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Organisation Structure of the Bank :

The Bank is headed by Chairman & Managing Director, duly supported by two Executive Directors. The
highest authority of the Bank is the Board of Directors, having 14 Directors (including CMD & EDs).
The Bank has adopted three-tier structure, i.e. Head Office, Zonal Offices and Branches. 9 (nine) Field
General Managers have been posted at different strategic locations all over the country to drive the business
growth of the Bank as extended arm of Head Office. At present, the Bank is having 46 Zonal Offices
throughout the country. Under these Zonal Offices, there are 2525 branches as on 30.04.2012. The Bank also
has 3 sponsored Regional Rural Banks, 6 training establishments, 19 Service Branches spread over the

Branch Categorisation Norms :

Instruction Circular No. 10404/PA/2008-09/ 61 Date: 07.03.2009
The general banking branches of the Bank have been categorized as on 01.04.2009 on the basis of
following criteria (under relook) :
Category of Branch
Business Range
Upto Rs. 5 crore
Above Rs. 5 crore and upto Rs. 25 crore
Above Rs. 25 crore and upto Rs. 75 crore
Very Large
Above Rs. 75 Crores and upto Rs. 225 Crores (Provided the
branch has an average advance of Rs. 15 crores, i.e., 20 % of
minimum average business mix and above. However, if
advance is less than Rs. 15 crores, the branch should have an
average business mix of Rs. 100 crores for last two years,
otherwise the branch will fall in the previous lower
Above Rs. 225 Crores and upto Rs. 3750 crores (Provided
Large Branch (ELB)
the branch has an average advance of Rs. 45 crores, i.e., 20
% of minimum average business mix and above. However, if
advance is less than Rs. 45 crores, the branch should have an
average business mix of Rs. 250 crores for last two years;
otherwise the branch will fall in the previous lower
Above Rs. 3750 Crore
Large Branch
Apart from the above norms, the following exceptions / criteria have also been approved by the Board for
deciding upon the incumbency level of the branches with a view to giving thrust on accelerated growth in
core business areas.
(i) The Main Branch in the State Capital where there is no Zonal Office shall be headed by minimum
Scale-IV incumbent.
(ii) All Metropolitan and District Headquarter Main branches shall be headed by minimum Scale-III
For calculating the average business (deposits + advances), the fortnightly business figures during each of
the last two financial years will be taken in consideration.

Specialised Branches:
The Bank depending on the specialised nature of business of the branches, have identified 73 branches as
Specialized Branches as on 01.04.2008 and the incumbency levels in such Specialised Branches will be as
Specialised Branch

Business Norms/ Criteria

Above Rs. 3750 crores

Above Rs. 225 crores and upto Rs. 3750 crores
Upto Rs. 225 crores
Above Rs. 225 crores
International Branches Above Rs. 75 crores and upto Rs. 225 crores
Upto Rs. 75 crores
If credit (SSI financing) is more than Rs. 50 crore.
SME Finance Branches
If credit (SSI financing) is less than Rs. 50 crore
If the amount of advance is above Rs. 10 crores or
number of accounts is 50 or more
Recovery Branches,
Service Branches
If the amount of advance is upto Rs. 10 crores or
number of accounts is less than 50
No. of linked branches more than 75
Service Branches
No. of linked branches more than 25 and upto 75
No. of linked branches upto 25
All Other Specialised Branches
A Class Currency Chest
Currency Chests
B Class Currency Chest
C Class Currency Chest
Extension Counters
Retail Banking
If total outstanding > Rs. 25 crores
If total outstanding <= Rs. 25 crores
Industrial Finance
Branches (IFBs)

Incumbency Level
(Branch Head)

All appointments in Officers cadre in the Bank are made in terms of the Officers Service Regulations
framed by the Competent Authority in the light of Government guidelines issued from time to time including
guidelines issued for reservation for SC/ST/OBC/Ex-servicemen/physically challenged etc.
As per the Officers Service Regulations of the Bank, the period of probation for different category of
Officers shall be as follows:Category of Officers
Directly appointed to the Junior Management Grade Scale I
An employee of the Bank promoted as an Officer in the Junior
Management Grade, Scale I
An Officer appointed to any Grade other than Junior Management

Period of probation
Two years
One year
Such period as may be
decided by the bank

Provided that the Competent Authority may, in the case of any officer, reduce the period of probation or
dispense with probation. The probation period may also be extended by the Competent Authority, if the
performance of the officer is not found satisfactory during the period of probation or for any other reason as
considered by the Competent Authority.

On the Job/Off the Job Training:

During the course of On the Job and Off the Job Training, Officers on Probation will be entitled for the
following benefits.
When they are required to move outstation, they will be reimbursed as per their entitlement for travel on
duty They will be reimbursed applicable Halting Allowance only for such journey period/s.
Neither Lodging nor Boarding expenses nor Halting Allowance will be payable to them during the period of
their On the Job Training at any place.
Officers on probation will be entitled for reimbursement of conveyance expenses during the period of On the
Job Training subject to maximum of Rs.300/- only per month and also for reimbursement of the cost of one
News Paper.

In terms of the Officers Service Regulations, an Officer shall be confirmed in the service of the Bank if, in
the opinion of the Competent Authority, the Officer has satisfactorily completed his period of probation.


Grades & Scales of Pay in our Bank

(HO IC NO. 11020/ADMN(HR)/2010-11/07 Date. 11/06/2010)
Officers in the Nationalized Banks have been categorized into four grades and seven scales as below :
Junior Management Grade
Middle Management Grade
Senior Management Grade
Top Executive Grade

Scale-II & Scale-II
Scale-III & Scale-IV
Scale-V & Scale-VI

The four grades show the broad levels of responsibility in the Officers cadre. The Officers in the Top
Executive Grade hold total corporate responsibility for policy making, review and control. These Officers, in
our bank, also hold charge of big Zones. They also hold responsibility either for functional areas in the
Bank, e.g. Credit, International Banking, Planning & Development, Personnel etc. or for a geographical area
covering all functions, i.e. Officers in charge of Zones.
At Senior Management level (Scale-IV & Scale-V), the officers may hold charge of Very Large/Large and
Exceptionally Large Branches or they may also hold the post of Zonal Head or give key support to the top
Officers at the Middle Management level (Scale-II & Scale-III) head small/medium branches or give key
support to the officers at top/senior management.
The Officers at the Junior Management level (Scale-I) may work as second line Officers in branches and
other offices of the Bank. They may also work as Manager of small branches, if need be. These Officers may
either be directly recruited or promoted from the clerical cadre.
Officers in Middle Management and above are usually promoted from the lower grade/scale. In the case of
specialists like IT Officers, Personnel Officers, Security Officers, Economists, Law Officers, Hindi Officers,
Statisticians etc., as the role of all these officers varies, the grades of these Officers are determined by the
Board on the basis of their experience, expertise and standing in their respective professions as well as
requirements of the Bank. These Officers are usually, depending upon the requirements of the Bank,
appointed either directly through open competition or taken on deputation from other Banks/Government

Scales of pay
Junior Management Grade Scale I
Middle Management Grade
Scale II
Scale III
Senior Management Grade
Scale IV
Scale V
Top Executive Grade
Scale VI
Scale VII

Amount (Rs.)

Fitment shall be stage-to-stage, i.e. on corresponding stages from 1st stage onwards and the increments shall
fall on the anniversary date as usual.
Annual Increments
The increments specified in the Scales of Pay as detailed above shall subject to the sanction of the
Competent Authority, accrue on annual basis and shall be granted on the first day of the month in which the
same falls due.
Consequent upon signing of the Joint Note dated 27th April 2010 by the Indian Banks Association
(representing the Management of the Banks) and officers organisations on salary revision of officers, IBA
has reviewed the formula for fitment of officers on promotion from one scale to higher scale and has
forwarded a revised model fitment formula for promotions effected on or after 1st November, 2007.

Procedure for Fitment of pay to officers on promotion from one scale to another




At the time of fitment of an officer on promotion to the higher scale of pay, the number of increment
he would have/had earned i.e. one increment each for passing JAIIB/CAIIB Examination, as the case
may be, shall be first reduced from the existing pay of the concerned officer prior to his fitment in
the higher scale of pay on promotion. If, however, the officer is at the maximum of the scale, the
following procedure should
be adopted.
If the stagnation at the maximum of the scale is less than one year, the officer would not be
drawing any Professional Qualification Pay. Then the number of increments i.e. one
increment for JAIIB/CAIIB, as the case may be, included in his Basic Pay shall be reduced in
the existing scale.
If the stagnation at the maximum of the scale is for a year or more but for less than 2 years,
the officer would be drawing a Professional Qualification Pay of Rs.410/- p.m. In such cases,
if he had passed both JAIIB/CAIIB before the date of promotion, then one increment shall be
reduced in the existing scale. If however, such Professional Qualification Pay of Rs.410/p.m. is for JAIIB only, than no increment need be reduced from the existing scale.
If the stagnation at the maximum of the scale is for 2 year or more, the officer who has passed both
JAIIB/CAIIIB before the date of promotion, would be drawing a Professional Qualification Pay of
Rs.1030/- p.m. In this case, there would be no scope for reducing the increments for JAIIB/CAIIB as
even without CAIIB increments the officer would be at the maximum of the scale.
Note : The purpose of the above exercise is to determine as to what stage of scale of pay the officer
would have been, had he not been granted increments for passing JAIIB/CAIIB.
After effecting the above adjustments, the fitment of basic pay in the promoted scale will be made as
per the fitment chart enclosed. The fixation so arrived at will be the basic pay in the promoted scale
as on the date of promotion.
After such fitment in the higher scale of pay, one or two increments shall be added to the Basic Pay
so fixed in respect of JAIIB or of CAIIB , as the case may be. If, however, no increments are
available in the scale, or only one increment is available in the scale, after allowing the available
increment/s, the officer shall be allowed Professional Qualification Pay in lieu of such remaining
increment(s), if any.
Normally, where an officer is promoted from one scale to another, the date of his increment shall be
the anniversary date in the previous scale of pay. Where however, an officer has reached the
maximum in the previous (pre-promoted) scale of pay or on promotion gets an increase in the Basic
Pay equivalent to two or more increments in the previous (pre-promoted) scale of pay, the date of
increment shall be the anniversary date of promotion. However, if the Basic Pay after reduction of
JAIIB/CAIIB increments is not at the maximum, then the date of increment shall be the anniversary
date of last increment.

Provided further that if an officer who is in Scale I, II or III is promoted to higher scale after reaching the
maximum in the previous (pre-promoted) Scale of pay but before drawing stagnation increment, the date of
his increment in the higher scale shall be the anniversary date of promotion or due date of stagnation
increment in the previous (pre-promoted) scale whichever is earlier.
In the case of officer in Scale I and II promoted after moving into higher Scale II and III because of
stagnation movement, the notional increment to be added shall be the increment drawn by him on the
date of promotion and the next and subsequent increment shall be on the anniversary date on which
the officer has drawn his increment in the previous scale.
Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 27.4.2010 may continue
to draw the same quantum of Fixed Personal Pay even after promotion which shall remain unaltered
till revised (In this connection reference is invited to H.O.Instruction Circular No. 10403/PA/200809/59 dated 06.03.09)
Fitment charts for promotion to various scales are reproduced in annexure.




Dearness Allowance
On and from 1.11.2007, Dearness Allowance shall be payable for every rise or fall of four points over 2836
points in the quarterly average of the All India Average Working Class Consumer Price Index (General) Base
1960=100 at 0.15% of Pay.

House Rent Allowance

No Officer shall be entitled as of right to be provided with residential accommodation by the Bank.
However, it shall be open to the Bank to provide residential accommodation to an Officer on payment by the
Officer. Whenever an Officer is provided with residential accommodation by the Bank, a sum equal to
1.75% of the Basic Pay in the first stage of scale of pay in which he is placed or the standard rent for the
accommodation whichever is less is recovered from the Officer. However, if the said Officer is also provided
with furniture at such residence, a further sum equal to 0.4% of Basic Pay will be recovered by the Bank.
However, where such residential accommodation is provided by the Bank, the charges for electricity, gas
and other maintenance charges are to be borne by the Officer.
Banks own accommodation or accommodation leased to the Bank, if any, occupied by the Transferee
Officer at his previous place of posting shall be compulsorily vacated on transfer and the Officer shall make
his own arrangement for his family members accommodation within the rental ceilings applicable at the
place of posting.
House Rent Allowance shall be paid to an Officer at the following rates:i)

Place of Work
Major A class cities and Project Area Centres in Group A
Other places in Area I and Project Area Centres in Group B
Other places

Rates for HRA

8.5% of pay
7.5% of pay
6.5% of pay

Provided that if an officer produces a rent receipt, the House Rent Allowance payable to him/her shall be the
actual rent paid by him/her for the residential accommodation in excess over 1.2% of Pay in the first stage of
the Scale of Pay in which he/she is placed with a maximum of 150% of the House Rent Allowance payable
as per aforesaid rates mentioned in Column II above.
The claims of officer employees for House Rent Allowance linked to the cost of their ownership accommodation shall
also be restricted to 150% of House Rent Allowance as hitherto.

The monthly rental ceilings of residential accommodation provided to the officer employees have been
reviewed and enhanced with effect from 1st September 2010, with the approval of Banks Board of
Directors, as under:(in Rs.)

Mumbai & New Delhi Kolkata,

Chennai, Hyderabad, Bangalore &

Other Metro





Areas for the purpose of rental ceilings as per para 2 above will mean the following:
Area I == Places with population of more than 12 lac, according to Census Report of 2001.
Area II == Places, other than those included in Area-I above, with population of 1 lac or more and upto 12
lac according to Census Report of 2001.
Area III == Places, other than those included in Area I & II above, according to Census Report of 2001.
House Rent Allowance- Determination of Standard Rent in respect of Accomodation owned/hired by
the Bank (in terms of Regulation 22(I) Officers service Regulations, 1979/1982)
Instruction Circular No9065./PA/2004-05/49 Date: 24 February, 2006
Where an Officer is provided with residential accommodation by the Bank, on and from 01.11.2002, a sum
equal to 1.75% of the basic pay in the first stage of the scale of pay in which he is placed or the standard rent
for the accommodation, whichever is less, will be recovered from him.
For the purpose of this Regulation Standard Rent means:a) In the case of any accommodation owned by the Bank, the standard rent calculated in accordance with the
procedure for which such calculation is in vogue in the Government.
b) With effect from 01.04.1990, where accommodation has been hired by the Bank, contractual rent payable
by the bank or rent calculated in accordance with the procedure in (a) above, whichever is lower.
Taking into account the revision in rates of licence fees for government servants, standard rent in respect of
owned/hired accommodation provided to Officer employees of the public sector banks has been revised
w.e.f. 01.12.2005 as detailed below:
Sl. No.

Range of Living Area

(in sq.mt.)
Upto 50
51 to 60
61 to 75
76 to 90
91 to 105
106 to 120
121 to 150
151 to 180
181 to 225
226 to 300
301 to 400
401 to 550
beyond 550
(1sq.mt.=10.76 sq.ft)
The Living Area will be determined on the following basis:
Main Building:
a. Rooms. Kitchen, Bath, Latrine, Store And enclosed Veranda
b. Veranda, Corridors and Barsati
c. Porch
d. Courtyard Pucca
Out House:
a. Rooms
b. Veranda

Revised Rate

: 100% of the floor area.

: 25% of the floor area
: 121/2 % of the floor area
: 5% of the floor area.
: 25% of the floor area
: 121/2 % of the floor area

For servant quarters and garages, allotted independent of the regular accommodation, the following flats
rates may be recovered:
a. Servant Quarter
: Rs.36 per month

b. Garages

: Rs.22 per month

Eligibility for Residential Accommodation

In accordance with Regulation 25of Allahabad Bank (Officers) Service Regulations, 1979, Bank provides
residential accommodation to the eligible officers. In case officers, including officers on probation (even
during the period of on the job training) and officers promoted from clerical cadre and posted in different
stations, are not provided with residential accommodation, they are permitted to stay in rented/leased
accommodation, taken either on Banks lease or on Personal Lease basis within his/her entitlement as per the
rental ceiling fixed by the Bank from time to time.
Residential Accommodation provided to the Officer employees
Eligibility for Residential Accommodation (Banks quarter/residential accommodation engaged by the Bank/
engaged in the name of the Bank on rent / on lease/ personal lease basis)
Officers promoted to JMG Scale-I and posted to a Station other than the Station from where he/she has
been promoted.
All directly recruited officers.
Officers holding managerial assignment.
All Scale-II & above Officers

Furniture & Fixture

Officers provided with residential accommodation owned by the Bank / engaged in the name of the Bank
on rent/ on lease basis will be eligible for Banks furniture & fixture.

Instruction Circular No. 10354/ADMN(HR)/2008-09/08 Date : 10.02.2009

Eligibility- Officer employees provided with the residential accommodation owned by the bank / taken on
lease by the Bank in the Banks name (other than leased accommodation taken by the officers/Bank in the
personal name etc.)
Recovery of House/Furniture Rent
a sum equal to 0.40% of the Basic Pay in the first stage of the scale of pay in which the officer employee is
placed will be recovered every month from the officer employee concerned provided with Banks furniture
at the Banks residential accommodation towards furniture rent recovery, as may be modified from time to
time in terms of Regulation 25 of Allahabad Bank (Officers) Service Regulations,1979.
In terms of HO IC-11152/ADMN(HR)/2010-2011/12 dated 25.09.2010, Officers under probation are eligible
to the facility of Residential Accommodation along with the provisions of Furniture & Fixture, where
applicable. .(Head Office IOM-Per/HR/PO/1573 dated 13.01.2011.

City Compensatory Allowance

The general concept behind the payment of city compensatory allowance is to compensate the employees for
the high cost of living in the bigger cities. CCA shall be paid at the following rates as given herein below :SN

Places in Area I and in the State of Goa


Places with population of five lakhs and over

and State Capitals and Chandigarh,
Pondichery and Port Blair, not covered by (a)

4% of Basic Pay subject to a
maximum of Rs.540/- per month
3% of Basic Pay subject to a
maximum of Rs.375/- per month.

Mid-academic Year Transfer Allowance

If an officer is transferred from one place to another in the midst of an academic year and if he has one or
more children studying in school or college in the former place, he is entitled to Mid-academic Year Transfer
Allowance of Rs.500/- per month from the date he reports to the later place upto the end of the academic
year in respect of all the Children, provided that such allowance shall cease if all the children cease studying
at the former place. On and from 1st May 2010, Mid Academic Year Transfer Allowance shall be payable at
Rs.700/- p.m. subject to other conditions.

Deputation Allowance
Deputation Allowance shall be at the following rates :
On and from 1st May 2010, Deputation Allowance shall be at the following rates :
a) An officer deputed to serve outside the bank 7.75% of Pay with a maximum of Rs.2,300/- p.m.
b) An officer deputed to an organization at the same place or to the training establishment of the bank 4%
of Pay with a maximum of Rs.1200/- p.m.

Officiating Allowance
If an officer employee is required to officiate in a post in a higher scale for continuous period of not less than
7 days at a time or an aggregate of 7 days during a calendar month, he is entitled for an officiating allowance
equal to 6% of his pay for the period for which he officiates. Officiating Allowance will rank as pay for the
purpose of Provident Fund and not for other purposes.

Hill and Fuel Allowance:


Places with an altitude of 1000 metres and above but less
than 1500 metres and Mercara Town
Places with an altitude of 1500 metres and above but less
than 3000 metres
Places with an altitude of 3000 metres and above

2% of Pay subject to a
maximum of Rs.550/- p.m.
2.5% of Pay subject to a
maximum of Rs.680/- p.m.
5% of Pay subject to a
maximum of Rs.1570/ p.m.

Halting Allowance
Halting allowance is a payment made to an Officer in addition to other emoluments for any day during
which he is away from headquarters on duty to cover the ordinary daily expenses incurred by him in
consequence of such absence, of course, for official purpose Officers are paid halting allowance as per the
details given herein below :1
Grades/Scales of Officers

Major A Class
cities (Rs.)

Area 1

Other Places

Officers in Scale IV and

Officers in Scale I, II and III
In the case of 4 Metro Centres viz. Mumbai, Delhi, Kolkata & Chennai, Halting allowance
to Officers in Scale IV and above shall be Rs.1200/- per diem and for officers in Scale
I/II/III Rs.1000/-..




Fixed Personal Pay

Fixed Personal Pay together with House Rent Allowance shall be at the following rates and shall remain
frozen for the entire period of service.

DA as on

Total F.P.P. payable where banks

accommodation is provided

Note :
F.P.P. as indicated in C above shall be payable to those officer employees who are provided with banks
F.P.P. for officers eligible for House Rent Allowance shall be A + B plus House Rent Allowance drawn
by the officer employees concerned when the last increment of the relevant scale of pay as specified in subregulation (ii) of Regulation 4 is earned.
The increment component of F.P.P. shall rank for superannuation benefits.

Professional Qualification Pay (PQP)



Officers shall be eligible for professional qualification pay as under :

(i) Those who have passed only CAIIB Part I / JAIIB Rs.410/- p.m. one year after reaching top of
the scale.
(ii) Those who have passed both parts of CAIIB
a. Rs.410/- p.m. one year after reaching top of the scale.
b. Rs.1030/- p.m. two years after reaching top of the scale.
An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications after reaching the
maximum of the scale of pay, shall be granted from the date of acquiring such qualification the first
installment of PQP and the release of subsequent installments of PQP shall be with reference to the
date of release of first installment of PQP.

Provided further that in a case where an officer, as on the date of this Joint Note, has already acquired any of
the above said qualifications and has not earned any increment or PQP on account of acquiring such
qualification/s, he may be, with effect from 1st November 2007 or the date of acquiring such qualification/s,
whichever is later,
Instruction Circular No. 10944/PA/2010-2011/ 01 Date: 05.04.2010

Special ad-hoc and temporary incentives presently being provided to officers posted at North Eastern Region
from outside NER are as under:
a) Retention of accommodation at earlier place of their posting or in any place indicated of their choice and
provision of free furnished single accommodation at NER;
b) Payment of mid-academic transfer allowance for the entire period of their stay in NER if their children do
not join at NER;
c) Ad-hoc and temporary monetary incentive @ 12.5% of basic pay subject to a maximum of Rs. 1500/- p.m
for the duration of their active duty in NER;
d) Yearly leave travel concession to the place where their family reside.
e) Preferential transfer to any place of their choice (out of 3 places indicated) on completion of tenure of two
years of stay in NER.



Lodging Expenses
(Instruction Circular No. 10754 /Admn(HR)/2009-2010/ 07 Date: 10 -11-2009)
An Officer is reimbursed the actual hotel expenses, restricted to single room accommodation charges in
ITDC hotels of the corresponding star category. The details of entitlement as per the scales are given herein
below :
Grade of Officers

TEG, Scales- VI & VII

SMG, Scales- IV & V
MMG, Scales-II & III
JMG, Scale I

Eligibility to stay in
ITDC Hotels

4* Hotel
3* Hotel
2* Hotel (Non-AC)
1* Hotel (Non-AC)

Maximum Room Tariff Permissible

Major A
Area I
Other Places
Class cities




In respect of Major A Class cities i.e. Mumbai, New Delhi, Kolkata, Chennai, Bangalore, Ahmedabad &
Hyderabad ,Executives may be reimbursed actual lodging expenses maximum to the extent of 125% of the
applicable ceilings as mentioned above.
Area I centers are Pune,Nagpur,Kanpur,Surat,Jaipur,Lucknow,Visakhapatnam,Patna,Vadodara, Kochi
,Indore, Bhopal, Ludhiana, Coimbatore, Madurai, Agra and Varanasi .
However, it may be noted by the offices/Branches that when breakfast, lunch and dinner are provided by the
Hotel free of cost /included in the room tariff , the officer would not be eligible for boarding expenses , as
provided in Regulation 41(4) of Allahabad Bank(Officers) Service Regulations,1979.

Boarding Charges
An Officer is entitled to claim reimbursement of Boarding expenses, upto maximum amount equivalent to
Halting Allowance as applicable to the concerned place and the scale of Officer. The amount of boarding
expenses can be claimed on declaration basis or actual lodging, boarding expenses on production of bills /
cash memos for full amount with halting allowance.

Mode of Travel and Expenses on Travel :

The following provisions shall apply wherever an officer is required to travel on duty :
(a) An officer in Junior Management Grade is entitled to travel by 1st Class or AC 2-tier Sleeper by train. He
may, however, travel by air (economy class) if so permitted by the Competent authority, having regard to the
exigencies of business or public interest.
(b) An officer in Middle Management Grade is entitled to travel by 1st Class or AC 2-tier Sleeper by train.
He may, however, travel by air (economy class) if the distance to be travelled is more than 1000 kms. He
may, however, travel by air (economy class) even for a shorter distance if so permitted by the Competent
Authority, having regard to the exigencies of business or public interest.
(c) An officer in Senior Management or Top Executive Grade is entitled to travel by AC 1st Class by train or
by air (economy class).
(d) An officer in Senior Management or Top Executive Grade may travel by car between places not
connected by air or rail provided that the distance does not exceed 500 km. However, when a major part of
the distance between the two places can be covered by air or rail only the rest of the distance should
normally be covered by car.
(e) Any other officer may be authorised by the Competent Authority, having regard to the exigencies of
business, to travel by his own vehicle or by taxi or by the Banks vehicle.
The remaining provisions as in Sub-regulations (2) & (3) of Regulation 41 of Officers Service Regulations
shall remain unchanged.






During each block of 4 years, an officer shall be eligible for leave travel concession for travel to his
place of domicile once in each block of two years. Alternatively, he may travel in one block of two
years to his place of domicile and in another block of two years to any place in India by the shortest
Alternatively, an officer, by exercising an option anytime during a 4 year block or two year block, as
the case may be, surrender and encash his LTC (other than travel to place of domicile) upon which he
shall be entitled to receive an amount equivalent to 75% of the eligible fare for the class of travel by
train to which he is entitled upto a distance of 4500 kms. (one way) for officers in JMG Scale I and
MMG Scale II & III and 5500 kms (one way) for officers in SMG Scale IV and above. An officer
opting to encash his LTC shall prefer the claim for himself / herself and his / her family members
only once during the block / term in which such encashment is availed of. The facility of encashment
of privilege leave while availing of Leave Fare Concession is also available while encashing the
facility of LTC.
The mode and class by which an officer may avail of Leave Travel Concession shall be the same as
the officer is normally entitled to travel on transfer and other terms and conditions subject to which
the Leave Travel Concession may be availed of by an officer, shall be as decided by the Board from
time-to-time. Provided that w.e.f.1st May 2010 an officer in Junior Management Grade Scale I while
availing LTC will be entitled to travel by air in the lowest fare economy class in which case the
reimbursement will be the actual fare or the fare applicable to AC 1st Class fare by train for the
distance traveled whichever is less. The same rules shall apply when an officer in Middle
Management Grade Scale II and Middle Management Grade Scale III while availing LTC where the
distance is less than 1000 kms.

Definition of Family:
For the purpose of medical facilities and for the purpose of leave fare concession, the expression
family of an officer shall mean an officers spouse, wholly dependent unmarried children (including
step children and legally adopted children), physically challenged brother/sister with 40% or more
disability, as also parents ordinarily residing with and wholly dependent on the officer.
The term wholly dependent child/parent, wholly dependent physically challenged brother/ sister shall
mean such member of the family having a monthly income not exceeding Rs.3500/- p.m. If the
income of one of the parents exceeds Rs.3,500/- p.m. or the aggregate income of both the parents
exceeds Rs.3,500/- p.m., both the parents shall not be considered as wholly dependent on the officer.


(Instruction Circular No. 11403/PA/2011-2012/10 Date: 23.05.2011)
An Officer on transfer will be reimbursed expenses for transporting his baggage by goods train upto the
following limits :Pay range

Where an Officer has


Rs.10,000/- per month to Rs.13,820/- per month

Rs.13821/- per month and above

3000 Kgs
Full wagon (6000 Kgs)

Where an Officer
has no family

1500 Kgs
2500 Kgs

Where an Officer on transfer transports his baggage by lorry, for the purpose of reimbursement of actual
charges, the maximum limit in cases where full wagon is applicable shall normally be 60 quintals by goods
train. However, where the expenses incurred are beyond such maximum, the Bank may, keeping in mind the
hardship involved to the Officer concerned, reimburse the actual expenses incurred on the basis that the
minimum charges for transport of goods in an 8 wheeler wagon would be 120 quintals provided the baggage
is transported through approved transport operators.


It is also clarified that if the Officer on transfer is shifting his personal effects between the places by
approved lorry transport, even if the two places are connected by train, then reimbursement of expenses may
be made at the following rates subject to weight stipulation as above :
Distance in Kilometers

Rate per tonne per KM

Upto 1000 Kms.

Beyond 1000 Kms.

Rs. 2.80
Rs. 2.00

Minimum threshold limit of Distance : IBA has advised that when the officers are transferred to shorter
distance upto 300 Kms, the reimbursement may be permitted upto the amount chargeable for 300 Kms, i.e
300 X weight in ton X ` 2.80.
An Officer, who owns a car and/or scooter, motor cycle or any other vehicle will be eligible to c laim the
cost of its transportation. If the vehicle is driven by road, the Officer will be eligible to claim at the
following rates :Instruction Circular No. 11589 / PA/ 2011-2012/ 20 Date:13-10-2011
Type of vehicle

Reimbursement rate
per k.m. (Rs.)

Four wheeler Engine capacity of 1000 cc or more

Four wheeler Engine capacity of less than 1000 cc
Motor Cycle and Scooter


The new rates of reimbursement as stated above will be effective from 30- 09-2011.
An Officer on transfer will be eligible to draw a lump-sum amount as indicated below for expenses
connected with packing, local transportation, insuring the baggage etc. :

Lump sum amount (Rs.)

Top Executive and Senior Management

Middle Management and Junior Management



Instruction Circular No.10881/ADMN(HR)/2009-10/11 Date : 17-02-2010
Category of Officers
A) Branch Managers/Retail
Banking Boutique & CRBB
Heads in

Petrol/Fuel expenses reimbursement to those having own car/two

wheelers (documentary ownership proof to be provided) being used
for banks work (excluding those provided with Banks Car for
office/personal use)
(in litres p.m.)
Two Wheelers

JMG Scale I
MMG Scale II
SMG Scale IV

30 Ltrs per month

30 Ltrs per month
40 Ltrs per month
50 Ltrs per month

35 Ltrs. per month

60 Ltrs per month
75 Ltrs per month
80 Ltrs per month

Category of Officers
B) Officers/Managers (other than Branch
Managers/ Retail Banking Boutique & CRBB
Heads) in the Branches and Chief
Managers/Senior Managers/Managers/ Officers
posted in Controlling Office/ FGMs Secretariat

Petrol/Fuel expenses reimbursement to those having own

car/two wheelers (documentary ownership proof to be
provided) being used for banks work (excluding those
provided with Banks Car for office/personal use)
(in litres p.m.)
Two Wheelers

JMG Scale I (Officers)

JMG Scale I (Manager)
MMG Scale II
SMG Scale IV

20 Ltrs per month

25 Ltrs per month
30 Ltrs per month
40 Ltrs per month
45 Ltrs per month

Category of Officers

25 Ltrs per month

35 Ltrs per month
55 Ltrs per month
60 Ltrs per month
70 Ltrs per month

Conveyance Expenses Reimbursement (either petrol on submission of

cash memos or by other mode of conveyance)

Petrol expenses reimbursement to those having own car/two wheelers

(documentary ownership proof to be provided) being used for Banks
work (excluding those provided with Banks car for Office/Personal
Two Wheelers

C) JMG Scale I
10 Ltrs per month
15 Ltrs per month
(Not holding Managerial
D) JMG Scale I
20 Ltrs per month
25 Ltrs per month
(Holding Managerial assignment)
Officers in JMG Scale-I not owning two wheelers/four wheelers will be reimbursed the fixed conveyance
expenses @Rs.300/- pm as per Instruction Circular No. 9926/ ADMN(HR)/2007- 08/07 dated 08-02-2008.


Instruction Circular No. 9926 /ADMN(HR)/2007-08/07 Date : 08.02.2008
Monthly ceiling
Branch Managers
Managers other than
Holding independent
Category of Officers
Branch Managers (in
charge of Branch (in

Officers in JMG Sc.I posted in branches & controlling offices other than mentioned above (para 2) i.e. not
holding managerial assignment and having no car/two wheelers, the fixed conveyance expenses in respect of
these officers has also been raised to Rs.300/- p.m..

Category of Officers
A) Branch Managers/ Retail Banking Boutique &
CRBB Heads/Zonal Heads in


JMG Scale I
MMG Scale II
SMG Scale IV
SMG Scale V
TEG Scales VI
TEG Scales VII

Rs.4800/- p a.(400/- Per Month)

Rs.6000/- p.a.(500/- Per Month)
Rs.7200/- p.a.(600/- Per Month)
Rs9600/- p.a..(800/- Per Month)
Rs.12000/- p.a.(1000/- Per Month)
Rs14400/- p.a..(1200/- Per Month)
Rs16800/- p.a..(1400/- Per Month)

Category of Officers
B) Executives/ Managers/Officers other than Branch Managers/ Retail Banking Boutique & CRBB Heads in the
Branches/Zonal Heads and ChiefManagers/SeniorManagers/Managers/ Officers posted in Controlling
Office/FGMs Secretariat etc

JMG Scale I (Officers)

Rs2400/- p.a. (200/- Per Month)
JMG Scale I (Officers)
Rs2400/- p.a. (200/- Per Month)
MMG Scale II
Rs3600/- p.a. (300/- Per Month)
Rs4800/- p.a. (400/- Per Month)
SMG Scale IV
Rs6000/- p.a. (500/- Per Month)
SMG Scale V
Rs10800/- p.a. (900/- Per Month)
TEG Scales - VI
Rs14400/- p.a. (1200/- Per Month)
TEG Scales - VII
Rs16800/- p.a. (1400/- Per Month)
However, before claiming reimbursement of petrol/fuel expenses, officers upto the rank of SMG Scale-IV
should obtain permission from the Competent Authority as under, if not already obtained.

Category of Officers

Chief Managers/ Sr. Managers/ Managers/

Officers posted in Branches/CRBBs/ RBBs
(other than the Branch/CRBB Heads)
Chief Managers/Senior Managers/Managers/
Officers posted in Controlling Offices/ FGMs
Secretariats, etc.
Branch/CRBB/RBB Heads upto Scale IV

Competent Authority

Heads of the Branches/CRBBs

AGM posted in FGM Secretariat/Chief Manager of
Z.O./CM(PA) at Head Office or an authority above
him in the concerned Zonal Office/FGM
Secretariat/Head Office.
Chief Manager or an authority above
him in the concerned Zonal Office

Proof of ownership of the Vehicle i.e. Blue Book/Registration Certificate in the name of the claimant
Officer as also upto date Insurance Policy/Cover Note of the Vehicle.
Declaration that the Vehicle is being/will be used for the purpose of Business Development and that
the Vehicle is available at the place/station of his/her posting.


Monthly reimbursement of Petrol/ Fuel and entertainment expenses on self declaration basis
is made to the officers for Business Development in terms of HO IC/11012/ADMN(HR)
2010-2011/05 dated 03.06.2010. Similarly in terms of HO IC-No-9926/ADMN(HR)/20072008/07 dated 08.02.2008, Fixed conveyance expenses is also reimbursed to the Officers for
Business Development. As such there is no restriction regarding reimbursement of fuel
expenses/entertainment expenses/fixed conveyance expenses to the officers under probation,
during the period of probation, provided they otherwise fulfill the circularized terms and




Name of Course


Indian Institute of
Banking & Finance,
Indian Institute of
Banking & Finance
(IIBF), Mumbai
- Do - Do - Do -

Certificate in Anti Money Laundering & Know

Your Customer (AML & KYC)


- Do -

Diploma in Treasury, Investment and Risk

Diploma in Banking Technology
Diploma in International Banking and Finance
Diploma in Capital Market and Merchant
Diploma in Advances in Rural Banking

Offered by the
of Examination
Fees in full for
passing any of
the five diploma

Instruction Circular No. 9233/Premeses/2006-2007/01 Dated 11.07.2006

a) Executives in Scale - VII : One telephone with STD facility One Fax with STD facility, and one EPABX
b) Executives in Scale V & VI : One telephone with STD facility and one EPABX Extension.
c) Chief Managers : One telephone without STD Facility and one EPABX extension.
d) EPABX extension to all departments/Cells


a) One telephone with STD facility for Zonal Head and DGM/AGM posted at the Zone.
b) One fax with STD facility.
c) One telephone without STD for the Chief Manager.
d) One telephone without STD for office use.
e) EPABX Extensions to Departments/Executives
a) One telephone with STD facility for Branch Head.
b) One fax with STD facility
c) One telephone without STD for office-use.
a) FIO`s/Staff Colleges/STCs : One Telephone with STD + One telephone without STD+One Fax with STD
b) LDM /QCS Branches : One telefax with STD
c) For RBB/Other Branches :one telephone without STD.
Where the branches/ offices are housed in 2 or more floors, they may have extension facility. But RBBs who
have STD facility are advised to disconnect it and use the STD facility of the Parent Branch. All
Branches/Offices having "95" facilities/Regional are to be advised to disconnect it immediately. The Zonal
Heads/Field Functionaries are required to submit a confirmation in this regard.
In terms of the earlier circulars, limit for reimbursement was determined in terms of number of bimonthly
calls. Now, limit of reimbursement is fixed in terms of monetary ceiling per month.
The Executives/Officers entitled for telephone connection at their residences & limit for reimbursement
thereof is given hereunder:Sl No.



General Managers
Dy. Gen. Managers
Asst. General Managers
Chief Managers
Dist. Head Quarters Branch Managers
Security Officer ( from Scale-I to III)
Retail banking boutique`s Manager
Other officer allotted on merit e.g. like Mktg., Vigilance,
Security, GM`s PA/C.S, Engineers etc.

Limit for reimbursement Per

month/Type of Facility

On Actual basis / with STD

Rs.2000/-/with STD
Rs.1500 /- with STD
Rs.1000/- Without STD
Rs.1000/- without STD
Rs.1000/- without STD
Rs.1000/- without STD
Rs.1000/-. without STD


The revised entitlement for providing Cell Phones to the Executives/ officers & limit of reimbursement
thereof are given hereunder.
A). Head Office:
Sl No.

Categories of officers.

Limit for reimbursement Per month


General Managers
Dy. General Managers
Asst. General Managers
Officers sanctioned by the Competent Authority for
specialized jobs like Mktg., Vigilance, Security, GMs
PA/ C.S., and Engineers.

On Actual basis



Sl No.


Categories of officers.

General Managers
Dy. General Managers
Asst. General Managers (When Zonal Head)
Scale -IV posted at Recovery Branch
Chief Managers/LDMs
RBB Manager & Marketing Officer
Specified Marketing Persons (Insurance Product officer )
(Prepaid connection )
I.T. Officer ( Posted at Data Centre, Mumbai) (with prior
approval only )
Security Officers
Other officers (not covered under the above categories) allotted
on merit as per requirement by the Bank

Limit for reimbursement

Per month

On Actual basis
Rs.3000/Rs.1000/Rs.1000/Rs.1000/Rs.1000/Rs.1000/Rs.1000/- + Service tax
Rs.1000/Rs.1000/Limit for reimbursement to
be fixed by sanctioning
authority case to case

Allotment of mobile phones will be subject to following terms & conditions:a)

No STD or Roaming facility should be available other than H.O. Executives and Zonal heads.
Cost of Hand-set should not exceed Rs.5000/- upto Scale-V and Rs.10,000/- for General Managers &
Dy. General Managers.
Bill amount over and above the aforesaid entitlement should be recovered from the user of the
concerned Mobile phone.
Reimbursement of Conveyance, Mobile and Entertainment expenses for Specified Persons engaged in
selling / distribution of Third Party Products
Instruction Circular No. 10091 /PA/2008-09/20 Date: 07.07.2008

Proposed for Specified Persons


Reimbursement of cost of petrol as per entitlement, if owns a car

Rs. 2000/- per month. As mobilization of more business under TPP
requires higher mobility, Specified Persons generating higher revenue
during last FY may be reimbursed additional conveyance as under for
next one year or till such time he/she is in the assignment, whichever is
Earnings(from TPP
Rs.1000/- p.m
Rs.1500/- p.m
Rs.35 lac & above
Rs.2000/- p.m
Prepaid mobile connection with cost of hand set not exceeding Rs.
5000/- and monthly reimbursement Rs. 1000/- + Service Tax. HOIC
No. 9233/ PREMISES /2006-07/01 dated 11.07.2006
Entertainment Rs. 500/- per month irrespective of the Scale on production of Bill.



Branch Head/
Head of the
For Additional
ReimbursementZonal Head,
under approval
from Marketing
Head Office.
As per existing
Branch Head/
Head of the



Medical facilities and hospitalization expenses

Hospitalisation expenses will be reimbursed to an Officer in the bank to the extent of 100 percent in case of
self and 75 percent in case of dependent members of family subject to certain ceilings/ procedure for
reimbursement of hospitalisation expenses.
Reimbursement of expenditure for Indian system of medicine viz. Ayurvedic, Unani and Homeopathy is
Reimbursement of medical expenses to an Officer, in the specified grade, and his family members is made
annually on the strength of the Officers own certificate/declaration of having incurred such an expenditure
supported by Statement of Accounts :Medical Aid
On and from 1st November 2007, reimbursement of medical expenses shall be as under :
a) Officers in JMG & MMG ScalesRs.5100/-p.a.
b) Officers in SMG & TEG Scales - Rs.6320/-p.a.
Reimbursement of Medical Expenditure under the head Medical Aid is made upto Rs.5100/-p.a. from the
Officers in JMGS-I to MMGS-III, as such the maximum amount Rs.5100/- is reimbursable to the Officers
under probation (up to MMGS-III) any time during a calendar year irrespective of their date of joining,
subject to submission of necessary declaration etc.(Head Office IOM-Per/HR/PO/1573 dated 13.01.2011.
On and from 1st May 2010, reimbursement of hospitalisation expenses under Regulation 24(1(b)(i) of
Officers Service Regulations, 1979/1982, shall be in terms of the Hospitalisation Scheme laid down under
Bipartite Settlement dated 27th April 2010 for workmen employees, subject to following limits:Scale of Officer

a) Junior Management
Grade Scale I and Middle
Management Grade
Scales II & III.
b) Senior Management
Grade Scales IV & V and
Top Executive Grade
Scales VI & VII.


i) Bed Charges
Self Rs.700/- per day.
Family Rs.525/- per day.
i) Bed Charges
Self Rs.900/- per day.
Family Rs.675/- per day.

ii) Other charges

At the scale of 125% of the limits laid
down under the Hospitalisation Scheme
applicable to workmen employees.
ii) Other charges
At the scale of 150% of the limits laid
down under the Hospitalisation Scheme
applicable to workmen employees.

An Officer may be allowed to accumulate unavailed medical aid so as not to exceed at any time 3 times the
maximum amount of annual entitlement as provided in the aforesaid chart.
An Officer may draw medical aid at any time of the year on submitting a claim duly supported by his/her
own declaration of the expenses.
For facilitating medical treatment, the Bank has entered into tie up arrangement with various hospitals of the
country. Under this facility, an Officer who goes to one of these hospitals with an authority letter from the
Bank is not required to make any monetary payment in the hospital till he/she is discharged. The bills are
subsequently settled by the Bank.
Domiciliary Treatment
Medical expenses incurred in respect of the following diseases which need domiciliary treatment as may be
certified by the recognised hospital authorities and banks medical officer shall be deemed as hospitalisation
expenses and reimbursed to the extent of 100% in case of an Officer and 75% in case of his family :-


Cancer, Leukaemia, Thalassemia, Tuberculosis, Paralysis, Cardiac Ailment, Pleursey, Leprosy, Kidney
Ailment, Epilepsy, Parkinsons Disease, Psychiatric disorder, Diabetes, Hepatitis-B, Hepatitis-C,
Haemophilia, Myastheniagravis, Wilsons Disease, Ulcerative Colitis, Epidermolysis bullosa, Venous
Thrombosis (not caused by smoking), Aplastic Anaemia, Psoriasis and Third Degree Burns.
Note : (a) The cost of medicines etc. in respect of domiciliary treatment shall be reimbursed for the period
stated in the Specialists prescription. If no period is stated, the prescription for the purpose of
reimbursement shall be valid for a period not exceeding 90 days.
(b) Expenses incurred on radiotherapy and chemotherapy in the treatment of cancer and leukaemia
shall be considered for reimbursement under domiciliary treatment to the extent of 100% in case of
an Officer and 75% in case of his family.
Reimbursement of medical expenses incurred by the Officers while on duty :Whenever, unfortunately, any Officer meets with an accident while on duty, he is not only sanctioned 100%
medical expenses but also granted special duty leave for the period of his indisposition. It is needless to add
that there should not be any contributory negligence on the part of the Officer relating to the accident.




Eligibility :
1. All permanent officers including officers on probation and probationary officers as also the permanent
members of staff including members of staff on probation are eligible for festival advance.
2. Festival advance will be allowed once in a calendar year in each State on receipt of collective request in
writing from the members of staff of the respective State. This will not be done on individual request.
Quantum of Advance : The quantum of advance is as under:1. For Officers: One months emoluments rounded off to the nearest thousand, subject to maximum of Rs.
30,000/2. For Clerical Cadre: One months emoluments rounded off to the nearest thousand, subject to maximum of
Rs. 20,000/3. For Sub Staff Cadre: One months emoluments rounded off to the nearest thousand, subject to maximum
of Rs. 15,000/( Emoluments for the purpose of Festival Advance be taken as Basic Pay, Special Pay, Dearness Allowance
etc. but excluding House Rent Allowance and City Compensatory Allowance)
1. Recovery will be made in 10 equal monthly instalments from salary of the employees from 2nd month
following the month in which the advance is allowed.
2. If any amount of Festival Advance of previous year remains outstanding for any reason, the officer/award
staff employee will not be allowed a fresh advance until his/her dues are fully liquidated.
Procedures to be followed: All eligible employees, as stated above, who are desirous of availing the facility
of festival advance, shall apply in writing and the said advance, so sanctioned, shall be disbursed to debit of
Suspense A/C of individual office/branch.
Sanctioning Authority: The Zonal Office should issue suitable instructions to the offices/branches under
their jurisdiction for disbursement of the advance strictly in terms of the above guidelines.


Instruction Circular No. 8949/ADMN ((IR)/2005-2006/06 Dated : 12-11-2005
In continuation to Instruction Circular No. 7422/ADMN (IR)/2002-03/08 dated 31-07-2002 regarding
scheme for clean overdraft facility to the officers/employees of the Bank.
Quantum of loan : 20 (twenty) months gross salary last drawn subject to a maximum of Rs. 4.00 lakhs
All other terms and conditions of sanction of loan as contained in Instruction Circular No. 7422/ADMN
(IR)/ 2002-03 /08 dated 31-07-2002 will remain unchanged.
Instruction Circular No. 11599/ADMN(HR)/2011-12/07 Date: 20 -10-2011

Four Wheeler
90% of the cost of the vehicle
Rs7.00 Lakhs, whichever is

8.5% p.a

Two Wheeler
90% of the cost of the vehicle
Rs.90,000/- whichever is less.


Type of Vehicle
Four Wheeler
Two Wheeler

Three year of confirmed service
6 months of service


8.5% p.a

Purpose :
Loan Limit :

Nature of loan :
Rate of interest

Repaying Capacity
Disbursement of
the Loan:
Staff Conveyance
Loan Number of
Other Conditions

For purchase of Four / Two wheeler for personal use only.

Type of Vehicle
Loan Limit
Four Wheeler
Rs 7.00 Lacs
Two Wheeler
Rs 90000/Cost of the Vehicle on road will include Octoroi, sales tax or any other tax on the
vehicle, RTO registration charges, one time road tax & 1st time Insurance Charges
but will not include cost of accessories.
10% of Cost of Vehicle on road.
Term Loan.
8.5 % p.a (Simple)
For Four wheeler - In 120 months (principal in 90 equal monthly installments
and interest in 30 equal monthly installments). In case where lesser repayment
period is available, the principal and interest will be repaid in the ratio of 3:1.
For Two wheeler - In 84 months (principal in 70 equal monthly installments and
interest in 14 equal monthly installments). In case where lesser repayment period
is available, the principal and interest will be repaid in the ratio of 5:1.
Repayment must be fixed in such a manner that the entire loan amount alongwith
interest is liquidated at least 3 months prior to retirement of the officer /
After liquidation of the principal loan amount, installment should be refixed to
ensure liquidation of interest portion in the remaining period.
Repayment will start from the month succeeding the month in which
disbursement is made
Total deductions including installment of proposed conveyance loan should not
exceed 60% of the last drawn Gross Monthly salary of the officer / employee
Hypothecation of vehicle
The requisite margin should be realized by the branches from the officer /
employee borrower prior to making direct payment of the cost of the vehicle to
the dealer (for New Vehicle) / Seller (in case of Preowned Vehicle). The dealer
should be an Authorized Dealer of the vehicle being purchased.
There is no restriction on number of times an officer / employee can avail Staff
Conveyance Loan. Subsequent Loan can be granted only after liquidation of first
loan. Minimum gap between the loans for same category (2- Wheeler / 4Wheeler) of vehicle should be 4 years from the date of sanction of the previous
loan. (Not applicable in cases where the vehicle is stolen or met with an accident.)
Registration with RTA with Banks Clause Comprehensive Insurance of the
vehicle with Banks clause during the pendency of Loan.
Insurance amount in the subsequent year is to be paid by the Officer /Employee
and not to be debited to loan account.
The vehicle should be maintained in good condition and the taxes must be paid
on time.
The vehicle should be for exclusive use of the officer / employee and not for any
commercial purpose.
The bank will be free to carry out inspection of the vehicle.
Any misutilisation of the loan at any time or violation of the scheme will be
considered as an act of misconduct and will also attract charging of interest at
penal rate on the outstanding balance.
The Bank reserves the right to recall full or part of the loan sanctioned /
disbursed under the scheme, if it is satisfied that the loan has not been properly
obtained or utilized.
Although coverage under any Insurance scheme can not be made compulsory as
per the IRDA rules, it is recommended in the interest of the officer / employee and
his / her family to cover the loan amount under Group Life Insurance Cover to
SME/Retail Credit /General Cash Credit/Over Draft Borrowers including Staff
Loan accounts in tie up with Tata AIG Life Insurance Co. Ltd


6396/ADMN (IR)/2000-2001/02 dated 26-04.2000
and also other Staff Conveyance Loan schemes except special conveyance loan
scheme formulated for Agricultural Field Officers (AFOs) etc., stand withdrawn
with immediate effect.
Instruction Circular No. 11153 /ADMN (HR)/2010-11/ 13 Date: 25.09.2010
At present, the officers, clerical cadre employees and sub ordinate staff cadre employees, who are confirmed
in the Banks service and have completed 5 years of service, are eligible to avail Staff Housing Loan for
construction/purchase of their residential houses/flats for a maximum amount of Rs. 7.50 lakhs, Rs.4.50
lakhs and Rs..3.00 lakhs respectively. The rate of interest up to loan amount of Rs. 1.10 lakhs is 5.00 %
(simple), loan amount above Rs. 1.10 lakhs and up to Rs. 5.00 lakhs is 10.00% (simple) and the loan amount
above Rs.5.00 lakhs is 11.00 % (simple).
Confirmed officer/employee with minimum 2 years of service in the Bank.
*Husband & Wife working in the bank can avail loan individually or jointly within
the ceiling.
*Loan can be obtained by the officer/employee jointly with the spouse.
*An officer/employee can avail housing loan twice during the service period within
the ceiling applicable to different cadres as per the revised scheme.
*Ordinarily, Officers/Award Staff employees under Suspension or against whom
major disciplinary proceedings are initiated, would not be eligible for the Staff
Housing Loan. However, the Competent Authority, depending upon the gravity of
the case, may sanction Staff Housing Loan to the officer/employee against whom
disciplinary proceedings are pending, subject to the condition that:i) the concerned officer will be required to furnish collateral security in the form of
sureties from two permanent officers of the Bank.
ii) the concerned Award Staff Employee will be required to furnish collateral
security in the form of sureties from two permanent officers or award staff
employees of the Bank. Under no circumstances, Staff Housing Loan will be
sanctioned during the period of suspension of an officer/employee.
Purpose :
For construction of residential house on land already owned.
*For purchase of plot and construction of residential house thereon.
*For purchase of house/flat. In case of old house / flat, the estimated future life of
the same should be at least 10 years more than the period in which the loan is to be
*For enlarging/extension of residential house already owned.
*For purchasing a plot of land under co-operative scheme and building a house
where title will vest on the officer/ employee after the house is built.
*For purchasing house/flat under selffinancing housing scheme and
co-operative Group Housing Societies.
*For repayment of loan taken under Public Housing Finance scheme from our bank.
*For acquiring 2nd House/Flat in the same place where 1st House/ Flat is situated or
at different place.
Loan Limit :
Officer Rs.20.00 lakhs
Nature of loan :
Term Loan.
Rate of interest
8% p.a. (Simple)
Minimum margin will be 10 % of Project cost. Project cost will include: Purchase price of land/house/flat.
Cost of construction/ extension (if applicable)
Stamp duty and registration charges as applicable.
Premium of Allahabad Bank Griha Mangal Scheme.
Other conditions Cost incurred by the officer/employee in the form of land already purchased /

acquired by him/her can be accepted as part of above said margin at the request of
The margin amount at all stages must be contributed proportionately by the
borrower where disbursement is to be made in phases.
Utilization of loan for purchase of land will be restricted to 90% of the cost of land
for Purchase of
or 40% of the permissible amount of total loan, whichever is lower. Construction of
the House should be completed within 24 months from the date of disbursement of
loan for
purchase of plot.
Land should be purchased by the officer/employee for construction of house only
and not for speculative purpose.
While submitting application, the officer/employee should submit the estimate,
mentioning clearly therein amount of loan required for
(a) purchase of land and (b) construction of the house, separately alongwith the
schedule for construction.
In maximum 240 months (Principal in 180 equal monthly installments and interest
in 60 equal monthly installments).
Repayment must be fixed in such a manner that the entire loan amount alongwith
interest is liquidated atleast 3 months prior to retirement of the officer/employee.
In case where lesser repayment period is available, the principal and interest will be
repaid in the ratio of 3:1.
After liquidation of the principal loan amount, installment should be refixed to
ensure the liquidation of interest portion within the remaining period.
In respect of construction of new house/flat, repayment will commence from 24th
month from date of first disbursement or from the 6th month after completion of
project, whichever is earlier.
In case of ready built house/flat, recovery will commence from 3rd month
following the month in which the advance is disbursed.
Repayment can commence earlier, if so desired by the officer/ employee.
Total deductions from salary including installment of proposed loan should not
exceed 60% of the last drawn Gross Monthly salary of the officer/employee.
Equitable / Registered Mortgage of the property.
Personal guarantee of the PF nominee.
In cases where the mortgage can not be created immediately, loan should be
released after execution of Tripartite Agreement.
Requirement of execution of Tripartite Agreement can be waived by the
sanctioning authority in case of purchase from the Govt. Agencies.
Disbursement of In case of purchase of ready built flat/house and for purchase of plot, payment
the Loan:
should be made directly to the seller by DD/Pay order.
In case of construction of house / flat, loan will be disbursed in a phased manner in
4 or more installments. Each such installment will be released only after verification
of end use of funds already released by the Bank.
Loan for the construction should be released only after submission of map
approved by the Competent Authority and the construction should be according to
the approved plan and specification.
The construction should be completed within 24 months from the date of
disbursement of first installment. Extension of time limit is permissible up to one
year by the Zonal Head.
Housing Loan Staff Housing Loan can be granted twice during service tenure of the
Number of times officer/employee.
Second housing loan will be allowed within the overall ceiling applicable for
different cadres as per the revised scheme.
Other Conditions *In case where officer/employee is availing the housing loan jointly with the spouse,
he/she should be made co-borrower.
*The house/flat should be free from encumbrances and the officer/employee and/or
his/her spouse should possess clear and valid title to the property, which should be

mortgagable as per law.

*The house/flat should be maintained in good condition and the repairs should be
carried out at the officers / employees cost and be kept free from all encumbrances.
*The house/flat shall ordinarily be for personal use of the officer / employee and /or
members of his/her family.
*The officer/employee should pay Municipal taxes, lease rent and all other taxes
regularly and if required, the bank may advise the officer/employee to furnish a
certificate to that effect.
*The bank will be free to carry out inspection of the property.
*Any misutilisation of the loan at any time or violation of the scheme will be
considered as an act of misconduct and will also attract charging of interest at penal
rate on the outstanding balance.
*The Bank reserves the right to recall full or part of the loan sanctioned/disbursed
under the scheme, if it is satisfied that the loan has not been properly obtained or
*The loanee officer/employee shall not let commit any act so as to jeopardize or
prejudice the rights of the bank.
*In respect of officers/employees, the previous service, if any, in Public Sector
Bank/Public Sector Financial Institution/RBI/NABARD/NHB/Central Govt.
including Army or Para Military/State Govt./Undertaking of Central & State
Government will be considered for eligibility purpose, subject to his/her
confirmation in the bank service.
*Although coverage under any Insurance scheme can not be made compulsory as
per the IRDA rules, it is highly recommended in the interest of the officer/employee
and his/her family to cover the housing loan amount under Griha Mangal Scheme of
the Bank.




All kinds of leave are credited on 1st January every year. Subject to the grant of leave being determined by
the exigencies of service, an officer shall be eligible for the following kinds of leave :CASUAL LEAVE
An Officer shall be eligible for Casual Leave on full emoluments for 12 working days in a year provided that
not more than four days Casual Leave may be availed of at any one time.
During first calendar year of service, Casual Leave will be available on pro-rata basis even if he is
confirmed in the first calendar year itself, at the rate of one day for each completed month or part thereof.
Casual Leave not availed during a particular calendar year, will be treated as Unavailed Casual leave and the
same can be accumulated for Three years.
An Officer is eligible for 12 casual leaves with full emoluments up to a maximum of 12 working days, in
each calendar year. For any officer who has joined the Banks service at any time during the calendar year,
casual leave entitlement would be I day per month during the first calendar year, fraction of a month shall
also be treated as full month to calculate the entitlement of casual leave. Needless to mention that even if an
Officer joins on the last day of the month, he is entitled to one casual leave for that month. This is also
applicable for the Officers under probation, during their first year of joining the Bank. .(Head Office IOMPer/HR/PO/1573 dated 13.01.2011)
An Officer shall be eligible for Privilege Leave computed at one day for 11 days of service on duty provided
that at the commencement of service no Privilege Leave may be availed of before completion of 11 months
of service on duty.
Privilege Leave may be accumulated upto not more that 240 days except where leave has been applied for
and it has been refused.
An Officer desiring to avail of Privilege Leave shall ordinarily give not less than one month notice of his
intention to avail of such leave..
30 days for each completed year of service subject to a maximum of 18 months (540 days) during the entire
service period.
Sick Leave during the first year of service of an officer will be on prorata basis at the discretion of the
competent authority.
Procedure for availment
Sick Leave may be availed of only on production of medical certificate by a medical practitioner acceptable
to the bank or at the Banks discretion nominated by it at its cost.
An officer desiring to resume duty on the expiry of sick leave should produce medical certificate saying that
he is fit for duty.
In respect of the period of Sick Leave an officer shall be eligible to receive one half of the full
If an officer so desires, the competent authority may permit to draw full emoluments in respect of any
portion of the Sick Leave granted to him, twice the amount of such period on full emoluments being debited
against balance of sick leave.



Where an officer has put in a service of 24 years, he/she shall be eligible to additional sick leave at the rate
of one month for each year of service in excess of 24 years subject to a maximum of three months of
additional sick leave.
Procedure for availment
Additional Sick Leave will be available only after exhausting sick leave available to an officer.
Additional Sick Leave can be availed of with half pay half allowance.
Additional Sick Leave can be availed of only on production of medical certificate by a medical
practitioner acceptable to the bank.
(a) Maternity leave, which shall be on substantive pay, shall be granted to a female employee for a period
not exceeding 6 months on any one occasion and 12 months during the entire period of her service.
(b) Within the overall period of 12 months, leave may also be granted in case of miscarriage/ abortion/ MTP.
(c) Within the overall period of 12 months, leave may also be granted in case of hysterectomy upto a
maximum of 45 days.
Not more than 360 days in the entire period of service.
(Instruction Circular No-8882/PA/2005-06/ 38,Date16.09.2005)
1 Eligibility:
All permanent officers/employees who have completed at least 5 years of service in
the Bank
2 Period of
2.1 The period of sabbatical leave may be extended further for a period not exceeding
2 years beyond 5 years period.
2.2 The extension beyond 5 years should not be normally granted except in deserving
3 Competent
The General Manager (PA) for sanctioning sabbatical leave upto 5 years. However,
the Competent Authority for extension of period of sabbatical leave beyond 5 years
will be the Chairman & Managing Director or in his absence the Executive Director.
4 Other
4.1 It will be the prerogative of the Bank either to accept the request for sabbatical
leave or to reject the same depending upon the exigencies /requirements.
4.2 The Bank reserves the right to withdraw this scheme at any time, as thinks fit and
its decision in this regard will be final.
4.3 After the period of Sabbatical Leave is over, the employee can rejoin the bank on
the same post and at the same stage of pay where he/she was at the time of taking
Sabbatical Leave.
4.4 The period of sabbatical leave will not be considered for increments or qualifying
service for pension, gratuity or any other service benefits.
4.5 The facility will be extended to an employee for only one occasion.
Instruction Circular No.11902/PA/2012-13/13 Date : 19-05-2012
Terms & conditions of the said Scheme are as under:
(i) Sabbatical Leave upto 2 years shall be admissible to women employees of the Bank during their entire
service period;
(ii) Sabbatical Leave shall be without pay ,salary , allowances and any consequential monetary and nonmonetary benefits;
(iii) Women employees applying for Sabbatical Leave should have put in a minimum period of 5 years
service. Sabbatical Leave before completion of 5 years of service shall be sanctioned only in exceptional
circumstances by the authority next above leave sanctioning authority.

(iv) Sabbatical Leave shall be taken for a period of at least 3 months at a time and shall not be taken more
than once in a year;
(v) No increments will be earned during Sabbatical Leave and the employees will rejoin at the same stage of
pay as was existing at the time of her availing the Sabbatical Leave;
(vi) Employees on Sabbatical Leave shall not be eligible to participate in any promotion exercise during the
Sabbatical Leave period , even if otherwise eligible;
(vii) Eligible and willing employees can request for Sabbatical Leave for any purpose like on medical
grounds, to take care of family members or children , higher studies , visiting spouse etc.;
(viii) The employees shall not take up any employment /vocation /business /profession elsewhere during the
period of Sabbatical Leave.
Application Procedure :
An eligible woman employee seeking Sabbatical Leave under the scheme shall submit application on the
prescribed format ( Annexure-I)at least one month in advance to the leave sanctioning authority, who will
consider the same as per the scheme/norms.
However, Sabbatical Leave will not be sanctioned to the women employees against whom disciplinary
action is pending or contemplated. The sanctioning authority should look into this aspect before sanctioning
Sabbatical Leave to any woman employee.
Deposit of Loan instalments , surrender of leased accommodation & other facilities :
Before proceeding on sabbatical leave, concerned women employees will be required to deposit all the
instalments of outstanding loan accounts which would be due during the entire period of sabbatical leave.
They will also be required to vacate and surrender leased accommodation , furniture , vehicles, telephone,
mobile phone etc., if any provided by the Bank , before proceeding on sabbatical leave.
MANDATORY LEAVE POLICY FOR OFFICERS AND EMPLOYEESInstruction Circular No. 11600/ADMN(HR)/2011-12/08 Date: 20-10-2011
Provisions of the Mandatory Leave Policy:
The provisions of the Mandatory Leave Policy for officers and employees of the Bank are delineated for
compliance by all concerned:(i)
Every officer /employee in Branches and Currency Chests must avail continuously at least 2 days
leave of any kind available to him/her in a quarter, provided he/she has not been out of station on
duty, i.e training, deputation etc. during the said quarter for at least 2 days continuously.
In the event of finding that an officer/employee has neither availed minimum 2 days leave of any
kind continuously during a quarter nor has been on outstation duty on training, deputation etc
continuously for 2 days, the leave sanctioning authority, maintaining normal functioning of the
Branch/Currency Chest, should compulsorily sanction minimum 2 days of continuous leave,
either Casual Leave or Privilege Leave, from the available leave balance of the concerned
Officer/ employee in the immediate succeeding month, even without insisting for any leave
application from him/her, after making proper noting/s of the same in his/her Leave Record .
The Mandatory Leave to be availed by officers/employees should be suitably planned/ staggered,
so that normal functioning of Branches/Currency Chests is not hampered in any way.
Sanction/availment of such Mandatory Leave should be restricted during the last month of each
quarter, as far as feasible, to ensure smooth completion of quarterly closing work in branches ,
with due thrust on business development, NPA recovery, etc.
Mandatory Leave should not be treated as any kind of separate/additional leave over and above
the various kinds of leave available to the officers/employees as per the respective service
Inspecting Officers/Concurrent Auditors, while inspecting / auditing branches/Currency Chests,
should examine implementation of the Mandatory Leave Policy and point out instances of
breaches, if any, in their reports.
(vii). This Policy comes into effect from 1st October, 2011.




Age of retirement of an Officer is 60 years.
In terms of the Banks Officers Service Regulations, an Officer shall not leave or discontinue his service in
the Bank without his giving a notice of 3 months (in case during the period of Probation 1 month), in writing
to the competent authority of his intention to leave or discontinue his services or resign.

Retirement/Terminal Benefits :
Provident Fund :
While the officers who are presently covered under the Pension Scheme and those who will join the
Pension Scheme in terms of option being made available under Joint Note dated 27th April, 2010
shall continue to contribute 10% of the Pay towards Provident Fund, there shall be no matching
Officers of State Bank of India will continue to be covered by Contributory Provident Fund Scheme
as hitherto.
Officers who are presently covered under Contributory Provident Fund Scheme who do not opt for
Pension Scheme being made available under Joint Note dated 27th April, 2010 shall continue under
the Contributory Provident Fund Scheme as hitherto.
There shall be no Provident Fund to officers joining the services of banks on or after 1st April 2010.
They shall be covered by a Defined Contributory Pension Scheme, where the officer will contribute
10% of Pay plus Dearness Allowance and the bank will make a matching contribution. The Scheme
shall be governed by the provisions of the Contributory Pension Scheme as introduced for employees
of Central Government w.e.f. 1st January 2004 and modified from time to time.
Introduction of Defined Contributory Pension Scheme for employees/officers joining the services of
the Bank on or after 1st April, 2010.
Instruction Circular No.11057/PA/2010-11/15 Date : 13.07.2010

All are aware that Memorandum of Settlement and Joint Note have been signed on 27th April, 2010 between
Indian Banks Association on behalf of the Managements of participating banks and the representatives of
Workmen and Officers respectively, on various issues incorporating, among other points, the undernoted
terms/ conclusions:(i)
The existing pension scheme will not be applicable to those who join the services of banks on or
after 1st April, 2010.
Employees / Officers joining the services of banks on or after 1st April, 2010 shall be eligible for the
Defined Contributory Pension Scheme, which the banks will be introducing for them. The Defined
Contributory Scheme proposed to be introduced for them will be one as governed by the provisions
of New Pension System introduced for employees of Central Government w.e.f 1st January, 2004
and as modified from time to time. The Scheme shall be regulated and administered by the Pension
Fund Regulatory and Development Authority (PFRDA).
The employees / officers joining the services of the banks on or after 1 st April, 2010 shall contribute
10% of Pay and Dearness Allowance towards the Defined Contributory Pension Scheme and the
bank shall make a matching contribution in respect of these employees/ officers.
There shall be no separate Provident Fund for employees/ officers joining services of Banks on or
after 1st April, 2010.
Accordingly, it is clarified that all employees including Part Time Sweepers who have joined or will be
joining the services of the Bank on or after 1st April, 2010, will be governed by a new defined contributory
retirement benefit scheme instead of the defined benefit pension scheme under Allahabad Bank
(Employees) Pension Regulations, 1995. Details of the proposed scheme will be advised in due course on
formulation, after completion of necessary formalities.


Present Requirements:
In the present system, PF No. allotted to any officer/employee is utilised for employee identification in
various administrative areas as also for user ID under CBS domain. Accordingly, it has been decided that
on abolition of separate Provident Fund Scheme for officers/employees including Part Time Sweepers
joining the services of the Bank on or after 01.04.2010, a unique Employee No. in 5 digit format will be
allotted to them for the purposes of employee identification, User ID as also for recording of Gratuity
Specific Action Areas:
Allotment of PF Membership/Recording of Nomination for Gratuity for existing employees who were in the
pay-roll of the Bank as on 31.03.2010:
As per the existing system, an officer becomes eligible for PF Membership upon joining the Banks service
and as such all officers who were in the service of the Bank as on 31.03.2010, must have been allotted PF
No. by now. Any left out case of this category should, therefore, be immediately brought to the notice of
Head Office. For members of Award Staff, PF Membership is accepted after they are confirmed in the
service. Therefore, existing members of Award Staff who were in the service as on 31.03.2010 but have not
yet been allotted PF Numbers, will submit PF Membership-cum-Nomination Form [PF-1] together with
Gratuity Nomination Form-F [PF-2] through their places of posting immediately on their confirmation in
Banks service and the concerned ZO/FIO/STC, etc. will forward the same to Head Office, Personnel
Administration Department, Terminal Dues Section, as hitherto done for allotment of PF Numbers. In case
any existing officer is left out for allotment of PF Number, he/she will also follow the same procedure
immediately without, however, waiting for his/her confirmation in Banks service. On receipt of PF-1 & PF2, PF Department will open the necessary Provident Fund Accounts and allot PF Numbers as is done
under the existing system.
Allotment of Employee Numbers to newly recruited employees who have joined/ will join Banks
service on or after 01.04.2010:
Under the changed system, a unique Employee No. in 5 digit format beginning from 40001 will be
allotted to all employees including Part Time Sweepers, who join the services of the Bank on or after 1st
April, 2010. Therefore, w.e.f. 01.04.2010, at the time of joining the service of the Bank by newly recruited
officers/employees including Part Time Sweepers, the concerned Branch/Office will obtain his/her basic
information in a specially designed Format, enclosed as Annexure-I, duly filled in and signed by the
employee concerned and authenticated by the Branch/Office Head together with duly filled in and signed
Form F [fully described in Paragraph 3.3 below] and send the same immediately to their controlling office
for onward submission to Head Office, Recruitment Cell, 14 India Exchange Place, 4 th Floor, Kolkata700001.

Pension :
Pension under Allahabad Bank Employees Pension Scheme (Old):
Officers on the appointed date ( i.e. 01.7.1979 ) who have not opted for the pension under ABEPR, 1995, are
eligible for pension under the existing supplementary pension Scheme otherwise called Allahabad Bank
Employees Pension Scheme (Old) in lieu of Gratuity, on completion of 30 years of active service.
Pension under Allahabad Bank (Employees) Pension Regulations, 1995:
Officer joining the Banks service on or after 29.09.1995 shall be governed by ABEPR, 1995. Provided that
the following categories of officers shall not be covered by ABEPR, 1995:
An officer who was in service of the bank prior to 29.09.1995, unless he has specifically exercised an option
to become member of ABEPR, 1995 within the cut off date of 27.01.1996.
An officer who is recruited on or after 29.09.1995 at the age of 35 years and above, and who has elected to
forego his right to pension in terms of ABEPR, 1995.

Gratuity under Allahabad Bank Officers Service Regulations, 1979
Every officer shall be eligible for gratuity on (a) Retirement, (b) Death, (c) Disablement rendering him unfit
for further service as certified by a medical officer approved by the bank, (d) Resignation after completing
ten years of continuous service, or (e) Termination of service in any other way except by way of punishment,
after completion of 10 years of service. There is no maximum limit of gratuity payable under Allahabad
Bank Officers Service Regulations, 1979.
Gratuity under Payment of Gratuity Act, 1972:
Gratuity shall be payable to an officer on the termination of his employment after he has rendered
continuous service for not less than five years on his (a) superannuation, or (b) retirement or resignation, or
(c) death or disablement due to accident or disease.
Provided that the completion of continuous service of five years shall not be necessary where the
termination of employment of any officer is due to death or disablement. Maximum Limit of gratuity under
Payment of Gratuity Act, 1972 is Rs.3, 50,000/-.
Note: The amount of Gratuity payable will be the higher of (a) & (b) above.
The Payment of Gratuity (Amendment) Act, 2010:
Enhancement of ceiling of Gratuity under the P. G. Act, 1972 from Rs.3.50 lakh to Rs.10.00 lakh w.e.f.
24.05.2010, consequent upon amendment toSection 4 Sub-section (3) of the Payment of Gratuity Act, 1972,
by enactment of the Payment of Gratuity (Amendment) Act, 2010, the ceiling of Gratuity under the Act has
been raised from Rs.3,50,000/- to Rs.10,00,000/-. In terms of notification dated24.05.2010 of the Ministry of
Labour and Employment, Government of India, the said amendment has been made effective from 24th
May, 2010.
Nomination for Gratuity for newly recruited employees:
It has also been decided that for newly recruited employees joining the services of the Bank on or after
01.04.2010, the Employee No. to be allotted by Recruitment Cell, will also be utilised for identification in
recording Nomination and payment of gratuity. The existing Gratuity Nomination Form- F [PF-2] has
accordingly been revised to suit the changed system and enclosed as Annexure-II. Therefore, w.e.f.
01.04.2010, at the time of joining the service of the Bank by newly recruited officers/employees including
Part Time Sweepers, the concerned Branch/Office will also obtain duly filled in Gratuity Nomination
Form-F [PF-2(Revised)] from them and submit the same along with their Basic Information FormAnnexure-I , to Head Office, Recruitment Cell, 14 India Exchange Place, 4th Floor, Kolkata- 700001
through their respective controlling offices, so that nomination for gratuity can be recorded simultaneously
with allotment of Employee No. In respect of those employees/officers who have already joined on or after
01.04.2010, their Branches/Offices of posting will immediately obtain the aforesaid Form-F from the
concerned employees/officers and submit the same as aforesaid.
The Bank is having a scheme for grant of ex-gratia amount (minimum Rs.5.5 lacs & maximum Rs. 8
lacs) in lieu of compassionate appointment, which is applicable in the following cases:
Officers dying in harness (other than due to injury sustained while performing official duty as a
result of violence, terrorism, robbery or dacoity);
Officers dying due to injury sustained while performing official duty within or outside office
premises (other than due to violence, terrorism, robbery or dacoity and excluding travel from
residence to place of work and back).
Officers seeking premature retirement due to incapacitation before reaching the age of 55 years.


The Scheme of Compassionate Appointment is applicable in the following cases only :

An officer dying while performing his official duty, as a result of violence, terrorism, robbery or
dacoity; and
An officer dying within five years of his first appointment or before reaching the age of 30 years,
whichever is later, leaving a dependent spouse and/or minor children.

Payment of Compensation in case of death while performing Official Duty :

In case of accidental death in the course of performing official duty, compensation under Workmen
Compensation Act is paid, as amended upto 2000, as under:
Minimum Rs. 80000/Maximum Rs. 452760/- (depending on age and wage of the employee)
Additional Compensation:
In case of death in Bank robbery/attack by terrorists during/as well as after office hours, compensation is
paid as under:
Executive in Scale-IV and above
Officers from Scale-I to Scale-III
Clerical cadre
Sub-staff cadre


Rs. 5 lac
Rs. 3 lac
Rs. 2 lac
Rs. 1 lac

Exercise of Sanctioning Powers Prior to Retirement

Instruction Circular No. 9860/PA/2007-08/34 Date : 08.12.2007

Executives/Senior Executives at Head Office as well as Zonal Office Level may exercise the
sanctioning power delegated to them during the period of three months prior to retirement also.
However, the proposals sanctioned by them during the period should be put up immediately to the
next higher authority for observations/ objections. The concerned higher authority to whom the
proposals are so put up should immediately examine the same and send his/her observations and/or
objections immediately so as to reach the referring authority for necessary and due compliance
within a period of maximum 15 days from the date on which the proposals were sent. Only on
receipt of a reply from the higher authority, the sanctioning authority (in this case the referring
authority) will proceed further including issuance of sanction letter to the proponent. For this
purpose, records of all such referred cases should be properly and meticulously maintained by the
referring authority together with the proof of despatch of the proposals to the higher authority
through e-mail/Fax/Courier etc and the same should be preserved and produced as evidence
whenever required in future.

It is also clarified that whenever any new incumbent takes over charge it should be his/her primary
responsibility to check up all such cases which have been referred by the previous incumbent to the
higher authority and proceed in the matter in line with the observations /objections, if any given by
the higher authority as well as the extant norms of the Bank.
2. Branch Managers in all categories/scales are not authorised to sanction loan proposals, enhancement
of existing limits and take any sensitive decisions during the period of 3 months prior to retirement.
All such proposals should be promptly referred to the higher authority by the concerned Branch
Manager for prior approval.

Scheme for extending Legal and Financial Support to Officers of the Bank including
retired Officers against whom motivated false complaints have been made by people/
agencies outside Bank.
Instruction Circular No. 10793/PA/2009-2010/41 Date: 04.12.2009
The scheme will be extended to all officers of the Bank against whom motivated false complaints are
made by outsiders/private parties with malafide intentions on matters arising out of bonafide

execution of Banks work to defend themselves and also to initiate legal action against those who
initiated such false and motivated complaints.
The retired officers of the Bank will also be covered under the scheme to defend themselves when
such complaints are made, provided such false complaints by outsiders/private parties with malafide
intention on matters arising out of bonafide execution of Banks work while in service.
The scheme will not cover instances where the complaints/prosecutions are launched by Police/CBI
and other Government agencies. Details of the revised Scheme for extending legal and financial
support to Officers of the Bank including retired Officers against whom motivated false complaints
have been made by people/agencies outside the Bank, as approved by the Banks Board of Directors,
are appended for information of all concerned:1.0 OBJECTIVE:
To enable Officers to initiate legal action in India against outsiders/private parties who with a malafide
intention make baseless allegations, pass derogatory remarks, lodge motivated false complaints on matters
arising out of bonafide execution of Banks work. The scheme shall not be applicable in case of a
complaint/allegation made by an employee of the Bank.
This scheme shall cover all officers on the regular rolls of the Bank and retired from Bank. It shall also be
applicable in case of officers on deputation within India to Joint Ventures and subsidiaries of the Bank. For
retired officers, the scheme will be applicable only in respect of bonafide execution of Bank work while in
In these rules, unless the context otherwise requires;
Initiate legal action shall include defending against legal action initiated by outsiders/private parties
with malafide intention on matters arising out of bonafide execution of Banks work.
3.1.1 Outsider/private party means any outsider other than a Government Agency such as CBI, CVC etc.
3.1.2 A motivated false complaint/communication shall mean a written complaint/communication other
than anonymous or privileged.
For the purpose of this scheme a privileged complaint/communication shall mean any written
complaint/ communication which is protected under law.
3.1.3 A baseless allegation/ a derogatory remark shall mean so only if it is in writing.
3.1.4 Litigation expenses shall mean court fee and other related miscellaneous expenditure, advocate fee,
TA,DA and accommodation charges as per entitlement.
Baseless allegation, derogatory remarks, motivated false complaints against officers of the Bank by
an outsider/private party for the purpose of this scheme shall herein after be referred to as the Cause
of Action.
If an officer desires to initiate any legal action in respect of any Cause of Action, he/she may put up
the facts along with the relevant documents, seeking permission to initiate legal action through
proper channel.
All such proposals shall be placed before a 4-member General Managers Committee at Head Office
comprising as under:
1. General Manager (HR)
2. General Manager (Credit)
3. General Manager (F&A)
4. Chief Law Officer
The said Committee shall examine the gravity of the Cause of Action and, as Competent Authority,
take decision on grant or rejection of request for permission to pursue legal action and for
reimbursement of litigation expenses in respect of Officers from JMG Scale -I to Senior
Management Scale V. As regards Top Executives in Scale VI (Deputy General Managers), & Scale
- VII (General Managers), the said General Managers Committee, after examining the gravity of the
Cause of Action, will recommend for grant or rejection of such requests to the Competent
Authority, within a period of 15 days of receipt of such proposal. The Competent Authority in case of
Executives in TEG Scale -VI & TEG Scale VII is the Chairman & Managing Director and in his
absence the Executive Director. The Competent Authority will consider recommendation of the said


The Convenor of this Committee will be the representative from Personnel/IR/HR Department not
below the rank of Dy. General Manager. In absence of any Dy. General Manager as stated above,
Asstt. General Manager of IR/HR/Personnel/HRD Department may be nominated to act as Convenor
of the said Committee, till such time Dy. General Manager is posted/available in the said
Once the permission is granted by the Competent Authority, as stated above, the Banks Law
Department will identify a suitable Advocate in each case. The fee and other charges payable shall be
as per the scheduled rates for hiring of advocates, as prescribed by the Bank. The Officer concerned
shall execute a deed of undertaking as per format (Annexure I), agreeing to comply with the
provisions of this Scheme.
Since CMD and ED are more susceptible to slandering, wild allegations made by persons both inside
and outside the Bank, they would be Competent to decide and file a Suit (Criminal/Civil or both)
against the individual (s) who has made such allegations/complaints against them.
5.0 Other Terms & Conditions:
In the event the Court orders for payment of any compensation in favour of the Officer concerned,
the amount so received shall be retained by the Officer concerned after payment to the Bank, of the
amount spent by the Bank in connection with the case.
The Officer concerned shall pursue the case with due diligence and in the event Officer concerned
retires before the culmination of the case, even then the Officer concerned shall pursue the case till
its conclusion at Banks cost, as mentioned above.
In the event the employment of the Officer concerned with the Bank comes to an end for whatever
reasons except otherwise than by superannuation or on health grounds, the Bank shall not provide the
facility under the scheme any further.



Transfer/Placement :
The Bank has formulated a transfer/placement policy/guidelines for Officers of the Bank which will be
applicable to Officers upto Scale-III (except Officers in Specialist Cadre), within the ambit of Regulation 47
of Allahabad Bank (Officers) Service Regulations, 1979 which stipulates that every Officer is liable for
transfer to any office of the Bank or to any place in India as also Government guidelines/instructions
received from time to time.
The 46 Zonal Offices of the Bank has been divided into six circles, for the purpose of transfer/placement of
Officers, as detailed herein below :
SN Name of
Includes Branches/Offices under the jurisdiction of
the Circle
Nodal Zonal
following Zones/Offices
Kolkata (Metro)
Head Office, Kolkata (Metro), Kolkata (Urban),
Behala, Barasat, Chinsurah, Midnapur, Asansol,
Siliguri, Guwahati & Dibrugarh
Lucknow, Sitapur, Bahraich, Gonda, Lakhimpur
Kheri, Meerut, Moradabad, Varanasi, Gorakhpur,
Allahabad, Kanpur, Jhansi, Hamirpur, Mirzapur &
Central East
Patna, Muzaffarpur, Ranchi & Deoghar
Bhopal, Jabalpur, Satna, Raipur & Bhubaneswar
Southern West
Mumbai, Nagpur, Chennai, Hyderabad, Ahmedabad
New Delhi
New Delhi, Chandigarh, Jaipur & Ludhiana
Basic Norms :
For exposing the Officers to different geographical areas as also to groom up in different working
environment, rotation of officers will be made as per requirement of the Bank.
The tenure of an Officer in a branch should not be more than 3 years and not more than 5 years in
administrative offices, other than Specialists, subject to administrative exigencies.


To complete mandatory Rural/Semi-Urban branch services, as per Government guidelines Officers (except
specialists), may be posted within/outside the State/Circle, as per requirement.
On promotion to Scale-I and in case of intra-cadre promotion within Officers cadre (upto Scale-III), intercircle transfer will be made depending upon the banks need & requirement.
Officers will not normally be transferred out of state/circle who have attained 55 years of age as far as
possible and practicable.
The rotational movement of officers in Scale-I & Scale-II will be made within the state/circle as far as
Inter-circle rotational transfer/movement of officers in Scale-III may be considered after 10 years of service
as an officer to groom them to shoulder higher responsibilities by exposing them to different work
Officers who are posted outside their parent state/circle will be repatriated back to their respective parent
state/circle, after completion of tenure of posting on subsequent promotional placements/recruitment and on
swap as far as feasible and practicable.
Directly recruited Specialist Officers and/or Officers who are engaged in specialized functional areas will be
rotated in the respective functional areas by Head Office.


Promotion & Career Progression :

Promotion Policy, Rules and Procedures applicable to the Officers of Allahabad Bank
(Revised vide Boards approval dated 10.03.2012 & 22.03.2012)
Instruction Circular No. 11810/PA/2011-2012/37 Date: 22.03.2012

Channels of promotion and eligibility criteria


Percentage of
(in years)

I to II

relaxation by
the Board
(in years)

length of
service in
officers cadre
(in years)

Merit/ Fast Track 40%
Normal/Seniority 60%
Merit/Fast Track 40%
Merit/Fast Track 100%
IV to V
V to VI
VI to VII Merit
No officer will be given the benefit of relaxation in the minimum required experience by the Board at two
successive levels of promotion in Scale III and above.
Officers should obtain minimum 75% marks in APA Reports for each of the years of service required
for eligibility for promotion under Merit Channel/Fast Track.
There shall be a mandatory requirement of having completed two years of continuous service in rural
areas for promotion from Scale-I to Scale-II and a total of three years in rural/semi-urban areas, including
the rural service in Scale-I, for promotion from Scale-II to Scale-III.

For Normal/Seniority Channel, Officers (Generalists) who have put in more than the aforesaid
service in rural areas will get an advantage of further relaxation of 50% weightage in minimum experience
for each additional completed year of service while assessing their eligibility as per table above.
In case all the vacancies allocated to one channel are not filled up due to non- availability of suitable
officers or officers with requisite eligibility criteria, the said vacancy(ies) will be filled up in the same
promotion process through the other channel. Such interchanging of vacancies in the respective channels
will not affect the seniority of the selected candidates as the date of effect of promotion for both the channels
will be on a common date.
The promotion processes, including those for Specialist Officers, will be conducted on the basis of
the following factors/parameters, with weightage assigned against each factor as under:
Promotion from Scale I to II
Promotion from Scale II to III
Normal/Seniority Merit/Fast
Normal/Seniority Merit/Fast
Factors/Parameters of Promotion
Weightage assigned
Weightage assigned
Written/On-Line Test (Total Marks 100) 40
Performance Appraisal (Average APA
for last 3 years)
Educational Qualifications
(as mentioned below)
Weightage in marks on account of professional qualifications (suitable to the needs of the Bank) and higher
academic qualifications (in the relevant knowledge area) will be given in the merit list for promotion from
JMG Scale I to MMG Scale II and from MMG, Scale II to MMG, Scale III in Normal/Seniority Channel
only, subject to a maximum of 10 marks, as under:

Professional Qualifications
CAIIB (Part-II)*
Diploma in Treasury, Investment & Risk Mgmt.* 2
Diploma in Comm Derivatives for Bankers*
Diploma in International Banking & Finance*
Diploma in Banking Technology*
Diploma in Banking & Finance* .
Chartered/Cost Accountancy
P.G. qualification in Personnel Management
*(Courses conducted by Indian Institute of Banking & Finance)
Academic Qualifications
M.A. (Economics/Statistics)
Post Graduation in any other subject


On receipt of applications from the eligible officers for consideration in the promotion process, number of
eligible officers to the extent of 3 times or 4 times the number of vacancies in each channel, as the case may
be in terms of Para 8 above, will be called to participate in the Written/On- Line Test in order of seniority.


There will be an Objective Test for 100 marks under Written/On-line Test conducted by outside agencies.
The subjects/topics and nature of test will be as decided by the Bank at the time of each promotion process
and may vary from one process to another.
Minimum qualifying marks for Written/On-Line Test will be 40%. The Competent Authority will, however,
have the discretion to lower the cut off points in case sufficient number of officers fails to qualify in the
Written/On-Line Test.
Successful officers of the Written/On-Line Test will be called for Interview.
Officers securing less than 40% marks in average in performance appraisal reports of the preceding 3
financial years and/or in the Interview will not be considered suitable for promotion and accordingly their
names will not be included in the list of successful candidates of the promotion process.
The final merit list for promotion will be prepared strictly based on the aggregate marks obtained by the
officers in various factors/parameters of promotion as per the weightages assigned, as given above, and
promotion will be released accordingly.
1. For being eligible for promotion to Scale-V, the officers should have been a Branch Head for at least three
2 .For being promoted to Scale VII, the officer should have worked as Regional/Zonal Head or must have
worked in Scale-III to Scale V in the Regional/Zonal Offices for 2 years. The experience as Chairman of
RRB would be treated as equivalent to experience as Regional/Zonal Head.
3. For promotion to Scale-IV and Scale-V, eligible officers will have to participate in a Group Discussion,
through which their communication, conceptual and leadership capabilities will be assessed. For this
purpose, a Board consisting outside experts and Executives of the Bank will be constituted.
4. The promotion processes, including those for Specialist Officers to Scale-IV, will be conducted on the
basis of the following factors/parameters, with weightage assigned against each factor as under:

Factors/Parameters of Promotion
Written/On-Line Test (Total Marks
Performance Appraisal (Average APA
marks for last 3 years)
Group Discussion

Scale III to IV

Scale IV to V

Scale V to VI

Scale VI to VII









On receipt of applications from the eligible officers for consideration in the promotion process, number of
eligible officers to the extent of 3 times or 4 times the number of vacancies, as the case may be in terms of
Para 8 above, will be called to participate in the Written/On-Line Test/Group Discussion/Interview, as
applicable, in order of seniority.
There will be an Objective Test for 100 marks under Written/On-line Test conducted by outside agencies in
case of promotion from Scale III to Scale IV. The subjects/topics and nature of test will be as decided by the
Bank at the time of each promotion process and may vary from one process to another. It will, however,

include a test on computer literacy and computer knowledge and the officers will be required to pass in that
test mandatorily.
Minimum qualifying marks for Written/On-Line Test will be 40%. The Competent Authority will, however,
have the discretion to lower the cut off marks in case sufficient number of officers fails to qualify in the
Written/On-Line Test.
Successful officers of the Written/On-Line Test for promotion process from Scale-III to Scale-IV will be
called for Group Discussion and Interview.
For promotion from Scale-IV to Scale-V, officers will have to mandatorily pass an examination (Written/OnLine) to test for computer literacy and computer knowledge, which may be conducted in-house or by outside
agency at the discretion of the Bank. The test will be for 25 marks and will be Objective in nature. It will be
a qualifying one and its marks will not reckon for merit ranking.
Officers securing less than 40% marks in average in performance appraisal reports of the preceding 3
financial years and/or in the Interview will not be considered suitable for promotion and accordingly
their names will not be included in the list of successful candidates of the promotion process.
The final merit list for promotion will be prepared strictly based on the aggregate marks obtained by the
officers in various factors/parameters of promotion as per the weightages assigned, as given above, and
promotion will be released accordingly.
The promotions will be made by the Competent Authority from the merit list strictly in the order of ranking
of the officers in the list and against the vacancies in the next higher scale/grade. The promotions will be
made on a common date. Supplementary Waiting List/Panel to the extent of 25% of the identified vacancies
(fractions to be treated as one whole number) may be made for the purpose of meeting exigencies of the
Bank as and when necessary. However, the Board of Directors may approve supplementary waiting list more
than 25% of the identified vacancies if the requirement /situation so warrants. The preparation of this
supplementary waiting list will be subject to the availability of 9 candidates suitable for promotion strictly
according to their ranking. The supplementary waiting list will lapse when the next promotion process is
taken up or on the expiry of one year from the date of panel, whichever is earlier. Those who are not
successful in the preceding promotion process may participate in the next process when held.
Any officer in Scale I, II, III, IV & V, who may feel that his case under the promotion processes has not
been dealt with correctly or properly, will be entitled to appeal to the Competent Authority, as given below:
Level of Officers
Competent Authority
From Scale I to Scale II
General Manager
From Scale II to Scale III
From Scale III to IV
Chairman and Managing Director
From Scale IV to Scale V and
From Scale V to Scale VI
The Chairman & Managing Director or the General Manager, as the case may be, may constitute a
Committee consisting of Senior Executives of appropriate rank, to examine the individual appeal cases and
submit to him/her necessary recommendations. The decision of the Chairman/General Manager in respect of
all such appeals shall be regarded as final.
Notwithstanding the provision of appeal inserted in Para 13.1, an officer shall submit such appeal so as to
reach the Competent Authority within a period of 30 days from the date of publication of Merit List and on
expiry of the said period of 30 days no further appeal shall be accepted or considered

1Existing specialist categories of posts in the Bank include :

Chartered Accountants, Agricultural Field Officers, Small Scale Industries Field Officers (Engineers),
Management/Personnel Management Specialists, Economists, Statisticians, Civil Engineers, Law
Officers, Security Officers, EDP/IT Officers, Merchant Banking and similar other posts as may exist or
be created in future in the specialist cadre.
2The specialist cadre officers would, in due course, either be integrated with the general line or
provided with promotion opportunities as per career path policy while remaining in their specialized
functional areas upto SMG, Scale IV.
3a) Officers recruited in the specialist cadre will be eligible for promotion in their respective cadre
subject to availability of vacancies in their respective fields of specialization upto SMG, Scale IV, as per the
eligibility and experience mentioned in para 9 below and shall be allowed to join the mainstream in the
event of ompletion of service as mentioned in para 4 below.
b) In case the specialist officers join at a Scale higher than Scale-I, the minimum service requirement in para
9 would be reckoned from the level at which they enter the service. For example, if an officer joins in ScaleII, the minimum length of service for promotion from Scale IV to Scale V will be 9 years instead of 12
4Specialist officers will also be allowed to join the mainstream (generalist cadre), for which it will be
mandatory that prior to joining the mainstream, the specialist officers should necessarily remain in that cadre
for at least 5 completed years of service. Thereafter, the officer should gain experience of at least 2 years in
field operations. There will be exemption from posting to rural areas for these officers. The specialist
officers desirous of conversion to the mainstream should submit unconditional and irrevocable option for the
same in writing after completion of 5 years of service in the specialist cadre.
5The specialist officers may also be exposed by way of occasional deputation to banking area courses,
as to make them acquainted with the general banking area and functions and to enable them to be more
effective on switching over to generalist cadre.
1An officer promoted from Junior Management Grade, Scale-I to Middle Management Grade, ScaleII,
Middle Management Grade, Scale-II to Middle Management Grade, Scale-III and Middle Management
Grade, Scale-III to Senior Management Grade, Scale-IV shall be on probation for a period of one year.
2If in the opinion of the Competent Authority, the performance of the officer is not found satisfactory,
his probation may be extended for such period as deemed fit by the competent authority.
3Where, during the period of probation, including the period of extension, the Competent Authority is
of the opinion that the officer is not fit for confirmation, he may be reverted to the Grade/Scale from which
he was promoted.
4The Competent Authority for the purpose of confirmation/reversion to the previous scale shall be as
Level of Officers
Competent Authority
Officers promoted from JMG, Scale I to MMG, Scale-II
Officers promoted from MMG, Scale II to MMG, ScaleGeneral Manager (HR) or an authority
above him.
Officers promoted from MMG, Scale-III to SMG,
Instruction Circular No. 9546/PA/2007-2008/01 Date: 03.04.2007

At the time of forwarding job application of the Officers/Employees concerned for outside employment, the
following points are required to be fulfilled/noted: 1. Job applied for should be more than equivalent to his/her present status/scale.
2. Paper cutting of the advertisement should accompany his/her job application.
3. Eligibility criteria e.g. qualification, experience, age etc. as advertised should be fulfilled.
4. No disciplinary case is pending or contemplated against the employee concerned.
5. Applications of Officers/ Employees who are under probation are not to be considered.

6. Application of an Officer/ Employee will be forwarded for outside employment only once in a year.
7. Bank may realise the cost of training of such employees who were imparted overseas/specialized training
at professional Institutions such as IIM,XLRI etc. where Bank has paid fees.
The Competent Authority for the purpose will be as under:
Scale of Officers/Employees
Award staff & Officers upto scale III at
Head Office
Award staff & Officers upto scale III
posted under Zone/FIO/SC/STC
Officers in scale IV to VI
Officers in Scale VII

Existing Competent
Not specified

Proposed Competent
Asst. General Manager (PA)

Award Staff & Officers upto

Sc-II - Regional Head and
for ScIII- GM (PA)
G.M (PA)

Zonal Head/Head
of the FIO/SC/STC
G.M (PA)

The Concerned officer/Employee applying for outside employment required to submit his/her application as
per proforma given on Annexure-I through the respective branch/office as the case may be.
Zonal Heads/Head of FIO/STC/SC are authorised to forward such applications of the Award staffs and
Officers in scale I, II & III posted within the Zone/FIO/STC/SC for outside employment after satisfying the
above criteria meticulously under intimation to us. The applications of the other officers are to be forwarded
to us alongwith the Annexure (Enclosed) duly filled in for our perusal and consideration.

Issuance of No Objection Certificate for procuring passport

Instruction Circular No. 9566 /PA/ 2007-08 / 04 Date : 21.04.2007

The Passport issuing Authorityhas introduced new format for issuing No Objection Certificate by the
employer.Accordingly it has now been decided that the employees who are applying for No Objection
Certificate to procure Indian Passport have to comply with the following :
(1) Application to be submitted alongwith three stamp sized photographs.
(2) One photograph should be attested by the Branch Manager/Head of the Office/Zonal Head by affixing it
on the application before forwarding it to the concerned competent authority.
(3) An Affidavit containing details as per format in ANNEXURE-A to be submitted tothe Competent
All such applications should be disposed of by the competent Authorities as under : ____
Category of Officer/Award-Staff
Competent Authority
RM/CM of EL & VL CM of the

Award staff &
Officers upto the Branches, CM of & CM (PA) at Head Office or any
level of MMG SC-III controlling offices. authority above Scale-IV
Scale-IV, V, VI GM Head of the Zone/FIO/SC/STC if he/
she is at least one scale above the
concerned officer, In case of Head of
the Zone/SC/STC/FIO and the officers
in Scale-IV, V, VI posted at Head
Office-GM (PA)





Officers are entitled for reimbursement of residual hospitalisation expenses beyond the permissible limit
under the Banks Hospitalisation scheme not exceeding Rs.1.5 lacs with floater cover to the
officers/employees along with their maximum three dependent family members under Group Mediclaim
Insurance Policy.
Payment of full insured amount of Rs.3.00 lacs in case of death/permanent total disablement and prorata
payment in case of partial disablement due to accident under Group Personal Accident Insurance Coverage.
DEPENDENT FAMILY MEMBERS (Scheme Details may change every year please check latest circulars)
As a part of Staff Welfare measure, the Bank has paid the premium amount to the Insurance Company for
the Insurance to provide Group Mediclaim Insurance Coverage to the officers and employees alongwith
their three wholly dependent family members.
Reimbursement of hospitalisation expenses with pre and post hospitalization expenses to the extent of Rs.1.5
lacs beyond the permissible limit under the Banks Hospitalisation scheme with floater cover to self and
dependent family members.
Payment of full insured amount of Rs.3.00 lacs in case of death/permanent total disablement and prorata
payment in case of permanent partial disablement due to accident.
Apart from above, the Bank also provides administrative support to the welfare measures extended to retired
officers/retired employees under Group Mediclaim Insurance Policy. The scheme is however self financed
by the retirees. (Ref. HO IC No. 9971/ Admn(HR) / 2007-08/09 dated 19-03-2008)


With a view to extending welfare amenities, bank has opened 14 (fourteen) Holiday Homes, at present, at
various centres for rest and recuperation of the existing employees and officers of the Bank, accompanied by
their wholly dependent family members as well as retired employees/officers of the Bank. List of Holiday
homes with address and related information is enclosed as Annexure. Employees occupying the Holiday
Homes are required to pay non refundable rent @ Rs.6/- per day/per suite for workmen employees and
Rs.7/- per day/per suite for officer employees. Wherever cooking gas is provided, an additional amount of
Re.1/- per day is to be paid. Reservations are made on first come, first served basis within two months in
advance from the proposed date of commencement of reservation of Holiday Home. However, the
applicants are required to give an undertaking to pay @Rs.200.00 per day in the event of failing to avail the
holiday home facility so booked/not canceling the booking at least 15 days in advance (Ref: HO IC No:
10209/ADMN(HR)/2008-09/03 dated 21-10-2008)
The broad guidelines regarding booking of Holiday Home are reiterated as under.
(i) The period of stay in the holiday home should not exceed for more than 6 days at a time.
(ii) The reservation of a suite in a particular holiday home will be made available to the officers/employees
on first come first serve basis.
(iii) The request for reservation of suite to the concerned Zonal Office should be made not earlier than 2
months in advance from the proposed date of commencement of reservation of Holiday Home.
The application form for allotment of holiday home has been revised as Annexure. The officers/employees
intending to avail facility of holiday home shall have to apply on the revised application form.
Bank is maintaining a Guest House at Mumbai for accommodation of Cancer patients only for treatment at
Tata Memorial Cancer Hospital for self and wholly dependent family members. Guest House Rent per day
per room is Rs.10/-. Maximum period of stay shall be fifteen days at a time, which may be extended for a

further period of fifteen days. The booking is made at Zonal Office Mumbai. The address of the Guest
House is as under.
PRABHADEVI, MUMBAI 400 025, PHONE NO. 24305036
Instruction Circular No.10508 /ADMN(HR)/2009-10/03 Date : 02.05.2009
Location :
Flat No. 101(First Floor)
GG Block, Ashabari Complex
Baisnabghata, Patuli Township
Kolkata- 700 094
Number of Rooms:
3(three) rooms with one common and one attached bathroom, common kitchen, dining cum living room
verandah. The flat has also been duly furnished with essential furniture and fixtures and bed with mattresses
Authority for Booking/Reservation
Booking/reservation of the Transit Quarter in Kolkata will be done through Zonal Office Kolkata (Metro).
The Chief Manager, Zonal Office, Kolkata(Metro) looking after the Personnel Administration & HR matters
shall be the Competent Authority for Booking/Reservation and Cancellation/Re-allotment of reservation of
Rent :
Rs.10/-(ten) per day per person all inclusive(without boarding). On the basis of allotment order received
from Zonal Office, Kolkata(Metro), rent for the entire period of reservation is to be deposited with
Baishnabghata, Patuli Branch (Code No.0212269), Kolkata, immediately on receipt of confirmation
regarding reservation of rooms in
Transit Quarter. No refund of room rent already deposited will be made under any circumstances even due to
non availment of the facility, early leaving and/or late arrival etc.
Maximum Period of stay:
Normally maximum seven (07) days at a time. However, the said maximum period may be extended for a
further period of seven days (maximum) on the basis of actual need along with recommendation of the
Renowned Hospital/ Nursing Home in the city and subject to availability of room and position of wait listed
applications, only at the discretion of Zonal Office,Kolkata(Metro).
Eligibility to stay:
Existing Employees/Officers of the Bank alongwith their wholly dependent family members can stay only
for treatment of self or spouse, wholly dependent family members at the Renowned Hospital/Nursing Home
in the city. No one will be permitted to stay without proper reservation allotment letter/beyond the
eligibility/permissinle limit.
Instruction Circular No. 11221/ADMN (HR)/2010-2011/16 Date :02.12.2010
Location :
Flat No. 207
Halwasia Amrapalee,
Green Apartment,
Vrindawan Yojana,
Behind Dental College, Lucknow
Number of Rooms:
3(three) rooms with attached toilets, balconies, drawing, store etc. The flat has been furnished with essential
furniture and fixtures and bed with mattresses etc.
Authority for Booking/Reservation

Booking/reservation of the Transit Quarter in Lucknow will be done through Zonal Office Lucknow.
Rent :
Rs.10/-(ten) per day per person all inclusive(without boarding). Rent for the entire period of reservation is to
be deposited with Sainik Branch (S.P.I.D.M.S), Lucknow (Code No.0212253),
Maximum Period of stay:
Normally stay upto maximum of seven (07) days at a time is permissible. However, the said maximum
period may be extended for a further period up to seven days on the basis of actual need and
recommendation of the concerned Hospital/Nursing Home in the city subject to availability of room and
position of wait listed applications, at the discretion of Zonal Office Lucknow.
Eligibility to stay:
Existing Employees/Officers of the Bank alongwith their wholly dependent family members can stay only
for treatment of self, spouse and wholly dependent family members at the renowned Hospitals/Nursing
Homes in the city. No one will be permitted to stay without proper reservation allotment letter/beyond the
eligibility/permissible limit.
Application in plain paper, strictly as per format along with the reference letter of the Hospital/Doctor for
treatment will be submitted through proper channel to the Chief Manager, Zonal Office Lucknow,
Allahabad Bank , New Building, 1st Floor, Hazratgunj, Lucknow, Uttar Pradesh , PIN- 226001
Instruction Circular No. 11240 /ADMN (HR)/2010-2011/ 17 Date :28/12/2010
Location :
Room No. 112 (AC Double Occupancy Room fully furnished with
all modern amenities including attached bath)
Hotel Khanna,
16, Officers Lane,
Tamil Nadu- 632001.
Authority for Booking/Reservation
Booking/reservation of the Transit Quarter in Vellore will be done through Zonal Office Chennai.
Rent :
Rs.10/-(ten) per day per person all inclusive (without boarding). Rent for the entire period of reservation is
to be deposited with Vellore Branch (Code No.0212116),
Maximum Period of stay:
Normally stay upto maximum of seven (07) days at a time is permissible. However, the said maximum
period may be extended for a further period up to seven days on the basis of actual need and
recommendation of the concerned Hospital Authorities subject to availability of room and position of wait
listed applications, at the discretion of Zonal Office Chennai.
Eligibility to stay:
Existing Employees/Officers of the Bank alongwith their wholly dependent family members can stay only
for treatment of self, spouse and wholly dependent family members at CMC Vellore. No one will be
permitted to stay without proper reservation allotment letter/beyond the eligibility/permissible limit.
Application in plain paper, strictly as per format along with the reference letter of the Hospital/Doctor for
treatment will be submitted through proper channel to the Chief Manager, Zonal Office Chennai.
Maximum two adults and one child under eighteen years of age of a family shall be allowed to stay in the
Transit Quarter. If extra person or child is accommodated in the room one extra bed will be provided by the
Hotel @ Rs.100.00 which is to be borne by the officer/employee/dependent family member and to be paid
directly to the Hotel Authority.
Instruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009
a. For Executives in Scale-IV and above
Health Check up @ Rs.3000.00 per person per annum *
a. Executives in Scale IV and above Every year.
b. Their Spouse
Every alternate year

b. For Employees and Officers up to MMG Sc-III

Health Check up @ Rs.2000.00 per person per annum*
1.A. 40-45 years
Once in 5 year
B. Their Spouse
2.A. Above 45-50 years
Twice in 5 year.
B. Their Spouse
Once in 5 year.
3.A. Above 50
Every year.
B. Their Spouse
Every alternate year
* This is the maximum permissible limit for reimbursement. In no case it should be considered as
For the above, age of the employee/officer concerned is to be reckoned as on 1st April every year.
Instruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009
Bank will provide scholarship to the meritorious wards of all permanent employees/officers for excellence in
their educational pursuit Wholly dependent Wards of all permanent employees/officers (including
probationers), those studying from 1st Standard onwards upto Post Graduation/ Professional Courses, who
secure minimum percentage of marks in the annual/final examination as stipulated as under: For class/courses
Wards of Sub-staff
Wards of other
Quantum of Scholarship per
(including .FTS /
employees/officers child
PTS) & the wards
of SC/ST
Minimum marks
Minimum marks
1st Standard to 12th
Rs.200.00 pm with
Standard / Diploma
maximum of Rs.2000.00 p.a.
Graduation / Post
Rs.300.00 pm with
Graduation / Professional
maximum of Rs.3000.00 p.a.
Courses etc.

Instruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009
Cost of upbringing & treatment for the mentally challenged child or Rs.5000.00 per annum, whichever is
less. Reimbursement of actual expenditure within the ceiling of Rs.5000.00 p.a. shall be made to the
employees/officers towards upbringing and treatment of mentally challenged child/children in Specially
Designated Schools/Rehabilitation Schools/Centres/Hospitals/Domiciliary Treatment etc.
Physically challenged confirmed employees (including part time employees drawing scale wages) are
reimbursed financial relief of Rs.1500/- once in three years for purchase of crutches/hearing aids/braille
books/other accessories like artificial legs/support for polio limbs etc. (Ref. HO IC No.
8506/Admn(IR)/2004-05/07 dated 01-01-05)
Instruction Circular No10600/ADMN (HR)/2009-10/05 dated 11.07.2009

To mitigate the immediate hardship, an amount of Rs.1,00,000/- is granted as ex-gratia to the bereaved
family of the deceased officers and employees, irrespective of cadre, who die during the service period. To
meet immediate expenditure on the death of the employees/officers, the branch/office shall pay Rs.20,000/(Rupees Twenty Thousand only) to his/her widow/widower/nominee/legal heir as Death Exgratia under
Death Relief Scheme. An application in writing as per the revised format for payment of final amount of
Rs.80000/- (Rupees Eighty Thousand only) will be submitted by the widow/widower/nominee/legal heir, as
the case may be, of the deceased employee/officer to the Branch Manager/Chief Manager/Departmental
Head where the employee/officer was working.
Bank is celebrating Allahabad Bank Family Day in each Zone under the scheme of Sports and Cultural
Activities by inviting entire household of the staff members preferably during December to first fortnight of
February of every year. (IOM No. Per/HR/35/1271 dated 18-12-07)


Free Medical consultancy services to the Executives, officers and Award Staff members of our bank are
available at Head Office, Zonal Offices and Staff Training Colleges/Centres on week days between 2 PM to
3.30 PM. This facility is available at the doctors clinic in the respective offices. (Ref.- IOM No.
Per/HR/0902 dated 7-10-2006)


An amount of Rs.10/- per actual working day subject to maximum Rs.200/- pm is reimbursed to all
permanent employees/officers upto Scale-III towards Food and Beverages on self-declaration basis.
HO IC No. 9334/Admn(HR)/2006-07/08 dated 28-09-2006)


Bank provides Group Personal Accident Insurance Coverage against death/permanent disablement to the
officers and employees posted in Jammu & Kashmir and North Eastern States with the limit for officers Rs.
3.00 lakhs, clerical staff Rs. 2.00 lakhs and subordinate staff Rs.1.00 lakh.

Silver Jubilee Award :
Silver Jubilee Award is bestowed on an Officer Employee on completion of 25 years of unblemished service.
The award will be in the form of any one or more articles of the employees choice out of certain items listed
in the relative circular, the cost of which will be restricted to Rs.2000/-.


Instruction Circular No.11022/HRD/2010-2011/01 Date: 14.06.2010

1- Introduction:
1.1 With the advent of technology and massive mechanization, Bank is exposed to newer type of risks. In
order to mitigate such risks it has become necessary to augment our present Audit and Inspection System.
Further with more and more branches covered under CBS and expansion of IT enabled services, issues
pertaining to Security & Audit needs to be strengthened at different functional levels.
1.2 Presently Inspection System of the Bank is not having sufficient officers with IT/Professional
certification. Therefore, Officers with internationally accepted certifications like CISA are required to be
pooled to address issues pertaining to information security and Audit.
2. Coverage of the scheme:
21 Eligibility:
The scheme covers all Permanent Officers of the Bank with maximum age of 55 years as on the date of
acquiring such qualification.
2.2 Courses Covered:
2.2.1 (Certified Information Security Manager) CISM certification conducted by (Information System Audit
and Control Association) ISACA, Illinois, USA.
2.2.2 (Certified System Security Professionals) CISSP certification conducted by International Information
Systems Security Certification Consortium (ISC) USA.
2.2.3 (Certified Information Security Banker) CeISB examination conducted by Indian Institute of Banking
& Finance, Mumbai.
2.2.4 (Diploma in Banking Technology) DBT examination conducted by Indian Institute of Banking &
Finance, Mumbai.
2.3 Reimbursement of fees:
2.3.1. Officers those who pass CISM & CISSP and submit claim with relevant supporting documents will be
(a) Examination fee in full
(b) Annual membership fee, as applicable in full
(c) Annual Certification Maintenance fee, as applicable in full as charged by the institutes from time to time.
2.3.2. Officers those who pass CeISB & DBT and submit claim with relevant supporting documents will be
(d) Examination fee in full.
2.4 Onetime incentive:
In order to encourage more & more officers to obtain such professional qualifications, a onetime cash
incentive of Rs. 5,000/- will be provided for those who pass any of the CISM/CISSP/ CeISB/ DBT
examinations, basically to purchase books and periodicals.
3. Terms & conditions
3.1 Service Undertaking:
Officers who have acquired professional qualifications mentioned above and in receipt of
reimbursement/incentives are liable to serve in any IT/Audit setups of the Bank for best utilization of their
3.2 Minimum period of post-qualification continuance:
Officers who are in receipt of reimbursement of fees and cash incentives should serve in the Bank for a
minimum of FIVE years from the date of such reimbursement.
3.3 Refund of fees/incentives:
In case the Officer concerned leaves the banks job or opting out of related postqualification assignment
before the specified period of FIVE years from the date of receiving reimbursement/incentive, he/she will
repay the
entire amount to Bank.
3.4 Mode of reimbursement:
(a) HO HRD Department will administer the scheme.
(b) Officers after acquiring such professional qualification will submit application in prescribed format duly
recommended by the branch / office /department head along with attested copies of certificates and receipts
for various fees paid to ISACA.
(c) A letter of undertaking as per prescribed format will accompany the claim application.

(d) Application should be submitted to H.O HRD Department, who will maintain a proper record after
sanction and communicate to the branch/office concerned suitably.
(e) After receiving the approval, the concerned branch/office will release the sanctioned amount to the debit
of Charges A/c Miscellaneous after maintaining a record thereof.




Format of Leave Application
Format of Monthly Claims

Annexure No.

List of Holiday Homes



Name & Address of Holiday Homes

1. Darjeeling
Hotel Anjali, 12, Swami Prabhudha
Nanda Road, Near Senior B.T.
College, P.O. & Distt. Darjeeling,
West Bengal, Pin 734101.
2. Digha
Hotel Sumans,
Hotel Sector, New Township,
New Digha, P.O. Digha,
Distt.- East Medinipur
West Bengal Pin 721428
3. Hardwar
Hotel Bhasker,
Opp. Railway Station,
Hardwar, Uttaranchal
Pin 249 401
4. Nainital
Norton Cottage Building, Allahabad
Bank, Pandit Govind Ballav Pant
Marg, Nainital, Uttaranchal. Pin
5. Mussoorie
Allahabad Bank Building,
Mall Road, Mussoorie,
Dist.-Dehradun, Uttaranchal
6. Varanasi
Hotel Surya
S-20/51-A-5, Varuna Bridge, Mall
Pin - 221 001
7. Puri
Chakratirtha Road,
Near Vijay International Hotel, Puri,
Pin 752001
8. Goa
Hotel Ameya ,
M. G. Road Extn.
Opp. S.T. Inez Church,
Panjim, Goa Pin 403001
9. Simla
Hotel Diplomat, Lakkar Bazar, Simla,
Himachal Pradesh,
Pin 171001

Authority for
reservation and
cancellation of
holiday home
Zonal Office,
(West Bengal)
Zonal Office,

Name, Address of the designated

branch where holiday home accounts
are maintained

Allahabad Bank,
Darjeeling Branch,
Seeta Sadan,
16, H.D. Lama Road,
P.O. & Distt.-Darjeeling, West
Allahabad Bank,
Alankarpur Branch
P.O. & Vill.- Ramnagar,
Distt.- East Medinipur, West Bengal

(West Bengal)
Zonal Office,
Zonal Office,
Zonal Office,
Zonal Office,
(Uttar Pradesh)
Zonal Office,
Zonal Office,
Zonal Office,

Allahabad Bank,
Hardwar Branch,
Railway Road, Station Mayapur,
Hardwar, Uttaranchal,
PIN-249 401
Allahabad Bank,
Nainital Branch,
Pandit Govind Ballav
Pant Marg, Nainital, Uttaranchal.
Pin 263001.
Allahabad Bank,
Mussoorie Branch, Mall Road,
Mussoorie,Distt. Dehradun,
Uttaranchal PIN-248179
Allahabad Bank
Varanasi Nadesar Branch,
Taksal Theatre Building,
Nadesar, Varanasi-221002
Allahabad Bank,
Puri Dalmandap Sahi Branch,
Temple Road,
Distt.- Puri (Orissa),
Allahabad Bank,
Mapuca Goa Branch,
Hotel Satya Heera Building,
Near Hanuman Temple,
Mapuca, Goa-403 507
Allahabad Bank,
Simla Branch,
The Ridge,
Simla 171001

Name & Address of

Holiday Homes
10. Manali
Hotel Shandela
Near Tehsil Office,
Manali, Dist Kulu, H.P.
11. Mount Abu
Hotel Karnavati, Goumukh
Road Corner, Mount Abu,
Rajasthan Pin 307501
12. Amritsar
Katra Ahluwalia Branch
Amritsar (Punjab)
13. Katra
Hotel Asia Sripati, near Bus
stand, Katra, Katra Vaishno
Devi, J & K
14. Ooty
Hotel Lake View
West Lake Road,
Ooty, PIN 643004

Competent Authority for

management, reservation
and cancellation of holiday
home (State)
Z.O. Chandigarh

Name, Address of the designated

branch where holiday home
accounts are maintained
Mandi Branch
(RBI Code No.0212559)

(Himachal Pradesh)
Zonal Office,

Allahabad Bank
Jaipur Main Branch,
M.I. Road, Panch Batti, Jaipur,
Katra Ahluwalia, Amritsar

Z.O. Ludhiana
Z.O. Ludhiana

Jammu Branch

(Jammu & Kashmir)

Z.O. Chennai

Coimbatore Branch
(Code No. 0210384)



Annexure to HOIC No.11012/ADMN(HR)/2010-11/05 dated- 03/06/2010

The (Designation of the Competent Authority)
. Branch/Office.
Dear Sir,
Sub: Request for permission for claiming reimbursement of Petrol/Fuel expenses
I am the owner of a ( Brand/Make) 2-Wheeler/Motor Car bearing Registration
No. I declare that the said vehicle is available at the station of my place of posting and it is
being used by me for the purpose of development of Banks Business. The Vehicle runs
on(Nature of fuel used). I request you to please permit me to obtain reimbursement of
petrol/fuel expenses within the prescribed monthly limit on self declaration basis.
I undertake to maintain complete details of journey and expenditure incurred for the consumption of
petrol/fuel and shall give the same to the Bank for providing to the Income Tax Department as and when
required. In case the said reimbursement attracts any tax liability, the same will be entirely borne by me and
the Bank will not bear any tax liability in this regard.
I submit the following documents/papers in support of the claim.
a. Copy of Blue Book/Registration Certificate of the vehicle.
b. Upto date Insurance Policy/Cover note of the vehicle.
Yours faithfully

Signature of the Claimant Officer

Name of the Officer.
Date : Designation:
Place: Place of Posting:..
Encl: As above


Annexure to HOIC No.11012 /ADMN(HR)/2010-11/05 dated -03/06/2010

The Asstt. General Manager/ Chief Manager/Senior Manager/Manager
. Branch/Office.
Dear Sir,
Sub: Claim for reimbursement for the month of . 20
1. Petrol/Fuel Expenses or Fixed Conveyance Expenses
2. Entertainment Expenses
3. News Paper Expenses
Please reimburse me the following expenses which I have incurred during the previous month
(Please mention month & year).
Sl.No. Brief particulars of the items
Petrol/Fuel expenses = A X B =
A- Cost of Petrol/Fuel per litre
B- Total No of litres consumed in a month
( Those own vehicle and have obtained necessary
Fixed Conveyance Expenses
(Those not having own vehicle)
Entertainment Expenses
News Paper Expenses

Expenditure incurred (in Rs.)

(Rupees ....) only
I declare that my vehicle (Car/Two Wheeler No. ) is available at the station/place of my
posting. The above expenses in respect of petrol/fuel, fixed conveyance and entertainment have been
incurred wholly for the purpose of development of Banks Business. In case the said reimbursements attract
any tax liability, the same will be entirely borne by me and the Bank will not bear any tax liability in this
Yours faithfully

Signature of the Claimant Officer

Name of the Officer.
Date : Designation:..
Place: Place of Posting:


The Deputy General Manager

Asstt. General Manager
Chief Manager/Sr.Manager/Manager

Dear Sir,
Left H.Q.



Returned to H.Q.


Purpose of Visit

Visit Authorised by

Mode of Travel
1. Cost of Train/Air ticket from HO to place
Visited (to & fro) (Details on Part-I)


2. Hotel Expenses/Halting Allowances

(Details on Part-II)


3. Conveyance/Cooliage/Miscellaneous Expenses
(Details on Part-III)


Total amount of T.E. bill

Advance taken, if any, against T.E.Bill(Part-IV)
Balance amount Payable to me/refundable by me

I certify that I actually incurred the above expenses which please reimburse.
Yours faithfully
Place :
Date :


1. The TE Bill should be submitted immediately from the date of reaching or returning to his/her head
2. Please fill in all the columns and enclose the original tour programme duly approved by the authority
3. Necessary bills/receipts must be enclosed alongwith the TE bill.
(Space for use by the officer sanctioning TE Bill)
Checked by
Sanctioned by

Amount Sanctioned



Period of stay at Hotel

Date&Time Date & Time

of Departure of Arrival

Mode &
class of


Amount of

Amount of Hotel Bill/Halting Allowance




Mode of

Distance Amount





The Deputy General Manager


Allahabad Bank
Zonal Office
Dear Sir,
Residential Accommodation
This has in reference to the discussions held with your representativeon
. I am agree to let my premises on ...
.Sq.Ft. at a rental of Rs../- (Rupees .
Only) per month on lease basis SUBJECT To the following terms and conditions for three years.



The lease will commence w.e.f. Ist Day of ... It will be terminable by
one months notice on the part of the Bank.
A carry out all necessary additions and alterations to the premises in accordance with the Banks
requirements at my cost before handing over the possession of the premises to the Bank.
The monthly rent will be payable to me within 7 days of each month following the month to which it
relates. A months rent will have to be deposited with me in advance and will be adjustable against
the last months rent, if and when decides to terminate the tenancy.
The rent payable to me in inclusive of all taxes and the Bank will not have to bear/share any taxes
present or future.
Charges for the electricity consumed in the premises will be borne by the Bank and I will issue
necessary permission to the Bank for installing a separate meter in the Banks name. I will provide
separate meter to the Bank for recording the consumption of electricity in the premises occupied by
the Bank.
I will maintain regular supply of drinking water to the premises and will undertake all major and
petty repairs as and when necessary at my own cost. Should I fail to carry out any urgent repairs
within one week from the date on which I am notified by your representative to undertake such
repairs, the Bank will reserve the right to engage its own contractors for the job and deduct the
incurred expenditures from the rent payable to me for the following month.
The premises will be white washed by me every year and the doors, windows etc which will be
painted every alternate year at my own cost.
The Bank will have the right to install the necessary fixtures and fittings in the premises, which will
be removed when the tenancy is terminated.
The composition fees of Development Authority or any other charges payable to Municipal
Corporation will be borne by me.

I shall be glad to receive your written acceptance to the terms and conditions mentioned in this letter in early
course, remitting to me one months rent in advance.


Annexure to Head Office I.C. No. 10209/ADMN(HR)/2008-09/03 dated 21.10.2008


Annexure - A
The Dy. General Manager
The Asstt. General Manager/
The Chief Manager
Zonal Office,

(Through the Branch/Office of posting)

Dear Sir,
Application for allotment of one general/executive
Suite at the banks holiday home at ...................................
I would like to visit ................................... alongwith my dependant family members. You are requested to
allot me one Hgeneral/Hexecutive suite for days from 8 A.M. of ................. to 7.30 A.M.
of .................................... (both days inclusive).
In the event of non-availability of suites on the aforesaid dates, Hmy application may please be noted as
waitlisted for the purpose of allotment against cancellation/Hmay please allot suite for days from 8
AM of .................................... to .................................... 7.30 AM of .................................... (both days
My particulars are given hereunder.
1. Full name of the officers/ employees :
2. Designation :
3. Place of posting :
4. Residential address in full :
with Telephone & Mobile Phone No.
I understand the rental charges for reservation of holiday home is non-refundable. I authorize to debit
Rs.200/- per day from my savings A/c. maintained at the branch, without any further reference in the matter,
in case I fail to avail the facility of holiday home so booked/not canceling the booking at least 15 days in
I have read and accepted the terms and conditions of the banks holiday home rules/guidelines. I shall make
payment of usual rent on receipt of your intimation for allotment of accommodation through credit advice
(CT 20A) favouring the branch where the holiday home account is maintained and will be submitted to you
well in time so as to enable you to issue final allotment letter.
Yours faithfully,
Full signature :
Place :
Date :
* delete whichever is not applicable.
Recommendation of the Branch Manager/Departmental Head
We forward the application of Shri/Smt. ........................................................., an officer/employee of our
Branch/Office for favourable consideration. Necessary allotment intimation letter/final allotment letter may
please be issued to him under copy to us.
Signature of the Branch Manager/Departmental Head
Full Name :
Designation :
Date :
S E A L Place :

Annexure to Instruction Circular No.11584/PA/2011-2012/19 Date:10.10.2011

Fitment at
stage in
JMG Scale I

Fitment Chart on Promotion for Officers Promoted from One Scale to another on or after 1.11.2007
from Scale-II
from Scale-II
from Scale-III
from Scale-IV
from Scale-V from Scale-VI
to Scale-III
to Scale-III
to Scale-IV
to Scale-V
to Scale-VI
to Scale-VII

1 6200 7200 14500

1 14500]

1 19400]

1 25700

1 30600 36200

1 36200 42000

1 42000 46800

2 6600 7600 14500

2 15100]

2 20100]

2 26500

2 31500 36200

2 37200 42000

2 43200 46800

3 7000 8000 14500

3 15700]

3 20900]

3 27300

3 32400 36200

3 38200 42000

3 44400 46800

4 7400 8400 14500

4 16300]

4 21700]

4 28100 30600

4 33300 36200

4 39300 43200

4 45600 48100

5 7900 8900 14500

5 16900]

5 22500]

5 28900 31500

5 34200 37200

5 40400 44400

5 46800 49400

6 8400 9400 14500

6 17500]

6 23300]

6 29700 32400

6 35200 38200

7 8900 9900 14500

7 18100]

7 24100]

7 30600 33300

7 36200 39300

8 9500 10500 14500

8 18700] 19400

8 24900] 25700

8 31500 34200

9 10100 11100 14500

9 19400 20100

9 25700 26500

++ 32400 35200

10 10700 11700 15100

10 20100 20900

10 26500 27300

++ 33300 36200

11 11300 12300 15700

11 20900 21700

11 27300 28100

++ 34200 36200

12 12000 13000 16300

12 21700 22500

12 28100 28900

++ 35100 36200

13 12700 13700 16900

13 22500 23300

+ 28900 29700

14 13400 14400 17500

14 23300 24100

+ 29700 30600


15 14100 15100 18100

15 24100 24900

+ 30600 31500

16 14800 15800 18700

16 24900 25700

+ 31500 31500

17 15500 16500 19400

17 25700 26500

++ 32400 32400

18 16200 17200 20100

+] 26500 27300

++ 33300 33300

19 17500 18500 20900

+] 27300 28100

++ 34200 34200

20 18300 19300 21700

+] 28100 28900

+ Sliding

+1 19100 20100 22500

++] 28900 29700

++ Stagnation

+2 19900 20900 23300

++] 29700 30600


+3 20700 21700 24100

++] 30600 31500

+4 21500 22500 24900

++] 31500 31500

+5 22300 23300 25700

+ Sliding

+6 23100 24100 25700

++ Stagnation

+7 23900 24900 25700


Instruction Circular No. 10793/PA/2009-2010/41 Date: 04.12.2009

Annexure I

Deed of Undertaking
This deed executed on. Day of...by.
(Name and designation). (hereunder referred to as the said Officer) and having
permanent residence at .
.Bank, and having its Registered/ Head Office at .
.( hereinafter referred to as the Bank).
A) Bank has formulated a Scheme under its Circular No dated.(hereinafter referred to as
the said Scheme which expression shall include amendments/modifications thereto, if any) under which an Officer
of the Bank is entitled to be paid or reimbursed expenses incurred in connection with legal actions initiated in
accordance with the said scheme. I have read the said Scheme and have made myself aware of the provisions of the
said scheme.
B) . has made a baseless allegation against the undersigned in respect of.
Since this baseless allegation affects me and it is likely that it could harm the image of the Bank, I am desirous of
initiating legal action against the said. and avail assistance from the Bank
under the said Scheme for this purpose.
C) Bank has agreed to pay or reimburse the expenses in connection with the legal proceedings proposed to be initiated
by me as above, in accordance with the provisions of the said Scheme.
D) Under the said Scheme, I am required to execute an undertaking in accordance with the provisions of the said
Scheme. Accordingly, I have executed this Deed of undertaking as hereinafter appearing.
1. I have read the above said Scheme and hereby agree to be bound by the provisions of the said Scheme.
2. In the event of any damages, compensation and/or costs being awarded by the Court at any time in my favour in the
legal action initiated by me, I agree to pay back to the Bank, whatever amount has been spent by the Bank in
connection with the case and balance amount, if any, shall be retained by me.
3. I hereby agree and undertake to pursue the above case diligently till the case reaches its finality (including the
appeal, if any, so advised by the Bank).
IN WITNESS WHEREOF the undersigned has executed this
.on the date mentioned herein above.


Signature of the Officer

Instruction Circular No. 9546/PA/2007-2008/01 Date: 03.04.2007








Instruction Circular No. 9566 /PA/ 2007-08 / 04 Date : 21.04.2007

Format of Affidavit for issuance of No objection certificate for procurement of Passport
(To be made on Non-Judicial stamp paper as applicable under the stamp Law of that area)
Before the Notary public at ................................................................................. ..
I Sri/Smt. ................................................ son/daughter/wife of ....................................................
Aged ................. by caste ....................., by nationality Indian, working in Allahabad Bank presently posted
at .................................................................. do hereby solemnly affirm & state as follows :
1. That I am working in Allahabad Bank and presently posted at .................................
as ...........................................
2. That I want to obtain an Indian Passport for visiting foreign country/ies.
3. That as per requirement of the Passport Authority, I have applied before .......................................... (State
to whom the application has been addressed) of Allahabad Bank for granting No objection certificate in
the format as Annexure-B prescribed by the Passport Authority.
4. That as per requirement under 6(2) of the Passport Act, 1967 I hereby declare as under :
a) That I am a citizen of India;
b) That I shall not engage outside India in activities prejudicial to the sovereignty and integrity of India;
c) That my departure from India under any circumstances will not be detrimental to the security of India;
d) That my presence at outside India under any circumstances will not prejudice the friendly relations of
India with any foreign country;
e) That I have not at anytime been convicted by a court in India for any offence involvingmoral turpitude
during the period of last five years and have not been sentenced in respect thereof to imprisonment for not
less than two years;
f) That no proceeding in respect of an offence alleged to have been committed by me is pending before a
criminal court in India;
g) That no warrant or summons for the appearance, or a warrant for the arrest, of mine has been issued by
any court under any law for the time being in force or any order prohibiting me the departure from India has
been made by any such court;
h) That I have not been repatriated and have not reimbursed the expenditure incurred in connection with
such repatriation;
i) That the issue of a passport or travel document to me will not be against the public interest;
5. That I further declare that I shall not involve and/indulging involvement in any of the above
activities/areas as stated in the foregoing paragraph or any other act/s which may lead to refusal/cancellation
of the Passport to be issued or any other act/s which is prejudicial to the interest of my nation/or Bank.
6. That stipulation as contained in 6(2) of the passport Act, 1967 is not applicable to me.
That I declare this on oath that all the statement made above are true to the best of my knowledge and belief.
Identified by Signature of the deponent

Enrollment No.
With the name of Bar Council


Instruction Circular No. 9566 /PA/ 2007-08 / 04 Date : 21.04.2007

To Whom It May Concern
Certified that Shri/Shrimati/Kum. .......................................................
Son/Wife of Shri ................................................................... is a permanent employee of
of ......................................................... His/her identity is certified. This organization has no objection to
his/her acquiring Indian Passport. The undersigned is duly authorized to sign this Identity Certificate. I have
read the provisions of section 6(2) of the Passports Act, 1967 and certify that these are not attracted in case
of this applicant. I recommend issue of an Indian Passport to him/her. It is certified that this organization is a
Public Sectorundertaking. The identity Card Number of Shri/Smt. ....................................................
is ................................................ .
Ref. No. & Date

Name, Designation, Address & Tel. No.

Applicants Photo to be attested




With the sudden imposition of precondition by IBA in the talks on that New Pension for New Recruits
should be agreed by UFBU, there is deadlock in the wage revision talks.
IBA which was all along for years refusing to decide one more option has suddenly brought this
precondition in their attempt to dilute both ways revision and pension option.
UFBU had during the Bipartite discussions earlier itself refused the new pension scheme when signals
proposed by IBA and the UFBU meeting has also decided to reject IBA precondition.
It is a new situation. Never before when wages are due such preconditions are prescribed by the employers.
It is a direct challenge to the apex unions and free and fair collective bargaining.
Some members may feel that why we should fight for new recruits and why not expedite wages accepting
IBA preconditions. They should understand that had our seniors thought of avoiding the struggles to get
standardization of wages and several new benefits, since only newcomers will benefit more as is the case in
Bipartite arrears they could have easily remained static doing disservice to themselves and new recruits.
Such negative thinking will encourage IBA to plough the thought amongst bankmen that there is nothing
wrong in accepting new pension. Every bankmen, should avoid and fight back the challenge posed by the
Govt. to Bank employees.
Pension is the only sustaining benefit to retired employees with some meager element of cushioning against
price rise. When Bankmen are prepared to pay more cost than PF why Govt., should change the scheme
now based on non-funded pension system in the Govt.


As the debate on pension is being mounted, we have sought to reply some questions to explaining our stand.
We earnestly request our viewers to read our questions and Answers write-up and send you views to shape
our struggle against Govt., policy and IBAs attempt to arm twist the negotiations.
1. What is the New Pension Scheme?
A scheme approved by the Government on 23.08.2003 has been made effective [mandatory] for all new
recruits joined the Central Govt. Services from 01.01.2004 [except armed forces in the first stage].
A restructured Defined Contributory Pension Scheme
10% of the salary and DA from the employees and matching contribution by the Central Govt. as
Govt. contribution for Govt. employees ONLY.
Contribution and Returns from investments will be deposited in Pension Tier I A/c, which is not
The present Pension Scheme [defined] provisions and General Provident Fund are not available to new
recruits. as above mentioned
Voluntary contribution by individuals to a separate tier II a/c permitted and it can be withdrawn at the
of the individuals. No Govt. contribution to this tier II accounts which will be kept in a separate account.
This amount in tier II will not attract any special tax treatment.
Normal exit age is 60 years for tier I pension scheme;
At the time of exit, each individual will be required to invest 40% of his pension wealth [in tier I a/c]
to purchase a Annuity. THIS IS MANDATORY. Annuity is purchased from IRDA / Regulated Insurance
For Government employees, this annuity should provide the Pension for the life time of the
employee and his dependent parents and his spouse at the time of retirement.
Remaining 60% pf the pension wealth can be utilized by the individuals in any manner.
Employees can leave the pension system prior to the age of 60 but the mandatory, annualisation
would by 80% of the pension wealth.
For new entrants with effect form 1.1.2004, no lGPF contribution will be deducted.
No withdrawal permitted from the tier I account
On the death of the pensioner, his contribution along with Govt. contribution with8% interest on both
will be paid to the legal heir immediately.
2. What way it is different from the present pension scheme in the Banks?
In many counts our present pension scheme in the banks are more beneficial to the Bank employees
The defined contribution consisting of Basic + DA means more contribution from the employees every
month with no responding guarantee on defined payments back.
3. What are the adverse features of the new Pension Scheme of the Government?
Your contribution is defined, but your pension is not defined.
Pension receivable is dependent on the return on annuity, which again depends on market variations.
As against the commutation, 60% of the pension wealth is repaid at the time of exit.
Commutation in our present scheme is restorable after 15 years
Even after commutation, our pension draws a DA on the basic pension. No question of DA in the new
scheme instead contribution of 10% on DA also taken along with Govt. contribution.
Our pension is linked to CPI level and DA changeable every 6 months, duly compensating for the
price rise.
New scheme is dependant on return on annuity, has no relevance to cost of living.
Family pension concept ensures continued sustenance for the family even after the death of the
whereas in the new scheme your annuity [40%] along with Govt. contribution with 8% interest is paid
immediately to legal heir, thereby cutting down the monthly income.
These are some of the major advantages of our existing pension scheme.
Gratuity is silently withdrawn in the new scheme.
4. Whether the new pension scheme has been accepted by the trade unions in the country?

No all major trade unions have opposed to the new scheme.
5. Advocates of new pension scheme say that the individual have 3 options in the matter of investments.
What is your reply?
Yes. There are 3 options. But still, the option is restricted to the percentage of investment under
various categories. The fact remains that 40% of your pension wealth has to necessarily be invested in any
one of the schemes. You have no option on that.
6. IBA makes it a precondition that new recruits from 01.01.2004 should be covered under New Pension
Scheme to discuss one more option for Pension.
Yes This has been brought up suddenly by them in the negotiations.
This has been rejected by UFBU when first brought up by IBA, as also now as a precondition by
UFBUs decision to oppose the new scheme stands conveyed to IBA also.
7. What are the reasons for your opposing the new pension scheme, extended to new recruits?
With all basic negative features why we should support it as a precondition to make it applicable to
people recruited after 1.1.2004. Moreover, we have no moral or legal rights to bind the new recruits to this
obnoxious scheme. We can not commit a future generation to this scheme of things.
Another reason is that when Central Govt., employees have not accepted the scheme yet, this is an
by Govt. tobrow-beat Bank employees to get signature from apex unions to make it a fait accompli to
Govt. employees and their organizations.
Moreover we have subsisting agreement which IBA has signed agreeing to extend our scheme to new
recruits which they want to amend by a precondition for wage revision talks.
8. You say it now. But when you entered into the Pension settlement in 93, you signed it for the future
entrants also to have the coverage of pension.
Yes. Because of our conviction that Pension scheme introduced was the best security scheme for
every one and perpetually for every. We agree. But you can not extend the present analogy to 1993. Firstly,
the pension settlement was a new scheme in the industry. The scheme was a positive culmination of the
efforts taken by us and was beneficial to all. Secondly, the scheme was pregnant with benefits, not known in
the industry yet. Hence the binding of new recruits. IBA itself agreed that extension of the scheme to new
recruits will stabilize pension fund. By going back Govt., intentions are clear now. Above all unions have a
right and duty to sign for improvements and not for imposing retrograde service conditions on employees.
We can sign any scheme with improvements but Trade Unions can not sign agreements to withdraw existing
benefits or agree to consider such change at a later day as compromise
9. There is a talk that we can sign the settlement for wage revision, another pension option, accepting the
new pension scheme.
No. We do not subscribe to that theory. This is nothing but reversal of UFBU decision and amounts
to selling house silver for peanuts for todays hunger to buy perennial poverty without a fight.
By precondition IBA has challenged the entire bankmen. It shall be repulsed.
10. What is your solution to this situation?
Wage revision to be delinked from Pension...
New pension scheme should not be made a precondition for pension option.
Our present pension scheme to cover all the Bank men past, present and future.
Costing on pension to be through hard bargaining and not to reduce wage revision. All including PF
optees should get full wage revision and funding cost may be accounted over 10 to 15 years to effectively
adjust the cost inflation and to make the funding cost less and least painful. When VRS could be amortized
for Banks why not funding cost amortized to Bankmen?

Registration under NPS of employees, who joined the services

of the Bank on or after 01.04.2010, as Subscriber Submission of Subscriber Registration Form [CS-S1]
Instruction Circular No. 11840/PA/2012-13/01 Date :10.04.2012

Important Points to Note

Employees joining the service on or after 01.04.2010 are required to submit Application for Subscriber
Registration under NPS [Form CS-S1].
Neatly and properly filled up Form will be submitted along with mandatory attachments at respective
place of posting.
Prescribed form CS-S1 is downloadable from Banks Intranet Website tab Utilities under Forms.
Forms collected at Branches/Offices will be sent to concerned Zonal Office for onward submission to the
Chief Manager (PA), Head Office.
1. Background:
Attention of all concerned is drawn to our Instruction Circular No.11057/PA/2010-11/15 dated 13.07.2010
advising interalia the provisions in the Bipartite Settlement/ Joint Note dated 27.04.2010 regarding
introduction of a defined contribution retirement benefit scheme, details of which were to be advised in due
course on formulation after completion of necessary formalities, for workmen/ officers joining services of
the Bank on or after 01.04.2010. The relevant terms/conclusions are reiterated below for convenient
reference:(i) The existing pension scheme [under Allahabad Bank (Employees) Pension Regulations, 1995] will not
be applicable to those who join the services of banks on or after 1st April, 2010.
(ii) Employees joining the services of banks on or after 1st April, 2010 shall be eligible for the Defined
Contributory Pension Scheme, which the banks will be introducing for them. The Defined Contributory
Scheme proposed to be introduced for them will be one as governed by the provisions of New Pension
System introduced for employees of Central Government w.e.f 1st January, 2004 and as modified from time
to time. The Scheme shall be regulated and administered by the Pension Fund Regulatory and Development
Authority (PFRDA).
(iii) The employees joining the services of the banks on or after 1st April, 2010 shall contribute 10% of Pay
and Dearness Allowance towards the Defined Contributory Pension Scheme and the bank shall make a
contribution in respect of these employees.
(iv) There shall be no separate Provident Fund for employees joining services of Banks on or after 1st April,
2. Further Developments:
In implementation of the above provision of Bipartite Settlement/Joint Note, the Board of Directors of the
Bank has since accorded necessary approval for Banks joining National Pension System (NPS) as
Corporate under the purview of employer employee relationship for its underlying employees who joined
the service on or after 01.04.2010, with certain choices of methods keeping in line with aforesaid terms. As
per the approval, the Bank is to adopt National Pension System for Corporate model of NPS, titled NPS
Corporate Sector Model, which is specially devised by PFRDA for PSU Banks and other corporates, where
all other terms and conditions are identical to those available under All Citizens Model of NPS.
Information Brochure on the model is available at PFRDA/NSDL websites, www.pfrda.org.in /
www.npscra.nsdl.co.in. The salient terms under the adopted system concerning deductions/ contributions
towards the Pension Wealth Fund under NPS, are enumerated below for careful noting and compliance by
all concerned:(i) Employees will contribute 10% of their monthly Pay and Dearness Allowance beginning the month,
immediately following the month in which the employees have joined the service of the Bank. Pay in this
case will mean and include Basic Pay, Special Pay, Professional Qualifying Pay (PQP), Graduation
Pay and Officiating Pay/Acting Allowance for the month, under the prevalent salary structure.
(ii) The Bank will make a matching contribution from the Banks side in regard to each employee.
(iii) The deductions from the salaries of employees and Banks contributions will start with effect from the
month, immediately succeeding the month of joining of service of the Bank by the employee concerned. For
example, those employees who joined the service in the month of April 2010 will start contributions with
effect from the month of May 2010 and the Bank will also make the matching contribution starting from the
period and so on.

(iv) No deduction shall be made towards Provident fund in respect of these employees, as they are not
entitled for Provident Fund.
3. About National Pension System (NPS):
National Pension System (NPS) is a unique platform of savings to provide for old age pension having an
unbundled functional/administrative architecture, each function being performed by different entity under
regulatory and administrative control of Pension Fund Regulatory & Development Authority (PFRDA).
Securities Depository Limited (NSDL) performs the function of Central Recordkeeping Agency (CRA). It
has been adopted by Government of India for defined contribution retirement benefit to all new entrants to
Central Government services, except the Armed Forces, w.e.f. 01.04.2004. The System is now available to
all citizens of India on voluntary basis w.e.f. 01.05.2009. It has two tiers of savings facility, Tier-I with
withdrawal schedule as fixed by PFRDA & Tier-II a voluntary savings facility where the subscriber is free
to withdraw funds as per
choice. Opening of Tier-I account is a precondition for opening account in Tier-II. On successful registration
of a
Subscriber under NPS, a unique Permanent Retirement Account Number (PRAN) is allotted and a PRAN ID
card is issued to each subscriber.
For complete understanding of NPS, all concerned are advised to consult the Information Brochure brought
out by PFRDA and is available at its website referred above.
For the present purpose of implementation of the terms of the Bipartite Settlement/ Joint Note dated
27.04.2010, the Bank has adopted a corporate model of NPS, National Pension System for Corporate titled
NPS Corporate Sector Model for Tier-I savings only. Under the adopted system, the Bank will be
registered as Corporate and the eligible employees will be registered as its underlying subscribers. As
regards Investment Choice/choice of Fund Managers, keeping in line with the investment pattern available
to the Central Government Employees, the Bank has opted for Corporate Choice and has selected the type
of investment pattern as per Central Government allocation. As such, no employee will make any
individual investment choice.
4. Present Requirement:
The process of Corporate Registration of the Bank is underway. It is now urgently required to complete the
process of registration of the employees, who joined the services of the Bank on or after 01.04.2010 and are
still continuing in the service, as Subscriber under NPS. For this, each such employee is required to submit
duly filled up forms together with mandatory attachments/enclosures through their respective places of
posting. The prescribed form, Application Form for Subscriber Registration [CS-S1] has been made
available at the Banks Intranet Website (, tab Utilities under
Forms. Field functionaries should arrange to obtain printout of the Form (printing should be made on one
side of the paper, i.e. it should not be printed back to back) in sufficient numbers for onward distribution
among eligible employees posted under their jurisdiction. The form is also downloadable from the
designated websites, viz.,
or www.npscra.nsdl.co.in/organisedsector-forms.php.
The modalities and other involved factors are enumerated below for convenient compliance:The Application Form & Mandatory Attachments: The Subscriber Registration Form for the underlying
employees [CS-S1] consists of 7 pages including one in Hindi (Page-7) for printing of the PRAN Card in
Hindi. Before filling up the form, the instructions given in Page 5 thereof should be carefully read to avoid
any mistake. Applications incomplete in any respect or not accompanied by required documents are liable to
be rejected, in which case a fresh application will have to be submitted by the employee concerned. Each of
the Registration Form is required to be accompanied by (i) attested copy of PAN Card of the employee, (ii)
copy of document acceptable as proof of address of the employee (to be submitted by the concerned

employee as per illustrative example given in Page 5 of the registration form) and (iii) a cancelled cheque
relating to the Bank account of the
employee [see Sr.No.6 Item No.12 of instructions in Page 5 of the form]. A recent colour photograph of the
employee (size 3.5 cm x 2.5 cm), should be affixed on the registration form [Page 1] at the space marked on
Procedural modalities: While filling up the Form, following points should also be kept in mind:(i) Section B [Page 2] points Nos. 1 & 2 will be filled up by the employee. Against Point 2 (Employee
ID*), Employee Number [in 5 digit format beginning 40001] allotted to the employee by Head Office,
will be mentioned. Point No.3 will be filled up at Head Office. The boxed certificate portion is for Head
Office use.
(ii) Since the Bank has made the Investment Choice as Corporate under NPS on behalf of the underlying
employees, the individual employees will not mark anything for investment choice in the Form and Section
D of the Form will be left entirely blank by them.
Submission/Despatch of filled up Forms: After filling up and signing the Form, employee concerned will
submit the same together with the mandatory attachments (detailed above) to his/her Branch/Office of
posting. The concerned Branch/Office will scrutinize the form together with the mandatory attachments for
completeness, verify the contents with available records and forward the filled up Form together with
attached documents to concerned Zonal Office. The Branch/Office Head will ensure flawless smooth and
speedy completion of the
process and will arrange to extend possible necessary assistance, especially to the Subordinate Cadre Staff.
The Zonal Offices will be responsible to collect duly filled up Form CS-S1 together with mandatory
attachments from all the eligible employees (including PTS) under their jurisdiction, in a time bound manner
and submit the
same to the Chief Manager (PA), Personnel Administration Department, Head Office,14, India Exchange
Place (4th Floor), Kolkata - 700001. Forms received on a particular date at Zonal Office will be scrutinized
and verified with the mandatory attachments/available record on the same date and sent to Head Office in
one lot
positively by the next day. The entire process for all the employees/officers posted under the jurisdiction of
the Zone will have to be completed in such a time bound manner adhering to the instructions contained in
Circular Letter No.PA/CL/2001- 12/09 dated 29.03.2012, already sent to all Zonal Offices. Each lot
dispatched by
Zonal Office will have a covering statement with official seal and signature of the Zonal Head, showing the
names (in full) and other particulars of the employees whose forms are submitted.
5. Deduction of subscription amount from Salary:
In view of near implementation stage of the adopted system, efforts are being made to start necessary
deductions towards employees contribution to NPS together with matching contribution of the Bank from
Salary/Designated BGL Account through HRMS on month to month basis beginning April 2012. Necessary
steps are being taken by our CBS Project Office in this direction and technical instructions for which will be
made available by the CBS Project Office/ in the CBS System in due course. As regards arrear contribution
amount in respect of legacy employees (i.e., those who joined the service of the Bank during the period from
01.04.2010 to 29.02.2012 and are continuing to be in service), Branches/Offices should prepare calculation
sheet showing month-wise Pay, Dearness Allowance and 10% thereof, starting from the month
immediately following the month of joining of the concerned employee and keep the same ready for
reporting as and when required. Further advice regarding collection of arrear subscription amount will be
given separately.
6. General:
It has already been notified vide our above referred Instruction Circular No.11057/PA/2010-11/15 dated
13.07.2010 that Employee No used as employee ID in respect of those who joined the service of the Bank
on or after 01.04.2010 starts from 40001. Accordingly, it may be carefully noted that all employees with
ID No. 40001 and above in the prevailing 5 digit format will be covered by the aforesaid arrangement. In
case any amount towards PF has inadvertently been deducted from the salary of the above section of
employees and remitted to Z.O./H.O. P F Department, urgent steps should immediately be taken by the
Branches/Offices concerned for refund of the same to the officers/employees concerned.




In its chequered history of many battles through sacrifices by countless warriors,
AIBEA never compromised or gave up even momentarily its objective of rendering lead and initiatives to
every section of Bank employees. It is a point of history that from Bank level to the Pillai committee AIBEA
not only represented officers' case logically but also offered its hand of co-operation to government and
Bankers to run the Industry effectively realising the need for co-ordinating officers and employees in a
service Industry like Banking for realisation of common objectives of nationalisation of the Industry
transparency of operations, focus for credit to needy sector and so on and so forth and from these tasks the
need for consolidation of the interwined movement from all sides was practiced as an objective from the
early day of AIBEA. AIBOA is the legacy of
this mighty AIBEA.
AIBOA took it birth from the conscious decision of Baroda General Council of AIBEA in 1979. A new
direction to Bank employees movement was enjoined on it, due very much to nationalisation of Banks the
task was given for implementation in all Banks and States. Eventhough it is a fact that many stalwarts of
AIBEA in yester years like Com.Romesh Chakraborti, Com.K.K.Mundal, Com.Tarakeshwar, com.P.L.Syal,
Com.V.K.,Krishnamoorthy, Com.P.K.Porwal, Com.A.Sundar Rao Com.H.N.Puri, Com.Roshan Lal Malhotra
and the legendanary figure Com.H.L.Parwana were themselves officers and executives, who were one of
those who founded AIBEA and contributed to its growth and consolidation. It is a fact that the decision to
form AIBOA took a colossal time of 10 years after nationalisation and a far fetched national debate of very
slow and negative dimensions which
delayed the process of AIBOA formation.
The act of nationalisation by the Government of 14 major commercial Banks, whether by political
expediency of the rulers on that day or otherwise, increased the faith of Bankmen in the banner of AIBEA to
lend a clinching blow in opposing private ownership and to involve bankmen in national reconstruction in
the 1970's. Madam Indira Gandhi had a high praise for the views of Com.Prabhat Kar on Banking and when
nationalisation came, a new dimension was envisaged to the Banking operations. With it also came workers'

participation which after initial enthusiasm could not very much fit in to project the common minimum
needs of the industry to maintain
the objectives of nationalisation.
This is the essential background when at the time of nationalisation around 1970, AIBEA should have
hastened the officers' movement. This was absolutely necessary so as to utilise the process of nationalisation
to revamp private banks saddled with bad debts. Today we talk of NPA and overnight provisioning norms
without any capacity to intervene with the result mindless mergers are being pushed through by the
Government. But even at the time of nationalisation editorials of leading dailies talked of huge bad debts by
Private Banks and declared that nationalisation of these banks really saved them. With rapid expansion from
1970 onwards due to nationalisation, all active cadres baptised in struggles of 60's and 70's joined parallel
officers' outfits for want of AIBOA which was a late starter and came nearly at the time RBI put lid on
expansion of Banks and recruitments
thinned out.
The second need was that with government ownership wage bargaining will prove to be tough. This
realisation itself made AIBEA state and reiterate its principled position on collective bargaining. Till in the
last revision when joint bargaining council of the type of JCM was brought by IBA through joint
negotiations with all participating Unions and even after this wage revision with IBA, Bankmen could
continue under bipartite system between unions and IBA instead of tripartite forums or third party
arbitration. Similarly since nationalisation, Government went ahead with rationalisation of pay structure of
officers and appointed Pillai Committee to suggest ways and means to achieve uniformity and this
development hastened the process-per force of the officers in different banks to come together to form
organisations and to present their case before the committee. Here also in the absence of clarity on the part
of AICOBOO who rushed to the committee after its final meeting, AIBEA appeared before it and argued the
case for differentials for officers pointing out their role play and nature of duties. However the
standardisation visualised in 1974 came in 1979 in the meantime, the delay caused one wage revision for
officers, a factor of relative terms declining of officers wages and differentials in the Industry.
AIBEA eventhough it had conceptual clarity in 1970's that officers' interests if not properly codified will not
only lead to resentment which in a public sector system recently nationalised is not in its own interest or the
need of the industry to expand and service the social sectors, could not in context implement its decision in a
professional manner to develop officers movement closely on the heels of nationalisation. Despite a long
debate since 1970 by leaders like Com.H.L.Parwana and Com.Prabhat Kar who could see through the womb
of time and the further dimensions of an expanding industry and the pivotal placement of officers, the matter
which was debated at length in 1973 Madras Conference of AIBEA could not result in a definite decision.
This delay from 1969 to 1979 Baroda General Council caused by bank-wise unions leadership who felt loss
of their kingdom if bifurcation were to take place, forced AIBOA to miss the bus by a decade atleast and
enabled management oriented unions to spring up and managements immediately recognised them to deny
any breathing air even to AIBOA which was formed after 1981. While Government through Pillai
Committee defaulted wage revision of Officers in the only one increase from 1970 to 1979, we
organisationally delayed the AIBOA formation by one
decade, both affecting AIBOA in the spread in the Industry.
The delay resulted not only in AICOBOO gaining foothold but denied Officers' Wage revision between 1974
to 1980 when PCR was finally implemented, leading to erosion of one wage agreement for officers.
The delay of one decade is very crucial in the sense the sway held by bank-wise union leaders who
prevented AIBOA formation within AIBEA led not only serious consequence of delay in catching the young
cadres who migrated to other unions till 1981 or even afterwards but also indicated the looseness of
organisation to implement AIBEA decisions with precise timing which always characterised our growth and
success. The same dichotomy of tailing to bank-wise unions and getting dictated by bank-wise approach
even today grips the AIBOA with one view prescribing an independant approach on every issue by AIBOA
and another view to carbon-copy AIBEA in everything that AIBOA thinks or does. This trend is also caused
by weakness of our movement to be over viewed by Bank-wise tendencies despite all leaders publicly
pronouncing AIBOA is an imperative historical necessity and at the same time putting in little inputs to

accomplish this task. Due to long delay in formation, AIBOA suffered with either one section of AIBEA
unions not falling in line with accepted philosophy of AIBEA to found and promote AIBOA and another set
of unions forming units and holding on to their hegemony in the name of unity etc. Rendering AIBOA
unions as closely held units not to be in the Officers' arena proved to be congenital disease. Altogether
plagued by this sectorial approach, AIBOA founded in 1981 started its limping in its strides but all the same
survived since Com.Prabhat Kar after formation of AIBOA in 1981 lost no time in bringing it up to the
centre stage by wresting Negotiating Status with IBA and Government
in 1984 just after 3 years of inception of AIBOA.
While from 1970 AIBEA was itself divided into two camps of all cadre unions refusing to bifurcate and
those waiting to organise officers in a distinct forum, what finally clinched the issue is the stand of the
Bankers refusing to negotiate with award staff on officers' issues and taking advantage of the issue of
composite union's representative character for officers and the resultant Andhra Bank struggle and
arbitration never pursued thereafter and the incapability of composite unions to decisively ;intervene in
officers' m,atters and the conssolidation of AICOBOO to increasingly settle matters with Banks and at
Industry level. Further the need for a distinct forum for officers felt and debated endlessly within AIBEA
was rendered an imperative legal necessity as AIBEA unions' right to represent officers was denied slowly
and steadily after Andhra Bank struggle. It is a matter of fact that this organisational and legal ned is not
even today felt seriously by all the unions concerned to
ensure competitive sustaining levels of AIBOA in the officers' arena.
AIBOA took its birth on 14th February 1981 at its foundation conference at Nagpur. Witnessed by over 800
Delegates and Observers, Officers and award staff, greeted and blessed by TU leaders like
Com.A.B.Bardhan, Com. Garg Com.Prabhat Kar and others the conference gave a great hope to Bank
Officers towards a new dimension to their role. The Presidium consisting of Com.P.K.Sengupta,
Com.S.K.Lamba, Com.Prabhat Kar and Com.P.S.Sundaresan conducted the proceedings of the Conference
attended by delegates from 30 Banks heralded the birth of AIBOA at Nagpur on 14.02.1981. AIBEA
hightened in its consciousness by the betrayal of AICOBOO in 1979 struggle on wage freeze and reduced
DA for mula and chartered by the longest ever All India 74 days strike in Andhra Bank on Officers right to
be in a composite union which was left to be arbitrated by the then Labour Minister, took steps to usher in
AIBOA as an independant platform for Bank officers with constant and continuous co-ordination with
AIBEA to promote healthy industrial relations atmosphere and to protect Bank officers' interest against all
Government attempts to buracucratise the industry and its workforce.
No sooner AIBOA was formed, Com.Prabhat Kar its Founder President moved Govt. Of India for its
negotiating status. His voice was so powerful that the Finance Ministry understood that Officers settlement
without AIBOA impossible and government directed IBA to invite AIBOA for official talks on 27.10.1984.
A new History was created for Bank officers and their first signed settlement was arrived at 29.08.85 after
three rounds of
dislcussions on 27.10. 1984, 26.12.1984 and 04.03.85 with AIBOA.
AIBOA gaining Negotiating Status with IBA brought the first ever negotiated settlement for Bank Officers
in the Industry in 1985 after a combined strike threat in 1985 by AIBOA and AIBEA. AIBEA supported
AIBOA demands and unsettled the settled accord with AIBOC with Finance Minister of the day Shri
V.P.Singh observing that " a clash of two giants would spell disaster". A new height was scaled in officers'
movement achieving regular minuted settlements for officers, AIBOA's initiatives duly supported in direct
action by AIBEA decisively settled the collective bargaining right for Bank officers. What AICOBOO could
not achieve for decades between 1970 or 1985 AIBOA could secure with AIBEA in 1985 just within 4 years
of its birth. The struggle of AIBEA and AIBOA and call for strike on 29.08.85 with the settlement between
IBA and AIBOA increasing the package by 30 crores over what was agreed earlier creating a new history in
Bank officers movement.

While 1981-1985 was a period when AIBOA tried to make up for delay in formation and moved with poise
and positive direction, IBA which could not impose active-service during Com.Prabhat Kar's life time who
was the doyen of the Industry itself, lost no time in imposing this theory precluding and preventing
Com.P.K.Menon AIBOA's duly elected General Secretary from participating in the negotiations. As it was
expected AIBOC which split in 1985 and with IBA's help demolished LVS and his AICOBOO and openly
advocated Active Service policy of IBA. It is a matter of irony that Shri R.N.Godbole himself today is a
victim of this IBA's policy though at that time AIBOC went out of the way to help IBA implement this. Even
here against this anti-trade-union policy AIBOA despite its restricted strength and priorities and the fact that
it was too nascent an organisation to fight such a big TU issue, did well to focus the issue at national level.
While it can be a matter of opinion that whether at such a stage of nascent AIBOA such an issue could have
been forced, it is a tragedy on record that a vital right of Trade Union nature was vetoed by an administrative
fiat of IBA and again the " Hameletian Dilemma" amongst AIBEA and AIBOA on this struggle ultimately
had a telling effect on the image
and intervening capacity of bank employees movement.
Undeterred by this set back AIBOA matched step by step all the machinations of Government and IBA and
went ahead to keep AIBOC at bay and its defiance even as a minority organisation having 20% membership
not to sign to bipartite settlement in 1989 after the settlement was offered after two rounds of discussions in
February '89 and March '89 on the issue of pension proved its capacity to pursue the vital long term interests
of Bankmen without compromise or any fear about JAC. It is only this extreme step by AIBOA to opt out of
Bipartite talks could focus the issue of pension and keep it alive enabling AIBEA and AIBOA to achieve it in
1993. AIBOA's clarity and relentless campaigns ultimately ensured the much cherished goal of AIBEA from
its inception in 1946 to ensure "cradle to grave" security to Bank men and this demand was realised by us in
1993. AIBOA's image got brightened after this notable victory and now all unions that were against pension
are urging with each other to get more option. That AIBEA could achieve pension before its 50th Year of
Golden Jubilee is very much due
to joint efforts of AIBOA and AIBEA as against all other unions in the Industry.
AIBOA has utilised the bargaining capacity and negotiating status earned by it to further the collective
bargaining and interest of Bank officers. It's leading role to clinch early wage revision in 1995, wrest back
computer increment to Bank officers and secure a good wage revision after securing pension before wage
settlement of 23.06.95 is today acclaimed by all in the Industry. In fact AIBOA's clear demand made the
bankers call a meeting of bank officers unions on 5.1.95 and make the first initial offer to AIBOA in the
absence of AIBOC for the first time in the Industry. That within a decade from the first settlement in 1985 to
1995 when AIBOA could force the settlements on its terms even forcing a defiant AIBOC to fall in line
abandoning its demand for Pay Commission or interim relief, is indicative of AIBOA's role play and
capacity given the freedom to operate within the whirlpool of 'wage politics' which in a capitalist economy
cannot be dismissed as economism. Even in socialist system when things deteriorated, unions and workers
have by their demands and politics could change the course of thinking and the policies in Govt., and unions
could win economic and political battles. AIBOA in its limited spectrum has thus proved that it can force the
issue even at the discomfiture of the major union but without losing sight of its role for general good and
officers' interests. AIBOC which opted out of joint talks and preferred informal talks had to sign the
settlement jointly with AIBOA on 23.06.95 and today sits in Joint Negotiations in a reversal of its earlier
negative stand.
The recent events have also brought out the capacity of AIBOA to swim through troubled waters with
equanimity and objective approach. AIBOA is the only officers' organisation to extend support to workmen
unions on relativity linkage to basic pay and has steadfastly asked for extension of cascading effect. While
other officers unions declared strike to thwart workmen unions AIBOA informed Government that to the
extent of cascading effect it will not make any demand to IBA and Govt., and declared that till workmen
settle their disputes AIBOA shall not interfere with the Government and IBA as it would be a very negative
precedent of an alien trend. It has also counselled and cautioned Officer unions to await workmen settlement
before making any negative attempt to delay or deny their settlement. Committee or no committee AIBOA
called for negotiated settlement of workmen disputes and called upon IBA to extend cascading effect to

workmen on higher basic pay refusing to bring IBA's argument that workmen settled conveyance allowance
in place of basic pay rise. The coming period will once again put AIBOA on acid-test on its credentials to
protect officers' interests as during award struggle it faced the situation of workmen's agitation citing
officers' settlement and yet took a pragmatic and fair stand unlike other unions which took a technical stand
of "No Reopening" or equal rise for officers
justifying the distorition in Basic pay.
Banking reforms are today being pushed in at break-neck speed. Change of Government does not mean
necessarily to represent a change in reform speed or content. New Banks at the rate of one for 2 Districts
mean alongside RRBs, the new District Banks will cut into PSBs stocks-in-trade severely. With already new
urban Banks stabilised at every cosmo and state centre the new district banks will render PSBs redundent in
entirity. On a rough estimate within one year of operations the new district banks will mop up nearly 10000
crores accounting for nearly 15 to 25% of 13% deposit growth registered by the industry today. The
challenge of new urban Banks and this together will leave the PSB high and dry within a period of 3 to 5
years. Do we have the alternative to prevent this? And mind you out of 13% industry increase of deposits, 5
to 7% comes out of interest on existing
deposits, leaving the real growth at less than 8% year.
RBI today is a total failure. It is encouraging concomittent to Govt. Policy NBFCS and private banks despite
failure of private banks in the country. It is effecting mindless merger of banks and keeps this option open to
threaten safety and security of employees. It has engineered a new situation of declaring banks "dead" by its
overnight imposition of provisioning norms and has no initiative to offer to prevent some of the worst
dimensions that occurred in 1986, due to RBI allowing Banks to play with PSUs money on assured returns.
Tribunals are malfunctioning and list of defaulters of more than one crore is lying with dust instead of RBI
in the chambers of Chairmen of Banks. Some banks further accentuate this man-made crisis by declaring
manipulated profits through treasury operations of investment departments away from traditional banking
operations. RBI through MoUs on Banks, eregulation of interest rates, imposing forex risk on banks is
holding to ransom category B and C Banks without any social auditing to compensate these banks. Fresh
dose of disinvestment
awaits many profit making Banks after SBI and OBC.
AIBOA and AIBEA have a definite role to navigate reforms and revival strategies and should offer a viable
practical alternate blue print. Encouraging competitiveness presupposes PSBs being revamped with smaller
entities and autonomous units with regulatory framework firmly placed and a committed workforce to work
revival without traditional demand push attitudes.
AIBOA has organisational weaknesses. Its body politic is divided vertically with one set of unions on all
cadre background claiming theirs as role model and another spectrum asking AIBOA to cut loose in the task
fulfilling its primary objective of servicing officers' interest.
However the right choice is to strengthen the bonds of close fraternity to help mutually both AIBOA and
AIBEA through constant interaction and establishing forums to ensure consensus approach through dialogue
and trust and build up assiduously preserving piloting and pushing up AIBOA's right to fight for officers
interest in a fast changing scenario of the industry. The mindset of dogmatic perceptions that " only a
particular role-model" will be fitting to the apex is a negative appraisal forgetting the vast spectrum of
national dimensions and challenges.
AIBOA in the heels of 50 years of AIBEA is completing its 15 years plagued by a powerful management
monolith. It has fought discriminations and its fight against SBI as a first class arrangement keeping entire
commercial sector as II class citizens is a classic example of the struggle for uniformity of service conditions

over the entire commercial bank sector and is very significant in todays' clamour for Bank-wise settlements
Bank managements.
This stand of AIBOA has exposed the unruly behaviour of some unions to cut into the vitals of collective
bargaining and is a significant response to the challenge of bank-wise settlements being propounded in the
industry today by profit making banks and SBI in particular. AIBOA is clear that unless you pitch up your
priority for uniformity in all banks, the present subtle way of taking SBI move on and on to higher
compensatory package can not be fought back, not to talk of stopping bank wise settlements in the industry.
In the GOLDEN JUBILEE celebrations, AIBOA is joyously participating with a view to regenerate its
energies for the future - It is conscious that its growth is halting , its unions are habituated to spoon feeding
exercises and lack of independant initiatives for furtherance of co-ordinated moves as well as pursuit of
officers' interest have pushed it to a state of having limited identity of its own amongst officers
But it is simultaneously conscious that it has vital strength of 5 majority units in PSUs, a substantial
following ranging from 15 to 35% in 10 PSBs and majority stake in Private Sector. It numerical strength at
about 40000 in PSBs is a significant factor and its leading role on matters has now earned it space in
national spectrum. It has been bold enough to initiate national debate on its role and future and has not
hesitated to state its position on vital issue no matter whatever may be the reaction in its genuine bid to
revive trade union spirit amongst officers and to inculcate the elimination of subservient attitudes that
stultify initiatives.
However it is a sad commentary that even after AIBEA has committed to found and promote AIBOA even as
an date 7 out of 27 PSBs AIBOA's flag has not been unfurled and in about 4 Banks it stands frozen. Bankwise co-ordination with AIBOC unions in banks like Bank of India and subsidiaries have pushed back the
growth of AIBOA. Some Banks -wise unions are weary and timid of fighting AIBOC unions in their Banks
against the declared policy of AIBEA. There has been no will to enforce implementation of AIBEA decision
in letter and spirit.
The concept of AIBOA is yet to be implemented in many areas by AIBEA. Fifteen years is just too long
period to implement the accepted decision of forming AIBOA to all Banks and AIBOA seeks AIBEA's
sustained role to help implement its decision atleast now.
Another disquieting feature of AIBOA movement has been the negation of State Committees. Hardly 5 to 6
states committees are functioning and even in these states the participation by bankwise unions who are
active in respective Banks is seldom seen to be perceived. Role model of bank-wise set up advanced as the
only blue-print for AIBOA without State Committees doing any work to build the units particularly small
ones to give them courage of trade union spirit has not helped AIBOA. AIBOA has to develop its ranks to
dictate states and get dictated and improved by states instead of suffering from Bank-wise phobia and
culture which is disastrous to a national movement committed to general political and trade union issues.
Finally AIBOA is the creation of AIBEA not only to bolster AIBEA's strength in the changing scenario but
also to develop AIBOA as the mainstream Trade Union of officers. It has brought glory in the best traditions
of AIBEA, through achievements listed above, in a short span. Ushering in collective bargaining, winning
pension, ensuring duty leave to officers' association functionaries, settling early wage revision, wresting
back computer increment are all achievements unparalleled, given the forces it had to encounter and
overcome. Its co-ordinated struggle for the industry and spate of strikes for reforms of banks are a new land
mark in the officers' trade union movement.
At the hight of crowning glory of GOLDEN JUBILEE of AIBEA, AIBOA the cutting edge of Bank officers
movement looks forward to more challenging future to face the hidden pages of the future with
determination and poise to build up a perfect foil from the officers' side in the traditions of AIBEA's
foresighted vision towards broad based unity of both cadres and to push officers own matters tactically so

that the present context of joint consultations will not allow the IBA and Government to play negatively
taking the management unions in their pockets. In this arduous task AIBOA fondly hopes that AIBEA will
render all help to complete the organisational structure of AIBOA and lay concrete foundations of coordination at all levels of our two organisations in a spirit of our usual traditions, love and affection and
though concrete programmes and forums as a fitting tribute of Golden Jubilee joy to strengthen us mutually.
KAMIYAB EK DIN" in all our activities to spell a new dimension to the trade union movement of Banks in
its original concept and present day context. AIBOA salutes AIBEA on its 50 years glorious, golden march
and waits to respond its golden message as a sister organisation with love and affection wishing AIBEA men
on their unique moment of history now.

It is but a few who acquire the status of the mythical Prometheus, who is fabled to
have stolen fire from the gods and brought it down to earth for the benefit of mankind.
Com. Prabhat can only be described as the Prometheus of the bank employees'
movement, the Commander Par Excellence who 'found it mud and left it marble'. A
major portion of his seventy four years on this planet was lived in searing dedication to
the cause of bank employees. He was so much the architect, the high priest, the lifebreath of the bank employees' movement going under the name of AIBEA, such an
integral, intricate part of it, that it is difficult to speak of the one without referring to the
other. He finally died with his boots on, his last breath being rasped out in the cause of
bank employees.
Com. Prabhat was born on 13th October, 1910 in Calcutta in a middle class family not very different from
the ones from which today's bank employees hail. In 1928 as a youth of 18 he had his first taste of the
freedom struggle when he joined as a volunteer in the Calcutta Congress Session. After graduating from the
Presidency College in Calcutta in 1931 he joined the services of Lloyds Bank Ltd., as a clerk in 1933. It is
here that he first witnessed and experienced the rampant and inhuman conditions to which this section of the
working class was subjected. The situation obtaining then is beyond our imagination today. The right of hire
and fire prevailed and employees were often hired only to be fired. Service conditions were non-existent and
the word 'union' was an unutterable blasphemy. The hold of the pay master on his workers was complete and
total. Destinies were made and broken at the mere whim of the 'Employer' which was only a euphemism to
describe the lord and master.
It is in such an hostile environment that Com. Prabhat had his baptism in the Trade Union Movement. From
1933, the year in which he joined the bank, till 1946 he was fully immersed in organising bank employees
against these sub- human conditions.
Right from the beginning Com. Prabhat was clear as to the cause underlying this primitive exploitation. He
was aware that what he witnessed in the banks was only the expression of a larger callous system which
continuously endeavoured to keep the worker oppressed and harassed. Hence from the very day he joined
the bank he was conscious that this situation could be battled only by a workers' organisation of comparable
size and strength. Envisaging the broadest platform of unity possible in the then prevailing situation and
circumstances, Com. Prabhat made the organising of the entire lot of bank employees in the banking
industry his prime target.
With the characteristic courage of his convictions and vision which in later years came to be reckoned as his
hall mark, Com. Prabhat, along with a group of young, angry but dedicated comrades took the historic
decision on 9th April, 1941 to form an all India organisation for bank employees. On 20th April, 1946 this
vision stood translated into reality as the AIBEA took formal shape on the banks of the Hooghly.

At the time when the AIBEA was founded, in certain pockets in some of the banks, there were a few
fledgling organisatlons. But all these were struggling against immense odds even for survival. There was
nothing present on the Trade Union scene in the banking industry to encourage the formation of an allembracing industry-Ievel organisation.
Yet from the day the AIBEA was founded Com. Prabhat started a ceaseless and unremitting struggle to unify
all banks employees under a single banner. "One industry, one union" had become his immediate lodestar. In
the meantime he was already shouldering the responsibility of being the General Secretary of the Bengal
Provincial Bank Employees' Association.
On 17th August 1948, Com. Prabhat, as General Secretary of BPBEA, led the sympathy strike in support of
the 19 days' strike by the employees of the Central Bank. Lloyds Bank declared a lock out for 26 days
because the employees of Lloyds Bank had also participated in the strike under the leadership of Com.
Prabhat. In the after- math of this strike, 51 employees including Com. Prabhat, were dismissed from Lloyds
Bank. Subsequently Com. Kar and 11 others from Lloyds Bank were convicted under the Industrial Disputes
Act, 1947 for having participated in the .'illegal" strike. The dismissal issue was later on brought before the
Sen Tribunal which ordered reinstatement of 40 of the dismissed employees but excluded Com. Prabhat and
10 others from reinstatement. However the vindictive management of Lloyds Bank went on appeal , against
these reinstatements. After 9 years of protracted and attritional legal battle, the Supreme Court reinstated
these 40 comrades in June, 1958.
Two things are noteworthy here. The first is that it is possible that the management of Lloyds Bank, given its
class bias, foresaw in Prabhat Kar the awakening titan of the bank employees movement and decided to
ruthlessly crush him to obviate such a possibility. Their persistent vindictive attitude towards him betrays as
much. The fact that the Sen Tribunal also deemed it fit to exclude him from reinstatement perhaps indicated
the first recognition, albeit negative, by the powers that be of the emerging status of Prabhat.
The second noteworthy point is that amongst the 51 initially dismissed from Lloyds Bank was Shri Sen
Gupta who subsequently became the Chairman of the United Bank of India. Had Com. Prabhat also chosen
a similar path, perhaps Had this been the case, the bank employees movement would certainly have
been the poorer.
It certainly must have been crucifying for an individual of 38 years age to stand dismissed from service and
to be confronted with the prospect of further gruelling struggle in the years to come.
The period 1953 to 1966 was a period of incessant, relentless and prolonged struggles for both Com. Prabhat
and the AIBEA which he had come to represent as its General Secretary since his election to that post at the
5th Conference of the AIBEA held at Lucknow in 1953. It was during this period that the sweep of the
organisation came to acquire an unprecedented magnitude. The AIBEA fought bitter battles inside the
portals of tribunals and outside in the streets under the stewardship of Com. Prabhat.
During this period, in 1957, Com. Prabhat was elected to the Parliament from the Hooghly constituency.
During his tenure in Parliament Com. Prabhat Kar took up the issue of bigger banks' taking over small banks
that went into liquidation and saw to it that an amendment was made to the Banking Company's Act to that
effect, while also endeavouring to ensure that the employees of the liquidated banks' were absorbed into the
new banks. The first bank to be taken over was the Indo- Commercial by the Punjab National Bank.
In 1961 Com. Prabhat Kar participated as a member of the Bonus subcommittee at the Indian Labour
Conference at Bangalore, where it was decided that the entire Banking Industry, both private and public
sectors, excluding the RBI, would come under the purview of the Bonus Commission.
The phase of tribunalisation and third party intervention came to a decisive end with the signing of the
historic first ever industry level Bipartite Settlement under the captaincy of Com. Prabhat in 1966. In
bringing about this unique settlement Com. Prabhat, along with Com. Parvana, had toiled ceaselessly. The
dream and slogan of " One union, one industry " had now assumed formal shape and begun the process of
fleshing out with the signing of this settlement. Here again it was Com. Prabhat's strong conviction that the

signing of such an industry level settlement which would include under the comprehensive sweep of its
umbrella virtually the entire banking industry, would also resultantly strengthen and streamline the growing
unity of bank employees under the banner of AIBEA. The dialectics of uniform wage structure and service
conditions would produce dynamics that would strengthen the, environment for bank employees' unity.
The Signing of this First Bipartite Settlement metamorphosed the status of both the AIBEA and the bank
employees. It constitutes a decisive watershed in the history of the movement since the period of definite
consolidation of the movement and advancement commences from this point. The AIBEA has never looked
back after this.
It was also during this period that yet another aspect of this multifaceted genius stood demonstrated- his
mastery of the art of negotiation. This mastery was to acquire legendary proportions through the authoring of
the succeeding Bipartite Settlements. The quality that was peculiarly his own at the negotiating table was
that while Com. Prabhat was never aggressive, always persuasive, yet without yielding any quarter to the
management, he carried them along with him. The most strident of antagonists came around to accept his
view point slowly but surely.
While this acme of his genius stood displayed in one form at the negotiating table, yet another side to it was
displayed in the reinstatement of 135 comrades of Syndicate Bank. In the year 1965, the management of
Syndicate Bank dismissed 135 of its employees following an agitation, and mulishly persisted in its refusal
to reinstate them despite persistent attempts. Com. Prabhat stepped onto the scene and a series of
negotiations commenced with the management, spread over a period of two years at different centres. It was
virtually a war of attrition across the table. As the talks continued without any apparent breakthrough many
began to lose confidence. Some began to have misgivings. But Com. Prabhat persisted with paramount,
unbounded patience. The management unable to with- stand the gentle onslaught of this dogged persistence,
finally cried a halt and reinstated all the dismissed comrades. Com, Prabhat had once again achieved the
The period that followed was an era of bipartism. AIBEA grew from strength to strength under the
stewardship of Com. Prabhat Kar. In 1967 he was elected to the Parliament for the second time. In 1969
when 14 major banks were nationalised Com. Prabhat Kar along with Com. Parvana met the then Prime
Minister Mrs. Indira Gandhi and suggested improvements in the structure of the Banks.
Having thus far devoted his attention to aspects of wages and service conditions, in the 17th Conference of
the AIBEA held at Madras in 1973, Com. Prabhat made a bold departure by laying more emphasis on
national problems and called for a change in the credit policies of the government. This concern for the
nation, the role the banking industry played in the growth of the nation, and the potential of the bank
employees to influence this role played by the industry in the nation's growth, increased over the years. In
successive conferences Com. Prabhat's emphasis on this sphere of activity also increased as this conviction
A personal and organisational set back for Com. Prabhat was the passing away of Com. Parvana in 1975.
His responsibilities increased as a result of this sad loss. In the period that followed, the securing of the III
Bipartite settlement formed one of the sternest of organisational challenges faced by Com. Prabhat in his
long tenure as pilot of the movement. The government at the helm of affairs was the Janata Government
which had triumphed at the hustings with a massive mandate from the electorate in the aftermath of the
emergency. And the Government was headed by Morarji Desai as the Prime Minister. When the AIBEA
proposed the long overdue wage revision for bank employees it was the Prime Minister himself who
thundered that bank employees enjoyed best of both the worlds and therefore there was no question of any
wage increase for them. Not only did the government rule out any wage revision but also simultaneously
attempted to foist the obnoxious Boothalingam Committee D. A, formula on the bank employees. The
resistance to imposition of this formula in other industries was tepid.
A battle royal ensued therefore between the AIBEA and the government in which Com. Prabhat directed the
use of every known item of weaponry from work-to- rule and other forms of agitation to novel methods like
short duration strikes at different centres. The government had to finally bow before the combined might of

the bank employees and Com. Prabhat once again achieved the impossible by signing the III Bipartite
The Fourth Bipartite Settlement, came to the Bank employees virtually on a silver platter as it was achieved
with comparatively less struggle. The movement had come full circle under the stewardship of Com.
Prabhat. It has progressed from the situation of protracted battles for small gains to that of limited struggles
for major gains. The subsequent period witnessed Com. Prabhat busily engaged in the task of organising the
officers under the banner of the AIBOA of which he was the Founder President.
In the midst of these activities Com. Prabhat travelled to Nizamabad in Andhra Pradesh on 24-11-1984 to
inaugurate the Conference of State Bank of Hyderabad Staff Association. While on his way back to
Hyderabad from this Conference, he collapsed in the car in which he was travelling. It was 9-30 p.m. of 27th
November 1984.
Thus he passed on to the ages, serving the cause for which he lived upto the last breath of his life. There are
only a few who continue to live beyond the grave, for whom death signifies nothing more than the mere
consignment of mortal remains to dust. That immortality is truly noble which is achieved in the cause of
organising the masses. That immortality is uniquely Prabhat's.

Com. H. L. Parvana was born in a poor middle class family on 3-11-1923 in a remote
village in Punjab. His name was Harbanslal. He studied in Rajpore Bhaiti upto middle
school. He did his High School education at Badden-a place 10 kms. away. He used to
walk daily to go to the school.
The sweep of the freedom movement, the Jallianwala Bagh incident, the inspiration from
Lala Lajpat Rai and Baghat Singh, -all had their natural impact on the young and
sensitive Parvana. His instincts were pushing him away from routine studies and towards
active public life. The seed had been sown in him. Alongside, he took keen interest in
He was especially attracted to Urdu literature due to its realistic depiction of the commoner's plight and the
naked exposure of the exploitation existing in the social set up. He began writing small Urdu couplets and
adopted the pen-name Parvana. Though he completed Matriculation with very high marks, his family could
not afford his further higher education. Corn. Parvana, volunteered to seek a job to support the family
suppressing his desire and urge to prosecute higher education. This was the beginning of the era of sacrifice
for Corn. Parvana.
At the age of 16, he started to hunt for a job and after lot of difficulties, through the introduction of a friend,
he got a job in Punjab National Bank. But he was posted as a Daftary even though he was a first class
matriculate. After about 3 months, he was put on probation as a clerk with a salary of Rs. 16 per month.
After joining the job, he continued his studies in an evening College and passed B.A. with honours in Urdu
from Punjab University. Every week end, Com. Parvana used to visit his elder brother who was employed in
a textile mill. His brother was a Trade Union worker of that Mill and Corn. Parvana found that through the
efforts of the Unions, the problems of the workers were being mitigated and resolved. Corn. Parvana took no
time to found a Union in Punjab National Bank at Lahore. But as a consequence of this' crime " he was
dismissed by the Bank in 1944.
Then Com. Parvana came to Delhi in search of job again. With the help of his friend, he got a job in Bharat
Bank Limited as an unpaid apprentice. Due to his efficiency and hard work, he was soon promoted as a
supervisor and again as Superintendent. Undeterred by the bitter experience of victimisation by the previous
employer , Corn. Parvana, as a result of his deep convictions, soon formed a Union in Bharat Bank, Delhi.
He organised strike actions in 1946, 1947 and 1948 and the Union made spectacular achievements including
recognition of the Union by the Management.

Later, he organised a day's strike on 8th March 1949 in support of the Railway employees, setting example
for fraternity and solidarity of workers. But the Management reacted sharply by getting 450 out of its 527
employees arrested by police. Com. Parvana fought back against these repressions and there was a strike for
21 days. Management terminated 35 activists of the Union including their leader Com. Parvana. Com.
Parvana was again on the streets and underwent sufferings. When the Sen Tribunal was appointed, it also
heard the dismissal of the 35 employees of Bharat Bank. Com. Parvana himself argued the case on behalf of
the victimised employees. The Bank's side was represented by the eminent lawyer Setalvad.
The Tribunal awarded reinstatement of all the 35 employees but the Bank went on appeal to Supreme Court
and obtained a stay. But in the final hearing, the Supreme Court confirmed the reinstatement of these
employees including Com. Parvana. But that was not the end of the tribulations. The Bharat Bank decided to
purchase the Punjab National Bank but cunningly dissolved the Bharat Bank rendering the 1,300 employees
jobless. It was March 1951. Com. Parvana had organised a Union in Punjab National Bank with the help of
Com. P. L. Syal (now Vice President of AIBEA). The Punjab National Bank Union went on strike against
the Bharat Bank's decision to throw out its employees. Punjab National Bank Management dismissed 159 of
its employees for this.
The issue was referred to a Tribunal which ordered absorption of all the Bharat Bank employees in Punjab
National Bank. But the Management went on appeal to the Supreme Court. After 12 years of legal battle, in
1963 the employees won the reinstatement of all the employees including Com. Parvana. By then, Com.
Parvana had immersed in the movement so much that he decided not to accept the reinstatement and
continued to work for the Trade Union whole-time. This was the ripening of Com. Parvana into a Leader of
unparalleled dimensions.
Com. Parvana had become the centre of activities of the Bank employees' movement in and around Delhi
and was responsible in forming Trade Unions in different Banks during the 1950s. In 1951, he was elected
as Vice-President of AIBEA and in 1954 as Assistant Secretary. In 1962, he was elected as Secretary of
AIBEA which position he held till he died in 1975.
Com. Parvana was always known for his hard work. The more the AIBEA movement grew, the harder and
longer he worked. Whether it was the fight before the Sastri and Desai Tribunals in 1950s and 60s, whether
it was the fight to achieve Bipartite Settlement in 1965-66 or the sustained struggle for nationalisation of the
Banks from 1960, Com. Parvana was straining every nerve to gear up the rank and file to back up the
organisation's demands for their eventual accomplishment. This tremendous strain had a disastrous effect on
his health and he suffered from heart attack in 1966. But much against the advice of the doctors, he freed
himself from the hospital and resumed work in AIBEA Office.
The hectic activities during the First Bipartite struggle and negotiations further affected his health. But he
refused to take rest. He suffered a second attack in 1970. After a slight recovery, he plunged into his routine
work again. He got a third attack in 1973. Doctors told him that his health had deteriorated and advised him
to be very careful. But with some little improvement in his health, he was back to his normal work and
frequent tours and meetings. His health had become so bad, that he could not climb the staircase of his
house. So he shifted to the house of Com. Prabhat Kar who took care of him as his younger brother. Com.
Parvana was managing to live with heavy doses of tablets daily. But this was not to be a permanent solution.
On 13th April, 1975, he took seriously ill and was admitted into a hospital. Despite best medical attention by
eminent doctors, the precious life of this hero could not be prolonged any further. At about 10-45 a.m. on
18th April 1975, Com. Parvana passed away.
Volumes can be written about Com. Parvana about his sterling qualities of leadership, about, his outstanding
contribution to our movement at every point of time and about the multi-dimensional activities of this gentle
colossus. In short, he personified AIBEA. There cannot be a better acknowledgement of his services than
through the following words of Com. Prabhat Kar, the father of our movement who wrote in his General
Secretary's report in the Amritsar Conference of AIBEA :
"I am placing this report in a Conference where Com. Parvana is not present. For me, this situation is almost
unbelievable. Days in and days out, throughout all these years he was a comrade who helped me in

discharging my responsibilities. He was the life and soul of the AIBEA centre. His dedication to the cause
and thoroughness of minutest details are unparalleled. In every dimension of work of AIBEA, he was
indispensable. In movement, in agitation, in campaign, in negotiations, in settling differences and solving
problems his unique contribution was visible. As an agitator, organiser, as a leader conversant with every
sphere of Trade Union movement, his imprint was distinct. He was a comrade with clarity, with vision and a
comrade who never knew tiredness. It is almost impossible to think of Central Office of AIBEA minus Com.
Parvana. His amiable disposition brought everybody near him and he became the closest friend, philosopher
and guide of each and every bank employee. He was a man of the masses. He was a man of the Trade Union
movement. He was a leader of the working class. He was a comrade who cannot be replaced. The movement
is indebted to him which cannot be repaid. I only wish to put on record our great gratitude for his able,
mature advice, dedicated service and unparalleled comradeship manifested all the years he lived."