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INDUSTRIAL RELATIONS Project report on INDUSTRIAL RELATIONS- AWARDS ON INDUSTRIAL DISPUTES 1

Submitted in partial fulfillment of requirement for Summer Internship Project for MMS Course

By MR. PARAG BHIMRAO LONARE

Under the guidance of

Internal Guide: MR. CHANDRASHEKHAR THAKAR External Guide: MR. ANUJ RANJAN

Rajeev Gandhi College of Management Studies University of Mumbai 2010-2011.
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INDUSTRIAL RELATIONS 2

INDUSTRIAL RELATIONS
Awards on Industrial Disputes
(1962-2007)

GUIDED BY:

Presented by:

Mr. Anuj Ranjan(AGM)

Parag B Lonare

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INDUSTRIAL RELATIONS 3

CERTIFICATE

This is to certify that this report entitled as ³INDUSTRIAL RELATIONS- AWARDS ON INDUSTRIAL DISPUTES´ is a project work submitted by Mr. Parag Lonare in partial fulfillment of requirements of Summer Internship Project for MMS Course by the University of Mumbai.

Internal guide

(MR. CHANDRASHEKHAR THAKAR)

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INDUSTRIAL RELATIONS

ACKNOWLEDGEMENT
This acknowledgement is not merely a catalogue of names but a deep sense of gratitude to all those who helped me in undertaking this project. It takes immense pleasure in completing this project and submitting this final project report. A successful project can never be prepared by the single efforts of the person to whom project is assigned, but it also demands the help and guardianship of some conversant person who helped the undersigned actively or passively in the completion of successful project. During the actual project work, Mr. Anuj Ranjan (Project Guide) set the ball rolling for my project. He has been a source of inspiration through his constant guidance; personal interest; encouragement and help. I convey my sincere thanks to him. Inspite of his busy schedule he always found time to guide me through the project. I am also grateful to him for reposing confidence in my abilities and giving me the freedom to work on my project. Without his invaluable help I would not have been able to do justice to the project. I would also like to thank Mrs. Vanaja Seshadri for her timely support and continuous motivation. The person I would like to acknowledge is Prof.Chandrashekhar Thakar, for his valuable and appropriate guidance and direction. I am very much thankful to him for sparing his precious time for me and helping me in doing this project. Last but not the least, I express my sincere thanks to the Principal Dr. K.D. Mehru for providing required facilities time to time. ³There are in the world a few inspired people whose acquaintance beyond price´. They are my parents, my father Mr. Bhimrao Lonare and mother Mrs. Shanta. B. Lonare and brother Harshad Lonare, words are indeed inadequate to express my feelings for them. ³The journey of a thousand miles begins with a single step, but the first step is necessary´.
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4

INDUSTRIAL RELATIONS 5

TABLE OF CONTENTS
SR. NO
1
2

PARTICULARS Introduction National Industrial Tribunal(Desai Award) SEPTEMBER 1962 2.1 Genesis of the dispute 2.2 Matters of the Dispute

PAGE NO
7 9

11 12 27

3

Revision of Scales of Pay & Allowances (Agreement dated 7th Feb, 1967)

4

National Industrial Tribunal(Aiyar Award) MARCH 1968 4.1 Genesis of the dispute 4.2 Matters of the Dispute

29

31 32 52 53

5 6

Problem in the year 1974 National Industrial Tribunal(Dighe Award) JUNE 1981 6.1 Matters of the Dispute

59 76

7

Memorandum of Settlement dated 1st June, 1990

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INDUSTRIAL RELATIONS
8

Memorandum of Settlement dated 23rd July, 1993

76

6
77

9

Nayak Committee Settlement Dated 1st November, 1994

10

77

11

Settlement Dated 12th October, 2000

77

12

Settlement Dated 31st May, 2004

78

13

Settlement Dated 24th October, 2005

79

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INDUSTRIAL RELATIONS INDUSTRIAL RELATIONS 7
Industrial relations is used to denote the collective relationships between management and the workers. Traditionally, the term industrial relations is used to cover such aspects of industrial life as trade unionism, collective bargaining, workers¶ participation in management, discipline and grievance handling, industrial disputes and interpretation of labor laws and rules and code of conduct. In the words of Lester, "Industrial relations involve attempts at arriving at solutions between the conflicting objectives and values; between the profit motive and social gain; between discipline and freedom, between authority and industrial democracy; between bargaining and co-operation; and between conflicting interests of the individual, the group and the community´.

History
Industrial relations has its roots in the industrial revolution which created the modern employment relationship by spawning free labor markets and large-scale industrial organizations with thousands of wage workers. As society wrestled with these massive economic and social changes, labor problems arose. Low wages, long working hours, monotonous and dangerous work, and abusive supervisory practices led to high employee turnover, violent strikes, and the threat of social instability. Intellectually, industrial relations was formed at the end of the 19th century as a middle ground between classical economics and Marxism, with Sidney Webb and Beatrice Webb¶s Industrial Democracy (1897) being the key intellectual work. Industrial relations thus rejected the classical econ. Institutionally, industrial relations was founded by John R. Commons when he created the first academic industrial relations program at the University of Wisconsin in 1920. Early financial support for the field came from John D. Rockefeller, Jr. who supported progressive labormanagement relations in the aftermath of the bloody strike at a Rockefeller-owned coal mine in Colorado. In Britain, another progressive industrialist, Montague Burton, endowed chairs in industrial relations at Leeds, Cardiff and Cambridge in 1930, and the discipline was formalized in the 1950s with the formation of the Oxford School by Allan Flanders and Hugh Clegg. Industrial relations was formed with a strong problem-solving orientation that rejected both the classical economists¶ laissez faire solutions to labor problems and the Marxist solution of class revolution. It is this approach that underlies the New Deal legislation in the United States, such as the National Labor Relations Act and the Fair Labor Standards Act.

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INDUSTRIAL RELATIONS 8

In fact, industrial relation encompasses all such factors that influence behavior of people at work. A few such important factors are below: Institution: It includes government, employers, trade unions, union federations or associations, government bodies, labor courts, tribunals and other organizations which have direct or indirect impact on the industrial relations systems. Characters: It aims to study the role of workers unions and employers¶ federations officials, shop stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges of labor court, tribunal etc. Methods: Methods focus on collective bargaining, workers¶ participation in the industrial relations schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery working of closed shops, union reorganization, organizations of protests through methods like revisions of existing rules, regulations, policies, procedures, hearing of labor courts, tribunals etc. Contents: It includes matter pertaining to employment conditions like pay, hours of works, leave with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc., laws relating to such activities, regulations governing labor welfare, social security, industrial relations, issues concerning with workers¶ participation in management, collective bargaining, etc.

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INDUSTRIAL RELATIONS 9

NATIONAL INDUSTRIAL TRIBUNAL
(BANK DISPUTES)

AWARD on the INDUSTRIAL DISPUTES
Between

RESERVE BANK OF INDIA
&

Their Workmen.
By Presiding Officer:

SHRI JUSTICE KANTILAL T. DESAI
(Chief Justice of the High Court of Gujarat) SEPTEMBER 1962.

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INDUSTRIAL RELATIONS 1 0

INTRODUCTORY
By an order bearing No. S.O. 704, dated New Delhi, the 21st March 1960,the Central Government being of the opinion that an industrial dispute existed between the Reserve Bank of India & its workmen in respect of the matters specified in Schedules I & II thereto which were either matters in dispute or matters connected with or relevant to the said dispute & that the dispute involved a question of national importance & being further of the opinion that the dispute should be adjudicated by a National Tribunal, in exercise of the powers conferred by sub-section(1A) of section 10 of the Industrial Disputes Act,1947, referred the said dispute to this National Tribunal for adjudication. Section I to the said order specifies 22 matters between the Reserve Bank & its workmen, being Class II & Class III staff. Schedule II to the said order specifies 23 matters between the Reserve Bank & its workmen being Class IV staff.

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INDUSTRIAL RELATIONS 1 1

GENESIS OF THE DISPUTE

 The Reserve bank of India came into being on 1st April 1935.  It was established under the Reserve Bank of India Act,1934.  In the preamble to the Act, it has been stated that it was expedient to constitute a Reserve Bank for India to regulate the issue of Bank notes & the keeping of reserves with a view to securing monetary stability in India & generally to operate the currency & credit system of the country to its advantage.  Due to Second World War.  In the year 1946, representations were made by the Association for revision of pay-scales & allowances of the reserve bank employees.  1948 & 1953.

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INDUSTRIAL RELATIONS 1 2

MATTERS OF DISPUTE
ALLOWANCES DEMANDED ACTUALLY GIVEN
The Local pay was increased for each & every person in all the three classes(II,III & IV)

LOCAL ALLOWANCE Association(class II & class III):
For places with population Up to 5 lacs : Above 5 lacs: Union(class IV): Rs. 10 & 15 per month as per the centre. 5% of the basic pay 10% of the basic pay

HOUSE RENT ALLOWANCE

Association: For places with population Up to 5 lacs : Above 5 lacs: Union: All employees should be supplied with rent-free quarters & till it is provided, Rs. 12 & 18 per month as per the centre s. 7.5% of the basic pay 15% of the basic pay

Association: Rs. 10,16 & 20 per month as per the centre.(10% of the pay).

Union: Rs. 9,12,15,16 & 20 based on the pay & also as per the centre s.

COMPENSATORY ALLOWANCE

Association: All employees should be paid 33.33% per month of their pay. Union:

The demands of the both are rejected.

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INDUSTRIAL RELATIONS
All employees should be paid 33.33% per month of their pay.

1 3
The demand is rejected.

DISCOMFORT ALLOWANCE

Association: Either the bank should provide proper conveyance to employees attending to the clearing house work or pay them enhanced discomfort allowance of Rs.50 per mensem. Union: The fuel allowance be paid to all employees in the months of Oct-Mar at the rate of Rs.15/m at places where the winter is especially severe.

FUEL ALLOWANCE

The demand is rejected.

CONVEYANCE ALLOWANCE

Union: Money based on the distance(miles) per month

The demand is rejected.

FAMILY ALLOWANCE

Association: The rate of family allowance should be raised from Rs.10 to Rs.15 per month per child with a maximum of Rs.45 per month. Union: The family allowance should be paid at the rate of Rs.20 per month per child with a maximum of Rs.60 per month.

The demands of the both are rejected.

TRAVELLING & HALTING ALLOWANCE

Association: A uniform rate of HA for class II staff & class III staff whether they are employed on the General Side or on the Cash Side. Union: Class IV staff should be paid second class fare while travelling on duty & the Union Representative first

The rates were fixed for all the classes.

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INDUSTRIAL RELATIONS
class fare.

1 4

DEARNESS ALLOWANCE

Association: The pay scales should be fixed at the all-India working class consumer price index 105 in the series 1949=100 & has claimed that the employee should be given an increase of 1% of the basic pay for every rise of one point over 105. Union:

The dearness allowance should be calculated & paid at the rate of 3% of the pay, i.e. i. Basic pay provided under this award, Special pay, if any, Officiating pay, if any,

ii. The dearness allowance should be linked up with the rise & fall in the cost of living. The pay scales on the basis of this index figure 105 & has claimed that any further rise above the figure 105 should be compensated by payment of dearness allowance at the rate of 1% of the basic pay for every rise of one point over 105. iii.

for every rise of 4 points above 100 in the quarterly average of the all India average working class consumer price index, base 1949=100 In the case of Class IV staff dearness allowance should be calculated & paid at the rate of 4%, of the pay.

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INDUSTRIAL RELATIONS 1 5

LEAVE FARE CONCESSION
The Reserve Bank is at present allowing leave fare concession once in three years for the employee & his family when the employee is on leave, other than casual leave & extraordinary leave, for a minimum period of one month. The concession is available for going to the place of domicile or up to 750miles(1208kilometres) & back to all employees.

ASSOCIATION:
Once in two years The min period of ordinary leave fixed for availing of this facility should be reduced from one month to 15 days. 750 miles to 1000 miles.

UNION:
Once in two years The min period of ordinary leave fixed for availing of this facility should be reduced from one month to 15 days. Up to 1500 miles.

All the demands of both the Union & Association were rejected.

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INDUSTRIAL RELATIONS 1 6

PENSION SCHEME,PROVIDENT FUND & GRATUITY
At present only two retirement benefits, viz., a contributory provident fund scheme & a gratuity scheme. In case of provident fund scheme, the subscriber becomes payable on the termination of his service or on his death or after five years of confirmed service.

ASSOCIATION:
Five years reduced to two years. Demanded the formulation of Pension Scheme as follows: All permanent full time & part time employees should be eligible for a pension. Normal pensionable age should be fixed at 60. Max Pension of Rs. 750 per month. Full Pension(for service of 25 years & over). Proportionate Pension(above 10 years but less than 25 years).

UNION:
Various demands each on Pension, Provident Fund & Gratuity.

No changes in the existing pay.

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INDUSTRIAL RELATIONS 1 7

MEDICAL AID AND EXPENSES

ASSOCIATION/UNION:
Medical Officers should be appointed on a full time basis & those appointed at all staff colonies should be a resident in the colonies.

No changes.

CONFIRMATION OF TEMPORARY EMPLOYEES ON COMPLETION OF SIX MONTHS, SERVICE

It is desirable that after a temporary employee has put in three years continuous service he should as far as possible be absorbed in the permanent service of the bank.

FIXATION OF PAY ON PROMOTION TO HIGHER GRADES
The pay-scale should be fixed on promotion provided the duration of officiation is for a period exceeding 15 days.

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INDUSTRIAL RELATIONS 1 8

EXTENT TO WHICH STAFF CANTEENS SHOULD BE SUBSIDISED AND THE TERMS AND CONDITIONS THEREOF
ASSOCIATION/UNION:They have demanded the following: Provide every office of the Bank with sufficient space, furniture, equipment, crockery, cutlery, etc., for the canteen facility in accordance with the number of employees & Grant subsidies to the managements of the canteens.

No changes.

ESTABLISHMENT OF GRAIN SHOPS

ASSOCIATION/UNION:
It has pleaded that the provision for supply of food grains, clothing materials etc. to the employees ´at subsidized standard ratesµ from the shops established by institutions in which they are employed.

The claim is rejected.

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INDUSTRIAL RELATIONS 1 9

HOURS OF WORKS AND OVERTIME

ASSOCIATION:
Overtime allowance should be paid to all the employees at the rate of double the pay & allowances, instead of one-a-half times obtaining at present, without any ceiling as regards the quantum of payment. No employee should be compelled to work overtime for more than two hours on any given day & 60 hrs in one calendar year.

UNION:
The working hours of employees should be for 6.5 hrs on other weekdays & for 3.5 hrs on Saturdays.

The claim is rejected.

PROCEDURE FOR THE TERMINATION OF EMPLOYMENT AND TAKING OTHER DISCIPLINARY ACTION, INCLUDING THE CLAIM OF THE RESERVE BANK EMPLOYEES ASSOCIATIONS/UNIONS TO DEFEND INDIVIDUAL EMPLOYEES IN DISCIPLINARY PROCEEDINGS

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INDUSTRIAL RELATIONS ASSOCIATION/UNION:
Clause 25(2) of the Reserve Bank of India(staff) Regulation, 1948 be completely deleted. Clause 25(2) of the Staff Regulations runs as under:The Bank may determine the service of any employee after the expiry of the period of probation on giving him(a) Three month·s notice or pay in lieu thereof, if he is in employee in Class I, and (b) One month·s notice or pay in lieu thereof if he is an employee in any other class. The power to determine the service of an employee shall be exercised by the Governor with the prior approval of the Central Board in the case of an officer & by the Manager with the prior approval of the Governor in the case of other employees

2 0

No employee should be dismissed, discharged or reduced in rank or removed from service or otherwise punished by way of warning etc., unless he had been given a reasonable opportunity of showing cause against the action proposed to be taken in regard to him.

A workman against whom disciplinary proceedings are instituted should be permitted to be defended by a representative of a registered union of the Reserve Bank employees(Sastry Tribunal, Mar 1953).

THE CLAIM OF THE RESERVE BANK EMPLOYEES· ASSOCIATIONS/UNIONS TO REPRESENT INDIVIDUAL GRIEVANCES OF WORKMEN

Not acceptable as per section 2(k) of the Industrial Disputes Act,1947.

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INDUSTRIAL RELATIONS

PAYMENT OF TAX ON PROFESSIONS BY THE BANK ON BEHALF OF ITS EMPLOYEES

2 1

The claim that has been made is rejected.

NEED FOR MAINTENANCE OF COMBINED SENIORITY LIST AT EACH CENTRE

It is desirable that wherever it is possible, without detriment to the interests of the Bank & without affecting efficiency, to group employees in a particular category serving in different departments at one centre together for the purpose of being considered for promotion, a common seniority list of such employees should be maintained. The same would result in opening up equal avenues of promotion for a large number of employees & there would be lesser sense of frustration & greater peace of mind among the employees.

RATES OF WORK IN THE VERIFICATIONS SECTIONS AND NOTE EXAMINATION SECTIONS, INCLUDING THE NOTE CANCELLATION SECTIONS

No directions given.

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INDUSTRIAL RELATIONS 2 2

CASH DEPOSITS, GUARANTEE BONDS AND OTHER SECURITIES TO BE FURNISHED BY THE STAFF

The ASSOCIATION has demanded to abolish the system of guarantee bonds & the cash deposits system.

All the claims are rejected.

GRANT OF SICK LEAVE EXTRAORDINARY LEAVE AND ACCIDENT LEAVE AND NOTICE REQUIRED FOR GRANT OF ORDINARY LEAVE

The UNION has demanded that an employee should be granted 30 days sick leave every year on full pay & allowances, that maximum sick leave should be up to 12 months with full pay & allowances, & that in extreme cases of prolonged illness further sick leave with half-pay & full allowances should be allowed till the employee completely recovers from his ailing condition. The UNION has demanded that the period of extraordinary leave may be extended to 24 months. The UNION has demanded that when an employee is involved in an accident while on duty, he should be granted accident leave with full pay & allowances till his complete recovery & the period of such absence should in no case be adjusted any other kind of leave & all the service benefits should remain unaffected during the period of accident leave.
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INDUSTRIAL RELATIONS
All the demands are rejected.

2 3

AGE OF RETIREMENT

At present it was 55 years.

UNION:
The UNION has submitted that the age of retirement for all class IV employees should be fixed at 60 years.

A class IV employee may be retained in service after he has attained the age of 58 years until he attains the age of 60 years, subject to his continuing physically fit & maintaining his efficiency.

CONVERSION OF PART -TIME POSTS INTO FULL TIME POSTS
UNION:
It has demanded that the system of employing labor on part-time basis & on daily wages should be completely by the Bank & that those who are working at present under the above system should be given facilities at par with other class IV employees.

The claim made was rejected.

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INDUSTRIAL RELATIONS 2 4

PROVISION FOR INSURANCE AGAINST RISK OF INJURY OR DEATH

UNION:
It has claimed to provide for insurance against risk of injury or death.

The claim has been rejected.

UNIFORMS AND LIVERIES

UNION:
It has demanded the following:(a) Four sets of cotton uniforms be supplied to the class IV staff at all the centre·s. (b) For the winter season, one set of woolen uniform may be supplied once in two years where at present such uniforms are being supplied. (c) Because of the special type of work which Night Durwans have to do, a woolen overcoat should be supplied every two years. (d) One pair of shoes & four pair of socks should be supplied every year to each employee as part of his liveries. (e) The umbrellas should be provided to all after every two years. (f) The arrangements for washing & cleaning the uniforms should be regular, efficient & prompt.

All the demands have been rejected.
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INDUSTRIAL RELATIONS 2 5

SUSPENSION AND ALLOWANCE DURING SUSPENSION
UNION:
It has demanded that there should be no suspension except where an employee is involved in an offence for which he is liable to conviction & sentence under the provisions of the criminal law. It has further pleaded that suspension allowance at the rate of 3/4ths of the total emoluments should be paid for the three months & that thereafter full salary & allowances should be paid. The Reserve Bank has pleaded in reply that the demand is unreasonable & unjustified & the Regulations 46 & 47 of the Reserve Bank of India(Staff) Regulations, 1948, which deal with the question of suspension & allowance during suspension should be followed.

Thus the demands have been rejected.

CATEGORIZATION OF WORKMEN TO WHOM THE AWARD OF THE TRIBUNAL SHOULD BE APPLICABLE

ASSOCIATION:
It has pleaded that each & every employee belonging to class II & class III in the Reserve Bank was a ´workmanµ as defined in the Industrial Disputes Act, 1947, & that the award will become applicable to all these employees.

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INDUSTRIAL RELATIONS
The award will apply only to employees who are ³workmen´ within the meaning of the Industrial Disputes Act, 1947, so long as they remain workmen. The provisions of this award will not apply to apprentices, casual workers, workers employed on daily wages & job workers.

2 6

DATE OF EFFECT OF THE NEW AWARD AND OPTION, IF ANY, TO BE GIVEN TO THE EXISTING EMPLOYEES TO RETAIN THEIR PRESENT TERMS AND CONDITIONS OF SERVICE

ASSOCIATION:
It has demanded that the DESAI award should be made effective on & from 1st November 1957.

UNION:
It has submitted that the award of the Tribunal should apply to all the categories of employees for whom demands have been put forward & should include temporary employees, permanent employees & part time employees. The UNION has stated that the agreement entered into between the Bank & the Union expired in the month on November 1957 & that the DESAI award should be given effect ´from the date after the expiry of the old agreementµ.

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INDUSTRIAL RELATIONS
All the demands are rejected. DESAI award will come into effect from 1st Jan, 1962.

2 7

ANY OTHER QUESTION CONNECTED WITH OR ARISING OUT OF THE EARLIER ITEMS

UNION:(a) Load of work & list of duties. (b) Sons of ex-Class IV employees. (c) Promotion Policy. (d) Efficiency Measures. (e) Leave Reserves and Weekly Offs.

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INDUSTRIAL RELATIONS 2 8

REVISION OF SCALES OF PAY & ALLOWANCES etc., of Class- IV staff.

Agreement dated 7th Feb,1967 between Bank & All- India Reserve Bank Worker·s Federation.

 Scales of pay:- The same.


Method of adjustment in Scales of Pay:- Only for those who
joined on or after 1st Jan, 1966.



Special Pay:- To Liftmen, Liftmen-cum-Escalator Attendants & Mazdoors
operating the Punching & Stitching machines.



Special allowance:- Cycle allowance.

 Family Allowance:- On completion of 5 years continuous service including temporary service(5% of ) Limit:- only up to 3 children.
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INDUSTRIAL RELATIONS 2 9

 Abolition of Area-Wise classification for Scales of Pay.  There will be no ´Efficiency-Barµ in the new Scales of Pay.  Lunch/Tea Allowance:- Only for Peon attached to Telegram Section, Bombay-Rs. 3.25 per day. Condition;- Only when he is required to continue a second shift.
 

Night Duty Allowance:- Rs. 2 per night. Special(Functional) Allowance:- To Peon-cum-Durwan OR
Farash-cum-Durwan- Rs. 45 per mensem.



Conveyance Allowance:- Allowances to Durwans on Watch & Ward
Duty.

 

Fuel Allowance:- 10% of pay with a minimum of Rs. 15 per month. Halting Allowance:Rs. 10 per diem who attends conciliation conference/negotiations with Bank. Rs. 8 per diem during the journey period.

 Leave Fare Concession.
 Uniforms(Summer/Winter) & Liveries, shoes & turbans/caps.  Age of retirement for Class- IV 60 years.

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INDUSTRIAL RELATIONS 3 0

NATIONAL INDUSTRIAL TRIBUNAL
(BANK DISPUTES)

AWARD on the INDUSTRIAL DISPUTES
Between

RESERVE BANK OF INDIA
&

Their Workmen.
By Honorable Arbitrator:

SHRI T. L. VENKATARAMA AIYAR
(Retired Supreme Court Judge) MARCH 1968.

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INDUSTRIAL RELATIONS 3 1

INTRODUCTORY
Disputes having arisen between the Reserve Bank of India, hereinafter referred to as the Bank, & its employees belonging to Class III & to certain categories in Class II as regards scales of pay, dearness allowance, terms of service, rules relating to disciplinary action & other similar questions, an agreement was entered into on the 24th Jan 1967 between the Bank & the All-India Reserve Bank Employees; Association. By notification S.O. No. 645 dated 15th Feb 1967, issued under Section 10A(3) of the Industrial Disputes Act,1947, the Central Govt. published the said agreement in the Gazette of India dated 25th Feb 1967. After the publication of the notification aforesaid, notice of the preliminary hearing was given to the: All-India Reserve Bank Worker s Organization(referred as Organization) All-India Reserve Bank Karamchari Federation(referred as Federation) Reserve Bank of India Field Staff Association which is said to be formed in June 1967, referred as Field Staff Association to make their representation.
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INDUSTRIAL RELATIONS 3 2

GENESIS OF THE DISPUTE

 The Reserve bank of India came into being on 1st April 1935.  It was established under the Reserve Bank of India Act,1934.  Due to Second World War.  By the middle of the of 1965 the period of operation of the Awards in the commercial banks reference as also in the Reserve bank s reference expired. During this period there had been a sharp rise in the working class cost of living index.  In 1964, an expert committee known as the Lakdavala Committee was appointed by the Maharashtra Govt. to report on the rise in the consumer price index numbers & it found that the real rise in the index was greater than that shown in the published reports.
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INDUSTRIAL RELATIONS  Another expert committee was appointed by the Govt. of Gujarat to go into the working class consumer price index numbers in Ahmedabad & it also came to a similar conclusion. 3 3

MATTERS OF DISPUTE

ALLOWANCES
HOUSE RENT ALLOWANCE
Association:

DEMANDED

ACTUALLY GIVEN
The House Rent Allowance in the Higher Rent Centre s (Ahmedabad, Bangalore, Bombay, Calcutta, Hyderabad, Kanpur, Madras & New Delhi) would be at 10% of pay with a min. of Rs.30 & a max. of Rs.55 per mensem. In the Other Centre s it will be paid at a flat rate of Rs.25 per mensem.

It should be raised from 10& to 15% with a min. of Rs.40/- per mensem. Federation: Should be increased to 15% with a min. of Rs.50/per mensem. Organization: Should be 25% of the pay with a min. of Rs.55/per mensem & without any limit on the max.

HILL ALLOWANCE

Association:

10% of the monthly pay has been Page | 33

INDUSTRIAL RELATIONS
It has demanded that the 9% should be raised to 10% of pay with a min. of Rs. 20per mensem. Federation: 10% of the salary with a min. of Rs. 25 per mensem. Organization: 20% of the pay with a min. of Rs. 45 per mensem. FUEL ALLOWANCE Organization: It has demanded that the Fuel Allowance should be 20% of pay with a min. of Rs. 45 per mensem. 9% of the monthly pay with a min. of Rs. 10 per mensem & a max. of Rs. 20 per mensem. granted.

3 4

FAMILY ALLOWANCE

Federation & Organization: The rate of family allowance should be raised from Rs.10 to Rs.15 per month per child with a maximum of Rs.45 per month. Association: The family allowance should be paid at the rate of Rs.20 per month per child with a maximum of Rs.60 per month. They want that the employee should be eligible for this allowance at the end of the first year of his/her service. They also want that no distinction should be made in regard b/w a male & female employee & that the latter should be entitled to the allowance without regard to the earnings of her husband elsewhere.

Family Allowance be paid to all the employees who have completed 5 years of service including temporary service at the rate of 5% of the basic pay & that pay for this purpose must mean, basic pay, special pay, officiating pay, & personal pay, if any. Distinction b/w male & female should be abolished.

TRAVELLING ALLOWANCE

Union: They demanded that the employee should be paid first class fare when he travels by steamer & if he

The demands are rejected but in case of longer routes taken a definite valid reason should be given on which the Bank will Page | 34

INDUSTRIAL RELATIONS
is obliged to travel in a lower class, he should be paid the first class fare & that likewise he should be reimbursed the fare actually paid by him when he is obliged to travel by a longer route owing to causes beyond his control. decide.

3 5

HALTING ALLOWANCE

Considerable increase was demanded by the Union.

All the demands were rejected.

OFFICIATING ALLOWANCE

Association: It demands that in fixing the stage in the higher scale, two increments & not merely one as present should be added to the pay which the employees is receiving in the lower scale. Federation: It has asked that the employee who is put on duty on a higher cadre post should be paid an O.A equal to 5% of his pay per month.

All the demands are rejected.

DEARNESS ALLOWANCE

Union: Full neutralization of the rise in the Consumer Price Index Numbers.

There should be neutralization of the rise in the Urban Non-Manual Consumer Price Index Numbers at 90% when the basic pay is Rs. 500 per mensem or less & when it is above that figure, for the basic pay up to & inclusive of Rs. 500 per mensem as above, & for the balance at 75%.

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INDUSTRIAL RELATIONS 3 6

LEAVE FARE CONCESSION
The Reserve Bank is at present allowing leave fare concession once in three years for the employee & his family when the employee is on leave, other than casual leave & extraordinary leave, for a minimum period of one month. The concession is available for going to the place of domicile or up to 750miles(1208kilometres) & back to all employees.

ASSOCIATION/FEDERATION:
They have demanded that the Leave Fare Concession should be available to a temporary employee who has put in one year·s service. First class fare should be allowed to employee in Classes III. 1000miles(1600kilometres).

ORGANIZATION:
1250miles(2000kilometres).

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INDUSTRIAL RELATIONS
The employee & his/her family should be permitted to travel separately to different places while availing themselves of this concession.

3 7

THE TEMPORARY EMPLOYEE WHO HAS PUT IN ONE YEAR¶S SERVICE IS ELIGIBLE & THE REST ALL DEMANDS ARE REJECTED.

PENSION SCHEME,PROVIDENT FUND & GRATUITY
At present only two retirement benefits, viz., a contributory provident fund scheme & a gratuity scheme. In case of provident fund scheme, the subscriber becomes payable on the termination of his service or on his death or after five years of confirmed service.

PENSION:
UNION:
Demand of a Pension scheme. The pay should include dearness allowance, that the contribution should be at 10% of the entire pay including dearness allowance.

PROVIDENT FUND:
Page | 37

INDUSTRIAL RELATIONS ORGANIZATION:
The limit of advance allowable on the Provident Fund should be raised. It is claimed that the employee should be entitled to take advances up to the limit of Rs.10,000/-.

3 8

GRATUITY:
ASSOCIATION:
The Gratuity should be paid on the entire basic pay, officiating pay, & dearness allowance, that it should be at the rate of one month for each completed year of service & it should be admissible to an employee on completion of five year·s of service including temporary service.

FEDERATION:
The employee should be entitled to Gratuity even when he is dismissed from service except in case of financial loss to the Bank.

ORGANIZATION:
The pay should include the average of a month·s dearness allowance for the year preceding the date of retirement, that the Gratuity should be payable up to a limit of 20months or Rs. 35,000/-, whichever is less & that it should be payable after three year·s of service including temporary service.

All the demands of the Union were rejected.

MEDICAL AID AND EXPENSES
ASSOCIATION:
The Doctor should be appointed for a period of 3 year·s in consultation with them.

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INDUSTRIAL RELATIONS FEDERATION:
The Dispensaries should be kept open even on Sundays , holidays & for specified hours.

3 9

UNION:
The facilities given to an employee at the Bank·s dispensaries & for out-door treatment should be extended to members of their family. The medical expenses incurred in maternity cases should be reimbursed both in the case of the lady employees & the wives of the employees.

All the demands of the Union were accepted & the rest were rejected.

AGE OF RETIREMENT

The age of retirement in the Banks should be 60.

The demand of the Union was rejected.

LEAVE RULES

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INDUSTRIAL RELATIONS 4 0

y CASUAL LEAVE
The employees in the Bank are entitled to 15 days· Casual leave in a calendar year provided that not more than 7 days can be taken continuously.

ASSOCIATION/FEDERATION:
The unavailed Casual leave should be added to the ordinary leave account of the employee. While the Association has asked for such addition up to the limit of 7 days, the Federation wants that the whole of it should be added. The Association has also demanded that even temporary workmen who have not completed 6 months of service should be given Casual leave.

ORGANIZATION:
The unavailed leave should be added to the sick leave of the employee.

All the demands of the Union were rejected.

y SPECIAL CASUAL LEAVE

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INDUSTRIAL RELATIONS
When the representatives of the unions attend the meetings connected with their organization matters, they are given, what is called, ´Special Casual Leaveµ. The representatives of the Association are given 15 days Special Casual Leave. This is in addition to the 15 days normal casual leave.

4 1

ASSOCIATION:
It wants that the Special Casual Leave must be increased from 15 to 30 days. It has also asked for 30 days of such leave to sportsmen & an additional 30 days of such leave to those participating in the State/National or International events.

FEDERATION/ ORGANIZATION:
They have demanded that their representatives also should be given the same Special Casual Leave concession.

The number of days of special casual leave is raised from 15 to 21 days. Only 30 days are granted in a calendar year for the sportsmen.

y ORDINARY LEAVE

The workmen-employees in Classes II & III are allowed Ordinary leave at 1/11th part
Page | 41

INDUSTRIAL RELATIONS
of their ¶duty· & ¶duty·, for this purpose, includes: 1. Service as a probationer. 2. The time requisite for joining duty, & 3. The period of casual leave duly authorized by a competent authority.

4 2

FEDERATION:
They have demanded that the employee should be allowed ordinary leave at 1/10th of the part of duty & that the temporary employees also should be given leave at the same rate. A weeks notice should be sufficient in order to obtain the Ordinary leave.

ASSOCIATION:
They have demanded that the period of notice should be reduced from 30 to15 days. When an employee goes on leave there should be an advance payment of salary to him by the Bank.

Only when the employee goes on leave, a leave salary upto a month in advance is paid & the rest be paid, at the end of each month as at present & rest All the demands are rejected.

y SICK LEAVE

Page | 42

INDUSTRIAL RELATIONS
An employee is granted Sick Leave for a period not exceeding 18 months & for any such further, as the Central Board might sanction. For the first 12 months of Sick Leave, the employee is paid half the average pay & thereafter quarter average pay.

4 3

ASSOCIATION:
They have demanded that 18 months limit be raised to 24 months on half pay with a right to commute the period to 12 months leave on full pay & that such communication be allowed, if the employee has put in 2 years of service including temporary service.

FEDERATION:
They have demanded that the Sick leave on full average pay be given for 18 months in the total period of service.

ORGANIZATION:
They have demanded that the employee should get a total Sick leave of 12 months on average pay & allowances, & a further Sick leave of 6 months on half average pay & allowances.

All the demands of the Union were rejected.

Page | 43

INDUSTRIAL RELATIONS 4 4 y SPECIAL LEAVE
An employee in the Bank may be granted what is called ´Special Leaveµ. This is intended to enable him to attend to his private affairs. This leave may be granted up to a max. of 12 months. For the first 6 months, the employee is paid half average pay & thereafter quarter average pay. This leave is not admissible to temporary employees, nor can it be availed of.

ASSOCIATION:
They have demanded that this leave should be allowed to be commuted to one for 6 months leave with full pay & that the employee should be eligible therefore provided he has put in 2 years of service including temporary service.

FEDERATION:
They have demanded that the limit of 12 months be raised to 18 months & that this leave may be allowed to be combined with Ordinary leave.

All the demands of the Union were rejected.

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INDUSTRIAL RELATIONS 4 5

y EXTRAORDINARY LEAVE
Extraordinary leave without pay & allowances is granted to an employee when no Ordinary leave is due to him & Sick or Special leave over & above what is admissible is not considered justified.. This leave is admissible up to 12 months during the entire service with a max. of 3 months on any one occasion. Temporary employees are also given extra ordinary leave up to a max. of 3 months.

ASSOCIATION:
They have demanded that the period of Extraordinary leave should count for increments & that this leave should not be imposed on the employee, if other forms of leave are due to him.

FEDERATION:
They have demanded that this leave should be granted to employees in cases of serious accident or sickness for a period extending up to 18 months during the entire period of service.

All the demands of the Union were rejected.

Page | 45

INDUSTRIAL RELATIONS 4 6

y MATERNITY LEAVE
At present Maternity leave is granted to a female employee of the Bank for a period not exceeding 3 months on any one occasion & 12 months during the entire period of service. This leave is also admissible to temporary female employees having a min. of one years continuous service.

ASSOCIATION:
They have demanded that the female employees may be allowed Maternity leave of 4 months on any one occasion & 12 months, in all.

All the demands of the association were rejected.

SUBSISTENCE ALLOWANCE DURING THE PERIOD OF SUSPENSION

It is provided therein that the employee may be placed under suspension pending the proceedings & that during the period of suspension he be paid a subsistence allowance equal to his substantive pay.

Page | 46

INDUSTRIAL RELATIONS 4 7

UNION:

The Union had demanded the following demands:

   

The subsistence allowance must be equal to substantive pay & dearness allowance. The subsistence allowance should include 50% of dearness allowance. The subsistence allowance should include 50% of the allowances admissible. The subsistence allowance should consist not merely of basic pay in full but also of the dearness & other allowances, either in whole, or in part.

It would be reasonable to award to the employee during the period of suspension, the substantive pay in full as now & in addition, 25%, of the substantive pay.

PROCEDURE FOR THE TERMINATION OF EMPLOYMENT & TAKING OTHER DISCIPLINARY ACTION.

Page | 47

INDUSTRIAL RELATIONS A. PROCEDURE FOR THE TERMINATION OF EMPLOYMENT: 4 8

UNION:
Clause 25(2) of the Reserve Bank of India(staff) Regulation, 1948 be completely deleted. Clause 25(2) of the Staff Regulations runs as under:-

The Bank may determine the service of any employee after the expiry of the period of probation on giving him-

(a) Three month·s notice or pay in lieu thereof, if he is in employee in Class I, and (b) One month·s notice or pay in lieu thereof if he is an employee in any other class. The power to determine the service of an employee shall be exercised by the Governor with the prior approval of the Central Board in the case of an officer & by the Manager with the prior approval of the Governor in the case of other employees. This power should be taken away. The contention of the Bank is that the words ´Procedure for the termination of employmentµ are controlled by the words ´ other disciplinary actionµ & that apart from such action, the question as to the validity or propriety of the power to terminate employment under Regulation 25(2)(b) is not covered by the reference.

B.

PROCEDURE FOR TAKING OTHER DISCIPLINARY ACTION: i. RULES OF PROCEDURE AT THE ENQUIRY: UNION:
They have demanded that the charges framed against the employee must be clear & specific.
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INDUSTRIAL RELATIONS
Any enquiry must be conducted in accordance with the rules of natural justice. Supreme court has said: An inquiry cannot be said to have been properly held unlesso The employee proceeded against has been informed clearly of the charges leveled against him o The witness are examined-ordinarily in the presence of the employee-in respect of the charges o The employee is given a fair opportunity to cross-examine witnesses o He is given a fair opportunity to examine witnesses including himself in his defense if he so wishes on any relevant matter o The enquiry officer records his findings with reasons for the same in his report.

4 9

ii.

A SECOND HEARING ON THE QUESTION OF PUNISHMENT:
Under the rule relating to the conduct of disciplinary proceedings as it now stands, it is sufficient to hold one enquiry both as regards the charges against the employee & the punishment to be imposed in case they are provided.

iii.

THE OFFICER WHO IS TO CONDUCT THE ENQUIRY:
Regulation 47 of the Reserve Bank of India(Staff) Regulations 1948, provides that the competent authority to hold the enquiry is the ¶Manager·, that he could delegate that work to any Class I Officer but that he must himself, in all cases, decide on the punishment to be imposed.

iv.

PROVISION FOR DEFENDING THE EMPLOYEE:
An employee must be defended by an representative of the trade union of the Bank·s employees,& such representative should be treated as if on duty while he is engaged in defending him. An employee should be able to find a proper representative to defend him in his own place & when he chooses to get one from another station, he must do so, at his own cost.
Page | 49

INDUSTRIAL RELATIONS 5 0

CONFIRMATION OF TEMPORARY WORKMEN

Under the rules, as they now stand, there is no limit of time within which a temporary employee of the Bank should be confirmed.

FEDERATION/ORGANIZATION:
6 months.

ASSOCIATION:
6 months-1 year.

It is desirable that after a temporary employee has put in three years continuous service he should as far as possible be absorbed in the permanent service of the bank.

HOURS OF WORK & OVERTIME

HOURS OF WORK:

Page | 50

INDUSTRIAL RELATIONS
The actual hours of week for whole time workmen employees in Classes II & III in the Bank, at present, are 6.5 hours on week days exclusive of lunch recess & 3.5 hours on Saturdays with no lunch recess, in all 36 hours per week.

5 1

FEDERATION:
They want that the hours of work should be reduced to 6 hours on week days.

ORGANIZATION:
They have demanded that the working hours should be raised to 7 on week days, that there should be no work on Saturdays & that even working days there should be a cushioning of half an hour, that is if the employee finishes his work half an hour earlier, he should be entitled to leave his office.

The bank has said that the hours of work on week days should be 6.5 hrs & that on Saturdays in tune with the commercial banks, the working hours should be 4 instead of 3.5

HOLIDAYS:
The dispute relating to the holidays is really one as regards the admissibility of the claim for overtime work on days declared as holidays. If it is a holiday for the Bank, an employee working on that day would be entitled to overtime allowance. But if he is not, he will not be.

UNION:

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INDUSTRIAL RELATIONS
They have demanded that the holidays declared under the Negotiable Instruments Act, 1881 should be given, which are given in all the commercial banks.

5 2

To declare at the very commencement of the year certain days as holidays. even the holidays declared as under the negotiable instruments act, 1988 in the course of the year, should be treated as holidays for the reserve bank.

STAGGERING OF DUTIES:
The hours of work for an employee in the Bank on week days are, as already stated, 6.5 hours. But there are certain types of work which can·t be performed continuously & must be attended to as & when they arise & persons who are put on such work can perform it only when the occasion for it arises. In such cases the concept of work for a continuous period of 6.5 hours a day, with lunch interval, becomes unworkable. All that the employees can insist in that the work as a whole should not exceed 6.5 hours a day. The Bank has got to regulate the periods when work of this nature has to be done & it is this that is called staggering.

The demands are rejected.

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INDUSTRIAL RELATIONS 5 3

COMPENSATION OF OVERTIME WORK:
At present, Class III employees are given overtime allowance at one & a half times the hourly ¶pay·. Every month is deemed to consist of 150 working hours & so the allowance payable on this account per hour is 1/150th of the monthly ¶pay·.

ASSOCIATION:
They want that the overtime allowance should be 150%, as at present up to the first six quarter hours of overtime work & that thereafter it should be at 200%. It also demands that overtime allowance for work on Sundays & holidays should be at 200%.

ORGANIZATION:
They have demanded the overtime allowance be uniformly at the rate of 170% on all days except Sundays & holidays for which allowance at 200%, is claimed.

FEDERATION:
They have asked for an allowance at the rate of 150% of the total emoluments for the first two quarter-hours of the overtime work & thereafter at 200% & for overtime work on Sundays & holidays 200% of the pay & allowances is claimed. The UNION wanted that there should be no cushioning period at all. (Cushioning period is 1hour)

The allowance for overtime work on Sundays & holidays, it should, in my opinion be at 200% of hourly emoluments & rest all the demands are rejected.
A question has been raised as to how the period of overtime is to be calculated when it falls short of an hour. At present overtime is reckoned in blocks of 15 minutes & work done for any period less than 15 minutes shall count for a quarter-hour.
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INDUSTRIAL RELATIONS 5 4

GRANT OF INCREMENTS OR SPECIAL PAY OR HONORARIA FOR GRADUATES OR FOR COMPLETING THE INSTITUTE OF BANKERS· EXAMINATION OR FOR NATIONAL/GOVERNMENT DIPLOMA IN COMMERCE OR FOR OPTIONAL SUBJECTS IN THE INSTITUTE OF BANKERS· EXAMINATION & HINDI EXAMINATIONS.

All the members of Class III staff who are already in the service of the Bank who are graduates, who have hitherto not received any increment be given a special pay of Rs. 10 per month & that a special pay of Rs. 10 per month be given to all members of class III staff who, at the time when they join the service of the bank, are graduates of who, at a subsequent stage, become graduates of any university irrespective of the class in which they pass the degree examination. no extra amount will become payable for double graduation.

Page | 54

INDUSTRIAL RELATIONS 5 5

Problem in the year 1974: A letter was sent from the General Secretary of Calcutta to the Governor of Mumbai. Provident fund & gratuity are not paid on Dearness Allowance, which is an important part of the wage. While payment of Gratuity Act, 1972 enjoins payment of gratuity on gross- wages inclusive of Dearness Allowance.

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INDUSTRIAL RELATIONS

NATIONAL INDUSTRIAL TRIBUNAL
(BANK DISPUTES)

5 6

AWARD on the INDUSTRIAL DISPUTES
Between

RESERVE BANK OF INDIA
&

Their Class-III Workmen.
By Presiding Officer:

C. T. DIGHE ESQR. B.A.(Hons.) LLM

JUNE 1981.

Page | 56

INDUSTRIAL RELATIONS 5 7

NOTIFICATION

S.O. 1963.- In pursuance of section 17 of the Industrial Disputes, Act 1947(14 of 1947), the Central Government hereby publishes the following interim award of the Central Government National Industrial Tribunal, Bombay, in the industrial dispute between the employers in relation to the management of Reserve Bank of India & their Class III workmen, which was received by the Central Government on the 24-6-81.

Mr. DIGHE HAD PASSED AN ORDER ALLOWING THE FOLLOWING APPLICANTS:
Page | 57

INDUSTRIAL RELATIONS 5 8

 All India Reserve Bank Karmachari Federation( hereinafter referred to as The Karmachari federation )

 All India Reserve Bank Employees Co-ordination Committee ( hereinafter referred to as The Co-ordination Committee )

 Reserve Bank Ex-Servicemen Employees Welfare Association ( hereinafter referred to as The Ex-Servicemen Association )

 All India Reserve Bank Cash Department Staff Union ( hereinafter referred to as The Cash Department Union )

 All India Reserve Bank Scheduled Caste/Tribe Employees Federation ( hereinafter referred to as The S.C/S.T Employees Federation )

Page | 58

INDUSTRIAL RELATIONS 5 9

PARTIES TO THE SETTLEMENT

The three agreements of settlement one of 28th September, 1979, the other of 21st November, 1979, & the third supplemental agreement of 12th March, 1980, are signed on the one hand by the Reserve Bank of India & on the other hand by All India Reserve Bank Employees Association. It is a settlement between the Union & the management. But the Tribunal can make an award in terms of the private settlement, binding on all the employees of the Reserve Bank if certain judicial tests are satisfied. For that purpose each item of the settlement may have to be looked into.

OPINION POLL
Page | 59

INDUSTRIAL RELATIONS 6 0

From the foregoing discussion it is clear that a settlement must be just & fair if an award is to be passed in terms of it. Acceptance of the settlement by the workers concerned is one of the criterions for finding whether the settlement is just & fair. It was claimed by the Association that they were representing an overwhelming majority of Class-III workers & as such the settlement arrived at by the Association must be taken as accepted by an overwhelming majority of persons & hence decidedly fair, reasonable & just. However the claim of the Association to represent the overwhelming majority was in the first place not accepted by the Organization, the Karmachari Federation & Others, who were allowed to address the Tribunal. Mr. Dighe found it convenient to go to the concerned workmen direct. He also decided that they should have the chance to express their opinion confidently. Consequently, he thought upon the idea of taking an opinion poll under which each worker, given a paper to say yes or no regarding the acceptance of the settlement would cast his vote in a sealed box & the Tribunal would be in a position to know from all over India as to how many workers were in fact in favor of the acceptance of settlement.

THE SCHEDULE FOR THE HOLDING OF THE POLL WAS AS FOLLOWS:
21st April 1980 23rd April 1980 25th April 1980 26th April 1980
Page | 60

INDUSTRIAL RELATIONS Nagpur New Delhi Kanpur Calcutta Gauhati Lucknow Bhubaneswar Bombay Jammu Patna Trivandrum Pune 6 1

Ahmadabad Jaipur Madras Hyderabad Indore Cochin Bangalore Bhopal

The poll at Gauhati was scheduled on 23rd April, 1980, but due to disturbances in that city it was held on 3rd May, 1980.

VOTES IN FAVOUR VOTES AGAINST VOTES INVALID -

10261 7049 35 ---------------17345 ----------------

MATTERS OF DISPUTE

Page | 61

INDUSTRIAL RELATIONS ALLOWANCES
HOUSE RENT ALLOWANCE

DEMANDED
Karmachari Federation: They have demanded that the House Rent Allowance should be 20& of the pay with a minimum of Rs. 100/-. They have also stated that there has been an unfair discrimination in the case of new employees getting quarters as the senior employees are occupying quarters having low rent & they are not prepared to vacate the same. It is said that the quarters which are allotted to them may have a min. rent which is more than the House Rent Allowance to which a new employee is entitled so that the rent to be paid is more than the allowance.

ACTUALLY GIVEN
House Rent Allowance of the higher rent centre s is 12.5% of pay with a min. of Rs. 60/- & with a max. of Rs. 150/- per month. For the lower rent centre s, the percentage is 7.5% of pay with a min. of Rs. 50/- & a max. of Rs. 90/- per month. Rest all the demands are rejected.

6 2

FAMILY ALLOWANCE

Organization: They have demanded that the rate of Family Allowance should be 7.5% uniform. Karmachari Federation/Cash Dept.: The Family Allowance is inadequate & that it should be at a flat rate of 7.7% & that those practicing family planning having no child or one child should be given 10% of pay, those having two children 8% of pay. They are also saying that the limit of 5 years should be done away with i.e. Family Allowance should be granted right from the date of entry in service.

The rate of payment is 5% till the pay reaches Rs. 940 & thereafter the rate of payment is 6.5%. There is a further provision that those who are drawing Family Allowance on per child basis will be allowed to draw Family Allowance on the basis indicated above but their present Family Allowance would be protected so that in case they happen to receive something less than what they were getting immediate before the implementation of the Settlement, the amount they were getting will be protected.

Karmachari Federation: Higher mazdoor charges of Rs. 2.50 per package for So far as Field Staff, Travelling Page | 62

INDUSTRIAL RELATIONS
TRAVELLING & HALTING ALLOWANCE
additional four packages. Federation: It has demanded an increase in terms of Rs. 25/- & Rs. 35/- per diem. Organization: They have demanded that the rates for Field Investigators, Inspectors & Building Overseers at project places should be raised to Rs. 300/- per month. Allowance is concerned, the revised rates under the settlement are Rs. 205/- for the Field Investigators & Rs. 225/per month to Field Inspectors, instead of the corresponding Rs. 120/- & Rs. 150/- in the bilateral settlement. As per Halting Allowance is concerned, the normal rate is raised to Rs. 20/- per diem, enhanced rate for places listed under category A to Rs. 25/per diem. Enhanced rate for category B is retained at Rs. 27/- per diem. The rate of dearness allowance is 1.5% up to 31st August, 1980 & 1.58% from 1st September 1980 onwards, for every slab of 4 points beyond 200 points of the All India average working class Consumer Price Index. (General Base being 1960=100) Class-IV staff is granted 100% neutralization & only 75% neutralization for Class-III staff.

6 3

Organization:

DEARNESS ALLOWANCE

The merger(D.A merging with the basic salary) has to be at 100% & the D.A therefore should have been 1.6%, to maintain the status quo. They also opposed to tapering, ceiling & freezing of D.A, because it means further erosion in wages. They contend that under the settlements there is only a meager rise in the emoluments. Co-ordination Committee: IT also argues that ceiling on D.A. results in lesser D.A. than the existing quantum of D.A. They are also opposed to tapering of D.A. Karmachari Federation: They have pointed out that 75% neutralization is not adequate. According to them, there should have been cent per cent neutralization.They further said that, as in the case of Class-IV Staff, neutralization for Class-III staff also should be at 100%. It is suggested that 50% of the D.A. should be merged in the basic salary when the index reaches 100 points.

Page | 63

INDUSTRIAL RELATIONS
OFFICIATING ALLOWANCE
Karmachari Federation/ Organization: They have demanded that in other departments excluding Cash dept. Officiating pay for even 1 day s officiation should be granted. Pay in the higher grade for 10 days officiation in the higher grade including intervening Sundays & holidays & authorized Casual Leave. In case of Cash dept. even if the officiation is less than 10 days the higher pay & allowances will be allowable to the employees for the days of officiation.

6 4

SHIFT ALLOWANCE

Federation/ Organization: They have demanded Rs. 200/- per month. According to them , transportation charges, change of food habits etc. are the factors to be taken into account. They have also demanded Rs. 200/- per month for the Telegram Section staff.

As per the supplementary agreement dated 21-11-1979 persons working in the evening shift in the Machine section will be paid an allowance of Rs. 75/- per month & also for them who are required to attend the shift at odd hours.

Page | 64

INDUSTRIAL RELATIONS 6 5

PROMOTION
ORGANIZATION:
They have complained that there is severe discontent amongst the employees & the suggestion to consult only the Association for making any changes is against the interest of the employees. They have argued that in some offices the employees with 6 months service is called for the test of staff officer grade ¶A·. In other offices this opportunity does not come across persons with 18 years standing.

KARMACHARI FEDERATION:
They have opposed the separated seniority for the employees recruited in the Cash Department prior to 1973. They submit that there should be one cadre of Coin/Note Examiners grade II, clerk grade II for all the purpose including seniority, confirmation & promotion, irrespective of whether they are graduates or not & without any loss of service for the purpose counting seniority. Promotions for Coin/Note Examiners grade II should be on the basis of common seniority & free mobility from non-clerical cadre to the clerical cadre irrespective of whether they are graduates or not & their total service Class III employees should be taken into account for seniority.

Page | 65

INDUSTRIAL RELATIONS 6 6

This settlement deals with the Cash department & other non-clerical categories. According to it: a) Assistants to Tellers at the public counters are to be upgraded from grade II to grade I of the Coin/Note Examiners. Their duties remain unchanged & on days when counters are closed they would perform other work in the Cash department. b) Assistants to Dy. Treasurers will also be similarly upgraded from grade II to grade I , their work remaining unchanged. c) There will be 28 new posts of tellers in lieu of Coin/Note Examiners grade I entrusted with station duty, postal duty etc. d) The tellers assisting the Treasurers will be upgraded to the post of Assistant Treasurers. e) Creating 28 additional regular long-term posts of Assistant Treasurers in addition to 14 posts already sanctioned on short term basis.

CONFIRMATION
KARMACHARI FEDERATION:
They have demanded that the staff should be confirmed on completion of 1 year·s service.

This settlement provides that the temporary employees will be confirmed in the Bank¶s service on completion of 2 years of service subject to the existing rules even if no permanent positions are available.
Page | 66

INDUSTRIAL RELATIONS
In short, therefore, by the settlement, there is an improvement that even if there are no permanent positions available, after 2 years by treating the posts as supernumerary, the incumbents would be confirmed.

6 7

AGE OF SUPERANNUATION
KARMACHARI FEDERATION/ORGANIZATION:

They have demanded that the retirement age should be 60 years.

The demand was rejected.

SUPERANNUATION BENEFITS SUCH AS PROVIDENT FUND, GRATUITY & PENSION

PROVIDENT FUND:
KARMACHARI FEDERATION:
They have stated that the present quantum of contribution should continue with interest at 1% above the Bank rate.

Page | 67

INDUSTRIAL RELATIONS 6 8 ORGANIZATION:
They accepting the principle of 10% contribution, said that the Dearness Allowance should also be included in it.

The minimum compulsory subscription is 5% & maximum is 10% of the pay & there is an obligation on the part of the Bank to contribute equal amount, that looks essentially equitable.

UNDER PARAGRAPH 9(d) OF THE SUPPLEMENTARY AGREEMENT DATED 12-31980, THESE PROVIDENT FUND BENEFITS ARE ALSO ALLOWED TO PART TIME EMPLOYEES.PART TIME EMPLOYEES ARE DIVIDED INTO 3 CATEGORIES:

1) THOSE WORKING FOR MORE THAN 13 HOURS A WEEK BUT LESS THAN
19 HOURS ½ OF THE SCALE OF PAY WITH ANNUAL INCREMENT.

2) THOSE WORKING FOR MORE THAN 19 HOURS BUT LESS THAN 29 HOURS
A WEEK 3/4 OF THE SCALE OF WAGES WITH PROPORTIONATE INCREASE.

3) THOSE WORKING FOR MORE THAN 29 HOURS A WEEK FULL WAGES.

GRATUITY:

At present, no gratuity is payable for the service of less than 10 years or if the employee is dismissed from service for misconduct.

Page | 68

INDUSTRIAL RELATIONS 6 9 ORGANIZATION:
They have said that the payment of Gratuity Act, 1972 should be extended for payment of gratuity under the Bank·s Rules also & enhanced gratuity payable to the employees should be increased to Rs. 40,000.

An employee who has put in 30 years of service should be entitled to 20 months¶ pay with a maximum of Rs. 30,000.

COMPASSIONATE GRATUITY:
Sub-rule 2 of Rule 5 of the Reserve Bank of India(Payment of Gratuity to Employees) Rules 1947, contemplates such gratuity when an employee dies in service & even when he retires or has been made to retire or his services are terminated by the Bank for reasons other than reduction of establishment or dismissal for misconduct. However, as regards compassionate gratuity, the objections is that the same should be not linked with the period of service rendered by the deceased employees as it restricts the scope & extent of its applicability. They also said that the maximum amount of compassionate gratuity should be increased to Rs. 10,000.

The payment would be 1 months¶ pay at the rate drawn by the deceased at the time of death for every completed year of service subject to a minimum of 2 months¶ pay & allowances & a maximum of Rs. 5,000.

PENSION:
Page | 69

INDUSTRIAL RELATIONS
Settlement provides only for the setting up of a Study Group by the Bank within one month from the date of settlement to examine the depth & feasibility of introducing a Pension Scheme. The Study Group should give its findings. In view of there being no finality, provision cannot be included in the award based on the settlement.

7 0

LEAVE TYPE QUANTUM
The Settlement says that the existing rules will continue subject to three improvements. The existing rules are found at page 31 of Chapter 6 of the Reserve Bank of India(Staff) Regulations, 1948. The improvements are :
y y Grant of special casual leave for the purpose of sports will be raised from 30 to 40 days in a year In case of employees dying in harness, leave salary admissible in respect of earned leave standing to his credit will be paid to his heirs/nominees. There is a further provision that calculations for this purpose are to be made on the last pay drawn & not on the average pay as was earlier provision. An employee will be eligible for special leave/commutation of sick leave on completion of 3 years of service including temporary service in substitution of the period of 5 years. By reason of the agreement dated 12-3-80 these leave facilities are extended to part time employees. They will be treated on par with the whole time temporary employees.

y

y

y

KARMACHARI FEDERATION:
They have demanded that the casual leave should be credited to the ordinary leave account, special casual leave should be granted for 45 days in a year to trade union office bearers members for attending seminars/Conference meeting in India or abroad sponsored by any of the trade unions.

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INDUSTRIAL RELATIONS
Sick leave should be increased to 24 months, unavailed leave of any type of deceased person should be encashable by the heirs/nominees of the deceased employee & special casual leave to sportsmen should be unlimited.

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All the demands of the karmachari federation are rejected.

LEAVE FARE CONCESSION
Under the Bipartite Settlement of the year 1970, an employee was allowed to travel in a lower or higher class, including travel by air, provided the actual amount of reimbursement did not exceed the actual fare payable to him if he had travelled a distance of 1208 kms. It was provided that under that Settlement, that dependent parents staying in the same city or suburb, although not staying with the employee in his house, would be entitled to the concession & that while allowing leave fare concession, there will be no limit to the number of fares in the family. There was a further improvement that if the employee opted to have the concession once in 3 years, then he would be eligible to travel by first class & the concession would be granted on that basis. Similarly, it was clarified that even if the wife of an employee was employed elsewhere & was eligible for a similar concession from her employer, she would not be deprived of the concession available to her as the wife of the employee, provided however, that she gave a declaration that she was not availing of the concession given by her own employer. These are extended to part time employees.

ORGANIZATION:
They have demanded that the distance limit to be raised to 2000 kms. by first class once in 2 years with conversion facilities respecting any class or transport. They also want that taxi & bus fares should be reimbursed against easily available documents. They also demand the tour expenses should be reimbursed.
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INDUSTRIAL RELATIONS
They also want that blood relations should be eligible for leave fare concession. They do not want any limit to the number of fares payable to the family. Leave fare concession should be income-tax free & unutilized sets should be allowed to be carried over indefinitely. The min. period of leave to be taken for availing of leave fare concession should be reduced to 1 week.

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KARMACHARI FEDERATION/CASH DEPT. STAFF UNION:
They have demanded that the leave fare concession rules should be liberalized to enable the employee & his family to enjoy the facility according to their convenience. They also argue for first class fare once in 2 years to the extent of 4000 kms., taxi fare from residence to railway station, fixed amount of Rs. 50 for luggage charges & extension of convertibility scheme for journeys to visit place of domicile.

Only the eligibility distance has been raised from 1208 kms. to 1500 kms. each way & rest all the demands are rejected.

MEDICAL FACILITIES
Under the proposed Settlement of 1979, elaborate improvements have been made, to state briefly they are: The quantum of annual limits under the existing private treatment scheme was raised from Rs. 50 to Rs. 100 & from Rs. 100 to Rs. 250. These changes are elucidated by the subsequent agreement dated 12-3-80 with retrospective effect from 1st September 1978. Dispensary facilities are also extended to dependent parents, & with retrospective effect from 1st September 1978. Then there is liberal provision for maternity expenses & also a provision for grant of Rs. 75 for caesarean operation with effect from 1st September 1978.
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INDUSTRIAL RELATIONS
It is specifically provided that the cost of vitamins prescribed for curative purposes will be reimbursed. One more improvement is that if the treatment is taken outside the headquarters, either by the employee or by the members of his family, he is entitled to get the same benefit as available under the private treatment scheme at the place where he is staying. Correspondingly for indoor treatment outside the headquarters, hospitalization facilities, as shown therein, have been extended, so much so that such facilities could be allowed even when the employee & his family are on tour or on leave.

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ORGANIZATION/ KARMACHARI FEDERATION:
In their objections in this respect, are generally speaking of the desire to have uniformity between the medical facilities extended to the officers & to the Class III employees. They want to wipe off the difference between the officers & the Class III staff, at least so far as medical facilities are concerned. The other demands put forward by the Organization in this respect are that ´familyµ should have the extended meaning to include brothers, sisters, children irrespective of their places of residence outside the headquarters, & unrestricted reimbursement for treatment of longstanding ailment & or chronic ailment, which are unethically & often unscientifically disqualified under the facility. Normal labor charges are asked to be given at the rate of Rs. 500/- per labor & Rs. 1000/where there is caesarean operation. It also demanded that hospitalization expenses should be reimbursed in full on the strength of the prescriptions of the hospital authorities, without subjecting the claims to curtailments or restrictions.

These have been extended to part time employees & they will get medical aid to this extent of Rs. 250 per annum with no dispensary facilities in respect of their family . all the demands are rejected.

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INDUSTRIAL RELATIONS

HOUSING LOAN, FESTIVAL ADVANCE & MARRIAGE ADVANCE
In the agreement of 21st November, 1979 it is decided that the existing basis for grant of housing loans on the basis of 60 times of pay will continue. Regarding the minimum, the negotiating parties have not arrived at a definite understanding or commitment but have left it to the review to be carried out by the Bank in consultation with the Association. Now this type of settlement cannot be embodied in the Award for 2 reasons. Firstly, there is no definite understanding, & secondly as stated in respect of other items, talks only with the Association cannot be counted by the Tribunal when other employees & their Unions have been given an audience.

7 4

ORGANIZATION:
They have demanded that the maximum Housing Loan should be 80 times of the total emoluments, the outstanding loan should be ensured under insurance scheme & the premium should be borne by the Bank.

The demand is rejected.

As regards Festival Advance, it is said that the quantum of festival advance will be increased to a lump sum of Rs. 600 recoverable in 10 equal monthly installments. As been stated by the Scheduled Caste/ Scheduled Tribe Employees· Federation, recognizing some more days for grant of festival advance has not been considered.

According to the Settlement, Provident Fund Regulations, already provide for grant of advance or withdrawal for marriage purposes. No convincing case was made for making any change in the existing rules where under marriage advance is received.

PART-TIME EMPLOYEES
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INDUSTRIAL RELATIONS
PART TIME EMPLOYEES ARE DIVIDED INTO 3 CATEGORIES:

1) THOSE WORKING FOR MORE THAN 13 HOURS A WEEK BUT LESS THAN
19 HOURS ½ OF THE SCALE OF PAY WITH ANNUAL INCREMENT.

7 5

2) THOSE WORKING FOR MORE THAN 19 HOURS BUT LESS THAN 29 HOURS
A WEEK 3/4 OF THE SCALE OF WAGES WITH PROPORTIONATE INCREASE.

3) THOSE WORKING FOR MORE THAN 29 HOURS A WEEK FULL WAGES.

It is further stated that the part-time employees will also have the following facilities:
 MEDICAL AID  LEAVE FARE CONCESSION  LEAVE FACILITIES  PROVIDENT FUND BENEFITS.

TABULATIONS & STATEMENTS FILED BY DIFFERENT PARTIES
SECTION 1 REGARDING SALARY & OYHER EMOLUMENTS
All the parties given audience have in support of the various arguments filed different statements illustrating their points. Most of them relate to the scales of pay, Dearness Allowance & other allowances & are drawn with a view to point out whether the present Settlement is beneficial or not. Consideration of these statements, at this stage would give us a compact view of how the Settlement stands in relation to the existing conditions of services & in relation to others such as employees in the µAµ plus Commercial Banks & sometimes also employees belonging to other Classes. In these statements, comparison has

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INDUSTRIAL RELATIONS
been made sometimes with Class IV staff as well as officers of Reserve Bank & sometimes with the Class III & Class IV employees of Commercial Banks.

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EXHIBIT NO. 1 of the Reserve Bank shows different categories of Class III employees & the groups in the Bank before & after the settlement. In other words, it illustrates how the 9 groups which previously existed have now been turned into 4 groups.

EXHIBIT NO. 2 of the Reserve Bank shows the basic pay of Class III employees in the Reserve Bank, Commercial Banks & Govt. of India. The chart shows, that the basic salary has been raised from Rs. 210 to Rs. 400 at the first stage & from Rs. 590 to Rs. 1120 at the last stage. This brings out the contrast with the Commercial Banks where the respective increases are Rs. 325 & Rs. 1040. In the Central Govt. services a lower division clerk gets Rs. 260 minimum & 400 at the maximum in a span of 20 years; at the Upper Division clerical level, it is Rs. 330 at the minimum & Rs. 560 at the maximum with a span of 23 years. EXHIBIT NO. 3 of the Reserve Bank concerned with the Dearness Allowances shows a comparison between Reserve Bank & Commercial Banks in respect of Dearness Allowance. The present settlement, it may be noted merged Dearness Allowance at 200 points & thereafter it is paid at the rate of 1.5% per slab up to 31st August, 1980 & from 1st September, 1980 at the rate of 1.58% per slab, though in the Commercial Banks upon similar absorption, the Dearness Allowance paid was 1.5% & afterwards 1.58% per slab. This would show that the clerical world has accepted 1.58% not an improper improvement.

EXHIBIT NO. 4 of the Reserve Bank deals with the Provident Fund contribution. In the Reserve Bank under the Reserve Bank of India Employees Provident Fund Regulations· the employees are contributing 10% of the basic salary with the obligation on the Bank to contribute equally. It is worth noting that in the Commercial Banks, this maximum limit of compulsory contribution by the Bank is restricted to 8.33%.

EXHIBIT NO. 5 of the Reserve Bank is a statement showing the comparative position of the House Rent Allowance payable to the employees in the Reserve Bank & the Commercial Banks as well as the Govt. of India. In the Commercial Banks, House Rent Allowance is payable at 7.5% at centre·s like, Bombay, Calcutta, New Delhi & Madras where City Compensatory Allowance is also payable. House Rent Allowance of the higher rent centre·s is
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INDUSTRIAL RELATIONS
12.5% of pay & at lower centre·s it is 7.5% at Reserve Bank. IN case of Govt. servants, it is very low as compared to the Reserve Bank & Commercial Banks.

7 7

EXHIBIT NO. 6 filed by the Reserve Bank relates to Family Allowance which is peculiar to the Reserve Bank. Under the revised settlement, no option to claim Family Allowance on per child basis is available as under the old system, but those who are drawing Family Allowance on a per child basis are given the option of retaining it subject to a maximum of Rs. 75. EXHIBIT NO. 7 filed by the Reserve Bank relates to Travelling Allowance & Halting Allowance payable to the Reserve Bank employees & Commercial Banks & Govt. of India. The amount of Travelling Allowance paid to Government employees is more or less comparable to the employees of the Reserve Bank & Commercial Banks. Similarly, it will have to be noted that the enhanced rate paid for places in Arunachal Pradesh, beyond Inner line to the employees in Reserve Bank is not available even to the Commercial Banks employees.

SECTION 2 REGARDING OTHER BENEFITS

EXHIBIT NO. 8 of the Reserve Bank deals with Leave Fare Concession. The eligible distance has been enhanced to 1500 Kms each way. The employees· dependents are also allowed to avail of Leave Fare Concession. The minimum period of leave to avail such concession has been reduced from 15 days to 10 days. In case of Commercial Banks, the limit is 1000 Kms. each way. It is available once in two years & the employee & the dependents are not allowed to travel to separate destinations. The minimum period of leave to avail such concession is 15 days. This will illustrate how the conditions in Reserve Bank are much more beneficial.

EXHIBIT NO. 9 given by the Reserve Bank is a statement showing the medical facilities available to the employees in Reserve Bank, Commercial Banks & the Govt. of India. To speak in short, the medical facilities in the Reserve Bank under the revised settlement have been liberalized. The quantum of amount for private treatment has been raised, the amount

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INDUSTRIAL RELATIONS
of reimbursement for maternity expenses has also been raised. The facilities are more favorable in comparison with other Banks & Govt. offices.

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SECTION 3 REGARDING SCHEDULE CASTES/ SCHEDULE TRIBES & EX-SERVICEMEN

EXHIBITS NO. 16 & 17 are filed by the Reserve Bank of India to show the concessions granted to the S.C/S.T candidates. Relaxation is made in the qualifying age limit & concession is also given to the Ex-servicemen for the period of service rendered by them in combatant force. Concession is also given by way of lesser speed in typing for being taken up as a Typist.

SECTION 4 REGARDING CASH DEPARTMENT

The Cash Department has filed its exhibits with a view to showing the bleak promotional chances of the employees in the Cash Department. The exhibits 1,2,3 in general are calculated to show that the normal time taken by the Cash Department employees to get promotion as Officers is 29 years while on the general side employees get that promotion in 10 years. Exhibit 21 filed by the Reserve Bank of India is in relation to the range of service of junior most clerical employees in the Bank, Bombay office admitted to the test of promotion & test of Staff Officer Grade ¶A· from 1972 onwards. The chart shows that nearly 10 years time was required for such promotion & that it is now showing a tendency of reduction by one or two years. Exhibit 24 is the circular dated 8th October, 1973 regarding the scheme of promotion from Class IV to Class III. A Class Iv employee can participate in the written test even when
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INDUSTRIAL RELATIONS
he is merely a matriculate, & even without English being one of the subjects for his matriculation. Incidentally, exhibit 26 filed by the Bank would show that although Class Iv employees have an opportunity to go to Class III, all over India, very few such employees are in fact taken up in Class III. This shows that either they did not try or they were unsuccessful.

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There was a Memorandum of Settlement dated 1st June, 1990 between:

1. Management of RBI, Kanpur & its sub-office situated at Lucknow & 2. Reserve Bank D class employees Union, Kanpur & Reserve Bank Workers Union, Lucknow.

PROBLEM: Have discussed on the topic of separation of seniority of class-IV employees attached to the Bank s Kanpur & Lucknow Sub-office.

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INDUSTRIAL RELATIONS 8 0

There was a Memorandum of Settlement dated 23 July, 1993: In this Settlement there was a Recruitment Procedure: Removing of Ticcas (persons on daily wages purely on temporary & ad-hoc basis in Class-IV)

rd

Recruitment was done in the following three departments: a)Maintenance Staff: Sweepers, Farashes including Van cleaners. b)Service Staff: Peons, Mazdoors, etc. c)Other Staff: Durwans, Assistant Cooks.

NAYAK COMMITTEE
Named after Shri. P. R. Nayak(the then Deputy Governor) This committee was formed to go into various issues arising in the area of Currency Management. PROBLEMS:  Enormous rise in the volume of note circulations & problems arising there from.  The existing systems & procedures were found to be inadequate to cope with the increased volume.

SETTLEMENT DATED 1ST NOVEMBER, 1994
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INDUSTRIAL RELATIONS -Grant of advance increment/fixed personal allowance on effecting improvement in productivity in the Bank. 8 1

SETTLEMENT DATED 12th OCTOBER, 2000 -Three settlements reached between the Bank & All-India Reserve Bank Workers Federation on: y Revision of the scales of pay & allowances, etc. of the Class-IV employees. y Systems & Procedures etc. aimed at enhanced productivity in the Bank. y Improvement of promotional avenues for Class-IV staff of the Bank. NEW: Conveyance allowance to Blind & Physically Handicapped Employees.

SETTLEMENT DATED 31st MAY, 2004 This settlement has come into existence due to the introduction of the VRS scheme. Two settlements entered into between the Bank & All India Reserve Bank Employees Association(AIRBEA) & All India Reserve Bank Workers Federation(AIRBWF) on the following issues: y Changes in Systems & Procedures i.e. technology upgradation. y Rationalization of Staff requirements of departments/sections. y Outsourcing of IT & related activities & services & other issues. NEW: Special Compensatory Allowance(SCA) given to all the grade officers.

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INDUSTRIAL RELATIONS This SCA was given to all employees in full-time regular service of the Bank as on 31st May, 2004 at the rates indicated below, effective from 1st Oct, 2001: Class Class III Pay Range Upto 8400 Above 8400 Class IV Upto 4250 4251-5000 5001-6650 6651-6900 Above 6900 Amount of SCA Rs. 400/-p.m. Rs. 500/-p.m. Rs. 200/-p.m. Rs. 250/-p.m. Rs. 250/-p.m. Rs. 250/-p.m. Rs. 250/-p.m. 8 2

SETTLEMENT DATED 24th OCTOBER, 2005

Various settlements reached between the Bank & AIRBWF on: y Revision of scales of pay & allowances & other service conditions of workmen employees in Class-IV & y Reduction/Merger of categories

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INDUSTRIAL RELATIONS y Introduction of New-Designations y Time-Bound Promotion Scheme 8 3

y Revised Scheme of Switchover & y Recruitment.(Interview-Screening of service record by Committee of Officers not less than three).

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