Regulated Working Hours
It is the duty of the banks to provide an appropriate environment, ambience and above all the HR systems at all branches. The officers’ fraternity should also be provided with all amenities such as supply of refreshment, beverages etc., inside the branch premises in view of the pressure of work, long stay in the office etc.,
The environment should afford an opportunity for full exposure of the creativity and also efficiency of the officers while discharging their duties to the customers as well as the branches. Work-Life balance is very important too. The banking industry is now equipped with excellent technology advancement, continuous updation of computers, servers etc., there is therefore a need for the Management to adopt appropriate HR initiatives to encourage and motivate the Officers to acquire knowledge in these fields and give their best to the institution.
The Banking Industry is entrusted with the responsibility of enhancing the economic prosperity of the country and also the GDP growth with a view to enhance the standard of living of the common man. The management should ensure that reasonable working hours are fixed rather than pressurizing the officers which may lead to failure and resultant loss of health or upset the officers’ routine. Hence, the working hours for officers should be defined and regulated.
(Separate note attached)
With our focus on less cash economy and follow up of advances it is necessary to reduce the transaction hours by one hour so that the officers and staff can concentrate on back office work and follow up.
DAYS WEEK& COMPENSATION FOR EXTRA WORK:
Five Day week is already available in the international banking system. It is also available in our country in RBI, Central and State Governments, Public Sector Undertakings and Private Sector MNCs and IT Sector. Hence, it should be introduced immediately in the entire banking industry.
The working hours should not exceed 36.5 hours in a week. The daily working hours should not be more than 6.5 hours in the normal course. Any working hours, more than 7 hours a day, should be compensated monetarily to the extent of twice the actual hourly salary in the normal course. This should be uniform for the Banking Industry as the Govt directs banks to work late or on holidays often and we follow their directions but compensation varies between Banks.
They should also be made eligible to take weekly off to the extent of additional hours of duty rendered by them as rest is needed for recuperation. The Officers who are called upon to work on weekly-off days and holidays, should be compensated as above and in addition be permitted a compensatory off on a date convenient to them and such weekly offs be credited to the leave account.
Need to have uniform holidays to the officers in the Grid, as the holidays are declared by RBI, substantially less no of holiday is extended to the officers
CATEGORIZATION OF BRANCHES
The categorization of Branches was done by the Reserve Bank of India earlier. Off late some banks have started their own categorization norms which affects the career of the officers and in many cases it is leading to reduction to staff. With the increasing business staff cannot be reduced. Hence we demand that there should be uniform categorization norms for all Public Sector Banks.
The existing leave rules will have to be comprehensively reviewed and made officers friendly and flexible as available in several other sectors of the economy. The availing of leave should be made flexible. The officers should be free to avail the leave as and when required. They should also have the benefit of splitting the day into hours and half-day, full-day etc., and longer period as in the case of several other corporates.
TYPES OF LEAVE
The existing system of maintaining separate leave accounts may be done away with. A common account of leave should be introduced where they should be able to combine all types of leave into total number of days of leave available to them and use the same as per their own requirement. However for the purpose of better understanding we re-produce the types of leave available and the need to review the same.
- Casual leave should be increased to 15 days;
- Privilege Leave – 33 days in a year.
- Sick Leave 15 days in a year ( on full pay) without any ceiling;
- Restricted holidays: A minimum of 10 days in a year for festivals and other personal, religious functions etc., may be permitted to be availed as holidays by the officers.
- Special leave for study, sports, social and cultural activities
- Leave on loss of pay
- Sabbatical leave
- Accumulation of PL should be increased to 360 days instead of 270 days.
- Encashment of PL should be allowed for maximum 360 days.
- Encashment of 30 days PL per two years be allowed without linkage to
- 50% of balance of Sick leave not availed may be converted to PL at the time of superannuation or VRS.