SBBJ Handbook

ASSOCIATE BANK'S OFFICERS' ASSOCIATION UNIT: STATE BANK OF BIKANER AND JAIPUR

Know Your

Service Conditions (Staff Supervising)

________________________Quick Reference Book

on Service Matters, Loans, Perquisites and Other relevant Service conditions

in respect of officers working in

State Bank of Bikaner and Japur (updated as on 30.11.2013)

STATE BANK OF BIKANER AND JAIPUR HEAD OFFICE: JAIPUR

FOREWORD

I am happy to note that the Officers' Association has taken the initiative to amend/update the compendium on "Know Your Service Conditions (Supervising Staff)" as on 30.11.2013 covering the spectrum of service rules and allied matters relating to the officer's cadre and brought out the same in soft copy with hyper links provided for easy navigation through the Index Page. Besides updating the members of the supervising staff about their service conditions, the latest updated compendium will also be immensely useful as a reference guide to the officers dealing with staff matters at various levels. I appreciate and congratulate Shri Vinay Kumar Bhalla, Assistant General Manager, IT Dept., H.O. Jaipur for accomplishing this task. I also appreciate the efforts of Sh. Sunil Dutt Bali General Secretary ABOA Unit SBBJ for undertaking such initiatives for the benefit of its members and sure that the Association will continue similar efforts in future.

Jaipur 02.12.2013 (B. Sriram)

Managing Director

ASSOCIATE BANK'S OFFICERS' ASSOCIATION UNIT: STATE BANK OF BIKANER AND JAIPUR

Vinay Kumar Bhalla Sunil Dutt Bali

FOREWORD There have been many changes in the Service Conditions of Officers in the recent past since the 'Last Edition' of this booklet was brought out in the year 2006. Since long, our members of the Association in the Bank were demanding for bringing out another Edition of the booklet on 'Know Your Service Conditions (Staff Supervising)' that too in soft copy with hyper links provided for easy navigation. The booklet is divided in two parts i.e. Part-I and Part-II. The Part- I consists the latest updated instructions as a ready reckoner and the part II consists of detailed instructions upto 1st October 2010. The circulars issued by the Bank after 1.10.2010 has been included in Part - I. The Link to navigate to Detailed Booklet (Detailed Reference Book ) is given at Point No. 90 of the Index of Part-I, however for easy navigation the link is also available on every page of the Part-I booklet. Accordingly, we present the "Latest Edition" of the Booklet - "Know Your Service Conditions (Supervising Staff)". The present Book is a compendium that covers the entire spectrums of relevant instruction on Service Rules of Supervising Staff in State Bank of Bikaner & Jaipur. The booklet has been updated on the basis of circular instruction issued by the Bank upto 30.11.2013. I express my sincere gratitude to our Vice President Shri Vinay Kumar Bhalla for sparing time out of his busy schedule where he is handling the important position of Assistant General Manager (IT Projects and Planning) in updating the booklet for the benefit of all our colleagues and completed the task in a record time. In spite of the fact that adequate care has been taken in providing the accurate and updated instructions in the Booklet, mistakes might have crept in the booklet which may please be brought to our notice for rectification along with the relevant reference and your suggestions for improvement and updation. The various instructions shown in the booklet are only indicative. References of relevant circular instructions are also provided to avoid doubt. It is, further suggested that reference be invariably made to the respective circulars / relevant instructions while dealing with day-to-day matters on the subject. I hope that the Booklet would be useful for all our officer members working at different places in State Bank of Bikaner and Jaipur. Happy and enjoyable reading to all of you. With Regards

Sunil Dutt Bali GENERAL SECRETARY

Know Your Service Conditions (Staff Supervising)

_________________________________________________ Quick Reference Book on latest updated Service Matters, Loans, Perquisites and Other relevant instructions updated

as on 30.11.2013 (Part I)

Compiled by:

VINAY KUMAR BHALLA Vice President ABOA Unit SBBJ

AND ASSTT.GENERAL MANAGER (IT Projects and Planning)

State Bank of Bikaner and Jaipur

Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013 Compiled by Vinay Kumar Bhalla, AGM, SBBJ

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Detailed Reference Book

I N D E X

1. SALARY &ALLOWANCES ADMISSIBLE TO OFFICERS

2. STAGNATION INCREMENTS

3. SANCTION OF ADDITIONAL INCREMENT ON PASSING OF JAIIB/CAIIB

4. FIXED PERSONAL ALLOWANCE AND PROFESSIONAL QUALIFICATION ALLOWANCE 5. PAYMENT OF DEPUTATION ALLOWANCE TO OFFICERS ON THEIR DEPUTATION TO

RUDSETIs 6. RATE OF PAYMENT OF FIXED PERSONAL PAY ON PROMOTION FROM ONE CADRE TO

A HIGHER CADRE OR FROM ONE SCALE TO A HIGHER SCALE:: 7. DEARNESS ALLOWANCE

8. HOUSE RENT ALLOWANCE

9. HALTING/DAILY ALLOWANCE:

10. CITY COMPENSATORY ALLOWANCE

11. PROVIDENT FUND

12. PENSION

13. PROJECT AREA ALLOWANCE

14. MID ACADEMIC YEAR TRANSFER ALLOWANCE

15. HILL & FUEL ALLOWANCE

16. CLOSING ALLOWANCE

17. SPLIT DUTY ALLOWANCE

18. OFFICIATING ALLOWANCE

19. SPECIAL AREA ALLOWANCE

20. DISCOMFORT ALLOWANCE

21. ENTITLED CLASS FOR TRAVEL

22. TRAVEL BY OWN VEHICLE

23. CLEANSING MATERIAL REIMBURSEMENT

24. MEDICAL ALLOWANCE

25. HOSPITALISATION EXPENSES

26. REIMBURSEMENT OF ROOT CANAL TREATMENT

27. REIMBURSEMENT OF HOSPITALIZATION EXPENSES - MEDICLAIM

28. SUPPLY OF MOSQUITO NETS

29. ENTERTAINMENT EXPENSES REIMBURSEMENT

30. PROVISION OF BRIEF CASE

31. KIT ALLOWANCE TO OFFICERS ON MOBILE INSPECTION DUTY

32. PROVISION OF NEWS PAPERS \MAGAZINES\CASUAL LA BOUR

33. REIMBURSEMENT OF CABLE NETWORK CONNECTION CHARGES

34. REIMBURSEMENT OF PETROL EXPENSES

35. PAYMENT OF CONVEYANCE ALLOWANCE TO THE BLIND AND ORTHOPAEDICALLY HANDICAPPED EMPLOYEES


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36. REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS

37. OUT OF POCKET EXPENSES(EXPENSES FOR JOURNEY COMPLETED ON THE SAME DAY

5/15 KM

38. OUT OF POCKET EXPENSES TO OFFICERS FOR LATE SITTING

39. ROVISION OF PLASTIC BUCKET, MUGS, DOORMATS, DUSTBIN

40. ANNUAL HEALTH CHECK-UP SCHEME

41. GRANT OF SILVER SUBILEE AWARDS\RETIREMENT GIFT:

42. EXTENSION IN SERVICE

43. MEMBERSHIP OF CLUBS

44. ASSETS & LIABILITY STATEMENT

45. TRANSPORT OF BAGGAGE ON TRANSFER

46. LEAVE RULES

47. LEAVE TRAVEL CONCESSION

48. ENCASHMENT OF FARE ON LFC

49. PROVISIONS RELATING TO AVAILMENT OF LTC / HTC AFTER RETIREMENT

50. LEASED ACCOMMODATION - RENTAL CEILINGS

51. HRA ON CAPITAL COST BASIS

52. ADVANCE RENT PAID

53. LEASED HOUSING ACCOMMODATION - CLOSE RELATIVES

54. LODGING & BOARDING

55. FURNITURE AND FIXTURES

56. PROMOTION POLICY

57. PASSING POWERS

58. FACILITIES TO INSPECTING OFFICIALS

59. LOAN FACILITIES AVAILABLE

60. CANTEEN SUBSIDY

61. TA/DA PAYABLE TO SERVING EMPLOYEES / RETIRED EMPLOYEES OF BANK ATTENDING THE FOLLOWING CASES

62. PROMOTION TO VARIOUS GRADES : HONORARIUM TO INTERVIEW COMMITTEE

MEMBERS

63. SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS AGAINST WHOM MOTIVATED FALSE COMPLAINT HAS BEEN MADE BY PEOPLE/AGENCIES OUTSIDE

64. GRANT OF HINDI INCENTIVES TO EMPLOYEES FOR PROGRESSIVE USE

65. FITMENT FORMULA ON PROMOTION

66. DELEGATION OF POWERS IN DISCIPLINARY MATTERS

67. REIMBURSEMENT OF FUNERAL EXPENSES TO THE DEPENDENTS OF THE RETIRED EMPLOYEES AND EMPLOYEES, WHO DIE IN HARNESS

68. PROBATIONARY OFFICERS : PAYMENT OF SALARY, FESTIVAL ADVANCES AND

FIXTURES DURING PROBATION PERIOD


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69. STAFF SUPERVISING: PLACEMENT NORMS - CLASSIFICATION OF VARIOUS POSITIONS

AS OPERATIONAL/LINE/INDEPENDENT LINE ASSIGNMENTS

70. STAFF SUPERVISING: POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL

71. VARIOUS WELFARE ACTIVITIES OF OUR BANK

72. SCHEME OF HOLIDAY- HOMES FOR THE STAFF AND THEIR FAMILY MEMBERS FOR REST AND RECUPERATION:

73. SCHOLARSHIP SCHEME

74. EMPLOYEES GROUP INSURANCE (SUPER SURAKSHA) SCHEME:

75. SCHEME FOR ADJUSTMENT OF OUSTANDING HOUSE LOAN ACCOUNT IN THE EVENT OF DEATH OF AN EMPLOYEEE IN HARNESS, WHILE IN SERVICE:

76. SCHEME FOR RELIEF ON LEAVE WITHOUT PAY ON SICKNESS GROUND

77. SCHEME OF SPECIAL AWARDS FOR THE WARDS OF THE DECEASED EMPLOYEES FOR THEIR EDUCATION:

78. SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM FOR

COMPLETION OF CERTIFICATE EXAMINATION CONDUCTED BY IIBF IN SME FINANCE FOR BANKERS

79. REIMBURSEMENT OF MOBILE / TELEPHONE BILLS

80. RETIRAL BENEFITS

81. SECURITY OFFICERS & FIRE OFFICERS: DRESS

82. STAFF SUPERVISING : OFFICERS IN TOP EXECUTIVES GRADE TEGS-VI & ABOVE

PROVISION OF BANK'S CAR FOR PERSONAL PURPOSE OUTSIDE HEADQUARTERS ON

LEAVE

83. ALLOCATION OF FUNCTIONALITIES AMONG CHIEF GENERAL

84. PLACEMENT COMMITTEE FOR TRANSFER AND POSTINGS OF SUPERVISING STAFF

85. PAYMENT OF VARIOUS EXPENSES OF GENERAL MANAGERS -NETWORK/ CORPORATE

BANKING

86. ALLOCATION OF ROLES AND RESPONSIBILITIES OF GENERAL MANAGERS

87. GUIDELINES FOR EXAMINATION OF STAFF ACCOUNTABILITY

88. Miscellaneous issues

89. DISCLAIMER

90. LINK TO EARLIER Detailed Reference Book on Service Matters, Loans, Perquisites and Other relevant instructions updated as on 01.10.2010


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Detailed Reference Book 1. SALARY &ALLOWANCES ADMISSIBLE TO OFFICERS:

GRADE SCALE DESIGNATION PAY SCALE JMGS I Asstt.Manager 14500-600/7-18700-700/2-20100-800/7-25700

(Auto switchover to MMGS-II scale) MMGS II Deputy

Manager 19400-700/1-20100-800/10-28100 (Auto switchover to MMGS-III scale)

MMGS III Manager 25700-800/5-29700-900/2-31500 SMGS IV Chief Manager 30600-900/4-34200-1000/2-36200 SMGS V Asstt.Gen.

Manager 36200-1000/2-38200-1100/2-40400

TEGS VI Dy. General Manager

42000-1200/4-46800

TEGS VII General Manager

46800-1300/4 -52000

(Circular No. PER/31/2010-11 dt. 09.06.2010)

HOME PAGE 2. Stagnation Increments a. Officers in JM Grade Scale I who have moved to scale of pay for MMG Scale II in terms of Regulation 5(b) after reaching maximum of the higher scale shall be eligible for four stagnation increments for every three completed years of service of which first two shall be Rs.800/- each and next two Rs.900/- each. Provided that officers who have completed three years or more after receipt of the second stagnation increment as on 1.11.2007 will get the third stagnation increment on 1.11.2007 and another stagnation increment on or after 1.11.2008 on their completion of six years after receipt of second stagnation increment. b. Officers in MMG Scale II who have moved to scale of pay for MMG Scale III in terms of Regulation 5(b) after reaching maximum of higher scale shall be eligible for three stagnation increments of Rs.900/- each for every three completed years of service. Provided that officers who have completed three years or more after receipt of the first stagnation increment as on 1.11.2007 will get the next stagnation increment with effect from 1.11.2007 and a subsequent stagnation increment on or after 1.11.2008 on their completion of six years after receipt of the first stagnation increment. Provided further those officers in substantive MMG Scale III i.e. those who are recruited in or promoted to MMG Scale III shall be eligible for four stagnation increments of Rs.900/- each for every three completed years of service. Those who have already received two stagnation increments and completed more than three years of service after receipt of second stagnation increment as on 1.11.2007 will get the third stagnation increment on 1.11.2007 and the fourth stagnation increment, on or after 1.11.2008 on their completion of six years after receipt of second stagnation increment (Circular No. PER/31/2010-11 dt. 09.06.2010) 3. AUTHORITY STRUCTURE: SANCTION OF ADDITIONAL INCREMENT ON PASSING OF JAIIB/CAIIB

The competent authority for sanctioning of additional increments on passing of JAIIB/CAIIB examination from the date of declaration of result, on the basis of memorandum issued by the institute, may be made same as it is for Annual Grade Increments vide HO Circular No. PER/54/2007-2008 dated 10.10.2007, which is as under:

(i) Upto SMGS IV: Controller/ Departmental Head of Scale not less than Scale V. (ii) Others: Next higher authority to which the official reports.


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Detailed Reference Book Format of particulars to be sent for sanction are given in the annexure to cir no. Per/07/2010-2011

(CIR NO. PER/07/2010-2011 DATED 10.4.2010 Circular No. PER/126/1987 dated 30.11.1987 and PER/155/ 1988 dated 07.12.1988)

HOME PAGE 4. Fixed Personal Allowance and Professional Qualification Allowance : Fixed personal pay Professional qualification allowance JMGS-I Rs.800/- +58+ HRA* Rs. 410/-p.m. for passing JAIIB (CAIIB Part I) after

one year on reaching top of scale MMGS Rs 900/-+ 65+ HRA*

Rs.1030/-p.m. for CAIIB (both parts) after 2 years on reaching top of scale

SMGS-IV Rs 1000/-+ 72+ HRA* SMGS-V Rs.1100\-+ 79+HRA* TEGS-VI Rs.1200\-+ 86+HRA* TEGS-VII Rs.1300\- +94+HRA*

* Fixed HRA on the date of sanction of FPA **Payment of FPA to be revised in promoted grade on completion of one year

(Circular No. PER/31/2010-11 dt. 09.06.2010)

5. RATE OF PAYMENT OF FIXED PERSONAL PAY ON PROMOTION FROM ONE CADRE TO A HIGHER CADRE OR FROM ONE SCALE TO A HIGHER SCALE:: In terms of existing instructions employees, both workmen and officers, who were in service of

banks as on 1st November, 1993 were granted one advance increment on account of

computerization and these employees on reaching the maximum of respective scales of pay are eligible to be granted Fixed Personal Pay (FPP) equal to the last increment drawn by them in the scale, at rates as in Bipartite Settlement/Joint Note, on completion of one year at the maximum of the respective scales of pay. The FPP so drawn by the employee is to remain frozen for the remaining period of his service, in a particular cadre/scale, except when the rate of FPP is revised consequent to wage revision in the industry. In this regard, Bank in consultation with Indian Bank's Association (IBA)/Corporate Center, State Bank of India, Mumbai on the method of treatment of FPP when an employee is promoted to the next higher cadre/scale. In this connection, IBA has clarified that when an employee is promoted to a next higher cadre/scale after earning FPP in the lower cadre/scale, then he would continue to get the same amount of FPP in the promoted scale (except when FPP is changed on wage revision) till such time he reaches the maximum in the promoted cadre/scale. On completion of stipulated one year at the maximum of the promoted cadre/scale, he shall be sanctioned FPP as applicable to the higher cadre/scale in which he is placed. (CIRCULAR NO. PER/07/2008-2009 : April 19, 2008 and Circular No.PER/16 &17/2005-2006 dated 28.06.2005) HOME PAGE 6. Dearness Allowance : 0.15% for every rise or fall of 4 points over 2836 points in the quarterly average of the All India average Working class CPI Base 1960+ 100 (w.e.f.1.11.2007) (Circular No. PER/31/2010-11 dt. 09.06.2010)


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Detailed Reference Book 7. House Rent Allowance : Classification of Place Rates Major A class cities and Project Centres in Group A 8.5% of pay Other places in Area I and Project Centre in Group B 7.5% Places in Area II 6.5% Other places 6.5% House Rent Recovery/Standard Rent at First Stage 1.20% Furniture Rent Recovery at First Stage of Scale 0.25% (Circular No. PER/31/2010-11 dt. 09.06.2010) 8. Halting/Daily Allowance: CATEGORY SCALE MAJOR A CLASS AREA I OTHER PLACES SMGS\TEGS IV-V-VI-VII Rs.1000* (Rs.1200\- at 4 Metros Delhi,

Kolkata, Chennai Mumbai) 800 700

JMGS/MMGS I-II-III Rs.800(Rs.1000\- at 4 Metros Delhi, Kolkata, Chennai Mumbai)

700 600

Less 4 hrs Nil 4 to less 8 hrs Half

8 hrs & above Full

(Circular No. PER/31/2010-11 dt. 09.06.2010) 9. City Compensatory Allowance:

Rates Area Rate Max. Rs.

Place in Area I and in the State of Goa 4% 540/- Places with population of 5 lacs and over and State Capitals & Chandigarh, Pondicherry, Port Blair

3% 375/-

(Circular No. PER/31/2010-11 dt. 09.06.2010) 10. Provident Fund : 10% of Pay 11. Pension : 50% of Pay i.e. Basic Pay + stagnation increment+PQA+increment component of FPA will be basic Pension and D.A. 12. Project Area Allowance (W.E.F. 1.11.2007) Group “A” Centres Rs.290/-p.m. Group “B” Centres Rs.255/- p.m. (Circular No. PER/31/2010-11 dt. 09.06.2010) HOME PAGE 13. Mid Academic Year Transfer Allowance : Rs.700/- p.m. (w.e.f. 1.5.2010) Deputation Allowance:

Rates Classification Rate Max. Rs.

Deputation outside the Bank 7.75% 2300/- Deputation to an Organisation at same place or to Training Establishment of Bank

4% 1200/-

Detailed Reference Book 14. Hill & Fuel Allowance :


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Rates Classification Rate Max. Rs.

Places with altitude of 1000-1499 meters 2% 550/- Places with an altitude of 1500-2999 meters 2.5% 680/- Places with an altitude of 3000 and above 5% 1570/- 15. Closing Allowance : Rs.250/- per half year closing (where books are closed) 16. Split Duty Allowance : Rs.165/- p.m. (Circular No. PER/31/2010-11 dt. 09.06.2010) 17. Officiating Allowance : 6% of Basic pay (Officiating allowance payable only if an officer officiates in higher scale for seven days continues or at least seven days in a calendar month) 18. Special Area Allowance : Area wise rates as per annexure –IV of Joint Memorandum dt 27.4.10 (Circular No. PER/31/2010-11 dt. 09.06.2010) 19. Discomfort Allowance : Rs.200/- per day (Officers who are required to work in shifts involving hardships such as airports) PAYMENT OF DEPUTATION ALLOWANCE TO OFFICERS ON THEIR DEPUTATION TO RUDSETIs

The officers who are deputed as Directors of Rural Self Employment Training Institutes (RSETIs) may be paid Deputation allowance payable under Regulation 23 (V) of SBBJ Officers' Service Regulations, 1979.

The deputation allowance, w.e.f. 1st

May, 2013, is payable as under:

• An officer deputed to serve outside the Bank - 7.75% of Pay with a maximum of Rs. 2300/- p.m.

• An officer deputed to an organization at the same place or to the training establishment of the Bank - 4% of Pay with a maximum of Rs. 1200/- p.m.

(Circular No. Per/18/2013-2014 dated 25.5.2013) 20. Entitled class for travel : Category Entitled class by rail By steamer JMGS 1st class or AC-II tier sleeper by train 1st class MMGS 1st class or AC-II tier sleeper by train, By

air (economy) if distance more than 1000 kms.

Ist class or highest class if distance is more than 500 kms

SMGS- TEGS AC 1st class or By air (economy) Highest class by steamer (Circular No. PER/31/2010-11 dt. 09.06.2010) HOME PAGE

Detailed Reference Book 21. Travel by own vehicle: If journey by own vehicle is duly approved by the competent authority wherever required


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Rates w.e.f 30.09.2011 Sr. No.

Type of Vehicle Existing rate of reimbursement per K.M.(Rs.)

Proposed rate of Reimbursement per K.M.(Rs.)

1. Four Wheeler; Engine capacity of 1000 cc or more

5.80

9.00

2. Four Wheeler; Engine capacity of less than 1000 cc

4.60

7.00

3. Motor Cycle and Scooter 2.80 4.50

4. Mopeds 2.00 3.00 (PER/81/11-12 DATED 27.1.2012) 22. Reimbursement of disinfecting Material to officers who have been provided with furniture:

Grade/ Scale Monthly Reimbursement ceilings revised w.e.f.1.8.2011

JMGS 750/- MMGS 950/- SMGS-IV 1050/- SMGS V 1250/- TEGS VI AND VII 1550/- TEGSS I & II 1950/-

(PER/53/11-12 Dated 24.11.2011) 23. Medical Allowance : (w.e.f. 1.11.2007)

Grade/ Scale Medical Reimbursement JMGS &MMGS Rs. 5100/- per annum SMGS & above Rs. 6320/- per annum

24. Hospitalisation: 100% for self and 75% for dependants at approved rates JMGS/MMGS 125% SMGS/TEGS 150% of rates applicable to clerical staff The officers who cease to be in service as of date 27.4.2010 are also eligible for difference in medical aid for the year 2007, 2008 and 2009 if they were in service, on their making an application for reimbursement at the above rates (CIRCULAR NO. PER/63/2010-2011 DATED 3.9.2010, PER/31/2010-2011 DATED 9.6.2010) HOME PAGE

Detailed Reference Book 25. STAFF MISCELLANEOUS – REIMBURSEMENT OF HOSPITALISATION EXPENSES In terms of 8

th Bipartite Settlement signed between IBA and workmen unions, Banks may

reimburse tests / investigations charges as per monetary limits stipulated for various pathological and other investigative procedures prescribed in Schedule V of the Bipartite Settlement. Officer employees are reimbursed 125% / 150% (as the case may be) of the limits prescribed for award staff.


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Bank in consultation with SBI, have decided to implement the following guidelines, as advised by IBA, for reimbursement of tests / investigations charges in our Bank with immediate effect: - The monetary limits stipulated for various pathological and other investigative procedures as in Schedule V to the Bipartite Settlement dated 2.06.2005 are with reference to what Government / municipal hospitals normally charge for such tests. However, in the case of tests / investigations etc. which do not form part of the Schedule to the Hospitalisation Scheme but which are considered as essential part of the treatment (and is so certified by the hospital authorities and bank’s medical officer), expenses for such tests / investigations may be considered by the bank for reimbursement at rates not exceeding lowest paying bed in AIIMS, New Delhi or CGHS rates. In respect of officer employees, in view of the Regulation 24{1}{b}{1} of Officers’ Service

Regulations, 1979/1982 (to the extent modified by the Joint Note of 2nd

June 2005), the bank may reimburse claims made by the officer employees, in respect of investigation procedures and /or operative intervention, that do not form part of Schedule V to the Bipartite Settlement, at the rate of 125% or 150%, as the case may be, of the rates applicable to general ward patient (lowest paying bed) in AIIMS but in any case not exceeding the rates prescribed by AIIMS for private ward patients. This treatment cannot however be extended to package charges for certain treatments specified as in Schedule V of the Bipartite Settlement dated 02.06.2005.

HOME PAGE (Circular No. PER / 16 / 2005-06 dated June 28, 2005PER / 5 / 2008-2009 April 17, 2008)

26. Reimbursement of Root Canal treatment Root Canal - Anterior Teeth Rs. 600/- per tooth Root Canal - Posterior Teeth Rs. 900/- per tooth Pulpotomy Rs. 400/- per tooth Pulp Capping Rs. 200/- per tooth X-Rays (total 3 X-Rays) Rs. 300/- per tooth Maximum per tooth - Anterior Rs. 1500/- per tooth Maximum per tooth - Posterior Rs. 1800/- per tooth Treatment should be from a qualified registered Dental Practitioner and reimbursement would be 100% for officers and 75% for dependents. (Circular No. Per/53/2008-2009 dated 6.10.2008) 27. REIMBURSEMENT OF HOSPITALIZATION EXPENSES - MEDICLAIM

Following guidelines be adhered while dealing with cases of hospitalization where mediclaim policy is also taken by the employee: - HOME PAGE Supervising Staff

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


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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.

Award Staff

The amount of reimbursement payable to an employee under the Special Medical Aid Scheme should be reduced by the amount, if any, received by him or is due to be received by him under a Personal Accident Policy or under any claim in respect of an accident or from any other source. Accordingly, a certificate to this effect should be obtained on the medical bills, submitted by the employee confirming that the amount claimed was actually incurred by him and that he has not received nor he is entitled to any reimbursement or contribution towards such expenses from any such source.

For claiming reimbursement, employees/officers should have to produce verified copies of all the medical bills along with the required certificate as detailed above. Presently Bank is demanding original bills for medical reimbursement to consider payment of balance amount within eligibility, to the officer where Mediclaim Policy has been taken by the officer and original bills were submitted to the Insurance Company. Now medical bills will be considered on the basis of photocopies of the same for payment of balance amount for the claim of medical reimbursement within eligibility, provide these are attested/verified with original by the Bank. This should be done before submitting the original bills to the insurance company. (PER/2/11-12 DATED 1.4.2011, Per/98/2009-2010 dated12.3.2010) HOME PAGE 28. SUPPLY OF MOSQUITO NETS All confirmed officers, who are otherwise eligible for FEF, may be provided mosquito nets up to an amount of Rs. 2000/- once in three-year over and above the ceiling fixed for FEF. The triennial period will be reckoned from the date of purchase. The reimbursement of cost may be made on certificate basis as per the Format as per Annexure-III with the respective circular. If the officer is already provided with the mosquito net within the overall ceiling for FEF, his / her eligible amount for FEF will be increased from that amount and he will be eligible for mosquito nets under this circular only after lapse of three year from the date of previous purchase. (Circular No. PER/131/2010-2011 dated 02.03.2011) 29. ENTERTAINMENT EXPENSES REIMBURSEMENT (P.A.): w.e.f. 2011-12 Scale Officers

with Budgetary Assignment

(1)

Officers on operational assignments ** (2)

Other officers not covered in (1) or (2)

Sundry expenses for other officers at HO \ZO \ Other establishments

BMs (Sundry expenses)

Other Officers on operational assignments**, MOD, LBOs, Distt. Co-ord, & RDMs, Relationship Managers Sundry expenses)

JMGS (Confirmed)

17000 12000 7000 2000 3000 2000

MMGS-II 20800 14800 8800 3500 2500


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3000 MMGS-III 27200 18200 9200

3500 4500 3000

SMGS-IV 33000 22000 11000 4000 5000 3500 SMGS-V 38700 25700 12700 5000 5500 4000 TEGS-VI 55600 40600 25600 6000 6000 5700 TEGS-VII 62000 32000 7000 - - TEGSS-I 77600 47600

Detailed Reference Book The Revised entitlement of TEGSS-II officers will be 80000/-p.a. Overall annual eligibility of an officer will be considered pro-rata based on their period and category of assignments and such amount may be made available pro-rata on quarterly basis. Further, officers retiring on superannuation, the ceiling for the whole year will be payable irrespective of the date of retirement. *Officers posted as LBO/DCO/FO/ACCTT/other confirmed officers/confirmed specialist officers **Officers of all scales in Operational assignments like Field Officers, Accountants, Cash Officers, Lead Bank Officers, District Co-ordinators, Credit Officer (Rural CPC), Customer Support Officer (Support Officer to RM ME), Relationship Manager (Personal Banking branches – New business department outfit) Sr. Marketing Executives (HLST), Team Leader (MPST), City Case Officer (SARC), CPC Team Leaders, Credit Analyst, COO in MCG / CAG and at other DGM headed branches, Case Lead Officers, Recovery and Rehabilitation officers at SAMBs, Customer Relation Officer (in redesigned branches) Relationship Manager (NRI) other BPR Role Holders etc., The discretion is provided to CGM to permit reimbursement of Rs.4500/-p.a. on expenses incurred on tea/coffee/snacks/cold drinks etc., by officials of BPR initiative etc., (Per/52/2011-12 dated 24.11.2011) HOME PAGE The Processing Officers in the Credit Department at Head Office and Credit Cells at Zonal Office would not be treated at par with Credit Analysts under BPR initiatives for reimbursement of entertainment expenses. (Cir No. Per/17/2011-12 dated 19.5.2011)

Budgetary Assignment: Budgetary Assignment with reference to reimbursement of entertainment expenses to officials' means the assignments where direct business developmental budgets are allocated to officials and whose AAR is being written for budgetary assignments. Only such officers are to be reimbursed entertainment expenses applicable to officials having Budgetary Assignment.

Operational Assignments: Operational Assignment means the positions of Branch Managers, Managers of Divisions at branches, Lead Bank Officers, District Co-ordinators and Rural Development Managers and Relationship Managers only as mentioned in the above referred circular.

BPR Initiatives: It is to be clarified here that officials' under various BPR initiatives should be reimbursed only for the initiatives, which have been adopted by the Bank and our BPR Department at Head Office, Jaipur has issued guidelines regarding these initiatives. Some of the initiatives mentioned in the circular pertain to the SBI and hence not applicable to our Bank. Reimbursement of entertainment expenses, for following BPR Initiatives, which are yet to be implemented in our Bank: viz.Cash officers, Sr. Marketing Executives (HLST), Credit Analyst, COO in MCG/CAG and at other DGM headed branches, Case Lead Officers, Recovery & Rehabilitation officers at SAMBs, Relationship Manager (NRI) etc. is not to be made as per the above referred circular.


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1. For BPR initiatives no additional ceilings for reimbursement of expenses incurred on

tea/coffee/cold drinks/snacks etc. have been approved by the Bank. 2. Further, Overall annual eligibility of an officer will be considered pro-rata basis for the

period of assignments, except officers retiring on superannuation where ceiling for the whole year will be payable irrespective of date of retirement.

3. Officers will not be eligible for any other reimbursement of entertainment expenses except as mentioned in above referred circular and as clarified under this circular from the Financial Year 2009-2010 and all other terms and conditions regarding reimbursement of entertainment expenses will remain unchanged.

(Cir No. Per/17/2010-2011 dated 8.5.2010)

Detailed Reference Book HOME PAGE 30. REIMBURSEMENT OF ENTERTAINMENT EXPENSES TO THE OFFICERS WHO ARE OTHERWISE NOT ELIGIBLE FOR THIS. Officers on probation also face customers and they may also incur expenses on entertaining customers. In view of this, such officers may be reimbursed entertainment expenses and expenses incurred on tea/coffee/cold drinks/snacks etc(wherever applicable) as per the circular No. Per/52/2011-2012 dated 24.11.2011 All JMGS-I officers who are under probation / training, and who are otherwise not eligible for reimbursement of entertainment / Business Development Expenses may draw an amount equivalent to Rs. 3600/- p.a. towards entertainment expenses. (Circular No. PER/131/2010-2011 dated 02.03.2011) 31. PROVISION OF BRIEF CASE : Once in three years (Max. Ceiling w.e.f. 14.9.2011) JMGS Rs.2400/- MMGS Rs. 3100/- SMGS

Rs.4000/- TEGS-VI/VII Rs.4700\-

TEGS-I/II Rs.6700/-

(PER/41/11-12 DATED 19.9.2011) 32. KIT ALLOWANCE TO OFFICERS ON MOBILE INSPECTION DUTY

•For the 1st

year of mobile duty: Rs.6,000/- per annum. •For the subsequent years: Rs.3,000/- per annum.

(The monetary ceiling will be effective from 01.03.2010) (Cir No. Per/105/2009-2010 dated 20.3.2010 and Circular No. PER/68/2005-06 dated 02.12.2005) HOME PAGE

Detailed Reference Book 33. PROVISION OF NEWS PAPERS \MAGAZINES\CASUAL LA BOUR w.e.f. 01/09/2011 Scale Amount per month (Rs.) ON CERTIFICATE BASIS

w.e.f. 01/08/11 Casual labour (per day) Subject to provision of atleast 50% furniture

JMGS-I Rs.450/- p.m. Rs.13/- per day


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MMGS-II\III Rs.650/- Rs.20/- SMGS-IV Rs.950/- Rs.35/- SMGS-V Rs.950/- Rs.70/- TEGS-VI Rs.2750/- on certificate basis and beyond that

on production of bills/receipts for full amount Rs.105/-

TEGS-VII Rs.3500/- on certificate basis and beyond that on production of bills/receipts for full amount

Rs.105/-

TEGSS I Rs.3500/- on certificate basis and beyond that on production of bills/receipts for full amount

Rs. 140/-*

TEGSS II Rs.3500/- on certificate basis and beyond that on production of bills/receipts for full amount

Rs.175/- * * Two casual labourers per month are permitted in our Bank.

(PER/54/11-12 DATED 24.11.2011 and PER/55/11-12 Dated 24.11.2011) 34. STAFF SUPERVISING: TOP EXECUTIVES REIMBURSEMENT OF DAILY WAGES PAID TO CASUAL LABOURERS: The Executive Committee of the Board at its meeting dated 14.07.2011 has approved that officers in TEG Special Scale I and above will be reimbursed daily wages for two casual labourers, one for maintenance of furniture / fixtures and the second, for attending clients /officials etc. calling on them at their residences and also to move files etc from office to residence & back with immediate effect. (OFFICE ORDER NO. O/PCR/23/13/2011-12 DATE: 16.07.2011 and HO Circular No. PER/44/2007-08 dated 27.08.2007)

35. REIMBURSEMENT OF CABLE NETWORK CONNECTION CHARGES REIMBURSEMENT ON CERTIFICATE BASIS. All officers of SMGS-V and Executives of TEGS Scale are eligible for reimbursement of Rs. 300/- p.m. towards Cable Network charges on certificate basis. (Format as per Annexure-II to circular) (Circular No. PER/131/2010-2011 dated 02.03.2011) HOME PAGE

Detailed Reference Book 36. REIMBURSEMENT OF PETROL EXPENSES: (w.e.f.1.04.11)

a) Those who do not own any vehicle and using public transport claim reimbursement on certificate basis:

JMGS Rs.710/- p.m. MMGS Rs. 935/- SMGS Rs.1160/- b) Owners of four wheelers :

Scale Area-I Population 12 lac &

Litre

Area- II 1 lac to less 12

Litre

Other centres

Litre


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above lac

Four wheelers Lumpsum on certificate basis

Petrol on declaration basis

Lumpsum on certificate basis


Lumpsum on certificate basis


SMGS IV AND V AGM\CM 1770 105 1560 95 1360 85 MMGS-III Mgrs 1770 95 1560 85 1360 75 MMGSII Dy. Mgr. 1425 80 1360 75 1150 70 JMGS (all officers including PO’s and TO’s irrespective of their length of service or position

Asstt. Manager

980 60 870 55 770 50

Two Wheelers All officers (including PO’s and TO’s irrespective of their length of service or position

980 50 870 45 770 40

Detailed Reference Book Production of bills have been dispensed with for those who are maintaining the vehicle and claiming reimbursement on production of money receipt and claiming reimbursement of conveyance petrol expenses on actual basis. Mopeds category abolished. Presently there are only two categories i.e. Four Wheelers and Two wheelers and Mopeds owners can claim reimbursement of petrol as per Two wheelers eligibility. (PER/102-2009-2010 DT 20.3.2010, PER/2/11-12 DATED 1.4.2011) CONVEYANCE reimbursement will be made on the basis of the rate prevailing on the last date of the month and the same will be ascertained by the paying authority. Reimbursement of petrol may be upto high octane with brand power/Xtra premium. Exotic brands with higher prices will not be permissible. (PER/02009-2010 DATED 30.4.2009) 37. STAFF SUPERVISING: TOP EXECUTIVES CONVEYANCE FACILITIES FOR TOP EXECUTIVES In regard to facility of Bank's car for official use with permission to use the same for personal purposes to the officers in Top Executive Grade Scale - VI and above Bank examined the issue in consultation with State Bank of India, Corporate Centre, Mumbai and advise following modifications / improvements in the scheme for providing conveyance facilities for Top Executives:

a. There is no restriction for DMDs and CGMs on use of official car for official and personal purposes. For officials in TEGS-VI and TEGS-VII, there is no restriction on mileage for official use. However, for officials in TEGS-VI and TEGS-VII posted at Head Office, a ceiling of 2000 kms per month has been fixed up on mileage for use of official car for official purpose.

b. No charge will be recovered from the officers in TEGS-VI and TEGS-VII for


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personal use of the vehicle up to 700 kms in a month (in addition to official use). For personal usage beyond 700 kms in a month, the officer will be charged @ Rs.3/- per km.

c. If in a particular month personal use of the vehicle is less than 700 kms, the balance may be carried over to that particular calendar quarter.

d. If DGMs GMs, including those at Head Office, require vehicles for official use to travel more than 150 kms in a particular day, they will be required to obtain prior/post facto approval from their controller.

e. When the Top Executive is away from the Head Quarter, he/she can make use of the official vehicle at the other centre (without surrendering his vehicle provided at the Head Quarter). Also his/her spouse, on request, can be provided a vehicle at the Head Quarter (permitted to use the official vehicle provided at the Head Quarter) for personal use, when the Top Executive is away from Head Quarters, subject to conditions governing the personal usage.

The other terms and conditions regarding provision of conveyance facilities to officers TEGS-VI and above will remain unchanged. (OFFICE ORDER NO. O/PCR/ 08 / 06 / 2011-2012 DATE: 02.05.2011, Office Order No. O/1/1998-99 dated 18.04.1998 and No. O/PCR/54/2008-2009 dated 26.12.2008)


38. STAFF SUPERVISING: TEGSS - I (CGMs)REIMBURSEMENT OF EXPENSES ON TRAVEL BY AIR IN EXECUTIVE CLASS WHILE ON DUTY: The Executive Committee of the Board at its meeting dated 18.10.2011 has approved that effective from the date of EC approval, officers in TEG Special Scale I (CGMs) may travel by air in Executive Class for official purpose. Office Order No. O/PCR/33/18/2011-12 Date: 20.10.2011

HOME PAGE 39. PAYMENT OF CONVEYANCE ALLOWANCE TO THE BLIND AND

ORTHOPAEDICALLY HANDICAPPED EMPLOYEES The conveyance allowance is paid to the blind and orthopaedically handicapped employees @ 5% of basic pay subject to a maximum of Rs. 400/- per month. In case of award staff the allowance will be in addition to the transport allowance payable to all workmen as per Bi partite Settlement, which currently is Rs. 105/- per month. The Conveyance allowance as stated above would not be admissible to those blind and orthopaedically handicapped employees who are receiving any kind of separate conveyance allowance for travel between residence and place of work under bank level scheme/arrangement (other than the transport allowance under Bipartite settlement), which is higher than the Conveyance allowance payable to them under this scheme.


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The eligible employees who are provided with bank's vehicle for use of the same for travel between office and residence will not be eligible for conveyance allowance. Eligible employees who are allotted residential accommodation in the same campus as the branch/office of the bank will not be eligible for the allowance. (PER/11-2009-2010 DATED 5.5.2009)

Detailed Reference Book 40. REVISION OF CEILINGS FOR REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS AND DISCOMFORT ALLOWANCE FOR LIASION AND SECURITY OFFICERS The ceilings for reimbursement of out of pocket expenses to Liaison Officers, are as under w.e.f.13.11.2010: - (A) REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS: (i) During Office Hours: -The Liaison Officers may be reimbursed @ Rs.125/- per day (existing Rs. 100/- per day) if the period of detention is during lunchtime i.e. between 12.00 and 2.00 p.m. and @ Rs. 75/- per day (existing Rs. 60/- per day) if the duty is other than between 12.00 noon and 2.00 p.m. during officer hours. (ii) Before and after office hours:

Period of detention (To be reckoned as before and after office hours)

Charges reimbursable towards tea / snacks / breakfast (Rs. per day) Existing Revised

Up to 3 hours Rs. 110/- Rs. 150/- More than 3 hours but up to 6 hours Rs. 220/- Rs. 270/- More than 6 hours Rs. 400/- Rs. 460/- (iii) The time spent on journey to / from the airport / railway station may also be reckoned for arriving at the period of detention. The timing is to be recorded and monitored carefully by the CM (Liaison) / Manager (Liaison) as the case may be or CM (OAD) as the case may be. (iv) As hitherto, monthly reimbursement will be made on the basis of certificate to be given by the Liaison Officers claiming the reimbursement of the expenditure incurred wherein he will interalia mention (a) purpose of visit to the airport / railway station and (b) time of flight / train for which they had to attend the airport / railway station for duty, duly countersigned by CM (OAD) as the case may be. B) DISCOMFORT ALLOWANCE FOR LIAISON OFFICERS & SECURITY OFFICERS:- At present, all Liaison Officers and Security Officers are paid discomfort allowance @ Rs. 1000/- per month. Now, it has been decided to increase the discomfort allowance, being paid to Liaison Officers and Security Officers, to Rs. 2,000/- per month. (Circular No.Per/91/2010-2011 dated 25.11.2010, Circular No. PER/09/2008-09 dated 29.04.2008 & PER/22/2008-2009 dated 28.06.2008)

Detailed Reference Book 41. Out of pocket expenses(Expenses for journey completed on the same day 5/15 Km rule): Half of Halting allowance payable or Rs. 400/- per day whichever is lower provided he/she travels the prescribed distance and remains away for atleast 4 hours including journey period.(Per/40/11-12 dated 19.9.2011)


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42. Out of pocket expenses to officers for late sitting :: The ceiling for reimbursement of out of pocket expenses is Rs.200/- per day maximum for 10 days in a month in case of administrative exigencies so warranted and payable to the officers who have to sit late . Reimbursement of amount will be on actual basis and will not exceed for 10 days in a month under any circumstances. No other out of pocket expenses will be paid on this account as was admissible earlier vide H.O. Cir. NO. Per/8/2005-2006 dated 19.5.2005 (PER/51/2009-2010 DATED 23.9.2009 AND PER/56/2009-2010 DATED 6.10.2009) HOME PAGE 43. PROVISION OF PLASTIC BUCKET, MUGS, DOORMATS, DUSTBIN AND WATER CONTAINER AT THE RESIDENCE OF OFFICERS. Officers are eligible for reimbursement of cost of plastic bucket, mugs, doormats, dustbin and water container at their residences on the basis of certificate produced by them with a ceiling of Rs. 1500/- as per Format enclosed with respective circular Circular No. (PER/131/2010-2011 dated 02.03.2011 and PER/96/2009-10 dated 26.02.2010.) HOME PAGE

44. Annual Health Check-up Scheme Grade Scale Centre Amount per annum MMGS-III & above (Female) Major A Rs. 3700/- MMGS-III & above (Male) Major A Rs. 3500/- MMGS-III & above (Both) Other Centres Rs. 2250/- JMGS-I & II With age of 40 years & above (cir No. Per/01/2008-2009 dt.1.4.2008)

All centres Rs. 1000/-

45. GRANT OF SILVER SUBILEE AWARDS\RETIREMENT GIFT: PRESENTATION OF MEMENTO ON RETIREMENT & SILVER JUBILEE AWARD: INCREASE IN QUANTUM: The quantum of Memento on Retirement & Silver Jubilee Award is as under: The Existing and the revised quantum for Memento on Retirement of staff members on superannuation:

Category of Staff Existing Ceiling (in Rs.) Proposed Ceiling (in Rs.) Subordinate Staff 750/- 2500/- Clerical Staff 1000/- 3750/- JMG & MMG 2500/- 6250/- SMG 4000/- 10000/- TEG. VI & VII 6000/- 20000/- TEG SS I & II 6000/- 30000/-

Detailed Reference Book For Silver Jubilee Award: Category of Staff Existing Ceiling (in Rs.) Proposed Ceiling (in Rs.) Award Staff 7500/- JMG & MMG Rs. 5000/-flat for all 10000/- SMG categories of staff 15000/-


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DGMs/GMs/CGMs 20000/- MD 25000/- HOME PAGE Please note that the Silver Jubilee Award should be bestowed on the day the employee completes 25 years of service and in no case there be a delay beyond one month. However, if through omission an eligible employee has not been given the award on due date (i.e. on completion of 25 years of service), he/she shall be eligible for the increased amount of award. (Per/23/2011-12 dated 15.6.2011,Per/129/200-2011 dated 28.2.2011,PER/49/2002-2003, PER/72/2005-06 and PER/38/2008-09 dated 17.10.2002, 07.12.2005 and 12.08.2008 respectively) 46. EXPENDITURE CEILING FOR STAFF RETIREMENT FAREWELL MEETING

The expenses incurred on retirement of an employee now stands revised as under w.e.f.01.10.2010(Refer, Head Office Circular No. PER/38/2008-09 dated 12.08.2008)

Staff Strength Present ceiling Revised Ceiling Upto 5 ` 500/- ` 600/- Upto 10 ` 1000/- ` 1200/- Upto 25 ` 1800/- ` 2160/ Upto 50 ` 4000/- ` 4800/- Upto 100 ` 4500/- ` 5400/ Above 100 ` 6000/- ` 7200/ (Per/72/2010-2011 dated 4.10.2010) HOME PAGE 47. Extension in Service 1st – 30 years service or 55 years of age upto 58 yrs 2nd – 58 to 60 yrs 48. Membership of Clubs :: Admission fee Rs.2000/- Annual subscription Rs.1000/- (Eligible: SMGS,TEGS & all Br. Mgrs\MOD\LBO (Once eligible always eligible) Conveyance to Handicapped 5% of B.P. Max.Rs.400/- pm w.e.f. 01.01.2010 49. Assets & Liability Statement: To be submitted every year on 31st March before 30th June. Every transaction exceeding Rs.25000/- to be reported to the competent authority.

Detailed Reference Book 50. Transfer of Baggage on transfer: Pay Range Where officer Where officer has family has no family


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BP 10000-13820(Revised 14500-19400) 3000 Kg. 1500 kg. 13821 & above (revised 19401 above) Full wagon 2500 kg. 51. TRANSPORT OF BAGGAGE ON TRANSFER THROUGH APPROVED CARRIER (REVISED INSTRUCTIONS IMPLEMENTED W.E.F.1.7.2011)

A. Transport Charges: (I) Hilly Terrain: The officers may be reimbursed @ RS. 5.50 per km. per tonne for transfers into and out of hilly terrains: Example Rate @ RS. per km per tonne

Existing (distance 425 kms.) Revised (distance 425 kms.) 4.20 x 425 x 12 = RS. 21420/- 5.50 425 x 12 = RS. 28,050/-

Here, it is to be noted that if the transfer is from say, Mussoorie to New Delhi, the rates for Mussoorie to Dehradun would be RS. 5.50 per km. per tonne and for the rest of the distance the rates mentioned for "other than hilly terrain" will be followed. This example is only illustrative and not exhaustive. As there are topographical issues involved in this, therefore, the Zonal Head shall decide which places come under the hilly terrains in their respective Zones and issue suitable clarifications in this regard. Other Zones/Offices may get clarification about topographical issues of particular centre from the concerned Zone where the centre situated.

(II) Other than Hilly terrain: a) The officers transferred to shorter distance below 300 kms in places other than hilly terrain may be reimbursed @ RS. 3.70 per km per tonne for minimum 300 km.

Example: Rate @ RS. per km per tonne

Existing (for 200 kms.) Revised (for 200 kms.) RS. 2.80 x 300 x 12= RS. 10,080/- RS. 3.70 x 300 x 12= RS. 13,320/-

b) The officers transferred to shorter distances in places other than hilly terrain i.e. upto600 kms. may be reimbursed @ RS. 3.70 per km per tonne.

Example: Rate @ RS. per km per tonne

Existing Revised RS.2.80 x 600 x 12 = RS. 20,160/- RS.3.70 x 600 x 12 = RS. 26,640/-

The officers transferred to distances beyond 600 kms other than hilly terrains may be reimbursed @ RS.1.85 per km. per tonne beyond 600 kms taken as incremental.

HOME PAGE Example (I): Rate @ RS. per km per tonne

Existing (for 1000 kms) Proposed (for 1000 kms.) RS.2.80 x600 x 12 = RS. 20,160/- RS.3.70 x600 x 12 = RS. 26,640/-

RS.1.40 x400 x 12 =RS. 6720/- RS.1.85 x400 x 12 = RS. 8,880/-

Total RS. 26,880/- Total RS. 35,520/- Example(II):


Rate @ RS. per km per tonne

Existing (for 3000 kms) Proposed ( for 3000 kms.)


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RS.2.80 x600 x 12 = RS. 20,160/- RS.3.70 x600 x 12 = RS. 26,640/-

RS.1.40 x2400 x 12=RS. 40,320/- RS.1.85 x2400x 12 = RS. 53,280/-

Total RS. 60,480/- Total RS. 79,920/-

(III) Revised rates from 1.7.2012: Rate @ RS. per km per tonne

Revised rates Hill terrain Other than hilly terrain

Upto 600 km Beyond 600 km (incremental)

From 1.7.2012 RS. 5.80 RS. 3.90 RS. 1.95

From 1.7.2013 RS. 6.10 RS. 4.10 RS. 2.05

From 1.7.2014 RS. 6.40 RS. 4.30 RS. 2.15

On or after 1.7.2015 RS. 6.70 RS. 4.50 RS. 2.25

B. Loading and Unloading Charges: The officers may be reimbursed actual expenses incurred on loading and unloading of their belongings, subject to production of receipt, upto the monetary ceiling mentioned as under:

Amount in RS.

Metro Urban Semi Urban Rural

Top Executive 15000 12000 10000 8000

Senior Management 10000 8000 6000 4000

Middle and Junior Management

7000 6000 5000 3000

In case of movement from one category of Centre to another, the officer will be reimbursed an amount as per the destination to which he is moving.

HOME PAGE C. Car / Vehicle Transportation charges: Where the officer owns a car, he/she is eligible to claim the cost of transport of the same at goods train rate and if the vehicle is transported by lorry, the actual lorry charges upto 40%/35%/30% of his/her entitlement for shifting of household goods by road, as mentioned below, subject to production of money receipt:

Distance % of his/her entitlement for shifting of house hold goods by road as in para 3.A above

Upto 600 kms 40%

More than 600 kms but less than 1000 kms

35%

More than 1000 kms 30%

HOME PAGE


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Detailed Reference Book However, the transport of scooter and other two wheelers will not be covered under this, and they will be transported along with other household goods.

D. Lumpsum expenses in connection with transfer: (i) Lumpsum expenses in connection with packing, local transportation, insuring

baggage, etc. are proposed as under:

a. Top Executive: RS. 35,000/-

b. Senior Management: RS. 25,000/-

c. Middle Management & Junior Management RS. 20,000/-

(ii) Onetime lump-sum expenses towards admission fee:-

The officer on transfer from one centre to another centre may be reimbursed onetime lump-sum expenses towards admission fee of their ward(s), subject to following conditions:

a. The officer has got his/her ward(s) transferred to a different school/college/institute etc. at any centre, other than the place where from he/she is transferred.

b. The officer certifies of above admission.

c. Reimbursement of above expenses will be restricted to two wards only.

The amount of onetime lump-sum expenses per ward (but restricted to maximum of two wards) towards admission fee in school/college/institute etc. is proposed as under:

Officers Amount (RS.)

Top Executive & Sr. Management 15,000/-

Middle & Junior Management 10,000/-

The officer who are transferred from one Associate Bank to another will be entitled to additional amount of Rs.10000/- towards lumpsum expenses.

(Per/85/2011-2012 dt 17.2.2012)

E. Transport Charges at the time of Retirement: On retirement an officer may be allowed to claim baggage transport charges upto 20% higher rates than the rates proposed in para (A) above, for movement from the last station he/she is posted to the place where he/she proposes to settle down on retirement. However, the officer will be eligible to claim traveling allowance for himself / herself and his/her family from the last station at which he/she was posted to the place where he/she proposes to settle down on retirement, subject to his/her entitlement.

(CIRCULAR NO. PER/83/2011-2012 DATED 31.01.2012)

(On account of the above revision the relative para of SBBJ (OFFICERS’) SERVICE REGULATIONS, 1979 also stands revised as provided in annexure II to CIRCULAR NO. PER/83/2011-2012 DATED 31.01.2012)

Detailed Reference Book HOME PAGE 52. LEAVE RULES : (new accounting procedure as on 31st March) AS per OSR S.NO. TYPE OF LEAVE RULE 1 Casual Leave 12 days in a year.

(not more than 4 days C. leave to be availed at any one time)(Unavailed Casual leave may also be suffixed or prefixed to sick Leave in the following 3 years. Can be sanctioned by the Authority competent to sanction Casual Leave.)


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2 P.Leave One day for 11 days of service. Accumulation upto 240

days 3 Sick Leave 30 days (on half pay) for each completed year of

service. Total leave during service 540 days(half pay) Further on completion of 24 years of service additional leave of 90 days on half pay will be admissible

4 Spl. Leave a) Study leave for a max. period of 2 years only after completion of 5 years service. b) extra ordinary leave on loss of pay Max. 360 days in total service.

53. LEAVE TRAVEL CONCESSION : Block 4 years . Destination anywhere in India. The officer and family can perform the journey separately within 3 months. Each member can go to different places within the permissible distance and the members of family can perform the journey without the officer availing any leave. 54. Home Travel Concession : Block 4 years (However one can avail LTC in first two years and HTC in other two years and vice versa in the same block of four years) (Notional entitlement for MMGS-II By air if distance beyond 1000 Kms) 55. Encashment of fare: JMGS/MMGS 4500 Kms (one way) SMGS/TEGS 5500 kms (one way) 75% of eligible fare of entitled class. The mode and class by which an officer may avail of Leave Travel Concession shall be the same as the officer is normally entitled to travel on transfer and other terms and conditions subject to which the Leave Travel Concession may be availed of by an officer, shall be as decided by the Board from time-to-time. Provided that w.e.f.1st May 2010 an officer in Junior Management Grade Scale-I while availing LTC will be entitled to travel by air in the lowest fare economy class I which case the reimbursement will be the actual fare or the fare applicable to AC 1st Class fare by train for the distance traveled whichever is less. The same rules shall apply when an officer in Middle Management Grade Scale II and Middle Management Grade Scale III while availing LTC where the distance is less than 1000 kms. (Circular No. PER/31/2010-11 dt. 09.06.2010)

Detailed Reference Book 56. ENCASHMENT OF LEAVE FARE CONCESSION: CLARIFICATION In terms of the para to Paragraph 19 of Bipartite Settlement dated 27.04.2010 it is provided that : "By exercising an option anytime during a block of 2 years or 4 years, as the case may be, an employee can either undertake travel availing of leave fare concession and claim reimbursement upto his entitlement or the encash the facility for the concerned block. The option so exercised shall be irrevocable for the block concerned. On opting to encash the facility, he will be entitled to receive a lump sum equivalent to 75% of notional train fare for the admissible distance (depending on a 2 year or 4 year block) by the entitled class, subject


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to deduction of admissible tax at source." This provision is also available to Officer employees also in terms of Joint Note dated 27.04.2010 The Railways are charging two types of fares - one for peak season (other than February, March and August) which is higher than the lean season fare. In such cases it is clarified that for encashment of LFC, the applicable railway fare during the month of encashment will be considered. (PER/82/2012-2013 DATED 19.1.2013, PER/25/2010-11 dated 25.05.2010) 57. STAFF SUPERVISING: LEAVE TRAVEL CONCESSION / HOME TRAVEL CONCESSION:

CLARIFICATIONS: As per the extant instructions, during each block of 4 years, an officer is eligible for Leave Travel Concession (LTC) for travel to his / her home town once in each block of two years. Alternatively, he / she may travel in one block of two years to his / her home town and in the other block to any place in India by the shortest route. It has also been laid down that an officer may avail of the facility in a circuitous route. However, he / she shall be reimbursed the expenses from the Head quarters to the designated place / home town by the shortest route, which shall be his / her entitlement. These guidelines were relaxed further by stating that an officer may visit foreign land on the circuitous route while his / her designated place has to be in India. However, visiting the designated place in India is a necessity. 2. There are queries from different corners regarding determination of entitlement, submission of bills, carry forward of LTC/HTC etc. Bank in consultation with State Bank of India, Corporate Centre, Mumbai have issued clarifications regarding Leave Travel Concession / Home Travel Concession on various issues in the matter are as under :

(i) The cost of inland travel in a foreign country may also be reimbursed subject to the overall ceiling of the entitlement of the officer. However, cost of local sightseeing in the foreign country will not be reimbursed.

(ii) Entitlement in respect of sectors where national carrier (i.e., Air India) does not operate:

(a) An officer may reach the designated place by circuitous route or may travel throughout or partly in a higher or a lower class, or in a taxi (subject to approval by competent authority). He / She, however, will be reimbursed with the actual fares / hire charges incurred by him / her or the cost of the fare to the designated place by shortest route by the entitled class, which ever is lower. (b) In respect of officers who are eligible for travel by air, their notional entitlement may be determined by their entitled class by national carrier (i.e. Air India) by the shortest route. However, in sectors where the national carrier does not operate, the notional entitlement for the eligible officers may be determined by any other airline operative in that sector by their entitled class by the shortest route. In those cases where more than one airline other than national carrier is in operation, for the purpose of notional entitlement for eligible officers, higher fare by the shortest and most direct route by the entitled class may be taken. (iii) Carry forward of LTC / HTC: Permission may be granted by the competent authority for carry forward of LTC / HTC due to exigency of service, subject to a maximum of two concessions outstanding at any one time.

Detailed Reference Book A. Submission of Bills:-

I. The cost of inland travel in a foreign country may also be reimbursed subject to the overall ceiling of the entitlement of the officer. The cost of local sightseeing in the foreign country will, however, not be reimbursed as has been the case in the domestic travel. To illustrate the point, if an officer takes the route of London-Cambridge-London for his foreign part of the travel, the cost of inland travel from


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London to Cambridge and back may be reimbursed subject to his overall entitlement. However, the cost of sightseeing in London or Cambridge will not be reimbursed.

II. The processing of the bill will be done on the basis of certification of the officer concerned and he/she shall be solely accountable for the same.

III. Indian travel agencies / agents who organize the travel are also issuing certificates stating that foreign inland travel has been undertaken and the amount is also stated by them. In such cases the statements made by the travel agencies should be confirmed by the officer concerned. Further, the amount so claimed by the officer will be reimbursed to him / her (subject to bills found in order and are as per his / her entitlement), only if he / she submits valid bills supported by boarding passes (in case of air journey) and tickets if the journey is undertaken by rail / road / water. The submission of boarding pass / tickets, as applicable, is necessary even in case of conducted tours through travel agent. Any case of false claims shall be dealt with strictly in terms of existing instructions and SBBJ Officers' Service Regulations.

IV. Where payments have been made in foreign currency for the exchange rate, the date of payment made to travel agency or the service provider should be taken as the date for calculation of the exchange rate. V. The officer concerned will have to certify that the foreign inland travel bill does not include sightseeing. B. Entitlement in respect of 'Sectors' where national carrier i.e. Air India does not operate:

I. An officer may reach the designated place by a longer / circuitous route or may travel throughout partly in a higher or lower class, or in a taxi (subject to appropriate approvals for traveling by taxi etc.). He will, however, be reimbursed with the actual fares / hire charges incurred by him / her or the cost of the fare to the designated place by the shortest route by the entitled class, whichever is lower.

II. In respect of officers who are eligible for travel by air, their notional monetary entitlement may be determined by their entitled class by national carrier (i.e. Air India) by the shortest route. However, in sectors where the national carrier does not operate, the notional monetary entitlement in respect of eligible officers may be determined by any other airline operative in that sector by their entitled class by the shortest route. In those cases where more than one airline other than national carrier is in operation, for the purpose of notional monetary entitlement in respect of eligible officers, higher fare by shortest and most direct route by entitled class may be taken. However, in respect of JMGS-I, MMGS-II and MMGS-III officers regarding mode and class of travel, instructions contained in Joint Note dated 27.04.2010 (our EC approval dated 25.05.2010) (Agenda Item No. D - 4) shall be meticulously followed. Other instructions shall remain the same.

C. Carry forward of LTC / HTC:

I. Where the officer is not able to avail himself of the leave travel concession during a particular two year block because the leave applied for was 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.

II. Competent 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


25

months for genuine reasons by the Chief General Manager subject to the condition that more than two concessions shall not be outstanding at any point of time. (PER/90/2011-12 dated16 March 2012.)

HOME PAGE Detailed Reference Book

58. Provisions relating to availment of LTC / HTC after retirement The provisions relating to availment of LTC / HTC after retirement, in terms of Regulation 47 (3) of the Officers' Service regulations have been recently modified by the Bank as under: -

A. Not only Leave Travel Concession but Home Travel Concession is also permitted to be availed after retirement, subject to the condition that the place where an officer intends to settle down after retirement and the place of domicile, as declared by the official, are different. A declaration has to be given by the concerned officer in this regard that the place where he intends to settle down after retirement and his place of domicile are different. Where both LTC and HTC are due, only one of the facilities can be carried forward. This facility is not available in case of officers who seek voluntary retirement, are dismissed, removed or compulsorily retired from Bank's service.

B. LTC/HTC is permitted to be carried forward for 4 months beyond retirement. The carry forward of LTC/HTC beyond 4 months after retirement will not be permitted under any circumstances.

C. The officer, after retirement but within the period he/she has been allowed to carry forward the LTC facility, may surrender and encash his/her LTC (other than travel to place of domicile i.e. the officer will not be eligible to surrender and encash HTC) upon which he shall be entitled to receive an amount equivalent to 75% of the eligible fare for the class of travel by train to which he is entitled upto a distance of 4500 kms (one way) for officers in JMGS-I, MMGS-II and MMGS-III and 5500 kms (one way) for officers in SMGS-IV and above. An officer opting to encash his LTC shall prefer the claim for himself/herself and his/her family members.

D. Even, if no advance is taken, the relative LTC/HTC bill must be submitted by the officer at the concerned branch/office within 15 days of completing the last return journey undertaken by him/her or his/her family member under the LTC/HTC facility and not later than six months of his/her date of retirement.

E. As the employer-employee relationship ceases to exist after the retirement of an officer, Bank will not bear any other expenditure relating to any matter other than reimbursing the bills relating to LTC/HTC (if found in order) and encashment of LTC, as per extant instructions. The tax liability on the LTC/HTC after retirement, if any, will be borne by the retiree. (Per/125/2010-2011 dated 11.2.2011, PER/19/2010 DATED 30.5.2009)


59. AVAILING OF LEAVE TRAVEL CONCESSION AFTER RETIREMENT (UPTO TWO MONTHS) SUBJECT TO AMENDMENT TO SBBJ OFFICERS’ SERVICE REGULATIONS 1979 In terms of Regulation 47(1) of SBBJOSR, 1979, during each block of 4 years, an officer shall be eligible for Leave Travel Concession (LTC) for travel to his home town once in each block of 2 years. Alternatively, he may travel in one block of 2 years to his home town and in the other block to any place in India by the shortest route. Further, in terms of Rule 38 of SBBJOSR, 1979, all leave to the credit of an officer lapses on resignation, retirement, death, discharge, dismissal or termination. In this connection, bank has examined the matter in consultation with SBI Corporate Centre,


26

Mumbai for providing of carrying over of the facility of LTC after retirement in situations where it is not possible to proceed on LTC, before the date of superannuation either due to exigencies of services or any other reason. It has also been observed that on many occasions an officer has to proceed on LTC on the last day of his retirement. Since any officer on an average works in the Bank for 35-40 years, he has some emotional attachment to the Bank and therefore, he would like to be in the Bank on the last day of his service. As such, there should be some provision for carry over of last LTC after retirement, which is not available at present. Keeping in view the above stated facts, the Executive Committee of the Board at its meeting held on 29th May, 2009, approved that the following provisions be implemented in regard to availment of LTC after retirement: subject to the amendment in the SBBJ Officers' Service Regulations, 1979. HOME PAGE

I. Where an officer is not able to avail LTC in the last block of service before superannuation (which at present is 60 years of age) for any reason, LTC may be permitted to be carried forward for two months beyond retirement and the retiree may be allowed to avail of the facility within that period as per the existing rules relating to the serving officers of the Bank. However, in case two leave travel concessions are outstanding as on the date of retirement, only one LTC shall be allowed to be carried forward beyond retirement.

II. The competent authority to permit the carry over of LTC beyond retirement will be the same authority who has been authorized to allow carry over of LTC to serving officers. Such carry over may be permitted due to official exigencies or any other genuine reason.

III. The mode or class of travel by which a retired officer may avail leave fare concession shall be the same as he was entitled to, as an officer, on the last date of his service in the Bank.

IV. The LTC after retirement may be availed from the last place of posting (headquarter) or from a place where the officer has settled down after retirement to the designated place in India. However, the retiree officer has to come back to the same centre from where he has started his journey and the entitlement will be calculated accordingly.

V. Those who opt for voluntary retirement, plan their exit from the Bank much in advance and therefore the above facility shall not be extended to them.

VI. Encashment of LTC shall not be allowed after retirement under any circumstances.

VII. Since the privilege leave in the account of any officer is either encashed or lapses on retirement, there is no question of grant of leave encashment with the facility of leave travel concession after retirement.

VIII. The facility of leave travel concession after retirement shall not be extended to such retired officers on whom Regulation 19(2) of SBBJ OSR, 1979 has been invoked and who shall be deemed to be in service only for the purpose of the continuance and conclusion of the disciplinary proceedings initiated against them.

PROCEDURE FOR AVAILMENT OF LTC AFTER RETIREMENT :

I. Where such carry over of LTC is to be permitted and where advance is availed from the Bank, the amount equivalent to advance taken should be tendered by way of a special term deposit receipt (STDR) of the bank for 6 months by the officer in his name and a lien should be marked by the Bank on it. The lien should be released only after the LTC bill is fully and finally settled. Where no advance is taken there is no need for insisting on tendering of STDR as security.

II. The relative LTC bill must be submitted by the officer at the concerned branch/office within 15 days of completing the last return journey undertaken by him/his family member under the LTC facility and not later than six months of his date of retirement.


27

In case the officer fails to do so and he has availed advance from the Bank, the entire amount of unutilized advance shall be adjusted by the Bank immediately from the amount of STDR held under lien as mentioned in sub-paragraph (i) above for this purpose. Similarly, if an officer does not undertake proposed journey under LTC even after taking advance for the same, the interest on STDR will not be paid to him (instead of recovering interest on amount of advance). Even, if no advance is taken, the LTC bill must be submitted within 3 months of availing the LTC and in any case before 6 months from the date of retirement.

III. Where, prima facie, the bill presented against availment of LTC after retirement appears to be disputed or discrepant, the lien on STDR shall not be withdrawn till such time as the matter is settled to the satisfaction of the sanctioning authority in the Bank and the bill remains unpaid. Where the LTC bill is found to be false or fraudulent, the entire amount of the STDR held under lien shall be adjusted against the advance given for LTC by the Bank with interest on STDR.

EFFECTIVE DATE : The above scheme has been made applicable for the officers retired on superannuation (at present 60 years of age) from the date of approval of the Executive

Committee i.e. 29th

May 2009 subject to the amendment. in the Regulation 47 of the SBBJ OSR, 1979. TAX IMPLICATION : The tax liability on the LTC after retirement, if any, shall be borne by the retiree officer. Circular No. PER/19/2009-2010 DATED 30.5.2009, PER/86/84 dated 15.11.1984, PER/74/2000-2001 dated 18.11.2000 and PER/14/2007-08 dated 17.05.2007. It has been decided that the facility of LFC after retirement may be extended only after amendment to OSR(CIR NO. PER /26/2009-2010 DT. 19.6.2009) 60. Encashment of leave : One month leave once in four years or 15 days P. leave in Each HTC/LTC 55. Encashment of one day’s P. leave for donation to PM Relief Fund 61. INCOME OF DEPENDENTS: Wholly dependant family member’s income has been fixed @ Rs.3500/- p.m. Availment of LFC after retirement (within 2 months) with prior approval Extension of LFC Block by 6 months on Admn. Grounds in exigencies of service HOME PAGE 62. JOINING TIME : Not exceeding seven days exclusive of the number of days spent on journey. 63. LEASED ACCOMMODATION::REVISION IN RENTAL CEILING FOR LEASED ACCOMODATION / CAR PARKING CHARGES / MAINTENANCE CHARGES: The rental ceiling for leased accommodation provided to officers in JMGS-I TO SMGS-V were last revised w.e.f.1.1.2011 and w.e.f. 1.4.2011 for officers in TEGS - VI & VII and same was circularized vide HO e-Circular No. PER/21/2011-12 dated 13.06.2011. Detailed Reference Book Recently Bank, in consultation with State Bank of India, Corporate Centre, Mumbai, examined the issue and observe that after establishment of Networks (B&Os) at centres categorized as 'A' Category, the officials, of various grades posted there, are finding it difficult to take houses on lease befitting their status within the present rental ceiling prescribed for the centres. Further, officers posted in project area centres are also facing the


28

same problems. State Bank of India has also revised leased rentals for all categories of officers. Therefore, Bank has decided:-

i) that the rental ceiling applicable to 'A' Category centre shall be applicable at centres where Network (B&Os) (if not in major 'A') have been established and also for Project Area centres.

ii) that state capitals situated in "other than major 'A' centres", the rental ceilings applicable shall be that of 'A' category centres.

iii) In the composite areas of New Delhi (including Gurgaon) consisting Noida, Gaziabad and Faridabad, the rental ceilings applicable will be of New Delhi and for Maharajpur, Loni and Ballabhgarh the rental ceilings of Major 'A' category shall be applicable.

iv) It has also been decided to club the car parking and maintenance charges prescribed separately earlier. The revised rental ceilings will be inclusive of car parking and maintenance charges. Out of the total entitlement, a maximum 25% of the rental amount will be available for car parking / maintenance charges / security charges / society charges.

The revised lease rental ceiling for all centres except Mumbai and New Delhi will be as per Annexue- 'A' and for Mumbai and New Delhi as per Annexure-'B' It has also been decided to revise lease rental ceiling for officers placed in assignments as TEGS -VII and TEGS-VI having budgetary allocations, DGM of Zones, DGM heading branches, AGM Controllers and Branch Managers, Head of CPCs, Manager of Divisions, Relationship Managers, RMMEs and RMSEs as per their grades as follows:

(i) Rental ceilings applicable for such officers for all centres except Mumbai and New Delhi are as per Annexure-'C'.

(ii) Rental ceilings applicable for such officers for Mumbai and New Delhi are as per Annexure-'D'.

(iii) The officers who are entitled to higher rental ceilings by virtue of their posting will continue to be eligible for the same ceiling if transferred to a different position in the same centre provided they continue to occupy the same house. In case of change of house, their entitlement as per their position will be applicable.

(iv) For officers Scale TEGS-VI and VII posted in Network and Verticals under direct administration of CGM (Retail Banking) - CGM (Retail Banking) and for officers in Scale TEGS-VI and VII posted under direct administration of CGM (Corporate Banking) - CGM (Corporate Banking), will be the competent authority to allow additional rent of Rs2000/- per month over and above the prescribed rental ceilings. For TEGSS-I officials, Managing Director will be the competent authority to approve additional rent of Rs2000/- p.m. over the applicable ceiling. However, the above discretion shall be exercised only if suitable accommodation befitting the image of the Bank is not available within the prescribed rental ceilings.The other instructions issued in the matter earlier from time to time shall remain unchanged. The revision of rental ceilings will be effective from 1

st July, 2012.


Annexure'A' (Rs .p.m.)

Grade/ Scale

Major'A'* 'A Category' 'B' Category 'C' Category

Exst.@ Rev.# Exst.@ Rev.# Exst.@ Rev.# Exst.@ Rev.#


29

TEGSS-I 52000 37000 29000 22000 VII 35000 50000 24300 35000 18200 27000 NA 20000 VI 30800 40000 18900 30000 13000 20000 NA 17000 V 18200 29000 12800 23000 7500 16000 5900 13000 IV 16800 26000 12100 21000 6900 14000 5200 12000 III 15400 23000 11100 18000 6500 12000 4900 11000 II 14700 21000 10800 16000 6200 11000 4400 9000 I 14000 20000 10100 15000 5800 10000 4100 8000

*Kolkata, Chennai, Ahmedabad, Bangalore and Hyderabad # Inclusive of car parking/ maintenance/ security charges. @Exclusive of car parking/ maintenance/ security charges.

Annexure 'B' MUMBAI

(Rs .p.m.) Grade/ Scale Ceiling

TEGSS-I 81500 VII 79500 VI 74500 V 49500 IV 39500 III 34500 II 32500 I 29500

NEW DELHI

(Rs .p.m.)

Grade/ Scale

Ceiling




HOME PAGE

Annexure'C'


30

Scale TEGS -VII and TEGS-VI having budgetary allocations, DGM of Zones, DGM heading branches, AGM Controllers and Branch Managers (of all Scales), Head of CPCs, Manager of Divisions, Relationship Managers, RMMEs and RMSEs. (Rs .p.m.)

Grade/ Scale

Major'A'* 'A' Category 'B' Category 'C' Category

Exst.@ Rev.# Exst.@ Rev.# Exst.@ Rev.# Exst.@ Rev.#

TEGSS-I 54000 39000 31000 24000

VII 35000 52000 24300 37000 18200 29000 NA 22000

VI 30800 42000 18900 32000 13000 22000 NA 19000

V 18200 31000 12800 25000 7500 18000 5900 15000

IV 16800 28000 12100 23000 6900 16000 5200 14000

III 15400 24000 11100 19000 6500 13000 4900 12000

II 14700 22000 10800 17000 6200 12000 4400 10000

I 14000 21000 10100 16000 5800 11000 4100 9000

*Kolkata, Chennai, Ahmedabad, Bnagalore and Hyderabad # Inclusive of car parking/ maintenance/ security charges. @Exclusive of car parking/ maintenance/ security charges.

Annexure'D' PROPOSED REVISED RENTAL CEILING FOR LEASED ACCOMODATIONS (Inclusive of car parking and maintenance charges/ security charges) Scale TEGS -VII and TEGS-VI having budgetary allocations, DGM of Zones, DGM heading branches, AGM Controllers and Branch Managers (of all Scales), Head of CPCs, Manager of Divisions, Relationship Managers, RMMEs and RMSEs

MUMBAI(Rs .p.m.)

Grade/ Scale Ceiling



NEW DELHI

(Rs .p.m.) Grade/ Scale Ceiling

TEGSS-I 78500


31

VII 76500 VI 66500 V 41500 IV 34500 III 30500 II 28000 I 27500

(Circular No. Per/30/12-13 dated 21.8.2012) 64. LEASED ACCOMMODATION: PERMISSION OF ADVANCE RENT FOR ACQ. LEASED ACCOM. AT THE SPECIFIED CENTRES & REIMB. OF BROKERAGE : REVISION IN THE AUTH. STRU

The leased rent may be paid in beginning of the month if the terms of the lease agreement if warrant so. The delegation to sanction reimbursement of brokerage up to a maximum of one month rent entitlement or actual monthly rent (whichever is lower) at centres notified by State Bank of India and payment of advance rent up to 12 months vests with the same authority who is vested with the powers to sanction the leased accommodation. However, the authority for notification of specified centres for payment of advance rent will continue to be vested with Chief General Manager, as hitherto. ( CIRCULAR NO. PER/302011-12 DATED 27.6.2011, PER/47/2002-2003 DATED 27.09.2002, PER/104/2006-2007 DATED 15.03.2007 and PER/21/2011-12 DATED 13.06.2011)

HOME PAGE Before implementing the above circular guidelines the following ceilings were made available to the officers:

(w.e.f. 1.1.2011 up to SMGS and 1.4.11 for TEGS) Grade Mumbai

Rs.

Delhi Rs.

Major A* Centres Rs.

A Population 7.50 lacs & above(Rs.)

B pulation 2 lakh to s then 7.50 lacs & )

C Other centres Rs.

JMGS 20000 15000 14000 10100 5800 4100 MMGS-II 20000 15000 14700 10800 6200 4400 MMGS-III 25000 18000 15400 11100 6500 4900 SMGS-IV 30000 20000 16800 12100 6900 5200 SMGS-V 35000 22000 18200 12800 7500 5900 TEGS-VI 60000 50000 30800 18900 13000 NA TEGS-VII 65000 55000 35000 24300 18200 NA Car parking 1000 1000 1000 600 300 NA Society Maintenance charges

1250 1250 1250 925 625 300

Detailed Reference Book • Brokerage / commission paid by an officer upto a maximum amount not more than

one month rental ceiling applicable to the officer within his entitlement to estate agents / property dealers may be reimbursed on production of receipts.

• In almost all the Zones, few centres which are fast developing due to IT industries / SEZ

/ project areas or of historical / religious / tourist importance / submersible and in spite of being categorized as 'B' or 'C' category centres, the rental value of residential houses / apartments are very high. The CGM have the discretion to notification of maximum five such centres for increasing the leased rental ceiling upto 10% in such centers.


32

• The revised ceilings are the outer limits set by us. All efforts should be made to secure residential accommodation at lower rates where possible.

• The lease rentals of the accommodation already leased to the Bank should not be revised till the contracted period expire 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 Bank's 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 house. Further, if the particular assignment has a designated house, the same should be invariably occupied by the incumbent.

• Under the Bank's Co-operative Housing Loan or Individual Housing Loan Schemes, it is incumbent on the part of employees 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 leased residential accommodation is kept to the minimum.

• Flats/ houses already leased to the Bank by employees/ officers on economic rent basis should not be released except for the occupation of the employee concerned till the loan is fully liquidated.

• The Premises and Estate Department at HO should draw up a list of residential accommodations already available (i.e. houses/ flats of employees under lease to the Bank), and those to be requisitioned in future, including particulars of accommodation available, etc., and allot these accommodations to the eligible officers.

• The officers posted in Head Office Establishments and Inspection & Audit Department should also be provided Bank's flats strictly on first come first serve basis at par with local officers posted at the centre.

• The revised lease rental ceiling shall be applicable w.e.f.1.1.2011 in case of officers upto SMGS V, and w.e.f. 1.4.2011 in case of officers TEG Scales VI and VII.

• Advance rental to land lord may be reimbursed upto 12 months in the centres where the practice of advance-leased rental is in place. Such centres will be notified by the

CGM. Detailed Reference Book

• Delegation to sanction society maintenance charges and car parking charges vests with the same authority who is vested with discretion to sanction the leased accommodation. (Per/21/11-12 dated 13.6.2011)


33

• The lease rent for the concerned month may be paid in beginning of the month if the terms of the lease agreement warrant so.

• The power to sanction reimbursement of brokerage up to a maximum of one month rent entitlement or actual monthly rent (whichever is lower) at centres notified by State Bank of India and payment of advance rent up to 12 months to the same authority who is vested with the powers to sanction the leased accommodation.

• The authority for notification of specified centres for payment of advance rent will continue to be vested with Chief General Manager, as hitherto. (Cir Per/30/2011-2012 dated 27.7.2011)

65. FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE

a. Officers in Scale I to VI may be permitted to avail leased house facility at a place of choice any where within the country.

b. The rental ceiling will be that of the centre where the leased accommodation is availed or the place of posting, whichever is lower. However, if the officer retains the leased accommodation at the previous place of posting, the lease entitlement of that place will be applicable for one year from the date of his/her transfer, if the entitlement is lower at the place of posting. In such cases, after completion of one year the entitlement will be the rental ceiling applicable to place of posting or place of leased accommodation whichever is lower.

c. The revised instructions would be applicable henceforth to all officers in scale I to VI and would be effective from 18.02.2012.

The authority structure for approving the above facility will be as under:

OFFICERS UP TO SCALE-V POSTED AT APPROVING AUTHORITY 1. Branches / Zonal Offices DGM of the Zones 2. DGM headed branches DGM of the Branch 3. Head Office and its establishments DGM (Per. & HRD) TEGS - VI Respective General Manager

(Cir No. Per/89/2011-12 dt. 25.2.2012, PER/71/2008-2009 DATED 15.12.2008) HOME PAGE * Kolkatta, Chennai, Ahmedabad, Banglore, Hyderabad **Vishakhapatnam,Patna,Vadodra,Kochi,Indore,Bhopal,Ludhiana,Coimbotore,Madurai,Agra,Varanasi -Leased accommodation at rental in excess of entitlement also to be sanctioned by same authority - Advance rent for leased accommodation for 10 months at Mumbai -Payment of brokerage for 2 months entitlement of rent at Mumbai and Navi Mumbai -Leased accommodation for family upto MMGS-III anywhere in India, extended upto SMGS-V -Rent on capital cost basis even if posted outside -Ceilings for capital cost basis on the rates applicable to the place where house is constructed -Rental Ceilings applicable to the centre where leased accommodation is provided HOME PAGE

Detailed Reference Book 66. STAFF SUPERVISING: FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE :EXTENSION OF THE FACILITY TO TEGS-VII OFFICIALS The facility of leased accommodation at a place of choice to TEGS-VII (General Managers) may be extended subject to the following conditions: • This facility is applicable only for leased accommodation and not for Bank's flat and

designated houses.

• Where the officer who has been provided with bank's flat / designated house at the


34

previous place of posting, desires to continue to keep his / her family at the centre he / she will have to vacate the banks flat / designated house within 30 days of his / her transfer and himself / herself make alternate arrangements for the lease accommodation of his / her family within his / her rental ceiling entitlement.

• Where the officer opts for and is provided leased accommodation at a place of choice, the designated house, if available at the new place of posting, shall be made available for occupation to him / her subject to house rent recovery for both the accommodations @ 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.

• The designated house means banks own house or property taken on long lease for the official residence of the designated official.

• Where an officer has been provided leased house at a place of choice, other than the place of posting, he / she will be eligible for bank's guest house for a maximum period of 2 months at the place of posting and bank's accommodation will not be provided at the place of posting. They will have to make their own arrangements for stay at their cost at the place of posting.

• Under no circumstances, an officer is provided with leased accommodation at two places.

• An officer exercising the option of availing the facility of leased accommodation at a place of choice will be entitled for reimbursement of actual travelling expenses in respect of self and family members and cost of transportation of household luggage to the place where he intends to have the leased accommodation facility. However, the reimbursement will be restricted to his / her entitlement had he / she shifted his / her family and house hold luggage to the place of posting. This facility will be available only once during one posting.

HOME PAGE (Circular No. Per/61/12-13 dated 26.11.2012) 67 . HRA ON CAPITAL COST BASIS In order to bring uniformity with the facility of leased accommodation at the place of choice, HRA on capital cost basis should also be paid at the rate applicable at the centre where the house (constructed out of Bank's finance under IHL) of the officer is situated and he/she is permitted to keep his/her family thereat, irrespective of his/her place of posting. (PER/2009-2010 DATED 20.3.2010 AND PER/84/2004-05 dated March 29, 2005)


68. ADVANCE RENT PAID::

At certain centers payments of advance rent as per trend/custom at that center is permitted. If such officer is transferred at another center and wants to retain his family at previous place of posting he is permitted to do so within his entitlement for reimbursement of leased amount as per ceiling of new place of posting. The ceiling of leased


35

accommodation at new place of posting may be lower than the ceiling at the than previous place of posting. The advance rent is treated as security deposit, which is returned by the landlord after vacation of the leased accommodation. Bank has examined the matter and it has been decided that the Rent Advance paid by the Bank under leased accommodation facility to be protected as long as the officer's family continues in the same house/flat. Other terms and conditions in this regard will remain unchanged. (CIRCULAR NO. PER/01/2008-2009 : April 01, 2008 ) 69. LEASED HOUSING ACCOMMODATION - CLOSE RELATIVES TERMS AND CONDITIONS Officers may take houses on lease belonging to their close relatives on case to case basis depending on merits of each case and if the circumstances so warrant subject to the terms and conditions as under : The authority to approve such facility need to be one scale higher than the authority to approve leased accommodation but not below the rank of Dy. General Manager.

(i) If Bank's 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.

(ii) 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 officer's spouse as well as dependent children should also not be permitted to be leased to the Bank for his own occupation.

(iii) 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.

(iv) While entering into lease agreement in respect of the 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.

(v) 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.

The term "close relative" as defined in the SBI General regulations includes the following:

• Spouse • Father • Mother (including step-mother) • Son (including step-son) • Son's wife • Daughter (including step-daughter) • Daughter's husband • Brother (including step-brother) • Brother's wife • Sister (including step-sister) • Sister's husband • Brother (including step-brother) of the spouse • Sister (including step-sister) of the spouse.

(CIRCULAR NO. PER / 16 / 2011-12 DATED 19.05.2011) Detailed Reference Book

HOME PAGE 70. Travel within 15 Kms. Where from the journey started and remained away for atleast 4 hours Half of the halting allowance or Rs.275\- per day whichever is lower.


36

71. LODGING & BOARDING: The latest revised the ceilings for reimbursement of hotel expenses to officers, w.e.f. 01.02.2012, are as under: (i) (a) Metro centre:- (i) (b) Major ‘A’ centres:- (i) (c) Area I centres:- (i) (d) Other centres:- (ii) Officers in Top Executive Grade Scales VI and above, who are unable to stay in eligible hotels in metro centres within the permissible room tariff, may be reimbursed actual lodging expenses for staying in other hotels not exceeding 125% of the room tariff of their entitled class at these centres.

Metro-Maximum room tariff permissible (Non ITDC Hotels)- Revised rates

Eligibility to stay in ITDC hotels w.e.f.

1.2.2012 w.e.f. 1.2.2013

w.e.f. 1.2.2014

w.e.f 1.2.2015

On or after 1.2.2016

TEGSS I & II 4* Hotel 12000 12600 13200 13900 14600

TEGS VI & VII 4* Hotel 9000 9500 10000 10500 11000

SMGS IV & V 3* Hotel 6000 6300 6600 6900 7200

MMGS II & III 2* Hotel (Non-AC)

3200 3400 3600 3800 4000

JMGS I 1* Hotel (Non-AC)

2200 2300 2400 2500 2600

Major A -Maximum room tariff permissible (Non ITDC Hotels)- Revised rates

Eligibility to stay in ITDC hotels

w.e.f. 1.2.2012

w.e.f. 1.2.2013

w.e.f. 1.2.2014

w.e.f 1.2.2015


ITDC hotels w.e.f. 1.2.2012

w.e.f. 1.2.2013

w.e.f. 1.2.2014

w.e.f 1.2.2015


TEGSS I & II 4* Hotel 11000 11600 12200 12800 13400

TEGS VI & VII 4* Hotel 8000 8400 8800 9200 9700

SMGS IV & V 3* Hotel 5500 5800 6100 6400 6700


2900 3000 3200 3400 3600


2000 2100 2200 2300 2400

HOME PAGE

Area I- Maximum room tariff Hotels)- Revised rates

permissible (Non ITDC Eligibility to stay in ITDC hotels

w.e.f. 1.2.2012

w.e.f. 1.2.2013

w.e.f. 1.2.2014

w.e.f 1.2.2015


TEGSS I & II 4* Hotel 6000 6300 6600 6900 7200


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TEGS VI & VII 4* Hotel 5000 5300 5600 5900 6200

SMGS IV & V 3* Hotel 3000 3200 3400 3600 3800


2200 2300 2400 2500 2600


1500 1600 1700 1800 1900

Other centres- Maximum room tariff permissible (Non ITDC Hotels)- Revised rates

Eligibility to stay in ITDC hotels

w.e.f. 1.2.2012

w.e.f. 1.2.2013

w.e.f. 1.2.2014

w.e.f 1.2.2015


TEGSS I & II 4* Hotel 5000 5300 5600 5900 6200

TEGS VI & VII 4* Hotel 4000 4200 4400 4600 4800

SMGS IV & V 3* Hotel 2500 2600 2700 2800 2900


1600 1700 1800 1900 2000


1200 1300 1400 1500 1600

Detailed Reference Book (iii) The above rates are the maximum ceiling upto which the officer may be

permitted to stay in a hotel, but the Offices / Zones will be advised to arrange for tie-up with the star category non ITDC hotels and fetch maximum discount possible. The officer will be reimbursed upto the maximum rates mentioned above as per his entitlement or the card rates of the hotel whichever is lower.

(iv) For the purpose of reimbursement of room tariffs to officers while on outstation duty, all state capitals (other than State Capitals falling in Metro category) may treated as Major ‘A’ class cities.

(v) All officers are advised to stay in Bank’s guesthouse to the extent possible. (vi) GM (Ops) & CDO is authorized to issue clarifications in this regard. (vii) The above modification will be effective from 01.02.2012.

(PER/3/2012-2013 DATED 18.4.2012 AND PER/60/2007-2008 dated 01.12.2007) Major A = Mumbai, Delhi, Kolkata, Chennai, Ahmedabad, Bangalore & HyderabadArea –I = Pune ,Nagpur, Surat, Kanpur, Patna, Jaipur, Lucknow, Visakhapatnam, Patna, Vadodra, Kochi, Indore, Bhopal, Ludhiana, Coimbatore, Madurai, Agra & Varanasi HOME PAGE

Detailed Reference Book 72. FURNITURE & FIXTURES AT RESIDENCE :

Category Amount (excluding taxes)

Annual repair charges ( in Jan)

Curtains(with in overall cost of furniture & Fixture)

JMGS * 90,000 9,000 9,000

Furniture Items: Sofa set, Central Table, Show Case, Single Bed, Dining Table, Dining Chairs, Writing Table &chair, dressing table , Ironing Table with Iron, Invertor, Computer Table & Chair, Kitchen rack, RO System\water purifier, Fully automatic washing machine,


38

MMGS 1,00,000 10,000 10,000

SMGS-IV 1,10,000 11,000 10,000

refrigerator(any size), mixer grinder, vacuum cleaner, LCD TV of any size, TV trolley, Set Top Box, OTG or Microwave Oven, Room Heater, Meat Safe, Garden Chairs(4), Bed Side Table(2), AC(any size) , Laptop/Notebook, DVD \VCD \ Home theatre, Sofa-cum-bed, tel. table, carpet , Shoe rack Fixtures: Ceiling fan (4), Tube Light(6), Chandelier(1), Geyser (1), Steel Almirah (2), Air Cooler (1), Morning Walker, Foot Massager (Per\8 dated 29.05.2010)

SMGS-V 1,75,000 12,000 15,000 +Cooking range, dish washer, wardrobe, wall unit, Kitchen Chimney hub, Food Processor

TEGS VI-VII 4.00,000 By Bank Included in the ceiling

Detail of items & other conditions (LCD 32”, Washing machine 7 Kg) Curtains: Replacement after 3 years Dry cleaning every 6 months

Furniture to eligible officers residing in ancestral\house built without bank finance REPLACEMENT\REPAIR OF FURNITURE\FIXTURES

• Maintenance\repair charges will be paid once in a year in the month of January . No carry forward is allowed.*Annual lump sum amount to be paid in full to those officers (JMGS to SMGS)who avail furniture to the extent of 50% or more of their entitlement and no amount is payable to those who avail less than 50% Ist payment will be made only if January falls 9 months after purchase of furniture

• Furniture \fixture will be replaced after 10 years. All electronic and electric consumer items and equipments running on electricity except physical health equipment to be replaced after 5 years. Mattresses, curtains and inverter battery to be replaced after 3 years. The life span of all the items shall be reckoned from the date of purchase.

• In case of unfortunate death of officer, no recovery from family. • Insurance to be paid by Bank • Replacement of curtains and inverter batteries is permitted after three years within

prescribed ceilings: as per their eligibilities, for furniture and fixtures. (PER/89/2008-2009 DATED 7.3.2009)

• The officer will have to utilize 50% of overall entitlement on furniture items • At the time of retirement, if the items are old than 5 years, no cost to be recovered

and in case the period of 5 years from the date of purchase is not complete, book value to be recovered.

• 8. Electronic Items, Mattresses that are three years old and Curtains, Inverter battery being consumable item may be given to officer free of cost at the time of retirement and depreciated book value thereof will be written off.(Per/76/2010-2011 dated 18.10.2010)

• Repair\Replacement of Inverter Battery Rs.9000/- once in 3 yrs (Per/77/2010-2011 dt 19.10.2010)

• No restriction on quantity from the list of prescribed items applicable as per his scale within his overall entitlement(Per/35/10-11 dated 24.6.2010).

Detailed Reference Book Saff members has to ensure that the FEF should be purchased on behalf of the Bank and the same is Bank's property, which he/she should possess and take good care of as a bailee. Therefore, officers who are purchasing FEF items under this scheme, should purchase the same in the Bank's name only and all related cash memo(s)/ receipted challan (s) should also be in the Bank's name only. (Per/47/2010-2011 dated 17.7.2010)

73. PROVISION OF FURNITURE & FIXTURES TO OFFICERS ON PROBATION IN PERMANENT EMPLOYMENT OF THE BANK In terms of H.O. Circular No. PER/13/2007-2008 dated 17.05.2007, officers on probation are


39

allowed fixtures up to RS. 20000/- and after confirmation, they are entitled for the balance amount (i.e. eligibility minus Rs. 20000/-) under the Scheme.

Bank in consultation with State Bank of India, Corporate Centre, Mumbai decided to revise the provision of furniture & fixtures to officers on probation, which is as detailed below:- The quantum eligible for JMGS-I may be extended immediately to the officers promoted from Clerical Cadre to JMGS-I (Both regular promotees and T.Os.) and the same may be extended to Probationary Officers and other directly recruited officers after they complete 1 year service in the Bank.

• Those who intend to resign during the probation period would be required to repay the entire amount given to them to purchase new furniture/fixture. It should be advised to them at the time of sanctioning advance towards furniture/fixture that their resignation will not be accepted till the recovery of entire amount.

A suitable undertaking may be obtained from the officials on probation in this regard. (Cir.No. Per/88/2011-2012 dated 25.2.2012) HOME PAGE 74. FEF ITEMS FOR OFFICERS SCALE TEGS-VI AND VII

The officers of Scale VI & above may be permitted to carry furniture & fixtures on transfer upto Rs.3.00 lac. It will be necessary for the officers in scale VI and VII to carry the furniture and fixtures purchased at the specific requirement / request of the officer up to a total cost of Rs 3.00 lac on transfer to their next place of posting. If any officer in scale TEGS-VI & above proposes to purchase items of furniture and fixture, which is not in the prescribed list, the same may be permitted by the competent authority, provided the item is in the nature of furniture and fixture. In such case, the officer will necessarily have to carry the item on transfer/retirement. This would be also applicable in cases where additional number of same item is purchased by the officer. The competent authority in this regard shall be GM (Operations) - In respect of officers posted in Zones. Respective GM (- In respect of officers posted in Head Office and its establishments in Jaipur as well as outside Jaipur. (CIRCULAR NO. PER/35/2010-2011 DATED 24.06.2010)

75. STAFF SUPERVISING: OFFICERS UPTO SMGS-V FURNITURE PROVIDED TO OFFICERS AT THEIR RESIDENCES : CLARIFICATIONS FOR VARIOUS DOUBTS

Please refer to our Circular No. PER/110/2006-07 dated 28.03.2007 and PER/13/2007-2008 dated 17.05.2007 wherein details and some clarifications of the new scheme for provision of furniture/fixtures provided at the residential accommodation of officers in SMGS-V and below were advised. We are receiving queries seeking certain clarifications on the operation of the scheme. We have examined the matter in consultation with State Bank of India and it has now been decided to implement the following guidelines with immediate effect: -

Detailed Reference Book S.N. EXISTING INSTRUCTIONS REVISED INSTRUCTIONS


40

1. As per the existing instructions the lump sum amount for expenses on account of repairs etc. shall be given as per the eligibility of the officers in the month of January and thereafter in the month of January every year. In this regard a query has been raised in context of the new scheme as under: - Whether annual lump sum amount towards repairs etc. are payable to officers retiring before the month of January every year?

In the new scheme it is provided that the lump sum amount for expenses on account of repairs etc. shall be given as per the eligibility of the officers in the month of January and thereafter in the month of January every year. For officers retired/retiring before the month of January it is clarified that lumpsum amount for the year in which the officer retires may be paid on pro-rata basis for the no. of month(s) officer was in service during the year (February to January taken as 12 months).

2. As per the extant instructions the furniture is supplied to the officer in whose name the bank's flat/ leased accommodation is provided. One of the queries referred in context of the new scheme is as under: - If husband and wife both are working as officers in our Bank, what will be the position? (i) If both are working at the same centre. (ii) If both are working at different centers and have been supplied furniture items separately and later come to stay at the same centre.

In this regard it is advised that the furniture is supplied to a person in whose name the bank's flat/leased accommodation etc. is provided. Since it will be operationally inconvenient for the Bank as well as officer to surrender and purchase fresh set of furniture on each occasion. Therefore, it has been decided that the officers in such a situation may be allowed to hold two sets of furniture. The storage of excess furniture, if any may be arranged by the officers at their own cost.

3. In the present scheme, it is provided that the purchase of furniture should be made through reputed dealers only. Now some of sectors have raised a query that whether the purchases of furniture items through internet is permitted.

It is clarified that the purchase of furniture items through Internet is not permitted.

4. It is provided in the new scheme that the lump sum amount for expenses on account of repairs etc. shall be given as per the eligibility of the officers in the month of January and thereafter in the month of January every year. One of the query referred in context of the new scheme is as under: - If an officer has not availed full value of furniture to which he is entitled whether he/she will be eligible for full amount of annual lumpsum amount towards repair etc.

It has been decided to follow the under noted guidelines in this regard. Those who avail furniture to the extent of 50% or more of their entitlement may be paid full annual maintenance lumpsum allowance applicable to his substantive grade. Those who avail furniture to the extent of less than 50% of their entitlement may not be paid any annual lumpsum amount. The above provisions shall be effective for the calendar year 2008 and onwards.


41

5. A query regarding additional ceiling for fixtures was raised as under-Whether the fixtures are part of the furniture entitlement and whether additional ceiling for the cost of the fixtures may be fixed in the new scheme because there are operational problems in carrying the fixtures that are in-built in the premises?

It has been decided that fixtures are the part of the furniture entitlement and no additional ceiling for the fixtures is provided in the new scheme. However, if the officers are residing in the Bank's flat, the items viz. Ceiling fans, Tube lights and Geysers provided in the flat should be treated as part of fixed fixture items (such as in-built almirah, grills etc.) and may not be removed on account of transfer of the officer. When an officer is transferred to a centre where he is allotted Bank's flat, he may be permitted to hold 2 set of such fixtures (one that he may be carrying from the leased house etc. provided to him at previous centre) and the storage of such additional set of fixtures may be arranged by the officer at his own cost. However, for the purpose of overall ceiling the original cost of only one set of fixtures of lesser value will be considered.

6. It is provided in the new scheme that on retirement, all the officers (including TEGS-VI and above)are allowed to purchase furniture items, which they are in possession of. The Furniture items which are more than 5 years old is given free of cost and for less than 5 years old, is sold at book value. Instances have come to notice that in electronic/electrical items, the market value diminishes faster and the book value some times is far more than that of market value. Therefore, the officer is required to purchase at a price higher than the market price. The matter has been submitted by various sectors for review.

It has now been decided that the furniture items may be purchased by the officers on retirement, at the following cost: Furniture with age more than 5 years - free of cost. Items with more than 4 years of age - at 20% of the original cost. Items with more than 3 years of age - at 40% of the original cost. Items with more than 2 years of age - at 60% of the original cost. Items with more than 1 years of age - at 80% of the original cost. Items with less than 1 years of age - at 100% of the original cost. The difference amount if any, in the book value and sale value should be written off.

The curtains and inverter battery being consumable items may be given to the officers (in all scales), who retire on superannuation, free of cost irrespective of its age. The book value, if any, may be written off as per extant instructions. Per/24/10-2011 dated 25.5.2010 and Per/34/2008-2009 dated 11.8.2008 CIRCULAR NO. PER/35/2010-2011 DATED 24.06.2010)

Detailed Reference Book HOME PAGE 76. SCHEME OF DELEGATION OF FINANCIAL POWERS: ENHANCEMENT IN THE FINANCIAL POWERS FOR SANCTION OF FEF TO BE SUPPLIED AT THE RESIDEN ACCOMMOD OF OFFICERS The Bank has recently enhanced financial powers, as under, for AGMs & above in respect of purchase of furniture and fixtures by the officers for use at their residence:

(Rs. in lac)

Category GM DGM AGM


42

Purchase of furniture including carpets, curtains & electronic installation (any one instance) for residence

4.00 (Up to entitlement of DGM grade)

1.75 (Up to entitlement of AGM grade)

1.10 (Up to entitlement of CM grade) (At HO, AGM Premises can sanction up to entitlement of AGM grade)

(Circular No. PER/110/2006-07 dated28.03.2007 and PER/13/2007-08 dated 17.05.2007 and Per/15/2011-2012 dated 19.5.2011). HOME PAGE 77. SALE OF FURNITURE AND FIXTURES TO RETIRING OFFICERS IN ALL SCALES:

Presently, the bank is provisioning for depreciation on monthly basis but this benefit is not passed on to the retiring officer.

We have decided that the depreciation of the furniture and fixtures will be calculated on the actual age of the items as on the date of retirement of the officer, by calculating the depreciation on monthly basis for the period over and above the age completed on yearly basis, for example if the age of the furniture is 4 years and 11 months the depreciation will be calculated apart from the completed age of four years for 11 months also on monthly basis.

No benchmark price in the scheme is stipulated. It is also clarified that:

All electronic and electrical items and equipments running on electricity are classified as electronic items except physical health equipments. All other remaining items including physical fitness/ health equipments are classified as furniture items.

An officer can avail the facility to purchase new electronic items 6 times only during his entire service and for purchase of furniture the facility will be continue to be availed 3 times only during his entire service as per existing instructions.

In case of death of an officer while in service, the family of the deceased officer will be given furniture and electronic items free of cost and the book value of the same will be written off from bank's books as hitherto. Owernership of FEF item supplied to officers The furniture and fixtures provided to officers in TEGS-VI cadre and above are owned by the Bank, the ownership thereof is not transferred to them on completion of the prescribed life span of that particular furniture / fixture.

Regarding transfer of ownership of furniture and fixtures to officers up to SMGS-V, on completion of prescribed life span of an item, the residual book value of that particular item shall be reckoned as zero by debiting to charges account.

(Per/18/2011-2012 dated 19.5.2011)

HOME PAGE


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Detailed Reference Book 78. SUPPLY OF LAPTOPS TO OFFICERS IN TEGS-VI AND ABOVE The officers in TEGS-VI and above who have not been provided laptops and wish to purchase latest laptops within the overall ceiling of Rs. 75000/- may be permitted to purchase laptops as per their requirement/choice in consultation with the concerned Zonal IT Centres/ ITSD and after obtaining three quotations from the reputed vendors/authorized dealers. Further, for verifying the prices, sites of major laptop manufacturers should be checked so that there will be no over quoting of prices by the dealers. The condition regarding procurement through IT Services Department has now been substituted with " In consultation with the Zonal IT Centres / IT Services Department for laptops to be procured at Zonal Offices and Head Office respectively. " The technical specifications for procurement of laptops, advised by IT Services Department, Head Office, Jaipur are detailed as under: TECHNICAL SPECIFICATIONS OF LAPTOP BEING PROCURED AT PRESENT

1 Intel Centrino Duo Processor Technology 2 Intel Core 2 Duo processor 2.4 Ghz. 3 MB L2 Cache, 1066 Mhz FSB or Better 3 Intel GM 45 Chipset or better Intel Chipset 4 4 GB DDR2 RAM configured with 2 X 2 GM momery module. 5 250 GB SATA HDD with 5400 RPM or better. 6 15.4" WXGA with Resolution 1280 X 800 TFT display or better. 7 DVD Writer 8 X DVD RW with Double Layer support and Software for

Burning DVD/CD. 8 Intel Graphic Media Accelerator. 9 Wireless - Intel 5100 a/g/n or Intel 5300 a/g/n WLAN. 10 Integrated WEB CAM 1.3 Mega pixel or better. 11 Integrated Blue TOOTH. 12 In Built speaker, in built 56 K Modem. 13 86/87 Keys Keyboard or better. Track point/Touch pad mouse. 14 10/100/1000 Ethernet LAN. 15 Ports - Minimum three USB 2.0 ports, RJ11, RJ 45, VGA, MIC, Audio Out/In. 16 Card Reader-Minimum 4 in 1 Card Reader or better, PCI Express/PCMCIA Card Slot. 17 Battery - 4/6 cells with minimum three-hour power backup. 18 Power Management. Instant Data Recovery. 19 Weight - between 2 and 3 kg. 20 Carry Bag, Accessories Like power cables etc. 21 Certification - Certified for Microsoft Windows with Documentary proof. 22 Genuine Windows VISTA (Business) installed and configured with Recovery

Media (CD/DVD). 23 Three-Year comprehensive warranty for laptop and two year

comprehensive warranty for battery. 24 MS Office 2007 The officers of TEGS-VI grade and above, who have been provided with a laptop, will be eligible for a new laptop, after 3 years from the date of purchase of the laptop, subject to a monetary ceiling of Rs.75000/-, and the official has to arrange for buy back of the old laptop with the vendor. The cost of the laptop will be reduced to the extent of buy back cost of old laptop. In no case the laptop will be replaced before expiry of 3 years. However, in special circumstances where the laptop has been damaged beyond repair, it may be replaced after two years. In such cases, the request for replacement should be supported by a technical report from the supplier/vendor. In case of voluntary retirement/ resignation etc., if the officer wants to retain the laptop, he can retain the same after paying the book value of the laptop.


44

The Bank will bear the cost of repairs/ maintenance and insurance of laptop till 3 years from the date of purchase. Thereafter, the Bank will not bear the cost of repairs/ maintenance and insurance of the laptop. The officer will carry the laptop with him on transfer. (Per/38/2010.2011 dated 30.6.2011 and Per/79/2009-2010 dated 7.12.2009)

Detailed Reference Book HOME PAGE 79. ONE PERCENT ADDITIONAL INTEREST ON ALL NEW DEPOSIT PRODUCTS:

It has been decided to allow additional one percent interest rate over the prevailing rate for all deposit accounts of staff including new products. The facility is extended to all categories of staff members. (PER/89/2008-2009 DATED 7.3.2009) 80. NEW PROMOTION POLICY ::FOR GENERAL CADRE OFFICERS FOR PROMOTION UP TO SMGS-V Executive Committee of the Board of our Bank at its meeting held on 8th September 2012 has approved the new promotion policy for promotion for general cadre officers for promotion up to SMGS-V to be implemented from the year 2012-13. The revised promotion policy applicable for promotion from JMGS-I and up to SMGS-V beING implemented in our Bank is detailed below : The proposed promotion policy has the following objectives:

i) To lay down the principles of promotion from JMGS-I to SMGS-V ii) To ensure that people with the right amount of knowledge and experience are

promoted. iii) To provide a fair chance for career progression to talented officers.

The details of the policy are as under: 1. Scope: The policy covers all promotions from JMGS-I to SMGS-V in General Cadre. 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. Vacancies At the beginning of each promotion year, an estimate on the number of vacancies to be filled up during that year in respective grades shall be prepared by the concerned Bank and notified.

The vacancies in MMGS-II shall be allocated as under: Grade Merit Channel* Seniority-cum-Merit

Channel

JMGS-I to MMGS-II 50% 50%

HOME PAGE

Interchangeability of vacancies between Merit & Seniority channels, for promotions from JMGS-I to MMGS-II would be permitted only with the approval of the Board/EC. While full interchangeability of vacancies may be permitted/ from the Seniority channel to the Merit channel, interchangeability from the Merit channel to the Seniority channel will be decided by the Board/EC, if and only if a sufficient number of candidates are not available under the Merit channel.



45

4. Date of effect of Promotions The date of effect of promotions will be 1st August of the promotion year. However, for the current year i.e. 2012-13 the date of effect of promotion would be 1st November. 5. Date of Eligibility The date of eligibility would be the date of commencement of the promotion year i.e.1st April. 6. 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 the grades up to SMGS-V as on the date of eligibility will be as under:

Grade No. of years of service in the Present Grade * From To Merit Channel Seniority-cum-Merit Channel JMGS-I MMGS-II 4 Years 6 Years MMGS-II MMGS-III 4 Years **

MMGS-III SMGS-IV 4 Years SMGS-IV SMGS-V 4 Years * The minimum service in existing grade can be relaxed by one year with the approval of the Board/EC, after obtaining ‘in-principle’ clearance from Corporate Centre. ** The proposal to introduce a merit channel (with written test) for promotion from MMGS-II to MMGS-III will be reviewed after 2014-15 promotions along with other provisions of the Promotion Policy. b) Residual Service in the Bank It is proposed that to become eligible for promotion, the candidates should have a minimum of two years’ residual service as on 1st April of the promotion year for promotions up to SMGS-V. However, for a smooth implementation of the policy, there will be 1 year residual service stipulation for the promotion year 2013-14 and 2 years residual service stipulation from the promotion year 2014-15 onwards. For the promotion year 2012-13, stipulation with regard to residual service shall not be applicable. HOME PAGE c) Number of Chances The officers shall be given 6 chances (6 under each channel for promotion from JMGS-I to MMGS-II). Having availed a total number of 6 chances the officers shall be provided 2 more chances after a cooling period of 2 years. The chances availed only from the promotion year 2012-13 onwards would be counted for determining the number of chances availed, since at present there is no restriction in the number of chances. A chance shall be deemed to have been availed if an officer does not opt out of the promotion process in terms of para 8(b), and he/she will be deemed to have availed the chance even if he/she absents himself/herself from participating in the entire promotion process or any one of the prescribed stages of the promotion process for any reason. HOME PAGE

Detailed Reference Book d) Mandatory Assignments


46

Besides the required number of year’s 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 MMGS-III & SMGS-IV grade the completion of the undernoted assignments will be mandatory. For promotion to MMGS-III*

2 years service in Rural / Semi-urban Branch(es) and 2 years satisfactory operational or line or independent line assignment. #

SMGS-IV* 3 years service in Rural / Semi-urban Branch(es) and 2 years satisfactory independent line assignment.

*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 for the period for which exemption has been granted.

(ii) Officers will be considered eligible for promotion only after satisfactorily completing the relative Mandatory Assignments. HOME PAGE

In case an officer has not completed the required mandatory assignment as on the date of

eligibility for promotion to the relevant grade, he / she 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 assignments,

from the date they were otherwise eligible.

# Operational / line / independent line assignments as determined and advised by the Corporate Centre from time to time. e) Break up of various components of scores taken into consideration

Promotion to Written test

AARF marks

JAIIB/ CAIIB

Seniority Sub Total

Interview marks

Total marks

MMGS-II: Merit channel

40 30 4/10 NIL 80 20 100

MMGS-II: Seniority cum merit channel

NIL

60

4/10

10

80

20

100

MMGS-III NIL 80 NIL NIL 80 20 100 SMGS-IV NIL 80 NIL NIL 80 20 100 SMGS-V NIL 80 NIL NIL 80 20 100 HOME PAGE f) AARF Score i) Promotion to MMGS-II Merit Channel The officer should have secured an aggregate AARF score of 320 or more (with a minimum of 50 in each) of the last 4 years / best 4 out of last 5 years’ AARFs, where applicable, in the present grade. Seniority cum Merit Channel The officer should have secured a minimum of 50 in each of the best 4 out of last 5 years AARFs in the present grade. ii) Promotion to MMGS-III The officers should have secured a minimum of 50 in each of the last 4 years/best 4 out of last 5 years AARFs in the present grade, where relaxation in the minimum service criteria has been approved by the Board, available AARFs would be considered.


iii) Promotion to SMGS-IV & SMGS-V


47

The officer should have secured a minimum AARF score of 80 during the last 4 years / best 4 out of last 5 years’ AARFs in the present grade. (However, to provide for aberrations in the otherwise consistent performance, officers who have an aggregate AARF score of 360 or more among the best 4 out of last 5 years’ AARFs in the present grade, may also be eligible to be considered, even though they may have a score of less than 80 in any of the relevant years) It is clarified that the score awarded by the Reviewing Authority only shall be reckoned for the purpose. For officers becoming eligible for the 1st time (4 years service), the best 4 out of 5 would not be applicable and the AARFs available for the past 4 years would be considered. g) 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. (Debarment under this provision will not be considered as an attempt for reckoning the maximum permissible attempts). 7. Promoting and Appellate Authorities For promotion to the grades of MMGS-II, MMGS-III, SMGS-IV & SMGS-V, the Promoting and Appellate Authority for various grades would be as given in the Annexure-B. However, in case of need, on the recommendations of Managing Director, the Executive Committee of the Board will have the authority to appoint / change the Promoting or Appellate Authority for any of the grades in any promotion year, with ‘in-principle’ approval of Corporate Centre. 8. Option to opt out a) Officers in the grades of JMGS-I to SMGS-IV who fulfils the service eligibility criteria for promotion to the next grade but do not find themselves well equipped to participate in the promotion process, may opt out of the promotion process for the concerned promotion year, at their volition, by submitting an application on the lines of the format given in Annexure – I & IA. In the absence of the option letter, the Bank will presume that the officer wishes to participate in the promotion process for the year. Having not opted out, if he/she does not later on participate in the entire promotion exercise or absents himself/herself at any of the stages thereof, he/she will be deemed to have availed one chance, irrespective of the reason for which the officer absents himself/herself. For this purpose, a circular will be issued by the Personnel Administration Department at Head Office of the Bank 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. For candidates who do not opt out of the promotion process for the year but are found ineligible for being considered for promotion their chance for that year shall not be treated as having been availed. b) Officers in the grades of JMGS-I to SMGS-IV may also opt out from all future promotions, by submitting a letter on the lines of Annexure-II. 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 years from the date the option to opt out from all future promotion process was given. They will be considered eligible to participate in the promotion process from a prospective date provided they have completed the mandatory / independent line assignments where necessary in terms of the Promotion Policy in force at that time. This would apply to all officers who seek to withdraw their earlier refusal for promotion, even though submitted prior to issue of the revised policy / guidelines. c) Candidates who are eligible to be considered under both the channels but desire to be considered under Merit Channel only would be required to submit an option letter in this regard on the lines of Annexure-III. Such candidates shall be considered under Merit Channel, if otherwise eligible and will not be considered under Seniority cum Merit Channel for that year. In the absence of such an option letter, the candidate will be considered for promotion under Seniority cum Merit Channel only. HOME PAGE



48

9. Written Test For promotion under Merit Channel for promotions to MMGS-II, officers who are otherwise eligible to be considered for promotion on satisfying various eligibility criteria, have not opted out of the promotion process and / or are not debarred from taking part in the promotion process due to imposition of penalty and who have secured minimum stipulated AARF marks, will be eligible to appear for the test. The minimum percentage of marks required in the written test to qualify for being considered for inclusion in the Zone of Consideration will be 40%. In this connection, the written test will be administered on the following lines: a) Written test will be conducted on a pre appointed date and time. b) Preparation of question papers and evaluation of answer books may be arranged by the Bank internally or through an outside agency such as IBPS, etc., who have experience in the area. (The engagement of the reputed agency to conduct the written examination lends credibility to the examination system and the experience of the outside agency would help the Bank in designing the written test of a type which takes into account the competencies, knowledge and skills required for the grade of officers) HOME PAGE For promotion to MMGS-II (under Seniority cum merit channel), MMGS-III, SMGS-IV & SMGS-V there shall be no written test. 10. Declaration of 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 and are not debarred from promotion on account of rigour of punishment, and who have scored the minimum stipulated marks in the written test wherever applicable, shall constitute the Zone of Consideration. Apart from the above, the criteria for becoming ineligible for promotion shall be for any of the following:

- Has not completed mandatory / independent line assignments HOME PAGE 11. Concession to SC/ST officers The concession to SC/ST officers in the matter of promotion to the grade of MMGS-II and MMGS-III will continue to be available to the eligible SC/ST officers as per Government of India guidelines as amended from time to time. Accordingly, SC/ST candidates senior enough in the Zone of Consideration under Seniority-cum-merit channel so as to be within the number of vacancies will be placed in the select list without interview. 12. Promotion Appraisal Form (PAF) Promotion Appraisal Forms will be prepared on all the officers who are eligible to participate in the promotion process and have not opted out as on 31st March of the year preceding the promotion year. The format of Promotion Appraisal Forms for promotions to the grade of MMGS-II under Merit and Seniority cum Merit Channels is given at Annexure IV & V respectively & for promotions to the grade of MMGS-III is given at Annexure VI. In respect of promotions to the grade of SMGS-IV and SMGS-V the format is given at Annexure VII & VIII respectively. 13. Zone of Selection (ZOS) All officers in the Zone of Consideration will be listed in the descending order of merit and number of officers equal to thrice (3 times) the number of vacancies taken from top of the merit list will form the Zone of Selection (ZOS). In case more than one officer secures marks equivalent to the cut off marks, all such officers will enter the Zone of Selection even if the number exceeds the stipulated 3 times. The ZOS shall be decided as under:



49

Merit Channel (For promotion from JMGS-I to MMGS-II) On the composite score of Promotion Appraisal Form Score and written test marks. Seniority cum Merit Channel (For promotion from JMGS-I to MMGS-II) On the composite score of Promotion Appraisal Form Score and Seniority marks for promotion to MMGS II. Under Seniority cum Merit Channel, 2 marks will be awarded for each completed year of service beyond the minimum service eligibility criteria for promotion under the channel as on the date of eligibility, subject to a maximum of 10 marks. For promotions to MMGS-III, SMGS-IV & SMGS-V the ZOS shall be decided on the basis of Promotion Appraisal Form Score. In case less than the requisite number (i.e. less than thrice the number of vacancies) of candidates qualify for inclusion in the Zone of Selection, the available vacancies may be filled in from the candidates qualifying in the Zone of Selection if they are found fit in the Interview subject to scoring the minimum qualifying marks in terms of Sl.No.14. HOME PAGE 14. Interview The interviews will be conducted by a Committee appointed by the Promoting / Appointing Authority. Multiple Committees may be formed for the purpose, if required. The Interview Committee(s) for promotion to various grades will be constituted in terms of the structure given in Annexure-B. The minimum qualifying Interview marks for promotion will be 40%. The respective Promoting / Appellate Authorities at their discretion may permit conduct of Interviews of some of the candidates through Video Conference. 15. Process of Selection For Promotions to MMGS-II A final merit list based on composite score of Promotion Appraisal Form, the written test (only for Merit channel), seniority (for Seniority cum Merit Channel) and Interview, taken in their assigned proportion, as given in the Annexure IX for promotions to MMGS-II, will be drawn in respect of officers in the Zone of Selection who score equal to or more than the minimum qualifying marks in the Interview. For Promotions to MMGS-III, SMGS-IV & SMGS-V A final merit list based on composite score of Promotion Appraisal Form and Interview taken in their assigned proportion, as given in the Annexure X, XI & XII for promotions to MMGS-III, SMGS-IV and SMGS-V respectively, will be drawn on the basis of marks awarded to officers in the Zone of Selection who score equal to or more than the minimum qualifying marks in the Interview. The weightage of marks scored under different parameters for the purpose of final merit is summarised hereunder:

Promotion to Grade Weightage AARF Interview

MMGS-III, SMGS-IV & SMGS-V

80% 20%

*Total score in AARF to be normalized for 80% In case more than one officer secures marks equivalent to the cut off mark, all such officers to 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 year’s vacancies. However, in case of their number exceeding by more than 5%, the final selection will be restricted to exact number of vacancies and will be determined on the basis of inter-se seniority of such officers.

Detailed Reference Book 16. Sealed Cover Procedure


50

Sealed Cover Procedure shall be applicable in respect of promotions to the grades of MMGS-II, MMGS-III, SMGS-IV & SMGS-V as per existing guidelines in force. 17. Time frame for Submitting Appeal against non-promotion An aggrieved officer may prefer an appeal against his non promotion, to the Appellate Authority within 30 days from the date of declaration of result / date of circular, as per extant policy. Only the officers qualifying for the Zone of Selection can appeal against their non-promotion. The appeals so received have to be disposed off within 60 days from the date of receipt of appeals. HOME PAGE 18. General Clarification on the policy, if any, shall be given by the Managing Director in consultation with Corporate Centre. Any modification/amendment to the policy in the interest of the Bank will be made with the approval of the EC/Board of the Bank, with prior approval from the Corporate Centre. HOME PAGE

*****

PROMOTING & APPELLATE AUTHORITIES

Promotion to Promoting Authority Appellate Authority

MMGS-II General Manager (HR) Chief General Manager - II (In-charge of HR)

MMGS-III General Manager (HR) Chief General Manager - II (In-charge of HR)

SMGS-IV Chief General Manager – II (In-charge of HR)

Managing Director

SMGS-V Chief General Manager – II (In-charge of HR)

Managing Director

COMPOSITION OF INTERVIEW COMMITTEE

Promotion to Interview Committee MMGS-II DGM+AGM*+CM*+** MMGS-III GM+DGM+AGM+ ** SMGS-IV CGM+GM+GM SMGS-V CGM+GM+GM

* One officer should be a Branch Manager

** Representative of SC/ST not below SMGS-IV cadre HOME PAGE


51


Summary of Revised Promotion Pol icy for promotion from JMGS-I to MMGS-II ef fective f rom the Promotion Year 2012-13

CHANNEL MERIT SENIORITY CUM MERIT

A El igibi l i ty (i ) Service in the exist ing grade

(as on the date of el igibi l i ty)

4 years 6 years

(i i ) Residual Serv ice (as on the date of el igibi l i ty)

1 year for the promotion year 2013-14 and 2 years f rom 2014-15 onwards

1 year for the promotion year 2013-14 and 2 years f rom 2014-15 onwards

(i i i ) Minimum AARF score Total of 320 (minimum of

50 in each) in best 4 out of last 5 years’

AARFs

Minimum of 50 in each of the best 4 out of last 5 years’ AARFs

(iv) No. of chances 6 (Two more chances after

a cool ing period of 2

years)

6 (Two more chances after

a cool ing period of 2

years) (v) Mandatory Ass ignment

Requi rement None None

B Minimum Quali fying Score (v i ) Wri tten test 40% N/A (v i i ) Interview 40% 40% C Weightage for (v i i i ) CAI IB (JAI IB4%, CAI IB10%) 10% 10% Promotion appraisal form 30% 60% (ix) Wri tten Test 40% N/A (x) Senior i ty N/A 10% (x i ) Interview 20% 20% D Others (x i i ) Vacancies (% of the total

vacancies in the grade for the promotion year)

50%*

50%*

(x i i i ) Zone of selection (t imes the number of vacancies)

3 3

* Interchangeabil i ty for promotions f rom JMGS-I to MMGS-II would be permitted with the approval of the Board/EC. Whi le ful l interchangeabil i ty may be permitted f rom Senior i ty to Meri t channel, interchangeabi l i ty f rom Merit to Seniori ty channel wi l l be decided by the Board/EC.


52


Summary of Revised Promotion Pol icy for promotion from MMGS-II to MMGS-II I ef fective f rom the Promotion Year 2012-13

A El igibi l i ty (i ) Serv ice in the exist ing grade

(as on the date of el igibi l i ty)

4 years

(i i ) Residual Service (as on the date of el igibi l i ty)

1 year for the promotion year 2013-14 and 2 years f rom

2014-15 onwards (i i i ) Minimum AARF score Minimum of 50 in

each of the last 4/ best 4 out of last 5 years’ AARFs

(iv) No. of chances 6(Two more chances after a cool ing period of 2 years)

(v) Mandatory Assignment Requirement

Rural/Semi Urban – 2 years and Operational/Line/ Independent l ine – 2 years (except in cases where exemption has been given by the Bank)

B Minimum Quali fying Score (v i ) Wri tten test N/A (v i i ) Interview 40% C Weightage for (v i i i ) Promotion Appraisal Form 80% (ix) Wri tten Test N/A (x) Senior i ty NIL (x i ) Interview 20% D Others (x i i ) Zone of selection (t imes the

number of vacancies) 3

HOME PAGE


53

Detailed Reference Book HOME PAGE

Summary of Revised Promotion Pol icy for promotion from MMGS-II I to SMGS-IV effective from the Promotion Year 2012-13

A El igibi l i ty ( i ) Serv ice in the exist ing grade

(as on the date of el igibi l i ty) 4 years

(i i ) Res idual Serv ice (as on the date of el igibi l i ty)

1 year for the promotion year 2013-14 and 2 years f rom 2014-

15 onwards)

(i i i ) Minimum score in best 4 out of the last

5 years’ AARFs in the present grade

80 % (or a total of 360 or more)

(iv) No. of chances 6 (Two more chances after a cool ing period of 2 years)

(v) Mandatory Ass ignment

Requi rement

3 years service in Rural/Semi-

urban Branch(es) and 2 years

sati sfactory independent l ine

ass ignment (except in cases

where exemption has been

given by the Bank)

B

Minimum quali fying score for interview 40 %

C

Weightage for

(v i ) Promotion Appraisal Form (AARF) 80 %

(v i i ) Interview 20 %

D

Others

(v i i i ) Zone of Selection (t imes the number of vacancies)

3

HOME PAGE

Summary of Revised Promotion Pol icy for promotion from SMGS-IV to SMGS-V effective from the Promotion Year 2012-13

A El igibi l i ty ( i ) Serv ice in the exist ing grade

(as on the date of el igibi l i ty) 4 years

(i i ) Res idual Serv ice (as on the date of el igibi l i ty)

1 year for the promotion year 2013-14 and 2 years

f rom 2014-15 onwards)

(i i i ) Minimum score in best 4 out of the last 5 80 %


54

years’ AARFs in the present grade (or a total of 360 or more)

( iv) No. of chances 6 (Two more chances

after a cool ing period of 2 years)

(v) Mandatory Ass ignment Requi rement None (should have

completed the necessary ass ignments before promotion to Sc.IV)

B Minimum quali fying score for interview 40 %

C

Weightage for

(v i ) Promotion Appraisal Form (AARF) 80 %

(v i i ) Interview 20 %

D Others (v i i i ) Zone of Selection

(t imes the number of vacancies) 3

(Ci rcular No.Per/39/2012.2013 dated 11.9.2012)

Detailed Reference Book PROMOTION PROCESS 2013-14: RELAXATION REGARDING MANDATORY RURAL/SEMI URBAN ASSIGNMENTS

The promotion policy upto scale-V for the year 2012-13 onwards, which interalia provides that the undernoted assignments are mandatory for promotion to MMGS-III & SMGS-IV grade:

For promotion to MMGS-III* 2 years service in Rural/Semi-urban Branch (es) and 2 years satisfactory operational or line or independent line assignment. For promotion to SMGS-IV* 3 years service in Rural/Semi-urban Branch (es) and 2 years satisfactory independent

line assignment *Provided that

(i) in case where exemption from mandatory assignment has been given by the Bank, the requirement for completion of mandatory assignment is waived for the period for which exemption has been granted. (ii) Officers are considered eligible for promotion only after satisfactorily completion of the relative mandatory assignments.

1. Based on advices received from the Ministry of Finance, Government of India and State Bank of India, Corporate Centre, Mumbai Executive committee of the Bank's Board at its meeting held on 6.6.2013 has approved waiver of the requirement of rural/semi-urban assignment for the current year promotion i.e. 2013-14 only, with the condition that the officers who have not yet completed the requisite mandatory rural/semi-urban assignments, on promotion will be immediately posted to such assignments, post promotion in order to fulfill the mandatory requirement.

2. All other stipulations as laid down in the promotion policy shall remain unchanged.


55

(Circular No. Per/23/13-14 dated 13.6.2013 and PER/39/2012-13 dated 11.09.2012) HOME PAGE


81. CLERICAL STAFF - NEW PROMOTION POLICY FOR PROMOTION FROM CLERICAL CADRE TO OFFICERS CADRE

Executive Committee of the bank in its meeting held on 16.08.2012 has approved the new promotion policy for promotion from clerical cadre to officers cadre in JMGS-I under group 'A', 'B' & 'D' to be implemented from the year 2012-13.

Detailed guidelines for promotion under group 'A', 'B' & 'D' and format to be used for submission of consent letter, appraisal for promotion and compilation of Annual Performance Appraisal Report are as per Annexure from I to V enclosed to Circular No. Per/28/12-13 dated 21.8.2012.

Annexure- I

POLICY FOR PROMOTION FROM CLERICAL TO OFFICER CADRE UNDER GROUP A

(i) Eligibility: - All clerical cadre employees fulfilling the following eligibility criteria will be eligible to appear for the test for promotion to JMGS I under the channel.

(ii) Minimum Service: - 6 years for General category and 5 years for SC/ST category

as on 1st April of the promotion year.

(iii) Minimum Qualification: -Matriculation (10th

Standard pass from a recognized

Board) as on 1st April of the promotion year.

(iv) Upper Age Limit: - General Candidates: not exceeding 50 years and for SC/ST

employees not exceeding 55 years as on 1st April of the promotion year.

(v) Number of Chances: - 5 chances for General category and 6 chances for SC/ST category or till he/she reaches the prescribed age limit whichever is earlier.

(vi) Allocation of Marks: (a) Written test 60 marks (b) Performance appraisal 05 marks (c) Additional Qualification viz. JAIIB 04 marks

CAIIB 06 marks MBA/MCA/CA/ICWA 05 marks (even if cleared intermediate only)

(d) Personal Interview 20 marks TOTAL 100 marks

(vii) Qualifying Marks:- There will be minimum qualifying marks as under:-

(a) Written Test: - Minimum 50% for General candidates and 45% for SC/ST candidates (to be reviewed next year i.e.2013-14)

(b) Personal Interview:- Minimum 40% for General candidates and 35% for SC/ST candidates.

(viii) No. of Vacancies: - 50% of the total JMGS-I vacancies (Group A, B & C) to be filled up through this channel. Unfilled vacancies, if any, will be filled up from Group B in the same promotion year.

(ix) Zone of Selection: - 5 times the number of vacancies is called for the written test


56

from those who have given their consent. Based on the performance in the written test, candidates will be called for interview in the ratio of 2 candidates for every vacancy in the descending order of merit. This will form the zone of selection.


POLICY FOR PROMOTION FROM CLERICAL TO OFFICERS CADRE UNDER TRAINEE OFFICER CHANNEL (GROUP B)

(i) Eligibility: All clerical cadre employees (excluding Record Keepers, Record Keepers-cum-Cashiers, Godown Keepers and Cashiers promoted from Subordinate cadre) fulfilling following criteria will be eligible to appear for the test for promotion as Trainee Officer. (ii) Minimum Service: For Graduates: Promotion year 2012-13 & 2013-14: 2 years with JAIIB Promotion year 2014-15 onwards: 4 years with JAIIB or 3 years with CAIIB For Matriculates: For promotion year 2012-13 & 2013-14: 3 years with CAIIB For promotion year 2014-15 onwards: 4 years with CAIIB (iii) Minimum Qualification: - Matriculate with CAIIB or Graduate with JAIIB as on

1st April of the promotion year.

(iv) Upper Age Limit: - General Candidates: not exceeding 40 years, 45 years in

case of SC/ST candidates as on 1st April of the promotion year.

(v) Number of Chances: - 5 chances for General category and 6 chances for SC/ST category or till he/she reaches the prescribed age limit whichever is earlier. (vi) Allocation of Marks:

(a) Written test 60 Marks (b) Performance appraisal 05 Marks (c ) Additional Qualification viz. CAIIB 05 Marks

MBA/MCA/CA/ICWA 10 Marks even if

cleared intermediate only) even if he has cleared only intermediate under CA (ICWA) (d) Personal Interview 20 marks

TOTAL 100 Marks (vii) Qualifying Marks:-There will be minimum qualifying marks as under:- (a) Written Test: - Minimum 50% for General candidates and 45% for SC/ST candidates (to be

reviewed next year i.e.2013-14) Personal Interview:- Minimum 40% for General candidates and 35% for SC/ST candidates.

(viii) Vacancies: -30% of total vacancies of JMGS-I which may go upto 40% maximum if required number of candidates are not available under Group ‘A’.

(ix) Zone of Selection: - Based on the performance in the written test, candidates will be called for interview in the ratio of 2 candidates for every vacancy in the descending order of merit. This will form the zone of selection.

POLICY FOR PROMOTION FROM CLERICAL TO OFFICERS CADRE IN JMGS-I UNDER GROUP D

(i) Eligibility: - All clerical cadre employees fulfilling the following eligibility criteria


57

will be eligible to appear for the interview for promotion to JMGS I under Group D. (ii) Minimum Service: - 12 years for General & 10 years for SC/ST employees as on

1st April of the promotion year.

(iii) Minimum Qualification: - Matriculation (10th

standard pass from a recognized

Board) as on 1st April of the promotion year.

(iv) Upper Age Limit: -Not more than 57 years as on 1st April of the promotion year

for General as well as SC/ST employees. (v) Number of Chances: -4 for General & 5 for SC/ST employees. (vi) Allocation of Marks:

(a) Performance appraisal 10 marks (b) Seniority 05 marks* (c) JAIIB 04 marks CAIIB 06 marks (d) Personal Interview 75 marks


TOTAL 100 marks * One mark for each completed year of service after completion of 12/10 years as the

case may be, maximum 5 marks.

(vii) Qualifying Marks:- Minimum 40% marks for General candidates and 35% marks for SC/ST candidates. (vii) Vacancies: - 15 to 20% of the total JMGS-I vacancies under Group A, B & C over and above the total vacancies (Not to exceed 20% in any case).

(ix) Zone of Selection: - 4 Times the number of vacancies is called for the interview based on seniority from those who have given their consent.

GENERAL GUIDELINES APPLICABLE TO PROMOTION FROM CLERICAL TO OFFICER UNDER ALL CHANNELS)

i) For all channels of promotion, merit list will be prepared on the basis of aggregate marks obtained in written test (wherever applicable), performance appraisal, additional qualification, seniority wherever applicable and personal interview and candidates equal to the number of vacancies from the top will be selected.

ii) Date of promotion under all channels will be with effect from a date coinciding with the date of in cadre promotion of officers.

iii) In order to enable the employees to improve their performance, marks secured by candidates in the written test will be advised.

iv) The candidate will have to appear for both the written test and the interview to qualify for promotion under Group A & B.

v) In case more than one candidate secures equal/same marks in the final merit list against the last vacancy, all such candidates will be promoted. Promotions thus made in excess of available sanctioned positions, will be adjusted against future vacancies.


58

vi) (a) The existing debarment policy will be applicable for all promotions. The employees debarred for promotion as a result of disciplinary action concluded will not be considered for promotion until the period of rigour is over. Any employee punished for gross misconduct involving charges of defrauding the Bank or acts of a criminal nature shall be disqualified for promotion under any of the Groups.

(b) Sealed cover procedure as per extant provisions will be followed.

vii) The concessions/relaxations available to SC/ST employees etc. for out-of-cadre promotions in terms of Government/IBA guidelines, as applicable from time-to-time will be adhered to. However, if any doubt regarding any concession/relaxation on interpretation arises/to be made, the matter will be referred to Government of India/IBA and their advice will be final and binding on both the parties. Concession available to Ex-servicemen employees etc. as per Government guidelines will continue to be available.

viii) Before start of promotion exercise, Bank will call for consent (on format given in annexure II) from the eligible candidates under A, B & D.

ix) If a candidate does not appear for the written test in Group A & B and in interview

under Group D, it will not be counted as having exhausted a chance. He can appear up to the prescribed number of chances with in the respective age limit as per his choice.

x) Eligibility criteria viz. age, minimum service, minimum qualification, additional

qualification for the promotion under all the channels will be as on 1st April of

promotion year.

xi) In case a candidate is eligible under Group A & B both, he will have to exercise the option to appear in one of the Groups.

xii) Employees who have accepted (acceptance of fitment to officer’s cadre) promotion will not be permitted to seek reversion.

xiii) Option to opt out : Employees who fulfill the service eligibility criteria for promotion to the next grade but do not find themselves well equipped to participate in the promotion process, may opt out of the promotion process for the concerned promotion year, at their volition, by submitting an application on the prescribed format. In the absence of the option letter, the Bank will presume that the employee wishes to participate in the promotion process for the year. Having not opted out, if he/she does not later on participate in the entire promotion exercise or absents himself/herself at any of the stages thereof, he/she will be deemed to have availed one chance, irrespective of the reason for which the officer absents himself/herself.

For candidates who do not opt out of the promotion process for the year but are found ineligible for being considered for promotion, their chance for that year shall not be treated as having been availed.

Performance Annual Appraisal Report and other formats are enclosed with the relative circular .

(Circular No. Per/28/12-13 dated 21.8.2012)


59

Detailed Reference Book 82. STAFF SUPERVISING: MODIFICATION IN EXISTING ANNUAL APPRAISAL SYSTEM FOR SCALE V AND ABOVE 1 A persistent need has been felt to make the Performance Management System more transparent and incorporate a system of feed back in it. Feedbacks / suggestions received from various quarters have emphasized that performance appraisal should be more participative and representative of the performance round the year. 2 In this background, it has been decided to incorporate features such as feedback system, midterm review and compilation of final report after discussion in performance appraisal for SMGS -V and above officers. Needless to add that settlement of KRAs has to be ensured with in the first month of the new financial year with out exception. 3 The mechanism of "Midyear Review" will provide an opportunity for introspection and for necessary course correction, if any. However, it will not be an appraisal process but only a discussion on performance of Reported Officer (RO). It will be a platform for Reporting Authoriy (REPA) to give feed back to Reported Officer (RO) about RO's performance so far and to list out areas of improvement, if any. However these feedbacks should not be limited to pointing out deficiencies in performance but should also highlight superior performance of the RO. While REPA are encouraged to give written feedback, he may however choose to give only verbal feedback. However, in all cases of poor and above average rating the feedback has to be in writing and all extant instructions in this regard must be followed. Within 15 days of completion of each half year, REPA and RO will submit a single form (Annexure A & Annexure B) declaring completion of feedback process and recording feedback ( actual feedback, if written feedback is given otherwise mentioning verbal feedback was given ). Feedback form will be part of AARF of Reported Officer. 5. Final appraisal report after completion of each financial year will be compiled by REPA after discussion with RO and on the same day of giving feedback for second half of the

year i.e. by 15th

April each year. Final Appraisal report for each year will be shared with RO ( including marks) and he may record his disagreement ( Annexure B) with the report, if any, therein. Reviewing Authority's (REVA) decision will be final in all such cases of disagreement. Further, REVA will review all the assignment appraisal reports

by 30th

April or earlier as decided by the Bank. Timelines for the whole process has been placed at annexure C. 4 Further, for the year 2012-13 feedback may be taken for complete year as on March, 2013 as per Annexure ' B' instead of midterm i.e. half yearly, and for the year 2013-14 system of midterm review i.e. Half Year as detailed in para 4 above shall be implemented. (Circular No. Per/106/2012-2013 dated 25.3.2013 , PER / 97/ 2003-04 dated 27. 03. 2004 and letter No. P/ PRP/ dated 31.03.2009) 83. PASSING POWERS : Br. Manager /MOD

D.M(A/cs)/ Asstt. Mgr A/cs)

Dy.Mgr. Asttt. Mgr.

Cash Unlimited Unlimited 2.00 Lacs Transfer Unlimited Unlimited 5.00 Lacs 84. FACILITIES TO INSPECTING OFFICIALS A) Supplement daily allowance @ Rs.10\- per day extra + addl. Rs.10\- per day B) Family residence at place of choice, one 3 minute STD call to family once in a fortnight, C) Kit all.Rs.6000\- Ist year & Rs.3000\- per year for subsequent 4 yrs D) Spouse to accompany once in a year E) Telephone facility at residence



60

85. LOAN FACILITIES AVAILABLE: Facility Loan Amount Limit for interest Rate of Intt. Festival advance once in a calendar year equal to one

month gross salary. The gross salary means all the emoluments payable for leave encashment while availing LFC/HTC by an employee for the month during which the availment of the festival advance. However, the maximum eligible amount of festival advance may be kept upto completed thousands of rupees for accounting excellence. To illustrate, if an employee is drawing a gross salary of Rs.34,685/-he will be eligible for festival advance of Rs.34,000/-. (CIRCULAR NO. PER/9/2009-2010 DATED 30.4.2009) Festival Advances: Officers on probation also eligible. Festival loan may be sanctioned without having any relation to 60% deduction.

Nil

Conveyance -Four Wheeler(car)

7,00,0000 Margin 10% Officer drawing B.P.19400/- (old 9820/-)and above are eligible

7.00% p.a.

- Com. Rate of intt.

As per public scheme

-Car Repair Loan 30000 Rs.10000 simple Next 20000 com. rate of intt.

-Two wheeler 90% of the cost of vehicle without any ceiling, but within the overall ceiling of Car Loan

Margin 10% 6.00% p.a. (PER/2/2011-12 DT 1.4.2011)

House Loan Repayment 240 months in the ratio of 7:3 P:I

20,00,000 margin 10% or project cost

Cost ceilings increased to Rs.50.00 lacs- Income of both spouses can be counted*

6% simple (PER/2/2011-12 DT 1.4.2011)

HL at Commercial Rate of interest

450000 Per/39/2004-2005 dt.14.12.05 Ceiling of 60% removed

PLR

Education Loan NO LIEN ON PF ACCOUNT FOR EDUCATION LOAN UPTO RS.4.00 Lac

8% simple will be charged to all the existing and new education loans w.e.f. 1.4.2011 no incentive will be given for servicing of interest during moratorium period. (PER/2/2011-12 DT 1.4.2011)

4. Personal Loan\OD LIMIT subject to available non-encumbered balance in PF except lien on a\c of Car Loan/Vehocle loan for 2 wheeler in addition to Housing Loan need not be reckoned for calculating the unencumbered

JMGS-I to SMGS-V = Service >3 but <5 years = Rs.1.50 lac Service >5 but <10 years = Rs.4.00 lac Service >10 years = Rs.7.00 lac TEGS-VI&VII Service >10 years = Rs.9.00 lac Subject to a maximum of 50% of the revised limit as Demand loan payable in 84 (70 + 14 instalments towards principal & intt.). If insufficient balance in PF, extension of mortgage on house property to avail full loan amount as per entitlement (PER/18/2009-2010 DATED 30.5.2009)


61

balance of PF Account(Per/37/2009-2010 dt. 30.7.2009)

Loan for purchase of Computer\Lap Top Rs.40000/- 5% p.a. Note: HOME PAGE

Detailed Reference Book The interest rate on Education Loan is to be charged at 8% p.a.(simple) during the moratorium period and is to be compounded after the moratorium period as in SBI and as per the model scheme circulated by IBA.GITC Belapur has made some changes in CBS to automate the process, as a result of which, switch over from charging simple interest to compound interest will be done by the system on the next day the moratorium period ends. However , Branches/CPCs should ensure that correct moratorium period end date is entered in the system and interest is compounded in case of existing accounts where moratorium is already over. It is further clarified that the reduction in interest rate on education loan to wards of staff as well as waiver of interest on loan accounts of a deceased staff member from the date of death to date of closure of loan accounts subject to certain conditions as advised are applicable to all staff members including award and subordinate staff.(Per/8/2011-2012 dated 29.4.2011) HOME PAGE HOUSE LOAN (w.e.f. 1.04.2011) Limit (Max.) 90% of cost of Project or Rs.20 lac which ever is lower. Rate of Intt. 6% p.a. simple Margin : 10% of project cost Repayment : 240 months or date of retirement whichever is earlier – commencing 24 months from date of disbursement of 1st instalment or 6 months after completion of project whichever is earlier. In case of ready built, recovery from the month following the month in which advance is taken. Instalment in the ratio of P:1 + 7:3). Primary Security : Equitable Mortgage of House Collateral : Line on PF will be noted. Other terms & conditions:

(a) Add.l Housing Loan for purchasing a bigger house or for repair, renovation or alterations in existing house, after 5 years @ 6 % p.a. (simple) as against present tiered rates.

(b) The process of sale of old house and purchase of new/bigger house to be completed within 9 months. Delay can be condoned by GM up to 24 months and beyond 24 months by CGM but up to a maximum of 36 months and in exceptionally genuine cases upto 60 months by the MD.

(c) Add. Housing Loan on commercial rate to meet their additional requirements will continue, in case the amount permissible under IHLS is not sufficient to complete the project. Employees, who are not eligible under Individual Housing Loan Scheme for any reason, can also raise home loan on commercial terms as applicable to public housing loan scheme.

The employees who were sanctioned or availed housing /additional housing loan under IHLS, in the past, without any cut off date will be permitted enhancement up to their entitlement with a maximum of Rs.20 lacs, either to complete the housing project or to repay high cost outstanding debts or housing loan on commercial rates from the Bank/other Banks/Financial Institutions provided the following stipulations are complied


62

with: (i) Initial project cost as submitted at the time of sanction of loan remains

unchanged, (ii) The loans from outside sources (verifiable institutional sources) (iii) The outside loans should have been raised for housing purpose from approved

and verifiable institutional sources like LIC, HDFC, Staff Co-operative Societies, scheduled commercial banks and any other Govt./Semi-Govt. housing finance institution etc. and/or Bank’s housing loan at commercial rate of interest and should have been indicated as such in the housing loan application.

(iv) The eligibility/quantum subject to repayment capacity of the employee i.e. instalment Present plus future should not exceed 60% of the gross monthly emoluments/income.

(v) The eligible amount towards liquidating/reducing the loans raised by the employee should be directly released to the financial institution/bank/staff co- operative society etc.

(vii) The amount of enhanced housing loan will be to the extent of the outstanding amount of the eligible outside/commercial borrowing availed for housing purpose, subject to the ceiling of the revised limit.

-Loan equal to combined amount calculated on the basis of their individual eligibility or the maximum permissible to an employee under IHLS, whichever is less.

- Loan for repair\renovation : 50 times of the Basic Pay or Rs.10 lacs, whichever is less. - Calculation of 60% deductions :Any regular income from other sources like interest on deposits, dividend income, income or rental income from existing house as declared by the employee in the last I T Return may also be added to the gross monthly emoluments of the employee to calculate the percentage of deductions. - In all existing HLs before the 1st of April, 2011, interest @ 5%p.a.(simple) will continue to be charged for the initial principal loan amount outstanding up to Rs.1.10 lacs, till full and final repayment of such loan

HOME PAGE PROJECT COST:

It was decided to remove the ceiling on Project Cost and also to revise the authority structure for grant of administrative clearance to Staff in respect of Housing Loan, which is as under:

Detailed Reference Book Project cost Applicable to Authority structure

a) Where the total cost of the housing project exceeds 2 times the Bank's loan but does not exceed 3.5 times b) Where the total cost of the housing project exceeds 3.5 times the Bank loan

For all Officers / Employees -working in the Branches / Regional Offfices / Zonal Offices / BPR outfits / Processing centres reporting to Zonal Offices -working in DGM-Headed branches -working in Head Office / Units directly reporting to HO All Officers / Employees .

DGM of the concerned Zone. DGM of the branch. Department Head not below the rank of DGM GM heading the vertical under which the officer/employee is working.


mailto:@5%25�


63

COMBINED ELIGIBILITY OF BOTH THE HUSBAND & WIFE:

If both the husband and wife are working in the Bank, as they have separate incomes and have higher combined repayment capacity, they should be allowed one joint loan under Individual Housing Loan Scheme (IHLS) upto their combined entitlement for one house or two loans separately as per their individual entitlements. On the same lines, if one spouse is working with any other bank/ institution/corporate etc. or Central/ State department/ their undertakings etc., both the husband and the wife will be eligible to raise concessionary housing loans as per their individual entitlement from their respective employers. However, if either of the spouses leaves the service of the bank, the share of his / her liability as determined by the bank, at the time of sanction, should be liquidated from the terminal benefits.

(PER/09/2010-2011 DATED 12.4.2010, PER//01/201-2012 DATED 1.4.2011 AMD (PER/09/2010-2011 DATED 12.4.2010, PER//01/201-2012 DATED 1.4.2011 AND PER/02-2011-2012 DATED 1.4.2011 AND PER/80/2011-2012 DATED 27.1.2012)

INTEREST RATE ON COMMERCIAL TERMS LOANS:

The interest rate charged on the housing Loan on commercial terms to staff should not exceed the rate of interest charged to public in any case.

Circular No. PER/110/1992-93 dated March 11, 1993, PER/12/2001-02 dated May 18, 2001. PER/63/1983 dated July 07, 1983, PER/110/1992-93 dated March 11, 1993, PER/12/2006-07 dated May 04, 2006. PER/ 87/ 2004-05 dated March 29, 2005.

86. PERSONAL BANKING ADVANCES: HOUSING LOAN TO INDIVIDUALS:

MORE THAN TWO HOUSING LOANS Guidelines to sanction one or more home loans are already in vogue in the Bank vide Public Housing Loan Schme

However, the guidelines did not stipulate any cap on the number of home loans which can be sanctioned to an individual. The position was reviewed by the Bank and it has now been decided to clarify as under:

• Maximum Three (3) Home Loans can be sanctioned to an individual (s), provided his (their) income supports the repayment obligations as also EMI/NMI ratio after netting off the repayment obligations of the existing loans and subject to satisfactory conduct of existing loan(s) for a minimum period of one year.

• The interest for the third home loan would be charged 50 bps more than the normal rate.

(Circular No. P/ 45 / 2012-13 Date: 03.01.2013 and P / 48/ 2006-07 dated 14.11.2006)

Repayment after Retirement upto 70 years of age Personal Loan – Deductions Outer limit 60%. Only deductions towards repayment of loan and statutory deductions like PF, Income tax. Other deductions like Insurance Prem., RD, Savings/Welfare fund, extra PF, Festival Loan instalment to be excluded. NO INTEREST to be charged on loan accounts of deceased employees from the date of death of employee till settlement of terminal dues (MAX. 3 MONTHS) (PER/2/2011-12 DT 1.4.2011)


64

Detailed Reference Book HOUSING LOANS TO STAFF ON COMMERCIAL TERMS:

Additional Housing Loan on commercial rate of interest can be granted to staff on the following terms and conditions: Amount of Housing Loan commercial terms to staff

loan on Linkage with Base Rate for all tenure

Up to Rs. 30.00 lacs At par with Base Rate Above Rs. 30.00 lacs 0.50% above Base Rate All the existing housing loan account on commercial terms may be shifted from BPLR to Base Rate system. However, in case any of the existing employee/officer borrower wishes to remain in present BPLR system, he / she may submit a request letter to the Branch where the loan account is maintained through their respective controller on the lines of specimen given as per Annexure - A to circular 12.6.2012. HOME PAGE The staff members may be permitted to avail housing loan on commercial rates on terms and conditions applicable to public, subject to the following:

a. To meet additional requirements, in case the amount permissible under Individual housing Loan Scheme to employees is not sufficient to complete the project.

b. A Staff member, who is not yet eligible under the Individual Housing Loan Scheme, due to his / her service being less than minimum length of service required can be granted Housing loan under the scheme for public, subject to his / her being eligible for loan under that scheme.

c. For acquiring / construction of second house without liquidating the housing loan sanctioned at concessionary rate of interest under Individual Housing Loan Scheme for Staff.

d. Total deductions from the salary should not exceed 60% of gross emoluments. Gross emoluments include salary, monthly income or rental income from the existing house etc. as declared by the employee in the last Income Tax Return. To

elaborate, 1/12th

of such declared annual income from other sources may be added to monthly emoluments to arrive at gross monthly income and percentage of deductions be worked out thereafter.

e. The instalment for the loan under Housing Loan Scheme for public will be recovered from the salary under check off scheme along with instalment under IHLS outstanding if any, i.e.instalments towards both the loans have to be recovered from the salary simultaneously.

f. All other terms and conditions of the Housing Loan Scheme as applicable for public viz. margin, quantum of loan, repayment norms etc. shall be adhered to meticulously.

(Circular No. PER/87/2011-12 dated 25.02.2012 and Per/19/2012-2013 dated 12.6.2012,Per/87/2011-2012 dt. 25.2.2012,PER/04/1994-95 dated 22.04.1994, PER/40/1999-2000 dated 05.08.1999 and PER/75/1999-2000 dated 17.11.1999. ) HOME PAGE

Detailed Reference Book 87. STAFF MISC.: IND. / ADD. H / L SCH.: GRANTING OF ADD. H/L AND RELEASE OF TITLE DEEDS TO SERVING EMP.: DELEGATION OF ADMI. POWER-REVISION IN AUTHORITY STRUCTURE As the guidelines regarding authority structure for various administrative powers relating to Individual Housing Loan to staff members in our Bank were issued long back, when the capital was scarce and concessional loan was granted to the employees meant for


65

satisfying their genuine need to construct a dwelling unit. There has been a sea change in the circumstances over a period of time and the scheme has also been substantially liberalized. Accordingly, Bank has recently revised the authority structure relating to various matters of Housing Loan to Staff as under: S.NO. AREA EXISTING

AUTHORITY STRUCTURE

REVISED AUTHORITY STRUCTURE

A. Grant of administrative clearance for disposal of existing flat/house and availment of additional loan in case where 7 years period from the date of availment of first instalment of housing loan has since lapsed.

CGM ZONAL HEADS

B. Sanction of loans to employees/ officers beyond 55 years of age.

MD GM (Ops)

C. Sanction of loan under staff housing loan scheme.

DGM (Zonal Heads)

DGM/AGM at Z.O./R.O. who are Controllers of branches where the loan is to be availed of.

D. Extension in validity period for availment of sanctioned regular housing loan after lapse of initial validity period: i. upto one year i.e. 24 months to 36 months from the date of sanction . ii. Beyond one year.

CGM No instructions

GM (Ops) CGM (maximum up to 36 months from the date of expiry of initial validity period.)

E. Extension in validity period of additional housing loan after lapse of initial six months

MD GM (Ops)

F. If the process of sale and purchase of the old/new house flat under additional housing loan is not completed with 6 months as envisaged, an extension by additional 6 months each may be granted on two occasions.

No Instructions GM (Ops) (a further extension of 3 months may be considered by CGM under exceptional circumstances on merit of each case. N.B. Thus a total period of 2 years may be made available for completing the process of sale and purchase of house.

Circular No. PER/ 137 / 2010 - 2011 dated 29.03.2011, PER/97/1982 dated 28.07.1982, PER/108/1983 dated 01.11.1983, PER/47/1985 dated 08.05.1985, PER/117/1988 dated


66

13.09.1988, PER/171/1988 dated 27.12.1988, PER/188/1988 dated 08.12.1989, PER/87/1997-98 dated 31.03.1998, PER/88/1997-98 dated 31.03.1998, PER/44/1998-99 dated 06.08.1998, PER/62/1999-2000 dated 04.10.1999 and PER/09/2010-11 dated 12.04.2010.

Detailed Reference Book 88. STAFF INDIVIDUAL HOUSING LOAN SCHEME: REPAYMENT OF LOAN AFTER

RETIREMENT HOME PAGE repayment of outstanding housing loan after retirement may be permitted in cases where repayment exceeds beyond the age of retirement, up to 70 years of age, by keeping adequate deposit in the shape of term deposits with the Bank, which should earn interest atleast equal to the loan installments. This facility is available only to the staff on retirement or to the legal heirs in the unfortunate event of death of the staff. In the event of any other form of cessation of service of an employee, outstanding loan amount must be repaid at the time of cessation of service. (Circular No. PER/31/2011-2012 dated 3.8.2011,PER/108/1983 dated 01.11.1983, PER/ 62/1999-2000 dated 01.10.1999 PER/01/2011-12 dated 01.04.2011 and PER/02/2011-12 dated 01.04.2011) Waiver of Interest on Loan Accounts in Case of death Waiver of interest on Loan Accounts in case of Death : outstanding in loan accounts of officers who die in harness, cannot be waived. However, interest on loan accounts of a deceased officer may be waived from the date of death to date of closure of loan accounts subject of certain conditions as in SBI. 89. Conveyance Loan Scheme : Conversion of Commercial Car Loans availed at commercial rate of interest to loans under Staff Vehicle Loan Scheme may be allowed as and when the official becomes eligible for a loan under the staff loan scheme. Margin: Reduced from 20% to 10% for new loans availed under the scheme Quantum of Loan: Revised from the date of EC approval i.e. 30.03.2010. Two wheelers: 90% of cost of vehicle may be sanctioned without ceiling, but within the overall ceiling for car loan i.e. of Rs. 7.00 lacs. Cars: Maximum limit Rs. 7.00 lacs. (Repayable in 180 monthly installments: 132 for Principal and 48 for Interest.)

Rate of Interest: Reduced to 7% p.a. simple on vehicle loans w.e.f. 01.03.2010. This will be applicable to existing loans also w.e.f. 01.03.2010. (PER/4/2010-2011 dated 7.4.2010, PER/72/2002-03 dated January 28, 2003 & Circular No. PER/87/2004-05 dated March 29, 2005)

HOME PAGE



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90. STAFF MISC. : WAIVER OF INTEREST ON LOANS OF DECEASED EMPLOYEE

At present the liabilities of deceased employees towards the Bank are normally liquidated from the proceeds of terminal benefits payable to the nominee/legal heirs. The settlement of claims relating to terminal benefits payable in such loan accounts after the death of an employee may not be a huge sum. Accordingly, it has been decided that interest on loan accounts of a deceased employee may be waived for the period from the date of death of the employee to date of closure of loan accounts, subject to the following:

1. There should not be any delay in settlement of terminal benefits for reasons attributable to the concerned nominee/legal heir.

2. There should not be any legal dispute among the nominee(s)/counter claim for

terminal benefits of the deceased employee.

3. Loan accounts in the name of the deceased employee should get liquidated within 3

months from the date of death of the employee out of his terminal dues or otherwise.

4. The amount of interest applied on loan accounts from the date of death of the

employee till the liquidation of loan may be reversed manually by debit to interest account, which will be authorized by the Branch Manager.

5. The provision of such gesture may be advised to the spouse/nominee of the employee

in the condolence letter with a request to submit the required papers in time so as to get the benefit of waiver of interest.

6. The above provision will be available in respect of housing loan under individual

housing loan scheme, conveyance loan, personal loan, computer loan and relief loan for natural calamities.

The above guidelines will be effective with immediate effect. (CIRCULAR NO. PER/63/2009-2010 DATED 7.11.2009)

HOME PAGE 91. Temporary advance against PF Particulars Max. Amount Repayment

1. For self Marriage/marriage of son\daughter\wholly dependent brother\ sister

6 months Basic Pay 48 months

2. For marriage of near relative 3 months Basic Pay 24 months 3. For medical treatment self\family 3 months Basic Pay 24 months 4. For repair of house 3 months Basic Pay 24 months



68

92. Canteen Subsidy:: Bank has recently revised the canteen subsidy as under: -

EXISTING GUIDELINES REVISED GUIDELINES AS PER AGREED ITEMS

S.NO No. of employees

Subsidy(Rs.) Per Month

S. NO

No. of employees

Subsidy (Rs.) Per Month

1 Upto 20 1000 1 Upto 20 1200 2 21 to 50 1200 2 21 to 50 1440 3 51 to 75 1700 3 51 to 75 2040 4 76 to 100 2300 4 76 to 100 2760 5 For the branches / offices having

staff strength above 100, may also be provided at rates not exceeding 64% of the existing rates for the relevant slabs.

5 For the branches / offices having staff strength above 100, may also be provided Rs.2760+Additional 64% of the rates for the relevant slabs.For example- if staff strength is 120 the canteen subsidy will be Rs.2760+ 64% of Rs.1200/i.e.Rs.768/-Total Rs.3528/-

The above amount is payable to the Local Implementation Committee, only when a full-fledged canteen, where tea / coffee / snacks are prepared and served to members of staff, is run by Local Implementation Committee.The revised rates would be effective w.e.f. 19.04.2011. (Circular NO. Per/7/2011-2012 dated 26.4.2011) 93. TA/DA PAYABLE TO SERVING EMPLOYEES / RETIRED EMPLOYEES OF BANK ATTENDING THE FOLLOWING CASES S.No. Circumstances Award staff Officer In

service Retired In service Retired

1. Attending departmental enquiry as a. Defense Representative Yes No* Yes No b. Charge sheeted employee including

suspended employee Yes Yes Yes Yes

c. Defense witness No No No No 2. Attending CBI / Court cases

As accused** No No No No As witness on behalf of bank Yes Yes Yes Yes

a. Cases filed by Police / CBI against employee for official acts

As witness on behalf of employee

No No No No

As a petitioner No No No No b. Cases filed by employee against the

As witness on behalf of bank Yes Yes Yes Yes


69

bank As witness on behalf of employee

No No No No

As accused Yes Yes Yes Yes As witness on behalf of bank Yes Yes Yes Yes

c. Cases filed by outsiders/ customers, etc. pertaining to official acts

As witness on behalf of others No No No No

* However, if the enquiry is held at place other than the place where the incident occurred at the behest of the Management, TA/DA will be paid to the Defense Representative as per rules. ** However, if the employee is acquitted honourably, the TA/DA will be reimbursed as per rules. P.S. For attending Personal Hearing, TA/DA may be paid, if the Appellate Authority grants a personal hearing, as part of the process of disciplinary proceedings.

(Circular No. PER/24/2011-2012 dated 16.06.2011)

94. REIMBURSEMENT OF TA / DA TO SERVISING EMPLOYEES / EX-EMPLOYEES (INCLUDING RETIRED, DISMISSED) OF THE BANK: Effective from 1

st April 2011 whenever a retired employee is appearing at the bank's behest

as a management witness in a departmental enquiry conducted by the bank, he / she may be reimbursed with TA / DA at the current rate admissible to the cadre / grade which he / she was holding at the time of his / her retirement or leaving Bank's service. (Circular No. Per/43/12-13 dated 5.10.2012 and PER/24/2011-12 dated 16.06.2011)


95. INTEREST RATE ON LOANS GRANTED AGAINST PROVIDENT FUND The rate of interest payable to the members is 9.5%for the year 2010-11. The provisional interest rate at 9.50% per annum for the settlement of claims of members retiring during 2011-12 till rate of interest is declared for 2011-12 by the Government.

Consequent to the above the rate of interest being charged on the loans granted against Provident Fund balances to the members will be 9.5% on all the PF loan granted to members during the year 2010-11 and also on PF loan granted to retiring / resigned / deceased members whose claims have been sent / settled by the Bank for the year 2011-12. Since interest rate at 9.50% on provident fund for the year 2011-12 has been provisionally approved for retiring / resigned / deceased members whose claims have been sent / settled by the Bank for the year 2011-12, interest rate on serving staff members' PF loan will be charged at 8.50% till final interest rate is declared by the Government on PF balances for the year 2011-12. Circular No. PER/35/2011-2012 dated 10.9.2011,PER/72/2008-09 Dated 17.12.2008

96. PROMOTION TO VARIOUS GRADES : HONORARIUM TO INTERVIEW COMMITTEE MEMBERS:


70

Payment of honorarium at the undernoted rates to the serving officials for working as members of Interview Committee for recruitment / promotion / other approved selection may be made: HOME PAGE CATEGORY OF OFFICR AMOUNT PER DAY OF INTERVIEW

GMs and above Rs. 2000/-

DGMs Rs. 1500/-

AGMs Rs. 1000/-

Other members Rs. 500/-

Regarding payment of honorarium to other outside member of the Committee, it will be as per the Service Conditions of the officials in the respective organizations prevailing at that

time. The above instructions will be effective from 1st April 2011.

(Circular No.Per/56/2011-2012 dated 24.11.2011)

97. SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS AGAINST WHOM MOTIVATED FALSE COMPLAINT HAS BEEN MADE BY PEOPLE/AGENCIES OUTSIDE The Scheme for extending legal and financial support to the executives of the Bank against whom motivated false complaints have been made by people / agencies out side the Bank, has following features:

Detailed Reference Book 1. Applicability: "This scheme shall cover all officers on the regular rolls of the Bank and retired from Bank. It shall also be applicable in case of Officers on deputation within India to Joint Ventures, Subsidiaries and other Banks/entities within the State Bank Group. Note : For retired officers, the scheme will be applicable only in respect of bonafide execution of bank work while in service." 2. Committee & Competent Authority: All such proposal shall be placed before an Officer Committee at Head Office only consisting of General Manager (Operations), General Manager (Tech. & Insp.), General Manager (Treasury) & Chief General Manager. The Convenor of the Committee shall be General Manager(Operations). The quorum shall be three and in the absence of any member for any reason, the CGM will nominate another officer of the same rank in the committee. The Committee shall examine the gravity of the "Cause of Action", and recommend for grant or rejection of request for permission to pursue legal action and for reimbursement of litigation expenses to the Competent Authority within a period of 15 days on receipt of such proposal. HOME PAGE The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV and V shall be the Screening Committee itself comprising of Chief General manager & three General Managers, while for Executives in scale VI & VII (Deputy General Managers and General Managers), the Competent Authority shall be the MD who will consider recommendations of the Screening Committee of Chief General Manager & General Managers. Since MD and CGM are more susceptible to slandering, wild allegations made by persons both inside and outside the Bank, they would be competent to decide and file a suit (Criminal/Civil or both) against the individual (s) who has made such allegations/complaints against them.


71

1. OBJECTIVE : To enable officers to initiate legal action in India against outsiders/private

parties who with a malafide intention make baseless allegations, pass derogatory remarks,

lodge motivated false complaints on matters arising out of bonafide execution of Bank's

work. This scheme shall not be applicable in case of a complaint/allegation made by an

employee of the Bank.

2. APPLICABILITY : This scheme shall cover all officers on the regular rolls of the Bank and

retired from Bank. It shall also be applicable in case of Officers on deputation within India to

Joint Ventures and Subsidiaries of the Bank. Note : For retired officers, the scheme will be

applicable only in respect of bonafide execution of bank work while in service.

3. DEFINITIONS : In these rules, unless the context otherwise requires;

3.1 Initiate legal action shall include defending against legal action initiated by

outsiders/private parties with malafide intention on matters arising out of bonafide execution

of Bank's work.

3.1.1 Outsider/Private party means any outsider other than a Government Agency such as

CBI, CVC etc.

3.1.2 A motivated false complaint/ communication shall mean a written complaint / communication other than anonymous or privileged. For the purpose of this Scheme a privileged complaint/communication shall mean any written complaint/ communication, which is protected under law. HOME PAGE


3.1.3 A baseless allegation/ a derogatory remark shall mean so only if it is in writing.

3.1.4 Litigation expenses shall mean court fee and other related miscellaneous expenditure,

advocate fee, TA, DA and accommodation charges per entitlement.

1 Baseless allegation, derogatory remarks, motivated false complaints against officers of the Bank by an outsider/private party for the purpose of this scheme shall herein after be referred to as the "Cause of Action." 2 PROCEDURE: 4.1 If an officer desires to initiate any legal action in respect of any "Cause of Action", he/she may put up the facts along with the relevant documents, seeking permission to initiate legal action through proper channel.

4.2 All such proposal shall be placed before an Officer Committee at Head Office only


72

consisting of General Manager (Operations), General Manager (Tech. & Insp.), General

Manager (Treasury) & Chief General Manager. The Convenor of the Committee shall be

General Manager (Operations). The quorum shall be three and in the absence of any

member for any reason, the CGM will nominate another officer of the same rank in the

committee. The Committee shall examine the gravity of the "Cause of Action", and

recommend for grant or rejection of request for permission to pursue legal action and for

reimbursement of litigation expenses to the Competent Authority within a period of 15 days

on receipt of such proposal.

4.3 The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV and V

shall be the Screening Committee itself comprising of Chief General manager & three

General Managers, while for Executives in scale VI & VII (Deputy General Managers and

General Managers), the Competent Authority shall be the MD who will consider

recommendations of the Screening Committee of Chief General Manager & General

Managers .

4.4 Once the permission is granted, the Bank's Law Department will identify a suitable Advocate in each case. The fee and other charges payable shall be as per the scheduled rates for hiring of Advocates, as prescribed by the Bank. The Officer concerned shall execute a deed of undertaking as per the format enclosed, agreeing to comply with the provisions of this scheme.

Since MD and CGM are more susceptible to slandering, wild allegations made by persons both inside and outside the Bank, they would be competent to decide and file a suit (Criminal/Civil or both) against the individual (s) who has made such allegations/complaints against them. OTHER TERMS AND CONDITIONS HOME PAGE

5.1 In the event the Court orders for payment of any compensation in favour of the Officer

concerned the amount so received shall be retained by the Officer concerned after

payment to the Bank, of the amount spent by the Bank in connection with the case.

5.2 The Officer concerned shall pursue the case with due diligence and in the event Officer

concerned retires before the culmination of the case, even then the Officer concerned shall

pursue the case till its conclusion at Bank's cost, as mentioned above.

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


73

6.1 The decision of the Competent Authority for granting permission to initiate legal action

shall be final and binding.

6.2 The Bank reserves the right to amend, modify or withdraw this Scheme at any time.

HOME PAGE Deed of Undertaking

This deed executed on ………………day of ………….by (Name and designation) ………………………………………………(hereunder referred to as the "said officer") and having permanent residence at ……………………………

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

WHEREAS:

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

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

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

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

NOW THIS DEED WITNESSETH AS FOLLOWS:

1 I have read the above said Scheme and hereby agreed to be bound by the provisions of the said Scheme.

2 In the event of any damages, compensation and/or costs being awarded by the Court at any time in my favour in the legal action initiated by me, I agree to pay back to the Bank, whatever amount has been spent by the Bank in connection with the case and balance amount, if any, shall be retained by me.

3 I hereby agree and undertake to pursue the above case diligently till the case reaches its finality (including the appeal, if any, so advised by the Bank).

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

Signature of the Officer. Detailed Reference Book

HOME PAGE Circular No. Per/26/2010-2011 dated 27.5.2010 and PER/40/2007-2008 dated 11.08.2007

98. GRANT OF HINDI INCENTIVES TO EMPLOYEES FOR PROGRESSIVE USE OF HINDI – REVISION IN RATES For employees in categories A & B (RS) C & D (RS.) Existing Revised Existing Revised


74

(a) Prabodh Examination of Hindi Teaching Scheme

250/ 2000/ 500/ 4000/

(b) Praveen Examination of Hindi Teaching Scheme

250/ 2500/ 500/ 5000/

(c) Pragya Examination of Hindi Teaching Scheme

300/ 3000/ 600/ 6000/

d) Examinations which are conducted by the voluntary Hindi Organisations and recognized by the Govt. of India(Ministry of Education and Social Welfare) as equivalent to or higher than the matriculation examination

300/ 3000/ 600/ 6000/

(e) Hindi Diploma Course conducted by Central Hindi Directorate

300/ 3000/ 600/ 6000/

(f) Hindi Typing/Hindi Stenography Examination

500/ 2500/ 500/ 2500/

(g)Banking Oriented paper in Hindi of IIBF

300/ 3000/ 300/ 3000/

Enghlish Typists English Stenographers In addition to the honorarium paid for acquiring proficiency in Typing/Stenography in Hindi or Regional Language,Hindi incentive allowance to English Typists and Stenographers who do typing or stenography work in Hindi respectively in addition to English

80/- P.M 160/- P.M 120/- P.M

(Circular No. Per/56/2010-2011 dated 17.8.2010, PER/38/89-90 dated the 27th June ,1989) HOME PAGE

Detailed Reference Book 99. FITMENT FORMULA ON PROMOTION FROM CLERICAL TO OFFICERS’ CADRE Consequent upon the wage revision of workmen staff under Seventh Bipartite Settlement as also officers under Service Regulations with effect from 01 November 1997, restructuring the existing formula for salary fitment (post revision) was necessary. It has now been decided to adopt a new fitment formula. The salient features of the revised fitment formula are given in the Annexure I. This would be applicable in the light of various provisions of the settlement, to the promotees of 1st November 1997 and onwards. Each case of payment of adjusting allowance will have to be approved / sanctioned by respective Controlling Authorities in future. All fitment on promotion already advised ' Provisionlly ' may be treated as ' Final . Stage in the clerical scale

Basic Pay in the Clerical cadre (as advised w.e.f. 1.11.1997)

Fitment at corresponding stage in Junior Management Grade Scale I


75

1 to 8

Rs. 3020 (1750) 4420 (2725)

Rs. 7100 (4250)

9 4740 (2920)

7100 (4250)

10 5060 (3115)

7440 (4480)

11 5380 (3310)

7440 (4480)

12 5720 (3525)

7780 (4710)

13 6060 (3740)

8120 (4940)

14 6400 (3955)

8460 (5290)

15 6780 (4185)

8800 (5520)

16 7160 (4415)

9140 (5750)

17 7540 (4645)

9480 (5980)

18 7920 (4875)

9820 (6210)

19 8600 (5270)

10500 (6670)

20 8980 (5500)

10840 (6900)

+1 9360 (5730) (including one stagnation increment)

11180 (7130)

+2 9740 (5960) (including two stagnation increments)

11520 (7360)

+3 10120 (6190) (including three stagnation increments)

11860 (7590)

+4 10500 (6420) (including four stagnation increments)

12200 (7820)

+5 10880 (including five stagnation increments)

12540 (8050)

HOME PAGE Basic Pay in brackets is the pre-revised pay Note: Since officers' pay scale have been revised with effect from 1.4.1998 only, in respect of promotions effected between 1.11.1997 and 31.3.1998 fitment will be as per pre revised pay. From 1.4.1998 the promotee will be given the corresponding revised pay in the officer cadre. (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 were drawing a basic pay between the 1st and 9th stage in the clerical scale 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)(a) Those who have completed more than one year at basic pay Rs.8980, Rs.9360, Rs.9740 or Rs.10120, will be given their next increment immediately on fitment at the corresponding


76

stage in the Officers' scale and will draw their annual increment on the anniversary date of promotion. (b) Those who have completed more than one year at basic pay Rs.10500 and those who are at basic pay Rs. 10880 will be given fitment in the officers' scale at Rs.12540 and will earn their next increment on the anniversary date of promotion subject to their crossing the Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers' Service Regulations. (c) In all cases where promotee officers reach the maximum stage in the substantive JMG Scale I (Rs.12540/-), further increment in the next higher scale will be subject to their crossing Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers Service Regulations. (5) Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 27.3.2000 may continue to draw the same quantum of Fixed Personal Pay even after promotion which shall remain frozen for the entire period of service. (6) If the promotee officer has passed CAIIB Part-I or both Parts of CAIIB at the time of his promotion, notional basic paywill be arrived at after reducing the increments earned for passing CAIIB, from the clerical basic pay. He shall then be fitted in the officers' scale in accordance with the above table and appropriate one or two increments in the Officers' scale shall be added with basic pay so fixed. The date of increment will be determined as per (2) above, if after reduction of increments in the clerical scale, the basic pay falls in the lower clubbed stage. This adjustment, however, will not be made where the number of increments to be reduced is higher than the number of increments to be granted. (7) If at any time, the basic pay of an officer is lower than the basic pay corresponding to his basic pay in clerical scale on account of increment he would have got in the clerical scale, appropriate adjustment will be made in the Officers' basic pay as per the fitment table. (8) If despite the fitment as given above, the emoluments (basic pay and dearness allowance) drawn as on officer of promotion are less than the emoluments (basic pay and stagnation increment if any, functional special pay on permanent basic and dearness allowance) drawn as a clerk, the difference may be protected by way of Temporary Personal Allowance to be wiped off, in three years, at the rate of 1/3 Temporary Personal Allowance. This allowance will not rank for dearness allowance and superannuation benefits. (Circular No. Per/58/2010-2011 dated 25.8.2010)

Detailed Reference Book 100. FITMENT FORMULA ON PROMOTION FROM CLERICAL TO OFFICERS’ CADRE Consequent upon the wage revision of workmen staff under Seventh Bipartite Settlement as also officers under Service Regulations with effect from 01 November 2002, restructuring of the existing formula for salary fitment (post revision) was necessary. It has now been decided to adopt a new fitment formula. The salient features of the revised fitment formula are given in the Annexure I. This would be applicable in the light of various provisions of the settlement, to the promotees of 1st November 2002 and onwards. It has to be ensure that each case of payment of adjusting allowance will require to be approved / sanctioned by respective Controlling Authorities in future. The under noted Officers may forward their bio-data, through their respective controllers, to Chief Manager, Personnel Administration Department, Head Office, Jaipur for revision of their fitment, if necessary, on the format given in Annexure II: i. Who have been promoted on 01.11.2002 and after and had completed more than one year at the maximum of clerical scale or at the stagnation increment stage in the clerical


77

scale at the time of promotion, ii. Who have passed CAIIB (Part II) examination of IIB after their promotion in the officer cadre (JMGS I) and iii. Who are eligible for adjustment as per fitment table on account of increment which could have fallen due in the clerical scale (Para 7 of Annexure I) All other officers to whom fitment on promotion have already been advised 'Provisionally ' may be treated as ' Final '. HOME PAGE

Detailed Reference Book Fitment Formula on promotion of clerks to officer cadre in JMGS-I on or after 1.11.2002

(1) 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 employee in the lower clubbed stage of clerical scale of pay will get their next increment after promotion on the anniversary date of promotion.


78

(2) Those who were drawing a basic pay between the 1st and 9th stage in the clerical scale 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. (3) a) Those who have completed more than one year at basic pay Rs.16010 and those who are at basic pay Rs.16570 will be given fitment in the officers' scale at Rs.18240 and will earn their next increment on the anniversary date of promotion subject to their crossing their Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers' Service Regulations. HOME PAGE b) In all cases where promotee officers reach the maximum stage in the substantive JMG Scale I (Rs.18240), further increment in the next higher scale will be subject to their crossing Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers' Service Regulations. (4) Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 2.6.2005 may continue to draw the same quantum of Fixed Personal Pay even after promotion which shall remain unaltered till revised. (5) If the promotee officer has passed JAIIB or CAIIB at the time of his promotion, notional basic pay will be arrived at after reducing the increments earned for passing JAIIB/CAIIB, from the clerical basic pay. He shall then be fitted in the officers' scale in accordance with the above table and appropriate one or two increments in the Officers' scale shall be added with basic pay so fixed. The date of increment will be determined as per (1) above, if after reduction of increments in the clerical scale, the basic pay falls in the lower clubbed stage. This adjustment, however, will not be made where the number of increments to be reduced is higher than the number of increments to be granted. (6) Granting of an immediate increment in fitment. Those who have completed more than one year at the maximum of the Clerical scale or at the stagnation increment stage in the Clerical scale 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 (ADOP). (7) Adjustment as per the fitment table on account of increment which could have fallen due in the Clarical scale. If at any time, the basic pay of an officer is lower than the basic pay corresponding to that in Clerical scale on account of increment he/she would have got in the clerical scale, appropriate adjustment may be made in the Officers' basic pay as per the fitment table. (8) If despite the fitment as given above, the emoluments (basic pay and dearness allowance) drawn as an officer on promotion are less than the emoluments (basic pay and stagnation increment if any, functional special pay on permanent basis and dearness allowance) drawn as a clerk, the difference may be protected by way of Temporary Personal Allowance to be wiped off, in three years, at the rate of 1/3 Temporary Personal Allowance. This allowance will not rank for dearness allowance and superannuation benefits. Circular No. PER/60/2010-2011 dated 26.8.2010,PER/35/1998-99 dated 07.07.1998 & PER/58/ 2010-2011 dated 25. 08.2010. HOME PAGE

Detailed Reference Book 101. FITMENT FORMULA ON PROMOTION FROM CLERICAL CADRE TO OFFICER’S CADRE: PROMOTIONS ON OR AFTER 01.11.2007: Consequent upon the wage revision for workmen staff under Ninth Bipartite Settlement as also for officers under the Officers' service Regulations w.e.f. 01.11.2007, a review of the existing fitment formula had become necessary. Indian Banks' Association has advised that member banks who have not adopted their own fitment formula on the basis of written agreements / settlements reached with their


79

respective officers' associations / workmen unions or are not required to adhere any court directives in the matter may consider adopting the new model fitment formula in respect of promotions effected on or after 01.11.2007. State Bank of India, Corporate Centre, Mumbai has advised to examine and implement the fitment formula advised by Indian Banks' Association (IBA) for clerical cadre on promotion to officer's cadre in respect of promotions effected on or after 01.11.2007. The Executive Committee of the board at its meeting dated 16.08.2012 has approved to adopt new fitment formula advised by Indian Banks' Association. The salient features of the revised fitment formula are given hereunder Stage Pay in Clerical Cadre Fitment at corresponding

stage in Junior Management Grade Scale I

From 1.11.2007 to 30.04.2010

From 01.05.2010 onwards

1 6200 7200 14500

2 6600 7600 14500

3 7000 8000 14500

4 7400 8400 14500

5 7900 8900 14500

6 8400 9400 14500

7 8900 9900 14500

8 9500 10500 14500

9 10100 11100 14500

10 10700 11700 15100

11 11300 12300 15700

12 12000 13000 16300

13 12700 13700 16900

14 13400 14400 17500

15 14100 15100 18100

16 14800 15800 18700

17 15500 16500 19400

18 16200 17200 20100

19 17500 18500 20900

20 18300 19300 21700

+1 19100 20100 22500

+2 19900 20900 23300

+3 20700 21700 24100

+4 21500 22500 24900

+5 22300 23300 25700

+6 23100 24100 25700

+7 23900 24900 25700



80

Note: 1. The promotee officer after fitment as above, will draw his next increment in the Officer's Scale on the anniversary date of his last increment in 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 employee in the lower clubbed stage of clerical scale of pay will get his next increment after promotion on the anniversary date of promotion.

1 Those who were drawing a basic pay between the 1st and 9

th stage in the clerical

scale given in the above table, will be fitted at the minimum of the Officer's Scale and will draw their next increment on the anniversary date of promotion. 2 (a) Those who have completed more than one year at basic pay of Rs. 18300/19300, Rs. 19100/20100, Rs. 19900/20900, Rs. 20700/21700, Rs. 21500/22500 will draw their next increment on the anniversary date of their last increment in the clerical cadre immediately following the date of promotion and will draw their subsequent annual increment on the same date. HOME PAGE

Those who have completed less than one year at basic pay of Rs. 18300/19300, Rs.

19100/20100, Rs. 19900/20900, Rs. 20700/21700, Rs. 21500/22500 will draw their next increment

after fitment, on the anniversary date of promotion and thereafter draw their annual

increments every year on the same date.

(b) Those who have completed more than one year at basic pay of Rs. 22300/23300, Rs.

23100/24100, Rs. 23900/24900 will be given fitment in the Officer's Scale at Rs. 25700 and will

earn their next increment on the anniversary date of promotion subject to their crossing their

Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers'

Service Regulations.

(c)In all cases where promotee officers reach the maximum stage in the substantive JMG

Scale I (Rs. 25700), further increment in the next higher scale will be subject to their crossing

Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers'

Service Regulations. 1 Promotees who are drawing Fixed Personal Pay in terms of settlement dated 27.04.2010 may continue to draw the same quantum of Fixed Personal Pay even after promotion which shall remain unaltered till revised. 5. If the promotee officer has passed JAIIB or CAIIB at the time of his promotion, notional basic pay will be arrived at after reducing the increments earned for passing JAIIB/CAIIB, from the clerical basic pay. He shall then be fitted in the Officers' Scale in accordance with the above table and appropriate one or two increments in the Officers' Scale shall be added with basic pay so fixed. The date of increment will be determined as per (1) above, if after reduction of increments in the clerical scale, the basic pay falls in the lower clubbed stage. This adjustment, however, will not be made where the number of increments to be reduced is higher than the number of increments to be granted. 2 If despite the fitment as given above, the emoluments (basic pay and dearness allowance) drawn as an officer on promotion are less than the emoluments (basic pay and stagnation increment if any, functional special pay on permanent basis and dearness allowance) drawn as a clerk, the difference may be protected by way of Temporary Personal Allowance to be wiped off, in three years, at the rate of 1/3 Temporary Personal Allowance. This allowance will not rank of dearness allowance and superannuation benefits.

3 If an employee has passed CAIIB after reaching the 20th

stage of the clerical cadre and promoted to Officers' Scale subsequently, he/she shall be granted one increment for passing CAIIB Part-1/JAIIB and another increment for passing CAIIB Part-II after fitment in Officers' scale as per his/her clerical stage of pay before promotion.


81

(Per/31/12-13 dated 21.8.2012), PER/60/2010-11 dated 26.08.2010) HOME PAGE

Detailed Reference Book 102. Fitment Chart on Promotion for Officers Promoted From One Scale to another on or after

1.11.2007 A. Fitment Chart on Promotion from Scale I to Scale II

Stage Scale-I Scale-II

1 14500]

2 15100]

3 15700]

4 16300]

5 16900]

6 17500]

7 18100]

8 18700] 19400

9 19400 20100

10 20100 20900

11 20900 21700

12 21700 22500

13 22500 23300

14 23300 24100

15 24100 24900

16 24900 25700

17 25700 26500

+] 26500 27300

+] 27300 28100

+] 28100 28900

++] 28900 29700

++] 29700 30600

++] 30600 31500

++] 31500 31500

+Sliding ++Stagnation increments HOME PAGE


82


B. Fitment Chart on Promotion from Scale II to Scale III

Stage Scale-II Scale-III

1 19400]

2 20100]

3 20900]

4 21700]

5 22500]

6 23300]

7 24100]

8 24900] 25700

9 25700 26500

10 26500 27300

11 27300 28100

12 28100 28900

+ 28900 29700

+ 29700 30600

+ 30600 31500

+ 31500 31500

++ 32400 32400

++ 33300 33300

++ 34200 34200

Note: Those who are getting promoted to Scale III after reaching the Basic Pay of Rs. 33300/- and Rs. 34200/-, their next stagnation increment will be released on the date it was due in the earlier Grade. +Sliding ++Stagnation increments HOME PAGE


83

C. Fitment Chart on Promotion from Scale III to Scale IV

Stage Scale-III Scale-IV

1 25700

2 26500

3 27300

4 28100 30600

5 28900 31500

6 29700 32400

7 30600 33300

8 31500 34200

++ 32400 35200

++ 33300 36200

++ 34200 36200

++ 35100 36200

Detailed Reference Book ++ Stagnation increments

D. Fitment Chart on Promotion from Scale IV to Scale V

Stage Scale-IV Scale-V

30600 36200

31500 36200

32400 36200

33300 36200

34200 37200

35200 38200

36200 39300

HOME PAGE


84

E. Fitment Chart on Promotion from Scale V to Scale VI Stage Scale-V Scale-VI

1 36200 42000

2 37200 42000

3 38200 42000

4 39300 43200

5 40400 44400

HOME PAGE F. Fitment Chart on Promotion from Scale VI to Scale VII Stage Scale-VI Scale-VII

1 42000 46800

2 43200 46800

3 44400 46800

4 45600 48100

5 46800 49400

103. Procedure for fitment of pay of officers on promotion from one scale to another. 1. At the time of fitment of an officer on promotion to the higher scale to 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. (ii) If the stagnation at the maximum of the scale is for a year or more but for less than 2 years, the officer would be drawing a Professional Qualification Pay of Rs 410/- p.m. In such cases, if he had passed both JAIIB/CAIIB before the date of promotion, then one increment shall be reduced in the existing scale. If, however, such Professional Qualification Pay of Rs 410/- p.m. is for JAIIB only, then no increment need be reduced from the existing scale. 2. If the stagnation at the maximum of the Scale is for 2 years or more, the officer who has passed both JAIIB/CAIIB before the date of promotion, would be drawing a Professional Qualification Pay of Rs 1030/- p.m. In this case, there would be no scope for reducing the increments for JAIIB/CAIIB as even without CAIIB increments the officer would be at the maximum of the scale. Note: The purpose of the above exercise is to determine as to what stage of scale of pay the officer would have been, had he not been granted increments for passing JAIIB/CAIIB. HOME PAGE 1 After effecting the above adjustments, the fitment of basic pay in the promoted scale will be made as per the fitment chart enclosed. The fixation so arrived at will be the basic pay in the promoted scale as on the date of promotion. 2 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


85

in lieu of such remaining increment(s), if any. Normally, where an officer is promoted from one scale to another, the date of his increment shall be the anniversary date in the previous scale of pay. Where however, an officer has reached the maximum in the previous (pre-promoted) scale of pay or on promotion gets an increase in the Basic Pay equivalent to two or more increments in the previous (pre-promoted) scale of pay, the date of increment shall be the anniversary date of promotion. However, if the Basic Pay after reduction of JAIIB/CAIIB increments is not at the maximum, then the date of increment shall be the anniversary date of last increment. Provided further, that if an officer who is in Scale I, II or III is promoted to higher scale after reaching the maximum in the previous (pre-promoted) scale of pay but before drawing stagnation increment, the date of his increment in the higher scale shall be the anniversary date of promotion or due date of stagnation increment in the previous (pre-promoted) scale whichever is earlier. 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. Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 27.4.2010 may continue to draw the same quantum of Fixed Personal Pay even after promotion which shall remain unaltered till revised. ( CIRCULAR NO. PER/77/2011-12 DATED 24.01.2012) HOME PAGE 104 . SCHEME OF DELEGATION OF POWERS IN DISCIPLINARY MATTERS: REVISION IN THE AUTHORITY STRUCTURE IN RESPECT OF DISCIPLINARY ACTIONS RELATING TO THE SUPERVISING STAFF Presently, the Directors' Committee in our Bank has been designated as the Appellate and reviewing Authority in disciplinary cases relating to following category of officers, in addition to reviewing the disposal of vigilance disciplinary cases and departmental enquiries :- Category of Officers Disciplinary Authority Appellate Authority

Reviewing Authority

SMGS-IV & V Chief General Manager Managing Director Directors' Committee

TEGS-VI, VII & TEGSS-I Managing Director Directors' Committee Chairman, SBI

In terms of advices of the State Bank of India, Corporate Centre, Mumbai vide letter No. BD/JPS/3394 dated 05.01.2010; the Managing Director of the Bank will not participate in the proceedings of this committee to review a case where he/she was the Disciplinary Authority/Appellate Authority. A separate committee, comprising the following members, will be the Appellate/Reviewing Authority, for the above referred categories of officers: a) Group Head of Associate & Subsidiaries at SBI {(Presently MD & GE (A&S)}. b) RBI nominee Director on the Bank's Board. c) Govt. nominee Director on the Bank's Board. Quorum for the meeting will be two members and it will meet as & when required. The Committee will be called as "Appellate and Reviewing Committee". 5. Further, the Directors' Committee will continue to review the disposal of vigilance disciplinary cases and departmental enquiries as laid down vide Govt. of India letter dated

24th

October, 1990. (Circular No. Per/67/2010-2011 dated 21.9.2010, Reorg./2/88 dated 12.02.1988 and Reorg./2/96-97 dated 06.04.1996) HOME PAGE


86

105. DELEGATION OF POWERS IN DISCIPLINARY MATTERS : REVISION IN THE AUTHORITY STRUCTURE IN RESPECT OF DISCIPLINARY ACTIONS RELATING TO THE SUP. STAFF Presently, the Appellate & Reviewing Committee in our Bank has been designated as the Appellate/Reviewing Authority in disciplinary cases relating to following category of officers: HOME PAGE

Category of Officers

Disciplinary Authority Appellate Authority Reviewing Authority

SMGS-IV & V Chief General Manager Managing Director Appellate & Reviewing

Committee TEGS-VI, VII & TEGSS-I Managing Director Appellate &

Reviewing Committee Chairman, SBI

Now, in terms of advices of the State Bank of India, Corporate Centre, Mumbai vide letter No. A&S/JPS/2067 dated 15.09.2011; there is no need for a separate committee to function as Appellate/Reviewing Authority. Therefore, Directors' Committee (save MD of our Bank), comprising of the following members will be the Appellate/Reviewing Authority, for the above referred categories of officers: a) Group Head of Associate & Subsidiaries at SBI {(Presently DMD & GE (A&S)}. b) RBI nominee Director on the Bank's Board. c) Govt. nominee Director on the Bank's Board. Quorum for the meeting will be two members and it will meet as & when required. (CIRCULAR NO. PER/47/2011-2012 DATED 31.10.2011, PER/67/2010-2011 dated 21.09.2010) 106. AUTHORITY STRUCTURE OF DISCIPLINARY MATTERS OF OFFICERS CADRE JMGS-I & MMGS-II. Bank has examined the issue in consultation with State Bank of India, Corporate Centre, Mumbai regarding delegation of authority structure for disciplinary matters in respect of cases pertaining to JMGS-I and MMGS-II officers in view of increase of number of cases and requirement of time bound disposal of cases as per CVC guidelines. Accordingly, the authority structure has been modified as under: -

Category of officers Disciplinary Authority

Authority to impose penalty #

Appellate Authority

Reviewing Authority

JMGS-I & MMGS-II Minor Penalty Major Penalty DGM* DGM*

DGM* GM(O) & C.D.O.

GM(O) & C.D.O. CGM CGM MD

(# in terms of regulation NO. 68(1)(ii) of Officers Service Regulations.) (*-DGM of the zone for officers working in ROs, ZOs, and branches reporting to the Zonal Head -DGM heading the Branch for officers working in DGM headed branches -DGM (P&HRD) for officers working in Head Office establishments.) The existing authority structure for officers in MMGS-III and above would remain unchanged. (CIRCULAR NO. PER/26/2011-2012 DATED 2.6.2011, Reorg./2/1988 dated 12.02.1988, Reorg./2/1996-97 dated 06.04.1996, Reorg./5/1996-97 dated 3.8.1996.) HOME PAGE 107. REIMBURSEMENT OF FUNERAL EXPENSES TO THE DEPENDENTS OF THE RETIRED EMPLOYEES AND EMPLOYEES, WHO DIE IN HARNESS


87

Please refer to Head Office in terms of which Funeral Expenses to the extent of 5,000/- are reimbursable to the dependents of those employees who die in harness and heirs of the retired employee as a gesture of sympathy out of Lapses and Forfeiture Account of the Provident Fund.

Now, it has been decided to enhance the Ex-Gratia amount and change the mode of payment as under: -

Ex-Gratia Amount:

Mode of payment:

Existing Revised

Reimbursement by PPG Department, Head Office, Jaipur

Reimbursement shall be made by the Central Welfare Committee, Head Office, Jaipur. Effective from date of circular.

Branch Managers / Departmental Heads will pay the funeral expenses not exceeding Rs. 10,000/- (Rupees ten thousands only) {to the debit of IBIT Account} to the dependent on the very day of the death of the employee so that the amount can be used for funeral expenses. Thereafter, the Branch Manager/ Departmental Head will obtain the claim from the dependents of the deceased employee and submit to the Secretary, Central Welfare Committee, Head Office, Jaipur for reimbursement as per proforma enclosed with the circular.

(Circular No. Per/79/2010-2011 dated 20.10.20101,PER/45/1993-94 dated 26.08.1993 and PER/63/1995-96 dated 27.10.1995) HOME PAGE



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Detailed Reference Book 108. PROBATIONARY OFFICERS : PAYMENT OF SALARY, FESTIVAL ADVANCES AND FIXTURES DURING PROBATION PERIOD The following instructions of various payment viz Salary, Perks etc. are applicable for PO’s under probation:-

Head Sanctioning Authority Salary Branch Manager Reimbursement from Office

Administration Deptt., H.O., Jaipur. (To be obtained at the end of each calendar quarter) ( Performa Annexed)

Festival Advance Sanction and disbursement by the Branch Manager where PO is posted

Leased Accommodation Sanction by Controller of the branch where PO is posted and payment by the branch

Fixture Sanction by Controller of the branch where PO is posted and payment by the branch

Plastic Items Sanction by Controller of the branch where PO is posted and payment by the branch

L.F.C. / H.T.C. Sanction by HRD, Head Office, Jaipur and passing of bills by Office Administration Department, H.O., Jaipur

Casual Leave Sanction by the Branch Manager P.L./Medical Leave/Loss of Pay Sanction by the HRD, Head Office, Jaipur Newspaper/T.A. Bill/conveyance expencses

Sanction and reimbursement by the Branch Manager where PO is posted

Mobile Hand set Sanction by Controller of the branch where PO is posted and payment by the branch

Mobile Bill Sanction and payment by the Branch Manager where PO is posted

Medical Aid yearly Sanction and reimbursement by the Branch Manager where PO is posted Medical Hospitalization HRD/Office Administration , Head Office, Jaipur Annual Increment Sanction by H.R.D. Department, H.O., Jaipur On transfer to the next branch / department, the LPC/ full particulars of the salary / perks etc. will be advised to the concerned Branch / Department with a copy of relieving letter under advise to HRD Department, H.O., Jaipur. (Circular No. Per/81/2010-2011 dated 21.10.2010, Circular No PER/39/2007-08 dated 07.08.2007) HOME PAGE


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Detailed Reference Book 109. STAFF SUPERVISING: PLACEMENT NORMS - CLASSIFICATION OF VARIOUS POSITIONS

AS OPERATIONAL/LINE/INDEPENDENT LINE ASSIGNMENTS HOME PAGE Following positions are considered as Operational Assignment/Line Assignment/Independent Line Assignment in our Bank: - S. No. Name of post & designation Scale To qualify for

1 BRANCH HEADS ALL SCALES INDEPENDENT LINE ASSIGNMENT

2 HEAD OF DIVISION AT BRANCHES ALL SCALES LINE ASSIGNMENT

3 ASSIGNMENTS OTHER THAN ADMINISTRATIVE OFFICES ALL SCALES OPERATIONAL ASSIGNMENT

4 AGM / CM / MANAGER (i.e. HEAD OF OFFICE) OF RACPC / SMECCC / RASMECCC / RURAL CPC

SMGS-IV / V MMGS-III INDEPENDENT LINE ASSIGN

5 CM (SANCTIONS) / MANAGER SANCTIONS) OF RACPC / SMECCC / RASMECCC / RURAL CPC

SMGS-IV / MMGS-III LINE ASSIGNMENT

6 TEAM LEADER MPST MMGS-III/II OPERATIONAL ASSIGNMENT

7 RELATIONSHIP MANAGER-ME (RMME)

SMGS-IV / MMGS-III INDEPENDENT LINE ASSIGN

8 MAINTENANCE OFFICER RCPC, MMGS-III/II JMGS-I OPERATIONAL ASSIGNMENT

9 VERIFICATION OFFICER RCPC MMGS-III/II JMGS-I OPERATIONAL ASSIGNMENT

10 CUSTOMER SUPPORT OFFICER ATTACHED TO RMME / RM-AMT (ACCOUNT MANAGEMENT TEAMS)

MMGS-II / JMGS-I OPERATIONAL ASSIGNMENT

11 Sr. MARKETING EXECUTIVE / MPST MMGS-II / JMGS-I OPERATIONAL ASSIGNMENT

12 SARC OFFICERS OF MMGS-II / JMGS-I


13 CUSTOMER RELATION OFFICER (CROs)


14 RELATIONSHIP MANAGER-PB (RMPB) MMGS-II / JMGS-I OPERATIONAL ASSIGNMENT

15 CHIEF DEALERS IN TREASURY DEPTT. SMGS-IV / MMGS-III INDEPENDENT LINE ASSIGNMENT

16 DEALERS IN TREASURY DEPTT. MMGS-III/II JMGS-I LINE ASSIGNMENT

Further, many new positions in various BPR initiatives have been created. Therefore, following positions have also been added as Operational Assignment/Line Assignment/Independent Line Assignment: - All concerned, please note and bring the contents of this Circular to the notice of all members of supervising staff.

S. No. Name of post & designation Scale To qualify for


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1 HEAD OF LCPC / SARC / TFCPC SMGS-IV/V INDEPENDENT LINE ASSIGNMENT

2 CHIEF MANAGER (LOAN ADMINISTRATION), SMECCC SMGS-IV LINE ASSIGNMENT

3 CHIEF MANAGER (COMPROMISE / SARFAESI), SARC SMGS-IV LINE ASSIGNMENT

4 MANAGER (RECOVERY ) SARC MMGS-III LINE ASSIGNMENT

5 MANAGER (REHABILITATION & RESTRUCTURING) SARC MMGS-III LINE ASSIGNMENT

6 MANAGER (EXPORT) TFCPC MMGS-III LINE ASSIGNMENT

7 MANAGER (IMPORT) TFCPC MMGS-III LINE ASSIGNMENT

8 MANAGER (INLAND) TFCPC MMGS-III LINE ASSIGNMENT

9 CHIEF MANAGER/ MANAGER / DY. MANAGER (BRANCH OPERATION)

SMGS-IV / MMGS-III/II OPERATIONAL ASSIGNMENT

10 CUSTOMER ACCOUNT SUPERVISOR (CAS) IN RASMECC / SMECC / SARC / RCPC / TFCPC

MMGS-III/II OPERATIONAL ASSIGNMENT

11 OTHER OFFICERS POSTED AT RASMECC / SMECCC / SARC / RCPC / TFCPC

MMGS-III/II OR JMGS-I OPERATIONAL ASSIGNMENT

Circular No. Per/69/2011-12 dated 28.12.2011 and PER/92/2010-2011 dated 30.11.2010

HOME PAGE 110. STAFF SUPERVISING: POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL

/ SEMI-URBAN AND OPERATIONAL ASSIGNMENTS (MANDATORY ASSIGNMENTS) FOR PROMOTION TO HIGHER

As regards officers who have not completed the Operational/Line/Independent Line assignments, Bank had allowed following relaxations for the promotion year 2010:

a) As a special case, officers may be considered for promotion up to SMGS-V, even though they have not completed the stipulated Operational/Line/Independent Line assignments, for the next promotion year viz. 2010, provided they are otherwise eligible for promotion to the next higher grade.

b) Officers considered for promotion during the promotion year 2010, subject to above relaxation, when promoted, will be placed immediately in the Operational/Line/Independent Line assignment and the benefits of promotion would be released only after its completion.

c) The above relaxation would not be available from the promotion year 2011 and officers


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who have not completed the mandatory assignment would not be considered for promotion (from the promotion year 2011 onward) till such time they complete all the mandatory assignments.

d) From the promotion year 2011 onwards, in case an officer has not completed the required mandatory assignments by the date of eligibility for promotion to the relevant grade, he/she 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 assignments.

3. In addition to the above, henceforth it will be incumbent on the officers concerned to make an appeal to the Bank on the format enclosed with circular No. Per/84/2009-2010 in case of their not being placed on the requisite mandatory assignment(s). A copy of the appeal should be given by the officer concerned to his controller also for taking necessary action thereon. The Controller would be required to take suitable action on all such appeals within a period of 30 days. HOME PAGE


Further, from now onwards, no functionary would be authorized to delay or postpone completion of the prescribed mandatory assignment(s).

(Circular No. Per/84/2009-2010 dated 1.1.2010 and PER/59/2009-10 dated the 24.10.2009) HOME PAGE

111. VARIOUS WELFARE ACTIVITIES OF OUR BANK

Various welfare activities, in force under the auspices of the Bank’s Central Welfare Committee, are detailed as under: 112 . CANTEEN FACILITY: Under Canteen Facility Scheme, the Bank allocate funds for promotion of sports, culture and other recreational activities, for the benefit of every employee, who contribute for the profit

of the Bank at the close of business on 31st March every year, at the rate decided in the

annual meeting of the Central Welfare Committee, which is generally held after Annual General Meeting of the Bank.

Detailed Reference Book 113. SCHEME OF HOLIDAY- HOMES FOR THE STAFF AND THEIR FAMILY MEMBERS FOR REST AND RECUPERATION:

Our Bank maintains Holiday-Homes at various tourist / important places for rest and recuperation of the staff and their family members at the following centres, which may be booked maximum for the days mentioned against them.


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S. No. Name of the HH No. of Rooms Remarks

1 Jaipur 10 2 Mumbai 03 3 Manali 08 4 Goa 04 5 New Delhi 07 6 Bangalore 05 7 Mussoorie 05 8 Chandigarh 05 9 Jaisalmer 05 10 Udaipur 06

Can be booked maximum for 5 days

11 Haridwar 04 12 Katra 05

Can be booked maximum for 3 days

Request for booking rooms should be sent to the Secretary, Central Welfare Committee with a demand draft/banker’s cheque @ Rs.20/- per day w.e.f. 01.02.2012. Rooms will be available maximum for five days except Haridwar and Katra where it is restricted to three days only. The booking of rooms can be made for one calendar month in advance. All staff members are advised for optimum use of facility, as these HHs are maintained by the Bank by spending huge amount from the funds available for welfare of staff. Staff members are also advised to cancel their booking if their programme to visit has cancelled / postponed due to any reasons.

114. SCHOLARSHIP SCHEME:

BRIEF DETAIL The Bank awards scholarships and reimburses tuition fee to the meritorious wards of the employees from standard IV onwards who secure minimum 60% marks in the last exam passed (55% marks for the SC/ST candidates) as per the existing instructions. The rate of scholarship ranges from Rs.45/- to Rs.250/- per month and fixed amount of tuition fee of Rs.1200/- per annum for maximum two children. In some institutions, marks are awarded in terms of grades and not percentage. In such cases, conversion of 'grades' in to 'percentage' should be ascertained from the institution and if these conform to the laid down procedure, scholarship may be granted accordingly.

115. EMPLOYEES GROUP INSURANCE (SUPER SURAKSHA) SCHEME:

Detailed Reference Book The Group Insurance Scheme (SBI Life Super Suraksha) for SBBJ employees was advised vide

Head Office Circular No. PER/16/2003-04 dated 27th

May 2003. Details of the scheme are as under: Eligibility Criteria: The existing/newly enrolled or appointed permanent employees of SBBJ who, at the time of their admission to the scheme, are not more than 59 years of age and are in good health and do not suffer from any critical illness are eligible to avail benefit under the scheme. Further, to avail the benefits of the scheme, employee must have submitted his bio-data in AS-15 form. Benefits: a) The maximum amount of benefit payable by the company under the scheme, together with any other benefit under similar Group Insurance cover obtained at any other branch or office of the SBBJ shall not in any event exceed Rs. 7,00,000/- upto 28.02.2012. The cover under the scheme shall stand revised toa maximum of Rs.8,00,000/- w.e.f. 01.03.2012, subject to availability of allocated funds. In the event of death of the member due to an accident, benefit under the scheme will be doubled i.e .Rs. 14 lacs & Rs. 16 lacs, respectively. All other terms and conditions of the scheme will remain unchanged.


93

HOME PAGE

Detailed Reference Book 116. SCHEME FOR ADJUSTMENT OF OUSTANDING HOUSE LOAN ACCOUNT IN THE EVENT OF DEATH OF AN EMPLOYEEE IN HARNESS, WHILE IN SERVICE: The scheme for adjustment of outstanding in the House Loan Account in event of death of an officer / employee (including part time employees), who die in harness, were advised vide Ho circular No. PER/09/2004-05 dated 08.04.2004. As per the extant provisions, the quantum of assistance is limited to Rs. 3.00 lac. Now, It has been decided that the coverage of the scheme be enhanced wef 11.08.2011, i.e. instead of restricting the facility of adjustment of outstanding in the House Loan A/c only, it will be extended to other loans also i.e. Personal Loan, PF Loan and Conveyance Loan, upto the maximum ceiling of Rs. 3.00 lac (including interest thereon), irrespective of the cadre of the employee. HOME PAGE 117. SCHEME FOR RELIEF ON LEAVE WITHOUT PAY ON SICKNESS GROUND The scheme for relief on Leave without Pay on Sickness Ground was introduced vide HO

Circular No.PER/88/2004-05 dated 7th

March 2005. Earlier, the quantum of assistance was Rs.5000/- per month for 18 months or 50% of the gross salary, whichever is lower, during the entire service period and same was subsequently revised last year to Rs.7500/- per month for 24 months on the same terms and conditions advised vide Circular dated 07.03.2005.

Now, from 1st April 2011, the quantum of assistance has once again been revised to

Rs.15,000/- per month or 50% of the gross salary, whichever is lower, for a maximum of 24 months during the entire service period. It has also been decided that the scheme will also cover those employees/ officers who are bed ridden due to debilitating injuries caused by accidents. All other terms and conditions of the scheme shall remain unchanged. 118. SCHEME FOR ANNUAL HEALTH CHECK-UP: Scheme for Annual Health Checkup, under Staff Welfare Activities was advised vide HO

Circular No. PER/88/2004-05 dated 7th

March 2005, for the employees who are in the age group of 41 to 49 years of age. The benefit of the scheme was further extended to the spouses of the officers/employees from 01.04.2010. The main features of the scheme are as under: a) The scheme is meant for only permanent employees and their spouses (including part time workers) who are between the age group of 41 to 49 years of age. The spouses shall remain eligible to avail the facility till the retirement of the officer/employee. b) The reimbursement of Rs. 1000/- should only be confined to “Annual Health Checkup” and should not be utilized for treatment of any regular ailments/diseases. All other terms and conditions of the scheme shall remain unchanged. HOME PAGE

Detailed Reference Book 119. SCHEME OF SPECIAL AWARDS FOR THE WARDS OF THE DECEASED EMPLOYEES FOR THEIR EDUCATION:


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From 01.04.2010, a Special Award is being provided for one child of deceased employee, @ Rs.10,000/- , (one time payment) on production of certificate regarding continuing studies from the school / college, duly certified by the competent authority of the Branch/Administrative Office.

(Circular No. Per/67/2011-2012 dated 16.12.2011,PER/88/2004-05 dated 03.07.2005 and Circular letter No. PER/24/2010-11 dated 08.12.2010) 120.SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM FOR COMPLETION OF CERTIFICATE EXAMINATION CONDUCTED BY IIBF IN SME FINANCE FOR BANKERS Indian Institute of Banking and Finance (IIBF), Mumbai is conducting Course of SME Finance for Bankers. 2. The course objective is intended for our employees to have in-depth knowledge in the field of SME finance. The examination is held twice in a year in June/July and December. The fees and other details are as follows:

a) For members the examination fees is Rs. 1500/-for the first attempt. For subsequent each attempt the fees is Rs. 1000/-.

b) For non-members the examination fees is Rs. 2000/-plus registration fees of Rs. 500/-. For subsequent each attempt the fees is Rs. 1000/-.

3. As the course covers an area of great current relevance, it has been decided to include the same under the Bank’s Scheme for Reimbursement of Examination Fees and Payment of Honorarium for all bank employees as detailed below who successfully complete the course.

i) Reimbursement of Rs. 1500/- (at present on actual basis) towards examination fees and cost of study material after the examination is passed on production of receipt and reimbursement of registration fees on production of receipt.

ii) An honorarium of Rs. 1000/- (Rupees One thousand only) may be paid to employees successfully completing the course.

4. The Scheme may be extended to cover: All permanent officials/employees and Contract employees who work in SME Department like Customer Relationship Executives (Medium Enterprises) and Management Trainees working in SME Department, if any.

The employee will have to seek prior approval from the Bank before taking up the course. The competent authority for the purpose will be the controller of the employee, not below the rank of Asstt. General Manager. (CIRCULAR NO. PER/44/2009-2010 DATED 26.8.2009)


121. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEE & PAYMENT OF HONORARIUM: CERTIFICATE EXAMINATION IN MICRO FINANCE CONDUCTED BY INDIAN INSTITUTE OF BANKING Indian Institute of Banking and Finance (IIBF) are conducting Certificate Examination in Micro Finance. The course covers the important aspects relating to Microfinance i.e. Financing Self Help Groups, Micro Finance Institutes, Delivery Models, Legal and Regulatory frame work connected with Micro Finance, Risk Management etc. 2. Considering the overall utility of the said course and the bank's exposure to said segment, it has been decided to include the above course being conducted by Indian Institute of Banking & Finance in the approved list for reimbursement of examination fee on actual basis and payment of honorarium of Rs. 2000/- on successful completion of the course/examination subject to following:

• The staff member should obtain prior permission to take up the course from the controller not below the rank of Asstt. General Manager.

• The staff member seeking reimbursement of examination fee (on actual basis)


95

and honorarium should have minimum residual service of 3 years from the date of seeking reimbursement / honorarium.

• Copies of fee receipts paid/certificate should be submitted to obtain reimbursement.

(Circular No. Per/98/12-13 dated 1.3.2013)

122. SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM: FINANCIAL PLANNING & WEALTH MANAGEMENT CERTIFIED FINANCIAL PLANNER (CFP) BY FINANCIAL PLANNING SERVICES BOARD (INDIA) (FPSB) POST GRADUATE DIPLOMA IN FINANCIAL ADVISING (PGDFA) BY INDIAN INSTITUTE OF BANKING AND FINANCE(IIBF)

It has been decided to include the Financial Planning and Wealth Management Certified Financial Planner (CFP) course by Financial Planning Services Board (India) (FPSB) and Post Graduate Diploma in Financial Advising (PGDFA) course by Indian Institute of Banking and Finance (IIBF) Mumbai, in the Scheme for Reimbursement of Fees & Payment of Honorarium on successful completion. Brief details of these courses are as under:

(A) CERTIFIED FINANCIAL PLANNER (CFP) CONDUCTED BY FPSB (INDIA)

i) FPSB (India) is a professional standards setting body that guides the development and promotion of standards for professional Financial Planning. FPSB (India) is an affiliate of FPSB, DENVER, USA, which oversees the internationally recognized CFP Certification. FPSB does not have any training establishment. 37 Private Institutes, in 12 cities provide training for CFP certification as FPSB's Authorised Educational Providers.

ii) These institutes charge between Rs. 55,000/- to Rs. 85,000/- per candidate for one year. In addition each candidate will also have to pay membership and examination charges ranging from Rs. 9,500/- to Rs. 15,500/-. The course is a professional one of a high standard and has the undernoted 6 modules:

Module I : Introduction to Financial Planning Module II : Risk Management & Insurance Planning Module III : Retirement Planning & Employee Benefits Module IV : Investment Planning Module V : Tax & Estate Planning Module VI : Financial Plan Construction

(B) POST GRADUATE DIPLOMA IN FINANCIAL ADVISING (PGDFA) CONDUCTED BY INDIAN INSTITUTE OF BANKING AND FINANCE (IIBF), MUMBAI

i) IIBF Mumbai has introduced similar course with technical support from the Securities Institute, Australia, a pioneer in the area of Financial counselling and advising, to create a cadre of financial advisors in the financial sector. ii) The examination will be held twice a year in June and December, at six centers viz. Hyderabad/Bangalore/Mumbai/Chennai/Kolkata and New Delhi. The candidates are required to pass following six papers within a time limit of three years i.e. six attempts.

Introuction to Financial Planning Managing and Marketing of Financial Services Securities Markets and Products Insurance Products (Including Pension Products) Mutual Fund Products and Services Banking Products and Services

The fee for the above course is Rs. 10,000/- + Rs. 300/- as a one time registration fee (for a non member)

1 The officials who successfully complete CFP/PGDFA course will be reimbursed the membership fees, tuition fees and the examination fees on actual receipt basis and each such official also be paid honorarium of Rs. 20,000/- for successfully completing the CFP course and Rs. 7,500/- for PGDFA course respectively.


96

2 Since the reimbursement/honorarium to be paid are quite high, it is stipulated that the concerned official would be required to execute a suitable undertaking/bond agreeing to serve the Bank for a minimum period of 3 years from the date of receiving the reimbursement/honorarium.

3 As the CFP course would take upto 6 months for completion, it has also been decided that once an official completes 3 of the 6 modules, an honorarium of Rs. 7,500/- may be paid to the concerned official. This may be adjusted against the final honorarium of Rs. 20,000/- payable on successful completion of the CFP program. In case the officer fails to complete the course successfully, the amount may be recovered from him.

4 The official will have to seek prior permission from the Bank before taking up the course. The authority to permit in this case will be Deputy General Manager (Human Resources), Head Office Jaipur.

5 As these courses will be a part of the Bank's efforts to build up a cadre of knowledgeable officials in the area of Financial Planning & Wealth Management, all the Branch Managers / Chief Managers / Asstt. General Managers / Dy. General Managers / Controlling Authorities and Departmental Heads will ensure to identify and motivate the officials working under them to join the above courses.

CIRCULAR NO. PER/52/2008-09 September 29, 2008 HOME PAGE 123. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEES & PAYMENT OF HONORARIUM FOR COMPLETION OF CERTIFICATE EXAMINATION CONDUCTED BY INDIAN INSTITUTE OF BANKING & FINANCE (IIBF) IN ANTI MONEY LAUNDERING & KNOW YOUR CUSTOMER (AML & KYC)

Indian Institute of Banking and Finance (IIBF) is conducting Certificate Examination in Anti Money Laundering and Know Your Customer (AML & KYC). 2 The course objective is to provide advanced knowledge and understanding in KYC/AML standards and to develop the professional competence of employees of Banks. The examination is held twice in a year. The fees and other details are as under :

(i) For individuals members the examination fees are Rs. 1000/- for the first attempt. For one additional attempt the fees are Rs. 500/-.

(ii) For non-member individuals the examination fees are Rs. 1250/-plus registration charges of Rs. 300/-. For one additional attempt the fees are Rs. 500/-.

(iii) The examination is to be completed in two consecutive attempts. If not completed in two attempts, fresh enrollment is required.

(iv) The institute has brought out comprehensive course material to enable candidates to prepare for the examination. The courseware has been published by Macmillan India Ltd. and is priced at Rs. 110/- at present.

3. As the course covers an area of great current relevance, it has been decided to cover the same under the Bank’s Scheme for Reimbursement of Examination Fees and Payment of Honorarium for all bank employees as detailed below who successfully complete the course (in upto two attempts)

(i) Reimbursement of actual examination fees/ registration fees on production of receipt.

(ii) Reimbursement of cost of course material brought out by the Institute published by Macmillan India Ltd.(presently Rs. 110/-) on actual receipt basis.

(iii) An honorarium of Rs. 2000/- (Rupees two thousand only) will be paid to employees successfully completing the course.

The employee will have to seek prior approval from the Bank before taking up the course. The competent authority for the purpose will be the controller of the employee, not below


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the rank of Asstt. General Managers. (CIRCULAR NO. PER / 21 / 2008-2009 dated June 27 , 2008) HOME PAGE 124. SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM : CERTIFIED INTERNAL AUDITOR (CIA) EXAM BY THE INSTITUTE OF INTERNAL AUDITORS, INDIA Bank has included the Certified Internal Auditor (CIA) course exam conducted by the Institute of Internal Auditors, India under the Scheme for Reimbursement of Fees and Payment of Honorarium. The Institute of Internal Auditors (IIA)- India, which is affiliated to its parent body in Florida, USA, administers the CIA exam. The IIA- India has five chapters- Bangalore, Mumbai, Kolkata, Delhi and Chennai. The course contents cover the entire Internal Audit area and the exam comprises of following four parts as under:

i. Internal Audit Role ii. Internal Audit Engagement iii. Business Analysis & Information Technology iv. Business Management Skills

The four parts further consist of 10 study units each. The first two parts of the exam focus on the theory and practice of internal auditing and the remaining two parts ensure that internal auditors are conversant with topics, methodologies, and techniques ranging from individual and organizational behaviour to economics.

The fees applicable for the exam are about US $ 625. The required passing score on each of the four sections is 75%. Acquiring such qualification by our officials will be of immense relevance while implementing Basel- II and would also be useful in the areas of Internal Audit, Internal Control, Risk Management and Risk Assessment. officials who successfully complete the CIA exam/certification be reimbursed the Application fees, Exam fees (for upto two attempts) and for Professional Recognition Credit on actual receipt basis. As the qualified officials will have to put in Continuing Professional Education- CPE hours every two years, the annual membership fees will also be reimbursed. In view of the stringent passing standards, the successful officials will be paid honorarium of Rs.25000/- (Rupees twenty five thousand only). The fees structure at present are as under:

* Conversion rate US $1: Rs. 45/-. Actual prevailing rate at which forex was purchased may be reimbursed.

Since the reimbursement/honorarium to be paid are quite high, it is stipulated that any person proposing to resign from the Bank's service within three years of receiving the same will be required to refund the amount so received to the Bank. The official will have to seek prior permission from the Bank before taking up the course. The authority to permit in this case will be Deputy General Manager (Human Resources), Head Office Jaipur.

Detailed Reference Book HOME PAGE Application Fees US $ 75 Rs. 3,375/- Exam fees per part/per sitting US $ 110 * 4 Rs.19,800/-

Professional Recognition Credit

US $ 110 Rs. 4,500/-

TOTAL Rs. 27,675/-


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Continuing Professional Education (Every two years)

US $ 259 Rs. 11,655/-

Annual Membership Fees

One time Rs. 500/- Each year Rs. 750/- CIRCULAR NO. PER/23/ 2008-2009 July 01 ,2008 HOME PAGE 125. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEE & PAYMENT OF HONORARIUM:

ONLINE CERTIFICATE COURSE ON RTI CONDUCTED BY THE DEPTT. OF PERSONNEL & TRAINING

The Department of Personnel and Training (DoPT), Ministry of Personnel, Public Grievances and Pensions, Government of India has launched online certificate course on RTI on a pilot project basis for various stake holders on both, the demand and supply side of the RTI implementation regime.

1. The online certificate course is aimed at: a. Public Information Officers (PIOs) Asstt. Public Information Officers (APIOs)

Appellate AuthoritiesOfficials assisting the above designated officers or other public officials CitizensRepresentatives of civil society organizations (including media organizations) Any other person(s) who could be a direct/indirect stakeholder.

b. 3. Objectives of the course are: c. Reaching out to those who have not had an opportunity to participate in any

training/sensitization initiatives of RTI Act 2005. Bringing greater clarity on RTI among designated implementing officials like APIOs/PIOs/FAOs. Ensuring appreciation for RTI Act 2005 and its mandate among the officials designated under it and also among the citizens. Facilitating timely delivery of information by PIOs.

d. 4. The 15 days online certificate course would be concluded with an online examination, on successful completion of which the candidates would be issued a "Completion Certificate". Based on performance, a candidate would be placed in Grades A, B & C the grading would be on the following basis:

e. Grade A: 80% and above Grade B: 60% to 79% Grade C: 52% to 60% Minimum passing is 50%.

2. The Bank has decided to include the captioned course, in the approved list for the reimbursement of examination fees if any on actual basis and payment of honorarium of Rs. 3000/- on successful completion of the course, as this course will be beneficial for the employees of the Bank in increasing awareness about RTI Act and its implementation.

3. The official(s) will seek prior approval from the Controller not below the rank of Assistant General Manager, before taking up the course.

(Per/99/2012-2013 dated 1.3.2013) Detailed Reference Book

126. STAFF SUPERVISING: REIMBURSEMENT OF MOBILE / TELEPHONE BILLS/MOBILE HANDSETS CHARGES ETC.,: HOME PAGE MOBILE: REIMBURSEMENT OF MONTHLY CHARGES

(w.e.f. 01.08.2012)


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Officers' Grade

CEILING ON MONTHLY PLANS / RENTALS (EXCLUSIVE OF TAXES) (Upto Rs ) (p.m.)

CEILING ON MONTHLY CALL CHARGES EXCLUSIVE OF RENT AND TAXES

(COLUMN-B) TO BE REIMBURSED UPON PRODUCTION OF BILLS (Rs p.m.)

A B C JMGS-I 250 (500 for both) 500 MMGS-II 300 (600 for both) 600 MMGS-III 350 (700 for both) 700 SMGS-IV 400 (800 for both) 800 SMGS-V 500 (1000 for both)* 1000* TEGS-VI No ceiling No ceiling * For officials of SMGS-V grade holding positions of AGM Controllers, Head of CPCs and other budgetary assignments, the ceiling on monthly call charges will be Rs. 2000/- p.m. 3. The proposed modification/clarification will be effective for the mobile bills raised on or after 01.08.2012. All other terms and conditions will remain unchanged. (Circular No. Per/35/12-13 dated 3.9.12)

(w.e.f. 01.05.2012)

COST CEILING FOR ONE MOBILE

HANDSET (EXCLUSIVE OF

TAXES)

COST CEILING FOR TWO MOBILE

HANDSET (EXCLUSIVE OF

TAXES)

CEILING ON MONTHLY PLANS / RENTALS (EXCLUSIVE OF TAXES)

Officers' Grade

Existing (Rs. ) Revised for two handsets (Upto

Rs. )

Existing (Rs. ) (Under CUG Plan)

Revised (Upto Rs. ) (p.m.)

JMGS-I 3000 10000 325 250 (500 for both) MMGS-II 3500 12000 500 300 (600 for both) MMGS-III 5000 15000 525 350 (700 for both) SMGS-IV 8000 20000 1000 400 (800 for both) SMGS-V 10000 25000 1200 * 500 (1000 for both)* TEGS-VI 15000 40000 No ceiling No ceiling * For officials of SMGS-V grade holding positions of AGM Controllers, Head of CPCs and other budgetary assignments, the ceiling on monthly call charges will be Rs. 2000/-p.m. 3. There has been a major shift in the role profile of a large number of position holders, with

emphasis on sales and marketing coverage and with this the requirement of mobile phones has assumed greater importance. Keeping this in view, we propose as under:

3.a. All the officers who have completed 2 years service in the Bank may be provided with mobile handset.

3.b. Probationary Officers / Trainee Officers (B Group) or other officers, on completion of one year of probation, depending upon their nature of work, may be provided with mobile handset, subject to approval of the Competent Authority.


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3.c. The mobile phone should be used judiciously and economically for official purpose only. The grade wise ceiling on cost of mobile handset and monthly call charges will be as proposed above.

3.d. The authority to sanction mobile phones to officers in JMGS-I grade (other than Branch Managers) and POs / TOs may be vested with the AGM Controller / Departmental Head not below the rank of SMGS-V.

3.e. (i) In case of officers of TEGS – VI grade:- Roaming may be permitted with the approval of the controller. The officers should be advised to use such facility judiciously and economically and they should give a confirmation to this effect while claiming reimbursement. The above entitlement will also be applicable to officers in grade TEGS – VII and above.

3.e.i.1. There will be no ceiling on monthly call charges inclusive of rental and taxes etc.

3.e.i.2. They will be provided with the facility of STD, ISD, Advanced GPRS/Blackberry, Multimedia, internet and national roaming on their request.

3.e.i.3. While visit to foreign land for official purpose / LTC or HTC, the officer may be provided with the Matrix or some other similar facility, where absolutely necessary, subject to approval of the controller. Where such facility is not available International

3.e.ii. Officers of JMGS – I to SMGS – V grade:-

3.e.ii.1. They will be provided with the facility of STD and national roaming subject to above ceiling on monthly call charges.

3.e.ii.2. The facility of ISD, Advanced GPRS/Blackberry, Multimedia messaging, internet and any other additional facility may be provided to them on their request, depending upon the nature of their work, subject to approval of the departmental head / controller not below the rank of AGM. The foregoing facilities will be provided subject to above ceiling on monthly call charges.

3.e.ii.3. While visit to foreign land for official purpose / LTC or HTC, the officer may be provided with the Matrix facility, where absolutely necessary, subject to approval of the controller. Where Matrix facility is not available International Roaming may be permitted with the approval of the controller. The officers should be advised to use such facility judiciously and economically and they should give a confirmation to this effect while claiming reimbursement.


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3.f.Officers on transfer shall carry the handsets with them while the SIM card, which is invariable to be subscribed in the official capacity, should be surrendered at the branch/office from where they have been transferred. However, in such cases where portability of number is allowed by the service provider, the officer on his/her request, may be permitted for the same, subject to such terms and conditions as may be prescribed. HOME PAGE


3.g. In cases where the officer is promoted to higher grade and becomes eligible for mobile handset of higher amount, he /she may be permitted for the same only after completion of three years of purchase of old handset.

3.h. The officers will themselves arrange for purchase of mobile handsets of reputed make like Nokia, Sony Ericson, Samsung, LG etc. and seek reimbursement subject to above ceiling on production of bill / cash receipt, the details of which will be recorded in his / her service sheet / Personal file.

3.i. After a lapse of 3 years from the date of purchase of mobile handset, the officer will be eligible for a new handset subject to above ceiling. As buyback of old handset will be difficult, the officer will be allowed to retain the same. In no case, new handset will be issued to the officer before expiry of 3 years of the handset. The date of purchase of mobile handset which is in use by the official will be entered in his /her service sheet / Personal file. If the handset is older than 3 years, he will be eligible to purchase a new handset subject to above ceiling.

3.j. The officers will be responsible for safekeeping of the mobile handset. In case of loss / theft etc. the officer will himself arrange for new handset as in no case new mobile handset will be given to the officer before expiry of 3 years of the date of purchase of handset.

3.k. The bank will bear the cost of repairs / maintenance and upkeep of the mobile handset till 3 years from the date of purchase or the date of retirement, whichever is earlier. Thereafter, the Bank will not bear the cost for repairs and maintenance of the handset.

3.l. The facility of retention of mobile handsets by officials of TEGS - VI and above grade on superannuation at the age of 60 years at no extra cost provided the mobile phone is in use by the official for at least one year, will be extended to all officers. Thus all officers on superannuation at the age of 60 years will be eligible to retain the mobile handset at no extra cost provided the same has been in use with the official for atleast one year. The book value of the mobile phone given to the officer on superannuation will be written off, if the mobile phone is less than one year old and if the officer wants to retain the handset with him on superannuation, he can do so after paying the book value of the handset.

3.m. In case of voluntary retirement / resignation / dismissal etc. if the officer wants to retain the handset, he can do so after paying the book value of the handset.

3.n. The authority to write off book value, if any will be vested with the DGM Zonal Head, DGM Branch Head in DGM headed branches and AGM (Estate) in case of Head Office establishments.

3.o. The proposed Scheme shall replace existing practices being followed by different offices

/ departments of the Bank. These instructions shall be made effective from 1st May 2012.

3.p. CGM is the competent authority for issuing any clarification in this regard.


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HOME PAGE 1 Officers with two mobile handsets will be allowed two connections / SIMs of different service providers. 2 The above facility shall be effective from 01.05.2012.


Detailed Reference Book 127. (3)MONTHLY RENTALS OF LANDLINE PHONES (W.E.F. 01.05.2012) CEILING ON MONTHLY RENTALS OF LANDLINE PHONES (EXCLUSIVE

OF TAXES) Officers' Grade Existing (Rs. ) (Including

monthly rent for phone instrument)

Revised (limit on no. of calls per month )

JMGS-I Not Provided # 300 MMGS-II Not Provided # 450 MMGS-III 1000 450 SMGS-IV 1250 1200 SMGS-V 1750 1200 TEGS-VI 2500 2100 TEGS-VII No ceiling 2800 TEGSS-I No ceiling 4200 TEGSS-II No ceiling 5600 # Only BMs are provided landline phones with the ceiling of Rs. 1000/- p.m. (Including monthly rent for phone instrument)

I. Officers of MMGS II grade and above, irrespective of their positions, may be allowed the facility of official telephone at their residences. However, the eligibility for availing telephone facility from the Bank for officers in JMGS I will remain unchanged.

II. The existing ceiling of monthly telephone calls on official telephones provided to

officers at their residences will be revised, as above, with effect from 1st May 2012.

III. The officers will now be allowed carryover of unused calls in a particular month up to the end of each calendar quarter.

IV. Presently there are many service providers of base telephones and there is no similarity in rates and services offered by them. To bring uniformly in call charges, when service providers are different, it has been decided that for reimbursement purpose to officers, MTNL/BSNL rates may be treated as base rates. V. Nowadays, besides telephone, internet channel has been the most used channel for communication by the officers to communicate with the customers and also for official purposes. At present, we do not have provision for payment of internet charges for all cadre officers. To regularize this, it has been decided that within the total entitlement of telephone reimbursement (plus rental and taxes) as mentioned above, the internet / broadband charges may be included.


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VI. The AGM (Estate), Head office for Zones at Rajasthan and DGM (Zonal Heads) for Zones situated outside Rajasthan will take up with all the service providers of base telephone with whom the Bank has agreement for discounts in respect of charges on registration, security deposit, installation, shifting etc., and negotiate for extending the above facilities to the connections taken by Bank officials in their own names and where the bills are reimbursed. Further, where there is no such agreement, it is advised to enter into agreement with various service providers on similar lines, as this will entail economy on expenses on account of call charges, registration, security deposit, installation, shifting etc.

VII. Other instructions in this regard shall remain unchanged.

The CGM is authorized to issue clarifications on queries relating to residential telephones. (Circular No. PER/ 11 /2012-2013 dated 15.05.2012, PER/105/2010.2011 DATED 29.12.2010, Per/131/2010-2011 dated 2.3.2011, PER/27/2010-2011 DATED 28.5.2010,Per/51/2009-2010 dt.23.9.2009 and Per/33/2009-2010 dt. 16.7.2009,PER/49/2008-09 dated 26.09.2008, PER/63/2008-09 dated 27.11.2008 and PER/55/2009-10 dated 03.10.2009 ,Per/106/2009-2010 dated 23.3.2010,PER/55/2009-2010 dated 03.10.2009) Broad Band internet permission is given to all officers within the overall ceiling of telephone bills rent plus call charge(Per/01/2008/2009 dt. 1.4.2008) 128. STAFF SUPERVISING: PROVISION OF MOBILE PHONES AND REIMBURSEMENT OF MONTHLY CHARGES ON MOBILE PHONES / LANDLINE PHONES: HOME PAGE


In terms of extant instructions, the officers may retain the mobile handsets on superannuation at the age of 60 years at no extra cost provided the mobile phone is in use with the officer for at least one year. Since, all the officers are now eligible to purchase two mobile sets within their entitlement on or after 01.05.2012, the mobile handsets purchased on or after 01.05.2012 may not be in use with the officials for at least one year whose residual service is less than one year on 01.05.2012 i.e. the date from which two handsets are allowed. Bank, in consultation with State Bank of India, Corporate Centre, Mumbai examined the matter and with the approval of Executive Committee of the Board at its meeting dated 18.07.2012, decided that the officers whose residual service is less than one year w.e.f. 01.05.2012, may retain both the handsets even if the handsets are in use with the officials for less than one year. However, this dispensation will be for one time only.

Further, it has also been decided that the second mobile handset to the officers in scale upto SMGS-V will now be provided with prior approval of the competent authority i.e. head of the department / controller not below the rank of SMGS-V, on prescribed format as per Annexure- I.


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Detailed Reference Book ANNEXURE - I

HOME PAGE

APPLICATION FOR SANCTION OF SECOND MOBILE PHONE

1. Name of the Officer and PF Index

2. Scale / Grade

3. Department / Branch / Office

4. Price of previous mobile*

5. Entitlement as on date

6. Balance available ( i.e. 5-4)

* (If it is more than 3 years old, price should be treated as Zero)

Kindly sanction me second handset as per my eligibility mentioned in Column No. 6 above, alongwith SIM of different service provider.

Yours faithfully,

( Signature) Second mobile set approved for Rs. _________________

Controller / Head of the Department (Per/25/12-13 dated 26.7.2012, PER/11/2012-13 dated 15.05.2012)



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Detailed Reference Book 129. STAFF SUPERVISING: PROVISION OF TWO MOBILE PHONES TO OFFICERS IN THE GRADE OF GENERAL MANAGERS & ABOVE: The Executive Committee of the Board at its meeting dated 08.12.2011 has approved to provide two mobile handsets to the officers in the grade of General Managers and above to enable them to utilize the services of different service providers for uninterrupted connectivity, subject to the following conditions: Both the phones will be for official purpose, and are required to be carried by the officers at all times, The service providers for the two mobiles will be different. The overall maximum cost ceiling of mobile handsets (both), is as under:

i. MD : Rs. 75,000/- ii. CGM : Rs. 60,000/- iii. GMs : Rs. 50,000/-

Office Order No. O/PCR/42/26/2011-12 Date: 14.12.2011

HOME PAGE

130. PROVISION OF APPLE i-PAD 2 TO ALL OFFICERS OF TEGS -VII ,TEGSS - I AND TEGSS - II GRADE

Presently, i-PAD 2 to MD, CGMs and GMs is being provided. The Executive Committee of the Board at its meeting dated 08.09.2012 has approved to provide any Apple i-pad version, whether 1, 2, 3 or any higher version within the stipulated monetary ceiling to the officers of the eligible grades as per the undernoted detail & conditions:

1. Price within Rs. 50000/- per set (inclusive of taxes etc.), 2. Additionally, Rs. 10000/- as one time cost towards downloads of applications

for use in the set and accessories including scratch guard, cover etc., 3. Bank may arrange for supply of Apple i-PADs of above configuration or

reimburse the cost if bought by the officer himself, 4. Such officers will be required to carry the device on transfer and may retain

the same on retirement on superannuation at no cost. (Office Order No. O/PCR/41/25/2011-12 Date: 14.12.2011,Office Order No. PER / 56 / 41 / 2012-2013 Date: 13.09.2012 and Office Order No. O/PCR/41/25/2011-12 dated 14.12.2011) HOME PAGE 131. RETIRAL BENEFITS : 132. Pension: 50% of Pay (Basic +stagnation increment+ PQP+increment component of FPP)+DA 133. -Encashment of leave : Max. 240 days at the time of superannuation (deemed to be retired in the ordinary course) -In case of resignation, half of such leave at credit on the date of cessation of service subject to max. 120 days Gratuity : -As per Gratuity Act 1972, payment of gratuity is calculated as under :

Detailed Reference Book 134. Gratuity: As per Gratuity Act 1972, payment of gratuity is calculated as under:


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The amount will be payable @ 15 days wages for each completed year of service on the basis of 26 working days in a month, subject to ceiling of Rs.10.00 lacs and minimum service for eligibility for payment of gratuity is 5 years.

BP+ D.A. + PQA + FPA + Spl. All x 15 x length of service divided by 26 However, as per Gratuity Regulations1970, one month Basic Pay for each completed year of service (15 years to 30 years) and 15 days for each completed year of service beyond 30 yrs of service. (Minimum service of 10 years) Income tax exemption is available upto 10.00 lacs 135. Commutation of Pension: An officer is entitled to commute not exceeding 1/3 of his pension. Arrive at 1/3rd of the basic pension to be multiplied by 12 X age next birthday factor. HOME PAGE Residential Accommodation & Telephone : May be retained for 2 months from the date of retirement Holiday Homes : Can be permitted to stay in Holiday Homes Concessions to Retired Officers : Interest rate 1 % above the current rate of interest allowed to public on saving Bank deposits\fixed deposits. Interest on loans granted to them will be charged at the rate fixed from time to time on different type of advances to the members of staff. These concessions will be available for genuine needs. 136. INTRODUCTION OF NPS FOR THE EMPLOYEES RECRUITED IN BANK ON OR AFTER 01.04.2010: “SBBJ EMPLOYEES’ DEFINED CONTRIBUTION PENSION SCHEME (SBBJEDCPS)” Please refer to Circular No. PER /74/ 2010-11 dated 12.10.2010 regarding introduction of Defined Contributory Pension Scheme on the lines of New Pension Scheme introduced for employees of Central Government for Officers / Workmen employees joining services of the Bank on or after 01.04.2010 in lieu of existing defined benefit pension scheme. The employees who are covered under the defined contribution pension scheme are not eligible to become members of the SBBJ Pension Fund which relates to the defined benefit pension scheme. 1 In this context, the Executive Committee of the Board of the Bank in its meeting dated 16.08.2012 has accorded approval to the Defined Contribution Pension Scheme for employees who joined the Bank services on or after 01.04.2010 namely "State Bank of Bikaner & Jaipur Employees' Defined Contribution Pension Scheme (SBBJEDCPS)", The details are given in annexure-I to the circular dated 10.9.2012. The process of registration with Central Record Keeping Agency (CRA) and PFRDA is under process. The detailed accounting procedure including membership / registration process, contribution, subscriber maintenance, roles & responsibilities of different departments/ offices in the Bank will be issued separately by the Bank. Those employees of the Bank who joined the Bank on or after 01.04.2010 and are covered by the Scheme and cease to be in Bank’s service, for whatever reasons, before getting Permanent Retirement Account Number (PRAN) from PFRDA architecture, will be refunded contribution along with interest upto the preceding month at the rate as applicable to Bank’s Provident Fund balance for the relevant period. Such employees are required to submit their claim for refund of contribution in the Annexure-IIIA and IIIB through their last branch / office and its controller to the Chief Manager, Pension, Provident Fund and Gratuity Department, Head Office, Jaipur.

Detailed Reference Book Ensure to deliver a copy of SBBJEDCPS (Annexure- I and Annexure- II) under acknowledgements to all categories of officers and employees who have joined the Bank in permanent scale (including part time) on or after 01.04.2010.A copy of their acknowledgement should be placed for record in their service files. (Circular No.Per/37/12-13 dated 10.9.12)


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137. SBBJ RETIRED EMPLOYEES MEDICAL BENEFIT SCHEME (SBBJREMBS) The Executive Committee of the Board in its meeting held on 26.09.2012 had approved the Scheme II of State Bank of Bikaner & Jaipur Retired Employees Medical Benefit Scheme to increase the coverage of the scheme with higher contribution by members. The salient features of the scheme-II are furnished in the Annexure ‘A’ The employees/officers, retiring on /after the date of issue of this circular, will invariably be required to contribute the requisite amount and acquire membership of the State Bank of Bikaner & Jaipur Retired Employees Medical Benefit Scheme–II by submitting application form as per annexure ‘B’ The existing members of the Scheme-I will be permitted to upgrade the scheme on submitting the differential amount along with application form as per annexure ‘C’ and those who had not opted for Scheme-I earlier will also be permitted to join the scheme II on submitting the required amount along with the application form as per annexure ‘B’ within 12 months from the date of this circular. The Scheme for Top executives in TEGS-VI was extended in our Bank in August, 2009 and was made applicable to only those who retire/retired on or after 01.07.2008. It has now been decided that the executives in TEGS VI & above who retired before 01.07.2008 will also be permitted to join the Scheme for TEGS officials on submitting the application form as per annexure ‘B’ along with necessary contribution within a period of 12 months from the date of this circular. The Enhanced coverage and the reimbursement under the Scheme II would be with prospective effect. Any expenditure incurred by the retired employees /officers for treatment in excess of the earlier ceiling prior to introduction of the revised ceiling would not be considered. HOME PAGE

ANNEXURE 'A' The salient features of the Scheme II are as under:-

i) Formation of Trust: The Management of fund and administration of the Scheme to be

vested with the Trust already constituted vide Deed of Trust dated 30th

March, 2005 and which came into effect on 07.11.1998, namely "STATE BANK OF BIKANER AND JAIPUR RETIRED EMPLOYEES MEDICAL BENEFIT TRUST".

Administration of Trust

The Trust will manage the fund and administer the same through Board of Trustees consisting of

(1) Managing Director (2) Chief General Manager (3) General Manager (Inspection and Finance) (4) Deputy General Manager (Personnel & HRD) (5) Deputy General Manager (Finance & Accounts) (6) Chief Manager (PPG).

The Managing Director will be Chairman of the Board of Trustees and Chief Manager (PPG) will be its Member Secretary/ Coordinator. The aforementioned Trustees shall remain as Trustees so long as they are in the chair. With transfer / retirement / death or otherwise they will be deemed to have vacated the office. Any vacancy caused will be compensated automatically by the office bearer occupying the chair.

ii) Eligibility: All employees ( Officers / Award/ Subordinate) who retire / retired on


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superannuation at the age of 60 years may apply within 3 months of retirement to become beneficiary of Medical Benefit Scheme framed under this Trust, provided they fulfill the under noted eligibility criteria:

a) Retired from the Bank's 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 Bank's 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 or

c) had sought / seek retirement from the Bank's service before attaining the age of retirement for taking up Board level appointments in the Banks/ Financial Institutions made by the Central Government.

The following categories of the employees will not be entitled for membership of the Trust:- a) 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.

b) Employees who were / are discharged / dismissed / removed / compulsorily retired / terminated from service.

c) Such officers in whose case Rule 19 (2) of SBBJ Officers Service Regulations, 1969 was / is invoked on attaining the age of retirement and they were / are subsequently discharged / dismissed / removed compulsorily retired from service.

iii) Medical Benefit and Contribution by members: The proposed contribution and benefits available under various plans of the scheme II are as under:-

Plan with domiciliary treatment

Plans Contribution

Medical benefit for whole life time (Self/ spouse / dependent invalid children) with domiciliary treatment*

Plan A Two months gross pension plus 15% Rs. 2.00 Lac Plan B Rs. 42, 600/- Rs. 3.00 Lac Plan C Rs. 50,000/- Rs. 4.00 Lac Plan D Rs. 57,000/- Rs. 5.00 Lac Plan E Rs. 62,000/- Rs. 7.00 Lac HOME PAGE *Members of the scheme may be reimbursed expenses incurred under domiciliary treatment, wherever applicable, in respect of any disease i.e. not restricted to the 20 specified diseases) not exceeding 10% of the aggregate entitlement, subject to a yearly ceiling of 1/10

th of the amount i.e. up to a maximum of 1% of the limit.


iv) List of diseases / ailment covered: Expenses covered for treatment of under noted diseases / ailments during hospitalization, 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.

a) Cardiac ailments b) Cancer c) Kidney failure / transplant d) Paralysis e) Retinal detachment or cornear replacement

f) Major accidents


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g) Tumor h) Cerebro-vascular accidents / Brain hemorrhage

i) Total hip / knee replacement j) Cataract and Glaucoma surgery k) Tuberculosis l) Diabilities m) Appendicitis surgery n) Prostate o) Hernia p) Removal of stone in Gall Bladder q) Alzheimer's disease r) Parkinson"s disease s) Liver Cirrhosis (non-alcoholic) t) Arthritis v) In case of paralysis, cancer or kidney transplant / kidney failure, the post hospitalization 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 post hospitilisation treatment continues after retirement at the residence. such post hospitalization 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.

vi) 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 decided 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.

vii) 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 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).

viii) 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.

ix) All employees who retired on superannuation at the age of 60 years and are members of Scheme-I or are not members of the Scheme can now become members of Scheme-II (Plan A/B/C/D/E) by submitting the required application form along with membership subscription fee (difference amount or the full amount as the case may be) within twelve months from the date of the circular.

Provided Further: Notwithstanding anything 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. APPLICATON FORMS ARE GIVEN IN ANNEXURE B AND C TO THE CIRCULAR DATED 5.10.2012 HOME PAGE (Circular No. Per/41/12-13 dated 5.10.2012, PER/48/2011-12 dated 03.11.2011 and PER/66/1998-99 dated 07.11.1998)

Detailed Reference Book Scheme I Salient features:


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-Provision of financial assistance upto Rs.2.00 lacs for self and spouse. -Initial contribution : One gross Pension\notional gross pension within 3 months of the receipt of first pension -Eligibility: Officers\employees retired on completion of 30 years of service and also those who have been retired\will retire from service on attaining the superannuation age of 58 or 60 years with 10 years pensionable service. 138. SBBJ SCHEME FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT :

REVISED SCHEME

The Scheme for Payment of Ex-gratia Lumpsum Amount in lieu of Appointment on Compassionate Appointment was circulated in terms of which ex-gratia lumpsum amount is paid to the dependent/s of an employee, who dies while in service or prematurely retired due to incapacitation before reaching 55 years of age, subject to the laid down eligibility. Most of the dependents of the deceased employees found ineligible for payment of ex-gratia amount on account of penury norms.

Based on the feedback and representations received from the dependents of the deceased employees it is observed by the Bank that :

(a) The present scheme is tilted against those employees who were prudent in investments and cautious in building liabilities. It is benefiting those employees who were spendthrift and have buildup large liabilities during their lifetimes. (b) Cases where the gross monthly income is equal to or slightly more than 60% of the gross monthly salary net of taxes, do not get ex-gratia amount. (c) Very few members of Supervising and Clerical staff are becoming eligible for ex-gratia lumpsum amount. (d) The basic purpose of the scheme was not being achieved to the desired extent as the dependents are not getting any financial assistance on the death of the bread earner of the family. The above scheme for payment of Ex-gratia lumpsum amount has been reviewed in consultation with State Bank of India, Corporate Centre, Mumbai. The Executive Committee of the Bank has approved this revised scheme for payment of ex-gratia lumpsum amount

applicable to all cases of death on or after 1st April 2012. While revised ex-gratia ceiling shall

be payable to all cases of death occurred on or after 1st April 2012, the scheme also provides

for payment of minimum ex-grata amount of 50% of eligibility to all past cases rejected on penury grounds w.e.f. 20.12.2005. The provisions of the scheme are : HOME PAGE

Detailed Reference Book A. AMOUNT OF EX-GRATIA i) The maximum amount of Ex-gratia payable for cases whose monthly income is less than 60% of the last drawn gross salary (net of taxes) under penury norms, payable to all cases of

death occurred on or after 1st April, 2012.

cadre Amount of Ex-gratia Minimum Amount

Supervising Rs. 10 lacs Rs. 5.50 lacs Clerical Rs. 9 lacs Rs. 4.50 lacs Subordinate Rs. 8 lacs Rs. 4.00 lacs ii) The minimum amount of ex-gratia shall be paid to all cases where the monthly income is more than 60 % of the last drawn gross salary (net of taxes) under penury norms, so that no family of the deceased employee is deprived of ex-gratia lumpsum amount. iii) The maximum amount of Ex-gratia payable shall be subject to the cadre wise prescribed


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ceilings.

iv) The revised ex-gratia ceiling shall be payable to all cases of death occurred on or after 1st

April, 2012. B. PENURY NORMS The stipulation of monthly income of family less than 60% of last drawn salary(net of taxes) shall continue as hitherto, the following relaxation in primarycalculation may be made: i) Income from other sources and presumed notional income from net corpus (other than terminal benefits received from Bank) not to be reckoned whilecalculating the monthly income of the family. ii) SBI Life insurance claim received not be taken into account while calculating total investments. iii) Loans raised from officers / employees co-operative credit societies may be included as liabilities. The effect of the above would be that while determining the financial condition ofthe family the following income / liabilities will be taken into account : INCOME:

i) Terminal benefits :PF, Gratuity and Leave Encashment.

ii) LIC and other insurance policies. LIAIBILITIES:

i) Loans and other dues payable to bank. ii) Loans raised from credit societies and other financial institutions

Detailed Reference Book CALCULATION OF MONTHLY INCOME: (1) Terminal benefits

i.Provident Fundii ii. Gratuity iii. Leave Encashment SUB TOTAL (A)

HOME PAGE (2) Liabilities i) Loans taken from Bank and / or other financial institutions ii) Any other dues payable to Bank Sub-total (B) --------------------------- (3) Net terminal benefits C (A - B) (4) Investments

i) LIC / Other policies Sub-total (D) ---------------------------


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(5) Net Corpus available (E (C + D)

(6) Monthly income of the family from all sources - i) Monthly notional interest at the Bank's maximum term deposit rate applicable to public on 80% amount of the net corpus available (E) ii) Weighted Average pension --------------------------

Total monthly income of the family HOME PAGE

C. PAYMENT OF MINIMUM EX-GRATIA AMOUNT OF 50% OF ELIGIBILITY TO ALL PAST CASES REJECTED ON PENURY GROUNDS A minimum ex-gratia amount of 50% of the cadre wise eligibility will be paid to all past cases declined / rejected on account of not fulfilling the penury norms as under :

CADRE MAX. EX-GRATIA (A) Rs. in lacs

Min. Amt. of Ex-Gratia (B) Rs. in lacs

Supervising Staff Rs. 8 lacs Rs. 4 lacs Clerical Staff Rs. 7 lacs Rs. 3.5 lacs Subordinate Staff Rs. 6 lacs Rs. 3.00 lacs (i) The scheme will be applicable to all cases declined on account of not fulfilling penury norms of monthly income less than 60% of last drawn salary net of taxes w.e.f. 20.12.2005, the date on which the scheme for payment of ex-gratia lumpsum amount was implemented by the bank. ii) The penury norms shall be applicable as per the scheme prevalent at the time of death of the employee.

Detailed Reference Book D. TIME LIMIT FOR SUBMISSION OF APPLICATION The time limit for submission of application by the dependents for claim of ex-gratia lumpsum amount shall be within 9 months from the date of death of the employee with a provision of condonation of delay of further 3 months in genuine cases. The dependents are required to apply on application proforma enclosed as Annexure – II to circular. (Circular NO. Per/32/12-13 dated 21.8.2012,PER/79/2005-06 dated 20.01.2006 and Circular No. PER/80/2005-06 dated 31.01.2006) New Guidelines for retention of Accommodation/Car/Telephone by the Officers after retirement. a) Normal Retirement :Two months (without any approval) b) Voluntary Retirement (with or without re-employment : One month from the date of VR c) Resignation :15 days from the date of resign. d) Dismissal /Removal from service :15 days from the date of receipt of

order of dismissal /removal

Retention of leased house/Bank's flat, telephone and car will not be permitted beyond the stipulated period under any circumstances. However, the officer may vacate the house / release the car before the permitted period also. The officer will have to advise the date of vacation of house / flat, releasing of car etc. to the appropriate authority well in advance before retirement etc. Any retention beyond permitted period will be dealt with as per the extant instructions like recovery of commercial rent etc. (Per/128/2010-2011 dated 26.2.2011)


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HOME PAGE Staff Supervising: Retirement Of Officer Under Regulation 19(2) An officer is retired under Regulation 19 (1) of State Bank of Bikaner and Jaipur (Officers') Service Regulations, 1979 in usual course of business. However, in cases where some disciplinary proceedings are contemplated / pending against an officer, he is retired under Regulation 19(2) of State Bank of Bikaner and Jaipur (Officers') Service Regulations, 1979. When an officer retires under Regulation 19(2), he not only remains deprived of the terminal dues but also suffers social stigma and mental agony particularly in the cases when the charges are not so serious. An officer putting in more than 30 odd years of service in the Bank deserves a better deal. It should be incumbent upon all the Controllers / Zonal Heads / Departmental Heads to ensure that the disciplinary action case, if any, against an officer is decided before an officer reaches his superannuation. In this regard, it has now been decided that: 1 The process for retirement of an officer should be initiated at least six months before the date of superannuation. The Controlling Authority, under whose control the retiring Officer is posted, will collect the information regarding officer concerned from the respective Controllers/Offices where he had worked during last 5 years. The onus for delay beyond a reasonable time in advising the Controlling Authority will be on the respective offices and any laxity on their part in responding to such letters will attract punitive action against them. The Controlling Authority will deal expeditiously with all cases of accountability and under no circumstances any case should be allowed to drag on till the date of the official's retirement. Except in cases of fraud where the lapses/irregularities have been observed just before the retirement, all other cases must be brought to their logical conclusion. In case where the officer is retired under Regulation 19(2) on account of delay/laxity of the Regional Office, Zonal Office, and Head Office functionaries, the accountability of the concerned officials will be fixed for demoralizing the workforce and tarnishing the Bank's image.

Detailed Reference Book Information regarding officers retiring during the financial year shall be collected from P.P.G. Department/Personnel Administration Department, Head Office well in advance/can be downloaded from the Bank's Intranet site. Information relating to contemplation of disciplinary proceedings should be collected from the respective Zones where the officer had worked during last five years. In turn the Zones should respond immediately. Chief Manager (Personnel) posted at Zonal Offices and Departmental Heads at Head Office and other establishments of H. O. should submit Status Report, on monthly basis regarding officers retiring in next six months, containing following information, to the Personnel Administration Department and Disciplinary Proceedings Deptt., Head Office, Jaipur.

a. Name of Officer b. P. F. No. c. Grade Scale d. Present place of posting e. Date of superannuation f. Zones / Departments where he had worked during last 5 years g. Status of the case(s), if any, pending against the officers h. Remarks

Zones / H. O. Departments will have to submit confirmation to H.O. that no other officer is left in the status report against whom any lapse has been found in the certificate appended herein below with this office order. 1 Personnel Administration and Disciplinary Proceedings Department H. O. Jaipur shall consolidate the information so received and put it up to the Disciplinary Authority / G. M. (O) Sectt. / Vigilance Deptt. H. O. Jaipur. 2 Disciplinary action, if any, initiated against the officers retiring within next six months will be closely monitored and it should be the endeavor of the concerned Inquiring Authority that the enquiry proceedings are completed within the given time frame.


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3 It is incumbent on all concerned that no delay should occur under any circumstances at any level. OFFICE ORDER NO. PER/25/39/2010-2011 NOVEMBER 01, 2010 139. STAFF SUPERVISING: SECURITY OFFICERS & FIRE OFFICERS: DRESS

HOME PAGE Presently, the dress code for male Security Officers and Fire Officers are different from that of Liaison Officers and ceiling on reimbursement of expenses on clothing of captioned officers has not been revised for a long period. Since Security Officers and Fire Officers have to be always on move and 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 a befitting image of the Bank. Therefore, we, in consultation with State Bank of India, Corporate Centre, Mumbai, have decided to dispense with the requirement of wearing of safari suits by them and replace it by combination of white shirt, black trousers and navy blue tie with Banks' logo in peacock blue colour silk embroidery. The female Security Officers and Fire Officers (if any) are also required to follow the aforesaid dress code. In view of the change in the dress code of Security Officers and Fire Officers, it has also been decided to revise the cost ceiling for entire set of dress applicable for them. Accordingly, we

Detailed Reference Book advise as under: I. Assistant Security / Fire Officers (male / female both) will be provided with 3 pairs of shirt / trousers / tie in 2 years. All other categories of Security / Fire Officers (male / female both) shall be provided with 4 pairs of shirt / trousers / tie in 2 years.

II. Woollen suit shall be provided as usual. For climatic reasons, where woollen suit is not required, an additional pair of white shirt / black trousers and tie will be provided to them in the same periodicity i.e. once in a 3 years and within the cost ceiling applicable for shirt / trousers / tie.

III. Further, the cost ceiling for entire set of dress will as under:

(a) White shirt / black trouser / navy blue colour tie (with SBBJ logo in peacock blue silk embroidery) (i) at Mumbai, Kolkata, Delhi and Chennai -Rs. 2500/- per pair of shirt / trousers / tie (inclusive of stitching charges and all taxes) (ii) at places other then (i) above -Rs. 2350/- per pair of shirt / trousers / tie (inclusive of stitching charges and all taxes) (b) Woollen suit (once in 3 years). Where woolen suit is not required for climatic reasons, an additional set of white shirt / black trousers / contrast colour tie (with SBBJ logo in blue silk embroidery) in lieu thereof may be provided once in 3 years to the officers with monetary ceiling mentioned in para (a) above. (c) Shoes: Rs. 1200/- per pair of shoes per year. Places Monetary ceiling for woolen suit

(i) at Mumbai, Kolkata, Delhi and Chennai

Rs. 6000/- per suit (inclusive of stitching charges and all taxes)


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(ii) at places other then (i) above Rs. 5750/- per suit (inclusive of stitching charges and all taxes)

(Circular no. per/82/2011-2012 dated 27.1.2012) 140. STAFF SUPERVISING : OFFICERS IN TOP EXECUTIVES GRADE TEGS-VI & ABOVE PROVISION OF BANK'S CAR FOR PERSONAL PURPOSE OUTSIDE HEADQUARTERS ON LEAVE Please refer our Office Order No. O/1/1998-99 dated 18.04.1998, which provide that officials (TEGS-VI and above) who have been provided Bank's car for official use, may also use it for personal use at a place other than the headquarters when they are on leave and the car may be provided only if available from the pool of cars maintained at that center. Now, it has been decided to provide hired car to the officers in TEGS-VI and above for personal use outside headquarters when they proceeds on Leave / LFC / HTC subject to the following terms and conditions.

1. The request of the officers in TEGS-VI and above for provision of the Bank's car for personal use outside headquarters during the period of their leave/LFC/HTC etc. shall be forwarded to the respective controllers for necessary action after the leave is sanctioned.

2. The car will be provided from the pool of cars, if any, available at the center and only for local use, subject to the Official surrendering the Bank's car at the headquarters.

3. If no pool of cars is available at the center or where no car is available in the pool, the officer may be permitted to hire a taxi for his personal use at such centers and the reimbursement will be made on actual basis.

4. The mileage utilized by the officer will be included in the personal use mileage of 500 kms per month of the car provided at headquarters and for excess mileage, recovery of usual charges, as applicable, will be made.

(OFFICE ORDER NO. O/PCR/54/2008-2009 DATE: 26.12.2008) HOME PAGE 141. DISCRETIONARY POWERS OF ERSTWHILE GENERAL MANAGER (OPERATIONS) ENTRUSTED TO RESPECTIVE GENERAL MANAGERS – NETWORK/ CORPORATE BANKING AND OF GENERAL MANGER (CORPORATE BANKING) & CCO TO RESPECTIVE GENERAL MANAGERS- CORPORATE BANKING After increase in the positions of General Managers in Bank, portfolio of various General Managers have been defined by the Bank The position of General Manager (Operations) no longer exists in the new organizational structure whereas many discretionary powers still remain vested with General Manager (Operations). The existing guidelines in respect of discretionary powers are permitted by E.C. /Board /M.Com. and the circular instructions were issued by respective departments from time to time. With the posting of General Managers-Network, as also of General Mangers (Corporate Banking) in the field, it has been imperative that some of the discretions vested with erstwhile GM (O) & General Manager (Corporate Banking) & CCO be passed on to the General Managers – Network/ Corporate Banking to ensure smooth operations and quick decision making. The General Manager (Operations) was vested with discretionary powers in various matters which are as under:

1) Concession in interest rate, margin, service charges & improvement in interest rate on deposits.

2) Transfer to PB other than advances. 3) Written off of entries other than advances. 4) DPD matters in scale I & II for major penalty & scale III.


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5) Increase in rent of existing residential lease. 6) Extension of joining period & LFC block, alongwith extension in leave encashment

block. 7) Sanction of loss of pay to Award staff and Officers. 8) Permission for allowing leases at the station where officer has his own house

constructed out of Bank finance. 9) Permission to staff to stand Guarantor for loans & advances granted to friends/

relatives and outside borrowing. 10) Authority to grant permission to acquire share out of promoter's quota of a company. 11) Transfer posting and authorization of financial power upto scale III. 12) Staff loans/ advances to staff. 13) Increment of scale V to VI 14) In principle approval for sanction of IHLS to employees of age 55 years and above. 15) HRA on capital cost above scale V. 16) Retention of Bank's flats upto 2 months.

It has been decided by the Competent Authority to entrust all the discretionary powers of the erstwhile General Manager (Operations) & General Manager (Corporate Banking) & CCO to the respective General Manager-Network/ Corporate Banking with the exception of item (1) and (4) above as under : A. Quoting of higher interest rate than Bank’s card rate for single deposits of Rs. 15.00 lac to less than Rs. 1 crore. The authority will now be vested with General Manager (Treasury, F & A) & CFO. This is keeping in view the recent Government guidelines to restrict deposits procured at rates higher than Bank’s card rates at 10% of its total deposits as also to maintain uniformity of quoting. B. DPD matters in cases of scale I & II for major penalty and scale-III will be processed by Disciplinary Proceeding Department at Head Office, Jaipur. The Disciplinary Authority in such cases will be the General Manager (HR & General Administration). Cir NO.Reorg/3/12-13 dated 14.8.2012) Reorg/01/2012-13 dated 19.07.2012 142. ALLOCATION OF FUNCTIONALITIES AMONG CHIEF GENERAL MANAGERS. An additional post of Chief General Manager has been created in our Bank after obtaining

approval from Executive Committee of the Board vide Agenda item No.04 on 26th

April,2012. It has been decided to allocate the functionalities among CGMs as under:--

S.No. Name Functionalities 1 Chief General Manager-

Corporate Banking Corporate Credit, International Banking, Treasury, Stressed Assets Management, Loan Tracking, Integrated Risk Management, Finance & Accounts (CAD, Share & Bonds, Taxation, Govt. Accounts, PPG, Currency Management & Govt.Reconciliation,CPPC,ATM-CRC,IFRS), Corporate & Institutional Banking / Merchant Banking/ HOCC and BOD.


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2 Chief General Manager- Retail Banking

P&HRD, DPD, STCs, FRM, OAD, Security, Liaison, SC/ST Cell. Inspection, Credit Audit, Law, Compliance & RTI, S&P. IT, BPR, Planning & P Review, Rajbhasha, Organizational Planning, Public Relations, CSB. P&SB, Premises, CSCD, LCPC, Cross Selling. Financial Inclusion, Agriculture, MSME, RRBs, Lead Bank, Govt. Deposits.

In case, one of the CGMs proceeds on leave or on official tour, the other CGM will look after both the portfolios and is authorized to sign Board / EC / ACB memorandums. Office Order NO. 20 /OP/ 03 /2012-13 June 02, 2012 143. PLACEMENT COMMITTEE FOR TRANSFER AND POSTINGS OF SUPERVISING STAFF Consequent upon posting of CGM (Corp. Banking), CGM (Retail Banking) and GM (Network), there is need of re-allocation of authority structure to transfer and post Supervising Staff. Therefore, it has been decided that henceforth composition and functions of the Placement Committee will be as under: -

S. No. FUNCTIONS COMPETENT AUTHORITY

1. Transfer and posting of officers of Scale - V & above.

Management Committee comprising of - Managing Director, Chief General Manager (Corporate Banking), Chief General Manager (Retail Banking) and General Manager (HR & General Administration)

2. Transfer and posting of Scale–IV officers.

Head Office Placement Committee comprising of -Chief General Manager (Corporate Banking), Chief General Manager (Retail Banking), and General Manager (HR & General Administration)

3.

i) Inter-Zone allotment of Scale–I, II & III officers and ii) Transfer and posting of officer of Scale – I, II & III at Head office establishments and branches under GM Corporate Banking (Jaipur) & GM Corporate Banking (Mumbai).

General Manager (HR & Gen. Administration)

4.

i) Transfer and posting of Scale–III officers within the respective Zones on the basis of proposals put up by the respective DGM of the Zone and ii) Transfer & postings of Scale-III officers within the network area.

General Manager (Network)

5.

i) Allotment/transfer and posting of Scale-I & II officers among the Regions (Inter-Region) in consultation with respective Controllers of the Region and ii) Transfer & posting of Scale-I & II officers at the establishments and Branches under DGM's control.

Dy. General Manager


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6. Transfer and postings of Scale–I & II officers, including Branch Managers with in Region.

Asstt. General Manager (Controller of Region)


1 Transfers effected by the Controllers are to be submitted to DGM of the Zone for noting. Similarly, the transfers approved by the DGM of the respective Zones are to be submitted to GM (Network) for his noting. 2 All such transfers made within network are to be displayed on Network site. While posting officers at sensitive positions list of ODI/Agreed list prepared by the Vigilance Deptt. should be taken care of. Format to be used for transfer and posting of officers of various scale is enclosed with the office order Copy of Transfer and postings proposals approved by the GM (Network) & DGM of the respective Zone is also to be submitted to Personnel Administration Deptt. for updating the records of each officer. OFFICE ORDER NO: PER/52/38/ 2012-13 SEPT.06, 2012 office order No.O/13/95-96 dated 19.05.1995, O/25/2009-2010 dated 10.07.2009 and PER/19/30/2010-11 dated 17.09.2010

HOME PAGE

Detailed Reference Book 144. PAYMENT OF VARIOUS EXPENSES OF GENERAL MANAGERS -NETWORK/ CORPORATE BANKING Earlier all General Managers were posted at Head Office and payments relating to TA bills, Medical bills, salary/ perks, LFC, FEF and Leased accommodation, etc. pertaining to the General Managers were being paid / reimbursed by the Office Administration Department, Head Office, Jaipur.

Consequent upon posting of some of the General Managers (Network/ Corporate Banking) in the field, the system of payment of such expenses as TA bills, Medical bills, salary/ perks, LFC, FEF and Leased accommodation, etc. needs to be modified and clearly spelt out.

In view of above, it has been decided that the payment of all expenses viz. salary/ perks, medical expenses, TA bills, LFC, FEF & Leased accommodation etc., related to:-

I. General Managers (Corporate Banking), Jaipur & Mumbai and staff under them may be paid/ reimbursed by Office Administration Deptt., Head Office, Jaipur.

II. General Managers (Network), Jaipur, Jodhpur & Delhi and staff posted under their control, may be paid/ reimbursed by the respective Zonal Offices at the headquarters of the respective General Manager through Manager, Office Administration posted thereat.

Office Order NO. 65 /OP / 10 / 2012-13 dated 9.10.2012

145. ALLOCATION OF ROLES AND RESPONSIBILITIES OF GENERAL MANAGERS

In its meeting dated 24.05.2012, the Board of Directors, approved 7 additional positions of General Managers in our Bank. Accordingly, the number of positions of General Managers in our Bank would increase to 12 excluding the position of CVO.

State Bank of India, Corporate Office, Mumbai, has advised that, out of 12 positions of General Managers, 7 positions are for Head Office of the Bank and 5 General Managers


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should be Field GMs. The indicative portfolio and the areas of responsibilities of 7 General Managers for posting at Head Office have also been advised. The 5 Field General Managers should be posted strategically for optimization of business.

The roles & responsibilities of 12 General Managers have been approved by the Executive Committee of the Board in its meeting held on 18.07.2012.

The details of the zones/departments to be controlled by all the 12 General Managers are listed in Annexure-A and the reporting structure in Annexure – B to the following circular.

(CIRCULAR NO. REORG/1/12-13 DATED 19.7.2012) 146. GUIDELINES FOR EXAMINATION OF STAFF ACCOUNTABILITY ON SLIPPAGE OF ASSET QUALITY OF ADVANCES

The extent system followed for examination of staff accountability in NPA accounts in our Bank is circulated vide Circular No. P&C/01/2003-2004 dated 20.11.2003. Due to changes in the organisation structure recently and in line with BPR initiatives, the said policy was reviewed by the Bank and the the revised structure of delegations is given in Annexure-A below.


ANNEXURE-A

EXAMINATION OF STAFF ACCOUNTABILITY: ON SLIPPAGE OF ASSETS TO NPA

1. Staff Accountability (SA) exercise is to be undertaken when an asset has slipped from standard to sub-standard and remains in that category for 6 months continuously. SA will be examined immediately if the assets deteriorated from standard to doubtful or loss straightaway.

2. Authority Structure for Examination of SA: For all advances turning NPA, following authority structure is laid down for examination of lapses which may have contributed to account becoming NPA at various stages of sanction, disbursement and follow up of advances.

(A) Non BPR Centres

Cases where advance is sanctioned by Investigation to be assigned by (Competent Authority)

Lapses to be examined by (Prescribed Authority)

Any functionary of a Branch headed by an official of up to Scale MMGS-III including Branch Manager.

Controller (AGM-Region)#

(AGM- Region)


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Any functionary of a branch headed by SMGS IV (other than the Branch Head) Any functionary of a branch headed by SMGS V (other than the Branch Head)

Controller (AGM-Region)# Controller (DGM- Zone)#

(AGM- Region) DGM (Zone)

Branch Manager of the rank SMGS IV DGM (Zone) # DGM (Zone)

Chief Manager of Region / Zone DGM (Zone) # DGM (Zone)

Branch Manager of the rank SMGS V GM (Network) @ GM (Network) AGM (Region) GM (Network)@ GM (Network)

Functionaries other than the Branch head: GM (Network)/ GM (Corporate)@

GM (Network)/ GM (Corporate)

Branch functionaries of a branch headed by a DGM i.e. branches directly reporting to GM (concerned).

For Branch head: CGM (Concerned)@

CGM (Concerned)

Note: # Investigation to be assigned to an officer in a grade higher than the officer who sanctioned the loan.

@ Investigation to be assigned to the officer of minimum one scale higher. (B) BPR Centres

Cases where advance sanctioned by

Investigation to be assigned by (Competent authority) #

Examining authority (Prescribed Authority)

Functionaries other than Head of CPCs (i.e. SMECCC, RACPC, RCPC, RASMECC. etc.)

Controller of the CPC [AGM (Region)/ DGM (Zone)] #

Controller of the CPC AGM (Region)/ DGM (Zone)

Head of CPCs (i.e. officials of the rank of SMGS IV or SMGS

In case of SMGS-IV, CPC Head: DGM (Zone) #

DGM (Zone)

V) In case of SMGS-V CPC Head: GM (Network) @

GM (Network)

Note: # Investigation to be assigned to an officer in a grade higher than the officer who sanctioned the loan.

@ Investigation to be assigned to the officer of minimum scale V incumbency.

(C) Sanction by Committees: In respect of proposals sanctioned under the Committee system, the following structure be adopted.

Advance sanctioned by Investigation to assigned by

be Examining authority (Prescribed Authority)

ZOCC GM (Network) @ GM (Network)


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HOCC-III GM (Network) /(Corporate) @

GM GM (Network) / GM (Corporate)

HOCC-II CGM (Corporate) @ CGM (Corporate) HOCC-I CGM (Corporate) @ CGM (Corporate) Note: @ In these cases, the task of actually carrying out the investigation be entrusted to a suitable official of minimum scale VI incumbency. Time Norms for examination of SA:

Expeditious processing of staff accountability is in the interests of both, the bank and the employee. Therefore, time norms (as below) will be adhered to for in-house investigation and examining of staff accountability for slippage of assets, where no outside agency is involved.

S.No. Particulars Time norms Cumulative period*

1 Assignment of the investigation (including identification of IO)

15 days 15 days

2 Completion of the Investigation by the Investigating Officer (IO)

30 days 45 days

3 Submission of report by the Investigating Officer (IO) to the Prescribed Authority.

15 days 60 days

4 After examining the report, if the Prescribed Authority considers to take further action, may call for preliminary explanation of the concerned official, through the Controlling Authority. The Prescribed Authority will forward the reply/comments of concerned official along with his comments on the lapses observed in tabular form to the Notified Disciplinary Authority (NDA) for taking a view on the Disciplinary Action, if any.

30 days 90 days

Note: *Cumulative Period will start from the day the staff accountability became due

Extension of Time Norms

HOME PAGE Normally no extension in time norms for completion of investigation will be allowed. However in unavoidable circumstances or complexities involved or any other reason, the Authority to permit extension in completion of investigation, beyond prescribed time norms as above, will be the Authority, which had assigned the investigation.

Other stipulations

1. It should be ensured that sanctioning/ recommending officials as well as officers involved in post-sanction disbursement and follow up advances or those who at any stage dealt with the account should not be involved in investigation or examination of staff accountability or in preparation of accountability report.


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2. The report on the examination of staff accountability will be put up by IO on prescribed format, applicable as per limit (Annexure I /II /III), ensuring to fill up all the columns so as to facilitate a better and fair decision on the accountability aspect by the prescribed authority.

3. After transfer of the stressed asset account to SARC, the controller of the Branch, which handled the account, will be responsible for ensuring that the transferor office has carried out the Staff Accountability.

4. List of accounts where Staff Accountability exercise pending beyond the stipulated period of 90 days will be furnished, by the respective Zonal Heads /IR Deptt/ DGM (Branches) etc. on monthly basis to the DGM (HR & ADM) for review and follow-up.

a. In respect of NPA accounts with credit limits of Rs.1.00 crore and above including those that have not been transferred to SARC, report of accounts in respect of which Staff Accountability exercise is pending beyond prescribed period, will be consolidated and submitted by DGM (SAMG) to the Vigilance Department as on 30th September and 31st March, latest by the 10th of the month following the end of the half year.

b. The Vigilance Department will put up, at half yearly intervals, a report of staff accountability cases pending beyond prescribed period to the Managing Director.

5. No disciplinary proceedings will ordinarily lie against any official for any lapse not detected within two successive internal regular audits/inspections of the same account or 4 years from the date of event, whichever is later. This time limit, however will not apply to cases of (i) frauds, (ii) other criminal offences or (iii) cases where malafides are inferable.

6. It should be ensured that Internal Auditors (last two audits) may not be assigned the work of investigation of staff accountability into the account of same branch.

7. In case any irregularity is detected subsequent to the second audit/inspection, the

auditors/ inspectors concerned will be held accountable and be liable for disciplinary proceedings.

147. STAFF ACCOUNTABILITY EXERCISE- A CHECK LIST

LAPSE -PRONE AREAS TO BE LOOKED INTO BY INVESTIGATING OFFICERS WHILE CONDUCTING THE STAFF ACCOUNTABILITY STUDY (INVESTIGATION REPORT).

PRE SANCTION STAGE-

Whether pre-sanction inspections had been properly conducted and recorded properly. HOME PAGE


SANCTION

1. Whether the advance had been properly recommended by the officers concerned.

2. Whether proper sanction had been accorded by the competent authority, after proper credit appraisal as per the Bank's scheme.

3. Whether the facilities sanctioned were well within the policy of the Bank prevailing at the time of sanction.

4. Whether the required licenses/permits from the concerned authorities had been obtained and kept on record, before implementation.

5. Whether the party was accommodated in some way or other, in case of proposals declined earlier by the Controller/ by the Head Office.


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DOCUMENTATION

1. Whether loan documents were got executed properly to save the interest of the Bank in the Court of Law.

2. Whether creation of equitable mortgage/ second charge/ paripassu charge had been done properly.

POST SANCTION FOLLOW UP / SUPERVISION / DISBURSEMENT-

1. Whether all the terms and conditions of sanction had been complied with at the time of disbursal; deviation if any, has been brought to the notice of sanctioning authority and got confirmed within a reasonable time

2. Whether margin required/ assessed for the project had been brought in by the borrower.

3. Whether annual balance sheets had been obtained and verified with the transactions in the account; large variations, if any, were explained satisfactorily by the parties.

4. Whether the terms and conditions of sanction were violated; if so, were they affecting the performance of the unit as a result of which the account slipped into NPA status; or whether they were only of minor nature.

5. Whether inspections were properly conducted; adverse features, if any, were brought to the notice of the authorities concerned as and when observed.

6. Whether excess drawings, if any permitted, were promptly reported to the Controlling Authority and confirmation received thereon.

7. Whether the bills discounted/purchased were drawn on associate/sister/group concerns as per terms of sanction. Were they promptly paid on earlier occasions Whether opinion reports were obtained on the drawers of bills.

8. Whether instances of diversion of funds like transfer of amounts between associate/sister/group concerns were overlooked.

9. Whether stock statements were promptly obtained scrutinised and drawings regulated.

10. Whether unpaid stocks especially stocks relating to Usance LC bills, etc., had been excluded while arriving at the drawing power.

11. Whether further drawings/purchases were made after an account became irregular. If so, what were the circumstance therefore and whether prior approvals/confirmations were received from Controlling Authorities.

12. Had the adverse features in the account come to the notice of the controller at any time? If so, what were the directions given by him to the branch?

13. Were the major lapses detectable by the auditor and, if so, the name/s of the internal auditor/ concurrent auditor who failed to detect the same.

14. Whether the discounting of bills/purchase of cheques were reflecting genuine transactions or indicative of accommodative nature. Whether there were evidences of transportation of goods in case of bills discounted / purchased.


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NON-FUND BASE BUSINESS

HOME PAGE

1. Whether Letters of Credit and Bank Guarantees were issued for the specific purpose for which they are sanctioned and whether these were in the approved format. Did they contain any adverse clause jeopardizing the interest of the Bank.

2. Whether the devolvement of LCs were properly reported to the Controller and the funds recovered as well as the disposal of goods covered under the LCs ensured. Whether future LCs were opened after devolvement of earlier LCs.

(The above list is not at all exhaustive but only illustrative in nature. The investigating officer has to consider other aspects also which are specific to each unit, industry, region, trade, etc.). The format on which the staff accountability is to done is also given in the annexures enclosed with the following cirucular.

( Circular No. Per/68/2012-13 dated 3.12.2012) HOME PAGE Detailed Reference Book

148. GUIDELINES FOR SUBMISSION OF STAFF ACCOUTABILITY REPORT

At present explanation of concerned staff is called through paper communication and reply to the same is also submitted by the staff on paper.

In this regard, it is advised that explanation in the matter of Staff Accountability (for the time being for officers only) will be called only through the official e-mail of the officer concerned and the reply to which is also mandatorily required to be submitted through e-mail. This will not only save transit time in dispatch and receipt of paper communications but will also deal intentional delays effectively and will help close staff side action within a maximum period of six months from start to finish. All reminders to this will also be followed up through e-mail and in case the officer does not reply by mail within a stipulated time of one month it shall be assumed that he has no explanation to offer and he wiil be proceeded against accordingly.


149. SYSTEM OF CUSTODY OF SERVICE FILES OF OFFICERS: The custody of personal files will remain as under: 1. All TEGS-VII officers irrespective of their posting

Chief General Manager ( Retail Banking)

2. All TEGS - VI Officers irrespective of their place of posting

GM (HR & General Administration)

3. All SMGS - IV & SMGS - V Officers: DGM (HR & Administration)


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4. JMGS -I to MMGSIII Officers: (i) Officers posted at Branches / DGM Branches / Zonal Offices / Regional Offices / various BPR Initiatives / ZCCs / CPCs (ii) Officers posted at Head Office or its establishment at / or outside Jaipur / STCs

DGMs of Zones through Chief Manager, Personnel posted at Zonal Office. Chief Manager , Personnel Administration Department

5. Probationary Officers under Probation

Chief Manager HRD Department

Detailed Reference Book OFFICE ORDER NO. PER/99/69/ 2012-2013 : February 26, 2013 AND OP/27/2009 -10 dated July 20, 2009 150. PROJECT HRMS: ROLL OUT OF NEW SERVICE FROM 31ST MARCH 2013 -ANNUAL APPRAISAL REPORT FORMAT(AARF)

Annual Appraisal Report Format (AARF) in HRMS has been started w.e.f. 31.03.2013.

Accordingly, all officers are required to submit their self appraisal as on 31st March 2013

through HRMS Portal only. In this connection, we refer Circular No.Per/102/ dated 12.03.2013 advising all the Supervisory staff to check their Bio-data details, correctness of their reporting / reviewing authority in their respective HRMS Portal and to report to HRMS Team, if any modifications required.

The following guidelines have to be followed for reporting AARF through HRMS Portal:

(a) Reporting and Reviewing Authority details will be hard-coded in the system, which

cannot be modified once the service is rolled out on 31st

March 2013. (b) All Branch Managers & Departmental heads to ensure that salary register contains

names of employees of that Branch/office only. Individual officers have to check that their salary slip displays their present branch/office.

(c) An officer cannot Report or Review for another officer of the same grade. The AARF of officers of the same grade working in branches/offices has to be necessarily written by the immediate next higher authority only. Wherever required, the report will be flagged to the immediate senior authority (Reporting Authority) in the Controlling Office.

(d) For budgetary positions, the budget data for the period of assignment and the financial data for the pervious years will be fetched directly from the system.

(e) An officer is to be assigned budgetary/non budgetary AARF format based on

assignment he/she is posted as on 31st March. Once an officer is chosen for

budgetary, it cannot be changed to non-budgetary and vice versa. (f) All officers are advised to give their appraisal within the stipulated time i.e.by

07.04.2013. Once the reporting officer starts reporting on any officer, that officer cannot submit his/her self appraisal after that.

(g) Reporting officer can view all officers reporting to him in HRMS Portal. (h) Please also refer to the User Manual available in HRMS Portal under AARF option. (i) Reportee / Reporting and Reviewing Authority is determined based on their posting

as on 31st March in the system.

3. The following procedure has to be followed for submitting AARF by reportee officer:

(a) Officer need to check the correctness of reporting and reviewing authority before


126

saving the self appraisal. (b) Once the self appraisal is saved by the officer the reporting and reviewing authorities

cannot be changed at a later date. (c) Officer can attach extra sheet (File format should be.doc or .txt ) in self appraisal. (d) Once self appraisal is submitted it cannot be changed later.

Printout to be taken by the officer and signed hard copy to be submitted to the reporting authority.

4. The following procedure has to be followed for reporting AARF by reporting officer:

(a) Ensure that all officers reporting as on 31st March are shown in the portal of the

reporting authority. (a) Reporting officer can give reports by selecting an officer and selecting the

Budgetary / non-Budgetary option. An officer is to be assigned budgetary / non-

budgetary based on the assignment he/she is posted on 31st March. Once an officer

is chosen for budgetary, it cannot be changed to non-budgetary and vice versa. (b) For non-budgetary positions appropriate KRAs and comments on each KRA is to

be given and marks to be given in every parameter. (c) For budgetary positions the Budget data for the period of assignment is to be fetched

from system in the format and marks to be given. (d) For officers Scale V and above reporting officer need to give feedback in

Annexure-B of the AARF. (e) Reports once submitted cannot be changed at a later date. (f) Once reporting authority submits reports for officers below scale V it will be visible to

reviewing authority. (g) However, once reporting authority submits reports for officers of scale-V and above

all the reports along with Annexure-B will be visible to the concerned reportee officer. The reportee officer has to give his views on the report and submit. Once the reports are submitted by the reportee

(h) officer the whole report along with Annexure-B will be visible to reviewing authority. In any stage, if the data is submitted it cannot be changed at a later date.

(i) Printout may be taken by the reporting authority or delegation can be given to take printout. Hard copy is to be signed and kept for future use.

(j) Marks given in the reports are directly taken for promotion process in PAF (Performance Appraisal Form).

5. Review by Reviewing Authority:

Reviewing Authority can see the names of officer and status of AARF for officers whose reporting authority has submitted the report. All reports to be reviewed by the reviewing authority.

(a) Reviewing authority is to give marks and if there is any variance with the reporting authority, appropriate comments need to be given. (b) Report once submitted cannot be changed later. (c) Printout can be taken by the reviewing authority or delegation for taking printout can be given. (d) Signed hardcopy is to be kept for future use. 6. For officers in scale-V and above:

The system of reporting & reviewing of AARF for officers in scale-V and above has been modified with the approval of Executive Committee of our Bank's board and detailed guidelines has been issued separately vide our Cir. Per/106/ 2012-13 dated 25.03.2013. For the

year2012-13 feedback may be taken for complete year as on 31st March 2013 as per


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Annexure-B and for year 2013-14 system of mid-term review i.e. half yearly will be implemented. The process flow will be as follows-

Mid-year review for officers of scale-V and above: (a) Reporting officer should give the mid-year feedback for all officers of scale-V and

above. Also KRAs for current financial year is given by the reporting authority. (b) Once the feedback is submitted by the reporting authority it will be shown to the

concerned officer. (c) The concerned officer needs to give his / her views about the feedback. (d) Feedback once submitted cannot be changed later.

Once the Reporting/Reviewing Authority submits the report; the same cannot be changed at a later date. Hence, Reporting/Reviewing authorities are advised to verify the correctness of all the details before submitting. MIS Reports: For better control and monitoring of AARF, MIS report is being provided in HRMS Portal. HR functionaries at HO and Zonal Office level will be provided necessary rights to view the progress of AARF process. The reports are provided in such a way that it cannot be viewed down up to employee level.

(a) Probationary Officers and Trainee Officers are not included for submission of online AARF in the existing system. These officers will continue to submit the reports, as is being done now, to the branch heads where they are posted, manually. On their final posting to branches, the AARFs of POs/TOs will be written by the respective authority to whom they report.

(b) All reportee officers shall complete their self appraisal reports and submit by 7th

April

2013 and 15th

April 2013 will be the last date for Reporting/Reviewing authorities for

filing the report. In case, by 7th

April 2013, the reporting Officers do not receive self appraisal from the reportee officers, he will proceed to submit his report to the Reviewing Authority and a mention of non submission of self appraisal will be made in AARF. Please ensure to stick to the timelines.

(Circular No. Per/107/2012-2013 dated 25.3.2013) PROJECT HRMS: ROLL OUT OF NEW SERVICES FROM 1ST APRIL 2013 (I) ANNUAL APPRAISAL REPORT FORMAT (AARF) (II) ASSET AND LIABLITY STATEMENT (A & L) Vide Circular Letter No.PERS/5/2012 dated 19th April 2012 roll out of the HRMS services in our Bank commenced with the salary from April 2012, Reimbursement of monthly expenses from July 2012 and reimbursement of annual medical reimbursement (all staff) from 01.01.2013, reimbursement of maintenance charges for FEF items (officers) from 01.01.2013 and reimbursement of briefcase charges from 01.02.2013.

Bank also rolled out of following more services in our Bank as per the system and procedure being followed by SBI and other ABs through HRMS from 01 April 2013.

1 Annual Appraisal Report Format (AARF) 2 Assets and liability statement (A & L)

All officers are requested to check their bio data and reporting & reviewing authority in hrms portal (employee self service -> AARF) and ensure that notonly individual bio-data are correct in all respect but reporting/reviewing authorities are also being shown correctly as per extent guidelines of the bank. In case the name of reporting and/or reviewing authority as reflected by HRMSsite is not correct the discrepancy should be immediately brought to the notice of HRMS Team at Head Office through respective controlling authority before


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25/03/2013 positively after which system may not accept the corrections.

Further, as a part of strategy for bio-data cleansing all officers are also advised to check and download their bio data, sign one copy in confirmation ofcorrection of his/her data and after duly counter signing the same by therespective controlling authority the same be placed on record.

DGMs/AGMs/Departmental Heads are advised to ensure that needful is done ina time bound manner and this exercise must be completed well before25/03/2013 so that roll out of AARF & A/L is smooth & in the desired direction.

(Cir. No. Per/102/12-13 dated 12.3.2013)


DISCLAIMER The information provided above is essentially for general internal reference only. Details of each and every matter can be had from the relevant circulars/Regulations etc.,. The compiler of this booklet does not own any responsibility whatsoever. Readers/officers are advised that before taking any action in pursuance of the information given herein, should necessarily consult the relevant circulars/rules/provisions issued by the Bank from time to time and take a final view after going thru the specific detailed instructions by cross reference to earlier circular issued by the Bank on the subject wherever required. The information is being given with the understanding that the officers may get quick information/reference on various matters pertaining to their service rules/regulations/perquisites. Accordingly the compiler of this codified reference book is not responsible to any person/officer of Bank for the result of any action taken on the basis of the information given in this Booklet for any error or omission or by misinterpreting the information given by taking any view in isolation.

HOME PAGE



129

Know Your Service Conditions (Staff Supervising)

_________________________________ Detailed Reference Book on Service Matters,

Loans, Perquisites and Other relevant instructions updated as on 01.10.2010 (Part- II)

Compiled by:

VINAY KUMAR BHALLA

STATE BANK OF BIKANER AND JAIPUR


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Index Page

Scales of pay and increments/FPP/PQP etc.,

Various allowances

Leased accommodation

TA/DA/Conveyance exp. rules

Supply of furniture and fixture

Leave rules

LFC/HTC rules

Reimbursement of medical aid/hospitalisation expenses

Promotion policy

Staff loans/advances

Permission for study/appearing in exams/employment

Compensation to employees injured/death while on duty

Club membership

Cleansing material charges

Provision of plastic bucket etc.,

Casual labour charges

Brief case

Reimbursement of entertainment expenses

Categorisation

New annual performance appraisal and KRA’s

Effect of penalty on stagnation increment PQP/FPP/Basic pay

Reimbursement of funeral expenses

Out of turn promotion of outstanding sportsmen etc.,

News paper/Magazines

Terminal benefits

Rural/semi- urban /line assignment

Milestone awards/felicitation of staff on retirement

Suspension

Provision of telephone facility/mobile phone facility

Reimbursement of cost of sports item

Transfer policy

Voluntary retirement/resignation etc.,

Scheme for ex-gratia in liew of compassionate appointments

Scholarship scheme

Incentives facilities extended to the inspecting officials

Executive health check-up scheme

Staff welfare scheme for housing loan borrowers

Miscellaneous matters

SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS AGAINST WHOM MOTIVATED FALSE COMPLAINT HAS BEEN MADE BY PEOPLE/AGENCIES OUTSIDE


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Index Page Scales of Pay Fixed Personal Pay Professional Qualification Pay Stagnation Increments

Index Page Dearness Allowance City Compensatory Allowance House Rent Allowance House Rent Allowance on capital basis Pension Closing Allowance Officiating Allowance Deputation Allowance Hill & Fuel Allowance Project Area Compensatory Allowance Split Duty Allowance Discomfort Allowance Mid- Academic Year Transfer Allowance Index Page Rental Ceilings Classification of Areas Other Guidelines for leased accommodation General Guidelines for leased accommodation Advance Rent Increase in the rental of the existing houses Officers who have their own house Carpet/Covered area of house taken on lease Accommodation owned by Kith & Kin Acquisition of Houses Car Parking Charges Leased Accommodation to specialist cadre officers Leased Accommodation having rental in excess of entitlement Letting out the Leased Accommodation Leased Accommodation when Housing Loan is repaid Standard Rent Recovery of House/furniture Permitting increase in rent of existing houses Payment of Brokerage Classification areas will be as per 2001 census Leased Accommodation to Probationary Officers Leased Accommodation to Officers at a place of their choice Leased Accommodation to Officers posted at Difficult and Rural Center/or at a place of choice Leased Accommodation to Officers under suspension Recovery on account of letting out the house Maintenance of Leased Accommodation taken by the Bank from Officer/Ex-officer on Rent Retention of Leased Accommodation on transfer Retention of Leased Accommodation on Retirement Recovery for retention of leased house from retired officers Retention of Leased Accommodation on Resignation Retention of Leased Accommodation by the family of deceased officer


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Delegation of powers for leased accommodation Economic Rent Maintenance Charges levied by the Societies etc., Taking Leased Accommodation in neighboring town’s Retention of Leased Accommodation on transfer by the CGM/MD Allotment of Staff Quarters to Physically handicapped Index Page Boarding/Lodging Expenses Halting Allowance (Daily Allowance) Mode of travel and expenses on travel Halting Allowance (on overseas visits) TA/DA to Defence Representative/ Defence Witness TA/DA to Bank Employees summoned Expenses for Attending and DPD Cases Recording of evidence- Payment of TA/DA & Out of pocket expenses to Retired officers Out of pocket expenses Cash compensation to officers holding joint custodian charge for late sitting Conveyance Reimbursement Conveyance Reimb- General guidelines Accumulation of Petrol quota Conveyance Expenses when journey exceed 10 kms. Out of pocket expenses to officers posted in Computerised Branches Compensation to officers who are called upon to work on holiday/Sunday Diesel Driven cars Payment of Conveyance Allowance to Handicapped Transfer and Travelling Allowance Travelling Expenses for shifting family on transfer to the place of choice Incidental Expenses on transfer Compensation to officers transferred from once place to another Service tax to travel agents Travelling Expenses on retirement Air Insurance for Officers Travelling Expenses when journey undertaken by own vehicle Joining time on transfer Taking Scooter/car etc. to the place of transfer Travel by Air Travelling Expenses - Temporary interzone transfer Index Page Eligibility Entitlement Ceilings PROVISION OF FURNITURE & FIXTURE -INTRODUCTION OF NEW SCHEME:: FURNITURE & FIXTURE - NEW SCHEME- CLARIFICATIONS Furniture items-common list for officers upto SMGS-V Scale OLD FEF SCHEME Furniture Scheme for officers in TEGS-VI & above Supply of Curtains, Coir Mattresses, Dry cleaning charges Supply of Exhaust & Cease Fire Supply of Mosquito Nets Dessert Coolers Supply of Laptop to the Branch Managers Provision for laptop for officers in tegs vi and above Supply of Fixtures Bare minimum furniture to JMGS-I at Metro Centres Supply of water purifier Sale of furniture to Retired/Deceased officers Items which can be given on concessional rate


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Norms for carrying out Repairs/Replacements Recovery of Rent of furniture Carryover of residential furniture & fixture on transfer to another center Index Page General Leave Rules Casual Leave Privilege Leave Sick Leave Study Leave Maternity Leave Extra-ordinary leave Lapse of Leave Encashment of leave in case of VRS/Resignation, Recall for Duty Leaving Head Quarter Special Leave Special Leave during election Leave on account of curfew etc., Special leave to physically handicapped Special leave for undergoing sterilization operation Injury Sustained while on duty Misc. issues Submission of LPC Compensatory off Leave for blood donation St. John Ambulance Brigade Special Leave to Union/Association Representatives Index Page Eligibility of LFC/HTC block Encashment on LFC/HTC Entitled class & class of travel on LFC Encashment of leave for LFC/HTC Change of designated place of LFC Reaching the designated place Definition of family Grant of advance against LFC Reimbursement of conveyance charges Head Quarter LFC for working husband & wife Reimbursement of reservation charges HTC not permissible when posted in home town, change in domicile place Travel by family within three months Payment of advance salary Travel to foreign land Concession allowed by railways/airlines Tickets not available on direct route Travel by taxi LFC for visiting different places Carryover of LFC LFC without attendance of officer Income tax on LFC Travel by own car Delegation of powers Entitlement in respect of Helicopter service Index Page


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Medical Aid/Hospitalisation Limits Family Secure Admission in Government/Municipal Hospital Time Limit - Medical Expenses Engaging Nurse Maternity Expenses Etc., Implanted items During Surgery Treatment abroad Supply of Aids. Dentures, Spectacles Model Discharge Certificate Part Time Employees Suspended Employees Submission of Bills Nepali Family Verification of Bills Tonics Test investigations Infertility Lithotripsy Dog, Snake, Cow, Monkey Biting Plastic Surgery Hospitalisation in case of Need Laproscopic Sterilisation Surcharge- Tax on Bill Blood/Kidney Donation Test Required Before Hospitalisation Mammography Imported Medicines Balloon Angipolasty Mediclaim Policy Ambulance Charges Domicilary Treatment Reimbursement of CCI/ICU Ward Charges Laser Treatment of Eyes Radiotherapy Reimbursement under other Recognised system of medicines- Ayurvedic, Unani, Homeopathy, Naturopathy Package Charges Delegation of Powers Advance against medical expenses Deviation from the Hospitalisation scheme Application Form Bank’s approved hospitals Index Page Promotion Policy for promotion to MM-II,III,IV & V Effect of unauthorised Absence from duty on promotion to higher grade Prescription of lower qualifying marks Minimum Residual Service Promotion policy from clerical to Asstt. Manager(Computer) Promotion policy for promotion from SMGS-V to TEGS-VI under specialist cadre Promotion Policy from clerical to JMGS-I (A,B,D Group) Index Page (i) Housing Loan- Regular (ii) Housing Loan- Additional (iii) Housing Loan- Second Loan


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(iv) Housing Loan- Add.Loan for Repairs/Renovation Festival Advance Consumer Loan Vehicle Loan Additional Loan for purchase of Car Additional loan for repairs of car at concessional rate Additional loan for repairs of car at Commercial rate Personal Loan Computer Loan PF Loan NSC Loan Security Loan Gold Loan TDR Loan Review/Noting of Staff Loans Penal interest - staff loans Loans and advances at commercial rate of interest Relief loan to employees affected by rains Index Page i) Diploma programmes in subjects of interest to the Bank ii) Computer Appreciation and programming course iii) Certificate Information System Auditor (CISA) iv) Diploma in Business Finance, Bancassurance, AMFI iv) Incentive Scheme for Oracle, Depository etc., Forwarding of application seeking employment in Foreign countries Overseas Studies Retention of Jobs Forwarding of applications seeking employment in other organisations Diploma in treasury investment and risk management (DTIRM) COURSE OF THE BUREAU OF ENERGY EFFICIENCY CONDUCTED BY THE NATIONAL PRODUCTIVITY COUNCIL SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM: FINANCIAL PLANNING & WEALTH MANAGEMENT CERTIFIED FINANCIAL PLANNER (CFP) BY FINANCIAL PLANNING SERVICES BOARD (INDIA) (FPSB) POST GRADUATE DIPLOMA IN FINANCIAL ADVISING (PGDFA) BY INDIAN INSTITUTE OF BANKING AND FINANCE (IIBF) Index Page Compensation in the event of death/disability/serious injury/disarrangement/killed/injured in Robberies/Terrorist attacks suffered while on duty Payment of Terminal Benefits Payment of Retiremental Dues when 19(2) is invoked Ascertaining the Financial Loss caused to the Bank Encashment of Leave on Removal from Bank’s Service Settlement of Dues of Employees whose whereabouts are not known Various facilities to Retired Officers Disciplinary proceedings when continued after retirement/death of an employee etc., Index Page Liaison/Security Officer clothing, out of pocket expenses etc., Expeditious settlement of retiremental dues Bringing or attempting to bring outside pressure


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Report of arrest/detention of superiors Advance to relative of staff Requisition of Bank employees for election duty Reimbursement of salary of Driver paid to GM’s Provision of Bank car for official personal use to TEGS-VI and above Frequent Flier Scheme of Air India Provision of hired cars to AGM controllers Negotiation of Cheque Conversion of General Cadre officer to Computer Norms for posting of F.O. (AGRI) Presentation of momentous Frauds in staff a/c’s Guidelines to Borrow from outside Unauthorised absence from duty Permission to contest/take part in election Fitment on promotion form one scale to another Fitment formula for promotion from clerical to JMGS-I Recovery for changing of locks/wards of the safe Date of Birth guidelines Permission to join/engage in trade/business etc., Permission to apply for Passport Change of Surname Misuse of staff position SBBJ Employees Group Insurance Scheme Gratuity calculation formula Staff welfare: Relief on leave without pay on medical ground Staff welfare activities: Scheme for annual health check up STAFF WELFARE: CANTEEN FACILITY Incentive scheme for meritorious business performance for financial year 2006-2007 : core bank solution transfer of id's Scheme for extending legal and financial support to the executives of the bank against whom motivated false complaints have been made by people / agencies outside the bank Authority structure for misc staff matters Disclaimer


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Index Page 1. SCALES OF PAY (Regulation No. 4 of OSR)

JMGS-I 14500-600/7-18700-700/2-20100-800/7-25700 MMGS-II 19400-700/1-20100-800/10-28100 MMGS-III 25700-800/5-29700-900/2-31500 SMGS-IV 30600-900/4-34200-1000/2-36200 SMGS-V 36200-1000/2-38200-1100/2-40400 TEGS-VI 42000-1200/4-46800 TEGS-VII 46800-1300/4-52000 TEGSS-I 60600-1600/4-67000* TEGSS-II 67000-2000/4-75000* (Circular No.Per/31/2010-2011 dated 9.6.2010,Per/17/05-06 dated 28.6.05 E.C. Memo dated 18.6.2010 & 12.10.2010)

NOTE: *upon promotion the notional increment will be given in the promoted scale instead of pre-promoted scale as was done earlier.

• Fitment shall be stage to stage i.e. on corresponding stages from 1st stage onwards and

the increment shall fall on the anniversary date as usual. • Officers in JM Grade Scale I who have moved to Scale of pay for MMGS-II in terms of the

Regulation 5(b) after reaching maximum of the higher scale shall be eligible for four stagnation increments for every three completed years of service of which first two shall be Rs.800/- each and next two Rs.900/- each. Provided that officers who have completed three years or more after receipt of the second stagnation increment as on 1.11.2007 will get the third stagnation increment on 1.11.2007 and another stagnation increment on or after 1.11.2008 on their completion of six years after receipt of second stagnation increment.

• Officers in MMG Scale II who have moved to scale of Pay for MMG Scale III in terms of Regulation 5(b) after reaching the maximum of higher scale shall be eligible for three stagnation increments of Rs.900/- each for every three completed years of service. Provided that officers who have completed three years or more after receipt of the first stagnation increment as on 1.11.2007 and a subsequent stagnation increment on or after 1.11.2008 on their completion of six years after receipt of the first stagnation increment. Provided further those officers in substantive MMG Scale III i.e. those who are recruited in or promoted to MMG Sale III shall be eligible for four stagnation increments of Rs. 900/- each for every three completed years of service. Those who have already received two stagnation increments and completed more than three years of service after receipt of second stagnation increment as on 1.11.2007 will get third stagnation increment on 1.11.2007 and the fourth stagnation increment on or after 1.11.2008 on their completion of six years after receipt of second stagnation increment. (Circular No.Per/31/2010-2011 dated 9.6.2010)

2. ADVANCE INCREMENT/FIXED PERSONAL ALLOWANCE (FPP): One advance increment on account of computerization to all officer employees who were in service as on 1.11.93 except those promote officer employees who have already received benefit of such an increment by way of fitment/adjustment in officer’s scale of pay. Officers who are granted an advance increment as above shall draw the Fixed Personal Pay one year after reaching the maximum.


138

The officers, who are at the maximum of scale of pay or in receipt of stagnation increments as on 1.11.93, shall draw the FPP as from 1.11.93 or one year after reaching the maximum of pay scale. FPP together with HRA, if any, shall remain frozen for the entire period of service. On and from 1.11.2007, Fixed Personal Allowance together with HRA shall be at the following rates and shall remain frozen for the entire period of service. Index Page INCREMENT COMPONENT (A)RS.

D.A. AS ON 1.11.2007 (B) RS.

TOTAL FPA PAYABLE WHERE BANK’S ACCOMMODATION IS PROVIDED (C) RS.

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

• FPA as indicated in ‘C’ above shall be payable to those officer employees who are provided with bank’s accommodation.

• FPA for officers eligible for HRA shall be “A” + “B” plus HRA drawn by the concerned officer employees when the last increment of the relevant scale of pay.

• The increment component of FPP shall rank for superannuation benefits.

• PQA, if any, payable in the year of receipt of FPA shall stand shifted to next year. However, in terms of H.O. circular No. Per/27/2001-2002 dated 6.7.2001 the FPA & PQA -I falling due on or after 1.11.99 may be sanctioned simultaneously.

• The officer who have been promoted from the clerical cadre after receipt of FPA

shall draw the revised FPA as indicated in B.S) (Cir. No. Per/100/17/2005-06 dated 28.6.2005, Per/19/2000-2001 dated 24.5.2000) Index Page 3. PROFESSIONAL QUALIFICATION ALLOWANCE (PQA): On reaching maximum of scale, officers will be granted PQA as under: - a) Those who have passed only part-I of CAIIB/JAIIB Rs. 410/- p.m. after one year

after reaching top of the scale b) Those who have passed Both parts of CAIIB Rs. 410/- p.m. one year after

reaching top of the scale Rs. 1030/- two year after reaching top of the scale.

(Circular No. Per/17/2005-06 dated 28.6.2005) NOTE: • PQA shall rank for DA, HRA and Superannuation benefits. • 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 installment 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 the Joint Note dated 27.4.2010, has already acquired any of the above said qualifications and has not earned any increment or PQP on account of acquiring such qualification/s, he may be, with


139

effect from 1st November 2007 or the date of acquiring such qualification/s, whichever is later, released PQP as provided herein above.

• In terms of H.O. circular No. Per/27/2001-02 dated 6.7.2001 PQA & FPP may be released

simultaneously on and from 1.11.99 and there shall be no change in the schedule of release of PQP as in explanation II under sub-regulation (2) of Regulation No. 5 of OSR on account of release of FPP where any installment of PQP which on account of the earlier provision has been shifted by one year and is scheduled for release on or after 1.11.99, it shall be released to the officer on and from this date and second installment of PQP, if any, shall be released on 1.11.2000.

(Circular No.Per/31/2010-2011 dated 9.6.2010, Cir. No. Per/100/17/2005-06 dated 28.6.2005) SUPERVISING STAFF: DELEGATION OF ADMINISTRATIVE POWERS - REVISION IN AUTHORITY STRUCTURE: SANCTION OF ADDITIONAL INCREMENT ON PASSING OF JAIIB/CAIIB Please refer H.O. Circular No. PER/126/1987 dated 30.11.1987 and PER/155/1988 dated 07.12.1988. It has been decided that the competent authority for sanctioning of additional increments on passing of JAIIB/CAIIB examination from the date of declaration of result, on the basis of memorandum issued by the institute, may be made same as it is for Annual Grade Increments vide HO Circular No. PER/54/2007-2008 dated 10.10.2007, which is as under: (i) Upto SMGS IV: Controller/ Departmental Head of Scale not less than Scale V. (ii) Others: Next higher authority to which the official reports. The particulars for the purpose to be sent to sanctioning authority should be made as per the Performa enclosed as Annexure-I of this circular. Circular No. PER/7/10-11 10 April 2010 Index Page 4.STAGNATION INCREMENT IN CASE OF REFUSAL OF PROMOTION, REVERSION, DEBARMENT PERIOD It will be in order to grant stagnation movement/stagnation increment /PQA to officers in the following situations: - i/ Where an officer has refused promotion either for the time being or permanently. ii/ Where an officer has been debarred for further promotion. Further, officers in JMGS-I and MMGS-II who have been awarded punishment of lowering down in the scale/stage shall be subjected to efficiency bar before moving to next scale/stage. Also, officers who have sought reversion should not be allowed to earn stagnation movement/increment. (Circular NO. Per/111/90-91 dated 20.3.91) Index Page 1. DEARNESS ALLOWANCE (REGULATION NO. 21)

On and from 1.2.2007 D.A. shall be payable for every rise or fall of four points over 2836 points in the quarterly average of the All India Average Working Class Consumer Price Index (General) Base 1960=100 at 0.15% of pay.


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(Circular No.Per/31/2010-2011 dated 9.6.2010, CIR.No. Per/17/05-06 dated 28.6.05) 2. CITY COMPENSATORY ALLOWANCE (REGULATION 23)

Major ‘A’ Class cities, Area I centers and entire state of Goa

4% of basic pay Max. Rs. 540/-

Places with population of 5 lacs and above, State Capitals and Chandigarh, Puducherry and Port Blair

3% of basic pay Max. 375/-

(Circular No.Per/31/2010-2011 dated 9.6.2010, CIR.PER/17/05-06 DATED 28.6.05) Index Page


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3. PROVIDEND FUND (W.E.F. 1.11.2007): While the officers who are presently covered under the Pension Scheme and those who will join the Pension Scheme in terms of the option being made available under Joint Note dated 27.4.2010 shall contribute 10% of Pay towards Provident Fund, and their shall be no matching contribution. Officers of SBI will continue to be covered by Contributory Provident Fund Scheme as hitherto. Officers who are presently covered under Contributory Provident Fund Scheme and who do not opt for Pension Scheme being made available under Joint Note dated 27.4.2010shall continue under the Contributory Provident Fund Scheme as hitherto. There shall be no Provident Fund to Officers Joining the Services of Banks on or after 1.4.2010.They shall be covered by the Defined Contributory Pension Scheme, where the officer will contribute 10% of Pay Plus Dearness Allowance and the Bank will make the matching contribution. The Scheme shall be governed by the Provisions of the Contributory Pension Scheme as introduced for employees of Central Government w.e.f.1.1.2004 and modified from time to time. (Circular No.Per/31/2010-2011 dated 9.6.2010)

Index Page 4. HOUSE RENT ALLOWANCE (REGULATION NO. 22)

(w.e.f. 1.11.2007)

a) Major ‘A’ Class cities and Project Area Centers in Group -A

8.5% or Pay

b) Other places in Area-I and Project Areas in Group- B 7.5 % of Pay c) Other places 6.5% of Pay

NOTE: 1

• Provided that if an officer produce rent receipt, the HRA payable to him/her shall be the actual rent paid by him/her for the residential accommodation in excess over 1.2% of first stage of scale of pay in which he/she is placed with a maximum of 150% of HRA payable at aforesaid rates mentioned in column II above. The claims of officer employee for house rent allowance linked to the cost of their ownership accommodation shall also be restricted to 150% of House Rent Allowance as hitherto.

(Circular No.Per/31/2010-2011 dated 9.6.2010, CIR.PER/17/05-06 DATED 28.6.05)

• In respect of officers in JMGS-I and MMGS-II who have moved to the higher Scale by automatic movement, recovery towards residential accommodation/furniture shall continue to be linked to the scale to which the officer substantively belong.

• HRA is not payable during joining time if halting allowance is paid. • HRA on rent receipt basis will be sanctioned at the first instance by the Controlling

Authority thereafter it can be paid by the Branch Manager till there is no change in the same.

• Those, who stay in self-owned accommodation, shall be eligible for HRA on the same basis as mentioned above as if they were paying by way of monthly rent a sum equal to 1/12th of the higher of (i) or (ii) below: -

i) The aggregate of Municipal Taxes payable in respect of the

accommodation and 12% of the capital cost of accommodation, including the cost of the land and, if the accommodation is part of


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building, the proportionate share of the capital cost of the land attributable to that accommodation, excluding the cost of special fixtures.

ii) The annual rental value taken for Municipal assessment of the

accommodation.


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CALCULATION OF HRA, IN THE CASE OF OFFICERS STAYING IN THEIR OWN HOUSE Example: ‘A’ officer with Basic Pay of Rs. 13820/- in MMGS-II at Delhi (Major “A” class city) staying in his own house having a capital cost of Rs. 10,00,000/- I. a) Municipal taxes Rs. 4,000.00 b) 12% of capital cost Rs. 1,20,000.00 Total Rs. 1,24,000.00 II. The annual rental value taken for municipal Assessment of the accommodation Rs. 60, 000.00 III. Higher of I & II Rs. 1,24,000.00 IV. 1/12th of III Rs. 10,333.00 V. 1.75% of 1st stage of Scale-I Rs. 241.85 VI. Excess of IV over V Rs. 10,091.15 VII. Actual HRA 8.5% of 13820/- Rs. 1,174.70 VIII. 150% of HRA payable Rs. 1,762.05 NOTE-2

• In terms of HO circular no. Per/76/91-92 dated 18.9.91 officers posted at difficult centers are provided leased residential accommodation within their entitlement, for their families at their previous place of posting and/or place of choice which would help removing their hardship to a large extent. Further, request are received for extension of the facility for payment of house rent allowance (HRA) on capital cost basis also in such cases. Accordingly, it is advised that Officer’s who are staying in their own houses prior to the transfer to difficult centers would be permitted to retain their families thereat and will 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 difficult center, the official, if retaining his family in his own house in the circumstances stated above, will 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.


• For the purpose of payment of HRA/CCA the area wise classification of centers according to the population are given in H.O. Circular No. Per/55/93-94 dated 13.9.93)

• The matter regarding payment of HRA in terms of Regulation 22(3) of SBBJOSR was

discussed with the ABOA when it was pointed out that the HRA under the above regulation is not paid from the date of transfer or occupation of own house which ever is later but is paid from the date of approval of HRA on the basis of capital cost.

• The matter was examined and it is clarified that the same may be paid in terms of the

above regulation from the date of joining at the center or from the date of occupying the house, which ever is later.



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Index Page

• Where an officer is staying in a house belonging to his wife or kith and kin and the Bank is satisfied that the house actually belongs to the spouse or kith and kin, the Bank may reimburse permissible house rent allowance under Regulation 22(2) relying on the rent receipt of the spouse or kith and kin for the rent actually paid. Further, if no rent receipt is produced and the house is owned by the officer’s wife, children, father or mother he will be eligible for reimbursement of the minimum house rent in usual manner.

(CIRCULAR NO. PER/103/87 DATED 1.10.87)

• Regulation 22[3] of the SBBJ [Officers] Service Regulations 1979 provides that where an officer resides in his own accommodation, he shall be eligible for HRA on capital cost of the accommodation subject to a maximum of 150% of HRA payable to him.

• We came across of an instance where a spouse [both officers] in our Bank has

constructed a house by raising loan by the husband. However, the wife is the co-owner of the house i.e. the house stands in their joint names. Both of them are residing in the house and claiming house rent allowance at capital cost basis separately. In this regard, we clarify that when both the spouses are staying in a house jointly owned by them, only one of them is eligible to claim HRA on capital cost basis and the other spouse is eligible for minimum HRA only, at the rate applicable at the place of posting.

(PERSONNEL ADMN.DEPTT LETTER NO. P/PCR/3997-4003 DATED 18.3.98) Index Page STAFF SUPERVISING: REVISION IN RENTAL CEILING FOR LEASED ACCOMMODATION - HRA ON CAPITAL COST BASIS Please refer to Head Office Circular No. PER/84/2004-05 dated March 29, 2005.It has been observed that while the rental ceiling of the centre where the leased accommodation is provided, is applicable irrespective of the place of posting of the officers, the HRA on capital cost basis is still being paid at lower of:

i) the rate applicable to the place of posting or ii) the rate applicable to the place where officer's own house

(constructed out of Bank's finance under IHL) is situated and the officer is permitted to retain his family at his/her own house being the place of choice. The Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached between Top Management and ABOA at the Bi-partite meeting held at Kumarkom on 22.02.2010, has advised that in order to bring uniformity with the facility of leased accommodation at the place of choice, HRA on capital cost basis should also be paid at the rate applicable at the centre where the house (constructed out of Bank's finance under IHL) of the officer is situated and he/she is permitted to keep his/her family thereat, irrespective of his/her place of posting. The above instructions will come in to force with effect from 01.03.2010. Circular No. PER/104/09-10 20 March 2010 HOUSE RENT ALLOWANCE ON CAPITAL COST BASIS TO OFFICERS POSTED AT DIFFICULT CENTERS As per extant provisions, House Rent Allowance on capital cost basis is normally payable to officers who reside in their own houses situated at their place of posting.


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Keeping in view the hardship being faced by the officers posted at difficult centers, it advised that HRA to officers may be paid on capital cost basis in the following cases also: -

• Officers who were staying in their own houses prior to their transfer to difficult center and retain their families in their own houses.

• Officers who, after their transfer to difficult center shift their families to their

own houses. Further, it is advised that HRA on rent receipt basis as admissible in terms of the SBBJ (Officers) Service Regulations 1979 may be paid to an officer posted at difficult center if he was residing in a rental accommodation arranged by himself prior to his transfer to difficult center and continues to retain his family thereat provided the official/leased accommodation has not been provided by the Bank to him at the place of his posting. (CIRCULAR NO. PER/116/98-99 DATED 30.3.99) 5. HRA ON CAPITAL COST BASIS

• In terms of Head Office Circular No. PER/46/2004-2005 dated 04.10.2004, the facility of leased accommodation has been extended to the officers to keep their families at a place of choice on given terms and conditions, one of the conditions being that the officer availing this facility will be eligible for the lease rental ceiling applicable to the place of posting or the place where the house is leased, whichever is lower.

• In this connection, ABOA have requested the top management in the Bi-partite

Meeting held on 07.08.2004 at Udaipur that the officers who are permitted to retain their families at their own house constructed out of Bank's finance at a place of choice may be permitted to draw HRA on capital Cost basis.

• Bank have examined the matter after consultation with State Bank of India,

Corporate Center and decided that if an officer has been permitted to retain his family at his own house constructed out of Bank's finance at a place of his choice, he will be permitted to draw HRA on Capital Cost basis at the rate 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. Other terms and conditions in this regard are mentioned hereunder: --- i) This facility will be available only to those officers who had built a house with

Bank's finance. ii) Officers in all grades are eligible to avail this facility. iii) The officer availing this facility will be eligible for HRA on Capital Cost Basis at

the rate applicable to the place of his posting or the place where the house is situated, whichever is lower.

iv) If the officer opts this facility at a place other than his posting place he would not be eligible for guest house/bank's accommodation at his place of posting and arrangement for his stay at the place of posting will have to be made by him at his own cost/expenses.

v) 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 place of posting to the place where he has his own house, the concerned controller (of the rank of AGM & above) will withdraw the facility without giving notice and without prejudice to Bank's right for initiating appropriate disciplinary action.

vi) If a designated house is provided at the place where the officer is now

transferred and posted, he must occupy the same. While such officer can exercise his option for availing the facility of HRA on Capital Cost Basis at his own house, it will be subject to recovery of usual rent of the designated house.


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vii) In the event of an officer exercising the option of availing the facility of HRA on Capital Cost Basis at his own house outside of his place of posting he 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 of his own house. Such reimbursement will, however, be limited to his entitlement had he shifted his family and household luggage to the place of his posting. This facility will be available only once during one posting.

viii) For availing the facility of shifting the family to his own house the officers would be required to vacate the Bank's flat, if occupied at his previous place of posting.

ix) The officer can exercise the option to carry the furniture and fixtures to his own house and will be permitted to avail of the facility of reimbursement of maintenance expenses of furniture on production of receipt/bill or on certificate basis in terms of laid down instructions vide Circular No. PER/05/2004-2005 dated 06.04.2004.

x) This facility will be available only on request made by an officer in writing. xi) The authority structure to permit the officer to avail the facility of HRA on

Capital Cost Basis at officer’s own house will be as under: -

S.NO. PARTICULARS APPROVING AUTHORITY I OFFICERS UPTO SCALE-IV AT a) Branches Concerned Controller minimum AGM b) Zonal Offices/Branches under the

control of DGM DGM of the Zone

c) H.O. and its establishments DGM (Personnel & HRD) II All officers in Scale V & above General Manager (Operations)

• Consolidated details of such permissions granted to officers by the various controlling authorities will be kept at their end and provided to the Top Managements as and when required.

• As this is the case of extension of the existing facilities, all other terms and conditions

pertaining to existing scheme of leased accommodation will remain unchanged.

(CIRCULAR NO. PER/ 84 /2004-05 DATED March 29, 2005) Index Page 6. HOUSE RENT ALLOWANCE AND CITY COMPENSATORY ALLOWANCE AS PER 2001 CENSUS In terms of the existing provisions of Bipartite Settlement and Officers’ Service Regulations, 1979, HRA and CCA are payable to employees / officers with reference to the official population figures of a center. Bank have received from IBA a detailed list of places in terms of the official census 2001 figures published by the Registrar General and Census Commissioner, Govt. of India officers may refer to H.O Circular no. Per/52/2004-05dated 26th october,2004 for the same 7. Pension (Other than SBI) In respect of an officer, other than the officer in SBI, who is a member of Pension Fund, who retires or dies while in service or otherwise ceases to be in employment on or after the 1st of May, 2005, “Pay” for the purpose of pension shall be the pay last drawn by the officer employee prior to his retirement/death. Pending necessary amendment to be made to the relevant provisions of the Bank (Employees) Pension regulations, 1995 officers retiring or dying while in service on or after 1st May 2005 shall be granted provisional pension having regard to the above provisions.


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8. CLOSING ALLOWANCE (REGULATION NO. 23) On and from financial year 97-98 a Closing Allowance of Rs. 250/- per half year is payable at the end of September & March to all officers except Concurrent Auditors (CCA). For CCA posted at branches closing allowance is payable on and from 30.9.99 Further, officers posted in administrative offices are not eligible for closing allowance. (PER/66/99-2000 DATED 12.10.1999) Index Page 9. OFFICIATING ALLOWANCE (REGULATION NO. 23) If an officer is required to officiate in a post in higher grade/scale for a continuous period of not less than 7 days at a time or an aggregate of 7 days during a calendar month, he/she shall receive officiating allowance equal to 6 % of his/her basic pay, pro-rata for the period for which he/she officiates. Such allowance will rank for P.F./pension and not for other purposes. Prior permission of the competent authority be obtained in all cases for entrustment of officiating duties/acting chances, as the entrustment of such duties cannot be automatic. Further, after introduction of ‘SBBJ VRS-2001’ certain positions have been withheld by the Bank, in this regard, it is clarified that officiating chances should not be recommended for sanction against such positions, nor entrusted. (CIRCULAR NO. PER/112/2001-2002 DATED 16.3.2001 PER/152/88 DATED 29.11.88 AND PER/42/95-96 DATED 2.9.95) GUIDELINES FOR OFFICIATING OPPORTUNITIES AND FOR PAYMENT OF OFFICIATING ALLOWANCE • In terms of SBBJOSR 1979 Regulation no. 23(vi), on and from Ist November 1999 if any

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

• Provided that where an officer comes to officiate in an higher scale, as a consequence solely of the review of the categorisation of posts under Regulation 6 of SBBJOSR,79 he shall not be eligible for the officiating allowance for a period of one year from the date on which the review of the categorisation takes effect.

• Officiating allowance is permissible to only those officers who have been permitted by the competent authority to act in the higher capacity and should not be considered automatic. The competent authority should permit the officer concerned in writing whenever the occasion for officiating arises and this should be kept on record. The payment as above, be got reviewed by the controlling authority at monthly intervals.

• Officiating allowance is not payable to an officer while he is on leave (including casual leave), on deputation for training or while taking over new assignment etc.

• 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.

• Where a vacancy is caused on account of leave or training of the Departmental Heads

at Administrative offices for a continuous period of 7 days or more, the next senior but suitable officer in the concerned department may be allowed the officiating chance and paid officiating allowance as prescribed and necessary permission from the competent authority be obtained before entrusting the officiating duties as the


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entrustment of officiating duties can’t be automatic and it always requires to be entrusted by the competent authority.

• Officiating chances should be given strictly based on need and not on any unhealthy practice prevalent at the branch/office.

• 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 benefits” 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

Division will look after both the 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 will discharge both the functions. In the case of Manager of Divisions, the next senior officer in that Division will attend to both the functions.

• Seniority for purposes of acting chances will be reckoned as laid down in Regulation No.

18 of Officers Service Regulations,79. • Seniority in a grade or scale will be reckoned from the date of appointment in that grade

or scale. • Where there are two or more officers of the same length of service in a grade or scale,

their inter-se seniority shall be reckoned with reference to their seniority in the immediately preceding grade or scale of the previous cadre to which they belonged in the Bank’s service. Where they 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 immediately preceding grade or scale/cadre, as the case may be.

• Where two officers have identical total service (including service as award staff), the age

shall be the deciding factor for providing the acting chance. • 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 officers 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. • 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 short duration. Where, however, in special circumstances an officer is called upon to officiated in a higher grade position on more or less on 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 . The entertainment allowance, in such cases, will however, be permitted only on a pro-rata basis. These benefits should be provided only when an officer is posted in a higher incumbency on regular basis but not in those cases where one is required to officiate as a stopgap arrangement when the permanent incumbent is away on leave or otherwise.

• Recovery of officiating allowance should be made from the officers on account of

excess officiating allowance paid to them over the arrears on account of promotion. • The delegation of powers to allow officiating chances are as under:-

• In case of emergencies the relief arrangements for officers upto MMGS-III [for a limited

period, say upto one month only] the Zonal Heads will exercise this power and in case of regular relief arrangements upto SMGS -IV Chief General Manager will consider the same.


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• In case of vacancy of the Zonal Head, the senior most AGM/RM/CM present in the zonal office will look after the zone within the limits of his existing discretionary powers for the absence upto 6 days. When the vacancy is more than 6 days, the senior most available official amongst Asstt.General Managers /Regional Managers in the Zonal office will officiate against the vacancy of the Zonal Head and exercise financial and administrative powers of the Zonal Head after approval of the Managing Director.

• In between AGMs/RMs of the Region, the next junior AGM/RM of the Region in the Zonal office will hold concurrent charge of the AGM/RM who is absent. In case of vacancy of the junior most AGM/RM of the Region, the senior most available AGM (Region) will hold the concurrent charge.

(CIRCULAR NO. PER/152/88 DATED 29.11.88, PER/42/95-96 DATED 2.9.95, H.O. OFFICE ORDER NO. O/12/83 DATED 9.4.83, O/27/90-91 DATED 31.1.91, O/33/99-2000 DATED 4.9.99 & PER/44/2002-2003 dated 3.9.2002) ROLL OUT OF 'BPR' INITIATIVES: LEAVE ARRANGEMENT AT RACPC / SECC In order to de-burden the branches from the work of processing & appraisal of retail and SE loans, Central Processing Centres have been established at major business centres viz Bhilwara, Bikaner, Jaipur, Jodhpur, Udaipur, Kota, Delhi and Mumbai with retail wing at Kota and Udaipur being of end state. The end state model envisages various steps i.e. from pre-sanction, Appraisal & Sanction to Documentation, Creation of account, Post disbursal credit decisions, Monitoring and supervision, Soft collections, Closure of Account, Release of Title documents etc. Each end state CPC has two separate wings i.e. Sanction wing and Maintenance wing, headed by a Chief Manager/Manager (Sanction) & Chief Manager/Manager (Maintenance) respectively, with a team of skilled officers, as per the role manual. The Chief Manager (Sanction) looks after credit appraisal and sanction for new proposals, renewals, enhancements, ad-hoc requests and re-assessment of facilities. The Chief Manager (Maintenance) is responsible for loan documentation, opening and maintenance of accounts, post sanction credit processes including monitoring and follow up measures required to be taken as per policy of the Bank from time to time.

While, the Chief Manager (Sanction) is empowered to exercise the sanctioning power, no such discretion has been vested with Chief Manager (Maintenance). We have been receiving references as to whether the Chief Manager (Maintenance) can exercise the discretionary powers vested with the Chief Manager (Sanction) during his absence. The matter has been examined and accordingly, it is clarified that: -

(i) The Chief Manager (Maintenance) has not been given any discretionary powers for sanction of loan. As such, he cannot hold charge of Chief Manager (Sanction), when the latter proceeds on leave. Besides, work of maintenance & sanction wing will be kept separately.

(ii) Where there are separate Chief Manager (Sanction) for retail wing & SE wing,

each of them may be assigned the job of the other in case of contingencies. In other cases, AGM (RACPC / SECC) may sanction loans during the absence of Chief Manager (Sanction), even if, these fall within the discretionary powers of Chief Manager (Sanction).

(iii) In maintenance wing, the next senior officer will look after the work of Chief

Manager (Maintenance) in his absence. (Circular No. BPR / 01 /2007-08 dated June 13, 2007) Index Page 10.DEPUTATION ALLOWANCE (REGULATION NO. 23)


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Officers deputed to serve outside the Bank may opt to receive the emoluments attached to the post to which he/she is deputed. Alternatively, he/she may, in addition to his/her pay, draw deputation allowance @ 7.75% of pay with a maximum Rs.1500/- p.m. and such other allowance(s) as he would have drawn had he been posted in the Bank’s service at that place. In case, 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 with a maximum of Rs. 750/- p.m. Provided further that an officer on deputation to a 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 with a maximum of Rs. 750/-p.m. (Cir. No. PER/100/17/2005-06 DATED 28.6.2005) 11. HILL & FUEL ALLOWANCE (REGULATION NO. 23)

(w.e.f. 1/112002) a) Altitude of 3000 mts. & above 5% of Pay -Max. Rs. 1150/- p.m. b) Altitude of 1500-3000 mts. 2.5% of Pay -Max. Rs. 500/- p.m. c) Altitude between 1000-1500 mts and Mercara Town

2% of Pay -Max Rs. 400/- p.m.

(Cir. No. PER/17/2005-06 DATED 28.6.2005) 12. PROJECT AREA COMPENSATORY ALLOWANCE (REGULATION NO. 23)

(w.e.f. 1/112002)

a) Group ‘A’ as defined as Group “A’ for Award Staff

Rs. 210/- per month

b) Group ‘B’ as defined as Group ‘B’ & Group “C’ for Award Staff

Rs. 185/- per month

(Cir. No. PER/17/2005-06 DATED 28.6.2005) 13. SPLIT DUTY ALLOWANCE W.e.f. 1/11/2002, if the working hours of an officer during a day are split with a minimum interval of 2 hours, Split Duty Allowance @ Rs. 125/- p.m. shall be payable. (Cir. No. Per/17/2005-06 dated 28.6.2005) Index Page 14. DISCOMFORT ALLOWANCE (REGULATION NO. 23) If an officer is required to work in shifts or has to perform onerous duties beyond normal working hours, he/she be paid Discomfort Allowance of Rs. 75/- p.m. Such allowance will be paid to the following categories of officers:- a) Officers who are required to work in shifts involving hardships. For Example, officers at Airport offices, Computer Centers or Control Rooms in high raise buildings. b) Liaison Officers whose duties include receiving dignitaries at the airports, railway station etc., and whose hours of duty consequently get extended beyond the usual weekly hours as a regular feature. 15. DISCOMFOR ALLOWANCE TO INSPECTING OFFICIALS


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In terms of the extant instructions the Inspecting officer on inspection duty outside head quarters are eligible for supplementary diem allowance of Rs. 10/- per day. Further adhoc supplementary discomfort allowance of Rs. 10/- per day to inspecting officers on inspection duty outside head quarter .This will be in addition to the existing Discomfort allowance of Rs. 10/- per day (supplementary diem allowance) and subject to the condition that if permission for the same declined by the Govt. to SBI then the same shall be discontinued. (Circular No. Per/69/2003-2004 dated 8.1.2004) Index Page 16. MID ACADEMIC YEAR TRANSFER ALLOWANCE: On and from 1.1.2004, 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 school or college, in the former place, a mid academic year transfer allowance of Rs. 500/- p.m. from the date he reports to the later place upto the end of the academic year in respect of all the children provided that such allowance shall cease if all the children cease studying at the former place. (Cir. No. Per/17/2005-06 dated 28.6.2005, Cir NO. Per/15/98-99 dated 8.5.98) There may be cases where although transfer orders were issued before the commencement of the academic year but due to administrative reasons, the concerned officers could not be relieved before the commencement of the academic year. In anticipation of their relief, such officials might have shifted their families to the places of their next posting and got their children admitted in schools/colleges thereat. The requests received from such officials for payment of mid-academic year transfer allowance for the period from the commencement of the academic year till the officials are actually relieved from the previous station may be considered by the Bank, having regard to the difficulties experienced in securing admission during middle of academic sessions due to which they are compelled to shift their families soon after the orders are served with the result that they have to maintain two establishments in case they are not relieved of duties in time due to administrative reasons. In such cases it is advised to pay the mid-academic year transfer allowance to the officers who had been issued transfer orders before the commencement of the academic year but relieved in the academic year due to administrative reasons. All efforts should, however, be made to relieve the concerned officers as early as possible to avoid payment of such allowance. (Circular No. Per/64/78 dated 6.12.78) Mid- academic year transfer allowance will be payable to an officer who is transferred from one station to another at any time during the academic year from the date of his relief on transfer till the completion of the academic session of that year or till the school/ college going child of the officer joins him at the place of posting, whichever is earlier. The concerned officer has at least one school/college going child who is left behind for receiving education either at the place from which the officer is transferred or at any other convenient place consequent on the transfer. The prime reason for the payment of mid-academic year transfer allowance is that when officers are transferred in the middle of an academic session, they have either to change the school of their children or maintain separate establishments so that the children could be allowed to prosecute their studies uninterrupted. When the officer prefers the latter course, he is to be paid mid-academic year transfer allowance, which is intended to cover these extra expenses. The position in respect of college-going children is not completely similar college-going children are older and can be left behind in a hostel. Where, therefore, a college going child is already in a hostel or is required to be placed in a hostel on the officer’s transfer, there is no case for payment of mid academic year transfer allowance merely because the parents have to move to another station. However, if as a result of his transfer in the middle of the academic year, an officer is required to maintain separate establishments to enable a child to continue college studies uninterrupted, there is a case for


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paying him mid academic year transfer allowance. In respect of college going children, the facility will, therefore, be allowed only when the officer confirms that he has to maintain two establishments. (CIRCULAR NO. SBBJ/159/72 DATED 27.7.72)

Index Page

1. RENTAL CEILINGS:

PROVISION OF RESIDENTIAL ACCOMMODATION TO OFFICERS-JMGS-I TO TEGS-VII

(w.e.f. 01.01.2005)Amount in Rs. Grade/Scale Major 'A' centers* A category centers Except

Ahmedabad In

Ahmedabad Except in

Gujarat, M.P. Chhatisgarh States and Daman & Diu

(UT)

In Gujarat, M.P. Chhatisgarh States and Daman & Diu

(UT)

SMGS-V 8500 7600 6600 6100 SMGS-IV 7800 7000 6100 5600 MMGS-III 7300 6500 5600 5200 MMGS-II 6800 6000 5500 5000 JMGS-I 6600 5900 5100 4700 *Mumbai, New Delhi, Kolkata, Chennai, Ahmedabad, Bangalore and Hyderabad Grade/Scale 'B' Category centers 'C' Category centers Except in

Gujarat, M.P.,

Chhatisgarh States and

Daman & Diu (UT)

In Gujarat, M.P.,Chhatisgarh States and Daman & Diu (UT)

Except in Gujarat, M.P. Chhatisgarh States and Daman & Diu (UT)

In Gujarat, M.P., Chhatisgarh States and Daman & Diu (UT)

SMGS-V 4100 3800 3500 3200 SMGS-IV 3800 3500 3100 2900 MMGS-III 3500 3200 2900 2600 MMGS-II 3300 3000 2600 2400 JMGS-I 3100 2900 2500 2300

(w.e.f. 01.04.2005) Amount in Rs. Grade/Scale Major* 'A' centers 'A' Category centers Except

Ahmedabad In Ahmedabad Except in Gujarat,

M.P., Chhatisgarh States and Daman

& Diu (UT)

In Gujarat, M.P., Chhatisgarh States and Daman & Diu

(UT) TEGS VII 17000 15000 12400 11400 TEGS VI 14500 12600 9700 9000 *Mumbai, New Delhi, Kolkata, Chennai, Ahmedabad, Bangalore and Hyderabad Grade/Scale Other centers except in Gujarat,

M.P., Chhatisgarh States and Daman &

Diu (UT)

In Gujarat, M.P., Chhatisgarh States and Daman & Diu

(UT) TEGS VII 9900 9100 TEGS VI 6900 6300


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The rental ceilings for leased accommodation for all categories of centers in Gujarat, M.P., Chhatisgarh states and Daman & Diu (UT) are brought on par with other centers as under:-

(w.e.f. 01.01.2005 ) Amount in Rs. P.M. GRADE/ SCALE MAJOR "A"(FOR

AHMEDABAD ONLY) "A" "B" "C"

JMGS-I 6600 5100 3100 2500 MMGS-II 6800 5500 3300 2600 MMGS-III 7300 5600 3500 2900 SMGS-IV 7800 6100 3800 3100 SMGS-V 8500 6600 4100 3500

(w.e.f. 01.04.2005) Amount in Rs. P.M. GRADE/SCALE MAJOR "A" (FOR

AHMEDABAD ONLY) "A" CATEGORY OTHER CENTERS

TEGS VI 14500 9700 6900 TEGS VII 17000 12400 9900 The effective date for implementation of above ceilings is 01.01.2005 in case of officers in JMGS-I to SMGS-V and 01.04.2005 for officers in TEGS-VI and VII. (Circular No. Per/ 50 /2005-2006 dated 10.11.2005, Circular No. Per/52/99-2000 dated 01.09.1999, Per/97/1999-2000 dated 03.02.2000, Per/07/2000-2001 dated 17.04.2000, Per/12/2002-2003 dated 30.04.2002 and Per/21/2005-2006 dated 12.07.2005.) Index Page 2. CLASSIFICATION OF AREAS:

• MAJOR ‘A’ Centers- 4 Metros and Ahmedabad, Bangalore & Hyderabad (depending upon the importance of the places).

• Category ‘A’- Centers with population of 7.5 lac and above.

• Category ‘B’ Centers with population 2 lacs & above but below 7.5 lac

• Category ‘C’ Centers - All other centers

• ‘A’ ‘B’ & ‘C’ depending upon population criteria.

(CIRCULAR NO. PER/ 108 / 2006-2007 DATED March 23 , 2007 Per/16/93-94 dated 25.5.93, Per/8/94-95 dated 30.4.94 and Per/5/96-97 dated 10.4.96)

• The leased accommodation facility to our officers posted at the Tirupur center will be as applicable to category ‘A’ Centers.

(CIRCULAR NO. PER/46/2001-02 DATED 6.9.2001) PLACES NEAR/AROUND DELHI HAVE BEEN TREATED AT PAR WITH DELHI Following places near/around Delhi have been treated at par with Delhi for residential accommodation purposes in regard to ceilings of rentals for taking leased accommodation for officers: -

• Delhi comprising of New Delhi, old Delhi, Delhi Sahadra, Delhi Cantt. and Loni. • Gaziabad • Gurgaon • Noida • Faridabad


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• Ballabhgarh (PER/13/98-99 DATED 2.5.98 and IBA letter No. PD/PRS/46/A (I)E(xvii)/476 dated 22.7.98)

• It is further advised that the above centers in and/around Delhi will also be treated at par with Delhi for all purposes ( Per/38/98-99 dated 14.7.98)

Bhopal, Gwalior and Indore would henceforth be treated as “A” Category centers w.e.f. 4.10.97 (PERSONNEL ADMN. LETTER NO. P/PCR/2575 DATED 22.11.97) Index Page 3. OTHER GUIDELINES

• The revised ceilings are the outer limits set by the Bank. All efforts should be made to secure residential accommodation at lower rates, where possible.

• The officers, who have their own houses/flats constructed/purchased under the

Bank’s Individual Housing Loan Scheme at the centers 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 same should be invariably occupied by the incumbent.

• Under the Bank’s Co-operative Housing Loan or Individual Housing Loan Scheme, it is

incumbent on the part of employees 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 leased residential accommodation is kept to the minimum.

• Flats/houses leased to the Bank by employees/officers on economic rent basis should

not be released under any circumstances except for the occupation of the employee concerned, till the loan is fully liquidated.

• The respective controlling authorities should draw up a list of residential

accommodation 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 officers.

• Further in view of the substantial increase effected in lease rental ceilings of TEGS-VII

& TEGS-VI officers, no reference should be made to Head Office for permitting lease rents beyond the ceilings given in para 1 above.

• All other terms and conditions of the scheme will remain unchanged.

(CIRCULAR NO. PER/12/2002-2003 DATED 30.4.2002 )

• The leased housing facility be extended to all officers at all centers. (CIRCULAR NO. PER/57/91-92 DATED 7.8.91) Index Page 4. GENERAL GUIDELINES:-


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• The officers who have their own house/flat constructed/purchased under Bank’s

individual housing loan scheme at the center where they are posted should as far as possible occupy their own houses/flats. Further, as per the extant instructions while permitting reimbursement of house rent allowance, a certificate should be obtained from the official concerned that no portion of the house has been let out by the officer.

• It is further clarified that there may be a situation where the concerned officer is

allowed by the competent authority to let out a portion of his house depending upon the circumstances of each case, if such a situation arises than in that case the amount of HRA payable will be reduced proportionately.


• 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 practice followed locally, introduce a flat/house situated in locality of his choice within his entitlement.

(PER/114/87 dated 19.11.1987)

• The guidelines already in vogue regarding minimum carpet area in a flat/house constructed/provided by the bank have been laid down keeping in view the general position/requirements. However, this stipulation of prescribed carpet area can be relaxed in cases where on account of high rents and location of house/flat etc. it is not possible to get a house/flat within the entitled rental ceiling of carpet area. In such cases, however, reasonableness of the accommodation and rent may be examined/ensured. Hotel/dormitory accommodation cannot be hired within the rental ceiling entitlements. However, in some places officers may be staying in hotels/ lodging houses and in such cases the charges paid by the officer for lodging (excluding boarding) may continue to be taken as actual house rent paid by the officer for the purpose of reimbursement of house rent allowance on receipt basis as at present.

(PER/114/87 dated 19.11.1987)

• As per the guidelines of the Reserve Bank of India accommodation for officer/residential purpose is required to be taken by the Bank on long lease basis i.e. at least for 5 years. Where keeping in view the local position/practice, such premises are not offered/available on long lease basis, the Zonal Offices may approach the Head Office for permitting departure in this regard in respect of the entire center instead of individual rental agreements. Further, if a landlord is not agreeable to sign lease deed/agreement with the Bank, officers cannot be allowed to take house in their own name, pay the rent and obtain reimbursement from the Bank. In such cases the officer is entitled to claim H.R.A. only on the basis of such rent receipts. However, 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 center he (officer) may be permitted as a special case to take the house on lease in Bank’s name for his use. Zonal Heads can examine such or similar cases on individual merit, keeping in view the spirit and objectives of the scheme.

(PER/114/87 dated 19.11.1987)

• Eligible officers on transfer to specified centers are provided residential accommodation. It is observed that while initially occupying the house permission of the Bank is obtained subsequent change in the residential accommodation for one reason or the other is merely advised to the Bank only after the shifting takes place. Such instances where the officers have changed the houses without obtaining prior approval are not viewed with favour.


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(PER/11/82 dated 29.1.1982)

• In order to avoid such recurrence, Branch Manager/Departmental Heads are advised to inform the officers occupying the residential accommodation provided by the Bank not to vacate the same without prior approval as also not to take a new residential accommodation in the name of the Bank without Bank’s prior approval.

(PER/11/82 DATED 29.1.1982)


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Index Page 5) ADVANCE RENT FOR ACQUIRING LEASED ACCOMMODATION As per the extant practice Ten months advance rent at Chennai and Bangalore and at other centers may be allowed depending upon the merits of each case to facilitate officers to acquire better-leased accommodation at these centers. The competent authority for this is :- PARTICULARS COMPETENT AUTHORITY In respect of staff working under administrative control of the zones

Dy. General Manager of the Zone

For H.O. and its establishments Respective General Manager

Allowing increase in the rental of the existing houses

General Manager (Operations)

Permitting an officer to take leased accommodation at the center where he has got his own house constructed with the Bank’s finance

General Manger (Operations)

( CIRCULAR NO. PER/47/2002-2003 DATED 27.902002 ,PER/97/98-99 dated 21.1.1999, PER/136/89-90 DATED 5.3.90 AND PER/97/99-2000 DATED 3.2.2002) ADVANCE RENT PAID:: At certain centers payments of advance rent as per trend/custom at that center is permitted. If such officer is transferred at another center and wants to retain his family at previous place of posting he is permitted to do so within his entitlement for reimbursement of leased amount as per ceiling of new place of posting. The ceiling of leased accommodation at new place of posting may be lower than the ceiling at the than previous place of posting. The advance rent is treated as security deposit, which is returned by the landlord after vacation of the leased accommodation. We have examined the matter and it has been decided that the Rent Advance paid by the Bank under leased accommodation facility to be protected as long as the officer's family continues in the same house/flat. (CIRCULAR NO. PER/01/2008-2009 dated : April 01, 2008) INCREASE IN THE RENTAL OF EXISTING PREMISES: Normally no increase in the rental of the existing premises flats taken on lease should be permitted. If requests are received in this regard, each case should be examined on merits and clearance obtained from the Chief General Manager. Increase in rent in such cases should be permitted only to the bare-minimum and after careful satisfaction that it is fully justified and advantage is not sought to be taken by the landlord because of the revised ceilings. (PER/136/89-90 dated 5.3.1990) Index Page 7) OFFICERS, WHO HAVE THEIR OWN HOUSES/FLATS: Officers, who have their own houses/flats constructed, purchased under the Bank’s Co-operative/ Individual Housing Scheme at the centers, where they are posted, should occupy


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such houses/flats. If it is for any reason considered necessary to provide leased residential accommodation to such officer’s prior clearance from the Chief General Manager should invariably be obtained. (PER/136/89-90 DATED 5.3.1990) 8) CARPET /COVERED AREA OF HOUSE TAKEN ON LEASE: There would be no change in the carpet/covered area of house for various categories of officers already fixed for the purpose as also the norms for recategorisation of centers. Further, existing categorization of centers will continue. (Per/5/96-97, Per/16/93-94 & Per/136/89-90 dated 10.4.96,25.5.93 and 5.3.90) 9) ACCOMMODATION OWNED BY KITH AND KIN

It is not desirable to take on lease the residential accommodation belonging to an officer or near relatives of an officer and allot the same to him. The close relatives would cover the following relatives for the purpose of taking residential accommodation by the officers under the leased residential scheme. Bank would also not take any house for an officer if it is belonging to any of his relatives mentioned below: -

1. Spouse 2. Father 3. Mother (including step mother) 4. Son (including step son) 5. Son’s wife 6. Daughter’s husband 7. Daughter (including step daughter) 8. Brother (including step brother) 9. Brother’s wife 10. Sister’s husband 11. Brother (including step brother) of the spouse 12. Sister (including step sister) of the spouse 13. Sister (including step sister)

(PER/142/89-90 dated 19.3.90) Index Page 10) ACQUIRING HOUSES/FLATS FOR LEASED ACCOMMODATION: In acquiring house/flats, preference shall be given by the Bank for houses built under the Bank’s scheme for financing staff Co-operative housing societies including those under individual loans irrespective of the fact that such houses belong to supervising or award staff. The rent for such houses/flats will be paid on the basis prescribed under the Bank’s schemes or the economic rent whichever is lower. (PER/84/80 dated 23.10.1980) 11) CAR PARKING CHARGES: Since our lease agreement have specific provisions for maintenance of the property by the landlords there is a case for allowing discretion only in cases where parking charges are


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levied by the societies. Where flats/houses are located in Major “A” and “A” category centers. It is therefore decided to allow discretion of a maximum of Rs.300/-. However, in case of genuine hardship, the CGM may permit reimbursement of car parking charges upto Rs. 400 p.m. In case of ‘B’ Category centers where the nees is felt, the CGM may notify such a center for reimbursement of car parking charges upto maximum of Rs. 100 p.m. These car-parking charges will be over and above the approved rentals for the purpose of reimbursement of parking charges levied by societies. The discretion would be used only in cases where flats/houses are located in major “A” and “A” category centers as well as state capitals. The following guidelines will be kept in mind while recommending for discretion: - • Discretion will be used only where the flats/houses is located in an apartment block or a

building/co-operative society or welfare association (unregistered also) as well as owner of garage space in major “A” and “A” category centers, as well as state capitals.

• The parking charges reimbursed should relate to parking of cars/four wheelers only standing in the name of the officer concerned and not for two wheelers.

• The payment will be made either to the society or as a reimbursement to the officer concerned, on production of a receipt issued by the society.

• The vehicles for which parking charges are levied should be registered in the name of the officer claiming reimbursement.

• The discretion will be used judiciously.

The authority structure for sanctioning of reimbursement of car parking charges of Rs.300/- p.m. over and above the relative rental ceilings, towards car parking charges levied by societies, co-operatives or welfare Associations (unregistered also) as well as owners of garage space in Major “A” and ‘A’ category centers as well as state capitals is as under: -

• Officers posted in branches/ZOs DGM concerned • Officers posted at H.O./ Departments under administrative control of H.O. Concerned GM

It is clarified that the provision for car parking charges is not applicable to officers who are residing in their own houses/flats. PER/10/97-98 DATED 7.5.97, PER/45/97-98 DATED 3.10.97 AND PER/7/2000-01 DATED 17.4.2000, Per/12/2002-2003 dated 30.4.2002 and Per/21/2005-06 dated 12.7.2005)

Index Page 12. LEASED ACCOMMODATION TO SPECIALIST CADRE OFFICERS: Specialist cadre officers be provided with residential accommodation by the bank immediately on their appointment i.e. including probation period at specified centers at par with general cadre officers on the usual terms and conditions. (PER/54/91-92 dated 3.8.1991) Index Page 13. LEASED ACCOMMODATION HAVING RENTAL IN EXCESS OF ENTITLEMENT:


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The powers for taking leased accommodation on rentals in excess of entitlement where the official himself would be bearing the excess amount, lies with the authority empowered to permit hiring of leased accommodation to various officers based on the merits of each case. However, cases where rent is paid in advance would continue to be referred to H.O. as per extant instructions. (CIRCULAR NO. PER/14/2003-2004 26.5.2003) 14. LETTING OUT OF RESIDENTIAL ACCOMMODATION TAKEN ON LEASE: Letting out the accommodation provided to an employee by the Bank for his residence reflects adversely on his integrity and therefore, has the potentiality of having a vigilance angle. All staff members are, therefore, advised to refrain, from such practices. (PER/5/87 DATED 27.1.87) 15. LEASED ACCOMMODATION WHERE HOUSING LOAN A/C HAS BEEN REPAID IN NORMAL COURSE: In cases where housing loan has been repaid after the normal period of repayment (i.e. 20 years) and title deeds has also been released after complying with the formalities, the employees will also be eligible for a leased accommodation from the Bank as per his entitlement. (PER/24/88 dated 24.2.88) Index Page 16. CALCULATION OF STANDARD RENT AND ITS RECOVERY: In the case of any accommodation owned by the Bank the Standard Rent will be calculated in accordance with the procedure for such calculation: -

Yard Stick for determination of Living Area: -

MAIN BUILDING : • Rooms, Kitchen, Bath, Latrine, Store and enclosed Veranda - 100% of floor area • Veranda, Corridors and Barsati - 25% of floor area • Porch - 12 1/2% of floor area • Court Yard Pucca - 5% of floor area

OUT HOUSES : • Rooms - 25% of floor area • Veranda - 12 1/2% of floor area ( PER/111/88 dated 19.8.1988)

Index Page

17. CEILINGS OF STANDARD RENT ACCORDING TO AREA:

LIVING AREA STANDARD RENT Upto 50 mts. Rs. 113/- 51-60 mts. Rs. 135/- 61-75 mts. Rs. 157/- 76-90 mts. Rs. 209/- 91-105 mts. Rs. 252/-


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106-120 mts Rs. 296/- 121-150 mts. Rs. 362/- 151- 180 mts. Rs. 433/- 181-225 mts. Rs. 510/- 226- 300 mts. Rs. 728/- 301-400 mts. Rs. 901/- 401-550 mts. Rs. 1073/- Beyond - 550 mts. Rs. 1250/-

For servant quarters and garage allotted independent of the regular accommodation, the following flat rates will be recovered:- • Servant quarter : Rs. 17/- per month • Garage : Rs. 10/- per month (CIRCULAR NO. PER/87/98-99 DATED 22.12.98) Index Page 18. RECOVERY OF HOUSE/FURNITURE RENT

(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.

(ii) Furniture rent recovery shall be @. 40% of the first stage of the scale of pay in which the officer is placed.

(PER/17/2005-06 DATED 28.6.2005)

• Where accommodation has been hired by the Bank, the contractual rent will be payable by the Bank.

(PER/111/88 dated 19.8.1988)

• Where the existing recovery at the prescribed rate of the basic pay in the first stage of the scale is more than the standard rent, only the standard rent will be recovered.

(PER/111/88 dated 19.8.88)

• In terms of Regulation 22(1) of the SBBJOSR 1979 where an officer is provided with residential accommodation by the bank, the officer shall pay to the bank every month the certain % of his basic pay or the standard rent for the accommodation whichever is less. A question has arisen that where the Bank premises and official residence are situated in the same building and covered by the same lease, what will be the rent for the official residence.

• In this connection it is clarified that the Bank may determine the rent for the space

used for office purposes on the basis of commercial rent applicable at such places. The rent for the official residence would thereafter be determined by deducting the commercial rent payable for office premises from the leased rent. To place the matter beyond doubt we have to further clarify that where a combined lease is taken for official and residence purposes, 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 is given in circular no. PER/78/82 dated 7.6.82

Index Page


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19. PERMITTING INCREASE IN RENT OF EXISTING HOUSES: Increase in rent is to be permitted only after the existing agreements/present terms are over. The Chief General Manager has been empowered by E.C. at its meeting held on 23.1.88 to consider requests received from land lords for increase in rents of the existing flats/houses before expiry of lease/contract period of examination of each such request strictly on merits. (PER/26/88 dated 26.2.88) 20. PAYMENT OF BROKERAGE FOR HIRING HOUSES: In terms of H.O. Circular No. Per/102/1995-96 dated 07.02.1996 brokerage for hiring houses for leased accommodation may be paid to officers, if absolutely necessary, with a ceiling of maximum of 30 days entitled rent in Metropolitan and Major "A" class cities and 15 days entitled rent at other deserving Centers, where such practice is in vogue only against production of receipt from the broker after the approval of Chief General Manager. It has now been decided that in exceptional cases a suitable decision may be taken on case-to-case basis for payment of enhanced amount in line with SBI's approach at the Center. (Per/104/2006-200/ dated 15.3.2007 and Per/102/95-96 dated 7.2.1996) Index Page 21. CLASSIFICATION OF AREAS WILL BE AS PER 2001 CENSUS: Consequent upon publication of Official population figures of all the centers as per 2001 census, it has been decided, in consultation with IBA that categories of centers be revised as per 2001 census. (CIRCULAR NO. PER/ 108 / 2006-2007 DATED March 23 , 2007) 22. LEASED ACCOMMODATION TO P.O.’S: Probationary Officers who desire to keep their family with them during the period of their probation may be provided unfurnished leased residential accommodation as per the eligibility of other officers in JMGS-I at such centers subject to the usual recovery of first stage of the scale or the standard rent whichever is less. Looking to the problem faced by the Probationary Officers to get residential accommodation, it has now been decided to allow unfurnished leased accommodation to all Probationary Officers irrespective of their keeping their family with them during their probation as per the eligibility of JMGS-I Officers. Recovery of house rent shall be as per Bank's norms. (Circular no. Per/ 69 /2006-2007 dated 24.11.2006 and Per/42/86 dated 10.5.86 & PER/54/91-92 dated 3.8.91) PROBATIONARY OFFICERS : REIMBURSEMENT OF EXPENSES DURING TRAINING PERIOD Probationary Officers are posted at different branches for on the job training during their two years probation period and during that period sanction/payment/reimbursement of Festival Loan/Medical/ Leave/ HTC/ LFC/ Leased Accommodation/Newspaper/Conveyance/ Plastic items/Salary etc. are made by Human Resources Development Department / Office Administration Department, Head Office, Jaipur.


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Branches are forwarding / submitting the bills/papers/IBIT advices to HRD Department for sanctioning /passing/responding and HRD Department, after getting sanctioned/passed from Office Administration Department convey to respective branches. The process consumes considerable manpower and takes much time in adjustment of entries outstanding at branches in Suspense/IBIT Accounts. To overcome this, it has been decided that sanction/payment/reimbursement of Festival Loan/Medical/ Leave/ HTC/ LFC/ Leased Accommodation/ Newspaper/ Conveyance/ Plastic items/Salary etc. to Probationary Officers during their training period be made as under with immediate effect. Newspaper, conveyance expenses, plastic items, T.A. Bill (advance and payment), Casual Leave

Sanctioned by Branch Manager and payment at branches (on transfer to next branch, full particulars will be advised to concerned branch with copy of relieving letter under advise to HRD Department).

Lease accommodation,

Sanction by Controller of the branch where PO is posted and payment by the branch

Leave - Privilege, Medical, loss of pay

By Human Resources Development Deptt, H.O., Jaipur

HTC, LFC Sanction - By HRD Department, H.O., Jaipur Passing of bills - By Office Administration Deptt., H.O., Jaipur

Festival Loan Sanctioned by Office Administration Deptt., H.O., Jaipur and disbursement at branches where posted.

Salary By Office Administration Deptt., H.O., Jaipur (CIRCULAR NO. PER/ 39 /2007-2008 DATED 7th AUGUST, 2007). Index Page 23. FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE: Bank has examined the matter of providing leased accommodation at the place of choice, in accordance with Regulation 25 of SBBJ (Officers?) Service Regulations, 1979 and in consultation with Corporate Centre, State Bank of India, Mumbai and it has been decided that rental ceilings applicable to the centre where leased residential accommodation is provided, irrespective of the place of posting, will be permitted to officers of JMGS-I to SMGS-V, when they request for leased residential accommodation at a place of their choice. 3. All other terms and conditions are circulated vide our circular No. PER/46/2004-05 dated 04.10.2004 would remain unchanged. The permission so given to officers in JMGS-I to SMGS-V to keep their family in lease accommodation (not Bank's quarter/flats etc.) at a place of their choice subject to the terms and conditions given below:-

i. An application-cum-undertaking (As per annexure annexed with Circular No. PER/46/2004-05 dated 04.10.2004) will be submitted by the officer who wants to retain his family at the place of his choice.

ii. If the officer opts for leased accommodation facility at a place other than his posting,

he would not be eligible for guest house/Bank?s accommodation at his place of posting and arrangement for his stay at the place of posting will have to be made by him at his own cost/expenses.


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iii. 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 place of posting to the place where he 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 Bank?s right for initiating appropriate disciplinary action.

iv. In the event of an officer exercising the option of availing the facility of leased

accommodation at a place of choice, he would be entitled for reimbursement of actual traveling expenses in respect of self and family members and also cost of transportation of household luggage to the place where he intends to have a leased accommodation. Such reimbursement will, however, be limited to his entitlement had he shifted his family and household luggage to the place of posting. This facility will be available only once during one posting if the officer again wants to shift to any other place, he will have to do so at his own cost and expenses.?

v. If a designated house is provided at the place where the officer is now transferred and posted, he must occupy the same. While such officer can exercise his option for availing the facility of leased accommodation at a place of his choice, he will be subjected to recovery of usual rent for both houses.

vi. The facility of shifting the family to the place of choice is applicable only for leased

accommodation and not Bank?s owned flat etc. The officer would be required to vacate the Bank?s flat, if occupied at his previous place of posting. Bank?s owned houses/quarters at the place of choice shall not be made available to such category of officers.

vii. The officers can exercise the option to carry the furniture to the leased residential

accommodation to a place of choice permitted to taken on lease by him and will be permitted to avail of the facility of reimbursement of maintenance expenses of furniture. If he opts to retain the family at the present place of posting and exercise the aforesaid option, the furniture will be allowed to be retained by him with same benefits.

4. The officers will be permitted to avail the facility only after they report at the proposed places of their posting and apply for the same. Needless to add that the power to withdraw the facility will also vest with the same authorities. 5. The consolidated details of such permission granted to officers by the various controlling authorities will be reported by the Zonal Heads to our Personnel Administration Deptt. H.O. at quarterly intervals on the lines of format enclosed with Circular No. PER/46/2004-05 dated 04.10.2004(Annexure II). The Personnel Administration Department will consolidate the information and provide to the Top Management whenever required. (CIRCULAR NO. PER/ 71 /2008-2009 dated December 15,2008, . PER/46/2004-05 dated 04.10.2004, PER/16/2008-09 dated 04.06.2008 and PER/37/2008-09 dated 12.08.2008) In terms of extant instructions leased accommodation at a place of choice is permitted to officers in following cases: --

(i) Deputation to mobile inspection duty. (ii) Transfer to difficult and rural centers.

The ABOA has been requesting for extending the facility of leased accommodation at the place of their choice to the officers on given terms and conditions as this will facilitate removing the resistance from officers for moving from place to place on transfer. This will also minimize representations and improve the motivation level of officers and they will be able to take care of their family's needs of educational and medical assistance at a canter where it is convenient to them. The request of the ABOA has been examined by the Management


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of the Bank and it has since been decided to extend the facility of leased accommodation (not Bank's own quarters/flats) at a place of choice to officers in Grade-I to III with a precondition that the officer himself will stay at the place of his posting and will not commute to the place where he has been provided leased accommodation for retaining his family. Bank has considered the matter in accordance with Rule 25 of SBBJ (Officers') Service Regulations. 1979 and in consultation with State Bank of India, Central Office and decided to permit officers in JMGS-I to MMGS-III to keep their family in leased accommodation (not Bank's quarters/flats etc.) at a place of their choice subject to the terms and conditions given below:

(i) An application-cum-undertaking (As per annexure) will be submitted by the officer who wants to retain his family at the place of his choice.

(ii) The officer availing this facility will be eligible for the lease rental ceiling applicable to the place of his posting or the place where the house is leased, whichever is lower.

(iii) If the officer opts for leased accommodation facility at a place other than his posting, he would not be eligible for guest house/bank's accommodation at his place of posting and arrangement for his stay at the place of posting will have to be made by him at his own cost/expenses.

(iv) 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 place of posting to the place where he 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 Bank's right for initiating appropriate disciplinary action.

(v) In the event of an officer exercising the option of availing the facility of leased accommodation at a place of choice, he would be entitled for reimbursement of the actual travelling expenses in respect of self and family members and also the cost of transportation of household luggage to the place where he intends to have a leased accommodation. Such reimbursement will, however, be limited to his entitlement had he shifted his family and household luggage to the place of his posting. This facility will be available only once during one posting if the officer again wants to shift to any other place, he will have to do so at his own cost and expenses.

(vi) If a designated house is provided at the place where the officer is now transferred and posted, he must occupy the same. While such officer can exercise his option for availing the facility of leased accommodation at a place of his choice, he 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 Bank's owned flat etc. The officer would be required to vacate the Bank's flat, if occupied at his previous place of posting; Bank's owned houses/quarters at the place of choice shall not be made available to such category of officers.

(viii) The officers can exercise the option to carry the furniture to the leased residential accommodation to a place of choice permitted to be taken on lease by him and will be permitted to avail of the facility of reimbursement of maintenance expenses of furniture on production of receipts/bills or on certificate basis in terms of laid down instructions vide Circular No PER/05/2004-2005 dated 06.04.2004 If he opts to retain the family at the present place of posting and exercises the aforesaid option, the furniture will be allowed to be retained by him with same benefits. The authority structure to permit the officer to avail the facility of leased accommodation at the place of choice will be as under:-

S.No. Officers upto Scale-III posted at Approving Authority 1. Branches Concerned controller minimum

AGM 2. Zonal Offices DGM of the Zone 3. H.O. and its establishments DGM (Per. & HRD)


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(ix) It has also been decided that Bank may, at its discretion, permit officers in

SMGS-IV and V the facility of leased accommodation at their place of choice beyond the academic session on case to case basis, depending upon the merits of each case and if the circumstances so warrant. Such extension will be on the same terms and conditions as applicable to officers JMGS-I to MMGS-III. The authority to grant permission to officers SMGS-IV and V for retaining leased accommodation beyond academic session would continue to be vested with the Managing Director.

(x) The officers will be permitted to avail the facility only after they report at the proposed places of their posting and apply for the same. The power to withdraw the facility will also vest with the same authorities.

(xi) The consolidated details of such permissions granted to officers by the various controlling authorities will be reported by the Zonal Heads to our Personnel Administration Deptt. H.O. at quarterly intervals on the lines of format enclosed (Annexure II). The Personnel Administration Department will consolidate the information and provide to the Top Management whenever required.

(xii) As this is the case of extension of the existing facilities, all other terms and conditions pertaining to existing scheme of leased accommodation will remain unchanged.

(xiii) These instructions will come into effect immediately. (CIRCULAR NO. PER/ 46 /2004-2005 dated October 04, 2004)

Index Page

Annexure I

The Dy. General Manager/Asstt. General Manager, State Bank of Bikaner and Jaipur, ………………………….

Date : Through the Branch Manager/Head of the Department Dear Sir, PERMISSION TO AVAIL THE FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE:: I have been transferred branch/office to branch/office. I am presently provided with Bank's 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. and Rs. respectively. In terms of the extant instructions, I will be eligible for lease rental ceiling for Rs. i.e. whichever is lower. 2. I also request that I may be permitted to retain and carry the items of furniture provided to me by the Bank to the place where the permission to have a leased house is granted. 3. In the event 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


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withdraw the facility without notice and without prejudice to the Bank's right for initiating appropriate disciplinary action against me. 4. I under take to obtain transit insurance cover for book value of the furniture as per Bank's extant guidelines/instructions. Please approve. Yours faithfully, Signature Name PF No. Grade/Scale Branch/Office Residential address: (Circular No. Per/46/2004-2005 dated 04.10.2004)


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ANNEXURE-II STATE BANK OF BIKANER AND JAIPUR

HEAD OFFICE : JAIPUR/ZONAL/REGIONAL OFFICE:…………… STAFF SUPERVISING

FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE QUARTERLY STATEMENT FOR THE QUARTER ENDED……………………….

Sr.No.

Name of the officer

Grade

P.F. Index No.

Present Place of posting

Facility of leased accommodation availed at (place ) since (date)

Rental ceiling applicable to the place of posting

Rental ceiling applicable to the place where leased accommodation facility availed

The rental ceiling the officer is eligible for

Whether facility of carrying furniture is availed of

DY. GENERAL MANAGER ASSTT. GENERAL MANAGER

Index Page 24. PROVISION OF LEASED RESIDENTIAL ACCOMMODATION TO OFFICERS AT DIFFICULT CENTERS The following parameters may be taken into consideration for the purpose of deciding whether a center could be categorised as difficult one or not for providing leased residential accommodation within their entitlement for their families at their previous place of posting and/or place of choice which would help removing their hardship to a large extent :

a) High altitude above sea - level, resulting in hostile climatic conditions. b) High security risk, arising from insurgency, tribal, hostility etc. as per Govt. guidelines.

c) Public transport not at all available.

d) Potable drinking water not at all available and the distance from which and the

cost at which it is procured.

e) Educational facilities even up to primary level not at all available.

f) Basic essentials of life not at all available due to absence of market and the distance from which these have to be procured.

g) Medical facilities even for ordinary ailments not at all available.

h) Residential accommodation not at all available.

i) If the branch is situated in a rural center.

Any center which suffers from at least 4 out of the aforesaid disabilities will be categorised as a difficult center for the purpose of extending leased residential accommodation to officers at the previous place of posting or a place of their choice. NOTE : THE LATEST LIST OF DIFFICULT STATIONS ARE GIVEN IN H.O. CIRCULAR NO.PER/77/99-2000 DATED 29.11.1999 (PER/76/91-92 dated 18.9.91 & PER/57/92-93 dated 19.9.92) Index Page 25. LEASED ACCOMMODATION TO OFFICERS POSTED AT RURAL CENTERS AT THEIR PLACE OF CHOICE. The terms and conditions regarding provision of allowing leased accommodation to officers posted at a rural centers, where suitable residential accommodation is not available for taking on lease are as under :- • An officer posted to a rural center i.e. the rural center mentioned herein is according to RBI

definition viz. with a population of 10,000 or less (1991 census) other than a “difficult center” already identified as such, may be permitted to retain his family at a place of his choice.

• In case, he keeps his family at the previous place of his posting, the rental ceiling applicable for that center i.e. the previous place of posting shall be applicable.

• 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 furnished accommodation within the rental ceiling applicable to his present place of posting i.e. rural center.


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• Where the Bank’s flats/leased housing 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 center, he may arrange alternative accommodation within his entitlement applicable to that center i.e. the center of previous posting, such accommodation may be furnished.

• An officer living in his own 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. Arrangements for stay at Head quarter should be made by them at their own cost.

• In respect of officers who are posted, as Branch Managers at rural center where official residence earmarked for Branch Managers is available, the officer shall occupy that house and rent will be recovered at the usual rate.

• The instruction are applicable with immediate effect.

(PER/54/99-2000 dated 1.9.99 and PER/103/98-99 dated 3.2.99 AND PER/28/2001-2002 DATED 6.7.2001) 26. PERMISSION TO RETAIN/OCCUPY LEASED ACCOMMODATION AT PLACE OF CHOICE As per extant instruction, officers are permitted to occupy leased accommodation at place of their posting as provided in Regulation 25 of the SBBJ (Officers’) Service Regulation, 1979. However, officers posted at difficult centers may be permitted leased accommodation at a place of their choice within the entitlement ceiling according to their place of posting as per guidelines contained in Circular No. PER/43/95-96 dated 4.9.95 Associate Bank’s Officers’ Association has demanded that officers be permitted to occupy/retain leased housing accommodation at the place of their choice within the entitlement ceiling at the place of their posting. The matter has been examined by the Bank and it has been decided that such requests will not be considered in general. These shall be considered and examined on the merits of each case like serious and prolonged illness of self and/or dependent family member, specialised education of children etc. However, such requests, will be acceded to by the CGM after critical examination of the each case. (PERSONNEL ADMN. LETTER NO. P/PCR/17591 TO 17596 DATED 23.2.96) Index Page 27. LEASED ACCOMMODATION TO OFFICERS DURING SUSPENSION The existing guidelines of denying retention of house beyond 4 months results in inconvenience to an officer who is under suspension. During this period, he is deprived of full salary and other perquisites and as such asking him to shift to another place would entail dislocation of children’s education, inconvenience to his family, apart from extra financial burden. The technical position is that suspension is not punishment and the officer continues to be an employee of the Bank. Hence, insistence on vacation of residential accommodation is not considered fair. Accordingly, it has been decided to adopt the broad guidelines for retention of official accommodation by officers during suspension at par with those in vogue in State Bank of India, as detailed below :- REGULATION NO. 69(7)(II) “ DURING THE PERIOD OF SUSPENSION, AN OFFICER MAY, SUBJECT TO SUCH GUIDELINES AS DECIDED BY THE M.D. 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”.


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THE BROAD GUIDELINES FOR THIS ARE :- • If the suspended officer is residing in the Bank’s leased residential accommodation, he would

be left undisturbed.

• If the officer is residing in a designated flat/house allotted to him by virtue of his posting as Branch Manager or incumbent of any other post, he should shift to an alternative leased accommodation.

• If the place or residence is Bank’s own house/flat, the suspended official should shift to a leased house or to an alternate 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 center 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 will 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, officials who are staying in their own house constructed with Banks’ finance or if a new leased accommodation is taken, these will be furnished with essential furniture only.

• The rental ceiling will be as per the place of stay.

• The following facilities will be allowed to the officers under suspension: - a) Residential telephone, if any, will not be withdrawn and may be continued on the same terms as in active service. b) Cleansing material for upkeep of furniture and fixtures as per rules. c) Reimbursement of casual labour charges as per rules. (PER/1/97-98 dated 1.4.1997) Index Page 28. RECOVERY OF BANKS SHARE OF RENT RECEIVED BY AN OFFICIAL PROVIDED WITH OFFICIAL ACCOMMODATION AT THE STATION FOR LETTING OUT HIS HOUSE TO AN OUTSIDER: If an officer is allowed to rent out its house to an outsider, it would be on market rate and in that case the official accommodation to the bank’s official should be :- If the rent fetched : • does not exceed Rs.3,000/- p.m., the Bank’s accommodation provided to him will be at

“normal rent” (now stands at 4%) as stated in Rule 25(1) of SBBJ Officers Service Regulations 1979, and upon revision in the corresponding rule.

• Exceeds Rs.3,000/- p.m. but does not exceed Rs.5,000/- p.m. twice the normal rent.

• Exceeds Rs.5,000/- p.m. thrice the normal rent.


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Standard rent will not apply in such cases. (CIRCULAR NO. PER/99/99-2000 DATED 15.2.2000) Index Page 29. MAINTENANCE OF LEASED ACCOMMODATION TAKEN BY THE BANK FROM THE STAFF/EX STAFF (PENSIONERS) ON RENTAL USE OF OFFICERS. The component of cost of maintenance of premises/flat is included while calculating the economic rent. However, this component usually relates only to taxes, share of electric charges for common usage, water charges for common usage, share of maintenance of common amenities and other payment made to the society, it does not cover the cost of maintenance like whitewashing and minor repairs. As a gesture of goodwill to the members of staff whose flats/bungalows have been taken on lease on economic rent, that where this component of maintenance viz. white washing/minor repairs has not been taken into consideration for calculation of economic rent the Bank may 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 4(four) years. (PER/99/88 dated 6.8.88) The matter of cost of maintenance of leased accommodation taken by the Bank from the staff/ ex-staff (pensioners) on rental for use of officers to be borne by the bank has been examined and it has been decided that the following procedure may be adopted in this regard:- • Whenever a flat/bungalow is taken on rent from a member of the staff/ ex-staff (pensioners)

by paying economic rent, without taking into consideration the component of white washing/minor repairs for calculation of economic rent, the Bank may as a gesture of goodwill, 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. In cases where the Bank is paying ceiling rent, the facility referred to above may be extended to such accommodation also where the lease period exceeds four years.

• In this connection, it will be ensured that whenever, 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 Banks’ negligence).

(PER/87/96-97 dated 16.12.96) The Bank will carry out the same type of distempering, which the landlord has 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 land lord 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/distemper should not be earlier than 2 years for white wash 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. The rates at which the work is to be done should be based on PWD rates applicable at that center. ( PER/88/88-89 DATED 26.12.98, PER/87/96-97 DATED 16.12.96) Index Page


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30. RETENTION OF RESIDENTIAL ACCOMMODATION ON TRANSFER:

i) Upto 2 months: a) For Staff working in the Zones b) For Staff working in H.O

Dy. General Manager General Manager

ii) Upto 4 months General Manager iii) Upto 6 months Chief General Manager iv) Beyond 6 months but not beyond the academic session

Managing Director

(CIRCULAR NO. PER/105/91-92 DATED 31.12.91) 31. PROVISION OF RESIDENTIAL ACCOMMODATION AT TWO PLACES:

• Provision of residential accommodation at both the places for a period beyond two months will not be permitted as it entails heavy cost to the Bank.

(CIRCULAR NO. PER/102/91-92 DATED 24.12.91 AND PER/77/98-99 DATED 26.11.98)

RETENTION OF BANK’S FLAT:

• An officer on transfer may be permitted to retain Banks’ flat for a period of not exceeding 2 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 reason(s), the officer will be asked to shift to a leased residential house and shift his family. This will be stipulated in the sanction letter itself and retention of Banks’ flat will not be allowed beyond two months. These instructions will also apply to the officers who are on mobile duty and residing in Banks’ flat at their head quarter.

• Officers transferred from one place to another in midst of an academic year would not be

eligible for HRA or provision of residential accommodation at both the places in addition to mid academic year transfer allowance.

(PER/77/98-99 dated 26.11.98)

• At best in deserving cases where circumstances so warrant the General Manager, may

exercise discretion and permit to retain the accommodation provided by the Bank at the previous place of posting for a limited period, besides providing them accommodation, if eligible, at the transferee place subject to usual recovery at both the places.

(PER/48/86 dated 27.5.1986)

• An officer permitted to retain accommodation provided by the bank at the previous place of posting will not be required to compulsorily take Banks’ leased accommodation at the new place of posting.

• The officer will be required to pay the prescribed % of the pay in the first stage of the scale

of pay in which he is placed for accommodation provided at the previous place of posting and he will be entitled to be paid Mid Academic year transfer allowance. The question of claiming HRA at the new place of posting does not arise.

(PER/106/86 dated 26.12.1986)


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• The Executive Committee at its meeting held on 14.11.1991 has approved that the Zonal

Heads will consider the requests of officers working in branches/offices in their zones for granting permission to retain the residential accommodation provided by the Bank at the previous place of posting upto a period of two months. Such requests for periods between two to four months will be considered by the General Manager(O) and beyond four and upto 6 months, such requests will be considered by the Chief General Manager. The requests of officers posted at Head Office will continue to be considered by the concerned General Manager upto 4 months. However, cases where Banks’ residential accommodation is proposed to be retained beyond six months, will be considered by the Managing Director. In deciding the requests of the above referred nature, the following factors, should be given due weightage :-

(i) Mid-academic year 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.

(ii) While retention of official residence will be permitted in deserving cases to enable the officer to identify suitable accommodation at the new place of posting and settle down, requests for periods beyond two months should be critically examined keeping in view the following points :- a) Requests for retention of residential accommodation on the grounds of

education of children/illness of dependent family members etc. would be considered on merits of each case.

b) Provision of residential accommodation at both the places (previous and new place of posting) for a period beyond two months will not be permitted as it entails heavy cost to the Bank as also double recovery from the officers, except in those cases where official residence meant for the incumbent (such as Branch Manager) is available for occupation.

(PER/102/91-92 DATED 24.12.91)

• The following factors should also be critically examined while considering request of

officers to retain residential accommodation on transfer with immediate effect :-

• 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 Managers, 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.

(PER/20/96-97 dated 22.5.1996)

Note: In case of a mid-academic transfer the facility of continuing the furniture items supplied in the own house of the officer may be allowed to be continued till the end of current academic session subject to this that he will not be eligible for furniture items at the new place of posting and the authority for allowing such permission will be as fixed for retention of leased accommodation. (PERSONNEL ADMN. DEPTT. LETTER NO. P/PCR/6044 TO 6058 DATED 18.3.2002)


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STAFF SUPERVISING: PROVISION OF RETENTION OF BANK'S FLAT TO OFFICERS TRANSFERRED IN THE MID OF ACADEMIC YEAR:: Please refer to H.O. Circular No. Per/77/1998-99 dated 26th November, 1998 regarding permission to retain bank's flat upto 2 months to the officer on transfer. It has come to the Bank’s notice that as per laid down instructions there are instances where some officers who are permitted to retain the Bank's flat for the period upto 2 months on transfer are not vacating the flats within the prescribed time frame despite our clear instructions in this regard. 3.In this context, Bank has again reiterated the earlier circular instructions in the matter which reads as under:-

• "RETENTION OF BANK'S FLAT ON TRANSFER: An officer on transfer may be permitted

to retain Bank's flat for a period not exceeding 2 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 reason(s), the officer will be asked to shift to a leased residential house and shift his family. This will be stipulated in the sanction letter itself and retention of Bank's flat will not be allowed beyond two months. These instructions will also apply to the officers who are on mobile duty and residing in Bank's flat at their head quarters."

It is again advised that no officer will be permitted to retain the Bank's flat beyond 2 months under any circumstances in future. The concerned controlling authority may review the position at all centers and may ensure that no flat is being retained by any officer after 2 months of his transfer. If there is any case of retention of Bank's flat beyond two months the same be got vacated within 15 days from issuance to this circular under confirmation to the DGM (Per & HRD) and the officer may be allowed to shift his family in another leased accommodation, upto the end of academic session if he is already having the permission of the competent authority to retain his family members at previous place of posting upto the end of academic session in terms of Circular No. Per/102/1991-92 dated 24.12.1991. Further, a moderate change in the aforesaid policy has been made and it has been decided that in future the requests for retention of Bank's flat even within the period of 2 months must be routed through the DGM (Per & HRD) for uniformity. Therefore, all concerned officials are advised to submit such requests to the DGM (Per & HRD) on the enclosed format before granting approval to any officer to retain the Bank's flat on transfer.

Eviction proceedings may be initiated if the transferee officer stays in the Bank's flat beyond the permissible period of 2 months. All other terms and conditions in this regard will remain unchanged. Any violation of these instructions will be viewed seriously. (CIRCULAR NO. PER/ 20 /2007-2008 DATED June 01, 2007) Index Page 32. RETENTION OF RESIDENTIAL ACCOMMODATION AFTER RETIREMENT

• At all centers, the designated house of various functionaries must be vacated within 15 days of retirement.

• Retention of leased house/Banks’ flat other than designated house will not be permitted

beyond 2 months of retirement under any circumstances.


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• The authority structure for permitting retention of leased house/Banks’ flat for 2 months

after retirement will be as under :-

- For officers working in H.O. - Respective General Manager - For officers working in Branches/Zones - Zonal Head

(PER/77/98-99 dated 26.11.96 and PER/106/98-99 dated 15.2.99)

• Since an officer is aware of the fact that he is to retire on a particular date, it is expected that he will make suitable alternative arrangement well in advance. Therefore, normally there should be no occasion for permitting an official to retain the residential accommodation beyond the date of retirement.

• In exceptional cases, like where officials own house was leased out to the Bank has not

been able to provide vacant possession of the house or where the official needs to retain the house for any urgent work like marriage of his child, treatment of serious ailment etc. permission may be granted for retention of the house for a period not exceeding 2 months from the date of retirement.

(PER/105/91-92 dated 31.12.91)

• Before releasing the terminal benefits, a written undertaking should be obtained from such officers to the above effect that if the flat is not vacated on expiry of two months, commercial rent would be recovered from the leave encashment.

• Leave encashment, if any should be withheld till such time the official vacates the Banks’

residential accommodation. ( PER/105/91-92 DATED 31.12.91)

• In case the official does not vacate the official residential accommodation after expiry of two months period commercial rent should be recovered from him. Exception to this could be made in those cases where appropriate authority has agreed to do so strictly on the merits of the case on receiving an application from the official concerned and is satisfied about the grounds for such a request. The appropriate authority for this purpose will be G.M.(O). If the accommodation is not vacated during the period beyond two months to four months and beyond four months to 6 months, the Chief General Manager will consider such requests.

• It should be made clear to the retiring officers that their official residence are to be

vacated on or before the date of retirement and relaxation’s on the above lines, are subject to approval depending upon the merits of the case.

• Simultaneously, eviction proceedings will also be initiated if the retired officers stays in the

residential accommodation beyond the permitted period. (PER/105/91-92 dated 31.12.91)

• The facility of retention of leased residential accommodation/Banks’ flat after retirement on superannuation, is not available to the officers leaving the Bank on Voluntary Retirement as voluntary retirements are generally sought to take up an employment in some other organisation.

(PER/112/98-99 dated 10.3.99)


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Note: • Whenever a retiring official is permitted to retain the Bank’s 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, the leave encashment be withheld in such cases till the officer surrenders the vehicle and/or LFC/HTC advance is adjusted.

(CIRCULAR NO. PER/74/2000-01 DATED 18.11.2000) • If a retired officer is allowed to retain the official accommodation after retirement then the

same will be, on charging only such amount as he was paying just prior to his retirement. Receipt should not be issued by the Bank for the rent paid by the officer.

(CIRCULAR NO. PER/120/87 DATED 25.11.87, PER/101/90-91 DATED 7.3.91 AND PER/51/94-95 DATED 2.12.94) Index Page 33. DEDUCTION OF HRA FROM THE OFFICERS PROVIDED WITH OFFICIAL RESIDENCE AND CONTINUE TO OCCUPY THE SAME AFTER RETIREMENT FOR A MAXIMUM PERIOD OF TWO MONTHS W.E.F. 1.6.94, residence, if provided to a retired employee will be, on charging only such amount as he was paying just prior to his retirement. Receipts should not be issued by the bank for the rent paid by the officer. (PER/51/94-95 dated 2.12.94) Index Page 34. LEASED ACCOMMODATION IN CASE OF RESIGNATION: In terms of service regulations, an officer who desires to resign from the Banks’ service is supposed to give 3 months notice to the Bank. It is expected that the officer should make his own arrangements 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. When an officer resigns and the notice period is partly or wholly waives, it would be his responsibility to make proper arrangement for his future stay before deciding to quit the Bank. In such cases also, there is no justification to allow him to retain the residential accommodation after the date of resignation. Officers proceeding on study leave are usually away for a long period of one to two years or more. They should make their own arrangement for the stay of their family during their absence or shift the family to their hometown. In such cases also, it is not desirable to block the residence for such long periods which should, by and large, be made available only for serving officers in the area, whose needs will have to be taken care of without hindrance at any point of time. In the case of officers on extra-ordinary leave on loss of pay, other than on 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 be reviewed on its merits by the Managing Director.


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35. RETENTION OF LEASED HOUSE BY THE DECEASED FAMILY: quests from the dependants of the deceased officer may be considered sympathetically. As it is not desirable to fix any time limit for the purpose, requests for continuance of the residential accommodation upto the end of current academic session of the school/college going children of the deceased officer may be acceded to. (PER/49/82 dated 21.4.82) Index Page


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36. DELEGATION OF POWERS FOR SANCTIONING LEASED ACCOMMODATION The leased residential accommodation strictly within the ceilings may be sanctioned to the eligible officers by the authorities mentioned as under :- CATEGORY OF OFFICERS AUTHORITY EMPOWERED TO SANCTIONED THE FACILITY A) ALL OFFICERS WORKING AT OFFICER-IN-CHARGE H.O./Z.O. (OAD I.E. C.M./MANAGER) B) ALL OFFICERS AT THE RESPECTIVE CONTROLLING BRANCHES AUTHORITIES I.E. DGM/AGM/RM (CIRCULAR NO. PER/2/88 DATED 12.2.88) 37. CALCULATION OF ECONOMIC RENT: The economic rent should be calculated i) at the time of initial lease, and ii) 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 calculated as on 31st March every year. The rent payable shall be the lower of the economic rent and the rental ceiling applicable to the officer tenant. 38. MAINTENANCE CHARGES The maintenance charges paid to the housing co-operative societies by the officers staying in flats may be reimbursed upto a maximum of Rs. 1000/- per month within the overall lease rental ceilings applicable to them, on a case to case basis, by the CGM satisfying themselves as to the genuineness of the claims. The landlords of such flats in the housing societies should specify in writing at the time of offering the flat that the societies concerned charge such maintenance charges and that these are not included in the lease rent. The officer concerned should obtain a certificate from the society to the effect that the maintenance charges are being paid by the occupant. Reimbursement of such charges should be made to the officer concerned on his producing a receipt for payment thereof. (CIRCULAR NO. PER/6/2000-01 DATED 17.4.2000 AND PER/27/2000-01 DATED 10.6.2000. PER/21/2005-06 DATED 12.7.2005) Index Page 39. TAKING LEASED HOUSES IN OTHER NEIGHBOURING TOWNS As per extant instructions, officers are required to occupy leased houses at the center of their posting. However, officers posted a difficult centers are allowed to occupy leased houses at places of their choice within their entitlement according to the center of their posting. Further, Bank may consider requests of officers for taking houses in other neighboring towns on merits provided adequate transportation facilities are available and this stay arrangement does not disturb the working of the office in any way. However, in any case, the distance between the place of work and place of stay should not exceed 15 kms.


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[PERSONNEL ADMN. LETTER NO. P/PCR/3455-3462 DATED 13.1.97] Index Page


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40. RETENTION OF RESIDENTIAL ACCOMMODATION ON TRANSFER FOR CGM AND MD The authority structure for permitting retention of residential accommodation at the previous place of posting to offices in TEGSS-I and II are as under:-

a. Officers in TEGSS-I in the Associate Banks MD of the Abs b. Officer in TEGSS-II in the ABs Dy. M.D.[A&S] at SBI C.O.

[CENTRAL OFFICE LETTER NO. SBD/VKS/2301 dated 10.10.96] 41. STAFF MISC. ALLOTMENT OF STAFF QUARTERS TO PHYSICALLY HANDICAPPED PERSONS The following guidelines may be followed for allotment of staff quarters to physically handicapped employees who are otherwise eligible for the residential accommodation to be provided by the Bank at the stations where the Bank’s own quarters/flats are available. a) i/ The Blind i.e. those who suffer from either of the following conditions:- - Total absence of sight. - Visual Activity not exceeding 6/60 or 20/200 (Snellen) in the better eye with correcting lenses. - Limitation of the field of vision subtending an angle of 20 degrees or worse. ii/ The Deaf i.e. the deaf are those in whom the sense of hearing is non-functional for ordinary purposes of life. They do not hear, understand sounds at all even with amplified speech. The cases included in this category will be those having hearing loss more than 90 decibel’s in the better ear (profound impairment) or total loss of hearing in both ears. iii/ The Orthopaedically Handicapped i.e. those who have a severe physically defect of deformity which causes undue interference with the normal functioning of the bones, muscles and joints. b) i/ In case of the blind employees, requests for adhoc allotments will be entertained and examined on merits of each case. ii/ As regards the orthopaedically handicapped requests from only those employees who as a result of their orthopaedic deformity, find it very difficult to move freely, will be entertained and considered on merits. iii/ Request from Deaf employees who fulfill the criteria as given in Para a(ii) above will be considered. c) All requests for allotments should be accompanied by a medical certificate from a Government Hospital indicating the nature and extent of physically handicap. Further, it will be ensured that the applicant was either recruited through the employment Exchange meant for handicapped persons or recruited as a handicapped person. (CIRCULAR NO. PER/78/92-93 DATED 28.11.92) Index Page STAFF SUPERVISING- REIMBURSEMENT OF LODGING EXPENSES TO OFFICERS UNDER REGULATION 41(4)((b) OF THE SBBJ (OFFICERS') SERVICE REGULATIONS, 1979 Please refer to our Circular No. PER/64/1997-1998 dated 01.01.1998 and PER/05/2005-2006 dated 19.04.2005. In terms of the proviso to Regulation No. 41(4) (b) of the SBBJ (Officers') Service Regulations, 1979 actual hotel expenses are considered for reimbursement, subject to single room occupancy


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charges in ITDC hotels of the starred category specifically laid down therein. Where, however, an officer stays in a non-ITDC hotel either because there is no ITDC hotel at the centre or accommodation in the ITDC hotel of the eligible starred category is not available at the centre, then the limits upto which hotel reimbursement should be considered are laid down from time to time. In this connection, the ceilings for reimbursement of hotel expenses to officers while on duty were being fixed in our Bank as per advices received from the Indian Banks' Association (IBA). The ceiling was last revised w.e.f. 7.2.2005. IBA have now advised that on account of boom in the tourism industry, there has been, of late, a great demand for hotel accommodation all over the country, particularly in the metros. This has resulted in the hotel industry raising their room tariff across places. The Personnel Committee of the IBA has now decided that individual banks may, based on needs, decide on higher ceilings on room tariff for reimbursement of hotel expenses to officers of various grades, travelling on duty. Accordingly, in consultation with Corporate Centre, State Bank of India we have examined the matter to arrive at the rates, which are realistic, reasonable, and cover all major 'A' class cities, Area I and other centres. The Executive Committee of the Board at its meeting held on the 13th November, 2007 has decided to revise the rates for reimbursement of hotel expenses w.e.f. 01.06.2007. The revised rates are mentioned as under:-

( Amount in Rs.) Maximum room tariff permissible (Non ITDC Hotels)

Grades Eligibility to stay in ITDC Hotels

Major A class cities Area I Other place

Existing Revised Existing Revised Existing Revised TEGSS I & II 4* Hotel # 8500 # 4250 # 3750 TEGS VI & VII 4* Hotel 4000 6800 2000 3400 1750 3000 SMGS IV & V 3* Hotel 2500 4000 1500 2400 1300 2000 MMGS II & III 2* Hotel

(Non-AC) 1500 2400 1000 1600 800 1200


1000 1600 750 1200 500 800

# For TEGSS I & II, the rates applicable for TEGS VI and above were followed hitherto.

Major 'A' class cities for the purpose are Mumbai, Delhi, Kolkata, Chennai, Ahmedabad,

Hyderabad and Bangalore.

Area I centres are Pune, Nagpur, Surat, Lucknow, Visakapatnam, Kanpur, Patna, Jaipur, Coimbatore,Kochi, Indore, Bhopal, Vadodara, Ludhiana, Madurai, Varanasi and Agra.

Officers in Top Executive Grade – Scales VI and above – who are unable to stay in eligible ITDC hotels in Delhi, Kolkata, Mumbai, Chennai and Bangalore within the permissible room tariff, may be reimbursed actual lodging expenses for staying in other hotels not exceeding 125% of the room tariff of their entitled class at these centres. The above rates are the ceilings upto which the officer may be permitted to stay in a hotel, but the Zonal Heads/Chief Manager, Office Administration Department are advised to arrange for tie-up with the star category non-ITDC hotels and fetch maximum discount possible as was done by the IBA earlier. The officer will be reimbursed the maximum rates mentioned above as per his entitlement or the card rates/tie-up rates of the hotel, whichever is lower. (CIRCULAR NO. PER/ 60 /2007-2008 DATED DECEMBER 01, 2007)


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BOARDING EXPENSES( REGULATION NO. 41) Officer be Reimbursed Boarding expenses at rates given below:- Grade/Scale Eligibility in

ITDC Hotels Boarding Charges 41(4(a) Major Area-I Other Places Rs. Rs. Rs. (w.e.f. 1.6.2005)

TEGS (VI & VII)

4 Star AC 600 550 500

SMGS ( IV & V)

3 Star AC 600 550 500

MMGS II & III 2 Star Non AC

550 500 400

JMGS -I 1 Star Non-AC

550 500 400

(CIRCULAR NO. PER/17/2005-06 DATED 28.6.2005 AND PER/5/2005-06 DATED 19.4.2005)

• Major ‘A” Centers: Mumbai, Delhi, Calcutta, Chennai, Ahmedabad, Bangalore & Hyderabad

• Area -I Centers: Jaipur, Surat, Lucknow, Kanpur, Pune & Nagpur, vishakhapattanam,

Patna, Baroda, Kochi, Indore, Bhopal, Ludhiana, Coimbtore, Madurai, Agra and varanasi) Note: Considering the abnormal increase of room tariff of 4/5 star hotels at Delhi & Mumbai if top executives in Grade Scale VI ,VII above are unable to stay in ITDC Hotels at Delhi and other hotels in 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 tariff of their entitled class at Delhi and Mumbai. (CIRCULAR NO. PER/88/96-97 DATED 17.12.96) It is clarified that the tariffs given above are exclusive of taxes. However, the Service charges levied by hotels in the lodging bills submitted by the officer may be reimbursed, if shown independently, within the limit of room tariff. However such service charges should not be paid if they are over and above the admissible limit stipulated for room tariff. (CIRCULAR NO. PER/94/92-93 DATED 29.1.93 AND PER/125/91-92 9.3.92) Index Page 2. MODE OF TRAVEL AND EXPENSES ON TRAVEL Effective from the date of the Joint Note dated 2.6.2005 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.

(ii) An officer in Middle Management Grade is entitled to travel by 1st Class of AC 2 tier Sleeper by train. He may, however, travel by air (economy class) if the distance to be

Deleted: ¶


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traveled 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.

(iii) An officer in Senior Management or Top Executive Grade is entitled to travel by AC 1st Class by train or by air (economy class).

(iv) 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.

(v) Any other officer may be authorised by the Competent Authority, having regard to the exigencies of business, to travel by his own vehicle or by taxi or by the Bank’s vehicle.

(vi) In terms of H.O. Circular No. Per/8/2005-06 dated 19.5.2005 officers of SMGS-IV and above are not required to obtain separate permission from the competent authority to travel by the Taxi for official purpose.

It has been the experience that while traveling by air the tickets on normal economy class are booked by the officials, whereas, the airlines have offered different categories of fair like Normal, Apex, Check fair etc. It, has therefore been decided vide circular no. Per/ 63 /2006-2007 November 07, 2006 that all concerned officials traveling by AIR on duty will book tickets by Check Fair as per availability instead of normal economy fair to avoid unwarranted expenditure. Zonal Heads, Controllers, Departmental Heads and Branch Managers are to ensure strict compliance of this instruction.

The remaining provisions as in Sub-regulations (2) & (3) of Regulation 41 of Officers Service Regulations shall remain unchanged. Index Page


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3. PAYMENT OF HALLTING ALLOWANCE ON TRANSFER: An officer while on transfer, will, have to make his own arrangements for stay at the place of transfer and reimbursement of halting allowance on transfer is permissible only for the period already prescribed for the purpose i.e. journey period, joining time and period of taking over charge wherever applicable and in exceptional circumstances he may be allowed Halting allowance subject to a maximum of 15 days for stay at the new station. The reimbursement of lodging charges in such cases is not permissible as there is no provision in State Bank of Bikaner & Jaipur(Officers’) Service Regulation for such payment. (CIRCULAR NO. PER/46/2000-01 DATED 10.8.2000) When the rates of halting allowance are revised under Regulation 41(4), the rates of boarding charges under proviso to regulation 41(4) would also automatically get revised. (Circular No. Per/77/95-96 dated 5.12.95) 4. HALTING ALLOWANCE (DAILY ALLOWANCE) REGULATION NO. 41(4)(a) GRADE/SCALE MAJOR ‘A’

(Mumbai, Delhi,Calcutta,Chennai, Ahmedabad, Bangalore, Hyderabad)

Area-I Centers (Jaipur, Surat, Lucknow, Kanpur, Pune, Nagpur)

Other Centers

Rs. Rs. Rs. Officers in Scale IV & Above

600/- 550/- 500/-

Officers in Scale I/II/III

550/- 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 Chennair shall be Rs. 700/-. Provided further that- • Where the total period of absence is less than 8 hours, but more than 4 hours, Halting

Allowance is payable @ 1/2 of the above rates.

• Where lodging is provided at the Bank’s cost/ arranged through the Bank free of cost, 3/4th of the halting allowance will be admissible.

• Where boarding is provided at the Bank’s cost/arranged through the Bank free of cost, 1/2 of the halting allowance will be admissible.

• Where boarding and lodging are provided at the Bank’s cost/arranged through the Bank free of cost, 1/4th of the Halting Allowance will be admissible.

• Where, however, an officer claims reimbursement of actual expenses on boarding and

lodging, he will also be eligible for 1/4th of the halting allowance. Where, however, an officer claims boarding expenses on a declaration basis without production of bills for actual expenses incurred the he shall not be eligible for 1/4 of the Halting allowance.

• A supplementary halting allowance @ Rs. 10/- per day for halt outside headquarters on inspection duty is payable to all inspecting officials.


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• For the purpose of computing Halting Allowance, ‘per diem’ shall mean each period of 24 hours or any subsequent part thereof, 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 hours, ‘per diem’ shall mean a period of not less than 8 hours.

(CIRCULAR NO. PER/27/2001-02 DATED 6.7.2001) 5. PAYMENT OF HALTING ALLOWANCE ON TRAVEL FROM HIGHER AREA TO LOWER AREA

• Referring to Regulation 41(4) of the SBBJOSR 1979, the question as to how the halting allowance is to be calculated in the case of an official who travels from higher area to a lower area and vice versa while on tour or on transfer has been examined by the bank it has been decided that 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 head quarters. Accordingly, if an officer from a 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 period of outward journey and return journey as also for the period of halt and 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 enroot on tour or on transfer.


• Halting allowance will be payable to an officer only where the absence from the headquarters exceeds eight hours a day. Where the place of outstation duty is beyond the municipal limits of the headquarters, an officer will not be entitled to halting allowance if the place of outstation duty is less than 5 kms. from the office. Where, however, the place of outstation duty is within the municipal limits of the headquarters but is at a distance of more than 15 kms from the office, the officer will be entitled to halting allowance. Subject to these conditions, halting allowance will also be payable to officers at half the daily rates provided their absence from head quarters exceeds four hours in a day but is less than eight hours.

• In this connection, we understand that no uniform practice is being followed while

calculating the distance of 5 kms. or 15 kms. in the cases mentioned above. In this connection it is clarified that for the purpose of payment of halting allowance, the distance of 5 kms. when the place of outstation duty is beyond the municipal limits and 15 kms. when it is within the municipal limits should be calculated from the office or the residence depending upon the actual place from where an official travels on temporary deputation.

(CIRCULAR NO. PER/15/77 DATED 16.2.77) Index Page 6. STAFF SUPERVISING : HALTING ALLOWANCE TO OFFICIAL/STAFF FOR OVERSEAS VISITS In the recent past, officers of our Bank have been undertaking visits abroad on official duty. For this purpose, they are allowed Halting Allowance in foreign currency. The scale of foreign


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exchange payable to officials towards per diem Halting Allowance and the mode of calculation of Halting Allowance is laid down as under:- • The proposal for foreign visits will continue to be approved by the E.C of the Bank.

• The proposal, interalia, should mention the number of ‘working days’ for which the official is to

be deputed. The number of days for which the Halting Allowance be paid should not exceed the number of days for which the visit has been approved plus actual transit period not exceeding 2 days. The actual transit period would require to be calculated as follows:-

Upto 4 hours Nil 4 Hours to 8 Hours Half day Over 8 Hours Full day

• After the approval of the visit by the competent authority, the travel plans specifically

indicating scheduled time and dates of departure/arrival as well as the total period of absence of officer from the headquarters be duly approved by the Controlling Authority/ Head of Department.

• In case of any subsequent changes in the itinerary, the approval therefore may be obtained, as far as possible, before departure.

• Halting Allowance on per diem basis be paid on the lines indicated below.

• Halting Allowance in foreign currency (currently denominated in US$) * be paid on per diem basis i.e. for every completed 24 hours of absence from the headquarters to be calculated from the scheduled time of departure ( from India ) to the scheduled time of arrival in India. In case of delay, involuntary re-routing and cancellations, since the carrier concerned takes care of the stranded passengers, no additional Halting Allowance would be payable.

( * For visits to Nepal, H.A. to be paid in equivalent Indian Rupees) • For portions of journeys in the foreign visits performed within India before taking international

flight, the officers would be entitled to halting allowance in Indian rupees on the same rates as allowance in Indian rupees on the same rates as domestic travel. The calculation of this portion of halting allowance would be on the same lines as in Para -(ii) above.

• For the broken part of day, beyond the completed 24 hour period, no Halting Allowance would be payable unless the stay exceeds at least 4 hours in which case the calculation would be on the same lines as indicated in para(ii) above.

• The rates of Halting Allowance payable are all inclusive. Separate claims for payment or reimbursement of expenses on transport, telephone calls, and airport tax lodging and boarding etc., will not be admissible. However, expenses incurred abroad, on obtention of visas for official visits will be reimbursed to the officer concerned.

• In addition to per diem Halting Allowance the officials are eligible to claim lump sum payment of US$ 50 or its equivalent as basic quota for each official trip, except to Bhutan, Bangladesh and Nepal. (CIRCULAR NO. PER/9/98-99 DATED 17.4.98)

DIEM RATES OF HALTING ALLOWANCE FOR OVERSEAS VISITS BY IBOS/IBTOS: S.NO. PURPOSE PAYABLE W.E.F.1.4.2005 1. Business visits for a period not exceeding 45

days in a single trip and participation in


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International Conferences/Seminars:- a) Chairman/MD/DMD

US $ 500

b) CGM/MD US $ 400 c) DGM US $ 350 d) All other officers US $ 300 NOTES: i/. In case where visit is against full hospitality only incidental expenses will be payable at the following rate for the entire period of visit. a. Business visits: US $ 500 (lump sum) for a period not exceeding 10 days where the period exceeds 10 days: US$ 50 per day upto a maximum of 45 days. b. Participation in International Conference/Seminar US$ 500 (lump sum) ii/. In case where hospitality’s limited to only free 60% of the eligible per lodging diem allowance. 2. Training ( for a period not exceeding

30 days) a) In case where free board and lodging are not provided or costs thereof not fully met- US$ 300/- per diem.

b) In cases where lodging alone is provided - 60% of the eligible per diem rate mentioned in ( a) above.

c)In cases where full hospitality is extended - US$ 50 per day ( for incidental expenses) upto a maximum period of 30 days.

3. Inspection Duty( where the stay involved is more than seven continuous days)

a) In cases where free boarding and lodging are not provided or cost thereof not fully met the per diem Halting Allowance payable will be as follows:- CGM/GM US$350 DGM US$ 300 All other officials US$ 250

b) In cases where lodging alone is provided- 60% of the eligible per diem rate mentioned in (a) above.

DIEM RATES OF HALTING ALLOWANCE FOR LOCAL BASED OFFICERS Business visits for a period not exceeding 20

days in a single trip:-

General Scale officials in all scales

a) GROUP A & B

i. Saudi Arabia , Japan, Kuwait & Nigeria. US$ 240 ii. U.A.E., Qatar, Sultanate of Oman, Bahrain, W.

Hemisphere( including West Indies), U.K. -do-


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Continent of Europe, Iran, Libya and Algeria. b) GROUP C& D i. Other Countries US$ 200 ii. Bilateral Group -do- (CIRCULAR NO. PER/25/2005-2006 DATED 4.8.2005, PER/9/98-99 DATED 17.4.99, AND PER/6/2001-2002 DATED 23.4.2001) Index Page 7. REIMBURSEMENT OF TA/DA TO DEFENCE REPRESENTATIVES/DEFENCE WITNESSES AT THE TIME OF ENQUIRY PROCEEDINGS : DEFENCE REPRESENTATIVE IN DEPARTMENTAL ENQUIRIES: • An officer who acts as defense representative will be eligible for grant of TA/DA and special

leave subject to the condition that he comes from an outstation branch within the same state. An exception, however, may be made to the effect that a defense representative from outside the state may be paid TA/DA provided that the bank is satisfied that it is not reasonably possible for the charge sheeted official to get an experienced defense representative from within the same state. No such TA/DA shall be paid when the enquiry is adjourned at the instance of the delinquent officer or his representative.

• Where an officer who defends another officer against whom departmental enquiry is pending, may be paid T.A./D.A. as per Bank’s Officers Service Regulations for the period the enquiry is in session. Such Officer is also entitled for special leave. The above will be subject to the condition that no T.A./D.A. shall be paid when the enquiry is adjourned at the instance of the delinquent officer or his representative.

(CIRCULAR NO. PER/118/80 DATED 26.12.80 AND PER/35/87 DATED 13.4.87) DEFENCE WITNESS: • Every, bank employee/officer who is called to give evidence in a departmental enquiry either

by the bank or the employee against whom the enquiry is being held, will be entitled to payment of TA/DA.

• The officer or authority holding the enquiry shall furnish a certificate, to every person appearing before him to give evidence. The number of witnesses to be called, may be left to the judgment of the enquiry officer.

• Where a prosecution witness is an employee of the bank, he shall be entitled to receive, in respect of the attendance before the authority holding the departmental enquiry, payment of a traveling allowance, halting allowance as if he was on tour. If such witness is an officer then he shall be considered reimbursement of hotel expenses in lieu of halting allowance, as per his eligibility.

• Defense witness, may be paid TA/DA as per entitlement. Reimbursement of lodging and boarding expenses in lieu of halting allowance should not be considered.

• Where a bank official is called to the departmental enquiry to give evidence as to the facts which came to his knowledge in the discharge of his duties, the minimum time required to be spent by him on the journey to and from the place where the enquiry is held and the days on which he is required to remain present before the authority holding the enquiry, shall be treated as duty. However, if the bank official is on leave, the entire time spent by him shall be treated as a part of the leave and he shall not be deemed to have been recalled on duty.


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• Where a bank official is called by an authority holding the departmental enquiry to give evidence as to the facts which have come to his knowledge, at a time when he was not in the bank’s service, he may be paid traveling allowance as provided in Para (i) above

(CIRCULAR NO. PER/36/95-96 DATED 21.8.95) NOTE: TA/DA expenses reimbursed to the Union representatives whenever they are called upon to represent any member of staff in disciplinary case/enquiry proceedings on the basis on the TA bills submitted by them, and it is necessary that all T.A. Bills of the officer attending enquiry proceedings, whether as delinquent employee or in a representative capacity or bipartite talks with the representatives of the Bank should invariably accompany a certificate by the concerned authority disclosing the exact dates of participation and the time at which they were relieved for proceedings back to the headquarters. Such employees must, therefore, obtain this certificate from the concerned Enquiry Officer/concerned Head Office department conducting the negotiations and attach the same with the respective T.A. Bill’s which may be forwarded to the concerned controlling authority for sanction by the respective Branch Managers who will also scrutinize the same. The Branch Managers should ensure that the absence from the headquarters/branch should be only for the duration of the enquiry/negotiations and the normal transit period and absence beyond that will have to be treated as leave for which purpose leave application must be submitted by the concerned employee. The TA bills as above be submitted to the controlling authority for sanction be passed for payment by the Branch Manager after getting the approval from the controlling authority. (CIRCULAR NO. PER/57/82 DATED 5.5.82) Index Page 8. PAYMENT OF TA AND H.A TO BANK EMPLOYEES SUMMONED TO GIVE EVIDENCE IN A CIVIL OR CRIMINAL CASE OR DEPARTMENTAL ENQUIRY IN WHICH THE GOVERNMENT IS A PARTY The members of staff summoned to give evidence in a civil or criminal case or in a departmental enquiry in which the Government is a party should be treated to be on duty during the period spent in complying with the summons. Further, such employees are eligible for TA and HA, as per Bank rules. However, any amount received by the employee from the authorities concerned should be credited to the Charges A/c T.A. (CIRCULAR NO. PER/11/76 DATED 10.3.76) The employees who are summoned to give evidence in their official capacity, or at the instance of special police establishment (CBI) in a civil or criminal case or in a departmental enquiry shall be treated as on duty and for the period spent in complying with summons and shall be eligible for traveling allowance as per Rules. (CIRCULAR NO. PER/85/81 DATED 1.4.81)


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9. REIMBURSEMENT OF EXPENSES FOR ATTENDING AND DEFENDING DISCIPLINARY CASES The matter in regard to reimbursement of expenses for attending and defending disciplinary cases to retired officers has been examined by the Bank in consultation with State Bank of India, Central Office and it has been decided to prescribe the following guidelines for the purpose:- i. If the presence of the retired officials is required by the Bank or Government agencies like CBI

in departmental/judicial proceedings for confirming documents signed by them in their official capacity/as witness, etc., they may be reimbursed with the travel and incidental expenses as would have been paid had they been in active service.

ii. When departmental proceedings are initiated against an officer under provisions of Rule 19(2)of State Bank of Bikaner and Jaipur Officers Service Regulations 1979, before he reaches superannuation, he shall be deemed to be in service even after the date of superannuation for the purpose of continuance and conclusion of such proceedings. As such he is entitled for travel expenses, halting allowance and lodging / boarding charges as paid to the official inactive service.

iii. If the Government agencies propose to initiate criminal proceedings against an official of the Bank, they can do so only after the Bank accords necessary sanction for prosecution. In such cases, the official proceeded against is eligible for the travel expenses and other incidental charges for attending the judicial proceedings from the Bank. However, he is not eligible for reimbursement of expenses, if any, incurred by him on engaging services of a lawyer or other professionals. If such an officer retires during pendency of the proceedings, he would continue to get reimbursement of eligible expenses as if he is in active service.

iv. An official may have to face judicial proceedings after retirement when sanction from the Bank for prosecution is not required. Accordingly, these officials against whom judicial proceedings are instituted after retirement and have to attend such cases in the Court of Law form outstations may be allowed T.A. on tour ( including daily allowance for halts), for the journey they have to perform from their home town/place of residence to the place of judicial proceedings in terms of the Government guidelines as under , as in the case of departmental enquiry, if they are honorably acquitted by the Court.

Index Page 10. GOVERNMENT GUIDELINES: TA FOR ATTENDING DEPARTMENTAL ENQUIRY INSTITUTED AFTER RETIREMENT • A retired Central Government servant required to attend Departmental Enquiry instituted

against him may be allowed traveling allowance as on tour by the shortest route for the journey in connection with the enquiry from his ‘ home town’ ( declared as such for the purposes of the Leave Travel Concession to Central Government servants) to the place of enquiry and back. Alternatively, in case the person concerned has taken up residence after retirement at a place other than his ‘home town’ he may be allowed traveling allowance for journeys from such place of residence to the place of enquiry and back. The place of residence means the place for which post retirement T.A. claim was drawn or the place (Bank/Treasury) from which pension is being drawn. However, if at the time of receipt of summons, the retired Government servant is at a place different from his ‘home town’ or place or residence, the traveling allowance should be restricted to the shorter of the two journeys between that place to the place of enquiry and the ‘home town’ place of residence to the place of enquiry.

• The traveling allowance shall be regulated in accordance with the pay of the post held by the retired Government servant immediately prior to retirement.


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• No advance of traveling allowance should, however, be paid in connection with such journeys.

(CIRCULAR NO. PER/77/2000-2001 DATED 29.11.2000) Index Page 11. RECORDING OF EVIDENCE- PAYMENT OF TA/DA AND OUT OF POCKET EXPENSES TO RETIRED OFFICER OF THE BANK Whenever retired officers are being called for recording of their evidence on behalf of the Bank in court cases/disciplinary proceedings etc; they incur some expenses. At present there are no specific instructions regarding reimbursement of such expenses to the retired officers of the Bank. It is clarified that TA/DA to retired officers of the Bank, whenever they attend on behalf of the Bank, the court, disciplinary proceedings, domestic enquiries may be allowed TA/DA on the following lines:- • the retired officers, if called by the Bank, for evidence at places other than the places where

they have settled after retirement, may be paid halting allowance, reimbursement of actual lodging and boarding expenses in addition to the reimbursement of actual conveyance expenses as applicable to their grade on the date of their retirement.

• the retired officers attending local court cases/disciplinary cases on behalf of the Bank may, in addition to reimbursement of actual conveyance expenses as above, be also paid a lumpsum amount of Rs. 60/- per day.

• the provision of reimbursement as contained in (a) and (b) above will also hold good when retired officers are summoned by CBI as prosecution witness on behalf of the Bank in their offices/Courts.

(CIRCULAR NO. PER/77/94-95 DATED 21.2.95) Index Page 12. OUT OF POCKET EXPENSES I) DEPUTATION WITHIN MUNICIPAL LIMITS: FOR JOURNEYS COMPLETED ON THE SAME DAY:: An officer may be permitted to claim reimbursement of out of pocket expenses subject to half the halting allowance or Rs.275/- per day whichever is lower provided he travels for the following distance and remains away for atleast 4 hours including journey period. Particulars Distance i) Where an officer proceeds from office At least 15 kms away from office and 5 kms

away from residence ii) Where an officer proceeds from residence At least 15 kms away from residence and 5

kms away from office These instructions will be effective from the 17th February, 2007. Other terms and conditions will remain unchanged. (CIRCULAR NO. PER/102/2006-2007 dated March 15, 2007 and Per/56/1997-1998 dated 17.11.1997)


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II) Others Officers posted at Airport offices, Service Branches, MICR Branches and SWIFT Centers and are required to work before 8 AM or after 8 PM may be reimbursed out of pocket expenses upto Rs.200/- per day for the days they work before 8 a.m. or after 8 p.m. . Further, officers at branches having extended business hours, i.e. Branches which remain open for business before 8 a.m. or after 8 p.m. in accordance with working hours, may also be reimbursed out of pocket expenses for the days they work before 8 a.m./after 8 p.m. (CIRCULAR NO. PER/43 /2007-2008 DATED AUGUST 27, 2007, PER/ 49 /2001-02 DATED 11.9.2001) 13. CASH COMPENSATION TO OFFICERS HOLDING JOINT CUSTODIAN CHARGE FOR LATE SITTING Officers holding charge of joint custodian are eligible for reimbursement of Rs. 75/- per day whenever Head cashier is required to work overtime in connection with cash work. (Per/13/2004-2005 dated 15.4.2004) STAFF SUPERVISING: IMPLEMENTATION OF AGREED ITEMS OF THE BIPARTITE MEETING HELD WITH ABOA UNIT SBBJ ON 22.08.2009 AT THE HEAD OFFICE Based on the discussions held in the Bi-partite meeting with the representatives of the Associate Banks' Officers' Association unit State Bank of Bikaner and Jaipur on 22nd August 2009, it has been decided to extend the following facilities to the officers with effect from 1st September, 2009. OUT OF POCKET EXPENSES PAYABLE TO OFFICERS FOR LATE SITTING 1. In terms of Head Office Circular No. PER/58/1997-98 dated 17.11.1997 and Per/45/2004-2005 dated 30.09.2004 a sum of Rs.75/- per day is being paid as out of pocket expenses towards dinner and transportation to officers who sit late beyond 8.30 p.m. The above sum of Rs.75/- was revised to Rs.100/- per day vide Head Office Circular No. Per/8/2005-2006 dated 19.05.2005. 2. In this regard, it has now been decided to revise the ceiling of reimbursement of out of pocked expenses to Rs.200/- per day maximum for 10 days in a month in case of administrative exigencies so warranted and payable to the officers who have to sit late. Reimbursement of amount will be on actual basis and will not exceed for 10 days in a month under any circumstances. Further, notwithstanding contained herein above referred circulars, it is to be ensured that no other out of pocket expenses will be paid otherwise payable under this circular and this circular's instruction will supersede all above referred circular instructions in this regard. 3. The authority structure to sanction the out of pocket expenses, maximum for 10 days in a month, is as under: - For officers posted at Head Office and its Establishments Chief Manager, Office Administration (after due verification by Head of respective Departments,) For officers posted at Zonal Offices and its Establishments (Including spin of Regions) Office Manager (after due verification by Chief Manager, DGM Sectt / AGM Sectt) For officers working at Branches Branch Head (For Branch Head – Chief Manager(G.B.) /Controller of the Branch)


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4. The Controllers/Departmental Heads at Head Office/ Administrative Offices/Branch Managers to ensure that bare minimum officer(s) is/are required to sit late and the expenses are kept at the minimum possible level. Circular No. Per/51/2009-2010 dated 23.9.2009 STAFF SUPERVISING: IMPLEMENTATION OF AGREED ITEMS OF THE BIPARTITE MEETING HELD WITH ABOA UNIT SBBJ ON 22.08.2009 AT THE HEAD OFFICE : CLARIFICATION OUT OF POCKET EXPENSES PAYABLE TO OFFICERS FOR LATE SITTING We refer to H.O. Circular No. PER/51/2009-2010 dated 23.09.2009 wherein out of pocket expenses payable to officers for late sitting was advised. 2. In this regard, we further clarify that Circular No. PER/51/2009-2010 dated 23.09.2009 will also supersede the provision of Circular No. PER/13/2004-05 dated 15.04.2004 vide which cash compensation @ Rs. 75/- per day is being reimbursed to joint custodian for late sitting whenever Head Cashier is asked to work overtime. 3. Further, the authority to sanction the out of pocket expenses, maximum for 10 days in a month, for Head Office Establishments situated out side the Head Office will be the salary disbursing authority of that establishment. Circular No. PER/56/09-10 dated 06 October 2009 Index Page


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14. CONVEYANCE ALLOWANCE/REIMBURSEMENT OF CONVEYANCE EXPENSES:

REIMBURSEMENT OF PETROL EXPENSES ON PRODUCTION OF ACTUAL RECEIPTS FOR THE OFFICERS MAINTAINING VEHICLES: Limit for reimbursement of petrol cost per month (subject to production of bills) for use of own vehicle (figures in litres p.m.) is as under:-

(i) OFFICERS OWNING CARS The Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached between Top Management and ABOA at the Bi-partite meeting held at Kumarkom on 22.02.2010, has advised that the ceiling of reimbursement of conveyance expenses on actual receipt basis for the supervising staff owning cars be revised. The revision has been effected at the following rates: ACTUAL RECEIPT BASIS: Reimbursement of petrol expenses on production of actual receipts for the officers maintaining vehicles: Limit for reimbursement of petrol cost per month (subject to production of bills) for use of own vehicle (Figures in litres p.m.) TABLE I Officers owning cars Category of Officers / Particulars

Area - I Area - II Other Centres

A) SMGS IV & V Existing limit 100 lts. 90 lts. 80 lts. Revised limit 105 lts. 9580 lts. 85 lts. B) MMGS-III Existing Limit 92 lts. 82 lts. 72 lts. Revised Limit 95 lts. 85 lts. 75 lts. C) MMGS-II Existing Limit 77 lts. 72 lts. 67 lts. Revised Limit 80 lts. 75 lts. 70 lts.

(Circular No. PER/102/09-10 dated 10 March 2010 , and Circular No. PER/10/2009-10 dated 30.04.2009 & Circular No. PER/28/2009-10 dated 30.06.2009) JMGS-I : BMs / MANAGER OF DIVISION / ASSTT. MANAGER (ACCOUNTS) / ASSTT. MANAGER (ADVANCES) / SYSTEM ADMN./PROJECT OFFICER AND OTHER OFFICERS WHO HAVE PUT IN AT LEAST SEVEN YEARS OF SERVICE IN THAT GRADE. Existing Limit 45 lts. 40 lts. 35 lts. Revised Limit 55 lts. 50 lts. 45 lts.

(ii) OFFICERS OWNING SCOOTERS / MOPEDS Category of Officers / Particulars Area - I Area - II Other Centres ALL OFFICERS OWNING SCOOTERS REFERRED TO IN (i) ABOVE Existing Limit 35 lts. 30 lts. 25 lts. Revised Limit 45 lts. 40 lts. 35 lts. ALL OFFICERS OWNING MOPEDS REFERRED TO IN (i) ABOVE


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Existing Limit 30 lts. 25 lts. 20 lts. Revised Limit 35 lts. 30 lts. 25 lts.

Monetary ceilings on reimbursement of expenses to those officers who maintain vehicles and claim the expenses on certificate basis (Revised w.e.f. 1/11/2006)

Category of Officers / Particulars Area - I

Rs. P.M. Area - II Rs. P.M.

Other Centres Rs. P.M.

(A)CAR OWNERS SMGS-IV & V Existing limit 1325 1150 980 Revised limit 1475 1300 1130 MMGS-III Existing Limit 1325 1150 980 Revised Limit 1475 1300 1130 MMGS-II Existing Limit 1035 980 805 Revised Limit 1185 1130 955 JMGS-I : BMs / MANAGER OF DIVISION / ASSTT. MANAGER (ACCOUNTS) / ASSTT. MANAGER (ADVANCES) / SYSTEM ADMN./PROJECT OFFICER AND OTHER OFFICERS WHO HAVE PUT IN AT LEAST SEVEN YEARS OF SERVICE IN THAT GRADE. Existing Limit 665 575 490 Revised Limit 815 725 640 B) OWNERS OF TWO WHEELERS ALL CATEGORIES OF OFFICERS REFERRED TO IN (A) ABOVE Existing Limit 665 575 490 Revised Limit 815 725 640

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 EXISTING LIMIT

Rs. P.M. REVISED LIMIT

Rs. P.M. SMGS IV & V 810 960 MMGS-II & III 635 785 JMGS-I 460 610 OFFICERS JMGS I WHO HAVE PUT IN 5 YEARS OF SERVICE OR DRAW BASIC PAY OF RS 13820/-OR ABOVE BUT LESS THAN 7 YEARS OF SERVICE (Revised w.e.f. 1/11/2006) Limits for reimbursement of petrol expenses on production of actual receipts for the officers maintaining vehicles: For Use of Own Vehicle (Figures in litres per month) Area-I Area-II Other Centres i) Officers owning car Existing

Revised 40 lts. 50 lts.

35 lts. 45 lts.

30 lts. 40 lts.

ii) Officers owning scooters Existing 30 lts. 25 lts. 20 lts.


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Revised 40 lts. 35 lts. 30 lts. iii) Officers owning mopeds Existing

Revised 25 lts. 30 lts.

20 lts. 25 lts.

20 lts. 25 lts.

OFFICERS JMGS I WHO HAVE PUT IN 5 YEARS OF SERVICE OR DRAW BASIC PAY OF RS 13820/- OR

ABOVE BUT LESS THAN 7 YEARS OF SERVICE (Revised w.e.f. 1/11/2006) Monetary ceilings on reimbursement of expenses to those officers who maintain vehicles and claim the expenses on certificate basis

Amount in Rs. per month Area-I Area-II Other Centres i) Officers owning car

Existing Revised

575 725

500 650

425 575

ii) Officers owning two wheelers

Existing Revised

575 725

500 650

425 575

The ceiling of Rs. 460/- P.M. for all officers in JMGS I including Probationary Officers and promotee officers who have put in less than 5 years of service in terms of H.O. Circular No. Per/44/2006-2007 dated 04.09.2006 has also been revised to Rs. 610/- P.M. w.e.f. 01.11.2006. Henceforth, executives in TEGS VI and above shall not be entitled for availment of this facility because they are provided with official car with permission to use for personal purposes also. The above increase in ceiling of reimbursement of conveyance expenses will be effective for the expenditure-incurred w.e.f. the 1st November 2006. (Circular No. Per/ 85 /2006-2007 December 20, 2006, Circular No. PER/55/2004-2005 dated 05.11.2004, Per/85/2004-2005 dated 29.03.2005, Per/10/2006-2007 dated 27.04.2006 and Per/44/2006-2007 dated 04.09.2006) RATIONALISATION OF REIMBURSEMENT OF CONVEYANCE EXPENSES As per the extant instructions, the eligible Officers in JMGS-I to SMGS-V are being reimbursed conveyance expenses as per the ceiling stipulated from time to time. There are 3 ways of claiming reimbursement of such expenses:

• Officers maintaining vehicle claim reimbursement on production of money receipt, • Officers maintaining vehicle claim reimbursement on certificate basis, • Officers not maintaining vehicle and using public transport claim reimbursement on

certificate basis. The ceilings in respect of the above have been lastly revised vide our Circular No.PER/85/2006-07 dated 20.12.2006. In this connection, SBI, Corporate Centre Mumbai has advised that in view of practical difficulties faced by the officials in claiming reimbursement of conveyance expenses as stated in 1(i) above, the bank may dispense with the requirement of production of money receipt. Bank has examined the matter in view of the foregoing, and it has been decided that officers claiming reimbursement of conveyance expenses on production of money receipt, as mentioned at 1(i) above may be permitted to claim on declaration basis. Reimbursement will be made on the basis of the rate prevailing on the last day of the month and the same will be ascertained by the establishment paying the bill. Reimbursement of petrol may be upto high octane with the brand Power / X-tra premium . Exotic brands with higher prices will not be permissible. The


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aboveinstructions will be effective for expenditure incurred during the month of April 2009 and onwards. Those officers who are at present claiming reimbursement on certificate basis as mentioned in 1(ii) and 1(iii) above, will continue to get the existing eligible amount until they change their vehicle or change their residence or join a new place of posting in terms of our Circular No. PER/23/83 dated 09.03.1983. Circular No. PER/10/09-10 30 April 2009 ,PER/94/1990-91 dated 20.02.1991, Circular No.PER/44/2001-02 dated 05.09.2001, Circular No. PER/30/2001-02 dated 07.07.2001, Circular No. PER/55/2004-05 dated 05.11.2004. Keeping in view that high-octane fuel is now 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, the eligible officers may be reimbursed petrol expenses within their entitlement the cost of high-octane fuel on actual consumption basis w.e.f. 1.3.2004 (CIRUCULAR NO. PER/88/2003-2004 DATED 25.2.2004 Index Page 15. Joining time cannot be treated as on duty for the purpose of reimbursement of conveyance expenses. 16. MINIMUM ELIGIBILITY FOR CONVEYANCE REIMBURSEMENT: Officers completing 5 years service or drawing a basic pay of Rs. 13820/- (old 9820/-) will be eligible to draw reimbursement on consolidated basis. Thus TO’s fitted at Rs. 13820/- (old 9820/-) will be eligible for the same during their probation period also. Index Page 17. GENERAL GUIDELINES FOR CLAIMING CONVEYANCE REIMBURSEMENT: • With the coming into force of SBBJOSR 1979 determining the service conditions of officer of

our Bank, all other rules/practices in respect of reimbursement of conveyance expenses will stand revoked. Hereafter, expenses incurred by any officer on conveyance at the place of his posting for official purposes will need to be reimbursed only on an actual basis, However, having regard to the past experience and with a view to eliminating avoidable administrative work in scrutinizing the bills submitted by the officials both before payment and at the time of audit, it would be in order to make reimbursement of such actual expenses for short journeys within a radius of 8 kms (now revised to 10 Kms.). on a consolidated basis to officers , who are required in performance of their duties to incur expenses on conveyance. For this purpose, the officers have been divided into two categories (1) Those who do not own vehicle and (2) those who own vehicle

• It should be noted that such reimbursement on consolidated basis will be subject to the specified conditions that the claims within limits represent actual expenses and should not become source of profit . It is also the intention that such practice or reimbursement of actual expenses should not degenerate into an automatic payment of a fixed amount on a certificate basis.

[CIRCULAR NO. PER/17/80 DATED 31.3.80 • It is clarified that reimbursement of conveyance expenses on consolidated basis may be

claimed by eligible members of supervising staff only within the specified ceilings. Where, however, the officers do not fall under the specified categories or where the actual expenses


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in performance of official duties exceed the prescribed ceilings such expenses may be considered on submission by the concerned officer of detailed bills.

[CIRCULAR NO. PER/107/80 DATED 16.12.80] • Those officials who have given the option for reimbursement of conveyance expenses on the

basis of having maintained a car, scooter and motor-cycle , are usually unable to use their self driven vehicle for going to the railway station/air port/transport terminal while proceeding outstation on official duty although these may be within a radius of 8 kms ( now revised to 10 Kms)It has, therefore, been decided that officials who have given the option for reimbursement of conveyance expenses on the basis of having maintained a vehicle are also eligible for the reimbursement of the expenses to a reasonable extent incurred by them for going to the railway station/air port / transport terminal, although these might be within a radius of 8 kms ( now revised to 10 Kms.)

(CIRCULAR NO. PER/2/76 DATED 9.1.76) Index Page • For the second category of officers viz. those who maintain vehicles, reimbursement is made

on a different scale i.e. can claim reimbursement of conveyance expenses incurred while on duty either by way of specified monetary amounts or petrol charges [ against production of actual receipts]. This option can be exercised only once and is not allowed to be changed unless there is a change in [i] residence of an officer or [ii] vehicle or [iii] place of posting.

• However, as no guidelines have been laid down as to the maximum time within which an officer can exercise the aforesaid option it has been represented that specific period for the same be prescribed. Accordingly, the matter was examined and it was decided that a period of one month from the date of occupying a new residence or change of posting or acquiring of new mode of transport, would be sufficient for an officer to exercise his option. Accordingly, if an officer does not exercise option within stipulated period of one month it may be presumed that he is content with the existing option and no change may be permitted thereafter.

[CIRCULAR NO. PER/119/87 DATED 23.11.87] • Officers can be reimbursed cost of ordinary petrol only (and not high-octane fuel, whose cost

is substantially higher than ordinary petrol)).Further, cost of Mobil/motor oil is also not reimbursable by the Bank, under the above scheme.

[CIRCULAR NO. PER/26/90-91 DATED 13.7.90] • For the purpose of reimbursement of conveyance expenses the categories of centers be

decided as per 1991 population figures. [CIRCULAR NO. PER/11/94-95 DATED 31.5.94] • The officer may opt for either monetary amount or petrol reimbursement. The option can be

exercised only once and will not be allowed to be changed unless there is a change in the residence of the officer or change in vehicle, or when the place of posting is changed.

[CIRCULAR NO. PER/23/83 DATED 9.3.83] • On account of substantial increase in the cost of petrol since 1989, the officers were given

one more opportunity to change their option, as a special case. Such revised option will be effective from the date of request and it must be exercised latest by the 31st March 1993.

[CIRCULAR NO. PER/111/92-93 DATED 16.3.93]


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• Officers opting for reimbursement of petrol charges will be required to produce receipts,

vouchers along with the monthly certificate claiming reimbursement. Further, the cost of petrol will not include cost of engine oil.

• All officers who have put in at least 5 years of service irrespective of their incumbencies and basic pay will be eligible for reimbursement.

• As regards the entitlement of officers who are called upon to officiate in higher scale/ grade positions, whenever an officer is called upon to thus officiate for a fixed period, he will not be entitled to claim reimbursement at a rate applicable to the higher scale/grade post. However, where under special circumstances he is required to officiate on a more or less regular basis without stipulating any fixed period, he may claim reimbursement at a rate applicable to the scale/grade in which the relative post has been categorised, Further, officers who are otherwise not entitled to reimbursement of conveyance expenses will be eligible to claim such reimbursement if they act in the position of a Branch Manager or Manager of a division, provided the acting arrangement continues for a minimum period of one calendar month. Where the arrangement is for less than one month, the concerned officials should claim the actual expenditure incurred by them on official visits etc. in the usual manner.

[CIRCULAR NO. PER/9/84 DATED 31.1.84] • Eligible officials who maintain a vehicle, which requires both registration under the Motor

Vehicle Act as also taking out of a driving license, may be permitted to claim reimbursement of conveyance expenses incurred by them in the discharge of the official duties on a consolidated basis.

[CIRCULAR NO. PER/20/81 DATED 31.3.81] • No conveyance expenses are payable to any officer for local deputation as they are

required to go directly to the place of deputation.

[CIRCULAR NO. PER/22/81 DATED 2.4.81] 18. REIMBURSEMENT OF CONVEYANCE EXPENSES - ASSIGNMENT OF ASSTT. MANAGER (SYSTEMS) One year's operational experience as Field Officer/Accountant/ Dy. Manager/Manager of a Division/Branch Manager is required for promotion from JMGS-I to MMGS-II and the position of System Administrators are included as operational assignments respectively. Accordingly, Asstt. Managers (Systems) in specialist cadre and officers in general cadre working as project officers be considered as operational assignments and accordingly are eligible for the benefit of reimbursement of conveyance expenses. (Circular No. PER/ 11 /2006-2007 dated May 04, 2006) The above guidelines will be implemented with immediate effect Index Page 19. ACCUMULATION OF THE PERMISSIBLE QUOTA OF PETROL: Officers who are obtaining reimbursement of petrol charges are in some months unable to take full reimbursement because of lack of official visits. However, in the following months when they have to pay larger number of visits, they stand to lose for the reason that the petrol quota proves inadequate. Accordingly, if an officer owns a vehicle [4 wheelers or 2 wheelers] and has opted


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for reimbursement of petrol charges, he may be permitted to accumulate the permissible quota of petrol subject to the following:- • 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] and 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 the quota to the month of April.

• Where an officer proceeds on long leave [say exceeding two weeks in a month], it will not be permissible to carry over the unavailed quota in respect of that month.

[CIRCULAR NO. PER/100/87 DATED 24.9.87]

Index Page 20. REIMBURSEMENT OF CONVEYANCE EXPENSES TO OFFICERS POSTED AT RURAL BRANCHES WHEN THE JOURNEY EXCEEDS 10 Kms. A question has arisen whether an officer posted as Manager of rural branch is eligible for traveling expenses and halting allowance for visiting a place within 8 kms. from his headquarters but outside the village/municipal limits. It is clarified that the concerned official is not entitled to reimbursement of travelling expenses/conveyance expenses in respect of journeys undertaken by him within a radius of 8 kms. (now revised to 10 Kms) from the branch as he is already being reimbursed the conveyance expenses on consolidated basis. As for payment of halting allowance is concerned, the same may be considered on the lines indicated in head office circular no. Per/56/97-98 dated 17.11.97 which, interalia, stipulates to pay out of pocket expenses subject to a ceiling of half of halting allowance or Rs. 100/- per day whichever is lower to an officer who is deputed locally and proceeds from the office to a distance of at least 15 kms. from office and 5 kms from residence and vice-versa. The payment will be subject to the condition that the absence is of a period of at least 4 hours and on furnishing a certificate that the amount has been actually incurred [CIRCULAR NO.PER/34/82 DATED 13.3.82, PER /29/83 DATED 24.3.83 and PER/56/97-98 DATED 17.11.97] 21. Such of the technical officers who are drawing a basic pay of Rs.1200/- p.m.[9820/- being the basic pay in revised scales] and above and who have been specifically designated as F.O. and are performing the duties including cash collection and who are not using Bank’s vehicles for the purpose may be reimbursed conveyance expenses on consolidated basis even when they do not own vehicles. [CIRCULAR NO. PER/46/82 DATED 17.4.82] Index Page 22. SCHEME FOR REIMBURSEMENT OF OUT-OF-POCKET EXPENSES TO OFFICERS INVOLVED IN BRANCH COMPUTERISATION PROCESS

• It is observed that during the process of computerisation of Branches, the officers at 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.


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• The matter has been examined and it has been decided that in case, the officers involved in computerisation process are required to sit late, say beyond 8.30 p.m. they will be reimbursed with the cost of dinner/transport not exceeding Rs.100/- per day say for 1 or 2 weeks before and after the branch goes live. This provision would be applicable to other officers on such other days also when they have to sit beyond the stipulated hours as aforesaid to sort out the problems,. However, such instances should not normally exceed 2 to 3 days in a month.

[CIRCULAR NO. PER/58/97-98 DATED 17.11.97, PER/8/2005-06 DATED 19.5.2005]

• It is observed that during the process of implementation of core banking solution at Branches, the officers at many a times are required to sit late for core banking solution related work as the deadline for completing the process are required to be met. The matter has been examined by the Bank and it has been decided to reimburse the out of pocket expenses to offcers involved in process of Core Banking Solution in the same manner as was provided to officer involved in computerization process. Accordingly, the out of pocket expenses towards dinner/transport not exceeding Rs.100/- per day may be reimbursed to officers sitting late beyond 8.30 p.m. for 1 or 2 weeks before and after the implementation of Core Banking Solution at branches depending upon the business and availability of supervising staff at the Branch.

(CIRCULAR NO. PER/45/2004-2005 DATED 30.9.2004. PER/8/2005-06 DATED 19.5.2005 AND CIRCULAR NO. PER/58/97-98 DATED 17.11.97) Index Page 23. COMPENSATION TO OFFICERS WHO ARE CALLED UPON TO WORK ON HOLIDAY/SUNDAY Rs. 750/- may be reimbursed to officers towards expenses on conveyance, out-of-expenses/lunch expenses to those officers who are called by the Bank to attend seminars/special conference or on any othe rexigencies of work on Sundays/Holidays/weekly-off-days. Further:-

i) For working on Sundays/Holidays/Weekly-off days, prior permission in writing of the controlling authority not belowthe rank of Asstt. General Manager must be obtained.

ii) The Officers eligible to be reimbursed out-of-pocket expenses as mentioned above will be entitled for compensatory off too, in lieu of working on Sundays/ Holiday/Weekly-off-days.

iii) When an officefr attends seminar/attending special conference or on any other exigencies of work on Suday/Holiday/Weekly-off day at a place other than his/her place of posting as he/she is being on official tour, the rofficer will not be reimbursed out-of-pocket expenses of Rs. 750/-

iv) Such expensesmay also be reimbursed when the Branch is kept open at the instance of RBI/Govt./IBA on a Sunday/Holiday/Weekly-off days.

(CIRCULAR NO. PER/13/2004-2005 DATED 15.4.2004) Index Page 24. REIMBURSEMENT OF CONVEYANCE EXPENSES FOR DIESEL DRIVEN VEHICLES In the case of diesel driven cars the cost of prescribed quantity of diesel, instead of petrol, will be reimbursed i.e if an officer is eligible for reimbursement of 35 litres of petrol per month, he will be also entitled to be reimbursed the cost upto 35 litres of diesel. There will however be no change in the amount reimbursable to those who opt for consolidated cash amount. [CIRCULAR NO. PER/82/99-2000 DATED 6.12.1999] Index Page


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25. PAYMENT OF CONVEYANCE ALLOWANCE TO THE BLIND AND ORTHOPAEEDICALLY HANDICAPPED EMPLOYEES Conveyance allowance @ 5% of Basic pay subject to a maximum of Rs. 200/- p.m. may be paid to the blind and orthopaedically handicapped employees . This allowance would not be admissible to those blind and orthopaedically handicapped employees who are receiving any kind of separate conveyance allowance for travel between residence and place of work under bank level scheme/arrangement ( other than the transport allowance under bipartite settlement), which is higher than the conveyance allowance payable to them under this scheme. The eligible officer who are provided with bank’s vehicle for use of the same for travel between office and residence will not be eligible for conveyance allowance. Eligible officers who are allotted residential accommodation in the same campus as the branch/office of the bank will not be eligible for allowance. (CIRCULAR NO. PER/116/2001-2002 DATED 21.3.2002) Index Page 26. TRANSFER, TRAVELLING ALLOWANCES ETC. ( REGULATION NO. 45(2)(i)(a) AND REIMBURSEMENT OF EXPENSES TOWARDS TRANSPORT OF PERSONAL EFFECTS ON TRANSFER TO AN OFFICER : AMENDMENT IN REGULATION NO. 45 (2) (ii) OF SBBJ (OFFICERS') SERVICE REGULATION, 1979. In terms of HO Circular No. PER/5/2007-2008 dated 18.04.2007 guidelines were issued regarding reimbursement of expenses towards transport of personal effects on transfer to an officer which provides that an officer on transfer is eligible for being reimbursed expenses for transporting his baggage on goods train upto the following limits: Pay Range Where an officer has

family Where an officer has no family

i. Rs.10,000/- per month to Rs.13,820/- p.m.

3000 kgs 1500 kgs

ii. Rs.13821/- p.m. and above Full wagon 2500 kgs In terms of Regulation 45 (2) (ii) of SBBJ (Officers') Service Regulations, 1979 if an officer eligible for full wagon avails of the 'container service' by Railways, he will be reimbursed actual charges for one container if he is in the 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. It was also advised that the maximum limit in cases where 'full wagon' is applicable shall normally be 60 quintals (6 tonnes) by goods train. However, if the expenses incurred are beyond such maximum, the Bank may, keeping in mind the hardships involved to the officer concerned reimburse the actual expenses incurred on the basis that the minimum charges for transport of goods in an 8 wheeler wagon which would be 120 quintals (12 tonnes) provided the baggage is transported through approved transport operators. Further, it was advised that freight rates being quoted by the Railways w.e.f. 01.04.2005 is for weights of goods transported in tonnes relative to the distance as against in quintals as hitherto. Consequently the rates of reimbursement of expenses on transfer to an officer in shifting his personal effects between the two places by approved lorry transport, even if the two places are connected by train, was revised as under subject to the weight stipulations mentioned in the officers' Service Regulations: Distance in kilometers Rate in Rupees per tonne per kms. i. Upto 2000 kms Rs. 1.40 ii. Beyond 2000 kms Rs. 1.10


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(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.) Keeping in view the fact that above prescribed rate is below the present prevailing market rate as a result of which the officers are being rendered out of pocket while transporting of goods through an approved transport operator, we have examined the matter in consultation with Corporate Center, State Bank of India /IBA and observed that the revision has been necessitated due to the following reasons:

(i) The IBA rates have been fixed on the principle that distance and tariff have inverse relationship. But for shorter distances the transport operators are generally charging higher rates than the one fixed by the IBA as the rates do not appear to be profitable for them.

(ii) The IBA has fixed the rates taking into account various tonnages and distances.

The maximum entitlement of an officer is of 12 tonnes. Therefore, if an officer is transporting luggage at a distance of 1000 kms, he is being reimbursed maximum of Rs.12 X 1000 X 1.40 = Rs.16,800/-. But the IBA has not taken into account the fact that furniture and fixtures in our Bank are required to be carried by the officer to the next place of posting. The charges of transport operators for container services increases with the increase in carrying capacity. For increased number of items, higher container capacity is needed.

(iii) For hilly terrains, IBA has agreed that the Bank may, having regard to number

of transfers that take place annually into and out of such places take an informed decision.

(iv) An officer on transfer is eligible to draw a lumpsum amount for expenses

connected with packing, local transportation and insurance of baggage. At present, officers in Top and Senior Management are reimbursed Rs.8,750/- and officers in Middle and Junior Management are reimbursed Rs.7,000/- towards such expenses. Due to introduction of new furniture and fixtures scheme the expenses on packing, insurance etc. have increased substantially. Nowadays, good quality packing materials are being supplied by the packers and the charges thereon have gone up considerably. Therefore, the lumpsum transfer allowance needs revision.

Accordingly, the Executive Committee of the Banks Board at its meeting held on 10.01.2008 has decided to modify Regulation 45 (2) (ii) and Regulation 45 (3) of SBBJ (Officers') Service Regulations, 1979 as under subject to weight stipulation as mentioned in para 2 & 3 above: (i) Hilly terrain : The officers may be reimbursed @ Rs.4.20 per k.m. per tonne i.e. three times the present rate for transfers into and out of hilly terrains : Example : Existing (distance 425 kms.) Revised (distance 425 kms.) 1.40 X 425 X 12 = Rs.7140/- 4.20 X 425 X 12 = Rs.21420/- Here, it is to be noted that if the transfer is from say, Mussoorie to New Delhi, then the rates for Mussoorie to Dehradun would be Rs.4.20 per tonne per km. and for the rest distance the rates mentioned for "other than hilly terrain" will be followed. This example is only illustrative and not exhaustive. As there are topographical issues involved in this, therefore, the Zonal Head shall decide which places come under the hilly terrains in their respective Zones and issue suitable


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clarifications in this regard. Other Zones/Offices may get clarification about topographical issues of particular center from the concerned Zone where the center situated. (ii) Other than Hilly terrain : a) The officers transferred to shorter distances in places other than hilly terrain may be reimbursed @ Rs.2.80 per k.m. per tonne i.e. two times the present rate upto 600 kms: Example : Existing (distance 600 kms.) Revised (distance 600 kms.) 1.40 X 600 X 12 = Rs.10,080/- Rs.2.80 X 600 X 12 = Rs.20,160/- b) The officers transferred to shorter distance below 300 kms in places other than hilly terrain may be reimbursed @ Rs.2.80 per km per tonne for minimum 300 km. Example : Existing (for 200 kms.) Revised (for 200 kms.) Rs.1.40 X 200 X 12 = Rs.3,360/- Rs.2.80 X 300 X 12 = Rs.10,080/- c) The officers transferred to distances beyond 600 kms other than hilly terrains may be reimbursed @ 1.40 per km. per tonne beyond 600 Kms taken as incremental. Example (i) : Existing (for 1000 kms.) Revised (for 1000 kms.) Rs.1.40 X 1000 X 12 = Rs.16,800/- Rs.2.80 X 600 X 12 = Rs.20,160/-

Rs.1.40 X 400 X 12 = Rs. 6,720/- Total = Rs.26,880/-

Example (ii) Existing (for 3000 kms.) Revised (for 3000 kms.) Rs.1.10 X 3000 X 12 = Rs.39,600/- Rs.2.80 X 600 X 12 = Rs.20,160/-

Rs.1.40 X 2400 X 12 = Rs.40,320/- Total = Rs.60,480/-

The above modification in rates will be effective from 1.8.2006 and the modification in lumpsum expenses in connection with transfer will be effective from 1.11.2007. (CIRCULAR NO. PER/88/2007-2008 dated : February 01, 2008) The octroi charges collected by the Mumbai Municipal Corp.for transportation of house hold goods/baggage consequent to transfer of official are reimbursable over and above the ceiling of cost of transportation of goods. CIRCULAR NO. PER/48/98-99 DATED 17.8.98 27. TRAVELLING EXPENSES ON TRANSFER- SHIFTING OF LUGGAGE TO A PLACE OTHER THAN THE PLACE OF TRANSFER At present officers are reimbursed travelling expenses on transfer in terms of Regulation 45 of the SBBJ (Officers’) Service Regulation, 1979.


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There may be a probable query as to whether an officer may be reimbursed travelling expenses who shifts his house-hold luggage to a place other than the place of his transfer due to his domestic circumstances. The matter has been examined in consultation with IBA and it has been decided that request of the officers for shifting of his house-hold goods and luggage of family to another place may be considered provided the actual charges of transporting his luggage and luggage of his family does not exceed the notional charges he would have been reimbursed had he shifted the whole luggage to his place of transfer. Further, on subsequent transfer, the concerned officer shall be eligible to claim transporting charges only from the place of posting to the designated place and not from the place where his family was shifted before his present posting. (CIRCULAR NO. PER/96/95-96 DATED 24.1.96) Index Page 28. INCIDENTAL EXPENSES ( ON PERMANENT TRANSFER) REGULATION NO. 45 (3) (a) It has also been decided to modify Regulation 45 (3) of SBBJ (Officers') Service Regulations, 1979 and increase the lumpsum expenses in connection with transfer to Rs.18,000/- for officers in Top and Senior Management and Rs.14,000/- for Officers in Middle and Junior Management respectively from Rs.8,750/- and Rs.7,000/- being presently paid. The above modification in rates will be effective from 1.8.2006 and the modification in lumpsum expenses in connection with transfer will be effective from 1.11.2007. (CIRCULAR NO. PER/88/2007-2008 dated : February 01, 2008, CIRCULAR NO. PER/17/2005-2006 DATED 28.6.2005) 29. ENTITLEMENT OF RAILWAY WAGON An officer, on transfer, transports his baggage by lorry for the purpose of reimbursement of actual charges, the maximum limit in cases where “full wagon” is applicable shall normally be 60 quintals by goods train. However, where the expenses incurred are beyond such maximum, the Bank may, keeping in mind the hardship involved to the officer concerned, reimburse the actual expenses incurred on the basis that the maximum charges for transport of goods in an 8 wheeler wagon would be 120 quintals provided the baggage is transported through approved transport operator and their receipt is produced for the charges. Further, it is also clarified that the maximum permissible limit ot 60 quintals is applicable irrespective of the gauge involved i.e. meter gauge or broad gauge and the above guidelines are also applicable in cases where the two stations are either not connected by rail or are partly connected by rail and partly connected by road. A number of places are not served by approved transport operators and as such the officers serving at such centers experience a lot of difficulty in transporting their luggage. In such cases the controlling authorities may consider the cases of transportation of luggage by un-approved operators and where the claims are found to be genuine the same may be admitted on the basis as if the goods have been transported by approved transport operators. The reimbursement will, however, be limited to the actual cost of transporting the goods or freight charges for 120 quintals by goods train in a 8 wheeler wagon whichever is lower. The claim will be considered on furnishing a certificate by the concerned officer that the approved transport operators are not available in that particular area on the prescribed proforma enclosed with the relevant circular. (CIRCULAR NO. PER/48/90-91 DATED 6.9.90) The lumpsum amount of Rs. 4000/- (revised 7000/-)and Rs. 5000/- (revised 8750/-) would include charges on packing, local transportation and insurance of luggage only. Loading and unloading


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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. 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 portage for baggage carried with them, which may b e reimbursed as a part of travelling expenses. Local transportation charges by rickshaw/cart/van from residence to railway station/transport head in respect of transportation of house hold luggage transported by Rail/Lorry will be included in the lumpsum amount and will not be reimbursed separately. The reasonableness and genuineness of the claim should be properly assessed to the satisfaction of the sanctioning authority. (CIRCULAR NO. PER/186/88-89 DATED 20.1.89) Index Page 30. COMPENSATION TO THE OFFICERS TRANSFERRED FROM ONE PLACE TO ANOTHER In terms of the extant instructions whenever an officer is transferred from one place to another often finds in difficult to secure leased accommodation/Bank’s flat etc., at the transferee place immediately and thereby lot of inconvenience is caused to such officers. In this regard reimbursement may be made to officers for expenses incurred by the officer maximum to the extent of one month lease entitlement of the officer concerned at the transferee place. In respect of officers in SMGS-V and above there will be a further cap of maximum upto one month’s lease entitlement of SMGS-IV officer i.e. officers in SMGV and above will only be eligible for the maximum of one month lese entitlement of SMGS-IV at that center only. Such expenses are reimbursable on undertaking basis on the Performa enclosed with the circular and respective controlling authorities have to ensure that the officer has actually incurred the expenses at the above instance. Wherever required the controlling authority may ask the officer concerned to submit sufficient proof in support of having incurred the expenses. No such expenses reimbursed from the date the residential accommodation facility is provided by the Bank at the transferee place. The officers who secure accommodation in the Bank’s Guest House/holiday homes situated at the center and also those officers having their own/spouse/parental house at the transferee place and officers who are already keeping their families at there at center will however not be eligible for the facility. (PER/13/2004-2005 DATED 15.4.2004) Index Page 31. SERVICE TAX TO TRAVEL AGENTS: Service Tax/Charges levied by the Government of India for booking the tickets through the travel agents are reimbursable over and above the eligibility ceiling. (PER/8/2005-06 DATED 19.5.2005) 32. AIR INSURANCE FOR OFFICERS The ceilings for the purpose of reimbursement of premia on air insurance covery bought by our officer while traveling by air for official purposes:-


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a) Officers in Top Executive Special Scale I & II Rs. 15.00 lakh a) Officers in Top Executive Grade Scale VI & VII Rs. 12.50 lakh a) Officers in Senior Management Grade Scale-V Rs. 10.00 lakh a) Officers in Middle Management Grade Scale II & III Rs. 7.50 lakh a) Officers in Junior Management Grade Scale I Rs. 5.00 lakh

(CIRCULAR NO. PER/78/203-2004 DATED 28.1.2004) Air Insurance cover to the extent of prescribed ceiling for an officer has to bought by the concerned officer himself for a particular journey on the specific date of the journey. The insurance premiaon such Air Insurance cover bought by the officer while traveling by air for official purpose (not for LFC/HTC) has to be claimed by him alongwith the TA bill of a particular journey for which the Air Insurance had been bought and be reimbursed with the charges for the same. For officers in TEGS-VI and above as the Bank arranges personal accident nsurance, therefore, in respect of such officers it would not be necessary for such officers to take separate individual policies for theofficial journeys undertaken by Air. The work relating to obtaining insurance cover forofficers in TEGS-VI and above shall continue tobe handled by the concerned Department as hitherto before. CIRCULAR NO. PER/80/2003-04 DATED 7.2.2004 Index Page 33. TRAVELLING EXPENSES ON RETIREMENT On retirement, an officer will be eligible to claim travelling allowance, baggage and other expenses for himself/herself and his/her family as on transfer from the last station at which he/she is posted to the place where he/she proposes to settle down on retirement. Officers taking voluntary retirement either under pension regulation or under officers service regulation will also be eligible for the facility. (CIRCULAR NO. PER/70/2000-01 DATED 23.10.2000 AND PER/1/2001-02 DATED 11.4.2001) There have been instances where some of the retired officials have requested to permit them to avail of the above facility after unduly long period from the date of their retirement. In this regard it is clarified that only in exceptional cases, in case an officer decides to settle at a place other than the place of his last posting, he is entitled for reimbursement of all travelling expenses. Generally, requests to avail of the above facility must come to the Bank immediately after retirement but in no case after a period of two months for which an officer can retain the official accommodation after retirement in terms of H.O. Circular No. Per/105/91-92 dated 31.12.1991. Having regard to the above position, it is considered desirable to stipulate a maximum time limit within which a retired official should avail of the facility for reimbursement of travelling expenses due to his shifting to a place of choice after retirement. It has, therefore, been decided to fix the time limit of 3 months within which a retired official can avail of the above facility. (CIRCULAR NO. PER/35/94-95 DATED 12.10.94) The eligibility of an officer who is compulsorily retired in terms of Discipline and Appeal Regulations for Travelling Allowance in terms of Regulation No. 46 , it is advised that only such officers who retire under circumstances mentioned in Regulation 19 of the OSR would be entitled for the facility of Travelling Allowance on retirement in terms of Regulation No. 46. An officer whose services are terminated or who is compulsorily retired as a punishment as per Regulation 4 of the Officer Employees’(Discipline and Appeal) Regulation will not be entitled for Travelling Allowance on retirement. However, the said benefit is available to those who opt for voluntary retirement in terms of Regulation 29 of the Bank (Employees’) Pension Regulation, 1995.


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(CIRCULAR NO. PER/4/2001-2002 DATED 19.4.2001) The family of the deceased officer may also be reimbursed with the above expenses incurred on travelling, transport of baggage etc. from the place of last posting of the deceased officer to the place where the family of the proposed to settle down. (CIRCULAR NO. PER/91/82 DATED 7.7.82) Index Page 34. REIMBURSEMENT OF TRAVELLING EXPENSES BY OWN CONVEYANCE a) Car- Rates Capacity 1000 cc or more Rs. 5.80 per km. Capacity less than 1000 cc Rs. 4.60 per km. b) Scooter Rs. 2.80 per km. c) Moped Rs. 2.00 per km. ( CIRCULAR NO. PER/3/2004-05 DATED 2.4.2004 AND PER/22/97-98 DATED 29.5.97) 35. JOINING TIME ON TRANSFER Officers are eligible for joining time in terms of the provisions of Regulation No. 44 of State Bank of Bikaner and Jaipur ( Officers’) Service Regulation, 1979 and the joining time is admissible on one occasion and not exceeding seven days, exclusive of the number of days spent on travel to enable the officer to join a new post. Recently, we have come across a few cases where the officer concerned did not get relieved for quite some time even after receipt of transfer orders and, in some case, even availed leave thereafter, but did not avail the joining time then and has availed it subsequently. In such cases, there were no grounds for not availing the joining time at the time when the official was relieved from the branch or before joining at the new place of posting. In this context, it is reiterated that all officers should as a rule avail permissible joining time on transfer on being relieved. The permission to avail joining time later, may be granted only when the Bank is fully satisfied that there are good and sufficient reasons for the officer to go and fetch the members of his family later. Such cases would be by way of exceptions and on grounds of exigencies of service only and should not be permitted in a routine way. No officer will, however, be entitled as of right to claim travelling allowance for himself for fetching his family if he had left them behind for his convenience. In order that practice of availment of joining time after a couple of months or more does not become a routine affair, the following procedure may be adopted:- • Officers desirous of availing joining time subsequently, should make a request to his controlling

authority, stating therein the exceptional circumstances/exigencies of service requiring him to take up an assignment without availing the joining time.

• The controlling authority will examine each such request on merits and determine whether the request should be acceded to or not.

• The permission should be communicated by the Controlling Authority in writing to the concerned official, with a specific time period, within which the Joining time is to be availed.

(CIRCULAR NO.PER/8/2002-2003 DATED 23.4.2002)


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The authority structure for various periods within which an officer may avail joining time who is permitted on his own request/required by the Bank to avail the joining time subsequently i.e. after joining at his new place of posting will be as under:- S.NO. PERIOD COMPETENT AUTHORITY 1 UPTO 3 MONTH RESPECTIVE CONTROLLING AUTHORITY 2 BEYOND 3 MONTHS UPTO

6 MONTH GENERAL MANAGER (OPERATIONS)

3 AFTER 6 MONTHS CHIEF GENERAL MANAGER However, such permission will be considered strictly on merits and not as a matter of routine and has to be in case of exigencies of service, which should be few and far between. (PER/74/2004-2005 DATED 23.2.2005) When an officer proceeds to the place of transfer, he finds it difficult to secure housing accommodation immediately in view of the prevailing conditions of acute shortage of houses and, therefore, he may not be able to take his family to his new place of posting immediately. In such cases the Bank may, if it is satisfied that there are good reasons for the officer to go to his previous place of posting to fetch his family members , permit him to utilise for the purpose so much of joining time to which he is entitled as might not have been availed of by him. Such cases would, however, be only by way exceptions and on the ground of exigencies of service only. Respective Controlling authorities may, in such cases, grant travelling expenses at the rate prescribed apart from the travelling expenses to which the family is entitled. The officer shall not be entitled to halting allowance for such period of travel. (CIRCULAR NO. PER/58/92-93 DATED 21.9.92) Index Page 36. REIMBURSEMENT OF EXPENSES FOR DRIVING THE CAR/SCOOTER/MOTOR CYCLE OR ANY OTHER VEHICLE OWNED BY AN OFFICER TO THE PLACE OF POSTING • When a car/scooter etc., is taken by road with or without officer and/or any member of his

family travelling in it, irrespective of by whom it is driven, the officer be reimbursed at prescribed rate .

• Where the vehicle is not taken by road and is transported by means other than a rail, the existing provision be continued, i.e. reimbursement of actual expenses will be restricted to the amount that would have been incurred had the vehicle been transported by goods train.

(CIRCULAR NO PER/73/83 DATED 2.8.83) When the goods are transported by lorry, the lorry charges are paid subject to notional amount calculated on the basis as if the goods had been transported by the goods train, While this arrangement is, by a large, working satisfactorily, difficulties are being experienced in hill areas where at most of the places rail link is not available. If charges for the distance covered by road in such areas are paid on comparison with freight charges by goods train, the officers are quite often rendered out of pocket because the charges by lorry are invariably higher in these areas than the rates by the goods train. There has been a persistent demand to allow payment of actual charges incurred on such transfers. While we appreciate that the officers, who are subjected to transfer in the aforesaid areas, should not be put to any financial loss on account of transfer, it has to be ensured that the facility is not put to any misuse. Having regard to all the aspects, it has been decided to adopt the following procedure for transporting personal luggage by lorry in the case of the officers, who are transferred to/from hill areas, where rail link is not available:-


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Index Page • 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 purposes of comparison.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 out-agencies may be taken for comparison.

• Where non of the above alternatives covers expenses incurred by an officer, the rate paid by the Bank for transporting its own articles by lorry may be allowed.

• In all cases claims will, of course, be supported by acceptable vouchers/receipts. (CIRCULAR NO. PER/127/83 DATED 15.12.83) Index Page 37. TRAVEL BY AIR From the TA bills submitted for sanction, it is observed that while travelling by air, members of the supervising staff resort generally to the use of taxis for journeys to and from airport. As at most of the airports arrangements exists for coaches which ply between the city office of the Indian Airlines Corporation and the airport, it should be feasible for our officers to use it rather than hire taxis thereby incurring heavy expense. Accordingly, unless in exceptional circumstance, which shall be explained in the relative TA bills, officers should undertake journeys to an from airport in the coaches provided for the purpose. Further, as a measure of austerity, members of the supervising staff should, as far as possible, limit their personal baggage to the extent of free allowance permitted by the Airlines. (CIRCULAR NO. PER/3/72 DATED 4.2.76) 38. TEMPORARY INTERZONE TRANSFER : TRAVELLING ALLOWANCE As you are aware, the services of officers are transferable to any place in India. On transfer the officers are entitled to reimbursement of expenses as laid down in the SBBJ(Officers) Service Regulation, 1979 In this regard, it is advised that temporary transfer can be restricted to six months only and no diem and halting allowance are payable for the same. However, only travelling expenses for self i.e. for officer may be reimbursed. (CIRCULAR NO. PER/91/88 DATED 27.7.88) It is clarified that temporary transfer should not be effected except on request of an officer and requests for such transfers should be acceded to where it is administratively feasible having regard to the compelling circumstances/reasons therefore. (CIRCULAR NO. PER/127/88 DATED 3.10.88) Index Page STAFF SUPERVISING- PROVISION OF FURNITURE & FIXTURE -INTRODUCTION OF NEW SCHEME::


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In terms of Regulation 25 of State Bank of Bikaner and Jaipur (Officers') Service Regulations, 1979 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 placed. In addition to this, certain essential fixture items (viz., almirahs, fans, tube-light fitting, geysers etc.) are also being provided with the accommodation. In the present scheme of supply of furniture/fixtures at the residence of officers in our Bank, cost is involved in supply, upkeep, storage and maintenance of furniture/fixtures. In addition to this, the Bank has to hire costly storage space for unused furniture and has to guard against pilferage also. Further, there is large-scale dissatisfaction amongst the officers because of the quality of supply and the time taken in actual delivery of furniture. Officers who are posted in semi-urban or rural areas are the worst affected. Therefore, it was felt that a new scheme should be introduced which should reduce the burden of unproductive work at various levels, minimize the recurring maintenance cost to the bank, release the costly storage space and increase the employees satisfaction level. Accordingly, in its meeting held on the 10th March, 2007, the Executive Committee of the Board 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. FEATURES OF THE NEW SCHEME

i) The scheme is for providing furniture/ fixtures at the residence of all confirmed officers upto SMGS-V (Bank’s residence/ leased residence/ residence owned by the officers and/ or residence taken by the officers on rent).

ii) All confirmed officers, including officers in specialist category, in JMGS I to SMGS V

who are governed by the State Bank of Bikaner and Jaipur (Officers') Service Regulations, 1979 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.

iii) Officers in TEG Scales VI and above will continue to be governed by the existing

provisions.

iv) 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 VI TO IX) permissible by the Bank.

v) The Officers who have already been provided with the Bank’s 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.

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


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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 Bank’s furniture/ fixtures will be entertained.

vii) 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.

Index Page viii) Monetary ceilings for purchase of furniture/ fixtures for various grades will be as under:

Grade/scale Present entitlement for furniture (fixtures not included) excluding taxes and transportation

Proposed at all centres (furniture/fixtures inclusive of taxes, transportation & cost of curtains)

Non-metro Metro SMGS V Rs 1,33,000/- Rs 1,33,000/- Rs 1,75,000/- SMGS IV Rs 55,000/- Rs 70,000/- Rs 1,10,000/- MMGS II & III Rs 42,000/- Rs 53,000/- Rs 1,00,000/- JMGS I Rs 37,500/- Rs 47,500/- Rs 90,000/-

At present, we are providing curtains to officers every three years and fixtures are supplied in additional ceiling of FEF items. 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, insurance (including transit insurance, whenever furniture/ fixtures are required to be transported for any reason) etc. on certificate basis as under:

JMGS I Rs 9000/- p.a. MMGS II & III Rs 10000/- p.a. SMGS IV Rs 11000/- p.a. SMGS V 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.

Index Page

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.

xi) 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,


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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 Bank’s 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 “II”. 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 “III”) 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 Bank’s Furniture & Fixtures 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 installments 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. The Branch Manager/Designated officer will verify furniture purchased by an 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 (Operations) for Head Office establishment /DGM of the Zone for ZO/RO establishment respectively.

xiii) The furniture/ fixtures, provided at the officers’ residences under the scheme, will be

Bank’s property.

xiv) 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.

xv) 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 towards the rent.

xvi) As on the 1st March every year, every officer shall submit the possession certificate

(Annexure IV 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.

xvii) 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 Bank’s 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 Bank’s book.

Index Page MERITS OF THE SCHEME: The new scheme will have the following merits:


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a. The Bank will be absolved of the responsibility of supply, upkeep, storage and

maintenance of furniture/fixtures. Consequently, it will save cost, voluminous administrative work and wastage of manpower resources.

b. It will release costly storage space. c. The satisfaction level of the officers will be high because they will purchase the

items of their own choice (to be selected from a standard list of items).

The above new scheme will come into force with immediate effect and all instructions pertaining to the old schemes in respect of providing furniture, fixtures and curtains and their repairs/maintenance, insurance etc. shall stand withdrawn. On receipt of this Circular, the Chief Manager, Office Administration Deptt. H.O./Office Manager of the Zone/Concerned Official/Branch Manager where the FEF records are held shall advise the list of items (inventory) supplied to the officers to him alongwith the date of purchase and original purchase price of each item (Annexure-I), on the basis of which the fresh entitlement will be calculated. Index Page (ANNEXURE OF CIRCULAR NO. PER/110/2006-2007 DATED 28.03.2007) ANNEXURE-I STATE BANK OF BIKANER AND JAIPUR

DEPTT./OFFICE/BRANCH (CODE NO. )

No./ Dated:…./ / 2007 To, Shri/Smt. State Bank of Bikaner & Jaipur,

P.F. A/C NO.__________ - - - - - - - - - - - - - - - - - - - - - - - GRADE: - - - - - - - - - - - - - - - - - - - - - - - - -- - - -- - - - - ------- - - -- - - - - - - - - - Dear Sir/Madam, FEF - POSSESION In terms of Head Office Circular No. Per/ 110 /2006-2007 dated 28.03.2007, we give hereunder the details of furniture and fixture items held by you on _________ Sr.No Code

No. Items Date of

Purchase Quantity Purchase

Price Remarks

1. 3 Piece Sofa Set 2. Air conditioner 3 Bed Side Table 4 Carpet 5 Ceiling Fans 7 Colour TV 8 Computer chair 9 Computer table 10 Cooking Range 11 Deevan


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12 Desert Cooler 13 Dining Chairs cushioned 14 Dining chairs with cane

seat and cane back

15 Dinning table 16 Dressing table with stool 17 Emergency light 18 Exhaust Fan 19 Fire Extinguisher "Cease

Fire"

20 Garden Chairs 21 Geyser (Electric/LPG) 22 Inverter 23 Ironing table with iron 24 Meat Safe 25 Mixer grinder 26 Nivar Coat 27 Oven Toaster Grill 28 Padestrial Fan 29 Peg Table 30 Refrigerator 31 Room Heater 32 Show Case 33 Single Bed 34 Single Decker Centre

Table

35 Sofa cum Bed Sr.No Code

No. Items Date of

Purchase Quantity Purchase

Price Remarks

36 Steel Almirah/Cupboard 37 Steel/Aluminum kitchen

rack

38 T.V. Cabinet 39 Telephone table with

seating arrangement

40 Tube lights 41 TV trolley 42 Vacuum Cleaner 43 Washing Machine

semi/fully Automatic

44 Water Purifier 45 Writing Chair with cane

seat and cane back

46 Writing table (CIRCULAR NO. PER/ 110 /2006-07 dated March 28, 2007, Per/87/80 dated 01.11.1980, Per/26/81 dated 07.04.1981, Per/30/88 dated 29.02.1988, Per/4/1990-91 dated 18.04.1990, Per/30/2002-2003 dated 24.06.2002, Per/62/2005-2006 dated 02.12.2005 ) FURNITURE & FIXTURE - NEW SCHEME- CLARIFICATIONS:: Please refer to Circular No. Per/110/2006-2007 dated 28.03.2007 wherein details of the new scheme for provision of furniture/fixtures provided at the residential accommodation of officers in SMGS-V and below were advised. In this connection, the Corporate Center, State Bank of India has received several suggestions, references, queries and doubts from various sources. Accordingly, in terms of clarification advised by the Corporate Center, State Bank of India and


217

approved by the Competent Authority it has been decided to implement the following guidelines with immediate effect in our Bank. (i) The following procedure and authority structure for sanction of advance and passing of entries in regard to purchases of furniture/fixtures be followed: Index Page 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 furniture and fixtures A/c /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 in the respective branches. In case of the Branch Manager himself, the advance and debit to Furniture & Fixtures A/c / Charges a/c will be made with the prior approval of the Controlling Authority. (b) ZONAL OFFICE/SPINNED-OFF REGIONAL OFFICES.: The advance may be sanctioned by the DGM on recommendation of the Manager, Office Administration of Zonal Office/ AGM on recommendation of the Chief Manager (General Banking) of the Regional Office having headquarter outside. The entry will be reversed on receipt of the bills by Office Manager of the Zone/Region. Records of all the purchases will be maintained in the Z.O./Regional Office. (c) HEAD OFFICE & ITS ESTABLISHMENTS: The advance may be sanctioned by CM (OAD) on the recommendation of Departmental Head and the entry of Suspense A/c will be reversed by OAD on receipt of bills/vouchers in regard to purchases of items. Records of all purchases made by individual officers will be maintained by Office Administration Department, H.O. as hitherto. 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 : Zonal Heads H.O. : General Manager (Operations) The above powers regarding supply/writing off of FEF items are vested only for furniture and fixture items provided at the residence of officers.

(iii) 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, it is clarified 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. Index Page (iv) PAYMENT OF THE LUMPSUM AMOUNT FOR REPAIRS ETC: In terms of Circular No. Per/110/2006-2007 dated 28.03.2007, the lumpsum amount for reimbursement of expenses on account of repairs, annual maintenance 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 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


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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. (v) TAXES: In terms of Circular No. Per/110/2006-2007 dated 28.03.2007 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. (vi) COMMON LIST OF ITEMS: In terms of Circular No. Per/110/2006-2007 dated 28.03.2007, 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. (vii) INSURANCE: In terms of Circular No. Per/110/2006-2007 dated 28.03.2007 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. (viii) 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 SBBJOSR, 1979. However, it was pointed out that officers on probation were earlier supplied with fixtures at leased house accommodation. Accordingly, it has been decided that such officers on probation may be given upto Rs. 20,000/- towards 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. (ix) RETIRING OFFICERS: In terms of our above mentioned Circular No. Per/110/2006-2007 dated 28.03.2007 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. Therefore, it has been decided that any officer retiring on or before the 31st 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 June, 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. (x) 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.


219

REPLACEMENT OF CURTAINS AND INVERTER BATTERIES AFTER THREE YEARS WITHIN PRESCRIBED CEILINGS:

Based on the discussions held in the Bi-partite meeting with the representatives of ABOA on 29.08.2008 at Udaipur, it has been decided to implement the following items in our bank with immediate effect: -

As per the extant instructions, in terms of Circular No. PER/110/2006-07 dated 28.03.2007, the officers are allowed to purchase curtains and inverter batterieswithin the overall ceiling prescribed as per their eligibilities, which can be replaced after 10 years from the date of its purchase. Now, it has been decided to permit replacement of curtains and inverter batteries after three years from the date of purchase within the overall ceiling, as per their eligibilities, for furniture and fixtures. All other terms and conditions of the existing scheme will remain unchanged.

Circular No. PER/89/08-09 DATED 07 March 2009 Please refer to Head Office Circular No. PER/89/2008-09 dated 07.03.2010 vide which replacement of curtains and inverter batteries after three years from the date of purchase within the overall ceilings of FEF to officers up to SMGS-V under New Scheme were advised. Since, no ceiling on the cost of battery for inverter was fixed under the New FEF Scheme, it has been decided to fix a sub-ceiling of Rs. 9000/- on the cost of inverter battery for all officers up to SMGS-V. Accordingly, the battery will be allowed to be replaced after every three years up to Rs. 9000/- within the overall scale-wise ceiling prescribed for furniture & fixture under the New FEF Scheme. In other words, officers up to Scale - V will be allowed to purchase inverter battery after 3 years, not exceeding Rs. 9000/-, from the date of purchase within the sub-ceiling and overall ceilings prescribed under the New FEF Scheme. (Per/77/2010-2011 dated 19.10.2010) (xi) 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. In this regard our above mentioned Circular No. Per/110/2006-2007 dated 28.03.2007 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. (xii) RETIREMENT/EXIT OPTION ETC. A doubt has been raised in regard to items of furniture/fixtures supplied to the retiree/exit optees etc. It is clarified 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. (xiii) NUMBER OF REQUESTS FOR PURCHASE OF ITEMS: In terms of our above mentioned Circular No. Per/110/2006-2007 dated 28.03.2007 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.


220

Index Page (xiv) 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 furniture and fixtures 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. (xv) 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 No. Per/110/2006-2007 dated 28.03.2007 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 by the Controlling Authority/General Manager (Operations) for H.O. and its establishments. (xvi) 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. (xvii) 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. COMMON LIST OF ITEMS OF FURNITURE AT RESIDENTIAL ACCOMMODATION OF OFFICERS FROM SCALE I TO SCALE V Sr. No. Items No. of items not to

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


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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

applicable 1

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 32. Garden chairs 4 33. Carpet 1 34. Shoe rack 1 35. Room heater 1 ADDITIONAL ITEMS FOR OFFICERS IN SCALE V 1 Cooking range 1 2 Dish washer 1 3 Wardrobe(Wooden) 1 4 Wall unit 1 5 Kitchen chimney hub (metallic) 1 6 Food processor 1 Items of fixture: Ceiling fan (4), Tube light (6), Chandelier (1), Geyser (1), Steel Almirah (2), Air cooler (1) 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 : Rs 90,000/- MMGS II& III : Rs 1,00,000/- SMGS IV : Rs 1,10,000/- SMGS V : Rs 1,75,000/- (CIRCULAR NO. PER/ 13 /2007-2008 DATED : May 17, 2007) OFFICERS IN SCALE-V AND BELOW: EXISTING INSTRUCTIONS REVISED INSTRUCTIONS At present officers in all scales are provided with furniture and fixtures as per prescribed scale wise lists. A. It is decided that an officer may purchase an item without restriction on quantity from the list of prescribed items applicable as per his scale within his overall entitlement. B. It is decided to include the following electronic items in the prescribed list of furniture and fixtures:


222

a. LCD TV any size b. AC any size c. Laptop/Note book d. Fully Automatic Washing Machines e. Refrigerator any size f. RO Systems C. It is decided include the under noted fitness items in the prescribed list of furniture and fixtures: a. Morning Walker b. Foot Massager The above items and changes shall be within the overall entitlement of the officer. However the officer will have to utilize 50% of overall entitlement on furniture items. THE ABOVE CHANGES WOULD ALSO BE APPLICABLE TO OFFICERS IN SCALE TEGS-VI AND ABOVE At present the prescribed life span of furniture and fixtures is as follows: 1. Furniture & Fixture: 10 years 2. Curtains & InverterBattery: 3 years 1. The 10 years life span fixed for furniture and fixtures does not require change and shall continue as hitherto. 2. The life span of electronic consumer items has been fixed as 5 years. The life span of mattresses has been fixed as 3 years. 3. The life span of curtains and inverter battery shall continue to be 3 years as hitherto. 4. The life span of all the items shall be reckoned from the date of purchase (PER/35/2010-2011 DATED 24.06.2010) REPLACEMENT OF CURTAINS AND INVERTER BATTERIES AFTER THREE YEARS WITHIN PRESCRIBED CEILINGS: Based on the discussions held in the Bi-partite meeting with the representatives of ABOA on 29.08.2008 at Udaipur, it has been decided to implement the following items in our bank with immediate effect: - As per the extant instructions, in terms of Circular No. PER/110/2006-07 dated 28.03.2007, the officers are allowed to purchase curtains and inverter batterieswithin the overall ceiling prescribed as per their eligibilities, which can be replaced after 10 years from the date of its purchase. Now, it has been decided to permit replacement of curtains and inverter batteries after three years from the date of purchase within the overall ceiling, as per their eligibilities, for furniture and fixtures. All other terms and conditions of the existing scheme will remain unchanged. Circular No. PER/89/08-09 DATED 07 March 2009 Index Page


223

OLD FEF SCHEME IS ONLY FOR REFERENCE PURPOSE AS AFTER INTROCUTION OF NEW SCHEME OLD SCHEME FOR OFFICERS UPTO SMGS-V GRADE STANDS WITHDRAWAN (UNDERNOTED PARA NO. 1 TO 17) 1. ELIGIBILITY: Officers in JMGS-I, who have put in a minimum of 5 years of service including specialist cadre officers/officers in MMGS-II & above (including specialist cadre officers) and all Branch Managers/Managers of Divisions including the incumbents in the post of Field Officer, Accountant, Dy. Manager, incumbents who have already worked as Branch Manager, Sub-Managers, and Managers of Division in permanent vacancies and who are provided with Bank’s own/leased accommodation. etc., in the JMGS-I and all officers in the Middle Management Grade Scale II and above, who have been provided with Bank’s own, leased accommodation or living in their own flats/houses acquired/constructed with Bank’s finance under Individual Housing Loan Scheme and officers who are residing in their ancestral houses or house built without availing Bank’s finance are eligible for the above facility. Incumbents in the post of FO who have already worked as such will continue to be eligible for the facility of furniture by virtue of their seniority even after they cease to work in such position and are posted as ordinary officer at the Branch or in administrative office. (CIRCULAR NO. PER/ 30/88 DATED 29.2.88, PER/4/90-91 DATED 18.4.90 AND PER/81/95-96 DATED 18.12.95, Per/42/97-98 dated 29.9.97 AND PER/115/2001-2002 DATED 21.3.2002) Officers residing in the house owned by their spouses and/or other family members are not eligible for supply of FEF articles. (CIRCULAR NO. PER/22/94-95 DATED 28.7.94) Index Page 2. ENTITLEMENT: SCALE METRO CENTER OTHER CENTER CURTAINS * JMGS-I Rs. 47,500/- Rs. 37,500/- Rs. 5,500/- + Stitching Charges MMGS-II & III Rs. 53,000/- Rs. 42,000/- Rs. 5,500/- + Stitching Charges SMGS-IV Rs. 70,000/- Rs. 55,000/- Rs. 6,600/- + Stitching Charges SMGS-V Rs. 1,33,000/-(inclusive of curtains & stitching charges) SMGS-VI & VII Rs. 2,39,000/-( inclusive of curtains & stitching charges) TEGSS-I Rs. 4,00,000/-( inclusive of curtains & stitching charges) Note: • While each list comprises a number of items, an officer may not get all the items in a given list

because of the monetary ceiling. An officer is permitted to choose the items of furniture required by him from within the list and the overall monetary ceilings applicable to his grade/scale.

• Further, inasmuch as the ceilings have been revised to neutralise inflation, new items will not be provided if the existing ceilings(pre-revised ) has already been exhausted even if there is a request for replacement of some of the existing items already provided with new items now included.

• The following officers are eligible for supply of furniture at their residences:- i) Officers in MMGS -II and above ( including specialist cadre officers).


224

ii) Officer in JMGS-I who are working as or have worked as Branch Manager/Manager of Division/ Field Officers/ Accountant or equivalent post in permanent vacancy; and

iii) Officers in JMGS-I who have put in a minimum of 5 years of service ( including specialist cadre officers)

• The following may be regarded as the minimum wooden furniture to be supplied to officers in

JMGS-I to SMGS-V before they can avail consumer durable:

• Two beds with mattresses + a 3 piece sofa set or Dining set.( This requirement has since waived in respect of those officers who become eligible for furniture henceforth it will not be necessary for them to avail the minimum wooden furniture before any consumer durables, out the list of items for which they are eligible, are supplied. However, officers who have already been provided furniture in accordance with the existing provisions will not be permitted to surrender any item of furniture). (E.C. Memo dated 28.8.2002)

• Over a period, a large number of consumer durables are accumulated in the godown as some officer insist that they be provided new items. In this context, it has been advised also that new item should be purchased only if the old item in stock is irreparable. Therefore, purchase of new items will not be allowed till items out of the existing stock in godowns can be supplied after repairs. In exceptional cases, purchase of a new item, though the items is stock in the godown, will be permitted with the approval of the Managing Director.


225

Index Page 3. LIST OF FURNITURE ITEMS AT RESIDENTIAL ACCOMMODATION OF OFFICERS JUNIOR MANAGEMENT GRADE SCALE-I No. of items not to exceed 1. 3 piece sofa set 1

2. Single Decker center table (3’-0 x 1’6”) 1

3. Show case 5’-0’x1’-6” x 1’-9” ( height) 1

4. Single bed 6’-6” x 3’-0” x 1’-9(with cotton mattresses) 4

5. Dining table 5’-0”x3’-0” x 2’-6” 1

6. Dining chairs with cane seat and cane back 6

7. Writing table 3’-0”x2’-0” x 2’-6” (height) 1

8. Writing chair with cane seat and cane back 1

9. Dressing table 2’-6” x 1’ -3” x 1’-4” (height) with stool 1

10. Ironing table with iron 1

11. T.V. Trolley 1

12. Computer table 1

13. Computer Chair 1

14. Steel/Aluminium kitchen rack 1

15. Water purifier 1

16. Washing Machine (Semi-automatic) 1

17. Refrigerator- Upto 165/175 litres

- single door( non frost free model)

1

18. Mixer grinder 1

19. Vaccum Cleaner 1

20. Colour T.V. 21” 1

21. Inverter 1

Index Page 4. LIST OF ITEMS OF FURNITURE AT RESIDENTIAL ACCOMMODATION OF OFFICERS MIDDLE MANAGEMENT GRADE SCALES II AND III No. of items not to exceed 1. 3 piece sofa set 1



4. Single bed 6’-6” x 3’-0” x 1’-9(with cotton mattresses) 4

5. Dining table 5’-0”x3’-0” x 2’-6” 1


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6. Dining chairs with cane seat and cane back 6


8. Writing chair with cane seat and cane back 1

9. Dressing table 2’-6” x 1’ –3” x 1’-4” (height) with stool 1


11. T.V. Trolley 1





16. Washing Machine (Semi-automatic) 1

17. Refrigerator -Upto 165/175 litres

- single door

- non frost free model

1

18. Mixer grinder 1

19. Vaccum Cleaner 1

20. Colour T.V. 21” 1

21. Inverter 1

Index Page 5. LIST OF ITEMS OF FURNITURE PROVIDED FOR OFFICES IN SENIOR MANAGEMENT GRADE SCALES IV No. of items not to exceed 1. 3 piece sofa set 1



4. Single bed 6’-6” x 3’-0” x 1’-9(with coir mattresses) 4

5. Dining table 1

6. Dining chairs cushioned 6


8. Writing chair 1

9. Dressing table 2’-6” x 1’ -3” x 1’-4” (height) with stool 1

10. Meat safe (3’-0” x 1’-6” x 1’ -6) 1

11. Bed side table 2

12. Sofa cum bed 1

13. Telephone table with seating arrangement 1


15. T.V. Trolley 1


227





20. Washing Machine (Fully-automatic) 1

21. Refrigerator-Upto 250 litres 1

22. Mixer grinder 1

23. Garden Chair 4

24. Airconditioner upto 1 ton 1

25. Oven Toaster Grill 1

26. Vacuum cleaner 1 27. Carpet 6’x9’ 1 28. Colour T.V. 21” 1 29. Inverter 1 Index Page 6. LIST OF ITEMS OF FURNITURE PROVIDED FOR OFFICES IN SENIOR MANAGEMENT GRADE SCALES -V No. of items not to exceed 1. 3 piece sofa set 1 2. Single Decker center table (3’-0 x 1’6”) 1 3. Show case 5’-0’x1’-6” x 1’-9” ( height) 1 4. Single bed 6’-6” x 3’-0” x 1’-9(with coir mattresses) 4 5. Dining table 1 6. Dining chairs cushioned 6 7. Writing table 3’-0”x2’-0” x 2’-6” (height) 1 8. Writing chair 1 9. Dressing table 2’-6” x 1’ -3” x 1’-4” (height) with stool 1 10. Meat safe (3’-0” x 1’-6” x 1’ -6) 1 11. Bed side table 2 12. Sofa cum bed 1 13. Telephone table with seating arrangement 1 14. Ironing table with iron 1 15. T.V. Cabinet 1 16. Computer table 1 17. Computer Chair 1 18. Steel/Aluminium kitchen rack 1 19. Water purifier 1 20. Washing Machine (Fully-automatic) 1 21. Refrigerator-Upto 250 litres 1 22. Mixer grinder 1 23. Garden Chair 4 24. Airconditioner upto 1 ton 1 25. Oven Toaster Grill 1 26. Vacuum cleaner 1 27. Carpet 6’x9’ 1 28. Peg Table (1’-3” x 1’-0” x 1”-3”) 2 29. Cooking range 1 30. Colour T.V. 21” 1 31. Inverter 1 32. Curtains, mosquito curtains and/or netlon screens+stiching


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Charges (CIRCULAR NO. PER/4/90-91 DATED 18.4.90 PER/18/96-97 DATED 17.5.96 PER/27/96-97 DATED 8.7.96 , PER/2/99-2000 DATED 8.4.99 AND PER/42/97-98 DATED 29.9.97 AND PER/30/2002-2003 DATED 24.6.2002, PER/8/2005-06 DATED 19.5.2005) Index Page


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STAFF SUPERVISING - REVISION IN CEILINGS FOR FURNITURE: OFFICERS IN SCALE TEGS-VI & ABOVE:: Presently, Bank is providing essential furniture to the officers in TEGS & TEGSS within the monetary ceiling fixed on the cost of the furniture, which is revised from time to time. Considering the price rise that has taken place over the last few years, the matter has been reviewed by the Bank us in consultation with Corporate Center, State Bank of India and it has now been decided to raise the cost ceiling for furniture to be provided to officers in TEGS & TEGSS. The revised scale-wise monetary ceilings are as under: - SCALE NEW CEILINGS* TEGSS-II Rs.6.00 lac TEGSS-I Rs.5.00 lac TEGS-VI & VII Rs.4.00 lac

*These ceilings are exclusive of taxes.

2. With the enhancement in monetary ceilings on the cost of furniture, some new items have also been included in the list of items to be supplied. The revised lists of items of furniture, which may be supplied to officers in TEGS VI & above are given in Annexures A, B & C. An officer may choose the items of furniture required by him from the items mentioned in the list within the overall monetary ceiling applicable to his grade/scale. The periodicity norms for replacement/cleaning of some of the items have also been changed as mentioned in Annexures A, B & C. The periodicity norms for the other items shall remain unchanged. 3. It has also been decided to transfer the ownership of the Bank's furniture/fixtures supplied to an officer at the time of his retirement/ voluntary retirement/ exit/ removal/dismissed without making any recovery from him if the date of purchase of the items of furniture/ fixtures to be given to him precedes the date of his leaving the Bank by more than five years. However, if the date of purchase of furniture & fixtures is less than 5 years as on the date of his retirement, etc. and he wishes to purchase some items, the book value of the furniture/ fixtures to be purchased by him will be recovered from him. In case of death of the official while in service, the family of the deceased officer will be given the furniture/fixtures free of cost and the book value of the same will be written off from Bank's book. The authority structure for writing off the book value of the furniture/fixtures shall remain the same as mentioned in our Circular No. PER/13/2007-2008 dated 17.05.2007. 4. As per the provisions of the new scheme for supply of furniture and fixtures for officers in SMGS V, if an officer is promoted to TEGS-VI, he/she will have to carry the furniture & fixtures provided to him in the scale of SMGS-V and his/her entitlement for additional supply of furniture/fixtures (in the scale of TEGS-VI) will be reduced by the book value of the furniture/fixtures already provided to him. The matter has been re-examined and it has been decided that on promotion to TEGS VI, the officers may be given an option to either carry or surrender all the furniture & fixtures provided to them when they were in the lower scale. If an officer proposes to carry the entire set of furniture and fixtures supplied to him prior to their promotion to TEGS-VI, the procedure laid down in Circular No. PER/110/2006-2007 dated 28.03.2007 shall be followed and the items being carried by him shall not be provided to him in higher scales till those items do not become more than 10 years old. However, no annual lumpsum amount will be paid to such officers for repairs/maintenance of furniture & fixtures carried by them as the same will be repaired/ maintained by the Bank for the full set of furniture & fixtures.

5. The above revised instructions will come into force with immediate effect 28.7.2007. OFFICERS SCALE TEGS-VI AND VII PROVISION OF FURNITURE & FIXTURE - MODIFICATION TO THE EXISTING SCHEME : :


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We refer to Head Office Circular No. PER/110/2006-07 dated 28.03.2007, PER/13/2007-08 dated 17.05.2007, PER/34/2008-09 dated 11.08.2008, PER/36/2007-08 dated 28.07.2007, PER/89/2008-09 dated 07.03.2009 & PER/24/2010-11 dated 25.05.2010 vide which the detailed scheme of the revision in ceilings for furniture & fixtures to be provided at the residential accommodation of officers in scale TEGS-VI & above and the new scheme for provision of furniture and fixture to the officers in scale I to V and modifications in this scheme were advised. Now, We have, in consultation with State Bank of India, Corporate Centre, Mumbai, reviewed the above scheme and advise amendments in the existing scheme as per Annexure – A enclosed with Per/35/2010-11 dt. 24.6.2010, the terms are : 1. The officers of Scale VI & above may be permitted to carry furniture & fixtures on transfer upto Rs.3.00 lac. It will be necessary for the officers in scale VI and VII to carry the furniture and fixtures purchased at the specific requirement / request of the officer up to a total cost of Rs 3.00 lac on transfer to their next place of posting. 2. If any officer in scale TEGS-VI & above proposes to purchase items of furniture and fixture, which is not in the prescribed list, the same may be permitted by the competent authority, provided the item is in the nature of furniture and fixture. In such case, the officer will necessarily have to carry the item on transfer/retirement. This would be also applicable in cases where additional number of same item is purchased by the officer. 3. The competent authority in this regard shall be as below: GM (Operations) - In respect of officers posted in Zones. Respective GM (- In respect of officers posted in Head Office and its establishments in Jaipur as well as outside Jaipur. (PER/35/2010-2011 DATED 24.06.2010) Index Page

ANNEXURE- A

LIST OF FURNITURE FOR OFFICERS IN TOP EXECUTIVE GRADE SCALE VI & VII

Sr.No. Items Max. no. of items not to exceed

1. Sofa set (3 piece) with Soft Cushions (as per requirement) 1 Set 2. Centre Table 1 3. Peg Table 2 4. Sofa cum Bed with 2 Sofa Chairs and 2 Bolsters 1 set 5. Folding Partition between living/dining room (wooden) 1 6. Carpet (centre piece) 2 7. Wall Unit (H 7' - L 6') 1 8. Show case 1 9. Corner Piece/Show Case (wooden/wrought iron/brass) 1 10. Rocking Chair (wooden) 2 11. Dining Table + 6 Chairs 1 set 12. T.V. Cabinet 1 13. Telephone table with seating arrangement 1 14. Single Bed/Double Bed with Box/ without box (with/ without

mattresses and Pillows) 4/2

15. Folding Cot (Plywood top) 2 16. Coat Stand 1 17. Bed side Table 4


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18. Wardrobe (wooden) 2 19. Towel Stand 2 20. Dressing table with stool 2 sets 21. Garden Chairs (4) + Table + Soft Cushions 1 set 22. Nest of Tables (wooden) 1 set 23. Divan with head rest + Bolster 1 set 24. Divan + Mattress (for servant) 1 set 25. Linen Box 1 26. Side Table 6 27. Book Case 1 28. Writing Table + Chair 2 sets 29. Computer Table 1 30. Computer Chair 1 31. Secretary Unit (wooden) 1 32. Side Board 2 33. Stool 2 34. Shoe Rack 1 35. Tea Trolley 1 36. Kitchen Rack/ Cabinet 1 37. Meat Safe 1 38. Ironing table with Iron (steam cordless/with cord) 1 set 39. Colour TV (LCD 26") 1 40. DVD (with recording facility of video to DVD + R/+RW,

capable of playing JPEG format) 1

41. Home Theatre (5.1 channels or more) 1 42. Music System (5000 W PMPO or more) 1 43. Washing Machine (Fully Automatic - Top Loading - 7 KG

load or more) with Trolley and Rat Mesh 1

44. Refrigerator (550 Ltrs. approx.) 1 45. Air Conditioner - Window/ Split 1.5 Tonne 2 46. Massage Chair 1 47. Foot Massager 1 48. Treadmill (Manual/Electronic) 1 49. Pedestal Fan 2 50. Microwave Oven (30 Ltrs or larger - with convection, grill,

multi stage cooking, auto defrost, child safety lock, variable cooking power levels)

1

51. Food Processor/Wet Grinder 1 each 52. Cooking Range (with rotisserie, separate oven and grill

compartments, 4 gas burners with automatic ignition system, timer, safety switch etc.)

1

53. Vacuum Cleaner 1 54. Water Purifier (with reverse osmosis technology) 1 55. Dish Washer 1 56. Kitchen Chimney Hub - Metallic (with Charcoal and Grease

Filter) 1

57. Electric Gadgets like Table Lamp, Toaster, Oven, Room Heater, Blower, Electronic Clock, Coffee/ Tea Maker, Rice Cooker etc.

As per requirement

58. Special Decorative - Light Fittings/Bed Lamps/ Standing Lamps

As per requirement

59. Inverter 2 60. Curtains, Netlon Screens & Mosquito Curtains + Stitching

Charges As per

requirement 61. Plants + Containers 6


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Overall monetary ceiling - Rs. 4,00,000/- Index Page IMPORTANT:

• The above list is exhaustive. An officer may choose the items of furniture from the list within the overall monetary ceiling fixed for his grade.

• All the items, including wooden furniture, should be of reputed brand. Where, in case of small items, it may not be possible to get a branded item, purchase should be made of items of good quality from reputed dealers/suppliers.

• The cost of curtains shall be within the ceiling fixed for furniture. • In addition, the other standard items of fixtures shall continued to be provided as hitherto. • Periodicity norms:

S.No. Item Periodicity 1. Replacement of curtains Change of

occupancy/ 3 years 2. Replacement of Pillows & Bolsters Change of

occupancy/ 3 years 3. Replacement of upholstery for sofa set,

sofa-cum-bed, dining/writing chairs, soft cushion etc. (including replacement of foam)

Change of occupancy/ 2 years

4. Dry cleaning of curtains 6 months 5. Dry cleaning of upholstery & cleaning of

carpet 3 months

ANNEXURE B

LIST OF FURNITURE FOR OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I


1. Sofa set (3 piece) with Soft Cushions (as per requirement) 2 sets 2. Centre Table 2 3. Peg Table 4 4. Sofa cum Bed with 2 Sofa Chairs and 2 Bolsters 1 set 5. Folding Partition between living/dining room (wooden) 1 6. Carpet (centre piece) for living room & bedroom 2+2 7. Wall Unit (H 7' - L 6') 2 8. Show Case 1 9. Corner Piece/Show Case (wooden/wrought iron/brass) 2 10. Rocking Chair (wooden) 2 11. Dining Table + 8 Chairs 1 set 12. T.V. Cabinet 1 13. Telephone table with seating arrangement 1 14. Single Bed/Double Bed with Box/ without box (with/ without


15. Folding Cot (Plywood top) 2 16. Coat Stand 1 17. Bed side Table 6 18. Wardrobe (wooden) 2 19. Towel Stand 3


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20. Dressing table with stool 3 sets 21. Garden Chairs (4) + Table + Soft Cushions 1 set 22. Nest of Tables (wooden) 1 set 23. Divan with head rest + Bolster 1 set 24. Divan + Mattress (for servant) 1 set 25. Linen Box 1 26. Side Table 6 27. Book Case 1 28. Writing Table + Chair 2 sets 29. Computer Table 1 30. Computer Chair 1 31. Secretary Unit (wooden) 1 32. Side Board 2 33. Stool 2 34. Shoe Rack 1 35. Tea Trolley 1 36. Kitchen Rack/ Cabinet 1 37. Kitchen Sideboard Service Cabinet 1 38. Meat Safe 1 39. Ironing table with iron (steam cordless/with cord) 1 set 40. Colour TV (LCD 32") 1 41. DVD (with recording facility of video to DVD + R/+RW,




45. Refrigerator (600 Ltrs. to 650 Ltrs) 1 46. Water Cooler 1 47. Air Conditioner - Window/ Split 1.5 Tonne 3 48. Massage Chair 1 49. Foot Massager 1 50. Treadmill (Manual/Electronic) 1 51. Pedestal Fan 2 52. Microwave Oven (30 Ltrs or larger - with convection, grill,


1



1


Filter) 1


As per requirement


As per requirement


Charges As per



234











carpet 3 months

ANNEXURE C

LIST OF FURNITURE FOR OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I I


1. Sofa set (3 piece) with Soft Cushions (as per requirement) 2 sets 2. Centre Table 2 3. Peg Table 4 4. Sofa cum Bed with 2 Sofa Chairs and 2 Bolsters 1 set 5. Folding Partition between living/dining room (wooden) 1 6. Carpet (centre piece) for living room & bedroom 2+2 7. Wall Unit (H 7' - L 6') 2 8. Show case 1 9. Corner Piece/Show Case (wooden/wrought iron/brass) 2 10. Rocking Chair (wooden) 2 11. Dining Table + 8 Chairs 1 set 12. T.V. Cabinet 1 13. Telephone table with seating arrangement 1 14. Single Bed/Double Bed with Box/ without box (with/ without


15. Folding Cot (Plywood top) 2 16. Coat Stand 1 17. Bedside Table 6 18. Wardrobe (wooden) 2 19. Towel Stand 3


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20. Dressing table with stool 3 sets 21. Garden Chairs (6) + Table + Soft Cushions 1 set 22. Nest of Tables (wooden) 1 set 23. Divan with head rest + Bolster 1 set 24. Divan + Mattress (for servant) 1 set 25. Linen Box 1 26. Side Table 6 27. Book Case 1 28. Writing Table + Chair 2 sets 29. Computer Table 1 30. Computer Chair 1 31. Secretary Unit (wooden) 1 32. Side Board 2 33. Stool 2 34. Shoe Rack 1 35. Tea Trolley 1 36. Kitchen Rack/ Cabinet 1 37. Kitchen Sideboard Service Cabinet 1 38. Meat Safe 1 39. Ironing table with iron (steam cordless/with cord) 1 set 40. Colour TV (LCD 32") 1 41. DVD (with recording facility of video to DVD + R/+RW,




45. Refrigerator (630 Ltrs. or larger) 1 46. Water Cooler 1 47. Air Conditioner - Window/Split 1.5 Tonne 3 48. Massage Chair 1 49. Foot Massager 1 50. Treadmill (Manual/Electronic) 1 51. Pedestal Fan 2 52. Microwave Oven (30 Ltrs or larger - with convection, grill,


1



1


Filter) 1


As per requirement


As per requirement


Charges As per



236











carpet 3 months

(CIRCULAR NO. PER/ 36 /2007-2008 : July 28, 2007, PER/110/2006-2007 dated 28.03.2007 and PER/13/2007-2008 dated 17.05.2007) Index Page 9. SUPPLY OF COIR FOAM MATTRESSES AT THE RESIDENCE OF OFFICERS In terms of the extant instructions officers upto the grade scale MMGS-III are supplied cotton mattresses. However, such officers may be supplied coir foam mattresses within their entitlement. ( PER/13/2004-05 DATED 15.4.2004) 10. SUPPLY OF CURTAINS : Curtains will provided to those officers who are eligible for furniture and fixture and who actually avails of atleast the required minimum of 1/3rd of the items of furniture . Curtains will be replaced after three years. Further, having regard to the short life of curtains, the cost of curtains be debited to charges a/c Misc Exp. And these need not be returned to Bank at the time of their replacement/on transfer of the officer as is being done in case of supply of Brief Case. Mosquito curtains and/or netlon screens may be supplied within the ceilings stipulated for supply of curtains. (CIRCULAR NO. PER/21/99-2000 PER/72/99-2000 DATED 6.11.99)


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Index Page 11. DYR CLEANING CHARGES FOR CURTAINS In terms of the extant instructions eligible officers are supplied curtains/Mosquito curtains and or netlon screens once in three years. Further, such officers are reimbursed charges paid by them for cleaning of the curtains once in a year on production of bills. The ceiling for dry-cleaning charges has been fixed maximum upto Rs. 1250/- once in a financial year on certificate basis . (PER/13/2004-2005 DATED 15.4.2004) 12.SUPPLY OF EXHAUST FAN AND CEASE FIRE: One exhaust fan be provided to such officer who are eligible for fans. The exhaust fan so provided will be in lieu of the fans. Further, it has also been decided that a “Cease Fire” extinguisher be provided to the officers outside the limit of furniture/fixtures. (CIRCULAR NO. PER/27/91-92 DATED 7.6.91) Index Page 13. SUPPLY OF DESERT COOLERS- All officers who are eligible for fixtures at their residence will be eligible for one desert cooler. However a desert cooler will be supplied at the residence of officers on request in lieu of one steel almirah. Officers in MMGS-II and above are eligible for supply of two steel almirah at present. (CIRCULAR NO. PER/103/96-97 DATED 4.2.97) 14. SUPPLY OF MATTRESS AT THE RESIDENCE OF OFFICERS In terms of the extant instructions cotton mattresses/coir mattresses supplied to officers are changed with the transfer of the officer to whome it was supplied are at an interval of 3 years whichever is earlier. Such returned mattress are of no use to the Bank, looking to this the cost of mattresses may be debited to charges account and there is no need to return these mattress upon transfer/replacement as is being the practice in respect of mosquito nets. (CIRCULAR NO. PER/05/2003.2004 DATED 16.4.2003) Index Page 15. LIST OF FIXTURES The following items of fixtures may be provided to officers who are otherwise eligible for the same:- S.No. ITEMS JMGS-I MMGS-II MMGS-III SMGS-IV &

SMGS-V 1. Geyser (Electric or LPG) 1(15/25ltr) 1(15/25ltr) 1(15/25ltr) 1(35 ltr) 2. Ceiling Fans 3 3 3 As per

requirement 3. Tube lights $

3 As per req. As per req. As per

requirement. 4. Steel Almirah/Cup board 1 1+1 1+1 1+1


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5. Pedestal/Table Fans 1 1 1 1 6. Desert Cooler In lieu of

steel almirah

In lieu of one steel almirah

In lieu of one steel almirah

1

7. Water purifier (ultra violet type) to the extent of Rs.6000/- of a standard makes.

1 1 1 1

8. Mosquito nets only to officers who are eligible for supply of furniture & fixtures both within the overall ceiling of Rs.2000/-

4 Once in three years




9. Exhaust fan 1 In lieu of one ceiling fan

1 In lieu of one ceiling fan



10. Fire Extinguisher ‘Cease fire’

1 Outside the limit of FEF articles




11. Room Heater (in terms of circular No. Per/96/2003-2004)

1 1 1 1

12. Emergency Light Per/08/2005-2006

Rs.1500/- Rs.1500/- Rs.1500/- Rs.1500/-

$ CFL Tube may be provided within the existing eligibility norms fixed for supply of tube lights based on a request letter to be furnished by the officer or alternatively for supply of some CFL Tubes and some Tube lights within the overall eligibility of the officer. One room heater/Heat Convector costing upto Rs. 1000/- as a part of fixture may be supplied to officers posted at cold places where average maximum temperature is recorded below 20 C during winter. (Circular No. Per/63/2005-2006 dated 2.12 2005 and H.O. Circular No. Per/04/1990-91 dated 18.04.1990, Per/27/1991-92 dated 07.06.1991, Per/103/1996-97 dated 04.02.1997, Per/03/2001-2002 dated 19.04.2001, Per/96/2003-2004 dated 26.03.2004, Per/62/2004-2005 dated 02.12.2004 and Per/08/2005-2006 dated 19.05.2005 and Personnel admn. deptt. letter P/Pcr/6044 to 6058 dated 18.3.2002) Where eligible officers who are residing in the houses acquired/constructed with Bank loan requests for supply of fixture items then the same may be provided only if Furniture’s have been provided to the aforesaid officers. (CIRCULAR NO. PER/140/88 DATED 31.10.88) Index Page 16. BARE MINIMUM FURNITURE TO THOSE WHO ARE OTHERWISE NOT ELIGIBLE FOR FURNITURE: Some bare minimum furniture items may be provided to those confirmed officers who are otherwise not eligible, if they are posted at metro centers/Major ‘A’ class cities and are provided with Bank’s own/leased accommodation. The details of the items to be provided, are as under:-


239

S.No. NAME OF ITEM QUANTITY 1. Sofa-cum-bed 1 2. Niwar 2 3. Dining Table 1 4. Dining Chairs 6 5. Center Table 1 ( overall cost ceiling- 50% of the cost ceiling for eligible officer i.e. Rs. 14,500/- for metro centers and Rs. 11,225/- for major ‘A’ class cities) (PER/27/96-97 DATED 8.7.96) Note: 1. Curtains will be provided only to those officers, who are eligible for furniture & fixture and who actually avail of at least the required minimum of 1/3rd of the items of furniture. Index Page


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17. SUPPLY OF WATER PURIFIER: The cost of Water Purifier has increased substantially during past few years. Therefore the matter was examined by the Bank in consultation with State Bank of India, Corporate Center and it has now been decided to increase the ceiling for supply of branded water purifier to Rs.6000/- including installation charges as fixture items. (CIRCULAR NO. PER/ 63 /2005-2006 dated December 02, 2005 and CIRCULAR NO. PER/3/2001-02 DATED 19.4.2001) 18. SUPPLY OF MOSQUITO NETS: Mosquito nets may be supplied to officers who are eligible for furniture/fixture once in three years within the overall ceiling of Rs. 2000/- (excluding local taxes) for four mosquito nets. (CIRCULAR NO. PER/103/96-97 DATED 4.2.97) SUPPLY OF LAPTOP TO THE BRANCH MANAGERS:: As per extant instructions, Laptop is to be provided to the Branch Head of AGM/DGM headed branches after getting prior approval from General Manager (Operations). Bank has re-examined the matter in light of Bank's IT Procurement Policy wherein it is stipulated that purchase of specialized computer equipment like laptops, notebook PCs etc, should be approved in principle by an appropriate authority not below the rank of Chief General Manager. 3.Therefore, it has now been decided to amend the existing instructions as under: - "Presently Laptop is being provided at controlling office level. It has now been decided that the Laptop may also be provided to the Branch Head of AGM/DGM headed branches selectively on business consideration and actual need after getting prior approval from the Authority not below the rank of Chief General Manager." The executives are required to carry important data/information for discussions in different meetings/seminars at different places/branches. While recommending for supply of laptop, it should be ensured that Laptop is given only on selectively basis and should be used extensively for office work. (Circular No. PER/ 37 /2007-2008 July 28, 2007 and Per/104/2006-07 dated 15.3.2007) STAFF SUPERVISING: PROVISION OF LAPTOP FOR OFFICERS IN TEGS-VI AND ABOVE: In terms of Circular No. PER/104/2006-2007 dated 15.03.2007 and PER/37/2007-2008 dated 28.07.2007 it was advised that the branch head of the branches headed by AGM/DGM selectively on business consideration and actual need may be provided with Laptop. 2. Nowadays, our executives are required to carry important data/information for discussions in different meetings/seminars at different places. As a result, laptops (note book computers) have been found to be a handy and useful device for performing these jobs. 3. We have reviewed the position in consultation with the Corporate Center, State Bank of India, Mumbai and now it has been decided that Laptop may be provided to all the officers in TEGS-VI and above. Some of the officers may have already been provided with the laptop by the Bank for their position. These may be issued to them in their individual capacity. The laptop will not be a part of the furniture and fixtures provided at their residential accommodation. Where a new laptop is to be purchased for this purpose, the monetary ceiling for the hardware and the


241

software is fixed at Rs.50,000/- and Rs.25,000/- respectively with the permission for fungibility within the maximum monetary ceiling of Rs.75,000/- per laptop. The IT Services Department will arrange for bulk purchase and thereby get suitable discount from the Company in the interest of the Bank. 4. It has also been decided that the laptop given to the officers may be allowed to be retained by them after retirement provided the laptop is in use with the official for atleast one year. The Bank will not charge any cost to them and the book value of the laptop given to an officer on retirement shall be written off. These instructions will be made effective for the retirees on or after the 31st December, 2006. (CIRCULAR NO. PER/ 45 /2007-2008 DATED August 27, 2007) SUPPLY OF LAPTOPS TO OFFICERS IN TEGS-VI AND ABOVE. Please refer to H.O. Circular No. PER/79/2009-2010 dated 07.12.2009 wherein conditions and technical specifications for procurement of laptops for supply to officers in TEGS-VI and above was advised. Now, IT Services Department has advised that the matter was deliberated by the Technical Evaluation Committee of the Bank in its meeting dated 04.02.2010 and the committee has recommended the revised bare minimum technical specifications. The condition regarding procurement of laptops for supply to officers in TEGS-VI and above as substituted with vide our above referred circular - " In consultation with the Zonal IT Centres / IT Services Department for laptops to be procured at Zonal Offices and Head Office respectively " will remain unchanged. The revised bare minimum technical specifications for procurement of laptops, advised by IT Services Department, Head Office, Jaipur are detailed in Annexure of this circular.

ANNEXURE REVISED TECHNICAL SPECIFICATIONS OF LAPTOP FOR OFFICERS IN TEGS-VI AND ABOVE.

• Intel Centrino Duo Processor Technology or Better / AMD. • Intel Core 2 Duo processor / AMD or better with 3 MB L2 Cache, 1066 Mhz FSB or Better. • Intel / AMD Chipset. • 4 GB DDR2 / DDR3 RAM or better. • 250 GB SATA HDD or better. • DVD Writer 8 X DVD RW with Double Layer support • and Software for Burning DVD/CD or better. • Wireless, Integrated Blue Tooth, in Built speaker, SB port. • Integrated WEB CAM 1.3 Mega pixel or better. • Monitor, Keyboard and Touch pad / Track Point mouse. • Ethernet LAN. • Card Reader. • Carry Bag, Accessories Like power cables etc. • Genuine Windows 7 Home Premium or higher version / Linux / Mac OS or any other

Operating • System installed and configured. • One-Year Warranty. • MS Office 2007 or any other application software for office purpose.

Circular No. PER/95/09-10 dated 11 February 2010


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19. SUPPLY OF FURNITURE TO THE RETIRING OFFICERS/FAMILY OF DECEASED OFFICERS: OPERATIVE GUIDELINES: STAFF SUPERVISING: PROVISION OF FURNITURE & FIXTURE AT THE TIME OF RETIREMENT: MODIFICATIONS: We refer to Head Office Circular No. PER/24/2010-2011 dated 24.05.2010 & Circular No. PER/35/2010-2011 dated 24.06.2010, vide which the instructions regarding purchase of furniture and fixture by the officer on the retirement were advised. Now, it has been decided that the electronic items and mattress that are three years old at the time of retirement of the officer may be provided free of cost to the retiree officer and the depreciated book value thereof will be written off in the books of the bank. The existing instructions of providing five year old furniture items free of cost to the retiring officers shall continue as hitherto. (PER/76/10-11 dated 18.10.2010)


243

SALE OF FURNITURE AND FIXTURES TO RETIRING OFFICERS IN ALL SCALES: Presently, the bank is provisioning for depreciation on monthly basis but this benefit is not passed on to the retiring officer. We have decided that the depreciation of the furniture and fixtures will be calculated on the actual age of the items as on the date of retirement of the officer, by calculating the depreciation on monthly basis for the period over and above the age completed on yearly basis, for example if the age of the furniture is 4 years and 11 months the depreciation will be calculated apart from the completed age of four years for 11 months also on monthly basis. No benchmark price in the scheme is stipulated. We further clarify that: 1. All electronic and electrical items and equipments running on electricity are classified as electronic items except physical health equipments. All other remaining items including physical fitness/ health equipments are classified as furniture items. 2. An officer can avail the facility to purchase new electronic items 6 times only during his entire service and for purchase of furniture the facility will be continue to be availed 3 times only during his entire service as per existing instructions. 3. In case of death of an officer while in service, the family of the deceased officer will be given furniture and electronic items free of cost and the book value of the same will be written off from bank's books as hitherto. (PER/35/2010-2011 DATED 24.06.2010) STAFF SUPERVISING: PROVISION OF FURNITURE & FIXTURE - NEW SCHEME : MODIFICATION : Please refer to Head Office Circular No. PER/34/2008-09 dated 11.08.2008 & PER/89/2008-09 dated 07.03.2009. 2. As per the extant instructions the officers may purchase the furniture items on retirement, at the following cost: Furniture with age more than 5 years - free of cost. Items with more than 4 years of age - at 20% of the original cost. Items with more than 3 years of age - at 40% of the original cost. Items with more than 2 years of age - at 60% of the original cost. Items with more than 1 years of age - at 80% of the original cost. Items with less than 1 years of age - at 100% of the original cost. The difference amount if any, in the book value and sale value should be written off. 3. Bank in consultation with State Bank of India, Corporate Centre, Mumbai, reviewed the above scheme and it has now been decided that the curtains and inverter battery being consumable items, may be given to the officers (in all scales), who retire on superannuation, free of cost irrespective of its age. The book value, if any, may be written off as per extant instructions. 4. All other terms and conditions of new scheme regarding provision of FEF will remain unchanged. 5. All the Branch Managers/Chief Managers/AGMs/DGMs/Departmental Heads at PER/24/10-11 dated 25 May 2010


244

• The term retiring officers for the purpose of this facility will be taken to mean only those officers who retire from the Bank’s service after attaining the superannuation age of 58 or 60 years as the case may be or upon the completion of 30 year’s service, whichever occurs first.

• Items of antique value would be strictly outside the purview of this facility. Antique would mean any furniture or a carved item or an object of art made from rose wood, teak wood or any other material of value. It is not possible to lay down any specific age or date of manufacture of such items but generally this should cover items which are at least 30 years old and are so connected with the history of the Bank or the place where the office is located that Bank would like to preserve them.

• An officer would be entitled to purchase only out of that furniture which has been provided at his residence.

• The intention behind the scheme is that on retirement an officer should not have to invest large sums on purchase of furniture. As such, we may allow only such items and number of furniture to be sold which should be sufficient for the needs of a retied person for himself and occasional guests calling on him. A list of such items has accordingly been prepared a copy of which is enclosed.

• The above list has been prepared on the basis of eligibility of the offices under extant instructions for furniture in different scales and also to meet his needs in post-retirement life. He will, however, be allowed to take only those its for which he was eligible at the time of his retirement/death and was actually provided in his house.

• In implementation of these guidelines a situation may arise where an officer on retirement may take away all eligible items as per the enclosed list as a result of which the next occupant of the house will have to be provided with new furniture as replacement. In case the new occupant is also to retire shortly i.e. before expiry of 5 years(which is the minimum age of furniture for sale), he will be deprived of an opportunity to purchase any useful furniture at the time of his own retirement. To overcome this situation, the new occupant may be supplied with a mix of old and new furniture which will be drawn from Bank’s godowns or if necessary from other flats.

• Our officers who retire from service while remaining on deputation to State Bank of India/other associate banks / Gramin banks will also be entitled to this benefit.

• Officials on deputation from state bank of India and other associate banks under the scheme or cross-deputation or otherwise and retiring from service while remaining on deputation in our bank be also permitted to purchase the furniture under the captioned scheme from the deputee bank.

• The scheme would be effective from the date it was initially approved by the executive committee i.e. 29.6.93.

• To begin with, the competent authority to approve the sale will be Chief General Manager in our Bank. After the scheme stabilises, the feasibility of delegating the powers to other functionaries will be examined. The competent authority can refuse permission for, among others, the reasons that the furniture is intimately connected with the history, location or has specific use in the official residence. If for this reason a retiring official is deprived of essential items of furniture from the permissible list, he may be allowed by the competent authority access to furniture kept in godowns or elsewhere which can be spared.

• In the case of a retiring Chief General Manager, sale of FEF items at concessional rates as aforesaid will be approved by the Managing Director and in the case of retiring Managing Director, by the E.C. of the Board.

Index Page 20. LIST OF FURNITURE FOR THE PURPOSE OF SALE TO RETIRING OFFICERS/FAMILY OF DECEASED OFFICERS An officer may be given items within the limits prescribed based on his eligibility for provision of furniture at the time of retirement: LIST OF FURNITURE ITEMS


245

1. 3 seater sofa 2. 1 seater sofa 3. Center Table 4. Dining Table 5. Dining Chairs (Cane seat and back or cushioned seat) 6. Bed Stead 7. Cotton Mattresses 8. Dressing Table 9. Dressing Stool 10. Niwar Cots 11. Peg Table 12. Study Table 13. Study Chair 14. Dewan 15. Side Board (show case) 16. Garden Chairs 17. Garden Table 18. Shoe Rack 19. Towel Stand 20. Telephone Stand (Who have been provided telephone) 21. Aluminium kitchen Rack 22. Meat safe 23. Sofa-cum -double bed 24. Bed side table 25. T.V. Cabinet 26. Telephone table with seating arrangement 27. Carpets 28. Sofa -cum bed with sofa chairs 29. Side table 30. Wall unit 31. linen box 32. Tea trolley 33. Refrigerator 34. Air conditioner 35. Plants & containers 36. Stools LIST OF FIXTURES 1. Geyser 2. Steel Almirah/cup board 3. Water filter(steel) NOTE: 1. In terms of the above scheme, furniture is to be sold to the retiring officers only if it is in use for 5 years or more. However, the date on which the above furniture is to be reckoned as 5 years or more, it is clarified that the retiring officer who vacates his accommodation after being duly authorised to do so up to 2 months or such extended period as permitted after his retirement, may be allowed to purchase the furniture provided at his residence and the age of the furniture would be reckoned on the date he vacates his accommodation. 2. During the bipartite talks with the Associate Bank’s Officers’ Organisation, it was pointed out that many officers are being deprived of the facility of purchasing furniture items because they have been supplied with new furniture items. In this regard, it is advised that the facility of


246

purchasing furniture at concessional rate at the time of their retirement may be extended out of the general pool of furniture, provided it is available at the same center. (CIRCULAR NO. PER/12/94-95 DATED 9.6.94, PER/15/94-95 DATED 25.6.94, PER/103/96-97 DATED 4.2.97, PER/66/94-95 DATED 7.1.95 PER/16/98-99) Index Page


247

21. NORMS FOR CARRYING OUT REPAIRS/REFURBISHMENT After introduction of New FEF Scheme for eligible officers the under noted norms will only be applicable for those who continue to be governed by the Old FEF Scheme. Description of work Norms 1. Repainting of flats 3 years

At the request of the occupant living room, kitchen & bathrooms could be repainted after a period of 1 1/2 years, if there is change of occupancy.

2. Repolishing 1 1/2 years. 3. Curtains replacement 3 years 4. Carpet replacement 6 years 5. Mattress replacement On change of occupancy subject to a minimum period of

3 years 6. Upholstery replacement 3 years 7.Furniture items replacement (when existing are non-repairable)

8 years

8. Fans replacement 10 years 9. Refrigerator 6 years 10.Air conditioner 8 years 11.Dry cleaning of curtains 1 year 12.Dry cleaning of upholstery /carpet

6 months

(CIRCULAR NO. PER/71/96-97 DATED 18.10.96) Index Page 22. RECOVERY OF RENT ON ACCOUNT OF SUPPLY OF FURNITURE (i) Furniture rent recovery shall be @ 0.40% of the first stage of the scale of pay in which the officer is placed. (PER/17/2005-2006 dated 28.6.2005) Index Page 23. CARRYOVER OF RESIDENTIAL FURNITURE & FIXTURE ON TRANSFER TO ANOTHER CENTER BY THE OFFICERS UPTO MMGS-III SCALE At present the officers who are residing in the leased accommodation/Bank’s flat/House built with Bank’s finance under Individual Housing Loan Scheme and Officers living in their own house built without Bank's finance or living in their ancestral houses are eligible for supply of FEF articles. All officers in Middle Management and Junior Management Grades are required to carry the items of furniture provided at their residences on transfer to the next place of posting on experimental basis subject to review at the periodical intervals. The details of the scheme are as under:- ELIGIBILITY Officers JMGS-I to MMGS-III who are otherwise eligible for Bank's furniture will be permitted to carry FEF articles supplied to them at present, within the applicable cost ceiling (original cost) to their


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next place of posting on transfer, with the permission of the appropriate authority as prescribed by the Bank and mentioned hereunder. However, the officer's living in Bank's own flats will not be eligible to carry the fixtures supplied to offices at their residences viz. tube-lights, fans, geyser, bulbs, steel almirah, desert cooler, water filter etc., Further, the items of furniture provided at the Bank's flat which are to be carried over to the next place of posting shall also be subject to the discretion of the Bank.

APPLICATION On transfer, an eligible officer shall apply in the prescribed format as per annexure-II to the appropriate authority for permission to carry furniture provided to him at his residence to the next place of posting. The appropriate authority's decision shall be final. REFUSAL BY AN OFFICER

i) The scheme will be universally applicable for all concerned officers & there will not be any element of exercising of option by the officers concerned.

ii) Officers sent on deputation to other organization(s) will not be covered under the scheme.

ENTITLEMENT ON PROMOTION On promotion, an officer shall be entitled only to the items equivalent to the difference in entitled ceilings at the time of his promotion. RECOVERY OF RENT Deduction of rent as per State Bank of Bikaner and Jaipur(Officers') Service Regulation, 1979 (as amended) shall be made from the salary as per existing rules/Bank's guidelines from time to time. RECORDS AND ACCOUNTING PROCEDURE

i) Officer-wise records, Indexed on PF Index number, with details on date and cost of acquisition of individual items of furniture and consumer durables to be carried under the scheme be checked and updated at the branch/RO/ZO/HO, as the case may be, if possible on computer before the scheme is operationalised.

ii) A list of the furniture items provided to and in the possession of an officer should be duly acknowledged by him before the permission to carry the furniture on transfer is granted.

iii) As on the 31st December every year, every officers shall be required to submit the list of items in his possession. Further, on the date of relieving also from one Branch/office to another every officer is required to submit the list of items in his possession as per annexure-III, in duplicate, duly signed in token of acknowledgement at the branch/office where he is posted; of these, one list shall be sent by the branch to the controllers duly checked and verified. In case of officers posted at administrative officers, the list in duplicate as on the 31st December shall be submitted to the Office Administration Department in the same manner.

iv) A copy of the acknowledged list should form part of the LPC sent to transferee branch/office. A suitable noting should be made in the LPC incorporating the original as well as book value (annexure-IV)

v) The accounting procedure prescribed at present for maintaining FEF A/c and passing depreciation entries on account of the furniture provided to officers at residences shall continue unaltered.

vi) In the case of FEF articles transferred from one branch/office to another the accounting procedure presently prescribed by the Bank in terms of H.O. Circular No. Misc/49/99-2000 dated 13.1.2000 will have to be followed i.e.

a) No originating debits (through schedule 19) should be raised by the

Branches/offices while transferring FEF items to another branch/office. b) Full details of the FEF articles transferred to the transferee branch/office will be

advised as per enclosed 'FEF OUTWARD MEMO' proforma (annexure-V)and credits will be obtained from the Branch/office where these items have been transferred for credit of the FEF a/c of the branch/office transferring the articles.


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c) The SBBJ General a/c entries in respect of Inter-branch transfer of FEF articles should be passed/vouched well before the 31st January i.e. FEF A/c closure date.

Index Page

INSPECTION The furniture items provided to the officers shall be inspected from time to time by an authorized official at the discretion of the Bank.


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REPAIRS AND MAINTENANCE Routine maintenance like polishing of furniture (once in 3 years), re-canning (once in 3 years) and minor repairs/breakages etc., shall not be undertaken by the Bank hereafter. An officer may be reimbursed expensed not exceeding Rs. 1200/- p.a. for JMGS-I and Rs. 1800/- p.a. for MMGS-II & III on production of bills for the aforesaid purpose. As far as possible, minor repairs on consumer durables should be got carried out by the officers through the manufacturer's service network/authorized dealer. Further, the norms for refurbishment/replacement of Bank's furniture/fixture at the residence of the officers continue to be as laid down in H.O. circular No. Per/71/96-97 dated 18.10.1996 and be followed wherever requested by the officers.

SURRENDER OF FURNITURE

i) Normally, the officers provided with the Bank's furniture would not be permitted to surrender the same. However, it may be surrendered in case an officer: a) is promoted to SMGS-IV or b) is posted to foreign office or c) acquires his own furniture and consumer durables, and does not want to avail of

the facility from the Bank or d) Ceases to be in the Bank's service in any manner e.g. in the event of dismissal,

discharge, resignation or retirement or e) at any time earlier when called to upon to do so by the Bank at its discretion. f) In respect of an officer who has been allotted the Bank's flat subsequent to his

posting at the new place posting shall be required to surrender those items which are already available in the Bank's flat.

ii) An officer shall be required to surrender the furniture provided in good condition whenever called upon to do so by the Bank.

TRANSIT INSURANCE

Officer concerned should obtain transit insurance policy for the FEF items gtransported by him on transfer and the reimbursement of the insurance premium paid for FEF items may be obtained alongwitgh the transfer TA bill. A suitable undertaking should be obtained from the officer concerned that the reimbursement soughgt by him is only in respect of the furniture items supplied to him by the Bank and not in respect of his personal belongings for insuring which he is not entitled to reimbursement.(PER/33/2004-05 DT. 1437.2004)

APPROPRIATE AUTHORITY UNDER THE SCHEME The permission to carry furniture on transfer and compliance with the terms of the scheme shall be within the powers of present controlling authority (i.e. controlling authority from where the officer is being transferred) for the officers posted at the Branches and present Zonal Heads for Z.O. staff. In respect of H.O. staff/H.O. establishments staff being transferred such permission will be given by the Chief Manager (OAD), H.O. Jaipur.

GENERAL

i) The officer concerned has to carry furniture within the ceilings prescribed for transportation of his luggage in terms of the provisions of State Bank of Bikaner and Jaipur(Officers) Service, Regulation, 1979 (as amended).


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ii) In the case of an officer transferred from Metro center to Other Center Category, since the officer has to carry entire lot of furniture items he may be allowed the benefit of higher entitlement. However, it should be ensured that no fresh items over and above the entitlement of the new place of posting be supplied at the new place of posting.

iii) In the case of an officer transferred from Other Center Category to Metro Centers, he may be supplied the furniture items as per his eligibility at the new place of posting and only the extra items as per the revised eligibility/ceilings may be supplied at the new place posting.

Index Page iv) In the case of an officer who is presently residing in a designated house meant for a

particular incumbent then he shall not be allowed to carry furniture to the new place of posting.

v) The officer concerned will have to carry entire furniture provided at his/her residence and not a part of the furniture provided. In case the officer desire to carry a part of the furniture items, then the items returned by him at the previous place of posting will not be issued again at the new place of posting. If any officer, having once carried the allotted furniture, refuses to carry it at any subsequent stage, he will not be provided furniture thereafter.

vi) It should be ensured by the concerned controlling authority that the officer will not become ineligible for residential furniture, for any reason whatsoever, at his/her new place of posting if enjoying any restricted eligibility. For example, officers of Scale-I who are otherwise not eligible for the furniture facility and supplied with bare minimum furniture by virtue of their posting at Metro Centers will become ineligible on their transfer to other center not categorized as Metro center etc.,

vii) If any officer does not carry the existing furniture provided at his residence after the scheme becomes operational, he shall be entitled only to unfurnished accommodation at his next place of posting.

viii) The furniture will continue to be the Bank's property. ix) Before placing order for new furniture, the existing items of furniture stored in the

godowns should first be got repaired/refurbished to the extent necessary and allotted to eligible officers.

x) All new purchases must be sanctioned in advance. No post facto approvals shall be permitted.

xi) The officer shall not let out or otherwise part with the possession of the furniture to anyone in whole or part thereof.

xii) No change is proposed in entitlement for shifting household effects as per Regulation No. 45(2) of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979 (as amended).


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ANNEXURE-II The Dy General Manager/Asstt. General Manager Chief Manager (OAD) Head Office/Zonal Office/Region Office, State Bank of Bikaner & Jaipur _____________ __________

THROUGH THE BRANCH MANAGER/DEPARTMENTAL HEAD Dear Sir, PERMISSION TO CARRY FURNITURE ON TRANSFER I have been transferred from ________________Branch/Office to _______________Branch/Office. I want to carry the entire lot of furniture/fixture provided to me by the Bank at my residence to the transferee place_________________. The details of the various furniture/fixture items in my possession are as under:- 2. Please accord you necessary approval. Yours faithfully, SIGNATURE NAME P.F. INDEX NO. GRADE/OFFICER BRANCH/OFFICE RESIDENTIAL ADDRESS:


254

ANNEXURE-III POSSESSION CERTIFICATE AS ON THE 31ST DECEMBER 200 _____/Date of relieving. I hereby certify that the following items of furniture provided to me by the Bank are in my possession as on date: S.NO. ITEM NUMBER SIGNATURE NAME PF INDEX NO. GRADE/SCALE BRANCH/OFFICE RESIDENTIAL ADDRESS: For office use

1. Tallied with the office record. 2. Depreciation entries passed on ___________________. 3. Original cost of furniture ___________________. 4. Book value as on 31st March 200__. ___________________.

Signature of Branch Manager/Controlling Authority/ Chief Manager (OAD) Date: ANNEXURE-IV

NOTATION IN LAST PAY CERTIFICATE (LPC)

On reverse of the LPC, the particulars at presently given in the top right hand corner should be amended as follows: Income Tax Permanent Account No. (PAN) _____________________ Original cost of the furniture provided by the Bank. _____________________ Book value of the furniture provided by the Bank ______________________ List of furniture being carried by the officer on transfer is enclosed. Hiring charges of furniture (rent paid) by the officer


255

as from ___________Rs._____________ (CIRCULAR NO. PER/5/2004-05 DATED 6.4.2004) Index Page 24. CARRYOVER OF RESIDENTIAL FURNITURE & FIXTURE ON TRANSFER TO ANOTHER CENTER BY THE OFFICERS OF SMGS-IV & SMGS-V:

Keeping in view the difficulties being faced by the Bank to store the furniture and expenses to be incurred for proper up keep of the same vis-à-vis inconvenience to the officer in returning back the FEF articles at the previous place of posting and getting the same allotted at the new place of posting, it has now been decided to allow the officers upto the grade scales SMGS-V to carry the furniture & fixtures provided at their residences on transfer to another center.

Accordingly, officers upto the grade scale V who are transferred within the Bank should now compulsorily carry furniture with them on transfer to another center irrespective of whether the officer is residing in leased accommodation/Bank's flat/Own house etc. subject to following conditions:-

• The officer concerned will have to carry entire furniture provided at his/her residence and

not a part of the furniture. In case the officer desires to carry a part of the furniture items, then the items returned by him at the previous place of posting will not be issued again at the new place of posting.

• The officer concerned has to carry furniture within the ceilings prescribed for

transportation viz. his luggage.

• Full particulars of furniture items will be incorporated in the officer's last pay certificate viz.

date of purchase of FEF articles etc.

• Value of furniture provided, with full particulars, will be transferred to his/her designated branch/Office.

• The norms for carrying out repairs/refurbishment/ replacement of Bank's furniture/fixtures

at the residences of the officers of SMGS-IV & SMGS-V as laid down in H.O. Circular Per/71/1996-97 dated 18.10.1996 will be applicable and may be followed wherever requested by the officers.

• In the case of an officer transferred from Metro Center to other center category, since he is carrying the entire lot of furniture items he may be allowed the benefit of higher entitlement. However, it should be ensured that no fresh items over and above the entitlement of the new place of posting is supplied.

• In the case of an officer transferred from Other Center category to Metro Centers, he may

be supplied the furniture items as per his eligibility at the new place of posting and only the extra items as per the revised eligibility /ceilings may be supplied at the new place of posting (Similar would be the case for officers going out on promotion).

• In the case of an officer who is residing in a designated house meant for a particular incumbent then he shall not be allowed to carry furniture to the new place of posting, it shall also apply to an officer who is being transferred to such station.


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• The officer's living in Bank's own flats will not be eligible to carry the fixtures supplied to

officers at their residences viz. tube lights, fans, geyser, bulbs, steel almirah, desert cooler, water filter etc. The items provided at the Bank's flat, which are to be carried over to the next place of posting, shall also be subject to the discretion of the Bank.

• If any officer does not carry the existing furniture provided at his residence after the

scheme becomes operational, he shall be entitled only to unfurnished accommodation at his next place of posting.

Index Page


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ELIGIBILITY Officers in SMGS-IV & SMGS-V who are otherwise eligible for Bank's furniture will be permitted to carry FEF articles supplied to them at present, within the applicable cost ceiling (original cost) to their next place of posting on transfer, with the permission of the appropriate authority as prescribed by the Bank and mentioned hereunder. However, the officer's living in Bank's own flats will not be eligible to carry the fixtures supplied to officers at their residences viz. tube-lights, fans, geyser, bulbs, steel almirah, desert cooler, water filter etc., Further, the items of furniture provided at the Bank's flat which are to be carried over to the next place of posting shall also be subject to the discretion of the Bank.

APPLICATION On transfer, an eligible officer shall apply in the prescribed format as per annexure-II to the appropriate authority for permission to carry furniture provided to him at his residence to the next place of posting. The appropriate authority's decision shall be final.

REFUSAL BY AN OFFICER

i) The scheme will be universally applicable for all concerned officers & there

will not be any element of exercising of option by the officers concerned. ii) Officers sent on deputation to other organization(s) will not be covered

under the scheme.

ENTITLEMENT ON PROMOTION On promotion, an officer shall be entitled only to the items equivalent to the difference in entitled ceilings at the time of his promotion.

RECOVERY OF RENT Deduction of rent as per State Bank of Bikaner and Jaipur (Officers') Service Regulation, 1979 (as amended) shall be made from the salary as per existing rules/Bank's guidelines from time to time. RECORDS AND ACCOUNTING PROCEDURE

i) Officer-wise records, based on PF A/C number, with details on date and cost

of acquisition of individual items of furniture and consumer durables to be carried under the scheme be checked and updated at the Branch/RO/ZO/HO, as the case may be, if possible on computer before the scheme is operationalised .

ii) A list of the furniture items provided to and in the possession of an officer should be duly acknowledged by him before the permission to carry the furniture on transfer is granted.

iii) As on the 31st December every year, every officers shall be required to submit the list of items in his possession. Further, on the date of relieving also from one Branch/Office to another every officer is required to submit the list of items in his possession as per annexure-III, in duplicate, duly signed in token of acknowledgement at the branch/office where he is posted; of these, one list shall be sent by the branch to the controllers duly checked and verified. In case of officers posted at administrative offices, the list in duplicate as on the 31st December shall be submitted to the Office Administration Department in the same manner.


258

iv) A copy of the acknowledged list should form part of the LPC sent to transferee Branch/Office. A suitable noting should be made in the LPC incorporating the original as well as book value (annexure-IV).

v) The accounting procedure prescribed at present for maintaining FEF A/c and passing depreciation entries on account of the furniture provided to officers at residences shall continue unaltered.

vi) In the case of FEF articles transferred from one Branch/Office to another the accounting procedure presently prescribed by the Bank in terms of H.O. Circular No. Misc/49/99-2000 dated 13.1.2000 will have to be followed i.e.

a) No originating debits (through schedule 19) should be raised by the

Branches/Offices while transferring FEF items to another Branch/Office. b) Full details of the FEF articles transferred to the transferee Branch/Office will

be advised as per enclosed 'FEF OUTWARD MEMO' proforma (annexure-V) and credits will be obtained from the Branch/office where these items have been transferred for credit of the FEF A/C of the Branch/Office transferring the articles.

c) The SBBJ General A/c entries in respect of Inter-Branch transfer of FEF articles should be passed/vouched well before the 31st January i.e. FEF A/c closure date. INSPECTION An authorized official at the discretion of the Bank shall inspect the furniture items provided to the officers from time to time. REPAIRS AND MAINTENANCE Routine maintenance like polishing of furniture (once in 3 years), re-canning (once in 3 years) and minor repairs/breakages etc., shall be undertaken by the Bank as per existing instructions. hereafter. Further, the norms for refurbishment/replacement of Bank's furniture/fixture at the residence of the officers continue to be followed as laid down in H.O. circular No. Per/71/96-97 dated 18.10.1996 , wherever requested by the officers. Index Page SURRENDER OF FURNITURE

i) Normally, the officers provided with the Bank's furniture would not be permitted to surrender the same. However, it may be surrendered in case an officer: a) is promoted to TEGS-VI or b) is posted to foreign office or c) acquires his own furniture and consumer durables, and does not want to

avail the facility from the Bank or d) Ceases to be in the Bank's service in any manner e.g. in the event of

dismissal, discharge, resignation or retirement or e) at any time earlier when called to upon do so by the Bank at its discretion. f) In respect of an officer who has been allotted the Bank's flat subsequent to

his posting at the new place posting shall be required to surrender those items which are already available in the Bank's flat.

ii) An officer shall be required to surrender the furniture provided in good

condition whenever called upon to do so by the Bank.

TRANSIT INSURANCE


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The officer concerned should obtain transit insurance policy for the FEF items transported by him on transfer and the reimbursement of the insurance premium paid for FEF items may be obtained alongwith the transfer T.A. Bill. A suitable undertaking should be obtained from the officer concerned that the reimbursement sought by him is only in respect of the furniture items supplied to him by the Bank and not in respect of his personal belongings for insurance which he is not entitled to reimbursement (Ref. PER/33/2004-2005 dated 14.7.2004).

APPROPRIATE AUTHORITY UNDER THE SCHEME

The permission to carry furniture on transfer and compliance with the terms of the scheme shall be within the powers of present controlling authority (i.e. controlling authority from where the officer is being transferred) for the officers posted at the Branches and present Zonal Heads for Z.O. staff. In respect of H.O. staff/H.O. establishments staff being transferred such permission will be given by the Chief Manager (OAD), H.O. Jaipur.

GENERAL

i) The officer concerned has to carry furniture within the ceilings prescribed for

transportation of his luggage in terms of the provisions of State Bank of Bikaner and Jaipur (Officers) Service, Regulation, 1979 (as amended).

ii) In the case of an officer transferred from Metro Center to Other Center Category, since the officer has to carry entire lot of furniture items he may be allowed the benefit of higher entitlement. However, it should be ensured that no fresh items over and above the entitlement of the new place of posting be supplied at the new place of posting.

iii) In the case of an officer transferred from Other Center Category to Metro Centers, he may be supplied the furniture items as per his eligibility at the new place of posting and only the extra items as per the revised eligibility/ceilings may be supplied at the new place posting.

iv) In the case of an officer who is presently residing in a designated house meant for a particular incumbent then he shall not be allowed to carry furniture to the new place of posting.

v) The officer concerned will have to carry entire furniture provided at his/her residence and not a part of the furniture provided. In case the officer desire to carry a part of the furniture items, then the items returned by him at the previous place of posting will not be issued again at the new place of posting. If any officer, having once carried the allotted furniture, refuses to carry it at any subsequent stage, he will not be provided furniture thereafter.

vi) It should be ensured by the concerned controlling authority that the officer will not become ineligible for residential furniture, for any reason whatsoever, at his/her new place of posting if enjoying any restricted eligibility.

vii) If any officer does not carry the existing furniture provided at his residence after the scheme becomes operational, he shall be entitled only to unfurnished accommodation at his next place of posting.

viii) The furniture will continue to be the Bank's property. ix) Before placing order for new furniture, the existing items of furniture stored in the

godowns should first be got repaired/refurbished to the extent necessary and allotted to eligible officers.

x) All new purchases must be sanctioned in advance. No post facto approvals shall be permitted.

xi) The officer shall not let out or otherwise part with the possession of the furniture to anyone in whole or part thereof.

xii) No change is proposed in entitlement for shifting household effects as per Regulation No. 45 (2) of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979 (as amended).


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261

Index Page

The Dy General Manager/Asstt. General Manager Chief Manager (OAD) Head Office/ Zonal Office/Region Office, State Bank of Bikaner & Jaipur _________________________ _________________________

THROUGH THE BRANCH MANAGER/DEPARTMENTAL HEAD

Dear Sir,

PERMISSION TO CARRY FURNITURE ON TRANSFER I have been transferred from ________________Branch/Office to _______________Branch/Office. I want to carry the entire lot of furniture/fixture provided to me by the Bank at my residence to the transferee place_________________. The details of the various furniture/fixture items in my possession are given in Annexure-III enclosed with this letter.

2. Please accord you necessary approval.

Yours faithfully,

SIGNATURE

NAME P.F. A/C NO._______________________________ GRADE/OFFICER___________________________ BRANCH/OFFICE___________________________ RESIDENTIAL ADDRESS :

STATE BANK OF BIKANER & JAIPUR …………………B/O /R.O./DEPTT.

Forwarded to the………………………………………….for necessary action. BRANCH MANAGER/DEPTT.HEAD (Signature with Seal)

Dated:


262

ANNEXURE-III

POSSESSION CERTIFICATE AS ON THE 31ST DECEMBER 200 _____/DATE OF RELIEVING.

I hereby certify that the following items of furniture provided to me by the Bank are in my possession as on date:

SIGNATURE NAME__________________________________ PF A/C NO._____________________________ DESIGNATION & GRADE_________________ BRANCH/OFFICE________________________ RESIDENTIAL ADDRESS: FOR OFFICE USE

1. Tallied with the office record. 2. Depreciation entries passed on 3. Original cost of furniture 4. Book value as on 31st March 200

SIGNATURE OF BRANCH MANAGER/CONTROLLING AUTHORITY/ CHIEF MANAGER (OAD) Date:


263

ANNEXURE-IV

NOTATION IN LAST PAY CERTIFICATE (LPC)

On reverse of the LPC, the particulars at presently given in the top right hand corner should be amended as follows: Income Tax Permanent Account No. (PAN) _____________________ Original cost of the furniture provided by the Bank. _____________________ Book value of the furniture provided by the Bank ______________________

List of furniture being carried by the officer on transfer is enclosed.

Hiring charges of furniture (rent paid) by the officer

as from ___________Rs._____________

( CIRCULAR NO. PER/ 62 /2005-06 December 02 , 2005)

Index Page

1. GENERAL LEAVE RULES :(REGULATION NO. 31) • All kinds of leave will be reckoned with reference to the financial year i.e. April to March,

w.e.f. from 1.4.2003 and credit will be afforded on the first day of April every year. However, where an officer joins service or is due to retire in the middle of a financial year the proportionate credit in respect of pro-rata privilege leave and sick leave will be allowed to him.

• An officer who desires to obtain leave of absence, other than casual leave, shall apply in writing to the Competent Authority. Generally, such applications for leave, shall be made not less than one month before the date from which the leave is to commence, except in urgent cases or unforeseen circumstances including illness when it is not possible to do so. The Competent Authority shall communicate the decision as soon as practicable and in case of an urgent nature immediately. When the leave is sanctioned, the date of commencement of the leave and the date on which the officer will have to resume duty shall generally be intimated to the officer.

• If an officer after proceeding on leave desires an extension thereof, he shall make an application in writing to the Competent Authority. Such application should state the full postal and telegraphic address of the officer and should be made in sufficient time to enable the Competent Authority to consider the application and send a reply to him before the expiry of the leave desired to be extended. A reply either of grant or refusal of extension shall be sent to the officer at the address given by him.

• Leave of any kind cannot be claimed as of right. When the exigencies of the service so required discretion to refuse/defer or revoke leave of any kind is reserved by the Authority empowered to grant it.


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• An officer who overstays his leave (except under circumstances beyond his control, for which he tenders a satisfactory explanation) shall not be paid his salary and allowances and shall further render himself liable to such disciplinary action as the bank may deem fit.

• An officer on leave will not be entitled to return to duty before the expiry of the period of leave granted to him, unless he is permitted to do so by the Authority which granted him leave.

• An officer on leave shall, unless otherwise instructed to the contrary, return for duty to the place at which he was last posted (at the time of granting the leave).

• The Competent Authority may require an officer who has availed himself of leave for reasons of health to produce a medical certificate of fitness before he resumes duty.

• No leave shall be granted to an officer under suspension. However, if any suspension period is treated as period spent on duty by specific order of Disciplinary Authority, the officer will be eligible to accumulate privilege leave in excess of the prescribed limits, subject to the condition that such accumulated leave in excess of prescribed limit should be proportionate only to the period spent under suspension by the officer, until such time the bank is in a position to grant him privilege leave.

• The bank for this purpose shall mean and include “Competent Authority” empowered to grant leave to officer staff.

• On promotion from clerical cadre, an officer will be permitted to carry over accumulated leave balance as on the date of promotion.

• An officer proceeding on leave shall hand over the charge of his post at the close of last working day preceding the day on which he proceeds on leave. His leave shall be considered to commence from the next succeeding working day and end on the last working day preceding that upon which he reports for duty.

(CIRCULAR NO. PER/117/82 DATED 27.9.82, PER/85/2002-03) Index Page LEAVE PROCEEDING RETIREMENT INCLUSIVE OF THE DATE OF RETIREMENT Leave may be granted by the Competent Authority even for the period just prior to the date of retirement, subject to exigencies of service. Leave Travel Concession may only be availed during leave granted as above subject to the relative LTC block not having lapsed. [SBI C.O. LETTER SBD/SKD/866 DATED 9.5.94] 2. Casual Leave (REGULATION NO. 32) • An officer shall be eligible for casual leave on full emoluments for 12 working days in a year

provided that not more than four days’ casual leave may be availed of at any one time. (SBBJ OSR Reg.32(1))

• Public holidays and Sundays may be prefixed or suffixed to such leave. If casual leave is extended beyond 4 days, it shall be treated as privilege leave, sick leave or extraordinary leave as the case may be for entire period at the discretion of the Competent Authority. Casual leave shall not be granted in combination with any other kind of leave.

• Casual leave is intended to meet special or unforeseen circumstances. Ordinarily the previous permission of the competent authority shall be obtained before taking such leave. Casual leave shall be non-cumulative. However, unutilized casual leave in any calendar year may be suffixed or prefixed to the sick leave or availed of as sick leave in the following three years.


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Public Holidays and weekly off falling within the period of sanctioned casual leave will not be treated as part of casual leave.

• For an officer, who has joined Bank’s service at any time during the calendar year, the Casual leave entitlement would be at one day per month for the first calendar year. Fraction of a month will also be treated as full month to calculate entitlement of the leave.

• Casual leave not availed of and converted into Sick Leave as on 31st December, 1978 shall not lapse in the next following years but shall be allowed to be availed of as per the rules prevailing in the bank in that behalf immediately prior to the 1.10.79.

(CIRCULAR NO. PER/117/82 DATED 27.09.82) • The casual leave to the Probationary officers may be permitted @ one days’ casual leave for

each completed month of service or part thereof in the first calendar year. In the next calendar year on 1st January, their leave account may be credited with 12 days’ casual leave.

( CIRCULAR NO. PER/7/81 DATED 28.1.81) • As the officers are eligible for casual leave only for working days, the intervening holidays

falling between the period of casual leave are not to be accounted for.

• Casual leave not availed of in any year may be suffixed or prefixed to sick leave in the following three years.

(CIRCULAR NO. PER/15/98-99 DATED 8.5.98 and SBBJOSR Reg. 32(2) • In terms of regulation 34(1) sick leave can be granted only on production of medical

certificate. However, in respect of unavailed casual leave when requested in connection with sickness, the production of medical certificate may be waived at the discretion of the sanctioning authority.

(CIRCULAR NO. PER/69/80 DATED 29.8.80) • The unavailed casual leave may be granted even without prefixing or suffixing the same to

sick leave, the latter being granted only on production of medical certificate. (CIRCULAR NO. PER/7/81 DATED 28.1.1981) • In terms of the extant instructions the officers promoted from clerical cadre are eligible to

carryover the Unavailed Casual Leave in addition the their sick leave entitlement as applicable to the officers. It is clarified that the unavailed portion of casual leave carried over in the leave account of the officers promoted from clerical cadre would continue in terms of the extant instructions, to be available to them in addition to their sick leave entitlement, under a separate head as distinct from their respective sick leave/privilege leave entries to their credit even now notwithstanding the provisions contained in regard to accumulation of sick leave consequent upon the implementation of the Officers Service Regulations.

(CIRCULAR NO. PER/65/81 DATED 27.7.1981) Index Page 3. Privilege leave( REGULATION NO. 33) • An officer shall be eligible for privilege leave computed at one day for every 11 days of

service on duty provided that at the commencement of service no privilege leave may be availed of before completion of 11 months of service on duty.


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• An officer on privilege leave shall be entitled to full emoluments for the period of leave.

• 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.

• Privilege leave may be accumulated upto not more than 240 days except where leave has been applied for and it has been refused. Provided that where an officer was under the terms and conditions of service applicable to him immediately before the date of coming into force of the Officers Service Regulations, eligible to accumulate privilege leave for a period longer than 240 days, he shall be eligible to accumulate leave for such longer period.

• An officer desiring to avail of privilege leave shall ordinarily give not less than one months’ notice of his intention to avail of such leave.

• Fraction of a day of earned leave, if any, shall be taken as a full day. Privilege leave

encashed if any, shall not be deducted from the period of service on duty for the purpose of calculations of privilege leave.

• In case of officers promoted from clerical cadre, the entire balance, if any, in their privilege leave account as on the date of their promotion, may be carried over.

(CIRCULAR NO. PER/69/80 DATED 29.8.80) 4. ACCUMULATION OF PRIVILEGE LEAVE BEYOND EIGHT MONTHS In terms of Regulation 33(4) of the State Bank of Bikaner and Jaipur (Officers’) Service Regulations, 1979 it is advised that, Regulation ibid. is silent on the maximum period upto which the appropriate authority may allow accumulation of privilege leave beyond 8 months. It merely states that “Privilege Leave may be accumulated upto not more than 240 days except where leave has been applied for and it has been refused.” Normally, occasion to deny leave and permit accumulation of privilege leave beyond 8 months should not arise. In extreme circumstances, if such occasions arise the period of leave that is allowed to be carried over should necessarily be allowed to the officer to be availed of as early as possible , say within 3 months of the following year. 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. In extreme emergent situations such carry over of leave may be extended upto a period of 6 months. (CIRCULAR NO. PER/68/98-99 DATED 11.11.98) Index Page 5. COMPUTATION OF P.L. AND ITS CREDIT: As per the existing practice, privilege leave due to an employee is computed at the end of every calendar year and the leave account credited on the 1st day of January of the following year. Where an employee is due to proceed on leave during the calendar year and the leave to be availed falls partly in the current year and partly 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 the 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 calendar year, the leave account may be debited after the usual credits are posted on January 1 of the year in which leave is to be availed.


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(CIRCULAR NO. PER/94/87 DATED 16.9.87) 6. PRIVILEGE LEAVE FOR TEMPORARY PERIOD OF SERVICE TO EMPLOYEES ABSORBED AS A PERMANENT EMPLOYEE • An employee who worked on temporary basis and appointed on probation either without a

break or with a nominal break in service may be given the benefit of accumulation of privilege leave earned by him during the period of his temporary service even though such service was for a period of less than one year.

• This benefit is available only to those employees who have been taken in employment in the bank on permanent basis either without break or with nominal break after termination of temporary service just before their absorption in the bank on permanent basis.

(CIRCULAR NO. PER/4/87 DATED 15.1.87) • The nominal break envisaged in the aforesaid circular would ordinarily mean a break of only

one or two days. Wherever benefit of privilege leave for the temporary service in terms of the aforesaid circular has been extended contrary to the above clarifications, steps be taken to rectify the position under confirmation to their respective controlling authorities.

(CIRCULAR NO. PER/44/88 DATED 25.3.88) • Those temporary employees who have completed one year temporary service either without

break or with a break not exceeding 7 days at a time, the total break, however, not exceeding 21 days in a calendar year, may only be given the benefit of privilege leave for temporary service rendered by them.

(CIRCULAR NO. PER/61/89-90 DATED 23.8.89) Note • 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.

• An officer voluntarily retiring in terms of Regulation 29 of Pension Regulation as also an officer

so retiring under specific provisions under Service Regulations would be eligible to receive a sum equivalent to the emoluments of any period of privilege leave that he had accumulated subject a maximum period of 240 days.

(Per/ 108/2001-2002 dated 6.3.2002) 7. NOTIONAL HOUSE RENT ALLOWANCE FOR LEAVE ENCASHMENT AT THE TIME OF RETIREMENT The benefit of notional house rent allowance on certificate basis be extended to officers provided with leased residential accommodation for the purpose of leave encashment at the time of their retirement. (CIRCULAR NO. PER/15/88 DATED 11.2.88) Index Page 8. SICK LEAVE (REGULATION NO. 34)


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• On and from 1.1.89, 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.

• 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 sick leave account.

• The Bank may require any officer desiring to resume duty on the expiry of sick leave, to produce medical certificate saying that he is fit for duty.

(SBBJ OSR REGULATION NO. 34.1,34.2,34.3 & 34. 4) • On and from 1.1.89 , where an officer has put in 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 three months of additional sick leave and officer shall be eligible to receive one half of the full emoluments in respect of the period of sick leave. 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 sick leave account. The benefit of commutation of additional sick leave is granted w.e.f. 29.6.99 and accordingly, the past cases before 29.6.99 need not be re-opened.

(SBBJ OSR REGULATION NO. 34(4) and PER/24/2000-2001 31.5.2000 AND PER/61/91-92 DATED 14.8.91) • An officer may be granted sick leave during the first year of his service on pro-rata basis at

the discretion of the Competent Authority.

(CIRCULAR NO. PER/117/82 DATED 27.9.82) • The definition of “ completed year of service” for the purpose of calculation of sick leave

would include the period spent on duty as well as on leave including extraordinary leave. (CIRCULAR NO. PER/65/81 DATED 27.7.81) • In the case of existing officer on the appointed date, the accumulated balance of sick leave

upto 30th September 1979 as per the then service rules, may be converted into leave on half pay by multiplying by two and carried over as on the 1st October, 1979, subject to the stipulation that wherever accumulated sick leave on half pay is in excess of 360 days, no further sick leave will accrue in such cases till such time as the balance comes to less than 360 days and thereafter accruals will be allowed only to the extent the balance does not exceed 360 days.

(CIRCULAR NO. PER/76/81 DATED 11.8.81) • As for employees promoted from clerical cadre to the JMGS -I on or after 1.10.79, In their

case the “ Unavailed casual leave” carried over as special sick leave should continue to be made available to the employees promoted to the officer cadre over and above the usual sick leave balance.

(CIRCULAR NO. PER/53/83 DATED 9.6.83 AND PER/76/81 DATED 11.8.81) Index Page


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9. STUDY LEAVE (REGULATION NO. 35) • An officer may be granted study leave for such period and on such terms and conditions as

may be decided by the Board or the Executive Committee. (SBBJ OSR REGULATION NO. 35 ) • Study leave will be granted at the discretion of the Bank to an official for the purpose of

prosecuting higher studies or undergoing any specialised training in India or abroad in any specialist functions and which will be useful in his future career in the Bank depending upon merits of each case.

• The official applying for such study leave should have not less than 5 years’ service in the Bank as an officer and such leave shall not be considered unless he is perceived to be having adequate stake in future service in the Bank and is deemed to be having a good service record and good performance to his credit consistently.

• Study leave shall be granted ordinarily for 12 months at any one time. Longer period may be considered depending upon requirements of each case, subject to the overall ceiling of 24 months.

• An official will be eligible to be granted this leave only on one occasion for this purpose during his entire service.

• During the study period the concerned officer will be entitled to only 50% of the salary, emoluments which shall accrue and be payable as follows:

i. 1/4th of the same shall be payable on resuming duty on the expiry of the study period and

ii. the balance thereof in equal annual installments in the next following period of 3 years of active service in the Bank. Thus the entire amount would be paid within three years of his resuming duty and that should serve the bank’s purpose.

• An official sanctioned study leave under these provisions will be permitted at the discretion of

the Bank to retain the official residence if any provided to him during the leave period for the use of himself/members of his family, subject to the recovery of normal monthly rental, and that too on specific request being received from the official to this effect.

• Reimbursement of study fees, living expenses to be incurred in this connection, travelling expenses to be incurred, etc. will not be admissible save under exceptional circumstances and that too at the discretion of the Bank. In case an official is in receipt of any scholarship /fellowship etc. in regard to such study/training he will be permitted to retain the same.

• An officer sanctioned study leave under these provisions shall be required to execute a bond/undertaking to serve the Bank on return from such leave for a minimum period of 5 years or to pay to the Bank a sum of Rs. 1 lac. A specimen of the drafts of undertaking and bond to be executed by the concerned employees proceeding on study leave are given in the relevant circular.

• Study leave shall be counted as service for the purpose of seniority, sanction of increments, etc. Consideration of promotion of an official during the period he is on study leave or immediately on his return, shall, however, be subject to his her fulfilling the various criteria laid down by the bank for such promotion.

• Even on such study leave being sanctioned an official may be eventually relieved from his/her official duties only depending on the exigencies of service.


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• An officer sanctioned study leave, on returning to duty at the expiry of such leave, shall submit a full report to the Bank on the nature of study/training undergone by him/her, with supportive evidence, commenting on its usefulness to himself/herself and in turn to the bank.

• Keeping in view the above referred guidelines, each case will be considered and if found expedient to grant such leave the matter will be put up before the Executive Committee for its approval and then its decision conveyed.

• To cover the cases where an official desires to take up a doctoral (Ph.D.) programme normally extending to a minimum period of three years, study leave may be granted to officers who seek admissions to doctoral programmes in prestigious universities in India/abroad in subjects which have direct and close relevance to Bank’s various functions and are likely to be useful in the further carrier of the concerned officials, Accordingly, sanction of study leave upto maximum of 36 months may be permitted where officers desires to pursue a doctoral programme in an area of interest to the bank subject to other terms and conditions as mentioned above remaining unchanged.

(CIRCULAR NO. PER/1/81 DATED 2.1.81, PER/81/84 DATED 19.10.1984 AND PER/128/88 DATED 3.10.88) Index Page 10. MATERNITY LEAVE (REGULATION NO. 36) • On and from 1st day of April 2000 Leave upto a period of six months at a time may be

granted by way of maternity leave including in respect of post - natal period or at the time of mis-carriage or abortion or 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 view of the above a female officer who was on maternity leave any time on or after 1.4.2000 and to whom on the expiry of the Maternity Leave (of 3 months) originally sanctioned, further leave of appropriate kind was granted on application, may now be permitted to have such extended leave (sanctioned as PL/SL/EOL as the case may be) treated as Maternity Leave. This is subject to the condition that the total maternity leave originally sanctioned and the extended leave do not exceed 6 months. Any period in excess of 6 months will be treated as leave of appropriate kind.

• On and from 1st day of April, 2000 leave may also be granted once during service to a childless female employee 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:-

(i) leave will be granted for adoption of only one child. (ii) The adoption of a child should be through a proper legal process and the employee should produce the adoption deed to the bank for sanctioning such leave.

• If there be any case of female officer employee who has legally adopted a child as above

and has availed of leave for the purpose on or after 1.4.2000, such leave may be set off against leave admissible under this provision.

(SBBJ OSR REGULATION NO. 36 and Circular No. Per/27/2001-02 dated 6.7.2001) • Maternity Leave will be available for pre-natal and post-natal period or at the time of

miscarriage or abortion, on production of medical certificate. Medical leave on account of miscarriage or abortion shall not exceed six weeks at a time.


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• An officer on maternity-leave shall be entitled to full emoluments for the period of leave.

• Competent Authority may grant leave of any kind admissible to the officer in combination with or in continuation of Maternity Leave if the request for its grant is supported by a medical certificate acceptable to the bank.

• A female officer employee shall be eligible for Maternity Leave even in the first year of service.

(CIRCULAR NO. PER/117/82 DATED 27.9.1982) In regard to the Maternity Leave Indian Banks Association has advised that several banks have sought their clarification on the following:- • whether maternity leave upto 6 months is to be allowed in each and every case of

miscarriage/MTP/abortion.

• whether maternity leave in such cases may be sanctioned for a shorter period after taking into consideration the medical report/ certificate.

In view of the above Indian Banks Association has clarified that:- • In case of miscarriage/MTP abortion, maternity leave may be granted to a female

employee/officer as a rule upto 6 weeks, on the basis of medical certificate/advice of a competent medical practitioner, i.e. qualified gynecologist.

• In special/exceptional cases involving medical complication associated with miscarriage/MTP/abortion, maternity leave may be granted to a female employee/officer beyond 6 weeks if advised by a competent medical practitioner (qualified gynaecologist) but upto 6 months only on any one occasion, within the overall limit of 12 months during the entire period of service.

CIRCULAR NO. PER/ 11 /2002-2003 Dated April 26, 2002) Index Page 11. EXTRA-ORDINARY LEAVE (REGULATION NO. 37) • 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 on more than 90 days at a time. Provided that in very special circumstances the Board or the Executive Committee may grant extra-ordinary leave on loss of pay to an officer upto a total period of 720 days.

(SBBJ OSR REGULATION NO. 37) • Extra-ordinary leave may not be availed of except for sufficient reasons for more than 90 days

at a time. (CIRCULAR NO. PER/117/82 DATED 27.9.82) • A doubt has arisen about the competent authority to grant extra ordinary leave on loss of pay

to an officer beyond 720 days. The matter was examined by the bank and is clarified that there is a clear cap of 720 days extra ordinary leave in SBBJ (officers’) Service Regulations 1979 and as the Regulation is statutory accordingly, the extra-ordinary leave beyond 720 days can not be granted to officers As such the question of the Competent Authority to grant extra ordinary leave beyond 720 days does not arise.


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(CIRCULAR NO. PER/6/97-98 DATED 21.4.97) • An officer shall be eligible for extra-ordinary leave on loss of pay ( i.e. loss of full emoluments)

when no other kind of leave is due to him. Such leave may be granted in combination with or in continuation of any kind of leave except casual leave admissible to him.

• The period spent as leave on loss of pay shall not count for increments. In view of the fact that the increments in the case of officers is released on first of the calendar month in which the date of increment falls due, such anniversary date will be postponed and notionally determined. The effect of postponement would be given when the notional date of increment shifts to the next calendar month. The incremental date in each year will be computed by taking into account the leave on loss of pay during the year. In effect the postponement, unless condoned, will have cumulative effect throughout the carrier of the officer, provided that in the cases where the Competent Authority is satisfied that the leave was taken on account of illness or for any other cause beyond the officer’s control, it may direct that the period of extraordinary leave may count for increments.

(CIRCULAR NO. PER/117/82 DATED 27.9.82) Index Page 12. LAPSE OF LEAVE (REGULATION NO. 38) I. All leave shall lapse on the death of officer or if he ceases to be in the service of the Bank, provided that where an officer dies while in service, this 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. 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. Provided further that where an officer dies while in service, there shall be payable to his legal representatives, a sum equivalent to the emoluments for the period, not exceeding 240 days, of privilege leave to his credit as on the date of his death. Note:- (SBBJ OSR REGULATION NO. 38) ii. Also an officer who retires from the Banks service shall be eligible to be paid a sum equivalent to the emoluments ( i.e. salary and allowances) of any period of privilege leave that he had accumulated as on the date of retirement not exceeding 240 days. iii. For the purpose of paragraph 1 and 2 above, the emoluments payable at the time of death or retirement will be taken into account. (CIRCULAR NO. PER/117/82 DATED 27.9.82) (iv) Encashment of accumulated leave over 240 days can’t be permitted. (Per/47/99-2000 dated 18.8.99) v. The eligibility of an officer who is compulsorily retired in terms of Discipline and Appeal Regulations for Leave encahsment, it is advised that only such officers who retire under circumstances mentioned in Regulation 19 of the OSR would be entitled to encash accumulated privilege leave in terms of Regulation No. 38. An officer whose services are terminated or who is


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compulsorily retired as a punishment as per Regulation 4 of the Officer Employees’ (Discipline and Appeal) Regulation will not be entitled for leave encashment. However, the said benefit is available to those who opt for voluntary retirement in terms of Regulation 29 of the Bank (Employees’) Pension Regulation, 1995. (CIRCULAR NO. PER/4/2001-2002 DATED 19.4.2001) Index Page 13. ENCASHMENT OF P.L. IN CASE OF AN OFFICER RESIGINING FROM BANK’S SERVICE: The officer resigning from bank service may be allowed encashment of privilege leave to the extent of half of such leave at his credit on the date of cessation of service subject to a maximum of 120 days. (CIRCULAR NO. PER/16/2001-2002 DATED 29.5.2001) 14. ENCASHMENT OF P.L. IN CASE OF VOLUNTARY RETIREMENT FROM FROM BANK’S SERVICE: Officers who have opted for pension and have completed 20 years of pensionable service may be permitted to retire from the Bank’s service and also be allowed encashment of leave in accordance with Regulation 29 of the Pension Regulations pending amendment to the State Bank of Bikaner and Jaipur (Officers’) Service Regulation, 1979 (CIRCULAR NO. PER/106/96-97 DATED 8.2.97) 15. RECALL FOR DUTY (REGULATION NO. 39) An officer on leave may be recalled to duty by the competent authority wherever 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. In such an event, the journey period (both inward and outward) shall be taken as period spent on duty. If he is availing of leave travel concession during that period it will be allowed to be carried over. However, the Bank will as far as possible offer him leave, so as to enable him to avail of leave travel concession during the same span of LFC block. In addition to traveling expenses in such cases, the officer concerned will be eligible to halting allowance as may be applicable to him for the inward journey to his place of posting. The family members should generally accompany the officer when he is recalled to duty otherwise travelling expenses for members of his family will not be reimbursed .Advance against LTC if any, shall be adjusted by the officer immediately on his reporting for duty. (SBBJ OSR REG. 39 AND CIRCULAR NO. PER/117/82 DATED 27.9.82) Index Page


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16. LEAVING HEADQUARTERS AND AVAILMENT OF LEAVE AND FURNISHING THE LEAVE ADDRESS TO THE BANK • 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. (SBBJ OSR REGULATION NO. 40) • Regulation 58 (1) of the State Bank of Bikaner and Jaipur (officers’) Service Regulations, 1979

interalia , provides that no officer shall leave the station without having obtained the permission of the authority empowered to sanction leave. During the surprise inspections of the branches, it was noticed that some of the Branch Managers/officers posted in rural area branches do not stay at all at their headquarters and come to the nearby urban centers daily where they are keeping their families. In their anxiety to catch the bus/rail to the respective urban centers, they reportedly close the branch even before the scheduled timing. Leaving headquarters unauthorisedly is not only a violation of the service regulations, but also the concerned officers’ precious time is wasted outside headquarters as a result of which developmental activities suffer. Any violation in this regard will hereafter be severely dealt with.

• Similarly, it was also noticed that the Branch Managers/officers frequently proceed on casual leave for petty reasons and that too without any prior intimation, resulting in dislocation of smooth working at the branch and necessitating relieving arrangements at short notice. It was also observed that at times privilege leave is utilised as casual leave. These practices have been viewed with concern and henceforth casual leave shall be granted only for cogent reasons/emergent circumstances.

(CIRCULAR NO. PER/42/83 DATED 13.5.83) • During the surprise inspections of the branches, it was noticed that in many instances, the

number of officers found on leave was disproportionately high vis-à-vis the sanctioned staff strength which leads to believe that the branches are enjoying more than comfortable/ surplus supervising staff strength. In other words , it would appear that a very casual/liberal attitude is being adopted while recommending /sanctioning leave to the officers thus totally overlooking the interests of the Bank. This attitude has adversely affected the smooth functioning of the branches and growth of business. Availment of privilege leave with prior notice, for genuine reasons may, however, be considered but frequent leave for petty reasons can hardly be appreciated. It is, therefore, enjoined upon the recommending /sanctioning authorities that a more rational view should be taken while sanctioning leave rather than treating it as a routine matter. Even grant of casual leave/station leave should be sanctioned with more circumspection so that matters concerning business growth, such as deposit mobilisation, recoveries etc., are not affected by untimely/frequent leave taking.

(CIRCULAR NO. PER/50/83 DATED 7.6.83) • No officer shall leave the station without having obtained permission of the authority

empowered to sanction leave. (CIRCULAR NO. 83/63) Index Page 16. GRANT OF SPECIAL LEAVE (REGULATION NO. 37 (A) ) • To recognise excellence of our staff in fields like classical music, dance, stage acting, painting,

literature etc. the following guidelines for grant special leave to our staff members participating in these activities be ensured:-


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a) The event should be recognised one at National /Regional level.

b) There should be official invitation from the organisers.

c) The leave depending on the event, should not exceed 7 days including time used for travel to and fro.

d) The employees will not be eligible for any other monetary benefits or time-off facility for practice.

e) The leave should be treated as non-cumulative special leave.

f) An individual employee may be granted such non - cumulative leave upto 7 days at any one instances and not more that 30 days in a year. Maximum entitlement of an employee during his entire career will be 300 days.

g. The competent authority for sanctioning the Special leave will be the respective General Manager’s.

(CIRCULAR NO. PER/30/96-97 DATED 15.7.96) • Bank employees who sustain injuries during the course of bank robberies/dacoities or as a

result of terrorist attack on bank premises, may be given special leave for the period of treatment on production of a certificate from the Station House officer in whose jurisdiction he/she was injured in a bank robbery/dacoity or as a result of terrorist attack on bank employees.

(CIRCULAR NO. PER/82/92-93 DATED 14.12.92) • The General Manager has been vested with the powers to grant special sick leave when

injuries are suffered by an employee as a result of his/her taking part in any sports event on behalf of the Bank.

(CIRCULAR NO. PER/16/89-90 DATED 12.5.89) • If an employee receive injury while representing the Bank or Bank’s Sports Board in a

tournament or practising as a part of the Bank Team or Bank’s Sports Board team and not as a part of any other team or as an individual, he should be extended all the benefits as are available to employees who sustain injuries in course of duty. In all other cases, it should be examined on a case to case basis.

(CIRCULAR NO. PER/177/88-89 DATED 19.1.89) • Special casual leave may be allowed to our employees who participate in the activities of

Central Secretariat Hindi Parishad . The guidelines for this purpose are:-

• An office bearer of the Parishad may be granted Special Casual leave upto five days in a year including journey period for participating in the General Meeting of the Parishad and prize distribution programme, provided further that the Special Casual leave will be restricted for the period of actual days of meeting/programme and time taken in travelling.

• An office bearer who comes from outside Delhi to participate in the Central Committee Meeting held in Delhi, may be granted Special Casual Leave upto 5 days which depend upon the distance of his place of duty from Delhi; and


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• The office bearer working in our Branches/offices at Delhi may be granted Special Casual Leave upto 20 days in a year to participate in the activities of Parishad for going to and coming back from different places in addition to meetings mentioned in (a) and (b) above provided that :-

• Special casual leave shall be restricted for the actual period spent in travelling; and

• Special casual leave availed under condition (a) and (b) above shall be within the limit of 20 days as mentioned hereinabove.

(CIRCULAR NO. PER/49/91-92 DATED 17.7.91) • Following the recommendations of the Government of India that employees of the Public

Sector Banks/Financial Institutions etc. appearing at Hindi Examinations under the Hindi Teaching Scheme may be sanctioned special casual leave for the days of such examinations, accordingly the facility in question may be extended to our bank employees.

(CIRCULAR NO. PER/34/91-92 DATED 20.6.91) Index Page


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17. GRANT OF SPECIAL CASUAL LEAVE TO BANK EMPLOYEES DURING ELECTION To grant special leave to bank employees during election the following guidelines be followed:- i. General election to Lok Sabha/State assemblies and Bye- elections to Lok-Sabha

In connection with General Elections/Bye-elections to Lok Sabha or a State Assembly a local holiday is usually declared by the State Government on the date(s) of polling, if held on day(s), other than Sunday or other holidays. When such a holiday is declared the Bank offices located in such places should also be closed on the polling day(s). In some cases, it may happen that the employees residing and enrolled as a voter, in a particular place/constituency (where the election is to be held) may be employed in a any office located at some other place. In such cases the employees may be granted special casual leave after obtaining an undertaking from them in the proforma enclosed with the relevant circular. If his branch/office does not happen to be closed on that particular day to enable him to exercise his franchise.

ii. Election to Panchayat/Corporation/Municipalities or other Local Bodies and Bye-election to State Assemblies

In connection with election to these bodies the Bank may not be closed. The employees who are bonafide voters and desire to exercise their franchise should, however, be offered reasonable facility subject to the normal exigencies of service, either by way of coming late to office or by being allowed to leave office early or a short absence on that day. Special casual leave may be granted to employees desirous of casting their vote in bye-election to State Assemblies if enrolled as bonafide voters in that constituency and working at a different place where no holiday has been declared after obtaining an undertaking from them in the proforma enclosed with the relevant circular .

iii. So far as staff on election duty are concerned they may be permitted to remain away from their normal duties on polling day(s) as also on the day(s) required for performing journeys which might be undertaken in order to perform such election duty. (CIRCULAR NO. PER/68/90-91 DATED 13.11.90) Index Page 18. GRANT OF SPECIAL LEAVE ON ACCOUNT OF CURFEW/BAND ETC., i) Absence of employee on account of curfew a)Where bank office is kept closed for the day.

If a bank office remains closed on account of curfew order imposed during the entire working hours, the employees should be given special casual leave for the day.

b) 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 day . The absence of employee who do not attend office during the time it is open should be adjusted against their appropriate leave account.

c) Where bank office remains open


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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 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.,

ii) 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 paragraph 511 of the sastry award.

iii.) 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 principal ‘ No work No pay’ in addition to any action the management may like to take as per the Service Rues

b) 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 due to non-availability/disruption of transport facilities, physically obstruction or other legitimate reasons, his appropriate leave account may be debited.

d) Absence of employees during strike/agitation etc.,

If there is a call for strike given by any union of 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 bank remains locked, the absence of the employees who were on the strike should be regularised as special casual leave by an authority not lower than the General Manager subject to fulfilment of the following conditions:-

i) 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.

ii) 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. iii) 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 be given to those who did not enter the office.

e) Absence of employees for part of the day


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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 principal of ‘No work No pay’ should uniformly apply subject to the decision of the court if any. Even where an employee is in breach of his contract for part of the day, he 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 employee 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 the month. (CIRCULAR NO. PER/53/88 DATED 4.4.88 AND PER/127/81 DATED 17.12.81) Index Page


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19. SPECIAL CASUAL LEAVE TO PHYSICALLY HANDICAPPED EX-SERVICEMEN EMPLOYED IN BANKS

• The Government of India , Ministry of Defence memorandum O.M. No. 11(5)/72/3392/d(civ-ii) dated 11.4.72 issued with the concurrence of Ministry (Defence) member banks may grant 15 days special casual leave to the disabled ex-servicemen who have been provided with artificial limbs as a result of injuries sustained in operation and employed in the banks and who have to report to artificial limb center and in hospital as and when artificial limb required replacement/treatment.

• Special casual leave may be granted to such of the employees of our bank for appearing before the Medical Re-survey Boards for assessing their disability pension on the existing terms and conditions. However, , the special casual leave facility as above as also for the purpose reporting to artificial limbs center and in hospital as and when the artificial limb requires replacement/treatment shall be restricted to an overall maximum period of 15 days in a calendar year.

(CIRCULAR NO. PER/77/83 DATED 11.8.83 AND PER/72/81 DATED 5.8.81) Index Page 20. GRANT OF SPECIAL CASUAL LEAVE FOR UNDERGOING STERILISATION OPERATION/ IUD PLACEMENT The following facilities may be extended to the employees for family planning :-

a. Employees who undergo sterilization operation i.e. Vasectomy or Salipingectomy are eligible for Special Casual Leave ( in addition to the regular Casual leave of 12 days in the calendar year) to give the rest required immediately after the operation, subject to production of Surgeon’s Certificate as under:-

b. Special casual leave not exceeding 6 working days for male employees undergoing vasectomy operation. c. Special Casual leave not exceeding 14 working days for female employees who undergo non-puerperal tubectomy operation. d. One days special casual leave to female employees who had IUD insertions. e. Upto 7 days special casual leave to male employees whose wives undergo non puerperal tubectomy operation, subject to the production of medical certificate from the doctor who performed the operation, to the effect that the presence of the employee was essential for the period of leave to look after his wife during her convalescence, after operation. f. Sundays and other holidays falling in between the period of special leave should be taken into account for calculation of this special leave. g. This special leave should not be prefixed to any other kind of leave.


• Special casual leave connected with sterilisation, recanalisation under family welfare

programme may be suffixed as well as prefixed to regular leave or casual leave. However, special casual leave should not be allowed to be prefixed both to casual leave and regular leave . Special casual leave should either be prefixed to regular or to casual leave and not both. Similarly, special casual leave may be suffixed either to regular leave or to casual leave


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and not both. The intervening holidays and/or Sundays may be prefixed /suffixed to regular leave as the case may be.

(CIRCULAR NO. PER/63/81 DATED 25.7.81) The grant of incentives for family planning is subject to the following conditions:-

• The employee must be within the reproductive age group. In the case of male he should not be over 50 years and his wife should be between 20 to 45 years of age. In the case of a female employee she must not be above 45 years and her husband must not be over 50 years of age.

• The employee should have two or three living children. • The sterilization operation must be conducted and the sterilization certificate must be

issued by an authorized competent authority of the hospital or under the auspices of the Central Government , Health Scheme. Where this is not possible, the sterilization certificate issued by a State Government hospital or an Institution recognized by the central Government for the purpose will suffice.

• The sterilization operation can be undergone either by the employee or his/her spouse provided the conditions at S. No. a to c above are fulfilled.

• The concession will be admissible only to the employee who undergoes the sterilisation operation on or after 31.12.80 (CIRCULAR NO. PER/41/82 DATED 1.4.82)

• For the purpose of granting incentives for promoting small family norms, apart from the

Certificates of hospitals covered under the Government Scheme, the Certificates of hospitals and reputed nursing homes may also be considered for the purpose. The incentives may be disbursed after getting the medical certificate duly authenticated by the Bank’s authorised doctor, if any, and after obtaining prior approval of the Controlling Authority.


Index Page 21. SPECIAL LEAVE FOR INJURY SUSTAINED WHILE ON DUTY : Special leave to the permanent employees of the Bank may be granted in cases of accidents resulting death/disability/serious injury/disarrangement suffered while on duty with the approval of Competent Authority. (PER/25/94-95 DATED 11.8.94) 22. MISCELLANEOUS

• At the time of computerisation of branches, officers are often required to work on Sundays and Holidays to complete the task on time. In view of the time bound programme for computerisation of branches, it has not been possible to grant compensatory off during the week following the Sundays/Holidays on which these officers had worked.

• In this regard, in case it is not possible for the Bank to grant compensatory off to these officers in the following week, the officers may be allowed to avail compensatory off during the following three months. Further, in cases, where it has not been possible to permit an official to avail of compensatory off during the next three months , the same may be credited to his privilege leave account with the approval of appropriate authority. However, before allowing credit to privilege leave account, the sanctioning


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authority should fully satisfy itself that official could not be permitted to avail of compensatory off during the three months period due to exigencies of services.


Index Page 23. SUBMISSION OF LEAVE RECORD IN L.P.C. At the time of transfer, the Last Pay Certificate should not be handed over to the concerned employee personally and the balance of leaves in Last Pay Certificate be mentioned in words and figures both and the LPC be despatched by post only so as to avoid the possibility of manipulations in the leave record by the concerned employee. (CIRCULAR NO. PER/33/99-2000 DATED 23.7.99) 24. COMPENSATORY OFF FOR WORKING ON SUNDAYS/HOLIDAYS It is clarified that for attending seminars/conferences etc., on Sundays/holidays no compensatory off is to be granted. Officers required to work as custodians of vaults or lockers on holiday are not entitled to any compensatory off, but for halting allowance, in terms of Regulation no. 23(IX) of SBBJ (officers’) Service Regulations, 1979. (CIRCULAR NO. PER/56/80 DATED 17.7.80) Officers whenever called upon to do invigilation work connected with examination conducted by the Regional Recruitment Boards on Sundays/Public holidays may opt for either the scale of honorarium or avail themselves of compensatory facilities in terms of extant instructions. (CIRCULAR NO. PER/111/80 DATED 23.12.80) However, with a view to minimising inconvenience to our officials, it would be necessary to ensure that they are called upon to work on Sundays/holidays only when it is absolutely necessary. Further, wherever possible, the officials may be detained to perform work on Sundays/holidays by rotation. (CIRCULAR NO. PER/88/76 DATED 28.12.76) 25. COMPENSATORY OFF FOR WORKING ON HOLIDAYS/SUNDAY • 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.

• As it is not possible to grant compensatory off to a Branch Manager/Accountant, 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 despatch of remittance, etc., leave in lieu of compensatory off should be added to his privilege leave accountant 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 not allowed to avail of the compensatory off due to exigencies of services with the approval of the General Manger/Deputy General Manager in the case of staff working at H.O./Z.O.s. In respect of officers of the rank of Dy. General Manager and above the permission of the next higher authority shall be obtained.


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• No compensatory off shall be given to the officers who are attending seminars, discussions,

etc., on a Sunday/holiday.

• Compensatory off may be given to faculty members/instructors who are required to conduct short duration courses/programme at the college/Training Centers during intervening Sunday/holidays. Such compensatory off should, however, be availed of during succeeding week.

• The supervising staff who are required to work on intervening Sundays/holidays while on deputation may be granted compensatory off or credit to leave account in addition to the usual halting allowance for which they are eligible.

• At the time of computerisation of branches, officers are often required to work on Sundays and Holidays to complete the task on time. In view of the time bound programme for computerisation of branches, it has not been possible to grant compensatory off during the week following the Sundays/Holidays on which these officers had worked. In this regard, in case it is not possible for the Bank to grant compensatory off to these officers in the following week, the officers may be allowed to avail compensatory off during the next three months , the same may be credited to his privilege leave account with the approval of appropriate authority, However, before allowing credit to privilege leave account , the sanctioning authority should fully satisfy itself that official could not be permitted to avail of compensatory off during the three months period due to exigencies of services.

• Further, for allowing eligible officer other than the officials mentioned in para no. (vii) above to avail compensatory off within one week is inadequate and more often than not, it has not been possible for the controllers to allow officers to avail compensatory off during the following week. Accordingly, the officers may be allowed to avail compensatory off during the month following the Sunday/holiday on which he was required to work.

• Officers required to work as custodians of vaults of lockers on holiday are not entitled to any compensatory off but they may be allowed for halting allowance, in terms of Regulation NO. 23(ix) of SBBJ(Officers’) Service Regulation, 1979

• Officers whenever called upon to do invigilation work connected with examination conducted by the Regional Recruitment Boards on Sunday/Public holidays may opt for either the scale of honorarium or avail themselves of compensatory facilities in terms of extant instructions.

• With a view to minimising inconvenience to our officials, it would be necessary to ensure that they are called upon to work on Sunday/holidays only when it is absolutely necessary. Further, wherever possible, the officials may be detained to perform work on Sundays/ holidays by rotation.

• The competent authority to permit credit of compensatory off to privilege leave account to the official who are not allowed to avail of the compensatory off due to exigencies of work, within the maximum permissible limit of 240 days will be as under:-

Offices posted at Authority Branches/ZOs/H.O. Officers in hierarchy immediately above the leave sanctioning authority but not below the rant of DGM.



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26. 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. (CIRCULAR NO. SBBJ/386/65 DATED 16.11.65) 27. ST. JOHN AMBULANCE BRIGADE: Officers enrolling themselves as members of St. John Ambulance Brigade may be allowed special casual leave, subject to the following: • Prior permission will have to be obtained from the controlling authority;

• The grant of leave should not interfere with the effective discharge of their official duties;

• 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;

• Where the officers are detained 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.

(CIRCULAR NO. PER/115/82 DATED 23.9.82) Index Page 28. SPECIAL LEAVE TO OFFICE BEARERS/CENTRAL COMMITTEE MEMBERS OF ALL INDIA BANK OFFICERS’ CONFEDERATION ETC., The Indian Banks’ Association issue from time to time the list of eligible Officers who are Office bearers/Central Committee members of various recognised Association/Unions etc. for the purpose of grant of special leave in terms of Clause 13.39 of Bipartite Settlement dated 1966. 1. ELIGIBILITY:

a. During the block of 4 years, an officers shall be eligible for leave travel concession for travel to his place of domicile once in each block of 2 years. Alternatively, he may travel in one block of 2 years to his place of domicile and another block of 2 years to any place in India by the shortest route.

b. Alternatively, an officer, by exercising an option anytime during a 4 year block of two year

block, as the case may be, surrender and encash his LTC(other than travel to place of domicile) upon which he shall be entitled to receive an amount equivalent to 75% of the eligible fare for the class of travel by train to which he is entitled upto a distance of 4500 Kms. (one way) for officers in JMG Scale I and MMG Scale II & III and 5500 Kms (one way) for officers in SMG Scale IV and above . An officer opting to encash his LTC shall prefer the claim for himself/herself and his/her family members only once during the block /term in which such encashment is availed of. The facility of encashment of privilege leave while availing of leave fare concession is also available while encashing the facility LFC.

c. The mode and class by which an officer may avail of Leave Travel Concession shall be the

same as the officer is normally entitled to travel on transfer and other terms and conditions subject to which the Leave Travel Concession may be availed of by and officer, shall be as decided by the Board from time to time.


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(Per/17/2005-06 dated 28.6.2005)

• REPLY TO SOME QUERY RELATING TO ENCASHMENT OF LEAVE TRAVEL CONCESSION

i) Query: Whether an officer employee can exercise the option to avail LTC or encashment during a block period? Reply: An officer employee by exercising an option during a 4 year block or two year block, as the case may be, surrender and encash his LTC (other than travel to place of domicile) ii) Query: On opting to encash the facility, what will be the entitlement of amount payable to the officer employee ? Reply: He will receive an amount equivalent to 75% of the eligible fare for the class by train to which he is entitled upto a distance of 4500 kms.(one way) for officers in JMG Scale I and MMG Scale II & III of 5500kms (one way) for officers in SMG Scale IV and above. iii) Query: Whether availment of facility of encashment is available for travel to place of domicile? Reply: No leave travel concession for travel to place of domicile is not encashable iv) Query : Whether the option to encash Leave Fare Concession facility can be claimed separately by the employee for himself & his family members? Reply: No, an officer opting to encash his LTC shall prefer the claim for himself/herself and his/her family members only once during the block/term in which such encashment is availed of. v) Whether the facility of encashment of Privilege Leave is also available with encashment of facility of LTC. Reply: Yes, is available. vi)Query: Whether officer employee can avail the LTC Encashment facility, if Block period expiring before 02.06.2005 has been extended by the Competent Authority? Reply: No, this facility will not be available to such officer employees. The Discretionary powers to allow the above facility rests with the sanctioning authority. (CIRCULAR LETTER NO.P/GEN/10/2005-2006 DATED 1.8.2005)

Index Page 2. ENTITLED CLASS:

• JMGS-I 1st class or AC-II class sleeper by train. • MMGS- II & III 1st class or AC-II class sleeper by train. By air

( economy class) if the distance to be travelled is more than 1000 kms.

To update the aforesaid instructions of class of travel by water transport/steamer for LFC/HTC purposes and bring it on par with the eligibility to travel by air. Accordingly, the eligibility of class of travel by steamer/water transport for various grades scales of officers for LTC/HTC purposes will be as under:-


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Officer in JMGS-I First class by steamer Officers in MMGS-II and III if the distance to be traveled is less than 500 kms

First class by steamer

Officers in MMGS-II and III if the distance to be traveled is more than 500 kms

Highest class by steamer

Officer in SMGS-IV and above Highest class by steamer (CIRCULAR NO. PER/77/2003-2004 DATED 28.1.2004) LFC ENTITLEMENT OF MMGS OFFICER a. In terms of Regulation 47(3) of State Bank of Bikaner and Jaipur (Officers’) Service Regulations, 1979, the mode and class by which an officer of Middle Management Grade Scale may avail of Leave Travel Concession shall be the same as in the case of travel on transfer , which reads as under :- ‘ An officer in MMGS may travel by Ist class or AC sleeper by train. He may, however, travel by air (economy class) if the distance to be travelled is more than 500 kms.......’(as per latest salary revision this is revised to 1000 kms.) Some doubts have been expressed in this regard. The matter was, therefore, referred to Indian Banks’ Association (IBA) who have clarified as follows:- Issue- To consider whether air fare can be taken into account for computation of entitlement for the purpose of leave travel concession in case of officers in Middle Management Grade. Decision- Entitlement will be determined by Ist class/ A.C. sleeper rail fare only. If distance to be travelled is more than 500 kms(since revised to 1000 kms.) by the most direct route and an officer also covers a minimum 500 kms.(revised to 1000 kms) of such distance by air, then, he shall be reimbursed actual air fare. If he does not travel by air, then reimbursement will be limited to 1st class/ AC sleeper fare. ‘ (CIRCULAR NO. PER/29/93-94 DATED 29.6.93 ) Index Page b. LFC ENTITLEMENT OF MIDDLE MANAGEMENT GRADE SCALE OFFICERS In terms of SBBJOSR ‘79 Regulation no 47(3) , the mode and class by which an officer of MMGS may avail of leave travel concession shall be the same as in the case of travel on transfer. In terms of circular no. Per/29/93-94 dated 29.6.93, entitlement of an officer in MMGS for leave travel concession is determined by 1st class A/C sleeper rail fare only. If the distance to be travelled is more than 500 kms. (since revised to 1000 kms.) by the most direct route and an officer also covers a minimum 500 kms. (since revised to 1000 kms.) of such distance by air, then, he shall be reimbursed actual air fare. If he does not travel by air, or travels partly by air or partly by other mode of conveyance or by circuitous route, by higher or lower class, then reimbursement will be limited to actual fares or the 1st class/A.C. sleeper fare by most direct route whichever is lower. The matter has been re-examined in consultation with the C.O. of SBI and it has been decided to revise the entitlement of MMGS officer for leave travel concession w.e.f.1.2.95 as under:- “The LTC entitlement of officers in the MMGS will be determined by 1st class/A.C. sleeper rail fare only. If the distance to be travelled is more than 500 kms. (since revised to 1000 kms.) by the most direct route, then the eligibility will be as per air, economy class.


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NOTE:

• Officers in substantive grade/scales of MMGS-II and MmGS-III, if the distance to be traveled is more than 500 kms, (since revised to 1000 kms.) as also officer in SMGS-IV and above are entitled to travel by air; officers in JMG- I are not entitled to travel by air.

• While the LTC entitlement of officers in the Middle Management Grade ( II & III) will be determined by 1st class/AC sleeper rail fare only, it has been further decided that if the distance to be travelled is more than 500 kms. (since revised to 1000 kms.) by the most direct route, then the eligibility will be as per air ( economy) class.

• SMGS-IV to TEGS- AC-1st class by train or by air ( economy class).

• An officer may also travel by his own car with prior permission and will be reimbursed at

the per km. rate for travel on duty upto the place of domicile/designated place, subject to a maximum of the train fare by the entitled class by the shortest route.

• The commencement of block of four years or two years as the case may be in respect of an existing officer shall be computed from the commencement of triennial period current on the appointed date, so however, that if a period of two years has already lapsed from such commencement , and if the officer has not availed of the facility during such period in terms of the rules obtaining immediately before the appointed date, he will be eligible to avail of the facility before the completion of the block of four years as if the first block of two years has not expired.

• In case an officer has already availed of leave fare concession during the current triennial

period under the existing rules, this will be set off against the home travel concession.

[CIRCULAR NO PER/32/80 DATED 20.5.80]

• In the event of an officer not having availed of leave travel concession/home travel concession during the relevant triennial period prior to the 1st October, 1979, he can now avail either twice the home travel concession or one leave fare concession and one home travel concession as the case may be before the expiry of the current quadrennial period, so however, that the first such concession should be availed of before the end of 3 years.


• The HTC/LFC facility in respect of supervising staff is effective from 4.5.66

[CIRCULAR NO. PER/44/82 DATED 15.4.82 AND SBBJ/138/66 DATED 4.5.66]

• The distance stipulation has been done away with and in a block of four years two

concession will be admissible each in a block of two years as under:- 1. both of them of home town, or 2. first block to any where in India and the second block to home town ,or 3. first block to home town and second block to anywhere in India.


• The concession may be availed by an officer when on leave of any kind, including casual

leave.



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• In the case of Probationary Officer, the block of two years for the purpose of availing of leave travel concession or home travel concession will commence from the date of joining. Accordingly, Probationary Officers will be eligible for availing of the facility of leave fare concession or home travel concession even while on probation. Further, regulation 33(1) prohibits an officer from availing privilege leave before completion of 11 months of service. Consequently a Probationary Officer can not encash his/her leave during the first 11 months of service.


Index Page 3. LEAVE ENCASHMENT ON LFC/HTC

• On and from 1.6.91, once in every four 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 while 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 availment of the Leave Travel Concession Commences shall be admissible.

[REGULATION NO. 47(2) OF SBBJOSR 1979]

• As amended Regulation 47(ii) of the OSR, provides that for the purpose of leave

encashment all the “emoluments” payable for the month during which the availment of the leave travel concession commences shall be admissible, an anomalous position exists inasmuch as while an officer who is not provided with residential accommodation by the bank gets the benefit of including house rent allowance for the purpose of leave encashment , another officer who is provided with residential accommodation is deprived of the HRA element for the purpose of leave encashment. With a view to rectifying this anomalous position it has been decided to include w.e.f.1.1.87 notional house rent allowance equivalent to an amount payable on certificate basis for the purpose of computing the emoluments for leave encashment in the case of officers who have been provided with leased accommodation by the Bank.


• A month should be treated as of 30 days for the purpose of leave encashment. Accordingly, when one month’s leave is to be encashed the leave account should be debited by 30 days . If an officer wants 20 days’ and 15 days’ leave be encashed he should be paid 2/3rd and 1/2 salary respectively.


• The four year period for the encashment facility will commence in respect of the existing

officers with effect from 1st october,1979

[CIRCULAR NO. Per/32/80 dated 25.5.80]

• In respect of officers appointed on or after the 1st October 1979, the first four year period will commence from the respective dates of their appointment.

[CIRCULAR NO. Per/32/80 dated 20.5.80]

• In case of an Officer promoted from the clerical cadre on or after the 1st October 1979,

the quadrennial period of leave enacashment shall be deemed to have commenced from the expiry of the last quadrennial period in the clerical cadre i.e. in case of an officer


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promoted on or after 1st October 1979, who has not availed himself of the facility of leave enactment in the clerical cadre, he would be eligible to encash his leave as an officer for the current quadrennial period ending the 30th September 1983 and his next quadrennial period would commence from the 1st October 1983.

[CIRCULAR NO.Per/76/81 dated 11.8.81 and Per/107/81 dated 26.1.81]

• Provided that an officer at his option shall be permitted to encash one day’s additional

privilege leave only once in every calendar year for donation to the Prime Minister’s Relief Fund without linking it to availment of LTC subject to his giving a letter to the Bank to that effect and authorising the Bank to remit the amount to the Fund.


• The question as to whether encashment of P.L. can be permitted to an officer in case only

his family members avail of the LFC facility was examined and it is clarified that in case an officer is not availing leave fare concession , the facility of leave encashment will not be available to the family.


• Encashment of P.L. upto a maximum of one month while proceeding on LFC falls within

the discretionary powers of Respective Controlling Authority.


• One months’ privilege leave can be encashed once in every block of four years at the time of availing of LTC/HTC or 15 days encahsment of leave in each block of 2 years while availing of LTC/HTC. For such encashment, Basic Pay, Dearness Allowance and House Rent Allowance( actual or notional), CCA and all other regular allowance are admissible.

Note: For the purpose of computing leave encashment of an officer, who is staying in his own house and is being paid HRA on capital cost basis, the notional HRA admissible at the place of his work is to be taken into account. An official can avail of the leave encashment facility only at the time of proceeding on LFC/HTC block has been permitted by the competent authority, the official ,may also be permitted extension in the leave encashment block period. In this regard, the instructions presently in vogue in State Bank of India are as under:-

“ As the leave encashment facility can only be availed of at the time of availment of leave travel concession/home travel concession facility, it has been decided that the carry over of leave encashent facility may also be permitted by the competent authority,............ upto the period an officer has been sanctioned carry over of leave travel concession/home travel concession facility, not exceeding six months, in any case”

(C.O LETTER NO. SBD/VKS/2526 DATED 15.11.95) Leave encashement facility is available to officers at the time of availing of LTC/HTC facility only, carry over of leave encashment block is, therefore, permissible only in case of extension is corresponding HTC/LFC block is permitted. Extension of leave encashment block in isolation of HTC/LFC block will not be in order. [C.O. LETTER NO. SBD/VKS/540 7.3.1996]


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Index Page 4. ELIGIBLE MODE AND CLASS OF TRAVEL ON LFC :-

• 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 Board or E.C. from time to time.

[ SBBJ OSR REGULATION NO. 47(3) ]

• Officers may travel by any acceptable mode of transport to any place in India(even if

they touch the same place more than once) so long as the reimbursement is within the fare to which the officer is entitled upto the designated place. Both inward and outward journeys may be combined for the purpose of reimbursement.


Index Page 5. CHANGE OF DESIGNATED PLACE OF LFC:- An officer proposing to avail of leave travel concession should designate the place of visit. It will, however, be open for him to change the place for any valid reason, which may be acceptable to his controlling authority. However, if the change is made even before the commencement of journey and if the officer has obtained a higher advance fare related to the place earlier designated, he should refund the excess amount immediately. With regard to home travel concession, the declaration regarding the place of domicile will be already on record. [CIRCULAR NO. PER/55/80 DATED 16.7.80] 6. REACHING THE DESIGNATED PLACE:-

• 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 cost of the fare to the designated place by shortest route by the entitled class, whichever is lower.


• Under the extant instructions the charges incurred in connection with the undertaking of

journey in a circuitous route either on onward journey or return journey by an officer while availing of leave travel concession is reimbursable within the entitlement of the officer concerned. A doubt has arisen whether on such a journey, if the 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/head quarter, if charges incurred on such journey could be reimbursed within his overall entitlement. For example, if the charges incurred by an officer on his way to designated place say, Kanyakumari from Bhubaneswar first follows the circuitous route Bhubaneswar-Bombay-Goa - Bangalore- Madras - Kanyakumari and on his way he breaks journey at (I) Panaji and visits Panaji- Vasco-Panaji, Panaji- calangute- Panaji.(ii) at Bangalore and visits Bangalore-Mysore- Banagalore.(iii) at Madras and visits Madras-Mahabalipuram - Madras before reaching designated place Kanyakumari, whether all the charges for journeys mentioned at (I), (ii) and (iii) would be reimbursed within the overall entitlement.

In this regard it is clarified that as travel by longer/circuitous route by higher or lower class is permissible provided the expenditure incurred by the official is within his entitlement ( i.e. expenditure that would have been incurred in reaching the designated place/place of


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domicile by shortest route by the entitled mode of travel), the expenditure incurred in visiting places enroute with deviations- touching the same place more than once could be permitted within overall entitlement. However, the head quarter or the designated place cannot be touched more than once because as soon as one reaches the designated place/place of domicile/head quarter, the journey is terminated and cannot be revived.

[CIRCULAR NO. PER/74/87 DATED 21.7.87] 7. If the designated place and the head quarter are connected by air and the officer is entitled to travel and actually travel by air, he will be reimbursed with the air fare incurred. If the designated place and the head quarter are partly connected by air and partly by rail /road, he will be entitled for reimbursement of rail/road and air fare for the distance covered by air. For this purpose, the nearest airport on the shortest air route, generally accepted as the connecting link enroute will only be considered. If the place is partly connected by steamer, an officer in MMGS-II and above may travel by the highest class by steamer and an officer in JMGS-I by the first class. [CIRCULAR NO. PER/55/80 DATED 16.7.80] 8. If an officer 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 fair incurred by him or the amount calculating on the following basis, whichever is lower:- a. Train fair by the air conditioned first class from head quarters to the designated place by the shortest route, or at his option. b. Air fair for the distance for which air travel is available by the normally accounted shortest air route and for the remaining distance air-conditioned first class far by rail. [CIRCULAR NO. PER/55/80 DATED 16.7.80] c. In terms or the extant guidelines regarding reimbursement of expenses on travel on duty/leave fare concession , officers who are entitled to travel by first class by train on travelling by second class A.C. sleeper are being reimbursed first class train fare only. The matter has been examined and it has been decided that in such cases reimbursement of second class A.C. sleeper fare may be permitted to the concerned officers. [CIRCULAR NO. PER/92/84 DATED 7.12.84] Index Page 9. DEFINITION OF FAMILY:-

• The concession shall be admissible for self and family which shall have the same definition as contained in regulation no. 45 of SBBJOSR,79 i.e. Family for the purpose of this regulation will be limited to the 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/parents shall mean such relative having a monthly income not exceeding 2550/- p.m. If the income of one of the parents exceeds Rs 2550/- or aggregate income of both the parents shall not be considered as wholly dependent on the employee.

[ SBBJ OSR Regulation No. 47 (NOTE) and Circular No.Per/17/2005-06 dated 28.6.2005]

• The facility of leave fare concession and medical aid may be allowed in case of a married daughter of the employee only in exceptional circumstances such as where she


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has been divorced, abandoned, or separated from the husband, and is residing with and is wholly dependent on the employee.

[CIRCULAR NO.Per/7/98-99 dated 15.4.98]

• The matter regarding extension of the facility of Leave Fare Concession to cover

widowed/deserted daughters/sisters of employees has been examined and it has been decided that an employee will be eligible for Leave Fare Concession in respect of his widowed/deserted daughters/sisters provided they are residing with and wholly dependent upon him. [CIRCULAR NO. PER/30/84 DATED 16.3.84]

• The question as to whether a widowed sister if wholly dependent on the employee, could

form part of the family has been considered in all its aspects and it has been decided that wherever the family includes dependent sister in terms of SBBJOSR’ 1979 regulation no.45(1) (i)(ii) regarding transfer and LTC the widowed sister if fully dependent on the employee could be deemed to be part of the family. To determine whether a widowed sister is dependent on the employee for the purposes(s) stated in the relevant service rules, the following points, as suggested by the IBA be considered:-

• That the widowed sister is wholly dependent on the employee. • That she has no independent source of income. • That she is staying permanently with the employee. • That she has no earning member i.e. her sons or daughters for support.


• Whether a female married employee whose parents are dependent on her would be eligible for the facility of LFC and whether the definition of family for the purpose of medical aid has been defined to include wholly dependent parents, spouse and children. In this regard it has been decided that if, however, a married female employee establishes to the satisfaction of the Bank that notwithstanding the fact that her parents are living separately from her are still dependent on her, Branch Manager/Departmental Heads may decide each case on its merits and reimburse claims in respect of the parents either for medical aid or for LFC but the normal rule should be as laid down hereinbelow:-

(i) The parents of the female employee should ordinarily be residing with her.

(ii) The female employee should be the only earning member in that family. If there are

other members earning but they are married daughters, bank’s may consider on merits the claim of the employee for inclusion of the parents. Either parent of the female employee should not be in receipt of a monthly income exceeding Rs.1500/-

[CIRCULAR NO. PER/115/80 DATED 24.12.80 AND PER/47/82 DATED 17.4.82 AND PER/15/98-99 DATED 8.5.98]

• Daughter- in-law and grand children are not covered under the definition of the family.

[IBA LETTER NO. PD/ASK/46/F/1129 DATED 29.8.91] Index Page 10. GRANT OF ADVANCE AGAINST LFC/ PASSING OF LFC BILLS ETC:-

• Advance may be obtained ordinarily 30 days before the journey. However, if advance earlier than 30 days is required, the officer should undertake to produce evidence to the sanctioning authority within 7 days of availing the advance to the effect that the amount has been utilised for booking journey tickets. Wherever possible, the onward tickets may be booked through the Bank. [CIRCULAR NO. PER/55/80 DATED 16.7.80]


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• 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, details of journey tickets, as also some evidence in support of visit to the designated place should be furnished. In the case of travel by own vehicle, cash memos or vouchers for purchase of petrol, toll tax receipts, if any, etc., should be furnished . [CIRCULAR NO. PER/55/80 DATED 16.7.80]

• In such cases a signed declaration be obtained from the employee giving the details of

ticket number, date and name of the issuing station we feel that no other information is required for passing T.A. bill as the information required is given in the T.A. Bill itself . However, where feasible in cases advance reservation is made by the employee they may give satisfactory evidence by showing the tickets before the journey commences. If the reservation tickets are not necessary to be surrendered at the destination, the employees may produce the same for evidence . [CIRCULAR NO. PER/49/80 DATED 28.6.80]

• In the bills in respect of the advance taken from the Bank by staff members on account of

L.T.C./transfer etc. are not submitted within one month from the date of reporting to the place of posting/completion of L.T.C. the amount of the advance together with the interest at the penal rate from the date the advance was taken will be recovered from the salaries of employees in maximum 3 instalments depending on the amount involved. The penal rate at which the interest should be charged in the applicable cases is 2% above SBAR with a minimum of 15% p.a. The H.O. is anxious that a strict monitoring arrangement about the compliance of these instructions is devised by the concerned officials i.e. B.M./Departmental Heads so that delinquent staff can be held accountable for non-compliance both insofar as an individual employee is concerned in the matter of submission of relative bills as also the concerned Controlling Authorities in not having the relative items adjusted. (CIRCULAR NO. PER/57/78 DATED 7.1.78, PER/61/78 DATED 20.11.78 AND PER/26/80 DATED 7.5.80)

• The following guidelines be followed for advance to staff against/TA/LFC/HTC:-

i. The amount of advance availed by the members of staff against TA/LFC/HTC should

commensurate with the actual journey charges to be incurred.

ii. The amount of advance remaining unutilised must be deposited back immediately on the day of resuming duty and this should not await the submission/passing of the relative bills.

iii. The TA/LFC/HTC Bills must be submitted immediately on return and in no case later than 15 days of resuming duty.

• Any violation of the above instructions will be deemed to be a misconduct and will render

the concerned member of staff liable for appropriate disciplinary action. BM/Departmental Head /Controlling Authorities should devise an appropriate monitoring arrangement to ensure that these instructions are strictly complied with at all levels. Non-compliance of any of these instructions should be promptly brought to the notice of the Competent Authority for initiating disciplinary action.

[CIRCULAR NO. PER/86/84 DATED 15.11.84

• The officers are required to submit a signed declaration giving the following details while

submitting the LFC Bill.


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i. ticket number, and ii. name of issuing station.

• However, wherever feasible, in cases advance reservation is made, they may give

satisfactory evidence by showing tickets before the journey commences. If the reservation tickets are not necessary to be surrendered at the destination, the employees may produce the same for evidence.

• Now the railway tickets are being issued through computers at many of the centers are

particulars are indicated by PNR No. These PNR No. should be furnished in the LFC/HTC bill where the tickets are issued through computer system to make the checking of the bills more effective.


• With a view to avoiding delays in passing LFC/HTC bills, which occur mainly on account of

non furnishing of relevant information by the forwarding authorities, it has been decided that the following information should invariably be furnished by way of a covering letter while forwarding such bills:-Option given by the employee, i. Commencement and expiry dates of the period/block for LFC/HTC, ii. When the facility was last availed, iii. Certificate regarding dependants, iv. Details of the enclosures, such as ticket number etc.,


STAFF MISCELLANEOUS: LEAVE FARE CONCESSION TIME LIMIT FOR SUBMISSION OF LFC BILLS FOR RETIRED EMPLOYEES Please refer to our Circular No. PER / 86 / 84 dated November 15, 1984 and PER/ 74 / 2000-01 dated November 18, 2000. It has been observed that the advance made to staff at the time of retirement against L.F.C bills remain unadjusted in large number of cases, therefore the entries continue to remain outstanding in suspense account for a long time. With a view to avoid such situation, it has been decided to lay down the following guidelines: -

(i) The Leave Fare Concession facility should be completed by the retiring employee within three months of the date of retirement and the relative bills should be submitted immediately on return to the concerned authority. The time period for submission of LFC bills to the concerned passing authority will be strictly three months in all cases even if the concerned employee has not availed the LFC advance from the Bank. The Bank will have the right to refuse to accept the LFC bills submitted to the Bank after expiry of three months.

(ii) The unutilized amount of advance remaining, if any, must be deposited back

immediately on completion of journey. (CIRCULAR NO. PER/ 14 / 2007-2008 May 17 , 2007) AVAILING OF LEAVE TRAVEL CONCESSION AFTER RETIREMENT (UPTO TWO MONTHS) SUBJECT TO AMENDMENT TO SBBJ OFFICERS’ SERVICE REGULATIONS 1979


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Please refer to H.O. Circular No. PER/86/84 dated 15.11.1984, PER/74/2000-2001dated 18.11.2000 and PER/14/2007-08 dated 17.05.2007.In terms of Regulation 47(1) of SBBJOSR, 1979, during each block of 4 years, an officer shall be eligible for Leave Travel Concession (LTC) for travel to his home town once in each block of 2 years. Alternatively, he may travel in one block of 2 years to his home town and in the other block to any place in India by the shortest route. Further, in terms of Rule 38 of SBBJOSR, 1979, all leave to the credit of an officer lapses on resignation, retirement, death, discharge, dismissal or termination. 2. In this connection, we have examined the matter in consultation with SBI Corporate Centre, Mumbai for providing of carrying over of the facility of LTC after retirement in situations where it is not possible to proceed on LTC, before the date of superannuation either due to exigencies of services or any other reason. It has also been observed that on many occasions an officer has to proceed on LTC on the last day of his retirement. Since any officer on an average works in the Bank for 35-40 years, he has some emotional attachment to the Bank and therefore, he would like to be in the Bank on the last day of his service. As such, there should be some provision for carry over of last LTC after retirement, which is not available at present. 3. Keeping in view the above stated facts, the Executive Committee of the Board at its meeting held on 29th May, 2009, approved that the following provisions be implemented in regard to availment of LTC after retirement: subject to the amendment in the SBBJ Officers' Service Regulations, 1979.

I. Where an officer is not able to avail LTC in the last block of service before superannuation (which at present is 60 years of age) for any reason, LTC may be permitted to be carried forward for two months beyond retirement and the retiree may be allowed to avail of the facility within that period as per the existing rules relating to the serving officers of the Bank. However, in case two leave travel concessions are outstanding as on the date of retirement, only one LTC shall be allowed to be carried forward beyond retirement.

II. The competent authority to permit the carry over of LTC beyond retirement will be the same authority who has been authorized to allow carry over of LTC to serving officers. Such carry over may be permitted due to official exigencies or any other genuine reason.

III. The mode or class of travel by which a retired officer may avail leave fare concession shall be the same as he was entitled to, as an officer, on the last date of his service in the Bank.

IV. The LTC after retirement may be availed from the last place of posting (headquarter) or from a place where the officer has settled down after retirement to the designated place in India. However, the retiree officer has to come back to the same centre from where he has started his journey and the entitlement will be calculated accordingly.

V. Those who opt for voluntary retirement, plan their exit from the Bank much in advance and therefore the above facility shall not be extended to them.

VI. Encashment of LTC shall not be allowed after retirement under any circumstances. VII. Since the privilege leave in the account of any officer is either encashed or lapses on

retirement, there is no question of grant of leave encashment with the facility of leave travel concession after retirement.

VIII. The facility of leave travel concession after retirement shall not be extended to such retired officers on whom Regulation 19(2) of SBBJ OSR, 1979 has been invoked and who shall be deemed to be in service only for the purpose of the continuance and conclusion of the disciplinary proceedings initiated against them.

4. PROCEDURE FOR AVAILMENT OF LTC AFTER RETIREMENT :

I. Where such carry over of LTC is to be permitted and where advance is availed from the Bank, the amount equivalent to advance taken should be tendered by way of a special term deposit receipt (STDR) of the bank for 6 months by the officer in his name


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and a lien should be marked by the Bank on it. The lien should be released only after the LTC bill is fully and finally settled. Where no advance is taken there is no need for insisting on tendering of STDR as security.

II. The relative LTC bill must be submitted by the officer at the concerned branch/office within 15 days of completing the last return journey undertaken by him/his family member under the LTC facility and not later than six months of his date of retirement. In case the officer fails to do so and he has availed advance from the Bank, the entire amount of unutilized advance shall be adjusted by the Bank immediately from the amount of STDR held under lien as mentioned in subparagraph (i) above for this purpose. Similarly, if an officer does not undertake proposed journey under LTC even after taking advance for the same, the interest on STDR will not be paid to him (instead of recovering interest on amount of advance). Even, if no advance is taken, the LTC bill must be submitted within 3 months of availing the LTC and in any case before 6 months from the date of retirement.

III. Where, prima facie, the bill presented against availment of LTC after retirement appears to be disputed or discrepant, the lien on STDR shall not be withdrawn till such time as the matter is settled to the satisfaction of the sanctioning authority in the Bank and the bill remains unpaid. Where the LTC bill is found to be false or fraudulent, the entire amount of the STDR held under lien shall be adjusted against the advance given for LTC by the Bank with interest on STDR.

5. EFFECTIVE DATE : The above scheme has been made applicable for the officers retired on superannuation (at present 60 years of age) from the date of approval of the Executive Committee i.e. 29th May 2009 subject to the amendment. in the Regulation 47 of the SBBJ OSR, 1979. 7. TAX IMPLICATION : The tax liability on the LTC after retirement, if any, shall be borne by the retiree officer. 8. All other terms and conditions will remain unchanged. (Circular No. PER/19/09-10 dated 30 May 2009 ,Circular No. PER/26/09-10 dated 19 June 2009 and Circular No. PER/40/09-10 dated 17 August 2009) Index Page 11. REIMBURSEMENT OF CONVEYANCE CHARGES ON LFC:- 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. If the officer actually travels by the shortest route on which there is connecting place where he has to change over e.g. he gets down from the place and than goes to a Railway Station, then expenses incurred for such transport should be paid as part of the entitlement . When an officer takes a circuitous route or undertakes a round tour, such charges at connecting points will not be payable as an entitlement but if these actually are within the entitlement by the shortest route, they may be permitted to be included as actuals. [CIRCULAR NO. PER/55/80 DATED 16.7.80 AND PER/76/81 DATED 11.8.81 AND PER/15/98-99] 12. HEAD QUARTER:- Head quarters means the place from where as officer proceeds on leave. 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 head quarters or travels from his home town or any other place in India to a place other than his head quarters, the place where the former journey commences and the later journey terminates shall be regarded as the head quarters of the officer and his claim for travelling


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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 head quarter of the official . [CIRCULAR NO. PER/55/80 DATED 16.7.80] Index Page 13. ABSENTING FROM HEAD QUARTER In terms of H.O. Circular No. Per/89/2003-04 dated 26.2.2004 Bank has time and again observed that despite repeated advice that officers should not leave the station without having first obtained permission of controlling authorities, no appreciable improvement is visible in this respect. Further, some officers of the Bank do not stay at all at their head quarters at Semi Urban/Rural Centers and instead commute daily from nearby towns where they reside with their families. It is needless to mention that leaving Headquaters unauthorisedly is not only breach of prescribed instructions/service regulations but it tends to affect Bank’s Business tremendously due to lack of follow up both in House keeping front, as also for customer service, control on the loan accounts. Etc., Consequently, both business development as well as the standard of customer service are adversely affected. No serious efforts are made either in the matter of recovery of NPAs which is a prime concern of the Bank, and extension and popularization of Bank’s schemes in Rural/Semi Urban areas which continue to be in low key. Computerisation is also another critical area, which is neglected in its early implementation, as it requires sustained application for being a total success, as envisaged in corporate policy. Bank has therefore advised that all the officers/employees should reiside at their place of posting and in no case leave their Headquarters without prior permission. Controlling Authorities should ensure the compliance of the above instructions meticulously and engage the officials/staff in executing the tasks/goals to be achieved by March end. Disciplinary action shall be taken against those found flouting the above instructions. CIRCULAR NO. PER/89/2003-2004 DATED 26.2.2004 14. TOUCHING THE HEAD QUARTER DURING LFC:- During the course of the journey under Leave Fare Concession/HTC, an officer and family members cannot break the journey at Head Quarters but if they have to pass through the Head Quarters without a stopover to reach the designated place, the Bank may permit such facility under special circumstances. [CIRCULAR NO. PER/18/85 DATED 27.2.85] Index Page 15. LFC FOR WORKING HUSBAND & WIFE:-

• If husband and wife are both working 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. Where both husband and wife avail leave fare concession 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 leave fare concession in his/her own right, only one of them would be entitled to claim leave fare concession in respect of their dependent children but the wife will not be eligible for leave fare concession in respect of any other dependants except for her dependent parents, subject to the following conditions:-


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i. The parents of the female employee should ordinarily be residing with her.

ii. The female employee should be the only earning member in that family. If there are other members earning but they are married daughters, we may consider on merit the claim of the employee for inclusion of the parents.

iii. Either parent of the female employee should not be in receipt of a monthly income exceeding Rs.1500/-

[CIRCULAR NO. PER/55/80 DATED 16.7.80 AND PER/151/82]

• If both husband and wife are working in different banks, each of them can avail LTC/HTC

separately for different journeys. However, there should not be two payments by both the employers in respect of the same journey, In this regard it is further reiterated that where the husband and wife are both working in our 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 as already advised above.

[CIRCULAR NO.PER/106/88 DATED 16.8.88]

Index Page 16. REIMBURSEMENT OF RESERVATION CHARGES:- Reservation charges may be reimbursed over and above the amount of the actual fare. [CIRCULAR NO. PER/55/80 DATED 16.7.80] 17. HTC NOT PERMISSIBLE WHEN POSTED IN HOME TOWN AND GUIDELINES FOR CHANGE IN PLACE OF DOMICILE The facility of leave travel concession in one block of two years is available only to an officer’s declared home town. The implication of this provision is that where officers get posted over a quadrennial period either in their home towns or somewhere nearby their own home state, either the officers would not be eligible for one concession when they are posted in their home towns or the benefit accruing to them would be minimal when they are posted in their home state . Although the declaration of place of domicile once made by an employee should ordinarily be final, there may be exceptional cases warranting justification for a change . With a view to ensuring uniformity, the following norms/guidelines should be adopted for considering requests for a change in the place of domicile:-

i. The place declared as home town should be the place where the employee would normally reside but for his/her absence from such place for 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 for which purpose the employee should have been visiting that place regularly.or

ii. The employee should own a residential property in that place or be a member of a joint family having such properties there or

iii. His/her relatives should be permanently resident in that place . The objective of above guidelines is primarily to enable an employee change his/her place of domicile on account of developments taking place in his/her career in the Bank and such a facility will be extended for only valid reasons and that too only once in one’s service in the Bank.


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It will also be necessary to satisfy the genuineness of the reasons adduced by the employees to change their places of domicile. While one or more of the guidelines mentioned above will need to be satisfied in cases where the husband and wife are both in the Bank’s service, the couple will be treated as a single family unit and allowed to declare only one place to be their home town which should be the same place for both of them. It will be open to them to choose the home town of either the husband or wife or the town of parents of the husband or wife or an entirely different place consistent with the guidelines spelt herein above. [CIRCULAR NO. PER/34/81 DATED 5.5.81 and Per/119/96-97 dated 25.3.97] Index Page 18. TRAVEL BY FAMILY WITHIN 3 MONTHS:- The family of an official may travel for the purpose of leave travel concession/home travel concession three months prior to or after the date on which the official himself avails the leave ravel concession/home travel concession. For this purpose:-

a) the time gap between the commencement of the onward journey by a member of the family and that of the officer should not be 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 the time gap stipulated.

b) the time gap between the termination of return journey by a member of the family

and that of the officer should not be 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. Failing above the unavailed portion will be deemed to have lapsed.

c) It must 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 to the next block.

[CIRCULAR NO. PER/23/81/ DATED 2.4.81 AND PER/64/88 DATED 22.4.88]

Index Page 19. PAYMENT OF ADVANCE SALARY:- a. Officers proceeding on leave and availing leave travel concession may be given advance salary accruing during the leave period . [CIRCULAR NO. PER/65/81 DATED 27.7.81, CIRCULAR NO. PER/98/81 DATED 1.10.81] 20. REIMBURSEMENT OF EXPENSES ON TRAVEL TO FOREIGN LAND:- Reimbursement of expenses on travel to a foreign land, if it falls in the circuitous route adopted by an officer to go to the designated place or his home town may be made to him for his entire journey by the circuitous route so long as the officers’ designated place is any where in India and he actually visits that place provided reimbursement to be made to him will be limited to the actual fare/hire charges or the cost of fare to the designated place/home town by the shortest route by the entitled class, whichever is lower.


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[CIRCULAR NO. PER/119/81 DATED 7.12.81] Index Page 21. CONCESSION ALLOWED BY RAILWAYS/AIRLINES TO STUDENTS:- The Railway, Indian Airlines and State Transport Authorities extend student concession facilities in terms of which concessional fares are allowed to students vis-à-vis other passengers. The benefit in such cases does not go at present to our officers in entirety as in their cases reimbursement for their children is not allowed if the children travel to centers beyond the designated place even if the concessional fares for these centers work out to be cheaper than the normal fares for journeys to the designated places. It has been represented that the full benefit of such concessional fares be extended to our officers in respect of their children as no additional cost will be involved on this score. The matter is examined and it has been decided that our officers may be permitted to avail themselves of such concessionary facilities in respect of their children in entirety whether travelling on transfer or while on home/leave Travel. In other words, 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. The officer will, of course, have to bear the additional travelling expenses for himself and his wife as well as other members of his family except for his children as permissible by the Service Regulations. For example, a calcutta based officer posted at H.O. while on HTC to calcutta may go to Guwahati with his family and the fares from Jaipur to Guwahati will be reimbursed in respect of his children, provided the latter avail themselves of student concession and the concessionary fares do not exceed the normal fares from Jaipur to Calcutta. [CIRCULAR NO. PER/47/83 DATED 30.5.83] Index Page 22. CONCESSION ALLOWED TO HANDICAPPED PERSONS BY RAILWAYS:- Handicapped persons are extended by the Indian Railways certain concessions in the fares. In such cases the reimbursement be made to officers treating the normal fare as their entitlement, as no additional cost will be involved on this score. In other words, even if a handicapped officer or a handicapped dependant 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 upto the normal fare by entitled class he would have had to pay for travelling to the designated place. The officer will of course have to bear himself the additional travelling expenses in respect of other non- handicapped members of his family who perform the journey in excess of their entitlement. For example, when an officer posted a Bombay proceeds to Calcutta on HTC/LFC via New Delhi or a circuitous route, the normal fares between Bombay and Calcutta[not the concessional fare] be reckoned as entitlement in respect of handicapped member(s) even though they may avail of concessions extended to them by the Indian Railway/Indian Airlines. Thereby, the handicapped officer or the handicapped dependant of the officer would be able to travel for longer distance in a circuitous route in the eligible/lower or higher class within the normal entitlement of fare. [CIRCULAR NO. PER/1/86 DATED 7.1.86] Index Page 23. WHEN TICKETS NOT AVAILABLE BY MOST DIRECT ROUTE:- A question has been raised that whenever direct bookings/ boogies trains are available between two places, whether actual fares may be reimbursed even if the route taken is not the shortest route, in view of the difficulties faced by the officer. In this regard is advised that where the


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officers have to face difficulties in getting direct bookings by train by the shortest route while availing leave fare concession , reimbursement by a convenient route which is considered shortest in point of time though it may be little costlier than the shortest route in terms of distance, may be permitted. [CIRCULAR NO. PER/116/83 DATED 11.11.83] 24. TRAVEL BY TAXI ON LFC:- As per the extant instructions Officers may, interalia travel on LTC/HTC journey by taxi after obtaining prior approval of the Competent Authority. However, several instances have come to light where officers have travelled on LTC/HTC journey by road by hiring private vehicles not registered as taxis with the Transport Authority. In this connection, all officers are cautioned to ensure, while proceeding on LTC journey by hired vehicles, that they engage vehicles registered as taxis and not to travel by unauthorised vehicles plying as taxis. For travelling in Taxi separate sanction for Taxi in case of LFC will not be required. This may be approved by the Controller/Departmental Heads on the LFC application itself, which may be reviewed by the next higher authority. [CIRCULAR NO. PER/64/86 DATED 29.7.86, CIRCULAR NO. PER/8/2005-06 DATED 19.5.2005] Index Page 25. LFC FOR VISITING DIFFERENT PLACES BY FAMILY:- An officer and/or members of his family may visit the same place or different place of their choice under LFC journey. In case the officer and his family visit different places of their choice, reimbursement will be regulated with reference to the different places so visited. In case of HTC the facility for travelling to different places by the officer and his family would not be available. [CIRCULAR NO. PER/66/87 DATED 7.7.87] 26. CARRYOVER OF LFC BLOCK:- In terms of the OSR there is no provision for carry over of the unavailed LTC/HTC to the next block . Normally the facility should be availed of within the prescribed block as provided for in the Regulations. Thus the facility of LTC/HTC not availed of within the prescribed block will automatically expire. The matter is examined and it is clarified that in exceptional cases where an officer could not be sanctioned leave due to exigencies of service, the question of carry over of the facility could arise and such carry over may be permitted upto a maximum period of 6 months subject to prior approval of the Competent Authority. However, in order to keep such cases to the bare minimum, it has been decided that only in case of extreme necessity where the Bank is unable to sanction leave and relieve an officer to avail of LTC/HTC within the block period, carry over of the unavailed LTC/HTC to the next block may be permitted for a shorter period instead of for the full period of 6 months and it may be ensured that the officer concerned is sanctioned leave during that period.The authority for considering request of officers for carry-over of unavailed LTC/HTC to the next block is delegated to the concerned General Manager. [CIRCULAR NO. PER/11/89-90 DATED 2.5.89 AND PER/94/95-96 DATED 22.1.96] Index Page 27. LFC WITHOUT THE ATTENDANCE OF OFFICER: An Officers’ family members may be permitted to avail of leave fare travel concession without the attendance of the officer subject to the following guidelines:-


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a. In terms of the extant instructions an officer is entitled to travel once in

block of two years to his home town and in other block to any place in India by the shortest route during each block of 4 years. Thus there is no restriction of distance to be covered by an officer when he is entitled to visit a designated place other than the home town. The facility of visiting different places may be permitted only when the officer is entitled to visit a place other than the home town under leave travel concession and in such cases the designated place of the officer and the designated place for the family members could be different.

b. In cases where the journey is commenced either by the officer or by a

member of his family from a place other than the officers’ place of posting, the claim will continue to be limited to the amount admissible, had the journey been made from or to the actual head quarter of the official. In case of a visit to a 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.

c. Under the extant instructions, an officer may claim expenses in respect of

members of his family (if they do not ordinarily) reside with him at the place of work or travel from his place of domicile to the place of his work and return with the officer and vice versa. Since separate journeys without the attendance of the officer are now being permitted, the present restriction of return of the officer with the family or vice versa need not be insisted upon.

d. Further, if the journeys are undertaken separately by the officer and the

members of his family, the existing time gap not exceeding 3 months should continue to be followed ensuring that the journeys by the officer as well as the family members start within the block concerned.

As an officer and his family members may now like to visit different places when entitled, it will be necessary to ensure that the LTC bills of the officer 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 visiting different places by the officer and his family members, these should be duly taken note of. Thereafter, it should be ensured that the officer submits the bills in time and passed for appropriate amounts. It should also be followed up that all members of the family avail of the facility within the prescribed time, failing which the unavailed facility should be treated to have been lapsed. [CIRCULAR NO. PER/110/88 DATED 19.8.88] Index Page 28. INCOME TAX ON LEAVE FARE CONCESSION The Central Board of Direct Taxes has now made certain amendments to Rule 2B of the Income Tax Rule 1962, vide the notification no. 10502 dated 12.1.98. The implication of the amendment which come into effect from 1.4.97 for the assessment year 1997-98 on wards in regard to exemption of Income Tax shall be as under:-


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a) The officer/employees who are eligible to avail of LFC by air are now not required to pay tax on the amount of LFC reimbursed to them in case the journey is performed on or after the 1st october, 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 carrier.

b) Where place or 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 1st October, 1997 by any mode of transport other than by air, an amount not exceeding the A.C. first class rail far, by the shortest route to the place of destination shall be exempt from tax.

c) 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 the 1st october, 1997 between such places, the amount eligible for exemption shall be:

i. Where a recognized public transport system exists, an

amount not exceeding the 1st class or Deluxe class fare, as the case may be on such transport by the shortest route to the place of destination; and

ii. 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.

The exemption referred to above shall not be available to more than two children of an individual after the 1st october, 1998 provided that this sub-rule shall not apply in respect of children born before 1st October, 1998 and also in case of multiple births after one child. The above relaxations in the Income Tax Rules regarding exemption shall not be applicable to those employees who have performed the relative journeys prior to the 1st October 1997 [CIRCULAR NO. PER/12/98-99 DATED 29.4.1998] Income Tax will have to be deducted in respect of privilege leave encashed during the service of the employee. However, income tax need not be deducted in respect of leave encashed after retirement or on termination of service by death. [CIRCULAR NO. PER/18/81 DATED 28.3.81] Index Page


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29.TRAVEL BY OWN CAR ON LFC/HTC: An officer with the prior approval of the competent authority, may travel in his own car under LFC/HTC facility, in which case, he will be paid on the basis of the railway fare by the first class by the shortest route to the place of domicile or designated place in respect of himself and the eligible members of his family, who travel with him. In order to adequately compensate the wear and tear of the vehicle on account of long journeys, bad roads and diverse climatic conditions, it has been decided that when an officer travels in his own car, he may be reimbursed at the per kilometer rate for travel on duty upto the place of domicile/designated place. This reimbursement would, however, be subject to a maximum of railway fare of the entitled class from head quarter to the place of domicile/designated place by the shortest route in respect of himself and the eligible members of his family, who travel with him. [CIRCULAR NO. PER/29/92-93 DATED 23.7.82] 30. DELEGATION OF POWERS FOR PASSING LFC/HTC BILLS The LFC/HTC bills of all categories of staff at the branches will be scrutinized and passed for payment at the Controlling Office. [CIRCULAR NO. PER/129/89-90 DATED 16.2.90] 31. LFC ENTITLEMENT FOR REIMBURSEMENT OF TRAVELLING EXPENSES ON OTHER MODES OF TRANSPORT THAN THE RAILWAYS IN RESPECT OF OFFICERS’ CHILDREN BELOW 5 YEARS An officer would be eligible to claim the actual expenses incurred by him for his child, on other modes of transport such as bus, steamer, air or half of the notional adult fare by the entitled class whichever is less. [CIRCULAR NO. PER/13/88 DATED 11.2.88] Index Page 32. REIMBURSEMENT OF FARES IN RESPECT OF CHILDREN OF OFFICERS Where children of an officer, who in the ordinary course are not charged any fare by the Railway, undertake the journey under leave fare concession by bus, the bank may reimburse to the officer full train fares for the journey of such children by the class to which the officer is entitled to or actual bus fare incurred or the prescribed road mileage whichever is less. It is further clarified that if the place of destination is not accessible by air, the same principle may be followed i.e. the journey of such children by the class to which the officer is entitled to or the actual airfare or road mileage whichever is less. It is clarified that the same principle as is applicable to employee’s children in the age group of 5-12 years (railways charge half fare in such case), be extended to children below the age group of 5 years. In other words, the position would be as under:-

a. Where children below the age of 5 years are charged bus fare, the bank may reimburse an employee train fare for the journey of such children by the class to which he is entitled or the actual fare incurred or prescribed road mileage which even is less.

b. If the place of destination is not accessible by train or steamer and such

children undertake journey by AIR the bank may reimburse an employee train


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fare for the journey of such children by class to which he is entitled or the actual fare incurred or prescribed road mileage whichever is less.

[CIRCULAR NO. PER/40/84 DATED 26.4.84 and PER /95/88 DATED 30.7.88]

Index Page


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33. LTC REIMBURSEMENT OF THE FARE FOR HELICOPTER TRAVEL BETWEEN JAMMU & VAISHNO DEVI Queries have been received as to whether the officers eligible to travel by air may be reimbursed the fare for helicopter travel between Jammu and Vaishno Devi under LFC. In this regard, it is clarified that eligible train fare for the actual distance from Jammu to Vaishno Devi may be reimbursed to the officers eligible to travel by air, if they travel by helicopter from Jammu to Vaishno Devi under LTC. [CIRCULAR NO. PER/100/88 DATED 6.8.88] 34.SUBMISSION OF LFC/HTC DETAILS IN LPC:- Biennial period of LFC/HTC last availed by the officer, and the date when leave encashment was last allowed to the officer be included without fail in the last pay certificate of an officer when transferred one place to another. [CIRCULAR NO. PER/160/88 DATED 14.12.88] 35. AIR TRAVEL:- Indian Airlines have introduced an executive’s class in their airbus flights. The fare for this class will be higher as compared to the normal fare. In this regard, the facility to travel by Air in executive class is permissible only to the Chief Executive of the Bank and not to any other officer of the Bank. [CIRCULAR NO. PER/93/82 DATED 20.7.82] Index Page 1. Medical Aid On and from 1.2.2004, reimbursement of medical expenses shall be as under:

a) Officer in JMG and MMG Scales – Rs. 3,750/- p.a. b) Officer in SMG and TEG Scales – Rs. 5,000/- p.a.

Note: For the year 2004, the reimbursement of medical expenses under the Medical Aid scheme shall be enhanced proportionately for eleven months, i.e. 1.2.2004 to December 2004.

2. REIMBURSEMENT LIMITS OF HOSPITALISATION EXPENSES On and from 1.5.2005, reimbursement of hospitalisation expenses under Regulation 24(1(b)(i) of Officers’ Service Regulations, 1979/1982, shall be in terms of the Hospitalisation Scheme laid down under Bipartite Settlement dated 2.6.2005 for workmen employees subject to the following limits: - Reimbursement to the extent of 100 % in case of self and 75 % in case of members of family; subject to limits prescribed under Seventh Bipartite Settlement for award staff and 6th Bipartite Settlement for supervising staff as under: -


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3. CEILINGS OF HOSPITALISATION EXPENSES FOR VARIOUS ITEMS Reimbursement in the case of officer employees shall be restricted to the following limits: - (Circular No.PER/56/94-95 dated the 16th October, 1995 & PER/84/95-96 dated the 26th December, 1995). Grade Bed charges other limits a. Junior & Middle Self : Rs.600/- 125% of the Management II & Family : Rs.450/- limits laid down under III the hospitalisation scheme applicable for workmen

employees. b. Senior Self: Rs.800/- 150% of the Management and Family : Rs600/- limits laid down under the Top Executive Hospitalisation Scheme

applicable to workmen. (Details of other charges/limits are given in appendix)

Index Page 4. FAMILY -

i) Family shall mean the employee's spouse, wholly dependent children and wholly dependent parents but brothers/ sisters are not included. (Circular No.Per/34/2000-01 dated 5th July, 2000) ii) WHOLLY DEPENDENT CHILD / PARENT The term wholly dependent child/parent shall mean such relative having a monthly income not exceeding Rs.2, 550/- p.m. If the income of one of the parents exceeds Rs.2, 550/- p.m. or the aggregate income of both the parents exceeds Rs.2, 550/- p.m., both the parents shall not be considered as wholly dependent on the employee. (Circular No.Per/34/2000-01 dated 5th July, 2000 and Per/17/2005-2006 dated 28.6.2005) iii) CHILDREN 'Children' shall include stepchildren and legally adopted children but shall not include married daughters including widowed daughters. (Circular No.Per/34/2000-01 dated 5th July, 2000) iv) MARRIED DAUGHTER The facility of medical aid may be allowed in case of a married daughter of the employee 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. (CIRCULAR NO. PER/7/98-99 dated the 16th April, 1999).


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v) STEP FATHER / MOTHER 'Parents' shall include stepmother wholly dependent on the employee but shall not include stepfather. (Circular No.Per/34/2000-01 dated 5th July, 2000)

vi) A married female employee may include her natural parents or parents in law under the definition of family but not both, provided that the parents/ parents in law are ordinarily residing with and wholly dependent on her. (Circular No.Per/34/2000-01 dated 5th July, 2000)

Index Page 5. EMPLOYEES WILL SECURE ADMISSION IN GOVT./MUNICIPAL HOSPITAL Employees or members of their families will secure admission in a Government/ Municipal Hospital or any private hospital (i.e. hospitals under the management of a trust, charitable institution or a religions mission). However, if they feel, that it is unavoidable to seek service of a private nursing home/ hospital, they can do so in one of the hospitals/ nursing homes approved by the Bank. Reimbursement in such cases will, however be restricted to the extent of the amount which would have been reimbursable in case of admission to a public or private hospital. (Circular No.Per/34/2000-01 dated 5th July, 2000) Further, if for any reason, the employee takes treatment in any other hospitals not provided in the scheme, he must take prior permission from the Competent Authority. (Circular No.PER/83/90-91 dated the 17th December,1990) Index Page 6. TIME LIMIT - MEDICAL EXPENSES Medical expenses incurred within 30 days of pre and post hospitalisation period on medical advice on account of the ailment/diseases for which the person was hospitalised will be considered as hospitalisation expenses for reimbursement purpose. (Circular No.Per/34/2000-01 dated 5th July, 2000) 7. ENGAGING NURSE Charges for engaging a NURSE/ ATTENDANT will not be reimbursed. (Circular No.Per/34/2000-01 dated 5th July, 2000) Index Page 8. MATERNITY EXPENSES -

i/ Hospitalisation charges for maternity will not be reimbursable. However, the expenditure incurred by an employee in cases involving operative interference because of complicated labour and caesarean operation and subsequent hospitalisation thereto will be reimbursed, to the extent of expenditure incurred in excess of normal maternity charges and consequent hospitalisation thereto. In such cases 30 % of the amount determined as above shall be reduced from the admissible amount towards normal delivery charges while arriving at the amount eligible for reimbursement.


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(Seventh Bipartite Settlement) ii/ Operation charges may be reimbursed in MTP (medical termination of pregnancy) cases as in the same way as caesarean operation/ operative interference because of complicated labour. iii/ FORCEPS DELIVERY - Forceps delivery should be treated as normal delivery and there should be no reimbursement of any charges towards it except where all the following conditions are met: -

a) Forceps have been used as a part of 'episiotomy' (cut made to widen the opening). b) Where the patient has been given general / local anesthesia. c) Stitches have been put.

(Circular No.Per/54/1985 dated 30th May, 1985)

The purchase of drugs/ medicines will be restricted to those purchased from approved chemists. (Circular No.Per/34/2000-01 dated 5th July, 2000) Banks have the discretion to refuse payment of bills in cases where they are not satisfied about the genuineness of the bills. (Circular No.Per/34/2000-01 dated 5th July, 2000) Index Page 9/ IMPLANTED ITEMS DURING SURGERY - DIALYSIS/ BLOOD TRANSFUSION/ HEART VALVE REPLACEMENT Expenses for dialysis, blood transfusion, Heart valve replacement, implanted items during surgery, Angiography and Pacemaker, may be reimbursed @ 75 % for family members and 100 % for workmen himself as per the rates applicable to lowest paying bed of AIIMS, New Delhi. (Seventh Bipartite Settlement - Annexure-II Operation). In terms of 8th Bipartite Settlement, signed between IBA and workmen unions, Banks may reimburse the actual cost incurred by the employees for implanted items at the rate of 100 % for self and 75 % for dependent family members, at rates not exceeding the rates applicable to lowest paying bed of All India Institute of Medical Sciences, New Delhi. Bank in consultation with SBI, have re-examined the matter and it has now been decided that in the absence of prescribed rates of AIIMS, reimbursement of the expenses of the implanted items to the extent of 100 % for self and 75 % for dependent family members, at rates as stipulated under Central Government Health Services Scheme (CGHS) will be considered. An indicative list of rates stipulated under CGHS as provided by IBA is as follows: - S.No Name of the item Maximum ceiling per item 1. Coronary stent Rs.60,000/-(per stent) subject to a maximum of

two stents in a patient or the actual cost whichever is less


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2. Rotablator Rs. 50,000/- or the actual cost, whichever is less 3. Pacemaker (single chamber) without

rate response Rs. 37,500/- or the actual cost, whichever is less

4. Pacemaker (single chamber) with rate response

Rs. 65,000/- or the actual cost, whichever is less

5. Pacemaker (dual chamber) Rs. 1,15,500/- or the actual cost, whichever is less

6. Knee implant Rs. 60,000/- plus Rs. 5,000/- as the cost of bone cement

7. Hip implant Rs. 35,000/- plus Rs. 5,000/-as the cost of bone cement

8. Intra-Ocular Lens Rs. 6,500/- or the actual cost, whichever is less (CIRCULAR NO. PER/ 38 /2007-08 July 30, 2007, PER/16/2005-06 dated June 28, 2005) 10/ TREATMENT ABROAD - As a rule, reimbursement of expenses incurred on treatment abroad will not be allowed. In exceptional case, may be authorised by the Board of Directors of the Bank subject to certain conditions stipulated in Annexure-III of Seventh Bipartite Settlement. Index Page 11/ SUPPLY OF AIDS. DENTURES, SPECTACLES - Medical facilities need not include supply of spectacles, hearing & other aids dentures etc. (Para 450(10) Sastry Award & Para 11.20 Desai Award). 12/ MODEL DISCHARGE CERTIFICATE - In terms of H.O. Circular No.PER/95/91-92 dated the 2nd December 1991 a model discharge certificate and a proforma of the application to be submitted by the employee and the certificate to be signed by the hospital authorities are prescribed. The model discharge ticket should contain Indoor Patient Number, Date and time of admission/ discharge, Investigations, Ward & Bed Numbers, Diagnosis, date of operation, treatment advised. 13/ PART-TIME EMPLOYEES - W.e.f. 1st November, 1999 part-time employees drawing scale wages are also entitled for reimbursement of hospitalisation expenses on pro-rata basis. (Seventh Bipartite Settlement). Index Page 14/ SUSPENDED EMPLOYEES - A)Suspended officers are also eligible for hospitalisation expenses and Medical Aid. (Per/34/2001-2002 dated 18th July, 2001). B) Award employees under suspension will be entitled to the facility of medical aid and hospitalisation. (Paragraph 18(iii) Bi-partite Settlement dated 31st October, 1979).


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15/ TIME LIMIT FOR SUBMISSION OF BILLS The bills should be submitted for reimbursement within six weeks of the expenses having been incurred or of the workman's return to duty from sickness whichever is later. (PER/102/83 dated the 19th October, 1983). (CIRCULAR NO.PER/3/82 DATED 8TH JANUARY, 1982 and PER/182/88-89) 16/ NEPALI FAMILY - REIMBURSEMENT OF EXPENSES - Employees who are Nepalese by birth or domiciled in Nepal may be working in our Bank while their family members continue to stay at their place of domicile therefore, in such cases it would be in order to consider medical expenses for reimbursement within the provision of the Hospitalisation scheme. (Per/118/96-97 dated the 22nd March, 1997). Index Page 17/ VERIFICATION OF BILL - The bills should be got verified from the treating doctor and countersigned by the Bank's authorised medical officer. 18/ TONICS Tonics are not reimbursable under the hospitalisation schemes. (Circular No.Per/34/2000-01 dated 5th July, 2000) 19/ TEST / INVESTIGATION Only those tests/ investigations, which are mentioned in the schedule of expenses, are reimbursable under the hospitalisation scheme. (Circular No.Per/34/2000-01 dated 5th July, 2000) 20/ EXPENSES INCURRED ON INFERTILITY - Hospitalisation expenses are reimbursed in case of all ailments and major accidents, which require hospitalisation. As infertility is not an ailment, the expenses for the treatment of infertility are not reimbursable under extant hospitalisation scheme. (IBA letter No.PD/DHC/SBBJ/J/1267 dated the 18th October, 2000). Index Page 21/ LITHOTRIPSY - Lithotripsy treatment has been considered and included for reimbursement. (Circular No.Per/68/1994-95 ). 22/ DOG, SNAKE BITING - Expenses incurred for Dog and Snake biting are reimbursable to employees (PER/83/95-96 & PER/55/96-97). As the treatment for dog & snakebite does not entail hospitalisation, it may be reimbursed under the scheme for domiciliary treatment. (PER/18/97-98 dated 21st May, 1997).


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23/ Cow/Monkey biting is not reimbursable. 24/ PLASTIC SURGERY - Plastic surgery for beautification is not reimbursable. (Circular No.Per/44/1986). 25/ HOSPITALISATION IN CASE OF NEED ONLY - In cases, where the employee/ officer has remained Indoor Patient for short duration, the opinion of the Bank's Medical Officer should be obtained, whether it was essential for the employee/ officer to undergo hospitalisation or the treatment was possible by way of out door patient. In other words, hospitalisation should be only in case of need and not for facilitating for reimbursement of medical bills. (Circular No.Per/34/2000-01 dated 5th July, 2000) Index Page 26/ LAPROSCOPIC STERILISATION - Reimbursement of laproscopic sterilisation operation is allowed as minor operation. (Per/74/97-98 dated the 10th February, 1998). Index Page 27/ SURCHARGE - TAX ON BILL The reimbursement of hospitalisation expenses scheme provides that sur-charge or tax paid by the employee on hospitalisation bills should be reimbursed to him in the proportion in which he is reimbursed the expenses vis-à-vis the payable amount of the bill. (PER/88/89-90 dated the 2nd November, 1989). 28/ BLOOD/ KIDNEY DONATION - Blood donation and kidney donation are not ailments. As such, expenses incurred on such donations are not reimbursable under the Hospitalisation Scheme. (PER/88/89-90). 29/ TEST REQUIRED BEFORE HOSPITALISATION - Reimbursement of expenses incurred on test required to be carried out on pre-hospitalisation may be reimbursed along with reimbursement of other hospitalisation expenses. (PER/88/89-90). Index Page 30/ MAMMOGRAPHY - Expenses incurred for mammography may be reimbursed as per the rates specified for X-rays in the schedule of charges under the Hospitalisation Scheme. (REF: IBA LETTER NO.PD/DFC/SBBJ/J/1017 DATED 12TH NOVEMBER, 2001) 31/ IMPORTED MEDICINES - Medicines prescribed by the competent authority which are not available in India and have to be necessarily imported, the Bank may subject to certificate by the Bank's Doctor that import of


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medicine was imperative, reimburse the charges. The reimbursement may be restricted to the listed price excluding packing charges and custom duty. (PER/57/2001-02 dated the 4th October, 2001). 32/ BALLOON ANGIOPLASTY - The cost of implanted items which form a necessary part of the specialised treatment for diseases pertaining to heart, kidney may be reimbursed wherever they are not provided by the hospital under the "Package" and that Banks may consider reimbursement of their cost upto 100 % or 75 % as the case may be of the rates applied by AIIMS for the lowest paying bed. Further in case of Balloon Angioplasty, where balloon type catheter used in angioplasty is withdrawn after the operative intervention, it may be taken as a disposable item and hence is not to be treated as an implant. If the employee claims reimbursement of expenses under package scheme, the cost of balloon, which already forms part of the package charges for angioplasty, no separate reimbursement may be considered. However, if expenses for angioplasty are claimed separately under the schedule of charges of Hospitalisation Scheme, the cost of balloon may be reimbursed as per AIIMS rates applicable to the lowest paying bed, considering it as a disposable item provided the Hospital Authorities certify reasonableness of expenses and consider it essential for the specific surgery / investigation. (PER/26/2001-2002 DATED 4TH JULY, 2001) Index Page 33/ MEDICLAIM POLICY – REIMBURSEMENT OF HOSPITALIZATION EXPENSES – CLARIFICATION REGARDING MEDICLAIM POLICIES Please refer our Circulars No.PER/116/85 dated 21.12.1985, PER/16/2005-06 dated 28.06.2005 and PER/17/2005-06 dated 28.06.2005, wherein, inter alia scheme for reimbursement of Hospitalization expenses was advised. At present there is no specific guideline in our Bank regarding payment of difference amount of Hospitalization expenses, after obtaining reimbursement from Insurance Companies. Now we have, in consultation with State Bank of India, Corporate Office, Mumbai, examined the matter and advise that the reimbursement of Hospitalization expenses should be made on the following guidelines: - Supervising Staff 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.


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Award Staff The amount of reimbursement payable to an employee under the Special Medical Aid Scheme should be reduced by the amount, if any, received by him or is due to be received by him under a Personal Accident Policy or under any claim in respect of an accident or from any other source. Accordingly, a certificate to this effect should be obtained on the medical bills, submitted by the employee confirming that the amount claimed was actually incurred by him and that he has not received nor he is entitled to any reimbursement or contribution towards such expenses from any such source. For claiming reimbursement, employees/officers should have to produce verified copies of all the medical bills along with the required certificate as detailed above. Circular No. PER/98/09-10 dated 12 March 2010 Where employee has a mediclaim policy for reimbursement of hospitalisation expenses, the insurance company shall defray the expenses upto the extent of the insured amount. The Bank may work out the entitlement of the employee for being reimbursed expenses for hospitalisation on the balance amount of the bill subject to limits laid down under the hospitalisation scheme. The Bank must also ensure that the original bills of the hospitalisation expenses are lodged with the Bank and kept on Bank's record only. In any case reimbursement from the Insurance Company together with reimbursement from the Bank should not exceed hospitalisation expenses actually incurred. (IBA letter No.PD/DFC/SBBJ/J/929 dated the 31st August, 2000). 34/ AMBULANCE CHARGES - (Circular No.Per/34/2000-01 dated 5th July, 2000) Ambulance charges from residence to hospital/ nursing home or from hospital, nursing home to residence may be reimbursed in full. Actual expenses incurred on conveyance by mode other than ambulance shall be reimbursed subject to the maximum as under :-

i/ By Public Taxi - Actuals subject to maximum of Rs.150/- per trip. ii/ By Auto Rickshaw - Actuals subject to maximum of Rs.75/- per trip.

In case the patient is to be moved to a hospital/nursing home outside the urban agglomeration/municipal limits, then the expenses incurred on conveyance may be reimbursed at the rate of Rs. 5.00 per milometer, with a maximum of Rs. 1000/- per trip or the amount actually incurred, whichever is the least. NOTE - a) Normally service of ambulance should be availed of. Where ambulance is not available or the facility of ambulance is not available or the facility of ambulance is not established, public mode of transport i.e. taxi/auto-rickshaw could be used. The Management shall consider such claims on merits and facts. b) Reimbursement of expenses on ambulance or public taxi/ auto-rickshaw is admissible within the municipal limits/ urban agglomeration/ nearest hospital. c) In emergency, the patient may be shifted to another city but the reimbursement of the ambulance/ other mode in lieu thereof will be restricted to agglomeration/municipal limits of the original city.


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(Circular NO.PER/41/92-93) d) ABUSE OF FACILITY - Abuse of the facility will be dealt with treating such claims as acts of gross misconduct. (Circular No.Per/34/2000-01 dated 5th July, 2000) Index Page


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35/ DOMICILIARY TREATMENT - Medical expenses incurred in respect of the following diseases which need domiciliary treatment may be certified by the recognised hospital authorities and Bank's Medical Officer, shall be deemed as hospitalisation expenses and reimbursed to the extent of 100 % in case of a workmen and 75 % in the case of his family. Cancer, Leukemia, Thalasamea, Tuberculosis, Paralysis, Cardiac Ailment, Pleurisy, Leprosy, Kidney ailment, Epilepsy, Parkinson's disease, Psychiatric disorder and Diabetes, Hepatitis-B, Hemophilia and Myaestheniagranvis, Wilson’s disease, Ulcerative colitis, Epidermolysis Bullosa, Deep vein Thrombosis (not caused by smoking), Aplastic Anaemia, Psoriasis and Third Degree Burns. NOTE - The cost of medicines etc. in respect of domiciliary treatment shall be reimbursed for the period stated in the specialist's prescription. If no period is stated, the prescription for the purpose of reimbursement shall be valid for a period not exceeding 90 days. (Circular No.Per/34/2000-01 dated 5th July, 2000) The bills relating to domicillary treatment must be submitted within 6 week from the date of expenditure. (Circular No.PER/182/88-89) REIMBURSEMENT OF PHYSIOTHERAPIST EXPENSES UNDER DOMICILIARY TREATMENT Please refer to Circular No. PER/16/2005-06 dated June 28, 2005. 2. In terms of 8th Bipartite Settlement signed between IBA and workmen unions, Banks may reimburse the expenses of medicines in case of domiciliary treatment of Quadreplegia (paralysis) and Physiotherapist expenses are not reimbursable. 3. Bank, in consultation with SBI, have examined the matter and decided to implement the following guidelines with effect from 10th July 2007 : - “Reimbursement of expenses for physiotherapy under domiciliary treatment for quadreplegia (paralysis) will be considered, provided it is essential part of the treatment. Bank may insist on necessary certificate from hospital authorities / doctor, periodically, say, at least once in 3 months / 6 months for continued coverage under domiciliary of treatment ” (CIRCULAR NO. PER/ 48 /2007-08 September 3, 2007) In terms of 8th Bipartite Settlement signed between IBA and workmen unions, Banks may reimburse the expenses of medicines in case of domiciliary treatment of Quadreplegia (paralysis).However, Physiotherapist expenses are not covered under the scheme. We, in consultation with SBI, have examined the matter and decided to implement the following guidelines with effect from 10th July 2007 : - “ In the treatment of Quadreplegia (paralysis), where physiotherapy becomes an essential part of the treatment, reimbursement of Rs. 100/- (Rupees One hundred only) per sitting may be made as per the number of sittings prescribed by hospital / doctor subject to a maximum limit of 3 sittings per day. This will be subject to the condition that necessary certificate from the hospital / treating doctor is obtained at least once in 3 months / 6 months for continued coverage. The scheme will be applicable in cases related to hospitalization and domiciliary treatment.”


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(CIRCULAR NO. PER/ 63 /2007-08 DATED DECEMBER 7, 2007) Index Page


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36/ SUPERVISING STAFF-REIMBURSEMENT OF CCU/ICU WARD CHARGES CCU/ICU ward charges can be considered for reimbursement to the extent of bed charges specified for officers. As regards other services rendered in CCU/ICU, the reimbursement of expenses can be considered to the extent such service charges are covered in the scheduled of charges to the Hospitalisation Scheme. (SBI C.O. letter No.SBD/OS/835 dated the 26th July, 2001). 37/ LASER TREATMENT OF EYES - Laser treatment of eyes included in the list of Hospitalisation Scheme subject to reimbursement being restricted within prescribed ceilings as per IBA scheme. ( CIRCULAR NO. PER/90/2000-2001 DATED 17TH JANUARY, 2001) 38/ RADIOTHERAPY - Expenses for Radiotherapy for treatment of cancer are not included in the Schedule of charges. Bank may consider reimbursement of the relevant charges as per rates available for chemotherapy under the hospitalisation scheme. (IBA letter No.PD/DFC/SBBJ/J/926 dated the 31st August, 2000). Index Page 39/ REIMBURSEMENTS UNDER OTHER RECOGNISED SYSTEM OF MEDICINES - AYURVEDIC, UNANI, HOMEOPATHY, NATUROPATHY i/The medical aid and reimbursement of expenses is also available under the recognised systems of medicine viz.Ayurvedic, Unani, Homeopathy and Naturopathy, if such treatment is taken in a Clinic/ Hospital recognised by the Central/ State Government. Further, reimbursement shall be limited to such expenses within the prescribed ceilings as would have been reimbursable in case the treatment was taken in a Government/ Municipal Hospitals, subject to the overall limits under the scheme i.e. 100 % of approved expenses for self and 75 % in case of family. (Circular No.Per/34/2000-01 dated 5th July, 2000) ii) The opinion from the Bank's Medical Officer should also be obtained where the treatment has been taken under the other recognised systems of medicines viz. Ayurvedic, Unani Homeopathy and Naturopathy to the extent that the employee/ his dependent was suffering from the disease. He will, however, not verify the bills etc. 40/ PACKAGE CHARGES - FOR OFFICERS In the following cases package charges will be reimbursed to the extent of 100 % in case of self and 75 % in case of members of family, subject to the limits specified herebelow:-

a/ Coronary By pass Surgery. Rs. 1,40,000/- b/ Coronary Angiography. Rs. 15,000/- c/ Angioplasty. Rs. 70,000/- d/ Kidney transplant. Rs. 1,60,000/- f/ Liver Transplant Rs. 2,00,000/-

NOTE - • The above rates include bed charges from the date of admission to the date of discharge,

service charges, nursing/ medical care, surgeon's and anaesthetist's fees, operation theatre


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charges etc. No further reimbursement over and above the package charges shall be considered.

• For the above ailments workmen employees can claim either as per schedule of expenses prescribed or package charges whenever the treatment is taken under package charges scheme.

• The expenses of laboratory tests/ medicines during hospitalisation will form part of package charges.

(CIRCULAR NO.PER/60/96-97 dated the 10th September,1996). • Cost of consumable used during operation is not reimbursable over and above package

charges. (Circular NO.PER/47/98-99) • The package charges are reimbursable only in respect of the special ailments which are listed

in the hospitalisation scheme. As regards all other ailments for which no reimbursement limits have been specified under package charges of Bank's hospitalisation scheme the reimbursement may be considered on the basis of schedule of charges in the hospitalisation scheme, after obtaining full details of treatment from the concerned hospitals.

(I.B.A. letter No.PD/PRS/46/J/1221 dated 30th November,1998) Index Page 41/ DELEGATION OF POWERS - REIMBURSEMENT OF HOSPITALISATION EXPENSES- Circular NO. REORG/6/96-97 dated 9th September,1996 and Circular NO. REORG/14/98-99 dated the 13th February,1999. Hospitalisation scheme - COMPETENT AUTHORITY AWARD / SUPERVISING AGM (Controller) RS. 5,000/- DGM/GM/CGM FULL NOTE - Hospitalisation bills of all staff members will be passed only at the Controlling Office level. (Circular NO.REORG/7/1999-2000 dated the 23rd August,1999). 42/ ADVANCE AGAINST MEDICAL EXPENSES - (Per/56/95-96 dated 16th October, 1995). Advance against medical expenses may be considered in the following cases :-

i/ When the estimated expenditure involved therein is outside the normal means of the employees/ officers.


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ii/ Normally, cases of serious ailments involving high expenditure or prolonged treatment such as By pass surgery, kidney transplant, major operations etc. will only be considered. iii/ Estimate from the hospital, produced by the employee should be examined by the Bank's Medical Officer. He will certify about reasonableness of the expenditure and certificate to this effect will also be obtained from the Bank's Medical Officer. iv/ The amount will be disbursed directly to the hospital concerned. v/ Delegation of power -

(REORG/1/96-97 dated 5th April, 1996) Grant of advances against medical expenses on the estimates received from the hospital authorities -

a) Zonal Offices : DGM - Full. b) Head Office/Establishments/ : GM - Full. Departments.

NOTE – The advance shall be restricted to the amount reimbursable under the special medical aid scheme. (Circular No.PER/28/86 dated 22nd March, 1986). Index Page 43/ DEVIATION FROM THE HOSPITALISATION SCHEME - Where relaxation in prescribed rates ceilings or deviation from the hospitalisation scheme is involved, the discretionary powers stand delegated as under :- AUTHORITY AMOUNT OF BILL

• Chief General Manager upto Rs.15,000/- • Managing Director upto Rs.25,000/- • Executive Committee / Board Full

(Circular No. REORG/1/1996-97 dated 5th April, 1996) NOTE - It is clarified that the above delegation relates to the total amount of the bill and not to each item of the bill separately. The bill may contain several items but the aforesaid delegation is applicable to the total amount of the bill. (Circular NO. REORG/07/1997-98 dated 13th August, 1997) Circular No.Per/95/1991-92 dated 2nd December, 1991 44. REIMBURSEMENT OF ROOT CANAL TREATMENT: It has been decided that the Scheme of reimbursement of Root Canal Treatment in our Bank is to be extended in line with Central Govt. Health Scheme by including it in the list of reimbursement of hospitalization expenses scheme subject to a maximum ceiling of the amount prescribed


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under CGHS. However, deviation, if any, from the Indian Banks Association guidelines, not to be quoted as precedence. (CIRCULAR NO. PER/01/2008-2009 dated : April 01, 2008) STAFF SUPERVISING: REIMBURSEMENT OF EXPENSES ON ROOT CANAL TREATMENT OF TEETH Bank has examined the matter in consultation with State Bank of India and it has been decided to made applicable the following rates to officers and their dependents towards reimbursement of expenses on Root Canal Treatment: - Root Canal - Anterior Teeth Rs. 600/- per tooth Root Canal - Posterior Teeth Rs. 900/- per tooth Pulpotomy Rs. 400/- per tooth Pulp Capping Rs. 200/- per tooth X-Rays (total 3 X-Rays) Rs. 300/- per tooth Maximum per tooth - Anterior Rs. 1500/- per tooth Maximum per tooth - Posterior Rs. 1800/- per tooth Treatment should be from a qualified registered Dental Practitioner and reimbursement would be 100% for officers and 75% for dependents. CIRCULAR NO. PER/ 53 /2008-2009 dated: October 06, 2008 Index Page


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MODEL DISCHARGE CERTIFICATE 1.INDOOR PATIENT REGISTRATION NO. : _____________________________ 2.DATE : _____________________________ 3.NAME : _____________________________ 4.AGE : ________________ : SEX _______________________ 5.WARD & BED : _____________________________ 6.DIAGNOSIS : _____________________________ 7.DATE AND TIME OF ADMISSION : _____________________________ 8.DATE AND TIME OF DISCHARGE : _____________________________ 9.INVESTIGATION WITH DATE : _____________________________ 10.OPERATIONS IF ANY, WITH DATE : _____________________________ 11.POSITIVE FINDINGS / TREATMENT GIVEN : _____________________________ SEAL & SIGNATURE OF THE TREATING DOCTOR Circular No.Per/95/1991-92 dated 2nd December, 1991


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The Office Manager / Branch Manager, State Bank of Bikaner & Jaipur, _______________________________ _______________________________ Dear Sir, REIMBURSEMENT OF HOSPITALISATION EXPENSES With reference to above, I have to state that I / my wife/son/daughter/father/mother, Name________________________ age___________years old, wholly dependent upon me, was suffering from __________________________________ and have taken domiciliary treatment for the disease during the period from___________________to __________________as suggested by Dr.______________________of______________________ hospital, a recognised hospital / was admitted in the ___________________ _______________(date) at___________________________(time). I have incurred a sum of Rs._____________________ on my his/her treatment. It is therefore, requested to please reimburse me the medical expenses as per Bank's scheme for reimbursement. The break-up of the expenses is as under :- 1. Admission charges Rs.____________ 2. Bed charges Rs.____________ 3. Name of operation and its types viz. Minor/Major/Spl. a) Operation charges (Surgeon's fee) Rs.____________ b) Operation theatre charges Rs.____________ c) Aneasthetist's charges Rs.____________ 4. Investigation (Give details of each test) a) X-rays (No. of plats) _____________________________________________________ b) ECG/ Sonography _____________________________________________________ c) Pathological & Bio-chemical tests _____________________________________________________ d) Any other test, if any - _____________________________________________________ 5. Consultation Fee (State whether it is visit at Chamber/ Residence/ Specialists visit during day/night/routine).


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Name of Period No. of Per visit Total visit --------------- visits charges From To -------------------------------------------------------- ---------------------------------------------------------


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6. Medicine Bills --------------------------------------------------------- S.No. Bill No. Date Amount Rs. p. -------------------------------------------------------- --------------------------------------------------------- 7. Conveyance charges Rs. (Ambulance / Public Van/ Auto Rikshaw) (State To and Fro distance) 8. Charges for Spl. Nurse etc. Rs. 9. Tax on hospital bills Rs. 10.Any other Rs. The discharge certificate of hospital is enclosed. Bills/ money receipts are enclosed in original, duly verified by the concerned doctor and countersigned by Bank's Medical officer. Yours faithfully, Name : Designation : Officer's Grade : JMGS/MMGS/SMGS Deptt./ Branch : Forwarded to the Office Manager/ Controller for necessary action. CONTROLLING AUTHORITY I


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ndex Page REIMBURSEMENT OF HOSPITALISATION EXPENSES: SEEKING OF ADMISSION IN THE BANK’S APPROVED NURSING HOMES SCHEME OF INDOOR TREATMENT FACILITY TO STAFF MEMBERS IN APPROVED HOSPITALS/NURSING HOMES At present the criteria agreed for approval of a hospital under the scheme is as under: " A multi-speciality private hospital / nursing homes having a minimum strength of 50 beds or more, well equipped operation theatre, facility for latest pathological, microbiological, bio-chemical investigations and X-ray, Sonography, CT Scan etc. There should be provision for ICU unit and 24 hrs. emergency services. The services of specialists, well qualified experienced and of repute in the area be available in the hospital (both in OPD and Indoor)." Bank has reviewed the position of all the hospitals empanelled at Jaipur centre in our list so far and based on the criteria fixed for approval the under noted hospitals/nursing homes were found eligible under the scheme: S.N Name and address of the Hospital Telephone/Mobile No. 1 Sahay Hospital & Research Centre, Bhabha Marg,

Moti Doongari, Jaipur 2621444, 2621888, (M) 9829363336

2 Jaipur Hospital. Lalkothi Near SMS Stadium, Opposite Nagar Nigam, Jaipur

2742266, 2741465 (M) 9414073387

3 Soni Hospital, 38- Kanaota Bagh, JLN Marg, Jaipur 2571122, 2562028

4 Monilek Hospital & Research Centre, Sector- 4, Jawahar Nagar, Jaipur

2653021

5 Heart & General Hospital, 7,Vivekanand Marg, Rs.C' Scheme, Jaipur

2370271

6 Santokba Durlabhji Memorial Hospital cum Medical Research Institute, Bhawani Singh Marg, Jaipur

2566251-08 (M) 9929607041

7 Mahatma Gandhi Medical College & Hospital, RICCO Ind. Area, Sitapura, Tonk Road

2771777, 2771001-03 (M) 9001890254

8 Saket Hospital, Sector 10, Meera Marg, Agarwal Farm, Mansarovar, Jaipur

2785074-75

9 Bhagwan Mahaveer Cancer Hospital & Research Centre, JLN Marg, Jaipur

2700107, 2702106, 2702120

10 Imperial Hospital & Research Centre, Near Main Circle, Shastri Nagar, Jaipur

2300111, 2302300

11 Apex Hospital. P.Ltd., SP- 4 & 6, Malviya Ind. Area, Malviya Nagar, Jaipur

2751877, 4101111(M) 9829212808

12 S.K. Soni Hospital Pvt. Ltd., Sector 5, Vidyadhar Nagar, Jaipur

2232409-11 (M) 9829344408

13 Gopinath Hospital P. Ltd., Sector 8, Chetak Marg, Pratap Nagar, Sanganer, Jaipur

2793334, 2793333 (Fax)

14 Marudhar Hospital, A-93-99. Singh Bhoomi, Khatripura, Jaipur

2356944, 2357570

15 Bhandari Hospital & Research Centre, 138-A, Vasundhara Colony, Gopalpura Bye-pass, Tonk Road, Jaipur

2703851, 2703852, 2705122

16 K.M.S. Mother & Child Hospital, B-2, Dhruv Marg, Tilak Nagar, Jaipur

2622282, 9799766000

17 Rungta Hospital, Malviya Nagar, Jaipur 4039999, 9784011299 18 Amar Jain Hospital, SMS Highway, Jaipur 2314022, 2313099 19 Sewayatan Maternity & General Hospital, Sodala, 2220240, 2220250


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Ajmer Road, Jaipur 20 Rajputana Hospital & Research Centre P.Ltd., A-16,

Hanuman Nagar, Khatipura, Jaipur 2351973,4022001

21 Amar Medical & Research Centre, Kiran Path, Mansarovar, Jaipur

2390787, 9828810854

(Circular No. PER/2/10-11 dated 02 April 2010 and Circular No. PER/14/2001-2002 dated 26 May, 2001) JODHPUR CENTER 1. Suncity Hospital and Research Center, Paota Main Road, Jodhpur 2. Rajdadiji Hospital ( Managed by Appollo Hospital Group), Sojti Gate, Jodhpur 3. Asha Hospital and Research Center, Pvt. Ltd., Pali Road, Bhagat ki Kothi, Jodhpur 4. Kamla Nagar Hopital, Pal Link Road, Jodhpur 5. L.N. Memorial Hospital and Research Center, (Rathi Hospital) E-109, Shastri Nagar, Jodhpur 6. Goyal Hospital and Research Center Pvt. Ltd., 961/3 Residency Road , Jodhpur 7. Manidhari Hospital and Maloo Nuro Center, Residency Road, Jodhpur 8. Jeevan Jyoti Nursing Home, Chopasani Road, Jodhpur UDAIPUR CENTER 1. Aravali Hospital Pvt. Ltd., 332, Ambamata Main Road, Opp. Charak Hostel, Udaipur 2. Udaipur Hospital and Medical Research Center Pvt. Ltd., Gulab Bagh Road, Udaipur 3. JB Hospital 22, Hiran Magri, Sector-6 Udaipur DELHI CENTER 1. Tirth Ram Shah Hospital, 2, Batrtery Lane, Rajpura Road, Delhi 2. Mata Chanan Devi Hospital, C-1, Janak Puri, New Delhi EXTENSION OF FACILITIES TO RETIRED EMPLOYEES OF THE BANK TREATMENT AT BANK’S DISPENSARIES At present Bank are running dispensaries under the staff welfare scheme to enable the working employees/retired employees and their dependants to get treatment at the following centers/places: - i/ Head Office, Jaipur ii/ SMS Highway, Jaipur iii/ Jyoti Nagar Officers’ Flats, Jaipur iv/ Mansarovar, SFS, Jaipur (added later on) iv/ Calcutta v/ Sriganganagar vi/ Kota vii/ Patna viii/ All Zonal Offices (CIRCULAR NO. PER/64/98-99 DATED 3.11.98) SBBJ RETIRED EMPLOYEES MEDICAL BENEFIT SCHEMEMODIFICATION/ IMPROVEMENT


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Please refer to our Head Office Circular No.PER/66//98-99, PER/06/2003-04,PER/49/2003-04,PER/27/2008-09,& PER/32/2008-09 dated 07.11.1998,16.04.2003,14.11.2003,16.07.2008 &04.08.2008 respectively issued on the captioned scheme. The Executive Committee of the Bank at its meeting held on 24.07.2009 approved further modification/ improvement to the scheme for top Executives of the Bank as under: 1. The Retired Dy. Managing Directors (DMDS) (TEGSS –II) retired on or after 01.07.2008) shall be eligible for an aggregate limit up to Rs. 20 lac (Non Revolving) for whole life time (For self, spouse and invalid children). Their one time contribution amount has been increased to Rs. 1 lac. Out of the aggregate facility of Rs.20 lac, an amount not exceeding 10% has been earmarked for the domiciliary treatment, at their option. The expenditure on domiciliary treatment shall be capped at Rs. 20000/- p.a. 2. The limit for medical reimbursement for retired Chief General Managers (TEGSSI), General Managers(TEGS-VII) and Dy. General Managers (TEGS-VI) (retired on or after 01.07.2008) has also been increased with commensurate increase in their one time contribution amount. The increase in the facility and members contribution shall be the following:

(i) Chief General Manager Rs. 15 lac ( Contribution amount Rs. 90000/-) (ii) General Manager/Dy. General Manager Rs. 10 lac ( Contribution amount Rs. 75000/-)

Out of the aggregate facility mentioned above, an amount not exceeding 10% is earmarked for the domiciliary treatment, at their option. The expenditure for domiciliary treatment shall be capped at Rs.15000/-p.a. for Chief General Manager and Rs. 10000/ p.a. for the General Managers/ Dy. General Managers respectively. 1. The above modification is effective w.e.f. 01.06.2009 and the officers (TEGSVI and above) retiring/ retired on or after 01.07.2008 shall only be covered under such modified scheme. The eligible officers who have retired between 01.07.2008 and 31.05.2009 and registered as members of the existing scheme shall be required to deposit the difference amount of membership contribution within 3 months from the date of issuance of this Circular, if they desire to become members of the new plan. 2. Officers in Dy. General Managers grade and above opting for the new plan would be eligible for medical assistance as per plan opted by them, reduced to the extent they had availed of the medical assistance under the existing scheme(s) for the retired employees. 1. Officers in Dy. General Manager's grade and above retiring on or after 01.06.2009 will invariably be required to contribute the requisite amount and acquire membership of the new modified scheme. Therefore, for them, there will be only one plan. 2. The following two diseases are also added to the specified diseases already available under the scheme, effective from 01.06.2009 for the members of the modified scheme only. These diseases are: (a) Alzheimer’s disease (b) Parkinson’s disease 3. Expenses under the domiciliary treatment will be subject to the same procedure, inclusion and exclusions as mentioned in the relevant Officer’s Service Regulations with the stipulation that reimbursement shall be 100% of the expenditure for all eligible members under the scheme along with their spouse and invalid children. The cap of the reimbursement of the domiciliary treatment will be as mentioned in para (1) and (2) above. (Circular No. PER/41/09-10 dated17 August 2009)


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Index Page ELIGIBILITY AND OTHER TERMS: • Effective date for promotion and reckoning service eligibility is 1st December each year.

• Service eligibility for promotion from SMGS-IV to SMGS-V is 4 years.

• Officers who get less than 40 % marks in written test and/or performance appraisal will be

considered unfit for promotion.

• Distribution of marks between appraisal and interview has been restructured.

• Zone of selection will consist officers upto 4 times of the number of vacancies.

• A committee of senior officials will be constituted for evaluation of performance appraisal forms.

• Sealed cover procedure as per the guidelines issued from time to time will be followed.

• Officer may file as appeal/representation against his non promotion ( including appeal against non-inclusion in the zone of selection).

• Promotion policy will remain in force for a period of 5 years, subject to review after 3 years or earlier, if warranted.

• Government of India/Reserve Bank of India/State Bank of India guidelines should be complied with wherever applicable.

• If an officer fails to participate in the promotion process for reasons attributable to him, except on medical grounds or reasons beyond his control or advises the bank in writing about his unwillingness for further promotion, he may be debarred for further promotion and officiating in higher capacity for a period of two years.

• With a view to enabling the officers to be aware of the level of competition, the approximate number of vacancies available/ likely should be notified at the time of commencement of promotion process.

1. Effective Date a) For promotions & for reckoning Service Eligibility.

1st December each year. However, Board of Directors/ Executive Committee of the Board of the Bank may, for sufficient reasons, permit promotion with effect from some other date in any particular year. b) For giving effect to appeals against Non-promotion: Same date as the effective date for the batch. In other words, if the appeal is favorably considered at a later date, the effective date of promotion will be the same as that of the batch.

2. Reckoning the vacancies:

i) All clear vacancies that have arisen in the Bank as on 1st December of that year, plus vacancies that are likely to arise upto March of the next year due to retirements, likely deputations, promotions to next higher grades, wastages, etc. to be worked out as per prescribed format. ( New positions to be created/ upgraded for the first time during the next promotion year will not be included).


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ii) The distribution of vacancies between the Fast Channel and the Regular Channel for promotion to MMGS-II will be 40:60 . In case of SBIR it will be 50:50 as per present practice.

3. Service Eligibility:

FAST CHANNEL REGULAR CHANNEL PARTICULARS EXISTING NORMS

REVISED NORMS

EXISTING NORMS

REVISED NORMS

a) Service Eligibility norms.

6 years. 4 years. 8 years. 7 years.

b) Relaxation in service that can be permitted by the Board of Directors.

As per Government of India guidelines, minimum service is 7 years. One year relaxation can be given by the Board, which is incorporated in the minimum years of service stipulated.

No further relaxation will be permitted beyond the above stipulated norms.

1 year. No further relaxation will be permitted beyond the above stipulated norms.

CIRCULAR NO. PER /53/2006-2007 SEPTEMBER 29, 2006


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S.No. Promotion from/to Minimum service

required in years Relaxation in service that can be permitted by the Board of Directors

A Scale I to Scale II As above As above B Scale II to Scale III 5 1 year C Scale III to Scale IV 5 1 year D Scale IV to Scale V 4 1 year

NOTE ; IF ADEQUATE NUMBER OF CANDIDATES ARE ALREADY AVAILABLE, NO RELAXATION SHOULD BE GIVEN IN SERVICE ELIGIBILITY CRITERIA.

4. Zone of consideration: All such officers who qualify in terms of service eligibility criteria for promotion, as prescribed above, will form the zone of consideration. However the officers who get less than 40% marks in written test and/or performance appraisal ( i.e. confidential report and performance appraisal but excluding ‘Marks’ for CAIIB, if any) will be considered ‘unfit for promotion’. For promotion from MMGS II to MMGS-III, there will be a weight age of 2 marks for each extra year of service (beyond the eligibility criteria of minimum of 5 years of service in MMGS-II) subject to a maximum of 10 marks on this account. However, aggregate of marks secured by an officer in Performance Appraisal ( out of 60 marks) and the marks awarded for extra years of service ( beyond minimum prescribed service of 5 years) shall not exceed the total marks allotted for performance appraisal i.e. 60. 5(a) CONCESSION TO SC/ST OFFICIALS FOR PROMOTION TO MMGS-II/III A list of such candidates (who are not declared unfit for promotion as above in the Zone of consideration will be arranged in order to seniority and if any SC/ST candidate(S) fall(s) within the number of vacancies for which select list is to be drawn, he will be included in the select list. 5(b) Zone of Selection All other officers having scored 40% or more marks in written test and or performance appraisal ( including SC/ST officers not included in the select list on the basis of seniority) in the Zone of consideration will be ranked in descending order of marks obtained in the Written Test and Performance Appraisal ( Fast Channel - scale I to Scale II) and performance appraisal ( for all other categories). Thereafter, a list of officers upto 4 times the number or less ( 40% minimum marks) of remaining vacancies ( viz. number of vacancies available minus number of SC/ST candidates included in select list on the basis on seniority, as above) will be prepared which will form the zone of selection. In case more than one officer has secured marks equal to the cut off marks so determined, all such officers will be included in the Zone of selection even if it results in increasing the number of candidates beyond 4 times of vacancies. 6. Select list: A final merit list ( separately for both the two channels in case of promotion to MMGS-II) will be drawn up on the basis of total marks obtained under written test/performance appraisal and interviews and the officers securing marks equivalent to or above the cut-off marks corresponding to the number of vacancies will be included in the select list. In case of promotion from Scale I to Scale II, in order to give the benefit of appearing in both the channels to the seniors amongst the candidates, the result of Regular Channel should be declared first, effective from the prospective


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common date, so that those officers who do not qualify in the Regular channel may get a chance to appear in fast channel also, if eligible. 7. Evaluation Committees : composition The respective promoting authority will constitute the following Committees for evaluation of appraisal forms: For Promotion from/to COMPOSITION OF COMMITTEE Scale I to Scale II (1) AGM 1 (2) CM 2 Scale II to Scale III (1) DGM 1 (2) AGM 1 (3) CM 1 Scale to III to Scale IV (1) GM 1 (2) DGM 1 (3) AGM 1 Scale IV to Scale V (1) GM 1 (2) DGMs 2 NOTES: (i) Evaluation Committee will ensure the correctness of marks given against confidential reports and assignment appraisal. The committee may give their observations to the Interview committee on a separate sheet in case of glaring discrepancies noticed by them. (ii) Representative of SC/ST will be included as per GOI guidelines, if any. 8. Interview Committees : Composition The promoting authority will constitute the following committees:- For Promotion from/to COMPOSITION OF COMMITTEE Scale I to Scale II (1) DGM 1 (Both the Channels) (2) AGM 1 (3) CM 1Out of 2 and 3, one committee

member should be a Branch Manager Scale II to Scale III (1) GM 1 (2) DGM 1 (3) AGM 1 Scale to III to Scale IV (1) CGM 1 (2) GM 1 (3) DGM 1 Scale IV to Scale V (1) MD 1 (2) CGM 1 (3) GM 1 Notes: (i) No member of the Evaluation Committee will serve on the Interview Committee. (ii) Representatives of SC/ST will be nominated as per GOI guidelines, if any.


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9. PROCESSING OF CONFIDENTIAL REPORTS AND PERFORMANCE APPRAISAL: The Personnel Administration Deptt. of the respective Associate Bank will prepare the relevant papers and put up to the Evaluation Committee for scrutiny. The distribution of marks against various parameters will be as under: - A Distribution of Marks

(General) Scale I to Scale II Scale II to

Scale III Scale III to Scale IV and Scale IV to V

Fast Channel

Regular Channel

a. Written Test 30 - - - b. CAIIB - Both Parts (For

Part-I- 4 marks) 10 10 - -

c. Confidential Reports 20# 20$ 20$ 20$ d. Assessment of

Assignment/Performance Appraisals

20# 50$ 60$ 60$

e. Interview 20 20 20 20 TOTAL 100 100 100 100 # For Last 4 years $ For last 5 years but for promotion from SMGS-IV to V for last 4 years. B Distribution of Marks

(Specific) Scale I to Scale II Scale II to

Scale III Scale III to Scale IV and Scale IV to V

Fast Channel

Regular Channel

I Confidential Reports: Excellent 20 20 20 20 Good 18 18 18 18 Above Average 14 14 14 14 Average 10 10 10 10 II Performance Appraisal Excellent 20 50 60 60 Good 18 45 54 54 Above Average 14 35 42 42 Average 10 25 30 30 The aforesaid distribution of marks would apply when the confidential report/performance appraisal system is not quantitative. The performance in interview will be recorded in a sheet with following details:- S.No. Parameter Max. Marks Marks obtained 1. Job Knowledge 5 - 2. Knowledge of Corporate

Goal/Objectives 5 -

3. Initiative and Resourcefulness 5 - 4. General Awareness 5 - Total 20 - 10. Sealed Cover Procedure: The Sealed Cover procedure as per the guidelines issued from time to time will be followed. NOTE:-


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In view of the judgment of the Hon’ble Supreme Court of India in the case of Union of India v/s K.V. Jankiraman and others, ‘ Sealed Cover Procedure’ in respect of promotion to next higher grade/scale will be applicable in Bank only to the following cases of officers:-

1. Officers against whom charge sheet has been issued in a disciplinary case and/or criminal prosecution has been launched in Court of Law.

2. Officers who have been placed under suspension. It is further clarified that while the guidelines laid down by the Hon’ble Supreme Court of India in Jankiraman’s case form the basis of sealed cover procedure, however, the sealed cover procedure in regard to contemplated cases may also be resorted to in exceptional circumstances only, where the offence/misconduct is of a grave nature and glaring on the facts of the case. 11. PUNISHMENT SHOULD NOT BE MENTIONED AFTER RIGOR PERIOD IN THE APPRAISAL FORM AT THE TIME OF PROMOTION In terms of H.O. Circular no. Per/13/2004-05 dated 15.4.2004, respective controlling authorities while submitting the appraisal form of the officers only mention the punishment and rigor operative in the period of appraisal. 12. PROCEDURE FOR PROMOTION OR CONFIRMATION OF THE OFFICIAL WHO ARE UNDER SUSUPENSION AND/OR AGAINST WHOM DISCIPLINARY ACTION PROCEDDINGS ARE INPROGRESS The following procedure will be followed in the matter of considering promotion or confirmation of the officials who are under suspension and/or against whom disciplinary action proceedings are in progress or are contemplated:-

i/ The Interview Committee/Staff Committee shall also consider for promotion the cases of all officers under suspension and/or against whom disciplinary proceedings are in progress or are contemplated. Whereas in so far as an officer whose conduct is under an inquiry is concerned, the fact that inquiries are under way or there is a secret note or report about/against him, should not affect his chance of promotion unless there is a prima facie case established for proceeding against him in a departmental proceedings or launching criminal prosecution against him. In other words, only after the conclusion of an investigation and when the Competent Authority on consideration of the result of the investigation either by the Bank or CBI or otherwise has formed the opinion that a charge sheet may be issued to the officer concerned on specific imputations or that sanction for prosecution may be accorded where prosecution is proposed the ‘ Sealed Cover Vacancies Procedure’ should be resorted to deeming such an officer as the one against whom disciplinary proceedings are contemplated. ii/ The findings as to the suitability of the officers under suspension and/or against whom disciplinary proceedings are in progress or contemplated should be recorded separately and attached to the proceedings, in a sealed envelope super scribed ‘Findings regarding suitability for promotion to/confirmation in (service/grade/post) in respect of Shri(name of the officer)’, and ‘Not to be opened till after the termination of the suspension/disciplinary proceedings against Shri (name of the officer)’ . The proceedings of the Interview Committee/Staff Committee need only contain the note ‘ The findings are contained in the attached sealed envelope’. iii/ The authority competent to fill the vacancy should be separately advised to fill the vacancy only in an officiating capacity, where the findings as to the suitability of the officer are for his promotion. iv/ The results thus held in the sealed cover(s) can be opened only upon conclusion of the disciplinary proceedings against the concerned officer(s).


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v/ Where an officer upon conclusion of the disciplinary proceedings is exonerated the promotion/confirmation if the recommendations of the Competent Authority/Interview Committee/Staff Committee are in his favour, kept in the sealed cover, will be released with retrospective effect i.e. from the same date from which the promotions of other officers involved in the relative promotion process were made effective or the date on which he was due for confirmation in the relative grade or scale as the case may be. vi/ Where the disciplinary proceedings have ended with imposition of a penalty specified in Regulation 67 of the OSR including ‘Censure’ the recommendations of the Competent Authority/ Interview Committee/Staff Committee kept in the sealed cover will not be given effect to. vii/ However, where the disciplinary proceedings have ended in imposition of a penalty of ‘Censure’ or ‘recovery of pecuniary loss caused to the Bank the concerned officer will become eligible for promotion whenever promotions are considered after the conclusion of the disciplinary proceedings. In so far as the confirmation of an officer in similar circumstances is concerned, the Competent Authority will review his case for confirmation immediately after conclusion of the disciplinary proceedings and if the findings are in favour of the officer, he will be confirmed in the relative grade or scale from a prospective date. viii/ In case, where the disciplinary proceedings end with imposition of a penalty of ‘withholding of promotion for a specified period’, withholding of increments’ or ‘ reduction to a lower stage in the time scale’, the concerned officer will become eligible for promotion only after expiry of the penalty.

However, in terms of H.O. Circular no. Per/146/89-90 dated 27.3.90 the sealed cover procedure would not apply in the following circumstances:-

a/ Where only a complaint has been received and it is being investigated by an internal/external agency. b/ Where the investigation is pending.

13. Appeals/Representation: As hitherto, an official may file an appeal/representation wherever prescribed as per GOI guidelines, against his non-promotion and including appeal against non-inclusion in the Zone of selection to designated appellate authority/promotion committee within one month of the date of announcement of results, which may be disposed of within six months. 14. DELETION OF PROVISION OF PROBATION CLAUSE IN ALL IN-CADRE PROMOTION POLICIES There will be no probation period clause for all in-cadre promotions in officers’ grade. (Probation clause deleted vide circular no. Per/11/2005-06 dated 24.5.2005). 15. General:

(i) The promotion policy will remain in force for a period of 5 years subject to review after 3 years or earlier, if warranted. (ii) The officer promoted in appeal will be on probation for a period of one year from the date of acceptance of his appeal. However on successful completion of probation period, the official will be confirmed from the same back date from which date the promotions were originally given effect to.


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(iii) The stipulations regarding acquiring of operational experience, completion of rural/semi urban service, etc., for promotion from one grade to another will be followed. (iv) The promoted officers will be on probation for a period of one year from the effective date of promotion, which can be extended by a further period of one year subject to, laid down instructions in this regard. ( In terms of H.O. Circular No. Per/11/2005-2006 dated 24.5. 2005 it has been decided to amend the extant promotion policies for all in-cadre promotions in officer’s grade be deleting the probation clause) (v) With a view to enabling the officers to be aware of the level of competition, the approximate number of vacancies available/likely should be notified at the time of commencement of promotion process. (vi) The promotions effected on account of opening of sealed cover and upholding of appeals against non-promotion etc will be adjusted against future vacancies. (vii) In the final Merit List, in case more than one officer scores marks equivalent to the cut of marks, the final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of such officers, as per Service Regulations. (viii) An office memorandum should be recorded to declare candidates unfit for promotion at each stage. The office memorandum is to be signed by designated promoting authority. (ix) GOI/RBI/SBI guidelines should be complied with wherever applicable. (x) The competent authority for promotion, appeal and review will be as decided by the Bank’s board/executive committee from time to time. (xi) If an officer fails to participate in the promotion process due to reasons attributable to him except on medical grounds or reasons beyond his control, subject to the satisfaction of the appropriate authority or advises the Bank in writing about his unwillingness for further promotion, he may be debarred for further promotion and officiating in higher capacity for a period of two years. However, the Bank reserves the right to ask such an officer to officiate in higher capacity for short periods in exigencies of service.

( CIRCULAR NO. Per/19/9091 dated 25.5.1990, Per/32/91-92 dated 17.6.1991, Per/63/93-94 dated 9.10.1993, Per/2/98-99 dated 2.4.1998, Per/53/98-99 dated 8.9.99 , Per/67/98-99 dated 7.11.98 Per/31/2001-02 dated 9.7.2001, Per/8/2000-2001 dated 18.4.2000, Per 83/82 dated 25.6.82) Index Page 16. OBTENTION OF CONSENT FROM SC/ST OFFICERS WHO ARE BY VIRTUE OF SENIORITY ARE REQUIRED TO BE INCLUDED IN THE SELECT LIST FOR PROMOTION FROM JMGS-I TO MMGS-II UNDER REGULAR/FAST CHANNEL AND FROM MMGS-II TO MMGS-III The promotion policy, inter alia, provides that for promotion from JMGS-I to MMGS-II and from MMGS-II to MMGS-III the officers belonging to SC/ST category who are senior enough and who fall within the number of the identified vacancies for the particular year will have to be included in the select list and will not be subjected to interview process along with other candidates. Some of these officers refuse to accept the promotion after completion of the promotion exercise and thus vacancies remain unfilled. In this regard, consent of SC/ST officers, who by virtue of seniority are required to be included in the select, be obtained n advance so as to complete promotion exercise in one go. Further, at the time of obtaining such a consent, it will also be clarified that in case of refusal to accept the promotion, the debarment clause for ineligibility of promotion for 2 years will be applicable. (EC MEMO DATED 4.3.2003)


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The policy provides the following in regard to officer fails to participate in the promotion process: - “ If an officer fails to participate in the promotion process for reasons attributable to him, except on medical grounds or reasons beyond his control or advises the Bank in writing about his unwillingness for further promotion, he may be debarred for further promotion and officiating in higher capacity for a period of two years.” In this connection, queries have been received as to who will be the Competent Authority for passing the order of debarment. In this regard is advised that their is no need to make any specific order and only suitable noting should be made in the service record of the official concerned. Such a noting may be made under authentication of the Controlling Authority/ Head of Department where the service record is maintained. However, whether the officer has failed to participate in the promotion process due to reasons beyond his control/medical ground and as such need not be debarred, should be decided by the Promotion Authority in respect of the grade for which promotion of the said officer is being considered. Accordingly, all controlling authorities/departmental heads should make suitable noting regarding debasement for promotion in the service record of those officers who fail to participate in the promotion process except for reasons beyond his control/medical grounds. Further, the information on officer(s) who could not participate in the process due to reasons beyond his/their control/medical ground should be suitably advised to the DGM(Pers. & HRD) to enable them the put up to the respective promoting authority. (CIRCULAR NO. PER/4/2002-2003 DATED 8.4.2002) Index Page 17. EFFECT OF UNAUTHORISED ABSENCE FROM DUTY ON PROMOTION TO HIGHER GRADE At present there are no specific instructions in regard to treatment of period of unauthorised absence from duty for determining qualifying period of service for promotion to higher grade. In consultation with SBI, it has been decided to adopt the following procedure for unauthorised absence from duty on promotion to higher scale in our Bank:-

i/ The final view taken by the appropriate authority in respect of treatment to be given to unauthorised absence should be examined. ii/ Since total period (in the present grade) is one of the eligibility criteria for promotion (to next grade), period of un authorised absence, not counted for the purpose of service, should be excluded while determining the minimum qualifying service for promotion to next grade.

(CIRCULAR NO. PER/32/2000-01 DATED 3.7.2000) Index Page 18. PRESCRIPTION OF LOWER QUALIFYING MARKS/LESSER STANDARD OF EVALUATION FOR SCHEDULED CASTES AND SCHEDULES TRIBES IN PROMOTION In terms of H.O. Circular No. Per/9/99-2000 dated 10.2.2001 it was advised regarding withdrawal of provision of lower qualifying marks/lesser standards of evaluation to candidates of Schedules Castes and Scheduled Tribes in the matter of promotion and keeping assessment of all candidates for this purpose with reference to the uniform standards. Government of India , Ministry of Personnel Public Grievances & Pension has advised vide its Office Memorandum No. 36012/23/96-Estt.(Res.) Vol.II dated the 3rd October, 2000 that the


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matter has been reviewed, consequent to which following proviso to Article 335 has been incorporated in the constitution by the Constitution (Eighty Second Amendment) Act 2000:- ‘ Provided that nothing in this article shall prevent in making of any provision in favour of the members of the Scheduled Castes and Scheduled Tribes for relaxation in qualifying marks in any examination or lowering the standards of evaluation, for reservation in matters of promotion to any class or classes of services or posts in connection with the affairs of the Union or of a State.’ In pursuance of the enabling proviso of Article 335 of the Constitution, it has now been decided by the Government of India to restore, with immediate effect the relaxation’s/concessions in matters of promotion for candidates belonging to SCs/STs by way of lower qualifying marks, lesser standards of evaluation that existed prior to 22nd July, 1997. The Personnel and Training’s O.M. No. 36012/23/96-Est. (Res.) dated the 22nd July, 1997 becomes inoperative from the date of this Office Memorandum. Therefore, the provision of lower qualifying marks/lesser standards of evaluation for the candidates of Scheduled Castes and Scheduled Tribes in the matter of promotion as prevailing before 22nd July, 1997 has been restored in our Bank in ensuing promotion exercises. (CIRCULAR NO. PER/103/2000-01 DATED 10.2.2001) Index Page 19. PRESCRIPTION OF MINIMUM RESIDUAL SERVICE IN ELIGIBILITY FOR PROMOTION TO TEGS - VI AND ABOVE At present there is no stipulation in the promotion policies of officers in regard to any minimum residual service for promotion from one grade to next higher grade. In light of age profile of senior officers and their utility on promotion to higher grades at the fag end of their services the matter has been reviewed and it has been decided to introduce the following minimum residual service criteria in eligibility for promotion to certain grades:- PROMOTION TO MINIMUM RESIDUAL W.E.F. SERVICE PRESCRIBED TEGS-VI,TEGS-VII ONE YEAR JANUARY 2002 AND TEGSS-I TEGSS-II ONE YEAR With immediate effect. The minimum residual service will be reckoned from the date of interview or date of vacancy, whichever is earlier. (CIRCULAR NO. PER/107/2000-01 DATED 20.2.2001) Index Page

STAFF SUPERVISING :PROMOTION POLICY FOR SPECIALIST CADRE OFFICERSFOR PROMOTION UP TO TEGS-VI

The Executive Committee at its meetings held on the 18.03.2010, has approved promotion policy for Specialist cadre officers for promotion up to TEGS-VI for implementation in our Bank with immediate effect. Accordingly it has been decided to implement the policy as detailed in the enclosed Annexure. The general guidelines in respect of the promotions to be effected under this policy are as under:-


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1) Effective date for promotion up to SMGS-V would be 1st December of relevant promotion

year and the common date decided for promotion of General cadre officers in TEGS-VI, for the relevant promotion year or the date of declaration of results (for specialist cadre) whichever is later, would be the effective date for promotion to TEGS-VI.

2) Reckoning service eligibility would be 1st April of relevant promotion year.

3) There is a provision of merit channel (written + interview) and seniority cum merit channel (interview) for promotion from JMGS-I to MMGS-II. Service eligibility criteria for merit channel & seniority channel would be 4 years & 8 years respectively as against the 7 years earlier. For all other grades, the service eligibility criteria is same as provided in promotion policy for General cadre officers except for promotion to TEGS-VI which is 5 years.

4) For promotion from JMGS-I to MMGS-II, the distribution of vacancies between merit & seniority channel would be ratio of 75:25.

5) Minimum AARF score for promotion from JMGS-I to MMGS-II under seniority channel & MMGS-II to MMGS-III, should be 60 for each year in preceding 5 years and 80 score for all other grades up to TEGS-VI.

6) All Officers who qualify in terms of eligibility criteria, residual service requirements, minimum AARF scores, are not debarred for promotion due to rigor of punishment and have scored 40% or more marks in written test (where applicable) shall constitute Zone of consideration.

7) There is a provision of residual service in bank.

8) Officers who are under rigor of punishment on date of eligibility will not eligible for

promotion.

9) Sealed cover procedure as applicable for General cadre officers.

10) Officers may file an appeal/representation against his non promotion.

11) Concession to SC/ST officers in the matter of promotion to grades of MMGS-II & MMGS-III

will continue to available to eligible officers as per guidelines of Govt. of India.

12) Promotion of officers will be subject to Medical fitness of the Officers found suitable for

promotion.

13) Clarification on the policy if any shall be given by the Corporate Center, SBI and the

decision shall be final & binding on all concerned.

ANNEXURE


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PROMOTION POLICY FOR SPECIALIST (NON-BANKING) CADRE OFFICERS FOR PROMOTIONS UPTO TEGS-VI

To provide adequate promotion opportunities to all specialist cadre officers so that they are kept motivated and a reasonable career progression path is available.

2. Specialist Cadre: Specialist Cadre Officers generally mean officers recruited / promoted as such to perform functions, other than those relating to main stream banking activity. These, inter-alia, would include:-

(i) Computer / I.T.Specialists : Viz. Software Engineers, Hardware Engineers, System Analysts / System Officers / System Managers / Programmers.

(ii) Civil & Electrical Engineers.

(iii) Technical Officers (iv) Economists, Chartered Accountants, Cost Accountants, Company

Secretaries etc. (v) Rajbhasha Adhikari (Hindi Officers). (vi) Liaison Officers.

(vii) Security Officers. (viii) Fire Officers (ix) Law Officers (x) Rural Development Officers.

3. Effective Date: For Promotion & Reckoning Eligibility

For promotions upto SMGS V :

Promotion would be effective from 1st December of the relevant promotion year. Under no

circumstances, the effective date of promotion shall be made retrospectively.

For promotions to TEGS VI:

Promotion would be effective from the common date decided for promotion of General Cadre Officers to TEGS-VI in the relevant promotion year or the dateof declaration of results (for Specialist cadre), whichever is later.

However, Board of Directors/Executive Committee of the Board of the Bank may, for sufficient reasons, permit promotion with effect from some other date in any particular year.

The eligibility would be reckoned as on 1st April of the relevant promotion year for

1) determining the length of service i.e. the officials should fulfil the service eligibility criterion

as on 1st April of the relevant promotion year.

1) determining the residual service i.e. the officials should have the stipulated residual service

as on 1st April of the relevant promotion year.

a. Service eligibility Criteria :


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The service eligibility criteria (including probation period) in the existing grade for promotion to various grades will be as under:-

Grade No. of years in the present grade JMGS-I to MMGS-II Merit channel -4 years service in JMGS- I

Seniority cum -8 years service in JMGS- I Merit channel

MMGS-II to MMGS-III 5 years service in MMGS-II MMGS-III to SMGS-IV 5 years service in MMGS-III SMGS-IV to SMGS-V 4 years service in SMGS-IV SMGS-V to TEGS-VI 5 years service in SMGS-V Except for promotion to TEGS-VI and under Merit Channel for promotion to MMGS-II, for all other grades the relaxation in service eligibility criterion by a maximum of one year may be given with the approval of the Corporate Centre and Banks' Boards / ECs.

b. Residual Service in the Bank:

The candidates, to become eligible for promotion, should have a minimum of two year of residual service with the Bank on the date of eligibility.

(In the first year of introduction of the revised policy i. e. 2010-11 officers having residual service between 1 and 2 years may also be considered for promotion provided they fulfil the other eligibility criteria)

For this 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. Debarment :

Officers who 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.

4. Vacancies :

For promotion upto SMGS-V all clear vacancies that have arisen in the Bank as on 1st December

of the relevant year, plus vacancies that are likely to arise up to March of the next year due to retirements, likely deputations, promotions to next higher grades, wastages, etc. to be worked

out. New positions created/upgraded during the promotion year (1st April to 31

st March of the

relevant year) will also be reckoned. -3 -

In respect of promotion from SMGS-V to TEGS VI, the results relating to vacancies arising in future i.e. after the date of interview / the effective date of promotion, will be kept in the wait list and

released as and when vacancies arise. The wait list would be valid upto 31st March of the relevant

promotion year or the date of next promotion exercise whichever is earlier. In such cases, the

effective date of promotion would be either 1st December of the relevant year or the date of

occurrence of vacancy whichever is later.


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For promotion from JMGS-I to MMGS-II the distribution of vacancies would be as under:

Merit Channel 75% of the vacancies

Seniority com merit channel 25% of the vacancies

The vacancies will be allocated under seniority cum merit channel, provided the total number of vacancies for promotion to a grade in a category is five or more. In case the number of vacancies is less than 5 all the vacancies will be allocated to merit channel. Further unfilled vacancies under seniority cum merit channel in a particular year will get transferred to merit channel in the same promotion year.

5. Written Test : (for Merit Channel only)

Officers eligible for promotion from JMGS-I to MMGS-ll under Merit Channel would be subjected to written test for all the categories except the following:

a. Company Secretary b. Cost / Chartered Accountants c. Rajbhasha Adhikari d. Liaison Officer e. Security Officer f. Fire Officer Where there is no written test for certain categories, for consideration under merit channel the officers eligible should have scored minimum 80% average marks in last four years AARS.

Officers scoring less than 40% in the written test and/or 80% average in the last four years' AARs will not be considered for promotion.

6. AARF Score:

For promotion from JMGS-I to MMGS-II under Seniority-cum-Merit Channel and for promotion from MMGS-II to MMGS-III the minimum AARF score should be 60 for each year in the immediately preceding 5 years.

For all other grades upto TEGS-VI the minimum AARF score should be 80 for each year in the immediately preceding 5 years. -4 -

� 7. Concession to SC/ST officers: � The concession to SC/ST officers in the matter of promotions to the grades of

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 candidates 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.

� 8. No. of chances: � For promotions upto SMGS-V, there would be no restriction on the number of

chances. However, for promotion to TEGS-VI, an officer would have 6 chances for promotion. In case of non-promotion within the given 6 chances he/she will be debarred from further promotions. This is in line with the policy for the General


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cadre officers in ARRFs introduced recently. Chances availed after introduction of this policy would only be counted for the purpose.

2 Zone of consideration: All officers who qualify in terms of eligibility criteria, residual service requirements, minimum AARF scores, are not debarred from promotion on account of rigour of punishment and have scored 40% or more in the written examination (where applicable) shall constitute zone of consideration. The criteria for not considering an official for promotion shall be as under;

i) has secured less than qualifying marks in AARF ii) has secured less than qualifying marks in written test (where applicable)

10. Promotion Committee:

For promotions upto SMGS-V: The composition of the promotion committee would be the same as applicable to General cadre officers for the respective grades. However, at least one of the members of the Committee should have exposure / experience in the relevant area of specialisation / discipline. If this is not possible, a suitable officer from within the group having such exposure / experience may be inducted on the interview panel as the fourth member of the committee.

For promotion from SMGS-V to TEGS-VI :

a) Group Executives(A&S), State Bank of India, Corporate Centre

b) MD of the respective Associate Bank

c) Senior most in TEGSS-II among the MDs of the other Associate Banks

d) One official not below the rank of DGM of the concerned department at Corporate Centre of SBI. -5 -

11. Sealed Cover Procedure: Officers against whom disciplinary proceedings are initiated in terms of Officers' Service Regulations shall be kept in a sealed cover following the same procedure as applicable to Officers in General cadre. The other instructions related to sealed cover procedure as amended / modified from time to time will continue to be followed. 2 Medical Examination : Promotion of Officers will be subject to medical fitness of the officers found suitable for promotion.

13. The Provision for Appeal ( Representation against non promotion for Specialist Cadre Officers would be as under:

For Promotions upto SMGS IV :

a) An aggrieved officer may prefer an appeal against his non promotion to the appellate

authority within 30 days from the date of declaration of the results.


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b) Efforts should be made to dispose off the appeals expeditiously preferably within a period of 3

months. c) The Promoting and Appellate Authority for considering the appeals are as under:

Promotion to Grade Promoting Authority Appellate Authority MMGS-II General Manager (Ops) CGM MMGS-III General Manager (Ops) CGM SMGS-IV CGM MD For promotions to SMGS-V and TEGS-VI :

In the case of non promotions to SMGS-V and TEGS-VI, provision for appeal has not been proposed. However representations if any may be submitted by any aggrieved officer, which will be considered by the Internal Promotion Committee and Promotion Committee respectively.

Promotion to Grade Promoting Authority Appellate Authority SMGS-V MD Internal Promotion Committee TEGS-VI Promotion Committee Promotion Committee 14. General :

Clarification on the policy if any shall be give by the Corporate Centre, State Bank of India and the decision shall be final and binding on all concerned. (PER/29/10-11 Dated 3.6.2010)

20. PROMOTION POLICY FOR PROMOTION FROM CLERICAL TO ASSTT. MANAGER (COMPUTER) IN SPECIALIST CADRE In terms of the agreement entered with the State Sector Bank Employees Association (SSBEA), it has been decided to give promotional opportunities to the clerical staff employees for Computer and Data Entry Operators in supervising cadre in JMGS-I. Accordingly, the promotion policy from clerical cadre to Asstt. Manager ( Computer) in specialist cadre has been laid down as under: The Vacancies will be filled up in the following manner with immediate effect:- i. 80% from among the eligible staff members through aptitude test. ii. 20% through open selection. S.No. Particulars Employees (other than DEO/C.O.)

DEO/C.O.

a) Minimum Educational Qualification

Graduation from a recognised university.

Graduation

b) Service in the Bank

4 years service in the clerical cadre (it could be reduced to 3 years at the Bank’s discretion, if adequate number of candidates are not available)

4 years service as DATA Entry Operator ( it could be reduced to 3 years at the Bank’s discretion, if adequate number of candidates are not available).

c) Work Experience

Successful completion of a course in computer appreciation and programming. The course should

Same as for general employee.


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offer proficiency in atleaset one computer language on modern computer system and should include a minimum of 120 hours ‘tuition’ the maximum duration thereof not being more than one year. Minimum 2 years as full time programmer/console operator/computer operator in any outside computer installation

d) Relaxation in maximum age limit

40 years (45 years in respect of SC/ST)

45 years

e) Other conditions

In regard to maximum number of chances and debarment from promotion etc., the extant guidelines applicable to general employee for promotion to JMGS-I would be applicable. Further, employees, who are appointed as Programmer-cum-Operators, will be eligible for further promotional opportunities, as per provisions for specialist staff only.

f) Selection Procedure

The selection will be on the basis of an aptitude test. Candidates, who qualify in the aptitude test, will be interviewed by a board. The constitution of the interview board will be as under:- i. General Manager (Operations/Planning) ii. Chief Manager (Computer Services) iii. Chief Manager (Personnel) Those finally selected will be appointed in JMGS-I on probation as per service rules, and would be treated as specialist staff.

(CIRCULAR NO. PER/11/96-97 DATED 19.4.96 , CIRCULAR LETTER NO. P/PRP/18/99-2000 DATED 25.2.2000 , P/PRP/07/2000-01 DATED 7.9.2000 AND CIRCULAR NO. PER/52/2001-2002) Index Page 21. STAFF SUPERVISING - PROMOTION POLICY FOR PROMOTION FROM SENIOR MANAGEMENT GRADE SCALE -V TO TEGS-VI UNDER SPECIALIST CADRE: a/ Eligibility Criteria: i/ Service Eligibility Minimum Service of 5 years in Scale-V as on the date of interview. ii/ Residual Service Minimum residual service of 1 year, as in the case of promotion, from the Scale-V to Scale-VI in Generalist cadre. b/ Selection procedure- i/ Composition of the Departmental promotion Committee: a/ DMD (A&S Group),SBI b/ One MD representing the Associate Banks. c/ The MD of the concerned Associate Bank. d/ RBI Nominee.


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e/ One official not below the rank of DGM of the concerned deptt. ( i.e. security, law, engineering etc.,) at the corporate center of SBI.

ii/ The procedure for preparation of the select list, distribution of marks between interview and service record and other details will be the same as in the case of promotions to scale-VI in the general cadre. All promotion are to be vacancy linked and no automatic promotion may be granted merely because of the officer(s) concerned having put in the minimum prescribed service, Prior sanction of SBI, corporate center/Govt. of India, as per extant instruction, is to be obtained in case a fresh vacancy is proposed to be created. (CIRCULAR NO. PER/2002-2003 DATED 17.5.2002) Index Page 22. PROMOTION POLICY FROM CLERICALS/ CASHIERS TO OFFICER CADRE IN JUNIOR MANAGEMENT GRADE SCALE -I UNDER GROUP 'A', 'B' AND 'D' With a view to provide promotional opportunities to the clerical staff for promotions to the officer's cadre in Junior Management Grade Scale -I, the promotion policy agreed with SSBEA on the 28th June, 1994, along with certain modifications in the policy under Groups 'A','B' & 'D' as per recommendations of Shri P.C. Joshi Committee are given for the immediate reference as under:- In terms of the agreement for promotions of clericals, reached with the State Sector Bank Employees Association, on the 28th June, 1994 along with certain modification in the policy under Groups 'A','B'&'D' as per recommendations of Shri P.C. Joshi Committee, promotions are to be effected shortly. All eligible candidates are hereby called upon to submit their consents for promotions to officers cadre in Junior Management Grade Scale -I under Groups 'A', 'B' and 'D' latest by the 29.4.2006. Branch Managers/Chief Managers/ Asstt.General Managers will immediately forward the consents to the Controlling Authority. The Controlling Authority after scrutinising, will forward these applications in one lot to the Chief Manager, Personnel Administration, at Head Office, Jaipur latest by the 6.5.2006 positively. Consents may be given for one or more Groups. Candidates will be considered only for the Groups for which they consent. If they consent for and are eligible for more than one Group, they will be considered first for Group 'D' then for Group 'A' or Group 'B'. Candidates eligible and consenting for Groups 'A' and 'B' will be considered for Group 'A' first. Un-filled vacancies under Group 'C' will be transferred to Groups 'A'&'B' in 50:50 ratio. 2. Consents must be given on prescribed proforma, which must be filled up correctly. Incorrectly filled up consent forms and also consents not submitted on prescribed format will liable to be rejected. 3. Consents received by the Personnel Administration Department at Head Office, Jaipur after the 6.5.2006 will be rejected. Index Page 4. DEBARMENT CLAUSE - Employees who have been awarded any punishment in the past are governed by the debarment policy circulated vide our Circular No.PER/55/83 dated the 13th June, 1983. Employees against whom disciplinary action is pending are also eligible in terms of the ' SEALED COVER PROCEDURE' enumerated therein.


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5. NON-ACCEPTANCE FOR PROMOTION / REQUEST FOR REVERSION - In the case of an employee who is selected and thereafter does not accept the promotion he/she will be debarred from promotion in future under that particular Group. Those employees who have accepted promotion shall not at all be permitted to seek reversion. 6. Relaxation in qualifying marks are made for SC/ST and Sportsmen candidates to the extent of 5 % in written test and 10 % in interview. 7. The eligibility criteria and other details for promotions under various Groups are as under G R O U P 'A' P R O C E S S - Employees who have completed 8 years of service but are not above 55 years of age as on 1ST APRIL, 2006 are eligible. Promotions will take place on the basis of performance through a written test and interview . The ratio between written test and interview marks will be 4:1 ( 80 % for written test and 20 % for interview). The number of eligible employees upto EIGHT TIMES( MODIFIED FROM FIVE TIMES TO EIGHT TIMES) the number of vacancies from out of those who have given consent letters will be called in order of their seniority for the written test. Further, when the number of employees upto eight times the number of notified vacancies from out of those who have given consent letters, have not completed eight years of required service, in order to provide opportunities for the required number of candidates to be considered for promotion, the requirement of eight years service will be marginally reduced from eight years to the extent required, but in any case, not below six years of service. For SC/ST candidates it will be reduced to 5 years. The number of successful candidates called for the interview will be 1 -1/2 times (one and half times) the number of vacancies notified in order of their performance in the written test. Minimum passing marks in written test shall be 40 % . Minimum passing marks in interview shall be 5 . Relaxation’s in qualifying marks are made for SC/ST and sportsmen candidates to the extent of 5 % in written test and 10 % in interview. An employee is eligible to appear for the written test five times. Employees belonging to SC/ST category are provided six chances. All such chances will have to be availed on a consecutive basis. The batch concept for the promotion purposes will be on the following lines :- a/ In the case of employees joining on the same date and later becoming eligible in a group, all such employees will be given a chance to appear for written test. b/ Once an employee is called for written test, he or she would continue to be called in subsequent years also till he or she exhausts all the chances available to him or her, even if the later exercise would lead to calling up of the employees for the written test in excess of 1:8 ratio. The cut off date for determination of eligibility for promotion will be 1ST APRIL, 2002. Index Page G R O U P 'B' Employees who have completed 4 years of service, but are not above 40 years (modified from 35 years to 40 years) of age as on 1ST APRIL, 2006 are eligible, provided they are Matriculate with CAIIB or Graduates with CAIIB Part -I as on 31ST MARCH, 2002. The upper age limit is relaxable by 5 years for SC/ST and Physically Handicapped candidates. For Ex-servicemen the upper age limit is relaxable to the extent of relaxation’s granted to them at the time of their recruitment subject to the maximum age of 45 years as on 1ST APRIL, 2002. Promotions will be on the basis of performance through a written test and interview. All eligible


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employees, who have given consent letters, will be called for the written test and they can appear for a maximum of 5 times consecutively. Six chances are available to SC/ST employees on consecutive basis. The ratio between the written test and the interview marks will be 4:1 ( 80 % for written test and 20 % for interview). The number of successful candidates called for the interview will be 1- 1/2 (one and a half) times of the number of notified vacancies. Minimum passing marks in written test shall be 40 % . Minimum passing marks in interview shall be 5. The cut off date for determination of eligibility for promotion is 1ST APRIL, 2006. G R O U P 'D' Promotions will be made on the basis of interview only. Candidates should not be more than 57 years (modified from 55 years) of age as on 1st APRIL, 2006. Candidates should have put in a minimum of 15 years of service as on 1ST APRIL, 2006. For SC/ST candidates this is relaxed by 2 years. If necessary, in order to get the required number of candidates, namely 4 times the number of vacancies, the minimum service limit under this group may be reduced from 15 years to the extent required but not less than 13 years. The eligible employees equal to 4 times the number of vacancies from out of those who have given consent letters will be called for interview and from amongst those called, the notified vacancies will be filled up. A period of 2 years should have elapsed from the time of previous appearances for selection under Group 'A' The number of chances will be restricted to three, on consecutive basis. Four chances are available to SC/ST employees on consecutive basis. 15-20 % of the total vacancies notified (including Group 'C') will be filled under Group 'D'. No extra weightage will be given for seniority. SYLLABUS FOR PROMOTION TO OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE -I UNDER GROUP 'A' AND 'B' A/ UNDER GROUP 'A' There will be only one question paper on the lines as for officers in Junior Management Grade Scale -I in the State Bank of India on banking comprising three parts, viz. PART - I

40 QUESTIONS with several probable answers indicated against each question. The candidates will have to indicate the correct answer in the space provided therefore. Each question will carry 1/2 mark making a total of 20 Marks.

PART - II

25 STATEMENTS. The candidates will be expected to give reasons for the statements in the space provided after each statement. Each question will carry 2 marks, making a total of 50 Marks.

PART - III

10 PROBLEMS. The candidates will have to explain how they will tackle 6 of these problems. Each question will carry 5 marks, making a total of 30 Marks.

Index Page THE DURATION OF THE TEST WILL BE 2 1/2 HOURS. B/ UNDER GROUP 'B' PART - I


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GENERAL KNOWLEDGE -

The question paper will be on multiple-choice formats. There will be 100 questions and each question will carry 1/2 mark. For each question, alternative answers will be indicated and the candidate will be expected to select the most appropriate answer from amongst the answers indicated by making a cross mark in the appropriate space on the separate answer sheet to be provided. The questions would generally relate to banking, trade, commerce etc.

Index Page

PART -II ------------ BANKING - CONTENTS QUESTIONS TO MAXIMUM BE ATTEMPTED MARKS SECTION – A Multiple choice questions on the 40 20 Bank's procedures, standard instructions and banking law and practice (no choice). Candidates will have to select and mark the correct answer out of the alternatives indicated in the question paper. SECTION – B This section will contain some 20 40 of the Bank's policies, standard (No choice) instructions and banking practices. The candidates will be required to state the rational (i.e. reasons) underlying these policies/ instructions/practices in the space provided in the question paper. SECTION – C This section will contain some 10 20 of the Bank's general policies (No choice) and the current trends in the banking industry. The candidate will be expected to give one reason for and one reason against the given proposition. SECTION – D This section will contain some 05 20 specific problems and the (Out of 8) candidates will be required to examine the facts carefully and indicate how they will tackle them. The duration of the test will be 3 hours.

N O T E –


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The question paper under both the group will be bilingual i.e. Hindi and English. Candidate may opt either Hindi or English.

ANNEXURE –IV

STATE BANK OF BIKANER AND JAIPUR BRANCH/DEPARTMENT

REF: DATE :________________ The Chief Manager, Personnel Administration, State Bank of Bikaner and Jaipur, Head Office, J A I P U R ----------- Dear Sir, PROMOTION FROM CLERICALS TO OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE -I (2006) We acknowledge receipt of your Circular Letter No.P/PRP(A,B&D)/02/2006-2007 dated the 4th April, 2006 and note contents. We have displayed the notice (ANNEXURE -I) on our Branch/ Department Notice Board for information of the eligible employees. Yours faithfully, BRANCH MANAGER/CHIEF MANAGER/ ASSTT.GENERAL MANAGER/DEPARTMENTAL HEAD


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ANNEXURE -IV STATE BANK OF BIKANER AND JAIPUR ________________BRANCH/DEPARTMENT REF: DATE :________________ The Chief Manager, Personnel Administration, State Bank of Bikaner and Jaipur, Head Office, J A I P U R ----------- Dear Sir, PROMOTION FROM CLERICALS TO OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE-I (2006) We acknowledge receipt of your Circular Letter No. P/PRP(A,B&D)/02/2006-2007 dated the 4th April, 2006 and note contents. We have displayed the notice (ANNEXURE -I) on our Branch/ Department Notice Board for information of the eligible employees. Yours faithfully, BRANCH MANAGER/ CHIEF MANAGER/ ASSTT.GENERAL MANAGER/DEPARTMENTAL HEAD


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ANNEXURE- V BRANCH / DEPARTMENT ___________________________________ (Forwarding letter to be used by Branch Managers or Departmental Heads). ---------------------------------------------------

REF: DATE :______________

The Regional Manager/ Asstt.General Manager/ Dy. General Manager/ Chief Manager, Office Administration, State Bank of Bikaner & Jaipur, Dear Sir, PROMOTION FROM CLERICALS/ CASHIERS TO OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE -I UNDER GROUPS 'A', 'B' AND 'D'(2006) Please refer to Circular Letter No.P/PRP(A,B&D)/02/2006-2007 dated the 4th April, 2006 of Personnel Administration Department, Head Office, Jaipur. 2. The required Notice was duly displayed on the Notice Board and all employees on leave advised through post to submit consents on prescribed proforma. 3. The under noted candidates have submitted their consents for Groups 'A', 'B' and 'D' and the same are enclosed along with reports on prescribed format (ANNEXURE -II) :- S.NO. NAME OF THE CANDIDATE(S) CONSENTS FOR GROUP S/SHRI

1. 2.

4/ The following employees who were on leave have been advised to submit their consents by the prescribed date. S.NO. NAME OF THE CANDIDATE (S) CONSENT FOR GROUP ----- ----------------------------------- ----------------- S/SHRI 1. 2. 5/ The particulars entered in the consent letter have been carefully verified and it is certified that all consents received have been listed above and enclosed.


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Yours faithfully, BRANCH MANAGER/CHIEF MANAGER/ ASSTT.GENERAL MANAGER/ ENCLS : AS ABOVE DEPARTMENTAL HEAD

Index Page ANNEXURE - II

CONSENT LETTER FOR BRANCH/DEPTT.________________ZONE_________ GROUP :__________ DATE:_______________________ CATEGORY :__________ SC/ST/GENERAL) APPLICATIONS ARE TO BE FORWARDED TO THE CONTROLLING AUTHORITY ------------------------------------------------------------- The Chief Manager (Per. Admn.), P.F.A/C NO. |_____________| State Bank of Bikaner and Jaipur, GROUP |_____________| Head Office, CATEGORY |_____________| JAIPUR D.O.B. |_____________| ------ D.O.J. |_____________| Dear Sir, |ZONE | | PROMOTION FROM CLERICALS TO OFFICERS IN JMGS -I UNDERGROUP - (2006) I hereby give my consent to appear in the proposed written test /interview to be held for promotion from clericals to officers cadre in JMGS-I, for which I am eligible. Accordingly, I give my consent for promotion under Group_____.The required particulars are given below :- 1. Name (IN CAPITAL LETTERS) : ___________________________ 2. Present Designation : ___________________________ 3. P.F. Account No. : ___________________________ 4. Date of birth : ___________________________ 5. Age as on 01.04.2006 : _______Years ________Months 6.A)Date of joining in : Clerical cadre : ___________________________ B)Date of promotion from : Sub.staff cadre to : Clerical : ___________________________ C)Date of confirmation in clerical cadre : ___________________________ 7. Academic Qualification : ___________________________ 8. Period of un-authorised : ___________________________ absence / Extra ordinary : leave on loss of pay not : ___________________________


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counting for service seniority. 9. Position regarding JAIIB / : PART - I ______(Month/Year) CAIIB :PART-II______(Month/Year) 10. Information relating GROUP 'A' GROUP 'B'GROUP 'D' previous appearance(s) for promotion.(Year-wise). :Yr.______ _______ ______ Yr.______ _______ ______ Yr.______ _______ ______ Yr.______ _______ ______ Yr.______ _______ ______ 11.A) Name of category i.e. :____________________________ GENERAL/SC/ST 11.B)Whether Physically Handicapped ?. Write Yes/ No :____________________________ (If Yes, please enclose the certificate) 12.A)Whether Ex-serviceman ?. : Write Yes/ No. :____________________________ (Circular No.PER/55/88 : (If Yes, number of years of dt.11.4.1988, PER/87/90-91 :service put in the dt.23.1.1991,PER/56/91-92 :Armed Forces_______________) dt.7.8.1991 & PER/6/92-93 dt.23.4.1992): B)In earlier promotion whether any benefit of weightage is taken for being an ex-serviceman, If yes, please give detail thereof. : ___________________________ 13.A) Date of charge sheet issued/ punishment awarded, if any : ___________________________ B)Details of punishment, : if awarded. : ___________________________ 14. Particulars of relatives : working in the Bank with his/ her place of posting as well: as nature of relationship. : ___________________________ 15. Place of domicile. : ___________________________ I hereby certify that the above information given by me is true and correct to the best of my knowledge. I am also aware that if any information is found to be incorrect, apart from my candidature being treated as invalid, I may be proceeded against as per the award / Bi-partite Settlements. (_________________________________) SIGNATURE OF THE CANDIDATE REPORT OF THE BRANCH MANAGER/ CHIEF MANAGER/ ASSTT.GENERAL MANAGER/ DEPARTMENTAL HEAD ON THE CANDIDATE ------------------------------------------------------------- 1. Remarks in service :YEAR- 31.03.2004 31.3.2005 31.3.2006 record during the :----- ---------- --------- --------- last 3 years. : (i.e. Performances :REPORT-


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reported in the :------- confidential reports: on the employee). : 2. Other information if any. :_______________________________ It is certified that all the information given by the candidate have been verified by me and found to be correct. PLACE :________________ BRANCHMANAGER/CHIEFMANAGER/ DATE :________________ ASSTT.GENERAL MANAGER / DEPARTMENTAL HEAD (Please also affix seal of Branch /Department) (CIRCULAR LETTER NO.P/PRP(A,B&D)/02/2006-2007 dated the 4th April, 2006 ) Index Page 1) HOUSING LOAN I/ Individual Housing Loan Scheme ( w.e.f. 1.9.99) Officers are granted housing loans for the purpose of acquisition/construction of flat/house at concessional rate of interest on the following terms & conditions:- ELIGIBILITY : 5 years continuous service QUANTUM : For Officers in all grades-Rs. 7.5 lacs or estimated project cost, whichever is less. RATE OF INTEREST (loans sanctioned prior to 1.10.2001) - Upto Rs. 1.10 lacs : 5% ( simple) - Loan exceeding Rs. 1.10 lacs and upto 5 lakh : 11% ( simple) - Above 5 lacs : 12% (simple) (loans sanctioned after to 1.10.2001) - Upto Rs. 1.10 lacs : 5% ( simple) - Loan exceeding Rs. 1.10 lacs and upto 5 lakh : 10% ( simple) - Above 5 lacs : 11% (simple) RECOVERY : In 240 instalments ( 180 for principal and 60 for interest) The loan is repayable in 240 monthly installments from salary & allowances drawn by officers during service THE OVERALL COST CEILING : RS. 18 lacs


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(CIRCULAR NO. PER/12/2001-02 DATED 18.5.2001 AND PER/114/2001-2002 DATED 19.3.2002) Index Page ENITLEMENT ON ACCOUNT OF SUBSEQUENT PROMOTION In terms of Head Office circular No. Per/113/95-96 dated 23.2.96 an employee subsequently promoted to higher cadre is eligible for the difference in the quantum of housing loan available between his lower and higher entitlement subject to certain conditions. An employee, on his promotion in officers grade, may also be permitted to avail of housing loan upto entitlement of the grade/scale to which he is promoted for repayment of approved outside borrowings from sources like, LIC Housing Finance, HDFC, 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 installment. ( Per/4/2004-05 dated 2.4.2004) INDIVIDUAL HOUSING LOAN SCHEME- GRANTING LOANS WHERE HOUSE /SITE/ PLOT IS IN THE NAME OF SPOUSE OF EMPLOYEE: In terms of the existing provisions of Individual Housing Loan Scheme for staff, the housing loan is sanctioned for purchase/construction / renovation /extension of house/flat/apartment when the housing property is in the name of the employee or in the joint names of the employee and his/her spouse only. With the recent modification now housing loan under Individual Housing Loan Scheme may be sanctioned to staff even if the house/flat/apartment/plot is in the name of spouse only, subject to fulfillment of under noted additional terms and conditions:-

(i) The spouse of the employee will be a co-borrower. (ii) 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. (CIRCULAR NO. PER/ 12 /2006-2007 dated May 04,2006) Index Page II/ ADDITIONAL HOUSING LOAN( Concessional Rate) Eligibility After a lapse of minimum period of 7 years from the date of sanction of

original loan, for acquiring bigger accommodation/house/flat by selling the existing, or for additional construction to the existing house. The additional accommodation should be bigger at least by 120 sq. ft. and one more room. Additional loan will be granted only under the individual housing loan scheme and will be available only once during the entire service.

Amount Difference between the present entitlement under the Individual Housing Loan Scheme and the amount of the loan sanctioned earlier.

OR Cost of extension/excess of purchase price over sale price, whichever is lower.

Repayment 240 installments- 180 for principal and 60 for interest. Rate of Intt.

Upto Rs. 50,000 7.00%( simple) Rs. 50,001 to Rs. 1,00,000/- 8.00%(simple) Rs. 1,00,001 to Rs. 1,50,000/- 9.00%(simple) Rs. 1,50,001 to Rs. 2,00,000/- 10.00%(simple) Rs. 2,00,001 to Rs. 2,25,000/- 10.50%(simple) Rs. 2,25,001 to Rs. 5,00,000/- 11.00%(simple) Note: The interest rate to be applied on additional housing loan to the staff members would be determined by including the total outstanding amount in the existing housing loan account + the sanctioned advance.



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Index Page II/ ADDITIONAL HOUSING LOAN (a) ( Commercial Rate):

The amount of loan to be sanctioned, as additional housing loan at commercial rate of interest will be determined by the cost of the project and the condition 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. (Circular no. Per/ 66 /2005-2006 dated December 02, 2005) The rate of interest on this loan will be as applicable to public. ( Circular NO. Per/40/99-2000 dated 5.8.99, Per/75/99-2000 dated 17.11.99 and Per/4.94-95 dated 22.4.94) Index Page III/ LOAN FOR EXTENSION OF HOUSES ALREADY OWNED BY OFFICERS NOT CONSTRUCTED WITH BANK’S FINANCE: Quantum 50 times of monthly pay or Rs. 2.00 lac or estimated

cost of construction, whichever is least. Rate of interest (LOANS SANCTIONED PRIOR TO 1.10.2001)

upto 1.10 lac 5% ( simple) above 1.10 lac 11% (simple) (LOANS SANCTIONED AFTER 1.10.2001) upto 1.10 lac 5% ( simple) above 1.10 lac and upto 5 lac 10%(simple) above 5 lac 11%(simple)

(CIRCULAR NO. PER/12/2001-02 DATED 18.5.2001 AND PER/114/2001-2002 19.3.2002) STAFF SUPERVISING: INDIVIDUAL HOUSING LOAN SCHEME: MODIFICATIONS: The Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached between Top Management and ABOA at the Bi-partite meeting held at Kumarakom on 22.02.2010, has advised following amendments in the Individual Housing Loan Scheme (IHLS) for officers which has been approved by the Executive Committee of the Board at its meeting held on 30.03.2010. PROJECT COST: Please refer to Head Office Circular No. PER/110/1992-93 dated March 11, 1993 & Circular No. PER/12/2001-02 dated May 18, 2001.It has been decided that the ceiling on project cost be increased to Rs. 50.00 lacs subject to the stipulation that the officer would have to seek & obtain administrative clearance if the project cost exceeds 3.5 times the Bank loan. The Competent Authority to give such administrative clearance, based on the merit is Chief General Manager, as hitherto. COMBINED ELIGIBILITY OF BOTH THE HUSBAND & WIFE: Please refer to Head Office Circular No. PER/63/1983 dated July 07, 1983, Circular No. PER/110/1992-93 dated March 11, 1993 & Circular No. PER/12/2006-07 dated May 04, 2006. It has been decided that if both the husband and wife are working in the Bank, as they have separate incomes and have higher combined repayment capacity, they should be allowed one joint loan under Individual Housing Loan Scheme (IHLS) upto their combined entitlement for one house or two loans separately as per their individual entitlements. On the same lines, if one spouse is working with any other bank/ institution/corporate etc. or Central/ State department/ their


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undertakings etc., both the husband and the wife will be eligible to raise concessionary housing loans as per their individual entitlement from their respective employers. However, if either of the spouses leaves the service of the bank, the share of his / her liability as determined by the bank, at the time of sanction, should be liquidated from the terminal benefits. INTEREST RATE ON COMMERCIAL TERMS LOANS: Please refer to Head Office Circular No. PER/ 87/ 2004-05 dated March 29, 2005. It should also be ensured that the interest rate charged on the housing Loan on commercial terms to staff should not exceed the rate of interest charged to public in any case. All other terms and conditions of scheme will remain unchanged. (Circular No. PER/9/10-11 dated 12 April 2010) Index Page IV/ SECOND HOUSING LOAN TO STAFF : Staff members have been permitted to avail of a second housing loan from the Bank under the Bank’s housing finance scheme for the public at commercial rate of interest and on the same terms and conditions as applicable for the public, subject to the following guidelines:-

a) Loan may be extended to the employee even if the employee/spouse of the employee already owns a house. b) Confirmed employees having put in five years of total service ( including probationary period but not temporary service) would only be eligible for the loan. c) Total deductions from salary on account of all borrowings from the Bank as well as other sources, provident fund , income tax etc., do not exceed 60% of gross emoluments. In other words, loans shall not be granted if the take home pay of any employee falls below 40% of gross emoluments. d) The loan in such case would be sanctioned by the controllers of the branches where the loan is to be availed of. After introduction of RACPC such loan may be sanctioned by them. e) The instalment for the loan under Housing Loan Scheme for public should be recovered from the salary under Check off facility along with instalment under staff housing loan scheme, outstanding if any, i.e. instalments towards both the loans have to be recovered from the salary simultaneously. f) All other terms and conditions of the Housing Loans Scheme as applicable for public viz Margin, quantum of loan, repayment norms, rate of interest etc. would be applicable for these loans also. g) In addition, a lien on the provident fund of the employee would also be noted.

(CIRCULAR NO. PER/92/99-2000 DATED 18.1.2000, PER/87/2003-2004) Index Page


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V/ SCHEME FOR GRANT OF ADDITIONAL HOUSING LOAN FOR REPAIR/RENOVATION/ALTERATIONS ON COMMERCIAL RATE OF INTEREST TO STAFF: ELIGIBILITY: Employees who have acquired residential accommodation by availing Bank’s housing scheme. This facility is available only after 5 years of availment of Bank’s Housing loan sanctioned at concessional rate. 5 years period to be reckoned from the date of completion of the house or the date of occupation of the house, whichever is later. Employees who have availed additional housing loan at commercial rate of interest to meet margin requirement for acquisition/construction of house, will not be eligible for this loan. PURPOSE: To meet the expenses incurred for repairs, alterations & renovations of the residential property acquired by availing loan under Bank’s housing scheme. AMOUNT OF LOAN: 80% of the estimated cost of repairs, alterations and renovations subject to 60% of the original loan sanctioned under Bank’s housing loan scheme at concessional rate of interest. The estimate submitted by the employee must be verified and certified by the Bank’s Civil Engineers. RATE OF INTEREST : PLR ( QUARTERLY COMPOUNDING), it is further clarified that as and when there is change in PLR of the Bank the rate of interest applicable to this loan would also change accordingly. REPAYMENT : Entire loan together with interest will be repayable in within a maximum period of 10 years EMIS or remaining period of service whichever is less. In case it is not possible to liquidate the loan on superannuation, the employee will be required to deposit adequate amount in Bank’s long term deposits so as to yield sufficient interest to cover the installment of loan. (CIR. NO. PER/74/95-96 DATED 22.11.95 AND PER/35/2000-01 DATED 6.7.2000) Index Page 2. FESTIVAL ADVANCE (Supervising Staff) : Please refer to H.O.circular No.PER/36/2005-06 dated 21.09.2005, in terms of which quantum of advance salary payable to staff for a festival was last revised. State Bank of India, Corporate Centre, Mumbai has advised that the quantum of festival advance may be reviewed due to steep rise in prices of all common goods to enable our officers / employees to celebrate the festivals of their choice. In view of the advices received from the Corporate Centre, Mumbai, it has been decided to enhance the maximum limit of festival advance for all categories of staff. Accordingly, it has been decided to do away with the monetary ceilings on the amount of festival advance for all categories of staff and allow the employees to avail festival advance once in a calendar year equal to one month gross salary.


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The gross salary means all the emoluments payable for leave encashment while availing LFC/HTC by an employee for the month during which the availment of the festival advance. However, the maximum eligible amount of festival advance may be kept upto completed thousands of rupees for accounting excellence. To illustrate, if an employee is drawing a gross salary of Rs.34,685/- he will be eligible for festival advance of Rs.34,000/-. A specimen of revised application for festival advance is given hereunder. (Circular No. PER/9/09-10 dated 30 April 2009) The _________________ State Bank of Bikaner & Jaipur, Book No………. Sr.No………. ______________________ Through _________________Dept. Date : _____________ APPLICATION FOR FESTIVAL ADVANCE Name of the Employee : Employee No. : Designation : Grade/Scale : Department/Section : Intercom No. : Gross Salary : Rs. Date of Appointment : Bank Account No. : Basic Pay : Rs. Special Pay : Rs PQP : Rs FPP : Rs D.A. : Rs HRA/Notional HRA : Rs CCA : Rs Others, if any : Rs Total : Rs ____________Say Rs._____________(in completed thousand) ________________________________________________________________ Dear Sir, I shall be glad if you will kindly sanction me, in terms of the extant instructions, a festival advance of Rs.__________Rs._____________________________(Rupees in words) 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 other sums that may be due to me from the Bank. 3. I undertake to abide by the rules and regulations governing the sanction of advance. 4. I confirm that I have not availed of this facility during the current year and that there are no outstanding of any festival advance taken by me earlier. 5. I confirm that the assets and liability statement for the year _______________ has already been submitted by me on _______________ at ______________ office. Yours faithfully, (Signature) ________________________________________________________________


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FOR OFFICE USE SANCTIONED Rs.___________ A.G.M./C.M./B.M. Eligibility All officers, for any festival of choice, once in a year. Employees on probation and also permanent part-time employees drawing not less than 1/3 salary

( in proportion to the part salary drawn by them) may be extended this facility. Rate of Intt. : NIL( free of interest) Repayment :10 monthly installments beginning from the salary paid in the month following that in which the festival falls.

• The advance will be disbursed only once in a calendar year not before one month from the date of the main festival day. The advance will be granted for any festival of the employee’s choice. However, next advance may be granted after the previous advance has been repaid in full in 10 equal monthly installment . In other words it may not be necessary to insist that next advance will be granted after one year from the date of disbursement of the pervious loan.

• Formal list of festivals discontinued. Employees may avail this facility for any recognised

festival once in a year. • No festival advance to be granted to officers under suspension. • Festival advance may be sanctioned without having any relation to 60%limit of

deductions placed on recoveries. In other words, even if the deductions exceed the limit of 60% of gross salary, festival advance may be sanctioned as the same is a short terms advance deductible from salary.

(Circular NO. Per/ 36 /2005-06 dated September 21, 2005, Per/101/2000-01 dated 7.2.2001 and Per/59/2000-01 dated 30.9.2000, Per/65/2003-2004 dated 27.12.2003) Index Page 3. CONSUMER LOAN (A) FOR OFFICERS JOINING THE BANK BEFORE 1.4.91 Eligibility : Officers who have completed 3 years total and continuous service. Quantum : 80% of the cost of article(s) with a max. of 8 months Basic Pay

or Rs. 20,000/- whichever is lower. Rate of Interest : Simple interest @ 11% p.a. w.e.f. 1.4.2000 Repayment : 84 monthly instalments. Mode : By way of Demand Loan and can be availed in 2 installments with an interval of 3 months ( 6 months with General Manager’s permission) (B) FOR OFFICERS JOINING BANK AFTER 1.4.91: Eligibility : 3 years confirmed service Quantum : 90% of the cost of article(s) with a max. of Rs.15000/- Rate of intt. : PLR


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Repayment : 60 monthly instalments Mode : same as above Further, w.e.f. 1.4.94 the officers will be eligible to avail the loan of Rs. 15,000/- on PLR rate for meeting the cost of consumer durable or for meeting expenses on marriage of self/children/dependent sister etc., or other religious/social obligations as per discretion of the Bank.

i)The loan will be given for purchase of the following items mainly:- a/ T.V. Set b/ Radio c/ Record Player/Music System d/ Furniture e/ Refrigerators and other kitchen appliances/gadgets f/ Washing and Cleaning equipment’s g/ Fans h/ Sewing Machines

ii) Payment will be ordinarily made by the Bank direct to the suppliers.

Departure in respect of i) and ii) above i.e. permitting purchase of an item other than those listed in the scheme and making advance payment to the employee direct may be made only by the General Manager(Operations) in respect of employees working in the branches/Regions and the General Manager (P&D) for those working at the H.O. Requests from officers that due to erratic supply of electricity in the places where they are staying the consumer loan may be granted for portable generators also for use at residences. The need for consumer loan in respect of consumer durable items, being dependant upon a person’s status, taste and local compulsions it is not possible to draw an exhaustive list of items. The matter has been considered by the Bank and it has been decided that the competent authority mentioned above may examine the reasonableness of the employee’ request for particular item, including portable generators and decide upon the need for sanction or otherwise. (CIRCULAR NO. PER/69/83 DATED 26.7.83 PER/142/88 DATED 1.11.88, PER/47/90-91 DATED 6.9.90, PER/58/91-92 DATED 7.8.91 AND PER/30/95-96 DATED 20.7.95 AND PER/9/99-2000 DATED 17.1.2000) Index Page 4. VEHICLE LOAN The Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached between Top Management and ABOA at the Bi-partite meeting held at Kumarakom on 22.02.2010, has advised following amendments in the vehicle loan scheme for officers which has been approved by the Executive Committee of the Board at its meeting held on 30.03.2010. a) Motor car

Eligibility : Officers having Basic Pay of Rs. 9820/- (old) and above.

(B) Margin: Reduced from 20% to 10% for new loans availed under the scheme from the date of EC approval i.e. 30.03.2010. (C) Quantum of Loan: Revised from the date of EC approval i.e. 30.03.2010.

(i) Two wheelers: 90% of the cost of vehicle subject to maximum of Rupees 1.00 lac.


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(ii) Cars: Maximum limit Rs. 7.00 lacs. (Repayable in 180 monthly installments: 132 for Principal and 48 for Interest.

(D) Rate of Interest: Reduced to 7% p.a. simple on vehicle loans w.e.f. 01.03.2010. This will be applicable to existing loans also w.e.f. 01.03.2010. (E) Conversion of Commercial Car Loans: It has been decided to permit conversion of car loans availed at commercial rate of interest to loans under Staff Vehicle Loan Scheme as and when the official becomes eligible for a loan under the staff loan scheme. These new products for car loan and two-wheeler for staff supervising have been made available in CBS to the branches. 1. 6359-3002 DL CAR STAFF SUP > 030410. 2. 6359-3102 DL 2-WHEEL STF SUP > 030410. Circular No. PER/4/10-11dated 07 April 2010 PER/72/2002-03 dated January 28,2003 & Circular No. PER/87/2004-05 dated March 29, 2005. Note: In case where employees officers have been sanctioned conveyance loans as per their pre-revised entitlement and where the shortfall was met by raising funds from verifiable sources their request for additional loan to the extent of the difference between loan availed and maximum permissible amount under revised provisions for repaying the outstanding debts from other agencies/institutions may be considered as in the past. A physically handicapped officer drawing a Basic Pay of less than Rs.9820/- p.m. shall be eligible for a loan for purchase of special motor car marketed by M/s Maruti Udyog Ltd., provided he has completed 5 years of continuous service in the Bank. NOTE: The “term price of vehicle” will include:-

• all initial taxes including, wherever applicable, lump sum/lifetime vehicle tax. • initial insurance amount, • octroi, • Essential accessories.

Further, where the state Government have made it obligatory that payment of road tax in respect of new vehicles shall be made in lumpsum at the time of purchase of vehicle, the amount of lumpsum road tax may also be included in the price of vehicle for the purpose of calculating the loan entitlement of eligible employees for purchase of new vehicle . [CIRCULAR NO. PER/202/88-89 DATED 11.3.89 AND PER/14/89-90 DATED 8.5.89] Where an employee applies for a fresh loan after fully repaying the loan in the normal course, the condition regarding utilization of sale proceeds of the earlier vehicle need not be insisted upon. However, this concession will not be available to those who liquidate the earlier loan pre-maturely and apply for a fresh loan. In order to check misuse of the Bank’s finance, it has been further decided that no employee will be permitted to avail himself of a fresh loan within four years of disbursement of the earlier loan even on utilization of the sale proceeds in the manner stipulated in the present scheme. This stipulation will be applicable in cases where advance is granted for purchase of a new vehicle only and not for second hand vehicle. [CIRCULAR NO. PER/76/76 DATED 20.11.76 AND PER/80/76 23.11.76]


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No employee will be permitted to avail himself of a fresh vehicle loan within four years of disbursement of the earlier loan even on utilisation of the sale proceeds for purchase of new vehicle, in cases, where an officer wants to switch over from a two wheeler to a car, a fresh conveyance loan for purchase of a car may be granted in the case of eligible officers even where the earlier loan for purchase of a scooter/motorcycle has not run for four years provided that the entire sale proceeds of the two wheeler loan are brought in by the officer as his contribution for purchase of the car apart from fully liquidating the old loan. [CIRCULAR NO. PER/89/83 DATED 1.9.83] Second hand motor cars may be acquired by officers under the staff loans scheme without any age stipulation but subject to a certificate by a competent authority for road worthiness of the vehicle till the currency of the bank loan. Further, the stipulation in regard to comprehensive insurance be waived in case of such second hand motor cars acquired under the loan scheme. [CIRCULAR NO. PER/100/84 DATED 27.12.84] In cases, where an officer, who had availed of a loan for purchase of a second hand car, desires to dispose of his car, liquidates the existing loan, and wishes to avail of a fresh loan for purchase of a new car of any make within four years of disbursement of earlier loan, the Managing Director may examine and consider the official’s request and waive the stipulation of four years provided: a] the new car has been allotted in the official’s name and b] entire surplus of sale proceeds of old car is brought in as margin for purchase of new car . However, once this concession is availed of, the officer will not be eligible for another conveyance loan for a period of ten years. However, keeping in view, a suitable column may be incorporated in the car loan application form as per specimen enclosed with the relative circular to ensure that the same is not lost sight of, while sanctioning a fresh loan for purchase of a new car before the expiry of four years period after availment of the earlier loan. [CIRCULAR NO . PER/33/87 DATED 11.4.87 AND PER/196/88-89 DATED 8.3.89] The motor car will be hypothecated to the bank and the official will be responsible for the maintenance of the vehicle and will pay all taxes, insurance premium and other charges on the vehicle from time to time. The motor car should stand covered by a comprehensive insurance policy to the extent of the amount advanced by the Bank. [CIRCULAR NO. PER/262/71 DATED 9.9.71] A motor car purchased by an officer with the advance granted by the Bank should stand covered by a comprehensive insurance policy to the extent of the amount advanced by the Bank. In view of the heavy financial burden the question of waiving the requirement for comprehensive insurance has been considered and where an officer requests for waiving the above provision, his request may be considered subject to fulfillment of :-

• The unencumbered balance [Bank’s and his own contribution] in an official’s Provident Fund account should be sufficient to cover the loan amount. He will be required to execute an undertaking in favour of the Trustees of the Fund on the lines of proforma enclosed with the relative circular and the lien on the Provident Fund of the officer concerned [Bank’s and his own contribution] will be noted in the usual manner and provident fund department advised accordingly, For this purpose, a copy of the undertaking obtained from the officer concerned will also be sent to Provident Fund Department for their information and record,

• In case the unencumbered balance in the official’s Provident Fund Account inclusive of his own contribution, is not adequate to cover the entire loan requested for, the official’s request should not be entertained.


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• Insurance against third party risks as defined under Motor Vehicles Act,1988 should

be obtained under all circumstances.

• In case of officers who have already availed of car loans, if the request for waiver of stipulation regarding comprehensive insurance is considered, the official may be required to execute an undertaking along with a letter of authority for trustees of the Provident Fund. This will be stamped as an agreement. The discretion to waive the comprehensive insurance vests with the sanctioning authority of the loan subject to the above conditions.

[CIRCULAR NO. PER/144/89-90 DATED 23.3.90] Vehicle loan may normally be not granted to any employee for purchase of a vehicle from his near relative. Further, to meet exceptional situation, it has been decided that the Controlling Authorities may be vested with suitable discretion to permit sanction of such loans, where they are satisfied with the end use of the Bank’s loan. [CIRCULAR NO. PER/68/87 DATED 10.7.87] Eligible officers may be permitted to acquire Maruti Van under the Staff Conveyance Loan scheme, provided it is not utilised for commercial purposes and the Van has been allotted in the name of the officer applying for the loan. [CIRCULAR NO.PER/76/87 DATED 28.7.87] STAFF MISCELLANEOUS: CONVEYANCE LOAN Please refer to Circulars No. PER/76/76 dated November 20,1976, PER/ 75 /2000-01 dated November 20, 2000 and PER/88/2001-02 dated December 21, 2001 vide which terms and conditions to avail conveyance loan were stipulated. On scrutiny of CIS data base, the following irregularities in opening and conduct of conveyance loan accounts have been observed despite of clear instructions in the circulars referred as above:-

(a) Existence of multiple staff conveyance loan accounts (with concessional interest rate) i.e one staff member has more than two staff conveyance loan accounts.

(b) Availment of car loan before closing the earlier conveyance loan account of motor cycle/scooter.

(c) Availment of motor cycle / scooter loan before closure of conveyance loan for cycle.

(d) Improper / incorrect migration of conveyance loan accounts as both / all the conveyance loan accounts of the staff member carry same rate of interest.

The sanctioning authority therefore should personally ensure that the earlier conveyance loan account of any of the staff members, if outstanding, is closed invariably before sanction of fresh conveyance loan subject to fulfilling the other conditions stipulated in the scheme. It will also be mandatory for the sanctioning authority to mention the same in the sanction letter. (Circular No.Per/ 94 / 2006-2007 dated February 1, 2007 ) Index Page 5. REPAYMENT OF CONVEYANCE LOAN AFTER RETIREMENT Retired employees are extended the facility of continuing the repayment of conveyance loans even after their retirement from the Bank in installments 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, provided


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the officer places an adequate amount in the long term deposit with the Bank which will earn monthly interest at least equal to the loan installment and interest. A lien may be marked on the deposit to be placed with the bank and the deposit receipt will be kept with the Bank duly discharged by the depositor. In case of death of an officer during the currency of the loan, the same may be adjusted against the deposit and in case of cessation of service other than by way of retirement, the entire outstanding in the loan accounts are required to be adjusted at the time of cessation of service. Recently there has been a big rise in the number of employees seeking voluntary/premature retirements for getting more lucrative positions elsewhere. Applications are received from these retiring employees/ officers to continue there above 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 subsidized conveyance loan [at concessional rate of interest] in the post retiral period. It has, therefore, now been decided that distinction be drawn between those who retire in the normal course [i.e. on completion of 30 year’s service or 30 year’s 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]. It has, therefore, been decided that henceforth the facility of repayment of above loan beyond retirement will also be allowed to employees seeking voluntary retirement on medical grounds. All other employees should be asked to liquidate the outstanding in their above loan accounts on the date of retirement. In exceptional circumstances where, however, employees find it difficult to adjust the outstanding 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 documents as per the specimen enclosed with the relative circular may be obtained after making necessary amendment i.e:- a] Memorandum of agreement executed by the employees seeking voluntary/ premature retirement b] Letter requesting continuance of the conveyance loan from employees seeking voluntary/premature retirement The facility of concessional rate of interest will, however, be extended in cases of normal retirements and voluntary retirement on medical grounds. Further, while sanctioning fresh/additional housing loans to staff , a supplementary agreement as enclosed with the circular be obtained in all cases. NOTE:- In regard to the above a query has been raised as to whether the employee seeking voluntary retirement after completion of 30 years of service or 30 years of pensionable service can be extended the facility of continuing the repayment of housing loan/conveyance loan on concessional terms although they have not reached the superannuation age. The Bank in consultation with Central Office, State Bank of India has examined the matter. Normal retirement in this regard would mean cessation of service after reaching the age of superannuation or the Bank retiring a person without granting extension after 30 years of service or 30 years of pensionable service. Voluntary retirement after 30 years of service or 30 years of pensionable service before reaching the superannuation age cannot be deemed as normal retirement. Thus as already advised in paragraph 2 of H.O.Circular No. Per/46/97-98 dated 6.10.97, the facility of repayment of housing loan/conveyance loan beyond retirement should not be allowed to employees seeking voluntary retirement except on medical ground and therefore such employees should be required to liquidate the outstanding n their housing loan accounts/Conveyance Loan on the date of voluntary retirement. [CIRCULAR NO. Per/86/2000-2001 dated 2.1.2001 and Per/46/97-98 DATED 6.10.97 AND PER/67/95-96 DATED 2.11.95] Index Page


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NOTE: As per the extant guidelines Housing Loan of Officers/Award Staff, Car loan of Officers and Conveyance loan to officers/Award Staff may be allowed to repay after retirement but before they attain the age of 70 years, provided they keep in term deposit an amount equal to the outstanding loan amount and give letter of authority to the Bank for recovery of monthly installment out of interest of the TDR. It is clarified that the employees, before they retirement/cessation of service with the Bank, are required to repay in full all the outstanding in their staff loan accounts as also other dues to the Bank. Regulation 49 of the Pension Regulations is only an enabling provision to deal with cases where due to extra-ordinary circumstances an employee is not in a position to clear off his dues to the Bank on his retirement(including Voluntary retirement). The provisions of Regulation 49 are not intended to be used to give the benefit of an extended repayment schedule to the employees who have got outstanding dues to the Bank in their loan accounts at the time of their retirement. (CIRCULAR NO. PER/107/96-97 DATED 12.2.97) An employee in clerical cadre will be eligible to avail car loan on concessionary terms and conditions on promotion as officer in JMGS-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 installment after becoming eligible for concessionary 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. (Per/4/2004-05 dated 2.4.2004) Index Page 6. ADDITIONAL LOAN FOR PURCHASE OF CAR A scheme for granting an additional car loan to the eligible officers has been introduced in our bank . The salient features of additional car loan scheme are as under:- a] Eligibility:- All officers eligible for a conveyance loan for purchase of a car.

b] Amount: Minimum Rs. 10,000/- and maximum Rs. 1.00 lakh subject to the

following ceilings:- i. The additional car loan should not exceed 75% of the shortfall, viz. cost of the car less Bank’s conveyance loan and margin thereon. ii. The total deductions should not exceed 25% of the salary

c] Margin: 25% for additional car loan.

d] Repayment: In equated monthly installments within a maximum period of 84 months or the remaining period of the service, whichever is less.

e] Rate of interest As applicable to public. ( In future as and when there is change in the rate of interest for such loans to public he rate of interest for our officers may be changed in relation to that of public)

f] Security: • Hypothecation of the vehicle • Noting of the Bank’s lien on the RTO’s books. • Lien on employees provident fund with the Bank.

g] Discretion To be sanctioned by the authority sanctioning conveyance loan. h] Documentation i.Loan application form.

ii.Hypothecation agreement . iii.Letter authorising the bank to deduct instalments from salary.

[CIRCULAR NO.PER/50/94-95 DATED 2.12.94 AND PER/71/94-95 DATED 30.1.95 AND PER/18/2000-2001 DATED 24.5.2000)


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Index Page 7. MOTOR CYCLES/SCOOTER Eligibility : All officers ( except Probationary Officers during probation) Quantum : 90% of the cost of vehicle subject to maximum of Rupees 1.00 lac. Rate of Interest: Reduced to 7% p.a. simple on vehicle loans w.e.f. 01.03.2010. This will be applicable to existing loans also w.e.f. 01.03.2010. Repayment : 84 monthly instalments - 70 for principal & 14 for interest (Circular No. PER/4/10-11dated 07 April 2010, and CIRCULAR NO. PER/75/2000-01 DATED 20.11.2000) NOTE: An officer is eligible for only one vehicle loan at a time, either car loan or two wheeler loan may be outstanding at the time of retirement of the officer. It has, therefore, been decided to extend the facility of repayment of two wheeler loan also after retirement by allowing repayment of the loan with interest as per original repayment schedule to officer until the loan is fully repaid, subject to fulfilment of stipulation as applicable in repayment of car loan after retirement. (CIRCULAR NO. PER/78/96-97 DATED 14.11.96) Index Page 8. SCHEME FOR SANCTIONING DEMAND LOANS TO OFFICERS FOR CARRYING OUT REPAIRS TO CARs In view of the ever increasing cost of maintenance of cars, heavy expenditure on account of major repairs has to be incurred by the officers owning such vehicle. Accordingly, loan may be sanctioned to officers who own cars, purchased with or without Bank’s finance, upto a maximum of Rs. 10000/- for carrying out major repairs once in every five years subject to the following terms and conditions:-

a] The amount of advance will be 80% of the cost of repairs or Rs. 10000/- whichever is less. b] Simple interest @ 8.5% shall be charged on the amount of advance. c] The advance along with interest thereon shall be repayable in 36 months. d] The official will have to produce, within six weeks of availment of the loan, evidence of expenditure incurred by submitting cash memos/garage receipts, etc. e] The scheme is basically for carrying out only major repairs and is not for replacement of parts in the ordinary course. Loans for replacement of major parts as well as painting work involving large expenses could, however, be sanctioned by the appropriate authority. The purchase of tyres is not permissible under the above scheme.

(CIRCULAR NO. PER/72/2002-2003 DT. 28.2.2003, PER/151/88 DATED 29.11.88 AND PER/31/89-90 DATED 14.6.89] Index Page


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9. SCHEME FOR ADDITIONAL CAR REPAIR LOAN TO OFFICERS AT COMMERCIAL RATE OF INTEREST A scheme of car repair loan with a maximum of Rs. 10000/- at simple rate of interest is already in vogue in our Bank. Keeping in view all-round increase of prices. The matter has been examined and it has been decided to formulate a scheme of additional car repair loan of Rs. 20000/- to officers at commercial rate of interest in our Bank as per the following terms and conditions:- a] Purpose of advance :For carrying out repairs or replacement of tyres of car. b] Eligibility criteria :Those officers who are eligible for car repair loan under the existing scheme in vogue [interest @ 8.5% p.a.] d] Amount of advance Rs. 20,000/- this is in addition to car repair loan available to officers at concessional rate of interest. d] Margin 20% of estimated cost of repair/replacement. e] Rate of interest 4.5% above PLR plus interest tax. f] Repayment In 36 equal monthly instalments, repayment to start one month after the initial disbursement . g] Periodicity of loan Loan can be sanctioned once in 5 years . h] Other conditions a] Total deductions from the salary including instalments towards this loan should not exceed 25% of the Gross salary and 50% in case of those who have availed housing loan. b] The officer will have to produce within 6 weeks of availment of loan, evidence of expenditure incurred , by submitting Cash Memos/Garage receipts. c] Loan application should be accompanied by a quotation obtained from the garage. [CIRCULAR NO. Per/104/2006-07 dated 15.3.2007 and Per/52/96-97 daetd 4.9.96] Index Page 10. PERSONNEL LOAN Please refer to H.O. Circular No.PER/45/2002-03 dated 14.09.1992, PER/65/2003-04 dated27.12.2003 and also refer Circular NO. PER/61/2004-05 dated 02.12.2004 vide which the Personal Loan limits were last revised. The Personal Loan limits of employees with less than 12 years of service have not been revised since 2002. Employees with less than 5 years are atpresent not eligible for this facility at all. Therefore, in consultation with State Bank of India, Corporate Centre, Mumbai, it has been decided to revise Personal Loan limits for all categories of employees in view of the overall increase in prices of consumer goods/durables, improved standard of living of an average Indian,


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wide spread consumerism, increased expenditure on medical care/education, increased availability of Personal Loans to members of the public etc. It was, therefore, decided to review the Personal Loan scheme. The Executive Committee of Board, at its meeting dated 29.05.2009 has approved revision in the Personal Loan Scheme as under: PERSONAL LOAN SCHEME: (B) Supervising Staff PARTICULAR EXISTING FOR ALL

OFFICERS FROM JMGS-I TO TEGSS II

REVISED

Length of Service in years (only confirmed permanent employees who are members of Bank’s PF)

5 and above but < 8

8 and above but < 12

12 and above

JMGS-I to SMGSV TEGS VI & VII

TEG SS I & II

= or > 3 but < 5

= or >5 but <10

= or > 10

= or > 10 = or > 10

Quantum of Loan (Rs. In lacs):

1.50 2.25 4.50 1.50 4.00 7.00 9.00 12.00

Rate of Interest

1.75% below BPLR i.e. 11% p.a. at present. (Circular No. PER/87/2004-2005 dated 29.03.2005)

(i) 8% p.a. (monthly compounded) for Overdraft component. and/or

(ii) 8% p.a. (simple) for the Demand Loan component under fixed repayment.

4. The following other operational guidelines relating to the Personal Loan Scheme have also been approved: (a) With a view to inculcating financial discipline as also to reduce employees’ loan liability towards superannuation, it is proposed to give an option to the employees to avail the Personal Loan as a combination of Overdraft (OD) and Demand Loan (DL) subject to a maximum of 50% of the revised Personal Loan limit as Demand Loan under fixed repayment programme. (b) To encourage our employees to opt for fixed repayment plan, a simple interest @ 8% p.a. will be charged for the Demand Loan component of the Personal Loan. (c) The Demand Loan shall be recovered in monthly installments spread over 84 months in the ratio of 5:1 i.e. 70 monthly installments for principal and 14 monthly installments for interest,


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commencing from the month following the month in which disbursement of D/L is made. After liquidation of Demand Loan, the employee can again avail the facility as per his/her eligibility. However, an employee will not be allowed to have more than two demand loan accounts at any given time. In case of Overdraft, the interest applied monthly will be recovered from the salary every month. (d) Employees may retain the existing sanctioned OD limit and avail the enhanced component in the form of Demand Loan, as per their convenience and repaying capacity. In this case, a fresh application for Personal Loan (D/L component) may be submitted separately for sanction by the competent authority. (e) It has been decided to waive requirement for extension of EM of the house charged under H/L to Personal Loans. However, lien on the PF balance of employee will be noted. The unencumbered balance in PF (both Bank’s and employee’s share) must be equal to or more than the Personal Loan limit as per the last PF statement of the employee. (f) For calculating the unencumbered balance in PF account for noting lien on account of Personal Loan, lien to the extent of Housing Loan may not be reckoned as housing loans are primarily secured by way of EM of the house. (g) Both the existing Consumer Loan schemes, which have lost their relevance due to low limits, are withdrawn. Any outstanding in the existing Consumer Loan a/c will have to be necessarily liquidated either from enhancement in personal loan limit or from own sources. Those employees who do not want enhancement in Personal Loan limit may, however, be allowed to continue with the existing Consumer Loan A/c. But new Consumer Loan accounts will not be opened. (h) The rationalization in interest rates will be effective immediately to all new Personal Loans and to the existing loans with effect from 01.06.2009. (i) Employees who intend to avail of the Personal Loan for the revised limit, may get the loan sanctioned as a fresh case. Enhanced Overdraft limit may be allowed in the existing account. The two components of Personal Loan i.e. CA/Overdraft and/or Demand Loan, as required by the employee, may be mentioned separately in the Personal Loan Application appropriately and sanction recorded accordingly by the competent authority. Documentation will, however, be separate for CA/OD and D/L accounts. 5. All the other existing terms and conditions under the Personal Loan scheme, including the stipulation that total deductions should not exceed 60% of the gross monthly salary, will remain unchanged. (Circular No. PER/18/09-10 dated 30 May 2009) STAFF MISCELLANEOUS: PERSONAL LOAN SCHEME: MODIFICATION STAFF MISCELLANEOUS : PERSONAL LOAN SCHEME : MODIFICATION Please refer to our Circular No.PER/18/2009 -10 dated 30.05.2009, vide which the revised Personal Loan Scheme has been circulated in our Bank. 2. The Scheme, interalia, provides that the unencumbered balance in PF (both Bank’s and employee’s share) must be equal to or more than the Personal Loan limit as per the last PF statement of the employee, and for calculating the unencumbered balance in PF account for noting lien on account of Personal Loan, lien to the extent of Housing Loan may not be reckoned as housing loans are primarily secured by way of Equitable Mortgage of the house.


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3. In consultation with State Bank of India, Corporate Centre, Mumbai, it has now been decided that the lien on account of Car Loan / Vehicle Loan for 2-wheeler, in addition to the Housing Loan, need not be reckoned for calculating the unencumbered balance in PF account. 4. All the other existing terms and conditions will remain unchanged. (Circular No. PER/37/09-10 dated 30 July 2009) OBJECTIVE To discourage borrowings by staff members from sources other than State Bank of Bikaner and Jaipur and other public financial institutions.

1. 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 viz.,:-

To meet the expenses on children higher education abroad or in

professional college in India and their marriage(s)

To meet shortfall in the cost of house/flat proposed to be purchased as also to meet the expenditure on major repairs to/renovation of house/flat.

To meet expenses connected with treatment for serious illness of self/dependants/close relatives.

To finance, partly or fully, purchase of Motor Vehicle/Scooter/Motor Cycle

etc. and also for meeting shortfall in the cost of Motor Vehicle proposed to be purchased under Bank’s existing vehicle loan scheme.

Meeting expenses on major repairs to Motor vehicle/Scooter/Motor Cycle.

Purchase of audio/video equipment, home appliances, personal

computers etc.,

To meet the travelling expenses of self/dependants to visit a place outside India.

To repay the loans availed of from other institutions for the above

mentioned purposes.

To meet the expenditure connected with the marriage of the employee himself or herself and also dependent sisters/brothers.

To meet the expenditure, such as deposit/donation for children’s admission

to schools/college.

2. Eligibility:- The loan can be availed by permanent officers having 5 years of total service in

the Bank.

Note: Permanent part time employees will be eligible for loan as per existing scheme.

3. Terms and conditions: Index Page

Note:


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1. The amount of loan eligible to be sanctioned, however, will be determined subject to the stipulation that aggregate deduction from salary on account of instalments for various loans, provided 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 employees under no circumstances should be less than 40% of his gross emoluments. Deductions towards savings, such as insurance premium, RD accounts, savings/welfare fund of society, extra deductions towards PF etc., should be excluded for the purpose. Festival advance which is by way salary advance should also not be reckoned for computing 60% deductions.

2. The intention of 40% take home salary should be observed during the currency of personal loan except to the extent the deductions on account 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.

3. Few staff members, to become eligible for personal loan, deposit loan instalments in cash so that the eligible deductions do not appear correctly in the salary slip and take home amount is increased. It is therefore reiterated that before sanction of Personal loan to staff, the sanctioning authority and disbursing authority should invariably scrutinize the eligible deductions as per scheme and ensure that the carry home pay of an employee in any case is not less than 40% after taking into account the interest accrued on the proposed Personal Loan. To ensure compliance of this it is suggested that salary slips of the preceding 3 months may be perused.

4. The facility may able 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.

5. 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 wherever 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 outstanding should be recovered when the employees cease to be in service, for any reason whatsoever.

6. The employee will be eligible for enhancement in the existing limit as and when his eligibility on the basis of length of service changes.

7. 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.

8. 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 loan, consumer loan (old scheme), gold loan and loan against under securities


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like TDR,NSC’s, LIC Policy, Magnums, relief loan and loan against P.F. will cease to be available and should be closed while availed 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.

Index Page

4. Security and Documentation:

i) Application Form, (including an undertaking that the loan will not be utilized for investment in shares or equities etc., for speculative purposes and authorizing credit of salary and allowances to overdraft account).

ii) D.P. Note iii) D.P. Note delivery letter. iv) Arrangement/Sanction letter containing the terms and conditions duly

acknowledged by the employee. v) Lien against Bank’s and Member’s 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 Bank’s and members’s contributions to the Provident Fund, Gratuity payable and amount of leave encashment on the lines of proforma given in the circular and retain with the documents. The letter for marking lien should be sent to the PPG Department immediately after disbursement.

vi) Extension of charge on house property in respect of which housing loans has been availed from the Bank.

vii) 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 Bikaner and Jaipur 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: i) Officers posted at Branches DGM at Z.O. ii) Officers posted at Zonal office DGM iii)H.O. and its all establishments Respective GM

Index Page


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5. Sanctioned Authority:

OFFICEFRS EMPLOYEES POSTED AT

APPROVING AUTHORITY

Branches upto SMGS-IV incumbency

Controller concerned in respect of branches upto SMGS-IV incumbency and AGM and above in respect of other branches. The DGM shall be the sanctioning authority in respect of branches under the control of Regional Managers of SMGS-IV incumbency.

Staff working at Z.O. Concerned AGM/DGM Staff working at H.O. Respective DGM; where there is no DGM

incumbency, DGM (Per & HRD) Index Page

6. 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 beyond the 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.

b) It shall be ensured that the interest applied in the account is promptly recovered so that the amount remains regular at all times. A separate ledge/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.

7. GENERAL INSTRUCTINS

i) Ths 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 no exceed 60% of the gross salary. In other words carry home pay of an employee under no circumstances be less than 40% of gross emoluments.

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.

iii) With the transfer of the employee/officer, the loan account should be transferred to the branch concerned. In case of transfer to any administrative office, the account should be transferred to the Branch linked to that office for the purpose of salary payment.

iv) All loans sanctioned under this scheme should be reported to the next higher authority for control purpose in the ususal manner for the purpose of review of the scheme a half yearly return should be submitted to the controlling office.

v) The loan will be sanctioned on written undertaking that he/she will not avail any loan from outside sources including co-operative credit societies without prior permission of the Bank and/or request the Bank to deduct installments from his/her salary and remit to external agencies.

vi) The loan and interest will be serviced from the salary and allowances of the employee, which will be credited every month in the loan account.


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vii) In respect of employees who are placed under suspension, this facility will not be extended. If already extended, the delinquent employee should not be allowed to withdraw from overdraft account during the period of suspension, till the suspension is revoked. Subsistence allowance will be credited to SB account (not to O/D account). The interest charged to OD account has to be rescheduled and such amount should be recovered in 12 monthly installments commencing from one month after the revocation of suspension.

viii) Application of those who have remained on frequent leave without pay/extraordinary leave on loss of pay (in the last one year) and of those who have issued Cheque without maintaining sufficient balance in their account ( in the last one year) will not be eligible for the facility.

ix) In case where disciplinary action is pending/initiated/contemplated, the overdraft facility will be considered by the authority mentioned in para 5 (vii (© of the scheme.

(CIRCULAR NO. PER/45/2002-2003 DATED 14.9.2002, PER/65/2003-2004 DATED 27.12.2003, PER/61/2004-2005 DATED 2.12.2004, PER/78/2004-2005 DATED 12.3.2005) Index Page Note:

a) The outstanding, if any, in the loan account in respect of retiring employees shall have to be fully recovered from superannuation dues. b) A subsequent loan may be sanctioned after a lapse of six months from the date of closure of the previous loan. c) The loan will be granted provided total deductions from salary on account of all borrowings from the Bank as well as other sources, Provident Fund and Income Tax etc. do not exceed 60% of gross emoluments. In other words the loan shall not be granted if the take home pay of any employee falls below 40% of gross emoluments. d) The monthly installments in respect of existing personal loan already availed of by the employee should continue to be recovered as per original terms of sanction and should be closed within 60 months from the date of original sanction.

(CIRCULAR R NO. PER/60/2000-01 DATED 5.10.2000) e) The eligibility criteria in case of Ex-servicemen is relaxed from five years of total service to two years for availment of personal loan. f) To ensure the end use of the funds, the articles purchased will be subject to inspection during the currency of the loan and the employee has to certify that the money would not be used for investment/speculative purposes. In respect of loans taken for the purpose of children’s education/marriage/medical treatment, travel abroad, documentary evidenced in the form of letter from University/college/Institutions etc. granted admission/marriage invitation card/document evidencing medical treatment/and foreign travel etc., will have to be produced. The evidence could be produced either with the application for the loan or within a maximum period of one month after disbursement. g) 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. h) All loans sanctioned under this scheme should be reported to the next higher authority for control purposes in the usual manner. i) It may be specifically noted that Branch Managers upto the level of Chief Managers are not vested with any discretion of sanction the personal loans and all application from the


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staff members working in branches/offices upto SMGS-IV incumbency will have to the submitted to the controlling authority.

(CIRCULAR NO. PER/92/2001-2002 DATED 15.1.2002) Index Page 11. STAFF MISC. COMPUTER LOAN SCHEME ON CONCESSIONAL RATE There has been increasing use of computers in one’s day to day life both at home and office. Government departments, its agencies and local bodies as well as most private sector service providers have facilities for online payment of utility bills like electricity, water , telephone , school / college fee payment and so on. Booking of rail / air tickets can now be done online, saving a lot of time and money. At home, there is now wide use of internet and e-mail facility by all individuals. There are several products of the Bank like HRMS, e-learning, internet banking etc. which can be gainfully accessed by employees if they have computers at their disposal at their homes. In order to have maximum coverage and by relaxing some norms in the existing scheme, we, in consultation with State Bank of India have formulated a new Computer Loan Scheme to enable all categories of employees of the Bank to purchase a personal computer or a Laptop for use at home by them and their family members. Details of the new Computer Loan Scheme are as follows: - 1. Eligibility All permanent employees with 2 years of service including

probation period.

2. Type of facility Demand loan

3. Amount of loan Upto a maximum of Rs. 40,000/-

4. Repayment (i) Deduction from salary in monthly instalments spread over 36 (Minimum) to 60 (Maximum) months beginning from the month subsequent to disbursement of the loan.Total number of monthly instalments will be fixed in the ratio of 5:1 for recovery of principal and interest respectively.

(ii) The employee will have the option to choose the number of monthly instalments within the range of 36 to 60 months.

1. For employee retiring in less than 36 Months, the number / amount of monthly instalment should be suitably adjusted so as to ensure liquidation of the entire loan outstanding before the employee retires.

2. In case of cessation of service, the outstanding loan will be recovered from the terminal benefits.

5. Security Hypothecation of the PC / Laptop / hardware purchased

6. Rate of interest @ 5 % p.a (simple)

7. Deduction Total deductions, including the monthly instalment of this loan, should not exceed 60 % of gross salary.


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8. Documentation DP Note, DP Note delivery letter & hypothecation agreement 9.

Sanctioning Authority

(i) Branch Manager / Head of the Department / RACPC wherever established. (ii) For Head Office / Zonal Office / Spin- off Regions – Chief Manager (Office Administration) / Manager (Office Administration) Z.O / RACPC wherever established (iii) For outstation departments of Head Office- Chief Manager (Office Administration) / RACPC wherever established

10. Margin Nil

The eligible employees, who want to avail of the loan to purchase a PC / Laptop should submit the application (Annexure – I) alongwith quotation from the vendor who should be reputed / reliable. The sanctioning authority shall sanction the required loan amount based on the quotation and will be responsible, alongwith the employee, for end-use of the loan amount. Any useful peripherals like UPS, printer, modem etc. may also be financed within the overall permissible limit of Rs. 40000/-. Employees intending to purchase a PC / Laptop with higher configuration, may contribute the extra costs over Rs. 40000/- out of their own resources, but payment of the entire cost will be made by the Bank direct to the vendor. Second loan for replacement of the PC / laptop will be available five years after disbursement of the first loan and on liquidation of the first loan. (CIRCULAR NO. PER/ 74 / 2007-2008 DATED DECEMBER 27, 2007) STAFF MISCELLANEOUS : COMPUTER LOAN SCHEME EXISTING PROVISION AS PER CIRCULAR NO. PER / 74 /2007-08 DATED 27.12.2007

PROVISION REVISED

Sanctioning Authority- (i) Branch Manager / Head of the Department / RACPC wherever established. (ii) For Head Office / Zonal Office / Spin- off Regions – Chief Manager (Office Administration) / Manager (Office Administration) Z.O / RACPC wherever established (iii) For outstation departments of Head Office- Chief Manager (Office Administration) / RACPC wherever established

Sanctioning Authority- (i) Branch Manager / Head of the Department (ii) For Head Office / Zonal Office / Spin- off Regions – Chief Manager (Office Administration) / Manager (Office Administration) Z.O (iii) For outstation departments of Head Office- Chief Manager (Office Administration)

All other terms and conditions of Computer Loan Scheme will remain unchanged. (CIRCULAR NO. PER / 79 / 2007-2008 dated January 10, 2008, PER / 74 / 2007-08 dated December 27, 2007)


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STAFF MISC. COMPUTER LOAN SCHEME ON COMMERCIAL RATE 1. Eligibility : 3 years confirmed service (as applicable for consumer loans) 2. Quantum of loan : 12 times of Basic Pay ( subject to a maximum of 1,00,000/- for Officers ) 3. Margin : 10% 4. Rate of Interest : PLR ( quarterly compounding basis) 5. Purpose : to purchase computer including accessories. 6. Repayment : Principal 84 and interest 24 months. 7. General : Total deductions towards loan installment including this loan

(excluding Housing loan deductions should not exceed 25% of salary and allowances). 8. Others : Loan be granted for upgrading the system already purchased by

Bank finance within the overall limit prescribed under the scheme for grant of loan for purchase of computer.

9. Sanctioning Authority : Loan will be sanctioned by the authority competent to sanction consumer loans. (CIRCULAR NO. PER/102/2000-01 DATED 9.2.2001 AND PER/86/97-98 DATED 26.3.98 and Per/61/2000-01 dated 5.10.2000) Index Page 12. LOAN AGAINST PROVIDENT FUND BALANCE In terms of Regulation 14(i)(a) of the SBBJ Employee’s Provident Fund, a temporary advances may be granted to a member for the following purposes:-

• To Pay expenses incurred in connection with the illness of the member or any person actually dependent on him.

• To pay obligatory expenses on a scale appropriate to the applicant’s status in connection with marriages, funerals or ceremonies which by his religion or social custom it is incumbent on him to perform.

• To meet any other expenses or liability which, in the opinion of the trustees, is unforeseen and extra-ordinary and beyond the ordinary mans of the member and in respect of which a subscriber would have been eligible for an advance under the Income Tax Rules in force from time to time.

• As per extant provisions of the Regulations 14(i)(a)(iii) of the employee’s Provident Fund Regulations quoted above, loan from the Provident Fund cannot be granted for housing purpose because it can not be treated as unforeseen. However, in view of the rising cost of houses and repairs thereto, it is considered necessary that loan from PF may be extended to the members for housing also. Therefore, it has become necessary to remove the word “ Unforeseen and” from the Regulation 14(i)(a)(iii).

Accordingly, the Regulation has been amended as under:- To meet any other expenses or liability which, in the opinion of the Trustees, is extraordinary and beyond the ordinary means of the member and in respect of which a subscriber would have been eligible for an advance under Income Tax Rules or the contributory Provident Fund Rules in force from time to time.

(CIRCULAR NO. PER/90/93-94 DATED 26.2.94) The facility of granting demand loan against Bank’s contribution to Provident Fund be made available to the members of staff for a second time when they avail an additional housing loan under the Bank’s scheme, subject to the condition that such a loan availed earlier by the member for housing purpose has been fully liquidated before submitting the application for the second loan.


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(CIRCULAR NO. PER/18/93-94 DATED 25.5.93) The repayment of the demand loan sanctioned to our staff members against the Bank’s contribution for the purpose of construction of house, be made by the members in monthly installments not exceeding 60 months. (CIRCULAR NO. PER/80/91-92 DATED 5.10.91) The rate of interest on the above loan may be charged @ 9.5% p.a. w.e.f. 1.4.2001 (CIRCULAR NO. PER/107/2001-2002 DATED 4.3.2002) Index Page 13. INTEREST RATE ON LOANS GRANTED AGAINST PROVIDENT FUND Please refer to Circular No. PER/ 72 /2008-09 dated 17.12.2008 on the above subject. The change in the rate of interest at 8.5% at product level has been made effective w.e.f. 17.12.2008. There is no functionality in the system to apply back dated interest. Therefore, all the Branches are advised to calculate and apply the interest difference on P.F.loan accounts for the period 01.04.2008 to 16.12.2008 manually. Circular No. PER/ 77 /2008-09 Dated: 03.01.2009 The Trustees of the State Bank of Bikaner and Jaipur Employees' Provident Fund at their meeting held on 25.01.2006 have decided to reduce the rate of interest payable to the members from 9.5% to 8.5% w.e.f. 01.04.2005 . As a corollary to the aforesaid revision, the rate of interest being charged on the loans granted against Provident Fund balance to the members shall also stand revised by the Bank at 8.5% per annum w.e.f. 01.04.2005. (Circular No. PER/89/2005-2006 dated 09.03.2006 and PER/107/2001-2002 dated 4.3.2002) WAIVEMENT FOR NOTING OF LIEN ON P.F. FOR EDUCATION LOAN: In terms of H.O. Circular No. Per/87/2004-2005 dated 29.03.2005 noting of lien on Bank's and Member's contribution to the Provident Fund is required. In light of Government of India guidelines regarding education loan no security upto Rs. 4.00 lacs should be insisted upon. Keeping in view of guidelines issued by the Government of India it has now been decided that noting of lien on Employee's Provident Fund may be waived on Education Loan to staff members and/or their children upto the limit of Rs. 4.00 lacs only. Other terms and conditions will remain unchanged.(Circular No. Per/104/2006-07 dated 15.3.2007) Index Page 14. LOANS/ADVANCES GRANTED AGAINST THE SECURITY OF NATIONAL SAVING CERTIFICATES PURPOSE:

• Marriage of Children • Medical Expenses


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• Expenses incurred/to be incurred in purchase of land/building or construction of a house. • Educational expenses in India and abroad and • To meet genuine individual/family requirements of the employees.

TYPE OF ADVANCE Demand Loan/OD

• Security Pledge of Security • Amount of loan 90% of the face value of NSCs pledged. • Rate of Interest As applicable from time to time.

REPAYMENT: a/ Loans granted for the following purposes are repayable in a maximum of 60 monthly installments( inclusive of interest).

• Marriage of Children • Medical expenses. • Expenses incurred/to be incurred in purchase of land/building or construction of a

house and • Educational expenses in India & abroad.

b/ Loans granted for purposes other than above, to meet genuine individual/family requirements of the employees are repayable in a maximum of 24 monthly installments (inclusive of interest) Repayment in monthly programme from the salary of borrower employees will be so fixed that it will take care of recovery of quarterly interest regularly. The loan sanctioning authority will satisfy itself that the purpose of loan is to meet genuine individual/family requirement of the employee. (CIRCULAR NO. PER/60/93-94 DATED 24.9.93) In terms of the extent instructions the NSC Loan amount outstanding including (Principal) should be liquidated on redemption of the matured value of the NSC pledged to the Bank from the concerned Post Office. However, in case any staff member prefers to repay the Principal, including interest, prior to maturity of the relative NSCs. he may be given the option to do so. Further, repayment of loan may be allowed to continue even after their retirement and it may be recovered out of the maturity amount of NSCs, provided recovery of interest is assured by keeping a TDR good for the amount of interest payable. (CIRCULAR NO. PER/80/95-96 DATED 18.12.95) Index Page 15. INTEREST RATES APPLICABLE TO ADVANCES AGAINST VARIOUS CATEGORIES OF SECURITIES TO MEMBERS OF STAFF/ EX-STAFF There should be a differential between the yield rate on securities offered as cover for loans and the interest charged by the Bank for the loans unless otherwise specified by RBI. At no point of time interest rate for loans should be less than the yield on the securities against which the loans are given. Interest rates in respect of loans against securities should not be less than the rate of interest on long terms deposits of Bank’s staff/ex-staff. (CIRCULAR NO. P/02/96-97 DATED 3.4.96)


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Index Page 16. DEMAND LOANS AGAINST THE SECURITY OF GOLD ORNAMENTS Gold ornament purity Normal Gold

(keeping 35% margin) Hall Mark Gold (keeping 25% margin)

22 carrot 5450/- 5840/- 20 carrot 4950/- 5310/- 18 carrot 4450/- 4770/- (Circular No. P/5/2006-2007 dated 6.5.2006) For silver ornaments/wires of 0.999 purity -Rs. 3500 per kg. The demand loan granted to members of staff for the purpose of meeting

• Medical expenses • Educational expenses in India and abroad and, • Meeting expenses on marriage of their sole dependants may be made in 60 monthly

installments ( inclusive of interest). Gold loan sanctioned for other purposes will be recovered in 24 monthly instalments.

Further, Gold loan sanctioned for housing purposes to all categories of employees be recovered in 100 monthly installments on the undernoted conditions:-

It must be ensured that the monthly installments and the periodical interest are recovered directly form the salary and allowances payable to such employees. The documents should be kept alive by reviving the same as per extant instructions. Sources of finance for completion of the housing projects should be scrutinised properly and if there be a need then only request for sanction of Gold loans for housing purposes be acceded to. The total repayment obligations in all respects against the gross salary of the employees should not become onerous; in other words, this must not exceed 50% of the gross emoluments excluding the statutory deductions viz. provident fund, income tax, LIC premiums and professional tax. In the vent of employees retiring before completion of the repayment period, the resultant repayment burden on pension, if entitled for payment of pension from the Bank, should not be onerous. In the event of non-fulfillment of this condition, the employee will have to liquidate the outstanding at the time of his retirement, out of the terminal dues payable to him.

Rate of Interest: As applicable from time to time.

(CIRCULAR NO. PER/86/93-94 DATED 15.2.94, Per/ 82/90-91 dated 10.12.90, Per/128/87 dated 3.12.87) Index Page 17. STAFF LOAN GRANTED AGAINST BANK’S OWN TERM DEPOSIT RECEIPTS- MODIFICATIONS IN THE REPAYMENT PROGRAMME

• Margin : No margin. • Interest : Same rate as allowed on deposits. • Repayment : Interest to be only recovered as and when due and

under no circumstances the outstanding should exceed the DP.


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The existing terms and conditions in regard to grant of loans/advances to members of staff against security of Bank’s own term deposit receipts, interalia, provide for repayment of loans or overdrafts granted to the members of staff against the security of Bank’s own deposit receipts in monthly installments subject to that advance should be repaid within 24 months.The matter has been re-examined by the Bank and it has been decided to waive the stipulation of repayment programme in case of loans to award staff employees against the security of Bank’s own Term Deposit Receipts with immediate effect. However, the monthly repayment programme from the salary of the borrower employee will be so fixed as to taken care of recovery of quarterly interest. (CIRCULAR NO. PER/23-95-96 DATED 7.7.95) Index Page 18.STATEMENT OF ADVANCES/LOANS TO STAFF MEMBERS-MODIFIED FORMAT Branches are required to report the particulars of all type of loans/advances sanctioned to staff members to the respective Controlling Authority at monthly intervals for review/observations at their level on the format enclosed with H.O. Circular No. Per/47/97-98 dated 6.10.97. 19. PROVISION OF PENAL INTEREST STAFF LOANS As per the extant instructions, the outstanding in the staff loans at the time of cessation of service of the employee either by retirement or other reasons, becomes payable immediately. In other words, an employee is required to adjust the outstanding in all loan accounts as soon as he ceases to be in service. In this regard, it is clarified that normally, installments of loans are stipulated in such a manner that an employee is able to meet repayment liabilities during active service, and therefore, there is no question of any outstanding remaining in the account at the time of his retirement. It may be in cases of cessation of service other than normal retirements there would be outstanding in loans accounts. It has, therefore, been decided that if the outstanding in staff loans which are granted interest free or otherwise, are not adjusted by an employee soon after the cessation of his service ( including superannuation), penal interest as required may be charged thereon @ 1 1/2 % above State Bank Advance Rate as under:-

• When an employee retires from service, outstanding loans/advances should be cleared by him on the date of retirement ( unless repayment of a loan can be continued after retirement, as per the terms and conditions thereof): In the event of default, penal interest @ 1 1/2% above SBAR may be levied, as stipulated.

• If an employee dies in harness, the following guidelines may be followed:-

• Where the Bank has to pay some dues to heirs/nominees of a deceased employee, and the amount thereof exceeds the dues to be recovered from him (deceased employee), and nominees/ legal heirs authorise the Bank to recover the dues from amount payable to them/deceased employee, penal interest in addition to the normal interest on unpaid/dues, may not be levied.

• Where dues payable by the Bank to a deceased employee are less than the amount to be repaid by him to the Bank, nominees/ legal heirs should be asked to undertake (backed by two securities acceptable to Bank) to make good the deficit within the next 6 months. If they default in doing so, penal interest may be charged after expiry of the said period of 6 months. In each such case, notice of levy and advice of levy of penal interest should be sent to nominees/legal heirs, the idea being to expedite settlement through the deterrent rather than continue to levy penal interest arising from default.

(Circular no. Per/91/87 dated 8.9.87) Index Page EDUCATION LOAN TO WARDS OF STAFF


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The Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached between Top Management and ABOA at the Bi-partite meeting held at Kumarakom on 22.02.2010, has advised following amendments in the education loan scheme for wards of staff which has been approved by the Executive Committee of the Board at its meeting held on 30.03.2010. A. Terminal benefits to staff should not be appropriated towards education loan, therefore, education Loan to the wards of the staff to be continued even after retirement subject to availability of satisfactory collaterals, if the loan limit is above Rs. 4.00 lakhs, as applicable to public. B. Interest rate on Education Loan will be: (i) Upto Rs. 4.00 Lacs - 1.50% below BPLR. (ii) Loans above Rs. 4.00 Lacs - 1% below BPLR. (iii) It should also be ensured that the interest rate charged on Education Loan to wards of staff should not exceed the rate of interest charged to public in any case. The above instructions will be applicable to all new as well as existing accounts. Branches should use increment/decrement option for effecting 0.5% concession to girl student in all the eligible exiting accounts as well as new accounts. All other terms and conditions of scheme will remain unchanged. Circular No. PER/5/10-11dated 07 April 2010, Circular No. PER/87/2004-05 dated March 29, 2005 & Circular No. PER/30/2008-09 dated August 01, 2008 STAFF MISC. : WAIVER OF INTEREST ON LOANS OF DECEASED EMPLOYEE At present the liabilities of deceased employees towards the Bank are normally liquidated from the proceeds of terminal benefits payable to the nominee/legal heirs. The settlement of claims relating to terminal benefits payable in such loan accounts after the death of an employee may not be a huge sum. Accordingly, it has been decided that interest on loan accounts of a deceased employee may be waived for the period from the date of death of the employee to date of closure of loan accounts, subject to the following: -

i) There should not be any delay in settlement of terminal benefits for reasons attributable to the concerned nominee/legal heir.

ii) There should not be any legal dispute among the nominee(s)/counter claim for terminal benefits of the deceased employee.

iii) Loan accounts in the name of the deceased employee should get liquidated within 3 months from the date of death of the employee out of his terminal dues or otherwise.

iv) The amount of interest applied on loan accounts from the date of death of the employee till the liquidation of loan may be reversed manually by debit to interest account, which will be authorized by the Branch Manager.

v) The provision of such gesture may be advised to the spouse/nominee of the employee in the condolence letter with a request to submit the required papers in time so as to get the benefit of waiver of interest.

vi) The above provision will be available in respect of housing loan under individual housing loan scheme, conveyance loan, personal loan, computer loan and relief loan for natural calamities.

vii)


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(Circular No. PER/63/09-10 dated 07 November 2009) 1. LOANS & ADVANCES AT COMMERCIAL RATE TO STAFF

ANNEXURE-I CIRCULAR NO. PER/ 87 /2004-2005 DATED MARCH 29, 2005

RATE OF INTEREST SCHEME INTEREST RATES FOR

PUBLIC PROPOSED INTEREST RATES FOR SBBJ STAFF

HOUSING LOAN (A) FLOATING RATES LOANS Upto 5 years Above 5 years and upto 15 years Above 15 years and upto 20 years

3.25% below BPLR i.e.minimum 7.50% p.a. 2.75% below BPLR i.e.minimum 8.00% p.a. 2.50% below BPLR i.e.minimum 8.25% p.a.

2.75% below BPLR i.e. 8.00% for all tenures

HOUSING LOAN (B) FIXED RATE LOANS Upto 5 years Above 5 years and upto 15 years Above 15 years and upto 25 years

9.50% p.a. 10.00% p.a. 10.50% p.a.

2.25% below BPLR i.e.8.50% for all tenures

CAR LOANS (A) FLOATING RATE LOANS Upto 3 years

Below 8 Lacs 8%

8 lacs & above 7.50%

Upto 3 years - 3.50% below BPLR i.e. 7.25% p.a.

Above 3 years and upto 5 years 8.25% 8.25% Above 3 years and upto 7 years - 3.00% below BPLR i.e. 7.75% p.a.

Above 5 years to 7 years 8.50% 8.50% Above 7 years- 2.50% below BPLR i.e. 8.25% p.a.


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CAR LAONS (B) FIXED RATE LOANS Upto 3 years Above 3 years and upto 7 years Above 7 years

Fixed rates will be

50 basis points

higher than the

corresponding

floating rates

Upto 3 years 3.00% below BPLR i.e. 7.75% p.a. Above 3 years and upto 7 years - 2.50% below BPLR i.e. 8.25% p.a. Above 7 years - 2.00% below BPLR i.e. 8.75% p.a.

PERSONAL LOANS 3.10% above BPLR i.e. minimum 13.85% p.a.

1.75% below BPLR i.e. 9.00% p.a.

IBA MODEL SCHEME FOR EDUCATION LOAN Upto Rs. 4.00 Lacs Loan above Rs. 4 Lacs

BPLR i.e. minimum 10.75% p.a. 1% above BPLR i.e. minimum 11.75% p.a

Upto Rs. 4 Lacs 1.50% below BPLR i.e. 9.25% p.a. Loans above Rs. 4 Lacs - 1% below BPLR i.e. 9.75% p.a.

In terms of H.O. Circular No.Per/45/2002-03 dated 14th September, 2002 and Per/61/2004-05 dated 2ndDecember, 2004 Personal Loan is granted to staff and Circular No.Per/90/2003-04 dated 5th March, 2004 provides guidelines to permit the officers/employees in our Bank to avail loan for purchase of car or two wheeler on the terms and conditions as applicable to general public subject to fulfillment of certain conditions. The matter has been examined by State Bank of India, Corporate Office, Mumbai in the light of Government of India guidelines and it has been decided that the officers/employees of our Bank be also extended Housing Loan, Vehicle Loan, Education Loan and Personal Loan as made available by the Bank to employees of top rated public/private sector companies as per details in Annexure-I and II. Please note that the above facilities are subject to following terms and conditions:- (i) Lien against BankRs.s and MemberRs.s 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 Bank’s and Member’s contribution to Provident Fund, Gratuity payable and amount of leave encashment and kept with documents.

(ii) Extension of charge on house property in respect of which housing loan has been availed

from the Bank. (iii) 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.

(iv) This scheme will be available only in respect of fresh loans and not in the case of existing

loans. However, a one time option is hereby given to prepay the existing loans in case an


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employee is desirous of availing any facility under the above scheme. The one-time offer shall be for 60 days from the date of issue of circular.

(v) Interest application will be on compounding basis with monthly rests, as in the case of

public. The effective rate of interest will be linked with Banks BPLR and the spread above/below BPLR would be maintained as decided. The interest rates linked with BPLR (presently 10.75 % p.a.) and concession regarding Repayment Period, Processing fee and Margin to be offered to our staff is given in annexure-I &II. Other terms and conditions of the relevant scheme as offered to public will be applicable.

As regards Personal loan, it has been decided to provide one time option to staff for availment of loan under any of the following forms: - (i) To avail personal loan as per the above scheme i.e to avail the loan in the form of

Demand/Term Loan repayable in 84 equal monthly installments. Or

To continue their existing personal loan if already availed as overdraft under the existing Personal loan Scheme for staff along with the benefit of lower rate of interest as per Annexure I.

(ii) As closing existing accounts and opening new under Personal Loan would entail additional administrative work, it has been decided to allow the benefit of lower rate of interest as per Annexure-I on existing personal loan accounts with a suitable letter for availing the new interest rate to be exchanged with the staff.

(iii) All the terms and conditions including security and documentation as per existing Personal

Loan scheme in our Bank shall remain unchanged. It has also been decided to offer concession in educational loans raised by our Staff under IBA MODEL SCHEME FOR EDUCATION LOAN as enumerated in circular. The date of implementation of scheme will be March 24,2005 i.e the date of approval of the scheme by Executive Committee of the Bank.

A quarterly statement ending June, September, December and March on the lines of Annexure-II in respect of new loans sanctioned to the staff will be submitted by branches to their controlling office with consolidated information to be submitted by Zonal offices to Personnel Department Head Office, Jaipur. The Zonal Authorities/departmental Heads/Branch Managers will please note accordingly and bring the contents of this circular to the notice of all the staff working under them. Index Page 21. RELIEF LOAN TO EMPLOYEES AFFECTED BY RAINS IN STATE OF MAHARASHTRA The heavy rains in Maharashtra during the month of June/July 2005 had caused widespread damage to property. Bank in consultation with State Bank of India, have formulated a scheme for granting relief loans to affected employees residing in Mumbai,Thane and Raigad districts of Maharashtra. The terms and conditions of the scheme are detailed in Annexure ‘A’ and the format of application form to be obtained from the employees desirous of availing the loan is given in Annexure’B’.


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ANNEXURE’A’ RELIEF LOANS TO EMPLOYEES IN MUMBAI, THANE & RAIGAD DISTRICTS AFFECTED BY HEAVY RAINS 1. PURPOSE (a) To undertake repairs of the damaged houses. (b) To purchase / repair personal effects, furniture and fixtures. 2. ELIGIBILITY

(i) All categories of permanent employees, whose houses and/or personal effects have been damaged by recent heavy rain and water logging.

(ii) Employees should be permanent employees of the Bank. Permanent part-time

employees would also be eligible, but the amount of loan shall be in proportion to their scales of pay.

(3) QUANTUM OF LOAN

Relief loan for employees who suffered loss/damage to their property and/or personal effects.

(i) Officers : Rs.40,000/-

(ii) Clerks : Rs.30,000/-

(iii)Sub-staff : Rs.20,000/-

Index Page (4) MODE OF DISBURSAL

Demand Loan. (5) RATE OF INTEREST

9% p.a(Simple)

(6) REPAYMENT

The loan will be repayable in 60 monthly installments. The principal will be recovered in 45 equal monthly installments and interest in 15 installments commencing from the salary following the month of disbursement of the loan. In case of cessation of service for whatever reason, the outstandings, if any, in the loan accounts would be liquidated from the superannuation benefits of such employees.

(7) SECURITY AND DOCUMENTATION

(i) D.P. Note (ii) D.P.Note delivery letter (iii) Lien against the Provident Fund (the letter for marking lien should be sent to the

PPG Department immediately after disbursal) (iv) Application form as per specimen

Index Page


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(8) SANCTIONING AUTHORITY

• AGM (Region) in respect of staff posted at branches. The loans in respect of staff posted at zonal office will be sanctioned by DGM(ZONE).

• In case of other employees posted in outstation departments of Head Office or other Departments functioning in Mumbai, the sanctioning authority will be the Controller of concerned branch where the employee will intend to avail loan.

• Branches functioning under the direct control of DGM, the loan will be sanctioned by concerned branch head i.e AGM.

(9) SUPERVISION AND FOLLOW-UP

• It should be ensured that the loan installments are recovered and credited to the loan account promptly so that the account remains regular. It shall be the personal responsibility of the Branch Manager / Manager of the division concerned to ensure proper conduct of these accounts.

(10) GENERAL INSTRUCTIONS

(i) Applications for loans under the schemes should be submitted latest by the October 31, 2005. No application received after this date shall be considered.

(ii) The loan amount should be released in only one installment and no subsequent debits are to be raised.

(iii) The loan shall be sanctioned on self-declaration by the employee in regard to the

damage caused. The declaration will be countersigned by the Branch Manager / immediate controller.

(iv) All loans sanctioned under the scheme should be reported to the next higher

authority for control purpose in the usual manner.

(v) The loans granted under the scheme shall be subject to the usual restrictions on maximum permissible level of deductions from salary on account of repayments towards loans, statutory deductions etc. including the present one i.e. the net ‘take-home-pay’ of an employee after deductions from the salary towards all loans, statutory deductions etc. shall not be less than 40% of the gross salary and allowance.

( CIRCULAR NO. PER/ 37 /2005-06 DATED 23.9. 2005) Index Page


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ANNEXURE ‘B’ APPLICATION FOR RELIEF LOAN TO EMPLOYEES AFFECTED BY HEAVY RAINS 1. Name of the Applicant : 2. Designation : 3. Date of appointment : 4. P.F.No. 5. Branch/Deptt : 6. Gross emoluments drawn during November 2005 : The Dy. General Manager / Asstt. General Manager State Bank Of Bikaner & Jaipur, -------------------------- THROUGH: THE BRANCH MANAGER/HEAD OF THE DEPTT. Dear Sir, 1. I shall be obliged if you will please grant me relief loan to Rs.------------(Rupees ---------------------------

----) on account of damage caused /loss suffered by me due to heavy rains in June/July 2005.I

enclose a declaration in regard to the damage suffered by me. (The declaration to be obtained

on the proforma enclosed)

SCHEME/PURPOSE AMOUNT

Relief loan for repair to house property/ Purchase of personal effects 2. I hereby authorize the Bank to recover the amount of the loans in 60 monthly instalments

together with interest from the salary and allowances payable to me. I undertake to abide by the

rules and regulations governing the sanction of the loan. I solemnly affirm that the amount would

be used only for the purpose for which I am availing the loan. I also know that misuse of the loan

for purposes other than those applied for is misconduct & the Bank may take appropriate action

against me in such an event.

3. A lien may be noted against my Provident Fund balance for the amount .In the event of my

ceasing to be in the service of the Bank before the loan is liquidated for whatsoever reason, the

balance outstanding and the interest due, if any, will be adjusted out of the Bank’s contribution

to the fund, if payable to me/my nominees in terms of the relevant fund rules. If the Bank’s


392

contribution is not payable to me/my nominee, the outstanding may be recovered from my own

contribution to Provident Fund and I hereby authorize the Trustees accordingly and to that extant

it shall be a good discharge to the Trustees against all claims whatsoever in respect of the said

fund.

Date Place:

Signature of the applicant

DECLARATION FORM PLACE : Index Page DATE : STATE BANK OF BIKANER & JAIPUR --------------------------------------------------- --------------------------------------------------- Dear Sir, RELIEF LOAN I have to state that, during the recent heavy rains in Mumbai, Thane and Raigad, I have suffered

damage to my house/property, the details of which are furnished below. My house/property

was/is situated at----------------(name of place). This area has been affected by heavy rains. As a

result of this damage, I have suffered a loss of Rs.------------.

Details of damage to house/property 2. I ------------------------------- do hereby declare that the statements furnished above are correct. 3. I, request you to grant me a loan of Rs.------------.I agree to abide by all the conditions stipulated

by the Bank in this regard.

Yours faithfully, (SIGNATURE) Name-------------------------- Designation-------------------


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Department-------------------- Counter signed Branch Manager/Controller Index Page 1. Our employees are eligible for reimbursement of tuition fees & payment of honorarium in respect of diploma programme in management subjects of interest to the bank, the details are as under:-

• Only those courses with a duration of not more than one and half year are covered in the scheme.

• One year diploma courses conducted by the following institutions only are covered under

the Scheme:- i/ Indian Institute of Management. ii/ Indian Society for Training & Development. iii/Bhartiya Vidya Bhawan. iv/Recognised Universities.

• Further, one and half year duration correspondence courses(inclusive of project work) for

the Post Graduate Diploma in management of Personnel & Industrial Relations offered by the All India Management Association ( New Delhi) is also covered under the scheme.

• The scheme of reimbursement of tuition fee and payment of honorarium has undergone

certain modification since its inception in 1971. For convenience of staff members the summarised terms and conditions are as under:-

Index Page 2. DIPLOMA PROGRAMME IN SUBJECT OF INTEREST TO THE BANK A scheme was announced in 1971 in our Bank for reimbursement of tuition fees, examination and other prescribed fees/ charges etc., and payment of an honorarium of Rs.2000.00 to all eligible officers/clerical staff who successfully complete Diploma Programmes in subjects of interest to the Bank. The terms and conditions are as under:-

a) The scheme covers all officers and clerical staff who have put in a minimum total service of 5 years in the Bank. ( Per/26/84 dated 10.3.84).

b) Only those courses with a duration of not more that 1 1/2 years are covered in the

scheme.

c) One year diploma courses conducted by the following institutions only are covered under the scheme:

• Indian Institute of Management • Indian Society for Training & Development • Bhartiya Vidya Bhawan • Recognised Universities • Indira Gandhi National Open University

Further, one and half year duration correspondence course( inclusive of project work) for the Post Graduate Diploma in Management of Personnel & Industrial Relations offered by the All India Management Association (New Delhi ) is also covered under the scheme.


394

• The part time courses should be available at the center at which the eligible staff member is working and the classes should be held outside the office hours.

• The Bank may decline permission for pursuing a course, without assigning any reason.

• No relaxation in working hours of the staff member will be permitted for attending the

course.

• Regular courses for graduate/post graduate degree will not be covered under the scheme.

• Eligible members of staff successfully completing the above diploma/certificate courses

will be entitled to claim reimbursement of tuition/examination fees paid by them on production of receipts. They will also be eligible for receiving an honorarium of Rs.2000/- from the Bank.(Per/58/96-97 dated 4.9.96)

• The Managing Director has been vested with discretionary powers to permit relaxations in

eligibility criteria within the approved policy. Index Page Competent Authority to grant such permission All staff members desirous of taking up part time / correspondence diploma/certificate courses in Management subjects of relevance to the Bank must obtain prior permission from the respective Controlling Authorities i.e. Dy. General Manager of the Zone/Asstt. General Manager of Region and Dy. General Manager (Pers. & HRD) for Head Office departments, as per application form enclosed with the circular. (Per/77/97-98 dated 19.2.98) This scheme can be availed of by an employee only once in his/her career ( Per/3/87 dated 13.1.87 and Per/26/84 dated 10.3.84). Index Page 3. SHORT TERM CERTIFICATE/DIPLOMA COURSES IN COMPUTER APPRECIATION AND PROGRAMMING Eligibility:

• Both supervising and clerical staff of the bank are eligible under the scheme. Reimbursement of tuition fees : On successful completion of computer courses employees would be reimbursed with the tuition fees, with the maximum ceiling of Rs. 3,500/-. An employee can take up a course costing more than Rs. 3500/- but in such case the reimbursement of fees etc., will be restricted to Rs. 3500/- only. The above ceiling would not include the cost of books/study material which will have to be borne by the employee him self.(Per/107/86 dated 30.12.86)

Honorarium: Rs. 500/- (Per/69/85 dated 12.8.85) Other stipulations: • An employee may avail of the benefits under this scheme only once. But this is in addition

to the other management programmes.

• Only courses offered by institutions specifically recognised under the scheme would be covered. A list of such institutions is given hereunder


395

• The course should include a minimum of 120 hours tuition and the maximum duration should not be more than one year.

• The course should offer proficiency in at least one computer language on modern computer system.

• The certificate/diploma issued by the institution should indicate the proficiency acquired by the employee and should not merely be a certificate of attendance.

• The course should be part time and outside the employee’s working hours.

• Employees sponsored by the Bank for any computer course will not be eligible for benefits under the scheme in respect of such course.

• The concerned employees will also submit their consent letter to the effect that they are willing to be transferred to any branch where their specialised services are needed. In the absence of fulfilling the above requirements the employees will not be eligible for getting reimbursement of tuition fees but are eligible for the prescribed honorarium only. (Circular Per/69/85 dated 12.8.85 and Per/54/88 dated 6.4.88)

• Competent Authority to grant such permission: Respective controlling authority i.e. DGM of Zone’s, AGM of Regions and DGM(Per & HRD) for H.O. Departments. (Circular NO. Per/77/97-98 dated 19.2.88)

Index Page It has been decided to include the following institutions in the approved list of institutions for the pupose:-

i/ APTECH ii/ NIIT iii/ CISTEMS iv/ STG



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4. CERTIFIED INFORMATION SYSTEM AUDITOR (CISA) CONDUCTED BY EDPAA-USA With a view to encouraging the officials of the Bank to acquire proficiency to computer Audit, it has been decided that the Certified Information System Auditor (CISA), course conducted by EDP Auditors Association Inc. (EDPAA), USA be recognised as one of the courses for reimbursement of examination fee etc., a) Eligibility:- The scheme is open to all confirmed officers of the Bank subject to the conditions given below:- • Cost of books/study materials have to be borne by the officers themselves.

• To and fro travel expenses to the place of examination will not be reimbursed.

• The facility can be availed of by an official only once i.e. eligible reimbursement and

payment of honorarium would be limited only to the successful attempt.

• Remittance in foreign exchange towards examination fees etc., would have to be arranged by the officers themselves in terms of the Exchange Control Regulations and Bank will not take any responsibility therefore.

• No advance will be granted by the Bank for the purpose.

• No special leave will be sanctioned for completing the CISA Examination.

Reimbursement of Examination fee/Annual Maintenance fee. • Registration fees for CISA examination is reimbursed on actual basis. • Reimbursement of Annual Maintenance Fee payable by CISA qualified, officials to keep

their certification alive and current till their retirement/cessation of service with the Bank.

Index Page Honorarium:- • One time honorarium of Rs. 10000/- will be paid to the officer on successful completion of

the course. ( Per/45/99-2000 dated 17.8.99) To keep the officials updated and technically competent, Bank has allowed CISA qualified officials to become members of Information System Audit and Control Association (ISACA), USA and Local Chapters of ISACA in India and reimburse them the membership cost, as an additional incentive, with effect from the current year i.e. 2003 Presently membership costs are as under:- (ISACA,USA: US $ 120 (US Dollar One Hundred Twenty only) Per Annum Local Chapter of ISACA in India: varies between Rs. 500/- to Rs. 1000/- p.a.) ISACA, USA is the organization which conducts CISA examination and it is the only world wide body recognized for creation, maintenance and continuous improvement in framework in the area of IT controls, security and IS audit. Hence its membership will be of considerable value to our CISA qualified officers to keep themselves abreast of latest developments in this technical area of high relevance to the Bank. On becoming members of ISACA, our officials will be entitled to the following benefits:-


397

• Discount in Annual Maintenance Fee ( currently US $ 35 for ISACA members against US $

50 for Non-members) • Discount in examination fee (currently US $ 345 for ISACA members as against US $ 465 for

Non-members) • A free bi-monthly journal containing valuable information and analytical reports on the

latest techniques on IS security and audit matters. • Substantial discounts for attending ISACA’s seminars/conferences. • Facility to attend various technical sessions organized by the Local chapter in India.

(CIRCULAR NO. PER /25/2003-2004 DATED 26.6.2003) Index Page

• It is clarified that an official will be eligible for reimbursement of fee etc., and honorarium for both CISA as well as the 120 hour course for computer appreciation as these are mutually different courses and have been approved under two separate schemes. While CISA has been approved under the “Scheme for reimbursement of Tuition Fees etc., in respect of courses in Management subjects of interest to the Bank”, the “Incentive Scheme for Computer Appreciation” is a separate scheme altogether. An official will, therefore, be eligible for pursuing a course each, under both the schemes.

• The officers who desire to undertake the course, may submit their applications as per

Annexure-A ( Per/59/95-96 and Per/104/96-97 dated 6.2.97)

• Competent Authority to grant such permission: Prior permission will have to be obtained from the appropriate authority i.e. the Managing Director, for appearing in the examination. In respect of the employees working in branches and zonal offices, Zonal Heads/Controllers and in respect of employees working in Head Office, Dy. General Manager, Personnel & HRD will be the competent authority to approve the payment of honorarium. Claim for honorarium will have to be submitted in the form of a simple application along with a verified copy of the form A-2(IRDA corporate agent form). The payment of honorarium will be made to the debit of charges account –Sundry expenses.

(CIRCULAR NO. PER/22/2004-05 DATED 12.5.2004) Index Page 5. ICENTIVISING ACQUISITION OF QUALIFICATIONS IN BANCASSURANCE PROGRAMMA-HONORARIUM TO THE OFFICERS/STAFF OF THE BANK In terms of H.O. Ciricular No. Per/91/20003-2004 dated 8.3.2004 an honorarium amount of Rs.2500/- has been fixed by the Bank for all employees, who qualify as CIFs after training and testing process by way of an incentive for promoting cross-selling of non life insurance products. Our Bank has entered into Bank assurance by way of selling life Insurance products of SBI Life Insurance Co. Ltd., and General Insurance products of National Insurance Company ltd., In terms of guidelines of IRDA, the regulator in the field of insurance, only certified Insurance Facilitators (CIFs), can sell individual insurance products. Therefore, it has been decided that officers/clericals staff who completes 50/100 hours training conducted by SBI Life and qualify the examination conducted by Insurance Institute of India will be eligible to get one time honorarium of Rs. 2500/- from the Bank. Index Page


398

6. DIPLOMA IN BUSINESS FINANCE DBF The diploma in Business Finance (DBF) Programme, restructured by the Institute of Chartered Financial Analysts of India ( ICFAI) Hyderabad is also recognised as one of the eligible courses under the scheme of reimbursement of Tuition Fee etc.,and payment of honorarium in respect of Diploma Programme in subject of interest to the Bank. ( Per/57/95 -96 dated 16.10.95)

• Enrolment fee -Rs. 750/- • Tutition fee -Rs.2250/- • Examination fee -Rs. 750/-

(Rs.250/- per group group alpha,beta and gamma)

Further, the annual subscription of Rs.500/- and expenditure relating to attending to work shops at identified cities, were not reimbursable under the scheme. However, examination fee was reimbursable only once i.e. for the successful attempt.

The matter has been considered further and it has been decided to make the following modifications in the scheme:

• To reimburse the Admission Fee, Programme Fee and Examination Fee upon successful

completion of DBF Programme of ICFAI on actual basis without any ceiling and on production of satisfactory and acceptable proof of the payment of fees. The present schedule of fees is Rs. 20,100/- The fees for training classes are not to be reimbursed.

• To pay the differential in the amount of actual fees paid and the amount reimbursed by the Bank as per extant instructions, as a special case to those who have passed the examination after April, 2001.

• To pay an honorarium of Rs. 5,000/- for successful completion of the DBF programme of ICFA effective from 1.12.2002(CIRCULAR NO. PER/70/2002-2003 DATED 27.1.2003)

Other terms and condition as under will remain unchanged:

• Eligibility Criteria: Same as mentioned in I above.

• Reimbursement of Examination fee/Enrolments fee/Tuition fee etc.,

• The Bank would reimburse the enrolment, tuition/course and examination fees to eligible members of staff on successful completion of the course and on production of receipts.

• The examination fee would be reimbursed only once i.e. for the successful attempt.

• The annual subscription/service charges and expenditure relating to attending workshops would not be reimbursed. (Per/57/95-96 dated 16.10.95)

• Honorarium: Rs.2000/-

• Competent Authority: All staff members desirous of taking up Part Time/Correspondence

diploma/certificate courses in management subject of relevance to the Bank must obtain prior permission from the respective controlling authority i.e. DGM of Zone AGM or Region and DGM(Pers. & HRD) for H.O. departments as per application form enclosed ( PER/77/97-98 dated 19.2.98)

Index Page List of Computer Training Institutes Recognised by the Bank:


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1. Computer Society of India, Bombay ( and other centers)

2. National Institute for Training & Industrial Engineering Mumbai.

3. CMC, Ltd., Mumbai ( and other centers)

4. Tata Institute of Fundamental Research, Mumbai

5. Indian Institute of Technology, Mumbai, Kanpur, Kharagpur, Madras, New Delhi.

6. Regional Computer Center, Pune, Chandigarh, Calcutta

7. Indian Institute of Science, Bangalore,

8. Indian Statistical Institute, Calcutta,

9. Birla Institute of Technology & Science, Pilani.

10. Electronics Corporation of India Ltd., Hyderabad,

11. Indian Institute of Management, Ahmedabad, Bangalore, Calcutta.

12. Jamnalal Bajaj Institute of Management Studies, Mumbai

13. Aligarh Muslim University, Aligarh.

14. Jadhavpur University, Calcutta.

15. Jawaharlal Nehru University, New Delhi. 16. University of Roorkee.

17. Administrative staff college of India, Hyderabad. 18. University of Mumbai. 19. All Universities in India provided the course offered by them satisfy our criteria in

regard to minimum tuition hours, proficiency in at least one computer language etc.,

20. Maharashtra Board of Technical Examination for one year part time post graduate

diploma “ Computer Programming Systems Analysis and its Application” The Boards of Technical Examination of other states offering the similar diplomas may also be considered.

21. Department of Electronics Accreditation of Computer Course ( DOEACC ) Society.

(Circular No. Per/31/ 2000-2001 dated 26.6.2000) It has been decided to include the following institutions in the approved list of institutions for the purpose:-

i/ APTECH ii/ NIIT iii/ CISTEMS iv/ STG



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7. FORWARDING APPLICATIONS OF BANK EMPLOYEES SEEKING EMPLOYMENT IN FOREIGN COUNTRIES Instances have come to light where bank employees have been negotiating employment in foreign Bank’s without seeking the requisite permission from the Management. All employees are, therefore, advised in their own interest to negotiate employment with other institutions whether in India or abroad only through proper channel. Any lapse in this regard will be viewed seriously by Bank. (CIRCULAR NO. PER/11/78 DATED 28.2.78) Index Page 8. OVERSEAS STUDIES With a view to providing incentives to officers of the Bank within the age group 35-45 to pursue further studies in subjects the knowledge of which may prove useful to them in the discharge of their duties and which would also be beneficial to the Bank, the Bank may extend certain assistance to the officers proceeding to Universities/Institutions abroad for PhD/Master Degree/Other specialised studies in cases where fellowships/assistantships have been arranged by the officers on their own initiative. Such assistance may comprise:

• bearing of cost of passage; • granting special leave without impairment of seniority and promotions; • payment of certain emoluments during the period of special leave for subsistence

of the family in India and the continuance of occupation by the family of the residential accommodation provided by the Bank;

• granting ad hoc loans, where essentially required for outfit, etc., and/or for supplementing (subject to exchange clearances) the fellowships/assistantships amounts.

Appropriate safeguards would, however, be taken by the Bank to ensure that officers assisted by the bank for approved overseas studies return to the Bank and serve it long enough thereafter for the Bank to derive full benefits of the assistance provided. Suitable bonds/undertakings, in this behalf with adequate financial stakes may also be prescribed. Such requests for assistance will be considered by the bank on merits. (CIRCULAR NO. PER/21/76 DATED 30.4.76) Index Page 9. STAFF MEMBERS SELECTED FROM BANK TO OTHER GOVERNMENT DEPARTMENTS- RETENTION OF LIEN ON JOBS The question of retention of lien on job in the Bank in respect of members of staff selected from the Bank to other Government Department/Organisation has been considered and it has been decided that no lien should be retained in the bank when a staff member is selected for job in a Government Department/other organisation etc., The person so selected should resign from his/her job in the Bank before taking up the job with Government Departments or other Organisation. (CIRCULAR NO. PER/37.87 DATED 17.4.87) 10. FORWARDING APPLICATIONS FOR SEEKING EMPLOYMENT IN OTHER ORGANISATION


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The bio-data of the employee/officer as per proforma given in the office order O/31/93-94 dated 17.11.93 (specimen given at page no. 301) be furnished alogwith the note submitted by the Zonal Office / Departmental Heads for taking a view by the competent authority in the matter. [CIRCULAR NO. PER/17/82,PER/51/82,PER/37/88 AND PER/57/93-94 DATED 11.2.82,26.4.82,2.3.88 AND 8.9.93 AND OFFICE ORDER NO.O/31/93-94 DATED 17.11.93] 11. STAFF SUPERVISING: FORWARDING APPLICATIONS FOR SEEKING EMPLOYMENT IN OTHER ORGANISATION All such applications will be forwarded only after taking prior approval of the Appointing Authority in case of Supervising Staff and by Controlling Authority in the case of Award Staff. (CIRCULAR NO. PER/17/82 DATED 11.2.82) Applications received for taking up another job from officers, other than P.O. may be forwarded to the concerned authority without any certificate, comment or recommendation, etc., on the condition that, in the event of the employee being selected for the post applied for, he will be required to resign from the Bank’s service in terms of the service rules and no request for a lien in the Bank’s service or re-employment in the Bank subsequently will be entertained. Index Page As for the P.O., such application need not be forwarded by the Bank except in the case of P.O. belonging to SC/ST communities. (CIRCULAR NO. PER/51/82 DATED 26.4.82) The application of the employees/officers may be forwarded without any comments. In the advice to the employees/officials it should be made clear that in the event of their resigning from the Bank’s services, their requests for re-employment in the Bank will not be considered under any circumstances. In case any employee against whom disciplinary case is pending or contemplated, it would not be appropriate to forward his application to the prospective employer. These cases should be examined carefully by the Z.O. and their recommendations( along with a self-contained note detailing the nature of irregularities, progress of disciplinary action etc.) should be forwarded to H.O. for prior approval. When applications are forwarded at the request of the officer it should be clarified to the outside organisations that release of the officer/employee concerned would be subject to, interalia to giving the usual notice of three months from the date of tendering the resignation in writing and that the bank reserves the right to itself to take a decision in the matter either way depending on the circumstances of the case. The said guidelines would be equally applicable in case of workmen staff except that the notice period in case of letter of resignation would be one month and the appropriate authority will not be below the rank of AGM. (CIRCULAR NO. PER/37/88 DATED 22.3.88) The controlling authorities while forwarding such applications to H.O. in addition to the compliance of the existing guidelines, will submit full details pertaining to the employee viz.,place, period, position, if the applicant had ever been deputed abroad by the Bank earlier should be specifically mentioned. In case the applicant had never been deputed abroad, the Controlling Authorities will invariable append a certificate the ‘ It is certified that the applicant has never been deputed abroad by the Bank so far’


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(CIRCULAR NO. PER/57/93-94 DATED 18.9.93) Index Page 12. INCENTIVISING ACQUISITION OF QUALIFICATIONS IN AMFI CERTIFICATION PROGRAMME – HONORARIUM TO THE OFFICERS / STAFF OF THE BANK . There is a distinct trend towards bank branches offering their customers the entire gamut of financial products and services under one roof. In this connection, it has been decided to take up the sale of Mutual Funds of SBI Funds Management Pvt. Ltd. through our branches to augment fee-based income and increase profitability. The products are proposed to be marketed by our all branches. As per guidelines of SEBI only AMFI certified agents are allowed to sell Mutual Funds. As such at least one officer or staff member of each potential branch will need to pass AMFI certification test. Therefore, Bank has been decided to select members of staff and provide them training in the Mutual Fund Sales. Arrangement would be made for administering the AMFI test to the staff at the end of the training To encourage members of staff to pass the AMFI certification test, Bank has introduced an incentive scheme, on successful completion of the test, as under:-

i) Reimbursement of Rs.800/- towards examination fees and cost of study materials.

ii) Payment of one time honorarium of Rs.2,500/-

iii) The incentive scheme is effective from 01.01.2004.

The members of staff will have to obtain requisite certificate from AMFI before claiming the incentive. The process of obtaining the AMFI certification will be facilitated by SBI Mutual Fund.

In respect of the employee working in branches / zonal offices, Controlling Authorities/ Zonal

Heads and in respect of employees working in Head Office, Dy. General Manager, Personnel &

HRD will be the Competent Authority to approve the payment of honorarium. Claims for

honorarium will have to be submitted in the form of a simple application alongwith a verified

copy of the certificate issued by AMFI and duly verified by the Concerning Head. The payment of

honorarium will be made to the debit of Charges Account (Sundry Expenses).

(CIRCULAR NO. PER/ 27 /2004-05 dated June 09, 2004, PER/39/2004-05 dated June 30, 2004) Chaitra 14, 1929 REIMBURSEMENT OF ACTUAL EXAMINATION FEE & COST OF STUDY MATERIAL FOR PASSING AMFI CERTIFICATION EXAMINATION AND PAYMENT OF HONORARIUM In terms of H.O. Circular No. PER/ 27 / 2004-05 dated June 9, 2004 scheme to encourage members of staff to pass the AMFI certification test was circularised. Presently AMFI examination is conducted through offline mode by Indian Institute of Capital Market (IICM) and online mode through National Stock Exchange(NSE). Since the examination fee is being revised by the concerning agency from time to time therefore, it has been decided


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that the actual examination fee be paid upfront to the staff members who have been identified for training to pass AMFI certification exam for both the mode i.e online as well as off-line. However reimbursement of cost of study material upto Rs. 300/- and payment of one time honorarium of Rs. 2500/ will be made to the concerned staff members only after successfully passing the certification examination. (CIRCULAR NO. PER/ 01/ 2007-2008 April 4, 2007) Index Page 13. INCENTIVE SCHEME FOR PROFESSIONAL QUALIFICATIONS ORACLE CERTIFIED PROFESSIONAL EXAMINATIONS- REIMBURSEMENT OF EXAMINATION FEES AND PAYMENT OF HONORARIUM Currently, ORACLE is being used successfully in various areas/projects in the Bank, viz., MISLA, Pension and Provident Fund, State Bank Electronic Payment System (STEPS). The new core Banking solution Asset liability Management and Trade Finance applications are also ORACLE based. In the above context of Bank’s roll over to ORACLE RDBMS as the, main plat form for all major database applications, ORACLE knowledge and expertise will enhance the quality of functioning of the officials in these fields. Further, the ORACLE Certifications establish a standard or competence in specific job roles and are a valuable; Industry- recognized credential that signifies a proven level of knowledge and skill in these areas. It has therefore, been decided to intensifies acquisition to ORACLE Certified Professional Qualifications. The salient features of the Incentive Scheme are:

1. The following two certifications by ORACLE will be eligible for incentives under the scheme.

ORACLE Certificated Professional Data Base Administrator (OCPDBA) (any version).

2. Incentives on acquisition of the certification: i) reimbursement of examination fees on actual basis upto a

maximum of Rs. 30,000/- ( Rs. Thirty thousand only), on production of receipts/satisfactory documentary evidence.

ii) Honorarium of Rs. 5000/- (Rs. Five thousand only)

3. The scheme is effective from 20.5.2003 Discount coupons of substantial value are allowed by ORCALE if the candidate obtains training from ORACLE Corporation itself or its educational partners.While effecting reimbursement of examination fees, a suitable declaration should be obtained from officer/employees regarding amount of discounts availed of by him/her, if any. As usual prior permission from the competent authority as per the extant structure laid down for granting permission to pursue any part time management course has to be obtained by the concerned employee for pursuing the course. (CIRCULAR NO. PER/19/2003-2004 DATED 5.6.2003) No computer institute has been recognized for training / preparation for the said examination. However, it is clarified that the ORCALA Certified Professional Examination should be undertaken only at an “Authorises Prometric Testing Center (APTC)”. The details of which can be obtained from the sites www.orcale.com or www.prometri.com.

http://www.orcale.com/�

http://www.prometri.com/�


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CIRCULAR NO. PER/36/2003-2004 DATED 23.8.2003 Index Page 14. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEE AND PAYMENT OF HONORARIUM IN RESPCT OF DIPLOMA IN TREASURY INVESTMENT AND RISK MANAGEMENT (DTIRM) EXAMINATIONS CONDUCTED BY THE INDIAN INSTITUTE OF BANKERS The related courses are as under:-

9. Diploma in Treasury, Investment and Risk Management 10. Diploma in Capital Markets and Merchant Banking 11. Diploma in International Banking and Finance 12. Diploma; in Banking Technology 13. Diploma in Advanced Rural Banking

The Scheme Provides for: a) Reimbursement of the examination fee to the successful candidates who

pass the diploma course within the time frame stipulated by the IIB. Employees who complete the Diploma Examination in Banking Technology may be reimbursed additional fees for project work.

b) Payment of Honorarium of Rs. 2000/- (Rupees two thousand only) to employees who complete the Diploma course as per the guidelines prescribed by the IIB. Employees who pass the examination in one attempt with the distinction (as defined by IIB) may be paid a higher honorarium of Rs. 3000/- only. (Rupees three thousand only).

(CIRCULAR NO. PER/45/2003-2004 DATED 3.11.2003) 15. DEPOSITORY SERVICES NSDL’S CERTIFICATION PROGRAMME: REIMBURSEMENT OF FEES Our Bank is one of the Depository Participants linked to NSDL and our D.P. Services are now operational in some of the centers and are expected to be introduced in few more centers in due course. As part of its quality improvement programme for the staff of the Depository Participants, NSDL has introduced a certification programme and has made it mandatory for a DP to ensure that each of its DP units has a least one employee who has successfully cleared the certification programme. The certification programme is titled “NSDL- Depository Operations Module” in NCFM (NCFM’s Certification in Financial Markets). In addition, NSDL is having two modules- Capital Market Module and Derivatives Module. Other particulars of the examination are as under:-

• Is is an on line examination system where testing, assessing, scores reporting and invigilation are automated.

• There are no restrictions of age or qualifications for registration to the NCFM programme for taking the NSDL-Depository Operations Module.

• The NCFM test will be conducted at Mumbai, Delhi, Calcutta, Chennai, Hyderabad, Ahmedabad and Pune at NSE offices.

• The test will be conducted on a daily basis at all centers. The test days and timing have been kept flexible for maximum convenience.

• To keep the scores current, the candidate will have to reappear for the same module after 3 years.

• To join the NCFM programme, the candidate has to register with NCFM by filling up a registration from. For taking a test on the NSDL Depository Operations Module, the candidates should enroll for the same.

• Certificate will be awarded only to candidates securing 60% or more marks.


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• The Fee structure for the NCFM Programme is asunder:-

Registration fees Rs. 200/- Test Fees Rs. 500/-

• The registration fee is a onetime payment. Once the candidate is registered in the NCFM programme, the candidate can take as many modules and number of attempts as desired, by paying the Test fees for every attempt. Fees once paid will not be refunded.

Accordingly, we may reimburse the Registration Fees and Test Fees for the successful completion of The NCFM- Depository Operations Module Examination to the staff.

• Pay one time honorarium of Rs. 2500/- • To reimburse the test fees for the successful completion of the test every three years to

keep the scores current. • On payment registration fees and enrollment fees, NSDL would provide the candidate a

set of books and study material. Hence cost of books and other study material would not be reimbursed.

• Since NSDL instructions are effective from 1.1.2000, some of the staff members may have completed the examination successfully before Bank’s instructions are issued. It has been decided to reimburse, as one time measure, the Registration fees, Test Fees and one time honorarium of Rs. 2,500/- for the successful completion of the test during th4 intervening period i.e. 1.1.2000 to the date of issue of the instructions.

• Members of staff desirous of appearing for the examination would be required to seek prior approval from the concerned controlling authority. This is in line with the structure for permission to appear for the computer course examination Management courses as laid down vide H.O. circular No. Per/82/93-94 dated 22.1.1994 and Per/16/2002-2003 dated 10.5.2002

Index Page INTRODUCTION OF SCHEME OF REIMBURSEMENT OF PREPARATORY TRAINING COURSE (PTC) AND EXAMINATION FEE ON COMPLETION OF CERTIFICATE COURSE OF THE BUREAU OF ENERGY EFFICIENCY CONDUCTED BY THE NATIONAL PRODUCTIVITY COUNCIL Energy audit for large buildings will be a necessity as per Energy Conservation Act. (2001) and our accredited auditors will go a long way for compliance of the provisions of the act. Therefore abovementioned course conducted by the National Productivity Council has been included under the Bank’s extant scheme for reimbursement of Preparatory Training Course (PTC) and examination fee subject to the following guidelines: - i) The scheme is applicable to Bank’s Engineers and Fire Officers only. ii) The official will have to seek prior permission from the Bank before taking up the course.

The authority to permit in this case will be DGM (Personnel & HRD), Head Office, Jaipur. iii) Reimbursement of the Preparatory Training Course (PTC) of Rs.10000/- and the

examination fee of Rs. 10500/- on successful completion of the course. iv) No honorarium will be paid by the Bank to the officials on completion of the course. (CIRCULAR NO. PER/ 47 /2006-07 September 13, 2006) SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM:


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FINANCIAL PLANNING & WEALTH MANAGEMENT CERTIFIED FINANCIAL PLANNER (CFP) BY FINANCIAL PLANNING SERVICES BOARD (INDIA) (FPSB) POST GRADUATE DIPLOMA IN FINANCIAL ADVISING (PGDFA) BY INDIAN INSTITUTE OF BANKING AND FINANCE (IIBF) It has been decided to include the Financial Planning and Wealth Management Certified Financial Planner (CFP) course by Financial Planning Services Board (India) (FPSB) and Post Graduate Diploma in Financial Advising (PGDFA) course by Indian Institute of Banking and Finance (IIBF) Mumbai, in the Scheme for Reimbursement of Fees & Payment of Honorarium on successful completion. Brief details of these courses are as under:- (A) CERTIFIED FINANCIAL PLANNER (CFP) CONDUCTED BY FPSB (INDIA) i) FPSB (India) is a professional standards setting body that guides the development and promotion of standards for professional Financial Planning. FPSB (India) is an affiliate of FPSB, DENVER, USA, which oversees theinternationally recognized CFP Certification. FPSB does not have any training establishment. 37 Private Institutes, in 12 cities provide training for CFP certification as FPSB's Authorised Educational Providers. ii) These institutes charge between Rs. 55,000/- to Rs. 85,000/- per candidate for one year. In addition each candidate will also have to pay membership and examination charges ranging from Rs. 9,500/- to Rs. 15,500/-. The course is a professional one of a high standard and has the undernoted 6 modules: Module I : Introduction to Financial Planning Module II : Risk Management & Insurance Planning Module III : Retirement Planning & Employee Benefits Module IV : Investment Planning Module V : Tax & Estate Planning Module VI : Financial Plan Construction (B) POST GRADUATE DIPLOMA IN FINANCIAL ADVISING (PGDFA) CONDUCTED BY INDIAN INSTITUTE OF BANKING AND FINANCE (IIBF), MUMBAI i) IIBF Mumbai has introduced similar course with technical support from the Securities Institute, Australia, a pioneer in the area of Financial counselling and advising, to create a cadre of financial advisors in the financial sector. ii) The examination will be held twice a year in June and December, at six centers viz. Hyderabad/Bangalore/Mumbai/Chennai/Kolkata and New Delhi. The candidates are required to pass following six papers within a time limit of three years i.e. six attempts. Introuction to Financial Planning Managing and Marketing of Financial Services Securities Markets and Products Insurance Products (Including Pension Products) Mutual Fund Products and Services Banking Products and Services The fee for the above course is Rs. 10,000/- + Rs. 300/- as a one time registration fee (for a non member) 2. The officials who successfully complete CFP/PGDFA course will be reimbursed the membership fees, tuition fees and the examination fees on actual receipt basis and each such official also be paid honorarium of Rs. 20,000/- for successfully completing the CFP course and Rs. 7,500/- for PGDFA course respectively. 3. Since the reimbursement/honorarium to be paid are quite high, it is stipulated that the concerned official would be required to execute a suitable undertaking/bond agreeing to serve the Bank for a minimum period of 3 years from the date of receiving the reimbursement/honorarium.


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4. As the CFP course would take upto 6 months for completion, it has also been decided that once an official completes 3 of the 6 modules, an honorarium of Rs. 7,500/- may be paid to the concerned official. This may be adjusted against the final honorarium of Rs. 20,000/- payable on successful completion of the CFP program. In case the officer fails to complete the course successfully, the amount may be recovered from him. 5. The official will have to seek prior permission from the Bank before taking up the course. The authority to permit in this case will be Deputy General Manager (Human Resources), Head Office Jaipur. 6. As these courses will be a part of the Bank's efforts to build up a cadre of knowledgeable officials in the area of Financial Planning & Wealth Management, all the Branch Managers / Chief Managers / Asstt. General Managers / Dy. General Managers / Controlling Authorities and Departmental Heads will ensure to identify and motivate the officials working under them to join the above course. (CIRCULAR NO. PER/52/2008-09 September 29, 2008) Index Page In accordance with the Workmen compensation Act, 1923 and/or Scheme framed by the Bank, compensation is payable to family of an employee in the event of his death while on duty or as a result of dacoity/robbery/attack by terrorists, and to an employee in case of disability/serious injury etc., suffered by him while on duty. The definition of family is the same as prescribed in the respective service rules of officers and workmen staff. The salient features of the scheme are as follows:- SCHEME NO. 1 PAYMENT OF COMPENSATION IN THE EVENT OF DEATH/DISABILITY/SERIOUS INJURY SUFFEFRED BY EMPLOYEES WHILE ON DUTY i) Coverage: The compensation shall be payable only in cases of accidents resulting in death, serious injury etc., to the permanent employees (including part time sub –ordinate staff) arising out of and in the course of performance of official duties. It shall not cover accidents/death or injury in the following cases

• when the employee is not on duty OR when the accident has been caused due to his own negligence OR while he was traveling from or to his place of duty at permanent headquarters from residence or vice/versa;

• while he was under influence of liquor or drugs; • because of intentional self injury, suicide or attempted suicide; • due to employees’ committing breach of law with a criminal intent;

• by an act which a normal person would not commit and/or of his failure to perform a

statutory obligation and because of any disease, illness, preganancy etc., whether directly or indirectly;


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Cash compensation and other incentives In the event of death an permanent disablement/serious injury resulting in cessation of service, cash compensation up to the amount mentioned below may be considered: Supervsing staff Rs. 5 lakh

• These ceilings are effective from the 29th May, 2002. In case, the employee concerned is covered by a Group Accident Insurance, then the compensation amount shall be either as indicated above are available under the insurance cover, whichever is higher.

• In case of serious; injury causing loss of limbs etc., not resulting in cessation of service, cash

compensation within the abovementioned limits may be considered depending on the nature of injury and the extent of partial disablement in each case.

• In addition to the payment of compensation, the injured employee may also be granted

the following facilities:

(i) Special leave for the period of medical treatment and recuperation as may be advised by the Bank’s authorized Medical Officer and

(ii) Reimbursement of medical expenses to the full extent.

Index Page SCHEME NO. 2 PAYMENT OF COMPENSATION TO EMPLOYEE/GENERAL PUBLIC/POLICE PERSONNEL WHO ARE KILLED/INJURED IN DACOITIES/ROBBERY / ATTACK & REWARD TOTHOSE WHO ACTIVELY RESIS THEM A. In case of Bank Employees i) Eligibility: Officers and workmen staff including permanent or temporary employees who are killed as a result of or during bank robbery or terrorist attack on the Bank/Bank employees or those who actively resist Bank Robbery/terrorist attack. ii) In case of death of employee: Cash compensation: In case of death of an employee as a result of or during Bank robbery or attack by terrorists on Bank employees during as well as after office hours in any part of the country, the family of the deceased will be given compensation by the Bank as follows:

• Executives in Scale –IV onwards Rs. 5 lakh • Officers Scale I to III Rs. 3 lakh • Clerical staff Rs. 2 lakh • Subordinate staff Rs. 1 lakh

a) Other incentives: The Bank will consider giving employment to one member of the family

of the deceased in accordance with the guidelines for compassionate appointments. If any compassionate employment is given, the loans for housing etc., which might have been availed of by the employee maybe transferred to the family member, irrespective of his/her normal eligibility. In case compassionate employment is not taken up:

b) the pay and allowances last drawn by the deceased may be extended to the family of

the deceased till one of the children of the family of the deceased reaches the age of 21 years or the date on which the deceased would have retired in normal course, whichever is earlier. Such payment of pay and allowances will be available only if the dependent is not gainfully employed elsewhere.


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The interest part of the loan may be waived and the principal amount recovered from the compensation, other dues payable. Index Page ONLY ONE OF THE BENEFITS VIZ COMPASSIONATE APPOINTMENT OR PAYMENT OF SALARY WILL BE AVAILABLE. Reimbursement of educational expenses of the dependent children of the deceased up to and inclusive of graduation. 3. In other cases: i) Cash Reward: A cash reward not exceeding Rs. 50,000/- will be considered for employees who actively resist bank robberies and terrorists attacks on Banks. This will be in addition to the compensation, if any, to which the person may be entitled to under the provisions of various Acts/Rules governing him/her. ii) Other incentives: a) Consideration for out of turn promotion if they satisfy the minimum conditions of eligibility prescribed for direct recruits to the post but without reference to the number of years of service rendered. Such employees will be interviewed by a committee duly constituted for the purpose by the Bank; OR Where the employee does not fulfill the minimum eligibility criteria prescribed for promotion to the next higher grade/scale, he may be paid fixed personal pay (with immediate effect) equivalent to three increments with DA thereon. Such Fixed personal pay shall, however, not be reckoned for other benefits including terminal benefits. It is clarified that fixed personal pay shall be equal to: • In the case of an employee drawing pay at the maximum, 3 times the amount of

increment last drawn; • When he is at one stage lower than the maximum, next increment plus twice the last

increment; • When at 2 stages lower, next 2 increments plus one increment equal to last increment

drawn. b) Full reimbursement of medical expenses for treatment of injury, including hospitalization expenses, and cost of artificial limbs. c) Special leave for treatment and convalescence as per the recommendations of the Bank’s authorized doctor. d) It is clarified that an employee who is to be given out of turn promotion, has to be considered for promotion to the immediately next cadre e.g. if a clerk has to be given such promotion, he has to be given out of turn promotion; he can be promoted to MMGS-II only. GENERAL Index Page a) In case of employees covered by the Workmen’s Compensation Act. 1923, viz watch and ward staff, drivers and electricians, in the event of death or disability ( as defined in the Act) suffered during or as a result of bank robberies or attack by terrorists, besides the compensation payable under Scheme-II, additional compensation may be paid either under the Act. Or under Scheme-I whichever is higher.


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b) In case of other employees not covered by the Workmen Compensation Act, 1923, in the event of death or disability; suffered during or as a result of Bank robberies or attack by terrorists, besides the compensation payable under Scheme-II, additional compensation may be paid under Scheme-I FOR CUSTOMERS/MEMBERS OF PUBLIC/POLICE FORCE Eligibility Compensation, incentives and/or rewards under this scheme are payable to customers, members of public and members of police force who resist Bank robbery or terrorist attack on the Bank. IN CASE OF DEATH In respect of persons other than the Bank employee who may get killed as a consequence of or during Bank robberies and terrorist attacks on the Bank, the Bank will pay a lump sum compensation of Rs. 1 lakh to the family of deceased. In other cases a) Cash reward A customer, member of public or member of the police force who actively resists Bank robberies and terrorist attack on Banks, may be considered for a cash reward not exceeding Rs. 50,000/- b) Other incentives Full reimbursement of medical expenses to a customer, member of public or the police force, where necessary, where necessary, for treatment of injury including the cost of hospitalisation and artificial limbs, etc., The workmen compensation act, 1923 In case of Banks, the Workmen compensation Act, 1923 covers watch & Ward staff, drivers and electricians. For the purpose of computing monetary compensation payable under the Act to employees who die while on duty or suffer injuries/disability as defined in the Act while on duty, the monthly wages shall be Rs.4000/- p.m. The quantum of compensation payable shall be computed as follows: a) in case of death: An amount equal to 50% of the monthly wages of the deceased multiplied by the factor given in Schedule IV of the Act corresponding to his age at the time of death or Rs.80,000/- whichever is more. Index Page b) In case of permanent total disablement: An amount equal to 60% of the workmen’s monthly wages multiplied by the factor give in Schedule IV of the Act corresponding to his age or Rs. 90,000/- whichever is more These provisions shall be effective from the 8th December, 2000. A table showing compensation payable is enclosed with the circular. INTERPRETATION OF PROVISIONS


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The decision of the Bank in regard to interpretation of any provision of this Scheme shall be final and no appeal shall lie against it. COMPETENT AUTHORITY The competent authorities for sanction of cash compensation, reward, medical expenses, etc., based on the recommendations of respective Controlling Authorities on the prescribed proforma (enclosed with the circular) under the schemes are enclosed with the circular. (Circular No. Per/74/2002-2003 dated 11.2.2003) Index Page • In the cases of accidents resulting in death or permanent disability/serious injury resulting in

cessation of service of a permanent employees ( including part time) cash compensation upto the amount mentioned below may be considered.

Supervising Staff Rs. 1,00,000/- Clerical Staff Rs. 70,000/- Subordinate Staff Rs. 50,000/- (including watch & ward)

• No compensation will be payable if the employee is not on duty when the accident

occurs or it has been caused due to his own negligence, under the influence of liquor, drugs, or as a result of intentional self injury, suicide or attempted suicide.

• In case of serious injury causing loss of limbs etc. not resulting in cessation of service, cash compensation within the above mentioned limits may be considered depending on the nature of injury and the extent of partial disablement in each case.

• In addition to the payment of compensation the injured employees may also be granted the following facilities:-

• Special leave for medical treatment and recuperation as may be recommended by the Bank’s authorised Medical Officer, and;

• Reimbursement of medical expenses to the full extent as is permissible under improved/special medical aid scheme in respect of Award Staff and with the approval of Executive Committee in respect of Supervising Staff.

• The under noted officers will be the competent authorities for sanction of cash compensation, medical expenses etc. under the above scheme:-

Index Page

Cash compensation Managing Director Medical expenses As per existing authority structure Special leave: a/ For all employees of the Bank upto the level of General Manager CGM b/ CGM MD c/ MD E.C.



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The grant of cash award under the above scheme is exempt from income tax under sub.clause (ii) of clause 17(A) of Section 10 of the Income Tax Act. (CIRCULAR NO. PER/40/93-94 DATED 30.7.93) Index Page

CLUB MEMBERSHIP Officers in specified positions i.e. All Branch Managers, Manager of Divisions and officers in SMGS-IV & above, may be allowed to avail the facility of joining one club in their area. Admission fee of Rs. 1000/- and membership subscription not exceeding Rs. 1000/- per annum, may be reimbursed in such cases. Excess of annual subscription may be borne by the officer or claimed through his personal entertainment quota (PEQ). In addition, local Bankers’ club membership may be allowed depending on the merit of each case. In case the facility of Club Membership is once allowed to an officer, he may be permitted to enjoy the facility even after change of his assignment. The membership subscription in case of officer of our Bank, who are permitted to become members of the club, be paid to the debit of Bank’s Charges Account. (Circular No. Per/103/81 dated 15.10.81, Per/47/93-94 dated 27.8.93 and Per/29/96-97 dated 15.7.96) The ceilings of entrance fee for club membership for Branch Manager will however be Rs.2000/- and there will be no change in the annual fee of club member ship. (CIRCULAR NO. Per/70/2003-2004 dated 8.1.2004) Index Page SUPPLY OF CLEANSING,DISINFECTING MATERIALS Cleansing/disinfecting materials are supplied to officers provided with leased housing accommodation as well as those officers staying in their own houses/flats (constructed /acquired with Bank’s finance) and supplied with furniture items. The items( specified by the Bank) are to be supplied at a reasonable cost within the under-noted monetary ceilings:-

Scale Existing instructions Revised Ceiling (Increase of 50%)

JMGS-I Rs. 400/- Rs. 600/- MMGS-II & III Rs. 500/- Rs. 750/- SMGS-IV Rs. 550/- Rs. 825/- SMGS-V Rs. 650/- Rs. 975/- TEGS- VI & VII Rs. 800/- Rs.1200/- TEGSS-I & II Rs. 1000/- Rs.1500/- The above ceiling will be effective from the 1st June, 2007 and will remain in force for at least 3 years thereafter. All other terms and conditions mentioned in our above referred circulars will remain unchanged. Further, as the amount of reimbursement of cost of cleansing material received by the officers is now taxable in their hands, henceforth the reimbursement of such expenses be made on


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certificate basis without insisting for production of bills. However, the officer will have to purchase the items as per the list prescribed by the Bank for the purpose and give a declaration in their certificate to this effect. The cash memos of the items purchased by the officer should be preserved by themselves (Circular No. Per/ 26 /2007-2008 dated June 23, 2007, PER/43/77, PER/45/2001-2002, PER/79/2001-2002 and PER/79/2003-2004 dated 08.09.1977, 06.09.2001, 26.11.2001 and 28.01.2004 respectively whereby we had advised revised Effective from 1.10.89 the exact items of cleansing/dis-infecting material will be supplied to the officers who have been provided with the Bank’s furnished residential accommodation. List of items for the various categories of officers is as under:- Index Page OFFICERS IN SMGS-V, SMGS-IV, MMGS-III

i/ 3 Tins Vim (Standard size) ii/ 1 litre Finit iii/ 2 bottles while cleaner ( 2 litres) iv/ 3 floor swabs v/ 2 yellow dusters vi/ 3 Table dusters vii/ 2 Soft Brooms ( alternative month) viii/ 2 lavatory brush ( quarterly) ix/ 1 scrubbing brush ( quarterly)

OFFICERS IN MMGS-II AND JMGS-I

i/ 2 Tins Vim (Standard size) ii/ 1 litre Finit iii/ 1 bottles while cleaner ( 1 litres) iv/ 2 floor swabs v/ 1 yellow dusters vi/ 2 Table dusters vii/ 1 Soft Brooms viii/ 1 lavatory brush ( quarterly) ix/ 1 scrubbing brush ( quarterly) x/ 1 packet cleaning powder ( one kg)

RATIONALE: Due to continuous fluctuations in the cost of cleansing /dis-infecting material it has been considered necessary to provide/supply exact identified items. (CIRCULAR NO. PER/89/89-90 DATED 3.11.89) Officers who are provided with unfurnished residence accommodation or no accommodation irrespective of their grades/cadre will not be entitled for this facility. (CIRCULAR NO. PER/43/77 DATED 8.9.77) Index Page PROVISION OF PLASTIC BUCKET, MUGS, DOORMATS, DUSTBIN AND WATER CONTAINER AT THE RESIDENCE OF OFFICERS In view of the decisions arrived at in the Bipartite meeting held with ABOA on 18.08.2005 at Hyderabad, the Executive Committee of the Bank at their meeting held on 26.04.2006 has approved supply of the following items for use at the residence of officers every year, as under:-


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(i) Plastic Buckets and 2 Mugs costing Rs.200.00 (ii) Doormats (2 Nos) costing Rs.300.00 (ii) Dustbin (One) costing Rs.100.00 (iii) Water Container (1) (250 lts) costing Rs.500.00

Considering the problems faced by the officers, it has been decided that the above mentioned items will be purchased by the officers themselves and cost thereof will be reimbursement on certificate basis as per the annexure enclosed. The date of supply should be properly recorded in the service sheet / personal file of the official. Since the expenditure is of recurring nature, it will be debited to Charges A/c 'Misc.' The year for the purpose will be financial year and the time gap between the two supplies of items shall be minimum of one year. The following authorities are empowered to sanction the Bills who will ensure that the payment is made directly to the supplier:- Officers posted at H.O. and its establishments Chief Manager, Office Administration Officers posted at R.O./Z.O. Manager, Office Administration Officers posted at Branches Branch Managers

ANNEXURE STATE BANK OF BIKANER AND JAIPUR

CLAIM FOR REIMBURSEMENT OF EXPENSES INCURRED FOR PURCHASE OF SUNDRY ITEMS FOR THE YEAR----------------

1. Name of the officer: -----------------------------------P.F. / Employee No.--------------- 2. Designation: ------------------------ 3. Grade Scale: ------------------------ 4. Department: ------------------------ 5. Account No.: ------------------------ It is certified that I have availed the facility of furniture at my residence from the Bank. Address: --------------------------------------------------------------------------- I confirm that the sundry items purchased by me are as per list prescribed by the Bank for the purpose. I, therefore, request that an amount of Rs.1100/- (Rupees one thousand and one hundred only) may please be reimbursed to me. The facility last availed on: -----------------------------------------

Date: -------------------------- Signature of officer Scrutinized and found in order. Necessary noting has been made in the service sheet / personal file of the official. HEAD OF THE DEPTT. ------------------------------------------------------------------------------------------------------------ FOR USE OF OFFICE/BRANCH MAKING THE PAYMENT


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Sanctioned Rs._________ (Rupees__________________________________) to Shri__________________________ (by debit to charges a/c sundries) towards reimbursement of expenses for purchase of sundry items in terms of circular no. PER / 96 / 2009-2010 dated 26.02.2010. Sanctioning Authority Date: --------------- (Circular No. Circular No. PER/96/09-10 dated 26 February 2010 and Per/ 15/2006-2007 Dated May 11, 2006) Index Page CASUAL LABOUR / DOMESTIC SERVANT In terms of existing instructions, officers in the Senior Management Grade Scale V and above are reimbursed an amount of Rs 25.00 per day and officers in Scale IV are being reimbursed an amount of Rs 10 per day, for employing a casual labour for attending the maintenance of furniture, fixture etc., provided by the Bank at the residence. Due to a steep increase in the cost of living and consequential increase in the labour charges, the officers are experiencing difficulties in engaging casual labour for the aforesaid purposes within the existing monetary ceilings. Moreover, furniture and fixtures are now provided to all categories of officers. In view of the above, the Executive Committee of the Board, in its meeting held on 11th August, 2007, has decided to revise the existing monetary ceilings and also to extend the benefit to officers in Scale I, II & III. The revised ceilings of reimbursement of daily wages paid to casual labour by the officers is given below:

CATEGORY OF OFFICER

AMOUNT PER DAY (RS)

EXISTING REVISED JMGS I NA 10 MMGS II & III NA 15 SMGS IV 10 25 SMGS V 25 50 TEGS VI & VII 25 75 TEGSS I 25 100 TEGSS II 25 125

3. We reiterate that in terms of Circular No. PER/29/2001-2002 dated 06.07.2001 the aforesaid reimbursement can be made only when furniture is provided to the officer by the Bank to the extent of atleast 1/3rd of value of his entitlement, at the residence, provided by the Bank in the Bank's own house/flat/designated house or leased accommodation or officers own house constructed with the Bank's finance under Individual Housing Loan Scheme where the officer is staying/ permitted to retain his family in terms of Circular No. PER/84/2004-2005 dated 29.03.2005. If value of the furniture provided by the Bank is less than 1/3rd of entitlement of the officer, the reimbursement is not to be considered. 4. The revised instructions are effective from the 1st June 2007. (CIRCULAR NO. PER/ 44 /2007-2008 August 27, 2007) Index Page


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SUPPLY OF BRIEF CASE 1. Brief case will be provided to officers for their official use, subject to the following ceilings:-

Amount in Rs.

Grade Existing Amount Revised Ceilings JMGS-I 1400 1800 MMGS-II & III 1800 2300 SMGS-IV & V 2200 3000 TEGS-VI & VII 2600 3500 TEGSS I & II 3500 5000

The above ceilings come into force with effect from 22.2.2010. Further, as hitherto, brief case will continue to be supplied once in 3 years only to such officers who are required to carry official papers on a regular basis. (Circular No. PER/103/09-10 dated 20 March 2010, PER/ 65 /2005-2006 dated December 02 , 2005 and CIRCULAR NO. PER/51/99-2000 DATED 31.8.99 and EC memo dated 28.8.2002) 2. In all cases, supply of Brief case is made after a gap of not less than 3 years, subject to confirmation that old one supplied by the Bank is unserviceable. (CIRCULAR NO. PER/32/81 DATED 24.4.81) 3. Officers who are required to carry official papers/files beyond the Bank’s premises are supplied with brief cases. (CIRCULAR NO. PER/31/81 DATED 24.4.81) Index Page

REIMBURSEMENT OF ENTERTAINMENT EXPENSES, BUSINESS DEVELOPMENT In this connection, we advise that officers in the Bank, depending upon their Grades/Scales and positions, are being reimbursed with entertainment expenses incurred on entertaining customers upto the prescribed ceilings. Further, they are also reimbursed expenses incurred on tea, coffee, cold drink, snacks, etc. upto the ceiling as per the scheme. Keeping in view the all round increase in general price level, the Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached between Top Management and ABOA at the Bi-partite meeting held at Kumarakom on 22.02.2010, has advised that the existing ceilings of reimbursement of entertainment expenses and expenses incurred ontea/coffee/cold drinks/snacks shall be revised from the financial year 2009-10, as under: (A) Entertainment Expenses Category of officers Existing (Rs.)p.a. Revised (Rs)p.a.

TEGSS II 27,000 38,000 (ii) Officials having budgetary assignments, irrespective of their positions:


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Category of officers Revised (Rs)p.a.

TEGSS I 37,000 TEGSS VIII

Existing (Rs.)p.a. ______________________ Earlier they were not identified under "Budgetary assignment and were kept under "Other" category.

35,500

TEGS-VI 24,700 34,600 SMGS V 16,200 21,900 SMGS IV 14,300 19,300 MMGS III 11,700 15,800 MMGS II 10,100 13,150 JMGS I 8,500 11,050 iii) Officers of all scales in Operational assignments like, Field Officers, Accountants, Cash officers, Lead Bank Officers, District Coordinators, Credit Officer ((Rural CPC), Inspection Officer (Rural CPC), Customer Support Officer (Support Officer to RM-ME), Relationship Manager (Personal Banking branches - New business deptt. outfit), Sr. Marketing Executives (HLST), Team Leader (MPST), City Case Officer (SARC), CPC Team Leaders, Credit Analyst, COO in MCG/CAG and at other DGM headed branches, Case Lead Officers, Recovery & Rehabilitation officers at SAMBs, Customer Relation Officer (in redesigned branches), Relationship Manager (NRI), other similar BPR Role Holders etc.:- Category of officers Existing (Rs.)p.a. Revised (Rs)p.a.

SMGS V 15,000 20,250 SMGS IV 13,200 17,850 MMGS III 10,800 14,600 MMGS II 9,400 12,250 JMGS I 7,800 10,150 (iv) Other officers i.e. other than those mentioned above in para (ii) and (iii): - Category of officers Existing (Rs.)p.a. Revised (Rs)p.a.

TEGSS I 26,000 36,400 TEGSS VII 17,500 24,500 TEGSS VI 14,000 19,600 SMGS V 7,200 9,750 SMGS IV 6,200 8,400 MMGS III 5,200 7,050 MMGS II 5,200 6,750 JMGS I 4,100 5,350 (B) Reimbursement of expenses incurred on tea/coffee/cold drink/snacks etc. (i) It has also been decided to revise the ceiling on reimbursement of expenses incurred on tea, coffee, cold-drinks, snacks etc. as under: - Grade of officers

Managers of Divisions at branches, Lead Bank Officers, District Co-ordinators and Rural Development Managers, Relationship Managers (Rs.)

Branch Managers (Rs.)


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I II Existing (Rs.) Revised (Rs.)

p.a.

Existing (Rs.) Revised (Rs.) p.a.

TEGS-VI NA NA NA

4,550

SMGS V 3,000 3,500 3,250 4,000 SMGS IV 2,900 3,000 3,100 3,500 MMGS III 2,400 2,500 2,600 3,000 MMGS II 2,400 2,000 2,600 2,500 JMGS I 1,800 1,500 2,000 1,600 (ii) The discretion provided to CGM to permit reimbursement of expenses incurred on tea, coffee, snacks, cold drinks etc. by officials in BPR initiatives etc. as under: - Existing (Rs.)p.a. Revised (Rs)p.a.

3000 4000 (III) Further, the ceilings to incur expenditure for the purpose for officers in JMGS I to TEGS VII at Head Office, Zonal Offices and other establishments may also be revised as under: - Category of officers Existing (Rs.)p.a. Revised (Rs)p.a.

TEGS-VII 4,800 6,000 SMGS VI 3,600 4,500 SMGS V 3,000 3,700 MMGS IV 2,400 3,000 MMGS III NIL 2,400 MMGS II NIL 1,800 JMGS I NIL 1,200 4. Those officers who have claimed reimbursement of entertainment expenses as well as expenses on tea/coffee/cold drinks/snacks etc. in FY2009-10 at the then prevailing rates, will be entitled to claim the differential amount within FY 2009-10. 5. Overall annual eligibility of an officer will be considered pro-rata based on their period of assignments other than officers retiring on superannuation where ceiling for the whole year will be payable irrespective of date of retirement. 6. It may be noted that reimbursement of entertainment expenses are not taxable if they are incurred for wholly and exclusively for the performance/discharge of official duties supported by bills/cash memos. During the Financial Year 2009-10 the employees of the Bank have claimed such reimbursement on certificate basis, which are taxable in the hands of the employees as per Income Tax Rules. The Bank will bear the same for the Financial Year 2009-2010 only, therefore, it has been decided that all the employees of the Bank who are claiming reimbursement of entertainment expenses on production of certificate are advised to produce bill / cash memo to claim reimbursement of entertainment expenses from financial year 2010- 2011 (i.e. Assessment Year 2011-12). 7. Officers will not be eligible for any other reimbursement of entertainment expenses except as mentioned above from the Financial Year 2009-2010 and all other terms and conditions regarding reimbursement of entertainment expenses will remain unchanged. (Circular No. PER/101/09-10 DATED 20 March 2010 and Circular No.PER/ 62 /2006-2007 dated October 30, 2006)


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• At present, the officers in our Bank, depending upon their grades/scales and positions, are being reimbursed with the personal entertainment expenses incurred on entertaining customer’s upto the specified ceilings as under:-

• In respect of the ceilings fixed for Branch Managers, the above entertainment quota shall

be available to the eligible officers on pro rata basis only for the period they hold the position of Branch Manager.

• Further, the officials under the initiatives of the Business Process Re-engineering as

mentioned hereunder, which is designed to focus not only on the retention of the existing customers but also to grow business through relationship by up selling/cross selling of various Bank's Products:

• Relationship Manager (ME) Scale MMGS-III and SMGSIV • Relationship Manager (Per. Bkg.) JMGS-I and MMGS-II • AGM (SECC)/Marketing Officer in SECC Scale III • AGM (RACPC) • AGM, OSF (Home Loan)/Sr. Mkg. Executives Scale I/II • Marketing Manager (MPSF) Scale III/Sr. Mkg. Executive Scale I/II. • These officials have to frequently interact with the customers, for marketing,

designing various products, Cross Selling, pre-sanction survey, appraisal and documentation. In nutshell, the work profile of these officers is very much similar to Branch Managers.

• The officials mentioned in Point No. (i) to (vi) above under Business Process Re-engineering initiatives as well as heads of other Central Processing Cells, like Pension Cells, Cash Administration Cell (CAC) etc. (who have also to deal with authorities like AG Office, Police, District Administration etc. in addition to the customers) are also eligible for reimbursement of entertainment expenses at the same level as is the entitlement of the Branch Manager of their grade/scales.

(Circular No. PER/64/2005-2006 dated December 02, 2005 ,Per/74/2003-2004 dated 28.01.2004 and Per/24/2005-2006 dated 03.08.2005). Officers in JMGS-I posted as LBO/Distt. Co-ordinator/FO/Acctt./cash officer in a branch where no F.O. posted/all confirmed officers/confirmed specialist officers are eligible for this facility. (CIRCULAR NO. PER/113/98-99 DATED 12.3.99 AND PER/3/2001-02 DATED 19.4.2001 AND PER/113/2001-2002, PER/24/2005-06 DATED 3.8.2005) The facility of reimbursement of entertainment expenses as available to JMGS-I Officers posted as F.O./Acctt. be also extended to such of those officers who have completed the assignments of BM/FO/ACTT. And specialist officers whose seniority is equivalent the officers in JMGS-I posted as above. (CIRCULAR NO. PER/45/96-97 DATED 21.8.96) The facility of entertainment allowance may be extended to all confirmed officers in JMGS-I. (PER/113/2001-2002 DATED 19.3.2002). REIMBURSEMENT OF ENTERTAINMENT EXPENSES ON CERTIFICATE BASIS Such expenses can be reimbursed to eligible officers on certificate basis in which case 100% amount would be taxable. The officer willing to claim the same on production of bills may continue to do so by submitting the details as prescribed by the vide H.O. Circular No. Per/92/2003-2004 dated 11.3.2004.


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CATEGORISATION The norms of categorisation of branches, are under:- CATEGORY AVERAGE AGGREGATE INCUMBENCY DEPOSITS & ADVANCES DURING THE LAST TWO YEARS Small Branches Below Rs. 2 crores Scale -I Medium/Main Branches Rs. 2 crores and above Scale-II at State/District but below Rs. 15 crores Capitals Large Branches Rs. 15 crores and above Scale-III but below Rs. 50 cores Very Large Branches Rs. 50 cores and above Scale-IV but below Rs. 150 crores Exceptionally Large Rs. 150 crores and above Scale-V Branches Further, the divisions are created/categorised on the basis of same business norms as that applicable. (CIRCULAR NO. PER/40/96-97 DATED 12.8.96) CATEGORISATION OF POSTS: In terms of Regulation 6(1) of SBBJ (Officers’) Service Regulation 1979, the Competent Authority has approved the categorisation on the basis of extant guidelines, position of officers in MMGS-II and upto TEGS VI. The details are given in H.O. Circular No. (CIRCULAR NO. PER/ 61 / 2007 - 2008 DECEMBER 07, 2007) ENTRUSTEMENT OF DUTIES TO OFFICERS AT BRANCHES In terms of H.O. CIRCULAR LETTER NO. P/PCR/01/2002-2003 dated May 22 ,2002 it has been advised to refer to Booklet on Divisionalisation - 1985 and the instructions regarding Divisionalisation as laid down in the Book of Instructions ( Amended upto 31.3.1999) and clarified as under:-


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At certain Divisionalised Branches, the instructions regarding entrustment of duties to officers working thereat are not meticulously followed and the other officers are entrusted with the duties of a Segmental Manager which is not a categorised post at that branch resulting in unauthorised use of delegation of power. In view of the above, it is reiterated that in a divisionalised branch, all types of overdrafts/demand loans/term loans etc., be handled by the respective Divisions to the extent of discretionary powers allocated, in terms of the extant Delegation of Powers and the rest of the business of other departments should be the direct responsibility of the Branch Manager including positions withheld, for some Divisions. It is also clarified that no powers for entrusting the duties of a segment which is not created at a Branch to other officers are vested with Branch Manager/Controlling Authorities/Dy. General Manager of the Zone as the various positions at branches are categorised based on certain parameters with the prior approval of following authorities :-

i/ Posts in JMGS -I , MMGS-II & MMGS-III Chief General Manager ii/ Posts in SMGS-IV Managing Director iii/ Posts in SMGS-V, TEGS-VI & TEGS-VII Executive Committee

Index Page NEW ANNUAL PERFORMANCE APPRAISAL REPORT (AARF) AND KEY RESPONSIBILITY AREAS GUIDELINES FOR FILLINGTHE ANNUAL APPRAISAL REPORT FORM (AARF) In terms of H.O. Circular No.PER/97/2003-04 dated the 27th March 2004 Bank has inter alia, introduced New Appraisal System in our Bank w.e.f. 1st April, 2004 for the reporting period 31st March, 2004 and onwards. In this context, necessity has been felt for consolidation of some sort of guidance for proper compilation of the AAR Forms. Accordingly, Bank has evolved guidelines for compiling the captioned forms. The Reporting Authorities may refer the same before filling up the Annual Performance Appraisal Report. The new annual performance appraisal and report form (AARF) will provide essential inputs for assessing the performance of an officer which in turn will be useful for further advancement in the career of the officer. Therefore, it is important that the officer reported upon, the Reporting Authority and the Reviewing Authority should show their high sense of responsibility for filling the forms. The Reporting Authority should realise the importance of human resources and AARF should be used as a tool for human resources development. This is not meant to be a faultfinding process but a developmental one, so that an officer must realise his/her true potential. The various columns in the format should be filled with due care and attention and after devoting adequate time. It is expected that the Reporting Authority and the Reviewing Authority should report any shortcomings in performance, attitudes or overall personality of the officer reported upon. Although the performance appraisal is a year-end exercise the Reporting Authority / the Reviewing Authority and the officers reported upon should meet during the course of the year at regular intervals to review the performance and to take necessary steps for the improvement. The Reporting Authority should in the beginning of the year set quantitative / physical / financial targets in consultation with each of the officers who is required to report to him. In the case of


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officers having budgetary assignments, the settled budget will be the target. In regard to other officers, quantification of responsibility in terms of the identified Key Responsibility Areas (KRAs) may be done by the Reporting Authority with the officer concerned. The role and responsibilities of each officer are well defined and are well known to the Reporting Authority and the officer reported upon. The target/goals/action plan based on KRAs should be set at the beginning of the year to be reported on. While fixing the targets, priority should be assigned item-wise, taking into consideration the nature and the area of work and any special features that may be specific to the nature and the area of the work of the officer to be reported upon. In the case of officer taking up a new assignment in the course of reporting year, he/she will take over the targets set for the officer whom he is replacing. However, while reporting on such officer it will be important to take into consideration his/her performance in the assignment in which he has spent maximum period. Index Page FORM- I - ANNUAL APPRAISAL REPORT - This form contains basic data of appraisee i.e. the officer on whom the report is compiled in terms of assignments held and other information. Care should be taken to fill all the columns in the form. It is advisable that the appraisee should fill this form. FORM -II - SELF-APPRAISAL -

• Self-appraisal is an opportunity provided to the officer to openly express his/her performance during the period under review. It will be necessary to ensure that the forms are provided to all officers well in time to compile the report as on 31st March every year.

• Appraisee officer is expected to be frank and objective in making his/her own appraisal.

• In case space for writing comments is not sufficient, extra sheet(s) may be used.

• It is necessary to ensure that sufficient opportunity is given to Appraise. This form serves as

an additional source of information to Appraisor. If Appraisee officer does not submit the completed Self-appraisal form to the specified Reporting Authority within a month from the due date of the report, the Reporting Authority will proceed to record the Report without waiting for Self-Appraisal.

Item 1- Highlight of my performance - Business performance / Performance under KRAs – Officers should highlight their performance based on their assignments -budgetary and non-budgetary. Performance under KRAs (i.e. role and responsibilities) by the officer having non-budgetary assignments (e.g. officers working at HO/ZOs and officers other than Branch Manager / Managers of Divisions at Branches etc.) should be highlighted based on 'role and responsibilities' outlined in the AAR Form-III A under "KRAs particulars". House-keeping - Apart from highlighting positions of balancing of accounts, it must include positions of IBIT entries, dispatch of IBR/IBD/AGCL/ABSOT schedules, maintenance of files/data/records, up-keeping of premises etc. Branch Inspection & Audit Report / System Audit - Officer should highlight his/her contribution towards improvement of rating of the branch/department and any special steps taken for rectifying the irregularities and bringing the


423

branch to a state of normal efficiency or any other matter related to audit the officer wish to highlight. Index Page Any other area – Officer should highlight his performance in the area which are not covered under the above. (b) Item 2 - Areas where I feel I have not achieved - Officer should write the areas where he feels, he could not achieve. These include branch business, industrial relations, controlling of overheads etc. (c) Item 3 - Constraints faced – Officer should point out the constraints, if any, faced in performing his duties as assigned. (d) Item 4 - What according to me would enable me to perform better – Officer should mention the kind of support he needs from the Management e.g. infrastructure, staff, training etc. (e) Item 5 - Special tasks and achievements outside the Bank – Officer should highlight his achievements outside the Bank i.e. organising blood donation camp, any literary, sports or academic awards etc. or any other tasks which reflects officer's creativity / innovation. FORM III & III-A - AARF-III is applicable only in respect of officers having budgetary and operational responsibility such as Dy. General Manager (Zones), Assistant General Managers (Regions), Branch Managers, Managers of Divisions etc., while AARF III-A is applicable in respect of all other officers working in Branches as well as a Administrative Offices who do not have direct budgetary responsibility. FORM III - PART-A - BUSINESS PERFORMANCE - Details should be filled as per instructions given below - A- Data-based particulars - DEPOSITS - Average Aggregate Deposits - Personal Banking Deposits - C&I Deposits - Agricultural Deposits - SIB Deposits - Guidelines for filling up - By averaging 12 months figures of 'P' Form.


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Figures under deposits for 'P', 'C&I', 'Agri.' & 'SIB' Divisions to be filled in respect of Divisional Managers 'P', 'C&I', 'Agri.'& 'SIB' Divisions. ADVANCES - Average Aggregate Advances - C&I Advances - SIB Advances - Agricultural Advances - Personal Banking Advances - Guidelines for filling up - By averaging 12 months figures of 'P' Form. Figures under Advances for 'C&I', 'P', 'Agri.' & 'SIB' Divisions to be filled in respect of Divisional Managers of 'C&I', 'P', 'Agri. '& 'SIB' Divisions. BUSINESS INFORMATION - Income from Miscellanious Business - (Total of Discount, Exchange and Commission) Guidelines for Filling up - Total of all income should be filled up in the relevant columns. INTERNATIONAL BANKING - Sales. Purchases. Guidelines for Filling up - Foreign Exchange turnover under sales and purchases should be filled up. NET WORKING RESULT - PROFIT/LOSS - Guidelines for Filling up - Gross Profit / Loss figures to be reported here. QUALITY OF LOANS & ADVANCES - Assets (SA/SSA/DA/LA) - Guidelines for Filling up - Only percentage to total advance be reported under each asset. AGRICULTURAL ADVANCES RECOVERY - Guidelines for Filling up - Recovery under Agricultural advances to be reported under Item(ii), wherever it is applicable.


425

Index Page NOTE - The performance will have to be judged with reference to the tenure of the appraisee in that assignment, favorable and unfavorable aspects of environment, factors, affecting the work environment (captive or project area branch, rural or metro branch, adequate infrastructure etc.), budgeted goal etc. The Reporting Authority will have to maintain highest sense of objectivity while interpreting data based performance. The Reporting Authority must give appropriate comments under the 'comments' on the variance due to. The overall performance will have to be judged on the basis of the actual performance in the light of the reasons for the variance and be done on 4-point scale i.e. Excellent, Good, Above Average and Poor. Finally the rating will be converted to marks as follows - Excellent - 31-40 Good - 21-30 Above Average - 11-20 Poor - 10 & below Index Page FORM III - PART-B : QUALITATIVE ASPECTS - This Form should be filled by adopting the following rating alternatives by the Reporting Authority. Reporting Authority may use his own words or expression to comment on the performance of the appraisee. However, the overall assessment of the performance will be done on 4-point scale as under :-

AREA OF PERFORMANCE

COMMENTS –

1. House-keeping. Always up-to-date / slightly in arrears but always within control/not up-to-date / in mess.

2. Inspection & Audit a) For Branch Managers & Managers of Division- - Previous

- Present

Efficiently Run, Well Run, Rating, Fairly Well Run, Satisfactory Run or the ratings given based on new system of Audit Ratings.

b) For RMs/DGMs/GM(O)s -1-No. of Branches upgraded 2-No. of Branches Downgraded.

Here No. to be given out of total branch audited during the reporting period. Only figures to.be reported. Any adverse feature should be commented upon.

No. of Branches maintained.


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3. Customer Service (Including disposal of complaints etc

Excellent/Good/Above Average/Poor./Complaints are attended to promptly and efficiently/ remarkably well / not much attention is paid.

4. Submission of returns and quality of correspondence

Prompt / usually delayed / many and returns not submitted/inaccuracies observed. Correspondence of very high order & prompt/ Has clarity in expression and precise/ Vague & Lacks power of expression / Every time to be reminded.

5. Appraisal, Supervision and follow up of Credit

Capable of making comprehensive and meaningful appraisal,supervision & follow-up/ Satisfactory but require more knowledge & guidance / A poor appraiser but effective in follow-up of credit / Lack initiatives.

6. Industrial Relations. Harmonious and implements personnel & industrial relations policies effectively / cordial and implements personnel & industrial relations policies satisfactorily/ satisfactorily but leans heavily on Controlling Authority for support / tends to maintain relations by compromising the laid down norms and policies/ strained and lacks initiatives to solve problems.

7. Appreciable work done in Rajbhasha

Correspondences in Rajbhasha made with Government Departments/ Institutions/ Customers etc. should be commented. Also any remarkable work done in Rajbhasha may be reported.

8. Attitude towards SC/STs/weaker Section of Society (applicable in case of officers dealing with the development and protection of SCs/STs/Weaker Sections of Society).

To be commented wherever applicable. Most of the branches are having target to finance under priority sector for these categories.

# For the purpose of audit rating, the period commencing from two months after the take over and up to two months after handing over will be taken into account in normal circumstances. However, the Reporting Authority may take into account special circumstances, if any. Apart from highlighting the actual accountability of the officer reported upon, extenuating circumstances leading to the nature of irregularities pointed out in the report should be stated. Besides mentioning the final rating in the inspection / audit reports, special steps taken by the officer concerned for rectifying the irregularities and bringing the branch to a state of normal efficiency should also be commented upon. Index Page 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 circularised 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.


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The overall assessment of the performance will be done on 4-point scale :- Excellent - 16-20 Good - 11-15 Above Average - 06-10 Poor - 05 & below Index Page FORM III - A PART-A : KEY RESPONSIBILITY AREAS (KRAs) - The role and responsibilities (KRAs) of officers have already been circularised. 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 Head Office level. The recommendations could be furnished to the Organisational Planning Department at the Head Office, in respect of variations required in KRAs to suit the changing business environment and the changes incumbent in 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 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 skilful management of available resources. The overall assessment of the performance will be done on 4-point scale :- Excellent - 31-40 Good - 21-30 Above Average - 11-20 Poor - 10 & below Index Page FORM III - A PART-B : QUALITATIVE ASPECTS - This Form should be filled by adopting the following rating alternatives by the Reporting Authority. Reporting Authority may use his own words or expression to comment on performance of the appraisee. However, the overall assessment of the performance will be done on 4-point scale as under :-


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AREAS OF PERFORMANCE COMMENTS - 1- House-keeping - (Maintenance of data, files, records etc.)

Systematic/ Less systematic /Haphazard/ Poor

2. Quality of correspondence. Of very high order and prompt / Has clarity in expression and precise / Vague & lacks power of expressions / Every time to be reminded / Poor quality.

3- Follow-up of various actions initiated.

Prompt / Within stipulated period/ .Lack initiatives / Poor response.

4. Compilation of data and information

Excellent analytical ability / Good analytical ability / Satisfactory / Poor.

5. Support to the Reporting Authority/Controller.

Excellent support / Good support/ Satisfactory / Poor.

6. Any other significant performance- Give specific comments of the quality of performance

Comments with supporting data should be furnished.

7. Appreciable work done in Rajasthan

Correspondences in Rajbhasha made with Government Departments / Institutions / Customers etc., should be commented. Also any remarkable work done in Rajbhasha may be reported.

8. Attitude towards SCs/STs/Weaker Sections of Society. (Applicable in case of officers dealing with the development and protection of SCs/STs/Weaker Sections of society

To be commented wherever applicable. Most of the branches are having target to finance under priority sector for these categories.

The overall assessment of the performance will be done on 4-point scale :- Excellent - 16-20 Good - 11-15 Above Average - 06-10 Poor - 05 & below FORM IV PART-A : ATTRIBUTES BASED APPRAISAL – This Form should be filled by adopting the following rating alternatives by the Reporting Authority. Reporting Authority may use his own words or expression to comment on performance of the appraisee. Refer to the write-up on various attributes enclosed with the Form-IV. However the overall assessment of the performance will be done on 4-point scale as under:- AREAS OF PERFORMANCE COMMENTS - 1- Knowledge of work, procedures and regulations.

Excellent/Good/Above Average / Poor

2. Control and Supervision Effective in control and supervision/ Satisfactory performance in control & supervision / Less inclined to shoulder responsibility and to increase staff productivity / Lacks initiative.

3. Decision making Takes decision effectively and within his


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financial powers/ Lack confidence in decision making/ Passes buck / Poor in decision making.

4. Diligence- (Motivation, task involvement and focus on goals)

Very enthusiastic and committed to achieve organizational goals /Conservative in taking challenging for achievement / Lack initiative towards realization of goals / Poor in approach.

5. Sincerity, honesty and integrity. Sincere, unbiased & of high integrity / Biased & irresponsible. (If, integrity is doubtful - it should be reported separately).

6- Understanding and awareness of environment.

Excellent/Good/Satisfactory/Poor.

7. Sociability, Public Relations and Image Building

Social, possesses excellent public Relations and Image building skills / Maintain good relationship with public / Confined to his/her area of work/ Poor in public relationships.

8- Marketing Ability. Excellent business contacts and marketing skills/ Good in marketing Bank's scheme / Lack in endeavour towards effective marketing of business/Poor in marketing skills.

9- Ability to appraise business Excellent understanding of business trends. Competition, corporate goals & policies / Good understanding of business and corporate policies/ Routine work oriented/ Poor appraiser of business trends.

10. Ability to appraise and develop juniors. Excellent motivator, trainer and delegator/ A good motivator but lack ability to train and delegate to juniors / Confined to his/her work/Poor motivator.

Index Page The overall assessment of the performance will be done on 4-point scale :- Excellent - 16-20 Good - 11-15 Above Average - 06-10 Poor 05 & below FORM IV - PART-B : GENERAL COMMENTS - The Reporting Authority should give views on the strengths and weaknesses of the appraisee. 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 and so three areas have been defined i.e., Strength, Potential, and Suitability for promotion.

* Strength - Here officer's strength should be judged based on his skills, attributes and competency, which again differs from JMGS level to TEGS level.

* Potential - Potential should be judged on functional competency, managerial competency and behavioral competency.


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* Suitability for promotion - Apart from commenting on suitability for higher position, comment may be given on general health of the officer. Any disciplinary or vigilance action initiated / contemplated / pending during the year should be mentioned.

The overall assessment of the performance will be done on 4-point scale :- Excellent - 16-20 Good - 11-15 Above Average - 06-10 Poor - 05 & below FORM IV - A - PART -A : ATTRIBUTES BASED APPRAISAL - This Form should be filled by comparing the following suggested extreme rating by the Reporting Authority. Reporting Authority may use his own words or expression to comment on performance of the appraisee. Refer to the writeup on various attributes enclosed with the Form IV-A. However, the overall assessment of the performance will be done on 4-point scale as under:- Index Page (A) ATTRIBUTES BASED APPRAISAL -

COMMENTS -

1. Quality of work output. Excellent job knowledge, due diligence, achieved business targets, audit rating improved, house-keeping up-to-date, excellent customer service/public relations and improved overall cost effectiveness.

2. Conceptual skills-(creativity, analytical and diagnostic ability, etc.,

Excellent knowledge in Credit / Foreign Exchange / Treasury / Personnel Administration, etc. Possesses excellent analytical skills, makes clear and realistic recommendations to superiors on the basis of comprehensive analysis of problems.

3. Decision making skills. Takes decisions considering all pros and cons/takes decision on matters within his competence/has the habit of making reference on matters within his discretion/is able to take independent decisions/enquires guidance.

4. Managerial skills. Resourcefulness in handling unforeseen situations, developing new area of business and activities. Ensure affective use of staff resources through work organization, appropriate placements. Open to change, appreciate problems of change, willing to take reasonable risks. Initiate change process with involvement and detailed planning and organizations.

5. Inter-personal skills and leadership qualities.

Get tasks achieved in collaborative way, extends support/help to colleagues. Believe in and practices inter dependence. Set examples and takes responsibilities. Promote team spirit.

6. Marketing, business development and appraising skills.

Has ability to scan environment to appraise business proposals and take fair banking risks, readiness to and zeal to attract acceptable business to distinguish between fair and unfair business risks and quality of advances. Has capacity to define targets, objectives of business to assess competitions, competitor strategies, to anticipate changes and to adopt specific effective methods of marketing.

7. Sincerity, honesty and integrity.

Sincere, unbiased and of high integrity (If, integrity is doubtful -it should be reported separately).

8. Sociability, Public Relations and image

Social, possesses excellent public Relations and image building skills.


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building. 9. Emotional stability and ability to manage stress.

Not easily upset over problems/issues, able to remain calm and dispassionately approach/evaluate problems, welcomes and withstands critical evaluation of his views/performance by colleagues and seniors. Capacity to cope with and withstand internal and external pressures causing stress.

10. Contribution to corporate policies/thinking

Highlight ability to appreciate organisational goals / corporate policies and initiative taken in translating them into action.

Index Page The overall assessment of the performance will be done on 4-point scale :- Excellent - 16-20 Good - 11-15 Above Average - 06-10 Poor - 05 & below FORM IV - A - PART-B : GENERAL COMMENTS - Same as mentioned in Part 'B' of Form No. IV. FORM V - ANNUAL APPRAISAL REPORT – Over all rating converted into marks awarded by the Reporting Authority are consolidated to be reviewed by the Reviewing Authority, with their comments, if any. ( Circular Letter No.P/PRP/01/2004-2005 dated 24.4. 2004) KEY RESPONSIBILITY AREAS (KRAs) In terms of H.O. Circular No. Per/97/2003-2004 dated the 27th March, 2004 Bank has inter alia, advised introduction of the New Performance Appraisal System in our Bank w.e.f. 1st April, 2004 for the reporting period ended 31st March, 2004 and onwards. In this connection, various roles and relevant Key Responsibility Areas (KRAs) are enumerated herein below as guiding factor for compiling performance based appraisal of different officers not having budgeted responsibilities and are posted at Branches, Regional / Zonal Offices and Head Office. Role and responsibilities (KRAs) outlined below are illustrative and all the KRAs may not be applicable on all the officers working in that particular department. The role and responsibilities of each officer are well defined and known to the Reporting Authority as well as the officer reported upon. Therefore, the Reporting Authority should compile the appraisal report of such officials on the basis of the target / goals / action plan set at the beginning of the year based upon such KRAs and achievement of potential thereof. Department / positions whose KRAs not find place in the under mentioned list may refer to Organisation Planning Department at Head Office and get their KRAs worked out with the approval of their Controlling Authorities. Index Page


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BRANCH LEVEL ROLES - 1- MANAGER / DY. MANAGER / ASSTT. MANAGER (ACCOUNTS) - A- MAN MANAGEMENT RELATED AREAS -

1. Administration, Deployment of staff & Development.

2. Implementation of Personnel Policy / HRD System.

3. Oversee division’s administration and provide support to other Managers of Divisions / Branch Manager and staff working under him including Cash Department for smooth and efficient functioning of the Branch / Division.

4. Role linkages with functionally related role - occupants.

5. Allocation of duties amongst the staff in Cash Department.

6. Control and supervision of Cash Department staff for day-to-day work / functions.

7. Support provided in improving efficiency in staff. B- MAINTENANCE RELATED AREAS -

1. House keeping and adherence to the laid down system(s) for free and timely flow of information inter se divisions the branch and Regional / Zonal Office.

2. Follow-up and proper implementation of systems and procedures including relating

to control of branch documents, observation of security arrangements.

3. Control costs and improve income and profitability by Controlling income leakages.

4. Up keep and maintenance of branch books /premises/ system / furniture / fixture and security arrangements.

5. Follow up of Inspection and Audit Reports, and various other audit reports.

6. Follow up of funds related accounts.

7. Maintenance of low cash balance.

8. Compile and collate the periodical returns /statements.

9. Exercise of delegated authority.

Index Page C- CUSTOMER SERVICE RELATED AREAS - 1. Redressal of complaints. 2. Improving customer service. Index Page D- CURRENT CORPORATE CONCERN RELATED AREAS -


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1. Cost control and improvement in productivity. 2. Expeditious disposal of sundry / suspense account entries / IBIT / IBR / IBD / AGCL

unreconciled entries. E- RBI / GOVERNMENT RELATED AREAS -

1. Remitting soiled currency to RBI for avoiding congesting of currency chest.

2. Facility extended to public under note refund rules. 3. Control and supervision of submission of periodical returns to RBI /

Government. Index Page F- BUSINESS / MARKETING RELATED AREAS -

1. Contribution made in development of branch deposits. 2. Formulation and implementation of strategies for budgeted deposit goals. 3. Steps taken to improve the quality of business and support extended to branch

functionaries. Index Page 2- MANAGER / DY. MANAGER / ASSTT. MANAGER (ADVANCES) - A- BUSINESS / MARKETING RELATED AREAS -

a. Market survey and identification of potential growth areas.

b. Contribution to achievement of Divisional / Branch Business goals / sub goals.

c. Appraisal / Documentation / Insurance /Inspection/ Follow-up / recovery / timely renewal of advances / follow-up / non-performing assets, as applicable.

d. Steps taken in Recovery of overdues / NPAs / AUC Advance Accounts. B- MAN MANAGEMENT AND RELATED AREAS -

1. Training and developing the staff posted under him. 2. Providing effective linkages with the functionally connected role occupants.

C- MAINTENANCE FUNCTION RELATED AREAS -

1. House-keeping.

2. Income and profitability.

3. Proper conduct / supervision and follow-up of advances / non-performing assets and promptness in submission of returns.

4. Lodging claims in respect of eligible accounts and obtaining refinance in respect of eligible accounts.

5. Follow-up of inspection and audit reports and various other audit reports.


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D- CUSTOMER SERVICE / PUBLIC RELATIONS RELATED AREAS -

1. Liaison with related Govt. functionary / agencies and functionally related role occupants and awareness of related Govt. policies to enhance Bank's image.

Index Page E- CORPORATE CONCERNS RELATED AREAS - 1. Cost control and improvement in productivity. NPA Management. 3- DESK OFFICERS / PASSING OFFICERS AT BRANCH - A- BUSINESS / MARKETING RELATED AREAS -

a) Marketing orientation and contribution to branch business. b) Contribution to improve the overall performance of the branch. c) Responsiveness to the timely completion and accuracy of the assigned tasks.

B- MAN MANAGEMENT RELATED AREAS -

1. Industrial relations. 2. Development of subordinates. 3. Inter role linkages. 4. Control and supervison.

C- MAINTENANCE FUNCTION RELATED AREAS -

1. Promptness in disposal. 2. Quality of correspondence. 3. Accuracy and timely balancing of books, submission of returns etc. 4. Follow up of inspection and audit reports and various other audit reports.

D- CUSTOMER SERVICE RELATED AREAS -

a) Redressing of customer grievances and preventing occurrence of complaints. b) Completion and submission of Statement of Accounts/ Pass Books etc. in time. c) Prompt Remittances. d) Promptness in disposal of Inward Mail. e) Quality of correspondence.

E- PUBLIC RELATIONS RELATED AREAS -

• Liaison with the work related agencies / persons. F- CURRENT CORPORATE CONCERNS & RELATED AREAS -

a) Awareness of corporate/ Branch Concerns/ Bank's Policy/ Schemes/ Guidelines / Competitive environment.

4- CONCURRENT AUDITORS - A- MAINTENANCE FUNCTIONS RELATED AREAS -

• Scrutiny of balancing positions, general house-keeping, monitoring disposal of reconciliation memos (IBR/IBD/ABSOT/AGCL etc.)

• Scrutiny of vouchers.


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• Scrutiny of day-to-day branch transactions. • Guidance to Branch functionaries on disposal of various other audit reports. • 5.Issuance of audit notes on unsatisfactory features • and their follow-up. • Ensuring that the branch operations are conducted in desirable manner and in the

interest of the Bank.

B- CUSTOMER SERVICE RELATED AREAS -

• 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.

Index Page C- CREDIT MANAGEMENT RELATED AREAS -

• Scrutiny of advances accounts, documents & conduct. • Examination of position relating to inspections insurance, review and renewal of

advances, submission of DICGS/ECGC claims. • Issuance of audit notes on unsatisfactory features • and their follow-up.

Index Page D- PROFITABILITY RELATED AREAS -

• Conduct of all income-audit tasks (E.g. Verification of interest receivable / payable, service charges, ancillary income etc.)

• Periodical checking of income accounts, registers etc. • Periodical checking of Foreign Exchange transactions and Exchange Rates. • Monitoring cost effectiveness and productivity. • Issuance of audit notes on unsatisfactory features • and their follow-up.

ZONAL OFFICE LEVEL ROLES Index Page 1- ADMINISTRATIVE SECRETARY TO DEPUTY GENERAL MANAGER -

1. Quality of secretarial support extended to Deputy General Manager. 2. Efficacy in maintaining liaison with Government Departments and outside agencies. 3. Handling of work relating to the branches under the control of Deputy General

Manager. 4. Administrative control over Secretariat. 5. Maintenance of effective linkages with functionally connected role occupants.

2- ADMINISTRATIVE OFFICER (ADVANCES)

• The extent of quality and support provided to the Regional Manager / Asstt. General Manager - assisting Regional Manager /Asstt. General Manager in performing development and maintenance functions as well as control functions relating to advances.

• Skills in processing advance proposals.


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• Promptness in processing advances proposals. • Exercise of delegated authority. • 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 PB & AUC 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. • Manpower development and skills enrichment in credit management areas.

3- ADMINISTRATIVE OFFICER (GENERAL BANKING) Index Page

• The extent and quality of support provided to the Regional Manager / Asstt. General Manager.

• 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 & follow-up measures. • Assistance to Regional Manager / Asstt. General Manager 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, identification of support to Regional

Manager /Asstt. General Manager and Branch Managers. • Ensuring conformity at branches of laid down systems and procedures and

measures for preventing frauds. • Arranging timely collection of data/information from branches.

Index Page 4- PERSONNEL OFFICER -

3. Provision of support in industrial relations management. 4. Preparation of staff budget, including training budget. 5. Deployment of staff though coordination with Regions. 6. Handling process related to promotion, transfer and placement of staff. Manpower

planning and training. 7. Uniform approach to man-management within the Zone. 8. Administration of welfare measures and other staff related activities.

5- DEVELOPMENT MANAGERS (SIB/C&I/P&SB/AGR/IB)

• Collection and sharing of current marketing information on the business growth opportunities of the market segments concerned with the Deputy General Managers / Asstt. General Managers / Regional Managers, Branch Managers and allocation of realistic budgetary goals.

• Data based business planning and evolution of a series of action programmes, in

consultation with the Asstt. General Manager / Regional Managers/Branch Managers/ Other Development Officers for accomplishment of budgeted goals.


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• Interpretation of Bank's policy, helping Dy. General Manager / Asstt. General Manager / Regional Managers to develop effective strategies for their implementation in the context of environment of the Zone.

• Assistance to Deputy General Manager in the review of budgetary performance

of the Zone through informed analysis of 'P' Reports and allied data and suggestion of options to improve performance.

• Helping the Regional Managers 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.

• Liaison with Government/Public Bodies/Customer groups for maintenance and

development of business and improving Bank's image.

• Assistance in areas, such as, market surveys, development of customer profiles, collection of market information, conducting customer's meets/ seminars/ workshops, etc. in the market segments concerned.

• Assessment of training and development needs of the staff in the market segments

concerned and arranging with Regional Manager / Asstt. General Manager / Dy. General Manager / Personnel Officer for timely interventions thereof.

6- MANAGER (PLANNING)-

2. Performing environmental scanning activities at the Zonal Office level. 3. Building up a data bank consisting of operational, economic and social data relevant to

the Bank's business. 4. Preparing Zonal Performance Reports at monthly intervals and arranging for performance

review. 5. Arranging and undertaking special studies in areas of concern/interest for the Zone,

having a bearing on its business performance, profitability, operational efficiency etc. 6. Availability of adequate operating and environmental data regarding the Zone for

preparation of business forecasts. 7. Quality of review of operating results and analysis of data to enable DGM/AGMs/RMs to

take timely action, and for Development Managers to plan strategies for growth and market penetration /development.

8. Special projects undertaken to study areas of concern. Index Page 7- MANAGER (OFFICE ADMINISTRATION) -

• Extent and the quality of support provided by the Officer to the Deputy General Manager.

• Support provided in improving the efficiency of the staff. • Proper exercise of delegated authority. • Cost control and effectiveness. • Maintaining public relation. • Maintaining cordial relationship with the Staff Unions/ Associations. • Control and supervision of the affairs and expenditure.

8- MANAGER (DPD) -


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• Framing of charge sheets / imputation of lapses, which are definite and capable of being proved in the disciplinary proceedings.

• Ensuring appointments of POs and IAs, guiding the POs in the effective discharge of his role.

• Monitoring disciplinary cases and enquiry proceedings. • Submission of periodical returns / statements of concerned authorities. • Ensuring submission of tentative decision of Disciplinary Authority in vigilance cases to

Head Office or seeking second stage advice from CVC. • Maintaining role linkages with the functionally related role occupants. • Training and developing staff working under him.

Index Page 9- MANAGER (EDP) -

1. Working out mechanisation plan for the Zone, keeping information on all mechanisation projects, i.e. implemented, under implementation, sanctioned but yet to be started etc.

2. Resource planning and development of trained manpower for manning mechanisation projects at all levels.

3. Constant dialogue with officer-in-charge mechanisation at Zonal Offices. 4. Maintaining track of problems in Hardware and Software in branches, assisting branches in

solving them, monitoring the process and ensuring maintenance of proper fallback systems.

5. Monitoring disposal of computer audit reports, preparation of trend-analyses and identification of core problem areas and development of problem solving strategies.

6. Keeping abreast of latest technological developments. 7. Implementation of appropriate data, security measures and disaster management

procedures. 8. Control and monitoring of outside computer processing agencies, cost effectiveness and

developing plans for alternatives in house processing system. 9. Studying latest technological developments and advising RMs/AGMs/DGMs. 10. Monitoring benefits of mechanisation in terms of improved customer service, up-to-date

house keeping and accuracy scope for diversion of time and manpower resources for developing additional business.

Index Page 10- MANAGER (OFFICIAL LANGUAGE) - Coordination and evolution of strategies for implementation of Government / Bank's policies relating to Rajbhasha.

1. Monitoring statutory requirements in regard to increased use of Rajbhasha in the Zone. 2. Initiating appropriate steps for popularising the increased use of Rajbhasha. 3. Compilation and submission of related data. 4. Identification of non-Hindi staff and arranging for imparting them institutional training and

training in Hindi typing. 5. Translation of codified instructions / handouts in Hindi. 6. Maintenance of effective linkages with functionally connected role occupants as also

with relevant Government agencies / departments / committees. 7. Popularisation of corporate concerns.

10- MANAGERS (LEAD DISTRICT) - 1. Formulation and implementation of District Credit Plan, Annual Action Plan etc. 2. Liaison with State Government Departments and other functionaries. Convening

DCC/Standing Committee Meetings. 3. Coordination with Branch Managers of all the Banks within the District.


439

4. Coordination with Regional Office / Zonal Office. 5. Implementation of Service Area Plan. 6. Submission of data and providing support regarding progress under various Government

sponsored programmes. 7. Monitoring and disposal of relevant expenditure audit reports. 11- LAW OFFICER - Index Page

1. Extent and quality of functional support to Asstt. General Manager / Deputy General Manager in dealing matters relating to various laws and enactments.

2. Updation of knowledge about legal matters and decisions. Time bound performance of allotted tasks.

3. Providing support in maintaining industrial relations. 4. Follow-up of court cases and interaction with Bank's Advocates. 5. Furnishing legal opinion on various matters. 6. Apprising Management about legal decisions affecting Banks. 7. Providing support in dealing cases with DRTs and actions initiated under SERFAEST Act

2002. HEAD OFFICE LEVEL ROLES Index Page 1- CHIEF MANAGER, ORGANISATIONAL PLANNING DEPTT.

• Review the operation of the Scheme of Delegation of Powers. • Review of the span of control of DGMs / AGMs and Regional Managers. • Arrange meeting of the Head Office Management Committee and Coordination

Committee. • Introduction and stablisation of all changes brought about from time to time in the Bank's

structure. • Study and review of the roles in the Bank in terms of inter-role linkages, clarity, aberrations

boundaries etc. • Study of various groups / offices/ branches as part of an integral whole. • Head Office initiate action for appropriate interventions, wherever necessary. • Improving effectiveness of organisational behaviour. • Fostering an open culture and prompting the Bank's value sub.systems, comprising

collaboration, mutuality, trust etc. • Improving knowledge and skills to line managers in understanding human behaviour in the

Organisation. 2- CHIEF MANAGER, M.D.'S SECRETARIAT

Quality of secretarial support extended to the Managing Director. Quality of secretarial support extended CMC/Board of Directors. Efficacy in maintaining liaison with Government Departments and

agencies. Administrative control over Secretariat. Maintenance of effective linkages with functionally connected role

occupants. Holding of meetings, recording of minutes and follow-up of observations

of the meetings of Board of Directors, Executive Committee of the Board of Directors, Audit Committee of the Board of Directors, S.G.C. of Board of Directors, Directors Committee.

Index Page 3- CHIEF MANAGER, HUMAN RESOURCES DEVELOPMENT DEPTT.


440

o Identifying the training needs of the personnel at all levels, and finalising the training plan, in consultation with the planning and operational functionaries concerned and also the Asstt. General Managers(Training), in accordance with the guidelines given.

o Arranging for the provision of training to match the identified needs, in conjunction

with the staff College and the Asstt. General Manager (Training) of the training centers.

o Conducting and participating in human resources development studies and

interventions initiated by the Head Office. Also initiating and drawing up his own Plans relevant for example Quality Circles, Team building exercises, etc.

o Implementing Human Resources Development Systems. Developing detailed

action plans for effective implementation in the context of zone characteristics / needs and providing feedback to the management on the efficiency or otherwise of the system, coupled with suggestions for improvement.

o Evolving data based Personnel Plans (e.g. job position, skill inventories, mirror

images etc.) in collaboration with MIS and Personnel Departments. 4- CHIEF MANAGER, PUBLIC RELATIONS -

Assisting and advising the 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 programs 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 schemes.

Passing on to the planning and operating functionaries, appropriate information about the existing/new markets which the Public Relations Manager may come to know of through his contacts.

Functioning as a window for the Bank in the matter of contacting other Bank/Interest groups associated with the industry/media and professionals for consideration 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.

Undertaking image-building activities for the Bank. Arranging calendars, diaries, gifts, souvenirs & mementos on various occasions

of importance for the Bank. Index Page 5- CHIEF MANAGER, SYSTEMS AND PROCEDURES DEPTT.

• 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 / Zonal Offices and Head Office

with regard to work-methods, work-flows, office-layouts etc. in order to rationalise them for improved efficiency.


441

• Reviewing the various forms of registers, systems and procedures and submitting the recommendations for improvements of the Management Committee / Head Office.

• Keeping abreast of information on innovations / advancements in systems and

procedures made by other bank with a view to maintaining the Bank's competitive edge in the market.

• Monitoring the working of new systems and procedures introduced by the department

with a view to stabilizing them.

• Reviewing the work organisation at large branches, Zonal Offices/ Head Office for rationalising system and procedures for eliminating delays, overlaps and redundancies and also for information and control.

• Furnishing the Management with evaluations of systems and procedures for eliminating

delays, overlaps and redundancies and also for information and control.

• Building information on systems and procedures followed by other Banks for comparison with the refinements of Bank's systems and procedures.

• 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, it needs close consultation with Chief Manager CSD) and Premises at Head Office.

• Review of systems of storage, retrieval and planned destruction of records, management

of stationary and suggestions for improvements, where necessary through close consultation with Manager (MIS Deptt.) 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 (speed line, facsimile transmission), structural responses (service branches) etc.

• Study of effectiveness of important systems, like operational systems, communication

systems, information sharing system etc.

• Compiling and updating Bank's Book of Instructions for manual and computerised operations.

6- CHIEF MANAGER, M.I.S. -

• Studying the decision-making processes at various levels and determining their precise information needs.

• Developing systems for supplying the various levels of Management with timely and

accurate information, in properly analysed form to aid and improve decision-making.

• Identifying the sources- both internal and external of the data that would yield the necessary information.

• Rationalising and streamlining the internal reporting systems as to contents, formats,

frequency, etc.

• Keeping abreast of the latest development in the sphere of computer technology, as relevant to management information system.


442

• Acting as one point interface between Data Processing Center and users of MIS Projects.

• Devising Annual Action Plans and review them quarterly.

• Providing specialist support to other functionaries in their respective areas of work, as

regards information requirements both at Head Office and Zonal Offices. Index Page 7- CHIEF MANAGER, OFFICE ADMINISTRATION DEPTT.

• Management of deployment of all award staff in the concerned establishments of Head Office.

• Disbursement of salaries and all other payments to employees and effecting recoveries wherever requirement.

• 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 perpetration of frauds, etc.

• Administration of staff advances / LFC /Mutual Welfare Schemes.

• Remittance of various contributions Provident Fund/ Pension Fund to the appropriate

authorities and arranging for payment of superannuation dues to retiring employees.

• Arranging TDS from salary, issuing F-16 and submitting statutory returns to Income Tax Department.

• 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.

Index Page 8- CHIEF MANAGER (ESTATE) - Maintenance of records in regard to Bank's property and also hired premises and the expenses incurred in respect thereof. 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. Arranging purchase /supply /replacement disposal /hiring leasing of premises and dead stock items.


443

Allotment of residential flats to eligible officers accounting for items of furniture fixture gadgets etc. provided thereat. Arranging for insurance cover in respect of all properties/assets belonging to the Bank. Maintenance of Bank's Flats. Providing supply of FEF items for Head Office Departments. Index Page 9- CHIEF MANAGER, STATIONERY DEPARTMENT -

• Projection of stock requirements of stationery for the Bank 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 Management on the utilisation of stationery resources 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 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.

• Ensuring that Stationery Depot. perform effectively in arrangements of stationery. 10- CHIEF MANAGER (COMPUTER SERVICES) -

• Working out mechanisation plan for the Bank, keeping information about all mechanisation projects i.e. implemented, under implementation, sanctioned but yet to be started etc.

• Resource planning and development of trained manpower for manning mechanisation

projects at all levels.

• Constant dialogue with Manager (EDP) at Zonal Offices.

• Maintaining track of problems in Computer Hardware and Software in branches, assisting branches in solving them, monitoring the process and ensuring maintenance of proper fallback systems.

• 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 of appropriate data, security measures and disaster control procedures.

• Control and monitoring of outside computer processing agencies, cost effectiveness and

developing plans for alternative in house processing system.


444

• Studying latest technological developments and advising Top Management suitably thereof.

• Monitoring benefits of mechanisation in terms of improved customer service, up-to-date

house-keeping and accuracy scope for diversion of time and manpower resources for developing additional business.

11- CHIEF MANAGER, GENERAL MANAGER (OPERATIONS)' SECTT. Index Page Quality of secretarial support extended to General Manager (Operations). Efficacy in maintaining liaison with Government Departments and agencies. Maintenance of harmonious industrial relations and development of staff. Administrative control over the staff of Secretariat. Maintenance of effective linkages with functionally connected role occupants. Analyses of reports and statements. Compilation and submission of data regarding branch operations. Handling work related to branches under direct control of General Manager (Operations). Holding of the meetings of Regional Conslutative Committee and First Tier Committee, recording of minutes thereof and follow-up of action points emerged therein. 12- CHIEF MANAGER, BANKING OPERATIONS DEPTT.

• 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 Act’s relating to Banking Operations.

• Provision of support services / information to operation units in identified areas.

• Control of specimen signature books, correction memos, check signal etc.

• Scrutiny of Priority Sector Statements.

• Issuing circular memos on branch opening etc.

13- ASSISTANT GENERAL MANAGER / CHIEF MANAGER (VIGILANCE) -

• To offer effective/proper guidance to other officers working in Vigilance Department.

• Submission of complaints and preliminary enquiry reports received from other departments to the Management and arranging for investigation thereof.

• Processing of the investigation reports and submission to the Disciplinary Authority.

• Submission of such reports along with Disciplinary Authority's comments to appropriate

authority for seeking first stage advices/reference from CVO.

• Coordinating the efforts in this area with DPD in respect of vigilance cases.


445

• Submission of periodical returns to CVC.

• Maintenance of liaison with CBI, Local Police, CID etc.

• Ascertaining progress of vigilance cases and keeping the Disciplinary Authority informed.

• Assisting the Disciplinary Authority in the area of correspondence CVC; CBI etc. on the vigilance matters.

14- CHIEF MANAGER, PERSONNEL ADMINISTRATION DEPTT.

• Adequate provision and proper deployment of staff resources

• Budgetary projection of staff requirements in the bank and placement of personnel in consonance with requirements of positions and regions and in keeping with the agreed norms.

• Dissemination of personnel policies -

• Ensuring proper interpretation and implementation of Awards / Agreements - modification

of circulars, directions etc. and conducting workshops in personnel management.

• Uniform personnel practices –

• Proper utilisation of Placement Committee and coordination of personnel administration in the Regions / Zones.

Index Page

• PROMOTIONS AND PLACEMENTS - Optimum utilisation of human resources and maintenance of staff morale.

• Act as channel of communication between the management and the recognised Unions / Associations in relation to implementation of personnel policies.

• Deal with operational aspects of placements / transfers / recruitment, appointments,

administration of service rules, legal matters, etc. to ensure uniformity of approach in the Circle.

• Provide information to General Manager (Operations) and the Management Committee

on the views / concerns / perspectives of Union / Association in matters of consequence to the Bank.

• Assisting the management in preparing a detailed manpower plan for the Bank, keeping

in view existing / anticipated requirements. 15-ASSTT.GENERAL MANAGER MANAGER, DISCIPLINARY PROCEEDINGS DEPARTMENT

• Framing of charge sheets / imputations of lapses, which are definite and capable of being proved in the disciplinary proceedings.

• Ensuring existence of relevant documentary evidences.

• Appointments of presenting officers and Inquiry Authorities guiding the Presenting Officers

in the effective discharge of their roles.

• Monitoring of disciplinary cases and enquiry proceedings.


446

• Submission of periodical returns / statements to concerned authorities.

• Ensuring submission of tentative decision of Disciplinary Authorities in vigilance cases to

appropriate authority for seeking second stage advice from CVC.

• Maintaining role linkages with the functionally related role occupants.

• Training and developing staff working under him. 16.CHIEF MANAGER / MANAGER, LAW DEPARTMENT –

• Extent and quality of technical support provided to the Management.

• Updating knowledge of legal matters.

• Performance of time bound tasks.

• Maintaining industrial relations.

• Follow-up of Court cases.

• Awareness of corporate concerns/ internal and external environment / policies.

• Assistance in furnishing legal opinion on matters referred to the department. Index Page 17.ASSTT.GENERALMANAGER / MANAGER, PREMISES DEPTT.

• Assisting the Top Management in acquiring suitable buildings required by the Bank for various purposes (branches, administrative offices, residential accommodations etc.) in a cost-effective manner.

• Arranging for prompt renovatoin / repairs of premises and equipping all new / renovated

building with suitable items of furniture / fixtures and other items of dead stock.

• Reviewing and updating on a continuous basis the system of appraisal and control analysis, vendor evaluation / selection, tendering, communication with site personnel etc. with a view to ensuring that the Bank acquires the most suitable premises / dead stock at the most competitive rates.

• Planning, scheduling, implementing and controlling all functions related to construction

and repair of premises.

• Retaining the custody of title deeds of all premises owned by the Bank.

• Appraising / vetting the proposals for purchase / renovation of premises before putting them up to the Top Management.

• Arranging for insurance cover in respect of all properties / assets belonging to the Bank.

• Receipt and control of FEF Statement from branches.

Index Page


447

18- ASSTT. GENERAL MANAGER / CHIEF MANAGER / MANAGER, INDUSTRIAL REHABILITATION DEPTT.

• Assisting in drawing up comprehensive nursing programmes for sick units identified as potentially viable.

• Co-ordinating 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 Zones.

• Arranging for dissemination of appropriate knowledge, skills and attitude in the operating staff by identifying the training needs, in collaboration with the Controllers and the Development Managers (SIB) in the Zones.

19- ASSTT. GENERAL MANAGER / CHIEF MANAGER / MANAGER (CENTRAL ACCOUNTS) -

• Extent of efforts made in timely receipt of daily statements from branches through Controlling Authorities in respect of reconciliation of entries.

• Extent of efforts made to computerise the data reported on daily statements received

from branches and processing of the same.

• Extent of follow-up with branches and Controlling Authorities regarding reconciliation of high value entries reported by the branches in Branch Clearing/ Drafts Accounts/ Agency Clearing etc.

• Extent of efforts made for follow-up with the Zones/ Branches.

• 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.

• Information AGMs/DGM/GM 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 report. 20- CHIEF MANAGER / MANAGER (GOVERNMENT ACCOUNTS) -

• Extent of efforts made to monitor the timely receipt of statements from Regions / Zones in respect of Government transactions, computerisations and submission of Link Cell, Mumbai and Nagpur.

• Extent of efforts made to keep a track of the rejected statements, timely rectification

thereof as also of pending date-wise monthly statements.


448

• Extent of efforts made for reconciliation of entries by branches in respect of memos

received from Link Cell, Mumbai and Nagpur.

• Efforts made for building database in respect of various types of Government Accounts transactions.

• Monitoring and 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.

• Operation of currency chest / government business and special schemes on behalf of Reserve Bank of India / State / Central Government and submission of relevant information in respect thereof.

21- CHIEF MANAGER/ MANAGER (PENSION, P.F. & GRATUITY) -

• Extent of efforts made for collection, compilation of provident fund contribution statements from Regions/ Zones and submission of funds. Efforts made for scrutinizing / processing of withdrawals/ advances / loans / nomination papers of employees.

Index Page • Extent of efforts made for timely preparation / distribution of floppies of P.F. contribution of

employees and submissioin of data, statements, and returns.

• Actual valuation of Gratuity work and arrangements for getting timely sanction for payment of the same from the appropriate authority.

• Liaison with functionally related role-occupants / outside agencies.

• Control and supervison over the staff of the Deptt.

• Training and development of staff working under him.

• Preparing of Balance Sheets for P.F. Trust, Pension Trust and Gratuity Trust.

Index Page 22- DESK OFFICERS AT HEAD OFFICE / ZONAL OFFICES / REGIONAL OFFICES - BUSINESS RELATED AREAS –

• Responsiveness to the timely & accurate completion of assigned tasks. • Contribution in improving the overall performance of the department. • Market Orientation & Market study.

MAN MANAGEMENT RELATED AREAS – Maintenance of harmonious industrial relations and maintaining discipline and punctuality. Developing staff working under him. Extent of support to the head of the Department.


449

Maintenance of role linkages with the connected functionaries. Extent of innovation in thinking and performance. MAINTENANCE FUNCTION RELATED AREAS -

• Promptness in disposal. • Quality of correspondence. • Timely submission of data/returns etc. • Follow-up of pending issues with the concerned departments. • Extent of job knowledge. • Responsiveness to perspectives about various audits findings and promptness of disposal.

PUBLIC RELATIONS RELATED AREAS – Liaison with important role occupants, related functionaries at H.O. / Zonal Office / Outside. CURRENT CORPORATE CONCERNS RELATED AREAS - Awareness to corporate concerns / Bank's policy / related Government policies. 23- ASSTT. GENERAL MANAGER (TRAINING) -

• Organising, co-coordinating, designing and conducting courses.

• Handling sessions in training programmes conducted at the Center.

• Co-coordinating the activities of other Instructors and guiding them.

• Ensuring smooth and effective functioning of the Training Center in all respects.

• Facilitating and participating in preparation / updation of study material, and ensuring that such material prepared at the Training Center is of desirable quality and utility.

• Collecting audio-visual material and procurement of training kits and facilities /aids for

enhancing the quality and effectiveness of training programmes.

• Helping the HRD Department in preparing annual training calendar, co-coordinating the activities of other Instructors and guiding them, whenever necessary.

• Undertaking an on-going review / evaluation of the training programmes conducted at

the Center to ascertain whether organisation / employee expectations are being met and taking steps to reinforce the quality of training with the feedback obtained.

24- MANAGER (TRAINING) - DEVELOPMENT OF TRAINING MATERIAL –

• Preparation of handouts, case studies, audio visual material.

• Periodic updating of handouts.

• Preparation / compilation of material required for effective implementation of visiting faculty Scheme.

• Quality of Project Reports and similar developmental task.


450

• Extent of interest taken in development of trainees through outside class room activities

and support. ORGANISING /CO-ORDINATING AND DESIGNINGTRAINING COURSES - Handling sessions in training programmes conducted at the center. Extent of efforts made as regards stabilisation of Rationalised programmes / transference of learning. ROLE LINKAGES –

• Extent of support provided to the Chief Instructor in ensuring smooth and effective functioning of the training center and quality of inter-action with other trainers.

• Extent of interest shown and assistance provided during training programmes co-

ordinated by fellow trainers.

• Interest shown and effects made in order to improve the quality of infrastructure at the center and training techniques in line with practical suggestions made by trainees.

PERCOLATION OF ORGANISATIONAL CONCERNS -

• Dissemination of corporate concerns / Bank's policies amongst participants.

• Providing feedback to Chief Instructor about critical areas identified in training programmes.

• Liaison with outside agencies for arranging special talks.

Index Page 25- MANAGER, COMMUNITY SERVICES BANKING DEPARTMENT -

• Contribution made and support given to Top Management in the development and conduct of innovative banking activities.

• Extent and quality of support provided to operating staff in implementing the various

strategies / schemes for innovative banking activities.

• Steps taken for formulating non-banking schemes such as planting of trees, blood donation camps, veterinary camps etc.

• Ability to compile and collate the statistical data and feedback provided to

Management.

• Publication of Nevonmesh Banking Sandesh, House Magazine. 26- ASSTT. GENERAL MANAGER / MANAGER (RAJBHASHA) -

• Evolution/ Coordination of strategies for implementation of Government/ Bank's policies relating to Rajbhasha.

• Monitoring of statutory requirements in regard to increased use of Rajbhasha in the Bank.

• Initiating appropriate steps for popularising the increased use of Rajbhasha.


451

• Compilation and submission of related data and statements.

• Identification of non-Rajbhasha staff and arranging for imparting them institutional training

and training for Rajbhasha typing.

• Translation of codified instructions / handouts in Rajbhasha.

• 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.

Index Page 27- SECURITY OFFICER / LIAISON OFFICER -

• Extent of support lent to the members of the MC and other staff. • Supervision and control over the staff.

• Public relation and liaison with various travel agencies like Airlines, Railways etc. • Execution of time bound tasks.

• Smartness and active interest shown in various activities.

28- ASSTT. GENERAL MANAGER / MANAGER (PLANNING) -

• Performing environmental scanning activities at the Head Office level and building up a data bank consisting of operational, economic and social data relevant to the Bank's business for evolving Bank's Policy Guidelines.

• Disseminating information collected with appropriate analysis and interpretation to the

Top 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 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 / Zones.

• Arranging special studies of business trends and the potential for Bank's business in relation

to the environmental conditions.

• Build-up a data bank consisting of operational, economic and social data, relevant to assessing the Bank's business information as necessary to the Management and the operating managers.

• Provide feedback to the Development Managers on the basis of information collected to

help them in identifying areas to be studied and in evolving suitable marketing plans and strategies.

• Assessment of system and procedures and making endeavors for rationalization to

facilitate flow of information and control in the market segment between Zonal Office/ Head Office.


452

• Study of specialized manpower requirement for the market segment and facilitate timely availability of such trained manpower at the required levels and centers through effective functional coordination with the Chief Manager (Personnel) and the Chief Manager (HRD).

Index Page 29- FUNDS MANAGEMENT -

• Collecting and collating weekly figures sent by the branches.

• Arriving at the demand and time liabilities at fortnightly intervals.

• Ensuring proper provision for CRR and SLR requirements as per regulatory requirements of RBI.

• Apprising the top Management once in a fortnight the position relating to CRR.

• Operation of an effective accounting system for generating up to date data on which in

areas like profit and loss, bad and doubtful debts, statutory and special information required by the Corporate Office / Reserve Bank of India / Government.

• Arranging for submission of data / information required at the Bank 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 Head Office, not specifically assigned to any other department.

• Collecting data on quarterly basis relating to OSMOS returns of DSB tranche I from

different department and Zones, and getting them collated and validated through the OSMOS Software, preparation of relevant returns for RBI and submission within one month after relevant quarter.

• Collection at quarterly intervals, of 10 statements relating of 4 OSMOS returns of DSB

trancheII on quarterly basis, from different departments, and after collating and validating them preparing of a final return for submission to RBI, within one month after relevant quarters.

• Submitting annual statement on the Bank's profile to RBI.

• Submitting annual statement containing Balance Sheet analysis to RBI.

Index Page 30- CHIEF MANAGER (SHARES & BONDS) -

• Managing issue of equity & bonds for the Bank.

• Managing distribution of dividend to shareholders & issue duplicate thereof.

• Managing distribution of interest to bondholders.

• Complying with requirements of RBI, SEBI and Stock Exchanges in the matters of Shares & Bonds of the Bank. Transfer and transmission of Shares & Bonds.

• Reconciliation of unclaimed dividends & interest and issue duplicate thereof.


453

• Monitoring price movement of shares of the Bank.

• Maintaining share transfer register, register of shareholders, bond transfer register and register of bondholders.

• Timely printing, preparation & despatch of dividend warrants / interest warrants.

• Arranging dispatch of Annual Reports to the Shareholders & other agencies.

• Arranging holding of the Annual General Meeting.

• Providing support in election of Shareholder Director on the Board of the Bank.

Index Page 31- FOREIGN DEPARTMENT -

• Managing Bank's foreign exchange resources.

• Supervision of forex business.

• Calculation and transmission of rates to 'B' category branches.

• Offering competitive rates on request.

• Maintenance of Bank's Nostro accounts and their reconciliation.

• Maintenance of FCNR (B)Accounts and profitable deployment of the funds generated.

• Providing Forex related technical support to branches dealing in Forex.

• Distribution of profits to branches.

• Exercising proper control over various aspects of dealing operations as per guidelines. • Co-ordinating the activities of dealing department, accounts department and

reconciliation department.

• Devising policy on behalf of the Bank for rate quotations in consultation with Head Office functionaries.

• Profit planning in respect of exchange profit.

• Establishing and nurturing correspondent relationship.

• To act as an extended arm to the top management in Mumbai for interacting with

outside agencies viz. RBI, ECD, EXIM Bank, ECGC, FEDAI, CCI & E, Export promotion council etc.

• Extending consultancy services to the customers.

• Overseeing the working of the International Banking Division at the branches.

• Guiding and advising the authorised branches on operational matters relating to foreign

exchange business.


454

• Reviewing the systems & procedures of the Bank in the area of foreign exchange business on an ongoing basis to detect the loop holes in the system, if any, as also to improve upon the present system.

• Appraising the top Management in the matter of developments in FERA / Foreign Trade

Policy, etc. affecting the Bank's interest and issuing of instructions / clarifications to branches / Zonal Offices / other functionaries.

Index Page

32- NPA MANAGEMENT -

• Implementation of RBI guidelines regarding IRAC norms and classification of Assets.

• Provisioning for NPAs.

• Upgradation of classification of Assets.

• Preparing strategies, monitoring and effecting recovery in NPA and AUC Accounts.

• Dealing with compromise proposals and one time settlement schemes.

• Preparing strategies, monitoring and arranging writing off of identified assets.

• Effective recovery in AUC Accounts.

• Following up of civil suits other than those before DRT.

• Reporting to RBI. 33- ALM DEPARTMENT -

• Reviewing the interest rates on domestic time deposits / FCNR (B) deposits from time to time and fixing the interest rates thereof.

• Effecting revision in Prime Lending Rates of Bank / Fixing deferent tenor linked PLRs.

• Fixing specific rates for high value deposits and reviewing of high value (Bulk Deposit)

booked by the Bank and its profitability to decide Bank's strategy in taking such deposits and avenues available for deploying them.

• Finalising policy matters, setting up procedures to be followed in matters relating to ALM.

• Taking decisions to ensure compliance with RBI directives, received from time to time.

• Submitting fortnightly statements to RBI.

• Holding of Meeting of ALCO.

Index Page 34- CREDIT AUDIT -

• Improving quality of commercial credit portfolio.

• Ensuring that the laid down policies of the Bank are complied with in all areas of credit approval, delivery, credit appraisal and administration.

• Contribution in reducing non-performing asset.


455

• Enhancing process efficacy to mitigate risk and thus minimize losses.

• Issuing warning signals for checking slippage of advance accounts.

• Certifying that the process of credit appraisal and sanction are as per the Bank's

approved guidelines. Index Page 36- COMPLIANCE DEPARTMENT -

• Receipt of RBI circulars / directives, recording them and following them up with respective departments for action.

• Placing monthly Memorandum to the ECB giving a list of circulars and important letters

received from RBI and Government of India during the previous months, enclosing copies of the relevant communications.

• Collecting Action Taken Report on each communication and placing Memorandum to

the Audit Committee of the Board, after getting it approved from the Audit Committee of the Executive.

• Submission of Quick Disposal Report to the Top Management on pending urgent and

important communications.

• Collection of compliance certificates from various departments / offices (including the Zones) at the end of every quarter, confirming the compliance of instructions received from Reserve Bank of India / Government of India, the ECB / the Bank's Board of Directors.

• Placing a quarterly Memorandum to the Executive Committee by the Managing Director, certifying the compliance of instructions enclosing copies of the Compliance Certificates submitted by the Compliance Officers.

• Obtaining a quarterly certificate from the departmental heads and zonal offices to the

effect that 'no statutory approval of State Bank of India was required under Regulation 45 to 49 of Subsidiaries Banks' General Regulations, 1959' and sending a certificate, on the basis of the above, to State Bank of India, Corporate Center, Mumbai.

• Submission of DSB Return-XII, compiled at quarterly interval to State Bank of India.

• Half-yearly returns on performance to be compiled and submitted to RBI.

• Maintenance and updation of circulars received from RBI under five heads viz., DBOD,

DBS, IECD and Miscellaneous. Index Page 35- A.G.M. (DEVELOPMENT & RURAL BANKING)

• Coordinating the work of SIB, Agricultural Banking, Lead Bank, Community Service Banking Department and Regional Development and Regional Rural Bank and providing guidance to them as also the Development Officers at Zonal Offices.

• Providing the top Management / Management Committee with current market

information in the related market segments for making effective marketing thrusts.


456

• Providing strategic support in all areas of immediate and long-term concerns.

• Developing and maintaining proper coordination and liaison with Government department / agencies with particular reference to lead districts in implementation of Government sponsored anti-poverty programmes in all market segments and their integration with lead bank authorities for deriving maximum business advantage and also for the desired image building.

• Formulating more pragmatic and effective strategies to achieve targets and meet the

Government & Public expectations.

• Ensuring implementation of various community development scheme for discharging Bank's social responsibilities.

• Monitoring the successful implementation of annual action plans under priority sector

lendings.

• Developing and monitoring service area approach. 36- A.G.M. (MARKETING) -

• Developing system(s) to gather economic intelligence by keeping in close touch with the industry.

• Scanning the environment and disseminating market information to Top Management /

Zonal / Regional Heads with analysis of competitions strategies and devising moves to counter them.

• Planning and implementing strategies to have marketing thrusts in order to improve upon

our share of credit portfolio and deposits at urban / metropolitan centers / branches.

• Developing strategies for deeper market penetration to exploit potential available and ensuring their implementation at the centers.

• Initiating studies / surveys and arranging campaigns to exploit market opportunities and

bridging the gaps between Bank and critical client groups.

• Reviewing performance of the critical centers with emphasis on identifying positive factors for development and remedial measures for arresting negative trends.

• Providing feedback for planning strategies to improve business to controlling authorities /

segment chiefs.

• Visiting branches for on-the-spot assessment of market situations and contacting valued clients whether existing or prospective.

• Interpreting and communicating corporate policies with particular reference to

development of business at the key urban / metropolitan centers.

• Liaisoning with the important and influential Government officials / Top Executives of important corporate clients to canvass business as also to develop contact points through them for contacting other critical clients and arranging for visits of Top Management, if necessary.

• Exploring emerging business opportunities by entering with SBI Capital Market and other

such agencies.


457

• Constantly interacting with Zonal Heads / AGMs / RMs / CMs / BMs of critical urban /

metropolitan branches to ascertain their needs for improving quality and quantity of business of the target branches / groups, formulating required plans / strategies and modifying them in the light of feedback received / experience gained.

• Keeping close watch on the deposit schemes, their implementation and removing

bottlenecks to improve performance particularly under C&I and P&S segments.

• Planning and coordinating the efforts of various market specialists, remaining in direct touch with the segment chiefs to coordinate their efforts and strengthening the strategies planned / devised to improve performance.

• Communicating with client groups on the package of service offered by Bank.

• Arranging publicity campaigns and planning customer meets / calls at the critical centers.

Arranging for meetings of Top Executives with the corporate clients in a planned manner.

• Identifying training needs of the staff for improving customer service and suggesting ways to strengthen the efforts made by Bank in educating the customers.

Index Page 37-A.G.M. (MOBILE DUTY) ,CHIEF MANAGER, MANAGER , DY. MANAGER (VERIFICATION AUDIT)

• Conducting special audits/spot audit of the branches depending upon the seriousness of the irregularities/frauds amount, and person involved in such frauds, etc.

• Inspecting and auditing branches/offices including Zonal/Regional Offices and

departments at Head Office as also the critical branches allotted by General Manager (I&F).

• Coordinating and strengthening the hands of DGM (Inspection) in finalising

audit/inspection reports.

• Evaluating the present system of audit/inspection and suggesting measures for improvement in the quality.

• Evaluating the functioning of the branches and offices in order to judge the overall health

and vitality and keeping the Top Management continuously appraised of above.

• Undertaking special survey of large advances as regards their post-sanction disbursement, compliance of the terms and conditions, documentation and position of charges etc.

Index Page 38- CHIEF MANAGER (INSPECTION) -

• Allotment of verification audit to the auditors according to prescribed periodicity.

• Monitoring receipt and disposal of verification audit reports.

• Support and guidance given to operational functionaries at branches and Zonal Office.

• Monitoring of income audit exercises. Preventing of frauds through timeliness of verification audit process and follow up of fraud cases detected thereby.

Index Page


458

39- LIAISON DEPARTMENT -

• Extent and quality of support lent senior functionaries.

• Manner in which delegation of authority is exercised.

• Public relations and liaison with Government /Airlines/ Railway and other transport agencies.

• Execution of time bound tasks.

• Smartness and active interest shown in various activities.

• Maintenance of the Bank's Transit Houses.

• Maintenance of the Bank's vehicles and monitoring hired vehicles.

• Maintenance of records and monitoring duties of drivers.

• Making travel arrangement for Bank's functionaries and other VIPs, Govt. officials, auditors

etc. Maintenance of records of expenditure of the department. Index Page 40- SECURITY DEPARTMENT -

• Control and supervision over staff and inter personal competence.

• Promptness and quality of correspondence, follow-up of the letters emanating from the departments and efficiency in ensuring disposal of letters received. Extent and quality of support provided to the Controlling Authority / Top Management.

• Efforts made to build up liaison/rapport with the Government Authorities / officials of the

Government and other agencies like Police / Defence etc. • Contribution made in designing of training courses pertaining to security of branches.

• Fact finding attitude in security of the Bank and tendency to avoid fault finding.

• Capacity to write factual, clear and dis-passionate reports, if any.

• Extent and quality of guidance given to the security staff posted at the branches.

• Contribution made towards periodical visits of branches in regard to security of branches.

Index Page 41- DY. GENERAL MANAGER (CREDIT) -

• Control aspects covering advances portfolio, administered by the HOCC -

• Analysis of performance reports / compilation and submission of data -

• Processing selection and sanction of credit proposals.

• Post sanction administration of credit.

• Maintenance of quality of credit portfolio.


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• Maintenance of quality of service provided to the customers; ongoing customer relations.

• Attention to inspection and audit findings and findings conveyed in other audit reports

about advances at branches. Index Page B- Business Development - Providing support to Management Committee in identifying business opportunities and marketing financial service to the prospects.

• Specialist services – • Providing support to Management Committee in developing lending policies appropriate

within the overall guidelines. Initiating action, where necessary, through Management Committee, for seeking modification of the policies prescribed by Head Office or Reserve Bank of India, imparting on the growth and quality of business of credit area.

• Advising Management Committee on developing appropriate infrastructure at branches (creation of division / commercial branches, manpower training and placement etc.) in line with the need of the market.

• Coordination with other functionaries.

• With DGMs of Zones regarding problems in achieving business development and

supervision of Credit in their area of control.

• With G.M. (C & IB) in evolving appropriate plans and strategies for development of business and for solving generic operational problems.

Index Page 42- CHIEF MANAGER (INDUSTRIAL RELATIONS) -

• Interpret the personnel policies of the Top Management and explain the rationale to the Union /Association and vice-versa at structured meeting (Bipartite /Tripartite).

• Preservation of industrial harmony and effective communication with the Trade Union Organisation, information sharing and feedback on personnel issues, anticipatory and proactive measures. Creation of awareness about the Bank's concern for the welfare of the employees, proper administration of the schemes. Attending to the court cases / ALC cases filed by an staff of our Bank.

(Circular no.per/16/2004-2005 dated April 28, 2004)

2. NEW SYSTEM OF ANNUAL CONFIDENTIAL REPORT AND PERFORMANCE APPRAISAL The Executive Committee, at their meeting held on the 18th march 2004 has approved introduction of a new Performance Appraisal System in our Bank replacing the present system of compilation of annual confidential reports (CRs) and Performance Appraisal Form. The new system is effective from 31.3.2004 i.e. from the report year 2003-2004. The salient Features of the new system (AARF) are as under:-

1. There is only one reporting system combining both the confidential reports and the assignment appraisal.


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2. The format (AARF) is data based and comprehensive covering business perormance, qualitative aspects, attribute based appraisal and general comments.

3. The Assignment Appraisal is an annual exercise thereby obviating the need for compilation of reports at the time of promotion, years later by officials not knowing the appraise.

4. The rating is by marking system. 5. There is provision for self appraisal. 6. The format has been devised in such a way that the

reviewing authority will have to specifically record agreements/disagreements and also potentialities and accord final judgment rating. Where Reviewing Authority differs by 10% or more, the rationale will have to be spelt out.

7. The model ACR formats circulated by the Government, modified by SBI keeping in view Government guidelines/IBA advices are in 4 sets making it relevant to the role and scale of officers.

8. With a view to providing necessary data for writing an objective report on officers who do not have budgetary responsibility, it is required that such officials prepare at the beginning of the year, an action plan based upon the KRAs. Their appraisal will be based upon the fulfillment of the action plan. Periodical review may also be done, where necessary, to take care of changing needs.

9. Only those KRAs which are approved and circulated will be valid.

10. The rating system has been changed. Instead of having specific marks for a particular rating i.e. 40 marks for excellent rating, a range of marks from 31 to 40 and so on, is provided under the revised system.

11. Reports will be compiled and marks will be awarded based on officers’ performance/skills/ability as follows:-

a) Business performance/KRA : Max. Marks 40 b) Qualitative Aspects : Max. Marks 20 c) Attributes based appraisal : Max. Marks 20 d) General Remarks : Max. Marks 20

12. If an officer is awarded 100 out of 100 marks by the Reporting Authority, it will be necessary to give atleast three work related examples/data where the officer’s performance were outstanding.

13. The Appraisal will help the Management in the following areas-

1. Assessment of job performance and future placements.

2. Deciding on training needs of officers. 3. Effective and efficient use of human resources to

suit the present need of the Bank.

Proformas and detailed instructions regarding AARF are given in H.O. Circular No./ Per/97/2003-2004 dated 27.3.2004 Index Page


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ANNUAL REPORTS There has been instances of variation in the rating of an officer in the annual confidential report as compared to the previous year without any apparent reason being assigned for the change. As you are aware, the annual confidential report is an important document and forms the basis on which major decisions effecting the career of officer are taken. It is, therefore, incumbent upon the reporting authority to ensure that due and proper care is taken while writing the report. In case, the reporting authority decides to lower or enhance the rating as compared to the previous year he should do so after careful consideration. Further, the Reporting and Reviewing Authorities must ensure that any adverse remark entered in the Annual Confidential Report is advised to the concerned officer and he is counselled to overcome his shortcomings. (CIRCULAR NO. PER/17/98-99 DATED 13.5.98) It has been observed that in cases where ‘ Average’ rating is awarded under certain parameters of the confidential Reports by the Reporting Authority, the officer concerned is not advised or counselled to make efforts for improvement. The officer is thus not advised of his deficiency/weakness, and hence such rating, if any, would not produce the desired impact on the Bank’s performance. All officer should ensure that whenever ‘average’ rating is awarded under any parameter of the confidential report, the concerned officer should be advised regarding the areas of his deficiencies/weaknesses and be counselled/guided for improvement. (CIRCULAR NO. PER/25/2002-2003 DATED 4.6.2002) Index Page GUIDELINES FOR WRITING CONFIDENTIAL REPORTS OF OFFICERS IN THE EVENT OF CHANGE OF REPORTING OFFICIAL An outgoing Branch Manager/Reporting official who has been at the branch /office for more than 6 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 Supervising Staff, for the guidance of the new incumbent, who will normally have to compile the annual reports. The intention is that such observations would be helpful to the BM/Reporting official, who has to submit the annual report, in assessing the work for a whole year. (CIRCULAR NO. PER/89/91-92 DATED 22.11.91) Index Page EFFECT UPON IMPOSITION OF PENALTY 1. STAFF SUPERVISING: RELEASE OF INCREMENTS(S) FOR THE PERIOD OF SUSPENSION UPON REINSTATEMENT In terms of Regulation 69 (8)(ii) of the SBBJ (Officers’) Service Regulation, 1979, in all cases where, after finalisation of disciplinary action proceedings, the officer has not been subjected to penalty of dismissal, the period spent under suspension is to be dealt with in such a manner as the Disciplinary Authority may decide and the pay and allowance of the officer during the period adjusted accordingly.As per extant instructions, in the event of an officer having been subjected to a punishment other than by way of dismissal, the Disciplinary Authority has to pass a specific order in regard to the treatment of the period of his/her suspension. The matter has been examined and it has been decided as under:-


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“The Disciplinary Authority should invariably specify, while passing orders regarding the punishment, as to whether the increments 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.” (Circular No. Per/97/92-93 dated 13.2.93) Index Page 2. WITHHOLDING/REDUCTION OF STAGNATION INCREMENT- REDUCTION OF PAY The stagnation increment due to an officer can as well be withheld before its sanction or can be reduced by way of imposition of penalty after its sanction. However, sanction of such increments thereafter will depend upon the nature of the imposition of the penalty. It has also been indicated as to when the next increment would be due in such cases. However, few cases have come to notice, where difficulty has been experienced to ascertain the date from which the stagnation increment would become due again after the same has been withheld or reduced by way of penalty. The difficulty has been so experienced because, in the order passed by the Disciplinary Authority, the period for which stagnation Increment was to be withheld or a reduction thereof would operate had not been stipulated. As already made known unlike a normal increment which in terms of Regulation 5 of SBBJ(Officers) Service Regulations accrues annually, the stagnation increment accrues after an eligible officer has stayed for required years at the maximum stage of the scale of pay. Therefore, in the order of the penalty if the period for which the stagnation increment is to be withheld or the period for which the reduction of stagnation increment will operate is not indicated, it will be difficult to ascertain without ambiguity, the date from which the officer would become eligible to earn the stagnation increment again after implementation of the penalty of withholding or reduction of stagnation increment. It is therefore, suggested that in all cases where withholding of stagnation increment or reduction of stagnation increment is ordered, the period for which such withholding or reduction operates, should also be indicated in the order. It has also been noticed in a few cases where the reduction to a lower stage in the time scale of pay has been awarded as penalty in terms of Regulation 67(e) of SBBJ(Officers’) Service Regulations, the date on which the officer will earn his next increment has not been indicated. As stated in Regulation 5 of the SBBJ(Officers’) Service Regulations, 1979 increments accrue on annual basis on due date. Therefore, in the absence of any specific mention in the order, an officer who has been awarded the penalty of reduction of pay would be eligible for his next increment after the reduction, on the next due date of his increment. Even in a case, where the officer has already reached the maximum stage in the scale the date of increment does not automatically change. After an officer is awarded a penalty of reduction in his basic pay, he would normally become eligible for the next increment on the due date of his increment as was operative prior to his reaching the maximum unless provided otherwise in the order. Therefore, if the date on which the affected officer will earn his next increment is not indicated in the order of reduction of pay, the effect of the penalty may not have the desired rigor. It has, therefore, been decided that in all cases where a reduction of pay is ordered, it must be indicated as to when the officer will be due for his next increment so that the period for the reduction of pay that will be operative becomes clear from the order. ( CIRCULAR NO. PER/27/88 DATED 26.2.88)


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Index Page 3. SBBJ OSR PQA/STAGNATION INCREMENTS: Doubts have arisen as to whether, our officer, who is at the maximum of the pay scale and is drawing stagnation increment and/or professional qualification allowance if subsequently imposed a penalty of reduction of his basis pay to a stage below his basic pay at the maximum of the scale, would continue to enjoy these facilities. • In this regard it is advised that PQA already sanctioned to an officer on account of

passing CAIIB examinations 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 PQA at all. Further, reduction of pay does not automatically mean withdrawal of PQA.

• In case an officer is imposed a penalty of withholding of increment(s) or reduction of pay before reaching the maximum, or thereafter but before PQA becomes due, the question of sanction of the allowance would arise only after he reaches the maximum and completes the required years of stay at the maximum prior to or after the imposition of penalty taken together.

• The stagnation increments are treated as increments for all purposes. These also rank for superannuation benefits. Therefore, the stagnation earned by the 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 thereafter 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 for a particular period, the stagnation increment will be sanctioned on completion of required years 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 the required years period will be reckoned afresh. The dates on which stagnation increment are to be sanctioned and/or become due will be determined by excluding the period for which the officer was not one the maximum in calculating the required years( say 3 years) period. Same principle will apply while sanctioning second stagnation increment.

• 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 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. Where the disciplinary case cannot be concluded within the 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.

• In regard to the question whether the benefit of PQA for passing CAIIB examination could be made available to the officers against whom disciplinary proceedings have been/are likely to be initiated, we wish to clarify that PQA for passing 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 PQA like any other allowance.

• If an officer is under suspension, who was in receipt of PQA 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 PQA 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.



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4. STAFF SUPERVISING: STAGNATION INCREMENT/ PQA EFFECT UPON IMPOSITION OF PENALTY Index Page Query : Whether stagnation increments/professional qualification allowance would rank for superannualtion benefits i.e. PF and Gratuity. Clarification- Stagnation increments would rank for superannuation benefits i.e. P.F. and Gratuity and wherever applicable pension, and also for D.A. H.R.A., CCA and other allowances subject to the appropriate ceilings stipulated. Query- Whether stagnation increment/PQA allowance being drawn by an officer will continue to be paid if he is subsequently awarded the punishment of reduction in the basic pay in the same scale of pay. Clarification - Stagnation increment/PQA being drawn by an officer will continue to be paid even if he is subsequently awarded the punishment of reduction in the basic pay in the same scale of pay. Query- Whether stagnation increment/PQA (CAIIB) being drawn by an officer will be discontinued if he is subsequently promoted to the next higher scale. Clarification: Stagnation increment/PQA (CAIIB) being drawn by an officer will be discontinued if he is subsequently promoted to the next grade and he will have to complete three years/one or two years at the maximum of higher scale to become eligible once again for the stagnation increment/professional qualification allowance. Query- Whether professional qualification allowance will continue to be drawn by an officer who has been awarded punishment by way of demotion to the lower grade scale. Clarification- If an officer is demoted to the lower Grade/scale as a result of punishment, his basic pay in the lower scale should be fixed as if he was not promoted to the higher scale, unless the Disciplinary Authority has stated in its order for a lower fitment. On such refitment, if he is placed at the maximum of the scale pay, he may be allowed to draw the professional qualification allowance if it was payable to him in the event of his non promotion unless it has been stated otherwise in the order of the Disciplinary Authority. (CIRCULAR NO. PER/97/88 DATED 30.7.88) Note: EFFECT OF PUNISHMENT MINOR PENALTIES CENSURE: Censure is a warning. It is entered in service sheet. It has no rigor period. It does not debar the official from consideration for promotion. WITHHOLDING OF INCREMENTS OF PAY WITH OR WITHOUT CUMULATIVE EFFECT WITHHOLDING WITH CUMULATIVE EFFECT The future annual increment(s) including stagnation increment would be withheld for a specified period and the withheld increments would be postponed permanently. Example: 1 Name of the officer “A” JMGS-I


465

Present Basic pay Rs. 12540/- Date of annual increments Ist Nov each year Punishment Withholding of two increments with cumulative effect Date of effect 31.8.98 Basic Pay the official would have drawn Basic pay the official will draw on a/c of in the normal course punishment 1.11.97 Rs. 12540 1.11.97 12540 1.11.98 Rs. 12880 31.8.98 12540 1.11.99 Rs. 13220 1.11.98 12540 1.11.00 Rs. 13560 1.11.99 12540 1.11.00 12880 1.11.01 13220 1.11.02 13560 Index Page The effect of the punishment is that the official was not granted increments which were due on 1.11.98 & 1.11.99 in the normal course and the withheld increments got postponed by 2 years. WITHHOLDING WITHOUT CUMULATIVE EFFECT The future annual increment(s) including stagnation increment would be withheld for a specified period and the withheld increments would not be postponed permanently. Index Page Example: 2 Name of the officer “B” MMGS-II Present Basic pay Rs. 14240/- Date of annual increments Ist Nov each year Punishment Withholding of two increments without cumulative effect Date of effect 10.9.98 Basic Pay the official would have Basic pay the offical will draw on a/c of punishment drawn in the normal course 1.11.97 Rs. 14240 1.11.97 14240 1.11.98 Rs. 14620 10.9.98 14240 1.11.99 Rs. 15000 1.11.98 14240 1.11.00 Rs. 15000+FPP 1.11.99 14240 1.11.02 Rs. 15380+FPP 1.11.00 15000+FPP 1.11.02 15380+FPP The effect of the punishment is that the official was not granted increments which were due on 1.11.98 & 1.11.99 . However , as on 1.11.00 he would have reached in the normal course without punishment would be restored. Note: When an officer is punished by way of withholding of promotion for a specified period, the concerned officer would not be considered for promotion during the period. Reduction to lower stage in time scale of pay for a period not exceeding 3 years, without cumulative effect and not adversely affecting the officers pension. The basic pay of the official would be brought down by the number of stages ( as specified in the order) in the scale of pay, in any case, not exceeding 3 stage. The original pay shall be restored


466

on the expiry of the specified period together with the annual increments accrued during the period. The subsequent increments shall be granted in the normal course. Example: 3 Name of the officer “C” MMGS-II Present Basic pay Rs. 13900 Date of annual increments Ist Nov each year Punishment Reduction to a lower stage by 2 stages without cumulative effect. Date of punishment 8.5.98 Basic Pay the official would have drawn Basic pay the official will draw on a/c of in the normal course punishment 1.11.97 Rs. 13900 1.11.97 13900 1.11.98 Rs. 14240 8. 5.98 13220 1.11.99 Rs. 14620 1.11.98 13220 1.11.00 Rs. 15000 1.11.99 13220 1.11.01 Rs. 15000+FPP 1.11.00 15000 1.11.03 Rs. 15380+FPP 1.11.01 15000+FPP 1.11.03 15380+FPP The effect of the punishment is that the official would draw basic pay 2 stages lower for 2 years and the basic pay would be restored on expiry of 2 years. On the next increment date (after restoration) he would draw the basic pay he would have drawn, in the normal course. Example: 4 Name of the officer “D” MMGS-II Present Basic pay Rs. 13900 Date of annual increments Ist Nov each year Punishment Reduction in the time scale by 2 stages with cumulative effect Date of effect 1.8.98 Basic Pay the official would have drawn Basic pay the official will draw on a/c of in the normal course punishment 1.11.97 Rs. 13900 1.11.97 13900 1.8.98 Rs. 13900 1.8.98 13220 1.11.98 Rs. 14240 1.11.98 13220 1.11.99 Rs. 14620 1.11.99 13220 1.11.00 Rs. 15000 1.11.00 14240 1.11.01 Rs. 15000+FPP 1.11.01 14620 1.11.03 Rs. 15380+FPP 1.11.02 15000 1.11.03 15000+FPP 1.11.05 15380+FPP The effect of the punishment is that the official would draw a basic pay 2 stages lower than what he would have drawn in the normal course, permanently.

Index Page REIMBURSEMENT OF FUNERAL EXPENSES REIMBURSEMENT OF FUNERAL EXPENSES TO THE DEPENDANTS OF THE EMPLOYEES’ WHO DIE IN HARNESS AND RETIRED EMPLOYEES’


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Funeral expenses to the extent of Rs. 5000/- are reimbursable to the dependants of those employees who die in harness as a gesture of sympathy out of lapses and Forfeiture Account of the Provident Fund. The facility of reimbursement of funeral expenses has also been extended to the heirs of the retired employees besides those who die in harness. With a view to make prompt payment of funeral expenses to the dependants of the deceased, it has been decided that Branch Manager/Departmental Heads will pay the funeral expenses to his dependants (wife or major sons) on the very day of the death of an employee so that the amount can be used for funeral expenses to the debit of suspense account. Thereafter, as usual, the Branch Managers will obtain the claim from the dependants of the deceased employee and submit through their controlling Authority to P.F.and Gratuity Department, H.O. Jaipur for reimbursement. On receipt of reimbursement of the claim from P.F. & Gratuity Department H.O. Jaipur the outstanding entry in suspense account will be got adjusted. Branch Managers/Departmental Heads will ensure that such entries outstanding in suspense account is adjusted within a period of one month. (CIRCULAR NO. PER/45/93-94 DATED 24.8.93 AND PER/63/95/95-96 DATED 27.10.95) Index Page

GUIDELINES FOR OUT OF TURN PROMOTION OF OUTSTANDING SPORTSMEN GAMES Sportsmen proficient in the following games only be considered for recruitment in the Bank: Acquits, Athletics, Basketball, Chess, Cricket, Football,, Hockey Kabbadi, Shuttle Badminton, Table Tennis, Volleyball. Eligibility Subordinate : Age- 18 to 26 years Educational qualification From Vth Standard passed to a non-matriculate. Sports Performance Should have represented District as State level or participated in All India School event. Clerical Age- 18 to 26 years Educational qualification A pass in SSC/SSLC/Matriculation or equivalent. Sports Performance Should have represented at National level or participated at Inter- University level. Officers: Age- 18 to 26 years Educational qualification Minimum Graduation of any discipline. Sports Performance Should have represented the country at International level. SUITABILITY AND SELECTION There is no written examination, provided the sportsmen fulfill the eligibility criteria in respect of educational standards, age etc. and the application is received through the President, Central


468

Welfare Committee and is sponsored by the recognised state level organisation of the concerned game/sport. Application so received will be scrutinised by a Committee comprising of Chief Manager, Personnel Administration, Secretary, CWC and eminent sportsmen of the concerned game/sport. The candidate should be a current player i.e. he/she should have played in the matches held in the last tournament or the one just before that and should have potential to play for atleast another four/five years. Vacancies in team games/sports will not be more than 1/3 of the number of players in a team in the recognised games who can be replaced by new recruits in any one recruitment year. Authority i/ The Managing Director is the Competent Authority to appoint sportsmen in subordinate and clerical cadre. ii/ Approval of the E.C. will be essential for appointment of sportsmen in officer’s cadre. Index Page Interview The candidates cleared by the above authorities to be interviewed by the CGM and two GM’s. The candidates so selected may be offered appointment in the Bank subject to their completing the other formalities such as satisfactory reports from two referees, medical examination and verification of antecedents. PROMOTION Sportsmen employees who are recruited under sports consideration are given the following relaxations wherever such promotion involves written examination and/or interview. As the sportsmen employees remain actively engaged in the pursuit of sports throughout the better part of the year, they cannot be reasonably expected to compete with others in academic or even job-oriented tests for promotions. Applications of extent standards severely hamstrings their normal advancement in the service career due to involvement in sports. Accordingly, as in the case of recruitment, the standards for promotion for sportsmen employees by relaxed by 5% in the written examination ad 10% in the interview for promotions upto officers JMG Scale-I level. Since the major contribution of the sportsmen to the Bank is in the form of creditable representation in various sports events, due weightage needs to be given to outstanding performance on the field and considered equivalent to excellence in the Bank, for promotion. Out of Turn Promotions Sportsmen representing the country at international level or representing the state continuously for a minimum period of 5 years after joining the Bank at the National level in any recognised sport will be considered for out of turn promotion. Such promotions are given only once in the entire service of the sportsmen employee. Rural or Semi-Urban service Sportsmen employees are not required to fulfill the obligation of completing rural or semi-urban service wherever necessary as long as they are active national/international players and/or playing for the Bank. However, these stipulations are to be fulfilled once they cease to be active players. Index Page


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GENERAL i/ The recruitment or promotions of sportsmen should be absolutely need based and restricted to minimum. Such recruitment should be out of the permitted increase in the total staff strength in the Bank. ii/ For appointment of those who are already working in some other organization/bank unless the application is routed through the respective employer/bank, such requests will not be entertained. (E.C. MEMO DATED17.11.92)

Index Page PROVISION OF NEWSPAPER AND MAGZINES REIMBURSEMENT OF THE COST OF NEWSPAPER/ MAGAZINE:: 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 a 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. Bank has therefore examined the matter in consultation with Corporate Center, State Bank of India, Mumbai and it has now been decided to revise the limit for reimbursement of cost of newspapers/magazines. It has also 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. This clearly means that henceforth, 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 reimbursement on certificate basis. The revised ceilings of reimbursement of the cost of newspapers /magazines are given as under :- Scale Existing instructions Revised instructions JMGS-I (i)All officers in JMGS-I:- one general

newspaper & one financial newspaper (ii) Magazines upto Rs. 60/- p.m. (iii) B.M. Magazines upto Rs. 750/- p.a.

Rs. 350/- p.m. (payable to all officers in JMGS-I) (For newspapers, periodicals, magazines etc.)

MMGS-II & III (i)All officers in MMGS-II & III:-one general newspaper & one financial newspaper (ii) Magazines upto Rs. 60/- p.m. (iii) B.M.: Magazines upto Rs.750/- p.a.

Rs. 500/- p.m. (payable to all officers in MMGS-II & III) (For newspapers, periodicals, magazines etc.)

SMGS-IV & V (i)All officers in SMGS-IV & V: one national, one general newspaper & one financial newspaper (ii) Magazine upto Rs.750/- p.a.

Rs. 700/- p.m. (payable to all officers in SMGS-IV & V) (For newspapers, periodicals, magazines etc.)

TEGS-VI Reimbursement upto Rs.2,000/- per month on certificate basis and beyond that against production of bills/receipts for full amount.

TEGS-VII and above

Reimbursement upto Rs.2,500/- per month on certificate basis and beyond that against production of bills/receipts for full amount.

The above revision in the amount of newspapers/magazines for officers upto SMGS –V it will be effective for expenditure-incurred w.e.f. 1st November, 2006 and in respect of Officers in TEGS-VI


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and above this will be effective from 1.7.2007 The above revision is applicable for officers in Scales I to V. The terms and conditions applicable to TEGS VI and above will remain unchanged. A proforma of certificate for claiming reimbursement of expenditure towards newspapers/magazines is given in Annexure- I to this circular. CERTIFICATE FOR REIMBURSEMENT OF EXPENDITURE INCURRED ON NEWSPAPER/MAGAZINE

I certify that I have incurred an expenditure of Rs ……………. towards purchase of newspapers/magazines during the month of …………… which may please be reimbursed to me as per my entitlement. Signature Name: Grade/Scale: Branch/Office/Department: Date: (CIRCULAR NO. PER/51/2007-2008 DATED 26.9.2007, Per/ 86 /2006-2007 December 20,2006,Per/65/1995-96 dated 30.10.1995, Per/48/1997-98 dated 13.10.1997, Per/76/2003-2004 dated 28.01.2004, Per/13/2004-2005 dated 15.04.2004, Per/08/2005-2006 dated 19.05.2005 and Per/69/2005-2006 dated 02.12.2005) Officers under suspension will, however, not be eligible for this facility. (CIRCULAR NO. PER/31/91-92 DATED 17.6.91)]

Index Page

TERMINAL BENEFITS PAYMENT OF RETIREMENTAL/TERMINAL DUES AND EXTENSION OF OTHER FACILITIES TO RETIRED OFFICERS Index Page 1. EFFECT OF DISMISSAL, REMOVAL FROM SERVICE, COMPULSORY REIIREMENTS ETC., ON TERMINAL BENEFITS PARTICULARS

PF (OWN)

PF (BANK’S)

GRATUITY UNDER (ACT)

GRATUITY AS PER PAYMENT OF GRATUITY TO EMPLOYEES AS PER REGULATIO

PENSION IN TERMS OF SBBJ (EMPLOYEES) PENSION REGULATION 1995

LEAVE ENCASHM

TRAVELLING EXPENSES


471

N 1970 ENT

DISMISSAL YES YES( IF COMPLETED 5 YEARS OF SERVICE SUBJECT TO RECOVERY OF FINANCIAL LOSS AS ASCERTAINED BY THE BANK)

AS PER SEC. 4(6)(A)/(B) OF ACT

NO NO NO

NO

COMPULSORY RETIREMENT

YES YES( IF COMPLETED 5 YEARS OF SERVICE)

YES YES NO # YES

YES

REMOVAL FROM SERVICE

YES YES ( IF COMPLETED 5 YEARS OF SERVICE

YES (UNLESS SEC. 4(6)(A)/(B) IS APPLIC-ABLE)

NO (BUT ACT TO BE FOLLOWED)

NO

YES

YES

DISCHARGE UNDER PARA 521(5)(e) of Sastry Award

YES YES( IF COMPLETED 5 YEARS OF SERVICE)


NO (BUT ACT TO BE FOLLOWED)

YES ( IF REQUIRED YEARS OF SERVICE RENDERED OTHERWISE)

YES

YES

DISCHARGE SIMPLICITOR UNDER 522(1) OF AWARD



YES (IF COMPLETED 10 YEARS OF SERVICE)

YES AS WOULD BE DUE OTHERWISE AT THAT STAGE @

YES

YES

RESIGNATION


YES(IF COMPLETED 5 YEARS OF SERVICE)

YES (IF COMPLETED 10 YEARS OF CONTINUOUS SERVICE, OTHERWISE ACT)

NO NO, %

NO

VOLUNTARY RETIREMENT/ CESSATION OF SERVICE


YES(IF COMPLETED 5 YEARS OF SERVICE)

YES (IF COMPLETED 10 YEARS OF CONTINUOUS SERVICE, OTHERWISE ACT)

YES( IF COMPLETED REQUIRED YEARS OF SERVICE)

YES

YES

Index Page


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# PENSION MAY BE GRANTED ONLY BY THE AUTHORITY HIGHER THAN THE AUTHORITY COMPETENT TO IMPOSE SUCH PENALTY AT A RATE NOT LESS THAN TWO THIRD AND NOT MORE THAN FULL PENSION ADMISSIBLE ON THE DATE OF COMPULSORY RETIREMENT IF OTHERWISE HE WAS ENTITLED TO SUCH PENSION ON SUPERANNUATION DATE. @ There is no guidelines on this penalty in pension regulation. % HOWEVER,IN RESPECT OF EMPLOYEES RESIGNING AFTER 1.4.2001 AFTER GIVING DUE NOTICE

MAY BE PAID A SUM EQUIVALENT TO THE EMOLUMENTS IN RESPECT OF P.L. TO THE EXTENT OF HALF OF SUCH LEAVE TO HIS CREDIT ON THE DATE OF CESSATION OF SERVICE, SUBJECT TO A MAXIMUM OF 120 DAYS.

Index Page 2. STAFF SUPERVISING: PAYMENT OF SUPERANNUATION OF BENEFITS - OFFICERS PROCEEDED AGAINST UNDER REGULATION NO. 19(2) OF THE SBBJOSR,79 In terms of H.O. Circular No. Per/82/81 dated 25.8.81 the guidelines for payment of Provident Fund, Gratuity and Leave encashment to the officers who are deemed to be in service for the limited purpose of the continuation and conclusion of disciplinary proceedings initiated against them in terms of Regulation 19(2) of the SBBJ Officers’ Service Regulation 1979 are circularised. In this regard, requests are received from the officers for payment of interest on delayed refund of the terminal benefits released by the Bank after the proceedings have come to an end and penalty other than dismissal has been imposed. On completion of the disciplinary proceedings the officer may be penalised if the charges are proved. It will not be fair if this penalty is compounded by denying interest on their terminal benefits. The funds have also remained with the Bank during this period. It is, therefore, equitable to compensate the officer for not releasing his terminal benefits in time. It has therefore been decided that if disciplinary proceedings against and officer are continued after reaching the age of superannuation in terms of Regulation 19(2) ibid, he may be paid on completion of the proceedings, interest on the terminal benefits at the rate prevailing at the end of one month after retirement, payable to staff members on term deposit for the period for which the release of his terminal benefits were delayed . This is subject to condition that the proceedings have not been delayed on account of the officer and a penalty other than dismissal has been imposed .This interest would be payable from one month after retirement to account for the processing time till the date of payment. Since the Bank is likely to pay considerable amount by way of interest in such case, it should be the endeavor of all concerned to ensure that cases under Regulation 19(2) are disposed of as expeditiously as possible. CIRCULAR NO. PER/30/98-99 DATED 17.6.98 Index Page 3. STAFF MISC: DESIGNATION OF COMPETENT AUTHORITY TO ASCERTAIN AND DETERMINE THE FINANCIAL LOSS CAUSED TO THE BANK BY A MEMBER OF STAFF FOR APPROPRIATION OF THE BANK’S CONTRIBUTION TO PROVIDENT FUND OF THE CONCERNED STAFF MEMBER The Board of Director at their meeting held on the 1st June 1991 had approved the amendment to Sub. Regulation 2 of Regulation 17 of SBBJ Employee’s Provident Fund Regulations as under:- “Where the member has been dismissed from his employment on account of misconduct causing financial loss to the Bank, the whole amount of such financial loss, as ascertained by the Bank in its absolute discretion, or such part thereof as the Bank may direct (not exceeding in any case the total amount of contribution made by the Bank to his account together with interest


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credited in respect thereof) shall be deducted from the amount payable to the member and paid to the Bank by the trustees.” In this connection, the CGM has been designated as authority competent to ascertain and determine the financial loss by a staff member and to set off the Bank’s contribution to P.F. and interest thereon of the concerned. (CIRCULAR NO. PER/92/91-92) Index Page 4. STAFF SUPERVISING : ENCASHMENT OF LEAVE ON REMOVAL FROM BANK’S SERVICE The officers who retire under circumstances mentioned in Regulation No. 19 of State Bank of Bikaner and Jaipur (Officers’) Service Regultions, 1979 would be entitled to encash accumulated privilege leave and for the facility of traveling allowance on retirement in terms of Regulation No. 38 and 46 of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979. The purport of the above clarification is that the officers whose services are terminated by way of Dismissal, Removal, Compulsory Retirement etc., as a punishment as per Regulation No. 67 of Discipline & Appeal Regulation of State Bank of Bikaner and Jaipur(Officer’s) Service Regultion, 1979 will not be entitled for leave encashment and traveling allowance on retirement as per Regulation no.38 and 46 of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979. The said benefits are however available to those who opt for the voluntary retirement in terms of Regulation no. 29 of State Bank of Bikaner and Jaipur (Employees) Pension Regulations, 1995 Further an officer resigning from the Bank service on or after 1.4.2001 is also eligible for leave encashment subject to the provisions of Regulation No. 38 of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979 (as amended). However an officer resigning from the Bank service is not eligible for traveling allowance in terms of Regulation No. 46 of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979. (CIRCULAR NO. PER/37/2003-2004 DATED 25.8.2003, (CIRCULAR NO. PER/16/2001-2002 DATED 29.5.2001) The officers removed from the Bank’s service as consequence of punishment are also eligible for encashment of leave to the maximum extent as is laid down in OSR. (CIRCULAR NO. PER/65/90-91 DATED 6.11.90) Index Page 5. SETTLEMENT OF TERMINAL DUES OF EMPLOYEES WHOSE WHEREABOUTS ARE NOT KNOWN There have been cases where employees of the Bank have been found missing or their whereabouts are not known for a pretty long time. Although their names are struck down from the Bank’s roll after completion of necessary formalities, their terminal dues are not paid to their families before expiry of seven years. This is so as in terms of Section 108 of the India Evidence Act, unless a period of seven years has elapsed since the date of disappearance, a person cannot be deemed to be dead. The Bank accordingly been withholding settlement of terminal dues of such employees payable to the dependent family members/legal heirs till the lapse of a period of seven years from the date of disappearance of an employee, in compliance with the provisions of the Act.


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In order to mitigate the hardship of the family members who would already be hard pressed for lack of financial support with the disappearance of their bread earner, it has been decided to follow the following procedures similar to those followed by the Government in such cases:- • When an employee disappears leaving his family, the family can be paid in the first

instance the amount of unpaid salary, leave encashment dues and provident Fund balance having regard to the valid nominations, if any, made by the employee in accordance with the provident fund rules.

• After elapse of period of one year, other benefits like the gratuity under service rules, provident fund dues, if any, may be paid to the family.

• The above benefits may be sanctioned on completion of the following formalities in

addition to other usual formalities:

a/ The family must lodge a report with the concerned police station and obtain a report that the employee has not been traced after all efforts had been made by the police. b/ an affidavit signed by the major claimants that the employee has suddenly disappeared and has not been heard of since then and had he been alive he would not have failed to communicate with them, should be obtained. c/ an indemnity bond should be taken from the nominee(s) dependants of the employee that all payments will be recovered from them or be adjusted against payment due to the employee in case he reappears the scene and makes any claim. The date of the police report will be treated as date of death of the employee for settlement of terminal dues. d/ adjustment of the employees liability to the bank will made as provided in the rules/laws/extant instructions. e/ approval of the trustees, would need to be taken in each case where the payments are to be made from the provident fund. In cases of other payments the same authority who is authorised to make payment of usual unpaid salary, leave encashment, gratuity should exercise the powers in these cases as well.

(CIRCULAR NO. PER/116/88 DATED 30.8.88) Index Page 6. NORMS FOR PERMITTING CERTAIN FACILITIES TO RETIRED OFFICERS OF THE BANK The following facilities to retired officers of the Bank for a period of two months only:- • Leased accommodation may be allowed to be retained by an officer an recovery for the

same may be effected in the same manner as it was being made prior to his retirement.

• Telephone, if provided during the service period may be allowed to be continued on the condition that telephone bills will be paid by the officer.

The leave encashment of salary at the time of retirement of the officer will not be released to him until he vacates the leased premises and pays the telephone bills for the period for which the facility is allowed to him. The amount of leave encashment to be released to a retired officer who has been allowed certain prescribed facilities may be kept in TDR as a security so that the concerned officer does not loose on account of interest on his leave encashment. Further, the gratuity amount may be released and simultaneously the retiring officer be asked to deposit the amount in TDR duly discharged as a security with a specific undertaking to the effect that he would pay the telephone bills, stipulated percentage of first stage of the pay scale towards leased accommodation and vacate the premises adjust the arrears of payment out of the amount of TDR.


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(CIRCULAR NO. PER/147/88 DATED 16.11.88 AND PER/161/88 DATED 14.12.88) Index Page 7. SBBJOSR PAYMENT OF PROVIDENT FUND AND GRATUITY AND ENCAHSHMENT OF LEAVE WHERE DISCIPLINARY PROCEEDINGS ARE CONTINUED AFTER RETIREMENT ETC., In terms of proviso to Regulation 38 of the SBBJOSR 1979 when an officer retires from the Bank’s service, he will be eligible to be paid a sum equivalent to the emoluments for the period of PL that he has accumulated . In case of an officer when the disciplinary proceedings under rules of service have been initiated against him before he ceases to be in the Bank’s service, he may be deemed to be in service only for the purpose of the continuation and conclusion of such proceedings in terms of Regulation 19(2) at the discretion of the MD. A doubt has arisen whether, in such cases, such an officer be paid the sum equivalent to the emoluments for the period of PL that he may have accumulated before reaching the superannuation age. In this regard it is advised that in case of any officer who has already reached the age of superannuation, while payment of Bank’s contribution, towards PF of such an officer be held in abeyance, depending on merit of each case, pending the outcome of such disciplinary proceedings, the emoluments for the period of accumulated leave be paid to him if there is no liability which warrants recovery from the concerned officer. In case of termination of service of an employee by dismissal for any misconduct committed by him involving financial loss, the gratuity admissible to him in terms of provisions of the SBBJ (Payment of Gratuity to Employees)Regulation can be appropriated to the extent of such determinable loss. Further, more, in terms of Regulation 49 of SBBJOSR, no gratuity is payable to an officer on termination of service by dismissal. Consequently, in the cases of the nature referred to above, depending on the gravity of the charges framed against the delinquent official if the competent authority is of the opinion that these could warrant imposition of a major penalty and appropriating of amount of gratuity then the payment of gratuity as well may be held in abeyance pending outcome of the disciplinary proceedings initiated prior to the official’s attaining the age of superannuation. (CIRCULAR NO. PER/82/81 DATED 25.8.81) Index Page 8. DISCIPLINARY PROCEEDINGS DEATH OF AN EMPLOYEE Of late, several references, enquiring whether terminal benefits of a deceased employee can be released to legal heirs where disciplinary proceedings were pending at the time of his death. This and some other related issued have been clarified as under:- ISSUES: i/ Whether any disciplinary enquiry against legal heirs or action is possible after death when an employee-workman or officer- died while under suspension or pending completion of disciplinary proceedings? ii/ What would be the position regarding terminal benefits payable to the employee’s heirs when he died during the pendency of departmental/criminal proceedings for misconduct ? iii/ What proceedings or recourse to the Bank are possible when there is a clear case of misappropriation, theft or breach of trust on the part of an employee but he died before initiation or completion of criminal or departmental proceedings? BANK’S OPINION


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i/ Regarding the first issue, the views are that if an employee has been under suspension and he died during suspension, he has to be treated as having died on duty and the period of suspension till his death has to be treated as on duty. This follows from the maxim that only after conclusion of disciplinary proceedings, there is a jurisdiction vested on the Disciplinary Authority to decide as to how the period of suspension has to be treated. In view of the death of the employee before completion of the disciplinary proceedings, whether initiated or not, the stage at which the authority gets jurisdiction to treat the suspension as one of suspension does not arise. Therefore, the employee has to be treated as on duty till his death. ii/ On the second issue, it is considered that disciplinary proceedings abate with the death of an employee. Neither the Bank’s Provident Fund Rules nor the pension fund rules contemplate holing of an enquiry for fixing the liability of a deceased employee to be adjusted against his terminal dues. The payment of Gratuity Act as well as Gratuity Rules of the Bank do not provide for any enquiry to be held after the death of the employee to determine the liability which can be set off against the gratuity. In the case of an employee who died before the completion of disciplinary of criminal proceedings pending against him, all retiral benefits have to be paid to the nominee under the Provident Fund Rules or to his legal heirs. There is no provision in any of the Awards, Bipartite Settlements or the Service Rules for the Bank to hold an enquiry or continue the enquiry after the death of a charged employee. Bank view is supported by the decision of the Bombay High Court reported in 1986 LIC 248. All terminal benefits are, therefore, liable to be paid to the nominee/legal heirs of the deceased employee who died during the pendency of disciplinary/ criminal proceedings and there is no scope for the Bank to hold or continue any enquiry by issuing a show cause notice to his legal heirs after his death. iii/ Regarding the third issue while the misconduct alleged against the deceased employee has no significant effect on the release of terminal benefits, the only recourse the Bank can have if there is a clear case of misappropriation is to file a suit in a court of law for the recovery of the embezzled amount as against the assets of the deceased impleading his legal heirs. The said action is possible only if it is within the period of limitation. (CIRCULAR NO. PER/7/96-97 DATED 12.4.96)

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RURAL AND SEMI URBAN ASSIGNMENT STAFF SUP : POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL /SEMI-URBAN AND OPERATIONAL ASSIGNMENTS (MANDATORY ASSIGNMENTS) FOR PROMOTION TO HIGHER GRADES Please refer to Circular No. PER/63/93-94 dated the 09.10.1993,PER/02/98-99 dated the 02.04.1998 and PER/51/2001-2003 dated the 17.09.2001, advising, inter alia, the Government guidelines relating to rural/semi-urban assignments and operational assignments for an officer for promotion to higher grades. 2. In this context, it has been decided to amend and implement with immediate effect (including in the forthcoming promotion exercise) the following norms of mandatory assignments for considering an officer for promotion to higher grade:- 1 For Promotion to MMGS-III *

2 years’ service in Rural/Semi-urban Branch (es) and 2 years’ satisfactory, operational or line assignment or Independent line assignment.


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2 For Promotion to SMGS-IV *

3 years’ service in Rural/Semi-urban Branch (es) and 2 years’ satisfactory Independent line assignment. 3 For Promotion to SMGS-V * 3 years’ service in Rural/Semi-urban Branch (es) and 2 years’ satisfactory Independent line assignment.

* Provided that:- (a) In case where exemption from mandatory assignment has been given by the Bank (it will not include exemption given in terms of request made by the officer), the requirement for completion of mandatory assignment for eligibility for promotion shall stand waived for the period for which exemption has been granted. (b) In all other cases, officers will be considered eligible for promotion only after satisfactorily completing mandatory assignments. (c) In case an officer has not completed the required mandatory assignment by the date of eligibility for promotion to the relevant grade (including due to exemption given in terms of request made by the officer), 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. Further, following guidelines will continue along with aforesaid norms:-

(i) Temporary posting/deputation of an officer in rural/semi-urban branches may be taken into account provided his/her stay in any case is not less than 1 month at one stretch.

(ii) Lady Officers and physically handicapped officers will also not be precluded from rural/semi-urban branch experience.

(iii) The following categories of specialist cadre officers will be exempted from mandatory rural/semi-urban service: - (a) Law Officers. (b) Civil/Electrical/Mechanical Engineers. (c) Security Officers/Fire Officers. (d) Technical Officers. (e) Computer specialist cadre officers. (f) Any other officer who has been appointed/converted as a specialist officer.

The officers who opt once for conversion to specialist cadre from general cadre will continue to remain in that cadre and any request for their reconversion to the general cadre would not be entertained. The officer has to submit an irrevocable consent to this effect at the time of their conversion. (iv) Sportsmen employees are not required to fulfill the obligation of completing rural or Semi-urban service wherever necessary as long as they are active National/International players and are playing for the Bank. However, the stipulations are to be fulfilled once they cease to be active players. Circular No. PER/59/09-10 dated 26 October 2009


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Further to above Circular No. PER/59/2009-10 dated the 24.10.2009, it was advised that as regards officers who have not completed the Operational/Line/Independent Line assignments, it has been decided to allow following relaxations for the promotion year 2010: - a) As a special case, officers may be considered for promotion up to SMGS-V, even though they have not completed the stipulated Operational/Line/Independent Line assignments, for the next promotion year viz. 2010, provided they are otherwise eligible for promotion to the next higher grade. b) Officers considered for promotion during the promotion year 2010, subject to above relaxation, when promoted, will be placed immediately in the Operational/Line/Independent Line assignment and the benefits of promotion would be released only after its completion. c) The above relaxation would not be available from the promotion year 2011 and officers who have not completed the mandatory assignment would not be considered for promotion (from the promotion year 2011 onward) till such time they complete all the mandatory assignments. d) From the promotion year 2011 onwards, in case an officer has not completed the required mandatory assignments by the date of eligibility for promotion to the relevant grade, he/she 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 assignments. In addition to the above, henceforth it will be incumbent on the officers concerned to make an appeal to the Bank on the enclosed format (Annexure-I) in case of their not being placed on the requisite mandatory assignment(s). A copy of the appeal should be given by the officer concerned to his controller also for taking necessary action thereon. The Controller would be required to take suitable action on all such appeals within a period of 30 days. Further, from now onwards, no functionary would be authorized to delay or postpone completion of the prescribed mandatory assignment(s). ANNEXURE- I FORMAT FOR APPEAL FOR PLACEMENT ON MANADATORY ASSIGNMENT --------------------------------------------------------------------------------------------------------------------------- The Managing Director, State Bank of Bikaner and Jaipur Head Office, C-Scheme, Tilak Marg, Jaipur Dear Sir, PLACEMENT ON MANDATORY ASSIGNMENT I give below my particulars and request for being placed on the assignments as mentioned hereunder: - Sr. No. Particulars (i) Name of the officer : (ii) P. F. Index No. :


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(iii) Date of Birth : (iv) Last promotion a) To which grade : b) As from : (v) Present posting : (vi) Since when : (vii) Deficit assignment for next promotion : (viii) Deficit period : I am willing to be posted anywhere in the Bank for completing the above assignment and request for being placed for the same at the earliest. Yours faithfully, ( ) Name of the officer: Place: Dated: ------------------------------------------------------------------------------------------ Copy forwarded for information to the Controller – Asstt. General Manager/ Dy. General Manager/ G.M. / C.G.M., State Bank of Bikaner and Jaipur, ………………………………………… ………………………………………… ( ) Name of the officer: P. F. No. _______ Circular No. PER/84/09-10 01 January 2010 EARLIER POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL/SEMI-URBAN ASSIGNMENT PRIOR TO ABOVE REVISED GUIDLINES The guidelines for entrusting rural/semi-urban assignment to officers in our Bank:- • The officer will put in a minimum of 2 years service in rural branch to become eligible for

promotion from JMGS-I to MMGS-II.

• The officer will put in a minimum service of 3 years in a rural and/or semi-urban branch to become eligible for promotion from MMGS-II to MMGS-III. This is inclusive of 2 years rural branch experience prescribed for promotion from JMGS-I to MMGS-II.

• Those officers who have not completed their rural/semi-urban assignments and have otherwise become eligible for promotion to MMGS-II/MMGS-III will be treated as eligible for promotion, but after promotion they would straightway be posted in a rural/semi-urban branch for completion of stipulated assignment. Confirmation of such officers will be after completion of the stipulated assignment. However, confirmation will be effective from retrospective date.

• Temporary posting/deputation of an officer in rural/semi-urban branches may be taken into account provided his/her stay in any case is not less than 1 month at one stretch.


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• Rural/ Semi-urban branch experience gained by an officer could be counted as such if he/she has gained such experience during the course of his/her service in the requisite scale in some other Public Sector Bank.

• Lady officers will not be precluded from rural/semi-urban branch experience.

• Officer who is an active National/International player will be exempted from the stipulation of rural/ semi-urban branch experience so long as he remains active in the sports/coaching of the recognised games at the National/International level. For this purpose, an active national player would be a sportsman who plays in recognised National competitions on behalf of the state. The International sportsmen would be those who represent the country in International competition . The games recognised by Banks Sports Board will be treated as such.

• The posting of officer-in-charge of an extension counter established in a rural area attached to a branch located at a semi-urban area will not be treated as a rural posting.

• Index Page • In case, for any reason, the promoted officer has to leave the rural/semi-urban areas at his

own accord before completing the requisite period of posting, the Bank has every right to revert him to his earlier grade.

• In case any of the officer in view of self/family ailment and advance years of his age say 55 years or above, seek exemption from rural/semi-urban postings, and if his request is acceded to, he will be debarred from promotion for two years from the date he otherwise becomes eligible for the first time for promotion or refused rural/semi-urban posting, whichever is later.

• The physically handicapped officers whose handicap is of such a nature that it is not possible for them to serve in a rural/semi-urban branch may be exempted from rural/semi-urban assignment. The feasibility of granting relaxation will be examined on case-to-case basis on medical reports of recognised/ Government hospitals.

• The request for exemption from rural/semi-urban posting for more than two years in one instance will not be acceded to. It will be limited to a maximum number of two times.

• In order to ensure availability of officers for rural branches as well as completion of rural assignment before an officer becomes due for promotion, atleast 2nd posting of the officer in JMGS-I should be at rural center invariably.

• General Manager will be the competent authority to accede to the request for grant of exemption from rural/semi-urban posting.

• The following categories of specialist cadre officers be exempted from mandatory rural/semi-urban service :-

a. Law Officers. b. Civil/Electrical/Mechanical Engineers. c. Security Officers. d. Technical Officers. e. Computer specialist cadre officers. f. Any other officer who has been appointed/converted as a specialist officer.

The officer who opts once for conversion to specialist cadre from general cadre will continue to remain in that cadre and any request for their re-conversion to the general cadre would not be


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entertained. The officer has to submit an irrevocable consent to this effect at the time of their conversion. (CIRCULAR NO. PER/51/2001-2002 DATED 17.9.2001) Index Page 2. INCLUSION OF POSITION OF SYSTEM ADMINISTRATORS AS OPERATIONAL ASSIGNMENT In terms of the extent instructions, one year’s operational experience as F.O./Accountant/Dy. Manager/Manager of a Division/Branch Manager is required for promotion from JMGS-I to MMGS-II. To keep pace with the computerisation taking place in the banking industry, our Bank has adopted the ‘Bank Master’ software for computerisation. In order to ensure smooth functioning of computerised branches, one officer is identified as System Administrator for upkeep of the computer system thereto. In view of the job content of the System Administrators, which is specialised in nature, they may not be in a position to undertake other operational assignments. To overcome this situation, it has been decided that the position of System Administrators be included as operational assignments (CIRCULAR NO. PER/53/98-99 DATED 8.9.98 AND PER/19/90-91 DATED 25.5.90) 3. RECKONING DEPUTATION PERIOD AS LINE ASSIGNMENT The matter regarding reckoning of deputation period of officers as line assignment was recently examined and it has now been decided that where the officiating period of an officer as BM exceeds one year. Such period may be treated as part of his line assignment. (PER/25/89-90 DATED 5.6.89) 4. STAFF SUPERVISING : PROMOTION POLICY UNDER REGULATION 17 OF THE STATE BANK OF BIKANER AND JAIPUR(OFFICERS’) SERVICE REGULATION 1979 Recently a doubt has arisen whether or the rural branches falling in urban agglomeration can be treated as rural branches for the purpose of rural assignment in as much as these branches are placed in an advantageous position as regards better facilities compared to other rural branches situated in the interior. The matter was examined by the IBA and its has been clarified that branches are classified as rural/semi-urban by the Reserve Bank of India and as such a distinction cannot be made between branches which come under urban agglomeration of a place and other rural/semi-urban branches. Accordingly, it has been decided that if the branches established in urban agglomerations are classified by the RBI as rural or semi urban on the basis of the population of the respective places, officers working thereat should be deemed to have worked in a rural/semi-urban branch irrespective of the fact that they are in receipt of HRA/CCA. (CIRCULAR NO. PER/132/87 DATED 17.12.87) Index Page SILVER JUBILEE MILESTONE AWARDS AND FELICITATION OF STAFF ON RETIREMENT

HUMAN RESOURCES DEVELOPMENT : MODIFICATION IN THE SCHEME FOR GRANT OF SILVER JUBILEE AWARD TO THE EMPLOYEES OF OUR BANK.


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In terms of H.O. Circular No. PER/60/95-96 dated the 19th October, 1995, and PER/52/2000-01 dated the 13th September, 2000 Bank has been bestowing upon its employees a token gift of Rs. 2000/- on completion of 25 years of unblemished service. Now, it has been decided to enhance the silver jubilee award amount from Rs. 2000/- to Rs, 5000/- w.e.f. 11.08.2007. Complete details of the scheme is given in under mentioned annexure. All Branch Managers/Departmental Heads/Zones shall furnish a certificate to their controllers/HRD, H.O., Jaipur as mentioned in the scheme. ANNEXURE TO CIRCULAR NO. PER/46 /2007-08 DT- 03.09.2007

'ANNEXURE' GRANT OF SILVER JUBILEE AWARD TO THE EMPLOYEES OF THE BANK - STIPULATIONS 1. The honour should be bestowed on an employee on completion of 25 years of service, provided no penalty/punishment (other than censure/warning) has been imposed upon him/her during the immediately preceding three years. If the rigour of penalty is in operation, the Award could be released after the debarment period is over. 2. The leave record of the employee should be non-assailable in the sense that all leave availed by him/her should be duly sanctioned by the concerned authorities. 3. The Award may be presented in the form of a gold coin of an intrinsic value of Rs. 5000/- or in the form of gift vouchers worth Rs. 5000/- of some prominent store with a wide range of choice of gift items. The choice may be left to the employee. However, at small centers, employee may be allowed to purchase any gift article at his choice available at that center. The award should, however, not be given in cash. The award will be given uniformly to all employees irrespective of the status of the recipient, i.e. whether he/she is an officer, clerk or subordinate staff. 4. As far as possible, the award should be bestowed on the day the employee completes 25 years of service and in no case should there be a delay beyond one month. 5. The departmental head/Branch Manager should take initiative and under no circumstances the employees should be asked to apply, make a claim, or purchase and produce receipts/quotations etc. 6. There are cases where employees have already completed the stipulated period of service before the effective date of enhancement of amount of award (date of approval by E.C. of the Board), but have not been given the award. In such cases, they shall be given the enhanced amount of award. 7. The onus for ensuring that the Award is presented to an employee within one month of his completing 25 years service lies on the employer. As there have been many delays in the past in giving the Award, all Branch Managers/Departmental Heads should ensure that every employee working under his control who has completed 25 years' service has already received the Award. In the case of any employee who has not received the Award the Branch Manager/Departmental Head should immediately arrange to bestow the award and record the same in the employees service file. 8. On or before 30.09.2007 all Branch Managers/Departmental Heads will furnish a certificate to their controllers in the following format:


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"CERTIFIED that all eligible employees on the rolls of this Branch/Department, as on 31.08.2007 who have completed 25 years service have received the Silver Jubilee Award. We have noted that in future every employee who is due for the Award should be given the same within one month of his/her completing 25 years of service". A similar certificate should be sent by each Zone to H.R.D. Department by 31.10.2007 in respect of all eligible employees in the Zone. (CIRCULAR NO. PER/46 /2007-2008 DATED 3.9.2007 )

Index Page 2. HRD: SCHEME FOR GRANT OF SILVER JUBILEE/OTHER MILESTONE AWARDS TO THE EMPLOYEES OF OUR BANK RETIRING BEFORE COMPLETION OF 25 YEARS OF SERVICE: AMOUNT RS.1000/- ELIGIBILITY The honor to be bestowed on an employee retiring before completion of 25 years of unblemished service, provided no penalty/punishment (other than censure/warning) has been imposed upon him during the immediately preceding years or the rigor of penalty was in operation, whichever was longer. The award could be released after the debarment period was over. The temporary service rendered by an employee will not be taken into account for the purpose of calculation of 25 year of service. However, those opting for VRS shall not be eligible for this award. The leave record of the employees should be non assailable, in the sense that all leave availed of by him should be duly sanctioned by the concerned authorities. TERMS The award may be in the form of an article like wristwatch, silver salver, or any other article of the employee’s choice. PRESENTATION The presentation of the award may be made by the Branch Manager or Head of the Department if the employee is attached to a Controlling office like Head Office, Zonal office, Regional Office etc., A simple function may be held for the purpose in which the other employees may participate and light refreshments served. (CIRCULAR NO. PER/82/95-96 DATED 22.12.95 and PER/69/2000-01 DATED 10.10.2000) 3. FELICITATION OF STAFF MEMBERS ON THE EVE OF THEIR RETIREMENT Index Page In terms of H.O. Circular No. PER/51/91-92 dated 19.7.1991 retired employees were presented of memento and arrangement of a function for presentation of the same was being done prior to introduction of silver Jubilee/other milestone awards on completion of 25 years of unblemished service by an employee. As the retirement of an employee may take place after a considerable time from the grant of silver jubilee Award, a need was felt to reintroduce the scheme to felicitate the officer/employee retiring from the Bank’s service upon attainng the age of superannuation. Retirement is an


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occasion of profound emotional importance and an important milestone in the life of an employee. It is also an occasion to appreciate the contribution made by the employee to the organization and express solidarity with him. A suitable gesture on the eve of the retirement of an employee can go a long way in developing a sense of belonging to the organization and develop emotional bondage within the employee of the Bank. A scheme has, therefore, been introduced to felicitate officer/employee on the eve of retirement with immediate effect as detailed below:

i) Eligibility

All permanent officers/employees, whether full time or part time, who retire from the Bank’s service in the normal course upon attaining the age of superannuation excluding voluntary retirement or compulsory retirement.

ii) Cost of Memento A memento should be presented to each of our retiring member on Bank’s behalf subject to cost ceilings for different categories of employees as follows: CATEGORY OF STAFF COST CEILING Officers in Scale-I/II/III 1250/- Officers in senior management 2000/- TEGS VI and VII 4000/- Memento may preferably be in the form of a Silver Salver article with suitable inscription / legend which could be preserved by the retired employee with the pride.

iii) Expenditure on get-together: An expenditure of get-together may be incurred for serving tea and light snacks to the gathering depending on the strength of staff working at the branch/region in z.o./Department at H.O. wherefrom the employee is retiring (minimum Rs.250/-)

STAFF STRENGTH EXPENDITURE Upto 5 250/- Upto 10 500/- Upto 25 1000/- Upto 50 2500/- Upto 100 3000/- Above 100 4000/-

This is in addition to the silver Jubilee/milestone award given on completion of 25 years of service. The retiring employee will, as usual, be given a letter of appreciation on that occasion as per proforma enclosed with the circular. (CIARCULAR NO. PER/49/2002-2003 DATED 17.10.2002)

ANNEXURE-I Index Page

RESOLUTION


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This gathering places on record its appreciation of the long and valuable service rendered by Shri/Smt.,___________________________________________________ to the Bank and wishes him/her a happy and long life. PRESIDENT OF FAREWELL MEETING

PLACE: DATE:

ANNEXURE –II D.O. NO. My dear I note that having completed your long innings of years in the Bank, you are retiring on .While I appreciate your close association with the Bank, I wish you and your family all the happiness in your future life. You should continue to keep in touch with us wherever you may settle down. With regards, Yours sincerely, ( ) Shri/Smt.,________________ ________________________

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SUSPENSION 1. DEDUCTION FROM SUBSISTENCE ALLOWANCE OF EMPLOYEES/OFFICERS UNDER SUSPENSION The permissible deductions from the subsistence allowance payable to officers/employees may be classified under the following two categories:-

a) Compulsory deductions, and b) Optional deductions


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Accordingly, the following items which fall under category(a) above should be deducted from the subsistence allowance:- i/ Income Tax and surcharge (Provided the officers yearly income calculated with reference to

the subsistence allowance is taxable).

ii/ Recovery towards House Rent and allied charges i.e. Rent for furniture etc.

iii/ Installments of loans and advances granted under various liberalised scheme of the Bank viz. Housing Loan, Festival Advance, Conveyance Loans, Consumer Loans etc.

The deductions on account of following items falling under category (b) above should be made with the written request of officers/employees:- i/ Premium due on LIC policies.

ii/ Amount due to the Consumer Co-operative Store and Co-operative Credit Societies;

iii/ Installments of loans and advances granted against the security viz. FDR/STDR/NSC/GOLD

ornaments etc.,

iv/ Installments on account of temporary advance against provident Fund.

v/ The deductions on account of contribution to Provident Fund and Court attachments may not be made from subsistence allowance. The fact that the officer/employee is under suspension and is paid only a subsistence allowance, should be intimated to the court and fresh instructions may be sought in the matter. As regard any over payments made to the officer/employee, a decision may be taken on the basis of facts and circumstances of each case.

(CIRCULAR NO. PER/80/90-91 DATED 7.12.90) 2. COMPUTATION OF SUBSISTENCE ALLOWANCE IN CASE OF OFFICERS AND WORKMEN ON REVISION IN SALARY Subsequent to the salary revision the question of computation of subsistence allowance and payment of arrears on account of revised subsistence allowance as a consequence of revision of pay scales has been considered and it has been decided to pay the same as per guidelines given below. If the date of suspension is prior to the date of salary revision, there will be no change in the Subsistence Allowance arising out of the salary revision, and accordingly no arrears will be payable unless the period of suspension is treated as on duty. If however the date of suspension is subsequent to the date from which the salary revision is effective, the concerned employee will be given the salary revision on the due date and his subsistence allowance will be fixed as per his revised salary. The arrears of salary and subsistence allowance shall be paid to him accordingly. (CIRCULAR NO. PER/109/89-90 DATED 12.12.89) 3. SBBJ OFFICERS’ SERVICE REGULATIONS, 1979 : REGULATION 69(7) : SUBSISTENCE ALLOWANCE DURING THE PERIOD OF SUSPENSION Index Page


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For the purpose of calculating subsistence allowance ( only those regular allowances) which an officer would have drawn if he had been on leave should be taken into account. Accordingly, subsistence allowance will include professional qualification allowance, house rent allowance, city compensatory allowance, split duty allowance, special area allowance, project area allowance, mid academic year transfer allowance, hill & fuel allowance subject to the fulfillment of other conditions laid down for drawl of such allowances but it will not include conveyance allowance, entertainment allowance and any special allowance like half yearly closing allowance, deputation allowance, officiating allowance etc., (CIRCULAR NO. PER/81/88 DATED 28.6.88) At present officers under suspension are being paid subsistence allowance as under: i/ At 50% of Basic pay and allowances for the first 12 months.

ii/ At 50% of basic pay+ full allowance after one year of suspension, where the delays in

completion of proceedings are not attributable to the officers concerned subject to approval by the Managing Director.

( ECM dated 25.1.84) In addition to allowances mentioned in the aforesaid circular, which an officer was entitled to at the time of suspension, deputation allowance, if any, should also be taken into account for the purpose of calculation of subsistence allowance provided the deputation is not terminated( i.e. provided the suspended officer continues to report to the place/office of his deputation). (CIRCULAR NO. PER/163/88 DATED 19.12.88) No loans like P.F. Loan, Festival Loan etc. are to be extended to suspended officers. (CIRCULAR NO. PER/183/88-89 DATED 20.1.89) Index Page 4. CHANGE OF HEAD QUARTERS DURING THE PERIOD OF SUSPENSION As per extant instructions the last Branch/Office/Station where the employee worked is treated as the headquarter of the employee who is under suspension and in case he wants to leave the headquarters, he is required to taken prior permission for the same from the Competent Authority. In case the employee who is under suspension wishes to change the headquarters and seeks approval for the same, the competent authority may grant permission for change of headquarters/residence subject to the explicit condition that the employee will make himself available for investigation/enquiry at the headquarters and that Bank will not be required to pay travelling expenses etc. for coming to the headquarters for investigation/enquiry from his new place of residence. (CIRCULAR NO. PER/86/87 DATED 1.9.87)

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RESIDENTIAL TELEPHONES MOBILE PHONE FACILITY TO OFFICERS OFFICIAL TELEPHONE AT THE RESIDENCE OF OFFICERS Official telephone is provided at the residence of officers depending upon the need of the Bank, subject to the under-noted ceilings:- a) Upto Grade Scale MMGS-III Rs. 2,000/- per bill b) SMGS-IV Rs. 2,500/- per bill c) SMGS-V Rs. 3,500/- per bill d) TEGS-VI Rs. 5,000/- per bill e) Administrative Secy./ Private Secretary Rs. 2,500/- per bill STAFF SUPERVISING : REIMBURSEMENT OF MOBILE TELEPHONE BILLS - REVISION IN MONTHLY CEILINGS Presently all DGM's at Head Office are being reimbursed Rs. 1500/- per month for mobile bills connection with roaming facility and AGMs posted at Head Office/as Controller are being reimbursed Rs. 1200/- per month. Looking to the business needs and to obviate need for special sanction for reimbursement of mobile phone bills in excess of monthly limit fixed for, it has been decided that limits for reimbursement of monthly mobile bills may be revised w.e.f. 22.09.2009 as under: DGM (All) No upper ceiling AGM (Controllers) Up to Rs. 3000/- p.m. + service Tax (Without clubbing with landline) (Circular No. PER/55/09-10 03 October 2009) NOTE: Providing STD Telephones: 1. Officers eligible for residential telephones are eligible to avail the facility of STD at their official

residential telephones within the overall entitlement fixed by the Bank. (vide H.O. Circular No. Memo/32/95-96 dated 4.1.96 and Memo/36/2002-203 dated 6.11.2002 and H.O. circular No. Per/50/2003-2004 dated 17.11.2003. )

2. All RMs and Scale -IV officer (departmental heads to whom STD facility has been provided in office).

3. All Personal Assistants/Private Secretary attached with MD,CGM,GMs irrespective of their grades and scales.

Providing of telephones 1. All officers in Scale-IV and above are eligible for telephones at residence. 2. All officers in Scale –III irrespective of the position they are holding. 3. All Branch Managers irrespective of their grades/scales. 4. All security officers and liaison officers in H.O./Z.O. irrespective of their grade /scale (including

security officer-Fire) ( MEMO NO. 32/95/96 DATED 4.1.96 AND ORGANISATION PLANNING DEPARTMENT NOTE DATED 3.10.96 and 23.10.96)


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BROADBAND INTERNET PERMISSION:: To inculcate the habit of Internet Banking amongst the officers of our Bank and to improve their knowledge, it has been decided to provide Broadband facility on residential landline telephone provided to the officers who want to access Internet at their residence within the overall ceiling of rent plus call charges for respective grades. Other terms and conditions in this regard will remain unchanged. (CIRCULAR NO. PER/01/2008-2009 dated : April 01, 2008) STAFF SUPERVISING : REIMBURSEMENT OF MOBILE TELEPHONE BILLS Please refer to our Circular no. PER/55/2009-2010 dated 03.10.2009 on the above subject vide which limits for reimbursement of monthly mobile bills were revised. To bring uniformity in respect of reimbursement to pre-paid connection holders, it has been decided that in case where there is no upper ceiling in reimbursement of mobile bills, the mobile connection should necessarily be converted to post paid connection immediately. The payment of the bills will be made as earlier. Circular No. PER/106/09-10 23 March 2010 PROVISION OF MOBILE PHONE FACILITY TO SMGS-IV OFFICERS: In terms of H.O. Circular No. Per/13/2004-2005 dated 15.4.2005 mobile phone (roaming) is provided to all SMGS-IV officers who are posted at Metro and Urban centers. The facility will be in addition to the residential phone facility provided to such officers at their residences subject to the ceiling on handset upto Rs. 5000/- and monthly bill Rs. 1000/- . Further it has been decided to extent the facility to all SMGS-IV officers irrespective of their place of posting on the same terms and conditions as mentioned in above referred circular. The Service Tax will be over and above the ceiling of rent plus charges. Index Page PROVISIONS OF MOBILE PHONE FACILITY TO MMGS-III OFFICERS: MMGS III OFFICERS POSTED AS BRANCH MANAGERS

a) It has been decided to provide mobile phone facility to the MMGS-III officers posted as Branch Managers. The facility will be in addition to the residential phone facility provided to such officers at their residence subject to the ceiling of handset cost upto Rs. 3000/- and monthly bill of Rs. 500/- including all charges. The hand set along with SIM Card will be purchased in the name of the Bank/Branch and the authorised officials will use the same subject to reimbursement of the bills within the stipulated ceilings. As far as possible only voice communication facility will be used and the set shall not ordinarily be used for personal SMS, Internet, E-Mail getting news, tunes and other information from service provider etc., It must be ensured that in case of such uses other than for official uses the relevant charges are invariably recovered from the officials.


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b) At the time of purchase of Mobile Phone, proper entries should be made in the relevant columns of furniture and fixture register and set should be insured against theft, fire, transit loss etc., and the insurance policies kept on the Bank record. Cell phones should be utilised within the stipulated ceilings for payment of bills . At the time of payment/reimbursement of bills, the re-charge coupons should be attached along with charges voucher in case of prepaid cards. At the time of transfer the official should hand-over mobile set along with SIM Card, against hand-over mobile set along with SIM Card, against acknowledgement, to the person to whom the charge is being handed over. A copy of the certificate/acknowledgement letter to this effect should be retained on the Bank record.

OFFICERS IN MMGS-III OTHER THAN BRANCH MANAGERS: All other officers in MMGS-III may avail both land line and mobile phone facility within the present ceiling of Rs.2000(bi-monthly) plus service tax but the cost of hand-set has to be borne by the officers themselves. The other relevant terms and conditions will remain same as stated above. MOBILE PHONE FACILITY TO OFFICERS In terms of Head Office Circular No. Per/49/2008-2009 dated 26.09.2008 and Per/63/2008-09 dated 27.11.2008 mobile phone facility to the officers was advised and the ceiling of mobile handset was revised for officers of MMGS-III to TEGS-VII respectively . Now it has been decided to revise the ceilings for cost of mobile handset for the officers of MMGS-II and JMGS-I officers as mentioned against their grade: - MMGS-II Rs.3500/- JMGS-I Rs.3000/- However, the revised ceiling of cost of mobile handset will be applicable only for new purchases / in case of eligible replacement after prescribed period of 3 years as circulated earlier. Circular No. Per/51/2009-2010 dated 23.9.2009 Index Page PROVISION OF MOBILE TELEPHONE FACILITY TO ALL THE OFFICERS WORKING AS TROUBLE SHOOTERS

BSNL mobile phone facility may be allowed to troubleshooters of Bank master on case to case basis by the respective Dy. General Manager of Zone/H.O.


PROVISION FOR RETENTION OF MOBILE HAND SET AT THE TIME OF RETIREMENT:

Please refer to H.O. Circular No.PER/8/2005-2006 dated 19.05.2005, interalia, advising that officers may retain the mobile handset at the time of retirement on specific request. Bank has reviewed the matter and decided the following modifications in above scheme:-

Only those handsets will be given which are already in use for atleast one year. The

mobile phone will be given without charging the officer any cost and new handset will not be purchased for this purpose.


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If the SIM Card is in the name of the Bank or in the name of any other officer of the bank, the same should be surrendered invariably on retirement. However, in case an officer in TEGS-VI and above has surrendered the SIM Card, then a new SIM Card will be purchased by the bank in the name of the retiring officer.

As hitherto, call charges and fixed charges will not be borne by the Bank after retirement. (CIRCULAR NO. PER/ 47 /2007-2008 DATED SEPTEMBER 03, 2007) RETENTION OF MOBILE HANDSET AFTER RETIREMENT UNDER VRS OR EXIT OPTION:: In terms of H.O. Circular No. Per/8/2005-2006 dated 19.05.2006 it is provided that mobile handset provided to officers is allowed to be retained at the time of retirement on specific request. Bank has examined the matter in light of extant guidelines and it is clarifiecd that the officers who have taken retirement other than usual retirement (i.e. superannuation) will not be eligible to get mobile handset (CIRCULAR NO. PER/ 84/2006-2007 December 18, 2006) PROVISIN FOR REPLACEMENT OF MOBILE HANDSET: Keeping in view the short life of the handset requiring replacement after a certain period, it has been decided that mobile hand set may be replaced after 3 years if old handset is unserviceable.

(Circular No. Per/8/2005-06 dated 19.5.2005) Index Page

REIMBURSEMENT OF COST OF SPORTS ITEM

To maintain the physical fitness of officers, it has been decided that cost of sports items such as Track Suit/Sports shoes may be reimbursed to all the officers with a maximum cost of Rs. 1000/- on production of bill(s). (CIRCULAR NO. PER/8/2005-06 DATED 19.5.2005)

Index Page

STAFF SUPERVISING TRANSFER POLICY TRANSFER POLICY Bank have evolved a transfer policy for transfer of officers in consultation with the Officer’s Association to provide for a periodical turnover of officers in any particular position as a safeguard against frauds and other malpractice’s as also to ensure, as a policy, that no officer is ordinarily retained in the same center for more than 5 years except in genuine cases of hardship. Rationale for a Transfer Policy


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1.1 Transfers of officials in the Bank’s service are necessitated in the organisation’s interest as also in the interests of the individual growth of the official himself. Transfers do involve a wide range of problems for the official, as a person. The objective of a transfer policy would be to spell out, therefore, as clearly as possible, what organisational and individual interests are served by transfers and to provide for a system that would minimise the hardship to an official consequent on transfer. 1.2 ‘ Transfers’ would be taken to mean a movement from on ‘station’ to another. Changes in position within the same ‘station’ would be taken as coming under the term ‘postings’. 1.3 The transfer policy described hereinafter would cover all grades of officers below the rank of AGM. 2.1 The factors which impinge on organisational interest and which give rise to the necessity for transfers, are: a/ To provide for adequate on the job training to officials to enable them to develop the needed skills for the performance of various jobs; b/ To cover the needs of new branches/activities arising from expansion and growth of the Bank’s operations; c/ Reasons of unsatisfactory performance in any particular position, and with a view to provide opportunity for further improvement of the needed skills. d/ To ensure periodical turnover of officials in any particular position as a safeguard against frauds or other malpractice. 2.2 The individual interest which transfers seek to serve are: a/ To provide for career advancement of the individual officials in accordance with the provisions of a ‘placement policy’ or ‘carrier development policy’ that may be in force; b/ To provide job opportunities for the individual officials in line with their specific attitude or skills. 2.3 The problems faced by an individual in the matter of transfers would be:

• Ill health of the official or member of his family, requiring special medical facilities; • Education of his children on account of non availability of adequate facilities for

education in the regional language; • A working spouse, in or outside the Bank, and transferability or otherwise of the spouse; • Other personal reasons, such as, large number of dependants, and parents etc.,

3.1 A factor relevant to the issue of transfers in the bank needs to be spelt out initially. The expansion in the Bank’s activities covers a wide range of centers where, admittedly, the educational, health or entertainment facilities are sub-standard. This is a problem that will have to faced equally by all officials in the interest of the country’s development; certain aspects of this principle are spelt out later in this note, vide 5.3 and 5.4 but it will have to be clearly appreciated that a majority of the official will have to face this problem in their carrier. 3.2 A second factor that has relevance is that the transfer, placement, promotion and gradation policies will have to be viewed as a set of personnel practices; all are inter connected in some aspects and no individual policy can be formulated in isolation. TRANSFER POLICY:


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4.1 The actual provisions of the transfer policy will deal with guidelines for harmonising the different factors indicated above in paragraph 2.1 & 2.2 and 2.3 The guidelines will broadly be under the categories:- a/ The minimum and maximum period of retention of an official in a particular position. b/ The considerations that would be taken into account by the authority empowered to effect transfers in deciding on individual cases. c/ Establishing an agreed order of priorities of the hardships faced by officials as a result of transfers and developing a system that would enable hardship considerations to be taken into account while effecting transfers. 5.1 The minimum and maximum period s of retention of an official in any particular position would be as follows:- Position Minimum period of retention

in any one position at the same office

Maximum period of retention

Asstt.Accountants ( i.e. positions below the level of Accountants, Field Officers and Sub-Managers)

1 Year 3 Years

Field Officers, Accountants and Sub-Managers

1 Year 3 Years

Branch Managers or positions in Departments of H.O.

2 Years 3 Years

Chief cashiers 2 Years 5 Years 5.2 There is no transfer policy for Award Cadre Head Cashiers in the Bank so. We, however, propose to discuss this in the next bipartite talks with the representatives of the Co-ordination Committee. 5.2(a) The maximum period of retention of any official in the same position, other than Branch Manager and Head Office assignments, may be extended upto 5 years if the concerned official indicates his disinterest in career advancement owing to his nearness to age of superannuation or other personal reasons. 5.2(b) Officer once transferred out of a particular center should not be brought back to the same station within a period of 3 years and even when he is brought back on administrative grounds, he should posted in a different position and at a different Branch/Department. 5.3 There would be certain branches in each Region which are generally accepted as ‘difficult stations’ in terms of non-availability of Any three of the following basic facilities:- Index Page

a/ Educational, b/ Electricity, c/ Filtered Water, d/ Medical facilities and e/ Basic transport facility

In such cases, which are to be listed for each Region separately, the maximum period of retention of an official in any position would be two years only. Besides, the management would, as far as possible, entertain requests from such officers for their transfers to stations of their choice on expiry of two years’ stay at difficult stations. For this purpose, the concerned officers will be required to advise at least three places of their choice in the preferential order. 5.4 So that the hardship involved in transfers are faced equally by all officials, as a policy, no official should be retained in the same center for a period more than 5 years. It is, however,


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appreciated that a strict application of this rule may involve hardship to certain categories of officers particularly those posted at Head Office Departments. A realistic policy may, therefore, have to take note of not only the need for equalisation of hardships involved in transfers but the hardship likely to result in the uprooting of certain officials who have long been settled in some centers and the inconvenience likely to be caused to the new entrants to such centers due to lack of accommodation, etc., Manager, Personnel Administration, will, therefore, finalise in consultation with the officers Association, the circumstances in which exemptions from the above rules can be permitted. Any such policy should, however, provide for sufficient discretion to the Management to effect transfers even from the exempted category should the strength of staff at any center turn out to be surplus to the bank’s requirements. 6.1 Transfers will, generally, be initiated in terms of the placement or career development plan in operation and this plan will be the over riding consideration. 6.2 Transfers of officers will be timed as far as possible in May/June every year to coincide with the academic year. In respect of Branch Managers, however, to facilitate the budget preparations, transfers should be timed to take place only during the months of July/August/September. 6.3 In regard to transfers for the purpose of opening new branches, no official will be required to work as the first incumbent Branch Manager of a new Branch (other than branches in urban areas or special branches, such as, Agricultural Development branches) on more than two occasions in his career. Index Page 7.1 In regard to minimising the hardships caused to officials consequent upon transfers, a system of recording transfer preference for any personal reasons, as detailed in later paragraphs, will be developed. The transferring authority, while effecting transfers in accordance with the placement policy, will see to what extent can the transfer preferences indicated by the official be accommodated, subject, however, to the constraints spelt out in paragraphs 5.1 to 5.4 above. Also, as already indicated in 6.1 above, the placement policy will be the over riding consideration in affecting all transfers. 7.2 The priorities for consideration of hardship would be : a/ Sickness of a serious nature of the official or a member of his family, i.e. parents, wife or children, which would require some special treatment, facilities for which are available only at specified centers. b/ Working spouses, either within or outside the Bank. c/ Obligations arising out of a large number of dependants or aged parents, etc., (Explanation: If there are two or more officials who have expressed their preference for a particular center and the opportunity vacancy, career plan of the individual official, etc., permits the accommodation of only one of them, the choice would be made on the basis of the priorities listed above. If there are two or more officials similarly placed in all respects, preference would be given to the senior most official in terms of age). System for implementing the policy: 8.1. All officials will be required to submit, once in three years, a ‘ Transfer preference Form’, (Annexure I enclosed with the relevant circular) listing three centers in order of their preference, at which they would like to work, giving brief reasons for their preference. These forms will be recorded at the H.O. in two registers maintained as under:-


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a/ A register, indexed branch-wise, with names, grade and date of confirmation of the officials in the respective branch folios, for which preference has been indicated; the order of preference and the reasons will also be noted; b/ A register, indexed alphabetically, with the names, grade and date of confirmation of the officials in the respective folios, and the names of the branches for which preference has been expressed. Index Page 8.2 Change of preference centers, due to change in the personal circumstances of the officials, may also be advised to the controlling authority, as and when desired by the officials. The fresh preference form will be in substitution of any earlier form, and the transfer preference record will be completely modified in accordance with the particulars in the latest form submitted. 8.3 The ‘Transfer Preference Record’ will be maintained at a control point as the H.O. may decide. 8.4 Transferring authorities will consider all transfer decisions, other than emergency postings, with the help of a form a specimen of which is given in Annexure -IV enclosed with the relevant circular. The transfer decision will be recorded on the form. Communication of the transfer will be as hitherto. Index Page Transfer Policy regarding Lady Officers: 9.1 The general policy regarding the transfer of officials necessitated in the organisation’s interest and in the interests of individual growth of the official herself, will apply to the lady officers as well. 9.2 Without infringing the rule contained in paragraph 9.1 individual cases of hardships in case of married lady officers will be examined on the merits of each case and, depending on the administrative convenience, due considerations will be given to their preference. 9.3 The cases of married lady officers could be broadly classified in two:- a/ Where both the spouses are employed in the Bank; and b/ Where one of the spouses is employed in the Bank and the other is employed in some other Department/Institution. In case of (A), both the husband and wife shall not be posted at the same office/Branch. Subject to the condition contained in paragraphs 9.1 and 9.2 , efforts will be made to post both the spouses at the same station. In the case of (b) although periodical transfers will effected in the ordinary course, priority considerations as contained in paragraph 7.2 may be given due weightage while deciding the placement of lady officers. Review of the policy: 10.1 Review of the system of transfers will have two objectives: a/ Review of individual transfer decisions; b/ Review for the purpose of introducing modifications in the policy to reflect the changing circumstances. 10.2 The individual transfer decision of each transferring authority will be reviewed by the immediate superior. For this purpose, only the decisions that are not in accordance with the policy (such decisions will also be made by the transferring authority) will be reported to the immediate superior once a month; it would suffice if the transfer forms relating to such decisions are submitted and no separate consolidation is required.


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10.3 The review for introducing policy changes will be made once a quarter by the Management Committee. For this purpose, again, only the decisions not in accordance with the policy will be submitted to the committee. Grievances: 11.1 The grievances of individual officials in the matter of their transfer will be processed through the machinery under the Grievance Procedure or such other procedure that is in vogue for this purpose. (CIRCULAR NO. PER/55/77 DATED 7.11.77) POSTING OF HUSBAND AND WIFE AT THE SAME STATION The requests of working spouses would be considered by the Bank on merits subject to administrative convenience and exigencies of services within the overall guidelines laid down by the Govt. of India. The following type of cases may be covered under the guidelines:- a/ Where the spouse belongs to the same Bank. The spouse should be posted, as far as possible, to an office/branch within the same city/town, but not at the same office/branch. Where there is only one office/branch at the center where the senior spouse is posted the junior one may be posted at a center which is near to the place where the senior spouse is working. Where an officer is posted at a rural/semi-urban branch to enable him to put in a minimum of 2 years service in rural branch or 3 year’s in a rural and/or semi urban branch to be eligible for promotion to MMGS-II/MMGS-III as the case may, the spouse may be posted to a nearby center. b/ Where the spouse belongs to another public sector Bank: If the spouses are employed in two different public sector Banks, the junior of the two may apply to the competent authority in his/her Bank and the said authority may post the said officer to the office/branch of the Bank at the station where the senior spouse is working and if there is no office/Branch of the Bank at the station, then to the state where he/she is posted. However, the provision of an officer serving for 2/3 years in rural/semi urban branches for being eligible for promotion from scale I to Scale II or from Scale II to Scale III should not be relaxed and the concerned officer should take the requisite rural/semi urban branch experience when called upon to do so. Such transfers for the Junior spouse however, should be restricted to a specified number of times only. Index Page To sum up briefly:- i/ Spouse of the same Bank may be posted in the nearby branches but not in the same Branch; when one of them is under rural posting, the other may be posted to a neighbouring centers. ii/ Spouses of the different public sector Banks : the Junior of the two should seek the transfer, which would normally be granted within the constraints of administrative convenience. iii/ Officers in Senior Management/Top Executive cadres As these officers are transferred freely to all parts of the country due to exigencies of service and in the interest of smooth and efficient functioning of various controlling offices and large branches, it is not considered feasible to cover their cases under these guidelines. Banks, may however, consider their requests sympathetically bearing in mind the spirit of these guidelines


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subject, of course, to administrative convenience. In other words, the case of officers in Senior Management and Top Executive scales the guidelines may not apply automatically in view of restricted number of posts, but the Bank will sympathetically consider the applications and accommodate the request as far as possible, subject to administrative convenience. Guidelines in respect of cases where on spouse belongs to one of the public sector banks and the other spouse belongs to Government/semi government /public sector undertaking will be issued in due course. While the controlling authorities should ensure that the above guidelines do not interfere with the smooth functioning of our transfer policy and compliance of existing instructions of Government regarding agreement with the unions etc. they are advised to deal with the cases of spouses employees in public sector banks not covered under the above guidelines keeping in mind the spirit in which these guidelines have been laid down and larger objective of ensuring that husband and wife are, as far as possible and within the constraints of administrative convenience posted at the same station. (CIRCULAR NO. PER/20/89-90 DATED 19.5.89 AND PER/87/87 DATED 2.9.87) Index Page VOLUNTARY RETIREMENT RESIGNATION / EXIT POLICY AND VOLUNTARY ABANDONMENT VOLUNTARY RETIREMENT/RESIGNATION In terms of guidelines issued by the Government of India regarding age of retirement of the officers/employees in the Bank, the age of retirement of all the officers in the Bank henceforth will be 60 years instead of 58 years as hitherto. No extension shall be given to any officer/award staff employee beyond 60 years of age. In terms of Regulation 19(1) of SBBJ(Officer’s) Service Regulations, 1979 an officer who has completed 25 years service may be permitted by the E.C. to retire from the Bank’s service, subject to his giving 3 months notice in writing or pay in lieu thereof unless this requirement is wholly or partly waived. Further, in terms of Regulation 20(2), no officer shall resign from the service of Bank otherwise than on the expiry of 3 months from the service on the Bank of a notice in writing of such resignation. The following procedure may be followed:- i/ All the applications for voluntary retirement/resignation must invariably be submitted in the

prescribed proforma Annexure-I enclosed with the relative circular(specimen at page no. 302 & 303 of this booklet).

ii/ As soon as request for voluntary retirement/resignation 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 procedure set out in the subsequent paragraphs. However, if pay/ emoluments in lieu of due notice has been offered or full 3 months’ notice has not been given, the official concerned has to be immediately advised that his application for voluntary retirement/resignation is being processed and forwarded to the Competent Authority for decision. Meanwhile, he cannot be deemed to have relieved from the Bank’s service in the absence of communication of the Competent Authority’s express approval which is necessary in terms of the provisions of the aforesaid Regulations. The advice to the concerned officer should be communicated, in the proforma enclosed as Annexure-II (specimen at page no. 304 of this booklet) with the relative circular, by the authority under whom the official is working, viz. Branch Manager in case of an officer posted at a branch,


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Regional Manager/Asstt./Dy. General Manager in case of Regional/Zonal Office and concerned Departmental Head in case of any other Administrative office/H.O. The Cheque/payments tendered, if any, in lieu of notice period, should not be encahsed. Care should be taken in cases of requests received from Probationary Officers for resigning from the Bank’s service and who have not completed their probation period. Such requests be required to be processed according to the proviso to Regulation 20(2) . In all such cases necessary steps should be initiated for invoking the provisions of Regulation 14(3).

iii/ After acknowledging the application as per Annexure-II, the request for voluntary retirement/resignation should be processed and recommendations be submitted to the Competent Authority on the lines of Annexure-III attached with the relative circular(specimen at page no. 305 to 307 of this booklet). All the applications from officers for voluntary retirement/resignation have to be processed quickly and necessarily be placed before the competent authority for a decision. In this regard, for officers working in a Zone, the relative Z.O. will process the application and for those working in Departments of H.O./on deputation to companies and other organisation will be processed by the H.O.Departments concerned and sent to the Personnel Administration Departments at H.O.

iv/ While forwarding the application as per Annexure-I to the Competent Authority, clearance must be taken from Vigilance Department/Disciplinary Proceeding Department as regards pendency/contemplation of any disciplinary case/criminal case/investigation. Further, in case the official has worked, right from his appointment/promotion to officers grade, in other zones/offices, a confirmation to the above effect must be obtained from them also . The details of the same must be mentioned in the columns provided in the format enclosed as Annexure-III with the relative circular.

v/ The time schedule in the whole process is of utmost importance. Therefore, the above exercise must be completed within a period of 2 weeks from the date of receipt of the application and the proposal must be sent to H.O. by the 3rd week for further necessary action.

vi/ At H.O. it is likely that some more clarifications may be required from Z.O./Deptt. These clarifications when sought must be furnished promptly.

vii/ The decision of the Competent Authority, whether accepting or declining the request, is to be communicated in writing to the concerned official and acknowledgement invariably be taken from him. In case personal service is not practicable, the same should be sent under Registered(AD) post to the last recorded address of the official concerned.

viii/ In case an officer who is already under suspension or facing disciplinary proceeding and has put an application for voluntary retirement/resignation with or without notice, it should be ensured that appropriate steps have been taken for invoking provisions of Regulation 19(2) of SBBJ (Officers’) Service Regulation, 1979.

ix/ In case the disciplinary proceedings are likely to be delayed, the official should be advised

suitably as per the Annexure -II for acknowledging the application. On conclusion of the proceedings, his request can be processed and forwarded to H.O. in the above manner for a decision. Needless to add, a fresh letter for voluntary retirement/resignation will have to be taken from such official mentioning therein clear notice period.

An officer can opt for voluntary retirement after putting in 20 years pensionable service. Such officer will be eligible for proportionate pension & usual terminal benefits. (PER/32/94-95 DATED 28.9.94) Index Page RESIGNATION/VOLUNTARY RETIREMENT EXTENSION OF VARIOUS FACILITIES DURING NOTICE PERIOD


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Leave to an employee during notice period after tendering resignation/request for voluntary retirement, is to be sanctioned by the controlling authority and other facilities can be availed subject to sanction of leave only. [SBI C.O. LETTER NO. SBD/VKS/1548 DATED 18.7.1995] VOLUNTARY RETIREMENT/RESIGNATION- OBTENTION OF REPORTS REGARDING PENDING/CONTEMPLATED DISCIPLINARY CASES/VIGILANCE ANGLE At present the reports regarding pending/contemplated disciplinary cases/vigilance angle in respect of an officer who submits his resignation/seeks voluntary retirement are called from the Zones/Departments where he was posted during the last five years. This may lead to some delay in the eventual approval of the request of the official. Index Page Accordingly, the clearances for disciplinary/vigilance cases pending/contemplated against such officers may, henceforth, be obtained only for the period between the date of last promotion and the date of retirement. (CIRCULAR NO.PER/81/98-99 DATED 9.12.98)


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FORWARDING OF APPLICATIONS TO OUTSIDE INSTITUTIONS FOR EMPLOYMENT INFORMATION ON THE OFFICER / EMPLOYEE 1. P.F. A/c No. : 2. Full Name (Block letters) ; 3. Academic Qualifications ; 4. Position regarding CAIIB Exam. 5. Present Grade : _____________Since_____________ 6. Designation : 7. Specimen Signature No. 8. Place of present posting ; Branch/Office _________________ : Code ________ Since ___________ 9. Date of Birth ; 10. Date of joining : 11. Category : SC/ST/Physically Handicapped/ : Ex-servicemen 12. Details of assignments held in the officer cadre - ------------------------------------------------------------------------------------------------------- S.No. Date Branch Category Designation of centers From To R/S/U/M ------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------- 13. Details of Promotions - --------------------------------------------------------------- --------------------------------------- S.No. Grade With effect from ------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------ ------------------------------------- 14.(a) Reasons for applying outside (b) Whether deputed abroad by the Bank. If so, name of the Center(s), details of period(s) and the assignment(s) held 15. Disciplinary action, if any pending or due against him SIGNATURE OF THE OFFICER SIGNATURE OF CONTROLLER PLACE :___________ DATE :___________ ANNEXURE -I From : ________________________ ________________________ ________________________


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To, ________________________ ________________________ _______________________ Through proper channel Index Page APPLICATION FOR VOLUNTARY RETIREMENT/RESIGNATION FROM BANK'S SERVICE I wish to tender my voluntary retirement / resignation from the Bank's service as from the close of business on _________________. My service particulars are as follows - 1. Name of the officer : 2. Grade : 3. Present posting : 4. Date of birth :__________Age as on_____________ :the date of application :__________Yrs.___________ Months 5. Date of appointment in the Bank as __________________ : 6. Date of admission to Pension : Fund (if applicable) : 7. Pensionable service excluding : the Extra Ordinary Leave :__________ Yrs.__________ Months (if applicable) : 8. Provident Fund Balance : Bank's contribution __________ as per latest statement dated ____________________ : Member's contribution__________ (if supplied) : 9. Particulars of assignments : Designation at office From To held since appointments / : --------------- ----------- ------- ------------- promotions to the officers : cadre : : 10. Brief reasons for retirement/: resignation : 11. Whether 3 months' notice : given ? or willing to pay 3 months' emolument in case of : resignation / 3 months' pay : in case of voluntary : retirement :


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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 : (if applicable) under : suspension or facing any : disciplinary proceedings) : PLACE :_______________ DATE :_______________ SIGNATURE OF OFFICER Index Page ANNEXURE -II Shri ____________________ ________________________ _______________________ Ref. No.________________ Date ________________ Dear Sir,

VOLUNTARY RETIREMENT / RESIGNATION We acknowledge receipt of your letter dated the __________________ 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 / resigned from the service of the Bank. 3.* In view of the pending disciplinary proceedings against you / your suspension from service, your request can not be considered till the completion of the disciplinary proceedings against you. Yours faithfully,


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Branch Manager / Regional Manager / Departmental Head / Dy. General Manager / Asstt. General Manager * Strike out whichever is not applicable


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ANNEXURE STATE BANK OF BIKANER AND JAIPUR _______________ BRANCH / OFFICE __________________________ ZONE VOLUNTARY RETIREMENT / RESIGNATION A. BIO - DATA 1. Name : 2. Grade : 3. Date of Birth : 4. Appointed in the Bank as : 5. Date of appointment : 6. Date of admission to : Pension Fund, : if applicable : 7. Date on which officer : completes 30 years of : Pensionable service / : 30 years of service : 8. Voluntary Retirement / : Resignation to be : considered from : 9. Pensionable service, : if applicable (after : deducting extra ordinary : leave availed by him : __________Years ___________Months B. SERVICE RECORD - ----------- ---------------- For 3 immediately : 2000 2001 2002 preceeding years : a) General intelligence : b) Job knowledge : c)Initiative & Resourcefulness : d) Remarks of Reviewing : Authorities : e) Adverse Remarks, if any, : in the : f) Service Record with dates : and : g) Whether these have been : pointed out to him (this : should cover the entire :


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period of service) : C. GENERAL - -------------- a) Has the integrity of the : officer been in doubt in : the past. If so, please : state facts leading to : this inference and give : brief particulars of the : action taken : b) Has disciplinary action (including those involving vigilance angle) been taken against the officer since his appointment / date of promotion to officers' cadre?. If so, give briefly the nature of the misconduct & punishment inflicted with dates and whether or not the officer has since overcome these deficiencies. c) Disciplinary action (including those involving vigilance angle) if any pending / contemplated, if so, details thereof and present position. _____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________ d) Report from the earlier Zone / Deptt., if any, where the official was posted. (Right from his appointment / promotion to officers' cadre). _____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________ e) Details of loans taken by the official and present outstanding. Please indicate how these are proposed to be liquidated. _____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________ D. 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. Whether uptodate statement of Assets & Liabilities have been obtained ?. _____________________________________________________________________


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F. RECOMMENDATIONS OF THE CONTROLLING AUTHORITY - Please give specific recommendations (if request of the officer is not acceptable, reasons should be given). _____________________________________________________________________ _____________________________________________________________________ SIGNATURE OF THE CONTROLLING AUTHORITY G. RECOMMENDATIONS OF THE ZONAL HEAD / GENERAL MANAGER _____________________________________________________________________ _____________________________________________________________________ SIGNATURE OF THE ZONAL HEAD / GENERAL MANAGER H. DECISION OF THE COMPETENT AUTHORITY - _____________________________________________________________________ _____________________________________________________________________ SIGNATURE OF THE COMPETENT AUTHORITY PLACE :_____________ DATE : _____________ Index Page VOLUNTARY ABANDONMENT OF SERVICE IN TERMS OF REGULATION NO. 40(2) AND 40(3) In terms of SBBJ (Officers’) Regulations, 1979 Regulation no. 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. Further, in terms of Regulation No. 40(2) an officer who overstays his leave, except in circumstances beyond his control, shall not be entitled to any salary or allowances for the period of his absence without leave and shall also be liable to any of the penalties specified in rule 67. Further, in terms of Regulation No. 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 notwithstanding the provisions of rule (2), 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 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 moony as are payable in case of resignations 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 its is satisfied that the officer was prevented by any sickness incapacitating him from reporting for any


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other 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. (CIRCULAR NO. PER/19/2002-2003 DATED 13.5.2002) The draft notice to be served upon the officer in cases of unauthorized absence from duty should be obtained as contained in Circular No. Per/81/2002-2003 dated 28.202003 Index Page ANNEXURE-I

By- Registered A.D. Post Shri______________________ __________________________ __________________________ Dear Sir, Sub: Voluntary Vacation of Employment It is observed that you are absenting from duty w.e.f.______________without submitting any application for leave/despite your leave being refused/beyond the period of sanctioned leave(*) 2. That in terms of the Regulation 40(3) of the State Bank of Bikaner & Jaipur (Officers’) Service Regulation, 1979 you are hereby informed to report for duty within 30 days from the receipt of this notice and submit satisfactory explanation for your absence. 3. Please not that, if you fail to comply as aforesaid it will be deemed that you have voluntarily vacated your employment without giving the requisite notice for resignation. Yours faithfully, BRANCH MANAGER/DEPARTMENTAL HEAD Index Page *STRIKE OUT WHICHEVER IS NOT APPLICABLE.

ANNEXURE-II

BY-REGISTERED A.D.

SHRI_____________________ __________________________ Dear Sir, Sub: VOLUNTARY VACATION OF EMPLOYMENT It has been observed that you are absenting from duty w.e.f._______________without submitting any applicaton for leave/despite your leave being refused/beyond the period of sanctioned leave(*). In this connection, please refer to our notice dated_____________with acknowledgement sent to you on your last known address available with the Bank, calling upon you to report for duty and submit satisfactory reasons/explaination for your absence within 30 days from the receipt of above notice. It is , however, observed that you have so far not complied with the instructions, contained therein.


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2. As you have not reported for duty inspite of receipt of the aforesaid notice, therefore, it is deemed that you have voluntarily vacated your employment in the Bank w.e.f._______________in terms of Regulation 40(3) of the State Bank of Bikaner & Jaipur (Officers’) Service Regulation, 1979. 3. You are advised to pay 3 months emoluments in lieu of notice, which is required in case of resignation, to the Bank within 15 days from the date of receipt of this notice, failing which the Bank will take appropriate steps for the recovery of the same without prejudice to its right to set off terminal dues and any other amounts payable to you. Yours faithfully, (APPOINTING AUTHORITY) *Strike out which is not applicable. N.B. In the 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 surety for the amount due from him should also be issued.

Index Page PROCEDURE TO BE ADOPTED IN CASES OF SUPERVISING STAFF REMAINING ABSENT FROM DUTY IN AN UNAUTHORISED MANNER • If an officer has remained absent in an unauthorized manner for, a period exceeding 90 days,

the authority empowered to sanction leave should send him a letter by registered A.D. post at his last recorded local/permanent address, asking him to report for duty and submit satisfactory explanation for his absence within 30 days from the date of the letter (as per Annexure- I). The salary for unauthorized absence should also be withheld.

• In case the officer resumes duty within the stipulated period, the terms on which his

unauthorized absence should 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 unauthorized, appropriate action in terms of Regulation No. 67 of the State Bank of Bikaner & Jaipur (Officer’s) Service Regulation 1979 should be initiated.

• If the officer does not report for duty even after the expiry of the notice period or the letter

addressed to him is received back undelivered, final notice calling upon the officer, who is unauthorisedly absent should be sent to him indicating the period of his unauthorized absence and advising him that as he has failed to report for duty in spite of the above notice, he has been deemed to have voluntarily vacated his service, amounting to voluntary resignation from the service of the Bank.

NOTE: Prior clearance from Disciplinary Proceedings, H.O. Jaipur, vigilance Department, H.O. Jaipur and other zones in terms of H.O. Circular No. Per/81/98-99 dated 9.12.98 be obtained before issuing notice of forfeiture of appointment. Further, before sending the letter as per Annexure – II approval of the appointing authority should be obtained.


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In the case of officers who were granted study leave for studies abroad or in India or who have not reported for duty after the foreign assignment is over, the notices should include claim for the Bond amount and such notices be issued in consultation with the Law Department. After sending the notice/letter as mentioned in Annexure-I & II, the Branches should in consultation with the Controlling Office initiate proceedings for recovery of the loans, if any, availed by the officer, such as Housing Loan, Festival Advance, Vehicle Loan, Consumer Loan etc., (Circular No. Per/81/2002-2003 dated 28.2.2003) Index Page SBBJ EXIT OPTION SCHEME 2005 In consultation with State Bank of India, Corporate Center, Mumbai and with approval of the Executive Committee of the Board of Directors of the Bank, a scheme has been formulated for the officers of the Bank who feel frustrated and demotivated due to lack of career prospects in the bank namely "STAFF SUPERVISING-SBBJ EXIT OPTION SCHEME, 2005". The Salient features of the Scheme are as under:- ELIGIBILITY:

Officers in JMGS-I and above to whom SBBJ (Officers') Service Regulations, 1979 are applicable, who are over 45 years and below 58 years of age as on the date of application and have missed one chance of promotion in the existing grade and superseded by their juniors shall be eligible.

INELIGIBLE OFFICERS:

Officers serving abroad under special arrangement(s) or those who have executed bond and obligations there under are yet to be discharged or those who are appointed on contract basis. Officers against whom Disciplinary Proceedings are contemplated/pending or who are under suspension. This will also include officers against whom action has been initiated by Government Agencies/other law enforcing agencies.

EX-GRATIA

• Besides eligible terminal dues, an officer exercising the Exit Option shall be eligible for

ex-gratia payment of salary last drawn for 50% of service remaining up to the age of 60 years as on the date of his exit from the Bank (Complete months) subject to a maximum of 36 months.

• For the purpose of calculation of ex-gratia, salary last drawn will include the following components: Basic Pay + Stagnation increment + Professional Qualification Pay + Increment component of Fixed Personal Pay + DA thereon.

• The amount of ex-gratia will be added to the income of the officer for the year and

income tax recovered at the applicable rate at source. d) APPLICATION:

An officer desirous of exercising the Exit Option shall apply on the prescribed format (Annexure -1) at any time during the existence of the Exit Option Scheme after becoming eligible.


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e) NOTICE PERIOD:

• An officer opting for the exit option shall have to give 3 months' notice. However, the notice period should not exceed four months in any case. Salary in lieu of shortfall in notice period will not be accepted.

• He can withdraw the application for Exit Option till the last date of his/her service in

terms of approval of Exit Option conveyed to him by the Bank.

f) OTHER BENEFITS:

• Retention of residential accommodation, telephone and car etc. after release from the Bank under Exit option, for a period not exceeding two months. In cases where retention of any of these facilities is allowed, 50% of the amount of ex-gratia payable will be released only after the facilities are surrendered.

• He will be eligible to claim traveling allowance, baggage and other expenses for himself and his family from the last station at which he is posted to the place where he proposes to settle down anywhere in India, as per entitlement.

• Encashment of balance of privilege leave to the extent of 100% in case of completion of 20 years of pensionable service and 50% of balance of privilege leave in case the officer has not completed 20 years of pensionable service.

• Gratuity as per Rules. • Provident Fund as per Rules. • Pension (if minimum pensionable service as per Pension Fund Rules is completed),

including commuted value of pension. Officer will be eligible for pension only if he has put in 20 years of pensionable service.

• The concerned sanctioning authority, at his discretion, may allow the exit optees to repay the housing loan under Individual Housing Loan Scheme after their exit from the Bank in the same manner, and on similar terms and conditions, as permitted in case of retiring officers. An exit optee may also be permitted conversion of this loan into a housing loan with the terms and conditions applicable to general public at the discretion of the sanctioning authority.

• All other outstanding loans/advances will have to be repaid.

• The officer will have to give an authorization for recovery of such outstanding loans and advances from the amount payable to him as ex-gratia/all his terminal dues, in his application.

ACCEPTANCE OF THE APPLICATION AT BANK'S SOLE

DISCRETION:

• Exit Option Scheme is voluntary in nature. The designated authority of this Scheme will have the sole discretion as to the acceptance or rejection of the request for release under the Exit Option. Officers can not claim it as a matter of right.

• Release of officers from the service of the Bank under the Exit Option shall become effective only after approval of the Designated Authority is communicated to the officer.

• The Exit option Scheme shall be a distinct scheme and it shall not be construed as a revision of the SBBJ VRS introduced in 2000-2001, and as such no claim from any officer who have retired/will be retiring under any other existing or past scheme(s) shall be entertained.

• The Bank reserves the right to cancel any or all of the aforesaid clauses and to give effect thereto from any dates it may deem fit, and to terminate the Scheme at any time.


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h) GENERAL CONDITIONS: • The Exit Option Scheme will be introduced initially for a period of three years and may

be withdrawn or modified by the Bank at any time after watching the response. If it is decided to withdraw the Scheme the Bank would give a notice of minimum three months notice.

• The exit-optees shall not be precluded from taking up assignments in any of the subsidiaries/joint venture companies of the Bank/State Bank of India.

• If an officer, who has not completed the mandatory rural or semi-urban assignment (either wholly or partly), submits an application for exit under Exit Option his promotions, which were granted subject to completion of such mandatory assignment, would stand withdrawn.

• As leaving the Bank's service under Exit Option Scheme is optional, it shall not be negotiable and shall not be deemed or construed as a subject matter of right or contract of service. It shall not be cited as precedent, custom, convention, usage or practice anytime in future.

• As leaving the Bank's service under Exit Option Scheme is optional, the officers seeking release under the Scheme will not be eligible for any salary in lieu of notice.

• Release under Exit Option Scheme is independent of and without prejudice to the rights of the Bank to retire/remove/dismiss etc. an officer under the provisions of the SBBJ (Officers') Service Regulations, 1979.

• Except to the extent provided specifically in this scheme, the provisions of SBBJ (Officers') Service Regulations, 1979 and other instructions issued by the Bank from time to time will continue to apply in this respect.

• Officers opting for this scheme will not be eligible to become members of Retired Employees Medical Benefit Scheme.

• Ex-gratia will be paid within a period not exceeding 4 weeks from the relevant date. • The term "Service" for the purpose of Exit Option Scheme shall mean the period during

which an employee is/was on duty or on leave of any kind authorized by the Competent Authority.

• The Officer seeking release from Bank's service under Exit Option Scheme will not be entitled to dispute the payments received under the Scheme on any ground whatsoever. The exit optees and/or their nominees or legal heirs shall have no right/claim/demands against the Bank on any matter relating to the Scheme or claim appointment in the Bank on any ground whatsoever.

i)VACANCIES Inasmuch as the Exit Option is aimed at improving the level of morale in the Bank, and not at rightsizing, the Bank will have the discretion to fill up the vacancies caused by release of officers under the Exit Option. j) DESIGNATED AUTHORITY The Designated Authority for release under Exit Option would be as under :-

GRADE SCALES COMPETENT AUTHORITY For Officers in JMGS-I and MMGS-II General Manager (O) For Officers in MMGS-III to SMGS-V Chief General Manager For officers in TEGS VI & VII Managing Director For Officers in TEGSS I & II Executive Committee

The Scheme is effective from 01.12.2005 and will remain in force for 3 years with an option for the Bank to close early/extend the date without assigning any reason by giving 3 months notice. The


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specimen of application forms to be submitted vis-à-vis other instructions under the Scheme are given as per annexures enclosed. i. Salient feature of the Scheme ANNEXURE

FORMS TO BE SUBMITTED BY THE APPLICANT: i. Application for Exit Option ANNEXURE-I ii. Application for payment of Gratuity ANNEXURE-A Iii Application for refund of P.F. ANNEXURE-B iv. Application for payment of Pension ANNEXURE-C v. Application for Encashment of P.L. ANNEXURE-D

OTHER FORMS/INFORMATION FOR BRANCH/ZONE/HEAD OFFICE USE: i. Acknowledgement to be given to the applicant ANNEXURE-II ii. Information of acceptance/rejection of the

application ANNEXURE-III

iii. Operative Guidelines ANNEXURE-IV iv. Specimen of the Register to be maintain by the

Branch/C.A./H.O. ANNEXURE-V

v. Progress report of receipt of applications to be submitted by Controlling Authority to Head Office

ANNEXURE-VI

vi. Calculation Sheet ANNEXURE-VII vii. Acknowledgement in regard to receipt of the Circular ANNEXURE-VIII

Officers who seek Voluntary release of service under the SBBJ Exit Option Scheme 2005 will submit duly completed application (in triplicate by keeping a photocopy with them for their record) addressed to the Designated Authority and hand over it to respective heads of Branch/Region/Zone/Department as the case may be (through proper channel) before the close of the Exit Option Scheme. The applications for voluntary release under the Scheme will be processed as per requirement of the Bank and the acceptance/relief will be conveyed to the officer. Further, it is expected from the Branch Managers/other officials that they would be alert to allay any misconception in the mind of general public and customer in regard to the scheme or its implications. STAFF SUPERVISING-SBBJ EXIT OPTION SCHEME, 2005 OBJECTIVE To bring overall reduction in the staff strength of the Bank by providing an exit route to the eligible officers in JMGS-I and above who feel frustrated and demotivated due to lack of career prospects. ELIGIBLITY

AGE: Officers who are over 45 years and below 58 years of age as on the date of submission of application shall be eligible.


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NUMBER OF CHANCES FOR PROMOTION

a) Only those officers who have not been promoted to the next higher Grade/Scale within one chance and were also superseded by their juniors shall be eligible. Number of chance for non-promotion will be counted in the present grade only. Non-promotion, if any, in the previous grade will not qualify for counting the one chance of non-promotion.

a) For this purpose, a chance shall mean that the officer has completed the required service

in the present grade for consideration of further promotion but has either not been considered for any reason or has been considered and not promoted and, thus, has been superseded by his juniors.

b) An officer will also be deemed to have missed a chance and superseded by his juniors if

he does not appear for interview or abstains himself from participating in the promotion exercise or where he had given his refusal in writing for promotion to the next higher grade or scale or remains absent or submits medical certificate for the date of interview and in the process official(s) junior to him is/are promoted and become(s) senior to him. The officer who was in the Zone of Consideration but was not included in the Zone of Selection would also be taken as having missed an opportunity or chance for promotion.

INELIGIBLE OFFICERS:

The following categories of Officers are ineligible to exercise the Exit Option:-

(i) Officers serving abroad under special arrangement(s) or those who have executed bond and obligations there under are yet to be discharged.

(ii) Officers against whom Disciplinary Proceedings are contemplated/pending or who are under suspension. This will also include officers against whom action has been initiated by Government Agencies/other law enforcing agencies.

(iii) Officers appointed on contract basis. EX-GRATIA:

Besides eligible terminal dues, an officer exercising the Exit Option shall be eligible for ex-gratia payment of salary last drawn for 50% of service remaining up to the age of 60 years as on the date of his exit from the Bank (Complete months) subject to a maximum of 36 months. It is clarified that only for the limited purpose of calculation of ex-gratia the remaining service shall be treated upto 60 years. The designated authority would also ensure that at the time of granting Exit Option, there is no impediment at the relevant date in the matter of granting extension of service, if required.

However, pension shall be payable to only those officers who are eligible for the same, in terms of SBBJ (Employees') Pension Regulation, 1995/SBBJ (Officers') Service Regulations, 1979. It is further clarified that officers exercising option under Exit Option Scheme and those who would be permitted to exit, would not be eligible for pension, unless they have completed 20 years of pensionable service under the applicable rules.

• "Relevant date' means the date on which officer ceases to be in service of the Bank as a

consequence of his request under Exit Option.

• For this purpose, salary last drawn will include the following components: • Basic Pay + Stagnation increment + Professional Qualification Pay + Increment

component of Fixed Personal Pay + DA thereon.


514

• The amount of ex-gratia will be added to the income of the officer for the year and

income tax recovered at the applicable rate at source. • Ex-gratia will be paid within a period not exceeding 4 weeks from the date of exit. The Officers seeking release under Exit Option Scheme will not be entitled to dispute the payments received under the Scheme on any ground whatsoever. The officers released under exit option and/or their nominees or legal heirs shall have no right/claim/demands against the Bank on any matter relating to the Scheme or claim appointment in the Bank on any ground whatsoever.

APPLICATION

(i) An officer desirous of exercising the Exit Option shall apply on the prescribed

format (ANNEXURE -1) at any time during the existence of the Exit Option Scheme after becoming eligible.

(ii) An acknowledgement on the lines of ANNEXURE-II will be given to the officer of

having received his application under Exit Option Scheme by his Controller.

(iii) The decision of the designated authority will be conveyed by a letter signed by the Branch Manager/Head of the Department on the lines of AXXUEXURE-III.

(iv) Operating guidelines for implementation of Scheme have been given as

ANNEXURE-IV. NOTICE PERIOD:

(i) An officer opting for the Exit Option shall have to give 3 months' notice.

However the notice period should not exceed four months in any case. Salary in lieu of shortfall in notice period will not be accepted.

(ii) On acceptance of an officer's application by the designated authority

to approve his release under exit option, his date of relieving from service will be decided by the Controller in keeping with administrative exigencies/convenience and he will be advised in writing. He can withdraw the application for exit option till the last date of his/her service in terms of approval of Exit Option conveyed to him by the Bank.

OTHER BENEFITS:

Officer exercising the Exit Option may be allowed other benefits as follows provided they are otherwise eligible under the Service Rules.

(i) Retention of residential accommodation, telephone and car etc. where

provided, after release from the Bank under Exit option, for a period not exceeding two months from the relevant date. The concerned officer must make an application to avail of this facility, together with the application to exercise Exit Option, to the designated authority to approve release under the Scheme (as mentioned in paragraph 15 below) and the designated authority will take a decision in this regard. In case where retention of any of these facilities is allowed, 50% of the amount of ex-gratia payable will be released only after the facilities are surrendered.


515

(ii) An officer will be eligible to claim traveling allowance, baggage and other expenses for himself and his family from the last station at which he is posted to the place where he proposes to settle down anywhere in India, as per entitlement in terms of the scale to which he belonged on the relevant date.

(iii) Encashment of balance of privilege leave to the extent of 100% in case of

completion of 20 years of pensionable service and 50% of balance of privilege leave in case the officer has not completed 20 years of pensionable service.

(iv) Gratuity as per Rules. (v) Provident Fund as per Rules.

(vi) Pension (if minimum pensionable service is put in), including commuted value

of pension. Officer will be eligible for pension only if he has put in 20 years of pensionable service.

(vii) In case the officer has availed of any loans and advances from the Bank or

any amount is due owing and payable by him to the Bank, the Bank will be entitled to recover the outstanding amount of such loans/advances/dues together with interest accrued thereon from the amount of ex-gratia and terminal dues payable. The officer will have to give an authorization for recovery of such outstanding loan and advances from the amount payable to him as ex-gratia/all his terminal dues, in his application.

(viii) While all other loans/advances availed of by the officer would be required to

be liquidated/closed in full as mentioned above, with regard to housing loan under Individual Housing Loan Scheme, the concerned sanctioning authority, at his discretion, may allow the exit-optees to repay the housing loan after their exit from the Bank in the same manner, and on similar terms and conditions, as permitted in case of retiring officers. Alternatively, the sanctioning authority, at his discretion, may also convert the housing loan account under Individual housing Loan Scheme into a Housing Loan account with all the terms and conditions applicable to general public. This may be done by closing the existing housing loan account (under Individual Housing Loan Scheme) and opening a new account.

• The applicant may request for in-principle approval of conversion of their Individual

Housing Loan account to a Housing Loan account on terms and conditions as applicable to members of public even before submitting their formal application for Exit-Option Scheme so that once the competent authority's approval for exit-option is conveyed, it does not remain conditional.

ACCEPTANCE OF THE APPLICATION AT BANK'S SOLE DISCRETION:

• Exit Option Scheme is voluntary in nature. However the designated authority(ies) as specified in paragraph 15 of this Scheme will have the sole discretion as to the acceptance or rejection of the request for release under the Exit Option. Officers can not claim it as a matter of right.

• The acceptance or non-acceptance of an officer's application will be subject to the said

designated authority's decision thereon, which will be final and communicated to the officer in writing, after due scrutiny.


516

• The Bank retains the discretion to limit the number of officers who may be allowed to exit under the Scheme in each grade. The release of officers under this Scheme shall not deem to have come into effect unless the decision of the designated authority has been communicated in writing. If the number of applications received is more than the anticipated number, the Managing Director, being the Competent Authority shall determine the cut-off age in each grade.

EXERCISING DISCRETION WITHOUT DISCRIMINATION:

(i) While exercising discretion to decline applications under Exit Option Scheme, the decision shall not be discriminatory among officers who are similarly placed and the reasons therefore shall be recorded in writing.

(ii) In case more requests for release under the Scheme are received, the Managing

Director being the authority competent to take decision for limiting the number of officers who may be allowed to exit the service under the Scheme, may release category-wise lists of eligible applicants which would be prepared in descending order of their age and applications of officers coming in higher age groups above cut-off age would be accepted; the cut-off age in each category will of course depend upon the acceptable number of officers who can be permitted to exit.

This proposal has the following advantages:-

a) It helps in exercising the discretion without discrimination.

b) It is simple to operate.

c) The reasons for rejection are objective and hence there is no scope for being challenged.

d) It will enable the Bank to keep the number of employees retiring under SBBJ Exit Option within the acceptable limits.

INCOME TAX-TDS: As the proposed scheme does not comply with Rule 10(10C) of Income Tax Act 1961 and no benefit of exemption of ex-gratia from income tax is intended in this scheme, there is no legal requirement for obtaining prior approval of Income Tax Department. SELECTIVE APPLICATION OF THE SCHEME: Managing Director is delegated with powers to extend the Exit Option Scheme to any selected category or grade/scale of officers based on the needs of the Bank and as of now, he has approved application of the Scheme to officers of all grades. While deciding selective application of the Scheme for officers, following points were considered:

a) The level of frustration and demoralization perceived in any category/grade/scale of employees/officers.

b) The impact, the level of frustration and demoralization will have on the business development, profitability, efficiency etc. of the Bank.

c) Age group and number of employees serving in the category/grade/scale who will be extended an option.

d) Ability of the Bank to fill up the positions vacated by the employees/officers deciding to take exit option.


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GENERAL CONDITIONS:

(i) The Exit Option Scheme will be introduced initially for a period of three years for officers in all grades, subject to review and may be withdrawn or modified by the Bank at any time after watching the response. If it is decided to withdraw the Scheme, a notice of minimum three months would be given.

(ii) An officer who exercises the Exit Option will not be eligible for re-employment in

the Bank. He shall not be precluded from taking up assignments in any of the subsidiaries/joint venture companies of the Bank/State Bank of India. However, prior approval of the Competent Authority will be required to take up employment after retirement, without prejudice to his pension as required under SBBJ (Employees') Pension Regulation, 1995.

(iii) If an officer, who has not completed the mandatory rural or semi-urban

assignment (either wholly or partly), submits an application for exit under Exit Option his promotions, which were granted subject to completion of such mandatory assignment, would stand withdrawn.

(iv) The Bank reserves the right to modify, amend or cancel any or all of the aforesaid

clauses and to give effect thereto from any dates it may deem fit, and to terminate the Scheme at any time.

(v) As leaving the Bank's service under Exit Option Scheme is optional, it shall not be

negotiable and shall not be deemed or construed as a subject matter of right or contract of service. It shall not be cited as precedent, custom, convention, usage or practice anytime in future.

(vi) As leaving the Bank's service under Exit Option Scheme is optional, the officer

seeking release under the Scheme will not be eligible for any salary in lieu of notice.

(vii) Release under Exit Option Scheme is independent of and without prejudice to the

rights of the Bank to retire/remove/dismiss, etc. an officer under the provisions of the SBBJ (Officers') Service Regulations, 1979.

(viii) The Exit Option Scheme shall be a distinct Scheme and it shall not be construed as

a revision of the SBBJ VRS introduced in 2000-2001, and as such no claim from any officer who has retired/will be retiring under any other existing or past scheme(s) shall be entertained.

(ix) Except to the extent provided specifically in this scheme, the provisions of SBBJ

(Officers') Service Regulations, 1979 and other instructions issued by the Bank from time to time will continue to apply in this respect.

(x) Officers opting for this scheme will not be eligible to become members of Retired

Employees Medical Benefit Scheme.

(xi) Ex-gratia will be paid within a period not exceeding 4 weeks from the relevant date.

(xii) The term "Service" for the purpose of Exit Option Scheme shall mean the period

during which an employee is/was on duty or on leave of any kind authorized by the Competent Authority.


518

(xiii) The Officer seeking release from Bank's service under Exit Option Scheme will not be entitled to dispute the payments received under the Scheme on any ground whatsoever. The exit optees and/or their nominees or legal heirs shall have no right/claim/demands against the Bank on any matter relating to the Scheme or claim appointment in the bank on any ground whatsoever.

DATE OF EFFECT: Release of officers from the service of the Bank under the Exit Option shall become effective only after approval of the Designated Authority is communicated to the officer. VACANCIES:

Inasmuch as the Exit Option is aimed at improving the level of morale in the Bank, and not at rightsizing, the Bank will have the discretion to fill up the vacancies caused by release of officers under the Exit Option. DESIGNATED AUTHORITY

The Designated Authority for release under Exit Option would be as under: -

• For Officers in JMGS-I and MMGS-II : General Manager (O) • For Officers in MMGS-III to SMGS-V : Chief General Manager • For officers in TEGS VI & VII : Managing Director • For Officers in TEGSS I & II : Executive Committee

AUTHORITY TO CHANGE THE SECHEME:

(i) The Managing Director, being the Competent Authority, reserves the right to modify or amend any or all of the aforesaid clauses and to give effect thereto from any date it may deem fit. (ii) In case of disputes as to the interpretation of any of the terms and conditions of the Scheme, the decision of Managing Director shall be final and binding on all the parties concerned. He will also be authorized to issue clarifications and modifications to the scheme.


519

ANNEXURE – I

(TO BE SUBMITTED IN DUPLICATE)

FROM, Name

Designation

Branch/Deptt.

Date

TO, The______________________ (Designated Authority) State Bank of Bikaner & Jaipur, Head Office, Tilak Marg, JAIPUR – 302005 THROUGH PROPER CHANNEL Dear Sir, APPLICATION FOR EXIT OPTION I ________________________________son/daughter/wife of Shri _________________hereby apply for permission to exercise the Exit Option and get voluntarily released from Bank's service as from the close of business on the _____________(Date). (This date should not be less than 3 months from the date of application). MY SERVICE PARTICULARS ARE AS FOLLOWS :

SL. NO.

PARTICULARS DETAILS

1 Name

2 P.F. A/c No.

3 Specimen Signature No.

4 Grade / Cadre

5 Designation

6 Category GENERAL / SC / ST / OBC

7 Present Posting

8 Date of Birth

9 Age as on the Date of Application Years Month(s)


520

10 Joined the Bank on

11 Joined the Bank as

Bank's Contribution - Rs. 12 Provident Fund Balance as per latest statement dated _________ Member's Contribution - Rs.

13 ASSIGNMENTS HANDLED IN LAST 5 YEARS

Sl. No. Branch/Deptt. Designation From To (i)

(ii)

(iii)

(iv)

14 Reason(s) for seeking exit from the Bank

15 Details of loans/liabilities to Bank/Co-Operative Societies (Please enclose latest salary slip and PF statement)

Sl.No Particulars of Loan Amount Outstanding as on the Date of Application i.e.

(i) Housing Loan (Staff) Rs. (ii) Housing Loan (Under Public

Scheme) Rs.

(iii) P.F. Loan Rs. (iv) Personal Loan (OD/TL) Rs. (v) Conveyance Loan Rs. (vi) Consumer Loan Rs. (vii) Festival Loan Rs. (viii) Computer Loan Rs. (ix) Education Loan Rs. (x) Security Loan Rs. (xi) Co-operative Society Loan Rs. (xii) Others (Please Specify) Rs.

TOTAL Rs. 16 How are these to be liquidated

17 Whether allotted Bank's flat/leased accommodation, if so details thereof

18. I declare that: i) I have not availed of the benefit of any of the Voluntary Retirement/ Exit Option in the

past, in any organization before joining the Bank; ii) No disciplinary action is pending or contemplated against me to the best of my

knowledge. In the event of Bank acceding to my request for voluntary release of service under Exit Option, I undertake to liquidate all loans/advances granted to me, before the effective date of my release from the Bank. In the event of my failure to do so, I authorize the Bank to appropriate all the dues payable to me by the Bank towards the liquidation of these loans/advances. I further


521

declare that such appropriation would be deemed as valid discharge of Bank's obligations to that extent. I also understand that in case the total amount of terminal dues/ex-gratia amount payable to me is insufficient to liquidate/repay the aggregate loan amount/outstanding dues of the Bank, my application for Exit Option will not be considered. In the event of the Bank acceding to my request for voluntary release of service under Exit Option, I undertake to immediately vacate the residential accommodation; surrender the vehicle, the telephone and other facilities provided to me by the Bank. I am aware that the acceptance or rejection of my request for voluntary release under Exit Option is at the absolute discretion of the Bank. I am aware that no voluntary release of service under Exit Option shall be deemed to have come into effect unless the decision of the Competent Authority as to the acceptance of the request has been communicated in writing and I have been relieved from my duties to the satisfaction of the bank. I undertake that on account of my release from the Bank under Exit Option, I will have no further claims and/or rights on the Bank except for the payment of benefits under Exit Option. I undertake that on account of my voluntary release of service from the Bank under Exit Option, I have no right to claim for compassionate appointment. I am aware that in case of dispute as to the interpretation of any of the terms and conditions of the SBBJ Exit Option Scheme - 2005, the decision of the Managing Director shall be final and binding on me. I agree that the Managing Director has right to modify, amend any or all of the clauses of the SBBJ Exit Option Scheme - 2005 and to give effect thereto from any date. I declare that no case/action has been initiated against me by Government Agencies/Law enforcing agencies. I declare that the particulars/information furnished herein above are true and correct. Further, I am aware, should any of these particulars/information turn out to be incorrect/false, I am liable to be declared ineligible under Exit Option, without prejudice to Bank's other rights in this regard. Yours faithfully, Signature (Name______________________) Place : Date : Permanent Address After Release from Bank's Service

Telephone Numbers With STD Code

Office

Residence

Mobile


522

INSTRUCTIONS FOR FILLING UP THE FORMS

(i) Incomplete forms are liable for rejection. (ii) Name should be spelt as it appears on Provident Fund statement. (iii) All the particulars must be filled in correctly and properly. (iv) Overwriting and/or obliteration not allowed. (v) The particulars such as General/SC/ST/OBC are for statistics only.

FOR USE BY THE HEAD OF THE DEPARTMENT

SL. NO.

PARTICULARS DETAILS

I Date of admission to Pension Fund

II Date up to which his/her service counts for pension

III Extra-ordinary leave on loss of pay availed throughout service period

IV Pensionable service excluding extra ordinary leave

Years Month(s)

V Disciplinary/Vigilance case pending/contemplated, if any

VI Particulars of salary

Basic Pay Rs.

Stagnation Increment Rs.

Professional Qualification Pay Rs.

Increment component of FPP Rs.

DA thereon Rs.

TOTAL Rs.

VII Balance of privilege leave as on ________

VIII Particulars of special training/skills imparted

IX Whether the officer has executed any Bond on account of posting abroad/Study Leave

Yes / No

X Date of first non-selection for promotion in present grade

XI Ex-gratia amount payable Rs.

Certified that:

a) The officer is not from the category of ineligibles. b) The particulars mentioned in the application by the officer have been checked and are

found to be correct as per Bank's record. c) Bank's record as well as the discreet enquiries in this regard indicate that the officer has

not availed of the benefit of voluntary retirement scheme in any other organization in the past.

d) No disciplinary action is pending/contemplated against the officer nor the officer is placed under suspension.


523

e) As per information available there is no case/action against the officer instituted by any Government agency.

f) In case of officers who have completed 30 years of service/pensionable service or those who have attained 55 years of age, review of grant of extension in service has been carried out and communicated to the officer.

Recommendations (A)* We confirm that Shri/Smt/Kum._______________________ satisfies the eligibility norms and recommend that his/her request for leaving the Bank's service under Exit Option may be acceded to and he/she be permitted to leave the Bank's service as at the close of business on the_______________(Date) under Exit Option. (B)* The request of the officer may be declined for the following reasons: (*Strike out whichever is not applicable, under authentication.) Signature of the Head of the Deptt./Branch Manager

Signature of the Controlling Authority (With Seal) (With Seal) Name:_________________________ Name:_________________________ Signature No. ____________ Signature No. ____________ Place: Place: Date: Date:

ANNEXURE - A FROM, Name

Designation

Branch/Deptt.

P.F. A/c No.

Telephone No.

Date

TO, The Managing Director, State Bank of Bikaner & Jaipur, Head Office, Tilak Marg, JAIPUR - 302005 Dear Sir, PAYMENT OF GRATUITY


524

I have applied for voluntary release of service under the SBBJ Exit Option Scheme - 2005. In case

the Bank accedes to my request, I request you to please arrange to pay me the gratuity in terms

of extant instructions on the relevant date.

Thanking you,

Yours faithfully,

(Name_______________________)

(Enclosure to H.O. Circular No. Per/61/2005-06 dated 02.12.2005)ANNEXURE - B FROM, Name

Designation

Branch/Deptt.

P.F. A/c No.

Telephone No.

Date

TO, The Trustees of the SBBJ Employees' Provident Fund, State Bank of Bikaner & Jaipur, Head Office, Tilak Marg, JAIPUR - 302005 Dear Sir,

SBBJ EMPLOYEES' PROVIDENT FUND ACCOUNT NO._____________


the Bank accedes to my request, I request you to please arrange to refund the balance

outstanding to my credit in the above Fund to me alongwith interest thereon as per SBBJ

Employees' Provident Fund Rules.

Thanking you,

Yours faithfully,


525

(Name ______________________)

(Enclosure to H.O. Circular No. Per/61/2005-06 dated 02.12.2005) ANNEXURE -C

FROM, Name

Designation

Branch/Deptt.

P.F. A/c No.

Telephone No.

Date

TO, The Trustees of the SBBJ Employees' Pension Fund, State Bank of Bikaner & Jaipur, Head Office, Tilak Marg, JAIPUR - 302005 Dear Sir,

SBBJ EMPLOYEES' PROVIDENT FUND ACCOUNT NO.___________


the Bank accedes to my request, I request you to please arrange to pay me the monthly pension

if I am eligible for the same in terms of SBBJ Employees' Pension Rules - 1995.

2. I wish to draw my pension from ________________________________ Branch, Code No.___________

through SB/CD account No. ______________________.

3. I also opt to commute 1/3 rd of my pension. (___________________)

Thanking you,

Yours faithfully,

(Name_______________________)


526

ANNEXURE - D FROM, Name

Designation

Branch/Deptt.

P.F. A/c No.

Telephone No.

Date

TO, The______________________ (Salary Disbursing Authority) State Bank of Bikaner & Jaipur, ________________________________ ________________________________ ________________________________ Dear Sir,

ENCASHMENT OF LEAVE


the Bank accedes to my request, I request you to please sanction encashment of the privilege

leave due to me at the time of my release under the scheme as per extant instructions.

Thanking you,

Yours faithfully,

(Name_______________________)


527

ANNEXURE - VII

CALCULATION SHEET

SL. NO.

PARTICULARS DETAILS

1 Name of the officer

2 Branch/Deptt.

3 P.F. A/c No.

4 Grade / Cadre

5 Date of Birth

6 Particulars of monthly salary as on the date of submitting application under the scheme

Basic Pay Rs.

Stagnation Increment Rs.

Professional Qualification Pay Rs.

Increment component of FPP Rs.

DA Rs.

TOTAL Rs. (A)

7 Age as on date of release under the SBBJ Exit Option Scheme - 2005

_________Years ________Month(s)

8 50% of service remaining upto the age of 60 years (in complete months)

_________Months (B)

9 Ex-gratia payable is A X B (Maximum 36 Months)

Rs.

Sanctioned ex-gratia payment of Rs. ___________ (Rs _________________________

_____________________). Income-tax to be deducted at source at the applicable rate.

Signature of the Head of the Deptt./Branch Manager Signature of the Controlling Authority

(With Seal) (With Seal) Name:_________________________ Name:________________________ Signature No. ____________ Signature No. _____________

FOR USE AT HEAD OFFICE

NAME: ____________________________ P.F. ACCOUNT NO. ___________


528

VIGILANCE CLEARANCE

Please furnish the details of disciplinary action (including those involving vigilance angle) if any, pending/contemplated. If yes, details thereof and present position. Report from the Zone, if any, where the officer was posted previously. ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ Report in respect of Vigilance cases, if any. ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Chief Vigilance Officer

In respect of non vigilance cases -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Asstt. General Manager (Disciplinary Proceeding Deptt.) ============================================================= Shri/Smt./Kum._____________________________ P.F. Account No.__________is eligible for Exit Option. His/her application for release under Ext Option is accepted. # The application is declined for the following reason(s): #

(a) The officer is ineligible in terms of the Scheme. (b) Any other (to be specified)

________________________________________________________________________________________________________________________ (# Strike out whichever is not applicable, under authentication)

(SIGNATURE OF THE DESIGNATED AUTHORITY) Place: Name: Date: Designation:


529

ANNEXURE II

(Enclosure to H.O. Circular No. Per/61/2005-06 dated 02.12.2005) ACKNOWLEDGEMENT

Received an application from Shri/Smt./Kum. _______________________________P.F. Account No. ________ for voluntary release of service under SBBJ Exit Option Scheme - 2005 on ____________(Date). He/She is requested to please note that the application is being forwarded to the Competent Authority through proper channel for consideration. Meanwhile unless and until decision of the Competent Authority is communicated to him he will continue to be in the Bank's service and report for duty as usual.

BRANCH MANAGER/HEAD OF DEPTT.

(Signature with seal)

Place:

Date:

(Enclosure to H.O. Circular No. Per/61/2005-06 dated 02.12.2005)

ANNEXURE III

LETTER TO BE ADDRESSED TO THE APPLICANT UNDER SBBJ EXIT OPTION SCHEME - 2005

To,

No.

Date:

Shri/Smt._________________________

C/o State Bank of Bikaner and Jaipur,

_________________________________

_________________________________

Dear Sir/Madam,

YOUR APPLICATION DATED FOR VOLUNTARY RELEASE OF SERVICE UNDER SBBJ EXIT OPTION SCHEME - 2005 With reference to your application for voluntary release of service under SBBJ Exit Option Scheme - 2005 we advise as under : $ Your request for release of service under Exit Option has been accepted by the designated authority and you will be relieved of your duties as at the close of the business of ________________(Date).


530

OR $ You are ineligible for the following reason(s) : ----------------------------------------------------------------------------------------------------------------------------------------------

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

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

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

($ Strike out whichever is not applicable, under authentication)

2. Please acknowledge receipt of this letter.

Yours faithfully,

(Branch Manager / Head of the Department)

ANNEXURE IV

SBBJ EXIT OPTION SCHEME-2005 OPERATING GUIDELINES

RECEIPT OF APPLICATION FORM • Please peruse the Exit Option Scheme and the application form and the instructions to fill up

the form. • Undertake preliminary scrutiny to see that applications are properly filled in and are complete

in all respects. • The application form should be obtained in duplicate. • On receipt of application, an acknowledgement should be given to the officer by the Branch

Manager/Head of the Deptt./other official who has been designated for this purpose. • Immediately on receipt, applications should be entered in a separate register maintained for

the purpose. (format at ANNEXURE -V) • Write the serial number at which the application is entered at the top right hand corner

alongwith Department stamp on both copies. SCRUTINY OF APPLICATION FORM AT BRANCH/DEPARTMENT

• Please accord top priority for scrutiny with speed. • Verify the correctness of the particulars in all respects from service and other records. • Please ensure that the applicant officer is not from the category of 'ineligibles'. For this

purpose, we invite your special attention to paragraph 3 of the SBBJ Exit Option Scheme - 2005. Eligibility/Ineligibility should be recorded on the form at appropriate place.

• Please scrutinize the application form and service records thoroughly in the context of the certificates to be furnished by the Branch/Deptt. (Refer page No. 4 of ANNEXURE - I).

• For Head Office and its establishments the applications should be forwarded to the Personnel Administration Department, Head Office, Jaipur, by the respective departmental heads/Controllers after due scrutiny.

• The application forms duly scrutinized should be forwarded to the Controlling Authority under the cover of a list, in duplicate, containing serial number, name and designation of the applicant on the day following the day of receipt of application by courier/special messenger or any other arrangement which is speedier.

• One copy of the application form to be retained at branch/department where it is received.

• Verify whether the officer is eligible for pension/leave encashment.


531

3.SCRUTINY OF APPLICATION FORM AT CONTROLLING OFFICE

• Verify the correctness of the particulars in all respects from service and other records and fill up the particulars that can not be filled up at Branch/Deptt.

• One copy of the application form to be retained at Controlling Office. Immediately on receipt, applications should be entered in a separate register maintained for the purpose. (format at ANNEXURE -V)

• The application forms duly scrutinized and signed by the controller should be forwarded to the Personnel Administration Department, Head Office, Jaipur under the cover of a list, in duplicate, containing serial number, name and designation of the applicant on the day following the day of receipt of application by courier/special messenger or any other arrangement which is speedier.

4. SCRUTINY AND SANCTION

• Record the receipt of application. • Scrutinize the applications in the context of the certificates to be recorded i.e.

status of vigilance and/or non-vigilance/disciplinary action angles. • Confirm that the officer is eligible for the Exit Option. • Maintain separate record in respect of applications that do not satisfy the

eligibility norms. • Applications of eligible offices should be approved by the designated

authority. 5. MONITORING During the period the Exit Option is open, all the Controllers should submit a report on monthly basis as per ANNEXURE 'VI' to the Personnel Administration Department at Head Office, Jaipur. 6.COMMUNICATION ABOUT ACCEPTANCE OR REJECTION a) The office/department/unit which has received the application, should ensure that they receive the communication as to the acceptance/rejection in respect of all applications received and forwarded by them well within the notice period. In case of non-receipt of such advice, the matter should be immediately taken up with the controllers. This would ensure that the decision in respect of all applications received under the Exit Option has been taken and the applicants have been suitably advised. b) On receipt of the advice of the designated authority, the Head of Department who had originally received the application, will communicate the decision of the designated officer to the officer against acknowledgement, which may be kept in service file/forwarded to the authority where his service file is maintained. The format of the letter to be addressed to the officer in this connection is enclosed as ANNEXURE III. These authorities should note to advise :

i) the eligible officers who are permitted to leave the Bank under Exit Option, about the acceptance of their request, the date of their relief from the duties.

ii) the ineligible officers with specific reason for the ineligibility. c) In case, disciplinary action is contemplated/pending, the officer should be advised of the same. d) In case of administrative offices, the Head of the Department and the Salary Disbursing Authority are different. In such cases, the Head of the Department should endorse a copy of the communication addressed to officers mentioned at serial No. 6(b)(i) above, to the Salary Disbursing Authority to enable the latter to arrange for the payment of ex-gratia, leave encashment, Provident Fund, Gratuity and Pension, wherever applicable.


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7. ACCOUNTING PROCEDURE The officers permitted to be released under Exit Option will receive following benefits:-

• Ex-gratia amount • Encashment of balance of privilege leave as per rule, i.e. 100% of balance in case of

20 years of pensionable service and 50% of balance in case he has not completed 20 years of pensionable service.

• Gratuity as per gratuity rules • Provident Fund as per PF rules • Pension (if minimum pensionable service of 20 years is put in), including commuted

value of pension. • Reimbursement of transportation of baggage, traveling expenses for self and family

from the last station where posted to a place where he proposes to settle down in India as per the entitlement in terms of the scale to which he belonged on the relevant date.

• Purchase of furniture subject to eligibility as per rules applicable in case of normal retirement

All the above benefits will be available only if the officer is otherwise eligible under the service Rules/extant instructions as in the case of normal retirement. There is a laid down system of accounting for the payments to be made to the officers on account of retirement which should be followed. As the ex-gratia is to be paid with reference to the salary for the month in which the officer will be relieved from the Bank under this scheme, the 'salary disbursing authority' shall be the competent authority to compute, sanction and pay the amount of ex-gratia under the Exit Option Scheme. 8. MODE OF PAYMENT (a) The amount of ex-gratia, leave encashment should be credited to the Current/Savings Bank account of the officer. The payment should be effected within 4 weeks from the date of exit from the Bank. Income Tax is to be deducted at applicable rate. However, before effecting the payment the salary disbursing authority should ensure that all the loans and advances have been fully liquidated by the officer, including the housing loan or a suitable letter of undertaking for repayment of loan from terminal benefits has been given by the officer and that the outstandings in his housing loan account and all other loan accounts including of interest are fully recoverable from the terminal dues payable to him by the Bank. It is to be ensured that all the dues/loans are repaid/recovered in full when the terminal dues are released. (b) If the concerned sanctioning authority, at his discretion has allowed the exit-optees to repay the housing loan under Individual Housing Loan Scheme, after their exit from the Bank in the same manner, and on similar terms and conditions as permitted in case of retiring officer "OR" The sanctioning authority, at his discretion, converted the housing loan account under Individual Housing Loan Scheme into a housing loan account with all the terms and conditions applicable to general public the housing loan under Individual Housing Loan Scheme will be repaid as per the terms and conditions applicable to retiring officers. 9. ACCOUNTING FOR RETENTION OF 50% OF EX GRATIA In respect of the officers whose request for retention of the physical facilities such as house/flat, vehicle, phone etc. for a period of two months after exit from the service under the scheme has been acceded to, 50% of the amount of ex-gratia shall be withheld. The amount should be retained as a term deposit on staff rate in the name of the officer for 2 months and Bank's lien


533

marked over the account. The lien shall be vacated when the physical facility is surrendered to the Bank. 10. DEDUCTION OF INCOME TAX AT SOURCE Income Tax at source should be deducted, wherever applicable. We give below the extant provisions for ready reference: Ex-gratia : TDS at the applicable rate. Leave encashment : Exempted from income tax for

payments upto Rs.3,00,000/- Payment of Gratuity, Provident fund as well as commuted value of Pension are in the nature of terminal benefits and hence, are exempted. 11. PAYMENT OF SALARY AND ALLOWANCES The officer who has been permitted to leave the Bank under Exit Option will draw salary and allowances upto the date of his discharge from the duties. 12. GENERAL If, before the relevant date i.e. the date of release under the Exit Option, it comes to the notice, of the Bank that any disciplinary action is warranted against the officer, the Bank has a right to withdraw the acceptance advised earlier to the officer. In such cases, the officer should be advised on or before the relevant date that, in view of the contemplated disciplinary action against the officer, the acceptance stands withdrawn and the officer continues to be in the service of the Bank and that appropriate action will be initiated against him.

ANNEXURE - VI SBBJ EXIT OPTION SCHEME - 2005 PROGRESS REPORT OF RECEIPT OF APPLICATIONS AS ON________________ Grade No. Of Application(s)

Received During the Month Cumulative No. Of Application(s) Received

TEGS VI SMGS V SMGS IV MMGS III MMGS II JMGS I TOTAL SIGNATURE OF THE CONTROLLER (With Seal) Place: Date :


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ANNEXURE - VIII

STATE BANK OF BIKANER AND JAIPUR

BRANCH/DEPARTMENT/________________________ZONE____________ ACKNOWLEDGEMENT OF CIRCULAR RECEIVED AND FOR ITS COMPLIANCE

PLACE : _______________ DATE : _______________

NO. : _______________ TO, THE DY. GENERAL MANAGER (PERSONNEL & HRD), STATE BANK OF BIKANER AND JAIPUR, HEAD OFFICE, JAIPUR - 302005 Dear Sir, STAFF SUPERVISING : SBBJ EXIT OPTION SCHEME - 2005 We acknowledge receipt of your circular No. PER/ / 2005-2006 dated __.12.2005 and note the contents. We have displayed the Notice (ANNEXURE) on our Branch/Department Notice Board for information of all the employees. Yours faithfully, BRANCH MANAGER/ CHIEF MANAGER/ ASSTT. GENERAL MANAGER/ DY. GENERAL MANAGER/ DEPARTMENTAL HEAD (Signature With Seal) (Circular. Per/ 61 /2005-2006 December 02 , 2005)

Index Page SCHEME FOR PAYMENT OF EX-GRATIA IN LIEW OF


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COMPASSIONATE APPOINTMENT SCHEME FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT IN LIEU OF APPOINTMENT ON COMPASSIONATE GROUNDS IN The Scheme for appointment of dependents of deceased employees/ employees retired prematurely on account of incapacitation was circulated vide Circular No Per/29/87 dated 28.03.1987 . Further amendments / modifications to the scheme were issued vide Circular No. Per/115/96-97 dated 11.03.1997 and Per/26/1999-2000 dated 21.06.1999. As per extant instructions the Bank has been considering employment on compassionate grounds to the dependents of employees dying while in service and also to the dependents of employees retiring on medical grounds provided they are below 55 years of age at the time of retirement. The scheme for appointment of dependents of employees dying in harness / retired on medical grounds has been throwing up some unanticipated problems for the Bank as also for the dependent family members. While the Bank does not generally get employees who satisfy the requirements of working in computerized environment, many a time, the families of our deceased employees also do not get immediate support because the process of employment takes some time. In some cases, no dependent of the deceased employee is eligible to take up the job immediately and as such, there is no immediate support to the dependent family. To over come these problems, immediate monetary assistance in lieu of compassionate appointment may be the best alternative. It has been decided after consultation with State Bank of India, Corporate Center to implement a new Scheme of payment of ex-gratia lumpsum amount in lieu of appointment on compassionate grounds named as "State Bank of Bikaner and Jaipur scheme for payment of ex-gratia lumpsum amount." The new scheme has come into force with effect from 20th December, 2005. This scheme will replace our existing compassionate appointment Scheme (referred in paragraph 1 above) and no request for compassionate appointment shall be entertained or considered by the Bank under any circumstances with effect from 20th December, 2005. Index Page Details of "State Bank of Bikaner and Jaipur Scheme for payment of Ex-Gratia Lumpsum amount" is enclosed for your information and necessary action. The Scheme will be applicable in the following cases :-

(i) Employees dying in harness. (ii) Employees seeking premature retirement due to incapacitation before reaching the

age of 55 years.

Applications pending under the Compassionate Appointment Scheme as on date will be dealt with in accordance with the new Scheme for payment of the ex-gratia lumpsum amount provided they fulfill all the terms and conditions of this Scheme. Fresh applications will be called for payment of ex-gratia in lieu of compassionate appointment on the prescribed format.

The concerned Branch Manager / Departmental Head should counsel the spouse / dependent family member nominated by the family to receive the ex-gratia lumpsum amount to invest the same as Term Deposit / Special Term Deposit with the Bank or in any annuity scheme of SBI Life / SBI Mutual Fund.

NAME :

"State Bank of Bikaner and Jaipur Scheme for Payment of Ex-Gratia Lumpsum Amount". This scheme replaces the existing Scheme for Appointment on Compassionate Grounds.


536

BACKGROUND

i) A Scheme for appointment of dependents for deceased employees on compassionate grounds to be uniformly implemented by public sector banks was advised by the Banking Division, Government of India on 12.9.1978. The Scheme was introduced in our Bank with effect from the 1st January, 1979. In May, 1982, Government permitted banks to modify the Scheme so as to extend the benefit of compassionate appointment even to the dependents of those who demit office on medical grounds subject to certain guidelines in this regard.

ii) The Supreme Court of India in a landmark judgement concerning Umesh Kumar Nagpal vs. State of Hyaryana and other (JT 1994(3) SC 525) has laid down the following principles in the matter of compassionate appointments : As a rule, appointment in the public services should be made strictly on the basis of open invitation of applications and merit. However, to this general rule, there are some exceptions carved out in the interest of justice and one such exception is in favour of the dependents of an employee dying in harness and leaving his family in penury and without any means of livelihood. The whole object of granting compassionate employment is thus to enable the candidate to tide over the sudden crisis. The object is not to give a member of such family a post much less a post for post held by the deceased. What is further, mere death of an employee in harness does not entitle his family to such source of livelihood. The Government or the public authority concerned has to examine the financial condition of the family of the deceased, and it is only if it is satisfied, that but for the provision of employment, the family of the deceased will not be able to meet the crisis, that a job is to be offered to the eligible member of the family". Compassionate employment can only be offered in posts in Class III and IV. Compassionate employment cannot be granted after a lapse of a reasonable period which must be specified in the Rules.

iii) The Government had advised all the public sector banks in August 1996 to keep the above principles in view while deciding compassionate appointments in the Banks.

iv) Notwithstanding the objective of the Scheme, over a period of time, Bank has been facing several difficulties in administering the Scheme viz :

(a) Building up of excess manpower due to appointments on compassionate

grounds in supernumerary positions. Index Page (b) Compulsion to appoint dependents despite their not possessing the

competency required for the job in the emerging competitive and technological environment when business models and strategies are undergoing constant change.

(c) Litigations for employment by the dependents, even when their requests were turned down on the grounds of family not facing the penurious conditions.

(d) Practical difficulties in determining indigent conditions of the family of the deceased employee. The system creates problems for the families too as the process for recruitment under the scheme takes quite some time, during which period the family needs to take care of itself out of the terminal benefits received. In some cases, none of the dependents of the family is eligible to take up the job immediately and as such there is no immediate support to the dependent family.

v) Bank had revised its scheme for appointment on compassionate grounds based

on the Supreme Court's judgement in the Umesh Kumar Nagpal vs. State of


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Haryana and others (JT 1943(3) SC 525) case and Ministry of Finance letter F.NO./18/139/95/IR dated 7.8.1996 and Indian Banks' Association letter NO. PD/CIR/76/532/813 dated 23/8/1996.

vi) Bank's scheme on compassionate appointment circulated vide circular No.

PER/115/96-97 dated 11th March, 1997 amended from time to time and last amended vide circular No. PER/26/1999-2000 dated 21.6.1999. It prescribed the method of determining financial condition of the dependents of the employees, took into account.

a) Pension (including family pension), b) Amount of gratuity c) Provident fund which include employer's and employee's contribution, d) Any compensation paid by the Bank or it's Mutual Fund. e) Proceeds of LIC Policy, f) Other investments of the deceased employees, g) Income of other family members, h) Employment of other family members and other income, i) Verifiable liabilities if any,

The size of the family was also considered. The above scheme of the Bank and method of determining penury was upheld by the Supreme Court in the case of SBI vs. Kanti Tiwary.

OBJECTIVE i) The Banking scenario in India is undergoing transformation with introduction of

modern and state of the art technology, on-line banking, new and technology based products and services. The customers expect world class banking services at their convenience any time and anywhere. The State Bank of Bikaner and Jaipur has been facing stiff competition from other players in the market and consequently its market share of business has been adversely affected. In the light of the changes in the market place and State Bank's aspiration to be one of the world class international bank offering world class services and products to Indian community and with a view to maintaining its leadership position in the industry and financial sector, it is migrating its operating platform to core banking solution and has redesigned its processes, system and procedure, to be able to offer-top end technology based products and services to its customers any time any where. The branches are being converted into sales and service platforms fully wired and networked with State of the art technology support from centralized processing centers to handle back end processes on a pre determined turn around time. Our customers are now being offered access to multiple channels, besides branches like ATMs, net-banking, mobile banking and home banking to choose from depending as per their need and convenience. State Bank of Bikaner and Jaipur has also adopted new business model focusing on its core strength and is in the process of reforming its performance management system and is introducing specialization to improve the skill and productivity of its employees.

ii) The aforesaid changes have resulted in number of manual interventions becoming

redundant leading to need for less workforce. The new way of doing business has thrown up need for specialization and newer skills. While the need for fresh induction of the staff in future would be nominal, the new entrants at various levels, will have to have the relevant qualifications, and skills which will be pre-requisite for the jobs that will emerge. In the circumstances, the system of compassionate appointment as per the existing scheme does not serve the Bank's needs and requirements and results in supernumerary manpower.


538

iii) The Supreme Court in their above referred judgement in U.K. Nagpal vs. State of Haryana and others, interalia, observed that the object is not to give a member of such family a post, much less a post for a post held by the deceased, but to provide relief to the family of a deceased employee to tide over the sudden crisis brought about by his/her premature death. The relief envisaged could be of nature which would provide the distressed family immediate succour and financial assistance to recover from the unexpected deprivation of the income of the sole bread winner of the family.

iv) Keeping the above in perspective and with a view to bringing about a balance

between the business objectives of Bank and its concern towards the families of employees dying in harness, we have devised the following scheme of payment of Ex-Gratia Lumpsum Amount in lieu of appointment on compassionate grounds. The revised Scheme would be in supersession of the earlier Compassionate Appointment Scheme circulated vide our letter No. PER/115/1996-97 dated the 11th March, 1997 or any other connected Scheme circulated prior to that. As per the Scheme, request for appointment on compassionate grounds will not be entertained under any circumstances even in the cases of death while on duty / death due to dacoity / robbery / terrorist attact etc; instead, ex-gratia lumpsum amount will be paid to the dependent/s of the employee who dies while in service or prematurely retired due to incapacitation before reaching the 55 years of age, subject to eligibility as laid down in the subsequent paragraphs. Financial relief would provide the distressed family immediate succour and financial support to help them recover from the sudden deprivation of the income of the deceased employee. In this connection the Indian Bank's Association vide their letter No. PD/CIR-76/532/153 dated 31.7.2004 has circulated Government of India, Ministry of Finance letter F.NO. 18/89/2001-IR dated the 14th July, 2004 and letter F.NO. 18/89/2001-IR dated the 30th October, 2003 containing a model scheme for payment of monetary assistance in lieu of appointment on compassionate grounds and has suggested that Bank may frame its own scheme based on the aforesaid scheme.

4. DEFINITION :- Unless the context, otherwise require in the scheme :-

(a) "Bank" means : The State Bank of Bikaner and Jaipur (b) "Board" means - The Executive Committee of the Bank's Board of Directors

of State Bank of Bikaner and Jaipur. (c) "Managing Directors" of the Bank means - The Managing Director of State

Bank of Bikaner and Jaipur. (d) CGM means Chief General Manager of State Bank of Bikaner and Jaipur (e) "Employee" means and includes only a confirmed regular employee who

was serving full time or part time on scale wages at the time of death in harness / premature retirement on medical grounds before attaining 55 years of age and does not include any one engaged on contract, temporary, casual/part-time on consolidated wages or any person who is paid commission fee or service charges etc.

(f) "Family" / Dependents : dependents or the "family" means and include spouse, wholly dependent children (son, including legally adopted son / unmarried daughter including legally adopted unmarried daughter). In case of an unmarried employee parents who are wholly dependents on the employee will constitute "family".

(g) Gross salary would means - last drawn gross salary (including all allowances) of the employee.

(h) Gross salary (net of taxes) would mean :- Gross salary minus taxes payable thereon by him/her and recoverable by the Bank on the date of death or retirement on the grounds of


539

incapacitation in discharge of its statutory obligations each month or annually. Where tax is not recovered each month, the total taxable income for the current year will be calculated to arrive at tax payable after considering notional maximum allowable deductions and then divided by twelve to arrive at monthly tax payable.

Index Page 5) APPLICABILITY : The Scheme will be applicable in the following cases of employees :

i) Employees dying in harness ii) Employees seeking premature retirement due to incapacitation before reaching

the age of 55 years.

6) ELIGIBILITY : a) Ex-gratia relief in lieu of compassionate appointment under the scheme is

not an entitlement but may be granted at the sole discretion of the Bank in deserving and eligible cases of death in harness and incapacitation leading to premature retirement before 55 years of age, where dependents of such employees are left in penury and without any means of livelihood and that unless some immediate financial succour is provided, a family would not be able to tide over the financial crisis caused by the sudden deprivation of the income of the deceased employee.

b) Only Indian citizens will be considered eligible. 7) EXCLUSION :

i) Employees who had attained age of 60 years at the time of death and had not actually retired on account of the provision regarding retirement on the last day of the month or for any other reason shall not be eligible for ex-gratia relief.

ii) Employees seeking premature retirement due to incapacitation before 55

years of age and whose service records are blemished on account of disciplinary action having been taken against them, will be ineligible for payment of ex-gratia lumpsum amount under this Scheme.

8) EX-GRATIA :

Ex-gratia on compassionate grounds in lieu of compassionate appointment may be granted to the family of the employee and subject to the ceilings specified below, if the monthly income of the family from all sources calculated in the manner shown below in paragraph 9 (B) is less than 60% of the last drawn gross salary (net of taxes) of the employee. The family shall be deemed to be eligible for ex-gratia payment if the income so arrived at is below 60% of the gross salary (net of taxes) last drawn, and ineligible if it is 60% or more of the gross salary (net of taxes). Ex-gratia will be paid to the family of the deceased employee or the employee who has retired due to incapacitation if eligible under the Scheme within three months of the receipt of application, complete in all respect. Index Page

9. FINANCIAL CONDITION OF THE FAMILY: A) The following sources of income / liabilities of the family of the deceased/ retired employees shall be taken into account for determining financial condition of the family :- i) Pension including family pension, if any


540

ii) Terminal benefits like gratuity, encashment of leave, employees and employers contribution to provident fund etc.

iii) Compensation / amount paid by the Bank or Bank's Mutual Fund. iv) Proceeds of LIC / any other company's life or other (with accident) insurance

policies. v) Investments / deposits in State Bank of Bikaner and Jaipur or other organisations

like public sector banks / other banks / post offices / mutual funds etc. and income therefrom.

vi) Income of dependents from rent, employment, profession or vocation or any other source.

vii) Moveable assets and immovable property (including agricultural land, groves etc.) and income therefrom.

viii) Loans taken from the Bank, other dues payable to the Bank and/or other financial institutions with the prior approval of the Bank.

ix) Any other income of the family. NOTE : Compensation paid under clause 9 A (iii) above will not include the following compensations (a) The compensation paid to employees based on Government's guidelines in the

event of death / disability / serious injury suffered by the employee while on duty, (b) Compensation paid to employees who are killed / injured in dacoities / robberies /

terrorist attacks and rewards introduced under Government of India's guidelines. © Monetary compensation paid to Award employees such as watch and ward staff,

drivers and electricians under Workmen Compensation Act, 1923. B. CALCULATION OF MONTHLY INCOME OF THE FAMILY : (1) Terminal benefits : i) Provident Fund ii) Gratuity iii) Leave Encashment iv) Any other amount paid under Bank's Scheme(s) v) Compensation etc* ------------- Sub-total (A) ------------- *other than those paid in terms of column NO. A(a)(b) and (c) above (2) Liabilities i) Loans taken from Bank and/or other financial institutions with the prior approval of the Bank ii) Any other dues payable to Bank ------------- Sub-total (B) 3. Net terminal benefits C (A-B) ------------ (4) Investments


541

i) Deposits ii) NSCs iii) PPF iv) LIC / other policies

v) Shares vi) Others

Sub Total (D) ------------- (5) Net Corpus available E ( C + D) ------------- (6) Details of movable property, if any, held and monthly income derived therefrom (7) Details of immovable property, if any, held and monthly income therefrom. (8) Monthly income of the family from all sources : i) Monthly notional interest at the Bank's maximum term deposit rate applicable to public on 80% amount of the net corpus available (E) @ ii) Weighted Average Pension # iii) Monthly income from movable and immovable property iv) Monthly income of dependent family members

v) Any other monthly income ------------ Total monthly income of the family ------------ @ The comparison is being made with 80% of the income on net corpus available in order to

allow for certain immediate expenses viz. funeral, medical, Children's education etc. which the family has to spend from out of the monies available after death.

# Average of full pension and family pension (including dearness relief) payable up to the

date of superannuation of the deceased. In case of employees retired on medical grounds. Only full pension (including dearness relief) will be taken into consideration. For the calculation of weighted average pension, as the dearness relief of the future date will not be known, the amount of dearness relief applicable at the time of death for the amount of applicable family pension will be taken into account.

10) AMOUNT OF EX-GRATIA : Index Page

If the total monthly income of the family arrived at as above is less than 60% of the last drawn gross salary (net of taxes) of the employee, ex-gratia amount as under will be payable :

i) In case of monthly income of the family as calculated above is less than 60% of the

last drawn gross salary (net of taxes) of the employee, an ex-gratia amount calculated @ 60% of the last drawn gross salary (net of taxes) for each month of remaining service of the employee (i.e. up to the age of superannuation in terms of extant service rules / conditions) at the time of his death / incapacitation subject to the cadre-wise ceiling of "maximum Amount" mentioned under (ii) and (iii) below, will be payable.


542

ii) The cadre wise ceiling on ex-gratia amount payable will be as follows : CADRE MAXIMUM EX-GRATIA AMOUNT Supervising Staff Rs.8.00 lacs Clerical Staff Rs.7.00 lacs Sub-ordinate Staff Rs.6.00 lacs

iii) Ex-gratia in case of permanent part time subordinate cadre employees (drawing scale wages) will be calculated on prorata basis as under :-

a) 3/4th scale wages Rs.4.50 lacs b) 1/2 scale wages Rs.3.00 lacs c) 1/3rd scale wages Rs.2.00 lacs

11) TIME LIMIT FOR SUBMITTING APPLICATION FOR EX-GRATIA RELIEF Index Page

Payment of ex-gratia relief will be considered provided a request in writing is made on the prescribed application form (annexure-I) by dependent within 6 (six) months of date of death. In case of employee retiring on medical grounds before completing 55 years of age with Bank's approval, the applications must be submitted within two months from the date of retirement. The application must be made on prescribed format (Annexure-I) supported with letter of authorisation on annexure-II and an affidavit as to the fact stated therein on enclosed format (annexure-III).

Delay in submission of application :

The Managing Director may condone delay for not exceeding 3 (three) months in deserving cases and on merits of each case.

12. TO WHOM EX-GRATIA RELIEF WILL BE PAID

(a) Amount of Ex-gratia relief if payable, shall be paid to spouse or the dependent family member nominated by the family. Where there is dispute amongst the claimant(s), the claimant(s) will be required to produce necessary court order from a competent Court of Law.

(b) In case of employees retiring prematurely due to incapacitation, the ex-gratia

relief shall be payable to him only. In the event of his death before receipt of ex-gratia relief, the payment will be made as per procedure detailed above in (a).

13. COMPETENT AUTHORITY

Ex-gratia payment under the scheme shall be made only with the prior sanction of the Managing Director in all types of cases.

14. DATE OF EFFECT OF THE SCHEME AND DISPOSAL OF PENDING APPLICATIONS :

The Scheme will come into force with effect from the date it is approved by the Executive Committee of the Board. Applications pending under the Compassionate Appointment Scheme as on the date on which this new Scheme is approved by the Executive Committee of the Board will be dealt with in accordance with the new Scheme for payment of ex-gratia lumpsum amount provided they fulfill all the terms and conditions of this scheme.

15) MISCELLANEOUS PROVISIONS OF THE SCHEME :


543

Index Page i. The ex-gratia relief under the Scheme does not confer any right or entitlement on/

to any claimant for any reasons whatsoever. The grant of ex-gratia relief is purely at the sole discretion of the Bank on being satisfied that dependents of the employees dying in harness or employees retired due to incapacitation to work are eligible in all respects as per provisions of the Scheme.

ii. The dependents of employees, who have died and whose service records were

blemished on account of disciplinary action having been taken against them, will be considered under the scheme as this is a welfare measure and the families should not suffer for their acts. Similiarly, where the employees were facing disciplinary action at the time of death, the case will be treated as abated. The payment of ex-gratia will be considered in such cases also. However, employees seeking premature retirement due to incapacitation before 55 years of age and whose service records are blemished on account of disciplinary action having been taken against them, will be ineligible for payment of ex-gratia lumpsum amount under this scheme.

iii. The Executive Committee of the Bank reserves its right to substitute, amend or vary

from time-to-time any provision of the Scheme mentioned above. The Executive Committee of the Bank also reserves its right to abolish the scheme if it is found financially unviable or otherwise including any Govt./RBI guidelines / instructions to abolish the scheme.

iv. The applicant(s) shall state only the facts and it shall be supported by records.

Such application enjoins a duty on the person(s) who is/are making the application to truly represent all the facts within his knowledge. Misrepresentation or non-disclosure of any material facts will have the effect of committing a fraud and as soon as it is discovered, the entire compensation (ex-gratia) under the scheme shall be withdrawn. Applicant(s) shall swear to an affidavit as to the facts stated in the applications. Bank shall have the right to verify the facts / assets / income of the family and in case of need, may call the applicant(s) alongwith the relevant documents for verification.

v. The families of missing / absconding employees are not eligible under the Scheme.

However, Bank's Executive Committee may consider and take a view on a case to case basis in the cases of employees missing for more than 7 years and declared dead by the Court.

vi. With effect from the date the "SBBJ Scheme for Payment of Ex-gratia Lumpsum Amount" comes into force the Bank's scheme of compassionate appointments shall be deemed abolished / withdrawn and no request for compassionate appointment shall be entertained or considered by the Bank under any circumstances.

vii. The incapacitation to work because of reasons of accident, injury or illness including blindness will be decided by the Bank as per its rules and systems and procedures prescribed therefore. The premature retirement of an employee due to incapacitation to work should be effective before his completing 55 years of age and should have approval of the competent authority as per Bank's rules.

viii. In the cases of employees seeking premature retirement due to incapacitation before reaching the age of 55 years, the payment of ex-gratia lumpsum amount under the scheme would be subject to deduction of tax at source.

ix. The recommendation for payment of ex-gratia lumpsum amount on

compassionate grounds has to be submitted to the appropriate authority on Annexure-IV.


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***** Index Page

APPLICATION TO BE SUBMITTED FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT ON COMPASSIONATE GROUNDS

(To be obtained in substitution of the requests for compassionate appointment pending as

on 20th. December, 2005) FROM : ----------------------------------- ----------------------------------- ----------------------------------- ----------------------------------- To, The Managing Director, State Bank of Bikaner and Jaipur, Head Office, JAIPUR. Through : ---------------------------- ------------------------ --------------------- (Branch / Office) Dear Sir, SUB : REQUEST FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT ON COMPASSIONATE GROUNDS IN LIEU OF COMPASSIONATE APPOINTMENT With reference to the application dated ---------------- for appointment on compassionate grounds of Smt. / Shri -----------------------------------------w/s/d/o late Shri / Smt. --------------------------------------------- submitted by --------------------- (applicant) / nominated by ---------------------------------------, I / We hereby request you to consider above referred application, for payment of ex-gratia lumpsum amount on compassionate grounds in lieu of compassionate appointment in terms of "SBBJ Scheme for Payment of Ex-Gratia Lumpsum Amount." 2. * I request you to make payment of ex-gratia lumpsum amount to me after recovering the dues to the Bank, if any, or


545

* We authorize Shri / Smt. ---------------------------- to receive ex-gratia lumpsum amount on our behalf. We hereby request you to make the payment of the lumpsum amount to the said authorized person after recovering the dues to the Bank if any. We also declare that the this authorization is final, irrevocable and binding on us. In consideration of your acting on my / our instructions, I / we hereby release you from any claim or interest in the said ex-gratia lumpsum amount in favour of authorised person. *Strike our whichever is not applicable. 3. I/We hereby declare that the information / documents submitted by me / us are correct. If it is revealed that the information and particulars furnished in the application or any other documents submitted for the purpose of claiming the ex-gratia lumpsum amount are materially incorrect or false, it will tantamount to committing a fraud and I/we am/are liable to pay back the entire amount received by me/us to the Bank with interest and bank may take appropriate legal / criminal action against me/us. 4. I/We undertake that the ex-gratia lumpsum amount, if any, received shall be utilised for the benefit of the minor(s) and / or all other dependents. Bank shall not be liable for misutilisation of the fund by me / us / authorised beneficiaries mentioned above. Yours faithfully, Place : Name(s) in Block letters Date : with address Signature(s) (Signature of spouse / prematurely retired employee and other dependents /

Natural Guardian or Legal Guardian of the Minor(s) Witness : Witness 1. Signature 2. Signature : Name : Name : Address : Address : Note : 1. Signature(s) of the claimant should be witnessed at least by two reputed persons well

known to the Bank. 2. The application should be submitted to the branch / office where the employee had last

worked.(Circular No. Per/ 80 /2005-06dated 31.1. 2006)

ANNEXURE-I APPLICATION TO BE SUBMITTED FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT ON

COMPASSIONATE GROUNDS (To be submitted by the dependents jointly)

FROM : ----------------------------------- ----------------------------------- ----------------------------------- -----------------------------------


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To, The Managing Director, State Bank of Bikaner and Jaipur, Head Office, JAIPUR Through : ---------------------------- ------------------------ --------------------- (Branch /Office) Index Page Dear Sir, SUB : REQUEST FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT ON COMPASSIONATE GROUNDS I/We hereby submit my/our application for payment of ex-gratia lumpsum amount on compassionate grounds in terms of "SBBJ Scheme for Payment of Ex-Gratia Lumpsum Amount" and furnish here below the required particulars : 1. Name/s of the applicant (in capital) : 2) i) Present Address ii) Telephone No. : 3) i) Name of the deceased / prematurely retired employee ii) Designation last held : iii) Branch / office last worked : iv) Marital status of the deceased employee :

v) Date of death / retirement on medical grounds: (Certified copy of Death Certificate / approval by the competent authority of premature retirement should be enclosed)

vi) Date of the birth and age of the employee As on the date of death / retirement

vii) Service particulars as on death/retirement : Total Service : Y M D Remaining Service : Y M D viii) Salary last drawn : Gross Salary Gross Salary (net of taxes) : 4) Whether died in harness : 5) A. Cause of death : B. Ailment(s) from which the employee was : Suffering (in respect of employee retired On medical grounds) 6) In case of retirement on medical grounds whether the employee had been subject to examination by a Medical Board constituted


547

at the State Capital, if so copy of Medical Board's report to be enclosed) : 7) Full address of the house / flat acquired under Bank's Housing Loan Scheme / other Loans : 8) Details of the dependents of the deceased / prematurely retired employee # : SR NO.

Name Age Matrial Status

Relationship with the deceased / prematurely retired employee

Vocation If employed give details of Employer

Income per month (copy of Income/ Salary certificate to be enclosed)

1. 2. 3. 4. 5. 6. # proof to be enclosed. 9) Details of assets / liabilities / monthly income of the dependents from all sources:

(1) Terminal benefits : i) Provident Fund ii) Gratuity iii) Leave Encashment iv) Any other amount paid under Bank's Scheme(s) v) Compensation etc* ------------- ------------- *other than those paid in terms or our circular PER/74/2002-03 dt.11.2.2003 (2) Liabilities i) To Bank ii) To other financial institutions with the prior approval of the Bank @ iii) Any other dues payable to Bank ------------- Total @ certificate to be submitted ------------ (3) Investments i) Deposits ii) NSCs iii) PPF iv) LIC / other policies (claim received/surrender value@

i/ Shares (details and Market value) ii/ Others

Total ------------- ------------- @ Certificate to be enclosed (4) Details of movable property, if any, held and monthly income derived therefrom


548

(5) Details of immovable property, (land / building/flat with

address and market value) if any, held in the name of deceased/ retired employee or any other dependent family members and

monthly income therefrom. (6) i) Amount of full pension, if payable : Basic D.R.: (full pension payable from------- to---------) Amount of family pension Basic D.R.: (payable from-----------------) ii) Monthly income of dependent family members

iii) Any other monthly income (with details) : 10. * I request you to make payment of ex-gratia lumpsum amount to me after recovering the dues to the Bank, if any, or * We authorize Shri / Smt. ---------------------------- to receive ex-gratia lumpsum amount on our behalf. We hereby request you to make the payment of the lumpsum amount to the said authorized person after recovering the dues to the Bank if any. We also declare that the this authorization is final, irrevocable and binding on us. In consideration of your acting on my / our instructions, I / we hereby release you from any claim or interest in the said ex-gratia lumpsum amount in favour of authorised person. *Strike our whichever is not applicable. 11. I/We hereby declare that the information / documents submitted by me / us are correct. If it is revealed that the information and particulars furnished in the application or any other documents submitted for the purpose of claiming the ex-gratia lumpsum amount are materially incorrect or false, it will tantamount to committing a fraud and I/we am/are liable to pay back the entire amount received by me/us to the Bank with interest and bank may take appropriate legal / criminal action against me/us. 12. I/We undertake that the ex-gratia lumpsum amount, if any, received shall be utilized for the benefit of the minor(s) and / or all other dependents. Bank shall not be liable for misutilisation of the fund by me / us / authoised beneficiaries mentioned above. Yours faithfully, Place : Name(s) in Block letters Date : with address Signature(s) (Signature of spouse / prematurely retired employee and other dependents /

Natural Guardian or Legal Guardian of the Minor(s)

Witness : Witness 1. Signature 2. Signature : Name : Name : Address : Address : Note :

1. The application for payment of ex-gratia lumpsum amount should be received by the Bank within 6 months from the date of death and within two months from the date of premature retirement of the employee

2 The Signature(s) of the claimant should be witnessed atleast by two reputed persons well known to the Bank.

3. All required enclosures should be submitted along with the application.


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4. The application should be submitted to the branch / office where the employee had last worked.

5. In case of minor dependents - application should be signed by the natural guardian / legal guardian.

Enclsoures : (State No(s) and details) (Circular No. Per/79/2005-06 dated 20.1.2006) Index Page SCHEME FOR GRANT OF SCHOLARSHIP FOR EMPLOYEES CHILDREN 1. OBJECTIVE: To promote staff welfare and thus motivate the employees to become better employees. 2. COVERAGE: The scholarship would be available provided the children of Bank employees secure marks as under in the IVth, Vth, VIth, VIIIth, IXth, Xth, XIth or XIIth standard under the primary, middle, matriculation/ 10+2 or higher secondary system of education:- CLASS OF EMPLOYEES AGGREGATE OF

MARKS FOR INITIAL SANCTION OF SCHOLARSHIP

FOR RENEWAL SANCTION

Supervising staff ( other than SC/ST) 60% 55% Supervising Staff ( SC/ST) 55% 50% All categories ( Blind, deaf, dumb and mentally retarded children)

40% 40%

In some institutions, marks are awarded in terms of grades and not percentage. In such cases, conversion of ‘grades’ into ‘percentage’ should be ascertained from the institution and if these confirm to the laid down procedure as above, scholarship may be granted accordingly. The Other terms and conditions of this scheme will equally be applicable in such cases also. The scholarship would be available from the next class onward and for any full time degree, diploma or certificate course recognised by the Government. Besides the ordinary degree/ Post-Graduate courses like B.A., B.Com., B.Sc. and M.A., M.com., M.Sc., professional courses in medicine, engineering, architecture, law, management studies etc., would also be covered under the scheme. Subject to the sustained good academic performance as mentioned above in each qualifying examination, scholarship would be granted upto post-graduate level but not for doctorate level courses. 3. AMOUNT OF ADMISSION AND TUITION FEE ETC: The reimbursement of Admission and Tuition fees will be available to All Officers irrespective of basic pay. The maximum amount payable under reimbursement of admission and tuition fee restricted to Rs. 1,200/- p.a. per child. 4. AMOUNT OF SCHOLARSHIP : S.NO. CLASS FOR DAY SCHOLAR

(P.M.) FOR BORDER (P.M.)

a) For 4th, 5th standard 45/- 150/-


550

b) For 6th, 7th, & 8th standard 60/- 150/- c) For 9th and 10th standard 75/- 200/- d) At intermediate level i.e. XI & XII

standard 90/- 375/-

e) At Graduate level for ordinary courses- B.A., B.Com.,, B.Sc., L.L.B., and other courses where Bachelor]s degree is awarded. Diploma/Certificate courses where minimum qualification for admission is graduate.

105/- 375/-

f) At post-graduate level M.A.,M.Com., M.Sc., etc.,

150/- 450/-

g) At graduate/post graduate level for professional courses in Medicines/engineering/Management studies and ‘B’ Pharma degree course (duration 4 years)

200/- 525/-

Scholarship at boarder’s rate may be sanctioned to even such of the students who have not been able to get admission in the hostel of the institution/school/college concerned or in a hostel run by a reputed organisation, or they have made their own residential and boarding arrangements because the college/institution concerned does not have hostel facility. The wards who are staying with their relatives, friends, etc. will not be eligible for the scholarship at the boarder’s rate. Further, where the child is studying at the same place where the employee is posted, the scholarship at boarder’s rate will be payable only if the child stays in a hostel recognised/owned by the school/college/institute or its is run by the reputed bodies under YMCA/YWCA etc., The requirement of production of vouchers/ bills etc., has been done away with. A certificate however, may be obtained from the employee to the effect that(A) child is staying in the hostel owned/recognised by the school/college/institute or is run by the reputed bodies like YMCA/YWCA etc. or where the child has made his own arrangements, the ward is not staying with his relatives/friends etc., and (B) the expenses incurred on boarding and lodging are equal to or exceed the amount of scholarship payable under the scheme. Some of our employees are facing difficulty in getting receipts separately for admission and tuition fees because schools/colleges refuse to give the bifurcation. Therefore, in such cases of reimbursement of tuition fees will be considered if otherwise eligible within the ceiling subject to the employee giving a declaration to this effect. Index Page 5. DURATION AND RENEWAL OF SCHOLARSHIP: - The scholarship would be awarded for one year initially and shall be renewed annually if the child shows consistently good performance and conduct. For this purpose he/she should secure in each subsequent qualifying examination not less than the minimum percentage of marks as stated above. 6. MODE OF SELECTION: Initially the selection in respect of scholarship was made by the central welfare committee, but it has now been decentralized to Zones from the academic session 1993-94. 7. NUMBER OF SCHOLARSHIPS:


551

No employee will be given more than 2 scholarships for his children at one time. 8. PAYMENTS: As per decentralised system, the payment of scholarship will be made by the zonal heads as per the scheme after scrutiny of the applications by the Manager, Personnel of the Zone. The zonal head will request for release of the funds on the basis of eligible applications from the CWC who will release the funds to the zones after seeking approval from the General Manager (Operations). The payment of scholarship will be deemed to begin from the month an admission is obtained. In the event of renewal of scholarship for succeeding year, the scholarship will be paid from the same month from which the scholarship was paid during the previous year if the course of study perused is continued. 9 Inability to take examination due to illness:- If a scholar is unable to appear for the annual examination due to sudden or prolonged illness or any other compelling circumstances, the scholarship maybe renewed at the discretion of the CWC, subject to an acceptable medical certificate having been submitted in this regard and the circumstances compelling absence from examination having been fully explained. The exemption, however, would be available only once in one class and if some body falls sick again, the scholarship would be discontinued. But it can be sanctioned again for the next class if the percentage of marks obtained is 40,45,50 or 55 as the case may be. 9. Disciplinary Cases: a) Scholarship may be granted in the prescribed manner to the eligible children of all employees, the fact that the concerned employee is under suspension or disciplinary action has been initiated against him for charges involving vigilance angle or otherwise should be ignored for the purpose of grant of such scholarships. b) On conclusion of Disciplinary Proceedings, in cases, where the penalty imposed results in cessation/termination of service of an employee, the scholarship would cease to be payable from the date of award of such punishment. If , however, the scholarship has already been paid, the same would be stopped after the current academic session is over. Index Page 10. Cessation of service or death of an employee:- a) In the event of cessation of service including retirement of an employee, scholarship would continue till the end of the current academic year of the choice of the employee. b) If a Bank employee dies while in service, the scholarship amount permissible under the scheme including reimbursement of tuition fees, admission fees etc. shall be payable in respect of his/her children should the spouse of the deceased employee be not employed in the Bank and subject to the observance of the usual terms and conditions on which the scholarships are awarded. The scholarship under this provision can be claimed by the spouse or the deceased employee or the guardian appointed by the court, as the case may be. The children of such a deceased employee will remain eligible for the facility upto the time the deceased employee would have attained the superannuation age i.e. 58 or 60 years, as the case may be . Where the employer of spouse of the deceased employee pays any amount in the shape of educational allowance, scholarship etc., scholarships to be granted under our scheme will be reduced to the extent of such an amount being paid on account of the child. Where the amount paid by the employer of the spouse is more than the amount of scholarship from the Bank no amount would be payable under our scholarship scheme. 11. Time for submission of the applications is six months from the commencement of the academic session for which scholarship is being considered.


552

(Circular No.Per/01/2003-2004 dated 3.4.2003, Per/63/2004-05 dated 2.12.2004, Per/76/2000-2001 dated 24.11.2000, Per/97/86 dated 11.11.86 Per/106/90-91 dated 11.3.91, Per/54/95-96 dated 13.10.95, Per/68/91-92, Per/134/83, Per/115/92-93, Per/33/92-93, Per/53/92-93, Per/55/95-96, Per/107/91-92, Per/34/92-93, Per/134/83, Per/84/84 , Per/108/85, Per/14/87, Per/100/90-91, Per/70/96-97, Per/65/92-93) Index Page INCENTIVES FACILITIES EXTENDED TO THE INSPECTING OFFICIALS CEILINGS OF KIT EXPENSES TO MOBILE INSPECTING OFFICERS The existing monetary ceilings on reimbursement of kit expenses to mobile inspecting officers is revised vide Circular No. PER/68/2005-2006 dated 02/12/2005 as under: - 1.Existing Ceiling

a) For the Ist year of mobile duty Rs.3000/- b) For the subsequent 4 years of mobile duty Rs.1500/-

2. Revised Ceiling

a) For the Ist year of mobile duty Rs.4000/- b) For the subsequent years of mobile duty Rs.2000/-

Accordingly, an increase of Rs.1000/- has been distributed among various kit items within overall ceiling of Rs.4000/- effective from 02.12.2005 as detailed below:-

S.No. Kit Items Amount

1 Suitcase of Standard make moulding quality (Once in two years)

1600

2 Box/suitcase of other standard quality 700 3 Blanket-woolen. (Once in two years) 800 4 Quilt 600 5 Bedding 600 6 Rain Coat 600 7 Umbrella 200 8 Shoes 600 9 Socks 100

Besides above, Inspecting Officials are also permitted to purchase a pocket calculator upto Rs.200/- and torch upto Rs. 50/- once in full tenure of their mobile duties. In this context, mobile inspecting officials may please ensure to maintain record of kit items purchased yearly at their end so as to obtain reimbursement of expenses only on completion of one or two years (as the case may be) from the date of purchase of relative kit items instead of completion of twelve months every year from the date of joining Inspection Deptt. It is further clarified that the usual supply of brief case to Supervising Officials is a separate provision and should not be claimed under kit expenses. (Circular Letter No.:Insp/ 23 /2005-06 dated: 8th March 2006)


553

In terms of the extant instructions the Inspecting officer on inspection duty outside head quarters are eligible for supplementary diem allowance of Rs. 10/- per day. Further adhoc supplementary discomfort allowance of Rs. 10/- per day to inspecting officers on inspection duty outside head quarter .This will be in addition to the existing Discomfort allwnace of Rs. 10/- per day (supplementary diem allowance) and subject to the condition that if permission for the same declined by the Govt. to SBI then the same shall be discontinued. (CIRCULAR NO. PER/69/2003-2004 DATED 8.1.2004) 1. The facility of reimbursement of lodging and boarding expenses on the Bank’s usual terms

and conditions be also available to the inspecting officials.

2. Halting allowance be paid even when the inspecting officials are on casual leave.

3. The inspecting officials joining the inspection department on mobile duty be permitted, if they so desire, to shift their family to any place convenient to them for the duration of their deputation to inspection department. Actual expenses incurred on such shifting be also reimbursed to them to the same extent to which they would have been eligible if they had been transferred to that place and joined the inspection department from there.

4. An inspecting official, if he so desires at the time of his joining the inspection department or within six months from the date of joining, may be provided a residence on the Bank’s usual terms and conditions at any place of his choice.

5. During their tenure in the inspection department, the inspecting officials will continue to draw salary and allowances as applicable to the place of their last posting. However, CCA is payable to them in case they shift their residence from a non-CCA center to a center where city compensatory allowance is payable. Likewise, he is eligible to draw house rent allowance at the rate applicable to the area where his family has been shifted.

6. When inspecting officials fall sick while on mobile duty and continue to stay at the same station or shift to a nearby place where proper medical facilities are available, halting allowance be paid up to 6 days and, in deserving cases, the payment of halting allowance may be extended upto one month.

7. In case the services of an inspecting official are required at the place to which he has shifted his family, or the last place of his posting in case the family has not been shifted therefrom, he will continue to draw halting allowance during his stay at that place, up to a maximum period one month.

8. An inspecting official, while on mobile duty is permitted an additional fare equivalent to the fare of the lowest class in the railway/bus/steamer if he is accompanied by a servant or member of his family.

9. Travelling expenses for spouse:

The existing provisions in this regard may be continued subject to the following stipulations:

a/ The travelling expenses of the spouse may be paid in accordance with the entitlement of the official. b/ The spouse may join the official and return once a year, rather than only once in entire tenure. c/ When an inspecting official is deputed for training to any of the staff colleges and in case where his/her spouse is accompanying him/her at that time, the to and from


554

expenses for the spouse to go back to his/her place of residence during the training period and joining back shall be reimbursable.

10. Where inspecting officials proceed on leave from one station and report for duty at another place they be 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. 11. In addition to the usual home travel and leave fare concession facilities as per the service rules, the inspecting officials be permitted to taken leave and visit the place where their family is stationed at the Bank’s expenses in the block of 12 months when HTC/LFC is not due to expire. 12. Conveyance expenses incurred for daily commuting between the temporary residence and the branch under inspection be reimbursed to inspecting officials. 13. Suitable insurance cover is provided to the mobile staff in respect of personal accident risks to which they may be exposed while travelling on duty. 14. Reimbursement of expenses for the purchase of essential items required for mobile duty such as woollen garments, blankets, suitcases, rain coat etc., be permitted to inspecting officials within an over ceiling of Rs. 9000/- spread over 5 years. For carrying official papers/inspecting articles etc., the bank provides trunks and brief cases/bag to inspecting staff. (Rs. 3000/- for the first year of mobile duty and Rs. 1500/- per annum for the subsequent 4 years of mobile duties). 15. a/Inspecting officials in SMGS-IV and above be entitled to the facility of a telephone connection at their residence. b/ STD/Trunk Call facility: One STD/Urgent Trunk call for 3 minutes duration for a fortnight may be allowed to be made by the inspecting officials from the Branch/office, where they are conducting inspection, to their residence at the Bank’s cost to enable them to keep in touch with their family. 16. Inspecting officials may claim reimbursement of entertainment expenses as per their entitlement in the scale. 17. i/ Cost of two daily newspapers be reimbursed on certificate basis to all inspecting officials belonging upto MMGS-III. ii/ Cost of three daily newspapers be reimbursed to all inspecting officials belonging to SMGS-IV and above. iii/ Inspecting officials in SMGS-IV and above are also entitled to purchase magazines dealing with Management / Business /HRD /Personnel/Commercial /Computers etc., upto a total cost of Rs. 750/- per annum. 18. The inspecting officials preference for the next place of posting will be favourable considered when they go back after completion of their inspection assignment. 19. In the matter of granting leave, etc., to inspecting staff a sympathetic view will be taken and requests received from them be generally acceded to except in cases, of emergencies. Their requests for transfer from one zone to other also be considered favourably, subject to administrative convenience. 20. While the normal tenure on mobile duty is three years in case the official suffers genuine hardship his request for reversion before completion of the normal tenure be considered sympathetically.


555

21.The inspecting officials should not stay at the centers other than those where they are conducting audit without obtaining prior approval of the inspection deptt. A list of Rural/semi urban branches where the accommodation is not available vis-a-vis the nearest center where the stay facility is available is given in the Annexure-VIIIA given in the Audit manual for information of the inspecting officials. (Circular No. Per/123/88, Per/82/94-95, Per/65/95-96, Per/111/95-96, Per/57/96-97, Per/89/96-97, Per/48/97-98)

Index Page

EXECUTIVE HEALTH CHECK-UP SCHEME

iii/ An Executive Health Scheme for officers in SMGS-V and above is operating in our Bank since 1977. Annual Medical Check-up facility is available to all the Officers subject to the following annual monetary ceilings:-

CEILINGS FOR MMGS-III AND ABOVE OFFICERS

S.NO EXISTING CEILING REVISED CEILING

1. Major ‘A’ class cities-Rs. 2300/- p.a

Rs. 3500/- p.a ( For Male) Rs. 3700/- p.a ( For Female)

2. Other cities- Rs. 1500/- p.a (Including state capitals other than metros)

1. Rs. 2300/- p.a (For centres in Rajasthan state) 2. Other centres (except in Rajasthan state)- The limits as per norms fixed by State Bank of India. Limits to be fixed by Delhi zone & Mumbai zone in consultation with State Bank of India and to be implemented accordingly.

ANNUAL HEALTH CHECK UP SCHEME: As per extant instructions the facility of Executive Health Check up is provided to all the officers in Scale-III and above irrespective of age group and in terms of Circular No. PER/88/2004-2005 dated 29.03.2005 a sum of Rs. 550/- p.a. is reimbursed to all officers/employees above the age of 41 years. It has now been decided to reimburse the expenses incurred on annual health check up to all officers/employees who are not covered under Executive Health Check up Scheme and above 40 years of age subject to a ceiling of Rs. 1,000/- on expenditure. The charges under Annual Health check up would be reimbursed by debiting the Suspense Account, which in turn will be adjusted through IBIT advices (only once in a financial year per branch/administrative office) received from the Central Welfare Committee as reimbursement of the relative amount. All other terms and conditions remain unchanged. CIRCULAR NO. PER/01/2008-2009 : April 01, 2008 Officer may be permitted to undergo health check up under the Scheme at the place /center convenient to him even if such center is located outside jurisdiction of his office/controlling office. However, no special leave and also no traveling expenses shall be sanctioned for the purpose to officer.


556

[Circular No. Per/20/2003-04 dated 6.6.2001 Per/28/2001-02 dated 6.7.2001, Per/26/98-99 dated 6.6.98 and Per/101/98-99 dated 3.2.99] 2. The rates of reimbursement of expenses for medical/health check-up scheme are linked to the place of posting and not with the rates prevailing in other cities where an officer may visit for health check-up. [CIRCULAR NO. Per/27/98-99 dated 6.6.98] 3. The increase in ceilings for conducting the tests covered under the Executive Health Check-up scheme should not automatically increase the amount paid to the hospitals and if the package of tests available at lower rate they should be fixed up accordingly. [CIRCULAR NO. PER/63/97-98 DATED 30.12.97] 4. If additional tests are suggested by the examining consultant during the health check-up , they may be carried out and paid for by the Bank as part of the Executive Health Check-up scheme. Note: In this regard it is clarified that additional tests as suggested by the Doctor will also be within the prescribed ceilings of the Scheme and in no case the ceilings already prescribed under the scheme be allowed to be exceeded. [CIRCULAR NO. PER/63/97-98 DATED 30.12.97] 5. Arrangements with reputed and well-equipped hospitals may be made for undergoing the following tests as a package. Further, bills received from the hospital submitted by the executives may be approved to the extent of the ceiling prescribed for medical tests undergone to the debit of Charges A/C. Index Page COMMON LIST OF TESTS FOR ALL

1. Two consultations a) Physician / Cardiologist b) Surgeon

2. X ray chest (full size plate) 3. E.C.G 4. Pathology Tests:

(a) C.B.C (b) E.S.R (c) Blood sugar- Fasting with urine sugar

P.P.with urine sugar (d) Cholesterol (e) H.D.L Cholestrol/Chol. + Triglycerides + LDL + VLDL ratio (f) Urea (g) Creatinine (h) Uric Acid (males) (i) S.G.O.T (j) S.G.P.T (k) Alkaline Phosphatase (l) Urine routine (m) Stool examination (n) Blood grouping (o) Pap smear for female patients

5. Dental Checkup


557

6. Ultra Sonography of abdomen & pelvis 7. Stress test 8. Eye checkup We propose to add following tests in the list of tests mentioned above which may be carried out on the recommendation of Bank’s Medical Officer.

1. Echocardiogram 2. T3, T4, TSH 3. Pulmonary function test 4. Bone Densitometry 5. Mammography

(CIRCULAR NO. PER/46/2006-2007 DATED 09.09.2006) Index Page STAFF WELFARE SCHEME FOR ADJUSTMENT OF OUTSTANDING IN HOUSE LOAN ACCOUNTS IN THE EVENT OF DEATH OF AN EMPLOYEE WHILE IN SERVICE Bank’s Central Welfare Committee has approved a new Welfare Scheme named as Scheme for adjustment of outstanding in House Loan Account in the event of death of an employee while in service. Under the said scheme the benefit will accrue to the family of all the permanent employees/ Officers of the Bank who die in harness. The benefit will not exceed Rs.2.00 lacs (Rs. Two lacs only) or 50% of the outstanding in the House Loan A/c including interest thereon (whichever is less) of the deceased employee as on the date of his/her death and will be paid to the credit of his/her outstanding House Loan A/c. Objective: The survival benefits received by the family of the deceased employee are generally not enough to meet out various liabilities that include House Loan. The main objective of the Scheme is to let this fund flow to the families of all the permanent employees (including part-time workers)/officers of the Bank, who unfortunately die in harness. The Scheme will be implemented out of the allocation made in the budget of Central Welfare Committee. Eligibility: The facilities of the scheme would be available to all the permanent employees (including part-time/full time workers) of the Bank, who continue to be in service till death. Quantum of Assistance: The benefit will not exceed Rs.2.00 lacs or 50% of the outstanding in the House Loan including interest thereon (whichever is less) of the deceased employee as on the date of his/her death. Housing loans sanctioned on commercial rate of interest will also be included to arrive at the total outstanding on the relevant date. Tax Liability: If on account of assistance provided under the scheme, any tax or penalty or interest thereon, is demanded from the Bank by Income-tax authorities, the same shall be payable by the employees. Procedure: The nominee or the legal heirs of the deceased employee will make an application to the Secretary, Central welfare Committee for assistance from the fund. Sanction: A Sub-Committee consisting of Dy. General Manager (Per. And HRD), Secretary, Central Welfare Committee and two of the members of Central Welfare Committee will scrutinize the applications and will accord its approval or rejection as the case may be. The application


558

received under the scheme will be entertained on first come first served basis. In case, fund allotted in the scheme in any financial year falls short then the remaining claims will be entertained in the next financial year, subject to the allocation made in the annual welfare budget by the Central Welfare Committee. However the unutilized fund under this head for any financial year will be transferred to the credit of the Bank’s Charges A/c.

Index Page

STATE BANK OF BIKANER AND JAIPUR BRANCH/RO/ZO/HO PROPOSAL FOR ADJUSTMENT OF HOUSE LOAN IN RESPECT OF LATE SHRI/SMT………………………………………………………….IN TERMS OF CIRCULAR NO.PER/ /2004-05 DATED………………………. 1. Name of the deceased employee 2. Designation 3. P.F.No. 4. Name of Branch/Department 5. Date of Joining the Bank 6. Date of death of the Employee 7. Date of Sanction Housing Loan 8. Name of the branch from where the loan has

availed

9. Amount of Housing Loan sanctioned including House Loan on Commercial rate of inteRs.

10. Amount of Housing Loan disbursed 11. Amount of Housing Loan outstanding as on the

date Of death of the employee

- Principal - Interest upto date - Total

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

Certified that the above information is correct. Branch Manager/Head of the Department (PER/9/2004-05 DATED 8.4.2004)

Index Page

MISCELLANEOUS MATTERS REIMBURSEMENT OF EXPENSES ON CLOTHING TO LIAISON/ASSTT. LIAISON OFFICERS & SECURITY OFFICERS STAFF SUPERVISING: REIMBURSEMENT OF EXPENSES ON CLOTHING TO LIAISON OFFICERS / SECURITY OFFICERS / FIRE OFFICERS:


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Following substantial and continuous acceleration in the price level of consumer goods including clothing/dress materials during last few years, the above officials are finding it difficult to purchase good quality dress materials within the prescribed rates.

The matter was, in consultation with State Bank of India, Corporate Centre, Mumbai, examined and found merit for revision in the light of the fact that there has been a steep increase in the price of essential items including clothing/dress materials during last few years. Accordingly, it has been decided to revise the cost ceiling of entire set of dress materials provided to Liaison / Security / Fire Officers. Further, considering the special nature of responsibilities of such categories of officials as well as the desirability to project a befitting image of the Bank, it has been decided to bring about following modifications in dress codes of these categories of officers:

I. Additional provision for 1 Blazer (Navy blue colour), to these categories of officers once in 3 years;

II. Replace the existing provision for "contrast colour tie with SBBJ logo in peacock blue colour silk embroidery" with "contrast colour formal tie."

III. Dispense with the existing separate cost ceiling for different centres and introduce a uniform cost ceiling of dress materials for metros as well as non-metro centres.

The revised cost ceiling which has been worked out on the basis of current cost of readymade dress materials of branded clothing is being furnished in ANNEXURE - I. The above instructions will be applicable from 01.04.2013,

Circular No. PER/16/2013-2014 dated 22.5.2013 and PER/96/2006-07 & PER/82/2011-12 dated 16.02.2007 & 27.01.2012

ANNEXURE -1

DRESS SPECIFICATIONS AREA/LOCATION AND MONETARY CEILING

TYPE OF OFFICIAL (S)

EXISTING REVISED EXISTING REVISED A. i) Liaison Officer ii) All other categories of Security/Fire Officers (male / female)

i) White Shirt / Black Trouser / contrast Color tie with the Bank's logo in blue silk embroidery - 4 sets in two years. ii) White Shirt / Black Trouser / Navy blue tie with the Bank's logo in peacock blue silk embroidery - 4 sets in two years.

a) White Shirt / Black Trouser / contrast color formal tie - 4 sets in two years. b) 1 Blazer - once in 3 years

a) At Mumbai, Kolkata, Delhi and Chennai - Rs. 2500/- per pair of Shirt / Trousers / tie (inclusive of stitching charges and all taxes) b) At other places other than (a) above -Rs. 2350/- per pair of Shirt / Trousers / tie (inclusive of stitching charges and all taxes)

a) At all centres - Rs. 3750/- per set of Shirt / Trousers / tie (inclusive of stitching charges and all taxes) b) At all centres - Rs. 6000/-per Blazer (inclusive of stitching charges and all taxes)


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B. i) Assistant Liaison Officer ii) Assistant Security / Fire Officers (male / female)

i) White Shirt / Black Trouser / contrast Color tie with the Bank's logo in blue silk embroidery - 3 sets in two years. ii) White Shirt / Black Trouser / Navy blue tie with the Bank's logo in peacock blue silk embroidery - 3 sets in two years.

a) White Shirt / Black Trouser / contrast color formal tie - 3 sets in two years. b) 1 Blazer - once in 3 years

Same as above. Same as above.

DRESS SPECIFICATIONS AREA/LOCATION AND MONETARY CEILING

TYPE OF OFFICIAL (S)

EXISTING REVISED EXISTING REVISED C. i) Liaison Officer / Assistant Liaison Officer ii) Security / Assistant Security & Fire / Assistant Fire Officers (male/female)

i) Woolen suit (once in 3 years) - (where woolen suit is not required for climatic reasons an additional set of white shirt/black trousers / contrast color tie with the Bank's logo in blue silk embroidery may be provided once in a 3 years. ii) Woolen suit (once in 3 years) - (where woolen suit is not required for climatic reasons an additional set of white shirt/black trousers / Navy blue tie with the Bank's logo in peacock blue silk embroidery may be provided once in a 3 years.

Woolen suit (once in 3 years) - (where woolen suit is not required for climatic reasons an additional set of white shirt/black trousers / contrast color formal tie (as above) may be provided once in a 3 years.

a) At Mumbai, Kolkata, Delhi and Chennai - Rs. 6000/- per suit (inclusive of stitching charges and all taxes) b) At other places other than (a) above -Rs. 5750/- per pair of Shirt / Trousers / tie (inclusive of stitching charges and all taxes)

a) At all centres - Rs. 10000/-per suit (inclusive of stitching charges and all taxes). Where woolen suit is not required for climatic reasons an additional set of white shirt/black trousers / contrast color formal tie as per above rate (i.e. Rs. 3750/-).


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D. i) Liaison Officer / Assistant Liaison Officer ii) Security / Assistant Security & Fire / Assistant Fire Officers (male / female)

One pair of shoes per year

One pair of shoes per year

a) At all centres - Rs. 1200/- per pair of shoes.

At all centres - Rs. 2000/- per pair of shoes.

3. PERIODICITY OF UNIFORM TO SECURITY OFFICERS CATEGORY SAFARI SUITS WOOLLEN SUITS SHOES 1.Chief Manager/Manager/ Dy.Manager security

4 suits once in 2 years

One suit once in 3 years. where woollen suits are not required for climatic reasons, an additional safari suit in lieu thereof.

One pair of shoes every year costing not more than Rs. 800.00 per pair.

2. Asstt. Manager Security

3 suits once in 2 years

-Do- -Do-

(Circular No. PER/ 96 / 2006-2007 February 16 , 2007 PER/108/98-99 dated February 22,1999 & PER/53/1999-2000 dated September 01,1999) Index Page 2. REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON/ASSTT. LIAISON OFFICERS S.S.:REVISION OF CEILINGS FOR REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS AND DISCOMFORT ALLOWANCE FOR LIASION AND SECURITY OFFICERS Please refer to Head Office Circular No. PER/09/2008-09 dated 29.04.2008 & PER/22/2008-2009 dated 28.06.2008. Due to steep increase in the price of essential commodities, which led to rise in charges of tea / snacks etc. at restaurants at airports / railway stations, the Executive Committee of the Board has approved revision in ceilings for reimbursement of out of pocket expenses to Liaison Officers, at the following rates, w.e.f. date of its approval i.e.13.11.2010: - (A) REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS: (i) During Office Hours: - The Liaison Officers may be reimbursed @ Rs.125/- per day (existing Rs. 100/- per day) if the period of detention is during lunchtime i.e. between 12.00 and 2.00 p.m. and @ Rs. 75/- per day (existing 60/- per day) if the duty is other than between 12.00 noon and 2.00 p.m. during officer hours. (ii) Before and after office hours: - Period of detention (To be reckoned as before and after office hours) Charges reimbursable towards tea / snacks / breakfast (Rs. per day)


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Existing Revised Up to 3 hours Rs. 110/- Rs. 150/- More than 3 hours but up to 6 hours Rs. 220/- Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs. 270/- More than 6 hours Rs. 400/- Rs. 460/- (iii) The time spent on journey to / from the airport / railway station may also be reckoned for arriving at the period of detention. The timing is to be recorded and monitored carefully by the CM (Liaison) / Manager (Liaison) as the case may be or CM (OAD) as the case may be. (iv) As hitherto, monthly reimbursement will be made on the basis of certificate to be given by the Liaison Officers claiming the reimbursement of the expenditure incurred wherein he will interalia mention (a) purpose of visit to the airport / railway station and (b) time of flight / train for which they had to attend the airport / railway station for duty, duly countersigned by CM (OAD) as the case may be. (B) DISCOMFORT ALLOWANCE FOR LIAISON OFFICERS & SECURITY OFFICERS: - At present, all Liaison Officers and Security Officers are paid discomfort allowance @ Rs.1000/- per month. Now, it has been decided to increase the discomfort allowance,being paid to Liaison Officers and Security Officers, to Rs. 2,000/- per month. (Circular No. PER/91/10-11 DATED 25 November 2010) Index Page 4. SETTLEMENT OF EMPLOYEES RETIRAL BENEFITS P.F., PENSION, GRATUITY - A RECAP OF GUIDELINES The delay in timely payment of retiral benefits i.e. refund of Provident Fund balance, payment of gratuity , pension and commutation has been one of the serious concerns of the bank. Despite clear instructions we are still receiving claim forms very late . To ensure expeditious settlement of retiral benefits the Branch Managers / Controlling Authorities at Zonal Offices / Head Office are advised to take the following measures - The Controlling Authorities / Departmental Heads have been advised vide H.O. Circular No. PER/34/84 to diaries the dates of retirement of employees working under them and retiring during the next 12 months and advise Chief Manager PPG Department at Head Office every year . The Controlling Authority / Zonal Office/ Head Office/ Branch Managers were advised vide circular No. Misc /47/83 dated 11th October1983 to take up the cases of employees retiring during the year at least 6 months in advance so that their dues can be paid on the date of their retirement . P.F. , Pension and gratuity claims duly checked, signed and recommended by the controlling authority are to be submitted one month before the date of retirement of employee concerned .

The salary for the month in which the employee is retiring should be calculated on the first day of relative month and kept in sundry deposit account and the relative advice pertaining to P.F. Contribution must immediately be mailed to PPG Deptt. at H.O. Jaipur to facilitate timely refund of Provident Fund balance .

The information regarding loss of pay if any and whether it is sanctioned or not by the Competent Authority is to be clearly mentioned in the gratuity claim and form is to be filled completely with all the required information , properly checked and sent to PPG Deptt.


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An affidavit to be taken from the employee that loan availed from any branch of the bank including those availed under Public Scheme is reported in the annexure to claim form.

(2)

In the case of dismissed/discharged / terminated employees the Controlling Authorities / Departmental Heads will process the case and advise Chief Manager PPG Department , Head Office, Jaipur in clear terms the amount of Bank's Contribution to be appropriated against financial loss if any caused to the bank by the employee and the extent to which the amount of gratuity is to be forfeited if any. Necessary approval in terms of Circular No. PER/92/91-92 dated 25.11.1991 from Chief General Manager should be obtained by them for this purpose and copies thereof sent to PPG Deptt. at H.O. Jaipur alongwith claim forms . In the case of supervising staff where Bank decides to invoke the provisions of regulations 19(2) of SBBJ (Officers) Service Regulations 1979 claim papers in respect of member's own contribution to PF must promptly be forwarded and on finalisation of the Disciplinary Proceedings the claims for Bank's contribution of PF ( if the employee is PF Optee ) and Gratuity must be sent if the same are payable under Gratuity Act, 1972 ,Service Regulation as the case may be. Controlling Authorities after obtaining approval from Competent Authorities must advise Chief Manager PPG Department , specifically as to whether Bank's Contribution of PF and Gratuity is partially or fully payable to the concerned employee .

Clearance from Vigilance /Disciplinary Proceedings Deptt. in the case of Supervising staff who will be retiring after attaining the age of Superannuation is to be obtained and a note to this effect should be given by Controlling Authorities on PF , Gratuity claim forms as per Cir.No. PER/20/1999-2000 dated 2.6.1999.

Branch Managers/ Controlling Authorities were advised vide Bank Cir.No.PER/28/1999-2000 dated 2.7.1999 to ensure that all employees working under their control have filled in proper nomination to avoid inconvenience and undue delay caused to family members of deceased employee in the absence of nomination / defective nomination etc. Branch Managers/ Controlling Authorities were advised vide Bank Cir. No. PER/36/1999-2000 dated 31.7.1999 to mention in the Last Pay Certificate (LPC) on transfer of the employee to the Branch / Department concerned whether such employee have opted for Pension or not. The information regarding death / dismissal / discharge / removal / compulsory retirement etc. are to be reported to PPG Deptt. at H.O. Jaipur promptly . Please also be guided by H.O. Cir No. PER/67/2001-2002 dated 25.10.2001 for expeditious settlement of Employees Retiral Dues . (Circular No. Per/72/2004-05 dated : 05.02.2005 and Circular NO. Per/67/2001-02 dated 25.10.2001) Index Page 5. SBBJ OFFICERS’ SERVICE REGULATIONS BRINGING OR ATTEMPTING TO BRING OUTSIDE PRESSURE Of late a number of representations are being received by the Bank from various sources such as Central and State Govt. Deptts/offices/establishments, public sector undertakings, leaders of local political parties, MLAs, MPs etc., regarding postings, transfer/promotions of officers and other matters in the Personnel Administration area. In this context, the Rule No. 57 of SBBJ Officers Service Regulations provides as under:-

‘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.


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It follows that if an officer of the Bank attempts to bring such influence it amounts to violation of the above service rule and can be termed a misconduct, vide Regulation No. 66 which states as under:-

A breach of any of the provisions of these rules shall be deemed to constitute misconduct punishable under Regulation No. 67.’

Further the officers are bound by SBBJ Officers Service Regulations in terms of the declaration signed by them stating that they have read and understood the rules and they subscribe and agree to be bound by the said rules. The officers are, therefore, cautioned that violation of the above rules will be dealt with seriously and will attract disciplinary action. Further, instances of attempts, if any, made to influence the Executives at any level as above should also be brought to the knowledge of the Personnel Administration Department at H.O. while doing so the particulars of action taken against the staff concerned or whether such an attempt/influence had been made without the knowledge of the employee may also be advised to H.O. (CIRCULAR NO. PER/25/2000-2001 DATED 31.5.2000) Notwithstanding these specific and prohibitive provisions/guidelines instances of employees approaching members of Parliament or of State Legislature for sponsoring their individual cases are on the increase, which leads to avoidable correspondence in the matter and results in diminution of efficiency and productivity of staff. With a view to control the undisciplined behaviour shown by the employee in this regard, it has been decided that:- iv/ For the first instance of violation of these guidelines, the Disciplinary Authority may advise the

concerned employee to desist from it. A copy of such letter need not be placed in the service file but a separate record may be kept.

v/ If the employee violates the rule for the second time despite advice’s as above, it should be made a subject of minor penalty proceedings/minor misconduct and a penalty of censure 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.

vi/ If despite aforesaid action, and 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 the employee is punished the letter may be placed in the service file/record.

(CIRCULAR NO. PER/13/93-94 DATED 15.5.93) Index Page 6. STAFF SUPERVISING : REPORT OF ARREST/DETENTION TO SUPERIORS BY OFFICER EMPLOYEES At present there are no provisions in the OSR making it obligatory on officer employees to report the fact of their arrest/detention to their superiors and it is possible that whenever officer employees are arrested by police, they remain absent from duties and upon release they rejoin duty and submit leave application without disclosing the fact of their arrest. In the absence of any provision making it obligatory on the part of the officer to report the fact of his arrest/detention, Head of Departments/Branch Managers have to necessarily await details of the officer’s arrest from the Police/CBI etc. or from other sources.


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In view of the above, it has been decided to make it obligatory on the part of the officer employee to report his arrest/detention to his superiors and decided to bring to the notice of all officers that it shall be the duty of an officer employee who may be arrested/detained for any reasons, to intimate the fact of his arrest/detention and the circumstances connected therewith to his immediate superiors or the Head of Department/Branch promptly even though he might have been subsequently released on bail/or otherwise. Failure on the part of the officer employee to so inform his superiors will be regarded as suppression of material information and may render him liable to disciplinary action on this ground alone, apart from the action that may be called for on the outcome of the police case if any, against him. (CIRCULAR NO. PER/28/2000-2001 DATED 21.6.2000) Index Page 7. ADVANCES TO RELATIVES OF STAFF Some Bank employees indulge in unethical practice of running some trade or business by securing credit facilities from Banks in the name of spouse/close relative etc. Few such employees also taken undue advantage of the contacts developed through bank/clients of the Bank and engage in profit ventures. It has therefore, been decided in consultation with Indian Bank’s Association and State Bank of India that normally no credit facility should be granted to spouse/close relatives of the employees for the purpose of any trade/business. Only in exceptional circumstances, with the prior permission of the Controlling Authority, depending upon the genuineness of the case, such credit facility may be granted. All cases where loans and advances of any kind sanctioned to any relative of an officer of the Bank where scale of pay starts from Rs. 2000/- or above are required to be reported to the controlling Office for eventual reporting to the E.C. While this should continue to be followed, all cases will require prior administrative clearance of the Controlling Authority. The present mode of obtention of declaration will continue and information not only about the relationship of the borrower applicant with Senior Officers, but also about the relationship of borrower applicant with any of the officers and staff members will have to obtained. The term relative has been defined in Annexure-A enclosed with H.O. Circular No. Reorg/4/86 dated 11.7.86 It is reiterated that whenever contract/work order/purchase order is given to a relative of an employee of the Bank, committee system, maintenance of records, recording and reporting or obtention of administrative clearance/approval where required, should be followed strictly and meticulously to ensure against any irregularities in award of contract/sanction of loans etc. In addition, with a view to pre-empting any complaints in this connection, it has been decided in consultation with State Bank of India that in cases where a contract etc.,. is awarded or loan is to be sanctioned to relative of an employee, the decision making authority should be at one level higher than the authority with whom the powers are vested in the normal course. (CIRCULAR NO. PER/74/94-95 DATED 9.2.95, PER/149/89-90 DATED 31.3.90 AND PER/44/99-2000 DATED 17.8.99) Index Page 8. REQUISITION OF SERVICES OF BANK EMPLOYEES FOR ELECTION DUTIES In accordance with the amended provisions of Section 159 of the Representation of the People Act, 1951, employees of local authorities, Universities, Nationalised Banks, LIC, Government Undertakings, etc., can now be requisitioned for deployment on election duties. It is, however, reiterated once again that the bank employees may be drafted on election duty to the minimum extent possible, only in a constituency where sufficient number of Government employees are not available and/or in emergent circumstances such as strikes, etc., by the Government employees.


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Care should be taken to see that normal functioning of the banks are not interrupted. Further, if practicable, their posting to any polling station outside their normal place of duty may be avoided. It is however, clarified that whenever employees are drafted by election commission for sovereign duty, they are only eligible for such compensation as offered by the Election Commission/state Govt./Local authorities. They are not eligible for any halting allowance/overtime and or compensatory off from the Bank for having performed poll related work. CIRCULAR NO.PER/70/99-2000 DATED 29.10.99, PER/58/99-2000 DATED 23.9.99 AND PER/73/98-99 DATED 1.11.98 Index Page 9. STAFF SUPERVISING: CEILING ON REIMBURSMENT OF SALARY PAID BY TOP EXECUTIVES TO THE DRIVERS: As per the extant guidelines, the officers in TEGS-VI & above who are provided with hired car are permitted reimbursement of driver's salary where the Bank's car/driver is not provided. Now, the competent authority has decided to revise the ceiling on reimbursement of salary paid by officials in Top Executive Grade VI & above to the drivers in our Bank with effect from 01.01.2013. The revised reimbursement ceiling for all centres will be Rs. 6000/- p.m. (PER/83/12-13 DATED 21.1.2013. PER/35/2007-2008 DATED 28.7.2007) In terms of the extant instructions officers in TEGS-VI and VII who are provided with the Bank's car, with the permission to use it for personal purposes, are reimbursed the driver's salary paid by them. The Chief General Manager of the Bank who is provided with Bank's car with hired driver is also being reimbursed the driver's salary at the same rate as is being reimbursed in respect of General Manager's. Dy. General Managers, who have been provided with the Bank's own car for official purpose, with the permission to use it for personal purpose, may also be permitted to hire personal driver to drive the Bank's car where the Bank's driver is not available and be reimbursed with the driver's salary subject to the aforesaid ceilings. Further, it has been decided to provide only hired cars to our Executives and no new car shall be purchased for the purpose. Therefore, Bank's own cars provided to the General managers/ Dy. General Manager need to be replaced on expiry of their useful life with suitable hired cars with drivers so that the need for reimbursement of driver's salary to such officers does not arise thereafter. (Circular No. PER/ 35 /2007-2008 July 28 , 2007 , PER/ 19 /2004-05 dated 3.5.2004 Central Office SBI Letter No. SBD:JM:2696 dated 15.12.97 AND E.C. Memo dated 27.7.2001] Index Page 10. PROVISION OF BANK’S CAR FOR OFFICIAL PURPOSES WITH PERMISSION TO USE THE CAR FOR PERSONAL PURPOSES The use of cars for private purposes is restricted to visits within the city limits or places contiguous to the place of posting . While the city limits are generally well understood , there is some confusion as to what would constitute places contiguous to the place of posting. The executives are therefore, not clear as to the distance from the city limits to which the car can be taken for private purposes. Apart from this confusion , the restriction not to take the car outside the place of posting creates genuine difficulties The executives who have been provided with the Bank’s cars do not maintain their own cars for obvious reasons. Therefore, when they have to undertake journeys outside the place of posting, they are put to a lot of inconvenience and hardship as they have to seek some other mode of transport. Having regard to this aspect a provision for using the car outside the place of posting/contiguous areas for private purposes has been made in our


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Bank, with the approval of the Executive Committee of the Central Board. The revised arrangement is as under:-

i. The present limit of 500 kms. within the place of posting /contiguous areas on payment of Rs.150/- p.m. and recovery of charge for journeys beyond 500 kms. within the place of posting/contiguous areas will remain unchanged.

ii. All the places falling within the Urban agglomeration of the place of posting will be treated as contiguous.

iii. The executives who are permitted use of the Bank’s car for private purposes may, if necessary, use the car outside the place posting/contiguous areas. The distance in such a case will be calculated from/upto the point the urban agglomeration limit ends.

iv. The recoveries from the executives who use the car outside the place of posting/contiguous areas will be made at the rate of Rs.1/- per k.m. for the distance covered on such journeys.

Further, in accordance with the extant instructions, the officers in Top Executive Grade Scale VII [GMs] who have been provided official car with permission to use it for personal purposes are not provided with the Bank’s Drivers and these officers could either drive the car themselves or engage their own drivers. It has also been provided that if an officer engages a driver of his own , reimbursement of the actual salary of the driver subject to a maximum of prescribed ceiling as stated above would be made by the bank. [CENTRAL OFFICE LETTER NO. SBD/VKS/939 DATED 20.5.94] The officers in TEGS-VI to whom the Bank’s car is attached may also be permitted to use the same for personal purposes upto a distance not more than 500 kms. during a month and payment of Rs.150/- p.m. to the Bank as are being allowed in the cases of the officers of the rank of General Managers in our Bank. Further, the broad guidelines for the above purpose are as under:-

a. The car will be provided by the Bank and the cost of maintenance, repairs, insurance etc. will be borne by the Bank

b. The officer may drive the car himself or may engage a driver of his own, in the latter case, the Bank will reimburse to the officer that actual salary of the driver, subject to the maximum ceilings stated above.

c. All purposes other than official purposes shall be personal purposes in connection with the use of the Bank’s car, the trips from residence to office and back being treated as official.

d. The private use of the car will be restricted to visit within city limits or to places contiguous to the place of posting.

e. The Executives who are permitted use of the Bank’s car for private purposes may, if necessary, use the car outside the place of posting/contiguous areas. The distance in such a case will be calculated from/upto the point the urban agglomeration limit ends.

As per the extant instruction, the Executives who are permitted use of the Bank’s car for private purposes, may, if necessary, use the car outside the place of posting/contiguous area at the rate of Rs. 1/- per k.m. for distance covered on such journeys. DGM (TEGS- VI) are also provided hired cars for official use with the permission to use it for personal purpose on recovery of usual charges. The officials TEGS-VI and above may also be permitted to avail the facility of personal use of Bank’s car at a place other than the Head Quarter when on leave, subject to the approval of the


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competent authority, on a cases to case basis. In such cases the car may be provided only if available from the pool of cars maintained at that center and proportionate recovery will be made from the officer’s entitlement of petrol. (E.C. MEMO AGENDA ITEM NO. 24 DATED 22.8.1991 AND HEAD OFFICE ORDER NO. O/1/98-99) Index Page 11. WAIVING OF RECOVERY ON ACCOUNT OF USE OF OFFICIAL CAR FOR PRIVATE PURPOSES Recovery of usual charges for private use of car from officers who are provided with Banks car for official purposes with permission to use it for personal purposes, should not be made when they are on long leave/away on Bank’s work for a minimum one full calendar month. Such recoveries should, however, be waived only when the car is actually not used for personal/private purposes by them /their families during such period of leave/ absence on account of Banks work For instance, if an official is on leave/ deputation etc. for 40 days and has not used the car for private purposes , recoveries will be waived only for one month as one calendar month has to be taken into account for this purpose. In case an officer, opts to use the car for official purposes only and not for personal use, then the recovery for personal use of car shall not be made. However, in such cases a letter should be obtained from the officer that he will not use the official car for personal purposes. Further, such option to use the official car for private purposes or not should be exercised by the official initially when the car is place at his disposal and should not be subject to change . However, reimbursement of conveyance allowance either on certificate or actual basis would not be made to such officers who have been provided with Bank’s car. ( E.C. MEMO DATED 8.10.1991 OFFICE ORDER NO. O/1/98-99) Index Page 12. STAFF SUPERVISING: “FREQUENT FLIER SCHEME “ OF AIR INDIA AND INDIAN AIRLINES Air India and Indian Airlines have introduced a joint “Frequent Flier Scheme” for Indian travellers who fly often within India and abroad. Under the Scheme, the traveller has to log certain mileage points within a specified period of time and these are redeemed for free tickets on either of the airlines. On payment of membership fee of Rs. 1,000/- the traveller is enrolled as a member of the Flying Returns Scheme. The above scheme has been examined in consultation with the State Bank of India and it has been decided that Bank’s officers who are required to visit paces on official tour frequently, may be permitted to become members of Frequent Flier Scheme of the Air India and Indian Airlines by paying Enrolment Membership fee of Rs.1,000/- on their own [not reimbursable by the Bank], so that the mileage points for the journey undertaken by them get accrued to their credit and they could avail free ticket at their convenience at a later date Any officer desiring to become member of the Frequent Flier Scheme, and avail a free ticket at their convenience, would however, be required to obtain the Bank’s permission. For this purpose, the Competent Authority would be the authority in hierarchy not below the rank of an Asstt. General Manager. As there were no existing guidelines earlier in this regard, those offices who have already become members and/or availed free ticket may inform the authority as described above about this for information only. Please note that the permission as above would only be applicable to Frequent Flier programme/air travel by Air India and Indian Airlines alone and not for other Frequent Flier programmes/carriers. [PERSONNEL ADMN. DEPTT. LETTER NO. P/PCR/2934 DATED 4.2.98] 13. THE FACILITY OF PROVIDING HIRED TAXI CARS FOR OFFICIAL PURPOSE TO ALL ASSTT. GENERAL MANAGERS FUNCTIONING AS CONTROLLING AUTHORITIES AT THE REGIONS/ZONES In the bipartite meeting held with ABOA at pondicherry on the 17.2.98, it was agreed to provide hire taxi cars to all Asstt. General Managers functioning as Controlling authority at the


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Regions/Zones. Accordingly, it has been decided that the facility of providing hired taxi cars for official use may be extended to all Asstt. General Managers functioning as Controllers at Regions/Zones with immediate effect. [HEAD OFFICE ORDER NO. O/22/98-99 DATED 15.10.98] Index Page 14. STAFF ACCOUNTS: NEGOTIATION OF CHEQUES It has been observed by the inspecting officials that the instances of staff members purchasing cheques under DD purchase facility without keeping sufficient funds in their accounts are on the increase. Such practices tantamount to misuse of the facilities by the employees of the Bank and are therefore punishable in terms of Service Rules/Award . In order to deal sternly with such a situation all the controlling authorities are advised to take severe action against the erring staff in terms of respective Service Rules/Award. (CIRCULAR NO. PER/109/83 DATED 3.11.83 AND PER/46/98-99 DATED 7.8.98) 15. STAFF SUPERVISING: POLICY GUIDELINES FOR CONVERSION OF GENERAL CADRE OFFICERS INTO SPECIALIST CADRE- COMPUTER ( SYSTEM ) As you are aware there has been a pronounced shift towards information technology in various facts of Banking industry. Notwithstanding the rapid pace of mechanisation, growth in the number of available software personnel in the field of computers has been inadequate. Having regard to the future plans drawn up by the Bank in the area of computerisation, a need has been felt to induct more personnel in the field of specialist cadre- Computers (Systems). In view of the above it has been decided to introduce a policy of conversion from general cadre officers to specialist cadre- Computers in our Bank in the field of computer technology with immediate effect. The norms for conversion of officers from general cadre to specialist cadre- Computer (Systems) are as under:

i/ Conversion will ordinarily by applicable in JMGS-I and MMGS-II . In exceptional cases, such conversion could be considered in higher scales also.

ii/ Options for conversion will be irrevocable. Proforma enclosed with the relevant circular. iii/ After conversion, the convertees will be governed by the promotion policy applicable to

specialist cadre. iv/ Officers seeking conversion should have completed the mandatory requirement

(rural/semi-urban service and operational/line assignments as applicable) for promotions already earned.

v/ The officers should have either the requisite academic qualification in the field of computers or should have an exposure of 1 to 2 years in the field. Here, requisite academic qualification would be equated to

vi/ Any programme in computers recognised by the Bank for purposes of reimbursement of fees paid; and

vii/ the candidate should have obtained a graduate degree from a recognised University. viii/ All candidates would be required to qualify in an aptitude test and interview. ix/ The conversion exercise will be done once in a year w.e.f. 1st December.

Officers who fulfill the eligibility criteria and desirous to seek conversion from general cadre to specialist cadre- computers will submit their application as per proforma enclosed through proper channel. (CIRCULAR NO. PER/56/98-99 DATED 30.9.98) Index Page 16. PRESENTATION OF MEMENTOES


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With a view to meet out our organisational requirements in the different areas, we have been organising seminars/ conferences. It has been our endeavor that such seminars/ conferences be attended by the Bank’s Executives. In this context, it is advised that no mementoes should be presented to the participating officers/ employees in the seminars or conferences organised by the Bank.The seminar- conferences when conducted, should be business like, arranged at modest expenditure and should be devoid of pomp and extra vagance. Further, our offices should also refrain from extending excessive hospitality to Bank’s Executives who visit branches/offices on official work. Excessive hospitality would mean lavish reception, video photography presentation of mementoes, sight seeing etc., Any violation of the aforesaid instructions and encouragement of such practices would be viewed very seriously and appropriate action will be taken against the concerned officials. (CIRCULAR NO. PER/26/95-96 DATED 11.7.95) 17. FRAUD AND MALPRACTICE IN BANKS: FRAUD IN THE STAFF ACCOUNTS

a. No member of the staff should be permitted to have account at a branch other than that where he is serving. b. Whenever an employee of one bank opens an account with another Bank, a reference is to be made to the employer bank informing the latter of the fact thereby putting it on guard.

A confirmation in this regard by the Zonal Heads/ Departmental Heads will be furnished to the AGM, Vigilance, H.O. Jaipur as on 31st March each year. (CIRCULAR NO. PER/86/95-96 DATED 2.1.96) Index Page 18. NORMS FOR POSTING OF F.O.(AGRICULTURE)

i/ Area of Operation: The controllers will ensure that the area of operation is reallocated through sharing of villages among recently opened rural branches supported by proper redeployment of Field staff.

ii/ Service Area Approach: Service Area Approach (SAA) will be adopted and implemented at the earliest with suitable reallocation of non-SAA villages.

iii/ Number of villages: For agriculture intensive branches in rural/semi-urban areas, an independent F.O. will serve 10-12 SAA villages, together with an equal number of non-target villages. While allocating the villages, the distance among villages, their contiguity, transport facilities etc., should be kept into consideration.

iv/ Number of accounts: (a) A F.O. will handle 500-800 accounts comprising of 350-400

borrowers. (B) In branches where Branch Manager alone is posted, the F.O. will be provided after attaining approximately 50% of above norms. (c) Where more than one officer is posted at the branch, first F.O. will be provided when minimum number of accounts/borrowers (i.e. 500/350) are on the books of the branch.

v/ The posting of additional F.O. will be considered when the number of accounts/borrowers reaches 1000/600 respectively.

vi/ Training needs of F.O. be assessed an the training be imparted well in advance, Officials identified for taking over as F.O. be given on the job training before they take up their new


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assignment. At the time of change of incumbency, sufficient time should be given to the incoming & outgoing F.O. to go through the documents & get acquainted with the borrowers and inspect the units.

vii/ F.O. is authorised to sanction loan( all categories upto Rs. 5000/-) in government sponsored schemes other than clean loans. This arrangement is subject to review after one year. Control return will be put up to the next higher authority.

viii/ Inter-se seniority at branch level: Hierarchical position of F.O. and Accountants will be the same. The annual confidential report of F.O. will be written by the BM/MOD.

ix/ Distribution of work of F.O. among other officers. Work relating to advances will also be attended by other officers.

x/ Cash collection by F.O. This will be implemented but only after taking necessary precautions and ensuring that these cash collections are covered by insurance policy.

xi/ Custody of Loan Documents. Loan documents will be held in F.O’s. custody subject to usual precautions of safety/verification etc.,

xii/ Designation of F.O’s. New designation of F.O. as Asstt. Manager(Advances)/Dy. Manager(Advances) will be implemented. This will highlight his role in general which is not only Field work.

xiii/ The creation of the position of F.O. (Agri) will, however, be within the overall supervising staff strength of the branches and no new intake of officers will take place.

(CIRCULAR NO. PER/92/95-96 DATED 20.1.96) Index Page 19. GUIDELINES RELATING TO PERMISSION TO BORROW FROM OUTSIDE Regulation 59 of the State Bank of Bikaner and Jaipur Officers’ Service Regulations, 1979 prohibits an officer and members of his/her family from borrowing money or otherwise placing themselves under any pecuniary obligation to a broker or a money lender. At the same time, proviso to the said regulation permits an officer to borrow money from the Bank, LIC of India, Co-operative Societies or any other financial institution including a Bank, subject to such terms and conditions, as may be laid down by the Bank. With an objective to avoid excessive borrowings or indebtedness in any form, it has been decided to formulate specific guidelines, as per annexure, for considering permission to the supervising staff to borrow from outside:- i/ Who can

borrow. All confirmed officers in the Bank can borrow except those under suspension.

ii/ Sources of borrowings

Borrowings can be made from LIC, Bank’s Registered Staff Co-operative Credit Societies, Govt/Semi-Govt. Corporations, Financial Institutions, Scheduled Banks, HDFC. Borrowings from private money lenders or sources specified in Rule (59) of the SBBJOSR are strictly prohibited.

iii/ Purpose for borrowings

Borrowings can not be for commercial or industrial venture. Borrowings under this rule can be resorted to for construction/acquisition of house/land, repair of house(singly or jointly in the name of the officer), education of children, marriage of dependents, medical treatment of dependents or other compelling circumstances to the satisfaction of the competent authority .


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Taking credit cards of other Banks is also permitted subject to what is stated below.

iv Quantum of Borrowings

i/ The borrowing should not be onerous and must be within the repayment capacity of the employee

ii/ As already prescribed under Bank,s scheme for the individual housing finance, if the maximum amount of loan falls short of the requirements of a staff, he/she may borrow from a Govt./Semi-Govt./Public Sector Organisation/Housing Development Finance Corp. Quantum of Loan in these cases should not exceed 60% of the loan taken from the Bank.

iii/ The quantum of borrowing should be such that the aggregate monthly repayment on account of all the loans taken by the official should not exceed 50% of the gross salary. Deductions on account of Provident Fund, Income Tax, Life Insurance Premium or other statutory deductions are excluded for this purpose. If the repayment is proposed to be made from sources other than salary, then the details of such sources should be disclosed by the official and the sanctioning authority should be satisfied that the income from such sources is independent, identifiable and adequate for meeting the liability.

iv/ An employee can be permitted to take credit card of other Banks subject to the condition that if that card provides a borrowing facility, the quantum thereof shall be within the overall ceiling laid down in item iv(iii) above.

v/ Procedure The officer has to advise the competent authority the purpose of borrowing, the amount, and agency/source from which it is proposed to borrow and details of the sources from which repayment is proposed to be made. The competent authority may advise the employee not to borrow if this is in excess of the limits stated above or the means of repayment are considered inadequate. Permission may be granted subject to the condition at item no. vii. below.

vi/ Competent Authority

For officers working in branches, the Regional Managers/AGM/DGM of the Zonal office. In Regional/ Zonal Offices, the concerned AGM/DGM. In administrative office, the Chief Manager, Office Admn., At other H.O. establishments/ the head of establishment will be competent authority provided he is in SMGS-V and above.

vii/ Conditions i/ Bank shall accept no liability whatsoever in respect of the loan taken by the employee from outside sources.

ii/ Officer concerned should correctly show the transactions in his statements of assets and liabilities required to be submitted under Service Rules.

iii/ In the event of an official furnishing an incorrect disclosure of his borrowings at the time of seeking permission, he will be liable for disciplinary action under Rules.

iv/ Employees are discouraged to live beyond their means. Should such indications be available to the Bank, the particular officer shall be called upon the repay all the loans taken from the Bank or from outside forthwith.

(CIRCULAR NO. PER/107/92-93 DATED 4.3.93) Index Page 20. UNAUTHORISED ABSENCE FROM DUTY


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The cases of officers relating to unauthorised absence from duty or overstaying of leave should be dealt with in terms of the provisions of the OSR Regulation No. 40 & 58(1). (CIRCULAR NO. PER/130/89-90 DATED 17.2.90, PER/11/91-92 DATED 26.4.91) 21. PERMISSION TO CONTEST/TAKE PART IN GENERAL ELECTION The permission to contest elections by the members of staff may be granted by the CGM on the under noted c conditions:-

i/ His/her contesting elections will not interfere with his/her duties in the Bank and he/she will not take undue advantage of his position in the Bank.

ii/ He/she will not get any remuneration and/or funds for fighting the elections.

iii/ In case he/she gets elected to the said office, he/she will immediately resign from the Bank’s service, failing which he/she will be discharged from the service of the Bank or the Bank would be free to treat his/her letter, seeking permission, as a letter of resignation from the day he/she is declared elected.

Bank in consultation with the State Bank of India and Govt. of India that pending modification/amendment to officer’s service regulations/bipartite settlements, Bank employees are prohibited from participating in the following activities:-

a) to be an office bearer to political party or an organization which takes part in politics; b) to take part in or assist in any manner in any movement/agitation or demonstration or a

political nature; c) to take part in an election to any legislature or local authority and d) To canvass in any election to any legislature or local authority etc.,

The concerned employee should be informed of the aforesaid conditions by means of a letter. The signature of the employee should obtained on the duplicate copy thereof for having received such a communication. (Circular No. Per/31/2004-05 dated 25.6.2004, Per/41/90-91 dated 23.8.91 and Per/49/90-91 dated 7.9.90) Index Page 22. FITMENT FORMULA ON PROMOTION TO HIGHER SCALES OF PAY (W.E.F. 1.7.89) At the time of fitment of an officer on promotions to the higher scale of pay, the number of increments he would have earned for passing each part of CAIIB shall be first reduced from the existing pay of the concerned officer, prior to his fitment in the higher scale of pay . If however the officer is at the top of the scale, the following procedure be adopted.

a/ If the stagnation at the top of the scale is for less than one year, the officer would not be drawing any professional qualification allowance . The number of increments as the case may be for CAIIB, included in his basic pay should be reduced in the existing scale. b/ If the stagnation at top of the scale is for a year or more but for less than 2 years, the officer would be drawing Ist PQA. In such cases, if he has passed both parts of CAIIB, then one increment should be reduced in the existing scale. If, however, such PQA if for CAIIB Part -I only, then no increment need be reduced from the existing scale.


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c/ If the stagnation at the top of the scale is for 2 years or more, the officer who has passed both parts of CAIIB would be drawing max. PQA per month. In his case, there would be no scope for reducing the increments for CAIIB as even without CAIIB increments the officer would be at the ceiling of the scale. NOTE:- The purport 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 CAIIB.

Thereafter, one increment shall be notionally added in the old scale from which the officer is being promoted and his pay shall be fixed at the appropriate stage in the new 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 scale. 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 Part-I or both parts 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, the officer shall be eligible for professional qualification allowance in lieu of such increments. 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 had reached the maximum in the previous scale of pay or on promotion gets an increase in the basic pay equivalent to two or more increments in the previous scale of pay, the date of increment shall be the anniversary date of promotion. However, if the basic pay after reduction of CAIIB increments is not at the maximum, then the date of increment shall be the anniversary of last increment. Provided further that if an officer is promoted to higher scale after reaching the maximum in the previous scale of pay but before drawing stagnation increment, the date of his increments in the higher scale shall be the anniversary date of promotion or due date of stagnation increment in the previous scale whichever is earlier. NOTE:- In the case of officers in Scale-I and Scale -II promoted officer moving into higher scale -II and III because of stagnation movement, the notional increments 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. (CIRCULAR NO. PER/69/90-91 DATED 15.11.90) Index Page 23. Fitment formula on promotion of Clerks to Officer Cadre in JMGS I 1) A clerk on promotion would be fitted in the officer’s scale of pay as per the following table: Stage in the clerical scale

Basic Pay in the Clerical cadre (as revised w.e.f. 1.11.2002)

Stages in the Officers Scale of pay

Fitment at corresponding stage in Junior Management Grade Scale I(W.E.F.1.11.2002)

1 Rs. 4410 (3020)

Rs.

2 4625 (3155) 3 4840 (3290) 4 5055 (3425) 5 5390 (3650) 6 5725 (3875) 7 6060 (4100)


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8 6530 (4420) 1 10000 (7100) 9 7000 (4740) 10000 (7100) 10 7470 (5060) 2 10470 (7440) 11 7940 (5380) 10470 (7440) 12 8440 (5720) 3 10940 (7780) 13 8940 (6060) 4 11410 (8120) 14 9440 (6400) 5 11880 (8460) 15 10000 (6780) 6 12350 (8800) 16 10560 (7160) 7 12820 (9140) 17 11120 (7540) 8 13320 (9480) 18 11680 (7920) 9 13820 (9820) 19 12650 (8600) 11 14880 (10500) 20 13210 (8980) 12 15440 (10840) +1 13770 (9360) (including

one stagnation increments)

13 16000 (11180)

+2 14330 (9740) including two stagnation increments)

14 16560 (11520)

+3 14890 (10120) (Including three stagnation increments)

15 17120 (11860)

+4 15450 (10500) ((Including four stagnation increments)

16 17680 (12200)

+5 16010 (10880) (Including five stagnation increments)

17 18240 (12540)

+6 16570 17 18240 (ABOVE FITMENT FORMULA (W.E.F. 1.11.2002)IS PROVISIONAL AND IS BASED ON IBA INSTRUCTIONS Basic Pay in brackets is the pre-revised pay (1) 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. (2) Those who were drawing a basic pay between the 1st and 9th stage in the clerical scale 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. (3) (a) Those who have completed more than one year at basic pay Rs.13210, 13770, 14330,14890, 15450, will draw their annual increment on the anniversary date of his last increment in the clerical cadre immediately following the date of promotion and will draw the next annual increment on the same date. (b) Those who have completed more than one year at basic pay Rs.16010 and those who are at basic pay Rs. 16570 will be given fitment in the officers’ scale at Rs.18240 and will earn their next increment on the anniversary date of promotion subject to their crossing the Efficiency Bar as per guidelines issued by the Govt. under Regulation 5 of Officers; Service Regulations. (c) In all cases where promotee officers reach the maximum stage in the substantive JMG Scale I (Rs.18240), further increment in the next higher scale will be subject to their crossing


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Efficiency Bar as per guidelines issued by the Govt. under Regulation 5 of Officers’ Service Regulations. (5) Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 2.6.2005 may continue to draw the same quantum of Fixed Personal Pay even after promotion, which shall remain, unaltered till revised. (6) If the promotee officer has passed JAIIB Part I or CAIIB at the time of promotion, notional basic pay will be arrived at after reducing the increments earned for passing JAIIB/CAIIB, from the clerical basic pay. He shall then be fitted in the officers’ scale in accordance with the above table and appropriate one or two increments in the officers’ scale shall be added with basic pay so fixed. The date of increment will be determined as per (1) above, if after reduction of increments in the clerical scale, the basic pay falls in the lower clubbed stage. This adjustment, however, will not be made where the number of increments to be reduced is higher than the numbers of increments to be granted. (8) If despite the fitment as given above, the emoluments (basic pay and dearness allowance) drawn as an officer on promotion are less than the emoluments (basic pay and stagnation increment if any, functional special pay on permanent basis and dearness allowance) drawn as a clerk, the difference may be protected by way of Temporary Personal Allowance to be wiped off, in three years, at the rate of 1/3 Temporary Personal Allowance. This allowance will not rank for dearness allowance and superannuation benefits. (IBA LETTER NO. PD/CIR/76/582/295 DATED 18.6.2001) Index Page 24. SBBJ OFFICERS’ SERVICE REGULATION 1979 RECOVERY FOR CHANGING THE WARDS OF THE SAFE/STRONG ROOM REGULATION NO. 67(d) Officers of the Bank, who are joint custodians of the cash and other valuables, are required to keep the strong room keys in the safe provided to them and carry the safe keys with them. The cash officer who is holder of the other set of strong room keys is required to keep the strong room keys in the safe if provided or in one of the drawers of the safe given to another official of the Bank and carry with him only the key of the drawer of the safe. Only when this arrangement is not feasible, the strong room keys are carried by the officers concerned on their person. However, in view of the increasing number of incidents of loss of keys by the custodians of the Bank’s safe keys or strong room keys it has been suggested to take action against the erring officials and to impose punishment as per service Regulations. In the event of the loss of the keys, if it is proved that the keys were lost due to the negligence of the officer or that the loss was not beyond his control and if on conclusion of the disciplinary proceedings, the officer is found negligent for the loss, recovery of the expenditure incurred by the Bank for changing the wards of the safe/strong room door could be recovered under Regulation 67(d) of the SBBJ ( Officers) Service Regulations 1979, as the loss has been caused to the Bank by the negligence or breach of extant orders/instructions However, in cases where the loss is caused due to circumstances beyond the control of the officer and if he had taken adequate precautions for the custody of the Bank’s keys, depending upon the merits of each case, instead of recovery of loss, some other prescribed penalty could be considered. In case it is decided to recover the cost of the keys/ expenses for changing the wards of the lock the prescribed procedure for imposing the penalty under Regulation 67 (d) read with Regulation 68(1) & (2) should be complied with. However without following the prescribed procedure the recovery should not be resorted . In any case the merits of each case should be analysed having regard to the circumstances under which the keys have been lost and action as deemed appropriate should be taken.


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Further, a reference may be made to the instructions in this regard prescribed in paragraph 47, chapter 9 of the Bank’s Book of Instructions. (CIRCULAR NO. PER/48/88 DATED 1.4.88) Index Page 25. DATE OF BIRTH: GUIDELINES Once the date of birth furnished by an employee at the time of his appointment is accepted and entered in the service record by the appropriate authority, the same shall not be subjected to any alteration. Moreover, in future employee may furnish the following documents as proof of age at the time of joining the service.

i/ His matriculation or school leaving certificate granted by the Board of secondary education or similar educational authority; or

ii/ A certified copy of his date of birth as recorded in the registers of a municipality, local authority or Panchayat or Registrar of Births.

iii/ In the absence of either of the aforesaid two categories of certificates, the Bank may require the workman to supply a certificate from a Govt. Medical Officer not below the rant of an Assistant Surgeon or by the Bank’s authorised medical officer indicating the probable age of the workman provided the cost of obtaining such certificate is borne be the Bank.

Note:- Where exact date of birth is not available and the year of birth is only established then the 1st July of the said year shall be taken as the date of birth. The personal committee also recommended that Baptism Certificate may be adopted as one of the documents as proof of the employees age if any other documents in support of the age of an employee as approved by the Personnel Committee is not available at the time of joining of the service. (CIRCULAR NO. PER/103/83 DATED 24.10.83 AND IBA LETTER NO. PD/76/Z/451 DATED 6.3.84) Index Page 26. SBBJOSR 1979 CRITERIA TO PERMIT OFFICERS TO ENGAGE IN TRADE/BUSINESS/DIRECTORSHIP BASIS Regulation 5 1(1) of the SBBJOSR 1979 stipulates that no officer shall, except with the previous sanction of the competent authority, engage directly or indirectly in any trade or business or undertake any other employment. In this regard, IBA has clarified that

i/ It will not be permissible for an officer to join the firm of the spouse as a non working partner even where the firm is not having any official dealings with the Bank.

ii/ It will not be permissible for an officer whose spouse is having official dealings with the Bank to join the business as a partner.

iii/ Where an officer inherits his family business, then he may be permitted to associate himself as a non working partner in the family business.



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STAFF MISCELLANEOUS: ENGAGING IN ANY TRADE OR BUSINESS OUTSIDE THE SCOPE OF DUTIES Index Page In terms of para 5(a) of Circular No. PER / 40 / 2002-03 dated August 14, 2002 and as per provisions of Regulation 51(1) of State Bank of Bikaner & Jaipur (Officers) Service Regulations, 1979 no officer / employee may engage directly or indirectly in any trade or business outside the scope of his duties except with the written permission of the Bank. Few instances have come to our notice that some staff members themselves are engaged in the trade or business in the name of their own or manage an agency of insurance company or commission etc. conducted by their family members without specific permission of the Bank. It is therefore reiterated that no officer / employee may engage directly or indirectly in any trade or business outside the scope of his duties except with the written permission of the Bank. (CIRCULAR NO. PER/ 12 / 2007-2008 dated May 11, 2007) 27. NO OBJECTION CERTIFICATE FOR ISSUANCE OF PASSPORT FOR GOING ABROAD As and when an employee of any cadre applies for ‘ No Objection Certificate’ for obtention of passport, the same may be issued to him by the concerned controlling authority, subject to the undernoted stipulations:-

• The Bank will not arrange for his repatriation in the event of any untoward happening abroad.

• The Bank will not be liable for any of his acts outside India.

• He/She will be entitled to availed sanctioned leave only, as per his/her service rules

and no further extension in leave will be permitted.

• In case the employee overstays without the leave having been sanctioned, it will be treated as unauthorised absence and render him/her liable for action under Regulation No. 40 of SBBJOSR,79 or to any of the penalties specified in Regulation No. 67 ibid. and as per the provisions of B.S. for award staff.

• The employee shall keep the Bank informed of any subsequent change of leave

address immediately, otherwise the Bank shall be within its right to have the notices and/or other correspondence served upon the employee at his/her address recorded on the leave application.

Where various loans & advances granted to an employee intending to go abroad, are backed by tangible securities, the concerned employee may be issued the ‘ No objection Certificate’, with the relevant stipulations explained above. However, the employees against whom disciplinary proceedings are either contemplated or are likely to be contemplated shall not be issued “No Objection Certificate” for the above purpose. General Conditions which may be imposed while grating such permission may be as under:

• Date of journey is to be advised well in advance to the Bank . • No employment is to be sought and no involvement in any business activity; • Permission will be subject to availability of sufficient leave to his credit; • Permission to travel abroad can be withheld at any time considering exigencies of Bank’s

requirements;


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• Bank is to be intimated before departure the address of stay at abroad and also to advise change of address, if any and

• During his stay abroad, he should not involve himself in any anti-national/ anti/social/anti-institutional activities.

( Source SBI Booklet on staff matters and Personnel Admn. Deptt. Note dated 23.1.92 Index Page STAFF MISCELLANEOUS: NO OBJECTION CERTIFICATE FOR ISSUANCE OF PASSPORT FOR GOING ABROAD As and when an employee of any cadre applies for ‘ No Objection Certificate’ for obtention of passport for going abroad to GM(O)/ the concerned controlling authority there is no uniformity of applying to the Competent Authority. In order to have a uniform system of obtaining requests regarding no objection certificate for issuance of passport for going abroad from staff members, it has been decided to implement a format of application, which will be used henceforth for applying / forwarding to the Competent Authority. The format of the application is enclosed herewith.

ANNEXURE The ____________________, State Bank of Bikaner & Jaipur, ________________________ THROUGH PROPER CHANNEL APPLICATION FOR ISSUE OF NO OBJECTION CERTIFICATE FOR ISSUANCE OF PASSPORT FOR GOING ABROAD I require “No objection certificate” for issuance of Passport for going abroad. In this connection, I confirm to abide by all the rules and regulations of the Bank and agree to abide by following stipulations: - (a) The Bank will not arrange for my repatriation in the event of any untoward happening

abroad. (b) The Bank will not be liable for any of my acts outside India. (c) I will be entitled to avail sanctioned leave only as per my service rules and I will not extend

already sanctioned leave. (d) In case I overstay without the leave having been sanctioned, it will be treated as

unauthorized absence and render me liable for action under Regulation No. 40 of SBBJOSR 79 or to any of the penalties specified in Regulation No. 67 ibid. / as per the provisions of B.S. for award staff.

(e) I shall keep the Bank informed of any subsequent change of leave address immediately. (f) I shall advise date of journey well in advance to the Bank. (g) My purpose of foreign visit will be tourism/______ only and my intention of foreign visit will

not be to get any other employment and also I shall not involve in any business activity thereat.


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(h) Permission granted to me will be subject to availability of sufficient leave to my credit. (i) Permission granted to me to travel abroad can be withheld at any time considering

exigencies of Bank’s requirements. (j) I shall intimate the Bank before departure the address of stay at abroad and also the

change of address, if any. (k) During my stay abroad, I shall not involve myself in any anti-national/anti-social/ anti

institutional activities. (l) Bank may sanction leave to me for going abroad depending upon the exigencies of

services. Issue of No objection certificate will not be treated as right for sanction of leave. (m) As per CVC guidelines before proceeding for visit I would declare the private purpose of

the visit and sources of funds and also the details of earlier visits to foreign country. Please arrange to issue “No Objection Certificate” to me. (SIGNATURE) DATE - NAME OF OFFICER/EMPLOYEE ________________________ PF A/C NO ________________________ DESIGNATION ________________________ BRANCH/DEPARTMENT _________________________ Forwarded to the _________, State Bank of Bikaner & Jaipur, Zonal/Head Office______ with a recommendation to accept request of Shri ___________ for issue of “No Objection Certificate” for issuance of passport for going abroad. (CIRCULAR NO. PER/ 76 /2006-07 November 29, 2006) Index Page 28. CHANGE OF SURNAME: In case of request of lady employee for change in her surname due to her marriage the procedure as detailed below should be followed :

2.The reason for change in surname should be ascertained and recorded in writing. It should also be found convincing.

3.The employee should affirm an affidavit before a Magistrate/Notary Public. 4.The employee should notify the change in surname in State Government Gazette ( in the

State in which the employee serves) and in one Newspaper. 5.The employee should submit a letter of request and furnish changed specimen signature for

Bank’s records. Further request for a change in the surname may be accepted in case of :

• of any name in consequence of the grant of, or succession to, any rank or title;

• of any name in such circumstances as may be specified by order of Central Government or the State Government

If the request is received from a female employee who desires to adopt the surname of her husband consequent upon her marriage, a simpler procedure may be followed . It will be adequate if the following procedure is followed in such cases:


581

• A letter of request for change of her surname should be obtained together with a declaration/proof of her marriage.

• A fresh specimen signature should be obtained and recorded in Bank’s record. • In cases of doubt, the procedure prescribed in paragraph 2(i) above may be followed .

In case the request is from a female employee for change of her surname due to her marriage, the permission may be accorded by the Concerned Controlling Authority. In other cases, the change may be permitted by the Appointing Authority. In all cases where change of surname is permitted, the PPG Deptt. should be advised to enable them to make necessary change in PF a/c, Pension Fund A/c. In case of Supervising Staff a fresh specimen signature should be obtained and circulated through H.O. For the purpose of changing the name of an employee, the employee should publish a notice in the local Gazette and also in the local newspaper and give the State Government in the Home Department intimation of such change. Once such notice has been given and a period of one month has expired there would appear to be no need to any permission from the State Government or nay other authority. Accordingly, it would be in order to accept a change in name if public notice has been given in this regard one month before the name is changed and the employee concerned has sent a copy of the notice to the State Government in the Home Department. (Source Per/47/84 dated 8.6.84 and SBI Booklet on staff matters) Index Page 29. MISUSE OF POSITION BY STAFF MEMBEFRS Contract for hiring of vehicles, generator sets, book binding, supply of furniture and coolers, printing, courier services, data entry work, catering at hostels/guest houses etc.,etc., at branches are being given to individuals who are relatives of the staff members. In all such cases the laid down procedures in regard to inviting applications through sealed tenders, newspapers advertisements, approval by the rate committee are being bypassed and decisions to award such contracts are being taken at the level of Branch Mangers/Controllers without prior scrutiny of offers in the prescribed manner. In the process, malpractices might have crept in resulting in benefits to individuals who are neither technically equipped nor are they in the profession of rendering above mentioned services. In some cases, the same individual could be providing these services under different names, which is a criminal offence.

i) No service contract be extended without inviting competitive quotations as per procedure prescribed by the Bank and ensuring that the contractor so engaged has more than 3 years experience in the line of activity and his service has been reported good by other organizations where he had previously served.

ii) Near relative as defined by the Bank ( list mentioned hereunder) shall be barred from getting any work of hiring/obtaining contract and hiring vehicles/generator sets/book binding, furniture suppliers etc., This should be made clear in the notices inviting quotations very emphatically.

iii) All applicants/bidders shall have to disclose relationship with a member of staff, if any, in their competitive bids along with experience they have in the line of activity supported by certificate from the organization where such jobs were done. No contract should be extended to a relative or a firm where the relative is partner, without specific approval from the controlling authorities, In such cases a committee headed by DGM and 2 AGM(including controllers) will grant/reject the proposal.


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iv) In cases where full/correct disclosure is not made Bank shall have the right to terminate the contract without notice immediately on such matters coming to notice.

LIST OF CLOSE RELATIVES

a. Spouse b. Fater(including step father) c. Mother (including step father) d. Son (including step son) and /or his wife e. Grandson f. Daughter (including step daughter) and/or her husband g. Brother (including step brother) and/or his wife. h. Sister and or her husband. i. Father in law j. Mother in law k. Brother in law and /or his wife l. Sister in law and /or her husband (CIRCULAR NO. PER/10/2003-2004 DATED 5.5.2003)

ONE PERCENT ADDITIONAL INTEREST ON ALL NEW DEPOSIT PRODUCTS: Based on the discussions held in the Bi-partite meeting with the representatives of ABOA on 29.08.2008 at Udaipur, it has been decided to implement the following items in our bank with immediate effect: - It has been decided to allow additional one percent interest rate over the prevailing rate for all deposit accounts of staff including new products. The facility is extended to all categories of staff members. Circular No. PER/89/08-09 DATED 07 March 2009

Index Page 30. SBI LIFE SBBJ EMPLOYEES GROUP INSURANCE SCHEME-(SUPER SURAKSHA POLICY)

The Bank’s central welfare committee has taken a Life Insurance policy encompassing all permanent employees of the Bank (including permanent workers). The detailed salient features of the policy obtained by the Bank are as under:-

1. Scheme

State Bank of Bikaner and Jaipur Employees Group Insurance ( Super Suraksha Scheme)

2. Members The employees of the SBBJ fulfilled the eligibility criteria that have been admitted to the Scheme.

3. Eligibility Criteria


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The existing or newly enrolled or appointed employees of the SBBJ who, at the time of their admission to the scheme, should not be less than 18 years and not more than 59 years of age, and are in good health and do not suffer from any critical illness.

4. Beneficiary SBBJ or such persons as authorized by the Bank

5. Benefits a) In the event of the death of the Members at any time after the date of

commencement of Risk, subject to the policy being in full force, but not later than the member completing the age of 60 years to pay the SBBJ or beneficiary the basic sum assured.

b) The maximum amount of benefit payable by company under (a) above, together with any benefit payable to same member under similar group insurance cover obtained at any other branch or office of the SBBJ shall not in any event exceed Rs. 2,00,000/-

c) In the event of the death of the member at any time after commencement of the Risk due to any accident, subject to the policy being in full force, but not later than the member completing the age of 60 years, to pay the SBBJ or beneficiary, an additional amount of Basic sum assured.

d) The maximum amount of benefit payable by the company under © above, together with any benefit payable to same member under similar group insurance cover obtained at any other branch or office of the SBBJ shall not in any event exceed Rs. 4,00,000/-

6. Basic Sum Assured

Basic Sum assured shall mean the life assurance benefit to each member, as stipulated in the scheme, i.e. Rs. 2 lakh for death due to any clause except suicide and additional 2 lakh for death due to an accident in respect of which the premiums are payable.

7. Date of commencement of Risk March 01, 2003

8. Claim procedure In the event of a claim, a simple claim form is required to be submitted by branches/zones/regional/departments giving particulars as per Annexure-I to the central welfare committee, H.O. Jaipur enabling them to forward the same to SBI life Insurance company ltd., Mumbai. SBI life would send the settlement Cheque to SBBJ who in turn will make the payment to the legal heirs after adjustment of outstanding loan accounts of the deceased employee through the Branch/department where last posted.

9. Procedure Index Page

All staff joining the Bank after the payment of annual premium shall be covered under the scheme from the next premium payment date or anniversary date.

All Branch Managers and Departmental Heads at H.O./ R.O. are advised to submit the claims on the prescribed proforma along with complete desired documents to Secretary, Central Welfare Committee H.O. Jaipur



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31. FILING OF ADMINISTRATIVE WARNING IN THE PERSONAL FILES In terms of extant instructions, written administrative warning is being filed in the service file of the officer when charge sheet has been issued and after conclusion of the enquiry, the Disciplinary Authority decides to give administrative warning instead of awarding any formal punishment. In cases, where no charge sheet has been issued and Disciplinary Authority takes view to issue an administrative warning, copy of administrative warning will not be kept in the personal file of the officer concerned till the Disciplinary Authority specifically directs so. However, any warning issued by an authority other than the Disciplinary Authority is not to be kept in the personal file of the officer in any case. CIRUCLAR NO. PER/84/2003-2004 DATED 16.2.2003 MAINTENANCE OF SERVICE FILES : NO NEED FOR KEEPING THE DPD PROCEEDINGS LETTERS IN PERSONAL FILE IF OFFICER IS EXONERATED

In all cases where an employee has been exonerated of the charges, the relative papers of the DPD proceedings need not be kept in the personal file of the officer concerned.

(OFFICE ORDER NO. O/PER/24/13/2013-14 DATE 16.07.2013 AND O/31/83 dated 04.07.1983)

Index Page

32. FORMULA FOR ARRIVING AT THE AMOUNT OF GRATUITY PAYABLE TO AN OFFICER AT THE TIME OF HIS RETIREMENT FROM BANK’S SERVICE UNDER SBBJ (OFFICER’S) SERVICE REGULATION, 1979

6.A sum equal to one month’s basic pay+PQP+FPP for every completed year of service subject to a maximum of 15 month’s basic pay.

7.An additional amount at the rate of one half of a month’s basic pay+PQP+FPP for each completed years of service beyond 30 years.

8.Service rendered beyond completed years of service shall also be reckoned for gratuity purpose on prorate basis if it is 6 months and more but less than one year for the purpose referred to in above Para(s).

UNDER THE ACT: Payable at the rate of 15 days wages (as per formula given herein below) for each year of service (more than 6 months should be counted as one year) upto wages drawn as on the date of leaving Bank’s service subject to maximum of Rs. 3,50,000/- (wages include Basic Pay+FPP+PQP and dearness allowance).


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FORMULA FOR GRATUITY CALCULATION UNDER SBBJ OSR 1979 Pay = Basic Pay drawn as on the date of leaving Bank’s Service+ PQP + FPP 1. Upto 30 years of service = Pay x 15 Rs. 2. For additional over 30 years of service: Pay X additional completed year of service divided by 2

Rs.

3. For service rendered over six months and more but less than one year (prorate basis)

Rs.

Total = 1+2+3 Rs. FORMULA FOR GRATUITY CALCULATION UNDER GRATUITY ACT, 1972 Wages= Basic Pay+FPP+PQP+DA Rs. Length of Service = date of leaving Bank’s Service minus date of joining (more than 6 month to be counted as full year under Act)

_____years

Formula: Wages x 15 x length of Service (in years) divided by 26

Rs

Maximum Payable: Rs. 3,50,000/- under Act. AMOUNT OF GRATUITY PAYABLE: 1. Under Gratuity Act, 1972 Rs.________________ 2. Under SBBJ OSR Rs._________________ Amount of Gratuity Payable under____________ Rs._________________


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Index Page 33. STAFF WELFARE ACTIVITIES: SCHEME FOR RELIEF ON LEAVE WITHOUT PAY ON SICKNESS GROUND i) The employees who fulfill the following eligibility criteria are considered eligible for assistance under the Scheme:

1. Should have exhausted all Privilege/Sick leave. 2. Should have remained on leave without pay for at least 30

continuous days on medical grounds due to prolonged illness. 3. Should have been covered under Bank’s hospitalization scheme for

ailments involving special/major operations and serious ailments including domiciliary treatment.

4. Should be certified by the treating doctor that employee cannot attend to duties within the next 3 months (from the date of exhausting privilege/sick leave)

ii) The individual cases may be referred by the Bank to the Medical Officer of the Bank at Head Office, Jaipur to testify the bonafides of sickness. iii) The quantum of assistance would be 50% of Gross salary subject to a maximum of Rs. 5000/- p.m. for not more than 18 months during the whole service. Assistance shall be provided only if recommended by the Asstt. General Manager of the Region/Controller. iv) The assistance would be available to an employee only once in entire service. All the applications received by the Controllers under the Scheme would be forwarded to the secretary, CWC at H.O. for consideration along with the recommendations for granting relief to the applicants. Index Page 34. STAFF WELFARE ACTIVITIES: SCHEME FOR ANNUAL HEALTH CHECK UP i) Any employee/official enjoying the benefit of Health Check-up under any other scheme would be ineligible under the scheme: ii) The scheme would benefit only permanent employees including part time employees including part-time employee who are in the age group of 41 to 49 years of age. iii) The reimbursement of Rs. 550/- would be confined only to “Annual Health Check-up” from authorized hospitals in the panel of the Bank and would not be utilized for treatment of regular ailments/diseases. iv) To the extent feasible, payment would be made directly to the Hospitals concerned. Further, the introduction of the Schemes are, inter alia, subject to the following general conditions also:- i) Tax liability, if any would be borne by the beneficiary. ii) The scheme will be effective from 1.4.2005 The Charges under Annual Health Check-up would be made by the debiting the suspense account, which in turn will be adjusted through IBIT advices (only once in a financial year per


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branch/administrative office) and the Central welfare committee will reimburse the relative amount to the debiting branch/office. (CIRCULAR NO. PER/88/2004-2005 DATED 29.302005) STAFF WELFARE: CANTEEN FACILITY REVISION IN SUBSIDY Please refer to our circular No. PER / 20 / 98-99 dated May 20,1998 advising revision in the rates of canteen subsidy. 2. It has been agreed with the State Sector Bank Employees’ Association (SSBEA) in the Bipartite meeting held on the 21st August 2007 to revise the canteen subsidy as under: -

EXISTING GUIDELINES REVISED GUIDELINES AS PER AGREED ITEMS S.NO No. of employees

in an office / branch

Subsidy (Rs.) Per month

1. Upto 20 500 2. 21to 50 700 3. 51to 75 1050 4. 76 to 100 1400

For the branches / offices with staff strength above 100, the existing rates will be revised upwards by 40%.

S.NO No. of employees in an office / branch

Subsidy (Rs.) Per month

1. Upto 20 1000 2. 21to 50 1200 3. 51to 75 1700 4. 76 to 100 2300

For the branches / offices having staff strength above 100, may also be provided at rates not exceeding 64% of the existing rates for the relevant slabs.

The above amount is payable to the Local Implementation Committee, only when a full-fledged canteen, where tea / coffee / snacks are prepared and served to members of staff, is run by Local Implementation Committee. 3. The revised rates would be effective w.e.f 11th March 2008. (CIRCULAR NO. PER/ 3 / 2008-2009 dated April 4, 2008) Index Page INCENTIVE SCHEME FOR MERITORIOUS BUSINESS PERFORMANCE FOR FINANCIAL YEAR 2006-07 Please refer our circular No. PER/18/2005-06 dated 01.07.2005, PER/14/2006-07 dated 04.05.2006 and PER/26/2006-07 dated 23.06.2006 vide which we have introduced captioned incentive scheme for the financial year 2005-06 for Branch Managers, Manager of Divisions, AGMs (Region/Branch) and Dy. General Managers (Zone/Branch). To keep the momentum of growth intact and to enthuse the operating functionaries, bank has formulated a similar scheme for Branch Managers, Asstt. General Managers of Regions/Branches and Dy. General Managers of Zones/Branches for the performance of financial year 2006-07 after incorporating some modifications. The details of the new scheme and a chart showing changes in the terms and incentive amount of the previous scheme are enclosed as annexure I & II respectively.


588

All Zones shall submit data of all eligible performers under the scheme for the performance of the financial year 2006-2007 in the prescribed Performa to HRD Department, Head Office for selecting the top 20-25 % performers on the basis of performance. The data must reach Head Office by 31st May 2007 positively so that performers are rewarded during the first quarter of the financial year 2007-08. Index Page

Annexure -I

INCENTIVE SCHEME FOR MERITORIOUS BUSINESS PERFORMANCE FOR FINANCIAL YEAR 2006-2007 : DETAILS

i. The scheme aims at rewarding the performers. ii. The incentives will be given to the following categories of officers:

a. Branch Managers. b. Asstt. General Managers of Regions/Branches. c. Dy. General Managers of Zones/Branches.

iii. For the year 2006-2007, the incentives are proposed to be given based on the business performance for the year ended the 31st March, 2007 provided that as on 31st March, 2007, the concerned official has been in position for 6 months or more.

iv. The scheme operates on the principle of achieving certain benchmarks of performance and at the present juncture achievement of business and profitability budget for the branch is considered as the most non-controversial and acceptable benchmark. The inclusion of profit as one of the criteria will ensure that the concerned official will not be eligible just because he achieves budgetary goals in deposits and advances. Profit is a derivative of proper mix of the interest rate that is paid on deposits and received on advances. Moreover, profitability also reflects the concern of the Branch Manager/Assistant General Manager / Dy. General Manager in controlling costs and improving other incomes by increasing non-fund based business.

v. The scheme will therefore operate on the principle of achievement of budgeted goals on 3 out of 4 parameters. The 4 parameters are quarterly average deposits, avearage advances, net result and NPA reduction.

vi. BMs/AGMs (Region/Branches)/DGMs (Zones/Branches) who shall achieve 75% of the budgeted growth in three out of four parameters or on all four parameters shall be eligible for incentive. Those who will achieve 100% or more than 100% in three out of four parameters or on all four parameters shall be given higher incentive. Budget and achievement for this purpose will be defined as quarterly average of deposits, advances and net result for the whole year. However, bulk deposits obtained above card rate will not be taken into consideration for measurement of performance.

vii. For 2007-2008 and onwards, we propose that the targets for incentive and parameters may be decided every year latest by 15th of May, based on the thrust area of performance for the year and the scheme will be given wide publicity so that the Branch Managers, AGMs of regions/branches and DGMs of zones/branches can gear themselves up for achieving the targets during the remaining part of the year. The parameters for evaluation will also undergo a change every year so as to keep an element of challenge therein. The Managing Director will decide these parameters and eligibility criteria.

viii. The incentive will be in cash and it is proposed to be given to those who meet the

requirements as mentioned below. We have also devised a format (enclosed) in which the Branch Managers, AGMs of Regions/branches and DGMs of the zone/branches will submit the details of their performance for the year to the sanctioning authority to claim the incentive.

ix. The controlling authority (AGM-Region / DGM - Zone) will be the sanctioning authority for grant of incentive to Branch Managers. Similarly DGM of Zone will be the sanctioning authority for AGMs of Regions and AGMs of branches. The General


589

Manager (Operations) will be the sanctioning authority for the DGMs of Zones / branches.

x. The incentive will be confined to 20 to 25 percent of top performers. All Zones ( Special Branches Cell for DGM headed Branches) shall submit data of all eligible performers under the scheme in the prescribed proforma to HRD Department, Head Office for selecting the top 20-25 % performers on the basis of performance. The data must reach Head Office by 31st May, 2007 positively so that performers may be rewarded during the first quarter of the financial year 2007-08.

xi. The incentives are proposed to be given on the following scales: Index Page

The above incentives will be subject to the following conditions:

a. In respect of Branch Managers, for achievement in deposits and advances, budgeted growth and actuals calculated as quarterly average for the entire year are to be reckoned. For profit, year end achievement of the budget is to be taken (benefit of transfer pricing for bulk deposits/CD will not be reckoned for calculation of profit). Annual NPA reduction budget will also be an attribute required to be achieved for getting the incentive.

b. Branches which have dropped to 'B' or 'B' (-) ratings in the Internal Audit held between April, 2006 to March, 2007 will not be eligible for above incentives.

c. Branch Managers of branches which are loss making as on 31st March, 2007 in metropolitan and urban centres will not be eligible.

d. For DGMs of Zones and AGMs of Regions, if 10% or more of their branches are having 'B' or 'B'(-) ratings in the Internal Audit as on the 31st March, 2007 or less than 75% of branches are profit making as on 31st March, 2007 or if 25% branches have registered negative growth or 25% or less of budget in P Segment deposit as on 31st March, 2007 will not be eligible.

Incumbency of Branch

Branch Manager Budget Achievement 2006-07

Branch Manager Budget achievement 2006-07



75% to less than 100% in 3 out of 4 parameters

75% to less than 100% in all 4 parameters

100% or more in 3 out of 4 parameters

100% or more in all 4 parameters

TEGS-VI Rs.50000/- Rs.55,000/- Rs.60000/- Rs.65000/- SMGS-V Rs.40000/- Rs.45,000/- Rs.50000/- Rs.55000/- SMGS-IV Rs.35000/- Rs.40,000/- Rs.45000/- Rs.50000/- MMGS-III Rs.30000/- Rs.35,000/- Rs.40000/- Rs.45000/- MMGS-II Rs.25000/- Rs.30,000/- Rs.35000/- Rs.40000/- JMGS-1 Rs.20000/- Rs.25,000/- Rs.30000/- Rs.35000/-

Incumbency of Branch

Budget Achievement 2006-07

Budget achievement 2006-07



75% to less than 100% in 3 out of 4 parameters

75% to less than 100% in all 4 parameters

100% or more in 3 out of 4

parameters


AGMs of Region

Rs.50000/- Rs.55,000/- Rs.60000/- Rs.65000/-

DGMs Zones Rs.65000/- Rs.70,000/- Rs.75000/- Rs.80000/-


590

e. The DGMs, AGMs, BMs, must have remained in that position on 31.03.2007 for 6 months or more.

f. The General Manager (Operations) will monitor proper implementation of the scheme.

* Bulk deposits obtained above card rate will not be taken into consideration for measurement of performance. ** Benefit of transfer pricing for bulk deposits/CD will not be reckoned for calculation of profit.

PERFORMANCE MEASUREMENT SHEET -FORMAT

Index Page 1. Name of the Branch Manager/ Asstt. General Manager of Region/branches /DGM (Zone) /branches: (Posted since)

2. Name of the Branch/Region/Zone 3. Grade/Scale of the Branch Manager/Asstt. General Manager of Region/branches /DGM (Zone)/branches

4. Category of the Branch: (Metro/Urban/semi-urban/rural)

5. Inspection and Audit Rating: Previous Date Rating Present Date Rating 6. Business Development data as on 31.03.2007. (000 omitted) JUNE SEPT. DEC. MAR. AV. OF 4

QTRS. % ACH.

B A B A B A B A B A A. Total deposits (Excluding SDBC and Inter-bank & C&I* Deposits)

B. Total advances (Excluding DDRR)

C. Annual NPA reduction

NPA as on 31.03.2006 – Rs. 31.03.2007 – Rs.

Reduction Budget for

2006-07

Achievement % Achievement

7. Net Profit **

Previous Year budget Achievement % Achievement This year budget Achievement % Achievement

8. I certify that the above data have been taken from the records of the branch and are correct. Signature of AGM (Region)/DGM (Zone) Index Page


591

• * Bulk deposits obtained above card rate will not be taken into consideration for measurement of performance.

• ** Benefit of transfer pricing for bulk deposits/CD will not be reckoned for calculation of profit.

• • Annexure-II

CHART SHOWING CHANGES IN TERMS AND INCENTIVE AMOUNT Existing Parameters (2005-06) Revised Parameters(2006-07) The scheme will operate on the principle of achievement of 100% budgeted goals on any three parameters out of four parameters 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 at least 75% of budgeted reduction in NPA will be required. Those who shall achieve more than 110% of the budgeted parameters be awarded 15% extra incentive.

The scheme will operate on the principle of achievement of budgeted goals on 3 out of 4 parameters. The 4 parameters are quarterly average deposits, average advances, net result and NPA reduction. BMs / AGMs / ( Region / Branches ) / DGMs (Zoncs / Branches) who shall achieve 75% of the budgeted growth in three out of four parameters or on all four parameters shall be eligible for incentive. Those who will achieve 100% or more than 100% in three out of four parameters or on all four parameters shall be given higher incentive.

Managers of Division are eligible in the scheme

Managers of Division are not eligible in the scheme

incumbency of Branch

Branch Manager Budget achievement (Existing) 2005-06

Branch Manager Budget Achievement 2006-07




100% to 110% in 3 out of 4 parameters

75% to less than 100% in 3

out of 4 parameters

75% to less than 100% in

all 4 parameters


100% or more in all 4

parameters

TEGS-VI Rs.45000/- Rs.50000/- Rs.55,000/- Rs.60000/- Rs.65000/- SMGS-V Rs.35000/- Rs.40000/- Rs.45,000/- Rs.50000/- Rs.55000/- SMGS-IV Rs.30000/- Rs.35000/- Rs. 40000/- Rs.45000/- Rs.50000/- MMGS-III Rs.25000/- Rs.30000/- Rs.35,000/- Rs.40000/- Rs.45000/- MMGS-II Rs.20000/- Rs.25000/- Rs.30,000/- Rs.35000/- Rs.40000/- JMGS-1 Rs.15000/- Rs.20000/- Rs. 25000/- Rs.30000/- Rs.35000/- Incumbency of Branch

Budget achievement (Existing) 2005-06

Budget Achievement 2006-07




100% to 110% in 3 out of 4 parameters

75% to less than 100% in 3

out of 4 parameters

75% to less than 100% in

all 4 parameters



AGMs of Region

Rs.45000/- Rs.50000/- Rs.55,000/- Rs.60000/- Rs.65000/-

DGMs Zones Rs.50000/- Rs.65000/- Rs.70,000/- Rs.75000/- Rs.80000/- Index Page


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(CIRCULAR NO. PER/ 95 /2006-2007 dated 5.2.2007) CORE BANKING SOLUTION : TRANSFER OF USER ID FROM BRANCH TO ZO/HO In terms of H.O. Circular No. CBS/03/2005-06 dated 22.06.2005 detailed guidelines regarding User ID and User administration were advised. It has been observed by the Bank that at the time of transfer from branches to administrative offices (Head Office, Zonal Office, Regional Office, Staff Training Center, Link Office, Link Cell, ABSOT Office, Treasury, IBD, Lead Bank Office, RUDSETI etc.) usually the branches transfer the ID of the Officer/Award Staff, without changing the capability features of the ID, which results in the accessibility to all the CBS menu, whereas the Officer/Award Staff posted at administrative offices are required to have ID with enquiry option only. In view of the above, it has been decided to implement the following instructions with immediate effect. (i) While issuing the transfer and posting orders of the officers/award staff from branches to administrative offices, the Controlling Authorities should ensure to incorporate instructions regarding amendment in their IDs, in the transfer orders, as per instructions given in the Circular No. CBS/03/2005-06 dated 22.06.2005 {i.e. User Capability = (0), Group Capability = (1) & User Type = (10)} before transferring the IDs to administrative offices. (ii) The Branch Manager/Chief Manager/Assistant General Manager/Dy. General Manager of the branch will ensure to transfer the IDs of such officers/award staff from branches to administrative offices only after getting it amended from the Centralized Data Center (CDC), Belapur, Mumbai as per instructions given in the Circular No. CBS/03/2005-06 dated 22.06.2005 {i.e. User Capability = (0), Group Capability = (1) & User Type = (10)}. (CIRCULAR NO. PER/ 31 /2007-2008 dated JUNE 29, 2007) Index Page SCHEME FOR EXTENDING LEGAL AND FINANCIAL SUPPORT TO THE EXECUTIVES OF THE BANK AGAINST WHOM MOTIVATED FALSE COMPLAINTS HAVE BEEN MADE BY PEOPLE / AGENCIES OUTSIDE THE BANK It has been observed that many baseless complaints with malafide intentions/ulterior motives are made against Bank Officers just to harass them. The matter was under consideration since long to

provide safeguards against such complaints and to enable such officers to initiate legal action against private parties, who with malafide intention, make baseless allegations, pass derogatory remarks, lodge false complaints, etc., in matters arising out of bonafide execution of Bank’s work.

Bank's Board, in its meeting held on 22nd June 2007, has approved a scheme for extending legal

and financial support to officers of the Bank against whom motivated false complaints have been made by people / agencies outside the Bank.

The scheme shall come into force with immediate effect. The details of the scheme are as under: - OBJECTIVE: To enable the Officers of the Bank to initiate legal action in India against outsiders/private parties who with a malafide intention make baseless allegations, pass derogatory remarks, lodge


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motivated false complaints on matters arising out of bonafide execution of Bank's work. This scheme shall not be applicable in case of a complaint/allegation made by an employee of the Bank. APPLICABILITY: This scheme shall cover all Officers on the regular rolls of the Bank. It shall also be applicable in case of officers on deputation within India to SBI/Associates of the Group. Index Page DEFINITIONS: In these rules, unless the context otherwise requires: a) "Initiate legal action" shall include defending against legal action initiated by outsiders/private parties with malafide intention on matters arising out of bonafide execution of Bank's work. b) "Outsider/Private party" means any outsider other than a Government Agency such as CBI, CVC, etc. c) "A motivated false complaint / communication" shall mean a written complaint / communication other than anonymous or privileged. For the purpose of this Scheme a privileged complaint/communication shall mean any written complaint / communication which is protected under law. d) "A baseless allegation/a derogatory remark" shall mean so only if it is in writing. e) "Litigation expenses" shall mean court fee and other related miscellaneous expenditure, advocate fee, TA, DA and accommodation charges per entitlement. f) Baseless allegation, derogatory remarks, motivated false complaints against Officers of the Bank by an outsider/private party for the purpose of this scheme shall herein after be referred to as the "Cause of Action". PROCEDURE: a) If an officer desires to initiate any legal action in respect of any "Cause of Action", he/she may put up the facts along with the relevant documents, seeking permission to initiate legal action through proper channel. Index Page b) All such proposals shall be placed before the Committee constituted for the purpose at Head Office for all officers as under: - The Committee consists Deputy General Manager (Law), Deputy General Manager (Per & HRD), General Manager (Operations), General Manager (P&D), Chief General Manager. The Convenor of the Committee shall be the General Manager (Operations). The quorum shall be three and in the absence of any member for any reason, the Chief General Manager will nominate another officer of the same rank in the Committee.

The Competent Authority for grant of permission or otherwise for Officers up to the level of TEGS-VI shall be the General Manager (Operations). For Officers in Scale-VII the Competent Authority shall be the Chief General Manager and in the case of Chief General Manager, the Competent Authority shall be the Managing Director.


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The Committee shall examine the gravity of the "Cause of Action", and recommend for grant or rejection of request for permission to pursue legal action and for reimbursement of litigation expenses to the Competent Authority within a period of 15 days on receipt of such proposal.

Once the permission is granted, the Bank's Law Department will identify a suitable Advocate in each case. The fee and other charges payable shall be as per the scheduled rates for hiring of Advocates, as prescribed by the Bank. The Officer concerned shall execute a deed of undertaking as per the format enclosed, agreeing to comply with the provisions of this scheme. Since Managing Director is more susceptible to slandering, wild allegations made by persons both inside and outside the Bank, he would be competent to decide and file a suit (Criminal/Civil or both) against the individual (s) who has made such allegations/complaints against him. Index Page OTHER TERMS AND CONDITIONS 1. In the event the Court orders for payment of any compensation in favor of the officer concerned, the amount so received shall be retained by the Officers concerned after payment to the Bank, of the amount spent by the Bank in connection with the case. 2. The Officer concerned shall pursue the case with due diligence and in the event Officer concerned retires before the culmination of the case, even then the Officer concerned shall pursue the case till its conclusion at Bank's cost, as mentioned above. 3. In the event the employment of the Officer concerned with the Bank comes to an end for whatever reasons except otherwise than by superannuation or on health grounds, the Bank shall not provide the facility under the scheme any further. GENERAL: I. The decision of the Competent Authority for granting permission to initiate legal action shall be final and binding. II. The Bank reserves the right to amend, modify or withdraw this Scheme at any time.


595

Index Page

ENCLOSURE TO CIRCULAR NO. PER/40/2007-08

Deed of Undertaking

This deed executed on………………day of….…………….by (Name and

designation)…………………………………………………………(hereinafter referred to as the "said

executive") and having permanent residence at…………………………………………….

IN FAVOUR OF

State Bank of Bikaner & Jaipur, a body corporate constituted under the State Bank of India

(Subsidiary Banks) Act, 1959 having its Head Office at Tilak Marg 'C' Scheme Jaipur (hereinafter

referred to as the 'Bank' which expression unless repugnant to the context or meaning thereof

shall include its successors and assigns)

WHEREAS:

Index Page

A) Bank has formulated a Scheme under its Circular No. PER/40/2007-08 dated 11.08.2007

(hereinafter referred to as the "said Scheme" which expression shall include

amendments/modifications thereto, if any) under which an Executive of the Bank is entitled to be

paid or reimbursed expenses incurred in connection with legal action initiated in accordance

with the said Scheme. I have read the said Scheme and have made myself aware of the

provisions of the said Scheme.

B) ………………………….has made a baseless allegation against the undersigned in respect

of……………………………….Since this baseless allegations affects me and it is likely that it could

harm the image of the Bank, I am desirous of initiating legal action against the

said………………………….and avail assistance from the Bank under the said Scheme for this

purpose.

C) Bank has agreed to pay or reimburse the expenses in connection with the legal proceedings

proposed to be initiated by me as above, in accordance with the provision of the said Scheme.


596

D) Under the said Scheme, I am required to execute an undertaking in accordance with the

provisions of the said Scheme. Accordingly, I have executed this deed of Undertaking as

hereinafter appearing.

NOW THIS DEED WITNESSTH AS FOLLOWS:

1. I have read the above said Scheme and hereby agreed to be bound by the provisions of the

said Scheme.

2. In the event of any damages, compensation and/or costs being awarded by the Court at any

time in my favour in the legal action initiated by me, I agree to pay back to the Bank, whatever

amount has been spent by the Bank in connection with the case and balance, if any, shall be

retained by me.

3. I hereby agree and undertake to pursue the above case diligently till the case reaches its

finality (including the appeal, if any, so advised by the Bank).

________________________________________________________________

IN WITNESS WHEREOF the undersigned has executed this undertaking cum Indemnity

as…………………………………on the date mentioned herein above.

Signature of the Executive

(CIRCULAR NO. PER/40/2007-2008 DATED AUGUST 11, 2007) Index Page DELEGATION OF ADMINISTRATIVE POWERS- REVISION IN AUTHORITY STRUCTURE: MISCELLANEOUS MATTERS:: The Executive Committee of the Board at its meeting held on 13.09.2007 has revised the authority structure in respect of delegation of certain administrative powers as under:-

S.

NO PARTICULARS REVISED AUTHORITY STRUCTURE EARLIER REFERENCES

1. Receiving reports of transactions concerning movable property owned or held either in his own name or in the name of his family, in case the value of property exceeds Rs. 25,000/-

(i)For Officers serving at branches: : Controlling Authority (ii)For Officers serving at DGM headed branches/RO/ZO upto Grade Scale-IV : DGM/ Controller (iii)For Officers serving at H.O. upto Grade Scale IV : Respective DGM (iv)For officers in Grade Scale V

Circular No. (i) PER/77/80 dated 10.10.1980 (ii) Reorg/2/88 dated 12.02.1988


597

irrespective of Posting : DGM (PER & HRD) (v)Officers in TEGS-VI & above: : Concerned Controlling Authority (However, the same has to be kept in the service files of the officials)

2. Annual Grade Increments- Supervising Staff

(i) Upto SMGS IV : : Controller/Departmental Head of Scale not less than Scale V (ii)Others : Next higher authority to which the official reports.

Circular No. (i) PER/77/80 dated 10.10.1980 (ii) Reorg/2/88 dated 12.02.1988

3.

Pay fixation of supervising staff

(i)Upto MMGS-III : DGM (PER & HRD) (ii)SMGS-IV & V : G.M. (O) (iii)TEGS-VI & VII : C.G.M. (iv)TEGSS-I : M.D.

-

4. Permitting an officer in SMGS, the facility of leased accommodation at their place of choice beyond the academic session

C.G.M.

Circular No. PER/46/2004-2005 dated 04.10.2004

5. Silver Jubilee Award:

(i)For Award staff posted at branches

: Branch Head

(ii)For Supervising Staff posted at Branches: : Controller (iii)For employee/officer posted at DGM Headed Branches/R.O./Z.O : DGM/Controller (iv)For Employee/Officers upto Grade Scale-IV posted at H.O. : Departmental Head (v) For officers in Grade Scale -V irrespective of their posting : DGM (Per & HRD) (vi) For officers in TEGS -VI & above: : Concerned Controller

Circular No. (i)PER/51/1991-92 dated 19.07.1991 (ii) PER/116/1992-93 dated 30.03.1993 (iii) PER/52/2000-2001 dated 13.9.2000 (iv)PER/46/2007-2008 dated 03.09.2007

6. Authority to permit additional housing loan

G.M. (O) Circular No. PER/62/1994-95


598

where request for relaxing the stipulation that the new house/flat should be bigger by atleast 120 sq. ft. and it should have one more room than the existing.

dated 24.12.1994

7. Scheme for grant of additional housing loan for repairs, alteration and renovation.

DGM -

(CIRCULAR NO. PER/54/2007-2008 DATED 10.10 2007) SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS AGAINST WHOM MOTIVATED FALSE COMPLAINT HAS BEEN MADE BY PEOPLE/AGENCIES OUTSIDE Please refer to Head Office Circular No. PER/40/2007-2008 dated 11.08.2007 executives of the Bank against whom motivated false complaints have been made by people / agencies out side the Bank, was advised. Now, the Bank's Board of Directors at its meeting dated 21st May 2010 has approved some amendments and revision in the Scheme which are being annexed to this circular as Annexure - I, Annexure - II. The Deed of Undertaking to be obtained from the officer is also being enclosed. The Scheme will come in to the force with immediate effect and will supersede the existing Scheme. (Circular No. PER/26/10-11 dated 27 May 2010 eCircular

ANNEXURE -I Applicability:

"This scheme shall cover all officers on the regular rolls of the Bank and retired from Bank. It shall also be applicable in case of Officers on deputation within India to Joint Ventures, Subsidiaries and other Banks/ entities within the State Bank Group. Note : For retired officers, the scheme will be applicable only in respect of bonafide execution of bank work while in service." 2. Committee & Competent Authority: All such proposal shall be placed before an Officer Committee at Head Office only consisting of General Manager (Operations), General Manager (Tech. & Insp.), General Manager (Treasury) & Chief General Manager. The Convenor of the Committee shall be General Manager (Operations). The quorum shall be three and in the absence of any member for any reason, the CGM will nominate another officer of the same rank in the committee. The Committee shall examine the gravity of the "Cause of Action", and recommend for grant or rejection of request for permission to pursue legal action and for reimbursement of litigation expenses to the Competent Authority within a period of 15 days on receipt of such proposal. The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV and V shall be the Screening Committee itself comprising of Chief General manager


599

& three General Managers, while for Executives in scale VI & VII (Deputy General Managers and General Managers), the Competent Authority shall be the MD who will consider recommendations of the Screening Committee of Chief General Manager & General Managers. Since MD and CGM are more susceptible to slandering, wild allegations made by persons both inside and outside the Bank, they would be competent to decide and file a suit (Criminal/Civil or both) against the individual (s) who has made such allegations/complaints against them.

ANNEXURE – II

Scheme for extending legal and financial support to Officers of Banks against whom motivated false complaint has been made by people/agencies outside the Bank 1.0 OBJECTIVE : To enable officers to initiate legal action in India against outsiders/private parties who with a malafide intention make baseless allegations, pass derogatory remarks, lodge motivated false complaints on matters arising out of bonafide execution of Bank's work. This scheme shall not be applicable in case of a complaint/allegation made by an employee of the Bank. 2.0 APPLICABILITY : This scheme shall cover all officers on the regular rolls of the Bank and retired from Bank. It shall also be applicable in case of Officers on deputation within India to Joint Ventures and Subsidiaries of the Bank. Note : For retired officers, the scheme will be applicable only in respect of bonafide execution of bank work while in service. 3.0 DEFINITIONS : In these rules, unless the context otherwise requires; 3.1 Initiate legal action shall include defending against legal action initiated by outsiders/private parties with malafide intention on matters arising out of bonafide execution of Bank's work. 3.1.1 Outsider/Private party means any outsider other than a Government Agency such as CBI, CVC etc. 3.1.2 A motivated false complaint/ communication shall mean a written complaint/communication other than anonymous or privileged. For the purpose of this Scheme a privileged complaint/communication shall mean any written complaint/ communication, which is protected under law. 3.1.3 A baseless allegation/ a derogatory remark shall mean so only if it is in writing. 3.1.4 Litigation expenses shall mean court fee and other related miscellaneous expenditure, advocate fee, TA, DA and accommodation charges per entitlement. 3.2 Baseless allegation, derogatory remarks, motivated false complaints against officers of the Bank by an outsider/private party for the purpose of this scheme shall herein after be referred to as the "Cause of Action." 4.0 PROCEDURE: If an officer desires to initiate any legal action in respect of any "Cause of Action", he/she may put up the facts along with the relevant documents, seeking permission to initiate legal action through proper channel.


600

4.2 All such proposal shall be placed before an Officer Committee at Head Office only consisting of General Manager (Operations), General Manager (Tech. & Insp.), General Manager (Treasury) & Chief General Manager. The Convenor of the Committee shall be General Manager (Operations). The quorum shall be three and in the absence of any member for any reason, the CGM will nominate another officer of the same rank in the committee. The Committee shall examine the gravity of the "Cause of Action", and recommend for grant or rejection of request for permission to pursue legal action and for reimbursement of litigation expenses to the Competent Authority within a period of 15 days on receipt of such proposal. 4.3 The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV and V shall be the Screening Committee itself comprising of Chief General manager & three General Managers, while for Executives in scale VI & VII (Deputy General Managers and General Managers), the Competent Authority shall be the MD who will consider recommendations of the Screening Committee of Chief General Manager & General Managers . 4.4 Once the permission is granted, the Bank's Law Department will identify a suitable Advocate in each case. The fee and other charges payable shall be as per the scheduled rates for hiring of Advocates, as prescribed by the Bank. The Officer concerned shall execute a deed of undertaking as per the format enclosed, agreeing to comply with the provisions of this scheme. 4.5 Since MD and CGM are more susceptible to slandering, wild allegations made by persons both inside and outside the Bank, they would be competent to decide and file a suit (Criminal/Civil or both) against the individual (s) who has made such allegations/complaints against them. 5.0 OTHER TERMS AND CONDITIONS 5.1 In the event the Court orders for payment of any compensation in favour of the Officer concerned the amount so received shall be retained by the Officer concerned after payment to the Bank, of the amount spent by the Bank in connection with the case. 5.2 The Officer concerned shall pursue the case with due diligence and in the event Officer concerned retires before the culmination of the case, even then the Officer concerned shall pursue the case till its conclusion at Bank's cost, as mentioned above. 5.3 In the event the employment of the Officer concerned with the Bank comes to an end for whatever reasons except otherwise than by superannuation or on health grounds, the Bank shall not provide the facility under the scheme any further. 6.0 GENERAL : 6.1 The decision of the Competent Authority for granting permission to initiate legal action shall be final and binding. 6.2 The Bank reserves the right to amend, modify or withdraw this Scheme at any time.


601

Deed of Undertaking This deed executed on ………………day of ………….by (Name and designation) ………………………………………………(hereunder referred to as the "said officer") and having permanent residence at …………………………… IN FAVOUR OF ………………….Bank, and having its Registered/Head Office at …………………………….. (hereinafter referred to as the "Bank"). WHEREAS: A. Bank has formulated a Scheme under its Circular No………. dated…………… (hereinafter referred to as the "said Scheme" which expression shall include amendments/ modifications thereto, if any) under which an officer of the Bank is entitled to be paid or reimbursed expenses incurred in connection with legal action initiated in accordance with the said Scheme. I have read the said Scheme and has made myself aware of the provisions of the said Scheme. B. …………………. has made a baseless allegation against the undersigned in respect of ………………………… Since this baseless allegation affects me and it is likely that it could harm the image of the Bank, I am desirous of initiating legal action against the said …………………….and avail assistance from the Bank under the said Scheme for this purpose. C. Bank has agreed to pay or reimburse the expenses in connection with the legal proceedings proposed to be initiated by me as above, in accordance with the provision of the said Scheme. D. Under the said Scheme, I am required to execute an undertaking in accordance with the provisions of the said Scheme. Accordingly, I have executed this Deed of Undertaking as hereinafter appearing. NOW THIS DEED WITNESSETH AS FOLLOWS: 1. I have read the above said Scheme and hereby agreed to be bound by the provisions of the said Scheme. 2. In the event of any damages, compensation and/or costs being awarded by the Court at any time in my favour in the legal action initiated by me, I agree to pay back to the Bank, whatever amount has been spent by the Bank in connection with the case and balance amount, if any, shall be retained by me. 3. I hereby agree and undertake to pursue the above case diligently till the case reaches its finality (including the appeal, if any, so advised by the Bank). ___________________________________________________________________ IN WITNESS WHEREOF the undersigned has executed this Undertaking cum Indemnity

DISCLAIMER The information provided in this Booklet is essentially for general reference only. Details of each and every matter can be had from the relevant circulars/Regulations etc.,. The author of this booklet does not own any responsibility whatsoever. Readers are advised that before taking any action in pursuance of the information given herein, should necessarily consult the relevant circulars/rules/provisions issued by the Bank from time to time. The information is being given with the understanding that the Bank and/or author of this Booklet are not responsible, for the result of any action taken on the basis of the information given in this Booklet for any error or omission, to any person.