As
scheduled, the individual discussions with NOINO took place on 11th
February 2015 at Yogakshem. The management was represented by Shri M R Kumar,
ED(Personnel); Shri T Mendiratta, Chief(P) & other officials of the
Personnel department. NOINO was represented by Shri Dattaraj Prabhukhanolkar,
GS, NOINO; Shri Ganesh Kamath, Chief Advisor, NOINO; Shri Vivek Verma,
ZS, NOINO, CZ; Shri Kamal Kishore, DS, NOINO, Amritsar, NZ; & Shri Brahmesh
Hardikar, NOINO Mumbai Unit.
Shri Kumar asked us to submit our views on the draft transfer policy. We
submitted our broad views as under:-
- It
is heartening to note that an attempt has been made to formulate a
Codified Transfer policy. NOINO has been demanding the same since
inception.
·
It
has taken nearly 60 years to formulate a Codified Transfer policy. For the
response, we would require some more time.
·
We
demanded that at least a two days’ workshop should be convened on this issue.
·
There
should be complete transparency in all procedures & the unions/associations
should be taken into confidence before framing any policy. The concept of
participative management should be introduced.
·
Logically,
first Promotion policy should be framed. Only then, Transfer/posting policy
should follow. If officers get promoted regularly, there will be an automatic
churning.
·
Transfers should only be effected where vested interests
are likely to develop. Otherwise, they should be only on promotion or on
request.
·
A
consensus should be formed on the common agreed points by the associations
representing the Class I Officers. Only those common agreed points
should be implemented first. The policy can be expanded, if necessary, after
thorough discussions.
·
The
officers promoted in the supplementary round should also be considered for
request transfers along with the officers promoted in the main list when
they(officers promoted in the main list) complete the requisite number of
years.
·
If
government guidelines/instructions/policies are to be strictly followed, then
other policies like child-care leave & posting of Women employees near
their places of residence should be implemented first.
·
Regulated
work hours should be implemented. Similarly training/meeting/conferences should
be conducted during office hours only. There should be no work on Sundays &
holidays.
·
There
should be a specific time-frame for transfer/promotion round & this should
be declared at least three months in advance to all officers.
·
The
promotion/transfer lists should be issued only within office-hours.
·
The
formula of staff strength should be made known.
·
The
position of number of Class I officers in each cadre, Zone-wise should be made
known. Whether any imbalance exists in any Zones (e.g. ratio of number of
branches to the number of officers). The number of vacancies & the number
of eligible candidates for promotion should also be made known.
We would be giving our specific response on the draft transfer policy in
writing shortly. The ED(P) was positive on our views & said that our views
will be taken into consideration while finalizing the policy. He also said that
the issue of posting of female employees will be given due consideration. He
said that if necessary, the unions/associations will be invited once again for
discussions on this specific issue.
After this, we proceeded to discuss the following issues:-
1.
Biometric login:- We submitted that there were
apprehensions in some quarters that the biometric login will give way to
biometric attendance. The ED(P) categorically assured that the biometric login
will be only for access to efeap.
2.
One more option for pension:- We once again raised this demand. ED(P) said
that efforts are on to convince the government authorities, though, till now,
they have not succeeded.
3.
Anomaly after computer increment: - We again raised
this demand & reminded that SBI has settled this issue in 1996(i.e. 19
years back) by granting one more increment to all the affected employees. We
submitted that the anomaly is crystal clear & it was a clear case of
injustice to the affected employees. Though the ED(P) was not positive on this
matter, after our strong insistence, he assured to explore the possibility
of the same.
4.
Running scales: - We once again raised this demand since the
officers were stagnating due to lack of opportunities for promotion. The
management agreed to examine the issue at a later stage.
5.
Grade pay:- We once again demanded that the concept of
Grade Pay(in addition to the increment on promotion) on the lines of Sixth Pay commission & RBI to be
introduced in LIC. (As submitted in our Charter : AAO -> 3000, AO ->
5000, ADM -> 7000, DM -> 9000, SDM -> 11000, ZM(O) -> 13000, ZM(S) -> 15000). This will be a motivating factor for
accepting promotion. (Grade
pay is, in the nature of fitment benefit. At the time of promotion from one
post to another, the grade pay (being a fixed amount attached to each post in
the hierarchy) attached to posts at different levels within the cadre of
officers will change. The management was positive on this issue.
6.
PLLI:- We
once again demanded:- a) equal percentage to all b) Simplification of parameters & including those
parameters on which the employees have control
c) Current basic to be counted for calculation. Management was positive on PLLI being paid
on current basic.
7.
Recruitment in Class III:- We once again
raised this demand. ED (P) replied that the legal impediments owing to the
litigations will be removed shortly (say within six to eight weeks) after which
the process would be started. We also demanded that the staff strength formula
should be revised so that enough number of employees can be recruited. Management
has agreed on this issue.
8.
Late sitting & security of (particularly) female
employees:-
We urged the management to give a serious thought to the whole issue of late
sitting & most importantly the security of female officers & their safe
transit to their respective homes. We also demanded monetary compensation. We
also demanded to restrict the period of inquiry to enable the employees to
concentrate more on their work. Management was positive on this issue(restriction
of Inquiry timings) & assured to take action by talking to the concerned
department.
9.
Child care/Sabbatical leave:- We once again raised this demand. We submitted
that the banks/central government had already introduced this leave. We demanded
that this leave should be introduced at the earliest in LIC after proper discussions & requisite
modifications. Management was positive on this issue & said that the
groundwork for this has already begun.
10.
5 days week: - We once again
raised this demand. Management replied that though right now it was not on the
agenda, it would definitely look into it in the near future.
11.
Excess & Wrong payments: - We once again
raised this issue. We submitted that the officers were unnecessarily harassed
for system errors. As earlier, we also suggested Fidelity Insurance or a reserve
fund specifically for this purpose as the other options. We also demanded
System Audit prior to the payments. The management was positive on
the issue of System Audit & assured to take steps for the same.
