Officer as Usual File Writ in Chennai Court Against Injustice

Message from Chidambaram Annamalai  ( Collected from Facebook 13.06.12)

SUB: WRIT PETITION FILED BY AIUBOSA (AIBOA)

In continuation to our circular No.GS:151 dated 18.05.2012 on the subject, we wish to inform you that the writ petition came up for hearing today at the Madras High Court before the Hon’ble Judge. The Bank’s counsel also represented.

After hearing, the Learned Judge was pleased to adjourn the matter by one week on
the request of the Bank’s Counsel and directed the Bank to maintain status quo and
not to proceed with the selection process in the mean while.

The three serious anomalies are:
1. Applying APAR retrospectively and making 75% in each of the eligible years.
2. Not allowing RDO’s to participate in the General Channel.
3. Not giving Relaxation for Specialised Officers.

Comrades, by reading the order of the honourable Judge one can very easily understand the gravity of the situation and the legality on the matter. We do not want to explain further as the subject matter is in the court.

In the mean time we are given to understand that in some of the states, the leaders of the so called majority association are threatening the officers saying that they will give 50% marks in their APAR in the coming years and will damage their career also if they switch over to AIBOA. The democratic right of an individual cannot be snatched away by any such leaders.

We condemn such autocratic and brutal behaviour of such leaders and AIUBOSA will deal such situations very firmly.

We request all our Office Bearers / CC members of AIUBOSA and State Units to circulate this circular among all officers in your Region / State especially among RDOs, Specialized officers and aggrieved officers of APAR.

With revolutionary greetings,

Yours Comradely,

(D.S. GANESAN)
General Secretary

Appeal was sent to many important persons of the government from various corners of the country highlighting the reign of injustice going on in public sector banks in the matters of transfers and promotions. But none could get time to look into the fraudulent game going on , none of them tried to stop corrupt officers acting as per their whims and fancies spoiling the career of many officers .


Lastly one among thousands of aggrieved officers dares filing a case in court and decides to wait till he or she dies for justice.Normally court cases are decided in two or three decades and that too depends on whims of judges, advocates and big bosses.




Officers, especially top bankers who advocate merit and talk of fast track promotion to give chance to juniors are now building pressure on Ministry of Finance to reduce eligibility marks from 75% to 60%. 


It is bitter truth that merit of an officer cannot be judged by marks given to him by his assessor. Same officer gets 60 marks in Annual appraisal report from one boss and 95 from another boss; same officer gets 70 marks in one region and 98 marks IN OTHER REGION. 


Awarding of marks mostly depends on perception and conception of the assessing officer. If any biased, corrupt and selfish boss awards only 70 marks to a good officer, the career of the good officers is totally spoilt and there is no doubt that once beaten will always be beaten and consequently it is possible that the officer who worked under him becomes his boss.


If the assessing officer is prejudiced, or believer in WWW (wine, wealth and woman) he or she can spoil the future of any officer by giving very poor marks and there is no way to protest such unethical and evil acts.


In some states there is a tradition of awarding above 90 marks to all officers in annual appraisal report (AAR) whereas in some other state there is a practice of awarding in the range of 70 to 80. 


People will believe me or not God knows, but it is also a undeniable truth that at the time of promotion process Regional Head used to submit purely a false, concocted, fabricated, and fraudulent chart of marks to Central authorities as also to members of interview panels appointed for promotion process for officers who used to be candidate for promotion and this chart of marks were entirely different from the actual AAR. 


Such false game may be proved only by a through CBI investigation into the record of past two or three decades.


There is therefore no merit in denying opportunity to any officer based on marks. 


I can rather mention here that no officer should have got marks below 70 or 75, and if someone has been given marks from 60 to 70 , it means assessor does not have mind to properly assess the juniors or  the junior is not at all fit for bank job and he must have been recruited through illegal means, say by payment of bribe to recruiters. 


In such cases , performance assessing authority, reviewing authority and the officer who is being assessed and given marks below 70 must be removed from bank or given VRS. 


Normally a student obtaining 60 marks in education life used to be treated as intelligent. But in banks there is a practice of awarding 90 and above to almost all officers and hence the role of interview in final selection becomes more dominant and effective.


Similar is the position of officers who appear before Interview Panel , a part of promotion process. 


Union leaders and top ranked officers use to work in nexus with each other. They use to work  together as two partners of private firm to reject good officers and select bad officers in Promotion processes by resorting the tools of Interview .  It is interview where members of Interview panel could award Zero  to 25 marks or maximum marks without looking into any reality of staff appearing for promotion. 


If union leader or any VIP either from inside or from outside the bank recommended top bosses for promotion of any officer he could get 25 i.e. maximum marks marks in Interview and on the contrary any officer was to be rejected, the number given in Interview used to be below 5. 


No one can prove in court or can question the biased decision taken by interview members and can challenge the marks given in Interview by Interview panel.






Normally, easiest questions or  questions are not asked to an officer who is to be promoted and when officer has support of some prominent union leaders or some top bank officials. On the other hand if a meritorious officer (who is not flatterer) has to be rejected in promotion process, members of Interview panel will be unanimous in asking toughest and irrelevant questions. 


After all what is the record of Interview?




After all there is nothing to be judged about an officer in Interview appearing for promotion because he has already worked in the bank for five to 35 years. Ability and capability of an officer cannot be judged in 2 to 3 minutes of interview when the management could not judge him performance of several years.




In such position any unbiased person or lover of justice will be of  opinion that promotion of an officer from one scale to another scale should not be dependent on marks of APR or AAR and there should not by any group discussion or interview system.


After all, in interview, members of the panel pick officers as per his whims and fancies, there is no value of experience, no value of marks in appraisal and nothing is important as is important the recommendation of regional head or some key officers. In such position it is foolish to spend crores of rupees on conducting interview and paying Travelling bill to candidate appearing in promotion processes.


Let the top officers decide at their own level and select officers for promotion on the basis of seniority and if they feel that any officer is incompetent or is not interested to accept promotion on the ground of sickness, they should make a record of it. If officer continue to be non performer for say five years he may be forced to or offered retirement. Why after all bank will bear the burden of non performers.




It is arbitrary decision in promotion processes that officers have lost in the promotion processes and therefore many good officers have decided not to attend / participate in such processes. It is only bank which is suffering loss due to non participation of meritorious and talented guys. 


Most of good officers who values his dignity and respect much more than pay and allowances banks pay to them preferred voluntary retirement only because of Worst HRD policies and corrupt execution of these policies. 


There is no system of immediate justice to those who are willfully and with malicious intention rejected by interview panel. No appeal and no relief by courts even in two decades.


It is worthwhile to mention here that if a person joined as officer in seventies or eighties, he got first opportunity for promotion after 10 to 12 years and further for second promotion after 8 to 10 years . It means a good officer could become scale III in a span of 20 to 25 years. Now management directly appoints officer in scale III and makes him in scale IV in 3 to 5 years neglecting the old batch who devoted served the bank for two to three decades. 


Similar situation occurs when officers are directly recruited in scale II or III or IV and V and so on. I have seen many examples of officers who has experience of two to three decades are rejected but the person whose age is not even equal to or less than the service age of former is selected by Interview panel.


In seventies and eighties officers joining in banks used to be treated as equal or super to IAS and IPS officers and now after three decades officers joining in banks is treated as worse than a clerk or a peon in central government. 


Role of WWW has become more dominant than the knowledge and skill to work. I would rather say that future of banks under public sector has been spoilt by dirty officers whose intention is malicious and who served the bank only for his personal interest. 


Another startling truth is that a person joining in banks as officer do not continue in the job more than 5 years. Attrition rate in banks is more than any other sector.


Sickness in banks is growing, volume of NPA is increasing and attrition rate in banks is increasing year after due to


a.        Misuse of power in lending, contractual work, recruitment, promotion, transfer etc.


b.        Abuse of best HRD policies to serve self interest


c.        Ineffective judiciary due to which injustice is allowed to perpetuate


d.      Senior intelligent and hard workers are constrained to work under junior, less talented and non-serious workers only because flattery and bribery played key role at all level in all activities.


Bank management should stop making lame excuses that seniors are not available or senior are not interested for promotion or junior are more talented. It is the vested interest of top few officials that they pick officers in higher scale from market and deprive the promotion chances of decades old officers available in their bank. 


It is ridiculous to listen that adequate number of good officers are not available in any bank or in any industry for promotion. It is totally mismanagement that such a situation has arisen even if it is assumed that such situation exists. 


Bitter truth is that all policies are framed in good way but executed in bad way. 


It is only the whims of members of interview panel which matters much because by giving 25 out of 25 these members can pull an inefficient person from bottom to top. If an officer has to be rejected , interview panel will give only 2 or 3 marks in interview which will nullify the effect of higher marks he or she got in annual appraisals.


It is absolutely unconstitutional to recruit directly from market an officer in higher scale when adequate numbers of experienced officers are present in the bank and who are waiting for promotion for decades as per old policies. 


Every year management of banks change the policy to suit their mind and to deny someone and award some other. 


Banks can prosper in the hands of well experienced officers and not young MBA or highly qualified officers who do not have adequate exposure in bank. An experienced officer is always better in banking industry than a fresher MBA.


Volume of NPA is increasing in banks because young team of officers sitting at top and higher  posts whereas  senior and talented team of officers are subordinate to them . Offices who are boss know less than those who are working under them because of flattery culture in promotion process as also in transfer decisions. 


Where no alternative ways is visible to ensure absolute justice it is better desirable to have totally seniority based promotion which will at least minimize misuse or abuse of HRD policies by whimsical top officials.


If  banks adopt once again the old method of screening of officers  at CO level and promote an officer based on seniority until there is serious charge against the senior officer, there will be at least no promotion based on caste, community, region , religion or on whims and fancies of members of promotion committees or Interview panel.

Strike Threat BY Bank Unions

The United Forum of Bank Unions (UFBU) had decided to observe strike in all banks on August 22 and 23. 

May I ask why?  

Is it for wage hike?   No

Is it for safeguarding bank’s interest?    No

Is it for improvement of legal system to accelerate recovery of overdues from defaulters and for reduction of Non Performing Assets?  No

Is it for ensuring timely and seniority based promotion to employees without any discrimination and for stopping of recruitment, transfer and promotions taking place in public sector banks based on flattery and bribery to powerful bank officials and powerful leaders of bank unions?  No

Is it for refund of illegal money recovered from officers who exercised second option of pension given by government to PF optees during last Bipartite Settlement after two decade long so called agitation?  NO

Is it for expeditious disposals of writs and cases filed by aggrieved group of officers, individuals and also some militants unions in various High Courts and Supreme Court against injustice occurred in 9^th Bipartite Settlement, injustice occurred in promotion processes during last two or three decades, unjustified dismissal of staff, arbitrary rejection of non-flatterers and non-bribe-gives in promotion processes, whimsical transfers of officers from one corner to other undertaken by corrupt bank management, illegal withholding of terminal benefits of retired staff or is it for avoidable issue of chargesheet to retiring employees just before their retirement  and so on ?   No

Is it for enhancement of pension amount? No

Is it for increase of amenities, for increase in perks, for reduction of Income tax,for respectful working of staff, for improvement in service conditions?  No

Is it to reduce the work load on existing staff due to large scale branch expansion undertaken by banks to increase in business without adding new manpower?  No

Is it to reduce the stress and strain of bank staff who are forced to work for 12 hours a day?  No

Is it to help officers who have been transferred form one corner to other in the country where there is no arrangement for quarter for new comers and neither the hotel facility is available to such officers which was earlier available to transfree for 15 days?  NO

Is it for stopping reckless expansion of branches in remote villages where profitability is nil? No

Is it for stopping closure of loss making branches and stopping of further opening of branches in loss prone areas? No

Is it for CBI investigation into assets of top ranked bank officers , EDs and CMDs who have by unfair means accumulated disproportionate wealth? No 

Is it for stopping of direct recruitment officers  in scale II , scale III and scale IV onwards to please the wards of some powerful VIPs? No

Is it to stop  union leaders and top ranked officers who frequently interfere in function of HR departments and who are exerting undue pressure to give favour to officers of their choice, their caste , their community, their region, their religion etc?  No

Is it for stopping campus recruitment taking place to recruit the sons and daughters  of top bosses from a particular college ? No

Is it against mergers and consolidation of banks or against proposal for issuance of new licenses to big corporate house or against large scale expansion undertaken by banks without increase in manpower? No 

Any other valid reason ?  No

UFBU has called strike  primarily against unilateral directions on human resource issues. Hitherto union leaders where working in nexus with each other. They were working together to reject good officers and select bad officers in Promotion processes by resorting the tools of Interview where members of Interview panel could award 0 to 25 marks without looking into any reality of staff appearing for promotion. If union leader recommended top bosses for promotion of any bad and corrupt , that very officer he could get 25 marks in Interview and on the contrary any best performing officer could be rejected, the number given in Interview used to be below 5. After all what is the record of Interview? What is the necessity of Interview when the services of an officer is tested and attested in tow or three decades of time.

Normally no questions are asked when an officer is to be promoted and when officer has support of some prominent union leaders or some top bank officials. On the other hand if a meritorious officer (who is not flatterer) has to be rejected in promotion process, members of Interview panel will be unanimous in asking toughest and irrelevant questions. 

After all there is nothing to be judged about an officer in Interview appearing for promotion because he has already worked in the bank for five to 35 years. Ability and capability of an officer cannot be judged in 2 to 3 minutes of interview when the management could not judge him performance of several years.

During last six months or so , Ministry of Finance have issued some guidelines to bring about certain improvement in quality of bank officers, to give value to actual performers, to minimize misuse of powers by top officials, to stop whimsical transfers ,to make promotion policy more transparent and effective  and for strengthening recovery process to bring down NPA and for improving  profitability. 

It is a matte of pleasure that Element of transparency and value to good performers have been given some importance through guidelines issued during last six months from Ministry of Finance.Though it is a drop of Amrit in the ocean of Poison.

Though guidelines on Human resource issues dictated by MOF are not absolutely perfect, ideal and justified, MOF has at least thought and awakened from deep slumber for bringing about reformation in bank HRD policies which were hitherto totally whimsical and arbitrary and giving large scope for manipulation and fraud with good performers .

It is pity that the union leaders who were supposed to protect the interest of working class started exploiting working class by using the powers of top bank officials . I salute to officials of MOF that they have started playing the role which union leaders were to play.

Unfortunately union leaders during the course of time became puppet in the hands of top corrupt officials and started selling transfers and promotions .Now their self interest has been adversely affected to some extent by new dictate of MOF on HR issues. This is why they have been provoked by top ranked officials to resort to strike and protest the government intervention on HR issues. 

I am unable to understand why union leaders are so much perturbed when MOF is trying to make polices transparent and justifiable.I am unable to visualize how mountain has fallen on so called union leaders by  issuance of a few guideline by MOF on HR issues who are after all owner of Public sector banks.

I would like to request so called protectors and so called union leaders  to specify issues which are against the common interest of bank employees and which have forced them to call for Protest Day or for Strike. 

MOF has dictated that all transfers and promotions should be completed by the end of June so that family of officer is not disturbed and education of children of staff is not adversely affected. MOF has said that whimsical transfer of officer from one corner to other after June should be approved by Board of Directors so that any officer is not whimsically transferred to remote places by corrupt bosses on the plea of exigencies of work. 

If bank feel that any officer is really of huge importance the transfer decision may be approved by Board. Hitherto union leaders used to recommend transfer of an officer from one corner to other only because officers were not blind supporter of union leaders and the officer was not earning bribe to share with bosses. 

Union Leaders never resorted to strike or protest when good performers but probable whistle blowers were transferred by corrupt bosses from a place to most critical place. This is because top officers of management always used to accomplish their evil task taking union leaders into confidence. 

Union leaders never protested unjustified transfer of an officer to critical place, unjustified rejection of an officer in promotion process and unjustified promotion to corrupt officers who were flatterer to union leaders and top bosses. 

They never protested when bank management resorted to violation of transfer policies framed by them to punish an officer who did not blindly sanction a loan proposal to please his boss. 

They never protested when corrupt officers after taking huge money in bribe sanction huge loan and added to volume of bad assets. 

They never raised questions when due to corrupt officers, bad assets increased, profit came down and as a result wage revision was much below the expectation and much below the wage structure prevailing in other central government offices.

Union leaders should therefore make it clear why they are so much unhappy on certain changes on HR issues suggested by MOF and what better suggestion they like to put forward in the common interest of working class.

At the same MOF should try to ascertain whether the union leaders are supported by officers’ class blindly or on merit basis. Bank employees are like sheep and they follow blindly what their leaders dictate to maintain unity.

Is such blind unity beneficial for the bank, for workers and for the country?

Unity should not be used to create terror and should not be used to carry out terror attack as Naxal and foreign based terrorists are from time to time doing to prove the world that they are super power.

Union leaders, Bank management and MOF should all try to collect the opinion of ground level workers and they decide the best course of action on HR issues.

I urge all bank employees to ponder over the dictates of union leaders and that of MOF and then decide who is wrong and what is better in their common interest. They must stop using strike as a tool to shut the mouth of those who are trying to stop malpractices prevailing in banks and who are making some efforts to make the policies more honest, effective and transparent. Delegation of powers to Indian more often than not results in misuse of power.

Mere issuance of circulars that officer will not build illegal and undesirable pressure on members of Interview Board or recruitment board is not going to serve any purpose. Mere hanging of banners like “Vigilence Observance Week” or that of “Customer Service Day” or ‘Honesty is our tool to grow” etc are not going to stop corrupt practices. 

Until stern actions are taken against really corrupt officers, government cannot send good message to field functionaries.

What they preach they have to practice in toto. Policies, circulars, laws, rules all are framed keeping in ideals but unfortunately they are seldom adhered to honestly by all. A few corrupt officers vitiate the entire environment and help in growing of bad culture.

.

A bad mango can spoil hundred good mangoes kept in a basket but hundred good mangoes cannot convert a bad into good.

Strike is weapon given to all in democratic system to demand justice and to protest injustice. If it is used for bad purpose it can spoil the future of not only bank or the country but the very future of Democracy.

In Brief 

Is it provoked by Bank Management to tighten the screw of Ministry of Finance who have been issuing different guidelines on HR issues because MOF is trying to break the dirty nexus between bank union and top bank officials ?

Bank union leaders are threatening IR disturbance as their counterparts have disturbed Indian Airlines, BSNL and other public sector undertakings.

Are all staff supporting such meaningless, useless and ill-motivated protest day or strike from the core of their heart or they are shouting as people in a crowd cry on road ?After all who can stop this herd mentality of ban employees and how can an honest survey may be conducted to assess the real intention of striking employees. 

Trade Union Leaders say that they have decided to go on strike on August 22 and 23  to protect Trade Union Right and to stop unilateral imposition of guidelines on 
banks.

May I ask them to conclude

They aspire to protect Trade union rights for the benefit of union 
leaders or for members of trade unions?
It is a million dollar question which bank employees in general should try to ponder over and answer honestly to assess the utility of so called trade union rights which are desired to be protected by observing Protest Day today .

Past record of a decade or two especially the manner in which last Bipartite settlement was changed in the last minure substantiates the fact that Trade Union are in fact supporting all acts of  management  which helps curtailing the rights of bank employees and which helps in deterioration of service conditions etc 

I reiterate that bank employees must think seriously before it is too 
late. 

Bank unions plan protests on Monday

http://www.thehindubusinessline.com/industry-and-economy/banking/article3436150.ece

MUMBAI, MAY 19: 

The United Forum of Bank Unions (UFBU) has decided to observe May 21 as All India Protest Day.

The protest is against amendments proposed in the Banking Law, closure of rural branches, and the Government’s unilateral directions on human resources issues.

UFBU, which is an umbrella body of nine trade unions representing officers, clerical and sub-staff in the banking sector, is also planning to observe a two-day strike in July during the monsoon session of Parliament.

To mark the protest day, UFBU will hold mass demonstrations in all State Capitals and a mass rally before Parliament in Delhi.

According to the All-India Bank Employees’ Association, the passage of the Banking Law (Amendments) Bill would lead to more liberalisation and de-regulation, affecting both public and private sector banks.

“Increasing the voting rights is a step towards increasing the hold of the corporates and foreign capital over the affairs of the banks.

“The amendment to keep bank mergers outside the purview of the Competition Commission of India is nothing but an agenda to facilitate merger of banks,” said Mr CH Venkatachalam, General Secretary, AIBEA.

Referring to the Government’s administrative instructions to close down rural branches on the plea of viability and simultaneously expanding the scope of business correspondents and ultra small branches, the AIBEA said these are naked attempts to hand over rural banking to private agencies.

Further, the Government’s increasing trend of issuing unilateral guidelines on various HR issues affecting the service conditions of officers and employees was without any reference to the existing bilateral settlements or discussions with the unions/associations.

The association pointed out that there are various communications suggesting the implementation of the Khandelwal Committee Recommendations without any discussion with the unions/associations.

Are Public Sector Banks not aware of National Litigation Policy?   If yes, why do they not understand and follow the same in true spirit?

http://www.allbankingsolutions.com/Wage-Revision/Legal-Cases/Why-Banks-Not-adhering-NLP.htm

18/05/2012

The Secretary

Department of Financial Services

Ministry of Finance, Govt. Of India                                        

Jeevan Deep Building

10 Parliament Street,              

NEW DELHI - 110 001.

Dear Sir,

 Sub : Need for adherence by Heads of Govt. Depts. and  Public Sector Banks to

          the National  Litigation Policy of Govt of India.

I hope that you are well aware of the National Litigation Policy framed by Govt. of India in the year 2009.  The said policy is understood by a common person as follows:-

I (a) that the departmental heads of Govt. should never forget  the  basic principle that it is the responsibility of the State and instrumentalities of State to protect the rights of citizens and to respect their fundamental rights.

(b)  that the departmental heads of Govt. shall ensure that bad cases are not needlessly persevered with and they shall not develop a tendency to win such litigations at any cost.

(c)  that the departmental heads of Govt. must eschew and condemn the "Let the court decide" approach.

(d)  that the departmental heads of Govt. must give utmost priority to assist weaker sections and “senior citizens.”

(e)  that the departmental heads of Govt. must ensure that Govt.lawyers do not seek frequent adjounments.

(f)  that the departmental heads of Govt. shall ensure that in service matters “no appeal will be filed in cases where the matter pertains to cases of pension or retirement benefits” without  involving any principle and without setting any precedent or financial implications.  Appeals will not be filed in service matters to expose the cause of one section of employees against another.

                                         

(g)  that the departmental heads of Govt. will ensure that  appeals will not be filed in Supreme court unless the case involves a question of law.

II.  It is now learnt that the Heads of Public Sector Banks (which are declared by courts as instrumentalities of state under Article 12 of Constitution of India) are ignorant of the existence of above provisions of National Litigation Policy. Accordingly Public Sector Banks are liberally filing appeals in Service matters also till cases reach Supreme Court of India, unmindful of the fact that the respondents belong to weaker section, senior citizens where clear error of classification in contravention of Article 14 & 16 of Constitution of India is committed.  Another reason for such an approach by Public Sector Banks is that they are more often misguided by Indian Banks Association, which is devoid of any accountability, which has self assumed certain powers of controlling authority i.e. Govt.of India.

III. It is also learnt that Andhra Bank has decided to file an appeal against the judgment dated 22/03/2012 of Andhra Pradesh High Court in writ Petition No. 9069 of 2011 between Sreeram Ramamurthy versus Andhra Bank.  In this judgement the High court has clarified that all categories of employees i.e. those who were in service of banks prior to 29/09/1995 and continued in the service of the bank as on 27/04/2010 but retired after that date and prior to 27/04/2010 are eligible for one more option for pension.  The court has further held that officers who are compulsorily retired as a penalty are also eligible for pension scheme provided by have completed 20 years of service.Similarly Vijaya Bank, another Public Sector Bank, it is learnt, has decided to file an appeal against the judgment dated 18/04/2012 of High court of Karnataka in the writ Petition No. 24158/2011 between Narasimhappa versus Vijaya Bank.  In this judgment the High court has held that even resignees are eligible for pension option provided they have completed a minimum qualifying service of 20 years.

In next few days judgments are expected from several High Courts in about 300 to 400 writ petitions filed by VRs optees, who are all seniorcitizens challenging the arbitrary action of Banks” denying them second  option for joining pension scheme.  When those judgments are pronounced few more appeals  are likely to be filed by Public sector Banks unless the provisions of National Litigation Policy detailed above are brought to the notice of Heads of all public sector Banks immediately.

IV.  I therefore suggest that the Heads of Public Sector Banks may be furnished immediately with a copy of National Litigation Policy document and may be directed to avoid filing appeals in service matters relating to recipients of socially beneficial legislations, senior citizens and other weaker sections.  Govt. of India may also examine filing of appeals only in case where question of law is to be decided.

Please acknowledge receipt.

Thanking you,

Yours faithfully,

         Sd/-

(Shri A. Premanand Pai)

S/o A Panduranga Pai

"ANJANA" Ist Cross

5th Main Road,V.P.Nagar

Udupi - 576 102, Karnataka.

Mobile No. 94490 49041.

PUBLIC SECTOR BANKS IN CRISIS

READ MY VIEWS ON FOLLOWING ARTICLE JUST AFTER THE END OF THIS ARTICLE.WHICH IS WRITTEN BY LEARNED HIMADRI SHEKHAR BHATTACHARYA

PSU BANK EMPLOYEES IN INDIA—“LEAVING UNDER DEMOCLES SWORD”

Banking in any country irrespective of its status, form is considered as backbone of economy. Core activities of banks are to accept deposits from public, institution etc. to channelize the fund for growth of individual, society and our country.

With advent of globalization banking industry has spread its wings far and wide not only in its core business but also in plethora of other businesses, incidental to it like dealing in insurance ,mutual fund ,forex , share market, to name a few.

 

In India, nationalized banks have been doing exceedingly well despite all odds, be it global meltdown, sub-prime crisis, obstacle in new business, downsizing etc. Indian banks are witnessing a reverse trend for last few years as compared to its peers across the globe. When its peers are receiving million of bailout from their respective governments for survival, Indian banks are generating large pool of money as profit and consequently paying a hefty amount to its shareholders,Government of India. Public and others, when banks in other country collapsed our banks marched ahead to greater heights and performed splendidly.

 

But ironically,it has become almost reverse, on the pay and amenities front,when bankers world over,despite their luck luster performances,continue to receive handsome bonus and incentives, on top of good basic salary.On the contrary, in India,committed and competent bankers and their families,are living a dejected and demoralized life in absence of any such reward incentive and recognition at their workplaces.

And unfortunately story does not end here. Let us have a reality check as follows":

OFFICER/ PROFESSI-ONALS	UGC PROFESSIONALS/ TEACERS IN DEGREE COLLEGE AT ENTRY LEVEL	ENTRY LEVEL OFFICER IN CENTRAL GOVT	ENTRYLEVEL OFFICER IN PSUs OTHER THAN BANK	ENTRY LEVEL OFFICER IN PSU BANK
RESPONSIBILITY	High	Very high	Very High	Very High
Financial ACCOUNTABILITY	NIL	NIL	NIL	VERY HIGH
WORKING HOURS	6 HOURS	Unlimited	REGULATED	Unlimited
General Accountability	Very Low	Very High	High	Very High
Risk	LOW	LOW	LOW	VERY HIGH
TOTAL SALARY PER MONTH(Approx.)	41000/-	35000/-to 40000/-	38000/- to 45000/-	21000/-

In further move to add insult to the injury, authorities continue to play with the justified demand for bankers for introduction of ‘5 days in a week’ working schedules in banks while regulators and government departments are enjoying  it since long.

Unlike other industry, bankers do not have any regulated working hour.An Officer of bank has to come early in the morning and has to leave only after completion of all work, late at night. Above comparison between working ambience of bankers, vis a vis, public servants and others who used to be at par with bank officers few years back, reveal abysmal discrimination towards bankers.

 

It is crystal clear from the above chart that despite being highly accountable, and made to work amidst high risks, bank employees are being paid approximately half of what are being  paid to government officers  and people working in other PSUs & professionals in colleges and universities, who (except UGC professionals) used to be at par with bank employees in terms of emolument after recommendation of PILLAI COMMITTEE.

 

But unfortunately with passage of time salary of bank officers dwindled alarmingly in comparison with Central Government Officers without any substantial reason.

IXth Bipartite settlements,further damned already doomed bankers,now they are  given a ‘lollypop’ for another five years:
After waiting patiently for long time and after scores of pay cuts and those rumors doing the rounds, now we have new pay scales in our hand. But the million dollar question is whether it is fair or even satisfactory? Post implementation of sixth pay commission’s recommendations, there were great expectations from new wage revision and people were vying to get something reasonable, something which could match with the sixth pay commission. 

After scrutinizing the new pay scale bankers are of opinion that their cherished dreams have been killed by their UNIONS whom they trusted blindly. Now dissatisfied bankers are living in resentment,their minds simmering with a lot of discontent, anger and frustration. There are plenty of queries to be answered, not only by union member, management but also by IBA.

Super success of our banking system is attributed to the  biggest assets at it’s disposal, the vast pool of skilled & dedicated manpower. But unfortunately the biggest asset is not getting the best and not even a fair attention.

They continue to grind in their respective branches/offices to maintain the momentum achieved by relentless toiling of none other than themselves, in spite of huge workload, mammoth target, lackluster working environment and ambience in their workplace.

 

This discrimination towards bank employees and silence of unions, IBA, raised following questions in today’s banker’s minds:

 

1. Have bankers caused any problems or injury to IBA, & UNIONS,as they have grown totally apathetic to their justified demands and aspirations?
2. Have-not they contributed towards the Indian banking and financial sector insulated,from global contagions like ‘Asian Financial Crisis’ ‘The Sub Prime Crisis of USA,etc.?
3. Have-not they helped in  fulfilled social aspect of banking like financial inclusion, NAREGA, MANREGA and other government schemes?

But, it is akin to shouting before a vast wall with nobody in sight to give a patient ear and though, Xth bipartite is less than six months away, no union except NCBE could show any activity towards gearing for that.

 

           PREPARATION FOR XTH BIPARTITES, NOWHERE IN SIGHT.

What future holds is no less depressing:

With the ever deteriorating working condition, deplorable HR conditions etc. no fresh talent is getting attracted to these banks.It has become quite difficult to retain even existing employees.It is high time, regulators and think tanks at ‘FINMIN’ give due attention to this growing disenchantment among bankers, making the PSU banks, worst affected by the growing malaise called ‘ATTRITION’ and ‘INCREASED LABOUR TURNOVER’.

 

Relevant posts:

• Requiems from the daughter of a bank employee

• Pestered bank manager find ultimate solace in the frigid embrace of ‘DEATH’

• STOP CRUCIFIXION OF HONEST OFFICERS IN PUBLIC SECTOR BANKS-- THE ‘DEATH KNELL RING ON AND ON

• Comments requested from General Secretaries of AIPNBOA And AIPNBOF,why bank employees are subjected to such ignominy and humiliation?

• ‘Retaining By Rewarding’ The ‘HR’ Dictum so perfected in Private Sector Banks

http://mitalismusings.blogspot.in/2012/05/psu-bank-employees-in-indialeaving.html

MY COMMENTS ON ABOVE ARTICLE

This article has been very nicely presented and portrays the real economic future of bank employees and when employees are disheartened, depressed, frustrated, dejected,rejected and unhappy one can visualize the health of the organization they serve.

Writer of the article, You deserve sincere appreciation from all bankers. But union leaders and officials constituting top management who are working in nexus with each other to loot the public money in the name of credit growth and waiver of loan will seldom find it relevant and eye-opener. Unfortunately these corrupt top officials have failed even to sustain projected and targeted credit growth rate and comparable growth in profit despite all freedom given to them and despite their talking of merit in promotion processes.

 Bankers should not insist for five day week but focus on respectful living, respectful wage revision, and refund of unlawful money extracted from PF optees, seniority based promotion, timely promotion and respect to seniors. Real bankers must demand stopping of recruitment of officers in scale II or III or IV or higher in the name of merit. Officers directly recruited in scale III or IV can never be a better banker compared to an officer who has served the bank for two or three decades from clerical to officers in lower scale.  Bankers should try to save their bank from the clutches of corrupt bankers who are busy in earning illegal money through bad lending and ill-motivated compromise or waive of bad loans.

Whimsical transfers and arbitrary promotion of flatterers by giving him highest marks in interview or in group discussion and rejecting good officers by giving him lowest marks in Interview must be stopped immediately to improve the health of bank in public sector. Three decades ago when banks use to value senior officers , health of banks was much better than what is today when top bankers claim to have selected and posted so called meritorious officers at key posts.

Fraud and role of money and flattery in recruitment, transfer and promotion have strike at the root of health of bank and this is why sickness in banks have been continuously growing despite several appreciation by ministers and RBI officials. In the name of reformation, liberalization and globalization Known as LPG, our great PM and FM have spoilt the future of hundred crores people of India and history will never forgive such brainless people.

Government is totally confused and at a loss. They are unable to visualize any remedy to fiscal problems India is facing because their mindset is prejudiced with probable benefits of policies of so called reformation launched in the year 1991 in the name of name of liberalization, privatization and globalization (LPG). This LPG cylinder mishandled by corrupt politicians has ignited fire and will burn all assets earned in the past before reformation era if remedial steps are not taken by government .

In the name of stimulus package government gave unprecedented favour to business giants’ after 2008 subprime crisis which erupted in USA and some European countries, number of billionaires has doubled or even trebled and even more. But on the contrary, during the same period of reformation , position of poor and middle class people have deteriorated sharply and they are unable to even run their life respectfully and peacefully.

Similarly bank officials are apt in making policy but who are unable to execute policies honestly have run the bank as arbitrary ruler or as dictator. They have misused their powers to torture good bank employees and award flatterers as usually happened=s in the corridor of normal government departments. Now I am not astonished when banks are reported to be sick or rating agencies downgrading the rating of the bank or of India as a whole. It is not unexpected that youth who join the bank for earning livelihood under compulsion discard the bank job and prefer some private job inspite of probable exploitation in the hands of private employer.

 I am unable to understand when top management have been promoting officers for last two decades, (earlier it was seniority based) through fast track or through merit channel or when they are picking talented boys from campus and when they use transfer powers to sideline officers who do not perform as per their personal expectations, why they failed to improve the health and profitability of bank and how do they convince Ministry of Finance and RBI. They are fortunate that crisis in some foreign countries erupts and Indian counterparts in banks or in government get an excuse of global crisis to conceal their misdeeds and ill motivated performance.

Government will therefore understand sooner or later that until HRD policies are made good, transparent and honest, neither bank nor the country can dream of prosperity which will be long lasting in real sense not portrayed by concocted balance sheet as Raju did for Satyam. Introspection is inevitable and time is not away when real culprits will be punished by common men when mismanagement goes beyond control.