11th Bi-partite settlement Leave Rules
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 combining with any other kind of leave except casual leave.
(b) In case of miscarriage/MTP/abortion, maternity leave may be granted as a rule upto 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 upto 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 upto 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 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 grant of leave for adoption of a child.
(iv) The leave shall also be available to biological mother in cases where the child is born through surrogacy.
(v) The leave shall be availed within 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 hospitalisation on account of the following gynecological ailments/treatments upto 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 Hemorrhage (PPH)
vi. Acute Pelvic Inflammatory Disease (Acute PID)
vii. Dysfunction Uterine Bleeding; Dysfunction (DUB)
With effect from the 1st June 2015, male employees with upto 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 upto 15 days before or upto 6 months from the date of delivery of the child.
Note: Paternity Leave as above shall be allowed to employees with upto 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 medical certificate.
Special Casual Leave
a) With effect from the 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 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|
|2||5% to 10%||5 days|
|3||>10% to 15%||10 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 minimum 2nd slab of 5 days will be payable.|