11th Bi-partite settlement Leave Rules
Content
4.
Sick Leave
Privilege Leave other than for the
purpose of availing the Leave Fare Concession should be applied not less than
10 days before the proposed date of commencement of such leave.
Privilege Leave taken on sick grounds
when there is no credit in the sick leave account of the employee, will not be
counted as an occasion of availing Privilege leave.
Privilege Leave accruing to an
employee shall be allowed to be accumulated beyond 240 days up to a maximum of
270 days. However, encashment of privilege leave shall be restricted up to a
maximum of 240 days.
Clause 30 of Bipartite Settlement
dated 27th April 2010 shall be substituted by the following:
(a) Maternity leave, which shall be
on substantive pay, shall be granted to a female employee generally for a
period not exceeding 6 months on any one occasion and 12 months during the
entire period of her service.
Note: (i) in case of delivery of twins, the period of
Maternity Leave shall be 8 months.
(ii) Maternity Leave may be availed
combined with any other kind of leave except casual leave.
(b) In case of
miscarriage/MTP/abortion, maternity leave may be granted as a rule up to 6
weeks on the basis of medical certificate/advice of a competent medical
practitioner, i.e. a qualified gynecologist. In special/exceptional cases
involving medical complications, associated with miscarriage/MTP/abortion,
maternity leave may be granted beyond 6 weeks if advised by a competent medical
practitioner (qualified gynecologist) but up to 6 months only on any one
occasion, within the overall limit of 12 months during the entire period of
service.
(c) Within the overall period of 12
months, leave may also be granted in case of hysterectomy up to a maximum of 60
days.
Note: In the case of employees who have availed and
exhausted Maternity Leave of 12 months, leave of 15 days shall be sanctioned
over and above the same, subject to production of Medical Certificate.
(d) 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, for a maximum period of nine months, subject to the
following terms and conditions:-
(i) Leave will be granted for the 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.
(iii) The permanent part-time
employees are also eligible for a grant of leave for the adoption of a child.
(iv) The leave shall also be
available to the biological mother in cases where the child is born through
surrogacy.
(v) The leave shall be availed within an overall entitlement of 12 months during the entire period of service.
(e) Within the overall period of 12 months, leave may also be granted in
case of hospitalization on account of the following gynecological
ailments/treatments up to a maximum of 30 days.
i. AUB (Abnormal uterine bleeding)
ii. Ovarian Tumor
iii. Tubectomy/Tubectomy reversal
iv. Post-Partum Depression (PPD)
v. Post-Partum Haemorrhage (PPH)
vi. Acute Pelvic Inflammatory Disease (Acute PID)
vii. Dysfunction Uterine Bleeding; Dysfunction (DUB)
With effect from the 1st June 2015, male employees with up to two
surviving children shall be eligible for 15 days Paternity Leave during his
wife’s confinement. This leave may be combined with any other kind of leave
except Casual Leave. The leave may be availed up to 15 days before or up to 6
months from the date of delivery of the child.
Note: Paternity
Leave as above shall be allowed to employees with up to two surviving children
for legally adopting a child who is below one year of age.
a) In partial
modification of Clause IX of Bipartite Settlement dated 17th September, 1984
and Clause 6 of Bipartite Settlement dated 28th November 1997, an employee
upon completion of 30 years of service, shall be eligible for further
additional sick leave of 3 months at the rate of one month for each year of
service in excess of 30 years, subject to a maximum of 720 days in entire
service.
b) In partial modification of Clause
IX (4) of Bipartite Settlement dated 17th September 1984, women employees can avail
sick leave for the sickness of their children of 8 years and below subject to
production of a medical certificate.
a) With effect
from 1/11/2020, Special Casual Leave may be granted to an employee on
occasions when the branch where the employee is working or the place where the
employee is residing is affected by the curfew, riots, prohibitory orders, natural
calamities, floods, etc.
b) With effect
from 01/11/2020, 4 days Special Casual leave shall be granted to all
physically/orthopedically handicapped employees each year.
In partial modification of Clause 13.34 of Settlement dated 19th October
1966, (in case of State Bank of India, Clause 7.34 of Agreement dated 31st
March 1967) and Clause 36 of Settlement dated 25th May, 2015, in exceptional
circumstances, Extraordinary Leave may be sanctioned (without wages) not
exceeding 3 months on any one occasion (up to 4 months in extreme medical
circumstances) and upto a maximum of 24 months during the entire period of an
employees’ service.
Note:- The employees will not be losing any
seniority on account of availing extraordinary leave on Medical grounds.
Annual encashment of Privilege Leave:
It has been agreed that from the
calendar year 2020, Privilege Leave encashment shall be permitted at the rate
of 5 days for each calendar year at the time of any festival of the employee’s
choice. Employees who have completed 55 years of age and above shall be
entitled to encash at the rate 7 days for each calendar year, in addition to
existing provisions.
Performance Linked Incentive Scheme:
The wages settled during wage
revision at industry level are paid by all Banks uniformly, irrespective of the
size of the Banks and their financial strength. In today’s challenging
environment, where there is stiff competition among Banks, a genuine need is
felt to allow Banks to pay their employees something extra by way of
encouragement as per the profitability and financial soundness of the
respective Banks. In order to inculcate a sense of competition and also to
reward the performance, the concept of Productivity Linked Pay was discussed
and after discussions between the parties, it is agreed to introduce
Performance Linked Incentive Scheme in Public Sector Banks which will be based
on Operating Profit/Net Profit of the individual bank (optional for private and
foreign banks). The PLI shall be payable to all employees annually over and
above the normal salary payable. The PLI matrix shall decide the amount payable
to the employees (number of days of pay = Basic + DA) depending on the annual
performance of the Bank. All the employees shall get the minimum number of days
of pay as incentive depending on where in the matrix the Bank’s performance
fits in, broadly as per Matrix as under:-
|
Sr.No. |
YoY Growth in
Operating Profit |
No.of days for
which salary (Basic + DA) Shall be paid |
|
1 |
<5% |
Nil |
|
2 |
5% to 10% |
5 days |
|
3 |
>10% to 15% |
10 days* |
|
4 |
>15% |
15 days* |
|
*3rd and 4th Slabs are payable only if the Bank
has Net Profit. If a Bank has growth in Operating Profit of 5% & more,
but there is no Net Profit, then a minimum 2nd slab of 5 days will be payable. |
||
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