ALLAHABAD BANKOFFICERS’ SERVICE REGULATION(UPDATED 15TH MAY 2012)

PUBLISHED BYALL INDIA ALLAHABAD BANK OFFICERS’ FEDERATION

CENTRAL OFFICE14, INDIA EXCHANGE PLACE, KOLKATA

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CONCEPT, COMPILED & EDITED BYEDITORIAL TEAM OF SAHYOG

(QUARTERLY NEWS BULLETIN OF AIABOF)

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DISCLAIMER

ALTHOUGH, WE HAVE TAKEN UTMOST CARE WHILE COMPILATION AND EDITING OF THIS BOOK, STILL WE SUGGEST THAT PLEASE CONSULT AND REFERE THE CONTENTS NARRATED IN THE INSTRUCTION CIRCULARS ON RESPECTIVE SUBJECTS, ISSUED BY THE HEAD OFFICE.

CONTENTS OF THIS BOOK CAN NOT BE REFERRED OR QUOTED FOR ANY DISAGREEMENT IN THE BANK. CONTENT & VERSION NARRATED IN HEAD OFFICE INSTRUCTION CIRCULARS SHALL BE FINAL.

ALL INDIA ALLAHABAD BANK OFFICERS’ FEDERATION, EDITORIAL BOARD OF SAHYOG AND PERSONS INVOLVED IN THIS COMPILATION SHALL NOT BE HELD RESPONSIBLE IN CASE OF ANY DISAGREEMENT, EDITING & PRINTING MISTAKES.

- EDITORIAL BOARD OF SAHYOG

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ORGANISATIONAL STRUCTURE

Organisation Structure of the Bank :The Bank is headed by Chairman & Managing Director, duly supported by two Executive Directors. The highest authority of the Bank is the Board of Directors, having 14 Directors (including CMD & EDs).

The Bank has adopted three-tier structure, i.e. Head Office, Zonal Offices and Branches. 9 (nine) Field General Managers have been posted at different strategic locations all over the country to drive the business growth of the Bank as extended arm of Head Office. At present, the Bank is having 46 Zonal Offices throughout the country. Under these Zonal Offices, there are 2525 branches as on 30.04.2012. The Bank

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also has 3 sponsored Regional Rural Banks, 6 training establishments, 19 Service Branches spread over the country.

Branch Categorisation Norms :Instruction Circular No. 10404/PA/2008-09/ 61 Date: 07.03.2009

The general banking branches of the Bank have been categorized as on 01.04.2009 on the basis of following criteria (under relook) :

Category of Branch Branch Head

(Scale)

Business Range

Small I Upto Rs. 5 croreMedium II Above Rs. 5 crore and upto Rs. 25 croreLarge III Above Rs. 25 crore and upto Rs. 75 croreVery Large IV Above Rs. 75 Crores and upto Rs. 225 Crores (Provided the

branch has an average advance of Rs. 15 crores, i.e., 20 % of minimum average business mix and above. However, if advance is less than Rs. 15 crores, the branch should have an average business mix of Rs. 100 crores for last two years, otherwise the branch will fall in the previous lower category.)

ExceptionallyLarge Branch (ELB)

V Above Rs. 225 Crores and upto Rs. 3750 crores (Provided the branch has an average advance of Rs. 45 crores, i.e., 20 % of minimum average business mix and above. However, if advance is less than Rs. 45 crores, the branch should have an average business mix of Rs. 250 crores for last two years; otherwise the branch will fall in the previous lower category.)

Extra-ExceptionallyLarge Branch(EELB)

VI Above Rs. 3750 Crore

Apart from the above norms, the following exceptions / criteria have also been approved by the Board for deciding upon the incumbency level of the branches with a view to giving thrust on accelerated growth in core business areas.2 (i) The Main Branch in the State Capital where there is no Zonal Office shall be headed by minimum

Scale-IV incumbent.(ii) All Metropolitan and District Headquarter Main branches shall be headed by minimum Scale-III incumbent

For calculating the average business (deposits + advances), the fortnightly business figures during each of the last two financial years will be taken in consideration.

Specialised Branches:

The Bank depending on the specialised nature of business of the branches, have identified 73 branches as Specialized Branches as on 01.04.2008 and the incumbency levels in such Specialised Branches will be as under:

Specialised Branch Business Norms/ Criteria Incumbency Level(Branch Head)

Industrial Finance Branches (IFBs)

Above Rs. 3750 crores Scale-VIAbove Rs. 225 crores and upto Rs. 3750 crores Scale-VUpto Rs. 225 crores Scale-IV

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International BranchesAbove Rs. 225 crores Scale-VAbove Rs. 75 crores and upto Rs. 225 crores Scale-IVUpto Rs. 75 crores Scale-III

SME Finance Branches If credit (SSI financing) is more than Rs. 50 crore. Scale-IVIf credit (SSI financing) is less than Rs. 50 crore Scale-III

Recovery Branches, Service Branches

If the amount of advance is above Rs. 10 crores or number of accounts is 50 or more

Scale-IV

If the amount of advance is upto Rs. 10 crores or number of accounts is less than 50

Scale-III

Service BranchesNo. of linked branches more than 75 Scale-VNo. of linked branches more than 25 and upto 75 Scale-IVNo. of linked branches upto 25 Scale-III

All Other Specialised Branches Scale-III

Currency ChestsA Class Currency Chest Scale-IVB Class Currency Chest Scale-IIIC Class Currency Chest Scale-II

LBC/SLBC Scale-IVExtension Counters Scale-IRetail Banking Boutiques

If total outstanding > Rs. 25 crores Scale-IIIIf total outstanding <= Rs. 25 crores Scale-II

Appointment:

All appointments in Officers’ cadre in the Bank are made in terms of the Officers’ Service Regulations framed by the Competent Authority in the light of Government guidelines issued from time to time including guidelines issued for reservation for SC/ST/OBC/Ex-servicemen/physically challenged etc.ProbationAs per the Officers’ Service Regulations of the Bank, the period of probation for different category of Officers shall be as follows:-

Category of Officers Period of probationDirectly appointed to the Junior Management Grade – Scale I Two yearsAn employee of the Bank promoted as an Officer in the Junior Management Grade, Scale I

One year

An Officer appointed to any Grade other than Junior Management Grade

Such period as may be decided by the bank

Provided that the Competent Authority may, in the case of any officer, reduce the period of probation or dispense with probation. The probation period may also be extended by the Competent Authority, if the performance of the officer is not found satisfactory during the period of probation or for any other reason as considered by the Competent Authority.

On the Job/Off the Job Training:

During the course of On the Job and Off the Job Training, Officers on Probation will be entitled for the following benefits.

When they are required to move outstation, they will be reimbursed as per their entitlement for travel on duty They will be reimbursed applicable Halting Allowance only for such journey period/s.

Neither Lodging nor Boarding expenses nor Halting Allowance will be payable to them during the period of their On the Job Training at any place.

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Officers on probation will be entitled for reimbursement of conveyance expenses during the period of On the Job Training subject to maximum of Rs.300/- only per month and also for reimbursement of the cost of one News Paper.

Confirmation

In terms of the Officers’ Service Regulations, an Officer shall be confirmed in the service of the Bank if, in the opinion of the Competent Authority, the Officer has satisfactorily completed his period of probation.

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GRADE & SCALES OF PAY

Grades & Scales of Pay in our Bank(HO IC NO. 11020/ADMN(HR)/2010-11/07 Date. 11/06/2010)

Officers in the Nationalized Banks have been categorized into four grades and seven scales as below :

Grade ScaleJunior Management Grade Scale-IMiddle Management Grade Scale-II & Scale-IISenior Management Grade Scale-III & Scale-IVTop Executive Grade Scale-V & Scale-VI

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The four grades show the broad levels of responsibility in the Officers’ cadre. The Officers in the Top Executive Grade hold total corporate responsibility for policy making, review and control. These Officers, in our bank, also hold charge of big Zones. They also hold responsibility either for functional areas in the Bank, e.g. Credit, International Banking, Planning & Development, Personnel etc. or for a geographical area covering all functions, i.e. Officers in charge of Zones.

At Senior Management level (Scale-IV & Scale-V), the officers may hold charge of Very Large/Large and Exceptionally Large Branches or they may also hold the post of Zonal Head or give key support to the top management.

Officers at the Middle Management level (Scale-II & Scale-III) head small/medium branches or give key support to the officers at top/senior management.

The Officers at the Junior Management level (Scale-I) may work as second line Officers in branches and other offices of the Bank. They may also work as Manager of small branches, if need be. These Officers may either be directly recruited or promoted from the clerical cadre.

Officers in Middle Management and above are usually promoted from the lower grade/scale. In the case of specialists like IT Officers, Personnel Officers, Security Officers, Economists, Law Officers, Hindi Officers, Statisticians etc., as the role of all these officers varies, the grades of these Officers are determined by the Board on the basis of their experience, expertise and standing in their respective professions as well as requirements of the Bank. These Officers are usually, depending upon the requirements of the Bank, appointed either directly through open competition or taken on deputation from other Banks/Government Departments.

Scales of pay

Grade/Scale Amount (Rs.)Junior Management Grade Scale I 14500-600/7-18700-700/2-20100-800/7-25700Middle Management GradeScale IIScale III

19400-700/1-20100-800/10-2810025700-800/5-29700-900/2-31500

Senior Management GradeScale IVScale V

30600-900/4-34200-1000/2-3620036200-1000/2-38200-1100/2-40400

Top Executive GradeScale VIScale VII

42000-1200/4-4680046800-1300/4-52000

Fitment:

Fitment shall be stage-to-stage, i.e. on corresponding stages from 1st stage onwards and the increments shall fall on the anniversary date as usual.Annual Increments

The increments specified in the Scales of Pay as detailed above shall subject to the sanction of the Competent Authority, accrue on annual basis and shall be granted on the first day of the month in which the same falls due.

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Consequent upon signing of the Joint Note dated 27th April 2010 by the Indian Banks’ Association (representing the Management of the Banks) and officers’ organisations on salary revision of officers, IBA has reviewed the formula for fitment of officers on promotion from one scale to higher scale and has forwarded a revised model fitment formula for promotions effected on or after 1st November, 2007.

Procedure for Fitment of pay to officers on promotion from one scale to another

(1) At the time of fitment of an officer on promotion to the higher scale of pay, the number of increment he would have/had earned i.e. one increment each for passing JAIIB/CAIIB Examination, as the case may be, shall be first reduced from the existing pay of the concerned officer prior to his fitment in the higher scale of pay on promotion. If, however, the officer is at the maximum of the scale, the following procedure shouldbe adopted.(i) If the stagnation at the maximum of the scale is less than one year, the officer would not be

drawing any Professional Qualification Pay. Then the number of increments i.e. one increment for JAIIB/CAIIB, as the case may be, included in his Basic Pay shall be reduced in the existing scale.

(ii) If the stagnation at the maximum of the scale is for a year or more but for less than 2 years, the officer would be drawing a Professional Qualification Pay of Rs.410/- p.m. In such cases, if he had passed both JAIIB/CAIIB before the date of promotion, then one increment shall be reduced in the existing scale. If however, such Professional Qualification Pay of Rs.410/- p.m. is for JAIIB only, than no increment need be reduced from the existing scale.

(2) If the stagnation at the maximum of the scale is for 2 year or more, the officer who has passed both JAIIB/CAIIIB before the date of promotion, would be drawing a Professional Qualification Pay of Rs.1030/- p.m. In this case, there would be no scope for reducing the increments for JAIIB/CAIIB as even without CAIIB increments the officer would be at the maximum of the scale. Note : The purpose of the above exercise is to determine as to what stage of scale of pay the officer would have been, had he not been granted increments for passing JAIIB/CAIIB.

(3) After effecting the above adjustments, the fitment of basic pay in the promoted scale will be made as per the fitment chart enclosed. The fixation so arrived at will be the basic pay in the promoted scale as on the date of promotion.

4) After such fitment in the higher scale of pay, one or two increments shall be added to the Basic Pay so fixed in respect of JAIIB or of CAIIB , as the case may be. If, however, no increments are available in the scale, or only one increment is available in the scale, after allowing the available increment/s, the officer shall be allowed Professional Qualification Pay in lieu of such remaining increment(s), if any.

(5) Normally, where an officer is promoted from one scale to another, the date of his increment shall be the anniversary date in the previous scale of pay. Where however, an officer has reached the maximum in the previous (pre-promoted) scale of pay or on promotion gets an increase in the Basic Pay equivalent to two or more increments in the previous (pre-promoted) scale of pay, the date of increment shall be the anniversary date of promotion. However, if the Basic Pay after reduction of JAIIB/CAIIB increments is not at the maximum, then the date of increment shall be the anniversary date of last increment.

Provided further that if an officer who is in Scale I, II or III is promoted to higher scale after reaching the maximum in the previous (pre-promoted) Scale of pay but before drawing stagnation increment, the date of his increment in the higher scale shall be the anniversary date of promotion or due date of stagnation increment in the previous (pre-promoted) scale whichever is earlier.(6) In the case of officer in Scale I and II promoted after moving into higher Scale II and III because of

stagnation movement, the notional increment to be added shall be the increment drawn by him on the date of promotion and the next and subsequent increment shall be on the anniversary date on which the officer has drawn his increment in the previous scale.

(7) Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 27.4.2010 may continue to draw the same quantum of Fixed Personal Pay even after promotion which shall remain unaltered

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till revised (In this connection reference is invited to H.O.Instruction Circular No. 10403/PA/2008-09/59 dated 06.03.09)

Fitment charts for promotion to various scales are reproduced in annexure.

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VARIOUS ALLOWANCES

Dearness Allowance

On and from 1.11.2007, Dearness Allowance shall be payable for every rise or fall of four points over 2836 points in the quarterly average of the All India Average Working Class Consumer Price Index (General) Base 1960=100 at 0.15% of Pay.

House Rent Allowance

No Officer shall be entitled as of right to be provided with residential accommodation by the Bank. However, it shall be open to the Bank to provide residential accommodation to an Officer on payment by the

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Officer. Whenever an Officer is provided with residential accommodation by the Bank, a sum equal to 1.75% of the Basic Pay in the first stage of scale of pay in which he is placed or the standard rent for the accommodation whichever is less is recovered from the Officer. However, if the said Officer is also provided with furniture at such residence, a further sum equal to 0.4% of Basic Pay will be recovered by the Bank. However, where such residential accommodation is provided by the Bank, the charges for electricity, gas and other maintenance charges are to be borne by the Officer.

Bank’s own accommodation or accommodation leased to the Bank, if any, occupied by the Transferee Officer at his previous place of posting shall be compulsorily vacated on transfer and the Officer shall make his own arrangement for his family members’ accommodation within the rental ceilings applicable at the place of posting.

House Rent Allowance shall be paid to an Officer at the following rates:-

Place of Work Rates for HRAi) Major ‘A’ class cities and Project Area Centres in Group A 8.5% of payii) Other places in Area I and Project Area Centres in Group B 7.5% of payiii) Other places 6.5% of pay

Provided that if an officer produces a rent receipt, the House Rent Allowance payable to him/her shall be the actual rent paid by him/her for the residential accommodation in excess over 1.2% of Pay in the first stage of the Scale of Pay in which he/she is placed with a maximum of 150% of the House Rent Allowance payable as per aforesaid rates mentioned in Column II above.

Note:The claims of officer employees for House Rent Allowance linked to the cost of their ownership accommodation shall also be restricted to 150% of House Rent Allowance as hitherto.

The monthly rental ceilings of residential accommodation provided to the officer employees have been reviewed and enhanced with effect from 1st September 2010, with the approval of Bank’s Board of Directors, as under:- (in Rs.)

Grade/Scale Mumbai & New Delhi Kolkata,Chennai, Hyderabad, Bangalore &

Ahmedabad

Other MetroCities/CapitalCities/Area-I

Area-II Area-III

JMG Sc-I 7000 6000 3500 2800MMG Sc-II 7500 6500 3800 3000MMG Sc-III 8000 7000 4000 3300SMG Sc-IV 10000 9000 5500 5000SMG Sc-V 11000 10000 6500 5500TEG Sc-VI 14000 12000 7800 -TEG Sc-VII 18000 15000 12000 -

Areas for the purpose of rental ceilings as per para 2 above will mean the following:Area – I == Places with population of more than 12 lac, according to Census Report of 2001.Area – II == Places, other than those included in Area-I above, with population of 1 lac or more and upto 12 lac according to Census Report of 2001.Area – III == Places, other than those included in Area I & II above, according to Census Report of 2001.

House Rent Allowance- Determination of ‘Standard Rent’ in respect of Accomodation owned/hired by the Bank (in terms of Regulation 22(I) Officers’ service Regulations, 1979/1982)Instruction Circular No……9065./PA/2004-05/49 Date: 24 February, 2006

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Where an Officer is provided with residential accommodation by the Bank, on and from 01.11.2002, a sum equal to 1.75% of the basic pay in the first stage of the scale of pay in which he is placed or the standard rent for the accommodation, whichever is less, will be recovered from him.For the purpose of this Regulation “Standard Rent” means:-

a) In the case of any accommodation owned by the Bank, the standard rent calculated in accordance with the procedure for which such calculation is in vogue in the Government.b) With effect from 01.04.1990, where accommodation has been hired by the Bank, contractual rent payable by the bank or rent calculated in accordance with the procedure in (a) above, whichever is lower.

Taking into account the revision in rates of licence fees for government servants, standard rent in respect of owned/hired accommodation provided to Officer employees of the public sector banks has been revised w.e.f. 01.12.2005 as detailed below:

Sl. No. Range of Living Area(in sq.mt.)

Revised Rate(Rs.)

1 Upto 50 1832 51 to 60 2413 61 to 75 2794 76 to 90 3875 91 to 105 5206 106 to 120 6327 121 to 150 7738 151 to 180 9249 181 to 225 108710 226 to 300 155711 301 to 400 192412 401 to 550 229013 beyond 550 2672

(1sq.mt.=10.76 sq.ft)The ‘Living Area’ will be determined on the following basis:Main Building:a. Rooms. Kitchen, Bath, Latrine, Store And enclosed Veranda : 100% of the floor area.b. Veranda, Corridors and Barsati : 25% of the floor areac. Porch : 121/2 % of the floor aread. Courtyard Pucca : 5% of the floor area.Out House:a. Rooms : 25% of the floor areab. Veranda : 121/2 % of the floor area

For servant quarters and garages, allotted independent of the regular accommodation, the following flats rates may be recovered:a. Servant Quarter : Rs.36 per monthb. Garages : Rs.22 per month

Eligibility for Residential AccommodationIn accordance with Regulation 25of Allahabad Bank (Officers’) Service Regulations, 1979, Bank provides residential accommodation to the eligible officers. In case officers, including officers on probation (even during the period of ‘on the job training’) and officers promoted from clerical cadre and posted in different stations, are not provided with residential accommodation, they are permitted to stay in rented/leased accommodation, taken either on Bank’s lease or on Personal Lease basis within his/her entitlement as per the rental ceiling fixed by the Bank from time to time.

Residential Accommodation provided to the Officer employees

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Eligibility for Residential Accommodation (Bank’s quarter/residential accommodation engaged by the Bank/ engaged in the name of the Bank ‘on rent’ / ‘on lease’/ ‘personal lease’ basis)

Officers promoted to JMG Scale-I and posted to a “ Station” other than the “ Station” from where he/she has been promoted. All directly recruited officers. Officers holding managerial assignment.All Scale-II & above Officers

Furniture & Fixture

Officers provided with residential accommodation owned by the Bank / engaged in the name of the Bank ‘on rent’/ ‘on lease’ basis will be eligible for Bank’s furniture & fixture.

JMG Sc-I

MMGSc-II

MMGSc-III

SMGSc-IV

SMGSc-V

TEGSc-VI

TEGSc-VII

60000 70000 80000 100000 120000 150000 175000Instruction Circular No. 10354/ADMN(HR)/2008-09/08 Date : 10.02.2009

Eligibility- Officer employees provided with the residential accommodation owned by the bank / taken on lease by the Bank in the Bank’s name (other than leased accommodation taken by the officers/Bank in the personal name etc.)

Recovery of House/Furniture Renta sum equal to 0.40% of the Basic Pay in the first stage of the scale of pay in which the officer employee is placed will be recovered every month from the officer employee concerned provided with Bank’s furniture at the Bank’s residential accommodation towards furniture rent recovery, as may be modified from time totime in terms of Regulation 25 of Allahabad Bank (Officers’) Service Regulations,1979.

In terms of HO IC-11152/ADMN(HR)/2010-2011/12 dated 25.09.2010, Officers under probation are eligible to the facility of Residential Accommodation along with the provisions of Furniture & Fixture, where applicable. .(Head Office IOM-Per/HR/PO/1573 dated 13.01.2011.

City Compensatory AllowanceThe general concept behind the payment of city compensatory allowance is to compensate the employees for the high cost of living in the bigger cities. CCA shall be paid at the following rates as given herein below :-

SN Places RatesA Places in Area I and in the State of Goa 4% of Basic Pay subject to a

maximum of Rs.540/- per monthb. Places with population of five lakhs and over

and State Capitals and Chandigarh, Pondichery and Port Blair, not covered by (a) above.

3% of Basic Pay subject to a maximum of Rs.375/- per month.

Mid-academic Year Transfer Allowance

If an officer is transferred from one place to another in the midst of an academic year and if he has one or more children studying in school or college in the former place, he is entitled to Mid-academic Year Transfer Allowance of Rs.500/- per month from the date he reports to the later place upto the end of the academic year in respect of all the Children, provided that such allowance shall cease if all the children cease studying at the former place. On and from 1st May 2010, Mid Academic Year Transfer Allowance shall be payable at Rs.700/- p.m. subject to other conditions.

Deputation Allowance15

Deputation Allowance shall be at the following rates :On and from 1st May 2010, Deputation Allowance shall be at the following rates :a) An officer deputed to serve outside the bank – 7.75% of Pay with a maximum of Rs.2,300/- p.m.b) An officer deputed to an organization at the same place or to the training establishment of the bank – 4% of Pay with a maximum of Rs.1200/- p.m.

Officiating Allowance

If an officer employee is required to officiate in a post in a higher scale for continuous period of not less than 7 days at a time or an aggregate of 7 days during a calendar month, he is entitled for an officiating allowance equal to 6% of his pay for the period for which he officiates. Officiating Allowance will rank as pay for the purpose of Provident Fund and not for other purposes.

Hill and Fuel Allowance:

Place Ratea) Places with an altitude of 1000 metres and above but less

than 1500 metres and Mercara Town2% of Pay subject to a maximum of Rs.550/- p.m.

b) Places with an altitude of 1500 metres and above but less than 3000 metres

2.5% of Pay subject to a maximum of Rs.680/- p.m.

c) Places with an altitude of 3000 metres and above 5% of Pay subject to a maximum of Rs.1570/ p.m.

Halting Allowance

Halting allowance is a payment made to an Officer in addition to other emoluments for any day during which he is away from headquarters on duty to cover the ordinary daily expenses incurred by him in consequence of such absence, of course, for official purpose Officers are paid halting allowance as per the details given herein below :-

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Grades/Scales of Officers Major ‘A’ Class cities (Rs.)

Area 1(Rs.)

Other Places(Rs.)

Officers in Scale IV and above

1000 800 700

Officers in Scale I, II and III 800 700 600In the case of 4 Metro Centres viz. Mumbai, Delhi, Kolkata & Chennai, Halting allowance to Officers in Scale IV and above shall be Rs.1200/- per diem and for officers in Scale I/II/III Rs.1000/-..

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OTHER COMPONENTS OF SALARY

Fixed Personal PayFixed Personal Pay together with House Rent Allowance shall be at the following rates and shall remain frozen for the entire period of service.

Increment Component

DA as on01.11.2007

Total F.P.P. payable where bank’s accommodation is provided

(A) (B) (C)Rs. Rs. Rs.800 58 858

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900 65 9651000 72 10721100 79 11791200 86 12861300 94 1394

Note :F.P.P. as indicated in “C” above shall be payable to those officer employees who are provided with bank’s accommodation.F.P.P. for officers eligible for House Rent Allowance shall be “A” + “B” plus House Rent Allowance drawn by the officer employees concerned when the last increment of the relevant scale of pay as specified in sub-regulation (ii) of Regulation 4 is earned.The increment component of F.P.P. shall rank for superannuation benefits.

Professional Qualification Pay (PQP) (A) Officers shall be eligible for professional qualification pay as under :

(i) Those who have passed only CAIIB – Part I / JAIIB Rs.410/- p.m. one year after reaching top of the scale.(ii) Those who have passed both parts of CAIIB –a. Rs.410/- p.m. one year after reaching top of the scale.b. Rs.1030/- p.m. two years after reaching top of the scale.

(B) An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications after reaching the maximum of the scale of pay, shall be granted from the date of acquiring such qualification the first installment of PQP and the release of subsequent installments of PQP shall be with reference to the date of release of first installment of PQP.

Provided further that in a case where an officer, as on the date of this Joint Note, has already acquired any of the above said qualifications and has not earned any increment or PQP on account of acquiring such qualification/s, he may be, with effect from 1st November 2007 or the date of acquiring such qualification/s, whichever is later,

AD-HOC AND TEMPORARY INCENTIVES TO EMPLOYEES RECRUITED AND DIRECTLY POSTED IN NORTH EASTERN REGION ON THEIR APPOINTMENT IN THE BANKInstruction Circular No. 10944/PA/2010-2011/ 01 Date: 05.04.2010Special ad-hoc and temporary incentives presently being provided to officers posted at North Eastern Region from outside NER are as under:a) Retention of accommodation at earlier place of their posting or in any place indicated of their choice and provision of free furnished single accommodation at NER;b) Payment of mid-academic transfer allowance for the entire period of their stay in NER if their children do not join at NER;c) Ad-hoc and temporary monetary incentive @ 12.5% of basic pay subject to a maximum of Rs. 1500/- p.m for the duration of their active duty in NER;d) Yearly leave travel concession to the place where their family reside.e) Preferential transfer to any place of their choice (out of 3 places indicated) on completion of tenure of two years of stay in NER.

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OTHER REIMBURSEMENTS

Lodging Expenses(Instruction Circular No. 10754 /Admn(HR)/2009-2010/ 07 Date: 10 -11-2009)

An Officer is reimbursed the actual hotel expenses, restricted to single room accommodation charges in ITDC hotels of the corresponding star category. The details of entitlement as per the scales are given herein below :

Grade of Officers Eligibility to stay in ITDC Hotels

Maximum Room Tariff PermissibleMajor ‘A’ Class cities

Area – I Other Places

Rs. Rs. Rs.19

TEG, Scales- VI & VII 4* Hotel 6800.00 3400.00 3000.00SMG, Scales- IV & V 3* Hotel 4000.00 2400.00 2000.00MMG, Scales-II & III 2* Hotel (Non-AC) 2400.00 1600.00 1200.00JMG, Scale – I 1* Hotel (Non-AC) 1600.00 1200.00 800.00

In respect of Major ‘A’ Class cities i.e. Mumbai, New Delhi, Kolkata, Chennai, Bangalore, Ahmedabad & Hyderabad ,Executives may be reimbursed actual lodging expenses maximum to the extent of 125% of the applicable ceilings as mentioned above.Area I centers are Pune,Nagpur,Kanpur,Surat,Jaipur,Lucknow,Visakhapatnam,Patna,Vadodara, Kochi ,Indore, Bhopal, Ludhiana, Coimbatore, Madurai, Agra and Varanasi .

However, it may be noted by the offices/Branches that when breakfast, lunch and dinner are provided by the Hotel free of cost /included in the room tariff , the officer would not be eligible for boarding expenses , as provided in Regulation 41(4) of Allahabad Bank(Officers’) Service Regulations,1979.

Boarding Charges

An Officer is entitled to claim reimbursement of Boarding expenses, upto maximum amount equivalent to Halting Allowance as applicable to the concerned place and the scale of Officer. The amount of boarding expenses can be claimed on declaration basis or actual lodging, boarding expenses on production of bills / cash memos for full amount with ¼ halting allowance.

Mode of Travel and Expenses on Travel :

The following provisions shall apply wherever an officer is required to travel on duty :(a) An officer in Junior Management Grade is entitled to travel by 1st Class or AC 2-tier Sleeper by train. He may, however, travel by air (economy class) if so permitted by the Competent authority, having regard to the exigencies of business or public interest.(b) An officer in Middle Management Grade is entitled to travel by 1st Class or AC 2-tier Sleeper by train. He may, however, travel by air (economy class) if the distance to be travelled is more than 1000 kms. He may, however, travel by air (economy class) even for a shorter distance if so permitted by the Competent Authority, having regard to the exigencies of business or public interest.(c) An officer in Senior Management or Top Executive Grade is entitled to travel by AC 1st Class by train or by air (economy class).(d) An officer in Senior Management or Top Executive Grade may travel by car between places not connected by air or rail provided that the distance does not exceed 500 km. However, when a major part of the distance between the two places can be covered by air or rail only the rest of the distance should normally be covered by car.(e) Any other officer may be authorised by the Competent Authority, having regard to the exigencies of business, to travel by his own vehicle or by taxi or by the Bank’s vehicle.The remaining provisions as in Sub-regulations (2) & (3) of Regulation 41 of Officers’ Service Regulations shall remain unchanged.

LEAVE TRAVEL CONCESSION (W.E.F. 1.5.2010)

1. During each block of 4 years, an officer shall be eligible for leave travel concession for travel to his place of domicile once in each block of two years. Alternatively, he may travel in one block of two years to his place of domicile and in another block of two years to any place in India by the shortest route.

2. Alternatively, an officer, by exercising an option anytime during a 4 year block or two year block, as the case may be, surrender and encash his LTC (other than travel to place of domicile) upon which he shall be entitled to receive an amount equivalent to 75% of the eligible fare for the class of travel by train to which he is entitled upto a distance of 4500 kms. (one way) for officers in JMG Scale I

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and MMG Scale II & III and 5500 kms (one way) for officers in SMG Scale IV and above. An officer opting to encash his LTC shall prefer the claim for himself / herself and his / her family members only once during the block / term in which such encashment is availed of. The facility of encashment of privilege leave while availing of Leave Fare Concession is also available while encashing the facility of LTC.

3. The mode and class by which an officer may avail of Leave Travel Concession shall be the same as the officer is normally entitled to travel on transfer and other terms and conditions subject to which the Leave Travel Concession may be availed of by an officer, shall be as decided by the Board from time-to-time. Provided that w.e.f.1st May 2010 an officer in Junior Management Grade Scale I while availing LTC will be entitled to travel by air in the lowest fare economy class in which case the reimbursement will be the actual fare or the fare applicable to AC 1st Class fare by train for the distance traveled whichever is less. The same rules shall apply when an officer in Middle Management Grade Scale II and Middle Management Grade Scale III while availing LTC where the distance is less than 1000 kms.

Definition of Family:a. For the purpose of medical facilities and for the purpose of leave fare concession, the expression

‘family’ of an officer shall mean an officer’s spouse, wholly dependent unmarried children (including step children and legally adopted children), physically challenged brother/sister with 40% or more disability, as also parents ordinarily residing with and wholly dependent on the officer.

b. The term wholly dependent child/parent, wholly dependent physically challenged brother/ sister shall mean such member of the family having a monthly income not exceeding Rs.3500/- p.m. If the income of one of the parents exceeds Rs.3,500/- p.m. or the aggregate income of both the parents exceeds Rs.3,500/- p.m., both the parents shall not be considered as wholly dependent on the officer.

EXPENSES INCURRED ON TRANSFERS:(Instruction Circular No. 11403/PA/2011-2012/10 Date: 23.05.2011)

An Officer on transfer will be reimbursed expenses for transporting his baggage by goods train upto the following limits :-

Pay range Where an Officer has family

Where an Officer has no family

Rs.10,000/- per month to Rs.13,820/- per month 3000 Kgs 1500 KgsRs.13821/- per month and above Full wagon (6000 Kgs) 2500 Kgs

Where an Officer on transfer transports his baggage by lorry, for the purpose of reimbursement of actual charges, the maximum limit in cases where ‘full wagon’ is applicable shall normally be 60 quintals by goods train. However, where the expenses incurred are beyond such maximum, the Bank may, keeping in mind the hardship involved to the Officer concerned, reimburse the actual expenses incurred on the basis that the minimum charges for transport of goods in an 8 wheeler wagon would be 120 quintals provided the baggage is transported through approved transport operators.

It is also clarified that if the Officer on transfer is shifting his personal effects between the places by approved lorry transport, even if the two places are connected by train, then reimbursement of expenses may be made at the following rates subject to weight stipulation as above :

Distance in Kilometers Rate per tonne per KMUpto 1000 Kms. Rs. 2.80Beyond 1000 Kms. Rs. 2.00

Minimum threshold limit of Distance : IBA has advised that when the officers are transferred to shorter distance upto 300 Kms, the reimbursement may be permitted upto the amount chargeable for 300 Kms, i.e 300 X weight in ton X ` 2.80.An Officer, who owns a car and/or scooter, motor cycle or any other vehicle will be eligible to c laim the cost of its transportation. If the vehicle is driven by road, the Officer will be eligible to claim at the following rates :-

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Instruction Circular No. 11589 / PA/ 2011-2012/ 20 Date:13-10-2011

The new rates of reimbursement as stated above will be effective from 30- 09-2011.

An Officer on transfer will be eligible to draw a lump-sum amount as indicated below for expenses connected with packing, local transportation, insuring the baggage etc. :

Grade Lump sum amount (Rs.)Top Executive and Senior Management 12000.00Middle Management and Junior Management 9000.00

REIMBURSEMENT OF CONVEYANCE EXPENSESInstruction Circular No.10881/ADMN(HR)/2009-10/11 Date : 17-02-2010

Category of Officers Petrol/Fuel expenses reimbursement to those having own car/twowheelers (documentary ownership proof to be provided) being usedfor bank’s work (excluding those provided with Bank’s Car foroffice/personal use) (in litres p.m.)

A) Branch Managers/RetailBanking Boutique & CRBB Heads in

Two Wheelers CarJMG Scale – I 30 Ltrs per month 35 Ltrs. per monthMMG Scale – II 30 Ltrs per month 60 Ltrs per monthMMG Scale – III 40 Ltrs per month 75 Ltrs per monthSMG Scale – IV 50 Ltrs per month 80 Ltrs per month

Category of Officers Petrol/Fuel expenses reimbursement to those having own car/two wheelers (documentary ownership proof to be provided) being used for bank’s work (excluding those provided with Bank’s Car for office/personal use) (in litres p.m.)

B) Officers/Managers (other than Branch Managers/ Retail Banking Boutique & CRBB Heads) in the Branches and Chief Managers/Senior Managers/Managers/ Officers posted in Controlling Office/ FGM’s Secretariat etc

Two Wheelers Car

JMG Scale – I (Officers) 20 Ltrs per month 25 Ltrs per monthJMG Scale – I (Manager) 25 Ltrs per month 35 Ltrs per monthMMG Scale – II 30 Ltrs per month 55 Ltrs per monthMMG Scale – III 40 Ltrs per month 60 Ltrs per monthSMG Scale – IV 45 Ltrs per month 70 Ltrs per month

Category of Officers

Conveyance Expenses Reimbursement (either petrol on submission of cash memos or by other mode of conveyance) Petrol expenses reimbursement to those having own car/two wheelers (documentary ownership proof to be provided) being used for Bank’s work (excluding those provided with Bank’s car for Office/Personal use)Two Wheelers Car

C) JMG Scale – I (Not holding Managerial assignment)

10 Ltrs per month 15 Ltrs per month

D) JMG Scale – I (Holding Managerial assignment)

20 Ltrs per month 25 Ltrs per month

Officers in JMG Scale-I not owning two wheelers/four wheelers will be reimbursed the fixed conveyance expenses @Rs.300/- pm as per Instruction Circular No. 9926/ ADMN(HR)/2007- 08/07 dated 08-02-2008.

Type of vehicle Reimbursement rate per k.m. (Rs.)

Four wheeler – Engine capacity of 1000 cc or more 9.00Four wheeler – Engine capacity of less than 1000 cc 7.00Motor Cycle and Scooter 4.50Mopeds 3.00

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FIXED CONVEYANCE EXPENSESInstruction Circular No. 9926 /ADMN(HR)/2007-08/07 Date : 08.02.2008

Category of Officers

Monthly ceilingBranch Managers

Holding independent

charge of Branch (in Rs.)

Managers other than

Branch Managers (in Rs.)

JMG Sc. I 500 350MMG Sc. II 600 400MMG Sc.III 700 500SMG Sc.IV 1200 800

Officers in JMG Sc.I posted in branches & controlling offices other than mentioned above (para 2) i.e. not holding managerial assignment and having no car/two wheelers, the fixed conveyance expenses in respect of these officers has also been raised to Rs.300/- p.m..

ENTERTAINMENT EXPENSES

Category of Officers EligibilityA) Branch Managers/ Retail Banking Boutique & CRBB Heads/Zonal Heads inJMG Scale – I Rs.4800/- p a.(400/- Per Month)MMG Scale – II Rs.6000/- p.a.(500/- Per Month)MMG Scale – III Rs.7200/- p.a.(600/- Per Month)SMG Scale – IV Rs9600/- p.a..(800/- Per Month)SMG Scale – V Rs.12000/- p.a.(1000/- Per Month)TEG Scales – VI Rs14400/- p.a..(1200/- Per Month)TEG Scales – VII Rs16800/- p.a..(1400/- Per Month)

Category of Officers EligibilityB) Executives/ Managers/Officers other than Branch Managers/ Retail Banking Boutique & CRBB Heads in the Branches/Zonal Heads and ChiefManagers/SeniorManagers/Managers/ Officers posted in Controlling Office/FGM’s Secretariat etcJMG Scale – I (Officers) Rs2400/- p.a. (200/- Per Month)JMG Scale – I (Officers) Rs2400/- p.a. (200/- Per Month)MMG Scale – II Rs3600/- p.a. (300/- Per Month)MMG Scale – III Rs4800/- p.a. (400/- Per Month)SMG Scale – IV Rs6000/- p.a. (500/- Per Month)SMG Scale – V Rs10800/- p.a. (900/- Per Month)TEG Scales - VI Rs14400/- p.a. (1200/- Per Month)TEG Scales - VII Rs16800/- p.a. (1400/- Per Month)

However, before claiming reimbursement of petrol/fuel expenses, officers upto the rank of SMG Scale-IV should obtain permission from the Competent Authority as under, if not already obtained.

Category of Officers Competent AuthorityChief Managers/ Sr. Managers/ Managers/Officers posted in Branches/CRBBs/ RBBs(other than the Branch/CRBB Heads)

Heads of the Branches/CRBBs

Chief Managers/Senior Managers/Managers/Officers posted in Controlling Offices/ FGM’s Secretariats, etc.

AGM posted in FGM Secretariat/Chief Manager of Z.O./CM(PA) at Head Office or an authority above him in the concerned Zonal Office/FGMSecretariat/Head Office.

Branch/CRBB/RBB Heads upto Scale IV Chief Manager or an authority abovehim in the concerned Zonal Office

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1. Proof of ownership of the Vehicle i.e. Blue Book/Registration Certificate in the name of the claimant Officer as also upto date Insurance Policy/Cover Note of the Vehicle.

2. Declaration that the Vehicle is being/will be used for the purpose of Business Development and that the Vehicle is available at the place/station of his/her posting.

NOTE: Monthly reimbursement of Petrol/ Fuel and entertainment expenses on self declaration basis is made to the officers for Business Development in terms of HO IC/11012/ADMN(HR) 2010-2011/05 dated 03.06.2010. Similarly in terms of HO IC-No-9926/ADMN(HR)/2007-2008/07 dated 08.02.2008, Fixed conveyance expenses is also reimbursed to the Officers for Business Development. As such there is no restriction regarding reimbursement of fuel expenses/entertainment expenses/fixed conveyance expenses to the officers under probation, during the period of probation, provided they otherwise fulfill the circularized terms and conditions.

REIMBURSEMENT OF FEES FOR ACQUIRING HIGHER QUALIFICATIONS :

SN Institution Name of Course Incentive Offered by the Bank

1. Indian Institute of Banking & Finance, Mumbai

Certificate in Anti Money Laundering & Know Your Customer (AML & KYC)

Rs.1000/-

2. Indian Institute of Banking & Finance (IIBF), Mumbai

Diploma in Treasury, Investment and Risk Management*

Reimbursement of Examination Fees in full for passing any of the five diploma examinations.

- Do - Diploma in Banking Technology- Do - Diploma in International Banking and Finance- Do - Diploma in Capital Market and Merchant

Banking- Do - Diploma in Advances in Rural Banking

ENTITLEMENT OF TELEPHONES/MOBILESInstruction Circular No. 9233/Premeses/2006-2007/01 Dated 11.07.2006

AT HEAD OFFICE a) Executives in Scale - VII : One telephone with STD facility One Fax with STD facility, and one EPABX Extension. b) Executives in Scale –V & VI : One telephone with STD facility and one EPABX Extension. c) Chief Managers : One telephone without STD Facility and one EPABX extension. d) EPABX extension to all departments/Cells

AT ZONAL OFFICES. a) One telephone with STD facility for Zonal Head and DGM/AGM posted at the Zone. b) One fax with STD facility. c) One telephone without STD for the Chief Manager. d) One telephone without STD for office use. e) EPABX Extensions to Departments/Executives

AT BRANCHES HEADED BY DGM/AGM/CM a) One telephone with STD facility for Branch Head. b) One fax with STD facility c) One telephone without STD for office-use.

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AT OTHER BRANCHES/OFFICES. a) FIO`s/Staff Colleges/STCs : One Telephone with STD + One telephone without STD+One Fax with STD facility b) LDM /QCS Branches : One telefax with STD c) For RBB/Other Branches :one telephone without STD. Where the branches/ offices are housed in 2 or more floors, they may have extension facility. But RBBs who have STD facility are advised to disconnect it and use the STD facility of the Parent Branch. All Branches/Offices having "95" facilities/Regional are to be advised to disconnect it immediately. The Zonal Heads/Field Functionaries are required to submit a confirmation in this regard.

ENTITLEMENT FOR TELEPHONES (LAND LINE) AT RESIDENCES

In terms of the earlier circulars, limit for reimbursement was determined in terms of number of bimonthly calls. Now, limit of reimbursement is fixed in terms of monetary ceiling per month. The Executives/Officers entitled for telephone connection at their residences & limit for reimbursement thereof is given hereunder:-

Sl No. CATEGORIES OF OFFICERS. Limit for reimbursement Per month/Type of Facility

1 General Managers On Actual basis / with STD2 Dy. Gen. Managers Rs.2000/-/with STD3 Asst. General Managers Rs.1500 /- with STD4 Chief Managers Rs.1000/- Without STD5 Dist. Head Quarter’s Branch Managers Rs.1000/- without STD6 Security Officer ( from Scale-I to III) Rs.1000/- without STD7 Retail banking boutique`s Manager Rs.1000/- without STD8 Other officer allotted on merit e.g. like Mktg., Vigilance,

Security, GM`s PA/C.S, Engineers etc.Rs.1000/-. without STD

ENTITLEMENT FOR MOBILE PHONES.

The revised entitlement for providing Cell Phones to the Executives/ officers & limit of reimbursement thereof are given hereunder.A). Head Office:

Sl No. Categories of officers. Limit for reimbursement Per month1 General Managers On Actual basis2 Dy. General Managers Rs.3000/-3 Asst. General Managers Rs.1000/-4 Officers sanctioned by the Competent Authority for

specialized jobs like Mktg., Vigilance, Security, GMs PA/ C.S., and Engineers.

Rs.1000/-

B). ZONAL OFFICES , FIOS , STCS, ETC

Sl No. Categories of officers. Limit for reimbursement Per month

1 General Managers On Actual basis2 Dy. General Managers Rs.3000/-3 Asst. General Managers (When Zonal Head) Rs.1000/-4 AGMs Rs.1000/- 5 Scale -IV posted at Recovery Branch Rs.1000/- 6 Chief Managers/LDMs Rs.1000/- 7 RBB Manager & Marketing Officer Rs.1000/-

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8 Specified Marketing Persons (Insurance Product officer )(Prepaid connection )

Rs.1000/- + Service tax

9 I.T. Officer ( Posted at Data Centre, Mumbai) (with prior approval only )

Rs.1000/-

Security Officers Rs.1000/-10 Other officers (not covered under the above categories) allotted

on merit as per requirement by the Bank Limit for reimbursement to be fixed by sanctioning authority case to case basis.

Allotment of mobile phones will be subject to following terms & conditions:-a) No STD or Roaming facility should be available other than H.O. Executives and Zonal heads. b) Cost of Hand-set should not exceed Rs.5000/- upto Scale-V and Rs.10,000/- for General Managers &

Dy. General Managers. c) Bill amount over and above the aforesaid entitlement should be recovered from the user of the

concerned Mobile phone.

Reimbursement of Conveyance, Mobile and Entertainment expenses for Specified Persons engaged in selling / distribution of Third Party ProductsInstruction Circular No. 10091 /PA/2008-09/20 Date: 07.07.2008

Facility Proposed for Specified Persons CompetentAuthority

Conveyance Reimbursement of cost of petrol as per entitlement, if owns a carOrRs. 2000/- per month. As mobilization of more business under TPP requires higher mobility, Specified Persons generating higher revenue during last FY may be reimbursed additional conveyance as under for next one year or till such time he/she is in the assignment, whichever is earlier:CommissionEarnings(from TPPbusiness)

Additional Reimbursement

Rs.20<Rs.25lac Rs.25<Rs.35lac Rs.35 lac & above

Rs.1000/- p.mRs.1500/- p.mRs.2000/- p.m

Branch Head/ Head of theOffice.

For AdditionalReimbursement-Zonal Head,under approvalfrom MarketingDepartment,Head Office.

Mobile Prepaid mobile connection with cost of hand set not exceeding Rs. 5000/- and monthly reimbursement Rs. 1000/- + Service Tax. HOIC No. 9233/ PREMISES /2006-07/01 dated 11.07.2006

As per existingguidelines

Entertainment Rs. 500/- per month irrespective of the Scale on production of Bill. Branch Head/ Head of theOffice

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MEDICAL FACILITIES & BENEFITS

Medical facilities and hospitalization expenses

Hospitalisation expenses will be reimbursed to an Officer in the bank to the extent of 100 percent in case of self and 75 percent in case of dependent members of family subject to certain ceilings/ procedure for reimbursement of hospitalisation expenses.

Reimbursement of expenditure for Indian system of medicine viz. Ayurvedic, Unani and Homeopathy is permitted.

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Reimbursement of medical expenses to an Officer, in the specified grade, and his family members is made annually on the strength of the Officer’s own certificate/declaration of having incurred such an expenditure supported by Statement of Accounts :-

Medical AidOn and from 1st November 2007, reimbursement of medical expenses shall be as under :a) Officers in JMG & MMG Scales–Rs.5100/-p.a.b) Officers in SMG & TEG Scales - Rs.6320/-p.a.

Reimbursement of Medical Expenditure under the head Medical Aid is made upto Rs.5100/-p.a. from the Officers in JMGS-I to MMGS-III, as such the maximum amount Rs.5100/- is reimbursable to the Officers under probation (up to MMGS-III) any time during a calendar year irrespective of their date of joining, subject to submission of necessary declaration etc.(Head Office IOM-Per/HR/PO/1573 dated 13.01.2011.

On and from 1st May 2010, reimbursement of hospitalisation expenses under Regulation 24(1(b)(i) of Officers’ Service Regulations, 1979/1982, shall be in terms of the Hospitalisation Scheme laid down under Bipartite Settlement dated 27th April 2010 for workmen employees, subject to following limits:-

Scale of Officer Limitsa) Junior ManagementGrade Scale I and MiddleManagement GradeScales II & III.

i) Bed ChargesSelf – Rs.700/- per day.Family – Rs.525/- per day.

ii) Other charges –At the scale of 125% of the limits laid down under the Hospitalisation Scheme applicable to workmen employees.

b) Senior ManagementGrade Scales IV & V andTop Executive GradeScales VI & VII.

i) Bed ChargesSelf – Rs.900/- per day.Family – Rs.675/- per day.

ii) Other charges –At the scale of 150% of the limits laid down under the Hospitalisation Scheme applicable to workmen employees.

RecoveryAn Officer may be allowed to accumulate unavailed medical aid so as not to exceed at any time 3 times the maximum amount of annual entitlement as provided in the aforesaid chart.

An Officer may draw medical aid at any time of the year on submitting a claim duly supported by his/her own declaration of the expenses.

For facilitating medical treatment, the Bank has entered into tie up arrangement with various hospitals of the country. Under this facility, an Officer who goes to one of these hospitals with an authority letter from the Bank is not required to make any monetary payment in the hospital till he/she is discharged. The bills are subsequently settled by the Bank.

Domiciliary TreatmentMedical expenses incurred in respect of the following diseases which need domiciliary treatment as may be certified by the recognised hospital authorities and bank’s medical officer shall be deemed as hospitalisation expenses and reimbursed to the extent of 100% in case of an Officer and 75% in case of his family :-

Cancer, Leukaemia, Thalassemia, Tuberculosis, Paralysis, Cardiac Ailment, Pleursey, Leprosy, Kidney Ailment, Epilepsy, Parkinson’s Disease, Psychiatric disorder, Diabetes, Hepatitis-B, Hepatitis-C, Haemophilia, Myastheniagravis, Wilson’s Disease, Ulcerative Colitis, Epidermolysis bullosa, Venous Thrombosis (not caused by smoking), Aplastic Anaemia, Psoriasis and Third Degree Burns.

Note : (a) The cost of medicines etc. in respect of domiciliary treatment shall be reimbursed for the period stated in the Specialist’s prescription. If no period is stated, the prescription for the purpose of reimbursement shall be valid for a period not exceeding 90 days. (b) Expenses incurred on radiotherapy and chemotherapy in the treatment of cancer and leukaemia shall be considered for reimbursement under domiciliary treatment to the extent of 100% in case of an Officer and 75% in case of his family.

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Reimbursement of medical expenses incurred by the Officers while on duty :-Whenever, unfortunately, any Officer meets with an accident while on duty, he is not only sanctioned 100% medical expenses but also granted special duty leave for the period of his indisposition. It is needless to add that there should not be any contributory negligence on the part of the Officer relating to the accident.

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LOAN & ADVANCES

FESTIVAL ADVANCE

Eligibility :1. All permanent officers including officers on probation and probationary officers as also the permanent members of staff including members of staff on probation are eligible for festival advance.2. Festival advance will be allowed once in a calendar year in each State on receipt of collective request in writing from the members of staff of the respective State. This will not be done on individual request.Quantum of Advance : The quantum of advance is as under:- 1. For Officers: One month’s emoluments rounded off to the nearest thousand, subject to maximum of Rs. 30,000/-

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2. For Clerical Cadre: One month’s emoluments rounded off to the nearest thousand, subject to maximum of Rs. 20,000/-3. For Sub Staff Cadre: One month’s emoluments rounded off to the nearest thousand, subject to maximum of Rs. 15,000/-( Emoluments for the purpose of Festival Advance be taken as Basic Pay, Special Pay, Dearness Allowance etc. but excluding House Rent Allowance and City Compensatory Allowance)Recovery:1. Recovery will be made in 10 equal monthly instalments from salary of the employees from 2nd month following the month in which the advance is allowed.2. If any amount of Festival Advance of previous year remains outstanding for any reason, the officer/award staff employee will not be allowed a fresh advance until his/her dues are fully liquidated.

Procedures to be followed: All eligible employees, as stated above, who are desirous of availing the facility of festival advance, shall apply in writing and the said advance, so sanctioned, shall be disbursed to debit of Suspense A/C of individual office/branch.

Sanctioning Authority: The Zonal Office should issue suitable instructions to the offices/branches under their jurisdiction for disbursement of the advance strictly in terms of the above guidelines.

CLEAN OVERDRAFT FACILITY TO OFFICERS/EMPLOYEESInstruction Circular No. 8949/ADMN ((IR)/2005-2006/06 Dated : 12-11-2005

In continuation to Instruction Circular No. 7422/ADMN (IR)/2002-03/08 dated 31-07-2002 regarding scheme for clean overdraft facility to the officers/employees of the Bank.Quantum of loan : 20 (twenty) months gross salary last drawn subject to a maximum of Rs. 4.00 lakhsAll other terms and conditions of sanction of loan as contained in Instruction Circular No. 7422/ADMN (IR)/ 2002-03 /08 dated 31-07-2002 will remain unchanged.

STAFF CONVEYANCE LOAN SCHEME FOR THE OFFICERS OF THE BANK.Instruction Circular No. 11599/ADMN(HR)/2011-12/07 Date: 20 -10-2011

Cadre Four Wheeler Interest Two Wheeler InterestOfficer 90% of the cost of the vehicle

orRs7.00 Lakhs, whichever is less.

8.5% p.a (simple)

90% of the cost of the vehicle orRs.90,000/- whichever is less.

8.5% p.a (Simple)

Eligibility

Category Type of Vehicle EligibilityOfficer Four Wheeler Three year of confirmed serviceOfficer Two Wheeler 6 months of service

Purpose : For purchase of Four / Two wheeler for personal use only.Loan Limit : Cadre Type of Vehicle Loan Limit

Officer Four Wheeler Rs 7.00 LacsOfficer Two Wheeler Rs 90000/-

Cost of the Vehicle on road will include Octoroi, sales tax or any other tax on the vehicle, RTO registration charges, one time road tax & 1st time Insurance Charges but will not include cost of accessories.

Margin 10% of Cost of Vehicle on road.Nature of loan : Term Loan.

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Rate of interest 8.5 % p.a (Simple)Repayment: For Four wheeler - In 120 months (principal in 90 equal monthly installments

and interest in 30 equal monthly installments). In case where lesser repayment period is available, the principal and interest will be repaid in the ratio of 3:1.For Two wheeler - In 84 months (principal in 70 equal monthly installments and interest in 14 equal monthly installments). In case where lesser repayment period is available, the principal and interest will be repaid in the ratio of 5:1.Repayment must be fixed in such a manner that the entire loan amount alongwith interest is liquidated at least 3 months prior to retirement of the officer / employee.After liquidation of the principal loan amount, installment should be refixed to ensure liquidation of interest portion in the remaining period.Repayment will start from the month succeeding the month in which disbursement is made

Repaying Capacity Total deductions including installment of proposed conveyance loan should not exceed 60% of the last drawn Gross Monthly salary of the officer / employee

Security Hypothecation of vehicleDisbursement of the Loan:

The requisite margin should be realized by the branches from the officer / employee borrower prior to making direct payment of the cost of the vehicle to the dealer (for New Vehicle) / Seller (in case of Preowned Vehicle). • The dealer should be an Authorized Dealer of the vehicle being purchased.

Staff Conveyance Loan – Number of times

There is no restriction on number of times an officer / employee can avail Staff Conveyance Loan. Subsequent Loan can be granted only after liquidation of first loan. Minimum gap between the loans for same category (2- Wheeler / 4- Wheeler) of vehicle should be 4 years from the date of sanction of the previous loan. (Not applicable in cases where the vehicle is stolen or met with an accident.)

Other Conditions Registration with RTA with Bank’s Clause Comprehensive Insurance of the vehicle with Bank’s clause during the pendency of Loan.• Insurance amount in the subsequent year is to be paid by the Officer /Employee and not to be debited to loan account.• The vehicle should be maintained in good condition and the taxes must be paid on time.• The vehicle should be for exclusive use of the officer / employee and not for any commercial purpose.• The bank will be free to carry out inspection of the vehicle.• Any misutilisation of the loan at any time or violation of the scheme will be considered as an act of misconduct and will also attract charging of interest at penal rate on the outstanding balance.• The Bank reserves the right to recall full or part of the loan sanctioned / disbursed under the scheme, if it is satisfied that the loan has not been properly obtained or utilized.• Although coverage under any Insurance scheme can not be made compulsory as per the IRDA rules, it is recommended in the interest of the officer / employee and his / her family to cover the loan amount under Group Life Insurance Cover to SME/Retail Credit /General Cash Credit/Over Draft Borrowers including Staff Loan accounts in tie up with Tata AIG Life Insurance Co. Ltd• “ALLAHABAD BANK MOTOR CAR LOAN SCHEME FOR OFFICERS AND CLERICAL CADRE EMPLOYEES” circularized vide HO IC NO 6396/ADMN (IR)/2000-2001/02 dated 26-04.2000and also other Staff Conveyance Loan schemes except special conveyance loan scheme formulated for Agricultural Field Officers (AFOs) etc., stand withdrawn with immediate effect.

STAFF HOUSING LOAN SCHEME FOR THE OFFICERS/EMPLOYEES OF THE BANKInstruction Circular No. 11153 /ADMN (HR)/2010-11/ 13 Date: 25.09.2010

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At present, the officers, clerical cadre employees and sub ordinate staff cadre employees, who are confirmed in the Bank’s service and have completed 5 years of service, are eligible to avail Staff Housing Loan for construction/purchase of their residential houses/flats for a maximum amount of Rs. 7.50 lakhs, Rs.4.50 lakhs and Rs..3.00 lakhs respectively. The rate of interest up to loan amount of Rs. 1.10 lakhs is 5.00 % (simple), loan amount above Rs. 1.10 lakhs and up to Rs. 5.00 lakhs is 10.00% (simple) and the loan amount above Rs.5.00 lakhs is 11.00 % (simple).

Eligibility Confirmed officer/employee with minimum 2 years of service in the Bank.*Husband & Wife working in the bank can avail loan individually or jointly within the ceiling.*Loan can be obtained by the officer/employee jointly with the spouse.*An officer/employee can avail housing loan twice during the service period within the ceiling applicable to different cadres as per the revised scheme.*Ordinarily, Officers/Award Staff employees under Suspension or against whom major disciplinary proceedings are initiated, would not be eligible for the Staff Housing Loan. However, the Competent Authority, depending upon the gravity of the case, may sanction Staff Housing Loan to the officer/employee against whomdisciplinary proceedings are pending, subject to the condition that:-i) the concerned officer will be required to furnish collateral security in the form of sureties from two permanent officers of the Bank.ii) the concerned Award Staff Employee will be required to furnish collateral security in the form of sureties from two permanent officers or award staff employees of the Bank. Under no circumstances, Staff Housing Loan will be sanctioned during the period of suspension of an officer/employee.

Purpose : For construction of residential house on land already owned.*For purchase of plot and construction of residential house thereon.*For purchase of house/flat. In case of old house / flat, the estimated future life of the same should be at least 10 years more than the period in which the loan is to be repaid.*For enlarging/extension of residential house already owned.*For purchasing a plot of land under co-operative scheme and building a house where title will vest on the officer/ employee after the house is built.*For purchasing house/flat under self–financing housing scheme andco-operative Group Housing Societies.*For repayment of loan taken under Public Housing Finance scheme from our bank.*For acquiring 2nd House/Flat in the same place where 1st House/ Flat is situated or at different place.

Loan Limit : Officer – Rs.20.00 lakhsNature of loan : Term Loan.Rate of interest 8% p.a. (Simple)Margin Minimum margin will be 10 % of Project cost. Project cost will include:-

· Purchase price of land/house/flat.· Cost of construction/ extension (if applicable)· Stamp duty and registration charges as applicable.· Premium of Allahabad Bank Griha Mangal Scheme.Other conditions -· Cost incurred by the officer/employee in the form of land already purchased / acquired by him/her can be accepted as part of above said margin at the request of officer/employee.· The margin amount at all stages must be contributed proportionately by the borrower where disbursement is to be made in phases.

Financingfor Purchase ofLand

· Utilization of loan for purchase of land will be restricted to 90% of the cost of land or 40% of the permissible amount of total loan, whichever is lower. Construction of the House should be completed within 24 months from the date of disbursement of loan forpurchase of plot.

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· Land should be purchased by the officer/employee for construction of house only and not for speculative purpose.· While submitting application, the officer/employee should submit the estimate, mentioning clearly therein amount of loan required for(a) purchase of land and (b) construction of the house, separately alongwith the schedule for construction.

Repayment: · In maximum 240 months (Principal in 180 equal monthly installments and interest in 60 equal monthly installments).· Repayment must be fixed in such a manner that the entire loan amount alongwith interest is liquidated atleast 3 months prior to retirement of the officer/employee.· In case where lesser repayment period is available, the principal and interest will be repaid in the ratio of 3:1.· After liquidation of the principal loan amount, installment should be refixed to ensure the liquidation of interest portion within the remaining period.· In respect of construction of new house/flat, repayment will commence from 24th month from date of first disbursement or from the 6th month after completion of project, whichever is earlier.· In case of ready built house/flat, recovery will commence from 3rd month following the month in which the advance is disbursed.· Repayment can commence earlier, if so desired by the officer/ employee.

Repaying Capacity

Total deductions from salary including installment of proposed loan should not exceed 60% of the last drawn Gross Monthly salary of the officer/employee.

Security · Equitable / Registered Mortgage of the property.· Personal guarantee of the PF nominee.· In cases where the mortgage can not be created immediately, loan should be released after execution of Tripartite Agreement.· Requirement of execution of Tripartite Agreement can be waived by the sanctioning authority in case of purchase from the Govt. Agencies.

Disbursement of the Loan:

· In case of purchase of ready built flat/house and for purchase of plot, payment should be made directly to the seller by DD/Pay order.· In case of construction of house / flat, loan will be disbursed in a phased manner in 4 or more installments. Each such installment will be released only after verification of end use of funds already released by the Bank.

Construction · Loan for the construction should be released only after submission of map approved by the Competent Authority and the construction should be according to the approved plan and specification.· The construction should be completed within 24 months from the date of disbursement of first installment. Extension of time limit is permissible up to one year by the Zonal Head.

Housing Loan –Number of times

· Staff Housing Loan can be granted twice during service tenure of the officer/employee.· Second housing loan will be allowed within the overall ceiling applicable for different cadres as per the revised scheme.

Other Conditions *In case where officer/employee is availing the housing loan jointly with the spouse, he/she should be made co-borrower.*The house/flat should be free from encumbrances and the officer/employee and/or his/her spouse should possess clear and valid title to the property, which should be mortgagable as per law.*The house/flat should be maintained in good condition and the repairs should be carried out at the officer’s / employee’s cost and be kept free from all encumbrances.*The house/flat shall ordinarily be for personal use of the officer / employee and /or members of his/her family.*The officer/employee should pay Municipal taxes, lease rent and all other taxes regularly and if required, the bank may advise the officer/employee to furnish a certificate to that effect.*The bank will be free to carry out inspection of the property.

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*Any misutilisation of the loan at any time or violation of the scheme will be considered as an act of misconduct and will also attract charging of interest at penal rate on the outstanding balance.*The Bank reserves the right to recall full or part of the loan sanctioned/disbursed under the scheme, if it is satisfied that the loan has not been properly obtained or utilized.*The loanee officer/employee shall not let commit any act so as to jeopardize or prejudice the rights of the bank.*In respect of officers/employees, the previous service, if any, in Public Sector Bank/Public Sector Financial Institution/RBI/NABARD/NHB/Central Govt. including Army or Para Military/State Govt./Undertaking of Central & State Government will be considered for eligibility purpose, subject to his/her confirmation in the bank service.*Although coverage under any Insurance scheme can not be made compulsory as per the IRDA rules, it is highly recommended in the interest of the officer/employee and his/her family to cover the housing loan amount under Griha Mangal Scheme of the Bank.

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TYPES & AVAILMENT OF LEAVE

KINDS OF LEAVE

All kinds of leave are credited on 1st January every year. Subject to the grant of leave being determined by the exigencies of service, an officer shall be eligible for the following kinds of leave :-

CASUAL LEAVEAn Officer shall be eligible for Casual Leave on full emoluments for 12 working days in a year provided that not more than four days Casual Leave may be availed of at any one time.

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During first calendar year of service, Casual Leave will be available on pro-rata basis even if he is confirmed in the first calendar year itself, at the rate of one day for each completed month or part thereof.

Casual Leave not availed during a particular calendar year, will be treated as Unavailed Casual leave and the same can be accumulated for Three years.

An Officer is eligible for 12 casual leaves with full emoluments up to a maximum of 12 working days, in each calendar year. For any officer who has joined the Bank’s service at any time during the calendar year, casual leave entitlement would be I day per month during the first calendar year, fraction of a month shall also be treated as full month to calculate the entitlement of casual leave. Needless to mention that even if an Officer joins on the last day of the month, he is entitled to one casual leave for that month. This is also applicable for the Officers under probation, during their first year of joining the Bank. .(Head Office IOM-Per/HR/PO/1573 dated 13.01.2011)

PRIVILEGE LEAVE:An Officer shall be eligible for Privilege Leave computed at one day for 11 days of service on duty provided that at the commencement of service no Privilege Leave may be availed of before completion of 11 months of service on duty.

Privilege Leave may be accumulated upto not more that 240 days except where leave has been applied for and it has been refused.

An Officer desiring to avail of Privilege Leave shall ordinarily give not less than one month notice of his intention to avail of such leave..

SICK LEAVE30 days for each completed year of service subject to a maximum of 18 months (540 days) during the entire service period.

Sick Leave during the first year of service of an officer will be on prorata basis at the discretion of the competent authority.

Procedure for availmentSick Leave may be availed of only on production of medical certificate by a medical practitioner acceptable to the bank or at the Bank’s discretion nominated by it at its cost.An officer desiring to resume duty on the expiry of sick leave should produce medical certificate saying that he is fit for duty.

ii) In respect of the period of Sick Leave an officer shall be eligible to receive one half of the full emoluments.

If an officer so desires, the competent authority may permit to draw full emoluments in respect of any portion of the Sick Leave granted to him, twice the amount of such period on full emoluments being debited against balance of sick leave.

ADDITIONAL SICK LEAVE

Where an officer has put in a service of 24 years, he/she shall be eligible to additional sick leave at the rate of one month for each year of service in excess of 24 years subject to a maximum of three months of additional sick leave.

Procedure for availmentAdditional Sick Leave will be available only after exhausting sick leave available to an officer.

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ii) Additional Sick Leave can be availed of with half pay half allowance.iii) Additional Sick Leave can be availed of only on production of medical certificate by a medical

practitioner acceptable to the bank.

MATERNITY LEAVE(a) Maternity leave, which shall be on substantive pay, shall be granted to a female employee for a period not exceeding 6 months on any one occasion and 12 months during the entire period of her service.(b) Within the overall period of 12 months, leave may also be granted in case of miscarriage/ abortion/ MTP.(c) Within the overall period of 12 months, leave may also be granted in case of hysterectomy upto a maximum of 45 days.

EXTRAORDINARY LEAVE ON LOSS OF PAYNot more than 360 days in the entire period of service.

SCHEME FOR SABBATICAL LEAVE (Instruction Circular No-8882/PA/2005-06/ 38,Date16.09.2005)

1 Eligibility: All permanent officers/employees who have completed at least 5 years of service in the Bank

2 Period of Leave:

2.1 The period of sabbatical leave may be extended further for a period not exceeding 2 years beyond 5 years period.2.2 The extension beyond 5 years should not be normally granted except in deserving cases.

3 Competent Authority:

The General Manager (PA) for sanctioning sabbatical leave upto 5 years. However, the Competent Authority for extension of period of sabbatical leave beyond 5 years will be the Chairman & Managing Director or in his absence the Executive Director.

4 Other Features:

4.1 It will be the prerogative of the Bank either to accept the request for sabbatical leave or to reject the same depending upon the exigencies /requirements.4.2 The Bank reserves the right to withdraw this scheme at any time, as thinks fit and its decision in this regard will be final.4.3 After the period of Sabbatical Leave is over, the employee can rejoin the bank on the same post and at the same stage of pay where he/she was at the time of taking Sabbatical Leave.4.4 The period of sabbatical leave will not be considered for increments or qualifying service for pension, gratuity or any other service benefits.4.5 The facility will be extended to an employee for only one occasion.

SCHEME FOR SABBATICAL LEAVE FOR WOMEN OFFICERS/ EMPLOYEES OF THE BANKInstruction Circular No.11902/PA/2012-13/13 Date : 19-05-2012Terms & conditions of the said Scheme are as under:(i) Sabbatical Leave upto 2 years shall be admissible to women employees of the Bank during their entire service period;(ii) Sabbatical Leave shall be without pay ,salary , allowances and any consequential monetary and non-monetary benefits;(iii) Women employees applying for Sabbatical Leave should have put in a minimum period of 5 years service. Sabbatical Leave before completion of 5 years of service shall be sanctioned only in exceptional circumstances by the authority next above leave sanctioning authority.(iv) Sabbatical Leave shall be taken for a period of at least 3 months at a time and shall not be taken more than once in a year;(v) No increments will be earned during Sabbatical Leave and the employees will rejoin at the same stage of pay as was existing at the time of her availing the Sabbatical Leave;(vi) Employees on Sabbatical Leave shall not be eligible to participate in any promotion exercise during the Sabbatical Leave period , even if otherwise eligible;(vii) Eligible and willing employees can request for Sabbatical Leave for any purpose like on medical grounds, to take care of family members or children , higher studies , visiting spouse etc.;(viii) The employees shall not take up any employment /vocation /business /profession elsewhere during the period of Sabbatical Leave.

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Application Procedure :An eligible woman employee seeking Sabbatical Leave under the scheme shall submit application on the prescribed format ( Annexure-I)at least one month in advance to the leave sanctioning authority, who will consider the same as per the scheme/norms.However, Sabbatical Leave will not be sanctioned to the women employees against whom disciplinary action is pending or contemplated. The sanctioning authority should look into this aspect before sanctioning Sabbatical Leave to any woman employee.

Deposit of Loan instalments , surrender of leased accommodation & other facilities :Before proceeding on sabbatical leave, concerned women employees will be required to deposit all the instalments of outstanding loan accounts which would be due during the entire period of sabbatical leave. They will also be required to vacate and surrender leased accommodation , furniture , vehicles, telephone, mobile phone etc., if any provided by the Bank , before proceeding on sabbatical leave.

MANDATORY LEAVE POLICY FOR OFFICERS AND EMPLOYEES-Instruction Circular No. 11600/ADMN(HR)/2011-12/08 Date: 20-10-2011

Provisions of the “Mandatory Leave Policy”:The provisions of the “Mandatory Leave Policy” for officers and employees of the Bank are delineated for compliance by all concerned:-

(i) Every officer /employee in Branches and Currency Chests must avail continuously at least 2 days leave of any kind available to him/her in a quarter, provided he/she has not been out of station on duty, i.e training, deputation etc. during the said quarter for at least 2 days continuously.

(ii) In the event of finding that an officer/employee has neither availed minimum 2 days leave of any kind continuously during a quarter nor has been on outstation duty on training, deputation etc continuously for 2 days, the leave sanctioning authority, maintaining normal functioning of the Branch/Currency Chest, should compulsorily sanction minimum 2 days of continuous leave, either Casual Leave or Privilege Leave, from the available leave balance of the concerned Officer/ employee in the immediate succeeding month, even without insisting for any leave application from him/her, after making proper noting/s of the same in his/her Leave Record .

(iii) The Mandatory Leave to be availed by officers/employees should be suitably planned/ staggered, so that normal functioning of Branches/Currency Chests is not hampered in any way.

(iv) Sanction/availment of such Mandatory Leave should be restricted during the last month of each quarter, as far as feasible, to ensure smooth completion of quarterly closing work in branches , with due thrust on business development, NPA recovery, etc.

(v) Mandatory Leave should not be treated as any kind of separate/additional leave over and above the various kinds of leave available to the officers/employees as per the respective service conditions.

(vi) Inspecting Officers/Concurrent Auditors, while inspecting / auditing branches/Currency Chests, should examine implementation of the “Mandatory Leave Policy” and point out instances of breaches, if any, in their reports.

(vii). This Policy comes into effect from 1st October, 2011.

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RETIREMENT & RESIGNATION

AGE OF RETIREMENTAge of retirement of an Officer is 60 years.

ResignationIn terms of the Bank’s Officers’ Service Regulations, an Officer shall not leave or discontinue his service in the Bank without his giving a notice of 3 months (in case during the period of Probation 1 month), in writing to the competent authority of his intention to leave or discontinue his services or resign.

Retirement/Terminal Benefits :40

Provident Fund :(a) While the officers who are presently covered under the Pension Scheme and those who will join the

Pension Scheme in terms of option being made available under Joint Note dated 27th April, 2010 shall continue to contribute 10% of the Pay towards Provident Fund, there shall be no matching contribution.

(b) Officers of State Bank of India will continue to be covered by Contributory Provident Fund Scheme as hitherto.

(c) Officers who are presently covered under Contributory Provident Fund Scheme who do not opt for Pension Scheme being made available under Joint Note dated 27th April, 2010 shall continue under the Contributory Provident Fund Scheme as hitherto.

(d) There shall be no Provident Fund to officers joining the services of banks on or after 1st April 2010. They shall be covered by a Defined Contributory Pension Scheme, where the officer will contribute 10% of Pay plus Dearness Allowance and the bank will make a matching contribution. The Scheme shall be governed by the provisions of the Contributory Pension Scheme as introduced for employees of Central Government w.e.f. 1st January 2004 and modified from time to time.

Introduction of Defined Contributory Pension Scheme for employees/officers joining the services of the Bank on or after 1st April, 2010.Instruction Circular No.11057/PA/2010-11/15 Date : 13.07.2010

All are aware that Memorandum of Settlement and Joint Note have been signed on 27th April, 2010 between Indian Bank’s Association on behalf of the Managements of participating banks and the representatives of Workmen and Officers respectively, on various issues incorporating, among other points, the undernoted terms/ conclusions:-(i) The existing pension scheme will not be applicable to those who join the services of banks on or

after 1st April, 2010.(ii) Employees / Officers joining the services of banks on or after 1st April, 2010 shall be eligible for the

Defined Contributory Pension Scheme, which the banks will be introducing for them. The Defined Contributory Scheme proposed to be introduced for them will be one as governed by the provisions of New Pension System introduced for employees of Central Government w.e.f 1st January, 2004 and as modified from time to time. The Scheme shall be regulated and administered by the Pension Fund Regulatory and Development Authority (PFRDA).

(iii) The employees / officers joining the services of the banks on or after 1st April, 2010 shall contribute 10% of Pay and Dearness Allowance towards the Defined Contributory Pension Scheme and the bank shall make a matching contribution in respect of these employees/ officers.

(iv) There shall be no separate Provident Fund for employees/ officers joining services of Banks on or after 1st April, 2010.

Accordingly, it is clarified that all employees including Part Time Sweepers who have joined or will be joining the services of the Bank on or after 1st April, 2010, will be governed by a new defined contributory retirement benefit scheme instead of the defined benefit pension scheme under Allahabad Bank (Employees’) Pension Regulations, 1995. Details of the proposed scheme will be advised in due course onformulation, after completion of necessary formalities.

Present Requirements:In the present system, PF No. allotted to any officer/employee is utilised for employee identification in various administrative areas as also for ‘user ID’ under CBS domain. Accordingly, it has been decided that on abolition of separate Provident Fund Scheme for officers/employees including Part Time Sweepers joining the services of the Bank on or after 01.04.2010, a unique ‘Employee No.’ in 5 digit format will beallotted to them for the purposes of employee identification, ‘User ID’ as also for recording of Gratuity Nomination.

Specific Action Areas:Allotment of PF Membership/Recording of Nomination for Gratuity for existing employees who were in the pay-roll of the Bank as on 31.03.2010:

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As per the existing system, an officer becomes eligible for PF Membership upon joining the Bank’s service and as such all officers who were in the service of the Bank as on 31.03.2010, must have been allotted PF No. by now. Any left out case of this category should, therefore, be immediately brought to the notice of Head Office. For members of Award Staff, PF Membership is accepted after they are confirmed in theservice. Therefore, existing members of Award Staff who were in the service as on 31.03.2010 but have not yet been allotted PF Numbers, will submit PF Membership-cum-Nomination Form [PF-1] together with Gratuity Nomination ‘Form-F’ [PF-2] through their places of posting immediately on their confirmation in Bank’s service and the concerned ZO/FIO/STC, etc. will forward the same to Head Office, Personnel Administration Department, Terminal Dues Section, as hitherto done for allotment of PF Numbers. In caseany existing officer is left out for allotment of PF Number, he/she will also follow the same procedure immediately without, however, waiting for his/her confirmation in Bank’s service. On receipt of PF-1 & PF-2, PF Department will open the necessary Provident Fund Accounts and allot PF Numbers as is doneunder the existing system.

Allotment of Employee Numbers to newly recruited employees who have joined/ will join Bank’s service on or after 01.04.2010:

Under the changed system, a unique ‘Employee No.’ in 5 digit format beginning from ‘40001’ will be allotted to all employees including Part Time Sweepers, who join the services of the Bank on or after 1st April, 2010. Therefore, w.e.f. 01.04.2010, at the time of joining the service of the Bank by newly recruited officers/employees including Part Time Sweepers, the concerned Branch/Office will obtain his/her basic information in a specially designed Format, enclosed as Annexure-I, duly filled in and signed by theemployee concerned and authenticated by the Branch/Office Head together with duly filled in and signed Form ’F’ [fully described in Paragraph 3.3 below] and send the same immediately to their controlling office for onward submission to Head Office, Recruitment Cell, 14 India Exchange Place, 4 th Floor, Kolkata-700001.

Pension :

Pension under Allahabad Bank Employees’ Pension Scheme (Old):

Officers on the appointed date ( i.e. 01.7.1979 ) who have not opted for the pension under ABEPR, 1995, are eligible for pension under the existing supplementary pension Scheme otherwise called Allahabad Bank Employees’ Pension Scheme (Old) in lieu of Gratuity, on completion of 30 years’ of active service.

Pension under Allahabad Bank (Employees’) Pension Regulations, 1995:

Officer joining the Bank’s service on or after 29.09.1995 shall be governed by ABEPR, 1995. Provided that the following categories of officers shall not be covered by ABEPR, 1995:An officer who was in service of the bank prior to 29.09.1995, unless he has specifically exercised an option to become member of ABEPR, 1995 within the cut off date of 27.01.1996.An officer who is recruited on or after 29.09.1995 at the age of 35 years and above, and who has elected to forego his right to pension in terms of ABEPR, 1995.

Gratuity:

Gratuity under Allahabad Bank Officers’ Service Regulations, 1979

Every officer shall be eligible for gratuity on (a) Retirement, (b) Death, (c) Disablement rendering him unfit for further service as certified by a medical officer approved by the bank, (d) Resignation after completing ten years of continuous service, or (e) Termination of service in any other way except by way of punishment, after completion of 10 years of service. There is no maximum limit of gratuity payable under Allahabad Bank Officers’ Service Regulations, 1979.

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Gratuity under Payment of Gratuity Act, 1972:

Gratuity shall be payable to an officer on the termination of his employment after he has rendered continuous service for not less than five years on his (a) superannuation, or (b) retirement or resignation, or (c) death or disablement due to accident or disease. Provided that the completion of continuous service of five years shall not be necessary where the termination of employment of any officer is due to death or disablement. Maximum Limit of gratuity under Payment of Gratuity Act, 1972 is Rs.3, 50,000/-.

Note: The amount of Gratuity payable will be the higher of (a) & (b) above.

The Payment of Gratuity (Amendment) Act, 2010:

Enhancement of ceiling of Gratuity under the P. G. Act, 1972 from Rs.3.50 lakh to Rs.10.00 lakh w.e.f. 24.05.2010, consequent upon amendment toSection 4 Sub-section (3) of the Payment of Gratuity Act, 1972, by enactment of the Payment of Gratuity (Amendment) Act, 2010, the ceiling of Gratuity under the Act hasbeen raised from Rs.3,50,000/- to Rs.10,00,000/-. In terms of notification dated24.05.2010 of the Ministry of Labour and Employment, Government of India, the said amendment has been made effective from 24th May, 2010.

Nomination for Gratuity for newly recruited employees:It has also been decided that for newly recruited employees joining the services of the Bank on or after 01.04.2010, the ‘Employee No.’ to be allotted by Recruitment Cell, will also be utilised for identification in recording Nomination and payment of gratuity. The existing Gratuity Nomination ‘Form- F’ [PF-2] has accordingly been revised to suit the changed system and enclosed as Annexure-II. Therefore, w.e.f. 01.04.2010, at the time of joining the service of the Bank by newly recruited officers/employees including Part Time Sweepers, the concerned Branch/Office will also obtain duly filled in Gratuity Nomination‘Form-F’ [PF-2(Revised)] from them and submit the same along with their Basic Information Form-Annexure-I , to Head Office, Recruitment Cell, 14 India Exchange Place, 4th Floor, Kolkata- 700001 through their respective controlling offices, so that nomination for gratuity can be recorded simultaneously with allotment of ‘Employee No.’ In respect of those employees/officers who have already joined on or after 01.04.2010, their Branches/Offices of posting will immediately obtain the aforesaid ‘Form-F’ from the concerned employees/officers and submit the same as aforesaid.

Ex-Gratia:(a) The Bank is having a scheme for grant of ex-gratia amount (minimum Rs.5.5 lacs & maximum Rs. 8

lacs) in lieu of compassionate appointment, which is applicable in the following cases:

Officers dying in harness (other than due to injury sustained while performing official duty as a result of violence, terrorism, robbery or dacoity);

Officers dying due to injury sustained while performing official duty within or outside office premises (other than due to violence, terrorism, robbery or dacoity and excluding travel from residence to place of work and back).

Officers seeking premature retirement due to incapacitation before reaching the age of 55 years.

(b) The Scheme of Compassionate Appointment is applicable in the following cases only :An officer dying while performing his official duty, as a result of violence, terrorism, robbery or dacoity; and

An officer dying within five years of his first appointment or before reaching the age of 30 years, whichever is later, leaving a dependent spouse and/or minor children.

Payment of Compensation in case of death while performing Official Duty :

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In case of accidental death in the course of performing official duty, compensation under Workmen Compensation Act is paid, as amended upto 2000, as under:Minimum Rs. 80000/-Maximum Rs. 452760/- (depending on age and wage of the employee)

Additional Compensation:In case of death in Bank robbery/attack by terrorists during/as well as after office hours, compensation is paid as under:

Executive in Scale-IV and above : Rs. 5 lacOfficers from Scale-I to Scale-III : Rs. 3 lacClerical cadre : Rs. 2 lacSub-staff cadre : Rs. 1 lac

Exercise of Sanctioning Powers Prior to RetirementInstruction Circular No. 9860/PA/2007-08/34 Date : 08.12.2007

1. Executives/Senior Executives at Head Office as well as Zonal Office Level may exercise the sanctioning power delegated to them during the period of three months prior to retirement also. However, the proposals sanctioned by them during the period should be put up immediately to the next higher authority for observations/ objections. The concerned higher authority to whom the proposals are so put up should immediately examine the same and send his/her observations and/or objections immediately so as to reach the referring authority for necessary and due compliance within a period of maximum 15 days from the date on which the proposals were sent. Only on receipt of a reply from the higher authority, the sanctioning authority (in this case the referring authority) will proceed further including issuance of sanction letter to the proponent. For this purpose, records of all such referred cases should be properly and meticulously maintained by the referring authority together with the proof of despatch of the proposals to the higher authority through e-mail/Fax/Courier etc and the same should be preserved and produced as evidence whenever required in future.

It is also clarified that whenever any new incumbent takes over charge it should be his/her primary responsibility to check up all such cases which have been referred by the previous incumbent to the higher authority and proceed in the matter in line with the observations /objections, if any given by the higher authority as well as the extant norms of the Bank.

2. Branch Managers in all categories/scales are not authorised to sanction loan proposals, enhancement of existing limits and take any sensitive decisions during the period of 3 months prior to retirement. All such proposals should be promptly referred to the higher authority by the concerned Branch Manager for prior approval.

Scheme for extending Legal and Financial Support to Officers of the Bank including retired Officers against whom motivated false complaints have been made by people/ agencies outside Bank.Instruction Circular No. 10793/PA/2009-2010/41 Date: 04.12.20091. The scheme will be extended to all officers of the Bank against whom motivated false complaints are

made by outsiders/private parties with malafide intentions on matters arising out of bonafide execution of Bank’s work to defend themselves and also to initiate legal action against those who initiated such false and motivated complaints.

2. The retired officers of the Bank will also be covered under the scheme to defend themselves when such complaints are made, provided such false complaints by outsiders/private parties with malafide intention on matters arising out of bonafide execution of Bank’s work while in service.

3. The scheme will not cover instances where the complaints/prosecutions are launched by Police/CBI and other Government agencies. Details of the revised Scheme for extending legal and financial support to Officers of the Bank including retired Officers against whom motivated false complaints have been made by people/agencies outside the Bank, as approved by the Bank’s Board of Directors, are appended for information of all concerned:-

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1.0 OBJECTIVE: To enable Officers to initiate legal action in India against outsiders/private parties who with a malafide intention make baseless allegations, pass derogatory remarks, lodge motivated false complaints on matters arising out of bonafide execution of Bank’s work. The scheme shall not be applicable in case of a complaint/allegation made by an employee of the Bank.2.0 APPLICABILITY: This scheme shall cover all officers on the regular rolls of the Bank and retired from Bank. It shall also be applicable in case of officers on deputation within India to Joint Ventures and subsidiaries of the Bank. For retired officers, the scheme will be applicable only in respect of bonafide execution of Bank work while in service.3.0 DEFINITIONS: In these rules, unless the context otherwise requires; 3.1 Initiate legal action shall include defending against legal action initiated by outsiders/private parties

with malafide intention on matters arising out of bonafide execution of Bank’s work.3.1.1 Outsider/private party means any outsider other than a Government Agency such as CBI, CVC etc.3.1.2 A motivated false complaint/communication shall mean a written complaint/communication other

than anonymous or privileged.For the purpose of this scheme a privileged complaint/communication shall mean any written complaint/ communication which is protected under law.

3.1.3 A baseless allegation/ a derogatory remark shall mean so only if it is in writing.3.1.4 Litigation expenses shall mean court fee and other related miscellaneous expenditure, advocate fee,

TA,DA and accommodation charges as per entitlement.3.2 Baseless allegation, derogatory remarks, motivated false complaints against officers of the Bank by

an outsider/private party for the purpose of this scheme shall herein after be referred to as the “Cause of Action”.

4.0 PROCEDURE:4.1 If an officer desires to initiate any legal action in respect of any ‘Cause of Action’, he/she may put up

the facts along with the relevant documents, seeking permission to initiate legal action through proper channel.

4.2 All such proposals shall be placed before a 4-member General Managers’ Committee at Head Office comprising as under:1. General Manager (HR)2. General Manager (Credit)3. General Manager (F&A)4. Chief Law Officer

4.3 The said Committee shall examine the gravity of the ‘Cause of Action’ and, as Competent Authority, take decision on grant or rejection of request for permission to pursue legal action and for reimbursement of litigation expenses in respect of Officers from JMG Scale -I to Senior Management Scale – V. As regards Top Executives in Scale VI (Deputy General Managers), & Scale - VII (General Managers), the said General Managers’ Committee, after examining the gravity of the “Cause of Action”, will recommend for grant or rejection of such requests to the Competent Authority, within a period of 15 days of receipt of such proposal. The Competent Authority in case of Executives in TEG Scale -VI & TEG Scale –VII is the Chairman & Managing Director and in his absence the Executive Director. The Competent Authority will consider recommendation of the said Committee.

4.4 The Convenor of this Committee will be the representative from Personnel/IR/HR Department not below the rank of Dy. General Manager. In absence of any Dy. General Manager as stated above, Asstt. General Manager of IR/HR/Personnel/HRD Department may be nominated to act as Convenor of the said Committee, till such time Dy. General Manager is posted/available in the said Department.

4.5 Once the permission is granted by the Competent Authority, as stated above, the Bank’s Law Department will identify a suitable Advocate in each case. The fee and other charges payable shall be as per the scheduled rates for hiring of advocates, as prescribed by the Bank. The Officer concerned shall execute a deed of undertaking as per format (Annexure –I), agreeing to comply with the provisions of this Scheme.

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4.6 Since CMD and ED are more susceptible to slandering, wild allegations made by persons both inside and outside the Bank, they would be Competent to decide and file a Suit (Criminal/Civil or both) against the individual (s) who has made such allegations/complaints against them.

5.0 Other Terms & Conditions:5.1 In the event the Court orders for payment of any compensation in favour of the Officer concerned,

the amount so received shall be retained by the Officer concerned after payment to the Bank, of the amount spent by the Bank in connection with the case.

5.2 The Officer concerned shall pursue the case with due diligence and in the event Officer concerned retires before the culmination of the case, even then the Officer concerned shall pursue the case till its conclusion at Bank’s cost, as mentioned above.

5.3 In the event the employment of the Officer concerned with the Bank comes to an end for whatever reasons except otherwise than by superannuation or on health grounds, the Bank shall not provide thefacility under the scheme any further.

TRANSFER/PLACEMENT

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Transfer/Placement :

The Bank has formulated a transfer/placement policy/guidelines for Officers of the Bank which will be applicable to Officers upto Scale-III (except Officers in Specialist Cadre), within the ambit of Regulation 47 of Allahabad Bank (Officers’) Service Regulations, 1979 which stipulates that every Officer is liable for transfer to any office of the Bank or to any place in India as also Government guidelines/instructions received from time to time.

The 46 Zonal Offices of the Bank has been divided into six circles, for the purpose of transfer/placement of Officers, as detailed herein below :

SN Name of the Circle

CoordinatingNodal Zonal Office

Includes Branches/Offices under the jurisdiction of following Zones/Offices

1 Eastern Kolkata (Metro) Head Office, Kolkata (Metro), Kolkata (Urban), Behala, Barasat, Chinsurah, Midnapur, Asansol, Siliguri, Guwahati & Dibrugarh

2 Northern Central

Lucknow Lucknow, Sitapur, Bahraich, Gonda, Lakhimpur Kheri, Meerut, Moradabad, Varanasi, Gorakhpur, Allahabad, Kanpur, Jhansi, Hamirpur, Mirzapur & Dehradun,Agra

3 Central East Patna Patna, Muzaffarpur, Ranchi & Deoghar4 Central Bhopal Bhopal, Jabalpur, Satna, Raipur & Bhubaneswar5 Southern West Mumbai Mumbai, Nagpur, Chennai, Hyderabad, Ahmedabad6 Northern New Delhi New Delhi, Chandigarh, Jaipur & Ludhiana

Basic Norms :

For exposing the Officers to different geographical areas as also to groom up in different working environment, rotation of officers will be made as per requirement of the Bank.

The tenure of an Officer in a branch should not be more than 3 years and not more than 5 years in administrative offices, other than Specialists, subject to administrative exigencies.

To complete mandatory Rural/Semi-Urban branch services, as per Government guidelines Officers (except specialists), may be posted within/outside the State/Circle, as per requirement.

On promotion to Scale-I and in case of intra-cadre promotion within Officers’ cadre (upto Scale-III), inter-circle transfer will be made depending upon the bank’s need & requirement.

Officers will not normally be transferred out of state/circle who have attained 55 years of age as far as possible and practicable.

The rotational movement of officers in Scale-I & Scale-II will be made within the state/circle as far as practicable.

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Inter-circle rotational transfer/movement of officers in Scale-III may be considered after 10 years of service as an officer to groom them to shoulder higher responsibilities by exposing them to different work culture/environment.

Officers who are posted outside their parent state/circle will be repatriated back to their respective parent state/circle, after completion of tenure of posting on subsequent promotional placements/recruitment and on swap as far as feasible and practicable.

Directly recruited Specialist Officers and/or Officers who are engaged in specialized functional areas will be rotated in the respective functional areas by Head Office.

CAREER PROGRESSION & PROMOTIONS

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Promotion & Career Progression :

Promotion Policy, Rules and Procedures applicable to the Officers of Allahabad Bank(Revised vide Board’s approval dated 10.03.2012 & 22.03.2012)Instruction Circular No. 11810/PA/2011-2012/37 Date: 22.03.2012

1. Channels of promotion and eligibility criteria

PromotionProcess Channel

Percentage ofvacanciesallocated

Minimumexperiencerequirement(in years)

Maximumpermissiblerelaxation bythe Board(in years)

Minimumlength ofservice inofficers’ cadre(in years)

I to II Normal/ Seniority

60% 5 1 NA

Merit/ Fast Track 40% 3 1 NAII to III Normal/Seniority 60% 5 1 NA

Merit/Fast Track 40% 3 1 NAIII to IV Merit/Fast Track 100% 3 1 NAIV to V Merit 100% 3 1 12V to VI Merit 100% 3 1 15VI to VII Merit 100% 3 1 18

No officer will be given the benefit of relaxation in the minimum required experience by the Board at two successive levels of promotion in Scale III and above.

PROMOTION FROM JMG, SCALE-I TO MMG, SCALE-II &FROM MMG, SCALE-II TO MMG, SCALE- III:1 Officers should obtain minimum 75% marks in APA Reports for each of the years of service required for eligibility for promotion under Merit Channel/Fast Track.2 There shall be a mandatory requirement of having completed two years of continuous service in rural areas for promotion from Scale-I to Scale-II and a total of three years in rural/semi-urban areas, including the rural service in Scale-I, for promotion from Scale-II to Scale-III.3 For Normal/Seniority Channel, Officers (Generalists) who have put in more than the aforesaid service in rural areas will get an advantage of further relaxation of 50% weightage in minimum experience for each additional completed year of service while assessing their eligibility as per table above.4 In case all the vacancies allocated to one channel are not filled up due to non- availability of suitable officers or officers with requisite eligibility criteria, the said vacancy(ies) will be filled up in the same promotion process through the other channel. Such interchanging of vacancies in the respective channels will not affect the seniority of the selected candidates as the date of effect of promotion for both the channels will be on a common date.5 The promotion processes, including those for Specialist Officers, will be conducted on the basis of the following factors/parameters, with weightage assigned against each factor as under:Factors/Parameters of Promotion Promotion from Scale I to II Promotion from Scale II to III

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Normal/SeniorityChannel

Merit/FastTrack

Normal/SeniorityChannel

Merit/FastTrack

Weightage assigned Weightage assignedWritten/On-Line Test (Total Marks 100) 40 40 40 40Performance Appraisal (Average APA marksfor last 3 years)

30 40 30 40

Interview 20 20 20 20Educational Qualifications(as mentioned below) 10 N.A. 10 N.A.

Total 100 100 100 100

Weightage in marks on account of professional qualifications (suitable to the needs of the Bank) and higher academic qualifications (in the relevant knowledge area) will be given in the merit list for promotion from JMG Scale I to MMG Scale II and from MMG, Scale II to MMG, Scale III in Normal/Seniority Channel only, subject to a maximum of 10 marks, as under:

Professional Qualifications MarksJAIIB/CAIIB Part-I* 2CAIIB (Part-II)* 2Diploma in Treasury, Investment & Risk Mgmt.* 2Diploma in Comm Derivatives for Bankers* 2Diploma in International Banking & Finance* 2Diploma in Banking Technology* 2Diploma in Banking & Finance* . 2Chartered/Cost Accountancy 4M.B.A./PGDBM 4Engineering 4L.L.B. 3P.G. qualification in Personnel Management 3*(Courses conducted by Indian Institute of Banking & Finance)

Academic Qualifications MarksM.A. (Economics/Statistics) 3M.Com. 3M.Sc.(Agriculture) 3Post Graduation in any other subject 2

On receipt of applications from the eligible officers for consideration in the promotion process, number of eligible officers to the extent of 3 times or 4 times the number of vacancies in each channel, as the case may be in terms of Para 8 above, will be called to participate in the Written/On- Line Test in order of seniority.

There will be an Objective Test for 100 marks under Written/On-line Test conducted by outside agencies. The subjects/topics and nature of test will be as decided by the Bank at the time of each promotion process and may vary from one process to another.

Minimum qualifying marks for Written/On-Line Test will be 40%. The Competent Authority will, however, have the discretion to lower the cut off points in case sufficient number of officers fails to qualify in the Written/On-Line Test.

Successful officers of the Written/On-Line Test will be called for Interview.

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Officers securing less than 40% marks in average in performance appraisal reports of the preceding 3 financial years and/or in the Interview will not be considered suitable for promotion and accordingly their names will not be included in the list of successful candidates of the promotion process.

The final merit list for promotion will be prepared strictly based on the aggregate marks obtained by the officers in various factors/parameters of promotion as per the weightages assigned, as given above, and promotion will be released accordingly.

PROMOTION FROM SMG, SCALE-IV AND ABOVE

1. For being eligible for promotion to Scale-V, the officers should have been a Branch Head for at least three years.2 .For being promoted to Scale VII, the officer should have worked as Regional/Zonal Head or must have worked in Scale-III to Scale V in the Regional/Zonal Offices for 2 years. The experience as Chairman of RRB would be treated as equivalent to experience as Regional/Zonal Head.3. For promotion to Scale-IV and Scale-V, eligible officers will have to participate in a Group Discussion, through which their communication, conceptual and leadership capabilities will be assessed. For this purpose, a Board consisting outside experts and Executives of the Bank will be constituted.4. The promotion processes, including those for Specialist Officers to Scale-IV, will be conducted on the basis of the following factors/parameters, with weightage assigned against each factor as under:

Factors/Parameters of PromotionPromotionfromScale III to IV

PromotionfromScale IV to V

PromotionfromScale V to VI

PromotionfromScale VI to VII

Written/On-Line Test (Total Marks 100)

40 N.A N.A. N.A.

Performance Appraisal (Average APA marks for last 3 years)

30 40 40 40

Interview 20 50 60 60Group Discussion 10 10 N.A. N.A.Total 100 100 100 100

On receipt of applications from the eligible officers for consideration in the promotion process, number of eligible officers to the extent of 3 times or 4 times the number of vacancies, as the case may be in terms of Para 8 above, will be called to participate in the Written/On-Line Test/Group Discussion/Interview, as applicable, in order of seniority.

There will be an Objective Test for 100 marks under Written/On-line Test conducted by outside agencies in case of promotion from Scale III to Scale IV. The subjects/topics and nature of test will be as decided by the Bank at the time of each promotion process and may vary from one process to another. It will, however, include a test on computer literacy and computer knowledge and the officers will be required to pass in that test mandatorily.

Minimum qualifying marks for Written/On-Line Test will be 40%. The Competent Authority will, however, have the discretion to lower the cut off marks in case sufficient number of officers fails to qualify in the Written/On-Line Test.

Successful officers of the Written/On-Line Test for promotion process from Scale-III to Scale-IV will be called for Group Discussion and Interview.

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For promotion from Scale-IV to Scale-V, officers will have to mandatorily pass an examination (Written/On-Line) to test for computer literacy and computer knowledge, which may be conducted in-house or by outside agency at the discretion of the Bank. The test will be for 25 marks and will be Objective in nature. It will be a qualifying one and its marks will not reckon for merit ranking.

Officers securing less than 40% marks in average in performance appraisal reports of the preceding 3 financial years and/or in the Interview will not be considered suitable for promotion and accordinglytheir names will not be included in the list of successful candidates of the promotion process.

The final merit list for promotion will be prepared strictly based on the aggregate marks obtained by the officers in various factors/parameters of promotion as per the weightages assigned, as given above, and promotion will be released accordingly.

FINALISATION OF MERIT LIST FOR PROMOTIONThe promotions will be made by the Competent Authority from the merit list strictly in the order of ranking of the officers in the list and against the vacancies in the next higher scale/grade. The promotions will be made on a common date. Supplementary Waiting List/Panel to the extent of 25% of the identified vacancies (fractions to be treated as one whole number) may be made for the purpose of meeting exigencies of the Bank as and when necessary. However, the Board of Directors may approve supplementary waiting list more than 25% of the identified vacancies if the requirement /situation so warrants. The preparation of this supplementary waiting list will be subject to the availability of 9 candidates suitable for promotion strictly according to their ranking. The supplementary waiting list will lapse when the next promotion process is taken up or on the expiry of one year from the date of panel, whichever is earlier. Those who are not successful in the preceding promotion process may participate in the next process when held.

APPEALS AND PROCEDURE OF APPEALS :

Any officer in Scale I, II, III, IV & V, who may feel that his case under the promotion processes has notbeen dealt with correctly or properly, will be entitled to appeal to the Competent Authority, as given below:Level of Officers Competent AuthorityFrom Scale I to Scale II General ManagerFrom Scale II to Scale IIIFrom Scale III to IV Chairman and Managing DirectorFrom Scale IV to Scale V andFrom Scale V to Scale VIThe Chairman & Managing Director or the General Manager, as the case may be, may constitute a Committee consisting of Senior Executives of appropriate rank, to examine the individual appeal cases and submit to him/her necessary recommendations. The decision of the Chairman/General Manager in respect of all such appeals shall be regarded as final.

Notwithstanding the provision of appeal inserted in Para 13.1, an officer shall submit such appeal so as to reach the Competent Authority within a period of 30 days from the date of publication of Merit List and on expiry of the said period of 30 days no further appeal shall be accepted or considered

SPECIALIST CADRE OFFICERS

1- Existing specialist categories of posts in the Bank include :Chartered Accountants, Agricultural Field Officers, Small Scale Industries Field Officers (Engineers),Management/Personnel Management Specialists, Economists, Statisticians, Civil Engineers, LawOfficers, Security Officers, EDP/IT Officers, Merchant Banking and similar other posts as may exist orbe created in future in the specialist cadre.2- The specialist cadre officers would, in due course, either be integrated with the general line or provided with promotion opportunities as per career path policy while remaining in their specialized functional areas upto SMG, Scale IV.3- a) Officers recruited in the specialist cadre will be eligible for promotion in their respective cadre subject to availability of vacancies in their respective fields of specialization upto SMG, Scale IV, as per the

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eligibility and experience mentioned in para 9 below and shall be allowed to join the mainstream in the event of ompletion of service as mentioned in para 4 below.b) In case the specialist officers join at a Scale higher than Scale-I, the minimum service requirement in para 9 would be reckoned from the level at which they enter the service. For example, if an officer joins in Scale-II, the minimum length of service for promotion from Scale IV to Scale V will be 9 years instead of 12 years.4- Specialist officers will also be allowed to join the mainstream (generalist cadre), for which it will be mandatory that prior to joining the mainstream, the specialist officers should necessarily remain in that cadre for at least 5 completed years of service. Thereafter, the officer should gain experience of at least 2 years in field operations. There will be exemption from posting to rural areas for these officers. The specialist officers desirous of conversion to the mainstream should submit unconditional and irrevocable option for the same in writing after completion of 5 years of service in the specialist cadre.5- The specialist officers may also be exposed by way of occasional deputation to banking area courses, soas to make them acquainted with the general banking area and functions and to enable them to be more effective on switching over to generalist cadre.

PROBATION AND CONFIRMATION1- An officer promoted from Junior Management Grade, Scale-I to Middle Management Grade, Scale-II,Middle Management Grade, Scale-II to Middle Management Grade, Scale-III and Middle Management Grade, Scale-III to Senior Management Grade, Scale-IV shall be on probation for a period of one year.2- If in the opinion of the Competent Authority, the performance of the officer is not found satisfactory, his probation may be extended for such period as deemed fit by the competent authority.3- Where, during the period of probation, including the period of extension, the Competent Authority is of the opinion that the officer is not fit for confirmation, he may be reverted to the Grade/Scale from which he was promoted.4- The Competent Authority for the purpose of confirmation/reversion to the previous scale shall be as under:

Level of Officers Competent AuthorityOfficers promoted from JMG, Scale I to MMG, Scale-II

General Manager (HR) or an authority above him.

Officers promoted from MMG, Scale II to MMG, Scale-IIIOfficers promoted from MMG, Scale-III to SMG, Scale-IV

FORWARDING OF JOB APPLICATION THROUGH PROPER CHANNEL FOR OUTSIDE EMPLOYMENTInstruction Circular No. 9546/PA/2007-2008/01 Date: 03.04.2007At the time of forwarding job application of the Officers/Employees concerned for outside employment, the following points are required to be fulfilled/noted: - 1. Job applied for should be more than equivalent to his/her present status/scale. 2. Paper cutting of the advertisement should accompany his/her job application. 3. Eligibility criteria e.g. qualification, experience, age etc. as advertised should be fulfilled. 4. No disciplinary case is pending or contemplated against the employee concerned. 5. Applications of Officers/ Employees who are under probation are not to be considered. 6. Application of an Officer/ Employee will be forwarded for outside employment only once in a year. 7. Bank may realise the cost of training of such employees who were imparted overseas/specialized training at professional Institutions such as IIM,XLRI etc. where Bank has paid fees.

The Competent Authority for the purpose will be as under:

Scale of Officers/Employees Existing Competent Authority

Proposed Competent Authority

Award staff & Officers upto scale III at Head Office

Not specified Asst. General Manager (PA)

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Award staff & Officers upto scale III posted under Zone/FIO/SC/STC

Award Staff & Officers upto Sc-II - Regional Head and for ScIII- GM (PA)

Zonal Head/Head of the FIO/SC/STC

Officers in scale IV to VI G.M (PA) G.M (PA) Officers in Scale VII CMD/ED CMD/ED

The Concerned officer/Employee applying for outside employment required to submit his/her application as per proforma given on Annexure-I through the respective branch/office as the case may be.

Zonal Heads/Head of FIO/STC/SC are authorised to forward such applications of the Award staffs and Officers in scale I, II & III posted within the Zone/FIO/STC/SC for outside employment after satisfying the above criteria meticulously under intimation to us. The applications of the other officers are to be forwarded to us alongwith the Annexure (Enclosed) duly filled in for our perusal and consideration.

Issuance of “No Objection Certificate” for procuring passport Instruction Circular No. 9566 /PA/ 2007-08 / 04 Date : 21.04.2007The Passport issuing Authorityhas introduced new format for issuing “No Objection Certificate” by the employer.Accordingly it has now been decided that the employees who are applying for “No Objection Certificate” to procure Indian Passport have to comply with the following : –(1) Application to be submitted alongwith three stamp sized photographs. (2) One photograph should be attested by the Branch Manager/Head of the Office/Zonal Head by affixing it on the application before forwarding it to the concerned competent authority. (3) An Affidavit containing details as per format in ANNEXURE-‘A’ to be submitted tothe Competent Authority. All such applications should be disposed of by the competent Authorities as under : –____Category of Officer/Award-Staff Competent Authority

RM/CM of EL & VL CM of the Zone/Branch/FIO/SC/STC

________________________________________________________________________________ Award staff & Officers upto the Branches, CM of & CM (PA) at Head Office or any level of MMG SC-III controlling offices. authority above Scale-IV _____________________________________________________________________________________ Scale-IV, V, VI GM Head of the Zone/FIO/SC/STC if he/ she is at least one scale above the concerned officer, In case of Head of the Zone/SC/STC/FIO and the officers in Scale-IV, V, VI posted at Head Office-GM (PA) _____________________________________________________________________________________

Scale-VII CMD/ED CMD/ED _____________________________________________________________________________________

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OTHER WELFARE SCHEMESOF THE BANK

WELFARE SCHEMES IN ALLAHABAD BANK

1. SCHEME FOR GROUP MEDICLAIM INSURANCE POLICY WITH GROUP PERSONAL ACCIDENT INSURANCE COVERAGE

COVERAGE UNDER HOSPITALISATION EXPENSESOfficers are entitled for reimbursement of residual hospitalisation expenses beyond the permissible limit under the Bank’s Hospitalisation scheme not exceeding Rs.1.5 lacs with floater cover to the officers/employees along with their maximum three dependent family members under Group Mediclaim Insurance Policy.

ACCIDENTAL COVERAGEPayment of full insured amount of Rs.3.00 lacs in case of death/permanent total disablement and prorata payment in case of partial disablement due to accident under Group Personal Accident Insurance Coverage.

SCHEME FOR GROUP MEDICLAIM INSURANCE POLICY WITH GROUP PERSONAL ACCIDENT INSURANCE COVERAGE FOR OFFICERS & EMPLOYEES ALONG WITH THEIR WHOLLY

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DEPENDENT FAMILY MEMBERS –(Scheme Details may change every year please check latest circulars)As a part of Staff Welfare measure, the Bank has paid the premium amount to the Insurance Company for the Insurance to provide Group Mediclaim Insurance Coverage to the officers and employees alongwith their three wholly dependent family members.

Reimbursement of hospitalisation expenses with pre and post hospitalization expenses to the extent of Rs.1.5 lacs beyond the permissible limit under the Bank’s Hospitalisation scheme with floater cover to self and dependent family members.

Payment of full insured amount of Rs.3.00 lacs in case of death/permanent total disablement and prorata payment in case of permanent partial disablement due to accident.

Apart from above, the Bank also provides administrative support to the welfare measures extended to retired officers/retired employees under Group Mediclaim Insurance Policy. The scheme is however self financed by the retirees. (Ref. – HO IC No. 9971/ Admn(HR) / 2007-08/09 dated 19-03-2008)

2. HOLIDAY HOME

With a view to extending welfare amenities, bank has opened 14 (fourteen) Holiday Homes, at present, at various centres for rest and recuperation of the existing employees and officers of the Bank, accompanied by their wholly dependent family members as well as retired employees/officers of the Bank. List of Holiday homes with address and related information is enclosed as Annexure. Employees occupying the Holiday Homes are required to pay non refundable rent @ Rs.6/- per day/per suite for workmen employees and Rs.7/- per day/per suite for officer employees. Wherever cooking gas is provided, an additional amount of Re.1/- per day is to be paid. Reservations are made on “first come, first served” basis within two months in advance from the proposed date of commencement of reservation of Holiday Home. However, the applicants are required to give an undertaking to pay @Rs.200.00 per day in the event of failing to avail the holiday home facility so booked/not canceling the booking at least 15 days in advance (Ref: HO IC No: 10209/ADMN(HR)/2008-09/03 dated 21-10-2008) The broad guidelines regarding booking of Holiday Home are reiterated as under. (i) The period of stay in the holiday home should not exceed for more than 6 days at a time. (ii) The reservation of a suite in a particular holiday home will be made available to the officers/employees on first come first serve basis. (iii) The request for reservation of suite to the concerned Zonal Office should be made not earlier than 2 months in advance from the proposed date of commencement of reservation of Holiday Home.

The application form for allotment of holiday home has been revised as Annexure. The officers/employees intending to avail facility of holiday home shall have to apply on the revised application form.

GUEST HOUSE FOR CANCER PATIENTS AT MUMBAI

Bank is maintaining a Guest House at Mumbai for accommodation of Cancer patients only for treatment at Tata Memorial Cancer Hospital for self and wholly dependent family members. Guest House Rent per day per room is Rs.10/-. Maximum period of stay shall be fifteen days at a time, which may be extended for a further period of fifteen days. The booking is made at Zonal Office Mumbai. The address of the Guest House is as under.

102A, NUGGET, NEW PRABHADEVI ROAD, OPP.TO SAMNA PRINTING PRESS, PRABHADEVI, MUMBAI – 400 025, PHONE NO. – 24305036

TRANSIT QUARTER FOR TREATMENT OF PATIENTS AT KOLKATAInstruction Circular No.10508 /ADMN(HR)/2009-10/03 Date : 02.05.2009Location : Flat No. 101(First Floor)GG Block, Ashabari Complex

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Baisnabghata, Patuli TownshipKolkata- 700 094Number of Rooms: 3(three) rooms with one common and one attached bathroom, common kitchen, dining cum living room verandah. The flat has also been duly furnished with essential furniture and fixtures and bed with mattresses etc.Authority for Booking/ReservationBooking/reservation of the Transit Quarter in Kolkata will be done through Zonal Office Kolkata (Metro).The Chief Manager, Zonal Office, Kolkata(Metro) looking after the Personnel Administration & HR matters shall be the Competent Authority for Booking/Reservation and Cancellation/Re-allotment of reservation of rooms.

Rent : Rs.10/-(ten) per day per person all inclusive(without boarding). On the basis of allotment order received from Zonal Office, Kolkata(Metro), rent for the entire period of reservation is to be deposited with Baishnabghata, Patuli Branch (Code No.0212269), Kolkata, immediately on receipt of confirmation regarding reservation of rooms inTransit Quarter. No refund of room rent already deposited will be made under any circumstances even due to non availment of the facility, early leaving and/or late arrival etc.

Maximum Period of stay: Normally maximum seven (07) days at a time. However, the said maximum period may be extended for a further period of seven days (maximum) on the basis of actual need along with recommendation of the Renowned Hospital/ Nursing Home in the city and subject to availability of room and position of wait listedapplications, only at the discretion of Zonal Office,Kolkata(Metro).

Eligibility to stay: Existing Employees/Officers of the Bank alongwith their wholly dependent family members can stay only for treatment of self or spouse, wholly dependent family members at the Renowned Hospital/Nursing Home in the city. No one will be permitted to stay without proper reservation allotment letter/beyond the eligibility/permissinle limit.

TRANSIT QUARTER FOR TREATMENT OF PATIENTS AT LUCKNOWInstruction Circular No. 11221/ADMN (HR)/2010-2011/16 Date :02.12.2010Location : Flat No. 207Halwasia Amrapalee,Green Apartment,Vrindawan Yojana,Behind Dental College, LucknowLucknow.Number of Rooms: 3(three) rooms with attached toilets, balconies, drawing, store etc. The flat has been furnished with essential furniture and fixtures and bed with mattresses etc.Authority for Booking/ReservationBooking/reservation of the Transit Quarter in Lucknow will be done through Zonal Office Lucknow.Rent : Rs.10/-(ten) per day per person all inclusive(without boarding). Rent for the entire period of reservation is to be deposited with Sainik Branch (S.P.I.D.M.S), Lucknow (Code No.0212253),Maximum Period of stay:Normally stay upto maximum of seven (07) days at a time is permissible. However, the said maximum period may be extended for a further period up to seven days on the basis of actual need and recommendation of the concerned Hospital/Nursing Home in the city subject to availability of room and position of wait listed applications, at the discretion of Zonal Office Lucknow.Eligibility to stay:

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Existing Employees/Officers of the Bank alongwith their wholly dependent family members can stay only for treatment of self, spouse and wholly dependent family members at the renowned Hospitals/Nursing Homes in the city. No one will be permitted to stay without proper reservation allotment letter/beyond the eligibility/permissible limit.Application in plain paper, strictly as per format along with the reference letter of the Hospital/Doctor for treatment will be submitted through proper channel to the Chief Manager, Zonal Office Lucknow, Allahabad Bank , New Building, 1st Floor, Hazratgunj, Lucknow, Uttar Pradesh , PIN- 226001

TRANSIT QUARTER FOR TREATMENT OF PATIENTS AT CMC VELLOREInstruction Circular No. 11240 /ADMN (HR)/2010-2011/ 17 Date :28/12/2010Location : Room No. 112 (AC Double Occupancy Room fully furnished withall modern amenities including attached bath)Hotel Khanna,16, Officers Lane,Vellore,Tamil Nadu- 632001.Authority for Booking/ReservationBooking/reservation of the Transit Quarter in Vellore will be done through Zonal Office Chennai.Rent : Rs.10/-(ten) per day per person all inclusive (without boarding). Rent for the entire period of reservation is to be deposited with Vellore Branch (Code No.0212116),Maximum Period of stay: Normally stay upto maximum of seven (07) days at a time is permissible. However, the said maximum period may be extended for a further period up to seven days on the basis of actual need and recommendation of the concerned Hospital Authorities subject to availability of room and position of wait listed applications, at the discretion of Zonal Office Chennai.Eligibility to stay: Existing Employees/Officers of the Bank alongwith their wholly dependent family members can stay only for treatment of self, spouse and wholly dependent family members at CMC Vellore. No one will bepermitted to stay without proper reservation allotment letter/beyond the eligibility/permissible limit.Application in plain paper, strictly as per format along with the reference letter of the Hospital/Doctor for treatment will be submitted through proper channel to the Chief Manager, Zonal Office Chennai.Note:Maximum two adults and one child under eighteen years of age of a family shall be allowed to stay in the Transit Quarter. If extra person or child is accommodated in the room one extra bed will be provided by the Hotel @ Rs.100.00 which is to be borne by the officer/employee/dependent family member and to be paid directly to the Hotel Authority.

3. HEALTH CHECK UP SCHEME FOR EMPLOYEES AND OFFICERS OF THE BANKInstruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009a. For Executives in Scale-IV and above

REVISED FACILITYHealth Check up @ Rs.3000.00 per person per annum *

a. Executives in Scale –IV and aboveb. Their Spouse

Every year.Every alternate year

b. For Employees and Officers up to MMG Sc-IIIREVISED FACILITYHealth Check up @ Rs.2000.00 per person per annum*

1.A. 40-45 years B. Their Spouse

Once in 5 yearNil

2.A. Above 45-50 years B. Their Spouse

Twice in 5 year.Once in 5 year.

3.A. Above 50 B. Their Spouse

Every year.Every alternate year

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* This is the maximum permissible limit for reimbursement. In no case it should be considered as entitlement.For the above, age of the employee/officer concerned is to be reckoned as on 1st April every year.

4. SCHOLARSHIPS TO THE WARDS OF THE EMPLOYEES/OFFICERS FOR EXCELLENCE IN EDUCATIONAL STUDIESInstruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009Bank will provide scholarship to the meritorious wards of all permanent employees/officers for excellence in their educational pursuit Wholly dependent Wards of all permanent employees/officers (including probationers), those studying from 1st Standard onwards upto Post Graduation/ Professional Courses, who secure minimum percentage of marks in the annual/final examination as stipulated as under: -For class/courses Wards of Sub-staff

(including .FTS /PTS) & the wardsof SC/STemployees/officers

Wards of otheremployees/officers

Quantum of Scholarship per child

Minimum marks Minimum marks1st Standard to 12th Standard / Diploma Courses

50% 60% Rs.200.00 pm with maximum of Rs.2000.00 p.a.

Graduation / Post Graduation / Professional Courses etc.

50% 60% Rs.300.00 pm with maximum of Rs.3000.00 p.a.

5. FINANCIAL ASSISTANCE TOWARDS UPBRINGING & TREATMENT OF MENTALLY CHALLENGED CHILDREN OF THE EMPLOYEES/OFFICERSInstruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009Cost of upbringing & treatment for the mentally challenged child or Rs.5000.00 per annum, whichever is less. Reimbursement of actual expenditure within the ceiling of Rs.5000.00 p.a. shall be made to the employees/officers towards upbringing and treatment of mentally challenged child/children in Specially Designated Schools/Rehabilitation Schools/Centres/Hospitals/Domiciliary Treatment etc.

6. SCHEME FOR EXTENDING FINANCIAL RELIEF TO PHYSICALLY CHALLENGED EMPLOYEES/OFFICERS FOR PURCHASE OF CRUTCHES & OTHER ACCESSORIES.

Physically challenged confirmed employees (including part time employees drawing scale wages) are reimbursed financial relief of Rs.1500/- once in three years for purchase of crutches/hearing aids/braille books/other accessories like artificial legs/support for polio limbs etc. (Ref. – HO IC No. 8506/Admn(IR)/2004-05/07 dated 01-01-05)

7. DEATH RELIEF SCHEME FOR PAYMENT OF EX-GRATIA TO THE FAMILY OF OFFICERS/EMPLOYEES WHO DIE DURING SERVICE PERIOD Instruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009To mitigate the immediate hardship, an amount of Rs.1,00,000/- is granted as ex-gratia to the bereaved family of the deceased officers and employees, irrespective of cadre, who die during the service period. To meet immediate expenditure on the death of the employees/officers, the branch/office shall pay Rs.20,000/- (Rupees Twenty Thousand only) to his/her widow/widower/nominee/legal heir as Death Exgratia under Death Relief Scheme. An application in writing as per the revised format for payment of final amount of Rs.80000/- (Rupees Eighty Thousand only) will be submitted by the widow/widower/nominee/legal heir, as the case may be, of the deceased employee/officer to the Branch Manager/Chief Manager/Departmental Head where the employee/officer was working.

59

8. SPORTS & CULTURAL ACTIVITIES VIS-À-VIS CELEBRATION OF ALLAHABAD BANK FAMILY DAY

Bank is celebrating Allahabad Bank Family Day in each Zone under the scheme of Sports and Cultural Activities by inviting entire household of the staff members preferably during December to first fortnight of February of every year. (IOM No. Per/HR/35/1271 dated 18-12-07) 9. FACILITY OF MEDICAL CONSULTANCY AT HO/ZOs/STAFF COLLEGES

Free Medical consultancy services to the Executives, officers and Award Staff members of our bank are available at Head Office, Zonal Offices and Staff Training Colleges/Centres on week days between 2 PM to 3.30 PM. This facility is available at the doctor’s clinic in the respective offices. (Ref.- IOM No. Per/HR/0902 dated 7-10-2006)

10. REIMBURSEMENT OF EXPENSES ON FOOD AND BEVERAGES

An amount of Rs.10/- per actual working day subject to maximum Rs.200/- pm is reimbursed to all permanent employees/officers upto Scale-III towards Food and Beverages on self-declaration basis. (Ref. – HO IC No. 9334/Admn(HR)/2006-07/08 dated 28-09-2006)

11. INSURANCE COVERAGE TO THE EMPLOYEES/OFFICERS POSTED IN J & K AND N. E. STATES

Bank provides Group Personal Accident Insurance Coverage against death/permanent disablement to the officers and employees posted in Jammu & Kashmir and North Eastern States with the limit for officers Rs. 3.00 lakhs, clerical staff Rs. 2.00 lakhs and subordinate staff Rs.1.00 lakh.

12. Silver Jubilee Award :Silver Jubilee Award is bestowed on an Officer Employee on completion of 25 years of unblemished service. The award will be in the form of any one or more articles of the employee’s choice out of certain items listed in the relative circular, the cost of which will be restricted to Rs.2000/-.

1- Introduction:1.1 With the advent of technology and massive mechanization, Bank is exposed to newer type of risks. In order to mitigate such risks it has become necessary to augment our present Audit and Inspection System. Further with more and more branches covered under CBS and expansion of IT enabled services, issues pertaining to Security & Audit needs to be strengthened at different functional levels.

60

13 SCHEME FOR(I) REIMBURSEMENT OF EXAMINATION FEE IN FULL, ANNUAL MEMBERSHIP FEE IN FULL, ANNUAL CERTIFICATION MAINTENANCE FEE IN FULL TO ALL OFFICERS OF THE BANK WHO SECCESSFULLY COMPLETE:(a) CISM CERTIFICATION PROGRAMME CONDUCTED BY ISACA, USA.(b) CISSP CERTIFICATION PROGRAMME CONDUCTED BY (ISC)² USA(II) REIMBURSEMENT OF EXAMINATION FEE IN FULL TO ALL OFFICERS OF THE BANK WHO SECCESSFULLY COMPLETE:(a) CeISB EXAMINATION CONDUCTED BY IIBF MUMBAI.(b) DBT EXAMINATION CONDUCTED BY IIBF MUMBAI(III) AND A ONE TIME CASH INCENTIVE OF Rs. 5,000.00 (RUPEES FIVE THOUSAND ONLY) FOR PASSING ANY OF THE ABOVE CERTIFICATION PROGRAMS.

Instruction Circular No.11022/HRD/2010-2011/01 Date: 14.06.2010

1.2 Presently Inspection System of the Bank is not having sufficient officers with IT/Professional certification. Therefore, Officers with internationally accepted certifications like CISA are required to be pooled to address issues pertaining to information security and Audit.

2. Coverage of the scheme:21 Eligibility:The scheme covers all Permanent Officers of the Bank with maximum age of 55 years as on the date of acquiring such qualification.2.2 Courses Covered:2.2.1 (Certified Information Security Manager) CISM certification conducted by (Information System Audit and Control Association) ISACA, Illinois, USA.2.2.2 (Certified System Security Professionals) CISSP certification conducted by International Information Systems Security Certification Consortium (ISC) ² USA.2.2.3 (Certified Information Security Banker) CeISB examination conducted by Indian Institute of Banking & Finance, Mumbai.2.2.4 (Diploma in Banking Technology) DBT examination conducted by Indian Institute of Banking & Finance, Mumbai.2.3 Reimbursement of fees:2.3.1. Officers those who pass CISM & CISSP and submit claim with relevant supporting documents will be reimbursed(a) Examination fee in full(b) Annual membership fee, as applicable in full(c) Annual Certification Maintenance fee, as applicable in full as charged by the institutes from time to time.2.3.2. Officers those who pass CeISB & DBT and submit claim with relevant supporting documents will be reimbursed(d) Examination fee in full.2.4 Onetime incentive:In order to encourage more & more officers to obtain such professional qualifications, a onetime cash incentive of Rs. 5,000/- will be provided for those who pass any of the CISM/CISSP/ CeISB/ DBT examinations, basically to purchase books and periodicals.3. Terms & conditions3.1 Service Undertaking:Officers who have acquired professional qualifications mentioned above and in receipt of reimbursement/incentives are liable to serve in any IT/Audit setups of the Bank for best utilization of their expertise.3.2 Minimum period of post-qualification continuance:Officers who are in receipt of reimbursement of fees and cash incentives should serve in the Bank for a minimum of FIVE years from the date of such reimbursement.3.3 Refund of fees/incentives:In case the Officer concerned leaves the bank’s job or opting out of related postqualification assignment before the specified period of FIVE years from the date of receiving reimbursement/incentive, he/she will repay the entire amount to Bank.3.4 Mode of reimbursement:(a) HO HRD Department will administer the scheme.(b) Officers after acquiring such professional qualification will submit application in prescribed format duly recommended by the branch / office /department head along with attested copies of certificates and receipts for various fees paid to ISACA.(c) A letter of undertaking as per prescribed format will accompany the claim application.(d) Application should be submitted to H.O HRD Department, who will maintain a proper record after sanction and communicate to the branch/office concerned suitably.(e) After receiving the approval, the concerned branch/office will release the sanctioned amount to the debit of Charges A/c Miscellaneous after maintaining a record thereof.

61

ADDENDUM AND ANNEXURES

S.No Details Annexure No.1 Format of Leave Application I2 Format of Monthly Claims II3 III4 IV5 List of Holiday Homes V6 VI7 VII

62

LIST OF HOLIDAY HOMES AND THEIR ADDRESSES

Name & Address of Holiday Homes Competent Authority for management, reservation and cancellation of holiday home (State)

Name, Address of the designated branch where holiday home accounts are maintained

1. DarjeelingHotel Anjali, 12, Swami Prabhudha Nanda Road, Near Senior B.T. College, P.O. & Distt. Darjeeling, West Bengal, Pin – 734101.

Zonal Office, Siliguri

(West Bengal)

Allahabad Bank,Darjeeling Branch,Seeta Sadan,16, H.D. Lama Road,P.O. & Distt.-Darjeeling, West Bengal.

2. DighaHotel Sumans, Hotel Sector, New Township, New Digha, P.O. Digha, Distt.- East Medinipur West Bengal Pin – 721428

Zonal Office, Midnapore

(West Bengal)

Allahabad Bank,Alankarpur BranchP.O. & Vill.- Ramnagar,Distt.- East Medinipur, West Bengal

3. HardwarHotel Bhasker,Opp. Railway Station,Hardwar, UttaranchalPin – 249 401

Zonal Office,Dehradun.

(Uttarakhand)

Allahabad Bank,Hardwar Branch,Railway Road, Station Mayapur,Hardwar, Uttaranchal, PIN-249 401

4. NainitalNorton Cottage Building, Allahabad Bank, Pandit Govind Ballav Pant Marg, Nainital, Uttaranchal. Pin – 263001.

Zonal Office, Deharadun

(Uttarakhand)

Allahabad Bank,Nainital Branch,Pandit Govind BallavPant Marg, Nainital, Uttaranchal.Pin – 263001.

5. MussoorieAllahabad Bank Building, Mall Road, Mussoorie,Dist.-Dehradun, UttaranchalPin–248179.

Zonal Office, Dehradun

(Uttarakhand)

Allahabad Bank,Mussoorie Branch, Mall Road,Mussoorie,Distt. Dehradun,Uttaranchal PIN-248179

6. VaranasiHotel SuryaS-20/51-A-5, Varuna Bridge, Mall Road,Varanasi Pin - 221 001

Zonal Office, Varanasi.

(Uttar Pradesh)

Allahabad BankVaranasi Nadesar Branch,Taksal Theatre Building,Nadesar, Varanasi-221002

7. PuriChakratirtha Road,Near Vijay International Hotel, Puri, OrissaPin – 752001

Zonal Office,Bhubaneswar

(Orissa)

Allahabad Bank,Puri Dalmandap Sahi Branch,Temple Road,Distt.- Puri (Orissa),Pin-752001

8. GoaHotel Ameya , M. G. Road Extn.Opp. S.T. Inez Church,Panjim, Goa Pin – 403001

Zonal Office, Mumbai

(Goa)

Allahabad Bank,Mapuca Goa Branch,Hotel Satya Heera Building,Near Hanuman Temple,Mapuca, Goa-403 507

9. SimlaHotel Diplomat, Lakkar Bazar, Simla, Himachal Pradesh, Pin – 171001

Zonal Office,Chandigarh

(Himachal Pradesh)

Allahabad Bank,Simla Branch,The Ridge,Simla –171001

63

Name & Address of Holiday Homes

Competent Authority for management, reservation and cancellation of holiday home (State)

Name, Address of the designated branch where holiday home accounts are maintained

10. ManaliHotel Shandela Near Tehsil Office,Manali, Dist – Kulu, H.P.

Z.O. Chandigarh

(Himachal Pradesh)

Mandi Branch(RBI Code No.0212559)

11. Mount AbuHotel Karnavati, Goumukh Road Corner, Mount Abu,Rajasthan Pin – 307501

Zonal Office,Jaipur.

(Rajasthan)

Allahabad BankJaipur Main Branch,M.I. Road, Panch Batti, Jaipur,Rajasthan-302003

12. AmritsarKatra Ahluwalia BranchAmritsar (Punjab)

Z.O. Ludhiana(Punjab)

Katra Ahluwalia, Amritsar

13. KatraHotel Asia Sripati, near Bus stand, Katra, Katra Vaishno Devi, J & K

Z.O. Ludhiana

(Jammu & Kashmir)

Jammu Branch

14. OotyHotel Lake ViewWest Lake Road,Ooty, PIN – 643004

Z.O. Chennai

(Tamilnadu)

Coimbatore Branch(Code No. 0210384)

64

Annexure to HOIC No.11012/ADMN(HR)/2010-11/05 dated- 03/06/2010ANNEXURE-A

To,

The …………………………………… (Designation of the Competent Authority)……………………. Branch/Office.

Dear Sir,

Sub: Request for permission for claiming reimbursement of Petrol/Fuel expenses

I am the owner of a ……………………………( Brand/Make) 2-Wheeler/Motor Car bearing Registration No………………. I declare that the said vehicle is available at the station of my place of posting and it is being used by me for the purpose of development of Bank’s Business. The Vehicle runs on……………………(Nature of fuel used). I request you to please permit me to obtain reimbursement of petrol/fuel expenses within the prescribed monthly limit on self declaration basis.

I undertake to maintain complete details of journey and expenditure incurred for the consumption of petrol/fuel and shall give the same to the Bank for providing to the Income Tax Department as and when required. In case the said reimbursement attracts any tax liability, the same will be entirely borne by me and the Bank will not bear any tax liability in this regard.

I submit the following documents/papers in support of the claim.

a. Copy of Blue Book/Registration Certificate of the vehicle.b. Upto date Insurance Policy/Cover note of the vehicle.

Yours faithfully

Signature of the Claimant OfficerName of the Officer……………………….PF No…………………Date : Designation:………………………………Place: Place of Posting:…………………………..Encl: As above

65

Annexure to HOIC No.11012 /ADMN(HR)/2010-11/05 dated -03/06/2010ANNEXURE-B

The Asstt. General Manager/ Chief Manager/Senior Manager/Manager……………………. Branch/Office.

Dear Sir,

Sub: Claim for reimbursement for the month of …………………………. 20

1. Petrol/Fuel Expenses or Fixed Conveyance Expenses2. Entertainment Expenses3. News Paper Expenses

Please reimburse me the following expenses which I have incurred during the previous month……………… (Please mention month & year).

Sl.No. Brief particulars of the items Expenditure incurred (in Rs.)1. Petrol/Fuel expenses = A X B =

A- Cost of Petrol/Fuel per litreB- Total No of litres consumed in a month( Those own vehicle and have obtained necessary permission)

2. Fixed Conveyance Expenses(Those not having own vehicle)

3. Entertainment Expenses4. News Paper Expenses

TOTAL

(Rupees ………………………………………………..………………………………………………..) only

I declare that my vehicle (Car/Two Wheeler No. ……………………) is available at the station/place of my posting. The above expenses in respect of petrol/fuel, fixed conveyance and entertainment have been incurred wholly for the purpose of development of Bank’s Business. In case the said reimbursements attract any tax liability, the same will be entirely borne by me and the Bank will not bear any tax liability in this regard.

Yours faithfully

Signature of the Claimant OfficerName of the Officer……………………….PF No…………………Date : Designation:………………………………..Place: Place of Posting:…………………

66

The Deputy General ManagerAsstt. General ManagerChief Manager/Sr.Manager/ManagerALLAHABAD BANK…………………………………………………………

Dear Sir, TRAVELLING EXPENSES BILL

Left H.Q. Visited Returned to H.Q.Date Time Station Date(s) Date Time

Purpose of Visit Visit Authorised by

Mode of Travel

1. Cost of Train/Air ticket from HO to place Visited (to & fro) (Details on Part-I) Rs.

2. Hotel Expenses/Halting Allowances (Details on Part-II) Rs.

3. Conveyance/Cooliage/Miscellaneous Expenses (Details on Part-III) Rs. ------------------ Total amount of T.E. bill Rs.

------------------ Advance taken, if any, against T.E.Bill(Part-IV) Rs. ------------------ Balance amount Payable to me/refundable by me Rs. ------------------

I certify that I actually incurred the above expenses which please reimburse.

Yours faithfully

--------------

(Signature) Place : Name: Date : Designation:

1. The TE Bill should be submitted immediately from the date of reaching or returning to his/her head quareter. 2. Please fill in all the columns and enclose the original tour programme duly approved by the authority concerned. 3. Necessary bills/receipts must be enclosed alongwith the TE bill.

(Space for use by the officer sanctioning TE Bill)Checked by Sanctioned by Amount Sanctioned

67

PART-I

From To Date&Timeof Departure

Date & Timeof Arrival

Mode & class of Transport

Ticketspurchased

Amount oftickets

PART-II Period of stay at Hotel Amount of Hotel Bill/Halting AllowanceFrom To

PART-III

From To Mode of Transport Distance Amount Remark

PART-IV Date Branch/Office Amount

---------------------- (Signature)

The Deputy General Manager

68

Allahabad BankZonal Office

Dear Sir,Residential Accommodation

This has in reference to the discussions held with your representative……………………………………on ……………………………………. I am agree to let my premises on ……………….………………………..…………………………………………………………………………comprising of Approx …………….Sq.Ft. at a rental of Rs………………../- (Rupees ………………………………………………. Only) per month on lease basis SUBJECT To the following terms and conditions for three years.

a) The lease will commence w.e.f. Ist Day of …………………………………... It will be terminable by one month’s notice on the part of the Bank.

b) A carry out all necessary additions and alterations to the premises in accordance with the Bank’s requirements at my cost before handing over the possession of the premises to the Bank.

c) The monthly rent will be payable to me within 7 days of each month following the month to which it relates. A month’s rent will have to be deposited with me in advance and will be adjustable against the last month’s rent, if and when decides to terminate the tenancy.

d) The rent payable to me in inclusive of all taxes and the Bank will not have to bear/share any taxes present or future.

e) Charges for the electricity consumed in the premises will be borne by the Bank and I will issue necessary permission to the Bank for installing a separate meter in the Bank’s name. I will provide separate meter to the Bank for recording the consumption of electricity in the premises occupied by the Bank.

f) I will maintain regular supply of drinking water to the premises and will undertake all major and petty repairs as and when necessary at my own cost. Should I fail to carry out any urgent repairs within one week from the date on which I am notified by your representative to undertake such repairs, the Bank will reserve the right to engage its own contractors for the job and deduct the incurred expenditures from the rent payable to me for the following month.

g) The premises will be white washed by me every year and the doors, windows etc which will be painted every alternate year at my own cost.

h) The Bank will have the right to install the necessary fixtures and fittings in the premises, which will be removed when the tenancy is terminated.

i) The composition fees of Development Authority or any other charges payable to Municipal Corporation will be borne by me.

I shall be glad to receive your written acceptance to the terms and conditions mentioned in this letter in early course, remitting to me one month’s rent in advance.

Date: (Landlord)

Annexure to Head Office I.C. No. 10209/ADMN(HR)/2008-09/03 dated 21.10.2008

69

Annexure - AThe Dy. General Manager The Asstt. General Manager/ The Chief Manager Zonal Office, ………………………………………………

(Through the Branch/Office of posting)

Dear Sir, Application for allotment of one general/executive

Suite at the bank’s holiday home at ...................................

I would like to visit ................................... alongwith my dependant family members. You are requested to allot me one Hgeneral/Hexecutive suite for ……… days from 8 A.M. of ................. to 7.30 A.M. of .................................... (both days inclusive). In the event of non-availability of suites on the aforesaid dates, Hmy application may please be noted as waitlisted for the purpose of allotment against cancellation/Hmay please allot suite for ……… days from 8 AM of .................................... to .................................... 7.30 AM of .................................... (both days inclusive).

My particulars are given hereunder. 1. Full name of the officers/ employees : 2. Designation : 3. Place of posting : 4. Residential address in full : with Telephone & Mobile Phone No.

I understand the rental charges for reservation of holiday home is non-refundable. I authorize to debit Rs.200/- per day from my savings A/c. maintained at the branch, without any further reference in the matter, in case I fail to avail the facility of holiday home so booked/not canceling the booking at least 15 days in advance.

I have read and accepted the terms and conditions of the bank’s holiday home rules/guidelines. I shall make payment of usual rent on receipt of your intimation for allotment of accommodation through credit advice (CT 20A) favouring the branch where the holiday home account is maintained and will be submitted to you well in time so as to enable you to issue final allotment letter.

Yours faithfully,

Full signature : Place : Date : * delete whichever is not applicable.

Recommendation of the Branch Manager/Departmental HeadWe forward the application of Shri/Smt. ........................................................., an officer/employee of our Branch/Office for favourable consideration. Necessary allotment intimation letter/final allotment letter may please be issued to him under copy to us. Signature of the Branch Manager/Departmental Head Full Name : Designation : Date : S E A L Place :

70

Annexure to Instruction Circular No.11584/PA/2011-2012/19 Date:10.10.2011

Fitment atCorrespondingstage inJMG Scale I

Fitment Chart on Promotion for Officers Promoted from One Scale to another on or after 1.11.2007On Promotionfrom Scale-IIto Scale-III

On Promotionfrom Scale-IIto Scale-III

On Promotionfrom Scale-IIIto Scale-IV

On Promotionfrom Scale-IVto Scale-V

On Promotionfrom Scale-Vto Scale-VI

On Promotionfrom Scale-VI to Scale-VII

1 6200 7200 14500

2 6600 7600 14500

3 7000 8000 14500

4 7400 8400 14500

5 7900 8900 14500

6 8400 9400 14500

7 8900 9900 14500

8 9500 10500 14500

9 10100 11100 14500

10 10700 11700 15100

11 11300 12300 15700

12 12000 13000 16300

13 12700 13700 16900

14 13400 14400 17500

15 14100 15100 18100

16 14800 15800 18700

17 15500 16500 19400

18 16200 17200 20100

19 17500 18500 20900

20 18300 19300 21700

+1 19100 20100 22500

+2 19900 20900 23300

+3 20700 21700 24100

+4 21500 22500 24900

+5 22300 23300 25700

+6 23100 24100 25700

+7 23900 24900 25700

1 14500]

2 15100]

3 15700]

4 16300]

5 16900]

6 17500]

7 18100] 8 18700] 19400

9 19400 20100

10 20100 20900

11 20900 21700

12 21700 22500

13 22500 23300

14 23300 24100

15 24100 24900

16 24900 25700

17 25700 26500

+] 26500 27300

+] 27300 28100

+] 28100 28900

++] 28900 29700

++] 29700 30600

++] 30600 31500

++] 31500 31500

+ Sliding

++ Stagnation

increments

1 19400]

2 20100]

3 20900]

4 21700]

5 22500]

6 23300]

7 24100]

8 24900] 25700

9 25700 26500

10 26500 27300

11 27300 28100

12 28100 28900

+ 28900 29700

+ 29700 30600

+ 30600 31500

+ 31500 31500

++ 32400 32400

++ 33300 33300

++ 34200 34200

+ Sliding

++ Stagnation

increments

1 25700

2 26500

3 27300

4 28100 30600

5 28900 31500

6 29700 32400

7 30600 33300

8 31500 34200

++ 32400 35200

++ 33300 36200

++ 34200 36200

++ 35100 36200

++ Stagnationincrements

1 30600 36200

2 31500 36200

3 32400 36200

4 33300 36200

5 34200 37200

6 35200 38200

7 36200 39300

1 36200 42000

2 37200 42000

3 38200 42000

4 39300 43200

5 40400 44400

1 42000 46800

2 43200 46800

3 44400 46800

4 45600 48100

5 46800 49400

Instruction Circular No. 10793/PA/2009-2010/41 Date: 04.12.2009Annexure –I

Deed of Undertaking

71

This deed executed on…………………. Day of……..…………………….by………………………………………….(Name and designation)………………………………………. (hereunder referred to as the “said Officer”) and having permanent residence at ……………………………………….

IN FAVOUR OF……………………………………….Bank, and having its Registered/ Head Office at ………………………………..( hereinafter referred to as the “Bank”).

Whereas:A) Bank has formulated a Scheme under its Circular No…………… dated………………….(hereinafter referred to as the “said Scheme” which expression shall include amendments/modifications thereto, if any) under which an Officer of the Bank is entitled to be paid or reimbursed expenses incurred in connection with legal actions initiated in accordance with the said scheme. I have read the said Scheme and have made myself aware of the provisions of the said scheme.

B) ……………………………. has made a baseless allegation against the undersigned in respect of…………………. Since this baseless allegation affects me and it is likely that it could harm the image of the Bank, I am desirous of initiating legal action against the said……………………………………………. and avail assistance from the Bankunder the said Scheme for this purpose.

C) Bank has agreed to pay or reimburse the expenses in connection with the legal proceedings proposed to be initiated by me as above, in accordance with the provisions of the said Scheme.

D) Under the said Scheme, I am required to execute an undertaking in accordance with the provisions of the said Scheme. Accordingly, I have executed this Deed of undertaking as hereinafter appearing.

NOW THIS DEED WITNESSETH AS FOLLOWS:1. I have read the above said Scheme and hereby agree to be bound by the provisions of the said Scheme.2. In the event of any damages, compensation and/or costs being awarded by the Court at any time in my favour in the legal action initiated by me, I agree to pay back to the Bank, whatever amount has been spent by the Bank in connection with the case and balance amount, if any, shall be retained by me.3. I hereby agree and undertake to pursue the above case diligently till the case reaches its finality (including the appeal, if any, so advised by the Bank).

IN WITNESS WHEREOF the undersigned has executed this Undertaking cum Indemnity as ………………………………………….on the date mentioned herein above.

Signature of the Officer

Instruction Circular No. 9546/PA/2007-2008/01 Date: 03.04.2007

72

73

74

75

Instruction Circular No. 9566 /PA/ 2007-08 / 04 Date : 21.04.2007ANNEXURE - ‘A’

Format of Affidavit for issuance of “No objection certificate” for procurement of Passport(To be made on Non-Judicial stamp paper as applicable under the stamp Law of that area)

Before the Notary public at ................................................................................. ……………..

Affidavit

I Sri/Smt. ................................................ son/daughter/wife of .................................................... Aged ................. by caste ....................., by nationality Indian, working in Allahabad Bank presently posted at ................................. as ................................... (Name of the post), residing at .................................................................. do hereby solemnly affirm & state as follows : – 1. That I am working in Allahabad Bank and presently posted at ........................……………………….........…as ........................................... 2. That I want to obtain an Indian Passport for visiting foreign country/ies. 3. That as per requirement of the Passport Authority, I have applied before .......................................... (State to whom the application has been addressed) of Allahabad Bank for granting “No objection certificate” in the format as Annexure-‘B’ prescribed by the Passport Authority. 4. That as per requirement under 6(2) of the Passport Act, 1967 I hereby declare as under : – a) That I am a citizen of India; b) That I shall not engage outside India in activities prejudicial to the sovereignty and integrity of India; c) That my departure from India under any circumstances will not be detrimental to the security of India; d) That my presence at outside India under any circumstances will not prejudice the friendly relations of India with any foreign country; e) That I have not at anytime been convicted by a court in India for any offence involvingmoral turpitude during the period of last five years and have not been sentenced in respect thereof to imprisonment for not less than two years; f) That no proceeding in respect of an offence alleged to have been committed by me is pending before a criminal court in India; g) That no warrant or summons for the appearance, or a warrant for the arrest, of mine has been issued by any court under any law for the time being in force or any order prohibiting me the departure from India has been made by any such court; h) That I have not been repatriated and have not reimbursed the expenditure incurred in connection with such repatriation; i) That the issue of a passport or travel document to me will not be against the public interest; 5. That I further declare that I shall not involve and/indulging involvement in any of the above activities/areas as stated in the foregoing paragraph or any other act/s which may lead to refusal/cancellation of the Passport to be issued or any other act/s which is prejudicial to the interest of my nation/or Bank. 6. That stipulation as contained in 6(2) of the passport Act, 1967 is not applicable to me.

That I declare this on oath that all the statement made above are true to the best of my knowledge and belief.

Identified by Signature of the deponent

Advocate Enrollment No. With the name of Bar Council

76

Instruction Circular No. 9566 /PA/ 2007-08 / 04 Date : 21.04.2007ANNEXURE - ‘B’

To Whom It May Concern

Certified that Shri/Shrimati/Kum. ..................................…………………………………..................... Son/Wife of Shri .......................................................………………............ is a permanent employee of Allahabad Bank, Head Office at 2, Netaji Subhas Road from ...................………………...................................... and is at present holding the post of ......................................................... His/her identity is certified. This organization has no objection to his/her acquiring Indian Passport. The undersigned is duly authorized to sign this Identity Certificate. I have read the provisions of section 6(2) of the Passports Act, 1967 and certify that these are not attracted in case of this applicant. I recommend issue of an Indian Passport to him/her. It is certified that this organization is a Public Sectorundertaking. The identity Card Number of Shri/Smt. .................................................... is ................................................ .

Ref. No. & Date ……………………………… Name, Designation, Address & Tel. No.

Applicant’s Photo to be attested

NEW PENSION SCHEME

77

NEW PENSION SCHEME - QUESTIONS & ANSWERS

 With the sudden imposition of precondition by IBA in the talks on that “New Pension for New Recruits” should be agreed by UFBU, there is deadlock in the wage revision talks.

IBA which was all along for years refusing to decide one more option has suddenly brought this precondition in their attempt to dilute both ways revision and pension option.

UFBU had during the Bipartite discussions earlier itself refused the new pension scheme when signals proposed by IBA and the UFBU meeting has also decided to reject IBA precondition.

It is a new situation.  Never before when wages are due such preconditions are prescribed by the employers.  It is a direct challenge to the apex unions and free and fair collective bargaining.

 Some members may feel that why we should fight for new recruits and why not expedite wages accepting IBA preconditions.  They should understand that “had our seniors thought of avoiding the struggles to get standardization of wages and several new benefits, since only newcomers will benefit more as is the case in Bipartite arrears they could have easily remained static” doing disservice to themselves and new recruits.  Such negative thinking will encourage IBA to plough the thought amongst bankmen that there is nothing wrong in accepting new pension.  Every bankmen, should avoid and fight back the challenge posed by the Govt. to Bank employees.

Pension is the only sustaining benefit to retired employees with some meager element of cushioning against price rise.  When Bankmen are prepared to pay  more cost than PF why Govt., should change the scheme now based on non-funded pension system in the Govt.

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As the debate on pension is being mounted, we have sought to reply some questions to explaining our stand.  We earnestly request our viewers to read our questions and Answers write-up and send you views to shape our struggle against Govt., policy and IBA’s attempt to arm twist the negotiations.

1. What is the New Pension Scheme?A scheme approved by the Government on 23.08.2003 has been made effective [mandatory] for all new recruits joined the Central Govt. Services from 01.01.2004 [except armed forces in the first stage].A.     A restructured “Defined Contributory Pension Scheme”B.     10% of the salary and DA from the employees and matching contribution by the Central Govt. as monthly contribution.o        Govt. contribution for Govt. employees ONLY.Contribution and Returns from investments will be deposited in Pension Tier I A/c, which is not withdrawable.The present Pension Scheme [defined] provisions and General Provident Fund are not available to new recruits. as above mentionedC. Voluntary contribution by individuals to a separate tier II a/c permitted and it can be withdrawn at the option of the individuals.  No Govt. contribution to this tier II accounts which will be kept in a separate account.  This amount in tier II will not attract any special tax treatment.D.     Normal exit age is 60 years for tier I pension scheme;o        At the time of exit, each individual will be required to invest 40% of his pension wealth [in tier I a/c] to purchase a Annuity.  THIS IS MANDATORY. Annuity is purchased from IRDA / Regulated Insurance company.o        For Government employees, this annuity should provide the Pension for the life time of the employee and his dependent parents and his spouse at the time of retirement.o        Remaining 60% pf the pension wealth can be utilized by the individuals in any manner.o        Employees can leave the pension system prior to the age of 60 but the mandatory,  annualisation would by 80% of the pension wealth.o        For new entrants with effect form 1.1.2004, no lGPF contribution will be deducted.o        No withdrawal permitted from the tier I accounto        On the death of the pensioner, his contribution along with Govt. contribution with8% interest on both will be paid to the legal heir immediately.2. What way it is different from the present pension scheme in the Banks? In many counts our present pension scheme in the banks are more beneficial to the Bank employees /officers.The defined contribution consisting of Basic + DA means more contribution from the employees every month with no responding guarantee on defined payments back.

3. What are the adverse features of the new Pension Scheme of the Government?o        Your contribution is defined, but your pension is not defined.o        Pension receivable is dependent on the return on annuity, which again depends on market variations.o        As against the commutation, 60% of the pension wealth is repaid at the time of exit.o        Commutation in our present scheme is restorable after 15 yearso        Even after commutation, our pension draws a DA on the basic pension.  No question of DA in the new

scheme instead contribution of 10% on DA also taken along with Govt. contribution.o        Our pension is linked to CPI level and DA changeable every 6 months, duly compensating for the price rise.  New scheme is dependant on return on annuity, has no relevance to cost of living.o        Family pension concept ensures continued sustenance for the family even after the death of the pensioner whereas in the new scheme your annuity [40%] along with Govt. contribution with 8% interest is paid immediately to legal heir, thereby cutting down the monthly income.o        These are some of the major advantages of our existing pension scheme.o        Gratuity is silently withdrawn in the  new scheme.4. Whether the new pension scheme has been accepted by the trade unions in the country?

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o        No – all major trade unions have opposed to the new scheme. 5. Advocates of new pension scheme say that the individual have 3 options in the matter of investments. What is your reply?o        Yes.  There are 3 options. But still, the option is restricted to the percentage of investment under various categories.  The fact remains that 40% of your pension wealth has to necessarily be invested in any one of the schemes.  You have no option on that.6. IBA makes it a precondition that new recruits from 01.01.2004 should be covered under New Pension Scheme to discuss “one more option” for Pension.o        Yes This has been brought up suddenly by them in the negotiations.o        This has been rejected by UFBU when first brought up by IBA, as also now as a precondition by IBA.  UFBU’s decision to oppose the new scheme stands conveyed to IBA also. 7. What are the reasons for your opposing the new pension scheme, extended to new recruits?o        With all basic negative features why we should support it as a precondition to make it applicable to people recruited after 1.1.2004.  Moreover, we have no moral or legal rights to bind the new recruits to this obnoxious scheme.  We can not commit a future generation to this scheme of things.o        Another reason is that when Central Govt., employees have not accepted the scheme yet, this is an attempt by Govt. tobrow-beat Bank employees to get signature from apex unions to make it a fait accompli to Central Govt. employees and their organizations.o        Moreover we have subsisting agreement which IBA has signed agreeing to extend our scheme to new recruits which they want to amend by a precondition for wage revision talks. 8.  You say it now.  But when you entered into the Pension settlement in 93, you signed it for the future entrants also to have the coverage of pension.o        Yes.  Because of our conviction that Pension scheme introduced was the best security scheme for every one and perpetually for every. We agree.  But you can not extend the present analogy to 1993.  Firstly, the pension settlement was a new scheme in the industry.  The scheme was a positive culmination of the efforts taken by us and was beneficial to all.  Secondly, the scheme was pregnant with benefits, not known in the industry yet.  Hence the binding of new recruits.  IBA itself agreed that extension of the scheme to new recruits will stabilize pension fund.  By going back Govt., intentions are clear now.  Above all unions have a right and duty to sign for improvements and not for imposing retrograde service conditions on employees.  We can sign any scheme with improvements but Trade Unions can not sign agreements to withdraw existing benefits or agree to consider such change at a later day as compromise 9. There is a talk that we can sign the settlement for wage revision, another pension option, accepting the new pension scheme.o        No.  We do not subscribe to that theory.  This is nothing but reversal of UFBU decision and amounts to selling “house silver” for peanuts for today’s hunger to buy perennial poverty without a fight.o        By “precondition” IBA has challenged the entire bankmen.  It shall be repulsed. 10. What is your solution to this situation?o        Wage revision to be delinked from Pension...o        New pension scheme should not be made a precondition for pension option.o        Our present pension scheme to cover all the Bank men – past, present and future.o        Costing on pension to be through hard bargaining and not to reduce wage revision.  All including PF optees should get full wage revision and funding cost may be accounted over 10 to 15 years to effectively adjust the cost inflation and to make the funding cost less and least painful.  When VRS could be amortized for Banks why not funding cost amortized to Bankmen?

Registration under NPS of employees, who joined the servicesof the Bank on or after 01.04.2010, as ‘Subscriber’ -Submission of Subscriber Registration Form [CS-S1]Instruction Circular No. 11840/PA/2012-13/01 Date :10.04.2012

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Important Points to NoteEmployees joining the service on or after 01.04.2010 are required to submit Application for Subscriber Registration under NPS [Form CS-S1].Neatly and properly filled up Form will be submitted along with mandatory attachments at respective place of posting.Prescribed form CS-S1 is downloadable from Bank’s Intranet Website tab ‘Utilities’ under ‘Forms’.Forms collected at Branches/Offices will be sent to concerned Zonal Office for onward submission to the Chief Manager (PA), Head Office.

1. Background:Attention of all concerned is drawn to our Instruction Circular No.11057/PA/2010-11/15 dated 13.07.2010 advising interalia the provisions in the Bipartite Settlement/ Joint Note dated 27.04.2010 regarding introduction of a defined contribution retirement benefit scheme, details of which were to be advised in due course on formulation after completion of necessary formalities, for workmen/ officers joining services of the Bank on or after 01.04.2010. The relevant terms/conclusions are reiterated below for convenient reference:-(i) The existing pension scheme [under Allahabad Bank (Employees’) Pension Regulations, 1995] will not be applicable to those who join the services of banks on or after 1st April, 2010.(ii) Employees joining the services of banks on or after 1st April, 2010 shall be eligible for the Defined Contributory Pension Scheme, which the banks will be introducing for them. The Defined Contributory Scheme proposed to be introduced for them will be one as governed by the provisions of New Pension System introduced for employees of Central Government w.e.f 1st January, 2004 and as modified from time to time. The Scheme shall be regulated and administered by the Pension Fund Regulatory and Development Authority (PFRDA).(iii) The employees joining the services of the banks on or after 1st April, 2010 shall contribute 10% of Pay and Dearness Allowance towards the Defined Contributory Pension Scheme and the bank shall make a matchingcontribution in respect of these employees.(iv) There shall be no separate Provident Fund for employees joining services of Banks on or after 1st April, 2010.

2. Further Developments:In implementation of the above provision of Bipartite Settlement/Joint Note, the Board of Directors of the Bank has since accorded necessary approval for Bank’s joining National Pension System (NPS) as Corporate under the purview of employer employee relationship for its underlying employees who joined the service on or after 01.04.2010, with certain choices of methods keeping in line with aforesaid terms. As per the approval, the Bank is to adopt ‘National Pension System for Corporate’ model of NPS, titled “NPS – Corporate Sector Model”, which is specially devised by PFRDA for PSU Banks and other corporates, where all other terms and conditions are identical to those available under “All Citizens Model” of NPS.

Information Brochure on the model is available at PFRDA/NSDL websites, www.pfrda.org.in / www.npscra.nsdl.co.in. The salient terms under the adopted system concerning deductions/ contributions towards the Pension Wealth Fund under NPS, are enumerated below for careful noting and compliance by all concerned:-(i) Employees will contribute 10% of their monthly ‘Pay’ and ‘Dearness Allowance’ beginning the month, immediately following the month in which the employees have joined the service of the Bank. ‘Pay’ in thiscase will mean and include ‘Basic Pay’, ‘Special Pay’, ‘Professional Qualifying Pay’ (PQP), ‘Graduation Pay’ and Officiating Pay/Acting Allowance for the month, under the prevalent salary structure.(ii) The Bank will make a matching contribution from the Bank’s side in regard to each employee.(iii) The deductions from the salaries of employees and Bank’s contributions will start with effect from the month, immediately succeeding the month of joining of service of the Bank by the employee concerned. Forexample, those employees who joined the service in the month of April 2010 will start contributions with effect from the month of May 2010 and the Bank will also make the matching contribution starting from the sameperiod and so on.

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(iv) No deduction shall be made towards Provident fund in respect of these employees, as they are not entitled for Provident Fund.

3. About National Pension System (NPS):National Pension System (NPS) is a unique platform of savings to provide for old age pension having an unbundled functional/administrative architecture, each function being performed by different entity under regulatory and administrative control of Pension Fund Regulatory & Development Authority (PFRDA). NationalSecurities Depository Limited (NSDL) performs the function of Central Recordkeeping Agency (CRA). It has been adopted by Government of India for defined contribution retirement benefit to all new entrants to Central Government services, except the Armed Forces, w.e.f. 01.04.2004. The System is now available to all citizens of India on voluntary basis w.e.f. 01.05.2009. It has two tiers of savings facility, ‘Tier-I’ with withdrawal schedule as fixed by PFRDA & ‘Tier-II’ a voluntary savings facility where the subscriber is free to withdraw funds as perchoice. Opening of Tier-I account is a precondition for opening account in Tier-II. On successful registration of a

Subscriber under NPS, a unique Permanent Retirement Account Number (PRAN) is allotted and a PRAN ID card is issued to each subscriber.

For complete understanding of NPS, all concerned are advised to consult the ‘Information Brochure’ brought out by PFRDA and is available at its website referred above.

For the present purpose of implementation of the terms of the Bipartite Settlement/ Joint Note dated 27.04.2010, the Bank has adopted a corporate model of NPS, ‘National Pension System for Corporate’ titled “NPS – Corporate Sector Model” for Tier-I savings only. Under the adopted system, the Bank will be registered as Corporate and the eligible employees will be registered as its underlying subscribers. As regards ‘Investment Choice’/choice of Fund Managers, keeping in line with the investment pattern available to the Central Government Employees, the Bank has opted for ‘Corporate Choice’ and has selected the type of investment pattern as per ‘Central Government allocation’. As such, no employee will make any individual investment choice.

4. Present Requirement:The process of Corporate Registration of the Bank is underway. It is now urgently required to complete the process of registration of the employees, who joined the services of the Bank on or after 01.04.2010 and are still continuing in the service, as Subscriber under NPS. For this, each such employee is required to submit duly filled up forms together with mandatory attachments/enclosures through their respective places of posting. The prescribed form, ‘Application Form for Subscriber Registration’ [CS-S1] has been made available at the Bank’s Intranet Website (http://10.121.248.75/intranet/main.asp), tab ‘Utilities’ under ‘Forms’. Field functionaries should arrange to obtain printout of the Form (printing should be made on one side of the paper, i.e. it should not be printed back to back) in sufficient numbers for onward distribution among eligible employees posted under their jurisdiction. The form is also downloadable from the designated websites, viz.,www.pfrda.org.in/indexmain.asp?linkid=191 or www.npscra.nsdl.co.in/organisedsector-forms.php.

The modalities and other involved factors are enumerated below for convenient compliance:-

The Application Form & Mandatory Attachments: The Subscriber Registration Form for the underlying employees [CS-S1] consists of 7 pages including one in Hindi (Page-7) for printing of the PRAN Card in Hindi. Before filling up the form, the instructions given in Page 5 thereof should be carefully read to avoid any mistake. Applications incomplete in any respect or not accompanied by required documents are liable to be rejected, in which case a fresh application will have to be submitted by the employee concerned. Each of the Registration Form is required to be accompanied by (i) attested copy of PAN Card of the employee, (ii) copy of document acceptable as proof of address of the employee (to be submitted by the concerned

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employee as per illustrative example given in Page 5 of the registration form) and (iii) a cancelled cheque relating to the Bank account of theemployee [see Sr.No.6 Item No.12 of instructions in Page 5 of the form]. A recent colour photograph of the employee (size 3.5 cm x 2.5 cm), should be affixed on the registration form [Page 1] at the space marked on it.

Procedural modalities: While filling up the Form, following points should also be kept in mind:-(i) Section B [Page 2] points Nos. 1 & 2 will be filled up by the employee. Against Point 2 (‘Employee ID*’), ‘Employee Number’ [in 5 digit format beginning ‘40001’] allotted to the employee by Head Office, will be mentioned. Point No.3 will be filled up at Head Office. The boxed certificate portion is for Head Office use.(ii) Since the Bank has made the Investment Choice as Corporate under NPS on behalf of the underlying employees, the individual employees will not mark anything for investment choice in the Form and Section D of the Form will be left entirely blank by them.Submission/Despatch of filled up Forms: After filling up and signing the Form, employee concerned will submit the same together with the mandatory attachments (detailed above) to his/her Branch/Office of posting. The concerned Branch/Office will scrutinize the form together with the mandatory attachments for completeness, verify the contents with available records and forward the filled up Form together with attached documents to concerned Zonal Office. The Branch/Office Head will ensure flawless smooth and speedy completion of theprocess and will arrange to extend possible necessary assistance, especially to the Subordinate Cadre Staff. The Zonal Offices will be responsible to collect duly filled up Form CS-S1 together with mandatory attachments from all the eligible employees (including PTS) under their jurisdiction, in a time bound manner and submit thesame to the Chief Manager (PA), Personnel Administration Department, Head Office,14, India Exchange Place (4th Floor), Kolkata - 700001. Forms received on a particular date at Zonal Office will be scrutinized and verified with the mandatory attachments/available record on the same date and sent to Head Office in one lotpositively by the next day. The entire process for all the employees/officers posted under the jurisdiction of the Zone will have to be completed in such a time bound manner adhering to the instructions contained in Circular Letter No.PA/CL/2001- 12/09 dated 29.03.2012, already sent to all Zonal Offices. Each lot dispatched byZonal Office will have a covering statement with official seal and signature of the Zonal Head, showing the names (in full) and other particulars of the employees whose forms are submitted.

5. Deduction of subscription amount from Salary:In view of near implementation stage of the adopted system, efforts are being made to start necessary deductions towards employees’ contribution to NPS together with matching contribution of the Bank from Salary/Designated BGL Account through HRMS on month to month basis beginning April 2012. Necessarysteps are being taken by our CBS Project Office in this direction and technical instructions for which will be made available by the CBS Project Office/ in the CBS System in due course. As regards arrear contribution amount in respect of legacy employees (i.e., those who joined the service of the Bank during the period from 01.04.2010 to 29.02.2012 and are continuing to be in service), Branches/Offices should prepare calculation sheet showing month-wise ‘Pay’, ‘Dearness Allowance’ and 10% thereof, starting from the month immediately following the month of joining of the concerned employee and keep the same ready for reporting as and when required. Further advice regarding collection of arrear subscription amount will be given separately.

6. General:It has already been notified vide our above referred Instruction Circular No.11057/PA/2010-11/15 dated 13.07.2010 that ‘Employee No’ used as employee ID in respect of those who joined the service of the Bank on or after 01.04.2010 starts from ‘40001’. Accordingly, it may be carefully noted that all employees with ID No. ‘40001’ and above in the prevailing 5 digit format will be covered by the aforesaid arrangement. In case any amount towards PF has inadvertently been deducted from the salary of the above section of employees and remitted to Z.O./H.O. P F Department, urgent steps should immediately be taken by the Branches/Offices concerned for refund of the same to the officers/employees concerned.

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ALL INDIA BANK OFFICERS’ ASSOCIATION&ALL INDIA ALLAHABAD BANK OFFICERS FEDERATION

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AIBOA - HISTORY AND CHALLENGING PERSPECTIVES

In its chequered history of many battles through sacrifices by countless warriors,AIBEA never compromised or gave up even momentarily its objective of rendering lead and initiatives to every section of Bank employees. It is a point of history that from Bank level to the Pillai committee AIBEA not only represented officers' case logically but also offered its hand of co-operation to government and Bankers to run the Industry effectively realising the need for co-ordinating officers and employees in a service Industry like Banking for realisation of common objectives of nationalisation of the Industry transparency of operations, focus for credit to needy sector and so on and so forth and from these tasks the need for consolidation of the interwined movement from all sides was practiced as an objective from the early day of AIBEA. AIBOA is the legacy of this mighty AIBEA.

AIBOA took it birth from the conscious decision of Baroda General Council of AIBEA in 1979. A new direction to Bank employees movement was enjoined on it, due very much to nationalisation of Banks the task was given for implementation in all Banks and States. Eventhough it is a fact that many stalwarts of AIBEA in yester years like Com.Romesh Chakraborti, Com.K.K.Mundal, Com.Tarakeshwar, com.P.L.Syal, Com.V.K.,Krishnamoorthy, Com.P.K.Porwal, Com.A.Sundar Rao Com.H.N.Puri, Com.Roshan Lal Malhotra and the legendanary figure Com.H.L.Parwana were themselves officers and executives, who were one of those who founded AIBEA and contributed to its growth and consolidation. It is a fact that the decision to form AIBOA took a colossal time of 10 years after nationalisation and a far fetched national debate of very slow and negative dimensions which delayed the process of AIBOA formation.

THE BACK GROUND

The act of nationalisation by the Government of 14 major commercial Banks, whether by political expediency of the rulers on that day or otherwise, increased the faith of Bankmen in the banner of AIBEA to lend a clinching blow in opposing private ownership and to involve bankmen in national reconstruction in the 1970's. Madam Indira Gandhi had a high praise for the views of Com.Prabhat Kar on Banking and when nationalisation came, a new dimension was envisaged to the Banking operations. With it also came workers'

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participation which after initial enthusiasm could not very much fit in to project the common minimum needs of the industry to maintain the objectives of nationalisation.

This is the essential background when at the time of nationalisation around 1970, AIBEA should have hastened the officers' movement. This was absolutely necessary so as to utilise the process of nationalisation to revamp private banks saddled with bad debts. Today we talk of NPA and overnight provisioning norms without any capacity to intervene with the result mindless mergers are being pushed through by the Government. But even at the time of nationalisation editorials of leading dailies talked of huge bad debts by Private Banks and declared that nationalisation of these banks really saved them. With rapid expansion from 1970 onwards due to nationalisation, all active cadres baptised in struggles of 60's and 70's joined parallel officers' outfits for want of AIBOA which was a late starter and came nearly at the time RBI put lid on expansion of Banks and recruitments thinned out.

The second need was that with government ownership wage bargaining will prove to be tough. This realisation itself made AIBEA state and reiterate its principled position on collective bargaining. Till in the last revision when joint bargaining council of the type of JCM was brought by IBA through joint negotiations with all participating Unions and even after this wage revision with IBA, Bankmen could continue under bipartite system between unions and IBA instead of tripartite forums or third party arbitration. Similarly since nationalisation, Government went ahead with rationalisation of pay structure of officers and appointed Pillai Committee to suggest ways and means to achieve uniformity and this development hastened the process-per force of the officers in different banks to come together to form organisations and to present their case before the committee. Here also in the absence of clarity on the part of AICOBOO who rushed to the committee after its final meeting, AIBEA appeared before it and argued the case for differentials for officers pointing out their role play and nature of duties. However the standardisation visualised in 1974 came in 1979 in the meantime, the delay caused one wage revision for officers, a factor of relative terms declining of officers wages and differentials in the Industry.

AIBEA eventhough it had conceptual clarity in 1970's that officers' interests if not properly codified will not only lead to resentment which in a public sector system recently nationalised is not in its own interest or the need of the industry to expand and service the social sectors, could not in context implement its decision in a professional manner to develop officers movement closely on the heels of nationalisation. Despite a long debate since 1970 by leaders like Com.H.L.Parwana and Com.Prabhat Kar who could see through the womb of time and the further dimensions of an expanding industry and the pivotal placement of officers, the matter which was debated at length in 1973 Madras Conference of AIBEA could not result in a definite decision. This delay from 1969 to 1979 Baroda General Council caused by bank-wise unions leadership who felt loss of their kingdom if bifurcation were to take place, forced AIBOA to miss the bus by a decade atleast and enabled management oriented unions to spring up and managements immediately recognised them to deny any breathing air even to AIBOA which was formed after 1981. While Government through Pillai Committee defaulted wage revision of Officers in the only one increase from 1970 to 1979, we organisationally delayed the AIBOA formation by one decade, both affecting AIBOA in the spread in the Industry.

The delay resulted not only in AICOBOO gaining foothold but denied Officers' Wage revision between 1974 to 1980 when PCR was finally implemented, leading to erosion of one wage agreement for officers.

The delay of one decade is very crucial in the sense the sway held by bank-wise union leaders who prevented AIBOA formation within AIBEA led not only serious consequence of delay in catching the young cadres who migrated to other unions till 1981 or even afterwards but also indicated the looseness of organisation to implement AIBEA decisions with precise timing which always characterised our growth and success. The same dichotomy of tailing to bank-wise unions and getting dictated by bank-wise approach even today grips the AIBOA with one view prescribing an independant approach on every issue by AIBOA and another view to carbon-copy AIBEA in everything that AIBOA thinks or does. This trend is also caused by weakness of our movement to be over viewed by Bank-wise tendencies despite all leaders publicly pronouncing AIBOA is an imperative historical necessity and at the same time putting in little inputs to

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accomplish this task. Due to long delay in formation, AIBOA suffered with either one section of AIBEA unions not falling in line with accepted philosophy of AIBEA to found and promote AIBOA and another set of unions forming units and holding on to their hegemony in the name of unity etc. Rendering AIBOA unions as closely held units not to be in the Officers' arena proved to be congenital disease. Altogether plagued by this sectorial approach, AIBOA founded in 1981 started its limping in its strides but all the same survived since Com.Prabhat Kar after formation of AIBOA in 1981 lost no time in bringing it up to the centre stage by wresting Negotiating Status with IBA and Government in 1984 just after 3 years of inception of AIBOA.

While from 1970 AIBEA was itself divided into two camps of all cadre unions refusing to bifurcate and those waiting to organise officers in a distinct forum, what finally clinched the issue is the stand of the Bankers refusing to negotiate with award staff on officers' issues and taking advantage of the issue of composite union's representative character for officers and the resultant Andhra Bank struggle and arbitration never pursued thereafter and the incapability of composite unions to decisively ;intervene in officers' m,atters and the conssolidation of AICOBOO to increasingly settle matters with Banks and at Industry level. Further the need for a distinct forum for officers felt and debated endlessly within AIBEA was rendered an imperative legal necessity as AIBEA unions' right to represent officers was denied slowly and steadily after Andhra Bank struggle. It is a matter of fact that this organisational and legal ned is not even today felt seriously by all the unions concerned to ensure competitive sustaining levels of AIBOA in the officers' arena.

THE GENESIS OF AIBOA

AIBOA took its birth on 14th February 1981 at its foundation conference at Nagpur. Witnessed by over 800 Delegates and Observers, Officers and award staff, greeted and blessed by TU leaders like Com.A.B.Bardhan, Com. Garg Com.Prabhat Kar and others the conference gave a great hope to Bank Officers towards a new dimension to their role. The Presidium consisting of Com.P.K.Sengupta, Com.S.K.Lamba, Com.Prabhat Kar and Com.P.S.Sundaresan conducted the proceedings of the Conference attended by delegates from 30 Banks heralded the birth of AIBOA at Nagpur on 14.02.1981. AIBEA hightened in its consciousness by the betrayal of AICOBOO in 1979 struggle on wage freeze and reduced DA for mula and chartered by the longest ever All India 74 days strike in Andhra Bank on Officers right to be in a composite union which was left to be arbitrated by the then Labour Minister, took steps to usher in AIBOA as an independant platform for Bank officers with constant and continuous co-ordination with AIBEA to promote healthy industrial relations atmosphere and to protect Bank officers' interest against all Government attempts to buracucratise the industry and its workforce.

No sooner AIBOA was formed, Com.Prabhat Kar its Founder President moved Govt. Of India for its negotiating status. His voice was so powerful that the Finance Ministry understood that Officers settlement without AIBOA impossible and government directed IBA to invite AIBOA for official talks on 27.10.1984. A new History was created for Bank officers and their first signed settlement was arrived at 29.08.85 after three rounds of dislcussions on 27.10. 1984, 26.12.1984 and 04.03.85 with AIBOA.

AIBOA WINS LAURELS

AIBOA gaining Negotiating Status with IBA brought the first ever negotiated settlement for Bank Officers in the Industry in 1985 after a combined strike threat in 1985 by AIBOA and AIBEA. AIBEA supported AIBOA demands and unsettled the settled accord with AIBOC with Finance Minister of the day Shri V.P.Singh observing that " a clash of two giants would spell disaster". A new height was scaled in officers' movement achieving regular minuted settlements for officers, AIBOA's initiatives duly supported in direct action by AIBEA decisively settled the collective bargaining right for Bank officers. What AICOBOO could not achieve for decades between 1970 or 1985 AIBOA could secure with AIBEA in 1985 just within 4 years of its birth. The struggle of AIBEA and AIBOA and call for strike on 29.08.85 with the settlement between IBA and AIBOA increasing the package by 30 crores over what was agreed earlier creating a new history in Bank officers movement.

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While 1981-1985 was a period when AIBOA tried to make up for delay in formation and moved with poise and positive direction, IBA which could not impose active-service during Com.Prabhat Kar's life time who was the doyen of the Industry itself, lost no time in imposing this theory precluding and preventing Com.P.K.Menon AIBOA's duly elected General Secretary from participating in the negotiations. As it was expected AIBOC which split in 1985 and with IBA's help demolished LVS and his AICOBOO and openly advocated Active Service policy of IBA. It is a matter of irony that Shri R.N.Godbole himself today is a victim of this IBA's policy though at that time AIBOC went out of the way to help IBA implement this. Even here against this anti-trade-union policy AIBOA despite its restricted strength and priorities and the fact that it was too nascent an organisation to fight such a big TU issue, did well to focus the issue at national level. While it can be a matter of opinion that whether at such a stage of nascent AIBOA such an issue could have been forced, it is a tragedy on record that a vital right of Trade Union nature was vetoed by an administrative fiat of IBA and again the " Hameletian Dilemma" amongst AIBEA and AIBOA on this struggle ultimately had a telling effect on the image and intervening capacity of bank employees movement.

Undeterred by this set back AIBOA matched step by step all the machinations of Government and IBA and went ahead to keep AIBOC at bay and its defiance even as a minority organisation having 20% membership not to sign to bipartite settlement in 1989 after the settlement was offered after two rounds of discussions in February '89 and March '89 on the issue of pension proved its capacity to pursue the vital long term interests of Bankmen without compromise or any fear about JAC. It is only this extreme step by AIBOA to opt out of Bipartite talks could focus the issue of pension and keep it alive enabling AIBEA and AIBOA to achieve it in 1993. AIBOA's clarity and relentless campaigns ultimately ensured the much cherished goal of AIBEA from its inception in 1946 to ensure "cradle to grave" security to Bank men and this demand was realised by us in 1993. AIBOA's image got brightened after this notable victory and now all unions that were against pension are urging with each other to get more option. That AIBEA could achieve pension before its 50th Year of Golden Jubilee is very much due to joint efforts of AIBOA and AIBEA as against all other unions in the Industry.

AIBOA has utilised the bargaining capacity and negotiating status earned by it to further the collective bargaining and interest of Bank officers. It's leading role to clinch early wage revision in 1995, wrest back computer increment to Bank officers and secure a good wage revision after securing pension before wage settlement of 23.06.95 is today acclaimed by all in the Industry. In fact AIBOA's clear demand made the bankers call a meeting of bank officers unions on 5.1.95 and make the first initial offer to AIBOA in the absence of AIBOC for the first time in the Industry. That within a decade from the first settlement in 1985 to 1995 when AIBOA could force the settlements on its terms even forcing a defiant AIBOC to fall in line abandoning its demand for Pay Commission or interim relief, is indicative of AIBOA's role play and capacity given the freedom to operate within the whirlpool of 'wage politics' which in a capitalist economy cannot be dismissed as economism. Even in socialist system when things deteriorated, unions and workers have by their demands and politics could change the course of thinking and the policies in Govt., and unions could win economic and political battles. AIBOA in its limited spectrum has thus proved that it can force the issue even at the discomfiture of the major union but without losing sight of its role for general good and officers' interests. AIBOC which opted out of joint talks and preferred informal talks had to sign the settlement jointly with AIBOA on 23.06.95 and today sits in Joint Negotiations in a reversal of its earlier negative stand.

THE DISTINCT APPROACH IN STRUGGLE FOR RELATIVITY

The recent events have also brought out the capacity of AIBOA to swim through troubled waters with equanimity and objective approach. AIBOA is the only officers' organisation to extend support to workmen unions on relativity linkage to basic pay and has steadfastly asked for extension of cascading effect. While other officers unions declared strike to thwart workmen unions AIBOA informed Government that to the extent of cascading effect it will not make any demand to IBA and Govt., and declared that till workmen settle their disputes AIBOA shall not interfere with the Government and IBA as it would be a very negative precedent of an alien trend. It has also counselled and cautioned Officer unions to await workmen settlement before making any negative attempt to delay or deny their settlement. Committee or no committee AIBOA called for negotiated settlement of workmen disputes and called upon IBA to extend cascading effect to

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workmen on higher basic pay refusing to bring IBA's argument that workmen settled conveyance allowance in place of basic pay rise. The coming period will once again put AIBOA on acid-test on its credentials to protect officers' interests as during award struggle it faced the situation of workmen's agitation citing officers' settlement and yet took a pragmatic and fair stand unlike other unions which took a technical stand of "No Reopening" or equal rise for officers justifying the distorition in Basic pay.

BANKING REFORMS - THE NEW SCENERIO

Banking reforms are today being pushed in at break-neck speed. Change of Government does not mean necessarily to represent a change in reform speed or content. New Banks at the rate of one for 2 Districts mean alongside RRBs, the new District Banks will cut into PSBs stocks-in-trade severely. With already new urban Banks stabilised at every cosmo and state centre the new district banks will render PSBs redundent in entirity. On a rough estimate within one year of operations the new district banks will mop up nearly 10000 crores accounting for nearly 15 to 25% of 13% deposit growth registered by the industry today. The challenge of new urban Banks and this together will leave the PSB high and dry within a period of 3 to 5 years. Do we have the alternative to prevent this? And mind you out of 13% industry increase of deposits, 5 to 7% comes out of interest on existing deposits, leaving the real growth at less than 8% year.

RBI today is a total failure. It is encouraging concomittent to Govt. Policy NBFCS and private banks despite failure of private banks in the country. It is effecting mindless merger of banks and keeps this option open to threaten safety and security of employees. It has engineered a new situation of declaring banks "dead" by its overnight imposition of provisioning norms and has no initiative to offer to prevent some of the worst dimensions that occurred in 1986, due to RBI allowing Banks to play with PSUs money on assured returns. Tribunals are malfunctioning and list of defaulters of more than one crore is lying with dust instead of RBI in the chambers of Chairmen of Banks. Some banks further accentuate this man-made crisis by declaring manipulated profits through treasury operations of investment departments away from traditional banking operations. RBI through MoUs on Banks, eregulation of interest rates, imposing forex risk on banks is holding to ransom category B and C Banks without any social auditing to compensate these banks. Fresh dose of disinvestment awaits many profit making Banks after SBI and OBC.

AIBOA and AIBEA have a definite role to navigate reforms and revival strategies and should offer a viable practical alternate blue print. Encouraging competitiveness presupposes PSBs being revamped with smaller entities and autonomous units with regulatory framework firmly placed and a committed workforce to work for revival without traditional demand push attitudes.

ORGANISATIONAL CONSTRAINTS AND FUTURE CHALLENGES

AIBOA has organisational weaknesses. Its body politic is divided vertically with one set of unions on all cadre background claiming theirs as role model and another spectrum asking AIBOA to cut loose in the task of fulfilling its primary objective of servicing officers' interest.

However the right choice is to strengthen the bonds of close fraternity to help mutually both AIBOA and AIBEA through constant interaction and establishing forums to ensure consensus approach through dialogue and trust and build up assiduously preserving piloting and pushing up AIBOA's right to fight for officers interest in a fast changing scenario of the industry. The mindset of dogmatic perceptions that " only a particular role-model" will be fitting to the apex is a negative appraisal forgetting the vast spectrum of national dimensions and challenges.

AIBOA in the heels of 50 years of AIBEA is completing its 15 years plagued by a powerful management monolith. It has fought discriminations and its fight against SBI as a first class arrangement keeping entire commercial sector as II class citizens is a classic example of the struggle for uniformity of service conditions

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over the entire commercial bank sector and is very significant in todays' clamour for Bank-wise settlements by Bank managements.

This stand of AIBOA has exposed the unruly behaviour of some unions to cut into the vitals of collective bargaining and is a significant response to the challenge of bank-wise settlements being propounded in the industry today by profit making banks and SBI in particular. AIBOA is clear that unless you pitch up your priority for uniformity in all banks, the present subtle way of taking SBI move on and on to higher compensatory package can not be fought back, not to talk of stopping bank wise settlements in the industry.

In the GOLDEN JUBILEE celebrations, AIBOA is joyously participating with a view to regenerate its energies for the future - It is conscious that its growth is halting , its unions are habituated to spoon feeding exercises and lack of independant initiatives for furtherance of co-ordinated moves as well as pursuit of officers' interest have pushed it to a state of having limited identity of its own amongst officers

But it is simultaneously conscious that it has vital strength of 5 majority units in PSUs, a substantial following ranging from 15 to 35% in 10 PSBs and majority stake in Private Sector. It numerical strength at about 40000 in PSBs is a significant factor and its leading role on matters has now earned it space in national spectrum. It has been bold enough to initiate national debate on its role and future and has not hesitated to state its position on vital issue no matter whatever may be the reaction in its genuine bid to revive trade union spirit amongst officers and to inculcate the elimination of subservient attitudes that stultify initiatives.

However it is a sad commentary that even after AIBEA has committed to found and promote AIBOA even as an date 7 out of 27 PSBs AIBOA's flag has not been unfurled and in about 4 Banks it stands frozen. Bank-wise co-ordination with AIBOC unions in banks like Bank of India and subsidiaries have pushed back the growth of AIBOA. Some Banks -wise unions are weary and timid of fighting AIBOC unions in their Banks against the declared policy of AIBEA. There has been no will to enforce implementation of AIBEA decision in letter and spirit.

MATURED AND MEANINGFUL RELATIONSHIP WITH AIBEA

The concept of AIBOA is yet to be implemented in many areas by AIBEA. Fifteen years is just too long period to implement the accepted decision of forming AIBOA to all Banks and AIBOA seeks AIBEA's sustained role to help implement its decision atleast now.

Another disquieting feature of AIBOA movement has been the negation of State Committees. Hardly 5 to 6 states committees are functioning and even in these states the participation by bankwise unions who are active in respective Banks is seldom seen to be perceived. Role model of bank-wise set up advanced as the only blue-print for AIBOA without State Committees doing any work to build the units particularly small ones to give them courage of trade union spirit has not helped AIBOA. AIBOA has to develop its ranks to dictate states and get dictated and improved by states instead of suffering from Bank-wise phobia and culture which is disastrous to a national movement committed to general political and trade union issues.

Finally AIBOA is the creation of AIBEA not only to bolster AIBEA's strength in the changing scenario but also to develop AIBOA as the mainstream Trade Union of officers. It has brought glory in the best traditions of AIBEA, through achievements listed above, in a short span. Ushering in collective bargaining, winning pension, ensuring duty leave to officers' association functionaries, settling early wage revision, wresting back computer increment are all achievements unparalleled, given the forces it had to encounter and overcome. Its co-ordinated struggle for the industry and spate of strikes for reforms of banks are a new land mark in the officers' trade union movement.

At the hight of crowning glory of GOLDEN JUBILEE of AIBEA, AIBOA the cutting edge of Bank officers movement looks forward to more challenging future to face the hidden pages of the future with determination and poise to build up a perfect foil from the officers' side in the traditions of AIBEA's foresighted vision towards broad based unity of both cadres and to push officers own matters tactically so

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that the present context of joint consultations will not allow the IBA and Government to play negatively taking the management unions in their pockets. In this arduous task AIBOA fondly hopes that AIBEA will render all help to complete the organisational structure of AIBOA and lay concrete foundations of co-ordination at all levels of our two organisations in a spirit of our usual traditions, love and affection and though concrete programmes and forums as a fitting tribute of Golden Jubilee joy to strengthen us mutually.

Let GOLDEN JUBILEE of AIBEA render the slogan of "WE SHALL OVER COME AND HUM HONGE KAMIYAB EK DIN" in all our activities to spell a new dimension to the trade union movement of Banks in its original concept and present day context. AIBOA salutes AIBEA on its 50 years glorious, golden march and waits to respond its golden message as a sister organisation with love and affection wishing AIBEA men on their unique moment of history now.

ArchitectsCom. PRABHAT KAR

It is but a few who acquire the status of the mythical Prometheus, who is fabled to have stolen fire from the gods and brought it down to earth for the benefit of mankind. Com. Prabhat can only be described as the Prometheus of the bank employees' movement, the Commander Par Excellence who 'found it mud and left it marble'. A major portion of his seventy four years on this planet was lived in searing dedication to the cause of bank employees. He was so much the architect, the high priest, the life-breath of the bank employees' movement going under the name of AIBEA, such an integral, intricate part of it, that it is difficult to speak of the one without referring to the other. He finally died with his boots on, his last breath being rasped out in the cause of

bank employees.

Com. Prabhat was born on 13th October, 1910 in Calcutta in a middle class family not very different from the ones from which today's bank employees hail. In 1928 as a youth of 18 he had his first taste of the freedom struggle when he joined as a volunteer in the Calcutta Congress Session. After graduating from the Presidency College in Calcutta in 1931 he joined the services of Lloyds Bank Ltd., as a clerk in 1933. It is here that he first witnessed and experienced the rampant and inhuman conditions to which this section of the working class was subjected. The situation obtaining then is beyond our imagination today. The right of hire and fire prevailed and employees were often hired only to be fired. Service conditions were non-existent and the word 'union' was an unutterable blasphemy. The hold of the pay master on his workers was complete and total. Destinies were made and broken at the mere whim of the 'Employer' which was only a euphemism to describe the lord and master.

It is in such an hostile environment that Com. Prabhat had his baptism in the Trade Union Movement. From 1933, the year in which he joined the bank, till 1946 he was fully immersed in organising bank employees against these sub- human conditions.

Right from the beginning Com. Prabhat was clear as to the cause underlying this primitive exploitation. He was aware that what he witnessed in the banks was only the expression of a larger callous system which continuously endeavoured to keep the worker oppressed and harassed. Hence from the very day he joined the bank he was conscious that this situation could be battled only by a workers' organisation of comparable size and strength. Envisaging the broadest platform of unity possible in the then prevailing situation and circumstances, Com. Prabhat made the organising of the entire lot of bank employees in the banking industry his prime target.

With the characteristic courage of his convictions and vision which in later years came to be reckoned as his hall mark, Com. Prabhat, along with a group of young, angry but dedicated comrades took the historic decision on 9th April, 1941 to form an all India organisation for bank employees. On 20th April, 1946 this vision stood translated into reality as the AIBEA took formal shape on the banks of the Hooghly.

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At the time when the AIBEA was founded, in certain pockets in some of the banks, there were a few fledgling organisatlons. But all these were struggling against immense odds even for survival. There was nothing present on the Trade Union scene in the banking industry to encourage the formation of an all-embracing industry-Ievel organisation.

Yet from the day the AIBEA was founded Com. Prabhat started a ceaseless and unremitting struggle to unify all banks employees under a single banner. "One industry, one union" had become his immediate lodestar. In the meantime he was already shouldering the responsibility of being the General Secretary of the Bengal Provincial Bank Employees' Association.

On 17th August 1948, Com. Prabhat, as General Secretary of BPBEA, led the sympathy strike in support of the 19 days' strike by the employees of the Central Bank. Lloyds Bank declared a lock out for 26 days because the employees of Lloyds Bank had also participated in the strike under the leadership of Com. Prabhat. In the after- math of this strike, 51 employees including Com. Prabhat, were dismissed from Lloyds Bank. Subsequently Com. Kar and 11 others from Lloyds Bank were convicted under the Industrial Disputes Act, 1947 for having participated in the .'illegal" strike. The dismissal issue was later on brought before the Sen Tribunal which ordered reinstatement of 40 of the dismissed employees but excluded Com. Prabhat and 10 others from reinstatement. However the vindictive management of Lloyds Bank went on appeal , against these reinstatements. After 9 years of protracted and attritional legal battle, the Supreme Court reinstated these 40 comrades in June, 1958.

Two things are noteworthy here. The first is that it is possible that the management of Lloyds Bank, given its class bias, foresaw in Prabhat Kar the awakening titan of the bank employees movement and decided to ruthlessly crush him to obviate such a possibility. Their persistent vindictive attitude towards him betrays as much. The fact that the Sen Tribunal also deemed it fit to exclude him from reinstatement perhaps indicated the first recognition, albeit negative, by the powers that be of the emerging status of Prabhat.

The second noteworthy point is that amongst the 51 initially dismissed from Lloyds Bank was Shri Sen Gupta who subsequently became the Chairman of the United Bank of India. Had Com. Prabhat also chosen a similar path, perhaps …… Had this been the case, the bank employees movement would certainly have been the poorer.

It certainly must have been crucifying for an individual of 38 years age to stand dismissed from service and to be confronted with the prospect of further gruelling struggle in the years to come. The period 1953 to 1966 was a period of incessant, relentless and prolonged struggles for both Com. Prabhat and the AIBEA which he had come to represent as its General Secretary since his election to that post at the 5th Conference of the AIBEA held at Lucknow in 1953. It was during this period that the sweep of the organisation came to acquire an unprecedented magnitude. The AIBEA fought bitter battles inside the portals of tribunals and outside in the streets under the stewardship of Com. Prabhat.

During this period, in 1957, Com. Prabhat was elected to the Parliament from the Hooghly constituency. During his tenure in Parliament Com. Prabhat Kar took up the issue of bigger banks' taking over small banks that went into liquidation and saw to it that an amendment was made to the Banking Company's Act to that effect, while also endeavouring to ensure that the employees of the liquidated banks' were absorbed into the new banks. The first bank to be taken over was the Indo- Commercial by the Punjab National Bank.

In 1961 Com. Prabhat Kar participated as a member of the Bonus subcommittee at the Indian Labour Conference at Bangalore, where it was decided that the entire Banking Industry, both private and public sectors, excluding the RBI, would come under the purview of the Bonus Commission.

The phase of tribunalisation and third party intervention came to a decisive end with the signing of the historic first ever industry level Bipartite Settlement under the captaincy of Com. Prabhat in 1966. In bringing about this unique settlement Com. Prabhat, along with Com. Parvana, had toiled ceaselessly. The dream and slogan of " One union, one industry " had now assumed formal shape and begun the process of fleshing out with the signing of this settlement. Here again it was Com. Prabhat's strong conviction that the

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signing of such an industry level settlement which would include under the comprehensive sweep of its umbrella virtually the entire banking industry, would also resultantly strengthen and streamline the growing unity of bank employees under the banner of AIBEA. The dialectics of uniform wage structure and service conditions would produce dynamics that would strengthen the, environment for bank employees' unity.

The Signing of this First Bipartite Settlement metamorphosed the status of both the AIBEA and the bank employees. It constitutes a decisive watershed in the history of the movement since the period of definite consolidation of the movement and advancement commences from this point. The AIBEA has never looked back after this.

It was also during this period that yet another aspect of this multifaceted genius stood demonstrated- his mastery of the art of negotiation. This mastery was to acquire legendary proportions through the authoring of the succeeding Bipartite Settlements. The quality that was peculiarly his own at the negotiating table was that while Com. Prabhat was never aggressive, always persuasive, yet without yielding any quarter to the management, he carried them along with him. The most strident of antagonists came around to accept his view point slowly but surely.

While this acme of his genius stood displayed in one form at the negotiating table, yet another side to it was displayed in the reinstatement of 135 comrades of Syndicate Bank. In the year 1965, the management of Syndicate Bank dismissed 135 of its employees following an agitation, and mulishly persisted in its refusal to reinstate them despite persistent attempts. Com. Prabhat stepped onto the scene and a series of negotiations commenced with the management, spread over a period of two years at different centres. It was virtually a war of attrition across the table. As the talks continued without any apparent breakthrough many began to lose confidence. Some began to have misgivings. But Com. Prabhat persisted with paramount, unbounded patience. The management unable to with- stand the gentle onslaught of this dogged persistence, finally cried a halt and reinstated all the dismissed comrades. Com, Prabhat had once again achieved the impossible.

The period that followed was an era of bipartism. AIBEA grew from strength to strength under the stewardship of Com. Prabhat Kar. In 1967 he was elected to the Parliament for the second time. In 1969 when 14 major banks were nationalised Com. Prabhat Kar along with Com. Parvana met the then Prime Minister Mrs. Indira Gandhi and suggested improvements in the structure of the Banks.

Having thus far devoted his attention to aspects of wages and service conditions, in the 17th Conference of the AIBEA held at Madras in 1973, Com. Prabhat made a bold departure by laying more emphasis on national problems and called for a change in the credit policies of the government. This concern for the nation, the role the banking industry played in the growth of the nation, and the potential of the bank employees to influence this role played by the industry in the nation's growth, increased over the years. In successive conferences Com. Prabhat's emphasis on this sphere of activity also increased as this conviction grew,

A personal and organisational set back for Com. Prabhat was the passing away of Com. Parvana in 1975. His responsibilities increased as a result of this sad loss. In the period that followed, the securing of the III Bipartite settlement formed one of the sternest of organisational challenges faced by Com. Prabhat in his long tenure as pilot of the movement. The government at the helm of affairs was the Janata Government which had triumphed at the hustings with a massive mandate from the electorate in the aftermath of the emergency. And the Government was headed by Morarji Desai as the Prime Minister. When the AIBEA proposed the long overdue wage revision for bank employees it was the Prime Minister himself who thundered that bank employees enjoyed best of both the worlds and therefore there was no question of any wage increase for them. Not only did the government rule out any wage revision but also simultaneously attempted to foist the obnoxious Boothalingam Committee D. A, formula on the bank employees. The resistance to imposition of this formula in other industries was tepid.

A battle royal ensued therefore between the AIBEA and the government in which Com. Prabhat directed the use of every known item of weaponry from work-to- rule and other forms of agitation to novel methods like short duration strikes at different centres. The government had to finally bow before the combined might of

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the bank employees and Com. Prabhat once again achieved the impossible by signing the III Bipartite Settlement.

The Fourth Bipartite Settlement, came to the Bank employees virtually on a silver platter as it was achieved with comparatively less struggle. The movement had come full circle under the stewardship of Com. Prabhat. It has progressed from the situation of protracted battles for small gains to that of limited struggles for major gains. The subsequent period witnessed Com. Prabhat busily engaged in the task of organising the officers under the banner of the AIBOA of which he was the Founder President.

In the midst of these activities Com. Prabhat travelled to Nizamabad in Andhra Pradesh on 24-11-1984 to inaugurate the Conference of State Bank of Hyderabad Staff Association. While on his way back to Hyderabad from this Conference, he collapsed in the car in which he was travelling. It was 9-30 p.m. of 27th November 1984.

Thus he passed on to the ages, serving the cause for which he lived upto the last breath of his life. There are only a few who continue to live beyond the grave, for whom death signifies nothing more than the mere consignment of mortal remains to dust. That immortality is truly noble which is achieved in the cause of organising the masses. That immortality is uniquely Prabhat's.  

Com. PARVANACom. H. L. Parvana was born in a poor middle class family on 3-11-1923 in a remote village in Punjab. His name was Harbanslal. He studied in Rajpore Bhaiti upto middle school. He did his High School education at Badden-a place 10 kms. away. He used to walk daily to go to the school.

The sweep of the freedom movement, the Jallianwala Bagh incident, the inspiration from Lala Lajpat Rai and Baghat Singh, -all had their natural impact on the young and sensitive Parvana. His instincts were pushing him away from routine studies and towards active public life. The seed had been sown in him. Alongside, he took keen interest in

literature.He was especially attracted to Urdu literature due to its realistic depiction of the commoner's plight and the naked exposure of the exploitation existing in the social set up. He began writing small Urdu couplets and adopted the pen-name Parvana. Though he completed Matriculation with very high marks, his family could not afford his further higher education. Corn. Parvana, volunteered to seek a job to support the family suppressing his desire and urge to prosecute higher education. This was the beginning of the era of sacrifice for Corn. Parvana.

At the age of 16, he started to hunt for a job and after lot of difficulties, through the introduction of a friend, he got a job in Punjab National Bank. But he was posted as a Daftary even though he was a first class matriculate. After about 3 months, he was put on probation as a clerk with a salary of Rs. 16 per month. After joining the job, he continued his studies in an evening College and passed B.A. with honours in Urdu from Punjab University. Every week end, Com. Parvana used to visit his elder brother who was employed in a textile mill. His brother was a Trade Union worker of that Mill and Corn. Parvana found that through the efforts of the Unions, the problems of the workers were being mitigated and resolved. Corn. Parvana took no time to found a Union in Punjab National Bank at Lahore. But as a consequence of this' crime " he was dismissed by the Bank in 1944.

Then Com. Parvana came to Delhi in search of job again. With the help of his friend, he got a job in Bharat Bank Limited as an unpaid apprentice. Due to his efficiency and hard work, he was soon promoted as a supervisor and again as Superintendent. Undeterred by the bitter experience of victimisation by the previous employer , Corn. Parvana, as a result of his deep convictions, soon formed a Union in Bharat Bank, Delhi. He organised strike actions in 1946, 1947 and 1948 and the Union made spectacular achievements including recognition of the Union by the Management.

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Later, he organised a day's strike on 8th March 1949 in support of the Railway employees, setting example for fraternity and solidarity of workers. But the Management reacted sharply by getting 450 out of its 527 employees arrested by police. Com. Parvana fought back against these repressions and there was a strike for 21 days. Management terminated 35 activists of the Union including their leader Com. Parvana. Com. Parvana was again on the streets and underwent sufferings. When the Sen Tribunal was appointed, it also heard the dismissal of the 35 employees of Bharat Bank. Com. Parvana himself argued the case on behalf of the victimised employees. The Bank's side was represented by the eminent lawyer Setalvad.

The Tribunal awarded reinstatement of all the 35 employees but the Bank went on appeal to Supreme Court and obtained a stay. But in the final hearing, the Supreme Court confirmed the reinstatement of these employees including Com. Parvana. But that was not the end of the tribulations. The Bharat Bank decided to purchase the Punjab National Bank but cunningly dissolved the Bharat Bank rendering the 1,300 employees jobless. It was March 1951. Com. Parvana had organised a Union in Punjab National Bank with the help of Com. P. L. Syal (now Vice President of AIBEA). The Punjab National Bank Union went on strike against the Bharat Bank's decision to throw out its employees. Punjab National Bank Management dismissed 159 of its employees for this.

The issue was referred to a Tribunal which ordered absorption of all the Bharat Bank employees in Punjab National Bank. But the Management went on appeal to the Supreme Court. After 12 years of legal battle, in 1963 the employees won the reinstatement of all the employees including Com. Parvana. By then, Com. Parvana had immersed in the movement so much that he decided not to accept the reinstatement and continued to work for the Trade Union whole-time. This was the ripening of Com. Parvana into a Leader of unparalleled dimensions.

Com. Parvana had become the centre of activities of the Bank employees' movement in and around Delhi and was responsible in forming Trade Unions in different Banks during the 1950s. In 1951, he was elected as Vice-President of AIBEA and in 1954 as Assistant Secretary. In 1962, he was elected as Secretary of AIBEA which position he held till he died in 1975.

Com. Parvana was always known for his hard work. The more the AIBEA movement grew, the harder and longer he worked. Whether it was the fight before the Sastri and Desai Tribunals in 1950s and 60s, whether it was the fight to achieve Bipartite Settlement in 1965-66 or the sustained struggle for nationalisation of the Banks from 1960, Com. Parvana was straining every nerve to gear up the rank and file to back up the organisation's demands for their eventual accomplishment. This tremendous strain had a disastrous effect on his health and he suffered from heart attack in 1966. But much against the advice of the doctors, he freed himself from the hospital and resumed work in AIBEA Office.

The hectic activities during the First Bipartite struggle and negotiations further affected his health. But he refused to take rest. He suffered a second attack in 1970. After a slight recovery, he plunged into his routine work again. He got a third attack in 1973. Doctors told him that his health had deteriorated and advised him to be very careful. But with some little improvement in his health, he was back to his normal work and frequent tours and meetings. His health had become so bad, that he could not climb the staircase of his house. So he shifted to the house of Com. Prabhat Kar who took care of him as his younger brother. Com. Parvana was managing to live with heavy doses of tablets daily. But this was not to be a permanent solution. On 13th April, 1975, he took seriously ill and was admitted into a hospital. Despite best medical attention by eminent doctors, the precious life of this hero could not be prolonged any further. At about 10-45 a.m. on 18th April 1975, Com. Parvana passed away.

Volumes can be written about Com. Parvana about his sterling qualities of leadership, about, his outstanding contribution to our movement at every point of time and about the multi-dimensional activities of this gentle colossus. In short, he personified AIBEA. There cannot be a better acknowledgement of his services than through the following words of Com. Prabhat Kar, the father of our movement who wrote in his General Secretary's report in the Amritsar Conference of AIBEA :

"I am placing this report in a Conference where Com. Parvana is not present. For me, this situation is almost unbelievable. Days in and days out, throughout all these years he was a comrade who helped me in

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discharging my responsibilities. He was the life and soul of the AIBEA centre. His dedication to the cause and thoroughness of minutest details are unparalleled. In every dimension of work of AIBEA, he was indispensable. In movement, in agitation, in campaign, in negotiations, in settling differences and solving problems his unique contribution was visible. As an agitator, organiser, as a leader conversant with every sphere of Trade Union movement, his imprint was distinct. He was a comrade with clarity, with vision and a comrade who never knew tiredness. It is almost impossible to think of Central Office of AIBEA minus Com. Parvana. His amiable disposition brought everybody near him and he became the closest friend, philosopher and guide of each and every bank employee. He was a man of the masses. He was a man of the Trade Union movement. He was a leader of the working class. He was a comrade who cannot be replaced. The movement is indebted to him which cannot be repaid. I only wish to put on record our great gratitude for his able, mature advice, dedicated service and unparalleled comradeship manifested all the years he lived."

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