in the ledgers, books, computer print-outs etc. 2) Accept, verify and post cash/transfer/clearing cheques and other instruments, as the case may be, in appropriate books of accounts/ledgers, either manually or online and give due acknowledgements. 3) Signing vouchers, cheques, drafts, mail transfers, pay orders, advices such as nonpayment advices, inter branch fate calling advices, bill schedules, demand notices, statements certificates etc. He will also sign drafts, pay orders, TPOs and inter-branch advices, term/call 74070 deposit receipts etc. singly upto Rs.7500/- and beyond Rs.7500/- as second signatory jointly with an officer signing as first signatory. 4) Checking all vouchers, advices, statements, cheques draft etc., bills and books of accounts including current savings and other ledgers, cash, postal and revenue stamps, franking machine balances, exchange, discount, brokerage calculations and initialing by way of authenticating them for accuracy/correctness. 5) Checking, manually or online,27/03/2020 current, savings and 08:36 other accounts. 6) Checking the coding and decoding of telegrams (excluding check symbols or ciphers) including custody of bank’s code book. ‘Checking’ would mean verifying that the material checked is in order in all the respects and include initialing the same for authentication. 7) Discharging, endorsing cheques, bills etc. 8) To verify, examine and recommend payment of TA bills of the staff. 9) a) To check progressive balance book. b) To check bills in hand physically, books of accounts, advices etc.

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c) Checking of all miscellaneous statements and returns and signing them as second signatory. d) Periodical checking of the books, registers, files and records. e) To assist the Manager in handling loan and advances work at the office i.e. preparation of loan proposals, documents, checking of stock report, calculation of DP, preparation of financial report in reply to some queries by other institution and such other work relating to loans. It is clarified that Special Assistants posted in Semi-urban and rural branches may be required to recommend credit proposals on merits for consideration of Incumbent Incharge of the office concerned. f) To keep custody of loan documents and securities jointly with the Manager/Sub Manager or Assistant Manager. g) Custody of stamps and stamped agreements. h) To act as an Asstt. Custodian of Safe Deposit Vault. i) To work as an assistant to the Inspector. 10) a) To check compliance of standing instructions by the customer and custody of Standing Instructions Register. b) To check maintenance of Stop Payment Register and allied work and custody of Stop Payment Register. c) To check current, SF and other ledgers and to issue cheque books to the customer and custody of the specimen signature binders and account operating forms. 74070 d) Custody of inoperative ledgers along with their A.O.F. and specimen signatures (except in A & B class offices) and security forms jointly with an officer. 11) Custody of all inward parcels jointly with another officer. 12) Perform, when required in a computerized set up, system control functions, either jointly with an officer or independently, upon specific authorization in this regard. 13) Briefly explain, the features of27/03/2020 Bank’s various products 08:36 and services to customers, to reply their queries and to refer interested customers to appropriate personnel. 14) To undertake higher responsibilities as and when called upon to do so under administrative exigencies in case of posting in rural branches as second man provided he is not debarred from officiating/promotion as officer.

For the purpose of efficient and effective functioning of the section or department the special assistant will ensure that all acts, things and steps necessary therefore are

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taken by himself or by the clerks placed under him and will ensure that, wherever necessary: a) Reminders are sent on time and followed up. b) Pass sheets/books are filled up and issued promptly. c) Deposits are renewed on due dates or reminders sent to the parties. d) Standing instructions are complied with. e) Bills are accepted and due dates diarised/advised and followed up. f) Interest, commissions and service charges are collected. g) Proceeds of bills are received or remitted promptly. h) Confirmation of balance of accounts of the customers and its follow up. i) All securities relating to the department/section of which the special assistant is In charge are secured and/or kept in proper custody and properly handed to the authorized person at the close of the day. j) Balances promptly taken, tallied and reported and followed up and also returns submitted. k) Advices and/or duplicate advices/summaries are issued/responded promptly, whenever called for. l) Checking the proper recording of entries and all relevant particulars in regard to accounts opened under due authorization.74070

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TRANSFER GUIDELINES OF WORKMEN STAFF

1. STAY AT ONE OFFICE a) Member of the subordinate staff may not be moved out of their station after completion of 5 years service at a branch and they may be shifted to another local branch if a suitable vacancy is available. b) In cases where employees have completed 5 years of stay at one office at the same station where there are more than one branch, they may be replaced by those who may not have completed 5 years of stay at a particular branch in the same station. c) Those employees i.e. clerical as well as subordinate staff who are holding the post carrying Spl. Allowance which are filled up on the basis of town-wise seniority in terms of the Settlement with the Employees’ Federation (AIPNBEF) or as per the rules of the Bank as and when they are due for transfer as per guidelines, may not be moved out of station and they may be replaced by the employees drawing the Spl. Allowance of like nature in other local branches, if any, even if the tenure of the replacing employees at the other local branch is less than that indicated in the guidelines. d) While transferring employees with composite designation, it should be ensured that variation in the composite designation of the employees transferred does not result in dislocation/disturbance of the work74070 at an office. e) In cases relating to transfer of Presidents/Vice Presidents and Secretaries of registered Bank Employees’ Unions, provision of para 535 of Sastry Award should be complied with. These provisions are applicable to Regional/Zonal Office bearers of the registered employees’ Unions only. f) In bigger cities, if a large number of employees are marked for transfer, transfers should be effected in a phased manner and normally persons with longer service should be transferred first. Further, the transfers should be effected in such a manner that work is not dislocated at any office. While27/03/2020 effecting transfer 08:36 of employees, it should be ensured that due care is taken for specialized seats in the offices, e.g. Loans, Foreign Exchange etc. so that work on those seats is not dislocated. g) It should also be ensured that workmen staff posted in the Offices at some stations which are under the control of Head Office, i.e. ZAOs, RSCs, ZTCs etc. should also be considered for rotational transfer along with transfers of other staff posted at the same stations. h) Needless to add, no temporary postings/deputations are permitted without prior permission of Head Office.

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2. TRANSFER ON REPRESENTATION a) The workmen employees have to apply for seeking transfer in the prescribed format to the Circle Office through proper channel. Circle Office has to enter the request transfer application received from the employee in HRMS. b) No workmen will be eligible to seek transfer unless he has completed 02 years of service in the Bank at the place of appointment. c) No workman who has once been transferred on request will be eligible to seek another transfer for a period of 03 years from the date of his transfer. d) No workmen who has already sought two transfers as stated (b) & (c) above will be eligible to seek another transfer for a period of 05 years from the date of joining on 2nd request transfer. e) Notwithstanding anything contained in the foregoing paragraphs, the Bank will have the right to refuse transfer. This is also without prejudice to the Bank’s right to effect transfer irrespective of the period of stay of workmen in any office at any time.

3. TRANSFER ON PROMOTION/POSTING a) Clerks on posting as Special Assistants will invariably be transferred out of station, except in metropolitan cities i.e Delhi, Mumbai, Kolkata & Chennai provided there are sanctioned vacancies of Spl Assistants, at the same station. b) Lady clerks on promotion as Special Assistants may not be moved out of station, provided there are sanctioned vacancies74070 at the same station. c) Exceptions can be made in the case of Presidents and Secretaries of State Level Trade Unions provided there are vacancies of Spl. Assistants at the same station. Such cases should be referred to Human Resource Management Division. d) Special Assistants/Clerks on promotion as Officers on the basis of seniority-cum- absence of demerit and interview should be transferred to a station other than the one at which they were working as Special Assistants/Clerks. Relaxation can, however, be made in cases where such employees27/03/2020 have not completed 08:36 2 years stay at the existing station. e) Lady Special Assistants on promotion as Accountants through seniority-cum- absence of demerit and interview, may not, however, be transferred to out station offices provided there is a vacancy of Officer at the same office/station. f) Where employees are retained at the same station on promotion under the above guidelines, they should be transferred to another office if there are more than one offices at the same station.

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4. TRANSFER OF PHYSICALLY HANDICAPPED EMPLOYEES In terms of the Government guidelines, subject to administrative exigencies, a physically handicapped employee in the Bank, in all cadres, whose relevant disability is to the extent of minimum 40% and who has been given Disability certificate by the Chief Medical Officer, should normally be exempted from routine periodic outstation transfers. He should not normally be transferred even on promotion if a vacancy exists in the same Branch / Office / Town / City. When the transfer of a physically handicapped employee becomes inevitable on promotion to a place other than his original place of appointment due to non-availability of vacancy, it should be ensured that such employee is kept close to his original place of posting and in no case is transferred to far off / remote places. This concession would not be available to such of the handicapped employees who are transferred on grounds of disciplinary action or are involved in fraudulent transactions.

5. TRANSFER OF EMPLOYEES WHO HAVE CHILDREN WITH SPECIAL NEEDS After consulting the IBA, Govt. of India, Ministry of Finance, Banking Division have issued the following guidelines in respect of transfer of employees who have children with special needs at the place of their choice as the facilities for medical and education of such children are not available at all stations and such children require special care and support of their parents and advised as under:- a) As far as possible, banks may consider on merit of each case, posting of the parent at a place which will facilitate74070 special medical care, education and rehabilitation of his/her child; b) Such posting may not be claimed as a matter of right. Banks may decide each case after being satisfied from an examination of medical records/reports from competent medical authority that the child would need special medical and educational support beyond the scope of normal/ordinary medical and educational systems. No special consideration would be necessary if the mental handicap/ disability is mild and the normal educational system will27/03/2020 settle with extra coaching. 08:36 c) The posting of the employee parent to a place having facilities for treatment and training of children with special needs/spastics children would be subject to availability of vacancy/post at the place of choice, corresponding to his/her grade and specialisation. The rules regarding rural/semi urban service, however, would be relaxed in such cases. d) If the posting/transfer is necessitated on account of promotion/ re-categorisation of post, effort may be made to post the officer to a place closest to the centre where appropriate medical and educational facility would be available to the child. The above

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guidelines may be kept in view while affecting the transfer of workmen employees who have children with special needs.

6. JOINING TIME Apart from above provisions, in respect of Joining Time available to workmen employees on transfer from one place to another, he/she may be asked to avail the same before joining her place of posting. In case the employee is not able to avail the same, he/she may avail the joining time within 06 months from the date of reporting in the transferee Circle/ Branch. a) Joining Time, which will be allowed to an employee will not exceed 06 (six) days, exclusive of the number of days spent in travelling. b) In calculating joining time admissible to an employee, the day on which he is relieved from his old post will be excluded but public holiday/s following the date of his relieving will be included in his joining time. c) Joining time will not be admissible when an employee is transferred to a place within the urban agglomeration. d) Joining time is to be availed on 1 occasion only and not in 2 or more installments. e) Joining time is not to be combined with any kind of leave. 74070 7. POLICY ON CONSIDERATION OF TRANSFER REQUEST OF EMPLOYEES ON COMPASSIONATE GROUNDS A) MARRIAGE GROUNDS REASONS RELATIONSHIP OTHER REQUIREMENTS COVERED Marriage of female Self Transfer of female staff to a place of choice at staff (where 27/03/2020the time of her08:36 marriage may be considered husband is even before completion of stipulated period working outside subject to availability of vacancy. This the Bank) relaxation will be available only once in entire service.

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B) DIAGNOSIS OF SERIOUS/TERMINAL ILLNESS RELATIONSHIP COVERED OTHER REQUIREMENTS Self, spouse, dependent children i) Types of diseases to be considered for transfer on medical grounds: - Cancer - Paralytic stroke - Renal failure - Coronary artery disease - Thalassaemia - Parkinson’s disease - Epilepsy ii) The supporting documents should be of Government hospital. iii) In case of transfer on promotion, the date of diagnosis of disease should be after the date of posting to the transferred place. iv) In case of physically handicapped employees / employees having children with special needs are placed at Sr 4 & 74070 5 above.

C) DEATH RELATIONSHIP COVERED OTHER REQUIREMENTS Spouse or dependent children Change in circumstances due to death of spouse of child of the employee. However, 27/03/2020if the movement 08:36 was on account of promotion, the cause of action should be after the date of transfer.

D) RETIREMENT RELATIONSHIP COVERED OTHER REQUIREMENTS Self If the employee is retiring within one year (i.e. up to 30th June of the next financial year), then his case may be covered. If the

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movement was on account of promotion, minimum 03 years tenure should have been completed at the place of posting before considering his case under this category.

E) MARRIED COUPLES BOTH IN PNB Endeavour would be to post them at the same station (which may not necessarily be a station of their choice) by the bank, depending on bank’s requirement/ vacancies.

F) COMPETENT AUTHORITY i) The Competent Authority to consider requests of employees under the above categories will be Zonal Manager for inter-Circle transfers within the same ZO jurisdiction. However, requests of all employees seeking transfer to inter-ZO jurisdiction areas, will be referred to Head Office. ii) The Competent Authority to consider the requests made by employees outside the ZO span under the above category at Head Office will be General Manager (HRMD) /Chief General Manager (HRMD) who will decide on each case keeping in view the facts placed before it by HO: HRMD. 74070 iii) These are broad guidelines and the employees’ representations for consideration of request for transfer on compassionate grounds, not falling under any of the above situations, can be considered by GM (HRMD) / CGM (HRMD), keeping in view the facts and circumstances of any individual case(s) which may require compassion.

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FORMAT FOR REQUEST TRANSFER

Dated ______The ______, ______

REG: REQUEST FOR TRANSFER 01. Name : 02. PF No. : 03. Designation : 04. Date of Posting in the present Scale : 05. Date of Joining the Bank : 06. Date of Confirmation : 07. Educational Qualifications : 08. Details of transfers so far effected at the request of the Employee : Date of effect of Sl.No. Transferred transfer From To

09. a) Circle for which transfer is requested : b) Place of preference, if any 74070: 10. Reasons for seeking transfer : 11. Whether willing to be re-designated : as per Bank’s requirement and to forego Spl. Allowance, if any

I am willing for my posting at a point of need in the Circle, as stated under 9(a). In case of any vacancy exists at any of the places as mentioned under 8(b), you are requested to consider my transfer in the order of preference given above. 27/03/2020 08:36

Employee’s Signature______

Recommendations of Branch Manager

BRANCH MANAGER HRMS Diary No. Recommendations of Circle Head CIRCLE HEAD

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RECRUITMENT OF CLERICAL STAFF

The recruitment of Clerical staff is being done by the Bank through Common Recruitment Process (CRP) conducted by IBPS based on the vacancies assessed in the Manpower Plan for the particular year and the same would continue to be operational in the amalgamated entity.

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DISCIPLINARY ACTION AGAINST WORKMEN STAFF AND PROCEDURE

THEREOF

1. The Bipartite Settlement signed at Industry level on 10.04.2002 lays down the procedure for holding Disciplinary Action against Workmen Staff which inter alia authorizes the Chief Executive Officer of the Bank to decide the officer who will be empowered to take disciplinary action in respect of each office/establishment, and also decide which officer or body higher in status than the officer authorized to take disciplinary action will act as the Appellate Authority.

2. In terms of Para-14 of the Bipartite Settlement dated 10.4.2002, it has been decided as under:

i) The respective Disciplinary Authorities are empowered to issue charge sheets on the defaulting workmen. The Incumbent Incharge of each office is also empowered to suspend them, if considered necessary, after obtaining prior approval from Disciplinary Authority designated under Para (ii) below. In exceptional cases where the employee is involved in a fraud of serious nature or commits74070 an act of riotous behaviour on the premises of the Bank and it is considered expedient to suspend the employee immediately and prior permission cannot be obtained, he may be suspended by the Incumbent Incharge and subsequent approval of the Disciplinary Authority may be obtained immediately by advising the circumstances necessitating immediate action. However, in respect of the employees of the Circle Offices, Zonal Offices and Divisions/Departments at Head Office, respective Managers are authorized to serve charge sheet and also to suspend, if27/03/2020 necessary. 08:36

ii) The following Officers have been empowered to hold enquiries, to take disciplinary action and to pass the original orders and to hear and dispose of the appeals in respect of the offices as mentioned below:-

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SCHEDULE FOR DISCIPLINARY AUTHORITY/ APPELLATE AUTHORITY

Sr AWARD STAFF POSTED OFFICERS EMPOWERED TO ENQUIRY AUTHORITY AT APPOINT ENQUIRY OFFICER, OFFICER EMPOWERED TO TAKE DISCIPLINARY ACTION HEAR AND DISPOSE AND PASS ORIGINAL ORDER OF THE APPEAL 1 All branches in the Circle Circle Head (AGM or DGM) Any Officer Zonal Manager (General including Circle Office & of the Circle Manager/Chief General other administrative Manager) Offices, such as RSC, ZTC, ZSC, ZAO etc. 2. Zonal Offices and offices Dy. General Manager at Zonal Any Officer Zonal Manager (General under their direct control Office looking after HR affairs of the Zone Manager/Chief General (except the offices referred Manager) at S.No 1) 3. All Department / Divisions Dy. General Manager, HRMD, HO Any Officer General Manager/Chief of Head Office including working in any General Manager, Central Staff College of the HO HRMD, HO (CSC) Division 4. Offices other than Dy. General Manager, HRMD, HO Any Officer General Manager/Chief specified above working in any General Manager, office HRMD, HO

iii) The DGM of HRMD at Head Office has been empowered to authorize any officer besides specified above to hold enquiry against the workmen staff in terms of the provisions of Bipartite Settlement irrespective of the Office/Circle/ Zone/Division.74070

iv) In respect of the orders already passed by the then Disciplinary Authority against which the appeals are pending, the Appellate Authority in respect of such appeals will be the Zonal Manager/General Manager - HRMD, HO, New Delhi as the case may be. 27/03/2020 08:36 v) It is clarified that the designations specified above would include both the permanent Incumbent Incharge as well as the one who is officiating in such capacity.

vi) It is further clarified that in administrative exigencies any officer of higher rank than one mentioned herein can exercise the powers vested with the officer in the lower rank.

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vii) Further. in cases, where the officials to act as the Disciplinary Authority and the Appellate Authority are in the same rank, the Appellate Authority will vest with the General Manager (HRMD) at HO. viii) It is to be noted that in respect of pending disciplinary cases in OBC & UBI, the Disciplinary Authority will be as per the above schedule in the amalgamated entity.

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FIXATION OF INTER-SE SENIORITY IN THE SUBORDINATE CADRE IN THE

CASE OF EQUALITY IN THE LENGTH OF SERVICE

1. Appointment in the Subordinate Cadre is channelized through various mediums/channels including the medium of Employment Exchange and there are instances where the employees report for duty on the same day.

2. The matter as regards method of reckoning seniority among such employees has been decided in terms of understanding arrived with AIPNBEF, which is as under: i) If employees had worked on a temporary basis, prior to regular appointment, the one who has worked for a longer period on temporary basis will be considered senior. ii) If employees have acquired higher qualification i.e. matriculation and above, one who has acquired the said qualification earlier will be treated as senior. If both the employees have passed matriculation examination in the same year, one who has scored higher marks in the matriculation examination will be treated as senior. iii) If marks card of both the employees relating to middle pass/8th pass are available, one who has scored74070 higher will be considered senior. iv) If, in the category of cases referred to above, marks secured are not available, one who is elder in age will be considered senior to the other. v) The above will apply both for permanent posting and officiating in the post carrying special allowance and also officiating in the clerical cadre subject to other terms and conditions agreed to under the relative settlements. 27/03/2020 08:36 *******