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Various unions and associations are in process
of framing new wage structure and new rates of allowances. I would
like to submit some suggestions for consideration and necessary amendments
in the existing policies.
- Stagnation of increment should be eliminated
from all scales especially when banks are unable to promote in want of
adequate vacancy.
- Banks and unions should ensure time bound
promotions based on seniority and those who do not perform (Non
performance should be well defined) should be reverted to previous scale
or penalized by stopping of increment. Without giving an opportunity to an
officer to work at higher post how can management imagine that he will
prove to be disaster? Arbitrary promotion and whimsical transfer should
not have place in banks to avoid frustration among good workers.
- If an officer promoted by the management is
subsequently found to be inefficient, corrupt and charge sheeted and found
to be culprit in any way, the executive or the Branch Manger or the
regional head whoever was instrumental behind elevation of that bad
officer or who wrote good appraisal for even bad officer should be asked
to explain and punished if needed so that caste based or religion based or
region based or gift based or flattery based biased attitude do not come
in picture.
- Union should suggest Steps to Management to
ensure that there is no case of whimsical transfer and whimsical
promotions. For this purpose Interview should be eliminated from all
internal promotion processes. Writing of appraisal must be well defined by
the bank so that different appraisers do not give marking as per their
whims. Work done by the officer may be well quantified with clear-cut
illustration so that in case of need appraiser can justify his assessment
of officers.
- PL should be allowed to accumulate without
any limit and it should be made encashable as and when required. This is
the need of the hour when all branches are short of manpower and hence
sanctioning of leave has become almost unimaginable.
- Officers are working under so much stress and
pressure of target that even officers are afraid of taking leave. Even in
two manned branches, banks are not able to provide substitute in case
anyone goes on leave. There are several instances when one officer has to
hold password of his colleague for smooth customer service. In such
position, an officer cannot visualize demanding sanction of leave and
sanctioning authority is constrained to decline leave on phone. As such
demand of leave accumulation (including sick leave) and encashment of
leave without any limit is very much justified.
- Transfer allowance should be reintroduced and
wherever banks are unable to provide staying arrangement banks would pay
at least hotel expenses for minimum 15 days. In case of transfer before
one year management should keep in record the reason behind such whimsical
decision. There are instances that officers are transferred twice or
thrice or even four times in a year. In such cases if management fail to
give hotel living expenses, officer concerned will spoil him valuable time
and energy in searching accommodation and this will not only affect
adversely the family of the officer but also the interest of the bank.
- LFC encashment should be at least double the
amount of AC fare. When an employee avails LFC, management should consider
paying out of pocket expenses per member of family or a lump sum amount to
enjoy LFC as prevalent in some of the Central government offices like NTPC.
- If any loan account become Non Performing
asset Branch head is held responsible, similarly regional head should be
held responsible if any officer becomes non-performer.
- CBI should verify assets and Liability of top
20 executives and in any case of disproportionate assets there should be
provision for immediate demotion and stern penalty.
- To ensure qualitative financing bank should
avoid putting pressure on officers for achievement of targets. Rather
those officers who extend quality credit more than their expected level
should be awarded suitably.
- Performance linked variable pay as proposed
by management and Finance Minister Mr. Pranab Mukherjee should be well
defined to avoid whimsical and biased use of this provision.
- Banks management should not be allowed to
directly recruit Marketing officer or Customer relation Executives or any
other officer by paying higher package and deprive the same package to
those officers who are doing better for last two three decades.
- In the name of outsourcing of work there is
genuine apprehension of creping of corrupt practices in the banking
industry. This fear will be substantiated when corrupt practices
prevailing in the tender system for awarding contract for various
renovation works or for furnishing of branches is investigated thoroughly
by a honest team of officer of either different bank or even different
department.
Danendra Jain
Agartala
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