Bank of India (Officers’) Service… Bare Act

The source publishes this enactment as a single document rather than provision by provision, so the whole text is below and there are no per-section pages for it. Nothing has been shortened.

Type	Regulations
Year	1980
Jurisdiction	Central
Ministry	Ministry of Finance
Status	In force as published by the source
Text	Published as one document, as the source published it
Subjects	financial

Page 1 of 159 Bank of India Head Office Human Resources Department Industrial Relations Division Bank of India (Officers’) Service Regulations, 1979 (With amendments up to 26.10.2020-7th Joint Note) Star House, C-5, G Block BKC, Bandra Kurla Complex, Bandra East, Mumbai, Maharashtra- 400051 Page 2 of 159 INDEX Chapter Regulation Subject Page No.

I 1 Short title and commencement 4-6 2 Officers to whom the Regulations apply 3 Definitions II 4 Grade and Scales of Pay 7-10 5 Increments 10-25 6 Categorisation 26-28 III 7 Categorisation on the appointed date 29 8 Fitment in the scales of pay 30-31 9 Adjustment allowance 32 10 Personal Allowance 32-33 11 Absorption against future increments and increases 34-37 12 Option for existing Officers 35-37 13 Appeal against fitment 37 IV 14 Appointment 38-39 15 Probation 39-40 16 Confirmation 41-42 17 Promotions 42 18 Seniority 42-43 19 Age of Retirement 43-47 20 Termination of Service 47-50 V 21 Dearness Allowance 51-52 22 House Rent Allowance 52-55 23 Other Allowances 55-65 VI 24 Medical Aid 66-67 25 Residential Accommodation 67-69 26 Bank’s car for personal purpose 69-70 27 Loan for the purchase of conveyance 71 28 Loans for the purchase of houses 71 29 Entertainment Expenses & Club Membership fees 71-72 30 Preferential Interest Rates on Deposits 72-74 Page 3 of 159 Chapter Regulation Subject Page No.

VII 31 Kinds of leave 75-77 32 Casual Leave 78-79 33 Privilege Leave 79-81 34 Sick Leave 81-82 35 Additional Sick Leave 83 36 Maternity Leave 83-84 37 Extraordinary Leave 84-85 38 Lapse of Leave 85-86 39 Recall for Duty 87 40 Furnishing the leave address to the Bank 87-98 VIII 41 Mode of travel and expenses on travel 99-104 42 Transfer Travelling Allowance 104-109 43 Travelling Allowance on Retirement 109-111 44 Leave Travel Concession 111-121 IX 45 Provident Fund 122 46 Gratuity 122-123 X 47 Transferability 124-133 48 Duty 134 49 Joining Time on transfer 134-136 XI 50 Power to implement Regulations 137 51 Government’s decision to be construed initial decision of the Board 52 Interpretation of service 53 Revocation of earlier rules, etc.

54 Interpretation Schedules 138-159 Page 4 of 159 PRELIMINARY In exercise of the powers conferred by Section 19 read with sub-section (2) of Section 12 of the Banking Companies (Acquisition and transfer of Undertakings) Act, 1970 (5 of 1970), the Board of Directors of Bank of India in consultation with the Reserve Bank of India and with the previous sanction of the Central government makes the following Regulations, namely:

CHAPTER - I Regulation 1 – SHORT TITLE AND COMMENCEMENT

(1) These Regulations may be called Bank of India (Officer’s) Service Regulations, 1979.

(2) These Regulations shall come into force on the 1st day of July 1979.

Clarification Additions / amendments to the regulations will be effective from the date of their approval by the Board unless otherwise specifically provided.

Regulation 2 – OFFICERS TO WHOM THE REGULATION APPLY

(1) These regulations shall apply to all Officers of the Bank to such other employees of the bank to whom they may be made applicable by the Competent Authority to the extent and subject to such conditions as such authority may decide.

Competent Authority : (B.M. 28.04.1980) The Executive Director is the Competent Authority to make the regulations applicable to such other employees as he deems fit.

(2) They shall also apply to Officers transferred/ posted/ deputed outside India except to such extent as may be specifically or generally prescribed by the Competent Authority.

(3) They shall, however, not apply to employees appointed / engaged in any country outside India and permanently serving there. (Amended to Government guidelines w.e.f. 22nd February 1989 (Board Meeting dated 12.11.94), Br. Circular No. 99/62 dated 07.07.1995.)

Regulation 3 – DEFINITIONS In these Regulations, unless there is anything repugnant to the subject or context,

(a) “Appointed date” means the 1st July, 1979;

Bank of India (Officer’s) Service Regulations, 1979 Page 5 of 159

(b) “Bank” means Bank of India;

(d) “Competent Authority” means the authority designated for the purpose by the Board.

ADMINISTRATIVE INSTRUCTIONS REGARDING COMPETENT AUTHORITY

1. All decisions of the Competent Authority involving officers Scale I to VI, where necessary, would be reviewed by the Chairman. For Scale VII, a Committee of three Directors presided over by the Chairman may be formed to review the decisions of the Competent Authority.

2. An Officer higher in the rank than that of the off icer designated as competent authority can also act as competent authority in respect of a particular regulation / regulations. In such cases the officer who is the Competent Authority under the regulations cannot again exercise his authority in respect of the same case.

(e) “Emoluments” means the aggregate of salary and allowances, if any;

(f) “Family” means the spouse of the officer, wholly dependent unmarried children (including step children and legally adopted children), wholly dependent physically and mentally challenged brother or sister with forty per cent or more disability, widowed daughters and dependent divorced or separated daughters, sisters including unmarried or divorced or abandoned or separated from husband or widowed sisters, and parents wholly dependent on the officer and in the case of a married female officer may include her natural parents or parents-in-law, but not both.

Explanation ― "wholly dependent” shall mean such member of the family having an income not exceeding Rs.10,000 per month and where the wholly dependent family member are parents, the income of any parent or aggregate income of both the parents if exceeds Rs.10,000 per month, both the parents shall not be considered as wholly dependent on the officer;‘ Note: For the purpose of medical expenses reimbursement scheme, any two of the dependent parents or parents-in-law shall be covered.

(g) “Government” means the Central Government;

(h) “Guidelines of the Government” shall mean such guidelines as may be issued by the Government and shall include the recommendations made in the Report of the Committee constituted by the Government’s Resolution No. F.4 (26)/72/IR dated 19th Page 6 of 159 July 1973, as accepted by Government together with modifications or alterations thereof as may, from time to time, have been or be made by the Government;

(i) “Managing Director” means the Managing Director of the Bank;

(j) “Officer” means a person fitted into or promoted to or appointed to any of the grades specified in Regulation 4 and any other person, who immediately prior to the appointed date, was an officer of the Bank, and shall also include any specialist or technical person as fitted or promoted or appointed and any other employee to whom any of these Regulations has been made applicable under Regulation 2;

(k) “Pay” means basic pay including stagnation increment;

(l) “Salary” means the aggregate of the pay and dearness allowance;

(m) “Year” means a continuous period of twelve months;

(n) “Calendar Year” means the period commencing from the 1st day of January of a year and ending with the 31st day of December of the same year.

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CHAPTER - II GRADES AND CATEGORISATION OF POSTS Regulation 4 – Grades and Scales of Pay:

(1) On and from 1-11-1987, the scales of pay specified against each grade shall be as under:-

(a) Top Executive Grade:

Scale VII Rs. 6400 - 150 – 7000 Scale VI Rs. 5950 - 150 – 6550

(b) Senior Management Grade:

Scale V Rs. 5350 - 150 – 5950 Scale IV Rs. 4520 - 130 - 4910 - 140 - 5050 - 150 – 5350

Scale III Rs. 4020 - 120 - 4260 - 130 – 4910 Scale II Rs. 3060 - 120 - 4260 - 130 – 4390

(d) Junior Management Grade :

Scale I Rs. 2100 - 120 – 4020

(2) On and from 1-7-1993, the scales of pay specified against each grade shall be as under:-

(a) Top Executive Grade;

Scale VII Rs. 12650 - 300 - 13250 - 350 –13600 – 400 – 14000 Scale VI Rs. 11450 - 300 – 12650

(b) Senior Management Grade;

Scale V Rs. 10450 - 250 – 11450 Scale IV Rs. 8970 - 230 – 9200 - 250 – 10450

Scale III Rs. 8050 - 230 – 9200 - 250 – 9700 Scale II Rs. 6210 - 230 – 8740

(d) Junior Management Grade;

Scale I Rs. 4250 – 230 - 4940 - 350 - 5290 - 230 – 8050

(3) With effect from 1st April, 1998, the scales of pay specified against each grade shall be as under:- Page 8 of 159

(a) Top Executive Grade :

Scale VII Rs. 19340-420/2–20180–520/1-20700-600/1-21300 Scale VI Rs. 17660-420/4-19340

(b) Senior Management Grade :

Scale V Rs. 16140-380/4-17660 Scale IV Rs. 13900-340/1-14240-380/5-16140

Scale III Rs. 12540-340/5-14240-380/2-15000 Scale II Rs. 9820-340/11-13560

(d) Junior Management Grade :

Scale I Rs. 7100-340/16-12540

(4) With effect from 1st November 2002, the scales of pay specified against each grade shall be as under:-

(a) Top Executive Grade :

Scale VII Rs. 29340 –680/2–30700–900/1–31600–1000/1- 32600 Scale VI Rs. 26620 – 680/4 – 29340

(b) Senior Management Grade :

Scale V Rs. 24140 – 620/4 - 26620 Scale IV Rs. 20480 – 560/1 – 21040 – 620/5 - 24140

Scale III Rs. 18240 – 560/5 – 21040 – 620/2 - 22280 Scale II Rs. 13820 – 500/1 – 14320 – 560/10 – 19920

(d) Junior Management Grade :

Scale I Rs. 10000–470/6–12820–500/3–14320–560/7-18240

(5) With effect from 1st November 2007, the scales of pay specified against each grade shall be as under:-

(a) Top Executive Grade :

Scale VII Rs. 46800 – 1300/4 – 52000 Scale VI Rs. 42000 – 1200/4 – 46800 Page 9 of 159

(b) Senior Management Grade :

Scale V Rs. 36200 – 1000/2 – 38200 – 1100/2 - 40400 Scale IV Rs. 30600 – 900/4 – 34200 – 1000/2 - 36200

Scale III Rs. 25700 – 800/5 – 29700 – 900/2 - 31500 Scale II Rs. 19400 – 700/1 – 20100 – 800/10 – 28100

(d) Junior Management Grade :

Scale I Rs. 14500–600/7–18700–700/2–20100–800/7-25700

(6) On and from 1st November, 2012, the scales of pay specified against each grade shall be as under:

(a) Top Executive Grade Scale VII – 76520-2120/4-85000 Scale VI – 68680-1960/4-76520

(b) Senior Management Grade Scale V – 59170-1650/2-62470-1800/2-66070 Scale IV – 50030-1460/4-55870-1650/2-59170

(d) Junior Management Grade Scale I – 23700-980/7-30560-1145/2-32850-1310/7-42020

Explanation: Every officer who is governed by the scales of pay in force as on the 31st October, 2012 shall be fitted in the scale of pay set out in this sub-regulation as on 1st November, 2012 on stage to stage basis, i.e. on corresponding stages from first stage onwards in the respective scales and the increments shall fall on the anniversary date as usual except where provided otherwise.

(7) Nothing in sub-regulations (1), (2), (3), (4), (5) & (6) shall be construed as requiring the Bank to have at all times, officers serving in all these grades.

(8) With effect from 1st day of November, 2012, officers shall be paid Special Allowance as under;

Scale I- III = 7.75% of Basic Pay plus applicable Dearness Allowance thereon Scale IV- V = 10% of Basic Pay plus applicable Dearness Allowance thereon Scale VI- VII = 11% of Basic Pay plus applicable Dearness Allowance thereon.

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(9) On and from the 26th day of October, 2020, the Scale of Pay and Special Allowance for the post of Chief General Manager in Top Executive Grade shall be as under:

(A) Top Executive Grade Scale VIII = Rs.1,03,000 – 2,700/3 – 1,11,100 – 2,800/1 – 1,13,900 (B) Special Allowance Scale VIII = 11% of Basic Pay plus applicable Dearness Allowance thereon:

Provided that nothing in this sub-regulation shall be construed as requiring the Bank to have at all times officers serving in this grade.

Note: The Special Allowance referred to in sub-regulations (8) and (9) with applicable Dearness Allowance thereon shall not be reckoned for superannuation benefits, such as pension including New Pension Scheme, Provident Fund and Gratuity.

Regulation 5 – INCREMENTS “(1) Subject to the provisions of sub-regulation (6) of regulation 4, on and from the 1st day of November, 2012, the increments shall be granted subject to the following, namely: —

(a) the increments specified in the scales of pay set out in sub-regulation (6) of regulation 4 shall, subject to the sanction of the Competent Authority, accrue on an annual basis and shall be granted on the first day of the month in which these fall due;

(b) one year after reaching the maximum in their respective Scales, officers in Scale I and Scale II, shall be granted further increments including stagnation increment in the next higher Scale only as specified in clause (c) below subject to their crossing the efficiency bar;

(c) Officers in Junior Management Grade Scale I who have moved to Middle Management Grade Scale II in terms of clause (b) after reaching maximum of the higher scale, shall be eligible for four stagnation increments for every three completed years of service of which the first two shall be Rs. 1310 each and next two Rs.1460 each;

(d) Officers in Middle Management Grade Scale II who have moved to Middle Management Grade Scale III in terms of clause (b) after reaching maximum of higher scale shall be eligible for three stagnation increments of Rs.1460 each for every three completed years of service and a fourth stagnation increment of Rs.1460 two years after receipt of third stagnation increment:

Page 11 of 159

Provided that officers who have completed two years or more after receipt of the third stagnation increment shall be granted the fourth stagnation increment with effect from 1st day of May,2015;

(e) officers in substantive Middle Management Grade Scale III (those recruited in or promoted to Middle Management Grade Scale III) shall be eligible for three stagnation increments of Rs.1460 each for every three completed years of service and fourth stagnation increment of Rs.1460 to officers who have completed two years or more after releasing third stagnation increment as on 1st May,2015 and a fifth stagnation increment of Rs.1460 two years after receipt of fourth stagnation increment provided that the officers who have completed two years after receipt of the fourth stagnation increment shall be granted the fifth stagnation increment with effect from 1st May, 2015;

(f) officers in Senior Management Grade Scale-IV shall be eligible for one stagnation increment of Rs.1650 three years after reaching the maximum of scale with effect from 1st May, 2015;

Provided that such increment shall not be allowed to an officer who refuses promotion when offered.

Explanation.— Grant of such increments in the next higher scale under this subregulation shall not amount to promotion and the privileges, perquisites, duties and responsibilities of the officers shall continue as of their substantive posts.”;

PROFESSIONAL QUALIFICATION PAY Renaming of Professional Qualification Allowance as Professional Qualification Pay w.e.f. 1.11.1999 (Ref BC 95 / 41 dated 07.07.2001) Regulation 5 (2) An additional increment shall be granted in the scale of pay for passing each part of Certified Associate of Indian Institute of Bankers Examination on or after the appointed date.

EXPLANATION:

a. In the case of an Officer who has passed Part I or Part II of Certified Associate of Indian Institute of Bankers Examination as an Officer before the appointed date, the additional increment or increments as the case may be, shall be given effect to from the appointed date provided that he has not received any increment or received only one increment, for passing both parts of the said examination.

b. On and from 1.11.1987, officers who reach or have reached the maximum in the pay scale and are unable to move further except by way of promotion shall subject Page 12 of 159 to Government guidelines, if any, be granted Professional Qualification Allowance in lieu of additional increments in consideration of passing CAIIB Examination as under: - Those who have passed only Part I of CAIIB Rs. 100/- p.m. after one year of which Rs. 75/- shall rank for superannuation benefits.

Those who have passed both Parts of CAIIB Rs. 100/- p.m. after one year, of which Rs.

75/- shall rank for superannuation benefits.

Rs. 250/- p.m. after two years, of which Rs.

200/- shall rank for superannuation benefits.

(c) On and from 1.11.1994, other things being equal, the quantum of Professional Qualification Allowance shall stand revised as under :- Those who have passed only Part I of CAIIB Rs. 120/- p.m. after one year on reaching top of the scale Those who have passed both Parts of CAIIB Rs. 120/- p.m. after one year on reaching top of the scale Rs. 300/- p.m. after two years on reaching top of the scale.

Provided that officers who are eligible to draw Fixed Personal allowance in terms of Regulation 5(3) (b) shall draw Professional Qualification Allowance one year/two years after receipt of such Fixed Personal Allowance respectively for Part I and II as the case may be.

(d) On and from 1.11.1999, other things being equal, the quantum of Professional Qualification Pay shall stand revised as under: - Those who have passed only Part I of CAIIB Rs. 150/- p.m. after one year on reaching max. of the scale.

Those who have passed both Parts of CAIIB Rs. 150/- p.m. after one year on reaching max. of the scale.

Rs. 360/-p.m. after two years on reaching max. of the scale.

Provided that officers who are in Scale I and Scale II and are granted further increments in the next higher scale as in sub-regulation (1)(b) shall draw Professional Qualification Pay after one/two years, as the case may be, on reaching the maximum in such higher scales.

Page 13 of 159

(e) On and from 1.11.2002, other things being equal, the quantum of Professional Qualification Pay shall stand revised as under:- Those who have passed only Part I of CAIIB Rs. 300/- p.m. one year after reaching top of the scale Those who have passed both Parts of CAIIB Rs. 300/- p.m. one year after reaching top of the scale Rs. 750/-p.m. two year after reaching top of the scale

(f) On and from 1.11.2007, other things being equal, the quantum of Professional Qualification Pay shall stand revised as under :- Those who have passed only Part I of CAIIB Rs.410/- p.m. one year after reaching top of the scale Those who have passed both Parts of CAIIB Rs. 410/- p.m. one year after reaching top of the scale Rs. 1030/-p.m. two year after reaching top of the scale

Provided that an officer employee acquiring Junior Associate of Indian Institute of Bankers / Certified Associate of Indian Institute of Bankers (either or both parts) qualifications after reaching the maximum of the scale of pay, shall be granted from the date of acquiring such qualification for the first instalment of Professional Qualification Pay and the release of subsequent instalments of Professional Qualification Pay shall be with reference to the date of release of first instalments of Professional Qualification Pay.

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

(g) On and from 01.11.2012, other things being equal, the quantum of Professional Qualification Pay shall stand revised as under:- Page 14 of 159 Those who have passed CAIIB-Part I / JAIIB Rs. 670/- p.m. one year after reaching maximum of the Scale.

Those who have passed both parts of CAIIB Rs. 670/- p.m. one year after reaching maximum of the Scale.

Rs. 1680/- p.m. two years after reaching maximum of the Scale.

Provided that 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 instalment of Professional Qualification Pay and the release of subsequent instalments of Professional Qualification Pay shall be with reference to the date of release of first instalment of Professional Qualification Pay.

Note:

1. If an officer who is in receipt of Professional Qualification Pay is promoted to next higher scale, he shall be granted, on fitment in such higher scale, additional increment(s) for passing Junior Associate of Indian Institute of Bankers/ Certified Associate of Indian Institute of Bankers to the extent increments are available in the scale and if no increments are available in the scale, the officer shall be eligible for Professional Qualification Pay in lieu of increment(s).

2. On and from 1.11.1994 Professional Qualification Allowance or Professional Qualification Pay, as the case may be, shall rank for Dearness Allowance, House Rent Allowance and Superannuation Benefits.

Release of Professional Qualification Pay a. 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 instalment of PQP and the release of subsequent instalments of PQP shall be with reference to the date of release of first instalment of PQP.

Provided further that in a case where an Officer, as on the date of this Joint Note (27.04.2010), 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, released PQP as provided herein above Page 15 of 159 FIXED PERSONAL PAY Renaming of Fixed Personal Allowance as Fixed Personal Pay w.e.f. 1.11.1999 (Ref BC 95/41 dated 07.07.2001) Regulation 5 (3)

(a) All officers who are in the bank’s permanent service as on 1st November, 1993 will get one advance increment in the scale of pay. Officers who are on probation on 1st November, 1993 will get one advance increment one year after confirmation.

Note: There shall be no change in the date of annual increment because of advance increment.

(b) An officer who is at the maximum of the scale or who is in receipt of stagnation increment(s) as on 1st November, 1993, will draw a Fixed Personal Allowance from 1st November, 1993 which shall be equivalent to an amount of last increment drawn plus dearness allowance payable thereon as on 1st November, 1993, plus house rent allowance, at such rates as applicable in terms of Regulation 22. The Fixed Personal Allowance given hereunder together with House Rent Allowance, if any, shall remain frozen for the entire period of service:

Increment Component DA as on 1.11.1993 Total F.P.A. payable where bank’s accommodation is provided (A) Rs. (B) Rs. (C) Rs.

230 250 300 400

5.79

6.30

7.56

10.08 236 257 308 411

(c) On and from 1st November, 1999 other things being equal, the Fixed Personal Pay with House Rent Allowance, if any, shall be as given here under: - Increment Component DA as on 1.11.1997 Total F.P.A. payable where bank’s accommodation is provided (A) Rs. (B) Rs. (C) Rs.

340 380 420 600

4.28

4.78

5.29

7.56 345 385 426 608 Page 16 of 159

(d) On and from 1st November, 2004, other things being equal, Fixed 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 on 1.11.2004 Total F.P.P. payable where bank’s accommodation is provided (A) Rs. (B) Rs. (C) Rs.

560 620 680 1000 23 25 28 41 583 645 708 1041

(e) On and from 1st November, 2007, Fixed 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 on

1.11.2007 Total F.P.P. payable where bank’s accommodation is provided (A) Rs. (B) Rs. (C) Rs.

800 900 1000 1100 1200 1300 58 65 72 79 86 94 858 965 1072 1179 1286 1394

(f) On and from the 1st November, 2012, other things being equal, Fixed 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 on

01.11.2012 ( ) Total F.P.P. payable where bank’s accommodation is provided ( ) (A) (B) (C) 1310 143 1453 1460 159 1619 1650 180 1830 1800 196 1996 1960 214 2174 2120 231 2351

(g) On and from the 26th day of October, 2020, other things being equal, the fixed personal pay together with House Rent Allowance, if any, for the post of Chief General Manager in Top Executive Grade Scale-VIII shall be at the rates given in the table below and shall remain frozen for the entire period of service:

Page 17 of 159 Increment Component ( ) Dearness Allowance on the increment components ( ) Total F.P.P. payable where bank’s accommodation is provided ( )

(1) (2) (3) 2800 305 3105 Note:

(i) Fixed Personal Allowance / Fixed Personal Pay as indicated under column (3) of the Tables in clauses (b), (c), (d), (e), (f) & (g) of this sub-regulation shall be payable to those officer’s employees who are provided with bank’s accommodation.

(ii) Fixed Personal Allowance / Fixed Personal Pay for officers eligible for House Rent Allowance shall be the aggregate amount specified under columns (1) and (2) of the Table under clause (f) & (g) and House Rent Allowance drawn by the concerned officer employees when the last increment of the relevant scale of pay as specified in subregulations (2), (3), (4), (5), (6) & (9) of regulation 4 is earned;

(iii) Only officers who are in the service of the Bank on or before 01.11.1993 will be eligible for Fixed Personal Pay one year after reaching the maximum scale pay, they are placed.

(iv) On and from 1st November 1999, there shall be no change in the schedule of release of professional qualification pay as in explanation (c) of sub regulation (2) on account of release of Fixed Personal Pay;

Provided that where any instalment of Professional Qualification Pay which on account of the earlier provisions has been shifted by a year and is scheduled for release on or after 1st November 1999, it shall be released to the Officer on and from this date and second instalment of Professional Qualification Pay, if any, shall be released on 1st November

2000.

(v) The increment component of Fixed Personal Allowance / Fixed Personal Pay shall rank for superannuation benefits.

(vi) An officer who has earned the advance increment as in clause (a) above shall draw the quantum of Fixed Personal Allowance/Fixed Personal Pay as mentioned in clauses

(b), (c), (d), (e), (f) or (g) above, one year after reaching the maximum of the scale;

HO / P / IR / SAH / 1766 dated 05.02.2000 Applicability of the revised FPP to those Officers who were already in receipt of F.P.P.

prior to 1.11.1999 Page 18 of 159 The Officers, who were in receipt of FPP before 1.11.1999 and continuing in Banks’ service, would be eligible for payment of corresponding revised FPP in the case of Officers where H.R.A. was included in the quantum of FPP paid to them (i.e those Officers who were not provided with Bank’s accommodation when FPP was first released to them), the revised amount of H.R.A. to be included in FPP would be calculated at the revised rates of H.R.A. corresponding to the area of posting Officers, when FPP was first released to them. For e.g an officer was posted at Lucknow (an Area / Centre) when FPP was first released to him and at that time he was not provided with Banks accommodation, irrespective of his present place of posting. HRA to be included in FPP would be @ 8% on the corresponding revised increment component of FPP Correction in the quantum of FPP The Indian Bank’s Association has also clarified that revision in the quantum of F.P.P. to a promotee officer will also undergo a change and this may depend upon the outcome of industry level negotiations with the workmen unions.

Accordingly the FPP drawn by these promotee officers who are drawing the frozen clerical FPP in Officer’s Cadre, will undergo revision only after the wage settlement of Award Staff is finalized.

As per the prevailing instructions, the increments could be stopped / withheld only under the following circumstances;- a) As per the Orders of Penalty against an officer;

b) As per the guidelines of the Government, on crossing the Efficiency Bar by the Officers in Scale I and II;

Competent Authority to sanction annual increments: (B.M.20.10.2000, Br. Cir No.94/161 dated 29.12.2000) & BC 104/124 dated 11.01.2011 Grade of Officers Competent Authority to sanction annual increments within the Scale/ Grade

1. All officers working in the Branches including Branch Manager in the Zone and those working in LDM office but excluding and Assistant General Manager at Exceptionally Large Branches.

Dy. Zonal Manager

2. Assistant General Managers at Exceptionally Large Branches/ Corporate Banking Branches and officers working under the control of Zonal Office including ZTCs, Officers on deputation to RRBs, Ombudsman, etc.

Page 19 of 159 a. Officers in Scale I, II and III Chief Manager (HR) at Zonal Office b. Officers in Scale IV Dy. Zonal Manager c. Officers in Scale V Zonal Manager d. Officer in Scale VI General Manager (HR) where Zone is headed by Dy. General Manager

3. Officers working under the control of H.O including Zonal Audit Offices a. Officers in Scale I, II & III Chief Manager of Respective Department.

b. Officer in Scale IV & V Deputy General Manager / General Manager of respective Department.

c. Officers in Scale VI General Manager in charge of respective Department.

4. All officers in Scale VII Executive Director / Chairman & Managing Director.

5. Zonal Manager in Scale V & VI National Banking GM & in his absence by GM (HR) The above revision in the Competent Authorities for release of annual increment to the Officers within respective Grade / Scale is effective from 20.10.2000 & for Sr. No 5 from

11.01.2011.

(Administrative Circular No.2011-12/2 dated 02.11.2011 – Delegation of Authority) – Consequent upon reorganisation, the authorities in respect of HR related issues of LCBs, MCBs and Divisional Managers Office are delegated to the following offices as specified below :- Release of annual increment For Officers upto Scale III, the delegated authority will be the Chief Incumbent not less than the rank of Asst. General Manager of the concerned LCB/MCB. In respect of MCBs headed by Scale IV officials, the delegated authority will be the official of the rank of Asst. General Manager and above from the concerned Divisional Manager’s Office.

For Scale IV and above, the delegated authority will be the General Manager (HR), Head Office Page 20 of 159 Administrative Instructions:

1. Branch Managers must submit to the appropriate authority at least one month in advance, names of officers whose increment falls due in the following month along with their recommendations. Wherever increments have been stopped by the Disciplinary Authority such facts should be brought out by the Branch Manager when submitting recommendations to the Competent Authority.

2. Where the advice of the Competent Authority is not received in time, the increment may be released as laid down in the regulation excepting where the officer is on Efficiency Bar. However, the concerned officer should be advised that in case the increment is not sanctioned by the Competent Authority, appropriate recovery shall be made in the subsequent month.

3. Increments will not be allowed i. When an officer has reached the maximum of his grade / scale ii. When the Efficiency Bar is applied to the officer, and iii. When specifically stopped by the Competent Authority / Disciplinary Authority

4. Board norms for imposition of Efficiency Bar (Prior to 1.11.1987) a. The general test should be whether the employee’s work has fallen below that standard of efficiency normally expected of him at that stage of his career when the efficiency at the start has been reinforced by the experience from which he should have been profited.

b. The circumstances necessitating the proposed imposition of the Bar will be communicated to the employee and the employee should be given an opportunity to submit an explanation which will be duly considered.

c. The Officers so held up at the Efficiency Bar may be counselled to improve his performance and allowed to cross the Efficiency Bar at the end of one year.

GUIDELINES FOR EFFICIENCY BAR (w.e.f.1.11.1987) The movement of officers in Scale – I and Scale II to the higher stages in the next scale after reaching the maximum in the respective scales shall be subject to their crossing the Efficiency Bar, which shall be apply only in the following cases.

i. Where an officer employee is under suspension;

ii. Where a disciplinary action has been initiated against an officer employee;

iii. Where an officer employee has earned an adverse remark from the Reporting Authority in the Reporting year proceeding the date on which the officer employee is due to cross the Efficiency Bar and the same has been conveyed to the officer employee.

Page 21 of 159 Note :

a. Where the Efficiency bar operates in terms of (ii) above, the case of the concerned officer employee shall be reviewed every year well before the next due date for crossing the Efficiency Bar. The delay in crossing the Efficiency Bar under this provision shall not more be more than three years after which if the disciplinary proceedings are still not concluded the increments shall be released with retrospective effect.

b. Where the Efficiency Bar has been applied in terms (iii) above but the rating improves subsequently, the increment shall be released after one year. Average remark or rating shall not be treat shall not be treated as adverse for this purpose.

6. Normally, the period spent as leave on loss of pay shall not count for increments. However, in view of the fact that the increment in the case of Officers is released on the first day of the calendar month in which it falls due, such anniversary date of increment will be postponed and notionally determined. The effect of postponement would be given when the notional date of increment shifts to the next calendar month. In effect, the postponement unless condoned by the Competent Authority, will have cumulative effect throughout the career of the officer.

7. Date of increment of officers who have opted to continue in the old scale of pay.

The officer will continue to draw annual increment on the anniversary date of his last increment unless specifically postponed / stopped by the competent Authority / Disciplinary Authority. Increment will be released only from the date on which it falls due.

The annual increments as above will be released in the ordinary course till the officer reaches the maximum of the Grade (old)

8. Increments for Direct Recruit Officers a. The first increment will be due on the anniversary date of joining and will be payable on the first day of the month in which it is due.

b. The second increment will be due on the date of confirmation only accordingly, until the confirmation of the officer is advised, the second increment will not be released. Subsequent increments, unless postponed by the Competent Authority, shall fall due on the anniversary date of confirmation.

1. Date of Increment of Promotee officers in terms of Memorandum of Settlement dated 17.11.2017.

The annual increment in the scale of pay of an officer will accrue on annual basis from the date of promotion/ anniversary date of increment in clerical cadre, as the case may be.

Increments on promotion from one Scale / Grade to the next higher Scale / Grade Page 22 of 159 Effective from 01.11.2012, as per fitment formula circulated vide HO IOM No.HO:HR:IR:SD:I-247 dated 19.08.2015.

Fitment formula on Promotion to higher scales of pay IBA Circular No. CIR/ HR & IR/582A/2015-16/1196 of August 7.2015

1. At the time of fitment of an officer on promotion to the higher scale of pay, the number of increments 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 should be adopted :- a. 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 Basis Pay shall be reduced in the existing scale.

b. 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.670/- per month. 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. 670/- p.m is for JAIIB only, then no increment need be reduced from the existing scale.

2. If the stagnation at the maximum of the scale is for 2 years or more, the officer who has passed both JAIIB / CAIIB before the date of promotion, would be drawing a Professional Qualification Pay of Rs.1680/- 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.

Page 23 of 159

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 member has drawn his increment in the previous scale.

7. Promotees who are drawing Fixed Personal Pay in terms of Settlement dated

25.05.2015 may continue to draw the same quantum of Fixed Personal Pay even after promotion which shall remain unaltered till revised (please refer to IBA circular No.CIR/HR&IR/90/665/E12/2010-11/1416 dated 30.9.10) Fitment Chart on Promotion for Officers promoted from one scale to another on or after

01.11.2012 A. Fitment Chart on Promotion from Scale I to Scale II Stage Scale I Scale II 1 23700 2 24680 3 25660 4 26640 5 27620 6 28600 7 29580 8 30560 31705 9 31705 32850 10 32850 34160 11 34160 35470 12 35470 36780 13 36780 38090 14 38090 39400 15 39400 40710 16 40710 42020 17 42020 43330 + 43330 44640 + 44640 45950 + 45950 47260 ++ 47260 48570 ++ 48570 50030 ++ 50030 51490 Page 24 of 159 ++ 51490 51490 + Sliding ++ Stagnation increments B. Fitment Chart on Promotion from Scale II to Scale III Stage Scale II Scale III 1 31705 2 32850 3 34160 4 35470 5 36780 6 38090 7 39400 8 40710 42020 9 42020 43330 10 43330 44640 11 44640 45950 12 45950 47260 + 47260 48570 + 48570 50030 + 50030 51490 + 51490 51490 ++ 52950 52950 ++ 54410 54410 ++ 55870 55870 ++ 57330 57330 Note : Those who are getting promoted to Scale III after reaching the Basic Pay of Rs.

55,870/- and Rs. 57,330/-, their next stagnation increment will be released on the date it was due in the earlier grade.

+ Sliding ++ Stagnation increments C. Fitment Chart on Promotion from Scale III to Scale IV Stage Scale III Scale IV 1 42020 2 43330 3 44640 4 45950 50030 5 47260 51490 6 48570 52950 Page 25 of 159 7 50030 54410 8 51490 55870 ++ 52950 57520 ++ 54410 59170 ++ 55870 59170 ++ 57330 59170 ++ 58790 59170 ++ Stagnation increments D. Fitment Chart on Promotion from Scale IV to Scale V Stage Scale IV Scale V 1 50030 59170 2 51490 59170 3 52950 59170 4 54410 59170 5 55870 60820 6 57520 62470 7 59170 62470 ++ 60820 66070 ++ Stagnation increments E. Fitment Chart on Promotion from Scale V to Scale VI Stage Scale V Scale VI 1 59170 68680 2 60820 68680 3 62470 68680 4 62470 70640 5 66070 72600 F. Fitment Chart on Promotion from Scale VI to Scale VII Stage Scale VI Scale VII 1 68680 76520 2 70640 76520 3 72600 76520 4 74560 78640 5 76520 80760 Page 26 of 159 Regulation 6 – CATEGORISATION OF POSTS AND BRANCHES Regulation 6(1)- Having regard to the responsibilities and functions exercisable, every post of an officer in the Bank shall be categorized by the Board or any authority specified by the Board in this behalf as falling in any one of the grades or scales mentioned in regulation 4 and such categorization may be reviewed by the Board or such authority;

Provided that the categorization of the posts in existence on the appointed date shall be done before the expiry of two years from that date in accordance with Guidelines of the Government, if any, and shall in respect of the posts in the Senior Management and Top Executive Grades by done by a committee of the Managing Director and such other persons as may be appointed by the Government for the purpose.

Regulation 6 (2) : For the Purpose of categorization of posts under sub-regulation (1), every branch, of the Bank shall be classified by the Bank in accordance with the criteria to be approved by the Government as Small, Medium, Large, Very Large or Exceptionally Large Category.

Explanation :

The categorization of posts in existence on the appointed date shall be done keeping the following criteria in mind i. The Top Executive Grade would normally include all executives under the Managing Director such as General Managers, Joint General Managers, Deputy General Managers etc. The main criterion for this categorization will be their share in the policy making, Review and Control functions of the Bank as a whole, ii. The Senior Management Grade would include Assistant General Managers and heads of functional departments in the Head Office exercising either operational or advisory responsibilities in both, policy making and areas reserved for Head Office functions. Officers having full functional responsibilities for certain large geographical areas with supervision over a sizeable portion of the Branches of the Bank, Managers of exceptionally large branches and the principle officer responsible for training will also be at this level;

iii. The Middle Management Grade would include Managers of large and medium size branches. Second line officers in large branches as well as Region / Area / Division / District and like officers will also fall in this category.

iv. The Junior Management Grade would comprise all other officers. It would inc lude Managers of small branches and Pay offices, Accountants or second line officers in small and medium branches and other offices;

iv. In the case of experts / specialists like Economists, Statisticians, Law Officers, etc. as the role of all these officers vary from bank of Bank, the grade of these officers Page 27 of 159 will have to be determined by the Board on the basis of their experience, expertise and standing in their respective professions;

v. The categorization of posts as on the appointed date in each of the grade and scales (including that of the experts / specialists) should be done in such a manner that as far as possible the aggregate of Basic Pay and D.A. of an official in the new scale bears a reasonable relationship to the aggregate of Basic Pay and D.A. drawn by an Officer immediately prior to the appointed date;

vi. Regarding classification of branches for the purpose of categorization of Managers, the following norms shall generally be adopted Guidelines under Regulation 6 of the Bank of India (Officers’) Service Regulations, 1979 – (Board approval dated 04.11.2022) Category of General Branches Scale of the Branch Incumbent Business criteria (Average Business Mix & Average Advance for last 2 financial years) a. Small Scale – I Upto Rs. 10 Crores.

b. Medium Scale – II Above Rs. 10 crores and upto Rs. 60 crores c. Large Scale – III Above Rs. 60 crores and upto Rs. 150 crores, with average advances not less that Rs. 30 Crores.

d. Very Large Scale – IV Above Rs. 150 crores and upto Rs. 500 crores with average advances not less than Rs. 60 crores.

e. Exceptionally large Scale – V Above Rs. 500 crores with average advances not less than Rs. 150 crores.

Further, if the Branch is having a time deposit (TDR) and/or Term loan of Rs. 100 Crore & above, 10% of the amount of each deposit/ Term Loan will be reckoned for determining the branch category.

Apart from above, all Large Corporate Branches (LCBs) will continue to be categorized as Extra Exceptionally Large Branches and shall be headed by Deputy General Managers.

Back Offices Branches, i.e. Service Branches, Asset Recovery Branches, Retail Hub etc.

shall continue to be categorized as per present norms applicable to such branches.

Note :

1. There will be no staff linkage to the above norms.

2. Each year, in the month of May, the bank may undertake an exercise in the matter of classification of branches on the basis of the above criteria and upgrade or downgrade branches taking into account two years of average business i.e.

average deposits and advances during each of the last two financial years.

Considering the cost VRS developments and the increasing use of technology at the branches, it has been decided to revise the number of designated second line positions at the Branches a follows:

Page 28 of 159 Category of Branch Second – line positions Exceptionally Large Branches Chief Manager (Note : 2nd Chief Manager may be provided to the Branch having substantial Credit, Foreign Exchange port folio) Very large Branches Dy. Chief Manager (Credit & Foreign Exchange) Dy Chief Manger (Deposit and Administration & Services) Total – 2 (Note : However where Credit portfolio is less than 10 crores, Credit Department may directly be supervised by the Chief Manager. In such a situation, there would be only one Dy. Chief Manager responsible for Deposits and Administration & Services) Large Branches Dy Manager (Credit & Foreign Exchange) Dy. Manager (Deposit and Administration & Services) Total – 2 (Note : However where credit portofolio is less than

7.5 crores, Credit Department may directly be supervised by the Manager. In such a situation, there would be only one Dy. Manager responsible for Deposits and Administration & Services) Medium Branches Asst. Manager (Deposit and Administration & Services) Total – 1 (Administrative Circular 2001–02/05 dated 11.08.2001).

Page 29 of 159

CHAPTER III FITMENT OF EXISTING OFFICERS AND PROMOTEES IN THE NEW GRADES AND SCALES OF PAY Regulation 7: CATEGORISATION ON THE APPOINTED DATE

(1) On and from the 26th day of October, 2020 and subject to the provision of regulation 6, the various posts of officers in the Bank shall be categorized as specified in the table below:

POSTS GRADE OR SCALE IN WHICH PLACED Chief General Manager Top Executive Grade Scale VIII General Manager Top Executive Grade Scale VII Deputy General Manager Top Executive Grade Scale VI Assistant General Manager Senior Management Grade Scale V Chief Manager Senior Management Grade Scale IV Senior Manager Middle Management Grade Scale III Manager Middle Management Grade Scale II Deputy Manager Junior Management Grade Scale I

(2) If any difficulty or anomaly arises out of the above categorization, the same shall be referred to a Committee consisting of the Managing Director and Chief Executive Officer and such other person or persons as may appointed by the Central Government for this purpose, for its decision.

Page 30 of 159 Regulation 8. FITMENT IN THE SCALES OF PAY

1. Every officer of the Bank who immediately before the appointed date holds a post specified in column 1 of the Table below regulation 7 and whose post has been categorized in the grade specified in column 2 thereof; shall be fitted in the scale of pay applicable to that grade in such a manner that his salary in that scale shall have relation with the aggregate pay plus dearness allowance payable to him immediately before the appointed date in accordance with guidelines of the Government.

2. Subject to sub-regulation (3), on being so fitted in the new scale of pay such officer shall be eligible to draw the next increment, if any, in such new scale on the date on which he would have been eligible to draw an increment immediately prior to the appointed date unless intimated to the contrary.

3. Where two or more officers of different seniorities in the scales of pay immediately prior to the appointed date are fitted at the same stage in the new scale of pay, different dates may be fixed for the eligibility of such officers for the next increment in the new scale of pay.

4. Where in the course of aforesaid scheme of fitment, officers have to be fitted in two different scales depending on whether they are located in the Head Office or in the field or metropolitan areas or other areas, the mere fact that on the appointed date they happen to be posted at a particular place or office shall not by itself entitle them to a fitment in a particular grade and the bank may make suitable changes in placements so as to fit them in an appropriate grade, having due regard to their inter-se seniority.

Clarification:

1. The general principle to be followed for fitment of an officer in the scale (New Scale) as on the appointed date is to work out the aggregate of pay and D.A. drawn by the officer before the appointed date and fit him at such a stage in the new scale of pay where his salary will be equal to or just above the aggregate of pay and D.A drawn by him before the appointed date, subject however, to the following provision : -

Explanation :

1. Pay drawn immediately prior to the appointed date shall include besides Basic Pay such other pay / allowances as have the same character as basic pay and reckoned as such for the purpose of both D.A. and superannuation benefits.

2. In respect of officer fitted in the Junior Management Grade i.e. Scale I under the new scales, an amount equal to the next increment due to him in the scale applicable to the officer immediately prior to the appointed date (existing scale) should be added to the pay in the existing scale and fitment in the new scale worked out accordingly. Where an officer has already Page 31 of 159 reached the maximum in his existing scale the amount of increment to be added shall be the last increment drawn by him. The amount to be added shall be the actual quantum of increment alone and not the D.A paid thereon.

3. In respect of officers fitted in Scale II and above in the new scales, the benefits of additional increment referred to in para (2) above would be available provided their basic pay in the existing scale is equal to the basic pay in the existing scale of an officer fitted into the Scale I.

4. For the purpose fitment in the new scales of pay, the D.A. actually drawn by the officer immediately before the appointed date shall be taken into account subject to the following provisions Where the rate the D.A. is paid in any Bank on a percentage basis subject to a limitation on the maximum basic pay that shall rank for D.A. and such maximum basic pay is less than Rs.641/- this shall be assumed to be Rs.641/- Administrative Instructions (A) Fitment of officers who were in Bank’s service on 30.6.1979 The fitment of officers in the service of the Bank immediately prior to the appointed date i.e. 1.7.79. The fitment is done in such a manner that the salary (BP + DA) in the new scale of pay is equal to or just above the aggregate of pay and D.A. drawn by the officer as on 30.6.1979.

Note :

1. In the case of officers who are placed in Junior Management Grade Scale I, i.e.

officers drawing basic pay upto Rs.660/- p.m. on 30.6.1979 an amount equal the next increment due in the old scale (but no the D.A. thereon) is added for purpose of fitment in the new scale.

2. Maximum D.A. is notionally calculated on basic pay Rs.641/- for the purpose of fitment.

3. Temporary Adjustable Allowance payable to officers promoted from clerical on (Special Assistants) as well as personal pay wherever it was being paid to be considered for the purpose of fitment.

(B) Fitment of ‘Pay’ of officers who joined Bank’s service between 1.7.1979 and

30.5.1980

1. All officers taken up in the old ‘D’ Grade i.e. basic pay upto Rs.1000/-shall fitted in Junior Management Grade Scale I.

2. All officers taken up in old ‘C’ Grade, i.e. basic pay of Rs.1050/- to Rs.1200/- shall be fitted in Middle Management Grade Scale II.

3. Their salary to be so fixed that it is atleast equal to BP + DA drawn on the date of appointment as also such as would protect inter-seniority among them.

The fitment of promotee officers will be done in accordance with the Settlement Federation of Bank of India Staff Unions.

Page 32 of 159 Regulation 9. ADJUSTMENT ALLOWANCE If the pay of an officer after fitment in the new scale of pay in the manner referred to in Regulation 8 is at the maximum of that scale and even then the salary of such officer is lower than the aggregate of pay and dearness allowance payable to him immediately before such fitment, together with additional increment if any, that may be taken into account for fitment of an officer in the category to which he belongs, the difference shall be paid to him by way of adjustment allowance till such time as he is promoted to a higher scale.

If salary on such promotion is still less than the aggregate of salary and adjustment allowance payable to him immediately before such promotion, the difference shall continue to be paid to him as adjustment allowance; so, however, the adjustment allowance payable after such promotion shall be absorbed in the future increments to the extent of 33-1/3% of each such increment, or of 33-1/3% of the increase in salary as a consequence of such increment, whichever is lower.

Clarification:

1. If on the date of promotion there is an upward revision or downward revision in the Dearness Allowance, the working of the adjustment allowance shall be done appropriately. Similarly, absorption of adjustment allowance on account of release of annual increment when there is also a change in the rate of Dearness Allowance will be carried out suitably.

2. The revised adjustment allowance, as above, will be absorbed against future increment to the extent of 1/3 of the increment or 1/3 of rise in salary on account of such increment, whichever is less.

Regulation 10. PERSONAL ALLOWANCE

1. If the salary and allowances, if any, payable under these regulations to an officer after fitment in the new scale of pay in the manner referred to in regulation 8 is lower than the aggregate of pay and such allowances as are set out in the explanation to this regulation and were payable to him immediately before such fitment, the difference shall be paid to him as a personal allowance which shall be absorbed in the future increments to the extent of 33-1/3 percent of each such increment or of 33.1/3 percent increase in the salary as a consequence of such increment whichever is lower.

Explanation: The allowances referred to in this regulation payable before fitment are the following:

i. House Rent Allowance, wherever payable;

ii. Special Branch Allowance;

Page 33 of 159 iii. Deposit Mobilisation Allowance;

iv. Personal Pay / Allowance;

v. Regional Manager’s Allowance;

vi. Compensatory Allowance to Transferee Officers;

vii. Additional Compensatory Allowance for mid-academic year transfer viii. Calcultta and Delhi Allowance ix. Goa Allowance at Panjim x. Instructor’s and Principal’s Allowance xi. Hill and Fuel Allowance xii. Temporary Adjustable Allowance xiii. Additional Compensatory Allowance to officers working at Gramin Banks.

Note: The House Rent Allowance wherever payable shall mean:

(a) Where a house rent allowance was payable to the officer immediately before such fitment, the amount of such allowance.

(b) Where immediately before such fitment in accordance with the rules of service then applicable, an officer had been provided with a rent free accommodation or allowed to hire accommodation on reimbursement basis, such allowance only as would have been payable to him under those rules as houses rent allowance or 10% of pay on fitment in the new scale of pay, whichever is higher.

Provided that where an officer is eligible for house rent allowance in terms of regulation 22 the amount of personal allowance, if any, payable to him under clause (a) or (b) above shall be set off against such house rent allowance and difference, if any, after such set off shall alone be payable to him.

2. For the purpose of computation of the personal allowance provided in sub-regulation 1 above, such of the foregoing allowances excluding city compensatory allowance as mentioned in the explanation above would have ceased at any time to be payable to the officer under the rules applicable to him before fitment in the new scale shall be excluded.

Page 34 of 159 Regulation 11. ABSORPTION AGAINST FUTURE INCREMENTS & INCREASES For the purpose of absorbing the allowances mentioned in regulations 9 and 10, the 33-1/3 percent referred to therein shall be applied firstly for absorbing the adjustment allowance, if so necessary, and then the personal allowance.

Clarification :

1. No allowance other than those listed in Regulation 10(1) shall be considered for protection.

2. In calculating the total emoluments as on 30.06.1979, the emoluments actually drawn by/payable to an officer would alone be taken into account except D.A. As regards, Dearness Allowance, actual D.A. payable upto Rs. 620/- to be reckoned for basic pay of Rs. 660/- and above, the Dearness Allowance shall be calculated notionally at 171% on maximum basic pay of Rs. 641/-.

3. Where an officer has been provided with free housing accommodation, 10% of his new basic pay would be notionally taken into account for the purpose of calculation of emoluments on 30.06.1979. Further, where furniture has been provided, 2 1/2 % of new basic pay shall similarly be notionally taken into account for the purpose of calculation of emoluments on 30.06.1979.

4. For the purpose of determining Personal Allowance on 01.07.1979, emoluments on fitment on 01.07.1979 excepting H.R.A. under the Regulation shall be taken into account.

Setting of Personal Allowance against House Rent Allowance under Regulation 22:

1. Where an officer is entitled to House Rent Allowance in terms of Regulation 22, the Personal Allowance calculated as above would have to be set off against such House Rent Allowance payable under Regulation 22 and only the balance amount would be payable to the officer as personal allowance.

2. As the House Rent Allowance under Regulation 22 may vary from time to time, depending on the place of posting or provision of accommodation to an officer, it becomes necessary to show the amount of Personal Allowance and House Rent Allowance payable under Regulation 22 in full in the Establishment Book/Pay Sheet till such time as the Personal Allowance is fully absorbed in the future increments as stated in Regulation 10 (1). The amount to be set off should be shown in the Establishment Book/Pay Sheet in red as a deduction from the Personal Allowance.

3. Where the Personal Allowance is less than the House Rent Allowance under Regulation 22 no net Personal Allowance would be payable, where the Personal Allowance is more than the House Rent Allowance payable under Regulation 22 the Personal Allowance would be reduced by the amount of such House Rent Allowance.

4. The amount of Personal Allowance so calculated as on the appointed date would be reduced by 33 1/3 % of the increment or 33 1/3 % of the increase in the salary as a consequence of such increment, whichever is lower as provided for in Regulation 10 (1). If on the date of promotion there is an upward revision or downward revision in the Dearness Allowance, the working of the Personal Allowance may be done accordingly.

Page 35 of 159 Similarly, absorption of Personal Allowance on account of release of annual increment when there is also a change in the rate of Dearness Allowance will be carried out suitably.

5. Where an officer is drawing both Adjustment Allowance and Personal Allowance, the Personal Allowance will be absorbed only after Adjustment Allowance is completely absorbed.

6. The Personal Allowance will be adjusted immediately if the allowances like Compensatory Allowance, Calcutta Allowance, Goa Allowance etc. considered for protection as on 30.06.1979, cease to be payable consequent upon change in the posting / position of the concerned officer on or after 01.07.1979.

However, if an officer drawing compensatory allowance is transferred by the Bank on or after 01.07.1979, the Personal allowance, if any, payable to him will continue to be paid with such adjustment as may be necessary.

7. Where there is a corresponding allowance under the new Regulations, and the amount of the allowance considered for protection is more than what is payable under the new Regulation, the Personal Allowance would be reduced to the extent of such difference consequent upon change in the posting / position.

8. Where the corresponding allowance under the new Regulations is more than the allowance considered for protection, the Personal Allowance would be increased to the extent of such difference consequent upon change in the posting / position.

9. Absorption of Personal Allowance as per Regulation 10 will be made in the aggregate Personal allowance and not in the net Personal Allowance payable to an officer for a particular month.

Note : The adjustment / set-off / absorption of personal allowance will be done suitably.

Regulation 12. OPTION FOR EXISTING OFFICERS

1. Notwithstanding anything contained in these regulations, an officer in the service of the Bank immediately before the appointed date shall have the option to continue even after that date in the scale of pay applicable to him immediately before the appointed date by communicating to the Bank within 30 days of the receipt of the intimation regarding his fitment in the new scale of pay.

Provided that such option shall continue to have effect only till the officer is promoted to a scale in the scales of pay set out in regulation 4 higher than the scale of pay to which the scale of pay under his entitlement immediately before the appointed date corresponds in accordance with Regulation 7.

2. Save as provided in sub-regulation (3), where an officer has exercised such option, he shall continue to draw pay and allowances according to his entitlement in the service of the Bank immediately prior to the appointed date;

Page 36 of 159

Provided that in any case the officer shall not be eligible for the perquisites under such entitlement but shall be entitled only to such perquisites as are admissible to him under these regulations.

3. Any officer who has exercised option referred to in sub-regulation (1) and continues to draw pay and allowances according to his entitlement in the service of the Bank immediately prior to the appointed date, in terms of sub-regulation (2) shall be allowed to opt for pay and allowances as applicable under these regulations on and from 1.2.84. On exercising such option, he will be fitted notionally on the appointed date into the new scale of pay in the manner referred to in regulation 8 and after granting him the increments he would have received in terms of these regulations upto 31.1.84, he shall be fitted in the scale of pay set out in regulation 4(1) as on 1-2-84 in accordance with the guidelines of the Government issued there under.

Provided that if the aggregate of pay and allowances payable under these regulations to the officer after fitment as above is lower than the aggregate of pay and allowances that were payable to him as on 31-1-84 before such fitment, the difference shall be paid to him as a personal allowance which shall be absorbed in the future increments to the extent of 33-1/3 percent of each such increment or 33-1/3 per cent of the increase in the salary as a consequence of such increment, whichever is lower.

Amendment to Regulation 12 (B.M. 22.02.2000) - Ref : BC 94 / 4 dated 22.04.2000. In Regulation 12, after Sub-Regulation (3), the following Sub-Regulation shall be inserted, namely:-

4. Any officer, a) who had exercised option referred to in sub-regulation (1) ; and b) who continued even after the first day of February,1984 to draw pay and allowances applicable to him immediately before the appointed date; and c) who continues in Regular Service of the bank on or after first day of April, 1997, may be allowed to opt for pay and allowances as applicable under these Regulations on and from the first day of April, 1997; on exercising such option, he will be fitted on the pay in such a manner that the pay as set out in Regulation 4 (2) along with the dearness allowance payable thereon as on 01.04.1997 is nearest to his existing salary (i.e. pay plus dearness allowance) being drawn in terms of Sub-Regulation (2) on 31.03.1997.

Page 37 of 159 Clarification :

1. Option once exercised will have effect till the officer is promoted to a scale of pay higher than the scale of pay under the new Regulation in which he would have been placed had he not exercised the option to continue in the scale of pay existing immediately prior to 1.7.1979.

2. Officers exercising option would draw pay and all allowance as admissible under the Rules existing prior to 1.7.1979.

3. There will be no grade promotion in the old scale, in other words, an officer’ who has opted to continue in the old scale of pay on reaching the top of grade would remain there till he is considered for promotion under Regulation 17 & promoted.

4. The option is restricted to Pay & Allowance only. Accordingly, the other service conditions not related to pay & allowances applicable to such officers will be as per new Regulations. Further, perquisites as laid down under Regulation 24 to 30 will now be considered to such officers as per rules under Regulation. Accordingly, where residential accommodation is provided by the Bank, 10% of his basic pay

(old) will be recovered as compensation for the residential accommodation. And where such accommodation is furnished, additional 2 1/2% the basic pay (old) will be recovered towards compensation for the furniture.

Note: Consequent upon amendment to Regulation 22 w.e.f. 1.11.1987, compensation for the residential accommodation shall be recovered @ 6% of the first stage of the scale in which the officer is placed. Further, when the accommodation is furnished, additional compensation, @ 1 1/2% of the first stage of the scale in which he is placed will be recovered.

Regulation 13- APPEAL AGAINST FITMENT

1. Any officer aggrieved by a fitment accorded to him in the new scales of pay, may prefer an appeal to the Committee constituted by the Board for this purpose.

Grades of officers Committee Junior Management Grade Scale I Middle Management Grade Scale II & III A Committee of Deputy General Managers at Head office Senior Management Grade Scale IV & V A Committee of General Managers Top Executive Grade Scale VI & VII A Committee of the Executive Director & the Chairman

2. Such appeal shall be preferred within 30 days of the receipt of the communication of the fitment accorded to him.

3. The Committee may after giving an opportunity to the officer concerned to make his representation in the matter make such decision as it thinks fit;

Provided that the Board may of its own motion review any such decision and where it reviews any such decision, it shall give an opportunity to the officer concerned to make his representation in the matter.

Page 38 of 159

CHAPTER IV APPOINTMENT, PROBATION, CONFIRMATION, PROMOTION, SENIORITY & TERMINATION Regulation 14 – APPOINTMENTS All appointments in, and promotions to, the officer grade shall be made by the Competent Authority in the light of the guidelines of the Government, if any.

Competent Authority : While the interview committee will be only for the purpose of carrying out the interviews, the selection for Promotion will be decided by the Departmental Promotion Committee/Directors’ Promotion Committee, as the case may be.

Sr.

No.

Promotion from Committee Comprising 1 Junior Management Grade Scale I to Middle Management Grade Scale II One Deputy General Manager and two Assistant General Managers 2 Middle Management Grade Scale II to Middle Management Grade Scale III Two Deputy General Managers and one Assistant General Manager 3 Middle Management Grade Scale III to Senior Management Grade Scale IV Two General Managers and one Deputy General Manager 4 Senior Management Grade Scale IV to Senior Management Grade Scale V Two Executive Directors and one General Manager 5 Senior Management Grade Scale V to Top Executive Grade Scale VI The Chairman & Managing Director, one Executive Director, one General Manager.

6 Top Executive Grade Scale VI to Top Executive Grade Scale VII The Chairman & Managing Director, the Government Director, the Reserve Bank of India Director.

Note : Executive Director (HR) will nominate the Asst. General Managers, Dy. General Managers and General Managers in respective DPC for the desired objective.

APPOINTMENT IN OFFICER CADRE - (Recruitment through IBPS – BM No.HO:HR:IR:KVVSP:BM-06 dated 21.04.2011 - approved in Board Meeting dated 2nd May, 2011) Whether promotion from clerical cadre to officer cadre or appointment of the Candidate selected by the IBPS in the officer cadre, as heretobefore.

General Manager Page 39 of 159 Note :

Additional officer staff required by the Bank is sanctioned by the Board of Directors. This additional requirement is met by promotion of clerical staff in terms of agreement with Federation of Bank of India Staff Unions as well as from out of the panel of selected candidates provided by the IBPS.

The General Manager will be competent authority for appointing the selected candidates as officers.

Note issued under the guidelines w.e.f. 21.11.1986 (B.M. 21.11.1986) Note :

For promotion from Scale I to Scale II and from Scale II to Scale III, the composition of the Committee would be as mentioned at Sr.No.1 and 2, However, if a SC / ST Officer of the designation mentioned therein is available within the Bank, he would be included as a member of the Committee. But in case where no Officer of the designated mentioned therein is available within the Bank, he would be included as a member of the Committee.

But in case where no Officer of the designation mentioned in the composition of the Committee is availing, the member belonging to SC / ST may be co-opted. In that case, the composition of the Committee would be 4 Officer instead of 3 Officers as mentioned against S.No.1 and 2. The co-opted member may be one scale above the level for which promotion is made and he / she will function like other regular members and participate in all the meetings of the Committee.

Regulation 15 – PROBATION (Board Memo No.HO:HR:IR:KVVSP:BM-32 dated 05.12.2008 – approved in Board Meeting dated 22.01.2009)

1. An Officer directly appointed to the Junior Management Grade shall be on probation for a period of two years.

2. An employee of the Bank, promoted, as an officer in the Junior Management Grade shall be on probation for one year.

3. An Officer appointed to any other grade shall be on probation for such period as may be decided by the Bank.

SPECIALIST OFFICERS An officer directly appointed to the Middle Management Grade II shall be on probation for a period of one year.

Page 40 of 159

Provided that the Competent Authority may, in the case of any officer, reduce the period of probation or dispense with probation.

Competent Authority The Executive Director would be the Competent Authority for reducing / waiving of the probation period as he deems fit.

Administrative guidelines regarding Performance & Attendance during probation The performance and attendance of probationary officers is a very important matter and it should be ensured that officers maintain a high standard of performance and discipline, attend the office regularly and that they do not avail of leave too often and on flimsy grounds. The officer should be given every chance to improve his performance and proper guidance / counseling, wherever necessary, should be provided to him / her. It is equally important that the attendance of the officer is satisfactory. If an officer’s attendance is unsatisfactory in any manner (e.g. he avails of leave too often and / or on frivolous grounds, he absents himself at the time of half – yearly closing, he proceeds on leave without prior intimation, he extends leave beyond the sanctioned leave) this should be clearly brought out in the progress reports.

Extension of probationary period :

Probationary period of an officer may be extended on account of the following a. Unsatisfactory performance b. Unsatisfactory attendance c. Availment of leave in excess of prescribed limit.

The date of confirmation will depend upon the period for which probation has been extended and also on the reason for such extension.

Unsatisfactory performance / attendance and extension of probationary period If an officer’s performance is not found upto the required standard and / or his attendance is unsatisfactory, the Branch Manager should bring to his ! her attention his ! her short comings orally and, if necessary, in writing. Such incidents should be specifically mentioned in the officer’s monthly / quarterly progress reports. While forwarding such progress reports to Head Office, Regional Manager and Zonal Manager should give their own comments on the officer. If the officer’s performance is found to be below the required standard in two consecutive quarters, the Regional Manger should interview the officer and guide him. A report on the interview should be forwarded to Head Office through Zonal Office.

On the basis of recommendations of Branch / Regional / Zonal Manager, Head Office may extend the probationary period of an officer whose performance / attendance is unsatisfactory. Such extension will be for a minimum period of three months. The Zonal Manager, on receipt of intimation about extension of probation should advise the officer concerned in writing about such extension.

Effect on probation of availment of leave in excess of prescribed limits Probationary period will be extended by the number of days leave – other than Casual Leave – taken in excess of the prescribed limit.

Page 41 of 159 Note : However, the foregoing will have no effect on the date of confirmation – the officer will be confirmed on satisfactory completion of extended probationary period with effect from the anniversary date of his joining / promotion and his increment released accordingly.

Regulation 16 – CONFIRMATION

1. An Officer shall be confirmed in the service of the Bank if, in the opinion of the Competent Authority, the officer has satisfactorily completed the training in any institution to which the officer may have been deputed for training and in service training in the Bank.

Provided, that an Officer directly recruited to the Junior Management Grade may be required also to pass a test in a language other than his mother tongue.

2. If in the opinion of the Competent Authority an officer has not satisfactorily completed either or both the trainings referred to in sub – regulation (1) or if the officer has not passed the test referred to therein, the officer’s probation may be extended by a further period not exceeding one year.

Administrative instructions regarding Confirmation in cases where probation is extended on account of unsatisfactory performance / attendance.

Monthly progress reports will have to be submitted during, extended period of probation.

If at the end of extended period of probation, it is found that the performance and/ or attendance of the officer is satisfactory, then the officer may be confirmed after the expiry of the extended period or probation.

The future date of increment of the officer will be on the anniversary date of confirmation if, on the other hand, the performance during the extended period of probation is also unsatisfactory, the probationary period may be further extended by a period of not less than three months, and the same procedure will be followed. However, as per Regulation 16 (2), the extension of probation shall not exceed one year in total. The effect of extension on account of unsatisfactory attendance / performance will be permanent deferment of date of confirmation and subsequent increments.

Confirmation in cases where probation is extended on account of availment of Privilege / Sick / Maternity / Extra-ordinary Leave.

1. In case the total leave taken by an Officer during probation under the various categories of leave except Casual Leave exceeds :- a. 15 days in the case of a promotee officer (probationary period being one year); and b. 30 days in the case of directly recruited officer (probationary period being two years).

The probationary period shall be extended by the number of days in excess of 15 days or 30 days, as the case may be, the officer has been on leave during the probationary period. If the officer avails of any leave other than Casual Leave during the extended period of probation also, the probationary period shall be further extended by the number of days such leave is taken. In case the probationary period is extended solely due to availment of excess leave (and NOT DUE to unsatisfactory performance / attendance) the officer shall be confirmed with the retrospective effect from the anniversary date of promotion or the second Page 42 of 159 anniversary date of joining as the case may be, subject to his performance / attendance being found satisfactory during the extended period of probation also.

While conveying the sanction of leave to the officer it should be clearly mentioned by the sanctioning authority that the officer’s probationary period shall be extended due to his availment of leave in excess.

3. Where during the period probation, including the period of extension, if any, the Competent Authority is of the opinion that the officer is not fit for confirmation:

a) in the case of a direct appointee, his service may be terminated by one month’s notice or payment of one month’s emoluments in lieu thereof; and b) in the case of a promotee from Bank’s services, he may be reverted to the grade or cadre from which he was promoted.

Competent Authority :

Sr.

No.

Grade of Officers to be covered Competent Authority for confirming / non confirming probationary officers 1 Junior Management Grade Scale I Middle Management Grade Scale II & III Deputy General Manager 2 Senior Management Grade Scale IV & V General Manager 3 Top Executive Grade Scale VI Executive Director 4 Top Executive Grade Scale VII Managing Director Regulation 17 – PROMOTIONS

1. Promotions to all grades of officers in the Bank shall be made in accordance with the policy laid down by the Board from time to time having regards to the guidelines of the Government, if any.

2. For the avoidance of doubts, it is clarified that this regulation shall also apply to all Officers of the Bank, including those who are designated as Specialist Officers, whether posted in branches / offices in India or abroad. However, the Policy shall not cover those Officers who are recruited / working in the Bank on contract basis.

Regulation 18 – SENIORITY

1. Each year, the Bank shall prepare a list of officers in its service showing their names in the order of their seniority on an All-India basis and containing such other particulars as the Bank may determine. A copy of such list shall be kept at every branch or office of the Bank.

2. Seniority of an officer in a grade or scale shall be reckoned with reference to the date of his appointment in that grade or scale. Where there are two or more officers of the same length of service in that grade or scale, their inter-se seniority shall be reckoned with reference to their seniority in the immediately preceding grade or Page 43 of 159 scale or the previous cadre to which they belonged in the Bank’s service. Where two or more officers have the same length of service in such preceding grade or scale or such previous cadre, their seniority shall be determined with reference to their seniority in the immediately preceding grade or scale or cadre, as the case may be.

3. Subject to the previous of sub – regulation (2) a. the inter-se seniority of officers directly recruited in a batch to any grade or scale shall be reckoned with reference to the rank allotted to them at the time of such recruitment.

b. If officers recruited under the general category and reserved category are allotted to any bank, the seniority inter-se amongst the candidates so allotted who join on the same date shall be determined in accordance with the marks obtained by such candidates without adding notional marks for the reserved candidates.

c. If, however, two or more categories of officers such as technical field officers, agricultural field officers an general officers join on the same date and if there is no system of maintaining separate seniority list for the different categories of officers, seniority in the common seniority list shall be determined on the basis of their date of birth.

4. In the case of an officer whose probation has been extended, his seniority shall be reckoned just below all the officers, if any, recruited or promoted in the same batch along with him.

5. Nothing in this regulation shall affect the seniority among themselves of the officers as existing immediately prior to the appointed date.

Regulation 19 – AGE OF RETIREMENT (B.M. 21.10.1986)

1. The age of retirement of an officer employee shall be determined by the Board in accordance with the guidelines issued by the Government from time to time.

Provided that the Bank may, at its discretion, on review by the Special Committee/Special Committees as provided hereinafter in Sub-Regulation (2), retire, if it is of the opinion that it is in the public interest, as Officer employee on or at any time after the completion of 55 years of age or on or at any time after the completion of 30 years of total service as an Officer employee or otherwise, whichever is earlier. (Refer Br. Cir No. 91/145 of 20.11.1997)

Provided further that before retiring, an officer employee, atleast three months’ notice in writing or an amount equivalent to three months’ substantive salary / pay and allowance, shall be given to such officer employee. Provided also that nothing in this Regulation shall be deemed to preclude an officer employee from retiring earlier pursuant to the option exercised by him in accordance with rules in the Bank.

Provided further than an officer aggrieved by the order of the Competent Authority, as provided in Sub-Regulation (2), may within one month of the passing of the order, give in writing a representation to the Board of Directors against the decision of the Competent Authority, and on receipt of such representation from the concerned officer, the Board of Directors shall consider his representation and take Page 44 of 159 a decision within a period of three months. Where the Board of Directors decided that the order passed by the Competent Authority is not justified, the concerned officer shall be reinstated as though the Competent Authority has not passed the order.

Explanation:

An officer employee will retire on the last day of the month in which the he completes his age of retirement.

2. The Bank shall constitute a Special Committee / Special Committees consisting of not less than three members, to review whether an officer employee should be retired in accordance with the first proviso to this regulation. Such Committee/s shall, from time to time, review the case of each officer employee and no order of retirement shall be made unless the Special Committee / Special Committees recommend in writing to the Competent Authority the retirement of the officer employee”.

Amendment to Regulation 19 – Age of Retirement (B.M. 29.07.1998) Ref. BC 92/80 dated 01.09.1998 In supersession of the existing guidelines issued by the Government from time to time regarding age of retirement by the officer employee in the Bank, the Board in its meeting dated 29.07.1998 has approved revised guidelines conveyed by the Government under Regulation 19 (1) as under :- “w.e.f. 22.05.1998 the age of retirement of all the officers in the Bank will be 60 years.” It is also clarified that:

a. Subject to the provisions of the Rules, every Officer, shall retire from the service on the afternoon of the last day of the month in which he attains the age of 60 years, provided that the Officers whose date of birth is 1st of month, shall retire from the service on the afternoon of the last day of preceding month on attaining the age of 60 years.

b. No extension shall be given to any Officer beyond 60 years of age.

(Board Meeting dated 28.04.1980) Competent Authority:

Officers Covered Competent Authority i. Junior Management Grade/Scale I ii. Middle Management Grade/Scale II & III iii. Senior Management Grade/Scales IV & V General Managers iv. Top Executive Grade/Scale VI Executive Director v. Top Executive Grade/Scale VII Managing Director The Review Committee would be the Board.

Page 45 of 159 Rules regarding voluntary retirement for officer employees (BM dated 16.06.1990) i) An Officer employee may be permitted by the Competent Authority to voluntarily retire from Bank’s service any time after the completion of 55 years of age or 30 years of total service as an officer employee or otherwise, whichever is earlier, after giving the Bank 3 month’s notice in writing, unless the requirement is wholly or partly waived.

ii) An officer employee may be allowed to withdraw a notice of voluntary retirement subsequently; only with the approval of the Competent Authority provided the request for such withdrawal is made before the expiry of the notice. An officer employee retiring voluntarily shall be entitled to all benefits under the normal retirement as per the service Regulations.

(The Competent Authority for the purpose of this scheme would be same as in case of ‘Age of Retirement’ - Regulation 19).

Procedure for compulsory retirement of Officer employee (Ref. Branch Circular No.81 / 48 dt. 24.2.1987 and Br. Cir. No.92/80 dated 01.09.1998) Regulation 19 (1) inter alia provides that the Bank may, at its discretion, on review by the Special Committee as provided in proviso (2) to the Regulation, consider retiring an officer employee on or at any time after completion of 60 years of age. However, before compulsorily retiring an officer employee, atleast 3 months’ notice in writing or an amount equivalent to 3 months’ substantive salary / pay and allowances shall be given to an officer employee.

Sub – clause (2) to Regulation 19 lays down that the Bank shall constitute a Special Committee consisting of not less than 3 members to review whether an officer employee shall be retired in accordance with proviso (1) to the Regulation. Such Committee shall, from time to time, review the cases of each officer employee. No order of retirement shall be made unless the Special Committee recommends in writing to the Competent Authority the retirement of the officer employee.

Proviso (3) to Regulation 19 (1) further provides that an officer aggrieved by the order of the Competent Authority, as provided in Sub-regulation (2) may, within one month of the passing of the order, give in writing a representation to the Board of Directors against the decision of the Competent Authority, and on receipt of such representation from the concerned officer, the Board of Directors shall consider his representation and take a decision within a period of three months. Where the Board of Directors decides that the order passed by the Competent Authority is not justified, the concerned officer shall be reinstated as though the Competent Authority has not passed the order.

The underlying idea is to examine the desirability / suitability or otherwise vis-à-vis efficiency / fitness of an officer employee who has completed the specified age or put in the specified number of years’ service for his being continued in Bank’s service. In view of this, it is understood that these provisions shall not be used - a. To retire an officer employee on grounds of specific act of misconduct as a shortcut to initiate formal disciplinary proceedings, or b. For reduction of surplus staff as a measure of general economy, or Page 46 of 159 c. On the grounds that the officer employee may not be suitable for promotion to higher scale for which he might be eligible on his attaining age of 55 years or completing 30 years’ total service.

Constitution of the Special Committee / Competent Authority – Special Committee:

Following shall be constitution of the Special Committee Officers in Member of Special Committee Scale I to Scale IV Committee of General Managers to be appointed by the Chairman & Managing Director Scale V to Scale VII Committee comprising of Chairman and Managing Director, Government Director and Reserve Bank of India Director Competent Authority :

Officers in Member of Special Committee Scale I to Scale IV Chairman & Managing Director Scale V to Scale VII Procedure to be followed :- i. Every year in June and December, a list will be drawn and submitted to the Special Committee of all Officers who will be completing 55 years of age or 30 years of total service in the Bank, in the first / second half of the following year, i.e. January to June and July to December respectively.

ii. The Special Committee shall review the cases of officers included in the list, excepting the cases of officers who are under suspension, to determine the desirability, suitability or otherwise of continuing them in the Bank’s service, taking into account the following :- a) Broad service profile of the officer.

b) Performance Appraisal Reports of the previous 3 years.

c) Specific recommendations of the Senior Authority under whose direct control the officer worked.

d) Leave record, with particular reference to long absence due to illness, which might have impaired the capability /efficiency of the officer.

The Special Committee may seek the opinion of the specialist Doctor, if considered necessary.

As regards Officers under suspension, the Special Committee shall consider their cases only after a period of one year has elapsed from the date for conclusion of enquiry proceedings and the order of Disciplinary Authority.

iii. The Special Committee shall submit its findings in writing to the Competent Authority.

iv. The Competent Authority, on examining the recommendations of the Special Committee, shall issue an order of retirement on the officer, who, according to it, may be compulsorily retired from the Bank’s service. In the notice, the grounds for compulsorily retiring the officer shall be specifically brought out. Further, the officer Page 47 of 159 may be informed therein about his right of representation to the Board of Directors within 30 days against the decision of the Competent Authority.

v. The aggrieved officer’s representations shall be considered by the Board of Directors and a decision thereon be taken within a period of 3 months. Where it is decided by the Board of Directors that the order passed by the Competent Authority is not justified, the concerned officer shall be reinstated as though the Competent Authority has not passed the order of retirement.

vi. An officer employee who is compulsorily retired shall be eligible to all the benefits under the Regulation available to an officer employee who retires in the ordinary course, on reaching the date of superannuation.

vii. The foregoing shall not preclude the officer employee from seeking voluntary retirement on completion of 55 years age or 30 years’ total service as an officer employee or otherwise.

Regulation 20 – TERMINATION OF SERVICE

1. Subject to Sub – regulation (3) of Regulation 16, the Bank may terminate the services of any officer by giving him three months’ notice in writing or by paying him three months’ emoluments in lieu thereof.

2. No officer shall resign from the service of the Bank otherwise than on the expiry of three months from the service of the Bank of a notice in writing of such resignation.

Provided further that the Competent Authority may reduce the period of three months, or remit the requirement of notice.

ADMINISTRATIVE INSTRUCTIONS Procedure to be followed on resignation bei

Bank of India (Officers’) Service Regulations, 1979

The enactment

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