Staff Matters

1
STATE BANK OF INDIA OFFICERS SERVICE RULES : PRELIMINARY

1.1 SHORT TITLE AND COMMENCEMENT 1.2 OFFICERS TO WHOM THE RULES SHALL APPLY 1.3 DEFINITIONS
APPOINTMENT/PROBATION AND CONFIRMATION

2.1 2.2 2.3 2.4 APPOINTMENT PROBATION CONFIRMATION SCREENING FOR CONFIRMATION IN MMGS-II
ANNEXURES
SCREENING FOR CONFIRMATION IN MMGS-II
SUPERVISING STAFF PROMOTION POLICY

3.1 GENERAL 3.2 PROMOTION POLICY FOR GENERAL CADRE OFFICERS FOR PROMOTIONS UPTO SMGS-V 3.3 EXEMPTION FROM RURAL SERVICE 3.4 DEBARMENT POLICY (SEALED COVER PROCEDURE) 3.5 APPEALS AGAINST NON-PROMOTION 3.6 MISCELLANEOUS ISSUES RELATING TO PROMOTIONS UPTO SMGS-V 3.7 EXECUTIVE SELECTION SYSTEM (ESS) 3.8 STAFF SUPERVISING : SPECIALIST OFFICERS PROMOTION POLICY FOR SPECIALIST (NON BANKING) CADRE FOR PROMOTIONS UPTO SMGS-V
ANNEXURES
3.1
3.2
3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 3.12 3.13
LETTER TO BE GIVEN TO CANDIDATES QUALIFYING FOR INTERVIEW UNDER BOTH CHANNELS, VIZ. NORMAL AND FAST TRACK CHANNELS LETTER TO BE GIVEN BY ELIGIBLE OFFICERS WHO DO NOT PROPOSE TO TAKE PART IN THE PROMOTION PROCESS LETTER TO BE GIVEN BY OFFICERS WHO REFUSE FURTHER PROMOTIONS DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-II DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-III/IV/V PROMOTING & APPELLATE AUTHORITIES PROMOTION POLICY FOR PROMOTION FROM JMGS-I TO MMGS-II EFFECTIVE FROM THE PROMOTION YEAR 2003-04 REVISED PROMOTION POLICY FOR PROMOTION FROM MMGS-II TO MMGS-III EFFECTIVE FROM THE PROMOTION YEAR 2003-04- FAST TRACK REVISED PROMOTION POLICY FOR PROMOTION FROM MMGS-III TO SMGS-IV EFFECTIVE FROM THE PROMOTION YEAR 2003-04- FAST TRACK REVISED PROMOTION POLICY FOR PROMOTION FROM SMGS-IV TO SMGS-V EFFECTIVE FROM THE PROMOTION YEAR 2003-04 CONSTITUTION OF INTERVIEW COMMITTEE INTER-SE SENIORITY UGC RECOGNISED IMPORTANT UNIVERSITIES & INSTITUTIONS
3.14 INSTITUTES ESTABLISHED UNDER STATE LEGISLATIVE ACT 3.15 LETTER TO BE GIVEN BY ELIGIBLE SPECIALIST OFFICERS WHO DO NOT PROPOSE TO TAKE PART IN THE PROMOTION PROCESS 3.16 LETTER TO BE GIVEN BY SPECIALIST OFFICERS WHO REFUSE FURTHER PROMOTIONS 3.17 PROMOTION APPRAISAL FORM SPECIALIST (NON BANKING) CADRE 3.18 WORKING SHEET FOR PROMOTION 3.19 SPECIALIST (NON-BANKING) CADRE PROMOTING & APPELLATE AUTHORITIES 3.20 SPECIALIST (NON BANKING) CADRE -REVISED PROMOTION POLICY 3.21 PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II NORMAL CHANNEL 3.22 PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II FAST TRACK CHANNEL 3.23 PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III NORMAL CHANNEL 3.24 PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III FAST TRACK CHANNEL 3.25 PATTERN OF WRITTEN TEST FOR PROMOTION FROM III TO IV FAST TRACK CHANNEL 3.26 PATTERN OF WRITTEN TEST FOR PROMOTION FROM SM IV TO SM V FAST TRACK CHANNEL 3.26.1 PROMOTION APPRAISAL FORM SMGS IV & V 3.27 FAST TRACK CHANNEL FOR PROMOTION TO TEG SCALE-VI
3.28 PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE GRADES (DEPUTY GENERAL MANAGER-FAST TRACK CHANNEL) 3.29 PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE GRADES (DGM/GM/CGM) SENIORITY RETIREMENT, VOLUNTARY RETIREMENT AND RELATED MATTERS
5.1 RETIREMENT 5.2 EMPLOYMENT AFTER RETIREMENT 5.2.1 PARAMETERS REQUIRED TO BE CONSIDERED 5.2.2 PROCEDURE 5.2.3 GENERAL GUIDELINES 5.2.4 VOLUNTARY RETIREMENT/RESIGNATION WHILE ON DEPUTATION 5.3 EXPEDITIOUS SETTLEMENT OF TERMINAL DUES 5.4 TIME NORMS IN CASE OF VOLUNTARY RETIREMENTS/RESIGNATION AND EXIT OPTION 5.5 QUALITY OF WORK LIFE, PRESENTATION OF MEMENTO ON RETIREMENT 5.6 ISSUANCE OF SERVICE CERTIFICATE TO EX-OFFICERS
ANNEXURES
SANCTION OF RETIREMENT DESIGNATED AUTHORITY FOR ISSUING APPRECIATION LETTER ON RETIREMENT AMENDMENT TO RULE 11 OF IMPERIAL BANK OF INDIA EMPLOYEES' PENSION & GUARANTEE FUND RULES & REGULATIONS AMENDMENT TO RULE 15 OF SBI EMPLOYEES PENSION FUND RULES STATE BANK OF INDIA EMPLOYEES PENSION FUND RULES AMENDMENT
VOLUNTARY RETIREMENT/RESIGNATION FORMAT FOR SANCTION OF VOLUNTARY RETIREMENT I RESIGNATION STATE BANK OF INDIA FORMAT OF APPLICATION FOR SEEKING VOLUNTARY RETIREMENT/RESIGNATION FROM BANKS SERVICE PERFORMA FOR SUBMITTING APPLICATION FOR ISSUANCE OF SERVICE CERTIFICATE SERVICE CERTIFICATE SERVICE CERTIFICATE AMENDMENT TO RULE 19 OF SBI EPF RULES Amendment dated 27.11.1995 STATE BANK OF INDIA EMPLOYEES PENSION FUND RULES
EXTENSION IN SERVICE 6.1 GENERAL RULES

6.2 6.3 6.4 6.5 6.6 6.7 6.8 STAGES FOR GRANTING EXTENSION PROCEDURE FOR REVIEW CRITERIA FOR GRANT OF EXTENSION IN SERVICE OR OTHERWISE REVIEW COMMITTEE SYSTEM OF REVIEW FOR GRANT OF EXTENSION IN SERVICE PERIOD FOR WHICH EXTENSION OF SERVICE SHOULD BE GRANTED ADVICE TO OFFICERS REGARDING GRANT OF EXTENSION IN SERVICE APPEAL AGAINST NON-GRANT OF EXTENSION IN SERVICE OR REVOCATION OF EXTENSION IN SERVICE ALREADY GRANTED
6.9
ANNEXURES
6.1 Structure of review committee/competent 6.2 Performa for Extension of Service 6.3 Performa for appeal for extension in service authority/appellate authority
TERMINATION OF SERVICE AND RESIGNATION

7.1 TERMINATION 7.2 PROCEDURE FOR PROCESSING RESIGNATIONS 7.3 OFFICERS UNDER OBLIGATION 7.4 MISCELLANEOUS
ANNEXURES
DRAFT LETTER FOR ACCEPTANCE OF RESIGNATION
8
8.1 8.2
PLACEMENT, TRANSFER AND JOB FAMILIES
PLACEMENT OF OFFICERS : SERVICE RULES POLICY REGARDING PLACEMENT OF OFFICERS IN JMGS-I ACCOUNTS AND CASH WINGS 8.2.1 SALIENT FEATURES 8.2.2 CRITERIA FOR POSTING 8.2.3 MISCELLANEOUS
8.2.4 8.2.5 8.2.6 8.2.7
DUTIES OF CASH OFFICERS TRAINING CATEGORISATION OF POSITIONS CUSTODY OF KEYS
8.3 PLACEMENT NORMS 8.3.1 PROMOTIONS FROM JMGS-I TO MMGS-II 8.3.2 PROMOTIONS FROM MMGS-II TO MMGS-III 8.3.3 PROMOTIONS FROM MMGS-III TO SMGS-IV 8.3.4 PROMOTIONS FROM MSGS-IV TO MSGS-V 8.3.5 PROMOTIONS FROM SMGS-V TO TEGS VI 8.4 TRANSFER POLICY 8.4.1 OBJECTIVES OF TRANSFER POLICY 8.4.2 SCOPE OF THE POLICY 8.4.3 DEFINITION OF TRANSFER 8.4.4 TRANSFER POLICY 8.4.5 DIFFICULT CENTRE 8.4.6 ACTUAL POSTINGS 8.4.7 LADY OFFICERS 8.4.8 REQUEST TRANSFERS 8.4.9 ADMINISTRATIVE TRANSFERS 8.4.10 MISCELLANEOUS PROVISIONS 8.5 INTER CIRCLE TRANSFER 8.5.1 15-IN-A-YEAR POLICY 8.5.2 OUT-OF-TURN BASIS 8.5.3 MUTUAL TRANSFERS 8.6 INTER CIRCLE TRANSFER POLICY FOR OFFICERS IN SMG 8.6.1 REPATRIATION OF OFFICERS 8.7 8.8 8.9 8.9.1 8.9.2 8.9.3 8.9.4 8.9.5 8.9.6 TRANSFER POLICY FOR SPECIALIST OFFICERS JOINING TIME ON TRANSFER SPECILISATION IN IDENTIFIED FUNCTIONAL BANKING AREAS IMPLEMENTATION OF SCHEME OF JOB FAMILIES INTRODUCTION OF CONCEPT OF JOB FAMILIES IDENTIFICATION OF SKILLED/SPECILIZED ROLES ELIGIBILITY AND METHOD OF SELECTION PLACEMENT OF SELECTED OFFICERS EXIT FROM JOB FAMILY GENERAL CONSTITUTION OF CIRCLE LEVEL SELECTION COMMITTEE
8.9.7
ANNEXURES
8.1 8.2 8.3 8.4 8.5 APPLICATION FOR INTER MODULE TRANSFER PARTICULARS TO BE FURNISHED WHILE APPLYING FOR INTER MODULE TRANSFER ON COMPASSIONATE GROUND FORMAT FOR FURNISHING BIO-DATA OF OFFICERS ELIGIBLE FOR INTER CIRCLE TRANSFER FORMAT FOR SUBMISSION OF RECOMMENDATIONS FOR INTER-CIRCLE TRANSFER FOREIGN OFFICE-WISE DETAILS OF ELIGIBLE POSITIONS INCLUDED AS QUALIFYING ASSIGNMENTS FOR PROMOTION TO SMGS IV / TEGS VI
8.6 8.7 8.8 8.9 8.10 8.11
LIST OF SPECIALISED ROLES IN JOB FAMILIES FORMAT FOR INDICATING PREFERENCE FOR ABSORPTION IN A JOB FAMILY FORMAT FOR SUBMITTING RECOMMENDATIONS FOR SELECTION IN A JOB FAMILY LIST OF OFFICERS HAVING OPTED FOR THE JOB FAMILY TO BE COMPLETED IN RESPECT OF OFFICERS PLACED IN A JOB FAMILY POSITION QUALIFICATIONS OBTAINED FROM UNIVERSITIES AND INSTITUTIONS FALLING IN THE UNDER NOTED CATEGORY SHALL BE CONSIDERED FOR AWARDING SCORE
MISCELLANEOUS MATTERS RELATED TO SPECIALIST CADRE
9.1 CONVERSION FROM GENERAL CADRE TO SPECIALIST CADRE 9.2 CONVERSION FROM SPECIALIST CADRE TO SPECIALIST CADRE 9.3 TRANSFER POLICY FOR SPECIALIST OFFICERS 9.4 RATIONALIZATION OF DESIGNATIONS OF SPECIALIST OFFICERS 9.5 RECRUITMENT OF AGRICULTURE SPECIALISTS ON CONTRACT BASIS 9.5.1 TERMS & CONDITIONS OF APPOINTMENT 9.5.2 TECHNICAL OFFICERS FARM SECTOR/OFFICERS (MARKETING & RECOVERY) FARM SECTOR AUTHORITY STRUCTURE FOR RELEASE OF ANNUAL INCREMENTS POSTED AT LHO 9.5.3 ANNUAL PACKAGE OF TECHNICAL OFFICER-FARM SECTOR 9.5.4 ANNUAL PACKAGE OF MARKETING & RECOVERY OFFICER 9.5.5 SPECIALIST OFFICERS IN FARM SECTOR APPOINTMENT AND EXTENSION OF CONTRACT
ANNEXURES
9.1 RECOMMENDATION FOR CONVERSION FROM OFFICER IN GENERAL CADRE TO SPECIALIST OFFICER 9.2 RECOMMENDATION FOR CONVERSION FROM ONE SPECIALIST CATEGORY TO ANOTHER SPECIALIST CATEGORY 9.3 APPLICATION FORM FOR CONVERSION FROM GENERAL TO SPECIALIST OR FROM ONE SPECIALIST CATEGORY TO ANOTHER 9.4 RATIONALISATION OF DESIGNATIONS OF SPECIALIST OFFICERS 9.5 TERMS AND CONDITIONS GOVERNING CONTRACTUAL APPOINTMENT OF OFFICERS (MARKETING & SALES) - FARM SECTOR 9.6 ROLE OF THE MARKETING AND RECOVERY OFFICERS
10
ANNUAL APPRAISAL REPORT (AAR)
10.1 INTRODUCTION 10.2 SALIENT FEATURES OF THE ANNUAL APPRAISAL REPORT SYSTEM 10.3 ANNUAL APPRAISAL REPORT FORMATS (AARF) SUMMARY 10.4 INSTRUCTIONS FOR FILLING THE FORMAT 10.4.1 AAR FORM I (BIO-DATA) 10.4.2 AAR FORM-II (SELF APPRAISAL) 10.4.3 AAR FORM III/III-A (ANNUAL ASSIGNMENT REPORT) 10.4.3.1 FORM III PART A (DATA-BASED BUSINESS PERFORMANCE) 10.4.3.2 FORM III-A PART A (KEY RESPONSIBILITY AREAS (KRAS)) 10.4.3.3 FORM III/III-A PAR B (QUALITATIVE ASPECTS) 10.4.4.1 DATA REGARDING RENEWAL/SANCTION OF ADVANCES 10.4.4.2 ADDITION OF COLUMN ON SC/ST/WEAKER SECTIONS 10.4.4.3 AAR FORM IV/IV-A
10.4.4.4 PART A (ATTRIBUTES-BASED APPRAISAL) 10.4.4.5 PART B (GENERAL COMMENTS) 10.4.4.5 INSTRUCTIONS FOR GUIDANCE OF REPORTING AUTHORITY IN RESPECT OF ATTRIBUTES-BASED APPRAISAL 10.4.5 REPORTING STRUCTURE 10.4.5.1 VARIOUS ROLES AND RELEVANT KEY RESPONSIBILITY AREAS GUIDELINES FOR PERFORMANCE BASED APPRAISAL 10.4.5.2 BRANCH LEVEL ROLES 10.4.5.3 ZONAL OFFICE LEVEL ROLES 10.4.5.4 LOCAL HEAD OFFICE LEVEL ROLES 10.5 GUIDELINES FOR REVIEWING AUTHORITY 10.6 BALANCED RANKING 10.7 THE REPORTING AND REVIEW STRUCTURE IN RESPECT OF ALL THE OFFICERS OF THE BANK POSTED IN VARIOUS OFFICES AND CAPACITIES 10.8 GENERAL 10.8.1 CHANGE OF REPORTING OFFICIAL DURING THE REPORTING YEAR 10.8.2 PROTECTION OF JUNIOR OFFICIALS AGAINST VINDICTIVE ACTIONS 10.9 CONFIDENTIAL REPORTS BY BRANCH INSPECTORS
ANNEXURES
10.1 10.2 10.3 10.4 10.5 10.6 10.7 10.8 10.9 10.10 10.11 10.12 10.13 10.14 10.15 10.16 10.17 10.18 10.19 10.20 KRAs for branch level roles KRAs for Zonal Office level roles KRAs for Local Head Office level roles ANNUAL APPRAISAL REPORT SELF APPRAISAL Performa of AAR Form III Performa of AAR Form III-A Performa of AAR Form IV Performa of AAR FORM IV-A Performa of AAR Form V REPORTING STRUCTURE IN RESPECT OF BRANCH MANAGERS REPORTING STRUCTURE IN RESPECT OF MANAGERS OF DIVISIONS IN BRANCHES REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS WORKING AT BRANCHES (NON DIVISIONAL ISED) REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS IN A DIVISIONALISED BRANCH REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN ZONAL OFFICES OFFICERS WORKING AT LOCAL HEAD OFFICES REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN CC AND CC ESTABLISHMENTS REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN CORPORATE ACCOUNTS GROUP, PROJECT FINANCE (SBU), LEASING (SBU) REPORTING STRUCTURE IN RESPECT OF GENERAL MANAGERS REPORTING STRUCTURE IN RESPECT OF CHIEF GENERAL MANAGERS REPORTING STRUCTURE IN RESPECT OF DY. MANAGING DIRECTORS & GROUP EXECUTIVES AND CHIEF VIGILANCE OFFICER
10.21 11
11.1 11.1.1
SALARY
GRADES AND SCALES OF PAY EFFECTIVE DATE OF THE SALARY AGREEMENT DATED 01.11.2002
11.2 11.2.1 11.2.2 11.2.3 11.2.4 11.2.5 11.2.6 11.2.7 11.2.7.1 11.2.7.2 11.2.7.3 11.2.7.4 11.2.8 11.3 11.3.1 11.3.1.1 11.3.1.2 11.3.1.3 11.3.1.4 11.3.1.5 11.4 11.4.1 11.5 11.5.1 11.6 11.7 11.7.1 11.7.2 11.7.2.1 11.7.3 11.7.4 11.8 11.9 11.10 11.11 11.12 11.13 11.13.1
INCREMENTS INCREMENT/PROFESSIONAL QUALIFICATION PAY ON PASSING CAIIB/JAIIB INCREMENTS FOR PASSING CAIIB EXAMINATION FOR PO/TO RELEASE OF ANNUAL INCREMENTS EFFECT OF PUNISHMENT ON DATE OF INCREMENT PROFESSIONAL QUALIFICATION PAY/STAGNATION INCREMENT : SANCTION UNDER DIFFERENT CIRCUMSTANCES PROCEDURE TO BE FOLLOWED IN CASE OF MALPRACTICES DURING THE EXAMINATION STAGNATION INCREMENTS/MOVEMENT STAGNATION INCREMENT FOR OFFICERS IN JMGS-I AND MMGS II SECOND STAGNATION INCREMENT IN SCALE III STAGNATION INCREMENTS/MOVEMENT IN CASE OF OFFICERS WHO HAVE REFUSED PROMOTION/HAVE BEEN DEBARRED FROM PROMOTION STAGNATION INCREMENT/MOVEMENT IN CASE OF OFFICERS WHO HAVE SOUGHT REVERSION RELEASE OF INCREMENTS FOR THE PERIOD UNDER SUSPENSION UPON REINSTATEMENT FITMENT OF SALARY SALARY REVISION FOR OFFICERS FROM JMGS I TO SMGS IV COMBINED FITMENT CHART AS ON 01.11.2002 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN SCALES v TO VII AS ON 01.11.2002 FITMENT OF OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I & II AS ON 01.11.2002 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN TEGSS I & II WITHOUT CAIIB QUALIFICATION AS ON 01.11.2002 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN TEGSS I & II WHO HAVE PASSED CAIIB PART I EXAMINATION AS ON 01.11.2002 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN TEGSS I & II WHO HAVE PASSED BOTH PARTS OF CAIIB EXAMINATION AS ON 01.11.2002 FITMENT OF SALARY REVISION WITH EFFECT FROM 01.04,1998 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN SCALES V TO VII PROCEDURE FOR FITMENT OF PAY OF OFFICERS ON PROMOTION FROM ONE SCALE TO ANOTHER GRANTING OF ADVANCE COMPUTER INCREMENT/FPP FITMENT CHART ON PROMOTION FOR OFFICERS PROMOTED FROM ONE SCALE TO ANOTHER ON OR AFTER 01.11.2002 FITMENT FORMULA ON PROMOTION OF CLERICAL CADRE EMPLOYEES TO OFFICERS' CADRE IN JMGS I EFFECTIVE FROM 01.11.2002 FITMENT CHART ON PROMOTION TO JMGS I W.E.F. 01.11.2002 FITMENT ON PROMOTION TO JMGS I W.E.F. 01.11.1997 CHART SHOWING THE FITMENT OF EMPLOYEES HAVING DIFFERENT PROFESSIONAL QUALIFICATION FITMENT - CLARIFICATION REGARDING ADJUSTING ALLOWANCE/FIXED PERSONAL PAY FITMENT ON HIGHER APPOINTMENT THROUGH DIRECT RECRUITMENT PENDENCY/INITIATION OF DISCIPLINARY PROCEEDINGS REFUSAL OF PROMOTION OFFICERS UNDER SUSPENSION FIXED PERSONAL PAY/ADVANCE INCREMENT CLARIFICATIONS EX-SERVICE OFFICER PENSIONERS JOINING IN OFFICERS CADRE EX-EMERGENCY COMMISSIONED OFFICER/SHORT SERVICE COMMISSIONED OFFICER - JOINING IN OFFICERS CADRE
11.13.2 FIXATION OF PAY OF RE-EMPLOYED PENSIONER 11.13.3 ITEM OF EMOLUMENTS ADMISSIBLE IN THE DEFENCE SERVICE WHICH WILL CONSTITUTE THE PRE-RETIREMENT PAY
ANNEXURE
C1. F6 FITMENT OF EMPLOYEES HAVING DIFFERENT PROFESSIONAL QUALIFICATIONS 11.1 GRADING SHEET 11.2 FITMENT SHEET 11.3 FITMENT FOR PAY FIXATION OF EX-SERVICEMEN/EX-ECOS/SSCOS REEMPLOYED IN PUBLIC SECTOR BANKS
12
PENSION, PROVIDENT FUND & GRATUITY
12. PENSION 12.1 PENSION ABLE SERVICE 12.1.1 MEMBERSHIP CLARIFICATION 12.1.2 SERVICE CONDITIONS FOR PAYMENT OF PENSION 12.1.3 PENSIONABLE SERVICE 12.1.4 REMOVAL FROM SERVICE 12.1.5 PAYMENT OF PENSION TO EX-SERVICEMEN EMPLOYEES 12.1.6 PENSION CEILING & COMPONENTS OF PENSION 12.1.7 COMPONENTS OF PENSIONABLE PAY 12.1.8 COMMUTATION OF PENSION 12.1.9 PRORATA OF PENSION 12.1.10 FAMILY PENSION 12.1.11 CALCULATION FORMULA OF DA ON FAMILY PENSION 12.2 MEMBERSHIP 12.2.1 APPLICATION FOR MEMBERSHIP 12.2.2 CHANGE IN THE NAME 12.2.3 CHANGE AFTER MARRIAGE 12.2.4 CONTRIBUTION 12.2.5 RATE OF INTEREST 12.2.6 ADDITIONAL CONTRIBUTION 12.2.7 IN CASE OF REDUCED PAY 12.2.8 PAYMENT OF PROVIDENT FUND BALANCE 12.2.9 CONTRIBUTION OF TRANSFERRED EMPLOYEES 12.2.10 LIABILITY TO THE BANK BY THE EMPLOYEE 12.2.11 MEMBERS WITH LESS THAN 5 YEARS SERVICE 12.2.12 NOMINATION 12.2.12.1 NOMINATION AND CHANGE OF NOMINATION IN FAVOUR OF FAMILY MEMBERS 12.2.12.2 DISTRIBUTION OF PERCENTAGE OF SHARE AMONG THE NOMINEES 12.2.12.3 NOMINATION IN FAVOUR OF WIFE/HUSBAND 12.2.12.4 CHANGE IN NAME OF SPOUSE 12.2.12.5 NOMINATION IN FAVOUR OF ADOPTED CHILD 12.2.13 LIABILITY BY AN EMPLOYEE AFTER DEATH 12.2.14 NOTING/CANCELLATION OF LINES 12.2.15 ADVANCE AGAINST MEMBER'S OWN CONTRIBUTION TO PROVIDENT FUND 12.2.15.1 AMOUNT OF ADVANCE 12.2.15.2 RECOVERY OF ADVANCE 12.2.16 WITHDRAWAL AGAINST MEMBER'S OWN CONTRIBUTION TO PF 12.2.16.1 WITHDRAWAL UNDER RULE 16(a) BUILDING OR ACQUIRING A HOUSE 12.2.16.2 COST OF HIGHER EDUCATION 12.2.16.3 DAUGHTER'S MARRIAGE 12.2.16.4 SON'S MARRIAGE
10
12.2.16.5 BUILDING OR ACQUIRING HOUSE UNDER BANK'S HOUSING SCHEME 12.2.17 CLEAN DEMAND LOAN AGAINST BANK'S CONTRIBUTION 12.3 GRATUITY 12.3.1 PROVISIONS 12.3.2 UNDER STATE BANK OF INDIA OFFICERS SERVICE RULES 12.3.3 CALCULATION OF GRATUITY 12.3.3.1 MINIMUM AMOUNT PAYABLE 12.3.4 WAGES CONSTITUTE 12.3.5 NOMINATION 12.3.6 COMPASSIONATE GRATUITY 12.2.6.1 COMPASSIONATE GRATUITY TO DEPENDANTS OF OFFICIALS WHO HAPPEN TO DIE WHILE IN SERVICE 12.3.9 MISCELLANEOUS POINTS ABOUT TERMINAL BENEFITS
ANNEXURE
12.1 12.2 12.3 12.4 12.5 12.6 12.7 12.8 12.9 PROVIDENT FUND FORM B PROVIDENT FUND FORM A FORM F-NOMINATION NOTING OF LIEN CANCELLATION OF LIEN FORWARDING LETTER OF ADVANCE FROM PROVIDENT FUND ADVANCE FROM PROVIDENT FUND WITHDRAWAL FROM PROVIDENT FUND FORWARDING LETTER OF WITHDRAWAL FROM PROVIDENT FUND
13
13.1 13.2 13.2.1 13.2.2 13.2.2.1 13.2.3 13.2.3.1 13.2.3.2 13.2.3.3 13.2.3.4
ALLOWANCES
DEARNESS ALLOWANCE HOUSE RENT ALLOWANCE H.R.A. EFFECTIVE FROM 01.11.2002 RECOVERY OF HOUSE/FURNITURE RENT W.E.F. 1.11.1999 CALCULATION OF STANDARD RENT PAYMENT OF HRA ON CAPITAL COST/RENT RECEIPT BASIS COMPUTATION RELATED MATTERS DIFFICULT CENTRE : HRA ON CAPITAL COST BASIS PAYMENT OF HRA ON CAPITAL COST BASIS TO OFFICERS POSTED FROM OUTSIDE THE CIRCLE TO PATNA/ BHUBANESWAR / NORTH EASTERN CIRCLES 13.2.4 STAY IN HOTEL/LODGING HOUSE : PAYMENT OF HRA 13.2.5 HRA WHERE SPOUSE IS ALSO EMPLOYED IN THE BANK 13.2.6 HOUSE RENT ALLOWANCE ON PERMANENT TRANSFER 13.2.7 HOUSE RENT ALLOWANCE TO OFFICERS ON LEAVE 13.2.8 HOUSE RENT ALLOWANCE TO OFFICERS UNDER SUSPENSION 13.2.9 INCOME TAX ON HOUSE RENT ALLOWANCE 13.2.10 SET OFF OF PERSONAL ALLOWANCE AGAINST HOUSE RENT ALLOWANCE 13.2.11 SANCTIONING AUTHORITY FOR HRA ON RENT RECEIPT BASIS 13.3 CITY COMPENSATORY ALLOWANCE 13.3.1 DEDUCTION OF INCOME TAX ON CCA 13.3.3 PAYMENT OF CCA TO OFFICERS ON LEAVE 13.3.4 PAYMENT OF CCA TO OFFICERS ON TRANSFER 13.3.5 RANKING OF CCA FOR THE PURPOSE OF OTHER ALLOWANCES/RETIREMENT 13.4 SPECIAL AREA ALLOWANCE 13.4.1 DEDUCTION OF INCOME TAX ON SPECIAL AREA ALLOWANCE 13.5 PROJECT AREA COMPENSATORY ALLOWANCE 13.6 MID- ACADEMIC YEAR TRANSFER ALLOWANCE
11
13.6.1 13.7 13.7.1 13.7.2
DEDUCTION OF INCOME TAX ON MID ACADEMIC YEAR TRANSFER ALLOWANCE DEPUTATION ALLOWANCE DEPUTATION TO TERRITORIAL ARMY STAFF REQUISITIONED FOR ELECTION DUTY/TRAINING FOR ELECTION. ADMISSIBILITY TO COMPENSATORY LEAVE, HALTING ALLOWANCE, OVERTIME AND OTHER FACILITIES 13.8 OFFICIATING ALLOWANCE 13.8.1 OFFICIATING IN HIGHER GRADE 13.8.2 PAYMENT OF ALLOWANCES/EXTENSION OF BENEFITS WHILE OFFICIATING IN HIGHER POST 13.8.3 CATEGORISATION OF POSITION OF CASH OFFICER AS MMGS II - OFFICIATING ALLOWANCE 13.8.4 RECOVERY OF OFFICIATING ALLOWANCE ON PROMOTION 13.8.5 GENERAL GUIDELINES FOR OFFICIATING DTCS ORDER 1979 PARA (vi) CA 40/89 13.8.6 WHEN MAY OFFICIATING BE PERMITTED ? 13.8.7 AUTHORITY STRUCTURE FO PERMITTING OFFICIATING 13.9 CLOSING ALLOWANCE 13.10 SPLIT DUTY ALLOWANCE 13.11 HALTING ALLOWANCE 13.11.1 HALTING ALLOWANCE TO JOINT CUSTODIAN 13.11.2 H.A.: OFFICERS IN TEGSS I & II 13.11.3 SUPPLEMENTARY H.A. FOR INSPECTING OFFICIALS 13.11.4 GENERAL GUIDELINES FOR PAYING HALTING ALLOWANCE 13.11.5 HALTING ALLOWANCE ON PERMANENT TRANSFER 13.11.6 HALTING ALLOWANCE IN CASE OF EMERGENT PERMANENT TRANSFER 13.11.7 DEPUTATION/TRANSFER FROM ONE AREA TO ANOTHER 13.11.8 DEPUTATION WITH MUNICIPAL LIMITS 13.11.9 INCLUSION OF PANCHKULA & MOHALI AS PART OF URBAN AGGLOMERATION OF CHANDIGARH 13.11.10 INCLUSION OF GURGAON URBAN AGGLOMERATION IN DELHI 13.11.11 OFFICERS POSTED AT DIFFICULT CENTRES 13.11.12 DEPUTATION TO RESIDENTIAL TRAINING CENTRE 13.11.13 DEPUTATION FOR OPENING NEW BRANCHES 13.11.14 HALTING ALLOWANCE AND REIMBURSEMENT OF ACTUALS TO PENSIONERS 13.11.15 CUSTODIAN OF VAULT/LOCKER 13.11.16 GRANT OF ADVANCE AGAINST HALTING ALLOWANCE 13.11.17 HA TO BMs APPEARING FOR IIB EXAMINATION AT OUT-STATION CENTRES 13.11.18 HALTING ALLOWANCE FOR PO/TO 13.11.19 HALTING ALLOWANCE PAYABLE WHILE STAYING AT HOUSE OF BANK'S CLIENTS AND PROSECUTION/DEFENCE WITNESS 13.11.20 HALTING ALLOWANCE PAYABLE ON DEPUTATION FOR CIVIL DEFENCE WORK 13.11.21 HALTING ALLOWANCE TO DEFENCE REPRESENTATIVES OF CHARGE SHEETED OFFICIAL 13.11.22 HALTING ALLOWANCE : LEGAL PROCEEDINGS - HONOURABLY ACQUITTED EMPLOYEE 13.11.23 HALTING ALLOWANCE : SUSPENDED EMPLOYEE - HONOURABLY ACQUITTED 13.11.24 PAYMENT OF HALTING ALLOWANCE DURING LEAVE PERIOD 13.12 HILL AND FUEL ALLOWANCE 13.12.1 DEDUCTION OF INCOME TAX ON HILL AND FUEL ALLOWANCE 13.13 DISCOMFORT ALLOWANCE 13.14 SPECIAL COMPENSATORY ALLOWANCE 13.15 MISCELLANEOUS INSTRUCTIONS 13.15.1 PAYMENT OF ALLOWANCE WHILE ON DEPUTATION 13.16 SPECIAL ALLOWANCE TO EX-DEFENCE PERSONNEL
12
ANNEXURE
13.1 13.2 13.3 13.4 13.5 13.6 DECLARATION FOR CLAIMING MID-ACADEMIC YEAR TRANSFER ALLOWANCE STATEMENT OF SPECIAL AREA ALLOWANCE PAYABLE AT VARIOUS CENTRES EXCEPT NORTH EAST CIRCLE NORMS FOR MEASURING LIVING AREA COMPUTATION OF STANDARD RENT FORMAT OF LETTER TO BE USED BY OFFICERS FOR ADVISING LIVING AREA FORMAT FOR SANCTION OF STANDARD RENT
14
14.1 14.1.1 14.1.2 14.1.3 14.2 14.3 14.3.1 14.4 14.5 14.6 14.6.1. 14.6.1.1 14.6.2 14.6.3 14.6.4 14.6.5 14.6.6 14.6.7 14.6.8 14.7 14.8 14.8.1 14.8.2 14.9 14.9.1 14.10 14.11 14.12 14.13 14.14 14.15 14.16 14.16.1 14.16.2 14.16.3 14.17 14.18
TRAVELING, LODGING AND BOARDING EXPENSES

MODE OF TRAVEL AND ENTITLED CLASS TRAVEL BY PRIVATE AIR-TAXI BOOKING /RESERVATION OF TICKETS : REIMBURSEMENT OF TRAVELLING EXPENSES LOCAL TRANSPORT, PORTERAGE, BED ROLL ETC. TRAVEL BY OWN VEHICLE TRAVEL BY TAXI CONVEYANCE CHARGES DURING OUTSTATION DEPUTATION TRAVEL BY OTHER MODES INSURANCE COVER DURING TRAVEL ON DUTY REIMBURSEMENT OF TRAVELLING EXPENSES ON PERMANENT TRANSFER REIMBURSEMENT OF EXPENSES INCURRED ON TRANSPORTATION OF LUGGAGE AT THE TIME OF TRANSFER AMENDMENT IN RULE 42(2)(ii) OF SBIOSR, 1992 TRANSPORTATION OF BAGGAGE IN CASE OF HILLY AREAS/N.E. CIRCLE TRANSPORTATION OF VEHICLES INCIDENTAL EXPENSES ON TRANSFER (W.E.F. 1.5.2005) SHIFTING THE FAMILY TO A PLACE OTHER THAN THE PLACE OF POSTING TRANSFER AT REQUEST AND TEMPORARY TRANSFER REIMBURSEMENT OF TRAVELLING EXPENSES TO PO/TO/SPECIALIST OFFICERS TRANSFER OF PO/TO ; TRANSPORTATION OF LUGGAGE OFFICERS DEPUTED TO INSPECTION DEPARTMENT TRANSFER OF OFFICERS FROM INDIA TO FOREIGN OFFICES STAFF INDIA BASED : REIMBURSEMENT OF TRAVELING EXPENSES PRIOR TO FOREIGN POSTING STAFF INDIA BASED : REIMBURSEMENT OF TRAVELLING EXPENSES ON REPATRIATION TRAVELLING EXPENSES ON RETIREMENT /DEATH OF THE OFFICER WHILE IN SERVICE EXTENSION IN PERIOD FOR AVAILING THE FACILITY TRAVELLING ALLOWANCE ON REMOVAL RECALL FROM LEAVE OFFICERS NOMINATED AS DIRECTORS OF VARIOUS INSTITUTIONS OFFICERS DEPUTED TO DISTRICT INDUSTRIES CENTRE BRANCH MANAGERS APPEARING IN IIB EXAMINATIONS OFFICERS ACQUITTED IN LEGAL PROCEEDINGS DEPARTMENTAL ENQUIRIES EMPLOYEES UNDER SUSPENSION DEFENCE REPRESENTATIVES DEFENCE WITNESS HALTING ALLOWANCE/REIMBURSEMENT OF LODGING EXPENSES TO REPRESENTATIVES OF OFFICERS' FEDERATION ADVANCE AGAINST TRAVELLING EXPENSES AND SUBMISSION OF BILLS
13
14.19 14.20 14.20.1 14.21 14.21.1 14.21.2
SANCTIONING AUTHORITY BANK'S VISITING OFFICERS' FLATS/GUEST ROOMS NOTICE TO BE DISPLAYED IN VISITING OFFICERS' FLATS/GUEST ROOMS REIMBURSEMENT OF HOTEL (LODGING) AND BOARDING EXPENSES REIMBURSEMENT OF HOTEL EXPENSES REIMBURSEMENT OF BOARDING EXPENSES
ANNEXURE
14.1 14.2 14.3 14.4 14.5 LIST OF VISITING OFFICERS FLATS/GUEST ROOMS REGISTER TO BE MAINTAINED AT THE GUEST ROOMS/VISITING OFFICERS FLATS FORMAT OF RECEIPT FORMAT OF TRAVELING EXPENSES BILL(ON ACCOUNT OF DEPUTATION) FORMAT OF TRAVELING EXPENSES BILL (ON ACCOUNT OF TRANSFER)
15
15.0 15.1 15.1.1. 15.2 15.2.1 15.2.2 15.3 15.4 15.5 15.6 15.6.1 15.7 15.8 15.8.1 15.8.2 15.8.3
REIMBURSEMENT OF CONVEYANCE EXPENSES INCURRED FOR OFFICIAL PURPOSES

GENERAL REIMBURSEMENT ON MONETARY CEILING BASIS REIMBURSEMENT OF ACTUAL EXPENDITURE ON HIRED CONVEYANCE REIMBURSEMENT ON ACTUAL CONSUMPTION BASIS REIMBURSEMENT OF COST OF HIGH-OCTANE FUEL/OIL ACCUMULATION OF UNAVAILED PETROL QUOTA REIMBURSEMENT OF CONVEYANCE EXPENSES WHILE OFFICIATING IN HIGHER CAPACITY REIMBURSEMENT OF CONVEYANCE EXPENSES WHILE ON LEAVE/DEPUTATION REIMBURSEMENT OF CONVEYANCE EXPENSES WHEN THE JOURNEY EXCEEDS 8 KMS. MISCELLANEOUS GUIDELINES MAINTENANCE OF LOG BOOK FOR CARS/VEHICLES PROVIDED BY BANK REIMBURSEMENT OF CONVEYANCE EXPENSES TO SPECIALIST OFFICERS REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY GENERAL MANAGERS/OFFICERS IN TEGSS I & II RECOVERY OF AMOUNT OF USE OF BANK'S CAR FOR PERSONAL USE PROVISION OF BANK'S CAR FOR PERSONAL PURPOSES OUTSIDE HEADQUARTER WHEN ON HTC/LTC USE OF OFFICIAL CAR AT A PLACE OTHER THAN HEADQUARTERS
ANNEXURE
15.1 15.2 MONETARY CEILINGS ON REIMBURSEMENT OF EXPENSES TO THOSE OFFICERS WHO MAINTAIN VEHICLES AND CLAIM ON CERTIFICATE BASIS ACTUAL RECEIPT BASIS (REVISED W.E.F 1/11/20006 REIMBURSEMENT OF PETROL EXPENSES ON PRODUCTION OF ACTUAL RECEIPTS FOR THE OFFICERS MAINTAINING VEHICLES SPECIMEN OF FORM FOR CLAIMING CONVEYANCE EXPENSES FORMAT FOR MAINTENANCE OF LOG BOOK FOR CAR/VEHICLES PROVIDED BY BANK
15.3 15.4
16
16.0 16.01 16.02 16.1 16.2
LEAVE RULES
GENERAL KINDS OF LEAVE SANCTIONING AUTHORITY CASUAL LEAVE PRIVILEGE LEAVE
14
16.2.1 16.3 16.4 16.5 16.6 16.7 16.7.1 16.7.1.1 16.7.1.2 16.7.1.3 16.7.1.4 16.7.1.5 16.7.1.6
ACCUMULATION OF PRIVILEGE LEAVE SICK LEAVE STUDY LEAVE MATERNITY LEAVE EXTRAORDINARY LEAVE ON LOSS OF PAY SPECIAL CASUAL LEAVE/SPECIAL LEAVE/DUTY LEAVE SPECIAL CASUAL LEAVE BLOOD DONATION WORKING FOR ST. JOHN AMBULANCE BRIGADE DISABLED EX-SERVICEMEN FOR VISITING ARTIFICIAL LIMB CENTRE FAMILY PLANNING OPERATION FOR JOINING AUXILIARY POLICE ORGANISATIONS FOR EXERCISING FRANCHISE DURING GENERAL/BY-ELECTION TO LOK SABHA / STATE ASSEMBLIES 16.7.2 FOR SPORTSMEN 16.7.2.1 OTHER SPORTS 16.7.3 SPECIAL LEAVE TO OFFICE BEARERS OF OFFICERS' ASSOCIATION 16.7.4 DUTY LEAVE TO DEFENCE REPRESENTATIVES/WITNESSES: DEPARTMENTAL ENQUIRY 16.8 RURAL SERVICE LEAVE 16.9 COMPENSATORY LEAVE 16.10 QUARANTINE LEAVE 16.11 ENCASHMENT OF LEAVE WHILE AVAILING LTC/HTC 16.11.1 CALCULATION OF THE PERIOD OF ENCASHMENT 16.11.2 ENCASHMENT OF LEAVE WHERE HUSBAND AND WIFE ARE EMPLOYEES OF THE BANK 16.11.3 MISCELLANEOUS 16.12 ENCASHMENT OF LEAVE AT THE TIME OF SUPERANNUATION/DEATH 16.12.1 OFFICERS WHO DIE WHILE IN SERVICE 16.12.2 RETIRING OFFICERS 16.12.3 OFFICERS FACING DISCIPLINARY ACTION - PAYMENT OF LEAVE SALARY ON SUPERANNUATION 16.13 LEAVE TAKEN ON FALSE GROUNDS 16.14 LAPSE OF LEAVE 16.15 RECALL TO DUTY 16.16 FURNISHING LEAVE ADDRESS TO THE BANK 16.17 UNAUTHORISED ABSENCE FROM DUTY/OVERSTAYING LEAVE 16.17.1 PROCEDURE TO BE FOLLOWED IN CASE OF UNAUTHORISED ABSENCE 16.18 ABSENCE OF EMPLOYEES ON ACCOUNT OF BUNDHS, STRIKE, CURFEW, ETC. 16.18.1 ABSENCE OF EMPLOYEE S ON ACCOUNT OF CURFEW 16.18.1.1 WHEN A BANK OFFICE IS KEPT CLOSED FOR THE DAY 16.18.1.2 WHEN A BANK OFFICE IS KEPT CLOSED FOR PART OF THE DAY 16.18.1.3 WHERE THE BANK OFFICE REMAINS OPEN 16.18.2 ABSENCE DUE TO NATURAL CALAMITIES OR CIVIL COMMOTION 16.18.3 ABSENCE DUE TO BANDH ETC 16.18.4 ABSENCE OF EMPLOYEES DURING STRIKE/AGITATION ETC 16.18.5 ABSENCE OF EMPLOYEES FOR THE PART OF THE DAY 16.19 MISCELLANEOUS 16.19.1 ELECTION DUTY - LEAVE NOT ELIGIBLE
ANNEXURE
16.1 16.2 LETTER IN DUPLICATE TO BE ADDRESSED BY THE BANK TO THE EMPLOYEE PERMITTING HIM TO PROCEED ON STUDY LEAVE PERFORMA OF UNDERTAKING TO BE FURNISHED BY THE OFFICER WHO HAS BEEN SANCTIONED STUDY LEAVE
15
16.3 16.4 16.5 16.6
16.7
SPECIMEN OF UNDERTAKING FOR TAKING SPECIAL CASUAL LEAVE FOR EXERCISING FRANCHISE SPECIMEN OF 1ST NOTICE TO BE SENT TO AN OFFICER WHO IS UNAUTHORISEDLY ABSENT SPECIMEN OF 2ND NOTICE TO BE SENT TO AN OFFICER WHO IS UNAUTHORISEDLY ABSENT FORMAT FOR ADVISING LEAVE PARTICULARS TO THE CONTROLLING AUTHORITY OF THOSE EMPLOYEES WHO ARE PROMOTED TO THE SUPERVISING STAFF CADRE FORMAT FOR SUBMITTING RECOMMENDATIONS FOR GRANT OF STUDY LEAVE TO OFFICERS
17
17.1 17.2 17.3 17.4 17.5 17.6 17.6.1 17.6.2 17.6.3 17.6.4 17.6.5 17.6.6 17.7 17.8 17.9 17.9.1 17.10 17.11 17.12 17.12.1 17.12.2 17.12.3 17.12.4 17.13 17.13.1 17.13.2 17.14 17.14.1 17.14.2 17.15 17.16 17.17 17.18 17.18.1 17.18.2 17.19 17.20 17.21 17.22 17.23 17.24
LEAVE TRAVEL/HOME TRAVEL CONCESSION

ELIGIBILITY NATURE OF LEAVE WHILE AVAILING LTC/HTC DESIGNATED PLACE LONGER CIRCUITOUS/CONVENIENT ROUTE / TRAVELLING ABROAD AVAILING OF LTC/HTC BY FAMILY SEPARATELY/ONLY MISCELLANEOUS MODES / METHODS OF TRAVEL TRAVEL BY HELICOPTER TRAVEL BY OWN VEHICLE TRAVEL UNDER SEASON/CIRCULAR TICKET TRAVEL ALONGWITH SIGHTSEEING TOUR TRAVEL BY AIR BETWEEN PLACES PARTLY CONNECTED BY AIR/STEAMER USE OF PITHU/DOLI/PALKI REIMBURSEMENT OF CONVEYANCE CHARGES TRAVEL TO/FROM A PLACE OTHER THAN HEADQUARTER AVAILING OF STUDENTS' CONCESSION BY CHILDREN CONCESSION TO HANDICAPPED PERSONS TRAVEL IN HILLY TERRAIN ENTITLEMENT IN CASE OF CHILDREN BELOW 5 YEARS OF AGE GRANT OF ADVANCE FOR LTC/HTC ADVANCE FOR LTC/HTC FARE GRANT OF ADVANCE PAYMENT OF SALARY SUBMISSION OF BILL RECOVERY OF ADVANCE GRANTED FOR AVAILING OF LTC/HTC WHERE BOTH HUSBAND AND WIFE ARE EMPLOYED WHERE THEY ARE EMPLOYED IN OUT BANK WHERE HUSBAND OF A LADY OFFICER IS NOT EMPLOYED IN OUR BANK COMPUTATION OF BLOCK PERIOD IN RESPECT OF OFFICERS WHO JOINED BANK BEFORE 1.10.1979 IN RESPECT OF OFFICERS WHO JOINED BANK AFTER 1.10.1979 LTC FOR OFFICERS APPOINTED ON CONTRACT BASIS LTC FOR INDIA BASED TRAINEE OFFICERS AVAILING LTC WHEN FAMILY IS NOT RESIDING WITH THE OFFICER AVAILING LTC WHILE TRAVELLING TO FOREIGN COUNTRIES WHEN THE FINAL DESTINATION IS OUTSIDE INDIA WHEN THE FINAL DESTINATION IS IN INDIA BUT TRAVEL ABROAD IS INVOLVED AS PART OF 1 CIRCUITOUS ROUTE RECALL FROM LEAVE TAKEN FOR AVAILING LTC CARRY OVER OF LTC AND ENCASHMENT BLOCK ENCASHMENT OF LEAVE TRAVEL CONCESSION (LTC) SUBMISSION OF FALSE BILLS CHANGE IN PLACE OF DOMICILE SANCTIONING AUTHORITY
16
17.25 17.26
INCOME TAX ON LEAVE TRAVEL CONCESSION MISCELLANEOUS
ANNEXURE
17.1 FORMAT FOR SUBMITTING LFC/HTCBILL 17.2 FORMAT OF APPLICATION FOR GRANT OF ADVANCE FOR LEAVE FARE CONCESSION
18
18.1 18.1.1 18.1.1.1 18.1.1.2 18.1.1.3 18.1.1.4 18.2 18.2.1 18.3 18.4 18.5 18.6 18.6.1 18.7 18.7.1 18.8 18.8.1 18.9 18.10 18.10.1 18.11 18.11.1 18.12 18.13 18.14 18.15 18.16 18.17 18.18 18.18.1 18.19 18.19.1 18.19.2 18.20 18.21 18.22 18.22.1 18.22.2 18.22.3
MEDICAL AID
DEFINITIONS CLARIFICATION CHILDREN WHO RECEIVE SCHOLARSHIPS ETC PARENTS OF MARRIED LADY OFFICERS DEPENDENT PARENTS OF OFFICERS WHOSE BROTHER(S)/SISTER(S) ARE ALSO SERVING IN OUR BANK OFFICERS WHOSE SPOUSE IS ENGAGED IN BUSINESS MEDICAL BENEFITS WHERE HUSBAND IS OFFICER AND WIFE AN AWARD EMPLOYEE TREATMENT BY A DOCTOR OTHER THAN AN AUTHORISED DOCTOR VISITING AND CONSULTING CHARGES CONSULTATION WITH SPECIALISTS HOSPITALISATION DIET CHARGES NOT REIMBURSABLE ENGAGEMENT OF NURSES MEDICAL EXPENSES OF KIDNEY DONORS TREATMENT IN PLACES OTHER THAN THE HEADQUARTERS SPECIFIED SERIOUS DISEASES OUTSTATION TREATMENT TREATMENT BY PERSONS WHO HAVE NO DEGREE FROM RECOGNISED MEDICAL COLLEGE OR NON-RECOGNISED MEDICAL PRACTITIONERS EXCLUSIONS FROM THE SCOPE OF THESE RULES REIMBURSEMENT OF LABORATORY FEES ADVANCE AGAINST MEDICAL EXPENSES TREATMENT AT HOSPITAL WITH WHICH BANK HAS ARRANGEMENT - PRIOR SANCTION FOR EXPENSES NECESSARY GENERAL INSTRUCTIONS REGARDING REIMBURSEMENT OF MEDICAL EXPENSES OFFICERS UNDER SUSPENSION HOMEOPATHIC/AYURVEDIC TREATMENT PHYSIOTHERAPY TREATMENT REIMBURSEMENT OF MEDICAL EXPENSES INCURRED ON NATUROPATHY REIMBURSEMENT OF EXPENSES ON MEDICAL TREATMENT RELATING TO ACUPUNCTURE /ACUPRESSURE IMPORT OF DRUGS USE OF CYPHER MEDICATED STENT SUBMISSION OF MEDICAL BILLS AND SCRUTINY SCRUTINY OF MEDICAL BILLS SCRUTINY OF MEDICAL BILLS BY DIAGNOSTIC CENTRES/BANK'S MEDICAL OFFICERS RECOVERY OF INCOME TAX AT SOURCE STANDARDISATION OF MEDICAL CHARGES EXECUTIVE HEALTH SCHEME COST CEILING PACKAGE OF TESTS UNDER THE SCHEME VALIDITY OF THE SCHEME
17
18.23
PROVISION OF GUEST HOUSE FOR OUR EMPLOYEE PATIENTS AND THEIR FAMILIES AT MUMBAI 18.24 REIMBURSEMENT OF MEDICAL EXPENSES TO RETIRED WHOLE TIME DIRECTORS ON BOARDS OF PUBLIC SECTOR BANK 18.24.1 ELIGIBILITY 18.24.2 COVERAGE 18.24.3 DATE OF EFFECT 18.24.4 OTHER GUIDELINES 18.24.5 MEDICAL BENEFITS 18.24.6 TREATMENT BY A DOCTOR OTHER THAN AUTHORISED DOCTOR 18.24.7 VISITING AND CONSULTING CHARGES 18.24.8 CONSULTATION WITH SPECIALISTS 18.24.9 HOSPITALISATION 18.24.10 ENGAGEMENT OF NURSES 18.24.11 TREATMENT AT A PLACE OTHER THAN THE HEADQUARTERS 18.24.12 GENERAL 18.24.13 EXCLUSIONS 18.25 SBI RETIRED EMPLOYEES MEDICAL BENEFITS SCHEME FORMATION OF TRUST AND FRAMING OF RULES 18.25.1 BOARD OF TRUSTEES 18.25.2 CHAIRMAN OF THE BOARD OF TRUSTEES 18.25.3 OBJECTS OF THE TRUST 18.25.4 BENEFICIARIES OF THE MEDICAL BENEFIT SCHEME FRAMED UNDER THE TRUST 18.25.5 AGE OF RETIREMENT 18.25.6 EXCLUSION 18.25.7 TRUST FUND 18.25.8 MEMBERSHIP CONTRIBUTION 18.25.9 BENEFITS UNDER MEDICAL BENEFIT SCHEME FRAMED UNDER THE TRUST 18.25.10 PROCEDURE FOR AVAILING THE BENEFITS UNDER THE SCHEME
ANNEXURE
18.1 18.1(i) 18.1(ii) 18.1(iii) SCHEDULE OF CHARGES LIST OF CHARGES FOR SURGICAL OPERATIONS SCHEDULE OF CHARGES(DENTAL) TOTAL CHARGES OR IN SOME CASES PACKAGE DEAL CHARGES FOR MAJOR SURGERIES & PROCEDURES LIKE ANGIOGRAPHY'S ETC. AT DIFFERENT CENTRES GRADATION OF OPERATIONS LIST OF HOSPITALS RECOGNISED UNDER CENTRAL GOVERNMENT HEALTH SCHEME APPLICATION FOR REIMBURSEMENT OF MEDICAL EXPENSES INCURRED IN RESPECT OF A SUPERVISING OFFICIAL AND/OR MEMBERS OF HIS FAMILY SERIOUS DISEASES TO BE CONSIDERED IN TERMS OF PARA 18.2 REIMBURSEMENT OF ADDITIONAL MEDICAL EXPENSES APPLICATION FOR SBI RETIRED EMPLOYEES MEDICAL BENEFIT TRUSE
18.1(iv) 18.2 18.3
18.4 18.5 18.6
19
19.0 19.1 19.1.1 19.1.2 19.1.3
RESIDENTIAL ACCOMMODATION
GENERAL ELIGIBILITY AND RENTAL CEILINGS REIMBURSEMENT OF PARKING CHARGES FOR CARS REIMBURSEMENT OF MAINTENANCE CHARGES HIRING ACCOMMODATION AT RENTAL BEYOND CEILING
18
19.1.4 19.2 19.3
GENERAL PROVISIONS CATEGORISATION OF CENTRES FOR THE PURPOSE OF RENTAL CEILINGS RECOVERY FROM THE OFFICERS FOR RESIDENTIAL ACCOMMODATION PROVIDED BY THE BANK 19.3.1 RATE OF RECOVERY 19.3.2 CALCULATION OF STANDARD RENT (W.E.F. 01.07.1998) 19.3.3 STANDARD RENT IN CASE OF HOSTEL ACCOMMODATION 19.3.4 STANDARD RENT FOR SERVANT QUARTERS/GARAGE 19.4 PROVISION OF LEASED/BANK'S ACCOMMODATION TO OFFICERS WHO OWN ACCOMMODATION AT THE SAME CENTRE 19.4.1 HOUSES CONSTRUCTED UNDER COOPERATIVE HOUSING LOAN SCHEME 19.4.2 HOUSES CONSTRUCTED UNDER INDIVIDUAL HOUSING LOAN SCHEME 19.5 LEASING OF ACCOMMODATION OWNED BY RELATIVES 19.6 LEASING OF ACCOMMODATION OWNED BY EMPLOYEES 19.6.1 MAINTENANCE OF LEASED ACCOMMODATION TAKEN ON ECONOMIC RENT FROM STAFF 19.7 RESIDENTIAL ACCOMMODATION AT VILLAGE/SAB BRANCHES 19.7.1 VILLAGE BRANCHES 19.7.2 SAB BRANCHES 19.8 PROJECT AREA CENTRES, TOURIST CENTRES, ETC. 19.9 RESIDENTIAL ACCOMMODATION FOR POs/TOs (INCLUDING SPECIALISTS) 19.10 RECOVERY OF HOUSE RENT ALLOWANCE: COMPOSITE PREMISES FOR BRANCH/RESIDENCE 19.10.1 RENT CHARGEABLE FOR RESIDENCE IN CASE OF COMPOSITE PREMISES 19.11 RETENTION OF LEASED RESIDENTIAL ACCOMMODATION UNDER CERTAIN CIRCUMSTANCES 19.11.1 RETENTION OF OFFICIAL ACCOMMODATION ON RETIREMENT/VOLUNTARY RETIREMENT 19.11.1.2 TELEPHONE 19.11.1.3 OFFICERS IN TEGS VI & ABOVE: PROVISION OF MOBILE HANDSET AFTER RETIREMENT 19.11.1.4 NEWSPAPERS, CLEANING MATERIAL, REIMBURSEMENT OF CASUAL LABOUR 19.11.1.5 OFFICE CAR 19.11.1.6 LIEN ON LEAVE ENCASHMENT 19.11.2 RESIGNATION 19.11.3 STUDY LEAVE 19.11.4 EXTRAORDINARY LEAVE ON LOSS OF PAY 19.11.5 DECEASED OFFICER 19.11.6 OFFICERS UNDER SUSPENSION 19.11.7 OFFICERS ON TRANSFER 19.11.7.1 RETENTION OF BANK'S FLAT ON TRANSFER 19.11.8 FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE IN RESPECT OF OFFICERS JMGS-I TO MMGS-III 19.11.8.1 FACILITY OF LEASED ACCOMMODATION AT A PLACE FOR OFFICERS SMGS IV & V 19.11.8.2 PAYMENT OF HRA ON CAPITAL COST BASIS 19.11.9 ON DEPUTATION ON MOBILE DUTY TO INSPECTION & AUDIT OR CREDIT AUDIT DEPTT. 19.11.10 DISMISSAL/REMOVAL FROM SERVICE 19.12 PROVISION OF LEASED ACCOMMODATION TO OFFICERS POSTED AT RURAL/DIFFICULT CENTRES 19.12.1 NORMS FOR CATEGORISING A CENTRE AS "DIFFICULT" CENTRE 19.13 INCOME TAX : OFFICERS PROVIDED WITH RESIDENTIAL ACCOMMODATION BY THE BANK 19.14 EXPENSES INCURRED IN SHIFTING RESIDENCE WHEN OFFICIAL RESIDENCE IS NOT PROVIDED IN THE FIRST INSTANCE 19.15 UNAUTHORISED OCCUPATION OF RESIDENTIAL ACCOMMODATION
19
19.16 PROVISION OF FURNITURE AND FIXTURES 19.16.1 CLARIFICATIONS 19.16.1.1 AUTHORITY STRUCTURE FOR SANCTION OF ADVANCE AND PASSING OF ENTRIES IN REGARD TO PURCHASES OF FURNITURE/FIXTURES 19.16.1.2 MISC. CLARIFICATIONS i) THE RECKONING DATE FOR FURNITURE/FIXTURE ii) PAYMENT OF THE LUMP SUM AMOUNT FOR REPAIRS ETC iii) TAXES iv) COMMON LIST OF ITEMS v) INSURANCE vi) OFFICERS ON PROBATION vii) RETIRING OFFICERS viii) CURTAINS, MATTRESSES AND CARPETS ix) TRANSFER OF OWNERSHIP x) RETIREMENT/EXIT OPTION ETC xi) NUMBER OF REQUEST FOR PURCHASE OF ITEMS xii) SUPPLY FROM GODOWN xiii) REIMBURSEMENT FOR PURCHASES MADE FROM OWN RESOURCES xiv) IBTO/IBO xv) VERIFICATION OF ITEMS WHEN LEASED HOUSE IS PROVIDED AT A DIFFERENT CENTRE 19.17 ECONOMIC RENT OF HOUSES CONSTRUCTED BY AVAILING BANK'S STAFF HOUSING LOAN 19.18.1 CALCULATION OF ECONOMIC RENT UNDER CO-OPERATIVE HOUSING LOAN SCHEME 19.18.2 CALCULATION OF ECONOMIC RENT UNDER INDIVIDUAL HOUSING LOAN SCHEME 19.18.3 POINTS TO BE NOTED WHILE CALCULATING ECONOMIC RENT 19.18.4 PROCEDURE OF VERIFICATION OF VARIOUS COMPONENTS OF THE ECONOMIC RENT 19.18.5 CALCULATION OF ECONOMIC RENT IN THE EVENT OF ADDITIONS/ALTERATIONS IN THE EXISTING BUILDING/FLAT 19.18.6 AUTHORITY COMPETENT TO CHECK AND APPROVE ECONOMIC RENT 19.19 REIMBURSEMENT OF CLEANING/DISINFECTING MATERIAL 19.19.1 LIST OF SUNDRY SANITARY ARTICLES 19.19.1.1 OFFICERS MMGS III & ABOVE 19.19.1.2 OFFICERS JMGS I & MMGS II 19.19.1.3 GENERAL 19.20 TELEPHONE FACILITY 19.20.1 RESIDENTIAL TELEPHONE 19.20.2 TELEPHONE SERVICES PROVIDED BY PRIVATE SERVICE PROVIDERS 19.20.3 MOBILE PHONE
ANNEXURES
19.1 19.2 19.3 19.4 19.5 19.6 19.7 19.8 19.9 19.10 NORMS FOR MEASURING LIVING AREA CALCULATION OF STANDARD RENT FORMAT OF LETTER TO BE USED BY OFFICERS FOR ADVISING LIVING AREA FORMAT FOR SANCTION OF STANDARD RENT PERFORMA FOR PERMISSION TO RETAIN OFFICIAL ACCOMMODATION AT PREVIOUS PLACE OF POSTING GAZETTE NOTIFICATION NO. 7(9) B.O. III/74 FORMAT OF UNDERTAKING TO VACATE LEASED ACCOMMODATION INDIVIDUAL HOUSING SCHEME FOR THE EMPLOYEES - COMPUTATION OF COMPENSATION EQUAL TO ECONOMIC RENT CALCULATION OF ECONOMIC RENT AFTER GIVING FULL WEIGHTAGE OF ADDITIONAL INVESTMENT ON 1ST FLOOR FORMAT FOR TELEPHONE REGISTER
20
19.11 19.12 19.13 19.14 19.15 19.16 19.17 19.18 19.19
FORMAT FOR RECOMMENDATION FOR CATEGORISATION OF A CENTRE AS "DIFFICULT" FORMAT FOR OFFER FOR LEASING OF RESIDENTIAL ACCOMMODATION TO THE BANK TERMS & CONDITIONS FORMAT FOR CLAIMING REIMBURSEMENT OF EXPENSES ON CLEANING MATERIAL LIST OF SPECIFIED CENTRES APPLICATION FOR ADVANCE FOR PURCHASE OF BANK'S FURNITURE/FIXTURE AT RESIDENCE ANNUAL POSSESSION CERTIFICATE LIST OF FURNITURE/FIXTURE ITEMS FOR SCALE I TO SCALE V PERMISSION TO AVAIL THE FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE
20
20.1 20.2 20.3 20.4 20.5 20.6 20.7 20.8 20.9 20.9.1 20.9.2 20.9.3 20.10
ASSETS & LIABILITIES

SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES DATE OF ASSETS & LIABILITIES STATEMENT AND LAST DATE OF SUBMISSION CUSTODY OF ASSETS & LIABILITIES STATEMENT FORMAT FOR ASSETS & LIABILITIES STATEMENTS ACQUISITION OF SHARES/DEBENTURES UNDER PROMOTERS'/EMPLOYEES' QUOTA OTHER RULES SCRUTINY AND SECRECY CONFIRMATION IN BRANCH MANAGER'S MONTHLY CERTIFICATE CLARIFICATION WHAT IS MOVABLE PROPERTY? NATURE OF INFORMATION TO BE INCORPORATED IN THE RETURN WHY SHOULD AN OFFICER SUBMIT THE STATEMENTS? STEPS TO BE TAKEN IN CASE OF NON-SUBMISSION OF THE STATEMENT
ANNEXURES
20.1 20.2 20.3 20.4 20.5 STATEMENT OF IMMOVABLE PROPERTY STATEMENT OF ASSETS & LIABILITIES DETAILED STATEMENT IN RESPECT OF SHARES/DEBENTURES PURCHASED UNDER PROMOTERS/EMPLOYEES' QUOTA FORM FOR GIVING INTIMATION WHERE TOTAL TRANSACTION IN SECURITIES, DEBENTURES & INVESTMENT IN MUTUAL FUND SCHEMES ETC EXCEEDS RS. 25,000/- DURING THE YEAR LETTER TO BE ADDRESSED TO OFFICIAL WHO HAVE DEFAULTED IN SUBMITTING THE STATEMENT OF ASSETS & LIABILITIES ETC
21
21.1 21.2 21.3 21.4 21.5 21.6 21.7 21.8 21.8.1
SBI OFFICERS SERVICE RULES AND SBI GENERAL REGULATIONS

GENERAL ERRATUM IN SBI OSR RULE 5(2) ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF FEE, ASSOCIATION WITH NEWSPAPERS, OTHER COMMUNICATION SYSTEMS, ETC. USE OF POSITION OR INFLUENCE IN MATTERS OF EMPLOYMENT, SANCTION OF LOAN, ETC. TO RELATIVES EVIDENCE IN ENQUIRY, COMMITTEE, ETC. RECEIVING COMPLIMENT ARIES, VALEDICTION, ETC. ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY BRINGING POLITICAL OR OUTSIDE INFLUENCE HOW TO DEAL WITH SUCH CASES
21
21.9 21.10 21.11 21.12 21.13 21.13.1 21.13.2 21.14 21.15 21.16 21.16.1 21.17 21.17.1 21.18
BORROWING, INCURRING DEBTS, BUYING AND SELLING SHARES, LENDING MONEY, GUARANTEE, ETC. DRAWING ADVANCE SALARY, DISCOUNTING CHEQUES, ACCEPTING CONTRIBUTION, COLLECTING SUBSCRIPTION SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES SECOND SPOUSE DISCIPLINE AND APPEAL MINOR PENALTIES MAJOR PENALTIES WAVING OF DOMESTIC ENQUIRY IN RESPECT OF MINOR PENALTY PROCEEDINGS SUSPENSION APPEAL AGAINST PUNISHMENT OR SUSPENSION, REVIEW, SERVICE OF ORDER, EXTENSION OF TIME LIMIT, ETC. EFFECT OF DEATH ON APPEAL AGAINST PENALTY OF DISMISSAL, ETC.: SBI GENERAL REGULATIONS 1955 AMENDED REGULATION 55 APPROVED BY CENTRAL BOARD AT ITS MEETING DATED AUGUST 25, 1988 DISCIPLINARY AUTHORITY IN CASE OF PROMOTEE OFFICERS FOR MISCONDUCT PRIOR TO PROMOTION
ANNEXURES
21.1 AMENDED POSITION OF OTHER RELATED SERVICE RULES
22 22.1
22.2
DELEGATION OF ADMINISTRATIVE POWERS

RULE 2(2) AND 2(3) OFFICERS TO WHOM OSR SHALL APPLY AUTHORITY STRUCTURE FOR DECIDING DISCIPLINARY CASES IN RESPECT OF VARIOUS GRADES OF OFFICERS IN TERMS OF RULE 3(1) (H) OF SBI OFFICERS SERVICE RULES RULE 5(1) SANCTION OF INCREMENTS RULE 5(1)(B) EFFICIENCY BAR RULE 6(1) CATEGORISATION OF POSTS (OTHER THAN SPECIALIST OFFICERS) RULE 7(1) PLACEMENT IN CIRCLES/SBUS OFFICERS IN JMGS I AND MMGS II OFFICERS IN MMGS III OFFICERS IN SMGS IV & V OFFICERS IN TEGS VI & VII AND TEGSS I IN CORPORATE CENTRE OR AT ESTABLISHMENTS UNDER C.C/GROUPHQ/SBU IN OR UNDER I & MA DEPT. INTER CIRCLE TRANSFER PLACEMENT IN FOREIGN OFFICES IBTOS IBOS RULE 8 OFFICIATING IN HIGHER GRADE IN CIRCLES AND OTHER SBUS (ALL POWERS/SPECIFY WHAT POWERS NOT GIVEN) IN OR AT ANY ESTABLISHMENT UNDER CORPORATE CENTRE/GROUP HQ AT ALL OFFICES RULE OSR 14(1) AUTHORITY FOR APPOINTMENTS IN / PROMOTION APPELLATE AUTHORITY FOR APPEAL AGAINST NON-PROMOTION RULE 15(3) PROBATION RULE 16(1) & 16(2) CONFIRMATION IN SERVICE RULE 19(1) AUTHORITY TO APPROVE EXTENSION OF SERVICE & AUTHORITY TO REFUSE EXTENSION AND CONSIDER APPEAL
22.3 22.3.1 22.4 22.5 22.5.1 22.5.1.1 22.5.1.2 22.5.1.3 22.5.1.4 22.5.2 22.5.2.1 22.5.3 22.5.4 22.5.4.1 22.5.4.2 22.6 22.6.1 22.6.2 22.6.3 22.7 22.7.1 22.8 22.9 22.10
22
22.10.1 RULE 19(1) 4TH PROVISO: APPROVAL OF VOLUNTARY RETIREMENT 22.10.2 RULE 19(3) CONTINUATION OF DISCIPLINARY PROCEEDINGS AFTER CEASING TO BE IN SERVICE 22.11 RULE 20(1) RESIGNATION 22.11.1 RULE 20(2)(A) OFFICERS AGAINST WHOM DISCIPLINARY PROCEEDINGS ARE PENDING 22.11.2 RULE 20(2)(B) FINAL ORDERS 22.12 RULE 23(VI) OFFICIATING 22.13 RULE 25(4) RETENTION OF RESIDENTIAL ACCOMMODATION ON ACCOUNT OF TRANSFER 22.13.1 FOR CIRCLES/CAG BRANCHES 22.13.2 FOR C.C. ESTABLISHMENTS 22.13.2.1 FLATS IN MUMBAI 22.13.2.2 FLATS OUTSIDE MUMBAI 22.13.2.3 FOR OFFICERS TRANSFERRED TO CORPORATE CENTRE / CC ESTABLISHMENTS AND SUBSIDIARIES IN MUMBAI: 22.14 RULE 31 AUTHORITY TO GRANT LEAVE 22.15 RULE 37 SANCTION OF EXTRA-ORDINARY LEAVE ON LOSS OF PAY (NOT COUNTED AS SERVICE) 22.15.1 CONDONATION OF ABSENCE 22.15.2 RESTORATION OF SENIORITY IN DESERVING CASES 22.15.3 RULE 37(A) GRANT OF SPECIAL CASUAL LEAVE/ SPECIAL LEAVE 22.16 RULE 39 RECALL FROM DUTY 22.17 RULE 40(3) APPEAL AGAINST VOLUNTARY VACATION 22.18 RULE 41 MODE OF TRAVEL AND EXPENSES ON TRAVEL 22.18.1 RULE 41(1)(I) AIR TRAVEL BY JMGS I OFFICERS 22.18.2 RULE 41(1)(II) AIR TRAVEL BY MMG OFFICERS FOR SHORTER DISTANCE 22.18.3 RULE 41(1)(V) TRAVEL BY TAXI/OWN VEHICLE 22.18.4 RULE 41(4)(G) PAYMENT OF HALTING ALLOWANCE BEYOND 2 MONTHS OF DEPUTATION 22.19` Rule 40(4) TAKING OVER PERIOD 22.20 RULE 44(5) AUTHORITY TO PERMIT CARRY OVER OF LTC BLOCK 22.20.1 IN CIRCLES 22.20.2 IN C.C OR ESTABLISHMENTS/GROUP HQ/SBU 22.20.3 ALL OFFICES 22.21 RULE 45 MEMBERSHIP OF PROVIDENT FUND AND PENSION FUND 22.22 RULE 51 ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF FEE, ASSOCIATION WITH NEWSPAPER, OTHER COMMUNICATION SYSTEMS, ETC. 22.22.1 RULE 51(1) ENGAGING IN TRADE, ETC. 22.22.2 RULE 51(2) RECEIVING REPORT 22.22.3 RULE 51(3) PROMOTION OF COMPANY 22.22.4 RULE 51(4) ACCEPTING HONORARIUM, ETC 22.22.5 RULE 51(6) EDITING OF PUBLICATION, ETC. 22.23 RULE 52(2) USE OF POSITION OR INFLUENCE IN MATTERS OF EMPLOYMENT, SANCTION OF LOAN, ETC. TO RELATIVES 22.24 RULE 54(A)(1) EVIDENCE IN INQUIRY, COMMITTEE, ETC. 22.25 RULE 55(1) RECEIVING COMPLIMENTARIES, VALEDICTION, ETC. 22.26 RULE 56 ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY 22.26.1 RULE 56 (2 & 3) RECEIVING OF REPORT OF GIFTS, ETC. IN CASE OF OCCASIONS 22.26.2 RULE 56(4) RECEIVING OF REPORT OF GIFTS, ETC. IN OTHER CASES 22.27 RULE 59 GUARANTEEING PECUNIARY OBLIGATIONS OF OTHERS 22.28 RULE 60 DRAWING ADVANCE SALARY, DISCOUNTING CHEQUES, ACCEPTING CONTRIBUTION, COLLECTING SUBSCRIPTION 22.28.1 RULE 60(1) ADVANCE SALARY 22.28.2 RULE 60(3) RAISING FUNDS, ETC. 22.28.3 RULE 60(4) CANVASS FOR MEMBERSHIP, ETC
23
22.29 22.29.1 22.29.2 22.29.3 22.29.4 22.30 22.31
RULE 62 STATEMENT OF ASSETS AND LIABILITIES RULE 62(3) RECEIVING INTIMATION REGARDING PROPERTY, ETC PROVISO TO RULE 62(3) PREVIOUS SANCTION RULE 62(4) RECEIVING REPORT OF TRANSACTION OF PROPERTY, ETC. PROVISO TO RULE 62(4) RULE 64 SECOND SPOUSE RULE 68(A)(7)(I) SUBSISTENCE ALLOWANCE
23
DELEGATION OF ADMINISTRATIVE POWERS MISCELLANEOUS MATTERS

GENERAL REIMBURSEMENT OF RECURRING EXPENDITURE OF BMS RETENTION OF HOUSE/TELEPHONE/CAR ON SUPERANNUATION RETENTION OF HOUSE ON DEATH PAYMENT OF RENT HIGHER THAN CEILING ADVANCE AGAINST MEDICAL EXPENSES NO OBJECTION CERTIFICATE FOR PASSPORT PERMISSION TO APPLY FOR JOB ELSEWHERE AVAILING JOINING TIME LATER INSTALLATION OF TELEPHONE AT RESIDENCE CREATION OF POST OF SUBORDINATE STAFF SETTLEMENT OF CIRCLE LEVEL STAFF BUDGET INTER CIRCLE TRANSFER AWARD STAFF SUPERVISING STAFF RAVEL BY TAXI PERMISSION TO JOINT COMPUTER/MANAGEMENT COURSES PERMISSION TO PURSUE HIGHER STUDIES IDENTIFICATION OF DIFFICULT CENTRE SANCTION OF LOAN BEYOND DGMS POWERS PROVISION OF FURNITURE FOR OFFICERS IN THEIR OWN HOUSE VEHICLE LOAN-WAIVER OF 4 YEARS STIPULATION FOR NEXT LOAN COMPASSIONATE APPOINTMENT ENCASHMENT OF PRIVILEGE LEAVE BY LEGAL HEIRS DEPUTATION OF OFFICERS COMPENSATION FOR DEATH WHILE ON DUTY APPOINTMENT OF SPORTSPERSON GRANT OF SPECIAL LEAVE TO SPORTSPERSONS
23.0 23.1 23.2 23.3 23.4 23.5 23.6 23.7 23.8 23.9 23.10 23.11 23.12 23.13.1 23.13.2 23.14 23.15 23.16 23.17 23.18 23.19 23.20 23.21 23.22 23.23 23.24 23.25 23.26
ANNEXURES
23.1 FORMAT FOR NO OBJECTION CERTIFICATE FOR PASSPORT 23.2 FORMAT OF FORWARDING LETTER TO BE GIVEN TO OFFICIAL ALONWITH NOC FOR PASSPORT
24
24.1 24.1.1 24.1.2 24.2
MISCELLANEOUS PERQUISITES
REIMBURSEMENT OF NEWSPAPER/MAGAZINE EXPENSES ELIGIBLE OFFICERS PROCEDURE AND FORMAT REIMBURSEMENT OF ENTERTAINMENT EXPENSES
24
24.3 24.4 24.4.1 24.4.2 24.4.3 24.4.4 24.4.5 24.4.6 24.5 24.6 24.7 24.8 24.9
REIMBURSEMENT OF OUT-OF-POCKET EXPENSES PROVISION OF CARS FOR OFFICIAL/PERSONAL USE ELIGIBILITY REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY GENERAL MANAGERS/OFFICERS IN TEGSS I & II RECOVERY ON ACCOUNT OF USE OF BANKS CAR FOR PERSONAL USE ONLY BANKS CAR TO BE USED FOR PERSONAL PURPOSES USE OF OFFICIAL CAR AT A PLACE OTHER THAN HEADQUARTERS INCOME TAX DEDUCTION AT SOURCE FOR THE PERQUISITE OF CARS REIMBURSEMENT OF DAILY WAGES TO OFFICERS IN SMGS IV AND ABOVE REIMBURSEMENT OF EXPENSES ON CLOTHING SECURITY AND FIRE OFFICERS TELEPHONE FACILITY FOR LIAISON OFFICER OUT OF POCKET EXPENSES INCURRED BY SECURITY/LIAISON OFFICERS MISCELLANEOUS INSTRUCTIONS
ANNEXURES
24.1 CERTIFICATE FOR CLAIMING REIMBURSEMENT OF EXPENDITURE INCURRED ON NEWSPAPER/MAGAZINE (FOR OFFICERS IN JMGS-I TO SMGS-V) 24.2 FORMAT FOR CLAIMING REIMBURSEMENT OF ENTERTAINMENT EXPENSES
25
25.1 25.2
SCHEME OF DELEGATION OF FINANCIAL POWERS

GENERAL MATTERS-2003 GENERAL GENERAL GUIDELINES FOR EXERCISE OF POWERS
ANNEXURES
25.1 SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS OFFICIAL (INCLUDING BRANCH MANAGERS) OF THE GRADES OF ASSTT. GENERAL MANAGER AND ABOVE SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS OFFICIAL (INCLUDING BRANCH MANAGERS) OF THE GRADE OF CHIEF MANAGER TO ASSTT. MANAGER
25.2
26
26.1
LOANS AND ADVANCES
NON-SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES RENDERS AN OFFICER INELIGIBLE FOR ADVANCES 26.1.1. FESTIVAL ADVANCE INTRODUCTION 26.2 CONSUMER LOAN 26.3 VEHICLE LOAN 26.4.78 INDIVIDUAL HOUSING LOAN SCHEME 26.5 LOAN AGAINST PROVIDENT FUND 26.6 LOANS TO EMPLOYEES AFFECTED BY NATURAL CALAMITIES 26.7 AGRICULTURAL ADVANCES TO STAFF 26.8 PERSONAL LOAN SCHEME 26.9 LOANS/ADVANCES ON COMMERCIAL RATES 26.10 LOANS AVAILED FROM CO-OPERATIVE CREDIT SOCIETIES
25
ANNEXURES
26.1 26.2 26.3 26.4 26.5 26.7 26.8 26.9 26.10 26.11 26.12 26.13 26.14 26.15 26.16 26.17 26.18 26.19 CONTROL RETURN FOR STAFF ADVANCES FORMAT FOR NOTING / CANCELING LIEN IN CASE OF STAFF ADVANCES FORMAT FOR APPLICATION FOR FESTIVAL ADVANCE FORMAT OF APPLICATION FOR CONSUMER LOAN HYPOTHECATION AGREEMENT FOR CONSUMER LOAN FORM A AGREEMENT FOR WAIVER OF COMPREHENSIVE INSURANCE IN CASE OF PURCHASE OF CAR FORM B LETTER OF AUTHORITY ADDRESSED TO TRUSTEES OF PROVIDENT FUND TO BE OBTAINED FROM THE EMPLOYEE APPLICATION FORM FOR HOUSING LOAN STATEMENT GIVING/SUBMITTING ALL THE INFORMATION/PAPERS/DOCUMENTS FOR AVAILMENT OF THE LOAN LETTER FROM SOCIETY / BUILDER REGARDING TITLE DEEDS, BORROWING, ETC. VALUATION REPORT OF PROPERTY FROM GOVERNMENT APPROVED VALUERS SPECIMEN OF MEMORANDUM OF TERM LOAN AGREEMENT IN RESPECT OF OFFICERS SPECIMEN OF SUPPLEMENTARY MEMORANDUM OF AGREEMENT IN RESPECT OF OFFICERS LETTER OF AUTHORITY FOR DEDUCTION FROM SALARY/PENSION LETTER OF CONSENT AND AGREEMENT TO MORTGAGE BY SPOUSE IN CASE OF JOINT OWNERSHIP OF PROPERTY SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND TO BE OBTAINED FROM THE EMPLOYEE/BORROWER AT THE TIME OF SANCTION OF LOAN SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND TO BE OBTAINED FROM THE NOMINEE(S) OF THE EMPLOYEES FOR HIS/HER PROVIDENT FUND BALANCE SPECIMEN OF MEMORANDUM OF TERM LOAN AGREEMENT FOR ADDITIONAL HOUSING LOAN LETTER OF AUTHORITY TO BE EXECUTED BY THE SPOUSE / LEGAL HEIR APPOINTED IN THE BANK FOR DEDUCTION FROM HIS / HER SALARY LOAN INSTALLMENT OF HOUSING LOAN AVAILED BY THE DECEASED EMPLOYEE LETTER OF GUARANTEE FOR CONTINUATION OF HOUSING LOAN TO HEIR(S) OF A DECEASED EMPLOYEE (TO BE STAMPED AS AGREEMENT) LETTER BY HEIR(S) OF DECEASED BORROWER EMPLOYEE UNDER INDIVIDUAL HOUSING SCHEME PERFORMA OF PROPOSAL FOR GRANT OF HOUSING LOANS UNDER INDIVIDUAL HOUSING SCHEME TO EMPLOYEES WHO ARE OVER 55 YEARS OF AGE PROPOSAL FOR EXTENSION IN THE TIME LIMIT BEYOND STIPULATED PERIOD FOR COMPLETION OF HOUSING PROJECT PERFORMA OF GUARANTEE AGREEMENT TO BE OBTAINED FROM SURETIES IN CASE OF OFFICERS PLACED UNDER SUSPENSION DRAFT OF GUARANTEE AGREEMENT TO BE EXECUTED WHERE THE SPOUSE IS REQUIRED TO JOIN AS GUARANTOR SPECIMEN OF MEMORANDUM OF AGREEMENT EXECUTED BY THE EMPLOYEE SEEKING VOLUNTARY/PREMATURE RETIREMENT
26.20
26.21 26.22
26.23 26.24 26.25
26.26 26.27 26.28 26.29
26
26.30
26.31
26.32 26.33 26.34 26.35 26.36 26.37 26.38
26.39
LETTER REQUESTING CONTINUANCE OF THE HOUSING LOAN / ADDITIONAL HOUSING LOAN BY THE EMPLOYEE SEEKING VOLUNTARY / PREMATURE RETIREMENT DRAFT OF SUPPLEMENTARY AGREEMENT IN CASE OF VOLUNTARY / PREMATURE RETIREMENT OF AN EMPLOYEE (TO BE STAMPED AS AGREEMENT) APPLICATION FORM FOR ADDITIONAL HOUSING LOAN APPLICATION FORM FOR RELIEF LOAN DECLARATION FORM FOR OBTAINING RELIEF LOAN STATEMENT OF FLOOD / CYCLONE / DROUGHT / EARTHQUAKE LOAN GRANTED TO STAFF DRAFT OF CERTIFICATE APPLICATION FOR PERSONAL LOAN SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND AND GRATUITY FUND TO BE OBTAINED FROM THE EMPLOYEE / BORROWER SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND AND GRATUITY FUND TO BE OBTAINED FROM THE NOMINEE(S) OF THE EMPLOYEES FOR HIS/HER PROVIDENT FUND BALANCE LETTER TO BE EXCHANGED IN CASE OF LOANS/ADVANCES TO STAFF ON COMMERCIAL RATES IN CASE OF EXISTING LOANS) DELEGATION OF FINANCIAL & ADMINISTRATIVE POWERS: INDIVIDUAL HOUSING LOAN SCHEME
26.41 26.42
27
MISCELLANEOUS MATTERS
27.1 27.2 27.3 27.3.1 27.3.1.1 27.3.1.2 27.3.1.3 27.3.1.4 27.3.2 27.3.3 27.3.3.1 27.4 27.5 27.6 27.7 27.8 27.9 27.10 27.11 27.12 27.13 27.14 27.14.1 PROVISION OF BRIEFCASES TO OFFICERS FOR OFFICIAL USE BANKERS CLUBS-MEMBERSHIP DEPUTATION OF OFFICERS OUTSIDE THE BANK GENERAL GUIDELINES MAINTENANCE OF SERVICE FILE, LEAVE RECORD, SANCTION OF LEAVE INCREMENTS, ETC. GUIDELINES REGARDING PERQUISITES TO BE PROVIDED TO THE DEPUTATIONISTS PROCEDURE TO BE ADOPTED FOR RECOVERING EXPENSES FROM BORROWING COMPANIES/ORGANIZATIONS GENERAL DEPUTATION TO DISTRICT INDUSTRIES CENTRES DEPUTATION TO REGIONAL RURAL BANKS INCENTIVE TO OFFICERS DEPUTED AS CHAIRMAN AND GENERAL MANAGER OF REGIONAL RURAL BANK PAYMENT OF HONORARIUM FOR PROFICIENCY IN FOREIGN LANGUAGE DUTIES OF RURAL DEVELOPMENT OFFICERS PRESENCE OF RETIRED OFFICERS IN COURT CASES-PAYMENT OF TRAVELING EXPENSES RECORDING OF SPECIMEN SIGNATURE NUMBER IN SERVICE SHEET CIRCULATION OF SPECIMEN SIGNATURES: AVOIDING LAPSES/SHORTCOMING JOINING OF STRIKE BY OFFICERS IN SENIOR MANAGEMENT GRADE IIB DIAMOND JUBILEE FELLOWSHIP LORD ALDINTON BANKING RESEARCH FELLOWSHIP INDIA BASED TRAINEE OFFICERS PRESENCE OF OFFICERS IN COURT CASES:GUIDELINES TRAINING OF PROBATIONARY OFFICERS/TRAINEE OFFICERS TRAINING SCHEDULE OF PROBATIONARY/TRAINEE OFFICERS
27
27.14.2 SELECT SBLCs FOR INSTITUTIONAL TRAINING 27.14.3 PROJECT WORK IN MARKETING 27.14.4 SUBMISSION OF MONTHLY DIARY BY THE Pos/Tos, CONFIDENTIAL REPORT AND CONFIRMATION 27.14.5 SELECTION OF BRANCHES AND BRANCH MANAGERS FOR TRAINING 27.14.6 ROLE OF ASSTT. GENERAL MANAGER(HR) 27.14.7 COUNSELING 27.14.8 PASSING POWERS 27.14.9 RULES REGARDING SANCTION OF LEAVE ETC. DURING INSTITUTIONAL TRAINING 27.14.10 POLICY FOR CONFIRMATION OF PROBATIONARY/TRAINEE OFFICERS AS MMGS-II 27.14.10.1DETAILS OF THE SCHEME 27.14.10.2TESTING PATTERN 27.14.11EXTENSION IN PROBATION PERIOD OF POs/TOs 27.14.12PENALTY TO PO/TO FOR FAILING IN THE FUNCTIONAL KNOWLEDGE TEST 27.14.13 TRAINING IN (A) HINDI AND (B) FUNCTIONAL HINDI TO NEW POs/TOS 27.14.14 PAYMENT OF TA/MEDICAL BILLS 27.14.15 PAYMENT OF SALARY AND ALLOWANCES OF POs/TOs WHILE ON PROBATION 27.15 LIST OF SUPERVISING STAFF TO BE PUBLISHED ONLY ONCE A YEAR AS ON 1ST OCTOBER 27.16 REVISED BUSINESS NORMS FOR CATEGORISATION OF BRANCHES W.E.F 01.10.2006 27.17 REVISITING HR ARCHITECTURE 27.18 IDENTIFICATION OF SPOKESPERSON FOR THE BANK 27.19 PERFORMANCE LINKED INCENTIVE SCHEME FOR BM/MOD/AGM(BRANCH/REGION)/DGM(BRANCH/MODULE) 27.19.1 ORIGINAL SCHEME 27.19.2 REVISED SCHEME FOR THE YEAR 2006-07
ANNEXURE
27.1 27.2 27.3 27.4 27.5 MONTHLY DIARY/REPORT OF/ON POs/Tos CONFIRMATION OF POs/TO/s AS MMGS-II:TESTING PATTERN WEIGHTAGE & MINIMUM QUALIFYING SCORES MONTHLY DAIRY/REPORT OF/ON POs/Tos FORM B MONTHLY REPORT ON PROBATIONARY/TRAINEE OFFICERS
28
CHAPTER 1 STATE BANK OF INDIA OFFICERS SERVICE RULES : PRELIMINARY

(The rules in this Chapter refer to rules of SBI Officers Service Rules, 1992.)
1.1
1.
SHORT TITLE AND COMMENCEMENT

These rules may be called State Bank of India Officers Service Rules, ''1992''. Except otherwise provided in these rules, they shall come into force with effect from the 1st day of January 1992.
OSR : 1
2.
1.2
1.
OFFICERS TO WHOM THE RULES SHALL APPLY

These rules shall apply to all officers of the Bank who are appointed or promoted to any of the grades mentioned in Rule 4 and also to whom any of the following sets of Rules as amended or as deemed to have been amended by the Central Board or the Executive Committee are applicable, namely :i) Rules governing the service of Officers in the Imperial Bank of India; ii) Rules governing the service of Assistants in the Imperial Bank of India; iii) State Bank of India (Supervising Staff) Service Rules; and iv) State Bank of India Officers (Determination of Conditions of Service) Order, 1979. Terms and
OSR : 2
2.
These rules shall also apply to such other employees, officers and advisers of the bank to whom these may be made applicable by the competent authority to the extent and subject to such conditions as it may decide. These rules 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. These rules shall, however, not apply to employees, officers and advisers appointed/engaged in any country outside India and permanently serving there.
3.
4.
29
1.3
1.
DEFINITIONS
In these rules, unless there is anything repugnant to the subject or context :(a) "Appointing Authority" means such authority as designated in accordance with Regulation 55 of the State Bank of India General Regulations, 1955; "Bank" means the State Bank of India; "Calendar Year" means the period commencing from 1st day of January of a year and ending with the 31st day of December of the same year "Central Board" means the Central Board of Directors of the Bank; "Chief General Manager" means the Chief General Manager of the Circle in the case of an officer serving in a Circle and the Chief General Manager in charge of personnel area in the case of an officer serving in Corporate Centre establishments; "Competent Authority" means the authority designated as such for specific purposes by the Central Board or the Executive Committee; "Deputy Managing Director" means a Deputy Managing Director appointed as such by the Bank; "Disciplinary Authority", "Appellate Authority" and "Reviewing Authority" means, respectively, the authorities specified as such by the Executive Committee from time to time; "Emoluments" means allowances, if any; the aggregate of salary and
OSR : 3(1)
(b) (c)
(d)
(e)
(f)
(g)
(h)
(i)
(j)
"Executive Committee" means the Executive Committee of the Central Board ; "Family" means and includes spouse of the officer (if the spouse is not an employee of the bank) and the children, parents, brothers and sisters of the officer wholly dependent on the officer but shall not include the legally separated spouse; "Managing Director" means the Managing Director of the Bank and shall include a Deputy Managing Director;
(k)
(l)
30
(m)
"Officer" means a person fitted into or appointed to or promoted to any of the grades specified in rule 4 and shall also include any specialist or technical person so fitted or promoted or appointed and any other employee or adviser to whom the provisions of these rules have been made applicable under rule 2; "Pay" means basic pay including stagnation increments; "Probationary Officer" means an officer appointed such and fitted in the Junior Management Grade. as
(n) (o)
(p)
"Promoting Authority" means such authority as designated in accordance with the Regulation 55 of the State Bank of India General Regulations, 1955; "Public Servant" means a person defined as such in Section 21 of the Indian Penal Code as amended from time to time; "Salary" means the aggregate of pay and dearness allowance; "Trainee Officer" means a person appointed as such from the staff of the bank and fitted in the Junior Management Grade; "Year" means a continuous period of twelve months.
(q)
(r)
(s)
(t)
Note : Terms and words not defined in these rules shall have the meaning assigned to them in the State Bank of India Act, 1955, and the Regulations framed under Section 50 (2) thereof. 2. The Central Board reserves the right of changing the rules here laid down from time to time provided that every new rule or alteration in an existing rule shall take effect, unless otherwise directed by the Central Board, from the date on which the new rules or alteration is passed by it in a resolution. When a new rule or alteration in an existing rule is passed by the Central Board, it shall be issued in the form of a circular.
OSR : 3(2)
3.
OSR : 3(3)
31
CHAPTER 2
APPOINTMENT, PROBATION & CONFIRMATION 2.1 APPOINTMENT OSR:14(1)
1. All appointments in, and promotions to, the officers' grades shall be made by the competent authority in accordance with the policy or guidelines, if any, laid down in this behalf by the Central Board or Executive Committee. However, the Corporate Centre has clarified the Executive Committee of the Central Board at its meeting held on the 6th November 2004 has designated the senior of the two General Manager as the authority for appointment in and promotion to JMGS-I, MMGS-II and MMGS-III in the Cicles. In Circles which will have only the General Manager, the lone General Manager has been designated as the competent authority for the above purpose. (Corp. Centre Cir No. CDO/P&HRD-CM/40/2004-05) Note : i. Subject to such norms as may be prescribed by the Bank, such appointments and promotions will be subject to medical fitness and sound constitution of the person concerned to be certified by one or more qualified medical practitioners approved by the Bank. Such appointments may be subject to verification prescribed by the Bank from time to time. of antecedents, as may be
ii.
2. A person entering the service of the Bank as a Probationary Officer shall deposit with the Bank in cash a sum of Rs.1000/- as security for the due observance and performance by him of the duties of his employment. Provided that the Bank may in lieu of a cash deposit accept an approved personal surety in which case the Bank shall deduct every month ten percent of the Probationary Officer's basic pay during the period of his probationary service until an aggregate of Rs.1000/- has been so deducted and the amounts so deducted (with interest accrued thereon) shall be retained by the Bank until dealt with in accordance with sub-rule(3) or sub-rule(5). 3. Should a Probationary Officer who has entered the service of the Bank as such leave the service in contravention of the provision to sub-rule(1) of rule 20 or should the Bank sustain a loss occasioned by dishonesty or neglect of duty on the part of the Pobationary Officer, the Bank shall be entitled to forfeit the cash deposit of Rs.1000/- or a sum total of the deductions made from the salary (with all interest accrued thereon) and in the latter case the surety shall be liable to pay to the Bank such amount as is provided for in his security bond. 4. So long as the security referred to in sub-rule (2) has not been forfeited in terms of the provisions of sub-rule (3), the Bank shall pay to the Probationary Officer every six months throughout his probationary period interest on his cash deposit of Rs.1000/- at the rate applicable to twelve months' staff deposits or, if a personal surety has been accepted in lieu of cash deposit, shall credit the Probationary Officer every six months with interest at the aforesaid rate on the sum total of the deduction made from his salary.
32
5. Provided it has not been forfeited in terms of the provisions of sub-rule(3), the cash deposit of Rs.1000/- (with interest unpaid, if any) or, if a personal surety has been accepted in lieu of a cash deposit, the sum total of the deductions from salary (plus interest thereon) shall be returned to the officer on his ceasing to serve the Bank as Probationary Officer or shall be paid to his representative in the event of his death.
2.2
PROBATION
OSR-. 15(1)
1. A person appointed as a Probationary Officer or a Trainee Officer shall be on probation for a period of two years.
OSR-. 15(2)
2. Any other employee promoted as an officer to the Junior Management Grade shall be on probation for a period of one year.
OSR-.15(3)
3. 4. 5. Any other person appointed to any grade including the Junior Management Grade shall be on probation for such period as may be decided by the competent authority. Provided that the competent authority may, in the case of any officer, reduce or dispense with the period of probation under this rule. The competent authority for this purpose shall be the concerned appointing/ promoting authority. The period of probation will be two years in the case of all appointments other than contract appointments. This provision will also apply to the appointments made in the Bank for the posts of Law Officer, Security Officer, Engineer etc. Corp. Centre letter No.ADM/44243 Dt.11.11.1982
2.3
CONFIRMATION
OSR-.16(1)
1. An officer referred in rule 15 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 the in-service training in the Bank. Provided, the Bank may at its discretion, subject to the merits and suitability of a Probationary/Trainee Officer for future Leadership role, being determined through a screening process to be prescribed by the Central Human Resources committee may confirm and give placement (fitment) for such officers in MMGS - II. Provided that an officer directly recruited in any grade may be required also to pass a test in a language other than his mother tongue or a professional course. The salient features of the scheme are given hereunder : i) The scheme would be applicable to Probationary Officers/Trainee Officers whose confirmation is effective after the date of approval of the scheme i.e. Dec. 04, 2003. Thus, Probationary Officers/Trainee Officers who are confirmed after 4th December,
33
2003 would be covered under the scheme. However, POs/TOs whose effective date of confirmation is prior to 4.12.2003 will not be covered under the scheme. ii) Only the meritorious of the Probationary Officers/Trainee Officers identified through a screening process would be confirmed in MMGS-II and not all officers as a matter of routine. The screening process will consist of written test and/or Group Discussion and interview and will replace the second stage of evaluation test of the Probationary Officers/Trainee Officers on training. (Corp Centre No. P&HRD/CM/5/SPL/1033 dt. 20.12.03)
2.4
SCREENING FOR CONFIRMATION IN MMGS-II

It has been decided that the following pattern will be followed for the screening process : i) A written examination will be conducted to test the functional knowledge of the officers eligible for confirmation. An officer would have to score 75% overall in this 1 test which would be of 3 /2 hours duration and carry maximum marks of 200. Test pattern is placed at Annexure 2.1 The officers shall be subjected to an exercise to assess certain competencies of the officers and managerial attributes. The test will be of 20 marks with a minimum qualifying marks of 50%. The eligible officers who score the minimum qualifying mark of 75% in the written test, 50% in the competencies and managerial attributes assessment exercise and overall 70% would be subjected to a Group Discussion/Interview in which they will have to score a minimum of 75% marks. The Group Discussion/Interview will be of 40 marks. Eligible officers who score the minimum marks laid down in each of the three exercises mentioned above will be confirmed in MMGS-II.
ii)
iii)
iv)
2. Officers who do not secure the minimum qualifying marks as laid down will be considered for confirmation in JMGS-I. For confirmation in JMGS-I, an officer will have to score a minimum mark of 50% in the written test on functional knowledge. Their performance in the other two processes, viz. simulative exercises and group discussion/interview will not be considered for the purpose of confirmation in JMGS-I. 3. The screening process will replace the 2nd evaluation test for a batch due after 85 weeks of training. CRPD will arrange for conduct of the written test on functional knowledge. (Corp Centre No. P&HRD/CM/5/SPL/5058 dt. 05.03.04) 4. The POs/TOs confirmed as MMGS-II will have to undergo a medical fitness test as required for other MMGS-II officers. 5. In respect of all POs/TOs who are confirmed as MMGS-II under new policy, it must be ensured that they complete their mandatory assignments in time to make them eligible for promotion to MMGS-III.
OSR-.16(2)
2. If, in the opinion of the competent authority, an officer has not satisfactorily completed either or both the trainings referred to in sub-rule (1) or if the officer has not passed the test referred to therein or an officer's service is not satisfactory, the officer's probation may be extended by a further period not exceeding one year.
34
OSR-.16(3)
3. Where during the period of probation, including the period of extension, if any, the competent authority is of the opinion that the officer is not fit for confirmation:(a) (b) in the case of a direct appointee, his services may be terminated by one month's notice or payment of one month's emoluments in lieu thereof, and in the case of a promotee from the Bank's service, he may be reverted to the grade or cadre from which he was promoted.
35
ANNEXURE-2.1
Part A : 120 objective type questions carrying half mark each with following break-up Weight General Banking (Systems & Procedures, Banking Law & Practice) Technology Personal Banking Development Banking Commercial & Institutional Banking General Awareness Total duration Total Marks Part B : Part B will be of Descriptive Type and will contain 4 sections as follows: 1. Comprehension of a note/proposal in day to day operations and answering question thereon (2 Qs. Carrying 15 marks each) A correspondence exercise (Note/letter from a Branch/ Administrative Office) Case studies/situational analysis simulating practical problems in the Banking environment. (5 Qs. Carrying 12 marks each) 30 marks : : 1 Hour 60 20% 10% 20% 20% 10% 20%
2. 3.
10 marks 60 marks
4.
Rationale for banking practices and Bank's policies (20 Qs.) 1 Total duration : 2 /2 Hours Total Marks : 140 Note : a.
40 marks
b.
There will be no options in any of the sections. In Part B, the comprehension and correspondence section would compulsorily have to be attempted in English. The rest of the paper may be answered in English or Hindi.
36
CHAPTER 3 SUPERVISING STAFF PROMOTION POLICY 3.1

3.1.1.
GENERAL
OSR-17 (1) Promotions to all grades of officers in the Bank shall be made in accordance with the policy laid down by the Central Board or the Executive Committee from time to time.
3.1.2.
OSR-17 (2) Permanent vacancies in officers grades/scales shall be filled by promotions or otherwise, but the Appointing Authority reserves the right not to fill all or any such vacancy.
3.1.3.
OSR-17 (3) No permanent vacancy in any grade/scale of officers shall be deemed to have occurred unless it is in accordance with the guidelines laid down by the Executive Committee in this regard. Explanation: For the avoidance of doubts, it is clarified that the provisions of this rule shall also apply to promotions of any category of employees to the Junior Management Grade.
3.1.4.
Circles have been vested with discretion to carry out promotions from JMGS 1- to MMGS II commencing from promotions due from 1.8.1986 and MMGS II to MMGS III from 1.8.1987 against sanctioned vacancies. The promoting and appellate authorities for various scales and grades of officers are as under: OSR 14(1) Appointing Authority -----------JMGS I MMGS II MMGS III SMGS IV & V TEGS VI & VII TEGSS I & II GM GM GM CGM ECCB ECCB Promoting Authority ----------GM GM GM CGM ECCB ECCB Appellate Authority -------------CGM CGM CGM DMD&CDO No appeal No appeal
3.1.5.
(Corp Centre Cir. CDO/P&HRD-CM/40/2004-2005 of 13.11.04)
37
3.2
3.2.1.
PROMOTION POLICY FOR GENERAL PROMOTIONS UPTO SMGS V
CADRE
OFFICERS
FOR
The Executive Committee of the Central Board in its meeting held on the 8th September 2003 has approved the revision in the promotion policy for promotions up to SMGS-V for implementation with effect from the promotion year, i.e. 2003-2004. The policy has the following objectives: -To plan and make available suitable and competent officers in various grades for manning positions as per succession plan; -To provide career progression and professional growth opportunities to the officers; and -To identify officers having excellent track record and potential at early stage of their career and groom them for assuming leadership role in future.
3.2.2.
Promotion year: Each financial year beginning April 1st and ending March 31st will be treated as a promotion year for conducting promotional exercise subject to availability of vacancies in each grade.
3.2.3.
Vacancies: In the beginning of each promotion year, an estimate of vacancies to be filled up during that year in each grade shall be made by the concerned Appointing/Promoting authorities, who would also finalise the number of vacancies to be filled as per Banks needs/requirements, before the promotion process is completed.
3.2.4. a)
Option: Such of those officers who do not find themselves well equipped to participate in the Normal Channel or Fast Track promotion process, may opt out of the promotion exercise for the concerned promotion year, or for more than one year, at their volition, by submitting an application on the lines of the format given in Annexure 3.2. In absence of the option, the Bank will presume that the officer wishes to participate in the promotion process and if he does not later on participate in the entire promotion exercise or absents himself at any of the stages thereof, he will be deemed to have lost one chance, irrespective of the reason for which the officer absents himself. For this purpose, a circular will be issued by the Circles/P&HRD Department, Corporate Centre before start of the exercise, giving about two weeks time to eligible candidates to exercise their option to opt out of the promotion process, if they so desire. Officers upto SMGS-IV may also opt out of participating from all future promotions, i.e. from JMGS-I to MMGS-II, MMGS-II to MMGS-III, MMGS-III to SMGS-IV and from SMGS-IV to SMGS-V by submitting a letter on the lines of Annexure 3.3. The officers exercising such option would not be permitted to participate in the process for promotion to next higher grade in future. However, this category of officers may review their option and give willingness to participate in future promotion process to the next higher grade after expiry of 2 (two) years from the date the option to opt out from promotion process was given. They will be considered eligible to participate in the promotion process provided they have completed all the mandatory assignments in terms of the promotion policy in force at the time from a prospective date, i.e. from a date after they have completed the deficit mandatory assignments, if any. This would apply to all officers who seek to withdraw their earlier refusal for promotion, even though given prior to issue of the revised policy/guidelines.
b)
38
3.2.5.
Date of effect of Promotions: All the promotions under this policy would be effective from the date of declaration of results or date of approval of the promotions by the Appointing/Promoting Authority. However, in case of officers eligible for promotion from a retrospective date and found suitable for promotion, the promotion will be given effect from the date from which other officers of the relevant grade were promoted.
3.2.6.
Date of Eligibility: The date of eligibility will normally be the date of commencement of the promotion year or a date notified by DMD & CDO.
3.2.7.
Eligibility Criteria: An officer will have to meet minimum requirements under the following parameters to be eligible for consideration for promotion:
a)
Service Eligibility Criteria The service eligibility criteria including probation period in the existing grade for promotion to various grades will be as under:
Grade
No. of Years of Service in the Present Grade Normal Channel Fast Track Channel 2 years 2 years 2 years 2 years
JMGS I MMGS II * MMGS II MMGS III* MMGS III - SMGS IV* SMGS IV SMGS V*
6 years 5 years 5 years 5 years
* However, the officers considered for promotion as from 1.11.02 will be considered eligible for promotion during the promotion year 03-04 also even if they do not meet the service eligibility criteria, provided they meet other eligibility requirements and are not debarred for any reason. Note: While for the purpose of fulfilling service eligibility criteria, probation period served in the existing grade would also be counted, only officers confirmed as on the date of eligibility would be eligible to participate in the Promotion Process. b) Residual service in the Bank The candidates, to become eligible for promotion, should have a minimum of two years residual service with the Bank on the date of eligibility. For the purpose, the normal age of superannuation (at present 60 years) will be taken into consideration even though to work up to this age, the officer may require one or more extensions. c) Number of Chances The officers having exhausted the under noted number of chances will not be eligible for consideration for promotion:
39
Fast Track Normal Channel
2 4
A chance shall be deemed to have been availed if an officer does not opt out of Fast Track/Normal Channel promotion and he will be deemed to have availed the chance even if he absents himself from participating in the entire promotion process or any one of the prescribed stages of the promotion process for any reason. The chances availed from the promotion year 2003-04 onwards will only be counted for determining the number of chances availed. However, it has been observed that various eligibility/qualifying criteria (AARF score, written test qualifying score, allocation of vacancies etc.) under the Normal Channel process are less rigorous than those prescribed under the Fast Track Channel and as such these officers have a better chance of getting selected under the Nomal Channel than in the Fast Track Channel. Therefore, effective from the promotion year 2005-2006, there is no need to consider the offices for promotion under Fast Track Channel, once they become eligible for consideration under Normal Channel. Accordingly, henceforth, on becoming eligible for consideration under Normal Channel, the un-availed chances under Fast Track will not have any relevance and such officers will be eligible to be considered under only Normal Channel, if otherwise eligible, except in the case of backdated promotions on account of their being debarred during the relevant period etc. In such cases of backdated promotions, the officers will concurrently participate in the Fast Track and Normal Channel till they exhaust their Fast Track Chances. (Corp Centre Cir. CDO/P&HRD-CM/66/2004-05)
d)
Mandatory Assignments Besides required number of years service in the existing grade, the officers are expected to have acquired certain specific work experiences before they are considered for promotion to the next grade. Therefore, for consideration for promotion to various grades, the completion of the under noted assignments will be mandatory: 2 years service in Rural/Semi-urban Branch (es) and 2 years satisfactory, operational or line assignment or independent line assignment 3 years service in Rural/Semi-urban Branch (es) and 2 years satisfactory independent line assignment
For MMGS III* For SMGS IV*
* Provided thatIn cases where exemption from mandatory assignment has been given by the Bank, the requirement for completion of mandatory assignment for eligibility for promotion shall stand waived. Officers will be considered eligible for promotion only after satisfactorily completing the relative mandatory assignments. In case an officer has not completed the required mandatory assignment by the date of eligibility for promotion to the relevant grade, he will not be considered for promotion in the ensuing promotion exercise. However, such officers who failed to complete the mandatory assignments for reasons not attributable to them will be considered in future promotion exercises after they have satisfactorily completed the mandatory assignment, from the date they were otherwise eligible for promotion but for non-completion of mandatory assignment.
40
e)
AARF Score The officer should have secured minimum AARF score as given hereunder during the last four years (for other than MMGS-II Fast Track)/two years (for Fast Track MMGS II): MINIMUM AARF SCORE (EACH YEAR) i) Fast Track 90 * ii) Normal Channel 60 * There may be officers due for consideration for promotion to MMGS-II and MMGS-III not having the required number of AARFs written on them, as the eligibility period includes probation period of 2 years. Training period reports on such officers may be converted into equivalent AARF rating marks for the above purpose and preparation of Promotion Appraisal Form in terms of the system given in Annexure 3.4. However, to provide for aberrations in the otherwise consistent performance of an officer and also to ensure that the overall high standards are not diluted, effective from the promotion year 2005-2006, it has been decided that for promotions to MMGS-III, SMGS-IV & SMGS-V those officers who have an aggregate AARF score of 380 or more in relevant four years would also be eligible to be considered under the Fast Track Channel, even though they have a score less than 90 in one or more years. Similarly for promotion to MMGS-II under the Fast Track Channel, where only two years AARFs are considered, officers who have an aggregate AAF score of 190 or more in relevant two years would also be eligible to be considered even though they have a score less than 90 in any one year. (Corp Centre Cir. CDO/P&HRD-CM/66/2004-05)
f)
Debarment Officers who have given option not to participate in the promotion process or are under rigour of punishment on the date of eligibility due to imposition of penalty as a result of disciplinary action under the service rules will not be eligible to participate in the promotion process.
3.2.8.
Allocation of Vacancies: Fast Track Normal Channel For MMGS-II & MMGS-III 35% 55% For SMGS-IV & SMGS-V 35 % 65 %
3.2.9.
Promotion Appraisal Form (PAF): Promotion Appraisal Form based on the last four years AARFs (two years in case of MMGS II - Fast Track) will be prepared on all the officers, who are eligible to participate in the promotion process and have not opted out. The Promotion Appraisal Form has been redesigned with a view to simplifying the Form as also to make it objective and transparent. Accordingly, instead of differing weightages which were hitherto being assigned to marks given under AARF-III/III-A and AARF-IV/IV-A, the aggregate score awarded in the AARF would be taken in the Promotion Appraisal Form thus making the conversion simpler.
41
Effective from the promotion year 2005-2006, to provide a more appropriate balance between the various components of the promotion process, the weightages in the overall merit for promotions to SMGS-IV & SMGS-V have been realigned as under: REVISED (In %age) AARF Score : 35 CGM Recommendations : 20 Written test : 35 Interview : 10 -------------Total 100 -------------The assessment under the CGM's recommendations would be on the following attributers with a maximum score for each parameter indicated against them : 4 4 3 3 3 3 --------------Total 20 -------------The amended Promotion Appraisal Form for promotions to SMGS-IV & SMGS-V is placed at Annexure 3.26.1. (Corp Centre Cir. CDO/P&HRD-CM/66/2004-05) Further, the current system of evaluation of Promotion Appraisal Forms by a team of senior officers has also been dispensed with. The AARFs and the scores on the above simplified Promotion Appraisal Forms will be examined by the Recommending Authority and a certificate on the lines indicated on the revised Promotion Appraisal Form will be incorporated. The promoting/appointing authorities will take into consideration the reviewed AARFs of the relevant years and the certificate of the recommending authority on the Promotion Appraisal Form while deciding the promotion of the candidates and will incorporate a suitable confirmation to this effect in his orders effecting promotions. 3.2.10. Written test: For promotions to all grades upto SMGS-V, officers who are otherwise eligible for promotion on satisfying various eligibility criteria, have not opted out of promotion process and or are not debarred from taking part in the promotion process due to imposition of penalty and who have secured in the last four (two in case of Fast Track-MMGS-II) AARFs minimum stipulated marks will be eligible to write the written test to be held for the relevant grade. The minimum percentage of marks required in the written test to qualify for being considered for inclusion in the Zone of Consideration will be as under: - Ability for proactive action - Variety of Assignments - Strategic vision & execution capabilities - Problem Solving & Decision Making - Team Building & Motivator - Customer & Marketing Orientation
Minimum percentage of marks required Fast Track MMGS II, MMGS-III SMGS-IV & SMGS-V Normal Channel 70%
42
MMGS II, MMGS-III SMGS-IV & SMGS-V
50%
In this connection the written test for all promotions will be administered on the following lines: There will be a common written test both for Normal channel and Fast Track or separate tests as deemed necessary for each grade on a pre-appointed date and time in all circles The preparation of question paper and evaluation of answer books may be arranged by the Bank internally or through an outside agency like IBPS etc. who have experience in this area. The engagement of a reputed agency to conduct the written examination would lend credibility to the examination system and their experience would help the Bank in designing the written test of a type which takes into account the competencies, knowledge and skills required for various grades of officers. The marks and their percentile score in the written test will be advised to the candidates. The structure of the written test would be designed keeping in view the competencies and skills required at various grades and roles and responsibilities expected to be discharged. Accordingly, the test for promotions to MMGS-II & MMGS-III may be of a different pattern than thats there in the test for promotions to SMGS-IV & SMGS-V. 3.2.11. Zone of Consideration: All officers who qualify in terms of service eligibility criteria, residual service requirements, minimum AARF scores and have not opted out of the promotion process, have not exhausted all their chances, are not debarred from promotion on account of rigour of punishment and have not been declared unfit for promotion in the written examination, shall constitute the Zone of Consideration. The criteria for becoming unfit for promotion shall be as under: Has not completed mandatory assignments. Has exhausted all the chances. Has secured less than qualifying marks in AARF. Has secured less than qualifying marks in written test.
Although there may be a common test, separate Zones of Consideration will be prepared for Normal Channel and Fast Track promotions. 3.2.12. Concession to SC/ST officers: The concession to SC/ST officers in the matter of promotions to the MMGS-II & MMGS-III will continue to be available to the eligible SC/ST officers as per Govt. of India guidelines as amended from time to time. Accordingly, SC/ST candidate senior enough in the Zone of Consideration so as to be within the number of vacancies will be placed in the select list without interview. 3.2.13. Zone of Selection: All the officers in Zone of Consideration will be listed in the descending order of merit and number of officers twice (2 times) the number of vacancies taken from top of the merit list will form the Zone of Selection. In case more than one officer secures the marks equivalent to cut off mark, all such officers will enter the Zone of Selection even if the number exceeds the stipulated 2 times. However, if there are common candidates qualifying for inclusion in the Zone of selection for fast track as well as for normal channel, the Zone of Selection for Normal channel would be increased by the number of such common candidates.
43
In case less than the requisite number (i.e. less than twice the number of vacancies) of candidates qualify for inclusion in the Zone of Selection, the select list would be restricted to not more than half the number (of candidates) in the Zone of Selection to maintain desired level of selectivity in the process. Also if the required number of suitable candidates are not available, the vacancies remaining unfilled will be carried over to the next promotion year. Effective from the promotion year 2005-2006, the existing stipulation for maintaining the selectivity ratio at the time of finalizing the select list, i.e. 2:1 for Fast Track and Normal Channels and 3:1 for Seniority-cum-Merit Channel, has been dispensed with. Accordingly, the available vacancies may be filled in from the candidates qualifying in the Zone of Selection, subject to their being founde fit in interview. (Corp Centre Cir. CDO/P&HRD-CM/66/2004-05) For Promotions to MMGS-II and MMGS-III Circle-wise merit lists would be prepared. For the purpose, eligible officers in the Corporate Centre establishments, departments, associates, subsidiaries and on deputations will be considered along with their respective parent Circles, i.e. the Circle where they were last posted. However, for promotions to SMGS-IV & V, All India Merit list would be drawn. 3.2.14. Interview: The interviews will be conducted by a Committee appointed by the Promoting/Appointing Authority. Multiple Committees for the purpose may be formed, if required. The interview committee(s) for promotion to various grades will be constituted in terms of structure given in Annexure 3.11. For promotion to SMGS IV & SMGS-V in addition to individual interview, Group Discussions may be introduced at the discretion of Central Human Resources Committee. There will not be any separate marks for group discussion. The interview committee will, however, give due weightage to the performance of a candidate in the group discussion while awarding marks for interview. Further, Central Human Resources Committee will also have the discretion to include an outside expert in the interview panel for promotion to SMGS-IV and SMGS-V. The minimum qualifying Group Discussion/Interview marks for promotion to all the grades will be 40%. The respective promoting/appellate authorities may permit conduct of interviews of some or all the candidates through Videoconference. 3.2.15. Process of Selection: A final merit list based on composite score of Promotion Appraisal Form, written test and group discussion/interview taken in their assigned proportion, given below, will be drawn on the basis of marks awarded to all officers in the Zone of Selection who score equal to or more than the minimum qualifying marks in the interview. While the working sheets in this regard are given in Annexure 3.4 & 3.5, the proportion in which the various marks will be taken for the purpose of final merit is summarised hereunder: Proportions in which scores are to be taken in the final merit PAFs Written Test Interview
44
MMGS-II Fast Track MMGS-II Normal channel and both fast track and Normal channels for promotions to MMGS-III, SMGS-IV & SMGS-V
20%
70%
10%
40%
50%
10%
In case more than one officer secures marks equivalent to cut off mark, all such officers should be taken to the final select list provided the total number of officers does not exceed the vacancies assigned for the particular promotion by more than 5%. These additional promotions should be adjusted from the next years vacancies. However, in case of their number exceeding by more than 5%, the final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority. 3.2.16. Promoting and Appellate Authorities: For all grades upto SMGS-V, the Promoting and Appellate authority for various grades would be as given in Annexure 3.6. However, in case of need, on the recommendation of Dy. Managing Director & CDO, the Chairman, will have authority to appoint/change Promoting or Appellate Authority for any of the grades in a promotion year or more promotion years. 3.2.17. Sealed Cover Procedure: Sealed cover procedure shall be applicable in respect of promotions upto SMGS-V when the work and conduct of an officer has been investigated and records of the case have been duly examined by the disciplinary authority who has decided and ordered initiation of disciplinary proceedings and to serve a charge sheet under SBI Officers Service rules or CBI or any other investigating agency has filed a charge sheet and commenced trial in the court of law (after filing of FIR and completion of investigation). The other instructions related to sealed cover procedure and debarment policy as amended/modified from time to time will continue to be followed. 3.2.18. Time frame for Submitting Appeal against non-promotion: An aggrieved officer may prefer an appeal to the Appellate Authority within 30 days from the date the promotions are circulated, as per extant policy. However, no appeal will lie against non-promotion under Fast Track channel. In case of Normal Channel promotions, only the officers qualifying for Zone of Selection can appeal against their non-promotion, as hitherto. 3.2.19. Medical Examination: In respect of promotions to MMGS II and above promotion of the officers will be subject to medical fitness of the officers selected for promotion. 3.2.20. General: Clarification on the policy, if any, shall be given by the Deputy Managing Director & Corporate Development Officer in consultation with Central Human Resources Committee and his decision shall be final and binding on all concerned.
45
3.2.21.
Promotions up to SMGS-V Written Test Pattern of test for fast track & normal channel: The pattern of test for promotion to MMGS II , MMGS III, SMGS-IV & SMGS-V under the Fast Track and the Normal channels are detailed in the Annexures 3.21,3.22,3.23,3.24,3.25,3.26 and 3.27.
3.3
3.3.1.
EXEMPTION FROM RURAL SERVICE

(P&HRD/CM/8/35Dt.14.06.2002) Based on the autonomy given by the Govt. of India to Banks to give exemptions from rural/semi-urban posting in view of specialised nature of duties of certain officers and the need for using the services of the officers having professional/specialised qualifications and/or experience in the related areas for sufficiently long time, a scheme for exemption from rural/semi-urban assignment and/or line/operational assignments has been formulated as under: Officers having undernoted qualifications and/or those who have experience in the assignments indicated below will be eligible to be considered for exemption from rural/semi-urban assignment and/or line/operational assignments: i. ii. iii. iv. v. EDUCATIONAL QUALIFICATIONS: CA, ICWA, CFA B.Tech, B.E., M.Tech (Engineering graduates) M.B.A. M.C.A. C.I.S.A. Educational qualifications only from the recognised universities and institutions of repute recognised as equivalent by the appropriate/Govt. authorities. and as notified by DMD & CDO at Corporate Centre will be acceptable. The universities/institutions falling in the undernoted category will be considered acceptable. i. ii. iii. iv. v. vi. vii. All Central and State Universities i.e. the Universities formed by the Acts of the Central Govt./State Governments. All Indian Institutes of Technology (IITs). All Regional Engineering Colleges. All other Institutes/Colleges/Courses recognized by AICTE (All India Council for Technical Education, New Delhi). All Indian Institutes of Management (IIMs). All the Institutes/Colleges/Universities recognized and funded by UGC (Universities Grant Commission). Institute of Chartered Accountants of India, Institute of Cost and Works Accountants of India and Institute of Chartered Financial Analysts of India.
3.3.2.
a)
46
viii.
EDP Auditors Associations Inc. USA (EDPAA) for Certified Information Systems Auditors Examination (CISA).
A list of the UGC recognised important universities and institutions is given in Annexure 3.14. b) ASSIGNMENTS: i. ii. iii. iv. v. vi. vii. viii. ix. x. xi. xii. Credit Management Forex Treasury Dealing Marketing Computer System Project Finance Merchant Banking Investment Banking including merger and acquisition Risk & Asset & Liability Management Economic Research IBTOs/IBOs (Returning/Returned to India)
Minimum requirement of experience in the above assignments to qualify for exemption will be 2 years except such officers who have been specifically selected for training and posting in any of the identified areas listed in (b) above. In addition to the above, the Central Human Resources Committee will have discretion to add/delete any other qualification/ skill in the list depending upon the organisational needs with the approval of ECCB. 3.3.3. The Circle Management Committee (CMC) and the DMD & CDO in consultation with other departments will determine the need of skilled officers each year by 30th June and availability of such officers in the Circles or Corporate Centre. While determining such need it shall be kept in mind that exemption as proposed in the policy is not extended to a large number of officers and that such officers will eventually return to conventional/other banking assignments including posting in rural/semi-urban branches, and after completing their required assignments, may again be available for skilled assignments. The Circle Human Resources Committee at LHO & Central Human Resources Committee at Corporate Centre depending upon the availability of such officers in the Circles and Corporate Centre may consider, based on the data/ information available to them and if necessary by means of personal interaction with the concerned officials, shortlist the candidates who would be granted exemption in that year. The interview committee, if formed shall consist of one or two members of CHRC at LHO and Corporate Centre and a member from the department which needs a skilled person can be co-opted to finalise the list of the personnel who will be considered for listing for exemption. The discretion to
3.3.4.
47
grant exemption at Circle level will be vested with the Circle Human Resources Committee subject to confirmation by the Central Human Resources Committee at Corporate Centre. 3.3.5. In considering grant of exemption the age and experience of the officers as well as career development will be kept in view. Those who are granted exemption shall be considered eligible for promotion as per the existing criteria and guidelines except assignment(s) for which the exemption has been granted. The exemption shall be granted for the period of 6 to 8 years subject to extension upto 10 years at the discretion of the CHRC at Corporate Centre. In case an officer granted exemption is not found suitable later on, the Circle Human Resources Committee at the Circle level and Central Human Resources Committee at the Corporate Centre will have discretion to withdraw this exemption. The performance of these officers will be reviewed at half yearly intervals, including once in a year along with their AARFs and suitable action taken to improve their skills and experience if necessary. The implementation of the Scheme will be reviewed every 6 months and ECCB kept advised of the progress. (P&HRD/CM/8/35Dt.14.06.2002)
3.3.6.
3.3.7.
3.4
3.4.1. 3.4.1.1.
DEBARMENT POLICY (SEALED COVER PROCEDURE)

The Executive Committee of the Central Board has approved the Sealed Cover Procedure which is as under: Applicability The Sealed cover procedure shall be applicable in respect of promotion to the next higher grade/scale and confirmation in the Banks service only to the officers in JMGS 1 to SMGS IV against whom disciplinary action is pending or contemplated. Disciplinary action shall be deemed to be contemplated when The officer is placed under suspension OR The disciplinary authority passes an order to initiate disciplinary proceedings OR C B I or any other agency has filed a charge sheet in the court for the purpose of commencing trial OR The Bank has permitted/ has taken decision to permit C B I / other investigating agencies to prosecute the official. Disciplinary action shall be deemed to be pending when A charge sheet is served on the officer OR The criminal trial on the official has commenced in a court of law. Whenever a decision is taken by a Disciplinary Authority to initiate disciplinary proceeding against an officer, the same is communicated, in writing to the officer in a specified format. It should, however, be ensured that the charge sheet is served on the officer within a reasonable time of say four to six weeks.
48
In case of officers against whom disciplinary action is pending or contemplated and whose candidatures are being considered under sealed cover procedure, the following clause should be incorporated in the call letters to be sent to them: Please note that this call letter to you to attend the interview is without prejudice to the Banks right of initiating /continuing disciplinary proceeding against you and does not revoke /alter the suspension order issued to you vide ------------(if placed under suspension) 3.4.1.2. Procedure The procedure is applicable in respect of promotions to the next higher grade/scale and confirmation in the Bank's service. The findings of the Promoting Authority in case of promotion and those of the competent authority in case of confirmation are to be recorded separately and attached to the proceedings in a sealed envelope superscribed 'Finding regarding merit and suitability for promotion to / confirmation in .... (service / grade / post) in respect of Shri.....' and 'Not to be opened till after the termination of the suspension/ completion of the disciplinary proceedings against Shri ...The order of the Promoting Authority / Competent Authority need only contain the remark 'the findings are contained in the attached sealed envelope' (one cover for each officer separately for each promotion /confirmation). At the time of finalising the promotions, a list of officers found suitable for promotion is prepared. However, in respect of the officers whose results for promotion cannot be declared immediately, the findings are held in a sealed cover and recorded separately, and an indication evidencing that such a cover exists is recorded. If the officer is exonerated of the charges, the findings of the Promoting Authority, held in sealed cover, are acted upon. If he is found suitable for promotion, he is promoted thereafter with retrospective effect from the date he would have been promoted but for the pendency of disciplinary proceedings against him, against a vacancy in the higher grade that may have arisen in the meantime. If no such vacancy has arisen, he is promoted to the higher grade with retrospective effect on a supernumerary basis and absorbed against a future vacancy in that grade. The procedure stated in ii (a) above is followed, mutatis mutandis, in considering the confirmation of an officer under suspension and/or against whom departmental proceedings have been ordered / pending and/or prosecution has been launched in a Court of Law. Where the departmental proceedings have ended with the imposition of a minor penalty viz. censure, recovery of pecuniary loss to the Bank, withholding of increments of pay or withholding of promotion, the decision of the Promoting Authority, in favour of the employee, kept in the sealed cover, is not to be given effect to. (Prior to introduction of 'Sealed Cover Procedure', officers punished on the conclusion of the disciplinary proceedings were not considered during the period of the penalty i.e. during the period of rigour. This practice is still being followed.) In the case of imposition of major penalties, all sealed covers are rendered infructuous. In so far as the confirmation of an officer in similar circumstances is concerned, the Competent Authority is required to review the case for confirmation immediately after conclusion of the disciplinary proceedings and if the findings held in sealed cover are in favour of the officer, he will be confirmed in the relative grade or scale from prospective date, subject to the provisions of SBI Officers Service Rules. In respect of officers whose conduct is under investigation or in contemplation of such investigation either departmentally or by outside agencies, the Sealed Cover Procedure is applied only after the conclusion of the investigation and where the Competent Authority,
i.
ii. (a)
(b)
iii.(a)
(b) (c)
iv.
49
on consideration of the report of the investigation, has formed the opinion and has recorded his orders to the effect that the officer is to be charge-sheeted for departmental action or a decision is taken and recorded by the Competent Authority to permit prosecution when such prosecution is proposed. Until the Competent Authority arrives at such a decision and records his orders in writing, the officer is treated at par with others in the matter of consideration for promotion and confirmation. v. If an officer is facing prosecution in a Court of Law on any matter involving moral turpitude or lack of integrity, his case has also to be dealt with in accordance with the 'Sealed Cover Procedure' on the lines indicated above. Effect of debarment on promotion of officers who have been imposed various minor / major penalties: Effect of debarment on promotion of officers on whom various minor / major penalties have been imposed in terms of Rule 67 of the SBI Officers Service Rules 1992 is given below: (i) (ii) (iii) Censure: Censure will not be a bar on the eligibility for consideration of the officer for promotion. Withholding of increments of pay with or without cumulative effect: The officer is not eligible for consideration for promotion for the period his increment(s) is/are withheld. Withholding of promotions: The officer will not be eligible for consideration for promotion for the period specified in the Order of the Disciplinary Authority from the date of his first eligibility for the next promotion or as otherwise indicated in the Order of the Disciplinary Authority. In such cases, the finding held in sealed covers, not covered by the period specified in the order of the Disciplinary Authority, are to be opened and acted upon. Recovery of the whole or part of any pecuniary loss from pay or from such other amount as may be due to him: The officer is not eligible for consideration for promotion until the amount of the pecuniary loss is fully recovered. Reduction to a lower stage in a time scale: The officer is not eligible for consideration for promotion till the rigour period is over i.e. till the pay is restored to the level before the punishment. Reduction to a lower grade or post: The period for which an officer is not eligible for consideration for promotion is determined depending on the circumstances of each case and on the decision of the Appointing /Disciplinary Authority. Compulsory Retirement, Removal from Service and Dismissal: In all these cases, the question of eligibility for promotion will not arise. (CDO/PM/CIR/60 Dt.29.08.2002)
3.4.2.
(iv)
(v)
(vi)
(vii)
3.5
3.5.1.
APPEALS AGAINST NON-PROMOTION

In respect of promotions of officers up to SMGS V, appeal against non-promotion can be preferred by officers who figure in the Zone of Selection under the Normal Channel for the relevant promotion. There is no provision for appeal against non-promotion under the Fast Track Channel Appeals against non-promotion can be preferred only after declaration of the final results of the relative promotion.
3.5.2.
50
3.5.3. 3.5.4.(a)
Aggrieved officers may prefer appeals to the appellate authority within 30 days from the date of the circular after which the appeal would not be entertained. It is observed that some of the aggrieved officers who submit their appeals against nonpromotion enter into further direct correspondence with Corporate Centre functionaries in the matter. As the outcome of an appeal is advised to the respective controlling authority immediately after its disposal by the appellate authority, no purpose is served by such correspondence with Corporate Centre functionaries. Besides, this leads to considerable amount of avoidable work load at Corporate Centre.
(b) Members of the supervising staff should, after submission of an appeal against nonpromotion, route correspondence in the matter, if any, only through their controlling authority, as it is not possible for Corporate Centre to act upon such direct correspondence. (c) Further, as there is no system of review of the decision of the appellate authority in respect of an appeal against non-promotion, there should not be any request for such a review once an appeal has been rejected. 3.5.5. (a) (b) In order to deal with the appeal expeditiously, the following procedure shall be adopted: The list containing promotions will be circularised to branches as soon as the results are declared. An officer who is not promoted but included in Zone of Selection may prefer an appeal against his non promotion direct to the appellate authority. While preferring the appeal, the officer should send the original appeal with an extra copy to the appellate authority. Simultaneously, a copy of the appeal should also be sent to the Asstt. General Manager (HR) at Local Head Office. On receipt of the appeal, it will be acknowledged to the appellant at the recorded address, indicating the date of receipt. A copy of this letter together with a copy of the appeal will be forwarded by the appellate authority to the P & HR Department for comments.
(c)
(d) The appeal will be processed and the General Manager / Chief General Manager will forward his comments as soon as possible and in any case not later than 30 days from the date of receipt of the appeal. The decision on the appeal will be communicated to the officer concerned and, where considered necessary, the officer will also be counselled by the General Manager / Chief General Manager in regard to the areas of deficiencies as may be observed by the circle management or as may be communicated by the appellate authority.
3.6
3.6.1.
MISCELLANEOUS ISSUES RELATING TO PROMOTIONS UPTO SMGS V

Officers who have retired from Bank's service: Officers who have already retired from Bank's service will not be considered for promotion to next grade. (Ref ADM / VB / 507 Dt.04.04.1994)
3.6.2. 3.6.2.1.
Clarifications on miscellaneous issues related to promotion policy for general cadre officers for promotions upto SMGS-V: Eligibility of Officers under Rigour
51
The new promotion policy provides that officers under rigour as on the date of eligibility will not be eligible to participate in the promotion process. Whether or not an officer, whose period of rigour starts after the date of eligibility but before the promotion process is completed, will be eligible to participate in the promotion process. Clarification It is clarified that even where the rigour period starts after the date of eligibility but any time before the completion of the promotion process, the officer would be rendered ineligible for consideration for promotion, and will not be eligible to participate in further promotion process, even if he has participated in a part of the process. 3.6.2.2. It has been advised that Trainee Officers batch of 1997 was confirmed w.e.f. 1.8. 1999 in July 2000 would be eligible to be considered for promotion to MMGS-II under the normal channel also. However, as only 3 AARFs are available (as on 31-3-2001, 31-3-2002 & 31.3.2003), the procedure for considering their eligibility for promotion as also for preparation of the PAF needs to be clarified. Clarification It is proposed that the three reports which are available may only be taken for the purpose of determining the eligibility for participation in the promotion process as also in the Promotion Appraisal Form. The factor for converting the aggregate score would accordingly be modified (90/300 for 3 reports instead of 90/400 for 4 reports). 3.6.2.3. Debarment Authority structure for approval of refusal/revocation of refusal of promotion. Clarification There is no need for approval of the refusal. However, the revocation of refusal should be approved by the controlling authority to ensure that the revocation request is in order and need for placing such officer on deficit mandatory assignment, if any, is also examined at this stage itself. 3.6.2.4. Notification of vacancies Whether notification of vacancies identified for promotion in MMGS-II & MMGS-III is required to be done? Clarification The new policy does not contemplate circularisation of the vacancies for promotion to any grade. 3.6.2.5 Eligibility of Officers promoted under List-B In the past, officers who had not completed the requisite assignments were considered for promotion under List-B. Clarification has been sought as to whether an officer whose promotion under list-B from a back date is released after the date of eligibility would be eligible to participate in the promotion exercise. Clarification Officers, whose promotion under List-B effective from a back date has been released after the date of eligibility may also be considered eligible to participate in the promotion exercise. However, it would be the responsibility of the concerned Circle to satisfy that the concerned officer has satisfactorily completed the deficit assignment and the process of approval of release of promotion letter to the concerned officer is completed before the
52
promotion test and the officer meets the other eligibility requirement prescribed for his next promotion. Where the officers promotion under list B could not be released in time and he is unable to participate in the promotion process, he may be considered for promotion as from a back date in future. 3.6.2.6. Number of Chances In case an officer does not opt out of the promotion process, but is rendered ineligible on account of low score in the AARF and is thus unable to participate in the promotion process, will it be counted as a loss of chance? Clarification In case an officer is rendered ineligible on account of low score in the AARF it will not count as loss of a chance. (Enclosure to Letter No. P&HRD/CM/8/SPL/821 dated 10-11-2003) 3.6.2.7. Officers who qualify for interview under both channels Clarification On the basis of legal advice it is clarified that an officer eligible to be considered for promotion under both the channels, i.e. normal and fast track, who qualifies in the Zone of Selection under both the channels will be interviewed only once. The marks obtained in the interview will be taken in both the channels for determination of merit in the final select lists of the respective channels. However, all such officers should be advised of the same at the time of advising them of the interview schedule etc. on the lines of draft shown in annexure 3.1. 3.6.2.8. Preparation of Promotion Appraisal Forms on Officers on deputation Clarification Promotion Appraisal Form would be prepared by the Circle, in whose area the organization, to which the officer has been deputed to, is located. In respect of the officers on deputation to the organizations/departments which have a functional relationship with Corporate Centre Department (such as ARCIL > Credit Management Department (Securitisation Cell)), the PAF would be prepared by such Corporate Centre Department. (Enclosure to Letter No. P&HRD/CM/8/SPL/760 dated 11.10-2003)
53
3.7 1.
EXECUTIVE SELECTION SYSTEM (ESS)
APPLICABILITY
The scope of the Executive Selection System (ESS) would cover all promotions to the Top Executive Grades, viz.: Top Executive Grade Scale VI (Deputy General Managers) Top Executive Grade Scale VII (General Managers) Top Executive Grade Special Scale I (Chief General Managers) Top Executive Grade Special Scale II (Deputy Managing Directors)
2.
PROMOTION YEAR
The promotion year will be co-terminus with the Bank's financial year i.e. April to March. The exercise would start immediately after the commencement of the financial year as business budgets are put in place immediately after the commencement of the financial year and it would be desirable that new incumbents are in place as early thereafter as possible. Since confidential reports are also required to be written on the 31st March each year, compilation of Promotional Appraisal Forms would be facilitated if these are also compiled as on the 31st March.
3.
1. a.
DIRECTORS' PROMOTION COMMITTEE (DPC)

For promotions to TEG Special Scale-II (Deputy Managing Director) Composition: i) Chairman ii) Managing Directors in position iii) Government of India's nominee on the Central Board iv) Reserve Bank of India's nominee on the Central Board v) One Director of the Central Board to be nominated by the Central Board vi) Two outside experts, renowned in the fields of Academics, Administration/Management to be nominated by the Central Board. Quorum : The minimum quorum for the Directors' Promotion Committee will be six; i.e. five Board members (i.e. executive/non-executive Directors combined) and one expert. Provided further that the members mentioned against items 1 (i), (ii), (iii) and (iv) above are present. For promotions to TEG Special Scale-I (Chief General Manager) Composition: i) Chairman ii) Managing Directors in position iii) Reserve Bank of India's nominee on the Central Board iv) Two Directors of the Central Board to be nominated by the Central Board v) Two outside experts, renowned in the fields of Academics, Administration/Management to be nominated by the Central Board. Quorum : The minimum quorum for the Directors' Promotion Committee will be six; i.e. five Board members (i.e. executive/non-executive Directors combined) and one expert. Provided further that the members mentioned against items 1 (i), (ii), and (iii) above are present.
b.
2, a.
b.
54
3A.
i) ii)
DECISION MAKING RULES :

The Directors' Promotion Committee will meet all the candidates in the Zone of Selection, in individual and group sittings. The Directors' Promotion Committee will recommend, by consensus, to the Executive Committee of the Central Board, the Promoting Authority, names of officers found suitable for promotion. All the members of the Directors' Promotion Committee will have one nontransferable vote. The DPC will also recommend a panel of names for promotions against future vacancies in the financial year, as and when they arise. The names recommended will be in order of inter-se seniority of the officers.
4.
SERVICE ELIGIBILITY CRITERIA

The minimum eligibility service for promotions to various Top Executive Grades, which shall be reckoned as on the 1st April of the relative Promotion Year, shall be as under : Promotions From/To AGM/DGM DGM/GM GM/CGM CGM/DMD Service Eligibility Criteria (as on the 1st April of the relative Promotion Year) 3 years 3 years 2 years 1 year
(Officers under suspension will not be eligible for promotion during the period of suspension). 2. There shall also be a stipulation regarding the minimum remaining period of service (residual service). A uniform residual service of 2 years is stipulated in respect of all promotions to the Top Executive levels. The effective date for reckoning the residual service will be the 1st April of every year and not the date of promotion. Vacancies shall also be determined as on the 31st March of the financial year in which the promotions are being made (i.e. the end of the financial year). Officers who have been called for interview on three occasions for promotion to a particular grade and are not promoted would be debarred from consideration on one occasion and thereafter will be called for interview on three more occasions, if otherwise eligible. Not appearing for interview, for any reason, would however, be counted as a chance. If any of the officers is not promoted despite giving six chances as above; the officer would be debarred from further consideration.
3.
5.
1.
ZONE OF CONSIDERATION
Zone of Consideration will consist of all the repeaters i.e. officials in the qualifying grade who were not selected earlier, provided that they have not become ineligible in the meantime on account of lack of residual service, exhausting available chances, plus candidates from fresh batch(es), if otherwise eligible, taken in order of seniority equal to twice the number of existing vacancies and vacancies likely to arise in the financial year. Provided however, i) if the fresher available are less than twice the number of vacancies, the ECCB/CB may permit selection of candidates to fill up the existing vacancies and vacancies likely to arise during the promotion year from the available number of freshers and repeaters ensuring that the number of freshers are not less than the number of
55
vacancies and the total number of eligible candidates (repeaters and freshers) are at least equal to twice the number of vacancies to be filled in. ii) if more than one promotion exercises are conducted during a promotion year and during the first exercise promotions were made as per (i) above, subsequent exercise during the same promotion year will also be held on the similar lines, i.e. by allowing relaxation in the number of freshers if freshers equal to two times the number of vacancies were not available.
Further, care will be taken to ensure that amongst the freshers, all officers who have identical seniority as that of the officer standing at the last number representing the Zone of Consideration are included. Identical seniority would mean officers having identical dates of promotion not only to the present grade but also to all the previous grade and they should have enteed/been promoted as an officer on the same date. Because of the stipulation regarding all officers having identical seniority to be called in, at times, the Zone of Consideration may go abve the indicative ration of 1:2. The afore said amendments became effective from the date of appoval of the ECCB i.e. the 11th November 2004. (Corp Centre Cir No. P&HRD:CM:CIR:41 of 13.11.2004) 2. In addition, there will be a Fast Track Promotion Channel for promotions to TEG Scale-VI, introduced from promotion year 2003-2004, details of which are given in Annexure 3.27. The existing system of selection of Deputy General Managers will henceforth be called Normal Channel.
5.1.
PROVISION OF OPTING OUT OF THE PROMOTION PROCESS

Effective from the promotion year 2005-2006, a sub para has been included in the Executive Selection System, with the approval of the Executive Committee of Central Board, providing thereby a provision for opting out of the promotion process, which reads as under: "All officers in Zone of Consideration will be given an option to opt-out of the promotion process for the particular promotion year before calling for recommendations on them from their respective controllers. For the candidates who opt out of the process for a particular year, it will not be counted as a chance availed and no recommendations on such candidates would be called for from their controllers for that particular promotion year. Candidates would be required to submit their irrevocable option within the stipulated period after declaration of Zone of Consideration, which would remain valid for the particular promotion year." The aforementioned option will be available to the officers who shall be considered for promotion to Top Executive Grades from promotion year 2005-2006 onwards. For this purpose all officers in ZOC would be addressed a letter seeking their option in the matter and recommendations from the controllers will be called in respect of only those candidates who do not opt-out of the process for the particular promotion year.
6.
PROMOTION APPRAISAL FORMS (PAF)

Promotion Appraisal Forms will be prepared in respect of all officers in the Zone of Consideration for promotion upto and including the Chief General Manager's grade. The forms will be submitted by an officer not below the rank of a Chief General Manager.
7.
ZONE OF SELECTION
56
For promotions upto and including Chief General Manager's grades, the officers in the Zone of Consideration who have secured 75% or more marks in the Promotion Appraisal Form will constitute the Zone of Selection. In respect of promotions to the grade of Deputy Managing Directors, all officers in the Zone of Consideration will automatically qualify for inclusion in the Zone of Selection.
8. 1.
POTENTIAL/PERSONALITY ASSESSMENT Promotions to Dy. General Manager's and General Manager's grade :
The Interview Committee will meet all the officers in Zone of Selection in interactive sessions in groups and/or individually to judge their communication skills, leadership qualities, team playing spirits, general awareness, potential and other skills and will rate them on the identified parameters under various personality traits in the enclosed interview sheet. The group interaction will be a part of the interview/interaction and will not carry any separate marks. The Interview Committee will consist of :
Promotion From / To
AGM / DGM
Constitution of the Interview Committee

One Deputy Managing Director, two Chief General Managers and one outside expert renowned in the field of Academics, Administration/Management to be nominated by the Central Board. Three Deputy Managing Directors and one outside expert renowned in the field of Academics, Administration / Management to be nominated by the Central Board.
DGM / GM
Individual members including outside expert to be nominated on the Interview Committee will be decided by the Chairman on the recommendations of the Deputy Managing Director and Corporate Development Officer. The Interview Committee will rate the candidates on the laid down traits and candidates securing less than 60% marks in the interview would be considered ineligible for promotion.
2.
Promotions to Chief General Manager's and Deputy Managing Director's Grades :

In respect of promotions of General Managers to Chief General Managers and Chief General Managers to Deputy Managing Directors, the members of the Directors' Promotion Committee will meet the candidates in the Zone of Selection in interactive sessions in groups and/or individually, and assess the potential and vision of the eligible officers.
9.
SELECT LIST
57
(Select list would be the list of officers who are promoted against clear, existing vacancies on the date of approval of promotions by the ECCB.)
1.
Promotions to Deputy General Manager's and General Manager's Grades

The Deputy Managing Director and Corporate Development Officer will draw a final merit list of officers interviewed on the basis of marks awarded by the Recommending Authority in the Promotion Appraisal Form and personality judgement (interview) giving a weightage of 75% and 25% to Promotion Appraisal Form and interview respectively. In other words, the aggregate marks of Performance Appraisal Form would be 75 and interview shall be for 25 marks. Based on the marks awarded/scored under both the parameters a merit list will be prepared. Total number of candidates equal to the number of existing vacancies and vacancies likely to arise during the year taken from the top of the merit list and rearranged as per inter-se seniority, will form the list of successful candidates. The candidates equal to the number of existing vacancies taken from the top of this list (rearranged as per inter-se seniority) shall be recommended to the Executive Committee of the Central Board, the Promoting Authority, for immediate promotion to that grade. Other successful candidates, equal to the number of expected vacancies in the financial year in which the promotion is being held will be placed in a panel, in order of inter-se seniority with the approval of the ECCB. Recommendations to the ECCB will be made by the Central Management Committee (CENMAC). The names from the panel will be released by the Chairman in order of seniority as and when vacancies arise.
2.
Promotions to Chief General Manager's and Deputy Managing Director's Grades :

The Directors' Promotion Committee will make its recommendations by consensus regarding suitable candidates by giving them individual rankings. Total number of candidates equal to the number of existing vacancies and vacancies likely to arise during the year taken from the top of the merit list and rearranged as per inter-se seniority, will form the list of successful candidates. The candidates equal to the number of existing vacancies taken from the top of this list (rearranged as per inter-se seniority) shall be recommended to the Executive Committee of the Central Board, the Promoting Authority, for immediate promotion to that grade. Other successful candidates, equal to the number of expected vacancies in the financial year in which the promotion is being held will be placed in a panel, in order of inter-se seniority with the approval of the ECCB. Recommendations to the ECCB will be made by the Directors Promotion Committee. The names from the panel will be released by the Chairman in order of seniority as and when vacancies arise.
10.
1.
VIGILANCE CLEARANCE
Before, recommending to the Executive Committee of the Central Board, the Deputy .Managing Director and Corporate Development Officer will obtain and record clearance from vigilance angle, in respect of all the officers recommended for promotion. The Deputy Managing Director and Corporate Development Officer will also ensure that the instructions in regard to holdings under Promoters' Quota/Employees' Quota by the eligible officers are properly carried out. Since Sealed Cover Procedure is not extended to promotions to the Top Executive Grades, the following will be the guiding principles: If the work and conduct of an officer has been investigated and records of the case have been duly examined by the Disciplinary Authority who has decided and ordered initiation of disciplinary proceedings and serving of a charge-sheet under SBI Officers Service Rules or CBI or any other investigating agency has filed a charge sheet and commenced trial in the court of law (after filing of
2.
3. (i)
58
FIR and completion of investigation), his result will be withheld and reviewed by the Promoting / Appointing Authority upon conclusion of a disciplinary action, depending upon the punishment, if any awarded and rigour attached thereto. The disciplinary action shall be deemed to be contemplated when:
a) The officer is under suspension b) The Disciplinary Authority passes an order to initiate disciplinary proceedings c) CBI or any other agency has filed a charge-sheet in the court for the purpose of commencing trial d) The Bank has permitted / has taken a decision to permit CBI / other investigating agency to prosecute the official. a) b) ii) 4. Disciplinary action shall be deemed to be "pending" when a chargesheet is served on the officer The criminal trial on the official has commenced in a court of law
Cases where imputation of lapses has been issued will be treated on a similar footing as if a charge-sheet has been issued. The effect of imposition of various minor/major penalties in terms of Rule 67 of the SBI Officers' Service Rules on consideration for promotion/promotion will be as under:
a)
i)
Minor Penalties
Censure: Censure will not be a bar on the eligibility for consideration of the officer for promotion. However, first result withheld will be rendered in fructuous. Withholding of increments of pay with or without cumulative effect: The officer is not eligible for consideration for promotion for the period his increment(s) is/are withheld. Withholding of promotions: The officer will not be eligible for consideration for promotion for the period specified in the Order of the Disciplinary Authority from the date of his first eligibility for the next promotion or as otherwise indicated in the Order of the Disciplinary Authority. Recovery of the whole or part of any pecuniary loss from pay or from such other amount as may be due to him: The officer is not eligible for consideration for promotion until the amount of the pecuniary loss is fully recovered.
ii)
iii)
iv)
b)
i) ii)
Major Penalties
Reduction to a lower stage in a time scale: The officer is not eligible for consideration for promotion till the rigour period is over i.e. till the pay is restored to the level before the punishment. Reduction to a lower grade or post: The period for which an officer is not eligible for consideration for promotion is determined depending on the circumstances of each case and decision of the Appointing/Disciplinary Authority. Compulsory Retirement, Removal from service and Dismissal: In all these cases, the question of eligibility for promotion will not arise.
iii)
59
11.
1.
EMPANELMENT OF SELECTED OFFICERS

Officers in the select list equal to the number of vacancies existing as on the date of approval of promotion results by ECCB will be declared promoted as from that date. However, to meet vacancies arising out of natural retirements/expected voluntary retirements/creation of posts, etc. during the financial year in which the promotion is being made, a panel will be maintained of suitable officers in order of inter-se seniority from which promotions will be released at suitable intervals, in groups, keeping in view administrative convenience. The entire select list as well as the panel wait-listed will be placed together before the Executive Committee of the Central Board, the Promoting Authority, for approval. While the promotions of the officers in the select list will be released as from the date the Executive Committee of the Central Board approve their promotions, officers will be released from the panel as and when vacancies arise with due approval of the Chairman. In case of officers who are on deputation to outside organisations including Government of India/posted abroad/deputation to associates and subsidiaries i.e. those who are in positions not categorised within the Bank, ideally they should come back to the Bank and get their promotions. However, as this may not be administratively convenient, it is decided that while the promotion of officers in the select list who are on deputation/posted abroad etc. will be released alongwith other officers in the select list, the promotion of such officers who are empanelled will be released only when the promotion of an officer lower in rank to them in the panel as per inter-se seniority is released against a vacancy arising within the Bank in India. However, if an officer on deputation/posted abroad is placed last on the panel, his promotion will be released alongwith that of the previous candidate on the panel who is released for promotion within India. The panel will be maintained in order of inter-se seniority. The panel will be valid till the end of the financial year in which the promotion is being made. During the pendency of a panel, fresh promotion exercise for that grade will not be normally taken up. The officers empanelled once will not be subjected to further exercise as they would have been absorbed in the vacancies that would have arisen before the financial year was over.
2.
3.
4. 5.
12.
GENERAL
Any change required in the Executive Selection System due to administrative/operational reasons may be done by the Executive Committee of the Central Board and reported to the Central Board in its next meeting. Recommendations to the Executive Committee of the Central Board shall be made by the Central Human Resources Committee (CHRC) (Ref CDO/PM/44/2/SPL/ 7980 Dt.04.03.1997)
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3.8
3.8.1.
STAFF SUPERVISING: SPECIALIST OFFICERS PROMOTION POLICY FOR SPECIALIST (NON BANKING) CADRE FOR PROMOTIONS UPTO SMGS V
The Executive Committee of the Central Board in its meeting held on the 7th November 2003, has approved the revision in the promotion policy for specialist (non banking) cadre officers for promotions upto SMGS-V for implementation with effect from the current promotion year, i.e. 20032004. The policy has the following objectives: To plan for availability of suitably trained and experienced officers in the specialist (non banking) cadre in various grades who have kept abreast with the changes and developments in their respective fields, and To provide reasonable career progression and professional growth opportunities to these officers.
3.8.2
Promotion year: Each financial year beginning April 1st and ending March 31st will be treated as a promotion year for conducting promotional exercise subject to availability of vacancies in each grade.
3.8.3
Vacancies: In the beginning of each promotion year the number of vacancies in each specialist (non-banking officers) category for various grades will be determined taking in to consideration the number of available officers in that grade, and the number of candidates available for consideration for promotion and immediate and future needs of the Bank for value added jobs.
3.8.4.
Option: Such of those officers who do not find themselves well equipped to participate in the promotion process, may opt out for the current years promotion exercise, or for more than one year, at their volition, by submitting an application on the lines of the format given in Annexure-3.15. In the absence of the option, the Bank will presume that the officer wishes to participate in the promotion process and if he does not later on participate in the entire promotion process or absents himself at any of the stages thereof he will be deemed to have lost one chance, irrespective of the reason for which the officer absents himself. For this purpose, a circular will be issued by the Circles/P&HRD Department, Corporate Centre before start of the exercise, giving about two weeks time to eligible candidates to exercise their option to opt out of the promotion process, if they so desire.
3.8.5.
Refusal of promotion: Officers upto SMGS-IV would have the option to refuse further promotions, i.e. from JMGS-I to MMGS-II, from MMGS-II to MMGS-III, from MMGS-III to SMGS-IV and from SMGS-IV to SMGS-V. The officers refusing promotion would be debarred from participating in the process for promotion to next higher grade. The officers would be permitted to revoke the refusal for promotion after 2 years.Officers refusing further promotion would be required to furnish an undertaking as per Annexure 3.16.
3.8.6.
Date of Effect of Promotion: All the promotions under this policy would be effective from the date of declaration of results or date of issuance of promotion orders by the Appointing/Promoting Authority.
3.8.7.
Date of Eligibility:
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The date of eligibility will normally be the date of commencement of the promotion year or a date notified by DMD&CDO. 3.8.8. Eligibility Criteria: An officer will have to meet minimum requirements under the following parameters to be eligible for consideration for promotion: a) Service Eligibility Criteria The service eligibility criteria including probation period in the existing grade for promotion to various grades will be as under: Grade JMGS I - MMGS II MMGS II - MMGS III MMGS III - SMGS IV SMGS IV - SMGS V No. of years in the Present Grade 6 years 5 years 5 years 5 years
However, the officers who were in Zone of Consideration during 2002-2003, will be eligible for consideration even if they do not meet the above service eligibility criteria, provided they satisfy other eligibility requirements. b) Residual Service in the Bank The candidates, to become eligible for promotion, should have a minimum of two years residual service with the Bank on the date of eligibility. For the purpose, the normal age of superannuation (at present 60 years) will be taken into consideration even though to work upto this age, the officer may require one or more extensions. c) Number of Chances The officers having exhausted four chances will not be eligible for consideration for promotion. A chance shall be deemed to have been availed if an officer does not opt out and he will be deemed to have availed the chance even if he absents himself from participating in the entire promotion process or any one of the prescribed stages of the promotion process for any reasons. The chances availed from the promotion year 2003-04 onwards will only be counted for determining the number of chances availed. d) AARF Score The officer should have secured minimum AARF score of 60 during the last four years. e) Debarment Officers who have given refusal for promotion or are under rigour of punishment on the date of eligibility due to imposition of penalty as a result of disciplinary action under the service rules will not be eligible to participate in the promotion process.
62
3.8.9.
Promotion Appraisal Form (PAF): PAF based on the last four years AARFs will be prepared on all the officers, who are eligible to participate in the promotion process and have not opted out. The Promotion Appraisal Form has been redesigned with a view to simplifying the Form as also to make it objective. Accordingly, instead of differing weightages which were hitherto being assigned to marks given under AARF-III/III-A and AARF-IV/IV-A, the aggregate score awarded in the AARF would be taken in the PAF thus making the conversion simpler and impart transparency. Similarly the traits rating awarded in the PAFs in respect of promotions to SMGS-IV and SMGS-V has been done away with and has been replaced with the parameter "overall suitability for promotion" which will be indicated in terms of score assigned there against. Format of PAF which could be used for all the grades is given at Annexure 3.17. Further, the current system of evaluation of PAFs by a team of senior officers, which was not adding any value, has been dispensed with. The AARFs and the scores on the above simplified PAFs will be examined by the Recommending Authority and a certificate on the lines indicated on the revised PAF will be incorporated. The Promoting/Appointing Authority will take into consideration the reviewed AARFs of the relevant years and the certificate of the recommending authority on the PAF while deciding the promotion of the candidate and will incorporate a suitable confirmation to this effect in his order effecting promotion.
3.8.10.
Written test: For promotions to all grades upto SMGS-V, officers who are otherwise eligible for promotion on satisfying various eligibility criteria and who have secured in the last four AARFs minimum stipulated marks will be eligible to write the written test to be held for the relevant grade. The minimum percentage of marks required in the written test to qualify for being considered for inclusion in the ZOS will be 50%. In this connection the written test for all promotions will be administered on the following lines:
a) b)
There will be a written test for each grade on a pre-appointed date and time in all circles/centres. The preparation of question paper and evaluation of answer books may be arranged by the Bank through an outside agency like IBPS, etc. who have vast experience in this area or in-house. The engagement of a reputed agency to conduct the written examination would lend credibility to the examination system and their experience would help us in designing the written test of standard of Banks choice. The marks and their percentile score in the written test will be advised to the candidates. The structure of the written test would be designed keeping in view the knowledge and skills required at various grades. Accordingly, the test for promotions to each grade may be of a different pattern.
c)
3.8.11.
Waiver of Written Test : Effective from the promotion year 2005-2006, the requirement of written test will be dispensed with in respect of the following categories of Specialist Officers for their promotions to various grades up to SGMS-V :i) ii) iii) iv) Archivist Company Secretary Catering Cost Accountant
63
v) vi) vii) viii) ix) x) xi) xii) xiii)
Chartered Accountant Engineer (Fire) History Liaison Librarian Medical Pricing Security Statistician
However, written will continue to be held in respect of all other categories of specialist officers i.e. Economist, Engineer (C&C), Engineer (Electrical), Engineer (Civil), Hindi, Law, RDO, Systems, Technical Officers (SSI) etc. Weightages for promotion : In respect of those categories of officers, where written test is waived, the weightages for different parameters has been realigned as under :
Parameter PAFs Interview Total
% Marks 80 20 100
However, in respect of all other categories of specialist officers, weightages for different parameters will continue to be as follow : Parameter PAFs Written Test Interview Total % Marks 40 50 10 100 (Corp Centre Cir. No. CDO/P&HRD-PHRD/21/2005-06) 3.8.12. Zone of Consideration: All officers who qualify in terms of service eligibility criteria, residual service requirements, minimum AARF scores and have not opted out of the promotion process, exhausted all their chances, debarred from promotion on account of rigour of punishment, and declared unfit for promotion in the written examination shall constitute the Zone of Consideration. The criteria for becoming unfit for promotion shall be as under: i. ii. iii. 3.8.13. Has exhausted all the chances Has secured less than qualifying marks in AARF. Has secured less than qualifying marks in written test
Concession to SC/ST officers: The concession to SC/ST officers in the matter of promotions to the MMGS-II and MMGS-III will continue to be available to the eligible SC/ST officers as per Govt. of India guidelines as amended from time to time. Accordingly, SC/ST candidate senior enough in the Zone of Consideration so as to be within the number of vacancies will be placed in the select list without interview.
64
3.8.14.
Zone of Selection: All the officers in Zone of Consideration who score equal to or more than the minimum qualifying percentage of marks in the written test as mentioned above will be listed in the descending order of merit which would be based on the aggregate of scores of PAF and written examination taken in their assigned proportions. The number of officers twice (2 times) the number of vacancies taken from top of the merit list will form the Zone of Selection. In case more than one officer secures the marks equivalent to cut off mark, all such officers will enter the Zone of Selection even if the number exceeds the stipulated 2 times, and will be called for interview. However, w.e.f. the promotion year 2005-06, Specialist (non-banking) cadre officers for promotions upto Scale V, the existing stipulation of maintaining the selectivity ratio at the time of finalizing the select list i.e. 2:1 has been dispensed with. Accordingly, the available vacancies may be filled in from the candidates qualifying in the Zone of Selection, if they are found fit in the interview. (CC No. CDO/P&HRD/CM/6 dt. 20.4.05)
3.8.15.
Interview: The interviews will be conducted by a Committee appointed by the Promoting/Appointing Authority. Multiple Committees for the purpose may be formed, if required. The interview committee(s) for promotion to various grades will be constituted in terms of existing guidelines in this regard. However, at least one of the members of the Committee should have exposure/experience in the area of specialisation/discipline to which the officer being interviewed belongs. In case this is not possible, then a suitable officer having such exposure/experience may be inducted on the interview panel as the fourth member of the Committee. Further, a representative of SC/ST not below one grade above the grade for which interviews are being conducted, wherever required will also be inducted as a member of the Interview Committee in case of promotions upto MMGS-III. However, in the case of Liaison officers, the Promoting Authority may consider not having a representative of Liaison category as a member of the Interview Committee. For promotion to SMGS IV & SMGS-V in addition to individual interview, Group Discussions may be introduced at the discretion of CHRC. There will not be any separate marks for group discussion. The interview committee will, however, give due weightage to the performance of a candidate in the group discussion while awarding marks for interview. Further, CHRC will also have the discretion to include an outside expert in the interview panel for promotion to SMGS-IV and SMGS-V. The minimum qualifying Group Discussion/Interview marks for promotion to all the grades will be 40%.
3.8.16.
Process of Selection: A final merit list based on composite score of PAF, written test and group discussion/interview taken in their assigned proportion, given below, will be drawn on the basis of marks awarded to all officers in the Zone of Selection who score equal to or more than the minimum qualifying marks in the interview. While the working sheet in this regard is given in Annexure-3.18, the proportion in which the various marks will be taken for the purpose of final merit is summarised hereunder: Parameter PAFs Written Test Interview Total % Marks 40 50 10 100
3.8.16.
Promoting and Appellate Authorities:
65
For all grades upto SMGS-V, the structure of Promoting and Appellate Authority for various grades is given in Annexure 3.19. However, in case of need, on the recommendations of Dy. Managing Director & CDO, the Chairman will have the authority to appoint/change Promoting or Appellate Authority for any of the grades in a promotion year or more promotion years. 3.8.17. Sealed Cover Procedure: Sealed cover procedure shall be applicable in respect of promotions upto SMGS-V when the work and conduct of an officer has been investigated and records of the case have been duly examined by the disciplinary authority who has decided and ordered initiation of disciplinary proceedings and to serve a chargesheet under SBI Officers Service Rules or CBI or any other investigating agency has filed a chargesheet and commenced trial in a court of law (after filing of FIR and completion of investigation). The other instructions related to sealed cover procedure amended/modified from time to time will continue to be followed. 3.8.18. Time frame for submitting Appeal against non-promotion: An aggrieved officer may prefer an appeal to the Appellate Authority within 30 days from the date the promotions are circulated, as per extant policy. As in the case of General Cadre Officers, only the officers qualifying for Zone of Selection can appeal against their non-promotion. 3.8.19. Medical Examination: In respect of promotions to MMGS II and above promotion of the officers will be subject to medical fitness of the officers selected for promotion. 3.8.20. General: Clarification on the policy, if any, shall be given by the Deputy Managing Director & Corporate Development Officer in consultancy with CHRC and his decision shall be final and binding on all concerned. A summary of the eligibility norms and other criteria for promotions to various grades are furnished in Annexure 3.20. and debarment policy as
66
ANNEXURE 3.1
(Draft of letter to be given to candidates qualifying for interview under both channels, viz. Normal and Fast Track Channels) Shri/Mrs/Miss_______________ C/o State Bank of India, _____________ _____________ Letter No. Dear Sir/Madam, STAFF : SUPERVISING PROMOTION YEAR __________ - INTERVIEW PROMOTION TO MMGS-II/MMGS-III/SMGS-IV/SMGS-V We are pleased to advise that you have qualified for inclusion in the Zone of Selection for promotion to __________ under both the channels, i.e. Normal as well as Fast Track channel. In this connection, please arrange to present yourself for the interview as per the following schedule: 1. 2. 3. 2. 3. Date Time Place of Interview : : : Date :
Please note there would be only one interview and the score/marks obtained therein would be taken for determining your merit under both the channels. Please acknowledge this letter on the duplicate thereof. Yours faithfully,
(BRANCH MANAGER/ DEPARTMENT/SECTION HEAD CONTROLLER) (Circular No.CDO/P&HRD/CM/8/2003-04/CIR/75)
67
ANNEXURE 3.2
(Letter to be given by eligible officers who do not propose to take part in the Promotion Process, to their respective controllers and is to be submitted against acknowledgement) From : To, The Departmental/Branch Head, State Bank of India, ______________________ ______________________ Dear Sir, STAFF SUPERVISING PROMOTIONS TO MMGS-II/III/SMGS-IV/V INTIMATION REGARDING OPTING OUT OF PROMOTION PROCESS UNDER FAST TRACK/NORMAL CHANNEL/BOTH CHANNELS FOR THE PROMOTION YEAR . P.F. Index No. ___________ I have gone through the contents of the Circular No. CirDO/P&HRD/72/2003-04 dated 15.09.2003 and other related instructions and am aware of the provisions of the promotion policy in force for promotion to __________. After due consideration, I hereby intimate that I am opting out of the promotion process for the under noted promotion for the promotion year 2006-07: MMGS-II/III/SMGS-IV/V under * Fast Track/Normal/ under both Fast Track & Normal Channels Yours faithfully,
(Signature) Name : Date : Place : Grade : Branch/Office: * Please strike out what so ever is not applicable
68
ANNEXURE 3.3
(Format of Letter to be given by officers who refuse further promotions to be submitted against acknowledgement) From: _____________________ _____________________ To The Departmental/Branch Head State Bank of India, ______________________ ______________________ Dear Sir, STAFF SUPERVISING REFUSAL FOR PROMOTION PROMOTIONS TO MMGS-II/III/SMGS-IV/SMGS-V P.F. Index No. ___________ I advise that I am not interested in further promotion and shall not participate in the promotion process when due. I am aware of the provisions of the promotion policy and debarment policy in force for promotion to MMGS-II/ III/SMGS-IV/SMGS-V, and understand that my refusal of promotion will debar me from further promotions. In this connection, I also understand that: Refusal for promotion does not bestow upon me any right to seek exemption from any assignments/postings and the Bank has the right to place me in any assignment as per administrative requirement. I can revoke my refusal for further promotion only after the period stipulated in this regard, presently 2 years, in terms of policy/guidelines in force from time to time. As and if I revoke my refusal for promotion I shall be eligible to be considered for further promotion only from a prospective date after completion of the mandatory assignments requirement as per promotion/placement policy in force at the time. In this connection, I shall not hold the Bank responsible in any manner whatsoever for delay in promotion/non-promotion due to non-completion of mandatory assignments. Yours faithfully, (Signature) Date: ______________ _______________________ Place: ______________ _______________________ Branch/Office: _______ Name: Grade:
69
ANNEXURE 3.4 DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-II

Fast track Period for which AARFs are to be considered Scoring System for arriving a final merit PAFs Test Interview Total Scoring System for Promotion Appraisal Form AARFs (M) Assessment of Recommending Authority Total PAF marks (P) Maximum PAF marks in overall merit Conversion factor for taking PAFs marks in overall merit 2 years 4 years Normal
20 70 10 100
40 50 10 100
90 10 100 20
90 10 100 40 40 --- * P 100
20 --- * P 100
Conversion of marks earned in AARFs (for taking into PAF) Maximum Total Marks in AARFs (M) Maximum Marks for AARFs in PAF Conversion Factor for taking AARFs Marks in PAF total
200 90 90 --- * M 200
400 90 90 --- * M 400
Note: Instead of differing weightages Form III/IIIA and Form IV/IVA as hitherto, the aggregate score out of 100 as given in Form V of the AARF would be considered.
70
ANNEXURE 3.5 DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-III/IV/V

Fast track Period for which AARFs are to be considered Scoring System for arriving a final merit PAFs Test Interview Total Scoring System for Promotion Appraisal Form AARFs (M) Assessment of Recommending Authority Total PAF marks (P) Maximum PAF marks in overall merit Conversion factor for taking PAFs marks in overall merit Conversion of marks earned in AARFs (for taking into PAF) Maximum Total Marks in AARFs (M) Maximum Marks for AARFs in PAF Conversion Factor for taking AARFs Marks in PAF total 4 years Normal 4 years
40 50 10 100
40 50 10 100
90 10 100 40 40 --- * P 100
90 10 100 40 40 --- * P 100
400 90 90 --- * M 400
400 90 90 --- * M 400
Note: Instead of differing weightages Form III/IIIA and Form IV/IVA as hitherto, the aggregate score out of 100 as given in Form V of the AARF would be considered.
71
ANNEXURE 3.6 Promoting & Appellate Authorities Promoting Authorities

Circles Corporate Centre (Establishments, Departments, Subsidiaries & Deputations) GM (Corp. Services) or a GM designated as appointing authority by the Chairman GM (Corp. Services) or a GM designated as appointing authority by the Chairman CGM (P & HRD) or a CGM designated as appointing authority by the Chairman CGM (P & HRD) or a CGM designated as appointing authority by the Chairman
For Promotion to MMGS-II
GM
For Promotion to MMGS-III
GM
For Promotion to SMGS-IV
CGM
For Promotion to SMGS-V
CGM
Appellate Authorities
Circles & Corporate Centre (Establishments, Departments, Subsidiaries & Deputations etc.) For Promotion to MMGS-II CGM of the Circle/a CGM appointed as appellate authority by the chairman. CGM of the Circle/a CGM appointed as appellate authority by the chairman. DMD & CDO/a DMD appointed as appellate authority by the chairman. DMD & CDO/a DMD appointed as appellate authority by the chairman.
Note: For promotions to MMGS-II & MMGS-III eligible officers in the Corporate Centre establishments, departments, Associates, subsidiaries and on deputations will be considered along with their parent Circles, i.e. the Circle where they were last posted and similarly the Appellate authority will be the Circle Appellate Authorities.
72
ANNEXURE 3.7 Summary of Revised Promotion Policy for promotion from JMGS-I to MMGS-II effective from the Promotion Year 2003-04
A (i) (ii) (iii) (iv) (v) B (vi) (vii) C (viii) (ix) (x) D (xi) (xii) FAST TRACK Eligibility Service in the existing grade (as on the date of eligibility) Residual Service (as on the date of eligibility) Minimum score in AARF in each of3 the last 2 years No. of chances Mandatory Assignment Requirement Minimum Qualifying Score Written test Interview Weightage for Promotion Appraisal Form Written Test Interview Others Vacancies (% of the total vacancies in the grade for the promotion year) Zone of Selection (Times of number of vacancies) NORMAL CHANNEL Eligibility Service in the existing grade (as on the date of eligibility) Residual Service (as on the date of eligibility) Minimum score in AARF in each of the last 4 years No. of chances Mandatory Assignment Requirement Minimum qualifying Score Written test Interview Weightage for Promotion Appraisal Form Written Test Interview Others Vacancies (% of the total vacancies in the grade for the promotion year) Zone of Selection (Times of number of vacancies) 2 years 2 years 90 % 2 None 70 % 40 % 20 % 70 % 10 % 35 % 2
A (i) (ii) (iii) (iv) (v) B (vi) (vii) C (viii) (ix) (x) D (xi) (xii)
6 years 2 years 60 % 4 None 50 % 40 % 40 % 50 % 10 % 55 % 2
73
ANNEXURE 3.8
Summary of Revised Promotion Policy for promotion from MMGS-II to MMGS-III effective from the Promotion Year 2003-04 FAST TRACK A Eligibility (i) Service in the existing grade 2 years (as on the date of eligibility) (ii) Residual Service 2 years (as on the date of eligibility) (iii) Minimum score in AARF in each of 90 % The last 4 years (iv) No. of chances 2 (v) Mandatory Assignment Rural/Semi Urban -2 yrs and Requirement Operational/Line 2 yrs (except in cases where exemption has been given by the Bank) B Minimum qualifying score (vi) Written test 70 % (vii) Interview 40 % C Weightage for (viii) Promotion Appraisal Form 40 % (ix) Written Test 50 % (x) Interview 10 % D Others (xi) Vacancies (% of the total vacancies in 35 % the grade for the promotion year) (xii) Zone of Selection 2 (Times of number of vacancies) A (i) (ii) (iii) (iv) (v) NORMAL CHANNEL Eligibility Service in the existing grade (as on the date of eligibility) Residual Service (as on the date of eligibility) Minimum score in AARF in each of the last 4 years No. of chances Mandatory Assignment Requirement
5 years 2 years 60 % 4 Rural/Semi Urban -2 yrs and Operational/Line 2 yrs (except in cases where exemption has been given by the Bank) 50 % 40 % 40 % 50 % 10 % 55 % 2
B (vi) (vii) C (viii) (ix) (x) D (xi) (xii)
Minimum qualifying score Written test score Interview Weightage for Promotion Appraisal Form Written Test Interview Others Vacancies (% of the total vacancies in the grade for the promotion year) Zone of Selection (Times of number of vacancies)
74
ANNEXURE 3.9 Summary of Revised Promotion Policy for promotion from MMGS-III to SMGS-IV effective from the Promotion Year 2003-04
A (i) (ii) (iii) (iv) (v) FAST TRACK Eligibility Service in the existing grade (as on the date of eligibility) Residual Service (as on the date of eligibility) Minimum score in AARF in each of the last 4 years No. of chances Mandatory Assignment Requirement 2 years 2 years 90 % 2 Rural/Semi Urban -3 yrs and Independent Line 2 yrs Assignment (except in cases where exemption has been givenby the Bank) 70 % 40 % 40 % 50 % 10 % 35 % 2
B (vi) (vii) C (viii) (ix) (x) D (xi) (xii) A (i) (ii) (iii) (iv) (v)
Minimum qualifying score Written test Interview Weightage for Promotion Appraisal Form Written Test Interview Others Vacancies (% of the total vacancies in the grade for the promotion year) Zone of Selection (Times of number of vacancies) NORMAL CHANNEL Eligibility Service in the existing grade (as on the date of eligibility) Residual Service (as on the date of eligibility) Minimum score in AARF in each of the last 4 years No. of chances Mandatory Assignment Requirement
5 years 2 years 60 % 4 Rural/Semi Urban -3 yrs and Independent Line 2 yrs Assignment (except in cases where exemption has been given by the Bank) 50 % 40 % 40 % 50 % 10 % 65 % 2
B (vi) (vii) C (viii) (ix) (x) D (xi) (xii)
Minimum Qualifying score Written test Interview Weightage for Promotion Appraisal Form Written Test Interview Others Vacancies (% of the total vacancies in the grade for the promotion year) Zone of Selection (Times of number of vacancies)
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ANNEXURE 3.10 Summary of Revised Promotion Policy for promotion from SMGS-IV to SMGS-V effective from the Promotion Year 2003-04
A (i) (ii) (iii) (iv) (v) B (vi) (vii) C (viii) (ix) (x) D (xi) (xii) FAST TRACK Eligibility Service in the existing grade (as on the date of eligibility) Residual Service (as on the date of eligibility) Minimum score in AARF in each of the last 4 years No. of chances Mandatory Assignment Requirement Minimum Qualifying Score Written test Interview Weightage for Promotion Appraisal Form Written Test Interview Others Vacancies (% of the total vacancies in the grade for the promotion year) Zone of Selection (Times of number of vacancies) NORMAL CHANNEL Eligibility Service in the existing grade (as on the date of eligibility) Residual Service (as on the date of eligibility) Minimum score in AARF in each of the last 4 years No. of chances Mandatory Assignment Requirement Minimum Qualifying Score Written test Interview Weightage for Promotion Appraisal Form Written Test Interview Others Vacancies (% of the total vacancies in the grade for the promotion year) Zone of Selection (Times of number of vacancies) 2 years 2 years 90 % 2 None 70 % 40 % 40 % 50 % 10 % 35 % 2
A (i) (ii) (iii) (iv) (v) B (vi) (vii) C (viii) (ix) (x) D (xi) (xii)
5 years 2 years 60 % 4 None 50 % 40 % 40 % 50 % 10 % 65 % 2
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ANNEXURE 3.11 Constitution of Interview Committee

For Promotion to MMGS-II 1. Chairman DGM 2. AGM 3. AGM of Branch 4.Representative of SC/ST* 1. Chairman GM 2. DGMs - two 3. Representative of SC/ST* 1. Chairman CGM 2. Two GMs 3. Representative of SC/ST* 1. Chairman CGM 2. Two GMs 3. Representative of SC/ST*
* Representative of SC/ST should not be less than SMGS-IV
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ANNEXURE 3.12 Inter-se Seniority

In case more than one officer secures marks equivalent to the cut-off mark, the final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter- seniority of such officers determined in terms of provisions contained in Rule 18 of State Bank of India Officers Service Rules as under: i) Each year, the Bank shall maintain lists of officers in its service showing their names in the order of their seniority and containing such other particulars as the Bank may determine. Such lists will be prepared on a Circle basis in respect of officers belonging to the Junior Management Grade and Middle Management Grade Scales II and III, and on an all India basis in respect of officers belonging to other grades. 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 scale or the previous cadre to which they belonged in the the Banks 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. 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. 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. Nothing herein contained shall affect the seniority among themselves of the officers who were in the service of the Bank immediately prior to 1.10.1979. It shall be the duty of the officer to draw attention immediately to any mistake which he may notice in the list.
ii)
iii)
iv)
v) vi)
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ANNEXURE 3.14 LIST OF UGC INSTITUTIONS

-
RECOGNISED
IMPORTANT
UNIVERSITIES
&
Name of the University Agricultural University, Hyderabad Alagappa University, Karaikudi, T.N. Allahabad University, Allahabad, U.P. Andhra University, Visakhapatnam. A.P. Anna University, Chennai Assam Agricultural University, Jorhat, Assam Awadesh Pratap Singh University, Rewa, M.P. Bangalore University Jnana Bharathi, Bangalore Berhampur University, Berhampur Bharathidasan University, Tiruchirappalli Bhavnagar University, Bhavnagar
Name of the University Agricultural University, Udaipur, Rajashtan Aligarh-Muslim University, Aligarh, U.P . Amravati University, Amravati, Maharashtra Annamalai University, Annamalainagar, T.N. Arunachal University, Itanagar Assam University, Silchar, Assam Banaras Hindu University, Varanasi, U.P Barkatullah Vishwavidyalaya, Bhopal, M.P Bharathiar University, Coimbatore, T.N B.N.Mandal University, Madhepura Bidhan Chandra Krishi Vishwavidyalaya, Mohanpur, Dist.Nadia. Birsa Agricultural University, Ranchi Burdwan University, Burdwan Calicut University, Kozhikode Chatrapati Shahu Ji Maharaj University, Kanpur Choudhury Charan Singh Haryana Agricultural University, Hisar. Cochin University of Science & Technology, Kochi Delhi University, Delhi
Babasaheb Bhimrao Ambedkar, Bihar University, Muzzaffarpur, Bihar. Bundelkhand University, Jhansi Kolkata University, Kolkata Central Agricultural University, Imphal Chandra Shekhar Azad University of Agriculture & Technology, Kanpur Chaudhry Charan Singh University, Meerut, U.P. Deen Dayal Upadhayaya Gorakhpur University, Gorakhpur
LIST OF UGC INSTITUTIONS

-
RECOGNISED
IMPORTANT
UNIVERSITIES
&
Devi Ahilya Vishwavidyalaya, Indore
Dibrugarh University, Dibrugarh
79
Dr.B.R.Ambedkar Open University, Hyderabad Dr.Babasaheb Ambedkar Marathwada University, Aurangabad Dr.Punjabrao Deshmukh Krishi Vidyapeeth, Akola Dr. Hari Singh Gour Vishwavidayalaya, Sagar Fakir Mohan University, Balasore (Orissa) Gauhatii University, Guwahati. Gujarat Agricultural University, Banaskantha Gujarat University, Ahmedabad Guru Ghasidas University, Bilaspur Guru Nanak Dev University, Amritsar Hemvati Nandan Bahuguna Garhwal University, Srinagar Himachal Pradesh University, Shimla Indira Gandhi Krishi Vishwa Vidyalaya, Raipur Indira Kala Sangeet Vishwavidyalaya, Khairagarh Jamia Millia Islamia, New Delhi Jawaharlal Nehru Krishi Vishwavidyalaya, Jabalpur Jawaharlal Nehru University, New Delhi Jiwaji University, Gwalior Kakatiya University, Warangal Kannada University, Kamalapura
Dr.Babasaheb Ambedkar Technological University, Lonere Dr.Babasaheb Ambedkar Open University, Ahmedabad Dr.Ram Manohar Lohia Avadh University, Faizabad Dr.Yashwant Singh Parmar University of Horticulture and Forestry, Nauni Govind Ballabh Pant University of Agriculture and Technology, Pantnagar Goa University, Goa Gujarat Ayurved University, Jamnagar Gulbarga University, Gulbarga Guru Jambheswar University, Hisar Guru Gobind Singh Indraprastha Viswavidyalaya, Delhi Himachal Pradesh Krishi Vishwavidyalaya, Palampur Hyderabad University, Hyderabad Indira Gandhi National Open University, New Delhi Jadavpur University, Kolkata Jammu University, Jammu Tawi Jawaharlal Nehru Technological University, Hyderabad Jai Narain Vyas University, Jodhpur Jai Prakash Vishwavidyalaya, Chapra (Bihar) Kalyani University, Kalyani Kameshwara Singh Darbhangha University, Darbhangha
80

-
RECOGNISED
IMPORTANT
UNIVERSITIES
&
Karnatak University, Dharwad Kashmir University, Srinagar Kerala Agricultural University, Thrissur Konkan Krishi Vidyapeeth, Dapoli, Distt. Ratnagiri Kumaun University, Nainital Kuvempu University, Shankaraghatta Lalit Narayan Mithila University, Darbhangha Maharaja Sayajirao University of Baroda, Vadodara Madurai Kamraj University, Madurai Mahatma Gandhi Antarrashtriya Hindi Vishwavidyalaya, Wardha Mahatma Gandhi Kashi Vidyapeeth, Varanasi Mahatma Phule Krishi Vidyapeeth, Rahuri Maharshi Dayanand Saraswati University, Ajmer Maharashtra University of Health Sciences, Nashik Managalore University, Mangalore Manonmaniam Sundaranar University, Thirunelveli Mizoram University, Mizoram Mother Teresa Women's University, Kodaikanal
Karnataka State Open University, Mysore Kannur University, Kannur Kerala University, Thiruvananthapuram Kota Open University, Kota Kurukshetra University, Kurukshetra Kavikulguru Kalidas Sanskrit Viswavidyalaya, Ramtek Lucknow University, Lucknow Madras University, Chennai Megadh University, Bodh Gaya Mahatma Gandhi Gramoday Vishwavidyalay, Ghitrakoot Mahatma Gandhi University, Kottayam Maharshi Dayanand University, Rohtak Maharishi Mahesh Yogi Vedic Vishwavidyalaya, Jabalpur Makhanlal Chaturvedi Rashtriya Patrakarita Vishwavidyalaya Sansthan, Bhopal Manipur University, Imphal Maulana Azad National Urdu University, Hyderabad Mohanlal Sukhadia University, Udaipur Marathwada Krishi Vidyapeeth, Parbhani
81
LIST OF UGC RECOGNISED IMPORTANT UNIVERSITIES & INSTITUTIONS

M.J.P. Rohikhand University, Bareilly Mysore University, Mysore Nagarjuna University, Guntur Narendra Deva University of Agriculture & Technology, Faizabad National Academy of Legal Studies & Research University, Hyderabad National Law School of India University, Bangalore North Eastern Hill University, Shillong North Maharashtra University, Jalgaon Nagaland University, Kohima Orissa University of Agriculture & Technology, Bhubaneswar Pandit Ravi Shankar Shukla University, Raipur Punjab Technical University, Jalandhar Periyar University, Salem Potti Sreeramulu Telugu University, Hyderabad Panjab Agricultural University, Ludhiana Rabindra Bharati University, Kolkata Rajasthan Agricultural University, Bikaner Rajiv Gandhi University of Health Sciences, Bangalore Rani Durgavati Vishwavidyalaya, Jabalpur Mumbai University, Mumbai Madhya Pradesh Bhoj University, Bhopal Nagpur University, Nagpur Netaji Subhas Open University, Kolkata National Law Institute University, Bhopal North Bengal University, Raja Ram Mohanpur, Darjeeling North Gujarat University, Patan Nalanda Open University, Patna North Orissa University, Bhubaneswar Osmania University, Hyderabad Panjab University, Chandigarh Patna University, Patna Pondicherry University, Pondicherry Pune University, Pune Punjabi University, Patiala Rajasthan University, Jaipur Rajendra Agricultural University, Samastipur Ranchi University, Ranchi Sambalpur University, Sambalpur

-
RECOGNISED
IMPORTANT
UNIVERSITIES
&
Sampurnanand Sanskrit Vishwavidyalay
Sardar Patel University, Vallabh Vidyanagar
82
a, Varanasi Saurashtra University, Rajkot Sher-e-Kashmir University of Agricultural Sciences & Technology, Srinagar Shree Sankaracharya University of Sanskrit, Kalady Sri Venkateswara University, Tirupati South Gujarat University, Surat Sri Padmavati Mahila Vishwavidydalayam, Tirupati Swami Ramanand Teerth Marathwada University, Nanded Tamil University, Thanjavur The Tamil Nadu Dr. Ambedkar Law University, Chennai Tamil Nadu Veterinary and Animal Sciences University, Chennai Tezpur University, Tezpur University of Agricultural Sciences, Bangalore University of Health Sciences, Vijayawada Utkal University of Culture, Bhubaneswar Uttar Pradesh Technical University, Lucknow Vidyasagar University, Midnapore
Siddhu Kanhu University, Dumka Shivaji University, Kolhapur Sh. Jagannath Sanskrit Vishvavidyala, Puri S.N.D.T. Women's University, Mumbai Sri Krishnadevaraya University, Anantapur Sikkim Manipal University of Health, Medical and Technological Sciences, Gangtok The Babasaheb Bhimrao Ambedkar University, Lucknow Tamil Nadu Agricultural University, Coimbatore Tamil Nadu Dr. M.G.R. Medical University, Chennai Tilka Manjhi Bhagalpur University, Bhagalpur Tripura University, Agartala University of Agricultural Sciences, Dharwad Uktal University, Bhubaneswar Uttar Banga Krishi Vishwavidyalaya, District. Cooch Behar, West Bengal Veer Kunwar Singh University, Arrah Vikram University, Ujjain Veer Bahadur Singh Purvanchal University, Jaunpur
Visva Bharati, Santiniketan

-
RECOGNISED
IMPORTANT
UNIVERSITIES
&
Visveswaraiah Technological University, Belgaum West Bengal University of Animal & Fishery Sciences, Kolkata Yashwantrao Chavan Maharashtra Open University, Nashik
Vinobha Bhave University, Hararibag West Bengal University of Technology, Kolkata Rajiv Gandhi Prodhygik Vishwavidyalaya, Bhopal
83
ANNEXURE 3.14 INSTITUTES ESTABLISHED UNDER STATE LEGISLATIVE ACT

Indira Gandhi Institute of Medical Sciences, Patna. Sanjay Gandhi Post Graduate Institute of Medical Sciences, Lucknow Shri Venkateswara Institute of Medical Sciences, Tripati Nizam's Institute of Medical Science, Hyderabad Sher-e-Kashmir Institute of Medical Sciences, Srinagar (J&K)
INSTITUTIONS DEEMED TO BE UNIVERSITIES

Avinashilingam Institute for Home Science & Higher Education for Women, Coimbatore Banasthali Vidyapith, Banasthali Birla Institute of Technology, Ranchi Bharati Vidyapeeth, Pune Bihar Yoga Bharati, Munger Central Institute of Higher Tibetan Studies, Varanasi Dayalbagh Educational Institute, Agra Dharmsingh Desai Institute of Technology, Nadiad (Gujrat) Allahabad Agricultural Institute, Allahabad (U.P.) Bengal Engineering College, Howrah Birla Institute of Technology & Science, Pilani Bhatkhende Institute of Hindustani Music, Lucknow Central Institute of English & Foreign Languages, Hyderabad Central Institute of Fisheries Education, Mumbai Deccan College Post Graduate and Research Institute, Pune Forest Research Institute, Dehra Dun
INSTITUTIONS DEEMED TO BE UNIVERSITIES

Gandhigram Rural Institute, Gandhigram Gujarat Vidyapith, Ahmedabad Indian Agricultural Research Institute, New Delhi Institute of Armament Technology, Pune International Institute for Population Sciences, Mumbai Indira Gandhi Institute of Gokhale Institute of Politics and Economics, Pune Gurukula Kangri Vishwavidyalaya, Hardwar Indian Institute of Science, Bangalore Indian School of Mines, Dhanbad Indian Veterinary Research Institute, Izatnagar International Institute of Information
84
Development Research, Mumbai Indian Institute of Information Technology, Allahabad Jamia Hamdard, New Delhi Lakshmibai National Institute of Physical Education, Gwalior National Museum Institute of History of Art Conservation and Museology, New Delhi National Institute of Mehta Health & Neuro Sciences, Bangalore Rashtriya Sanskrit Vidyapeeth, Tirupati Sri Chandrasekharandra Sarasawathi Viswa Mahavidyalaya, Kancheepuram Sri Sathya Sai Institute of Higher Learning, Prasanthinilayam Shanmugha Arts, Science, Technology & Research Academy, Thanjavur Tata Institute of Social Sciences, Mumbai Tilak Maharashtra Vidyapeeth Bhavan, Pune Vinayaka Mission's Research Foundation, Salem
Technology, Hyderabad Indian Institute of Information Technology and Management, Gwalior Jain Vishwa Bharati Institute, Ladnun Manipal Academy of Higher Education, Manipal National Dairy Research Institute, Karnal Rajasthan Vidyapith, Udaipur School of planning and Architecture, New Delhi Shri Lal Bahadur Shastri Rashtriya Sanskrit Vidyapeeth, New Delhi Sri Ramachandra Medical College & Research Institute, Chennai Sathyabama Institute of Science and Technology, Chennai TERI School of Advanced Studies, New Delhi Thapar Institute of Engineering and Technology, Patiala Vellore Institute of Technology, Vellore (Tamilnadu)
85
ANNEXURE 3.15
(Letter to be given by eligible Specialist officers who do not propose to take part in the Promotion Process to their respective controllers and is to be submitted against acknowledgement) From _____________________ _____________________ To The Departmental/Branch Head State Bank of India, ______________________ ______________________ Dear Sir, STAFF SUPERVISING: SPECIALIST (NON-BANKING) CADRE PROMOTIONS TO MMGS-II/III/SMGS-IV/V INTIMATION REGARDING OPTING OUT OF PROMOTION PROCESS FOR THE PROMOTION YEAR ________ P.F. Index NO. _______________ I advise that I am aware of the provisions of the promotion policy in force for promotion to MMGS-II/III/SMGS-IV/V. After due consideration, I hereby intimate that I am opting out of the promotion process for promotion to MMGS-II/III/SMGS-IV/V for the promotion year ____________________. Yours faithfully,
(Signature) Date: _________________ ____________________________ Place: _________________ ____________________________ Branch/Office: __________
Name: Grade:
86
ANNEXURE 3.16
(Format of Letter to be given by Specialist officers who refuse further promotions to be submitted against acknowledgement) From _____________________ _____________________ To The Departmental/Branch Head State Bank of India, ______________________ ______________________ Dear Sir, STAFF SUPERVISING: SPECIALIST (NON-BANKING) CADRE REFUSAL FOR PROMOTION PROMOTIONS TO MMGS-II/III/SMGS-IV/SMGS-V P.F. Index NO. _______________ I advise that I am not interested in further promotion and shall not participate in the promotion process when due. I am aware of the provisions of the promotion policy and debarment policy in force for promotion to MMGS-II/ III/SMGS-IV/SMGS-V, and understand that my refusal of promotion will debar me from further promotions. In this connection, I also understand that: -Refusal for promotion does not bestow upon me any right to seek exemption from any assignments/postings and the Bank has the right to place me in any assignment as per administrative requirement. -I can revoke my refusal for further promotion only after the period stipulated in this regard, presently 2 years, in terms of policy/guidelines in force from time to time. -As and if I revoke my refusal for promotion, I shall be eligible to be considered for further promotion only from a prospective date and as per promotion/placement policy in force at the time
Yours faithfully, (Signature) Date: _________________ ____________________ Place: _________________ ____________________ Branch/Office: __________ Name: Grade:
87
ANNEXURE 3.17
Circle/Department_______________________ PROMOTION APPRAISAL FORM SPECIALIST (NON BANKING) CADRE Promotion to Grade/Scale_______ for the Promotion year _____________ BIO-DATA Name in full: _________ _________ ________ (Surname) (first name) (Middle name) PF Index Number:________ Date of Birth: ________ (dd/mm/yyyy) SC/ST/OBC/Mino/Gen _______ Age as on prescribed date : Yrs___ Mnts ___ If Religious Minority specify:____________
Academic Qualifications: _____________________ Area of Specialisation : ___________________________ Entered the Bank as : _____________ on : ______________
Entered Officer's cadre as :_______________ on : ______________ Entered specialist Cadre through: Appointment/Promotion/Conversion (date) Date of Appointment in the present Grade : _____________ Total Service as an officer on prescribed date: No. of chances : First Assignment/Designation Branch/Office From To
Current
Extra-ordinary leave on loss of pay Period of leave - counting for service : __________ ______________________ - not counting for service : ___________ ______________________
Reasons for leave
88
Sick Leave taken since last promotion: Year Number of Days (Full Pay) Nature of Illness (to be indicated only where period of leave exceeds 14 days on one occasions Enclosures
Tick here AARFs
Present State of Health: NORMAL/__________________ Whether health wise able to proceed on transfer: Yes/No
Details of pending/contemplated Vigilance/ Disciplinary Case(s)/ Adverse features, if any (Please give brief details of the case and the date when initiated)
Sealed Cover Procedure Date since when the officers promotion is under sealed cover procedure: Date of charge-sheet/suspension: Nature of irregularities/ lapses attributed to the officer: Present position of the enquiry/ disciplinary proceedings: Any Special Achievements since previous promotion:
Appropriate Authoritys Special Remarks/recommendations, if any
Years
Summary of Annual Appraisal Report - AARFs of the 4 years starting backwards from promotion year - Only the total score (out of 100) to be indicated for each year Reporting Review Approval Overall Suitability Promotion C
for
PAF SCORE
89
Most Eminently suitable Eminently Suitable Highly suitable Suitable TOTAL A Not suitable
10.00
AARF Score after conversion B Overall Suitability for Promotion C TOTAL PAF SCORE (out of 100) P
7.50 5.00 2.50 0.00
After normalization of the above score on a base of 90 B = A *90/400) Reasons for major variations, if any, in AARFS in score ------------------awarded by Reporting/review/approving authorities -------------------It is certified that reviewed AARFs of the above years are properly drawn up and these have been duly considered while compiling PAF scores and recommending promotion.
(APPROPRIATE AUTHORITY) Note: PAF will carry a Maximum score of 100 out of which: AARFs marks for the relevant years will be converted to out of 90 and Overall suitability for promotion (as recommended by appropriate authority) will carry 10 marks
90
ANNEXURE 3.18
Working Sheet for Promotion to ________ PROMOTION YEAR __________ Circle Name of Officer P.F. No. Date of Birth Marks to be taken for ZOS/Final Merit PAF MarksP (Out of Maximum 100*) P
Conversion of PAF marks (as per assigned proportion) A Written Test Marks W(out of a Maximum 100**)
40 A = ---- * P 100
W Conversion of Written Test Marks (as per assigned proportion) B Total (for Zone of Selection) Z Interview Marks (Out of Maximum 40) I I Conversion of Interview Marks (as per assigned proportion) C Total Marks (for final merit) 10 C = ---- *I 40 T=Z+C 50 B = ---- *W 100**
Z=A+B Z
I T
* PAF has been designed to be prepared on a base of 100 marks. ** Here it has been assumed that the written test will carry a maximum of 100 marks which have accordingly been taken in the denominator for taking in the final selection as per assigned proportion.
91
ANNEXURE 3.19 Specialist (Non-Banking) Cadre Promoting & Appellate Authorities Promoting Authorities
For Promotion to MMGS-II For Promotion to MMGS-III For Promotion to SMGS-IV For Promotion to SMGS-V GM (Corp. Services) GM (Corp. Services) CGM (P & HRD) CGM (P & HRD)
Further, in case of need, on the recommendation of Dy. Managing Director & CDO, the Chairman will have authority to appoint/ change Promoting or Appellate Authority for any of the grades in a promotion year or more promotion years.
Appellate Authorities
For Promotion to MMGS-II For Promotion to MMGS-III For Promotion to SMGS-IV For Promotion to SMGS-V CGM (P&HRD) CGM (P&HRD) DMD & CDO DMD & CDO
Note: In case of the Promoting/Appellate Authority not being available, an authority a rank above the designated Promoting/Appellate authority can exercise necessary powers.
92
ANNEXURE 3.20 SPECIALIST (NON BANKING) CADRE SUMMARY OF REVISED PROMOTION POLICY EFFECTIVE FROM THE PROMOTION YEAR 2003-04
a. i.
Eligibility Service in the existing grade (as on the date of eligibility) Residual service (as on the date of eligibility) Minimum score in AARF in each of the last 4 years No. of chances Minimum qualifying score Written test Interview Weightage for Promotion Appraisal Form Written test Interview Others Zone of Selection (times of number of vacancies)
MM-II 6 years
MM-III 5 years
SM-IV 5 years 5 years
SM-V
ii. iii. iv. b. v. vi. c. vii. viii. ix. d. x.
2 years 60% 4
2 years 60% 4
2 years 60% 4
2 years 60% 4
50% 40%
50% 40%
50% 40%
50% 40%
40% 50% 10%
40% 50% 10%
40% 50% 10%
40% 50% 10%
93
ANNEXURE 3.21 PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II Normal Channel
Paper-I: Objective Type - Multiple Choice Time 75 min. No. Maximum Marks : 50 General Awareness of Banking & Finance : 40 of questions: 100
SBI Specific
General Banking Banks products & Schemes Different Market Segments (C&I,SIB,IB,Per., Agl., Etc.) Misc. (Org. structure, Computer awareness, HRD etc.) : : : 20 : 10 15 15
Questions calling for knowledge of specific date(s) or amounts to be avoided
Paper-II: Descriptive Time:1hr.45 min.
Maximum Marks: 50
No. of question M.M. 10
English Language Comprehension (to test the understanding and interpretation of ideas in the passage) Rationales Largely related to Systems & Procedures Short Notes (Banking related topics of general interest) Situational Analysis(Simple) (Problem likely to be faced in branches)
5(out of 8 questions) 5(out of 8 questions) 4(out of 6 questions) 2(out of 3 questions)
20 10 10
94
ANNEXURE 3.22 PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II Fast Track Channel
Paper-I: Objective Type Multiple Choice Time: 75 min. No. Maximum Marks: 50 General Awareness of Banking & Finance : 40 of questions: 100
SBI Specific
General Banking Banks Products & Schemes Different Market Segments (C&I,SIB,IB,Per.,Agl.Etc.) Misc. (Org. structure, Computer awareness, HRD etc.) : : : : 10 15 20 15
Paper-II:Descriptive (all questions will be compulsory) Time: 1hr.45 min. Maximum marks : 50
No. of question English Language Comprehension (to test the understanding and interpretation of ideas in the passage) Rationales Largely related to Systems & Procedures Short Notes (Banking related topics of general interest) Situational Analysis (Simple) (Problem likely to be faced in branches) 5 M.M. 15
5 4 2
15 10 10
95
ANNEXURE
3.23
PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III Normal Channel

Paper-I: Objective Type - Multiple Choice Time 75 min. No. Maximum Marks : 50 General Awareness of Banking & Finance : 50 of questions: 100
SBI Specific
General Banking Banks products & Schemes Different Market Segments (C&I,SIB,IB,Per., Agl., Etc.) Misc. (Org. structure, Computer awareness, HRD etc.) : : : 15 : 10 15 10
Paper-II: Descriptive Time:1hr.45 min.
Maximum Marks: 50
No. question of M.M. 15 15 20
Analytical (For & Against/Rationales) Situational Analysis (Simple) (Situations likely to arise in Branches) Case Study (Case Study based on situation calling for marketing and business orientation)
6 (out of 9 questions) 2(out of 3 questions) 2(out of 3 questions)
96
ANNEXURE 3.24 PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III Fast Track Channel
Paper-I: Objective Type Multiple Choice Time: 75 min. No. Maximum Marks: 50 General Awareness of Banking & Finance : 50 of questions: 100
SBI Specific
General Banking Banks Products & Schemes Different Market Segments (C&I,SIB,Per., Agl.) Misc. (Org. structure, Computer awareness, HRD etc.) : : : : 10 15 15 10
Paper-II:Descriptive (all questions will be compulsory) Time: 1hr.45 min. Maximum marks : 50
No. of question Analytical (For & Against/Rationales) Situational Analysis (Simple) (Situations likely to arise in Branches) Case Study (Case Study based on situation calling for Marketing and business orientation) 6 M.M. 15
2 2
15 20
97
ANNEXURE 3.25 PATTERN OF WRITTEN TEST FOR PROMOTION FROM III TO IV Fast Track Channel
Descriptive Time 3 hours Maximum Marks: 100 All questions would be compulsory. No. of Maximum Questions SBI Specific Short Answer Questions Banking/Finance/Economy Questions - with sub-questions on any area of interest and current focus related to banking & Finance Case Study On Marketing, Human Resources, Management, Administration, Business Orientation, Technology etc. 6 3 Marks 30 30
40
Normal Channel
Descriptive Time 3 hours Maximum Marks: 100 No. of Questions SBI Specific Short Answer Questions Banking/Finance/Economy Questions - with sub-questions on Any area of interest and current focus related to banking & Finance Case Study On Marketing, Human Resources Management, Administration, Business Orientation, technology etc. 6 (Out of 10) 3 (Out of 5) Maximum Marks 30 30
40
98
ANNEXURE 3.26
PATTERN OF WRITTEN TEST FOR PROMOTION FROM SM IV TO SM V

Fast Track Channel
Descriptive Time 3 hours Maximum Marks: 100 All questions would be compulsory. No. of Questions SBI Specific Short Answer Questions Banking/Finance/Economy Questions - with sub-questions on any area of interest and current focus related to banking & Finance Case Study On Marketing, Human Resources Management, Administration, Business Orientation, Technology etc. 6 3 Maximum Marks 30 30
40
Normal Channel
Descriptive Time 3 hours Maximum Marks: 100 No. of Questions SBI Specific Short Answer Questions Banking/Finance/Economy Questions - with sub-questions on any area of interest and current focus related to banking & Finance Case Study 4 On Marketing, Human Resources Management, Administration, Business Orientation, technology etc. (CIRCULAR NO. CDO/P&HRD/CM/8/2003-04/CIR/65) 40 6 (Out of 10) 3 (Out of 5) Maximum Marks 30 30
99
ANNEXURE 3.26.1
Circle :_____________
Module :
PROMOTION APPRAISAL FORM

Promotion to Grade/Scale Promotion Year 200_ - ___
CHANNEL
BIO - DATA
Name in full Date of Birth :
(Surname) (First name) (Middle name)
PF Index Number :
:
(dd/mm/yyyy)
Age as on prescribed : : :
Years
Month
(01-04-2006 for PY 2006-07)
SC/ST/OBC/Mino/Gen Academic Qualifications
If Religious Minority Position regarding
Other Professional Qualifications Entered the Bank Entered the Officer's Cadre : :
on : on : : : Since : Normal Channel Sanctioned upto :
Extension in Service, Date when last Present Grade : No. of Chances :
Statement of Assets and Liabilities submitted Fast :
(including chance for the current promotion year)
Period Served in various Rural : Years Line : Years Opr. : Years Month Month Month SemiIndependent : : Years Years Month Month
Exemption, if any permitted, from rural/semi-urban/line/operational Period for which exemption Assignment exempted Foreign Assignment : Years Month Assignments held, from current to backwards (covering at least 5 years) Sr. Assignment/Designation Branch/Office From No. Assignment/Designation Branch/Office From
1. 2. 3. 4. 5.
To To
To date
Extraordinary leave on loss of Period of leave - counting for service : - not counting for service Reasons for leave
Sick Leave taken since last Promotion

Year No. of Days (full Pay) Nature of illness (to be indicated only where period of leave exceeds 14 days on one occasions)
Enclosures : Tick here
2003 2004
100
2005 AARFs 2006
Present State of Health :
Whether health wise able to proceed on transfer : Yes
Details of pending/contemplated Vigilance/Disciplinary Case(s)/Adverse features, (Please give brief details of the case and date when initiated)
SEALED COVER PROCEDURE

1. Date since when the officers promotion is under sealed cover procedure : 2. Date of Chargesheet/Suspension : 3. Nature of irregularities/lapses attributed to the officer :
4. Present position of the enquiry/disciplinary Any special Achievements since previous Appropriate Authority's Special Remarks/recommendations, if any
Summary of Annual Appraisal Report -AARFs of the 4 years starting backwards from promotion year
Recommendations on attributes
M.M.Score 4 4 3 3 3 3 20
Years 2003 2004 2005
Reportin
Review
Approval
Ability for proactive action Variety of Assignments Strategic Vision & Execution Capabilities Problem Solving & Decision Making Team Building & Motivator Customer & Marketing Orientation
2006 TOTAL 'A' (Max. 400)

Effective weight for promotion 'B' (A *35/400) (Max. 35)
Total
' C'
M.M.
Score
AARF Score 'B' Recommendations on attributes 'C' Total PAF Score Reasons for major variations, if any, in AARFs in score : awarded by reporting/review/approving authorities
35 20 55
It is certified that reviewed AARFs of the above years are properly drawn up and these have been duly considered while compiling PAF scores and recommending promotion.
CHIEF GENERAL MANAGER

NOTE : PAF will carry a Maximum score of 55 out of which : -- AARFs marks for the relevant years will be converted to out of 35 and Recommendations on attributes will carry a weight of 20 -- PAF in respect of Promotion to SMGS-IV/SMGS-V must be signed by an authority not below the rank of Chief General Manager
101
ANNEXURE 3.27 FAST TRACK CHANNEL FOR PROMOTION TO TEG SCALE-VI Applicability :
Promotion to TEG Scale-VI
Promotion Year
: From April to March (co-terminus with financial year)
Eligibility Criteria
Officers in SMG Scale-V who have completed a minimum service of three years in the st grade as on the 1 April of the promotion year will be eligible for promotion to TEG ScaleVI, subject to their meeting the following criteria: a) AARFs of last 4 years. b) c) Should have completed all mandatory assignments. Should not be ineligible otherwise on account of residual service, debarment or number of chances etc. as per existing Executive Selection System. Should have scored minimum 396 marks in aggregate in
Number of Vacancies
30% of the total number of vacancies for the particular promotion year for promotion to TEG Scale-VI will be filled up by the promotions under this channel.
Number of chances a) Option to opt-out :
Only two chances will be available to officers for promotion under this channel with the following stipulations : Officers not willing to take part in the process during a particular year may opt out of the process in which case it will not be counted as an availed chance. This option will be available until these officers become due under Normal Channel, as thereafter such officers will be considered under Normal Channel only. During the first two years of implementation of the Fast Track promotion scheme i.e. 20032004 and 2004-2005, all the officers who are eligible to be considered under Normal Channel promotions, will also be eligible to participate in the Fast Track process subject to their meeting other eligibility criteria.
b)
Selection Process
The promotion process will be completed in 3 stages and every stage will work as a filter for the next stage of the process :
STAGE-I :
Under stage-I all candidates, eligible as per the eligibility criteria for Fast Track promotion, will appear for the written test, which will be used for preliminary screening only. The written test will be so devised that the candidate will not be required to prepare exclusively for it. A fixed number of candidates equal to four times the number of vacancies under Fast Track channel will be picked up for next stage of selection process based on the merit securing minimum cut-off marks. The minimum qualifying marks in this written test will be 70%. However, the test marks will not carry any weightage in the further selection process.
STAGE-II :
a) Under stage II all shortlisted candidates will undergo an Assessment Centre Process. This process will focus on evaluating the identified core/critical competencies in an officer. The overall performance of the officer in this
102
b)
c)
process will be quantified at the end totaling into 25 marks. Minimum qualifying marks in this process will be 60%. Promotion Appraisal Forms will be prepared in respect of all those officers who have qualified for stage-II. The officers will be awarded marks in the Promotion Appraisal Forms out of total 50. The forms will be submitted by an officer not below the rank of a Chief General Manager. Marks scored in the Assessment Centre Process will then be added in their respective proportion (out of total 25) to the marks scored in the Promotion Appraisal Form (out of total 50) submitted by the Recommending Authority and an overall merit list will be drawn. Candidates equal to twice the number of vacancies from top of the merit list will qualify for the third and final stage of the process.
STAGE-III :
The officers shortlisted in the second stage will be subjected to a Group and Individual interaction with the Interview Committee consisting of one Deputy Managing Director, two Chief General Managers and one outside expert as per the provisions of the Executive Selection System applicable to the grade. The candidates will be rated for various traits on the identified parameters out of 25 marks. Minimum qualifying marks for the interaction will be 60%.
SELECT LIST :
Based on the marks secured in stage-II and stage-III i.e. out of 75 and 25 marks respectively, a final merit list will be drawn. Total number of candidates equal to the number of vacancies allocated for promotions under Fast Track Channel will be taken from the top of the merit list and re-arranged as per inter-se seniority and recommended to the Executive Committee of Central Board, the Promoting Authority for promotion to the grade. Recommendations to the ECCB will be made by the Central Management Committee (CENMAC).
Vigilance Clearance
:
*
As stipulated in case of Executive Selection System.
103
ANNEXURE 3.28
PROMOTION APPRAISAL FORM
For promotions to the Grade of the Chief General Manager /General Manager/Deputy General Manager
PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE GRADES (DEPUTY GENERAL MANAGER-Fast Track Channel)
PART 1 BIO-DATA 1.Name of the official (Name in full with surname first) 2. i) Date of Birth ii) Residual service as on the 1st April of the promotion year 3. Qualifications i) Academic ii) Professional (including CAIIB) 4. i) Joined the Bank on ii) Entered Officers cadre as on 5. i) Date of promotion to the present grade ii) Total service in the present grade 6. Period served in qualifying assignments (only for DGM promotions) Assignment Grade From
: : : : : : : : : : : To
104
7.i.(a) Sick leave availed by the promotion : Ailment
Official since his last Period
i.(b) Details of extra-ordinary leave Reasons
during entire service : Period
ii) Whether the Officer is likely to have any health or other problem in case of his transfer on promotion : 8. Positions held : (covering all assignments in the grade, minimum 4 assignments - current position backwards ) : Position Branch/Office From To
105
PART II
SUMMARY OF AARFs
Year Reported I I I / I I I A 31.03.200__ 31.03.200__ 31.03.200__ 31.03.200__ TOTAL OF 4 YEARS (OUT OF 400) (TOTAL EQUIVALENT MARKS (OUT OF 40) (USE CONVERSION FACTOR *0.10) (A) General Comments (Section B Form IV/IV-A of AARF) Year IV As on 31.03.200__ Year III As on 31.03.200__ Year II As on 31.3.200___ Year I As on 31.03.200__ Reviewed I V / I V A I I I / I I I A Approval/SRC (if any) I I V I / I I / V I A I I A Total (out of 100)
A. B.
ADVERSE REMARKS/FEATURES, IF ANY, IN AARFs : BRIEF REPORT ON EXCEPTIONAL ACHIEVEMEN / RECOGNITION: PERFORMANCE/
106
Certified that all Confidential Reports compiled for the relevant years have been duly taken into consideration. All reports are drawn up properly and no inconsistencies observed therein.
_______________________________ RECOMMENDING AUTHORITY NAME ________________________________ PART III :
RECOMMENDATIONS PROMOTION
ON
THE
OVERALL
SUITABILITY
FOR
(To be rated on a Five-point scale: 10-Eminently Suitable, 8-Most Suitable, 6-Suitable, 4Marginally Suitable, Zero-Unsuitable) MARKS FOR OVERALL SUITABLITY ____________________ FOR PROMOTION (OUT OF 10) (B)
_______________________________________________________________________ _______________ TOTAL MARKS SECURED:(A+B) __________________________________________ (OUT OF 50)
_______________________________________________________________________ _______________ RECOMMENDING AUTHORITY Signature Name ____________________ ____________________
Designation ____________________
Date: _________________
Place:
_____________________
--------------------------------------------------------------------------------------------------------------------------
(For Use at Cadre Management Dept., at Corporate Centre)

Date of Receipt Checked By
107
GAPs Entered in Computer by Verified by
108
ANNEXURE 3.29 PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE GRADES (DEPUTY GENERAL MANAGER/GENERAL MANAGER/ CHIEF GENERAL MANAGER) PART I BIO-DATA 1.Name of the official (Name in full with surname first) 2. i) Date of Birth ii) Residual service as on the 1st November of the promotion year 3. Qualifications : i) Academic ii) Professional (including CAIIB) 4. i) Joined the Bank as on ii) Entered Officers cadre as on 5. i) Date of promotion to the present grade ii) Total service in the present grade 6. Period served in qualifying assignments (only for DGM promotions) Assignment Grade : : :
: :
: :
From
To
7.i.(a) Sick leave availed by the promotion : Ailment
Official since his last Period
i.(b) Details of extra-ordinary leave Reasons
during entire service : Period
109
ii) Whether the Officer is likely to have any health or other problem in case of his transfer on promotion :
8. Positions held : (covering all assignments in the grade, minimum 4 assignments - current position backwards ) :
Position
Branch/Office
From
To
PART II
SUMMARY OF AARFs
Year Reported Reviewed Approval/SRC (if any) I V / I V A I I I / I I I A Total (out of 100)
I I I / I I I A 31.03.20__ 31.03.20__ 31.03.20__ 31.03.20__
I V / I V A
I I I / I I I A
TOTAL OF 4 YEARS (OUT OF 400) (TOTAL EQUIVALENT MARKS (OUT OF 40) (USE CONVERSION FACTOR *0.10) (A)
General Comments (Section B Form IV/IV-A of AARF)

Year IV As on 31.03.20__ Year III As on 31.03.20__
110
Year II As on 31.3.20__
Year I As on 31.03.20__
A. B.
ADVERSE REMARKS/FEATURES, IF ANY, IN AARFs : BRIEF REPORT ON EXCEPTIONAL PERFORMANCE / ACHIEVEMENT / RECOGNITION:
-------------------------------------------------------------------------------------------------------------------------------------Certified that all Confidential Reports compiled for the relevant years have been duly taken into consideration. All reports are drawn up properly and no inconsistencies observed therein.
_________________________________ RECOMMENDING AUTHORITY NAME :
111
PART III
REPORT ON MANAGERIAL CAPABILITIES

(To be rated on a Five-point scale:5-Exemplary, 4-Excellent,3-Good,2-Above Average,1Poor) Numerical marks 1. Creativity/Innovation and Achievement Orientation: 2. Analytical ability and decision making : 3. Communication : 4. Leadership qualities and team building : 5. Inter-personal relations : 6.Industrial Relations and Human Resources Management : 7. Corporate Image Building and Public Relations : 8. Environmental Awareness and Marketing Skills : 9. Emotional Strength : 10. Role in CMC/CirCC and other Structural Committees : Total marks (Out of 50) Total Equivalent Marks (Out of 15) (Use Conversion Factor *0.30) (B)
PART IV
GENERAL COMMENTS ON POTENTIAL OF THE OFFICER TO SHOULDER HIGHER RESPONSIBILITY WITH SPECIFIC COMMENTS ON LEADERSHIP QUALITIES (To be rated on a Five-point scale: 10-Excellent Potential, 8-very good potential, 4 Capable, Zero-not capable) COMMENTS :
MARKS FOR POTENTIAL & LEADERSHIP (OUT OF 10)
(C)
112
PART V RECOMMENDATIONS PROMOTION ON THE OVERALL SUITABILITY FOR
(To be rated on a Five-point scale: 10-Eminently Suitable, 8-Most Suitable, 6-Suitable, 4-Marginally Suitable, Zero-Unsuitable)
MARKS FOR OVERALL SUITABLITY FOR PROMOTION (OUT OF 10) (D) ______________________________________________________________________ TOTAL MARKS SECURED:(A+B+C+D) (OUT OF 75) _______________________________________________________________________ RECOMMENDING AUTHORITY Signature Name Designation ____________________
Date: _________________
Place:
_____________________
---------------------------------------------------------------------------------------------------------------------(For Use at Cadre Management Dept., at Corporate Centre) Date of Receipt Checked By GAPs Entered in Computer by Verified by
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CHAPTER 4
SENIORITY
OSR 18(1) 1. Each year, the Bank shall prepare lists of officers in its service showing their names in the order of their seniority and containing such other particulars as the Bank may determine. Such lists will be prepared on a Circle basis in respect of officers belonging to the Junior Management Grade and Middle Management Grade Scale II and III and on an all India basis in respect of officers belonging to other grades. (Corp. Centre letter No. CDO:PM:CIR:12:64 dt. 08.02.2006/LHO/HR/160 dt. 21.02.2006) In view of wide usage of intranet, seniority lists will be placed on the HRD site of the Bank and to stop printing of these lists henceforth to contain the printing and other cost in this regard. Seniority lists as on 01.01.2007 in respect of all grades of officers have since been placed on HRD site of the Bank at Corporate Centre level. However, limited number of computer printouts/photocopies of the seniority list in respect of Junior Management Grade Scale-I, Middle Management Grade Scale-II/III officers may be taken at the modules, for the information of officers posted at Branches, which are not covered by SBI Connect/Remote Access Services (RAS), as per the need. OSR 18(2) 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 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. OSR 18(3) 3. 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.
OSR 18(4) 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. OSR 18(5)
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5.
Nothing herein contained shall affect the seniority among themselves of the officers who were in the service of the Bank immediately prior to 1.10.79. OSR 18(6)
6.
It shall be the duty of the officer to draw attention immediately to any mistake which he may notice in the list. OSR 18(7)
7.
A record of each officer's service shall be maintained at Regional Office/Zonal Office or Local Head Office of the Circle in which he is serving or in case of an officer serving in or under Corporate Centre at Corporate Centre or the Central Accounts Office or as may be decided by the executive committee from time to time.
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CHAPTER 5 RETIREMENT, VOLUNTARY RETIREMENT AND RELATED MATTERS 5.1 5.1.1 RETIREMENT Service Rules governing retirement OSR 19(1) An officer shall retire from the service of the Bank on attaining the age of sixty years (CDO/PM/CIR/10 Dt. 29.05.1998) or upon the completion of thirty years' service or thirty years' pensionable service if he is a member of the Pension Fund, whichever occurs first. Provided that the Competent Authority may, for reason to be recorded in writing extend the period of service of an officer who has completed thirty years service or thirty years' pensionable service, as the care may be, should such extension be deemed desirable in the interest of the Bank. Provided further that an office who has attained the age of 60 years shall not be granted any further extension in service. Provided further that an officer may, for reason to be recorded in writing be retired from the Bank's service after he has attained 50 years of age or has completed 25 years' service or 25 years' pensionable service as the case may be, by giving him three months notice in writing or pay in lieu thereof. Provided further that an officer who has completed 20 years' service or 20 years' pensionable service, as the case may be, may be permitted by the Competent Authority to retire from the Bank's service, subject to his giving three months' notice in writing or pay in lieu thereof unless this requirement is wholly or partly waived. 5.1.2 OSR 19(2) Notwithstanding anything to the contrary in the Service Rules, no officer who has ceased to be in the Bank's service by the operation of, or by virtue of, any provision shall be deemed to have retired from the Bank's service for the purpose of the Imperial Bank of India Employees' Pension and Guarantee Fund Rules or the State Bank of India Employees' Pension Fund Rules unless such cessation of service has been sanctioned as retirement for the purpose of either of the said pension fund rules as may be applicable to him. 5.1.3 OSR 19(3) In case disciplinary proceedings under the relevant rules of service have been initiated against an officer before he ceases to be in the Bank's service by the operation of, or by virtue of, any of the said rules or the provisions of these rules, the disciplinary proceedings may, at the discretion of the Managing Director, be continued and concluded by the authority by which the proceedings were initiated in the manner provided for in the said rules as if the officer continues to be in service, so however, that he shall be deemed to be in service only for the purpose of the continuance and conclusion of such proceedings.
116
An officer will retire from the service on the afternoon of the last day of the month in which he attains the age of sixty years provided that the officer whose date of birth is first day of month, shall retire from service on the afternoon of the last day of the preceding month on attaining the age of sixty years. The clearance for disciplinary\vigilance cases pending /contemplated against the retiring official may be obtained only for the period between the date of last promotion and the date of retirement. GUIDELINES UNDER OSR 19(3) The service of an officer can be deemed to continue for the limited purpose of continuance and conclusion of disciplinary proceedings in terms of the aforesaid provisions even after he/she otherwise ceases to be in service of the Bank. It has been decided to lay down the following guidelines for the purpose of administering the aforesaid provisions: (i) Paragraph 19(3) of OSR relating to continuance of an officer in service for the limited purpose of completion of disciplinary proceeding, after he ceases to be in the service, should not be indiscriminately used. In order to ensure that invocation of paragraph 19(3) could be kept to the barest minimum, a list of all the officers who would be retiring in the next two years should be got prepared at the Zonal Offices under which these officers are working and at the LHO in case of the officers posted thereat. The list should be scrutinized from the following angles: Reports from the Vigilance Department should be obtained to verify whether any enquiry/investigation is pending against the officer which is likely to result in disciplinary action being taken against the officer. Inspection reports pertaining to the retiring officers work should be carefully examined to see if the officer has committed grave irregularities which may lead to criminal or departmental action against him, especially if the officer is working at a branch or dealing with operational matters. It may be checked whether any other serious complaint or disciplinary proceedings are pending/contemplated. It should be ensured that all cases of irregularities, lapses, etc. alleged to have been committed by the officer are looked into expeditiously and a decision as to whether to initiate disciplinary or criminal proceedings is taken one year before the date of retirement of the officer. Thereafter, it should be ensured that disciplinary proceedings, if any, are initiated and completed well before the date of superannuation. In cases where departmental proceedings are already pending, a time-bound programme should be drawn-up to ensure that the proceedings are completed well before the date of superannuation. The list of officers who are due to retire in the next two years time where irregularities or lapses are reported against them should be submitted to the Circle Management Committee every quarter and the progress of each case should be reviewed by the Circle Management Committee who will issue such directions as deemed necessary for expeditious disposal of the cases.
(ii)
(a)
(b)
(c)
(iii)
(iv)
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(v)
Three months before an officer is due for retirement, the Disciplinary Authority should once again check up with the Circle Vigilance Department and obtain a fresh clearance from them. At this stage if any fresh case is brought to the notice of the Disciplinary Authority, he should immediately take a view on the misconduct/irregularities that the officer is reported to have committed and also whether departmental proceedings should be initiated at this late stage. In the case of an officer in TEGS VI and above, a report should immediately be made to the disciplinary authority at Corporate Centre. In all cases where it is decided to initiate disciplinary proceedings a charge sheet should immediately be issued. Where it is necessary to invoke provisions of paragraph 19(3), a recommendation should be made to the Managing Director. Depending upon the gravity of the irregularities committed and sensitiveness of the case, if the Managing Director is of the view that the proceedings should be continued, an order invoking paragraph 19(3) will be passed by him. A time bound programme for completion of disciplinary proceedings within the next six months should be drawn-up in all such cases. In order cases where disciplinary proceedings were already initiated, the disciplinary authority should examine the cases three months before the officer is due for retirement and submit a report to the Managing Director indicating whether it will be possible to complete the proceedings before the date of superannuation or not. In case proceedings are not likely to be completed and are required to be continued beyond the normal date of superannuation, a decision will be taken by the Managing Director whether the charges are serious enough for continuing the proceedings by invoking provisions of paragraph 19(3). The continuance of the proceedings beyond the normal date of superannuation should ordinarily be recommended only in respect of those cases where the officer has committed grave acts involving malafide or acts involving moral turpitude and the Bank has incurred losses or is likely to incur losses due to the irregularities, lapses, malpractices, frauds, etc. committed by the officer and the Bank is reasonably certain of recovering the losses, fully or partly, from the officer concerned out of the officers retirement benefits or where a penalty which will not entitle the officer pension benefit, is likely to be imposed on conclusion. In all other cases, the Disciplinary Authority should record reasons in writing for not considering it necessary to continue the proceedings beyond the normal date of his superannuation. In all cases involving vigilance angle Vigilance Department at Corporate Centre and in non-vigilance cases, HR Department thereat should continue to be consulted. The above guidelines will as well apply for invocation of paragraph 19(3) in cases where an officer ceases to be in the service by operation of, or by virtue of any other rules other than the rules relating to retirement/superannuation, to the extent these are relevant to such cases.
(vi)
(vii)
(viii)
5.1.4
Authorities competent to sanction retirement PER/87 of 1996-97, C.O. CDO/PM/CIR/73 dt. 14.02.1997 The authorities mentioned in Annexure 5.14 have been designated by Central Board as Competent Authority to sanction retirement to all officers and other employees of the Bank under the amended pension fund rules.
118
5.1.5 i.
Procedure The proposals for sanction of retirement (Annexure 5.1) under the rules will need to be put up only to the Competent Authority who shall consider it in the light of existing instructions. Where the sanction is to be declined, it can be done only after obtaining the permission of the Executive Committee of the Central Board. It is, however, clarified that the proposals for retirement of officers under the proviso to para 19 of OSR i.e. where the officer has attained 50 years of age or has completed 25 years' service/pensionable service, and where requests for voluntary retirement from officers on 20 years' service/pensionable service have been received, will continue to be referred to the Competent Authority mentioned in Chapter 23 for sanction in the usual manner. Recommendations for sanction of retirement of officers to Competent Authority may be put up on the format given Annexure 5.1. The format, it will be observed, contains brief service particulars of the officers which are generally available at Local Head Office/Zonal Office and thus, delays in obtaining particulars from branches etc. will be avoided. The proposals may be put up 3-6 months in advance of the date of retirement. After the sanction of retirement, pension papers may be put up to trustees for sanction of pension in the usual manner through the PF & Gratuity Department at Local Head Office. However, in case it is possible to collect the particulars pertaining to pension etc. well before the date of retirement, then a consolidated proposal for sanction of retirement/pension may be put up on the existing format as hitherto. The intention is that delay has to be avoided in any case. Contract Officers subsequently made Permanent: Reckoning of Contract Service PER/49 of 1994-95 The Executive Committee of the Central Board during their meeting held on 15.01.1995 approved that as a model employer we may treat the past service on contract basis of officers appointed as such and who were eventually absorbed as regular officers as continuous service in the Bank and extend the undernoted benefits: (i) To admit them to the membership of Provident Fund and Pension Fund from the date of engagement on contract basis if found eligible in terms of relevant fund rules. To treat the service spent on contract for the purpose of seniority. Officers who have already retired may be made eligible for pension subject to the eligibility conditions in the Pension Fund Rules as a result of increased length of pensionable service and in their cases service Gratuity paid by the Bank be recovered. The benefit of contract service for refixation in pay also be extended to these officers.
ii.
iii.
Iv
5.1.6
(ii) (iii)
(iv)
5.1.7
Treatment of service rendered by officials on deputation from the government C.O.CDO/PM/CIR/3 dt. 12.04.1996
119
i.
In the past, officials have been taken on deputation to the Bank from State / Central Government particularly in the field of agriculture to serve as Technical Officer (Agl.) etc. The majority of these officials were subsequently absorbed in the Bank's service. The Corporate Centre has since examined whether the past service rendered by these officials while on deputation from the government could be counted for the purpose of computing total pensionable service in the Bank and have advised that in cases of mobility of personnel between the Government and Financial Institutions, the employees shall not be entitled to count their past service on their permanent absorption for pensionary benefits. VOLUNTARY RETIREMENT PER/9 dt. 30.01.1992 In terms of proviso 4 to Rule 19(1) of State Bank of India Officers Service Rules 1992, an officer who has completed 20 years of service or 20 years' pensionable service as the case may be, may be permitted by the Competent Authority to retire from Bank's service subject to his giving three months' notice in writing or pay in lieu thereof unless this requirement is wholly or partly waived by the Competent Authority.
ii.
5.1.8
5.1.8.1
Procedure The following procedures have been laid down for meticulous compliance:
(i) (ii)
Request for the voluntary retirement must be addressed to the Competent Authority and submitted on prescribed format. As soon as a request for voluntary retirement is received, it must be examined whether due notice of 3 months has been given or not. In case due notice has been given, the request should be handled as per the procedure set out in the subsequent paragraphs. However, if pay in lieu of due notice has been offered or full 3 months' notice has not been given, the official has to be immediately advised that his application for voluntary retirement is being processed and forwarded to the Competent Authority for a decision. Meanwhile, he cannot be deemed to have retired from Bank's service in the absence of communication of the Competent Authority's express approval which is necessary in terms of 4th proviso to Rule 19(1) of the SBI Officers Service Rules. This advice should be communicated by the authority under whom the official is working i.e. Branch Manager in case of an officer posted at a branch, Dy. General Manager in case of Zonal Office, concerned Departmental Head in case of any other Administrative Office. The cheque/payment in lieu of the notice period, if any. tendered should not be encashed. A draft of the acknowledgement letter is given in Annexure 5.5. Thereafter, following procedure should be observed. The Competent Authority for declining request for voluntary retirement under Rule 19(1) of OSR, 4th proviso is the same authority which is competent for sanctioning voluntary retirement. The requirement of placing the matter before the Executive Committee of the Central Board is under Rules 15 and 11 of the SBI /IBI Employees' Pension Fund, respectively, and these rules are for an altogether different purpose. The authority as stated earlier should acknowledge receipt of the application on the lines of Annexure 5.5 The request for voluntary retirement should be processed and recommendations be submitted to Competent Authority on the lines of the Annexure 5.6. All applications from officers for voluntary retirement have to be processed and necessarily placed before the Competent Authority for a decision and have to be forwarded through
(iii)
(iv)
120
proper channel. In this regard, for officers working in a Circle or on deputation to companies/other organisations, the relative Local Head Office will process and forward the application to Personnel Admn. Department at Corporate Centre, where necessary, whereas in case of those on deputation to Corporate Centre/ its departments/ Bank's subsidiaries, the applications will be processed and sent by the concerned Departmental Heads to Office Admn. Department at Corporate Centre. (v) While forwarding the application (Annexure 5.6) to Competent Authority, clearance must be taken from Vigilance Department/Disciplinary Proceedings Department as regards pendency/contemplation of any disciplinary case/criminal case / investigation. Further, in case the official has worked in other Circles/offices, confirmation to this effect must be obtained from them also. The details of the same must be mentioned in the column provided in Annexure 5.6. Other points to be noted while submitting the recommendations besides necessary action to be initiated immediately on receipt of the request for resignation/retirement from the officer, are as under: The request from the officers should be addressed to the appointing/competent authority. The request for resignation should be unconditional/unqualified. In case request for complete/partial waiver of required notice period of 3 months has been made by the officer, valid reasons/grounds therefore should be given by him and specific comments and recommendations for the waiver or otherwise are given. In case of retirement/voluntary retirement whether the officer has completed 20 years service or 20 years pensionable service, should be clearly stated therein. If letter/notice from the officer is without date, Banks intention as to from which date notice period will be counted, should be advised to the officer immediately.
(a) (b) (c)
(d) (e)
5.1.8.2 Interview Whenever any official is opting for voluntary retirement, he/she should be interviewed so that the real reason for his/her option could be found and proper counseling could be given, wherever necessary. It is to be ascertained from such officials during the exit interview that they firmly decided to retire from the Banks service and thereafter the recommendations should be submitted to the competent authority for approval. Corporate Centre has clarified that although the official has legally the right to withdraw his request for retirement any time before expiry of the notice period, efforts should be made to avoid the unproductive work of processing and subsequent withdrawal of the application of the official. C.O.CDO/ADM/SPL7610 dt. 14.12.1997 C.O.HRD/62/4553 dt. 30.11.1994 The proposed structure for the purpose is detailed under :(a) For officials in the Grades of JMGS 1 to SMGS IV a. b. c. In Branches / Spl. Branches and Zonal Offices In LHOs In Corporate Centre/Corporate Centre establishments - in Mumbai - Outside Mumbai Controlling DGM One of the GMs DGM (Learning & Development) Corporate Centre Controller, if he is of DGM grade or above, DGM (Learning & Development),
121
Corporate Centre (b) For Officials in the Grade SMGS V: a. b. In Circles In Corporate Centre/Corporate Centre Establishment CGM of the Circle CGM (HR) at Corporate Centre or Controller
(c)
For officials in the Grade TEGS VI
DMD & CDO
In each and every case, the fact that the interview took place should be recorded. (vii) The above exercise must be completed within a period of 2 weeks from date of receipt of the application and by the 3rd week the proposal must be sent to Corporate Centre /Local Head Office for further necessary action. At Corporate Centre it is likely that some more clarifications may be required from Local Head Offices/departments. These clarifications when sought must be furnished promptly. The decision of the Competent Authority should be conveyed to the official in writing and his dated acknowledgement taken. In a few cases, it was observed that since the notice was due to lapse shortly, the decision of declining the request of voluntary retirement was advised to the official over telephone; this was not followed up in writing. The concerned official subsequently denied having been told anything about the Bank's decision and claimed to have retired. To avoid situations like this, it is necessary that decision of the Competent Authority, whether accepting or declining the request, is communicated in writing to the concerned official and acknowledgement is invariably taken. In case personal service is not practicable, the same should be sent under certificate of posting to the last recorded address. In case an officer, who is already under suspension or is facing disciplinary proceeding, has put in application for voluntary retirement, with or without notice, his attention should be drawn to Rule 20(2) (a) of the State Bank of India Officers Service Rules and advised that he cannot leave Bank's service in the circumstances stated therein. It may also be ensured that for invoking provisions of Rule 20(2) of State Bank of India Officers Service Rules, the provisions contained in Rule 20(2)(b) have been complied with before the expiry of notice period. The acknowledgement letter given in Annexure 5.5 has been drafted with this aspect in mind. In case the disciplinary proceedings are likely to be delayed, the official should be advised suitably and on conclusion of the proceedings, his request can be processed and forwarded to Corporate Centre/Local Head Office in the above manner for a decision. Needless to add, a fresh letter for voluntary retirement will have to be taken from such officials with clear notice period. Clarifications: A. Voluntary Retirement
(viii)
(ix)
(x)
(xi)
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PER/18 dt. 23.02.1991 In regard to requests for voluntary retirement of officers, it is clarified that requests for voluntary retirement of officers on completion of 30 years of pensionable service or attaining 58 years of age shall be treated as normal retirement and such requests shall be required to be put to the Competent Authority only.
B.
Denial of Retirement Where it is proposed to deny sanction of retirement under either of the Funds Rule to any officer in SMGS IV or above, the matter would be submitted to the Executive Committee of the Central Board. In case of officers upto MMGS III, the authority for declining the request will vest with the Dy. Managing Director & CDO. In case of all other employees where it is proposed to deny sanction for retirement under either of the said Rules, the matter would be submitted to the Executive Committee or the Local Board concerned with their employment.
5.1.8.3
Accountability The procedure followed by the modules should be reviewed and causes for delay at various levels in dealing with such requests should be carefully analysed and corrective action taken. In the instances of willful delay or gross negligence in dealing with the matter, accountability would be fixed and action would be taken on those responsible.
5.1.8.4
Waiver of Notice Period ADM/SPL/2199 Dt.21.07.1994 & ADM/SPL/4/15/5466 dt. 31.01.1995 The guidelines to be followed in this regard are as follows:-
(i)
Normally, the notice period should not be waived for the reason that it takes about 2 to 3 months to identify a replacement and arrange for his posting, etc. Clearance from the departments/controlling offices under which the official had earlier worked has also to be taken in the area of disciplinary /vigilance cases and examined. There may also be various dues from the official owing to the Bank which have to be ascertained and arrangements made for their adjustment. All this takes time. Hence, the competent authorities should normally not waive the requirement of notice, whether it is a case of resignation or voluntary retirement. However, where the official is proceeding to join a government service or Public Sector Company, the Competent Authority may waive fully or partially the notice period after receiving clearance from vigilance angle in the usual manner and after recovery of all dues. If the officer is leaving the service either by way of resignation or retirement for personal reasons or for joining any other service, except those at item (ii) above, notice period need not be waived. In extreme cases of compassion, say on the grounds of failing health or joining spouse posted elsewhere, adverse family circumstances, etc., the Competent Authority may consider to partially or fully waive the notice period subject to satisfaction about the genuineness of the reasons adduced for leaving the Bank's service and clearance from vigilance angle as well as recovery of all dues. Withdrawal of Request during Notice Period
(ii)
(iii) (iv)
5.1.8.5
123
C.O. NBG:P&HRD:13:SPL/17/178 dt. 08.07.2000/LHO/PER & HRD/67 dt. 08.09.2000 Legally an officer has the right to withdraw his request for retirement any time before expiry of notice period. 5.2 5.2.1 1. EMPLOYMENT AFTER RETIREMENT Parameters required to be considered In terms of Rule 14 and 19 of the Imperial Bank of India and State Bank of India Pension Fund Rules, respectively, if an officer of the Bank, who is entitled to pension under these rules, wishes to accept employment in any other Bank, at any time or any other commercial employment within two years from the date of retirement, he should obtain the previous sanction of the Competent Authority. If the officer undertakes such employment without obtaining the sanction, it will be competent for the trustees to withdraw the pension payable to him either in full or in part, at their discretion. The request for commercial employment after the retirement from service will he considered within the broad parameters prescribed by the government as listed below: i) ii) Did the officer, while in service have any such dealings with the proposed employer as might create the suspicion that he had shown favour to the latter ? Will his commercial duties be such that his official knowledge and experience could be used to give the employer an unfair advantage ? Will his duties be such as might bring him into conflict with the Bank/ government ? Is the proposed employment of a thoroughly reputable kind ? Are there any exceptional circumstances which would make the refusal of consent a real hardship ? The term Commercial employment would also include Directorship in Companies even if it involves only sitting fees for the board meetings and reimbursement of travelling expenses. Procedure The Central Board at its meeting held on 27.11.1995 approved the proposal for amendments to Rule 14 of the Imperial Bank of India Employees' Pension and Guarantee Fund Rules and Regulations and Rule 19 of State Bank of India Employees' Pension Fund Rules as per Annexure 5.12 and 5.13 respectively. The effect of the proposed amendment is that the employee may be either permitted to take up employment or, if the permission is being refused, this may be done after giving the employee a chance of being heard. Also, if the permission or refusal of such permission is not communicated within ninety days, it would be deemed that the employee has been permitted to take up the said employment. This amendment has been carried out on the recommendation of the Committee on Subordinate Legislation (Rajya Sabha). Competent Authorities: Pursuant to the decision of the Central Board, the Executive Committee of the Central Board at its meeting held on 30.1.1997 designated the authorities mentioned in Annexure 5.14 as Competent Authority to grant permission to accept employment after retirement to all officers of the Bank for the purpose of the aforesaid Pension Fund Rules. However, where it is proposed to deny permission to accept
2.
iii) iv) v) 3.
5.2.2 i.
ii.
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employment after retirement, the matter would be submitted to the Dy. Managing Director & CDO, in case of officers upto MMGS III, and to the Executive Committee of the Central Board, in case of other officers. iii. All requests for permission under the rules may. therefore, he put up only to the Competent Authority through controlling authority for grant of permission who shall consider it under the existing guidelines and where the permission is to he declined, it will be done only after obtaining the permission of the Executive Committee of the Central Board. General Guidelines It is observed that in many cases the queries referred to in Section 5.2.1 are mostly answered with cursory remarks indicating that the applications are not being subjected to stringent scrutiny as expected. Permission sought by the retired officials for joining companies/ firms enjoying substantial credit facilities with us showing unsatisfactory features, which were handled by the officer while in service at various stages like processing, recommending and sanctioning, are recommended without critically examining whether any undue favours have been shown by the officers towards the firm. It should, therefore, be ensured that the request received from retired officials seeking permission of the Competent Authority are subjected to strict scrutiny and favourable recommendation in this regard be made only after the controllers are fully satisfied on all aspects and not in a routine manner. Where the retired officer was directly involved in the processing, recommending or sanctioning of credit facilities to the company or its group concerns where he proposes to join after retirement, discrete enquiries should be made to ensure that no undue favours had been shown towards the company or its group companies at any stage especially when such advances are showing unsatisfactory features. If there is proof that such undue favours had been shown, such requests should not be recommended favourably. Clarification: CDO/PM/1413/spl/1235 dt. 05.01.2007 The matter was reviewed recently and it has been decided by the Executive Committee of st the Central board in their meeting dated the 21 December, 2006 that requests for taking up employment after retirement in a non banking company may be considered favorably by the Competent Authority provided that on the date of retirement of the officer/employee, 2 years have elapsed since he last dealt with the accounts of Companies or group Companies with whom he proposes to take up employment after retirement and in the meanwhile the accounts that he dealt with have remained standard all through and there are no indications available to create suspicion that the official had shown undue favour. It may be clarified that, to deal with would mean that the officer/employee was instrumental in processing/recommending/deciding/allowing/noting, either individually or as a member of any committee, any kind of exposure, facility, credit limit, drawing power, margin, rate of interest, security, waiver, settlement or any other benefit where any fundbased/non fund-based credit facility has been granted, temporary or permanent, to the proposed employers or their associate/group company Or processing/recommending/deciding/allowing, either individually or as member of any committee, award/grant of any kind of work/purchase/service agreement or order or contract for any work or service in the Bank. It is further clarified that to deal with will not
5.2.3 i.
ii.
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include approving/noting of the routine control returns of any kind. However, each case would be examined by the competent authority on the individual merits of the case. 5.2.4 Voluntary retirement/resignation while on deputation : Employment after retirement CC/CDO/P&HRD-pm/55 dt. 08.01.2007/LHO/HR/98 dt. 12.01.2007 Our officers/employees will not be allowed to take up employment with our subsidiaries/joint venture companies within one year after their voluntary retirement/resignation/exit option from Banks service. Such officers/employees may apply for employment in our subsidiaries/joint ventures, after a gap of one year from the date of their voluntary retirement/resignation/release under Exit Option Scheme from the Bank. Needless to add the officers/employees leaving the Bank on superannuation/voluntary retirement/exit option are not eligible for re-employment in the Bank in any capacity. Such officers/employees who retired under SBIVRS would not be appointed in the Bank/our associates/subsidiaries/joint venture companies in any case. 5.3 Expeditious Settlement of Terminal Dues 1. Delays in settlement of terminal dues have in a few cases been represented before the Court of Law. One Such case of Shri Padmanabhan Nair Vs. State of Kerala, came in before the Supreme Court in a Special Leave petition No. 9425 of 1984. The Supreme Court in this case has held Pension and Gratuity are no longer any bounty to be distributed by the Government to its employees on their retirement but have become, under the decision of this Court, Valuable rights and property in their hands and any culpable delay in settlement and disbursement thereof must be visited with the penalty of payment of interest at the current market rate till actual payment. The court has not only allowed the payment of over-due interest on pension but has also observed that the erring officials should be taken to task for any culpable lapses resulting in delay in payment of pension due, so that a sense of accountability to the retired employee/public is generated. In the light of the aforesaid judgment of the Supreme Court, it has become necessary to review the existing system to avoid delay in disposal of terminal dues. Following guidelines should, therefore, be adhered to meticulously: (i) Arrangement must be made at least 6 months in advance to record the date of retirement of every employee. The Branches/Controlling Authorities should prepare a list of officials/employees who will be retiring during next one year. Six months before the date of retirement, the concerned Branch/Controlling Authority should ask from the employee concerned the required papers viz. application for pension and application for payment of Gratuity, leave encashment, if any. Where the required papers are not received from the concerned employee then recommendations must be submitted for sanction of pension, provident fund dues, Gratuity etc. to the competent authority and after sanction, advise the employee/issue necessary notice to receive payment on completion of necessary formalities. There is already a provision to this effect in Gratuity Act. There is no such bar in Provident Fund or Pension Fund Rules in this respect. These papers should be processed well in advance by the direct control Branches/Regional Offices/PF & Gratuity Department at this office so that the retirement of the employee is approved by the Local Board/ECCB well in time. There are already instructions on record that avoid hardship to the pensioners; sanction may be obtained from the appropriate authority for payment of adhoc pension by debit to Branch Suspense Account. If the employee so desires, the proposal for sanction of adhoc pension should be submitted to the appropriate authority well in time.
(ii)
(iii)
(iv)
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(v)
The Branches should arrange for payment of pension and D.A immediately on receipt of advices from the Provident Fund Department at this office. Similarly advice for increase of D.A from time to time should also be acted upon immediately on receipt thereof. As soon as the Controlling Authorities come to know the due date of retirement of the employee (which should be 6 months in advance) the amount of Provident Fund contributions by the Bank and the employee made after the updated account, should be collected by them from the Branches involved so that there is no delay in arriving at the final balance of provident fund dues before the employee retires. It is our intention to hand over the following instruments on the date of retirement; (i) (ii) (iii) A cheque for 90% Provident Fund due (as on the provisions year ending date). A cheque for the Gratuity amount and/or any other dues. A letter showing the amount of pension payable, final or adhoc (as the case may be). Circular No. : CDO/P&HR-PM/12/2006 07 dt. 01.07.2006
(vi)
2.
5.4
TIME NORMS IN CASE OF VOLUNTARY RETIREMENTS/ RESIGNATION AND EXIT OPTION In terms of Rule 33 of SBI Employees Pension Fund Rule, interest on monies standing in the books of the provident fund to the credit of member ceases on the date he leaves the service of the Bank or the day on which he dies, whichever happens first. As such all terminal benefits viz. Provident Fund Balance, Pension, Gratuity and other benefits should be paid/settled on the date of retirement of the member. Branches/offices should commence the entire processing of terminal benefits 6 months prior to the date of retirement of an employee. It has also been advised that in respect of deceased cases, controller should depute an employee to call on legal heirs of the deceased employee as early as possible to guide and help them in completing the necessary papers so that the family of the deceased should receive the payment within three months following submission of completed application by them. 2. However, in respect of employees seeking voluntary retirement, resignation, or exit option etc., it is difficult to ensure refund of terminal benefits on the day of retirement/release from the Bank's service, despite the notice period of three months in case of officers (maximum four months in case of exit option). As the processing of terminal benefits starts only after receipt of approval for resignation, exit option, voluntary retirement, from the competent authority, sufficient time is not left for processing the proposals before the due date of retirement/release from the service and Bank has to pay interest on delayed payment of terminal dues. We have to find the ways and means to avoid this extra cost. 3. It has accordingly been decided with the approval of the appropriate authority that the following procedure be followed henceforth to reduce the delay in processing of the proposals in respect of officers/employees retiring under voluntary retirement/ leaving the Bank's service under exit-option/resignation. i) On receipt of the application for exit option/voluntary retirement/resignation, while giving the acknowledgement to the employee as per Annexure 5.5 a suitable clause has been incorporated therein advising that since the employee is leaving Bank's service as per his own convenience under exit option/voluntary retirement/resignation, sufficient time is not available for processing the terminal benefits in time, therefore, his terminal benefits will normally be settled within 30 days from the date of his actual release from service provided he has given the required
127
notice as provided for in State Bank of India Officers Service Rules/instructions under Exit-option Scheme. Interest on delayed payment of terminal benefits will become payable only after 30 days from the date of actual exit /voluntary retirement/resignation. In cases where resignation/voluntary retirement requests are made by serving only partial notice, interest on settlement of terminal dues shall become payable only if these are not paid even after lapse of period equal to the shortfall in notice period and adding thereto 30 more days. Such period shall be counted from the actual date of release of the employee/officer. ii) The application for payment of terminal benefits should also be obtained from the concerned employee by the Branch/ establishment simultaneously and the processing of terminal benefits should begin without waiting for the approval of the Competent Authoritys sanction for resignation/voluntary retirement/release under exit option. PF & Gratuity Department should submit their recommendations to the Trustees for sanction of the terminal benefits and follow up should be done for obtaining approval of the Competent Authority. The sanction of the Trustees/appropriate authority, as the case may be, should be advised to the Branch/establishment where the employee is posted with the condition that terminal benefits should be released only after the date on which the voluntary retirement/exit option, resignation takes effect. The Branch/establishment would have already received the approval of the voluntary retirement/exit option before that. A copy thereof should be sent by the concerned department/branch to the PF & Gratuity Department at LHO/Corporate Centre, as the case may be as also to the Central Account Office, Kolkata. In case the request of the employee/officer is declined by the Competent Authority for resignation/voluntary retirement/release under Exit Option Scheme, or if the request for leaving the Bank's service is withdrawn by the employee/officer before the due date of his sanctioned release, following steps should be taken immediately. Branch/office concerned should immediately advise his controller and PF & Gratuity Department at LHO/Corporate Centre (as the case may be) directly by fax/courier advising that request of the employee/officer for leaving the service has been declined/withdrawn; Conditional sanction of Trustees for settlement of terminal dues received at the branch/office wherefrom the employee/officer was due to be relieved under exit option/voluntary retirement/resignation should not be acted upon. It should be returned in original to the PF & Gratuity Department at LHO/Corporate Centre, as the case may be. PF & Gratuity Department at LHO/Corporate Centre should advise Central Accounts Office, Kolkata regarding non-utilisation of sanction of Trustees for settlement of terminal dues advising reasons therefore. QUALITY OF WORK LIFE, PRESENTATION OF MEMENTO ON RETIREMENT CC/HRD/CDO/62/511 dt. 29.07.2002/LHO/P&HRD/78 dt. 16.08.2002 Retirement is the most appropriate occasion for recognition of an employee as it marks a milestone in the career of an employee that carries enormous emotional importance for the outgoing employee and the gesture of the organisation on such an occasion has a significant bearing on the motivational level and emotional bondage between the rest of the employees and organisation. Accordingly, it has been decided to introduce an institution wide practice of presenting a memento on Banks behalf, to each of staff member belonging to various cadres, at the time of retirement on superannuation excluding voluntary retirement or compulsory retirement etc.,
iii)
iv)
v)
a.
b.
c.
5.5
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subject to various scales of cost ceilings for different categories of employees, as follows;i) ii) Officers in Junior & Middle Management Officers in Senior Management Rs. 1250/Rs. 2000/Rs. 4000/-
iii) Officers in TEGS VI & VII
The memento on retirement will be in addition to the Silver Jubilee Award on completion of 25 years of service subject to other stipulations as per extant instructions. Further, the memento may preferably in form of a Silver/Silver Article with suitable inscription/legend which could be preserved by the retired employee with pride and cherished memories. A small get-together of staff may be arranged at unit level in honour of an employee at the time of retirement, as hitherto, in which the memento may be presented to him/her. 5.6 ISSUANCE OF SERVICE CERTIFICATE TO EX-OFFICERS CSL/CIR.DO/PER & HRD/20 dt. 05.06.2001 Appreciation letters to those officers who retire from Banks service with unblemished record on attaining age of superannuation should be issued by designated authority as per Annexure 5.2. CC/CDO/PM/1413/CIR/43 dt. 22.09.2003/LHO/P&HRDD/85 dt. 22.09.2003 The contents of the appreciation letter issued to officers/employees on the eve of retirement do not contain reference to experience of the official/employees earned by him in various fields, some ex-officers requests for issuance of experience certificate to them. Such officials, who are seeking employment elsewhere usually need a certificate detailing inter alia the experience with length of service put in for the satisfaction of the prospective employers. Bank may consider issuing service certificate to officers making such specific request provided, they have rendered satisfactory service in the Bank, their resignation/voluntary retirement/retirement on superannuation in normal course has been approved by the Competent Authority. a) Such requests for service/experience certificate may also be considered in other cases like dismissal, termination or removal from service or retirement by invoking rule 19(3). However, the fact of dismissal, termination or removal may also be mentioned in the certificate. b) The certificate is to be issued only through officials Controller under whom he had last served. If officer is retired under VRS/Voluntary Retirement/dismissed, etc. this should also be mentioned in the certificate. c) For this purpose retired officials may be required to submit their request through proper channel through the last branch/office where he/she was posted. On receipt of the application the Branch Manager/Departmental Head would scrutinize the application and submit his recommendations to the designated authority, through proper channel. i) ii)
Performa of the service/experience certificate to be issued to officials who retire in normal course is as per Annexure 5.9. In all other cases i.e., those mentioned in para a above, Performa to be used will be as per Annexure 5.10. The competent authority (ies) proposed to be authorized to issue service/experience certificate are indicated in Annexure 5.11. A copy of Performa of application to be submitted by the official requesting for issuance of service certificate is as per Annexure 5.8.
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ANNEXURE 5.1 STAFF : SUPERVISING SANCTION OF RETIREMENT Name of the Officer P.F. No. Specimen Signature No. Grade Present Assignment Date of Birth Age as on the date of retirement Date of appointment Appointed as Date of admission to Pension Fund Date upto which the Service counts for pension Extra-ordinary leave on loss of pay availed during the entire service Pensionable service Disciplinary /Vigilance case pending/contemplated if any Whether any punishment/penalty was inflicted on the officer during his entire service period? If so, details thereof Position regarding submission of Assets & Liabilities statement by the officer Whether AARF on the officer has been complied upto date? Reasons for retirement. : : : : : : : : : : : :
: :
: : :
We recommend that the retirement of Shri ______, from the Bank's service as at the close of business on the _____, be permitted in terms of Rule 15 of SBI Employees Pension Fund Rules subject to Vigilance clearance. Date : Signature :
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ANNEXURE 5.2
DESIGNATED AUTHORITY FOR ISSUING APPRECIATION LETTER ON RETIREMENT
Category Scale I /II / III at branches at branches/ROs/ZOs Scale I / II/ III at LHOs
Letter of appreciation to be signed by DGM of Branch/Module
Circle Development Officer of the Circle
Scale I / II/ III at Corporate Centre/Corporate Centre Establishments Scale IV at Circles Scale IV at Corporate Centre Centre/Corporate Centre Establishments Scale V / VI / VII at branches/administrative offices Scale SS I /SS II
Head of the Department not below the rank of DGM
CGM of the Circle Head of Department, not below the rank of CGM. In case the department is not headed by CGM then by CGM (HR)
MD & GE (NBG)
Chairman
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ANNEXURE 5.3 AMENDMENT TO RULE 11 OF IMPERIAL BANK OF INDIA EMPLOYEES' PENSION & GUARANTEE FUND RULES & REGULATIONS
AMENDMENT
PER/18 of
1991
EARLIER RULE 11. The retirement of all officers of the Bank shall be subject to the sanction of the Executive Board. Committee of the of all Central other The retirement
AMENDED RULE The retirement of all officers of the Bank shall be subject to the sanction by the Competent Authority designated by the Executive Committee of the Central Board of the Bank, from time to time, provided however, that a decision to deny sanction under these rules to an officer shall need the previous approval of the Executive Committee of the Central Board. The retirement of all other employees of the Bank shall be subject to the sanction of the Competent Authority designated by the Executive Committee of the Central Board of the Bank from time to time provided however, that a decision to deny sanction under these. rules Local to an employee shall need the previous Board concerned with his / her sanction of the Executive Committee or the employment. Any officer or other employee who shall leave the service without sanction as required by this rule shall forfeit all claim upon the fund for pension.
employees of the Bank shall be subject to the sanction of the Executive Committee for the Local Board concerned with their employment. Any officer or other employee who shall leave the service without sanction as required by this rule shall forfeit all claim upon the fund for pension.
132
ANNEXURE 5.4
AMENDMENT TO RULE 15 OF SBI EMPLOYEES PENSION FUND RULES STATE BANK OF INDIA EMPLOYEES PENSION FUND RULES AMENDMENT
EARLIER RULES The retirement of all officers of the Bank shall be subject to the sanction of the Executive Committee of the Central Board. The retirement of all other employees of the Bank shall be subject to the sanction of the Executive Committee or the Local Board concerned with their employment. Any officer or other employee who shall leave the service without sanction as required by this rule shall forfeit all claim upon the fund for pension.
AMENDED RULES The retirement of all officers of the Bank shall be subject to the sanction of Competent Authority designated by the Executive Committee of the Central Board of the Bank from time to time, the provided, however, that decision to deny sanction under these
rules to an officer shall need the previous approval of the Executive Committee of the Central Board. The retirement of all other employees of the Bank shall be subject to the sanction of the Competent Authority designated by the Executive Committee of the Central Board of the Bank from time to time, provided however, that a decision to deny sanction under these rules to an employee shall need the previous sanction of the Executive Committee or the Local Board concerned with his / her employment. Any officer or other employee who shall leave the service without sanction as required by this rule shall forfeit all claim upon the fund for pension.
133
ANNEXURE 5.5 Shri Dear Sir, Date :
VOLUNTARY RETIREMENT/RESIGNATION We acknowledge receipt of your letter dated requesting for voluntary retirement/resignation from Bank's service w.e.f on service of due notice/without/ partial notice. 2. Please note that your application is being forwarded to the competent authority through proper channel for consideration. Meanwhile, unless and until approval of the competent authority is communicated to you, you will continue to be in the Bank's service and report for duty as usual. You shall not be deemed to have retired from the service of the Bank. 3. Please note that as you have submitted application for Voluntary Retirement/Resignation from the Banks service as per your own convenience by serving three months notice, sufficient time is not available for settlement and final payment of terminal dues to you on the date of your release. Therefore, interest on terminal dues shall become payable if these are not paid even after lapse of 30 days period from the date of your actual release from the Bank's service. OR * Please note that as you have submitted application for Voluntary Retirement/Resignation from the Banks service as per your own convenience by serving only partial notice, sufficient time is not available for settlement and final payment of terminal dues to you on the date of your release. Therefore, interest on terminal dues shall become payable if these are not paid even after lapse of period equal to the shortfall in notice period and 30 more days thereafter from the date of your actual release from the Bank's service. 4. In view of the pending disciplinary proceedings against you/your suspension from service, you cannot leave Bank's service in terms of Rule 20(2) of the SBI Officers Service Rules, until you hear from the competent authority. 5. Please return the duplicate copy of this letter as a token of having noted the contents.
Yours faithfully,
Branch Manager/Dy. General Manager/ Departmental Head. * Strike out whichever is not applicable. Signature of the employee with date.
134
/'
ANNEXURE 5.6
FORMAT FOR SANCTION OF VOLUNTARY RETIREMENT I RESIGNATION STATE BANK OF INDIA

Branch/Office Circle
VOLUNTARY RETIREMENT I RESIGNATION A.

BIO-DATA 1. 2. Name Grade Date of Birth Provident Fund Index No. S. S. No. Appointment in the Bank as Date of Appointment Date of admission to Pension Fund Date on which Officer completes 30 years of Pensionable Service I 30 years of Service. Voluntary Retirement / Resignation to be considered from Pensionable service (after deducting extra ordinary leave availed by him)
3.
4. 5. 6. 7. 8. 9.
10.
11.
Years
months
B.
SERVICE RECORD Marks for 3 immediately preceding years
AARF Part III/III A (out of 60) AARF Part IV/IVA (out of 40) Total (out of 100) Remarks of Reviewing Authorities
135
I.
C.
Adverse Remarks, if any, in the Service Record with dates & whether these have been pointed RECOMMENDATINS OF THE CIRCLE DEVELOPMENT OFFICER out to him (this should cover the entire period of service) GENERAL (a) Has the integrity of the officer been in doubt in the past. If so, please state facts leading to this inference & give brief particulars of the action taken. (b) Has disciplinary action (including those involving vigilance angle) been taken against the officer during the last 3 years? If so, give briefly the nature of the misconduct & punishment inflicted with dates & whether or not these deficiencies have been overcome. (c) Disciplinary action (including those involving vigilance angle) if any pending I contemplated. If so, details thereof and present position. (d) Report from the earlier Circle, if any, where the official was posted.
D.
(a) Details of loans taken by the official and present outstanding. Please indicate how these are proposed to be liquidated. (b) Details of other liabilities such as bond, if any, executed by the official in favour of the Bank. If so, the liability--and how this is proposed to be adjusted.
E. F. G.
Whether exit interview was held? State the recommendations of the authority who heard the official. Whether up to date statement of assets and liabilities have been obtained. RECOMMENDATIONS Please give specific recommendations. (If request of the Officer is not acceptable, reasons should be given.)
Signature of the Controlling Authority
H.
DISCIPLINARY I VIGILANCE CLEARANCE No disciplinary action is pending I contemplated against the official. No vigilance case is pending I contemplated against the official.
ASSTT. GENERAL MANAGER (DPD)
DY. GENERAL MANAGER (VIGILANCE)
136
Signature of the Circle Development Officer
J.
RECOMMENDATIONS OF THE GENERAL MANAGER (..................... )
Signature of the General Manager (............)
K.
DECISION OF THE COMPETENT AUTHORITY
Place: Date. (COMPETENT AUTHORITY)
137
ANNEXURE 5.7 FORMAT OF APPLICATION FOR SEEKING VOLUNTARY RETIREMENT/RESIGNATION FROM BANKS SERVICE From: Through proper channel APPLICATION FOR VOLUNTARY RETIREMENT/RESIGNATION FROM BANKS SERVICE I wish to tender my voluntary retirement/resignation from the Banks service as from the close of business on ______________ My service particulars are as under: 1. 2. 3. 4. 5. 6. 7. 8. Name of the Officer/employee Grade Present Posting Date of Birth Age as on the date of application Date of appointments in the Bank as Date of admission to Pension Fund Pensionable Service excluding Extra Ordinary Leave Provident Fund Balance as per latest statement dt. (if supplied) Particulars of last 3 assignments : : : : : : : : : Yrs. Months Yrs. Months
Banks Contribution Members Contribution At Office From To
9.
: Designation
1. 2. 3. 10. Brief reasons for retirement/resignation :
11. Whether 3 months notice given ? Or willing to pay 3 months emoluments in case of resignation/ 3 months pay in case of voluntary retirement. :
138
12. Details of the obligations to the Bank viz. loan/ liabilities to the Bank or Bond executed.
13. How these are proposed to be liquidated
14. Other information (drawing pension, under suspension or facing any disciplinary proceedings)
Place: Date: Signature of the Officer
139
ANNEXURE 5.8 PROFORMA FOR SUBMITTING APPLICATION FOR ISSUANCE OF SERVICE CERTIFICATE From: Name: Address: Telephone No. Date: To,
The_____________ State Bank of India, ________________ Through : Proper Channel (To be submitted through the immediate past controller at the time of retirement/resignation, removal, from service, etc.) PARTICULARS TO BE FURNISHED BY THE OFFICIAL SEEKING EMPLOYMENT AFTER RETIREMENT 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Name of the official P.F. No. Grade Last Assignment during service Date of Birth Age as on date of retirement Date of appointment Appointed as Date up to which his service counts for pension Extra-ordinary leave on loss of pay availed during the entire service Pensionable Service/Total Service Disciplinary/Vigilance proceedings if any during entire service period : Reasons for retirement/leaving Banks service. : : : : : : : : : : :
140
(Please enclose a copy of release letter from Banks Service) 14. 15. 16. 17. Last three assignments or assignments held during last 5 years: :
If Banks accommodation was provided, Flat No, Name : of the Bldg., etc. and date on which vacated. Permanent Address :
Pension account No.______________at_______________Branch
I certify that the above particulars furnished by me are correct in all respects.
Date:
Signature of the official/employee requesting for service/experience certificate
Recommendations of forwarding authority: We have verified the records and certify that: i) Shri/Smt./Kum____________________S/o, W/o, D/o____________________________ was permanent employee/officer of the Bank and his P.F.No. was _________________ He/she was last posted as___________________at_____________________________ There are no dues which are to be recovered from the employee/official. He/she has paid all the loans/advances due/payable/outstanding against him/her. Official/employee has vacated the staff quarter/leased accommodation as also surrendered car/telephone/furniture etc. Release of voluntary retirement/resignation/retirement/removal/dismissal has been approved by the competent authority and communicated to the employee/official vide letter No.________________dated________________(copy enclosed)
ii) iii) iv)
Branch/Office Date:
Signature of Recommending Authority
FOR USE IN ZONAL OFFICE/LHO AT THE LEVEL WHERE SERVICE RECORD/SERVICE FILE OF THE OFFICER IS MAINTAINED
141
I) ii)
All particulars furnished by the employees/official including assignments held in the last 5 years are correct. No disciplinary/vigilance case is pending/contemplated against the employee/official as on date. The details of disciplinary/vigilance cases against the employee/officer and decision of the competent authority in such case is as under (please mention the details of the case and punishment awarded with dates):
Signature of the Appropriate Authority
FOR OFFICE USE
Recommendations are in order. Issue Service Certificate/Experience certificate in the prescribed proforma
Signature of the Competent Authority
142
ANNEXURE 5.9 No. Date:
SERVICE CERTIFICATE
This is to certify that Shri/Ms._______________________________________ s/o , w/o, d/o Shri______________________________________________________ (P.F. Index No____________________) had resigned/voluntarily retired/retired on superannuation from the Banks service on______________ and the same was approved by the competent authority. He/she joined State Bank of India
as___________________on________________and worked in different assignments as appended during the last five years.
SIGNATURE OF COMPETENT AUTHORITY
SEAL OF DESIGNATION Assignments (during last 5 years)
143
ANNEXURE 5.10
SERVICE CERTIFICATE This is to certify that Shri/Ms.________________________________________ s/o, w/o, d/o Shri____________________________(P.F Index No.______________) was removed/dismissed/compulsorily retired from the Banks service on __________ He/she had joined State Bank of India as_____________on_________________and had worked in different assignments as appended during last 5 years.
Signature of competent authority
Seal of designation.
Assignments (during last 5 years)
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ANNEXURE 5.12 ANNEXURE 5.11
AUTHROITY STRUCTURE FOR ISSUANCE OF SERVICE/EXPERIENCE CERTIFICATE Category 1. Scale I / II at Branches/ROs/ZOs Scale I / II / III at LHOs and officers Scale III, IV & V working at Branches/ZOs/LHOs Scale I / II / III / IV / V at Corporate Centre/ Corporate Centre Establishments Service/Experience certificate Letters to be signed by An authority in hierarchy not below the rank of AGM and heading branch/region Circle Development Officer of the Circle/ Authority in hierarchy not below the rank of DGM at LHO GM (CS) for officers in Mumbai and at State Bank Bhavan including those on deputation to subsidiaries /SBUs. GM(AB & R) for Belapur Establishments. At other centres outside Mumbai, Head of the Department not below the Rank of GM. If some department is not headed by GM or GM is not posted thereat then GM(CS) at Corporate Centre, Mumbai. CGM of the Circle Head of the Department of the officers last posting not below the rank of CGM. If some department is not headed by CGM or CGM is not posted thereat then CGM (HR) at Corporate Centre Mumbai. MD & GE (NB)
2.
3.
4. 5.
Scale VI & VII at Circles Scale VI & VII at Corporate Centre/ Corporate Centre Establishments/ Officers on deputation
6.
CGM/DMDs (SS I/ SS II )
145
for previous sanction to the competent authority under sub-regulation(1), it shall either permit the employee to take up the AND REGULATIONS AMENDMENT TO RULE 14 OF IBI P & GF RULESemployment in any other Bank or commercial employment or THE IMPERIAL BANK OF INDIA EMPLOYEES' PENSION AND refuse GUARANTEE FUNDsuch permission after giving the RULES AND REGULATIONS employee an opportunity of being heard;
Amendment dated 27.11.1995
Rule 14. :
EXISTING RULE
AMENDED RULE
If an officer of the bank who is entitled to

pension under these rules wishes to accept employment in any other Bank at any time or any other commercial employment within 2 years from the date of retirement, he should obtain the previous sanction of the competent authority designated by the Executive Committee of the Central Board from time to time. The competent authority shall consider such proposals in accordance with the guidelines laid down from time to time by the executive committee. In exceptional cases where the proposal does not conform to the guidelines laid down by the Executive Committee or the permission is proposed to be declined, it shall be considered by the executive committee. Should the officer undertake such employment without the sanction required under this rule, it shall be competent for the Trustees to withdraw the pension payable to him either in whole or in part at their discretion. Provided that an officer permitted by the executive committee to take up a particular form of commercial employment during his leave preparatory to retirement shall not be required to obtain subsequent permission for his continuance in such employment after retirement. NOTE: The term "Officer" herein above shall also cover the Assistants who were governed by the Rules governing the services of the Assistants in the Imperial Bank of India.
14(1) If an officer of the Bank who is entitled to

pension under these rules wishes to accept employment in any other Bank at any time or any other commercial employment within 2 years from the date of retirement, he should obtain the previous sanction of the competent authority designated by the Executive Committee of the Central Board from time to time. The competent authority shall consider such proposals in accordance with the guidelines laid down from time to time by the Executive Committee. In exceptional circumstances where the proposal does not conform to the guidelines laid down by the Executive Committee or the permission is proposed to be declined, it should be considered by the Executive Committee. Should the officer undertake such employment without the sanction required under this rule it shall be competent for the Trustees to withdraw the pension payable to him either in whole or in part at their discretion. Provided that an officer permitted by the executive committee to take up a particular form of commercial employment during his leave preparatory to retirement shall not be required to obtain subsequent permission for his continuance in such employment after retirement. NOTE: The term "Officer" herein above shall also cover the Assistants who were governed by the Rules governing the services of the Assistants in the Imperial Bank of India. 14(2) Where an officer employee has applied
146
..
AMENDMENT TO RULE 19 OF SBI EPF RULES Amendment Provided that where the Competent Authority dated 27.11.1995 STATE BANK OF INDIA EMPLOYEES does not FUND RULES PENSIONcommunicate its permission or refusal
EXISTING RULE to the applicant within ninety days of the receipt of the application by it, the Competent Authority shall be deemed to have permitted the employee to take up the said employment. Provided further that where the Competent Authority has called for further information or clarification from the employee, the period taken by the employee in furnishing the required information or clarification shall be excluded for the purpose of computing the aforesaid period of ninety days.
147
..
ANNEXURE 5.13
AMENDMENT TO RULE 19 OF SBI EPF RULES Amendment dated 27.11.1995 STATE BANK OF INDIA EMPLOYEES PENSION FUND RULES
EXISTING RULE Rule 19 If an officer of the Bank who is entitled to pension under these rules wishes to accept employment in any other Bank at any time or any other commercial employment within two years from the date of retirement he should obtain previous sanction of Competent Authority designated by Executive Committee of the Central Board from time to time. The Competent Authority shall consider such proposals in accordance with the guidelines laid down from time to time by the Executive Committee. In exceptional circumstances where the proposal does not conform to the guidelines laid down by the Executive Committee or the permission is proposed to be declined, it shall be considered by the Executive Committee. Should the Officer undertake such employment without the sanction required under this rule it shall be competent for the Trustees to withdraw the pension payable to him either in whole or in part at their discretion. Provided that an officer permitted by the Executive Committee to take up a particular form of commercial employmer.t during his leave preparatory to retirement shall not be required to obtain subsequent permission for his continuance in such employment after retirement.
AMENDED RULE Rule 19 (1)

If an officer of the Bank who is entitled to pension under these rules wishes to accept employment in any other Bank at any time or any other commercial employment within two years from the date of retirement he should obtain previous sanction of Competent Authority designated by Executive Committee ofthe Central Board from time to time. The Competent Authority shall consider such proposals in accordance with the guidelines laid down from time to time by the Executive Committee. In exceptional circumstances where the proposal does not conform to the guidelines laid down by the Executive Committee or the permission is proposed to be declined, it shall be considered by the Executive Committee. Should the Officer undertake such employment without the sanction required under this rule it shall be competent for the Trustees to withdraw the pension payable to him either in whole or in part at their discretion. Provided that an officer permitted by the Executive Committee to take up a particular form of commercial employment during his leave pr6paratory to retirement shall not be required to obtain subsequent permission for his continuance in such employment after retirement. 19(2) -Where an officer employee has applied for previous sanction to the Co'mpetent Authority under sub-regulation (1 ), it shall either permit the employee to take up the employment in any other Bank or commercial employment or refuse such permission after giving the employee an opportunity of being heard:
148
Provided that where the Competent Authority does not communicate its permission RELATED MATTERS AUTHORITY STRUCTURE FOR RETIREMENT ANDor refusal to the applicant within ninety days of the receipt of the application by it, the Competent Authority shall be deemed to have permitted the RETIREMENT AND RELEASE OF BENEFITS UNDER THE IMPERIAL BANK OF INDIA EMPLOYEES' employee to take up REGULATIONS THE STATE BANK OF INDIA PENSION AND GUARANTEE FUND RULES ANDthe said employment. EMPLOYEES' PENSION FUND RULES THE IMPERIAL BANK OF INDIA EMPLOYEES' PROVIDENT FUND Provided further that where the Competent RULES THE STATE BANK OF INDIA EMPLOYEES' PROVIDENT FUND RULES THE SBI EMPLOYEES' Authority has GRATUITY FUND RULES AND REGULATIONS called for further information or clarification from the employee, the period taken by the employee in furnishing the required information or clarification shall be excluded for Rule No. Competent Authority Subject the purpose of computing the aforesaid period of ninety days. Rule No.11 of IBI Authority to approve Employees' Pension retirement on attaining & Guarantee Fund the age of retirement for Rules and Regulation the purpose of payment Rule 15 of the SBI of pension. Employee's Pension Fund Rules.
Award Staff
For Circles - Excluding LHO Estbs. : Respective controlling authority not below the grade of
AGM. For LHO and its establishments including departments under the Network Heads:
AGM(OAD)
For Corporate Centre & its establishment located in Mumbai and Navi Mumbai including CAG branches:
AGM(OAD)
For other Corporate Centre establishments including CAG branches out side Mumbai : Respective controlling Authority not below the grade of an AGM in the Department! Establishment.
ANNEXURE 5.14
149
150
Rule No.14 of IBI Employees' Pension & Guarantee Fund Rules and Regulation Rule 19 of the SBI Employees' Pension Fund Rules.
Authority to grant Officers: Scales I to III permission to accept employment after retirement: Scale I to V
For Circles (including Deptts. in the Network HQ and those directly under the administrative control of CGM) : Circle Development Officer.
For CO and its establishments/Group HQ/ SBUs including CAG Branches, and for officers on deputation to outside organisation: Dy General Manager(PM)
Officers Scales IV & V
For Circles: An authority not below the grade of GM. For CO and its establishments: An authority not below the grade of GM..
TEGS VI & VII TEGSS I TEGSS II TEGS VI & above For Ex-Managing Directors and Ex-Chairman ,
For CO and its establishments which are not headed by a GM or above: CGM (HR)
TEGS VI, VII & TEGSS I Group Executive NBG/CBG for the units under their control, DMD & CDO for CO and its establishments - including deputations.
Rule No.17 of IBI Employees' Provident Fund Rules/ Rule 15 & 16 of the SBI Employees' Provident Fund Rules
. TEGSS II Chairman
Refusal
to
approve
ECCB
retirement for payment of pension.
151
For Circles Scales I, II and III : An authority not below the grade of GM For officials who retired from CC and its establishments which are not headed by a GM or above: CGM (HR) at Corporate Centre. Scale IV & V : An authority not below the grade of CGM For Officials who retired from CO and its establishments/Group HQs/SBU/CAG branches which are not headed by a CGM : CGM (HR).
Group Executive/DMD & CDO Group Executive NBG/CBG/DMD & CDO

,
Chairman ECCB
Advance /withdrawal against own Provident Fund balance.
For Circles including Deptts. under Network heads and under the direct administrative control of CGM : Circle Development Officer - Full Powers.
CC and its establishments/Group HQs/SBUI CAG branches:

DGM(CAO) - Rs.1 lac. GM(CAO) - Full Powers
152
Rule
3(e)
of
SBI
Settlement of Terminal Benefits.
For Circles including Deptts. under Network heads and under the direct administrative control of CGM : For Award Staff: AGM(PF & GRATUITY) at LHO. For Officers: Circle Development Officer. Corporate Centre/Group HQ/SBU in Mumbai : Award Staff: AGM(OAD) For Officers: DGM(PF & GRATUITY) For CC establishments outside Mumbai : For Award Staff and Officers upto SMGS V : Authority not below DGM. For Officers in TEGS VI and above: DGM(PF & GRATUITY) at Corporate Centre.
Employees' Gratuity Fund Rules and Regulations.
Provident Fund/Pension/ Provisional Pension/Family Pension.
Trustees of the Funds through Corporate Centre.
Note: For the above purpose

(a) In respect of officers in Circles serving at branches, Zonal Offices and Departments at the Network HQs, General Managers would mean the General Manager in charge of Network in which the Officer is working. For Officers posted in Local Head Office and its establishments i.e. under the direct administrative control of Chief General Manager, General Manager refers to the General. (b) Dy General Manager refers to the DGM of the module under whose control the officer is working at the material time. For staff at Local Head Office (i.e. Departments under the General Manager as well as under direct administrative control of CGM), Dy General Manager refers to the Circle Development Officer (c) For officers working in Corporate Centre establishment outside Mumbai, Dy General Manager! General Manager refers to the DGM/GM of the Department where the officer is posted. If no DGM/GM is posted or if the officer is posted at Corporate Centre establishment or group or SBU HQs at Mumbai, DGM refers to DGM (Personnel Management) and GM refers to GM(Corporate Services) at Corporate (d) Chief General Manager will mean Chief General Manager at Circles, Chief General Manager(CAG) for CAG, Principals of the Staff Colleges, Chief General Manager(inspection & Audit), Chief General Manager(Credit Audit) for Credit Audit Department. For Corporate Centre and all its remaining establishments, Chief General manager will mean Chief General Manager(HR). (e) Group Executive (GE) means the Group Executive of the Group or SBUs in which officer is working.
153
CHAPTER 6 EXTENSION IN SERVICE 6.1 GENERAL RULES PER/25 dt. 08.06.1998 In terms of paragraph 19(1) of the SBI Officers Service Rules, an officer shall retire from the service of the Bank on attaining the age of sixty years or upon the completion of thirty years' service or thirty years' pensionable service if he is a member of the Pension Fund, whichever occurs first. It is also provided therein that the competent authority may, at its discretion, extend the period of service of an officer who has attained the age of fifty eight years or has completed thirty years' service or thirty years' pensionable service as the case may be. 6.2 i. STAGES FOR GRANTING EXTENSION The cases of officers will be reviewed for the purpose of grant of extension in service or otherwise at the following stages :First Stage : On completion of 30 years of service/pensionable service or on attaining 55 years of age whichever occurs first (for grant of extension in service upto 58 years of age). Second Stage : On attaining 58 years of age for grant of extension/continuation in service upto 60 years of age being the age of retirement. (CDO/PM/CIR/40 Dt.25.11.1998)/LHO/PER/89 DT, 12.12.1998/ ii. These provisions are effective from 1.4.1998.
6.3
PROCEDURE FOR REVIEW It shall, however, not be construed that extension/continuation in service shall be approved automatically in all cases. Where the Bank is of the opinion that the performance of an officer has not been upto the expected level, the officer may, at the discretion of the Executive Committee of the Central Board, be retired from the Banks service after he has attained 50 years of age or has completed 25 years of service/or 25 years pensionable service, as the case may be, by giving him 3 months notice in writing or pay in lieu thereof, irrespective of the guidelines contained in para 6.2 above.
i.
In order to reduce routine references at higher levels, cases of those officers only where extension in service is doubtful and/or is to be denied will be put up to a Review Committee before being decided by the competent authority. In other cases, i.e. where extension in service is beyond doubt, it will be put up straightaway to the competent authority. It has also been decided that competent authority in cases where extension in service is doubtful and/or is to be denied may be different from the one in cases where such extension is not doubtful, the rationale being that where extension is to be denied, the competent authority may be sufficiently senior in rank whereas in other cases, even a controlling authority may take a decision as in such cases grant of extension will be a routine task.
154
Accordingly a chart showing the revised competent authority and appellate authority structure in line with the above procedure is given in Annexure 6.1. ii) Review for grant of extension in service (only where necessary) or otherwise should be undertaken well in advance, say six months before the date on which the officer is completing the prescribed age/service or pensionable service as stated above and a suitable diary note should be recorded with the official who is required to process/submit the review papers to the Review Committee/Competent Authority. These should also be checked at monthly intervals by the concerned Head of the Department at Local Head Office/module. Where review is not considered necessary, the proposal should straightaway be put up to the competent authority. CRITERIA FOR GRANT OF EXTENSION IN SERVICE OR OTHERWISE An officer who performs well, is efficient, and possesses good health should be considered suitable for grant of extension in service. In other words, an officer whose performance is poor, or otherwise whose integrity is not beyond doubt or who is inefficient or whose health is poor should not be granted extension in service. However, the decision should not be based on isolated instances of deficiencies in performance or average/above average rating in Annual Appraisal Report of a particular year. An overall assessment of the officer's utility to the Bank should be made while deciding whether the extension in service should be granted or denied. The guiding factor for considering an officer suitable for grant of extension in service or otherwise is whether or not his service will be of continued usefulness to the Bank. Those who have above average ratings in the Annual Appraisal Reports are considered suitable for grant of extension in service upto 58 years of age and those who earn 'good' ratings are considered suitable for grant of extension beyond 58 years of age, respectively. Extension should not be denied merely for the reason that an officer has earned an 'average' rating or an 'above average' rating in one year or two. All the factors (i.e. reports, performance, integrity, health, etc.) together should be taken into account to arrive at the conclusion as to whether the officer is or is not of continued utility to the Bank. If an officer has been earning 'average' rating or 'above average' ratings, and the Reporting Authority feels that such ratings are likely to come in the way of granting extension in service in future, this should be brought to the notice of the officer well in time. In such cases, the officer should be advised to improve performance. A record of this advice to the officer should be placed in the officer's service file, under advice to him/her. The requirement of prior reference before denial of extension at the initial stage, which, abinitio, curbs the powers of Competent Authority and renders the appeal system ineffective, should be withdrawn. Instead, a prior reference would be required to be made by the Appellate Authority if he proposes to reject the appeal of the officer concerned at the last stage against denial of extension in service; such a procedure will provide the Appellate Authority with consultation mechanism at a higher level before taking the extreme step of denying extension in service. (CDO/PM/1413/CIR/60 Dt.30.09.1999) REVIEW COMMITTEE Review Committee will go into only those cases where review is considered necessary in terms of what is stated in Section 6.3 and record its recommendations whether or not an officer is considered fit for grant of extension together with reasons therefore. The review
6.4 i.
ii.
iii.
6.5 i.
155
should be undertaken by the Review Committee in a meeting especially convened for the purpose where at least 2 of the members of the Committee are present. 6.6 i. SYSTEM OF REVIEW FOR GRANT OF EXTENSION IN SERVICE As stated in Section 6.3, review would be necessary only where extension in service is doubtful and/or is to be denied. In other cases, the procedure outlined below should be adopted for putting up the proposal to the competent authority. Particulars relating to the officer's performance, annual appraisal report etc. should be filled in the prescribed proforma (Annexure 6.2) by the concerned controlling authority and put up to the competent Authority for consideration. To avoid omissions, a suitable diary note should be kept in the Asst. General Manager (Region)'s/ Dy. General Manager's/General Manager's Secretariats and reviewed by the Head of the Department at monthly intervals. The position relating to pending/contemplated disciplinary cases, if any, should be ascertained from the Disciplinary Proceedings Department/Vigilance Department. The Review in respect of officers upto Scale V on mobile inspection duty or on deputation to other organisations may be conducted by the respective Circles or Central Office from where the concerned officers were deputed. In respect of officers in TEGS VI and VII and TEG Special Scale I and II, the review will be undertaken by the Corporate Centre irrespective of their posting. Cases where the Review Committee recommends denial of extension in service to officers upto Scale V at the first or second stage, or the Competent Authority proposes to revoke extension in service already granted whether before 58 years of age or after 58 years of age, the matter should be referred by the appellate authority to Central Office for prior administrative clearance as given in c.o. cir. No. CDO/pas11413/CIR/60 dated the th 30 September, 1999/LHO/PER/85 dt. 27.10.1999. Local Head Offices' recommendations in this regard should contain the copies of the records/papers put up before the Review Committee and the reason for which it is considered fit not to grant extension in service or to annul or revoke the extension in service already granted. PERIOD FOR WHICH EXTENSION OF SERVICE SHOULD BE GRANTED Where it is decided to grant extension in service, the extension should normally be granted for the full term viz. upto 58 years and from 58 years to 60 years. However, short extension can be considered where disciplinary proceedings and / or prosecution are pending or are contemplated which in turn means that investigations have revealed a prima facie case and the Disciplinary Authority/Competent Authority has passed orders for initiation of disciplinary proceedings / sanction of prosecution. In this connection, it is to be noted that an extension in service is always granted subject to officer's continued good health and rendering useful service to the Bank. In case there is a deterioration in an official's health, or work and conduct, the desirability of retiring such officers may be examined in consultation with Central Office as provided in C.O. Cir. th CDO/Pas11413/CIR/60 dated the 30 september, 1999/LHO/PER/85 dt.27.10.1999. No.
ii.
iii.
6.7 i.
6.8 i.
ADVICE TO OFFICERS REGARDING GRANT OF EXTENSION IN SERVICE In cases where the officer has not completed 30 years of pensionable service/ 30 years of service (if he is not a member of Pension Fund), an advice regarding grant of extension in service to him will not be necessary. However, at the time of officer completing 30 years of pensionable service or 30 years of service (in respect of those who are not
156
members of Pension Fund), the officer should be advised in writing about the grant of extension in service indicating clearly that it is subject to his continued good health and rendering useful service to the Bank. Similarly, all reviews undertaken in respect of officers who have completed 30 years of pensionable service or 30 years service as the case may be, an advice to the officers regarding grant of extension in service would be necessary. For example, if an officer has completed 30 years of pensionable service at the age of 51 years, not only an advice in writing is called for after the review is completed on this occasion, but again on granting extension 58 years of age or 60 years of age. If the competent authority has decided not to grant extension in service and all the formalities as indicated above have been completed, the officer may be advised suitably in time. 6.9 i. APPEAL AGAINST NON-GRANT OF EXTENSION IN SERVICE OR REVOCATION OF EXTENSION IN SERVICE ALREADY GRANTED An officer aggrieved by the decision of the competent authority not to grant extension in service or to revoke or annul the extension in service already granted, can submit an appeal against the decision of the competent authority within 15 days of the receipt of such advice. The Appellate Authority for appeals against non-grant of extension is as given in Annexure 6.1. In dealing with such appeals, the following procedure should be adopted:(a) The Circle/Competent Authority should forward the appeal to the Component Authority together with their comments on the proforma given in Annexure 6.3 within 15 days of the receipt of the appeal. Normally, officers will not be entitled for personal hearing but the Appellate Authority has the discretion to call an aggrieved officer for a hearing. Appellate Authority's orders shall be final.
ii.
(b) (c)
157
Annexure 1
6.1
Structure
of
review
committee/competent
authority/appellate
authority
(CDO/PM/CIR/73 Dt.14.02.1997)/PER/59 dt. 25.11.1995 COMPETENT AUTHORITY CATEGORY OF OFFICERS AUTHORITY TO APPROVE EXTENSION OF SERVICE IN CIRCLES Scales I, II, III Not below the rank of a DGM Not below GM on recommendation of review committee consisting of the DGM concerned and any other DGM(s) nominated by the CGM. Appeal against non grant of extension will be decided by CGM Scales IV & V Not below the rank of a GM CGM of the circle on recommendation of review committee consisting of the GMs at LHO Appeal against non grant of extension will be decided by GE (NBG) In CAG Branches Scale I, II, III DGM & Chief Operating Officer of the branches GM in CAG/Group SBU on recommendations of review committee consisting of DGM (PM) and any other DGM nominated by the CGM(CAG). Appeal against non grant of extension will be decided by the CGM(CAG). AUTHORITY TO REFUSE EXTENSION AND CONSIDER APPEAL
Scale IV & V
Not below the rank of GM
CGM (CAG) on recommendations of review committee consisting of GM, CAG/Group SBU & DGM (PM). Appeal
158
against non grant of extension will be decided by the GE (CB) In Central Office & its establishments /Group HQ/SBU Scale I, II, III Not below the rank of DGM Not below the rank of GM on recommendations of review committee consisting of DGM (PM) and any other DGM nominated by CGM (HR). Appeal against non grant of extension will be decided by CGM (HR). GM means GM(CS) at CO. Scale IV & V Not below the rank of GM CGM (HR) on recommendations of review committee consisting of GM (L&D) and DGM (PM). Appeal against non grant of extension will be decided by the DMD & CDO. All Officers Scale VI, VII & TEGS I
Respective Group Executive. For CO & its establishments DMD & CDO
MD(s) on recommendation of a committee consisting of DMD & CDO and DMD & CCO. Appeal against non grant of extension will be decided by the Chairman. (Which MD to be specified by the Chairman)
TEGS II Chairman Chairman. Appeal against non grant of extension will be decided by ECCB
159
Proforma for Extension of Service STATE BANK OF INDIA STAFF : SUPERVISING EXTENSION IN SERVICE REVIEW A 1. 2. 3. 4. 5. 6. 7. a) b) c) d) 8. BIODATA Name : Grade : Date of Birth : : P.F. Index No:
Annexure 6.2
Appointed in the Bank as Date of Appointment :
Date of admission to Pension Fund Date on which officer completes 30 years of pensionable service/ 30 years of service 55 years of age 58 years of age 60 years of age Extension to be considered : from
: : : :
(i.e when he will attain __ years of age. )
B) SERVICE RECORD For 3 immediately preceding year As per AARF Reporting Reviewing SRC
200_
200_
200_
Remarks of Reporting/Reviewing Authorities 1) 2) 3) 200_ 200_ 200_
160
Adverse remarks, if any, in the Service Record with dates & whether these have been pointed out to him (this should cover the entire period of service) C a) i) ii) PERFORMANCE Assignments held Current Assignment : From Immediately preceding assignment : From : Areas in which the officer has shown good results/he comes upto expectation (to be stated briefly for both the assignments separately with data) Areas in which the officer's performance has not come upto the expected level (to be stated briefly with data for both the assignments separately) and whether this has been pointed to him, if so, with what result b) i) A) B) C) ii) iii) For Branch Managers and Manager/Dy. Managers at Branches/officers with budgetary responsibilities Budgetary performance for the last three years Deposits : Advances : Account keeping : Rating of last/present Inspection & Audit Report Overall performance during the last three years :
GENERAL a) Has the integrity of the officer been in doubt in the past If so, please state facts leading to this inference & give brief particulars of the action taken. Assets & liabilities statement submitted upto Has disciplinary action(including those involving vigilance angle) been taken against the officer during the last 3 years? If
b) c)
161
so give briefly the nature of the misconduct & punishment inflicted with dates and whether or not the officer has since overcome these deficiencies. d) Disciplinary action (including those involving vigilance pending/contemplated. If so, details thereof and present position. D)a) State of the Officer's Health and particulars of major ailments, if any, he has suffered from during the last 3 years based on medical reports/leave applications. Particulars of leave on medial grounds/extra ordinary leave taken during the last 3 years From To for leave. Nature of illness/Reason angle) if any
b)
E)
POTENTIAL
Taking into account the past performance of the officer, his ability and attitudes as displayed by him in meeting challenges please indicate whether or not his continued service in the Bank will be useful, if not, give reasons.
RECOMMENDATIONS
Please give specific recommendations. (In case the officer is not considered suitable for extension, reasons should be given) The official may be granted an extension from _____ to ___ .
Signature of the recommending authority II) DECISION OF THE COMPETENT AUTHORITY :
Extension granted from ______ to ______ subject to continued good health and satisfactory service. However, he will retire from the Banks service on
Signature of the Competent Authority Place:
162
Annexure 6.3
Proforma for appeal for extension in service STAFF SUPERVISING : EXTENSION IN SERVICE - APPEAL 1. 2. 3. 4. Circle Name of the Officer Present Grade Date of appointment in the Bank a) as clerk b) as Probationary Officer Age: Date on which completed/completing (a) 30 years of Pensionable Service (b) 50 years of age (c) 55 years of age : (d) 58 years of age Assignments held earlier (last 2 assignments) Period for which extension is due and has not been granted : : : : : :
5. 6.
7. 8. 9.
: :
Reason(s) for non-grant of extension/revocation of extension (A copy of the proforma on which recommendation was submitted to competent authority may be enclosed.) Plus points, in brief, brought out by the official in his appeal which are relevant to the grant of extension in service in question and Local Head Office's comments thereon. Other comments. Other aspects relevant for consideration of the appeal.
10. 11. 12.
Signature of Competent Authority
163
CHAPTER 7 TERMINATION OF SERVICE AND RESIGNATION
7.1
TERMINATION OSR:20(i)/PER/85 DT. 23.05.1986
i.
An officer shall not leave or discontinue his service in the Bank without first giving a notice in writing of his intention to leave or discontinue the service or resign. The period of notice required shall be three months and shall be submitted to the competent authority. Provided that competent authority may at its discretion permit an officer to resign without notice or payment of three months' emoluments in lieu of notice or reduce the period of notice.
ii.a)
Not withstanding anything to the contrary contained in sub-rule (i), an officer against whom disciplinary proceedings are pending shall not leave/discontinue or resign from his service in the Bank without the prior approval in writing of the competent authority and any notice of resignation given by such an officer before or during the disciplinary proceedings shall not take effect unless it is accepted by the competent authority. Disciplinary proceedings shall be deemed to be pending against an officer for the purpose of this rule if he has been placed under suspension or any notice has been issued to him to show cause why disciplinary proceedings should not be instituted against him or where any charges-sheet has been issued against him and will be deemed to be pending until final orders are passed by the competent authority. (OSR:20.2(a) Explanation: A show cause notice or order of suspension or charge sheet shall be deemed to have been issued prior to or during the period of notice, if it has been signed by the authority empowered in this behalf under the rules and put on a course of transmission prior to or during the said period whether or not it was actually received by the officer.
b)
iii.
The Bank reserves the right to terminate by an order of the Appointing Authority the service of an officer without notice or notice money in lieu thereof on his being certified by the Medical Board, appointed by the Bank for the purpose, to be permanently incapacitated for further continuous service in the Bank. Note: For the purpose of this rule, the Competent Authority shall be the same authority as for paragraph (i) above acting in consultation with the concerned disciplinary authority.
7.2 i.
PROCEDURE FOR PROCESSING RESIGNATIONS Applications for resignations should be made on the format given in Annexure 5.7 to the appropriate authority (refer Section 22.11.1)
164
ii.
On receipt of the resignation letter by the controlling authority, suitable recommendations (on the format given in Annexure 5.6) addressed to the Competent Authority should be sent to the HR Department under the signature of the Dy. General Manager concerned in the case of the officers working at Branches and Regional Office, or of the departmental head concerned in the case of the officers working at the LHO or through the General Manager in case of officers in Senior Management Grade working at branches under the direct control of the General Managers. The recommendations should, inter alia, cover the following points: Reasons adduced by the officer for his resignation. In case the officer desires for relief from the Bank before the expiry of 3 months' notice period and if he is willing to pay the emoluments for the unexpired notice period in lieu thereof, such amount should be advised. In cases, where waiver of 3 months' notice period or part thereof is recommended, valid reasons for doing so should be put forth and balance of privilege leave standing to the credit of the officer should be advised. Controlling authorities should note that no privilege leave should be granted to the officer after the receipt of his resignation letter. In this connection, please also refer Section 5.1.8.4. A confirmation to the effect that no disciplinary action is pending or contemplated against the officer should be furnished. The confidential file of the officer and the letter of resignation should be sent together with the above recommendations. The controlling authorities concerned should also take necessary steps to ensure that all the dues from the officer are recovered in time in terms of the extant instructions in case the resignation of the officer is accepted, Interview: Instructions detailed in Section 5.1.8.2 should be followed in cases of resignation also. The resignation of Probationary Officers / Trainee Officers will be processed by the HR Department, LHO. The application of resignation of the official must be acknowledged and the procedure set out in para (i) of Section 5.1.8.1 should be followed in this case also. OFFICERS UNDER OBLIGATION Officers who have executed the bond Officers who are granted study leave or are posted abroad as India Based Officers/India Based Trainee Officers execute an undertaking to pay the Bank some stipulated amount in case they do not serve the Bank for a minimum prescribed period after the expiry of their leave/tenure of overseas posting. A few of these officers stay away from their duties thereby violating the terms of the Bond. Some however choose to resign. In these cases, they are advised that their resignation can be considered only if they pay the amount due to the Bank under the Bond. Many times the officers do not pay the amount demanded of them. It had
a) b)
c)
d)
iii.
iv.
v. vi. vii.
7.3 (I)
165
been held by Bank that if any officer who has chosen to resign, stay away from duty without fulfilling the condition stipulated in acceptance of his resignation, he shall be deemed to be unauthorisedly absent. This view has resulted in the need to invoke rule 43(3) and passes a speaking order for forfeiture of appointment by the officer. The matter has now been reviewed. For resignation to take effect, an officer is only required to serve 3 months notice. The resignation taking effect at the conclusion of the notice period does not prejudice the Banks rights under the bond submitted by the officer. Even where this condition is not fulfilled, conditional acceptance leaves the door open for an officer to withdraw his resignation and resume duties. Thus when an officer submits a request for resignation, it may be accepted without prejudice to the Banks rights to receive amounts due to it under the bond and/or service rules. In view thereof, the resignation submitted by officials under an obligation to serve the Bank would be accepted any they would be advised on the lines of the draft enclosed at Annexure 7.1. (ii) Officers under obligation on account of any loan If any employee, who is under an obligation to the Bank, submits a letter of resignation, his resignation may be accepted subject to repayment of Banks dues. In case the officer gives a letter of authority to recover the outstandings from the terminal dues, the resignation may be finally accepted. On the other hand, if the loan is not repaid, or a letter of authority is not given, or the amount of such terminal dues are not adequate to adjust all dues, the officer may be advised that the resignation will not become effective. If the officer concerned just leaves without waiting for his resignation to be accepted by the Bank, the Bank will have to recover the outstanding of the loans from the terminal dues like the Banks provident fund, unpaid salary etc. which can be appropriated legally, and claim/initiate civil proceedings for recovery of the balance still due. (iii) Officers against whom disciplinary proceedings are pending As regards, the officers against whom disciplinary proceedings are pending, such officers are debarred from resigning from the Banks service without approval of the Appropriate Authority, in terms of paragraph 20(2) of State Bank of India OSR, 1992. Whether such an officer can be permitted by the Appropriate Authority to resign during pendency of such a case, will depend upon the merits of each case. However, efforts should be made to conclude such cases before acceptance of resignation. 7.4 Withdrawal of Request during Notice Period C.O. NBG:P&HRD:13:SPL/17/178 dt. 08.07.2000/LHO/PER & HRD/67 dt. 08.09.2000 Legally an officer has the right to withdraw his request for retirement any time before expiry of notice period.
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ANNEXURE 7.1 DRAFT LETTER FOR ACCEPTANCE OF RESIGNATION
Please refer to your letter dated____________advising therein your decision to resign from the Banks service with effect from____________. a. In this connection, in terms of the Bond executed by you for proceeding on study leave sanctioned to you/to take up overseas assignment as IBTO/IBO/Junior IBO, you are required to serve the Bank for a minimum period of 5 years after resuming duties (in India). Consequent upon your failure to fulfill the undertaking given by you in the Bond, you are liable to pay the Bank a sum of Rs.______________ b. Further, in terms of para 20 of the State Bank of India Officers Service Rule, you are required to give 3 months notice of your intention to resign. Consequent upon your failure to do so, you are liable to pay emoluments in lieu of the shortfall in the required notice period. c. It has, therefore, been decided to accept you resignation effective from_______without prejudice to the Banks right to recover the amount(s) mentioned in paragraph 2 and 3 above.
d. You are hereby called upon to pay a sum of Rs.__________towards the aforementioned amount payable by you within 30 days from the date of this letter. In case you do not do so, the Bank shall appropriate any amount that may be due to you from the Bank towards (part) satisfaction of the aforesaid amount(s) without prejudice to its right to initiate civil proceedings for recovery of the (balance of the ) aforesaid amount.
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CHAPTER 8 PLACEMENT, TRANSFER AND JOB FAMILIES 8.1 PLACEMENT OF OFFICERS: SERVICE RULES OSR:7(1) (i) The post that an officer is to occupy at any time shall be decided by the competent authority. OSR:7(2) (ii) Subject to exigencies of service or availability of posts, an officer shall be placed in a post corresponding to his grade/scale. However, the mere fact that an officer belongs to a particular grade or scale shall not by itself entitle him to be posted in a post categorised as such. OSR:47 Every officer is liable for transfer to any office or branch of the Bank or to any place or deputation to any other organisation, in India. 8.2 POLICY REGARDING PLACEMENT OF OFFICERS IN JMGS-I IN ACCOUNTS AND CASH WINGS With the implementation of the Pillai Committee Recommendations, Cash Officers (earlier called as Head Cashiers) became a part of Junior Management Grade. Earlier, they were perceived as a distinct group having separate promotional channels. Accordingly, steps were taken for bringing their roles and responsibilities in line with other officers in JMGS I and providing them with same promotional opportunities. In the first instance, the policy of conversion of cash officers from Cash Wing to Accounts Wing was introduced. Experience showed that such conversions could not materialize in time, because of the problem of replacements. Hence the concept of treating posting in Accounts and Cash Wings as mere placements was introduced. 8.2.1 Salient Features The salient features of the policy are as under:i. Posting of employees promoted to JMGS I in either Accounts Wing or Cash Wing would be treated as mere placement. Such officers may be inter-changed, as per exigencies of service, subject to the provisions contained in the paragraphs that follow here under. In other words, assignment in Cash Department will be treated as equivalent to an assignment as a desk officer (JMGS I) in Accounts Wing and vice versa. Employees promoted to Trainee Officers or recruited as Probationary Officers will not be covered by the above policy. To maintain continuity, promotee officers once assigned to Cash/Accounts Wing may ordinarily be allowed a stay of one to two years. If, however, an officer becomes due for operational/line assignment in accordance with seniority before completion of such stay, he may be given change of assignment even earlier.
ii. iii.
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8.2.2
Criteria for Posting i. (a) While making placement of officers from Cash Wing to Accounts Wing, the following criteria will be followed: Placement to Accounts Wing would normally be made in order of seniority and senior-most Cash Officer will be placed in the Accounts Wing first. Seniority for this purpose will be reckoned Circle-wise. If a Cash Officer is not inclined to accept placement in Accounts Wing his request may be considered favourably, subject to the stipulation that he will not be (i) given further opportunity for placement in Accounts Wing for a period of 3 years (ii) considered for higher promotion if otherwise due in the meantime. Cash Officers will be eligible for being posted to operational/line assignment at par with officers in the Accounts Wing. Placement of promotee officers from Accounts Wing to Cash Wing will be done in the following manner:
(b)
(c) ii
(a) If an officer (JMGS I) opts for a posting in Cash Department his request may be considered favourably. (b) Officers from the junior-most batch of promotee officers will be placed in Cash Wing. Such officers may be drawn either from Accounts Wing of the same branch where vacancy of Cash Officer exists or from any other branch. Ordinarily, such posting may be made in replacement of officers due for placement from Cash to Accounts Wing. 8.2.3 Miscellaneous i. Officers who have completed their operational/line assignment will not ordinarily be posted as Cash Officers. However, where the incumbency of Cash Officer is categorized as that of MMGS II/III, officers of adequate seniority from Accounts Wing may be placed in the Cash Department as per the existing guidelines. Where a Cash Officer proceeds on leave or is temporarily away, the practice/arrangement of giving officiating powers from amongst senior/suitable Cash Department staff will be continued. If, however, suitable Cashiers are not available at a branch, there may be no alternative but to draw upon a available officers of appropriate seniority either from Accounts Wing at the branch or elsewhere. The earlier policy of considering Cash Officers (who completed 4 years services as such for conversion to Accounts side stands superseded automatically. Specimen signatures of all the officers-in-charge of cash department will also be circulated.
ii.
iii. iv. 8.2.4
Duties of Cash Officers 1. With a view to taking care of their career development, Cash Officers may be entrusted with anyone or more of the duties/responsibilities being performed by officers in JMGS I in Accounts Wing with permission in writing of the Controlling
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Authority who, while taking such decision, will take into account the volume of work passing through the Cash Department. 2. In order to enrich the job content of the officers-in-charge of the cash department and also to give them reasonable opportunity to familiarize themselves with the work of the accounts department, the officer-in-charge of the cash department may be entrusted with the following duties while working in the cash department: (i) (ii) (iii) (iv) (v) (vi) (vii) (viii) (ix) (x) (xi) (xii) (xiii) Processing of business proposals at a branch where no Field Officer is posted. Inspection of stocks, standing crops, movables and immovables pledged hypothecated to the Bank; Passing of Government bills for cash payment as delegation of financial powers Signing of Bank drafts against cash payment. Day Book/VVR Checking; Maintenance of Branch Dossier, Checking of interest application in respect of overdrafts, demand loans, cash credit accounts, saving bank accounts, etc; Signing intimations in respect of L.S.Cs, DDRRs, etc. and checking of entries in the relative registers; Coding and decoding of telegrams; Checking stationery and the relative registers; Checking leave records and overtime registers of the employees etc. Checking and closing postage book; The officers-in-charge of the Cash Department may be nominated to the Branch Customer Service Committee and asked to supplement efforts of the Branch Manager in deposit mobilization. The above duties will be in addition to their normal duties as officers-incharge of the cash department; care will have to be taken to ensure that they are not given any work in the accounts department at the cost of their responsibility for efficient running of the cash department.
3.
8.2.5
Training To enable the officers-in-charge of cash department to effectively perform their duties, they will be given suitable training-both institutional and on the job-in a phased manner.
8.2.6
Categorisation of Positions The officer-in-charge of cash department has been categorized and designated as under:
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Scale of the Manager of Cash Department TEGS VI SMGS IV & V & MMGS III JMG I, MMG II
Scale of the Officer-in-charge MMGS III MMGS II JMGS I
Designation MANAGER (CASH) DY. MANAGER (CASH) ASST. MANAGER (CASH)
8.2.7
Custody of Keys The practice of the Cash Officer handing over the keys of the receptacles inside the strongroom to the Deputy Head Cashier when he is busy with cash department and cannot remain in the strong room for a considerable length of time, is fraught with grave risks and is in contravention of the Banks instructions. The term assistance to be rendered to the Cash Officer by his deputy should not include handling of the Cash Officers keys of the strong room or the receptacles inside, when the former is on duty.
8.3
PLACEMENT NORMS In order to lay down suitable career path, keeping in view the increasing zone of eligible officers for promotion to all grades, and stipulations of rural/semi-urban service and operational/line assignments, etc., as pre-condition for promotions, the Executive Committee of the Central Board (ECCB), at its meeting held on 7.3.1991 approved a placement policy for officers up to SMGS V, which has been amended by the (ECCB) at its meeting held on 8.9.2003. The details of the placement norms are as under :
8.3.1
Promotions from JMGS I to MMGS II : There is no specific assignment which is required to be completed for promotion from JMGS I to MMGS II.
8.3.2
Promotions from MMGS II TO MMGS III *** : 2 years service in rural/semi-urban branch (es) and 2 years satisfactory operational or line assignment or independent line assignment
Note : Operational assignment refers to assignment as Field Officer/Accountant/ Manager/Dy. Manager of a division, Branch Manager. For this purpose, positions of Asst. Manager (Cash) and Asst. Manager (Cash & Accounts) at Simplified Accounting Procedure branches, IBTO in foreign offices, OIC (Computers), System Administrators, Project Officers posted at C&C department/ZOCC will also be treated as operational assignments. It will also include Relatioship Manager (PB), Credit Officer (SECC), (RACPC) (C.C/P&HRD/CM/8/SPL 76 dated 23.04.2005) Line assignment refers to Manager of Division in a branch and independent line assignment refers to the position of Branch Manager. This also include Chief Manager (SECC), (RACPC). Certain positions in foreign offices are also treated as equivalent to that of Branch Manager. A list of such assignments is given in Annexure 8.5
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8.3.3
Promotions from MMGS III TO SMGS IV *** : 3 years service in rural/semi-urban branch(es) and 2 years satisfactory independent line assignment Assignment on mobile inspection duty for a period for 3 years would be reckoned as equivalent to the assignment of a Branch Manager for 2 years.
8.3.4
Promotions from SMGS IV TO SMGS V : There is no specific pre-condition of an assignment for promotion from SMG Scale IV to SMG Scale V. Depending upon the needs and requirements, the eligible officer maybe posted at branches/administrative offices taking into consideration the potential and skills of the officer. *** Provided that i) In cases where exemption from mandatory assignment has been given by the Bank, the requirement for completion of mandatory assignment for eligibility for promotion shall stand waived. ii) Officers will be considered eligible for promotion only after satisfactorily completing the relative mandatory assignments.
8.3.5
Promotions from SMGS V TO TEGS VI : a) An officer would be required to complete 2 years experience as Branch Manager, Regional Manager, Chairman RRB, in MMG Scale III or SMG Scale IV or SMG Scale V, before becoming due for promotion to TEG Scale VI. b) Assignment of 3 years (in MMG Scale III or SMG Scales IV or SMG Scale V) on mobile inspection duty will be treated as equivalent to the above operational assignments Note : In case of an officer who had been promoted to MMG Scale III on the basis of an independent line assignment as Branch Manager, a posting as Manager of Division in SMG Scale IV/SMG Scale V incumbency in branches will also qualify for the purpose of promotion to TEG Scale VI.
8.4
MODEL TRANSFER POLICY A Model Transfer Policy, as given below, for transfer of officers in JMG Scale I and MMG Scale II has been framed by the Corporate Centre.
8.4.1
Objectives of Transfer Policy Transfers of officials in the Banks service are necessitated in the organisations interest and in the interest of career growth of the individual officer. Transfers involve a wide range of administrative considerations and adjustments by individual officers. It is, therefore, necessary to spell out, as clearly as possible, what organisational and individual interest are served by transfers to provide for a system that would besides minimising the hardship to an officer consequent upon his transfer, also take care of organisational requirements.
8.4.2
Scope of the Policy The transfer policy described herein-after will cover officers in JMG Scale I and MMG Scale II.
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8.4.3
Definition of Transfer (i) (ii) (iii) Transfer will be taken to mean movement from one station to another. Changes in position within the same station / agglomeration would mean posting and not transfer. be taken to
In case of contiguous / twin stations with common amenities and facilities, changes from one station to another will only mean posting.
8.4.4
Transfer Policy Provisions of the transfer policy will particularly be under the following categories: (a) (b) (c) Minimum and maximum period of retention in particular position / centre / region / module. Considerations that would be taken into account by the transferring authorities in deciding individual cases. Establishing a system that would take care of the problems faced by the officers on transfer.
8.4.4.1
The normal tenure of an officer in an assignment would be for three years. It should not normally exceed five years. Circles may, on this basis, follow policy for placements / transfers. Transfers of officers will be timed as far as possible to coincide with academic session. For this purpose, necessary exercise should be set in train by the authorities well in time. Difficult Centre In each Circle, there would be certain centres which can be categorised as difficult centres, in terms of living / locational conditions / educational and medical facilities etc. The criteria for defining a difficult centre have already been finalised in consultation with All India State Bank Officers Federation and the guidelines issued in this regard to the LHOs. The period of retention of an officer at a difficult centre will ordinarily be two years; it may exceed two years subject to administrative exigencies. In this connection, the period of retention will be taken to mean active service at the difficult centre. If an officer deliberately delays joining at the difficult centre, his normal stay will be extended by the period by which he delays going there, and the period of unduly long leave availed of by him after joining at the centre. Actual Postings On promotion to JMG Scale I/MMG Scale II, officers should normally be posted outside the module. Where this is not feasible, atleast posting outside the Region should be effected.
8.4.4.2 8.4.5 8.4.5.1
8.4.5.2
8.4.6
8.4.6.1
An officer should be considered for posting in another module after a stay of 5-7 years(two assignments) in a module. He may serve in another module for a minimum period of five years. The new place of posting should be selected so as to discourage commuting.
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8.4.7
Lady Officers In the context of guidelines laid down by the Government of India in the matter of transfer of spouses and keeping in view the administrative requirements of the Bank, it has been decided: (a) (b) each case of request for transfer on spouse ground will be considered on merit. A maximum of two such request transfers will be considered during the entire career of the officer.
8.4.7.1
If, however, both husband and wife are working in our Bank, as far as possible, they may be posted at the same centre provided such postings do not come in to conflict with the placement policy followed by the Circle. Request Transfers Request for transfer to a particular module could be considered if an officer attains 57 years of age where such officers will be retiring at 60 years.
8.4.8
8.4.8.1
Request for posting at a particular centre could be made after 57 years of age provided the total stay at the centre does not exceed five years and the officer was not posted at that centre during the last five years Administrative Transfers Notwithstanding the provisions contained in the Model Transfer Policy, the Bank may transfer any officer at any time on administrative grounds, keeping in view the exigencies of service. Where the transferring authority transfers an officer by making a departure/deviations from the provisions of the policy, the decision will be approved by the Circle Management Committee.
8.4.9
8.4.10
Miscellaneous Provisions Request for inter Circle transfers from officers during their period of probation should not be entertained.
8.4.11 8.5 8.5.1
Transfers from one administrative office to another should normally not be made/entertained. INTER CIRCLE TRANSFER 15-in-a-year policy The following procedure shall be adopted in considering inter circle transfers under the 15in-a-year policy :
1.
Requests for inter circle transfer received from officers would be recorded serially in the chronological order of the receipt of such requests provided the officers concerned have put in atleast three years of confirmed service in the Circle. Transfers would be considered on the basis of 'first-come-first served' in the order of registration of requests in a Circle. Exceptions, where sought to be made, would have to be referred to Central Office for clearance with full details and for sufficiently compelling reasons.
2.
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CO LETTER ADM:49187 27.12.77 CO LETTER ADM:SPL:4546 22.12.88 Not more than fifteen transfers would be considered in one year from each Circle without replacement. Due weightage will be given to the number of such officers to be released/accepted by Circles at the time of settling staff budget. Where replacements are available, Circles will be at liberty to transfer more than 15 officers in a year. Clarifications : CO LETTER ADM:4007 15.01.79 i. All transfers that fall within the norms spelt out in the policy may be made by the Circles concerned in consultation with the transferee Circles and no prior clearance from Corporate Centre would be necessary; only those cases that do not conform to the policy need be referred to Corporate Centre for administrative clearance. Consents from the transferee Circles are not envisaged and provided for in the policy. It is, therefore, implied that such consents would not be made prerequisite for effecting the transfers. However, in those cases where disciplinary action against employees is contemplated or is pending, such cases need not be considered till the proceedings are over and an employee is either exonerated or punishment imposed on him, as apart from the change of disciplinary authority that would be entailed, the disciplinary proceedings themselves may be jeopardised if the employee is transferred to another Circle. While officers up to MMG Scale III may be transferred without any reference to Corporate Centre, the cases of officers in SMG Scale IV & V would have to be referred to Corporate Centre since the vacancy positions in these scales is monitored by Corporate Centre. Requests for transfer should be submitted in format given in Annexure 8.3 Out-of-turn basis Request for inter circle transfer of officers upto MMG Scale III are being entertained under 15-in-a-year policy on a turn basis as per the serial number of the request registered. However, cases of out-of-turn basis are required to be referred to Corporate Centre for approval by the competent authority. In this connection, it is needless to mention that the re-quest for an out-of-turn basis can be recommended to Corporate Centre on extreme compassionate grounds. While forwarding such recommendations to Corporate Centre, the following particulars should be incorporated: a) b) c) d) Sl.No. at which the request has been registered under 15-in-a-year policy. Current position in 15-in-a-year policy. Whether any such request from the official has occasions; if so, how many. been entertained on previous
ii.
iii.
4. 8.5.2 1.
2.
Whether the proposed transferee Circle is agreeable to absorb the services of the officer.
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8.5.3
Transfer on grounds of transfer of spouse request for inter circle transfer can be entertained only twice in the career of an officer. In the case of Bank of India v/s Jagjit Singh Mehta, the H'ble Supreme Court of India have opined that : a) b) Posting of husband and wife at the same station cannot be claimed as a matter of right. Any rule to post husband and wife at the same station upon transfer is not a right.
2.
Ordinarily and as far as practicable the husband and wife who are both employed should be posted at the same station even if their employers be different. The desirability of such a course is obvious. However, this does not mean that their place of posting should invariably be one of their choice, even though their preference may be taken into account while making the decision in accordance with the administrative needs. While choosing the career and a particular service, the couple have to bear in mind the factor and be prepared to face such a hardship if the administrative needs and transfer policy do not permit the posting of both at one place without sacrifice of the requirements of the administration and needs of other employees. After giving preference to the career prospects by accepting a promotion or any appointment with the incident of transfer to any place in India, subordinating the need of the couple living together at one station, they cannot as of right claim to be relieved of the ordinary incidents of All India service and avoid transfer to a place on the ground that the spouses thereby would be posted at different places. There are instances where some of our officers seek inter circle transfers stating that request of their spouses are not being considered favourably by other Public Sector Undertakings / Government Departments as they have already exhausted their 2 chances. Such reasons, as and when adduced, would not be given weightage for making exceptions in these matters. Applications under this category should, therefore, be examined on a case to case basis and put up for approval only when circumstances war-rant any special consideration. Mutual transfers Mutual inter circle transfers may be considered on the merits of individual cases.
3.
4.
5.
8.5.4
8.6 1.
INTER CIRCLE TRANSFER POLICY FOR OFFICERS IN SMG Promotions to SMG Scales IV and V are based on vacancies on an All-India basis. As the vacancies in each circle and the promotions actually effected there from do not match, an imbalance in the number of categorised positions vis-a-vis the actual strength of officers in these two scales has developed over the years. While some circles are having surplus officers, some are experiencing a perpetual deficit. With a view to rectifying this imbalance, Corporate Centre have been transferring officers from the surplus to the deficit circles. The broad norms for selection of officers for such transfers are as follows :i) ii) Maximum age limit : (As on date of promotion) 50 years for SMGS IV 52 years for SMGS V
2.
The officer should not have been on inter circle transfer / mobile inspection duty/away from the parent Circle during last 10 years. Posting in Corporate Centre establishments / Foreign Offices, however, will not come under its purview.
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iii)
Lady officers are also liable to be transferred. In case of lady officers with spouse working in the Bank, the spouse may be transferred on request or automatically, as the case may be. Transfers would be linked with the promotion exercise as also to appeals upheld during the year. Apart from officers from surplus Circles, some officers promoted from deficit Circles are also liable to be transferred. Identification of officers to be approved by Central Office. Tenure 3-4 years. However, the duration of stay in North Eastern Circle will be 2 years only. Wherever applicable, promotion letters to be sent to transferee Circle for delivery to officers on reporting for duty. Nothing contained herein shall preclude the Bank from transferring any officer to any place for any reason including administrative reasons.
iv) v) vi) vii) viii) ix) 8.6.1
Repatriation of the officers Circles may repatriate officers in Senior Management Grade who have been transferred under the policy mentioned above without seeking prior clearance of Corporate Centre in case of those officials who : a) b) c) d) have completed their tenure of stay at the transferee Circle, are being repatriated to Circle from where their services have been drawn, are not facing vigilance proceedings / against whom disciplinary cases are not initiated / contemplated, and are not identified by Central Office for placement elsewhere.
8.7
TRANSFER POLICY FOR SPECIALIST OFFICERS Specialist Officers (viz. Technical Officers, Engineers, Law Officers, Security Officers, and Asstt. Manager (System) etc.) would also be subject to transfer after completion of 5 years in a particular position. Any exception to the above norms will have to be approved by the CMC in each case. But stay at one centre would in no case exceed 7 years. Transfer of Specialist Officers within the same centre e.g., from LHO to ZOs or vice versa would not be made.
8.8
JOINING TIME ON TRANSFER OSR:49(1) 1. An officer is eligible for joining time on one occasion and not exceeding 7 days, exclusive of the number of days spent on travel, to enable him: a) b) to join a new post to which he is appointed while on duty in his old post, or to join a new post on return from leave.
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Note: Where an officer is transferred on an emergency basis and is not permitted to avail himself of the joining time for administrative reasons immediately, he may be permitted to charge the Bank with the cost of his fare as per his entitlement for his journey to and from his previous headquarters to enable him to bring his family to the new station. OSR:49(2) 2. During the joining time, an officer shall be eligible to draw the emoluments at the place of the old or new posting, whichever are less. OSR:49(3) 3. In calculating the joining time admissible to an officer, the day on which he is relieved from his old post shall be excluded, but public holidays following the day of his relief shall not be included in computing the joining time. Provided that if joining time is granted in continuation of leave, the last day of leave shall be the day preceding the day on which joining time commences. OSR:49(4) 4. No joining time will be admissible to an officer when transfer does not involve a posting to a different place. OSR:49(5) 5. No joining time will be admissible to an officer when his posting is of a temporary nature, irrespective of the fact that posting is to a place or station other than the one at which he is permanently posted. An officer will not be eligible to draw a House Rent Allowance and City Compensatory Allowance (if payable at both the centres) during joining time and journey period since he is paid halting allowance. Clarifications: i. An officer should normally avail himself of joining time immediately on relief from his previous station. If for some time for compelling reasons it is not possible to do so, he should be permitted to avail of the same shortly thereafter, say within a maximum period of 3 months. Cases where, for genuine reasons, joining time could not be availed of within 3 months should be referred to the competent authority given in Chapter 23, so that the spirit of the instructions is not violated. While computing joining time, the day on which an officer is relieved from his old post, public holidays, Sundays, following the day of relief should be excluded and joining time will commence from the 1st working day after relief. The intervening public holidays / Sundays should not be excluded. In cases where there is no change of residence consequent on transfer, the official would also not be entitled to joining time.
6.
ii.
iii.
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8.9
SPECIALISATION IN IDENTIFIED FUNCTIONAL BANKING AREAS IMPLEMENTATION OF SCHEME OF JOB FAMILIES Corp. Centre/CDO/P&HRD-CM/76 dt. 01.03.2006
To facilitate and foster development of specialised skills in identified functional banking areas the Executive Committee of the Central Board has approved a scheme of "Job Families" to be implemented w.e.f 01.04.2006. A job family would be a cluster of jobs/roles calling for related skills and knowledge requirements. 8.9.1 INTRODUCTION OF CONCEPT OF JOB FAMILIES
There would be ten job families under the scheme viz. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Corporate Banking & Project Finance International Banking Treasury Retail (Personal Banking) Agricultural SME Government Business Information Technology Human Resources Centralized Processing Centre Corp. Centre/CDO/P&HRD-CM/85 dt. 21.03.2006 However the scheme is proposed to be launched in phases. identified roles in four job families viz. 1. 2. 3. 4. Corporate Banking and Project Fianc Retail Agriculture SME In the first phase CHRC had
The above job families to be considered as skilled in grade up to MMGS-III. List of specialized positions/roles identified as skills in the four Job Families is as per Annexure 8.6 8.9.2 IDENTIFICATION OF SKILLED/SPECIALIZED ROLES
The Central Human Resources Committee (CHRC) would be empowered to approve the identification of various roles within each job family to be considered as skilled/specialized. Identification of various roles as skilled or specialized within each Job Family would be done by HR Department, Corporate Centre in consultation with the concerned Business Units/departments. On the basis of guidelines approved by the CHRC Job family wise, grade wise number of positions to be considered as skilled would be finalized by the circles with the approval of the Circle Human Resources Committee. To allow for a sufficient number of skilled positions to be available for selection of Officers in the subsequent year(s) not all the identified specialised positions will be filled in under the scheme in the first year of implementation. However, to enable the officers to make an informed choice while giving their option for selection, the number of positions to be filled in under each job family during the year would be circularised simultaneously with the calling for options for selection from the eligible officers. In the subsequent year(s) the process of selection of officers would be taken up only in respect of unfilled skilled positions in each of the job families.
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8.9.3
ELIGIBILITY AND METHOD OF SELECTION
i) Service Eligibility Initially, the scheme will be applicable to all officers in MMGS-III and below with 2 years confirmed service as on the beginning of the year in which selection is being considered, i.e. for the year 2006-07 the relevant date in this regard would be 1 st April 2006. The scheme would in due course be extended to officers SMGS IV and SMGS V. ii) Calling for Option from Eligible Officers for Selection All eligible officers would be called upon to indicate their option for absorption in a Job Family on the prescribed format given at Annexure 8.7 in this regard. The Officers would rank four job families in order of their preference. Although their preferences will be considered, final decision regarding their placement will depend upon their aptitude to work in a particular job family and vacancies therein and will be at the discretion of the Bank. Even an officer currently placed in the identified job family position will have to give an option. While the officers selected would continue in the same job family, those who are not selected will be transferred. Selected officers in JMGS-I to MMGS-III could be placed by the Bank at any centre within the Circle in an identified position in the Job Family for which they have been selected depending upon the requirement of the Circle. Even officers who do not opt for placement to any of the job families may also be considered for and placed in any of the job families at the discretion of the Bank. iii) Experience Work experience in a particular job family will not be a pre-requisite for absorption in the job family. However, due weightage would be given to officers performance in a particular job family area, if any, at the time of selection for a job family. Only the experience in the specific job family/role and/or in the related job family in which the officer has worked together with the special knowledge of the job acquired through training/educational course will be considered in this regard. iv) Selection Process The Circles would constitute at the Local Head Office a Selection Committee with representatives from each of the Job Family as detailed in Section 8.9.7. For the purpose, officers up to MMGSIII in CAG, MCG & SAMG offices would be considered by the respective circle committees in whose area they are located. The identified roles under Corporate and Project Finance Job Family are expected to be in CAG, MCG and SAMG. Accordingly, in respect of selection for roles under this Job Family, an officer each from CAG & MCG nominated by the Region Head would be included in the selection committee. Controllers will submit recommendations on the suitability for the officers for selection in a Job Family on format given in Annexure- 8.8. The committees would consider the options and recommendations of the controllers and will identify suitable officers for filling in the positions in the respective job families. During the selection process, effort should be made to allocate officers to the job family of his choice/first option, in case he has scored high enough in the group. However, in case more than required number of officers apply for a certain job family and it is not possible to give all of them the job family of their first choice, such officers who do not get the job family of their first choice would be considered for selection for their second choice of job family, and so on. For the purpose, job family wise merit list of the scores allocated to the officers who have given this job family as one of their choice may be prepared in the format given at Annexure- 8.9. From such lists the required number of officers, high in the merit list, may be marked for selection to the related job families. However, there would be some officers whose name will be figuring in more than one job family select list. At this stage name of the officer should be retained only in the job family of his higher priority and struck out from the other list(s) and one more officer from the merit list included in the select list in these
180
job families to compensate for the name struck out. This process needs to be carried out till no officers name figures in more than one list. An illustration of the above is given in Annexure-8.9 In this regard the policy provides that the committees are not to be guided solely by the evaluation scores and recommendations and they can use their discretion for allocating some other job family to the officer. While effort would be made to allocate the officers within the area of their choice, keeping in view the administrative exigencies it may not be possible to accommodate all officers in the areas of their preference. 8.9.4 PLACEMENT OF SELECTED OFFICERS
i) While making allocations/placement of officers in Job Family positions the extant transfer policy/placement norms are expected to be adhered to. The Scheme of Job Family per se is not expected to be used as an excuse for violation of transfer policy/placement norms. As placement of officers in JMGS-I and MMGS-II is done at Module/Region level. The selected officers in JMGS-I/MMGS-II would be allocated to module/special branches keeping in view the number of identified positions in various modules/special branches etc. The identified officers in MMGS-III would be placed in suitable positions with the approval of respective General Managers. The Officers identified for Job Family positions in CAG and MCG would be placed at the disposal of the respective groups for further placement in specific identified positions. Some of the officers identified for various job families may be already working in that job family and in such cases no movements will be required. However, in case of long stay at the branch/centre, such officers may be given suitable change to some other position within the Job Family. However, where an officer already placed in an identified Job Family position has not opted for selection in the job family, he may be replaced by some other officer selected for the job family. If in a job family, say SME job family, sufficient number of officers do not opt to fill in the identified positions, officers from general pool would be placed to man such positions. These officers would continue to remain in the general pool and could be replaced in subsequent years with the officers willing/selected for the particular job family. While an officer who has not opted for selection in a Job Family, may be placed in an identified position in the Job Family due to administrative exigencies, he would not be considered as having been absorbed in that Job Family. Such officers would continue to be in the general pool and their further movement would not be restricted within the Job Family. 8.9.5 EXIT FROM JOB FAMILY
(i) The selected officers are expected to continue in the Job Family for a period of up to 10 years. The period of 10 years will also include the period already spent, if any, in identified roles. However, satisfactory level of performance in specialized (Job Family) position is expected from the selected officers. Where the performance of an officer is not considered satisfactory he may be shifted out of the Job Family to the general pool. For the purpose, the performance of the officers would be reviewed annually at the time of writing of AARFs in a separate format to be attached thereto. The format in this regard is placed at Annexure -8.10. The controllers would furnish their observations/recommendations as regards the officers suitability for continuing in the job family or otherwise. The scheme also provides for exit from the Job Family at the request of the officers after a minimum period of 5 years. Such requests would be considered by Circle CHRC on merits of each case and in case of acceptance, the concerned officers will revert to general pool. Officers who exit from a Job Family, either at their volition or otherwise, may, if they desire, apply for selection in another job family for which they would be considered on merit.
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8.9.6
GENERAL
The policy provides for movement of officers from one assignment to another within the same job family. The movement could be considered between similar roles in another office or in a different role within the same Job family. It would be desirable to expose selected officers to a variety of roles within a Job Family to enable them to develop a wider perspective. In case of promotion, a selected officer may be shifted to an appropriate position within the Job Family. However, if considered necessary the promoted officers may be allowed to continue unchanged. The current promotions process will be continued till such time as the scheme stabilizes and it is expected that equal opportunity for career progression would be available to officers in various Job Families and to those in the general pool. It may not be possible for some officers in certain job families to complete their mandatory assignments. Exemption may be sought in respect of such officers. 8.9.7 Constitution of Circle Level Selection Committee
- One of the GMs nominated by CGM - One DGM to be nominated by the CGM - DGM & CirDO - One Senior functionary in TEGS-VI/SMGS-V from each of the job families (including one officer each to be nominated by CAG/MCG for considering selection of officers for Corporate & Project Finance Job Family.) - AGM (HR) shall be the Member Secretary
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ANNEXURE 8.1
APPLICATION FOR INTER MODULE TRANSFER STAFF: SUPERVISING Present Module: Desired Module:
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
Name of officer P.F Index Number Date of Birth Present Designation/since Date of Appointment in the Bank and the capacity in which appointed Date of promotion to JMGS I & MMGS II Name of the Branch/Office where the officer is posted/since Place of Domicile as recorded in the service file Preference of 3 centres in desired module Whether willing to be posted any where in the desired module if vacancies not available at the desired centres Specific reasons for seeking transfer
: : : : : : : : :
: :
11. 12.
Detailed particulars of Previous postings as officer :
S.No. Name of Branch/Office
Category of Centre Rural/SU/ U)
Posted as
Period (from-to)
183
13. 14. Place: Date:
Posted in present region since Posted in present module since
: : (Signature of the officer)
(to be filled up at Controlling Office) 1. 3. Date on which application received: Final marks obtained by the Officer in his AAR for the last 3 years: 200 200 200
4.
Recommendations of A.G.M:
(Signature of Recommending Authority)
184
ANNEXURE 8.2 PARTICULARS TO BE FURNISHED WHILE APPLYING FOR INTER MODULE TRANSFER ON COMPASSIONATE GROUND 1. 2. 3. 4. 5. 6. 7. 8. 9. Name of Officer Present Grade Present Posting at/since Posted in the Module since Place of Domicile Name of deceased and relation with him/her Date & Place of demise of the deceased: Place where the deceased was normally residing before death Details of the surviving members in the family of the deceased S.No Name Age : : Relation Occupation Present Place of Stay : : : : :
10.
Specific reasons for seeking deferment : of existing transfer order OR Specific Reasons for seeking transfer : to the desired Centre: (Strike out whichever is not applicable)
11.
Preference for 3 other Centres in case of vacancy not available at the desired place
Place: Date:
Signature of the Officer
185
ANNEXURE 8.3 Format for furnishing bio-data of officers eligible for Inter Circle Transfer STAFF : SUPERVISING APPLICATION FOR INTER CIRCLE TRANSFER 1. 2. 3. 4. 5. 6. Name of the Officer Date of Birth PF Index No. Place of Domicile as recorded in service file : Present Designation/grade Date of appointment in the Bank and capacity in which appointed Name of the Branch / office where the officer is posted : Date of promotion / appointment as officer in JMGS I Date of confirmation as officer in JMGSI/GrI/GrII Family Background : : : : : : : :
7.
8.
9. 10.
a) Age of Father b) Vocation of father c) Age of mother
d) Age of major brothers, their vocation & where stationed: e) If spouse is working, name of institution and place of posting 11. Circle to which transfer is sought
: :
186
12.
Three places of choice in order of preference : Specific reasons for seeking transfer
13.
Place Date
: :
Signature of Applicant
187
ANNEXURE 8.4 Format for submission of recommendations for inter-circle transfer STAFF : SUPERVISING INTER CIRCLE TRANSFER 1. 2. 3. 4. 5. 6. Name of the Officer Date of Birth PF Index No. Place of Domicile as recorded in service file Present Designation/grade Date of appointment in the Bank and capacity in which in appointed Name of the Branch / office where the officer is posted Date of promotion / appointment as officer in JMGS I Date of confirmation as officer in JMGSI/GrI/GrII Circle to which transfer is sought Three places of choice in order of preference How many times the officer has availed inter circle transfer Reasons for which transfer is being proposed Extreme compassion, if any warranting out of turn transfer : : : : :
7.
8.
: : : : :
9. 10. 11. 12. 13.
: :
14. a)
b) How circle has satisfied about the genuineness of the request
188
15. 16.
Any deviation from the ICT policy being proposed Recommendations
: :
Place Date
: :
Chief General Manager
189
ANNEXURE 8.5 Foreign office-wise details of eligible positions included as qualifying assignments for promotion to SMGS IV / TEGS VI Sr.No 1. Name of the Office Bahrain Position i) Mgr (Commercial) ii) Mgr. (Treasury & Services) i) Mgr. (Operations) ii) Mgr. (Credit) i) Mgr. (Forex and Money) ii) Mgr. (Credit) Mgr. (Money & Forex) i) Mgr. (Money & Market & Forex) ii) Mgr.(Credit& Operations) i) Mgr. (Deposits & Administration) ii) Mgr. (Money & Forex) iii) Mgr. (Credit& Operations) i) Mgr. (Forex & Funding) ii) Mgr (Credit& Operations) I iii) Mgr (Credit & Operations) II i) Manager ii) Manager (Credit) i) Mgr. (Credit) ii) Mgr (Operations) i) Mgr (Operations & Services) ii) Mgr (Money & Forex iii) Mgr (Joint Venture)
2. 3.
Dhaka Antwerp
4. 5.
Frankfurt Paris
6.
Hong Kong
7.
Tokyo
8. 9.
Osaka Panama
10.
Singapore
The following positions at our foreign offices are also included as qualifying assignment for promotion to SMGS IV/TEGS VI. i. Manager (Planning & Development) ii. Manager (Merchant Banking) iii. Chief Accountant
190
ANNEXURE 8.6
LIST OF SPECIALISED ROLES IN JOB FAMILIES CORPORATE BANKING & PROJECT FINANCE JOB FAMILY
S.No
1 2
ROLE
Credit Analyst Trade Finance Analyst Case/Operating Officers
GRADE
I/II II/III
BRANCH/ OFFICE
MCG Sales Hub/Branch MCG Sales Hub/Branch SAM Branches
SKILLS
Credit Analysis Product Knowledge Credit Analysis Product Knowledge LCs/BGs/Bills Credit Analysis Asset Restructuring Rehabilitation
I/II/III
RETAIL JOB FAMILY
S.No
1
ROLE
Credit Officer, RACPC Assistant Manager, Out Bound Sales Force Manager (Personal Banking Division) Relationship Manager (Personal Banking) Manager (Retail Assets) New Relations Officer
GRADE
I/II
BRANCH/ OFFICE
RACPC
SKILLS
Credit Analysis Product Knowledge Marketing Product Knowledge Marketing Product Knowledge Credit Analysis Product Knowledge Marketing Product Knowledge Marketing Product Knowledge
Zonal Office
II
Branches at non RACPC centres Branches
I/II
5 6
III I/II
LHO Metro/Urban Branches
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ANNEXURE 8.6contd.
AGRICULTURE JOB FAMILY S.No

1
ROLE
Team Leader (Mktg. & Recovery Team BM (ADB) Manager (DBD) BM at select Rural Branches
GRADE
II
BRANCH/ OFFICE
Region
SKILLS
Marketing Product Knowledge Recovery Credit Analysis Product Knowledge Credit Analysis Product Knowledge Credit Analysis Product Knowledge Credit Analysis Product Knowledge
2 3 4
II/III III II
Branches Agri intensive Branches Branches with predominantly agri. Portfolio/ potential Branches with predominantly agri. Portfolio/ potential
Field Officer (Agri.)
I/II
SME JOB FAMILY
S.No
1
ROLE
Credit Officer, SMECC Manager (Multi Product Sales Force) Team Leader (Multi Product Sales Force) Team Leader (Credit Processing Team Manager (DBD) Case Manager (City Recovery Centre) Case Officer (City Recovery Centre) Field Officer (SME)
GRADE
I/II
BRANCH/ OFFICE
SMECC
SKILLS
Credit Analysis Product Knowledge Marketing Product Knowledge Marketing Product Knowledge Credit Analysis Product Knowledge Credit Analysis Product Knowledge Handling litigation cases/compromise Handling litigation cases/compromise/ rehabilitation Credit Analysis Product Knowledge
2 3
III II
Zonal Office Zonal Office
III
Zonal Office
5 6 7
III III I/II
SME intensive branches City Recovery Centre City Recovery Centre SME intensive branches
I/II
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ANNEXURE 8.7 (Format for indicating preference for absorption in a job family to be submitted through Branch/department head) The Branch/Asstt./Dy. General Manager State Bank of India _______________ _______________ Dear Sir,
OPTION FOR ABSORPTION IN A JOB FAMILY

With reference to the Circular No. dated I do not wish to opt for selection in any of the job families/I indicate below my preferences for absorption in a job family ranked in the order of my preference: Preference Rank 1. 2. 3. 4. Commercial & Corporate Banking & Project Finance Retail Agriculture SME ( ( ( ( ) ) ) )
In this connection, I understand that my absorption in a job family would be subject to my selection for the same by the committee constituted in this regard. The Bank can place me in a job family not opted for. if selected, I would continue in the Job family for a minimum period of 5 years. Yours faithfully ( ) Grade : Present Assignment : ____________________________________________________________________ * To strike-off whichever is not applicable.
193
Note: Preference for absorption in job families to be indicated by assigning ranks from 1 to 4 ANNEXURE 8.8
FORMAT FOR SUBMITTING RECOMMENDATIONS FOR SELECTION IN A JOB FAMILY To, ASSISTANT GENERAL MANAGER/ DY. GENERAL(MODULE) /CIRCLE DEVELOPMENT OFFICER
1. 2. 3. 5. 6.
NAME PRESENT GRADE DATE OF BIRTH QUALIFICATION
: : : : DESIGNATION : BRANCH/OFFICE JOB FAMILY : : W.E.F: W.E.F. : 4. P.F. INDEX NO.:
CURRENT ASSIGNEMENT
Details of previous assignments in skilled positions (since date of joining) S.No. BRANCH ASSGINMENT FROM TO JOB FAMILY
Officer
Option No. Job Family Experience (in completed years) Experience (in related area in completed years) Score (Max. 2.00 for each option)
1 nd 2 rd 3 th 4 Professional Qualifications
Option No. Job Family Relevant Professional Qualification Score (Max. 2.00 for each option)
st
1 nd 2 rd 3 th 4
st
194
Annexure 8.8 contd.

Summary of AARF Scores for 3 years AARF for the Reporting Reviewing year ending Approval (if any)
Total (out of 300) Special remarks in AARFs AARF for year ending Special remarks
Score (out of 4.00)
Recommendations on suitability of the officer for placement in job family opted for Option No. Job Family Controllers Recommendations Score (Max. 2.00 for each option)
1 nd 2 rd 3 th 4
Summary of Scores for various Job Families opted for Option No. Job Family Professional Qualification (max. 2.00) Experience (max. 2.00) AARF (max. 4.00) Suitability (max. 2.00) Total (max. 10.00)
st
DGM/AGM/CM/BM
195
ANNEXURE 8.8 contd. 10 point scoring pattern for assessing suitability of Officers for selection in Job Family Maximum Score 1. 2. 3. 4. Professional Qualifications/training Past Experience AARF score in last three years Recommendations of Controller Total 1. Professional Qualifications/training Max. 2.00 2.00 4.00 2.00 10.00 2.00
A qualification/training in an area of direct relevance would carry 1.00 marks and a qualification in areas of supporting relevance could carry 0.5 marks. Educational Qualifications/training only from the universities and institutions of repute recognized as equivalent by the appropriate/Govt. authorities as per Annexure 8.11 2. Past Experience In job family opted for (minimum experience 1 year) In related area (minimum experience 2 years) Max. 2.00
0.5 for each year experience
3.
0.5 for 2 years experience
Officer should have a minimum score of 80 in each of the relevant years AARFs Aggregate score in 3 years Marks 290 and above 280 and above but less than 290 270 & above but less than 280 255 & above but less than 270 Below 255 Recommendations of the Controller Eminently suitable for the Job Family Highly suitable Suitable Not considered suitable 4.00 3.00 2.00 1.00 nil Marks 2.00 1.00 0.50 nil
4.
196
On the specified format, along with qualitative comments against each option for job family, the controller would rate the officer as above on his suitability in this regard. ANNEXURE 8.9 ILLUSTRATION LIST OF OFFICERS HAVING OPTED FOR THE JOB FAMILY IN ORDER OF THEIR SCORES JOB FAMILY GRADE : : Retail Banking SMGS-IV
Sl. No. 1 2 3 4 5 6 7 8 9 10 11 12
Name A. B. C. D. E. F. G. H. I. J.
Score 10 10 10 9.9 9.8 9.8 9.7 9.5 9.0 8.8
Preference 1 1 1 2 3 1 2 1 3 3
Remarks, if any
For picking up officers from the above merit list for Retail Banking job family to fill in say 6 vacancies, we shall have to proceed as under: i) ii) Officers at SL. No. 1,2 and 3 will be taken in to select list as they are high in the merit and Retail Banking is their first preference. Officers at Sl. No. 4, though high in merit list, have given Retail Banking as his second preference. Before including him in Retail banking final list, we shall have to see his merit in his first preference job family, say SME. On checking SME list, if it is found that his name in the merit list figures within the number of vacancies in that job family, he will be taken in that (SME) job family and not included in Retail Banking job family. Officers at SL. No. 5 have given Retail banking as his third choice. His position in the job families of his first and second preference will be checked and only if he is not high enough in the merit list of those job families, he will be included in Retail Banking job family. The above procedure will be repeated till all the positions are filled in.
iii)
iv)
197
ANNEXURE 8.10 To be completed in respect of Officers placed in a Job Family Position Name of the Officer Grade Job Family Present Assignment : : : : Since: Since:
Recommendations supported by reasons in respect of suitability for continuation and otherwise in the Job Family. (The performance of the officers commented upon in the AARF against the Key Performance Parameters should also be viewed in this regard) 1. Overall assessment in respect of Business Performance/KRAs
2.
Comments in respect of required skills in the Job Family area
3.
Comments in respect of attributes in relation to the requirement for effective discharge in the Job Family responsibilities.
4.
Areas of weaknesses observed, if any (Please specify if the officer can overcome these by Training (functional/behavioral) inputs
5.
Recommendations on overall suitability
198
Date
(Reporting Authority)
ANNEXURE 8.11
In this regard, the appropriate authority has approved that the undernoted academic qualifications obtained from universities and institutions falling in the undernoted category shall be considered for awarding score under the parameter professional qualification/ training. A) Professional qualifications : i) CA, ICWA, CFA ii) B. Tech, B.E., M.Tech (Engineering Graduates) iii) M.B.A. iv) M.C.A. v) C.I.S.A. B) The above professional qualifications obtained only from universities and institutions falling in the undernoted categories will be considered : i) ii) iii) iv) v) vi) vii) viii) All Central and States Universities, i.e., the universities formed by the Acts of the Central/ State Governments. All Indian Institutes of Technology. All Regional Engineering Colleges. All other Institutes/Colleges/Universities recognized by AICTE (All India Council of Technical Education) All Indian Institutes of Management (IIMs). All the Institutes/ Colleges/ Universities recognized and funded by University Grants Commission (UGC). Institute of Chartered accountants of India, Institute of Cost and Works accountants of India and Institute of Chartered Financial Analysts of India. EDP Auditors Associations Inc., USA (EDPAA) for Certified Information System Auditors CISA) Examination
199
CHAPTER 9
MISCELLANEOUS MATTERS RELATED TO SPECIALIST CADRE 9.1 CONVERSION FROM GENERAL CADRE TO SPECIALIST CADRE
(CC No. P&HRD/CM/6/SPL/806 dt.01.10.02) The Executive Committee of the Central Board in its meeting held on the 19 September 2002, approved a scheme of conversion from general cadre to specialist officers, the salient features of which are given below:i. Option of conversion from general category to a specialist category officer will ordinarily be available to officers upto MMG Scale III. In exceptional cases, such option for conversion as specialist could be considered in higher scales at the discretion of Central Human Resources Committee (CHRC). An officer once converted as specialist shall not have option to revert back to general cadre. After conversion, the convertee officer will be governed by the promotion policy applicable to specialist cadre and his seniority in the present grade in the new (specialist) cadre will be counted from the date of conversion as specialist. Officers seeking conversion should have completed the mandatory assignments for promotions already earned. The Officer must possess or have acquired in the course of working in the relevant area, qualifications and experience which are prerequisite for direct selection into that cadre. For specialist cadres wherein there is no direct recruitment viz. Liaison etc, the officer must have working experience of at least three years in the relevant field and not less than excellent track record. The DMD & CDO will have the authority to prescribe any other qualifications or experience considered necessary to improve the quality of specialist cadre. In the case of conversion to Liaison officers, in view of nature of work, the officer applying for conversion should be reasonably young, and maintaining good health and should be preferably below 45 years. The officer shall be subjected to a test and interview if considered necessary by DMD & CDO to test his acquired skills in the area for which option for conversion is being considered. The authority structure for permitting such conversion will be as under : Officers upto SMGS V At Corporate Centre TEGS VI and above viii. Chief General Manager (Personnel & HRD) ECCB
th
ii. iii.
iv. v.
vi.
vii.
Requests for conversion, along with option letters as per Annexure 9.1, may be sent to Controlling Authority who are requested to forward such requests to the HR Department, LHO at half yearly intervals (May and November) so that arrangements may be made well in advance to conduct the aptitude test and/or interview of the officers so identified. Controllers should, while forwarding the application, also submit the biodata of the applicant officers on Annexure 9.2.
200
9.2
CONVERSION FROM SPECIALIST CADRE TO SPECIALIST CADRE

(CC No. P&HRD/CM/6/SPL/1197 dt.10.01.03) Till 12th December 2002, there was no laid down scheme for conversion of officers from one specialist category to another. The Executive Committee of the Central Board in its meeting held on the 12th December 2002 decided that officers be given freedom to opt for a line of specialization or shift from one area of specialization to another, subject to their fulfilling the laid down criteria in respect of qualification for recruitment of such specialist staff in the Bank. The salient features of the Scheme approved by the ECCB are given below:i. Option of conversion from specialist category to another specialist category will ordinarily be available to officers upto MMG Scale III. In exceptional cases, such option for conversion could be considered in higher scales at the discretion of Central Human Resources Committee (CHRC). The officer must possess or have acquired in the course of working, qualification and experience in the relevant area which are pre-requisite for direct selection into that cadre. The DMD & CDO will have the authority to prescribe any other qualifications or experience considered necessary to improve the quality of specialist cadre. The officer shall be subject to a test and interview if considered necessary by DMD & CDO to test his acquired skills in the area for which option for conversion is being considered. All conversions from one Specialist category to another shall be need-based and subject to Bank's convenience.
ii.
iii.
iv.
2. The authority to approve conversion would be CGM(HR) at Corporate Centre for officers upto SMG Scale V. In respect of higher grades the authority will be vested with ECCB. (CC No. P&HRD/CM/6/SPL/1197 dt.10.01.06) 3. The seniority of an officer converted from one specialist category to another in his present grade in the new specialist category, will be counted from the date of his conversion to that specialist category. (CC No. P&HRD/CM/6/SPL/855 dt.15.11.03)
9.3
TRANSFER POLICY FOR SPECIALIST OFFICERS

Keeping in view the requirements of the Bank in respect of the specialised expertise provided by Specialist Officers and to facilitate their career development, the following guidelines have been formulated for transfer of officials in the Specialist Cadre :i. ii. Tenure : The maximum period of stay of specialist officers at any one centre / office will be fixed at 7 years. Scope of transfer : a) Transfer of all specialist officials in SMG Scales will be effected on all India basis. b) While transfer of officials in JMG/MMG Scales will be effected within the parent Circle, should the exigencies of service so warrant, such officials will be subjected to transfer outside the Circle, in case no other position is available within the same Circle or in case of transfers to CC. Authority Structure for transfers : a) Transfer of officials in SMG Scales will be effected by Corporate Centre.
iii.
201
b) Transfer of officials in JMG/MMG Scales posted at Corporate Centre Departments/establishments and inter-circle transfers will be effected by the Corporate Centre. iv. v. vi. Transfer of officials in JMG and MMG Scales will ordinarily be effected by the Circle Authorities on the basis of the laid down norms. To mitigate hardships to the officials, transfers will be effected to coincide with the academic year to the extent possible. Officers who have crossed 55 years of age shall ordinarily be exempted from the purview of the policy.
Notwithstanding the provisions as above, the Bank would not be precluded from effecting transfers of officials any time earlier to any place at its discretion, keeping in view the exigencies of service.
9.4
RATIONALISATION OF DESIGNATIONS OF SPECIALIST OFFICERS

The rationalised designations of Specialist Officers are given in Annexure 9.4
9.5 9.5.1
RECRUITMENT OF AGRICULTURE SPECIALISTS ON CONTRACT BASIS TERMS & CONDITIONS OF APPOINTMENT

The terms and conditions governing contractual appointment of officers (Marketing & Sales) Farm Sector are given in Annexure 9.5. The role of Marketing & Recovery Officers is explained in Annexure 9.6. (CC NO. CDO/P&HRD-PM/27/2006-07 DATED 29.08.06)
9.5.2
TECHNICAL OFFICERS FARM SECTOR/
OFFICERS (MARKETING & RECOVERY) FARM SECTOR

AUTHORITY STRUCTURE FOR RELEASE OF ANNUAL INCREMENTS POSTED AT LHO 9.5.2.1
The following authority structure has been approved by the Central Office Human Resources Committee (CHRC) for sanction and release of annual increments to Technical Officers (Farm Sector)/Officers Marketing & Recovery (Farm Sector) posted in Local Head Office. Designation Members of Evaluation Committee for release of increment AGM (BPMM) AGM (ABU) AGM (HR) Sanctioning Authority for increments DGM &Cir DO At LHO
Technical Officer (Farm Sector)/Officer - Marketing & Recovery (Farm Sector)
(In case any member of the Evaluation Committee position/away on long leave or on official visit, the Development Officer may nominate any other officer Manager & Circle Development Officer himself is not
for release of increment is not in Deputy General Manager & Circle in his place. If the Deputy General in position/away on leave, the Chief
202
General Manager may nominate another officer in his place for this purpose who will not be below the rank of TEGS VI.)
9.5.3
Annual package of Technical Officer-Farm Sector

Example Year st 1 year
nd
(Amount in Rupees) Fixed pay 1,60,000/(80%) 1,76,000/(80%) 1,88,000/(77.05%) 2,00,000/(74.63%) 2,12,000/(72.60%) Viriable pay 40,000/(20%) 44,000/(20%) 56,000/(22.95%) 68,000/(25.37%) 80,000/(27.40%) Total Package 2,00,000/-
2 year (After annual increment-10%) 3 Year (Fixed increase of Rs.24,000) 4 year (Fixed increase of Rs.24,000) 5 year (Fixed increase of Rs.24,000)
th th rd
2,20,000/-
2,44,000/-
2,68,000/-
2,92,000/-
9.5.4 Annual package of Marketing & Recovery Officer

Example Year st 1 year
nd
(Amount in Rupees) Fixed pay 1,20,000/(80%) 1,32,000/(80%) 1,41,000/(77.05%) 1,50,000/(74.63%) 1,59,000/(72.60%) Viriable pay 30,000/(20%) 33000/(20%) 42,000/(22.95%) 68,000/(25.37%) 60,000/(27.40%) Total Package 1,50,000/-
2 year (After annual increment-10%) 3 Year (Fixed increase of Rs.18,000) 4 year (Fixed increase of Rs.18,000) 5 year (Fixed increase of Rs.18,000)
th th rd
1,65,000/-
1,83,000/-
2,01,000/-
2,19,000/-
9.5.5 SPECIALIST OFFICERS IN FARM SECTOR

APPOINTMENT AND EXTENSION OF CONTRACT
(CC NO. CDO/P&HRD-CM/23/2006-07 DATED 21.08.06)
203
9.5.5.1The Executive Committee of the Central Board in its meeting held on the 7th August, 2006 has approved the scheme for Appointment and Extension of contract of TOFSs and MROs. The salient features of the scheme are as under:a. Initially, the TOFSs and MROs have been appointed on contract for a period of two
years. The contract may be extended for a further period of three years at the discretion of the Bank, subject to achieving minimum 60% of the target in each financial year (April to March) during the period of extension. Thereafter, the contract may be renewed again as per the requirements of the Bank.
b. Extension of contract will be given to those officers who have achieved minimum 60% of
the target for one full year as on the end of the financial year (i.e. 31.03.2006 for this year).
c. After completion of the initial contract period of two years, the annual package of TOFSs
and MROs may be increased by Rs.24,000/- and Rs.18,000/- respectively. 50% of the raise will form part of the fixed pay and the remaining 50% that of the variable pay. The actual amount of variable pay will depend on the performance of the officer as hitherto. An example to illustrate the scheme is enclosed.
d. If an officer fails to achieve minimum 60% of target in any of the financial years during the
period of extension, his services are liable to be terminated, at the discretion of the Bank, by giving 3 months notice or 3 months emoluments in lieu there of.
204
ANNEXURE 9.1
RECOMMENDATION FOR CONVERSION FROM OFFICER IN GENERAL CADRE TO SPECIALIST OFFICER
1. Name, Grade & Designation : Shri/Smt/Kum Grade : 2. 3. 4. 5. 6. Date of Birth and age Whether SC/ST Academic Qualifications Specialist Category for which option given Whether the officer fulfils basic educational qualification prescribed for the category of specialisation for which he/she has opted Entered the Bank as (in the pay scale of) Entered supervising cadre as Total service as an officer Present Grade/Scale & with effect from Number of years the officer has worked in the area for which option given and period thereof From: 12. To : : : : : : : : : Designation :
7. 8. 9. 10. 11.
Assignments held in i) contg. (current to backwards) ii) iii)
205
13.
Position regarding mandatory assignments Completed (Yes/No)
: Assignments Period From
To
Rural Semi-urban Operational Line -214. Summary of Confidential Reports for the past four years: March 2000 March 2001 March 2002 March 2003
AARF Scores Reporting Authority Reviewing Authority SRC/Approving Authority
15. 16. 17. 18. 19.
Any adverse remarks/ observations in officers file Quality of support lent to Controller/Departmental Head Area of specialisation Reasons adduced for opting for conversion
: : : :
Circle's views on the officer's : work and conduct in the area of specialisation Whether experience gained in the specific area adequate for being considered for conversion Whether the official updates his knowledge in the area of specialisation opted? If so, how? Whether any vacancy exists in the specialist category for which option given Will the officer have any :
20.
21.
Yes/No
22.
23.
Yes/No
206
problem in moving out to other centres on conversion 24. Overall suitability for conversion with recommendations
Circle/Deptt.
CHIEF GENERAL MANAGER Date:
207
ANNEXURE 9.2
CIRCLE/DEPT.
RECOMMENDATION FOR CONVERSION FROM CATEGORY TO ANOTHER SPECIALIST CATEGORY

1. Name, Grade & Designation : Shri/Smt/Kum Grade : 2. 3. 4. 5. 6. 7. Date of Birth and age Whether SC/ST Academic Qualifications Present Specialist Category Proposed Specialist Category Whether the officer fulfils basic educational qualification prescribed for the category of specialisation for which he/she has opted Entered the Bank as (in the pay scale of) Entered supervising cadre as Total service as an officer Present Grade/Scale & with effect from Number of years the officer has worked in the area for which option given and period thereof From: 13. To :i) iii) : : : : : : : : : :
ONE
SPECIALIST
Designation :
8. 9. 10. 11. 12.
Assignments held in (current to backwards) ii)
contg.
208
14
Summary of Confidential Reports for the past four years: March 1999 March 2000 March 2001 March 2002
AARF Scores Reporting Authority Reviewing Authority SRC/Approving Authority 15. 16. 17. 18.
Any adverse remarks/ observations in officers file Quality of support lent to Controller/Departmental Head
: :
Reasons adduced for opting for : conversion Whether the official updates : his knowledge in the proposed area of specialisation, if already working in the capacity Reasons for having placed the official in the proposed specialist area Circle's views on the officer's work and conduct in the proposed area of specialisation : Yes/No
19.
20.
21.
Whether experience gained : in the proposed area adequate for being considered for conversion Whether any vacancy exists : in the proposed specialist category for which option given Whether the present specialist : area would require another officer to be posted in the event of conversion Will the officer have any problem in moving out to other centres on conversion : Yes/No
22.
23.
24.
25.
Overall suitability for conversion with recommendations
Circle/Deptt.
CHIEF GENERAL MANAGER Date:
209
ANNEXURE 9.3
(Application form for conversion from General to Specialist or from one specialist category to another) The Chief General Manager, State Bank of India,
CONVERSION TO SPECIALIST CADRE (From General Cadre or another Specialist Cadre)

I submit my application for conversion to Specialist Cadre ( given hereunder :i. Name, Grade & Designation : Shri/Smt/Kum Grade : ii. iii. iv. v. vi. vii. viii. ix. x. Date of Birth and Age Whether SC/ST Academic Qualifications : Present Cadre Entered the Bank as (in the pay scale of) Entered supervising cadre as Total service as an officer Present Grade/Scale & with effect from Number of years worked in the area for which option given and period thereof How knowledge has been updated in the area of specialisation Reasons for seeking conversion : : : : : General/Specialist (Pl.specify if specialist) : : : Designation : ), details of which are
xi.
: :
xi. 2.
I hereby exercise my irrevocable option for conversion to the above Specialist Cadre. I agree to be governed by the promotion policy and other conditions applicable to the above requested specialist cadre officers and any amendments thereto which the Bank may make from time to time. I shall not have any claim right whatsoever arising out of my appointment/promotion in my existing cadre.
210
3.
In the event of my application for conversion being accepted, I am willing to be posted in any office/centre of the Bank.
Circle/Deptt.
(NAME OF THE OFFICER)
211
Annexure 9.4
Rationalisation of designations of Specialist Officers Specialist Cadre Categorisation Designation to be used
Computers MGS I to SMGS V (Programmers,Systems Analysts, Systems Managers) Telecommunication EngineersJMGS I to SMGS V Law Engineering Security Official Language Rural Development Officers Economists Technical Officers -Consultancy Cells -Project Uptech Fire Officers JMGS I to SMGS V JMGS I to SMGS V JMGS I to SMGS V MGS I to SMGS V JMGS I to SMGS V JMGS I to SMGS V JMGS I to SMGS V
Asstt. Manager (Systems) to Asstt. General Manager (Systems)
Asstt. Manager to Asstt. General Manager (Computers & Communication Services) Asstt. Manager to Asstt. General Manager (Law) Asstt. Manager to Asstt. General Manager (Civil, Electrical) Asstt. Manager to Asstt General Manager (Security) Asstt. Manager to Asstt General Manager (Official Language) Asstt. Manager to Asstt General Manager (Rural Development) Asstt. Manager to Asstt General Manager (Economic Research) Asstt. Manager to Asstt General Manager (Consultancy Services) Asstt. Manager to Asstt General Manager (Fire Safety) Asstt. Manager to Asstt General Manager (Library and Information Science)
JMGS I to SMGS V
Librarians/Asstt. Librarians (ERD/Colleges/Institutes etc.) Note :a)
JMGS I to SMGS V
There will be no change in the existing designations of the following because the positions are one of their kind and do not have a whole bank connotation : - Chartist - Florist - Officer-in-charge, Officers' Mess, CC. - Catering Managers - Officer-in-charge, History Project, Calcutta The following will continue to remain outside the purview of the rationalised structure of designations because the terms of their appointment are contractual and are not governed by SBI Officers Service Rules : i) ii) Medical Officers. Consultants/Advisers, etc.
b)
212
ANNEXURE 9.5 TERMS AND CONDITIONS GOVERNING CONTRACTUAL APPOINTMENT OF OFFICERS (MARKETING & SALES) - FARM SECTOR
1. The appointment of officers (M&S)-Fs, in the bank will be on contract for a period of 2 years and will not conter any right to get permanent absorbed in the bank's service. 2. The contractual appointment may be renewed on completion of the contract period of two years depending of their performance, suitability and need of the Bank. 3. Compensation package : Compensation package offiered to the Officers (M&S)-Fs, will be all inclusive Rs.1.5 lacs per annum on cost to bank basis and will consist of Rs.30,000/- (i.e. 20% of the package) as variable pay and Rs.1,20,000/- as fixed pay. No other facilities/remuneration/ compensation will be available except those stated in the following paragraphs. Payment of actual amount of variable pay will depend on evaluation of their performance at the end of the year and the quantum will vary depending upon the performance level achieved by them. The fixed pay will consist of monthly pay of Rs.7100/- p.m. besides house rent, conveyance, medical reimbursement and medical insurance etc. Officers (M&S)-Fs. will be entitled for reimbursement of medical expenses upto Rs.3,000/- p.a. on receipt or certificate basis. The Bank will also purchase a mediclaim policy for you to cover the expenses of hospitalization or domiciliary expenses for specified disesases covered under the policy. The meximum premium payable under this head for you and your family would be Rs.2,500/Officers (M&S)-Fs will be also entitled for Leave Travel Concession once in two yars either on certificate basis or on production of travel tickets/bills subject to the monetary ceiling prescribed. The Bank follow a flexible approach to remaining allowances viz. house rent, conveyance, medical insurance, etc. The Official may indicate his/her preference as to how you want to split the amount within the fixed pay portion of the compensation of Rs.1,20,000/- p.a. (apart from the monthly pay which is fixed) subject to approval of the break up by the Bank. An indicative table showing tentative break up of the aforementioned amount is given hereunder: Details of pay of Officer(Marketing & Sales) Farm Sector Emolument Structure Monthly Rs. Basic 7100/Conveyance 500/Housing 1500/a) 9100x12 1,09,200 p.a. Yearly LTA 5300/-* Medical 3000/Medical Insurance 2500/Subsidy on loan (Amount to be adjusted with in the total fixed pay) b) 10800 p.a. Total Fixed pay (a+b) 1,20,000 p.a. Annual Variable Pay c) 30,000 p.a. Package (a+b+c) 1,50,000 p.a. *(To be availed once in two years. The effective amount will be Rs.10,600/-)
213
Officer (M&S) Fs are not entitled to become member of State Bank of India Employees Provident Fund/Pension Fund. Increment: The increments are strictly performance based and its release and quantum would be based on assessment of oyour performance at the end of the year. 4. Posting : After a two weeks induction programme at State Bank Institute of Rural Development (SBIRD), Hyderabad, Officers (M&S) Fs will report at the Branch/Office allotted to them. However, they will be liable to frequent transfers to any branch/office of the State Bank of India. No request for transfer to a specific place will be entertained under any circumstances. 5. Halting Allowance - Reimbursement of Lodging/Boarding & Hotel expenses while on official tour. Officers (M&S) Fs will be entitled to halting allowance and reimbursement of Lodging, Boarding and Hotel expenses while on official duty outside the headquarters as per Bank's rules. Present rates applicable to your post are given below: Halting Allowance: At Metro Centre Rs.270/At Non-metro Centre Rs.240/Provided that a) where the total period of absence is less than 8 hours but more than 4 hours. Haling allowance at one-half of the above rates shall be payable. b) You will be reimbursed the actual hotel expenses restricted to single room accommodation charges subject to the limits mentioned in the successive paragraphs : Lodging expenses : Metro Rs.1500/- per day Non-metro Rs.750/- per day a) Where lodging is provided at Bank's cost/arranged through the bank free of cost, 3/4th of the Halting Allowance will be admissible. b) Where boarding is provided at Bank's cost/arranged through the bank free of cost, 1/2 of the Halting Allowance will be admissible. c) Where lodging and boarding are provided at bank's cost/arranged through the bank free of cost, 1/4th of the Halting Allowance will be admissible. Explanation : For the purpose of computing Halting Allowance, "per diem" shall mean each period of 24 hours or any subsequent part thereof, reconed from the scheduled time of departure to the actual time of arrival. Note (i) : All bills for traveling expenses and halting allowance shall be submitted to the recognized higher authority for verification and approval before being passed for payment. Travelling and lodging charges will be reimbursed on actual subject to production of original bills / tickets thereof. Halting allowance can be paid on certificate basis. Note (ii) : Officer shall certify in the bill that the claim represents actual cost incurred. Where a claim is in respect of excess luggage it shall be supported by a receipt from the railway. Note (iii) : It must be regarded as a fundamental princple that traveling expenses and halting allowance bills are not to be a source of profit. 6. Mode of travel : For official visits and tours you would be entitled to travel by AC II tier by rail and where railway services are not available, by public tansport. 7. Accommodation You will be required to make your own arrangements for stay and Bank shall not provide any residential accommodation. Bank mayu however, permit you to take a resideitial house on lease or may provide Bank's own flat, if available, subject to recovery of market rent,
214
8.
9. 10.
11.
12.
13.
14.
which will be reduced from the total emoluments to be paid to you. In case you intend to leave the Bank's service, you will be required to vacate the same before your request is accepted by the Bank. Leave Rules : Subject to sanction of leave by the competent authority, you will be eligible for following kinds of leave in one year, as per rules : a) Casual leave - 12 days (1 days' casual leave for every month of service during first year of contract). b) Privilege leave - 1 day for every 11 days on duty. No privilege leave may be availed of before completion of 11 months of service on duty. Privilege leave will generally be granted only twice a year upon request with advance notice of one month and sanction will be at the discretion of controller. c) Sick leave - 15 days in a year. d) Maternity leave (only in case of female officers_ - as per rules. e) You will have to avail compulsory PL of 6 continuous days every year. f) You will always furnish your leave address to the Bank whenever you are sanctioned leave and leave the station. Medical Benefit Medical reimbursement is an annual benefit and can be availed of either on actual or declaration/certificate basis, subject to a ceiling of Rs.3000/- p.a. Assets & Liabilities Statement You will be required to submit a return in the prescribed form, of all your assets and liabilities as on the date of joining the Bank within one month and thereafter as on the 31st of March every year. Conduct You will conform to and abide by the terms and conditions and other rules/orders which may be framed/issued by the Bank from time to time, shall maintain good conduct and discipline and show courtesy and attention to all persons while discharging your duties in the Bank. You duties and responsibilities will be explained to you on your joining the Bank. However, you shall execute and perform all such duties that may be assigned to you by the Bank from time to time and Bank reserves its right to change these at its discretion. In case your contract is not renewed on or before the due date of expiry of two years, the contract of service will be deemed to have come to an end. Notwithstanding anything contained in the abovementioned clauses, the contract of service will be terminable from both sides at one months' notice or payment of emoluments for 1 month in lieu thereof during the first year of contract and thereafter on service of three months in lieu thereof. You will not violate the provisions contained in SEBI (Insider Trading) Regulation, 1992 and will not communicate any information relating to the affairs and business of State Bank of India or any of its clients or any confidential information to any third party.
215
ANNEXURE 9.6 ROLE OF THE MARKETING AND RECOVERY OFFICERS (SPECIALIST FARM SECTOR) Role:
Responsible for ensuring larger market share in agriculture loan segment and greater recovery in his assigned territory. Assisting the CM (Agriculture) in marketing and relationship building and loan sanctions, procession, monitoring and recovery in his assigned territory. Functions: To survey the area under his area of operations for assessing the potential for agricultural/allied agricultural activities/ rural housing, etc. Explore potential for agriculture development and promote agricultural advances. Maintain contact with tractor and farm machine dealers in the area as well as at the District HQs for business leads. Maintain rapport with State Govt. officials from agriculture/animal husbandry/ fisheries and other related departments for obtaining leads on emerging opportunities. Assess potential for contract farming and liaise with sugar mills, super markets and other stake holders in the value chain. Explore possibilities for agri-export from the region and encourage farmers to migrate to such cultivation practices. Assess credit requirements of villages/area chosen. Carry out pre sanction survey in respect of loan proposals and submission of reports/ recommendations. Carry out post sanction inspections as stipulated from time to time. Visit for Recovery of loans as part of the team and also individually. Concentrate on high value/high tech. proposals for agricultural and allied agricultural activities. Process loan proposals of the branches including technical feasibility and economical viability. Also give reasoned recommendations on the proposals. Assist borrowers in filling up the application forms and collection and verification of other relevant details. Verify the title/rent receipt, possession rights/ khasra / khatoni / chittadangal extract etc with a view to ascertaining the ownership. Organise marketing campain with the help of branches and team members. Collect data regarding the rates of various commodities/export potential and competitors' market share in the area of operation. Observe the systems and procedures adopted by the competing financial institutions, etc. Gather market information / intelligence in the field and give feedback to the team leader. Maintain liaison with the village authorities. Organise village meetings for explaining the bank's scheme to the farmers and render them necessary assistance and guidance. Maintain liaison with the various stake holders namely Govt. organizations, private players, tractor dealers, local Taluka / BDO, officials of the agriculture and cooperation department, sub-registrar etc in their area of operations. Visit the borrowers whose accounts have been transferred to PB/RD or written off, for effecting recovery. Maintain close contact with opinion leaders in the villages and use their influence in getting over-dues recovered. Arrange for group meeting of farmers, and emphasise the need for repayment of the overdue loans.
216
Visit the agency with which tie-ups arrangement have been made to enquire if the borrowers have supplied the farm produce to the agency and also whether the agency has routed the sale proceeds through the bank, in the case of loans sanctioned under tie-up. In respect of chronic defaulters, organize Lok adalat, recovery mela or similar meetings for groups of villages. Do such other works relating to agricultural banking as may be required by the team leader/Chief Manager (Agriculture).
Activities listed under this head are only illustrative.
217
CHAPTER 10
ANNUAL APPRAISAL REPORT (AAR)
10.1
INTRODUCTION The present system of writing Annual Appraisal Reports on all officers of the Bank has been st implemented with effect from the 31 March 1993. The Annual Appraisal Reports are st required to be compiled as on 31 March every year and the completed reports are placed in the service file of each officer.
10.2 i. ii. iii. iv.
SALIENT FEATURES OF THE ANNUAL APPRAISAL REPORT SYSTEM There is only one reporting system covering all officers. The Assignment Appraisal, which was earlier compiled separately, now forms part of the format. The format (AARF) is data-based and comprehensive. The Assignment Appraisal is an annual exercise thereby obviating compilation of reports years later by officials not knowing the appraisee. the need for
The rating is by marking system. The rating system provides for a range of marks for a particular rating. For example, in AAR form III / III A (Part A), 'Excellent' stands for a range of marks from 31 to 40 so that reporting officials could make finer distinction between degrees of excellence. There is provision for self-appraisal. The format has been devised in such a way that the reviewing authority will have to specifically record agree-ments/disagreements and also potentialities and accord final judgmental rating. The format will be presented in four sets making it relevant to the role and scale of officers. The following colour codes will be used to distinguish the sets :
v. vi.
viii.
Category For officers in JMGS I, MMGS II and MMGS III with budgetary responsibility For officers in JMGS I, MMGS II and MMGS III not having budgetary responsibility For officers in SMGS IV with budgetary responsibility For officers in SMGS IV and above not having budgetary responsibility ix.
Colour Code for Printing Blue Green Black Pink
Separate parameters have been identified for assessing the performance in respect of qualitative aspects in respect of officers having budgetary responsibility and for those not having such responsibility. The AARF is to be compiled on all officers as on 31 March of every year.
st
x.
218
xi. xii.
The AARF on an officer will be written by his Controller as on 31 March, irrespective of the period for which the officer had worked under the said Controller. When there is a change in the Controller during the year, the controller as on 31 March will write the report, based on the comments recorded by the earlier Controller. Similarly, when the officer is transferred mid-year, the Controlling Authority under which the officer had worked for the longer period during the year, will record his assessment and forward it to the subsequent Controller. The report will be written, based on the actual performance of the officer during the year. This period may also include periods when the official could have been absent (on leave, sanctioned or otherwise). Where an officer had been absent for the entire reporting period, the AARF will be compiled and a suitable remark made in the report about the absence of the official. However, no marks will be awarded, since there was no performance by the official during the period. The marks will, therefore, be considered as NIL-. The reporting and review structure to be followed in respect of all officers of the Bank in various offices and capacities is shown in Annexures 12.1(I to XI). The reporting and reviewing authority of all officers is detailed therein. In this connection, as advised in circular no. P&HRD:CM:5:CIR:92 dated 3 March 2003, the system of second review of annual appraisal reports have been dispensed with. ANNUAL APPRAISAL REPORT FORMATS (AARF) - SUMMARY AARF I AARF II AARF III AARF III A : : : : For all officers. Self appraisal for all officers. For all officers who have budgetary and operational responsibility. For all other officers having no budgetary and operational responsibility, working in branches and at administrative offices. For JMG I, MMG II and MMG III officers. For officers in SMGS IV and above. Overall rating and summary.
rd st
st
xiii.
xiv
xv.
xvi. 10.3
AARF IV AARF IV A AARF V 10.4 i.
: : :
INSTRUCTIONS FOR FILLING THE FORMAT The AARF is an important document. It provides the basic and vital inputs for assessing the performance of an officer and for his/her further advancement in the career. The officer reported upon, the Reporting Authority and the Reviewing Authority should, therefore, undertake the task of filling the forms with high sense of responsibility. Performance appraisal should be used as a tool for human resource development. Reporting Authority should realise that the objective is to develop an officer so that he/she realises his/her true potential. It is not meant to be a fault-finding process but a developmental one. The various columns in the format should be filled with due care and
ii.
219
attention and after devoting adequate time. The Reporting Authority and the Reviewing Authority should not shy away from reporting shortcomings in performance, attitudes or overall personality of the officer reported upon. iii. The Reporting Authority should in the beginning of the year set quantitative / physical / financial targets in consultation with each of the officers with respect to whom he is required to report. In the case of those officers who have responsibility for achieving the budgeted growth of business, the settled budget for the year will be the target. As regards other officers, quantification of the responsibility in terms of identified Key Responsibility Areas (KRAs) may be done by the Appraiser in consultation with the Appraisee. Even otherwise, key responsibilities of every functionary are well known to Appraisee as well as Appraiser. The targets/goals should be set at the commencement of the year. In the case of officer taking up a new assignment in the course of reporting year he will take over the targets set for the officer whom he is replacing. However, while reporting on such officer it will be necessary to take into con-sideration his performance in the assignment in which he has spent maximum period. The targets should be clearly known and understood by the officer who is being reported upon. While fixing the targets, priority should be assigned item-wise, taking into consideration the nature and the area of work and any special feature that may be specific to the nature and the area of the work of the officer to be reported upon. Although performance appraisal is a year-end exercise, in order that it may be a tool for human resource development, the Reporting Authority and the officer reported upon should meet during the course of the year at regular intervals to review the performance and to take necessary corrective steps. It is desirable that all officers submit the self-appraisal well in time so that their achievements are brought to notice of the higher authorities. With a view to providing necessary data for writing an objective report on officers who do not have budgetary responsibility, the reporting authority and the officer concerned should evolve an action plan jointly based upon KRAs, at the beginning of the year so that a criterion will be available to them at the year end to assess the performance. Where necessary mid-course review may also be done to take care of changing needs. Their appraisal will be based upon the fulfillment of the action plan and the periodical review thereof by the controller. Only those KRAs which are circulated by Corporate Centre are valid. All KRAs/additions or changes in KRAs have to be approved by the Organisational Planning Department at Corporate Centre and no KRAs should find place in the report without such approval. In case of officers having budgetary responsibility, it should be ensured that the business data on the basis of which the reports are being written is shared with them. The data for all branches (division-wise data for branches with division(s)), Regional Office, Zonal Office, etc. should be maintained by the Data Processing Centres at the Z.O/LHO and supplied to all appraisees and appraisers. Where an officer is awarded 100 out of 100 marks by the Reporting Authority, it will be necessary to give atleast three concrete work related examples/data where the officer's performance has been outstanding. Where Reviewing Authority differs by 10% or more, the rationale should be spelt out.
iv.
v. vi.
vii.
viii.
ix.
x.
220
10.4.1
AAR Form I (Bio-data) The format will be completed on all officers as on the 31st March every year. This format embodies complete history of the Appraisee in terms of assignments held and other information.
10.4.2
AAR Form II (Self-Appraisal) The form has been designed to enable the Appraisee to openly express himself to the Reporting Authority under 5 critical items on which he should have freedom to write every year before the AAR is written. It will be necessary to ensure that the forms are provided to all officers well in time to enable them to compile the report as on the 31st March every year. Though the Reporting Authority can proceed to record the report without waiting for SelfAppraisal if it is not received within a month from the due date i.e. before 30th April, it will be necessary to ensure that sufficient opportunity is given to the Appraisee to submit the format. This form serves as an additional source of information to the Appraiser. This format also affords the openness which was envisaged under the KPA-based system.
10.4.3
AAR Form III / III-A (Annual Assignment Report) Managerial performance needs to be evaluated on the basis of data where available and also on various qualitative dimensions of performance. The data, the qualitative dimensions and various Key Responsibility Areas (KRAs) will differ from role to role and, accordingly, the AARF will have to be filled by the Reporting Authority for each individual appraisee. Where data covering business performance is concerned, the performance will have to be judged with reference to the tenure of the appraisee in that assignment, favourable and unfavorable aspects of environment, facilitating factors or constraints in the workenvironment (such as adequate or inadequate premises, availability of support of Electronic Accounting Machines etc.), budgeted goal, etc. While the AARF III is applicable only in respect of officers having budgetary and operational responsibility such as Regional Managers, Branch Managers, Managers of Divisions, etc., the AARF III-A is applicable in respect of all other officers working in branches as well as at Administrative Offices who do not have direct budgetary responsibility.
10.4.3.1 i.
Form III - Part A (Data-based Business Performance) Details should be filled by adopting the following rating alternatives for expressing by the Reporting Authority his appraisal of the relevant performance of the Appraisee. Particulars Average Aggregate Deposits Personal Banking Deposits C & I Deposits Agr. Deposits SIB Deposits Average Aggregate Advances C & I Advances SIB Advances Agr.Advances Per.Bkg. Advances Miscellaneous Business Rating of Performance Excellent / Good / Above Average / Average /Unsatisfactory
Excellent / Good / Above Average / Average / Unsatisfactory
- do -
221
Total of Discount, Exchange and Commission International Banking Sales Purchase - do -
(Corp. Office letter No./ HRD/CDO/19/889 dt. 03.03.2001/LHO/ PER&HRD/135 dt. 21.03.2001) ii. The Reporting Authority should give appropriate comments. The overall performance will have to be judged on the basis of the actual performance in the light of the reasons for the variance. The rating of the performance may be done as follows :E G AA A U Note: Excellent Good Above Average Average Unsatisfactory Achievement of goals for growth to the extent of 100% and above. 90% and above but below 100% 70% and above but below 90% 60% and above but below 70% Below 60%
Care should be exercised to ensure that, while rating the data-based performance, neither should the fortuitous achievements be highly commended nor should under-performance due to hostile or unfavorable environment receive low reckoning. Highest, objectivity should be maintained in interpreting data-based performance. Form III-A - Part A (Key Responsibility Areas (KRAs)) A set of KRAs for various roles at Branches and Administrative Offices is given in Annexures 10.1 to 10.3 so that appropriate to the role of the individual appraisee, the Reporting Authority will be able to evaluate the relevant aspects of qualitative performance of the appraisee. In this context, it is necessary to bear in mind that KRAs are not necessarily static. These have been broadly defined to assist qualitative appraisal by the Reporting Authority every year on the individual appraisee. It shall be the responsibility of the Reporting Authority, therefore, to critically review KRAs and maintain dialogue with the appraisee both for guiding him and monitoring his performance under laid down KRA norms. The revision of KRAs can be done for specific roles from time to time only at the all-Bank level. The recommendations could be furnished to the Organisational Planning Department at Corporate Centre in respect of variations required in KRAs to suit the changing business environment and the changes incumbent in the responsibility dimensions. The Reporting Authority should bear in mind always that the Organisation looks to branches as the main outlet/points of delivery of banking services and business development making "customer orientation" the principal focus of service and business strategies. The Bank has to conduct constant review of KRAs of various roles as to make them relevant to changing situations and maintain the competitive edge. The Reporting Authority should, therefore, have a full grasp of the Bank's commitments and the various corporate concerns so that the subordinates can be properly guided and appraised in their performance. The Reporting Authority should also have clear perception of skill-dimensions required for various roles in the Bank because the Reporting Authority should be able to comment meaningfully on appropriateness of placements, identification of potential and skillful management of available resources.
10.4.3.2
222
SKILL DIMENSION Banking is an area where multi-dimensional skills are required for effective performance. These are basic skills, advanced skills and special skills and at different levels, different degrees of skills are required. In fact, it is a combination of these types of skills which makes certain managerial positions critical. The skills required at different levels of officers in different job positions are briefly as under : Level ----------JMG level Skills ------------------ Basic Accounting Skills - Basic Systems & Procedures - Basic Control Mechanisms - Inter-Personal Skills - Basic Credit Skills of SSI,Agl.and C&I - Basic Marketing Skills - Basic Forex Skills - Advanced Credit Skills (SSI) - Basic Skills of C&I - Merchant Banking Skill - Supervision and Control Skills - Basic (Managerial) Man-Management Skills Including interpretation of Service Rules - Planning Skills - Perspective Building Senior Management level - Advanced Credit Skills - Advanced IB Skills - Special Merchant Banking Skills - Strategic Planning - Man-Management Skills - Negotiating Skills - Leadership / Team Building/Counseling/Training Skills - Communication Skills - Conceptual Skills Job Positions ------------- Desk Officer/ Passing Officer - Accountant - Field Officer - Manager of Division - BM of a small branch
MMG level
- Manager of a Division (Big branch) - BM (Medium Branch) - Desk Officer (ZO-LHO) -Manager(Personal) - Manager (Trg.)
- CM (Large branch) - CM (SMECC) - AGM (IB) - AGM (Operations) - Regional Manager - AGM(HR)/CM(HR) - Faculty Member
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Top Mgt. level
- LRP/Strategic Skills - Conceptual Skills - Man-Management - High order Team Building - Motivation/Leadership - Management of Values - Advanced Skills in Credit/IB/Specific Merchant Banking.
Dy.General Manager - General Manager Chief General Manager - Dy.Managing Director
The configuration of technical, managerial and conceptual skills (basic + advanced + special skills) can be juxtaposed to each level of managerial hierarchy (grid) in the Bank on the basis of market segmentation, viz. PB segment, Development Banking segment, C&I segment, IB segment, Accounting segment, etc. We may even refine it further based on special product-specific and transaction-specific divisions created at certain critical and special branches. In each market segment, depending upon the management level, the relative emphasis on skills also shifts. For example, in DBD, the skill level - whether basic/advanced or special - varies with the job position - whether Desk Officer, FO, Manager of Division (MOD), BM - and managerial level - whether JMG, MMG, SMG, TEG. Technical skills get more pronounced at lower levels and conceptual skills at higher levels. As one keeps going up the hierarchy ladder, conceptualisation, perspectives, macro impact, the corporate significance of decisions, etc. get enlarged. The managerial skills, particularly in man-management area, command, by and large, equal emphasis, although there is a perspective shift. 10.4.3.3 Form III/ III-A - Part B (Qualitative Aspects) This Form should be filled by adopting the following rating alternatives for expressing by the Reporting Authority his appraisal of relevant performance of the Appraisee. Area of Performance ------------------House-Keeping Comments ---------------------------------Always upto-date/Slightly in arrears but always within control /Not upto-date/In mess. Efficiently Run, Well Run, Satisfactorily Run, Not Satisfactorily Run
i.
ii. (a) (b) iii.
Audit Rating Earlier During incumbency Follow-up of Audit Report(Quality of remarks, timely submission and rectification) Customer Service and Complaints
Prompt/Within stipulated period/ Indifferent/ No response despite reminders.
iv.
Excellent/Good/Above Average /Average/Unsatisfactory. Complaints are attended to promptly and efficiently/Reasonably well/Not much attention is paid. Prompt/Usually delayed/Many returns
v.
Submission of
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Returns vi. Industrial Relations
not submitted/Several inaccuracies observed. Harmonious and implements personnel/ industrial relations policies effectively/Cordial and implements personnel and industrial relations policies satisfactorily/Satisfactory but leans heavily on Controlling Authority for support/Tends to maintain relations by compromising the laid down norms and policies / Strained and lacks initiative to solve problems. Capable of making comprehensive and meaningful appraisal/Capable of making proper appraisal but not very comprehensive/ needs guidance/a poor appraiser. Of a very high order and prompt/ Has clarity in expression and precision/Vague/Lacks power of expression/Several reminders are required/Poor. Effective follow-up/Not so effective follow-up/ Lacking in follow-up. Excellent/Good/Above Average Average/Unsatisfactory.
vii.
Credit Appraisal
viii.
Quality of Correspondence and Promptness
ix.
Management of Non-Performing Assets (Recalled Assets) Recovery Performance
x.
It will be observed that the qualitative aspects for evaluating various roles are same. While evaluating the performance for different roles, it will be necessary to keep in mind the role dimensions of the officer reported upon. For this purpose, Key Responsibility Areas of various roles as given in Annexure 10.1 to 10.3 should be taken into consideration. The KRAs would help bring in sharp focus various dimensions of the role. Wherever a particular aspect is not applicable, suitable note may be made AAR Form IV/IV-A Form IV is applicable to officers in JMGS I, MMGS II and III, and form IV-A is applicable to officers in SMGS IV and above. 10.4.4.1Data Regarding Renewal/Sanction of Advances PER/94 dt. 29.12.1998 The timely renewal/sanction of advances has assumed critical importance and a need has been felt to drove-tail this in the Performance Appraisal System. The data relating to total number of proposals due for renewal/sanction, proposal actually renewed/sanctioned and the delay factor i.e renewed/sanctioned within a period of 3 months, 6 months, one year, more than one year should be added and the Reporting Authorities should incorporate their marks on AARF-III (Qualitative Aspects of Performance) for both officers with an without budget responsibilities engaged in renewal/sanction of advances.
225
10.4.4.2Addition of column on SC/ST/Weaker Sections Corp, Centre/HRD/CDO/19/726 dt.18.10.1998 The Working Group on OBCs for the 9 Five Year Plan observed that promotions of officers should be linked to their sensitivity to OBC/SC/ST issues. In this context, the Government of India advised the Indian Bank Association to include a suitable column in the Annual Confidential Reports of Public Sector Bank. We have been advised by the IBA to include the following column in the qualitative part of the Annual Confidential Report which will be filled in the by the reporting officers: attitude towards SCs/STs/Weaker Section of Society (applicable in case of officers with the development and protection of SCs/STs/Weaker Sections of Society). In the case of officers who do not deal with Credit and Administration, the reporting authority will indicate non-applicability of the criteria by marking N.A. against the column. It has, accordingly, been decided to include the additional column mentioned above, in our AARF as item No. 7 in Form III and III A. 10.4.4.3AAR Form IV/IV-A Form IV is applicable to officers in JMGS I, MMGS II and III, and form IV-A is applicable to officers in SMGS IV and above. 10.4.4.4 Part A (Attributes-based Appraisal) AARF IV : For all JMG I, MMG II & MMG III officers AARF IV-A : For all officers in SMG Scale IV and above. This form relates to attributes-based appraisal warranting inquiry and report by the Reporting Authority on certain critical personal qualities. This portion is derived from the erstwhile COS 220 form and enlarged significantly in order to make the attributes-based appraisal more broad-based. The guidelines for attributes-based appraisal are given separately. It will be necessary to take into consideration various factors mentioned in the guidelines while reporting on the various managerial/performance dimensions. The Reporting Authority should give narrative comments against each item mentioned in the Attributes-based Appraisal after giving proper weightage to the relevant factors mentioned in the guidelines. It will be necessary to ensure that the appraisal is done objectively based on the data assimilated through interaction/discussions/on-going correspondence between the Appraisee and the Reporting Authority. 10.4.4.5 Part B (General Comments) The Reporting Authority should give views on the strengths and weaknesses of the Appraisee. It should be kept in mind that the AARF is a tool for human resource development and not meant to be a fault finding process. The Reporting Authority should always bear in mind that the objective is to develop an officer so that he/she realises his/her true potential. The general comments under this head should help the management to take decisions regarding necessary training to the Appraisee, his career path and his suitability for posting in various positions.
th
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10.4.4.6
Instructions appraisal AAR FORM IV
for
guidance of
reporting
authority
in respect of attributes-based
A.
Note : While rating the performance of an officer, the following factors may be taken into consideration. i. Knowledge of work, procedures, rules and regulations : Knowledge of work, procedures, rules and regulations, their interpretation and application etc. ii. Control and supervision : Ability to get the work done by monitoring and regulating activities and supervising tasks of subordinates and directing them. Taking corrective measures to accomplish desired objectives. Effective use of human and material resources, endeavours unproductive expenses, steps taken to increase productivity. iii. Decision making : Ability to take decisions considering all pros and cons and after evaluating various related issues. Ability to have clear perception of issues, to analyse causes, to appreciate consequences of adopting alternative solutions and to choose the best. Risk taking ability. iv. Diligence : (Motivation, task involvement and focus on goals.) Ability to apply wholeheartedly and earnestly one's mind to the task. Tenacity, patience, self-reliance and continuous efforts to do one's best. Ability to appreciate the organisational goals and co-ordinate one's own activities to achieve them. v. Sincerity, honesty and integrity : Commitment to the work and the organisation Quality of fair dealing and truthfulness. Conscientiousness and uprightness. vi. Understanding and awareness of environment : Awareness about the relevant national, social as well as economic issues/policies, opportunities for business growth and the local competition. Sensitivity to emerging changes around. vii. Sociability, public relations and image building : Ability to get along with others, be effective member of a team and likable individual. to reduce/contain
227
Ability to maintain good social and business contacts and to project proper and good image of the Bank. (The source data will be the officer's participation emanating from him in this area.) viii. Marketing ability : Knowledge about the market for business and ability to forecast potential and trends. Endeavours to develop and implement appropriate strategies for popularizing various Bank schemes. ix. Ability to appraise business : Ability to scan environment, catch business leads and exploit them for the benefit of the organisation. Ability to appraise business proposals and take fair banking risks, to distinguish between fair and unfair business risks, quality of advances sanctioned, etc. x. Ability to appraise and develop juniors : Ability to assess subordinates objectively and accurately. Interest displayed and efforts taken for developing juniors keeping in mind their career progression. Guidance and support given to the subordinates. Implementation of job rotation, on-the-job training etc. B. AAR FORM IV-A Note : While rating the performance of the officer the following factors may be taken into consideration. i. Quality of work output : Ability to understand various dimensions of the role, and add value to the inputs received. For this purpose, role expectations in terms of business responsibility or Key Responsibility Areas may be taken into consideration. ii Conceptual Skills : (Creativity, analytical and diagnostic ability etc.) Ability to conceptualise, i.e. ability to conceive ideas, plans etc. Creative bent of mind, analytical and diagnostic ability etc. are the mainstay of conceptual skills. Ability to break down data into components, see how various elements fit with each other and the way they relate to various other elements. Ability to see beyond the written words and visionary understanding of the issues involved. in public functions and suggestions
228
iii.
Decision making skills : Ability to collect and weigh all available reasonable time determine the course of action. information and relevant facts and within
iv.
Managerial skills : (Planning, organising, team building, delegating and controlling qualities.) Capacity and resourcefulness to anticipate problems and plan action in advance to meet such situations. Ability to mobilise, coordinate and direct various resources responsibility and appropriate authority. and delegate adequate
Ability to ensure right deployment and development of staff. To initiate and manage change for improvement. Ability to get work done. v. Interpersonal skills and leadership qualities : Ability to maintain and develop harmonious relations with others and accessibility to colleagues and subordinates. Ability to extend necessary support to others. Capacity for responsive listening and encouraging communication and sharing relevant information. vi. Marketing, business development and appraising skills : Knowledge about the market, ability to forecast potential, catch leads and exploit them for the benefit of the organisation. Readiness and zeal to attract acceptable business and take fair banking risks. vii. Sincerity, honesty and integrity : Commitment to the work and the organisation. Quality of fair dealing and truthfulness. Conscientiousness and uprightness. viii. Sociability, public relations and image building : Ability to project a proper and good image of the bank. Ability to maintain good social and business contacts. High quality customer service. Special efforts in improving public relations. Steps taken for popularising / publicising the Bank's schemes.
229
ix.
Emotional stability and ability to manage stress : Realistic approaches to situations in life. Ability to maintain poise in the steadfast, selfcontrolled, calm and patient manner without getting easily perturbed. Capacity to work effectively even in fluid and unstructured situations. Capacity to cope with and withstand internal and external pressures causing stress.
x.
Contribution to corporate policies / thinking : Ability to appreciate organisational goals and corporate policies with wider perspective and initiative taken in translating these into action. Contribution to corporate thinking and policy making.
10.4.5 Reporting Structure 1. With effect from 31.03.1996, the confidential reports are required to be compiled by an officer at least one scale above the reporting official, reviewed by an officer at least one scale above the reporting officer and approved by the Appointing Authority or an equivalent officer, in view of the directions given by the Honble Supreme Court of India while deciding on a civil appeal in the case of SBI vs. Kashinath Kher and other. 2. The reporting structure accordingly designed and approved by the Competent Authority is enclosed as per Annexure which has to be introduced with Annexure 10.4 to 10.10 3. In this connection, on the date of writing the report, the officer writing the report should be senior in grade (i.e at least one scale above) to the reportee official. Any subsequent changes regarding the grades of the reportee official with retrospective effect, will not be deemed to affect the reports written by the senior officer on the date of report. The reports of the officers after subsequent changes in their grades need not, therefore, be rewritten. 4. Reporting/Reviewing/Approving structure has been given as Annexure 10.11 to 10.21 10.4.5.1 Various roles and relevant Key Responsibility Areas - Guidelines for performancebased appraisal The various roles at branches, Zonal Offices and Local Head Offices without budgetary responsibilities are given below : 10.4.5.2 Branch level roles 1. 2. 3. 4. 5. 6. 10.4.5.3 Manager (Accounts)/Accountant Asst./Dy.Manager (Advances) Desk Officers/Passing Officers at Branch Manager/Chief Manager (Concurrent Audit) Asst./Dy.Manager/Manager (Cash) Chief Manager, Service Branch
Zonal Office level roles 1. 2. 3. 4. 5. 6. Chief Manager (Credit Support) Chief Manager (Development & Personal Banking) Chief Manager (Rehabilitation / NPA Mgmt. / Recovery) Chief Manager (Sales) Chief Manager/Manager/Dy.Manager (HR) Chief Manager (General Banking,Budgeting & Performance Monitoring)
230
7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 10.4.5.4
Manager (Verification Audit) Chief Manager, General Section Law Officer Chief Manager (Office Administration) Liaison Officer/Security Officer Manager, Official Language Section Manager/Dy.Manager, IOR & Govt. Accounts Cell Chief Manager, Computerisation Asst. Manager (Programming & Systems) Manager (District Coordination)
Local Head Office level roles 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. Asst.General Manager (Organisational Planning and Systems and Procedure) Chief Manager, Chief General Manager's Secretariat Asst. General Manager (MIS/Budget/Performance Monitoring) Asst. General Manager (Business Planning-Comm./Develop./Personal/Lead Bank) Asst. General Manager/Chief Manager ( HR) Asst. General Manager (Public Relations & Community Services) Asst. General Manager (Office Administration) Asst. General Manager (Premises & Estate) Asst. General Manager, Circle Stationery Dept. Manager, Data Processing Centre Asst. General Manager (ITS) Chief Manager (GB) Asst. General Manager, Banking Operations Department Dy. General Manager (Vigilance) Asst. General Manager, Disciplinary Proceedings Dept. Law Officer Asst. General Manager (NPA Management/Rehab. & Recovery) Asst. General Manager, IOR & Govt. Accounts Department Asst. General Manager, Pension, Provident Fund & Gratuity Dept. Desk officers at Administrative Offices Asst. General Manager (Training), SBLC Manager (Training), SBLC Manager (Official Language) Security Officer and Liaison Officer Asst. General Manager (Corporate & I.B. Products) Chief Manager (Verification Audit Cell) Manager (Recruitment Cell) Manager / Dy. Manager functioning as P.S. to General Manager Medical Officer Astt. General Manager (Lead Bank)
The Key Responsibility Areas and Guidelines to Rating of Performance against each are given Role-wise in Annexure 10.1 to 10.3, seriatim. The rating of performance against all KRAs will require to be done by the Reporting Authority on the basis of marks corresponding to the band of Excellent, Good, Above Average, Average or Unsatisfactory. 10.5 GUIDELINES FOR REVIEWING AUTHORITY The review provided for in the report should not be done as a matter of routine, based merely on what the Reporting Authority has conveyed in his report; it is necessary for the reviewing authority to acquire personal knowledge of the official reported upon, so that the review could effectively serve the purpose. To this end, the Assistant General
231
Manager(Region), Dy. General Manager and General Manager should interview the concerned official during the periodical visit to branches. The Reviewing Authority will record on his own the rating against various parts. In case of disagreement he will record reasons with the Reporting Authority. The Reviewing Authority should specifically mention about agree-ment or disagreement with the assessment given by the Reporting Authority and, in the event of disagreement, express clearly the assessment about the appraisee in the opinion of the Reviewing Authority. The Reviewing Authority may also write about any meritorious work done by the appraisee and about the appraisee's potential for advancement or specific placements. 10.6 Balanced Ranking Corp. Centre CDO/P&HRD-PHRD/58 dt. 18.01.2006 st (to be implemented w.e.f 31 March, 2007(Corp. Centre CDO/P&HRD-CM/14 dt. 12.07.06) For bringing objectivity in reporting so as to distinguish different levels of performance, it is proposed to introduce the concept of balanced ranking in AARFs. Balanced ranking, in essence, places a cap on the number of officers who can be rated as excellent by Reporting Authority. The salient features of the system to be introduced in the Bank are: i) To begin with, this system would cover officers in SMGS IV to SMGS V. The coverage would be extended to other grades in subsequent years on the basis of experience gained. Normally, a maximum of 30% of the number of officers working under a reporting authority are expected to be awarded marks in the range of 91 to 100. For deciding the number, officers in SMGS IV and SMGS V would be reckoned separately. The reviewing authority will ensure that not more than 30% officers whose reports he is required to review are awarded marks in the range of 91 to 100. In order to be able to do this, it is necessary that all reports are compiled in one go so that the distribution of scores can be maintained and monitored by the reviewing authority. Where the reviewing authority changes the score of an officer by more than 20% of the score awarded, he should discuss the report with the reporting authority as well as with the officer concerned. He should also record in the AARF reasons for changing the score. Where the change made by the reviewing authority is between 10% and 20%, the reasons thereof will be recorded in the AARF as per extant guidelines. The overall implementation of the system will be monitored by the authority under which the reviewing authority is working. The monitoring authority will take stock of the position of compilation of Reports periodically and by the end of June every year, submit a compliance certificate report to Corporate Office. However, where the Circle Chief General Manager is the reviewing authority, he will also monitor the implementation and certify accordingly. The Assistant General Manager (HR) at the Circles will provide the necessary support to the reviewing/monitoring authority for timely accomplishment of the task. In certain rare cases, where it is felt by the reviewing authority that more than 30% of the officers working under him deserve a score of 91 and above, individual cases should be examined critically by the Circle Human Resources Committee. Only the most deserving among the cases should be recommended for consideration of the
ii)
iii)
iv)
v) vi)
vii)
232
Centre Human Resources Committee at this Office. The case generally envisaged to be covered under this dispensation would be of officers in operations having budgetary responsibilities who achieve the settled budgetary goals and merit excellent rating. While the balanced ranking systems seeks to set apart the top performers, it has to be borne in mind that all officers who do not figure among the top 30% under a reviewing authority would not have shown equally good performance. The ratings given to these officers should also help in distinguishing different levels of performance. As per extant rating system, a score of 79 and above is excellent while a score 54 to 78 is good and efforts should be made to differentiate between a good performance and an average performance accordingly. 10.7 THE REPORTING AND REVIEW STRUCTURE IN RESPECT OF ALL THE OFFICERS OF THE BANK POSTED IN VARIOUS OFFICES AND CAPACITIES ARE ENCLOSED AT ANNEXURES 10.11 TO 10.21 GENERAL CHANGE OF REPORTING OFFICIAL DURING THE REPORTING YEAR An outgoing Branch Manager (reporting official) who has been at a branch (or office) for more than six months since the date of the previous report will, at the time of handing over charge, leave a record of his observations on the work of all employees, including members of the supervising staff, for the guidance of the new incumbent who will normally have to compile the annual reports. The intention is that such observations should be helpful to the new Branch Manager (reporting official) who has to submit the annual report in assessing the work for a whole year. 10.8.2 Protection of Junior Officials against Vindictive Actions It is possible, in some cases, that officials who, in good faith, report matters detrimental to the Bank's interest direct to the controlling authority may be subjected to vindictive actions by their seniors. This may manifest itself in adverse reports being given against such officials. To safeguard against such eventualities, it is proposed as follows :(a) (b) (c) The controlling authorities must treat such branch officials in strict confidence. the reports/complaints emanating directly from given
10.8 10.8.1
If the genuineness of the report/complaint is established, any adverse report against the complainant officer by his reporting officer should be ignored.
Fresh report should be compiled on the complainant officer by the next higher authority. If an irregular practice, fraud, etc. could be detected as a result of the report made by the complainant officer, a special mention thereof should be made in the fresh AARF report so compiled. Confidential Reports by Branch Inspectors PER & HRD/98 dt. 26.12.2000 Inspecting Official are not required to submit confidential reports on officials equal to or senior to them in grade i.e a Manager (Insp.) should not submit confidential reports on officers MMGSIII at Auditee Units; i.e the Inspecting Officials can only report on officers junior to them in grade.
10.9
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ANNEXURES 10.1 KRAs for branch level roles 1. A. Manager (Accounts)/Accountant MAN MANAGEMENT RELATED AREAS a) b) c) d) B. Administration of Staff-Deployment/Development. Implementation of Personnel Policy/HRD System. Oversee division's administration and provide support to other Managers of Divisions/Branch Manager and staff working under him including Cash Dept. for smooth and efficient functioning of the Branch / Division. Role linkages with functionally related role occupants.
MAINTENANCE RELATED AREAS a) b) c) d) e) f) House keeping and implementation of the laid down system(s) for free and timely flow of information between divisions at the branch and Zonal Office. Follow up and proper implementation of systems and procedures including those relating to control of branch documents, observation of security arrangements, etc. Control cost and improve income and profitability by controlling income leakages. Upkeep and maintenance of branch books/premises/furniture/fixture and security arrangements. Follow up of Inspection and Audit Reports, and various other audit reports. Follow up of funds related accounts.
C.
CUSTOMER SERVICE RELATED AREAS a) b) Monitoring complaints. Improving customer service.
D.
CURRENT CORPORATE CONCERN RELATED AREAS a) b) Cost control and improvement in productivity. Expeditious disposal of sundry/suspense account entries.
2. A.
Asstt./Dy.Manager(Advances) BUSINESS/MARKETING RELATED AREAS a) b) c) d) Market survey and identification of potential growth areas. Contribution to achievement of Divisional/Branch business goals/sub-goals. Appraisal/Documentation/Insurance/Inspection /follow-up /recovery/timely renewal of advances / non-performing assets, as applicable. Formulation and implementation of strategies for budgeted deposit goals.
B.
MAN MANAGEMENT AND RELATED AREAS a) b) Training and developing the staff posted under him. Maintaining effective linkages with the functionally connected role occupants.
C.
MAINTENANCE FUNCTION RELATED AREAS a) House-keeping.
234
b) c) d) e) D.
Income and profitability. Proper conduct/supervision and follow-up of advances/non- performing assets and promptness in submission of returns. Lodging claims in respect of eligible accounts and obtaining refinance in respect of eligible accounts. Follow up of inspection and audit reports and various other audit reports.
CUSTOMER SERVICE RELATED AREAS a) Providing efficient customer service to enhance Bank's image.
E.
PUBLIC RELATIONS RELATED AREAS a) Liaison with related Govt. functionaries / agencies and functionally related role occupants and awareness of related Govt. policies.
F.
CORPORATE CONCERNS RELATED AREAS a) Cost control and improvement in productivity.
3. A.
Desk Officers/ Passing Officers at Branch BUSINESS/MARKETING RELATED AREAS a) b) c) Marketing orientation and contribution to branch business. Contribution to improve the overall performance of the branch. Responsiveness to the timely completion and accuracy of the assigned tasks.
B.
MAN MANAGEMENT RELATED AREAS a) b) c) d) Industrial relations. Development of subordinates. Inter role linkages. Control and supervision.
C.
MAINTENANCE FUNCTION RELATED AREAS a) b) c) d) Promptness in disposal. Quality of correspondence. Accuracy and timely balancing of books, submission of returns, etc. Follow up of inspection and audit reports and various other audit reports.
D.
CUSTOMER SERVICE RELATED AREAS a) b) c) d) e) Complaints. Completion and submission of statements of Accounts/Pass Books etc. in time. Remittances. Promptness in disposal of Inward Mail. Quality of correspondence.
E.
PUBLIC RELATIONS RELATED AREAS a) Liaison with the work related agencies.
235
F.
CURRENT CORPORATE CONCERNS AND RELATED AREAS a) Awareness of corporate/Branch concerns/Circle policy/schemes/guidelines.
4. A.
Manager/Chief Manager (Concurrent Audit) MAINTENANCE FUNCTIONS RELATED AREAS a) b) c) d) e) Scrutiny of balancing positions, general house-keeping, monitoring disposal of reconciliation memos (IOA/DRD/RTC/FD) Scrutiny of audit vouchers. Scrutiny of day-to-day branch functioning. Guidance to Branch functionaries on disposal of various other audit reports. Issuance of audit notes on unsatisfactory features.
B.
CUSTOMER SERVICE RELATED AREAS a) b) c) d) Ongoing scrutiny and review of customer service at the branch. Monitoring implementation of various recommendations accepted by the Bank on customer service. Monitoring time taken for putting through various types of transactions. Issuance of audit notes on unsatisfactory features.
C.
CREDIT MANAGEMENT RELATED AREAS a) b) c) Scrutiny of advances accounts, documents, etc. Examination of position relating to inspections, insurance, review and renewal of advances and submission of DICGC/ECGC claims. Issuance of audit notes on unsatisfactory features.
D.
PROFITABILITY RELATED AREAS a) b) c) d) e) Conduct of all income-audit tasks e.g. verification of interest receivable/payable, service-charges, ancillary income, etc. Periodical scrutiny of income accounts, registers, etc. Periodical checking of Forex transactions and Exchange Rates. Monitoring cost effectiveness and productivity. Issuance of audit notes on unsatisfactory features.
5. A.
Asstt./Dy.Manager/Manager (Cash) BUSINESS/MARKETING RELATED AREAS a) b) c) Contribution made in the development of branch deposits. Steps taken in processing of advances proposals/Recovery of overdues. Steps taken to improve the quality of business and support extended to branch functionaries.
B.
MAN MANAGEMENT RELATED AREAS a) b) c) Delegation of duties amongst the staff in cash department. Control and supervision of cash department staff on the day to day work/functions. Support provided in improving efficiency in staff.
236
C.
MAINTENANCE FUNCTION RELATED AREAS a) b) c) d) Efforts made in maintenance of low cash balance. Ability to compile and collate the periodical returns/statements. The manner in which delegated authority is exercised. Quality of business booked by him.
D.
CUSTOMER SERVICE RELATED AREAS a) b) c) Quality of customer service rendered. Average time taken for disposal of cash transactions. Relationship with business clientele at the centre.
E.
COST CONTROL PRODUCTIVITY RELATED AREAS a) Efforts made in reducing overheads.
F.
RBI/GOVERNMENT RELATED AREAS a) Efforts made on removing soiled currency to RBI for decongesting currency chest. b) Facility extended to public under note refund rules. c) Control and supervision of submission of periodical returns to RBI/Government. Chief Manager, Service Branch Awareness of corporate concerns/policies and internal and external environment. Familiarisation with clearing house rules and ensuring strict adherence by member-banks. Effective management of clearing house and control over speedier settlement of inter-bank clearing transactions. Ensuring quick clearance and settlement of inter-branch clearing transactions. Arranging for reconciliation of inter-bank and inter-branch transactions with utmost speed. Keeping internal house-keeping uptodate (including balancing of branch books of accounts, monitoring of adjustment of entries in office accounts, reconciliation of Inter-Office Accounts entries, etc.) Maintaining close liaison with clearing house-members / RBI officials for effective and smooth functioning of the branch and for resolving issues/irritants. Convening periodical meetings of clearing house members (as per Clearing House Rules). Constant monitoring of accounts of member-banks and ensuring adjustments of overdrafts created in accounts of banks owing to adverse clearing. Taking up matter with controlling offices of Banks in the event of persistent overdraft in their accounts.
6. 1. 2. 3. 4. 5. 6.
7. 8. 9. 10.
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Annexure 10.2 KRAs for Zonal Office level roles 1. Chief Manager (Credit Support) a) b) c) d) e) f) g) h) i) j) 2. The extent and quality of support provided to the AGM (Region)-assisting AGM (Region) in performing developmental and maintenance functions as well as control functions relating to advances. Skills in processing advance proposals. Promptness with which advances proposals were processed. The manner in which delegated authority was exercised by him. Efforts made to improve the quality and follow-up of advances. Follow-up and disposal of Inspection and Audit Reports and various other audit reports. Analysis of NPA accounts and institution of recovery processes. Analysis and review of performance of branches in advances against budgeted levels and implementation of corrective action plans. Attention to high value proposals and maintenance of information system for credit portfolio of the region. Attention to man-power development and enrichment of skills in credit management areas.
Chief Manager (General Banking) a) b) c) d) e) f) g) h) i) The extent and quality of support provided to the AGM ( Region) Control and supervision over periodical returns from branches. House keeping functions at branches - monitoring thereof. Reconciliation of accounts and balancing arrears at branches - keeping track of progress. Assistance to AGM (Region) in processing and disposal of various audit reports on branches. Control and follow up of remarks sheets to be submitted in prescribed time on inspection and audit reports on branches. Maintaining track of problems at branches and identification of support to AGM (Region) and BMs. Ensuring conformity at branches of laid down systems and procedures and measures for preventing frauds. Arranging timely collection of data/information fro branches.
3.
Chief Manager (Rehabilitation / NPA Mgmt. / Recovery) a) b) c) d) e) f) Assisting in drawing up comprehensive nursing programmes for sick units identified as potentially viable. Coordinating and obtaining sanction from the appropri-ate authority for nursing programmes. Monitoring implementation of the nursing programmes for sick units already placed under rehabilitation, and suggesting corrective follow-up actions for the controlling authority. Facilitating communication to impart pace and direction to rehabilitation programmes. Collecting, updating and making available to the controlling authorities, data and information related to rehabilitation activities in the Module. Arranging for dissemination of appropriate knowledge, skills and reorienting attitudes in the operating staff by identifying training needs, in collaboration with the AGMs (Region) in the Module.
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4.
Chief Manager (Sales ) a) Collection and sharing of information on the business growth opportunities of the market segments concerned with the Deputy General Manager / AGMs (Regional), Branch Managers and Business Planners, and development of realistic budgetary goals. Data-based business planning and evolution of a series of action programmes, in consultation with the AGMs(Region) Branch Managers / other Chief Managers concerned for accomplishment of budgeted goals. Interpretation of Circle policies, helping AGMs (Region) to develop effective strategies for their implementation in the context of environment of the Module. Assistance to Deputy General Manager in the review of budgetary performance of the Module through informed analysis of 'P' Reports and allied data and suggestion of options to improve performance. Helping the AGMs(Region) in evolving appropriate strategies for improving the quality of assets held at the Branches and the advances portfolio, in general, through effective and timely action planning for recovery of loans, overdues, etc. Liaising with Government/public bodies/customer groups for maintenance and development of business/Bank's image. Assistance to Business Planners in areas such as market surveys, development of customer profiles, collection of market information, conducting customers' meets / seminars /workshops, etc., in the market segments concerned. Assessment of training and development needs of the staff in the market segments concerned and arrange with AGM / DGM / CM (HR) for timely intervention.
b) c) d) e) f) g) h) 5.
Chief Manager/Manager/Dy. Manager (HR) a) b) c) d) e) f) g) Provision of support in industrial relations management. Preparation of staff budget, including training budget. Deployment of staff through co-ordination with Regions. Promotion, transfer and placement of staff. Manpower planning and training. Uniform approach to man-management within the Module. Administration of welfare measures and other staff related activities.
6.
Chief Manager (General Banking, Budgeting & Performance Monitoring) a) b) c) d) e) f) g) Performing environmental scanning activities at the Zonal Office level. Building up a data bank consisting of operational, economic and social data relevant to the Bank's business. Preparing Zonal Performance Reports at monthly intervals and arranging for performance review. Arranging and undertaking special studies in areas of con-cern/interest for the Module, having a bearing on its business performance, profitability, etc. Availability of adequate operating and environmental data regarding the Module for preparation of business forecasts. Quality of review of operating results and analysis of data, to enable Dy.General Manager/AGMs(Region) to take timely action, and for Business Planners / Sales Planners to place out strategies for growth and market. penetration/development. Special projects undertaken to study areas of concern.
7.
Chief Manager, General Section a) Extent and quality of support provided by the officer to Dy. General Manager of Module.
239
b) c) d) 8.
Control and supervision over periodical returns from branch. Compilation of the statistical data of general banking nature and feed back provided to the AGM/Dy.General Manager. Issue instructions in respect of General Banking aspects as per guidelines from Head Office/Corporate Centre.
Law Officer a) b) c) d) e) f) Extent and quality of technical support to Dy. General Manager. Whether the officer up-dates his knowledge of legal matters. Performance of time-bound tasks. Industrial relations. Follow up of court cases. Furnishing legal opinion on various matters.
9.
Chief Manager (Office Administration) a) b) c) d) e) f) g) Extent and the quality of support provided by the Officer to the Dy.General Manager. Support provided in improving the efficiency of the staff. The manner in which delegated authority is exercised by the Officer. Cost control and effectiveness. Public Relations. Relationship with the Staff Unions/Associations. Control and supervision.
10.
Liaison Officer/Security Officer a) b) c) d) e) f) g) Extent of support lent to D.G.M. Supervision and control over the staff. Manner in which delegation of authority is exercised. Industrial relations. Public relations and liaison with airline, railways and other transport agencies. Execution of time bound tasks. Smartness and active interest shown.
11.
Manager, Official Language Section a) b) c) d) e) f) g) h) Co-ordination and evolution/Co-ordination of strategies for implementation of Govt./Bank's policies relating to Hindi. Monitoring of statutory requirements in regard to increased use of Hindi in the Circle. Initiating appropriate steps for popularising the increased use of Hindi. Compilation and submission of related data. Identification of non-Hindi staff and arranging for impart-ing them institutional training and training in Hindi typ-ing. Translation of codified instructions/hand outs in Hindi. Popularisation of corporate concerns. Maintenance of effective linkages with functionally connected role occupants as also with relevant Government agencies/departments/committees.
12.
Manager/Dy.Manager, IOR & Govt. Accounts Cell a) b) Extent of efforts made in timely receipt of daily statements from branches through controlling authorities in respect of Branch Clearing General Accounts. Extent of efforts made to computerise the data reported on daily statements received from branches, processing of the same and forwarding to I.O.R. Department/Drafts Reconciliation Department.
240
c) d) e) f) g) h) i) j) 13. a) b) c) d) e) f) g) h) i) j)
Extent of follow up with Branches and controlling authorities regarding reconciliation of high value entries report-ed by branches in Branch Clearing/Drafts Accounts/Agency Clearing/RTC Account etc. Extent of efforts made for follow up with the branches regarding memos received by branches from I.O.R. Department, Central Office, Mumbai. To develop and train staff working under him. Maintain liaison with functionally related role-occupants/outside agencies. Maintain record of individual branch holdings. Maintain record of overdue statements from branches and branches in chronic default. Informing AGMs/DGM from time to time of more problem areas, progress in clearance of arrears, frauds detected through reconciliation processes, etc. Monitoring and disposal of relevant items of audit reports. Chief Manager (ZCC) Working out computerisation plan for the Module, keeping information on all computerisation projects, i.e. implement-ed, under implementation, sanctioned but to be commenced, etc. Resource planning and development of trained man-power for manning computerisation projects at all levels. Constant dialogue with Officer-in-Charge (Computerisation) at Regional Office level. Maintaining track of problems in hardware and software areas in branches, assisting branches in solving problems, moni-toring progress and ensuring maintenance of proper fall- back systems. Monitoring disposal of computer audit reports, preparation of trend-analyses and identification of problem solving strategies. Keeping abreast of latest technological developments. Implementation of appropriate data, security measures and disaster control procedures. Control and monitoring of outside computer-processing agen-cies, cost effectiveness and developing plans for alternative, in-house processing system. Studying latest technological developments and advising AGMs/ Dy.G.Ms. Monitoring benefits of computerisation in terms of improved customer service, uptodate house-keeping and accuracy, scope for diversion of time and manpower resources for developing additional business.
14.
Asst.Manager (Systems) a) b) c) d) e) f) g) h) Providing support and assistance to the departmental head in identifying new areas where computerisation is feasible. Shouldering responsibility for the entire systems develop-ment i.e. feasibility studies, requirements definition, design, coding, documentation, debugging, testing and maintenance. Organising work routines and managing entire data processing cycle and also liaising with user departments. Functioning as Systems Administrator if so decided by the departmental head. Coordinating with the Head Operator/Data Entry Operator in the matter of data entry / modification work-flow. Maintaining system uptime and coordinating with hardware vendors/maintenance personnel. Ensuring security of DPC installation both physical and logical. Making feasible the maximum availability of the DPC resources by planning, organising and implementing contingency measures like proper data-backup, preventive maintenance, fire prevention measures etc.
241
17.
Manager (District Coordination) a) To maintain liaison with the concerned Lead Bank of the district, the departments / agencies of the State Government at the district and other levels as also other banks/ financial agencies to resolve difficulties / bottlenecks in the formulation and implementation of the credit plans by the Bank's branches. To assist and guide Branch Managers in formulation, finalisation and implementation of annual credit plans. To ensure and oversee corrective action by the Bank's branches as regards deficiencies in the implementation of the credit plans pointed out by the District Consultative Committee / Block Level Bankers' Committee. To represent the Bank at the meeting of the District Consulative Committee and other fora at the district level. To bring the problems faced by the Bank's branches to the notice of the concerned lead bank / district level Govt. functionaries for finding solutions therefor. To collect and collate data regarding the implementation of the credit plans by the Bank's branches in the district for periodical submission to the concerned lead bank and to the AGM of the Region at Zonal Office and the Lead Bank Department at Local Head Office. To provide support to the AGM(Region) in various matters concerning the Lead Bank Scheme for the achievement of annual credit plans by the branches in the district. To maintain regular contacts with the Lead Bank Officer of the Lead Bank of the district and to take care of the Bank's interest in the allotment of new centres for opening branches. To project and promote the Bank's image among the Banks and the government officials in the district. To provide assistance and support to branches in the district for deposit mobilisation from institutions and others.
b) c) d) e) f)
g) h) i) j)
242
Annexure 10.3 KRAs for Local Head Office level roles 1. Asst. General Manager (Organisational Planning and Systems and Procedure) a) b) c) d) e) f) g) h) i) ii) iii) i) j) Introduction and stabilisation of all changes brought about from time to time in the Bank's structure. Study and review of the role in the Bank in terms of aberrations, boundaries, etc. inter- role linkages, clarity, control
Study the effectiveness of important systems, like operational systems, communication system, information sharing system, etc. Review the operation of the Scheme of Delegation of Powers. Review the span Managers(Region). of control of Dy. General Managers and
Astt. General
Study of various groups/offices/branches as part of an integral whole. Arrange meetings of the Circle Management Committee. Committee/Circle Co-ordination
Initiate action for appropriate interventions, where necessary for : improving effectiveness of organisational behaviour and processes, fostering an open culture and promoting the Bank's value sub-systems, comprising collaboration, mutuality, trust, etc., and imparting knowledge and skills to line managers in behaviour in the Organisation. understanding human
Reviewing the existing accounting systems and procedures in the wake of emerging technologies and developing alternative models, wherever warranted. Conducting special studies at branches, Regional Offices, and Local Head Office, with regard to work-methods, work- flows, office-layouts, etc., in order to rationalise them for improved efficiency. Reviewing the various forms and registers, systems and procedures and submitting the recommendations for improvements to Circle Management Committee/Corporate Centre. Keeping abreast of information on innovations/advancements in systems and procedures made by other banks with a view to maintaining the Bank's competitive edge in the market. Monitoring the working of new systems and department with a view to stabilising them. procedures introduced by the
k)
l)
m) n)
Reviewing the work organisation at large branches, Zonal Office/Local Head Office for rationalising systems and procedures for eliminating delays, overlaps and redundancies and also for information and control.
243
o)
Furnishing the Circle Management/Central Office with evaluations of systems and procedures in the light of staff suggestions, inspection reports, customer complaints, modus operandi of frauds, etc., for appropriate action. Building information on systems and procedures followed by other comparison with the refinements of Bank's systems and procedures. banks for
p) q)
Examination of proposals/provision of specialist advice relating to extension/coverage/ range of mechanical aids, office layout, new office equipment at branches/administrative offices, etc., in close consultation with AGM (ITS) and AGM (Premises & Estate) at Local Head Office. Review of the system of storage, retrieval and planned destruction of records, management of stationery and suggestions for improvements, where necessary. It needs close consultation with AGM (MIS/Budget/Performance Monitoring) at Local Head Office. Examination of intra-bank / inter-city and intra-city clearance of instruments with a view to expediting / improving collection process through removal of delays. It includes rationalisation of procedures, technological adaptations (speedline, facsimile transmission), structural responses (Service Branches), etc.
r)
s)
2.
Asst. General Manager (MIS/Budget/Performance Monitoring) a) Performing environmental scanning activities at the Circle level and building up a data bank consisting of operational, economic, and social data relevant to the Bank's business for evolving Circle Policy Guidelines. Disseminating the information collected, with appropriate analysis and interpretation, to the Circle Management and the operating managers, and being vigilant that the monthly performance data are received in time from the latter and made available, duly processed, to the former. Bringing to the notice of the Circle Management Committee important trends in business, costs, income, profitability, lost opportunities/grounds, as revealed from the analysis of the data/reports submitted by the Regions. Arranging special studies of business trends and the potential business in relation to the environmental conditions in the Circle. for Bank's
b)
c)
d) e)
Build up a data bank consisting of operational, economic and social data, relevant to assessing the Bank's business information, as necessary, to the Circle Management and the operating managers. Provide feedback to the Business Planners, on the basis of information collected, to help them in identifying areas to be studied and evolve strategies. Make a review of the budgetary process, from time to time, and suggest changes in the formats of the budget settlement, etc., whenever warranted. Studying the decision-making processes at various levels and precise information needs. determining their
f) g) h)
244
i)
Developing systems for supplying the various levels of Management with timely and accurate information, in a properly analysed form, to aid and improve decisionmaking. Identifying the sources - both internal and external of the data that would yield the necessary information. Rationalising and streamlining the internal formats, frequency, etc. reporting systems as to contents, computer technology, and users of MIS
j) k) l) m) n) o)
Keeping abreast of the latest developments in the sphere of as relevant to management information system.
Acting as one point interface between Data Processing Centre projects. Devising Annual Action Plans and reviewing them quarterly.
Providing specialist support to other functionaries in their respective areas of work, as regards information requirements both at Local Head Office and Zonal Office.
3.
Asst. General Manager (Business Planning-Comm./Develop./Personal/Lead Bank) a) Collection of market information and its dissemination to the Circle Management Committee/Zonal Offices for timely action to achieve market penetration and retain market share of the bank in the Circle. It includes assessment of market potential and evaluation of competition. Interpretation and communication of corporate policies and assistance to the Circle Management Committee in evolution of realistic budgetary goals of performance, together with broad strategies for accomplishment by Zonal Offices and the Circle. Initiation of studies/surveys and promotion of campaigns in order to lend the necessary momentum to Zonal Offices to exploit the market opportunities and bridge the gaps between the bank and the critical client groups. Analysis of data and review of performance with identification of positive factors as well as remedial options for the Circle Management Committee/Deputy General Managers. It includes monitoring of critical projects/schemes in the market segment and assessing their contributions in terms of results achieved. Support to Central Office in conduct of special studies and provision of feedback, where needed for evolution of corporate policies and strategies. Identification of training and developmental needs for effective performance of the market segment, organising training (institutional and on-the-job), seminars, workshops, etc., for meeting such needs, in co-ordination with the AGM (P & HRD) and extension of on-the-job guidance, especially to the Sales Planners, where necessary. Assessment of systems and procedures and making endeavours for rationalisation to facilitate flow of information and control in the market segment between Zonal Office/Local Head Office and Local Head Office/Corporate Centre.
b)
c)
d)
e) f)
g)
245
h)
Study of specialised manpower requirements for the market segment and facilitate timely availability of such trained manpower, at the required levels and centres, through effective functional co-ordination with the AGM ( HR ).
4.
Asst. General Manager/Chief Manager (HR) a) Identifying the training needs of the personnel at all levels within the Circle, and finalising the training plan, in consultation with the planning and operational functionaries concerned, and also the AGMs (Training), in accordance with the guidelines given. Arranging for the provision of training to match the identified needs, in conjunction with the Staff Colleges and the AGMs of the Training Centres. Assisting the Circle Management in preparing a detailed manpower plan for the circle, keeping in view existing/anticipated requirements. Conducting and participating in organisational development studies and interventions initiated by the Central Office. Also initiating and drawing up his own OD plans relevant to Circle needs, for example, Quality Circles, Team-building exercises, etc. Implementing Human Resources Development systems developed at the Central Office level, developing detailed action plans for effective implementation in the context of Circle characteristics/needs and providing feedback to the Central office on the efficiency or otherwise of the system, coupled with suggestions for improvement. Evolving data based Personnel Plans, (e.g. job position and skill inventories, mirror images, etc.) in collaboration with MIS/Budget/Performance Monitoring departments. INDUSTRIAL RELATIONS : Preservation of industrial harmony and effective communication with the trade union organisations - information-sharing and feedback on personnel issues - anticipatory and proactive measures. ADEQUATE PROVISION AND PROPER DEPLOYMENT OF STAFF RESOURCES: Budgetary projection of staff requirements in the Circle and placement of personnel in consonance with requirements of positions and modules in keeping with the agreed norms. DISSEMINATION OF PERSONNEL POLICIES : Ensuring proper interpretation and implementation of Awards/ Agreements - modification of circulars, directions, etc. conducting workshops in personnel management. UNIFORM PERSONNEL PRACTICES :Proper utilisation of Circle Placement Committee and co-ordination of personnel administration in the Regions. STAFF WELFARE PROGRAMMES : Creation of awareness about the Bank's concern for the welfare of the employees - proper administration of the schemes. PROMOTIONS AND PLACEMENTS : Optimum utilisation of human resources and maintenance of staff morale. Act as channel of communication between the Circle Management and the recognised Circle Unions/Associations in relation to implementation of personnel policies in the Circle.
b) c) d)
e)
f) g)
h)
i)
j) k) l) m)
246
n)
Deal with operational aspects of placements / transfers / recruitment (in coordination with Regional Recruitment Board), appointments, administration of service rules, legal matters, etc., to ensure uniformity of approach in the Circle. Provide information to Circle Development Officer and the Circle Management Committee on the views / concerns / perspectives of the Circle Union / Association in matters of consequence to the Bank. Interpret the personnel policies of the Circle Management and explain the rationale to the Circle Union / Association and vice-versa at structured meetings (Bipartite / Tripartite).
o)
p)
5.
Asstt. General Manager (Public Relations & Community Services) a) Assisting and advising the Circle Management in formulating strategies for better public relations by all the Bank's officers; stance/approach to be taken on specific issues and review/evaluation to be made of the effectiveness of such strategies for evoking the desired response from the public. Building up a repository of information relevant for formulation and execution of various public relations programmes and informing the public about the Bank's schemes/services. Scanning the environment on a continuous basis for exploitation of emerging opportunities in order to help the operating managers to defend/promote existing/new markets for existing/new schemes. Passing on to the functionaries appropriate information about the existing/new markets which the AGM may come to know of through his contacts. Functioning as a window for the Circle in the matter of contacting other banks/interest groups associated with the industry/media and professionals for coordination of activities of common interest. Managing in-house communications, as to their contents and periodicity, and maintaining their educational / motivational / cultural values at the optimum level. Contributions made and support given to CGM in the development of innovative banking business. Steps taken to formulate Government sponsored including IRDP, DIR, SEEUY, SEPUP, etc., Steps taken for covering borrowers especially Section categories. poverty alleviation schemes
b)
c)
d) e)
f) g) h) i) j)
from the SC/ST and other Weaker
Steps taken for the active co-ordination between the Bank and the Government officials at the local level for identifying the eligible applicants and organising recovery camps etc., Extent and quality of support provided to operating staff in implementing the various strategies/schemes for the achievement of budgetary goals. Steps taken for formulating non banking schemes such as planting of trees, blood donation camps, veterinary camps, etc.
k) l)
247
m) n)
Ability to compile and collate the statistical data and feedback provided to CMC. Monitoring of assistance to weaker sections under the 20 Point Programme of 1986 and Prime Minister's 15-Point Programme and to such target groups like tribals, Dalits, physically handicapped, prisoners and ex-prisoners (including dacoits and militants, who surrender), ex-defence personnel, victims of natural calamities, down trodden and exploited classes, including women and slum dwellers, etc. Prompt submission of data, supporting information and analysis to Central Office. Related work at the circle level in respect of trusts set up by the Bank in the community services area (presently SBI Children's Welfare Fund). Identification of projects in the area of research and development suitable for Bank's assistance, processing of such proposals for consideration by the appropriate authority and follow-up thereof. Identification of deserving donees in line with the Bank's concern for community welfare and for being identified as an institution meeting the local aspirations. Processing of such proposals for consideration by the appropriate authority and follow-up thereof. Creation of awareness among the circle staff regarding the the Bank in the field of community services. corporate concern of
o) p) q)
r)
s) t) u) v) w) 6.
Highlighting the circle achievements in the area of community services in the media and other opinion leaders/makers. Liaison with outside agencies, both government and non- government, associated with Community Service activities. Formulation of timely annual action plan at the Circle level. Providing leadership and motivation to the operating staff action plan. for implementation of
Asstt. General Manager (Office Administration) a) b) c) d) e) Management of recruitment / training / deployment leave of all award staff in the concerned establishment. / promotion / attendance /
Disbursement of salaries and all other payments to employees and effecting recoveries, wherever required. Maintenance of all support services to ensure their smooth operation. Maintenance of vigil over all costs and overheads to ensure that these are kept at the irreducible minimum. Rationalisation/improvement/innovation in the areas of work systems and methods for making payments/providing services at the optimum speed, without losing the control required for prevention of frauds, etc. Administration of staff advances/LFC/Mutual Welfare Scheme.
f)
248
g)
Remittance of various contributions/Provident Fund/Pension Fund to the appropriate authorities and arranging for payment of superannuation dues to retiring employees. Administration of Improved Medical Benefit Scheme/leased housing facility scheme (where the position of AGM (Premises & Estate) does not exist). Complete handling of all disciplinary cases against members of the award staff. Arranging for conduct of appropriate post-payment audit and appropriate rectification of irregularities, if any. Undertaking the annual budgetary exercise. Preparing monthly performance reports, checking variances and plan strategies for controlling overheads.
h) i) j) k) l) 7.
Asstt. General Manager (Premises & Estate) a) b) c) Maintenance of records in regard to Bank's property and also hired premises, and the expenses incurred in respect thereof. Arranging purchase / supply / replacement / disposal / hiring / leasing of premises and dead stock items. Arranging acquisition of flats on lease for residential accommodation and taking action in respect of notices received from landlords for rent enhancement, release of hired premises, etc. Allotment of residential flats to eligible officers and accounting for items of furniture/fixtures/gadgets etc., provided thereat. Arranging for insurance cover in respect of all properties/assets belonging to the Bank. Assisting the Circle Management in acquiring suitable buildings required by the Bank for various purposes (branches, administrative offices, residential accommodation, etc.) in a cost effective manner. Arranging for prompt renovation/repairs of premises and equipping all new / renovated buildings with suitable items of furniture/fixtures and other related items of fixed assets. Reviewing and updating, on a continuous basis, the system of appraisal and control over on-going projects, making cost- price analysis, vendor evaluation/selection, tendering, communication with site personnel, etc. with a view to ensuring that the Bank acquires the most suitable premises/deadstock at the most competitive rates. Planning, scheduling, implementing construction and repair of premises. and controlling all functions related to
d) e) f)
g)
h)
i) j)
Appraising/vetting the proposals for purchase/renovation of premises, before putting them up to the Circle Management.
249
k) 8.
Retaining the custody of title deeds of all premises owned by the Bank.
Asstt. General Manager, Circle Stationery Dept. a) b) c) d) e) Projection of stock requirements of stationery for the Circle on the basis of past experience and estimated demand (indents). Follow-up action with branches/controlling authorities for timely submission of annual indents. Procurement of stationery and its distribution to branches/offices. Generation of feedback to Circle Management and recommend improvements for eliminating wastages. Education of the staff on the need for efficient management of stationery - the implications of funds blocked, and their adverse effects on the Circles's performance and profitability. Devising methods/strategies to achieve the objective of self-sufficiency so that only orders for bulk purchases of paper and other special stationery and security forms are placed on Central Stationery Department.
f)
9.
Manager, Data Processing Centre a) b) c) Identifying the sources - both internal and external - of use to the Managers at various levels. the data that would be of
Collecting and storing data related to all aspects of the Bank's operations and supplying processed data to user departments. Maintaining liaison with external computer agencies to ascertain the services they can offer to our various offices/departments, whenever required, and arranging such services. Allocating available resources, both manpower and hardware, to facilitate smooth functioning of the Data Processing schedule. Keep abreast of the latest in technological developments by attending various training programmes/seminars/meetings of the Computer Society of India and by studying related books and journals.
d) f)
10.
Asstt. General Manager (ITS) a) Working out computerisation plan for the Circle, keeping information on all mechanization projects, i.e. implemented, under implementation, sanctioned but to be started, etc., Resource planning and development of trained computerisation projects at all levels. manpower for manning
b) c) d)
Constant dialogue with Officer-in-Charge (Computerisation) at Zonal Office level. Maintaining track of problems in hardware and software areas in branches, assisting branches in solving them, monitoring progress and ensuring maintenance of proper fall-back systems.
250
e) f) g) h) i) j)
Monitoring disposal of computer audit reports, preparation of trend-analyses and identification of core problem areas and development of problem solving strategies. Keeping abreast of latest technological developments. Implementation procedures. of appropriate data, security measures and disaster control
Control and monitoring of outside computer processing agencies, cost effectiveness and developing plans for alternative, in-house processing system. Studying latest technological developments and advising GMs/CGM. Monitoring benefits of mechanisation in terms of improved customer service, uptodate house-keeping and accuracy, scope for diversion of time and manpower resources for developing additional business.
11.
Asstt. General Manager, Banking Operations Department a) b) c) d) e) Operation of special schemes of Reserve Bank of India. Compliance with all statutory requirements under Banking Regulation Act, Companies Act, Reserve Bank of India Act and other Acts relating to Banking operations. Provision of support services/information to operating units in identified areas. Operation of an effective accounting system for generating up-to-date data on whole Circle basis, in areas like profit and loss, bad and doubtful debts, statutory and special information required by Government. Arranging for submission of data/information required at the Circle level for preparation of Balance Sheet, accounting for bad debts and making of provisions, obtaining benefits of deduction for the purpose of taxation, working out the demand and time liabilities and all other residual functions related to banking operations at the Local Head Office, not specifically assigned to any other department. Operation of currency chests/government business and special schemes on behalf of Reserve Bank of India/State/Central Government and submission of relevant information in respect thereof.
f)
12.
Dy. General Manager (Vigilance) a) b) c) d) e) f) g) h) i) To offer effective/proper guidance to other officers working in Vigilance Departments. Submission of complaints and preliminary enquiry reports received from other departments to Central Office and arranging for their investigation. Processing of the investigation reports and submission thereof to the Disciplinary Authority. Submission of such reports alongwith Disciplinary Authority's comments to Central Office for seeking first stage advices/reference from Chief Vigilance Officer, Central Office. Coordinating the efforts in this area with D.A.C/Corporate Centre in respect of Vigilance Cases. Submission of periodical returns to C.V.C. Maintenance of liaison with C.B.I., Local Police, C.I.D., etc. Ascertaining progress of vigilance cases and keeping the Disciplinary Authority informed. Assisting the Disciplinary Authority in the areas of correspondence with Central Office, C.V.C., C.B.I. etc. on the vigilance matters.
251
13.
Asstt. General Manager, Disciplinary Proceedings Dept. a) b) c) d) e) f) g) h) Framing of charge sheets/ imputations of lapses which are definite and capable of being proved in the disciplinary proceedings. Ensuring existence of relevant documentary evidence. Ensuring appointments of Presenting Officers and Inquiry Authorities. Guiding the POs in the effective discharge of their roles. Monitoring of Disciplinary Cases and Enquiry Proceedings. Submission of periodical returns/statements to concerned authorities. Ensuring submission of tentative decision of Disciplinary Authorities in Vigilance cases to Central Office for seeking second stage advice from C.V.C. Maintaining role linkages with the functionally related role occupants. Training and developing staff working under him.
14.
Law Officer a) b) c) d) e) f) Extent and quality of technical support to CMC. Whether the officer up-dates his knowledge of Performance of time-bound tasks. Industrial Relations. Follow-up of court cases. Furnishing legal opinion on various matters. legal matters.
15.
Asstt. General Manager (NPA Management/Rehab. & Recovery) a) b) c) d) e) f) Assisting in drawing up comprehensive nursing programmes for sick units identified as potentially viable. Coordinating and obtaining sanction from the appropriate authority for nursing programmes. Monitoring implementation of the nursing programmes for sick units already placed under rehabilitation, and suggesting corrective follow-up actions for the controlling authority. Facilitating communication to impart pace and direction to rehabilitation programmes. Collecting, updating and making available to the controlling authorities, data and information related to rehabilitation activities in the Module. Arranging for dissemination of appropriate knowledge, skills and attitudes in the operating staff by identifying training needs, in collaboration with the Regional Managers and the Sales Planners in the Module.
16.
Asstt. General Manager, IOR & Govt. Accounts Department a) b) c) d) e) f) Extent of efforts made in timely receipt of daily statement from branches through controlling authorities in respect of Branch Clearing General Account, Drafts Accounts, etc. Extent of efforts made to computerise the data reported on daily statements received from branches, processing of the same and forwarding to I.O.A. Department / Drafts Reconciliation Department at Mumbai. Extent of follow-up with branches and controlling authorities regarding reconciliation of high value entries reported by branches in Branch Clearing / Drafts Accounts/ Agency Clearing / RTC Account, etc. Extent of efforts made for follow-up with the modules/branches memos received by branches from I.O.R. Department, Central Office, Mumbai. To develop and train staff working under him. Maintain liaison with functionally related role- occupants/outside agencies.
252
g) h) i) j) k) l) m) n) o) p) q) 17.
Maintain record of individual branch holdings. Maintain record of overdue statements from branches and branches in chronic default. Informing RMs/DGM/GM/CGM from time to time of core problem areas, progress in clearance of arrears, frauds detected through reconciliation processes, etc. Monitoring and disposal of relevant items of audit reports. Extent of efforts made to monitor the timely receipt of statements from Regions/Modules in respect of Govt. transactions, computerisation and submission to G.A.D. Mumbai. Extent of efforts made to keep a track of the rejected statements, timely rectification thereof as also of the pending Date wise Monthly Statements. Extent of efforts made for reconciliation of entries by branches in respect of memos received from G.A.D. Mumbai. Efforts made for building data base in respect of various types of Govt. Accounts transactions. Monitoring of submission of statements by branches to R.B.I. and receipt/distribution of commission to the branches. To train and develop staff working under him. Maintain liaison with functionally related role- occupants/outside agencies.
Asstt. General Manager, Pension, Provident Fund & Gratuity Department a) b) c) d) f) g) h) Extent of efforts made for collection, compilation of provident fund contribution statements from Regions / Modules and submission of funds to C.A.O. Efforts made for scrutinising / processing of withdrawals / advances / loans / nomination papers of employees. Extent of efforts made for timely preparation/distribution of floppies of Provident Fund contribution of employees and submission of returns / data / statements. Accrual valuation of Gratuity work and arrangements for getting timely sanctions for payment of the same from the appropriate authority. Liaison with functionally related role-occupants / outside agencies. Control and supervision. Training and development of staff working under him.
18. A)
Desk officers at Administrative Offices BUSINESS RELATED AREAS : a) Market orientation & market study. b) Responsiveness to the timely & accurate completion of assigned tasks. c) Contribution in improving the overall performance of the department. MAN MANAGEMENT RELATED AREAS : a) Maintenance of harmonious industrial relations and maintaining discipline & punctuality. b) Developing staff working under him. c) Extent of support to the head of the department. d) Maintenance of role linkages with the connected func-tionaries. e) Extent of innovation in thinking and performance. MAINTENANCE FUNCTION RELATED AREAS a) Promptness in disposal. b) Quality of correspondence. c) Timely submission of data/returns etc. d) Follow up of pending issues with the concerned departments. e) Extent of job knowledge.
B)
C)
253
f) D) E) 19.
Responsiveness to perspectives about various audit findings and promptness of disposal.
PUBLIC RELATIONS RELATED AREAS a) Liaison with important role occupants, related functionaries at LHO/Zonal Office/outside. CURRENT CORPORATE CONCERNS RELATED AREAS a) Awareness to corporate concerns/Circle policies/related Govt. policies. Asstt. General Manager (Training), SBLC a) b) c) d) e) f) g) h) Organising, coordinating and designing courses. Handling sessions in training programmes conducted at the Centre. Coordinating the activities of other Instructors and guiding them. Ensuring smooth and effective functioning of the Training Centre in all respects. Facilitating and participating in preparation/updating of study material, and ensuring that such material prepared at the Training Centre is of high quality and use. Collecting audio-visual material and procurement of training kits and facilities/aids for enhancing the quality and effectiveness of training programmes. Helping the HR Department in preparing the annual training calendar, coordinating the activities of other instructors and guiding them, whenever necessary. Undertaking an on-going review/evaluation of the training programmes conducted at the centre to ascertain whether organisational/employee expectations are being met and taking steps to reinforce the quality of training, with the feedback obtained.
20. A.
Manager (Training), SBLC DEVELOPMENT OF TRAINING MATERIAL a) b) c) d) e) Preparation of handouts, case studies and audio visual material. Updating of handouts. Preparation/compilation of material required for effective implementation of visiting faculty scheme. Quality of Project Reports and similar developmental tasks. Extent of interest taken in development of trainees (outside class room).
B)
ORGANISING/COORDINATING AND DESIGNING TRAINING COURSES a) b) Handling sessions in training programmes conducted at the centre. Extent of efforts made in regard to stabilisation of rationalised programme/transference of learning.
C)
ROLE LINKAGES a) b) c) Extent of support provided to the AGM (Training) in ensuring smooth and effective functioning of the training centre and quality of inter-action with other trainers. Extent of interest shown and assistance provided during training programmes coordinated by fellow trainers. Interest shown and effects made in order to improve the quality of infrastructure at the centre and training techniques in line with practical suggestions made by trainees.
254
D)
PERCOLATION OF ORGANISATIONAL CONCERNS a) b) c) Dissemination of corporate concerns/Circle policies. Providing feedback to AGM (Training) about critical areas identified in training programmes. Liaison with outside agencies for arranging special talks.
21.
Manager (Official Language) a) b) c) d) e) f) g) h) i) Evolution/Co-ordination of strategies for implementation of Govt./Bank's policies relating to Hindi. Monitoring of statutory requirements in regard to increased use of Hindi in the Circle. Initiating appropriate steps for popularising the increased use of Hindi. Compilation and submission of related data. Identification of non-Hindi staff and arranging for imparting them institutional training and training for Hindi typing. Translation of codified instructions/handouts in Hindi. Developing staff working under him. Maintenance of effective linkages with functionally connected role occupants as also with relevant Government agencies/departments/committees. Popularisation of corporate concerns in the area.
22.
Security Officer and Liaison Officer a) b) c) d) e) Extent of support lent to the members of the CMC and other staff. Supervision and control over the staff. Public relations and liaison with various travel agencies like Air-lines, Railways, etc. Execution of time bound tasks. Smartness and active interest shown in various activities.
23.
Asst. General Manager (Regional Rural Banks) a) b) c) d) Functions as a link between the Sponsor Bank and the Regional Rural Banks contact point. Is a member of the Board of Regional Rural Banks and takes care of Sponsor Bank's interest. Guides and counsels the Chairmen of RRBs on operational matters whenever the Chairmen approach. Renders secretarial assistance to the General Manager in relation to RRBs by : i) analysing the performance, ii) monitoring the overall working, iii) briefing the General Manager (D & PB) on various developments, and iv) advising Corporate Centre on the various developments and attending to the correspondence. Co-ordinates and liaises with RBI/NABARD/State Government relating to RRBs in the State.
e) 24.
Asst. General Manager (Corporate & I.B. Products) a) b) c) Awareness of corporate concerns / internal and external environment/policies. Maintenance of data-base on valued customers of IB segment and their export/imports, foreign currency borrowing, future expansion/ diversification plans. Making systematic and regular calls on customers - both existing and potential customers.
255
d) e) f) g) h) 25.
Gathering market intelligence on strategies adopted and products developed by competitors. Organising presentations to customers in the areas of risk management and latest development in forex markets. Providing counseling services to customers for meeting foreign currency requirements for setting up projects and suggesting alternative ways of raising resources with merits/demerits of each option. Structuring customer-specific packages for interest/exchange risks management and marketing thereof to customers. Maintaining close liaison with heads of Overseas Branches and Industrial Finance / Commercial Branches for prospecting / scouting of business.
Asst. General Manager / Chief Manager (Recovery Cell) a) b) c) d) e) f) g) h) Awareness of corporate concerns / policies regarding Bank's non-performing assets. Acting as a one-point centre at LHO for intensifying and accelerating efforts at Branches / Zonal Offices towards recovery of non-performing assets. Close monitoring and follow-up of recoveries made in 'Interest Not Collected Accounts'. Liaising with centralised agencies like Recovery Tribunals, Lok Adalats, Commissioner of Payments for Textiles, etc. in co-ordination with Asstt. General Manager (Law) at the Circle level. Monitoring and following up recoveries in accounts in 'Advances Under Collection Account'. Constant liaison with heads of different market segments in order to evaluate strategies adopted for recovery and suggest measures for improvement to recovery percentage whenever warranted on the basis of data collected. Submission of recovery data (segment-wise) to Assets Recovery Department at Central Office at required periodicity. Submission of quarterly reports on 'Recoveries' to Circle Management Committee.
26.
Chief Manager (Grievance Redressal Cell) a) b) c) d) e) To function as a focal point for receiving all complaints at the Local Head Office from any quarter and to project the Bank's image as of a Bank which cares for its customers. To maintain proper record of all complaints, if necessary with the help of a computer. To organise disposal of complaints within the stipulated time frame. Complaints pertaining to Overseas Branch, Industrial Finance Branch and CBD to be advised to GM(C&IB), wherever the position exists. To review, at fortnightly intervals, complaints pending for more than two weeks from the date of receipt, under advice to the General Manager concerned. To arrange for detailed investigation of complaints pertaining to staff misbehavior, indiscipline, delayed payment of collections and delays in settlement of claims to assets of deceased constituents and send prompt interim reply to the complaints. Based on complaints received, complaint-prone branches to be identified and visit of CMC members to be arranged to such branches. Wherever necessary, Branch Managers of such branches to be called for counseling by the General Manager. Monitoring of improvement in complaint-prone branches by Circle level Customer Service Committee to be arranged at its meetings. To accord utmost priority to complaints from the Directorate of Public Grievances and forums under Consumer Protection Act, 1986. To arrange discussion on complaints pending for more than one month in the GMs' monthly meetings with DGMs.
f)
g) h)
256
27.
Chief Manager (Verification Audit Cell) a) b) To plan and organise conduct of audit of direct branches functioning under the control of the General Managers in a time bound manner and at required periodicity. To arrange for audit of cost centres i.e. expenditure incurring departments and Local Head Office like Office Administration, Premises & Estate, Circle Stationery, Lead Bank, Banking Operations, SBLCs, Liaison, etc. as also Circle Welfare Committee. To exercise effective control over the time taken for audit of various departments by the Circle auditors. To monitor timely conduct of audit of branches by audit cells at Zonal Offices. To monitor and follow-up rectification of irregularities and expeditious disposal of audit reports. To organise conduct of spot audit whenever called upon to do so. To collect data for reviewing the concurrent audit undertaken by the concurrent auditors posted at branches for the purpose of sending the Circle review to the Central Office. To organise training programmes / workshop for auditors and also for concurrent auditors atleast once a year and to keep the auditors posted with latest guidelines / instructions and to bring about improvement in the quality of audit reports.
c) d) e) f) g) h)
28.
Manager (Recruitment Cell) a) b) c) d) e) f) g) h) To organise scrutiny of applications for recruitment of POs in State Bank of India and in Associate Banks as well as the recruitment of Specialist Cadre officers. To arrange for issuance of letters to candidates for written examination and for personal interviews. To make proper and adequate arrangements for the conduct of written examination and personal interviews. To identify and finalise venues for written examination and to arrange for the required facilities thereat. To arrange for the receipt of test material, its proper custody and return of the material to the concerned agency after the examination. To mobilise adequate man-power from within / outside for the orderly conduct and supervision of the examination. To arrange for the credit of application fee received from applicants to the Collection Accounts opened for the purpose. To effect payment of honorarium to the members of the Selection Board.
29.
Manager/ Dy. Manager functioning as P.S. to General Manager a) b) c) d) e) f) Providing secretarial support to the General Manager. Maintaining proper record of folders / files received from various departments for the GM's approval / information including date of disposal and return to concerned departments. Co-ordination and assistance in regard to the conduct of structured meeting of the General Manager with DGMs of modules / branches. Recording minutes of discussions held in meeting convened by the General Manager and communicating action points to concerned Departments / Offices for information / action / compliance etc. Review of action points of various meetings at periodical intervals and briefing the General Manager regarding the status thereof. Maintaining proper record of appointments, meetings to be attended by the General Manager and placing the background papers before him for his perusal well in advance.
257
g) 30.
Monitoring submission of control returns, list of letters pending for disposal, etc. by various departments under the administrative control of the GM.
Medical Officer a) b) c) d) e) f) g) h) i) To conduct medical examination of new recruits for appointment in the Bank and submit reports to the appointing authorities. To render medical services to the staff members and prescribe line of treatment / medicines. To arrange for admission of staff members to hospital whenever warranted. To scrutinise and certify medical reimbursement bills of staff members for payment. To examine the Executive Health check-up reports of eligible officials and recommend treatment wherever necessary. To suggest medicines etc. to be procured and stocked in the Bank's dispensary for dispensing against the prescriptions. To scrutinise the bills of suppliers of medicine and to recommend for payment. To attend emergency calls from staff members at their houses against payment of usual visiting charges. To oversee the working of the staff attached to the dispensary and the proper upkeep and maintenance of the dispensary.
31.
Astt. General Manager (Lead Bank) a) b) c) d) e) f) g) h) Formulation/implementation of District Credit Plan/Annual Action Plan. Liaison with State Government Departments and other functionaries. Convening D.C.C./Standing Committee meetings. Rapport with Branch Managers within the district. Rapport with Zonal Office. Implementation of Service Area Approach. Submission of data regarding progress under various Government sponsored programmes. Monitoring and disposal of relevant expenditure audit reports.
258
Annexure 10.4 Proforma of AAR Form I

ANNUAL APPRAISAL R EPORT
AS ON.................. Name _________________________________________________________________ Date of birth ________________________Age:_______ Years_____Months____ Provident Fund Index No.---------------------------------------------Present grade_____________________________________Since_______________ Educational Qualifications ___________________________________________
Position regarding CAIIB/ JAIIB Position : Part I ________ Part II ________ (Date) (Date) Current Assignment_______________________________ Since_______________ Assignment reported upon (state period)_______________________________ Joined the Bank on ________________________________ as________________ Working under the reporting authority since___________________________ PREVIOUS ASSIGNMENTS MINIMUM 3 ASSIGNMENTS COVERING MINIMUM PERIOD OF 5 YEARS Position -------Grade ---Br./office ---------From ---To ---
(a) __________________________________________________________________ (b)___________________________________________________________________ (c) __________________________________________________________________ TRAINING PROGRAMMES ATTENDED DURING THE YEAR (Name of the Programme and the Institute) 1.____________________________________________________________________ 2.____________________________________________________________________ 3.____________________________________________________________________
259
Annexure 10.5 Proforma of AAR Form II

SELF APPRAISAL
(For the year ended 31st March ...................) Name of the officer___________________________________________________ Grade/Scale_____________________ Branch/Office_______________________ In case space for writing comments is not sufficient, extra sheet(s) may be used. __________________________________________________________________ Highlights of my performance during the year (with supporting data). ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 2. Areas where I feel I have not achieved (with supporting data and reasons). ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ Constraints faced ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ What according to me would enable me to perform better. ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 5. Special tasks and achievements outside the bank (not covered by the above.) ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ Name : ____________________ Signature :_________________________ Designation : __________________________ Date :__________________
1.
3.
4.
260
Annexure 10.6 Proforma of AAR Form III

Name of the Officer ANNUAL APPRAISAL REPORT AS ON_------------------------_____ (Applicable in respect of officers having budgetary and operational responsibility such as Managers of Divisions, Branch Managers. Regional Managers, Deputy General Managers, General Managers, etc.). Grade/Scale Branch/Office
(A)
BUSINESS PERFORMANCE
Amounts in round lacs (00,000's omitted) Growth Actual as on the last Friday of the year or of the month of assignment (III) A V B A % Achievement
Particulars Avg. aggregate business level Avg. aggregate business level for the year earlier to which for the period of the assignment this report relates (average reported upon of 12 months based on P report figures) (I) B l. P.B. Deposits 2. C&I Deposits 3. Agr. Deposits 4. SIB Deposits Avg. Aggregate Deposits (1 to 4) 6. C&I Advances 7. SIB Advances 8. Agr. Advances 9. Per Bkg.Adv. 10. Avg. Aggregate Advances (6to9) A VB (II)
261
BUSINESS INFORMATION Budget Income from Misc. Business (Total of discount, exch. and commission earned) International Banking Sales Purchases Net Working results (For B.Ms., AGMs (Region), Dy.GMs. & GMs) Profit/Loss
ACTUAL AS ON THE LAST FRIDAY PREVIOUS YEAR YEAR UNDER REVIEW Actual Budget Actual
QUALITY OF LOANS & ADVANCES
% TO TOTAL ADVANCES LAST YEAR PERIOD UNDER REVIEW
a) b) c) d)
Standard Assets Sub-std. Assets Doubtful Assets Loss Assets
TOTAL
100%
100%
Recovery performance (%) Agri. Advances Last year Period under review
Overall assessment of performance (Marks to be stated ) : Excellent (31 to 40) Good (21 to 30) Above Average (11 to 20) Poor
(10 and below)
If the performance data as mentioned above is not in consonance with the overall rating given, the Reporting Authority should give suitable explanation with reasons for the same.
REPORTING AUTHORITY Name____________ Designation____________
262
B:
QUALITATIVE ASPECTS OF PERFORMANCE (AAR III continued) AREAS OF PERFORMANCE COMMENTS
1.
House Keeping
2.
Inspection & Audit rating a) For BMs and Managers of Division. Previous : Present : b) For RMs/Dy.GMs/GMs : No. of Branches. a) Upgraded: b) Down-graded c) Maintained: _______________________________________________________________________________________
3. 4.
Customer Service (Including disposal of complaints etc.) _______________________________________________________________________________________ Submission of returns and quality and promptness of correspondence. _______________________________________________________________________________________
5. Appraisal, supervision and follow-up of credit _______________________________________________________________________________________ 6. Industrial relations
For the purpose of Audit Rating, the period commencing from 2 months after the take-over and upto 2 months after handing over will be reckoned, in normal circumstances. However, the Reporting Authority may take into account special circumstances, if any. Overall Assessment of Performance (Marks to be slated) : Excellent (16 to 20) Good (11 to 15) Above Average (6 to 10) Poor (5 and Below)
STATE BANK OF INDIA DATE:
REPORTING AUTHORITY NAME: _________________ DESIGNATION: __________
263
Annexure 10.7
Proforma of AAR Form III-A
ANNUAL APPRAISAL REPORT AS ON _____ Grade/Scale Name of the Officer. Branch/Office___ ----------------------------------------------------------------------------------------------------------------------------------A) KEY RESPONSIBILITY AREAS (KRAs) Applicable in respect of all officers not covered under AARF III.
KRA
Particulars
Comments (based on the Action Plan) Overall Assessment of Performance (Marks to be stated): Excellent Good Above Average Poor (31 to 40) (21 to 30) (11 to 20) (10 and Below)
STATE BANK OF INDIA DATE : REPORTING AUTHORITY Name: ________ Designation : _____ (B) 1. 2. 3. QUALITATIVE ASPECTS OF Areas of performance Comments PERFORMANCE (AARIII-A continued)
House-keeping (Maintenance of data, files, records, etc.) Quality of Correspondence Follow up of various actions initiated Compilation of data and information
5. 6.
Support to the controller Any other significant performance. (Give specific comments on the quality of performance)
Overall assessment of performance (Marks to be stated ) : Excellent Good Above Average Poor (16 to 20) (11 to 15) (6 to 10) (5 and Below)
STATE BANK OF INDIA DATE :
REPORTING AUTHORITY Name: Designation:
264
Annexure 10.8
Proforma of AAR Form IV
(For all JMGS I, MMGS II and III Officers) ANNUAL APPRAISAL REPORT AS ON ______________ Grade / Scale_________ . (A) 1. ATTRIBUTES BASED APPRAISAL Knowledge of work, procedures, rules and regulations Control and supervision Decision making Diligence (Motivation, task involvement and focus on goals) Sincerity, honesty and integrity Understanding and awareness of environment COMMENTS Name of the Officer___________
Branch/Office___________________
2. 3. 4.
5. 6.
7. Sociability, public relations and image building. 8. 9. 10. Marketing Ability Ability to appraise business Ability to appraise and develop juniors Overall Assessment of Performance (Marks to be stated) : Excellent (16 to 20) Good (11 to 15) Above Average (6 to 10) Poor (5 and below)
REPORTING AUTHORITY
265
(B)
GENERAL COMMENTS (Strength, potential and suitability for promotion). Examples
and
data
in
support
of
comments
are
to
be
furnished
wherever
possible._________________________________________________________________________________ _________________________________________________________________________________________ ___________________________________________________________________ Overall Assessment of Performance (Marks to be stated) : Excellent (16 to 20) Good (11 to 15) Above Average (6 to 10) Poor (5 and below)
REPORTING AUTHORITY Name Designation
266
Annexure 10.9
Proforma of AAR FORM IV-A
(For Officers in SMGS IV and above) ANNUAL APPRAISAL REPORT (as on __________) Name of the Officer____________ Grade/Scale________ Branch/Office ________________________________
(A) 1. 2.
ATTRIBUTES BASED APPRAISAL Quality of work output Conceptual skills (Creativity, analytical and diagnostic ability etc.)
COMMENTS
3. 4.
Decision making skills Managerial skills (Planning, organising, team building, delegating and controlling qualities)
5. 6.
Interpersonal skills and leadership qualities Marketing, business development and appraising skills
7. 8.
Sincerity, honesty and integrity Sociability, public relations and Image building
9.
Emotional stability and ability to manage stress
10.
Contribution to Corporate policies/thinking Overall Assessment of Performance (Marks to be stated) :
267
Excellent (16 to 20)
Good (11 to 15)
Above Average (6 to 10)
Poor (5 and below)
REPORTING AUTHORITY (C) GENERAL Examples COMMENTS and data in (Strength, support potential of and are suitability to be for promotion). wherever
comments
furnished
possible._______________________________________________________________________________ ________________________________________________________________________________________ ________________________________________________________________________________________ _________________ Overall Assessment of Performance (Marks to be stated) :
Excellent (16 to 20)
Good (11 to 15)
Above Average (6 to 10)
Poor (5 and below)
REPORTING AUTHORITY Name Designation
268
Annexure 10.10
Proforma of AAR Form V
Name of the Officer Grade/Scale ______ Branch/Office ______________________________
Self Appraisal Report received
YES / NO YES / NO REVIEWING AUTHORITY
Self Appraisal Report taken cognisance of FORM/RATING
REPORTING AUTHORITY
FORM I1I/III-A A. Business Performance / KRAs (Maximum marks : 40 ) B. Qualitative aspects (Maximum marks : 20) FORM IV/IV-A A. Attributes based appraisal (Maximum marks : 20) B. General Comments (Maximum Marks : 20 ) TOTAL In case 100 marks are given, 3 concrete data-based examples of outstanding performance to be quoted. 1. 2. 3. SIGNATURE AUTHORITY REPORTING AUTHORITY REVIEWING AUTHORITY
Comments by Reviewing Authority on areas of disagreement with Reporting Authority.
SIGNATURE OF REVIEWING AUTHORITY
269
ANNEXURE 10.11
REPORTING STRUCTURE IN RESPECT OF BRANCH MANAGERS
RETAIL/COMMERCIAL NETWORK BRANCHES/ FOREIGN OFFICES Branch incumbency Domestic Offices JMGS I MMGS II MMGS III SMGS IV AGM of the Region AGM of the Region AGM of the Region AGM of the Region In case the AGM of the Region is a SMGS IV officer officiating as AGM the report will be compiled by DGM of the module. SMGS V DGM of the module, if he is a permanent TEGS VI officer and not SMGS V offg. as DGM In case DGM of the module is SMGS-V officer officiating as TEGS-VI, GM DGM of the module DGM of the module DGM of the module DGM of the module GM Report to be compiled by Manager's Report to be reviewed by
GM)
CGM
TEGS VI (DGM)
GM If a SMGS V is officiating in the capacity of DGM (TEGS VI) - in charge of the Branch, the reports will be compiled by GM.
CGM CGM of the Circle.
Foreign Offices SMGS - V TEGS VI TEGS VII TEG Spl. Sc. I CGM (F.O.) CGM (F.O.) CGM (F.O.) DMD (I.B.) DMD (I.B.) DMD (I.B.) DMD (I.B.) Chairman
270
ANNEXURE 10.12
REPORTING STRUCTURE IN RESPECT OF MANAGERS OF DIVISIONS IN BRANCHES
Branch incumbency Domestic Offices MMGS II JMGS I Branch Manager, Branches If the Branch Manager is JMGS I officiating in MMGS II capacity the report will be written by AGM at the Controlling Office MMGS III MMGS II Branch Manager If the Branch Manager is MMGS II officiating in MMGS III capacity the report will be written by AGM at the Controlling Office SMGS IV MMGS III Chief Manager, Branches Chief Manager at Branches If the Branch Manager is MMGS III officiating in SMGS IV capacity, the report will be compiled by: AGM of the Region DGM of the module Division Incumbency Report to be compiled by Report to be reviewed by
AGM of the Region DGM of the module
AGM of the Region DGM
AGM of the Region SMGS V SMGS IV AGM in charge of the Branch If the Branch Manager is SMGS IV officiating in SMGS V capacity, the reports will be compiled by: AGM of the Region
DGM of the Module DGM of the module
DGM of the Module
271
ANNEXURE 10.12 (CONTD.)

DGM (TEGS VI) SMGS V DGM (TEGS VI) in charge of the Branch. DGM (TEGS VI) in charge of the branch. If a SMGS V is officiating in the capacity of DGM (TEGS VI) - in charge of the Branch, the reports will be compiled by GM Foreign Offices TEGS VI TEGS VII TEG Spl. Sc. I SMGS V TEGS VI TEGS VII DGM (TEGS VI) in charge of the office GM (TEGS VII) in charge of the office CGM (TEG Spl Sc. I) in charge of the office. CGM (F.O.) CGM (F.O.) DMD (I.B.) GM
GM
CGM of the Circle
272
ANNEXURE 10.13
REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS WORKING AT BRANCHES (NON DIVISIONAL ISED) RETAIL/COMMERCIAL NETWORK BRANCHES
Incumbency of the Branch JMGS I MMGS II Grade of the Reportee Officer JMGS I (a) JMGS I Report to be compiled by Report to be Reviewed by
AGM at the Region (a) Branch Manager if he is MMGS II (b) AGM of the Region at the Controlling Office (a) Branch Manager If he is MMGS II or above (b) Branch Manager if he is MMGS III or above (c) AGM of the Region at the Controlling Office (a) Chief Manager of the Branch (b) Chief Manager of the Branch (c) Chief Manager of the Branch (d) AGM of the Region if he is a SMGS V Grade Officer.
DGM of the Module (a) AGM of the Region
(b) MMGS II
(b) DGM of the Module
MMGS III
(a) JMGS I
(a) AGM of the Region
(b) MMGS II
(b) AGM of the Region
(c) MMGS III
(c) DGM of the Module
SMGS IV
(a) JMGS I
(a) AGM of the Region
(b) MMGS II
(b) -do-
(c) MMGS III
(c) -do-
(d) SMGS IV
(d) DGM of the Module
(e) If the AGM of the Region is (e) GM a SMGS IV Officer officiating as SMGS V, the report will be compiled by DGM of the module
273
ANNEXURE 10.13 (CONTD.)

SMGS V (a) JMGS I (a) Asst. General Manager of the Branch (b) Asst. General Manager of the Branch (c) Asst. General Manager of the Branch (d) Asst. General Manager of the Branch (e) The report will be written by DGM of the Module (a) DGM of the Module
(b) MMGS II
(b) -do-
(c) MMGS III
(c) -do-
(d) SMGS IV
(d) DGM of the Module
(e) SMGS V
(e) GM
NOTE : The Annual Confidential Reports will have to be written by an officer at least one scale above the Reportee Officer. This principle to be followed in writing of the Confidential Reports of all the officers including Divisional Managers at the Branches. The Reviewing Authority shall be at least one scale above the Reporting Authority. In the Divisionalised Branches also this principle will be followed so that at no time an Annual Confidential Report is written by an officer of the same scale as the Reportee Officer.
274
ANNEXURE 10.14
REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS IN A DIVISIONALISED BRANCH
Incumbency Incumbency of of the Branch the Division Grade of the Reportee Officer JMGS I Report to be compiled by Report to be Reviewed by
MMGS II
JMGS I
Branch Manager
AGM of the Region at the controlling office. B.M.
MMGS III
MMGS II
JMGS I
Divisional Manager if he is at least MMGS II officer and not officiating in the capacity. Manager of the Division -doChief Manager of Division
SMGS IV
MMGS III
JMGS I MMGS II
Chief Manager at the Branch -doAsst. General Manager at the Branch -do-doDy. General Manager at the Branch -do-do-do-
SMGS V
SMGS IV
JMGS I
MMGS II MMGS III TEGS VI SMGS V JMGS I
-do-doAsst. General Manager of the Division -do-do-do-
MMGS II MMGS III SMGS IV
NOTE : The AARFs will have to be written by an officer at least one scale above the Reportee Officer. This principle will be followed in writing of the Confidential Reports of all the officers including Divisional Managers at the Branches. The Reviewing Authority shall be atleast, one scale above the Reporting Authority. In the Divisionalised Branches also this principle will be followed so that at no time an AARF is written by an officer of the same scale as the Reportee Officer.
275
ANNEXURE 10.15
REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN ZONAL OFFICES
Designation of Reportee Officers Report to be compiled by Dy. General Manager All Departmental Heads working in the Zonal Offices upto SMGS V including AGM in charge of Regions. Desk Officers working in Zonal Offices. i. Desk Officers and Departmental heads working in Regions upto SMGS IV ii. SMGS IV Liaison Officer Law Officer Security Officer Medical Officer GM Dy. General Manager of the module Report to be reviewed by CGM GM
Departmental heads
DGM of the module
i. Departmental Heads like CM (Advances), CM (GB)
i. AGM of the Region
ii. AGMs of Regions C.M. (OAD) D.G.M. DGM of module C.M. (OAD)
ii. DGM of the module D.G.M. GM GM D.G.M.
NOTE : The AARFs will be written by an officer at least one scale above the Reportee Officer. The Reviewing Authority shall be atleast one scale above the Reporting Authority.
276
ANNEXURE 10.16
OFFICERS WORKING AT LOCAL HEAD OFFICES
Designation of Reportee Officers GM Report to be compiled by Report to be reviewed by
M.D. & G.E. (NBG).
All Departmental Heads working in the LHO under Chief General Manager All Departmental Heads working under GM All Departmental Heads working under Circle Credit Officer & Circle Financial Officer All Departmental Heads working under Circle Development Officer All Departmental Heads working under DGM Other officers working in various Departments at LHO NOTE :
M.D. & G.E. (NBG).
GM
Circle CC & FO
Circle Development Officer
DGM
GM
Departmental Heads
The functionaries under whom the relative department is functioning
The AARFs will be written by an officer at least one scale above the Reportee Officer. The Reviewing Authority will be atleast one scale above the Reporting Authority.
277
ANNEXURE 10.17
REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN CENTRAL OFFICE AND CENTRAL OFFICE ESTABLISHMENTS INCLUDING TRAINING COLLEGES/INSTITUTES
Designation of Reportee Officers to be compiled by Report Officers working in various departments at Central Office NOTE : i. The AARFs will be written by an officer at least one scale above the Reportee Officer. The Reviewing Authority will be atleast one scale above the Reporting Authority. For officers working in Central Office establishments and the Business Groups the reports will be compiled by the Departmental Head and will be submitted for review to the authority under whom the Departmental Head is functioning. The departmental head does not mean head of a section in a Department. Departmental Heads Report to be reviewed by The authority under whom the Departmental Head is functioning
ii.
iii.
Chief General Manager will mean Chief General Manager at Circles/Chief General Manager (CAG). Chief General Manager for Staff College will mean the Principal of the College. Chief General Manager will mean Chief General Manager (I&A), for Inspection & Audit Dept., CGM (Credit Audit) for Credit Audit Dept. For Corporat Centre and establishments including departments under the Group Executives and Staff functionaries at Corporate Centre, SBUs, Foreign Offices & officers on deputation/to outside organisation Chief General Manager will mean Chief General Manager of the concerned establishment/Dept./Chief General Manager (HR). For Corporate Accounts Group the reports of GMs/DGMs working under CGM (CAG) will be compiled by CGM (CAG) and will be reviewed by M.D. & G.E. (C.B.). Group Executive (GE) means Group Executives of the 4 business groups and includes SBUs under the business group in which the officer is working. The reports of P.S. to Chairman and Secretary, Central Board will be written by Chairman for which review will not be necessary. The reports of P.S. to M.D. & G.E. will be written by the concerned M.D. and will be reviewed by Chairman.
iv.
v.
vi.
278
ANNEXURE 10.18
REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN CORPORATE ACCOUNTS GROUP, PROJECT FINANCE (SBU), LEASING (SBU)
Designation of Reportee Officers CAG (Central) Mumbai CGM (CAG) Relationship Manager, CAG (Central) (TEGS VI/SMGS V) and other officers working under CGM Other officers working in the Accounts Mgt. Team/Mgrs. in CAG Central (SMGS IV & below) CAG Kolkata/Ahmedabad/Chennai/ Mumbai DGM AGM & COO Div. Heads working under AGM & COO (Scale IV & below) Officers working under Div. Head (Scale IV & below) Relationship Manager CAG Delhi GM (CAG) Relationship Mgrs./Chief Operating Officer SMGS V at CAG Delhi Officers working under Relationship Mgrs./Chief Operating Officers (SMGS IV and below) CGM (CAG Central) GM MD & GE (CB) CGM CGM (CAG Central) DGM AGM & COO MD & GE (CB) CGM, CAG - Central DGM MD & GE (CB) CGM Chairman MD & GE (CB) Report to be compiled by Report to be reviewed by
Relationship Mgrs. (SMGS V)
CGM - CAG (Central)
Div. Head
AGM & COO
DGM
CGM (CAG Central)
Relationship Mgrs./ Chief Operating Officers
i. GM ii. CGM
279
Project Finance/Leasing (SBU) GM (Project Finance & Leasing) DGM (Leasing) MD & GE (CB) GM (Project Finance & Leasing) DGM (Leasing) Chairman MD & GE (CB)
Other officers in Leasing SBU below DGM (Leasing)
GM (Project Finance & Leasing)
280
ANNEXURE 10.19
REPORTING STRUCTURE IN RESPECT OF GENERAL MANAGERS
Place of posting of General Managers Posted at Central Office Report to be compiled by Report to be reviewed by Chairman D.M.D. Group Executive DMD if the GM is working under him. M.D. if the GM is working under him. Chairman Chairman
The Group Executive CGM if the GM is working under him.
281
ANNEXURE 10.20
REPORTING STRUCTURE IN RESPECT OF CHIEF GENERAL MANAGERS
Report to be compiled by Managing Director and Group Executive in respect of CGM reporting to him. Dy. Managing Directors and Group Executives in respect of CGM reporting to him. Report to be reviewed by Chairman
Chairman
282
ANNEXURE 10.21
REPORTING STRUCTURE IN RESPECT OF DY. MANAGING DIRECTORS & GROUP EXECUTIVES AND CHIEF VIGILANCE OFFICER
Report to be compiled by Chairman Report to be reviewed by No Review
283
CHAPTER 11
SALARY 11.1 GRADES AND SCALES OF PAY (C.C/CDO/P&HRD/IR/17 dt. 07.07.2005/LHO HR/55 dt. 13.07.2005) (a) Scales of Pay (w.e.f. 01/11/2002)
Scale I = Rs.10000 470/6 - 12820 500/3 14320 560/7 18240 Scale II = Rs.13820 500/1 14320 560/10 19920 Scale III = Rs.18240 560/5 21040 620/2 22280 Scale IV = Rs.20480 560/1 21040 620/5 24140 Scale V = Rs.24140 620/4 26620 Scale VI = Rs.26620 - 680/4 29340 Scale VII = Rs.29340 680/2 30700 900/1 31600 1000/1 32600 TEGSS I= Rs. 32600-1000/3-35600 TEGSS II= Rs. 35600-1100/3-38900 (b) The Probationary Officers (POs) and Trainee Officers (TOs) who were appointed as such before 01.11.2002 (and were still on probation on that day) may be given stage-to-stage provisional fitment as on the said date in the revised pay scale for JMGS I. Similarly, POs and TOs who were appointed as such on or after 01.11.2002 may be provisionally fitted on the date of their appointment 4 stages above the starting basic pay in the revised JMGS I. In other words, such officers may be fitted at a basic pay of Rs.11,880/(corresponding to Rs.8,460/- in the old scale. (c) (d) Nothing in sub-rule (1) shall be construed as requiring the Bank to have at all times officers serving in all these grades. Subject to the provision of sub-rule (2) and unless otherwise directed by the Executive Committee, the pay of an officer on his appointment to a grade or scale shall be the pay of that grade or scale. Provided that the officer shall enter that grade or scale either at the minimum or at a stage in accordance with any fitment formula laid down by the Executive Committee. 11.1.1 Effective Date of the Salary Agreement dated 01.11.2002 The date of effect of the salary agreement dated 01.11.2002 between the Indian Banks Association and the Officers Organizations for the benefit under various provisions given in this Chapter shall be the dates specified hereunder:
284
w.e.f (i) (II) Scales of Pay and Dearness Allowance 01.11.2002
House Rent Allowance, CCA, Provident Fund, 01.11.2002 PQP, Hill and Fuel Allowance, Special Area Allowance, Compensation on transfer, Project Area Allowance, Split Duty Allowance, Recovery of House/Furniture Rent wherever applicable Fixed Personal Pay, Mid-academic year transfer Allowance Compensation of transfer Deputation Allowance, Halting Allowance 01.11.2004 01.01.2004 01.05.2005 01.06.2005
(iii) (iv) (iv) (iv) 11.2
INCREMENTS OSR:5(1)
(i) (a)
The increments shall be granted subject to the following :The increment specified in the various scales of pay set out in rule 4 (1) of OSR shall accrue on an annual basis but subject to the sanction of the competent authority and shall be effective on the first day of the month in which it falls due. Officers in Scale I and Scale II, one year after reaching the maximum in their respective scales, shall be granted further increments including stagnation increment(s) in the next higher scale only as specified in (c) below. Officers including those referred to in (b) above who reach the maximum of the Middle Management Grade Scales II and III shall draw stagnation increment(s) for every three completed years of service after reaching the last stage of the Scale II or Scale III as the case may be subject to a maximum of two such increments of Rs.560/- each for officers in the last stage of Scale II and one such increment of Rs.620/- for officers in the last stage of Scale III. Note : Grant of such increment in the next higher scale shall not amount to promotion. Officers even after receipt of such increments shall continue to get privileges, perquisites, duties, responsibilities or posts of their substantive Scale I or Scale II as the case may be.
(b)
(c)
11.2.1 Increment/Professional Qualification Pay on passing CAIIB/JAIIB An additional increment shall be granted in the scale of pay for passing each part of CAIIB/JAIIB examination. Provided that 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 to the terms and conditions laid down by the Executive Committee, be granted Professional Qualification Pay in lieu of additional increments in consideration of passing CAIIB/JAIIB examination at the rates prescribed below.
285
Officers who have already reached the maximum in the pay scale or hereafter reach the maximum in the pay scale shall be eligible for Professional Qualification Pay as under (with effect from 1.11.2002) :i) ii) Those who have passed only Part I CAIIB/JAIIB, Rs.300/-per month after one year on reaching top of the scale. Those who have passed both parts of CAIIB/JAIIB a) Rs.300/- p.m after one year on reaching top of the scale. b) Rs.750/- p.m after two years on reaching top of the scale. Note: (i) (II) Revised Professional Qualification Pay shall rank for Allowance, House Rent Allowance and Superannuation benefits. Dearness
An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications after reaching the maximum of the scale of pay, shall be granted from the date of acquiring such qualification the first installment of PQP and the release of subsequent installments of PQP shall be with reference to the date of release of first installment of PQP. Provided further that in a case where an officer, as on the date of this Joint Note, has already acquired any of the above said qualifications and has not earned any increment of PQP on account of acquiring such qualification/s, he may be, with st effect from 1 November 2002 or the date of acquiring such qualification/s, whichever is later, released PQP as provided herein above. If an officer who is in receipt of Professional Qualification Pay is promoted to next higher scale, he shall be granted, on fitment into such higher scale, additional increment(s) for passing CAIIB to the extent increments are available in the scale and if no increment is available in the scale, the officer shall be eligible for Professional Qualification Pay in lieu of increment(s). Details regarding the grant of CAIIB and stagnation increments and Professional Qualification allowance available to officers prior to 01.11.87 are given in Schedule IV of OSR.
(ii)
(iv)
(v)
11.2.2 (i)
Increments for passing CAIIB examination for Probationary/Trainee Officers If a Probationary Officer has passed Part I or both parts of the Associate Examination before his appointment as such in the Bank, either as a Clerk in the Bank or as an Officer / Clerk in another bank, he may be granted one or two additional increment(s), as the case may be, from the date of his appointment as such. Trainee Officers may also be granted additional increment(s) for the Associate Examination (already passed while in clerical cadre) on the date of appointment / promotion as such, provided they are fitted in the starting stage (for POs/TOs) of pay viz. Rs. 11880/-. In other words, if on account of his higher basic pay in clerical cadre, (which would be inclusive of additional increment(s) for passing the Associate Examination), a Trainee Officer is fitted in the officers' scale at a stage higher than the starting stage (viz. Rs. 11880/-.) it would reflect increment(s) / benefit in respect of the
(ii)
286
said qualification : in such cases, the benefit of additional increment(s) in the officers' scale will not be applicable / necessary. 11.2.3 i. Release of Annual Increments In terms of Rule 5(1)(a) of the SBI Officers Service Rules, the increments specified in the various scales of pay shall accrue on annual basis, but would be subject to sanction of the competent authority. The competent authority as approved for the purpose of release of annual increment is as under: (PER/84 of 1988 and PER/24 of 1996-97) Competent Authority a) Officers posted at a branch, department or an office. In case of the head of the office, department or branch. The head of the branch, department or the office concerned. The next higher authority.
b) ii.
In case any disciplinary proceedings are pending against the officer concerned, the increment shall not be released without the approval of the disciplinary authority. Corporate centre have examined the matter as to whether clearance would be required in each case for the release of annual increment. The competent authority as given above for the release of annual increment to officers would be aware of the pendency of any disciplinary proceedings against them. He would consequently be able to sanction the annual increment accordingly or refer to the disciplinary authority for sanction as the case may be. However, in case of doubt, the competent authority must seek DPD/Vigilance clearance as required. When officials are transferred from one branch/office to another, the transferring branch/office should while forwarding the service sheet, etc. indicate to the office to which the official is being transferred whether any disciplinary proceedings have been initiated against the officer. EFFECT OF PUNISHMENT ON DATE OF INCREMENT
iii.
11.2.4
Query: What will be the date of increment when penalty of reduction to a lower stage in the time scale is imposed by the competent authority on any date other than the first date of the month and in terms of the order a direction is given that the date of increment will be shifted to anniversary date of the date on which the punishment order is served? Reply: In such cases there are two aspects which have to be kept in mind: one, the date of next increment and second, the effect of rigour for the purpose of promotion. When the penalty of reduction to a lower stage in the time scale is imposed and the relative order spells out that the date of increment will be shifted as stated in para (i) above, the next increment will be payable from the first day of the anniversary month in which the punishment order is served. This is so because annual increment is effective from the first day of the month in accordance with the provision in Rule 5(1)(a) of OSR. Thus, the date of increment will be first day of the month concerned. However, the rigour period of punishment for the purpose of promotion would be linked to the anniversary date of imposition of punishment and eligibility for promotion in such cases will be governed by extant instructions on debarment policy. If the competent authority's order does not give any direction on shifting of the date of increment, the official's date of increment prior to imposition of punishment will
287
remain undisturbed. However, rigour period for the purpose of governed by the extant debarment policy. 11.2.5
promotion will be
PROFESSIONAL QUALIFICATION PAY/STAGNATION INCREMENT: SANCTION UNDER DIFFERENT CIRCUMSTANCES: (PA/CIR/179 03.09.1987) Professional Qualification Pay already sanctioned to an officer on account of passing of CAIIB examination after reaching maximum of the scale may continue to be drawn by an officer when his basic pay is reduced to a lower stage as a consequence of the penalty. It is based on the rationale that reduction to a lower stage of pay does not mean that the officer did not reach the maximum in the scale or that he was not sanctioned Professional Qualification Pay at all. Further, reduction of pay does not automatically mean withdrawal of Professional Qualification Pay. (i) In case an officer is imposed a penalty of withholding of increments or reduction of pay before reaching the maximum or thereafter, but before Professional Qualification Pay becomes due, the question of sanction of the pay would arise only after he reaches maximum and completes the required years of stay at the maximum prior to or after the imposition of penalty taken together. (ii) The Stagnation Increments are treated as increments for all purposes. These also rank for superannuation benefits. Therefore, the Stagnation Increments earned by an officer can as well be withheld before its sanction or be reduced by way of imposition of penalty after its sanction. Sanction of such increment therefore would depend upon the nature of imposition of the penalty. To quote an example, if an officer at the maximum stage is inflicted a penalty of withholding of Stagnation Increment for a particular period, the Stagnation Increment will be sanctioned on completion of three year period after he reached the maximum plus the period for which the Stagnation Increment was withheld. Similarly, when the Stagnation Increment is reduced, such reduction would not mean that the increment was not sanctioned at all or that three years period will be reckoned afresh. The dates on which the Stagnation Increments are to be sanctioned and/or become due will be determined by excluding the period for which the officer was not on the maximum in calculating the three year period. Same principle will apply while sanctioning second stagnation increment.
11.2.6 1.
Procedure to be followed in case of malpractices during the examination (CO/PER/54 dated 20.04.1989) The Indian Institute of Bankers have advised that in case of a complaint of adoption of malpractices at the Institute's Examination is received, the results of all candidates will be declared in the normal course, except the results of those candidates against whom specific complaints of adoption of malpractices is received. In case where a candidate has adopted malpractices, the declaration of result should be considered to be only provisional subject to be cancelled in the event of adoption of malpractices being established. The result advice should not be considered to be a certificate of completion of any of the Institute's examination/s. Candidates would be considered to have completed any examination of the Institute only if separate completion memorandum for having completed the said examination is issued by the Institute. The Institute have also advised that the above decision has been made effective from the date of declaration of results of associate examination held in November 1988. In the light of the above decision, candidates will be permitted to appear at the subsequent examinations of the Institute during the period of investigation into the complaint of adoption of malpractices en masse at the Institute's examinations.
2.
288
3.
In the context of the above decision of the Institute, it has been decided to adopt the following procedure in respect of granting financial incentives / benefits to the employees for passing any part of the examination : (i) No increment / cash incentive / weightage for promotion etc. should be given to the employees on their producing the Result Advice in support of their having completed the Institute's examination. Increment / cash incentive / weightage for promotion, etc. should be given to the employees only on production of completion memorandum issued by the Institute. The above procedure would be followed with effect from the date of declaration of results of the Associate Examination held in November 1988. STAGNATION INCREMENTS/MOVEMENT PER/82 DT. 22.07.89 PER/29 DT. 20.03.91
(ii) (iii)
11.2.7
Stagnation movement from pay scales of JMGS I to MMGS II and MMGS II to MMGS III Officers in JMGS I, who have reached the maximum of the scale of pay in JMGS I, shall draw the subsequent increments of MMG Scale II till they reach the maximum of MMG Scale II and officers in MMGS II, who have reached the maximum of the scale of pay in MMGS II, shall draw the subsequent increments of MMG Scale III till they reach the maximum of MMG Scale III. Stagnation movement means the movement in scale of pay of officers who are in JMGS I to pay scale of MMGS II and officers who are in MMGS II, from pay scale of MMGS II to pay scale of MMGS III, as mentioned in Section 11.2.(i)(b) . Stagnation increment means the increment(s) released to an officer three years after he reaches the maximum of his scale of pay as mentioned in Section 11.2(i)(c). 11.2.7.1 Stagnation Increment for Officers in JMGS I and MMGS II PER/31 dated 31.03.1996 PER/134 dated 08.12.7989 A provision was made for grant of stagnation increments for every five completed years of service after reaching the maximum in the scale of pay, subject to a maximum of two increments for officers in JMGS I and one increment for officers in MMGS II and III. The st first stagnation increment was given to eligible officers on or after 1 January 1985 and st the second one was given to officers on or after 1 January 1987. Stagnation increments are now payable after completing three years of service after reaching the maximum of scale in terms of Rule 5(1) of OSR (refer Section 11.2 (i) and Circular No. PER:134 st dated 08.12.1989 w.e.f 1 November 1987. PER/69 dt. 15.11.2006 Officers who reach the maximum of the Middle Management Grade Scales II and III shall draw stagnation increment (s) for every three completed years of service after reaching the last stage of the Scale II or Scale III, as the case may be, subject to a maximum of two such increments of Rs. 560/- each for officers in the last stage of Scale II i.e Rs. 21660/- and one such increment of Rs. 620/- for officers in the last stage of Scale III i.e Rs. 22900/-. To amplify, officers in JMGS I who draw salary in MMGS II and thus reaching the maximum of MMGS II will be eligible for stagnation increments meant for
289
that scale. Similarly, officers in MMGS II, who draw salary of MMGS III and thereby reach the maximum of MMGS III, will be eligible for stagnation increment meant for that scale except the second stagnation increment referred to in Section 11.2.7.2. Also, officers in MMGS on reaching the maximum of the scale shall be eligible for the stagnation increment after the prescribed period and also the second stagnation increment referred to in Section 11.2.7.2. Note: i) Grant of such increments in the next higher scale shall not amount to promotion. Officers even after receipt of such increment shall continue to get privileges, perquisites, duties and responsibilities of posts of their substantive scale or scale II, as the case may be and will continue to be designated as such. Officers in JMGS I, who after reaching the maximum thereof, are allowed to draw salary of MMGS II, will not be eligible to draw salary of MMGS III on drawing maximum salary of MMGS II and stagnation increments for the scale, unless they are promoted to MMGS II. Similarly MMGS II officers, who after reaching the maximum of the scale are allowed to draw salary of MMGS III, will not be eligible to salary of scale higher than MMGS III on reaching maximum of MMGS III and stagnation increment for that scale as there is no provision for officers in MMGS III to draw salary higher scales on reaching maximum thereof of unless they are promoted.
ii)
iii)
For sanction of stagnation increment under different circumstances such as punishment of reduction in pay/withholding of increments, pendency/initiation of disciplinary proceedings, refusal of promotion and in case of officers under suspension, please refer section 11.2.5. 11.2.7.2 Second Stagnation Increment in Scale III A second stagnation increment after three years of receiving the first stagnation increment but not before 01.11.1994 shall be given to only such officers who are in substantive scale III i.e. those who are promoted or recruited in Scale III. 11.2.7.3 Stagnation Increment/Movement in case of Officers who have Refused Promotion/ have been debarred from Promotion It will be in order to grant stagnation movement/stagnation increment/PQP to officers in the following situations: (a) Where an officer has refused promotion either for the time being or permanently. (b) Where an officer has been debarred from further promotion. Refer Section 11.7.4 also. 11.2.7.4 Stagnation Increment/Movement in case of Officers who have Sought Reversion Officers who have sought reversion should not be allowed to earn stagnation movement increment. C.O. PA/CIR/68 dt. 07.8.1992 and PA/CIR/51 dt. 26.6.1993
290
11.2.8 (i)
Release of Increments Reinstatement
for
the
Period
Under
suspension
upon
In terms of the provisions of Sastry and Desai Awards, if upon conclusion of the enquiry it is decided to take no action against the suspended employee, then he shall be deemed to be on duty and shall be entitled to full wages, allowances and all other privileges for the period of suspension. If some punishment other than dismissal is inflicted, the whole or part of the period of suspension may, at the discretion of the Management, be treated as on duty with right to a corresponding portion of wages, allowances, etc. It was contended that the non-release of notional increments for the period of suspension tantamount to double punishment. Further, the disciplinary authority imposes punishment depending upon the gravity of the issue, etc., and the question of increment(s) withheld, so to say, during the period of suspension is never borne into by the disciplinary authority. The Personnel Committee of the Indian Banks Association looked into the matter and decided as under:The Disciplinary Authority should invariably specify while passing orders regarding the punishment, as to whether the increment(s) for the period of suspension are to be released or withheld. If the order is silent in this regard then it should be construed that increment(s) fallen due during the period of suspension are to be released from the date the suspension is lifted.
(ii)
(iii)
(iv)
Regarding whether past cases are required to be reopened and fixation of pay done accordingly on the basis of the above decision, the Personnel Committee of the IBA has decided as follows: Penalties awarded on or after 13.06.1992(date of issue of Indian Banks Association circular to member banks conveying the above decision) should be interpreted in terms of clarifications given by the personnel Committee. th Decisions taken on past cases (penalties awarded prior to 13 June, 1992) as per the prevalent practice in the respective banks should not be reopened, for practical considerations. The question of applicability of the above decisions of the IBA to Supervising Staff also was raised. In their reply vide Letter No. ADM:SPL: 2551 dated August 27,1993, Central Office advised that since the decision mentioned in para (iii) above is based on the principal of natural justice and is meant to clear the ambiguity on the relevant issue, it would be equally applicable to officers also..
(v)
(vi)
11.3
FITMENT OF SALARY OSR:11
(i)
Absorption Against Future Increments and Increases: For the purpose of absorbing the allowances mentioned in rules 9 and 10 of OSR, the amount equivalent to 33-1/3% referred to therein shall be applied firstly for absorbing the adjustment allowance, if so necessary, and then the personal allowance. OSR:12
(ii)
Option
291
Notwithstanding anything contained in these rules, an officer in the service of the Bank prior to 01.10.1979, who has opted for continuing in the old scale of pay shall continue to be governed by such option in accordance with the guidelines issued by the Executive Committee from time to time. (ii) (a) OSR:13(1) Appeal against fitment 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 Chairman for this purpose. OSR:13(2) Such appeal shall be preferred within 30 days of the receipt of the communication of the fitment accorded to him. The Committee may, after giving an opportunity to the officer concerned to make his representation in the matter, make an order and the decision in such order shall be final. Provided that the Executive Committee may, of its own motion, review and such decision and where it reviews any such decision, it shall given an opportunity to the officer concerned to make his representation in the matter. HR/55 dated: 13.07.2005 The Executive Committee of the Central Board in their meeting held on the 7 July 2005 resolved to implement the provisions of salary package w.e.f 01.11.2002. The salient features of this revision are as under: (iii) In case of an officer promoted to next higher grade/scale any time after 01.11.2002, he may be first fitted provisionally in the new scale of pay on stage-to-stage basis as on 01.11.2002 and, thereafter, he will be fitted in the new scale on the date of promotion. In case of a clerical employee promoted to JMGS I on or after 01.11.2002, he will be given provisional fitment in the new scale on stage-to-stage basis as per Section 11.7. In this connection, the new fitment formula (on promotion from clerical to JMGS I) has not yet been finalised by the IBA. As on 01.11.2002, personal allowance/adjusting allowance, if any, is payable to the officers, it shall not be reduced on account of initial fitment in the new scales. Such adjustment, however, shall be made on account of any increment or Professional Qualification Allowance on or after 01.11.2002. As regards payment of arrears in respect of officers who ceased to be in service of the Bank on or after 01.11.2002, they may be paid arrears of salary revision on adhoc basis, pending amendment of SBI Officers' Service Rules. Officers in service who had encashed Privilege Leave between 01.11.2002 and 30.06.2005 may be paid arrears on eligible components for the relevant period. Officers who were placed under suspension prior to date of salary revision (i.e. 01.11.2002) should not be given the benefit of allowance. In other words, the officer placed under suspension prior to 01.11.2002 shall continue to draw subsistence allowance on the pre-revised salary only. However, where an officer was placed under suspension on or after 01.11.2002, his provisional fitment in the revised scale may be done as on 01.11.2002. Consequently, the subsistence allowance payable to him may also be recalculated on the basis thereof and resultant arrears of salary and subsistence allowance, if any, should be paid to him.
th
(b) (c)
(iv)
(iv)
(v) (vi)
292
(vi)
Medical Officers and officers on contractual service in the Bank are governed by separate/special salary scales. As such, the above guidelines will not be applicable in their case Officers who are on deputation to other organisations within the country but are drawing salary and allowances from the Bank, are also eligible for the provisions as mentioned above. Where the salary and allowances are being paid by the organisation where they have been deputed to, the revised salary and allowances payable to them may be suitably advised to the organization concerned. The Probationary Officers (POs) and Trainee Officers (TOs) who were appointed as such before 01.11.2002 (and were still on probation on that day) may be given stageto-stage provisional fitment as on the said date in the revised pay scale for JMGS I. Similarly, POs and TOs who were appointed as such on or after 01.11.2002 may be provisionally fitted on the date of their appointment 4 stages above the starting basic pay in the revised JMGS I. In other words, such officers may be fitted at a basic pay of Rs.11,880/- (corresponding to Rs.8,460/- in the old scale).
(vii)
(viii)
11.3.1
SALARY REVISION FOR OFFICERS FROM JMGS I TO SMGS IV COMBINED FITMENT CHART AS ON 01.11.2002
STAGES 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 +1 +2
SCALE I OLD REVISED BASIC BASIC PAY PAY 7100 10000 7440 10470 7780 10940 8120 11410 8460 11880 8800 12350 9140 12820 9480 13320 9820 13820 10160 14320 10500 14880 10840 15440 11180 16000 11520 16560 11860 17120 12200 17680 12540 18240 12880 18800 13220 19360 13560 19920 13900 20480 14240 21040
SCALE II OLD BASIC PAY 9820 10160 10500 10840 11180 11520 11860 12200 12540 12880 13220 13560 13900 14240 14620 15000 15380 +1
REVISED BASIC PAY 13820 14320 14880 15440 16000 16560 17120 17680 18240 18800 19360 19920 20480 21040 21660 22280 22900
SCALE III OLD BASIC PAY 12540 12880 13220 13560 13900 14240 14620 15000 15380+1 15760+2
REVISED BASIC PAY 18240 18800 19360 19920 20480 21040 21660 22280 22900 23520
SCALE IV OLD BASIC PAY 13900 14240 14620 15000 15380 15760 16140
REVISED BASIC PAY 20480 21040 21660 22280 22900 23520 24140
+ indicates Stagnation increment.
293
11.3.1.1
CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN SCALES V TO VII AS ON 01.11.2002
Stages
1 2 3 4 5
Scale V Old Scale Revised Scale 16140 24140 16520 24760 16900 25380 17280 26000 17660 26620
Scale VI Old Scale Revised Scale 17660 26620 18080 27300 18500 27980 18920 28660 19340 29340
Scale VII Old Scale Revised Scale 19340 29340 19760 30020 20180 30700 20700 31600 21300 32600
11.3.1.2
FITMENT OF OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I & II AS ON 01.11.2002
In the revised scales of pay w.e.f 01.11.2002, provision of three increments has been made. There was provision of only one increment in the earlier scales. Accordingly, fitment of officers in the new Scale w.e.f 01.11.2002 will be done as under: (CDO/P&HRD-PM/27 dt. 22.07.2005) 11.3.1.3 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN TEGSS I & II WITHOUT CAIIB QUALIFICATION AS ON 01.11.2002
Stages
Officers without CAIIB and have not completed one year in the existing scale as on 01.11.2002 Officers without CAIIB who have completed one year in the existing scale as on 01.11.2002 Officers without CAIIB who have completed 2 years in the existing scale as on 01.11.2002 Officers without CAIIB and have completed 3 years in the existing scale as on 01.11.2002
PERIOD AFTER PERIOD AFTER PROMOTION PROMOTION TO TEGSS I TEGSS I TO TEGSS II PREREVISED PREREVISED BASIC REVISED BASIC REVISED PAY BASIC PAY PAY BASIC PAY 21900 32600 23100 35600
22500
33600
23700
36700
22500
34600
23700
37800
22500
35600
23700
38900
294
11.3.1.4
CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN TEGSS I & II WHO HAVE PASSED CAIIB PART I EXAMINATION AS ON 01.11.2002 PERIOD AFTER PROMOTION TO TEGSS I PREREVISED REVISED BASIC BASIC PAY PAY 22500 33600 PERIOD AFTER PROMOTION TO TEGSS II PREREVISED REVISED BASIC BASIC PAY PAY 23700 36700
1 Officers with Part I of CAIIB and have not completed one year in the existing scale as on 01.11.2002 2 Officers with Part I who have completed one year in the existing scale as on 01.11.2002 3 Officers with Part I who have completed 2 years in the scale as on 01.11.2002 4 Officers with Part I who have completed 3 years in the scale ( officer will draw Rs. 300 as PQP) as on 01.11.2002
22500 + 150 (PQP) 22500 + 150 (PQP 22500 + 150 (PQP
34600
23700 37800 + 150 (PQP) 23700 + 150 (PQP 38900
35600
36600 23700 + 300 (PQP) + 150 (PQP
38900 + 300 (PQP)
11.3.1.5
CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN TEGSS I & II WHO HAVE PASSED BOTH PARTS OF CAIIB EXAMINATION AS ON 01.11.2002 PERIOD AFTER PROMOTION TO TEGSS II PREREVISED REVISED BASIC BASIC PAY PAY 23700 37800 + 150 (PQP) 23700 38900 + 360 (PQP) 23700 38900 + 360 (PQP) + 300 (PQP) 23700 38900 + 360 (PQP) + 750 (PQP)
PERIOD AFTER PROMOTION TO TEGSS I PREREVISED REVISED BASIC BASIC PAY PAY Officers with both parts of CAIIB who 22500 34600 have not completed one year in the + 150 (PQP) existing Scale as on 01.11.2002 Officers with both Parts of CAIIB 22500 35600 who have Completed one year in the existing(PQP) + 360 scale as on 01.11.2002 Officers with both Parts if CAIIB who 22500 35600 have Completed 2 years in the + 360 (PQP) + 300 (PQP) scale as on 01.11.2002 Officers with both Parts of CAIIB who 22500 35600 have Completed 3 years in the scale + 360 (PQP) + 750 (PQP) as on 01.11.2002
Anniversary date of increment where due shall remain unchanged.
295
In case of officers promoted to TEGSS I/TEGSS II on or after 01.11.2002, he/she will be first fitted Provisionally in the erstwhile Grade/Scale of TEGS VII/TEGSS I and thereafter he/she will be fitted In the new scale of TEGSS I/II on the date of promotion as per existing fitment formula on promotion to higher grades.
11.4
Fitment on salary revision with effect from 1.04.1998

SALARY REVISION FOR OFFICERS FROM JMGS I TO SMGS IV Combined Fitment Chart for Officers as on 1.04.1998 --------------------------------------------------Stages Scale I Scale II Scale III ------------------- ------------------- -----------------Old Revised Basic Pay Basic Pay
Scale IV -------------Old Basic Pay Revised Basic Pay
Old Revised Old Revised Basic Pay Basic Pay Basic Pay Basic Pay
-- --------- --------- --------- --------- --------- --------- --------- ------------------------------------1. 4250 7100 6210 9820 8050 12540 8970 13900 2. 4480 7440 6440 10160 8280 12880 9200 14240 3. 4710 7780 6670 10500 8510 13220 9450 14620 4. 4940 8120 6900 10840 8740 13560 9700 15000 5. 5290 8460 7130 11180 8970 13900 9950 15380 6. 5520 8800 7360 11520 9200 14240 10200 15760 7. 5750 9140 7590 11860 9450 14620 10450 16140 8. 5980 9480 7820 12200 9700 15000 9. 6210 9820 8050 12540 9950* 15380 10. 6440 10160 8280 12880 10200** 15760 11. 6670 10500 8510 13220 12. 6900 10840 8740 13560 13. 7130 11180 8970 13900 14. 7360 11520 9200 14240 15. 7590 11860 9450 14620 16. 7820 12200 9700 15000 17. 8050 12540 9950 15380 18. 8280 12880 19. 8510 13220 20. 8740 13560 1* 8970 13900 2* 9200 14240 Note : 1. Officers in Scale III will be eligible for second stagnation increment three years after receiving the first stagnation increment. Fitment shall be on stage to stage basis i.e. on corresponding stages from 1st stage onwards and increments shall fall on the anniversary date as usual.
2.
* Stagnation Increment. ** Stagnation Increment for only those substantively in MMGS III.
296
11.4.1
CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN SCALES V TO VII
Stages Scale V Scale VI Scale VII -------------------------------------------------------------------------------------------------------------Old Scale Revised Old Scale Revised Old Scale Revised Scale Scale Scale -------------------------------------------------------------------------------------------------------------1. 10450 16140 11450 17660 12650 19340 2. 10700 16520 11750 18080 12950 19760 3. 10950 16900 12050 18500 13250 20180 4. 11200 17280 12350 18920 13600 20700 5. 11450 17660 12650 19340 14000 21300 TEGSS I & TEGSS II: Old Scale TEGSS I: TEGSS II: Rs.14,400/- (fixed) Rs.14,800/- (fixed) New Scale Rs.21900-600-22500 Rs.23100-600-23700
Provision of one increment has been made in the new scales. Accordingly, fitment of the officers in the Scales as on 1.4.1998 will be done as under: TEGSS I Officers without CAIIB and have not completed one year in the existing Scale (Officers will draw increment of Rs 600/from the anniversary date of promotion) Officers without CAIIB and have completed one year in the existing Scale Officers with part I of CAIIB and have not completed one year in the existing scale (Officers will draw Rs 120/-* as PQA from the anniversary date of promotion) Officers with part I and has completed one year in the scale Officers with Both Parts of CAIIB and have not completed one year in the existing Scale (Officers will draw Rs 300/-** as PQA from the anniversary date of promotion) Officers with Both Parts of CAIIB and have completed one year in the scale * ** will be revised to Rs 130/- w.e.f. 1.11.1999 will be revised to Rs 340/- w.e.f. 1.11.1999 Rs 21,900/TEGSS II Rs 23,100/-
Rs 22,500/Rs 22,500/-
Rs 23,700/Rs 23,700/-
Rs 22,500/+ Rs 120/- PQA * Rs 22,500/+ Rs 120/- PQA
Rs 23,700/- + Rs 120/ PQA * Rs 23,700/- + Rs 120/ PQA
Rs 22,500/Rs 23,700/- + Rs 300/ + Rs 300/- PQA ** PQA **
297
11.5
PROCEDURE FOR FITMENT OF PAY OF OFFICERS ON PROMOTION FROM ONE SCALE TO ANOTHER HR/69 dt. 15.11.06
1. At the time of fitment of an officer on promotion to the higher scale of pay, the number of increment he would have/had earned i.e., one increment each for passing JAIIB/CAIIB examination, as the case may be, shall be first reduced from the existing pay of the concerned officer prior to his fitment in the higher scale of pay on promotion. If, however, the officer is at the maximum of the scale, the following procedure should be adopted: (i) If the stagnation at the maximum of the scale is less than one year, the officer would not be drawing any Professional Qualification Pay. Then the number of increments i.e. one increment for JAIIB/CAIIB, as the case may be included in his Basic Pay shall be reduced in the existing scale. 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 300/- p.m. In such cases, if he had passed both JAIIB/CAIIB before the date of promotion, then one increment shall be reduced in the existing scale. If, however, such Professional Qualification Pay of Rs 300/- p.m. is for JAIIB only, then no increment need be reduced from the existing scale.
(ii)
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 750/- 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. Thereafter, one increment shall be notionally added in the old scale i.e., the scale from which the officer is being promoted and his pay shall be fixed at the appropriate stage in the higher scale which is equal to or just above it. Where in the pre-promoted scale, the officer has already reached the maximum, the notional increment to be added would be equal to the last increment drawn by him in the pre-promoted scale. The fixation so arrived will be the Basic Pay in the promoted scale as on the date of promotion. 4. After such fitment in the higher scale of pay one or two increments shall be added to the Basic Pay so fixed in respect of JAIIB or of CAIIB, as the case may be. If, however, no increments are available in the scale, or only one increment is available in the scale, after allowing the available increment/s, the officer shall be allowed Professional Qualification Pay in lieu of such remaining increment(s), if any. 5. Normally, where an officer is promoted from one scale to another, the date of his increment shall be the anniversary date in the previous scale of pay. Where however, an officer has reached the maximum in the previous (pre promoted) scale of pay or on promotion gets an increase in the Basic Pay equivalent to two or more increments in the previous (pre-promoted) scale of pay, the date of increment shall be the anniversary date of promotion. However, if the Basic Pay after reduction of JAIIB/CAIIB increments is not at the maximum, then the date of increment shall be the anniversary date of last increment. Provided further, that if an officer who is in Scale I, II or III is promoted to higher scale after reaching the maximum in the previous (pre-promoted) scale of pay but before drawing stagnation
298
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. The fixation of pay on promotion in respect of non-CAIIB officers promoted from one scale to another on or after 1.11.2002 shall be done by referring to Fitment Tables. 7. It shall be noted that in terms of SBIOSR 1992 the Fixed Personal Pay (FPP) together with House Rent Allowance (HRA) which he was drawing shall remain frozen for the entire period of service. Accordingly, in respect of the officers promoted on or after 1.11.2002 with Fixed Personal Pay (FPP), the amount of FPP which they were drawing prior to the date of promotion shall be continued to be paid (without any change in the quantum) even upon fixation of pay in the promoted scale as above. 11.5.1 Granting of Advance Computer Increment/FPP CDO/IR/3087 dt. 14.08.1996 Such officers who were promoted to Scale I, II & III on or after 01.11.1993 and fitted at first stage of pay scale on promotion would be eligible for grant of an increment w.e.f 01.11.1993 or date of promotion whichever is later provided they were in the service on 01.11.993. CDO/P&HRD-PM/52 dt. 16.12.2006 With the introduction of fast track channel in the promotion policy, officers in Scale IV and above are being fitted at the minimum of the next scale on promotion and, therefore, the dispensation given to officers Scale I to III as mentioned above may be extended to officers Scale IV and above also. Thus from the promotion year 2003-04 onwards, officers on promotion to Scale IV and above would be eligible for grant of an additional increment on the date of promotion provided they were in service on 01.11.1993 and are fitted at the minimum of the next scale of promotion. Query: On promotion if an officer gets an increase in the basic pay equivalent to 2 or more increments in the previous scale of pay, his date of next increment shall be anniversary date of promotion. A doubt has arisen as to whether the computer increment being added in the scale on promotion if the fitment is at the lowest of scale should be treated as a normal increment in scale. Reply: Computer Increment being added to the scale of an officer on promotion if the fitment is at the lowest of the stage as mentioned above is a kind of protection given to him, should not treated as an additional increment for fixing the date of his next increment.
299
11.6
FITMENT CHART ON PROMOTION FOR OFFICERS PROMOTED FROM ONE SCALE TO ANOTHER ON OR AFTER 1.11.2002
A.
PROMOTION FROM JMG SCALE I TO MMG SCALE II
Stage No.
Pay in JMG Pay in MMG Date of increment on promotion Scale I Scale II 1. 10000 13820 Anniversary date of promotion to Scale II 2. 10470 13820 -do3. 10940 13820 -do4. 11410 13820 -do5 11880 13820 -do6 12350 13820 -do7 12820 13820 -do8 13320 13820 Anniversary date of increment in Scale I 9 13820 14320 -do10 14320 14880 -do11 14880 15440 -do12 15440 16000 -do13 16000 16560 -do14 16560 17120 -do15 17120 17680 -do16 17680 18240 -do17 18240 18800 -doScale I officers drawing increments in Scale II due to Automatic switchover 18800 19360 19920 19360 19920 20480 Anniversary date of increment in Scale I -doAnniversary date of promotion to Scale II or the due date of first stagnation increment in Scale I whichever is earlier Anniversary date of promotion to Scale II or the due date of first stagnation increment in Scale whichever is earlier Anniversary date of Promotion to Scale II
+1
20480
21040
+2
21040
21660
300
B.
PROMOTION FROM MMG SCALE II TO MMG SCALE III
Stage No.
1 2 3 4 5 6 7 8 9 10 11 12
+1
Pay in Date of increment on promotion MMG Scale III 13820 18240 Anniversary date of promotion to Scale III 14320 18240 -do14880 18240 -do15440 18240 -do16000 18240 -do16560 18240 -do17120 18240 -do17680 18240 Anniversary date of increment in Scale II 18240 18800 -do18800 19360 -do19360 19920 -do19920 20480 -doScale II officers drawing increments in Scale III due to automatic switchover 20480 21040 Anniversary date of increment in Scale II 21040 21660 -do21660 21660 -do22280 22280 Due date of first stagnation increment 22900 22900 Second stagnation increment shall be sanctioned 3 years after receiving of the first stagnation increment
Pay in MMG Scale II
C.
PROMOTION FROM SCALE III TO SCALE IV
Stage No. 1 2 3 4 5 6 7 8
Pay in MMG Scale III 18240 18800 19360 19920 20480 21040 21660 22280
Pay in SMG Scale IV 20480 20480 20480 20480 21040 21660 22280 22900
Date of increment on promotion Anniversary date of promotion to Scale IV -do-doAnniversary date of increment in Scale III -do-do-doAnniversary date of promotion to Scale IV or due date of first stagnation increment in Scale III whichever is earlier Anniversary date of promotion to Scale IV or due date of second stagnation increment in Scale III whichever is earlier Reached maximum
+1
22900
23520
+2
23520
24140
301
D.
PROMOTION FROM SMG SCALE IV TO SMG SCALE V
Stage No. 1 2 3 4 5 6 7
Pay in SMG Scale IV 20480 21040 21660 22280 22900 23520 24140
Pay in SMG Scale V 24140 24140 24140 24140 24140 24140 24760
Date of increment on promotion Anniversary date of promotion to Scale V -do-do-do-doAnniversary date of increment in Scale IV Anniversary date of promotion to Scale V
E.
PROMOTION FROM SMG SCALE V TO TEG SCALE VI
Stage No. 1 2 3 4 5
Pay in SMG Scale V 24140 24760 25380 26000 26620
Pay in TEG Scale VI 26620 26620 26620 26620 27300
Date of increment on promotion Anniversary date of promotion to Scale VI -do-doAnniversary date of increment in Scale V Anniversary date of promotion in Scale VI
F.
PROMOTION FROM TEG SCALE VI TO TEG SCALE VII
Stage No. 1 2 3 4 5
Pay in TEG Scale VI 26620 27300 27980 28660 29340
Pay in TEG Scale VII 29340 29340 29340 29340 30020
Date of increment on promotion Anniversary date of promotion to Scale VII -do-do-do-do-
302
11.7
FITMENT FORMULA ON PROMOTION OF CLERICAL CADRE EMPLOYEES TO OFFICERS' CADRE IN JMG SCALE-I EFFECTIVE FROM 01.11.2002
(1) The basic pay of an employee on promotion to the Junior Management Grade Scale-I shall be determined on the basis of the following table:Basic Pay in the Clerical Cadre 6060 6530 7000 7470 7940 8440 8940 9440 10000 10,560 11120 11680 12650 13210 13770 (including 1st stagnation increment) 14330 (including 2nd stagnation increment) 14890 (including 3rd stagnation increment) 15450 (including 4th stagnation increment) 16010 (including 5th stagnation) 16570 (including 6th stagnation increment) 18,800 18,240 17,680 17,120 16,560 Fitment at corresponding stage in Junior Management Grade Scale-I 10,000 10,000 10,000 10,470 10,470 10,940 11,410 11,880 12,350 12,820 13,320 13,820 14,880 15,440 16,000
303
(2) The Promotee Officer after fitment as above will draw his next increment in the Officers' scale on the anniversary date of his last increment in the clerical cadre and thereafter he will draw his further increments every year on the same date. However, in view of the clubbing of stages in the fitment table, the employees in the lower clubbed stage of clerical scale of pay will get their next increment after promotion on the anniversary date of promotion. (3) Those who are drawing a basic pay in the clerical scale lower than the stage given in the above table, will be fitted at the minimum of the Officers' scale and will draw their next increment on the anniversary date of promotion. (4) Those who were at the maximum of the clerical scale or had earned stagnation increment(s) but had not completed one year after receiving the last increment in the clerical scale, shall on fitment in the Officers' Scale, will get their next increment in the Officers' Scale on the anniversary date of the last increment in the clerical scale. (5) Those who have completed more than one year at basic pay of Rs.13,210/-, Rs.13,770/-, Rs.14,330/-, Rs.14,890/-, Rs.15,450/-, Rs.16,010/- and Rs.16,570/- will be given their next increment immediately on fitment at the corresponding stage in the Officers' scale and will draw their annual increment on the anniversary date of promotion. (6) If an employee has passed CAIIB Part-I/JAIIB or both Parts of Associate Examination (CAIIB) at the time of his promotion to JMGS-I, his notional basic pay will be arrived at after reducing the increments for passing CAIIB from his clerical basic pay. He shall then be fitted in the Officers' scale in accordance with the above table and appropriately one or two increments in the Offices' scale shall be added with basic pay so fixed. The date of increment will be determined on the basis of reduced basic pay in clerical cadre as per clauses (2) to (5) above. This adjustment, however, will not be made if it results in lower fitment.
th
(7) If an employee has passed CAIIB after reaching the 20 stage of the clerical cadre and promoted to Officers' scale subsequently, he shall be granted one increment for Passing CAIIB Part-I/JAIIB and another increment for passing CAIIB Part-II after fitment in Officers' scale as per his clerical stage of pay before promotion. (8) If at any time, the basic pay of an Officer is lower than the basic pay corresponding to his basic pay in the clerical scale on account of increments he would have got in the clerical scale, appropriate adjustment will be made in the Officers' basic pay as per the fitment table. 9.(i) In case of an officer who at the time of promotion is already at the maximum of clerical scale or who notionally would reach the maximum stage of clerical scale thereafter and be eligible for stagnation reliefs (viz. fixed personal allowance, professional qualification/graduation allowance and stagnation increments), if at any time the difference between the basic pay as an officer and the aggregate of clerical basic pay, PQP and FPP, that he would have been actually in receipt of or notionally entitled to, is lower than Rs.2,230/- w.e.f. 01.11.2002 to 30.06.2005 and Rs.2,500/- w.e.f. 01.07.2005, an Adjusting Pay equal to the shortfall shall be paid to him. The Adjusting Pay so arrived on or after 01.11.2002 will be reckoned for DA and superannuation benefits. (ii) Adjusting Pay, where applicable as above will be determined annually on the anniversary date of the annual increment in the officers' scale or when on account of acquiring professional/educational qualification etc., there is a change either in the Basic Pay as officer or notional stagnation relief(s) in the clerical pay. Further, the exercise of re-determination of Adjusting Pay will be done till an officer is notionally in receipt of the last stagnation relief in clerical emoluments or when there is no shortfall as stated above and till Adjusting Pay becomes zero.
304
(iii) Further, in the case of those officers who are promoted to officers JMGS I on or after reaching the maximum or would notionally reach maximum of clerical pay scale and/or on receipt of one or more stagnation relief viz. FPP, PQP and stagnation increments, in addition to the Adjusting Pay worked out as stated above, an amount of Rs.560.00 will be paid as Personal Allowance (which will not qualify for DA, HRA, CCA etc. and superannuation benefits) from the date of promotion or 01.11.2002, whichever is later. This Personal Allowance of Rs.560.00 will be payable till the officer reaches the basic pay of Rs.22,900.00. Thereafter, the Personal Allowance of Rs.560.00 will be tapered off at the rate of 1/2 of the allowance in two installments against future increments. (10) The inter se anomalies, if any, on account of the revised fitment/protection formula would be looked into at case-to-case basis. (11) The fitment formula will be implemented in the Bank in respect of the employees promoted on or after 1.11.2002. The provisions of Adjusting Pay and Personal Allowance will be effective from 01.11.2002.
11.7.1 Fitment Chart on Promotion to JMGS I - Fitment 01.11.2002
Scheme
w.e.f.
Stage of pay promoted from
for nonCAIIB employees
An niv Anniversary for for ers Anniversary date of employees employees ary date of annual annual passed Part passed both increment date of increment I CAIIB only parts CAIIB annual increment
6530 7000 7470 7940 8440 8940 9440 10000 10560 11120 11680
10000 10000 10470 10470 10940 11410 11880 12350 12820 13320 13820
ADOP ADCI ADOP ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADCI
10470 10470 10470 10940 10940 11410 11880 12350 12820 13320 13820
ADOP ADOP ADCI ADOP ADCI ADCI ADCI ADCI ADCI ADCI ADCI
10940 10940 10940 10940 10940 11410 11880 12350 12820 13320 13820
ADOP ADOP ADOP ADOP ADCI ADOP ADCI ADCI ADCI ADCI ADCI
305
12650 13210 13210 13210 13770 13770 13770 14330 14330 14330 14890 14890 14890 15450 15450 15450 16010 16010 16010 16570 16570 16570 16570 16570 + 1yr +2yr +3yr +4yr + 1yr +2yr + 1yr +2yr + 1yr +2yr + 1yr +2yr + 1yr +2yr + 1yr +2yr
14880 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800 18800 18800 19360 19360 19360 19360
ADCI ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADOP ADOP
14880 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800 18800 18800 19360 19360 19360 19920 19920 19920
ADCI ADCI ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADOP
14880 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800 18800 18800 19360 19360 19360 19920 19920 19920 19920
ADCI ADCI ADCI ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADOP ADOP
NOTE : ADOP = Anniversary date of promotion
ADCI = Anniversary date of clerical increment
306
11.7.2
Fitment on Promotion to JMGS I - Fitment Scheme w.e.f. 01.11.1997 (CirDo/P&HRD:37 dated 02.07.2003
The basic pay of an employee on promotion to JMGS-I shall be determined on the basis of following table: Basic pay in Fitment in corresponding stage in Clerical cadre Junior Management Grade Scale I 3020 4420 4740 5060 5380 5720 6060 6400 6780 7160 7540 7920 8600 8980 9360 (including first stagnation increment) 9740 (including second stagnation increments) 10120 (including third stagnation increments) 10500 (including fourth stagnation increments) 10880 (including fifth stagnation increments) 12200 7100 7100 7100 7440 7440 7780 8120 8460 8800 9140 9480 9820 10500 10840 11180
11520
11860
12540
307
11.7.2.1 The chart showing the fitment of employees having different professional qualifications is as under:
Stage of pay promoted from
for nonCAIIB employ ees
Anniversary date of annual increment
for employees passed part-I CAIIB only 7440 7440 7440 7780 7780 8120 8460 8800 9140 9480 9820 10500 10840 11180 11520 11520 11520 11860 11860 11860
For employees passed both parts CAIIB 7780 7780 7780 7780 7780 8120 8460 8800 9140 9480 9820 10500 10840 11180 11180 11520 11860 11860 11860 12200
4420 4740 5060 5380 5720 6060 6400 6780 7160 7540 7920 8600 8980 8980 8980 9360 9360 9360 9740 9740 +1yr + 1yr + 2yr + 1yr + 2yr
7100 7100 7440 7440 7780 8120 8460 8800 9140 9480 9820 10500 10840 11180 11180 11180 11520 11520 11520 11860
ADOP ADCI ADOP ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP
ADOP ADOP ADCI ADOP ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADOP ADOP ADCI ADOP ADOP ADCI
ADOP ADOP ADOP ADOP ADCI ADOP ADCI ADCI ADCI ADCI ADCI ADCI ADCI ADOP ADCI ADCI ADOP ADOP ADCI ADOP
308
9740 10120 10120 10120 10500 10500 10500 10880 10880 10880 10880 10880
+2yr
11860 11860
ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADOP ADOP
12200 12200 12200 12540 12540 12540 12880 12880 12880 13220 13220 13220
ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADOP
12200 12200 12540 12540 12540 12880 12880 12880 13220 13220 13220 13220
ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP ADOP ADCI ADOP
+ 1yr + 2yr
12200 12200 12200
+ 1yr +2 yr
12540 12540 12540
+ 1yr +2yr + 3yr + 4yr Note:
12880 12880 12880 12880
ADOP= Anniversary date of Promotion ADCI= Anniversary date of clerical increment regarding Adjusting Allowance/Fixed Personal Pay
11.7.3
Fitment - Clarification (payable to clerical staff)
For the purpose of calculations of adjusting allowance, total emoluments as shown in Annexure C-1 to C-6, D-1 to D-6, E-1 to E-6 and F-1 to F-6 will have to be computed whenever the variable factors viz. increment, FPP/PQP undergo change notionally. The adjusting allowance which is adjustable against future increments shall be increased, decreased or withdrawn as the case may be. For the purpose of calculation of total emoluments, the increment portion of FPP i.e Rs. 340/- has been considered while calculating total emoluments. 11.7.4 FITMENT ON HIGHER APPOINTMENT THROUGH DIRECT RECRUITMENT
The pay of a service officer, appointed to a higher grade/scale through direct recruitment, should be protected/fixed in the appointed grade/scale in such a manner that he does not draw less than he would have drawn had he been promoted to the appointed grade/scale within the Bank. However, all such cases, where an officer is required to be placed in the pay of the appointed grade/scale at a stage higher than the one on which he would have been placed in the normal course in terms of advertisement, should be referred to the corporate centre. CDO/PM/16/CIR/5 Dt.19.04.2002. 11.8 i) Pendency/initiation of disciplinary proceedings When disciplinary proceedings are pending against an officer, the question of sanction of stagnation increment can be considered on the same basis as is applicable
309
to sanction of normal increment during the pendency of such proceedings. Under extant instructions, sanction of annual increment due to an official can be withheld upto a period of 9 months consequent upon initiation of disciplinary proceedings. The sanction of stagnation increment can also be withheld upto a period of 9 months only consequent upon initiation of disciplinary proceedings. Where the disciplinary case cannot be concluded within this period, stagnation increment due to an official may be sanctioned without prejudice to the result of the disciplinary proceedings as in the case of annual increment. ii) In regard to the question whether the benefit of Professional Qualification Pay for passing CAIIB examination could be made available to the officers against whom disciplinary proceedings have been/are likely to be initiated, it is clarified that Professional Qualification Pay for CAIIB becomes due and payable as soon as the officer completes one year or two years after reaching the maximum of pay scale. Therefore, pendency of disciplinary proceedings does not come in the way of sanction of Professional Qualification Pay like any other allowance. Refusal of promotion Refer Section 11.2.7.3 Where an officer has refused promotion to next higher scale, in principle it will not be in order to consider him for grant of stagnation increment(s); in such cases, stagnation in the existing scale will be self-inflicted and there would be no justification to grant officers concerned stagnation increment(s). However, it has become necessary to keep in abeyance the implementation of the instructions. In cases where the instructions have already been implemented and officers were not given stagnation increment for reasons of their refusal of promotions, they will also have to be given stagnation increments as and when due. However, it should be made clear to them that the grant of the increment will be subject to the result of the Writ Petition No. 6972 of 1988 in Chennai High Court. Officers under suspension Officers who were placed under suspension prior to date of salary revision (i.e.01.11.2002) should not be given the benefit of revised salary for the purpose of calculating subsistence allowance. In other words, the officer placed under suspension prior to 01.11.2002 shall continue to draw subsistence allowance on pre-revised salary only. However, where an officer was placed under suspension on or after 01.11.2002, his / her provisional fitment in the revised scale may be done as on 01.11.2002. Consequently, the subsistence allowance payable to him / her may also be recalculated on the basis thereof and resultant arrears of salary and subsistence allowance, if any, should be paid to him / her. If an officer is under suspension and was in receipt of Professional Qualification Pay or stagnation increment, these will also be included in salary and allowances taken for the purposes of calculating subsistence allowance. But where the officer under suspension was not due for professional qualification allowance or stagnation increment, no such allowance or stagnation increment will be sanctioned during the period of suspension or taken for calculating subsistence allowance. After the proceedings are over, the sanction of such allowance/ increment would depend upon the outcome of the proceedings and how the period of suspension has been treated. 11.11 1. FIXED PERSONAL PAY/ADVANCE INCREMENT PER/30 dt. 28.07.1995 PER/115 dt. 16.02.2000 One advance increment on account of computerisation has been given to all officer employees who were in service as on 1.11.1993 except those promotee officer
11.9 i)
11.10
310
employees who have already received benefit of such an increment by way fitment/adjustment in officers' scale of pay. 2.
of
Officers who are granted an advance increment as above shall draw the Fixed Personal pay one year after reaching the maximum. The FPA comprises increment drawn on the top in the scale, plus D.A thereon as on 1.11.1993 plus HRA payable at the rates mentioned in Section 14.2.1. Officers who are at the maximum of scale of pay or in receipt of stagnation increment(s) as on 1.11.1993 shall draw the Fixed Personal pay as from that date i.e. 1.11.1993. In respect of officer employees who are not provided with Bank's accommodation, the House Rent Allowance component of Fixed Personal pay shall be the increase in quantum of House Rent Allowance drawn by the officer employee concerned when the last increment of the relevant scale of pay as specified in Section 13.1 is earned. The FPP shall continue to be paid as was paid prior to the imposition of penalty of reduction of pay by the disciplinary authority. However, the other variable allowance like DA, CCA, HRA etc. will be paid in relation to the reduced basic pay as per the punishment awarded. Fixed Personal Pay given hereunder together with House Rent Allowance, if any, shall remain frozen for the entire period of service:Increment Component (A) --------Rs. 560 620 680 1000 DA as on 1.11.2002 (B) --------Rs. 23 25 28 41 Total F.P.A payable where Bank's accommodation is provided (C) -----------------Rs. 583 645 708 1041
3. 4.
5.
5.
Note :(i) FPA as indicated in (C) above shall be payable to those officer employees who are provided with Bank's accommodation. (ii) FPA for officers eligible for House Rent Allowance shall be (A) + (B) + House Rent Allowance drawn by the concerned officer employees when the last increment of the relevant scale of pay is earned. (viii) The increment component of Fixed Personal superannuation benefits. 11.12 Query 1 : Employees promoted after 31st August 1989 at a stage where they had reached 20th stage in clerical cadre, prior to 1st November 1987, were not the beneficiary of computer increment on 1st November 1987. As such, the benefit of computer increment is not passed to them. Clarifications Allowance shall rank for
311
Reply : These officers are eligible for grant of computer increment with effect from 1st November 1993 as provided in circular PER:IR:9:95 (Section 13.7). Query 2 : Trainee Officers promoted on or after 1st November 1993 and fitted at minimum basic pay permissible to TOs, if he has completed CAIIB both parts), the benefit of computer increment gets nullified on promotion. Similarly, in case of officers promoted to Scale I, II and III on or after 1st November 1993 and fitted at 1st stage of pay scale on promotion, the benefit of computer increment gets nullified, although they were in service as on 1.11.1993. Reply : As the officers having been fitted at the lowest stage in the pay scale on promotion are being denied the benefit of continuance of computer increment, these officers would be eligible for grant of an increment with effect from 1st November 1993, or date of promotion, whichever is later provided they were in service on 1st November 1993. Query 3 : In terms of salary package effective from 1st November 1992, one advance increment on account of computerisation would be given to all officer employees who were in service as on 1st November 1993 except those promote officers who have already received benefit of such increment by way of fitment / adjustment in officers' scale of pay and further, officers who are granted an advance increment as provided above would draw FPA one year after reaching maximum. A clarification has been sought as to whether the officers who have received the computer increment by way of fitment / adjustment in officers' scale before 1.11.93 would be eligible for payment of FPA one year after reaching maximum. Reply : Such officers would be eligible for FPA one year after reaching maximum in as much as the maximum stage has been reached one year earlier on account of advance computer increment by way of fitment / adjustment. Query 4 : Whether employee promoted to JMGS I before or after 1st November 1987, would be eligible for computer increment as on 1.11.1993. Reply : Employees promoted to JMGS I before or after 1st November 1987, if they are fitted one stage higher on account of notional computer increment in clerical cadre, shall not be eligible for computer increment in officers' scale again on 1st November 1993. Query 5 : Whether employees promoted to JMGS I between 1.11.87 and 31.8.89 if fitted in terms of our Circular No.PER:IR:21:89 dated 25.7.89, if not disturbed, would be eligible for advance increment on account of computerisation w.e.f. 1.11.1993. Reply : Yes, such officers would be eligible computerisation w.e.f. 1.11.93. for advance increment on account of
Query 6 : Whether an officer who has been fitted as per our Circular No.PER:IR:12:92 dated 20.4.92 (revised fitment formula) without taking into consideration notional
312
increment on account of computerisation, would be eligible for computer increment w.e.f. 1.11.1993. Reply : Yes, such officers are eligible for computer increment w.e.f. 1.11.1993. Query 7 : A number of promotee officers (promoted to officers' cadre prior to circulation of fitment scheme in 1992) did not opt for refitment of their salary in terms of the scheme. However, they were paid adjusting allowance without altering their basic pay and thus they did not derive benefit of a computer increment given to award staff as on 1.11.87. Whether such officers will be paid computer increment w.e.f. 1.11.93? Reply : Yes. Such officers will be given benefit of one increment / FPA w.e.f. 1.11.93. Query 8 : Whether such officers who opted for the fitment scheme and were benefited by one stage higher fitment on account of computer increment granted on 1.11.87 will be granted one additional increment as on 1.11.93? Reply : No. They will not be granted additional increment as on 1.11.93. Query 9 : Whether such officers who opted for the fitment scheme and were benefited by way of Adjusting Allowance only and not one stage higher fitment will be paid one additional increment as on 1.11.93? Reply : Yes, they will be granted additional increment/ FPA as on 1.11.93. 11.13 EX-SERVICE OFFICER PENSIONERS JOINING IN OFFICERS CADRE PER&HRD/91 dt. 18.10.2003 Pay fixation of an ex-service officer pensioner on his re-employment will be in accordance with the following: a) The basic pay would be fixed at the minimum of the pay scale of the post in which the ex-service officer is re-employed. b) If the emoluments (excluding HRA, CCA, if any,) of the officer with reference to the minimum of the scale of pay in the Bank fall short of the emoluments (i.e basic pay + DA etc. excluding HRA & CCA) drawn by him at the time of his retirement, his pay on re-employment will be fixed in such a manner that such emoluments are protected. If, however, it does not workout to an exact stage in the pay scale, the pay will be fixed at stage immediately below the stage at which the pre-retirement emoluments are protected. c) After the pay has been arrived at in terms of (a) and (b) above, the total emoluments will be reduced by the total pension after ignoring the first Rs. 1500/-, wherever
313
applicable. The detail instructions for ignoring the pension while fixing pay of re employed pensioner and the amount to be ignored are given in Section 11.9.2. In addition to the pay so fixed as mentioned above, pension and other retirement benefits may be allowed to be drawn subject to the limitation that the re-employment pay plus pension excluding ignorable part of pension of Rs. 1500/-p.m., does not exceed last pay drawn or minimum of the scale of pay of General Manager. 11.13.1 EX-EMERGENCY COMMISSIONED OFFICER/SHORT SERVICE COMMISSIONED OFFICER-JOINING IN OFFICERS CADRE Pay of an ex-ECO/SSCO will be fixed at the minimum of the pay scale. Thereafter, he will be allowed as many increments as the completed years of service he has put in the armed forces subject to the conditions that the total emoluments in the re-employed post do not exceed the total emoluments (PAY+DA+ ADA+IR) he was drawing at the time of his release from the Armed Forces. In case this total exceeds the total emoluments drawn at the time of release from armed forces, the basic pay in the re-employed post will be fixed at such a stage, where the total emoluments would be either equal or just less than the total emoluments he was drawing at the time of his release from the Armed Forces. The benefits of pay fixation will be available to those ex-ECOs/SSCOs who join in Junior Management Grade Scale I (i.e the lowest rank in officers cadre). If the officer is inducted in a higher pay scale as compared to the lowest pay scale applicable to officers in the Bank, it may ensured that he gets at least the benefit in pay which would have accrued to him by giving him the weightage of the number of years of service put in as ECO/SSCO with reference to the minimum of the lowest scale. ECO/SSCOs during the pre-commissioned training period are neither given the rank of commissioned officer nor they are allowed the scale of pay. Therefore the period spent on pre-commissioned training by ECOs/SSCOs cannot be taken into account for the purpose of pay fixation on their re-employment. 11.13.2 FIXATION OF PAY OF RE-EMPLOYED PENSIONER In the case of persons retiring before attaining the age of 55 years and who are re employed, pension (including pension equivalent of gratuity and other forms of retirement benefits) shall be ignored for initial pay fixation to the following extent: i) In the case of Ex-servicemen who held post below Commissioned Officer rank in the Defence Forces and in the case of civilians who held posts below Group A posts at the time of their retirement, the entire pension and pension equivalent to retirement benefits shall be ignored. In the case of service officers belonging to the Defence Forces and Civilian pensioners who held Group A posts at the time of their retirement, the first Rs. 1500/- of the pension and pension equivalent of retirement benefits shall be ignored.
ii)
314
11.13.3
ITEMS OF EMOLUMENTS ADMISSIBLE IN THE DEFENCE SERVICE WHICH WILL CONSTITUTE THE PRE-RETIREMENT PAY i) Army 1) 2) 3) 4) Pay (including deferred pay) and rank pay Increments of pay for length of service Classification pay Good Service/Conduct Pay
Note: Rank Pay forms part of pre-retirement pay in respect of all Ex-Service Officers including SSCOs who retired on or after 01.01.1986 (in the revised scale) from Armed Forces. However, in respect of those who retired/or were released before 01.01.1986, the Rank Pay drawn by them would not be taken into account for fixation of pay on their re-employment in public sector banks. ii) Navy 1) 2) 3) 4) Note: a) Sub Marine Pay admissible to officers and sailors for Indian Navy may be reckoned towards pre-retirement pay in respect of officers/sailors who retired/or were released from Indian navy prior to 01.01.1986. b) In respect of officers/sailors who retired or were released from Indian Navy on or after 01.01.1986 Sub-marine pay as well as other elements of pay which are not reckoned for determining pension will not count towards pre-retirement pay. iii) Air Force 1) 2) 3) 4) Pay (including deferred pay) Badge Pay Classification Pay Good Service/Conduct Pay Pay (including deferred pay) Good Service/Conduct Pay Higher Pt. II-Qualification Pay Classification pay
315
ANNEXURE C1 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Non Graduate Period: From 01.11.2002 to 30.06.2005
Non CAIIB
Basic Pay in Clerical Pay Scale at the time of promotion
FPP
PQP
Differ Total ential
Fitment in officer scale as per Annexure II
Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 0 0 750 190 190 750 190 190 750 190 190 750 190
Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
1 13210 13210 13210 13770 13770 13770 14330 14330 14330 14890 14890 14890 15450 15450 + 1 Year + 1 Year +2 Years + 1 Year +2 Years + 1 Year +2 Years + 1 Year +2 Years
4 2230
5 15440 15535 15630 16750 16750 16750 17310 17310 17310 17870 17870 17870 18430 18430
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750 750
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
316
15450 16010 16010 16010 16570 16570 16570
+2 Years
750 750
2230 2230 2230 2230 2230 2230 2230
18430 18990 18990 18990 19550 19550 19550
18240 18240 18800 18800 18800 19360 19360
190 750 190 190 750 190 190
560 560 560 560 560 560 560
+ 1 Year +2 Years
750 750 750
+ 1 Year +2 Years
750 750
317
ANNEXURE C2 Appointed in the Bank: Educational/Professional Qualification: Before 01.01.1980 Non Graduate CAIIB Part I Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 0 0 390 390 0 390 390 0 390 390 0 390 390 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
Basic Pay in Clerical Pay Scale at the FPP Time of promotion
PQP
Differ ential
Total
4 2230
5 15440 15735 15830 16950 16950 16950 17510 17510 17510 18070 18070 18070 18630 18630
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750 750
200 200 200 200 200 200 200 200 200 200 200 200 200
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
318
15450 16010 16010 16010 16570 16570 16570
+2 Years
750 750
200 200 200 200 200 200 200
2230 2230 2230 2230 2230 2230 2230
18630 19190 19190 19190 19750 19750 19750
18800 18800 18800 19360 19360 19360 19920
0 390 390 0 390 390 0
560 560 560 560 560 560 560
+ 1 Year +2 Years
750 750 750
+ 1 Year +2 Years
750 750
319
ANNEXURE C3 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Non-Graduate CAIIB Both Parts Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 0 0 790 230 230 790 230 230 790 230 230 790 230 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
Basic Pay in Clerical Pay Scale at the FPP time of promotion
PQP
Differ ential
Total
4 2230
5 15440 15735 16030 17350 17350 17350 17910 17910 17910 18470 18470 18470 19030 19030
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750 750
200 400 600 600 600 600 600 600 600 600 600 600 600
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
320
15450 16010 16010 16010 16570 16570 16570
+2 Years
750 750
600 600 600 600 600 600 600
2230 2230 2230 2230 2230 2230 2230
19030 19590 19590 19590 20150 20150 20150
18800 18800 19360 19360 19360 19920 19920
230 790 230 230 790 230 230
560 560 560 560 560 560 560
+ 1 Year +2 Years
750 750 750
+ 1 Year +2 Years
750 750
321
ANNEXURE C4 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Graduate Non-CAIIB Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 0 30 1150 590 590 1150 590 590 1150 590 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
1 13210 13210 13210 13770 13770 13770 14330 14330 14330 14890 14890 14890 + 1 Year +2 Years + 1 Year +2 Years + 1 Year +2 Years + 1 Year +2 Years
4 2230
5 15440 15735 16030 17150 17150 17150 17710 17710 17710 18270 18270
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680
8 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750
200 400 400 400 400 400 400 400 400 400
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
400
2230 18270
17680
590
560
322
15450 15450 15450 16010 16010 16010 16570 16570 16570
750 + 1 Year 750 +2 Years 750 750 + 1 Year 750 +2 Years 750 750 + 1 Year 750 +2 Years 750
400 400 400 400 400 400 400 400 400
2230 18830 2230 18830 2230 18830 2230 19390 2230 19390 2230 19390 2230 19950 2230 19950 2230 19950
17680 18240 18240 18240 18800 18800 18800 19360 19360
1150 590 590 1150 590 590 1150 590 590
560 560 560 560 560 560 560 560 560
323
ANNEXURE C5 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Graduate CAIIB Part I Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 0 0 790 790 230 790 790 230 790 790 230 790 790 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
Basic Pay in Clerical FPP Pay Scale at the time of promotion
PQP
Differ ential
Total
1 13210 13210 + 1 Year 13210 +2 Years 13770 13770 + 1 Year 13770 +2 Years 14330 14330 + 1 Year 14330 +2 Years 14890 14890 + 1 Year 14890 +2 Years 15450 15450 + 1 Year
4 2230
5 15440 15735 16030 17350 17350 17350 17910 17910 17910 18470 18470 18470 19030 19030
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750 750
200 400 600 600 600 600 600 600 600 600 600 600 600
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
324
15450 +2 Years 16010
750 750
600 600
2230 2230
19030 19590
18800 18800
230 790
560 560
16010 + 1 Year 16010 16570 16570 + 1 Year 16570 +2 Years +2 Years
750 750 750 750 750
600 600 600 600 600
2230 19590 2230 19590 2230 20150 2230 20150 2230 20150
18800 19360 19360 19360 19920
790 230 790 790 230
560 560 560 560 560
325
ANNEXURE C6 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Graduate CAIIB Both Parts Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 0 0 790 425 625 1185 625 625 1185 625 625 1185 625 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2230
5 15440 15735 16030 17350 17545 17745 18305 18305 18305 18865 18865 18865 19425 19425
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750 750
200 400 600 795 995 995 995 995 995 995 995 995 995
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
326
15450 +2 Years 16010 16010 + 1 Year 16010 +2 Years 16570 16570 + 1 Year 16570 +2 Years
750 750 750 750 750 750 750
995 995 995 995 995 995 995
2230 2230 2230 2230 2230 2230 2230
19425 19985 19985 19985 20545 20545 20545
18800 18800 19360 19360 19360 19920 19920
625 1185 625 625 1185 625 625
560 560 560 560 560 560 560
327
ANNEXURE D1 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Non Graduate Non CAIIB Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 0 0 1020 460 460 1020 460 460 1020 460 460 1020 460 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2500
5 15710 15805 15900 17020 17020 17020 17580 17580 17580 18140 18140 18140 18700 18700
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750 750
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
328
750 750 750 750 750 750 750
2500 2500 2500 2500 2500 2500 2500
18700 19260 19260 19260 19820 19820 19820
18240 18240 18800 18800 18800 19360 19360
460 1020 460 460 1020 460 460
560 560 560 560 560 560 560
329
ANNEXURE D2 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Non Graduate CAIIB Part I Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 5 0 660 660 100 660 660 100 660 660 100 660 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
1 13210 13210 + 1 Year 13210 +2 Years 13770 13770 + 1 Year 13770 +2 Years 14330 14330 + 1 Year 14330 +2 Years 14890 14890 + 1 Year 14890 +2 Years 15450
4 2500
5 15710 16005 16100 17220 17220 17220 17780 17780 17780 18340 18340 18340 18900
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750
200 200 200 200 200 200 200 200 200 200 200 200
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
330
15450 + 1 Year 15450 +2 Years 16010 16010 + 1 Year 16010 +2 Years 16570 16570 + 1 Year 16570 +2 Years
750 750 750 750 750 750 750 750
200 200 200 200 200 200 200 200
2500 18900 2500 18900 2500 19460 2500 19460 2500 19460 2500 20020 2500 20020 2500 20020
18240 18800 18800 18800 19360 19360 19360 19920
660 100 660 660 100 660 660 100
560 560 560 560 560 560 560 560
331
ANNEXURE D3 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Non-Graduate CAIIB Both Parts Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 5 0 1060 500 500 1060 500 500 1060 500 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
1 13210 13210 + 1 Year 13210 +2 Years 13770 13770 + 1 Year 13770 +2 Years 14330 14330 + 1 Year 14330 +2 Years 14890 14890 + 1 Year
4 2500
5 15710 16005 16300 17620 17620 17620 18180 18180 18180 18740 18740
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750
200 400 600 600 600 600 600 600 600 600
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
332
14890 +2 Years 15450 15450 + 1 Year 15450 +2 Years 16010 16010 + 1 Year 16010 +2 Years 16570 16570 + 1 Year 16570 +2 Years
750 750 750 750 750 750 750 750 750 750
600 600 600 600 600 600 600 600 600 600
2500 18740 2500 19300 2500 19300 2500 19300 2500 19860 2500 19860 2500 19860 2500 20420 2500 20420 2500 20420
18240 18240 18800 18800 18800 19360 19360 19360 19920 19920
500 1060 500 500 1060 500 500 1060 500 500
560 560 560 560 560 560 560 560 560 560
333
ANNEXURE D4 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Graduate Non-CAIIB Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 5 300 1420 860 860 1420 860 860 1420 860 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2500
5 15710 16005 16300 17420 17420 17420 17980 17980 17980 18540 18540
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680
8 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750
200 400 400 400 400 400 400 400 400 400
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
334
750 750 750 750 750 750 750 750 750 750
400 400 400 400 400 400 400 400 400 400
2500 18540 2500 19100 2500 19100 2500 19100 2500 19660 2500 19660 2500 19660 2500 20220 2500 20220 2500 20220
17680 17680 18240 18240 18240 18800 18800 18800 19360 19360
860 1420 860 860 1420 860 860 1420 860 860
560 560 560 560 560 560 560 560 560 560
335
ANNEXURE D5 Appointed in the Bank: Before 01.01.1980 Educational/Professio nal Qualification: Graduate CAIIB Part I Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 5 0 1060 1060 500 1060 1060 500 1060 1060 500 1060 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
1 13210 13210 + 1 Year 13210 +2 Years 13770 13770 + 1 Year 13770 +2 Years 14330 14330 + 1 Year 14330 +2 Years 14890 14890 + 1 Year 14890 +2 Years 15450
4 2500
5 15710 16005 16300 17620 17620 17620 18180 18180 18180 18740 18740 18740 19300
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560
95 190 750 750 750 750 750 750 750 750 750 750
200 400 600 600 600 600 600 600 600 600 600 600
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
336
15450 + 1 Year 15450 +2 Years 16010 16010 + 1 Year 16010 +2 Years 16570 16570 + 1 Year 16570 +2 Years
750 750 750 750 750 750 750 750
600 600 600 600 600 600 600 600
2500 2500 2500 2500 2500 2500 2500 2500
19300 19300 19860 19860 19860 20420 20420 20420
18240 18800 18800 18800 19360 19360 19360 19920
1060 500 1060 1060 500 1060 1060 500
560 560 560 560 560 560 560 560
337
ANNEXURE D6 Appointed in the Bank: Educational/Professio nal Qualification:
Before 01.01.1980 Graduate CAIIB Both Parts
Period:
01.07.2005 onwards
Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800
7 = 5-6 270 5 0 1060 695 895 1455 895 895 1455 895 895 1455 895
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
2500 15710 95 190 750 750 750 750 750 750 750 750 750 750 750 200 400 600 795 995 995 995 995 995 995 995 995 995 2500 16005 2500 16300 2500 17620 2500 17815 2500 18015 2500 18575 2500 18575 2500 18575 2500 19135 2500 19135 2500 19135 2500 19695 2500 19695
338
750 750 750 750 750 750 750
995 995 995 995 995 995 995
2500 19695 2500 20255 2500 20255 2500 20255 2500 20815 2500 20815 2500 20815
18800 18800 19360 19360 19360 19920 19920
895 1455 895 895 1455 895 895
560 560 560 560 560 560 560
339
ANNEXURE E 1 Appointed in the Bank: On or after 01.01.1980 Educational/Profession al Qualification: Non Graduate Non CAIIB Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 0 0 560 0 0 560 0 0 560 0 0 560 0 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2230
5 15440 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
340
560 560 560 560 560 560 560
2230 2230 2230 2230 2230 2230 2230
18240 18800 18800 18800 19360 19360 19360
18240 18240 18800 18800 18800 19360 19360
0 560 0 0 560 0 0
560 560 560 560 560 560 560
341
ANNEXURE E 2 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Non Graduate CAIIB Part I Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 200 0 200 200 0 200 200 0 200 200 0 200 200 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2230
5 15440 16200 16200 16760 16760 16760 17320 17320 17320 17880 17880 17880 18440 18440
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 200 200 200 200 200 200 200 200 200 200 200 200
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
342
560 560 560 560 560 560 560
200 200 200 200 200 200 200
2230 2230 2230 2230 2230 2230 2230
18440 19000 19000 19000 19560 19560 19560
18800 18800 18800 19360 19360 19360 19920
0 200 200 0 200 200 0
560 560 560 560 560 560 560
343
ANNEXURE E 3 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Non-Graduate CAIIB Both Parts Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 200 0 600 40 40 600 40 40 600 40 40 600 40 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ Total ential
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
2230 15440 560 560 560 560 560 560 560 560 560 560 560 560 560 200 400 600 600 600 600 600 600 600 600 600 600 600 2230 16200 2230 16400 2230 17160 2230 17160 2230 17160 2230 17720 2230 17720 2230 17720 2230 18280 2230 18280 2230 18280 2230 18840 2230 18840
344
560 560 560 560 560 560 560
600 600 600 600 600 600 600
2230 18840 2230 19400 2230 19400 2230 19400 2230 19960 2230 19960 2230 19960
18800 18800 19360 19360 19360 19920 19920
40 600 40 40 600 40 40
560 560 560 560 560 560 560
345
ANNEXURE E 4 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Graduate Non-CAIIB Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 200 400 960 400 400 960 400 400 960 400 400 960 400 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2230
5 15440 16200 16400 16960 16960 16960 17520 17520 17520 18080 18080 18080 18640 18640
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 400 400 400 400 400 400 400 400 400 400 400 400
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
346
560 560 560 560 560 560 560
400 400 400 400 400 400 400
2230 2230 2230 2230 2230 2230 2230
18640 19200 19200 19200 19760 19760 19760
18240 18240 18800 18800 18800 19360 19360
400 960 400 400 960 400 400
560 560 560 560 560 560 560
347
ANNEXURE E 5 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Graduate CAIIB Part I Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 200 0 600 600 40 600 600 40 600 600 40 600 600 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2230
5 15440 16200 16400 17160 17160 17160 17720 17720 17720 18280 18280 18280 18840 18840
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 400 600 600 600 600 600 600 600 600 600 600 600
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
348
560 560 560 560 560 560 560
600 600 600 600 600 600 600
2230 2230 2230 2230 2230 2230 2230
18840 19400 19400 19400 19960 19960 19960
18800 18800 18800 19360 19360 19360 19920
40 600 600 40 600 600 40
560 560 560 560 560 560 560
349
ANNEXURE E 6 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Graduate CAIIB Both Parts Period: From 01.11.2002 to 30.06.2005 Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 0 200 0 600 235 435 995 435 435 995 435 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2230
5 15440 16200 16400 17160 17355 17555 18115 18115 18115 18675 18675
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560
200 400 600 795 995 995 995 995 995 995
2230 2230 2230 2230 2230 2230 2230 2230 2230 2230
350
560 560 560 560 560 560 560 560 560 560
995 995 995 995 995 995 995 995 995 995
2230 18675 2230 19235 2230 19235 2230 19235 2230 19795 2230 19795 2230 19795 2230 20355 2230 20355 2230 20355
18240 18240 18800 18800 18800 19360 19360 19360 19920 19920
435 995 435 435 995 435 435 995 435 435
560 560 560 560 560 560 560 560 560 560
351
ANNEXURE F 1 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Non Graduate Non CAIIB Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 270 270 830 270 270 830 270 270 830 270 270 830 270 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2500
5 15710 16270 16270 16830 16830 16830 17390 17390 17390 17950 17950 17950 18510 18510
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
352
560 560 560 560 560 560 560
2500 2500 2500 2500 2500 2500 2500
18510 19070 19070 19070 19630 19630 19630
18240 18240 18800 18800 18800 19360 19360
270 830 270 270 830 270 270
560 560 560 560 560 560 560
353
ANNEXURE F 2 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Non Graduate CAIIB Part I Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 470 0 470 470 0 470 470 0 470 470 0 470 470 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2500
5 15710 16470 16470 17030 17030 17030 17590 17590 17590 18150 18150 18150 18710 18710
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 200 200 200 200 200 200 200 200 200 200 200 200
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
354
560 560 560 560 560 560 560
200 200 200 200 200 200 200
2500 2500 2500 2500 2500 2500 2500
18710 19270 19270 19270 19830 19830 19830
18800 18800 18800 19360 19360 19360 19920
0 470 470 0 470 470 0
560 560 560 560 560 560 560
355
ANNEXURE F 3 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Non-Graduate CAIIB Both Parts Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 470 110 870 310 310 870 310 310 870 310 310 870 310 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
Basic Pay in Clerical Pay Scale at the time of promotion
FPP
PQP
Differ ential
Total
4 2500
5 15710 16470 16670 17430 17430 17430 17990 17990 17990 18550 18550 18550 19110 19110
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 400 600 600 600 600 600 600 600 600 600 600 600
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
356
560 560 560 560 560 560 560
600 600 600 600 600 600 600
2500 2500 2500 2500 2500 2500 2500
19110 19670 19670 19670 20230 20230 20230
18800 18800 19360 19360 19360 19920 19920
310 870 310 310 870 310 310
560 560 560 560 560 560 560
357
ANNEXURE F 4 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Graduate Non-CAIIB Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 470 670 1230 670 670 1230 670 670 1230 670 670 1230 670 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2500
5 15710 16470 16670 17230 17230 17230 17790 17790 17790 18350 18350 18350 18910 18910
6 15440 16000 16000 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 400 400 400 400 400 400 400 400 400 400 400 400
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
358
560 560 560 560 560 560 560
400 400 400 400 400 400 400
2500 2500 2500 2500 2500 2500 2500
18910 19470 19470 19470 20030 20030 20030
18240 18240 18800 18800 18800 19360 19360
670 1230 670 670 1230 670 670
560 560 560 560 560 560 560
359
ANNEXURE F 5 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Graduate CAIIB Part I Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 470 110 870 870 310 870 870 310 870 870 310 870 870 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ Total ential
4 2500
5 15710 16470 16670 17430 17430 17430 17990 17990 17990 18550 18550 18550 19110 19110
6 15440 16000 16560 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 400 600 600 600 600 600 600 600 600 600 600 600
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
360
560 560 560 560 560 560 560
600 600 600 600 600 600 600
2500 2500 2500 2500 2500 2500 2500
19110 19670 19670 19670 20230 20230 20230
18800 18800 18800 19360 19360 19360 19920
310 870 870 310 870 870 310
560 560 560 560 560 560 560
361
ANNEXURE F 6 Appointed in the Bank: On or after 01.01.1980 Educational/Professio nal Qualification: Graduate CAIIB Both Parts Period: 01.07.2005 onwards Fitment in officer scale as per Annexure II Adjusting Pay qualifying for D.A. & Superannuation benefits 7 = 5-6 270 470 110 870 505 705 1265 705 705 1265 705 705 1265 705 Personal Allowance not qualifying for D.A., HRA, CCA & Superannuation benefits etc.
PQP
Differ ential
Total
4 2500
5 15710 16470 16670 17430 17625 17825 18385 18385 18385 18945 18945 18945 19505 19505
6 15440 16000 16560 16560 17120 17120 17120 17680 17680 17680 18240 18240 18240 18800
8 560 560 560 560 560 560 560 560 560 560 560 560 560 560
560 560 560 560 560 560 560 560 560 560 560 560 560
200 400 600 795 995 995 995 995 995 995 995 995 995
2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500 2500
362
560 560 560 560 560 560 560
995 995 995 995 995 995 995
2500 2500 2500 2500 2500 2500 2500
19505 20065 20065 20065 20625 20625 20625
18800 18800 19360 19360 19360 19920 19920
705 1265 705 705 1265 705 705
560 560 560 560 560 560 560
363
Annexure 11.1
GRADING SHEET
(A) 1. 2. 3. 4 (I) (ii)
Fitment on promotion to JMGS I on or after 01.11.2002 1. Name : 2. Date of joining the Bank : 3. Date of promotion to JMGS I : Educational Qualifications: Position regarding Associate Examinations: Part I passed on: (CAIIB)Part II passed on:
5. 6(I)
Date of annual increment in clerical cadre: Basic pay promotion: drawn immediately before
(ii) (iii)
The date of reaching maximum stage of clerical pay scale: The position regarding FPP receipt of Professional Qualification Pay, Fixed Personal Pay (indicate : amount and date) : Amount Date .. ..
PQP
7) Fitment in the officers scale (As per Annexure II) (a) (b) Basic Pay as Officer Rs. _________ Date of Annual increment in officer Scale : ________________
(B) Determination of Adjusting Pay: (On account of an officer who at the time of promotion was already at the maximum of clerical scale or who notionally would have reached the maximum stage of clerical scale thereafter.) Adjusting Pay payable on date of promotion: Rs (To be reckoned only for DA and superannuation benefits)(Adjusting Allowance, if any, already
th
paid in terms of our letter No.CDO/IR/SPL/127 dated 10 adjusted/recovered as the case may be.) (C)
June 2003 should be
Personal Allowance: Rs.560/-(will not qualify for DA, HRA, CCA, etc. and Superannuation Benefits) (The Personal allowance will be payable in case of an officer
364
promoted on or after reaching maximum or would notionally reach maximum of clerical pay scale. The allowance will be payable till the officer reaches Basic Pay of Rs.22, 900/and thereafter will be tapered off at the rate of 1/2 of the allowance in two installments against future increments.) Manager (HR)/Departmental Head
SANCTIONED State Bank of India, Sanctioning-Authority
365
Annexure 11.2
FITMENT SHEET (FOR PROMOTION ON OR AFTER 01.07.1989) NAME OF THE OFFICER: 1. 2. 3. 4. 5. 6. 7. Promotion from SMG/MMG Scale_____________as on Date of increment in the previous scale Reached maximum in previous scale on Position regarding CAIIB Basic Pay as on date promotion to Less: Increments for CAIIB/JAIIB/ Notional Basic Pay on the date of promotion (without weightage of CAIIB/JAIIB increments : : : : Rs. : : Basic_______PQP_______FPA_______ i.e____________ On
6. 9.
Add: 1 Notional Increment on promotion : to (SMGS/MMGS) Corresponding scale in the promoted scale (SMGS/MMGS) Add: Increment of CAIIB/JAIIB Effective Basic pay on promotion to SMGS/MMGS on 01.11________ Date of next increment/PQP :
10. 11. 15.
: :
DATE:
SANCTIONING AUTHORITY
366
ANNEXURE-11.3 FITMENT FOR PAY FIXATION OF EX-SERVICEMEN/EX-ECOS/SSCOS RE-EMPLOYED IN PUBLIC SECTOR BANKS ON OR AFTER 01.11.1997 IN CASE OF AWARD STAFF AND ON OR AFTER 01.01.1998 IN CASE OF SUPERVISING STAFF 1. 2. 3. 4. 5. Name of the officer/ex-employee Present Designation in the Bank Date of Birth Age as on date of joining the Banks service Retired from armed forces/Defence services (to be verified from the release certificate) a) as : b) on : c) Total defence service: _______yrs_________months (excluding the period of pre-commissioned training period in case of commissioned officers) : : : :
6. 7. 8.
Joined the Bank on Age as on date of joining Banks service Last pay drawn in Defence service (as per certificate) a) b) c) d) e) f) g) Basic Pay Dearness Allowance Rank Pay Classification pay Good service/conduct pay Higher Pt. II qualification pay Badge pay
: :
9. 10.
Corresponding Basic pay in supervising cadre/clerical grade in the Bank Less: Ignorable pension (where applicable) Amount to be deducted from pay + D.A payable in Bank Pay + D.A payable in Bank Minimum Basic pay of GM (Sc. VII in Bank
: : : : :
367
11.
Revised basic pay of employee/ Officer (ex-servicemen/ex-ECOs/SSCO) Revised Basic Pay structure:
12.
Rs. Rs. Rs.
w.e.f w.e.f w.e.f
Particulars scrutinized and fixation recommended for approval as above
Branch Manager Fitment as proposed above, approved.
STATE BANK OF INDIA ___________DEPT. DATE:
Controller/Head of Deptt.
368
CHAPTER 12 PENSION, PROVIDENT FUND & GRATUITY 12. 12.1 PENSION Pensionable Service Employees who have completed a minimum of 10 years of pensionable service at the time they attain the age of superannuation shall be eligible for pension, effective from 1.11.1993. Consequently, the employees who were in service as on 01.11.1993 and not over 48 years of age are now eligible to become members of the pension scheme, in lieu of service gratuity. They are now required to submit a fresh option. Employees who have retired on or after 01.11.1993 and retired on superannuation and completed 10 years of service at the age of 58 years are allowed to submit a fresh option for pension. They are required to surrender the amount they have received as service gratuity in excess of Statutory Gratuity with interest at the rate earned by the SBI Employees Pension Fund from time to time, which is the same rate as applicable to provident fund account from time to time. 12.1.1 Membership Clarification: i) The officers appointed on contract basis as Technical Officer, Engineer and Rural Development Officer and subsequently absorbed as regular officer in continuous service of the Bank are also eligible from the date specified in the terms and conditions of his appointment (Corp.Centre Circular No./PA/CIR/15 dt. 11.06.1994) All the Banks permanent full time and part-time Medical Officers with effect from the date of their permanent appointment as such, subject to their fulfilling other terms and conditions of the Pension Fund Rules such as age, etc on the date of joining are eligible to become members of the State Bank of India Employees Fund (Corp.Centre Circular/PA/CIR/15 dt. 11.06.1994)
ii)
12.1.2
Service conditions for payment of pension A member of the State Bank of India Employees Pension Fund shall be entitled for pension under Rule 22(i) while retiring from the Banks service:a) b) After having completed 20 years pensionable service provided that he has attained the age of 50 years; or If he is in the service of the Bank on or after 01.11.1993 after having completed 10 years pensionable service provided that he has attained 58 years of age. Further, if he is in the service of the Bank on or after 22.05.1998, after having completed 10 years pensionable service provided that he has attained the age of 60 years(Corp.Centre Memo No./CDO/PM/16/M/246 dt. 19.07.2001 & Corp.Centre Circular No./CDO/PM/16/CIR/51 dt. 08.11.2001. After having completed 20 years pensionable service irrespective of age he shall have attained, if he shall satisfy the Authority Competent to sanction his
c)
369
retirement by approved medical certificate or otherwise that he is incapacitated for further active service, d) After having completed 20 years pensionable service, irrespective of the age he shall have attained at his request in writing if accepted by the Competent Authority w.e.f 20.09.1986 (Corp. Centre Circular No./PA/CIR/140 dt. 20.09.2006) After 25 years pensionable service. A member who has attained the age of 55 years or who shall be proved to the satisfaction of the authority empowered to sanction his retirement to be permanently incapacitated by bodily or mental infirmity from further active service, and not as a result of irregular or intemperate habits, may, at the discretion of the Trustees, be granted a proportionate pension.
e) f)
12.1.3 Pensionable Service a) No period of leave granted without leave salary or absence without leave shall count as pensionable service. The period of suspension shall count as pensionable service only to such extent as the authority which reinstates him declares it to be pensionable at the time of reinstatement or the authority which sanctions his retirement declares it to be so as at the time of according the sanction. b) A clerk selected as probationary officers is required to resign from the Banks service and join afresh as Probationary Officer. However, his past service in the Bank in the clerical cadre is being reckoned for all benefits except for seniority. c) With effect from 01.11.1993 service rendered by an employee from the date of his admission to the fund up to the date of retirement shall be reckoned as service for pension. 12.1.4 Removal from service To become eligible for sanction of pension, the removed employee should have completed 20 years pensionable service with 50 years of age or 25 years of pensionable service irrespective of age. If the removed employee does not fulfill any one of these criteria he will not eligible for pension (Rule 22(i)(a) and 22(i)(d) of SBI Employees Pension Fund Rules. 12.1.5 Payment of pension to ex-servicemen employees In terms of extant instructions, ex-servicemen continue to draw defence pension after their re-employment in the Bank. These re-employed ex-servicemen are not entitled for count in their military service as qualifying service for the purpose of calculation of pension in the Bank. These re-employed ex-servicemen may be admitted to the Pension Fund, if eligible, as per SBI Employees Pension Fund Rules. They will be eligible to draw defence as well as Banks pension for their service with the Bank. No separate ceiling on pension, which may be drawn by them, has been prescribed (Corp. Centre letter No./CDO/PM/16/24146 dt. 14.03.2000). 12.1.6 Pension Ceiling & Components of Pension
370
(i)
The employees/officers of SBI who retire or retired while in service or otherwise cease to be in employment on or after 1st May 2005, the pension would be determined with reference to the pay scales effective from 1.11.2002 as under:
LHO/CIRDO/PPG/03 dt. 16.10.2006
(a) Employees/Officers having pensionable pay upto Rs 21,040/- + Professional Qualification Pay, if any (b) Employees/Officers having pensionable pay exceeding (a) above
50% of the average pay of last 12 months
40% of the average pay of last 12 months, subject to a minimum of Rs 10,520/- plus half of PQP, if any.
12.1.7 Components of Pensionable Pay Basic Pay(incl. Stagnation increment) + Incremental component of FPP + PQP
(ii)
The pension of the retirees for the period from 1.11.2002 to 30.4.2005 will also be revised w.e.f. 01.05.2005 on the same basis as stated above but no arrears of pension and commuted value of pension is payable on account of such re-fixation of Pension prior to 1.5.2005. However, arrears in pension payable w.e.f. 1.5.2005 onwards shall be released. Two examples of calculations of pension for the retirees on or after 01.11.2002 are given hereunder to explain the calculation of revised pension.
PENSION CALCULATION
EXAMPLE 1: 1. 2. 3. 4. 5. 6. 7. Name of the employee: Date of birth Age as on 30.09.2006 Date of joining service as PO on Date from which service counts for pension Length of pensionable service Date of retirement under Exit Option Date from which pension due Substantive salary at the time of retirement (Basic pay+ eligible allowance) as defined in Rule (2) OF SBI Employees Pension Fund X 14.03.1959 47 yrs 06 months 16 days 14.12.1981 14.12.1981 24 years 09 months 16 days 297 months 30.09.2006 01.10.2006 Basic: PQP:
8.
Rs. 24140/Rs. 300/-
371
Rules and as decided by various Bipartite Settlement and Joint Notes. This is also called pensionable pay. This is different for officers and award staff.
Incr. Nil
Total
Comp.
of
FPP:
Rs. 24440/-
Monthly substantive salary drawn during the last 12 months pensionable service: Month & Year Oct.05 Nov.05 Dec.05 Jan.06 Feb.06 Mar.06 April 06 May 06 June 06 July 06 Aug.06 Sep.06 Basic 24140 24140 24140 24140 24140 24140 24140 24140 24140 24140 24140 24140 Increm. FPP Nil Nil Nil Nil Nil Nil Nil Nil Nil Nil Nil Nil PQP 300 300 300 300 300 300 300 300 300 300 300 300 GROSS: Personal Allowance Spl. Allow. Special Pay CCA TOTAL 24440 24440 24440 24440 24440 24440 24440 24440 24440 24440 24440 24440 293280
1.
Average substantive salary for the last 12 months pensionable service: Rs. 293280 ---------------- = Rs. 24440/12
2.
Pension admissible: (a) Pension admissible as per Rule 23(1) of SBI Employees Pension Fund Rules: Average substantive salary * length of pensionable service in months 60 * 12 Rs. 24440 * 24 yrs 9 months (297month) _____________ = 60 * 12 = 10081.50 (b) say Rs. 10082/- .(A) 720 7258680 ________
(i) 40% of the average substantive salary= 40% of Rs. 24440/-
372
= Rs. 9776/(ii) Minimum pension payable = Rs. 10520 + PQP = Rs. 10520 + Rs. 150 = Rs. 10670/= = Rs. 10670/Rs. 10082/-
(c) (d)
Greater of (b) (i) and b (ii) Pension Payable (least of a& c)
EXAMPLE II: 1. 2. 3. 4. 5. 6. 7. Name of the employee Date of birth Date of joining service Date of confirmation Date from which service counts for pension: Age as on 31.8.2006 (Dt. of retirement) Length of pensionable service: Y 07.08.1946 18.11.1966 18.5.1967 18.5.1967 60 yrs 0 months 24 days 39 yrs 9 months 14 days
Monthly substantive salary drawn during the last 12 months pensionable service:
Month & Year Sep.05 Oct.05 Nov.05 Dec.05 Jan.06 Feb.06 Mar.06 April 06 May 06 June 06 July 06 Aug.06
Basic 29340 29340 29340 29340 29340 29340 29340 29340 29340 29340 29340 29340
Increm. FPP 620 620 620 620 620 620 620 620 620 620 620 620
PQP 750 750 750 750 750 750 750 750 750 750 750 750
Personal Allowance
Spl. Allow.
Special Pay
CCA
TOTAL 30710 30710 30710 30710 30710 30710 30710 30710 30710 30710 30710 30710 368520
GROSS:
1.
Average substantive salary for the last 12 months pensionable service: Rs. 368520 ---------------- = Rs. 30710/12
2.
Pension admissible: (a) Pension admissible as per Rule 23(1) of SBI Employees Pension Fund Rules:
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Average substantive salary * pensionable service in months 60 * 12 Rs. 30710 * 477 _____________ = 60 * 12 720 Rs. 14648670 ______________
Rs. 20345/= 40% of Rs. 30710/= Rs. 12284/= = = = = = Rs. 10520 + PQP Rs. 10520 + (750) Rs. 10520 + Rs. 375 Rs. 10895/Rs. 12284/Rs. 12284/-
(b)(i) 40% of the average substantive salary (ii) Minimum pension payable
(c) (d) 12.1.8
Greater of (b) (i) and b (ii) Pension Payable (least of a& c)
Commutation of pension i) An employee who retires from the Banks service on or after 01.01.1986 shall be entitled to commute for a lump sum payment, a fraction, not exceeding one-third, of his pension with effect from 01.11.1994 or on any subsequent date, from which he becomes eligible for commutation. ii) An employee who retires from the Banks service shall indicate the fraction of pension which he desires to commute and may either indicate the maximum limit of one-third pension or such lower limit as he may desire to commute. iii) If fraction of pension to be commuted results in fraction of rupee, such fraction of a rupee shall be ignored for the purpose of commutation. iv) It has also been decided to give effect to the following provisions for commutation of pension after revision of pension w.e.f 01.11.2002. (LHO/CirDO/PPG/3 dt. 16.10.06) (a) The pensioners who had opted for commutation prior to 1.5.2005, shall not be eligible for additional commutation on account of increase in pension.
(b) The pensioners who have opted for commutation on or after 1.5.2005, shall be eligible for commutation upto lump sum payment of the fraction not exceeding 1/3rd of the revised pension. However, if a pensioner had availed of commutation upto a particular fraction of the pension within the overall ceiling, as above, he will be entitled to avail of the additional amount of commutation to the extent of the difference on the basis of the fraction so specified earlier. Accordingly, the pensioners eligible for additional commutation value would be advised of their eligibility and shall be asked to inform the bank about their option for such
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commutation within 90 days from the date of receipt of the advise about their eligibility. If the pensioner does not inform the Bank about his option within the stipulated period as above, he will forgo his right to claim commutation. iv) The lump-sum payable to an applicant shall be calculated in accordance with the Table give below: COMMUTATION VALUE FOR A PENSION OF Re ONE PER MONTH
375
Age next Birthday
Commutation value expressed as number of years purchase
Age next Birthday
Commutation value expressed as number of years purchase
17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 , 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81 83 85 Notes:
18.21 17.93 17.62 17.29 16.92 16.52 16.09 15.64 15.15 14.64 14.10 13.54 12.95 12.35 11.73 11.10 10.46 09.81 09.15 08.50 07.85 07.22 06.60 06.01 05.44 04.90 04.40 03.94 03.52 03.13 02.75 02.38 02.02 01.67 01.33
18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68 70 72 74 76 78 80 82 84
18.07 17.78 17.46 17.11 16.72 16.31 15.87 15.40 14.90 14.37 13.82 13.25 12.66 12.05 11.42 10.78 10.13 09.48 08.82 08.17 07.53 06.91 06.30 05.72 05.17 04.65 .04.17 03.72 03.32 02.94 02.56 02.20 01.84 01.50
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i)
The table above indicates the commuted value of pension expressed as number of years purchase with reference to the age of the pensioner as on his next birthday. The commuted value in the case of an employee retiring at the age of fifty eight years is 7.22 years purchase and, therefore, if he commutes rupee one hundred from his pension within one year of retirement, the lump-sum amount payable to him works out to Rs. 100*7.22*12=Rs. 8664. An employee who had commuted the admissible portion of pension is entitled to have the commuted portion of pension restored after the expiry of a period of fifteen years from the date of commutation. No medical examination shall be necessary, if the application for commutation is made within one year from the date of his retirement from the Banks service, the same will be permitted, subject to medical examination, by a Competent Authority as designated by the Executive Committee of the Central Board of the Bank. The commutation of pension shall become absolute in the case of an employee. (a) Who submits an application for commutation of pension before the date of retirement, on the date following the date of retirement. (b) If he applied for commutation of pension after one year from the date of retirement but before the completion of one year from the date of retirement, on the date application for commutation is received by the Competent Authority. (c) If he applies for commutation of pension after one year from the date of retirement, on the date of the medical certificate given by a medical officer approved by the Bank.
ii)
iii)
iv)
12.1.9 Prorata of pension For the purpose of calculation of basic pension, an average of the salary for 12 months immediately preceding the date of retirement is taken into consideration. Several pensioners have retired drawing partly pre-revised (pre 1.11.2002 salary scales) and partly revised pay (effective from 1.11.2002) during the 12 months immediately preceding their retirement. For these pensioners it has been decided to abide by the IBA formula for updation of pension subject to pension ceiling specified above. The implementation of this IBA formula is subject to formal amendment to the SBI Employees Pension Fund Rules. As per the above mentioned IBA formula for pro-rata calculation of pension for the months during which an employee has drawn pre-revised salary out of the last 12 months of his service, the Pay plus Dearness Allowance, if any, actually drawn in the prerevised scale of pay during the last 12 months before retirement or the dearness allowance up to 2288 points, whichever is less would be treated as salary (as defined in Pension Fund Rules) for the purpose of calculation of pension benefits. For the rest of the months after 01.11.2002 only the revised Pay will be taken into consideration. However, the updated pension should in no case be more than the pension ceiling as stipulated as mentioned above. 12.1.10 Family Pension Family pension is payable to the family of deceased employee if he/she; a) die while in service after putting in a minimum pensionable service of one year, or
377
b) die after retirement from service and on the date of death were drawing pension. i) The minimum amount of family pension payable will be Rs. 300/- and the maximum will be Rs. 1000/- (proportionate in case of part-time employees). ii) When a member dies, while in service, after completion of 20 years of pensionable service the family will be eligible, for the first five years after the date of death, for a family pension at the full rate of normal pension to which the deceased employee would have been entitled to, had he actually survived and retired on that date. Thereafter, the eligibility will be at the rate prescribed for the family pension. iii) When a member dies after retirement but before the expiry of five years after retirement, the family will be eligible for a family pension at the full rate of normal pension for a period of five years minus the actual period during which he has drawn pension following the date of a retirement and thereafter at the rate prescribed for family pension.
iv)
Family pension will be payable: a) To the widow or widower of the deceased employee up to the date of her/his death or remarriage whichever is earlier. b) Failing (a) above, to the eldest surviving children in order of their birth up to the age of 25 years or he/she is gainfully employed whichever is earlier. c) In case the beneficiary is an unmarried daughter, until she attains 25 years of age or is married or is gainfully employed whichever occurs first. d) This process will continue till the last beneficiary attains the age of 25 years or is gainfully employed or married in case of daughter, whichever is earlier. e) If the son or daughter of the employee is suffering from any disorder or disability of mind or is physically crippled or disabled so as to render him or her unable to earn a living even after attaining the age of 25 years, the family pension is payable to such son or daughter for life. f) In case of twin children, family pension will be payable to both in the proportion of 50:50.
g) Family pension will be payable if the widow/widower is working in the Bank on compassionate grounds.
h) If the pensioner leaves two legally wedded wives, the family pension is
payable to both the wives in equal proportions. 12.1.11 Calculation formula of DA on Family Pension The Executive Committee of Central Board in its meeting held on the 8th December 2005 has decided to change the mode of computation of dearness relief for family pensioners w.e.f. 1.5.2005. Hitherto, family pensioners were paid variable dearness relief as per Government rate after 1.11.1987 on the basic family pension and Fixed Dearness Relief (FDR) wherever applicable. It has now been decided that w.e.f. 1.5.2005, in the case of family pensioners, dearness relief shall be payable for every rise or be recoverable for every fall as the case may be, of every 4 points over 600 points in the quarterly average of the All India Average Consumer Price Index for Industrial workers in the series
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1960=100, subject to necessary adjustment suitably upto 600 points. Such increase or decrease in dearness relief for every said four points shall be calculated in the manner given below:
Scale of basic family pension + FDR (wherever applicable) per month (a) upto Rs 1250 (b) Rs 1251 to Rs 2000
The rate of dearness relief as a per cent of basic family pension + FDR (wherever applicable) per month 0.67 per cent. 0.67 per cent of Rs 1250 plus 0.55 per cent of basic pension in excess of Rs 1250. 0.67 per cent of Rs 1250 plus 0.55 per cent of the difference between Rs 2000 and Rs 1250 plus 0.33 per cent of basic pension in excess of Rs 2000.
(c) Rs 2001 to Rs 2130
(d) above Rs 2130
0.67 per cent of Rs 1250 plus 0.55 per cent of the difference between Rs 2000 and Rs 1250 plus 0.33 per cent of the difference between Rs2130 and Rs 2000 plus 0.17 per cent of basic pension in excess of Rs 2130.
(b) Dearness relief shall be payable for the half year commencing from the 1st day of February and ending with the 31st day of July on the quarterly average of the index figures published for the months of October, November and December of the previous year and for the half year commencing from the 1st day of August and ending with the 31st day of January on the quarterly average of the index figures published for the months of April, May and June of the same year. (c) Since the revision of rates of dearness relief to family pensioners has been made effective from 1.5.2005, there will be no occasion to pay arrears to existing family pensioners for the period prior to 1.5.2005.
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PROVIDENT FUND OSR:45 Unless otherwise directed by the competent authority and subject to the provisions of the rules of the State Bank of India Employees' Provident Fund and the State Bank of India Employees' Pension Fund, every officer shall become a member of each of the said funds, if he is not already a member, and shall subscribe and agree to be bound by the rules of these funds. 12.2 Membership (a) All full time permanent employees are eligible to become member of the fund on the date of confirmation (i.e after 6 months from the date of joining in the Bank) (b) Part time employees who serve the Bank for more than 6 hours a week are eligible to become members of the fund with effect from 01.09.1978 or the date of confirmation whichever is later vide Corp. Centre Circular No./PA/CIR/166 dt. 10.09.85. (c) Probationary Officers, Rural Development Officers, Liaison Officers and other specialist officers (direct recruits) are eligible for admission to the fund from the date of their joining in the Bank. (d) Bank Medical Officers are also eligible for the membership of the fund w.e.f 01.01.1983 or the date of their joining whichever is later provided that they are not members of Provident Fund of any other Organisation. 12.2.1 Application for membership The eligible employee will apply to the Trustee of the fund through his/her Controlling Authority on the under noted forms: i) II) III) iv) NOTE (a) (b) All the above forms will be filled in duplicate, duly completed and verified from the original data available, service sheet, etc. The applicant should not verify the data as verifying officer. Provident Fund Application Pension Fund Application P.F Nomination on Form B if the member Has no family P.F Nomination on Form A if the member has family COS 433 COS 548 (ANNEXURE 12.1) (ANNEXURE 12.2)
12.2.2 Change in the name In case of change in the NAME of an employee, a photocopy of the affidavit together with a copy of the Court Order, a photocopy of paper cutting of advertisement in this regard duly verified by the branch manager along with an application on COS 433, PF
380
nomination on Form A or B as the case may be, COS 548 will be sent to the PF & Gratuity Department for making necessary changes in their records. 12.2.3 Change after marriage (In case of female employee) In case of a female employee, after her marriage, she should submit an application to the PPG Department through her controlling authority for change of her name along with marriage certificate (if any) and nomination on Form A. 12.2.4 Contribution i) In case of full salary Rule 12(1), (2) & (3) Provident Fund shall be deducted from the salary at the rate of 10% of pay w.e.f 01.11.1993. The same amount will be subscribed by the Bank also. Pay for the purpose of Provident Fund shall mean basic pay including stagnation increments and professional qualification allowance and increment component of fixed personal allowance and officiating allowance. 12.2.5 Rate of Interest (i) The rate of interest payable on the Provident Fund Account of the members of the IBI Employees Provident Fund and the SBI Employees Provident Fund has been fixed at 8.5% for the period from 01.04.2005. (ii) The amount of interest calculated on the Provident Fund balances of the members of both the Funds shall be rounded off to the next higher rupee, if it contains an element of paisa. 12.2.6 Additional contribution Rule 12.C (1), (2) & (3) If a member desires to subscribe additional contribution in his P.F account he shall have to advise in writing to the officer responsible for paying his salary the rate expressed in percentage of his salary he desired to subscribe. Such changed rate shall not be less than 5% and more than 25% (i.e. 10% already deducated+15% additional). 12.2.7 In case of reduced pay Rule no. 12 (D) During any period in which the salary of any member is reduced, such as absence on medical leave on half pay, P.F deduction will be calculated on the full basic pay eligible allowances but inn case of leave without pay or no pay, P.F contribution should not be deducted and no contribution will be paid by the Bank for the period of such leave. Each member shall be supplied a statement of his account at Half Yearly intervals as on th st 30 Sept. and 31 March every year. 12.2.8 Payment of provident fund balance (dismissed employee) Rule 24
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If any member shall be dismissed from the service of the Bank for any fault or other cause justifying dismissal, he shall not be entitled to receive, unless permitted to do so by the Trustee, the sums contributed by the Bank to his provident fund account, or any interest credited to that account on the sums so contributed. Provided that when any member is so dismissed, any amount due under a liability incurred by the member to the Bank (not exceeding in any case the sums so contributed by the Bank and interest thereon) shall be paid by the Trustees to the Bank out of the sum standing to the credit of the members account. 12.2.9 Contributions of transferred employees If any arrears are paid to a staff member and any amount is credited in the Trustees Account after his transfer from the branch, the amount is to be remitted to the branch where the employee is presently posted. The amount of contribution so received will be included in the current months contribution list of the present branch. This will avoid delay in processing due to reporting of contributions by two Branches against same index number or creation of dormant account in the Circle Balance Book and transfer the balance by Inter Circle Transfer as the case may be. 12.2.10 Liability to the bank by the employee Rule 26 When a member resigns or retires from the service of the Bank, he shall, if he has served the Bank for a period of five years or more, be entitled to receive the balance at his credit in the fund. Provided that when any member resigning or retiring from the service of the Bank is under a liability incurred by him to the Bank the trustee shall, irrespective of the duration of his service, pay to the Bank out of the balance at his credit in the fund any amount due by him to the Bank (not exceeding in any case the sums contributed by the Bank to his account in the fund and any interest credited to his account on the sums so contributed. 12.2.11 Members with less than 5 years service Members contribution i) RULE 27 If any member shall cease to be in the service of the Bank before completion of a service of five years with the Bank, he shall be entitled to receive only the amount of his own subscription to the Fund with the interest credited thereon to the date of his severing his connection with the Bank. Banks Contribution ii) RULE 28
If any member shall cease to be in the service of the Bank before completion of a service of five years with the Bank, he will not be entitled to receive the amount of the Banks contribution standing at the credit of his provident fund account, but the Trustee may in their absolute discretion authorize such payment if a member is compelled to retire before completing five years service owing to any cause beyond his control. 12.2.12 NOMINATION Definition as per PF Act, 1925
382
A.
Dependent
I) wife ii) Husband iii) Parents iv) Child v) Minor brother vi) Unmarried sister vii) Deceased son widow viii) Where none of the parents of the member is alive, paternal grand parents. B. Family i) Wife/Wives ii) Husband iii) Children iv) Widow(s) of deceased son of a member v) Children of a deceased son of a member 12.2.12.1 Nomination and change of nomination in favour of family members Rule No 29(1) Each member shall nominate in Form A (ANNEXURE 12.4) one or more persons belonging to his/her family to whom the amount standing at his/her credit in the Fund shall be payable in the event of his/her death. A member who has no family shall nominate a person or persons in Form B (ANNEXURE 12.3) provided that such nomination shall be valid only so long as the member has no family. When a member subsequently acquired family he/she shall formally cancel the previous nomination and nominate in Form A one or more persons belonging to his/her family. 12.2.12.2 Distribution of %age of share among the nominees Rule 29 (2) & (3) A member may distribute the amount that may stand to his credit in the fund amongst his dependent or family members (as the case may be) at his own discretion expressed in terms of percentage, covering full amount. Nomination made by a member earlier, may be cancelled by him/her and replaced by a fresh nomination in accordance with these rules. 12.2.12.3 Nomination in favour of wife/husband Rule No. 29(4) In case a female employee expresses her desire to the Trustees in writing to exclude her husband from the family, the husband shall no longer be deemed to be a person belonging to the family unless the member subsequently cancels formally in writing her notification excluding him. If a member proves that his wife has been judicially separated from him or has ceased under the customary Law of the community to which she belongs to be entitled for maintenance, she shall no longer be deemed to be a person belonging to the family unless the member subsequently informs by express notification in writing to the Trustee that she shall continue to be so regarded. 12.2.12.4 Change in name of spouse In case of death or legal separation of first spouse, the nomination can be changed in favour of second spouse. Member should apply to the Trustees by an application along with nomination on Form A supported by death certificate/deed of legal separation of the first spouse. 12.2.12.5 Nomination in favour of adopted child An adopted child can be nominated if the adoption is recognized by the personal law governing the member.
383
12.2.13
Liability by an employee after death Rule 32 On the death of a member, who is under a liability incurred by him to the Bank, the Trustees may pay to the Bank out of the balance at his credit in the fund any sum due by him to the Bank (not exceeding in any case the sums contributed by the Bank to his account in the fund any interest credited to his account on the sums so contributed) before making payment under Rule 30.
12.2.14
Noting/cancellation of lines A lien noted against the Provident Fund balance of a member is applicable against the Banks contribution only as the Members contribution cannot be appropriated unless the member specifically authorizes to do so. The particulars of all loans/advances sanctioned to a member where a lien on the PF balance is required to be marked, should be advised to the PF & Gratuity Department for members working at Circles and to Central Accounts Office, Kolkata for members working at Corporate Centre and its establishments on the formats as per ANNEXURE 12.4. Similarly, when the loan is liquidated in full, a letter of cancellation of lien (ANNEXURE 12.5) should be addressed in the manner prescribed as above. Lien can be noted in the following cases:Sanction of loan for purchase of vehicle i.e car, scooter, moped etc., Individual Housing Loan/Additional Housing Loan, Personal Loan, Student loan for children/wards of a member, Clean Demand Loan against the contribution to the PF, on account of loss caused to the Bank due to negligence/connivance of member NOTE No lien can be noted against the Provident Fund Balance for any other loan/advance including loan availed by member from the Co-operative Societies. No lien should be noted against the Provident Fund Balance even an employee undertakes to guarantee a loan availed by his family/members/near relatives.
12.2.15
Advance against members own contribution to provident fund Rule 15(1)(a) No advance shall be granted unless the Trustees are satisfied that members pecuniary circumstances justify the advance and it will be expended for the specified purpose. There is no service criteria but the Trustees may, at their absolute discretion and at the written request of a member, make advance to member against his own contribution plus interest thereon standing to his credit in the fund, subject to the following conditions:i) to pay expenses incurred in connection with the serious or prolonged illness of the member or any person actually dependent on him
ii) to pay obligatory expenses on a scale appropriate to the members status which by customary usage the member has to incur in connection with marriages, funerals or other ceremonies;
384
iii) to meet any other expenditure or liability which, in the opinion of the Trustee, is extraordinary and beyond the ordinary capacity of the member to meet. 12.2.15.1 Amount of advance Rule 15(1)(b) An advance shall not, except for special reasons exceed three months basic pay or half the amount of members own subscription and interest thereon standing to his credit in the fund whichever is less. For the purpose of advance basic pay means basic pay + other eligible allowances which are reckoned for provident fund contribution. 12.2.15.2 Recovery of advance Rule 15(2)(a) The advance will be recovered in equal instalments of not less than 12 months unless the member so opts and not more than 24 months. Where the amount of advance exceeds 3 months basic pay plus eligible allowance, it shall be open to the Trustees to permit recovery in 36 equal monthly instalments after the last instalments is repaid if the advance is repayable in 12/24 months. If the advance is repayable in 36 instalments interest can be recovered in two equal monthly instalments immediately after repayments of the principal amount. Recovery of the first instalment shall commence, when the member draws his salary for the full month for the first time after the advance is made. A member may, at his option, repay more than one instalments in one month. 12.2.16 Withdrawal against members own contribution to PF Rule 16 No withdrawal shall be allowed for any of the purposes mentioned below except (e) unless the member has completed 25 years of service or has attained the age of 50 years. a) Building or acquiring a suitable house for his residence including the cost of the site or repaying any outstanding amount on account of loan expressly taken for the purpose. Meeting the cost of higher education, including wherever necessary the cost of passage Meeting expenses in connection with the marriage of his/her daughter or daughters or, if the member has no daughter, any other female relatives, dependent on him. Building or acquiring, as a member of Co-operative Housing Society approved by the Bank or under any other scheme approved by the Bank for the purpose, a suitable house for his residence including the cost of the site. (Here age limit and or service criteria are not applicable. For the purpose of withdrawal salary means basic pay + other eligible allowances which are reckoned for provident fund contribution. 12.216.1 Withdrawal under Rule 16 (a) building or acquiring a house
b) c)
d)
NOTE:
385
i) ii)
Up to one half of the amount of his own subscriptions with interest thereon standing to his credit in the fund. The actual cost of the house including the cost of site or the amount required for repayment of the loan taken for this purpose, whichever is less. To become eligible to avail a withdrawal under Rule 16 (a) of the fund, the member will have to satisfy all the provisions of Rule 21(1) of the fund.
12.2.16.2
Cost of higher education Rule 16(b) i) ii) iii) Half the amount of his own subscriptions and interest thereon standing to his credit in the fund or three months salary, whichever is less. The withdrawal by a member from the fund shall be permitted once in every six months. A member, who has been permitted to withdraw money from the fund, shall satisfy the Trustees within a period of six months from the date of withdrawal that the money has been utilized for the purpose for which it was withdrawn.
12.2.16.3
Daughters marriage Rule 16 (c ) i) ii) Six months salary, or Half the amount of his own subscriptions with interest thereon standing to his credit in the fund, whichever is less. Provided in special cases, the Trustees may relax the limit and in no case the amount shall exceed 10 months salary.
12.2.16.4
Sons marriage Rule 16 (d) i) ii) Three months salary, or Half the amounts of his own subscriptions with interest thereon standing to his credit in the fund, whichever is less. Provided that in special cases, the Trustees may relax the limit but in no case shall the amount exceed six months salary.
12.2.16.5
Building or acquiring house under banks housing scheme Rule 16 (e) Up to one half of the amount of his own subscriptions with interest thereon standing to his credit in the fund or shortfall of the housing project to be constructed/acquired out of Banks finance, whichever is lower. NOTE:
386
a)
Withdrawal by a member under clause (c) or (d) above shall not be permitted before three months preceding the month in which the marriage is proposed to take place. The member shall furnish a certificate to the Trustee within a period of one month from the date of marriage or if he is on leave, within one month of return from leave, that the money withdrawal has actually been utilized for the purpose for which it was intended. More than one simultaneous withdrawals can also be permitted to a member under Rule 16 (c) and (d) in case marriages of two children are celebrated simultaneously. Withdrawal under Rule 16 (e) will be permitted once during the service.
b)
c)
d) 12.2.17 i)
Clean demand loan against banks contribution Clean Demand Loan may be granted to the member of the staff, who avails housing loan under the Banks Housing Scheme (Rule 16(e) ) for the purpose of meeting shortfall/margin money or the employees own investment required for the project (Corp. Centre Circular No. CDO/CIR/16 dt. 15.02.1993) The amount of Clean Demand Loan shall be restricted to 6 months basic pay of the employee or the employees own investment in the housing project over and above the finance available from the Bank whichever is less, after exhausting the withdrawal facility from the Provident Fund against the employees own contributions. The amount will, however, not exceed the Banks contributions to the Provident Fund together with interest thereon. The Clean Demand Loan will be repayable by the employee in equal monthly instalments not exceeding 60 plus interest by way of recovery from salary. Interest and the periodicity of application of interest will be the same as applicable to the Demand Loan against Gold ornaments to the staff.
ii)
iii) iv)
387
GRATUITY
12.3.1 Provisions Officers in the Bank are entitled to gratuity under the following provisions: (a) State Bank of India Officers Service Rules (b) Payment of Gratuity Act, 1972. (c) Compassionate Gratuity on the death of any officer while in service. The Central Board has decided that the compassionate gratuity payable to the dependants of the deceased officers governed under the Banks Pension Fund Rules, shall be the highest of the following amounts: (a) (b) (c ) That payable under the Compassionate Gratuity Scheme. That Gratuity under the Service Rules That payable under the Payment of Gratuity Act.
12.3.2 Under State Bank of India Officers Service Rules 1. An officer who is not governed by the pension scheme referred to in rule 45 of OSR shall be eligible for gratuity on : (a) (b) (c ) (d) (e) Note: (i) Officers who resigned after 01.10.1979 on completion of 10 years and who were denied service gratuity on the ground that they were members of pension Fund, may be paid service gratuity as per Banks Scheme. Officers who resigned after 20 years of service after 01.10.1979 but before 20.09.1986 and claim both proportionate pension and service gratuity will be paid only service gratuity under that Banks Scheme and they will be entitled to proportionate pension. retirement; death disablement rendering him unfit for further service officer/board approved by the Bank; as certified by a medical
resignation after completion of ten years of continuous service; or termination of service in any other way except by way of punishment after completion of 10 years of service.
(ii)
388
(iii)
In view of the above, claims of officers made after 01.10.1979 which have been rejected earlier may be reopened and they may be paid service gratuity after adjusting the gratuity paid under payment of Gratuity Act. Cases, if any, pending in Courts, questioning the Banks stand denying gratuity may be compromised on the above lines. Each past case should, however, be referred to PF & Gratuity Department at LHO for seeking administrative clearance from Corporate Centre. However, cases arising in future should be dealt with on the basis of the interpretation of Rule 46 provided above. Claims on interest for delayed release of gratuity will also be examined by Corporate Centre on merits.
OSR:46(2) 2. The amount of gratuity payable to an officer shall be one month's pay for every completed year of service, subject to a maximum of 15 months' pay. Provided that where an officer has completed more than 30 years of service, he shall be eligible by way of gratuity for an additional amount at the rate of one half of a month's pay for each completed year of service beyond 30 years. Note : If the fraction of service beyond completed years of service is six months or more, gratuity will be paid prorata for the period. 12.3.3 Calculation of Gratuity Gratuity is calculated at the rate of 15 days wages for each completed year of service or part thereof in excess of 6 months on the basis of 26 working days in a month as per the rd following formula and the calculation based on 26 days will be effective from 23 July 1980(Corp Centre letter No.ADM/044889 dated 11.10.1980) WAGES * 15 * NO OF YEARS OF SERVICE _____________________________________ 26
12.3.3.1 Minimum Amount Payable Actual amount that works out on calculation 12.3..3.2 Maximum Amount Payable From 01.12.1992 to 23.05.1994 From 24.05.1994 to 23.09.1997 From 24.09.1997 and onwards 12.3.4 Wages constitute: Basic Pay + D.A + Personal Allowance + PQP + FPA ) incremental component) 3. Gratuity computed in terms of Officers Service Rules to be amended in terms of agreement dated 23.6.1995 between IBA and Officers' Organisations shall be recalculated and difference paid only to such eligible officer employees who cease to be in the Bank's service on or after 1.11.1994. No arrears on account of gratuity shall be payable to officers who ceased to be in Bank's service prior to 1.11.1994. Rs. 50,000/Rs. 1,00,000/Rs. 3,50,000/-
389
12.3.5
Nomination (i) The following procedure is adopted in obtention and rentention of Gratuity Nominations on Form F in respect of all employees: (a) Gratuity Nomination on Form F should be obtained from every employee in duplicate. Both copies should be sent to the PF & Gratuity department at LHO who will record the nomination at their end, retain one copy with them and send the other to CAO, Kolkatta, for record at their end. The record of all such nomination forms should be held by the PF & Gratuity Department at LHO and filed index number wise on the lines of Provident Fund nominations. In case of change in gratuity nomination, the same procedure as laid down in case of PF nominations be followed with a copy being forwarded to CAO, Kolkatta. (b) On death of a member, the PF & Gratuity Department at LHO will process the application for sanction of gratuity payment to the nominee on the basis of the nomination held by them or the last posting. The record held by CAO, Kolkatta, will be an additional source of information to be approached in case of need. As such the PF & Gratuity Department at this office will hold the original gratuity nomination, in respect of all employees working in the Circle. (c) The date of death/retirement should be conveyed to CAO, Kolkatta and the Nomination Form held by them recalled by the PF & Gratuity Department so that the nomination forms in respect of deceased/retired employees do not get accumulated with them. (ii) In case of transfer of employees between Circles/Other Offices, the Gratuity Nomination Form held by the transfer Circle will be forwarded to the transferee Circle or CAO, Kolkatta as the case may be, at the time of exchanging Inter Transfer (ICT) forms relating to PF balances. In case an employee has already submitted the Gratuity Nomination Form and the present Salary Disbursing Authority is in possession of the same, they may obtain a duplicate copy thereof and forward them to the LHO, PF & Gratuity Department who will be retaining the original and forward the duplicate copy to CAO, Kolkatta. The Provident Fund Index Number of the employee may please be mentioned at the Top of all Gratuity Nomination Forms, to enable the PF & Gratuity Departments to keep them in files according to index number-wise. A specimen of the Form F is enclosed in Annexure 12.3
(iii)
(iv)
(v)
12.3.6 Compassionate Gratuity PER/122 dt. 24.03.1999 The Central Board at their meeting held on 14.03.1996 have decided, that the ceiling on compassionate gratuity under the aforesaid scheme be enhanced to Rs. 3.5 lacs. It was further decided by the Central Board that the above modifications may be brought into effect from 01.01.1996.
390
12.3.6.1 Compassionate Gratuity to Dependants of Officials who happen to die while in service 1. Gratuity under this scheme will be considered on the death, while in the service of the Bank, and of an officer who is governed by the Rules and Regulations of the Banks Pension Fund. (a) Gratuity will be calculated at the rate of one months pay for each completed year of service subject to maximum of 15 months pay, provided that, where an official has completed over 30 years of service before his dealth, a further amount at the rate of one-half of a months pay for each completed year of service beyond 30 years will be payable. (a) Additional Compassionate Gratuity at the rate of 1/4 of a months pay for th th each completed year of service between the 16 and 30 years of service will be payable. 3. The authority empowered to sanction gratuity under this Scheme shall have the discretion to forfeit partly or wholly the payment of gratuity under the Scheme as indicated hereunder, where disciplinary/criminal proceedings have been initiated or are in progress at the time of death of an official: (a) In cases where major penalty proceedings are pending against the official for willful omission or negligence causing damage or loss to, or destruction of property belonging to the Bank, the sanctioning authority shall independently, on the basis of materials available against the official, quantify the extent of the damage or loss caused or likely to be caused to the Bank by such act of willful omission or negligence of the official and may forfeit the gratuity to the extent of the damage or loss so caused or likely to be caused to the Bank. (b) Where major penalty proceedings or criminal proceedings have been initiated or are pending against the official for any riotous disorderly conduct or any other act of violence on his part, or for an offence involving moral turpitude, the sanctioning authority shall independently, on the basis of the material available against the official, assess the involvement of the official in the said proceedings any may forfeit the gratuity under the scheme either wholly or partly having regard to the nature and gravity of involvement of the official in the said proceedings. (c) Payment of gratuity under the scheme shall not be forfeited in cases of minor penalty proceedings. Nothing herein mentioned will govern the forfeiture of that portion of gratuity which is payable under the payment of gratuity Act and the relevant provisions in that Act shall be followed. 12.3.9 Miscellaneous points about terminal benefits: (a) In terms of Rule 19 of State Bank of India Employees Pension Fund Rules, if an officer of the Bank is entitled to pension wishes to accept any commercial employment within two years from the date of retirement, he should obtain the prior sanction of the Competent Authority who shall consider such proposals in accordance with the guidelines laid down. (b) Sanctioned copies of calculation sheets of Provident Fund and Gratuity should be provided to the retiring employee at the time of making payment of his terminal dues.
th
2.
391
(Corp Centre letter no. CDO/PM/16/CIR/29 dated 04.09.06) /LHO/PPG/2 dt. 14.10.2006. (c) Pensioners desirous of getting their pension credited to a joint account operated by a pensioner with his/her spouse in whose favour an authorization for family pension exist in Pension Payment Order (PPO) is allowed subjected to completion of certain formalities (LHO/CIRFO/Govt. Business/19 dt. 22.07.05) (d) Terminal benefits proposals should be submitted to PPG Department error free and well in advance say 4-5 months ahead of the retirement date of the concerned employee, so that sanction of the Appropriate Authority is timely obtained and conveyed to the concerned Zonal Office/Branch. No claim of overdue interest will be entertained without fixing the staff accountability, where such delays occur due to laxity of the operation staff.(LHO/CirDO/PPG/1 dated 28.04.05)
392
ANNEXURE-12.1 PROVIDENT FUND FORM B (Form of nomination when member has no family) Index No.__________________ Place_____________________ Date______________________ Members Name_____________________ To, The Trustees of the State Bank of India, Employees Provident Fund Through The________________________ STATE BANK OF INDIA __________________________________ GENTLEMEN, I hereby declare that I have no family and direct that the amount payable to me from the State Bank of India Employees Provident Fund at the time of my death shall, in the event of my having no family be distributed among persons mentioned below in the manner shown against their names:S.No Name in full with full address of nominee(s) (1) Relationship with the employee (2) Age of Nominee (3) Amount of share of accumulation (4)
1 2 3 Without prejudice to my right under sub rule (3) of rule 29 of the State Bank of India Employees Provident Fund Rules to cancel the nomination made by me whenever I think fit, I hereby give notice that in the event of the person/any of the persons nominated there under predeceasing me, this nomination shall forthwith stand cancelled, in so far as it relates to the right conferred upon such person/any of such persons. Witness:1) Signature__________ Name______________ Designation_________ Address____________ ____________ ____________ 2) Signature__________ Name_____________ Designation________ Address___________ ____________ Yours faithfully
(Signature)
Members signature verified by me _______________________ Branch Manager/Chief Manager/Asstt. General Manager NOTE- Column 4 may be filled in so as to cover the whole amount at credit. COS 434
393
ANNEXURE-12.2 PROVIDENT FUND FORM A (Form of nomination when member has a family) Index No.__________________ Place_____________________ Date______________________ Members Name_____________________ To, The Trustees of the State Bank of India, Employees Provident Fund Through The________________________ STATE BANK OF INDIA __________________________________ GENTLEMEN, I hereby declare that the amount payable to me from the State Bank of India Employees Provident Fund at the time of my death shall be distributed among the members of my family mentioned below in the manner shown against their names:S.No Name in full with full address of nominee(s) (1) Relationship with the employee (2) Age of Nominee (3) Amount of share of accumulation (4)
1 2 3 Without prejudice to my right under sub rule (3) of rule 29 of the State Bank of India Employees Provident Fund Rules to cancel the nomination made by me whenever I think fit, I hereby give notice that in the event of the person/any of the persons nominated there under predeceasing me, this nomination shall forthwith stand cancelled, in so far as it relates to the right conferred upon such person/any of such persons. Witness:1) Signature__________ Name______________ Designation_________ Address____________ ____________ ____________ 2) Signature__________ Name_____________ Designation________ Address___________ ____________ Yours faithfully
(Signature)
Members signature verified by me ___________________________ Branch Manager/Chief Manager/Asstt. General Manager NOTE- Column 4 may be filled in so as to cover the whole amount at credit.
394
Annexure-12.3
STATE BANK OF INDIA Form F

(See-sub-Rule (6) NOMINATION To *
1. Shri/Ms.________________________________________________________________ ___ (Name in full here) whose particulars are given in the statement below, hereby nominate the person(s) mentioned below to receive the gratuity payable after my death as also the gratuity standing to my credit in the event of my death before the amount has become payable, or having become payable has not been paid and direct that the said amount of gratuity shall be paid in proportion indicated against the name(s) of the nominee(s). 2. I hereby certify that the person(s) mentioned is/are a member(s) of my family within the meaning of clause(h) of Section 2 of the payment of Gratuity Act, 1972. 3. I hereby declare that I have no family within the meaning of clause (h) of Section 2 of the said Act. 4. (a) My father/mother/parents is/are not dependent on me. (b) My husbands father/mother/parents is/are not dependent on my husband 5. I have excluded my husband from-my family by a notice, dated_______ to the controlling authority in terms of the proviso to clause (h) of Section 2 of the said Act. 6. Nomination made herein invalidated my previous nomination. 7. This nomination will be valid for payment of gratuity, if any, payable to me under any scheme of the Bank except compassionate gratuity scheme. NOMINEES(S) S.No Name in full with full address of nominee(s) (1) Relationship the employee (2) with Age of Nominee (3) Proportion by which the gratuity will he shared (4)
1 2 3 so on * (Give here name or description of the establishment with full address)
395
STATEMENT 1. 2. 3. 4. 5. 6. 7. 8. Name of employee in full Sex Religion Whether unmarried/married/widow/widower Department/Branch/Section where employed Post held with Ticket or, Serial No. if any, Date of appointment : : : : : : :
Permanent Address: : Village__________________Thana_____________Sub Division________________ Post Office_______________District____________State______________________ Signature/thumb-impression (Declaration by the witnesses) Nomination signed/thumb-impressed before me: of the
Place: Date: employee
Name in full and full address 1. 2. Place Date
Signature of witnesses 1. 2.
CERTIFICATE BY THE EMPLOYER Certified that the particulars of the above nomination have been verified and recorded in this establishment. Employers Reference No., if any. Signature of the employer/Officer authorized Designation Date________ or Name and address of the establishment Rubber stamp thereof Acknowledgement by the employee Received the duplicate copy of nomination in Form F filled by me and duly certified by the employer Date Signature of the employee
396
ANNEXURE-12.4 The General Manager/ Asstt. General Manager PF & Gratuity Department State Bank of India Local Head Office Central Account Office __________________ Letter No. Date_____________ Dear Sir, NOTING OF LIEN Please arrange to note a lien for Rs.__________(Rupees_______________) against the Provident Fund Account of the employee, under advice to us, the full particulars of whom are given below:1. Name (In Block letters and must be in the same order as mentioned in Service Record P.F Agreement Form) Index Number (Correct Modulus Index Number should be given) Present place of posting Type of loan availed Amount of lien Date of disbursement of loan/advance The month and year when loan/advance will be liquidated Remarks, if any
2. 3. 4. 5. 6. 7. 8.
Yours faithfully
BRANCH MANAGER
397
ANNEXURE-12.5 The General Manager/ Asstt. General Manager PF & Gratuity Department State Bank of India Local Head Office Central Account Office __________________ Letter No. Date_____________ Dear Sir, CANCELLATION OF LIEN Please arrange to cancel a lien for Rs.__________(Rupees_______________) noted against the Provident Fund Account of the employee, under advice to us, the full particulars of whom are given below:1. Name (In Block letters and must be in the same order as mentioned in Service Record P.F Agreement Form) Index Number (Correct Modulus Index Number should be given) Present place of posting Branch from which the loan was availed of Type of loan availed Amount of lien Date of disbursement of loan/advance Remarks, if any
2. 3. 4. 5. 6. 7. 8.
Yours faithfully
BRANCH MANAGER
398
ANNEXURE 12.6 STATE BANK OF INDIA The Chief Manager Central Accounts Office, State Bank of India, Kolkatta Dear Sir, ADVANCE FROM PROVIDENT FUND I forward herewith, for submission to the Trustees of the State Bank of India Employees Provident Fund, an application from the above member for an advance of Rs.________________ _______________________________________from the amount of his own subscriptions to the fund and interest thereon. 2. (a) (b) (c ) I furnish below further particulars required in respect of the member: Nature of appointment_____________________________________________________ Salary per month_________________________________________________________ Members and Banks combined subscriptions for the three months preceding________ for the month of ______________________20 do_________________________________20 do_________________________________20 (d) 3. Rs._______________________ Rs._______________________ Rs._______________________ Place______________ Date_______________
Whether twelve months elapsed after the final repayment of all advance (if any) taken by the member with interest thereon____________________________________________ I recommend the application for sanction for the following reasons(s)* Yours faithfully Branch Manager * State clearly as to how far the conditions laid down in Rule 15(1) (a) (i) to (iii) of the funds are satisfied. (for use at Local Head Office)
Recommended that an advance of Rs.___________________(Rupees_____________________ ____________________________) be sanctioned under Rule 15 STATE BANK OF INDIA ___________________ Chief General Manager
399
ANNEXURE 12.7 Members name in full____________________________________________________________ (in block letters) Index No.____________ Place_________________ Date_________________ To THE TRUSTEES OF THE STATE BANK OF INDIA EMPLOYEES PROVIDENT FUND (Through the_______________ STATE BANK OF INDIA (___________________________) GENTLEMEN, In terms of Rule 15 of the Funds Rules, I beg to apply for an advance of Rs.___________________(Rupees_____________________________) from the amount standing to my credit in the Fund (to be set off against my own subscription to the Fund and interest thereon.) 2. The advance is required for the purpose of ______________________________ ________________________________________) in support of my application. I enclose *_______________________________________________________________ 3. I certify that I have exhausted all other sources of raising funds.
4. The advance may be recovered from my salary in ________________________ equal monthly instalments of Rs.____________(Rupees_________________________). In the event of my ceasing to be in the Banks service before the advance is liquidated, the balance outstanding and the interest due, if any, shall deemed to have been refunded to me out of my contributions to the fund and to that extent it shall be a good discharge to the Trustees against all claims whatsoever in respect of the said Fund. 5. Interest on the advance may be recovered in ____________one/two monthly instalments *documents evidence to be produced where possible. Members signature verified. Branch Manager/Chief Manager Yours faithfully (Signature of the member)
Advance of Rs.________________(Rupees___________________________________) Sanctioned on behalf of the Trustees. Recoveries are to be made in equal monthly instalments of Rs.________________(Rupees________________________________) Interest is to be recovered _______________one/two equal monthly instalments. STATE BANK OF INDIA CORPORATE CENTRE MUMBAI______200
MANAGING DIRECTOR
400
ANNEXURE 12.8 Members name in full____________________________________________________________ (in block letters) Index No.____________ Place_________________ Date_________________ To THE TRUSTEES OF THE STATE BANK OF INDIA EMPLOYEES PROVIDENT FUND (Through the_______________ STATE BANK OF INDIA (___________________________) GENTLEMEN, In terms of Rule 16* (a) or (b) (i) or (b) (ii) or (c) or (d) or (e), I shall be obliged if you will permit me to withdraw a sum of Rs.___________________(Rupees_____________________ __________________________________ from the amount of my own subscriptions to the Fund and interest thereon. ** The amount withdrawn will be utilized for the purpose mentioned in clause* (a), (b), (c) (d) or (e) of Rule 16 and the required certificate will be submitted to you within the prescribed period and/or title deeds or documents will be submitted to you within the prescribed period and/or title deeds or documents will be produced to you if called upon to do so. I the amount withdrawn by me under Rule 17 to 20 is found to be in excess of that actually spent for the purpose or is not applied for the purpose. I shall forthwith repay the sum into the Fund together with interest, thereon, at the prescribed rate. * The amount will be withdrawn by me in 2/3/4 equal instalments.
Members signature verified
Yours faithfully,
Branch Manager/Chief Manager * Delete items not applicable.
(Signature of the member)
** For withdrawal under Rule 16(a), full particulars as required under Rule 21 (1) to be given. Withdrawal of Rs._____________________(Rupees______________________________) _________________________________________________________________________ STATE BANK OF INDIA CORPORATE CENTRE MUMBAI_____________200
MANAGING DIRECTOR
401
ANNEXURE 12.9 STATE BANK OF INDIA The Chief Manager Central Accounts Office, State Bank of India, Kolkatta Dear Sir, Withdrawals from Provident Fund Shri__________________________________________________Index No.________________ I forward herewith, for submission to the Trustees of the State Bank of India Employees Provident Fund an application from the above member for withdrawal of Rs._________________________ _________________________________from the amount of his own subscriptions to the Fund and interest thereon in terms of Rule 16* (a) or (b) (i) or (b) (ii) or (c) or (d) or (e). 2. a) b) c) 3. I furnish below further particulars required in respect of the member: Nature of appointment___________________________________________ Age of the member as per service record_____________________________ Total years of service as per service record____________________________ I recommend the Application for the following reasons(s)**. Yours faithfully, Place______________ Date_______________
** State clearly as to how for the conditions laid down in Rule 16 * (a) or (b) (i) or (b) (ii) or (c) or (d) or (e) of the Rules of the Fund are satisfied
Br. Manager/Chief Manager
Recommended that a withdrawal of Rs.___________________(Rupees____________________ __________________________________) be sanctioned under rule 16.
STATE BANK OF INDIA ___________________ ___________________ CHIEF GENERAL MANAGER
402
CHAPTER 13 ALLOWANCES
13.1
(a)
DEARNESS ALLOWANCE (Effective 01.02.2005)

Dearness Allowance shall be payable for every rise or fall of 4 points over 2288 points in the quarterly average of the All India Average Working Class Consumer Price Index (General) base 1960 = 100 at 0.18% of pay. 'Pay' for the purpose will mean basic pay only and will not include special pay, officiating pay or any addition to basic pay under any other nomenclature. The Dearness allowance payable to the officers of the Bank will be advised to the Branches by the HR Department of Local Head Office from time to time. (CC No. CDO/P&HRD-IR/17/2005-06 dt. 07.05.05)
(b) (c)
13.2. 13.2.1
HOUSE RENT ALLOWANCE H.R.A. effective from 01.11.2002

(CC No. CDO/P&HRD-IR/17/2005-06 dt. 07.05.05) 1) Where an officer is provided with residential accommodation by the Bank, 1.75% of the pay in 1st stage of the scale of pay in which he is placed or the standard rent for accommodation, wherever is less, will be recovered from him. 2) Where an officer is not provided any residential accommodation by the Bank, he shall be eligible for House Rent Allowance at the following rates with effect from 1.11.2002 :-
i)
Major A Class Cities and Project Area Centres in Group A Other places in Area I and Project Area Centres in Group B Other places
8.5% of Pay
ii)
7.5% of Pay
iii)
6.5% of Pay
Pay for the purpose of House Rent Allowance shall mean basic pay including stagnation increments in terms of revised pay scales as on 01.11.2002. Professional Qualification Allowance / Pay shall rank for House Rent allowance with effect from 01.11.1994. 3) Provided that if an officer produces a rent receipt, the House Rent Allowance payable to him/her shall be the actual rent paid by him/her for the residential accommodation in excess over 1.75% of Pay in the first stage of the Scale of Pay in which he/she is placed with a maximum of 150% of the House Rent Allowance payable as per aforesaid rates mentioned in Column II above. Note
403
i.
The claims of officer employees for House Rent Allowance linked to the cost of their ownership accommodation shall also be restricted to 150% of House Rent Allowance as hitherto. With effect from 01.11.1987, HRA is payable to all officers who are not provided with Bank's/leased residence.
ii.
13.2.2
Recovery of house/furniture rent with effect from 1.11.1999

i. House rent recovery shall be @ 1.75 % of the first stage of the scale of pay in which the officer is placed or the standard rent for the accommodation, whichever is less. Furniture rent recovery shall be @ 0.40% of the first stage of the scale of pay in which the officer is placed. OSR:22(3) Explanation : 1) i. ii. For the purposes of the aforesaid provision, standard rent shall mean :in the case of any accommodation owned by the Bank, the standard rent calculated in accordance with the procedure for such calculation in vogue in the Government. Where accommodation has been hired by the Bank, the contractual rent payable by the Bank or rent calculated in accordance with procedure in (i) above, whichever is lower.
ii.
13.2.2.1
CALCULATION OF STANDARD RENT

PER:IR:CIR:29 28.2.91 CDO/PM/CIR/33 Dt.04.09.1998
i.
Where accommodation has been hired or is owned by the bank, the contractual rent payable by it or the rent calculated in accordance with the procedure for such calculation in vogue in the Government (as given below), whichever is lower, will be deemed to be the standard rent. The standard rent depends upon the 'living area' of the accommodation the computation of which is given in Annexure 13.4. The norms for measuring the 'living area' are given in Annexure 13.3. For purposes of calculating standard rent, officers may be asked to advise particulars of living area in the leased housing accommodation provided to them on the format given in Annexure 13.5. The correctness of particulars advised therein should be verified by Branch Manager/Manager of a Division/Accountant. In the case of hired accommodation provided to Branch Managers, verification of the statement given by them may not be necessary. However, where the contractual rent of accommodation hired/provided by the bank is lower than the standard rent worked out on the above basis, and it is also lower than 1.75% of the first stage of scale of pay in which an officer is placed, recoveries may be made from the officer to the extent of contractual rent only : in such cases, contractual rent will be deemed as standard rent.
ii.
iii.
iv.
404
v.
Asst.General Managers are authorised to sanction leased housing accommodation to officers as per their eligibility. Accordingly, standard rent in respect of accommodation hired by the Bank may be approved by Asstt. General Managers (Region) concerned in respect of officers working at branches under their control. For officers posted at other offices, Office Manager or any other officer authorised to sanction leased housing accommodation may also approve fixation of standard rent. A format to be used by Branches/Offices for obtaining such approval is given in Annexure 13.6 for general guidance. Whenever a proposal for hiring accommodation for leased housing purposes is submitted by branches/offices, they may also calculate simultaneously standard rent in respect thereof in accordance with the above norms and seek approval for it from the authority concerned.
vi.
13.2.3
(i)
Payment of HRA on Capital Cost / Rent Receipt Basis

Capital cost furnished by the officer prior to 1.11.92 entitles him to the higher House Rent Allowance in terms of revised rules. In view of the above, eligible house rent allowance in terms of OSR Rule 22(3) can be paid with effect from 1.11.1992. If an officer has furnished details of additional capital cost after 1.11.92, house rent allowance on the basis of enhanced capital cost can be considered from the date of submission of the details to the bank, subject to the bank being satisfied about the additional expenditure incurred by the officer in this regard. OSR:22(3)
(ii)
13.2.3.1 Computation
When an officer resides in his own accommodation, he shall be eligible for a House Rent Allowance for an amount computed: - as if he was paying by way of monthly rent a sum equal to one-twelfth of the higher at (A) or (B) below :(A) The aggregate of: i) ii) Municipal Taxes payable in respect of the accommodation and 12% of the capital cost of the accommodation, including the cost of the land and, if the accommodation is part of a building, the proportionate share of the capital cost of the land attributable to that accommodation, excluding the cost of special fixtures, like air conditioners.
(B)
OR, The annual rental value taken for municipal assessment of the accommodation. OR, at the rates indicated in column II of Section 13.2.1 with a maximum of 150 % of the maximum House Rent Allowance payable otherwise,which ever is lower. Example
A.
Computation of A i) ii) iii) Total cost of the house 12 % of the total cost Annual Municipal Taxes, if any Rs. Rs. Rs.
405
iv) v) vi)
TOTAL of ii and iii 1/12 of iv (notional rent p.m.) 1.75 % of the 1st stage of basic pay of the scale in which the officer is substantively placed A. v vi
Rs. Rs. Rs.
Rs.
B.
Computation of B i) One-twelfth of the annual rental value taken for Municipal assessment of the accommodation 1.75% of the 1st stage of basic pay of the scale in which the officer is substantively placed B. i ii : Rs.
ii)
Rs.
Rs. Rs.
C. D.
Computation of C C. Higher of A or B Computation of D 150% of HRA payable in terms of: Section 13.2.1. HRA payable on capital cost shall be the lower of C or D. Rs.
13.2.3.2 Related Matters

While determining the capital cost of his own house in which the officer resides, the following guidelines shall apply : i) In the case of the Bank's housing schemes, there should be no difficulty in ascertaining the capital cost of the building. The officer shall, however, produce satisfactory evidence of any major additions/alterations subsequently carried out in the building/flat at his cost. In the case of buildings, either constructed and occupied by the officer outside the Bank's scheme or occupied as being ancestral property, the officer shall produce satisfactory evidence of the original capital cost of the building (including original cost of the land) and cost of the subsequent major additions/alterations carried out. Such evidence should be supported by a certificate from a qualified architect. At the discretion of the Bank, the Bank's engineer may also visit the house and certify that the capital cost declared is reasonable. When a portion of a jointly owned house belongs to an officer, the capital cost will be calculated proportionately. If it is not possible to give satisfactory evidence of the capital cost, especially in the case of ancestral house, then the criteria for determining the house rent allowance payable to the officer will be governed by the rental value as assessed and recorded in the registers of the local authority like Municipality. In some cases of the flats and/or plots allotted by certain Government bodies, the allottees are required to pay annual lease tax in addition to Municipal taxes. Further, at the time of registration of the land and/or flat, registration fee is required to be deposited
ii)
iii)
iv)
406
by the allottee. It should be in order to include proportionate annual lease tax and registration charges in the cost of land while arriving at the capital cost. v) While permitting House Rent Allowance on reimbursement basis, a certificate should be obtained from the concerned officer that no portion of the house has been let out. However, in case a portion of the house has been let out, the amount of house rent allowance payable will be reduced proportionately. If an officer is entitled to draw HRA, such house rent allowance will be reduced by the amount of house allowance included in personal allowance, whichever is less. In other words, if the amount of personal allowance is higher than the amount of protection for house allowance, the house rent allowance payable under the revised scheme will be reduced by the amount of house allowance protected. If, however, the amount of personal allowance is lower than the amount of house allowance protected, the HRA payable under the revised scheme will be reduced by the amount of personal allowance. Therefore, in such cases, where HRA is to be reduced by the amount of personal allowance, there will be a proportionate increase in the quantum of HRA payable to an officer as consequence of gradual absorption of personal allowance against future increments / promotion. Where an officer is not entitled to personal allowance, the house rent allowance, if any, payable to him under the revised scheme, shall not be reduced. Where the quantum of house allowance as well as the personal allowance are more than the HRA admissible to an officer under the revised scheme, no amount towards HRA will be payable to him. Officers who have not been provided with leased/Bank's accommodation and are drawing HRA either at specified rate or on the basis of capital cost of their own accommodation, may be permitted to choose between various options available to them (for drawing House Rent Allowance). Note: In the case of an officer who has given his/her flat to the bank on rental/ lease basis, he can claim HRA on production of rent receipt for the accommodation where he stays and not in respect of his flat on capital cost basis. viii) Officers have from time to time been given an option to choose between any of the modes of drawing House Rent Allowance, under the extant provisions (viz.rent receipt basis or capital cost basis in respect of their own accommodation) w.e.f.1.11.1987. However, where an officer does not indicate any change in his option already given or being availed, the previous option shall continue to hold good. Further, if an officer wishes to change his option, he can do so in the beginning of the financial year viz. in the month of April.
vi)
vii)
13.2.3.3 Difficult Centre : HRA on capital cost basis

(i) Officers who are staying in their own houses prior to their transfer to difficult centres are permitted to retain their families at their own houses/at a place of their convenience. Such officers may also be permitted to draw HRA on capital cost basis with effect from 12.2.96. In case an official residence is provided by the Bank at the place of his posting in the difficult centre, the official if retaining his family in his own house in the circumstances
(ii)
407
stated above may also be permitted to draw HRA on capital cost basis for his own house and would be subject to a house rent recovery from his salary for the official residence occupied by him. (iii) (iv) The facility of payment of HRA on capital cost basis is extended to such officers also who shift their families to their own houses after their transfer to difficult centres. Officer posted at difficult centre can be permitted to draw HRA on rent receipt basis (at the rate applicable to the previous of posting), if he was residing in a rental accommodation arranged by himself prior to his transfer to difficult centre and continues to retain his family thereat; in such cases, the HRA as admissible in terms of SBIOSR may be paid to the officer, provided the official / leased accommodation has not been provided by the Bank to him at the place of his posting. (CDO/PM/CIR/42 Dt.27.11.1998)
13.2.3.4 Payment of HRA on capital cost basis to officers posted from outside the circle to Patna / Bhubaneswar / North Eastern Circles
1. Officers posted at Patna, Bhubaneswar and North Eastern circles from outside these circles are permitted to retain their own house at a place of their convenience. Officers who were staying in their own houses prior to their transfer to these circles and retain their families thereat may also be permitted to draw HRA on capital cost basis. In case an official residence is provided by the Bank at the place of his posting in the new centre, the official if retaining his family in his own house in the circumstances stated above may also be permitted to draw HRA on capital cost basis for his own house and would be subject to a house rent recovery from his salary for the official residence occupied by him. The facility of payment of HRA on capital cost basis is extended to such officers also who shift their families to their own houses after their transfer to Patna / Bhubneshwar / North Eastern Circle.
2.
3.
13.2.4
Stay in Hotel / Lodging House: Payment of HRA

In some places, officers may be staying in hotels/lodging houses. In such cases, the charges paid by the officer for lodging (excluding board) may be taken as the actual house rent paid by the officer for the purpose of reimbursement of house rent allowance on rent receipt basis.
13.2.5
i.
H.R.A. where spouse is also employed in the Bank

In terms of paragraph 22(2) of the SBI Officers' (DTCS) Order, 1979, House Rent Allowance (HRA) was payable only as a reimbursement either on rent receipt basis or capital cost basis. Accordingly, the HRA was not payable to the officers who stayed in residential accommodation provided to their spouses (who were also officers of the Bank) except in certain circumstances.
408
ii.
However, consequent upon salary revision of officers with effect from 1.11.1987, certain minimum HRA has become payable in the form of an allowance to officers not provided with residential accommodation. A doubt arose whether HRA became automatically payable to the officers referred to in paragraph (i) above irrespective of the fact that they were staying with their spouses working in the Bank and were not incurring any expenditure by way of house rent. The matter was examined by the Personnel Committee of the Indian Banks' Association at its meeting held on 11.7.1990. They clarified that by virtue of the amendments to paragraph 22 of the SBI Officers (DTCS) Order, 1979, it implied that HRA will be payable to all the officers who are not provided with Bank's accommodation. Further, the concept of claiming HRA 'on certificate basis' is also not acceptable. Officers can be paid HRA as eligible in terms of the DTCS Order, without reference to rent actually paid. Further, those who wish to claim HRA on the strength of rent receipt, etc., a separate provision is made. By the same logic, an award employee whose spouse has been provided with residence by the Bank, may also be paid HRA as applicable. It will, therefore, be in order to pay the HRA as applicable to the area of posting, to the officers and award employees staying in residential accommodation provided to their spouses who are also officers / award staff in the Bank with effect from 1.11.87.
iii.
iv.
13.2.6
House Rent Allowance on permanent transfer

At the time of permanent transfer, H.R. A. is not payable to an officer for the period covered by joining time and taking over charge of the new post, provided he is entitled to halting allowance as per rules.
13.2.7
House Rent Allowance to officers on leave

An officer on leave is eligible for H.R. A. for the entire period of leave except when he is on extra-ordinary leave on loss of pay.
13.2.8
House Rent Allowance to officers under suspension

An officer under suspension is entitled to receive house rent allowance equal to half the allowance that is normally payable to him.
13.2.9
Income tax on House Rent Allowance

Income tax on HRA paid to employees who own their house/flats should be recovered from the employees concerned from their salaries and allowances.
13.2.10
Set off of Personal Allowance against House Rent Allowance

Where an officer is eligible for House Rent Allowance, the amount of personal allowance, if any, payable to him should be set off against such House Rent Allowance and the difference, if any, after such set off shall alone be payable. However, the amount of personal allowance to be set off against House Rent Allowance payable should be shown as recovery in red ink against the column of personal allowance.
13.2.11
Sanctioning Authority for HRA on Rent Receipt basis
409
i)
The amount of HRA payable to an officer should be approved by the controlling authority. The rent receipts, wherever applicable, should be forwarded to the controlling authority. Thereafter, the claim of officer may be passed by the Branch Manager so long as there is no change in the HRA for the premises originally approved. Whenever there is an occasion for change in HRA, the matter should again be referred to the concerned controlling authority. Such occasions might arise whenever there is change in basic pay, personal allowance or the actual rent being paid by the officer concerned. HRA to Branch Managers will have to be sanctioned by the Asstt. General Manager of the Region. The HRA bills of officers in Zonal Office/LHO may be passed by the Office Manager.
ii)
iii)
13.3
CITY COMPENSATORY ALLOWANCE

(CC No. CDO/P&HRD-IR/17/2005-06 dt. 07.05.05) City Compensatory Allowance shall be payable to officers as per the place of their posting and at the rates / ceiling mentioned below (with effect from 1.11.2002) :-
Area i) ii)
Rate
Places in Area 1 and in the State 4% of Basic Pay of Goa Places with population of five 3% of Basic Pay lakhs and over and State Capitals and Chandigarh, Pondicherry and Port Blair
Maximum Amount Rs.540/- p.m. Rs.375/- p.m.
NoteIt may be noted that places which are considered contiguous to any of the cities or towns where City Compensatory Allowance is payable and which, in respect of the Award Staff, are considered to belong to the Area to which the city or town belongs are deemed to attract City Compensatory Allowance at the same rate. For the purpose of rule 22 and 23 of OSR : OSR:22(3) i. Area I means places with a population of more than 12 lakhs. Area II means all cities other than those included population of 1 lakh and more. in Area I which have a
Area III means all places not included in Area I and Area II. Project Area centres in Groups A and B shall have same meanings as have been accepted for the purpose of service conditions of the workmen staff in the Bank
13.3.1
Deduction of Income Tax on CCA
410
The Direct Tax Laws (Income Tax) (Amendment) Act, 1989 which came into force from 1.4.89 contains a provision for treating the City Compensatory Allowance as income in the hands of the assesses.
13.3.3
i)
Payment of CCA to officers on leave

An officer who is in receipt of CCA would be allowed to draw the allowance while on leave upto a period not exceeding two months, irrespective of the period of leave unless before proceeding on leave, he is instructed to report for duty at the expiry of the leave at a place where he will not be eligible for such allowance. An officer who, before proceeding on leave, is instructed to report for duty at the expiry of the leave at a place where he will not be eligible for CCA will be entitled to receive such allowance until the date of his relief from his previous posting.
ii)
13.3.4.
i) ii) iii)
Payment of CCA to officers on transfer

CCA shall be payable to an officer on transfer upto the date of his relief from duty at the station where such an allowance is payable. CCA shall be payable to an officer on transfer from the date of his reporting for duty at the station where such an allowance is payable. Where an official working at a place where he is eligible for CCA at a higher rate is instructed before proceeding on leave to report for duty at a place where he will be eligible for CCA at lower rate, he shall be paid such allowance at the lower rate during such leave period. An officer who is temporarily transferred or deputed where CCA is payable shall not be eligible for the allowance, unless such allowance is payable to him at the place from where he is deputed. Conversely, if he is temporarily transferred or deputed from a place where the allowance is payable to a place where the allowance is not payable, he will continue to draw the allowance even if he is entitled to halting allowance. CCA is not payable during transit time (including joining time) for which halting allowance is paid. Panchkula, Mohali are covered as part of Urban Agglomeration of Chandigarh for the purpose of HRA/CCA/HA vide HR Department Note No. Per/HKB/316 dated 9.10.93.
iv)
v) vi)
13.3.5
Ranking of CCA for the purpose of other allowances / retirement

CCA shall not rank for the purpose of any allowance or retirement benefits.
13.4
SPECIAL AREA ALLOWANCE

Special Area Allowance payable to Bank's officers at various centres with effect from 1.11.2002 is as per Annexure. 13.2. As hitherto the officers shall be eligible to draw only the higher of Special Area Allowance and Hill and Fuel Allowance and not both at centres where both the allowance are payable. If the higher of the two allowances is less than aggregate of Special Area Allowance and Hill and Fuel Area Allowance drawn by the officer on 31.12.1989, then such difference shall be protected as Personal Allowance (Special Area) till such time the officer remains posted at that place.
411
13.4.1
Deduction of Income Tax on Special Area Allowance

Special Area Allowance is exempt from income tax upto the extent specified in notification number S.O.134 (E) dated 21.2.1989 of CBDT.
13.5
PROJECT AREA COMPENSATORY ALLOWANCE

OSR:23(iii) An officer serving in an area specified as a project area falling in Group A or Group B, will be paid a project area compensatory allowance at the rate of Rs.210/-p.m. or Rs.185/- p.m. according to the classification of the area as Group A or Group B w.e.f. 01.11.2002. Explanation :
(a)
For the purpose of this allowance, the project areas in Group A will be the same as have been accepted as Group A areas in respect of the workmen staff in the Bank, and project areas in Group B will be those listed under Group B and Group C for that category. If at a Centre both city compensatory allowance and project area compensatory allowance are payable to an officer, only the higher of the two (viz., CCA) shall be payable.
(b)
13.6
MID-ACADEMIC YEAR TRANSFER ALLOWANCE

OSR:23(iv)
i)
If an officer is transferred from one place to another in the midst of an academic year and if he has one or more children studying in school/college, in the former place, a mid academic year transfer allowance of Rs. 500/- p.m. (w.e.f. 01.01.04) will be payable to him from the date he reports to the latter place upto the end of the academic year in respect of all the children, provided that such allowance shall cease if all the children cease studying at the former place. It has been clarified that the allowance will be paid if the officer has one or more children studying in a convenient place also and not only at the place of his former posting. The allowance would be payable till the completion of the academic year or till the children cease to study or join the official at the place of his posting, whichever is earlier, regardless of the number of times he is transferred in the meantime. Probationary Officers and Trainee Officers are also eligible for the allowance on the above basis. In the case of an employee whose promotion takes effect from the date of his reporting at the branch to which he is posted, he would be eligible for payment of mid academic year transfer allowance as applicable to Supervising Staff. The allowance is payable even in case where the children are studying in nursery or kindergarten. An officer who had been issued a transfer order before the commencement of the academic year but who is relieved of his duties only after the commencement of the academic year due to administrative reasons may be paid mid academic year transfer allowance for the period from the date of commencement of the academic year to the
ii) iii)
i)
v) vi)
412
date the officer is actually relieved from the previous branch in case the officer has already shifted his family to the place of his next posting and got his child/children admitted in school/college thereat. vii) The allowance will not be payable in the following cases :A) B) An officer who is transferred in mid session from one place to another at his own request. An officer who keeps his children for studies at a place other than the place of his posting and continues to keep them at that place, even after his transfer from one station to another in mid session. During the leave period of an officer under orders of transfer, when he proceeds on leave on relief from his duties. An officer who is relieved on transfer prior to the beginning of the academic session but who reports for duty at the new place during the academic session after availing himself of leave granted to him. An officer deputed to Inspection Department.
C) D)
E) F)
viii)
An officer who keeps his child for education at a place other than the place at which he was working at the time of his first transfer and continues to do so after his subsequent transfers in mid session. Clarifications: A) In a case where an officer is residing at a place other than his place of work and is travelling daily to the place of work and his children are studying at the place of his residence, if he is transferred to some other place and shifts his residence to the new place of work but his children continue their studies in the old place of residence, he will be eligible for the allowance, as the transfer results in the maintenance of two establishments. B) In a case where an officer is transferred from one place to another and the distance between the two places is such that he can come daily without difficulty, he will not be eligible for the allowance if he does not shift his residence to the new place and his children continue their education in the same place. In some cases, due to non-availability of facilities at the headquarters, an officer may send his children to schools and colleges at nearby places. As the place is nearby, the children may come to and fro daily or periodically without difficulty. If the officer is transferred from that place to another during academic session, he will be eligible for the allowance provided he shifts his residence to his new place and his children have to stay at the place of their studies. If not, the allowance will not be payable.
C)
ix)
An officer who is eligible for the allowance should submit a declaration on the prescribed format given in Annexure 13.1. Payment of the allowance will be sanctioned by the controlling authority.
13.6.1
Deduction of Income Tax on Mid Academic Year Transfer Allowance

Mid Academic Year Transfer Allowance paid to the extent of Rs.50 per month per child upto a maximum of two children is exempt from Income Tax.
413
13.7
DEPUTATION ALLOWANCE
(CC No. CDO/P&HRD-IR/17/2005-06 dt. 07.05.05) OSR-23(v)
i)
If an officer is deputed to serve outside the Bank, he may opt to receive the emoluments attached to the post to which he is deputed. Alternatively, he may, in addition to his pay draw a deputation allowance of 7.75% of pay maximum Rs.1500/-p.m. (w.e.f.01.06.2005)and such other allowances as he would have drawn had he been posted in the Bank's service at that place. Local Deputation :- Provided that where he is deputed to an organisation, which is located at the same place where he was posted immediately prior to his deputation, he shall receive a deputation allowance equal to 4% of his pay, maximum Rs.750/- p.m.. (w.e.f. 01.06.2005) Deputation to training establishment:- Provided further that an officer on deputation to the training establishment of the Bank as a faculty member or to Banking Service Recruitment Board, shall be eligible for deputation allowance @ 4% of his pay, maximum of Rs.750/- p.m. (w.e.f. 01.06.2005) Deputation to Associate Banks : Modification :- If an officer is posted as Managing Director of Associate Bank of the State Bank of India or of any other subsidiary of the Bank, he shall also be entitled to deputation allowance w.e.f. 24.6.93. All officers deputed to a subsidiary of the Bank shall continue to be entitled to deputation allowance.
ii)
iii)
iv)
13.7.1
Deputation to Territorial Army

Employees relieved for training /duty with Territorial Army are not entitled to receive salary and allowances from the Bank in addition to emoluments received from the Territorial Army. Only in cases where such emoluments received from the Territorial Army are less than the salary and allowances drawn by the employees in the Bank would an amount, equal to the difference, be payable by the Bank to ensure that the employee does not, in aggregate, draw less than what he / she would have drawn in the Bank.
13.7.2
Staff requisitioned for election duty/training for election. Admissibility to compensatory leave, traveling expenses, halting allowance, overtime and other facilities
Indian Banks' Association has advised that employees who receive orders of appointment under Section 26 of the Representation of People act, are paid traveling expenses by the Government. During this period they are not under the superintendence and control of the Bank. Hence, liability on account of halting allowance, traveling expenses, overtime, compensatory leave or any other facility will not fall on the Bank. (CC No. PA/CIR/72 dt. 14.6.91)
13.8 13.8.1
A. B.
OFFICIATING ALLOWANCE Officiating in Higher Grade OSR:8

The competent authority may require an officer to officiate in a higher grade in a temporary or permanent vacancy. Officers in JMGS I and MMGS II drawing increments in the next higher scale, shall be eligible for officiating allowance if asked to officiate in posts categorised as of MMGS II or MMGS III.
414
OSR:23(vi) CDO/PM/16/CIR/7/1369 Dt 24.04.2002 i) If an officer is required by the competent authority to officiate in a post in a higher grade or scale for a continuous period of not less than 7 days at a time or an aggregate of seven days during a calendar month, he shall receive an officiating allowance equal to 6% of his basic pay for the period for which he officiates. With effect from 01.11.1999, the ceiling on maximum allowance payable under the rules has been removed. Officiating allowance will rank as pay for purposes of provident fund and not for other purposes. Officiating allowance to an officer, who comes to officiate as a consequence of review of categorization in a grade or scale higher than the one in which he is placed, will be paid from the date of circularization of the revised categorization. He will not be paid officiating allowance for the period he had worked in the position between the effective date of categorization and the date of circular. When an officer officiating in a higher post on a regular basis is absent for more than 7 days from his post, officiating allowance for such periods of absence exceeding 7 days in a month would not be payable. Whenever an officer is called upon to officiate for a fixed period in a higher grade position, apart from the officiating allowance payable as above, no other benefits of the higher grade or post will be extended to the officer. Since the arrangement is generally of a temporary nature and for a short duration. Where, however, in special circumstances, an officer is called upon to officiate in a higher grade position on more or less a regular basis without stipulating any fixed period, he will get such entitlement that go with the post or the grade to which that post has been categorised, as given in Section 13.8.2.
ii)
iii)
iv)
13.8.2
Payment of allowances / extension of benefits while officiating in higher post

When an officer is called upon to officiate in a higher grade position on more or less regular basis without stipulating any fixed period, he would get the entitlements mentioned below as per the categorised post of the grade:-
i)
Residential accommodation : It would be in order to extend the officials officiating in higher incumbency on regular basis residential accommodation as applicable to the post in which he/she is officiating. All other facilities connected with the residential accommodation viz. furniture and fixtures, cleansing material, telephone, supply of news papers, etc. may also be extended as applicable to the post.
ii)
Conveyance :Having regard to the functional requirements of the various categories of officers, conveyance facilities may continue to be related to the incumbency of the posts. However, for journeys outside the headquarter on official duty or on LTC the entitlement of the officer will be as per his substantive grade as these are the facilities available under the service rules and are related the grade / scale of the officer concerned.
iii)
Halting Allowance and reimbursement of actual hotel expenses:-
415
As these facilities are related to the grade / scale of the officer under the service rules, these should be extended only as per the entitlement of his substantive grade. However, where the lodging and boarding arrangements for a peer level group participating in a meeting / seminar / conference / training programme / workshop are made by the Bank or any other organising body, the officer in question is required to put up in such an arrangement. In such cases, reimbursement may be permitted in accordance with the incumbency of the post. iv) Personal Entertainment Expenses :This should be paid on a pro-rata basis. These benefits should be provided only when one is posted in a higher incumbency on a regular basis but not in those cases where one is required to officiate as a stop gap arrangement when the permanent incumbent is away on leave or otherwise.
13.8.3
Categorisation of positions of Cash Officer as MMGS II - Officiating Allowance

Where the incumbency of the Branch Manager is in MMGS III or above, the position of Cash Officer has been categorised as MMGS II. In order to follow a uniform practice and procedure, the senior most officer in JMGS I should officiate as Deputy Manager (Cash) in MMGS II whenever the latter is away, provided he has not handled the other keys (keys of Cash/Accountant, etc.); one of the members of award staff will consequently get officiating chances in JMGS I either in the Accounts Wing or Cash Wing.
13.8.4
Recovery of Officiating Allowance on Promotion

It is observed that in a few cases of officers, who have been promoted to higher grades with retrospective effect, a need arises for recovery as they were drawing officiating allowance for officiating in higher incumbency and that recovery of higher amount on account of residential accommodation is involved. It is clarified that it is not possible to waive the recovery.
13.8.5
i)
General guidelines for officiating DTCS Order 1979 Para (vi) CS.40/89
At a branch if the Accountant, Field Officer, Manager of a division or Branch Manager is on leave, the next officer should discharge both the functions and there will not be any need to give officiating chances under these circumstances. Officiating chances should be given strictly based on need and not on any unhealthy practice prevalent at the branch. An officer who is required to officiate/act in higher capacity, to suit the administrative convenience, should actually perform the duties that go with the respective post. Under no circumstances, should 'sleeping' powers of a higher grade or scale be permitted to be enjoyed. During the absence of the Branch Manager, the senior most amongst the Managers of Divisions will look after both functions. At branches where there are no Divisions, the senior most amongst the Accountant, Field Officer or other Officers and at other branches, the senior most officer (other than cash officer) will discharge both functions.
ii) iii)
iv)
416
In the case of Managers of Division, the next senior officer in that Division will attend to both functions. v) Seniority for purposes of acting chances will be reckoned as given in Chapter 6.
13.8.6
When may officiating be permitted?

CC letter No. PA:CIR:102 dt. 21.3.95 The following norms should be observed to employees/ officers in future : while permitting officiating opportunities
i) ii)
No officiating should be permitted at administrative offices. Officiating at branches may be allowed only when customer service is likely to be adversely affected e.g. where a passing official or a SWO or a head clerk incharge of passing or an assistant head cashier is on leave. In any other position in clerical cadre where customer service is not immediately going to be affected, e.g. checking of day books, etc., officiating may be permitted only if the absence exceeds 4 days. During this period, the work should be allocated to other staff so that the work does not remain undone on any day. Officers posted in higher incumbency positions vis-a-vis their respective grades, should not be called upon to exercise powers of higher grades. Accordingly, no officiating should be paid to them.
iii)
iv)
13.8.7
Authority Structure for permitting officiating

In Circles and other SBUs (all powers/specify what powers not given) Subject In MMGS II Upto one month In MMGS II to SMGS V More than one month in MMGS II and upto three months, and also upto three months in MMGS III to SMGS V 3 to 6 months Beyond 6 months In TEGS VI Upto three months More than 3 months but upto one year Over one year CGM Group Executive/DMD & CDO Chairman An authority not below DGM An authority not below AGM Competent Authority
GM CGM
417
In or at any establishment under Corporate Centre /Group HQ Subject MMGS II to TEGS VI At all offices Subject TEGS VII and above Upto one year Respective Group Executives in Groups. DMD & CDO for Central Office /CO Establishments Chairman Competent Authority Competent Authority Respective Group Executives/ DMD & CDO
Over one year
13.9
CLOSING ALLOWANCE
OSR:23(vii) If an officer is posted at a branch where books are closed on 31st March and 30th September, a closing allowance of Rs.250/- for each of the two closings will be paid to him. Clarifications :
i)
With effect from 31st March 1990, officers who are posted at Administrative Offices or at other offices of the Bank where no closing of books is involved will not be eligible for Closing Allowance. Closing allowance may be paid in full at the end of September and March every year to eligible officials irrespective of their dates of appointments during the half year. Closing allowance is paid to all the regular officers upto and including the rank of Dy.Managing Director on regular basis. No closing allowance shall be payable to the officials retiring during the half year unless they are in service on the 30th September and 31st March. CC letter No. PA:CIR:105 dt. 18.5.83
ii) iii) iv)
v)
Closing allowance is not payable to officers on deputation to outside agencies including Regional Rural Banks unless such closing allowance is payable in the concerned agency (i.e. RRB itself) and also to officers under suspension. A statement showing the closing allowance paid to the supervising staff should be submitted to the controlling authority for the purpose of post-audit.
vi)
13.10
SPLIT DUTY ALLOWANCE

OSR:23(viii)
418
i)
Split duty allowance at the rate of Rs.125/- p.m. (w.e.f. 01.11.2002) shall be paid to an officer working at an office where the business hours are split with a minimum interval of two hours. The allowance will not be payable to an officer who resides in the building in which the branch/office is housed or in separate quarters in the Bank compound. Split duty allowance will not rank for payment of dearness allowance or for contribution to Provident Fund and Pension Fund and for other benefits. An officer who is in receipt of split duty allowance, will be allowed to draw the allowance while on leave upto a period not exceeding two months, irrespective of the total period of leave unless, before proceeding on leave, he is instructed to report for duty at the expiry of the leave to a place where he will not be eligible for such allowance. Split duty allowance is taken into account for computing encashment of leave.
ii) iii)
iv)
13.11
HALTING ALLOWANCE
Officers shall be entitled to halting allowance at the following rates w.e.f.1.06.2005 Grade / Scales of Officers Officers in Scale IV & above Officers in Scale I/II/III Major A class cities (Rs.) 600/550/Area I (Rs.) 550/500/Other Places (Rs.) 500/400/-
Provided that in the case of officers in Scale IV and above, halting allowance payable per diem while on outstation work at the four metros, viz. Delhi, Mumbai, Kolkata and Chennai, shall be Rs.700/-. Clarification:An officer who is temporarily transferred / deputed from one station or headquarters on Bank's work, otherwise than on transfer, shall be paid halting allowance.
13.11.1
Halting Allowance to Joint Custodian OSR:23(ix)

If an officer is required to work as Custodian of a vault or locker on a holiday, a halting allowance at the rate to which he is entitled shall be paid to him.
13.11.2
H.A.: Officers in T.E.G. Special Scales I & II

The officers in Top Executive Grade Special Scale II should be reimbursed actual hotel expenses and boarding expenses/halting allowance as under as applicable to the Chairman and / or Managing Director.
a) b)
Entire cost of room rent (single room occupancy only) in a hotel other than 5 Star hotel and boarding expenses as specified by Corporate Centre. Where the officer makes his own arrangements for boarding and/or lodging he may be reimbursed the actual cost of lodging subject to the ceiling of charges levied for lodging at a four star hotel at the place plus a halting allowance as specified by Corporate Centre.
419
This comes into effect from September 1, 1986. The basis for reimbursement of actual hotel and boarding expenses and halting allowance to officers of Top Executive Grade Special Scale I remains unchanged and they may be paid halting allowance at the rates applicable to officers in T.E.G. VI & VII.
13.11.3
Supplementary H.A. for Inspecting Officials

A supplementary halting allowance of Rs.10/- per day for halt outside headquarters on inspection duty may be paid to all inspecting officials. This supplementary halting allowance is also payable to the Circle Auditors and Auditors at Regional Offices and Officers posted at Regional Rural Banks for mobile inspection duty in addition to the Inspection Department mobile staff.
13.11.4
i) ii) iii) iv)
General Guidelines for paying Halting Allowance :SBIOSR 41(4)

Where the total period of absence is less than 8 hours, but more than 4 hours, halting allowance at one-half of the stipulated rates is payable. Where free lodging is provided at the place of halt, 3/4th of the halting allowance is payable; Where free boarding is provided at the place of halt, 1/2 of the halting allowance is payable; Where free boarding and lodging are provided at the place of halt, 1/4th of the halting allowance is payable. Where, however, an officer claims boarding expenses on a declaration basis without production of bills for actual expenses incurred, then he shall not be eligible for 1/4th of the halting allowance. For the purpose of computing halting allowance, "per diem" shall mean each period of 24 hours or any subsequent part there-of, reckoned from the reporting time for departure in the case of air travel and the scheduled time for departure in other cases, to the actual time of arrival. Where the total period of absence is less than 24 period of not less than 8 hours. hours, "per diem" shall mean a
v)
v)
Irrespective of the mode of transport an officer should be permitted to avail of only the actual journey period and he should attend the offce on the same day in case he reaches at station in the morning/forenoon or say upto 2 p.m. (CC No.CDO/PM/16/CIR/14 dt 08.05.02)
13.11.5 Halting Allowance on Permanent Transfer

i) An officer transferred from one station to another station shall be eligible to claim halting allowance at the same rate as in the case of travel on tour, for the period spent on journey and for the joining time and period of taking over charge of his post, as specified by the Competent Authority. However, if residential accommodation is provided by the Bank at the new place of posting, halting allowance will not be payable from the date such accommodation is provided by the Bank. Halting allowance in respect of joining time on transfer will be paid only for 7 days irrespective of the prefixing, intervening and / or suffixing public holidays/Sundays.
420
ii)
An officer who has not been provided by the Bank with free residential accommodation at his new place of posting shall be entitled to halting allowance for the period he is actually engaged in taking over charge of the new post, subject to a maximum period of six weeks, notwithstanding the fact that he has been allowed to retain the residential accommodation provided by the Bank at his previous place of posting. In respect of the residence occupied by him at the previous place of posting, suitable recovery will be made from his salary. Further, no house rent allowance will be admissible for the period he is in receipt of halting allowance. The officer will cease to draw halting allowance as soon as he assumes charge of the new post or is provided with free residential accommodation by the Bank at his new place of posting, whichever is earlier.
iii)
iv)
13.11.6 Halting allowance in case of Emergent Permanent Transfers

i) In emergent situations, an officer may be instructed to proceed on permanent transfer to another station immediately without availing of the joining time. Thereafter, the officer concerned may have to return to his earlier place of posting in order to wind up his establishment and/or take his family to the new place of posting for which purpose he may also avail of the joining time which could not be allowed to him earlier. In such situations :The officer concerned should be reimbursed his own fare to and fro for the journey to his earlier place of posting. The officer should be paid halting allowance for the joining time (excluding journey period) sanctioned to him, even though he may be in occupation of an official residence at the new place of his posting.
a) b)
13.11.7
Deputation /Transfer from one area to another

If an officer travels from a higher area to a lower area (say from Area I to Other Places) and vice versa while on tour/deputation or on transfer, the place of visit or the place of transfer should be taken as the basis for determining the rate of halting allowance admissible to him irrespective of the rate applicable to the area of his headquarters. For example, if an officer from Major 'A' Class City is required to visit another place in Area I, he shall draw halting allowance at the Area I rate for both the periods of onward journey and return journey as also for the period of halt at the place of visit. Where, however, an officer is required to visit more than one place during the tour and makes a halt for 8 hours or more or stays overnight at an intermediate place of visit, he will be eligible for payment of halting allowance for the period involved at the rate applicable to the place of halt in question. This provision will also apply if an officer has to halt at a station other than the proposed place of visit enroute on tour or on transfer.
13.11.8 Deputation within Municipal Limits

1. With the coming into force of SB1 Officers' (D.T.C.S.) Order, 1979, the practice of paying halting allowance for deputation within Municipal limits but beyond 15 kms. from the
421
i) ii) 2.
headquarters or residence stands withdrawn. For this purpose, deputation within a given centre forming one unit or within the constituent units of the Urban Agglomeration of a place will be considered as deputation within Municipal limits. However, reimbursement of out of pocket expenses at the rate prescribed below may be made provided if the officer travels for the following distance and remains away for atleast 4 hours including journey period: Particulars Distance Where an officer proceeds Atleast 15 kms. away from from office office and 5 kms. away from residence Where an officer proceeds Atleast 15 kms. away from from residence residence and 5 kms. away from office The Executive Committee of the Central Board (ECCB) in its meeting held on 14th December 2006 has decided that an officer, if he travels the required distance as stipulated in paragraph (1) above, may be permitted to claim reimbursement of out of pocket expenses incurred by him for journeys completed on the same day subject to a ceiling of half the halting allowance payable to him or Rs.275/- per day whichever is lower. These instructions are effective from the 1st December 2006. (CC No. CDO/P&HRD-PM/53/06-07 dt.02.01.07) The officer should furnish a certificate that the amount has been actually incurred. The controlling authority should exercise extreme care to restrict the visits to the required minimum as may be warranted for business considerations/follow-up of advances, etc. Such out-of-pocket expenses should be sanctioned after being satisfied that the visits were necessary and the claim is reasonable and otherwise in order.
3.
13.11.9
Inclusion of Panchkula & Mohali as part of Urban Agglomeration of Chandigarh

Effective from 9.10.93 Panchkula, Mohali are covered as part of Urban Agglomeration of Chandigarh for payment of HRA, CCA, HA etc.
13.11.10
Inclusion of Gurgaon Urban Agglomeration in Delhi

With effect from 1 st June 1989 Gurgaon Urban Agglomeration shall be treated as part of Delhi for payment of HRA, CCA, HA, etc. to Supervising Staff also.
13.11.11 Officers posted at difficult centres

In terms of current provisions, officers posted at a few centres classified as difficult centres are entitled to provision of leased accommodation at the previous place of posting or any other convenient centre so that their families can be stationed thereat. A doubt has arisen as to the entitlement of such officers to halting allowance in case they are required to visit on official duty the place where they have been provided with residential accommodation for stationing their families. ii. It has been decided that the officers posted at difficult centres may receive full halting allowance at the place of halt even if they have been provided with residential accommodation thereat in as much as payment of halting allowance is related to duty outside headquarters and not to the provision of residential accommodation. Besides, for the residential accommodation, suitable recovery is made from the officer as per rules.
422
13.11.12
Deputation to residential training centre

Halting allowance at the rate of l/4th of the normal halting allowance is payable in case of deputation to residential training centre / college of the Bank and / or outside agencies, where free board and lodging are provided and the officers are required to stay there overnight, irrespective of whether deputation is within the officer's headquarters or not. In case of local deputation, a certificate that the officer stayed in the training centre should be produced from the head of the institution. However, no such halting allowance will be payable to the officers who are deputed to non-residential training centres / institutions within their headquarters. This facility will also not be extended to the officers deputed to the residential training centres but who continue to stay at their residence for any reason whatsoever while attending a training programme even with the prior permission of the concerned head of centre / school /college.
13.11.13
Deputation for opening new branches

Where an officer is transferred outstation to open a new branch and is attached to the Link Branch for some time for the purpose of opening the Branch, he should be paid full halting allowance for the period he is attached to the Link Branch, subject to the usual conditions for which halting allowance is payable being specified in each case by the controlling authority and provided that no official residence is provided to him. No house rent allowance will, however, be payable during this period. In case the period for which halting allowance is payable exceeds two months, specific approval should be obtained from the competent authority specified in Chapter 23 in each case. In case the period exceeds 3 months, the matter would also need to be reported to the Chief General Manager.
13.11.14
Halting allowance and reimbursement of actuals to pensioners

Pensioners may be paid halting allowance / permitted reimbursement of the actual lodging and boarding expenses, in addition to conveyance expenses, as per their entitlement and in accordance with their grades (i.e. the grades at the time of retirement) as and when they are required to come to the Bank from outstation places to appear as witness on behalf of the Bank in court cases / disciplinary cases.
13.11.15
Custodian of vault / locker

An officer who is required to work / attend office on holidays in connection with the Bank's business on a regular basis, will be paid halting allowance at the rate at which he is entitled. As regards attending office in connection with conduct of examinations, etc. for taking out / depositing test materials etc., as there are separate arrangements for reimbursement of expenses, no halting allowance need be paid.
13.11.16
Grant of advance against halting allowance

Officers may be permitted to draw advance against halting allowance at the appropriate rate, relating to the entire period of their deputation or for a maximum of ten days in the first instance, whichever is less. In the case of deputation to training centres, advances may be availed of for the period of deputation or for a maximum of one month, whichever is less. The facility of obtaining advance will not, however, be available at the Training Centres.
13.11.17
H.A. to B.M.s appearing for IIB Examination at out-station centres
423
Branch Managers are not allowed to appear at the examination of Indian Institute of Bankers held at the branches of their posting. Consequently they have to proceed to another centre to appear for the examination. Such officials be defrayed with the usual travelling expenses and halting allowance, subject to the following conditions: i. ii. The new centre selected must be nearest to the place of their posting. It would be open to the Bank to utilise their service at the places where they appear for the examination.
13.11.18
Halting allowance for Probationary Officers / Trainee Officers

Probationary Officers / Trainee Officers accompanying other officers on tours / inspection for various purposes including for deposit mobilisation campaigns, etc. will be eligible for halting allowance as applicable to confirmed officers, subject to other terms and conditions.
13.11.19
Halting allowance payable while staying at houses of the Bank's clients and Prosecution/Defence witness
Officers should as far as possible make their own arrangements for boarding and lodging at the places of halt and claim halting allowance applicable to them. Only at places where no alternative arrangements are available they may resort to staying at the Guest Houses of our clients. In such cases, if no payments for boarding and / or lodging are required to be made for the facilities provided to them, it should be treated as if the Bank itself has provided these facilities and the claim in respect of halting allowance made as per entitlement.
13.11.20
Halting allowance payable on deputation for Civil Defence work

If an official is sponsored for duty / training in connection with Civil Defence work, he is eligible for Special Duty leave for that particular period of Civil Defence Training / Duty. He is also paid the Travelling Expenses and Halting Allowance for the relative period as per the rules of the Bank.
13.11.21
Halting allowance to defence representatives of charge sheeted official

Halting allowance is paid at the rate at which the officer is entitled as per his grade. However, the facility to reimbursement of actual expenses is not extended. Only halting allowance as such is paid. Although the chargesheeted officer should normally nominate a defence representative from the same Circle, in case he happens to nominate a defence representative from any other Circle, he may be permitted to do so and the representative may be granted duty leave and also reimbursed with the travelling expenses in terms of his service rules.
13.11.22
Halting allowance: Legal proceedings - Honourably acquitted employee

An employee who has been honourably acquitted in legal proceedings instituted against him, in the execution of his duties, may be paid halting allowance admissible to him subject to maximum entitlements as per relevant rules.
424
13.11.23
Halting allowance : Suspended employee -Honourably acquitted

A suspended employee against whom departmental proceedings were initiated being honourably acquitted may also be paid halting allowance.
13.11.24
Payment of halting allowance during leave period

Halting Allowance will not be payable to an officer during leave period, while he is on deputation, except when he is ill and does not leave the station of deputation.
13.12
HILL AND FUEL ALLOWANCE

OSR-.23(x)
Place a) Places with an altitude of 1000 metres and above but less than 1500 metres and Mercara Town b) Places with an altitude of 1500 metres and above but less than 3000 metres. c) Places with an altitude of 3000 metres and above.
Rate 2% of Pay subject to a maximum of Rs.400/-p.m. 2.5% of Pay subject to a maximum of Rs.500 p.m. 5% of Pay subject to a maximum of Rs.1150/- p.m.
Clarification :-Officers posted at places with an altitude of not less than 750 meters and which are surrounded by hills with higher altitude which cannot be reached without crossing an altitude of 1000 metres or more, will be paid hill and fuel allowance at the same rate as is payable at centers with an altitude of 1000 metres and above.
13.12.1
Deduction of Income Tax on Hill and Fuel Allowance

Income Tax on Hill and Fuel Allowance upto a maximum of Rs. 150 per month is exempt from income tax.
13.13
DISCOMFORT ALLOWANCE OSR:23(xi)

If an officer is required to work in shifts involving hardships or has to perform onerous duties beyond normal working hours, he shall be paid a discomtort allowance of Rs.100/p.m.. The categories of officers to whom such allowance can be paid and terms and conditions of such payment will be decided by the Managing Director.
13.14
SPECIAL COMPENSATORY ALLOWANCE

All officers who are in the Banks service on 23.07.2003 and are currently in receipt of SCA will be paid SCA as follows w.e.f. 01.10.2001 Basic Pay (Rs.) SCA (Rs.) Upto 16560/575/17120/- to 19920/650/20480/- to 21040/700/21660/850/22280/- onwards 1000/-
Note:
Medical officers in the Bank as on 31.10.1993 are also eligible for the benefit of SCA.. Clarifications regarding payment of SCA
425
1. 2. 3.
The SCA will be taken into account while computing the leave encashment facility availed of on or after 1.11.93 by an officer / workman staff eligible for payment of SCA. Officers / workmen staff placed under suspension on or before 1.11.93 and who continues to remain suspended should not be paid subsistence allowance on SCA. However, the SCA will be taken into account while computing subsistence allowance in respect of those officers / workmen staff placed under suspension after 1.11.93.
13.15 13.15.1
MISCELLANEOUS INSTRUCTIONS Payment of allowance while on deputation

An officer, who is deputed from his place of permanent posting to other centres on official duty is not eligible for allowances such as Project Area Allowance, Hill and Fuel Allowance, etc. if payable at the centre to which he is deputed, as he is paid halting allowance during the period of deputation.
13.16
SPECIAL ALLOWANCE TO EX-DEFENCE PERSONNEL

A special allowance is paid to ex-defence personnel appointed on contract basis in different capacity in the Bank at various offices on the following scales w.e.f. 1.7.83. Brigadier or equivalent rank Rs.800/- p.m. Colonel or equivalent rank Rs.725/- p.m. Lt. Colonel or equivalent rank Rs.400/- p.m. Major or equivalent rank Rs. 325/- p.m. Brigadier or above and equivalent ranks are also extended the perquisites as applicable to officers in TEG Scale VI in the Bank irrespective of the post these personnel may hold.
426
ANNEXURES TO CHAPTER 13
Annexure 13.1 Declaration for claiming Mid-Academic Year Transfer Allowance Declaration to be furnished alongwith claim for mid-academic transfer allowance. The Branch Manager State Bank of India,
Dear Sir, I hereby declare that my child/children, as per particulars given below, is/are now studying at the schools/college(s) at place mentioned against each and that I have to leave them behind, consequent on my transfer from _______________ to ________________where I reported on _________ I request you to pay me the mid-academic year transfer allowance for the month of _____________ __________________________________________________________________________ Name of the child/ children Place Class in Date of Last date of which the admisacademic year child/ sion college of children the school is/are studying __________________________________________________________________________ Name of school/ college
__________________________________________________________________________ I have earlier been sanctioned the allowance for the following period: I certify that the above particulars are correct. Place : Date : Signature Designation :
427
ANNEXURE 13.2 STATEMENT OF SPECIAL AREA ALLOWANCE PAYABLE AT VARIOUS CENTRES EXCEPT NORTH EAST CIRCLE
SPECIAL AREA ALLOWANCE - REVISED RATES W.E.F.01.11.2002
Sr.No.
Column 1
Column 2 Pay from Rs.10,000/- to Rs.14,000/Pay from Rs.14,001 and above (Rs.) 1,300/-
1.
Mizoram a) Chimptuipui District of Mizoram and areas beyond 25 kms. from Lunglei Town in Lunglei District of Mizoram. b) Throughout Lunglei District excluding areas beyond 25 kms. from Lunglei town of Mizoram. c) Throughout Aizawl District of Mizoram
(Rs.) 1,000/-
800/-
1,050/-
600/800/-
750/1,050/-
2. 3.
Nagaland Andaman & Nicobar Islands a) South Andaman (including Port Blair) b) North & Middle Andaman, Little Andaman, Nicobar & Narcondum Islands
800/1,000/-
1,050/1,300/-
4. 5. 6. 7. 8.
Sikkim Lakshadweep Islands Assam Meghalaya Tripura a) Difficult areas of Tripura b) Throughout Tripura except difficult areas.
1,000/1,000/160/160/-
1,300/1,300/200/200/-
800/600/-
1,050/750/-
428
Sr.No.
Column 1
Column 2 Pay from Rs.10,000/- to Rs.14,000/Pay from Rs.14,001 and above 750/-
9. 10
Manipur Arunachal Pradesh a) Difficult areas of Arunachal Pradesh b) Throughout Arunachal Pradesh except difficult areas.
600/-
1,000/800/-
1,300/1,050/-
11.
Jammu & Kashmir 1) Kathua District a) Niabat Bani b) Lohi c) Malhar d) Macchodi 2) a) Udhampur District i. ii. iii. iv. Dudu Basantgarh Lander Bhamag Illaqa Thakrakote Nagote 1,000/1,300/1,000/1,300/1,000/1,300/-
b) All areas in MohreTehsil other than those included in 2(c). c) Areas upto Goel from Kamban Side and areas upto Arnas from Keasi side in Tehsil Mohre. 3) Doda District Illaqas of Padder and Niabat Nowgam in Kishtwar Tehsil 4) Leh District
800/-
1,050/-
1,000/-
1,300/-
429
Sr.No.
Column 1
Column 2 Pay from Rs.10,000/- to Rs.14,000/Pay from Rs.14,001 and above 1,300/-
All places in the District 5) Barmulla District a) Entire Gurez-Nirabat, Tangdar SubDivision and Keran Illaqa b) Matchill 6) Poonch and Rajouri District :
1,000/-
1,000/800/-
1,300/1,050/-
600/Areas in Poonch and Rajouri District excluding the towns of Poonch and Rajouri and Sunderbani and other urban areas in the two Districts. 7) Areas not included in (1) to (6) above, but which are within the distance of 8 kms. from the line of Actual Control or at places which may be declared as qualifying for border allowance from time-to-time by the State Government for their own staff. 600/-
750/-
750/-
12.
Himachal Pradesh (1) Chamba District 1.a. 1.b. Pangi Tehsil Following Panchayat and Villages of Bharmour Tehsil (i) Panchayats : Badgaun, Bajol, Deol Kugti, Nayagam and Tundah (ii) Villages: Ghatu of Gram Panchayat Jagat, Kanarsi of Gram Panchayat Chauhata 2. Bharmour Tehsil, excluding 1,000/1,300/-
430
Sr.No.
Column 1
Column 2 Pay from Rs.10,000/- to Rs.14,000/Pay from Rs.14,001 and above 1,050/-
Panchayats and Villages included in Part 1.b above. 3. Jhandru Panchayat in Bhatiyat Tehsil,Churah Tehsil, Dalhousie Town (including Banikhet proper). Kinnaur District: a) Asrang, Chitkul and HangoKuno/Charang Panchayats,15/20 Area comprising the Gram Panchayats of Chhota Khamba, Nathpa and Rupi, Pooh SubDivision, excluding the Panchayat Areas specified above. b) Entire District other than Areas included in (a) above. (3) Kullu District:
800/-
600/-
750/-
(2)
1,000/-
1,300/-
800/-
1,050/-
3.a. 15/20 Area of Nirmand Tehsil, comprising the Gram Panchayats of Kharga, Kushwar and Sarga 3.b. Outer-Seraj (excluding villages of Jakat-Khana and Burrow in Nirmand Tehsil) and entire District (excluding outer Seraj area and pargana of Pandrabis but including villages Jagat-Khana and Burrow of Tehsil Nirmand).
1,000/-
1,300/-
600/-
750/-
(4)
Lahaul and Spiti District : Entire area of Lahaul and Spiti. 1,000/1,300/-
(5)
Shimla District : a) 15/20 area of Rampur Tehsil 1,000/1,300/-
431
Sr.No.
Column 1
Column 2 Pay from Rs.10,000/- to Rs.14,000/Pay from Rs.14,001 and above
comprising of Panchayats of Koot, Labana-Sadana, Sarpara and Chadi-Branda. b) Dodra-Kawar Tehsil, Gram Panchayat of Darkali in Rampur, Kashapath Tehsil and Munish, Ghori Chaibis of Pargana Sarahan. c) Chopal Tehsil and Ghoris, Panjgaon, Patsnau, Naubis and Teen Koti of Pargana Sarahan, Deothi Gram Panchayat of Taklesh Area, Pargana Barabis, Kasba Rampur and Ghori Nog of Pargana Rampur of Rampur Tehsil, Shimla Town and its suburbs (Dhalli, Jatog, Kasumpti, Mashobra, Taradevi and Tutu). (6) Kangra District: a) Areas of Bara Bhangal and Chhota Bhangal b) Dharamshala Town of Kangra District and the following offices located outside the Municipal limits but included in Dharamshala Town-Womens ITI, Dari, Mechanical Workshop, Ramnagar, Child Welfare and Town and Country Planning Offices, Sakoh, CRSF Office at lower Sakoh, Kangra Milk Supply Scheme, Dugiar, HRTC Workshop, Sadher, Zonal Malaria Office, Dari, Forest Corporation Office, Shamnagar, Tea Factory, Dari, I.P.H. Sub-Division, Dan, Settlement Office, Shamnagar, 800/1,050/800/1,050/-
600/-
750/-
600/-
750/-
432
Sr.No.
Column 1
Column 2 Pay from Rs.10,000/- to Rs.14,000/Pay from Rs.14,001 and above
Binwa Project, Shamnagar. Palampur Town of Kangra District including HPKVV Campus at Palampur and the following offices located outside its municipal limits but included in Palampur Town H.P. Krishi Vishwavidhalaya Campus, Cattle Development Office/Jersey Farm, Banuri, Sericulture Office/Indo-German Agriculture Workshop/HPPWD Division, Bundla, Electrical Sub-Division, Lohna, D.P.O. Corporation, Bundla, Electrical HPSEE Division, Ghuggar.
(7)
Mandi District: Chhuhar Valley of Jogindernagar Tehsil, Panchayats in thunag Tehsil-of Bagraa, Chatri, Chhotdhar, Garagushain, Gatoo, Garyas, Janjehli, Jaryar, Johar, Kalhani, Kalwan, Kholanal, Loth, Silibagi, Somachan, Thachdhar, Tachi, Thana, Panchayats of Dharampur Block- Binga, Kamlah, Saklana, Tanyar and Tarakholah, Panchayats of Karsog Tehsil Balidhar, Bagra, Gopalpur, Khajol, Mahog, Mehudi, Manj, Pekhi, Sainj, Sarahan and Teban, Panchayats of Sundernagar Tehsil Bohi, Batwara, Dhanyara, PauraKothi, Seri and Shoja. 600/750/-
(8)
Sirmaur District: a. Panchayats of Bani, Bakhali (Pachhad Tehsil), Bharog Bheneri (Paonta Tehsil), Birla
433
Sr.No.
Column 1
Column 2 Pay from Rs.10,000/- to Rs.14,000/Pay from Rs.14,001 and above 750/-
(Nahan Tehsil), Dibber (Pachhad Tehsil) and Thana Kasoga (Nahan Tehsil). b. (9) Thansgiri Tract
600/-
600/Solan District : Mangal Panchayat. 160/(10) Remaining areas of Himachal Pradesh not included in (1) to (9) above. 1,000/-
750/-
200/-
13.
Uttar Pradesh: Areas under Chamoli, Pithoragarh and Uttar Kashi Districts: 2.a. Other area of District Pithoragarh and Uttarkashi (including District Headquarters of Uttarkashi). 2.b. Champawat District (including area of Lohaghat).
1,300/-
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Annexure 13.3 Norms for measuring 'living area'

Main Building ------------(a) Rooms, kitchen, bath, latrine, store and enclosed verandah Verandah, corridors and barsati Porch Courtyard pucca 100% of the floor area 25% 122% 5% -do-do-do-
(b) (c) (d)
Out Houses ---------(a) (b) Rooms Verandahs 25% 122% -do-do-
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Annexure 13.4 Computation of standard rent

(CC No.CDO/PM/CIR/33 Dt.04.09..1998) effective from 01.07.1998
Living Area (sq. metres) ----------------Up to 50 51 to 60 61 to 75 76 to 90 91 to 105 106 to 120 121 to 150 151 to 180 181 to 225 226 to 300 301 to 400 401 to 550 Beyond 550 Standard Rent per month (Rs.) -------------------------113/135/157/209/252/296/362/433/510/728/901/1073/1250/-
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Annexure 13.5 Format of letter to be used by officers for advising 'living area'
The Branch Manager / Departmental Head, State Bank of India, ______________________________________ Dear Sir, FLAT / HOUSE NO. ....................... ....................... _______________________ I have been provided by the Bank leased housing accommodation as above. 2. In this connection, I forward herewith an enclosure, showing particulars of "living area" in the accommodation provided to me.On the basis thereof, standard rent in accordance with the existing provisions/instructions, comes to Rs._______ per month. 3. I shall be glad if standard rent as above is fixed for the accommodation provided to me and recovered / adjusted from my salary accordingly.
Yours faithfully,
(Name of the officer) (Designation/Grade/Scale) Place : Date :
437
Enclosure to Annexure 13.5

(A) (a) Main Building Room(s), kitchen, bath(s), latrine(s), store and enclosed verandah Verandah, corridors and barsati 100% of floor area ......Sq.m.
(b)
25% of ......Sq.m. floor area
(c)
Porch
122% of floor area 5% of floor area
......Sq.m.
(d)
Courtyard pucca
......Sq.m.
(B) (a)
Out House (s) Room(s), etc. 25% of ......Sq.m. floor area 122% of floor area
(b)
Verandah(s)
..... sq.m.
Total eligible area
------------------------------sq.m. =================
Standard rent chargeable on the basis of eligible living area worked out above.
Rs.________ of the residential
I certify that the above particulars in respect accommodation provided to me by the Bank are correct.
(Signature of the officer) Place : Date : Name : Designation : Grade / Scale
438
Annexure 13.6 Format for sanction of standard rent

1. 2. 3. Name of officer Grade/Scale Contractual monthly rent paid by the Bank : :
Rs........
4.
Entitlement of officer for : leased housing accommodation (i.e. maximum permissible ceiling). Amount of standard rent chargeable on the basis of particulars furnished by the officer (* copy enclosed)
Rs........
5.
* (Here Branch Managers/Dept. Heads will enclose a copy of particulars as per Annexure 20.3 submitted by the Officer) 6. Date from which standard rent is : applicable The particulars furnished by the officer, regarding the living area of the accommodation hired by the Bank, have been verified and found to be correct. Recommended for sanction.
7.
Branch Manager / Departmental Head
SANCTIONED Asstt. General Manager (Region)/Office Manager
439
CHAPTER 14 TRAVELLING, LODGING & BOARDING EXPENSES

14.1 MODE OF TRAVEL AND ENTITLED CLASS
OSR:41 The following provisions shall apply whenever an officer is required to travel on duty : OSR:41(1)
Effective from 7th July 2005, the following provisions shall apply wherever an officer is required to travel on duty : i. An officer in Junior Management Grade is entitled to travel by 1st Class or AC 2-tier Sleeper by train. He may, however, travel by air (economy class) if so permitted by the Competent authority, having regard to the exigencies of business or public interest. An officer in Middle Management Grade is entitled to travel by 1st Class or AC 2-tier Sleeper by train. He may, however, travel by air (economy class) if the distance to be travelled is more than 1000 kms. He may, however, travel by air (economy class) even for a shorter distance if so permitted by the Competent Authority, having regard to the exigencies of business or public interest. An officer in Senior Management or Top Executive Grade is entitled to travel by AC 1st Class by train or by air (economy class). An officer in Senior Management or Top Executive Grade may travel by car between places not connected by air or rail provided that the distance does not exceed 500 km. However, when a major part of the distance between the two places can be covered by air or rail only the rest of the distance should normally be covered by car. Any other officer may be authorised by the Competent Authority, having regard to the exigencies of business, to travel by his own vehicle or by taxi or by the Banks vehicle.
ii.
iii. iv.
v.
vi. vii.
For air or rail travel, a single fare for the officer will be reimbursed. For travel by road by his own vehicle, such rate on a kilometre basis as may be decided by the Bank from time to time, having regard to the type of vehicle used, the cost to be incurred and the terrain covered, will be reimbursed.
14.1.1 i.
TRAVEL BY PRIVATE AIR-TAXI There can be no objection to travel by private air taxi/carrier by officer eligible to travel by air on duty. In case, however, the air fare is higher than that of Indian Airlines, sanction of the authority in hierarchy not below the rank of Asstt. General Manager should be obtained.
440
ii.
Also, as the service rules restrict the eligibility of officers to travel only by economy class, all officials traveling by private air taxi/carrier on official duty must travel only by the class equivalent to 'Y' class of the Indian Airlines.
14.1.2
BOOKING/RESERVATION OF TICKETS : REIMBURSEMENT OF TRAVELLING EXPENSES
OSR:41(2)
Normally, booking of tickets for journey by an officer while on deputation to State Bank Learning Centre/Colleges or other places on transfers is arranged through Liaison/ Asstt.Liaison Office at LHO/ZOs. Where it is not possible for booking the tickets through the above said functionaries i.e. in the case of transfers of staff posted at branches, the employee who is required to make his own arrangement for booking of his tickets may be reimbursed for traveling expenses incurred by him for visiting near by station/booking office by public mode of conveyance on usual terms and conditions. However, this may not be considered as part of traveling expenses for the air/rail journey to be undertaken by such employees. Clarification: (CC Cir.No. CDO/P&HRD-PHRD/62/2005-06 dt.06.02.06) a) Our Corporate Centre have entered into a corporate deal with Indian Airlines, Jet Airways, Sahara Airlines Let. and Kingfisher Airlines Ltd. with a view to availing incentive from them in case our officers travel by their airlines. Incentives in the range of 10% to 14% is being received by the Bank which saves cost to the Bank to that extent. b) In view of the fact that many new airlines have started their flight operations on different domestic sector with attractive packages, it has been decided that following policy be meticulously followed in this regard which will take care of the changing scenario: i) All efforts will be made to enter into Corporate deal with the new prominent airlines provided their fares and incentives plans are competitive as compared to that of Indian Airlines. All corporate deals entered into by the Bank will be duly circulated. ii) Normally, officers should get their air tickets through the concerned liaison department only so that the Bank gets the incentive available to it. In emergent situations, where an officer has to buy tickets himself, he must quote the Bank's code which is as under for various airlines with which we have corporate deals: Indian Airlines Jet Airways Sahara Airlines Kingfisher Airlines : : : : B028 SBI SBI002 1043001
iii) Where we do not have corporate deal with an airline, the officer may be permitted to travel provided the fare on the particular sector of the concerned airline is less than normal economy class fare of Indian Airlines by at least 10.5%. iv) When an officer travels by those airlines who do not have corporate deal with us, and the officer has purchased the tickets himself, he will have to certify that he has not received any cash discount or cash back on the tickets purchased. In case, he receives the same, the officer must refund the same to the Bank or
441
claim the fare net of the discount received. In case the officer fails to do so and misappropriates the amount so received, it will be treated as misconduct as per the Service Rules. v) Liaison department should book tickets only through Indian Airlines/Jet/Sahara/ Kingfisher or any other airline with which we have corporate deal in place. Where the travel plan is firm and no change in the same is expected, our Liaison Department at all offices should preferably book tickets available at much lower than the normal cost by the mode of Easy fare/Check fare etc. in which substantive amount is saved. 14.1.3 LOCAL TRANSPORT, PORTERAGE, BED ROLL ETC.
OSR:41(3)
i. ii. Actual expenses incurred for transport and porterage will be reimbursable. Charges incurred for bed roll supplied by railways are not reimbursable. But such charges may be reimbursed for officers undertaking journey on duty by a lower class when they are eligible to travel by a higher class. TRAVEL BY OWN VEHICLE i. For travel by road by his own vehicle, rate on kilometer basis as may be decided by the Bank from time to time, having regard to the type of vehicle used, the cost to be incurred and the terrain covered, will be reimbursed. It is considered necessary to obtain specific sanction each time from the competent authority, as and when an officer is required to undertake official journey by his own car/scooter/motor cycle/moped etc. and the competent authority for the purpose under rule 41(1)(v) of SBI Officers Service Rules is an authority in hierarchy not below the rank of Top Executive Grade Scale VI. However, for travel within a radius of 8 kms. from the office, such permission is not required as the same is covered under the scheme of reimbursement of conveyance expenses on monthly consolidated basis. Clarification : (a) Journeys for official purposes outside the headquarters to a place connected by rail should normally be undertaken by the entitled class by train and in the case of eligible officers, by air. (b) In case the journey is performed by an officer using his own conveyance after obtaining the prior permission of the competent authority, the officer may be reimbursed the expenses at the following rates w.e.f 1st January 2004: (CC No. CDO/PM/CIR/93 dt.30.01.2004) Type of vehicles a. b c. d. Four wheeler engine capacity of 1000 c.c. or more Four wheeler engine capacity less than 1000 c.c. Motor cycle and scooter Mopeds Reimbursement rate per Km. Rs.5.80 Rs.4.60 Rs.2.80 Rs.2.00
14.2
ii.
(c) The rates of reimbursement are applicable in both cases i.e. for use of own vehicles on official duty and for transport of own vehicles on transfer to new headquarter.
442
14.3
(d) Technical Officers/Officers (Marketing & Recovery) Farm Sector may also be reimbursed with cost incurred by them on official visit, @ Rs.2-/ per k.m. subject to their undertaking the tour using their own vehicle, with the prior approval of the controller, if the journey performed by them is beyond 10 kms. from their headquarters. (CC No. CDO/P&HRD-PM/68/2004-05 dt.16.3.05) TRAVEL BY TAXI
OSR:41(2)(iii)
(i) (ii) Where hiring of a taxi is permitted, the actual taxi charges will be reimbursed. Where journeys are undertaken by an officer in a hired taxi, the actual charges incurred by the officer including waiting charges may be reimbursed, subject to the claim being reasonable. Luxury taxis should not be hired under any circumstances. Wherever it is possible, without much difficulty, officials should make use of public transport, viz. mini buses, bus services and suburban trains, on official duties. The use of taxis for journeys outside the headquarters should not be resorted to as a matter of practice. This should be done only when trains or other modes of transport are not readily available or the timings are inconsistent or it results in substantial saving of time. Officials other than those belonging to SMG and above, travelling to/from airport terminals should use the airlines coaches or autorikshaws, where available.
(iii) a)
b)
c)
14.3.1
Conveyance charges during outstation deputation

Conveyance charges to a reasonable extent, by public transport only, may be reimbursed to officers deputed for official work outside the station of their posting or for training to a non-residential training centre, in addition to the usual halting allowance to which they are entitled. The charges should be kept to the barest minimum and as far as possible, season tickets instead of daily tickets should be purchased
14.4
TRAVEL BY OTHER MODES
OSR:41(2)(iv)
(i) For travel by public motor or water transport, the actual fare will be reimbursed. Provided further that an officer on mobile inspection duty shall be entitled to such other facilities as may be decided by the Executive Committee from time to time. In connection with journeys undertaken by the Branch Managers or Field Officers posted at intensive centers for visits to places which are not connected by proper roads and where public conveyance such as buses, auto-rickshaws etc. do not ply, thereby compelling them to hire other modes of conveyance such as bull-carts, horses etc., the actual reasonable expenses incurred by them in hiring any one of the above types of conveyance may be reimbursed after satisfying with the reasonableness of such expenses. If an officer travels by bicycle, he should be paid the actual hire charges and if he chooses to use his own bicycle for the purpose, he should be reimbursed at the normal rate payable for hiring the bicycle.
(ii)
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(iii)
As regards journeys undertaken on foot, road mileage should be paid to the officer at the rate of Rs.1.20 per km. subject to the following conditions :a) b) The journeys should be to a place situated beyond 2 kms. The officer should certify to the Bank's satisfaction that the journey was undertaken by foot due to non-availability of any type of conveyance for visiting the place in connection with the Bank's work. Such road mileage may also be paid if the journey had been undertaken on foot due to other unavoidable circumstances like absence of pucca road, urgency of work, etc.
c)
The cases of difficult centres will be examined separately on merits. These cases should be referred to the controlling authority for prior approval. 14.5 INSURANCE COVER DURING TRAVEL ON DUTY OSR 41(3)(ii) Cost of aviation insurance, for tavel by air, on such scale as may be prescribed by the Executive Committee, from time to time, will be reimbursed. The prescribed limits, however, are given here-under : Top Executive Grade (SS I & II) TEG Scale VI & VII SMG Scale V & IV MMG Scale III & II JMG Scale I Rs.15.00 lacs Rs.12.50 lacs Rs.10.00 lacs Rs. 7.50 lacs Rs. 5.00 lacs (Under Group Insurance Scheme) (CC No.CDO/PM/16/CIR/87 dt. 03.02.03)
2. The Bank has also arranged personal accident insurance of all officers in TEGS VI and above and all Mobile Inspecting Officers as well as Mobile Inspecting Assistants and has obtained Group Insurance Policies for the purpose. Therefore, it would not be necessary for such officers and assistants to take separate individual policies for the official journeys undertaken by air.
14.6
i)
REIMBURSEMENT OF TRAVELLING EXPENSES ON PERMANENT TRANSFER OSR:42(1) An officer on transfer and the members of his family will be eligible to travel to the place of posting by the same mode of travel and class of accommodation as in case of travel on tour by the officer. When the members of the family travel by road, the entitlement will be the actual expenditure or the first class rail fare for the distance covered, whichever is less.
ii)
Explanation : "Family" for the purpose of this rule will be limited to the following : a) The officer's spouse. b) Children wholly dependent on the officer i.e. they reside with the officer and their monthly income does not exceed Rs.2,550/-. c) Dependent parents, provided they reside with the officer and either parent separately or both parents together do not have an income above Rs.2550/p.m.
444
d)
e)
Brothers and sisters wholly dependent on the officer i.e. they reside with the officer and do not have an income above Rs.2,550/- p.m. If the income of the parents of the officer, either separately or together exceeds Rs.2,550/- p.m., the brother/sister of the officer will be considered to be dependent on the parents of the officer and will hence not be eligible for the facility. Widowed sister/widowed daughter/deserted daughter of the officer, provided (1) (2) (3) (4) she is wholly dependent on the officer; she has no independent source of income; she is staying permanently with the officer; she has no earning member i.e. sons/daughters for support. are not reimbursable under any
Note : Travelling expenses in respect of servants circumstances.
14.6.1
Reimbursement of expenses incurred on transportation of luggage at the time of transfer

i. An officer on transfer will be reimbursed the expenses baggage by goods train upto the following limits: for transporting his
Pay Range Rs.10000/- p.m. to Rs.13820/- p.m. Rs.13821/-p.m. and above
Where he has family 3000 Kgs. Full Wagon
Where he has no family 1500 Kgs. 2500 Kgs.
iii.
If an officer eligible for full wagon avails of the facility of 'container service' by railways, he will be reimbursed actual charges for one container if he is in Junior or Middle Management Grade and for two containers if he is in Senior or Top Management Grade. If the baggage is transported by road between places connected by rail, the reimbursement will be limited to the actual freight charges against submission of bills subject to the cost not exceeding the cost of transport of the maximum permissible quantity by goods train. If there is no railway station or railway out-agency at the old or new place of posting, the officer will be paid the actual cost of transporting the baggage by road upto the nearest railway station or railway out-agency. If both the places do not have railway station/out-agency, the officer will be paid actual cost of transporting the baggage by road upto the stipulated weights by a transport operator.
14.6.1.1
Amendment in Rule 42(2)(ii) of SBIOSR, 1992

(CC No. CDO/P&HRD-PM/67/2006-07 dt. 17.2.07) 1) Following the Railway budget 2005, the Railways have rationalized their freight structure and simplified the goods tariff w.e.f. 1.4.2005 under which freight for all commodities are being charged based on the carrying capacity of the wagons and the freight rates have been quoted for weight of goods transported in tonnes relative to the distance against in quintals hitherto. This rationalization of freight structure has resulted in substantial reduction in freight rates charged by them consequently, for the same tonnage transported by approved lorry transport on transfer, the officer's entitlement for being reimbursed the consequential expenses has got considerably reduced since there is no corresponding reduction in the rates charged by the transport operators.
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2) The matter was considered by the Personnel Committee of the IBA to find out to mitigate the hardship faced by officers and it has been decided as under: "If an officer on transfer is shifting his personal effects between the two places by approved lorry transport, even if the two places are connected by train, the reimbursement of expenses may be made at the following rates subject to the weight stipulation mentioned in relevant Officers' Service Rules. OSR 42(2)(ii) "Provided that, on and from the 1st August 2006, if the officer on transfer is shifting his personal effects from one place to another by an approved lorry transport, even if the two places are connected by train, reimbursement of expenses may be made at the following rates against submission of bills for the maximum permissible quantity of goods as mentioned above in Rule 42(2)(i) :
Distance in kilometers i. Upto 2000 kms ii. Beyond 2000 kms
Rate in Rupees/ tonne per km. Rs. 1.40 Rs. 1.10
Note : The above rates do not apply on a slab basis. This means that for a distance of 2500 kms the rate will be Rs 1.10 for entire 2500 kms and it will not be @Rs 1.40 for first 2000 kms and @Rs 1.10 for the rest 500 kms." 3) Comparative chart of freight charged by Railway on transportation of household good TABLE I Freight rate for 60 quintal prior to 1.4.2005 4551 8883 12989 15989 20489 24989 29376
Distance in Kms
500 1000 1500 2000 3000 4000 5000
Freight rate for 6 tonnes i.e. 60 quintals Post 1.4.05 1092 2132 3117 3837 4917 6105 7050
Note : i. Pre 1.4.2005 rates are as per Class 250 applicable to household goods (Rates effective 1.4.2002). ii. Post 1.4.2005 rates are as per Table 09W 1 applicable to household goods (Rates effective 1.4.2005) TABLE II Freight rate for 60 quintal post 1.4.2005
Distance in Kms
500 1000 1500
1092 2132 3117
IBA FORMULA Rate in Rs. per tones per km. Rate for 60 quintals or 6 tonnes 1.40 x 500 x 6 = 4200 1.40 x 1000 x 6 = 8400 1.40 x 1500 x 6 = 12600
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2000 3000 4000 5000 Clarification
3837 4917 6105 7050
1.40 x 2000 x 1.10 x 3000 x 1.10 x 4000 x 1.10 x 5000 x
6 = 16800 6 = 19800 6 = 26400 6 = 33000
It is observed that IBA approved transport operators are not available at many of the rural centers where our branches are established and many of these centers are not connected by rail. As such, the officers are experiencing difficulty in transporting household luggage. It is clarified that the approval granted by the IBA to the transport operators is for the purpose of granting advances against documentary bills and this need not be related to transportation of household articles by an officer of the Bank on transfer. All the private lorry operators are granted permission by the Regional Transport authority as private carriers and are permitted to ply on specified routes/states. Most of the centers in rural and remote areas, where we have branches, are not covered by the transport operators approved by the Indian Banks' Association for the purpose of bill discounting. It is, therefore, clarified that for the purpose of transporting goods on transfer, the officer may be permitted to transport the goods by a transport operator approved by the Controlling Authority, care being taken that the charges are reasonable and are within the stipulated norms. iii. In all cases of transportation of baggage by lorry, a receipt should be produced from the transporters. iv. The format for claiming reimbursement is given in Annexure 14.5.
14.6.2
Transportation of baggage in case of hilly areas/N.E. Circle

In the case of officers who are transferred to / from hilly areas and in North Eastern Circle, where rail link is not avail-able, the following procedure may be adopted for transportation of luggage by lorry : a) Some areas in hills are connected by rail. If the charges by goods train are higher in these areas than in plains, the higher rate may be taken for the purpose of comparison. b) The railways have out-agencies in some areas and they themselves arrange to transport goods beyond the point upto which the rail link is available. The rate charged by the railways for transporting the goods by lorry through their outagencies may be taken for comparison. c) Where none of the above two alternatives cover expenses incurred by an officer, the rate paid by the Bank for transporting its own articles, like stationery, by lorry may be allowed. d) The claims will, of course, have to be supported by acceptable vouchers/ receipts. It should also be ensured that the facility is not put to any misuse.
14.6.3
Transportation of vehicles
OSR:42(2)(3) i. An officer who owns a car will be eligible to claim the cost of transporting it by train to the place of transfer at goods train rate and, where the car is driven by
447
road, with or without the officer and any member of his family travelling in it, irrespective of by whom it is driven, the officer will be reimbursed at the rates specified in Section 14.2. OSR:42(2)(4) ii. An officer who owns a scooter, motorcycle or any other vehicle will be eligible to claim the cost of transporting it to the place of transfer at goods train rate and if the vehicle is transported by lorry, the actual lorry charges. When the vehicle is driven by road, with or without the officer or his family, the officer will be reimbursed at the rates specified in Section 14.2. iii. Where the vehicle is not taken by road and is transported by means other than rail, the reimbursement of actual expenses will be restricted to the amount that would have been incurred had the car been transported by goods train.
14.6.4
Incidental Expenses on Transfer (w.e.f. 1.5.2005)

OSR:42(3) An officer on transfer will be eligible to draw a lump sum amount, as indicated below, for expenses connected with packaging, local transportation, insuring the baggage, etc. : Grade Officers in Scale IV & above Officers in Scale I/II/III Lump sum Rs.8,750/Rs.7,000/-
OSR:42(3) Provided that when for unavoidable or climatic reasons, the family of an officer travels apart from him but within a reasonable time of the date of his transfer, the further fares of the entitled class required for the family and the cost of transporting the family's luggage may be paid subject to the proviso that in no case shall the total cost to the Bank be more than if the family had accompanied the officer. Clarifications a. Lumpsum amount (Rs.8,750/- or Rs.7000/- as the case may be) would include charges on packing, local transportation and insurance of luggage only. Loading and unloading charges at the railway station or at the residence, to a reasonable extent, actually incurred by an officer, may be reimbursed in addition to the lumpsum amount. b. Lumpsum amount will not include expenses incurred as conveyance charges from residence to railway station/airport or vice versa for self and family members and porterage for baggage carried with them, which may be reimbursed as a part of travelling expenses. c. Local transportation charges by rickshaw / cart / van from residence to railway station/transport head in respect of transportation of household luggage transported by rail/lorry will be included in the lumpsum amount and will not be reimbursed separately.
d. Before sanctioning any bills in respect of the above, the reasonableness and genuineness of the claim should be properly assessed to the satisfaction of the sanctioning authority. e. The provisions relating to travelling expenses and halting allowance will not be applicable in case there is no change of residence, consequent on the transfer of an
448
officer. In the case of a transfer of an official from one branch to another within the same city, transfer travelling allowance will become payable only if it involves a change in residence. f. The lumpsum amount of transfer travelling allowance stated in this Section is not payable in the case of change of residence of an officer as a result of his transfer from one branch/office to another within the same city. However, in such cases, only reasonable actual loading / unloading and transportation charges between the two residences are payable.
g. Octroi duty on personal household goods on account of transfer or retirement may be reimbursed.
14.6.5
i.
Shifting the family to a place other than the place of posting

When an officer is transferred to a place falling in a difficult terrain, having extreme climate or lacking educational facilities for his children, he may be permitted to keep his family at the place of domicile or any other convenient place and reimbursed with actual travelling expenses in respect of his family members and also the cost of transportation of household luggage incurred in shifting his family to a place as stated above, provided the cost to the Bank does not exceed the amount that would have been payable to the officer had he taken his family and household luggage to the place of posting. This would, however, need prior clearance from the controlling authority. In the event of an officer claiming such reimbursement, he will not be subsequently eligible to claim travelling expenses in respect of his family members, if he decides to take them to the place of his posting at a later date. At times, an officer, who is posted to a difficult and inconvenient centre, where educational facilities are inadequate and are sometimes not available at all, may have to keep his children outside the place of posting for the purpose of their education. In such a case, the officer may be reimbursed in terms of his eligibility, the expenses incurred on account of his children, for travel from his present place of posting to the place where he is posted on transfer or the actual amount spent by the children, whichever is lower. The above principle will also apply in the case of an officer who is staying alone at the place of his posting and his family members are not staying with him at the place of his posting for some convincing reasons.
ii.
iii.
14.6.6
Transfer at request and temporary transfer

Since the services of officers are transferable at any time for any period, distinction between a permanent or a temporary transfer need not be made for the purpose of reimbursement on travelling expenses notwithstanding the fact that the transfer has been effected at the request of the officer. In all such cases, the fact remains that the transfer request has been acceded to only when it was administratively feasible to transfer the officer. As such, reimbursement of travelling expenses in such cases would be in order, as the officers are not only liable to posting at any branch in the Circle but are also liable to be transferred again to another branch or to another circle according to the exigencies of service. Clarification : However, if it is a temporary transfer for a specific period affected at officer's request, all charges and expenses incurred by the officer on account of his transfer should be borne by him and also no reimbursement will be made by the Bank on
449
this account. Request for transfer for a short period would not generally be acceded to unless there are compelling reasons.
14.6.7
Reimbursement of travelling expenses to Probationary Officers / Trainee Officers / Specialist Officers

Where a Probationary Officer is asked to report at the Staff College/State Bank Learning Centre for Orientation / Induction Course, once he reports at the College for duty and thereafter is transferred to the first branch of his training, he may be deemed to have joined duty in the Bank in the first instance, when he reports at the College/Learning Centre, and by virtue thereof would be eligible for travelling expenses for himself and the members of his family for the purpose of reporting at the first branch. In the case of a Probationary Officer who is asked to report at the first branch for training (as against at the College in the first instance) he may be deemed to have joined duty in the first instance at the first branch of training and, as such, would be eligible in that case for reimbursement of travelling expenses for himself alone, and thereafter when he is transferred to the second branch for training, he shall be eligible for reimbursement of travelling expenses for himself and the members of his family. In such cases, the reimbursement of travelling expenses in respect of family members may be permitted from any place in India other than his headquarters, with the approval of the Chief General Manager provided the family was not already staying with him at the headquarters. These instructions will equally apply to specialist officers directly recruited in the Bank, irrespective of the scale in which they may be placed.
14.6.8
Transfer of Trainee Officers / Probationary Officers Transportation of luggage (CDO/PM/CIR/60 Dt.11.01.2002, CDO/PM/CIR/25 Dt.09.09.1997)
i.
A Trainee Officer, may be permitted during the training period, to avail leased accommodation at his previous place of posting from where he is promoted or at a convenient place to keep his family. An officer who avails of the above facility will be permitted travelling expenses in respect of his family members from a place where he was posted before his promotion to the place of his choice, if any, will be eligible for payment of lump sum amount on that occasion. The option should be exercised before commencement of the first branch posting and cannot be revoked before completion of the training. An officer who avails of this facility will not be permitted reimbursement of travelling expenses in respect of his family members and cost of transportation of household luggage on account of his subsequent postings during the entire training period, while his own travelling expenses are payable in the usual manner. The lump sum amount is not payable in such cases, as it is payable only in case where the officer is required to transport his baggage. However, such an officer may be reimbursed such actual expenses as are incurred by him as excess baggage fare for the excess baggage to a reasonable extent carried by him. On his posting at the end of the training period, the Trainee Officer will be permitted to shift his family as well as luggage to his place of posting from the place where the family was allowed to be stationed. On availing the facility, HRA will not be payable to the Trainee Officer. Usual recovery @ 2.50% of the first stage of his basic pay will be made from his salary.
ii.
iii. iv.
v.
vi.
450
vii. viii.
This facility will be extended to Probationary Branch.
Officers
after they report to the first
Probationary Officers and Trainee Officers who opt to keep their families at the centre of choice during the period of training will not be eligible for leased residential accommodation. They will be paid House Rent Allowance as applicable to their place of posting.
14.7
i.
OFFICERS DEPUTED TO INSPECTION DEPARTMENT

It may not be possible for the members of an officer's family to continue to live at the place of his last posting during the period of his deputation to Inspection Department. In such a case, the officer may be reimbursed with the actual travelling expenses incurred by him in shifting his family to a convenient place, to the same extent to which he would have been eligible if he had been transferred to that place and had joined the Inspection Department from that place. At the time of reversion, after completing the tenure with the Inspection Department, the officer will be eligible for reimbursement of similar expenses for shifting the family from that place to the place where he is now posted. Further, if, as a special case, the officer is permitted at his request to retain the leased residential accommodation provided to him at the place of his last posting, he will not be eligible to claim travelling expenses in respect of members of his family as provided for above. The inspecting official, while on mobile duty, is permitted an additional fare equivalent to the fare of the lowest class in railway/bus/steamer, if he is accompanied by a servant. In case his/her spouse travels with him/her, the expenses on account of a servant will not be reimbursable. The spouse of the inspecting official is also entitled to travel by the same class as the inspecting official once a year in order to join the official. The reimbursement may be given for the fare from the place of residence of the spouse to the place where the inspecting official is on mobile duty and also for the return journey from the same place or the next place where the inspecting official might be on mobile duty. When an inspecting official is deputed for training to any of the Staff Colleges and in case his/her spouse is accompanying him/her at that time, the to and fro expenses for the spouse to go back to his/her place of residence during the training period and joining back shall be reimbursable. Where inspecting officials proceed on leave from one station and report for duty at another, they are reimbursed with the travelling expenses actually incurred by them for travelling a longer distance (by a lower class) provided that the amount claimed does not exceed the amount reimbursable by the entitled class by the direct route from the last place to the next place of duty. In addition to the usual Home Travel / Leave Fare concession facilities, the inspection officials are permitted to take leave and visit the place where their family is stationed at the Bank's expense in that block of 12 months when the Home Travel or Leave Fare Concession is not due to expire. Suitable insurance cover is provided to mobile staff in respect of personal accident risks to which they may be exposed while travelling on duty. The actual cost of transporting his and his servant's personal effects over and above the free allowance made by the railways or steamship company is reimbursed to an inspecting official. "Personal Effects" include clothes and other necessary articles
ii.
iii.
iv.
v.
vi. vii.
451
required on tour and not motor-car, scooter, motorcycle, horses, carriages or heavy furniture. viii. The actual cost of road conveyance and coolie charge incurred by him and his servant while moving from one station to another is reimbursed.
14.8 14.8.1
i.
TRANSFER OF OFFICERS FROM INDIA TO FOREIGN OFFICES Staff India Based : Reimbursement of travelling expenses prior to foreign posting
Travel to place of domicile An officer may visit, at the Bank's expense, by the entitled class of travel, to his place of domicile in India (as recorded in his service sheet) in order to settle his personal affairs before proceeding abroad. Such a visit would be in addition to his entitlement under Leave/Home Travel Concession facility (HTC/LFC), if any, due to him, for the current 2 years' block before leaving the country; request for carry forward of this facility will not be entertained. ii. The expenses incurred by an officer on travel for himself and his family as well as on the transportation of personal effects from the place of his posting to the place of domicile or some other convenient place in India will be reimbursed to him provided that, in the latter case, the expenditure to be reimbursed would not exceed the amount incurred in travelling to the place of domicile and shifting the household effects to that place. The reimbursement will be inclusive of packing charges as permissible under the service rules but no transfer allowance would be payable. The travelling expenses incurred in proceeding to the foreign centre, inclusive of charges for transporting personal effects to a reasonable extent, will be reimbursed in the usual manner from the place of last posting or the place of domicile or such other convenient centre to which the officer has transferred his excess household articles, as the case may be.
14.8.2
Staff India Based : Reimbursement of travelling repatriation
expenses on
Where officers returning from abroad are not provided with residential accommodation at the place of their posting in India immediately upon their repatriation, the following additional facilities may be provided to them with the prior approval of the appropriate authority : i. ii. Reimbursement of cost of journey for the officer's family from the point of disembarkation in India to the place of domicile or any other convenient place preferred in India and also to the place of posting therefrom, subsequently. Reimbursement of cost of transportation of personal effects brought from the foreign centre to the place of domicile or place where the personal effects were kept by him before proceeding abroad. The cost of transportation of the personal effects (upto the prescribed limits) from such place to the place of posting of the officer will continue to be reimbursed as hitherto. Note : In any case, reimbursement will not exceed the amount that would have been incurred for travel / transportation from the point of disembarkation in India to the place of domicile or from the latter to the place of posting in India, as the case may be.
452
iii.
India Based officials (including IBTOs) repatriated to India may be reimbursed actual cost of travel by the entitled class to a port city for the purpose of retrieval of personal baggage shipped to India. Their stay at the port city will not be treated as being on duty and no halting allowance will be payable.
14.9
TRAVELLING EXPENSES ON RETIREMENT /DEATH OF THE OFFICER WHILE IN SERVICE

i. OSR:43 An officer, on retirement, will be eligible to claim travelling expenses, cost of transportation of baggage and other expenses for himself and his family as if on transfer from the last station at which he is posted to the place where he proposes to settle down on retirement. If an officer dies while in service, the cost of transportation of his personal property and the fares of his dependent family members from his last place of posting to the place where the family proposes to settle down may be reimbursed, subject to the ceiling laid down in the service rules.
ii.
14.9.1
Extension in period for availing the facility

Retired officers often request to permit them to avail the facility of claiming travelling expenses long after they have retired from service. In this connection, separate guidelines have been laid down regarding retention of residential accommodation after retirement (refer Chapter 20). Once the officer has overcome his problems mentioned therein, he should vacate the residence and shift to the place where he proposes to settle down. As such, the period of extension sought for in availing the facility of travelling allowance after retirement must not exceed the period for which residential accommodation has been allowed by the competent authority to be retained. In other words, the period for extension of the facility should be coterminus with vacation of the official residence.
14.10
TRAVELLING ALLOWANCE ON REMOVAL

If an officer has been removed from service after completing the required years of service which would entitle him to pension, his retirement would eventually be approved by the Executive Committee of Central Board for the purpose of pension. In such cases it would be in order to pay him travelling expenses in terms of para 43 of SBI Officers' Service Rules (Section 14.9). If, however, an officer has been removed from service and he will not be entitled to pension, he will not be eligible for travelling expenses. If an officer has attained the age of retirement in terms of Para - 19 (1) of SBI Officers Service Rules 1992, but his services are continued for the limited purposes of concluding disciplinary proceedings in terms of para 19(3) of Officers Service Rules, and if he is removed from service on conclusion of the proceedings, he will be entitled to travelling allowances in terms of Para 43 of Officers Service Rules 1992.
14.11
RECALL FROM LEAVE

OSR:39 An officer on leave may be recalled to duty by the competent authority whenever the Bank deems it fit to do so. If the officer is at that time out of station, he shall be eligible to be paid the actual expenses incurred by him and the members of his family for
453
coming back to the station, and if the officer and the members of his family go back to the same station from which he was called, for the return journey also.
14.12
OFFICERS NOMINATED INSTITUTIONS
AS
DIRECTORS
OF
VARIOUS
as the the be
The travelling expenses and halting allowance of the officers nominated Directors on the boards of financial institutions/companies may be paid by Bank as per rules admissible to them, as if the journeys were performed by officers on Bank's business. These expenses incurred by the Bank may, thereafter, claimed from the respective financial institutions/companies.
14.13
OFFICERS DEPUTED TO DISTRICT INDUSTRIES CENTRE

Officers deputed to District Industries Centres may be paid halting allowance and reimbursed travelling expenses in accordance with the rates applicable to them in the Bank and the same will be borne by the District Industries Centres.
14.14
BRANCH MANAGERS APPEARING IN IIB EXAMINATIONS

Branch Managers who are not permitted to appear for the Indian Institute of Bankers' examination at centres where they are posted and have, therefore, to proceed to another centre for appearing in the examination, are entitled to claim travelling expenses provided that the centre selected is the nearest to the place of posting.
14.15
i.
OFFICERS ACQUITTED IN LEGAL PROCEEDINGS

(CC LETTER PA:CIR:10 dt. 3.5.83) An officer who has been honourably acquitted in legal proceedings instituted against him in respect of acts done or purported to have been done in the execution of his duties may be reimbursed with the travelling expenses/halting allowance admissible to him provided such reimbursement of expenses for travel is restricted to the actual expenditure incurred, subject to the maximum entitlement as per relevant rules. He will also be reimbursed with the legal expenses incurred in defending himself in such cases, to a reasonable extent. All such cases should be referred to the Local Head Office with complete details, for prior clearance from Corporate Centre. A suspended employee, against whom departmental proceedings are initiated, may also be similarly reimbursed with travelling expenses incurred by him.
ii.
14.16 14.16.1
DEPARTMENTAL ENQUIRIES Employees under suspension

1) Bank's retired/serving employees, who are required to attend departmental enquiries/undertaking journey to peruse documents, etc. connected with the proceedings, are eligible for travelling expenses/halting allowance/lodging boarding charges, etc. as applicable to their category/scale as under :Travelling Allowance i. Charge-sheeted officials Yes Halting Allowance Yes Lodging/ Boarding Charges Yes
454
ii. iii. 2.
Defence representative Prosecution witnesses
Yes Yes
Yes Yes
No Yes
An official whose contract of employment is kept in abeyance only during suspension should also be reimbursed with travelling expenses/halting allowance and lodging /boarding expenses as applicable to his category / scale had he not been placed under suspension. Clarifications :As regards admissibility of expenses in case of officers when only investigations are in progress, it is clarified as under :i. As long as the case is under investigation, whether by the Bank or CBI or Police or any other agency for lapses relating to the discharge of official duties and the official is called upon to travel in connection therewith, the travelling expenses, halting allowance, boarding expenses, etc. will be reimbursed by the Bank as if the official was on duty. This will be paid even if he is under suspension. The journey in question should be performed with controlling authority. prior approval of his present
ii. iii. iv. v.
In such cases, advance from suspense account may also be sanctioned but no fresh sanction be granted unless the TE Bill for the previous journey has been submitted. The eligibility for these purposes shall be as per the official's grade/scale. If the investigation/criminal proceedings relate to the conduct of the official in his individual capacity i.e. unconnected with his official duties, no reimbursement will be permitted. In case the investigation by CBI or Police results in prosecution/criminal trial or regular departmental action, the travelling and legal expenses etc. will be dealt with in accordance with guidelines set to in Section 14.15. It is also clarified that attendance in Courts as an accused either on account of summons, arrest or by way of complying with conditions of trial, etc. will not entitle the official for travelling/halting allowances and will be governed by the rules of reimbursement after acquital as set out in Section 14.15. Further, it has been decided that where an official is prosecuted for an offence alleged to have been committed by the Bank, for example, prosecution under the Industrial Disputes Act, Contract/Labour Act or any other Labour Laws or Taxation Laws, the official, apart from being liable to be defended at the cost of the Bank, will also be entitled to T.A., H.A., etc. as if on duty.
vi.
vii.
viii.
14.16.2
Defence Representatives
a) An officer nominated by a chargesheeted officer as his representative for the purpose of defence at a departmental enquiry will be eligible for reimbursement of travelling expenses as applicable to the grade to which the officer (i.e. the defence representative) belongs, from the place of his posting to the place where the enquiry is conducted.
455
b) Halting allowance will also be paid at the appropriate rate. However, the facility of reimbursement of actual expenses will not be extended. c) Although the chargesheeted officer should normally nominate a defence representative from the same circle, in case he happens to nominate a defence representative from any other circle, he may be permitted to do so and the representative may be granted duty leave and also reimbursed with the travelling expenses in terms of his service rules d) If the Bank is satisfied that adjournments are taken merely to delay the proceedings, it may refuse to extend duty leave, traveling expenses, halting allowance, etc. to the defence representative.
14.16.3
a)
Defence Witness
An officer who appears at a departmental enquiry in the Bank as a defence witness will be considered as on duty and granted duty leave and also reimbursed with the travelling expenses/halting allowance admissible to him. However, travelling expenses will not be reimbursed to outsiders who appear as defence witnesses. The Enquiry Officers will have to judiciously decide on the relevance of each witness cited by the defence and disallow a defence witness whose testimony is not considered relevant to the case.
b)
14.17
HALTING ALLOWANCE / REIMBURSEMENT OF LODGING EXPENSES TO REPRESENTATIVES OF OFFICERS' FEDERATION

The representatives of the Officers' Federation/Association called by the Bank for bipartite meetings/discussions are treated as on duty and apart from duty leave, they are reimbursed with travelling expenses and paid halting allowance or reimbursed actual lodging and board expenses as per their entitlement.
14.18
i) ii)
ADVANCE AGAINST TRAVELLING EXPENSES AND SUBMISSION OF BILLS

Branch Managers should ensure that the amount sanctioned by way of advance is not in excess of the estimated expenses reimbursable by the Bank. If an officer is transferred permanently from Branch 'A' to Branch 'B' the advance taken by him should be debited to Branch 'B', which will in turn debit the amount to its Suspense A/c.
iii) While sanctioning the advance, the officer should be instructed in writing that he should submit the bill promptly on return from tour and in any case within 15 days from the date of completion of the journey. In case of transfer, the relative bills should be submitted as early as possible but not later than one month from the date on which the officer reports for duty at the new place. In case an employee's family is not able to accompany him and/or he is not able to arrange for transporting his household luggage at the time of transfer, the bill can be preferred at a later date by way of supplementary bills within 15 days of the completion of such journey/transporting his luggage. In regard to bills in respect of families travelling apart from the officials, the reasons therefor should be stated at the foot of the bills with a certificate to the effect that the total expenses claimed are not in excess of what would have been incurred had they all travelled together.
456
iv) The advance taken by the officer should be correctly indicated in the travelling expenses bill submitted by him. The office to which the advance has been debited should also be clearly mentioned in the bill. v) The Suspense Register should be perused at weekly intervals to ensure that no outstandings remain therein in respect of journeys already undertaken, for which bills should have been submitted. In case there are any such outstandings, the officer should be advised in writing to submit the bill immediately and that in the event of his not doing so, the amount will be recovered from his salary. The officer may be informed that, where necessary, a supplementary bill covering additional expenses such as transport of personal effects or separate travel by members of the family, etc., may be submitted later on within 15 days of completion of such journey and/or transporting the luggage. vi) In case bills in respect of the advances taken from the Bank on account of LFC/HTC travel, etc., are not submitted by the employees within one month of the date of reporting back from leave/to the place of duty, the amount of advance together with interest at 2% above State Bank Advance Rate, minimum 15% per annum, should be recovered from the salaries of the employees from the date the advance was taken in a maximum of three instalments, depending upon the amounts involved. Any relaxation in the recovery of the interest will be made only with the prior permission of the controlling authority. This action will be without any prejudice to the Bank's right to initiate suitable disciplinary proceedings in those cases where willful neglect in submitting the bills in time or willful intention to misutilise the amounts far in excess of the requirements is observed. vii) Branch Managers should indicate, in their statement of outstanding entries in Suspense A/c, against entries outstanding for more than the period stipulated, the reasons as to why such entries are still outstanding and the steps being taken towards their adjustment. viii) As far as possible, no advance should remain unadjusted for more than one month from the date of completion of the tour/taking over period. ix) The travelling expenses bill should be accompanied by money receipts/tickets to enable the sanctioning authority to verify the genuineness of the claim. Since the railways do not issue money receipts, a signed declaration in the bill containing the following particulars should be obtained. a) b) c) d) e) f) g) Serial No. of the ticket Date of purchase Date of journey Issuing station Amount Destination Any other matter which the Bank may require in order to consider reimbursement in such cases.
Officers are required to give satisfactory evidence of journey by showing the tickets before the journey wherever feasible and the reservation tickets, if such tickets are not required to be surrendered at the destination. x) The following particulars should be given in the travelling expenses bill :
457
a) b) c) d)
Date and time of departure from the place transferred/deputed.
from
which the officer is
Date and time of arrival at the place of transfer/deputation. Names, ages and relationship of members of the family for whom fares are claimed when on permanent transfer. A certificate that the travelling expenses for members of the family were actually incurred in consequence of his transfer and that the persons concerned are wholly dependent on him. Whether residence is shifted or not.
e)
xi) Submission of false claims will be viewed very seriously and stern action will be taken against the erring officers. xii) Bills must be submitted on Annexure 14.4 in case of deputation and Annexure 14.5 in case of transfer. All travelling expenses bills should be supported by money receipts, tickets, etc. to enable the sanctioning authority to verify the genuineness of the claims. xiii) While submitting travelling expenses bill, following certificates should be incorporated by the officials for their visits at Branches/ Zonal Offices/ Central Office:a) The tour programme was approved by Branch Manager / Head of Department/ Regional Manager / Dy. General Manager / General Manager / Chief General Manager. I occupied / did not occupy the Bank's flat for my stay at ____________. No boarding was provided by the Bank.
b)
14.19
The authority empowered to sanction the travelling expenses and halting allowance bills is explained in the Chapter 23 - "Delegation of Administrative Powers - Misc".
14.20
BANK'S VISITING OFFICERS' FLATS/GUEST ROOMS

The Bank has flats/guest rooms at various centres for the use of officers during their official visits to these places. A list is given in Annexure 14.1. The following guidelines shall be followed for the use of the guest houses/flats by officers of the Bank. i) Officers will normally be permitted to stay in the Bank's guest houses/ flats on payment of Rs.5/- per day while they are on duty, subject to availability of accommodation. The computation will be for each block of 24 hours or part thereof. In exceptional circumstances, officers may be permitted by the Chief General Manager to make use of the guest houses while on vacation, subject to availability of accommodation. In such a case, officers shall pay a charge of Rs.20/- per day.
ii)
458
iii) In such exceptional cases, where permission is granted to make use of the Bank's guest houses while on vacation, this facility shall not be granted for a period exceeding 7 days at a time. iv) Direction (as per Section 14.20.1) should be displayed in each of the rooms of the flat/guest house and a register (on the lines of Annexure 14.2 should also be maintained in each of the flats/guest rooms. The caretaker, wherever appointed, should ensure that necessary entries are made in the register by the officers availing themselves of the facility. The caretaker should issue receipts for the amount received from the officers, on the lines of Annexure 14.3, with counterfoils. The collection of a particular day should be credited to Charges A/c the next day. An officer of the Bank should verify at irregular intervals, once a week or earlier, if so desired, whether the amount received has been properly accounted for. v) Arrangements may be made for provision of tea / coffee / breakfast and, if possible, meals at the flats, subject to payment of actual cost to the caretaker by the officers availing themselves of the facility.
vi) Officers availing themselves of the above facility will be eligible for the usual halting allowance applicable under the Service Rules but reimbursement of expenses for board will not be permissible in such cases. vii) When officers are required to visit out station centres on official duties, they should normally occupy the guest houses / visiting officers' accommodation of the Bank and, if these are not available, efforts should be made through the liaison officers / other officials to get accommodation in the guest houses of the Government / other Public Sector enterprises including other nationalised banks / port trusts, etc. Only in the event of non-availability of such guest house accommodation, including those belonging to the Government / other Public Sector enterprises, an official may be permitted to book hotel accommodation. Also, whenever such guest houses / visiting officers' accommodation are not available and the officers are compelled to stay in hotels, they should append a suitable certificate to that effect in their T.A. Bills for claiming reimbursement of hotel expenses. The authorities passing T.A.Bills may please ensure that bills passed for payment invariably contain the certificate referred to above, where appropriate. CDO/PM/16/CIR/12 Dt.07.05.2002
14.20.1
1. 2.
Notice to be displayed in Visiting Officers' Flats / Guest Rooms

The Officers should record the time and date of their arrival as well as departure in the register maintained for this purpose. The charges for stay are as under : One room for 24 hours or part thereof : Rs.5/-
If the officers are on vacation, the charges shall be Rs.20/- per room per day. 3. Keys of the rooms occupied by officers should be returned to the caretaker prior to their departure.
459
14.21 14.21.1
REIMBURSEMENT OF HOTEL (LODGING) AND BOARDING EXPENSES
Reimbursement of Hotel Expenses

(i) In terms of the proviso to Rule 41(4)(i)(b) of the SBIOSR 1992, actual hotel expenses are considered for reimbursement subject to single room occupancy charges in ITDC Hotels of the starred category specifically laid down therein. Where, however, the officer stays in a non-ITDC hotel, either because there is no ITDC hotel at the center or accommodation in the ITDC hotel of the eligible starred category is not available at the center, then the limits upto which hotel accommodation should be considered are laid down from time to time. (ii) The maximum room tariff permissible, which can be reimbursed to officers who stay in non ITDC hotels, with effect from February 7, 2005 is as under :Officers in Eligiblity to stay Maximum Room Tariff permissible (Exclusive of admissible taxes) (Rupees) Major A Class Area-I Other Cities places 4000 2000 1750 2500 1500 1300 1500 1000 800 1000 750 500
TEG Scala VI & VII SMG Scale IV & V MMG Scale II & III JMG Scale I
4* Hotel 3* Hotel 2* Hotel (Non-AC) 1* Hotel Non-AC
Major A-class cities Area I Cities
: :
Mumbai, Kolkata, Delhi, Chennai, Ahmedabad, Bangalore and Hyderabad Pune, Nagpur, Kanpur, Surat, Jaipur, Lucknow, Vishakapatnam, Patna, Vadodara, Kochi, Indore Bhopal, Ludhiana, Coimbatore, Madurai, Agra & Varanasi.
However, if officers in the Top Executive Grade (Scale VI & VII) are unable to stay in ITDC hotels at Delhi and at other hotels at Mumbai within the tariff limit of ITDC hotels, they may be reimbursed, tentatively, actual lodging expenses for staying in other hotels not exceeding 125% of the tariff of their entitled class at Delhi and Mumbai. (iii) Reimbursement of Services Charges: Service charges, if levied by hotels and shown separately in the lodging bills, may be reimbursed within the limit of room tariff. However, such charges should not be paid if they are over and above the admissible limit stipulated for room tariff. (iv) In order to help our officials visiting major centres for official purposes, and to enable them to save their out of pocket expenses, the Bank has arrived at best possible packages with some of the well reputed hotels at these centres, under which they have agreed to charge tariff only to the permissible limit of the occupant officials. A list of such hotels alongwith the facilities is circulated by HR Department from time to time. (CC No. CDO/P&HRD-PM/67/2004-05)
460
14.21.2
Reimbursement of Boarding Expenses

Boarding expenses are reimbursed on the same scales as halting allowance. Rate of reimbursement of halting allowance given in Section 13.11 will also, therefore, be applicable in this case. Please also refer Section 13.11.4.
461
Annexure 14.1 List of Visiting Officers' Flats/Guest Rooms
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31 Flat No.21, 44, Ronaldshay Road, Calcutta 27 D 2/2, Defence Colony, New Delhi 11, Parliament Street, New Delhi Dehradun (one suite in the Branch Manager's residence) Srinagar (One suite in the Branch Manager's residence) Gulmarg Coimbatore - (Guest room in the branch premises) Pondicherry - (Guest room in the branch premises) Vellore - (Guest room in the branch premises) Erode - (Guest room in the branch premises) Tirupur - (Guest room in the branch premises) Heavy Electricals, Kailasapuram (Tiruchirapalli) Pollachi - (Guest room in the branch premises) Nagercoil - (Guest room in the branch premises) Tirumangalam - (Guest room in the branch premises) Thanjavur - (Guest room in the branch premises) State Bank Learning Centre, Tiruchirapalli State Bank Learning Centre, Nagapattinam State Bank Learning Centre, Bangalore Bangalore Belgaum Sirsi Willingdon Island Cannanore Mangalore Quilon Gadag Dharwar Hubli Maharashtra Lawn Tennis Association Guest House, Mumbai Flat No. 2225, Sector 42-C, State Bank Flats, Chandigarh (UT)
462
Annexure 14.2 Register to be maintained at the Guest Rooms / Visiting Officers' Flats
_____________________________________________________________________________________ _
Sr. Date No. Name,Designation and address of the officer Time checked in Date of arrival Purpose of visit Time checked out Date of departure Charges paid and mode of payment Signature
_____________________________________________________________________________________
_____________________________________________________________________________
463
Annexure 14.3 Format of Receipt

VISITING OFFICERS' FLATS
Received from Shri .............................................. a sum of
Rs. .......... (Rupees...........................) being the occupancy charges for stay in the visiting officers' flat from ........ a.m. / p.m. on ....... to ....... a.m. /p.m. on..............................
Date :
(Signature)
464
Annexure 14.4 Format of travelling expenses bill (on account of deputation)

STATE BANK OF INDIA _______________________ Branch/Deptt. Date______________________ TRAVELLING EXPENSES BILL (ON ACCOUNT OF DEPUTATION) Name :________________________________ Designation____________________ Basic Pay :_____________________ Purpose :_______________________ Timings : Left______________ at___________hrs on ________________ (Place) (Date) for_______________________ and returned to Head Quarters _____________________________ hrs on ____________________________ Onward Journey i) Cost of Air/A.C. Sleeper Railway/S.T. Bus ticket: From___________to__________:Rs._______________ From___________to__________:Rs._______________ From___________to__________:Rs._______________ ii) Reservation, Bedroll charges, Air Insurance, etc: Return Journey i) Cost of Air/A.C. Sleeper Railway/S.T. Bus ticket: From___________to__________:Rs._______________ From___________to__________:Rs._______________ From___________to__________:Rs._______________ ii) Reservation, Bedroll charges, Air Insurance, etc. Journey By Road Taxi/Own Car Total distance covered from _________ to ________ kms._______________ Cost @ Rs._________ per km.: Rs._______ Conveyance Charges at__________ at__________: at__________ Porterage etc. Rs.________ at
Rs. _____ Rs. _______
Rs. ______ :Rs. _______
465
at__________ at__________: at__________ Halting Allowance *
Rs.________
i) For________ days from _________ to______________Cost @ Rs.___________ per day Rs. ________ ii) Halting allowance on pro-rata basis : Lodging Boarding Prorata Total Amount Charges Charges halting claimed Rs. Rs. Rs. Rs. _____________________________________________________ Rs. _______ Add : Cost of tickets purchased by the Bank TOTAL Less : Cost of tickets purchased by the Bank : Less : Amount of advance taken on __________ Amount payable : : : : Rs. _______ Rs. _______ Rs. _______ Rs. _______
Rs. _______
(Rupees_____________________________________________________ only) a) The above tour programme was approved by the Branch Manager/Departmental Head /AGM (Region) /Dy. General Manager / General Manager / Chief General Manager. I occupied / did not occupy Bank's flat for my stay at ____________. No boarding was provided by the Bank.
b)
CERTIFIED that the above expenses have actually been incurred by me except the item(s) marked with an asterisk. Signature _____________________________________________________________________________ Bill scrutinised, found in order and forwarded to Office Manager's Department/ Asstt. General Manager, Region_______________, Zonal Office ______________ for sanction. HEAD OF THE DEPARTMENT / BRANCH MANAGER Date______________ ______________________________________________________________________ SANCTIONED Rs._________ (Rupees____________________________________________only)
466
BRANCH MANAGER / OFFICE MANAGER / ASSTT. GENERAL MANAGER (REGION) STATE BANK OF INDIA _____________________Department/Branch/Regional Office Sanction No.__________________ Date _____________________________
467
Annexure 14.5 Format of travelling expenses bill (on account of transfer)

TRAVELLING EXPENSES BILL 1. 2. 3. 4. ON ACCOUNT OF TRANSFER
Name of the official_________________________________________ Designation____________ Dept./Branch_________________________Substantive Salary________________________ Purpose in connection with transfer from_______to__________________________in terms of L.H.O./R.O. letter No.___________dated__________ Timing Scheduled time of departure of plane/bus/train at___________ at ________ hours (Place) (Date) on_____________ and actual time of arrival at______________ on __________ at __________ hours. (Destination) (Date) Particulars of members of the family accompanying the official: Name Age Relationship __________________________________________________________________
5.
1. 2. 3. 4. Particulars of travel i) Air/Railway/Bus/Taxi Fare Cost of____________ tickets for self and/or members ofthe family @ Rs._____________ per ticket (including reservation charges)............................ Rs._____________ Journey by Road in own Car/TaxiFrom__________to_____________distance.........Kms. @ Rs__________ per Km. [Receipt for taxi(No. ) hired enclosed] Rs._____________ If travelled by taxi/higher class/Air as shown in (i) above, the amount of fare by ___________the entitled class i.e. A.C Sleeper/Air as the case may be for _______ tickets @ Rs._________ per ticket (whichever is lower) Rs._____________ Transportation charges of household kits weighing ________________ quintals by Railway/Transport Co./truck No.________from________to___________(transport company's money receipt showing truck No., weight, rate per quintal, etc.or R.R. should be attached) Rs._____________ as per receipt No._____________attached
ii)
iii)
7.
8. Octroi paid for household kit Rs._____________ 9. i) ii) Loading and unloading charges
Rs._____________ Rs._____________
468
In case the household kits have been brought by road, the comparative expenses by Railway as per Annexure 14.6 should be attached. 10. Conveyance charges Rs._____________ Rs._____________ Porterage Rs.________________ Rs.________________ Rs.________________ Rs.________________ Transfer Travelling Allowance Taxi/Rickshaw/Truck charges from Residence to Station Taxi/Rickshaw/Truck charges from Station to Residence
11. i) ii) iii) iv) 12. 13.
Rs._____________ Rs._____________ on
Halting allowance * for _________ days @____ Rs._____________ per day account of journey period/joining time/taking over period Rs._____________ Total Rs._____________ Less :Advance taken from _____________ Branch/LHO on _________________ Rs._____________ Total amount claimed Rs._____________ _______by debit
to
CERTIFIED that the above expenses except item(s) marked with an asterisk have been actually incurred by me. In respect of item 12 (if claimed), I certify that I have shifted my residence. Place : ( ) Date : Signature ______________________________________________________________________ _
Bill scrutinised, found in order and forwarded to_________________ No._______ date_________________ for sanction. Rs.___________________ (Rupees _________________________________________________________ _________________________________________________________________) Branch Manager/Head of the Dept./ AGM(Region)/Office Manager -------------------------------------------------------------------SANCTIONED COMPETENT AUTHORITY DATE:
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CHAPTER 15
REIMBURSEMENT OF CONVEYANCE EXPENSES INCURRED FOR OFFICIAL PURPOSES 15.0
i.
GENERAL
Reimbursement of conveyance expenses to supervising staff is made on one of the following two basis: (a) (b) ii. On monetary ceiling basis. On actual consumption basis subject to specified limits.
Officials are required to exercise their option at the time of their becoming eligible for claiming reimbursement of conveyance expenses, either on monetary ceiling basis or actual consumption basis. The option can be exercised only once by an officer and will not be allowed to be changed unless there is a change in the residence of the officer or change in the vehicle or a change in the place of posting. Change in place of posting also implies a change in the office within the city itself or transfers within the city without change in residence. The option should be exercised by the officer within a period of one month from the date of his occupying a new residence or change of his posting or on acquiring a new mode of transport. If the officer does not exercise the option within this period, he will not be allowed to opt for a change later and his previous option will hold good.
iii.
15.1
i.
REIMBURSEMENT ON MONETARY CEILING BASIS

Expenses incurred by a member of the supervising staff on conveyance at the place of his posting for official purposes are to be reimbursed only on actual basis. However, with a view to eliminating avoidable administrative work in scrutinising bills submitted by officers both before payment and at the time of audit, it would be in order to reimburse such actual expenses for short journeys within a radius of 8 kms. on consolidated basis to officers. For this purpose, the officers have been divided into two categories : those who own vehicles and those who do not own vehicles. The Executive Committee of the Central Board at their meeting held on 24th November 2006, has approved an increase in the ceiling of reimbursement of conveyance expenses (effective from 1st November 2006) both on actual receipt and monetary ceiling basis. The ceilings have also been increased for those who are not maintaining vehicles. The revised monetary ceiling is given in Annexure 15.1. (CDO/P&HRD-PM/49/2006-07 Dt.29.11.06) iii. It has been decided that such officers JMGS-I, who have put in less than 5 years of service (including POs/TOs) may be reimbursed conveyance expenses on consolidation basis upto Rs.610/- per month w.e.f. 01.11.2006 (at all centers). (CDO/P&HRD-PM/49/2006-07 Dt.29.11.06) iv. Executives in TEGS-VI and above shall not be entitled to availment of this facility because they are provided with official car with permission to use for personal purposes also.
ii.
470
15.1.1
Reimbursement of actual expenditure on hired conveyance :

Clarification It is possible that an officer who draws reimbursement of conveyance expenses on monetary ceiling (consolidated) basis may have considerable travelling duty within 8 kms and may incur more expenditure and consequently may be out-of-pocket. In such a case, there would be no objection to his claiming reimbursement of the actual conveyance expenses incurred by him for official duties on hired conveyance at the rates applicable to him. Such bills should be sanctioned by the controlling authority in the usual manner. However, such officers would not be eligible to claim reimbursement on monetary ceiling basis for the months for which they have claimed reimbursement on the basis of expenditure on hired conveyance.
15.2
REIMBURSEMENT ON ACTUAL CONSUMPTION BASIS

The Executive Committee of the Central Board at their meeting held on 24th November 2006, has approved an increase in the ceiling of reimbursement of conveyance expenses (effective from 1st November 2006) both on actual receipt and monetary ceiling basis. The ceilings have also been increased for those who are not maintaining vehicles. The revised monetary ceiling is given in Annexure 15.2. (CDO/P&HRD-PM/49/2006-07 Dt.29.11.06) Clarification : Henceforth, executives in TEGS VI and above shall not be entitled to availment of this facility because they are provided with official car with permission to use for personal purposes also.
15.2.1
Reimbursement of cost of high-octane fuel/oil

As the high-octane fuel/petrol is being recommended for use in case of new fuel-efficient models of four wheelers as it provides better mileage. Besides it also creates lesser pollution. Accordingly, it has been decided that the cost of high-octane fuel may also be reimbursed to the officers on actual consumption basis. (CC No. CDO/PM/16/CIR/33 dt. 05.09.03)
15.2.2
Accumulation of unavailed petrol quota

If an officer owns a vehicle (four wheeler or two wheeler) and has opted for reimbursement of petrol charges, he may be permitted to accumulate the permissible quota of petrol subject to the following :i. Such accumulation will be permissible only upto the end of each calendar quarter (i.e. upto the end of March, June, September and December, each year) : thereafter, it will stand lapsed. For example, quota of petrol unavailed in January / February can be carried over upto the month of March, whereafter it will lapse. However, it will not be permissible to carry over quota unavailed in March to the month of April. Where an officer proceeds on long leave (say, exceeding two weeks in a month) he will not be permitted to carry over the unavailed quota in respect of that month.
ii.
15.3
REIMBURSEMENT OF CONVEYANCE OFFICIATING IN HIGHER CAPACITY
EXPENSES
WHILE
471
Having regard to the functional requirements of the various categories of officers, conveyance facilities may continue to be related to the incumbency of the posts. However, for journeys outside the headquarter on official duty or on LTC the entitlement of the officer will be as per his substantive grade as these are the facilities available under the service rules and are related the grade / scale of the officer concerned.
15.4
REIMBURSEMENT OF LEAVE/DEPUTATION
CONVEYANCE
EXPENSES
WHILE
ON
When an officer is on leave, it is expected that the actual expenses on conveyance for official work will be less than the normal though not in exact proportion. While, therefore, there cannot be a stipulation in this regard, the sanctioning authority will be free to pay the claim whenever warranted for a reduced amount and if the officer feels aggrieved, he may prefer a detailed claim. When an official is required to be absent from his headquarters on account of deputation on Bank's work intermittently but for an aggregate period of more than 7 days during a calendar month, it is similarly expected that expenses on conveyance for official work will be less than normal. The officer is therefore expected to prefer a reduced claim, unless he certifies that for the period during which he was at headquarters he incurred conveyance expenses in the discharge of official duties upto the full amount claimed. Note: Joining time cannot be treated as on duty for the purpose of reimbursement conveyance expenses incurred for official purpose. of
15.5
REIMBURSEMENT OF CONVEYANCE EXPENSES JOURNEY EXCEEDS 8 KMS.
WHEN
THE
Whenever an officer submits the monthly consolidated bill of conveyance expenses, the assumption is that all journeys for official purposes, made within a radius of 8 kms. are covered in the consolidated bill. In cases where the officer undertakes journeys beyond 8 kms. for official purposes no deduction need be made in respect of 8 kms. distance, provided the officer concerned certifies that the charges in respect of such journeys for distances within a radius of 8 kms. have not been included in the consolidated bill.
15.6
i)
MISCELLANEOUS GUIDELINES
Reimbursement of conveyance expenses on consolidated basis will be subject to the specific condition that the claims within limits represent actual expenses and it should not become a source of profit. Such practice should not degenerate into an automatic payment of fixed amount on certificate basis. Officers who claim reimbursement of conveyance expenses for the maintenance of vehicles are entitled to do so only when they maintain the vehicles at the place of their work. For the purpose of reimbursement of conveyance expenses, any automobile that is required to be registered with the Road Transport Authorities under the Motor Vehicles Act and which requires a licence to drive should be considered a vehicle. Officers under suspension are not eligible for reimbursement of conveyance expenses.
ii)
iii)
iv)
472
v) vi)
Officers eligible for the facility should submit their claims for reimbursement of conveyance expenses on form the specimen of which is given in Annexure 15.3. The bills on account of reimbursement of conveyance expenses on a consolidated basis every month may be sanctioned by the authorities mentioned against Group III (Travelling Allowance, Halting Allowance etc.) in the Scheme of Delegation of Financial Powers, 1994 (Circular No. 2/3 of 1994 of Org. Plg. Department). The bills of Branch Manager(s) should be paid in terms of Section 29.1. The officers who opt for reimbursement of petrol charges should produce the petrol receipts/vouchers, along with the monthly certificate claiming reimbursement. The cost of petrol will not include the cost of engine oil. In the case of diesel-run cars, the cost of prescribed quantity of diesel, instead of petrol will be reimbursed i.e. if an officer is eligible for reimbursement of 75 litres of petrol per month, he will be entitled to be reimbursed the cost of 75 litres of diesel. There will, however, be no change in the amount reimbursable to those who opt for consolidated cash amount. When retired officers of the Bank are called upon to appear as witness on behalf of the Bank in court cases or disciplinary proceedings, they are reimbursed the actual conveyance expenses incurred for their journey from the place of residence to the place where their services are required and back. Conveyance expenses on actual basis are reimbursed to officers and clerk-typists engaged in inspection (mobile) duty between the place of temporary residence and branch under inspection. Officers are permitted to draw benefits/perquisites as applicable to the posts occupied by them in so far as these relate to discharge of official duties. Hence, claims for arrears of benefits on account of promotion with retrospective effect do not merit consideration.
vii)
viii)
ix)
x)
xi)
15.6.1
Maintenance of Log Book for Cars / Vehicles provided by Bank

It has been decided that the maintenance of log books at various offices / branches where cars / jeeps / other vehicles are provided / owned / hired by the Bank, should be in the standard format given in Annexure 15.4. Separate log books must be maintained for each vehicle. Officials using the vehicles are required to authenticate particulars of each visit separately.
15.6.2
Where cars/jeeps are provided for use at branch or in administrative offices, officers who may occasionally use the bank's vehicle (owned or hired) for official use need not be debarred from claiming reimbursement of conveyance expenses on monthly consolidated/actual basis. However, in such cases the sanctioning authority should be satisfied about the admissibility of the amount claimed.
15.7
REIMBURSEMENT OF CONVEYANCE EXPENSES TO SPECIALIST OFFICERS

As officers in specialist appointments have to frequently undertaken visits in the discharge of their duties, they have also been extended the facility of reimbursement of conveyance expenses on consolidated basis, as per details given below :
473
i.
Officers in specialist appointments in Junior Management Grade Scale (viz. Assistant Security Officers, Assistant Law Offficers, etc.) who have been appointed on regular and full time basis, and whose nature of duty warrants continuous and frequent out-door vists, may henceforth be extended the facility of reimbursement of conveyance expenses as applicable to other officers in JMG Scale I. Specialist Offices holding appointments in regular scales of pay in MMGS II and above will also be eligible for the above facility as applicable to other officers in the same grade and scale of pay. In all cases, while sanctioning claims of above officers, the sanctioning authority will satisfy himself in the usual manner about the reasonableness thereof and that specialist officers concerned are continuously and frequently undetaking outdoor visits. Officers in specialist appointments, who have not been appointed on full time basis (like medical officers) or in regular scales of pay but have been engaged either on contract basis or consolidated pay, would continue to claim reimbursements of actual expenses incurred by them in discharging their duties as permissible/provided in their terms and conditions of service.
ii.
iii.
iv.
15.8
REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY GENERAL MANAGERS / OFFICERS IN TEGSS I & II (CDO/PM/16/CIR/19 Dt.08.06.2002)
The ceiling on reimbursement of salary paid by general managers to drivers hired by them with effect from 01.04.2001 is as under shown against the respective circle. OFFICERS General Managers TEGSS I & II PLACE Major A Class Cities Other cities Major A Class Cities Other cities RUPEES Rs.3500/-p.m. Rs.3000/-p.m. Rs.5000/-p.m. Rs.4000/-p.m.
NOTE: Officers in TEGSS I & II may opt for Banks driver or engage a driver. However, where Banks driver is not available, officer will have no option but to hire the driver.
15.8.1
Recovery on Account of Use of Banks Car for Personal Use

Officers in TEGS VI and above are provided with a car for official use. They are also allowed to use the car so provided for personal purposes up to 500 kms. on payment of Rs.150/- p.m. If an officer uses the car beyond 500 kms. in a month for personal purposes, additional recovery at the rate of Rs. 1 per km for use beyond 500 kms. is made from him. Henceforth, recovery for personal use of official car from officers, who have been / are provided with air-conditioned cars, shall be at the rate of Rs.200/- for first 500 kms. and Rs.1.25 per km. for use beyond 500 kms.
15.8.2
Provision of Bank's Car for Personal Purposes outside Headquarters When on HTC/LTC
474
i.
It has been decided that the request of officers in TEGS-VI & above for provision of Bank's car for personal use outside headquarters during the period of their leave shall be forwarded by them to the circle concerned for their necessary action after the leave is sanctioned and the circle concerned may arrange to meet their request. It has been decided to permit the officers in Top Executive Grade Scale VI and above to use the Bank's car from out of the pool for personal purposes when they proceed on Home Travel Concession (HTC)/Leave Travel Concession (LTC) at a place of their domicile or at places covered under LTC only for local use, subject to their surrendering the Bank's car at the headquarters and recovery of usual charges, as applicable. (CC No. CDO/P&HRD-PM/62/2004-05 dt.09.03.05)
ii.
15.8.3
Use of Official Car at a place other than headquarters

1. There may be instances where an officer on his transfer from one place to another has not been able to move into official residential accommodation at the new place of posting for the reason that it has not been vacated by the previous incumbent and he is thus not in a position to shift his/her family to the new place of posting. In the circumstances, the official's family stationed at previous place of posting, is deprived of the facility of use of official car for personal purposes which they have enjoyed for quite some time causing hardships to them. 2. Wherever a request for use of official car for personal purposes at the place other than the place of headquarters is received from an official under the above mentioned circumstances, the same may be considered with the approval of the controlling authority, subject, however, to the following conditions : i. The request should be entertained only if the official residential accommodation at the new place of posting has not been vacated by the previous incumbent for reasons beyond his control or, if the places like Mumbai, no residential accommodation has been provided by the Bank to the official. The car should only be provided out of the pool of cars maintained by the LHO at the previous place of posting. The official will have to forego the personal use of car at the new place of posting. Usual recovery for use of car for personal purposes will be made from the official.
ii. iii. iv.
475
Annexure 15.1 Monetary ceilings on reimbursement of expenses to those officers who maintain vehicles and claim on certificate basis (Revised w.e.f. 01/11/2006) (CC No. CDO/P&HRD-PM/49/2006-07dt 29/11/2006) TABLE-I
Category of Officers A) CAR OWNERS Revised Limits (w.e.f. 1.11.2006) SMGS IV & V MMGS III MMGS II JMGS I : BMs/Mgr of Div/ Asstt.Mgr(Accts)/ Asstt.Mgr(Adv)/ System Admn./Poj.Officer and other officers who have put in at least seven years of service in that grade. B) OWNERS OF TWO WHEELERS
All categories of officers referred to in (A) above.
Area I Rs. (p.m.) 1475 1475 1185 815
Area II Rs. (p.m.) 1300 1300 1130 725
Other centers Rs. (p.m.) 1130 1130 955 640
815
725
640
TABLE-II
Monetary ceilings on reimbursement of conveyance expenses incurred on hired conveyance for officers who do not own vehicles (Revised w.e.f. 1/11/2006) Category of Officers SMGS IV & V MMGS II & III JMGS I Limit Payable Rs. (p.m.) 960 785 610
476
Annexure 15.2 ACTUAL RECEIPT BASIS (Revised w.e.f. 1/11/2006) Reimbursement of petrol expenses on production of actual receipts for the officers maintaining vehicles : (CC No.CDO/P&HRD-pm/49/2006-07 DT.29/11/06)
LIMITS FOR REIMBURSEMENT OF PETROL COST PER MONTH SUBJECT TO PRODUCTION OF BILLS FOR USE OF OWN VEHICLE (FIGURES IN LITRES)
TABLE-I I) OFFICERS OWNING CARS

Category of Officers SMGS IV & V MMGS III MMGS II JMGS I : BMs/Mgr of Div/ Asstt.Mgr(Accts)/ Asstt.Mgr(Adv)/ System Admn./Poj.Officer and other officers who have put in at least seven years of service in that grade. Area I 90 85 70 55 Area II 80 75 65 50 Other centers 70 65 60 45
TABLE-II I) OFFICERS OWNING SCOOTERS/MOPEDS

Category of Officers All officers owning Scooters referred to in Table (I) above All officers owning Mopeds referred to in Table (I) above Area I 45 Area II 40 Other centers 35
35
30
25
477
Annexure 15.3 Specimen of form for claiming conveyance expenses

STATE BANK OF INDIA Branch / Dept. : ________________________ Date : _______________
BILL FOR REIMBURSEMENT OF CONVEYANCE CHARGES INCURRED IN CONNECTION WITH THE DISCHARGE OF OFFICIAL DUTIES DURING THE MONTH OF ___________ 1. 2. 3. 4. Name of employee : Grade : Substantive Salary : Rs.___________ (i) Period of leave availed from ____________ to __________ (ii) Particulars of absence from headquarters during the month on account of deputation on Bank's work. Date
No. of days __________ Places visited
I may please be reimbursed with a sum of Rs.__________ (Rupees ________________ _______________________) being the amount expended on conveyance which is attributable to the discharge of my duties during the month of _________ 200 ___. I confirm that I am maintaining Scooter/Motor Cycle/Motor Car No.________________ which stands in my name. (Please delete, is not applicable) Details of Petrol purchased :
Receipt No.
Date
Quantity
Amount
Total
Date : _______ Department ___________________
Signature _____________
I certify that the information given by the officer as above is correct to the best of my knowledge.
Head of the Department ________________________________________________________________________
478
Annexure 15.4 FORMAT FOR MAINTENANCE OF LOG BOOK FOR CARS/VEHICLES PROVIDED BY BANK PARTICULARS OF PETROL/DIESEL - QUANTITY IN LITRES
DATE : FORMAT OF THE STANDARD LOG BOOK
Date Mileage Out Mileage In Total Mileage Mileage Official Mileage Personal Officer's Initials Remarks Arrival Time Lunch Time Departure Time
479
CHAPTER 16 LEAVE RULES

16.0 GENERAL
The terms and conditions relating to grant of leave to officers are contained in the SBI Officers Service Rules, 1992 to which reference should be made wherever necessary. Note : In terms of Corporate Centre Circular No. CDO/PM/16/CIR/80 dated the 28th December 2002, it has been decided to change the existing procedure of computing entitlement to privilege as well as casual leave of the officers/employees from calendar year basis to financial year basis, effective from 1st April 2003. However, there is no change in the existing computation procedure for the sick leave.
16.01
1. i) ii) iii) iv) v) vi) vii) 2.
Kinds of Leave
OSR:31(1) Subject to the grant of leave by the Competent Authority, being determined by the exigencies of service, an officer shall be eligible for the following kinds of leave: Casual leave Privilege leave Sick leave Study leave Maternity leave Extraordinary leave on loss of pay Special casual leave and special leave. OSR:31(2) Unless an officer is required or permitted to do so by the authority which granted his leave, an officer may not return to duty before the expiry of the period of leave granted to him. OSR:31(3) An officer proceeding on leave shall hand over charge of his post at the close of the last working day preceding the date on which he proceeds on leave. The last day of an officer's leave shall be the last working day preceding that upon which he reports his return to duty.
3.
4.
OSR:31(4) When an officer on leave returns to duty he shall invariably report his return in writing to the authority empowered to grant him leave. Unless otherwise instructed, an officer on leave shall return to duty at the place from where he proceeded on leave.
480
16.02
Sanctioning Authority
Leave as admissible under the leave rules shall be appropriate authority as detailed hereunder: Subject i) Casual leave subject to sanction by the (PER/87 dt.6.3.1997)
Competent Authority Branch Manager/Divisional Manager Head of the Department/Office -do-do-doHowever, if the sick leave applied for in a calendar year is more than sixty days, the Authority to consider sanction of sick leave shall be the authority in hierarchy not below the rank of an Assistant General Manager.
ii) iii) iv)
Privilege leave Maternity leave Sick leave
16.1
CASUAL LEAVE
OSR:32(1) i) An officer shall be eligible for casual leave on full emoluments for 12 working days in a year, provided that : a) b) not more than four days' casual leave may be availed of at any one time. an inspecting official on continuous mobile duty may avail casual leave without the ceiling of four days. (PER/14 dt.8.7.1994 & PER/16 dt 21.7.1994) casual leave shall not be granted in combination with any other kind of leave. the incumbents of certain posts as may be declared by the Managing Director from time to time having regard to the nature of duties performed by them, shall be deemed to be ineligible for casual leave. The balance of casual leave in their cases shall be converted to privilege leave and added to the next year's balance. Casual leave not availed of in a particular year may be suffixed or prefixed to sick leave in the following three years. In case an officer does not avail himself of the unavailed casual leave in the following three years, it will automatically lapse. Unavailed casual leave will be on full pay and consequently it will be accounted for in a separate column in the leave records. A separate head "Unavailed Casual Leave" will have to be opened in the leave register. (PER&HRD 81 dt.17.1.1998) The unavailed casual leave of an award staff employee, which has been credited to sick leave account and thus accumulated thereby stands protected on his promotion to supervisory cadre. Accordingly, such sick leave will be shown as credit to the sick leave account of an employee on promotion and the sick leave so credited will be in addition to the sick leave to which the employee will be entitled to after his promotion in terms of his service rules.
c) d)
e)
f)
481
Note Although sick leave can be availed of only on production of a medical certificate, an officer suffering from a minor ailment might want to avail himself of the unavailed casual leave without production of a medical certificate. While sick leave can be availed of by utilizing the unavailed casual leave, the discretion to waive the medical certificate in such cases lies with the sanctioning authority. Such leave need not necessarily be prefixed or suffixed to sick leave and can be availed of independently. i(a) Casual leave may be prefixed or suffixed to or combined with Sundays / holidays. Public holidays and Sundays falling within the period of casual leave shall not be treated as part of casual leave. Further, though not more than four days casual leave shall be granted at a time, no limitation on the period of absence on account of casual leave, including holidays, at any one time, has been stipulated. I) The incumbents of the following posts are deemed to be ineligible for casual leave : a) b) c) d) ii) Branch Managers Officers, including Managers of Divisions, entrusted with joint custody of currency chest, control documents, valuables, securities, etc. Cash Officers Supervising officials in charge of sub-offices.
i(b)
In the case of an officer who is ineligible for casual leave, the entire balance of casual leave should be credited to previlege leave account. An Officer who is holding a post in which he is ineligible for casual leave, and who is relieved before the end of the year to man a post where he would be eligible for casual leave, will be given the option of converting the pro-rate casual leave i.e one day per month, into privilege leave upto the period he was ineligible. Alternatively, he will be permitted to enjoy the total period of casual leave during the remaining period of the year, subject to other conditions stipulated in regard to availing of casual leave. The provision of carry forward of unavailed leave are effective from the year 1997. An officer who is holding a post where he is eligible for casual leave and is transferred before the end of the calendar year to a post where he would be ineligible for casual leave, will be permitted to convert his unavailed casual leave into privilege leave.
iii)
It is clarified that the incumbents of the following post would be deemed to be eligible for casual leave. a) b) c) d) Deputy General Managers at Main Branches. Divisional Managers at Main Branch. Branch Managers of Divisionalised branches having the post of Manager (Accounts). Divisional Managers not holding custody of security documents, valuables or locker keys, etc.
482
i(c)
An officer will be eligible for 12 days casual leave in the year of his retirement. Casual leave will not be restricted to one day for every month of service left in the year of retirement. (CDO/PM/16/CIR/32 Dt.06.08.2001)
16.2
1.
PRIVILEGE LEAVE
OSR:33(1) An officer shall be eligible for privilege leave computed at one day for every eleven days of service on duty, provided that at the commencement of service, no privilege leave may be availed of before completion of 11 months of service on duty. Provided that maximum period of privilege leave admissible to an officer at any one time shall be four calendar months. Provided further that a member of the Bank's staff promoted as an officer shall have such privilege leave as may be due to him at the time of promotion credited to him as privilege leave earned under this Rule. 2. OSR:33(2) An officer on privilege leave shall be entitled to full emoluments for the period of leave. OSR:33(3) The period of privilege leave to which an officer is entitled at any time shall be the period which he has earned, less the period of leave availed of. OSR:33(5) An officer desiring to avail of privilege leave shall ordinarily give not less than one month's notice of his intention to avail of such leave. Provided that applications for leave will be called for periodically at the time considered most convenient for the Bank to make necessary arrangements. To reckon 'service on duty' the following types of leave taken should be deducted (1) Privilege leave (2) Sick leave (3) Extra-ordinary leave on loss of pay (4) Special leave in respect of sportsmen. However, special leave granted to Officers' Association office bearers and duty leave granted by the Bank is not to be reckoned for the purpose. The period of casual leave taken and encashment of leave need not be deducted in computing 'service on duty'. 6. Probationary Officers/Direct recruits in other specialist grades are not eligible for privilege leave before completion of 11 months of service.
3.
4.
5.
16.2.1
i.
Accumulation of Privilege Leave

OSR:33(4) On and from 1.1.1990 privilege leave may be accumulated upto not more than 240 days except where leave has been applied for and it has been refused. Provided further that where an officer retires from the Bank's service, he shall be eligible to be paid a sum equivalent to the emoluments of any period not exceeding 240 days of privilege leave that he had accumulated.
ii.
While the instructions stated above continue to hold good, the portion of Privilege Leave that is allowed to be carried over should necessarily be availed as early as
483
possible, say within 3 months, of the following year; and in extreme emergent situations such carry over of leave may be extended up to a period of 6 months. While advising carry over of leave, the officer should also be asked to advise the proposed date from which he would be availing carried over leave so that necessary relief arrangements may be finalised well in advance. CDO/PM/CIR/22 dt.01.08.1998 If an officer has accumulated more than 240 days of earned leave to his credit, while encashing the same he will at present get tax exemption for salary equivalent of 240 days subject to a ceiling of Rs.2,40,000/- in case of officers on superannuation or otherwise after 1.7.1997 in terms of Section 10 (10AA)(ii) of the Income Tax Act, 1961 as modified by Government of India vide their extra-ordinary gazette notification dated March 3, 1996. CDO/PM/CIR/16 Dt.02.06.1999 iii. iv. OSR:33(5) An officer desiring to avail of privilege leave shall ordinarily give not less than one month's notice of his intention to avail of such leave. An officer will earn privilege leave during each year separately, regardless of the maximum leave at his credit at the beginning of the year, subject to the maximum limit indicated under the Service Rules. Credit will be afforded to the privilege leave account as on the 1st April each year in respect of leave earned during the previous year. An illustration is given below to explain the position. Months Leave at credit as on 1.4.2005 Less : Leave of one month granted from 1.10.2005 Add : Leave earned for the period 1.4.2005 to 31.3.2006 Leave at credit as on 1.4.2006 v. 5 1 Days 15 -
1 ___________________ 5 15 ___________________
An officer will not earn privilege leave only for the number of days he actually remains absent. As such, pro-rata privilege leave will accrue to him for the number of days of leave debited to his leave account on account of encashment of leave. When an officer who is ineligible for casual leave avails himself of privilege leave, such leave upto 12 days, if availed of, may be deducted from the total privilege leave availed of by him while computing the privilege leave accruing to him, so that he is not placed at disadvantage compared to officials who are eligible to avail themselves of the casual leave. While calculating privilege leave earned by an employee in a financial year, if the actual number of days for which he had worked during that year (i.e. number of days in the year less privilege / sick/ maternity leave, etc. but not casual leave, actually availed of by him) is not exactly divisible by 11, remainder days in excess of the quotient may be carried forward and added to the number of days of actual service put in next year, so that the benefit thereof is extended to him at the time of calculating privilege leave. A few examples are given below :
vi.
vii.
484
Employee 'A' (days) Balance as on 31.3.2002 No. of days in 2002-03 Privilege leave taken Sick leave taken (days actually absent) Extra-ordinary leave taken Casual leave taken No. of days actually worked Privilege leave earned in 2002-03 Remainder days carried over to next year: Balance on 1.4.2003 No. of days in 2003-04 Privilege leave taken Sick leave taken (days actually absent) Extra-ordinary leave taken Casual leave taken No. of days actually worked Add : Balance carried forward from previous year Privilege leave earned in 2003-04 Remainder days carried over to next year viii. : 100
Employee 'B' (days) . 100 365 12 ___________ 365 365/11 = 33 2 133 366 15 6 12 __________ 366-21 (15+6) = 345 2 = 347 347/11 = 31 6
: 365 : 21 : 24 : 2 : 12 __________ : 365-47 (21+24+2) = 318 : 318/11 = 28 10 : 107 : 366 : 25 : 5 : : 12 ___________ : 366-30 (25+5) = 336 : 10 = 346 : 346/11 = 31 : 5
Where an official is due to proceed on leave during the financial year and the leave to be availed of partly falls in the current year and partly in the next year, the leave account may be debited as on the date on which the leave will start. However, for the sake of administrative convenience, the posting may be done at time of sanction itself. In the event of any change in the quantum or period of leave sanctioned/availed of, the necessary corrections may be carried out later. Consequently, where an employee applied for leave to be availed in the next financial year, the leave account may be debited after the usual credits are posted on April 1 of the year in which leave is to be availed of.
16.3
i.
SICK LEAVE
OSR:34(1) An officer shall be eligible for 30 days of sick leave for each completed year of service subject to a maximum of 18 months during the entire service. Such leave can be accumulated upto 540 days during the entire service and may be availed of only on production of medical certificate by a medical practitioner acceptable to the Bank or, at the Bank's discretion, nominated by it at its cost.
485
Note 1 : The expression 'completed year of service' would include the period spent on duty as well as on leave, including extraordinary leave. Note 2 : Sick leave on pro-rata basis may be granted to an officer who joins the Bank in the middle of a year, for the first year of his service. Note 3 : Sick leave due to an officer on any particular day may be calculated on the basis of total period of service as on that date at the rate of 30 days for each completed year of service and pro-rata for the broken period. OSR:34(2) ii. In respect of the period of sick leave, an officer shall be eligible to receive one half of the full emoluments. Provided that if an officer so desires, the Bank may permit him to draw full emoluments, in respect of any portion of the sick leave granted to him, twice the amount of such period on full emoluments being debited against his sick leave account. iii. OSR:34(3) The Bank may require any officer desiring to resume duty on the expiry of sick leave, to produce a medical certificate saying that he is fit for duty. OSR:34(4) Where an officer has put in a service of 24 years, he shall be eligible to additional sick leave at the rate of one month for each year of service in excess of 24 years subject to a maximum of 3 months of additional sick leave. The benefit of commutation of sick leave on full pay and allowances may be allowed in all cases of sick leave availed on or after 29.06.1999 in terms of rule 34(2) of SBIOSR. However, past cases need not be reopened. iv. OSR:34(5) So long as privilege leave is due, an officer who proceeds on leave on medical grounds may exercise the option of availing himself of sick leave or privilege leave. In the case of officers promoted from the clerical grade, the unavailed portion of casual leave carried over in their leave account would continue to be available to them as sick leave, under a separate head, distinct from the respective sick leave / privilege leave to their credit. Clarifications :(A) Where an officer has put in less than 24 years' service and has availed sick leave exceeding 18 months (but not exceeding 21 months), he will not be entitled to any further sick leave during the remaining part of 24 years of service. However, after completing 24 years of service, he will be eligible for additional sick leave, as provided, after adjusting sick leave already availed of by him in excess of 18 months.
486
(B)
Where an officer has put in more than 24 years of service and has availed sick leave of 21 months or more, he will not be entitled for any sick leave during remaining part of his service. However, if he has availed less than 21 months' sick leave, he can be sanctioned additional sick leave subject to a maximum of 3 months but not exceeding 21 months in aggregate.
16.4
STUDY LEAVE
(P&HRD/CM/5/SPL/1557 Dt.07.05.2002) OSR:35 Study leave may be granted to Bank's Officers for the purpose of pursuing higher studies in India or abroad in a subject which has close and direct relevance to the Bank's various functions and which will be useful for his/her future career in the Bank. The assessment regarding this aspect by the competent authority will be final and is not open to any appeal. ELIGIBILITY i. The official applying for study leave should have served for not less than 5 years in the Bank as an officer, and such leave shall not be considered unless he/she is perceived to be having adequate stake in future service in the Bank as an officer, and is deemed to be having a good service record and good performance to his/her credit consistently. The officer applying for study leave should have more than 5 year's residual service left after return from study leave. The officer should have completed all mandatory assignments for his next promotion. The period of study can be between 12 and 36 months to be decided on the basis of the duration of the course as advised by the University/College/Institute which the officer is joining. An official will be eligible to be granted leave only on one occasion for this purpose during his entire service.
ii.
iii. iv.
v.
SANCTION OF LEAVE i. The leave shall be granted at the sole discretion of the Managing Director depending upon the merits of each case. The competent authority is not bound to specify any reason(s) while rejecting an application for study leave under these provisions and his decision will be final. EMOLUMENTS PAYABLE Officers may draw 50% salary during the leave period, the balance 50% being paid in three equal instalments, on successful completion of the study and on resuming duty, the first instalment one year after resumption of duties, the second two years after resumption and the third after three years. In other words the entire salary of the leave period will be paid to the officer, 50% during the leave period and the balance in three instalments after resumption of duties. If the study is not successfully completed, the balance 50% will not be payable. Similarly no payment would be made in case the officer does not continue in Bank's service. This will be in addition to recovery of bond money.
ii.
i.
487
ii.
Since the Bank would be paying 50% salary during the leave period with the balance 50% in instalments on return, there is no separate provision for other forms of financial support. Scholarship/fellowship received by the officer may, however, be permitted to be retained by the Managing Director. FURNISHING OF UNDERTAKING/BOND
i.
An officer sanctioned study leave will have to execute a bond to serve the Bank for five years on return. The bond amount is fixed at Rs 2 lac for those availing of study leave upto 1 year, Rs 4 lac for those availing of the leave for more than 1 year and upto 2 years and Rs 6 lacs for those availing of leave for more than 2 years and upto 3 years, in keeping with, the average salary to be paid by the Bank during the leave period. (The bond is expected to act as reasonable deterrent against officers who have decided to quit at the time of availing the leave or during their period of study). In the event of the officer failing to return for duty or committing breach of any of the obligations of the bond, the Bank will have an undisputed right to take any disciplinary action against the officer besides having right to recover a sum as mentioned above from the officer personally as well as from the salary and allowances, bonus and as an attorney from provident fund, gratuity or any other amount payable to him. An irrevocable letter of authority will have to be given by the officer for the purpose. As a corollary to this, the officer applying for study leave must have the required residual service for the bond to be effective. SUBMISSION OF REPORT ON COMPLETION OF STUDY LEAVE On returning from study leave the officer shall submit a full report to the Bank on the nature of study undergone by him, with supportive evidence, commenting on its usefulness to him and in turn to the Bank. OTHER TERMS & CONDITIONS
ii.
iii.
i.
Study leave shall be counted or not counted as service for the purpose of seniority, sanction of increments etc. at the discretion of Managing Director. However, officers will have to give an undertaking agreeing to the condition that they will not be considered for promotion during the period of study leave. They will be eligible for being considered for promotion only after they serve the Bank for the required period and meet other eligibility criteria. Such officers will be bound by the Bank's extant instructions in the matter.
ii
iii.
Requests for retention of Bank's fiat/designated residences at any place would not be entertained. However, retention of leased house may be permitted for a span not exceeding one year at a time on the merits of each case. This will be subject to recovery of normal monthly rental. Requests must be received well in advance, otherwise the house may be dehired/allotted to another officer. In case an officer does not complete the course for which study leave v/as granted, the rent for the leased accommodation would be recovered from him. Specimen of the letter to be given by the Bank to the employee and format of undertaking to be furnished by the employee are given in Annexure '1' & '2' respectively. The application form, the
488
iv.
bond and letter of promotion authority for marking a lien on PF would be as per existing prescribed formats. Even on such study leave being sanctioned, an official may only be eventually relieved from his official duties, depending on the exigencies of service.
16.5
i)
MATERNITY LEAVE
OSR:36(1) On and from 1 day of April 2000 leave upto a period of six months at a time may be granted by way of maternity leave if the request is supported by sufficient medical certificate including in respect of postnatal period or at the time of miscarriage or abortion, medical termination of pregnancy, so however, that not more than 12 months of such leave shall be available during the entire period of service of the officer. In case of miscarriage/M.T.P./abortion, maternity leave may be granted as a rule upto six weeks, on the basis of medical certificate/advice of a competentMedical practitioner, i.e. a qualified gynaecologist. In special/exceptional cases involving medical complications associated with miscarriage/M.T.P./abortion, maternity leave may be granted beyond six weeks if advised by a competent medical practitioner (qualified gynaecologist) but upto six months only or any one occasion, within a overall limit of twelve months during the entire period of service. Leave may also be granted once during service to a childless female officer for legally adopting a child who is below one year of age till the child reaches the age of one year, subject to a maximum period of two months on the following terms and conditions:
st
1)
leave will be granted for adoption of only one child 2) the adoption of a child should be through a proper legal process and the officer should produce the adoption deed to the bank for sanctioning such leave. (Corp. Centre Cir. No. CDO/IR/CIR/29 DT. 30.07.2001 ) (Corp. Centre Cir. No.CDO/IR/CIR/77 DT. 28.02.2002 ) ii) OSR:36(2) Maternity leave may be combined with leave of any other kind unless provided otherwise in these Rules. Any leave applied for in continuation of the former may be granted only if the request is supported by sufficient medical certificate. OSR:36(3) An officer on maternity leave shall be entitled to full emoluments for the period of leave.
16.6
i)
EXTRAORDINARY LEAVE ON LOSS OF PAY

OSR:37(1) An officer shall be eligible for extraordinary leave on loss of pay for not more than 360 days during the entire period of service. Such leave may not be availed of except for sufficient reasons for more than 90 days at a time. Provided that in very special circumstances, the competent authority may grant extraordinary leave on loss of pay to an officer upto a total period of 720 days.
489
ii)
Provided further that extraordinary leave granted under this rule shall not count as service for pension. OSR:37(2) Subject to any other rule, extraordinary leave may be granted in combination with or in continuation of any kind of leave and the competent authority may commute retrospectively periods of absence without leave into extraordinary leave. Since any period of extraordinary leave on loss of pay will have the effect of postponing the date of increment/seniority of the official concerned, as and when the extraordinary leave on loss of pay is granted to /availed of by the members of the super-vising staff, a letter to this effect must be placed in the respective service file to enable the concerned controlling authority to take proper care thereof while releasing next annual increments.
iii)
Such leave will not count for pension, increment, etc. and the seniority of the officer will also be affected to the extent of such leave granted to him except in the cases where the absence is condoned. The authority structure for this is given below: Subject Upto ----------180 days (cumulative) 360 days (cumulative) 720 days (cumulative) Competent Authority An authority not below --------------------------------DGM GM CGM
iv)
Extraordinary leave on loss of pay may be granted to an official when no privilege leave is due to him and when, having regard to his length of service, sick leave is not considered justified by the authority empowered to grant leave. All cases for sanction of extraordinary leave should be critically screened by the controlling authorities before making recommendation to the competent authority. Normally, extra-ordinary leave may be sanctioned in the following circumstances:a) An officer's own sickness; b) Sickness of officer's wife or children; c) For appearing in examinations; d) For prosecuting higher studies in the cases of those who are not eligible for study leave; e) Any other reason beyond the control of the officer, the discretion for which will lie entirely with the sanctioning authority.
16.7
SPECIAL CASUAL LEAVE/SPECIAL LEAVE/DUTY LEAVE

OSR:37A An officer may be granted Special Casual Leave and any Special Leave by the competent authority in accordance with the guidelines issued in this regard.
490
a) In the event of Serious Injury suffered in Duty When an officer meets with an accident during the course of his normal duties and approaches the Bank for grant of special leave for the period of incapacitation/ hospitalization, the matter may be referred to the concerned controlling authority who will in turn, refer such case with details reasons or/and reasoned recommendations to the Chief General Manager who is empowered to grant special leave for period of medical treatment and recuperation as may be advised by the Bank's authorized Medical Officer. b) Outstanding Performance in Various Cultural Activities Staff members may be granted special leave who are participating in events at the National/Regional level. The outstanding performers in the field of classical music, classical dance, stage acting, painting and literature may be granted special leave on the following conditions : i. ii. iii. iv. v. vi. The event should be recognized one at National/Regional level. There should be official invitation from the organizers. The leave, depending on the event, should not exceed 7 days including time used for travel to and fro. The employees will not be eligible for any other monetary benefits or time-off facility for practice. The leave should be treated as non-cumulative special leave. An individual employee may be granted such non-cumulative leave upto 7 days at any one instance and not more than 30 days in a year. Maximum entitlement of an employee during his/her career will be 300 days.
The competent authority for sanctioning the special leave will be the General Manager(Learning & Development) in the NBG at Corporate Centre.
16.7.1
Special Casual Leave

Special Casual Leave may be granted for the following purposes:
16.7.1.1.
Blood Donation
An officer who donates blood on a working day may be granted special casual leave for that day on production of satisfactory evidence of his having donated blood on that day.
16.7.1.2.
Working for St. John Ambulance Brigade

Officers enrolling themselves as members of St. John Ambulance Brigade may be allowed special casual leave, subject to the following conditions :
a) b) c)
prior permission will have to be obtained from the controlling authority; the grant of leave should not interfere with the duties; effective discharge of their official
if the officers are required to undergo the necessary training, etc. during office hours, their absence will be treated as casual leave to the extent such leave is due and to the extent such leave is not due, as special casual leave; and
491
d)
where the officers are detailed for any special duties by the Brigade, special casual leave not exceeding 3 days per annum will be allowed to them to cover their absence.
16.7.1.3.
i)
Disabled ex-servicemen for visiting artificial limb centre

Disabled ex-servicemen who have been provided with artificial limbs as a result of injuries sustained in operations and re-employed in the Bank and who have to report to artificial limb centre/hospital as and when the artificial limbs require replacement/treatment, may be sanctioned special casual leave for the purpose. Special casual leave may also be granted to disabled ex-servicemen for appearing before the Medical Re-survey Boards for assessing their disability pension. However, the special casual leave facility as above as also for the purpose of reporting to artificial limb centre, etc. shall be restricted to an overall maximum period of 15 days in a calendar year, including transit time both ways, on the basis of medical discharge certificate. Special casual leave, as above, will be sanctioned by the authority specified below: Subject Grant of special casual leave/ special leave Competent Authority The authority empowered to sanction casual leave or privilege leave provided the purpose of the leave and/or the period is/are covered by the guidelines laid down by the Executive Committee of the Central Board.
ii)
16.7.1.4.
Family planning operations

Special casual leave is admissible to all employees who operations or IUD insertions to the extent indicated below:undergo sterilisation
i) ii)
Special casual leave not exceeding 6 working days to male employees who undergo sterilisation operation (Vasectomy). Special casual leave not exceeding 14 working days to female employees who undergo puerporal or non-puerporal tubectomy operation. However, an employee who undergoes sterilisation operation will be granted seven days' special leave. Employees who have more than three surviving children and are within the reproductive age group shall not be eligible for special casual leave under this scheme if they undergo sterilisation operation. One day's special leave to such female employees as have had IUD insertion. Further, special casual leave upto 7 days to male employees whose wives undergo non-puerporal tubectomy operation subject to the production of medical certificate from the doctor who per-formed the operation to the effect that the presence of the employee is essential for the period of leave to look after the wife during her convalescence after operation. The above facility will be subject to the following conditions :
iii) iv)
492
a)
Sundays/holidays, if any, intervening in a period of special casual leave should be taken into account while calculating special casual leave. In other words, holidays, Sundays, weekly offs falling within the period of special casual leave will be treated as part of special casual leave. The special casual leave for the purpose may be suffixed or prefixed either to privilege leave or to casual leave and not to both. The intervening holidays and/or Sundays may be prefixed or suffixed to the privilege leave, as the case may be.
b)
16.7.1.5.
1.
For joining auxiliary police organisations

Employees may be permitted to join officially sponsored auxiliary police organisations such as Home Guards, National Volunteer Corps, Prantiya Raksha Dal (Territorial Army), etc., provided they could be relieved without detriment to their official duties. Grant of permission will be subject to the following conditions : The period of training and duty as Home Guards, etc. will be treated as special casual leave and the person concerned permitted to receive, in addition to his pay, emoluments as the State Govt. may offer. The Bank will not be responsible for any risks, injuries, damages or other consequences arising out of or during the course of employment in the Home Guards, etc. organisations. All applications for this purpose should be forwarded to controlling authority for sanction. A suitable letter of undertaking absolving the bank from any liability for risks, injuries, damages, etc., as mentioned in item (ii) above, should also be obtained and forwarded . Note : The provision to permit an employee to join the Territorial Army has been withdrawn. In respect of employees who were earlier granted permission to join Territorial Army, efforts should be made to secure the release of employees on deputation to Territorial Army.
i)
ii)
2.
16.7.1.6.
For exercising franchise during general/ Sabha/state assemblies
bye-elections to Lok
Every eligible voter is entitled to be registered on the electoral rolls of a constituency in which he ordinarily resides. It may happen in some cases that a bank employee residing and enrolled as a voter in a particular place/constituency may be posted in a branch / office located at some other place. In such cases, the individual employee may be granted special casual leave for full or part of the day of polling if his branch /office does not happen to be closed on the particular day to enable him to exercise his franchise after obtaining an undertaking as per specimen given in Annexure 16.3. However, no special leave shall be granted for the period of journey between the place of posting to the place where the election is being held and back. Clarification :Employees who are university graduates and bonafide voters in the elections to the State Legislative Councils from graduates constituencies are eligible for special casual leave for the day of election to enable them to exercise their franchise.
493
16.7.2
i.
For Sportsmen
There cannot be stipulation on the maximum amount of special leave that can be sanctioned to sportsmen employees. Sportsmen employees are basically the employees of the Bank. While maximum facilities need to the extended to deserving sportsmen, the primary goal or employment should not also be lost sight of. Application for special leave from sportsmen candidates should invariably be received before the commencement of tournament. In case of participation at international tournaments abroad, the leave applications should accompany copy of the letter received from the International Body, approvals of Sports Federations in India and Government of India. For recornised games (Cricket, Hockey, Football, Basketball, Volleyball, TableTennis, Athletics, Badminton, Kabaddi and Chess), Special Leave is sanctioned to the extent of 180 days in a financial year for participation in tournament of University/State/National/ International levels by the Chief General Manager. (Noncumulative to the extent of 30 days at any one instance and maximum 180 days in a calendar year). (sports control board, compendium OF instructions) Special leave for participating in the above tournaments beyond 30 days and upto 60 days has to be referred to the Deputy Managing Director & CDO, in his capacity as Vice-president of the Sports Control Board, for sanction. Authority to Sanction Special Leave Chief General Manager Dy. Managing Director & CDO Dy. Managing Director & CDO iv. FOR NON-RECOGNISED GAMES: Special leave to the extent of 30 days in financial year for representing the state/ country in National/International tournaments is sanctioned by the Chief General Manager. For Special leave for participation in non-recognised games beyond 30 days the application should be sent to Dy. Managing Director & CDO for his approval. Maximum special leave available is 180 days (excluding foreign tours by the National teams and for coaching camps). Circle Welfare Committee should recommend each case for approval by Dy. Managing Director & CDO and Vice-President (Sports Control Board). Period Upto 180 days (in India) Beyond 180 days ( in India) Any number of days (Abroad)
ii.
iii.
16.7.2.1
i)
Other Sports
The Chief General Manager is empowered to sanction leave upto 30 days to employees for participating in mountaineering expeditions approved by the Indian Mountaineering Foundation or Youth Hostel Association of India. However, such leave may be availed of only thrice in the entire service of the employee. The following conditions have been stipulated for grant of this special leave.
494
a) Special leave for mountaineering/trekking programmes will employee only once in three years starting from 1986.
be
granted to an
b) Only one employee from a branch at any one time will be allowed to avail of this facility. ii) The following information/documents are required for considering applications for such leave : a) Copy of the invitation letter received by the employee which shows that the employee has been selected for the particular programme. b) Leave application should clearly state the number of days required by the employee for the actual trekking programme and the number of days required by him for the journey period. c) Recommendations of the Branch Manager/Departmental Head. d) Certificate regarding successful completion of the programme, to be submitted after attending the programme and reporting back for duty. The applications, complete in all respects should be forwarded to the Personnel & HRD Department at the Local Head Office for sanction. iii) Time Off The active sportsmen employees may be given a reasonable time off for practice during the season the game is played and in respect of such games which cannot be, or are not played, in the evening. The extent of time off is to be determined
according to the nature of the games i.e. maximum of 2 hours should normally be sufficient.
A register will be maintained to record full details of time off granted which shall be initialed by the authority empowered to sanction time off. Any misuse of the facility will attract suitable disciplinary action against the concerned sportsman employee. The register sports-wise and player wise shall be inspected by the President, CWC annually who, or a nominance appointed by him, should also periodically visit the practice venue to satisfy himself that the players have the best of practice facilities and make full use of them. iv) Absence to be treated as on duty Where any employee plays in a team on behalf of the Bank in any recognised event, he will be treated as on duty. v) Nomination on Technical Committee Nomination to serve on technical committees is an honour conferred on a select few of our sportsmen employees in recognition of their knowledge and technique of the sport concerned. Accordingly, it has been decided that our sportsmen employees nominated to the technical committees at national/international level in India may be sanctioned special leave up to 90 days in a financial year by the Circle Chief General Manager in respect of the employees working in the circles and by the Chief General Manager(HR) in respect of the staff working in the Corporate Centre and its establishments. The
495
Dy. Managing Directory has been designated as the competent authority to grant such leave beyond 90 days, and also for granting any such leave, irrective of the period, for representing the country abroad in technical committees. The recommendations for grant of special leave may be forwarded to HR Department at Local Head Office for necessary action.
16.7.3
Special leave to office bearers of Officers' Association

CO LETTER ADM:16805 24.07.68 Four office bearers of Officers' Association will be allowed 10 days' special leave each in a year for organisational work. Pooling of this special leave to 4 office bearers will also be allowed. Leave applications for the purpose should be forward by the controlling authority to the HR Department at the LHO for sanction. Upon receipt of advices from HR Department thereafter, a suitable note indicating the period of special leave granted and the purpose therefore should be made in the leave record of the official concerned.
16.7.4
Duty leave to Defence Representatives/Witnesses: Departmental Enquiry

Duty leave may be granted to an officer identified as a defence representative/witness in a departmental enquiry on the following conditions : i) Duty leave will normally be granted to an official chosen as the defence representative. However, the prerogative of relief of the official will rest with the management who, if they consider it necessary, may indicate their inability to relieve that particular official on duty leave in which case the charge sheeted official will be free to identify another official as the defence representative. Similarly, the defence counsel will, as far as possible, be belonging to the same place but in any case not from outside the Circle. No adjournment of proceedings will be granted on representative cannot attend. the plea that the defence
ii) iii)
If the Bank is satisfied that the adjournments are being sought merely to delay the proceedings, the Bank may refuse to extend the above facilities to the defence representative in that particular case. An employee who is required to appear as defence witness at an enquiry will be treated as on duty leave. In this context, it is for the Enquiry Officers to judiciously decide on the relevance of each witness cited by the defence and disallow ones whose testimony is not considered relevant to the case.
iv)
16.8
RURAL SERVICE LEAVE

All employees of the Bank will be granted Rural Service Leave to enable them to engage themselves in constructive activities in villages like survey of credit needs of rural households, helping the village panchayat in preparing a plan for development of the village, etc. The operation of the scheme is subject to the following specific terms and conditions:
496
i)
The basis for applying for this leave for any employee could be a work project undertaken in the social service field or upliftment of the downtrodden in rural areas, etc., which should be entirely of non-political character. Opportunities for social service would also be available at the centres where Integrated Rural Development Programme initiated by our branches are in operation. Branch Managers should forward names of willing employees to the HR Department under advice to controlling authori-ties. The applicant employees will be advised details of the I.R.D. Programmes by the HR Department. The employees would thereafter specifically apply for rural service leave to their Branch Managers in conformity with the provisions of the scheme.
ii)
Short leave of one or two days at the rate of one day per month may be granted to an employee working at a rural branch for a specific purpose at the station where he is working or in a nearby village, preferably a village adopted by our Bank. Illustrative purposes could be to enable the employee to help a school in teaching adults or to help a community service unit to organise a function or a small cooperative society of tribals to maintain their accounts or to work in any social service organisation. An employee desirous of availing himself of social service leave should choose an area the language of which is known to him. To employees who are working at branches far away from the rural areas, leave for a day or two may not serve the purpose. Such employees may be granted a maximum of 6 days rural service leave at a time at the rate of one day per month, once in six months (first half year ended on 30.6.78) which may enable them to do something constructive in a village, such as survey of credit needs of the rural households, help the village panchayat in preparing a plan for the development of village, help the villagers in preparing proposals for getting assistance from banks, etc. At branches where the total strength of employees is upto and including 30, not more than one employee will be granted leave at a time. At branches where the total strength is over 30, not more than 2 employees will be granted leave at a time. The selection for the purpose of grant of leave should be made at a branch by consensus, once in six months, and recommendations submitted for sanction to the Regional Manager. At larger branches, this leave may be granted by the Dy. General Manager. At the Local Head Office and Dy. General Manager's Office, the leave may be granted department-wise on the same basis as outlined above, except that it should be sanctioned by the General Manager or the Dy.General Manager, as the case may be, on the specific recommendations of the departmental heads. Applicants for leave should furnish full details of the work proposed to be undertaken and an address at which the employee could be contacted. On resuming regular duties, the employee concerned should submit a report to his controlling authority, through the proper channel, on the project undertaken by him during the leave. A quarterly report of all the cases should be submitted to the Circle Management Committee by the controlling authorities. Rural service leave may be prefixed or suffixed to or combined with Sundays and holidays but should not be availed of in combination with any other leave. An employee will not be eligible for halting allowance and/or reimbursement of travelling expenses, while on rural service leave.
iii)
iv)
v)
vi)
vii) viii)
16.9
COMPENSATORY LEAVE
(CC No. CDO/PM/06/CIR/29 dt 11.9.2000)
497
i)
If an officer is called upon to work on a Sunday / holiday, he should be granted compensatory off during the week following the Sunday / holiday on which he has been required to work. Such compensatory off is to be availed of, as far as possible, by the officers who are eligible for casual leave. As it is not possible to grant compensatory off to a Branch Manager / Accountant / Cash Officer (and other officers who are ineligible for casual leave) for performance of any routine duty on a Sunday / holiday in connection with the inspection of sub-offices and / or godowns at the outstations, attending dispatch of remittances, etc., leave in lieu of compensatory off should be added to his privilege leave account subject to the maximum permissible limit. Each case of work on a Sunday / holiday should be referred to the controlling authority for sanction to add to the privilege leave. In unavoidable circumstances, the facility of credit to privilege leave account within the maximum permissible limit may be permitted to an official who is eligible for casual leave but is not allowed to avail of the compensatory off due to exigencies of services with the approval of the compentent authority which is as under: Officers Posted at Branches/ZOs. LHOs Corporate Centre Existing Authority Dy. General Manager General Manager Dy. Managing Director & CDO Proposed Authority Officers in hierarchy immediately above the level of sanctioning authority but not below the Deputy General Manager
ii)
iii)
iv)
Compensatory off may be given to faculty members / instructors who are required to conduct short duration courses / programmes at the College / Learning Centres during intervening Sunday / holiday. Such compensatory off should, however, be availed of during succeeding week. Officers who are required to work on intervening Sundays/holidays while on deputation will also be granted compensatory holiday or credit to leave account in addition to the halting allowance for which they are eligible. Compensatory holidays will not be granted to officers attending seminars, etc. on Sundays/holidays as, on such occasions, they are not entrusted with any routine duty, but are required to participate in such seminars, etc. only to have their doubts and difficulties on various matters cleared. In view of special emphasis on computerization, officers working in C&I Project in Corporate Centre/ITS Dept. LHO and Project Officers at ZO/Regions have been permitted as a special case, to avail the compensatory off during the following three months. Where it is not possible to permit an official to avail off the compensatory off during the next three months, the same may be credited to his privilege leave account, within the maximum permissible limit of 240 days, with the approval of the appropriate authority. Officers other than those mentioned above may be allowed to avail compensatory off during the month following the Sunday/holiday on which he was required to work.
v)
vi)
vii)
16.10
a)
QUARANTINE LEAVE
In case an employee is absent from duty on account of quarantine, the Bank may, at the request of the employee, treat such absence upto a maximum of three months as privilege or sick leave, if such leave is otherwise permissible.
498
b)
Wherever the provisions of any law applicable to any place are in conflict with the provisions contained in this chapter the provisions of law should be applied. OSR:44(1)
16.11
ENCASHMENT OF LEAVE WHILE AVAILING LTC/HTC

OSR:44(6) Once in every 4 years when an officer avails of leave travel concession, he may be permitted to surrender and encash his privilege leave not exceeding one month at a time. Alternatively, he may whilst travelling in one block of two years to his home town and in other block to any place in India, be permitted encashment of privilege leave with a maximum of 15 days in each block or 30 days in one block. For the purpose of leave encashment, all the emoluments payable for the month during which the availing of the Leave Travel Concession commences shall be admissible. When the Competent Authority permits carry over of Leave Travel Concession block in terms of rule 44, sub-rule 5, the officer may be permitted carry over of privilege leave encashment block. (CC no. CDO/PM/16/CIR/67 dated 27.11.2003). Clarification: i) For the purpose of such encashment, total emoluments (i.e. aggregate of basic pay, dearness allowance and other allowances, if any) payable for the month during which the availing of leave travel concession commences, will be taken into account. Further, in the case of officers who have been provided with residential accommodation by the Bank, notional House Rent Allowance will also be included for the purpose of computing total emoluments. For the purpose of encashment of leave, a month should be treated as 30 days and the leave account should be debited with 30 days. If the officer is sanctioned encashment of 20 days or 15 days privilege leave, he should be paid 2/3 or 2 salary and allowances respectively.
ii)
DONATION TO PRIME MINISTER'S RELIEF FUND Provided that an officer at his option shall be permitted to encash one day's additional privilege leave for donation to the Prime Minister's Relief Fund subject to his giving a letter to the Bank to that effect and authorising the Bank to remit the amount to the Fund. Clarification: It is clarified that the encashment of one day's additional privilege leave for donation to the Prime Minister's Relief fund may be allowed only once every calender year, without linking it to availment of leave travel concession.
16.11.1
i)
Calculation of the period of encashment

The four year period for encashment facility in respect of officers who were in service as on 1.10.1979 will commence from 1.1.1982. In respect of officers appointed on or after 1.10.1979, the first four year period will commence from the respective date of appointment.
499
ii)
In the case of an officer promoted from the Bank's staff on or after 1.10.1979 : (a) If he has availed himself of the facility in his previous cadre, his next quadrennial period will commence with effect from 1.10.1983 or from the expiry of the quadrennial period from the date of his appointment, whichever is later. (b) If he has not availed himself of the facility in his previous cadre, the quadrennial period of leave encashment will commence from 1.10.1979 or the date of joining service, whichever is later.
iii)
In the case of an officer promoted prior to 1.10.1979, his first quadrennial period will commence with effect from 1.1.1982.
16.11.2
Encashment of leave where husband and wife are employees of the bank
A lady officer whose husband is also an employee of the Bank, will be permitted to encash leave once in a period of 4 years, subject to the condition that she either accompanies her husband when he avails of LTC on his account or she herself avails of it on her own. This is applicable irrespective of whether the husband is a clerk or an officer in the Bank.
16.11.3
a)
Miscellaneous
Officers on contract basis like Adviser (Defence Services Banking), Chief Technical Officer (Agriculture), etc. will also be eligible for leave encashment on completion of 2 years' service on contract basis in the Bank. An officer will be eligible for the encashment of leave facility only on completion of one year's service as a member of the supervising staff. This, however, will not apply in the case of award staff promoted to the supervising cadre. Encashment of leave, at the time of availment of Leave Travel Concession, should be treated as part of salary and income tax should be deducted at source at the appropriate rate. Encashment would not be regarded as wages for reckoning eligibility for bonus. When only family members avail of LTC (with the employee himself forgoing it), the facility of leave encashment will not be available. The facility of the carry forward of leave encashment may be permitted to those officers in whose cases the carry over of the LTC / HTC has been sanctioned. The actual HRA paid to an officer should be taken into account for the purpose leave encashment where an officer is being paid HRA on capital cost basis. (CDO/PM/CIR/67 Dt.19.03.1999)
b)
c)
d) e) f) g)
500
16.12 16.12.1
i)
ENCASHMENT OF LEAVE AT THE TIME OF SUPERANNUATION / DEATH Officers who die while in service (CDO/PM/16/CIR/18 Dt.09.06.2001)
As per Rule 38 of the SBI Officers' Service Rules, where an officer dies while in service, there shall be payable to his legal representative sums which would have been payable to the officer if he had availed of the privilege leave he had accumulated, at the time of his death. Under extant instructions, in order to avoid hardship to the family of the deceased employee, the salary and allowances for the unavailed privilege leave, not exceeding 240 days are paid to the widow without production of legal representation, where legalcomplications are not foreseen, on the basis of an indemnity bond with two sureties acceptable to the Bank and each being good for the amount involved. The competent authority for the above purpose is given in Chapter 23.
ii)
16.12.2
Retiring Officers
(Please also refer Section 16.2.1).
i)
OSR:38 When an officer retires from the Bank's service, he shall be eligible to be paid a sum equivalent to the emoluments of any period of privilege leave, not exceeding 240 days that he had accumulated. The provision of including notional house rent allowance for the purpose of leave encashment will also be available to officers at the time of retirement. Note : Retirement does not refer to the age of superannuation only and hence for an officer appointed on contract basis for a particular period, his retirement will take effect on the expiry of the contract period. Hence, such an officer will also be eligible for the above facility subject to other stipulations laid down.
ii)
An officer who is to retire from the Bank's service may either avail himself of the privilege leave at his credit in such a manner that his retirement takes effect on the date he attains superannuation or partly encash privilege leave at his credit, provided, under no circumstances, his date of retirement is extended beyond the age of superannuation. The option will have to be exercised by the retiring officer well in time and it is incumbent on him to advise the Bank in writing, indicating the manner in which he would like to utilise the privilege leave at his credit. Encashment of Privilege Leave in case of resignation: Where an officer has resigned / resigns on or after 01.04.2001, after giving due notice, he will be paid a sum equivalent to the emoluments in respect of Privilege Leave to the extent of half of such leave to his credit on the date of cessation of service subject to the maximum of 120 days. Privilege leave encashed at the time of retirement will be exempted from Income Tax to the extent of the least of the following :-
iii)
iv)
(a) Cash equivalent of the leave salary in respect of the privilege leave at the time of retirement / superannuation;
501
(b) eight months' 'average salary'; (c) thirty days' 'average salary' for every year of actual service rendered. (d) Rs. 2,40,000/- w.e.f 1.7.1997. v) The following authorities are empowered to sanction payment accrued to an officer at the time of his retirement :General Manager Dy.Gen. Manager Dy.Gen. Manager Office Manager, Central Office : : : : of salary for leave
for officers at Local Head Office for officers at branches under his control for officers at branches which are directly under the control of GM for officers posted at the Central Office
Concerned Departmental head : for officers at the Corporate Centre office and Corporate Centre establishments. vi) Under no circumstances encashment of privilege leave beyond 240 days should be permitted.
16.12.3
Officers facing disciplinary action - Payment of leave salary on superannuation

In case of an officer (facing disciplinary action) who has al-ready reached the age of superannuation, while pension and payment of Bank's contribution towards provident fund to such an officer be held in abeyance, depending on merits of each case, pending the outcome of such disciplinary proceedings, the emoluments for the period of accumulated leave may be paid to him if there is no liability which warrants recovery from the officer concerned.
16.13
LEAVE TAKEN ON FALSE GROUNDS

Sometimes employees avail of leave on false grounds and thereafter participate in agitations during the period of leave. In such circumstances, it would be open for the Bank to cancel such leave and not pay him salary for the period of leave on the ground that the leave was obtained on false pretext, without prejudice to the Bank's right to take disciplinary action.
16.14
LAPSE OF LEAVE
OSR:38 All leave shall lapse on the death of the officer or if he ceases to be in the service of the bank, provided that where an officer dies while in service, there shall be payable to his legal representative sums which would have been payable to the officer if he had availed of the privilege leave, that he had accumulated at the time of his death.
502
Provided further that where an officer retires from the Bank's service, he shall be eligible to be paid a sum equivalent to the emoluments of any period of privilege leave that he had accumulated.
16.15
RECALL TO DUTY
OSR:39 An officer on leave may be recalled to duty by the competent authority whenever the Bank deems fit to do so; but if the officer is at that time out of station, he shall be eligible to be paid the actual expenses incurred by him and the members of his family for coming back to the station, and if the officer and the members of his family go back to the same station from which he was called, for the return journey also.
16.16
FURNISHING LEAVE ADDRESS TO THE BANK

OSR:40(1) An officer who has been sanctioned leave and leaves his place of duty shall furnish to the Bank the address at which he can be contacted while out of station.
16.17
1.
UNAUTHORISED ABSENCE FROM DUTY/OVERSTAYING LEAVE

OSR:40(2) An officer who overstays his leave, except in circumstances beyond his control, shall not be entitled to any salary or allowance for the period of his absence without leave and shall also be liable to any of the penalties specified in rule 67 of OSR. OSR:40(3) Where an officer who has not submitted an application for leave, or where an officer having submitted his application was refused sanction of leave, absents himself for a period of 90 or more consecutive days or overstays the sanctioned leave by 90 or more consecutive days notwithstanding the provisions of sub-rule 40(2) of OSR, the Bank may, at any time thereafter, give a notice to the officer at his last known address available with the bank calling upon him to report for duty within 30 days of the notice. If the officer does not report for duty within the stipulated period, he may, by an order of the Appointing Authority, be deemed to have voluntarily vacated his employment on the expiry of the said period set out in the notice. In such cases, the officer shall also be liable to pay to the Bank such notice monies as are payable in case of resignation as if he has been permitted to pay the emoluments in lieu of notice. Provided, however, that an officer may appeal to the competent authority within a period of three years from the date of order recording voluntary vacation under the aforesaid rule. The competent authority shall consider such appeal to treat the said order as rescinded if it is satisfied that the officer was prevented by any sickness incapacitating him from reporting for duty within the prescribed time or for any other sufficient cause, and pass such orders as it may deem fit in the circumstances of the case.
2.
16.17.1
Procedure to be followed in case of unauthorised absence : It has been observed that employees often remain absent from duty for an unduly long period without submitting leave applications and no follow-up action is taken by the Branch Managers/Departmental Heads/immediate superiors. It would be necessary to closely monitor, in time, cases of employees remaining frequently absent from duty in an unauthorised manner. To this end, the following procedure should be followed :
503
i)
If an officer has remained absent in an unauthorised manner for, say, a period exceeding a week, the authority empowered to sanction leave should send him a notice by registered A.D. post at his recorded local/permanent address (as per specimen given in Annexure 16.4) asking him to report for duty within 30 days of the receipt of communication by him and explain the reasons for his unauthorised absence. The salary for the period of unauthorised absence should also be withheld. In case the officer resumes duty within the stipulated period, the terms on which his unauthorised absence is to be treated should be decided after carefully going into the reasons adduced by the officer. Leave should not be sanctioned as a matter of course even if it was due. Where the officer is in the habit of absenting himself unauthorisedly, appropriate penalties in terms of Rule 67 of the State Bank of India Officers Service Rules should be initiated. In case the officer does not report for duty, a second and final notice (as per Annexure 16.5) should be sent to him forfeiting his appointment, without any further notice or giving him an opportunity to join duty. Before serving the notice, however, the approval of the Appointing Authority should be obtained. Before the aforesaid procedure is completed i.e. simultaneously when sending the first communication, the authority empowered to sanction leave may seek instructions from his controlling authority at Regional Office/Local Head Office in regard to allowing the employee to join duty and in regard to the terms on which the absence should be treated. If the officer reports within the period of notice and offers a satisfactory explanation, he may be allowed to join duty. If the explanation is not satisfactory, then also he may be allowed to join duty without prejudice to the right of the Bank to take such disciplinary action as deemed fit, having regard to the nature of the misconduct. A clearance has to be obtained from the controlling authority for initiating disciplinary action. In the case of officers who were granted study leave for studies abroad or in India and who have not reported for duty after the foreign assignment is over, the notices should be issued in consultation with the Law Department. Alongwith sending the notices as mentioned above, the branch should, in consultation with the controlling office, initiate proceedings for recovery of the loans, if any, availed of by the employee, such as Housing Loan, Festival Advance, Vehicle Loan, Consumer Loan, etc.
ii)
iii)
iv)
v)
vi)
16.18 16.18.1 16.18.1.1
ABSENCE OF EMPLOYEES ON ACCOUNT OF BUNDHS, STRIKE, CURFEW, ETC. Absence of employees on account of curfew Where a bank office is kept closed for the day
If a bank office remains closed on account of a curfew order imposed during the entire working hours, the employees should be given special casual leave for the day.
16.18.1.2
Where a bank office is kept closed for part of the day

If curfew is imposed only for part of the day and therefore the bank office is kept closed for part of the working hours, the employees who attend office during the hours the office is kept open should be treated as having attended the office for the full
504
day. The absence of employees who do not attend office during the time it is open should be adjusted against their appropriate leave account.
16.18.1.3
Where the bank office remains open

Where an employee is unable to attend office on account of imposition of curfew at the place of residence or at the place which falls on way to the bank office, his absence could be treated as a special casual leave. Special casual leave in such cases would be permissible only if it is physically impossible for the employee to report for duty. No special casual leave should be given if it is possible for him to reach the office by a circuitous route avoiding curfew bound area or if special permission has been given by the Government authorities to move through the curfew bound areas for to and from journeys to the bank/office, on production of identity cards, etc.
16.18.2
Absence of bank employees due to natural calamities or civil commotion or any other cause beyond the control of the Bank If the closure of the bank is necessitated for reasons of natural calamities such as fire, rains, deluge or civil disturbances such as riots, or any other cause beyond the control of the bank, only appropriate leave including casual leave, but not special leave, should be granted to bank employees in terms of paragraph 511 of the Sastry Award.
16.18.3
Absence of employees due to Bundh, Morcha, Strike, Rail/Rasta Roko, etc. organised by various political/religious and other parties, unconnected with the banking industry a) In all cases where the Bundh etc. is supported/co-sponsored or actively assisted by bank employees or their affiliated Union/Association, action should be taken against employees who absent themselves from duty by effecting 'wage cut' on the basis of the principle 'no work no pay', in addition to any action the management may like to take as per the service rules. In all cases where the Bundh etc. is not supported/co-sponsored or actively assisted by bank employees or their affiliated Union / Association, if an absenting employee gives a letter stating that he was not a member of any Union/Organisation which gave a call for the Bundh, etc., and he did not participate in the Bundh, etc., but was prevented from attending office due to non-availability / disruption of transport facilities, physical obstruction or other legitimate reasons, his appropriate leave account may be debited.
b)
16.18.4
1.
Absence of employees during strike/agitation, etc.

If there is a call for strike given by any union of the bank employees and an employee remains absent on the strike day he should be deemed to be on strike and his wages for the day should not be paid on the principle of 'no work no pay' in addition to any action the management may like to take as per the Service Rules. If on the day of the strike, a particular office of a bank remains locked, the absence of the employees who were not on strike should be regularised as special casual leave by an authority not lower than the Dy. General Manager subject to fulfillment of the following conditions :-
2.
505
(a) If the employee is a member of the union which has given a call for strike, he should advise the bank in writing before the strike day that although he is a member of the union which has given a call for strike, he has no intention to go on strike. (b) A letter by the employee, even if he is covered by (a) above stating that he was not on strike and he had come to attend the office in the usual manner but could not do so as all the doors were locked. (c) If it is established that even one or two employees were able to enter the office and the doors were opened any time before the close of business hours, special leave should not be given to those who did not enter the office.
16.18.5
Absence of employees for the part of the day

Wherever employees without prior permission of the management go on agitation of any form during office hours, they will have to be treated as having committed breach of contract of service and the principle of 'no work no pay' should uniformly apply subject to the decisions of the court, if any. Even where an employee is in breach of his contract for part of the day, he will not earn wages for the full day subject to the condition that the bank does not acquiesce in the breach by taking work from such employee for the rest of the day. In such a case, care should be taken to give an intimation to the employees sufficiently in advance through a notice which may be displayed or circulated, that no further work is expected of them for the rest of the day. In a 'no work no pay' situation, the question of deduction of wages does not arise as the employees have not earned wages, as normal work in the normal manner in accordance with the contract of employment which is a condition precedent for earning wages has not been satisfied. Banks should also ensure that appropriate adjustments are made at the time of disbursing the salary for that month.
16.19
i)
MISCELLANEOUS
The rules in this chapter shall not be deemed to confer upon officers the right to claim leave because it has been earned or is due. When the exigencies of service so require, discretion to refuse or revoke leave of any description is reserved to the authority empowered to grant it and an officer already on leave may be recalled by the authority when it considers it necessary in the interest of the Bank.
ii) (a) An officer on leave shall not take service or accept any employment which involves acceptance of remuneration without obtaining the previous consent of the authority which granted the leave. (b) An officer on leave preparatory to retirement shall not accept any employment which involves acceptance of remuneration or any commercial office or employment including service under a Bank. iii) The leave particulars of employees promoted to the Supervising Staff Cadre should be advised to the controlling authority in the proforma given in Annexure 16.6. The same form may also be used in other cases where leave particulars of staff members are required to be forwarded to other branches/offices. No leave shall be granted to an officer under suspension. As the various allowances are linked to salary, it follows that in case an employee is in receipt of half the substantive salary, allowances will also be payable to him at half the rate at which these are permissible under the rules. The period for which a
iv) v)
506
particular allowance can be paid during the period of leave will be such as has been permitted under the Rules. In the case of dearness allowance, as there is no limit in regard to the period for which it is payable while an officer is on leave, it would be in order to pay it at half the usual rate when the officer is eligible for half the substantive salary. vi) If an official who proceeds on leave from a branch and reports back for duty on the expiry of the leave at the same branch, his leave salary and allowances should be paid by that branch, irrespective of the period of leave granted to him. The salary and allowances of an official who is transferred from one office to another should be paid by the office at which he has been serving upto the date of his relief. If an official who is transferred, say from 'X' branch to 'Y' branch and proceeds on leave immediately on relief, his leave salary and allowances should be paid by 'Y' branch by debit to its charges account if the duration of the leave does not exceed a month and when it does, such leave salary and allowances should be paid by 'Y' branch by debiting Zonal Office under detailed advice to the controlling authority on form C.O.S.272. The leave salary and allowances debited to Zonal Office should be shown in detail under the heading viz. 'Leave salary paid to the Supervising Staff for the month__________' in the monthly pay sheet on form C.O.S. 243 for the purpose of scrutiny. The total thereof should be shown as a distinct item and should not be merged with the final figures under column 12 ibid. If an official who proceeds on leave, say from 'X' branch, is during the course of leave, given orders of transfer to 'Y' branch, his salary and allowances for the unexpired portion of the leave should be borne by 'Y' branch if it does not exceed a month and when it does, the same should be paid by 'Y' branch by debit to Zonal Office as explained above. An official who is transferred to a place where he will be eligible for CCA, increased HRA, etc. should be paid such allowance(s) only from the date he reports for duty at the new place.
vii)
viii)
ix)
16.19.1
i)
Election Duty - Leave not eligible

Officers requisitioned for election duties by the State authorities are required to perform their duties as citizens of the country, and, as such, compensatory leave or any other facility in lieu thereof will not be granted to them. Employees who receive orders of appointment under Section 26 of the Representation of People Act for election duties by the state government on public holiday are paid travelling allowance by the government. During this period, they are not under the superintendence and control of the Bank. Hence, liability on account of halting allowance, travelling expenses, overtime, compensatory leave or any other facility will not fall on the Bank.
ii)
507
ANNEXURES TO CHAPTER 16 Annexure 16.1

LETTER IN DUPLICATE TO BE ADDRESSED BY THE BANK TO THE EMPLOYEE, PERMITTING HIM TO PROCEED ON STUDY LEAVE Name of the Employee, ------------------------------------------------------------------------------------------------------------Dear Sir, This is with reference to your letter dated --------------- requesting us to grant you study leave for studying for (name of course) ------------------ at (Name of the Institute) ------------------ for a period of ------------------ months to be commenced from ----------------- to --------------------. We hereby agree to your request and permit you to study the above course at ------------- for a period of ------------ months subject to your agreeing to the following terms and conditions.
1.
On completion of the period of --------------------- months (from --------------- to -----------------) of your study, you should punctually report for duty with the Bank and thereafter serve the Bank in India or elsewhere as may be decided by the Bank for a period of not less than 5 years. Please note that you should report to Personnel Dept. of ---------- LHO within a month from the date mentioned above i.e. -------------- (date)
2.
During the study period you will be entitled to 50% of salary, balance 50% will be payable to you after resumption of duties and on successful completion of the course/study as follows :i. 1st Instalment 1 year after reporting for duty ii. 2nd Instalment 2 years after reporting for duty iii. 3rd Instalment 3 years after reporting for duty
The balance 50 % will not be payable if the study is not successfully completed. 3. While study leave shall be counted as service for the purpose of seniority, sanction of increments etc., you will not be considered for promotion during the period of study leave. You will be considered for promotion only after you serve the Bank for the required period and meet other eligibility criteria. You should not without the express written consent of the Bank, apply for any job assignment or employment for profit or otherwise or seek change of nationality or citizenship until you discharge your obligation set out in clause (1) above.
4.
508
5.
In the event of your failing to return to duty for any reason including the termination of service by resignation, but excluding permanent incapacitation or in the the event of your committing breach of any of the conditions or obligations arising out of the conditions set out above, you shall have to pay a sum of Rs. * pre-estimated liquidated damages to the Bank. (Rupees ----------------- only) by way of
6..
If the Bank, at your request, provides a leased accommodation to you, during the period of study leave and you do not complete the course for which the study leave was granted the rent paid for the leased accommodation would be recovered from you, in full.
7.
You should execute a bond undertaking to pay a sum of Rs. * (Rupees ------------) as per estimated liquidated damages.
8.
The Bank will have an undisputed right to take any disciplinary action against you besides having right to recovering a sum of Rs. * from you personally; as well as from the salary and allowances, and as an attorney from provident fund, gratuity, etc. if any, or any other amount as may be payable to you and for this purpose you will execute necessary authority letters. The balance 50 % of your salary held back by the Bank for payment in three instalments on your resumption of duty after successfully completing the study will not be available for adjustment towards the above amount. Further, the Bank will have the right to set off for monies recoverable in case of breach of the conditions of the scheme. In token of your acceptance of the terms and conditions contained herein, you are advised to return the duplicate hereof duly acknowledged.
Rs. 2 lacs/4 lacs/6 lacs as applicable depending on the period of leave. Yours faithfully, ( Signature of the official)
509
ANNEXURE 16.2
PROFORMA OF UNDERTAKING TO BE FURNISHED BY THE OFFICER WHO HAS BEEN SANCTIONED STUDY LEAVE
The Branch Manager, State Bank of India, --------------------------------------------WHEREAS the State Bank of India (hereinafter referred to as 'the Bank') has at my request agreed to grant me leave to undertake study in ------------- at --------------- for a period of ------------------- years commencing from ---------------- subject to the terms and conditions set out in the letter dated ----------------------- from ------------ in consideration of the above, I agree and undertake to comply with the following terms and conditions : 1. On completion of the period of ------------------ years (from --------------- to ------------------) of my study hereinafter referred to as '"Study Period"), I shall punctually report for duty with the Bank at ------------ LHO, Personnel Dept. and thereafter serve the Bank in India or elsewhere as may be decided by the Bank for a period of not less than 5 years. 2. During the study period I will be entitled to 50% of salary, balance 50% will be payable to me after resumption of duties and on successful completion of the course/study as follows :i. ii. iii. 1st Instalment 1 year after reporting for duty 2 Instalment 2 years after reporting for duty 3rd Instalment 3 years after reporting for duty
nd
If the study is not completed or I do not serve the Bank for the bond period, the balance 50% will not be payable. 3. I am aware that while study leave shall be counted as service for the purpose of seniority, sanction of increments etc., I will not be considered for promotion during the period of study leave. I will be eligible for being considered for promotion only after I serve the Bank for the required period and meet other eligibility critieria. I give my consent to the above-mentioned stipulation.
510
4.
I shall not, without the express written consent of the Bank, apply for any job assignment or employment for profit or otherwise or seek change of nationality or citizenship until I perform my obligation set out in clause (1) above. In the event of my failing to return to duty for any reason including the termination of service by resignation, but excluding permanent incapacitation, or in event of committing breach of any of the condition or obligations arising out of the conditions set out above I shall pay a sum of Rs. * (Rupees ------------only) by way of pre-estimated liquidated damages to the Bank. Further, the balance 50% of my salary will not be payable to me.
5.
6.
In the event the Bank provides me a leased accommodation during the period of study leave, at my request, and I do not complete the course for which the study leave was granted the rent paid for the leased accommodation will be recovered from me in full.
7.
I further agree that the Bank will have an undisputed right to take any disciplinary against me besides having right to recovering a sum of Rs. * ( Rupees -----------only) from me personally as well as from the salary and allowances, and as an attorney from provident fund, gratuity, etc. if any, or any other amount as may be payable to me. The Bank will also have the right to set-off for monies recoverable in case of breach of the conditions of the scheme.
8. *
I enclose letter of authority for the purpose mentioned in para 5 above. Rs. 2 lacs/4 lacs/6 lacs as applicable depending on the period of leave.
(Signature of the official)
511
Specimen of undertaking for taking special exercising franchise
Annexure 16.3 casual leave for
I_______________________________________________________________ (Name) (Designation) resident of ____________________________________________________ hereby declare that I am a regular resident and/or a registered voter of the Parliamentary and State Assembly Constituencies in the ______________________________ State and had actually cast a vote on _____________.
Signature Date
: :
512
Specimen of 1st notice to be sent to unauthorisedly absent

1ST NOTICE REGISTERED A.D. POST Shri
Annexure 16.4 an officer who is
Dear Sir, VOLUNTARY VACATION OF SERVICE It is observed that you have been absenting from duty without submitting an application for leave / despite your leave being refused / beyond the period of sanctioned leave since .........* 2. In terms of Rule 40(3) of State Bank of India Officers Service Rules, you are advised to report for duty and submit satisfactory explanation for your absence within 30 days from the date of this letter, failing which it will be deemed that you have voluntarily vacated your service amounting to voluntary resignation from service without giving requisite notice. Yours faithfully.
BRANCH MANAGER / DEPARTMENTAL HEAD * Strike out whichever is not applicable.
513
Annexure 16.5
Specimen of 2nd notice to be sent to an officer who is unauthorisedly absent 2ND NOTICE REGISTERED A.D. POST Shri........ Dear Sir, VOLUNTARY VACATION OF SERVICE It is observed that you have been absenting from duty without submitting an application for leave / despite your leave being refused / beyond the period of sanctioned leave since .........* In this connection, we refer to our Registered A.D. notice dated........... instructing you to report for duty and explain the reasons for your absencewithin 30 days of the date of the notice. It is, however, observed that you have so far not complied with the instructions contained therein. 2. Now that you have failed to report for duty inspite of the above notice, it is deemed that you have voluntarily vacated your service amounting to voluntary resignation from the service of the Bank with effect from ................(date) You are hereby requested to pay 3 months' emoluments within 15 days of the receipt of this notice, failing which the Bank will be constrained to set off the same against your terminal dues and any other amount payable to you without prejudice to recovering the full amount or part thereof by suit. Yours faithfully, APPOINTING AUTHORITY * Strike out whichever is not applicable. N.B. : In case of a Probationary Officer, para 3 may be replaced with the following : "The security deposit together with accrued interest has been forfeited and/or your surety shall be liable to pay Rs............ towards the security bond executed by him." (In the last case notice to the surety for the amount due from him should also be issued.)
3.
514
Annexure 16.6
Format for advising leave particulars to the controlling authority of those employees who are promoted to the Supervising Staff Cadre To: The Branch Manager State Bank of India, (Transferee Branch), Dear Sir, STAFF SUPERVISING ADVICE OF LEAVE PARTICULARS IN RESPECT OF SHR1/SMT/KUM. (NEWLY PROMOTED JMG) We give below the particulars of leave pertaining to the above official who has been recently promoted to JMGS I :Months 1. 2. 3. 4. Days
Privilege leave due to him as on the 1st January (Year of promotion / transfer) Privilege leave availed of by him from 1 st January to .................. (the date of relief) Casual leave availed of by him from 1st January to .................. (the date of relief) Extraordinary leave on loss of pay taken by him so far as on............. (date of relief) Yours faithfully, BRANCH MANAGER (TRANSFEROR BRANCH)
515
Annexure 16.7 Format for submitting recommendations for grant of study leave to officers STUDY LEAVE
1. 2. 3. 4. 5. 6. 7. Name of the Employee Designation Date of Birth Age as on _______ Joined the Bank as Total service in the Bank as officer Educational Qualifications Position of CAIIB Assignments held during the last 5 years with dates (Please specify whether the official has completed line assignment successfully. If not, confirmation that the official will have no claim for promotion if not given when otherwise due). Name & Address of the Institution which he/she wishes to join Name of the course and subjects. Whether it is leading to higher studies or specialised training (Please specifically confirm that the officer fulfills the eligibility norms for this course). AARF marks of the official for the preceding three year Part III/IIIA (Maximum 60) Part IV/IVA (Maximum 40) Total (Maximum 100) Year 1 Year 2 Year 3
8. 9.
10.
11. 12. 13.
Whether willing to serve the Bank for atleast 5 years after study and comply with the conditions under study leave scheme given in Section 16.4. Particulars of and how the official proposes to manage the periodical payments besides payment of fees in the absence of salary and allowance during study leave Particulars of loans taken Type of loan Outstandings in Loan Accounts Remarks regarding payment arrangements
14. 15. 16. 16. 18.
Details of monetary resources to meet financial liability under the Bond in case of failure to fulfill its conditions. Mode of study leave Ordinary Leave Extra-ordinary Leave Study Leave Whether he has beenallotted Bank's residential accommodation. Confirmation that it will be surrendered to the Bank (only if necessary. Refer Section 16.4.) How the completion of course by the official will benefit him and the Bank Recommendations RECOMMENDING AUTHORITY
STATE BANK OF INDIA Date
516
CHAPTER 17 LEAVE TRAVEL / HOME TRAVEL CONCESSION

17.1 ELIGIBILITY
OSR:44(1) 1. During each block of four years, an officer shall be eligible for leave travel concession for travel to his home town/place of domicile once in each block of two years. Alternatively, he may travel in one block of two years to his home town/place of domicile and in the other block of two years, to any place in India by the shortest route. Alternatively, an officer, by exercising an option during a 4 years block or 2 years block, as the case may be, surrender and encash his LTC as detailed in para 17.21 of this chapter. Provided that in the case of an officer promoted from the Bank's staff, the period shall be deemed to commence from the expiry of the concession last availed of in his previous cadre. For the purpose of this rule: (a) (b) (c) (d) (e) (f) "headquarter" means the place of posting of the officer; "home town" means the place declared by an officer to be his place of domicile in India; "designated place" means the place the officer has declared to travel to under this rule; "onward journey" means a journey from the headquarter of an officer or place from where he or his family members proceed to his home town or to the designated place; "return journey" means a journey from the home town or the designated place to the headquarters or to place of commencement of the onward journey; "family" for the purpose of this rule shall mean an officer's spouse, wholly dependent unmarried children (including dependent step children and legally adopted children) and wholly dependent parents ordinarily residing with and wholly dependent on the officer. The term wholly dependent child/parent shall mean such of the family relatives having a monthly income not exceeding Rs.2550/- p.m. If the income of one of the parents exceeds Rs.2550/- p.m. or the aggregate income of both the parents exceeds Rs.2550/p.m., both the parents shall not be considered as wholly dependent on the officer. In the case of female officer "family" shall include her husband only if he is not an employee of the Bank. If an officer and his wife are employed in the Bank, although each will be entitled to leave travel concession in his/her own right, the family including the husband and wife taken together will not be eligible for the concession more than once in the relative period; (CC No. IR/17/2005-06 dt. 7.7.05) (g) (h) "permissible distance" means the shortest distance between the headquarter and home-town or designated place; "travelling expenses" means a single air/rail/steamer/road fare by the entitled class for the permissible distance, or the actual cost of travelling, whichever is lower.
517
OSR:44(2) 2. An officer who proceeds to his home town or designated place during leave granted under these rules shall be entitled to claim from the Bank, the travelling expenses in respect of one onward journey and one return journey performed by himself and by each member of his family. OSR:44(3) 3. Entitled Class : The mode and class by which an officer may avail of leave travel concession shall be the same as in the case of travel on transfer, and other terms and conditions subject to which the leave travel concession may be availed of by an officer, shall be as decided by the Central Board or the Executive Committee from time to time. Clarification :The LTC entitlement of officer in the Middle Management Grade will be as per air economy class if the distance to be travelled is more than 1000 kms. by the most direct route. OSR:44(4) 4. (a) No claim for travelling expenses shall be admitted under this rule unless: The officer has completed one year's service in the Bank before the date on which the onward journey to which the claim relates is commenced. Provided that this restriction shall not apply to an officer who has completed one year's service including the service in the cadre immediately preceding his appointment in the present grade. (b) (c) (d) The time gap between the commencement of onward journey by a member of the family and that of the officer is not more than 3 months. The time gap between the termination of return journey by a member of the family and that of the officer is not more than 3 months. The officer certifies that he and the members of his family in respect of whom travelling expenses are claimed actually performed the journey and incurred the expenditure the reimbursement of which is claimed, and produces satisfactory evidence of the expenditure by way of money receipts or tickets, or otherwise. OSR:44(5) 5. Where an officer is not able to avail himself of the leave travel concession during a particular two year block because the leave applied for has had to be refused and cannot be granted at any other time during the two year block due to exigencies of service, the concession may be permitted by the competent authority to be carried forward subject to a maximum of two concessions outstanding at any one time. Please also refer Section 17.20.
17.2
NATURE OF LEAVE WHILE AVAILING LTC/HTC

The concession may be availed of by an officer when on leave of any kind including casual leave. It would not be in order to grant extraordinary leave to avail of LFC.
518
17.3
i)
DESIGNATED PLACE
An officer proposing to avail himself of LTC should designate the place of visit and apply to his controlling authority indicating the probable date of availing. It will, however, be open to him to change the place for any valid reason, acceptable to the controlling authority. However, if the change is made even before the commencement of the journey and if the officer has obtained a higher advance fare relating to the place earlier designated, he should refund the excess amount immediately. With regard to HTC, the declaration regarding the place of domicile will be already on record. When permission is granted by the controlling authority, the fact will be noted in his service sheet maintained at the controlling office. If the officer could not avail himself of the concession, he should immediately apply to the controlling authority for cancellation of the entry in the service sheet.
17.4
i)
LONGER/CIRCUITOUS/CONVENIENT ROUTE/TRAVELING ABROAD

An officer may reach the designated place by a longer/circuitous route or may travel throughout or partly in a higher or lower class, or in a taxi. He will, however, be reimbursed with the actual fares/ hire charges incurred by him or the fare to the designated place by the shortest route by the entitled class, whichever is lower. For travelling by taxi/hired car, the same should be hired through a travel agency approved by the Bank for this purpose, at a centre where an approved agency is operating. However, at centres where no such agency operates the journey may be performed by a registered private taxi, provided the rates charged are equal to / less than those charged by the approved agency. Prior permission of the controlling authority should be obtained before undertaking the journey by taxi. While availing Leave Travel Concession / Home Travel Concession by a longer/circuitous route, if an officer breaks his journey at one or more points and visits one or more places nearby touching the same point more than once before reaching the designated place/place of domicile/headquarters, the expenditure incurred in visiting places en route with deviations touching the same place more than once can be permitted within the overall entitlement. However, the headquarter or the designated place cannot be touched more than once because as soon as the designated place/place of domicile/headquarter is reached, the journey is terminated and cannot be revived. Example : If an officer on his way to the designated place, say, Kanyakumari from Bhubaneshwar first follows the circuitous route Bhubaneshwar-Mumbai-Bangalore and on his way he breaks journey at: a) b) Panaji and visits Panaji-Vasco-Panaji, Panaji-Calangute-Panaji: Bangalore and visits Bangalore-Mysore-Bangalore; Chennai and visits Chennai-Mahabalipuram-Chennai before reaching the designated place i.e. Kanyakumari, all the charges for journeys mentioned at (a), (b), (c) would be reimbursed within his/her overall entitlement. When an officer faces difficulties in getting direct booking by the shortest route, while availing of LTC reimbursement by a convenient route, which is considered shortest in
ii)
c)
519
point of time, though it may be slightly costlier than the shortest route in terms of distance, it may be permitted. Iii) TRAVEL TO A FOREIGN LAND ENROUTE TO HIS DESIGNATED PLACE : So long as the designated place is anywhere in India and the officer actually visits the place so designated, reimbursement may be made to him for his entire journey by the circuitous route and the officer may also travel to a foreign land enroute to his designated place. However, the officer must visit the designated place which has to be in India. The reimbursement will be limited to the actual fare/hire charges or the cost of fare to his home town/designated place, by the shortest route, by his entitled class, whichever is lower. (Corp. Centre No. CDO/PM/ 16/SPL/1061 dt. 29.11.06)
17.5
i)
AVAILING OF LTC/HTC BY FAMILY SEPARATELY/ONLY

The members of the family of an officer may also be permitted to avail of Leave Travel Concession without the attendance of the officer. Further, the officer and/or his family members may be permitted to visit the same or different places within the permissible distance. The facility of visiting different places may be permitted only when the officer is entitled to visit a place in India other than the home town (i.e. any other place in India) and in such cases the designated place of the officer and the designated place(s) for the family members could be different. When the family of an officer has been permitted to avail of the part LTC unaccompanied by the officer concerned, the second part of the LTC must be completed within 3 months of the commencement of the journey for the first part, as is provided in paragraph 44(4) of State Bank of India Officers Service Rules (see para of Section 17.1 above). In other words, while the journey by the officer and his family may be performed separately both ways, such separate journeys (both onward and return of the officer's family) must be completed within a span of 3 months, failing which the unavailed part will lapse. In this connection, it is further clarified that it would be in order if : a) the time gap between the commencement of the onward journey by a member of the family and that of the officer is not more than 3 months. The family members may undertake the journey prior to or after the commencement of the onward journey by the officer, subject to this time gap stipulated; and / or, b) if the time gap between the termination of return journey by a member of the family and that of the officer is not more than 3 months. The family members may terminate the return journey prior to or after the termination of return journey of the officer, but between the termination of such journeys the time gap should not be more than the stipulated 3 months. c) clubbing of entitlement is not permissible. Individual entitlement should be calculated. (OAD MEMO) Failing this, the un-availed portion will be deemed to have lapsed. It must also be ensured that the onward journeys by the officers as well as the family members start within the block concerned so that it does not result in automatic carryover.
ii)
520
(iii)
In cases where the journey is commenced either by the officer or by a member of his family from a place other than the officer's place of posting, the claim will continue to be limited to the amount admissible, had the journey been made from or to the actual headquarter of the official as laid down in Section 17.1. In case of visit to a place other than the home town, as the designated places can be different for the officer and the family members, the expenditure reimbursable would be limited to the notional fare by the entitled class from the place of posting of the officer to the designated place(s) and vice-versa. Since separate journeys without the attendance of the officer are permitted, return of the officer with the family or vice-versa need not be insisted upon. As an officer and his family members may like to visit different places when entitled, it will be necessary to ensure that the LTC bills of the officers and his family members are passed properly within their respective entitlements and that the journeys by the officer and his family members are completed within the permissible time limit of 3 months. To this end, when the officer applies for LTC facility or when he applies for advance for undertaking separate journeys or visit to different places by the officer and his family members, these should be duly taken note of. Thereafter, it should be ensured that the bills are submitted by the officer in time and passed for appropriate amounts. It should also be followed up that the facility is availed of by all members of the family within the prescribed time, failing which the unavailed facility should be treated to have lapsed.
(iv) (v)
17.6 17.6.1
MISCELLANEOUS MODES/METHODS OF TRAVEL Travel by helicopter

Helicopter service is not an acceptable mode of transport. However, if officers travel by helicopter service from Jammu to Vaishno Devi, they may be reimbursed the eligible train fare for the actual distance from Jammu to Vaishno Devi.
17.6.2
Travel by own vehicle

When an officer with the prior approval of the concerned authority travels in his own car he will be reimbursed at the per k.m. rate for travel on duty (refer Section 15.2) upto the place of domicile/designated place. The reimbursement would, however, be subject to a maximum of the train fare by the entitled class from headquarters to place of domicile/designated place by the shortest route in respect of himself and the eligible members of his family who travel with him.
17.6.3
Travel under Season/Circular Ticket

An officer may travel under Season/Zone/Circular ticket issued by Railway Authorities. He may also travel under concessionary tickets issued by the Railways for journeys to specific hill stations. He will, however, be reimbursed the actual fare incurred or the fare to the designated place by the shortest route by the entitled class, whichever is lower.
17.6.4
Travel along with sightseeing tour

Travel along with a sightseeing tour arranged by a travel agent/company is permitted, provided the total amount of expenditure (excluding board/lodging expenses) does not exceed the cost an officer would have incurred by the entitled class of accommodation upto the designated place. But local sightseeing tours arranged
521
after reaching the destination are not reimbursable even though the total cost may not exceed the permissible limit of expenditure mentioned above.
17.6.5
a)
Travel by air between places partly connected by air/steamer

If the designated place and the headquarters are partly connected by air and partly by rail/road, he will be entitled for reimbursement of rail/road fare for distance covered by rail/road and air fare for the distance covered by air. For this purpose, only the nearest airport on the shortest air route, generally accepted as the connecting link en route, will be considered. If the place is partly connected by steamer, the eligibility of class of travel by steamer/water transport for various grades/scales of officers for LTC/HTC purposes will be as under:
S.No. 1 2 3 4
Officers in Scale Class entitled JMGS-I First class by steamer MMGS-II & III (if the distance to be First class by steamer traveled is less than 500 km) MMGS-II & III (if the distance to be Highest class of steamer traveled is more than 500 km) SMGS-IV and above Highest class of steamer
b)
(CC No. CDO/PM/16/CIR/96 dt.12.3.03) If an officer is entitled to travel by air/air-conditioned first class by train, but travels by air and/or by a different mode of transport or lower class by a longer/circuitous route, he will be entitled for reimbursement of actual fare incurred by him or the amount calculated on the following basis, whichever is lower : Train fare by air-conditioned first class from headquarters to the designated place by the shortest route. OR
i)
ii) c)
Air fare for the distance for which air travel is available by the normally accepted shortest air route and for the remaining distance, air conditioned first class fare by rail. The surcharge as well as reservation charges payable by the official may be included while calculating notional fare in case of officers travelling by higher class or by other mode of transport.
17.6.6
Use of pithu/doli/palki
'Pithu', 'Doli', 'Palki' charges are reimbursable within the total permissible limit of expenses on the same basis as pony charges.
17.7
REIMBURSEMENT OF CONVEYANCE CHARGES

Conveyance charges incurred for reaching airport/railway station and the place of residence, both at the points of commencement and termination of the journey, including conveyance charges at connecting points between the transport terminus, may be reimbursed on actual basis. In this connection, it is clarified that if an officer actually travels by the shortest route on which there is a connecting place where he has to change over e.g. he gets down from the plane and then goes to a railway station, the expenses incurred for such transport should be paid as part of the
522
entitlement. If he takes a circuitous route, or undertakes a round tour, such charges at connecting points will not be payable as an entitlement; but, if the charges are within the entitlement by the shortest route, they may be permitted to be included as actual. When a journey is undertaken other than by a direct route, the travelling expenses including reservation charges will have to be limited to such expenses by the entitled class by the shortest route.
17.8
TRAVEL TO/FROM A PLACE OTHER THAN HEADQUARTER

(Please refer Section 17.4 also.) If an officer or a member of his family travels to his home town or any other place in India from a place other than his headquarters, or travels from his home town or any other place in India to a place other than his headquarters, the place where the former journey commences and the latter journey terminates shall be regarded as the headquarters of the officer and his claim for travelling expenses in respect of such journey shall be regulated accordingly. The claim will however be limited to the amount admissible, had the journey been made from or to the actual headquarters of the officer. Further, in case of visit to place other than the home town, as the designated places can now be different for the officer and the family members, the expenditure reimbursable would be limited to the notional fare by the entitled class from the place of posting of the officer to the designated place(s) and vice versa.
17.9
AVAILING OF STUDENTS' CONCESSION BY CHILDREN

An officer may avail himself of concessionary facilities in respect of his children, while travelling on LTC/HTC. Even if an officer travels with his family beyond the designated place/place of domicile, reimbursement will be made in full in respect of his children, provided the concessionary fares enjoyed by them do not exceed the normal fares they would have had to pay for travelling to the designated place. But the officer will have to bear the additional travelling expenses for himself and his wife as well as other members of his family (except his children) as permissible under the service conditions.
17.9.1
CONCESSION TO HANDICAPPED PERSONS

Handicapped persons are also extended by the Indian Railway certain concessions in the fares, in such cases reimbursement be made to officer treating the normal fare as their entitlement as no additional cost will be involved on his score. In other words, even if a handicapped officer or a handicapped dependent of an officer travels to the designated place/place of domicile, by a circuitous route in an eligible/higher/lower class, reimbursement of actual expenses will be made up to the normal fare by entitled class he would have had to pay for traveling to the designated place. The officer himself, will of course, have to bear the additional traveling expenses in respect of other nonhandicapped members of his family who perform the journey in excess of their normal entitlement.
17.10
TRAVEL IN HILLY TERRAIN

While computing expenses incurred for undertaking journey by road in hilly terrains (where trains do not ply) fares as applicable to the journeys by train in hilly areas should be taken into account and not those as applicable to journeys in plains. Officers should include a suitable certificate to this effect in their travelling expenses bills and the controlling authority has to satisfy itself that the official had indeed to travel on hilly terrains before sanctioning the bill.
523
17.11
ENTITLEMENT IN CASE OF CHILDREN BELOW 5 YEARS OF AGE

Expenses incurred in respect of a child below 5 years, in other modes of conveyance, such as bus, steamer, air, etc. may be reimbursed to the extent of actual expenditure, or half the rail fare by the entitled class, whichever is less.
17.12 17.12.1
GRANT OF ADVANCE FOR LTC/HTC Advance for LTC/HTC fare

Advance upto the eligible fare may be obtained ordinarily upto 30 days before the journey. However, if advance is required earlier than 30 days, the officer should undertake to produce evidence to sanctioning authority within 7 days of availing of the advance, to the effect that the amount has been utilised for booking tickets. Wherever possible, the onward tickets may be booked through the Bank.
17.12.2
Grant of advance payment of salary

An officer availing himself of LTC/HTC may be granted, if he so requests, advance payment of salary and allowances falling due for payment during the leave period of the officer.
17.12.3
i)
Submission of bill
As soon as possible, on return from leave and in any case not later than 15 days after return, the officer should submit his final bill. The bills should be accompanied by money-receipts or tickets. If no money receipts are available or tickets are surrendered, the bills must invariably contain the following particulars, as also some evidence in support of visit to the designated place should be furnished: a) b) c) d) e) f) g) Serial number of the tickets Date of purchase Date of journey(s) Issuing station Amount Destination Any other data which the bank may require. The Bank may at its discretion ask the officer to give satisfactory evidence by showing the tickets/reservation tickets before/after the journey, if it is not necessary to surrender them at the destination.
ii) iii)
In the case of travel by own vehicle, cash memos or vouchers for purchase of petrol, toll tax receipts, etc., if any, should be furnished. In case of travel by taxi, a copy of the trip sheet duly signed by the taxi operator should be submitted along with the bill.
524
iv)
In exceptional circumstances, if an officer produces receipts/furnishes other relevant details in respect of either the onward or the return journey only, the claim for the onward/return journey for which receipts have not been produced may be allowed by the lowest class, if the reasons adduced for non-production are satisfactory.
17.12.4
Recovery of advance granted for availing of LTC/HTC

In case the bill in respect of the advance taken by an officer on account of LTC/HTC is not submitted within one month from the date of reporting to the place of duty, interest rate applicable to clean overdraft should be recovered along with the amount of advance from the salary of the officer in a maximum of three instalments, depending upon the amount involved. Relaxation in deserving cases for recovery of interest can be made only by the General Manager. The above action will be initiated without prejudice to the Bank's right to initiate suitable disciplinary proceedings in those cases where willful neglect in submitting the bills in time or willful intention to misutilise the advance, far in excess of the actual requirements, is observed.
17.13 17.13.1
i)
WHERE BOTH HUSBAND AND WIFE ARE EMPLOYED Where they are employed in our Bank
If both husband and wife are working in the Bank, although each will be entitled to LTC/HTC in his/her own right, the family including the husband and wife taken together will not be eligible for the concession more than once in the relative period. When both husband and wife avail of LTC/HTC together, the concession will be admissible to the family on the scale admissible to the husband or the wife and not both. In case each spouse prefers to avail of LTC in his/her own right, only one of them would be entitled to claim LTC in respect of their dependent children, but the wife will not be eligible for LTC in respect of any other dependent except for her dependent parents, subject to the following conditions : The parents of the female employee should be residing with her. If, however, a married female employee establishes to the satisfaction of the Bank that though her parents are living separately from her, they are still dependent on her, each such case will be decided on its merits and reimbursement allowed. The female employee should be the only earning member of their family. If there are other members earning, but they are married daughters, the Bank may consider the claim of the employee for inclusion of the parents on merits. The parents of the female employee, either separately or together, should not be in receipt of a monthly income exceeding Rs.2550/- p.m..
ii)
a)
b) c) d)
17.13.2
i)
Where husband of a lady officer is not employed in our Bank

Where the husband of a lady officer is employed elsewhere, the lady officer may claim reimbursement of travelling expenses incurred in respect of her husband, irrespective of whether or not he is in receipt of LTC/HTC facility from his employers, provided both of them do not claim reimbursement for the same journey from their respective employers. There should not be two payments by both the employers for the same journey.
525
17.14 17.14.1
COMPUTATION OF BLOCK PERIOD In respect of officers who joined before 1.10.1979

The block of 4 years or 2 years as the case may be, shall be computed from the commencement of triennial period current on the appointment date i.e. 1.10.1979.
17.14.2
A)
In respect of officers who joined on or after 1.10.1979

Probationary Officers and Rural Development Officers The facility will be available from the date of their joining the Bank. However, they will not be entitled to avail themselves of the concession before they complete one year's service in the Bank.
B)
Promotees In case of Trainee Officers and other officers promoted from amongst the award staff employees, the block of four years will be reckoned from the expiry date of the last biennial / quadrennial period of leave fare concession if they have availed of the facility in the award cadre. However, in case they had not availed of leave fare/home travel concession in award cadre, the reckoning of four years' block will commence from the commencement of biennial/quadrennial period in the award cadre.
17.15
LTC FOR OFFICERS APPOINTED ON CONTRACT BASIS

Officers like Circle Security Officer, Adviser (Defence Services Banking), Chief Technical Officer (Agriculture), etc. who are appointed on contract basis will be eligible for LTC/HTC and leave encashment on completion of 2 years' service on contract basis in the Bank.
17.16
LTC FOR INDIA BASED TRAINEE OFFICERS

India Based Trainee Officers are not permitted to avail of LTC/HTC during their stay abroad due to administrative exigencies. They may be permitted to avail of the same, if such facilities were due to them during their stay abroad and could not be availed of due to above mentioned reasons, within six months of their return to India.
17.17
AVAILING LTC WHEN FAMILY IS NOT RESIDING WITH THE OFFICER (Please refer Section 17.5 also.)
In the case of an officer, who may have to keep his children outside the place of his posting for their education (because of lack of facilities), the expenses incurred on account of the children may be reimbursed in terms of his eligibility from his place of posting, to the designated place for LTC or the actual amount spent by the children, whichever is lower, subject to the usual terms and conditions. This principle will also be applicable in case of an officer who is staying alone at the place of his posting for some convincing reasons.
17.18 17.18.1
AVAILING LTC WHILE TRAVELLING TO FOREIGN COUNTRIES When the final destination is outside India
526
An officer who proceeds outside India by rail/road will be reimbursed fare by the entitled class to the farthest point within the Indian border or actual amount spent upto the Indian border, whichever is lower. On the same analogy, an officer who travels by air abroad, under the LTC, may be permitted to claim reimbursement of the notional fare by the entitled class upto the farthest point on the Indian border from the place of his work, as if the journey had been undertaken by the entitled mode of conveyance.
17.18.2
When the final destination is in India but travel abroad is involved as part of 1 circuitous route
An officer who performs journey by way of LTC/HTC to a designated place/hometown, anywhere in India, will be reimbursed the fare for his entire journey by the circuitous route involving travel to a foreign land, provided it falls in the circuitous route adopted by him to go to his designated place/ hometown. However, the reimbursement will be limited to the actual fare/hire charges or the fare to his home town/designated place, by the shortest route, by his entitled class, whichever is lower. (CC Cir. No. CDO/PM/16/SPL/1061 dt. 29.11.2006)
17.19
RECALL FROM LEAVE TAKEN FOR AVAILING LTC

When an officer is recalled from leave taken by him for availment of LTC, he will be reimbursed with the travelling expenses for himself as well as for his family members, if they had accompanied him, to and from the place where he was spending his leave. He will also be allowed to carry forward the LTC, the utilisation of which was interrupted on account of recall from leave.
17.20
(i)
CARRY OVER OF LTC AND ENCASHMENT BLOCK

(CC No. LETTER PER:PIR:11490 18.9.80) Requests received from officers for leave for the purpose of availing of LTC should not be withheld under any circumstances, including administrative grounds, without the prior approval of the controlling authority. In case the leave applied for by an officer for availment of the above facility is not granted during the biennial/quadrennial period due to exigencies of service and not for personal reasons, the above concession may be extended for not more than six months by the General Manager and beyond six months for genuine reasons, by the Chief General Manager.. It is observed that a large number of officers apply for leave period only at the fag end of the block which is refused and the LTC / HTC facility is recommended for carry over. As there is a two year period for availing of LTC / HTC facility, it should be availed within the prescribed period. We are not in favour of any carry forward/extension of LTC block. All officials should, therefore, avail of their LTC facility within their block period. AMANDMENT TO RULE 44, SUB-RULE 6 OF SBIOSR 1992 (CC No. CDO/PM/16/CIR/67 dt. 27.11.03) Once in every 4 years when an officer avails of Leave Travel Concession, he may be permitted to surrender and encashment the privilege leave not exceeding 30 days (one month) at a time. Alternatively, he may whilst traveling in one block of two years to his home twon and in other block to any place in India, be permitted encash of privilege leave with a maximum of 15 days in each block or 30 days in one block. For the purpose of
(ii)
(iii)
(iv)
527
leave encashment all the emoluments payable for the month during which the availment of the LTC commences shall be admissible. Provided that the Competent Authority permitted carry over of LTC block in terms of rule 44, sub-rule 5, may permit carry over of privilege leave encashment block, where the officer is unable to avail encashment during the block of 2 years/4 years as the officer was not permitted/sanctioned leave applied for availing LTC due to exigencies of service, for such period for which the relative Leave Travel Concession has been deferred/carried over, subject, however, to a maximum of two encashment blocks outstanding at any one time.
17.21
i)
ENCASHMENT OF LEAVE TRAVEL CONCESSION (LTC)

(CC Cir. CDO/P&HRD-IR/17 dt. 07.07.2005) An officer, by exercising an option anytime during a 4 year block or 2 year block, as the case may be, surrender and encash his LTC (other than travel to place of domicile) upon which he shall be entitled to receive an amount equivalent to 75% of the eligible fare for the class of travel by train to which he is entitled up to a distance of 4500 kms. (one way) for officers in JMG Scale I and MMG Scale II and III and 5500 kms. (one way) for officers in SMG Scale IV and above. An officer opting to encash his LTC shall prefer to claim for himself/herself and his/her family members only once during the block/term in which such encashment is availed of. The facility of encashment of privilege leave while availing of Leave Fare Convession is also available while encashing the facility of LFC. The mode and class by which an officer may avail of Leave Travel Concession shall be the same as the officer is normally entitled to travel on transfer and other tems and conditions subject to which the LTC may be availed by and officer shall be as decided by the Board from time-to-time. SOME CLARIFICATIONS : However, some queries in this regard, have also been clarified by the Corporate Centre, vide their Circular No. CDO/P&HRD-IR/42/2005-06 dated 23.09.05, which are as under : Query : What is the distance limit and entitled mode of conveyance for encashment of LTC? Clarification : The officers in Scale I, II and III are eligible to be reimbursed 75% of the eligible fare by the entitled class by train upto a distance of 9000 kms (4500 kms x 2). Similarly, officers in Scale IV and above are entitled to be reimbursed 75% of the eligible fareby the entitled class by train upto a distance of 11000 kms (5500 kms x 2). Query : The time table published by Railways indicates fare structure only upto 5000 kms. How to compute fare for 5500 kms? Clarification : For this purpose of arriving at the actual fare for 5500 kms in the care of officers in Scale IV and above, the aggregate of fares for 5000 kms and 500 kms may be taken. Query : What will be the entitled calss for officers in JMG/MMG? Clarification: In terms of sub regulation (1) of Regulation 41 of SBI Officers' Service Rules, and officer in JMG/MMG is entitled to travel by either 1st class or AC sleeper while traveling on duty or under LTC. It is clarified that for the purpose of encashment of LTC facility, in the case of officers in JMG/MMG, the actual train fare for AC sleeper class for a distance of 4500 kms (one way) may be reconed. Query : Whether Rajdhani Express fare can be reconed for encashment of LTC?
ii)
528
Clarification: The fare of mail/express trains and not of Rajdhani Express is to be reconed for encashment of LTC. Query : Whether 'designated place' is to be mentioned in the application for availing LTC? Clarification: As encashment of LTC is based on distance, 'designated' place is not to be mentioned in the application. Query : Whether any leave is required to be availed for encashment of LTC? Clarification: As in case of availing LTC facility, the officers encashing LTC facility have to proceed on leave of any kind including casual leave or a minimum period of one day.
17.22
SUBMISSION OF FALSE BILLS

Submission of false bills is a fraud and in such cases, strict and prompt action should be taken in conformity with the service rules.
17.23
CHANGE IN PLACE OF DOMICILE

While declaration of home town or place of domicile once made should ordinarily be treated as final, there may be exceptional cases warranting a change. Accordingly, it has been decided that while each case will have to be examined on merits, the following criteria will apply :
i)
The place declared as home town should be the place where the employee would normally reside but for the exigencies of service in the Bank, or it should be one which requires his/her physical presence at intervals for discharging various domestic or social obligations and, accordingly, the employee should have been visiting that place regularly. The employee should own a residential property in that place or be a member of a joint family having such property. The facility of changing the place of domicile is to be extended only once in the employee's service in the Bank. It has been decided to lay down the following competent authority to approve the request made by the official: In Circle Officers in TEGSS I Officers in TEGS VII Officers in MMG III to TEGS VI Officers in JMG I/MMGS II - Posted at LHO - Posted at branches : : : Dy. Managing Director & CDO at Corporate Centre CGM (HR) at Corporate Centre General Manager
ii) iii)
: :
AGM (OAD) DGM of Zonal Office or DGM of the branch concerned if the Branch is under the charge of DGM.
529
In Corporate Centre and its establishments Officer in JMGS I to TEGS II Officer in TEGSS I Officer in TEGSS II : : : CGM (HR) Dy. Managing Director & CDO Managing Director
17.24
The authority empowered to sanction the Leave Travel/Home Travel Concession bills of officers shall be as per the scheme of Delegation of Financial Powers 2003. Asstt. General Manager Chief Manager Branch Manager MMGS III Branch Manager MMGS II Branch Manager JMGS I Branch Manager JMGS I (SAB) : : : : : : Full Rs.50,000/Rs.20,000/Rs.10,000/Rs. 5,000/Rs. 3,000/-
17.25
1.
INCOME TAX ON LEAVE TRAVEL CONCESSION

In terms of Section 10(5) of the Income-Tax Act, Leave Travel Concession received by an employee to any place in India shall be exempt from tax subject to the following :i) The exemption will be as per rules framed by the Central Board of Direct Taxes laying down the cases and the circumstances in which the value of the travel concession or assistance received for journey to any place in India would qualify for exemption. The said rules will also lay down the number of journeys and the amount of exemption per head. The exemption will be limited to the amount of expenses actually incurred on travel.
ii)
Income Tax Exemption: 1. The Central Board of Direct Taxes have now, made certain amendments to Rule 2B of the Income Tax Rule 1962, vide their notification no.10502 dated12.01.1998. The implication of the above amendments which come into effect from 01.10.1997 for the assessment year 1997-1998 onward in regard to exemption of income-tax shall be as under: The officers / employees who are eligible to avail of LTC by air are now not required to pay tax on the amount of LTC reimbursed to them in case the journey is performed on or after 01.10.1997 by air by the shortest route to the place of destination provided the amount does not exceed the air economy fare of the national career. Where place of origin of journey and destination are connected by rail and an officer who is eligible for LFC by air performs the journey on or after 01.10.1997 by any mode of transport other than by air, an amount not exceeding the AC first class rail fare, by the shortest route to the place of origin shall be exempt from tax.
i)
ii)
530
iii)
Where the place of origin of journey and destination or part thereof are not connected by rail and the journey is performed on or after 01.10.1997 between such places, the amount eligible for exemption shall be: a) b) Where a recognized public transport system exists, an amount not exceeding the first class or deluxe class fare, as the case may be on such transport by the shortest route to the place of destination; and Where no recognized public transport system exists, an amount equivalent to the air conditioned first class rail fare, for the distance of the journey by the shortest route, as if the journey had been performed by rail.
2.
The exemption referred to above shall not be available to more than 2 children of an individual after 01.10.1998 provided that this sub rule shall not apply in respect of children born before 01.10.1998 and also in case of multiple births after one child.
17.26
MISCELLANEOUS
The principles mentioned above will also apply to Home Travel Concession, in which case, the designated place will, of course, be the declared place of domicile.
531
ANNEXURE TO CHAPTER 17
Annexure 17.1 Format for submitting LTC/HTC bill
STATE LEAVE 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. BANK FARE OF INDIA CONCESSION BILL
Name :__________________________________________________________ Designation :___________________________________________________ Department/Branch : ____________________________________________ Date of joining & length of service : __________________________ Date when Leave Fare Concession was last availed of :___________ Period of leave (mention the dates ) :__________________________ Place of (a) domicile & ________________________________________ (b) nearest rail head _________________________________ (a) Place visited and (b) distance in kilometers from place of work : (a)_________________________ (b) ________________________ The date and time of departure from the place of work. Time________________________ Date ______________________________ The date and time of arrival at the place visited. Time________________________ Date ______________________________ The date and time of departure from the place visited. Time________________________ Date ______________________________ The date and time of arrival at the place of work. Time________________________ Date ______________________________ Names, age and relationship of the members of my family who accompanied me to the above said place : Name Age Nature of Relationship
1. 2. 3. 4. 5. 14.
________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ Particulars of the Railway/Steamer/Bus tickets purchased for the onward and return journeys : ----------------------------------------------------------------------------------------------------------------------From of To Class Tickets/ travel money receipt(s) No.of the tickets Date Cost of No.of Total tickets Amount Fare Rs. P. Actual Rs. P.
-----------------------------------------------------------------------------------------------------------------------
_______________________________________________________________________ Total Rs. The entitled fare by the __________________________ shortest route would have been Rs.
532
15.
Amount of advance taken by me : Rs._______________ on ______________________ Certified that the particulars mentioned above are correct and the amount claimed was actually spent by me. (Signature of Employee) Also certified that the children and/or parents for whom the expenses have been claimed are wholly dependent on me and that my parents have no independent source of income/their income is not more than Rs.500/- p.m. Also certified that the fares claimed by me for my dependent parent have not been claimed by my brother(s) and/or sister(s) at other office(s)/Branch(es) of the Bank. ____________________________ Signature of Employee. Also certified that my husband, who is employed in ________________________ _________________________________ is not in receipt of any leave fare concession facility. ____________________________ Signature of Employee Certified that a suitable note in respect of the employee's claim for the leave fare concession has been made in his/her service record and leave record maintained at the Department/Branch and that he/she has not so far availed of leave fare concession during the current biennial period *. It is also certified that the place visited by the employee is his/her place of domicile in our books viz., (name of the place) ___________________________ ___________________________ Signature of Branch Manager/ Head of the Department *Delete if inapplicable. ----------------------------------------------------------------------------
533
Annexure 17.2 Format of application for grant of advance fares for leave fare concession
The Office Manager/Branch Manager/Dy.General Manager State Bank of India, Branch..................... Local Head Office ___________ I have been granted __________ days leave from ________to_______ for availment of LTC/HTC________ I intend to visit_________ for rest and recuperation which is my place of domicile and is _____kilometers from my place of duty. The details of my family members (i.e. wife, children and parents) who are wholly dependent on me and will accompany me to the above said place and also the actual cost of fares are :NAME . AGE RELATIONSHIP FARE
On my return journey I shall be accompanied by the same members of my family, and in case of any change I shall advise the Bank. I undertake to produce the Air/Railway/Bus tickets/numbers and to submit my bill for the concession within 15 days of the resumption of my duties. In the event of my failure to submit the bill, the amount of advance may be recovered from my salary and allowances or by debit to my Current/Saving Bank Account No__________ maintained at______________ Branch. I declare that the above information is correct. I request you to please advance me a (Rupees_____________________) in connection with above. sum of Rs....
Date of joining service................. Length of service.................... Date when Leave Fare / Home Travel Concession was last availed of ........ I also certify that my parent(s) is/are wholly dependent on me and he/she has no independent source of income. Their monthly income is not more than Rs......... Signature..................... Full Name..................... Designation.................... Department................... Shri/Kum/Smt................... has been granted....days leave from......to......... for availment of Leave Fare/Home Travel Concession for the current BIENNIAL/QUADRENNIAL PERIOD ending...........which has been noted in his/her SERVICE RECORD. We recommend the advance of Rs..........as requested by...........
534
Signature of Departmental Head/Controlling Authority FOR USE IN THE OFFICE MANAGER'S DEPARTMENT/BM'S DEPTT/DGM'S DEPTT. Debit Suspense Account with Rs......... (Rupees........................................) and pay to............................ Cheque No................ dt............. for Rs........ issued. Office Manager/BM/DGM --------------------------------------------------------------------------
535
CHAPTER 18 MEDICAL AID 18.1 DEFINITIONS For the purpose of this chapter: a) OSR:24(1) "Authorised Doctor" means a registered medical practitioner nominated by the Bank for attendance on its employees at a place where an officer or his family undergoes treatment; Note: It has been decided to empanel as Authorised Doctor one reputed/qualified/registered medical practitioner each in the Ayurvedic/Homoeopathic/Unani System of medicine at LHO and each Zonal Office. The Bank medical officers, in case of doubt can take the assistance of authorized doctor in the particular discipline. b) c) "Doctor" means any qualified registered medical practitioner; "Eligible parents and children" shall mean the legitimate parents and children of the officer who ordinarily reside with and are wholly dependent on him and shall include legally adopted parents or children; Note: The term wholly dependent child/brother/sister/parents mean such relative having a monthly income not exceeding Rs. 2550/- per month. If the income of one of the parents exceeds Rs. 2550/- per month or the aggregate income of both the parents exceeds Rs. 2550/- per month, none of them shall be considered as wholly dependent on the employee. Married children shall not be eligible but widowed daughters shall be eligible provided they are wholly dependent on and reside with the officer. PER/85 dt. 19.08.1991 Male children who are over 24 years of age subject to their satisfying the dependency criterion in terms of the monthly income stipulation and other terms & conditions in relation to medical reimbursement are also eligible. PER & HRD/24 dt. 04.06.1998 The facility of Medical Aid may be allowed in case of a married daughter of the employee/officer only in exceptional circumstances, such as where she has been divorced, abandoned or separated from her husband and is residing with and is wholly dependent on the employee/officer. "Family" means the officer's spouse and eligible parents and children, provided that where the officer's spouse is also employed elsewhere and is eligible for reimbursement of medical expenses from that employer, the officer's claim will be reduced to the extent of the spouse's entitlement under the spouse's employer's rules; "Sanctioning Authority" means the authority empowered to sanction medical bills under the scheme of delegation of financial powers in force from time to time.
i.
ii. iii.
iv.
d)
e)
536
18.1.1 18.1.1.1
Clarifications Children who receive scholarships, etc. PER/3 dt. 02.01.1988
In the case of children who are in receipt of scholarships, internships, articleships, stipends, fellowships, etc:(a) Merit/Merit-cum-loan scholarships and scholarships based on social status e.g. backward caste/economically backward class scholarship, etc. shall not be treated as income; and Fellowship payments in professional and other courses, internship / articleship / apprenticeship payments and receipts from investments (movable/immovable and actionable claims) in the name of the children shall be treated as income. Parents of married lady officers In the case of a married lady officer, her parents will be considered to be wholly dependent on her, if the parents ordinarily reside with the officer. If, however, the officer establishes to the satisfaction of Bank that notwithstanding the fact that her parents are living separately from her, they are still dependent on her, the Bank may reimburse such claims on the merits of each case. The lady officer should be the only earning member of the family : (if there are other members earning, but are married daughters, the Bank may consider on merits, the claim of the officer for inclusion of her parents). Dependent parents of officers whose brother(s)/sister(s) are also serving in our Bank PER/68 dt. 17.04.1986 Reimbursement of medical expenses in respect of dependent parents can be claimed by only that employee with whom the dependent parents ordinarily reside. In other words, the brother /sister with whom dependent parents do not stay ordinarily should not claim reimbursement of such expenses. Further, the following certificate should also be given by the employee on the reim-bursement form while claiming reimbursement in respect of dependent parents :"I further certify that dependent parent(s) in respect of whom the reimbursement is being claimed ordinarily reside(s) with me and my other brothers and sisters working in the Bank have not claimed / are not claiming reimbursement of such expenses." 18.1.1.4 Officers whose spouse is engaged in business In case of an officer whose spouse is engaged in a business and is not entitled for reimbursement of medical expenses for the treatment taken for self/children from any other source, he/she would be eligible for reimbursement of 75% of such medical expenses. 18.2 i. MEDICAL BENEFITS OSR:24(2) Subject to the provisions contained herein, the amount of medical, surgical and hospital expenses as are actually and necessarily incurred by an officer in respect of any injury, disease or illness suffered by him shall be reimbursed in full by the Bank. The reimbursement of such expenses incurred in respect of his family will be restricted to 75% of the expenses so incurred with the exception stated below.
(b)
18.1.1.2 i.
ii.
18.1.1.3
537
ii.
However, with a view to reduce financial hardship to officers, the scheme of reimbursement of medical expenses is as under: CDO/PM/16/CIR/ 39 and 71 Dt.27.06.2002 and 1.11.2002 respectively. In cases of diseases other than those listed in Annexure 18.4, the additional reimbursement shall be considered as under: Expenses incurred up to Rs.1.00 lac : 75% Expenses incurred over Rs.1.00 lac : 95% In case of serious diseases detailed in Annexure 18.4, the reimbursement shall be considered as under: Expenses incurred up to Rs.50,000/: 75% Expenses incurred over Rs.50,000/- to Rs.1.00 lac : 85% Expenses incurred over Rs.1.00 lac : 95% Note: For the purpose of additional reimbursement, eligible hospitalization expenses and pre and post hospitalization domiciliary treatment expenses as recommended by the attending doctor and certified as necessary in view of seriousness of the disease by CMO/MO at LHO/CC, ordinarily not exceeding six weeks for each of the stages of pre and post hospitalization, to be reckoned separately, shall be considered. Additional reimbursement shall be considered without making it as entitlement, and only when the officer has suffered financial hardship on account of the treatment. The Circle Chief General Manager shall satisfy himself with supportive data in this regard. The Circle will submit their recommendation duly supported by hospital bills, cash memo, prescriptions, discharge certificate, etc., to the HR department, Corporate Centre on the format given in Annexure 18.5.
(a)
(b)
18.2.1
Where husband is officer and wife an award employee PER/135 dt. 17.08.1987 Where the husband is an officer and wife is an award employee, the wife may avail herself of medical facilities as allowed to award employees and the expenses incurred by her, in excess of the amount to which she is entitled to as an award employee, may be claimed by the husband under his service rules, i.e., at 75% of the balance.
18.3
TREATMENT BY A DOCTOR OTHER THAN AN AUTHORISED DOCTOR OSR:24(3) Reimbursement shall normally be admissible only if the attending doctor is an authorised doctor nominated by the Bank. However, where the attendance or treatment is by a doctor other than an authorised doctor, the reimbursement may be ordered at the discretion of the sanctioning authority to such extent as the authorised doctor considers the expenditure to be reasonable, having regard to the circumstances of the case. While prior consultation of the authorised doctor for treatment by another doctor need not be insisted upon (excepting in cases mentioned hereunder), all such bills shall require to be scrutinised by the authorised doctor from the point of view of reasonableness as well as the need for the treatment, having regard to the nature of the ailment and an effort shall be made to see the requirements of the patients in each case.
538
18.3.1
Officers posted at village branches In the case of medical bills of the officers posted at village branches, counter signature of the Bank's authorised doctor need not be insisted upon, provided the amount of the medical bill does not exceed Rs.100/- in each case.
18.3.2
Centres where no authorised doctor has been appointed At centres where the Bank is established and where an authorised doctor has not yet been appointed, Branch Managers should take steps to finalise the arrangement and till such time as this is done, claim received from the members of the supervising staff for payment without the necessary certificate from the authorised doctor may be entertained provided the sanctioning authority is fully satisfied with the reasonableness of the claims.
18.4
VISITING AND CONSULTING CHARGES OSR:24(4) Visiting and consulting charges are reimbursable on such scales as may be laid down by the Bank from time to time for various centres. Travelling expenses incurred by the doctor or the officer in this regard are, however, not reimbursable.
18.5
CONSULTATION WITH SPECIALISTS OSR:24(5) Consultation with specialists, wherever considered essential by the attending doctor, may be allowed both in the case of the officer and his family. Ordinarily, such consultations should take place in the consulting room of the specialist, but in exceptional circumstances, where the attending doctor certifies in writing that the removal of a patient to a hospital or to the consulting room of a specialist was dangerous or injurious to life, consultation or treatment at the residence may be allowed. Except in emergent cases and where prior consultation with the authorised doctor for any reason is not possible, all consultations with specialists will be subject to the prior approval of the authorised doctor.
18.6
HOSPITALISATION OSR:24(6) (i) Except in emergent cases, and where prior consultation with the authorised doctor for any reason is not possible, an officer or his family may, with the prior approval of the authorised doctor, be admitted for treatment in a private hospital or nursing home. In the former case, the authorised doctor should be informed of the full particulars of the case as soon as possible, after the patient has been admitted. Hospital and nursing home fees may be reimbursed to a reasonable extent depending on the status of the officer. The stay at a hotel cannot be equated to the stay at the hospital and hence the lodging expenses cannot be reimbursed treating it as hospitalization expenses. (CO/ADM/29177 dt. 08.08.1990)
(ii)
18.6.1 i.
Diet charges not reimbursable Charges for 'Board' or 'Diet' in the nursing home/hospital are not reimbursable by the Bank. In case the diet charges are not shown separately in the hospital bill, 20% of
539
the room rent charges should be deducted, while paying the claim of the officer subject to what is stated below. CO LETTER PA:CIR:81 17.05.86 ii. a) b) c) 18.7 The deduction of 20% of bed charges need not be made if one or more of the following criteria is/are fulfilled : If the hospital authorities certify that the bed charges do not include diet charges. If the hospital authorities certify that the bed charges would have been the same irrespective of whether the patient had taken the diet or not. If the hospital authorities certify that the diet was not supplied to the patient. ENGAGEMENT OF NURSES OSR:24(7) The charges for engaging special nurses will not be normally reimbursable, but in special circumstances and where such engagement is considered absolutely essential by the Medical Superintendent/Medical Officer in charge of the hospital/nursing home where the treatment is taken, the charges may be reimbursed to a reasonable extent by the Bank. 18.7.1 MEDICAL EXPENSES OF KIDNEY DONORS Medical expenses incurred on the kidney donor considering it as part of medical expenses on the patient himself may be reimbursed. However, payment for kidney to the donor towards the cost of kidney is not be entertained. 18.8 i. TREATMENT IN PLACES OTHER THAN THE HEADQUARTERS OSR:24(8)/CO ADM/24346 dt. 21.06.1989 An officer shall be entitled for reimbursement under these provisions only if treatment is received at his headquarters. However, an officer who falls ill at a station other than his headquarters, while on tour or during leave, shall be eligible for the benefit in respect of treatment at the station where he falls ill. Benefits in respect of members of the family shall also be admissible only if the treatment is received at the headquarters of the officer. However, if a member of the family of the officer falls ill at a station other than the headquarters of the officer, during a casual visit, the benefits shall be available in respect of treatment taken at that station where the member of the family falls ill. Such outstation treatment shall not be admissible if the member of the family normally resides at that station. In the case of an officer transferred to a new headquarters and whose family remains at the old headquarters, the benefits shall be available in respect of treatment of the members of the family at the old headquarters, provided the family continues to reside at the old headquarters for good and sufficient reasons. If the family members of an officer stay away from him, at some other place, for some convincing reasons like lack of educational facilities, etc., the benefit of reimbursement may be permitted. In respect of children who are prosecuting whole time studies in recognised educational institutions at a station in India, other than the headquarters of the officer, benefits in respect of treatment availed of at that station shall be admissible.
ii.
iii.
iv.
540
v.
In respect of illness where adequate facilities for treatment thereof are not available at the headquarters of the officer or at another station permissible under sub-paragraphs (i), (ii), (iii) and (iv) above, treatment at the nearest appropriate place shall be permissible provided: the attending doctor certifies that adequate facilities are not available for treatment at the said station and that treatment at the other station is necessary; where the attending doctor is not the authorised doctor, prior approval of the authorised doctor, where possible, is obtained; and the sanctioning authority permits such treatment on being satisfied in this regard. In cases of emergency, such outstation treatment may be commenced and ex-post facto permission from the authorised doctor and the sanctioning authority may be obtained. Such permission will be granted only if the authority is satisfied regarding the need for such outstation treatment and also on the point regarding emergency on account of which prior permission could not be obtained.
a) b) c)
vi. vii 18.8.1
OSR:24(8) In no case, however, travelling expenses incurred in such outstation treatment shall be reimbursable. Expenses incurred on treatment in a country outside India will not be reimbursable unless the officer is posted for duty in that country. SPECIFIED SERIOUS DISEASES OUTSTATION TREATMENT CC/CDO/IR/SPL/451 dt. 02.01.2004/LHO/CirDO/P&HRD/156 dt. 03.02.2004 i) Employees and their families may take treatment at a place outside their headquarter where the specialized treatment in a hospital is available for the specified serious diseases. This should be on the basis of a certificate from the attending physician/registered medical practitioner (MBBS or above) indicating reasons and justification for which treatment outside the headquarter is being recommended. The employee, before proceeding to take the treatment, should submit an application to the controller indicating reasons and justifications for outstation treatment supported by a copy of certificate from attending physician as above. ii) The reimbursement of medical expenses would be on the basis of rates approved for the Circle/center where the employee/his family takes the treatment. iii) The Banks Medical Officers comments/recommendations should be obtained on the bills/claims when submitted to the Bank by the employee for reimbursement and based on the employees application and certificate referred to in paragraph (i) above, the sanctioning authority will take the decision. iv) The official processing the bill must provide a copy of the schedule of charges of the center where the treatment is taken under the above scheme before putting up for sanction by the competent authority. v) Sanctioning authority should ensure that the amount reimbursed is strictly in accordance with the schedule of reasonable charges of the center where the treatment is taken and no deviation is permitted.
541
vi) The employee shall not be entitled to traveling/halting expenses on account of the treatment taken outside the headquarters. vii) It is clarified that if an employee avails, treatment in the class/category of beds/rooms above his eligibility, the Bank shall not reimburse the expenses more than the eligibility as per rules. 18.9 a. TREATMENT BY PERSONS WHO HAVE NO DEGREE FROM RECOGNISED MEDICAL COLLEGE OR NON-RECOGNISED MEDICAL PRACTITIONERS 'Doctor' has been defined as qualified medical practitioner. The question of paying medical bills representing charges for treatment taken from a doctor who is not a qualified and registered medical practitioner or who does not possess adequate/recognised medical qualifications, therefore, does not arise. For the same reasons, the bills submitted from bone setters, massagers, etc. are not reimbursable. The recognised medical qualifications of various specialists are as under :---------------------------------------------------------------------------------------------------------------------Specialists Recognised Medical Not recognised mediQualification cal Qualification ---------------------------------------------------------------------------------------------------------------------i) Pathologists M.D. (Pathology) or D.P.B. (Diploma in Pathology or Bacterilogy) or Ph.D. (Patho logy) D.M.R.E. or D.M.R.D. or M.D. (Rad.) D.O. or D.O.M.S.(Opth.) Surgeons B.Sc. or M.Sc. (Micro biology) or C.M.L.T. are not recognised qualifications X-Ray technicians Optometrists, Opticians or Contact lens Specialists.
b.
ii) iii)
Radiologists Ophthalmic
iv) v)
E.N.T. Surgeons Cardiologists
M.S.(E.N.T.) or F.R.C.S. M.D. or M.B.M.R.C.P. or M.B.M.D.M.R.C.P. or M.B. PACC (USA) (For E.E.G.) M.D. M.R.C.P Technicians reports
vi) vii)
Neurophysicians Obstetricians and Gynecologists
M.D. or M.R.C.O.G. for major operations and M.B.B.S., D.G.O. for minor operations. ----------------------------------------------------------------------------------------------------------------------
18.10
EXCLUSIONS FROM THE SCOPE OF THESE RULES OSR:24(10) Benefits in respect of the following are excluded from the scope of these rules :
542
a)
Diseases, injury or disablement directly or indirectly due to breach of law or hunting, steeple chasing, polo, winter sports, riding or driving in races or engaging in aviation or ballooning or entering, leaving or travelling in any aircraft or balloon; but this provision shall not be deemed to exclude injury resulting from an accident whilst travelling as a passenger in a fully licensed standard type of aircraft operated by a recognised airline on a regular scheduled air route. Circumcision or stricture or vaccination fees or inoculation fees or change of sex or beauty treatment of any description or hearing aid, intentional self injury or dissipation or general debility or 'run down' condition or venereal disease or intemperance or the use of intoxicating drugs or liquors or any disease, injury or disablement, directly or indirectly due to any one or more of them. However, when there is a definite danger to a person due to exposure to rabies by dog bite, if forms an essential part of definite treatment to save his life, expenses on vaccination may be reimbursed upto the prescribed ceiling.
b)
c)
Dental or eye treatment, other than treatment undertaken for some disease with the prior approval of the authorised doctor. Cost of dentures or spectacles is in any case not reimbursable. General check-up in respect of a member of the family. Nervous breakdown in respect of a member of the family, except in cases where it necessitates hospitalisation in which case, benefits shall be admissible for a maximum total period of three months. Reimbursement of expenses for treatment of psychiatric disorders in respect of their eligible family members which will be, however, subject to the condition that the expenses in respect domiciliary treatment shall be for the period stated in the prescription; if no period is stated, the prescription for the purpose of reimbursement shall be valid for the period not exceeding 90 days. (CDO/16/CIR/49 Dated 23.07.2002) Charges incurred in respect of a member of the family for diagnosis, X-ray, laboratory examination, etc. not consistent with or incidental to the diagnosis and treatment of the positive existence or presence of any disease, illness or injury. Medical and/or non-surgical treatment for diseased adenoids in respect of a member of the family. or enlarged tonsils and/or
d) e)
f)
g)
h) i)
Vitamins and/or tonics and/or orthopedic appliances unless they are forming a necessary part of treatment of any specific illness or disease or injury or forming a necessary part of convalescence treatment. Expenses in connection with the maternity of an officer or a member of the officer's family, including prenatal or post-natal treatment, except where a caesarean operation or forceps delivery has to be performed to save the life of the mother/child. Reimbursement of medical expenses, to a reasonable extent, may be made in respect of 'incomplete abortion' or 'abortion and evacuation' operation in the case of a lady officer or an officer's wife.
j)
543
k)
Fees or charges of attending physician, specialist, surgeon or nurse, who is a near relative of the officer, near relative for this purpose shall mean husband, wife, father, mother, son, daughter, brother, sister, son-in-law or daughter-in-law. Expenses incurred in for treatment of high myopia by Keratotomy, Lasik-Laser and Excimer Laser technique may be reimbursed and the charges of Rs. 15000/- to Rs. 16000/- therefore, are reasonable. Any degree of myopia may be covered for reimbursement. (CC/CDO/IR/CIR/88 dt. 05.02.2003/LHO/CirDO/P&HRD/153 dt. 14.02.2003) Cost of routine items sold across the counters should not be reimbursed unless the claim is accompanied by the prescriptions and the item was essential for treatment. Reimbursement of laboratory fees Expenses for pathological investigations are reimbursable only if these are made in clinic/laboratory headed by a qualified pathologist who is Ph.D./M.D. in pathology or a Diploma holder in Pathology and Bacteriology or a Consulting Physician with M.D. or equivalent qualification, with a clinical laboratory technician working under him. (These instructions are equally applicable to Award Staff.)
l)
m) 18.10.1
18.11
ADVANCE AGAINST MEDICAL EXPENSES CirDO/PER/76 dt. 01.02.1997 The authority competent to sanction advance to meet medical expenses in deserving cases is given in Chapter 23. The following terms and conditions shall apply in such cases:
i) ii) iii)
The advance shall be restricted to the amount reimbursable under 'Medical Benefit' as provided in the service rules/scheme. Necessary estimate for the expenditure from the concerned hospital/doctor is produced and this is found in order by the Bank's Medical Officer/ Authorised Doctor. The amount shall be disbursed directly to the hospital concerned by debit to Branch/Regional Office/Local Head Office suspense account against receipt. The hospital should be asked to send the bill directly to the Bank so that the amount advanced can be adjusted from the amount reimbursable. The employee/ his relative should ensure that the bill is submitted within a month of discharge of the employee/officer or his family members from the hospital. The expenditure involved should be outside the normal means of the officer / employee. Normally, cases of serious ailments involving high expenditure or prolonged treatment in hospital e.g. bypass surgery, major operations, etc. should only be considered. Treatment at hospitals with which Bank has arrangement - Prior sanction for expenses necessary It has been observed that incidence of employees / officers landing in Mumbai for medical attention requiring hospitalisation with request for arrangement with hospitals for post-payment facility but without authorisation from LHO are on the increase. The arrangement of post-payment facility with hospitals tantamount to firm commitment by the Bank to pay the bills without any monetary limit and should have prior sanction by the competent authority.
iv)
18.11.1
544
The officers concerned should, therefore, obtain prior sanction from the competent authority before proceeding for outstation treatment where they require Bank's support financially. 18.12 GENERAL EXPENSES INSTRUCTIONS REGARDING REIMBURSEMENT OF MEDICAL
i)
OSR:24(9) Ambulance charges or taxi / auto rickshaw charges, where the facility of ambulance is not established / available for removing the officer or his family member from residence to the hospital / nursing home or from one hospital to another hospital or from hospital / nursing home to residence on discharge, the officer may also be reimbursed with such charges for shifting himself / patient for hospitalisation purposes from the place of posting to another center provided the treatment is not available at the place of duty and it is a case of emergency with a view to save the life of the officer / patient. (CDO/PM/16/CIR/49 Dt.23.07.2002) On no account shall travelling expenses incurred by an officer in connection with his treatment or the members of his family be reimbursable.
ii)
With the prior approval of the sanctioning authority an officer or a member of his family may be admitted to a sanatorium for treatment of T.B. Such sanatorium charges including charges for post-sanatorium treatment as are considered reasonable will be reimbursable by the Bank. Reimbursement for any specialised method of treatment shall be permissible only if the treatment is undertaken with the prior approval of the authorised doctor who should certify at the time of claiming reimbursement that the treatment has been completed or that the case has reached the stage of maximum benefit from the treatment. OSR:24(11) An officer claiming reimbursement shall certify that the amount claimed was actually spent by him and that he has not received nor is he entitled to any reimbursement or contributions towards such expenses under a Personal Accident Policy or under any claim in respect of an accident or from any other source. If any amount has been received or is due from such a source, the benefits admissible shall be reduced by the amount so received or due. OSR:24(12) An officer making a false claim or furnishing any false information shall be guilty of misconduct and shall render himself liable to disciplinary action and consequent punishment, including dismissal. The fees incurred by the officials for medical tests at the time of promotion will be paid by the Bank. Reimbursement of expenses for treatment of psychiatric disorders in respect of eligible family members will be, however, subject to the condition that the expenses in respect of domiciliary treatment shall be for the period stated in the prescription; if no period is stated, the prescription for the purpose of reimbursement shall be valid for a period not exceeding 90 days.
iii)
iv)
v)
vi) vii)
Clarifications: (i) Charges relating to removal of Shirodhkar stitches prior to delivery may be reimbursed upto the permissible extent provided the attending doctors certificate to the effect that
545
these stitches are unavoidable keeping in view the medical history of the patient, is obtained and where Caesarean operation/forceps delivery has to be performed to save the life of the mother/child. (ii) Reimbursement of conveyance charges for hospitalization may be permitted provided an ambulance was not available at the material time and to the extent ambulance hire could have cost for the identical journey.( CO letter PER/IR/11107 dt. 07.03.1994) The TABE treatment is not authorized/approved line of treatment by the Bank; reimbursement of medical expenses incurred on such line of treatment would not be permissible. (CO letter ADM/33306 dt. 27.04.1993) Cost of vaccination/immunization is not reimbursable since this facility has been made available free of cost in Govt. Hospitals. OFFICERS UNDER SUSPENSION The claim for reimbursement of medical expenses in terms of the provisions of this chapter will be entertained from an officer under suspension also in the usual way as in the case of other officers. 18.14 HOMEOPATHIC / AYURVEDIC TREATMENT PER/30 dt. 25.06.1997 Medical expenses bills relating to Homeopathy or Ayurvedic treat-ment may be passed for payment without any scrutiny by the Bank's authorised doctor, provided the bills are prima facie in order, i.e., the doctors are registered medical practitioners and the medicines are purchased from registered shops of chemists and druggists of repute. However, such bills should be subjected to strict scrutiny before payment, especially when the bills are for large amounts. In cases of doubt, the Bank's authorised doctor may obtain opinions of the practitioners of the respective branches of medicine. The Homeopathy physician from whom the officer has taken treatment should possess a degree recognised under the Homeopathy Central Act, 1973. 18.15 PHYSIOTHERAPY TREATMENT Physiotherapy treatment charges may be reimbursed to a reasonable extent, as per existing rules (to be scrutinized and certified for reasonableness, by the Medical Officer of the Bank) provided: (a) The physiotherapy is advised by the treating consultant (i.e orthopedic, neurologist etc.) for a specific ailment/disease for a specified period. (b) The treatment is undertaken from a qualified physiotherapist. Reasonable charges for Local Head Office and Zonal Office centres may be indicated by the Medical Officer at the Local Head Office. 18.16 REIMBURSEMENT OF MEDICAL EXPENSES INCURRED ON NATUROPATHY PER/18 dt. 10.03.1993 It has been decided that with effect from the 1st March 1993 expenses incurred on naturopathy system of medicine may also be approved for reimbursement to our officers subject to the following conditions : The naturopathy treatment must be undertaken at a Hospital/Institute/Centre supervised directly by a qualified registered medical practitioner holding a degree of recognised university in one of the following systems :
(iii)
(iv) 18.13
i)
546
a) b) c) d) ii)
Allopathic Ayurvedic Degree in naturopathy (BNYS) from University of Health Sciences, Vijaywada and / or
in Hospitals/Institutes/Centres approved by Central or State Government for giving treatment under naturopathy. The reimbursement of expenses incurred will only be for consultation at the clinic or as an out-patient at hospitals/institutes/centres. If hospitalisation is involved, then consultation charges and room rent/bed charges up to a maximum of Rs.75/per day would be reimbursed. Diet charges in no case will be reimbursed. However, inclusive in the bill, deduction up to 20% shall be made. where the charges are all
iii) iv) v)
The treatment should invariably be taken on recommendations of the Bank's Medical Officer/Authorised Doctor and no exceptions should be permitted in this regard. The reimbursement may be done at the discretion of the sanctioning authority to such extent as the authorised doctor considers the expenditure to be reasonable, having regard to the circumstances of the case. All such bills shall require to be scrutinised by the Bank's Medical Officer/Authorised Doctor as also the sanctioning authority from the point of view of reasonableness as well as the need for treatment, having regard to the nature of the ailment and an effort shall be made to see the requirements of the patients in each case. The provisions for the reimbursement of medical expenses as given in Rule 24 of the SBI Officers Service Rule would continue to govern the reimbursement of medical expenses under naturopathy system of treatment also. REIMBURSEMENT OF EXPENSES ON MEDICAL TREATMENT RELATING ACCUPUNCTURE / ACCUPRESSURE CO LETTER ADM:2160 19.04.93/PER/103 dt. 03.10.1989 Expenses incurred in respect of treatment taken in respect of Accupuncture/Accupressure are not reimbursable as there does not appear to be any recognised qualifications for doctors in this field. TO
vi)
18.17
18.18
IMPORT OF DRUGS CO LETTER PA:CIR:81 17.05./PER/101 dt. 19.06.1986 Under the import trade control rules, import of medicines, in case such medicines are not available in India, is permitted provided the attending doctor certifies that such medicines are essential and are not available in India. In such cases, where the medicine has been imported on completion of exchange control formalities, cost of imported medicines may be reimbursed. Also, import of certain drugs is permissible and these are sold over the counter. If the attending doctor prescribes such medicines and certifies that these are essential and are not made in India, the cost of such medicines may be reimbursed.
547
18.18.1
USE OF CYPHER MEDICATED STENT CC/CDO/PM/16/CIR/38 dt. 12.09.2003/LHO/CirDO/P&HRD/82 dt. 03.10.2003 Officers may be reimbursed with the cost of medicated/cipher stent, on case to case basis, with the approval of Corporate Centre, in the following cases where restenosis involves/would involve high risk to the patients life: (a) Osteal/proximal LAD Lesions (b) Stenosis of Coronary Artery, which is giving collaterals to another blocked artery thus supplying large area of myocardium. (c) Stenting of restenotic lesions after previous angioplasty. A certificate from the attending doctor explaining circumstances necessitating use of Medicated/Cypher Stent and estimate containing description and cost of medicated/cipher stent duly certified by the Banks Medical Officer should support the recommendations.
18.19 i)
SUBMISSION OF MEDICAL BILLS AND SCRUTINY Medical bills should be submitted by the officers to the Branch Manager/sanctioning authority on the lines of the proforma in Annexure 18.3. A copy of this proforma together with the cash memo/doctor's bills should be sent to the controlling authority with the monthly abstract of charges for post-audit purposes. Officers posted at Local Head Office/Regional Office will submit their bills to their respective Office Managers. Medical bills should be submitted for reimbursement within a period of 2 months of the date of expenditure or of the officer returning to duty after sickness, whichever is later. However, in cases where the submission of medical bills is delayed for genuine and unavoidable reasons, such reasons should be clearly indicated in the medical bills for consideration by the sanctioning authority. The medical bills for reimbursement of hospital, nursing or nursing home fees and cost of specialised methods of treatment should be forwarded to the Dy.Gen. Manager/General Manager as the case may be, for sanction. All medical bills submitted should be scrutinised carefully in terms of the prescribed scheme before being passed for payment. While passing for payment, a certificate should be incorporated on the proforma that the claims have been passed for payment in terms of extant instructions. While employees in all cases should be advised to submit stamped receipts from the doctors if the amount paid exceeds Rs. 500/- in any one instance, reimbursement of medical bills should not be refused merely on this account, if the claim is otherwise in order. Scrutiny of Medical Bills CC/CDO/PM/16/SPL/242 dt. 29.05.2003 As per Gazette notification published in Part III, Section 4 para 1.1.3 physicians/surgeon, having qualification recognized by Medical Council of India and registered with Medical Council of India/State Medical Councils only are allowed to practice modern system of medicine or surgery and a person obtaining qualification in any other system of Medicine is not allowed to practice Modern System of Medicine in any form
ii)
iii)
iv)
v)
18.19.1
548
18.19.2
Scrutiny of Medical Bills by Diagnostic Centres/Banks Medical Officers CSL/PER/163 dt. 22.09.1997 At centers where Banks dispensaries are manned by the Banks Medical Officers (Part/Full time) (i) The Banks Medical Officers at such dispensaries can scrutinize the medical bills as also refer the cases to the diagnostic centres under tie-up arrangements. (ii) At Centres where more than Banks Dispensaries are Manned by the Banks Medical Officer(s) as also Doctors on Contract Basis The medical bills may be scrutinized by the Banks Medical Officers only. However, the Banks Medical Officer(s) as also the Doctor(s) on contract basis may refer the cases to diagnostic centres. (iii) At Centres where Banks Dispensaries are Manned by Doctors on Contract Basis only. The scrutiny of medical bills upto Rs. 1000/- only be made by Doctors on contract basis. The bills above Rs. 1000/- may be sent to Zonal/Regional Office for scrutiny of Medical Officer. The references to diagnostic centres may be made by Doctors on contract basis at such centres. (iv) At Centres where Banks are not Available but Tie-up Arrangements are made with Diagnostic Centres The Banks authorized Doctors can scrutinize the Medical Bills upto Rs. 1000/only. They can also refer the cases to diagnostic centres. The bills above Rs. 1000/- may be sent to Zonal/Regional Office for scrutiny by Medical Officer. (v) All Other Centre where we have no Dispensaries nor any Tie-up Arrangements with Diagnostic Centre The authroised Doctors will scrutinize the Bills upto Rs. 1000/- only. The bills above Rs. 1000/- may be sent to Zonal/Regional Office for scrutiny by Medical Officer. At such centres, the question of referring the cases to Diagnostic Centres would not arise. It should be ensured that the bills are submitted for scrutiny to medical officers promptly and are scrutinized expeditiously to avoid delay so that the staff members are not inconvenienced.
18.20 1.
RECOVERY OF INCOME TAX AT SOURCE A separate register should be maintained to record the reimbursement of medical expenses for each officer and entries should be made in this register whenever an officer's claim is passed. The Central Board of Direct Taxes have vide December 1996 advised as under :their circular No.747 dated the 2nd
2.
"Para 5(12) Under Section 17 of the Act, exemption from tax will also be available in respect of :-
549
(a) (b) (i)
the value of any medical treatment provided to an employee or any member of his family, in any hospital maintained by the employer, any sum paid by the employer in respect of any expenditure actually incurred by the employee on his medical treatment or of any member of his family : in any hospital maintained by the Government or any local authority or any other hospital approved by the Govern-ment for the purposes of medical treatment of its employees (a list of such hospitals furnished by the Ministry of Health and Family Welfare on 11.4.91 is given in Annexure 18.2) in respect of the prescribed diseases or ailments (refer Annexure 18.4), in any hospital approved by the Chief Commissioner having regard to the prescribed guidelines : Provided that, in a case falling in sub-clause (ii), the employee shall attach with his return of income a certificate from the hospital specifying the disease or ailment for which medical treatment was required and the receipt for the amount paid to the hospital.
(ii)
(c)
premium paid by the employer in respect of medical insurance taken for his employees (under any scheme approved by the Central Government) or reimbursement of insurance premium to the employ-ees who take medical insurance for themselves or for their family members (under any scheme approved by the Central Government); reimbursement, by the employer, of the amount spent by an employee in obtaining medical treatment for himself or any member of his family from any doctor, not exceeding in the aggregate Rs.15,000 in an year. As regards medical treatment abroad, the actual expenditure on stay and treatment abroad of the employee or any member of his family, or, on stay abroad of one attendant who accompanies the patient, in connection with such treatment, will be excluded from perquisites to the extent permitted by the Reserve Bank of India. As regards the expenditure incurred on travel abroad by the patient / attendant, it shall be excluded from perquisites only if the employee's gross total income, as computed before including the said expenditure, does not exceed Rs.2 lakhs". The amount of medical expenses reimbursed in respect of the officer and the family members should be shown separately in the register maintained by each office. When an officer is transferred to another branch/office, the total amount of medical expenses reimbursed to him and the members of his family during the financial year should be advised by a letter to that branch/office. STANDARDISATION OF MEDICAL CHARGES 1. The SBI Officers Service Rules, while providing for full reimbursement of medical expenditure incurred by an of officer in respect of his own illness, also lays down certain restrictions in this regard. Rule 24(3) provides that when treatment is by a doctor other than an authorized doctor, reimbursement may be ordered at the discretion of the Sanctioning Authority to such extent as the authroised doctor considers the expenditure to be reasonable having regard to the circumstances of the case. Rule 24(4) states that visiting and consulting charges are reimbursable on such scales as may be laid down by the Bank from time to time for various centres. Rule 24(6) states that Hospital and Nursing Home fees may be reimbursed to a reasonable extent depending on the status of the officers. In order to conform to the aforesaid restrictions and guide the Sanctioning Authority in examining the claims of medical reimbursement, the charges for
(d)
(e)
3.
18.21
2.
550
various types of medical reimbursement have been standaridised and circulated vide LHO Circular No. CIRDO/PER & HRD/60 dt. 29.11.2001 (Annexure 18.1). 3. For treatment availed by officials at a centre outside the circle, the medical charges standardized for that centre by the circle under whose area of operation it is located, shall apply(CC.NBG/ADM/13/25639 dt. 11.02.1998.
18.22 i.
EXECUTIVE HEALTH SCHEME CDO/PM/16/CIR/17 Dt.02.06.2001 & CDO/PM/CIR/28 Dt.06.10.1997 In view of growing incidence of cardiac problems, hypertension, diabetes, etc. among our senior officers, it is felt that if these are detected in time and treated with care, we would have a healthier profile of senior officers. It has, therefore, been decided that officers in MMGS III and above will undergo compulsory medical check-up annually. Two aspects of the compulsory health check-up scheme need to be emphasised: One, the medical report of an officer will remain confidential between the official and the medical officer(s). HR Dept. will only collate and present aggregate data without individual names. Secondly, the information available will not be used for promotion, placement and other discussions in personnel area concerning the officials. Thus, only the data on various parameters available through such reports will be compiled and used for taking corrective measures wherever possible. After completion of the medical check-up, each officer will submit the medical report to the Bank's Medical Officer. The Medical Officer will give him suitable counsel on health care and send the data (report) without the officer's name to the HR Dept. where it will be compiled. At suitable intervals, such data will be presented to the Circle Management Committee with inference drawn by the expert identified for the purpose, to enable the CMC to initiate corrective measures where considered necessary. If additional tests are suggested by the Bank Medical Officer/examining consultant during the health check up as a follow up of the reports, the same may be carried and paid for by the Bank as part of the Executive Health Scheme. Officers may be permitted to undergo health check up under the scheme at the place / centre convenient to him even if such centre is located outside the jurisdiction of his controlling office. However, no special leave and also no traveling expenses shall be sanctioned for the purpose to the officer. Cost ceiling Ceiling on charges under Scheme are Rs. 3500/- and Rs. 3700/- for male and female officers respectively at Major A category centres. For other centres the limit may be fixed by the Circles within the above stipulated amount. The list of hospitals approved under the above scheme and charges approved for these hospitals in Chandigarh Circle are as under: CDO/P&HRD-PM/69 dt. 16.03.2005/CIRDO/HR/146 dated 01.02.2006 S.NO 1. 2. 3. 4. 5. Name of the Hospital Silver Oaks Hospital, Mohali Fortis Hospital, Mohali Inscol Multi Specialty Hospital, Chandigarh The Apollo Clinic, Chandigarh Rapid Diagnostic Centre, Ludhiana Charges Quoted (Rs.) 2400/2400/2500/2300/2180/-
ii.
iii.
iv
18.22.1
551
6. 7. 18.22.2 1.
The Apollo Clinic, Ludhiana Dayanand Medical College & Hospital, Ludhiana
2270/2400/-
Package of tests under the scheme Two consultations : a) b) Physician / cardiologist Surgeon
2. 3. 4 a) b) c) d) e) f) g) h) i) j) k) l) m) n) o) 5. 6. 7. 8.
X-ray Chest (full-size plate) E.C.G. Pathology tests: C.B.C. E.S.R. Blood sugar - Fasting with urine sugar - P.P. with urine sugar Cholesterol H.D.L. Cholesterol /Chol. + Triglycosides + LDL + VLDL ratio Urea Creatinine Uric Acid (males) S.G.O.T. S.G.P.T. Alkaline phosphatase Urine routine Stool examination Blood grouping Pap smear for female officers Dental checkup Ultra Sonography of abdomen & Pelvis Stress test Eye Check up
The following tests have been added in the list of tests mentioned above which may be carried out on the recommendation of Banks Medical Officer:
552
1. 2. 3. 4. 5. 18.22.3
Echocardogram T3, T4, TSH Pulmonary function test Bone Densitometry Mammography Validity of the scheme The validity of the scheme is advised separately by HR Department from time to time. Officers should ascertain this before undergoing the medical check ups.
18.23 1.
PROVISION OF GUEST HOUSE FOR OUR EMPLOYEE PATIENTS AND THEIR FAMILIES AT MUMBAI The Bank has made provision of Guest House at the following address for stay of employees / officers and their family members who come to Mumbai for medical treatment in reputed hospitals. At present, there are four flats available for the purpose and the allotment thereof, monitored by the Asst.General Manager (Estate) at Coporate Centre, Mumbai, is made strictly on the basis of recommendations from the Circles at a nominal charge of Rs.20/- per day. Address 3-B, Nestle Apartment, Bombay Dyeing Compound, Near Deepak Talkies, Lower Parel, MUMBAI.
2.
In this connection, it is observed by Central Office that the employees send their requests for allotment of guestrooms directly to Asst.General Manager (Estate) at Corporate Centre which cannot be considered for allotment in the absence of recommendations of Controlling Authority. Members of staff are therefore requested to ensure that their request for allotment of guestroom is invariably accompanied with the recommendation of Dy.General Manager for employees / officers working in Zonal Offices / Special Branches, and Circle Development Officer for employees / officers working in Local Head Office. The employees / officers working in Local Head Office should route their application through Asst.General Manager (OAD). No direct request should be sent to Corporate Centre. If any direct request is sent by them the same would not be entertained by the Estate Department at Corporate Centre. REIMBURSEMENT OF MEDICAL EXPENSES TO RETIRED WHOLE TIME DIRECTORS ON BOARDS OF PUBLIC SECTOR BANK CC/CDO/P&HRD-PM/58 dt. 22.01.2007 Indian Banks' Association (IBA) and Government of India, Ministry of Finance, Banking Division, has approved permitting reimbursement of medical expenses to retiring whole time Directors (viz. Chairman and Managing Director) as was admissible to them while they were in service. In its meeting held on the 26th December 2006 Central Board of our Bank has approved adoption of guidelines framed by IBA for reimbursement of medical expenses to retired whole time Directors (Chairmen and MDs) on the Boards of Public Sector Banks, which are described as under:
18.24
553
18.24.1
ELIGIBILITY: (i) The Scheme shall apply to all whole-time Directors (Chairmen and MDs of SBI), who, having been appointed on the Boards of Public Sector Banks (hereinafter referred to as Banks) by the Central Government, have retired from the Board level post either on attaining the age of superannuation (58 or 60 years, as the case may be) or have demitted office at the expiry of the tenure appointment and are still surviving. The Scheme shall also apply to the surviving eligible dependents of deceased retired whole-time Directors (Chairmen and MDs of SBI). The Scheme shall not, however, cover those whole-time Directors on Boards of Banks who have been removed or dismissed from the Board level post and those whose services have been terminated by the Central Government for any reason whatsoever.
(ii) (iii)
18.24.2
COVERAGE The coverage under the Scheme and the extent of benefits there under shall be as is admissible as per the present rules.
18.24.3
DATE OF EFFECT: The coverage for medical reimbursement under the Scheme shall be effective from the 1st April 2005. Medical expenses incurred prior to 1st April 2005 by retired whole-time Directors will not be eligible for reimbursement.
18.24.4
OTHER GUIDELINES: (a) Eligible retiree whole-time Directors (Chairmen and MDs of SBI) or their surviving family members shall claim the reimbursement of medical expenses incurred by them from the branches making payment of his pension/family pension. For the limited purpose of medical reimbursement, they will be treated as officials of the branch and the same systems and procedures will be adopted for payment of their medical bills as are applicable to our serving officials. (b) All part time and full time permanent Medical Officers of the Bank be nominated as "authorised doctors" for attendance on the retired whole-time Directors and their dependent family members. (c) The delegation of financial powers for payment of medical bills will be the same as that applicable to serving officials. The claim for medical bills shall be made on the same format as that applicable to serving officials. An acknowledgement of receipt of the medical bills will be given to the retired whole time Directors/their dependent family member making the claim. On receipt of such claims duly countersigned by the Banks Medical Officer, the Branch Manager will sanction payment of the bills within his discretionary powers. For the bills beyond his discretionary powers, he will forward the bill to the Controlling Authority for payment thereof. A separate record will be maintained for such bills. keeping in view the onerous duty rendered by such senior functionaries, it will be incumbent upon all concerned, dealing with the medical claims of these retired functionaries, to ensure prompt, efficient and courteous service to them. It should be ensured that no opportunity is given for dissatisfaction and complaint on the part of these retired functionaries/their eligible dependents. The addresses with telephone number/mobile number of these retired functionaries should be kept on record of the branch and all relevant information should be immediately conveyed to them.
554
18.24.5
Medical Benefits Subject to the provisions contained herein, the amount of medical, surgical and hospital expenses as are actually and necessarily incurred by the Chairman and Managing Director/Executive Director in respect of any injury, disease or illness suffered by him shall be reimbursed in full by the bank. The reimbursement of such expenses incurred in respect of a member of his family shall, however, be restricted to 75% of the expenses so incurred .
18.24.6
Treatment by a doctor other than authorized Doctor Reimbursement shall normally be admissible only if the attending doctor is an authorized doctor nominated by the Board. However, where the attendance or treatment is by a doctor other than an authorized doctor, the reimbursement may be ordered at the discretion of the Board to such extent as the authorized doctor considers reasonable having regard to the circumstances of the case. While prior consultation of the authorized doctor for treatment by another doctor need not be insisted upon (excepting in cases mentioned hereunder) all medical bills shall require to be scrutinized by the authorized doctor from the point of view of reasonableness as well as the need for the treatment having regard to the nature of the ailment and an effort shall be made to see that expenditure is not incurred in excess of the reasonable requirements of the patient in each case.
18.24.7
Visiting and consulting charges Visiting and consulting charges of the authorized doctor are reimbursable. Where treatment is taken from a doctor other than the authorized doctor, reimbursement of visiting and consulting fees may be ordered at the discretion of the Board to such extent as the authorized doctor considers reasonable having regard to the circumstances of the case. Travelling expenses incurred by the doctor or the Chairman and Managing Director/Executive Director in this regard are, however, not reimbursable.
18.24.8
Consultation with specialists Consultation with specialists, wherever considered essential by the attending doctor, may be allowed both in the case of the Chairman and Managing Director/Executive Director and members of his family. Ordinarily such consultations should take place in the consulting room of the specialist, but in exceptional circumstances, where the attending doctor certifies in writing that the removal of a patient to a hospital or to the consultation room of a specialist was dangerous or injurious to life, consultation or treatment at the residence of the patient may be allowed. Except in emergent cases and where prior consultation with the authorized doctor for any reason is not possible, all consultation with specialists will be subject to the prior approval of the authorized doctor.
18.24.9
Hospitalisation Except in emergent cases and where prior consultation with the authorized doctor for any reason is not possible, the Chairman and Managing Director/Executive Director or members of his family may, with the prior approval of the authorized doctor, be admitted for treatment in a private hospital or nursing home. In the former case, the authorized doctor should be informed of the full particulars of the case as soon as possible after the patient has been admitted. Hospital and nursing home fees are reimbursable. Charges for Board or Diet in the nursing home/hospital are not reimbursable by the Bank.
555
18.24.10 Engagement of nurses The charges for engaging special nurses will not be normally reimbursable, but in special circumstances and where such engagement is considered absolutely essential by the Medical Superintendent of the hospital or nursing home where the treatment is taken, the charges may be reimbursed. 18.24.11 Treatment at a place other than the Headquarters a) The Chairman and Managing Director/Executive Director shall be entitled to reimbursement under these provisions only if treatment is received at the Headquarters. However, if he falls ill at a station other than his headquarters while on tour or during leave, he shall be eligible for the benefit in respect of treatment at the station where he falls ill. b) Benefits in respect of members of his family shall also be admissible only if treatment is received at the Headquarters of the Chairman and Managing Director/Executive Director. However, if a member of the family of the Chairman and Managing Director/Executive Director falls ill at a station other than the Headquarters of the Chairman and Managing Director/Executive Director during a casual visit, the benefit shall be available in respect of treatment taken at that station where the member of the family falls ill. Such outstation treatment shall not be admissible if the member of the family normally resides at the station. c) In respect of the children who are prosecuting whole time studies in recognized education institutions at a station in India other than the headquarters of the Chairman and Managing Director/Executive Director, benefits in respect of treatments availed of at that station shall be admissible. d) In respect of illness where adequate facilities for treatment thereof are not available at the headquarters of the Chairman and Managing Director/Executive Director or at another station permissible under sub clause (i), (ii) and (iii) above, treatment at the nearest appropriate place shall be permissible provided : i. the attending doctor certifies that adequate facilities are not available for treatment at the headquarters or at the said station, as the case may be, and the treatment at other station is necessary; where the attending doctor is not an authorized doctor, prior approval of the authorized doctor where possible is obtained; and the board permits such treatment on being satisfied in this regard.
ii. iii.
In cases of emergency, such outstation treatment can be commenced and ex-post facto permission from the authorized doctor and the Board may be obtained. Such permission will be granted only if the Board is satisfied regarding the need for such outstation treatment and also on the point regarding emergency on account of which prior permission could not be obtained. e) f) In no case, however, travelling expenses incurred in such outstation treatment shall be reimbursable. Expenses incurred on treatment received in a country outside India will not be reimbursable.
556
18.24.12
General a. On no account shall travelling expenses incurred by the Chairman and Managing Director/Executive Director in connection with his treatment or the treatment of any member of his family be reimbursable. However, where hospitalization becomes necessary, ambulance charges for removing the Chairman and Managing Director/Executive Director or a member of his family from residence to the hospital for treatment shall be reimbursable by the bank. The Chairman and Managing Director/Executive Director or a member of his family may be admitted to a sanatorium for the treatment of T.B. Such sanatorium charges including charges for post-sanatorium treatment as are considered reasonable by the Board will be reimbursable by the Bank. Reimbursement in respect of any specialized method of treatment shall be permissible only if the treatment is undertaken with the prior approval of the authorized doctor who should certify at the time of claiming reimbursement that the treatment has been completed or that the case has reached the stage of maximum benefit from the treatment.
b.
c.
18.24.13
Exclusions (a) i. Benefits in respect of the following are excluded from the scope of these rules. Disease, injury or disablement directly or indirectly due to breach of law or hunting, steeple chasing, polo, winter sports, riding or driving in races or engaging in aviation or ballooning or entering, leaving or traveling in any aircraft or balloon; but this provision shall not be deemed to exclude injury resulting from an accident whilst travelling as a passenger in a fully licensed standard type of aircraft operated by a recognized airline on a regular scheduled air route; Circumcision or strictures or vaccination fees, or inoculation fees or change of sex by beauty treatment of any description or hearing aid, intentional self injury, or dissipation, or general debility, or rundown condition or venereal disease, or intemperance, or the use of intoxicating drugs, or liquors, or any disease, injury or disablement directly or indirectly due to any one or more of them; Dental or eye treatment other than treatment for some disease with the prior approval of the authorized doctor. Cost of dentures or spectacle are in any case not reimbursable. General check up in respect of a member of the family; Nervous breakdown in respect of a member of the family, except in cases where it necessitates hospitalization in which case benefits shall be admissible for a maximum total period of three months; Treatment of insanity of a member of the family beyond the first three months of insanity; Charges incurred in respect of a member of the family for diagnosis X-ray, laboratory examinations, etc. not consistent with or incidental to the diagnosis and treatment of the positive existence or presence of any disease, illness or injury;
ii.
iii.
iv. v.
vi. vii.
557
viii. ix.
Medical and/or non surgical treatment for diseased or enlarged tonsils and/or adenoids in respect of a member of the family; Vitamins and/or tonics unless they are forming a necessary part of treatment of any specific illness or disease or injury or forming a necessary part of convalescence treatment; Expenses in connection with the maternity of any member of the family including pre-natal or post natal treatment; and Fees or charges of attending physician, specialist surgeon or nurse who is a near relative of the Chairman and Managing Director/Executive Director. Near relative for this purpose shall mean wife, father, mother, son, daughter, brother, sister, son-in-law or daughter in law of the Chairman and Managing Director/Executive Director. While claiming reimbursement, the Chairman and Managing Director/Executive Director shall certify that the amount claimed was actually spent by him and that he has not received nor is he entitled to any reimbursement or contributions towards such expenses under any medical insurance scheme, personal accident policy or under any claim in respect on an accident or from any other sources. If any amount has been received or is due from such source, the benefits admissible shall be reduced by the amount so received or due.
x. xi.
b)
18.25
SBI RETIRED EMPLOYEES MEDICAL BENEFIT SCHEME FORMATION OF TRUST AND FRAMING OF RULES CDO/P&HRD-PM/46 dt. 16.11.2006/LHO/CIRDO/HR/80 dt. 29.11.2006 With a view to providing medical assistance to the retired employees of our Bank, a scheme called "The State Bank of India Retired Employees Medical Benefit Scheme" (the Scheme I) was implemented in the Bank with effect from the 1st July 1996. Membership of the Scheme I was closed as from the close of business on the 30th June 2003 and a new scheme called "The State Bank of India Retired Employees Medical Benefit Scheme II" (the Scheme II) was launched from the 1st July 2003 with higher contribution by members and correspondingly higher benefit to them. 2. In terms of the clause 5(x) and 8(x) of SBI Retired Employees medical Benefit Scheme I & II respectively, the management of Fund and administration of the Scheme was to be vested in a Trust. The Executive Committee of the Central Board have approved formation of such a trust in its meeting held on the 15th July 2005. The trust so formed bears the name of 'SBI Retired Employees Medical Benefit Trust and has taken over all the functions of the Managing Committee.
18.25.1 18.25.2
"Board of Trustees" Shall mean Trustees managing the SBI Retired Employees Medical Benefit Trust. "Chairman of the Board of Trustees" Shall mean MD & GE (NB); in the absence of MD & GE (NB), MD & GE (CB) shall act as Chairman and shall exercise all the powers of Chairman of the Board of Trustees. OBJECTS OF THE TRUST: To provide financial assistance for meeting, partly or fully, within specified monetary limits as prescribed in the rules for life, hospitalization/post-hospitalization expenses for treatment of specified diseases/ailments to such retired employees, and their spouse as well as dependent invalid child/children who fulfill the criteria for eligibility as beneficiaries
18.25.3
558
/ members and as such beneficiaries / members entitled to the benefits of Scheme framed by this Trust and/or as modified from time to time by the Trustees as hereunder. The above assistance under the Trust shall be met with only out of the income of the Trust Fund and not out of the corpus of the Trust Fund. 18.25.4 BENEFICIARIES OF THE MEDICAL BENEFIT SCHEME FRAMED UNDER THE TRUST The following shall be the beneficiaries under the Trust: (i) The permanent employees of SBI who have already retired and who have been receiving medical benefits from SBI Retired Employees Medical Benefit Scheme I & II hereof would be deemed to be the beneficiaries for the same benefits to the same extent under this Trust and shall continue to receive benefits from the Trust. . The employees of SBI (i) who retired/retires and received pension and applied within three (3) months from the date of receipt of his/her first pension may apply to become beneficiary of Medical Benefit Scheme framed under this Trust, provided they fulfill the under noted eligibility criteria and (ii) those who would retire in future and receive first pension and apply within three (3) months from the date of receipt of his/her first pension may apply to become beneficiary of Medical Benefit Scheme framed under this Trust, provided they fulfill the under noted eligibility criteria: (a) who will retire from the Banks service in normal course on attaining the age of retirement which at present is 60 years. (b) had been/are allowed to retire from the Banks service on medical grounds on being declared permanently incapacitated by bodily or mental infirmity from further active service (such infirmity not being the result of irregular or intemperate habits) by a Medical Board constituted for the purpose by the Bank and sanctioned pension under rule 19(iii) of IBI Employees Pension & Guarantee Fund Rules/22(ii) of the SBI Employees Pension Fund Rules ; or (c) had sought/seek retirement from the Banks service before attaining the age of retirement for taking up Board level appointments in the Banks/Financial Institutions made by the Central Government. 18.25.5 Age of retirement: The age of retirement for the purpose of Trust will be deemed to be the date notified by the Bank from time to time for the purpose of normal superannuation/retirement. At present the age of retirement is 60 years. Exclusion: The following categories of the employees of SBI will not be entitled for membership of the Trust. (i) Such employees who have taken/take voluntary retirement/Exit Option under the applicable rules of service or under special voluntary retirement schemes by whichever name called. (ii) Employees who were/are retired/terminated from service. discharged/dismissed/removed/compulsorily
(ii)
18.25.6
(iii) Such officers in whose case Rule 19(3) of SBI Officers Service Rules was/is invoked on attaining the age of retirement and they were/are subsequently discharged/dismissed/removed/ compulsorily retired from service. 18.25.7 TRUST FUND (FUND):
559
(a) The Trust Fund shall further consist of : (i) one-time lump-sum contribution to the extent of the respective amount as mentioned below by the eligible retired employees of SBI, depending upon the maximum amount of benefits fixed for respective medical Plans under this Scheme. This contribution must be made within 3 months of receipt of the first pension.
18.25.8
MEMBERSHIP CONTRIBUTION Contribution by permanent retiring and retired SBI employees will be as under: (1) Employees paying sum equivalent to two months gross pension will be eligible for admission to Medical benefits viz Plan A as mentioned in Clause 5 (ii) (b) hereof (2) Rs.37,000/- if the employee opts for admission to Medical benefits viz Plan B as mentioned in Clause 5 (ii) (c ) hereof (3) Rs.43,500/- if the employee opts for admission to Medical benefits viz Plan C as mentioned in Clause 5 (ii) (d) hereof (4) Rs.49,500/- if the employee opts for admission to Medical benefits viz Plan D as mentioned in Clause 5(ii) (e) hereof (Beneficiaries / members entitled to the medical benefits under Plan A, Plan B, Plan C, Plan D and the employees who have already retired on or before 01-07-2003 and are members of Scheme I and receiving the medical benefits to the extent they are entitled for the sixteen specified diseases stated hereunder (hereinafter wherever referred to collectively are called Beneficiaries / Members) (ii) contributions made by SBI from time to time, as may be decided by SBI in its discretion to the Trust Fund for the purposes of the Trust as mentioned hereinafter. The amount so contributed by SBI will be credited to the Corpus Account of the Trust and/or Income Account of the Trust, as may be directed by SBI.
18.25.9
BENEFITS UNDER MEDICAL BENEFIT SCHEME FRAMED UNDER THE TRUST : (i) A member/beneficiary of the Trust will be eligible for medical assistance under the Trust (as stated in the following paragraphs), in respect of self, his/her spouse as well as invalid child/children who is/are declared as such in the membership application form. The spouse and invalid child/children of the member/beneficiary will continue to receive the benefits under the Medical Benefit Scheme framed under Trust even after death of the member/beneficiary. (ii) Expenses for treatment of the diseases/ailments, as mentioned at (iii) below, incurred on or after the date of his tendering the bank draft towards contribution to the scheme with the application for membership to the pension paying branch/designated zonal office, will be reimbursed subject however, to the aggregate claim being limited for life for member/beneficiary as well as his/her spouse and invalid child/children as under and also his membership being approved by the Board of Trustees: a) Beneficiaries/members who have already retired on or before 01.07.2003 and thereafter and are receiving medical benefits (Scheme I & II) to the extent they are entitled for sixteen specified diseases stated hereunder will continue to receive the medical benefit permissible under the respective scheme. b) Rs.2,00,000.00 if the member/beneficiary has opted to pay amount equivalent to two months gross pension for the benefits under Plan A of the Trust.
560
c) Rs.3,00,000.00 if the member/beneficiary has opted to pay Rs.37,000.00 for the benefits under Plan B of the Trust. d) Rs.4,00,000.00 if the member/beneficiary has opted to pay Rs.43,500.00 for the benefits under Plan C of the Trust. e) Rs.5,00,000.00 if the member/beneficiary has opted to pay Rs.49,500.00 for the benefits under Plan D of the Trust. (iii) Expenses incurred for treatment of under noted diseases/ailments during hospitalisation, including surgical treatment will be reimbursed in full, subject, however, to the aggregate claim for life for member/beneficiary as well as his/her spouse and invalid child/children for life being limited to the ceiling prescribed under the Plan opted by the member/beneficiary and also to the beneficiaries/members who have retired on or before 01-07-2003 and thereafter and are members of (Scheme I & II) to the extent they are entitled : a) Cardiac ailments; b) Cancer; c) Kidney failure/transplant; d) Paralysis; e) Retinal detachment or cornea replacement; f) Major accidents; g)Tumor; h)Cerbro-vascular accidents/Brain hemorrhage i)Total hip/knee replacement; j) Cataract and Glaucoma surgery; k)Tuberculosis; l) Diabetes; m)Appendicitis surgery; n) Prostrate; o) Hernia; p) Removal of stone in Gall Bladder. (iv) In case of paralysis, cancer or kidney transplant/kidney failure, the posthospitalisation expenses will also be reimbursed, subject, however, to the aggregate limit as prescribed for life under the Plan opted by the member/beneficiary. Further, if the patient was operated/treated, even while the member/beneficiary was in the service of the Bank, in a hospital for treatment of such a disease and thereafter the posthospitalisation treatment continues after retirement at the residence, such posthospitalisation expenses will also be reimbursed, subject, however, to the aggregate limit as prescribed for life under the respective Plan for medical benefits opted by the member/beneficiary. (v) Normally expenses on treatment of the above-mentioned diseases/ailments taken in India only will be considered for reimbursement. In exceptional cases where treatment is not available in India or it has been taken outside India in the circumstances beyond the control of the patient , the trustees will decide whether and to what extent the treatment taken abroad can be reimbursed within the over-all ceiling for life prescribed under the Plan opted by the member/beneficiary. The decision of the trustees in this regard shall be final. (vi) A retired employee who has taken up commercial employment after retirement and/or his/her spouse is employed and if he/she and/or the spouse is/are eligible for medical benefits from the current employer(s), will be eligible for medical assistance under the
561
Trust, (if he has become a member/beneficiary of the Scheme as provided herein) but he/she or/and the spouse will have to first exhaust the benefits available from the current employer(s). (vii) If husband and wife both are pensioners and both opt for the membership of Scheme under the Trust by paying contributions/membership fee individually, they would each be entitled for reimbursement up to the amount to which they are individually entitled. Provided further: Notwithstanding any thing written hereinabove, benefit payable for medical benefit scheme under the trust each year shall be restricted to the maximum amount of accumulated reserves plus the Income of the trust each year. 18.25.10 PROCEDURE FOR AVAILING THE BENEFITS UNDER THE SCHEME (i) An employee, retiring after the date of formation of the Trust, and those retired employees in whose case three months have not lapsed after the payment of first pension shall, subject to his/her eligibility, apply for the membership of the Scheme on prescribed Membership-cum-Declaration Form, in duplicate, along with the bank draft for contribution for such amount as will entitle the applicant for medical benefits prescribed under the respective Plans A, B, C, D opted by him, within three months from the date of receipt of first pension. The bank draft will be drawn in favour of the SBI Retired Employees Medical Benefit Trust and payable at the State Bank of India, Madame Cama Road, Mumbai (code No. 8586) or at such other branch of the State Bank of India as may be decided by the Board of Trustees. Cash or cheque or any other mode of payment will not be accepted. The Membership-cum-Declaration Form on Annexure 18.6 will be required to be submitted at the pension-paying branches / designated Zonal Office. Provided that such a retiring employee may also submit the Membership-cumDeclaration Form along with the bank draft for such subscription amount before his retirement but not earlier than 15 days of retirement, at the branch/office from where he is retiring. However, in such cases the deemed date of receipt of application will be the first day of the retirement and if the employee unfortunately expires before the date of retirement, his application will become null and void. In such a situation, the Membershipcum-Declaration Form together with the subscription amount paid by the deceased employee will be returned to his/her legal heir in due course. The officer receiving the Membership-cum-Declaration Form at branches will forward the same to the concerned designated Zonal Office for further action in the matter. (ii) A retiring employee or a retired employee of SBI , whose pension is in the process of sanction, will be required to pay contribution of such amount from his own sources as is prescribed for availing medical benefits under respective Plans A, B, C and D under this Scheme framed by the Trust opted by him/her provided he/she is otherwise eligible to become member of the Scheme. If he/she opts for Plan A he /she is required to pay contribution equivalent to his/her two months gross provisional pension as certified by the salary disbursing authority/last salary disbursing authority based on the proposal for sanction of pension submitted to the competent authority. Such retiring/retired employees will also be required to give an undertaking for recovery of difference, if any, between the gross provisional pension paid towards the membership fee and the actual pension payable in due course, from his/her pension/Saving Bank Account. (iii) The applications made by retiring employees of SBI for becoming members / beneficiaries for availing of medical benefits under this Trust will be subject to the approval of their memberships by the Board of Trustees and will take effect from the date of approval by the Board of Trustees. However, the reimbursement of medical bills submitted by the beneficiaries will be made from the date of submission of application alongwith bank draft at the pension paying branch/designated Zonal Office after ratification of membership by Board of Trustees. Subscriptions/contributions which are
562
remitted by circles in respect of members and whose applications are not approved by the Board of Trustees, shall be repaid by debiting the Corpus Account, if already credited therein. Explanation : The Designated Zonal Office for the purpose of the Trust shall mean the Zonal Office of the Bank under whose area of operation the pension-paying branch of the pensioner is situated.
563
Annexure 18.1 SCHEDULE OF CHARGES
S.No.
Particulars General Practitioners Charges(Allopathic) Consultation Charges at the clinic A) MBBS B) M.D (General Physician) Visit Charges for General Practitioners(MBBS) to residence of Patients Routine Day visit Night/Emergency visit Visit Charges for Gen. Practitioners(MD) to residence of Patients a. Routine Day visit b. Night/Emergency visit (i) Specialist Consultation will be reimbursed depending upon the seniority/superspeciality consultation when referred by the Banks authorized Medical Officer (ii) Higher charges for very senior/superspeciality consultant will be considered on merits of each case NOTE: Follow up charges for same illness for 2 or 3 consultation with in a reasonable period will be 50% of the first consultation fee. In no case full consultation fee will be charged for the same disease within a month HOMEOPATHY First consultation(by Doctor holding recognize qualification) and registration. Consultation for highly qualified/Post Graduate Homeopathic Medicine charges as considered reasonable and registration AURVEDIC First examination by recognized degree holders and registration Consultation for highly qualified/Post graduate aurvedic consultation Medicines charges as considered reasonable registration
(Amount in Rs.)
1.
50 70
2.
100 150 150 200 From 150 to 200 From 350 to 500
3.
4.(i)
1 2 3
50 70 75 per week
i) ii) iii)
50 70 Medicines should be purchased from Chemist
NATUROPATHY Consultation Charges
Treatment will be considered for reimbursement if taken from Approved Govt. Institutions as per (Circular PER/18 of
564
1993 Bed/Room Charges For Chandigarh, Ludhiana, Jalandhar, Amritsar, Shimla, Jammu, Rohtak, Karnal, Srinagar Ordinary Room Scale I to II Ordinary Room of PGI Delux Room Scale III to IV VIP Room of PGI Scale V & above For Other Distrcits/Centres Scale I to II Scale III & IV Scale V & above 500 to 650 650 to 900 900 to 1200
400 to 500 550 to 750 750 to 900
565
Annexure 18.1(i) LIST OF CHARGES FOR SURGICAL OPERATIONS Note: Charges are permitted for Consultant Surgeons only and not for G.P.S.
S.NO
Grades of Operation
2 3 4
Grade V Minor Operation Under L.A. (Operation Charges) Minor Surgery under G.A (Operation Charges) Anesthesia (G.A.) Theater Charges Grade IV or Intermediate Operation Operation Charges Anesthesia (G.A) Theater per hour Grade III or Major Operation Operation Charges Anesthesia (G.A) Theater per hour Grade II or Major Plus Operation Charges Anesthesia(G.A) Theater per hour Grade I or Super Major Operation Charges Anesthesia (G.A) Theater per hour
I & II 400-600
Charges (in Rupees) SCALE III & IV 500-700
V & ABOVE 600-800
500-1000 400 400
600-1200 500 500
800-1500 800 800
1 2 3
2000-3500 700-1100 700-1100
3000-4500 1000-1400 1000-1400
3500-6000 1400-1800 1400-1800
1 2 3
5000-6000 1000-1500 1000-1500
6000-7000 1500-1800 1500-1800
7000-9000 1800-3500 1800-3500
1 2 3
5000-7500 1400-2100 1400-2100
6000-8000 1800-2500 1800-2500
7000-10000 2000-3000 2000-3000
1 2 3
8000-12000 2500-4000 3000-4000
10000-14000 3000-5000 3000-5000
15000-18000 4000-6000 4000-6000
566
Annexure 18.1(ii) SCHEDULE OF CHARGES S.NO 1 Dentistry (B.D.S) and charges (FOR RETAINERSHIP ONLY) XRAY One Intra Oral File MINOR ORAL SURGERY i) ii) iii) iv) v) vi) vii) viii) 3 Extraction under L.A Impacted Tooth Lensing Abscess Alveolactomy Minor Alveolactomy Major Gingivectomy Full Mouth Apicectomy per Tooth Sub Gingival Curettage (per Segment) 50 300 50 150 250 400 250 150 Charges in (Rupees) 50
Conservative Treatment i) Temporary Filling ii) One Surface Silver Filling iii) Two Surface Silver Filling iv) Synthetic Porcelein Filling v) Root Canal treatment per tooth vi) Scaling (Full Mouth) vii) Composite Filling or Glass Inomor 50 75 150 150 150 250 150
Note: Charges For Specialty Dental Treatment To Be Undertaken By MDS Dentists only Officials will take consultation for undernoted specialties only after referred by Banks authroised Dentists. Officials will undertake treatment from concerned specialists only (e.g orthodontic treatment will be reimbursed only if treatment taken from MDS Orthodontic and referred by Banks authroised Dentist)
S.NO
Charges for Radiology, Diagnosis, treatment plan and procedure i) Consultation ii) Xrays (intra oral perispical) Range in charges has been given as per the nature and size of filling and surgical procedures implicated. Conservative dentistry i) a) b) c) Restoration (per filling) Temporary filling with Kalpinol Cement Silver Analgan restoration Silicate Cement restoration
BDS 50 50
MDS 70 50-70
50 200 150
100 250 180
567
d)
Composite restoration i) Full labial ii) Incinor margin with pin support iii) Composite Crown Silver analgan core building with or without support Glass Ionomer Restoration
300
400
e)
350 200
400 250
Crowns a) Acrylic Jacket b) Porcelain Jacket c) Temporary Crowns i) Anterior ii) Posterior Crown (Metal) i) ii) iii) iv) v) Nickle Chrome Crown Virallium Crown White Metal (Bego) crown With technique Alloy Acid Etclaved Metal Unit 650 500 600 400 550 800 700 800 500 800 250 1700 450 2000
150
200
Bridges Charges will be unit wise one unit one crown ENDODONTICS Root Canal treatment (per tooth) i) Anterior tooth (canine to canine) ii) Posterior tooth (premolars) per tooth (Molars) per tooth iii) Pulpotomy (per tooth) iv) Pulp Capping (per tooth) Surgical i) Apisectomy Anterior or Posterior tooth ii) Reimplantation iii) Hemisaction iv) Endodontic implant Orthodontics (Treatment to be taken from orthodontist (MDS) i) Extraction Case Treatment period 18 to 24 months ii) Non Extraction case treatment period 10 to 15 months iii) Retention plate or simple orthodontic correction plate Maxillofacial & Oral Surgery i) Extraction One tooth ii) Surgical extraction
400 450 400 200 90 450 500 450 450
550 550 500 250 110 600 600 600 600
12000 10000 500
80 200
100 300
568
iii) Surgical extraction impacted tooth iv) Alvoolectomy one quadrant v) Apicectomy one tooth vi) Excision of flap pericoronal vii) Frenectomy viii) Surgical exposure of tooth ix) Interdental wiring & splinting x) Bite plates xi) Treatment of dry socket xii) Minor Oral Surgery Cysts, Granulomes, Residual infection Mucocele, Epulis etc xiii) Per dressing PERIDONTIA i) ii) a) b) iii) a) b) iv) a) b) v) a) b) vi) vii) viii) Scaling and Proohylaxix Sub Lingual Curetage per tooth quadrant Gingivoplasty quadrant full mouth Gingivectomy quadrant full mouth Flap Operation quadrant full mouth Papillectomy (per quadrant) Soft Tissue Graft (per operation) Osteoplasty (per quadrant)
500 500 500 250 250 300 400 550 250 300 15
600 600 600 350 400 450 500 750 300 400 20
300
400
70 200
100 300
500 1200
600 1500
600 1500
600 1500
500 2000 150 300 300
600 2400 300 600 600
ROOT AMPUTATION (post root canal filling) Occlusal Adjustment Bone Graft Treatment for sensitivity of tooth after gum recession (per quadrant) Pedodontia i) ii) iii) Metal Crowns (performed) Flourodition (per quadrant) Fissure sealing (per tooth) 150 100 100 300 200 150 80 300 150 100 400 200
569
General Anesthesia For procedure under G.A and additional charges will be levied according to the duration. Before undertaking any of the specialty Dental treatment, prior submission of Estimate of charges from the Dental Consultant and approval thereof is absolutely essential. Specialty Dental Treatment like inlays, crowns, permitted only after submission of a detailed certificate from the consultant, Dental Surgeon that such procedure is absolutely essential and prevention of a particular disease process and that without such treatment the General Health of the patient will be adversely affected in the long run due to reasons to be given in each case
570
Annexure 18.1 (iii) TOTAL CHARGES OR IN SOME CASES PACKAGE DEAL CHARGES FOR MAJOR SURGERIES & PROCEDURES LIKE ANGIOGRAPHY ETC. AT DIFFERENT CENTRES (AMOUNT IN RS.)
S. NO OPERATION: TEST MUMBAI DELHI CHENNAI CALCUTTA BANGLORE AVERAGE MAXIMUM PERMISSIBLE CHARGES AT METRO CITIES
1.
Coronary Angiography
12000/- to 16000/-
13000/- to 16000/-
13000/- to 16000/-
13000/- to 16000/-
8000/- to 10000/-
2. 3.
Muga or Thallium Scan Balloon Angioplasty including cost of Ballon complex with Stent and Ballon
5000/- to 6500/85000/- to 95000/-
Upto 6500/85000/- to 95000/-
Upto 6500/85000/- to 95000/-
6500/85000/- to 95000/-
6500/50000/- to 60000/-
12000/- to 16000/- in Banglore Rs. 8000/- to 10,000/5000/- to 6500/85000/- to 95000/except Bangalore 60000/140000/- to 155000/except in Banglore 130000/130000/except in Banglore 110000/65000/- to 70000/- in Banglore 25000/100000/- to 140000/-
150000/to 155000/-
140000/to 150000/-
140000/to 150000/-
140000/to 150000/-
105000/to 115000/-
Angioplasty with Rotablator
130000/-
130000/-
130000/-
130000/-
110000/-
Balloon Valvuloplasty
65000/-
70000/-
65000/-
65000/-
25000/-
5.
Renal Transplant (including 14 days stay of recipient and 7 days stay of donor Lithotrypsy For multiple sittings of single upto 1 cm
100000/to 140000/-
125000/to 140000/-
125000/to 140000/-
SMO has to work out with Hospitals on similar lines
15000/- to 17000/-
15000/- to 17000/-
15000/to 17000/-
SMO has to work out
15000/- to 17000/-
15000/- to 17000/-
FOR ALL METRO CENTRES SCALE I & II 7. C.A.B.G(Coronary Artery Bypass Grafting) 120000/ to SCALE III & IV 125000/- to SCALE V & ABOVE 150000/- to
571
130000/8. Open Heart Surgery for Valve replacement
150000/-
200000/-
same as above + cost of valve Rs. 25000/- to 30000/-
572
ANNEXURE 18.1(iv) GRADATION OF OPERATIONS SURGEONS FEES APPLICABLE ONLY TO CONSULTANT SURGEONS AND NOT G.P. GENERAL SURGERY GRADE V (MINOR) -CLW suturing -Foreign body subcutaneous -Biopsy of Skin, Gland, muscle -Excision ganglion, scar, buses -Excision of Superficial Tumour/Cyst -Excision of Wart/Keloid -Evacuation of superficial haematoma -Circumcision (Gen.) -Secondary suturing -Scraping ulcer -Sphincterotomy/banding piles GRADE IV (INTERMEDIATE) -Multiple CLW -Tumour of muscle/tendon -F.B. of muscle/tendon -Wide excision of malignant skin -Lipectomy -Parcial glossectomy -Excision multiple Lymph nodes -Excision breat lump -Varicocele -Hydrocoele -Orchidectomy -Fissurectomy -Open operation for piles and biding of piles -Suturing burst abdomen GRADE II (MAJOR PLUS) -Block dissection of lymphglands -Total thyroidectomy -Bilateral partial/subtotal thyroidectomy -Radical mastectomy -Common Bile duct exploration -Choledochoje junostomy -Partial gastrectomy -Hemi/partial colectomy -Anterior resections -Small intestinal resection -Multiple organ injuries -Excision of Retroperitoneal tumour -Abdominal repair of rectal prolapse -Parathyroid surgery -Achelacia Cardia -Hiatus Hernia -Excision of liver tumour GRADE I (SUPER MAJOR) -Portal Hypertension -Total thyroidectomy with block dissection -Henimandibulectomy -Abdominoperineal resection -Total gastrectomy -Oerophaged resection -Partial/total panevatectomy -Pancreatrico-jejunoctomy -Total Colectomy
GRADE III (MAJOR) -Excision of submandibalar salivary glands -Simple mastectomy -Bilateral Hydrocoele -Bilateral Varicocoele -Fistulectomy -Excision of pilonidal sinus -Varicose veins -Orchidoplexy -Excision of tumour & skin grafting -Partial parotidectomy -Hemithyroidectomy -Laparatomy for traumatic abdomen -Appendicectomy -Splenectomy -Cholecystectomy -Gastrostomy -Pancreatic cyst/abscess -Inquinal/femoral/paraumbilical Hernia -Repair of fecal fistula -Entero enterostomy -Sticturoplasty
573
-Hepatic lobectomy GYNAECOLOGY & OBSTETRICS
MINOR (GRADE V) -Simple vulvectomy -Adhesiolysis -Trachleorrhapy for stress incontinuence -Diagnostic laparoscopy -Culdoscopy, Colpotomy -Excision Bartholin cyst -Valval biopsy -Endometrial Biopsy -Conterisation of Cx -Dilatation & Curettage -Tubal ligation -Hysterosalpingography (Gyanec Charges) -Low forceps GRADE III (MAJOR)
GRADE IV (INTERMEDIATE) -Tupoplasty -Operative laparoscopy -Anterior and post repair -Myourectomy -Hysterotomy -Ovarian wedge resection -Ventralsuspension -Posterior repair -Mid cavity forceps
GRADE II (MAJOR PLUS) Wertheims operation -Operation for vesicovaginal & rectovaginal fistulae -Addominal Hysterectomy -Vaginal Hysterectomy -Fothergills Operation -Mayoward hysterectomy -Hysteroplasty -Ovarian cystectomy -Repair of complete perineal tear -Ceasarian Section Panhysterectomy and omsentectomy + Lymph gland removal Internal iliac ligation
ORTHOPAEDIC
GRADE V (MINOR) -Skin grafting of wounds -Diagnostic arthroscopy -Biopsy and curettage -Repair of soft tissue wound under G.A -Plasters under G.A -All procedures done without G.A., e.g. (Closed reduction of fractures & dislocations of Elbow, Ankle, Shoulder (minor) and of collar bone, lower jaw, wrist (very minor) GRADE III (MAJOR) -Disc surgery with anterior fusions -Tuberculosis and infections of spine -Non union and delayed union with bone grafting, fixations -Surgery in limb fractures with soft tissue
GRADE IV ( INTERMEDIATE) -Arthroscopic Surgery -Corrective osteotomies -Release of contractures by open surgery -Removal of implants -Closed manipulation & plaster under G.A
574
injuries -HIP operation for fracture and dislocation -Operative reduction and fixation of fractures -Plaster jackets -Release of entrapments under G.A. GRADE II (MAJOR PLUS) -Total joint replacement -Spine surgery with instrumentation -Disc surgery with fusions -Internal fixation of multiple fractures -Amputations -Bone tumour management
E.N.T. MINOR OPERATION, EAR, NOSE & THROAT-GRADE (V) EAR -Myringotomy -Wax granuloma -Auroplasty -I.D of furuncle abscess -Piercing of Earlobel -Removal of F.B. NECK -Lymphnode Biopsy NOSE -A.P -I.D of Abscess -Cauterisation of In. Turbinate -Littles area of cauterization -Nasal Biopsy THROAT -Biopsy throat -I& D of peritonial abscess -Post Tonsilectomy bleeding -Uvulectomy -Removal of F.B -Cautery pharyngeal granules
INTERMEDIATE OPERATION E.N.T (IV)
EAR -Groment ensetion NOSE -S.M.R -Polypectomy -Acrylic grafting
NECK -Tracheostomy -Bronochoscopy -Oesophagoscopy -D.L. Scopy -M.L.S & Biopsy THROAT -Tonsillectomy -Adenoidectomy -Tonsillectomy with adenoidectomy
575
MAJOR OPERATIONS E.N.T GRADE III EAR -Myringo plasty -Tympanopasty -Mastoidectomy -Stapedectomy NOSE -Caidwell Luc operation -Ethmoidectomy -Vidion Neuretomy -Rhinosporidosisy -Rhinoplasty NECK -Submandibular Gland Excision -Thyroglossal Fistula -Bronchial sinus
MAJOR PLUS OPERATIONS E.N.T GRADE II EAR -Facial decompression -Labyrinthectomy NOSE -Maxillectomy -Excision of Nasopharynx Fibrosis -Excision of Ethamiod carcinoma -All cancer surgeries of Head and Neck NECK -Laryingopharynegectomy -Block dissection -Total Thyroidectomy -Partial/subtotal thyroidectomy THROAT Clift palate
SUPER MAJOR OPERATION E.N.T GRADE I EAR NIL NOSE NIL NECK -Total thyroid with block dissection -Hemimandibulectomy -Laryngo pharyngectomy with block dissection -Cochlear Implant surgery -Removal of Acoustic Neuromas THROAT NIL
576
NEURO SURGERY
GRADE I (SUPER MAJOR) -Craniotomies -Intramedullary spinal tumour & compression -Transnasal hypophyseal surgery for Macro & Micro adenomas -Stereotaxic Surgery GRADE III (MAJOR) Carotid ligation and Thromboembolectomy Chemical lysis of Trigeminal nerve GRADE IV (INTERMEDIATE) -Burrholes -Skull traction
GRADE II (MAJOR PLUS) -Subtemporal decompression & other craniotomies -Cranioplasty -Operation for depressed fracture of skull -Decompressive laminectomies for stenosis, disc etc. -Decompressive carpal tunnel and other nerves surgery
CARDIOTHORACIC SURGERY
GRADE V (MINOR) -Tube thoractomy -Pleural tapping -Pericardiocentesis GRADE III (MAJOR) -Lobectomy and Pneumonectomy -Removal of Mediastinal mass -Pleurectomy -Repair of Diaphramgamtic hernia -Segmental resection of lung -Embolectomy -Decortication -Venous thrombectomy -Ligation and stripping of varicose veins -Ligation or plication of Vena-Cava
GRADE IV (INTERMEDIATE) -Bronchoscopy -Removal of sternal wires GRADE II (MAJOR PLUS) Reconstruction of trachea Repair of chest wall Resection of oesophagus Closed heart valvotomy Repair of patent ductus Coarctation operation Pacemaker implantation Pericardiectomy B.T Shunt Resection of thoracic and abdominal aneurism Aortofemoral Bypass Carotid Endarterectomy Sheunt operation for oesophageal varices GRADE I (SUPER MAJOR) All open heart operations including Coronary Bypass and Congenital, valular single or double valve replacement.
577
OPHTHALMIC GRADE V (MINOR) -Removal of F.B. -Plosis -Catraract -Pterygium -Anterier chamber washout -Entropion -Ectropion -Removal of sutures/fundoscopy -Chalazion -Cauterization of corneal ulcer GRADE III (MAJOR) -Glaucoma surgery -Prophylectic cryopexy of retina -Cyclocryopexy -Cataract with I.O. Implant GRADE IV (INTERMEDIATE) -Keratoplasty -Lensectomy with Vitrectomy -Vitreotomy -Squint -Capsulectomy -Iridectomy -Sac exicision
GRADE II (MAJOR PLUS) -Retinal Detachment -Evisceration -Enucleation
UROLOGY OPERATIONS
MINOR OPERATIONS (GRADE-V) -Catheterisation -Urethral dilatation -S.P Cystostomy -Prostatic biopsy -Drainage of prostatic abscess -Meatotomy -Drainage of periurethral phlegmon -Drainage of scrotal abscesses -A.V Shunt -Cystoscopy
INTERMEDIATE OPERATIONS (GRADE-IV) -Percutaneous nephrostomy (PCN) -Drainage of perinephric abscess -Cystoscopy + RPG -Cystoscopy + biopsy -Cystolitholopexy -Circumcission -Exraction of urenthral calculi -Testicular biopsy -Vasectomy -Surgery for hydrocoele -Surgery for varicocoele -A.V. fistula -Meatoplasty -Cystolithotomy
MAJOR OPERATIONS (GRADE-III) -Extended Pyelolithotomy -V.V.F. repair -(simple) Nephrectomy -Pyelolithotomy -Nephrolithotomy -Operations for renal cysts -Ureterlithotomy MAJOR PLUS OPERATIONS (GRADE-II) -Unilateral adrenal surgery -Nephroureterectomy -P.C.N/Uretero-renoscopic surgery -Partial nephrectomy -Bowel replacement of ureter
578
-Stone basketing -Ureterectomy -Cutaneous Ureterostomy/Ilecourreterostomy -Uretero neo cystostomy -PUJ reconstruction -Surgery for R.P.F. -TUR bladder tumour -Partial cystectomy -Partial amputation of penis -Divertionlectomy -TUR P/1 -Open Prostatectomy -TU/Open surgery on bladder neck -Staged urethroplasty -Optical urethretomy -Repair of hypospadias -Repair of Epispadias -Resection of post urethral valves -Urethrectomy -Epiditymectomy/orchidectomy -V-V/V-E anastomosis -Orchiopexy -Cystoscopy with Teflon Injection for v-u reflux -Repair of UVF (Uretero-vaginal fistula) -Surgery for stress incontinence/cystocoele -Uretero-uretoerostomy -Uretero colic anastomosis -Penile prosthesis
-Ileal conduit -Urinary undiversion -Donor Nephrectomy -Radical nephrectomy -Surgery for post-prostatectomy incontinence -Total penectomy -Radical inguinal lymphadenectomy SUPER MAJOR OPERATION (GRADE-I) -Bilateral Adrenal Surgery -Bench Surgery for kidney -Renovascular Surgery -Total cystectomy and urinary diversion -Kidney Transplantation -Augmentation cystoplasty
PAEDIATRIC SURGERY
SUPER MAJOR OPERATIONS (GRADE I) -Exophalos Major -Intestinal Atresia -Diaphragmatic Hernia -Tracheo Oesophageal fistula -Cystic Hygroma Fistula -Biliary Atresia -Choledochal Cyst -Thoracotomy -Pectus Excavatum -Ectopia Vesicae -One stage Hypospadius Correction -Adomino Perineal Pull Through -Ureteric Reimplantation -Portal Hypertension -Hepatic Lobectomy MAJOR OPERATIONS (GRADE III) Hernia Hydaocoele Orchidopexy
MAJOR PLUS OPERATIONS (GRADE II) -Myelomeningocoele -Ventriculo Atrial Peritoneal Shunts -Pyeloplasty and Renal procedure -Abdominal tumours -Intestinal Resections -Multiple organ injuries -Achalasia cardia -Hiatus Herbia -Hydatid Cysts -Biliary surgery INTERMEDIATE OPERATIONS (GRADE IV) -Diagnostic scopies -Ranula -Circumscision -Intercostal Drainage -Liver Biopsy -Tonsilectomy -Rectal polyp; theirschs operation -Pararectal injections
579
-Appendix -Umbilical Hernia -Gastrostomy -Oesophageal rail road dilatation -Colostomy -Intussusception -Branchial and Thyroglossal cysts -All scopies with procedures -Hypospadius -Exchange transfusion -Suprapubic Cystolithotomy
-Incision drainage abscess MINOR OPERATIONS (GRADE V) -Urethral Dilatation -E.U.A -Umbilical polyp -Dressings -Suture removal -Ascitis Tap -Anal Strectching
ORAL AND MAXILLOFACIAL SURGERY MAJOR PLUS OPERATIONS (GRADE II) - Open reduction and fixation of fractures of the facial skeleton -Bilateral condylectomy or osteoarthrotomy with arthroplasty for ankylosis of T.M Joints -Orthognathic surgery for facial deformities -Management of non unions, delayed unions and malunions of fractured facial bones with or without bone grafting -Oral implant surgery-multiple units MAJOR OPERATIONS (GRADE III) -Close reduction and fixation of fractures of the ankal skeleton. -Unilateral condylecomy or orteoarthotomy of the T.M joint -Capsulorraphy-for subluxation of the T.M. joint -Neurorraphy-inferior alveolar nerve -Oral implant surgery-single unit -Replantation or autotransplantation of tooth -Partial mandibulectomy, maxillectomy or peripheral osteotomy for benign tumours of the jaws -Peripheral neurectomy for trigeminal neuralgia -Onlay bone grafting or silastic prosthesis for depressed facial bone fractures -Excision of fibrous bands and skin grafting for oral sumbucous fibrosis -Closure of Oro-antral fistula with or without caldwel duc operation -Sequestrectomy and/or saucerization for osteomyelitis of jaws -Vestibuloplaslty with or without skin grafting
580
-Removal of impacted/embedded teeth or root tips through transalveolar approach -Removal of multiple teeth with alveoloplasty -Removal of multiple teeth with conservative dentistry -Management of cystic lesions of the jaws INTERMEDIATE OPERATION (GRADE IV) -Apisectomy and periapical curettage -Upper and/or lower arch alveolectomy -Sialolithotomy-parotid and submandlibular salivary gland ducts -Excision of mucocele/mucosa cyst/eruption cyst -Removal of fixations -Removal of teeth in a single quadrant with alveoloplasty and/or conservative dentistry -Management of dento-alveolar fractures -Conservative dentistry MINOR OPERATIONS (GRADE V) -C.L.W suturing -Biopsy of oral mucosa, tongue and jaw bones -Excision of sinus or scar tissue -I/D abscess -Surgery for ankyloglossia -Frenectomy -Secondary suturing -Cauterizsation of intre oral soft tissue lesions -Dilatation of salivary gland ducts PLASTIC SURGERY SUPER MAJOR OPERATIONS (GRADE I) -Microvasucular Flaps -Cranio Facial Reconstructions -Head and Nect Resections -Primary reconstructions MAJOR PLUS OPERATION (GRADE II) INTERMEDIATE OPERATIONS (GRADE IV) -Scar revision (Intermediate) -Blepharoplasty, Local flaps -Skin Graft for small defects (procedure less than 1&1/2 hour) MINOR OPERATIONS (GRADE V)
581
NIL MAJOR OPERATION (GRADE III) -Scar Revision (Major) -Cleft lip and palate -Hypespadias, Epispadias, etc. -Post burn contractures, etc. -Full face dermabrasion -Rhinoplasty -Mammoplasty -Red sores -Various distant flaps -T.M. joint ankylosis -Prognathism, etc. -Congenital deformities of hand, syndactily, etc. -Gynaecomastia -Local flaps (Lasting for 2 or more hours) -Skin Graft (for extensive defect procedure more than 1 & hour -Verve and Tendon Repair
-Scar revisions (Minor) -Small skin graft -Localized dermabrassions -Various dressing
GASTROENTEROLOGY INTERMEDIATE OPERATIONS (GRADE IV) -EGD Scopy with biopsy -Colonoscopy with biopsy -Ileoscopy with biopsy -Jejunoscopy with biopsy -Peritonioscopy with liver biopsy -E.R.C.P. -Endoscopic Sclerotherapy -Endoscopic Polypectomy -Endoscopic Sphincterotomy -Endoscopic billiary endoprosthesis -Endoscopic balloon dilation of stenotic lesions of the G.I Tract -Endoscopic foreign body removal MINOR OPERATIONS (GRADE V) -Ascites tapping
582
-Percutaneous liver biopsy
583
ANNEXURE 18.2 List of hospitals recognised under Central Government Health Scheme --------------------------------------------------------------------------------------------------------------------------------------Government Hospitals Private Hospitals --------------------------------------------------------------------------------------------------------------------------------------1. 1. 2. 3. 4. 5. 6. 7. 8. 9. DELHI Dr. R.M.L. Hospital Safdarjang Hospital Smt.Sucheta Kriplani Hospital (Only for maternity and for staff working in the Hospital) CGHS Maternity and Gynae Hospital, R.K. Puram. CGHS Maternity Centre, Srinivaspuri. CGHS Maternity Centre, Kalkaji. All centres under New Delhi Municipal Committee (only for maternity cases) All centres under Municipal Corporation of Delhi (only for maternity cases) Badshah Khan Hospital, Faridabad 1. 2. 3. 4. (For maternity cases only) Dr. B.L. Kapur Memorial Hospital, Pusa Road St.Stephen's Hospital, Tees Hazari. Kasturba Hospital, Nr. Jama Masjid. Girdhari Lal Maternity Hospital, Opposite Kamla Market, Ajmeri Gate Delhi Neurological Research Centre (for CT Scan )(for TB only) Lala Ram Swaroop TB Hospital, Mehrauli. Rajaan Babu TB Hospital, Kingsway Camp. Escorts Heart Institute (for by-pass surgery). Batra Hospital. Natural Heart Institute (for general cases) Narinder Mohan Hospital, Mohan Nagar, Ghaziabad.
5. 6. 7. 8. 9. 10. 11.
2. 1. 2. 3. 4. 5. 3. 1. 2. 3. 4. 5. 6. 7.
AHMEDABAD Government Civil Hospital Government Mental Hospital Government TB Hospital Government Dental Hospital Shri M.P. Shah Cancer Hospital (Government aided) ALLAHABAD S.R.N. Hospital M.L.N. Hospital M.D. Eye Hospital Dufferin Hospital T.B. Sapru Hospital Kamala Nehru Memorial Hospital S.N. Children Hospital
584
--------------------------------------------------------------------------------------------------------------------------------------Government Hospitals Private Hospitals --------------------------------------------------------------------------------------------------------------------------------------4. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. BANGALORE Bowring and Lady C Central Leprosarium, Magadi Road HSIS Gosha Hospital, Taskar Town Isolation Hospital, Old Madras Road. Lady Willingdon and TB Demonstration Training Centre, K.G. Road. Minto Ophthalmic Hospital Albert Victoria Road. SDS Sanatorium, Hosur Road. T.B. Sanatorium, Old Madras Road. Vani Vilas Hospital, Krishnarajendra Road. Victoria Hospital Shri Jayachamarajendra Institute of Indian Medicine, Tank Bund Road. MUMBAI J.J. Hospital St.George Hospital G.T. Hospital Cama Alblese Hospital N.M. Mental Hospital Municipal Hospitals (three) Railway Hospital Naval Hospital 1. 2. 3. 4. 5. 6. 7. 8. Bombay Hospital Nanavati Hospital Radhibai Vatumull Sanatorium Sarvodya Hospital Tata Memorial Hospital Children Orthopaedic Hospital National Hospital Mangal Anand Hospital
5. 1. 2. 3. 4. 5. 6. 7. 8.
585
8.
6. 1. 2. 3. 4. 5. 6. 7.
--------------------------------------------------------------------------------------------------------------------------------------Government Hospitals Private Hospitals --------------------------------------------------------------------------------------------------------------------------------------Naval Hospital 6. Children Orthopaedic Hospital 7. National Hospital 8. Mangal Anand Hospital CALCUTTA S.S.K.M. Hospital Medical College and Hospital N.R.S. Medical College and Hospital R.G. Kar Medical College and Hospital. Polyclinic at Subushan Hospital. Diagnostic and Research Centre National Medical College 1. 2. 3. 4. 5. 6. 7. Bahala Hospital Ramakrishna Mission Seva Pratishthan Lumbini Park Mental Hospital Belle Vue Clinic Heart Care Centre East India Clinic K.S. Roy, T.B. Hospital
7. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 8. 1. 2.
HYDERABAD Osmania General Hospital Gandhi Medical Hospital Secunderabad. E.N.T. Hospital Quarantine Fever Hospital Govt. Maternity Hospital Nizam Orthopaedic Hospital Niloufer Hospital Mental Hospital Cancer Hospital Osmania Dental College T.B. Hospital Sarojini Eye Hospital Govt. Ayurvedic Hospital Govt. Unani Hospital JAIPUR Indian Red Cross Society Polyclinic (for tests only) S.M.S. ZananaT.B. and Mental Hospital. KANPUR L.L.R. Hospital U.I.S.E. Hospital U.H.M. Hospital A.H.M. Hospital K.P.M. Hospital M.I. Chest Hospital 1. S.M.D. Hospital 1 3 4. C.C. Shroff Hospital 2 Sagarlal MemorialHospital Sai Ram Hospital Sharvana Nursing Home
9. 1. 2. 3. 4. 5. 6.
586
7. 8.
J.K. Cancer Institute L.L.R. Cardiology Institute --------------------------------------------------------------------------------------------------------------------------------------Government Hospitals Private Hospitals --------------------------------------------------------------------------------------------------------------------------------------LUCKNOW Civil Hospital 1. Ramakrishna Mission Vivekananda Balrampur Hospital Polyclinic Medical College Hospital 2. U.P. Medical Center ( for CT scan) CHENNAI Govt. Stanley Medical College 1. Hospital 2. Govt. Kilpauk Medical College 3. Hospital Govt. General Hospital Govt. Royapettah Hospital Govt. Mental Hospital Govt. Ophthalmic Hospital Govt. R.S.R.M.Hospital Govt. Kasturba Gandhi Hospital Govt. Thiruvatterswarar T.B. Hospital Govt. T.B. Sanatorium, Tambaram Govt. Chest Institutes Tuberculosis Demonstration and Training Centre, Chetput Institute of Obstetric and Gynaecology and Hospital for Women and Children Institute of Child Health and Hospital for Children
10. 1. 2. 3. 11. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 12. 1. 2. 3. 13. 1. 2. 3. 4.
Public Health Centre Andhra Mahila Sabha Nursing Home Cancer Institute
Govt. Homoeopathic Medical College and Hospital. Govt. Peripheral Hospital, K.K. Nagar. MEERUT PL. Sharma Hospital Medical College Hospital. Dufferin Hospital. NAGPUR 1. 2. 3. 4. 5. Mure Memorial Hospital Matru Sewa Sangh Mater nity Hospital. Gopikrishna Toori Neurological Clinic. Rashtra Sant Tukdoji Cancer Hospital Nagpur Neurological Research Centre (for CT Scan)
Medical College Hospital Mayo General Hospital Dental College and Hospital Mental Hospital
587
14.
PATNA Patna Medical College and 1. Kurjee Holy Family Hospital. Hospital Nalanda Medical College and Hospital. Patna City Govt. Hospital Rajendranagar Hospital. ------------------------------------------------------------------------------------------------------------------------------------------Government Hospitals Private Hospitals ------------------------------------------------------------------------------------------------------------------------------------------15. 1. 2. 3. PUNE Sassoon General Hospital Amid Chest Hospital Mental Hospital, Yerwada 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 16. 1. 2. 17. 1. 2. 3. 4. 5. K.E.M Hospital Ruby Hall Clinic Hardikar Hospital N.M.Wadia Hospital Sencheti Hospital Joshi Hospital Sharda Clinic Colony Nursing Home Sanjeevan Hospital Pune Hospital and Research Centre. Nature cure Institute, Urli Kanchan
2. 3. 4.
REFERRAL HOSPITALS (with approval of Director, CGHS) All India Institute of Medical Science, New Delhi G.B. Pant Hospital, New Delhi SPECIALISED HOSPITALS (with approval of Director, CGHS) Tata Memorial Hospital, Mumbai C.M.C. Vellore (for Neurology) Mental Hospital, Ranchi (Bihar) Eye Hospital, Sitapur (U.P.) Railway Hospital,Perambur
588
Annexure 18.3
Application for Reimbursement of Medical Expenses Incurred in Respect of a Supervising Official and/or Member(s) of his Family From___________________________Memorandum_____________________ _______________________________ To______________________________ _______________________________ ________________________________ No.____________________________ ________________________________ Date___________________________ _________________________________
1. 2. 3.
Name & Designation Residential Address Whether Expenditure claimed is for his/her personal illness, if yes state nature of ailment also Name of the Doctor and his full address Particulars with dates of leave granted if any
: : :
4. 5. 6.
: :
Give following particulars if reimbursement : Is claimed in respect of dependent family Members ___________________________________________________________________________ NAME RELATIONSHIP AGE NAME OF AILMENT __________________________________________________________________________
__________________________________________________________________________ Details of Expenditure (Prescriptions and supporting vouchers to be attached) Date Bill/Cash Amount Memo No. Rupees ---------------------------------------------------------------------------------------------------------------------------Chemist/Doctor
-----------Total Less 25% in case of family Total reimbursement claimed Total to pay ________ -----------
589
I certify that the expenses as detailed above were actually incurred by me for myself/member(s) of my family fully dependent on me. Further certified that I have not received nor am I entitled to any reimbursement or contribution towards such expenses under a personal accident policy or under any claim in respect of an accident or from any other source. I also certify that dependent parent(s) in respect of whom the reimbursement is being claimed ordinarily reside(s) with me and my other brothers and sisters working in the Bank have not claimed /are not claiming reimbursement of such expenses.
(Signature of official)
The bill(s) has/have been scrutinized by me in terms of the instructions contained in H.O Circular Memorandum No. 82 and Br. No. 246 of 1966. I confirm that the bill(s) is/are in conformity with the various provision of the scheme for medical benefits for Supervising Staff and recommended that it/these may be passed for payment.
Head of Department The claim for treatment for self and members of family should be submitted with separate memorandum. Please note that nature of ailment and other particulars invariably incorporated in the above memorandum. Pay Rs. Cheque No.__________ Paid on_____________ Account No._________ Amount____________ Branch Manager/ Asstt. General Manager _______________________________________________________________________ Branch Manager/Asstt. General Manager
To be submitted in Triplicate-Original and Duplicate to be forwarded with the supporting bills and receipts where the bill is to be passed by the controlling authority-In cases where bills have been passed by Branch Manager, triplicates (without the bills and receipts) to be forwarded to the controlling authority for post audit purpose. (Separate forms should be used for bills pertaining to self and family. If treatment has been obtained from a practioner other than the one approved by the Bank, all the bills should be scrutinised and countersigned by the Bank's approved doctor.)
590
ANNEXURE 18.4 SERIOUS DISEASES TO BE CONSIDERED IN TERMS OF PARA 18.2 (a+b) 1. 2. 3. 4. 5. 6. 7. Cerebral Malaria Epilepsy if there is 'Status Expilepticus' Non-alcoholic Cirrhosis of Liver Haemophilia Purpura Thalassaemea Typhoid with complications like i) ii) 8. 9. 10. 11. 12 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. Cancer Accidents of a serious nature Cardiac ailments Kidney diseases Paralysis Cerebral Palsy AIDS Multiple Sclerosis Meningitis Perforated Duodenal Ulcer Bleeding Oesophageal Varices Acute Peritonitis Intususception Strangulated Inguinal Hernia Arthritis Intestinal Perforation or intestinal obstruction Typhoid psychosis or brain damage
Parkinson's disease
591
ANNEXURE 18.5 CIRCLE REIMBURSEMENT OF ADDITONAL MEDICAL EXPENSES 1 2 3 Name of the officer : Grade : Name of the family member for whom claim has been submitted by the officer and his/her relationship with the * officer : Particulars of treatment (a) Nature of the disease : (b) Period of Hospitalisation : (c) Period of domiciliary treatment of each stage of pre and post hospitalisation treatment considered for additional reimbursement : 5 Details of expenses
Particular
Actual medical expenses incurred (2)
(1)
Amount Amount already admissible for reimbursed reimbursement as per {i.e. 75% ** charges fixed for the of (3)} Centre (3) (4)
(i) Hospitalisation expenses/ Bed *** charges `
(ii) Lab tests/ Investigations
(iii) Medicines and drugs
(iv) Doctors' Consultation fee
(v) Other expenses (please specify)
Total {(i) to (v)} * ** *** In case of parent of the officer, the LHO should confirm that he/ she resides with and is wholly dependent on the officer concerned. 75% of the admissible amount given at (3) is reimbursable. Bed charges should be as per the entitlement of the officer concerned at the centre where the treatment was taken. 7. Financial condition of the officer in terms of the latest statement of assets and liabilities as on st 31 March, 2003 :
592
a) Liquid assets viz. (i)balance in bank accounts : (ii) investment in NSCs, PPF, LIC, PLI, shares, etc.: b) Loans c) Cash surplus 7. a) b) c) 8. Whether spouse of the officer is employed? If yes, name of his/ her employer, designation and monthly income His/ her medical expenses entitlement : : : Yes/No : :
In case of hospitalization of dependent parent, employment status and income of brother (s) of theofficer : 9. Amount of additional reimbursement (a) (b) (i) (ii) (iii) (iv) (c) (d) Total amount of admissible/eligible expenses : 75% of (a) upto Rs 50,000/ Rs 1,00,000 85% of (a) in excess of Rs 50,000 but upto Rs 1,00,000 : 95% of (a) in excess of Rs 1,00,000/Total of (i) to (iii) : : : : We have examined the request of the officer for additional reimbursement in accordance with th paragraph 2(d) of Corporate Centre Circular letter no. CDO/PM/16/CIR/39 dated the 27 June, 2003, and are satisfied that he/ she is facing financial hardship on account of the above medical expenses. We, therefore, recommend that Shri ___________________________________ be sanctioned additional reimbursement of medical expenses amounting to Rs _________________. Place : :
Amount already reimbursed Additional reimbursement recommended [b(iv)-c]
Date
CHIEF GENERAL MANGER
593
ANNEXURE 18.6 _____________________________________________________________________________ Date of receipt of application : Signature of the Officer receiving the application : _____________________________________________________________________________ THE STATE BANK OF INDIA RETIRED EMPLOYEES MEDICAL BENEFIT TRUST (Membership-cum-Declaration Form to be used by the retired/retiring employees) Membership No. of the Trust to be filled at the Zonal Office)
A joint photograph of the member and spouse should be affixed in the box. (The Branch Manager/ Head of the Department receiving the application should attest the photograph. A copy of the photograph duly signed by the Branch Manager/ Head of the Department receiving the application should also be enclosed with the form ) 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Name of the employee Address : Provident Fund Index Number Date of Birth Date of joining the service Date of confirmation in the service Date of retirement Retired/retiring as Age as on the date of retirement Whether Rule 19(3) was invoked on attaining the age of retirement. If yes, please furnish the details of the disciplinary case, date of its conclusion and penalty, if any imposed Name of the Branch/Office from where retired : : : : : : : : :
11.
594
12.
Whether retired/retiring on attaining the age of retirement/ superannuation or on medical grounds on being declared permanently incapacitated by bodily or mental infirmity from further active service (such infirmity not being the result of irregular or intemperate habits) by a Medical Board constituted for the purpose and pension sanctioned under rule 19(iii)/22(ii) of IBI/SBI Employees Pension Fund Rules. If Retired on medical grounds, copy of the report of Medical Board constituted for the purpose be enclosed. Branch from where pension is being drawn/proposed to be drawn Details of pension/provisionl pension (copy of Pension payment advise/certificate of provisional pension should be enclosed)
13. 14.
: : : Basic Pension : Dearness Relief : Total : Rs. Rs. Rs
15. 16. 17.
Proposed Plan of the Scheme/Trust Contribution payable for the Plan If currently employed/propose to take employment, if any, after retirement, please state the details of the current/proposed employer and medical benefits available therefrom (a) Name of the spouse (b) Date of birth of the spouse
: : : Rs.
18.
: : :
19.
If the spouse is currently employed, please state the details of her/his current employer and medical benefits available therefrom Details of invalid child/children, if any, who has/have been sanctioned pension for life Details of Draft enclosed.
20.
21
Draft No. : Amount : Date of draft : Isuuing branch : Drawn on : (Signature of the member)
Date : Place : DECLARATION
595
We declare that (i) (ii) (iii) The particulars given above are correct. We have read and understood the terms and conditions of the Scheme/Trust and undertake to abide by the same. We shall not make any false claim from the Bank under the Scheme/ Trust. In the event of our making any false medical claim or not settling the medical bill, we are liable to forfeit the benefits under the Scheme/Trust as also our membership to the Scheme/Trust. We undertake to pay to the hospital all expenses in excess of our eligibility for treatment under the Scheme/Trust and the Bank will not be liaible for any such expenses in exceess of our eligibility. The Bank is also hereby authorised to recover our share of the medical bill from our Pension/Family Pension/Bank Account or from the legal heirs in case this is not paid by us within 15 days of receipt of advice thereof. A copy of this authorisation is being registered with the Trustees of the Pension Fund. We also note that in case the Board of Trustees decides to wind up the Scheme/Trust and dispose off the contributions/income received by them in a manner deemed fit by them, we shall have no legal claim against the Bank or the Managing Committee or the Trust. (SIGNATURE OF THE MEMBER) Date: (Countersignature by the Branch Manager of the branch where pension is being drawn)
(iv)
(v)
(SIGNATURE OF THE SPOUSE) Date: Branch : ___________ Code Number : ___________ Date : ___________
_____________________________________________________________________________ ACKNOWLEDGEMENT (to be given to the applicant by the branch/office receiving the Form)
Received from Shri/Smt. __________________________________________________________ Membership-cum-Declaration Form (Annexure A) of the SBI Retired Employees Medical Benefit Trust alongwith the draft No. _____________________ dated ____________ for Rs._______________ issued by ______________________ and drawn on_________________ for onward submission to _________________Zonal Office. Date ________________ Branch ______________ Stamp of the Branch receiving the Form Signature of the officer
596
CHAPTER 19 RESIDENTIAL ACCOMMODATION 19.0 i. GENERAL OSR:25(1) No officer shall be entitled as of right to be provided with residential accommodation by the Bank. It shall, however, be open to the Bank to provide residential accommodation on payment by the officer on and from first day of November, 1999 a sum equal to 1.75% of the pay in the first stage of the scale of pay in which he/she is placed or the standard rent for the accommodation, whichever is less. Provided that an officer in the Special Scale II of the Top Executive Cadre shall be provided with free unfurnished accommodation by the Bank. OSR:25(2) ii. Where residential accommodation is provided by the Bank, the charges for electricity, water, gas and conservancy shall be borne by the officer. OSR:25(3) Wherever possible, the Bank may at its discretion provide essential furniture to eligible officers on such scale as may be prescribed from time to time by the Managing Director or the Chairman, subject to the recovery of a monthly rental of 0.40% of the pay in the first stage of the scale of pay in which the officer is placed. OSR:25(4) An officer provided with such accommodation shall vacate it, if he is transferred to another station, on the day which he hands over charge of his appointment or if he proceeds on leave, on the day from which his leave commences. Provided that the competent authority may permit retention of such accommodation by the officer for such time on such terms and conditions laid down by the Managing Director. v. An inspecting official, if he so desires at the time of his joining Inspection Department, or within six months from the date of joining, may be provided residence on the Bank's usual terms and conditions at any place of his choice. An official posted in North Eastern Circle may be provided a residence on the Bank's usual terms and conditions at any place of his choice. The facility of leased residential accommodation has also been extended to all our officers on deputation to Regional Rural Banks. The scale of rental for such leased accommodation will depend upon the place of their posting at non-specified centres. ELIGIBILITY AND RENTAL CEILINGS C.C/CDO/P&HRD-PM/70 dt. 17.03.05/LHO/CirDO/P&HRD/168 dt. 17.03.2005 All confirmed officers (including Specialist Officers governed by SBI Officers Service Rules) will be eligible for taking accommodation on lease subject to the rental ceilings given below which will be effective for 3 years from 1.1.2005:-
iii.
iv.
vi. Vii
19.1
Category of Centre
597
Grade/Scale
SMGS-V SMGS-IV MMGS-III MMGS-II JMGS-I
Major A Centres 8500 7800 7300 6800 6600
Rs. per month B
6600 6100 5600 5500 5100
4100 3800 3500 3300 3100
3500 3100 2900 2600 2500
Revision of rental ceiling w.e.f 01.04.2005 (C.C/CDO/P&HRD-PM/71 dt 17.03.2005) Rs. per month Grade/Scale Major A Centres * A Category centres Except Ahmedbad TEGS VII TESG VI 17000 14500 in Ahmedabad 15000 12600 Except Ahmedabad & Bhopal Circles 12400 9700 in In Ahmedabad & Bhopal Circles 11400 9000
* Mumbai, New Delhi, Kolkata, Chennai, Bangalore, Hyderabad & Ahmedabad. Rs. per month Grade/Scale Other centres Except in Ahmedbad & Bhopal Circles 9900 6900 in Ahmedabad & Bhopal Circles 9100 6300
TEGS VII TESG VI
NOTE: (C.C/CDO/P&HRD/PM/70 & 71 dt. 17.03.05 & LHOPER & HRD/73 dt. 15.09.1999) i. The revised ceilings are the outer limits. All efforts should be made to secure residential accommodation at lower rates where possible. ii. The lease rentals of the accommodation already leased to the Bank should not be revised till the contracted period expires or lease is due for renewal and enhancement is asked for by the landlord and is in accordance with the prevailing market rent in the locality. The officers who have their own houses/flats constructed/purchased under the banks individual housing scheme at the centres where they are posted, should as far as possible occupy their own houses/flats. They may, however, be permitted leased accommodation, if they experience any difficulty in occupying their own houses. Further, if the particular assignment has a designated house, the incumbent should invariably occupy the same. Under the banks co-operative housing loan or individual housing loan scheme, it is incumbent on the part of the employee to offer the houses/flats constructed/purchased there under on lease to the bank. It is imperative that the residential accommodation available under this arrangement should be effectively requisitioned and utilized in order to ensure that the expenditure on lease residential accommodation is kept to the minimum. Flats/houses leased to the bank by employee/officer on economic rent basis should not normally be released except for the occupation of the employee concerned till the loan is fully liquidated.
iii.
iv.
v.
598
vi.
The Premises and Estate Department at LHO will draw up a list of residential accommodations already available (i.e house/flats of employees under lease to the Bank), and those to be requisitioned in future including particulars of accommodation available etc. and allot this accommodation to the eligible officer. Increase in lease rent allowed by various controllers will be reviewed by CIRMAC every quarter.
vii.
19.1.1 Reimbursement of parking charges for cars i. An officers request for hiring a garage for parking his car within his entitled rental ceiling for leased residential accommodation can be acceded to. Where, however, additional charges are required to be paid for the garage, the instructions given below should be followed. A discretion of a maximum of Rs. 300/- only, over and above the approved rentals, has been allowed as under for the purpose of reimbursement of parking charges for cars and other four-wheelers only levied by societies, cooperatives or welfare associations (unregistered also) as well as owners of garage space. The discretion would be used only in cases where flats / houses are located in Major 'A' and 'A' category centres. However, in case of genuine hardship, the Circle Chief General Manager may permit reimbursement of car parking charges upto Rs. 400/p.m. In case of B category centers where the need is felt, the Circle Chief General Manager may notify such a center for reimbursement of car parking charges upto maximum of Rs. 100/- p.m. It is clarified that the provision for car parking charges is not applicable to officers who are residing in their own houses/flats. The following guidelines would be kept in mind while using the discretion. (C.O.CDO/PM/CIR/75 dt. 17.01.2000) (i) (ii) (iii) (iv) a) b) c) d) Officers posted in branches / Zos Officers posted at LHO Officers posted in CC / CC establishments other than Belapur Officers posted in Belapur : : DGM concerned DGM and CirDO
ii.
: DGM (Estate) : DGM in charge of Estate matters
Discretion to be used only where the flat / house is located in an apartment block or a building / co-operative society, and where charges are levied separately for parking of a car. Payment may be made either to the society directly or as a reimbursement to the officer concerned on production of a receipt issued by the society. The vehicle for which parking charges are levied should be officer claiming reimbursement. The discretion would be used judiciously. registered in the name of the
19.1.2 Reimbursement of maintenance charges: (LHO/P&HRD/114 dt. 09.02.2000 & CC/CDO/P&HRD-PM/70 dt. 17.03.2005/LHO/CirDO/P&HRD/168 dt. 17.03.2005) The maintenance charges levied by the Housing Societies for common services like security, sweeping common areas, electricity for common area, maintenance of lift, garbage collection etc, may be reimbursed to the societies to a maximum of Rs. 1000/- p.m within the overall lease rent ceiling applicable to the officer on case to case basis, by the Circle CGM in respect of officers posted in the Circle and CGM(HR) in respect of officers posted in Corporate Centre establishments, after satisfying themselves as to the geniuses, of the claim. The landlord of such flats in the Housing societies should specify in writing at the time of offering the flats that the societies concerned charge such maintenance charges and these are not included in the lease rent. The officer concerned should obtain a certificate from the society to the effect that the maintenance
599
charges are paid by the occupant. Reimbursement of such charges should be made to the officer concerned on his producing a receipt thereof. 19.1.3 Hiring accommodation at rental beyond ceiling 1. The authority empowered to permit hiring of leased accommodation upto the prescribed rental ceiling may also permit hiring of leased accommodation beyond the prescribed rental ceiling provided the authority concerned is satisfied about the merit of the case and the officer has given in writing that he/she will bear the difference by deductions from his/her monthly salary by way of letter of authority. In case an officer was paying the amount in excess of rental ceiling applicable to him prior to its revision, he is eligible for refund of the said amount provided it is within the revised rental ceiling from the date the revised ceiling became effective. C.O.ADM/SPL/1809 dt. 12.04.1991
2.
19.1.4 General provisions i. ii. iii.
All efforts should be made to secure residential accommodation at economic rent as far as possible. The prescribed rental ceilings are by way of outer limits only. The lease should be for a minimum period of 3 years and upto 5 years, preferably with an option for renewal for another similar term. In acquiring houses/flats preference should be given for suitable houses built under the Bank's scheme for financing Staff Coop. Housing Societies /Individual Housing Loan irrespective of the fact that such houses belong to supervising staff or award staff. In addition, under the Bank's Cooperative Housing Loan or Individual Housing Loan Scheme, it is incumbent on the part of officers to offer the houses/flats constructed/purchased there under on lease to the Bank. As it is to our advantage to requisition such houses/flats and in order to ensure that expenditure by way of rent is kept to the minimum, it is necessary that residential accommodation available under this arrangement is effectively utilized. The rent for such houses/flats will be paid on the basis prescribed for calculation of economic rent. As long as accommodation requisitioned on economic rent basis is available, there is no need for officers to go in for leased accommodation from private landlords on payment of relatively higher rent. Where a landlord is agreeable to let out his house to the Bank for a particular officer for the period of his stay at that centre, the officer may be permitted, as a special case, to take the house on lease in the Bank's name for his use. The guidelines regarding minimum carpet area in a flat constructed/provided by the Bank have been laid down keeping in view the general position/requirements. However, this stipulation, can be relaxed in cases where, on account of high rents and location of house, etc. it is not possible to get a house within the prescribed ceiling having the prescribed carpet area. In such cases, however, reasonableness of the accommodation and rent may be examined/ensured. If the Bank has already got its own or leased residential accommodation at a place, and it is allotted to an officer, he is required to occupy it. If, however, no accommodation is available, an officer can, as per the practice followed locally, introduce a flat/house situated in a locality of his choice within his entitlement. Normally, no increase in the rental of the existing premises/flats taken on lease should be permitted during the currency of the lease whenever rental ceilings are revised. If requests are received in this regard, each case should be examined on merits and clearance obtained from the Chief General Manager. Increase in rentals in each case should be permitted only to the bare minimum and after due satisfaction that it is fully justified and advantage is not sought to be taken by the landlords because of the revised ceilings.
iv.
v.
vi.
vii.
viii.
600
ix.
An officer who has been initially appointed in the clerical cadre at a specified centre and on promotion continues to be posted thereat (not at his request) may also be provided official unfurnished accommodation on promotion provided he does not own a house at that centre. This would apply to officers in the specialist cadre as well. The format for offering one's house on lease to the Bank is given in Annexure 19.12. CATEGORISATION OF CENTRES FOR THE PURPOSE OF RENTAL CEILINGS CDO/P&HRD-PM/29 dt. 04.08.2005 Based on census 2001 and the parameters mentioned below, centres have been reclassified for the purpose of lease rentals. Lists of centres classified as Major A, A and B category for the purpose of lease rental are as per Annexure 19.14 All other centres with population below 2 lac will be categorized as C category centre. a) Major A------Mumbai Kolkata, Delhi, Chennai, Ahmedabad, Hyderabad, Bangalore. b) A---------------Other centers with a population of 7.5 lac and above c) B---------------Centres with a population of above Rs. 2 lac but below 7.5 lac.
x. 19.2
d) C--------------- All other centers. 19.3 RECOVERY FROM THE OFFICERS FOR RESIDENTIAL ACCOMMODATION PROVIDED BY THE BANK
19.3.1 Rate of recovery (i) (ii) House Rent recovery shall be at the rate of 1.75 % of the first stage of scale in which the officer is placed or the standard rent for the accommodation, whichever is less. Furniture rent recovery shall be at the rate of 0.40 % of the first stage of the scale in which the officer is placed. OSR:22(3) Explanation : For the purposes of the aforesaid provision, standard rent shall mean :i) ii) in the case of any accommodation owned by the Bank, the standard rent calculated in accordance with the procedure for such calculation in vogue in the Government. Where accommodation has been hired by the Bank, the contractual rent payable by the Bank or rent calculated in accordance with procedure in (i) above, whichever is lower.
19.3.2 Calculation of standard rent (w.e.f.01.07.1998) PER:IR:CIR:29 28.2.91 CDO/PM/CIR/33 Dt.04.09.1998 i. Where accommodation has been hired or is owned by the bank, the contractual rent payable by it or the rent calculated in accordance with the procedure for such calculation in vogue in the Government (as given below), whichever is lower, will be deemed to be the standard rent. The standard rent depends upon the 'living area' of the accommodation the computation of which is given in Annexure 19.2. The norms for measuring the 'living area' are given in Annexure 19.1.
ii.
601
iii.
For purposes of calculating standard rent, officers may be asked to advise particulars of living area in the leased housing accommodation provided to them on the format given in Annexure 19.3. The correctness of particulars advised therein should be verified by Branch Manager/Manager of a Division/Accountant. In the case of hired accommodation provided to Branch Managers, verification of the statement given by them may not be necessary. However, where the contractual rent of accommodation hired/provided by the bank is lower than the standard rent worked out on the above basis, and it is also lower than 1.75% of the first stage of scale of pay in which an officer is placed, recoveries may be made from the officer to the extent of contractual rent only : in such cases, contractual rent will be deemed as standard rent. Asst.General Managers are authorised to sanction leased housing accommodation to officers as per their eligibility. Accordingly, standard rent in respect of accommodation hired by the Bank may be approved by Asstt. General Managers (Region) concerned in respect of officers working at branches under their control. For officers posted at other offices, Office Manager or any other officer authorised to sanction leased housing accommodation may also approve fixation of standard rent. A format to be used by Branches/Offices for obtaining such approval is given in Annexure 19.4 for general guidance. Whenever a proposal for hiring accommodation for leased housing purposes is submitted by branches/offices, they may also calculate simultaneously standard rent in respect thereof in accordance with the above norms and seek approval for it from the authority concerned.
iv.
v.
vi.
19.3.3 Standard rent in case of hostel accommodation _______________________________________________________________________Category of Living area Proposed flat Remarks Suite (Sq.mt.) rate of license fee uniformly applicable throughout the country ---------------------------------------------------------------------------------------------------------------------(Rs.) ---- -------------- --------------- ------------ -------------------------------------------------------------------1. Single Room 21.5 to 30.0 65.00 Single room suites without kitchen 2. Single Room 30.5 to 39.5 90.00 Single room suites with kitchen.
3.
Double Room
47.5 to 60.00 125.00
19.3.4 Standard rent for servant quarters/garage (LHO/P&HRD/66 dt. 26.09.1998) For servant quarters and garages, allotted independent of the regular accommodation/hostel, the following flat rates may be recovered :i) ii) 19.4 Servant Quarters Garages Rs.17 /-per month Rs.10/- per month. OFFICERS WHO OWN
PROVISION OF LEASED /BANK'S ACCOMMODATION TO ACCOMMODATION AT THE SAME CENTRE
602
19.4.1 Houses constructed under Cooperative Housing Loan Scheme i. An officer who has his own house/flat constructed under staff cooperative housing scheme at the place of his posting is not entitled to Bank's residential accommodation at that centre and should occupy his own house/flat. However, exception can be made in the following deserving cases with the concurrence of Corporate Centre: In a case involving compassionate grounds of a compelling nature, the request would be considered on merits, provided there is physical disability of a permanent nature on the part of the officer himself which may cause him hardship in commuting long distances. In a case where the officer's house/flat is far away from the office but whose functional importance is such that he may have to be given leased accommodation nearer the Bank. Normally the Bank provides leased residential accommodation to an officer at a specified centre only if he has no place of his own to stay. Thus, so long as he has a house either financed by the Bank or otherwise, he should stay in that house and avail himself of other facilities such as house rent allowance. However, where his own house is already leased out, he may be given Bank's accommodation till the house is vacated. But the officer concerned will have to satisfy the Bank about the tenancy of the house and the steps being taken to have the house vacated. Similarly, in a case where the officer has a claim as a coparcener in an ancestral house, the Bank may consider providing residential accommodation. But each case will have to be judged on its merits. To ensure uniformity of approach, recommendations in regard to cases of the above nature should be submitted HR Dept. at LHO through the controlling authority. ii. Once the housing loan under the Cooperative Housing Loan Scheme is repaid or the repayment programme has run for the major part of the normal period of 20 years, say 15 years (excluding 2 years cushion period, if any stipulated), the official's request for providing him Bank's leased accommodation at the place of posting where he owns a house/flat under Cooperative Housing Loan Scheme may be considered on merits. The Bank will, however, continue to have the right to keep the house till the normal repayment period of 20 years expires. The Chief General Manager may consider such requests on merits. Officers who have their own houses/flats constructed/purchased under the Bank's Cooperative Housing Scheme at the centres where they are posted, should occupy such houses /flats. If it is for any reason considered necessary to provide leased residential accommodation to such officers, the relative proposal should be referred to L.H.O. for obtaining prior clearance from Corporate Centre in each such case.
a)
b) c)
iii.
19.4.2 Houses constructed under Individual Housing Loan Scheme CO LETTER PA:CIR:86 i. Officers, who have their own houses/flats constructed/purchased under Bank's Individual Housing Scheme at the Centres where they are posted, are eligible for official accommodation. However, they are required to first offer their house/flat to the Bank on rent for which the Bank will pay economic rent. CO LETTERS PER:IR:44735 23.11.82.C.O/PER/IR/24255 dt. 23.06.1983 ii. Where the officer has a house of his own constructed under the Individual Housing Loan Scheme and the Bank is not inclined to take this house of the officer on lease, and the officer has also been provided with official accommodation at the same centre, the officer may be permitted to lease out his house to anybody in any manner he deems fit. In this case, however, the following rule will apply:
603
CDO/PM/CIR/58 DT.24.09.1999 The recovery of normal rent will be effected from such officers at the following rates: If the rent fetched: (a) does not exceed Rs.3000/- p.m., the Banks accommodation provided to him will be at normal rent as stated in rule 25(1) of the SBI Officers Service Rules, 1992 and upon revision, the corresponding rule. exceeds Rs.3000/- p.m. but does not exceed Rs.5000/- p.m. twice the normal rent. exceeds Rs.5000/- p.m., thrice the normal rent. Standard rent will not apply in such cases. These instructions will be effective from 24.09.1999. iii. 19.5 The above rule will apply only when the house built under Individual Housing Scheme is at the same station where the officer is posted. LEASING OF ACCOMMODATION OWNED BY RELATIVES The house belonging to an officer or his/her spouse or his relative falling within the meaning of Regulation 61 (c) of the S.B.I. General Regulations 1955 as mentioned below normally will not be taken on lease for allotment to him: PER/160 OF 1988 (i) Spouse (ii) Father (iii) Mother (including Step-mother) (iv) Son (including Step-son) (v) Son's wife (vi) Daughter (including Step-daughter) (vii) Daughter's husband (viii) Brother (including Step-brother) (ix) Brother's wife (x) Sister (including Step-sister) (xi) Sister's husband (xii) Brother (including Step-brother) of the spouse (xiii) Sister (including Step-sister) of the spouse. CC/CDO/PM/17/CIR/48 dt. 22.12.2004 Though normally the officers will not be permitted to take houses on lease belonging to their close relatives for allotment to them, the Bank may at its discretion permit the officers to avail this facility on case to case basis depending on merits of each case and if the circumstances so warrant subject to the following terms and conditions : i) If Banks own residential accommodation is available it should be offered to the officer who needs a residence. In such a case, officer should not be permitted to have leased accommodation. The house belonging to the officer, should not be permitted to be leased to the Bank for his own occupation. Further, the house belonging to the officers spouse as well as dependent children should also not be permitted to be leased to the Bank for his own occupation. In case the house of a relative of the officer is taken on lease for his occupation, the lease agreement must be entered into with the bank and not with the officer.
(b) (c)
ii)
iii)
604
iv)
While entering into lease agreement in respect of house, if belonging to the close relative, Bank should stipulate the condition that when the officer is transferred to other place the Bank will continue the lease agreement as per its needs. The house acquired by the relative should have been acquired by him/ her from his/ her own sources (not partly funded by the officer) and that it should be independent and in full occupation of the officer and not shared with the relative.
v)
19.6 i.
LEASING OF ACCOMMODATION OWNED BY EMPLOYEES In case an employee has constructed a house under the Cooperative/Individual Housing Scheme and the loan is repaid in the normal repayment period, the employee would be free to use his house in the manner he deems fit and he would not be bound to offer the house to the Bank.
19.6.1 Maintenance of leased accommodation taken on economic rent from staff: CO LETTER PRM:CIR:C:2:88 18.6.88 i. Whenever a flat/bungalow is taken on economic rental basis from a member of the staff and where the components of white washing/minor repairing is not taken into consideration for calculation of economic rent, the Bank may, as a gesture of good-will, carry out oil bound distemper painting internally and oil painting of doors, windows, grills, etc. In case of flats and in case of bungalows external walls also be distempered every four years. This would be done even where the Bank is paying ceiling rent provided the lease period exceeds 4 years. The Bank will carry out the same type of distempering which the landlord had carried out while leasing the premises to the Bank (this should not include the application of plastic emulsion paint which is very costly). In other words, if the landlord had carried out white washing/water bound distemper, etc., before leasing to the Bank, the bank should also carry out white washing/water bound distemper, etc. The periodicity of white washing/distempering should not be earlier than 2 years for white washing and 4 years for distempering from the date of previous white washing/distempering. However, if the condition of the flat/bungalow is all right, the distempering may be done on completion of, say 5 years depending upon the merit of each case. It should also be ensured that whenever a flat/bungalow is taken on rental basis, it is in good/habitable condition and does not require any repairs etc. In ordinary circumstances, maintenance would mean keeping the leased accommodation in the same condition in which it was handed over to the Bank and ordinary upkeep (excluding major repairs unless occurring on account of Bank's negligence). As the rates of painting, etc. vary from place to place the discretion in this respect shall vest with the Chief General Manager. The above mentioned maintenance facilities shall be available to the Bank's retired staff members (pensioners) as well. Maintenance charges paid to the societies by officers who stay in flats may be reimbursed up to a maximum of Rs.1000/- p.m. within the overall lease rental ceilings applicable to them, on a case to case basis by the circle CGM in respect of officers posted in circles and by the CGM (HR) in respect of officers posted in Corporate Centre establishments after satisfying themselves as to the genuineness of the claim. CDO/PM/CIR/77 DT.12.01.2000 RESIDENTIAL ACCOMMODATION AT VILLAGE/ SAB BRANCHES
ii.
iii.
iv. v. vi.
19.7
19.7.1 Village branches
605
At certain village branches, arrangements have been made for the Branch Managers to share a portion of the branch premises, subject to proportionate recovery of monthly rental depending upon the residential portion occupied by the Branch Manager. As the accommodation given at the village branches is not of the standard type as in other places, the amount of recovery in such cases will be restricted to 1/3rd of the usual recovery (given in Section 13.2.2) or the standard rent, i.e. proportionate rent subject to the stipulation that at no point of time, the amount to be recovered would be less than what the officer would have to surrender on the old basis. 19.7.2 SAB branches Where only one room type accommodation is provided, recovery from concerned Branch Manager of Simplified Accounting Branches may be made at half the rate prescribed in Section 13.2.2 or standard rent, whichever is less. Where, however, normal residential accommodation (i.e. not one room type) is provided at such branches, recovery will be made at the prescribed rate. 19.8 PROJECT AREA CENTRES, TOURIST CENTRES, ETC. In respect of provision of residential accommodation at Project Area Centres where project area allowance is being paid, government-approved tourist centres and other places attracting large number of visitors on account of religious importance, the controlling authorities may refer such cases to LHO for prior clearance, furnishing the recommendation together with factual data regarding population, availability of accommodation, prevailing rental pattern and other relevant particulars. This will be examined at Corporate Centre and the decision of the appropriate authority conveyed suitably. 19.9 RESIDENTIAL ACCOMMODATION FOR PROBATIONARY OFFICERS/TRAINEE OFFICERS (INCLUDING SPECIALISTS) CO LETTER ADM:62:1491 11.8.86 i. Probationary Officers/ Trainee Officers (including Specialist Officers governed by SBI Officers Service Rules) who have family and intend to keep it with them may be provided with unfurnished residential accommodation wherever possible as per the eligibility of other JMGS I officers and a recovery as specified in Section 13.2.2 made from them. In other cases (i.e. where the officer either does not have family or does not intend keeping it with him), the officers may be provided with dormitory type (unfurnished) accommodation i.e. one room to each such officer in a flat/house by making suitable additions/alteration in consultation with landlord so as to accommodate 3 or 4 officers in a flat/house, subject to recovery of rent at the usual rate specified in Section 13.2.2. The flat/house for this purpose should be taken on monthly tenancy basis and released whenever no Probationary Officer/Trainee Officer is available to occupy the flat/house. Premises for providing dormitory type accommodation to POs/TOs may be taken at reasonable market rent prevailing at the centre. RECOVERY OF HOUSE RENT ALLOWANCE : COMPOSITE PREMISES FOR BRANCH / RESIDENCE Where a combined lease is taken for office and residential purpose, the ratio between the commercial rent and residential rent per square foot should be determined and thereafter rent for office premises and residence should be calculated in relation to the area occupied by each. The formula for calculating the standard rent will be as under: A = ratio of area occupied for office to residence B = ratio of commercial rent to residence rent per square foot.
ii. iii. 19.10 i.
606
X = area of residence Y = rate of rent for residence. Therefore XY = rent for residence ABXY = rent for office (XY + ABXY) = (AB + 1)(XY) = Lease rent ii. In the context of present prevailing rentals, the ratio of commercial rent to residential rent works out, on an average, to 3:1.25. In the circumstances, it has been decided to adopt the ratio of 3:1.25 uniformly for the purpose of recovery of rent in the case of composite premises. As regards village branches, if the rent chargeable in terms of Section 19.7 above is less than that worked out as per the above formula, the lesser amount alone should be recovered. Rent chargeable for residence in case of Composite Premises : Example Let us assume that: - Lease rent for the entire premises - Area for office - Area for residence - Rate of commercial rent (adopted uniformly) - Rate of residential rent (adopted uniformly) = Rs.800/- p.m. = 1000 sq.ft. = 800 sq.ft. = Rs.3 per sq.ft. = Rs.1.25 per sq.ft.
iii.
9.10.1
Therefore: A (i.e. ratio of area for office to residence) = 1000/800 = 1.25 B (i.e. ratio of commercial rent to residence rent = 3/1.25 = 2.4 We know that: (XY + ABXY) = (AB + 1)(XY) = Lease rent or, (XY) = Lease rent / (AB + 1) We are given A (1.25), B (2.4) and the lease rent (Rs. 800 p.m.) and are required to find XY which would be the rent for the residence. Substituting these values in the above formula, we get: XY = 800 / {(1.25 x 2.4)+1} = 800 / {3 + 1} = 800 / 4 = 200 And rent for the office would be: Lease rent for the entire premises - rent for residence = Rs. 800 - Rs. 200 = Rs. 600 p.m. RETENTION OF CIRCUMSTANCES LEASED RESIDENTIAL ACCOMMODATION UNDER CERTAIN
9.11
9.11.1
Retention of official accommodation on Retirement/Voluntary Retirement C.C/CDO/PM17/SPL/1079 dt. 28.11.2003/LHO/CirDO/P&HRD/131 dt. 15.12.2003
607
(a)
At all centres, the designated houses meant for Branch Managers/Asstt. General Managers/Dy. General Managers/General Managers/Chief General Manager etc. must be vacated within 15 days of retirement. The incumbent concerned should make alternate arrangements beforehand as the date of retirement is known in advance. No extension will be allowed. Retention of leased house/Banks flat other then designated houses will not be permitted beyond two months under any circumstances. Education of children should not be an excuse as the date of retirement is known in all cases. Whenever a retiring official is permitted to retain the Banks residence/leased, his/her leave encashment is retained as term deposit in the name of the official and released only after the residence/house is vacated. (C.O/CDO/PM16/CIR/31 dt. 10.09.2000/LHO/CirDo/PM/16/CIR/31 dt. 19.09.2000) where officers on retirement/transfer occupy the Banks flat unauthorized beyond the period for which specific approval was taken, the rent at prevailing market rate will be recovered from the concerned officers. The Estate & Premises Department will calculate market rent for various categories of Banks quarters and keep the up to date record thereof with them for ready reference. 50% of the market rent should be recovered forthwith from the salary of the officer who continues to occupy the Banks flat beyond the period for which permission was granted, so that no officer continues to occupy the Banks flat without valid permission. If the permission is granted subsequently, the officer would be eligible for the usual recovery only from the date from which such permission is granted and if the permission is not granted, the remaining 50% of market rent should also be recovered for the period of authorized occupation.
(b)
(c)
(d)
11.1.2
Telephone Essentially, telephone is provided for official work. Once an official retires, he hardly has to transact any official business and hence retention of telephone need not be allowed after retirement. However, in the case of officers in Scale VI and above, we may permit the telephone to be retained for as long as the official residence has been permitted to be retained by the competent authority. Once this period is over, the telephone line will be disconnected. The authority to permit the retention of telephone shall be same as for retaining the house. The charges for the calls will be payable by the official concerned; the rental will be paid by the Bank. Officers in Scale V and below will not be allowed the facility of retention of telephone after retirement. Officers in Top Executive Grade Scale VI & above provision of Mobile Handset after retirement CC/CDO/P&HRD-PM/41 dt. 10.11.2006 The mobile phone facility so provided is required to be surrendered by the executive immediately after retirement as they hardly have any official business thereafter. It has been felt that mobile phone facility has now become integral to the identity of the concerned official. Therefore, it has been decided that the mobile handset used by an official in TEGS VI and above may be given to him on his retirement, without any cost subject to the following stipulations: (a) Call charges and fixed charges will not be borne by the bank after retirement.
11.1.3
(b) Only those handsets will be given, which are already in use for atleast one year. The mobile phones will be given without charging the officer any cost and new handset will not be purchased for this purpose. (c) If, however, the sim card is not in the name of the concerned officer and is either in Bank name or in the name of any other officer of the Bank, the same would either be transferred in the name of the retiring officer before it is gifted to him on his retirement or the old sim card will be kept by the Bank and another sim card will be purchased by the Bank in the name of retiring officer.
608
11.1.4
Newspapers, cleaning material, reimbursement of casual labour Since the official has retired from Bank's service, supply of newspapers will stop on retirement. However, since cleaning materials and reimbursement of casual labour charges are made for maintenance of the Bank's property provided in the flat / house, these may be continued, as usual. CO LETTER PA:CIR:58 31.10.94 Office Car Under Service Rules, only Dy. General Managers and above are permitted to use official car for personal work, subject to such guidelines as may be laid down by the Bank. In as much as withdrawal of car abruptly on the date of retirement will cause inconvenience to the officer and his family members, its retention may be permitted in deserving cases. The entitlement for petrol will remain unaltered and the charges to be recovered from him for personal use as also payment, etc. for driver will be the same as if the official was in active service. However, the car should not be provided for indefinite period because of high expenditure involved. Accordingly, the car should be provided only for a period of 2 months after retirement and this should be made clear to the officer concerned in the beginning itself. The competent authority for the purpose is given in Chapter 23 (C.O/CDO/PM16/CIR/31 dt. 10.09.2000/LHO/CirDo/PM/16CIR/31 dt. 19.09.2000) Lien on Leave encashment (CDO/PM/16/CIR/31 dt. 19.09.2000, CirDO/P&HR/78 of 2000-2001) Where retiring official is permitted to retain the Banks car without retention of house after retirement (where he is staying in his own house) and/or avail advance for availing LFC/HTC facility just prior to his retirement, the leave encashment can be withheld until the Banks vehicle is surrendered and/or the relative LFC/HTC advance is adjusted. Resignation An officer who desires to resign from the bank's service is supposed to give 3 months' notice to the Bank. It is expected that the officer should make his own arrangement for his alternative accommodation within the notice period. In such cases, there is no justification to allow them to retain the residential accommodation after the date of resignation. Even when notice period is partly or wholly waived, the officer should make his own arrangements from the date the resignation becomes effective.
11.1.5
11.1.6
9.11.2 i.
ii.
The officers who desire to resign from the Bank's service will not be permitted to retain the official accommodation after the date of resignation. Study leave PER/HRD/44 dt. 22.07.1998 (a) Requests for retention of banks flats/designated residences at any place including at Staff Colleges would not be entertained under any circumstances. (b) Where the officer is residing in a leased house/flat, the competent authority may permit retention of the leased house on merits of each case for a span not exceeding one year at a time. Further, retention during the second year would be subject to fresh request, well in advance. If no request is received and approved by the competent authority well in time the house may be dehired at the discretion of the Bank. (c) In case an officer does not complete the course for which study leave was granted and is consequently not entitled to the balance 50% or 20% of salary on resuming duty, the rent for the leased accommodation should be recovered from him.
9.11.3
609
(d) In cases, where officers have been allowed to retain banks flats at the time of proceeding for study leave, they should be asked to move to a leased house/flat. Extraordinary leave on loss of pay In the case of an officer on extraordinary leave on loss of pay other than medical grounds, prompt steps should be taken to have the residence vacated once it becomes clear that the officer is making arrangements to quit the Bank. Where medical grounds are involved, each case may have to be reviewed on its merits by the Chief General Manager. Deceased Officers Request from the dependents of the deceased officers may be considered sympathetically especially for continuance of the residential accommodation upto the end of the current academic session of the school/college going children of the deceased officer. Officers under suspension OSR:68A(7)(ii) The Central Board of the Bank at their meeting held on March 30, 1994 approved amendment of Rule 68A(7)(ii) of the SBI Officers Service Rules to read as under :the
9.11.4
9.11.5
9.11.6
"During the period of suspension an officer may, subject to such guidelines as decided by the Managing Director, be allowed occupation of such official accommodation as may be decided by the Bank but shall not be entitled to free use of the Bank's car or receipt of conveyance or entertainment allowance or special allowance". The administrative guidelines in this regard are as stated below:i. ii. If the suspended officer is residing in the Bank's leased would be left undisturbed. residential accommodation, he
If the officer is residing in a designated flat/house allotted to him by virtue of his position as Branch Manager or incumbent of any other post, he should shift to an alternative leased accommodation. If the place of residence is Bank's own house/flat, the suspended official should shift to a leased house or to an alternative accommodation as Bank flats are in short supply and there would be long waiting list of incoming officers. The leased accommodation can be at the same centre as the office/branch from where the official was placed under suspension or elsewhere, as per his convenience, and Bank finding it feasible and/or prudent to do so in the interest of the pending investigation. The recovery on account of provision of the accommodation be as per rules, as if the official was in active service. The furniture / fixture already provided in the said house will not be withdrawn and usual rent will be recovered. However, if a new leased accommodation is taken, the same will be furnished with essential furniture only. The rental ceilings will be as per the place of stay. The following facilities will also be allowed to the official under suspension :Residential telephone, if any, will not be withdrawn and may be continued on the same terms as in active service.
iii.
iv.
v. vi.
vii. viii. a)
610
b) c)
Cleansing materials for upkeep of furniture and fixtures as per rules. Reimbursement of casual labour charges as per rules. Officers on Transfer PA/CIR/118 Dt.10.09.1991 CDO/PM/CIR/56 Dt.14.03.2001
9.11.7
1.
The Dy. General Manager of Modules/Special Branches may consider the request of officers working under their Module/branch for granting permission to retain Bank's residential accommodation at the previous place of posting upto a period of two months. Such requests for periods beyond two months to four months, should be referred to the General Manager and beyond four months to six months, to the Circle Chief General Manager for consideration on merits. Request for retention of accommodation beyond six months, but not beyond the academic session may be referred to CGM (HR) at Corporate Centre. While retention of official residential accommodation for 2 months may be permitted in deserving cases to enable the officer to identify a suitable accommodation at the new place of posting and settle down, requests for periods beyond 2 months should be critically examined keeping in view the following facts: Requests for retention of residential accommodation on the grounds of education of children / illness of dependent family member(s), etc. should be considered on merits of each case. Cases where child(ren) is/are studying in preparatory classes (primary section) or upto standard IV, should generally not be considered. There is no provision to provide two houses to any officer. In case retention of residential accommodation is permitted at the previous place of posting, no leased accommodation should be permitted at the transferee place. However, in case the residential accommodation at the transferee place is a designated house, the officer concerned may be permitted to occupy it subject to usual deduction for both the houses. Telephone connection if provided to the official upto SMGS V should be withdrawn on transfer. For officers in Scale VI and above, if telephone is allowed to be retained, the call charges are to be borne by the officer concerned. In case of designated residences of Branch Managers, Dy.General Manager and General Managers, these should be vacated by the outgoing officer within 15 days of his getting relieved, and retention beyond this period should generally not be permitted. The facility of retaining leased accommodation in parent Circles consequent upon inter-Circle transfer on promotion, hitherto available for transfer to Patna, Bhubaneshwar and North East Circle have been extended for all such transfers to deficit Circles. This facility has also been extended on an experimental basis for posting to Corporate Centre establishments at Kolkata for a period of one year subject to review thereafter. Mid-academic transfers should be avoided as far as possible and the annual transfer exercise should be initiated sufficiently in advance so that officers can shift their families well before the commencement of the academic session to minimise the requests for retention of accommodation. Retention beyond six months but not beyond academic session should be referred to CGM (HR), Corporate Centre. The prescribed proforma for retention of accommodation beyond the prescribed period is given in Annexure 19.5. The authority structure in terms of Rule 25(4) of SBI Officers Service Rules:
2.
a)
b)
c)
d)
e)
3.
4.
5.
611
i)
For Circles / CAG branches: CDO/PM/17/CIR/2 Dt.8.4.2003 For Officers Scale I to V Up to 4 months Up to 6 months Beyond 6 months but not beyond the academic session : : official not below the rank of Deputy General Manager official not below the rank of General Manager
For Officers Scale VI & VII Up to 6 months Beyond 6 months : : CGM Group Executive (NB/CB) excepting accommodation in Mumbai which will be approved by DMD & CDO Group Executive (NB/CB) excepting accommodation in Mumbai which will be approved by DMD & CDO
For Officers TEGSS I
FOR CORPORATE CENTRE ESTABLISHMENTS: For Flats in Mumbai Scale I to TEGSS I for any period TEGSS II for any period For Flats Outside Mumbai Scale I to V : Up to 2 months Beyond 4 months Beyond 6 months but not beyond the academic session Scale VI & VII: TEGSS I TEGSS II : : Any period Any period Any period DGM or GM of the Dept. CGM(HR) : : DMD & CDO Chairman
CGM (HR), Corporate Centre CGM (HR), Corporate Centre DMD & CDO Chairman
Retention of residential accommodation at previous place of posting by officers posted to Corporate Centre. (CIR NO. CDO/PM/GR/24 dt. 9.6.1999) i) Scale I to V Up to six months or allotment of a flat in Mumbai , GM concerned in the Circle
612
whichever is earlier ii) ---do--Beyond six months and up to twelve months or allotment of a flat in Mumbai, whichever is earlier Up to six months or allotment of a flat in Mumbai , whichever is earlier a) Up to three months or allotment of a flat in Mumbai , whichever is earlier CGM of the Circle
iii)
Scale VI
CGM concerned in the Circle
iv)
Scale VII
CGM concerned in the Circle
b) Beyond three months DMD & CDO v) Scale I to Scale VI transferred from CC departments/ establishment outside Mumbai Up to six months allotment of a flat in Mumbai whichever is earlier Head of the deptt / establishment concerned for leased houses, and authority not below GM who has administrative control of Banks flats at that centre.
vi) Scale I to Scale VI Beyond six months GM (Corporate Services) transferred from CC and up to 12 months departments / or allotment of a flat establishments in Mumbai, whichever is outside Mumbai earlier vii) Scale VII transferred from CC departments / establishments outside Mumbai a) Up to three months CGM (HR) or allotment of a flat in Mumbai , whichever is earlier
b) Beyond three months DMD & CDO
9.11.7.1 Retention of Banks Flat on Transfer C.C/CDO/PM/17/SPL/1079 dt. 28.11.2003/LHO/CirDO/P&HRD/131 dt. 15.12.2003 Guidelines for retention of Banks flats beyond two months on transfer in respect of officers upto TEG Scale I are as follows: A. At Mumbai
Since a leased residential flat may not be available due to prevalent rents, an officer who, on transfer, requests for retention of flat in Mumbai may be allotted a flat in Belapur only (subject to availability and asked to shift his family there immediately. This will involve certain dislocation but, considering all factors, no representation in this regard shall be entertained. Such proposals will continue to be processed by the Estate Department at Corporate Centre. B. At metro centres other than Mumbai
613
At metro centres other than Mumbai, an officer on transfer may be permitted to retain Banks flat for a period not exceeding three months. Where the competent authority permits an officer to retain family at the place of previous posting on account of mid academic session or other compelling reasons, the officer should be asked to shift his family to a leased residential house. This should be stipulated in the sanction itself and retention of Banks flat should not be allowed beyond three months. (c) Further, in cases where officers on retirement/transfer occupy the Banks flat unauthorized beyond the period for which specific approval was taken, the rent at prevailing market rate will be recovered from the concerned officers. The Estate & Premises Department will calculate market rent for various categories of Banks quarters and keep the up to date record thereof with them for ready reference. 50% of the market rent should be recovered forthwith from the salary of the officer who continues to occupy the Banks flat beyond the period for which permission was granted, so that no officer continues to occupy the Banks flat without valid permission. If the permission is granted subsequently, the officer would be eligible for the usual recovery only from the date from which such permission is granted and if the permission is not granted, the remaining 50% of market rent should also be recovered for the period of authorized occupation.
19.11.8 Facility of Leased Accommodation at a Place of Choice In Respect of Officers JMGS-I to MMGS-III C.C/CDO/PM/17/CIR/84 dt. 3.1.2004/LHO/CirDO/P&HRD/158 dt. 03.02.2004 In terms of Rule 25(4) of SBI Officers Service Rules it has now been decided to permit officers JMGS-I to MMGS-III to keep their family at a place of choice with a precondition that the officer himself/herself will stay at the place of his/her posting and will not commute to the place where he/she has been provided leased accommodation for retaining his/her family. The other terms and conditions are as under: i) ii) iii) An application-cum-undertaking as per Annexure 19.19 will be submitted by the officer who wants to retain his/her choice. The officer availing this facility will be eligible for the lease rental ceiling applicable to the place of his/her posting or the place where the house is leased, whichever is lower. If the officer opts for leased accommodation facility at a place other than his/her posting, he/she would not be eligible for guest house/banks accommodation at his/her place of posting and arrangement for his/her stay at the place of posting will have to be made by him/her own cost/expense. All officers are required to stay at the place of their posting. As such if an officer, who has been permitted to avail this facility is found to be commuting from his/her place of posting to the place where he/she has been provided the leased accommodation, the concerned controller (of the rank of AGM & above) will withdraw the facility without giving notice and without prejudice to Banks right for initiating appropriate disciplinary action. In the event of an officer exercising the option of availing the facility of leased accommodation at a place of choice, he/she would be entitled for reimbursement of the actual traveling expenses in respect of self and family members and also the cost of transportation of household luggage to the place where he/she intends to have a leased accommodation. Such reimbursement will, however, be limited to his/her entitlement had he/she shifted his/her family and household luggage to the place of his/her posting. This facility will be available only once during one posting, i.e., if the officer again wants to shift to any other place, he/she will have to do so at his/her own cost and expenses. If a designated house is provided at the place where the officer is now transferred and posted, he/she must occupy the same. While such officer can exercise his/her option for
iv)
v)
vi)
614
availing the facility of leased accommodation at a place of his/her choice, he/she will be subjected to recovery of usual rent for both the houses. vii) The facility of shifting the family to the place of choice is applicable only for leased accommodation and not Banks flat etc. The officer would be required to vacate the Banks flat, if occupied at his/her previous place of posting; Banks owned houses/quarters at the place of choice shall not be made available to such category of officers. The officers will be permitted to avail the facility only after they report at the proposed place of posting and apply for the same. The authority structure to permit the officer to avail the facility of leased accommodation at the place of choice will be as under: For officers posted at Branches Authority vested with Controller-AGM (Region) DGM (Module) GM (Network) DGM & CirDO at LHO/DGM at ZOs its DGM-in-charge of administration General Managers General Managers Dy. General Manager (Estate)
viii)
i)
ii) iii)
LHO/ZOs and their dependencies Corporate Centre and establishments: a) b) c) d) I & MA and Credit Audit ZIOs Colleges/Institutes Corporate Centre
9.11.8.1 Facility of Leased Accommodation at a Place of Officers SMGS IV and V Bank at its discretion may permit the facility of leased accommodation to Officers SMGS IV and V at their place of choice beyond academic session on case to case basis, depending upon the merits of each case, with the permission as per undernoted authority structure: CC/CDO/P&HRD-PM/59 dt. 18.02.2005 For officers in SMGS IV and V Authority vested with posted at i) Branches, ZOs, LHOs, and their Circle CGM dependencies ii) Branches/offices under Mid- CGM of Mid-Corporate/CAG Corporate/CAG iii) Corporate Centre and its establishments: a) I & MA and Credit Audit b) ZIOs c) Colleges/Institutes d) Corporate Centre Officer not below the rank of CGM posted at the department The Officer not below the rank of GM The Officer not below the rank of GM GM (Corporate Services)
The other terms of conditions stipulated above in para 19.11.8 (i) to (viii) will be applicable to the officers SMGS IV & V also.
9.11.8.2 Payment of HRA on Capital Cost Basis CC/CDO/P&HRD-PM/51 dt. 25.01.2005 Officers who are permitted to retain their families at their own house constructed out of Banks finance at a place of choice will be permitted to draw HRA on capital cost basis at the rate
615
applicable to the place of posting or to the place where his own house is situated whichever is lower subject to the ceiling stipulated in the rules. On Deputation on Mobile Duty to Inspection & Audit or Credit Audit Deptt. For Banks Flats in Mumbai and other metros, the previsions of para 19.11.7.1 above shall apply.
9.11.9
9.11.10 Dismissal/Removal from service i. Officers who are dismissed/removed from service are not aware of the date on which they are likely to be dismissed/removed from service and hence it may not be possible to them to make alternative arrangements for shifting their residence in advance. Therefore, such officers may be permitted to retain their residential accommodation and furniture for a period not exceeding two months. It should, however, be noted that any retention beyond two months shall not be permitted. Moreover, telephone, car, newspaper, casual labour, cleansing material, etc. if provided should be withdrawn immediately on dismissal/removal from service. The competent authority for the purpose would be as given below: For Circles: Up to 2 Months : GM in their respective network branches and Departments and GM for deptts under the direct administrative control of the CGM In exceptional circumstances CGM For CGM himself Group Executive/DMD & CDO
ii.
Beyond 2 Months
For CO and its Establishments including CAG Branches: For flats in Mumbai DMD & CDO GM heading the Deptt/Establishment. If no GM is posted, GM (CS) at CC. CGM [CGM means :For Corporate Accounts Group & CAG Branches - CGM (CAG)/Principal for Staff Colleges/ CGM (I&A) for I & A Dept. CGM (Credit Audit) for Credit Audit Dept. Where GM or CGM is not posted, CGM (HR) at CC will decide.]
For flats outside Mumbai: Upto 2 months Beyond 2 months -
12
PROVISION OF LEASED ACCOMMODATION TO OFFICERS DIFFICULT CENTRES CDO/PM/CIR/23 Dt. 09.06.1999 & CDO/PM/CIR/40 Dt.. 28.07.1999
POSTED
AT RURAL /
a) b)
An officer posted to a rural center may be permitted to retain his family at a place of his choice. In case, he keeps his family at the previous place of posting, the rental ceiling applicable for that center i.e. the previous place of posting shall be applicable.
616
c) d)
e) f) g)
An officer who wishes to keep his family at a place of his convenience other than the place of previous posting, shall be eligible for accommodation within the rental ceiling applicable to his present place of posting i.e. rural center. Where the Banks flat/leased housing accommodation provided to an officer at the previous place of posting is required by the Bank and he is desirous of keeping his family at that center, he may arrange alternative accommodation within his entitlement applicable to that center i.e. the center of previous posting. An officer living in his house and drawing house rent allowance on capital cost basis at the place of his previous posting, and who does not shift his family from that place, shall be permitted to continue to draw it on capital cost basis during his tenure at the rural center. All officers who are permitted the above facility should necessarily stay at the place of their posting. Arrangement for stay at headquarters should be made by them at their own cost. In respect of officers who are posted as Branch Managers at rural centers where official residence earmarked for Branch Managers is available, the officer shall occupy that house and the rent will be recovered at the usual rent.
12.1
Norms for categorising a centre as "difficult" centre CO LETTER PER:IR:CIR:22 07.03.90
1. (I)
For the purpose of deciding whether a centre can be categorised as "difficult" or not, the following parameters will be taken into consideration :The centres where the Central Government is paying to its employees special compensatory allowance in terms of Fourth Pay Commission Report, would qualify for classification as "difficult" centre. Also, where the Central Government is paying special compensatory allowance to its employees posted at specified tribal areas will be treated on the same footing. However, it will be necessary to cross check with the relative government notification / publication and make sure that the centre is specifically covered for payment of special compensatory allowance while classifying the centre as "difficult" on this parameter alone. For remaining centres, the following parameters will be taken into account :(i) (ii) High altitude above sea-level resulting in hostile climatic conditions. High security risk arising from insurgency, tribal hostility, etc. as per government guidelines.
(II) (a)
(b) (c) (d) (e) (f) (g)
Public transport not at all available. Potable drinking water not at all available and the distance from which and the cost at which it is procured. Educational facilities even upto primarily level not at all available. Basic essentials of life not at all available due to absence of local market and the distance from which these have to be procured. Medical facilities even for ordinary ailments not at all available. Residential accommodation not at all available. CO LETTER ADM:SPL:2989 02.07.91
(h)
Is the branch situated in a rural centre ?
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2.
If the centre is covered under para (I) above or if four or more out of eight parameters under para (II) are satisfied, then the centre may be classified as "difficult" centre for extending leased accommodation to officers posted thereat. The format for recommending a centre to be categorised as "difficult" is given in Annexure 19.11. The position may be reviewed every two years and if the special compensatory allowance to the government employees has been withdrawn or if it fails to satisfy atleast four of the above eight conditions due to improvement in infrastructural facilities, the centre should be de-classified and fresh benefit should not be extended to the officers posted at the centre after the date of de-classification. However, those who are posted prior to this date may continue to avail the facility until they are transferred elsewhere. 3. The decision regarding classification of a centre as "difficult" or otherwise would be taken by the General Manager.
19.13
INCOME TAX : OFFICERS PROVIDED WITH RESIDENTIAL ACCOMMODATION BY THE BANK Officers provided with leased housing accommodation by the bank need not be subjected to payment of Income Tax on the basis of actual rent of the accommodation provided to them by the Bank.
19.14
EXPENSES INCURRED IN SHIFTING RESIDENCE PROVIDED IN THE FIRST INSTANCE
WHEN OFFICIAL RESIDENCE IS NOT
Sometimes, when an officer is transferred to a centre where the facility of leased housing exists, he may have to make his own private residential arrangements for a short duration if the Bank is not in a position to offer him suitable accommodation immediately at the time of his transfer. Later, the officer is required to incur some expenditure in shifting his household goods to the leased residential accommodation when the same is provided to him by the Bank. In such circumstances, it would be in order to permit reimbursement of reasonable expenses incurred by the official in shifting his household goods to the leased residential accommodation. 19.15 UNAUTHORISED OCCUPATION OF RESIDENTIAL ACCOMMODATION CO LETTER PA:CIR:113 12.9.84 A few cases of officers unauthorisedly occupying the accommodation provided by the Bank even after the expiry of the period for which they were entitled/permitted have been reported. To ensure against such occurrences in future, it has been decided : i) To serve notice on such officers to vacate the residence within a specified time limit, failing which the entire rent of the leased accommodation / market rent of the Bank's accommodation may be recovered from the salary and allowances of these officers. If the officer(s) is /are occupying leased accommodation at his/their next place of posting also, this recovery may be made in addition to the usual recovery. While serving notice, it may be made clear that this is without prejudice to any other action that the Bank may decide to take. Suitable disciplinary action may be initiated depending on the gravity of his conduct. Eviction proceedings under Public Premises (Eviction of Unauthorised Occupants) Act 1971 may also be considered in terms of Government of India Notification No. 7(9) B.O. III/74 dated June 12, 1975 published in the Gazette of India, Section 3 (ii) Part II. The Government of India have empowered Premises Officers (now Asst.General Managers {Estate & Premises}) at the then existing Local Head Offices to exercise the powers under the above Act. A copy of the Government Notification is given in Annexure 19.6.
ii) iii)
618
iv)
An undertaking on the format given in Annexure 19.7 should also be taken from the officials at the time of initial allocation of the residence by the Bank. CO LETTER ADM:SPL:3467 31.10.92
v)
The recovery of penal rent shall be in addition to the disciplinary / eviction proceedings that the Bank might initiate against the officer's misconduct of occupying the Bank's accommodation unauthorisedly. where officers on retirement/transfer occupy the Banks flat unauthorized beyond the period for which specific approval was taken, the rent at prevailing market rate will be recovered from the concerned officers. The Estate & Premises Department will calculate market rent for various categories of Banks quarters and keep the up to date record thereof with them for ready reference. 50% of the market rent should be recovered forthwith from the salary of the officer who continues to occupy the Banks flat beyond the period for which permission was granted, so that no officer continues to occupy the Banks flat without valid permission. If the permission is granted subsequently, the officer would be eligible for the usual recovery only from the date from which such permission is granted and if the permission is not granted, the remaining 50% of market rent should also be recovered for the period of authorized occupation PROVISION OF FURNITURE AND FIXTURES In terms of Rule 25(3) of SBI Officers Service Rules 1992, the Bank is providing essential furniture to eligible officers at its discretion on such scale as may be prescribed from time to time, subject to recovery of a monthly rental of 0.40% of the pay in the first stage of the pay in which the officer is th placed. Executive Committee of the Central Board in its meeting held on the 12 January 2007 has approved a new scheme for officers in SMGS V or below which seeks to eliminate unproductive work, reduce maintenance cost, release manpower resources for productive work and address the concerns of the officers. The salient features of the scheme are as under: CDO/P&HRD-PM/59/2006-07 dated 25.01.2007)
vi)
19.16
i)
The scheme is for providing furniture/ fixtures at the residence of all the officers upto SMGS-V (Banks residence/ leased residence/ residence owned by the officers and/ or residence taken by the officers on rent). All confirmed officers, including officers in specialist category, in JMGS I to SMGS V who are governed by the SBI Officers Service Rules 1992 will be eligible for availing of the facility. Accordingly, officers who have joined the Bank on contract and/ or whose remunerations have been fixed on CTC basis will not be eligible for availing of the facility. Officers in TEG Scales VI and above will continue to be governed by the existing provisions. Under the proposed scheme, officers will henceforth be allowed to purchase the essential items of furniture/ fixtures of their choice within the cost prescribed herein for each grade from reputed dealer at the place of residential accommodation/nearest big centre if the residence is at rural and semi urban centre. However, the items to be purchased shall be from the standard list of items (Annexure 19.18) permissible by the Bank. The Officers who have already been provided with the Banks furniture at their residence will not be permitted to surrender the same. However, their entitlement for purchase of furniture/fixtures under the new scheme will be decided by reducing the original cost (original purchase price) of furniture/fixtures which they are holding from the new monetary ceiling fixed for their respective grade in clause (viii) below. The officers in such cases can purchase new items of furniture as per their choice within their residual fresh entitlement. Further in case some of the items of furniture/fixtures which they are holding are more than 10 years old, the original cost of such items will be reduced from the aggregate original cost of furniture which they are holding while working out their fresh entitlement.
ii)
iii) iv)
v)
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vi)
Once the officer purchases the essential items of furniture/ fixtures as per his choice, he will not be permitted to surrender the same to the Bank. He will carry the furniture/fixtures on his transfer to the new place of posting within his eligibility of transportation of household goods and no additional claim for transportation of Banks furniture/ fixtures will be entertained. Various ceilings for metro/ non-metro will be removed and there will be only one ceiling for a particular grade because an officer may move from one kind of a centre to another. Monetary ceilings for purchase of furniture/ fixtures for various grades will be as under: Grade/scale Present entitlement Proposed for furniture at all centres (fixtures not included) (furniture/fixtures excluding taxes & inclusive of taxes, transportation transportation & cost of curtains) Non-metro SMGS V SMGS IV MMGS II & III JMGS I Rs 1,33,000/Rs Rs Rs 55,000/42,000/37,500/Metro Rs 1,33,000/Rs 70,000/Rs 53,000/Rs 47,500/Rs 1,75,000/Rs 1,10,000/Rs 1,00,000/Rs 90,000/-
vii) viii)
At present, the bank is providing curtains to officers every three years and fixtures. After the implementation of this Scheme, this facility will be withdrawn because the amounts of eligibility mentioned above also include reimbursement for curtain and fixtures and other misc. items. ix) No repairs of the furniture/ fixtures, minor or major, will be undertaken by the Bank. However, annually, the officers will be eligible for reimbursement of expenses on account of repairs, charges for washing of curtains, transit insurance, whenever furniture/ fixtures are required to be transported for any reason) etc. on certificate basis as under: JMGS I MMGS II & III SMGS IV SMGS V Rs 9000/- p.a. Rs 10000/- p.a. Rs 11000/- p.a. Rs 12000/- p.a.
The officers will have to claim this amount every year in July and no carry over of such claim to the next year will be permitted. However, no reimbursement of this amount will be made within one year from the purchase and the officer shall have to arrange for the repairs/ insurance at his own cost during that period. x) On promotion, an officer may become eligible for higher ceiling for purchase of furniture/ fixtures. In such an eventuality, he may purchase the additional items of furniture within the ceiling prescribed for his new grade and claim that additional amount from the Bank. However, if an officer continues to remain in the same grade and the entitlement of that grade is enhanced for any reason e.g. price rise, he will not be entitled to claim the enhanced amount. After purchasing the furniture/ fixtures from reputed dealer, the officers will have to use the same for 10 years. Thereafter, the ownership of the furniture / fixtures will be transferred to the officers. They would be eligible for availing of the facility for second time, subject to the condition that this facility would be given a maximum of three times in entire service career. However, every subsequent time they avail this facility, their eligible amount for this purpose shall be reduced by the residual book value of the furniture/fixture supplied last time. If the officer is promoted to TEGS VI at any stage,
xi)
620
this facility of reimbursement of the cost of essential furniture/ fixtures will not be available to him thereafter and his entitlement for physical supply of furniture/ fixture in his new scale of TEGS VI will be reduced by the book value of the furniture/ fixtures provided to him when he was SMGS-V officer. xii) An officer joining Banks service, and on his eligibility for supply of furniture, will give an application for purchase of furniture and fixture as per the specimen placed at Annexure 19.15. The officer will then be paid the amount as per his entitlement by debit to Suspense A/c. Thereafter, within a fortnight, the officer will give a certificate to the Bank on a standard format (annexure 19.16) enclosing therewith the cash memo(s)/receipted challan(s) indicating the purchase and delivery of the those items. On receipt of this certificate, the advance given to him earlier will be adjusted by debit to Banks Fixed Assets Account. A copy of this certificate and the enclosed list/ cash memo(s)/receipted challan(s) will be kept in his service file and the date of purchase and the amount of the items should be noted in the service sheet also. If the officer does not buy the furniture/fixtures within a month from the date of advance taken by him for this purpose, it will be deemed that he has misutilised the fund and the amount will be recovered from his salary in 10 instalments together with interest at the prevalent rate for clean overdraft and the officer will not be given the benefit of this Scheme in his entire service. Furniture purchased by an officer will be verified by the Branch Manager/Designated officer and a certificate to the effect will be kept on record at the branch/office. An officer may be designated for the purpose by the GM(CS)/DGM & CDO, LHO/DGM (Module) for CC/LHO/ZO establishment respectively. The furniture/ fixtures, provided at the officers residences under the scheme, will be Banks property. The officers shall not let out or otherwise part with the possession of the furniture/ fixtures to any one in whole or in part till the time the ownership thereof is transferred in their names. Once the officer has been paid the amount for purchase of furniture/fixtures from the next month onward, 0.40% of the pay in the first stage of the scale of pay in which the officer is placed will be recovered from his monthly salary toward the rent. As on the 1st March every year, every officer shall submit the possession certificate (Annexure 19.17 in duplicate duly signed in token of acknowledgement) to the branch/ office where he is posted. On transfer of an officer, the book value of furniture/ fixtures provided to him will be debited to the transferee branch/ office and the amount of reimbursement for furniture/ fixtures and the date of reimbursement will be mentioned in the LPC. This will also be mentioned in the service sheet. At the time of retirement/ voluntary retirement/ exit/ removal/dismissal of the officer, if an officer has put in more than five years of service from the date of reimbursement for furniture/ fixtures, no recovery shall be made from him and the ownership of Banks furniture/fixtures will be transferred to him. However, if an officer is retired/ voluntarily retired/ removed/ dismissed or allowed to exit from the service within 5 years from the date of reimbursement for furniture/ fixtures, the book value of the furniture/ fixtures will be recovered from his terminal dues. In case of death of the official while in service, the family of the deceased officer will be given the furniture/ fixtures already purchased by that officer free of cost and the book value of the same will be written off from Banks book. The branches/offices shall advise the list of items(inventory) supplied to the officers along with the date of purchase and original purchase price of each item, on the basis of which the fresh entitlement will be calculated.
xiii) xiv) xv)
xvi)
xvii)
xviii)
19.16.1 CLARIFICATIONS (CDO/P&HRD-PM/80/2006-07 dated 29.03.2007) Clarifications to several suggestions, references, queries and doubts in respect of the above new scheme of furniture:
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19.16.1.1
Authority structure for sanction of advance and passing of entries in regard to purchases of furniture/fixtures:
For officers posted in: (a) Branches: The advance may be sanctioned by the Branch Manager. On receipt of bills/vouchers the entry will be reversed and fixed assets/Charges A/c (as the case may be for various items as per the existing instructions) will be debited by the Branch Manager. Records of all the purchases will be maintained at the respective branches. In case of the Branch Manager, the advance and debit to fixed assets/charges a/c will be made with the prior approval of the AGM (Ops)/Controllers. ZO: The advance may be sanctioned by CM(OAD) and the entry will be reversed on receipt of bills by CM(OAD). Records of all the purchases will be maintained in the Office Administration Department at the ZO. LHO: The advance may be sanctioned by AGM(OAD) on the recommendation of Estate Department, LHO and the entry of Suspense A/c will be reversed by OAD on receipt of confirmation by the Estate Department in regard to purchases of items. Records of all purchases made by individual officers will be maintained by Estate Dept. as hitherto. Corporate Centre: The advance may be sanctioned by AGM(OAD) on the recommendation of Estate Department, Corporate Centre. The entry of suspense will be reversed by OAD on receipt of confirmation by the Estate Department A/c of the purchases made. In Corporate Centre establishment where Estate Department is not in place, AGM (OAD) will exercise all powers mentioned above.
(b)
(c)
(d)
Records/Bills/Vouchers of all purchases made will be maintained individual officer-wise by the branch/respective office. (ii) Writing off:
The following authority structure for writing off the book value of the furniture/fixtures for the serving officers and retirees/exit optees may be followed in respect of the items to be written off from the book value of the items as per the New Scheme: For officers posted in: Branch / ZO : LHO : AGM (Ops) & where AGM (Ops) is not in position, the senior-most AGM (Region). AGM (Premises & Estate) DGM (Estate) & where DGM (Estate) is not in position, the AGM (OAD)
CC/CC establishments :
19.16.1.2 MISC. CLARIFICATIONS (i) THE RECKONING DATE FOR FURNITURE/FIXTURES: A doubt has arisen whether the date of supply of furniture/fixtures at the officers residence or the date of original purchase is to be reckoned for calculating the holding period of furniture/fixtures. In this connection, we clarify that the date of purchase of the item of furniture/fixtures should be the base for calculating the number of years while transferring the ownership to the concerned officer/retirees. (ii) PAYMENT OF THE LUMPSUM AMOUNT FOR REPAIRS ETC: In terms of our Circular dated 31.1.2007, the lumpsum amount for reimbursement of expenses on account of repairs, annual maintainence charges etc., will be payable to the officer on certificate basis every year in July. It has now been decided that those officers who avail the facility of the new scheme on or before the 30th September 2007, as also those officers who are already in possession of furniture/fixtures supplied by the Bank, shall be given the lumpsum amount as per the eligibility in January 2008 and those officers who will avail the
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facility for the first time from October 2007 onwards shall be paid the lumpsum amount in January 2009. Thereafter, the next lumpsum amount shall be payable every year in January provided that where the reimbursement for furniture/fixtures is made for the first time to an officer in any year, the first payment of the lumpsum amount will be made in the month of January that falls at least 9 (nine) months after the date of purchase of furniture/fixtures. (iii) TAXES: In terms of our Circular dated 31.1.2007 the revised ceilings for purchase of furniture/fixtures for various grades of officers have been made inclusive of taxes. It is now clarified that such revised ceilings (viz., Rs 1,75,000/-, Rs 1,10,000/-, Rs 1,00,000/- & Rs 90,000/- etc.) shall be exclusive of taxes. (iv) COMMON LIST OF ITEMS: In terms of our Circular dated 31.1.2007, standard lists of items for purchase of furniture/fixtures were furnished for different grades of officers. It was stated that as an officer has to purchase within the ceiling specified, wider choice may be given to him. Therefore, it has now been decided to have a common standard list of items for purchase of furniture/fixtures for all grades of officers in SMGS V or below. However, some additional items have been mentioned separately only for the officers in Scale V. The list is exhaustive and an officer has to purchase within the ceiling stipulated for his grade/scale. The list is enclosed as Annexure to this circular. (v) INSURANCE: In terms of Circular dated 31.1.2007 an officer is required to insure the items of furniture/fixture in his possession at his own cost. It has now been decided to do away with this requirement and the existing arrangement of insurance cost to be borne by the Bank shall continue. The officer will not be required to insure the items at his own cost. However, in case of transfer/shifting of furniture/fixtures, the officers will have to bear the cost of transit insurance. (vi) OFFICERS ON PROBATION: The new scheme applies to all the confirmed officers, including officers in specialist category in JMGS I to SMGS V who are governed by the SBIOSR, 1992. However, it was pointed out that officers on probation were earlier supplied with fixtures at leased house accommodation. Accordingly, it has been decided that the officers on probation may be given upto Rs 20,000/- toward fixtures and after confirmation, they will be entitled for the balance amount (i.e. eligibility minus Rs 20,000/-) as per their eligibility under the scheme. However, if an officer resigns/or his services are terminated before confirmation of service, the entire purchase cost of fixtures given to him will be recovered from him. (vii) RETIRING OFFICERS: In terms of our above mentioned circular dated 31.1.2007 all the retiring officers after the issuance of circular are to be governed by the new scheme. It was pointed out that some retiring officers may face hardship on this count because they were not mentally prepared for this. st Therefore, it has been decided that any officer retiring on or before the 31 March 2008 will have an option to either join the new scheme or to continue with the old scheme. If he joins the new scheme, he shall have to purchase all the items supplied to him at the book value including the old ones if the items are less than 5 years old (from the date of purchase) as is envisaged in the new scheme. If the officer does not opt for the new scheme, his old entitlement shall continue and the previous instructions for purchase or return of furniture/fixtures shall apply to him. The concerned officers should submit their option on or before the 30th April, 2007 for this purpose. If they fail to opt within the stipulated time, it will be deemed that they have opted for the new scheme. (viii) CURTAINS, MATTRESSES AND CARPETS: It has been decided that the value of existing curtains and netlons that are more than 3 years old, existing mattresses which are more than 3 years old and existing carpets which are more than 6 years old may be treated as Nil. However, these instructions are meant only for the existing curtains/carpets/mattresses supplied under the old scheme and NOT for the curtains/carpets/mattresses supplied/to be supplied under the new scheme. (ix) TRANSFER OF OWNERSHIP: A doubt has been raised in regard to items of furniture/fixtures which are more than 10 years old and the matter regarding transfer of ownership in the name of the officer. We re-iterate that our above mentioned circular dated 31.1.2007 clearly mentions that officers who are holding the furniture/fixtures which are more than 10 years old will be vested with the transfer of ownership of such furniture/fixtures. The original cost of such items shall be reduced from the aggregate cost of the furniture which they are holding while working out their fresh entitlement.
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(x) RETIREMENT/EXIT OPTION ETC. A doubt has been raised in regard to items of furniture/fixtures supplied to the retiree/exit optees etc. We clarify that where the date of purchase of furniture/fixtures is less than 5 years on the date of retirement, the book value is to be recovered from the terminal dues under the new scheme. If the date of purchase is more than 5 years for such items on the date of retirement/exit etc. the items will be given to the officer free of cost and the book value of the same will be written off from the Bank's book under the new scheme. The book value will be written off by debiting the Charges A/c. (xi) NUMBER OF REQUESTS FOR PURCHASE OF ITEMS: In terms of our above mentioned circular dated 31.1.2007 as the cycle of 10 years for furniture/fixtures is to be maintained, the officer is eligible to claim his fresh entitlement as and when the tenure of 10 years of the furniture/fixtures items is completed. As only accounting entry is to be passed, it will not cause extra burden to the operating functionaries. The officer concerned, who opts for purchase of items, if he so desires, may keep Xerox copies of purchase vouchers with them for ready reference. However, as per the new scheme, the stipulation of purchase of items for a maximum of 3 times in the entire service career will continue to apply. (xii) SUPPLY FROM GODOWN: No item of furniture/fixtures is to be supplied from the godown. The existing furniture/fixtures lying in Bank's godown should be auctioned at the book value or the estimated market value whichever is higher as the floor price. The amount received on sale/auction will be credited to Bank's fixed assets account or charges account as the case may be. Usual precautions for the sale of such old items will have to be taken by the concerned functionaries. (xiii) REIMBURSEMENT FOR PURCHASES MADE FROM OWN RESOURCES: Normally an officer should purchase the items after taking advance from the Bank. At the time of sanctioning the advance, the eligibility of officers will be subjected to scrutiny and thereby the transaction will be as per the norms. However, in exceptional cases where an officer has purchased some items from his own resources after issuance of the Circular dated 31.1.2007 from a centre stipulated in that Circular and it is found that the purchase(s), and eligibility etc. are in order, such reimbursement may be permitted on a case to case basis. (xiv) IBTO/IBO: Like other officers, they will also be required to keep the furniture/fixtures. During the period they remain posted abroad, this scheme shall not be applicable to them. However, if some items of furniture/fixtures get more than 10 years old during their posting abroad, they shall be entitled to purchase new items in lieu thereof after they are repatriated and posted in India. (xv) VERIFICATION OF ITEMS WHEN LEASED HOUSE IS PROVIDED AT A DIFFERENT CENTRE: In cases where an officer has been provided with a leased house accommodation at a centre other than his place of posting and he purchases the item after taking advance from his branch/office of posting, he will be required to purchase items from the centre of his leased accommodation as mentioned in the new scheme and submit bills/vouchers as usual to reverse the Suspense A/c entry. An officer of the branch nearest to the residential accommodation provided to the officer should be entrusted by the controllers to verify the items and submit his report. 19.17 ECONOMIC RENT OF HOUSES CONSTRUCTED BY AVAILING BANK'S STAFF HOUSING LOAN CO LETTER PER:IR:CIR:160 31.10.86 i. If a house built under the Staff Co-operative Housing Scheme or the Individual Housing Loan Scheme is not required by the employee for his own use or for the use of his family and if he wants to lease it out, he is required to offer it first to the Bank. If the Bank agrees to take the house, the Bank will pay him the economic rent which will be calculated in the laid down manner on the principle that the net return to the employee should be equal to what he would have earned on his investment in long term deposits in the Bank. If the house is not required by
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the Bank, the employee will be so intimated within one month. He will then be free to let it out to a person of his choice. ii. iii. After the Bank's loan is repaid, the employee would not be bound to offer the house to the Bank. In case the Bank has refused the offer to take the house on rent from the employee but subsequently it gets interested in taking that house, the Bank will so intimate to the concerned employee. The employee in that event will make an offer to the Bank when the existing lease deed/rental agreement expires. If a house is built under the Staff Co-operative Housing Scheme, the excess of economic rent, in such cases, will be shared with the Bank in proportion to the employee's and the Bank's investments. The market rent on the Bank's investments should be calculated as 12% of the investment. The lease rent may be reckoned for computation of the economic rent. Further, expenditure on repair of house/flat can be reckoned towards the cost of the project for the purpose of calculation of economic rent for the year following the year in which expenditure is incurred provided the expenditure is in excess of normal repairs and reasonableness thereof has been verified by the Bank's Engineer under the Individual Housing Scheme. Where the employee is required to necessarily pay the amount of fixed rent as a recurring cost to the concerned Land Development Authority etc., to keep the land and building thereon in his occupancy, the lease rent may be reckoned for computation of the economic rent. Further, expenditure on repair of house/flat can be reckoned towards the cost of the project for the purpose of calculation of economic rent for the year following the year in which expenditure is incurred provided, the expenditure is in excess of normal repairs and reasonableness thereof has been verified by the Banks Engineer. Calculation of economic rent under Co-operative Housing Loan scheme No case of outstanding under the erstwhile Cooperative Housing Scheme of the Bank would be there. As such, the necessity for computation of economic rent would not arise. Calculation of Economic Rent under Individual Housing Loan scheme The format for computing Economic Rent under Individual Housing Loan Scheme is given in Annexure 19.8. Points to be noted while calculating economic rent CO LETTER PER:IR:CIR:160 31.10.86 While calculating economic rent in respect of a house / flat / tenement constructed under the Individual Housing Loan Scheme and taken on lease by the Bank, the following points should be taken into consideration. (i) Interest at the highest rate available to the staff members on their long term deposits in respect of the amount which represents the employee's own investment in the house to date (inclusive of repayments). This will be calculated by averaging the 12 monthly figures during a year (actual in the case of past months and anticipated on the basis of repayment schedule for the remaining months). The member's initial investment will be certified by an architect and verified by the Bank's Engineer. Interest at the rate applicable on the loan account in respect of the amount of the loan outstanding (monthly average for the previous financial year). Net outgoings in the form of municipal taxes, maintenance and services changes, etc.
iv.
v.
vi.
18.1
18.2
18.3
(ii) (iii)
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(iv)
It is clarified that in regard to appropriation of the interest in Bank's loan for the purpose of determining the economic rent of house, monthly average of the total amount of interest paid/accrued must be reckoned. To illustrate :- Suppose the amount of interest on loan account for the previous financial year is Rs.6000/- then the component of interest would be as under for calculation of Economic Rent. Rs. 6000/12 = Rs. 500/- p.m. The economic rent calculations may be reviewed annually based on changes in maintenance charges, municipal taxes, etc. In case of houses/ flats taken on lease by the Bank, economic rent or lease rent applicable to the occupant officer, whichever is lower, is payable. Municipal taxes cannot be paid over and above the economic rent as these are taken into computation of the economic rent.
(v) (vi)
Clarification: C.O.CDO/PM/CIR/2 dt. 11.04.2000/LHO/CirDO/PER & HRD/8 dt. 02.05.2000 Procedure to be adopted while calculating economic rent (a) (i) (ii) (b) The economic rent should be calculated at the time of initial lease, and when the rental ceilings for leased accommodation to be provided to officers are revised. As long as the economic rent is lower than the rental ceilings applicable, it should be st calculated as on 31 March every year. The rent payable shall be the lower of the economic rent and the rental ceiling applicable to the officer tenant. Procedure for verification of various components of the Economic Rent The following guidelines have been laid down regarding the manner in which the correctness of various components taken into account while calculating the economic rent should be verified:Under the Cooperative Housing Loan Scheme --------------------As certified by the Society on the basis of approved Architect/ Engineer's certificate As certified by the Society Under the Individual Housing Loan Scheme -------------------As certified by the Bank's Engineer/ approved Architect. To be verified from the receipts of the Municipal Corporation or other local bodies. To be certified by the Bank's Engineer or approved Architect N.A.
18.4
i)
Member's investment
ii)
Taxes
iii)
Cost of Maintenance Contribution to Personal
-do-
iv)
Actually paid by the society.
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Fund v) vi) Supervisory charges Member's actual contribution to the sinking funds. -do-doN.A. N.A.
18.5 i)
Calculation of economic rent in building / flat
the
event
of additions/alterations in the existing
When an employee has constructed a ground floor/a small portion on the first floor in the first instance through the Bank's funds and with his equity, the entire house should be taken by the Bank and economic rent should be calculated for the whole house. In other words, if the entire house has been constructed with the Bank's assistance i.e. the Bank's loan has been used for both ground and first floor, the economic rent should be calculated for the entire house as one unit. If an employee has constructed additional portion with his own funds, he should be allowed to let out the portion to an outsider. However, in case the bank wishes to take this portion too, it may be taken on such rent as determined between the Bank and the employee. In other words, for the additional portion constructed out of his own funds, the principle of economic rent would not apply. Authority Competent to Check and Approve Economic Rent The following guidelines should be followed regarding the authorities who are competent to check the calculation of economic rent either initially or at the time of its revision: (i) The economic rent calculation sheet should be checked and approved as on 1 April each year by the Dy. General Manager/Asstt. General Manager/Chief Manager through whom the Banks loan was sanctioned, after the due verification of the employees investment, the amount of taxes, etc. through vouchers, receipts etc. or on the basis of certificate tendered by the Banks Engineer or Architect. When the economic rent is to be revised, next economic rent calculation should also be checked by the Dy. General Manager/Asstt. General Manager/Chief Manager on the basis indicated above each year.
st
ii)
18.6
(ii)
19 i.
REIMBURSEMENT OF CLEANING/DISINFECTING MATERIALS Cleaning/disinfecting materials are supplied to officers provided with furnished/unfurnished housing accommodation for upkeep and maintenance of the Banks residential accommodation/Banks furniture and fixture. The monetary ceilings for supply of cleansing / disinfecting materials to the officers w.e.f 1 July 2003 CDO/PM/16/CIR/23 dated 1.8.2003. GRADE AMOUNT (Rs)
st
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JMGS I MMGS II & III SMGS IV SMGS V SMGS VI & VII TESSS I TESSS II
400/500/550/650/800/1000/1000/-
The following items of material may be supplied. List of sundry sanitary articles (PA/CIR/38/1/53 Dt 06.08.1993) Officers MMGS III & above 3 tins Vim 1 litre Finit 2 bottles white cleaner 3 floor swabs 2 yellow dusters 3 table dusters 2 soft brooms (alternate month) 1 lavatory brush (alternate month) 1 scrubbing brush (alternate month) Officers JMGS I & MMGS II 2 tins Vim 1 litre Finit 1 tin white cleaner (alternate month) 2 floor swabs 2 table duster 1 yellow duster 1 scrubbing brush (alternate month) 1 lavatory brush (alternate month) 1 packet cleaning powder 1 soft broom General Since the cost of cleansing material received by the officers is now taxable in in the hands of employer, it has been decided to reimburse the said amount to the officers on certificate basis. However, the officers will have to purchase the cleansing items strictly as per the list prescribed by the Bank for the purpose and give a declaration in their certificate in this regard every month while claiming the reimbursement. The format for submitting bills pertaining to purchase cleaning materials is given in Annexure 19.13. TELEPHONE FACILITY RESIDENTIAL TELEPHONE Eligible Officers are provided with a telephone at their residence. For each grade/scale of officers there will be specified number of free calls over and above the usual free calls allowed by the Telephone Department in a bi-monthly period. An officer can make the calls within these prescribed limits and the Bank will pay the charges. In case the number of calls exceeds these limits, whether it is for official reasons or otherwise, he will have to pay the excess bill amount. In
19.1
19.1.1 (1) (2) (3) (4) (5) (6) (7) (8) (9)
19.1.2 1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
19.1.3 i
ii.
20
20.1
628
case an eligible officer has telephone connection at his/her residence in his/her name, he/she is reimbursed with the rental and calls charges upto his/her eligibility. 2. The ceilings will be as under :CC/CDO/PM/16/CIR/37 dt. 12.09.2003/LHO/CirDO/P&HRD/83 dt. 03.10.2003 & CC/CDO/PM/16/SPL/691 & 692 dt. 16.09.2003 TEGSS I TEGS VII TEGS VI SMGS IV & V MMGS II & MMGS III JMGS I 3. 3000 calls per month 2000 calls per month 1500 calls per month 800 calls per month 300 calls per month 200 calls per month
The above calls, as stated earlier, are over and above the free calls allowed by the Telephone Department. Charges for the calls in excess of the limits indicated above will be borne by the officer on a bi-monthly basis when the bills are received. STD facility on residential phones to all specified officers irrespective of the scale / grade should be permitted. As ceiling on calls to be reimbursed over and above the usual free calls allowed by the telephone department, has been fixed, it has been decided to remove the restriction of STD facility only to officers in Grade / Scale IV and above. However, the reimbursement as hitherto, will continue to be restricted to the ceilings on calls, over and above the usual free calls, allowed by the telephone department. Considering the adverse effect on the social status of the officer, that may be caused, it has been decided that the telephone provided to an officer at his residence should be allowed to continue if, consequent upon change in assignment at the same center, he is not entitled for the facility in the new position. The facility would continue till the officer continues at the center. However, in such cases, only telephone rental would be reimbursed and no free calls other than those permitted by the telephone department would be allowed. Telephone services provided by Private Service Providers C.C/CDO/PM/16/CIR/95 dt. 12.03.2003/LHO/CirDO/P&HRD/180 dt. 28.03.2003 Officers eligible for residential telephone, who have got telephone connections installed at their residences from private service providers, may be reimbursed with the rental and call charges upto their eligibility subject, however, to the condition that reimbursement will be limited to the amount equivalent to rental and call charges upto specified limit chargeable by MTNL/BSNL telephone department at the relevant centre. MOBILE PHONE The facility of mobile phones was initially extended to Officers in Top Executive Grade Scale I & II (CC/CDO/PM/10/CIR/41 dt. 08.01.2001). The facility was further extended to the General Managers (CC/CDO/PM/16/CIR/62 dt. 14.01.2002). As regards the facility to the officers below the rank of General Managers, Corporate Centre vide above letter delegated the powers to the Chief General Manager of the Circles to sanction the facility only to such senior functionaries whose duties are such that:-
4.
5.
20.2
20.3
629
a) They are frequently required to remain out of their office and are to be contacted for official purpose. b) They are frequently required to contact the various functionaries for official purpose while away from their office and residence. With a view to have a better control, the guidelines for providing mobile phones are as under:i) ii) The sanctioning authority to provide mobile phones to any official will continue to be Chief General Manager as stipulated in Corporate Centre guidelines. All the recommendations for providing mobile phone to any official in the Circle will be routed through the Dy. General Manager & Circle Development Officer only, who will examine the request vis--vis laid down instructions through Premises & Estate Department.
iii) The cost of the instruments are changing frequently. In view of the current market prices the following limits will be observed.
a) b) c) d) e)
CMC members Dy. General Manager AGM/CMs Scale I to III Specialist Officers according to Scale
Rs. 10,000/Rs. 8000/Rs. 6000/Rs. 5000/-
iv) All officers will be provided mobile connection of Spice/Airtel depending upon the availability of mobile Company in the area, under the Corporate Scheme of the Company. The cost of calls including rental will have a realistic relationship with the number of calls permitted on residential telephones. The outer limit per month will however, be as under:a) Members of CMC b) Dy. General Managers c) Asstt. General Manager d) Chief Manager e) Officers in Scale I to III d) Specialist Officers i) ii) Liaison Officer Security Office at ZOs Rs. 1500/Rs. 1000/Rs. 500/Rs. 500/Rs. 500/No limit No limit Rs. 1200/Rs. 1000/Rs. 500/-
iii) Security Officers at LHO including Control Room iv) Doctors v) Fire Officer
630
vi) Others if any v)
Rs. 500/-
Since roaming facility is automatically available and no extra charges are payable now a days, this has not been restricted to any scale.
vi) The replacement/provision of new instrument to the officials to whom the facility has been provided will only be made through Premises & Estate Department after ensuring that the instrument has outlived its life and is no more repairable after obtaining a certificate from the Authorized shop the Company. vii) The officials retiring/transferred will be required to surrender the instrument/connection on the very day/next working day to the Premises & Estate Department/Officer taking charge unless permitted by the Chief General Manage in advance and make a suitable noting the Mobile Phone Register. An information to this effect will be sent to Premises & Estate Department. viii) As the limit on bills has been fixed, the cost of personal calls, if any, made within the above limits will not be recovered from the officers. The reimbursement will be on the same lines as for landline provided at residence.
ANNEXURES 19.1
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NORMS FOR MEASURING 'LIVING AREA' Main Building (a) (b) (c) (d) Rooms, kitchen, bath, latrine, store and enclosed verandah Verandah, corridors and barsati Porch Courtyard pucca Out Houses (a) (b) Rooms Verandahs 25% 12-1/2% -do-do100% 25% 12-1/2% 5% of the floor area -do-do-do-
Annexure 19.2 COMPUTATION OF STANDARD RENT (CDO/PM/CIR/33 Dt.04.09..1998)w.e.f.01.07.1998
632
Living Area (sq. metres) ----------------Up to 50 51 to 60 61 to 75 76 to 90 91 to 105 106 to 120 121 to 150 151 to 180 181 to 225 226 to 300 301 to 400 401 to 550 Beyond 550 Servant Quarters Garage
Standard Rent per month (Rs.) -------------------------113/135/157/209/252/296/362/433/510/728/901/1073/1250/17/10/-
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Annexure 19.3 FORMAT OF LETTER TO BE USED BY OFFICERS FOR ADVISING 'LIVING AREA'
The Branch Manager / Departmental Head, State Bank of India, ______________________________________
Dear Sir, FLAT / HOUSE NO. ....................... ....................... _______________________ I have been provided by the Bank leased housing accommodation as above. In this connection, I forward herewith an enclosure, showing particulars of "living area" in the accommodation provided to me.On the basis thereof, standard rent in accordance with the existing provisions/instructions, comes to Rs._______ per month. I shall be glad if standard rent as above is fixed for the accommodation provided to me and recovered / adjusted from my salary accordingly.
Yours faithfully, Place : (Name of the officer) (Designation/Grade/Scale) Date :
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Enclosure to Annexure 19.3 (A) (a) Main Building Room(s), kitchen, bath(s), latrine(s), store and enclosed verandah Verandah, corridors and barsati Porch Courtyard pucca Out House (s) Room(s), etc. Verandah(s) 25% of floor area 12-1/2% of floor area ------------------------------Total eligible area ================= Standard rent chargeable on the basis of eligible living area worked out above. sq.m. ......Sq.m. 100% of floor area 25% of floor area 12-1/2% of floor area 5% of floor area ......Sq.m.
(b)
......Sq.m.
(c) (d) (B) (a) (b)
.....Sq.m. ......Sq.m.
..... sq.m.
Rs.________
I certify that the above particulars in respect of the residential accommodation provided to me by the Bank are correct. (Signature of the officer) Place : Date : Name : Designation : Grade / Scale
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Annexure 19.4 FORMAT FOR SANCTION OF STANDARD RENT 1. 2. 3. Name of officer Grade/Scale Contractual monthly rent paid by the Bank Entitlement of officer for leased housing accommodation (i.e. maximum permissible ceiling). Amount of standard rent chargeable on the basis of particulars furnished by the officer (* copy enclosed) : :
: :
Rs........ Rs........
4.
5.
* (Here Branch Managers/Dept. Heads will enclose a copy of particulars as per Annexure 20.3 submitted by the Officer) 6. Date from which standard rent is applicable :
7.
The particulars furnished by the officer, regarding the living area of the accommodation hired by the Bank, have been verified and found to be correct. Recommended for sanction. Branch Manager / Departmental Head
SANCTIONED
Asstt. General Manager (Region)/Office Manager
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Annexure 19.5 PROFORMA FOR PERMISSION TO RETAIN OFFICIAL ACCOMMODATION AT PREVIOUS PLACE OF POSTING CONSEQUENT UPON TRANSFER 1. Name of Officer 2. Grade / Scale 3. Present place of posting 4. Previous place of posting 5. a) Leased accommodation's number and place of its location b) Whether telephone facility is provided ? 6. a) Date of Transfer Order b) Date of Relief c) Reasons for delay, if any, in relieving d) Date reported at place of posting 7. Period of retention requested for (please enclose a photo copy of the Officer's report) 8. Reasons for retention 9. Details of school going/ college going children viz. class in which they are studying name of school/college, when the session is ending, etc. 10. Whether hostel facility at the school/college is available or not 11. Whether official residential accommodation provided at new place of posting 12. Recommendations : : : :
: : : : :
: : :
Date : Place:
RECOMMENDING AUTHORITY
Permitted / Not permitted to retain official accommodation upto ................
COMPETENT AUTHORITY Date: Place:
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Annexure 19.6 Gazette Notification No. 7(9) B.O. III/74 dated June 12, 1975 ( PUBLISHED IN PART II SECTION 3(ii) OF THE GAZETTE OF INDIA) No.7(9)-B.O.III/74 Government of India Ministry of Finance Department of Banking NEW DELHI - 110 0001 12th June, 1975 NOTIFICATION In exercise of the powers conferred by Section 3 of the Public Premises (Eviction of Unauthorised Occupants) Act, 1971 (40 of 1971) the Central Government hereby appoints the officers men-tioned in column (1) of the Table below, being officers equivalent to the rank of a gazetted officer of Government, to be estate officers for the purposes of the said Act who shall exercise the powers conferred and perform the duties imposed on the estate officers by or under the said Act in respect of the public premises specified in column (2) of the said Table. The Table _______________________________________________________________________ Designation of the Categories of public premises and officer local limits of jurisdiction ---------------------------------------------------------------------------------------------------------------------(1) (2) ---------------------------------------------------------------------------------------------------------------------Premises Officer Premises belonging to or taken on lease or State Bank of India requisitioned by or on behalf of the State Bank Calcutta. of India in the States of West Bengal, Assam Manipur, Tripura and Orissa and the Union Territory of Andaman and Nicobar Islands. Premises Officer, State Bank of India, Patna Premises Officer, State Bank of India, Bombay. Premises Officer, State Bank of India, Madras. Premises Officer, State Bank of India New Delhi Premises belonging to or taken on lease or requisitioned by or on behalf of the State Bank of India in the State of Bihar. Premises belonging to or taken on lease or requisitioned by or on behalf of the State Bank of India in the State of Maharashtra and in Goa. Premises belonging to or taken on lease or requisitioned by or on behalf of the State Bank of India in the States of Tamil Nadu, Karnataka and Kerala and Union Territory of Pondicherry. Premises belonging to or taken on lease or requisitioned by or on behalf of the State Bank of India in the State of Jammu and Kashmir, Punjab, Haryana, Rajasthan and Himachal Pradesh and the Union Territory of Delhi.
638
Premises Officer, State Bank of India, Kanpur. Premises Officer, State Bank of India, Ahmedabad. Premises Officer, State Bank of India Bhopal. Premises Officer, State Bank of India, Hyderabad.
Premises belonging to or taken on lease or requisitioned by or on behalf of the the State Bank of India in the State of Uttar Pradesh. Premises belonging to or taken on lease or requisitioned by or on behalf of the State Bank of India in the State of Gujarat and in Daman. Premises belonging to or taken on lease or requisitioned by or on behalf of the State Bank of India in the State of Madhya Pradesh Premises belonging to or taken on lease or requisitioned by or on behalf of the State Bank of India in the State of Andhra Pradesh.
__________________________________________________________________________ (M.B. Usgaonkar) Under Secretary to the Government of India To The Manager, Government of India Press, Mayapuri Industrial Area, (Near Rajouri Garden) New Delhi - 110027. 1. 2. Copy forwarded for information to the :State Bank of India, Central Office, Bombay-400 021 Guard File (M.B. Usgaonkar) Under Secretary to the Government of India
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Annexure 19. 7 FORMAT OF UNDERTAKING TO VACATE LEASED ACCOMMODATION
To The Chief General Manager, State Bank of India, Local Head Office, _________. Dear Sir, STAFF : SUPERVISING - RESIDENTIAL ACCOMMODATION I hereby undertake to vacate the Bank's residential accommodation (hereinafter referred to as the "premises") allotted to me during my service or place of stay at specified centres on the expiry of the period for which permission has been granted to me failing which the bank apart from being entitled to summarily evict me from the premises would be at liberty to charge damages for such unauthorised occupation at not less than double the amount of the rent being paid by the bank or at double the commercial rent which the premises may fetch if leased out as on the said date in addition to such action that may be deemed necessary in terms of the rules governing my service and or the public premises (Eviction of Unauthorised Occupants) Act, 1971 (Central Act) or any other like law applicable. I also authorise the bank to adjust my liability arising from the above from my own contribution to Provident Fund account or Pension payable to me in the event of my retirement from bank's service and to that extent this will be deemed to be payment received by me.
Yours faithfully
(SIGNATURE OF OFFICIAL)
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Annexure 19.8 INDIVIDUAL HOUSING SCHEME FOR THE EMPLOYEES - COMPUTATION OF COMPENSATION EQUAL TO ECONOMIC RENT FOR THE FINANCIAL YEAR ENDING 31ST MARCH 200 (A) 1. (i) Basic Data : Cost of the Project :Land/Site Cost including registration fee and stamp duty Cost of construction of the house/flat as per the final bill verified by the Bank Engineer Total (i) and (ii) 2. Additional investment of capital nature, if any, during the year (to be supported by Engineer's/Architect's Certificate, where considered necessary) Total [(1) + (2)] Outstanding amount of loan availed by the employee from the Bank as on 31st March Employee's own investment in the project as on 31st March [(3) - (4)] (B) 6. Calculation of Economic Rent :-
Rs.________
(ii)
Rs.________ Rs.________
Rs.________ Rs.________
3. 4.
Rs.________ Rs.________
5.
Amount of notional interest at staff rate (max.) on long term deposits on employee's own investments i.e. (5) Interest accrued during the year on loan account Other Charges :House tax as assessed by the Municipality/Corporation or Development Authority for the year Lease Rent *Maintenance/Repair Charges equivalent to B(8)(i) or actuals,
Rs.________ Rs.________
7. 8. (i)
Rs.______ Rs.______
(ii) (iii)
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whichever is lower
Rs.______ Rs._______
(*Where the Bank has undertaken the maintenance, this component may be ignored for calculation of economic rent.) (iv) 9. 10. Total 8[(i)+(ii)+(iii)] Total of (B) [(6)+(7)+(8)] 1/12 of (9) (Economic Rent Monthly) (Rounded off to nearest Rs.5/-) Rs.________ NOTE : Where the house has been completed at a date later than 31st March, the economic rent will be calculated as on the later date. Rs.________ Rs.________
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Annexure 19.9 CALCULATION OF ECONOMIC RENT AFTER INVESTMENT ON 1ST FLOOR GIVING FULL WEIGHTAGE OF ADDITIONAL
(Total area of the house (both floors) has been assumed as 1967 sq.ft.) 1. 2. Member's contribution (excluding investment on 1st floor) Bank's loan repaid Total A 3. Interest at the maximum rate admissible to staff (i.e 12%) on long term deposits on 'A' divided by 12 gives Actual and anticipated recoveries during the current financial year : Rs.2700/-. Interest on this sum (@ 12%) would be Rs.324/- and divided by 12 gives Total B (3 + 4) 5. a) b) Taxes of all nature Share of maintenance Rs. 94,423.66 Rs. 17,667.50 -------------Rs.1,12,091.16 ============= Rs. 1,120.00
4.
Rs. 27.00 -------------Rs. 1,147.00 -------------Rs.1530/Rs.2295/---------Rs.3825/========== Rs. 318.75 --------------Rs. 1,465.75 ============ Rs. 617.10
As items (a) and (b) are annual, the monthly amounts would be Total of 'B' and 5 gives 6. 7. Total C
Proportionate rent for 1st floor viz. 828 sq.ft. Additional investment of Rs.24,000/on 1st floor. Interest at the maximum rate admissible to the staff (i.e. 12%) on long term deposits on Rs.24,000/- divided by 12 gives Economic Rent payable (6 + 7)
Rs.
240.00
-------------Rs. 857.10 ==============
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Annexure 19.10 FORMAT OF TELEPHONE REGISTER DETAILS OF ISD/STD/TRUNK CALLS _______________________Branch/Office Telephone No._______________ Name and designations of the officer at whose desk the telephone has been provided____________________
Sr. No. Date
Place for Which the Call was made
No. on Which Call was made
Name of Officer/ Employee Who Made the call
Nature Signature of Call: Official/ personal
Date & Initials Amount Of call Charges recovered
Annexure 19.11
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FORMAT FOR RECOMMENDATION FOR CATEGORISATION OF A CENTRE AS "DIFFICULT" CO LETTER PER:IR:CIR:22 07.03.90 Basic Data for Classification of "Difficult" Centres --------------------------------------------------------------------------------------------------------------------------------------CENTRE : DISTRICT : STATE/UNION TERRITORY : BRANCH OPENED ON: POPULATION : STAFF STRENGTH : (i) (ii) (iii) B.1. Progressive number of centres so far identified in the Circle as "Difficult" centres viz. Tribal Area Centres, as identified by Central Government Centres where payment of Special Compensatory Allowance is made by Central Government to their employees Centres identified as "difficult" by the Bank TOTAL : ------------------------------------------Particulars about the centre: 2. a)i) Whether hostile climatic conditions exist at the centre on account of high altitude above sea-level. If yes, please indicate the height of the centre above sea-level and whether employees are eligible for Hill and Fuel Allowance. ii) b) c) d) e) Whether there is high security risk at the centre, arising from in-surgency, tribal hostility etc. as per Government guidelines : if yes, please enclose relevant Government guidelines / circulars / letter. Whether public transport is not at all available Whether potable drinking water is available locally. If not at all available, the distance from which and the cost at which it is procured. Whether educational facilities even up to primary level are not a all available. Whether, due to absence of market, basic essentials of life are available. If not, the distance from which these have to be procured. No.of centres No.of Brs. at the centres Officers : Clerical Cadre : Sub.Staff : Staff Strength at all branches Officers Clerical --------------------------Sub-stall Total
A.
a)
b)
c)
: -------------------------------------------
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f) g) h)
Whether medical facilities for ordinary ailments are available. Whether residential accommodation is available. Is the branch situated in a rural centre. Note : Particulars / answers in respect of the above should be given in specific terms to avoid further correspondence.
C. a) b)
ADDITIONAL INFORMATION : ---------------------Availability of postal facilities : Names of Government / Public Sector establishments at the centre and number of their staff posted and residing at the centre and nature of facilities provided to them by the employers taking into account the difficulties / hardship faced by the staff. Additional cost on account of lease rent, if leased houses are provided to officers posted at the centre at place of choice. Any other relevant information / data RECOMMENDATION OF DY. GENERAL MANAGER --------------------(Please indicate specifically whether the centre qualifies for being classified as a 'difficult' centre as per norms specified in Section 19.12.1)
c) d) D.
DY. GENERAL MANAGER Date:
Annexure 19.12 FORMAT FOR OFFER FOR LEASING OF RESIDENTIAL ACCOMMODATION TO THE BANK
Permanent, Full Address of the Owner :
Telephone No. Residence : ___________
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______________________ ______________________ ______________________ ______________________ ______________________
Office
: ___________
Date : ________________
To: The Asst.General Manager/______________________ State Bank of India, Premises & Estate Dept./_______________________ Local Head Office, /___________________________ Chandigarh___________________________ Dear Sir, RESIDENTIAL ACCOMMODATION - OFFER I desire to let out my own flat / bungalow to the Bank and the terms and conditions of the Bank, which are enclosed, are acceptable to me. The required particulars are as under :i) ii) iii) iv) v) vi) Full address of the flat / bungalow to be let Total carpet area Built up area Number of rooms & details thereof Other facilities Minimum expected rent : : : : : Rs. per month ---------------------------(Inclusive of all taxes) :
Yours faithfully, ( )
Enclosure to Annexure 19.12 TERMS & CONDITIONS ON WHICH THE BUNGALOW/FLAT IS GIVEN ON RENT TO STATE BANK OF INDIA (1) (2) (3) The Bank will occupy the portion of the bungalow / flat for residential purpose of its officers and members of their families. The agreement can be terminated after giving one month's notice on either side. All rates, taxes, charges in respect of the said portion of the bungalow / flat payable to the Municipality / Government / Co-operative Housing Society or other authority including education cess shall be paid
647
by me / us. I / We shall also pay charges for water consumed at the said portion of the bungalow / flat, as also all charges in connection with the maintenance of the said portion of bungalow / flat, staircase, electricity, gurkha or any other charges. The Bank's official to whom the house will be allotted would be responsible only for payment of electricity charges in respect of the said portion of the bungalow / flat as per actual consumption shown in the separate electric meter provided therein. (4) I / We also agree to carry out white-washing and distempering atleast once in every two years and painting of doors, windows and grills, etc., once in five years in the said portion of the bungalow / flat and also carry out thorough repairs whenever required by the Bank. It is agreed and understood that if I / we fail or neglect to carry out the above mentioned works within the time specified in a written requisition from the Bank, the Bank shall be at liberty to carry out the same on my / our cost and all the expenses so incurred by the Bank shall be repaid by me / us on demand and if not so paid, the Bank is entitled to deduct the amount of expenses so incurred from the monthly rent payable to me / us. I / We agree to the above.
Yours faithfully,
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Annexure 19.13 FORMAT FOR CLAIMING REIMBURSEMENT OF EXPENSES ON CLEANING MATERIAL FOR THE MONTH_____________200 1. 2. 3. 4. 5. 6. Name of the officer Designation Grade/Scale Employee Number Nature of residential accommodation Whether furniture and fixture at the residence has been provided by the bank. : : : : : : Banks own flats/Leased accommodation/ Owned house* Yes/No
I have purchased cleansing material for Rs.________________________(Rupees_______ _________________________________) for maintenance and upkeep of the residential accommodation and furniture and fixture thereat provided by the Bank/furniture and fixture provided by the Bank at my own house. In this connection, I confirm that the cleansing material purchased by me is as per the list prescribed by the Bank for the purpose. I am eligible for the reimbursement of the amount as per Banks instructions in this regard. Yours faithfully
Date: Place: (*Delete whichever is not applicable)
(Signature of the officer)
Department______________________ H.No./Flat No.________, Sector______ ______________________________________________________________________ Passed for payment by debit to Banks Charges Account-Sundries. The amount will be reckoned in full for income Tax purpose. Staff Register Page No.________________ Please issue Banker Cheque to above Noted Officer. ___________________________________ Place: Date: Branch Manager/Chief Manager/ Asstt. General Manager
ANNEXURE I9.14
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LIST OF SPECIFIED CENTRES
CENTRES UNDER MAJOR A CATEGORY Ahmedabad Bangalore Mumbai CETRES UNDER CATEGORY A Agra Allahabad Amritsar Asansol Aurangabad Bareilly Baroda Bhopal Bhubaneswar Calicut Chandigarh Dehradun Coimbatore Cochin Dhanbad (Patna) Durg Bhillainagar Ernakulam Faridabad Ghaziabad Guwahati Gwalior Hubli Indore Jabalpur Jaipur Jameshedpur Jammu Jodhpur Kanpur Kozhikode Lucknow Meerut Madurai Ludhiana Mohali (Ch.Cir.) Mysore Nagpur Nasik Panaji Panchkula (Ch. Cir.) Patna Pondicherry Pune Rajkot Ranchi Salem Sholapur Siliguri Simla Srinagar Surat Thiruvananthapuram Tiruchirapalli Tirur Varanasi Vijayawada Visakhapatnam Kolkata Hyderabad Chennai New Delhi
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ANNEXURE -19.14
CENTRES UNDER MAJOR B CATEGORY Agartala Ahmadnagar Aiswal Aizawal Ajmer Akola Alappuzha Aligarh Alleppy Alwar Amravati Anand Anantpur Arrah Barddhaman Bathinda Behrampore (GM) Belgaum Bellary Bhagalpur Bharatpur Bhavnagar Bhilwara Bhiwandi Bihar Biharsharif Bijapur Bikaner Bilaspur Bokaro Steel City Brahmapur Burdwan Chandrapur Cuddapah Cuttack Darbhanga Darjeeling Devangere Dewas Dhule Dimapur Durgapur Eluru English Bazar Erode Etawah Faizabad Farrukhabad-cum-Fatehgarh Firozabad Ganganagar Gangtok Gaya (Patna) Goa region Gorakhpur Gulbarga Guntur Habra Hapur Hardwar Hisar Ichalkaranji Imphal Itanagar Jaina Jalgaon Jamnagar Jhansi Jullundur Junagadh Kakinada Kannur Karimnagar Karnal Kharagpur Kodaikanal Kohima Kolhapur Kollam Korba Kota Kottayam Kurnool Latur Malegaon Mangalore Mathura Maunath Bhanjan Mirzapur-cum-Vindhyachal Moradabad Muzzaffarnagar Muzzaffarpur Nagercoil Nainital Nanded-Waghala Navsari Nizamabad Nellore Parbhani Panipat Patiala Pondicherry Purena Quilon Raichur Raipur Rajahmundry Ramagundam Rampur Ratlam Rohtak Rourkela Sagar Saharanpur Sambalpur Sangli Satna Shahijahanpur Shillong Shimoga Siliguri Sonipat Thanjavur Thoothukkudi Thrissur Tirunelveli Tirupati Tirupur Trichur Tumkur Tuticorin Udaipur Ujjain Vellore Wadhwan Warangal Yamunagar
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ANNEXURE 19.15 (To be given in duplicate) Date : Place : To Branch Manager/ Head of the Deptt.
Dear Sir, ADVANCE FOR PURCHASE OF BANKS FURNITURE/ FIXTURES FOR USE AT MY RESIDENCE
652
With reference to the Banks circular letter no.____________________________ dated _________________, please grant me an advance of Rs ______________________ (Rupees __________________________________________________________) equivalent to my entitlement for purchase of furniture/ fixtures on Banks behalf for my own use at my residence. In this connection, I submit as under: i) I have been allotted Banks residential accommodation/ leased residential accommodation on ______________________ the postal address of which is as under: ___________________________________ ___________________________________ ___________________________________ I have been staying in my owned house. I have been permitted to retain my family in my owned house/ leased house at _________________ vide letter no. _______________________________ dated _______________ (copy enclosed). I have been provided with Banks furniture/fixtures, the original cost of which (excluding the items which are more than 10 years old) is Rs. __________ I undertake to purchase the items of furniture/ fixtures of my choice from reputed vendors/ companies etc. for the residual amount (Rs. ________) of my entitlement for this purpose. I undertake to give certificate within two weeks time from the date of advance taken to the Bank in confirmation of having purchased the furniture/ fixtures together with a list containing the particulars of each item, viz. the name of the item, price etc. together with the relative cash memo(s)/ receipted challan(s). I understand that if I do not purchase the furniture within a month from the date of advance being given to me for this purpose, it will be deemed that I have misutilised the fund and the amount will be recovered from my salary in 10 (ten) instalments together with interest at the prevalent rate for clean overdraft and I shall not be given the benefit of this Scheme in my entire service.
ii)
iii) iv) v)
vi)
vii)
I undertake to obtain insurance cover (including transit insurance whenever Banks furniture/ fixtures are required to be transported for any reason whatsoever) for the book value of the furniture/fixtures in the name of the Bank at my own cost in first year and from the amount payable to me towards insurance and repairs of furniture every year thereafter. The policy issued by the insurance company will be kept with me. As I shall myself be insuring the furniture/ fixtures provided to me by the Bank, in case of any loss of any kind, it will be my responsibility to get the amount of claim from insurance company and I shall not raise any claim with the Bank to replenish the loss. I understand that if I do not purchase the furniture and fixtures and submit a false certificate regarding purchases made, I shall be liable to be proceeded against under the relevant service rules.
viii)
Yours faithfully,
( Name : Designation :
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P.F. index no. :
ANNEXURE19.16
(To be given in triplicate) Date : Place : To The Branch Manager/ Head of the Deptt.
Dear Sir. PURCHASE OF BANKS FURNITURE/FIXTURES FOR MY
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RESIDENTIAL ACCOMMODATION
Further to my application dated ________________ on the basis of which I was granted an advance of Rs _______________ (Rupees _____________________________ only), this is to certify that on behalf of the Bank, I have purchased furniture/ fixtures worth Rs _____________ (Rupees _________________________________only) of my choice for my residential accommodation. The statement giving details thereof is enclosed together with the cash memo(s)/ receipted challan(s). I acknowledge that the furniture/ fixtures purchased by me are Banks property which I shall possess and take good care of as a bailee. 2. I have obtained insurance cover for the book value of Banks furniture/fixtures in Banks name and the insurance policy is in my possession. I shall always keep these Banks furniture/ fixtures insured for the Book Value in future also. In case of loss of any kind, it will be my responsibility to obtain the amount of claim from the insurance company and whether the insurance claim is paid or not paid at all, I shall not make any claim with the Bank for any replenishment of the loss. 3. I know that the furniture/ fixtures provided to me by the Bank shall remain with me for at least 10 (ten) years and I shall have to carry them wherever I am transferred within my eligibility for transportation of household goods on transfer. I shall not make any additional claim separately for transportation of Banks furniture/ fixture provided to me for my residential use. 4. I also know that I shall not get any additional reimbursement for a purchase of any furniture/ fixtures for my residential use within 10 (ten) years from the date of purchase i.e. _______________(date), except when my entitlement increases on account of my promotion. Even if there is any upward revision in future, in the entitlement for my present grade, I shall not be eligible to claim the difference between such enhanced entitlement and my present entitlement, if I continue to remain in the same grade. 5. In case of my retirement/ voluntary retirement/ removal/ discharge/dismissal/exit from service within 5 years from the date of purchase of Banks furniture/ fixtures, I hereby give irrevocable authority to the Bank to recover from my terminal dues the book value of Banks furniture/ fixtures provided to me in lieu of transferring the ownership of such furniture/ fixtures to me. Yours faithfully, ( Name : Grade : P.F. index no. : Place of posting : ___________________________________________________________________ FOR OFFICE USE Certified that I have visited the residence of Shri/Smt ______________ on _________ and verified the purchase of furniture and fixtures as per the list and found it in order. )
______________________________________ BRANCH MANAGER/DESIGNATED OFFICER
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ANNEXURE 19.17 ANNUAL POSSESSION CERTIFICATE Date : Place : To The Branch Manager/ Head of the deptt. Dear Sir, BANKS FURNITURE/ FIXTURES I hereby certify that Banks furniture/ fixtures worth the original cost of Rs ____________ (Rupees ______________________________ only), purchased on _______________ (date of purchase), remain in my possession. All the items are insured for the book value and the insurance cover is valid.
Signature Name P.F. Index No. : Grade/Scale
: :
__________________________ __________________________ __________________________
__________________________
Residential address where the Banks furniture/ fixtures are placed __________________________________
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___________________________________ ___________________________________ --------------------------------------------------------------------------------------------------------------------FOR OFFICE USE 1) Tallied with office record 2) Original cost of the furniture 3) Book value as on 1st April (i.e. beginning of the year) 4) Depreciation entries passed on 5) Book value as on 31st March : Rs ___________________ : Rs ___________________ : Rs _____________________ : Rs _____________________ : Rs _____________________
Signature of the Branch Manager/Head of the Department ANNEXURE 19.17 I. Entries to be passed by the branch/ office from where an officer is transferred ) Book value of furniture/ fixtures carried ) by an officer to the transferee branch/ ) office )
Dr Branch Clearing General A/c (through Schedule No.7) Cr Fixed Assets A/c II.
Entries to be passed by the Transferee branch/ office to which the officer is transferred ) ) ) Book value of furniture/ fixtures carried ) by an officer from the transferor ) branch/office )
Dr Fixed Assets A/c Cr Branch Clearing General A/c (through Schedule No. 8)
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ANNEXURE 19.18 PROVISION OF FURNITURE AT RESIDENTIAL ACCOMMODATION OF OFFICERS FROM SCALE I TO SCALE V Sr. Items No. of items not to No. exceed 1. 3 piece sofa set 1 2. Centre table 1 3. Show case 1 4. Single bed/double bed(with/without mattresses) 4/2 5. Dining table 1 6. Dining chairs 6 7. Writing table 1 8. Writing chair 1 9. Dressing table with/without stool 1 10. Ironing table 1 11. Iron 1 12. Inverter 1 13. Computer table 1 14. Computer chair 1 15. Steel/Aluminium kitchen rack 1 16. Water purifier 1 17. Washing machine 1 18. Refrigerator 1 19. Mixer grinder 1 20. Vacuum cleaner 1 21. Colour TV 1 22. TV trolley 1 23. Set Top Box (Conditional Access System/DTH) wherever 1 applicable 24. OTG/Microwave oven 1 25. Air conditioner 1 26. DVD/VCD/MP3/Home theatre 1 27. Meat safe 1 28. Peg table 2 29. Bed side table 2 30. Sofa cum bed 1 31. Telephone table with/without seating arrangement 1
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32. 33. 34. 35.
Garden chairs Carpet Shoe rack Room heater
4 1 1 1
ADDITIONAL ITEMS FOR OFFICERS IN SCALE V 1 Cooking range 2 Dish washer 3 Wardrobe(Wooden) 4 Wall unit 5 Kitchen chimney hub (metallic) 6 Food processor Items of fixture: cooler (1)
1 1 1 1 1 1
Ceiling fan (4), Tube light (6), Chandelier (1), Geyser (1), Steel Almirah (2), Air
Curtain worth Rs 10,000/- or less may also be purchased within the ceiling. The above lists are exhaustive. However, reimbursement of furniture/fixture will be made upto the ceiling as follows: JMGS I MMGS II& III SMGS IV SMGS V : : : : Rs 90,000/Rs 1,00,000/Rs 1,10,000/Rs 1,75,000/-
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Annexure 19.19 The Dy. General Manager/Asstt. General Manager, Zonal Office, Region, State Bank of India, _______________ Date:
THROUGH THE BRANCH MANAGER/HEAD OF THE DEPARTMENT

Dear Sir, PERMISSION TO AVAIL THE FACILITY OF
ASED ACCOMMODATION AT A PALCE OF CHOICE

I have been transferred from______________________branch/office to_______________branch/office. I am presently provided with Banks accommodation/leased accommodation. Due to family circumstances, I would like to keep my family at ____________Distt. _____________and request that permission may please be granted to me to have leased accommodation thereat as per my eligibility. The rental ceiling for leased accommodation applicable to my grade at_________and at my present place of posting at __________are Rs.________________respectively. In terms of the extant instructions, I will be eligible for lease rental ceiling for Rs.________i.e whichever is lowers. 3. In the vent of my request for provision of leased accommodation at __________being acceded. I undertake that I will not commute from the place of my posting to the place where I have been provided with leased accommodation. In case I am found to be commuting from the place of posting to the place where the leased accommodation is provided, the Bank may withdraw the facility without notice and without prejudice to Banks right for initiating appropriate disciplinary action against me. 4. I undertake to obtain transit insurance cover for the furniture from the lump sum amount payable to me on permanent transfer in terms of service rules which is payable only in case of change of residence. Please approve. Yours faithfully,
660
Signature Name: P.F Index No.: Grade/Scale: Branch/Office: Residential Address:
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CHAPTER 20 ASSETS & LIABILITIES 20.1 SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES OSR:62(1) Every officer shall, on his first appointment, either by direct recruitment or by promotion, submit a return of his assets and liabilities giving full particulars regarding : (a) the immovable property inherited by him or owned or acquired by him or held by him on lease or mortgage, either in his own name or in the name of any member of his family or in the name of any other person; shares, securities, debentures and cash including owned or acquired or held by him; bank deposits inherited by him or similarly
(b) (c) (d) 20.2
other movable property inherited by him or similarly owned or acquired or held by him; and debts and other liabilities incurred by him directly or indirectly. DATE OF ASSETS & LIABILITIES STATEMENT AND LAST DATE OF SUBMISSION OSR:62(2) Every officer shall every year submit a return on his movable, immovable and valuable property including liquid assets like shares, debentures, etc. as on 31st March of that year to the Bank before the 30th day of June of that year.
20.3
CUSTODY OF ASSETS & LIABILITIES STATEMENTS (i) (ii) Separate files relating to these statements and reports and request for permission to acquire, dispose of assets, and sanction etc. have to be maintained on the same lines as officer's service files. When an officer in MMGS-III and above is transferred from one module to another, there is no system by which his present controller can know the position of submission of the statements. For effective control and follow of the instructions quoted above, it has been decided that the receipt/submission of the statement of Assets & Liabilities of each category of officers (JMGS I onwards should be recorded in the service sheets with actual date of receipt/submission. These instructions will be effective from 01.04.1994 for recording of submission of statement of Assets and Liabilities as on 31.03.1994.
20.4
FORMAT FOR ASSETS & LIABILITIES STATEMENTS (Corp Centre letter No. CDO/PM/17/CIR/44 dt. 02.012.2004/LHO P&HRD/114 dt. 07.01.2005)
i.
Every officer should file his statement of assets and liabilities on Form No. I (for immovable property) (Annexure-20.1) and Form No. II (for liquid assets, investments, movable properties, liabilities, etc.) (Annexure-20.2 ) on his first appointment either by direct recruitment or by promotion. The statement of liquid assets to be submitted annually need not reflect cumulative transactions over the year. It should, however, reflect the position of all his liquid assets/movable properties/liabilities on Form No. II on the 31st March every year. Where an officer is a member of a joint family, his share of the property alone will require to be specified in Form I. The property
662
owned or held by the spouse which were not purchased out of the funds of the officer and continue to be owned by them need not be included. ii. On Form No. II (Annexure-20.2 ) of the form prescribed for submission of Assets & Liabilities, the official should give details of other liabilities (if any) such as guarantees issued by him on behalf of other individuals and any other contingent liabilities for which he is liable as a coobligant. All officers should furnish information on Form No. IV (as per proforma given in Annexur 20.4 their controlling authority if the total transaction in sale, purchase or both in shares, securities, debentures, mutual fund, etc. exceeds Rs.25,000/- during the financial year. The above form should be invariably submitted by all officers every year in addition to the movable/immovable property returns and the same should be kept alongwith the respective statement of assets and liabilities. Please also see Section 20.5. ACQUISITION OF SHARES / DEBENTURES UNDER PROMOTERS' / EMPLOYEES' QUOTA PER/49 & 58 dt. 09.07.1993 & 26.08.1993 respectively Officers / employees are prohibited from making investments in the acquisition of shares / debentures in their name or in the name of the spouse or of their close relatives including children / brothers / sisters / father / mother / step-mother / step-children wholly dependent on them, out of the quota reserved for the friends and associates of the directors of the company. If any officer / employee desires to acquire shares / securities out of the promoters' quota of a company under some exceptional circumstances (i.e. when a close relative of the officer / employee is a chief promoter / director of the issuer company), he shall seek prior permission of the Bank for such acquisition. The competent authority to grant such permission will be as follows :For all employees or officers in a Circle upto TEGS VII. For all employees or officers in Central Office or its establishments upto TEGS VII. For all officers in TEGSS I & II : : Chief General Manager
iii.
iv. 20.5 1.
2.
(i)
(ii)
Chief General Manager (HR)
(iii)
Managing Director in-charge of staff functions
3.
No officer / employee of the Bank can legitimately apply for or accept allotment of shares / securities out of the employees' quota of any company. Acceptance of such allotment by the employees of the Bank will be deemed to be an act of misconduct under the relevant conduct rules and the employee will render himself liable to disciplinary action for such acts. These instructions will apply, mutatis mutandis, to acquisition of shares / securities out of the employees' quotas in the names of members of families of the Bank's employees except in cases where the family member is a bonafide employee of the issuing company. It may be made clear that such acts of investments in shares / debentures, etc. out of the quota reserved for friends and associates of the promoters as also out of the employees' quotas and quotas meant for relatives, if applied for and accepted without permission, would be deemed as violative of the provisions of Rule 61(1) of State Bank of India Officers Service Rules and para 521 (4)(J) of Sastry Award (and retained by Desai Award), as applicable to officers and
4.
663
workmen employees, respectively. Such misconduct on the part of the officer employees / workmen employees would be viewed seriously and would entail disciplinary action. PER & HRD/24 dt. 30.05.1997 5. All employees (officer/award) who are holding shares / debentures of company acquired under employees' quota under any circumstances should arrange to surrender the same to the issuing company. It should, however, be noted that the Bank retains its right to initiate action against an employee who has at any time acquired shares / debentures under employees' quota. The format for submitting the required particulars is given in Annexure -20.4. This would form part of the Statement of Assets & Liabilities to be submitted by all the officers from the year ended 31st March 1997 onwards. NOTE: LHO/P&HRD/4 dt. 22.04.2002 The above information on acquisition of share under Promoters/Employees Quota was also obtained from officers at the time of considering them for promotion. Now it has been decided that as there is already a laid down system for submission and scrutiny of forms on acquisition of share under Promoters/Employees Quota at periodical intervals, there is no need to collect this information again at the time of interviews. 20.6 OTHER RULES OSR:62(3) No officer shall, except under previous intimation in writing to the competent authority, acquire or dispose of any immovable property by lease, mortgage, purchase, sale, gift or otherwise either in his own name or in the name of any member of his family. Provided that the previous sanction of the competent authority shall be obtained by the officer if any such transaction is : (a) (b) with a person obligated to the Bank through official dealings with the officer; otherwise than through a regular or reputed dealer. OSR:62(4) Every officer shall report to the competent authority every transaction concerning movable property owned or held by him either in his own name or in the name of a member of his family if the value of such property exceeds Rs.25,000/-. Provided that the previous sanction of the competent authority shall be obtained if any such transaction is : (a) (b) with a person obligated to the Bank through official dealings with the officer; or otherwise than through a regular or reputed dealer.
6.
C.O. letter No. CDO/PM/CIR/19 dt. 15.06.2001/LHO/PER & HRD/26 dt. 07.07.2001 As discussed above about reporting of transactions covering immovable and moveable properties, the Central Vigilance Commission has advised as follows:It has been observed that there has been a marked tendency in various organizations to raise queries repeatedly on these intimations without ever accepting them. It needs to be noted that this discourages public servants from complying with reporting requirements. It also needs noting that such intimations are
664
made when there is no intention to hide the transactions i.e. the transaction is a bonafide one. Therefore, impediments such as repeated queries de motivate the public servant who is being honest about his transactions. Repeated querying also does not result in uncovering any wrongdoing on the part of the public servant. Acceptance of such intimations does not confer immunity from investigation at a later stage should the need arise, nor is it a reflection on the efficiency or otherwise of the authorities concerned. Mere intimation and its acceptance do not imply that the value declared is to be accepted in the event of an investigation. There is, thus, no worthwhile benefit that accrues from such detailed inquiries at the time of intimation. It has also been observed that there is a tendency to view with harshness the failure to intimate transaction. Failure to intimate transactions could arise out of a desire to suppress transactions generated out of illicit earning or out of mistake/ignorance etc. Cases of the former type are not likely to be many since such acquisitions would not, normally be in the name of the public servant and they would be brought to light during the investigation. The latter possibility implies that the acquisition has been financed out of an acceptable source of income rendering it a case of non-compliance with the specific provision of the conduct Rules etc., without reflecting on the integrity of the public servant. Those cases where assets disproportionate to known sources of income have been uncovered would cease to be a mere technical lapse since the issue becomes one of the lack of integrity. Visiting harsh punishment on mere technical lapses would not meet the ends of justice since the public servants integrity is not in question and failure to intimate cannot be equated with possession of disproportionate assets. Taking note of the aforesaid arguments and in order to reduce compliance costs of a large strata of honest officers, the Commission has observed that its punishment policy with regard to intimations would be as follows:1. 2. Unnecessary queries may not be raised when officers make intimations. As a general rule, such intimations may simply be noted. If not related to assets disproportionate to known sources of income, failure to intimate should be treated as a technical lapse. Such lapses should ordinarily attract only a censure/administrative warning. Since monetary limits for intimation have not kept pace with inflation, the failure to send intimations of transactions in movable properties should be taken cognizance of only if the value of movable property dealt in exceeds two month basic pay of the official concerned.
3.
OSR:62(5) The Bank may, at any time, by general or special order, require an officer to furnish, within a period to be specified in the order, a full and complete statement of assets and liabilities including such movable and/or immovable property held or acquired by him or on his behalf or by any member of his family as may be specified in the order. Such a statement shall, if so required by the Bank, include the details of the means by which or the source from which such property was acquired. 20.7 i. SCRUTINY AND SECRECY Strict secrecy will be observed regarding the information furnished by the employees in their statements. With this end in view, the employees may submit statements in sealed covers, briefly superscribed as regards name of the statement, year, etc., addressed to the Receiving Authority specified below. The PF Index number should be incorporated on all the four formats in the set of Assets & Liabilities statements alongwith other existing particulars w.e.f. the Assets & Liabilities statement as on 31.03.2001. (CDO/PM/CIR/47 DT 27.01.2001)
ii.
665
iii.
The Branch Manager/Head of the Department should forward sealed cover with a covering letter direct by Registered Post to the Receiving Authority. Separate files relating these statements and reports and requests for permission to display of assets, etc. will be maintained on the same lines as officers' service files. Scrutiny of these statements should be done only by the controlling authority not below the rank of SMGS V. For officers posted in Central Office and its establishments and those deputed to subsidiaries the undernoted system of scrutiny is to be observed. Grade of Officers To be Scrutinised by The Departmental Head concerned Departmental / Subsidiary Head not below the rank of CGM; OR the CGM (HR) if the reporting hierarchy does not include a CGM. MD & GE (NBG) for officers in NBG; MD & GE (CBG) for officers in CBG DMD & CDO DMD (Associates & Subsidiaries) Chairman
iv.
(a) (b)
Officers upto Scale V Officers in TEGS VI & VII
(c) (d) (e) (f) (v)
Officers in TEGS S I Other TEGS S I officers in C.O. / its establishments Other TEGS S I officers on deputation to subsidiaries Officers in TEGS S II
Only normal scrutiny of statements may be done. Detailed scrutiny of property returns, etc. should be confined only to those cases which raise ground for suspicion of disproportionate assets. This process should not degenerate into witch hunting. Whenever, in exceptional cases, detailed survey is needed, this should be done only after authorisation by the Chief General Manager and without embarrassment to the official concerned. Such officials should be given prior intimation of the intention to do so. CONFIRMATION IN BRANCH MANAGER'S MONTHLY CERTIFICATE The controlling authorities should ensure that in respect of officers at branches, the Branch Manager's monthly certificate and the relieving Branch Manager's certificate are provided with an additional column confirming that the statements of assets and liabilities in respect of officers working under them have been obtained and forwarded as on 30th June each year. Submission of these statements is mandatory and non-submission of these statements will be viewed seriously.
20.8
20.9
CLARIFICATIONS
20.9.1 What is movable property ? i. Rule 62 (4) of the State Bank of India Officers Service Rules requires an officer to report every transaction concerning movable property owned or held by him, if the value exceeds Rs.25,000/-. The term every transaction includes all transactions of sale or of purchase of such property. The term movable property would include : jewellery, insurance policies, the annual premium of which exceeds Rs.25,000/- or one sixth of the total annual emoluments received from the Bank, whichever is less, shares, securities and debentures;
a)
666
b) c) d)
loans advanced by such employees, whether secured or not; motor cars, motor cycles, horses or any other means of conveyance; and refrigerators, radios (radiograms and television sets), etc.
20.9.2 Nature of information to be incorporated in the return i. Any transaction entered into by the spouse or any other member of the family of an employee out of his or her own funds (including stridhan, gifts, inheritance etc.) as distinct from the funds of the employee himself/herself in his or her own name and in his or her own right, would not attract the provision of this rule. Regarding the information to be included in the various statements, the following points are to be noted: Where an employee is a member of a joint family, his share of the property alone will require to be specified. Properties owned or held by spouse or children which were not purchased from out of the funds of the employee and continue to be owned by them need not be included. Liabilities incurred in the name of any member of the family shall also be included if the repayment is intended to be made from the income of the employee.
ii. a) b) c)
20.9.3 Why should an officer submit the statements? It is in the interest of the officers to submit the statements as it provides them protection against any allegation of unaccounted assets.
. 20.10 i. STEPS TO BE TAKEN IN CASE OF NON-SUBMISSION OF THE STATEMENT An officer's failure to submit the statement of assets & liabilities by 30th June would render him ineligible for any type of loan in that year, even if the statement is submitted after that date. In the next year also, an officer's eligibility for a loan would depend on submission of statement for the previous year(s) too. It should be made clear to all officers that non-submission of these statements would constitute misconduct on the part of the officers in terms of Rule 66 of SBI Officers Service Rules and would call for appropriate disciplinary action. Every officer should be called upon in writing (on the lines of the draft given in Annexure 20.5) enclosing copies of the necessary form(s) to submit his above mentioned statements. Non-submission of Statement of Assets & Liabilities as on 31 March within the stipulated period by an officer is considered a violation of service rules. An officer who does not submit the statements on the prescribed formats within the stipulated time becomes ineligible for any type of loan. Further, one who does not submit the Statements for three consecutive years can be proceeded against for minor misconduct. Each officer should therefore ensure timely submission of their statements.
st
Ii
(iii)
667
ANNEXURE-20.1 STATEMENT OF IMMOVABLE PROPERTY AS ON 31.03.200 (e.g Lands, House, Shops, Other Building etc.) (VIDE RULE 62 OF THE STATE BANK OF INDIA OFFICERS SERVICE RULES) FORM NO. I NAME___________________________ DOB____________________________ DESIGNATION____________________ BRANCH/DEPTT.__________________ DATE OF JOINING THE BANK_______ BASIC SALARY: Rs. PF INDEX:_______________________ S.No Details/Description of property & its location (See notes 1 & 5 overleaf) House/Building/Land No. 2 If not in own name, state in whose name held & his/her relationship, if any to the employee 3 How & when Acquired (See notes 2 & 6 overleaf) 4
668
Value of the property (See Note 3 overleaf) 5
Total Annual Income From the property 6
Remarks 7
Signatutre_____________Date:______________ Note: 1) 2) If the property is not wholly owned the extent of share may also be indicated. For the purpose of column 4 the term lease would mean a lease of immovable property from year to year for any term exceeding one year of reserving a yearly rent. Where, however, the lease of immovable property is obtained from a person having official dealings with the employee, such a lease should be shown in this column irrespective of the term of the lease whether it is short term or long term, and the periodicity of the payment of rent. In column 5 should be shown: a) b) c) 4. 5. 6. Where the property has been acquired by purchase, mortgage or lease, the price of premium paid for such acquisition. Where it has been acquired by lease, the total annual rent thereof Where the acquisition is by inheritance, gift or exchange the approximate value of the property so acquired.
3)
The annual return in respect of immovable property may also be submitted in this form as st on 31 March. Name of District, Division Taluka & Village in which the property is situated & also its distinctive number etc. will be given in column 2. Whether by purchase, Mortgage, lease, inheritance gift or otherwise & name with details of person/persons from whom acquired (Address and connections of the employed, if any with the person/persons concerned here also to be given in Column 4).
669
Signatutre_______________Date___________
FORM NO. II
ANNEXURE-20.2
STATEMENT OF ASSETS (OTHER THAN IMMOVABLE PROPERTY) & LIABILITIES st On first appointments/1 April________/as____________ ON ___________200 (VIDE RULE 62 OF THE STATE BANK OF INDIA OFFICERS SERVICE RULES) NAME___________________________ DOB____________________________ DESIGNATION____________________ BRANCH/DEPTT.__________________ DATE OF JOINING THE BANK_______ BASIC SALARY: Rs. PF INDEX:_______________________ LIABILITIES I Liabilities to the Bank/Financial Institutions Sr. No. Type of loan Principal Present outstanding
ASSETS A. Liquid Assets & Investments (including deposits & LIC Policies Description Amount/ Held in Original the name Price of & relationship 2 3 How Annual acquired Income derived 4 5
670
B. Movable Properties 1
ii. Liabilities to friends & Relatives Sr. Type of Principal Present No. loan Amount outstanding
iii. Other Liabilities ( if any) Sr. Type of Principal Present No. loan Amount outstanding
N.B. : Additional sheets may be attached where necessary Note: Note: Note: 1) 2) 3) Signature_______________Date______________ In the case of share, securities, debentures etc. face value and approximate market value as on date of statement may be mentioned. In the case of Life Insurance Policies the date of maturity may also be stated. Under B, information may be given regarding items like (a) Gold/Silver ornaments: Approximate weight only be stated. (b) Silver including ornaments vessels etc. (approximate weight) (c) Other precious metals, items of jewellery precious stones forming part of jewellery etc. approximate value to be stated. (d) (i) Motor Car (ii) Scooters/Motor Cycles (iii) Refrigerator/Air-conditioners (iv) Radios/Radiogram/Television sets and any other articles the value of which individually exceeds Rs. 2500/- (e) value of items of movable property individual worth less than Rs. 2500/- other than articles of daily us such as clothes, utensils books, crockery etc. added together as lump sum. In column 4, may be indicated whether the property was acquired by purchase gift, or otherwise. Under liabilities brief details should be given.
Note:
4)
Note:
5)
Signature_______________Date_______________
671
FORM NO. III
ANNEXURE-20.3
Detailed Statement in respect of Shares/Debentures purchased under Promoters/Employees st Quota as on 31 March, 200 in Officers own name and also those held in the name of Spouse and Dependent Children (VIDE RULE 62 OF THE STATE BANK OF INDIA OFFICERS SERVICE RULES) NAME___________________________ DOB____________________________ DESIGNATION____________________ BRANCH/DEPTT.__________________ DATE OF JOINING THE BANK_______ BASIC SALARY: Rs. PF INDEX:_______________________
Sr. No.
Name of the Company
No. of shares
Face value
Cost of acquisition
Whether Promoters/ Employees quota
How acquired
Position held at the time of acquisition and if the company had any borrowing or other facilities at that time 8
672
B. Spouse and dependant children (Please give name and relationship)
(2) Any additions/deletions to this statement during the year ended the 31 March 200 and the profit/loss incurred by me is given below. Place: Date: FORM IV To be submitted alongwith the Assets & Liabilities Statement as at the end of March every year Form for giving intimation where total transactions in securities, Debentures & Investment in Mutual Fund schemes etc. exceed Rs. 25000/- during the year st ended the 31 March, 200 Signature___________________ ANNEXURE-20.4
st
1.
Name and Designation PF Index: Scale of pay & present pay Details of each transaction made in shares, securities debentures, Mutual funds scheme etc. during the financial year Particulars of the party/firm with whom transaction is made a) Is party related to you ? b) Did you have any dealings with the party in your official capacity at any
D.O.B
2. 3.
4.
673
time or is the applicant likely to have any dealings with you in the near future ? 5. Source or sources from which Financed a) b) Declaration: I hereby declare that the particulars given above are true. Place: Date: Signature____________________ Designation__________________ Personal savings Other sources, give details:
Annexure 20.5 Draft of letter to be addressed to officials who have the statement of Assets & Liabilities, etc.
Shri ________________ C/o State Bank of India, _______________________ _______________________ Dear Sir, STAFF SUPERVISING NON SUBMISSION OF STATEMENT OF ASSETS AND LIABILITIES, ETC. ---------------------------------------------------------1. Our records indicate that the following statements of assets and liabilities as on March 31, _______ as required under Rule 62 of SBI Officers Service Rules have not been submitted by you so far: Form No.I Form No.II Form No.III Form No.IV 2. 3. You are, therefore, called upon to submit the aforesaid statements positively within 15 days from the date of receipt of this letter. Copies of the relevant formats are enclosed for this purpose. In this connection, we would like to impress upon you that it will be in your own interest to submit these statements as required under the service rules and non-submission will constitute a misconduct in terms of Rule 66 of SBI Officers Service Rules. Your failure to submit these statements within the stipulated period will be viewed seriously and dealt with appropriately.
defaulted in submitting
674
Yours faithfully,
(AUTHORITY AS APPLICABLE)
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CHAPTER 21 SBI OFFICERS SERVICE RULES AND SBI GENERAL REGULATIONS - AMPLIFICATIONS / AMENDMENTS TO SOME OF THE RULES/REGULATIONS AND OPERATIVE GUIDELINES
GENERAL
i. This chapter is based on the book of SBI Officers Service Rules, 1992. Some of the sections of the book, which have been modified, amplified, amended or clarified, are reproduced below with changes; for other rules, please refer the book. Only those rules which are not covered elsewhere in this volume are covered here. Except where otherwise stated, the source of instructions given in this Chapter is Annexure I of Chapter XII of Volume I, 1st Edition of the Reference Book on Staff Matters. SBI Officers Service Rules came into force w.e.f. 01.01.1992. Under these rules, any amendment to the rules will be issued in the form of a circular only and a copy of the amended rule will not be furnished to each officer.
ii. iii.
ERRATUM IN SBI OSR RULE 5(2)

The first item under the proviso to para 5.2 on page 4 of SBI OSR should read Those who have passed only Part I of CAIIB and the second item should read Those who have passed both Parts of CAIIB.
ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF FEE, ASSOCIATION WITH NEWSPAPERS, OTHER COMMUNICATION SYSTEMS, ETC.
OSR
Rule 51(1)
Subject matter covered by the Rule

Permitting an employee to engage directly or indirectly in any trade or business or to undertake any other employment.
Guidelines for administration of the Rule

Normally permission should not be granted to an employee to engage directly or indirectly in any trade or business or to undertake any other employment. While an employee may be permitted to undertake work of a casual or occasional character, like setting examination paper relating to Institute of Bankers, evaluation of answer books relating to such an examination, giving lectures, etc., a whole time employee should not ordinarily be allowed to accept any part-time employment even though such employment may be after office hours. While considering the request of an employee under this rule it may, inter-alia, be ensured that the discharge of official duties by him is not in any way adversely affected. a) An employee is not permitted to join the firm of the spouse as a nonworking partner even where the firm
676
does not have any official dealings with the Bank. Also, an employee, whose spouse is having official dealings with the Bank, should not join the business as a partner. b) Where an employee inherits his family business, he may be permitted to associate himself as a non-working partner. Rule 51(3) Permitting an employee to take part in the registration, promotion or management of a Bank or other Company which is required to be registered under the Companies Act 1956, or any other law, for the time being in force or any cooperative society for commercial purpose. Permitting an officer to accept fees or honoraria for work done for any public bodies/private person. Normally no permission should be granted under this rule except when an employee is required to take part in the registration, promotion or management of a Bank, or other company on behalf of the Bank or otherwise in the discharge of his official duties. Other cases may be considered on merits when the work is undertaken without consideration and on an honorary basis or where it would result in some benefit to the Bank in the form of useful contacts/rapport or in the enhancement of Bank's image or prestige. Decision may be taken on the basis of the following points : i. Generally no restriction need be imposed on an employee undertaking pursuits which are purely literary, artistic or cultural in character, provided such pursuits are undertaken outside the office hours, and are not likely to interfere with the discharge of his official duties and responsibilities in the Bank. In such cases, the employee may be permitted to retain, in full, the remuneration he may receive in connection therewith provided such remuneration is not received from any customer of the Bank or the event is not sponsored by a customer of the Bank. ii. In the case of lectures / radio / TV talks or articles contributed to journals, periodicals, etc., so long as those are undertaken in his personal capacity, the necessary permission may be granted to him, subject to the condition, that he makes it clear at the beginning of the talk etc.that the views expressed are his personal views and not of the Bank does not mention anything objectionable from the Bank's point of view. In such cases, the remuneration / honorarium, if received by the officials, may be retained upto an aggregate amount of Rs.20,000/- per annum. If the amount received by an officer exceeds
Rule 51(4)
677
Rule 51(6)
Permitting an employee to own or conduct or participate in the editing or management of any newspaper or any other periodical publication or to participate in radio
Rs.20,000/- per annum, he shall surrender to the Bank the amount received in excess of Rs.20,000/- per annum. iii. Employees acting as Paper setters, Examiners or Moderators at the Examinations conducted by the IIB, ICA, IBA,CRB, CMC and similar institutions may be allowed to accept not more than two assignments in a year and permitted to retain the fees in respect thereof, subject to the ceiling of Rs.20,000/- per annum. iv. If an employee is officially deputed by the Bank or is invited directly by any reputed public / private body, mainly on account of his position in the Bank, or its subsidiaries, either for delivering lectures or participating in seminars or as a member of committee constituted by reputed public / private bodies, etc., he should be treated on duty for the period and paid travelling allowances as per the Bank's rules. The appropriate authority may permit an official to retain the honorarium / fee, if any, received by the employee up to an aggregate amount of Rs.20,000/- per annum. If the amount received by an officer exceeds Rs.20,000/-, he shall surrender to the Bank the amount received in excess of Rs.20,000/- per annum. The travelling or conveyance charges, if received would also to be surrendered by him to the Bank. v. If an officer is co-opted as director of a company, subsidiary of the Bank by virtue of his official position in the Bank / subsidiary of the Bank, he shall surrender the entire amount of sitting fees and honorarium to the Bank. However, he should be treated on duty for the period and will be eligible for TA/HA expenses as per the Banks rules. If, therefore, any travelling or conveyance allowance is received from those institutions where he is taken as director, such allowance should be surrendered to the Bank. (CC No.CDO/PM/CIR/32 Dt.05/07/1999) Permission should not ordinarily be granted to an employee to own or conduct or participate in the editing of any newspaper or periodical publication except when he is required to do so on behalf of the Bank. Permission may be granted in other cases where :-
678
broadcast or to contribute any article or write letter to any newspaper or periodical or publish documents or papers or information or book or to deliver a talk or lecture in public meeting or otherwise.
i. ii. iii.
it would not adversely affect the Bank's interests; it does not adversely affect the efficient discharge of official duties by the employee; and the contents of the talk, lecture, article or publication are not objectionable from the Bank's view point and do not result in giving out official information which is of a confidential nature
USE OF POSITION OR INFLUENCE IN SANCTION OF LOAN, ETC. TO RELATIVES

Rule 52(2) Subject Granting permission to an employee to allow his son, daughter or any other member of his family to accept employment in any private undertaking which is obligated to the Bank through his official dealings or in any other undertaking which to his knowledge, is obligated to the Bank.
MATTERS
OF
EMPLOYMENT,
Guidelines Permission may be granted when the employment has been obtained on merit, through regular procedure and not as a result of direct or indirect influence his exercised by the employee on the concerned undertaking. A declaration in writing may be obtained from the employee that he has not exercised any pressure or influence in securing employment for his son, daughter or any other member of his family. Where the acceptance of the employment cannot await prior permission of the competent authority or is otherwise considered urgent, the matter shall be reported to the competent authority within three months from the date of receipt of offer of employment and the employment may be accepted provisionally subject to the permission of the competent authority.
EVIDENCE IN ENQUIRY, COMMITTEE, ETC.

Rule 54(A)(1) Permitting an employee to give evidence in connection with an enquiry conducted by any person, committee or authority. Permission may be granted when the Banks interest is not adversely affected and no information pertaining to the Bank or its activites is disclosed in the enquiry
RECEIVING COMPLIMENTARIES, VALEDICTION, ETC.

Rule 55(1) Permitting an employee to receive any complimentary or valedictory address or accept any testimonial or attend any meeting or entertainment held in his honour or in the honour of any other employee(s) of Provided that nothing in this sub-rule shall apply to:a) a farewell entertainment of a substantially private and informal character held in honour of the officer or any other employee of the Bank on the occasion of his transfer or retirement or any person who has recently left the
679
the Bank.
Rule 55(2)
service of and b) the acceptance of simple and inexpensive entertainment arranged by employees of the Bank. a) No officer shall directly or indirectly exercise pressure or influence on any employee of the Bank to induce or compel him to subscribe towards any farewell entertainment. b) No officer shall collect subscription for farewell entertainment from any intermediate or lower grade employee for the entertainment of an officer belonging to any higher grade.
ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY

Rule 56(1) Same as otherwise provided in this rule, no officer shall accept or permit any member of his family or any person acting on his behalf to accept any gift. Explanation : The expression gift shall include free transport, boarding, lodging or other service or any other pecuniary advantage when provided by any person who is obligated to the Bank through official dealings with the officer other than a near relative or a personal friend. Note : A casual meal, lift or other social hospitality shall not be deemed as a gift. On occasions such as marriages, anniversaries, funerals or religious functions when the making of gifts is in conformity with the prevailing religious or social practice, an officer may accept gifts from his near relatives but he shall make a report to the competent authority if the value of the gifts exceeds Rs 500/-. On such occasions as specified in sub-rule (2), an officer may also accept gifts from his personal friends who are not obligated to the Bank through official dealings with the officer but he shall make a report to the competent authority if the value of such gifts exceeds Rs 200/-. In any other case, the officer shall not accept any gifts without the sanction of the competent authority if the value of the gifts exceeds Rs 75/.
Rule 55(2)
Rule 55(3)
Rule 55(4)
Provided that when more than one gift has been received form the same person within a period of 12 months the matter shall be reported to the competent authority if the aggregate value thereof exceeds Rs 500/-.
Note : As a normal practice, an officer shall not accept any gift from a person obligated to the Bank through official dealings with the officer. No officer shall i. give or take or abet the giving or taking of dowry; or
Rule 55(5)
680
ii.
demand directly or indirectly from the parents or guardian of a bride or bridegroom as the case may be, any dowry.
Explanation: For the purpose of this subrule, dowry has the same meaning as in the Dowry Prohibition Act, 1961 (28 of 1961). BRINGING POLITICAL OR OUTSIDE INFLUENCE
i. (CC No. P&HRD/CM/5/SPL/246 dt. 02.07.2003) OSR:57 No officer shall bring or attempt to bring any political or other outside influence including that of individual directors or members of the Local Board to bear upon any superior authority to further his own interest in respect of matters pertaining to his service in the Bank. Employees should desist from approaching any minister/member of parliament/or any other VIP for redressal of their grievances, as this will render them liable for disciplinary action. Notwithstanding the provisions contained in rule 57 of Conduct/Service Rules, it has been our experience that instances of employees approaching Ministers/Members of Parliament or of a State Legislature and other VIPs for sponsoring their individual cases are on the increase. Government have framed guidelines for dealing with cases of this nature in respect of their employees and have desired us to keep these guidelines in view while dealing with similar cases in our Bank. Adequate avenues are available in the Bank for officers to submit representations / appeals against their transfers / promotions / postings and other grievances. This being so, there should be no need for our employees to approach Ministers/Members of Parliament/VIPs to obtain redressal of their grievances, if any. Employees are warned that they should desist from approaching any Minister/Member of Parliament/or any other VIP for redressal of their grievances, as this will render them liable for disciplinary action.
ii.
iii.
iv.
8.1
How to deal with such cases

Based on certain guidelines received from the Government, it has been decided to deal such cases as under :
i.
For the first time of violation, Disciplinary Authority may advise the delinquent official to desist from it. A copy of such letter need not be placed in the service file but a separate record may be kept. If he violates the rule for the second time despite advices as above, it should be made a subject of minor penalty proceedings/minor misconduct and a penalty of censure/warning (censure in case of officers/warning in case of Award Staff) be awarded, after following the prescribed procedure for such minor penalties. A copy of the letter awarding the penalty will be kept in service file/records. If despite aforesaid action, an employee is found violating the said rules again, disciplinary action may again be initiated against him either for minor penalty proceedings/minor misconduct or for major misconduct/major penalty depending upon the seriousness of the charge as per service rules. If he is punished, the letter may be placed in the service file/record.
ii.
iii.
BORROWING, INCURRING DEBTS, BUYING LENDING MONEY, GUARANTEE, ETC. 681
AND
SELLING
SHARES,
Rule 59. No officer shall, in his individual capacity: i. borrow money or permit any member of his family to borrow money or otherwise place himself or a member of his family under a pecuniary obligation to a broker or a money lender or a subordinate employee of the Bank or any person, association of persons, firm, company or institution, whether incorporated or not, having dealings with the Bank. Provided that nothing in this clause shall apply to borrowing from the Bank, the Life Insurance Corporation of India, a co-operative credit society or any financial institution including a bank subject to such terms and conditions as may be laid down by the Bank. Provided further that an officer may accept a loan, subject to other provisions of these rules, from a relative or personal friend or operate a credit account with a bonafide tradesman. ii. iii. iv. buy or sell stocks, shares or securities of any description without funds to meet the full cost in the case of purchase or scrips for delivery in the case of a sale; incur debts at a race meeting; lend money in private capacity to a constituent of the Bank or have personal dealings with a constituent in the purchase or sale of bills of exchange, Government paper or any other securities; and guarantee in his private capacity the pecuniary obligations of another person or agree to indemnify in such capacity another person from loss, except with the previous permission of the competent authority. Provided that an officer may stand as surety in respect of a loan taken from a cooperative credit society of which he is a member by another member. Provided further that nothing in this clause shall apply to any guarantee/indemnity that an officer may execute in favour of (a) the President of India in support of a passport application for any relative of his, (b) any financial institution or educational trust for a loan or advance that such institution or trust may give to any relative of his for educational purposes. Personal Guarantee for Loans to Relatives / Others involving Commercial Transactions: The authority for granting permission to stand as guarantee will be on merits and subject to the extant guidelines in this regard is vested with Chief General Managers of Circles in respect of staff working in Circles and with Chief General Manager (HR) in respect of staff working in Central Office and its establishments. It is, however, reiterated that granting of permission should be considered only on exceptional basis and in genuine cases where the denial of permission is likely to result in hardship or inconvenience to the staff applying for permission subject to the following extant guidelines. (i) (ii) The guarantee or indemnity is not given for consideration. The guarantee or indemnity is prima-facie within the means of the employee so that in the event of the failure of the borrowers venture, he is able to repay the dues to the Bank without the Bank being required to file a suit against its own and serving employees. The giving of such guarantee or indemnity does not adversely affect the Banks interests. (CC No.CDO/IR/CIR/59 Dt.28.08.2002)
v.
(iii)
10
DRAWING ADVANCE SALARY, DISCOUNTING CONTRIBUTION, COLLECTING SUBSCRIPTION
CHEQUES,
ACCEPTING
682
Rule 60(1)
Permitting an employee to draw his salary in advance of the date on which it is payable.
Rule 60(3)
Permitting an employee to ask for or accept contributions to or otherwise associate himself with the raising of any funds or other collections in cash or in kind.
Rule 60(4)
Granting permission in writing to an employee to canvass for membership or collect dues for subscriptions for or carry on any activity in connection with any association, union or other organization.
Normally a situation will not arise for an employee to draw his salary in advance of the date on which it is payable. However, permission may be granted for disbursement of salary before the date on which it is normally payable in cases involving extreme and genuine hardship and on account of important festivals or yearly closing, etc. Permission may be granted when contributions are raised on purely voluntary basis for social, cultural or religious causes and official position is not misused by the employee and the raising of contributions does not adversely affect the Bank's interests or image. An employee may be permitted to associate himself with the raising of contributions to the National Defence Fund and the Flag Day collections. While an employee may make his personal contributions for the Jawaharlal Nehru Memorial Fund, he should not associate himself with the raising of contributions to that Fund and similar other Funds. Normally permission should not be granted to an employee to canvass for membership or collect dues or subscriptions or carry on any activity in connection with an association, union or other organisation during office hours or within the premises of the Bank. Meetings may, however, be permitted after office hours subject to the condition that no derogatory slogans are shouted and the proceedings are conducted in a peaceful manner.
11
SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES

Rule 62(2) Every officer employee shall submit a return or his movable, immovable and valuable property including liquid assets like shares, debentures as on 31st March of that year to the Bank before 30th day of June of that year. Receiving intimation in writing from an employee in regard to the holding, acquisition or disposal of any immovable property by lease, mortgage, purchase, sale, gift or otherwise either in his own name or in the These intimations should be forwarded to the authority holding the statement of Assets and Liabilities.
Rule 62(3)
Permission may be granted when no misuse of the official position is involved and when the transaction is otherwise in order in all respects. These intimations should be forwarded to the authority holding the statements of Assets and Liabilities of the officer concerned.
683
Rule 62(4)
name of any member of his family. Receiving report from an employee in respect of every transaction concerning movable property owned by or held by him either in his name or in the name of a member of his family if the value of such property exceeds Rs.5000/-.
Permission may be granted when no misuse of official position is involved and when the transaction is otherwise in order in all respects. These reports should be forwarded to the authority holding the statements of Assets and Liabilities of the officer concerned.
12
SECOND SPOUSE
Rule 64(1) & (2) Permitting an employee to enter into or contract marriage with a person having a spouse living or permitting an employee having a spouse living to enter into or contract a marriage with any person and receiving intimation from an employee who marries a person other than a person of Indian Nationality. Permission may be granted if it is not contrary to law or does not otherwise adversely affect the Bank's interest or image and after satisfying that the grounds on which the permission is sought are genuine.
13
DISCIPLINE AND APPEAL

OSR: 67 Without prejudice to any other provisions contained in these rules, any one or more of the following penalties may be imposed on an officer, for an act of misconduct or for any other good and sufficient reason to be recorded in writing:Minor penalties a) Censure; b) Withholding of increments of pay with or without cumulative effect; c) Withholding of promotion; d) recovery from pay or such other amount as may be due to him of the whole or part of any pecuniary loss caused to the Bank by negligence or breach of orders. Major penalties a) reduction to a lower stage in time-scale of pay for a period not exceeding 3 years, without cumulative effect and not adversely affecting the officers pension; Major penalties b) save as provided for in (a) above reduction to a lower stage in the time-scale of pay for a specified period, with further directions as to whether or not the officer will earn increments to pay during the period of such reduction and whether on the expiry of such period the reduction will or will not have the effect of postponing the future increments of his pay; c) reduction to a lower grade or post; d) compulsory retirement;
3.1
13.2
684
e) removal from service; f) dismissal. Explanations : The following shall not amount to a penalty within the meaning of this rule: i. withholding of one or more increments of an officer on account of his failure to pass a prescribed departmental test or examination in accordance with the terms of appointment to the post which he holds; ii. stoppage of increments of an officer at the efficiency bar in a time scale, on the grounds of his unfitness to cross the bar; iii. not giving an officiating assignment or non promotion of an officer to a higher grade or post for which he may be eligible for consideration but for which he is found unsuitable after consideration of his case; iv. reserving or postponing the promotion of an officer for reasons like completion of certain requirements of promotion or pendency of disciplinary proceedings; v. reversion to a lower grade or post of an officer officiating in a higher grade or post, on the ground that he is considered, after trial, to be unsuitable for such higher grade or post, or on administrative grounds unconnected with his conduct; vi. reversion to the previous grade or post, of an officer appointed on probation to another grade or post during or at the end of the period of probation, in accordance with the terms of his appointment or rules or orders governing such probation; vii. reversion of an officer to his parent organisation in case he had come on deputation; viii. termination of service of an officer; a) appointed on probation in terms of sub-rule (1) of rule 16(3)(a); b) appointed in a temporary capacity otherwise than under a contract
or agreement on the expiration of the period for which he was appointed, or earlier in accordance with the terms of his appointment;
c) appointed under a contract or agreement, in accordance with the terms of such contract or agreement; and d) as part of retrenchment. termination of service of an officer in terms of sub rule 3 of rule 20; retirement of an officer in terms of rule 19.
ix. x.
14
WAVING OF DOMESTIC ENQUIRY IN RESPECT OF MINOR PENALTY PROCEEDINGS

(CC No. CDO/PM/12/CIR/32 dt 22.09.04) Corporate Centre have observed that holding of an enquiry is a time consuming process due to which the officer has to undergo mental agony till the case is concluded. Under the extant instructions, before imposing a minor penalty (other than that stipulated in Rule 67(e), a statement of imputation of lapses is served on the charged officer and he is advised to submit his explanation, which is considered by the Disciplinary Authority before taking a decision. As such, the officer gets sufficient opportunity to present his side. As per law, holding an enquiry is not mandatory other than in cases in which employee can be dismissed, removed or reduced in rank. It has, therefore, been decided that holding an enquiry for imposing a penalty under Rule 67(e) be done away with. Such a measure would facilitate, among other things, speedy disposal of cases, and help in reduction of the large number of pending cases. The amended position of the relative rules is furnished below. These changes have become effective from 31.08.2004 i.e. the date on which the approval was given by the ECCB. OSR Rule 68(2)(i) Amended subject matter covered. No order imposing any of the penalties specified in clauses (f), (g), (h), (i) & (j) of Rule 67 shall be made except after an inquiry is held in accordance with this sub rule.
685
Rule 68(3)(iii)
If the Disciplinary Authority, having regard to its findings on all or any of the articles of charge, is of the opinion that any of the penalties specified in rule 67 should be imposed on the officer, it shall, notwithstanding anything contained in sub-rule (4), make an order imposing such penalty. Provided that where the Disciplinary Authority is of the opinion that the penalty to be imposed is any of the penalties specified in clauses (e), (f), (g), (h), (i) & (j) of Rule 67 and if it is lower in rank to the Appointing Authority in respect of the category of officers to which the officer belongs, it shall submit to the Appointing Authority its recommendations regarding the penalty that may be imposed. Records of the enquiry specified in Clause (xxi)(b) of sub-rule (2), shall also be submitted to the Appointing Authority in respect of penalties to be imposed under clauses (f), (g), (h), (i) & (j) of Rule 67. The Appointing Authority shall make an order imposing such penalty as it consider in its opinion appropriate. Notwithstanding anything contained in sub-rule (i), (ii) and (iii) above, if in a case it is proposed, after considering the written statement of defence, if any, submitted by the officer under sub-rule (i) to withhold increments of pay for a period exceeding three years or to withhold increments of pay with cumulative effect for any period under rule 67(b), and enquiry shall be held in the manner laid down in rub-rule (2) of rule 68, before making an order imposing on an officer any such penalty. An appeal shall be preferred within 45 days from the date of receipt of the order appealed against. The appeal shall be addressed to the Appellate Authority and submitted to the authority whose order is appealed against. The officer may, if he so desires submit an advance copy to the Appellate Authority. The authority whose order is appealed against shall forward the appeal together with its comments and records of the case to the Appellate Authority. The Appellate Authority shall consider whether the findings are justified and/or whether the penalty is excessive or inadequate and pass appropriate orders. The Appellate Authority may pass an order confirming, enhancing, reducing or setting aside the penalty or remitting the case to the authority which imposed the penalty or to any other authority with such directions as it deems fit in the circumstances of the case. Provided that : i) If the enhanced penalty which the Appellate Authority proposes to impose is a penalty specified in clauses (f), (g), (h), (i) & (j) of Rule 67 and an enquiry as provided in sub-rule (2) of rule 68 has not already been held in the case,, the Appellate Authority shall direct that such an enquiry be held in accordance with provisions of sub-rule(2) of rule 68 and thereafter consider the records of the inquiry and pass such orders as it may been proper. Not withstanding anything contained in this section, the Reviewing Authority may call for the record of the case within six months of the date of the final order and, after reviewing the case, pass such orders thereon as it may deem fit. Provided that : i) If the enhanced penalty, which the Reviewing Authority proposes to impose, is a penalty specified under clauses (f), (g), (h), (i) & (j) of Rule 67 and an enquiry as provided under sub-rule (2) of rule 68 has not already been held in the case, the Reviewing Authority shall direct that such an enquiry be held in accordance with the provisions of subrule (2) of rule 68 and thereafter consider the record of the enquiry and pass such orders as it may deem proper.
Rule 68(4)(iv)
Rule 69(2)
Rule 69(3)(i)
686
15
SUSPENSION
Rule 68(A)(7)(1) : Sanctioning subsistence allowance to an employee placed under suspension. (i) An officer who is placed under suspension shall be entitled to receive during the period of such suspension and subject to clauses (ii) and (iii) subsistence allowance equal to half his substantive salary and such other allowance as the competent authority may decide. During the period of suspension an officer may, sublect to such guidelines as decided by the Managing Director, be allowed occupation of such official accomodation as may be decided by the Bank but shall not be entitled to free use of the Banks car or receipt of conveyance or entertainment allowance or special allowance. No officer who is under suspension shall be entitled to receive payment of subsistence allowance unless he furnishes a certificate that he is not engaged in any other employment, business, profession or vocation.
(ii)
(iii)
16
APPEAL AGAINST PUNISHMENT OR SUSPENSION, REVIEW, SERVICE OF ORDER, EXTENSION OF TIME LIMIT, ETC.
OSR: 69 Effect of death on appeal against penalty of dismissal, etc.: The Corporate Centre had recently on the basis of advice received from Government of India examined the matter as to whether an appeal preferred by a delinquent officer against an order of dismissal on conclusion of disciplinary proceedings initiated against him would stand abated automatically on his death. The Government of India (Ministry of Law & Justice), based on judgements given by the Courts earlier in the matter, have come to the conclusion that the appeal process will not stand abated automatically on the death of the delinquent official and it will be open for the legal heirs or representatives to have the matter agitated and decided. The matter was further examined by Corporate Centre, to decide whether the above will apply only to the penalty of dismissal alone or will also cover other punishments like reduction of increments, etc. They have advised that the principle would be that except in those cases where on the death of the party the relief claimed, if granted, would be nugatory i.e. where course of action dies with the death of a person, the dispute can be continued by the legal heirs / representatives. Accordingly, legal heirs have the right to agitate the issue for continuance of the appeal proceedings for the purpose of ascertaining the financial gains that they would get as legal heirs of the deceased employee from the Bank. The legal heirs / representatives of the deceased may have to file an appeal separately for reopening the appeal proceedings within the limitation period. The Bank can initiate legal proceedings within the limitation period for recovery of the loss caused by the deceased employee, if any, against his assets by impleading the legal heirs.
1.16.1
17
SBI GENERAL REGULATIONS 1955 Amended regulation 55 approved by Central Board at its meeting dated August 25, 1988
17.1
687
55(i)
Save as provided in sub-regulation (2), and as may be directed by the Central Board, a Local Board may exercise all the powers of the State Bank in respect of the staff serving in the areas in its jurisdiction. The appointing and/or promoting authority for various categories / grades of officers and employees shall be such as the Executive Committee may by general or special order designate from time to time. No officer or employee of the Bank shall be dismissed, discharged, removed or retired from the service of the Bank or reduced to a lower grade or post or to a lower stage in a time scale by an authority lower than the appointing authority. Explanation : For the purpose of clause (b), the term "appointing authority" shall mean and include the authority who has been designated as such in respect of such class or grade of officers or employees to which the officer or employee concerned, as the case may be, belongs at the time when such order is passed or any proceeding leading to such order or termination is initiated.
(2)(a)
(b)
(c)
Nothing in this sub-regulation shall affect the powers of a disciplinary authority appointed or notified under any award, settlement under the Industrial Disputes Act, 1947 governing, affecting or regulating the service conditions of workmen of the Bank and for the purpose of clause (b) above, the appointing authority shall be deemed to have been substituted by such disciplinary authority. The salary and other emoluments to be granted to officers and other employees shall be as laid down in the Rules of Service approved by the Central Board and, where no such rules have been laid down, as fixed by the Executive Committee. The power to grant pensions to officers and other employees leaving the service of the State Bank, other than pensions provided for under the rules of the pension funds respectively applicable to them, shall be reserved to the Central Board. The grant of gratuities or other financial assistance, either temporary or permanent, to widows, children or other dependents of deceased officers or other employees shall be made by the Executive Committee of the Central Board except where grant of any such gratuity or financial assistance is authorised by any general direction given by Central Board. Explanation : The term "officer" in this regulation shall include any employee to whom the rules of service generally applicable to officers, apply with or without modification.
(d)
(e)
(f)
18
1.
DISCIPLINARY AUTHORITY IN CASE OF PROMOTEE MISCONDUCT PRIOR TO PROMOTION
OFFICERS
FOR
As per the VIth Bipartite agreement with the Bank and the All India State Bank Staff Federation, a clause has been added to the effect that for a misconduct which occurred prior to the promotion of the employee to officers cadre, the disciplinary action shall be in terms of the rules applicable to workmen employees as per Sastry Award / Bipartite Settlements. The Disciplinary Authority in such cases will be the Disciplinary Authority applicable to the category of officers' to which he belongs as per SBI Officers Service Rules. The Disciplinary Authority for such officers will have to be so designated under the award by a special / specific notification to that effect. Notwithstanding the provisions in the Bipartite Settlement if the charge-sheeted officer desires to have the disciplinary proceedings in terms of State Bank of India Officers Service Rules, the same may have to be permitted.
2. 3.
688
1.
In respect of officers promoted with retrospective effect the benefit of the provision will not be available for the intervening period. For a misconduct which occurred subsequent to the effective date of promotion, the official will be proceeded against in terms of SBI Officers Service Rules although he would have performed only clerical duties during the relevant period. Clarification :The procedure to be followed for the special/specific notification for designating the disciplinary authority in respect of cases mentioned above shall be as follows : As per the provisions of Sastry Award Chapter XXV Section III Paragraph 521(12), the names of the officers who are empowered to pass the original orders or hear the appeal in respect of disciplinary proceeding against award employees are required to be published on the Bank's notice board periodically. This is normally being done when there is a change in the incumbency. However, in the cases referred to above, the Disciplinary Authority/Appellate Authority has to be designated and notified separately. The Circle Chief General Manager can designate the Disciplinary Authority as applicable to the officer according to his grade in each case and arrange to publish the same on the Bank's notice board at the Local Head Office/Zonal Office as well as at the branches(s) where the officer(s) is/are currently posted. However, in case the Chief General Manager is to be designated as the Appellate Authority, wherever applicable, such cases may be referred to Central Office for approval of the Managing Director & Group Executive (National Banking).
5. i)
689
ANNEXURE TO CHAPTER 21
Annexure 21.1 Amended position of other related service rules arising out of the amendment to Rule 67 and consequent enlargement and renumbering of penalties in the service rules Rule 68 (1)(ii) The Disciplinary Authority or any authority higher than it may impose any of the penalties in Rule 67 on an officer. Provided that where the Disciplinary Authority is lower in rank than the Appointing Authority in respect of the category of officers to which the officer belongs, no order imposing any of the penalties specified in clauses (e), (f), (g), (h), (i) and (j) of Rule 67 shall be made except by the Appointing Authority or any authority higher than it on the recommendations of the Disciplinary Authority. Rule 68(2) (i) No order imposing any of he penalties specified in clauses (f), (g), (h), (i) & (j) of Rule 67 shall be made except after an inquiry is held in accordance with this sub rule. Rule 68 (3)(iii) If the Disciplinary Authority, having regard to its findings on all or any of the articles of charge, is of the opinion that any of the penalties specified in rule 67 should be imposed on the officer, it shall, notwithstanding anything contained in sub-rule (4), make an order imposing such penalty. Provided that where the Disciplinary Authority is of the opinion that the penalty to be imposed is any of he penalties specified in clauses (e), (f), (g), (h), (i) & (j) of Rule 67 and if it is lower in rank to the Appointing Authority in respect of the category of officers to which the officer belongs, it shall submit to the Appointing Authority its recommendations regarding the penalty that may be imposed. Records of the enquiry specified in Clause (xxi)(b) of sub-rule (2), shall also be submitted to the Appointing Authority in respect of penalties to be imposed under clauses (f), (g), (h), (i) & (j) of Rule 67. The Appointing Authority shall make an order imposing such penalty as it consider in its opinion appropriate. Rule 68(4)(iv) Notwithstanding anything contained in sub-rule (i), (ii) and (iii) above, if in a case it is proposed, after considering the written statement of defence, if any, submitted by the officer under sub-rule (i) to withhold increments of pay for a period exceeding three years or to withhold increments of pay with cumulative effect for any period under rule 67(b), and enquiry shall be held in the manner laid down in rub-rule (2) of rule 68, before making an order imposing on an officer any such penalty. Rule 69(2) An appeal shall be preferred within 45 days from the date of receipt of the order appealed against. The appeal shall be addressed to the Appellate Authority and submitted to the authority whose order is appealed against. The officer may, if he so desires submit an advance copy to the Appellate Authority. The authority whose order is appealed against shall forward the appeal together with its comments and records of the case to the Appellate Authority. The Appellate Authority shall consider whether the findings are justified and/or whether the penalty is excessive or inadequate and pass appropriate orders. The Appellate Authority may pass an order confirming, enhancing, reducing or setting aside the penalty or remitting the case to the authority which imposed the penalty or to any other authority with such directions as it deems fit in the circumstances of the case. Provided that :
690
i)
If the enhanced penalty which the Appellate Authority proposes to impose is a penalty specified in clauses (f), (g), (h), (i) & (j) of Rule 67 and an enquiry as provided in sub-rule (2) of rule 68 has not already been held in the case,, the Appellate Authority shall direct that such an enquiry be held in accordance with provisions of sub-rule(2) of rule 68 and thereafter consider the records of the inquiry and pass such orders as it may been proper.
Rule 69 (2)(i) If the enhanced penalty which the Appellate Authority proposes to impose is a penalty specified in clauses (e), (f), (g), (h), (i) and (j) of Rule 67 and an inquiry as provided in sub-rule (2) of Rule 68 has not already been held in the case, the appellate authority shall direct that such an enquiry be held in accordance with the provisions of sub-rule (2) of Rule 68 and there-after consider the records of the inquiry and pass such orders as it may deem proper; Rule 69 (2)(iii) Where the enhanced penalty to be imposed is a penalty specified in clauses (e), (f), (g), (h), (i) and (j) of Rule 67 and the Appellate Authority is not of the same rank as or higher than the Appointing Authority in respect of the category of the officers to which the officer belongs, it shall submit to the Appointing Authority the record of the proceedings together with its recommendations and the Appointing Authority shall pass such final orders on the appeal as it may deem appropriate. Rule 69 (3)(i) Not withstanding anything contained in this section, the Reviewing Authority may call for the record of the case within six months of the date of the final order and, after reviewing the case, pass such orders thereon as it may deem fit. Provided that : i) If the enhanced penalty, which the Reviewing Authority proposes to impose, is a penalty specified under clauses (f), (g), (h), (i) & (j) of Rule 67 and an enquiry as provided under sub-rule (2) of rule 68 has not already been held in the case, the Reviewing Authority shall direct that such an enquiry be held in accordance with the provisions of sub-rule (2) of rule 68 and thereafter consider the record of the enquiry and pass such orders as it may deem proper.
691
CHAPTER 22 DELEGATION OF ADMINISTRATIVE POWERS

The instructions given below are based on Appendix II of SBI Officers Service Rules 1992 (page No.57 to 68) as amended from time to time.
Rule 2(2) and 2(3) OFFICERS TO WHOM OSR SHALL APPLY

Subject Rule 2.2 Other officers to whom SBIOSR may be made applicable Rule 2.3 The authority to specify the extent of exceptions to the SBIOSR which shall apply to an officer transferred/posted/ deputed outside India. Competent Authority Dy.Managing Director & CDO
(i)
(ii)
Dy.Managing Director & CDO
AUTHORITY STRUCTURE FOR DECIDING DISCIPLINARY CASES IN RESPECT OF VARIOUS GRADES OF OFFICERS IN TERMS OF RULE 3(1) (h) OF SBI OFFICERS SERVICE RULES (CC No. CDO/P&HRD-PM/25/2005-06 dt. 19.07.2005)
Grade/Scales of the Officer Disciplinary Authority (for both minor & major penalties Appellate Authority Minor penalty [other than Rule 67(e)] Major Penalty [including penalty under Rule 67e] Reviewing Authority Minor penalty [other than Rule 67(e)] Major Penalty [including penalty under Rule 67e]
(For Disciplinary Proceedings) SCALE I & II SCALE III SCALE IV & V SCALE VI & VII TEGSS I
TEGSS II For Suspension SCALE I & II SCALE III/IV/V SCALE VI/VII TEGS I
DGM GM GM GE/ DMD&CDO MD (To be specified by Chairman) CHAIRMAN DGM GM GE/DMD& CDO MD (to be specified by Chairman) CHAIRMAN
GM CGM CGM CHRC ECCB
CGM CGM AC CB CB
CGM RC RC ECCB ECCB
RC RC CHRC No review No review
ECCB GM CGM CHRC ECCB
CB
CB
No review
TEGS II
ECCB
Note : For the above purpose:
692
a)
In respect of Officers posted in Branches in Circle/Mid Corporate Group/Stressed Assets Management Group. Corporate Accounts Group, DGM refer to DGM of the Branch/Module/DGM (MC Sales Hub) (as the case may be), GM refer to GM 1 / 2 of the Circle/GM of Mid Corporate Region/GM (SAMG)/GM (CAG Branch) under whose administrative control the officer is working. For officers working in CAG Branches which are being headed by DGM, GM refers to GM (OL&CS) at Corporate Centre. For Officers posted in offsite centers of Mid Corporate Group, DGM refers to DGM (MC-Sales hub) and GM refers to GM of Mid Corporate Region. For Officers working in LHO i.e., departments under the direct control of the Chief General Manager, including training establishments, Zonal Offices, Data Processing Centres and others departments/establishments as may be created as part of the LHO Centre and Departments under the General Managers including those on deputation to Regional Rural Banks (RRBs), DGM refers to the Circle Development Officer (CirDO) and GM refers to the senior General Manager posted in the Circle. For Officers working in Mid Corporate Region, DGM refers to the senior most DGM in the concerned Mid Corporate Region and GM refers to GM of the Mid Corporate Region under whose administrative control the officer is working. For Officers working in Corporate Centre establishments outside Mumbai, DGM/GM refers to the DGM/GM of the department where the officer is posted. If no DGM/GM is posted or if the officer is posted at Corporate Centre establishments or Group or SBU headquarters at Mumbai, including deputations to Associates & Subsidiaries / outside organizations but excluding RRBs, DGM refers to DGM (Personnel Management) and General Manager refers to General Manager (OL&CS) at State Bank Bhavan. Chief General Manager will mean Circle CGM/CGM (CAG)/CGM (MCG)/CGM (SAMG), CGM for Staff college/Academy will mean the Principal of the College/Academy and for Inspection & Audit Department, CGM will mean CGM (I&A), CGM (Credit Audit) for Credit Audit Department. For Corporate Centre and all its remaining establishments including departments under Group Executives and Staff Functionaries at the Corporate Centre including deputations to Associates and Subsidiaries / outside organizations but excluding RRBs, Chief General Manager will mean CGM (Personnel & HRD). If the Circle CGM/CGM (CAG)/CGM (MCG)/CGM (SAMG)/Principal of the College/Academy/CGM (I&A)/CGM (Credit Audit) has not been posted or if posted but not joined or if he is away on official duty or on leave for more than 7 days, then the Chief General Manager (HR) will be Appellate Authority or Reviewing Authority as the case may be. Likewise, in the absence of CGM (HR), the Chief General Manager (A&C) at Corporate Centre will exercise the powers of appellate Authority or Reviewing Authority, as the case may be. Group Executive (GE) will mean the respective Group Executive and includes SBUs under the business group in which the officer is working. For all other officers in TEGS VI and TEGS VII, DMD & CDO is the Disciplinary Authority. Reviewing Committee (RC) will mean a committee of three Chief General Managers to be nominated by the Chairman. Quorum will be of two members. Appellate Committee (AC) will mean a committee of three Chief General Managers who will be nominated by the Chairman but will be different from the members of the Reviewing Committee above. Quorum will be of two members. CHRC refers to Corporate Centre Human Resources Committee at Corporate Centre. The quorum for CHRC will be 4 members. However, the members who were associated in passing the order under appeal or under review will not participate in the deliberations of the CHRC.
b)
c)
d)
e)
f)
g)
h) i) j)
693
k)
If an officer against whom disciplinary proceedings are contemplated has ceased to work in the Branch/Circle/Office where the irregularities took place consequent upon transfer/deputation therefrom, and, for the reason that relevant records/documents are in the custody of the earlier controlling authority, or any other person considered expedient to complete the proceedings, all decisions in regard to the disciplinary proceedings contemplated or initiated against the officer will be taken by the relative Competent Authorities of the Branch/Circle/Office where the irregularities took place as if the officer was posted at the Branch/Circle/Office. In case the disciplinary proceedings are contemplated after the migration of the account from one group to the other, the competent authority for initiation of disciplinary proceedings shall be the appropriate authority for the officer(s) where the account is presently housed. Due to Circle redesign and formation of Strategic Business Units, there may be cases where the earlier positions no longer exist. In such cases, the present set up of Disciplinary Authority/Appellate Authority/Reviewing Authority i.e., where the account is presently housed, will be the Competent Authority. APPELLATE COMMITTEE a) b) c) Chief General Manager (Banking Operations), National Banking Group, Mumbai. Chief General Manager (Financial Control), Corporate Centre, Mumbai. Chief General Manager (Foreign Offices), International Banking Group, Mumbai.
The quorum for the above committee, as hitherto, shall be two members. (CC No. CDO/P&HRD-PM/75/2005-06 dt. 01.03.2006) REVIEW COMMITTEE d) e) f) Chief General Manager (Agri. Business Unit), Corporate Centre, Mumbai. Chief General Manager (Accounts & Compliance), Corporate Centre, Mumbai. Chief General Manager (Mid Corporate), Corporate Centre, Mumbai.
The quorum for the Review Committee is two. (CC No. CDO/P&HRD-PM/24 dt. 22.07.2005)
Rule 5(1) SANCTION OF INCREMENTS

a) b) Subject Officers posted at a Branch, Department or an Office. In cases of the head Office/Department /Branch. Competent Authority The head of the Branch, Department or the Office concerned. The next higher authority. of the
However, if any disciplinary proceedings are pending against the concerned officer, the increment shall not be released without the approval of the Disciplinary Authority.
3.1
Rule 5(1)(b) Efficiency bar

a) Subject Authority empowered to permit crossing of efficiency bar Competent Authority Authority in hierarchy not below the rank of Deputy General Manager.
Rule 6(1) CATEGORISATION OF POSTS (OTHER OFFICERS)

Subject Posts at branches as per business
THAN
SPECIALIST
Competent Authority Chief General Manager
of
the
694
or functional norms laid down by the Executive Committee of the Central Board At other offices If the position is in incumbency of : MMGS II MMGS III SMGS IV and V TEG Scale VI & above
concerned Circle, subject to annual reporting to the Dy. Managing Director & CDO in the prescribed manner. Chief General Manager/ Chief General Manager (HR) Dy.Managing Director & CDO. Managing Director Executive Committee of the Central Board.
Rule 7(1) PLACEMENT In Circles/SBUs
5.1
5.1.1 Officers in JMGS I and MMGS II

Circles :
Subject Direct branches and departments under GMs At other offices Inter Module and between GMcontrolled branches and other branches in GM Network LHO establishments (Depts. under CGM) Cross Network & LHO establishments Competent Authority Respective GMs
Respective GM
Circle Development Officer Committee of GMs & CDO
These placements will be effected within the provisions of the transfer policy for officers in Scale I & II. At branches, placements within the branch will be done by the Branch Manager/Div. Manager/ Dy. Manager, as may be delegated. In respect of officials deputed to SBUs The Group Executive concerned will decide upon the placement in consultation with the SBU head.
5.1.2 Officers in MMGS III

Placement in Circles The CMC will allot officers to under-mentioned authorities, who will decide their actual placement: Subject Network (Area-I) (including departments in network HQ) Network (Area-II) (including departments in network HQ) LHO establishments Competent Authority GM (Area I) GM (Area II) CGM
i) ii) iii)
As far as possible, Scale III transfers should be in terms of model transfer policy.
695
5.1.3 Officers in SMGS IV & V

Subject SMGS IV & V Competent Authority Circle Management Committee
5.1.4 Officers in TEGS VI & VII and TEGSS I

Subject TEGS VI & VII Officials deputed to SBUs other than as SBU heads TEGSS I Competent Authority CENMAC (based on the recommendation of DMD & CDO) Group Executive concerned will make the placements in consultation with the SBU head. Chairman or Managing Director(s) in the absence of Chairman.
5.2
In Corporate Centre or at establishments under C.C/GroupHQ/SBU

Subject Scales I to V TEGS VI & VII Competent Authority CGM (HR) CENMAC (based on the recommendations of DMD & CDO).In respect of officials deputed to SBUs other than as SBU heads, the Group Executive concerned will make the placement in consultation with the SBU head. Chairman or Managing Director(s) in the absence of Chairman.
TEGSS I & II
5.2.1 In or under I & MA Dept.

Subject Scale I to V Competent Authority CGM (Inspection & Audit)
5.3
Inter circle transfer

Subject JMGS I to SMGS V in NBG Branches under CAG (Central) Between SBUs and to/ from C.C.-Scale I to V I & A Dept Competent Authority CGM (HR) in NBG CGM (CAG) CGM (HR) CGM (I & A)
5.4
Placement in foreign offices
5.4.1 IBTOs
Subject Upto MMGS II Competent Authority DMD (IB)
5.4.3 IBOs
Subject Competent Authority
696
MMGS III TO SMGS V TEGS VI and TEGS VII TEGSS I & II
Chairman Chairman Chairman
6 22.6.1
Rule 8 OFFICIATING IN HIGHER GRADE In Circles and other SBUs (all powers/specify what powers not given)
Subject In MMGS II Upto one month In MMGS II to SMGS V More than one month in MMGS II and upto three months in MMGS III to SMGS V 3 to 6 months Beyond 6 months In TEGS VI Upto three months More than 3 months but upto one year Over one year Competent Authority An authority not below AGM An authority not below DGM
GM CGM CGM Group Executive/DMD & CDO Chairman
22.6.2 In or at any establishment under Corporate Centre/Group HQ

Subject MMGS II to TEGS VI Competent Authority Respective Group Executives/ DMD & CDO
22.6.3 At all offices

Subject TEGS VII and above Upto one year Over one year Competent Authority Respective Group Executives in Groups /DMD & CDO for Corporate Centre/CC Establishments An authority not below DGM Chairman
22.7 Rule OSR 14(1) AUTHORITY FOR APPOINTMENTS IN / PROMOTION TO

Promotion to JMGS I MMGS II MMGS III SMGS IV & V TESG VI & VII TEGSS I & II Appointing Authority GM GM GM CGM ECCB ECCB Promoting Authority GM GM GM CGM ECCB ECCB
22.7.1 Appellate Authority for appeal against non-promotion

Subject JMGS I Competent Authority No provision for appeal
697
MMGS II MMGS III SMGS IV & V TEGS VI & VII TEGSS I & II
CGM CGM DMD & CDO No appeal No appeal
Rule 15(3) PROBATION

Subject Period of probation for any officer appointed otherwise than as Probationary Officer/ Trainee Officer. Proviso to Rule 15 The power to reduce or dispense with the period of probation. Competent Authority The concerned Appointing/ Promoting Authority
The Executive Committee of Central Board.
Rule 16(1) & 16(2) CONFIRMATION IN SERVICE

Subject Power to confirm an officer who has been appointed on probation, power to extend period of probation. Competent Authority The respective Appointing Authority
10
Rule 19(1) AUTHORITY TO APPROVE EXTENSION OF SERVICE AUTHORITY TO REFUSE EXTENSION AND CONSIDER APPEAL
CATEGORY OF OFFICERS AUTHORITY TO APPROVE EXTENSION OF SERVICE AUTHORITY TO REFUSE EXTENSION AND CONSIDER APPEAL
&
IN CIRCLES Scales I, II, III
Not below the rank of a DGM
Scales IV & V
Not below the rank of a GM
Not below GM on recommendation of review committee consisting of the DGM concerned and any other DGM(s) nominated by the CGM. Prior reference to GE (NBG) will be necessary. Appeal against non grant of extension will be decided by CGM CGM of the circle on recommendation of review committee consisting of the GMs at LHO. Prior reference to GE (NBG) will be necessary. Appeal against non grant of extension will be decided by DMD & CDO
In CAG Branches Scale I, II, III DGM & Chief Operating Officer of the branches
GM in CAG/Group SBU on recommendations of review committee consisting of DGM (PM) and any other DGM nominated by the CGM (CAG). A prior reference should be made to GE (CB). Appeal against non grant of extension will be decided by the CGM(CAG). Scale IV & V Not below the rank of GM CGM (CAG) on recommendations of review committee consisting of GM, CAG/Group SBU & DGM (PM). A prior reference should be made to GE (CB). Appeal against non grant of extension will be decided by the GE (CB) In Corporate Centre & its establishments /GroupHQ/SBU
698
Scale I, II, III
Not below the rank of DGM
Scale IV & V
Not below the rank of GM
Not below the rank of GM on recommen dations of review committee consisting of DGM (PM) and any other DGM nomin ated by CGM(HR). Appeal against non grant of extension will be decided by CGM(HR). GM means GM(CS) at CO. A prior reference should be made to DMD & CDO CGM (HR) on recommendations of review committee consisting of GM(HR) and DGM(PM). Appeal against non grant of extension will be decided by the DMD & CDO. A prior reference should be made to DMD & CDO MD(s) on recommendation of a committee consisting of DMD & CDO and DMD & CCO. Appeal against non grant of extension will be decided by the Chairman. (MD to be specified by the Chairman) Chairman. Appeal against non grant of extension will be decided by ECCB
All Officers Scale VI, Respective Group VII & TEGS I Executive. For CC & its establishments - DMD & CDO
TEGS II
Chairman
10.1
Rule 19(1) 4th Proviso: Approval of voluntary retirement

Subject Scale I to V Competent Authority CGM of Circle CGM(HR) for CC& its establishments (including SBUs and I&A, Staff Colleges, Credit Audit Dept., etc) Group Executive/CDO for CC & its establishments Chairman
Scale VI to TEGSS I Scale TEGSS II
22.10.2 Rule 19(3) Continuation of disciplinary proceedings after ceasing to be in service

Subject Scale JMGS I to TEGSS I Scale TEGSS II Competent Authority Managing Director (to be specified by the Chairman) Chairman
11
Rule 20(1) RESIGNATION

Subject Acceptance of resignation from service Competent Authority Respective Appointing Authority
11.1
Rule 20(2)(a) pending
Officers
against
whom
disciplinary proceedings are
Subject Authority empowered to approve the leaving/discontinuance or resignation of an officer against whom disciplinary proceedings are pending or are in progress
Competent Authority Same authority as for rule 20(1) in consultation with the concerned Disciplinary Authority.
699
and also empowered resignation.
to accept
such
11.2
Rule 20(2)(b) Final Orders

Subject The Authority to pass disciplinary proceedings. final order in Competent Authority The Disciplinary Authority designated for Rule 3(1)(h). as
12
Rule 23(vi) OFFICIATING

Subject The Authority to require an officer to officiate in higher grade/scale. Competent Authority The Authority as designated for Rule 8.
13
Rule 25(4) RETENTION ACCOUNT OF TRANSFER For Circles/CAG branches

Officers in Scales I to V Upto 2 months Upto 4 months Upto 6 months Beyond 6 months but not beyond academic session Scales VI & VII Upto 6 months Beyond 6 months
OF
RESIDENTIAL
ACCOMMODATION
ON
13.1
Competent Authority Not below DGM Not below GM CGM CGM (HR)
TEGSS I
CGM Group Executive (NB/CB) excepting accommodation in Mumbai which will be approved by DMD & CDO. Group Executive (NB/CB) excepting accommodation in Mumbai which will be approved by DMD & CDO.
13.2
For C.C. establishments
13.2.1 Flats in Mumbai

Officers in Scale JMGS I to TEGSS I Scale TEGSS II Competent Authority Any period : DMD & CDO Any period : Chairman
13.2.2 Flats outside Mumbai

Officers in Scale JMGS I to SMGS V Upto 4 months Beyond 4 months Scale VI & VII TEGSS I TEGSS II Competent Authority DGM or GM of the Dept. CGM (HR) Any period : CGM (HR) Any period : DMD & CDO Any period : Chairman
700
13.2.3 For Officers Transferred to Corporate Centre / CC establishments and subsidiaries in MUMBAI:
Scale I to V
Scale VI
Scale VII
Scale I to Scale VI transferred from CC departments/ establishments outside Mumbai -do-
(CDO/PM/CIR/24 Dt.09.06.1999) Up to six months or allotment of GM concerned in the Circle a flat in Mumbai, whichever is earlier Beyond six months and up to CGM of the Circle twelve months or allotment of a flat in Mumbai, whichever is earlier. Up to six months or allotment of CGM concerned in the Circle a flat in Mumbai, whichever is earlier a) Up to three months or CGM concerned in the Circle allotment of a flat in Mumbai, whichever is earlier b) Beyond three months DMD & CDO Up to six months allotment of a Head of the deptt / establishment flat in Mumbai, whichever is concerned for leased houses, and earlier authority not below GM who has administrative control of Banks flats at that centre. Beyond six months and up to 12 months or allotment of a flat in Mumbai, whichever is earlier a) Up to three months or allotment of a flat in Mumbai, whichever is earlier b) Beyond three months GM (Corporate Services)
Scale VII transf erred from CC transf erred from CC depar tment s / establ ishme nts outsid e Mumb ai
CGM (HR)
DMD & CDO
14
Rule 31 AUTHORITY TO GRANT LEAVE

Subject Competent Authority Branch Manager/Divisional Manager/Head of the Department/Office. -do-
i)
Casual leave
ii)
Privilege leave
701
iii) iv)
Maternity leave Sick leave
-do-doHowever, if the sick leave applied for in a calendar year is more than sixty days, the Authority to consider sanction of sick leave shall be the authority in hierarchy not below the rank of an Asst.General Manager.
15
Rule 37 SANCTION OF EXTRA-ORDINARY LEAVE ON LOSS OF PAY (NOT COUNTED AS SERVICE)

Subject Upto ---180 days (cumulative) 360 days (cumulative) 720 days (cumulative) Competent Authority An authority not below ---------------------DGM GM CGM
15.1
Condonation of absence
Subject Beyond 720 days (cumulative) Competent Authority Group Executive/DMD & CDO for C.C establishments
15.2
Restoration of seniority in deserving cases

Subject JMGS I to SMGS V Upto 180 days Scale VI & above and beyond 180 days in case of all officers CGM GE/DMD & CDO for C.C establishments Competent Authority
15.3
Rule 37(A) Grant of special casual leave/ special leave

Subject Grant of special casual leave/ special leave Competent Authority The authority empowered to sanction casual leave or privilege leave provided the purpose of the leave and/or the period is/are covered by the guidelines laid down by the Executive Committee of the Central Board.
702
16
Rule 39 RECALL FROM DUTY

Subject Power to recall an officer to duty from leave. Competent Authority The authority in hierarchy one stage above the authority who sanctions the leave but not below Asst. General Manager.
17
Rule 40(3) APPEAL AGAINST VOLUNTARY VACATION

Subject Authority to consider an appeal against the order of voluntary vacation. Competent Authority The Appellate Authority as designated for rule 3(1)(h) for consideration of appeals against Major Penalties imposed.
18
Rule 41 MODE OF TRAVEL AND EXPENSES ON TRAVEL Rule 41(1)(i) Air travel by JMGS I officers
Subject Authority to permit air travel by an officer in Junior Management Grade Competent Authority Authority in hierarchy not below the rank of Dy. General Manager.
18.1
18.2
Rule 41(1)(ii) Air Travel by MMG officers for shorter distance

Subject Authority to permit air travel by an officer in Middle Management Grades for shorter distance. Competent Authority Authority in hierarchy not below the rank of Asst. General Manager.
18.3
Rule 41(1)(v) Travel by taxi/own vehicle

Subject Authority to permit an officer to travel by hired taxi/Bank's vehicle/ Bank's vehicle. Competent Authority Authority in hierarchy not below the rank of Dy. General Manager.
18.4
Rule 41(4)(g) deputation

Subject
Payment of halting
allowance
beyond
2 months of
Competent Authority
703
For network For LHO establishments For C.C establishments
GM of network GM (D &PB) CGM (HR)
Authority to specify the period for taking over of charge of a new post by an officer on transfer: Subject i) a) b) Officer reporting for work at: Branches Regional Office/ Zonal Office/Local Head Office (upto Dy.GM). General Managers at Circle Chief General Manager at Circle Officers reporting at Corporate Centre and its Establishments Concerned Controlling Authority General Manager Competent Authority
ii) iii) iv)
Chief General Manager Managing Director Deputy Managing Director
19
Rule 40(4) TAKING OVER PERIOD

Subject i. Officer reporting for work at : a) Branch b) ZO/LHO (Upto DGM) General Managers at Circle Chief General Manager at Circles Officers reporting at Corporate Centre and its establishements Competent Authority Concerned Controlling Authority General Manager Chief General Manager Managing Director Deputy Managing Director
ii. iii. iv.
20
Rule 44(5) AUTHORITY TO PERMIT CARRY OVER OF LTC BLOCK In Circles

Subject Upto Scale VI For a period upto 6 months Authority not below the grade of GM Competent Authority
20.1
704
Beyond 6 months Scale VII Any period
CGM
CGM
20.2
In C.C or establishments/Group HQ/SBU

Subject Upto 6 months Upto TEGS VI TEGS VII Competent Authority Officer in hierarchy not below GM Officer in hierarchy not below CGM. Where officers in these grades are not available at the Dept./Establishment CGM (HR) will take decision.
Beyond 6 months Officers upto TEGS VII CGM (HR)
20.3
All offices
Subject TEGSS I Competent Authority Respective Group Executive (for SBUs as also Depts. under them). DMD & CDO for C.C. establishments. Chairman
TEGSS II
21
Rule 45 MEMBERSHIP OF PROVIDENT FUND AND PENSION FUND

Subject Authority empowered to direct the exemption of an officer from becoming a member of the Pension and Provident Fund. Competent Authority Managing Director
22
Rule 51 ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF FEE, ASSOCIATION WITH NEWSPAPER, OTHER COMMUNICATION SYSTEMS, ETC. Rule 51(1) Engaging in trade, etc.
Subject Engaging directly or Competent Authority Chief General Manager for
22.1
705
indirectly in any trade/business or undertaking employment.
officers working in a Circle and Dy.Managing Director & CDO in cases of officers working in or under Central Office.
22.2
Rule 51(2) Receiving report

Subject Receiving report from an officer if any member of his/her family is engaged in trade/business/ owning/managing insurance or commission agency. Competent Authority Authority in hierarchy not below the rank of a Dy.General Manager.
22.3
Rule 51(3) Promotion of company

Subject Permitting an officer to take part in registration, promotion or management of a bank or other company which is required to be registered under the Companies Act or any other law for the time being in force, or any co-operative society for commercial purposes. Competent Authority Authority in hierarchy not below the rank of a General Manager.
22.4
Rule 51(4) Accepting honorarium, etc

Subject Permitting an officer to accept fees or honoraria for work done for public body/private person. Competent Authority Where the permission of the Competent authority for undertaking the work was taken under Rule 51 (1) or any other Rule or administrative instructions and the amount of fee/honorarium was indicated at that time, the permission by the competent authority will be deemed to be the permission under this rule. If the fee for the work was not indicated, or permission to undertake the work was not needed under the rules of service :
706
Authority in hierarchy not below the rank of a Dy.General Manager may accord the required permission.
22.5
Rule 51(6) Editing of publication, etc.

Subject Permitting an officer to own or conduct or participate in the editing or management of any newspaper or any other periodical publication or participate in radio broadcast or contribute any article/write any letter to any newspaper, etc. or make public, publish documents, papers, etc. or to deliver talk or lecture in public meeting or otherwise. Competent Authority The Chief General Manager in respect of officers working in a Circle or the Chief General Manager (HR) in the case of an officer working in or under Corporate Centre. For Chief General Managers and above, the Managing Director.
23
Rule 52(2) USE OF POSITION OR INFLUENCE IN EMPLOYMENT, SANCTION OF LOAN, ETC. TO RELATIVES
Subject Permitting an officer to permit his/her son or daughter or any member of the family to accept employment in any private undertaking which is obligated to the Bank through official dealing, or any other undertaking which to his knowledge is obligated to the Bank. Competent Authority Authority in hierarchy not below the rank of a General Manager.
MATTERS
OF
24
Rule 54(A)(1) EVIDENCE IN INQUIRY, COMMITTEE, ETC.

Subject Permitting an officer to give evidence in connection with an enquiry conducted by any person, committee or authority. Competent Authority Authority in hierarchy not below the rank of a General Manager.
25
Rule 55(1) RECEIVING COMPLIMENTARIES, VALEDICTION, ETC.

Subject Permitting an officer to Competent Authority Authority in hierarchy not
707
receive any complimentary/ valedictory address or accept testimonials/attend any meetings or entertainment held in his honour, or in honour of any other employee of the Bank.
below the rank of Asst. General Manager.
26
Rule 56 ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY Rule 56 (2 & 3) Receiving of report of gifts, etc. in case of occasions
Subject Receiving report from an officer regarding acceptance of gifts from his near relatives on occasions such as marriage, anniversary, funerals, or religious functions when the making of gifts is in conformity with the prevailing religious/social practice and the value of the gifts exceeds Rs.500/- and from his personal friends not obligated to the Bank through official dealings with the officer, if the value of such gifts exceeds Rs.200/-. Competent Authority Authority in hierarchy not below the rank of Asst. General Manager.
26.1
26.2
Rule 56(4) Receiving of report of gifts, etc. in other cases

Subject Permitting an officer in any other case, to accept any gift, the value whereof exceeds Rs.75/- and receiving report from an officer in respect of gifts received from the same person within 12 months if the aggregate value thereof exceeds Rs.500/-. Competent Authority Authority in hierarchy not below the rank of Asst. General Manager.
27
Rule 59 GUARANTEEING PECUNIARY OBLIGATIONS OF OTHERS

Permitting an officer to guarantee in his personal capacity the pecuniary obligations of another person or agreeing to indemnify in such capacity another person from loss. Subject For Circles For C.C and its Competent Authority CGM of the Circle CGM (P&HRD)
708
establishments
28
Rule 60 DRAWING ADVANCE SALARY, DISCOUNTING ACCEPTING CONTRIBUTION, COLLECTING SUBSCRIPTION Rule 60(1) Advance salary
Permitting an officer to draw salary in advance of the date on which it is payable: Subject Officers working in a Circle. Officers working at Central Office establishments at Mumbai. Officers working in other Corporate Centre establishments outside Mumbai. Competent Authority General Manager General Manager (Corporate Services) General Manager concerned.
CHEQUES,
28.1
28.2
Rule 60(3) Raising funds, etc.

Subject Permitting an officer to collect or accept contribution or otherwise associate himself for raising of any funds etc. Competent Authority Same authority as for 60(1).
28.3
Rule 60(4) Canvass for membership, etc

Subject Permitting an officer to canvass for membership, collection of dues or subscriptions or carry on any activity in connection with any association or union, etc. Competent Authority The power will be exercised within the guidelines laid down in this behalf. Subject to these guidelines the Authority will be :
a) b) c) d) i)
For officers working at: Branches: Zonal / Regional Office: Local Head Office : Corporate Centre establishmentsSBI Bhavan, Mumbai
Concerned Branch Manager/ Dy.General Manager Dy.General Manager Asst.General Manager (HR)
General Manager (Corporate Services)
709
ii)
All other Establishments
Head of the Dept./ Establishment
29
Rule 62 STATEMENT OF ASSETS AND LIABILITIES Rule 62(3) Receiving intimation regarding property, etc.
Subject Receiving intimation in writing from an officer in regard to acquiring or disposal of any immovable property by lease/mortgage etc. either in his own name or in the name of the members of his family. Competent Authority Authority in hierarchy not below Asst.General Manager. These intimations will be forwarded to the authority holding the statements of assets & liabilities of the officer concerned.
29.1
29.2
Proviso to Rule 62(3) Previous sanction

Subject Granting previous sanction in the cases required under this proviso. Competent Authority General Manager in case of officers working in a Circle/ CGM (HR) in case of officers working in or under Corporate Centre.
29.3
Rule 62(4) Receiving report of transaction of property, etc.

Subject Receiving report from an officer in respect of every transaction concerning movable property owned or held either by himself or in his own name or in the name of a member of the family in case the value thereof exceeds Rs.25,000/-. Competent Authority Authority in hierarchy not below the rank of Asst. General Manager. These intimations will be forwarded to the authority holding the statement of Assets & Liabilities of the officer concerned.
29.4
Proviso to Rule 62(4)

Subject Granting previous sanction required under this proviso. Competent Authority General Manager in case of officers working in a Circle/CGM (HR) in case of officers working in or under Corporate Centre.
30
Rule 64 SECOND SPOUSE Rule 64(1) Second Spouse 710
30.1
Subject Permitting an officer to enter into, or contract a marriage required under proviso to this rules
Competent Authority General Manager in case of an officer working in a Circle/CGM (HR) in case of an officer working in or under Central Office.
.30.2 Rule 64(2) Foreign spouse

Subject Receiving intimation of marriage by an officer with a person other than of Indian nationality Competent Authority General Manager in case of an officer working in a Circle/CGM (HR) in case of an officer working in or under Central Office.
31
RULE 68(A)(7)(i) SUBSISTENCE ALLOWANCE

Subject Competent Authority for sanction of subsistence allowance to an officer under suspension. Note 1 : Competent Authority Concerned Disciplinary Authority subject to extant Corporate Centre guidelines.
i) ii) iii)
Power to make further delegation in respect of the matters stated above would be only with the approval of he Executive Committee. Once delegation is made, these powers should be exercised within the guidelines laid down or that may be laid down from time to time in this behalf by Corporate Centre. In the areas of Service Rules, where a specific power structure has not been envisaged, the Dy.Managing Director & CDO shall be deemed to be the Competent Authority to exercise that power. Unless otherwise stated, General Manager and Managing Director in the above power structure shall mean the General Manager and Managing Director in charge of personnel functions. Powers to provide interpretation/clarification on the above power structure shall vest with the Managing Director. Where any of these matters pertain to the Competent Authority himself or any other authority in equal rank or higher authority, reference will need to be made to the next higher authority who will act as the Competent Authority for such a functionary. Authority in hierarchy would mean the next higher authority in the line of command. Where the Disciplinary Authority is lower in rank than the Appointing Authority in respect of the category of employees to which the employee belongs, no order imposing any of the major penalties specified in clauses (e), (f), (g), (h), (i) and (j) of Rules 67 of OSR shall be made
iv) v) vi)
vii) viii)
711
except by the Appointing Authority or any authority higher than it on the recommendations of the Disciplinary Authority and the present practice in this regard will continue. Note a) 2 : For exercising the powers under Rules 7(1), 8, 16(1), 16(2), 19(1), 19(1) 4th Proviso, 19(3), 20(1), 25, 37, 41(4)(g), 44(5) and 59 : In respect of officers in Circles serving at branches, Zonal Offices and Depts. at the network headquarters, General Managers would mean the General Manager in charge of network in which the officer is working. For officers posted in Local Head Office and its establishments, i.e., under the direct administrative control of the Chief General Manager, General Manager refers to the senior of the two General Managers in the circle. Dy. General Manager refers to the DGM of the Module /branch/network under whose control the officer is working at the material time. For staff at Local Head Office (i.e. Depts. under the General Managers as well as under direct administrative control of CGM), DGM refers to the Circle Development Officer (Cir DO). For officers working in Corporate Centre establishments outside Mumbai, Dy.General Manager/General Manager refers to the DGM/GM of the department where the officer is posted. If no DGM/GM is posted or if the officer is posted at Corporate Centre establishments or Group or SBU head quarters at Mumbai, then DGM refers to DGM (Personnel Management) and General Manager refers to General Manager (Corporate Services) at State Bank Bhavan. Chief General Manager will mean Chief General Manager at Circles, Chief General Manager (CAG) for CAG, Principal of the College for Staff Colleges, Chief General Manager (Inspection & Audit) for Inspection & Audit, and CGM (Credit Audit) for Credit Audit Dept. For Corporate Centre and all its remaining establishments, Chief General Manager will mean Chief General Manager (HR). Group Executive (GE) means the Group Executive of working. the Group or SBUs in which officer is
b)
c)
d)
e)
712
CHAPTER 23 DELEGATION OF ADMINISTRATIVE MISCELLANEOUS MATTERS

23.0
i. ii. iii. iv. v.
POWERS
GENERAL
The power to make further delegation in respect of matters detailed below would be only with the prior approval of Corporate Centre. These delegated powers should be exercised within the guidelines laid down or that may be laid down from time to time in this behalf by Corporate Centre. Where a specific power structure has not been laid down, a reference would be required to be made to the respective Group Executive. The powers to provide interpretation/clarification on the power structure shall vest with Corporate Centre. Where any one of these matters pertains to the Competent Authority himself or any other authority in equal rank or higher authority, reference will have to be made to the next higher authority who will act as the Competent Authority for such a functionary, unless it has been specifically laid down that a lower authority in the line of command can exercise such a power. Authority in hierarchy would mean the next higher authority in the line of command.
vi.
23.1
REIMBURSEMENT OF RECURRING EXPENDITURE OF BMs
SUBJECT
1. Reimbursement of expenditure of recurring nature in respect of Branch Managers like: Conveyance Newspapers Reimbursement of daily wages paid to casual labourers engaged at official residence Cleansing materials
COMPETENT AUTHORITY The bills of recurring nature of permanent incumbents (BMs & Dept Heads) need no longer be submitted to the Controllers for sanction. These bills will paid by the next officer under the Branch Manager/Dept.Head (Manager Accounts & Administration in Divisionalised branches, Accountants in other branches. Support Officers in Departments, etc.) However, in respect of SAB Branches and officiating incumbents, such bills will continue to be sanctioned by respective controllers as at present. All bills of non -recurring nature viz.Travelling Expanses bills, medical bills, etc. of permanent incumbents, will
i) ii) iii)
iv)
713
continue to be sanctioned respective controllers only.
by the
2.
Newspaper bill: delayed submission Upto 2 months :Respective controllers not below the rank of an AGM (i.e. AGM in charge of a Region, DGM in charge of modules in respect of branches/ depts directly under his administrative control, respective Departmental heads at LHO/CC Depts). Beyond 2 months :An authority not below the rank of DGM in charge of modules/branches/ Depts/ establishments. CirDO for officers posted in LHO Depts including those under Network heads.
23.2
RETENTION OF HOUSE/TELEPHONE/CAR ON SUPERANNUATION

(CC No. CDO/ PM /CIR/69 dated 9.1.1997) 1. Retention of house on retirement (on superannuation) For Circles :Upto 2 months GM in their respective network for network branches and Depts. and GM(Senior GM of the networks) for departments under the direct administrative control of the CGM. Beyond 2 months in exceptional circumstances - CGM For CGM himself - Group Executive/ DMD & CDO
For CC and its Establ. including CAG branches For Flats in Mumbai - DMD & CDO
Outside Mumbai Upto 2 months GM heading the Dept/ Establishment. If no GM is posted, GM (CS) at CC. Beyond 2 months - CGM
714
2. Retention of telephone retirement on retirement
[CGM means :For Corporate Accounts Group & CAG Branches CGM (CAG)/Principal for Staff Colleges/ CGM (I&A) for I & A Dept. CGM (Credit Audit) for Credit Audit Dept. Where GM or CGM is not posted, CGM(HR) at CC will decide.] Same as retention of house on
3.
Retention of Banks car on on retirement
Respective Group Executives/DMD & CDO (for 2 months only).
23.3
1.
RETENTION OF HOUSE ON DEATH

(CC No. CDO/PM/CIR/69 dated 9.1.1997) Retention of house by family For Circles : in respect of officers upto SMGS V members on death of the officer Upto 3 months : Respective GM for network branches and Depts at network headquarters and senior-most GM of network for deptts under the direct administrative control of the CGM Upto 12 months : or completion of the academic year of dependent children whichever is earlier -CGM For TEGS VI and above - GE/ DMD & CDO For CC and its establishments including CAG branches For flats in Mumbai - DMD & CDO. Outside Mumbai Upto 3 months - GM heading the Dept/Establishment. If no GM is posted, GM (CS) at Corporate Centre. Beyond 3 months - CGM [CGM means :-
Principal at Staff Colleges/CGM(I & A) for I & A Dept, CGM (Credit Audit) for Credit Audit Dept., CGM(CAG) for Corporate
Accounts Group/CAG Branches. Where there is no GMor CGM posted, CGM (HR) at CC will decide.]
23.4
PAYMENT OF RENT HIGHER THAN CEILING 715
(CC NO. CDO/PM/CIR/69 dated 9.1.1997) 1. Permission to stay in a leased house beyond permissible rental ceiling by paying the differential. Same authority as empowered to permit hiring of leased accommodation.
23.5
1.
ADVANCE AGAINST MEDICAL EXPENSES

Advance against medical expenses For Circles DGM of the Network/branch/module, Circle Development Officer for all LHO Depts., including those under network heads. For CC and its establishments including CAG Branches Officer not below the rank of DGM heading or posted in the Department/ Establishment. If DGM is not posted, GM (CS) at CC will decide.
23.5
NO OBJECTION CERTIFICATE FOR PASSPORT

Passport (NOC) (for format of NOC please refer to Annexure 23.1 & for format of forwarding letter, please refer under to Annexure 23.2) For Circles Respective controllers not lower in rank than AGM i.e. AGM in charge of Region, DGM in charge of modules in respect of branches/Depts. directly his administrative control. LHO : Respective controller not below the rank of AGM. For CC and its establishments in Mumbai : AGM (OAD) For establishments outside Mumbai and CAG branches Respective controlling authority not below the rank of AGM i.e. AGM and above heading the Department/ Establishment.
23.7
PERMISSION TO APPLY FOR JOB ELSEWHERE

Permission to apply for job elsewhere For Circles : Respective controllers not lower in rank than DGM i.e. DGMs in charge of modules. Cir DO in respect of LHO Depts including those under the net work heads. For CC & its establishments including CAG Branches within & outside Mumbai Authority in hierarchy not below DGM. If DGM is not posted, GM(CS) at CC.
716
23.8
1.
AVAILING JOINING TIME LATER

Extension of availing joining time after 3 months of joining For Circles Authority in hierarchy not below DGM i.e. DGM heading branches/modules. Cir DO for LHO Depts.including those under network heads. For CC & its establishments including CAG Branches within & outside Mumbai Authority in hierarchy not below DGM heading or posted in Depart./ Establishment. If DGM is not posted, GM (CS) at CC.
23.9
1.
INSTALLATION OF TELEPHONE AT RESIDENCE

Installation of telephone at residence For Circles DGM of network/branch/modules, Cir DO for all LHO Depts. including those under network heads. For CC & its establishments including CAG branches within & outside Mumbai Dept. Head not below GM. GM(CS) for officers in Mumbai.
23.10
1.
CREATION OF POST OF SUBORDINATE STAFF

Creation of post of Subordinate Staff CGM for Circles CGM (HR) for CC & its establishments
23.11
1.
SETTLEMENT OF CIRCLE LEVEL STAFF BUDGET

Settlement of Staff Budget (Circle level) Corporate Centre
23.12
1.
ALLOCATION OF NEWLY RECRUITED CLERKS

Allocation of newly recruited clerks to GM(Area I), GM(Area II) LHO, CAG Branches, etc. Circle Development Officer (in consultation with GMs)
23.13 23.13.1
1.
INTER-CIRCLE TRANSFER Award Staff

Inter Circle Request transfers (Award) Circle Development Officer
23.13.2
1.
Supervising Staff
Inter Circle Request Transfers (Supervising Staff)
Circle Development Officer for grades upto MMGS III strictly for those falling under the extant transfer policy.
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Inter Circle Transfer of SMGS IV & V and ICT on out of turn basis in
respect of all grades will be effected with approval of the MD & GE (NB)
23.14
RAVEL BY TAXI
Travel by taxi/own car on official work / LFC / HTC For officials working un the branch : BM For Branch Manager : His/her controller, not below the rank of AGM. Controller not below the grade of Asst.General Manager. AGM in charge of Region and Circle Development Officer at LHO Depts. including those under network heads. For Corporate Centre/Group HQ/SBU, authority not below AGM. If AGM is not posted, AGM (OAD) at Corporate Centre.
23.15
PERMISSION TO JOIN COMPUTER/MANAGEMENT COURSES

Permission to join Computer courses / Management courses Respective Controllers i.e.DGMs of branches/DGM Modules, AGM of Region and Circle Development Officer at LHO Depts including those under network heads. For Corporate Centre/Group HQ/SBU, authority not below DGM. If DGM is not posted, GM(CS) at Corporate Centre.
23.16
PERMISSION TO PURSUE HIGHER STUDIES

Permission to pursue higher studies CGM for Circles and CGM(HR) for CC & its establishments.
23.17
IDENTIFICATION OF DIFFICULT CENTRE

Identification of difficult centres GM of network as per norms
23.18
SANCTION OF LOAN BEYOND DGM's POWERS

Sanction of Gold loan/ Overdraft/ Loan against shares, etc. to staff beyond DGM's powers General Managers in charge of the respective networks. GM (Senior) for officers posted in LHO Depts directly under the administrative control of CGM. For CC and its establishments/ Group HQ/SBU Dept. Head not below the grade of GM. If the Dept. Head is not GM, GM (CS) at CC.
23.19
PROVISION OF FURNITURE FOR OFFICERS IN THEIR OWN HOUSE

Provision of furniture for officers in their own house constructed with Bank finance DGM at modules/Main Branches, COO for CAG Branches, AGM(Premises & Estate) for LHO Departments, AGM (Estate) for Corporate Centre and its establishments at Mumbai including CAG,
718
concerned head of Dept. not below the rank of DGM for C.O establishments outside Mumbai.
23.20
VEHICLE LOAN - WAIVER OF 4 YEARS STIPULATION FOR NEXT LOAN

Vehicle Loan - waiver of 4 years Authority not below the rank of Dy. General i.e. DGM in charge of stipulation for sanction of another Manager modules/branches/CirDO for LHO Depts. vehicle loan including those under the network heads.
23.21
COMPASSIONATE APPOINTMENT
Competent Authority Appointment under the scheme shall be made only with the prior sanction of the Competent Authority as detailed below: A. For employees working in Circles
a) i.
The Managing Director & Group Executive (National Banking Group) shall be the Competent Authority for approving proposals where the nominee requires relaxation in age; period of 6 years from the date of death of an employee; iii. the dependent sponsored for appointment by the widow/ family desires to wait till he/she attains certain (but not the minimum) educational qualifications, provided that the date so stipulated is within four years from the date of death of the employee; ii. a minor nominee attains majority beyond a period of 4 years and up to a maximum
b) i) ii)
The Circle CGM shall be the Competent Authority for approving proposals only in case of dependents of deceased employees provided these do not involve any deviation like relaxation in age, delay in submission of application etc. for keeping the offer of compassionate appointment open in case a minor dependent attains majority or acquires the minimum educational qualification for a post within a period not exceeding four years from the date of death of the employee.
B. a)
For employees working in Corporate Centre/ its establishments, Subsidiaries The Deputy Managing Director & Corporate Development Officer shall be the Competent Authority for approving proposals where i) the nominee requires relaxation in age; ii) iii) a minor nominee attains majority beyond a period of 4 years and up to maximum period of 6 years from the date of death of an employee; the dependent sponsored for appointment by the widow/ family desires to wait till he/she attains certain (but not the minimum) educational qualifications, provided that the date so the date of death of the employee. stipulated is within four years from
719
b)
The CGM (HR) at the Corporate Centre shall be the Competent Authority approving the proposals in case of dependents of deceased employees i) ii) provided these do not involve any deviation like relaxation in age etc.
for
where a minor dependent attains majority or acquires the minimum educational qualification for a post within a period not exceeding four years from the date of death of the employee.
C.
For all cases in the following categories The CGM (HR) at the Corporate Centre shall be the Competent Authority for approving the proposals in all the cases i) ii) where the employee has retired voluntarily on medical grounds; involving condonation of delay in submission of application.
D. As regards an employee, whether working in Circle or Corporate Centre/ its establishment, subsidiaries, who has died and who has retired on health grounds but was facing disciplinary action at the time of death/ retirement, the compassionate appointment of a dependent will be considered by MD & GE (NB) only if on evaluation of evidence available with the bank, it is clearly established by an authority designated for the purpose that the evidence is not sufficient to establish the charges and the decision of the MD & GE (NB) in this regard will be final.
23.22
1.
ENCASHMENT OF PRIVILEGE LEAVE BY LEGAL HEIRS

Encashment of privilege leave without legal representation on account of death by legal heirs Respective controller not below the rank of Dy. General Manager for officers (DGM in charge of modules, CirDO for LHO Depts including those under the network heads) and respective controller not below the rank of AGM for award staff.
23.23
DEPUTATION OF OFFICERS
Deputation of officers within SBI subsidiaries & Associates Upto MMGS III Scales IV & V Other organisations All grades Scales I to V All deputations - TEGS VI and above CGM (HR) DMD & CDO DMD & CDO Chairman
23.24
COMPENSATION FOR DEATH WHILE ON DUTY

COMPETENT AUTHORITY The competent authority for sanction of cash compensation, reward, medical expenses, etc. under the scheme are as follows:
a)
Cash Compensation/Reward
Respective Group Executive
720
DMD & CDO for Corporate Centre and its establishments. b) Medical Expenses : For Circles DGM of the network/branch/ module Circle Development Officers for all LHO departments including those under network heads. For Corporate Centre and its establishments including CAG branches Officer not below the rank of DGM heading or posted in the Dept./Establishment. If DGM is not posted, GM (Corporate Services) at Corporate Centre will decide. For members of public/ police force Circle CGM/ CGM (HR) c) Special leave : Employees working in the Circles Chief General Manager Employees working at the Centre and its establishments Chief General Manager (HR) d) Out of turn promotion/ advance increments Subordinate staff to clerical cadre, and Clerical cadre to Officer cadre Respective appointing/ promoting authority with the prior approval of Corporate Centre. In case of officers from one scale/ grade to higher scale of pay/grade Respective appointing/ promoting authority with the prior approval of the Executive Committee of the Central Board. e) f) Reimbursement of educational expenses up to graduation level : Payment of last drawn pay and allowances till one of the Children attains the age of CGM (HR) CGM (HR) Corporate
721
21 years or till the date on which the deceased would have retired in the normal course : g) Transfer of loans for housing etc. to family member if compassionate appointment is given irrespective of his/ her normal eligibility : CGM(HR)
Waiver of interest part if h) compassionate appointment is not sought by the family, while the principal amount is recovered from the compensation/other dues payable CGM (HR)
23.25
1.
APPOINTMENT OF SPORTSPERSONS
Appointment of sportsperson Corporate Centre through the Cir DO at the LHO Award : CGM (HR) Officers : ECCB
23.26 23.26.1
GRANT OF SPECIAL LEAVE TO SPORTSPERSONS For recognised games
Grant of special leave to sports person for 14 recognised games 1) For grant of special leave not beyond 180 days for matches in India 2) For grant of special leave upto 30 days at one instance for matches in India For grant of special leave at one instance beyond 30 days for matches in India
CGM of the circle. CGM (HR) for CO Depts/ Establishments CGM of the circle. CGM(HR) for CO Establishments Depts/
3)
DMD & CDO
23.26.2
For other non-recognised games/Sports 722
For non-recognised games/ sports 1) For grant of special leave upto 90 days for matches in India For grant of special leave beyond 90 days for matches in India
SUBJECT
CGM of the circle. CGM (HR) for CC Depts/Estbs. DMD & CDO
2)
23.26.3
Additional leave to sportspersons for injury

Additional leave and reimbursement of medical expenses to sportspersons who are injured during official matches
1.
For grant of special leave to sportspersons who are injured during official matches for the Bank in India For reimbursement of medical expenses fully to sportspersons who are injured during official matches in India
CGM of the Circle CGM (HR) for CC Estbs
2.
CGM of the Circle CGM (HR) for CC Estbs
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Annexure 23.1 Format for No Objection Certificate for Passport
Annexure "E" Passport Information Booklet Annexure "E"
ALL CENTRAL GOVERNMENT EMPLOYEES, STATE GOVERNMENT EMPLOYEES, EMPLOYEES OF STATUTORY BODIES AND PUBLIC SECTOR UNDERTAKINGS ARE REQUIRED TO PRODUCE A NO OBJECTION CERTIFICATE (On Official Stationery) Certified that Shri/Smt./Kum _______________________ is a temporary / permanent employee of this ______________________________ from (date) _________ and is at present holding the post of. ______________.The Ministry / Department / Organisation has no objection to his/her acquiring Indian Passport. The undersigned is duly authorised to sign this No Objection Certificate. Name & Designation Tel.No._______ Date:
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Annexure 23.2
Format of forwarding letter to be given to
official alongwith NOC for passport

[To be prepared in Duplicate]
(Name of the Officer)
Dear Sir, ISSUE OF NO OBJECTION CERTIFICATE
With reference to your letter dated _______ requesting for issue of a 'No Objection Certificate' for obtaining a passport, we forward herewith the 'No Objection Certificate' which, please note, is issued subject to the undernoted conditions : i) The Bank will not arrange for your repatriation in the event of any untoward happening abroad. The Bank will not be liable for any of your acts outside India. You will continue to be entitled to avail of only the leave earned by you as per your service rules and no extension of leave will be permitted merely on grounds of this NOC having been issued to you. Please return the duplicate copy of this letter duly signed by you in token of having accepted the above conditions and NOC.
ii) iii)
2.
Yours faithfully,
COMPETENT AUTHORITY
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CHAPTER 24 MISCELLANEOUS PERQUISITES

24.1 REIMBURSEMENT OF NEWSPAPER/MAGAZINE EXPENSES
1. In the light of increase in competitive environment in which the bank is operating, our officers must keep themselves abreast of the developments in technology, human resources, finance, marketing and commercial matters so that they become well equipped to face challenges and deal with the issues in the professional manner. To enable them to do so, it is imperative that they are encouraged to read more of financial news and increase their knowledge of computer, IT, marketing banking etc.
24.1.1
ELIGIBLE OFFICERS a) Officers in TEGS VI

They are eligible for the following : i. Three newspapers (a financial newspaper and Two local/national newspapers) ii. A Financial magazine.
b) Officers from JMFS I to SMGS V

The ECCB, in its meeting on 24th November 2006, has decided to revise the limit for reimbursement of cost of newspapers/magazines w.e.f. 1st November 2006. It as been decided to club together the cost of newspapers and magazines and reimburse the expenditure on a certificate basis each month upto the ceiling specified. Therefore, separate reimbursement for newspaper and magazine will not be made. Further, the system of submitting bills/vouchers for newspaper/magazine is being replaced by the system of the reimbursement on certificate basis. The revised ceilings are as under :-
Scale
JMGS I MMGS II & III
Ceiling of Reimbursement to be made

Rs. Rs. 350/- p.m. (Payable to all officers in JMGS I) Rs. 500/- p.m. (Payable to all officers in MMGS II & III) Rs. 700/- p.m. (Payable to all officers in SMGS IV & V) (CC No. CDO/P&HRD-PM/48/06-07 dt.29.11.06)
SMGS IV & V
24.1.2
1.
PROCEDURE AND FORMAT

Bills received from eligible officers on the format given in Annexure 24.1 for officers from JMGS I to SMGS V may be settled, in the usual manner, by debit to Charges Account Sundries (Books & Newspapers), normally within the month following that to which these relate. In exceptional circumstances, however, late claims may be entertained, after the appropriate authority is satisfied with the reasons adduced for the delay. However, if the delay is beyond three months, such claims may be entertained only with the approval of the controlling authority. In respect of officers working at branches, Branch Manager / Manager (Accounts) will be the sanctioning authority. As regards officers posted at Administrative Offices, reimbursement may be authorised by the Office Manager / Departmental Head.
2.
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24.2 24.2.1
REIMBURSEMENT OF ENTERTAINMENT EXPENSES General Instructions
1. Classification of Entertainment Expenses Entertainment expenses are classified under the following three heads : i) Official Entertainment Expenses ii) Personal Entertainment Expenses iii) Sundry Entertainment Expenses for tea/coffee etc. The entertainment expenses are primarily intended for entertaining and maintaining liaison with important people in India and abroad, government officials, consultants, representatives of trade, commerce and industry and customers, etc. who have or are likely to have dealings with the Bank. While the funds allocated to the Circle for entertainment expenses may be used to meet the expenditure for the above purposes, it would be in order to debit expenses incurred in connection with the seminars, conferences, and other official meetings, to Charges Account 'Sundries'.
i. Official Entertainment Expenses

Each Module and Special Branch is allotted every year an amount for official entertainment the instructions related to which are circularised by HR Department. The respective Deputy General Managers decide upon further allocation of this fund.
ii. Personal Entertainment Expenses

The ECCB has decided to revise the existing ceilings on reimbursement of personal entertainment expenses as from the financial year 2006-07 which will remain effective upto 31.03.2009. Category wise rates are as under : (CC No. CDO/P&HRD-PM/38/2006-07 dt. 07.10.06) a) Officers other than the Head of the Branches, i.e. other than the Branch Managers : Category of Officers Officers in TEGS VII Officers in TEGS VI Officers in SMGS V Officers in SMGS IV Officers in MMGS III & II Confirmed Officers in JMGS I, other officers in JMGS I who are posted as Lead Bank Officers/ District Co-ord. / Field Officer/ Accountant/ Cash Officer in a branch where no Field Officer is posted and all confirmed Specialist JMGS I officers. Revised Ceilings Rs. 17,500/- p.a. Rs. 14,000/- p.a. Rs. 7,200/- p.a. Rs. 6,200/- p.a. Rs. 5,200/- p.a. Rs. 4,100/- p.a.
b) Relationship Managers in CAG and MCG and officials under the initiatives of the Business Process Re-engineering as mentioned hereunder : Category of Officers Officers in TEGS VII Officers in TEGS VI Officers in SMGS V Officers in SMGS IV Officers in MMGS III & II Confirmed Officers in JMGS I, other officers in JMGS I who are posted as Lead Bank Officers/District Coord. / Field Officer/Accountant/Cash Officer in a branch where no Field Officer is posted and all confirmed Specialist JMGS I officers. Revised Ceilings Rs. 17,500/- p.a. Rs. 14,000/- p.a. Rs. 7,200/- p.a. Rs. 6,200/- p.a. Rs. 5,200/- p.a. Rs. 4,100/- p.a.
727
c) Branch Managers : Category of Officers Officers in TEGS VI Officers in SMGS V Officers in SMGS IV Officers in MMGS III Officers in MMGS II Offices in JMGS I Revised Ceilings (w.e.f. 01.04.2006) Rs. 24,700/- p.a. Rs. 16,200/- p.a. Rs. 14,300/- p.a. Rs. 11,700/- p.a. Rs. 10,100/- p.a. Rs. 8,500/- p.a.
d) AGM (REGION)/DGM (MODULE)/ GM(NETWORK) : Category of Officers Officers in TEGS VII Officers in TEGS VI Officers in SMGS V e) CGM/DMDs (TEGSS I & TEGSS II) : Category of Officers Officers in TEGSS II Officers in TEGSS I Revised Ceilings (w.e.f. 01.04.2006) Rs. 27,000/- p.a. Rs. 26,000/- p.a. Revised Ceilings (w.e.f. 01.04.2006) Rs. 19,000/- p.a. Rs. 15,000/- p.a. Rs. 8,000/- p.a.
The format for claiming entertainment expenses is given in Annexure 24.3.
iii.
Sundry Entertainment Expenses for tea/coffee/cold drinks, etc.

It has also been decided that the ceiling on reimbursement on expenses incurred on tea, coffee, cold drinks, snacks etc. in respect of the following officers be revised as under : Category of Officers Managers of Division at branches, Lead Bank Officers, District Co-ordinators and Rural Development Managers Branch Managers* Existing Ceilings Revised Ceilings Between Rs.1,000/- Between Rs.1200/- to to Rs.2,500/Rs.3,000/Between Rs.1,000/- Between Rs.1300/- to to Rs.2,500/Rs.3,250/-
*Discretion given to the Circles to reimburse expenditure upto Rs.4,000/- p.a. in respect of Main Branch, Special Branches, Zonal Offices, Overseas Branch, Regional Office, AGMs of Region and Departmental Heads at LHO has also been revised to Rs.5,000/- p.a. Furtherr, the discretion provided to CGMs of Circles, CGM MCG and CGM-CAG to permit reimbursement of expenses incurred on tea, coffee, cold drinks, snacks etc.by officials in BPR initiatives, Relationship Managers in MCG, CAG as mentioned in para 24.1(ii)(b) above may be revised from Rs.2,500/-p.a. to Rs.3,000/- p.a. a) Officers in SMGS IV to TEGS VII at Corporate Centre and its establishments: Category of Officers Officers in TEGS VII Officers in TEGS VI Officers in SMGS V Officers in SMGS IV Existing Ceilings Rs.4,000/- p.a. Rs.3,000/- p.a. Rs.2,500/- p.a. Rs.2,000/- p.a. Revised Ceilings Rs.4,800/- p.a. Rs. 3,600/- p.a. Rs. 3,000/- p.a. Rs. 2,400/- p.a.
728
iv.
Reimbursement of Club Membership/Fees

a) The Branch Managers/ Managers of Business Divisions as well as Accounts Departments, Managers (Lead Bank), Manager (District Co-ordinator), Rural Development Manager and Officers in SMGS-IV and above may be allowed to enjoy the facility of joining only one club in their areas. In such cases, the admission fee not exceeding Rs.1,000/- per annum only will be borne by the Bank by debit to Bank's Charges Account and the remaining amount of membership subscription, if any, shall be borne by the officer or claimed through his personal enterainment quota. b) Admission fee and subscription of local Bank Managers/Bankers' Club will continue to be paid by the Bank separately depending on the merits of each case to be decided by the Chief General Manager. c) Manager(Liaison) is not eligible for club membership.
24.2.3 Mode of reimbursement

The need for submission of bills/cash memos for claiming reimbursement of entertainment expenses be done away with in view of the fact that it is now covered by Fringe Benefit Tax imposed by Government of India and no perquisite value is to be added to the exployees income for tax purposes. The officers may claim the entire amount on certificate basis. (CC No. CDO/P&HRD-PM/38/2006-07 dt. 07.10.06)
24.3
REIMBURSEMENT OF OUT-OF-POCKET EXPENSES 24.3.1 Officers posted at Service Branches and Airport Offices / MICR Branches / SWIFT Branches & computerized Branches having extended Business Hours
i) ( CC No.CDO/PM/16/CIR/3 Dt.17.04.2001) Officers posted at Service Branches and Airport Offices who are required to work before 8.00 a.m or after 8.00 p.m may be paid out-of-pocket expenses not exceeding Rs.100/- per working day. This will not include holidays / Sundays / leave period, etc. This facility may be extended to officers concerned only till such time as they are posted at such offices, on their transfer elsewhere, it should be withdrawn. Such expenses are reimbursable on the basis of the certificate to be furnished by the officers to the effect that the expenditure claimed has actually been incurred by them.
ii) iii)
24.3.3 Officers engaged in branch computerisation

1. The All India State Bank Officers' Federation had represented that during the process of computerisation of branches, the officers many a times are required to sit late at the branch for computer related work as the deadlines for completing the process are required to be met. To this effect the officers are out of pocket towards the expenses incurred by them for dinner / transport. The Federation has, therefore, demanded that the officers be paid compensation on days they are required to stay late in the branch. 2. The matter was examined by Central Office and it was decided that in case the officers involved in computerisation process are required to sit late, say beyond 8.30 p.m., they may be reimbursed with the cost of dinner / transport not exceeding Rs.100/- per day (Revised w.e.f. 20.05.2002) say for 1 or 2 weeks before and after the branch going live. This provision would be applicable to other officers on such other days also when they have to sit beyond
729
the stipulated hours as aforesaid to sort out the problems. However, such instances should not normally exceed 2 to 3 days in a month. Needless to add that the above provision would be operative only if the officer/s concerned are required to sit well beyond their normal working hours. However, payment as mentioned above can be effected only after getting the approval of the respective controller (CC No. CDO/IR/SPL/89 dt. 20.05.2002) Clarification: An officer getting halting allowance on deputation will not be eligible for claiming out of pocket expenses.
24.4
PROVISION OF CARS FOR OFFICIAL/ PERSONAL USE Eligibility

All officers in TEGS VI, including those on mobile duty, would be provided with cars for official use with permission to use it for personal purposes on recovery of usual charges. The cars for the purpose should be hired from reputed agencies/ firms. While selecting the firms from whom the cars are to be hired, the following factors should be taken into account: a) b) c) d) 3. 4. Number of cars available with the operators Number of years they have been in the business The present clientele of the operator Competitive rates
24.4.1
1.
2.
Other instructions for hiring of cars, equipments, etc., such as advertisement where necessary, approval of rates by a Rates Committee, etc., should also be complied with. In respect of officers on deputation, cars will have to be provided by the borrowing organisations. However, for officers on deputation to Govt. of India where their salary and allowances are being paid by us, such cars may be provided by LHOs where their salary, etc. are being paid. In respect of officers on mobile duty, cars may be provided at the places where they are conducting inspection.
5.
24.4.2
REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY GENERAL MANAGERS / OFFICERS IN TEGSS I & II
(CDO/PM/16/CIR/19 Dt.08.06.2002) The ceiling on reimbursement of salary paid by general managers to drivers hired by them with effect from 01.04.2001 is as under shown against the respective circle. OFFICERS General Managers TEGSS I & II PLACE Major A Class Cities Other cities Major A Class Cities Other cities RUPEES Rs.3500/-p.m. Rs.3000/-p.m. Rs.5000/-p.m. Rs.4000/-p.m.
NOTE: Officers in TEGSS I & II may opt for Banks driver or engage a driver. However, where Banks driver is not available, officer will no option but to hire the driver.
24.4.3
Recovery on Account of Use of Banks Car for Personal Use 730
Officers in TEGS VI and above are provided with a car for official use. They are also allowed to use the car so provided for personal purposes up to 500 kms. on payment of Rs.150/- p.m. If an officer uses the car beyond 500 kms. in a month for personal purposes, additional recovery at the rate of Rs. 1 per km for use beyond 500 kms. is made from him. Henceforth, recovery for personal use of official car from officers, who have been / are provided with air-conditioned cars, shall be at the rate of Rs.200/- for first 500 kms. and Rs.1.25 per km. for use beyond 500 kms.
24.4.4
1.
Only Bank's car to be used for personal purposes

The practice of utilising the Bank's car at the headquarters of the officials for use of their family members and engaging hired taxis for their official visits outside is not to be encouraged. As far as possible, only the Bank's car provided for official use should be used for official visits even outside headquarters, instead of engaging hired taxis. However, the Chief General Manager may permit such use of hired taxis for official visits outside headquarters after satisfying themselves of the genuineness of the special circumstances or reasons therefor.
24.4.5
1.
Use of official car at a place other than headquarters

There may be instances where an officer on his transfer from one place to another has not been able to move into official residential accommodation at the new place of posting for the reason that it has not been vacated by the previous incumbent and he is thus not in a position to shift his/her family to the new place of posting. In the circumstances, the official's family stationed at previous place of posting, is deprived of the facility of use of official car for personal purposes which they have enjoyed for quite some time causing hardships to them. Wherever a request for use of official car for personal purposes at the place other than the place of headquarters is received from an official under the above mentioned circumstances, the same may be considered with the approval of the controlling authority, subject, however, to the following conditions :The request should be entertained only if the official residential accommodation at the new place of posting has not been vacated by the previous incumbent for reasons beyond his control or, if at places like Mumbai, no residential accommodation has been provided by the Bank to the official. The car should only be provided out of the pool of cars maintained by the LHO at the previous place of posting. The official will have to forego the personal use of car at the new place of posting. Usual recovery for use of car for personal purposes will be made from the official.
2.
i)
ii) iii) iv)
24.4.6
1.
Income tax deduction at source for the perquisite of cars

Effective from 2nd June 1 995, the Central Board of Direct Taxes has revised the rates for valuation of perquisite value of cars provided by employers. Accordingly, the perquisite value of cars provided by the Bank to our senior officers in TEGS VI and above should be determined as per the revised rates. The relevant extract from the above referred circular letter with the revised rates applicable w.e.f 2nd June 1995 is given below : "Where the motor car is owned or hired by the employer and all the expenses on maintenance Rs.600/-p.m.
and running are met or reimbursed to the assessee by the employer. (For cars with h.p. rating not exceeding 16.) "Provided that where a chauffeur is also provided to run the motor car, the value of the perquisite as calculated in accordance with this Table shall be increased by a sum of Rs.300/- per month." 2. Inasmuch as the cars provided to our executives are less than 16 h.p. and driver is also provided or his remuneration is reimbursed to run the car, the perquisite value of this
731
facility will be Rs.900/- p.m. As against this, we are recovering @ 1507- p.m. from them for use of the car for personal purposes and at pro-rata amounts at specified rate if the distance covered on personal work exceeds 500 kms. 3. It should be arranged to add every month to the taxable income of the officers in Top Executive Grade scales who are provided with the Bank's own or hired car and a driver (including where remuneration is reimbursed) a sum of Rs.900/- after deducting therefrom the total amount recovered from them for personal use of the car. (For example, if the amount recovered from an official for personal use of the car during a particular month is Rs.300/-, the perquisite value to be shown for that month would be Rs.900/- minus Rs.300/- = Rs.600/-).
24.5
REIMBURSEMENT OF DAILY WAGES TO OFFICERS IN SMGS IV AND ABOVE

Officers in Senior Management Grade Scale IV & V are reimbursed with a sum not exceeding Rs.10/- and Rs.25/- respectively per day w.e.f. 12.04.2001 for engaging casual labour to attend the maintenance of furniture, fixtures, etc., provided by the Bank at their residence. The aforesaid reimbursement can be made only if the officer has taken furniture at the residence for at least one third of the value of his entitlement. (CDO/PM/16/CIR/1 Dt.12.04.2001)
24.6
REIMBURSEMENT OF EXPENSES ON CLOTHING SECURITY AND FIRE OFFICERS

The cost ceilings with regard to safari / woolen suits and shoes to the Liaison / Security officers, Asstt. Liaison / Security officers and fire officers is as under: (a) Safari Suits (i) At Mumbai, Calcutta, Delhi and Chennai (ii) Atplaces other than (i) above (b) Woollen Suits (i) At Mumbai, Calcutta, Delhi and Chennai (ii) At places other than ( i ) above (c) Shoes Rs.2000/- per suit (inclusive of stitching charges) Rs.1850/- per suit (inclusive of stitching charges) Rs.4500/- per suit (inclusive of stitching charges) Rs.4250/- per suit (inclusive of stitching charges) Rs.800/- per pair of shoes
24.6.1
REIMBURSEMENT OF EXPENSES ON CLOTHING TO LIAISON OFFICERS

(CC No.CDO/P&HRD-PM/35/2006-07 dt. 03.10.2006) a) Since Liaison Officer/Assistant Liaison Officers have to interact with various senior/esteemed functionaries inside/outside the Bank as part of their normal duties, it is desirable that they should project befitting image of the Bank. Therefor, it has been decided to dispense with the requirement of wearing of safari suits by them and replace it with combination of white shirt, black trousers and a contrast colour tie with SBI logo in blue silk embroidery. Therefore, they will be provided with the following :
i)
Liaison Officer
4 Pairs of Shirt/trousers/tie once in 2 years
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ii) iii)
Asstt. Liaison Officers Liaison Officer/ Asstt. Liaison Officer
3 Pairs of Shirt/trousers/tie once in 2 years 1 Woollen Suit once in 3 years. Where woolen suit is not required for climatic reasons additional Shirt/trousers/tie in lieu thereof in the same periodicity i.e. once in 3 years and within the cost ceiling applicable for Shirt/trousers/tie. One pair of shoes per year.
iv)
Liaison Officer/ Asstt. Liaison Officer
b) The ceiling of cost for the entire set of dress applicable for them is as under:
(a) White shirt/ Black trouser/ contrast colour tie (with SBI logo in blue silk embroidery)
(i) At Mumbai, Calcutta, Delhi and Chennai (ii) At places other than (i) above (i) At Mumbai, Calcutta, Delhi and Chennai (ii) At places other than (i) above
Rs.2500/- per pair of Shirt/ trousers/tie (inclusive of stitching charges) Rs.2350/- per pair of Shirt/ trousers/tie (inclusive of stitching charges) Rs.6000/- per suit (inclusive of stitching charges) Rs.5750/- per suit (inclusive of stitching charges) Rs.1200/- per pair of shoes
(b) Woollen Suits
(c) Shoes
c) The above dress code is applicable from 1.10.2006.
24.7
TELEPHONE FACILITY FOR LIAISON OFFICER

The telephone facility to various officers is decided by the Circle Management depending upon the utility. However, it has been observed that Liaison Officers are sometimes not provided with STD facility on their official telephone or on the telephone at their residence. This would hamper their effectiveness especially in an emergency when they are required to coordinate VIP movements. It has, therefore, been decided that Liaison Officers at LHO centres in the various circles may be provided with STD facility on their residential telephone and on the telephone at their office. This facility may be made available to only one Liaison Officer per LHO Centre regardless of their Scale, the ceiling on the number of calls being as applicable to the grade of the officer.
24.8
OUT OF POCKET EXPENSES INCURRED BY SECURITY/LIAISON OFFICERS (CC No. CDO/P&HRD-PM/36/2006-07 dt 5.10.06) Liaison Officers / Assistant Liaison Officers / Security Officers in the Bank often required to receive / see off important dignitaries at the airports / railway stations at odd hours and often without sufficient notice. It has been decided to reimburse out of pocket expenses to Liaison Officers at the following rates w.e.f 1.10.2006 provided that the total absence from the headquarter is not less than 3 hours.: Sr.No. (a) Time of Duty Attending duty at airport/railway station during breakfast time i.e. 6 a.m. to 9 a.m. Max. limit/ceiling for reimbursement Rs. 100/-
733
(b) ( c) (d)
Attending duty at airport/railway station during lunch time i.e. 12 noon to 2 p.m. Attending duty at airport/railway station during dinner time i.e. 8 p.m. to 4 a.m. Attending duty at airport/railway station at any time other than the timings at (a) to (c) above
Rs. 100/Rs. 100/Rs. 60/-
The expenditure will be made on the basis of a certificate claiming the expenditure incurred by an officer. Officers claiming reimbursement will be required to mention in the certificate of claim the purpose of visit to the airport / railway station and timings of the flight / train for which they had to attend to the airport / railway station duty, duly countersigned by the authorised officials.
24.9
MISCELLANEOUS INSTRUCTIONS
24.9.1 Promotions with retrospective effect - Conveyance expenses, newspaper bills, entertainment expenses etc.
The question of payment of arrears of benefits on account of promotion with retrospective effect has been examined. The existing provisions already permit officers to draw benefits / perquisites as applicable to the posts occupied by them in so far as these relate to discharge of official duties. Hence claims for arrears for benefit do not merit consideration.
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Annexure 24.1 Certificate for claiming reimbursement of
Expenditure incurred on Newspaper/Magazine (for officers in JMGS-I to SMGS-V)
I certify that I have incurred an expenditure of Rs.________ towards purchase of newpapers/magazines during the month of ________________ which may please be reimbursed to me as per my entitlement.
Signature
Name : _______________________ Grade/Scale:___________________ Branch/Office : ________________
735
Annexure
24.3
Format
for
claiming
reimbursement of
entertainment
1. 2. 3. 4. 5. 6. 7. Name Designation Scale/Grade
expenses
:
Statement of expenses incurred on entertainment during the month of _______
: Rs.________ Rs.. Rs.
: Eligible limit (From 1 st April to 31st March) Reimbursement claimed upto previous month Available amount (4 - 5) Total
8.
Amount reimbursable: Rs. [Amount at item No.8 should not exceed amount at item No.6.] I declare that the above expenditure has been actually incurred by me for entertainment. Please reimburse. (SIGNATURE) STATE BANK OF INDIA BRANCH / DEPARTMENT :
Sanctioned Rs. Date COMPETENT AUTHORITY
Encl:- Bills/cash memos in support of the above claim
736
737
CHAPTER 25 SCHEME OF DELEGATION OF FINANCIAL POWERS GENERAL MATTERS-2003 25.1 1. GENERAL Scheme of Delegation of Financial Powers-General Matters, 1997, was revised by the Executive Committee of the Central Board at its meeting held on the 27.03.2003. Thus, the existing Scheme of Delegation formulated in 1997 stands revised. The salient features of the revised Scheme are detailed hereunder. In order to expedite processing and sanction of proposals under the Banks plan of image Building-Project Metro Ambience MO5, the financial powers of AGM and above on structural additions & alterations to Banks premises (Office), for interior project of Banks Office premises and purchase of the furniture including carpets, curtains, etc. and electric installations have been enhanced substantially. The financial powers under the Group II-Electronic and Computer items for officials of grade DGM and above have been enhanced in order to cater to the need of computerization and other technology driven initiatives that Bank has taken up. It is felt that with the experience gained over the years, the officials at every level have acquired adequate understanding and knowledge of the computer system and would be able to exercise the powers judiciously. The revised scale of powers furnished in Annexure 25.1 and 25.2. The existing dispensation in terms of which Branch Managers of AGM grade, exercise different scales of powers depending upon whether they report to a DGM or AGM (Region) has given way to a uniform scale of powers for AGMs of all grades. (CC letter no. ORG/923 dt. 05.03.2007/LHO/CirDO/OP & SP/16 dt. 05.03.2007) 4. As per extant instructions under the Scheme of Delegation of Financial Powers, in case there is a mismatch between the grade of an incumbent and categorization of the Branch or position in administrative office, powers as applicable for category of the Branch or position, should be exercised. These instructions apply to both Advances & Allied Matters and General Matters under the Scheme of Delegation of Financial Powers, in respect of Officials in SMGS V and below. Powers in respect of Officials in TEGS VI and above, go with the grade of the Official, and not with the incumbency of the position. Officials of grades between MM-II to SMGS-V, if posted in a position of a lower grade, will exercise the powers corresponding to the grades to which they belong. The Circle Management will ensure that as far as possible, the grade of the official posted should be identical with the categorization of the Branch or position, unless there is an excess of higher grade officials, who cannot be otherwise deployed in the Circle. In case an official of Grade SMGS V (AGM) is posted in a Branch of lower incumbency (SMGS IV), the Branch will be brought under the control of DGM (Module), and sanctions accorded, will be reported to the DGM (Module), till such time as the arrangement continues. Such arrangements of higher grade officials working in positions categorized lower, will be reviewed half-yearly by CMC, and change in incumbencies, will be made after the Financial Year is over, to ensure smooth functioning of the arrangement.
2.
3.
4(i).
4(ii)
4(iii)
4(ivi)
5. It has also been decided that, obtention of administrative clearance from Corporate Centre is not necessary for items covered herein, that fall within financial powers of the Circle. Therefore, the Corporate Centre Administrative Order No. 28 of 1985 dated 26.12.1985 stands annulled. 6. Exercise of powers contained herein will be subject to control reporting to the next higher authority. The CGM of the Circle shall, however, submit control reports to the Managing Director & Group Executive-NBG. The Control reports relating to exercise of powers by the CGM may be submitted at monthly intervals by means of simple listing with details of the purpose, amount etc. Other guidelines regarding control reporting remain unchanged.
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25.2 1.
GENERAL GUIDELINES FOR EXERCISE OF POWERS The Scheme of Delegation of Financial Powers, 1997 stands revised in 2003. The exercise of powers laid down under different Groups I to VII as detailed in Annexure 25.1 and 25.2 is subject to the Banks policy framework and extant administrative guidelines, wherever applicable, as revised from time to time. While exercising the powers, the authorities shall ensure compliance with provisions of the SBI Act and SBI General Regulations and other applicable legislation/regulations. The head of an office would mean, in the case of branches, the Branch Manager and such other officers as may be specifically authorized by the Chief General Manager to be so. The powers of Managers of Division/Accountants/Dy. Managers of Divisions will be the same as the power vested in the Branch Managers of their own grade. Only those powers will be exercised by an official which are related to the duties and responsibilities entrusted to him. No authority shall exercise the power for sanctioning any expenditure, which will be directly to its advantage. A higher authority may exercise powers vested in a lower authority. The powers prescribed in the Scheme are decision-making powers and do not affect in any way; the signing powers entrusted to various officials under and in terms of Regulation 76 of State Bank of India General Regulations. This scheme will not apply to our offices outside India. For the purpose of exercise of powers under the scheme, the undernoted phrase will mean the following: (i) Anyone instance: At anyone point of time, it will be related to 1 (one) single bill or item of expenditure authorized for payment and will not be related to other similar bills or expenditure even for the same purpose. Hiring of Equipment/Machines/Services etc. : This would mean obtaining the services of a machine/person or a group of persons/vehicles or any other item under an agreement(oral or written) with the owners/persons. The terms of payment will be expressed in units of time in keeping with the process of the concerned trade. However, hiring of consultancy services will not be included. Such payments may be made as per delegation of powers under Group Vcharges not enumerated. Controlling Authority: The respective immediate authority in hierarchy to whom an official reports.
2.
3. 4. 5. 6. 7.
8. 9.
(ii)
(iii)
At a branch the controlling authority shall be the Branch Manager. 10. Whenever the medical expenses for officers include hospitalization/nursing or nursing home fees and cost of special treatment, the payment may be authorized by an official not below the grade of a DGM. Legal fees: (i) Powers prescribed in Annexure 25.1 and 25.2 payment of Legal Fees can be exercised subject to obtention of prior approval from the competent authority for instituting legal process. a. If approval for filing of a suit has been accorded by the competent authority, the Branch Manager/Manager of Division will have FULL powers for payment of court fees/stamp duty. b. The ceiling on powers of Branch Managers for payment of legal fees relates to each bill covering at least one consultation/appearance, clerical and other charges of the solicitors/lawyers. The cost of conducting searches in respect of title deeds etc. for the purpose of granting loans etc, shall however, be, reimbursed by the concerned borrowers.
11.
739
c.
Where the fee payable to/claimed by the lawyer is in excess of the scale of fees prescribed by the concerned High Court rules, approval of respective controlling office i.e AGM(Region)/DGM/GM, as the case may be, would be necessary.
12.
Advertisements: The GMs of the network may exercise Full Powers for expenditure incurred by the networks within the limits, allocated by the C.G.M.
13.
Cash Rewards: The powers indicated herein do not restrict the powers for payment of honorarium for passing examinations covered by special schemes approved by the Bank and such payments may be authorized by the authority designated under the relative scheme. The Head of an office and the Head of a department in an administrative office shall have powers to authorize the following: Periodical payment of salary and allowances to: (i) (ii) the permanent staff on the basis of their service or the terms of their appointment or as sanctioned from time to time by the controlling authority, and the temporary and part-time engaged with the sanction of the controlling authority in accordance with the terms of their appointment.
14. (a)
(b)
The Banks contribution to the Provident and Pension Funds on the scale applicable to the concerned employees as prescribed in relative rules of the Funds. Overtime payments in accordance with the instructions issued and in the manner prescribed by the controlling authority. All such payments as described below for effective maintenance of the office and discharge of its functions: (i) Rent, usual rates and taxes in respect of premises, either for the office or for other purposes, in accordance with the terms of the relative lease or agreements, which have already received sanction accorded by the appropriate authority. Insurance premium for insurance cover over the Banks property and/or insurance cover taken under arrangements approved by the Bank. Payment of bills for electricity, gas and other fuels consumed in the Banks office premises. Cost of lamps purchased for office as well as residence provided by the Bank. Payment of bills in respect of telephones installed at the office and also at residence of officials. Cost of postage, telegrams, stamps courier charges, telexes, microwave link, etc. including the rental of post box, post bag number, telegraphic address and service charges. The payment of fees and allowances of Directors/Local Board in accordance with rates fixed from time to time. Other recurring expenses incurred for the said objectives with sanction of the controlling authority.
(c) (d)
(ii) (iii) (iv) (v) (vi)
(vii) (viii) (e)
Whenever the rates of catering have been approved by the Corporate Centre/LHO, the bills in respect of supply of food to trainees at Staff Learning Colleges/Centres shall be treated as recurring expenditure referred to in para d(viii) above. All powers exercised by officials will be subject to budgetary allocation and control. The Auditors fees in India shall be sanctioned by CCFO/AGM(BOD) at each LHO in accordance with terms approved from time to time by the competent authority.
15.
740
The General Manager/AGM (Inspection & Audit) at Zonal Inspection Office shall have the powers to pay the bills of the audit firms appointed for purposes other than statutory audit in accordance with powers vested in them under Charges not enumerated. 16. In respect of any matter not specifically indicated in the enclosed table but considered administratively necessary, the powers of an official will be to the extent of charges not enumerated. For exercise of powers relating to purchase of furniture, fixture, machines etc., local taxes, freight, installation charges etc. may be excluded. Powers for disposal of the assets of the deceased can also be exercised by officials of the rank of AGM and above for the purpose of payment of undrawn salary and allowances of a deceased employee to his legal heir. All powers exercise by officials will be subject to budgetary allocation and control. No prior administrative clearance from Corporate Centre/Business Group Heads need be obtained for matters falling with the Circles powers except consultancy services. Powers to sanction telephone connections: These are administrative powers and do not fall within the purview of Scheme of Delegation of Financial Powers. Payment of Annual Listing Fee to Stock Exchange relating to SBI Equity and Bonds may be authorized in full by the Deputy Managing Director & CCFO. A rates committee as prescribed may be constituted for hiring of services. The rates should be fixed by the Rates Committees for different areas and reviewed/revised, if necessary at least once a year. The authority structure for acquisition and disposal of Non-banking assets will be as per Group 1(B) i.e Purchase and Sale of Premises. Any official exercising powers for matters contained herein shall report for control to the next higher official. The CGM of the Circle will however, submit his control reports to MD & GE (NBG). Electronic & Computer items: For purchase of additional terminals/peripherals for fully computerized branches, subsequent to full computerization, delegation under II (ii) will apply. Compensation to Banks Clients: Where losses, incurred by Banks clients because of negligent handling of transactions by Banks employees, have to be reimbursed, these may be authorized by officials of the level of AGM and above, as per Group V (E) Charges not enumerated. The payment of penal interest to ABI on account of delayed/wrong reporting of currency chest transactions may also be made as above.
17. 18.
19. 20.
21. 22. 23.
24. 25.
26.
27.
ANNEXURE 25.1 (i) CC letters No(s). ORG.1296 dated 28.03.2003 and PRM/S/1277 dt. 31.03.2003/CirDO/OPSP/03/03-04 dt. 21.04.2003 (ii) CC letter No. ORG/856 dated 05.02.2007 (iii) CC letter No. ORG/924 dated 05.03.2007 SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS OFFICIALS (INCLUDING BRANCH MANAGERS) OF THE GRADES OF
741
ASSTT. GENERAL MANAGER AND ABOVE Group I Premises & Equipment (AMOUNT IN RS.) CGM Group Exec/Staff Functiona ries at Corporate Centre (MDs/ DMDs)/ Local Board
Category
AGM
DGM
GM
A. Leasing of Premises (monthly rent) (i) Non residential (ii) Residential B. Purchase & Sale of Premises C. Capital Expenditure (i) (a) On structural additions and alterations to Banks premises (any one instance) (leased or owned) 1) Office 50000 2) Residence (b) for construction of new premises for Banks Office (excluding interior work) (c) for interior project of Banks Office premises (leased or owned) (ii) On purchase of safe deposit lockers, safe room doors, currency chest bins, cabinet cash safes (any one instance) D. Purchase of furniture including carpets, curtains, etc. and electric installations (any one instance) (i) Office (ii) Residence (iii) Purchase of UPS for full branch computerization projects, installation of ATMs, Networking Core Banking Solution and Trade Finance (per branch)# # These powers can be exercised for replacement of batteries for UPS also subject to norms/guidelines for replacement of batteries issued from time to time by Corporate Centre/Business Group Headquarters E. Purchase of machines, vehicles, equipment, etc. (any one instance) 2 lacs 5 lacs 10 lacs 25 lacs 20000 Full Nil 50000 Full Nil Full Full 10 lacs Full Full 30 lacs Full Full 75 lacs
2 lacs
7.5 lacs
15 lacs
25 lacs
50 lacs
Nil
12 lacs
25 lacs
50 lacs
1 crore
5 lacs
10 lacs
20 lacs
30 lacs
50 lacs
5 lacs
10 lacs
25 lacs
50 lacs
Full
1 lac 50000 5 lacs
3 lacs 1 lac 7 lacs
7.50 lacs 2.5 lacs 8 lacs
15 lacs 5 lacs 12 lacs
50 lacs 12.5 lacs 25 lacs
742
(i) Purchase of high value machines (where the unit price exceeds Rs. 1 lac) (ii) Purchase of other machines F. Hiring of services/vehicles equipment/machines, including annual maintenance contracts for computers, lifts, typewriters, electronic typewriters, airconditioning plant, airconditioners, generators, UPS, desert coolers and any other machines/equipment etc. (any one instance) G. Sale of old furniture, fans machines, motor vehicles, equipment, computers, typewriters, electronic typewriters, electronic typewriters, air-conditioning plant, air-conditioners, desert coolers, generators, UPS and any other machines/equipment, etc. (market value) (any one instance) H. Repairs to Banks property including leased property (any one instance)
3 lac
5 lacs
10 lacs
20 lacs
50 lacs
1.5 lacs
2.50 lacs
5 lacs
10 lacs
20 lacs
50000
1.5 lacs
3 lacs
Full
Full
50000
1 lac
5 lacs
10 lacs
50 lacs
50000
2 lacs
8 lacs
20 lacs
50 lacs
Group II-Electronic and Computer items: A. (i) Purchase of initial computer systems for full branch computerization (for any one branch or LAN set up at LHO/Zonal Office/SBLC), Networking, Core Banking solutions and Trade Finance (in anyone instance) (ii) Purchase of Automated Teller Machines/Cash Dispensers with accessories like video Surveillance System, Access Lock etc. (any one instance) B. Purchase of computer System other than (A) above. (any one instance) Powers of official in IT Deptt. C. Purchase of computer software (any one instance) D. Purchase of data processing stationery and computer stationery including computer tapes/floppies/ribbons (any one instance) @ E $(New) Hiring of services for maintenance of electronic & computer items F $-(New)
Nil
10 lacs
15 lacs
25 lacs
50 lacs
Nil
#10 lacs
20 lacs
30 lacs
50 lacs
2 lacs
3 lacs
4 lacs
5 lacs
10 lacs
2 lacs
3 lacs
4 lacs
25 lacs
50 lacs
Nil 10000
50000 25000
1 lac 75000
2 lacs 5 lacs
4 lacs 10 lacs
50,000
1.50 lacs
3 lacs
Full
Full
743
Repairs of electronic computer items
&
50,000
2 lacs
8 lacs
20 lacs
50 lacs
# DGMs (Branch) have not been vested with powers under these sub-heads. @ The powers delegated only to officials in IT under a new subhead for hiring of professional services for computer audits, consultations, project management, certification (any one instance) remains unchanged, as below: AGM 1 lac DGM 1.50 lacs GM 3 lacs CGM 25 lacs DMD & GE 50 lacs
Group III-Travelling and Medical Expenses: A. Travelling allowance/ halting allowance/LFC (any one instance) (i) Workmen staff (ii) Supervising Staff B. Payment of medical expenses as per rules (any one instance) (i) Workmen Staff (ii) Supervising Staff C. Expenditure on maintenance of dispensaries including cost of medicines (per mensem) (where dispensaries are located/maintained) Full 15000 Full Full Full Full Full Full Full Full Full Full Full Full Full Full Full Full Full Full
20000
50000
Full
Full
Full
Group IV Suits and Legal Fees: A. To institute or defend legal proceedings (in matter other than advances) where the suit amount does not exceed. B. Payment of legal fees
Nil
10 lacs
50 lacs
Full
Full
Full
Full
Full
Full
Full
Group V-Sundry Charges:
A. Sundry purchase of stationery (any one instance) B. Printing of circulars and forms (any one instance) C. Purchase of Books (per annum) (per Deptt./Office) D. Newspapers/Magazines/ Periodicals (per annum) (per Deptt./Office) E. Charges not enumerated (any one instance)
10000 20000 20000 12000
20000 40000 30000 15000
50000 75000 50000 30000
1 lac 1.5 lacs 1 lac 50000
-----
15000
30000
2 lacs
5 lacs
20 lacs
Group VI-Advertisement:
744
A. Advertisement-within allocation
Nil
Nil
Full
Full
Full
Group VII-Miscellaneous: A. Subordinate staff clothing B. Disposal of assets of the deceased constituents without legal representation (i) balances in accounts (ii) assets other than balances in accounts (value of assets) C. Refund of excess cash D. Sale of printed stationery, forms, etc., writing off obsolete or useless stationery E. Cash Rewards (any one instance)@ F. Reimbursement of bills for cost of Police/Armed Guards deployed at our Branches/Offices G. Powers for 3000 (i) waiver of recovery of interest/exchange/ commission 3000 (ii) waiver of recovery of legal fees/incidental charges incurred# H (New item)- Powers for granting rewards/incentives etc. in accordance with the prescribed rate in respect of individual approved scheme/any other similar scheme. 7500 20000 50000 3 lacs 7500 20000 50000 3 lacs Full Full Full Full Full
10 lacs 5 lac
Full Full
Full Full
Full Full
Full Full
Full Full
Full Full
Full Full
Full Full
Full Full
Nil Full
Nil Full
Nil Full
2500@ Full
25000** Full
Irrespective of the Grade/Scale

As approved under individual scheme by the appropriate authority, without any limit.
@ Cash rewards in respect of matters not falling under approved schemes. ** Local Board will not have these powers. # This power is not applicable for write off/compromise cases.
Annexure 25.2 SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS OFFICIALS (INCLUDING BRANCH MANAGERS) OF THE GRADES OF CHIEF MANAGER TO ASSTT. MANAGER Group I Premises & Equipment (AMOUNT IN RS.) Category Chief Mgr. (SMGS IV) Manager (MMGS III) Dy. Mgr. (MMGS II) Asstt. Manager (JMGS I) Asstt. Manager (JMGS I ) (SAB)
A. Leasing of Premises (monthly rent)
745
(i) Non residential (ii) Residential B. Purchase & Sale of Premises C. Capital Expenditure (i) (a) On structural additions and alterations to Banks premises (any one instance) (leased or owned) 1) Office
Nil Nil Nil
Nil Nil Nil
Nil Nil Nil
Nil Nil Nil
Nil Nil Nil
Nil Nil 2) Residence (b) for construction of new premises for Banks Office (excluding interior work) (c) for interior project of Banks Office premises (leased or owned) (ii) On purchase of safe deposit lockers, safe room doors, currency chest bins, cabinet cash safes (any one instance) D. Purchase of furniture including carpets, curtains, etc. and electric installations (any one instance) (i) Office (ii) Residence (iii) Purchase of UPS for full branch computerization projects, installation of ATMs, Networking Core Banking Solution and Trade Finance (per branch)# # These powers can be exercised for replacement of batteries for UPS also subject to norms/guidelines for replacement of batteries issued from time to time by Corporate Centre/Business Group Headquarters E. Purchase of machines, vehicles, equipment, etc. (any one instance) (i) Purchase of high value machines (where the unit price exceeds Rs. 1 lac) (ii) Purchase of other machines F. Hiring of services/vehicles equipment/machines, including annual maintenance contracts for computers, lifts, typewriters, electronic typewriters, airconditioning plant, airconditioners, generators, UPS, desert coolers and any other machines/equipment, Nil
Nil Nil
Nil Nil
Nil Nil
Nil Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
20000 10000
10000 5000
5000 2000
2000 1000
1000 500
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
30000
20000
10000
5000
1000
10000
5000
3000
2000
500
746
etc., (any one instance) G. Sales of old furniture, fans machines, motor vehicles, equipment, computers, typewriters, electronic typewriters, electronic typewriters, air-conditioning plant, air-conditioners, desert coolers, generators, UPS and any other machines/equipment, etc. (market value) (any one instance) H. Repairs to Banks property including leased property (any one instance)
10000
5000
2000
1000
500
15000
8000
4000
1500
750
Group II- Electronic and Computer items: A. (i) Purchase of initial computer systems for full branch computerization (for any one branch or LAN set up at LHO/Zonal Office/SBLC), Networking, Core Banking solutions and Trade Finance (in anyone instance) (ii) Purchase of Automated Teller Machines/Cash Dispensers with accessories like video Surveillance System, Access Lock etc. (any one instance) B. Purchase of computer System other than (A) above. (any one instance) C. Purchase of computer software (any one instance D. Purchase of data processing stationery and computer stationery including computer tapes/floppies/ribbons (any one instance) E $-(New) Hiring of services for maintenance of electronic & computer items F $-(New) Repairs of electronic & computer items
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
40,000
25000
20000
20000
20000
Nil 2500
Nil 2000
Nil 1000
Nil 500
Nil 200
10000
5000
3000
2000
500
15000
8000
4000
1500
750
# The expenditure for purchase of computer systems/electronic items should be within the approved capital budget expenditure and in conformity with the extant guidelines by IT Department/respective Circles in this regard. $ For Repairs & Hiring of services, Circle guidelines regarding vendors/Service Providers, apart from Corporate Centre guidelines, if any, may be followed. Group III-Travelling and Medical Expenses: A. Travelling allowance/ halting allowance/LFC (any
747
one instance) (i) Workmen staff (ii) Supervising Staff B. Payment of medical expenses as per rules (any one instance). (i) Workmen staff (ii) Supervising Staff C. Expenditure on maintenance of dispensaries including cost of medicines (per mensem) (where dispensaries are located/maintained) Full 50000 Full 20000 Full 10000 Full 5000 Full 3000
Full 5000 Nil
Full 4000 Nil
Full 3000 Nil
Full 2000 Nil
Full 1000 Nil
Group IV- Suits and Legal Fees:
A. To institute or defend legal proceedings (in matter other than advances) where the suit amount does not exceed. B. Payment of legal fees Group V- Sundry Charges A. Sundry purchase of stationery (any one instance) B. Printing of circulars and forms (any one instance) C. Purchase of Books (per annum) (per Deptt./Office) D. Newspapers/Magazines/ Periodicals (per annum) (per Deptt./Office) E. Charges not enumerated (any one instance)
Nil
Nil
Nil
Nil
Nil
15000
8000
4000
2000
1000
5000 4000 10000 7500
3000 2500 5000 5000
1500 1500 4000 4000
750 750 2500 3000
400 400 1500 2500
5000
3000
1500
750
300
Group VI-Advertisement: A. Advertisement-within allocation Nil Nil Nil Nil Nil
Group VII- Miscellaneous: A. Subordinate staff clothing B. Disposal of assets of the deceased constituents without legal representation (i) balances in accounts (ii) assets other than balances in accounts (value of assets) C. Refund of excess cash D. Sale of printed stationery, forms, etc., writing off obsolete or useless stationery E. Cash Rewards (any one instance) 25000 15000 10000 7500 3000
5 lacs 3 lac
3 lacs 2 lacs
1 lac 50000
50000 30000
30000 20000
7500 6000
5000 4000
2000 3000
1500 2000
500 750
Nil
Nil
Nil
Nil
Nil
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F. Reimbursement of bills for cost of Police/Armed Guards deployed at our Branches/Offices G. Powers for (i) waiver of recovery of interest/exchange/ commission (ii) Waiver of recovery of legal fees/incidental charges incurred
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
Nil
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CHAPTER 26
STAFF ADVANCES
26.1 NON-SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES RENDERS AN OFFICER INELIGIBLE FOR ADVANCES An officers failure to submit the statement of assets & liabilities by 30th June would render him ineligible for any type of loan in that year, even if the statement is submitted after that date. In the next year also, an officers eligibility for a loan would depend on submission of statement for previous year too. FESTIVAL ADVANCE 26.1.1. 1. INTRODUCTION Conceptually, festival advance is treated as salary advance and it is, therefore, interest free. Festival advance may be granted once in a year to the members of staff, on application, on terms and conditions laid down below. All officers (including POs and TOs) and permanent confirmed employees (including part time employees drawing not less than 1/3rd salary) are eligible for sanction of festival advance. QUANTUM (CC/CDO/P&HRD-IR/33 dt. 11.08.2005/LHO/CirDO/P&HRD/80 dt. 17.08.2005) Employees can apply for festival advance to the extent of one months emoluments i.e Basic Pay+ Dearness Allowance and the maximum limit is Rs. 20,000/- as approved by Executive Committee of the Central Board in its meeting held on 10.08.2005. 26.1.3 1. RECOVERY In ten equal instalments, beginning from the salary paid in the month following that in which the festival falls. The advance will be interest-free, and will be granted for any festival of employees choice. OTHER TERMS AND CONDITIONS The advance will be disbursed not before one month from date of the festival. The advance may be availed of by an employee only once during a calendar year. The next advance may be granted after the previous advance has been repaid in full as per original schedule. In other words, it may not be necessary to insist that the next advance will be granted only after one year from disbursement of the previous advance. An employee, who avails himself of an advance during a year on account of a festival falling in the succeeding year, will not be eligible to be granted any other festival advance during the year in which the festival falls. For example, if an employee avails himself of a festival advance during December 2003 on account of a festival which falls in January 2004, he would not be eligible to avail himself of another festival advance for a festival falling in the year 2004. Festival Advance may be sanctioned without having relation to 60% limit placed on recoveries. In other words, even if the deduction exceeds 60% of gross salary, festival advance may be sanctioned as the same is a short term advance deductible from salary. (CDO:IR:CIR:63 dt. 21.11.2003) Temporary employees and employees under suspension are not eligible for the facility. DISBURSEMENT
2.
26.1.2
2. 26.1.4 1. 2.
3.
4.
5. 26.1.5
750
1.
The advance will be disbursed in one lump sum on application by debit to Demand Loan Account. A subsidiary register should be maintained to record advances granted to individual employees and the monthly recoveries made from the salary and allowances payable to them. Immediately after the festival for which the advance was granted is over, branches should submit statements detailing the advance granted, to their controlling authority. DOCUMENTATION Considering the fact that the obtention of the Demand Promissory Note and the DPN Take Delivery Letter do not serve any purpose in case of these loans, it has been decided to dispense with them. The application for the festival advance has been modified, incorporating the necessary clauses and undertakings as well as the authority to deduct instalments from the salary payments and such other sums that may be due to them. 3. In the case of administrative offices (like CO, LHO, ZOs, etc.) and in cases where the sanctioning office and the office / branch where the loan is availed of and loan account is maintained are different (e.g. AGMs sanctioning loans of Branch Managers whose loan accounts will be maintained at the branches), this application form will be submitted by the employee in duplicate and the controller / sanctioning authority, after sanctioning the loan, will forward a copy duly sanctioned to the branch / office concerned where, on the strength of this sanctioned application, the loan will be disbursed and relative loan account will be opened and maintained. There will be no need for any other documentation at the disbursing office.
2.
26.1.6 1.
2.
26.2 26.2.1 1.
CONSUMER LOAN INTRODUCTION A scheme for granting consumer loan to all categories of employees in the Bank was introduced with effect from 25th May, 1983. This scheme is referred to in this Chapter as Old Scheme. In 1991, the Government formulated a new scheme for consumer loan to staff which was introduced in our Bank with effect from 1.4.1991. A comparison of these schemes is given below: Sr.No. Particulars ------------------------Position under ------------------------------------------------------------------Old Scheme New Scheme ---------------------------------------------Minimum 3 years Minimum 3 years total service confirmed service 8 months basic pay subject to a maximum of Rs. 20,000/20 % 11 % p.a. (simple) 84 monthly instalments Rs. 15,000/- (not linked to basic pay) 10 % PLR (p.a.) (compound) 60 monthly instalments
i. ii.
Eligibility Maximum limit
iii. iv. v. 2.
Margin to be Rate of interest Repayment
In case any employee is adversely affected by the New Scheme and desires to avail consumer loan under the Old Scheme, he may be allowed to avail of the facility according to his choice. However, employees who: Joined the Banks service on or after 1.4.1991,or became / become eligible for the loan on or after 1.4.1991will be covered by the New Scheme only. 3. In other words, there will now be two schemes for consumer loan to staff.
(a) (b)
751
26.2.2
Purpose The loan will be given for purchase of the following items mainly (i) T.V. Set (ii) Radio (iii) Record Player / Music System (iv) Furniture (v) Refrigerators and other kitchen appliances / gadgets (vi) Fans (vii) sewing machines (viii) Personal Computer, etc.
26.2.3
Eligibility The following categories of employees are eligible for consumer loan:-
a) b)
Full time employees who have completed 3 years total and continuous service in the Bank. Permanent part-time employees engaged on 1/3rd scale wages and above, who have completed 3 years total and continuous service in the Bank. The amount of loan will be determined on the basis of scale wages drawn by them. Employees on contract basis, who have put in 3 years service in the Bank and are left with enough service to repay the loan. If, however, an employees remaining service as per contract is less than 3 years, repayment programme will be suitably stepped up so that the loan is repaid before the termination of the contract. Ex-servicemen employees, working on contract basis or as full time permanent employees in the Bank, with a minimum service of 1 year, provided their total service in the Defence Forces and the Bank is not less than 3 years. Documentation D.P. Note and D.P. Note Delivery letter. Hypothecation Agreement Note :
c)
d)
26.2.4 1. 2.
(i)
Where a consumer loan is availed of by an employee in 2 instalments, separate security documents will be taken in respect of each demand loan. D.P. Notes will be renewed well before expiry thereof till the currency of loan in the usual manner. Repayment Where loan is availed in two instalments, the two demand loans opened for the purpose will run independently: repayment thereof will be made separately in 84 monthly instalments each, as per provision made above. Repayment of loan will begin from the salary paid in the month following that in which the loan is disbursed. Mode of disbursement Consumer loan will be disbursed by way of demand loan. If an employee wants to avail loan in 2 instalments (instead of in one lumpsum), he should mention this position suitably in his application for loan. The first instalment of loan should be granted / disbursed by opening a demand loan in the usual manner: the remaining part of loan may be disbursed by opening a second demand loan. For example, if a workman employee is eligible for consumer loan of Rs. 15000/- and he wants to purchase in the first instance an item costing Rs.10000/-, he will be eligible for a loan of Rs. 9000/- as under : Cost of item Less employees margin (10 %) Permissible amount of loan Rs. 10000/Rs. 1000/Rs. 9000/-
(ii)
26.2.5 a)
b)
26.2.6 1.
752
The employee will be eligible for further instalment of loan upto Rs. 6000/- (Rs. 15000/minus Rs. 9000/-) only. 2. The interval between opening of two demand loans should not generally be more than 3 months. In genuine cases, General Managers may extend this period upto 6 months. GENERAL CONDITIONS (FOR BOTH THE SCHEMES) Loan will be given for purchase of the following items, mainly : T.V. set, radio, record player / music system, furniture, refrigerator and other kitchen appliances / gadgets, fans, sewing machine, personal computer, etc. Any departure from the items mentioned above i.e. permitting purchase of an item other than those listed above may be made only by General Manager / Dy.General Manager in respect of the employees working in Circles and General Manager (Corporate Services) for those working in Corporate Centre. 2. 3. Payment will be ordinarily made by the Bank direct to suppliers. Departures in respect of items (1) and (2) above (i.e. permitting purchase of an item other than those listed and making advance payment to employees direct), may be made only by General Manager/Dy.General Manager. A fresh consumer loan will be granted only after the demand loan is liquidated. In case consumer loan was availed in two instalments, a fresh consumer loan will be granted only after both the demand loans are liquidated. Articles purchased will be subject to inspection during the period of currency of the loan(s). The stipulation that total borrowings of an employee should not exceed an amount which involves repayment by monthly instalments of a sum equal to 25% of his gross emoluments will be applicable to the loans made under this scheme. An employee may purchase several items from different sources at one time and, for this purpose, more than one cheque may be issued to the suppliers. Loan should not be sanctioned for purchase of second hand articles as it would be difficult to obtain proper evidence indicating the original purchase and to calculate the correct depreciated value of articles. Loan may be given for purchase of imported items / articles, provided these are purchased from a dealer holding proper import licence / customs licence. Where husband and wife both are employees, they can individually avail of loan for separate articles. The agreement contains a clause to the effect that if consumer loan is not utilised by an employee for the purpose for which it is asked / granted, he would be deemed to have committed an act of gross misconduct and would be liable to be proceeded against departmentally in terms of the rules governing his service in the Bank. Application for consumer loan will be submitted by employees. VEHICLE LOAN The Executive Committee of the Central Board, at its meeting held on 24th June 1997, approved the proposal for implementation of revised provisions for loans for purchase of power-driven vehicles in our Bank with effect from 24th June 1997. These modifications, which are given below, are in respect of eligibility, quantum of loan and interest rates. 26.3.1 26.3.2 1. ELIGIBILITY FOR POWER DRIVEN VEHICLES Purchase of car Officers drawing pay of Rs. 13820/- p.m. and more are eligible for car loan.
26.2.7 1.
4.
5. 6.
7.
8.
9.
10.
11.
12. 26.3
753
2.
However, a physically handicapped officer drawing a basic pay of less than Rs. 13820/p.m. shall be eligible for a loan for purchase of special motor car marketed by Maruti Udyog Ltd., provided he has completed 5 years of continuous service in the Bank. Ex-Servicemen officers drawing a basic pay of Rs. 13820/- p.m. and above and minimum one year confirmed service in the Bank would also be eligible for car loan. Purchase of scooters/motor cycles All confirmed officers irrespective of basic pay will be eligible for purchase of scooters/motor cycles. In case of ex-servicemen officers, minimum one years confirmed service is necessary (applicable in the case of officers recruited directly in the cadre). No restriction in relation to basic pay. QUANTUM OF LOAN Purchase of car 80% of the cost of motor car or Rs.3.50 lacs whichever is less.
3.
26.3.3 1.
2.
26.3.4 26.3.5
26.3.5.1
Purchase of scooters/motor cycles 90% of the cost of vehicle.
26.3.6
Treatment of one time road tax as part of cost of vehicle It has been decided to include the amount of road tax (payable as a lumpsum) for computing the quantum of loan to be sanctioned to eligible employees for purchase of new vehicles.
26.3.7 26.3.8
RATE OF INTEREST Car Loan For loan upto Rs.80,000/For loan beyond Rs.80,000/8.5% (simple rate) 12% p.a. or Bank rate whichever is (simple rate) higher
26.3.9
Two-wheeler loan For loan up to Rs.15,000/For loan above Rs.15,000/7.5% p.a. (simple rate) 12% or Bank rate, whichever is (simple rate) higher
Clarification As regards recovery of principal and interest where simple interest is charged, it is clarified that till full recovery of the principal amount, interest should be calculated at monthly intervals but should not be applied; on full liquidation of the principal amount, the total interest recoverable will be applied and will not be compounded. 26.3.10 26.3.11 RECOVERY OF LOANS Motor cars Loan together with interest thereon shall be repayable in not more than 200 monthly instalments. The principal should be repaid in the first 130 instalments and the interest in remaining 70 instalments. 26.3.12 Power driven two-wheelers
754
Loans together with interest thereon shall be repayable in not more than 84 monthly instalments. The loan will be recovered in the ratio of 5:1 towards principal and interest respectively. Accordingly, the principal will be recovered in not more than 70 monthly instalments and thereafter, interest will be recovered in not more than 14 monthly instalments. 26.3.13 PURCHASE OF THREE-WHEELERS It is generally unlikely that an employee would apply for loan for purchase of a threewheeler vehicle. However, if it happens in a rare case, the loan can be granted loan on same terms and conditions as applicable to two-wheeler power driven vehicles, subject to the Bank being satisfied about the genuine need for said vehicle and provided the vehicle is used only for personal purposes and the Regional Transport Authority makes a stipulation in the relative licence to the effect that the vehicle will be used for personal purpose only. It should be borne in mind that in case of eligible officers, reimbursement of conveyance expenses will be only on the basis of a two-wheeler vehicle. 26.3.14 26.3.15 OTHER TERMS AND CONDITIONS Application An eligible employee on the prescribed formats may submit an application for loan and the appropriate authority will sanction it by way of demand loan after being satisfied with the genuineness and need thereof. 26.3.16 1. Conditions for second (fresh) loan No employee will be permitted to avail himself of a fresh loan within 4 years of disbursement of the earlier loan. The stipulation of 4 years applies in the case of both new and old vehicles In exceptional cases, the stipulation of 4 years period may be waived, depending on merits of each case. Such cases should be referred to Corporate Centre for approval except where the authority has been delegated as stated in the following paragraphs. An Officer who is permitted to avail of a fresh conveyance loan for purchase of a new car allotted in his / her name less than 4 years after availing an earlier loan for the purpose, shall be eligible for subsequent loan for purchase of a car only 10 years after availing of such loan. (Therefore, clause 9(g) has been incorporated in the application information whether the previous loan was availed under the provisions of circular No.PER:21 of 1987 The stipulation of 4 years may also be waived by the sanctioning authority in the case of an employee who has already availed of a loan for a vehicle and wants to change over to another type of vehicle (i.e. scooter/motorcycle/car) subject to investment of sale proceeds of old vehicle for purchase of new one. Before granting such loans, the earlier loan should have been fully liquidated. Where an employee applies for a fresh loan after fully repaying the earlier loan in the normal course, it will not be necessary for him to utilise the sale proceeds of the earlier vehicle (motor car/power driven two/three wheeler) for purchase of a new one. This concession would not be available to those who liquidate the previous loan prematurely and apply for a fresh loan. If an employee repays the conveyance loan granted to him in the normal course and then applies for a fresh loan for another vehicle, the Bank is not concerned as to what the employee does with his old vehicle. Where the car / scooter / motor cycle purchased by an employee under the scheme for grant of conveyance loan is either stolen or suffers irreparable damage leading to settlement of a total loss claim by the insurer, the Circle Chief General Manager may waive the stipulation of 4 years provided the entire surplus of proceeds of the insurance claim is brought in as margin towards the cost of the car / scooter / motor cycle proposed to be purchased. In cases where an employee desires to dispose of an old scooter/motor cycle and buy a new scooter/motor cycle, the Circle Chief General Manager may approve waiver of stipulation to avail of a fresh loan after 4 years provided :
2.
3.
4.
5.
6.
7.
8.
755
a) b)
the new scooter/motor cycle has been allotted in employees name, entire sale proceeds of the old scooter /motor-cycle are brought in as margin for purchase of new scooter/motor cycle, the employee will not be eligible for another conveyance loan for purchase of a scooter/motor cycle for a period of seven years. In cases where an officer, who had availed of a loan for purchase of a second hand car, desires to dispose of his car, liquidate the existing loan and avail of a fresh loan for purchase of a new car within four years of disbursement of the earlier loan, the Circle Chief General Manager may consider the officials request and waive the above stipulation provided:the new car has been allotted in the officials name; entire surplus of sale proceeds of old car is brought in as margin; and once this concession is availed of, the official will not be eligible for another conveyance loan for a period of 10 years. Where, however, during the currency of the loan, the vehicle purchased by an employee under car loan scheme is either stolen or suffers irreparable damage leading to settlement of a total loss claim by the insurer, an authority not below the rank of a DGM may consider the request for a fresh loan provided the earlier loan is closed with the proceeds of the insurance claim and shortfall, if any, is met by the employee from his own sources to close the loan. Once this concession is availed of, the employee will not be eligible for another conveyance loan for purchase of a car for a period of 10 years from the date of availment of such fresh loan. Regarding repayment of loans in respect of second hand/used cars, the entire loan should be repaid within the useful life of the vehicles as certified by the approved valuer. (CDO:IR:2048 dt: 06.05.2002). Acquiring another vehicle while retaining the first The question of permitting an employee to retain earlier vehicle and avail of a fresh loan was examined by the Bank. These loans are being granted to employees for the purpose of acquiring a vehicle to enable them to discharge their duties efficiently. This purpose, as well as the Banks gesture in extending conveyance loans at concessional rates of interest would be defeated if an employee is allowed to retain the existing vehicle in his name and avail of a fresh loan for the purchase of another vehicle. It will not be, therefore, in accordance with the spirit of the conveyance loan scheme to permit an employee to retain the earlier vehicle and avail of a fresh loan at concessional rate of interest for the purchase of another vehicle. While this should be the broad principle to be borne in mind for deciding cases of this nature, exceptions could be made only where an employee had earlier taken loan for a two-wheeler and now wants loan for car.
c)
9..
a) b) c)
10.
11.
26.3.18
26.3.19
Permission to avail loan under public scheme C.C/CDO/IR/SPL/428 dt. 22.12.2003/LHO/CirDO/P&HRD/150 dt. 17.01.2004 Officers may be permitted to avail of conveyance loan under public scheme to purchase second vehicle while the concessional loan is outstanding subject to the following terms and conditions:i) The total deductions from the salary on account of all borrowings from the Bank as well as other sources except festival advance, and statutory deductions like Provident Fund, Income Tax etc. (including the instalment towards the proposed loan) should not exceed 60% of gross emoluments. The instalment for the loan under Conveyance Loan Scheme fro public will be recovered from the salary under check off scheme alongwith instalment under concessional conveyance loan outstanding, if any. In other words, instalments towards both the loans have to be recovered from the salary, simultaneously.
ii)
756
iii)
All the other terms and conditions of the Conveyance Loan Scheme as applicable for public viz. margin, quantum of loan, repayment norms, rate of interest, discretionary powers etc. shall be adhered to meticulously and lien will also be noted on the Provident Fund account of the employee.
26.3.20
Purchase of Jeep by eligible officers Loans for purchase of Jeeps in terrains where these are suited for personal transport viz. North Eastern States, hilly regions, etc. may be considered on the terms and conditions prescribed in the scheme. However, while sanctioning the loans to Supervising Staff for purchase of Jeeps, it must be clarified in each case that Jeeps purchased out of conveyance loan have to be used strictly for personal purposes. Any misuse of the facility for commercial purposes will render the concerned official liable for major disciplinary proceedings.
26.3.21 26.3.22 1.
SECURITY AND DOCUMENTATION SECURITY The vehicle to be purchased out of Banks finance should be hypothecated to the Bank and Banks charge should be registered in the books of the RTA within one month of the purchase of the vehicle. Lien on Provident Fund balance of the employee including members contribution. DOCUMENTATION Application for loan Demand letter/Allotment letter/Invoice/Cash receipt. Demand Promissory Note (C.O.S. 229) and Demand Promissory Note Delivery Letter (COS 230). An Agreement on Form A to be obtained on a non-judicial stamp paper. Letter of Hypothecation on Form B to be obtained on a non-judicial stamp paper. Letter to insurance company intimating the Banks interest in Insurance Policy. Letter of authority addressed to Trustees of Provident Fund . (Revival letters for the documents should be obtained at the stipulated periodicity during the currency of the loan.)
2. 26.3.23 1. 2. 3.
4. 5. 6. 7.
26.3.24 1.
SANCTIONING AUTHORITY In terms of the scheme of delegation of powers, the sanctioning authority will submit to its controlling authority, a control return in the prescribed format. The Branch Manager, while exercising the delegated powers, will please ensure due compliance of the terms and conditions of the sanction, including having a lien noted on the Provident Fund account of the staff to whom the advance is sanctioned.
26.3.25 INSURANCE 1. The vehicles should be comprehensively insured with the Banks interest clause from the date of purchase of the vehicle. The policy should be taken by the employee in his name. A letter, should also be sent to the Insurance Company, intimating the Banks interest in the insurance policy. Officials may be permitted to obtain insurance policy for car purchased out of Banks loan covering only third party risk as defined in Motor Vehicles Act, 1988 provided the unencumbered balance in his/her Provident Fund account is adequate to cover the outstanding in Conveyance Loan account. In the case of officers who while availing of conveyance loan for purchase of car after October 7, 1989, desire to avail of this
2.
757
concession, a suitably amended document may be obtained. Documentation for loans in case of officers who are permitted to obtain insurance policy for car against third party risk shall be as under:(a) (b) (c) Form A Form B (to be stamped as an agreement). Letter of authority addressed to Trustees of Provident Fund
26.3.26 LIEN ON PROVIDENT FUND Lien on Provident Fund of the employee concerned shall continue to be noted as usual and Central Accounts Office advised accordingly. For this purpose, a copy of the undertaking obtained from the employee concerned may also be sent to Central Accounts Office for their information and record. 26.3.27 MISUSE OF CONVEYANCE LOAN If an employee misutilises the loan/facility in any manner, he will be deemed to have committed an act of gross misconduct and will be liable to be proceeded against departmentally in terms of the rules governing his service. 26.3.28 1. Miscellaneous An employee should not dispose of the vehicle during the period the Banks loan is outstanding. Wherever a car/scooter/motor cycle/ is purchased by an employee with the Banks financial assistance and is hypothecated to the Bank, the interest of the Bank should be got registered with the concerned Regional Transport Authority as in the case of advances to Transport Operators. The registration charges, if any, for registering the interest of the Bank should be borne by the employee. After disbursement of the loan, the employee should produce as soon as possible, the Registration Book indicating that the vehicle is in his name and/or stands transferred to his name. While sanctioning a loan for purchase of a second hand vehicle (motor cycles and scooters ) the original cost or market price thereof, whichever is lower, will be taken as the basis for arriving at the quantum of advance. In case of doubt, the value of the vehicle may be got assessed by an approved valuer. The stipulation that the total borrowings of an employee should not exceed an amount which involves repayment by monthly instalment of a sum equal to 60% of his gross emoluments will be applicable to the loans made under this scheme. Whenever an employee is transferred from one branch to another, his loan account should also be transferred to the branch to which he is transferred. While transferring the account, it should be ensured that the relative Demand Promissory Note as well as Forms A and B, insurance policy receipts, if any, certificate / acknowledgement from the Road Transport Authorities, etc. are also forwarded to the branch concerned, along with the relative debit advice, by a separate covering letter. There will, however, be no need to endorse the Demand Promissory Note in favour of the branch to which the employee is transferred as the payee thereof will continue to be the Bank. Conveyance loans should not be granted to employees for purchase of vehicles from near relatives. For this purpose, near relatives shall be as defined in the scheme for granting Individual Housing Loans. Purchase of the vehicle should be made within one month from the date of drawal of advance. All terms and conditions, other than service eligibility criteria, of the loan in case of exservicemen employees will be similar to those applicable to other employees.
2.
3.
4.
5.
6.
7.
8.
9.
758
10.
Disabled employees: In the case of disabled employees, completion of mini-mum period of service may be waived on merits of each case. Approval of Corporate Centre should, however, be obtained before sanctioning the loan. For arriving at quantum of loan to be granted to eligible employees for purchase of motor car, scooter, etc. the cost of vehicle inclusive of all taxes including amount of road tax (payable as a lumpsum) and accessories is taken into account.
11.
26.3.29 Loans to employees who have been promoted to higher cadre An employee in clerical cadre will be eligible to avail car loan on concessionary rate on promotion to OJMGS I from the date of his request or becoming eligible for car loan as an officer, whichever is later. The entire loan should, however, be repaid in 200 months from the date of original disbursement(i.e. in clerical cadre), the quantum of instalment after becoming eligible for concenssionary terms and conditions should be so fixed that the balance outstanding and interest thereon are repaid in the ratio of 2:1 as applicable to officers. Documentation: The existing account will be closed and fresh account will be opened after obtaining an agreement as per Annexure I to our letter (CDO:IR:CIR:28 dt: 11.09.2003/LHO/CirDO/P&HRD/78 dt. 24.09.2003). 26.3.30 DEMAND LOANS FOR CARRYING OUT REPAIRS TO CARS OWNED BY OFFICERS Officers who own cars purchased with or without Banks finance may be sanctioned loans unto a maximum of Rs.10,000/- for carrying out major repairs to their cars once in every five years subject to the following terms and conditions:i) The amount of advance will be 80% of the cost of repairs or Rs.10,000/-, whichever is less. Simple interest @ 8.5% p.a. shall be charged on the amount of advance. The advance alongwith interest thereon would be repayable in 36 months. The Official will have to produce evidence of expenditure incurred by submitting cash memos / garage receipts within six weeks of availment of the loans. TECHNICAL OFFICERS/OFFICER
ii) iii) iv)
26.3.31 ROVISION OF VEHICLE LOANS TO (MARKETING & RECOVERY) FARM SECTOR (CC/CDO/P&HRD-PM/68 dt. 16.03.2005)
Considering the urgent need for mobility, Technical Officers-Farm Sector and Officers (Marketing & Recovery), Farm Sector are eligible for sanction of vehicle loans immediately after their appointment in the Banks service. The quantum/terms and conditions of loan are applicable to the members of the public. The Bank will subsidize 2% of interest cost on such loans. The subsidy so borne by the Bank will be reckoned towards computation of perquisite and will a part of compensation package. 26.4 26.4.1 INDIVIDUAL HOUSING LOAN SCHEME PROVISIONS EFFECTIVE FROM APRIL 27, 2001 CDO/IR/CIR/6 DT.27.04.2001 The Executive Committee of the Central Board at its meeting held on 26th April, 2001 approved the proposal for implementation of revised provisions of housing loans in our Bank with effect from 26th April, 2001 which are as follows :26.4.2 Quantum of loan (a) For construction of house: Rs. 7.50 lacs for officers in all grades or estimated cost of housing project, which ever is less.
759
(b) 26.4.3
Rs. 2.00 lacs for repairs / renovations / enlargement of the existing premises:
Rate of Interest Simple rate of interest as under :(a) (b) (c) Loans upto Rs.1.10 lacs Loans exceeding Rs.1.10 lacs and up to Rs.5.00 lacs Above Rs. 5.00 lacs : : : 5% p.a. 10% p.a. 12% p.a.
The rate of interest on housing loans sanctioned on or after 1st October, 2001 are as under:Upto Rs.1.10 lacs Above 1.10 lacs upto 5 lacs Above Rs.5 lacs 26.4.4 Recovery of loans For all categories of staff : The loan is repayable in 240 instalments from salary and allowances drawn by employees / officers during service or pension, etc., if the repayment period is extended beyond retirement at the request of the officer / employee. The principal amount of loan is recoverable in 180 instalments and interest in 60 instalments. 26.4.5 1. General In case of employees who have already availed of housing loan facilities on or after 01.09.1999 at pre-revised entitlement but their housing projects are incomplete due to paucity of funds, the employees requests for enhancement of loans upto the revised limits viz. Rs. 7.50 lacs may be acceded to, subject to the following : Initial cost of the project on which the estimate was based remains unrevised, and Construction remains incomplete and the house is not occupied as on the date of request for the sanction of enhanced limits. Further, due to steep rise in the cost of real estate and owing to inadequacy of the prerevised quantum of Bank housing loan, a number of employees have incurred debts, with Banks permission, from various outside sources and/or also have raised loans from our Bank at commercial rate of interest for the specific purpose of financing house construction. Such staff members on their making a formal request may be permitted to avail of the housing loans up to their revised entitlement on format for repaying outstanding debts subject to the following terms and conditions :The outside loans should have been raised from approved and verifiable sources viz. LIC Housing Finance, HDFC, Staff Co-operative Credit Society and/or any other Government / semi-Government / Public Sector Financial Institutions, etc. and / or Banks additional housing loans at commercial rate of interest to meet the part cost of the housing project as initially advised to the Bank in the housing loan application. The loan raised from non-approved or non-verifiable sources like friends / relatives and other private sources, etc., however, will not qualify for the facility. The amount of additional housing loan for repaying outside debt will be to the extent of the outstanding amount of eligible outside borrowings availed of for housing purposes, subject to the ceiling of enhanced housing loan component for revised scheme in respect of each category of employees. The total quantum of loan already availed of an additional loan to be sanctioned to repay outside debt should not exceed the respective ceilings for different categories of employees. Once the entire outside borrowings as initially advised in the housing loan application for sanction of original housing loan from the Bank has been thus converted into concessional housing loan, no further availment of the facility on account of subsequent revisions in ceilings will be permitted during the service of the employee even if he sells this house and wants to acquire another house under our existing scheme. : : : 5% p.a. 10% p.a. 11% p.a.
(a) (b)
2.
(a)
(b)
760
(c)
The original housing loan should have been availed of on or after 24.06.1997 (the date of last revision of ceilings) and the officer / employee should not have availed of similar facility earlier. Clarification: It would be in order to consider the request for availing of housing loans to the extent of the enhanced component for repaying eligible outside borrowing resorted to alongwith additional housing loan taken on or after 24.06.1997 provided the earlier housing loan has been closed out of the sale proceeds of the old house.
3.
The enhanced loan may also be availed for repairs, renovations and alterations subject to following terms and conditions (CDO:IR:CIR:76 dt: 03.12.2002). The eligible amount of loan will be the difference in the amount of loan already availed and the revised entitlement of the officers/employees or actual cost of repairs, renovation or alterations, whichever is less. Entire housing loan, including the loan for repairs, renovation and alteration should be repaid as per original repayment schedule by suitably increasing the amount of instalment. The facility will be available 7 years after availing the individual/additional housing loan. The eligibility/quantum of loan will be determined subject to repayment capacity of the employee. The aggregate monthly instalments towards repayment of all loans, including P.F. Loan and the proposed loan should not exceed 50% of the monthly emoluments. The Branch Manager/Manager (PBD) while disbursing the loan should ensure that the enhanced amount being released is utilized for the purpose for which it is sanctioned. Pre/post sanction inspection should be carried out for this purpose and instances of misuse, if any, should be reported to the controlling authority. The enhanced loan can be availed of only once in service. Further, if an officer avails the additional amount for the purpose of repair/renovation/alteration, he will be precluded from selling the present house at any point of time in future and buy another dwelling with the help of concessional individual housing loan from the Bank. All other existing terms and conditions relating to individual housing loan will be applicable to enhanced housing loan. All officers to whom such enhancements are supplementary agreement . PURPOSE OF THE LOAN Loans will be granted to employees of the Bank individually for acquiring suitable housing accommodation for the bonafide use of the employee and his/her family i.e. wife, husband, dependent children and dependent parents. Such loans can be availed of for the following purposes :Acquisition of a house or flat or apartment, new or old (already built). Acquisition of a site or a plot of land and construction of a house or flat or apartment thereon. Construction of a house or flat or apartment on a site or plot of land already acquired. Extension or renovation of a house or flat or apartment already acquired. Acquisition of an old house and renovation/extension thereof or acquisition of an old house, its demolition and reconstruction. Conversion of hire-purchase into outright purchase of house/flat from State Housing Boards or similar Govt. Controlled bodies, the outright purchase of new ready built sanctioned will have to execute
i)
ii)
iii) iv)
v)
vi)
vii)
4.
26.4.6 1.
(i) (ii)
(iii) iv) (v)
(vi)
761
house or flat from Govt., semi-Govt. or local bodies, Housing Boards, Development Authorities etc., and from private parties. (vii) Getting a plot under co-operative schemes and building a house, where title will vest in the official after the house is built. Purchasing of house/flat under self financing housing scheme and co-operative Group Housing Societies. Repayment of loan taken from bank/private source for house construction, even if the construction has already commenced. Constructing the residential portion alone of the building on a plot which is earmarked as a shop-cum-residential plot in a residential colony. Clarification: The official should not have availed of any loan or advance for the purpose from any other government source and Housing Board, other semi-government or Local Bodies Development Authorities, etc. When such loan has been availed of, HBA can be granted if the officer undertakes to repay the outstanding loan forthwith in one lump sum. 26.4.7 1. TERMS AND CONDITIONS OF THE LOAN The house/flat/apartment to be constructed, renovated, extended or site or plot of land already acquired on which house or flat or apartment is proposed to be constructed with the Banks loan should be in the name of the employee or in joint names of the employee and his/her spouse only. In such cases, the loan is sanctioned to the employee in his/her name alone or in the name of either of them if both are employed in the Bank and the spouse of the employee is required to join as guarantor to the said housing loan. It is in addition to the usual documents to be obtained for granting the housing loan, the letter of consent and Agreement to Mortgage. At the time of creation of equitable mortgage, the deposit of title deeds is required to be made jointly by the borrower and the guarantor and the recitals recorded to this effect. The housing loan will be granted only once during the service of an employee in the Bank in respect of one house/flat/apartment. Requests for grant of loans under Individual Housing Scheme for employees, who are already members of a Co-operative Housing Society and have availed of a loan under the Co-operative Housing Scheme, can also be considered in the following situations:The projects undertaken by them are incomplete and the society is agreeable to admit, upon acceptance of their requests, other eligible members of the staff in the resultant vacancy(ies), who are ready to take over the liabilities of their predecessors. The employees have already resigned from the Staff Co-operative Housing Society before completion of the housing project. The cases narrated in (a) and (b) above will be considered on merits and prior sanction from Central Office is necessary. 4. Normally the employees share is not expected to be more than the amount of housing loan granted to him. Each case where this condition is not complied with requires to be approved by the appropriate authority (please refer Annexure 5.30). Can the land/house be purchased from relatives? The loans under the Scheme will not be made available for purchase of land/house, from a near relative. For this purpose, near relative will mean spouse, parents, children, brothers, sisters, mother-in-law and father-in-law. 26.4.9 Can old properties be purchased? Old properties can be purchased by the employees, provided they obtain valuation certificates from Government approved valuers
(viii)
(ix)
(x)
2.
3.
(a)
(b)
26.4.8
762
26.4.10 Cost ceilings (i) (ii) Cost of house excluding cost of land should not exceed Rs. 18 lacs. In the case of enlargement of existing accommodation the total cost of the existing structure and the cost of enlargement should not exceed the limit mentioned in item (i) above. If the advance is for constructing residential part of the building on a shop-cumresidential plot situated in a residential colony:the cost of land, the cost of super-structures of the proposed residential portion and shop(s) should not exceed the ceiling limit. the entire property including the shop(s) and the residential portion will have to be mortgaged to the Bank. the entire building including the shop(s) should be insured against fire, lightening, floods, etc. as per the existing insurance provision of the Individual Housing Scheme.
(iii)
(a)
(b)
(c)
26.4.11 Time limit for utilisation of advance in case of purchase of land Deal for purchase of land should be completed and the sale deed should be produced within six months, failing which the amount should be refunded in lumpsum.
26.4.12 ELIGIBILITY Confirmed employees, who have completed 5 years uninterrupted service in the Bank, will be eligible for the loan. Five years of uninterrupted service in the Bank includes the probationary period but not temporary service, if any, put in by the employee. However, an ex-serviceman employee or an employee who was in confirmed service of a public sector bank or public sector financial institution or Reserve Bank of India or Central/State Government or an undertaking of Central/State Government, before joining the service of the Bank and had not availed of any housing loan from his previous employer will be eligible for housing loan if he has put in 5 years total service inclusive of service put in the above organisation(s) and is also a confirmed employee of the Bank with a minimum of 2 years total service (inclusive of period of probation but excluding temporary service). 26.4.13 Loans to employees - Disciplinary cases 26.4.14 Officers placed under suspension or against whom major penalty proceedings have been initiated CC/CDO/IR/SPL/431 dt. 28.12.2002/LHO/CirDO/P&HRD/1398 dt. 10.01.2003 1. Ordinarily, officers under suspension or against whom major penalty proceedings are initiated, where there is a reasonable chance of dismissal, would not be eligible for house building advance. However, competent authority, depending upon the gravity of the case, may sanction house building advance to an officer against whom disciplinary proceedings are pending, subject to the condition that the officer furnishes collateral security in the form of sureties from 2 permanent officers of the Bank. The employee who is not granted the loan on this account and as a result he raises it from some other approved and verifiable source, may be granted loan on conclusion of the disciplinary proceedings if he continues in service. The documents may be got executed in cases where Officers of the Bank are offering their guarantee for the House Building Advance to be sanctioned to an Officer falling under the above category. The guarantee agreement will attract the stamp duty as applicable to guarantee agreements of similar nature. In this connection, the undernoted instructions may please be followed :The officer who is willing to stand as guarantor should obtain the necessary permission from the competent authority as per his service rules.
2.
a)
763
b)
The competent authority giving such permission should satisfy himself from the assets and liabilities statement submitted by such officers who are willing to stand as guarantors and take a view whether the official concerned can stand as guarantor. Such officer can have at any point of time not more than two guarantees outstanding against his name. c) The decision of the competent authority who sanctions the housing loan will be final with regard to the acceptability or otherwise of an officer who is willing to give a guarantee.
26.4.15 Officers against whom disciplinary proceedings on charges of minor nature have been initiated but are not placed under suspension House building advance to such category of officers can be sanctioned treating them on par with those against whom no disciplinary proceedings is/are initiated or pending. In other words, in such cases, no collateral security by way of sureties from 2 permanent officers of the Bank will be insisted. Regarding sanction of housing loan to employees/officers against whom disciplinary action has been concluded but CBI/Court cases are pending, the Disciplinary Authority shall take a view, depending on the gravity of allegations/charges being examined by CBI/Court cases and loan may be sanctioned after taking surety of 2 permanent officers of the Bank depending upon the nature of allegations or charges. (CDO:IR:SPL:431 dt.28.12.2002). 26.4.16 Where both husband and wife are employed If the husband and wife are either working in the same bank or in different banks or the spouse is working in Central Government/State Government or Public Enterprises or some other Government Institute or local body etc., House Building Advance (HBA) will be admissible to only one of them. The Bank will obtain a certificate from the employee that no HBA has been availed of by his/her spouse or will be availed by him/her. 26.4.17 Employees who are not eligible for loan The following employees are not eligible for loan:1. 2. Employees on contract (for limited number of years less than 20). Employees who already own a house by themselves anywhere or in cases where the employees wife/ husband or dependent children own a house, situated in the town/urban agglomeration where the employee proposes to construct or acquire a house with the advance from the Bank. Clarification However, the loan would be available for renovation, alteration, demolition or reconstruction, etc. of an old house standing in the name of employee or jointly with his or her spouse. Also, where an employee owns a share in the ancestral property in his own name as a co-parcener or as a member of HUF, he will be eligible for availing housing loan under the Individual Housing Scheme provided, however, he declares in his loan application the full details of his interest in the ancestral property and the sanctioning authority is satisfied that it is not practicable for the borrower employee to dispose of his share therein. Similarly, in cases where the spouse/dependent children of the employee inherit(s) any interest in an ancestral property in the same town/urban agglomeration where the employee proposes to construct or acquire a house with housing loan from the Bank, the employee will not become ineligible for availing housing loan under the scheme. 3. Employees who have attained the age of 55 years are not eligible for housing loans (this age being reckoned at the time of release of loan and not on the date of application). This upper age stipulation is not relaxable except in following cases:Where loan under Individual Housing Scheme was sanctioned when an employee was within 55 years of age but at the time of disbursement he has crossed the age limit, the
i.
764
disbursement may be permitted provided the delay has taken place on account of delay in allotment of house by the Development Authority/Housing Board and the employee has not crossed the age of 56 years at the time of disbursement. ii. Where conversion of loan from that under Staff Co-operative Housing Scheme to Individual Housing Loan Scheme has been permitted as per the laid down instructions, such conversion may be permitted even in cases where employees have crossed 55 years of age at the time of conversion but were within 55 years at the time of availing the loan under the Staff Co-operative Housing Scheme. It may be noted that in such cases the conversion is permitted subject to the condition that interest will be charged as per the provisions of the Individual Housing Scheme from the date of disbursement of the loan under the Staff Co-operative Housing Scheme and ensuring at the same time, by suitably stepping of the instalments, that the loan is repaid within 20 years from the date when the repayment became due initially under the Co-operative Housing Scheme. Where employees could not, for circumstance beyond their control, avail the housing loan before they reached the ineligible age and are in a position to repay the loan from their terminal dues or monthly pension plus interest on long term deposits, Bank may consider giving suitable relaxation in age after examining each case on merits. The sanctioning authorities will keep in view the following at the time of sanction of such housing loan proposals besides compliance of provisions under Individual Housing Scheme :The applicant employee is in a position to explain to the Banks satisfaction that he could not avail the loan before completion of 55 years of age due to genuine and compelling reasons: reasons of marriage of children or their education, employees own transfer, etc. are not to be considered as circumstances beyond the control of the employees as these are normal events in life or service in the Bank. The employee should be able to acquire/construct the house well before his retirement from the Banks service so that the land and the house thereon could be equitably mortgaged after completing the required formalities. Accordingly, it should be stipulated that the house should be constructed/acquired before six months to one year (dependent upon the period of remaining service available with the employee) of his retirement from the Banks service and repayment programme should commence when the employee is in Banks service. This will help in completing the required formalities including equitable mortgage well in advance. The burden of repayment of the loan and the interest thereon should not be onerous so as to take away a major portion of the employees pension. Accordingly, it may be stipulated that amount of loan or repayment thereof should be such that not more than 50% of the employees pension and D.A. thereon is appropriated towards repayment of the loan in monthly instalments after retirement inclusive of existing repayment instalment, if any, in respect of housing loan already availed under Co-operative Housing Scheme/Individual Housing Scheme. In case where repayment burden exceeds 50% of the employees pension and D.A. thereon and the sanctioning authority is satisfied about the requirement of the loan, he may stipulate that the employee should collaterally secure the loan by depositing an appropriate amount out of his terminal dues with the Bank in long term deposits, interest on which should take care of the loan instalment exceeding the aforesaid portion of the pension and D.A. thereon. Alternatively, the employee may clear a portion of loan from his terminal dues to conform to the aforesaid stipulation. A suitable irrevocable letter of undertaking should be obtained from the employee and retained with loan documents: an appropriate lien should also be marked on Provident Fund account for the purpose. Where the employee is not a member of pension fund and/or repayment is proposed to be made in period extending beyond the age of 70 years, the loan should be collaterally secured by a long term deposit with the Bank, interest on which should be sufficient to meet the monthly liability towards repayments. An undertaking to this effect should also be obtained from the employee and recorded alongwith loan documents. Appropriate lien should also be got marked on Provident Fund Account, etc. Clarification The above guidelines/provisions will also apply to cases where the employee for genuine reasons may have taken additional housing loan for enlarging the existing or acquiring a bigger accommodation under Additional Housing Loan Scheme before the
iii.
(a)
(b)
(c)
(d)
765
age of 55 years. To facilitate the consideration of the proposal received from employees for grant of housing loans after attaining 55 years of age, the sanctioning authorities may be furnished, inter alia, with information. 5. Employees who are members of a staff co-operative housing society financed by the Bank and who want loan under the above scheme for the purpose of acquiring bigger accommodation by carrying out additional construction of their flats/houses are not eligible for such loans on the principle that no second loan can be sanctioned during service. However, requests for acquiring bigger accommodation could be considered under the scheme for granting additional housing loan to staff. The requests for loans from the employees, who have already acquired flats/houses/apartments under the hire purchase scheme of the Government Agencies would not be considered unless such arrangement was made as an interim measure pending sanction of loan by the Bank and there is a provision for converting hire purchase agreement into out-right purchase with transfer of ownership.
6.
26.4.18 LOANS TO EMPLOYEES WHO HAVE BEEN PROMOTED TO HIGHER GRADE SUBSEQUENT TO SANCTION OF LOANS An employee, on his promotion in officer grade, may be permitted to avail of housing loan upto entitlement of the grade/scale to which he is promoted for repayment of outside borrowings from sources like LIC Housing Finance, Staff Co-operative Credit Societies etc. and/or loan from our Bank at commercial rate of interest. The benefit may be extended from the date of such request or promotion, whichever is later. The loan will be repaid in 240 months as per original repayment schedule by suitably stepping up the amount of the instalment. Documentation: An application and supplementary agreement as per Annexure II & III enclosed to our letter No.CDO:IR:CIR:28 dated 11th September, 2003 should be obtained. In case the loan is being sanctioned for repayment of approved outside borrowing from other institutions, the mortgage should be extended to cover the outstandings being taken over by recording a supplementary recital in the books of the Bank. (CDO:IR:CIR:28 dt: 11.09.2003). 26.4.19 LOCATION OF THE PROPOSED HOUSE It would not be necessary for the employee to acquire house/flat/apartment at the place of posting but it must be for the bonafide use of the employee and/or his/her family and should ordinarily be within 16 kms. from an office of the bank. However, the restriction of distance would not apply in cases where an employee already owns a house/flat/apartment or a site or plot of land and wants to avail of loan for renovation/extension of old house or flat or apartment or construction of a new house/flat/apartment. 26.4.20 APPLICATION FOR LOAN The employees desirous of getting the loan should have a definite proposal and will submit their applications on the prescribed form, in duplicate together with necessary documents/certificates prescribed therein to the Branch wherefrom they want to avail of the housing loan. 26.4.21 MARGIN Following representations received from the All India State Bank of India Staff Federation and All India State Bank Officers Federation and in tune with the Government of India guidelines for grant of housing loans to staff, it has been decided to waive the margin requirements for availing of housing loans for all categories of staff w.e.f 15.04.1993. 26.4.22 STAMP DUTY/REGISTRATION CHARGES AS PART OF PROJECT COST Expenses which an employee has to incur on stamp duty and registration charges may also be treated as a part of project cost like other costs for the purpose of computing the quantum of housing loan that an employee will be eligible. 26.4.23 INTEREST
766
1.
Loans to all categories of staff will carry simple interest and it will be charged from the date of disbursement of the entire loan or the first instalment of loan when such loan is disbursed in instalments. The amount of interest will be calculated on the balance outstanding on the last day of each month at the prescribed rates Concessionary rates of interest are applicable subject to the condition that an officer will be sanctioned a housing loan only once in his career and under no circumstances will a second loan be sanctioned.
2.
26.4.24 BORROWING FROM OUTSIDE SOURCES Considering that the maximum amount of loans that can be sanctioned to various categories of staff may prove inadequate in some cases vis-a-vis the rise in the cost of construction, it has been decided to permit raising of additional finance from outsides sources subject to the following conditions:(i) Loans should be raised only from a Government/Semi-Government/Public Sector Organisation / Housing Development Finance Corporation. As such organisations generally give loans for construction of houses by creating pari passu charge on the house, this may be permitted. Total quantum of loan from such organisations should not exceed 60% of the loan taken from the Bank. This should be so because it has been stipulated in our housing loan schemes that the cost of the house should not normally exceed twice the amount of Banks loan. Such a ceiling is expected to keep the total loan liability within the repaying capacity of the employees. The Housing Boards/Corporations normally do not give loans exceeding 70% of the value of the property. In computing the value of the property, the Board/Corporation would obviously exclude the loan taken from the Bank. Therefore, while taking loan from the Housing Board/Corporation, not only the ceiling fixed by the Bank, namely 60% of the Banks loan, should be adhered to but it should be ensured that the loan amount from the Housing Board/Corporation is within 70% of the value of the property excluding the Banks loan. Employees will make their own arrangement for repaying the outside loan and the repayment programme of the Banks loan will not be altered on account of the outside loan. The sanctioning authority will examine each case on merits and ensure that the employees repayment obligations are not onerous and are within his capacity. The Housing Boards/Corporations normally insist on their loans being repaid before an employee retires from the organisation in which he is serving. In case the Banks loan continues after retirement of an employee, it would be desirable if the employee liquidates the outside loan so that the house remains mortgaged solely with the Bank. This is to avoid any complication in the disposal of the property in case of need after an employee has retired. If, however, the employee wants the loan of the Housing Board/Corporation to continue and the latter agrees to it, with a view to avoiding any disputes, it is considered desirable to ask the employee, whether pensioner or otherwise, to deposit adequate amount in the Banks long term deposits which will yield enough interest to cover the Banks repayment instalments. The deductions on account of repayment of the loans thus raised from the external sources also should not be reckoned for the purpose of calculating the maximum permissible percentage of 25% stipulated for deductions from the salary of an employee.
(ii)
(iii)
(iv)
(v)
(vi)
(vii)
26.4.25 Borrowing from HDFC 1. In respect of loans raised from HDFC, deductions of monthly repayment instalments from an employees salary and remittance thereof to HDFC may also be permitted by the authority who had sanctioned the housing loan under Individual Housing Scheme for the housing project for which the supplementary loan is being raised from HDFC; the permission be accorded on the following conditions:The recovery will be effective from salary based on the letter of authority given by the employee concerned.
(i)
767
(ii)
The Bank will not undertake any responsibility or give any commitment to HDFC in respect of recovery of instalments/repayment of their loan to the employee. Where no loan has been raised by an employee/officer from the Bank, the necessary permission may be accorded by the General Manager at the Local Head Office.
2.
26.4.26 SANCTIONING OF THE LOAN 1. i. ii. The following instruction should be followed while sanctioning the loan:The advance should be granted to the employee by way of term loan. The Branch Manager will thoroughly scrutinize the application forms and the relative paper/certificates, undertakings, etc. when received from the eligible members of the staff and after satisfying that the employees proposal is in order in all respects, as detailed in the application form, recommend the proposal for sanction to the controlling authority. The controlling authority will also again verify all the particulars, papers, etc. and after satisfying that the proposal is in order in all respects, submit the proposal to the appropriate authority mentioned in Annexure 5.30 for sanction. The sanction, thereafter, will be conveyed to the respective branches who should disburse the loans strictly on the terms and conditions stipulated by the controlling authority and after obtaining the necessary documents/agreements, etc. Loan should ordinarily be availed of from the branch situated at the place where the employee proposes to own flat / apartment / house / bungalow with the Banks finance. All the loans sanctioned by a designated authority will continue to be reported to next authority in the usual manner.
iii.
iv.
2.
26.4.27 Availing of the loans outside the Circle In case an employee serving in a circle wants to construct/purchase a house in a town/place in another circle, he may do so, provided the necessary application is forwarded by him to the Branch concerned in another Circle where he wants to avail of the loan and the same procedure of sanction of loan is followed as detailed above. Further, administrative clearance from funds angle will also require to be obtained. 26.4.28 Properties in Notified Areas In case the properties to be financed are situated in notified areas and the value thereof exceeds Rs. 10 lacs (as may be notified), no loan should b e sanctioned/disbursed unless the proposed transfer is expressly or impliedly permitted under Chapter XX-C of the Income Tax Act. 26.4.29 Lapse of Loan Account If the loan amount sanctioned remains unutilised at the end of 2 years period, it will automatically lapse in respect of all categories of staff unless an extension in the time limit has been granted by the Bank in the meantime. 26.4.30 Urban Land (Ceiling & Regulation) Act 1976 In case of vacant land within the ceiling limit in an urban agglomeration, sale is permitted subject to the exercise of first option in favour of the State Government concerned. Therefore, it has to be ensured that title of an employee in respect of land covered by ceiling law is clear from this point of view also before grant of loan in respect of housing project on such land. 26.4.31 ACQUISITION OF HOUSING PROJECTS ON LEASEHOLD LANDS CO LETTER PER:IR:6208 15.3.94 1. Housing loans for acquiring flats/ready-built houses and plot of land for construction of a house from Government/Semi-Government agency (lessor) like Housing Boards, Development Authorities, etc. may be sanctioned by Dy. General Manager, Zonal Offices and Main Branches reporting to General Manager, provided the remaining
768
period of current lease is not less than 20 years. Where the remaining lease period is less than 20 years but not less than 15 years, the proposal may be sanctioned by the Chief General Manager of the circle. While scrutinising the aforesaid types of housing loan proposals and before sanctioning the loan, the sanctioning authorities will satisfy themselves about the following aspects of the case:i. The lessee will get clear, valid and marketable title over the property for a period of not less than 15 / 20 years and that the loan shall be repaid (with interest) before expiry of the lease period, if necessary, by stepping up the repayment instalments. There is no prohibition in the Lease Deed to mortgage the property and availing of loan there against. Where permission of the lessor is required for doing any act by the lessee, such a permission has been obtained by the lessee and it is in order. Formalities as contemplated under the Indian Stamp Act and Registration Act have been complied with. All legal angles involved in the case have been examined carefully and thoroughly and Banks interest is fully protected. In cases where remaining lease period is 20 to 22 years only, the repayment of the housing loan should commence positively (whether the housing project is complete or incomplete) on expiry of 1 years from the date of release of 1st instalment of the housing loan. The housing loan proposals for construction of houses or acquiring/purchasing ready built flats/houses on lease hold lands/plots where the vendors are individuals/private agencies other than government/semi-government agencies and the lease period is not less than 15 years, will be sanctioned by the Circle Chief General Managers. CO LETTER PER:IR:6208 15.3.94 2. The authority structure for sanction/administrative clearance in respect of housing loan proposals for acquiring housing project on leasehold lands under Individual Housing Scheme on the prescribed terms and conditions is as under:Where the housing project is on a Deputy General Managers of Zonal leasehold land and the vendor is a Govt. / Offices and Main Branches semi-Govt. agency and the period of lease reporting to General Manager is not less than 20 years. CO LETTER PER:IR:6208 15.3.94 (b) Where the housing project is Chief General Manager on a leasehold land and the (See note below) remaining period is less than 20 years but not less than 15 years irrespective of the category of vendor i.e. Govt./semi-Govt. agency or private agency/individual. Note: CO LETTER PER:IR:6208 15.3.94 While according sanction, the following aspects, inter alia, may be kept in view: (a) Banks entire loan with interest should be recovered within the currency of the existing lease period by suitably stepping up the amount of monthly repayment instalments. The accelerated repayment obligations should not become onerous. Repayment of the housing loans should commence positively (irrespective of whether the housing project is complete / incomplete) on expiry of 1 years from the date of release of first instalment of the housing loan sanctioned to the employee.
ii.
iii.
iv.
v.
vi.
vii.
(a)
(b) (c)
26.4.32 MAINTENANCE OF TERM LOAN ACCOUNT & ACCOUNTING
769
1. The loans will be repaid by the employees in equal 180 monthly instalments of principal and subsequent 60 instalments of interest spread over a period of 20 years. The interest should be calculated at the prescribed rates on the outstanding balance on the last day of the month. 2. Before sanctioning the loan to an employee, branches will obtain from him an irrevocable letter of authority for deduction of instalments from salary/pension duly signed. This form should be kept attached to other documents. 3. Where a loan is sanctioned/disbursed to an employee who is not serving at that branch, the sanctioning branch will complete letter of authority, obtained from the employee and a certified or xerox copy thereof will be forwarded to the Branch / Office where he is serving for necessary deductions from his salary towards repayment of loan. The Branch / Office, on receipt of letter of authority, will record the same for necessary compliance and recover without fail the amount as specified therein from the salary of the employee and remit the same to the sanctioning branch for credit of the employees Term Loan Account or Branch Interest Account, as the case may be. Where the employee is transferred to another branch, certified copy of this letter of authority should be forwarded to that Branch for effecting recovery.
26.4.33 WHETHER TOTAL BORROWINGS OF EMPLOYEE SHOULD BE ALLOWED TO EXCEED 25% OF GROSS EMOLUMENTS As per the Banks regulations, the total borrowings of an employee should not exceed an amount which involves repayment by monthly instalments of a sum equal to 25% of his gross emoluments. This rule is not applicable to the (i) borrowings made under Banks Housing Schemes, (ii) gold loans and advances/loans against Provident Fund Contribution (both members and Banks) taken for meeting margin money required to be provided by the employee under the Schemes and (iii) additional finance raised only from a Government/Semi-Government/Public Sector Organisation/ Housing Development Finance Corporation . 26.4.34 SECURITY The following security will be obtained for sanctioning/disbursing the loan :i. Equitable mortgage of the land and building by deposit of title deeds to the property and a lien on the provident fund balance. This includes Banks as well as members contribution to his Provident Fund Account. In the case where equitable mortgage cannot be created, the amount of loan will be covered by any other suitable charge on the property and a lien on the account of the employees provident fund. The Bank may also require an employee in such cases to provide any further security acceptable to the Bank. Where the property/house/flat is already mortgaged to an outside agency, second charge cannot be accepted as security by the Bank for granting housing loans to the employees, if he intends to purchase such property/house/flat. In the case of ownership flat/house, it would be necessary for the employee to obtain a certificate from the society/builder stating that the society/builder has not raised any finance from Government or any other agency against the house/flat allotted to him/her and that they would not create any encumbrances on the flat/house allotted to him/her in future.
ii.
iii.
26.4.35 Case of Terrace Rights Where the property in the name of the employee consists of a terrace and individual right on the land surrounding and supporting the structure, the proposals for grant of housing loans to employees may be considered subject to the following terms and conditions besides usual terms and conditions stipulated under Individual Housing Scheme :i. The employee must have a co-ownership interest in the land (including right of support) while obtaining a transfer in his favour by way of sale, settlement, family partition, gift or lease, etc. duly registered with the Registrar of Assurances. The following clauses should invariably find a place in above sale deed, settlement, etc.
ii.
770
(a) (b) (c) iii.
Undivided share in the land or, if division is possible, such portion of land as divided. Permission to construct building [upper floor(s)] on the existing premises. Power to alienate and create mortgage of the property so constructed. The employees title to the property is clear, marketable and free from all encumbrances.
26.4.36 DOCUMENTS REQUIRED 1. It may not be possible for the employee to create mortgage of his property before disbursement of the loan due to non-transfer of property in his name due to various reasons. The loan in such circumstances can be disbursed if the following certificate/papers are produced by the employee and the mortgage may be created subsequently: Production of firm offer of a flat/apartment from the builder giving full details such as total carpet area, total cost, rate per sq. ft./sq. metre, location, etc. Production of a certified copy/Photostat copy of the title clearance certificate in respect of the Vendor/Builders title to the property given by his Advocate/Solicitor. Stipulation of obtention of non-encumbrance certificate is required for 13 years in terms of circular no. CDO/IR/4149 dt.8.10.98. Production of a certificate from the Builder/Architect stating the stages of work yet to be completed together with the cost thereof and the share that the employees have to pay. Undertaking from the employee that he will create mortgage to and in favour of the Bank as soon as the property is transferred in his name. Consent in writing authorising the Bank to note a lien against employees provident fund balance (i.e. Banks contribution as well as employees contribution to the provident fund account) to the extent of the loan sanctioned will be taken from the employee borrower and his/her nominee(s) in accordance with the provisions of the Provident Fund Act as under :Letter of authority addressed to the Trustees of the Provident Fund to be obtained from the employee borrower at the time of sanction of the loan. Letter of authority addressed to the Trustees of the Provident Fund to be obtained from the nominee(s) of the employee for his/her Provident Fund. The above letters of authority are to be obtained from all the employee borrowers. 2. The Term Loan Agreements and other documents to be executed by the employees for availment of housing loan under Individual Housing Scheme are not required to be witnessed/attested.
(i)
(ii)
(iii)
(iv)
(v)
(a)
(b)
26.4.37 Check list for individual housing loan 1. 2. 3. 4. 5. Application form Certificate from Society / Builder Valuation report from government approved valuer Memorandum of term loan agreement for officers Power of attorney in favour of the Bank for creating mortgage in favour of the Bank at a later date in case mortgage was not possible at the time of granting of the loan. Letter of authority for deduction from salary Letter of Authority to Trustees of Provident Fund / Gratuity Fund executed by the employee.
6. 7.
771
8.
Letter of Authority to Trustees of Provident Fund / Gratuity Fund executed by the nominees. Letter for marking lien on Provident Fund of the employee Memorandum of deposit of title deeds Confirmation of deposit of title deeds In case of joint ownership of property with spouse, the following documents may be obtained :Letter of consent and agreement to mortgage by spouse Guarantee agreement to be executed by the spouse If an employee becomes a member of Cooperative Housing Society financed by State Government and that body refuses to give certificates required by the Bank, then the following documents may be obtained : Third party guarantee from another employee Statement from the society that they are not agreeable to certify In case of employees who are seeking voluntary / following documents may also be obtained :Memorandum of Agreement Letter requesting continuance of the Housing Loan / Additional Housing Loan. Supplementary agreement In case of subsequent enhancement in the documents may also be obtained :Supplementary agreement from officers Request letter for availing revised housing loan for repaying outside debts In case of deceased employees, the following documents may be obtained:Where the spouse / legal heir is appointed in the Bank, a letter of authority for deduction of loan instalment from his / her salary A letter of guarantee for continuation of housing loan to heir(s) A letter from the heir(s) acknowledging liability on account of the loan In case of officers placed under suspension, a guarantee may be obtained from sureties SCRUTINY OF TITLE DEEDS & CREATION OF EQUITABLE MORTGAGE Scrutiny of title deeds Employees availing themselves of the loan facility have to obtain a title clearance certificate in respect of plot of land/house/apartment/flat purchased/acquired or to be purchased/acquired by them from local advocate of the Branch where from they obtain the loans. The expenses incurred in this regard would, however, not be reimbursable. Creation of equitable mortgage As per the extant instructions, employees who avail of Banks housing loan, are required to create an equitable mortgage of the house/flat purchased by them with the quantum of loan, the following pre-mature retirement, the
9. 10. 11. 12.
(i) (ii) 13.
(i) (ii) 14.
(i) (ii) (iii) 15.
(i) (iii) 16. (i)
(ii) (iii) 17.
26.4.38 26.4.39 1.
26.4.40
772
help of the Banks loan. In order to create a valid and enforceable equitable mortgage charge on the house/flat/tenement financed by the Bank the procedure mentioned below may be followed. 26.4.41 Stamp duty The Memorandum of Entry is exigible with stamp duty. The stamp duty which is exigible is dependent upon State Law. Irrespective of the fact whether or not the MOE is recorded on behalf of the branch at the non-notified centre, the person recording the MOE should ensure that it is appropriately stamped. 26.4.42 1. Material title deeds IN CASE OF PROPERTY SITUATED IN A CO-OPERATIVE HOUSING SOCIETY OR NON-TRADING ASSOCIATION AND ACQUIRED BY WAY OF ALLOTMENT FROM THE SOCIETY OR ASSOCIATION ITSELF: a) Certified true copy of Registration Certificate of Society/Association. b) Certified true copy of latest village Form No. 7 & 12 in the name of Society/ Association. c) Certified true copy of Building Permission and plan duly approved by Local Authority concerned. d) All original receipts for payment made to Society/ Association or authorised Builders, if any. e) Certified true copy of Resolution of the Society/Association regarding membership, allotment of houses, no dues, no loan and no objection for mortgage of the same to the Bank. f) Original Share Certificate issued by the Society/ Association in the name of employee of the Bank. 2. IN CASE OF PROPERTY SITUATED IN A CO-OPERATIVE HOUSING SOCIETY OR NON-TRADING ASSOCIATION AND ACQUIRED BY WAY OF PURCHASE FROM THE MEMBER OF THE SOCIETY OR ASSOCIATION: All the material title deeds, documents, papers, evidences, and writings mentioned in para 1 above plus original, or in the absence thereof, certified true copy of Sale Deed, Original Receipt and certified true copy of Index - II issued by Sub-Registrar alongwith documentary evidence that the original Sale Deed after registration will be sent to Bank directly by Sub-Registrar concerned. 3. WHEN A HOUSE/TENEMENT/FLAT IS PURCHASED WHICH IS NEITHER IN A COOPERATIVE HOUSING SOCIETY NOR IN A NON-TRADING ASSOCIATION: The original, or in the absence thereof, certified true copy of Sale-Deed, Original Receipt and certified true copy of Index-II, issued by Sub-Registrar alongwith documentary evidence that the Original Sale Deed after registration will be sent to Bank directly by the Sub-Registrar concerned. 4. In all cases of 3rd purchase, the Original Sale Deed entered into between the seller and the owner from whom he had purchased the property should also be obtained in addition to the documents mentioned in paragraphs 1, 2 and 3 above, as the case maybe, for creating an equitable mortgage. Wherever certified true copies of the title deeds are obtained because the original title deeds such as sale deed, gift deed, or any other document of title is not available because the same is lying with sub-registrar for purpose of completion of registration formalities, it would be essential to obtain letters of authority from the employee concerned, one in favour of the sub-registrar with whom the document is lodged for registration and one in favour of the Bank. The branch/office should, therefore, ensure meticulous compliance of these instructions, so as to create equitable mortgage in favour of the Bank even in a situation where the original sale deed or other title deed is lying with the sub-registrar
5.
6.
773
for the purpose of completion of registration formalities. Further, the branch should also ensure that periodic follow up is made with sub-registrar to ensure that whenever the registration formalities are completed, the title deeds are taken possession of and kept with the MOE and other title deeds. 26.4.43 1. DISBURSEMENT Disbursement will be co-related to the actual progress in the acquisition of the land/site, construction/repair/ extension/renovation of the house/flat, etc., and wherever it is possible, disbursement of the loan will be made by means of the Banks cheque drawn in favour of the parties to whom the employees want to make payment for the purpose of acquisition / construction / renovation / extension of house, etc. The requests from the employees for credit of the part/full loan amount in their account will normally not be accepted. However, where it is necessary to make cash payments for purchase of construction material, payment for labour, etc., the Bank may advance the amount direct to the employee to the extent of such need, in which case the employee will have to produce the receipts/vouchers for the Banks perusal immediately after the payment is made. The employees will submit to the Bank within a reasonable time satisfactory proof of the proper utilisation of the amount of the loan for the stated purposes e.g. an architects certificate certifying the value of the work carried out, contractors bill, stamped receipts, sale agreements for land/house/flat, etc. If considered necessary, photographs showing progress of construction work also will be obtained from the employee at his/her own cost. These photographs will be such that they will show some portions of the neighboring properties also and they will be certified by a person whose certificate is acceptable to the Bank. Before disbursing the loan amount or additional loan amount, branches will arrange for execution of the Term Loan Agreement with the employee. Branches will also obtain from the employees any other documents/certificates prescribed by the controlling authorities. As soon as the instalments or full/part payment of loan are/is released, the amount should be paid by debit to Term Loan Account opened in the name of the employee, by means of Bankers Cheque(s) in favour of builders/contractors/creditors (from whom interim loan has been obtained by the employee)/sellers, as the case may be, in terms of the instructions stipulated by the controlling authority. Clarification :It is clarified that once the loans are sanctioned by the appropriate authority and the sanction is conveyed to the Branch, seeking approval / sanction by the branch at each stage of disbursement of the loans from the sanctioning authority is not necessary: in other words, branches on receipt of sanction of the housing loan proposal will arrange to disburse the loans strictly on the terms and conditions stipulated by the sanctioning authority and after obtaining the necessary documents / agreements, etc. 26.4.44 Cases where bulk purchase of building material is involved As regards the disbursement of loans where the employees desire to avail of the economies of bulk purchases of building material viz. cement, steel, timber (required for the entire project ), labour payments, etc., such requests can be considered subject to other provisions of the Scheme, on the following stipulations:i) On the basis of the estimates submitted by the employees for bulk purchase of construction materials, on proper verification of the estimates, payments may be made directly to the vendors through Bankers cheque. ii) The employees will bring their margins as per the housing proposals sanctioned in accordance with the provisions of Individual Housing Loans Scheme in the usual manner. iii) To meet labour payments, amounts may be advanced direct to the employees to the extent of such need, in which case the employees will have to produce the receipts / vouchers for the Banks perusal immediately after the payment is made. iv) The receipts / vouchers will be produced for the Banks perusal immediately after the payment is made.
2.
3.
774
v) Adequate storage facilities to store the construction material and security/safety arrangements will have to be made by the employees. Damages, if any, will be at their risk and responsibility. vi) Unused stocks be reported/advised to the branch wherefrom the loan has been availed of and these are subject to verification by the Branch Manager/branch staff. 26.4.45 Extension in time limit for completion of housing projects by employees CO LETTER PER:IR:6208 DT. 15.03.94 1. In cases where houses are being purchased from government / semi-government agencies viz. Housing Boards, Government Development Authorities, etc., extension in time limit may be granted by the appropriate authority i.e. GM / DGM of Module for one year in each instance and upto a total of 3 years excluding the cushion period after release of the first instalment and cases requiring extensions in time for more than 3 years are required to be referred to CGM / GM . The procedure to be followed in this connection is as follows :On completion of the cushion period, the cases where the construction of houses is still incomplete and on receipt of the employees request in time for extension, even in cases where the extension request is for more than one year, the appropriate authority may permit extension in time only for one year in the first instance. If the house is still incomplete within the extended period, the employee will have to apply for further extension and the appropriate authority may grant such extension again for one year only. Such extensions may be granted for a maximum period of 3 years on 3 instances. Such cases where the extension in time limit is to be granted beyond 3 years period excluding the cushion period, may be put up to the appropriate authority, who will have full authority in this area. In all cases where extension in time limit for completion of the project is to be granted, it should be ensured that :Banks entire loan together with interest is repaid within 20 years from the date of expiry of 18 months from the date of disbursement of the first instalment of loan by suitably stepping up the repayment instalments. The accelerated repayment obligations do not become onerous. 7. Extensions wherever these are granted by the Chief General Manager under his discretion, should be reported to Corporate Centre at quarterly intervals. REPAYMENT Principal amount will be recovered in first 180 equal monthly instalments and interest due thereon in 60 equal monthly instalments after principal has been adjusted in full. In case the repayment is to be effected in a shorter period, the number of instalments towards principal and interest should be in the ratio of 3:1, the principal being adjusted first in full. CDO/IR/4903 Dt.17.11.1997 Recovery in respect of construction of a new house/flat will commence from the salary of the employee from the month following the completion of the house or the pay of the 18th month after the date of disbursement of the first instalment, whichever is earlier. In the case of a loan taken for purchase of a ready-built house/flat/tenement, recovery will commence from the salary of the employee from the month following the month in which the advance is taken. In case where construction of a new house/flat/apartment by Government agency is involved, the repayment starts from the month following the completion of the house or the 36th month after the date of disbursement of the first instalment, whichever is earlier. In cases where delays are owing to the circumstances beyond the control of the employees, the proposal for extension in the aforesaid time limit will be dealt with in the following manner:-
2. (i)
(ii)
(iii)
3.
(i)
(ii)
26.4.46 1.
2.
775
i. (a)
Where the houses are being Extension in time limit may be purchased from Government/ Semi-granted by the appropriate authority as Government agencies viz. Housing Boards, Government Development after excluding the cushion period of Authorities, etc. 36 months after release of the first instalment. Extension so granted will be reported to the controlling authority at quarterly intervals. (b) Cases requiring extension in time beyond the period stipulated may be referred to the appropriate authority Where the houses are to Normally at the time of be constructed by private submission of the proposal for builders/contractors. sanction of the loan, the employees have to submit an approved building plan together with cost estimates by an approved architect/engineer certifying that constructions, if undertaken, could be completed within a specified period. Accordingly, the cases of delay for these reasons should not ordinarily be considered. Similarly, reasons such as posting at a distant place, non-availability of a building contractor or sickness of non-dependent relatives, etc. as cause for delay should not be accepted. Where the delay has been caused due to unforeseen circumstances not anticipated at the time of submission of the proposal by the employee and denial of extension in time will cause genuine hardship, the appropriate authority may grant sanction for extension in time limit after excluding the cushion period allowed for construction purposes. Such cases should also be reported to the controllers at quarterly intervals. Requests for grant of extension in time beyond stipulated period may be referred to the appropriate authority. In all cases where extension in time for completing the project has been granted, it is to be ensured that the repayment of the loan is completed within 20 years from the date of expiry of 18 or 36 months as mentioned in para 2(i)(a) above from the date the first instalment of the loan was released by stepping up the repayment instalments as provided in the Scheme. As the recovery of loan is made from the salary of employees, it should be ensured that under no circumstances, the instalments due fall in arrears. A note in Establishment Register should be made for this purpose. In case of transfer of an employee to another branch/office, the recovery to be made should be promptly advised on the Last Pay Certificate. Repaying the loan in a shorter period and release of Title Deeds The employee (including an employee who ceases to be in service as a result of retirement, death or resignation or otherwise), if he so desires, may after obtaining the prior written permission from the controlling authority elect to repay the loan in a shorter period (i.e. any time before 20 years) in which case the title deeds can be released to him after the loan amount along with the interest thereon is fully recovered subject to the legal feasibility of such release and without affecting the Banks interest. After the title deeds are released, the employee can freely use the property. No penal interest will be charged for accelerated repayment of the loan amount.
(b)
ii. (a)
(b)
(c)
iii.
4.
26.4.47
26.4.48
Repayment of loan in case of normal retirement, death or any other form of cessation of service viz. resignation, dismissal, termination, discharge, etc. Employees who had joined the Bank before 01.01.1991 In case of pensioners, the repayment of the loan can be permitted until an employee attains the age of 70 years. Where necessary, the repayment schedule should be modified to satisfy the condition. A letter of authority for deducting the loan instalments from pension should be taken. No collateral security will be required in such cases. If an employee is not agreeable to repay the entire loan by the time he attains the age of 70 years and wants to adhere to the original repayment programme, he may be allowed to do so provided he agrees to put an adequate deposit in the long term deposits with the Bank which would earn interest at least equal to the loan instalments, besides giving a letter of authority for deducting loan instalments from pension. In regard to repayment
26.4.49 1.
776
of loans in cases where the Bank agrees to grant loans to employees after attainment of 55 years of age on special considerations. 2. In case of non-pensioners also, efforts should be made to reschedule the repayment programme so that the loan is repaid by the time an employee attains the age of 70 years. However, whether the loan is repaid by 70 years of age or later, in all cases of non-pensioners adequate deposit in long term deposit with the Bank should be obtained which would earn interest atleast equal to the loan instalment. In case of death, the legal heir(s) can be permitted to continue the loan and make repayment as per the instalments agreed with the deceased employee. But in all such cases, the legal heir(s) should be asked to make a satisfactory arrangement by which the instalments are repaid at regular intervals. In this connection, since family pension payable to the widow is for sustenance and no savings can be expected therefrom, proposals for making deductions for payment of the monthly instalments of the housing loan granted to the deceased from family pension should not be accepted. Instead, deductions be accepted from salary and allowances drawn by the widow/legal heir(s) if they have been given appointment in the Bank on compassionate grounds. Where the aforesaid deductions are not feasible, the legal heir(s) can be asked to either deposit adequate amount in long term deposit with the Bank which will earn interest atleast equal to the loan instalment and in cases where such deposit is not possible, surety of 2 persons, who could be our employees, should be obtained in addition to alternative arrangement ensuring regular payment of instalments. In the event of any other form of cessation of service of an employee, outstanding loan amount must be repaid at the time of the cessation of service failing which penal interest should be charged. In case the property, land or site or plot of land stands in the joint names of the employee and his/her spouse, a Letter of Consent and Agreement to Mortgage should be obtained from the spouse other than borrower. Employees who have joined the Bank on or after 01.01.1991 In terms of Government of India guidelines, it has been decided that the recovery of housing loans granted under Individual Housing Loans to employees /officers joining the Bank on or after 1.1.1991 must be made within the service period of the employee. In other words, the provisions contained in Individual Housing Loans Scheme regarding repayment of housing loans beyond retirement are not applicable to the employees / officers who joined the Bank on or after 1.1.1991 and thus the housing loans availed of by them will be required to be liquidated before they retire from Banks service. 26.4.51 Repayment of loans in case of retirements not in normal course 1. Retired employees (including those who retire voluntarily) are extended the facility of continuing the repayment of housing loans even after their retirement from the Bank in instalments for the period as originally stipulated at the time of sanction of the loan or till they reach the age of 70 years, whichever is earlier. This facility is however, not extended to the employees who joined the Banks service on or after 1.1.1991 and they will have to adjust the outstandings in their housing loan accounts on retirement. In cases of cessation of service other than by way of retirement the entire outstandings in the loan account are required to be adjusted at the time of cessation of service. CC/CDO/IR/SPL/141 dt. 22.08.2000/LHO/CIRDO/PER&HRD/110 dt. 13.01.2001 2. Recently, there has been a big rise in the number of employees seeking voluntary/premature retirements for getting more lucrative positions elsewhere. These retiring employees/officers continue their housing loans with the Bank in post-retirement period as per the present dispensation. There is, however, little justification for them to enjoy the facility of subsidised housing loans (at concessional rate of interest) in the post retiral period. It was, therefore, decided that a distinction be drawn between those who retire in normal course (i.e. on completion of 30 years service or 30 years pensionable service or on attaining the age of 58/60 years, whichever occurs first) and those who seek voluntary retirement (before completion of 30 years of service or 30 years pensionable service or attaining 58 years of age, whichever occurs first). Thus, the facility of repayment of housing loans beyond retirement should not be allowed to employees seeking voluntary retirement, except on medical grounds. Such employees should be asked to liquidate the outstandings in their housing loan accounts on the date of
3.
4.
5.
26.4.50
777
retirement. In exceptional circumstances, where, however, employees find it difficult to adjust the outstandings on the date of retirement, such requests for continuance of the loan may be considered by charging commercial rate of interest from the date of retirement. In such cases, the undernoted documents may please be obtained the specimen of which are given in the Annexures :a) Memorandum of agreement executed by the employees seeking voluntary/premature retirement Letter requesting continuance of the housing/additional housing loans from employees seeking voluntary/premature retirement The facility of concessional rate of interest will, however, be continued in cases of normal retirements and voluntary retirements on medical grounds. Further, while sanctioning fresh/additional housing loans to staff, a supplementary agreement, should be obtained in all cases. These instructions have come into effect from 7.2.1995. Clarification In this connection, a query has been raised whether the employee can seek voluntary retirement on medical grounds on the basis of a simple letter written to the Bank to this effect without submission of medical certificate and still continue to avail of the facility of repayment of loan at concessionary rate of interest. The matter has been examined. Considering the fact that substantial financial relief is allowed to be accrued to the employees in the form of concessional rate of interest on individual housing loan even after retirement, it may not be appropriate to accept the retirement on medical grounds merely on the basis of the declaration made by the employee. It is, therefore, very much essential to ascertain the veracity of seriousness of illness. It has, therefore, been decided that such of those employees who are seeking voluntary retirement on medical grounds and are desirous of continuing the housing loan at concessional rate of interest would be subjected to medical board as in the case of compassionate appointment. The provision however would not be applicable in other cases of voluntary retirement on medical grounds where such a facility has not been requested for. The revised instructions will be effective from 1st November, 1996. 26.4.52 1. ALLOCATION OF FUNDS The allocation of funds is made by Corporate Centre on a yearly basis for both the Schemes viz. Staff Co-operative Housing Scheme as well as Individual Housing Scheme. The unutilised portion of funds allocated as at the end of each year stands lapsed. The housing loans are sanctioned and disbursed to officers and clerical staff on first come first served basis within the aforesaid funds allocated. In the event of the funds allocated for the purpose falling short of the waiting list, the proposal for grant of housing loan to the eligible employees (both officers and clerical cadre staff) at commercial rate of interest may also be considered. In such cases the rate of interest would be appropriately reduced from the date the employee becomes entitled to the loan in terms of the waiting list. Where an employee wants to construct/acquire house at a place situated within the jurisdiction of another Circle, for the purpose of funds angle clearance the applications for housing loans from the other Circle will be treated at par with those of employees working in the Circle where the housing loan is to be availed of. In respect of the employees at Local Head Office / Corporate Centre Departments and Establishments and also the employees on deputation to other institutions (SBI Caps, GOI, IBA etc.), the funds angle clearance will be issued by modules DGM / AGM by following the same procedure as is observed in respect of staff working under them. The linkage for clearance from funds angle is now shifted from the place of posting to the Branch where the loan is sought to be availed of by employees. LETTING OUT
b)
3.
4.
5.
2.
3.
4.
26.4.53
778
1.
Employees who own houses, acquired by availing housing loan under Individual Housing Scheme, are also eligible for official accommodation. However, in case they are given the official accommodation or are transferred out of the place where the house is situated, they should be allowed to let out the house. The house should first be offered to the Bank in which case the Bank will pay Economic Rent. When the Bank does not require the house, it can be let out to anybody in any manner desired by the employee. However, with a view to preventing an employee from taking any undue advantage of this position, the following rule will apply, if he has been provided Banks accommodation:If an officer is allowed to let out his house to an outsider, and he does so, in that case the official accommodation to the Banks official shall be at normal rent (10% of basic pay) if the rent (of the house let out by the officer) fetched does not exceed Rs.3,000/- p.m. at 20% of basic pay if the rent exceeds Rs.3,000 p.m. but does not exceed Rs.5,000/p.m., and at 30% of basic pay if the rent fetched exceeds Rs.5000/- p.m. The above rule will apply only where the house built under Individual Housing Scheme is at the same station where the officer is posted. Where the employee is posted at a centre other than the centre where the house is built, recoveries for the official accommodation provided to such employees will be at normal house rent as provided in the service rules. In view of the falling interest rates, in many cases the economic rent is for less than the prevailing market rent. In such cases, where the economic rent is less than the entitlement of the officer occupying the house, rent equivalent to the entitlement of the officer occupying the house or market rent, whichever is lower, should be paid. (CDO:IR:66 dt: 25.11.2003/LHO/CirDo/P&HRD/124 dt. 11.12.2003). Calculation of Economic Rent when flat is offered to the Bank The following may be reckoned for calculation of economic rent: Interest at the highest rate available to the staff members on their long term deposits in respect of the amount which represents the employees own investment in the house to date (inclusive of repayments). This will be calculated by averaging 12 monthly figures during a year-actual in the case of past months and anticipated on the basis of repayment schedule for the remaining months. The members initial investment will be certified by an architect and verified by the Banks Engineer. Interest at the rate applicable on the loan account in respect of the amount of the loan outstanding (monthly average for the previous financial year). Net outgoings in the form of municipal taxes, lease rent to the concerned Land Development Authority, maintenance and service charges, etc. Expenditure on repair of house/flat can be reckoned towards the cost of the project for the purpose of calculation of economic rent for the year following the year in which expenditure is incurred provided the expenditure is in excess of normal repairs and reasonableness thereof has been verified by the Banks Engineer. After the Banks loan is repaid, the employee would not be bound to offer the house to the Bank. The proposals for fixation of economic rent on the above lines are to be submitted to the controlling authorities concerned. INSURANCE An employee has to obtain an insurance policy at his adequate to cover the total cost of construction or including interest. The policy will cover risk of loss by fire be obtained in joint names of the employee and the own cost which would be atleast the loan amount and earthquake and should Bank and retained by the
2.
i.
(a)
(b)
(c)
ii.
iii.
26.4.54 1. (i)
(ii)
(iii)
(iv)
2.
3.
26.4.55
779
employee. If the employee fails to do so, the Bank shall arrange for insurance of the property and recover the cost from employees account/salary. The Banks interest should be noted on the insurance policy and it should be verified annually to ensure that it is in force or certificate to that effect should be obtained from the employee and recorded. 26.4.56 NOTING OF LIEN Branches will advise PPG Department at LHO or Central Accounts Office, Funds Department, Calcutta, as the case may be, after disbursing the loan to note a lien for the amount of the loan sanctioned against the employees and Banks contributions to Provident Fund Account. 26.4.57 Facility of repayment of loan after retirement : Cancellation of lien noted against P.F. While granting housing loans to staff, lien is noted on their Provident Fund balances, and is vacated on full liquidation of loan. However, in the absence of specific instructions for vacating the lien on retirement of the officials / employees, release of terminal benefits of such employees is inordinately delayed. In order to mitigate hardship in this regard, it has been decided that the authority which has initially sanctioned the housing loan will be the Competent Authority to vacate the lien on Provident Fund balances. However, an undertaking must be obtained in writing from such employees / officers that the outstanding balance together with accrued interest will be recovered from the monthly pension payable to them. Clarification :CO LETTER PER:IR:9339 DT. 07.07.94 It is clarified that the authority who has initially sanctioned the housing loan to the employee would only be the competent authority to vacate the lien on provident fund balance so marked at the time of sanction of such loans. 26.4.58 1. EMPLOYEES SHARE IN THE HOUSING PROJECT The Bank may at its discretion refuse to sanction the loan or reduce the amount of loan or charge commercial/penal rate of interest or call up the loan in case it is found any time that the employees share in the housing project is disproportionately high. Normally an employees share of investment in a housing project is not expected to be more than the amount of loan. But with the substantial rise in the cost of construction of houses or acquisition of ready-built houses, the employees have to mobilise their own resources; the number of such cases has gone up considerably. Accordingly, it has been decided that the appropriate authority may grant housing loans where employees share of investment on a housing project does not exceed the amount of the housing loan for which he is eligible, provided that the total cost of housing project does not exceed 2 times the amount of the Banks loan. In other words, if the employee is eligible for a housing loan of Rs.2 lacs from the Bank, the total cost of the project (including his own investment) should not exceed Rs. 4 lacs. Where the employees share exceeds 2 times, permission of the appropriate authority mentioned may be sought. In this connection, before granting the administrative sanction in cases of the above nature, the undernoted aspects may be kept in view:The repayment obligations of the instalment of the loans proposed to be raised by the employee (including Banks loan) for constructing a house or acquiring a readybuilt house must not be onerous. In other words, the employee should have after all deductions from his salary and allowances, adequate take home salary to maintain himself or herself and his or her family. While determining the repayment capacity of the employee, his or her income only should be taken into account and not that of his or her wife/husband or relatives/friends. In cases where the repayment burden of the loans is considered onerous or unbearable, the employees may be advised to repay/clear off other types of loans/borrowings viz. demand/gold loans from the Bank, loans from credit societies, etc., before the commencement of the repayment of the housing loan so that the repayment burden of the loans and other recoveries from his or her salary and allowances is reduced to a reasonable extent, say 50% of the gross salary.
1.
2.
2.
(i)
780
CO LETTER PER:IR:6208 15.3.94 (ii) The sources of finance should be scrutinised closely and it should be ensured that friends and relatives, from whom loans may have been raised, have no proprietary interest in the house and a declaration to this effect is obtained from them. Part or even full repayment of loans raised from friends and relatives during the currency of Banks loan may be permitted only if it is possible to do so by the employee from known sources of income. The house proposed to be constructed/acquired should be adequate to meet the reasonable requirements of the employee and his family who are dependent on him and should not be ambitious. In other words, the house should be acquired/constructed to meet the reasonable requirements of residential accommodation and not for building an asset. In cases where sanctioning authority is not satisfied with the proposal, he may ask the employee to scale down the project before granting his administrative clearance. All the other terms and conditions of the Individual Housing Scheme complied with, in the usual manner. PENALTIES IN CASE OF DELAY IN REPAYMENT In case the repayment instalments are not paid in due time (except in cases where the due time for repayment has been extended by the Bank), penal interest will be charged @ 1.5% over the State Bank Advance Rate on the overdue instalments. In other cases of default for which a penal interest has to be levied, the penal interest at the aforesaid rate will be recovered on the loan amount outstanding from the date the irregularity/default occurred/ was committed till the date of rectification thereof. Should the houses be not completed within 1-1/2 years of the date of release of 1st housing loan instalment, except in cases where the Bank has agreed to the extension of the period of 1-1/2 years / 3 years), interest at State Bank Advance Rate will be charged on the outstanding loan from the expiry of 1-1/2 years from the date of disbursement of the 1st housing loan instalment till such time as the houses are completed. Any breach of the terms and conditions stipulated by the Bank or any mis-utilisation of the loan facility will constitute a misconduct and in addition to any action as stated in para 1 above, the employee will be liable for disciplinary action in terms of his service rules. Auditors attached to Circle Audit Cell and/or Zonal Office will be entrusted with the task of scrutinising the housing loan account at the time of their visits to branches to find out whether these are being conducted properly and recoveries are forthcoming regularly. A review of the position should be undertaken by Local Head Office annually in May each year and report thereof submitted to Corporate Centre. In April, detailed reports prepared for the auditors will be available and these will facilitate compilation. should be
(iii)
(iv)
26.4.59 1.
2.
3.
4.
5.
26.4.60 LOANS AGAINST / WITHDRAWAL OF PROVIDENT FUND 1. Advance by way of demand loan can be granted to an employee availing of the loan under the Scheme against the Banks contribution to his Provident Fund Account, as detailed in Chapter 6.
26.4.61 RETURNS Branches should arrange to forward half-yearly return March/September every year to their controlling authority 26.4.62 CONTROL RETURNS In terms of the Scheme of Delegation of Financial Powers, Deputy General Managers and other functionaries authorised to sanction individual housing loan shall submit the monthly Control Return to their next higher authority as at the end of
781
26.4.63 NOTING ON SERVICE SHEETS The Branch Managers/controlling authorities after sanctioning the loans to the employees should make a suitable note about the sanction of housing loan on their service sheets. This would facilitate easy reference about the availing of the housing facility by our employees in the event of their retiring/resigning or otherwise ceasing to be in the Banks service. 26.4.64 EXEMPTION UNDER INCOME TAX ACT 1961 26.4.65 Issue of Certificate for accrued interest 1. Under Section 71 read with Section 24(i)(vi) of the Income Tax Act, the employees who have availed housing loans are eligible for deduction in respect of amount of interest payable on borrowed capital from which the property has been acquired under any other head of income and that such deductions are restricted for the same assessment year. As the interest accrued is credited in the interest account periodically, no part thereof is recovered for the first 180 months and the accumulated interest is recovered in 60 equal monthly instalments after the principal amount has been fully recovered. As such the position is that although interest in respect of the period has accrued, the same is not actually paid. The branches should, therefore, issue a certificate in the following manner to employees to enable them to get the deduction of amount of interest on borrowed capital :CERTIFICATE A housing loan of Rs. ______________ has been made to Shri/Smt./Kum. ____________________________ and interest @ _____% is payable thereon. Under the loan arrangement, monthly recoveries are made, such recoveries being in the first instance appropriated towards principal, and interest accrued on the reducing balance is credited in the Banks interest account periodically. Actual recovery of the aggregate interest accrued is made in instalments after the principal has been fully paid. Accordingly, Rs._________ has become payable on the loan in respect of assessment year ______________. 26.4.66 SCHEME FOR GRANTING ADDITIONAL HOUSING LOAN TO STAFF 26.4.67 Procedure CO LETTER PER:IR:6208 DT. 15.03.94 1. Request for additional loan from an employee for acquiring bigger accommodation/house/flat (and not for accommodation/ house/flat in better location) by selling or by carrying out additional construction to his existing house/flat to meet his need for increased accommodation due to present family requirements/status, will be considered by the Bank at its discretion. Such accommodation/house/flat should be bigger by at least 120 sq.ft. and should have at least one more room than the existing house/flat. Where the additional loan is obtained for extension of house/flat, such extension should also be at least 120 sq.ft. and one more room constructed to the existing house / flat. The stipulation of the new house being bigger by 120 sq.ft. can be relaxed as a special case on merits with the prior approval of General Manager. If the existing house/tenement is extended, the construction plan, etc. for additional construction should be approved by the Municipal/Local Authority. Clarification: In this connection, representations are being received from the employees as well as from All India State Bank of India Staff Federation and All India State Bank Officers Federation that the above stipulations are not being implemented and requests for relaxation are being declined at Zonal Office level. It is, therefore, requested that proposals seeking relaxation of the above nature be considered provided these involve sale of the existing house and acquisition of another house in terms of the existing
2.
2.
782
provisions of Additional Housing Scheme and such proposals with reasoned recommendations may be submitted to the Circle General Manager (D&PB) or General Manager (CB) for necessary administrative clearance. The above provisions will not apply to cases where the employees are going in for additional construction to the existing houses for availing of additional housing loan. 3. This additional facility will be available only once during the entire service of an employee. The additional loan will be granted only under the Individual Housing Loan Scheme, irrespective of the fact whether the original loan was granted under the Staff Cooperative Housing Scheme or the Individual Housing Scheme, at the rate of interest applicable to different categories of staff under the Individual Housing Scheme at the time of sanction of this additional loan. There is no objection to grant of such loans in cases where earlier loan has been liquidated and title deed released after completion of the normal repayment programme. A minimum period of 7 years from the date of sanction of the original loan should have elapsed at the time of applying for the additional loan. The rates of simple interest on additional loan shall be fixed by taking into account the total outstanding amount in the existing loan account. The rate so fixed will not be reduced because the total outstanding amount of housing loan in the name of the employee concerned falls in the lower rate-slab due to subsequent repayments. The additional loan will be repayable in not more than 240 instalments together with interest thereon. Out of this, the principal amount of the loan will be recovered first in 180 equal monthly instalments and interest amount accrued on the principal amount for a period of 180 months in the remaining 60 equal monthly instalments. If, however, the repayment cannot be completed before retirement, the employee will be allowed to continue the repayment of the additional loan in monthly instalments as above even after retirement, Employees who have joined the Bank on or after 01.01.1991 will not be eligible for this relaxation, In case of acquisition of a bigger house/flat, the employee should sell his existing house/flat at prevailing market rate to the satisfaction of the Bank. In such a case, if the house/flat is in a housing society financed by the Bank under the Staff Co-operative Housing Scheme, the Societys written permission will be necessary. The Bank, after satisfying itself about the genuineness of the case and ensuring that there is no profit motive, may permit the member-employee to sell his flat and sanction the loan to have a bigger house/flat. The sale proceeds of the existing house/flat together with the funds made available to him with the additional amount of the loan must be utilised for acquiring a new house/flat. When the existing house is sold and new one is purchased, these should be almost simultaneous transactions and in no case the time gap between the sale and purchase should extend beyond 9 months. Proposals where the existing house is sold and new one is to be constructed may also be considered for granting additional housing loans provided the employee completes the construction within nine months from the date of sale of his house and on fulfillment of other terms and conditions laid down under the scheme. If, however, the construction is not completed within 9 months, interest as on clean overdraft should be charged. If the loan is not availed of within 9 months, the sanction should be cancelled. Similar view should be taken in case of purchase of ready built houses. However, in exceptional circumstances where the appropriate authority on examination of the circumstances attached to each case, comes to the conclusion that for no fault/delays attributable to the employee, he is not in a position to complete the construction within the stipulated period of 9 months, the appropriate authority may at his discretion grant an extension by 6 months each on two occasions on request from the employee. A further extension of 3 months may be considered by Chief General Manager of the Circle under exceptional circumstance on merits of each case. Thus a total period of 2 years may be made available for completing the process of sale and purchase of house. In this connection, the stipulation that the repayment of the additional housing loans has to be made within the prescribed limit would continue notwithstanding the extension in time limit allowed, by suitably stepping up the amount of the instalments. The additional loan will be sanctioned by way of a separate Term Loan upon execution of a fresh Agreement by the employee in favour of the Bank. Further, a letter of authority may be, will also be required to be executed by the employee. If the first loan was under the Staff Co-operative Housing Scheme, the Co-operative Housing
4.
5.
6.
7.
8.
9.
10.
783
Society and the employee should jointly make a statement to the branch where the title deeds are deposited to the effect that in consideration of the Bank giving an additional loan to the employee, the title deeds already deposited by the Society will cover the Bank as a mortgagee for additional loan also. 11. As usual, the house/flat, including the additional construction, will remain/be mortgaged to the Bank. In addition, an appropriate lien will be noted on the employees Provident Fund which includes the Banks as well as the employees contribution to the Provident Fund. The additional loan will run concurrently along with the previous loan if additional construction is put up in the existing house. If, however, an employee wishes to purchase a bigger house by disposing of the existing one, he should liquidate his existing loan along with accrued interest, if any. In such an event, the maximum additional loan amounts would be increased to the extent of outstanding amount repaid and the recovery for this part of the loan, together with interest, if any, would be in the same manner as it would have been under the old loan. 13. The additional loan sanctioned under this Scheme shall also be subject to all other terms and conditions relating to the loans granted under the Individual Housing Scheme.
12.
26.4.68
Special points to be noted in case of sale of existing house and purchase of new one CO LETTER PER:IR:6208 DT.15.03.94
1.
The employee should sell his house / flat at prevailing market rate to the satisfaction of the Bank. The Bank after satisfying itself about the genuineness of the case and ensuring that there is no profit motive, may permit the member employee to sell his flat and sanction the loan to have a bigger house / flat. When the existing house is sold and new one is purchased, these should be almost simultaneous transactions and in no case the gap between the sale and purchase should extend beyond 6 months. The cases, where the existing house is sold and new one is to be constructed may also be considered for granting additional housing loans provided employee completes the construction within 6 months from the date of sale of the house, on fulfillment of other terms and conditions laid down in the scheme. When an employee wishes to purchase a bigger higher or a house in a better location by disposing of the existing one, he should liquidate the outstandings in existing loan account alongwith uptodate interest. In such an event, the maximum additional loan amount would be increased to the extent of outstanding amount repaid and the recovery for this part of loan together with interest, if any, would be in the same manner as it would have been under the old loan. The sale proceeds of the existing house / flat together with the funds made available to the employee by way of additional housing loan must be utilised in full for acquiring a new house / flat. Maximum amount of additional loan will be the difference between the present maximum loan entitlement of the employee and the amount of the existing loan sanctioned initially. In this connection, it is observed that in such cases, while granting permission for disposal of existing house / flat the firm proposal for the new house to be purchased is not generally being obtained at the time of granting permission. The houses are being sold after obtaining the permission but the gap between sale and purchase, which is to be maintained at maximum 9 months, is not strictly adhered to. In this regard, it is clarified as under :-
2.
3.
4.
5.
6.
7.
8.
784
i.
When the employee applies for permission for disposal of the existing house and purchase of a new one, firm proposal for purchase of the new house should be obtained simultaneously. It should be ensured that the entire sale proceeds of the existing house are utilised for purchase / construction of the new house / flat. If the construction is not completed within 9 months, interest as on clean overdrafts will be charged. In exceptional circumstances, however, where the sanctioning authority on examination of the circumstances attached to each case comes to the conclusion that there are no defaults / delays attributable to the employee and he is not in a position to complete the construction within 9 months from the date of sanction of the loan, requests for extension in time may be considered by the competent authoritiy. CO LETTER NBG:IR:6903 DT. 31.01.96 Clarification: Cases of employees who could not obtain sanction for purchase of new house as also avail the additional housing loan within the stipulated period may be considered on merits and only in case of genuine needs. Such proposals are required to be forwarded to Corporate Centre for consideration alongwith recommendations of the Circle and the undernoted particulars :-
ii.
iii.
iv.
i) ii)
Date and amount of housing loan initially sanctioned. Whether the employee obtained prior permission from the Bank for the disposal of the existing house; if not, the reasons therefor. Date of disposal of the existing house and its sale proceeds. Details relating to utilisation of sale proceeds, the amount deposited towards liquidation of the existing loan account (outstandings + interest separately) - a photocopy of the certificate to this effect from the concerned branch should be enclosed. Disposal of the remaining balance from the sale proceeds after liquidating the outstandings in the housing loan account should also be indicated. Amount of Loan Maximum amount of additional loan will be either the difference between the present maximum loan entitlement of the employee and the amount of the existing loan sanctioned initially, including additional loan, if any, granted before the completion of the project. Thus, the additional loan would be a part of the total loan. for example, if an officer was initially sanctioned a loan of Rs. 1,00,000/- under the Individual Housing Loan Scheme and his present entitlement is Rs.5 lacs, additional loan upto Rs. 4,00,000/- can be sanctioned to him.
iii) iv)
26.4.69
26.4.70 1.
Interest While the loan granted initially will continue to be repaid at the rate of interest on which it was sanctioned or without interest if it was a loan under the Staff Cooperative Housing Scheme, interest at the current rate will be charged on the additional loan taking notionally the first part of the loan outstanding at the bottom slab(s) and the additional loan at the slab so determined will not be reduced on account of repayment of the first loan. For example, an officer who was sanctioned a loan of Rs.50,000/- under the Staff Co-operative Housing Scheme will be eligible for a maximum additional loan of Rs.7,00,000/-. If the officer has already repaid Rs.25,000/- of his co-operative housing loan, interest on the additional loan of Rs.7 lacs will be decided as on a loan of Rs.7,25,000/- (Rs.7,00,000/- additional loan plus Rs.25,000/- outstanding loan). When the outstandings of the co-operative housing loan is further reduced by say Rs.10,000/-, total amount of loan for the purpose of calculation of interest slab will continue to be Rs.7,25,000/- and not Rs. 7,15,000/- (Rs. 7,00,000/additional loan plus Rs.10,000/- reduced outstanding). Similarly, in a case where an original loan sanctioned under the Staff Co-operative Housing Scheme was Rs.35,000/with present outstanding of Rs.25,000/- (without interest) and now an additional amount
785
of loan of Rs.5,00,000/- is sanctioned, interest rate will be 11% or 12% p.a. decided as on a loan of Rs.5,25,000/- (Rs.25,000/- + Rs.5,00,000/-). 2. In this connection, we give hereunder further two illustrations clarifying the position regarding application of interest on additional housing loans:Illustration No. 1 Amount of Cooperative Housing Loan sanctioned and availed by an employee on 15.10.1980 Amount outstanding against the above loan at the time of sanctioning of additional housing loan on 15.07.2001 Amount of additional housing loan sanctioned Amount to be considered for the purpose of arriving at the rate of interest to be applied Interest rate on the above housing loans will be as under :On Rs.3,000/(i.e. existing outstanding in Cooperative Housing Loan) On Rs.4,50,000/(i.e. Additional Housing Loan) * On entire amount of Rs.4,50,000/Illustration No.2 Amount of Individual Housing Loan sanctioned and availed by an officer/employee on the 15.10.1982 Amount outstanding against the above loan at the time of sanction of additional housing loan on 15.10.2001 Amount of additional housing loan sanctioned (suppose) Amount to be considered for the purpose of arriving at the rate of interest to be applied Interest rate on the housing loans will be as under :On Rs.20000/(i.e. existing outstandings in Individual Housing Loan) On Rs. 4,50,000/(i.e. Additional Housing Loan) * On entire amount of Rs.4,50,000/-. 3. No Change i.e. 5% No Change i.e. interest free
Rs.25,000/-
Rs. 3,000/-
Rs.4,50,000/Rs.4,50,000/+ Rs. 3,000/= Rs.4,53,000/-
*11%
Rs.80,000/-
Rs.20,000/-
Rs.4,50,000/Rs.20,000/+ Rs.4,50,000/= Rs.4,70,000/-
* 11%
The procedure for charging of interest and recovery of loan would be the same as in the case of Individual Housing Scheme. Interest rate on additional housing loans sanctioned to staff would be as under :C.C/CDO/IR/SPL/298 dt. 12.10.2002/LHO/CirDO/P&HRD/114 dt. 05.11.2002
4.
786
Sanctioned advance upto Rs.50,000/Sanctioned advance upto Rs.1,00,000/Sanctioned advance upto Rs.1,50,000/Sanctioned advance upto Rs.2,00,000/Sanctioned advance upto Rs.2,25,000/Sanctioned advance upto Rs.7,50,000/(sanctioned after 1.10.2001) Sanctioned advance upto Rs.7,50,000/(sanctioned upto 30.09.2001) (CDO:IR:SPL:298 dt: 12.10.2002) Note
Rate of Interest applicable to Officers / Workmen _____________________ 7% 8% 9% 10% 10.5% 11% 12%
The interest rate once determined in the manner mentioned heretofore is to be charged on the entire amount of additional housing loan irrespective of reduction in outstandings therein due to repayment of loan by an employee: in other words, the rates mentioned above are not to be applied slab-wise. 26.4.71 Can the land/house be sold to relatives? The stipulation regarding purchase of land/house/flat from a near relative in case of Individual Housing Scheme will apply also to the sale of house/flat under the scheme. 26.4.72 1. 2. 3. 4. 5. Documentation Application Form Term Loan Agreement for additional loan Letter of Authority for deductions from salary in case of purchase of new house . Letter of Authority for deductions from salary in case of additional construction Letter of Authority to Trustees of Provident Fund / Gratuity Fund executed by the employee Letter of Authority to Trustees of Provident Fund / Gratuity Fund executed by the nominees. Narration to be made in the title deed register in case an employee is already a member of Staff Housing Cooperative Society and wants Additional Housing Loan. Memorandum of extension of equitable mortgage. Power of attorney in favour of the Bank for creating mortgage in favour of the Bank at a later date in case mortgage was not possible at the time of granting of the loan Letter for marking lien on Provident Fund of the employee. HOUSING LOAN AT COMMERCIAL RATE OF INTEREST Additional Housing Loan Scheme CC/CDO/P&HRD/IR/43 dt. 27.09.2005 Ceiling of 60% of loan sanctioned under Individual Housing Loan Scheme as ceiling for additional housing loan scheme at commercial rates of interest has been removed. The amount of loan to be sanctioned as additional housing loan at commercial rates of interest will be determined by the cost of the project and the conditions that the total deductions on account of all borrowings from the Bank and other sources including deductions on account of Provident Fund, Income Tax etc. do not exceed 60% of the gross emoluments.
6.
7.
8. 9.
10. 26.4.73 26.4.74
787
26.4.75
Housing Loans to Staff Members under Housing Loan Scheme for Public CC/CDO/IR/05189 dt. 06.01.2006/LHO/CirDO/HR/144 dt. 23.01.2006 A staff member, who is not yet eligible under the individual Housing Scheme, due to his service being less than minimum length of service required, can be granted housing loan under the scheme for public, subject to his being eligible for loan under that scheme.
26.4.76
Second Housing Loan CC/CDO/SPL/444 dt. 01.02.2006/LHO/CirDO/HR/153 dt. 14.02.2006/LHO/CirDO/HR/153 dt. 14.02.2006) Keeping in view the genuine needs of the members of the staff, it has been decided to permit staff members to avail of a second housing loan under public scheme at commercial rate of interest, without liquidating the housing loan sanctioned at concessionary rate of interest under Individual Housing Loan Scheme for staff subject to the following conditions. This would, however, be allowed subject to the following guidelines: i) The total deductions from the salary on account of all borrowings from the Bank as well as other sources and statutory deductions like Provident Fund, Income Tax etc. (including the instalment towards the proposed loan) should not exceed 60% of gross emoluments. The instalment for the loan under Housing Loan Scheme for public will be recovered from the salary under check off scheme alongwith instalment under IHLS, outstanding if any, i.e., instalments towards both the loans have to recovered from the salary simultaneously. All other terms and conditions of the Housing Loan Scheme as applicable for public viz. margin, quantum of loan, repayment norms, rate of interest etc. and the conditions stipulated for staff viz. eligibility, discretionary powers, marking of lien on the Provident Fund shall be adhered to meticulously.
ii)
iii)
26.4.77 Second house acquired/purchased by employees in joint names with family Members i.e (spouse, son etc.) CC/CDO/SPL/444 dt. 01.02.2006/LHO/CirDO/HR/153 dt. 14.02.2006 CC/CDO/IR/SPL/531 dt. 25.03.2006/LHO/CirDO/HR/4 dt. 12.04.2006 &
Second housing loan to the staff is sanctioned on the same terms and conditions as applicable to members of public and the stipulations listed under paragraph 26.4.76 above. Staff is permitted to acquire/purchase second housing property at the same centre in joint names with their family members (i.e spouse, son etc.) and to include the income of the said joint owner of the property for the purpose of working out entitlement for amount of loan and sharing of repayment instalments, subject to the following conditions:i) The family member, who is a joint owner of the proposed property, will be coborrower. He/she must have his/her salary account at the branch from where the housing loan is proposed to be availed and check off facility for his share of instalment should be available. The instalment of the proposed loan will be shared in the ratio of the income of the joint owners of the housing property. The total deduction from salary of the employee after taking into account his/her share of repayment of instalment will not exceed 60% of his/her gross emoluments.
ii)
26.4.78
Granting of IHLS where the property is in the name of Spouse of Employee C.C/CDO/P&HRD/IR/44 dt. 17.11.2005/LHO/CirDO/P&HRD/123 dt. 17.11.2005 The Executive Committee of the Central Board in its meeting held on 23 August 2005 has approved sanction of housing loans under Individual Housing Loan Scheme to staff even if the house/flat/apartment/plot is in the name of spouse only, subject to the fulfillment of undernoted additional terms and conditions;_
rd
788
i) ii)
The spouse of the employee will be a co-borrower. The employee and his/her spouse will be jointly and severally liable for repayment of the loan with interest and other dues.
iii) The spouse of the employee will mortgage the housing property to the Bank as security for the loan. 26.4.79 Takeover Of Housing Loans Housing loans availed of by the eligible employees from other financial institutions can be taken over by the Bank subject to the following: 1. The employee shall write a letter to the financial institution (FI) requesting them to deliver the title deeds and / or to send the same to SBI on receipt of their dues from SBI, with a copy to SBI. FI shall confirm to SBI the above through a letter with a copy to the employee, as also that the loan was being serviced regularly and no EMIs were in default. Such takeovers of loans from other financial institutions will require disbursement / release of loan amount prior to creating a mortgage charge in our favour. An agreement to mortgage should, therefore, be taken as is being done in the existing Staff Housing Loan Scheme. The Bank should take over only the remaining portion of the loan and the repayment period should coincide with the remaining maturity of loan with FIs, subject to the ceiling of 15 years. 8. The switch-over should be permitted only where it is really cost effective to the employee in view of the pre-payment penalty charges of FIs and the loading of interest payments in the earlier periods. LOAN AGAINST PROVIDENT FUND Please refer to Chapter 6
2.
3.
4.
26.5
26.6 26.6.1 1.
LOANS TO EMPLOYEES AFFECTED BY NATURAL CALAMITIES INTRODUCTION Whenever our employees suffer heavy losses/damage to their property on account of floods/earthquakes/drought or any other natural calamity, they may be sanctioned relief loan, on the under noted terms and conditions : The following procedure may be adopted in such cases : Whenever any area where the Branch is situated is affected by floods, drought, earthquake or any other natural calamity, the Branch Manager may satisfy himself of the correct position in regard thereto and recommend the case for administrative clearance for relief loan to affected employees provided : the area has been declared by the State Government concerned as such, and they (the Government) have extended financial assistance to their employees. No such loan may be sanctioned by sanctioning authorities without the prior administrative clearance of the Chief General Manager of the Circle.
2. i)
(a) (b)
26.6.2 26.6.3 1.
TERMS AND CONDITIONS FOR RELIEF LOANS Eligibility Only permanent serving employees would be eligible for the loan which will be by way of demand loan. Part-time subordinate employees would be entitled to the loan in proportion to their salary. Eligible employees may apply on prescribed Performa
2.
789
3.
In case there is more than one person belonging to a joint family working in the Bank, the loan will be considered only to one member of the family after obtaining proof of the loss or damage to property suffered by the joint family. Quantum Junior Officers Rs.4,000/- or the actual loss/damage to the property suffered by the employee, whichever is less.
26.6.4 (a)
Note : Officers in MMGS II and above are not eligible for relief loans. 26.6.5 1. Proof of damage Loans may be granted on the employees producing a certificate from President of the Municipality/ the Tehsildar of the town in which the property is situated / Block Development Officer under whose jurisdiction the property is situated / the President of the Gram Panchayat of the village in which the property is situated, accompanied by a declaration from the employee to the effect that he had suffered actual loss due to flood/earthquake/drought or any other natural calamity. The declaration is to be given in prescribed format. Loan shall be sanctioned subject to the condition that the place of posting falls in an area which has been declared by the State Government concerned as affected by floods/earthquakes/drought or any other natural calamity. Loans to employees who have been affected by floods but whose movable / immovable properties have been damaged at places other than the place of their posting, will not be granted Relief loans. Interest Simple interest at the rate of 11% per annum. (NBG:P&HRD:IR:SPL:503 dt: 15.02.03) 26.6.7 Disbursement The loan will be disbursed in one lump sum, on the employee executing a Demand Promissory Note for the amount, by debit to an overdraft account to be opened in the branch books styled: Loans granted to staff at __________ Branch on account of flood / cyclone / earthquake. A subsidiary register should be maintained to record the advances granted to each of the employees and the recoveries made from their salaries from time to time. 26.6.8 Repayment 24 monthly instalments. Principal amount will be payable in 20 instalments and interest in 4 instalments. 26.6.9 Sanctioning Authority Branch Manager / Asstt.General Manager concerned. 26.6.10 Liquidation of earlier loan A loan will be sanctioned only when there is no outstanding loan of the nature or if there is any, it is first liquidated / adjusted. 26.6.11 Stipulation regarding total borrowings The stipulation that the total borrowings of an employee, subject of course to the exceptions made in this regard, should not exceed an amount which involves repayment by monthly instalments of a sum equal to 25% of his gross emoluments, will also be applicable to loans under this Scheme. 26.7 1. AGRICULTURAL ADVANCES TO STAFF The Bank has been receiving requests from the employees, most of them belonging to rural/ semi-urban areas, that they may be permitted to avail agricultural advances from
2.
26.6.6
790
other financial institutions. Considering the interest of overall productivity of land, it would be inequitable to deny financial assistance for cultivating land holdings only because one of the co-owners happens to be our employee. Insofar as agricultural advances are concerned, these may be considered for the other co-owners and should not be declined merely because one of the employees happens to be co-owner. In such cases, the Banks employee being a co-owner may be permitted to be a guarantor on the same terms and conditions as are applicable to any outsider. Further, the following conditions should be complied with :i) ii) iii) iv) v) The employee would not engage himself in such a manner as to interfere with the proper discharge of his duties in the Bank. The other co-owners or at least some of them are major and can independently carry out the agricultural operations without the assistance of the Banks employee. The employees guarantee would be acceptable only on the basis of his/her financial status. Such an advance need not be conducted at the branch where the employee is posted. In every case, prior clearance from the Controlling Authority would be necessary. He should satisfy himself that there are other members of the family who will carry out agricultural operations and do not depend for this purpose on Banks employee / officer. 2. The above procedure would also obviate issuance of No Objection Certificate to our employees for obtaining loans from other financial institutions.
26.8 26.8.1
Personal Loan Scheme Objective To discourage borrowings by staff members from sources other than State Bank of India and other public financial institutions.
26.8.2
Purpose for which the loan may be sanctioned For any bonafide need of officers/employees as per existing scheme, which is not speculative in nature.
26.8.3 26.8.4 (i)
Eligibility :- The loan can be availed by permanent officers having 5 years of total service in the Bank. Terms and conditions Quantum of Loan Length of service 5 years and above but less than 8 years 8 years and above but less than 12 years 12 years and above Quantum of loan
Rs.1.50 lacs Rs.2.25 lacs Rs. 4.50 lacs
Note : The amount of loan eligible to be sanctioned, however, will be determined subject to the stipulation that aggregate deductions from salary on account of instalments for various loans, provident fund (excluding the extra contribution made by the member), income tax and other statutory deductions, do not exceed 60% of gross salary. In other words, the carry home pay of an employee under no circumstances should be less than 40% of his gross emoluments. (ii) The facility may be granted by way of clean overdraft. The overdraft account will be required to be maintained at the salary paying branch and salary shall be credited to the overdraft account.
791
(iii)
It should be ensured that the overdraft account is regular and not overdrawn for any reason at all times. For this purpose, the salary and allowances should be credited to the overdraft account and the drawings allowed in such a way that at no point of time the account is overdrawn. Though no specific repayment programme for repayment of principal loan amount is being insisted upon, officers and employees are advised to fix repayment programme so that entire loan is repaid by the time he/she retires. It is, however, mandatory that interest whenever applied is fully serviced and the account kept regular at all times. Also, the overdraft account should be reviewed at annual intervals and any serious irregularity should be rectified under advice to the controlling authority. The entire outstandings should be recovered when the employee ceases to be in service, for any reason whatsoever. The employee will be eligible for enhancement in the existing limit as and when his eligibility on the basis of length of service changes. The overdraft should not be used for any investment in shares or equities etc. for speculative purpose and in case of any misuse, the official/workmen staff will render himself liable to repay the entire loan plus interest, if any, and ineligible for further facility under this Scheme or any other staff loan schemes and also attract appropriate disciplinary action as may be decided by the Bank. The applicant will furnish an undertaking to this effect at the time of applying for the loan. The employee will have the option to continue with the existing facilities already availed and not avail overdraft facility, but once overdraft facility is availed, all existing staff loans (including the personal loan already availed) other than housing loan, vehicle loan, festival advance, consumer loan (old scheme), gold loan and loan against funded securities like TDR, NSCs, LIC policy, Magnums, relief loan and loan against P.F. will cease to be available and should be closed while availing of the overdraft. In any case the provision contained in Note to Clause 3(i) of the scheme is condition precedent to sanction of the loan under this scheme. Security and Documentation :Application form, (including an undertaking that the loan will not be utilised for investment in shares or equities etc. for speculative purposes and authorising credit of salary and allowances to overdraft account). D.P. Note. D.P. Note delivery letter. Arrangement/Sanction letter containing the terms and conditions duly acknowledged by the employee. Lien against Banks and members contribution to the Provident Fund. Letters addressed to the Trustees of the Provident Fund/Gratuity Fund of the Bank by the employee and nominee of the employee should be obtained for appropriating the Banks and members contributions to Provident Fund, Gratuity payable and amount of leave encashment on the lines of proforma enclosed and retained with the documents. The letter for marking lien should be sent to the PPG Department immediately after disbursement. Extension of charge on house property in respect of which housing loan has been availed from the Bank. A declaration/undertaking from the employee (incorporated in application form) should be obtained stating that :(a) he/she has understood all the terms and conditions of Personal Loan Scheme and shall abide by the same failing which he/she will render himself/herself liable to repay the entire loan plus interest and will be ineligible for further facility under this Scheme or any other staff loan schemes. (b) he/she has no external borrowings other than those for which specific written approval has been obtained from the Bank. (c) he/she shall not avail of any loan from sources outside the State Bank of India including loans from co-operative societies and shall also not issue any letter of authority for recovery of dues and interest to an external agency as well as credit society without the written prior permission of the Bank. Approval in such cases will be given by an authority, as per details given below :-
(iv) (v)
(vi)
26.8.5 (i)
(ii) (iii) (iv) (v)
(vi) (vii)
792
Offices/employees posted at 1. 2. 3. 4. (i) (a) (b) (ii) (iii) Branches upto Scale V incumbency Branches headed by DGM Zonal Office/Local Head Office DGM&CDO as applicable Corporate Centre/Central Office establishments Corporate Centre at Mumbai State Bank Bhavan Offices at Belapur Colleges/Institutes I&MA at Hyderabad (including GMs, DGMs on mobile duty) ZIOs & mobile duty CAO, Kolkata FD, Kokata
Approving Authority DGM at ZO DGM of the branch DGM at ZO/
GM (CS) GM (AB&R) Principal/Director CGM (I&MA) or CGM (Credit Audit) as applicable GM (Inspection)at ZIO GM (CAO) GM (FD)
(iv) (iv) (V)
NOTE :- The controllers of departments/offices as well as CGMs in-charge of various establishments will obtain permission from their controlling authority. 26.8.6 Release of title deeds on Closure of Housing loan Query: On closure of Housing Loan accounts by an employee, the title deed of housing property can be released to him/her even when the Personal Loan availed by him/her continues to remain outstanding in Banks books. Reply: C.C/NBG:P&HRD:IR:SPL/134 dt. 25.06.2004/LHO/CirDO/P&HRD/33 dt. 12.07.2004 On closure of Housing Loan account, if the balance in Provident Fund account is sufficient and free from any lien to cover the maximum amount of Personal Loan that can be availed by an employee under the scheme, the title deeds of the housing property may be released to him/her without insisting on liquidation of outstanding balance in Personal Loan account after ensuring that lien is marked on the Provident Fund for the eligible amount and that all other documents/letters/formalities etc. are obtained/completed and kept on record as laid down under the scheme. 26.8.7 Sanctioning Authority The controller concerned in respect of branches upto SMGS IV incumbency, AGM and above in respect of other branches. In case of administrative offices, AGM (Office Administration) or any other officer in SMGS V and above designated for the purpose by officer in the rank of DGM or above. 26.8.9 Supervision and follow-up (a) The monthly salary will be credited to the overdraft account and drawings will be thereafter regulated in such a way that the account would not be overdrawn beyondthe drawing power. In the unlikely event of the account remaining overdrawn for any reason including on account of interest debit, the employee should be notified to adjust the overdrawn amount promptly failing which penal interest should be applied and recovered. It shall be ensured that the interest applied in the account is promptly recovered so that the account remains regular at all times. A separate ledger/section if the number is large, should be maintained for these loans. It shall be the direct responsibility of the Branch Manager/Manager of the Division to ensure proper conduct of these accounts.
(b)
26.8.10
General Instructions: -
793
(i)
The loan will be granted provided, total deductions from salary after deducting instalments for various loans as permissible/approved by the Bank, Provident Fund (excluding the extra contribution made by the member), Income Tax and other statutory deductions do not exceed 60% of gross salary. In other words, carry home pay of an employee under no circumstances be less than 40% of gross emoluments. However, only deductions towards repayment of loans and statutory deductions like P.F., Income Tax should be reckoned for arriving at 60% limit. Deductions towards savings, such as insurance premium, RD accounts, savings/welfare fund of society, extra deduction towards Provident Fund etc. should be excluded for the purpose. Festival advance is by way of salary advance and therefore instalment towards repayment thereof should not be reckoned for computing 60% deductions. The intention of 40% take home salary should be observed during the currency of personal loan except to the extent that deductions on account of LIC premium, RD account, savings/welfare fund of society, extra deduction towards Provident Fund as well as deduction on account of festival advance should not be reckoned. (CDO:IR:63 dt: 21.11.2003).
(ii)
In order to ensure bonafide end-use of the funds, the employee has to certify that the money would not be used for investment in shares/equities etc. for speculative purposes. Wherever necessary, it shall be open for the Bank to insist on documentary proof evidencing the utilisation of the loan for the purpose declared in the application form. With the transfer of the employee/officer, the loan account should be transferred to the branch concerned. In case of transfer to an administrative office, the account should be transferred to the branch linked to that office for the purpose of salary payment. All loans sanctioned under this scheme should be reported to the next higher authority for control purpose in the usual manner. For the purpose of review of the scheme a half yearly return should be submitted to the Controlling Office. The application of an employee against whom disciplinary action is pending/initiated/contemplated will be considered by the Competent Authority as under:-
(iii)
(iv)
(v)
26.8.11 Officers placed under suspension or against whom major penalty proceedings have been initiated: Ordinarily, officers under suspension or against whom major penalty proceedings are initiated, where there is a reasonable chance of dismissal would not be eligible for Personal Loan. However, competent authority, depending upon the gravity of the case, may sanction Personal Loans to an officer against whom disciplinary proceedings are pending, subject to the condition that the officer furnishes collateral security in the form of sureties from 2 permanent officers/employees of the Bank. The officer/employee who is not granted the loan on this account and as a result he raises it from some other approved and verifiable source, may be granted loan on conclusion of the disciplinary proceedings if he continues in service. 26.8.12 Officers against whom disciplinary proceedings on charges of minor nature have been initiated and are not placed under suspension: Personal Loan to such category of officers can be sanctioned treating them on par with those against whom no disciplinary proceedings are initiated or pending. In other words, in such cases, no collateral security by way of sureties from 2 permanent officers/employees of the Bank will be insisted. (CDO:IR:CIR:65 dt: 03.10.2002). 26.9 LOANS/ADVANCES ON COMMERCIAL RATES (C.C letter No. CDO/IR/SPL/386 dated 08.01.05/LHO/CirDO/P&HRD/121 dt. 08.01.2005) (C.C letter No. CDO/IR/SPL/483 dated 14.03.05/LHO/CirDO/P&HRD/167 dt. 23.03.2005) The employees of our Bank can also be extended Housing Loan, Vehicle Loan, Student Loan and Personal Loan as made available by the Bank to employees of top rated public/private sector companies. These facilities are subject to following terms and conditions:-
794
(i) (ii)
Lien should be noted on the employees Provident Fund balance. If the employees unencumbered balance in PF does not cover the loan amount, lien should also be noted on his/her other terminal benefits, viz. Gratuity and Leave Encashment. If aggregate of liens under (i) and (ii) is not adequate to cover the loan amounts, charge may be extended on the housing property (if a housing loan has already been availed by the employee) to secure the loan further.
(iii)
(iv) Maximum deductions (i.e) on account of all borrowings from the Bank and other sources and statutory deductions viz. PF and Income Tax) including deductions on account of the proposed loan from salary should be restricted to 60% of the gross emoluments, in line with extant instructions. (v) Interest application will be on compounding basis with monthly rests as in the case of public.
(vi) Other terms and conditions of the relevant schemes will be applicable. The above instructions are applicable on existing loans as well new loans, however a letter will be exchanged (annexure enclosed) regarding change in rate of interest in respect of existing loans. The letter, duly accepted by borrower employees will be placed with respective loan documents and shall become part of the documents.
26.10
LOANS AVAILED FROM CO-OPERATIVE CREDIT SOCIETIES CC/NBG/P&HRD/IR/155 dt. 25.07.2003/LHO/Cir.DO/PER & HRD/68 dt. 10.09.2003
26.10.1 Officers Service Rule 59(i) No officer in his individual capacity can borrow money or permit any member of his family to borrow money or otherwise place himself or a member of his family under a pecuniary obligation to a broker or a money or lender or a subordinate employee of the Bank or any person or association of persons, firm company or institution, whether incorporated or not, having dealings with the Bank.; provided that nothing in this clause apply to borrowing from the Bank, the Life Insurance Corporation of India, a co-operative society or any financial institution including a bank subject to such terms and conditions as may be laid down by the Bank.; Provided further that an officer may accept a loan, subject to other provisions of these rules, from a relative or personal friend or operate a credit account with a bonafide tradesman. 26.10.2 Guidelines for granting permission to raise loan from a co-operative society In terms of instructions contained in circular no LHO/CirDO/P&HRD/77 dt. 16.8.2002, officers who have availed of personal loan, shall not avail of any loan, from sources outside the State Bank of India including loans from co-operative societies and shall not issue any letter of authority for recovery of dues and interest to an external agency as well as credit society without the written prior permission of a designated authority. For those officers who have not raised loan under Banks Personal Loan Scheme, it will be desirable that they are counseled to avail of Banks personal loan instead of loans from the co-operative society to avoid indebtness to entities outside the Bank whose terms and conditions are onerous. In case, it becomes necessary for an employee to borrow from co-operative society, the designated authority, while considering such requests, shall follow the following guidelines: a) b) The purpose of the loan should be bonafide to meet absolutely urgent or sudden unforeseen domestic requirements. Examine whether the surety/guarantor has obtained approval from the competent authority to stand as surety/guarantor for the loan under term s and conditions of his service in the Bank. The borrower employee must give an undertaking to the society (in case required under the bye-laws) that he is not a member of any other society. Examine whether the total deductions, including the proposed loan from the cooperative society are not exceeding 60% of his gross emoluments. The loan
c) d)
795
proposed to be raised must be liquidated by the employee within his remaining service. Under no circumstances, the repayment should extend beyond the date of retirement. e) The borrower employee and guarantor/surety to the Bank must not assign or give any authority letter from self or his nominees to adjust the dues of the society from the Banks and members contribution to the provident fund, gratuity and leave encashment etc. payable to him. All such permission accorded to by designated authorities should be put up to next higher authority for review and control purpose. Each branch/office shall maintain a separate record of such permissions and noting in this regard shall be made in the service sheet/file of the official. Employees place under suspension are not eligible for Personal Loan. Also, applications of those who remain on frequent leave without pay/extra ordinary leave on loss of pay (in the last 3 years) and those who have issued cheques without maintaining sufficient balance in their account (in the last three years) are not eligible. Such employees cannot be permitted to borrow from co-operative societies and it should be made absolutely clear to the society that Bank undertakes no responsibility for recovery from salary/wages/; subsistence allowances/terminal benefits etc. The certificate/undertaking, where required to be given to society has to be based on the lines of approved format on Banks letter head. The Controllers/salary disbursing officials should not sign any application/document of the society. Co-operative Societies Act As per Section 58 of the Multi State Co-operative Societies Act, 1984, if a member borrower of a Co-operative Credit Societies executes an agreement in favour of that society providing that his employer disbursing his salary or wages shall be competent to deduct every month from the salary or wages payable to him, such amount as may be specified in the agreement and pay the same to the society in satisfaction of any debt or other demand owing by the member to the society, the Bank as an employer is duty bound, as and when requested by the society, by a requesting in writing, to make the deduction in accordance with the agreement and pay the amounts so deducted to society within 14 days of the date on which the deduction has been made. This obligation to recover the societys dues from the salary or wages payable to the employee is a statutory obligation cast upon the Bank as an employer in terms of the Act under which the Co-operative Society has been constituted and is irrespective of whether or not the Branch Manager/Head of Office of the borrower employee has signed an undertaking in favour of society for recovering societys dues or a certificate certifying as to the salary of the employee. It is also not necessary under the law that there should be an agreement or engagement between the Bank and the society. If the Bank fails to comply with the requisition of the society to deduct the amount from the salary or wages payable to the employee, the society is entitled to recover from the Bank such amount as arrears of land revenue and the amount so due from such employer shall rank in priority in respect of the liability of such employer equal to that of the salary or wages in arrears. If a society has been incorporated in accordance with the provisions of the said Act, the mere fact that the member availed loan without taking permission from the Bank or the fact that society has been incorporated by the staff member of the Bank without prior permission of the Bank would not absolve the Bank from its obligation to comply with the requisition of the society. 26.10.4 Recovery from salary The obligation to recover under the letter of authority extends to salary and wages, i.e wages as defined in the Payment of Wages Act, 1936. This would also include arrears of wages and salary but not terminal dues, bonus, TA/LTC, special allowance etc. payable to the employee. It appears that gratuity has not been specified therein as wages. Even otherwise, it is a settled law that gratuity cannot be assigned. At the most, gratuity can be forfeited wholly or partially in terms of the provisions of Section 4(6) (a&b) of the Payment of Gratuity Act, 1972. a) Provident Fund: Employee cannot enter into an agreement for recovery from Provident Fund, as the same is not attachable. Even in the case of certain advances availed from the Bank, the employee authroises the Trustees of the Fund to make the payment of his P.F to the Bank directly, as P.F cannot be charged/assigned. No lien can, therefore, be noted for any loan/advances from sources outside the Bank. b) Pension: Pension cannot be assigned as per the Pension Fund Rules. It is also not wages as per the relative statute.
f) g) h)
i)
26.10.3
796
c)
Leave encashment: Leave encashment has been included in the definition of wages. It appears that leave encashment is paid not as a terminal benefit to employees retiring but is encashed from time to time and hence recovery there from may be possible.
26.10.5 Employee raising loans from a number of thrift & credit co-operative societies An individual/employee, at any one time, can become a member of only one co-operative credit society. He has to give a declaration/affidavit in this regard. Thus, if an employee is a member of many co-operative credit societies, he can be proceeded against by the Bank or at other level for furnishing a false certificate/declaration/affidavit. 26.10.6 Guidelines to be followed in cases where Legal Notices are received by the Bank for Non-Liquidation of loans by Officers A. Serving Employees: (i) Immediately on receipt of legal notice/notice calling upon the Bank to arrange for liquidation of an irregular co-operative loan raised an officer, the controllers should request the said society for the following documents for satisfying itself about the genuineness of the claim:a) b) c) d) (ii) a) b) c) application for loan to verify the terms and conditions and to ascertain whether permission was sought from the Bank or not, commitments by sureties, if any, to verify genuineness and liability terms, undertaking, if any, given by a branch/office where the employee is posted and in that case to verify genuineness of the undertaking, registration of the society with Registrar Co-operative Societies. Ask the employee in writing to liquidate the loan forthwith and also enquire the reasons of the irregularities mentioned below (whichever is applicable):Why the co-operative society loan account is kept irregular ? Whether bye-laws of the society permit him to borrow from more than one cooperative society ? Why should he not be proceeded against for incurring excessive debts (depending on the total deductions to be effected including recoveries/instalment on account of the loan for which notice has been received) ? Whether by resorting to outside borrowings without Banks permission he has contravened Rules of Conduct/Service Rules and is rendered liable for action.
d)
(iii) Ask the guarantor/surety, if he is a Banks employee, in writing (where applicable), the reasons for providing undertaking he should be advised to arrange for recovery of the dues failing which legal expenses will be recovered from him for giving the undertaking unauthroisedly and involving the Bank in litigation. (v) Irrespective of whether branch/office has furnished an undertaking or not, on receipt of notice from society and so long as the society does not intimate that whole of such debt or other demand has been paid, start making the deduction in accordance with agreement executed by the member in favour of society and pay the amount so deducted to the society within 14 days of the date on which the deductions have been made, as if it were a part of the salary or wages payable on the day as required under the Payment of Wages Act, 1936. (vi) In this regard, although the total deduction from the wages of any employed person should not exceed 75% where such deductions are wholly or partially made for payment of the co-operative societies under clause (j) of Sub-section (2) of Section 7 of the Payment of wages Act, we may, for the purpose of recovery of instalment towards loan from co-operative societies, restrict total deductions to 60% of the gross emoluments drawn by the employee. (vii) In case where recovery is not possible due to suspension of an employee, absconding from service or remaining on long leave etc., the Co-operative society should be advised of the position stating that subsistence allowance is not wages or no salary
797
is being paid due to long absence etc. of the employee and, therefore, no deductions can be made. (viii) Where suits for recovery have been filed, the Bank defence should be put up effectively stating in full the reasons for which recovery could not be made. LHOs must maintain a list of such cases filed against the Bank and follow-up effectively to avoid any decision affecting the Banks interest. (b) Retired Employees In case of employees who have already retired, under VRS or otherwise or has left the Banks service for any reason, no liability can be attached to the Bank to recover the loan from the terminal benefits of the employee. The society should be advised that the borrower employee is no longer in service of the Bank and hence no wages are being paid to him to enable the Bank to make recovery. Further, the ex-gratia if any paid (in case VRS retirees) and leave encashment are wages as defined under Section 2 (vi) (d) & (c) of the Payment of Wages Act. Therefore, it the society has made a claim before payment of ex-gratia, this may be utilized for paying the claim from the Society.
798
799
Annexure 26.1 Control Return for staff advances STAFF ADVANCES SANCTIONED UNDER DISCRETIONARY POWERS
Date
Name Total Salary Form Limit Purpose Margin/ security of the service particulars of granted of the officer/ Basic salary advances advance Employee & total with emoluments Designation (Rs.) (Rs.)
Name of the Deptt.
Particulars of other advances Granted and monthly deductions
Repayment schedule for Initials of the the present advances sanctioning authority
Initials of the reviewing authority
Amount (Rs.)
Monthly deductions (Rs.)
Annexure 26.2 Format for noting / canceling lien in case of staff advances
800
TO BE SUBMITTED TO PPG DEPARTMENT, ___________LHO IN TRIPLICATE To: The Asst.General Manager, State Bank of India, PPG Department, _________ LHO. From: The Branch Manager, State Bank of India, __________________
No.
Date :
No.
Date :
NOTING OF LIEN Shri/Smt./Kum. (Name in full) P.F. Index No. Kindly note lien of Rs................. on the P.F. a/c of abovenamed employee on account of undernoted advance(s), etc.
CANCELLATION OF LIEN Shri/Smt./Kum. (Name in full) P.F. Index No. Kindly cancel the lien of Rs............. (Rupees ..............) noted on the P.F. a/c of the abovenamed employee on account of undernoted advance(s), fully liquidated by him / her DETAILS OF LOAN AMOUNT OF LIEN TO BE CANCELLED
DETAILS OF LOAN
AMOUNT OF LIEN TO BE NOTED
1. Housing Loan Rs. 2. Vehicle Loan Rs. 3. Cashiers Security Rs. The lien was noted vide your letter No..................... dated ..........
1. 2. 3.
Housing Loan Rs. Vehicle Loan Rs. Cashiers Security Rs.
Yours faithfully, Branch Manager.
Yours faithfully, Branch Manager.
No.PPG/LN/
Date:
No.PPG/LN/
Date:
Lien of Rs...................... (Rupees............................) noted on P.F. A/c of Shri/ Smt. / Kum. ................................... P.F. Index No.................as stated above.
Lien of Rs...................... (Rupees............................) cancelled on P.F. A/c of Shri/ Smt. / Kum. ................................... P.F. Index No.................as stated above.
ASST.GENERAL MANAGER PPG DEPARTMENT STATE BANK OF INDIA __________LHO.
ASST.GENERAL MANAGER PPG DEPARTMENT STATE BANK OF INDIA __________LHO.
Note:Please note to attach this letter along with the relative documents.
801
Annexure 26.3 Format for application for festival advance To, The _____________ State Bank of India _________________ APPLICATION FOR FESTIVAL ADVANCE Name of Employee Employee No., if any Designation Department / Section Branch / Office Emoluments Basic Pay D.A. Spl. Allowance, if any Total Dear Sir, I shall be glad if you will kindly sanction me, in terms of the extant instructions, a festival advance of Rs. _______________ (Rupees _______________________) for ________________________ festival which falls on _________________.(date) 2. I hereby authorise the Bank to recover the amount of advance in ten monthly instalments from the salary and allowances payable to me, commencing from the month following the month in which the festival falls. In case this could not be recovered from my salary and allowances, the same may be recovered from such sums that may be due to me from the Bank. I undertake to abide by the rules and regulations governing the sanction of advance. I confirm that I have not availed of this facility during the current year and that there are no outstandings of any festival advance taken by me earlier. I confirm that the assets and liabilities statement for the year ________ has already been submitted by me on _____________. : : : : : : : : : : __________ __________
3. 4.
5.
Yours faithfully, (SIGNATURE) FOR OFFICE USE SANCTIONED RS. ________________ (Rupees ________________________________) Place : Date : (Sanctioning Authority)
802
Annexure 26.4 Format of Application for Consumer Loan APPLICATION FOR CONSUMER LOAN Date :............. The Branch/Chief Manager/ Asst.General Manager ____________________ State Bank of India, ____________________ Dear Sir, I shall be glad if you will please sanction me a Consumer Loan of Rs............ (Rs.__________________________________________________________ only) in accordance with the existing provisions. My particulars are as under : 1. 2. 3. 4. 5. 5A. 6. 7. Date of appointment Length of confirmed service Basic Pay Special Allowance (if any) Total amount eligible for Loan Whether the amount is proposed to be utilised in one or two instalments Short description of articles/goods intended for purchase a) Cost of Article(s) b) 80%, 90%, 95% of Cost c) Amount eligible for Loan Name and Address of the Supplier Details of Proforma Invoice enclosed Salary Particulars Gross Salary Net deductions other than Housing loan and Festival Advance (if any) Net Salary (Latest salary certificate/slip to be attached) 11. Detailed address of the place where the items mentioned in No. 6 above would be available for inspection Provident Fund A/c Index No. * I have not availed of the loan OR * I had availed of the loan in .........(month/year) and the recovery of my last installment with interest was made in ................ (month/year). * Delete whichever is not applicable. [(@)] I would like to avail of the advance at our............ Branch. I hereby authorise the Bank to recover the amount of advance in 63 monthly instalments of principal first and 21 instalments of interest thereafter, at the rate applicable, from the salary and allowances payable to me. I undertake to abide by the rules and regulations governing the sanction of the advance. : : : : : : : : : : : : : : : : ............... ............... Rs............. Rs............. Rs............. ............... ............... Rs............. Rs............. Rs............. ............... ............... .............. Rs............ Rs............. Rs.............
8. 9. 10.
: :
............... ................
12.
803
OR [(@@)] I hereby authorise the Bank to recover the amount of advance in 60 instalments with interest at the rate applicable from the salary and allowance payable to me. I undertake to abide by the regulation governing the sanction of advance. FOR SUPERVISING STAFF ONLY I have submitted statement of assets and liabilities for the year ____________. Yours faithfully,
Signature Full Name : ................. Designation : ............. Division / Department............ --------------- @ Declaration under the Old Scheme ] @@ Declaration under the New Scheme ] Delete whichever is not applicable. * Delete the portion in bracket if overdraft is granted. (FOR OFFICE USE ONLY) Basic Pay Special Allowances TOTAL Cost of article(s) 80%, 90%, 95% of the cost Amount sanctioned Recovery commences from : : : : : : Rs............ Rs............ Rs............. Rs............. Rs............. Rs.............
.............. (Month/Year)
Branch Manager/Office Manager
804
Annexure 26.5 Hypothecation agreement for Consumer Loan STATE BANK OF INDIA Date :.............. FOR STAFF CONSUMER LOAN (To be stamped as an agreement in accordance with the Stamp Act in force in the State in which this document is executed [Not to be attested]) AGREEMENT FOR DEMAND LOAN (SECURED BY HYPOTHECATION OF GOODS) THE STATE BANK OF INDIA (hereinafter called the Bank) having at the request of ..................................(hereinafter called the Borrower) agreed to grant demand loan or overdraft to the Borrower to the extent of Rs.........(Rupees............) (hereinafter referred to as the Loan) for buying.......................... (hereinafter called the goods) on the terms and conditions contained herein and in accordance with the consumer loan scheme for the employees of the Bank and * (to be secured by the Borrowers Demand Promissory Note in favour of the Bank) and to be further secured as herein provided, it is agreed as follows: 1. 2. That the borrower shall utilize the loan for the purpose for which it was granted and within the time stipulated. That the Borrower hereby hypothecates the goods purchased or to be purchased by him with the assistance of the Loan as per his proposal and more particularly described hereunder, wherever the same may be situated (including any such goods in course of transit or delivery) to the Bank and its assigns by way of first charge as security for the payment by the Borrower to the Bank on demand of all moneys at any time payable by the Borrower to the Bank in respect of the said loan and also as security for the payment and discharge of all indebtedness or liability of the borrower to the Bank with all interest, charges and expenses payable to or incurred by the Bank in relation thereto. That simple / compound interest at the rate of......... percent per annum shall be payable by the Borrower to the Bank in accordance with the practice of the Bank or at such other rate or rest as may be advised by the Bank to the Borrower. That the Borrower shall keep the said goods in good condition and, if so required by the Bank, fully insured against loss or damage and shall be used at .......................... and will not be removed or disposed of without the permission of the Bank. Notwithstanding the fact that the said loan is repayable on demand, it will be repaid by the Borrower in such monthly instalments as may be agreed upon, for which the borrower has authorised the Bank to deduct from his salary. Provided, however, that in case of default in payment or disposal of the hypothecated goods, the Bank may recover the entire outstanding balance immediately. ____________________________________________________________________* Delete the portion in bracket if overdraft is granted. 6. That the Bank, its agents and nominees shall be entitled at all times, without notice to the Borrower but at the Borrowers risk and expense, to enter any place where the goods may be kept and inspect, value, insure, superintend disposal and/or take particulars of all or any part of the said goods and on any default of the Borrower in payment of any money secured or the occurrence of any circumstances, in the opinion of the Bank endangering this security, to take possession of and/or sell by public auction or private contract, dispatch for realisation or otherwise dispose of or deal with all or any part of the said goods, to enforce, realise, settle, compromise and deal with any rights or claims relating thereto without being bound to exercise any of these
3.
4.
5.
805
powers or being liable for any loss in exercise thereof and without prejudice to the Banks rights and remedies of suit or otherwise and notwithstanding there may be any pending suit or other proceedings the Borrower undertaking to give immediate possession to the Bank on demand of the said goods and agreeing to accept the Banks accounts of sale and realisation as sufficient proof of amounts realised and relative expense and to pay any shortfall or deficiency thereby shown provided that the Bank shall be entitled at all times to apply any other money or moneys in its hands standing to the credit of or belonging to the Borrower in or towards payment of any amount for the time being payable to the Bank on the said Loan account or otherwise as aforesaid and to recover at any time from Borrower by suit or otherwise the balance remaining payable to the Bank on the said Loan account notwithstanding that all or any of the securities may not have been realised provided also that subject to these powers of the Bank to sell the said goods on the condition that he shall deposit with the Bank entire proceeds thereof before delivering the goods to the purchaser. 7. That all the said goods and all sale realisations and insurance proceeds thereof and all documents under this security shall always be kept distinguishable and held as the Banks exclusive property specifically appropriated to this security to be dealt with only under the directions of the Bank and the Borrower shall not create any mortgage, charge, lien or encumbrance upon or over the same or any part thereof or do or allow any thing to be done that may prejudice this security. That the Borrower will submit to the Bank necessary information and will also execute all documents and do all acts and things which the Bank may require, to secure the Banks interest. That this Agreement shall operate as a continuing security for all moneys, indebtedness and liabilities of the borrower to the Bank which may be outstanding at any time or from time to time. The said loan shall be further subject to the conditions contained in the scheme prevailing now or from time to time for the consumer loans to employees of the Bank. It is hereby agreed between the parties that if the borrower commits breach of any of the terms and conditions set out hereinabove, he will be deemed to have committed an act prejudicial to the interests of the Bank and as such a gross misconduct and the Bank shall be entitled to initiate disciplinary action against him under the Service Rules. ( Particulars of the goods hypothecated ) Date :.......... (BORROWER)
8.
9.
10.
11.
Annexure 26.6 Application for loan for purchase of car / motor cycle/ scooter 1. 2. 3. 4. Name and designation of employee : Date of permanent appointment : Date of confirmation : Full particulars of vehicle proposed to be purchased. a) Make b) Model c) Price of the vehicle proposed to be purchased Rs......
806
5.
Amount of loan applied for: Rs. ............... (For cars : 80% of 4(c) above with a maximum of Rs.3,50,000) (For scooters/motor cycles : 90% of 4(c) above with a maximum Rs.60,000/- for Award Staff and no upper limit in case of Supervising Staff.)(For mopeds: 90% of 4(c) above with a maximum of Rs. 14,000 in case of Subordinate Staff.) *a) Distance from the applicants residence to the Banks premises . *b) Nature of other modes of conveyance available and the approximate hire charges for one passenger and time taken to reach office. (*Applicable in case of clerical staff only)
6.
7. Existing borrowings from the Bank and outside sources : ____________________________________________________________________ Source Purpose Amount Repayment Programme Present (instalment Outstanding & interest to be shown ) ___________________________________________________________________________
____________________________________________________________________ 8. a) Basic Salary D.A. Other Allowances Gross emoluments Rs........... Rs........... Rs........... Rs............ of loans mentioned in
b) Percentage of total deductions on account of repayment item 7 above (including the loan applied for) to the gross emoluments : 9. a) b) c) d) e) f)
Particulars of loan availed of in the past for the purchase of car/motorcycle/ scooter/ moped/bicycle. Date of sanction Amount sanctioned Purpose Present outstandings If liquidated in full, the date of closing the account Particulars of vehicle: ________________________________________________________________________ Date of Approx. Date of If already sold, vehicle purchase market value sale amount of proceeds ______________________________________________________________________
Make
of
807
______________________________________________________________________ g) Whether the previous loan was obtained under provisions of Circular No.21 of 1987 (in such a case, the facility is available only 10 years after the date of disbursement of the previous loan). ** Certified that : a) I have satisfied myself thoroughly regarding the condition of the vehicle proposed to be purchased by me. It is in good running condition (applicable in case of purchase of old vehicle). The particulars as stated above are correct to the best of my knowledge and belief.
b)
(Signature of employee) DEPARTMENTAL HEADS RECOMMENDATION (Signature of the departmental head) ** An officer who is permitted to avail of a fresh conveyance loan for purchase of a new car allotted in his/her name less than four years after availing an earlier loan for the purpose, shall be eligible for a subsequent loan for purchase of a car only 10 years after availment of such loan. It is, therefore, necessary to incorporate in the application whether the previous loan was availed under the provisions of the aforementioned circular. Annexure 26.7 Form A (To be stamped as an agreement ) AN AGREEMENT made this ...................... day of .......... Two thousand and .................... between ...................... of State Bank of India (hereinafter called the Borrower which expression shall include his legal representatives and assignees) of the one part and the State Bank of India (hereinafter called the Bank) of the other part. WHEREAS the borrower has applied to the Bank for a loan of Rs................... for the purchase of........................ and the Bank has agreed to lend the said amount to the borrower on the terms and conditions hereinafter contained. NOW IT IS HEREBY AGREED between the parties hereto that in consideration of the sum of Rs........... paid by the Bank to the borrower (the receipt of which the borrower hereby acknowledges), the borrower hereby agrees with the Bank as follows :1. That the borrower will pay to the Bank the said sum of Rs............. by instalments of Rs............... each on the last day of every month together with interest on the said sum of Rs.............. or such part thereof as shall for the time being remain due and owing to the Bank at the rate of .........% per annum by monthly deductions from his salary and the Borrower hereby authorises the Bank to make such deductions. That within one month from the date of these presents, the Borrower shall expend the full amount of the said loan in the purchase of *................ and if the actual price paid for the said *.......... be less than the amount of the said loan then the borrower shall repay to the Bank forthwith the difference between the amount of the said loan and the actual price paid for the said *...................
2.
808
3.
That immediately upon the purchase of the said *......... the Borrower shall execute a document (in the form submitted by the Bank) hypothecating the said *................ as security for the amount lent to Borrower with interest as aforesaid. That if the * ............. is not purchased and hypothe-cated as aforesaid within one month from the date of these presents or if the borrower within that period becomes insolvent or quits the service of the Bank or dies, then in every such case the whole amount of the loan and interest as aforesaid shall immediately become due and payable. IN WITNESS whereof the Borrower has hereunto set his hand the day and year first above written.
4.
For and on behalf of State Bank of India Branch Manager/Chief Manager Date : ______________ Place : ______________ (Signature of employee)
Annexure 26.8 Agreement for waiver of comprehensive insurance in case of purchase of car ANNEXURE A State Bank of India, Dear Sirs, CONVEYANCE LOAN FOR PURCHASE OF A CAR WAIVER OF COMPREHENSIVE INSURANCE You have at my request, granted to me a conveyance loan of Rs...... (the loan) for purchase of a car on the terms and condi-tions contained in the loan agreement dated........... executed by me in your favour. One of the conditions of the loan agreement is that I should get the car comprehensively insured with the Banks interest clause therein within one month from the date of drawal of the loan. As I found difficulty in comprehensively insuring the car, I requested you to waive the above condition in the loan agreement. 2. In consideration of your waiving the condition regarding comprehensive insurance and permitting me to insure the car against third party risks alone, I.............. do hereby irrevocably and unconditionally undertake to you, your successor and assigns that : I shall get the car comprehensively insured with an insurance company approved by you as and when you require me to do so. In the event of the car being lost or could not be traced out or its value is diminished due to theft, accident, riot, fire or any other reasons whatsoever, I shall on demand forthwith repay the loan or the balance of the loan outstanding on the date together with interest at the agreed rate. (TO BE STAMPED AS AN AGREEMENT)
a)
b)
809
c)
I am forwarding herewith an authority letter in your favour to claim provident fund accumulation standing to my credit from the Trustees of Provident Fund. The loan agreement dated............. for the loan is modified to the extent of comprehensive insurance of the car mentioned therein and in all other respects the loan agreement shall continue in force. This undertaking shall be binding on my legal representatives, executors, administrators and assigns.
3.
4.
Place : Date : Yours faithfully,
Annexure 26.9 FORM B (TO BE STAMPED AS AN AGREEMENT) THE STATE BANK OF INDIA, ________________________ WHEREAS the undersigned ................... of State Bank of India (hereinafter called the Borrower) applied for and ob-tained from the State Bank of India (hereinafter referred to as the Bank) a loan of Rs............... to purchase a .......... on the terms and conditions set forth in the Agreement dated the .............. day of ........... and made between the Borrower of the one part and the Bank of the other part. AND WHEREAS by the said Agreement dated the ......... day of .......... it was inter-alia agreed that immediately upon the purchase of the above vehicle the Borrower shall execute a document (in the form submitted by the Bank) hypothecating the above vehicle as security for the amount lent to the Borrower with interest as therein mentioned. AND WHEREAS the borrower has purchased with or partly with the amount of the said loan a ........ particulars whereof are set out in the schedule hereunder written. AND WHEREAS the Bank has called upon the Borrower to hyphothecate the above vehicle in the manner hereinafter appearing. NOW THEREFORE the Borrower hereby hypothecates by way of specific charge all that the above vehicle particulars whereof are set forth in the schedule hereto including all fixed, unfixed and movable apparatus, fittings, fixtures, appurtenance, tools and spare parts belonging thereto (hereinafter collectively referred to as the said vehicle) and IT IS HEREBY AGREED AND DECLARED AS FOLLOWS : 1. That the Borrower will repay to the Bank the said sum of Rs..................... in 70/130* equal monthly instalments of Rs.......each, on the salary day of each month commencing from the month following the month in which the loan amount is disbursed and also simple interest at the rate of .......% per annum calculated on the aforesaid principal sum or the reduced balance thereof as the case may be that would remain due for the afore-said period in equal monthly instalments spread over for a period of 14/70* months, commencing from the expiry of the aforesaid period of 70/130* months, the first such instalment to be paid on the month following the month in which the principal amount of loan has been paid in full or payable as aforesaid. The Borrower hereby authorises the Bank to make such monthly deductions aforesaid from his/her salary.
810
2.
The Borrower shall keep the vehicle insured against third party risks as defined under the Motor Vehicles Act, 1988. Further, the Borrower shall as and when required by the Bank, insure the said vehicle against loss or damage by fire, theft or accident with an Insurance Company to be approved by the Bank to the extent of their full market value and shall produce to the Bank from time to time relevant policy or policies for its inspection and also proper evidence to the satisfaction of the Bank that the Insurance Company concerned has noticed that the Bank is interested in such Policy or Policies. * Delete whichever is not applicable.
3.
In the event of the said vehicle being lost or could not be found out or its value is diminished due to theft, accident, riot, fire or any other reason whatsoever the Borrower shall on demand forthwith repay to the Bank the loan or the balance of the loan outstanding on the date together with interest at the agreed rate. The Borrower shall give a letter of authority in favour of the Bank to claim provident fund accumulation standing to his credit from the Trustees of Provident Fund. The Borrower shall keep the said vehicle in good working order, repair and condition (fair and reasonable wear and tear expected) and shall be bound to and shall replace by suitable articles of similar kinds and equal value all such parts thereof as shall become broken, lost or worn out and shall non-alter, take down or remove any part or parts of the said vehicle without the consent of the Bank in writing. In the event of the Borrower replacing any machine, engine part, fixture and fittings of the said vehicle constituting the security hereby created or any parts thereof during the currency of this security with new or other machine, engine parts, fixture and fittings or part thereof such new or other machine, engine parts, fitting or parts thereof (which shall be deemed to be included in the expression the vehicle used in these presents) shall forthwith on its or their being brought into or upon the said vehicle become hypothecated and charged by way of specific charge in favour of the Bank to secure repayment to the Bank of the monies hereby intended to be secured. The Borrower shall permit all persons deputed by the Bank at all reasonable times to have access to the said vehicle and / or the garage or place where the said vehicle may be parked for the purpose of viewing and examining the state and condition of the said vehicle. If any of the said instalments of principal and interest shall not be paid or recovered in manner aforesaid within ten days from the due dates of payment thereof or if the borrower shall commit any breach of any of the terms and conditions herein contained or if the Borrower shall during the continuance of the security hereby created cease to be in the employment of either by reason of death or otherwise or if the borrower shall sell or pledge or part with the property in / or possession of the said vehicle or if the borrower shall be adjudicated insolvent or shall make any composition or agreement with his creditors or if any proceedings in execution of any decree or judgment shall be taken against the Borrower then in any of such case the whole of the amount then remaining due and owing to the Bank with interest as aforesaid shall forthwith become payable AND on happening of any of such events as aforesaid or if any circumstances shall occur which in the judgement of the Chief General Manager for the time being of the Local Head Office of the Bank is prejudicial to or is likely to prejudice or imperil the security hereby created it shall be lawful for the Bank (without prejudice to the Banks rights and remedies by suit or otherwise) at the risk and expense of the Borrower to take possession of the said vehicle and either remain in possession thereof without removing the same or else remove / appoint Receivers of and/or sell the same either by public auction or by private contract as the Bank may think fit and the Bank shall be entitled to retain out of the net sale proceeds of such sale the amount then remaining due to the Bank for principal and interest as aforesaid and all costs, charges, expenses and payments properly incurred or made in maintaining, defending or realising the Banks rights hereunder and the Bank shall pay over the surplus if any to the Borrower, his executors or administrators. The Borrower hereby declares that there are no encumbrances at the present subsisting on the said vehicle or any part thereof and that the same is at present the absolute property of the Borrower and the Borrower hereby undertakes that he will not so long as any money shall remain due or outstanding on the security of these presents create or permit to be created any mortgage, charge, pledge or encumbrance on the said vehicle without the previous written consent of the Bank.
4.
5.
6.
7.
8.
811
THE SCHEDULE ABOVE REFERRED TO DescriMakers No.of ptions Name cylinders of Vehicle
Engine No.
Chassis No.
Cost price Rs.
IN WITNESS WHEREOF THE BORROWER has hereunto set his hand this ............ day of ............ two thousand and.................. Place : Date : (Signature of the employee)
Annexure 26.10 Letter of authority addressed to Trustees of Provident Fund to be obtained from the employee ANNEXURE C (To be executed by the employee) Place:....................
812
Date :....................
To The Trustees State /Imperial* Bank of India Provident Fund / Gratuity Fund Dear Sir, I hereby irrevocably authorise you to hand over to State Bank of India the cheque/draft for entire amount which is payable to me under the *Imperial/State Bank of India Employees Provident Fund Rules/Gratuity Fund Rules (in force for the time being) immediately after the same has become payable. Such payment shall be a valid discharge to you for the amount so paid and the same shall be binding on me and my heirs, executors and administrators and estate. If any further application, letter or a receipt is required from me to authorise or enable you to hand over such cheque / draft and effect payment as aforesaid, I shall sign the same after being informed thereof by you or by the Bank. In the event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I hereby irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter receipt or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me and shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I had myself signed the same. Yours faithfully,
(Employee) Copy to : STATE BANK OF INDIA, _____________ BRANCH. (*) Delete whichever is not applicable
Annexure 26.11 Application form for housing loan APPLICATION FORM FOR HOUSING LOAN ADDRESS : _________________________ _________________________ DATE : _________________________
To The Chief/Branch Manager,
813
State Bank of India, ___________________ Dear Sir, INDIVIDUAL HOUSING LOAN SCHEME FOR STAFF I hereby apply for a term loan of Rs. *______________ (Rupees ______________________________ only) in terms of the captioned Housing Loan Scheme for purchase of land for construction / renovation / extension of house / apartment / flat / tenement in my own name for the bonafide use of myself and my family members, details of which are furnished in the attached statement. I undertake to abide strictly by all the terms and conditions stipulated by the Bank and any modifications thereto made hereafter from time to time. All other rules and regulations of the Bank applicable to the aforesaid Scheme will be observed by me and the instructions issued by the Bank from time to time will be adhered to by me. I am fully aware that any breach of the terms and conditions stipulated by the Bank or any misutilisation of the amount of the loan will constitute a gross misconduct and shall render myself liable for disciplinary action as per service rules governing my service with the Bank. I also declare that I am in a position to pay my share of an estimated amount Rs._______________ (Rupees ________________________ only) towards the cost of construction/ acquisition/ purchase/ extension/ renovation of a flat/apartment/house/bungalow. I also certify that the particulars given in the attached statement are correct and nothing has been concealed by me, which would prejudice or affect my right to apply for loan from the Bank under the above referred Scheme. Yours faithfully, SIGNATURE NAME BRANCH : : :
------------------ * This amount should be equal to the figure shown against paragraph 18 in the statement.
Annexure 26.12 STATEMENT GIVING/SUBMITTING ALL THE INFORMATION/PAPERS/DOCUMENTS FOR AVAILMENT OF THE LOAN 1. 2. 3. 4. 5. 6. 7. Full name of the employee: Date of birth: Age as on the date of application: Date of joining the Bank: Date of confirmation: Designation: Department/Branch:
814
8.
Total service as on the date of application (including probationary period but excluding temporary service) Total span of service (in case of contract): (a) Present basic pay
*(i) husband (ii) wife
9.
*(i) husband (ii) wife *(i) husband (ii) wife *(i) husband (ii) wife of husband/wife
10.
(b) Special Allowance **
11. 12. 13. 14.
Provident Fund Index No.: Maximum loan amount admissible: $ Amount of loan applied for: Whether the employee in the past joined any of the Banks Housing Society and subsequently resigned Details in respect of the plot of land/ house/flat/apartment bought/ constructed/renovated/extended proposed to be bought/constructed/ renovated/extended: (a) In the case of a Private Housing Society, where the construction is completed/ to be completed: (i) Full name of the Society : (ii) Registration No.: (iii) Situated at:
15.
* Information to be furnished where husband and wife both are employees of the Bank ** Applicable in the case of workmen staff. $ Rs.5 lacs in case of officers, Rs.3 lacs in case of clerks and Rs.2 lacs in case of subordinate staff (iv) Whether the employees membership in the Society is approved, if so, a true copy letter as per specimen marked A should be attached (Annexure 5.13) Where the construction of the Society is completed, the Government approved submitted as per specimen marked B (Annexure 5.14) (i) Plinth area: of such allotment
(v)
Valuers report should be
(vi)
(ii) Carpet area: (b) Where an independent house/structure is purchased /is to be purchased.
815
(i) (ii) (iii) (iv)
Name(s) of the Vendor(s) and relationship with the employee, if any. Name of the building/house: Where situated: Landlord(s)/Vendor(s) letter land/house/building etc. (i) Plinth Area: as per specimen marked A (Annexure 5.13) offering a plot of
(v)
(ii) Carpet Area: (c) (i) (ii) (iii) (iv) Where renovation of a building/house/apartment owned by the employee: Name of the building/house/apartment: Where situated: Government approved Valuers report should be submitted as per specimen marked B (Annexure 5.14) (i) Plinth Area:
(ii) Carpet Area: (iii) A certified true copy of the municipal approval for such renovation/extension: (d) (i) (ii) Where purchase of plot of land and construction thereon is contemplated: Full name (s) of the vendor(s) A letter from the vendor (s) mentioning the sale price: addressed to the employee, giving the area of land offering it for sale and
(iii) (iv)
Survey and other numbers, boundaries etc. Area of the plot: (in sq.yards/meters) Price per sq.metre: Total cost of plot: Rs._____________(Certificate should be attached marked C from the Architect that the purchase price is fair and reasonable and compares favourably with the rates prevailing in the neighbourhood) Any earnest money paid? If so, how much and when does the Agreement to sell expire ? (If an agreement to sell has been entered into, please attach a copy certified by the local Advocate of the Branch wherefrom the employee will avail of the loan, marked D). If the plot has been purchased, please also forward to us a copy of the Deed of Conveyance certified by the Local Advocate marked E. Is the land converted in non-agricultural land? If so, please attach a copy of the relative order duly certified, marked F.
(v) (vi)
(vii)
(viii)
(ix)
816
(x)
Is the N.O.C. obtained by the vendor (s) under the provisions of the Urban Land (Ceiling and Regulation) Act, 1976 ? If so, please attach a copy thereof duly certified marked G. Whether the plot is fully developed? If not, the estimated expenditure ; who will bear the cost ? - Vendor(s) or the employee Total plinth area of House/Bungalow: Total carpet area of House/Bungalow: Blue prints of the plot of land and House/Bungalow prepared by the Architects as submitted to the Municipality should be enclosed.(If the plans have been approved by the municipality a copy of the relative sanction certified as a true copy by the employees Architects, marked H should be attached) Details of the amenities provided/proposed to be provided in the House/Bungalow: Estimated cost of House/Bungalow/Flat/Apartment/Renovation/Extension where (a) Flat is in a society, the construction of which is under progress: (b) Renovation/extension of building/house/apartment/flat owned by the employee: (c) Purchase of plot of land and construction thereon: (This should be certificate marked I from the employees architect that the estimate is in order). supported by a
(xi)
(xii) (xiii) (xiv)
(xv) 16.
17.
Whether the societys/landlords/vendors title to the property/land/flat/apartment is clear and marketable, free from encumbrances and doubts. (A certificate to this effect from the Local Advocate of the Branch wherefrom the employee will obtain the loan should be attached marked J). Amount of the loan for which the employee is eligible i.e. cost of construction inclusive of the cost of land subject to the ceiling prescribed. The amount the employee will have to pay from his own resources after taking into consideration the Banks loan for which he is eligible. An irrevocable letter of authority in duplicate as per specimen marked K (Annexure 5.5) should be attached. Municipal taxes/levies etc. approx. per Rs._________ month in respect of the house/building/flat/apartment : Betterment charges Rs.____________where : (a) plot of land acquired/to be acquired and construction thereon (b) flat in the Society/apartments to be purchased/acquired construction of which is in progress (A certificate should be attached, marked L, from the employees legal adviser whether the Land falls in a Town Planning Scheme and any betterment charges are payable thereon).
18.
19.
20. 21. 22.
23.
Proper approach road and water available where: (a) Plot of land acquired/to be acquired and construction thereon: (b) flat in the Society/Apartment under progress.(A certificate to be should purchased/acquired construction of which is be attached, marked M, from the
817
employees/builders Architect stating road to the site/ house/building construction purpose). 24.
that and
there water
is is
a proper available
authorised approach for drinking and
Schedule of disbursement where the construction is under progress and the loan will be disbursed in instalments:(A statement should be attached, marked N, from the employees/Societys/Builders Architects detailing the stages of works required to be completed and showing there against the instalments of the loan to be released thereafter). Any other information : I hereby declare that : (i) I am/was not a member of any other Co-operative Housing Society the bank nor have I availed, in the past, of a loan under the captioned Scheme. I do not own any residential spouse/my dependent children. accommodation in the name of financed by
25. 26.
(ii)
myself/my
(iii)
I have read the Circular No. .........dated ..... on individual loans to the staff and agree to abide by the same. My wife/husband is not an employee of the Bank. * * My wife/husband who is an employee of obtained a housing loan under the Banks under the Individual Housing Scheme.
the
Housing
Scheme
for
granting
(iv) (v)
the Bank has not applied for Co-operative Housing Scheme
and/or and/or
(vi)
* ............... is (here mention the name of the place) the place where to settle after my retirement. * The total cost of the house or flat proposed (including the cost of land) will not exceed Rs.___________
intend
(vii)
to
be
constructed/acquired
(viii)
* The site/house/flat to be constructed/acquired/enlarged with the help of the loan availed of from the Bank will not be as a source of income or profit except to such extent and for such period as the Bank may permit and that my other resources together with the amount of the loan applied for as detailed below, will be sufficient to complete the construction/acquisition of the proposed site/house/flat/enlargement of the present accommodation. Amount of housing loan as per this application * Amount of withdrawal from provident fund balance or demand loan against Banks Contribution to my provident fund account applied for/ sanctioned. * Amount of loan availed of/to be availed of from the Co-operative Credit Society * Personal Savings * Other resources (give details and how they were acquired) Rs._________
(a) (b)
Rs._________
(c)
Rs._________ Rs._________
(d) (e)
Rs._________
818
TOTAL Total estimated cost of acquiring/constructing/ enlarging the house/site/flat. DATE : _____________ SIGNATURE NAME DESIGNATION BRANCH : __________________ : __________________ : __________________ : __________________ Rs._________
Rs._________
Annexure 26.13 Letter from Society / Builder regarding title deeds, borrowing, etc. MARKED A (To be typed on the Letter Head of Society/Builder) We, M/s.............................................................................. (Builder/Society) hereby certify that : (1) Flat No................................. in .................................... (Name of the Building, ............................ bearing Survey No..................... of (Say Ward) has been allotted ...................................... That the total cost of the flat is Rs........................ (Rupees .................................... only). That title to the said land and the building thereon is clear marketable and free from all encumbrances and doubts. We confirm that we have no objection whatsoever to Shri/Smt./Kum ....................... mortgaging the flat to State Bank of India on full and final settlement of the consideration. We further confirm that the Co-operative Housing Society will be formed in due course. We have not borrowed from any financial Institution for purchase of land or construction of building and have not created and will not created any encumbrances on the flat/house allotted to him/her during currency of the loan sanctioned/to be sanctioned by the Bank to him/her. We are agreeable to accept State Bank of India as a Shri/Smt./Kum.......................... nominee for the flat allotted to if any)situated at to Shri/Smt./Kum
(2) (3)
(4)
(5) (6)
(7)
(Signature of Secretary of the Society with Stamp)
819
(Builders Signature with Stamp)
Annexure 26.14 Valuation report of property from Government approved valuers (May be given on Letter Head of Government approved Valuers) Valuation report on the property belonging to ________________ 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Valuation done by : Date of valuation : Name(s) of person or person(s) in whose name(s) the property stands registered : Survey No....................and Municipal No................. of the property. Situation of the property : Whether lease-hold or freehold : Municipal valuation for tax purpose (if available) : Area of land : Value of land : Built up area of the building/flat/apartment : Carpet area : Sq.mtrs. Value of built up area (Note : While arriving at the approximate cost of the built up area, the rate of current cost of construction to cubical contents of the building may be taken into consideration). 13. Please state the nature of construction viz. whether it is built up with R.C.C. or stones and bricks. Please also give some idea about the kind of fittings used in the building, whether flooring is of ordinary kind or whether there are any special or costly fittings. Also, whether there is independent water supply, other amenities, etc. Year in which the property was constructed : Total value of the property Value of land Value of built up area : : : Sq.mtrs.
14. 15.
Rs. Rs.
16.
From the above, please deduct depreciation (it should be arrived at after taking into account the age and life of the building) Rs. Please state if entire property is used by owners themselves or hired out to tenant :
17.
820
Place :
Signed by :
Annexure 26.15 Specimen of memorandum of term loan agreement in respect of officers TERM LOAN AGREEMENT IN RESPECT OF OFFICERS (To be stamped as an Agreement) Place :______________ Date :______________ STATE BANK OF INDIA, _____________________ Dear Sir(s), I am an employee of State Bank of India. 2. You have, at my request, granted me a loan of Rs.______________ (Rupees _______________________________________) hereinafter called the Loan for purchase / extension / renovation / construction of flat / house / land site situated at _______________ under the State Bank of India Scheme for granting housing loans to the employees of the State Bank of India. The said loan is repayable by me with interest @ ______ per annum on the balance amount of the loan or at such rates which the Bank may notify to me hereafter with such rests as may be specified by the Bank from time to time. Such interest will start accruing from the date of disbursement of the loan or the date of disbursement of the first instalment of the loan where such loan is paid in instalments. The amount of interest will be calculated on the balance outstanding on the last day of each month. In consideration of the grant of the Loan, I do hereby irrevocably and unconditionally agree and undertake with you, so as to bind myself, my heirs, executors, administrators, estates, assigns and effects as follows, viz. : The disbursement of the amount of the loan shall be at your absolute discretion and shall be co-related to the actual progress in the acquisition of land / site / construction / repair / extension / renovation of the house / flat, and wherever it is possible, will be made, by means of the Banks cheque(s) drawn in favour of parties to whom I may desire to make payment for the purpose of acquisition/construction/renovation/extension of land/house/flat. I shall not make any request for credit of the part/full amount of the loan in the account maintained by me with the Bank, but even if such a request is made by me, the Bank shall be entitled to reject the same. In case the Bank, in its absolute discretion, decides to make payment in cash to enable me to purchase construction material or for payment of labour etc., I shall produce the receipts/vouchers for the perusal of the Bank immediately after such payments have been made. I shall submit to the Bank, within a reasonable time, satisfactory proof of the proper utilisation of the amount of the loan, such as Architects certificate certifying the value of the work carried out, Contractors bills, stamped receipts, sale agreement for land/house/flat. If considered necessary by the Bank, I shall produce, at my cost, photographs showing the progress of construction work carried out by me, which photograph besides showing portions of the neighboring properties, shall be certified by persons whose certificates are acceptable to the Bank. The amount of the loan which may remain unutilised at the end of the second year period will automatically lapse unless the Bank has, in its absolute discretion, extended the time limit for the utilisation of the loan. I shall repay the principal amount of the loan in equal monthly instalments each of Rs.___________________ within the period of 180 months. If the loan amount has been utilised by me for
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(b)
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purchase of ready built house/flat/tenement, I shall pay the first such monthly instalment in the month following the month in which the loan amount is disbursed to me. The subsequent monthly instalments shall be paid by me on the same day of each subsequent month. If the loan amount has been utilised by me for construction of house/flat/tenement, I shall pay the first such monthly instalment in the month in which the house/flat/tenement has been completed or occupied by me or on the expiry of eighteen months from the date of disbursement of the first instalment, whichever is earlier. I shall pay the subsequent monthly instalments on or before the expiry of the each subsequent month as the case be. I shall pay the amount of interest calculated in the manner aforesaid in equal monthly instalments spread over within the next period of 60 months commencing from the expiry of the aforesaid period of 180 months, the first such instalment to be paid in the month following the month in which the principal amount of loan has been paid in full or payable as aforesaid and subsequent instalments on the same day of each subsequent months. In case I desire release of title deeds before the expiry of 20 years whether due to cessation of my service as a result of retirement, death or resignation or otherwise, the Bank shall be at liberty to consider the request for release of the title deeds on merit, even before the expiry of the period of 20 years, provided the entire balance of the loan, inclusive of interest, has been repaid in full and it is legally feasible without affecting the Banks interest. (c) I declare and confirm that the amount of the loan or the balance then outstanding shall become payable at once in case of retirement, resignation or death. In case of retirement or death, the Bank may, at its discretion, continue the loan provided sufficient collateral security is furnished by me or by my legal heirs or some satisfactory arrangement for repayment acceptable to the Bank has been made by me/my legal heirs. I shall occupy the house/flat myself unless the Bank has permitted me to occupy any official accommodation. Where as a result of my transfer from the place where my house/flat is situated or, if the circumstances, in the opinion of the Bank, (which opinion shall be final and binding on me) so justify, the Bank shall be entitled in its discretion to allow me to let out the house/flat or give it on leave and licence basis to any one of my choice, provided, however, that in case the Bank desires to take the house/flat on rent, I shall first offer the same to the Bank on payment by the Bank of monthly compensation calculated in the manner stipulated by the Bank. It is understood that after the loan is liquidated in full by me/us, I/We will not be required to make an offer of lease of my/our house/flat to the Bank. You shall be entitled to recover every month from my monthly salary/pension or to the debit of the Current Account/Savings Bank account with ____________________ Branch/or any other Branch where I may have singly or jointly the amounts of the instalments payable by me and to appropriate the same in repayment of the said loan or the interest as the case may be. I shall execute in favour of the Bank, a letter of authority, in such form as may be prescribed by the Bank. You shall be entitled to deduct (and I hereby irrevocably and unconditionally authorise you to deduct) the said monthly instalments referred to in clause (e) above or any of them or any part thereof, which may be in arrears and unpaid, from the amount of bonus, gratuity or any other amount (whether ex-gratia or otherwise) which may be payable to me by the Bank. I declare and confirm that on the sanction of the loan by the Bank to me, the Bank shall be entitled to note lien against my Provident Fund Account to the extent of the amount of the loan obtained by me and exercise of the rights under the lien to apply, appropriate and set off the same towards the repayment of the amount of the loan sanctioned to me or the balance then due as the case may be together with interest due and payable by me to the Bank. I declare and confirm that on my retirement from the Bank, the outstanding amount of the loan sanctioned to me will become repayable at once. I also declare and confirm that on my request, the Bank may, at its sole and absolute discretion allow to repay the amount of loan or the balance then outstanding together with interest due and payable by me by way of monthly instalments from my pension by accepting my letter of authority for such monthly deductions there from. In the event of cessation of my service by way of resignation or otherwise (except as a result of death or retirement) I undertake to repay to the Bank forthwith on demand the principal amount of the loan or the balance then outstanding together with interest due thereon and also further interest for the period
(d)
(e)
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commencing from the date of cessation of my service by way of resignation or otherwise upto the date of actual repayment. (j) In the event of my ceasing to be in the service of the Bank whether by retirement, resignation, death or by operation of law or from any other reasons or cause whatsoever and howsoever you shall be entitled, at your discretion, to appropriate and set-off (i) any amount which may then be payable by you to me whether by way of salary, allowances, bonus, other remuneration or any payment (whether ex-gratia or otherwise) whatsoever and (ii) any amount that may be standing to the credit of any account which I may have with you, either singly or jointly whether current or Savings or Term Deposit or any other account whatsoever at any of your Branches towards repayment of the balance that may be then remaining due and payable by me in my said loan account together with interest thereon at the applicable rates upto the date of such repayment. Any such appropriation made by you shall be conclusive and binding on me and my estate both in and out of court. While I am in your service, you shall also have a right to note a lien on the credit balance of any account I may have with you as aforesaid and of my salary, allowances, and other remuneration and on the bonus, or any payment (whether ex-gratia or otherwise) whatsoever that may be payable to me in respect of the said loan of Rs.___________ or the balance thereof for the time being due and owing by me to you and interest as aforesaid in case of any default on my part in payment of any instalment of the loan on due date or any interest thereon or any breach by me of the terms and conditions herein mentioned. I will not sell, assign, mortgage, charge, or in any way encumber or alienate the said flat/house/site or any part thereof so long as I am indebted to the Bank in the said loan account, without prior permission of the Bank in writing. I shall utilise the said flat/house/site only for use and occupation of myself and my family members that is my husband/wife and dependent children and dependent parents and such other family members as may be permitted by the Bank. Except as hereinbefore mentioned, I will not let, sublet the said flat/house/site or any part thereof or give it on leave and licence basis or otherwise part with possession thereof to any other person so long as I am indebted to the Bank as aforesaid. I shall forthwith on demand by the Bank create an equitable mortgage of land / house / flat / site purchased by me out of the amount of the said loan in favour of the Bank and shall execute/cause to be executed each documents as may be required by the Bank. Where creation of equitable mortgage is not possible, I shall create a legal mortgage by execution and registration of proper Deed of Mortgage, of all my rights, title and interest in the flat/house/site purchased by me in such form as may be approved by the Bank. I shall, if required by the Bank, give such further security as acceptable to the Bank forthwith on demand by the Bank. I shall obtain at my cost and produce for the satisfaction of the Bank a certificate from the Advocate/Solicitors approved by the Bank certifying that I have clear and marketable title to the land/flat/site proposed to be purchased by me and agree that the Bank shall be entitled not to disburse any amount of the loan until such certificate has been produced by me. I shall maintain the flat/house in good tenantable repair and condition at my cost at all times so long as I am indebted to the Bank and that I shall ensure that the Banks security is not in anyway jeopardised. I shall duly and punctually pay the charges payable to the Co-operative Housing Society and also all the municipal taxes, charges, rates, cesses etc., from time to time payable by me in respect of the flat/house/land/site. The Bank shall be at liberty to inspect my flat/house at any reasonable hours of the day on giving to me seven days previous written notice and I shall, forthwith, furnish all such information/particulars whatsoever as and when called upon to do so by the Bank. I shall at my cost insure and keep insured in the joint names of myself and the Bank my house/flat at all times against fire and earthquake risks and for such other risks for its full market value at least the loan amount wit interest as desired by the Bank from time to time and shall endeavour to get the building in which my flat is situated insured against fire and earthquake risks at all times by the Co-operative Housing
(k)
(l)
(m)
(n)
(o)
(p)
(q)
(r)
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Society/apartment owners/association or any other body under whose control the building is vested. I shall deliver the insurance policies, cover notes, premium receipts etc. to the Bank for inspection. If I fail to effect such insurance the Bank may insure the said house/flat against fire and earthquake risks and debit the premium and other charges to any of my accounts with the Bank and/or from my salary and allowances. I expressly agree and declare that the Bank shall be entitled to adjustment, settlement, compromise, or refer to arbitration any dispute between the insurance company and the insured arising from or under or in connection with any such policy or policies of insurance and such adjustment, compromise or any award made on such reference to arbitration shall be valid and binding on me. I further agree that the Bank shall have a right to receive all moneys payable under any such policy or under any claim made thereunder and to give a valid receipt therefor and that the amount so received shall be credited to my loan account and I will not be entitled to raise any question that a larger sum might or ought to have been received or to dispute my liability for the balance remaining due on such account after such credit. (s) I shall abide by the terms and conditions of the sanction of the loan to me and also to the rules for housing loans which are now in force and also those which may be altered, revised, amended, added from time to time by the Bank. The undertakings, authority and agreement herein contained shall be irrevocable so long as I continue to be liable to the Bank in the said loan account. I declare that I am/was not a member of any other Co-operative Housing Society financed by the Bank nor have I availed, in the past, of a loan under the captioned Scheme. I also declare that I do not own any residential accommodation in the name of myself apart from the one mentioned in this agreement. Also my spouse/my dependent children do not own any residential accommodation in the town/urban agglomeration where the residential accommodation mentioned in the Agreement is located. I further declare that I have read the Circulars issued from time to time on the Housing Scheme for granting individual loans to the staff and agree to abide by the same and also by the rules and regulations framed or directions issued by the Bank or which may be issued by the Bank in future from time to time and in the event of my failing to do so, the Bank will have a right to recall the advance without prejudice to the Banks right to take such appropriate action as the Bank may deem fit and proper. Yours faithfully,
(t)
(u)
SIGNATURE : NAME : DESIGNATION : DEPT/BRANCH :
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Annexure 26.16 Specimen of supplementary memorandum of agreement in respect of officers SUPPLEMENTARY MEMORANDUM OF AGREEMENT IN RESPECT OF OFFICERS (To be stamped as an Agreement) Place :______________ Date :______________ STATE BANK OF INDIA, _____________________ Dear Sir(s), I refer to my letter dated ............... and the Agreement dated ............... executed in your favour (hereinafter referred to as the Agreement) recording the terms and conditions on which you had, at my request, granted to me a loan of Rs. ............... for purchase/extension/renovation/construction of a flat/house/land/site situated at .................... . 2. I am in need of further or additional loan of Rs. ............ which you have, at my request, agreed to grant to me to enable me to complete the purchase/extension/renovation/construction of the said flat/house/site/land situated at ........................ . In consideration of the sum of Rs. ................ (original loan) already paid and disbursed by the Bank to me, receipt whereof I do hereby admit and acknowledge and in further consideration of the sum of Rs. ............. (balance amount of the original loan) and the sum of Rs. ............. (additional loan) yet to be paid and disbursed by the Bank to me, I do hereby irrevocably and unconditionally agree and undertake, so as to bind myself, my heirs, executors, administrators and permitted assigns, as follows:The total loan amount of Rs. .......... (i.e. the original loan referred to hereinabove) will be repayable by me with interest at the rate of ....... per annum on the balance amount of loan or at such rate, which the Bank may in its absolute discretion notify to me hereafter with such rests as may be specified by the Bank from time to time. I agree, declare and confirm that the interest will start accruing from the date of the disbursement of the original loan or at the date of the disbursement of the first instalment of the original loan where the total amount of the loan or part thereof is paid in instalments. The amount of interest will be calculated on the balance outstanding on the last day of each month. Applicable where repayment has commenced I shall repay the principal amount of the loan (i.e. original loan and the additional loan referred to hereinabove) or Rs. ............. within a period of 150 months and the period of 150 months shall for all purposes be deemed to have commenced from the date of first instalment paid by me towards the original loan in accordance with the Agreement. I shall pay the amount of interest calculated in the manner aforesaid in equal monthly instalments spread over for a period of 90 months commencing from the expiry of the aforesaid period of 150 months. The first such an instalment to be paid on the month following the month in which the principal amount of loan has been paid in full or payable as aforesaid.
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(b)
(c)
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or Applicable where repayment has not commenced (c) I have not repaid any instalment towards the original loan amount. I shall repay the principal amount of the loan (i.e. original loan and the additional loan referred to hereinabove) in equal monthly instalments each of Rs. ............, within a period of 180 months. If the loan amount has been utilised for construction of house / flat / tenement, I shall pay first such monthly instalment in the month in which house/flat/tenement has been completed or occupied by me or on the expiry of 18 months from the date on which the first disbursement of the original loan was made, whichever is earlier or such extended period as permitted by the Bank. I shall pay the amount of interest calculated in the manner aforesaid in equal monthly instalments spread over for a period of 60 months commencing from the expiry of the aforesaid period of 180 months, the first such instalment to be paid on the month following the month in which the principal amount of loan has been paid in full or payable as aforesaid and subsequent instalments on the same day of each subsequent months. Save as aforesaid all the other terms and conditions mentioned in the said letter dated ................. shall remain in full force and effect and shall mutatis mutandis apply to the further or additional amount of the loan of Rs................, as if the same were incorporated in this letter. Yours faithfully,
4.
SIGNATURE: NAME: DESIGNATION: DEPARTMENT:
Annexure 26.17 Letter of authority for deduction from salary/pension LETTER OF AUTHORITY FOR DEDUCTION FROM SALARY Marked K Branch/dept._____________ Date ____________________ The Chief/Branch Manager,
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State Bank of India, ________________________ Dear Sir, I, ___________________________________ have been granted a housing loan of Rs. _____________ (Rupees ____________________________) by State Bank of India, hereinafter called the Bank and I have also executed a loan agreement in favour of the Bank on ________________. I hereby irrevocably and unconditionally authorise you to recover from and out of my monthly salary/pension such sum or sums due to the said Bank, in payment of all or any of the instalments of loan or loans towards principal and/or interest and all other sums that may from time to time and at any time become due to and payable by me to the Bank. I agree to your recovering from my salary/pension in the manner above mentioned. 2. I further irrevocably and unconditionally authorise State Bank of India to deduct from the amount of bonus or gratuity or provident fund or any other amount payable to me the entire amount of principal or the balance then due as the case may be with interest thereon due and payable by me including all arrears, if any, of the monthly instalments whether for principal or interest or both due and payable by me and to credit the same to my Term Loan Account referred to above. I hereby authorise and empower the Bank to appoint any person or persons as its substitute or substitutes to exercise, execute and carry out all the powers, acts, deeds and things which the bank itself is hereby authorised and empowered to exercise, execute and carry out and to remove any such substitute and substitutes and appoint another in his or their place or places from time to time. If I am transferred to any other Branch, I request and authorise you to forward to my new pay-disbursing officer, a copy of this agreement and request and authorise him to make the recoveries. I hereby agree to ratify and confirm all and whatever the Bank may do or cause to be done by virtue and in pursuance of the authority hereby given to it. Yours faithfully, SIGNATURE NAME : :
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5.
DESIGNATION : DEPT./BRANCH : CO LETTER PER:IR:3680 07.10.94 In case the above letter was not obtained at the time of disbursal of housing loan and is being obtained at a later date, the following clause may be incorporated beneath clause (5) :6. I hereby ratify and confirm the deductions already made by the Bank from and out of my monthly salary such sum or sums due to the said Bank, in payment of all or any of the instalments of the loan or loans towards principal and / or interest and all other sums that might have become due and payable by me to the Bank.
827
Annexure 26.18 Letter of consent and agreement to mortgage by spouse in case of joint ownership of property LETTER OF CONSENT AND AGREEMENT TO MORTGAGE (To be stamped as an Agreement) From : Smt./Shri W/o./S/o. Address To The State Bank of India, ______________________ Branch. Sir,
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My husband/wife Shri/Smt.____________________ employed as _____________ in your ________________ Office (hereinafter referred to as the BORROWER) has applied for a loan of Rs.______ (hereinafter referred to as the LOAN) under your Banks Scheme for granting Housing Loans to Staff for the purpose of : (a) Construction of a house or flat or apartment on a site or plot of land acquired by document __________ dated ______________ in the joint names of my husband/wife and myself and described in the schedule hereunder (referred to hereinafter as the SAID PROPERTY) OR (b) Extension or renovation of the house or flat or apartment acquired by document ______________ dated ___________ in the joint names of my husband/wife and myself and described in the schedule hereunder (hereinafter referred to as the SAID PROPERTY). I have studied (a) the terms and conditions of the Scheme for grant of such loans the application of the borrower and (c) the loan agreement dated ____________ between the borrower and the Bank and I consent fully to the terms and conditions thereof as if I am the borrower. In consideration of the Bank granting the loan to the borrower I agree to join with the borrower in the creation of the mortgage of the said property by deposit of our title deeds as security for the repayment thereof with such interests, charges, costs, etc. as may be applicable to the loan and to execute all documents as the Bank may require in effectively securing the said property by way of mortgage to the Bank. The Bank shall be at liberty and without my consent or knowledge at any time or from time to time to grant to the borrower or any person liable for him any time or indulgence and to determine, enlarge or vary the Banks credit, to take or not to take and if taken, to vary exchange to take other security or release or part with any securities held or to be held by the Bank for or on account of the said loan or any part thereof or to make any other arrangement with the borrower or any person so liable with or for the borrower without releasing or discharging and/or affecting my liability under the joint mortgage to be created in favour of the Bank. I agree not to alienate or enter into any arrangement in respect of my right, title or interest in the said property without the prior written consent of the Bank so long as the joint mortgage to be created by me along with borrower in favour of the Bank is in force. I agree jointly with my husband/wife to create the mortgage for the loan not upon any understanding, faith or belief that the Bank has taken and/or may hereafter take or other such security and that notwithstanding the provisions of Sections 140 and 141 of the Contract Act, 1872 or any other Section of that Act or any other law, I will not claim to be discharged in respect of my interest in the said property to any extent because of the Banks failure to take any or other such security or in requiring or obtaining any or other such security or losing for any reason whatsoever including reasons attributable to its default and negligence, benefit of any other such security or any rights to any or other security that will be/have been taken. I waive all claim of subrogation and I shall not claim that my liability as a co-mortgagor is discharged by virtue of any variation in the terms and conditions of the loan or on account of the happening of any circumstance on which happening or presence of any such fact a surety will stand discharged by virtue of any provisions of the Contract Act and this shall be deemed to be a contract to the contrary thereof. I agree not to enforce any right of partition or separate enjoyment so long as the loan as may be granted by the Bank, remains undischarged. In matters of enjoyment of the property or the house/flat/apartment to be built therein, I shall be bound by all such rules and terms of the Bank as will be applicable as if the said property belongs exclusively to the borrower. SCHEDULE
1. (b)
2.
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5.
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(Description of the Property) Yours faithfully,
Annexure 26.19 Specimen of letter of authority addressed to the trustees of the provident fund to be obtained from the employee/borrower at the time of sanction of loan LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND TO BE OBTAINED FROM THE EMPLOYEE/BORROWER AT THE TIME OF SANCTION OF LOAN (To be executed by the employee) Place:________________ Date :________________ To The Trustees, Statel Bank of India Provident Fund/Gratuity Fund. Dear Sirs, I hereby irrevocably authorise you to hand over to State Bank of India the cheque/draft for entire amount which is payable to me under the *Imperial/State Bank of India Employees Provident Fund Rules/Gratuity Fund Rules (in force for the time being ) immediately after the same has become payable. Such payment shall be a valid discharge to you for the amount so paid and the same shall be binding on me and my heirs, executors, administrators and estate. If any further application or letter or a receipt is required from me to authorise or enable you to hand over such cheque/draft and effect payment as aforesaid, I shall sign the same after being informed thereof by you or by the Bank. In the event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I hereby irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter, receipt or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me and shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I had myself signed the same. Yours faithfully,
830
(Employee) Copy to: STATE BANK OF INDIA, ___________________ BRANCH * Delete whichever is not applicable.
Annexure 26.20 Specimen of letter of authority addressed to the trustees of the Provident Fund to be obtained from the nominee(s) of the employees for his/her Provident Fund balance (LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND TO BE OBTAINED FROM THE NOMINEE(S) OF THE EMPLOYEES FOR HIS/HER PROVIDENT FUND BALANCE) (To be executed by the Nominee/s) Place:________________ Date :________________ To The Trustees, *State Bank of India Provident Fund/Gratuity Fund. Dear sirs, I/We am/are the nominee/s of the above Fund. I/We hereby irrevocably authorise you to hand over to State Bank of India the cheque / draft for entire amount which is payable to Mr. / Mrs. / Miss _____________________________ (employee of the Bank) under the *Imperial/State Bank of India Employees Provident Fund Rules / Gratuity Fund Rules (in force for the time being) immediately after the same has become payable. Such payment shall be a valid discharge to you for the amount so paid and the same shall be binding on me/us and my/our respective heirs, executors and administrators and estate. If any further application or letter or a receipt is required from me/us to authorise or enable you to hand over such cheque/draft and effect payment as aforesaid, I/We shall sign the same after being informed thereof by you or by the Bank. In the event of my/our failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I/We hereby irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter, receipt or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me/us and shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I/We had myself/ourselves signed the same. Yours faithfully,
(Nominee/s) Copy to: STATE BANK OF INDIA
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___________________BRANCH Annexure 26.21 Specimen of memorandum of term loan agreement for additional housing loan TO BE STAMPED AS AN AGREEMENT MEMORANDUM OF TERM LOAN AGREEMENT FOR ADDITIONAL HOUSING LOAN (To be obtained where old premises is sold and a new premises is acquired) OR (Additional construction is made on the existing premises) Place:___________ Date :________________ State Bank of India ___________________ ___________________ Dear Sirs, I am an employee of the State Bank of India. *2. In or about __________19___, you at my request, granted to me a loan of Rs._________ (existing loan) for purchase of a house/flat in the building then under construction/duly constructed (delete whichever is inapplicable) situated at __________ (hereinafter referred to as the existing premises) on the terms and conditions contained in a Memorandum of Agreement dated ___________ executed by me in favour of the Bank. #(In or about _________ 19___ you, at my request granted to me an additional loan of Rs.__________ to enable me to complete the purchase of the existing premises on the terms and conditions contained in supplemental agreement dated _____________ executed by me in favour of the Bank). The memorandum of agreement dated __________ 19 ____ and the supplemental agreement dated ___________ (if any) are hereinafter jointly and severally referred to as the said Memorandum Agreement(s). The total amount of loans thus granted to me by the Bank was Rs. ______________. On completion of the existing premises, I was delivered vacant possession thereof by the builders and since ________________ (date), I am in use and occupation of the same with the members of my family. The area of the existing premises is ____________ sq. ft. only. I now desire to acquire bigger accommodation or to extend the existing premises by carrying out additional construction thereto so as to meet the needs of my family and also because of status. I have, therefore, decided to dispose of and or sell the existing premises and to acquire and/or purchase another house/flat at _______________ (address). I am in need of a further loan of Rs._____________ (Rupees ___________________________________ only) (hereinafter referred to as the additional loan) which you have, at my request, agreed to grant to me to enable me to carry out the additional construction to the existing premises or to acquire a new house/flat. The additional construction to the existing premises or the new house/flat acquired/ to be acquired is hereinafter referred to as the new premises. ________________________________________________________________________________ * Delete para 2 if the first loan was availed under Staff Co-operative Housing Scheme. # Bracketed portion to be deleted if additional loan was not granted earlier. * In the year ________, I became a member of the State Bank of India ___________________ Cooperative Housing Society Limited having its office at _________________ (hereinafter referred to as the said society). The said society was financed by the Bank and the amount of the loan obtained by the society on my behalf was Rs.__________________ (hereinafter referred to as the existing loan). On the construction of the house/flat by the said society, the house No.________ flat No. ___________ (hereinafter referred to as
3.A.
832
the existing premises) was allotted to me by the said society for my use and occupation. I have executed documents, agreements, hereinafter referred to as the said Memorandum of Agreement/s. The area of the existing premises is __________ sq.ft. only. I now desire to acquire bigger accommodation or to extend the existing premises by carrying out additional construction thereto with the consent of the said society so as to meet the needs of my family and also because of my status. I have already, with the consent of the said society, decided to dispose of and/or sell the existing premises and to acquire and/or purchase another house/flat at ______________________ (address). I am in need of an additional loan of Rs.______________ (Rupees _________________________________ only) [hereinafter referred to as the additional loan(s)], which you have at my request agreed to grant to me to enable me to carry out the additional construction to the existing premises/or to acquire/purchase a new house/flat. The additional construction to the existing premises or the new house/flat acquired/to be acquired hereinafter referred to as the new premises. 3.B. I have already paid directly through the said society to the Bank an amount of Rs.________________, by instalments, and the balance amount due and payable by me to the Bank through the said society is Rs._________________. I shall repay to the Bank the said balance amount on or before the execution of this Agreement notwithstanding that under the memorandum of agreement/s executed between the Bank and the said society and me the said balance amount is payable by the said society/by me to the Bank and receivable by the Bank from the said society/by me in instalments. I hereby declare and confirm that the Bank shall be at liberty to deduct the said balance amount of Rs._________________ from out of the amount of loan of Rs. ____________ and to adjust, apply, appropriate and set off the same towards my liability/the liability of the said society to the Bank in respect of or under the said loan obtained by the said society on my behalf from the Bank by me with interest thereon if any. ** I shall sell the existing premises at the prevailing market price to the satisfaction of the Bank. I shall ensure that the sale of the existing premises and the purchase of the new premises are done simultaneously and in no case the time gap between the sale and purchase is extended beyond six months of the sale of the existing premises or such extended period as may be permitted by the Bank. In consideration of the sum of Rs._____________ (existing loan) and Rs._____________ (additional loan) paid and disbursed by the Bank to me receipt whereof I do hereby admit and acknowledge and in further consideration of the sum of Rs.____________ [additional loan(s)] to be paid and disbursed by the Bank to me, I do hereby irrevocably and unconditionally agree and undertake, so as to bind myself, my heirs, executors, administrators and permitted assigns as follows : _______________________________________________________________________* Delete para 3A if the first loan was availed under Individual Housing Scheme. ** Not applicable in case of additional construction on the existing premises. The disbursement of the amount of the additional loan(s) shall be at your absolute discretion and shall be corelated to the actual progress in the com-pletion of the new premises and wherever it is possible will be made, by means of the Banks cheque drawn in favour of parties to whom I may desire to make payment for the purpose of completion of the new premises. I shall not make any request for credit of the part/full amount of the additional loan(s) in the account maintained by me with the Bank, but even if such a request is made by me, the Bank shall be entitled to reject the same. In case the Bank, in its absolute discretion, decides to make payment in cash to enable me to purchase construction materials or for payment of labour etc. I shall produce the re-ceipts/vouchers for the perusal of the Bank immediately after such payment has been made. I shall submit to the Bank within a reasonable time, satisfactory proof of the proper utilisation of the amount of the additional loan(s), such as Architects certificate certifying the value of the work carried out, contrac-tors bills, stamped receipts, sale agreement in respect of the new premises. If considered necessary by the Bank, I shall produce, at my cost, photographs showing the progress of construction work of the new premises carried out by me, which photographs besides showing portion of the neighbouring properties, shall be certified by persons whose certificates are acceptable to the Bank. The amount of the additional loan (s) which may remain unutilised at the end of the six months period will automatically lapse unless the Bank has, in its absolute discretion, extended the time limit for the utilisation of the additional loan(s). I declare and confirm that the new premises constructed by me shall be bigger by at least 120 square feet and shall have at least one more room than the existing premises.
3.C.
4.
(a)
(b)
833
(c)
I shall get the plan of the new premises approved by the appropriate authorities and I shall carry out and complete the construction of the new premises strictly according to the approved plan. * I shall obtain at my cost and produce for the satisfaction of the Bank a certificate from the Advocate / Solicitors approved by the Bank certi-fying that I have clear and marketable title to the new premises proposed to be purchased by me and agree that the Bank shall be entitled not to disburse any amount of the loan until such certificate has been produced by me. $ I shall repay the principal amount of the additional loan(s) in equal monthly instalments each of Rs.___________ within the period of 180 months. I shall pay the first such monthly instalment in the month of ____________. (If the loan amount has been utilised by me for purchase of ready built house / flat, I shall pay such monthly instalment in the month following the month in which the loan amount is disbursed to me. OR If the loan amount has been utilised by me for construction of the new premises, I shall pay the first such monthly instalment in the month in which the new premises has been completed or occupied by me or on the expiry of six months from the date of sale of the existing premises, whichever is earlier or such extended period as may be permitted by the Bank.) I shall pay the subsequent monthly instalments on or before the expiry of the each subsequent month as the .lm ________________________________________________________________ * Not applicable in case of additional construction on existing premises. $ Bracketed portion not applicable in case of additional construction on the existing premises. case may be. I shall pay the amount of interest calculated in the manner men-tioned in clause (e) below in equal monthly instalments spread over within the next period of 60 months commencing from the expiry of the aforesaid period of 180 months the first such instalment to be paid from the month following the month in which the principal amount of loan has been paid in full or payable as aforesaid and subsequent instalments on the same day of each subsequent months. Where repayments of the additional loan(s) with interest by aforesaid instalments as also the existing and additional loan(s) are not completed before the date of my retirement and (i) the Bank agrees to continue to me the facility of making payment by instalments in the manner aforesaid until I attain the age of 70 years, I shall give a letter of authority to the Bank authorising it to recover the outstanding instalments from out of the amount of pension payable to me. (ii) If the Bank agrees to continue to give me the facility of making payment by instalments in the manner aforesaid after my attaining the age of 70 years, I agree and undertake that I shall keep adequate amount in the long term deposits in the Bank as security which would earn interest at least equal to loan/interest instalments besides giving a letter of authority for deducting loan instalments from pension. In case I am not eligible to receive any pension after my retirement :
(cc)
(d)
A.
I shall give a letter of authority to the Bank authorising it to recover the outstanding instalment or instalments from out of the amount of interest payable to me on the amount deposited with the Bank. In case the amount of interest on such deposit is not sufficient, I shall deposit with the Bank further amount as may be demanded by the Bank, which will be sufficient to earn interest equal to the amount by which the monthly instalment falls short. In both the cases referred to above I shall deliver to the Bank duly discharged, the Term Deposit Receipts issued to me by the Bank. I agree that the Bank shall have authority to adjust, appropriate and/or set-off the amount due under the Term Deposit Receipt on the date of maturity or even before the date of maturity if so required, towards payment of the principal and interest due and payable by me under or in respect of the loan granted to me. In case where cessation of my service is as a result of retirement, death or resignation, the Bank shall be at liberty to consider the request for release of the title deeds on merits, even before the expiry of the agreed period of repayment, provided the entire balance of the loan, inclusive of interest, has been repaid in full. I have paid so far to the Bank through the society a sum of Rs.______________ towards repayment of the existing loan and/or additional loan(s). The balance amount still due and payable by me to the Bank/ society is Rs._________________. The said balance amount is to be repaid with interest or without interest as the case may be. I agree and undertake to pay the said balance amount of the existing loan and/or additional loan(s) in accordance with the terms and conditions of the said Memorandum of Agreement(s) with Bank/Socie-ty which are still in force. I agree and declare that for the purpose of the calculation of the
B.
(e)
834
amount of interest payable by me to the Bank, the amount of the loan and additional loans originally sanctioned to me /to the society on my behalf shall be notionally included with the amount of additional loan(s) AND I shall be liable to pay interest [* at the rate of _______% per annum on the loan/additional loan(s) of Rs.________________ notionally or effectively as the case may be.] OR [# at the rate equivalent to one half of the Bank rate prevailing as on 1st of July of each year, notionally or effectively. The Bank rate for this purpose will ________________________________________________________________ ** Not applicable in case of additional construction on existing premises. * Retain in case of loan under new scheme i.e. loan sanctioned on or after 15.10.1990.mean the standard rate made public by the Reserve Bank of India from time to time under section 49 of the Reserve Bank of India Act, 1934 (e.g. the Bank rate as on 1.7.1991 was 10% p.a. and hence the rate of interest chargeable is 5% p.a. from 1.7.1991 to 30.6.1992)]. (f) I shall my self occupy the new premises unless the Bank has permitted me to occupy any official accommodation. Where as a result of my transfer from the place where the new premises are situated or if the circumstances, in the opinion of the bank (which opinion shall be final and binding on me), so justify, the Bank shall be entitled, in its discretion, to allow me to let out the new premises or give it on leave and licence basis to anyone of my choice, provided however, that in case the Bank desires to take the premises on lease or leave and licence, I shall first offer it to the Bank on payment by the Bank of monthly rent or compensation calculated in the manner stipulated by the Bank. You shall be entitled to recover every month a sum of Rs._____________ from my monthly salary/pension or to the debit of the Current Account/Savings Bank Account with ____________________ Branch/or any other Branch where I may have singly or jointly, the amounts of the instalments payable by me and to appropriate the same in repayment of the further additional loan or the interest as the case may be. I shall execute in favour of the Bank, a letter of authority in such form as may be prescribed by the Bank. This letter of authority shall be in addition to and not in substitution of the one already given by me to the Bank in respect of the existing loan/additional loan which shall run concurrently with the additional loan(s). You shall be entitled to deduct the said monthly instalments referred in clause (g) above or any of them or any part thereof, which may be in arrears and unpaid, from the amount of bonus, gratuity or any other amount (whether ex-gratia or otherwise) which may be payable to me by the Bank. I declare and confirm that on the sanction of the further additional loan by the Bank to me, the Bank shall be entitled to note a lien against my Provident Fund account to the extent of the amount of the further additional loan obtained by me as also to the extent of the outstanding in the existing loan and/or additional loan together with interest due thereon, and in exercise of the rights under the lien, to apply, appropriate and set-off the same towards the repayment of the amounts of the loan sanctioned to me or the balance then due as the case may be together with interest due and payable by me to the Bank. I declare and confirm that on my retirement from the Bank, the outstanding amount of the further additional loan sanctioned to me as also the outstanding amount of the existing and additional loan together with interest will become repayable at once, unless the Bank has agreed to continue the facility of payment by instalments as provided for in clause (d) above. I declare and confirm that the amount of the additional loan(s) or the balance then outstanding, together with balance amount of the existing loan, shall become payable with interest at once in case of my resignation or death. In case of my death, the bank may, at its discretion, continue the loan provided sufficient collateral security is furnished by my legal heirs or some satisfactory arrangement for repayment acceptable to the Bank has been made by my legal heirs. ________________________________________________________________ * Bracketed portion to be deleted in case of award staff. # Bracketed portion to be deleted in case of officers staff. $ Bracketed portion not applicable in case of additional construction on the existing premises.
(g)
(h)
(i)
(j)
(k)
835
(kk)
In the event of cessation of my service by way of resignation, dismissal or otherwise (except as a result of death or retirement) I undertake to repay to the Bank forthwith on demand the principal amount of the further additional loan together with interest due thereon and also the balance of the principal amount of the existing loan as well as additional loan together with interest due thereon and also further interest for the period commencing from the date of cessation of my service by way of resignation/dismissal or otherwise upto the date of actual repayment. In the event of my ceasing to be in the service of the Bank whether by retirement, resignation, death or by operation of law or for any other reason or cause whatsoever and howsoever you shall be entitled, at your discretion, but subject to clause (d) above to appropriate and set-off any amount which may then be payable by you to me whether by way of salary, allowances, bonus, other remuneration or any payment (whether ex-gratia or otherwise) whatsoever and any amount that may be standing to the credit of any account which I may have with you, either singly or jointly whether it is a Current or Saving or Term Deposit or any other account whatsoever at any of your Branches towards repayment of the balance that may be remaining due and payable by me in respect of or under both the existing as well as additional loans together with interest thereon at the applicable rates upto the date of such repayment. Any such appropriation made by you shall be conclusive and binding on me and my estate both in and out of court. Whilst I am in your service, you shall also have a right to note a lien on the credit balance of any account I may have with you as aforesaid either singly or jointly and on my salary, allowances and other remuneration and on the bonus or any payment (whether ex-gratia or otherwise) whatsoever that may be payable to me to the extent of my indebtedness to the Bank under or in respect of existing as well as additional loans in case of any default on my part in payment of any instalment of the said loans on due date or any interest thereon or any breach by me of the terms and conditions herein mentioned. I will not sell, assign, mortgage, charge or in any way encumber or alienate the existing as well as the new premises or any part thereof without prior permission of the Bank in writing so long as I am indebted to the Bank in respect of said loans. I shall utilise the said new premises only for use and occupation of myself and my family members that is my husband/wife and dependent children and dependent parents and such other family member as may be permitted by the Bank. Except as hereinbefore mentioned, I will not let, sublet the new premises or any part thereof or give it on leave and licence basis or otherwise part with possession thereof to any other person without the prior permission of the Bank in writing so long as I am indebted to the Bank as aforesaid. I shall forthwith on demand by the Bank, create an equitable mortgage on the existing premises as also the new premises constructed by me/acquired or purchased by me out of the amount of the said additional loan in favour of the Bank as security for my liability for repayment of the principal amounts and interest due thereon in respect of the existing loan as well as the additional loan and shall execute/cause to be executed such documents as may be required by the Bank. Where creation of equitable mortgage is not possible, I shall at my cost in all respects create a legal mortgage by execution and registration of proper Deed of Mortgage in such form as may be approved by the Bank, of all my rights title and interest in the existing as well as new premises constructed by me. I shall, if required by the Bank, give such further security as acceptable to the Bank forthwith on demand by the Bank. I shall maintain at my cost at all times the new premises in good tenantable repair and condition so long as I am indebted to the Bank and that I shall ensure that the Banks security is not in any way jeopardised. I shall duly and punctually pay the charges payable to the co-operative society and also all the municipal taxes, charges, rates, cesses etc., from time to time payable by me in respect of the new premises. The Bank shall be at liberty to inspect the new premises at any reasonable hour of the day and I shall, forthwith, furnish all such information/particulars/documents whatsoever as and when called upon to do so by the Bank.
(l)
(i)
(ii)
(m)
(n)
(o)
(p)
(q)
(r)
836
(s)
I shall at my cost insure and keep insured in the joint names of myself and the Bank the new premises at all times against fire and earthquake risks and for such other risks for its full market value/at least the loan amount with interest as desired by the Bank from time to time and shall endeavour to get the building in which the new premises are situated insured against fire and earthquake risks at all times by the Co-operative Housing Society /Apartment Owners Association or any other body under whose control the building is vested. I shall deliver the insurance policies, cover notes, premium receipts etc. to the Bank for inspection. If I fail to effect such insurance the Bank may insure the new premises against fire and earthquake risks and debit the premium and other charges to any of my accounts with the Bank and/or from my salary and allowances. I expressly agree and declare that the Bank shall be entitled to adjust, settle, compromise or refer to arbitration any dispute between the insurance Company and the insured arising from or under or in connection with any such policy or policies of insurance and such adjustments, settlements, compromise or any award made on such reference to arbitration shall be valid and binding on me. I further agree that the Bank shall have a right to receive all moneys payable under any such policy or under any claim made thereunder and to give a valid receipt therefor and that the amount so received shall be credited to my loan account and I will not be entitled to raise any question that a larger sum might or ought to have been received or to dispute my liability for the balance remaining due on such account after such credit. I shall abide by the terms and conditions of the sanction of the further additional loan to me and also to the rules for housing loans which are now in force and also those which may be altered, revised, amended, added from time to time by the Bank. The undertakings, authority and agreement herein contained shall be irrevocable so long as I continue to be liable to the Bank in respect of both the existing as well as additional loans. I declare that save and except the existing premises, I do not own any residential accommodation in the name of myself. Also my spouse/my dependent children do not own any residential accommodation in the town/urban agglomeration where I have acquired the existing premises/propose to acquire the new premises. I further declare that I have read the Circulars issued from time to time on the Housing Scheme for granting individual loans to the staff and also the Hand Book on the Co-operative / Individual Housing Scheme and agree to abide by the same and also by rules and regulations framed or directions issued by the Bank or which may be issued by the Bank in future from time to time and in the event of my failing to do so the Bank will have a right to recall the advance without prejudice to the Banks right to take such appropriate action as the Bank may deem it fit and proper. Yours faithfully, SIGNATURE NAME : :
(t)
(u)
(v)
DESIGNATION : BRANCH/DEPT. :
837
Annexure 26.22 Letter of authority to be executed by the spouse / legal heir appointed in the Bank for deduction from his / her salary loan instalment of housing loan availed by the deceased employee FROM:Full Name Designation Address
: : :
To The Branch Manager, State Bank of India, . Dear Sir, I hereby authorise the State Bank of India to deduct from my salary not exceeding a sum of Rs.______________ (Rupees _________________________ only) towards payment of monthly instalment of principal amount/interest towards repayment of the housing loan (Term Loan Account No. ____________) granted to my husband, /wife/father/mother late Shri/Smt. ___________________, former _________________ of the Bank at your _________________ Branch. 2. I hereby declare that this authority shall not be revoked by me so long as I remain in the service of the Bank. Yours faithfully,
838
WITNESS:
Annexure 26.23 Letter of guarantee for continuation of housing loan to heir(s) of a deceased employee (To be stamped as agreement) To ____________________ State Bank of India, ______________________ Sir, LETTER OF GUARANTEE - CONTINUATION OF HOUSING LOAN TO HEIRS OF A DECEASED EMPLOYEE In consideration of the Bank at our request allowing to continue the housing loan in favour of Shri _________________ and Shri _________________ heirs of Shri ______________________________ deceased employee of the Bank to whom the loan was originally granted under the Individual Housing Scheme (hereinafter referred to as the Scheme) for its employees, we ______________ and ________________ hereby guarantee repayment of instalments/lumpsum the remaining balance of housing loan with interest or other charges whatever in accordance with the Scheme. 2. For the purpose of our liability for repayment of balance amount of the loan, interest, etc., the records of the Bank shall be taken as correct and final. In case of default on the part of the said Shri _____________ and Shri ______________ we shall immediately make payment of the amount due in respect of the said housing loan without demur and the decision of Bank about the default as well as quantum of outstanding shall be final and binding on us. This guarantee shall not be discharged except on repayment of all dues on account of the said housing loan. The guarantee is additional and without prejudice to any security whatsoever obtained/to be obtained in future from the said heirs of the deceased.
3.
4. 5.
839
6.
The guarantee shall not be discharged by any variation in the terms of the loan/release of security or due to any indulgence, time, forbearance as may be granted to the heirs of the deceased, and we shall be deemed to have consented for such variation, release, indulgence, etc. Yours faithfully, 1. ( 2. ( ) ) WITNESSES:
1.____________________________ 2.____________________________ Annexure 26.24 Letter by heir(s) of deceased Scheme borrower employee under Individual Housing
LETTER BY HEIRS OF DECEASED BORROWER UNDER HOUSING SCHEME (To be stamped as agreement) To _____________________ State Bank of India, ______________________ Dear Sir, 1. I/We _______________________________________ are successors / heirs of Shri__________________________ who died on ________________________ (hereinafter referred to as the deceased). I/We are aware that deceased Shri_________________________________ was employed as ____________________________________ in the Bank and constructed/bought/renovated a house/flat at ______________________________ No._________________ out of the moneys borrowed under the Individual Housing Scheme (hereinafter referred to as the Scheme) of the State Bank of India (hereinafter referred to the Bank) for the employees of the Bank and I/We have perused the terms and conditions of the Scheme. I/We hereby acknowledge our liability for the balance outstanding on the loan account as shown in the account books of the Bank and agree to repay the same with interest etc., in instalments as applicable to the deceased. In terms of the Scheme the deceased created security for the repayment of the loan by way of mortgage by deposit of title deeds on _______________________ which is still subsisting. The said security is binding on me/us. OR In terms of the Scheme the deceased was bound to create security by way of mortgage in the manner required by the Bank but because of death he could not do so. I/We hereby undertake to create security in favour of the Bank as successor(s) in title for repayment of the loan in accordance with the terms of the Scheme.
2.
3.
4.
840
5.
I/We hereby agree to comply with all terms and conditions of the loan in terms of the Scheme and shall remain bound by the terms and conditions of all documents executed by the deceased as if they were executed between myself/ourselves and the Bank. I/We am/are ready to deposit with the Bank Rs.________________________________ as term deposit for a period of __________________________ to guarantee repayment of instalments of the loan in terms of the Scheme. In case any instalment is not paid in terms of the Scheme, the Bank is at liberty to appropriate the proceeds of the said term deposit in payment of the outstandings of the loan amount, even by premature forfeiture of the deposit. OR I/We shall furnish sureties satisfactory and acceptable to the Bank for repayment of the loan. Yours faithfully,
6.
841
Annexure 26.25 Proforma of proposal for grant of housing Scheme to employees who are over 55 years of age
loans under Individual Housing
PROPOSAL FOR GRANT OF HOUSING LOANS UNDER INDIVIDUAL HOUSING SCHEME TO EMPLOYEES WHO ARE OVER 55 YEARS OF AGE I. II. III. IV. V. Name, designation and present place of posting of the employee. Age Monthly salary and allowances with deductions, if any. Total service with Bank (a) Date on which he completes (i) 58 years of age (ii) 60 years of age (b) VI. (a) Whether likely to get extension upto 60 years of age. Whether details. he owns any house/plot of land anywhere in India; if so, please give
(b) Whether any house/plot is owned by the spouse/dependent children at the same place where the proposed house/plot of the land is to be acquired; if so, give details. VII. Reasons due to which the employee could not construct the house before attaining the age of 55 years and period for which relaxation is sought. (a) (b) (c) (d) IX. Cost of the proposed house. Whether house is to be constructed or acquired ready built. Date of completion of construction/acquisition of house. How the cost of the house/project is proposed to be met.
VIII.
Repayment Programme : (a) (b) The repayment programme of the loan. Amount of monthly instalments towards principal and date of the commencement of the instalment of each category. Contribution to Provident Fund (Banks as well as employees) Amount of lien, if any, purpose for which marked. marked against contribution to theProvident Fund and the interest with approximate
X.
(a) (b)
(c)
Approximate amount of gratuity, if any, payable.
842
(d) (e)
Approximate amount of pension, if any, payable on retirement and thereon. Amount of long term deposits, if any, amount of monthly interest payable thereon. proposed to be lodged with the Bank and
XI.
General Managers recommendations on (a) (b) (c) Whether relaxation in age is to be granted. Cost of project. Repayment programme.
( ) GENERAL MANAGER State Bank of India, ____________________ Dated :
Annexure 26.26 Proposal for extension in the time limit beyond stipulated period for completion of housing project
843
INDIVIDUAL HOUSING LOAN - PROPOSAL FOR EXTENSION IN THE TIME LIMIT BEYOND STIPULATED PERIOD FOR COMPLETION OF HOUSING PROJECT 1. 2. 3. 4. 5. 6. 7. 8. Name of employee and Grade Designation and present posting Total service put in (inclusive of period of probation) Amount of loan sanctioned Date of sanction of the loan Loan availed of till date Loan amount still to be availed 1st instalment disbursed on____________ 2nd instalment disbursed on____________ 3rd instalment disbursed on____________ 4th instalment disbursed on__________ 5th instalment disbursed on_____________ Final instalment disbursed on___________ Date: (a) upto which project should be completed/house to be occupied. (b) by which repayment of loan should commence. 10. Whether repayment of the loan has commenced; if so, please indicate the date thereof. If not, reasons therefor be also indicated. Date upto which extension in time for completion of the housing project is required. Please also indicate period viz. years and months (A copy of employees representation be enclosed). Reason(s) for which housing project could not be completed/house could not be completed within the stipulated period. Recommendations: State Bank of India, ___________________ Date : RECOMMENDING AUTHORITY
9.
11.
12.
13.
Annexure 26.27 Proforma of guarantee agreement to be obtained from sureties in case of officers placed under suspension GUARANTEE AGREEMENT (To be stamped as an Agreement)
844
To, State Bank of India, ___________________ . Sir, LETTER OF GUARANTEE GRANT OF HOUSING LOAN TO EMPLOYEE In consideration of the Bank at our request having sanctioned to Shri/Smt. _______________________________________________, son of / daughter of ______________________________________ aged _________ employee of the Bank, a loan of Rs. _____________ (Rupees ______________________________________) (hereinafter referred to as the loan) for purchase of a house site viz., measuring ______________ sq. metres covered by S.No. _____________ within the Municipal/Zilla Parishad/Town Panchayat limits of _______________________ and for construction of a residential house thereon. OR For purchase of an ownership flat/apartment in Plot No.__________ of an extent of _________________ sq. metres covered by S.No. _______________ within the limits of Municipal/Zilla Parishad/Town/Panchayat in his name/in his name jointly with Smt./Shri ____________________________________ his / her wife/husband. OR For construction of a residential house/flat/apartment on house site/plot No. ________________ measuring ___________________ sq. metres covered by S.No.____________________ within ______________ owned by him/by him jointly with Smt. /Shri __________________________________________________ his/her wife /husband. OR For extension/renovation of the house/flat owned by him/his/her wife /husband Smt. / Shri _____________________________________ jointly with him/her on site/plot No.__________________________ to an extent of ________________ sq. metres covered by S.No. ___________________________. OR For purchase in his/her name of house/flat bearing Municipal Door No.________________ on House Site/Plot No.________________ covered by S.No. _______________ of an extent of_______________ and renovation thereof, we agree and undertake to be the guarantors for the said employee under the terms and conditions referred to hereinbelow :1. We, Shri _____________________ and Shri_____________________________, hereby guarantee repayment of instalments / lumpsum of housing loan with interest or other charges whatsoever in accordance with the Scheme. For the purpose of our liability for repayment of balance amount of the loan, interest, etc., the records of the bank and entries in the books of accounts of the Bank shall be taken as correct and final. In case of default on the part of the said Shri/Smt.________________________________________________, we shall immediately make payment of the amount due in respect of the said housing loan with all interest and charges thereon without demur and the decision of Bank about the default as well as quantum of outstanding shall be final and binding on us.
2.
3.
845
4.
We further guarantee that we shall be liable to pay the entire amount of the loan with interest, cost, etc., on default of the principal or interest irrespective of any instalments fixed under the agreement for payment. This guarantee is a continuing one, shall not be discharged except on repayment of all dues on account of the said housing loan and only after the Bank issues a satisfaction certificate to this effect. The guarantee is in addition to and without prejudice to any security whatsoever obtained/to be obtained in future from the borrower Shri/Smt.______________________________ or from any one else. The guarantee shall not be discharged by any variation in the terms of the loan/release of security or due to any indulgence, time, forbearance as may be granted to the borrower and we shall be deemed to have consented to such variation, release, indulgence, etc. The guarantee obligations shall continue even after the death or cessation of service of the employee by any means whatsoever either by way of retrenchment / termination / resignation / retirement / voluntary retirement, etc., and our obligation shall not be discharged unless and until all the Banks dues are fully repaid as above. Yours faithfully, 1. ( 2. ( Witnesses :1. 2. ) )
5.
6.
7.
8.
Annexure 26.28 Draft of guarantee agreement to be executed where the spouse is required to join as guarantor DRAFT GUARANTEE AGREEMENT (To be stamped as an agreement) This Guarantee Agreement made the ___________ day of __________, 19______ by Shri/Smt. ________________________________________________________ residing at ____________________________________________________ (hereinafter referred to as the guarantor which expression shall be deemed to include the heirs, executors, administrators and legal representatives) in favour of State Bank of India, incorporated under the State Bank of India Act, 1955 and having its Central Office at Madame Cama Road, Mumbai and one of its Local Head Offices at _____________ and among other places, a branch at _______________ (hereinafter referred to as the Bank which expression shall, unless repugnant to the context or meaning thereof, be deemed to include its successors and assignees). WHEREAS in consideration of the Bank agreeing to grant the Guarantors husband/wife, Shri/Smt.____________________________ the employee of the Bank, residing at ___________________________ (hereinafter referred to as the borrower), a term loan under the Individual Housing Loan Scheme of Rs.____________________ (hereinafter referred to as the loan) for construction of a
846
residential house/flat/apartment on house site/plot No. __________________ an extent of _______________ sq.mts. covered by S.No. ___________________ within _________ owned by the Guarantors husband or wife jointly with the Guarantor. AND WHEREAS, in consideration of the Bank having agreed to grant or granted at the request of the Guarantor, the aforesaid credit facility to _________________, the Guarantor has agreed to execute this Guarantee in favour of the Bank on the terms and in the manner hereinafter appearing. NOW THIS INDENTURE WITNESSETH that in consideration of the above premises, it is hereby covenanted and agreed as follows : 1. If at any time default has been made by the borrower in payment of the principal sum/any or all the instalments and/or the interest, costs, charges, expenses and/or other monies for the time being due to the Bank in respect of or under the aforesaid loan, the Guarantor shall forthwith on demand pay to the Bank the whole of such principal sum not exceeding Rs. ________________________ together with interest, costs, charges, expenses and/or any other monies as may be then due to the Bank in respect of the aforesaid loan and shall indemnify and keep indemnified the Bank against all losses of the said principal sum, interest or other monies due and all costs, charges and expenses whatsoever which the Bank may incur by reason of any default on the part of the Borrower. The Bank shall have the fullest liberty without affecting this Guarantee to postpone for any time or from time to time enforce or forbear to enforce any remedies available to the Bank at its liberty with reference to the matters aforesaid or any of them or by reason of time being given to the Borrower or of any other forbearance, act or omission on the part of the Bank or any other indulgency by the Bank to the Borrower or any other matters or things whatsoever which under the law relating to sureties would, but for this provision, have the effect of so releasing the Guarantor. The Guarantor, agrees that no failure in the observance or performance of any of the stipulations or terms of the term loan agreement and no default of the Bank in requiring or enforcing the observance or performance of any of the said stipulations or terms shall have the effect of releasing or discharging or in any manner affecting the liability of the Guarantor under these presents. The Bank shall be at liberty to take in addition to the subsisting securities any other securities for the aforesaid credit facility or any part thereof and to release or forbear to enforce all or any of the remedies upon or under such securities and any collateral security or securities now held by the Bank and that no such release or forbearance as aforesaid shall have the effect of releasing or discharging or in any manner affecting the liability of the Guarantor under the Guarantee and that the Guarantor shall have no right to the benefit of the said security and/or any other security that may be held by the Bank until the claims of the Bank against the Borrower in respect of the aforesaid loan shall have been fully satisfied. The Guarantee herein contained shall be enforceable against the Guarantor notwithstanding the securities aforesaid or any of them or any other collateral securities that the Bank may have obtained or may obtain from the Borrower or any other person shall at the time when proceedings are taken against the Guarantor hereunder be outstanding and/or not enforced and/or remain unrealised. In order to give effect to the Guarantee herein contained, the Bank shall be entitled to act as if the Guarantor would be principal debtor to the Bank, for all payments guaranteed as aforesaid to the Bank. The Guarantee herein contained is a continuing one for all amounts advanced by the Bank to the Borrower under the loan referred to above as also for all interest costs and other monies which may from time to time become due and remain unpaid to the Bank there under. The Guarantee shall be irrevocable and enforceable against the Guarantor, notwithstanding any dispute between the Bank and the borrower. The Guarantor shall forthwith on demand made by the Bank deposit with the Bank such sum or security or further sum or security as the Bank may from time to time specify as security for the due fulfillment of the
2.
3.
4.
5.
6.
7.
8.
9.
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Guarantors obligations under this guarantee and any security deposited with the Bank may be sold by the Bank after giving to the Guarantor a reasonable notice of sale and the said sum or the proceeds of sale of the securities may be appropriated by the Bank in or towards satisfaction of the said obligations and any liability arising out of non-fulfillment thereof by the Guarantor. 10. The Guarantor hereby agrees that notwithstanding any variation made in the terms of the said Agreement of loan and/or any of the said security documents including variation in the rate of interest, extension of the date for payment of the instalments if any, or any composition made between the Bank and the Borrower at given time to or not to sue the Borrower, or the Bank parting with any of the securities given by the Borrower or any other Guarantor, the Guarantor shall not be released or discharged of obligation under this Guarantee provided that in the event of any such variation or composition or agreement the liability of the Guarantor shall, notwithstanding anything herein contained, be deemed to have accrued and the Guarantor shall be deemed to have become liable hereunder on the date or dates on which the Borrower shall become liable to pay the amount /amounts due under the said Agreement of Loan and/or any of the said security documents as a result of such variation or composition or agreement. The Guarantor hereby agrees and confirms that the Bank shall be entitled to adjust, appropriate or set-off all monies held by the Bank to the credit of or for the benefit of the Guarantor on any account or otherwise howsoever towards the discharge and satisfaction of the liability of the Guarantor under these presents. The Guarantor agrees that notwithstanding the Bank, for any reason whatsoever, losing and/or parting with any of the securities given by the borrower, the Guarantor shall not be released or discharged of the obligations under this Guarantee and, in the event of the Bank so losing or parting with the security, the Guarantor shall be deemed to have consented to or acquiesced to the same. The Guarantee hereby given is independent and distinct from any security that the Bank has taken or may take in any manner whatsoever, whether it be by way of hypothecation, pledge and/or mortgage and/or any other charge over goods, movables or other assets and/or any other property, movable or immovable, and that the Guarantor has not given this guarantee upon any understanding, faith or belief that the Bank has taken and/or may hereafter take any or other such security and that notwithstanding the provisions of Sections 140 and 141 of the Indian Contract Act, 1872 or other section of that Act or any other law, the Guarantor will not claim to be discharged to any extent because of the Banks failure to take any or other such security or in requiring or obtaining any or other such security or losing for any reason whatsoever including reasons attributable to its default and negligence, benefit of any or other such security or any of rights to any or other such security that have been or could have been taken. The Guarantor agrees that any admission or acknowledgement in writing signed by the Borrower of the liability or indebtedness of the Borrower or otherwise in relation to the abovementioned credit facilities and/or any part payment as may be made by the borrower towards the principal, such hereby guaranteed or any judgment, award or order obtained by the Bank against the Borrower shall be binding on the Guarantor and the Guarantor accepts the correctness of any statement of accounts that may be served on the Borrower which is duly certified by any officer of the Bank and the same shall be binding and conclusive as against the Guarantor also and the Guarantor further agrees that in the event the Borrower making an acknowledgement or making a payment, the borrower shall, in addition to his personal capacity, be deemed to act as the Guarantors duly authorised agent in that behalf for the purpose of Sections 18 and 19 of the Limitation Act of 1963.
11.
12.
13.
14.
IN WITNESS WHEREOF the Guarantor has executed these presents the_______ day______ and year_________ first hereinabove written. Signed by Shri __________________________ Address________________________ _______________________________
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_______________________________ Annexure 26.29 Specimen of Memorandum of Agreement executed by the Voluntary/Premature Retirement (To be stamped as an Agreement) PLACE ______________ DATE ______________ STATE BANK OF INDIA ___________________ ___________________ Dear Sirs, I refer to my letter dated _____________ and the agreement dated ____________ executed in your favour (hereinafter referred to as the Agreement) regarding the terms and conditions on which you had, at my request, granted to me a loan of Rs._____________ for purchase / extension / renovation / construction of a flat / house / land / site situated at ____________________________________________________. I also refer to further or additional housing loan of Rs. ____________________ granted supplementary Memorandum of Agreement dated _____________________. to me vide a employee seeking
I am aware that in case of my voluntary/premature retirement from the Banks service at any time, the amount of the loan or the balance then outstanding in my housing loan account shall become payable at once, or, in the event the Bank considers continuance of the loan in the post-retiral period also, I shall be liable to pay the interest at the rate chargeable on such loans at the commercial rate of interest. I am seeking voluntary/premature retirement w.e.f. ______________ and, in this connection, please refer to my letters dated ____________ and ___________ with a request to allow me to continue repayment of my housing loan till I attain the age of 70 years. In consideration of the Bank having agreed to allow me to continue repayment of my housing loan till I attain the age of 70 years, I am executing this agreement so as to bind myself, my heirs, the executors, administrators and permitted assignees as follows :a) The entire outstandings in my housing loan account No.__________________ alongwith further interest on the date of my voluntary/premature retirement shall be payable by me in ________________ equal monthly instalments of Rs.______________ and the first instalment shall commence from ______________. I agree, declare and confirm that further interest w.e.f. ____________ on the entire outstandings in my above housing loan account shall be repayable by me with the present commercial rate of interest @ _______ % p.a. with ________ rests. I hereby irrevocably and unconditionally authorise the Bank to recover from and out of my monthly pension payable to me, Rs. ____________________ every month in payment of the instalments of the loan now fixed under this Agreement towards principal and/or interest and all other sums that may, from time to time, and at any time become due and payable by me to the bank. I agree that the Bank shall recover from my pension in the manner above mentioned. AND/OR
b)
c)
849
d)
As a further additional security, I have this day deposited an amount of Rs.____________________ enabling the Bank to deduct such portion of the interest from the said deposit and adjust toward the instalments payable by me to the Bank. I hereby irrevocably authorise the Bank to deduct a sum of Rs.___________ every month from the interest earned out of the said deposit in payment of instalments of the loan now payable under this agreement. The Bank shall have right to set off any amount payable to me under the said deposit at any time in discharge of the dues payable to the Bank under the said loan account or any other dues payable by me to the Bank. The Bank shall be entitled, at its discretion, at any time, to appropriate and set off: Any amount which may then be payable by the Bank to me or any amount that may be standing to the credit of any account which I may have with the Bank either singly or jointly, whether current or savings or term deposits or any account whatsoever with any of branches towards repayment of the balance that may be remaining due and payable by me in my said loan account together with interest thereon at the applicable rates upto the date of such repayment. Any such appropriation made by the Bank shall be conclusive and binding on me thereon. All the securities created by me in this regard in favour of the Bank and all the terms and conditions agreed to by me under the various documents executed by me in this regard shall continue to be binding on me until the entire dues towards the Bank are satisfied and I shall be entitled for release of the title deeds only on the full payment of the entire dues thereon.
e) i)
f)
Yours faithfully,
SIGNATURE ________________________ Name ________________________ Designation ________________________ Department ________________________
Annexure 26.30 Letter requesting continuance of the Housing Loan / Additional Housing Loan by the employee seeking Voluntary / Premature Retirement PLACE ______________ DATE ______________ STATE BANK OF INDIA ___________________
850
___________________ Dear Sir, I refer to my letter dated __________________ seeking voluntary/premature retirement. Please also refer to Housing Loan Agreement/Additional Housing Loan agreement dated ______________ executed by me in your favour. I am aware that on the date of my retirement, I am bound to liquidate the outstandings in my housing loan account as per the extant instructions in this regard. However, I am unable to liquidate the outstandings in my housing loan account on the date of retirement for the reasons :(i) (ii) (iii) In view of the genuine difficulties expressed by me as above, I may be allowed to continue repayment of my housing loan till I attain the age of 70 years in __________ equal monthly instalments of Rs. ____________ . I am willing to pay the commercial rate of interest on the housing loan from the date of my retirement. Yours faithfully, SIGNATURE_______________ Name__________________ Designation_____________ Department______________
Annexure 26.31 Draft of supplementary agreement in case of voluntary / premature retirement of an employee (To be stamped as agreement) (From : To, State Bank of India, ________________ Branch,_ Dear Sir, RE : HOUSING LOAN OF RS._________________________________________ I have been granted Housing Loan of Rs. ______________ by State Bank of India (hereinafter called the Bank) and also have executed a Loan Agreement in favour of the Bank on _____________.
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* I have been granted an additional housing loan of Rs. _____________ and in this connection I have executed a Supplementary Memorandum of Agreement dated _____________. I declare and confirm that in case of my seeking voluntary/premature retirement from the Banks service at any time, and the Bank permits me to retire thereon, the amount of the loan or the balance then outstanding in my housing loan account shall become payable at once or in the event the Bank considers continuance of the loan in the post-retiral period also, I shall be liable to pay the interest at the rate chargeable on loan account at the commercial rate of interest then prevailing for similar loans as per the banking practice. Further, the Bank shall be at liberty to fix the repayment schedule keeping in view the changed conditions and the rate of interest chargeable after retirement. In the event of my voluntary/premature retirement the Bank shall be entitled at its discretion to appropriate and set off : (i) any amount which may then be payable by the Bank to me whether by way of salary, allowances, bonus, other remuneration or any payment (whether ex-gratia or otherwise) whatsoever and any amount that may be standing to the credit of any account which I may have with the Bank, either singly or jointly, whether current or savings or term deposits of any other account whatsoever at any of the branches towards repayment of the balance that may be remaining due and payable by me in my said loan account together with interest thereon at the applicable rates upto the date of such repayment. Any such appropriation made by the Bank shall be conclusive and binding on me and my estate. On payment of the entire dues or on the completion of the rescheduled instalments of payment and on satisfaction of the entire dues to the Bank under the above said housing loan/additional housing loan sanctioned to me, I shall be entitled for release of the title deeds. Yours faithfully, ( ) Employee Annexure 26.32 Application form for Additional Housing Loan APPLICATION FORM FOR ADDITIONAL LOAN To: The Dy.General Manager/ Branch Manager, State Bank of India _______________ Date : Dear Sir, HOUSING SCHEME FOR GRANTING INDIVIDUAL LOANS TO THE STAFF-ADDITIONAL LOAN I hereby apply for an additional Term Loan of Rs.* .................. (Rupees .................................................. only) in terms of the captioned Housing Scheme for purchase of land for construction of a house / for acquisition / construction / extension of house / apartment / flat / tenement in my own name for the bonafide use of myself and my family members, details of which are furnished in the attached statement. ** I declare that the additional premises to be constructed by me will be bigger by atleast 120 sq.ft. and will have atleast one more room than those in the existing flat / apartment / house. ** I declare that a new flat / apartment / house will be bigger than the existing flat / apartment / house by 120 sq.ft. and will have atleast one more room that those in the existing flat / apartment / house.
(ii)
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I undertake to abide strictly by all the terms and conditions stipulated by the Bank and any modification thereto made thereafter from time to time. All other rules and regulations of the Bank applicable to the aforesaid scheme will be observed by me and the instructions issued by the Bank from time to time will be adhered to by me. I am fully aware that any breach of the terms and conditions stipulated by the Bank or any misutilisation of the amount of the loan will constitute a gross misconduct and shall render myself liable for disciplinary action as per service rules governing my service with the Bank. I also declare that I am in a position to pay my share of an estimated amount of Rs. ........ (Rupees .......................................... only) towards the cost of construction / acquisition / purchase / extension of apartment / house / bungalow. I also certify that the particulars given in the attached statement are correct and nothing has been concealed by me, which would prejudice or affect my right to apply for loan from the Bank under the above referred Scheme. Yours faithfully, Signature : Name Branch : :
Certified that the particulars stated by the employee in the application are in order and accordingly the loan applied for is recommended for sanction. Place : Date : Branch Manager / Head of the Department
* **
The amount should be equal to the figure shown against paragraph 19 in the enclosed statement. Delete whichever is inapplicable. Statement giving / submitting all the Information / Papers / Documents for Availment of the Additional Loan for Purchase of New Flat / House Extension to the Existing Flat / House
1. 2. 3.
Full name of the employee Date of Birth Age as on the date of application Date of joining the Bank Date of confirmation Designation Department / Branch
: : :
4. 5. 6. 7.
: : : :
853
8.
Total service as on the date of application (including probationary period but excluding temporary service) Total span of service (in case of contract) (a) (b) (c) Present basic pay Dearness Allowance Special Allowance Total
9.
10.
: : : :
Rs. Rs. Rs. -----Rs. ------
11. 12.
Provident Fund Index No. Amount of loan availed under (a) Staff Cooperative Housing Scheme/ Individual Housing Scheme Date of sanction of loan
: : : Rs.
(b) 13.
: : :
Maximum Loan amount admissible (i) Difference between Loan amount permissible under Individual Housing Scheme and the quantum of loan already availed of under the staff Cooperative Housing Scheme / Individual Housing Scheme OR (i) The cost of additional construction whichever is less Difference between purchase price of new house / flat / apartment / bungalow and sale price of the existing house / flat / apartment / bungalow OR Difference between loan amount permissible under Individual Housing Scheme and the quantum of loan already availed of under the Staff Cooperative Housing Scheme / Individual Housing Scheme
: : :
Rs. ..............
(ii)
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whichever is less 14. 15. Amount of additional loan applied for The sale price of house / flat / bungalow / tenement in the Staff Cooperative Housing Society (Give name of the Society) Details in respect of the plot of land/ house / flat / apartment bought / constructed / extended / proposed to be bought / constructed / extended a) In the case of a Private Housing Society, where the construction is completed / to be completed Full name of the Society Registration Number Situated at Whether the employees membership in the society is approved ? If so, true copy of such allotment letter as per Specimen marked A should be attached (Annexure 5.13) Where the construction of the Society is completed, the Government approved Valuers report should be submitted as per specimen marked B (Annexure 5.14)
: : :
Rs. .................. Rs. .................. Rs. ..................
16.
: : : : :
i) ii) iii) iv)
v)
Existing Flat/House Bungalow/Tenement ---- vi) Plinth area : :
New Flat/House/ Bungalow/Tenement -------
vii) Carpet area
b)
Where an independent house/ structure is purchased/is to be purchased by disposing of existing house/flat in Staff Cooperative Housing Society
855
i)
Name(s) of the Vendor(s) and relationship with the employee, if any Name of the building/ house Where situated Landlord(s)s/Vendor(s)s letter as per specimen marked A offering a plot of land/house/building, etc. (Annexure 5.13)
ii) iii) iv)
: : :
Existing House/Flat v) vi) c) Plinth area Carpet area Where extension of a building/ house/apartment owned by the employee Name of the building/ house/apartment/Staff Cooperative Housing Society Where situated Architects certificate should be submitted marked B (This should indicate total cost of additional construction.) (iv) a) Additional construction b) A certified true copy of the municipal approval for such extension Where purchase of plot of land and construction thereon is contemplated by disposing of house/flat in the Staff Co-operative Society Full name(s) of the Vendor(s) A letter from the Vendor(s) addressed to the employee, giving the area of land offering : : : : : :
New House/Flat
: :
i)
ii) iii)
: :
d)
i) ii)
856
it for sale and mentioning the sale price iii) Survey and other numbers, boundaries, etc. Area of the plot (in sq.yards/metres) Price per sq.metre Total cost of plot : Rs. ..................... price is fair :
iv)
v) vi)
(Certificate should be attached marked C from the Architect that purchase and reasonable and compares favourably with the rates prevailing in the neighborhood.) vii) Any earnest money paid ? If so, how much and when does the Agreement to sell expires ?
(If an Agreement to sell has been entered into, please attach a copy certified by the Local Advocate of the Branch wherefrom the employee will avail the loan, marked D.) viii) If the plot has been purchased, please also forward to us a copy of the Deed of Conveyance certified by the Local Advocate marked E. ix) Is the land converted into non-agricultural land ? If so, please attach a copy of the relative order duly certified, marked F Is the N.O.C. obtained by the Vendor(s) under the provisions of the Urban Land (Ceiling and Regulation) Act 1976 ? If so, please attach a copy thereof duly certified marked G) Whether the plot is fully developed ? If not, the estimated expenditure : who will bear the cost ? Vendor(s) or the Employee. :
x)
xi)
Existing New ----xii) Total plinth area of house/bungalow xiii) Total carpet area of house/bungalow :
857
xiv) Blue prints of the plot of land and house/bungalow prepared by the Architects as submitted to the municipality should be enclosed.
* (If the plans have been approved by the Municipality, a copy of certified as a true copy by the employees Architect, marked H should be attached.) xv) Details of the amenities provided/proposed to be provided in the house/bungalow 17. Estimated cost of house/bungalow/ flat/apartment/extension where a) flat is in a society, the construction of which is under progress extension of building/house/ apartment/flat acquired by the employee either under Co-operative Housing Scheme or Individual Housing Scheme Purchase of plot of land and construction thereon :
the
relative
sanction
: :
b)
c)
(This should be supported by a certificate marked I from the employees Architect that the estimate is in order) 18. Whether the Societys/Landlords title to the property/land/flat/ apartment is clear and marketable, free from encumbrances and doubts ? (A certificate to this effect from the Local Advocate of the Branch wherefrom the employee will obtain the loan should be attached marked J in case of a new property/land/flat/ apartment.) Amount of the loan for which the employee is eligible in terms of item No.13 above The amount the employee will have to pay from his own resources after taking into consideration the Banks additional loan for which he is eligible. A blank irrevocable letter of authority in duplicate as per specimen marked K (Annexure 5.10 or 5.11, as the case may be) should be attached. :
19.
Rs. ..................
20.
Rs. ..................
21.
Rs. .....................
858
22.
Municipal taxes/levies, etc. approximately per month in respect of the house/building/flat/apartment Betterment charges where a) plot acquired/to be acquired and construction thereon flat in the Society/apartment to be purchased/acquired, construction of which is in progress
Rs. .....................
23.
b)
(A certificate should be attached, marked L from the employees legal adviser where the land falls in aTown Planning Scheme and any better-ment charges are payable thereon.) 24. Proper approach road and water available where (a) plot of land acquired/to be acquired and construction thereon flat in the Society/Apartment to be purchased/acquired, construction of which is under progress.
(b)
(A certificate should be attached, marked M from the employees builder /architect stating that there is a proper authorised approach road to the site/house/building and the water is available for drinking and construction purpose.) 25. Schedule of disbursement where the construction is under progress and the loan will be disbursed in instalments. (A statement should be attached, markedN from the employees/societys/builders architect detailing the stages of works required to be completed and showing there against the instalments of the loan to be released thereafter) 26. 27. Any other information I hereby declare that .......... i) I do not own dependent children any residential accommodation in the name of myself/my spouse/my :
ii)
I have read the circular No.10/19 of 1983 on the additional individual loans to the staff and agree to abide by the same. *My wife/husband is not an employee of the Bank
Housing
Scheme
for
granting
iii) iv)
*My wife/husband who is an employee of the Bank has not applied for obtaineda housing loan under the Banks Co-operative Housing Scheme and/or the Individual Housing Scheme. ............ is (here after my retirement. mention the name of the place) the place where I intend to
and/or under
v)
settle
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vi)
The total cost of the house or flat proposed to be construction carried out (including the cost of land) will not exceed Rs........
constructed/acquired/additional
vii) The site/house/flat to be constructed/acquired/enlarged with the help of the loan availed of from the Bank will not be utilised as a source of income or profit except to such extent and for such period as the Bank may permit and that my loan applied for as detailed below, will be sufficient to complete the construction/acquisition of the proposed site/house/flat/enlargement of the present accommodation. a) Amount of additional housing loan as per this application
: :
Rs. .................. Rs. ..................
*b) Amount of withdrawal from Provident Fund balance applied for/sanctioned *c) Amount of loan availed of/to be availed of from the Co-operative Credit Society
Rs. ..................
*d) Personal Savings *e) Other resources (give details and how they were acquired) TOTAL Total estimated cost of acquiring/ construction/enlarging the house/ite/flat Date : Signature : Name Place : :
: :
Rs. .................. Rs. ..................
Rs. .................. Rs. ..................
Branch/Dept.:
* Delete whichever is not applicable, under authentication.
Annexure 26.33 Application Form for relief loan (To be submitted in duplicate) The Branch Manager, State Bank of India, _____________________ Dear Sir, ADVANCES TO STAFF-FLOOD/CYCLONE / DROUGHT/EARTHQUAKE RELIEF LOAN
860
I hereby apply for a relief loan of Rs. ___________ (Rs.____________________ only). The other particulars required in this connection are given below :1. 2. 3. 4. 5. i) ii) iii) iv) v) Name in full : Designation : Basic Pay : Present residential address : Location of the property where the damage is actually caused : Survey No. Village and District Extent Acre(s)
Whether house property/agricultural lands Registered in the name of Yours faithfully,
(Signature of the employee/official)
Annexure 26.34 Declaration Form for obtaining relief loan To, The Branch Manager, State Bank of India, __________________________ Dear Sir, FLOOD/EARTHQUAKE/CYCLONE/DROUGHT RELIEF INTEREST BEARING LOAN I have to state that during the recent floods/earthquakes which occurred at ................. I have suffered damage to my house/property, the details of which are attached hereto. This area has been declared as flood/earthquake/cyclone/drought affected area by............. State Government. As a result of this damage, I have suffered a loss of Rs. ......................
861
2. 3.
I request you to grant me a loan of Rs. ................ A certificate certifying the amount of loss sustained by me, obtained from President of the Municipality/ the Tehsildar of the town in which the property is situated / Block Development Officer under whose jurisdiction the property is situated / the President of the Gram Panchayat of the village in which the property is situated is attached. In case I am granted the loan, I authorise the Bank to recover the amount of loan in .............equal monthly instalments from my salary. I note that the first instalment will be recovered from the month succeeding the month in which the loan is granted. In the event of my death or my ceasing to be in service before the amount of loan is fully paid, the outstanding balance shall be adjusted from the superannuation benefits, if any, due to me. I agree to abide by all the conditions stated above and confirm that the facts stated by me in this application are correct. Yours faithfully,
4.
4.
(SIGNATURE) Name : ............................ Designation : ................... Branch/Department : ................... DETAILS OF DAMAGE TO HOUSE / PROPERTY Nature of property i) ii) iii) iv) ___________ Total ___________ DECLARATION I, __________________________________________ do hereby declare that the statements furnished above are correct. In case, at any stage, the above information is found incorrect, I would be liable for disciplinary action being initiated against me. Date : Signature of the Employee ____________ ____________ Total value of property suffered Amount of loss
862
Annexure 26.35 Statement of Flood / Cyclone / Drought / Earthquake Loan granted to Staff During _______________20______ ................BRANCH _____________________________________________________________________________ Name of the employee/ officer Designation Substantive Salary Amt. of loan Date of sanction Monthly instalment stipulated for repayRemarks
ment. _____________________________________________________________________________
_____________________________________________________________________________ Certified that I have verified the particulars given in each application for advance and I am fully satisfied that the houses of the employees/officers listed above have been damaged and they had to incur expenses on repairs. State Bank of India,
863
.................. Branch Date : BRANCH MANAGER
Annexure 26.36 DRAFT OF CERTIFICATE This is to certify that Shri/Smt./Kum.______________________________ ____________________________________________________________________ FULL ADDRESS resides at
In recent flood/earthquake/drought the properties belonging to him/her as detailed below were damaged and he/she has suffered loss as mentioned against individual items of property mentioned below: Nature of Property Total Value of Property TOTAL Amount of Loss Suffered ___________ ___________
Signature of Authority With SEAL
864
ANNEXURE 26.37 APPLICATION FOR PERSONAL LOAN (To be submitted in duplicate) Name of the Applicant Designation Date of Appointment Date of Confirmation : : : : P.F.Index No. : Branch/Deptt : Intercom No. : Employee No. :
Total Service : _______ Year ______ Months ________________________________________________________________________ The Assistant General Manager, State Bank Of India ________________ Dear Sir, 1. I shall be obliged if you please grant me a personal loan of Rs.___________ (Rupees________________________________________) by way of overdraft, as per Personal Loan Scheme of the Bank (hereinafter called as loan) for meeting the expenditure on _____________________ (the necessary Through: The Branch Manager/Head of the Deptt.
865
documentary evidence is enclosed/will be submitted whenever demanded by the Bank). I have not availed the loan under this facility earlier/the Loan availed by me earlier has been /will be liquidated on ___________ (date). 2. I hereby apprise the Bank to credit my salary and allowances to overdraft account No.__________________ with _______________________ Branch and to recover the amount of the loan and the interest thereon at the SBI PLR rising / falling from time to time from the said overdraft account. I also undertake to pay the interest at the monthly/quarterly rests in respect of the outstanding of the overdraft A/c. I undertake to abide by the Rules and Regulations governing the sanction of the Loan. I also undertake to utilise the proceeds for bonafide purposes and not for reinvestment of speculative nature. Any breach of the terms governing the loan or investment of speculative nature will entitle the Bank to recover the entire amount then due with interest forthwith and also render me ineligible for further facility under this scheme or any other staff loan scheme. This will also attract disciplinary action as may be decided by the Bank. In the event of my ceasing to be in the Banks service before the Loan is liquidated the balance outstanding and the interest due, if any, may be adjusted out of the Banks contribution to the Provident Fund, if payable to me/my nominee in terms of the relevant Fund Rule. If the Banks contribution is not payable to me/my nominee or is not sufficient to repay the entire outstanding including interest, the outstanding may be recovered from my own contribution to Provident Fund and / or gratuity and I hereby authorise the Trustees of Provident Fund and Gratuity Fund accordingly and to that extent it shall be a good discharge to the Trustees against all claims whatsoever in respect of the said Fund. I hereby authorise the Bank to appropriate the amount of leave encashment due at time of retirement towards outstanding in the Overdraft Account and interest thereon. I also undertake to extend the charge on the house property mortgaged to the Bank in respect of which Individual Housing Loan has been availed as collateral security for the Personal Loan and submit the necessary confirmation in this regard from the branch from which I have availed Individual Housing Loan. I also undertake that I shall not avail of any loan from sources outside the State Bank of India including loans from co-operative societies and / or request the Bank to deduct monthly instalments from salary for this purpose without the written permission of the Competent Authority in the Bank. I also confirm that I have no external borrowings other than those for which specific written approval has been obtained from the Bank as detailed below (for officers only). I undertake that my monthly salary will be credited to the overdraft account and the account will not be overdrawn beyond the drawing power at any time. In the unlikely event of the account remaining overdrawn for any reason whatsoever including on account of interest debited, I undertake to repay the overdrawn amount promptly failing which enhanced interest at the rate to be decided by the Bank may be recovered from me. I have fully understood the details of the Personal Loan Scheme and undertake to abide by the rules governing the scheme failing which I will be liable to repay the entire loan plus interest and will be ineligible for further facility under this Scheme or any other staff loan schemes. The particulars of my salary and deductions there from are furnished below: Basic Pay Spl. Allowance Other Allowance Gross Salary Rs.______ Rs.______ Rs.______ Rs.______ (2) (3) (4) (5) (6) (7) Deductions from salary (1) Provident Fund (excluding voluntary portion) Income Tax Professional Tax Housing Loan Consumer Loan Vehicle Loan Credit Society (Loan deduction) (8) Festival Advance (9) Gold Loan Rs.________ Rs.________ Rs.________ Rs.________ Rs.________ Rs.________ Rs.________ Rs.________ Rs.________
3.
4.
5.
6. 7.
8.
9. a) b) c) d)
866
(10) Other deductions, If any, (please give individual details if necessary on separate sheet) (11) Notional interest on Overdraft (for entire limit) TOTAL e) f) Less Total Deductions Net Take Home Pay : Rs.________ : Rs.________ ( ______% of gross emoluments) ( ______% of gross emoluments) Amount
Rs.________
Rs.________ Rs.________
Details of external borrowings:Source from which borrowed
Details of approval accorded for availing outside borrowing
Date: FOR OFFICE USE Basic Pay (and special allowance, if any) Permissible Amount of Loan Monthly instalment, if any and interest Recovery to commence from
(Signature of the applicant)
Rs.________ Rs.________ Rs.________ Month / Year ________
Scrutinised and found in order and recommended.the sanction of personal loan will not result in the take home pay of the applicant falling below 40%of his gross salary. We confirm that no disciplinaryproceeding is contemplated / pending against the employee he / she has not taken frequent leave on loss of pay. Sanctioned a personal loan of Rs. _____________________
Branch Manager / Head of the Deptt Date:
Asstt. General Manager (OAD) Date:
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ANNEXURE 26.38 SPECIMEN OF LETTER OF AUTHORITY ADRESSED TO THE TRUSTEES OF THE PROVIDENT FUND AND GRATUITY FUND TO BE OBTAINED FROM THE EMPLOYEE / BORROWER AT THE TIME OF SANCTION OF LOAN (To be executed by the employee) Place : ____________ Date : ____________ To The Trustees, State Bank of India Provident Fund / Gratuity Fund. Dear Sirs, I hereby irrevocably authorise you to hand over to State Bank of India the Cheque / draft for entire amount which is payable to me under the State Bank of India Employees Provident Fund Rules / Gratuity Fund Rules (in force for the time being) immediately after the same has become payable. Such payment shall be a valid discharge to you for the amount so paid and the same shall be binding on me and my heirs, executors and administrators and estate. If any further application or letter or a receipt is required from me to authorise or enable you to hand over such cheque / draft and effect payment as aforesaid, I shall sign the same after being informed thereof by you or by the Bank. In the event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I hereby irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter, receipt or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me and shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I had myself signed the same. Yours faithfully,
(Employee) Copy to: STATE BANK OF INDIA, ______________BRANCH.
868
ANNEXURE 26.39
SPECIMEN OF LETTER OF AUTHORITY ADRESSED TO THE TRUSTEES OF THE PROVIDENT FUND AND GRATUITY FUND TO BE OBTAINED FROM THE NOMINEE(S) OF THE EMPLOYEES FOR HIS / HER PROVIDENT FUND BALANCE
(To be executed by the Nominee/s) Place Date : ____________ : ____________
To The Trustees, State Bank of India Provident Fund / Gratuity Fund. Dear Sirs, I/We am/are the nominee/s of the above Fund. I/We hereby irrevocably authorise you to hand over to State Bank of India the Cheque / draft for entire amount which is payable to Mr./Mrs./Miss ____________________________(employee of the Bank) under the State Bank of India Employees Provident Fund Rules / Gratuity Fund Rules (in force for the time being) immediately after the same has become payable. Such payment shall be a valid discharge to you for the amount so paid and the same shall be binding on me/us and my/our heirs, executors and administrators and estate. If any further application or letter or a receipt is required from me to authorise or enable you to hand over such cheque / draft and effect payment as aforesaid, I/we shall sign the same after being informed thereof by you or by the Bank. In the event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I/we hereby irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter, receipt or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me/us and shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I/we had myself/ourselves signed the same. Yours faithfully,
(Nominee/s) Copy to: STATE BANK OF INDIA, ______________BRANCH.
Annexure 26.40 Certificate/undertaking by disbursing officials for raising loan from Cooperative societies
869
The General Secretary, _________USE T&C Co-operative Society Ltd., ___________________ ___________________
Dear Sir,
Shri________________________ Designation__________________ At the request of Shri_________________________________and keeping in view genuine need of the employee, we have permitted him to raise a loan of Rs.____________________________
______________________________from your society. We have noted to deduct a sum of Rs._________p.m. from salary of Shri________________w.e.f______________. This is without any prejudice to the right of the Bank to stop/vary the deductions/amount of deduction under the instructions/rules of the Bank in this regard and any other provisions of the law applicable in this regard. The undertaking will be valid till Shri _________________________draws his salary regularly and is in service of the Bank. The Bank will not deduct the instalment from subsistence allowance in case the employee is placed under suspension.
Yours faithfully,
BRANCH MANAGER
Annexure 26.41 (Letter to be exchanged in case of loans/advances to staff on commercial rates in case of existing loans)
To,
870
(Name of the Borrower & Address)
CHANGE IN RATE OF INTEREST
With reference to the following credit facilities sanctioned to you, the rate of interest stands revised as indicated against the said facilities on and from ____________________date. Nature of facilities Personal Loan Housing Loan Car Loan Student Loan
The said interest will be applied at monthly rests and all other provisions applicable in respect of charging of interest will remain unchanged. The Bank shall at any time and from time-to-time, be entitled to change the rate of interest depending on the changes in the PLR, and such revised rate of interest shall always be construed as agreed to be repaid by you and secured by the documents executed in connection with the above-referred credit facility. You shall be deemed to have notice of change in the rate of interest whenever the changes in PLR are displayed/notified at/by the Bank/Branch/published in newspaper/made through entry of interest charged in the statement of account sent to you. The interest, if not paid on the date of its application/due date, will be compounded.
Existing Interest
Rate
of Revised Rate of interest with effect from
Yours faithfully, Branch Manager Accepted
(Signature of Borrower) Name of the Borrower
Annexure 26.42 Delegation of financial & administrative powers: Individual Housing Loan Scheme CDO/IR/SPL/271 DT.21.10.2000 Area Authority to whom powers have been delegated
871
-------------------------------------------------------------------------------(I) Sanction of Housing (i) The respective Dy.General Asst.General Managers in charge of the Loans and Additional branches incumbencies) Managers (Scale VI & and V
(ii) The Asst.General Managers controller of the branches of incumbencies where the loan is to be
(at Scale
Regions) to IV availed of
Notes : (i) In respect of the employees at Local Head Offices / Corporate Centre establishments and also the employees on deputation to other institutions (SBI Caps, RBI, IBA, etc.) the applications completed in all respect should be forwarded to the branch where the loan is to be availed of by the respective heads of departments / institutions with required particulars duly certified. Henceforth, however, funds angle clearance need not be issued should be obtained from the Office Administration Department at Corporate Centre / Asst.General Manager (HR) at LHO. The funds angle clearance in such cases instead will be issued by modules by following the same procedure as is observed in respect of staff working under them. The linkage for clearance from funds angle is now shifted from the place of posting to the branch where the loan is sought to be availed of by the employees. Where an employee desires to acquire / construct a flat / house in an area under the jurisdiction of another circle, the application will be forwarded to the concerned branch in the other circle. The funds angle clearance need not to be issued by the circle in which the employee is working. In other words, for the purpose of funds angle clearance, the applications for Housing Loans from the other circle will be treated at par with those of employees working in the circle where the Housing Loan is to be availed of. With the delegation of powers for sanctioning of housing loan, it would be necessary to make the allocation of funds for housing to modules / regions so that the funds angle clearance may be issued at the level of the sanctioning authority. Grant of administrative clearance on the basis of project cost: (i) Authority is vested with General Manager Where the total cost of the housing project exceeds 3.5 times of the Banks loan :(ii) Where the total cost of the housing project exceeds 2 times the Banks loan but does not exceed 3.5 times - administrative clearance will be given by authorities based on the relative sanctioning authority, as under:-
(ii)
(iii)
(II)
a) i)
If the loan Sanctioning Authority is:AGM at branches of Scale V incumbencies & AGM at Regions controlling branches in Scale I to IV incumbencies AGMs at branches DGM headed branches
The administrative clearance will be given by:DGM of the Module
ii) iii)
DGM GM
872
b)
Extension in time limit for commencement of repayment of loan where the housing project is not completed within 36 months in case of construction of new house by a Govt. institution/Semi-Govt. agency and 18 months in all other cases. Extension upto 12 months at a Extension beyond 36 months of initial three time,(maximum three such extensions (12 months *3 occasions) extensions) For DGM headed Branches Other Branch (Scale I to V) GM DGM of the module For GM headed branches Other Branch (Scale I to V) CGM GM
c) d)
e)
All other branches GM Disposal of existing flat/house-grant of administrative clearance Sanction of loans to employees/officers beyond 55 years of age i) Grant of administrative clearance for disposal of existing flat/house and availing of additional housing loan ii) If the process of sale & purchase of the old/new house/flat is not completed within 9 months as envisaged, an extension by 6 months each may be granted on two occasions iii) A further extension of 3 months may be considered under exception on merit of each case. Waiver of the condition that the house/flat to be acquired with additional housing loan should be bigger by 120 sq.ft.
All other branches CGM Same authority empowered to sanction the housing loan. GM
a) DGM of the branch in respect of DGM incumbency branches b) DGM(Module) in all other cases i.e for Scale I to V branches
GM
CGM GM
f)
873
CHAPTER 27
MISCELLANEOUS MATTERS
27.1
1.
PROVISION OF BRIEFCASES TO OFFICERS FOR OFFICIAL USE

Brief cases will be provided to officers when considered necessary for their official use. The minimum period of use will be three years for all categories of officers and the cost will be reimbursed subject to the following ceilings w.e.f. 21.05.2005 JMGS MMGS II/III SMGS IV/V TEGS VI/VII TEGSS I/II Rs.1400/Rs.1800/Rs 2200/Rs.2600/Rs.3500/-
(CC No. CDO/ P&HRD-PM/11 dt. 21.05.2005) 2. A record of brief cases provided to officers should be maintained at the branches and by the controlling authorities. The record should include date of purchase, price and the name of the officer. Probationary Officers and Trainee Officers are not eligible for this facility during the period of probation.
3.
27.2
1.
BANKERS' CLUBS - MEMBERSHIP

At the instance of the Indian Banks' Association, Bankers' Clubs are being established at various centres. Our Branch Managers may become members of such clubs and accept office-bearerships in certain cases. The main objectives of the club are: i. ii. iii. iv. promotion and exchange of ideas and views between officers of different banks; spread of education related to banking; establishment of rapport with Government/public authorities etc.; and observance of codes of practice laid down for mutual interests.
2.
The admission fees and subscription to our officers joining the Bankers' Club will be reimbursed. The facility will be extended only to Branch Managers and Managers of Divisions working in incumbencies classified as MMG Scale III and above. The Branch Managers of important branches working in other places will also be permitted, if considered necessary, at the discretion of the Chief General Manager. The subscription and admission fees may be paid by debit to branch charges account. Recommendations in this regard should be submitted to the controlling authorities with full details regarding fees, etc. and only after obtaining their approval, may the officers become members of the Clubs.
874
27.3
i.
DEPUTATION OF OFFICERS OUTSIDE THE BANK

An officer of the Bank, deputed to serve outside the Bank, may either opt to receive the emoluments attached to the post to which he is deputed or in addition to his pay, draw deputation allowance as detailed hereunder: OSR-23(v) a) If an officer is deputed to serve outside the Bank, he may opt to receive the emoluments attached to the post to which he is deputed. Alternatively, he may, in addition to his pay draw a deputation allowance of 7.75% of pay maximum Rs.1500/-p.m. (w.e.f.01.06.2005) and such other allowances as he would have drawn had he been posted in the Bank's service at that place. b) Local Deputation :- Provided that where he is deputed to an organisation, which is located at the same place where he was posted immediately prior to his deputation, he shall receive a deputation allowance equal to 4% of his pay, maximum Rs.750/- p.m.. (w.e.f. 01.06.2005) c) Deputation to training establishment:- Provided further that an officer on deputation to the training establishment of the Bank as a faculty member or to Banking Service Recruitment Board, shall be eligible for deputation allowance @ 4% of his pay, maximum of Rs.750/- p.m. (w.e.f. 01.06.2005) d) Deputation to Associate Banks : Modification :- If an officer is posted as Managing Director of Associate Bank of the State Bank of India or of any other subsidiary of the Bank, he shall also be entitled to deputation allowance w.e.f. 24.6.93. All officers deputed to a subsidiary of the Bank shall continue to be entitled to deputation allowance. (CC No. CDO/P&HRD-IR/17/2005-06 dt. 07.05.05)
ii.
The competent authority to approve deputation of officers is given below: Officers Scales I to V Officers TEGS VI and above : : DMD & CDO Chairman
iii.
Deputation of Bank officers to other organisations is meant to benefit the borrowing as well as sponsoring organisations. Such deputations are to the benefit of all concerned, and a balance has to be struck between the gains to the organisation, the deputationists and the Bank. In this context, the Government has advised that deputations/assignments should be limited to 3 years in normal cases and 5 years in exceptional cases. All cases of deputations in excess of 3 years will require to be approved by the Executive Committee of the Central Board. (CC LETTER PA:CIR:69 dt. 26.9.83)
27.3.1
General guidelines
27.3.1.1 Maintenance of service files, leave record, sanction of leave, increments, etc.
(ADM/12/SPL/3574 Dt.07.08.1991 & ADM/12/1/SPL/5283 Dt.15.02.1993) All those officers from our Bank who are on deputation may be deemed to be on the establishment of the LHO in whose area of operation they are stationed. The concerned LHO shall be the link office between the Bank and the deputationists, and the Asst.
875
General Manager (OAD) at the Link Office may be designated as the Link Officer. In respect of officers on deputation to our subsidiaries in Mumbai like SBICAP, SBIFCS, as also officers deputed to organisations in Mumbai (other than sick units), the Office Manager at Corporate Centre may be designated as the Link Officer. Consequently the following procedure has been laid down:i) Maintenance of Service Files :Service files in respect of all deputationists (except in case of officers in TEGSS I / TEGSS II) may be maintained at the HR Department at LHO / Personnel Admn. Dept. at Corporate Centre. The service files of officers in TEGSS I and II shall be maintained at Corporate Centre as at present. Annual Appraisal Reports on the deputationists are also required to be got compiled and reviewed by the appropriate authorities during the period of deputation by the Link Officer. ii) Sanction of leave:Leave may be sanctioned by the reporting officer in the concerned organisation. In cases where the deputationist is the Chief Executive of such organisation, the officer may avail leave in accordance with the practices prevailing in the organisation, but subject to Bank's rules in this regard. iii) Maintenance of service sheet-cum-leave record :The Link Office (OM at CC/ concerned LHO) shall maintain the service-sheet-cum-leave record of deputationists. He will advise the concerned organisations details of leave due to the deputationist as on the date of deputation, and will also ascertain at the end of each financial year particulars of leave availed by the deputationist during the year, to update the leave record. The service sheets-cum-leave records in respect of all grades of officers deputed to RRBs should be maintained at RRB Department at Local Head Office. iv) Sanction of increments :The Link Officer shall submit to the GM / CGM, depending upon the grade / scale of the deputationists, proposals to sanction annual increments / stagnation increments as and when due. He shall also arrange for fitment of the deputationist's salary at the time of promotion / wage revision, if any. v) Sanction of loans, scholarships, accounting of Provident Fund / Pension Fund contributions and other sundry matters :The deputationist may submit to the Link Officer his requests for loans, scholarships, etc. The Link Officer shall accord necessary sanction for the same or arrange for obtaining necessary sanction of the appropriate authority. He shall also arrange for advising the requisitioning organisation about changes in rate of D.A or other benefits/perquisites whenever applicable. The requisitioning organisation shall be required to remit amounts due to the Bank, including contributions to Provident / Pension Funds, to the Link Office. vi) Extension in service The date on which the extension of service is due should be diarised by the Link Officer and the proposal processed and put up to the competent authority well in time as per extant instructions in this regard. vii) Proposals for retirement
876
Proposals for retirement of the deputationists should also be similarly processed and put up to the competent authority so as to ensure that their terminal benefits are paid on due dates.
27.3.1.2 Guidelines regarding perquisites to be provided to the deputationists

(CC No. CDO/PM/2/SPL/7172 dt. 31.01.1997) Residential accommodation should be provided by the company/ organisation to which the officer has been deputed. In case they desire the Bank to provide the same, commercial rent/lease rent, as applicable, would be recovered from the company/ organisation on monthly basis. 2. 3. i) ii) iii) As regards medical facilities and all other perquisites, the bills will be paid by the Bank and reimbursement obtained in due course from the company/ organisation. In addition to the salary and allowances and perquisites of the deputationist, the following will also be payable to the Bank by the borrowing company/ organisation :Bank's contribution to Provident Fund :- 10% of Basic Pay (including eligible amount of PQA every month). Bank's contribution to Pension Fund :- 10% of Basic Pay (including eligible amount of PQA every month). Contribution towards leave salary :- At the end of the period of deputation, leave salary corresponding to leave earned during the period of deputation but not availed during the said period shall be payable to the Bank. Leave Travel Concession :- If the officer does not avail the leave travel concession while on deputation, the cost of leave travel concession proportionate to the period of deputation, would be payable at the end of the period of deputation.
iv)
27.3.1.3 Procedure to be adopted for recovering expenses from borrowing companies/ organizations
(CC No.CDO/CM/11/SPL/3838 dt. 27.09.1996) It has been observed that in a large number of cases, the expenses being incurred by the Bank on account of deputation of officers to outside organisations and subsidiaries are not being recovered causing avoidable drain on the profitability. As it is, the Bank is not covering the opportunity cost of a trained official not being available to us, but the direct costs are required to be recovered in all cases, except where deputations are at the Ministry of Finance in the Central as well as state governments, Reserve Bank of India (under scheme of exchange of officers) and various offices of the Banking Ombudsman. In some cases, deputations are to Ministries / Departments / Commissions other than the Ministry of Finance and in such cases, all expenses are to be covered. While recovering the expenses, the following procedure is to be followed :1. Salary and allowances and perquisites should be recovered in full preferably on monthly basis. It would be advisable if arrangements are made to make payments of salary and allowances of the deputationists directly by debit to the account of the deputee organisations. We should try to avoid provision of residence from Bank's owned pool of houses. However, if such houses are provided, commercial rent (and not standard rent) should be recovered from the deputee organisations. In case of leased accommodations the deputee organisation should bear the full lease rental. In case of deputed officers being eligible for provision of cars, the deputee organisation should be asked to provide the car. In case it is not feasible, car should be leased and
2.
3.
877
provided to the officer with full lease and operational costs being recovered from the deputee organisation. However, if it becomes necessary to provide the Bank's car, the following costs would need to be recovered :a) b) c) 4. Full operating cost including repairs, fuel and consumables. Salary and allowances (including overtime, if any) of the driver provided. l/36th of the original cost of the car to be recovered per month (assuming the average life of a car to be 36 months).
Where telephones are provided, the deputee organisations should be asked to settle the bills directly. In case they desire that the bills be paid by us and reimbursement obtained, this arrangement can also be followed. A proper account should be kept of such bills and the matter followed up until full reimbursement is realised.
27.3.1.4 General
The terms and conditions relating to officers whose services are lent to other agencies will be advised to them as and when the deputation is made.
27.3.2
i)
Deputation to District Industries Centres

Officers may be deputed to District Industries Centres to function as Manager (Credit) in those districts where the Bank is the lead bank. These officers will be on deputation to the DIC till such time as government is able to obtain and train officials from their own cadres to take over this function. Only such officers who satisfy the following criteria will be considered for selection to such posts. a) b) c) The officer should be young and enthusiastic and between 30 and 40 years of age. The officer should have experience in small scale industries and small loans. The officer should have a proven record of achievement in priority sector lendings particularly in small scale industries.
ii)
The tenure of an officer at a DIC as Manager (Credit) cannot straightaway be treated as line assignment and normally an officer is expected to handle an independent line assignment in the Bank on reversion from the DIC. If in the meantime any such officer's case comes up for promotion to Middle Management Grade Scale III, due consideration will be given to his performance while on deputation as if it was a line assignment.
27.3.3
Deputation to Regional Rural Banks

Officers of the Bank are deputed to Regional Rural Banks sponsored by the to work in important capacities like Branch Manager, Administrative Officer, etc. These officers will continue in the assignment with the Regional Rural Bank until such time as the officers from the Regional Rural Bank's permanent cadre are available in sufficient number to replace them. i) The post of Chairman of a Regional Rural Bank is an assignment outside the bank and officers are deputed to work as Chairman after Government's approval and only till such time as the post is filled up on a permanent basis.
878
ii)
Officers on deputation, who are posted as Branch Managers, will be considered as working in a line assignment, but those posted in administrative positions will not be treated as working in line assignment. The minimum period of deputation for an officer deputed as Chairman of a Regional Rural Bank will be 3 years. In the case of other officers, the maximum period will be fixed at 3 years. The officers deputed to Regional Rural Banks will not be given any special preference in regard to their posting to places of their choice when they come back to the Bank. However, if they had remained in rural areas while on deputation they may get their preferences for posting recorded and their case considered in accordance with the agreed transfer policy in the Circle.
iii)
iv)
27.3.3.1 INCENTIVE TO OFFICERS DEPUTED AS CHAIRMAN AND GENERAL MANAGER OF REGIONAL RURAL BANK
a) Performance based weightage in promotion process The circle authorities should give due weightage to the performance of these officers as Chairman and General Manager of RRB while compiling / reviewing annual appraisal reports or writing promotion appraisal forms on them, particularly in case of officers MMGS III and SMGS IV. (CDO/PM/17/SPL/748 Dt.13.09.2001) b) c) These officers who have completed their tenure as Chairman and General Manager of RRB should be transferred to a place of their choice to the extent possible. In case of RRBs headquartered at centres other than those already identified as difficult centres, the facility of retaining family at the previous place of posting should be extended if, keeping in view the branch categorization norms, an officer would not have been posted to a branch at the centre .The facility shall be as under i. When an officer keeps his family at the previous place of posting, the rental ceiling applicable for that centre i. e. the previous place of posting shall be applicable. When an officer keeps his family at a place of his convenience other than the place of previous posting, he shall be eligible for furnished leased residential accommodation within the rental ceiling applicable to his present place of posting i.e. R.R.B. headquarters. Where the Banks flat /leased residential accommodation provided at the previous place of posting to such an officer is required by the Bank and he is desirous of keeping his family at that centre, he may arrange alternative furnished leased accommodation within his entitlement applicable to that centre i.e. the centre of previous posting. An officer living in his own house and drawing house rent allownance on capital cost basis at the place of previous posting, and who does not shift his family from that place shall be permitted to continue to draw it on capital cost basis during his deputation to RRB.
ii.
iii.
iv.
879
v.
The officers who are permitted the above facility should necessarily stay at the place of their posting. Arrangements for a stay at headquarters should be made by them at their cost.
Where official residence earmarked for these officers is available, the officer shall occupy that house and rent will be recovered at the usual rate
27.4
PAYMENT OF HONORARIUM FOR PROFICIENCY IN FOREIGN LANGUAGE

The Bank will award honorarium to officers completing recognised courses in the following foreign languages : German, French, Arabic, Persian, Spanish, Portuguese, Russian, Italian and Japanese. The honorarium will be Rs.300/- for completion of a preliminary course and Rs.500/- for completion of an advanced course. A preliminary course will be a one year course while an advanced one will be of two years' duration. Courses conducted by any Indian University or by recognised institutions like Max Mueller Bhavan/Alliance Francaise will be recognised for this purpose. Certificates or diplomas obtained by officers from other institutions will be considered on merits. Officers who have qualified themselves in German, French, Arabic, Persian, Spanish, Portuguese, Russian and Italian after 6.11.1978 will be eligible for the above honorarium. In respect of Japanese language, the honorarium will be payable to officers who have completed the course on or after 21.12.1983.
1.
2. 3.
4.
27.5
1. i) ii)
DUTIES OF RURAL DEVELOPMENT OFFICERS

Technical and routine banking functions will be entrusted to the Rural Development Officers. The duties to be carried out by the RDOs will be broadly as indicated below : a) To survey the villages for adoption and preparation of survey reports, b) To determine whether the village is suitable for extending loans. Assessment of credit requirements of villages/areas chosen, formulation of suitable schemes for development of agriculture and allied agricultural activities and recommending them to the controlling authority. Processing/appraisal of the loan proposals and submission of recommendations for sanction or otherwise of the loan. To verify the progress of work in respect of term loans. To inspect at periodical intervals, farms/machinery and other assets/securities charged to the Bank. Verification of title deeds/rent receipts/etc, with a ownership/possession right of the applicants/guarantors. view to ascertaining the
iii) iv) v) vi) vii) viii)
To arrange for opening of accounts of borrowers, execution of loan documents and disbursement of loans as per terms and conditions of the loans sanctioned. Compilation of opinion reports/evaluation and incorporation in the application forms of the means of the borrowers/guarantors where detailed opinion report is not required, and periodical review/revision of such reports.
880
ix) x)
Collection of data regarding prices of food grains, agricultural inputs, machinery, etc. and details about the crop conditions. To keep liaison with the village authorities, to organise village meetings for explaining the Bank's schemes to the farmers and render them necessary assistance and guidance in completing the application forms. To keep liaison with State Government Departments/other banks and co-operatives working in the area. To attend District Consultative Committee meetings when the Branch Manager/Manager of the Division is not in a position to attend. To offer farm consultancy services to the farmers, where warranted, in close collaboration with the agriculture and other departments of Government. To disseminate knowledge regarding improved varieties of seeds, fertilisers and pesticides and suggest farm management techniques to the farmers. To prepare suitable cropping patterns and implement them. To suggest changes in the scales of finance. To help organisation/development of subsidiary occupation such as poultry, dairy etc. and infrastructural facilities such as construction of godowns, transport, marketing etc. Checking of returns to be submitted to the controlling office and ensure their prompt submission. To arrange for prompt recovery of loans and also collection of cash from villages, where necessary, subject to a ceiling of Rs.5,000/- provided satisfactory arrangements for transit insurance have been made. Deposit mobilisation. To do such work relating to agricultural financing at the branch as may be required by the Branch Manager/Manager of the Agricultural Banking Division. Rural Development Officers at branches may be entrusted with the duties of checking/authenticating control cards, ledgers etc. in addition to their other functions. They may be delegated signing and passing powers to the extent of Rs. 25,000/-. Rural Development Officers may be entrusted with acting/officiating chance as Branch Managers of Agricultural Development branches/Rural Development Managers/Managers of Agricultural Banking Divisions, provided they are senior to other officers in the branch/division. The prior approval of the controlling authority would be required to be obtained in the first instance before affording acting/officiating chance to the Rural Development Officers. Rural Development Officers who have adequate general banking training which will enable them to function beyond their specialist roles, may be posted permanently as Managers of Agricultural Banking Divisions, Rural Development Managers and Managers of Agricultural Development Branches subject to other considerations viz. seniority of the officer, etc.
xi)
xii) xiii) xiv) xv) xvi) xvii) xviii)
xix) xx) 2.
3.
4.
881
27.6
PRESENCE OF RETIRED OFFICERS IN COURT CASES - PAYMENT OF TRAVELLING EXPENSES

Pensioners of the Bank may be paid halting allowances and reimbursement of actual lodging and boarding expenses whenever they are asked to appear as witnesses on behalf of Bank in court cases/disciplinary cases in addition to the reimbursement of actual conveyance expenses in terms of their entitlement as applicable to their grade on the date of their retirement. In addition to the above provisions retired officers attending local court cases may be paid a lumpsum amount of Rs. 150/-- per day w.e.f. 08.04.1999 (CDO/PM/CIR/2-08-04-1999). These provisions may also be followed when our retired officers are summoned by CBI as prosecution witnesses in their local offices/courts.
27.7
RECORDING OF SPECIMEN SIGNATURE NUMBER IN SERVICE SHEET (CO LETTER PA/CIR/.94 Dt 13.8.84)
It has been decided to incorporate the specimen signature numbers of officers in their service sheets for the following advantages:-
i) ii) iii)
It will provide an easy source of reference to the specimen signature number of a particular officer. It will enable controlling authorities at the time of posting to determine whether the official's signature has been circulated. It will enable controlling authorities to periodically determine whether all officials' signatures have been circulated and to take corrective steps to arrange for circulation of signatures and to transfer signatures of promoted officers to other sections of the Book.
27.8
CIRCULATION OF SPECIMEN SIGNATURES: AVOIDING LAPSES / SHORTCOMING

When specimen signatures are submitted for onward transmission to Central Accounts Office, Calcutta, the following lapses /shortcomings have usually been observed by them, which result in rejection of a number of specimen signatures sent to them:
i. ii. iii. iv.
Specimen signature of the officer is not legible i.e. does not indicate name of the official. The three specimen signatures are not uniform. The specimen signatures appear to be easily forgeable. The name of the official and the specimen signature should have the same spelling and should be congruous. It should be ensured before forwarding the specimen signatures that the above lapses /shortcomings are avoided.
27.9
i.
JOINING OF STRIKE BY OFFICERS IN SENIOR MANAGEMENT GRADE

The question of senior officers of the Bank joining strike calls given by the Officers' Association has been examined by the Bank and it was felt that while the award staff are organised as registered Trade Unions and function in terms of provisions of the Industrial Disputes Act, the officers have formed registered associations which do not have protection of Industrial Disputes Act. The senior officers in Scale IV and above have taken membership of these associations and are indulging in trade union activities. The position in respect of such officers taking part in the strike is anomalous because officers in Scale
882
IV and above are generally posted in important managerial positions. Officers in Scale IV and above are not expected to be members of the associations of which officers in Scale I to III are also members. In case officers Scale IV and above go on strike or abscond with the keys of the branch of which they are the managers, apart from imposing wage cut for the strike period, an entry should also be made in their service record. ii. In the event of participation of officers in Scale IV and above in strike in the above manner, the names of officers concerned should be advised to the controlling authority for making entry in service record.
27.10
IIB DIAMOND JUBILEE FELLOWSHIP

The Indian Institute of Bankers has set up an Overseas Banking Research Fellowship known as "Diamond Jubilee Overseas Banking Research Fellowship" to be awarded annually to a deserving member of the Institute for studying the latest development in banking abroad. Under this fellowship, a scholar is selected every year from among the eligible candidates on the basis of their qualification, experience and subject of study abroad. The selected candidate visits any country in the world, excluding countries in Europe, for the purpose of his/her study under the fellowship for a period of about 10 weeks.
27.11
1.
LORD ALDINGTON BANKING RESEARCH FELLOWSHIP

A Fellowship with a sum of Rs.5 lacs offered by the Grindlays Bank p.l.c. has been set up by the Indian Institute of Bankers' to commemorate Lord Aldington's Chairmanship of that Bank. From the interest income arising out of the Fund, the Institute will award annually as desired by the donor, a Research Fellowship to a deserving member of the Institute to enable him to visit Britain and any one of the countries in Europe to be selected by him for a period of about three months to study the latest developments in banking. The conditions of eligibility as laid down by the Executive Committee of the Institute are indicated in the application form, copy of which can be obtained from the Institute. The eligible candidates will have to apply in the prescribed form, copies of which can be had from the office of the Institute on an application which should be accompanied by a self addressed envelope (25 x 17'/2 cm. in size) to be superscribed as 'Application for Aldington Banking Research Fellowship.'
2.
27.12
i. ii.
INDIA BASED TRAINEE OFFICERS

(CC LETTER ID:P&S:10:3545 dt. 23.9.94) The service file/sheets of IBTOs posted abroad are required to be maintained at the HR Department of their parent circle. Although rupee salary of an IBTO in India prior to his proceeding abroad remains notional, annual increments in his salary continue to accrue in the normal course and are required to be sanctioned at the HR Department of the circles concerned.
27.13
1.
PRESENCE OF OFFICERS IN COURT CASES : GUIDELINES

In respect of law suits filed in the courts, officers are generally called upon to be present in the courts at the instances of lawyers appearing for the Bank when the hearing of a case is likely to be held. In some cases, particularly at urban and metropolitan centres, it
883
is found that officers from a number of branches attend the same court even if the Bank's lawyer for all the cases is one. In a majority of cases, suits for small priority sector loans are not contested by the borrowers and quite often the date of hearing gets postponed time and again. 2. With a view to stream-lining the procedure for ensuring economy and effectiveness and for obviating the presence of branch official(s) in court(s), the following guidelines have been laid down :With regard to cases filed in the courts by branches of the Bank, the presence of the officers concerned of the Bank in courts will be necessary only when the cases are listed finally for trial, if they are contested, or where the defendant is absent and the case(s) is/are posted for ex-parte evidence to enable the Bank to obtain decree(s). For daily routine hearing, the presence of the officers of the Bank in the court is not necessary. The advocate appearing on behalf of the Bank should be specifically requested not to insist upon the presence of the officers for daily routine hearings. The difficulties that are experienced by the Bank's branches on the advocate's insisting on the presence of the Bank's officers for routine hearings and the dislocation of work caused in the branches should be explained to the advocate. The Bank's officers should also contact the Advocates a day or two prior to the date of the hearing and ascertain whether their presence is absolutely necessary and, if so, for what purpose.
i)
ii)
iii)
iv) If number of cases relating to a particular branch are posted in a court and an officer from that branch can depose in all the cases with reference to records, it is enough if one officer, who is conversant with the facts, attends the hearing. It is not necessary that all the officers who dealt with the matter should attend the hearing.
27.14 27.14.1
TRAINING OF PROBATIONARY OFFICERS/TRAINEE OFFICERS Training Schedule of Probationary /Trainee Officers

All POs recruited by the Bank would be instructed to report at the respective LHOs. The POs may be given a befitting welcome by the CMC and apprised suitably of the service conditions, policies, opportunities for self growth, career progression, etc. Such gesture will launch their careers on a happy note and may engender enabling feeling like identification with the institution, loyalty and commitment. On completion of the formalities and welcome from the CMC members, the POs would be shifted to the identified SBLC for Phase I of the Foundation Training. The training schedule for Probationary Officers has been prepared keeping in view that they are new recruits and the need to prepare them to face the dynamics of the emerging scenario. While training schedule for Trainee Officers has been prepared taking into account their optimal training needs in view of their previous work experience in the Bank as well as their evolving role in the context of the environmental changes and the emerging challenges. However, the present training has now been reviewed and it has been decided that, for future batches of POs/TOs : i. ii. Their actual institutional and on-the-job Branch training be for a period of 1 year. They will be placed as regular officers during the second year of their probation with full passing powers as applicable to the post they hold.
884
iii.
After 2 years they will be eligible for confirmation as JMGS I or MMGS II depending on their qualifying marks in the confirmation test/interview. (CC No. L&D/CDO/24/399 dt. 20.07.2006)
The training schedule for Probationary/Trainee Officers who are appointed on or after 01/07/2006, is detailed below : (CC No. L&D/CDO/24/730 dt. 06/10/2006)
INSTITUTIONAL TRAINING
Sr. No. 1 2 3 4 5 6 Subject General Banking & Computers Agriculture Technology Credit & IB EILDP General Management Programme Place SBLC SBIRD, Hyderabad SBIICM, Hyderabad SBLC SBLC/SBA IIM, Lucknow Existing 4 Weeks 1 Week ------4 Weeks 4 Weeks 4 Weeks * 17 Weeks Revised 4 Weeks 1 Week 1 Week 4 Weeks 4 Weeks 4 Weeks*
Total
17 Weeks
* For Probationary Officers only. For 4 weeks for Trainee Officers, Corporate Centre will advise separately. ON-THE-JOB TRAINING IN BRANCHES Sr. No. 1 2 3 4 5 Subject First branch training in GB/Technology Second branch training in Agriculture Banking Third branch training in PBB/PB Division branch (including deputation to nearby RACPC for 2 weeks). Fourth branch training in Credit/IB Fifth branch training in Supervising Phase Existing 20 Weeks 10 Weeks 10 Weeks 21 Weeks 20 Weeks 81 Weeks Revised 10 Weeks 5 Weeks 5 Weeks 11 Weeks @
Total
31 Weeks
Transit/Joining Period = 4 Weeks Total Training Period = 17+31+4 = 52 Weeks

@ They will be placed as regular officers during the second year of their probation with full passing powers as applicable to the post they hold.
27.14.2
Select SBLCs for Institutional Training

The Foundation Training for POs/TOs is conducted at selected centres where we have the necessary infrastructural facilities. The Foundation Programmes for POs/TOs are usually to be inaugurated by Dy.Managing Director(s) Corporate Centre or Managing Directors of Associate Banks in order to share with them the Bank's policies and concerns and also our expectations from them. A social get-together may also be arranged inviting senior level functionaries of the LHO/RO so that POs/TOs could have the benefit of meeting them.
885
27.14.3
PROJECT WORK IN MARKETING:

Corporate Centre, vide their letter number HRD/CDO/21/555 dated the 9th September 2005, have decided to cancel the project work phase of the training.
27.14.4
Submission of monthly diary by the POs/TOs, Confidential Report and Confirmation

While the POs/TOs are undergoing institutional training it would not be necessary for them to submit the periodical diaries. However, POs/TOs will submit the monthly diary on prescribed format to the Branch Manager/ Regional Manager/Departmental Head during the period of on-the-job/ Regional Office/ Local Head Office training who will forward it to the HR Department at Local Head Office after furnishing the comments thereon. The monthly diaries submitted by the POs/TOs will be carefully perused by the HR Department and corrective action, wherever required, will be initiated by them promptly in order to ensure that the POs/TOs receive proper training and guidance. The scrutiny of the monthly diary at the level of the branch manager and the HR Department will have to be of a high order so that it aids the total training of the POs/TOs. Otherwise, the routineness observed in regard to the diary system under the existing training system should altogether be avoided. The diary should be seen and used as a tool for monitoring the training of the POs/TOs. The formats for the diary and BM's report are given at Annexure 27.1. During training, the confidential report on the POs/TOs should be submitted at the end of completion of the training at each of the branches and that a consolidated preconfirmation note will be submitted by the Asst. General Manager (HR) to the appropriate authority recommending the confirmation or otherwise of the POs/TOs. His recommendations will be based on the reports given by the branch managers, performance of the POs/TOs in the evaluation tests, project report and his own observations during the periodical meetings with the POs/TOs. It should be noted that the POs/TOs, who do not perform well during the training, are not confirmed as a matter of routine.
27.14.5
Selection of branches and branch managers for training

Selection of branches plays a very important role in the training of POs/TOs. The branches should, as far as possible, have the appropriate business as well as location mix. They should have a climate which will facilitate the learning of the POs and be, as far as possible, problem free. The branches will have to be selected in consultation with the Asst. General Managers (Region) and a final list of such branches would be prepared by the HR Department and submitted to the Circle Management Committee for approval. The list of branches should be periodically reviewed by the Circle Management Committee for there should be some flexibility in the selection of branches. It is not our intention that the POs/TOs should be posted only to those branches at comfortable centres. They should be posted to branches at difficult centres also, provided they offer adequate opportunities for learning. While selecting the branches for training in agricultural banking, it is necessary to have in mind the agricultural seasons in the area so that the POs/TOs are able to receive the training in full.
886
The Branch Managers also play a vital role in the training of POs/TOs. It is therefore necessary that the branch managers are carefully selected. The branch managers should have had a total service of about 6-7 years as officer in the Bank including a service of 2 years in a managerial capacity. He should have been observed to possess positive traits and be preferably not more than 45 years of age. The branch manager will be selected in consultation with the controlling authorities and approved by the Circle Management Committee. Once in a year say, around September-October, the branch managers of the selected branches will attend a one day seminar wherein the various aspects of the training of the POs/TOs will be discussed and they will be made aware of their responsibilities in developing these POs/TOs. The members of the Circle Management Committee should participate in the seminar.
27.14.6
Role of Asst. General Manager (HR)

Asst. General Manager (HR) will play an important role in the training of POs/TOs. Asst. General Manager (HR) should develop and exhibit proper attitude for the development of POs/TOs, as the success of the training depends on their involvement, attitude and initiative.
27.14.7
Counseling
As in case of POs, there will be periodical meetings of the Asst. General Managers (HR) with the TOs for providing the necessary guidance and counseling to the TOs. They should be met by the General Managers (GMs) also. A separate meeting with the GM(Network I) and/or GM(Network II) is not necessary but they can participate in the periodical meetings of the Asst. General Managers (HR) and the other LHO functionaries with the POs/TOs at convenient centres. The extension of guidance/counseling to the POs/TOs will be only if the training is closely followed up by the P&HR Department through proper scrutiny of the monthly diary, confidential report, etc. Apart from the Asst. General Manager (HR), the other LHO functionaries, as and when they give an occasion to meet the POs/TOS, should provide them with necessary guidance as well as clarifications.
27.14.8
Passing Powers
The POs/TOs will exercise the passing powers at the Supervisory Branch. The will be placed as regular officers during the second year of their probation with full passing powers as applicable to the post they hold. (CC No. L&D/CDO/24/730 dt. 06/10/2006)
27.14.9
Rules regarding sanction of leave etc. during institutional training

All administrative powers, except when occasional casual leave is sanctioned, will rest with the parent Circle of the POs/TOs. The service/conduct rules applicable to officers must be scrupulously followed and any breach of such rules should be seriously dealt with.
27.14.10
Policy for confirmation of Probationary/Trainee Officers as MMGS-II

(CC No. P&HRD/CM/5/SPL/1033 dt. 20.12.2003) With a view to lowering the age profile at middle management and senior management levels in confirmation and placement/fitment of the meritorious of the Probationary Officers/Trainee Officers in MMGS-II. The ECCB in their meeting held on the 4th December 2003 has approved a scheme for confirmation and placement (fitment) of
887
Probationary Officers and Trainee Officers, exhibiting leadership qualities in MMGS-II. Accordingly Rule 15 of Officers Service Rules stand amended with Rule 16(1) which reads as under: OSR 16(1) An officer referred to in rule 15 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 the in-service training in the Bank. Provided, the Bank may at its discretion, subject to the merit and suitability of a Probationary Officer/Trainee Officer for future leadership role, being determined through a screening process to be prescribed by the Central Human Resources Committee may confirm and give placement (fitment) to such officers in MMGS-II. Provided that an officer directly recruited in any grade may required also to pass a test in a language other than his mother tongue or a professional course.
27.14.10.1
Details of the Scheme

a) Applicability The scheme for confirmation and placement/fitment of meritorious POs/TOs in MMGS-II would be applicable to such officers and whose confirmation is effective prospectively from the date after the scheme is approved by ECCB. b) Process to Identify meritorious PO/TOs Such of POs and TOs who qualify in a screening process as prescribed by the Cntral Human Resources Committee would be eligible for confirmation and placement/fitment in MMGS-II with effect from the date they are due for confirmation. he remaining POs/TOs if found eligible for confirmation in all respects would be confirmed in JMGS-I. The screening process for determining the suitability of POs and TOs for being confirmed and placed in MMGS-II would consist of test including aptitude test, psychometric test or other such test as designed in-house or by an agency engaged by the Bank for the purpose plus group and individual interactions etc. c) Scheduling of test and interview The test and interview etc for the confirmation and placement of the Probationary Officers and Trainee Officers may be scheduled when these officers have completed a major part of their training with a view to ensuring that they have gained sufficient exposure in all the aspects of Bank's working including Supervisory functions. d) Patter and Conduct of Test The POs/TOs during the course of their training/probation would acquire/familiarize themselves with functional knowledge in different facets of banking. It is also expected that having chosen Banking as a career these officers would be keeping themselves abreast of the various events and changes taking place in the area of Banking, financial services and the economy etc. Further the young leaders of future are required to possess the competencies such as Analytical Ability, Problem
888
Solving approach, Team Orientation, Innovation and Creativity, high level of Motivational Profile etc. e) Administration of Test The test would be administered on a pre-determined date to all the POs/TOs of a batch at all LHO centers. POs/TOs who do not qualify in the test shall be considered for confirmation in JMGS-I only. f) Interview/Group Discussion The officers who score in the test above the cut off point to be decided by the Central Human Resources Committee, would be called for group discussion/interview before a committee constituted by the Dy. Managing Director & CDO. The Interview Committee, besides having executives from the Bank,. may have one or more outside experts, and will assess the candidates General/Organisational Awareness, Communication Skills, Clarity of Thought, Personality and General Poise & Demeanour. Officers qualifying in the interview will be confirmed and placed in MMGS-II. POs/TOs who do not qualify in the interview shall be considered for confirmation in JMGS=_ only.
27.14.10.2
Testing Pattern
(CC No. P&HRD/CM/5/SPL/5058 dt. 05.03.2004) It has been decided that the following pattern will be followed for the screening process: i. A written examination will be conducted to test the functional knowledge of the officer eligible for confirmation. An officer would have to score 75% overall in this test which would be of 31/2 hours duration and carry maximum marks of 200. The detailed pattern is given in Annexure 27.2 The officer shall be subjected to an exercise to assess certain competencies of the officers and managerial attributes. The test will be of 20 marks with a minimum qualifying mark of 50%. The eligible officers who score the minimum qualifying mark of 75% in the written test, 50% in the competencies and managerial attributes assessment exercise and overall 70% would be subjected to a Group Discussion/Interview in which they will have to score a minimum mark of 75%. The Group Discussion/Interview will be of 40 marks. Eligible officers who score the minimum marks laid down in each of the three exercises mentioned above will be confirmed in MMGS-II. Weightage and minimum qualifying score of various parts of the process are given in the Annexure 27.3.
ii. iii.
iv.
2. Officers who do not secure the minimum qualifying marks as laid down will be considered for confirmation in JMGS-I. For confirmation in JMGS-I, an officer will have to score a minimum mark of 50% in the written test on functional knowledge. Their performance in the two other processes, viz simulative exercise and group discussion/interview will not be considered for the purpose of confirmation in JMGS-I. 3. The screening process will replace the 2nd Evaluation test for a batch due after 85 weeks of training. CR&PD will arrange for conduct of the written test on functional knowledge. The test for assessment of competencies will also be held a few days before or after the said test.
27.14.11 Extension in Probation Period of POs/TOs

All those POs/TOs who do not secure the minimum qualifying marks as laid down will be considered for confirmation in JMGS-I. In case of confirmation in JMGS-I, an officer will
889
have to score a minimum of 50% marks in the written test. Those officers who fail to do so will have to undergo extended training for six months, and their probation period will be, accordingly, extended by six months.
27.14.12
Penalty to PO/TO for failing in the functional knowledge test

Those POs/TOs, whose probation period is extended, will have to undergo another functional knowledge test after six months. Again they will have to score a minimum of 50% marks in the written test. Any Probationary Officer who fails to secure 50% or more marks in the functional knowledge test, his/her services will be terminated in terms of the extant provisions contained in Rule 16(3)(a) of SBI Officers Service Rules. However, in the case of a Trainee Officer, he/she will be reverted back to clerical cadre, if he/she fails to secure 50% or more marks in the functional knowledge test.
27.14.13
Training in (A) Hindi and (B) Functional Hindi to new POs/TOs

The use of Hindi for prescribed purposes and in the manner prescribed is a statutory requirement. As per Government instructions, it is the responsibility of the Bank to impart necessary knowledge of Hindi to its staff members and the progress in this regard is being reviewed at quarterly intervals by the RBI and Banking Division, Ministry of Finance. With a view to achieving the various targets set by the Govt. in this regard and to ensure proper implementation of the Office Languages Policy in our Bank, it has been decided to impart training to POs/TOs in Hindi as detailed below :-
i)
The training Schedule for POs/TOs includes phase I to IV STC and II at Staff College/Academy. During this period training in Hindi may be arranged at STC, Staff College/Academy and SBIRD. The trainees would be grouped under two categories (a) those having working knowledge of Hindi, and (b) those not having working knowledge of Hindi. (a) Training in Functional Hindi to be imparted to Officers having working knowledge of Hindi and (b) spoken Hindi to be imparted to officers not having working knowledge of Hindi. Separate classes to be held for both the groups simultaneously. If required, AGM (Trg.) at SBLC/Staff College/Academy/SBIRD may organize Hindi training by soliciting the services of a reputed lecturer in Hindi or Hindi teacher from local college/school against payment. The course designs for the aforesaid programmes have been prepared. At the end of the course, a test should be administered to judge the proficiency attained.
ii) iii)
iv) v)
27.14.14
Payment of TA/Medical Bills

For payment of TA/Medical Bills of POs/TOs, branches should raise a single debit on LHO at the end of each year. To ensure that amounts are not outstanding due to items-intransit as on 31st March the transfers will be effected as on the last day of February each year for the period 1st March of a year to the last day of February of the next year. Travelling Allowance/Medical Bills submitted by the POs/TOs should be entered in a separate register with relevant columns at the branch before making payments of such bills by debit to Branch Charges Account. A copy (preferably the carbon perforated copy) of the register entries should be forwarded to the LHO with the Transfer Responding Advice together with the covering schedule representing the relevant entry by credit to Branch Charges Account. A copy of the advice marked duplicate may also be sent to the HR Department at the LHO.
890
27.14.15
Payment of Salary & Allowances of POs/TOs while on probation

For the sake of uniformity in the procedure and also to facilitate POs/TOs to draw their salary along with other employees at the branch, the salary and allowances of POs/TOs will be paid by branches every month and the total amount paid during the period, 1st March of the year to the last day of February of the next year, will be transferred by branches to the LHO. Branches will maintain a separate register for the purpose and the complete date-wise details of the salary and allowances. Particulars will be advised to the LHO along with the Transfer Responding Advice with the covering schedule. A copy of the advice with enclosures should be marked to the HR Department at the LHO.
27.15
1.
LIST
OF
SUPERVISING
STAFF
TO
BE PUBLISHED ONLY
ONCE A YEAR AS ON 1ST OCTOBER

The List of Supervising Staff would be published only once a year in the month of October every year instead of twice a year on 1st January and 1st July. This change was considered necessary as the annual transfer exercise would be over only by August end and it would be more useful to have the list which shows the current assignments where the officials are placed. In view of the wide usage of interanet, it has been decided by Corporate Centre to place the seniority list on the HRD site of the Bank and to stop printing of these lists henceforth to contain the printing and other costs in this regard. (CC No. CDO:PM:CIR:12:64 dt. 08.02.2006)
2.
27.16
REVISED BUSINESS NORMS BRANCHES w.e.f 01.10.2006
FOR
CATEGORISATION
OF
(CC No.CDO/P&HRD-CM/30/2006-07 dt. 06.08.2006) st The Executive Committee of the Central Board in its meeting held on the 1 September, 2006, approved revision in business norms for categorisation of branches/divisions as follows:Category of the Branch Small Branches Business Criteria Average aggregate deposits, advances and 25% of the average outstanding of non fund based business below Rs. 4 crores during the last 2 years. Average aggregate deposits, advances and 25% of the average outstanding of non fund based business of Rs. 4 crores & above but below Rs 20 crores during the last 2 years. Average aggregate deposits, advances and 25% of the average outstanding of non fund based business of Rs. 20 crores & above but below Rs 75 crores during the last 2 years. Average aggregate deposits, advances and 25% of the average outstanding of non fund based business of Rs. 75 crores & above but below Rs 200 crores during the last 2 years. Average aggregate deposits, advances and 25% of the average outstanding of non fund based business of Rs. 200 crores & above during the last 2 years. Incumbency JMGS I
Medium Branches
MMGS II
Large Branches
MMGS III
Very large Branches
SMGS IV
Exceptionally large branches
SMGS V
891
Note :
1 For categorisation of branches in Scale IV and Scale V the minimum average level of advances during the last 2 years should be as under :a. b. ii. iii Branches categorised as very large branches (Scale-IV) will be required to have minimum advance portfolio of Rs. 25 crores. Branches categorised as Exceptionally Large Branches (Scale-V) will be required to have minimum advance portfolio of Rs. 50 crores.
There will be no staff linkage to the above norms. Each year as on the first day of the financial year i.e. 1 April, the Bank will undertake an exercise in the matter of classification of branches on the basis of above criteria and also the special features given below and upgrade or downgrade branches taking into account two years of average business i.e. average aggregate deposits, advances and 25% of the average outstanding of non fund based business.
st
2.
Apart from the above, the following factors may also be considered while deciding incumbency of a branch; i. Branches which conduct government business and maintain currency chests/repositories and where the volume of business is Rs. 2.50 crores and above would qualify for categorization in MMG Scale II. Branches which conduct government business and maintain currency chests/repositories would be categorised in MMG Scale III at a business level of Rs. 17 crores instead of business level of Rs. 20 crores. The incumbency of specialized SSI/NRI/P branches would be minimum Scale IV, in view of the future potential, demanding nature of clientele etc. The posts of Branch Managers at branches which are located in block headquarters shall be categorised as MMGS II or above. The posts of Branch Managers at branches located in State Capitals and carrying out treasury functions/government business shall be categorized one grade/scale above the eligible incumbency, subject to maximum Scale V. The posts of Lead Bank Officers and District Co-ordinators may continue to be categorised in SMGS IV and MMGS III respectively.
ii.
iii. iv. v.
vi. 3.
In respect of divisionalised branches, the incumbency of the branch will be determined first on the basis of the total business of the branch and the incumbencies of each of the business divisions at the branch be decided thereafter, based on the business levels being handled by the Divisions. However, the incumbencies of the Divisions will be kept at least one step lower than the Branch incumbency. In other words, incumbency of none of the divisions should be equal to the branch incumbency, even if the business levels of the divisions justify the same and would be categorised at least one stage below the branch incumbency.
4.
As per the branch structure under BPR, in respect of metro and urban branches linked to CPCs etc., most of credit sanction, monitoring and follow up will be taken over by the Centralised Processing Centres. Branches will primarily focus on sales and service and most of back-office functions will also move out from the branches. As branches will not be required to take significant credit decisions, the
892
need for having a senior level branch manager is being examined. Above business norms shall be applied in respect of all branches except those where end state of BPR has been reached or Micro Market structure has been rolled out. As per the BPR structure, as these branches are to be placed under Micro Market Manager, who will be of SMG Scale V, these branches would be categorised not above ScaleIV.
5 These norms are to be implemented w.e.f. 01.10.2006 based on 2 years business data as on 31.03.2006
27.17
REVISITING HR ARCHITECTURE
(CC No. HRD/CDG/01/1030 dt. 30.12.2005) One of the pillars of Project Vijai is Human Resources function that will lift SBI into the elite league of banks in the world. The bank has taken several positive steps in this regard to improve the HR functions and productively use the competitive advantage that our people give us. 2. It was felt that in order to be more focused in our activities, there was a need to align the nomenclature of functionaries within the HR functions. In this direction, the Executive Committee of the Central Board has approved the following changes in the HR architecture across the different levels of the Bank at Corporate Centre, LHOs and Zos: i. ii. iii. iv. v. vi. vii. The Chief General Manager (P&HRD) will be designated as Chief General Manager (HR). The Dy. General Manager (HRD) will be redesignated as Dy. General Manager (Learning & Development). The other departments functioning under the CGM (HR) will retain their current nomenclature. At the Circe level, the Asst. General Manager (P&HR) will be designated as Asst. General Manager (HR). Chief Manager (HRD) at circle level will be renamed as Chief Manager (Learning & Development) At the Zonal Office level Chief Manager (P&HRD) will be renamed as Chief Manager (HR) At the Regional Office level Manager (P&HRD) will be renamed Manager (HR) The Staff Training Centres will be renamed as State Bank Learning Centres.
viii.
These changes have to come into effect in all circles and central office from 01 January 2006. These changes are reflected in all communications from the designated authorities and departments/sections, including name plates, visiting cards, letterheads, email addresses and any other avenue where the designation of the official or the name of the department is to be displayed. 3. The change in nomenclature is not designed to change the activities of the departments, but to give more purpose and direction to the activities that the departments currently undertake. Please bring this to the notice of all staff working at branch/office and arrange accordingly.
27.18
IDENTIFICATION OF SPOKESPERSON FOR THE BANK

(CC No.CDO/P&HRD-PPFG/22/2006-07 dt. 10.08.06) There is a need to identify and authorise the officials at Circle level to act as spokespersons for the Bank. There are occasions when we wish to share some information relating to the affairs of the Bank with the press, T.V., radio, etc. At times, the media also wants to get urgently some
893
information from the Banks on various issues. Accordingly, the Corporate Centre have decided that at Circle level only the Chief General Manager of the Circle will be the Banks spokesperson who shall be authorised to interact with various sections of the media. However, while addressing the media, he will speak only about Circle-related issues. General guidelines :While interacting with press/media following general guidelines may please be observed. i) ii) Business leads, strategies and prospects should not be divulged and the Bank should not be projected in poor light. The spokesperson should confine his statement to the approved policies of the Bank and share only such data or information, which correctly reflects the upto date performance/position of the Bank. The statement should not offend or question the policies of the Government of India, Local Government, RBI, etc. in any way. It should also conform to SEBI guidelines and must not make forecast on interest rates, profitability, NIM, market share, etc. The spokesperson for the Bank shall refrain from speaking on any Corporate Centre level policies, data, etc. Further, he should not speak on matters having relevance to profit, NIM, etc.
iii) iv)
27.19
27.19.1
A)
PERFORMANCE LINKED INCENTIVE SCHEME FOR BM/MOD/AGM (BRANCH/ REGION)/DGM(BRANCH/MODULE).

Original Scheme
(CC No. CDO/P&HRD-PM/1/2006-07 dt. 17.04.2006) After the approval from the Government of India, on 24.03.2006, the Central Board of our Bank has also decided to revive the performance linked incentive scheme for the Branch Managers/Managers of Division/AGM (Region/Branch)/ DGM (Module/Branch) with the following salient features : i. ii. The incentive is to be given based on the business performance for the year ended the st 31 March 2006, provided the concerned official has been in position for 6 months or more. The scheme operates on the principle of achieving certain benchmarks of performance and accordingly budget and achievement for this purpose was defined as quarterly average of deposits, advances, net result and net reduction in NPA for the whole year. C&I deposit is not to be taken into account except for Mid-corporate branches. Criteria for CAG branches and SAM branches are different. The incentives are proposed to be given to all DGMs (Module/Branch), AGMs (Region/ Branch), BM, MOD who achieve at least 100% on any three parameters out of four (viz. Quarterly average of deposits, advances, net result and NPA reduction). However, if achievement of 100% is recorded in three parameters and the fourth parameter happens to be reduction in NPA, achievement of atleast 75% of budgeted reduction in NPA will be required. For Mid Corporate Branches, 100% achievement in all the three parameters (average deposits, average advances, net profits) will be required. For CAG branches 100% achievement in Advances and Net Profit will be required. For SAM Branches 100% achievement in NPA reduction budget will be required. The amount of incentive presently being provided be increased to the following scale :Incumbency of Branch Branch Manager Budget achievement 100% to 110% in 3 out of 4 parameters Manager of Division Budget achievement 100% to 110% in 3 out of 4 parameters
iii.
iv.
894
TEGS-VI SMGS-V SMGS-IV MMGS-III MMGS-II JMGS-I
Rs.45,000 Rs.35,000 Rs.30,000 Rs.25,000 Rs.20,000 Rs.15,000
Rs.35,000 Rs.30,000 Rs.25,000 Rs,20,000 Rs.15,000 Rs.10,000 Budget achievement 100% to 110% in 3 out of 4 parameters Rs.45,000/Rs.50,000/-
AGMs of Regions DGMs of Modules (v) 2.
Those who shall achieve more than 110% of the budgeted parameters be awarded 15% extra incentive. The Central Board has further decided that the incentive will be confined to 20 to 25 percentile of top performers only. Therefore top 20% to 25% performers will be selected strictly on the basis of their performance data as prescribed in the Scheme. Modules will submit the names of eligible performers and send their names to Human Resources Department at Local Head Office alongwith the calculation sheets
27.19.2
Revised Scheme for the year 2006-07 TEAM INCENTIVE & INDIVIDUAL INCENTIVE
(CC No. CDO/P&HRD-PM/54/2006-07 dt 06.01.07) In its meeting held on the 21st December 2006, the Executive Committee of the Central Board has approved implementation of team incentive and individual incentive scheme based on Govt. of India guidelines for the year 2006-07. The salient features of the scheme are as under: a) Team Incentive : Team incentives will be given to those branches the Branch Manager of which will have qualified for incentive in terms of above scheme. At the end of the each year, a Branch Manager who has received incentive for himself for his outstanding performance, will identify the employees who deserve to be given team incentive depending upon the contribution made by them in the achievement of various targets. The details of the Scheme are as under: SCORING MODEL PERFORMANCE SCORE AS ON 31ST MARCH __________ Parameter Weightage Percentage achievement budget * (TABLE - I) Score** of
B)
Avg. Deposits (Excluding C&I deposits) Avg. Advances NPA Reduction Profit Other Fee Based Income HR Factor TOTAL
0.15
0.40 0.15 0.10 0.15 0.05 1.00
* must remain 75% or more in each case but for achievement of 150% and more no extra weightage will be given for average deposits and average advances.
895
** The upper limit for scores in the Average Deposits and average Advances is set at 22.5 and 60 each. In other words, even if the percentage achievement in deposits and advances is 160% or 170%, the maximum score will remain at 22.5 and 60 only. b) Individual Incentive : Individual Incentive Scheme is for staff members of such branches which are not able to qualify for team incentive. The object is to motivate those staff members who have contributed significantly in the growth of the business of a branch which, for some reasons, could not achieve the target set for team incentive. A scoring model has been prepared as detailed below; based on which the branch will recommend incentive for individual performers. The Scheme will be applicable for the year 2006-07. Scoring Model for Individual Incentive Scheme (TABLE - II) Branch Incumbency Base Achievement of score of 75 to 100 as per Table-I (Amount) 2,00,000 1,50,000 1,00,000 50,000 30,000 20,000 Increment For each point scored above 100 incremental amount would be (Amount) 4,000 3,500 2,500 1,900 1,200 1,000 Total score achieved as per table I Amount of incentive.
Scale VI Scale V Scale IV Scale III Scale II Scale I
Example : 1. If a branch achieves 75% of the budgeted figures at the end of the year then it gets 75 marks as shown below Deposits Advances NPA reduction Profit Other Fee Based Income HR Factor 11.25 30.00 11.25 7.50
11.25 3.75 ----------Total 75.00 ----------The incentive will be Rs.2,00,000/- for Scale VI branch, Rs.1,50,000/- for Scale V branch and so on 2. If a branch achieves 160% in deposits, 125% in advances and 100% in profit, NPA, Fee Based Income and HR Factor, its score would be as below: Deposits Advances NPA reduction Other Fee Based Income HR Factor Profit Total 22.5 (equivalent to 150% of achievement) 50 15 15 5 10 ----------117.5 -----------
896
The incentive will be Rs.(2,00,000 + 18 x 4000) which will be equal to Rs.2,72,000/- for a Scale VI branch.
897
ANNEXURE 27.1
MONTHLY DIARY / REPORT OF / ON POS / TOS FORM 'A' MONTHLY DIARY OF PROBATIONARY / TRAINEE OFFICER (To be completed by the Probationary / Trainee Officer)
Name
of Trainee Officer :
Name of the Branch :
the
Probationary
For the Month of _________ 20_____. 1. Details of on-the-job training undergone by you during the month under report: Duration Job Assignment Date From 1. 2. 3. 4. 2. First Week Second Week Third Week Fourth Week No. of times you met the following officers for guidance, assistance and clarification of doubts: Designation of No.of Dates Purpose the official times B.M. M.O.D. Actt. Others (Please specify) Deviations in the Training Schedule, if any. Please give particulars : Nature of reasons deviation ? were made 4. 5. Period for which such deviations Were the To
i. ii. iii. iv. 3.
therefor advised
Deficiencies observed in the method of training viz. non-availability of Bank Book of Instructions, job cards, programme learning texts, etc. Important constituents to whom you were introduced during the month : Name of the Introduced by whom ? Date of Introduction constituent (BM/MOD/ACTT.or other colleagues) No.of visits on which you accompanied other officers for customer call, deposit mobilisation campaign, inspection of borrowing units, important meeting, etc. Nature of visit Accompanied whom ? Date (BM/MOD/ACCTT or ----------------other colleagues_____________
6.
Very helpful
Helpful
Not helpful
898
7.
General attitude of officers and staff members with whom you were associated during the month :
8.
Any other comments :
Place: Date: Signature
899
FORM B MONTHLY REPORT ON PROBATIONARY / TRAINEE OFFICERS

[To be filled by Branch Manager ] Name of the Branch ; Name of the Probationary / Trainee officer ; For the month of ___20 1. Assessment of the qualities of the Probationary / Trainee Officer as a learner. (Please tick mark the appropriate column.) a) b) c) d) e) 2. Comprehension Diligence & application Quality of work eg. accuracy, neatness, speed Attendance & punctuality Conduct & attitude Special aptitudes as evidenced during training Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor
: No. of Days Availed
3.
Leave taken during the month: Types of Leave Casual Leave Privilege Leave Sick Leave Special Leave
4.
What guidance and support did you provide to the Probationary / Trainee Officer in clarifying his / her Doubts and overcoming difficulties:
5.
Your comments on the deviations made, if any, in the training schedule:
6.
Comments about the weakness pointed out by the Probationary/Trainee Officer in training methodology:
7.
Deficiencies, if any, observed by you in the Probationary / Trainee Officer during the month If yes, please specify:
8.
Any other comments: Name of the branch manager Signature : :
900
Place Date
: :
COMMENTS BY AGM (HR) ON A) B) C) D) Adherence to training schedule Quality of guidance and facilities at the branch How the trainee has utilized the training opportuinites Whether any follow-up action is required? If yes, please specify Name Signature Date : : :
: : : : : Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor
901
ANNEXURE 27.2
Confirmation of POs/TOs as MMGS-II : Testing Pattern
Part A
120 objective type questions carrying half mark each with the following break-up Weight General Banking (Systems & Procedures, Banking Law & Practice) 20% Technology 10% Personal Banking 20% Development Banking 20% Commercial & Institutional Banking 10% General Awareness 20% Total duration Total marks : : 1 hour 60
Part B
Part B will be Descriptive Type and will contain 4 sections as follows : 1. Comprehension of a note/proposal in day to day operations and answering question thereon (2 Qs. Carrying 15 marks each) 2. A correspondence exercise (Note/letter from a Branch/ Administrative Office 3. Case Studies/Situational Analysis simulating practical problems in the Banking environment (5 Qs. Carrying 12 marks each) 4. Rationale for banking practices and Bank's policies (20 Qs) Total duration Total marks Note : a. b. There will be no options in any of the sections In Part B, the comprehension and correspondence section would compulsorily have to be attempted in English. The test of the paper may be answered in English or Hindi. : : 2 /2 hours 140
1
30 marks
10 marks 60 marks
40 marks
902
ANNEXURE 27.3
WEIGHTAGE & MINIMUM QUALIFYING SCORES
Sr.No.
Part/Section of the Process
Maximum Marks
Minimum Qualifying Score Percentage 75 Score 150
Written Test - Functional Knowledge Competencies and Managerial Assessment Test Group Discussion/Interview
200
20
50
10
40
75
30
903
ANNEXURE 27.4
MONTHLY DIARY / REPORT OF / ON POS / TOS FORM 'A' MONTHLY DIARY OF PROBATIONARY / TRAINEE OFFICER (To be completed by the Probationary / Trainee Officer)
Name
of Trainee Officer :
Name of the Branch :
the
Probationary
For the Month of _________ 20_____. 1. Details of on-the-job training undergone by you during the month under report: Duration Job Assignment Date From 1. 2. 3. 4. 2. First Week Second Week Third Week Fourth Week No. of times you met the following officers for guidance, assistance and clarification of doubts: Designation of No.of Dates Purpose the official times B.M. M.O.D. Actt. Others (Please specify) Deviations in the Training Schedule, if any. Please give particulars : Nature of reasons deviation ? were made 4. 5. Period for which such deviations Were the To
i. ii. iii. iv. 3.
therefor advised
Deficiencies observed in the method of training viz. non-availability of Bank Book of Instructions, job cards, programme learning texts, etc. Important constituents to whom you were introduced during the month : Name of the Introduced by whom ? Date of Introduction constituent (BM/MOD/ACTT.or other colleagues) No.of visits on which you accompanied other officers for customer call, deposit mobilisation campaign, inspection of borrowing units, important meeting, etc. Nature of visit Accompanied whom ? Date (BM/MOD/ACCTT or ----------------other colleagues_____________
6.
Very helpful
Helpful
Not helpful
904
7.
General attitude of officers and staff members with whom you were associated during the month :
8.
Any other comments :
Place: Date: Signature
905
ANNEXURE 27.5
FORM B MONTHLY REPORT ON PROBATIONARY / TRAINEE OFFICERS
[To be filled by Branch Manager ] Name of the Branch ; Name of the Probationary / Trainee officer ; For the month of ___20 1. Assessment of the qualities of the Probationary / Trainee Officer as a learner. (Please tick mark the appropriate column.) a) b) c) d) e) 2. Comprehension Diligence & application Quality of work eg. accuracy, neatness, speed Attendance & punctuality Conduct & attitude Special aptitudes as evidenced during training Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor
: No. of Days Availed
3.
Leave taken during the month: Types of Leave Casual Leave Privilege Leave Sick Leave Special Leave
4.
What guidance and support did you provide to the Probationary / Trainee Officer in clarifying his / her Doubts and overcoming difficulties:
5.
Your comments on the deviations made, if any, in the training schedule:
6.
Comments about the weakness pointed out by the Probationary/Trainee Officer in training methodology:
7.
Deficiencies, if any, observed by you in the Probationary / Trainee Officer during the month If yes, please specify:
8.
Any other comments:
906
Name of the branch manager Signature Place Date
: : : :
COMMENTS BY AGM (HR) ON A) B) E) F) Adherence to training schedule Quality of guidance and facilities at the branch How the trainee has utilized the training opportuinites Whether any follow-up action is required? If yes, please specify Name Signature Date : : :
: : : : : Excellent Good Average Poor Excellent Good Average Poor Excellent Good Average Poor
907
908

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1

STATE BANK OF INDIA OFFICERS SERVICE RULES : PRELIMINARY

APPOINTMENT/PROBATION AND CONFIRMATION

SUPERVISING STAFF PROMOTION POLICY

EXTENSION IN SERVICE 6.1 GENERAL RULES

TERMINATION OF SERVICE AND RESIGNATION

PLACEMENT, TRANSFER AND JOB FAMILIES

8.2.4 8.2.5 8.2.6 8.2.7

DUTIES OF CASH OFFICERS TRAINING CATEGORISATION OF POSITIONS CUSTODY OF KEYS

8.6 8.7 8.8 8.9 8.10 8.11

MISCELLANEOUS MATTERS RELATED TO SPECIALIST CADRE

ANNUAL APPRAISAL REPORT (AAR)

PENSION, PROVIDENT FUND & GRATUITY

13.6.1 13.7 13.7.1 13.7.2

TRAVELING, LODGING AND BOARDING EXPENSES

14.19 14.20 14.20.1 14.21 14.21.1 14.21.2

REIMBURSEMENT OF CONVEYANCE EXPENSES INCURRED FOR OFFICIAL PURPOSES

16.3 16.4 16.5 16.6

LEAVE TRAVEL/HOME TRAVEL CONCESSION

INCOME TAX ON LEAVE TRAVEL CONCESSION MISCELLANEOUS

18.1(iv) 18.2 18.3

18.4 18.5 18.6

19.1.4 19.2 19.3

19.11 19.12 19.13 19.14 19.15 19.16 19.17 19.18 19.19

ASSETS & LIABILITIES

SBI OFFICERS SERVICE RULES AND SBI GENERAL REGULATIONS

DELEGATION OF ADMINISTRATIVE POWERS

22.29 22.29.1 22.29.2 22.29.3 22.29.4 22.30 22.31

DELEGATION OF ADMINISTRATIVE POWERS MISCELLANEOUS MATTERS

SCHEME OF DELEGATION OF FINANCIAL POWERS

LOANS AND ADVANCES

26.23 26.24 26.25

26.26 26.27 26.28 26.29

26.32 26.33 26.34 26.35 26.36 26.37 26.38

CHAPTER 1 STATE BANK OF INDIA OFFICERS SERVICE RULES : PRELIMINARY

SHORT TITLE AND COMMENCEMENT

OFFICERS TO WHOM THE RULES SHALL APPLY

SCREENING FOR CONFIRMATION IN MMGS-II

CHAPTER 3 SUPERVISING STAFF PROMOTION POLICY 3.1

(Corp Centre Cir. CDO/P&HRD-CM/40/2004-2005 of 13.11.04)

PROMOTION POLICY FOR GENERAL PROMOTIONS UPTO SMGS V

6 years 5 years 5 years 5 years

Fast Track Normal Channel

For MMGS III* For SMGS IV*

MMGS II, MMGS-III SMGS-IV & SMGS-V

EXEMPTION FROM RURAL SERVICE

DEBARMENT POLICY (SEALED COVER PROCEDURE)

APPEALS AGAINST NON-PROMOTION

MISCELLANEOUS ISSUES RELATING TO PROMOTIONS UPTO SMGS V

EXECUTIVE SELECTION SYSTEM (ESS)

DIRECTORS' PROMOTION COMMITTEE (DPC)

DECISION MAKING RULES :

SERVICE ELIGIBILITY CRITERIA

PROVISION OF OPTING OUT OF THE PROMOTION PROCESS

PROMOTION APPRAISAL FORMS (PAF)

Constitution of the Interview Committee

Promotions to Chief General Manager's and Deputy Managing Director's Grades :

Promotions to Deputy General Manager's and General Manager's Grades

Promotions to Chief General Manager's and Deputy Managing Director's Grades :

EMPANELMENT OF SELECTED OFFICERS

(Signature) Date: _ ____ Place: _ __________ Branch/Office: